Advancing a Magnet® culture in the midst of change

Abstract

A key strategy for advancing a Magnet® recognized (American Nurses Credentialing Center, Sliver Spring, MD) culture of excellence is ongoing staff development. The Magnet Recognition Program® requires that there should be evidence in recognized organizations of the development, dissemination and enculturation of the 14 Forces of Magnetism. Magnet Force 14, Professional Development sets an expectation that organization’s value personal and professional growth, including orientation, career development, formal education and continuing education. Magnet Force 11, Nurses as Teachers expects that nurses be involved in educational activities. Implementation of Magnet Force 8, Consultation and Resources requires that adequate human resources and knowledgeable experts be available to consult and serve as mentors. Houston Methodist Hospital (HMH) has been designated as a Magnet facility since 2002. As the hospital prepared for its fourth Magnet re-designation, a knowledge deficit and learning need was identified resulting not only from the influx of new employees, many of whom had not worked in a Magnet designated organization, but also from the routine preparation that occurs during re-designation. In addition to these learning needs, there was a concern that adding a significant number of new employees could potentially influence the organization’s culture. This article will address the resources and strategies used to engage adult learners in becoming knowledgeable and vested in the Magnet program and their role and responsibilities in this environment to advance a culture of excellence, as defined by the full expression of the 14 Forces of Magnetism.