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Coaching Lindsay Peer
Analyze case study
Dr. Lindsay had many positions as a nurse, but it some of the settings there were unclear roles and skills set. Dr. Lindsay started her nursing career as a mental health nurse and then became a nursing instructor.
When Dr. Lindsay began her mental health career peer coaching may have been a helpful assest in helping her transition. Peer coaching builds on knowledge and skills along with empowering and delivering feedback and business like attitudes. Components of peer coaching are forecasting the need for the transfer training with demonstration of the new practice behaviors, opportunity for practice, non-evaluate feedback, questioning and self-assessment.
You can get expert help with your essays right now. Find out more...When Dr. Lindsay approached her unit manager and asked for guidance regarding educational issues, the manager suggested Dr. Lindsay not to worry about that “stuff”. If the nurse manager was educated in peer coaching she would have effectively provided positive feedback, she also would have mutual trust, rapport with Dr. Lindsay, respect and encouragement on how to find the necessary resources. The trust is built through honest communication, the establishment of rapport and the demonstration of respect for each other (Waddell, 2005).
When Dr. Lindsay started her career at Wheatland community college, she was called on to engage in teaching, practice service and research the missions of the institution where she was employed, but her ability to progress toward promotion and tenure may be hampered by lack of time for the research mission (Eddy, 2007).
According to Eddy, on opportunity for research and publication lies in the area of evaluation. Despite an emphasis on outcomes monitoring in nursing education it is often difficult to portray evaluation as knowledge development. Dr. Lindsay did not have an educational perspective when she accepted this position. Dr. Lindsay could have used the six standards for scholarship according to Glassick (Glassick, 1997). In this article Glassick discusses six standards for scholarship to emerge.
- Standard 1 requires Dr. Lindsay to set clear goals by knowing her job description and duties.
- Standard 2 ask Dr. Lindsay to document necessary skills and resources to undertake as well as demonstrate the understanding of existing scholarship in the field.
- Standard 3 Dr. Lindsay needs to analyze the use of appropriate methods.
- Standard 4 Dr. Lindsay assesses the significance of results through three questions:
- Did I achieve my goals?
- Does the work contribute to knowledge in the field?
- Does the work result in new questions for further exploration?
- Standard 5 Dr. Lindsay assesses appropriateness of style, clarity, dissemination and integrity of scholarship.
- Standard 6 Dr. Lindsay needs to critically evaluate her work and critically evaluate her work and use critique to inform scholarly endeavors.
In addition, administrators should be educated about the role that evaluation research plays in partially meeting the goals for tenure and promotions.
In conclusion, if Dr. Lindsay had been aware of these two educational attributes, peer coaching and the standards of scholarship, Dr. Lindsay would have had a clear idea of her roles and skills set.
References
Case Study (2006). Nursing 5001 Role of the nursing educator. Retrieved July 2, 2008.
Eddy, L. (2007). Evaluation research as academic scholarship. Nursing Education Perspective: Mar/April Vol. 28, 2, 77-81.
Glassick, C. E., Huber, M.T., & Maeroff, G.I. (1997). Scholarship Assessed: Evaluation of the professoriate. San Francisco: Jossey- Bass Waddell, D. & Dunn, N. (2005). Peer Coaching: The next step in Staff
Development. The Journal of continuing education in nursing: Vol. 36, 2, 84-89.
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