Area of Expertise: Leadership, Professional Development
Background: Heather Malcolm MSN, RN, NPD-BC, ODCP, is the Manager of Clinical Education & Development at West Virginia University Hospitals in Morgantown, West Virginia. Heather has over 19 years of experience in nursing professional development. Her work focuses on competency and the professional development of nurses and serves as the primary nurse planner for WVU Hospitals Provider unit. She has presented at several national and local conferences and is a published author in peer journal. She obtained her certification in Nursing Professional Development in 2011 and her Organizational Development Certified Professional certification in 2018. Heather received her BSN from WVU School of Nursing and MSN in Nursing Education from Waynesburg University.
Questions:
1. What are the significant professional milestones thus far in your career journey?
Early on in my career as a bedside nurse on a cardiac/telemetry unit, the organization was looking for individuals who wanted to assist with teaching Nursing Service Orientation. I thought, "that sounds interesting." That opportunity opened my eyes to my passion for education. I knew that I needed to take my education to the next level to merge my two passions, nursing and education, so I decided to pursue my master's in nursing education. Obtaining my master's degree opened countless other career milestones, including obtaining a position in nursing professional development (NPD), certification in NPD, professional podium and poster presentations at major conferences (including the American Nurses Credentialing Center [ANCC] Magnet Conference and the Association of Nursing Professional Development [ANPD] Convention), publication in the nursing journal American Nurse, serving on the ANPD Convention Content Planning and Recognition committees, serving on the ANCC Standard Setting Study for the NPD Certification examination, and finally obtaining my management position in NPD.
2. How have you seen the specialty of NPD grow/evolve/change during your career?
I entered NPD in 2004 and have seen the specialty evolve significantly. The NPD practitioner is involved in so much more than just teaching. Our responsibilities have expanded to include all the roles in the NPD practice model. The NPD practitioner is regarded for our expertise in all roles, but I have observed an increase in the utilization of the change agent role. Most change initiatives will require some form of education, and leaders are beginning to appreciate the value of having the NPD practitioners involved early on to champion the change, assist with the transition from old to new, and ensure that proper and focused education is provided. The financial impact of NPD in the areas of competency management, orientation, and role development are tangible. Staff who are properly onboarded, educated, and are competent usually are more prepared to function at a higher level and tend to stay longer at the organization.
3. From your perspective, what do you see as significant trends or gaps in nursing practice that NPD could address?
The nursing shortage has been compounded by the pandemic, and staff are less likely to be able to attend traditional live, all-day courses. Because of staffing shortages, we have had to cancel classes to ensure staff are at the bedside to care for the patients. The need for education does not stop; the NPD practitioners must look at the learning environment differently and utilize nontraditional methods like virtual classrooms. The NPD practitioners should be able to teach and facilitate courses in all environments in a dynamic and engaging way while still meeting outcomes.
4. What insights can you share related to the value of NPD in healthcare organizations now and in the future?
I feel the future of NPD is bright, but I do believe there is still an opportunity to demonstrate our value by highlighting the outcomes that are achieved by the NPD practitioner. Consultation early in the planning stage of initiatives will ensure that the right educational methodology is chosen to achieve the desired outcome. The NPD practitioner needs to utilize data and quality metrics to design and evaluate education and competency impacts. When I first entered the profession when a problem would arise, the mantra was: Education will fix that! Now, I see more emphasis on looking deeper into the data to determine the core issue. No more spray and pray! Our competency and educational initiatives need to be targeted to ensure that we are addressing the key issue and making an impact and that they are meaningful to the employee. The NPD practitioner should continue to advocate for our profession by demonstrating return on investment. Demonstrating how the NPD practitioner can truly impact the organization's finances by implementing successful orientation, education, and competency management initiatives.
5. What advice do you have for NPD practitioners in the context of today's healthcare and learning environments?
Be flexible, innovative, and dynamic. Our profession is not stagnant; we need to be ready to pivot at a moment's notice. This was highlighted with the COVID-19 pandemic. Never stop learning, we spend most of our time developing others, we need to be prepared to navigate the ever-changing healthcare and learning environment, so it is imperative that we stay up-to-date with the most innovative technologies like virtual platforms and incorporating dynamic teaching methodologies.
Finally, get involved! Whether that is with American Nurses Association, the ANPD, or another organization, getting involved allows you to network and learn from others. I consider the time I spent on the various ANPD and ANCC committees as valuable experiences that provided a wealth of contacts that, to this day, I still connect with to discuss trends and best practices in our profession. Get involved and contribute to the future of the profession!