Working Together - In a Multi-Generational Workforce
- : Surry Hills NSW 2010
Nursing Leadership In Action. Includes: Rebuffing Ageism; Valuing Experience; Clinical Expertise; Collaborative Culture; Flexible Work Hours; Staff Satisfaction; Improved Patient Outcomes and much, much more …
According to the Australian Institute of Health and Welfare (AIHW), approximately 40% of Australia’s 300,000 nurses and midwives are aged over 50. Working in a mature-aged workforce provides an opportunity to maximise the experienced of highly skilled nurses. However, many nurses who are senior-aged and rich in experience are considering leaving their career prematurely. To capture the benefit of experience, many stereotypes about nurses over 50 years need to be challenged. Attend this conference to:
- Challenge your stereotypes of the pre-retiree employee
- Learn how to develop a culture that respects both the older nurse and the new-graduate
- Contemplate employment structures beyond flexible rosters where staff satisfaction is widespread
- Discover the wide range of options for late-career educational pushes, re-training or career changes
- Consider how deferring retirement may be good for overall wellbeing and enhance patients care
Join the discussion, meet like minded nurses and be part of the solution! Book now to attend this timely conference!
8:30AM REGISTRATION FOR DAY ONE
A Snapshot of the Nursing Workforce in 2016
The nursing workforce today is likely to look very different to when many of us began our careers. This opening session will shine a light on the demographics of the nursing workforce in 2016 and highlight some of the current challenges and opportunities that exist. Includes:
- What does the nursing workforce look like in Australia in 2016?
- What are the global and Australian trends in nursing workforce?
- What are the implications of an ageing nursing workforce?
- What is the impact on patients and the health care system of the loss of experienced nurses?
What Causes Nurses to Leave the Workforce and What Brings Them Back?
The loss of experienced nurses to the Australian health care system has serious implications relating to the delivery of quality patient outcomes. Following the previous session, influences on nurse resignation will be explored, incorporating a discussion of factors that are associated with the retention of older nurses. Includes:
- Why do nurses leave the workforce?
- What influence does nurses' physical and mental health have on retention?
- What can we do to improve nurse retention?
10:30 MORNING TEA
Recognising the Value of Mature Aged Nurses
Mature aged nurses may have anything from 1 - 50 years nursing experience. Exploring their levels of expertise is imperative for workforce planning and creating a culture where all members of staff are valued. This session will consider the many benefits that a mature aged nurse brings to health care. Includes:
- What kind of career history is typical of current nurses today?
- Why is it important to define terms such as 'competent', 'expert' and 'experience’?
- What value does a mature aged nurse bring to a clinical setting?
- How can 'grey-haired' nursing 'experts' bridge the knowledge-gaps between 'young or new' graduate trainees to form a formidable team?
The Nature of Expertise - The Difference Between How Novices and Experts Think
Expertise is essential to a well-functioning unit where complex clinical decisions must be made. New evidence is arguably useless if it cannot be correctly appraised, before it is applied, by those with sufficient clinical expertise. However, just what comprises expertise is not always clear. This session looks at the nature of expertise from a range of perspectives and reveals how essential the concept is to the provision of quality care. Includes:
- What is 'expertise' and do you get more the older you are?
- How does the nature of knowledge adapt according to how it is used?
- Understanding the interplay of new knowledge and previous experience
- How do you become an expert as you age?
12:40PM LUNCH BREAK
Reflections on Learning as We Age
This session looks at a range of factors that infleunce how we learn as we age. Includes:
- What factors contribute to learning at work?
- What is the role of self reflection in the learning process?
- What is the role of self-directed learning in workplace learning
- What are the emotional implications of feedback when the person giving it may be a generation younger than the person receiving it?
- Does the pace of the delivery of the education matter?
Mentoring Graduate Entry Students - A Rich and Rewarding Role
Sharing expertise with students and watching them flourish in skills and confidence gives a wonderful sense of job satisfaction. Knowing the background of the student is key to framing your bedside teaching. Graduate entry students are commonly older because they have changed from another discipline mid-career (e.g. from information technology to nursing). This session will first recap on the principles of bedside teaching and mentorship, and secondly will explore the special learning needs of the graduate entry student.
- What makes a 'graduate entry' nursing student different from a 'graduate of a nursing' student?
- What sort of person graduates from one degree and takes on nursing to become an RN?
- How can you best mentor new nurses?
- The pros and cons of mentoring students
- Giving and receiving feedback
3:00 AFTERNOON TEA
Fit to Work? - Capacity, Impairment and Discrimination
Being fit to work is a benchmark for all nurses regardless of age. This session will look at what this entails - both in regard to physical fitness as well as professional competence - and whether there are any special considerations that need to be taken into account when a nurse works beyond usual retirement age. Includes:
- Is there an upper limit of age beyond which a nurse is deemed not able to practice?
- Are older nurses eligible to work shorter hours?
- What other aspects of age affect nurses employment prospects?
4:30 CLOSE OF DAY ONE OF PROGRAM
9:00AM COMMENCEMENT OF DAY TWO
Condescension, Ageism and Its Impact on Behaviour
Ageism is an undermining event which unfortunately is rife in many aspects of our society. This attitude must not be tolerated wherever it exists. In this session, we will look at some of the impacts and subtle manifestations of ageism and how they can reduce you and even cause you to de-skill yourself. Includes:
- How does ageism present?
- What effect does a lack of appropriate common words to describe the ‘older' or 'peri-retirement-age' working person have?
- What you can do to counteract ageism?
Preventing Conflict Between People of Different Ages - An HR Perspective
There are so many reasons why intergenerational workplaces make sense. However, management across generations can be tricky. This session looks at common causes of intergenerational conflict and what can be done by all concerned to prevent these negative events in the workplace. Includes:
- Is there a relationship between occupational health and workplace conflict?
- Why does intergenerational conflict occur and what are the common triggers?
- Common assumptions and stereotyping of age groups
- What to do when intergenerational conflict raises its head!
11:00 MORNING TEA
How the Individual and Collective Interpretation of Language Creates Challenges for Older Nurses
How language is used reveals a lot about yourself and creates a story around you which gives others clues about how to respond. This concept can have profound implications for those who are feeling out of place or who believe they have reached their ‘used by’ date. This highly interactive session will explore how we use language when discussing intergenerational concepts and how this affects our behaviour. Includes:
- What words do you associate with different generations in the workplace and how does this affect your behaviour?
- Does your language promote ageism?
- How can you adapt your use of language for better results?
12:30PM LUNCH BREAK
Working the Roster to Engage Late-Career Nurses
Late-career nurses are often looking for a work-life balance which favours greater flexible for increased leisure activities and ‘down-time’. Some nurses also need time-out so as to pace themselves for health reasons. Although the workplace has become more flexible since the 1960-70's is this flexibility still agile enough to cater for today’s changing workplace? This session considers ways in which employment contracts might be negotiated for a win-win outcome. Includes:
- What are the pro's and con's of a flexible roster?
- What can be considered reasonable in terms of flexibility?
- A look at alternative avenues that offer flexibility such as agency, freelancing, casual etc.
Evidence-Based Relaxation - Benefits for the Ageing Process
There is a recent body of evidence that looks at the many benefits of relaxation including how the ageing process can be slowed. This session highlights the evidence and efficacy of a range of relaxation therapies and includes:
- What physiological processes relating to relaxation have been examined and what do they reveal?
- Which relaxation techniques seem to be most effective?
3:00 AFTERNOON TEA
Re-imagining Yourself - The Power of Relaxation
This final session of the conference offers practical techniques to benefit you personally as well as your patients. Leave the conference feeling relaxed and calm!
- Which relaxation techniques work best for you?
- How to implement relaxation safely in the workplace
4:15 CLOSE OF DAY TWO OF PROGRAM
The Goal Need for Program
There is a current need to explore the previously unchallenged trend of 50+ aged nurses retiring at the peak of their careers. Retention of the ‘expert’ sector of the nursing workforce could have significant benefits for both the happiness and longevity of the pre-retiree nurse and help remedy the current roster skill-mix deficits facing managers on a daily basis. Equally the advantages of challenging stereotypes about older nurses and harnessing this wealth of clinical expertise may ultimately improve patient care.
Purpose of Program
This conference will explore strategies for retaining expert pre-retiree nurses in order to develop a sustainable nursing workforce enriched by cross-generational sharing of knowledge. In so doing, all levels of clinical expertise are primed to enhance patient outcomes and nursing career satisfaction
Your learning outcomes:
Enhance knowledge about the workforce potential of pre-retiree or older-aged nurses, particularly among nurse-managers and recruiters
Explore the relationships between employment in meaningful work and a nurse's happiness, health and longevity to create incentives for mature-aged nurses to defer retirement
Re-think characteristics of the workforce so as opportunities for skills-transfer and mid-career changes enhance patient care outcomes
Challenge stereotypical views of mature aged nurses creating an attractive culture of collaboration and satisfaction
To Be Determined