Role model professionalism. Be respectful and expect it in return.
Be honest with your staff. The rumor mill in a hospital runs at lightning speed. They will know things before you do.
Be aware of but stay out of unit politics. Even if you only appear to take sides, you will
lose the trust and respect of your staff.
Encourage staff to solve their own squabbles by including conflict resolution skills in staff education. Offer to mediate with offended parties present or there will always be someone
in your office with "she said this and she did that" stories.
Never talk about or give your personal opinion of one staff member to another.
Be visible and accessible. You can't work 24/7, but lending a hand during a
crisis will go a long way toward being seen as someone who supports the staff.
Ask someone you have respected as a leader to mentor you.
Ask yourself if you really want the position and why before you accept it. Choose a
unit you didn't work on as a staff member.
First off be kind and understanding.
Follow up follow up follow up!
Communicate any new or upcoming changes with your staff.
No favoritism.
Equity and consistency.
Teach don't chastise.
Ask people how they're doing.
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I agree with Tracy G. In addition ...
ESPECIALLY the NO favoritism! We've had several who did this, and it did Not work out well for them. Let's just say, it WILL come back to bite your behind.
Don't make promises you won't be able to keep.
Be willing the jump in and help when and if you're able! It will go a LONG way to fostering the TEAM.
Don't assume you HAVE to have All the answers! If you don't know, say so! And then follow up with 'let me see what I can find out for you', and then do just that! Follow up!
Do NOT lie to your staff! If you do, they WILL find out, and Your credibility will be forever ruined. You'll never be trusted at the level you need/want again to do that position effectively.
Treat your staff like the professionals they are! You'll reap Big rewards if you keep this one in mind.
Be a Defender of your staff!! Suppose they are being 'attacked' by anyone, family member, patient, physician, etc.. In that case, it WILL be Your job to find out what the situation is, if anyone is actually at fault, or is it a system 'thing', and be the one to help facilitate a resolution. Again, Big rewards to keep this in mind.
Be willing to be a sounding board to your staff. Listen to suggestions, even if you won't be able to implement them. And if not, politely explain why and thank them for the input and whether or not the idea might or might not be more favorable at a later time. Have as much of an 'open-door' policy as possible so your staff won't be intimidated or hesitant to seek out your advice or ask questions.
Good luck in your endeavors!
