NURS 8302 Assignment Leaders in healthcare Assessment

NURS 8302 Assignment Leaders in healthcare Assessment

NURS 8302 Assignment Leaders in healthcare Assessment

Leaders in healthcare need to capitalize on the diversity of the profession so as to effectively deploy available resources to meet patient needs, enhance quality and promote safety. However, healthcare leaders can only attain these goals when they are effective leaders. Being an effective leader in health care implies that one is self-aware about their strengths and weaknesses. In his article, Gavin (2019) observes that building self-awareness and understanding one’s tendencies and drivers of motivation allows a leader to unlock their potential and the team’s capabilities to attain set goals. Self-assessment allows leaders to enhance their self-awareness and understand both their strengths and weaknesses.  The purpose of this paper is to identify personal leadership styles, theories, and skills that can impact patient outcomes (positively or negatively) by conducting a self-assessment, applying concepts learned and Quality Safety Education for Nurses (QSEN) principle.

The IOM report has significant influence on nursing education and leadership. Firstly, as equal partners, nurses are leaders and have increased power to advocate change and revise restrictive barriers to practice. Nurses are recognized as primary care providers in certain states and can lead in care provision among inter-professional and multidisciplinary teams (Shelton et al., 2020). The IOM report has improved nurses access to better and advanced education as it recommended an increase in Bachelor of Science in Nursing (BSN) prepared-nurses to respond to the changing nature of healthcare provision. Through the recommendation and evidence-based practice (EBP) findings, many facilities introduced tuition reimbursement, instituted continuing education plans and promotions to incentivize nurses to attain higher educational qualifications.

Self-Assessment to Identify Strengths and Weaknesses of Personal Leadership Skills

Self-assessment of a leader is essential, especially in healthcare, where nurse leaders deal and interact with different stakeholders and players. Leaders can assess their strengths and areas that need improvement using a host of tools or techniques like reflective journaling technique to 360-degree feedback surveys and tests like Myer-Briggs and emotional intelligence assessment (Gavin, 2019). Leaders should have emotional intelligence to understand their subordinates in their areas of expertise and use effective leadership theories to fulfill their roles. Tools like leadership blind-spot assessment survey are ideal for leaders that seek to not just understand themselves but also their influence on those around them.

Effective leaders have five qualities that include cognitive abilities, competence, stability, motivation and emotional intelligence. Based on the self-assessment test by Galford Maruca survey tool, my leadership strengths include being an advocate, a people’s mover implying that I am concerned about my subordinates and can spot their talent, help them build their careers, motivate them and being a parent and nurturer. As a truth seeker, my strengths include being fair, possessing good judgment, focusing on people and seeking neutrality and being objective. As a creative builder, I am visionary and provide guidance since I possess experience, information and expertise (Galford & Maruca, n.d). The implication is that as leaders in health care should possess attributes that endure them to subordinates and allow them to offer inspiration, especially in health care for better patient care delivery and quality outcomes.

Conversely, areas that need improvement include being effective in communicating, enhancing personal attributes like interpersonal interactions, and improving collaboration as healthcare sector requires different professionals working together in multidisciplinary and inter-professional collaboration n teams. Self-awareness, situational awareness and effective negotiation skills and cultural competence are essential attributes of effective healthcare leaders. Therefore, as a leader, I should improve by intercultural sensitivity skills to enhance care provision.

Leadership Theory

Effective leaders have characteristics and attributes that align with certain theoretical perspectives. For instance, competent leaders are hardworking and serve as role models for their subordinates. They also inspire their team and focus on achieving set objectives (Alilyyani et al., 2018). Therefore, the leadership theories that align with my personal leadership assessment are relationship theories and behavioral leadership theory. According to relationship theory of leadership, effective leaders are transformational and motivate and inspire their subordinates to enhance productivity and achieve their goals. The personal leadership assessment demonstrates that relationship-focused leaders are concerned about their interactions with others and are mentors for their employees. These leaders’ focus is to make work enjoyable for many employees and fostering of a positive work environment.

Behavioral theory in leadership advances that great leaders are made and not born as they learn attributes and skills that make them effective. Based on behaviorism, this theory focuses on a leader’s actions and not the mental qualities or internal status. The theory asserts that individuals can learn to become leaders by teaching and observation. As demonstrated through the personal assessment, effective leaders are people-oriented and help to nurture the subordinates so that they can also assume leadership roles and perform in their duties and responsibilities.

Quality Safety Education for Nurses (QSEN) Principles

The Quality Safety Education for Nurses (QSEN) is an essential component of enhancing nursing profession with the aim of aligning nursing education and best practices in quality and safety standards. QSEN addresses the need to prepare nurses with the necessary competencies to continuously improve the quality and safety of health care systems where they work for better care and quality outcomes. The initiative implores nurses to possess specific competencies to attain patient quality and safety standards and improve them through advanced education, learning, experience and use of scientific evidence in care practice (Bleich et al., 2020). According to the American Nurses Association, there are six QSEN competencies. These include patient-centered care, evidence-based practice, teamwork and collaboration, safety, informatics, and quality improvement.

The leadership assessment illustrates the need to work in teams and create a collaborative approach to nursing care. Therefore, two QSEN competencies that my leadership attributes align with are teamwork and collaboration and quality improvement. The American Nurses Association is categorical that QSEN competencies are not only applicable to individual treatment but represent areas where nurses should think about improvements of systems and use of collaborative teams to enhance quality of care (Gigliotti, 2019). System thinking allows nurse leaders to engage subordinates and other professionals and leaders to develop mechanisms that will allow them to work together and focus on one common goal.

Difference Between Leadership and Management

Leadership and management are related but different. Most leaders are managers but not all managers are leaders. Leadership is about dealing with people and focusing on attainment of long term goals. management focuses on maintaining the status quos that include polices and completion of short term goals. Managers seek to attain maximum benefits from people by setting systems that should be followed (Lovett & Robertson, 2017). However, leaders inspire people to enhance their situations and attain their goals. managers use their positions to influence individuals to follow rules in the workplace but leaders utilize their personal power to influence change. Leaders seek change for the benefit of the majority while managers are concerned more about stability and maintenance of status quo.

Suggestion in Applying Concepts with Workplace

One concept that can be applied in the workplace is leadership theory and style based on personal assessment. The leadership theories of relationship and behavior are important in the workplace as they demonstrate that leaders should focus on people and learn ways to be effective and better to enhance productivity and performance (Gigliotti, 019). Nurse leaders should focus on enhancing their interactions with nurses and other professionals in health care for better and effective care delivery.

Conclusion

The need for personal assessment is essential for nurse leaders to understand their strengths and areas that need improvement. The personal assessment reveals that while I possess certain strengths, there are areas that need improvement. More fundamentally, leadership style affects interactions with other nurses and attainment of frameworks like Quality Safety Education for Nurses (QSEN) competencies to improve quality care and patient safety. The implication is that nurse leaders should distinguish leadership from management and apply learned concepts in the workplace to improve safety and quality.

References

Alilyyani, B., Wong, C. A., & Cummings, G. (2018). Antecedents, mediators, and outcomes of

authentic leadership in healthcare: A systematic review. International journal of nursing studies, 83, 34-64.

Bleich, M. R., Altmiller, G., & Jun, D. (2020). QSEN transcends cultures: Leadership lessons

learned from a global experience. The Journal of Continuing Education in Nursing, 51(1), 9-11.

Galford, R M. & Maruca, R. F. (n.d.). The Leadership Legacy Assessment: Identifying Your

Instinctive Leadership Style. http://www.yourleadershiplegacy.com/

Gavin, M. (2019). Leadership Self-Assessment: How Effective Are You? Harvard Business

            School Online. https://online.hbs.edu/blog/post/leadership-self-assessment

Gigliotti, R. A. (2019). Oriented toward Development: Using the Leadership Competencies

Scorecard for Leadership Coaching Conversations and Self-Assessment. In Competencies for Effective Leadership. Emerald Publishing Limited.

Lovett, S., & Robertson, J. (2017). Coaching using a leadership self-assessment tool. Leading

            and Managing, 23(1), 42-53.

What personal strengths do you have that would make you an effective nurse leader? What potential gaps might you need to address to improve your ability to be an effective nurse leader?

As a future DNP-prepared nurse, you will be called upon as a leader in your field, a leader in your practice, and a leader in your organization. Throughout your program of study, you will develop the skills, strategies, and knowledge to not only harness this role successfully but to do so at a high level of achievement and performance.

Photo Credit: [Squaredpixels]/[iStock / Getty Images Plus]/Getty Images

However, everyone must acknowledge both their own strengths and weaknesses, as a leader, and identify potential areas of improve to enhance these capabilities.

For this Assignment, you will explore your strengths and potential gaps based on the nurse leadership competencies provided. After assessing your performance, reflect on potential goals you might set to improve as a nurse leader. You will also reflect on how this goal setting and self-examination will not only improve your nursing practice but also your healthcare organization.

To Prepare:

• Review the nurse leadership competencies presented in the Learning Resources for this week.
• Reflect on these competencies, and consider your own personal strengths and potential gaps in relation to these competencies.
• Consider potential goals for your leadership development in relation to the nurse leadership competencies presented.

The Assignment: (4–5 pages)

• Explain your self-assessment in relation to the nurse leadership competencies. Be sure to identify your strengths and potentialgaps in relation to these competencies.
• Describe at least four goals for nurse leadership development that you would like to pursue, given the results of your self-assessment. Be specific.
• Explain why these goals are pertinent to your development as a nurse leader. How will developing these leadership competencies support your healthcare organization or nursing practice? Be specific.

Reminder: The College of Nursing requires that all papers submitted include a title page, introduction, summary, and references. The Sample Paper provided at the Walden Writing Center provides an example of those required elements (available at https://academicguides.waldenu.edu/writingcenter/templates/general#s-lg-box-20293632). All papers submitted must use this formatting.

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Patient safety in quality care in the care environment is one of the central focuses of healthcare facilities. Therefore, a proactive healthcare facility is usually engaged in various quality improvement efforts, which involves identifying gaps in patient care and implementing relevant strategies to address the gaps (Whitfill et al.,2018). The initiation of such quality improvement gaps, implementation of relevant interventions, and sustaining the same heavily hinges on the kind of leadership in the organization. The implication is that the leaders play a critical role in improving patient care as they assume the role of the force that drives change initiatives.

As a benchmark, nursing leadership has various competencies that a nurse leader has to achieve to enable them to appropriately lead in the care environment and drive change for quality improvement. As such, an individual should assess themselves to identify their strengths and weaknesses in relation to the nurse leadership competencies for better leadership (Huber, 2017). The purpose of this week’s assignment is to explain the self-assessment and connected to nurse leadership competencies and describe the goals of nurse leadership development to be pursued. In addition, the importance of such goals will be described.

Self-Assessment In Relation to the Nurse Leadership Competencies

As earlier indicated, nurse leaders should be competent to offer effective leadership in the care environment, hence a need for self-assessment to identify potential individual strengths and weaknesses. As such, a self-assessment was undertaken in relation to the nurse leadership competencies. According to the American Nurses Association (ANA), the nurse leadership competencies include collaboration, communication, education, environmental health, ethics, evidence-based practice and research, leadership, resource utilization, quality of practice, and professional practice evaluations (Clipper & Dawson, 2018).

From the self-assessments, my strengths stood out in various competencies, while other competencies exposed various weaknesses. One of the competencies assessed was collaboration. From the results, this can be regarded as a major area of strength as I seamlessly collaborate with families and patients towards better care for them. In addition, I also effectively work together with other nurses and the management for collaborative relationships to improve patient care. However, the identified gap is in Interprofessional collaboration. I have to improve on how to collaborate with other healthcare professionals to improve care. In terms of communication competency, the assessment revealed strength is verbal and written communication. Besides, I have been able to concisely and clearly express ideas related to patient care. Good communication also involves attentively listening to what others are saying (Sibiya, 2018). This was exposed as an area of weakness as I have had a tendency to hurry others to talk faster when addressing issues. Therefore, such impatience negatively impacts communication efficiency.

I also performed a self-assessment in relation to environmental health. This is an area where I still have to develop competency to ensure that every nursing practice engaged in is healthy and environmentally safe. An environmentally safe environment will ensure that patients get quality care a good relationship exists between other professionals and myself (Huber, 2017). An assessment was also conducted on ethics. This was an area of strength as I have been able to demonstrate credibility, responsibility, and honesty as part of the elements displayed through integrity competency. However, a gap was identified in using ethical decision-making in clinical situations. There is still a need to further develop ethical decision-making in practice settings.

In terms of Evidenced-based practice and research, the self-assessments revealed the ability to integrate research findings and evidence into practice (Culyer et al., 2018). In addition to such indications, I have been able to demonstrate this competency through my learning capacity. The professional practice evaluations indicated high competency as I have been able to display self-development, self-insight, self-management, learning capacity, and self-awareness. However, I need to show adaptability to various situations to show a complete competency in the item. The self-assessment also revealed competency in quality of practice as I have displayed innovation and creativity to support quality improvement.

Goals for Nurse Leadership Development Goal

Self-assessment gives an individual an opportunity to grow by examining various weaknesses and strengths. Goals can then be formulated regarding the pursuant of nurse leadership development of interests. From the self-assessment, some of the goals include:

1. To increase hours of work contact with other healthcare professionals in the care environment to improve Interprofessional Collaboration-This nursing leadership goal is related to collaboration competency. It was noted as a gap during self-evaluation, and therefore, it would be prudent to pursue it and develop it fully for a complete competency.
2. To practice listening skills during conversations with the patients, their families, and fellow professionals for better communication- This nursing leadership development goal is connected to communication competency. Even though the self-assessment exercise revealed that I am largely competent in relation to this item, I need to listen more to improve further; hence it is a goal worth pursuing.

• To practice clinical ethical decision making and engage more in the ethical situations in the care environment. This goal stemmed from ethics competency as the clinical and care environment usually calls nurses to make numerous ethical decisions regarding patient care and safety. Therefore, this s an area that should be pursued for complete development.

1. To show improvements on adaptability in various care settings by working in different care environment-This goal arises from the professional practice evaluations competency. Nurse leaders may be called upon to offer their leadership skills in different clinical environments; hence adaptability is key. By pursuing it, I will be able to seamlessly work in every new environment and offer the needed leadership qualities.

How the Goals are Pertinent to the Development as a Nurse Leader

Nurse leaders need to show various leadership abilities in the care environment to support efforts and interventions made to improve quality. As such, nurse leadership should formulate quality improvement initiatives, plan for their implementation and support similar interventions and initiatives (Huber, 2017). Therefore, as a nurse leader, the discussed goals are pertinent to my development. Besides, developing leadership competencies will help my healthcare organization in various ways. The first goal, “To increase hours of work contact with other healthcare professionals in the care environment to improve Interprofessional collaboration,” is pertinent to my development as a nurse leader since it will help me tap into other professionals’ pool of knowledge to help in improving care. Besides, I will substantially be able to develop my skills of care provided to the patients.

The second goal, “To practice listening skills during conversations with the patients, their families, and fellow professionals for better communication,” will greatly improve my relationship with the patients, their family members, and fellow nurses. This will ensure that I offer improved care and improve the working environment (Huber, 2017). The third goal, “To practice clinical ethical decision making and engage more on the ethical situations in the care environment,” is also pertinent as I will develop in terms of making better decisions in ethical situations to boost my professionalism and give the patient better care and services. The last objective, “To show improvements on adaptability in various care settings by working in different care environments,” will boost my ability to work in any care environment, even in the most challenging ones. This will enable me to grow professionally and become more competent as a nurse leader.

The Importance of Developing the Competency to my Organization

Healthcare organizations are constantly under pressure to offer safe, reliable, and quality patient care. Therefore, nurse leaders need to develop leadership competencies to help better the organizations achieve such goals. Developing competence in collaboration will improve care coordination activities, hence boosting the organization’s chances of offering quality care (Huber, 2017). In addition, the development of communication competency will help the organization in avoiding potential medical errors, which are majorly due to poor communication. Such errors are usually costly. By developing the competency in environmental health, I will support my organization in ensuring that the care environment is secure and safe for patients and promote relevant self-care and wellness programs.

Conclusion

In conclusion, leadership nature and structure in a healthcare organization can either foster or hinder patient quality improvement initiatives. Therefore, nurse leaders need to develop various leadership competencies as they directly relate to better and improve patient care and safety. This assignment has explored the nursing leadership competencies, self-assessment discussion regarding the competencies, and how the development of the competencies would help my organization.

 

 

References

Clipper, B., & Dawson, J. M. (2018). Key competencies for nursing. American Nurse Today, 13(2), 24-25.

Culyer, L. M., Jatulis, L. L., Cannistraci, P., & Brownell, C. A. (2018). Evidence-based teaching strategies that facilitate transfer of knowledge between theory and practice: What are nursing faculty using?. Teaching and Learning in Nursing, 13(3), 174-179. https://doi.org/10.1016/j.teln.2018.03.003

Huber, D. (2017). Leadership and nursing care management-e-book. Elsevier Health Sciences.

Sibiya, M. N. (2018). Effective communication in nursing. Nursing, 19.

Whitfill, T., Gawel, M., & Auerbach, M. (2018). A simulation-based quality improvement initiative improves pediatric readiness in community hospitals. Pediatric emergency care, 34(6), 431-435. Doi: 10.1097/PEC.0000000000001233

Content

Name: NURS_8302_Week9_Assignment_Rubric

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		Excellent	Good	Fair	Poor
Explain your self-assessment in relation to the nurse leadership competencies. Be sure to identify your strengths and potential gaps in relation to these competencies.		Points Range: 32 (32%) – 35 (35%) The response accurately and clearly explains in detail the self-assessment in relation to the nurse leadership competencies. The response includes an accurate and complete identification of the strengths and potential gaps in relation to the nurse leadership competencies.	Points Range: 28 (28%) – 31 (31%) The response accurately explains the self-assessment in relation to the nurse leadership competencies. The response includes an accurate identification of the strengths and potential gaps in relation to the nurse leadership competencies.	Points Range: 25 (25%) – 27 (27%) The response inaccurately or vaguely explains the self-assessment in relation to the nurse leadership competencies. The response includes inaccurate or vague identification of the strengths and potential gaps in relation to the nurse leadership competencies.	Points Range: 0 (0%) – 24 (24%) The response inaccurately and vaguely explains the self-assessment in relation to the nurse leadership competencies, or it is missing. The response includes inaccurate and vague identification of the strengths and potential gaps in relation to the competencies nurse leadership competencies, or it is missing.
Describe at least four goals for nurse leadership development that you would like to pursue, given the results of your self-assessment. Be specific.		Points Range: 23 (23%) – 25 (25%) The response comprehensively and fully describes in detail four goals for leadership development.	Points Range: 20 (20%) – 22 (22%) The response describes four goals for leadership development.	Points Range: 18 (18%) – 19 (19%) The response inaccurately or vaguely describes four goals for leadership development. OR The response describes less than four goals.	Points Range: 0 (0%) – 17 (17%) The response inaccurately and vaguely describes four goals for leadership development, or it is missing
Explain why these goals are pertinent to your development as a nurse leader. Explain how the development of these leadership competencies support your healthcare organization or nursing practice. Be specific.		Points Range: 23 (23%) – 25 (25%) The response accurately and comprehensively explains in detail how the goals outlined are pertinent to the development of a nurse leader. The response clearly and accurately explains in detail how these competencies support their healthcare organization or nursing practice.	Points Range: 20 (20%) – 22 (22%) The response accurately explains how the goals outlined are pertinent to the development of a nurse leader. The response explains how these competencies support their healthcare organization or nursing practice.	Points Range: 18 (18%) – 19 (19%) The response inaccurately or vaguely explains how the goals outlined are pertinent to the development of a nurse leader. The response inaccurately or vaguely explains how these competencies support their healthcare organization or nursing practice.	Points Range: 0 (0%) – 17 (17%) The response inaccurately and vaguely explains how the goals outlined are pertinent to the development of a nurse leader, or it is missing. The response inaccurately and vaguely explains how these competencies support their healthcare organization or nursing practice, or it is missing.
Written Expression and Formatting—Paragraph Development and Organization: Paragraphs make clear points that support well-developed ideas, flow logically, and demonstrate continuity of ideas. Sentences are carefully focused—neither long and rambling nor short and lacking substance. A clear and comprehensive purpose statement and introduction is provided which delineates all required criteria.		Points Range: 5 (5%) – 5 (5%) Paragraphs and sentences follow writing standards for flow, continuity, and clarity. A clear and comprehensive purpose statement, introduction, and conclusion is provided which delineates all required criteria.	Points Range: 4 (4%) – 4 (4%) Paragraphs and sentences follow writing standards for flow, continuity, and clarity 80% of the time. Purpose, introduction, and conclusion of the assignment is stated, yet is brief and not descriptive.	Points Range: 3.5 (3.5%) – 3.5 (3.5%) Paragraphs and sentences follow writing standards for flow, continuity, and clarity 60%–79% of the time. Purpose, introduction, and conclusion of the assignment is vague or off topic.	Points Range: 0 (0%) – 3 (3%) Paragraphs and sentences follow writing standards for flow, continuity, and clarity less than 60% of the time. No purpose statement, introduction, or conclusion was provided.
Written Expression and Formatting – English writing standards: Correct grammar, mechanics, and proper punctuation		Points Range: 5 (5%) – 5 (5%) Uses correct grammar, spelling, and punctuation with no errors.	Points Range: 4 (4%) – 4 (4%) Contains a few (1 or 2) grammar, spelling, and punctuation errors.	Points Range: 3.5 (3.5%) – 3.5 (3.5%) Contains several (3 or 4) grammar, spelling, and punctuation errors.	Points Range: 0 (0%) – 3 (3%) Contains many (≥ 5) grammar, spelling, and punctuation errors that interfere with the reader’s understanding.
Written Expression and Formatting – The paper follows correct APA format for title page, headings, font, spacing, margins, indentations, page numbers, parenthetical/in-text citations, and reference list.		Points Range: 5 (5%) – 5 (5%) Uses correct APA format with no errors.	Points Range: 4 (4%) – 4 (4%) Contains a few (1 or 2) APA format errors.	Points Range: 3.5 (3.5%) – 3.5 (3.5%) Contains several (3 or 4) APA format errors.	Points Range: 0 (0%) – 3 (3%) Contains many (≥ 5) APA format errors.
Total Points: 100