John, an expert cardiovascular medical critical care nurse,applies for the nurse manager role on a surgical trauma intensivecare unit (ICU). His expertise in critical care resounded with thestaff nurses who were on the interview panel. The human resourcesrepresentative and the nurse administrator were somewhat concernedabout his communication skills in difficult situations. Afterdiscussion with the current supervisor and co-workers, the decisionwas made to offer him the position. John transferred into his newrole as nurse manager of the surgical trauma ICU 1 month later.
He was assigned a nurse manager preceptor and began hisorientation process. Within 1 month, the nurse administratorstarted hearing rumblings that “he was just not a fit for the unit”and “he did not understand the practice.”
1. Identify two key points related to role transition that thenurse administrator can follow up on that can assist her in makingJohn a success on the unit?
2. What are two types of staff development programs should Johnparticipate in?
3. What are two actions of the preceptor and the supervisor inassisting in his transition?
