Literature reviews

The following reviews were compiled by the Brian Tutt Library at the NSW Department of Health, North Sydney. The articles with CIAP next to them are available in CIAP. Use your CIAP username and password to access them.

National Evaluation of Open Disclosure Report

Leadership, mentoring and coaching in health

• Fuimano J. Coaching and mentoring for the new work force. Gastroenterology Nursing. 2007 Mar-Apr; 30(2): 152. CIAP
• Rayner D. Chisholm H. Appleby H. Mentors' forum. Add coaching to your leadership repertoire. Nursing Management. 2004 Jan; 35(1): 16-7. CIAP
• Connor M.P. Bynoe A.G. Redfern N. Pokora J. Clarke J. Developing leadership through action learning. Nursing Standard. 2002 Apr 3-9; 16(29): 37-9. CIAP
  Abstract: The authors discuss the use of action learning to help nurses based at Guy's and St Thomas' Hospital Trust develop clinical leadership skills.
• Sherman R O. Bishop M. Eggenberger T. Karden R. Developing senior doctors as mentors: A form of continuing professional development. Report of an initiative to develop a network of senior doctors as mentors: 1994-99. Medical Education. 34(9)(pp 747-753), 2000. CIAP
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  Background: Senior doctors report that mentoring skills are transferable to everyday medical practice and managing juniors. An analysis of views from consultants and general practitioners, who had trained together on a regional mentoring scheme, reveals significant potential for personal and professional development in such networks.
  Context: The Northern and Yorkshire Region Doctors' Development and Mentoring Network was set up in 1994. Since then there have been six programmes with 116 senior doctors participating. In 1997 there was an evaluation of the first four programmes.
  Method: Focus groups and postal questionnaire.
  Results: There were responses from 71 senior doctors, giving a response rate of 86%, and responses from 78 professional stakeholders in 49 NHS organizations, a response rate of 54%. Results indicate that the programmes were highly valued by the participants, particularly with regard to: being part of a network of senior doctors; developing mentoring skills, and engaging in personal and professional development. The most difficult part of the programme was setting up mentoring networks for junior doctors, and reasons included: personal factors, such as levels of confidence in providing mentoring; cultural factors, such as juniors not wishing to be seen to need help, and organizational factors, such as lack of time allocated for mentoring. Recommendations and issues for further debate. The positive benefits from the scheme raise questions about how to develop mentoring training for senior doctors. Issues include: developing mentors; who needs mentoring; mentoring and the organization; transferability of mentoring skills, and widening the network.
• Rose GL. Rukstalis MR. Schuckit MA Development of a leadership competency model. Journal of Nursing Administration. 37(2):85-94, 2007 Feb. CIAP
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  Background: Although research findings support that the nurse manager has a pivotal role in influencing all aspects of the nursing environment, recruiting talented staff into these nursing leadership positions has become increasingly more difficult. There is a need to better understand the competencies needed by contemporary nurse managers and the challenges in the role.
  Objective: The purpose of this research was to explore the viewpoints of 120 nurse manager study participants on the contemporary nurse manager role and to gain perspective on the critical leadership skills and competencies to build a nursing leadership competency model.
  Design: A grounded theory methodology was used in this study to capture the perspectives of the nurse managers interviewed about their role.
  Results: Six competency categories emerged from the research findings to form a nursing leadership competency model. Two major themes identified from the data included the nurse manager role as a career choice and the stressors and challenges in the role.
  Conclusion: The results of this study led to the design of a nursing leadership competency model and confirmed that there is a need to formally develop and mentor our next generation of nurse leaders.
• to be completed...