KTH Consulting

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Zestful Nurses * Zestful Partnerships * Zestful Workplaces


FREQUENTLY ASKED QUESTIONS

  1. What is nursing education's greatest challenge?
  2. Our greatest challenge is the Scholar Shortage. Good educators, difficult enough to recruit in a faculty shortage, are resigning academic positions because they cannot meet scholarly standards for retention, promotion and tenure.
  3. What is causing this Scholar Shortage?
  4. Three factors contribute to the Scholar Shortage:
    • Colleges and universities nationwide are raising scholarly standards
    • Large numbers of nursing faculty are new to scholarship
    • There are too few scholar-mentors to go around.
    As senior scholars retire, they are leaving behind mixed faculty groups. These mixed groups include master's prepared clinicians, recent graduates with professional doctorates, and those with research doctorates. With the anticipated number of retirements over the next 10 years, Martin and Hodge (2011) predict that schools of nursing in non-research intensive universities will only increase their reliance on master's prepared clinicians. This means more novice and mid-career faculty, who lack the educational preparation and/or proper socialization into the scholarly role, will be expected to meet scholarly standards for promotion and tenure.
  5. What is K T H Consulting doing to address the Scholar Shortage?
  6. Our specialty is customizing professional development programs that ready individual educators, colleague-teams, and faculty groups to meet scholarly expectations for retention, promotion, and tenure. We are having great success with preparing nursing faculty groups to peer mentor each other's scholarly development. Our sequenced workshop sessions and multi-year programs transmit best scholarly practices that make presenting, publishing, and conducting research a collaborative endeavor and a collective responsibility. Together we can beat this Scholar Shortage.
  7. How do you measure the success of K T H Consulting's approach to the Scholar Shortage?
  8. We measure success by outcomes. Participating faculty groups and their leaders report increases in:
    • Scholarly productivity
    • Scholarly collaborations within and beyond faculty group
    • Civility in faculty cultures, academic workplaces, and learning environments
    • Promotion and tenure success rates
    • Retention of current faculty and recruitment of the best and brightest
  9. What is it about K T H Consulting's approach that delivers such outcomes?
  10. Three Ps sum up what's unique about our developmental-relational approach:
    • Partnerships. Whether it's a Scholarly Intensive, a keynote, a workshop series, or a multi-year intervention, we partner with administrator and/or faculty liaisons to customize programming to fit their group's scholarly learning needs.
    • Protocol for Scholarly Success. Interactive sessions give participants hands-on experience with evidence-based, best practices that they can use for the rest of their scholarly lives.
    • Perspective Transformation. Participants leave our experiential consultations with their view of scholarship forever changed:
      • Individual educators are empowered to transcend impostor fears to become budding scholars.
      • Faculty groups trade in their go-it-alone stance for partnerships that turn them into communities of scholarly caring.
      • Administrators stop assuming faculty know how to be scholars and expecting them to produce without being taught how. In addition to counting scholarly products as success, they appreciate the time and effort involved in becoming a scholar. They see the value in the systematic preparation of faculty to peer mentor each other's scholarly development and seek to foster a faculty culture that supports scholarly success from hire to retire.