Using AONL Competencies to Support Our Leaders

In the fourth quarter of 2021 and through the second quarter of 2022, Norie Bencito Acaac, MSN, MBA, RN, CENP, assistant vice president, Medical Center Clinical Operations, and Patti Radovich, PhD, CNS, FCCM, director of Nursing Research, began working with Tamarra Crandall, a doctor of nursing practice student, on a leadership succession project focused on an educational intervention for nurses who have recently been promoted to a team leader position. This intervention was based upon literature findings, which indicated that knowledge and support in the early stages of a nurse’s career were essential to success. The literature also highlighted that leadership succession planning is a deliberate and systematic effort if an organization seeks to ensure leadership continuity in key positions.

This evidence-based practice (EBP) project used the American Organization of Nurse Leaders (AONL) Nurse Manager Competencies to increase our learner level of confidence. An advantage to this approach is that these particular competencies can be easily adapted to the clinical setting for front line staff. The purpose of this project was to introduce and improve nurse leadership skills using the AONL Nurse Leader Competency Assessment Tool: Self-Assessment, as one of the outcome measures.

For the pilot of the evidence-based practice leadership curriculum, nine acute care nurses new to the role of team leader were enrolled. These team leaders attended three, two-hour sessions focused on one of the Nurse Manager Competency domains: the science, the art, and the leader within. These competencies are essential to the team leader’s role. In addition to didactic content, situational scenarios were given to the participants to work on after attending the classes. Furthermore, the attendees were encouraged to practice leadership skills from the workshops during their team leading shifts. Upon completion of the workshop series, the participants attended a one-on-one coaching session focused on building the leader within.

None of the participants had participated in formal leadership training. Nine participants completed the quantitative survey with 100% reporting that participation and the information provided was relevant, and contributed to them being a better nurse leader. Comments from the participants revealed the impact the courses and coaching had on their practice.

One participant wrote:

The leader within: “I have started my career planning by first understanding my role and creating a career path and goals for myself.”

The science: “I have a better understanding of what happens behind the scenes, especially with patient placement, which in turn has helped me become a better leader.”

The art: “I am better prepared to manage conflict, and have even used these new skills while on the unit.”

Another shared, “The leader within component: The emphasis on how to develop Emotional Intelligence (EQ) by implementing self-awareness, self-management, and social awareness, has changed the way I confront and deal with challenges at work leading to positive results. For instance, looking at different perspectives before making a decision or taking action.”

Initiating leadership courses at the level of team leader can provide greater understanding of leadership skills. The support and guidance provided by these classes may encourage further leadership development leading to a more knowledgeable pool of nurse leaders. We expanded these courses and offered them to a larger group of managers in the fall of 2022. This is an exciting program, which we will continue to strengthen as we continue to support our aspiring leaders.