Akemi Jamila Martin, DNP, MSN, MSBS, RN, NE-BC

Abstract:

Problem Statement: Novice nurse managers often face significant challenges transitioning from clinical to leadership roles, leading to stress, burnout, and high turnover rates. The lack of structured leadership training contributes to difficulties in team management, decision-making, and staff retention, ultimately affecting patient care outcomes. Background: Leadership development in nursing is essential for effective healthcare management. Many nurse managers assume leadership roles without formal training, hindering their ability to perform effectively. Transitioning from bedside nursing to managerial responsibilities requires a distinct skill set, including team leadership, operational management, and strategic decision-making. Without structured support, novice nurse leaders struggle with these demands, leading to inefficiencies and workplace dissatisfaction. Research highlights that well-trained nurse leaders are instrumental in fostering positive work environments, enhancing staff morale, and improving patient care outcomes. Purpose: The Nurse Leader Development Program (NLDP) is a four-week virtual initiative to equip novice nurse leaders with foundational leadership skills. The primary purpose is to enhance the leadership competencies of novice nurse leaders through structured training and assessment. The program utilizes evidence-based frameworks and the Nurse Leader Competency Assessment Tool (NLCAT) to improve leadership confidence, communication, and decision-making skills. Methodology: A quasi-experimental pretest-posttest design was used with nine participants from an urban inpatient setting. Eight participants completed both the pre- and post-intervention assessments. The NLCAT measured perceived competence across five domains: Communication and Relationship Building, Health Care Environment and Clinical Principles, Leadership, Professionalism, and Business Skills and Principles. Quantitative data were analyzed using paired samples t-tests to evaluate changes in self-assessed leadership competency. Results: Statistically significant improvements were observed across all five competency domains (p < .01). The most notable increases were in the domains of Professionalism and Business Skills and Principles. These findings indicate that a short-term leadership development program can meaningfully improve novice nurse leaders perceived readiness, communication skills, and decision-making confidence. Next Steps: Expanding the program to larger participant cohorts and conducting longitudinal studies will evaluate long-term impacts on nurse retention and patient care outcomes. Integrating this program into hospital leadership development initiatives can enhance its sustainability, ensuring continued professional growth for future nurse leaders.

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