Organizations are responsible for their leaders’ effectiveness and staff’s well-being. Organizations are encouraged to demonstrate that they support and value leaders at all levels by incorporating healthy leadership modeling, development, onboarding, as well as ongoing coaching and training into the strategic plan to prioritize leader health and succession planning. (1,2)

Leaders would benefit from:

• Peer support, mentors, and coaches (1)
• A library of tools, interventions, and ideas to build and support a healthy culture. (3)
• Resources to develop leadership competencies (1)
• Assistance in understanding their role in nurturing culture (4)
• Opportunities to practice challenging situations (4)
• Protected time to participate in professional development (5)
• Sanctioned time for their wellness (5)

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References:

1. Medeiros, M. (2022, June). Nurse manager succession planning for unit health and well-being. Nursing Management, 53(6), 41–43. https://doi.org/10.1097/01.numa.0000831436.38442.a8
2. Pappas, S. (2021, July). The Role of Nurse Leaders in the Well-being of Clinicians. JONA: The Journal of Nursing Administration, 51(7/8), 362–363. https://doi.org/10.1097/nna.0000000000001029
3. Bernard, N. (2019, February). Resilience and Professional Joy: A Toolkit for Nurse Leaders. Nurse Leader, 17(1), 43–48. https://doi.org/10.1016/j.mnl.2018.09.007
4. Markey, K., Ventura, C. A. A., Donnell, C. O., & Doody, O. (2020, November 6). Cultivating ethical leadership in the recovery of COVID‐19. Journal of Nursing Management, 29(2), 351–355. https://doi.org/10.1111/jonm.13191
5. Warshawsky, N. E., Caramanica, L., & Cramer, E. (2020, April 9). Organizational Support for Nurse Manager Role Transition and Onboarding. JONA: The Journal of Nursing Administration, 50(5), 254–260. https://doi.org/10.1097/nna.0000000000000880