Are you a ward sister, charge nurse or manager of a community team who has received coaching? If so, this research may be of interest to you.
Nurse managers can be developed in a range of ways such as seminars, action learning sets, mentoring and coaching (Lennox, 2012). Within development programmes for nurse managers, a perceived value is placed on coaching to help them to maximise their skills and potential, develop both personally and professionally and become more effective leaders (Byrne, 2007).
In the UK, the value of coaching staff in the NHS has been reported by Alimo-Metcalfe & Lawler (2001), Sinclair et al (2008) and Woodhead (2011). The key findings of these studies relate to the value of the one-to-one focus and the long-term effect of coaching in terms of confidence in decision-making. These studies explored the role of coaching for executive leaders in the NHS rather than the nurse managers. Castillo & James (2013) found in their recent evaluation of a ward sister programme that “coaching increases problem-solving skills and decreases dependence on senior staff”. However, it appears that few research studies have solely investigated coaching in nurse manager development in the UK.
I am undertaking research to find out what development is currently being given to nurse managers, in particular what role there is for coaching. I am interviewing nurse managers who have had coaching to find out about their experiences. If you are a ward sister, charge nurse or community manager who has received coaching I would be delighted to hear from you.
Please email Liz Westcott email@example.com for more details of how you can be involved.
Liz Westcott is head of Clinical Health Care at Faculty of Health and Life Sciences, Oxford Brookes University.