Training Our Future Leaders: Empowering Nurses to Be World-Class, Quality Forerunners

Purpose:
The goal of the work environment initiative is to train nurses for future Shared Governance leadership positions. By establishing guidelines and expectations, front line staff nurse leaders are taught how to be empowered and provide quality, patient centric care, through Shared Governance councils.

Relevance/Significance:
The leaders are taught that the front line staff should have a formal voice in decisions that impact the organization and that management will play a participatory role, listening to their concerns and suggestions, and creating a patient-centric nursing environment. When this culture is formed, staff from all levels of care are providing an active role in best practice, decision making, patient safety, and quality care which all promote optimal patient outcomes.

Strategy and Implementation:
One method of creating a well-organized, professional Shared Governance environment is to provide annual training for Shared Governance leaders. The leaders are comprised of dedicated front-line staff that are passionate about making a difference in their organization, and to promote a positive and professional working environment. This culture is collaborative and interdisciplinary in practice, facilitating teamwork and minimal duplication of work. Guidelines and expectations are laid out, giving the staff a reference tool and template for constructing a thriving shared governance model. The training is set up as a one day Shared Governance Leadership Retreat that the hospital hosts. This helps to establish rapport among the Shared Governance Leaders. Senior Shared Governance Leaders lead the training workshop, serving as veteran council leaders, providing guidance and insight obtained from firsthand experience.

Evaluation:
The guidance obtained during the training process directly influences the future of nursing practice in the hospital setting by establishing interventions and action plans that positively impact the quality of nursing care. The success of this program is evident in the high participation rate of nurses in shared governance. Over 75% of staff are active members of a shared governance council.

Implications for Practice:
Shared Governance leaders must be committed to creating a culture of ownership, accountability, and autonomy that impact both their practice and work environment. By creating a shared governance leadership program, the facility can help to ensure that the team all shares the same vision.