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Lateral Violence -Experience and Recommendations

By Nancy Lancaster posted 02-20-2015 11:19

  
I am a recently retired Nurse Educator with additional experience as a Staff Nurse, Nurse Executive and Nursing Consultant with 45 years of experience.  The experiences I have personally had, research I have consumed, and the heartfelt conversations I have had with nurses from across the country on Lateral Violence strongly influence my observations and recommendations.

OBSERVATIONS:

1.  Lateral Violence occurs because it can.
2.  What is accepted is practiced and what is practiced becomes the "norm".
3.  LV is not unique to nursing but the predominant female gender perpetuates the behaviors closely aligned with the limitations of women to engage in healthy conflict.  LV is low level unresolved conflict that is often committed unknowingly by the perpetrator and misinterpreted by the nurse targeted.
4.  Lateral Violence is NOT bullying, but it falls under the category of bullying behaviors, with the difference identified as intentionality.  Bullying has intentionality unlike Lateral Violence which is not practiced at the highest level of cognitive awareness.
5.  Commonalities between them: Confrontation of the perpetrator with assertive communication skills and a resolve to hold the individual accountable demonstrated by a change in behavior. It is the ONLY way it will end.  NOTE WELL:  Ask boys how to stop a bully and they will reply fight back every time!!  What needs to be taught is how to fight back with words and resolve not to take any more!

RECOMMENDATIONS:

1.  Senior and mid-level nursing leadership should be hired (or if already in positions, education and training) on the basis of values assessment, demonstrated leadership skills as obtained from non-recommended references of the prospective employee, and interviewing skills that expertly provide the needed feedback that this individual can lead.  Many of these hiring strategies is also valuable for hiring all staff.

2.  Nursing Leadership at all levels should conduct 360 degree assessments at least every six months. Use an independent party to collate the feedback.  Determine needed changes, communicate and create a development plan with accountability specified.  The accountability should be up to and including removal from a leadership position if it is determined they cannot manage conflict effectively.

3.  Hold ACCT courses for all current nursing staff  (Assertiveness Training, Conflict Management, Communication and Team Building)  for all new hires.  Use the knowledge and skills taught in these classes to evaluate performance of the staff with a standardized tool.  See #2 for same steps to improvement.
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