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Some Assembly Required

Some Assembly Required Downloaded from http://journals.lww.com/neponline by BhDMf5ePHKbH4TTImqenVA5KvPVPZ0P5BEgU+IUTEfzO/GUWifn2IfwcEVVH9SSn on 06/02/2020 President’sMessage G. Rumay Alexander ecause the future is where we are all going to spend the rest of our lives, it makes sense to be Something else that matters tremendously is B intentional in thinking about and planning for the days ahead. Now most of us, when we see the words mentoring and coaching. The display of civility is “some assembly required,” react with a degree of panic, never more apparent than when our processes particularly when it’s close to the holidays, and we hope to surprise a child with a wonderful, functioning toy. So demonstrate care for making the conditions for I hope you will not panic as you read this message but another’s life better. will be thankful for the reminder that serious relationship building must be given attention by design — with some assembly required. 3. Make sure the onboarding of new hires includes social sup- It is important first to adjust our expectations. Simply establishing port, with a cadre of diverse colleagues. rules and holding everyone to the same rules is not a viable answer. 4. Track average time to tenure and promotion through the ranks by race, gender, and discipline at least every three After all, we do not all start out on our academic journeys at the same years. Metrics are so necessary to informing your work. place developmentally. That is why goal setting, whether personal or 5. Professional development rooted in institution-specific re- organizational, inevitably makes its way into our discussions. quirements is frequently offered. Be clear about how promo- We do know that all faculty want the same things: to feel valued, tion to full professor differs from the tenure process. to be visible, to have community, to be invested in their work, and to 6. Create opportunities for junior faculty to interact with senior have trust. With that in mind, I believe the message is clear. As educa- faculty and expand their networks. tors, we must acknowledge honestly that many parts of the academic 7. Plan review time of the mentee’s scholarship and activities progression process are wrought with subjectivity. It matters who with the mentee’s chair to monitor status in the progress comprises the membership of career-altering committees. It matters to promotion. 8. Encourage task-specific/project-specific interprofessional grant that recruitment and hiring practices are equitable. and collaboration training, with registration for writing intensives. Something else that matters tremendously is mentoring and 9. Require implicit bias training for all top leadership and for the coaching. The display of civility is never more apparent than when members of all search committees, admissions committees, our processes demonstrate care for making the conditions for an- appointment/promotion committees, and budget commit- other’s life better. tees for the academic year of work. It is said in a blog from the Advisory Board that the best practices 10. Update your nepotism policies. Work on conflicts of interest are “the ones that are working for you.” My hope is that all nursing that must be acknowledged, keeping in mind that one may programs will work toward having a diverse cadre of faculty by keep- require that one recuse oneself to keep the process trans- ing our work transparent and fair. Remember, faculty hire and pro- parent and fair. mote faculty and also admit students. We all have biases and must 11. Work to identify the unwritten rules at the department-, intentionally do all that we can to keep them at bay. With these school-, and institution-wide level. Make them visible and try to eliminate them as needed. thoughts in mind, I offer a nonexhaustive list for jumpstarting your 12. Nominate mentees for awards and recognition. thinking and actions with regard to the onboarding of new employees, And one final recommendation: Bring your mentee to national the admission of students, and the mentorship and coaching that will meetings to meet those they have read about or quoted in their work. help all succeed. Remember, the next NLN Education Summit, which will be held on September 12-24 in Chicago, will celebrate “125 Years of Teaching 1. Rules of engagement are mutually set by the mentor and men- Excellence: The Birth of Leadership in Nursing Education” and the re- tee for clear agenda setting and establishment of expectations. markable contributions that have been made to excellence in nursing 2. Consult with mentees to assess their needs. Warning: needs education since the founding of the League in 1893. shift over time so revisions should be assessed at least Some assembly is not only required; it is essential. So are com- once annually. munication, caring, and civility. Positive persistence pays. The author has declared no conflict of interest. Copyright © 2018 National League for Nursing doi: 10.1097/01.NEP.0000000000000299 Nursing Education Perspectives VOLUME 39 NUMBER 2 59 Copyright © 2018 National League for Nursing. Unauthorized reproduction of this article is prohibited. Downloaded from http://journals.lww.com/neponline by BhDMf5ePHKbH4TTImqenVA5KvPVPZ0P5BEgU+IUTEfzO/GUWifn2IfwcEVVH9SSn on 06/02/2020 http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Nursing Education Perspectives Wolters Kluwer Health

Some Assembly Required

Alexander, G., Rumay
Nursing Education Perspectives , Volume 39 (2) – Apr 1, 2018
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Publisher
Wolters Kluwer Health
ISSN
1536-5026
eISSN
1943-4685
DOI
10.1097/01.NEP.0000000000000299
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Abstract

Downloaded from http://journals.lww.com/neponline by BhDMf5ePHKbH4TTImqenVA5KvPVPZ0P5BEgU+IUTEfzO/GUWifn2IfwcEVVH9SSn on 06/02/2020 President’sMessage G. Rumay Alexander ecause the future is where we are all going to spend the rest of our lives, it makes sense to be Something else that matters tremendously is B intentional in thinking about and planning for the days ahead. Now most of us, when we see the words mentoring and coaching. The display of civility is “some assembly required,” react with a degree of panic, never more apparent than when our processes particularly when it’s close to the holidays, and we hope to surprise a child with a wonderful, functioning toy. So demonstrate care for making the conditions for I hope you will not panic as you read this message but another’s life better. will be thankful for the reminder that serious relationship building must be given attention by design — with some assembly required. 3. Make sure the onboarding of new hires includes social sup- It is important first to adjust our expectations. Simply establishing port, with a cadre of diverse colleagues. rules and holding everyone to the same rules is not a viable answer. 4. Track average time to tenure and promotion through the ranks by race, gender, and discipline at least every three After all, we do not all start out on our academic journeys at the same years. Metrics are so necessary to informing your work. place developmentally. That is why goal setting, whether personal or 5. Professional development rooted in institution-specific re- organizational, inevitably makes its way into our discussions. quirements is frequently offered. Be clear about how promo- We do know that all faculty want the same things: to feel valued, tion to full professor differs from the tenure process. to be visible, to have community, to be invested in their work, and to 6. Create opportunities for junior faculty to interact with senior have trust. With that in mind, I believe the message is clear. As educa- faculty and expand their networks. tors, we must acknowledge honestly that many parts of the academic 7. Plan review time of the mentee’s scholarship and activities progression process are wrought with subjectivity. It matters who with the mentee’s chair to monitor status in the progress comprises the membership of career-altering committees. It matters to promotion. 8. Encourage task-specific/project-specific interprofessional grant that recruitment and hiring practices are equitable. and collaboration training, with registration for writing intensives. Something else that matters tremendously is mentoring and 9. Require implicit bias training for all top leadership and for the coaching. The display of civility is never more apparent than when members of all search committees, admissions committees, our processes demonstrate care for making the conditions for an- appointment/promotion committees, and budget commit- other’s life better. tees for the academic year of work. It is said in a blog from the Advisory Board that the best practices 10. Update your nepotism policies. Work on conflicts of interest are “the ones that are working for you.” My hope is that all nursing that must be acknowledged, keeping in mind that one may programs will work toward having a diverse cadre of faculty by keep- require that one recuse oneself to keep the process trans- ing our work transparent and fair. Remember, faculty hire and pro- parent and fair. mote faculty and also admit students. We all have biases and must 11. Work to identify the unwritten rules at the department-, intentionally do all that we can to keep them at bay. With these school-, and institution-wide level. Make them visible and try to eliminate them as needed. thoughts in mind, I offer a nonexhaustive list for jumpstarting your 12. Nominate mentees for awards and recognition. thinking and actions with regard to the onboarding of new employees, And one final recommendation: Bring your mentee to national the admission of students, and the mentorship and coaching that will meetings to meet those they have read about or quoted in their work. help all succeed. Remember, the next NLN Education Summit, which will be held on September 12-24 in Chicago, will celebrate “125 Years of Teaching 1. Rules of engagement are mutually set by the mentor and men- Excellence: The Birth of Leadership in Nursing Education” and the re- tee for clear agenda setting and establishment of expectations. markable contributions that have been made to excellence in nursing 2. Consult with mentees to assess their needs. Warning: needs education since the founding of the League in 1893. shift over time so revisions should be assessed at least Some assembly is not only required; it is essential. So are com- once annually. munication, caring, and civility. Positive persistence pays. The author has declared no conflict of interest. Copyright © 2018 National League for Nursing doi: 10.1097/01.NEP.0000000000000299 Nursing Education Perspectives VOLUME 39 NUMBER 2 59 Copyright © 2018 National League for Nursing. Unauthorized reproduction of this article is prohibited. Downloaded from http://journals.lww.com/neponline by BhDMf5ePHKbH4TTImqenVA5KvPVPZ0P5BEgU+IUTEfzO/GUWifn2IfwcEVVH9SSn on 06/02/2020

Journal

Nursing Education Perspectives – Wolters Kluwer Health

Published: Apr 1, 2018

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