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AUDIOCONFERENCE ON TAPE

sponsored by The Staff Educator

presented on February 1, 2006

When it comes to recruiting, managing, educating, and retaining multi-generational workforces, one size does not fit all.

The average age of today's nurse is 45, and 10% of nurses are younger than 30. This vast generation gap can lead to miscommunication and conflict in any facility. Why? Because each generation has its own priorities, motivators, skills, communication styles, and experiences.

Dismantle the common myths and resolve conflict

"Younger nurses lack loyalty." "Older nurses' don't know how to use technology."

Embrace the differences to manage effectively

Listen to this audioconference to learn how to successfully manage different generations. You'll walk away with a better understanding of different learning styles and motivators along with proven strategies to facilitate better communication and encourage respect.

Retention strategies that work-for every generation

In addition, our speakers provide techniques to encourage retention that appeal to both older and younger nurses. For instance, encourage experienced nursing staff to remain in the workforce through programs that offer flexibility.

Purchase today for the field-tested advice, strategies, and tips you need to create a harmonious work environment!

At the end of this program you'll be able to

• Identify the main characteristics of traditional, baby boomer, generation X and generation Y.
• Identify different educational methods to appeal to multiple generations.
• List two myths/stereotypes about older nurses and new graduate nurses.
• List two retention strategies that encourage older nurses to remain in the workforce

Program Agenda

1. Description of the four Generations
   • Traditional
   • Baby Boomers
   • X'ers
   • Y's
     • Differences
     • Similarities
2. Management Challenges
   • Different learning styles
   • Strategies to improve communication and reduce conflicts
3. Dispelling the myths
   • Ageism in the hospital setting: all generations
   • Strategies to appreciate and acknowledge the differences
4. Management/Retention Strategies
   • Culture Change
   • Compensation
   • Schedules
   • Ergonomics and workflow
   • Stress
   • Workload
5. Question and answer session

Who should listen?

Nurse managers, directors of nursing, chief nursing officers (CNOs), VPs of nursing, nursing home administrators, HR directors, staff educators, RNs

Meet the speakers

Barbara J. Hannon, RN, MSN, has been the ANCC Magnet Recognition Program®* Coordinator for the University of Iowa Hospitals & Clinic since 2002. As Coordinator, she wrote and edited most of the 65 Standards required by the ANCC Magnet Recognition Program® Commission, organized and motivated the ANCC Magnet Recognition Program® Champions from all the inpatient and outpatient units at University of Iowa Hospitals and Clinics, spearheaded ANCC Magnet Recognition Program® activities throughout the institution, and headed a massive educational effort for the entire organization.

Betty Kupperschmidt, EdD, RN, is completing her 14th year teaching theory and clinical courses in the Administration Pathway for the University of Oklahoma College of Nursing. Dr. Kupperschmidt has spoken about multigenerational issues internationally as well as at state and regional conferences. She has been published in JONA, Journal of Professional Nursing, Nurse Manager, Health Care Manager, and Nursing Forum.

PROGRAM MATERIALS:

Program materials will be provided with PDF links.

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