Succession in nursing leadership is essential to the success of the profession. Successful nurse leaders prove cost effective to organizations by promoting key patient outcome indicators and attributes associated with a decrease in staff nurse turnover. Professional development opportunities and mentorship prove successful in retaining nurse managers to advance healthcare leadership. However, literature shows that new nurse managers lack those professional development and mentoring experiences that contribute to their success in this crucial role. In an era where volatility, uncertainty, complexity and ambiguity remain constants for new healthcare leaders, a change in traditional professional development programs is key to sustaining future improvements in healthcare. A brief, immersive nurse manager residency program was developed. A cohort of 11 new nurse managers (0-24 months in their role) participated in this program. The program consisted of virtual learning courses, mentorship participation, and a series of structured meetings that cross-walked Association of Nurse Leaders (AONL) nurse manager competencies. Descriptive statistics were used to compare results on pre and post self-competency assessments as well as program evaluation findings at completion. The key finding was that in a complex healthcare organization flexibility, understanding, and convenience in delivery of professional development program activities was necessary to enable nurse manager participation. This required multiple accommodations to better meet the needs of end users. Nurse manager participants and mentors in this program reported an overwhelming need for these services now and into the future. This will require the type of responsive model developed in this project.
","abstract_html":"<p>Succession in nursing leadership is essential to the success of the profession. Successful nurse leaders prove cost effective to organizations by promoting key patient outcome indicators and attributes associated with a decrease in staff nurse turnover. Professional development opportunities and mentorship prove successful in retaining nurse managers to advance healthcare leadership. However, literature shows that new nurse managers lack those professional development and mentoring experiences that contribute to their success in this crucial role. In an era where volatility, uncertainty, complexity and ambiguity remain constants for new healthcare leaders, a change in traditional professional development programs is key to sustaining future improvements in healthcare. A brief, immersive nurse manager residency program was developed. A cohort of 11 new nurse managers (0-24 months in their role) participated in this program. The program consisted of virtual learning courses, mentorship participation, and a series of structured meetings that cross-walked Association of Nurse Leaders (AONL) nurse manager competencies. Descriptive statistics were used to compare results on pre and post self-competency assessments as well as program evaluation findings at completion. The key finding was that in a complex healthcare organization flexibility, understanding, and convenience in delivery of professional development program activities was necessary to enable nurse manager participation. This required multiple accommodations to better meet the needs of end users. Nurse manager participants and mentors in this program reported an overwhelming need for these services now and into the future. This will require the type of responsive model developed in this project. </p>","abstract_has_math":false,"creators":["Fucito, Natalie Marie"],"institution":null,"degree_name":"Doctor of Nursing Practice (DNP)","degree_level":"Open Access Thesis","degree_discipline":"Yale University School of Nursing","degree_department":null,"school":null,"contributors":["Joan A. Kearney"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2023,"date_issued":"2023-01-01T08:00:00Z","date_published":"2023-01-01T08:00:00Z","updated_at":"2026-07-24T06:16:14Z","subjects":["Mentoring, Nurse Manager, Professional Development, Residency Program"],"languages":[],"rights":[],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"https://elischolar.library.yale.edu/ysndt/1150","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Joan A. Kearney"]},{"key":"dc:creator","label":"Author","values":["Fucito, Natalie Marie"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"thesis:degree_discipline","label":"Discipline","values":["Yale University School of Nursing"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Open Access Thesis"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Doctor of Nursing Practice (DNP)"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Mentoring, Nurse Manager, Professional Development, Residency Program"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["https://elischolar.library.yale.edu/ysndt/1150"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["Succession in nursing leadership is essential to the success of the profession. Successful nurse leaders prove cost effective to organizations by promoting key patient outcome indicators and attributes associated with a decrease in staff nurse turnover. Professional development opportunities and mentorship prove successful in retaining nurse managers to advance healthcare leadership. However, literature shows that new nurse managers lack those professional development and mentoring experiences that contribute to their success in this crucial role. In an era where volatility, uncertainty, complexity and ambiguity remain constants for new healthcare leaders, a change in traditional professional development programs is key to sustaining future improvements in healthcare. A brief, immersive nurse manager residency program was developed. A cohort of 11 new nurse managers (0-24 months in their role) participated in this program. The program consisted of virtual learning courses, mentorship participation, and a series of structured meetings that cross-walked Association of Nurse Leaders (AONL) nurse manager competencies. Descriptive statistics were used to compare results on pre and post self-competency assessments as well as program evaluation findings at completion. The key finding was that in a complex healthcare organization flexibility, understanding, and convenience in delivery of professional development program activities was necessary to enable nurse manager participation. This required multiple accommodations to better meet the needs of end users. Nurse manager participants and mentors in this program reported an overwhelming need for these services now and into the future. This will require the type of responsive model developed in this project.
"]},{"key":"dc:title","label":"Title","values":["Achieving Success[ion] In Healthcare Leadership: Building An Immersive Nurse Manager Residency Program"]}]}],"canonical_facts":{"dc:contributor":["Joan A. Kearney"],"dc:creator":["Fucito, Natalie Marie"],"dc:description.abstract":["Succession in nursing leadership is essential to the success of the profession. Successful nurse leaders prove cost effective to organizations by promoting key patient outcome indicators and attributes associated with a decrease in staff nurse turnover. Professional development opportunities and mentorship prove successful in retaining nurse managers to advance healthcare leadership. However, literature shows that new nurse managers lack those professional development and mentoring experiences that contribute to their success in this crucial role. In an era where volatility, uncertainty, complexity and ambiguity remain constants for new healthcare leaders, a change in traditional professional development programs is key to sustaining future improvements in healthcare. A brief, immersive nurse manager residency program was developed. A cohort of 11 new nurse managers (0-24 months in their role) participated in this program. The program consisted of virtual learning courses, mentorship participation, and a series of structured meetings that cross-walked Association of Nurse Leaders (AONL) nurse manager competencies. Descriptive statistics were used to compare results on pre and post self-competency assessments as well as program evaluation findings at completion. The key finding was that in a complex healthcare organization flexibility, understanding, and convenience in delivery of professional development program activities was necessary to enable nurse manager participation. This required multiple accommodations to better meet the needs of end users. Nurse manager participants and mentors in this program reported an overwhelming need for these services now and into the future. This will require the type of responsive model developed in this project.
"],"dc:identifier":["https://elischolar.library.yale.edu/ysndt/1150"],"dc:subject":["Mentoring, Nurse Manager, Professional Development, Residency Program"],"dc:title":["Achieving Success[ion] In Healthcare Leadership: Building An Immersive Nurse Manager Residency Program"],"thesis:degree_discipline":["Yale University School of Nursing"],"thesis:degree_level":["Open Access Thesis"],"thesis:degree_name":["Doctor of Nursing Practice (DNP)"]},"updated_at":"2026-07-24T06:16:14Z"}