From Surviving to Thriving
The Importance of Preceptors and Mentoring Programs for Directors of Nurses in Long-Term Care
I often talk about how nurses who are curious can lead the way to innovation and improving patient care. Nursing turnover, which includes DONs, is at the forefront of workforce conversations, and it makes me curious to learn about the reasons for these high turnover rates. I have been an advocate for nursing preceptors and mentors for many years, and I realize we need to refresh this very important part of successful onboarding and retention.
The turnover of leaders and nurses in long-term care threatens not only the care of residents but also destabilizes a fragile workforce. Directors of Nursing carry the burden of leading, educating, and advocating for residents and staff. At the same time, they struggle with leadership transitions, regulations and nursing home administrator collaboration. New DONs are excited to have graduated to that role, but without a preceptor during orientation, the role can be isolating—especially with the added scrutiny and high expectations that come with the position.
The Valuable Role of Preceptors
Preceptors are intended to contribute to the DON’s orientation process so they can make a successful transition into a new organization. Understanding the mission of the organization and the general climate for delivering patient care is essential. Communication between the preceptor and the new DON is imperative when problems or concerns are identified for early resolution.
Essential qualities and skills of a preceptor:
Clinical Competence
Interpersonal Skills
Teaching Abilities
Emotional Intelligence
Commitment and Desire
Role Responsibilities:
Orientation and Onboarding
Skill Development
Feedback and Evaluation
Role Modeling
Support and Mentorship
Understanding the difference between a mentor and a preceptor can help clarify the roles they play in nurse orientation and retention. Preceptorships are prearranged at the time of employment, and they last for the length of orientation.
The first year of nursing can be very demanding, and many new nurses lack the support they need to be successful. According to the American Nurses Association, nearly 18% of newly licensed registered nurses quit the profession within the first year. One of the most common causes for leaving is a lack of leadership and supervision. Many new nurses report feeling isolated, and they often lack preceptors, mentors, training or clear paths for career advancement.
Compounding these challenges, some more experienced nurses step into leadership roles without the preparation or training they need to manage complex teams or handle administrative demands. As a post-acute care nurse leader with many years of experience, I have witnessed these challenges firsthand. It has fueled my passion to support and guide new and experienced nurses alike and help them retain their passion for nursing so they can excel in their roles and provide the highest level of patient care possible.
Mentorships and Coaching Programs Benefit Nurses and Patients
To help new nurses develop the skills they need to succeed and gain confidence in their abilities, and to help more experienced nurses step into leadership roles, we must invest in structured mentorship programs, peer support networks and training programs. New nurses need not only clinical training but guidance on handling patient interactions, navigating team dynamics, and dealing with the emotional toll they face each day. They need role models who can share their knowledge and experience and offer them constructive feedback and a peer support system to help them feel less isolated and alone. Nurses called to step into leadership roles also need guidance from experienced nurse leaders to help them gain the skills they need to lead effectively.
According to an article published in the ANA Nursing Resources Hub, mentoring and coaching programs benefit not only nurses but also the patients they care for and the organizations they serve.
Benefits for nurses include:
More career satisfaction
Refining problem-solving skills
Feeling less overwhelmed and stressed
Expanding professional networks
Career development opportunities and clear career paths
Gaining guidance and support to overcome challenges
Benefits for the organization and the patients they serve:
Improving patient care and outcomes
Boosting nurse recruitment and retention efforts
Reducing burnout and high turnover
Enhancing teamwork and creating a more positive, supportive culture
Identifying and nurturing future nurse leaders
Providing opportunities for experienced leaders to guide the next generation
Kaleidoscope Coaching & Consulting with Andi Clark Empowers Nurses to Thrive
As an experienced post-acute care nurse leader, I understand the importance of mentorship and coaching. I have witnessed the positive impacts these kinds of programs can have on new and experienced nurses, the patients they care for, and the organizations they serve. That’s why I created The Kaleidoscope Coaching and Consulting programs. These programs are designed to empower nurses at all stages of their careers to develop the mindset, confidence and creativity to adapt, embrace change and lead with purpose and passion in today’s dynamic healthcare environment.
In these personalized programs, new and experienced nurses will have the opportunity for one-on-one mentoring and coaching and will learn to:
Reflect on current experiences and capabilities and envision new possibilities for personal and professional development
Harness creativity and curiosity to become stronger nurses and nurse leaders who provide higher levels of care to their patients and spark innovation in others
Develop the skills needed to overcome challenges and thrive
Engage with new technologies to improve patient safety and well-being
Adapt to regulatory changes with agility
Contact me to learn more about Kaleidoscope Consulting and Coaching.