How should a nurse-manager handle a team member known for lengthy conversations?

How should a nurse-manager handle a team member known for lengthy conversations?

• A. "We'll need to make it brief since my schedule is tight today."
• B. "I can't speak with you now, but I'm going to have free time at 11 am."
• C. "Stop by and we can talk during your lunch break."
• D. "I am sorry but I do not have anytime today to talk with you."

Answer: (B)

The rationale for choosing the option that involves telling the team member about available free time at 11 am demonstrates effective communication skills and respect for the team member's needs while also managing time effectively. This approach allows the nurse-manager to provide a specific time for a conversation, signaling that they value the team member's concerns but need to adhere to a schedule. This strategy promotes a collaborative environment where the team member feels acknowledged, as it offers a future opportunity to engage without dismissiveness. Setting aside dedicated time for discussion enhances the quality of communication and can potentially lead to a more productive exchange. It balances the need to maintain schedule integrity with the importance of open dialogue within the team, fostering a sense of support and leadership. In contrast, responses that imply immediate dismissal—like the options that suggest a lack of time today or minimizing the interaction during the current moment—could undermine the relationship between the nurse-manager and the team member. These approaches could create feelings of alienation or frustration, as they do not address the team member's need for engagement and connection. Offering a specific time fosters better relationships and establishes a more positive team dynamic.

The rationale for choosing the option that involves telling the team member about available free time at 11 am demonstrates effective communication skills and respect for the team member's needs while also managing time effectively. This approach allows the nurse-manager to provide a specific time for a conversation, signaling that they value the team member's concerns but need to adhere to a schedule.

This strategy promotes a collaborative environment where the team member feels acknowledged, as it offers a future opportunity to engage without dismissiveness. Setting aside dedicated time for discussion enhances the quality of communication and can potentially lead to a more productive exchange. It balances the need to maintain schedule integrity with the importance of open dialogue within the team, fostering a sense of support and leadership.

In contrast, responses that imply immediate dismissal—like the options that suggest a lack of time today or minimizing the interaction during the current moment—could undermine the relationship between the nurse-manager and the team member. These approaches could create feelings of alienation or frustration, as they do not address the team member's need for engagement and connection. Offering a specific time fosters better relationships and establishes a more positive team dynamic.