Other Titles
Rapid Presentation Round
Abstract
Purpose (What): The goal of this project was to: support meaningful transition to practice to the Magnet Program Director (MPD) role with a large multi-campus health system; support role satisfaction and retention of MPDs; ensure meaningful MPD role peer connections; and build a strong community of practice for the MPD role.
Relevance/Significance (Why): The Magnet Director (MPD) is a crucial role in organizations, managing multiple projects within the program. It requires a wide range of skills, including leadership, communication, program management, data analysis, academic writing, and teaching (Lackey, Lott, and Whade, 2021). The role is difficult to prepare for, and new hires often have varied experience and educational degrees. Participation in MPD competencies and monthly leamings can help soften the learning curve and provide resources for questions and consultation.
Strategy/Implementation (How): The initial strategies for supporting MPDs included monthly meetings, a competency tool, onboarding, and a mentorship program. Then this one-year program was designed to improve role satisfaction and peer connections. MPD peer matches were created based on factors like location, tenure, and experience. Program guidance was drafted, reviewed, and accepted by senior leadership. Reminders, check-ins, and an educational overview were used to engage MPDs. New MPDs were automatically accounted for.
Results: Results indicate 85% of program participants agreed or strongly agreed that the MPD Peer buddy system had positive effects on them in their MPD role. In addition, 81% indicated they strongly agreed the content of the discussion during the MPD peer buddy meeting was appropriate, 62% agreed or strongly agreed they were pleased with how their buddy was assigned to them, and 56% agreed or strongly agreed that the frequency of meetings was adequate, with many suggesting they wanted an increased frequency of meetings with their assigned peer.
Implications for Practice: The results note that system-level-specific efforts are impacting and improving the role satisfaction of MPDs. Encouraging and building leadership connections and growth allows for higher job satisfaction. Continuous support and guidance for MPDs in the MPD Peer Buddy program are monitored quarterly.
Notes
References:
Mowry Lackey, S. A., Lott, T. F., & Whade, J. (2021, October 12). The pivotal role of the Magnet® program director. Myamericannurse.com. Retrieved October 22, 2024, from https://www.myamericannurse.com/pivotal-role-of-the-mpd/#:~:text=Along%20with%20the%20organization's%20chief,attaining%20and%20maintaining%20Magnet%20designation.
Winslow, S. A., Bilyeu, T. E., Cook, L. A., Dorrell, J. J., Via, K. A., & Winslow, K. F. (2021). Competency-based orientation of Magnet [R] program directors: MPD preparation is the first step in the journey. American Nurse Journal, 16(10), 50-54.
Sigma Membership
Alpha Gamma
Type
Presentation
Format Type
Text-based Document
Study Design/Type
Other
Research Approach
Other
Keywords:
Mentoring and Coaching, Workforce, Competence, Transition to Practice, Onboarding
Recommended Citation
Bindra, Ann, "An Innovative Peer Buddy Program to Support Magnet Program Directors in a Large Health System" (2025). Biennial Convention (CONV). 2.
https://www.sigmarepository.org/convention/2025/presentations_2025/2
Conference Name
48th Biennial Convention
Conference Host
Sigma Theta Tau International
Conference Location
Indianapolis, Indiana, USA
Conference Year
2025
Rights Holder
All rights reserved by the author(s) and/or publisher(s) listed in this item record unless relinquished in whole or part by a rights notation or a Creative Commons License present in this item record. All permission requests should be directed accordingly and not to the Sigma Repository. All submitting authors or publishers have affirmed that when using material in their work where they do not own copyright, they have obtained permission of the copyright holder prior to submission and the rights holder has been acknowledged as necessary.
Review Type
Abstract Review Only: Reviewed by Event Host
Acquisition
Proxy-submission
Date of Issue
2025-11-17
An Innovative Peer Buddy Program to Support Magnet Program Directors in a Large Health System
Indianapolis, Indiana, USA
Purpose (What): The goal of this project was to: support meaningful transition to practice to the Magnet Program Director (MPD) role with a large multi-campus health system; support role satisfaction and retention of MPDs; ensure meaningful MPD role peer connections; and build a strong community of practice for the MPD role.
Relevance/Significance (Why): The Magnet Director (MPD) is a crucial role in organizations, managing multiple projects within the program. It requires a wide range of skills, including leadership, communication, program management, data analysis, academic writing, and teaching (Lackey, Lott, and Whade, 2021). The role is difficult to prepare for, and new hires often have varied experience and educational degrees. Participation in MPD competencies and monthly leamings can help soften the learning curve and provide resources for questions and consultation.
Strategy/Implementation (How): The initial strategies for supporting MPDs included monthly meetings, a competency tool, onboarding, and a mentorship program. Then this one-year program was designed to improve role satisfaction and peer connections. MPD peer matches were created based on factors like location, tenure, and experience. Program guidance was drafted, reviewed, and accepted by senior leadership. Reminders, check-ins, and an educational overview were used to engage MPDs. New MPDs were automatically accounted for.
Results: Results indicate 85% of program participants agreed or strongly agreed that the MPD Peer buddy system had positive effects on them in their MPD role. In addition, 81% indicated they strongly agreed the content of the discussion during the MPD peer buddy meeting was appropriate, 62% agreed or strongly agreed they were pleased with how their buddy was assigned to them, and 56% agreed or strongly agreed that the frequency of meetings was adequate, with many suggesting they wanted an increased frequency of meetings with their assigned peer.
Implications for Practice: The results note that system-level-specific efforts are impacting and improving the role satisfaction of MPDs. Encouraging and building leadership connections and growth allows for higher job satisfaction. Continuous support and guidance for MPDs in the MPD Peer Buddy program are monitored quarterly.
Description
The goal of this project was to support a meaningful transition to practice, retention, and role satisfaction for Magnet Program Director (MPD) in a large multi-campus health system. A year-long peer buddy system was designed and implemented, resulting in greater than 85% of participants indicating the program has had positive effects on them in their MPD role.