Topic 3: Coaching and Leadership Development

Practicum Activities Reflection:

In my practicum practice, I will be working with nurses within our facility to improve patient education and develop a positive healthcare team. These projects have been significant in understanding my team and developing a structure that meets the needs of each person. In the past two weeks, I have been able to observe numerous things connected to leadership. The flow of activities from the nurse leaders to the nurses has been important in comprehending the importance of having better leadership skills in health (Sanchez, 2019). This is because the styles have a direct effect on the patient outcome.

Leadership has a critical function in a healthcare organization, and it requires a good leader who can balance their emotions and those of the subjects. Leaders’ qualities should bind the organization in one accord and rally all subjects toward meeting the desired goals (Lee, 2019). The goals designed in healthcare directly impact the lives of people. Therefore, leadership in healthcare is all about developing and utilizing positive leadership traits. The relationship that nurse leaders developed with us during the practicum was the main motivation that triggered most of us to meet the goals at the institution. The leaders created a sense of belonging to us, allowing us to develop a team geared toward learning and meeting the needs of the patients. Emotional intelligence makes an effective leader because it gives these leaders the ability to develop and maintain a positive, productive, and efficient workplace while motivating employees.

During these two weeks, I was able to appreciate the importance of emotional intelligence in developing power among the subjects. Power in leadership appears in different forms. For instance, leaders using their positional power to coerce subjects to work creates fear among employees. On the other hand, a leader can create power through understanding and respect (Lone et al., 2018). In such power dispensations, the subjects feel whatever the leader is feeling and would be working to meet the goals as they feel connected to the work. The ultimate power in leadership is the power given to the subjects. The positive relationship developed between employees and the managers allows them to bond and form a sense of belonging to an institution.

The current leadership model felt within the last two weeks has been inclining towards tapping on the employees’ emotional intelligence compared to their intelligence quotient. The significance of emotional intelligence appears in various leadership roles required in an organization. For instance, emotionally incompetent nursing behaviors can result in adverse consequences and hinder the teams’ ability to accomplish a specific goal (Ahmad et al., 2021). Managing nurses in healthcare institutions entails developing a close relationship with them, as this would be important in understanding the strength and weaknesses of each nurse. I would see within the two weeks the nurse leader showing love and friendship to nurses. For instance, the leader would always correct nurses without shouting and encouraging us that mistakes are possible, but we are looking forward to reducing mistakes in this industry.

The transformational leadership style is one of the styles that I was able to depict from the nurse leader during the practicum. The leading style of my preceptor was founded upon the impression that all workers should work as a team towards achieving the prime goal of an organization. Collaborative and transformative leaders share several traits: visionary, team-centric, engaging, inclusive, inspiring, and emotionally intelligent (Stoker et al., 2019). She believed that the skilled nurses need to teach the new nurses and create positive change within the healthcare. The transformational leadership style in this institution has the innate capacity to appreciate personnel, define each member’s goals and aspirations, and include all team members in bringing change. These leaders are able to balance extrinsic and intrinsic motivational factors on employees to register performance.

Another observation made during the practicum was the way in which the nurse leaders motivated employees and met them at their points of need. These leaders do not have the need to prove to their subjects that they possess strength, courage, and dedication to their subordinates. Through these actions, I became certain that leadership is about directing a team or an organization toward a shared goal while serving as a role model. In healthcare, it entails motivating, inspiring, and coordinating health providers and other support staff toward improving patients’ experience and clinical outcomes (Stoker et al., 2019). The ability to rise to levels of leadership in healthcare is about adopting suitable strategies and skills to help one win the loyalty and trust of colleagues and senior management. Besides, health care leadership is pivoted on the capacity to recognize priorities, offer tactical direction to numerous players within the health organization, and fashion commitment across the health segment to attend the primacies to enhance health services.

Application of Leadership:

Leadership has an immense effect on healthcare. The success that I was able to learn from my practice relies on the effective management strategies of the nurses. The need to transform healthcare by empowering employees also is able to align organizational mission and values and professional and personal ethics (Ahmad et al., 2021). The ultimate power within the organization focuses on developing an organizational culture that rallies all employees to meet the organization’s needs. However, the success of leadership in healthcare relies on the communication skills developed by the leaders (Stoker et al., 2019). As a leader, good communication skills, in this case, is practical in developing an effective organizational culture. The language developed by a leader defines the power of the leader. A better language that focuses on the proper communication channel to the nurses’ limits nurses from errors. The communication skills also enable leaders to understand how the leaders perceive things, their ideas, and opinions on the issues within the healthcare.

Healthcare leadership requires open-mindedness and critical listening skills when addressing specific concerns. The approach makes the individual feel valued within the organization (Sanchez, 2019). Nurses undergo various issues that limit their ability to increase their output. The healthcare leadership need to have the ability to maintain the welfare of healthcare professional because they also have social problems affecting their daily duties. The power to develop healthy negotiation with the subjects increases transparency and the ability of the nurses to achieve the desired goals.

Practicum Project Preparation:

In preparing for the practicum project, there is a need to understand personal leadership style and how it would have an impact on the practicum. I am an authentic leader because of the leadership tasks have been handling in the past. This style is one of the tools I will be carrying out my project. My personal leadership will be significant in defining the need and direction of an organization. I will be delighted to assist others in doing the right thing. I will always be innovative, a quality recognized via my ability to set direction and create creative ideas that inspire others (Stoker et al., 2019).

I will engage my assigned preceptor to understand more about my practicum facility. The information shared by my preceptor would be important in designing my project to meet the design goals. While I am looking forward to enhancing my leadership skills, I will be open to learning important things in nursing (Ahmad et al., 2021). Understanding leadership from a collaborative approach would be significant in designing the success of a team or an organization. Understanding the expectation of the project before starting the project is important in developing an effective plan that allows one to meet the needs of the practicum.

I will have to realize that the comfort and success of the practicum start with me. Practicum project will be coming for the first time, where I will be fighting my anxiety and nervousness. This implies I will be starting the project from what I know while moving and learning the new things I do not know in healthcare. The confidence to undertake complex responsibilities in healthcare will rely on the confidence developed from the activities that I know (Ahmad et al., 2021). Besides, interacting more with my team and the supervisor would as well play a significant role in undertaking my practicum practice. The association developed among my team would as well allow me to practice my leadership skills and lead my team to success.

Leadership Video Reflection:

Servant leadership augments the culture. This stems from the culture that the manager has developed in the company. A culture giving employees the need to achieve their set goals in the presence or absence of motivation is one of the best cultures he created in the organization. The relationship that my manager has made with the employees has developed a culture of love that has proved to be having a significant effect on the company’s performance (Farrington & Lillah, 2018). What always inspires me from the manager is the words that he always uses when assigning tasks or asking employees to perform some tasks. From the time I joined the company, the manager has been using the language of “we.” For instance, he could say, “can we please sit and discuss some of this week’s sales and project our value in the market.” This kind of inclusive talk has been an inspiring element in my life as a worker in the company. I always feel as working in the company becoming so easy because every person, including the manager, is leading by an example.

In servant leadership, the leader believes that all employees have the ability to perform better, and it is thus upon the leader to offer the best environment that would allow the employees to unleash their full potential in the institution (Subramon et al., 2018). The cultures of the harmonious relationship between employees and the manager in the company are the main driving force that has been leading to better results registered by the company. The top-notch performance registered by a company stems from the qualities of servant leadership that the manager has been using in leading the subjects. The presence of a good servant leader in the company explains the reason behind the extraordinary performance that the organization has been having in the recent past.

References

Lee, Y. H. (2019). Emotional intelligence, servant leadership, and development goal orientation in athletic directors. Sport Management Review, 22(3), 395-406. https://doi.org/10.1016/j.smr.2018.05.003

Lone, M. A., & Lone, A. H. (2018). Does emotional intelligence predict leadership effectiveness? An exploration in non-Western context. South Asian Journal of Human Resources Management, 5(1), 28-39. https://doi.org/10.1177%2F2322093718766806

Stoker, J. I., Garretsen, H., & Soudis, D. (2019). Tightening the leash after a threat: A multi-level event study on leadership behavior following the financial crisis. The Leadership Quarterly, 30(2), 199-214. https://doi.org/10.1016/j.leaqua.2018.08.004

Subramony, M., Segers, J., Chadwick, C., & Shyamsunder, A. (2018). Leadership development practice bundles and organizational performance: The mediating role of human capital and social capital. Journal of Business Research, 83, 120-129. https://doi.org/10.1016/j.jbusres.2017.09.044

Farrington, S. M., & Lillah, R. (2018). Servant leadership and job satisfaction within private healthcare practices. Leadership in Health Services. https://doi.org/10.1108/LHS-09-2017-0056

Ahmad, N., Scholz, M., Arshad, M. Z., Jafri, S. K. A., Sabir, R. I., Khan, W. A., & Han, H. (2021). The inter-relation of corporate social responsibility at employee level, servant leadership, and innovative work behavior in the time of crisis from the healthcare sector of pakistan. International Journal of Environmental Research and Public Health, 18(9), 4608. https://doi.org/10.3390/ijerph18094608

Sanchez, E. C. (2019). The effect of servant leadership on healthcare employee psychological safety and employee behaviours that lead to job thriving and performance (Master’s thesis, University of Twente). http://purl.utwente.nl/essays/79656

Topic 3 DQ 1

An organizational needs assessment is a process that offers a framework for carrying out a basic Essential Skills needs evaluation in an organization. Tools used in conducting organizational needs assessment are developed to assess organizational capacity and plan capacity development initiatives. Besides, the tool helps determine whether gaps in Essential Skills affect the organization’s performance (Markaki et al., 2021). It also helps to establish which employees’ skills need upgrading. Besides, an organizational needs assessment helps establish the things that need to be attained to meet the organizational goals (Nyein & Gregory, 2021). Consequently, the needs assessment results inform the organization’s overall plan and strategies by helping the leaders identify targeted approaches and prioritize the available resources.

The needs identified in my clinical practicum setting include low staff motivation level, a high staff turnover, resistance to change among employees, and medical errors. These needs have affected the organization’s performance and achievement of goals and vision due to low productivity from employees. The needs have had a medium impact on the organization’s performance.

Tools used in conducting organizational needs assessment include the Organizational Capacity Assessment Tool (OCAT) by McKinsey & Company and Organizational Capacity Assessment Tool by Social Venture Partners (SVP). OCAT is tailored to assess an organization’s overall capacity. It assessed the practicum site’s capability in five major areas: organizational management, governance, human resources management, program management, and financial management (Nyein & Gregory, 2021). SVP’s tool is a self-assessment tool that assists organizations in identifying their strengths and areas of improvement and creating capacity-building goals.

In the needs assessment, the tool provided a valuable framework for measuring growth in the organization’s capacity over time.

The practicum project will focus on reducing the high staff turnover to lower the shortage of nurses and increase their motivation levels and productivity. Increased nurses’ productivity will promote better patient outcomes, increase patient satisfaction rate, and increase the organization’s profits.

References

Markaki, A., Malhotra, S., Billings, R., & Theus, L. (2021). Training needs assessment: tool utilization and global impact. BMC medical education, 21(1), 310. https://doi.org/10.1186/s12909-021-02748-y

Nyein, K. P., & Gregory, M. E. (2021). Needs Assessment and Stakeholders in Medical Simulation Curriculum Development. In StatPearls. StatPearls Publishing.

Grid View

	Excellent	Good	Fair	Poor
Main Posting	45 (45%) – 50 (50%) Answers all parts of the discussion question(s) expectations with reflective critical analysis and synthesis of knowledge gained from the course readings for the module and current credible sources. Supported by at least three current, credible sources. Written clearly and concisely with no grammatical or spelling errors and fully adheres to current APA manual writing rules and style.	40 (40%) – 44 (44%) Responds to the discussion question(s) and is reflective with critical analysis and synthesis of knowledge gained from the course readings for the module. At least 75% of post has exceptional depth and breadth. Supported by at least three credible sources. Written clearly and concisely with one or no grammatical or spelling errors and fully adheres to current APA manual writing rules and style.	35 (35%) – 39 (39%) Responds to some of the discussion question(s). One or two criteria are not addressed or are superficially addressed. Is somewhat lacking reflection and critical analysis and synthesis. Somewhat represents knowledge gained from the course readings for the module. Post is cited with two credible sources. Written somewhat concisely; may contain more than two spelling or grammatical errors. Contains some APA formatting errors.	0 (0%) – 34 (34%) Does not respond to the discussion question(s) adequately. Lacks depth or superficially addresses criteria. Lacks reflection and critical analysis and synthesis. Does not represent knowledge gained from the course readings for the module. Contains only one or no credible sources. Not written clearly or concisely. Contains more than two spelling or grammatical errors. Does not adhere to current APA manual writing rules and style.
Main Post: Timeliness	10 (10%) – 10 (10%) Posts main post by day 3.	0 (0%) – 0 (0%)	0 (0%) – 0 (0%)	0 (0%) – 0 (0%) Does not post by day 3.
First Response	17 (17%) – 18 (18%) Response exhibits synthesis, critical thinking, and application to practice settings. Responds fully to questions posed by faculty. Provides clear, concise opinions and ideas that are supported by at least two scholarly sources. Demonstrates synthesis and understanding of learning objectives. Communication is professional and respectful to colleagues. Responses to faculty questions are fully answered, if posed. Response is effectively written in standard, edited English.	15 (15%) – 16 (16%) Response exhibits critical thinking and application to practice settings. Communication is professional and respectful to colleagues. Responses to faculty questions are answered, if posed. Provides clear, concise opinions and ideas that are supported by two or more credible sources. Response is effectively written in standard, edited English.	13 (13%) – 14 (14%) Response is on topic and may have some depth. Responses posted in the discussion may lack effective professional communication. Responses to faculty questions are somewhat answered, if posed. Response may lack clear, concise opinions and ideas, and a few or no credible sources are cited.	0 (0%) – 12 (12%) Response may not be on topic and lacks depth. Responses posted in the discussion lack effective professional communication. Responses to faculty questions are missing. No credible sources are cited.
Second Response	16 (16%) – 17 (17%) Response exhibits synthesis, critical thinking, and application to practice settings. Responds fully to questions posed by faculty. Provides clear, concise opinions and ideas that are supported by at least two scholarly sources. Demonstrates synthesis and understanding of learning objectives. Communication is professional and respectful to colleagues. Responses to faculty questions are fully answered, if posed. Response is effectively written in standard, edited English.	14 (14%) – 15 (15%) Response exhibits critical thinking and application to practice settings. Communication is professional and respectful to colleagues. Responses to faculty questions are answered, if posed. Provides clear, concise opinions and ideas that are supported by two or more credible sources. Response is effectively written in standard, edited English.	12 (12%) – 13 (13%) Response is on topic and may have some depth. Responses posted in the discussion may lack effective professional communication. Responses to faculty questions are somewhat answered, if posed. Response may lack clear, concise opinions and ideas, and a few or no credible sources are cited.	0 (0%) – 11 (11%) Response may not be on topic and lacks depth. Responses posted in the discussion lack effective professional communication. Responses to faculty questions are missing. No credible sources are cited.
Participation	5 (5%) – 5 (5%) Meets requirements for participation by posting on three different days.	0 (0%) – 0 (0%)	0 (0%) – 0 (0%)	0 (0%) – 0 (0%) Does not meet requirements for participation by posting on 3 different days.
Total Points: 100

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Late Policy

The university’s policy on late assignments is 10% penalty PER DAY LATE. This also applies to late DQ replies.

Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances.

If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect.

I do not accept assignments that are two or more weeks late unless we have worked out an extension.

As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading.

Communication

Communication is so very important. There are multiple ways to communicate with me:

Questions to Instructor Forum: This is a great place to ask course content or assignment questions. If you have a question, there is a good chance one of your peers does as well. This is a public forum for the class.

Individual Forum: This is a private forum to ask me questions or send me messages. This will be checked at least once every 24 hours.

Important information for writing discussion questions and participation

Welcome to class

Hello class and welcome to the class and I will be your instructor for this course. This is a -week course and requires a lot of time commitment, organization, and a high level of dedication. Please use the class syllabus to guide you through all the assignments required for the course. I have also attached the classroom policies to this announcement to know your expectations for this course. Please review this document carefully and ask me any questions if you do. You could email me at any time or send me a message via the “message” icon in halo if you need to contact me. I check my email regularly, so you should get a response within 24 hours. If you have not heard from me within 24 hours and need to contact me urgently, please send a follow up text to

I strongly encourage that you do not wait until the very last minute to complete your assignments. Your assignments in weeks 4 and 5 require early planning as you would need to present a teaching plan and interview a community health provider. I advise you look at the requirements for these assignments at the beginning of the course and plan accordingly. I have posted the YouTube link that explains all the class assignments in detail. It is required that you watch this 32-minute video as the assignments from week 3 through 5 require that you follow the instructions to the letter to succeed. Failure to complete these assignments according to instructions might lead to a zero. After watching the video, please schedule a one-on-one with me to discuss your topic for your project by the second week of class. Use this link to schedule a 15-minute session. Please, call me at the time of your appointment on my number. Please note that I will NOT call you.

Please, be advised I do NOT accept any assignments by email. If you are having technical issues with uploading an assignment, contact the technical department and inform me of the issue. If you have any issues that would prevent you from getting your assignments to me by the deadline, please inform me to request a possible extension. Note that working fulltime or overtime is no excuse for late assignments. There is a 5%-point deduction for every day your assignment is late. This only applies to approved extensions. Late assignments will not be accepted.

If you think you would be needing accommodations due to any reasons, please contact the appropriate department to request accommodations.

Plagiarism is highly prohibited. Please ensure you are citing your sources correctly using APA 7th edition. All assignments including discussion posts should be formatted in APA with the appropriate spacing, font, margin, and indents. Any papers not well formatted would be returned back to you, hence, I advise you review APA formatting style. I have attached a sample paper in APA format and will also post sample discussion responses in subsequent announcements.

Your initial discussion post should be a minimum of 200 words and response posts should be a minimum of 150 words. Be advised that I grade based on quality and not necessarily the number of words you post. A minimum of TWO references should be used for your initial post. For your response post, you do not need references as personal experiences would count as response posts. If you however cite anything from the literature for your response post, it is required that you cite your reference. You should include a minimum of THREE references for papers in this course. Please note that references should be no more than 5 years old except recommended as a resource for the class. Furthermore, for each discussion board question, you need ONE initial substantive response and TWO substantive responses to either your classmates or your instructor for a total of THREE responses. There are TWO discussion questions each week, hence, you need a total minimum of SIX discussion posts for each week. I usually post a discussion question each week. You could also respond to these as it would count towards your required SIX discussion posts for the week.

I understand this is a lot of information to cover in 5 weeks, however, the Bible says in Philippians 4:13 that we can do all things through Christ that strengthens us. Even in times like this, we are encouraged by God’s word that we have that ability in us to succeed with His strength. I pray that each and every one of you receives strength for this course and life generally as we navigate through this pandemic that is shaking our world today. Relax and enjoy the course!

Hi Class,

Please read through the following information on writing a Discussion question response and participation posts.

Contact me if you have any questions.

Important information on Writing a Discussion Question

Your response needs to be a minimum of 150 words (not including your list of references)
There needs to be at least TWO references with ONE being a peer reviewed professional journal article.
Include in-text citations in your response
Do not include quotes—instead summarize and paraphrase the information
Follow APA-7th edition
Points will be deducted if the above is not followed

Participation –replies to your classmates or instructor

A minimum of 6 responses per week, on at least 3 days of the week.
Each response needs at least ONE reference with citations—best if it is a peer reviewed journal article
Each response needs to be at least 75 words in length (does not include your list of references)
Responses need to be substantive by bringing information to the discussion or further enhance the discussion. Responses of “I agree” or “great post” does not count for the word count.
Follow APA 7th edition
Points will be deducted if the above is not followed
Remember to use and follow APA-7th edition for all weekly assignments, discussion questions, and participation points.
Here are some helpful links
Student paper example
Citing Sources
The Writing Center is a great resource