X hits on this document





71 / 154

International colleague’s interaction

The recruitment streams for registered nursing staff at this particular DHB are fundamentally new graduate nurses and Registered Nurses trained internationally or from within New Zealand. The Registered Nurse workforce within clinical areas where CNLs’ practice in is reflective of these recruitment streams. One CNL spoke of the responsibility of the CNL to communicate expectations to her international nurses and said

as a leader to make sure that those people [international colleagues] really understand what they’re doing and the communications but I mean they all strive hard and learn … they will all have come from hugely different nursing backgrounds and expectations and standards.


Four of the seven CNLs talked about feedback, or the lack thereof, on their performance in the role of CNL. One was interested in obtaining this feedback from the nursing staff, commenting “it’s very hard to get feedback about how the staff view you”. Two others referred to the lack of general feedback as problematic. The fourth CNL acknowledged that whilst there was a process of regular review, this was not sufficient: “I don’t know if feedback is lacking but at the end of the day I must be doing something right cause no-one told me it’s time to move on”.

Relationship with manager

Three CNLs commented both in general and specifically about the CNL relationship with higher management. One CNL considered “We get a lot of support from the …. managers” and another said “one thing I guess is hugely important is my relationship with my manager I recognise that I have a manager and I always run things past”.


Five out of seven CNLs spoke of the privileged position they are in when practising as a clinical nurse leader and being humbled by this. As one CNL said:


Document info
Document views494
Page views500
Page last viewedTue Jan 17 17:35:18 UTC 2017