Aim This study evaluated a framework for nursing managers which entailed
supporting and challenging participants to critically analyse the effectiveness of
their workplace behaviours in facilitated discussion groups using context-laden
Background Leadership development in nursing managers has been shown to
reduce burnout and promote workplace satisfaction.
Method Ninety per cent of nursing managers (n = 63) employed in the
organisation participated in the study. Data relating to burnout, workplace
satisfaction and leadership practices were collected prior to and after
participation in the support and challenge framework. Qualitative feedback was
sought through a survey administered at follow-up.
Result Nursing Unit Managers were significantly less satisfied in their intrinsic
domain of workplace satisfaction at follow-up. Qualitative feedback indicated
that participants experienced benefits related to networking, personal
development and role development.
Conclusion The experience of critiquing and challenging leadership when shared
with peers who practice in a similar context was qualitatively reported as
beneficial and valuable, in spite of a decrease in workplace satisfaction.
Implications for nursing management Nursing manager’s leadership development
is a continuous process. Supporting and challenging nursing managers is likely to
generate uncertainty related to self and role. The sharing and testing of this
uncertainty with peers is welcomed and warrants further exploration.