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Another CNL described her approach to her staff as an enabling one. She said “and I can see the good in them and I think yeah I can see that and …. to give them solutions”. One CNL recognised the need to maintain her nursing staff’s responsibility as individual practising nurses distinct from the CNL “and its about keeping it in balance because if you problem solve too much then you take it away from the nurses”. Lastly one CNL described how to share a vision with her nurses and encouraging the nurses as opposed to being autocratic in her approach:

but it’s saying this is how I want people to be this is how I want you to be, come

up and join us and people will aspire to that as opposed to poking them with a stick to try and get them where you want them to be and that doesn’t work.


One CNL spoke of the need to be respected consistent and fair when working with their nursing community. They shared how respect was not automatic, but had to be earned.

You need to be consistent …. you want people to respect the position but the respect is one that is earned and I suppose you get respect from giving it as well.

Sense of humour

Three CNLs concluded that one of their strategies was having a sense of humour. For one this was about the fun of the ward environment. “I like to work on …. a ward that enjoys having fun life is too serious to be taken seriously”. The other two spoke of a sense of humour as an attribute.

Humour I think to be able to laugh I think enjoy people …humour my sense of humour …. and using it every day”. And, a “sense of humour that’s what you’ve got to have in this role I tell you it should be the key component of the job description.


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