The problem is... most nurse leaders don't really have a Vision. They have grandiose ideas about what they want to do with their clinical area, but if they don't meet their goals, most nurse leaders fail miserably in identifying where the problem is, how to address the problem, and then working toward fixing the problem.
On the other hand, good leaders are able to identify new (or at least revised) goals, all toward the original Vision Statement. So if a leader's assigned clinical area is not "perceived as a best place to work by nurses," then everyone gets together as a work group to identify WHY it isn't so. Have we identified the wrong goals? the wrong problem? Does everyone believe in the leadership's ability to get the group to the goal?
What happens in nursing today is that major changes are made, usually with no Vision Stement, or even a properly written Goal Statement (for me, the difference between a Goal and a Visioni is that Goals are behavioral and need to be MEASUREABLE in order to be evaluated. Visions are not necessarily so. I think forward-thinking leaders use both effectively.
We have neither. Big changes are made and the bedside nurse has no idea why the change was made, if there is something leadership is trying to accomplish, and without knowing what that is, the bedside nurse is left in the dark and can't even provide feedback on what might work better.
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