Strategies to Recruit the Next Generation of Nursing Leadership Talent.

OBJECTIVE: The purpose of this study was to explore how generational differences contribute to challenges in recruiting the next generation of talent into nursing administration roles. BACKGROUND: The current workforce is aging. Nursing administrative roles, which for the purpose of this study are defined as nurse managers, are increasingly difficult to fill with leaders from upcoming Generations X and Y. METHODS: A descriptive, nonexperimental study was undertaken using a convenience sample. An electronic survey was distributed to explore the impact a set of interventions would have on recruiting into nursing administration roles. Then differences between generations were analyzed. RESULTS: Respondents indicated 45% of the interventions have a moderate to high impact on their consideration for a position in administration. Statistical significance between generations was identified on 4 interventions related to work-life harmony. CONCLUSIONS: Fiscally conservative interventions exist to assist hospital administrators with succession planning among nurse managers. When recruiting Generations X and Y candidates, interventions supporting work-life harmony should be emphasized.

Transitioning Emerging Leaders Into Nurse Leader Roles.

Millennials will soon comprise 50% of the nursing workforce. Leaders in organizations look to this generation to assume leadership roles. This is proving to be challenging in many settings. Learning how to more effectively recruit, transition, and retain these emerging nurse leaders will be critical to organizations and the future of nursing. This article presents academic and organizational practices in emerging leader transition tailored to the needs of the millennial generation.

Pearls of wisdom for chief academic nursing leaders.

There is a significant shortage of executive leadership in nursing academia with large numbers of deans have retired and many more are expected in the upcoming years (AACN, 2015). This has resulted in a steady upward trend of nursing schools reporting a change in deans over the past 5 years; many of the changes in academic nursing leadership involve deans who are new to the role. The role expectations of chief academic nursing leaders are very complex and for which few new leaders are completely prepared. This article describes the role and competencies of the chief academic nursing leader and presents "pearls" for success for new leaders assuming this role.

Circle of Advisors: Creating a National Perspective for Graduate Curricula in Nursing Administration.

The CGEAN Board established a goal to support MSN administration programs to thrive and meet the need for well-prepared nurses to assume leadership roles. This column addresses how we embarked on this work through creation of a Circle of Advisors composed of national nursing leaders who came together to address specific curricular issues and more importantly to voice support for continuation of MSN administration programs.

The Case for Bringing the Licensed Practical Nurse Back to the Hospital.

The expansion of the aging population, residential care facilities, and projected registered nurse shortages pose significant challenges to nurse staffing ratios. The licensed practical/vocational nursing role is now being reexamined, as acute care and long-term care facilities look at staffing models and patient safety. There is now a demand for an increase in the numbers of practical nurse education programs, which have been overlooked as a pipeline for professional nursing. Recruiting and educating practical nurses open a pathway for greater diversity in the nursing profession as well as improving patient health outcomes.

The Case for Focusing on Millennial Retention.

A concern for nurse leaders is rapid turnover of engaged, early-tenure millennial nurses. In this 1st article in a 2-part series, the authors describe why leaders should supplement their organization's current investments in engagement with retention strategies targeted at millennial nurses.

Prime minister urged to re-examine safe staffing.

Nursing leaders have pressed new prime minister Theresa May to re-examine key issues affecting the profession as a matter of urgency.

College seeks 'exceptional nurse leader' to fill chief executive post.

A worldwide search is on for a new general secretary and chief executive of the RCN to succeed Peter Carter when he leaves the college in October.

BME nurses get ready to move up to top jobs on leadership course.

A year-long leadership programme launched last week is aiming to help black and minority ethnic (BME) staff, including nurses, move into top NHS jobs.

The case for renewed investment in the district nursing specialist practitioner qualification.

District nursing as a profession has been under significant threat over the last few years due to a lack of foresight and funding, resulting in an undervalued and underinvested workforce. The once-heralded specialist practitioner programme was slowly decommissioned in all but a handful of universities, leaving no alternative but for community trusts to employ staff nurses in team leader roles without the development the added qualification gave them. In light of the renewed focus on the fundamental advancement of district nurses and recent Government publications clearly reinforcing the district nurse's role, this article argues for the need for educational commissioners and workforce planners to commit to continued investment in this vital profession.