Verified: Nurse Media Influencers

Responsible science communication can literally be the difference between life and death. Mass media, especially the news, as well as social media sites such as LinkedIn and Twitter, have a significant influence on people’s health beliefs and actions. As nurses we have a critical role to play in how the media reports on health issues and public health policy and on what messages the public and policy makers receive.

As clinicians, researchers, educators, public health practitioners, policy makers, and more, nurses need to use our expertise and voices to bring about change. At no  other time in our recent history has this been truer than during the current pandemics of COVID-19, racial injustice, and health inequity.

But nursing is a field often misunderstood by the public and the media. Most people think of nurses solely as clinicians at the bedside who do nothing more than take orders from physicians. But nurses are highly trained subject matter experts who work in a wide range of specialty areas including public health, social justice, law, history, research, education, school nursing, and more.

Nurses rarely recognized or ‘verified’ as experts.

Yet, the field of nursing is rarely recognized by the public, journalists, or even social media sites for this expertise. Open up any news article, or turn on any […]

2020-08-20T09:49:34-04:00August 20th, 2020|career, Nursing, nursing perspective|3 Comments

In a Formidable Nursing Career, Bernardine Lacey Faced and Overcame Racism

Her story is important to know, because it offers an opportunity to learn from the not-too-distant past and explore some of the difficult truths about racism in nursing, the role of the profession in this history, and the effect of these accounts on current diversity and inclusivity efforts.

Lacey meeting with first lady Barbara Bush in the White House in the 1980s.

So write Sandra Lewenson and Ashley Graham-Perel in their article in the August issue of AJN, ‘You Don’t Have Any Business Being This Good’: An Oral History Interview with Bernardine Lacey. In the article, they recount Lacey’s upbringing in the South and the many racial barriers that made it difficult for her in getting an education and pursuing her career—which became a formidable one. As a result of her many accomplishments in education, practice, and leadership, she was named a Living Legend by the American Academy of Nursing in 2014.

Racial barriers remain.

How to Know When to Go: One Nurse’s Approach to the Retirement Question

Many possible takes on ‘retirement.’

When I meet many of my nursing school mates from (too many) years ago, conversation inevitably turns toward talk of retirement. There are many angles to this, from “Are you going to retire?” to “Are you thinking of slowing down?” to “What are you going to do next?”

I have friends who couldn’t wait to retire and wanted nothing more than an empty schedule to be able to make spur-of-the-moment decisions about what they wanted to do or not do. Others I know also retired fully from nursing but now are docents in museums, driving meals-on-wheels, supervising exercise in an elderly day care facility. And of course there are many who just “cut back”—they work part-time or per diem, but “keep their hand in.”

Photo by Aaron Cynic.

But the decision on when to leave a full-time career can be a difficult one, as the author of the July Transitions column, “What Would Ellen Do?” (free until August 20), points out.

Ellen Elpern was an advanced practice critical care nurse at Rush University Medical Center in Chicago, a large urban academic medical center, loved the work and enjoyed working with her colleagues.

In making her decision to retire, she says, […]

Addressing Harassment and Intimidation by Patients and Family Members

Since arriving at the skilled nursing facility after surgery for throat cancer, Ray had been attempting to touch female nurses inappropriately and had recently started making kissing motions at one of them whenever she entered and left the room.

Tacit acceptance of the unacceptable.

Though his behavior was recognized as unacceptable, most nurses had simply been redirecting him or telling him to stop, with no further consequences. Some explained the harassment away as the crude behavior of an old man who didn’t know any better. He’s from a different time; things were different back then. Some dismissed it as harmless. He thinks he’s being flirty. For others, his behavior was a mild though not particularly threatening irritation. He can’t even get out of his wheelchair—what’s there to worry about?

A symptom of cognitive decline, or plain old bullying?

The situation was complicated by the fact that Ray could not communicate verbally as a result of surgery, had short-term memory impairment, and difficulty concentrating. Although he appeared cognitively sound, there were just enough complications in communication and attention to cause some to speculate that he might be having neurocognitive decline that had disinhibited his self-restraint.

For others, Ray was a bully, maybe even a predator. He was taking advantage of access to female staff who were required to […]

2019-11-14T10:28:12-05:00November 13th, 2019|career, Nursing, nursing career|0 Comments

Giving Feedback: Good and Bad

Most organizations require annual employee evaluations, which are often tied to how an employee is rated and influence future promotions and salary adjustment. For many employees, that’s the only formal feedback they receive about their performance. But that’s no longer thought to be the most effective way to manage and develop staff.

Beyond the traditional employee evaluation model.

In “The Art of Giving Feedback” (free until October 1) in AJN‘s September issue, author Rose Sherman describes the other types of feedback that managers should be doing routinely:

  • appreciation feedback, which acknowledges an employee’s work and effort
  • coaching feedback, which focuses on performance and developing employee skills

It’s easy to give feedback to a stellar employee, the one who consistently exceeds expectations. It can get uncomfortable for many managers when they need to give feedback to employees who need to improve in some areas. Some managers let things go, hoping the employee will improve over time or work around the issues.

The costs of avoidance.

But avoiding the issue can have consequences for everyone, according to Sherman:

“ . . . when problematic behavior is not addressed, it lowers the morale of the team and erodes trust in the leader. A failure to address performance issues on your team can have serious ramifications. When […]

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