Preferred Name

Linda M. Shepherd

Creative Commons License

Creative Commons License
This work is licensed under a Creative Commons Attribution-Noncommercial-No Derivative Works 4.0 License.

Date of Graduation

12-16-2022

Document Type

Dissertation

Degree Name

Doctor of Nursing Practice (DNP)

Department

School of Nursing

Advisor(s)

Jeannie Corey, DNP, RN, NEA-BC

Monty Gross, PhD, CNLE, CPHQ

Abstract

Abstract

Background: A north-central Virginia university and a hospital in the British West Indies (BWI) entered a collaborative agreement in 2020. Growing competitive environments heightened awareness and urgency in creating expansively competent, influential nurse leaders in the BWI. Without formalized data to quantify or validate nurse manager strengths, leadership style, or competencies, an assessment of these items and an evidence-based coaching intervention were performed.

Methods: The population for this evidence-based (EB) practice project was 20 inpatient nurse leaders. The Multifactor Leadership Questionnaire (MLQ) and the Clifton Strength Finders Assessment (CSF) for Managers were deployed as pre-intervention assessment tools. MLQ results were analyzed to create individual, intentional coaching plans targeting developmental needs. CSF results were used to drive development through EB coaching. Post-intervention, the MLQ was redeployed to determine the effect of the coaching. The American Organization of Nurse Leaders-Nurse Manager Learning Domain Framework provided the theoretical framework.

Interventions: Coaching plans were structured using the ADDIE Model Framework (Analyze, Design, Develop, Implement, and Evaluate) and the coaching principles of the International Coaching Federation (ICF). EB's individualized, intentional coaching plans were developed, followed by EB coaching sessions conducted over two months for .50 hours per week.

Results: Eight nurse managers completed the entire process. The pre-intervention response rate for tool completion was 70% (14/20). Post-intervention MLQ response rate was 57% (8/14). Pre- and post-intervention MLQ results were compared. Cohen's d results suggested some effects of EB individualized, intentional coaching, and operational outcomes were recognized through participant behavior changes and comments.

Conclusion: Individualized review of the CFS and MLQ pre-intervention results and coaching intervention offered an opportunity for the nurse leaders to gain insight and targeted development integrating AONL nurse manager competencies. Although the small .population size did not lend to statistical analysis, Cohen's d-effect scores indicated a possible positive migration effect based on rater results supportive of EB coaching as a developmental intervention.

Keywords: Nurse Manager, Nurse Leader, Leader Development, Strength-Based Coaching, Leadership Styles, and Competencies

Available for download on Friday, November 15, 2024

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