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1 Irene Ficaro October 12, 2010 NUR515-04 Response Paper #3

How Businesses Can Successfully Cultivate Their Rising Stars In the world of business, top talent must always be sought out, carefully nurtured, inspired, and challenged to contribute to the success of the organization. Martin and Schmidt (2010) describe some common mistakes made by organizations that impede the development of these rising stars and give suggestions to correct them. This paper will discuss some of these findings and relate them to importance of establishing comprehensive orientation programs for graduate nurses and training leaders to nurture these rising stars. According to Martin and Schmidt (2010) companies mistakenly think that their top talent is highly engaged and enthusiatistic about the company, when 1 out of 3 is not feeling fully committed to the job (p.56). To avoid this feeling of disengagement, the employees must feel recognized, well treated, and that their work is stimulating. Another mistake is not allowing these future leaders to share in the vision and growth of the company. They must feel that they have part in the strategic goals of the organization and can posses the ability intellectually and technically to contribute to the companys growth. A successful company must have a program in place to train and nurture its future leaders. When considering the failure to recruit and retain sufficient numbers of registered nurses and the costly, high turnover of graduate nurses, Martin and Schmidt (2010) offer some valid pointers for nursing leadership. Graduate nurses from BSN programs are the rising stars of healthcare organizations and must be carefully cultivated. Disengagement

2 can be avoided through carefully designed orientation programs. Robbins and Judge (2010) recommend transformational leadership for this- leaders with vision and sensitivity to its followers needs, who will inspire future talent to catch their vision and achieve personal goals. This type of leadership leads to lower turnover rate and higher employee satisfaction. The new graduate orientation program must not only provide necessary recognition for their newly acquired skills, but inspire them to participate in various nursing committees and staff meetings to grow their own vision. In conclusion, Martin and Schmidt (2010) clearly establish the need for management to preserve the future success of their organization by taking the proper measures to ensure their rising stars are nurtured. As the average age of the registered nurse is climbing, the demand for an intelligent, well-trained nursing force is evident. New nurses must be offered comprehensive and supportive guidance through such measures as nurse residency programs and mentorship. Preceptor workshops should be regularly offered and encouraged. Nurse recruitment and retention strategies must be continually reevaluated to keep nursings top talent flourishing at a time when the demand is great. References Martin, J. & Schmidt, C. (2010). How to keep your top talent. Harvard Business Review, 88(5): 54-61. Robbins, S.P. & Judge, T.A. (2010). Essentials of Organizational Behavior, 10th Edition. Pearson, Prentiss-Hall, Upper Saddle River, NJ.