Peer coaching for all

Your article titled "Peer Coaching for Nurse Managers" (Performance Potential, February 2016) was informative and pertinent to nurse managers of all levels. I especially liked that the article outlined the exact process an organization can follow if they don't have a formal peer-review process in place.

I know peer coaching can be an important tool in the development and retention of nursing leaders. My concern is whether facilities can or should accommodate different types of peer coaching? For example, as the manager of quality resources, there aren't many opportunities for me to participate in peer coaching at my hospital because my job function differs from the other nurse managers. Is peer coaching also applicable to nurse managers of nonpatient care areas?

Editor's note: Nursing Management will address the benefits of peer coaching for nonpatient care nurse managers in a future issue.

Inspiring council change

I want to thank you for the article "Designing a Unit Practice Council Structure" (Evidence-Based Nursing, January 2016). My facility has a bimonthly nursing council in place, including one to two nurses from each inpatient unit. They do have some decision-making authority but, ultimately, the big decisions are left up to executive leadership. I think we could do more to empower our employees.

The article mentions that unlicensed assistive personnel can be involved in a unit practice council. I believe this is a great idea, and one that we haven't implemented at my organization. It might even be beneficial for organizations to form healthcare technician-based unit practice councils. The councils could all meet to discuss unitwide issues that affect each group.

I can't wait to take this article to my senior nursing leader when I speak with her about restructuring our unit councils-thanks for the inspiration!

-Holli Thornhill, BSN, RN

Arlington, Tex.

-Amy Anderson, BSN, RN

Seguin, Tex.