discussion response

 

RESPOND TO THE DISCUSSION QUESTION

 

 

 

Insights from Scholarly Resources

A thorough search of various resources led to various scholarly resources capturing insights into leadership behaviors that I have witnessed in an organization. One article shows emotional intelligence behavior, and the other focuses on transformational leadership. The article “It’s the Relationship You Develop with Them.’ Emotional Intelligence in Nurse Leadership” is insightful as it shows how emotional intelligence enables nurse leaders to understand their feelings as well as the feelings of others (Mansel & Einion, 2019). Self and social awareness are usually significant aspects of leadership. Hence, leaders should have emotional intelligence for effective service delivery. The other article from the Journal of Nursing Management shows how transformational leadership contributes to job satisfaction and reduces job-related issues such as absenteeism and stress (Labrague et al., 2020). Based on that, transformational leaders tend to eliminate workplace incivility and motivate staff. 

A Leader with These Skills

The world is full of leaders with various leadership behaviors they employ to guide others and realize the organizational vision. Fortunately, I have witnessed a nurse manager with emotional intelligence and transformational leadership behaviors. For instance, this nurse leader is usually committed to work and motivates other nurses to pursue individual goals such as higher learning and other personal development projects. Broome and Marshall (2021) coincide with these sentiments since transformational leaders believe in others, inspire them, and are usually committed to the cause. Besides that, this nurse leader tends to be calm during crises and responds to conflict situations rather than reacting. In most instances, emotional intelligence behavior promotes staff, empathy, and humanistic care (Mansel & Einion, 2019). Based on that, this nurse manager is committed to solving issues within the workforce by understanding their individual or group challenges.

The Extent to Which These Skills Were Effectual and How Their Practice Impacted the Workplace

Emotional intelligence and transformational leadership skill play a vital role in leadership as they positively impact employees and the entire organization. This leader has shaped the nursing department and other departments through these leadership behaviors. For instance, this nurse manager encourages nurses to transform the organization by embracing the evidence-based practice. Duggan et al. (2015) confirm that leadership is key to using evidence-based interventions in a healthcare organization. As a result, workplace morale has improved due to increased positive healthcare outcomes. Besides that, workplace civility and productivity have increased since the manager solves work-related issues and motivates nurses to achieve organizational goals.

 

 

References

Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader. Springer.

Duggan, K., Aisaka, K., Tabak, R. G., Smith, C., Erwin, P., & Brownson, R. C. (2015). Implementing administrative evidence-based practices: Lessons from the field in six local health departments across the United States. BMC Health Services Research15(1), 1-9.

Labrague, L. J., Nwafor, C. E., & Tsaras, K. (2020). Influence of toxic and transformational leadership practices on nurses’ job satisfaction, job stress, absenteeism, and turnover intention: A cross‐sectional study. Journal of Nursing Management28(5), 1104-1113.

Mansel, B., & Einion, A. (2019). ‘It’s the relationship you develop with them.’ Emotional intelligence in nurse leadership. A qualitative study. British Journal of Nursing28(21), 1400-1408.

Discussion response III

Respond to discussion question: 

 

Bombardier (2022) stated that leadership can be described as efforts taken to guide others. The author also states that leaders are individuals that influence others to reach their goals, are known for their work ethics, and do not have to have a high rank within an organization. Similarly, Walden University (2014), stated that leaders can be individuals with a title reflecting their position as a leader or they can be unofficial leaders, an individual without a title that still motivates others. Multiple leadership styles can be utilized in healthcare settings, and leaders need to use the appropriate style with those that they are guiding or directing to effectively achieve their goals. One form of leadership that is frequently utilized is the coaching leadership style. According to Peng et al. (2019), this style of leadership takes into consideration the needs and goals of the individual being supported, while promoting open communication and providing sufficient guidance. Further, Peng et al. (2019), stated that leaders utilizing this style of leadership help individuals become successful through teaching, guiding, interaction, praise, and discipline. Through reviewing the article by Peng et al. (2019), two key insights were obtained, first that leaders must look at the individuals that they are leading and recognize that they have individual needs for achievements and that coaching leadership can include praising or disciplining to assure success.

     I have observed firsthand, coaching leadership while orienting as a new graduate nurse. A nurse that precepted many of the new graduate nurses as well as new employees within the hospital I work utilized this form of leadership. The nurse leader spoke with me initially about my experience, and my level of confidence, and educated me on the goals of the unit as well as policies and procedures. I would say that this allowed the nurse to understand my skill set and my dedication to patient care. The nurse guided me throughout my orientation, and she instructed me on how to do certain tasks, provided feedback, intervened when necessary, and allowed me freedom of decision-making while caring for patients. For example, as a new graduate nurse administering insulin to patients for the first time. The nurse leader let me decide if I wanted to administer the scheduled medication or hold it after reviewing the patient’s blood glucose level. After I told her my decision, she would either state, “good job” or “you will want to hold it because…”. Through her leadership and training, the nurse leader helped me to develop into a confident and prepared behavioral health nurse. In addition, the nurse leader even supported me after my orientation phase and further helped me grow into a charge nurse role. I would say that the nurse leader’s leadership skills impact extended well beyond me as an individual as it provided the hospital with another leader. According to Broome and Marshall (2021), listening to an individual’s goals and desires both personal and work-related is part of motivating them. The nurse leader motivated me to apply myself and do more for my unit and the organization.

PERSONAL LEADERSHIP PHILOSOPHIES

DUE JAN 8th

To Prepare:

·         Identify two to three scholarly resources, in addition to this Module’s readings, that evaluate the impact of leadership behaviors in creating healthy work environments.

·         Reflect on the leadership behaviors presented in the three resources that you selected for review.

·         Reflect on your results of the CliftonStrengths Assessment*, and consider how the results relate to your leadership traits.

*not required to submit CliftonStrengths Assessment

The Assignment (2-3 pages):

Personal Leadership Philosophies

Develop and submit a personal leadership philosophy that reflects what you think are characteristics of a good leader. Use the scholarly resources on leadership you selected to support your philosophy statement. Your personal leadership philosophy should include the following:

·         A description of your core values.

·         A personal mission and vision statement.

·         An analysis of your CliftonStrengths Assessment summarizing the results of your profile

·         A description of two key behaviors that you wish to strengthen.

·         A development plan that explains how you plan to improve upon the two key behaviors you selected and an explanation of how you plan to achieve your personal vision. Be specific and provide examples.

·         Be sure to incorporate your colleagues’ feedback on your CliftonStrengths Assessment from this Module’s Discussion 2.

·         Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.

o    Chapter 1, “Frameworks for Becoming a Transformational Leader” (pp. 2–19 ONLY)

o    Chapter 6, “Shaping Your Own Leadership Journey” (pp. 182-211)

·         Duggan, K., Aisaka, K., Tabak, R. G., Smith, C., Erwin, P., & Brownson, R. C. (2015). Implementing administrative evidence-based practices: Lessons from the field in six local health departments across the United States. BMC Health Services Research, 15Links to an external site.(1). doi:10.1186/s12913-015-0891-3. Retrieved from https://bmchealthservres.biomedcentral.com/articles/10.1186/s12913-015-0891-3

PERSONAL LEADERSHIP PHILOSOPHIES

DUE JAN 8th

To Prepare:

·         Identify two to three scholarly resources, in addition to this Module’s readings, that evaluate the impact of leadership behaviors in creating healthy work environments.

·         Reflect on the leadership behaviors presented in the three resources that you selected for review.

·         Reflect on your results of the CliftonStrengths Assessment*, and consider how the results relate to your leadership traits.

*not required to submit CliftonStrengths Assessment

The Assignment (2-3 pages):

Personal Leadership Philosophies

Develop and submit a personal leadership philosophy that reflects what you think are characteristics of a good leader. Use the scholarly resources on leadership you selected to support your philosophy statement. Your personal leadership philosophy should include the following:

·         A description of your core values.

·         A personal mission and vision statement.

·         An analysis of your CliftonStrengths Assessment summarizing the results of your profile

·         A description of two key behaviors that you wish to strengthen.

·         A development plan that explains how you plan to improve upon the two key behaviors you selected and an explanation of how you plan to achieve your personal vision. Be specific and provide examples.

·         Be sure to incorporate your colleagues’ feedback on your CliftonStrengths Assessment from this Module’s Discussion 2.

·         Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.

o    Chapter 1, “Frameworks for Becoming a Transformational Leader” (pp. 2–19 ONLY)

o    Chapter 6, “Shaping Your Own Leadership Journey” (pp. 182-211)

·         Duggan, K., Aisaka, K., Tabak, R. G., Smith, C., Erwin, P., & Brownson, R. C. (2015). Implementing administrative evidence-based practices: Lessons from the field in six local health departments across the United States. BMC Health Services Research, 15Links to an external site.(1). doi:10.1186/s12913-015-0891-3. Retrieved from https://bmchealthservres.biomedcentral.com/articles/10.1186/s12913-015-0891-3

PERSONAL LEADERSHIP PHILOSOPHIES

DUE JAN 8th

To Prepare:

·         Identify two to three scholarly resources, in addition to this Module’s readings, that evaluate the impact of leadership behaviors in creating healthy work environments.

·         Reflect on the leadership behaviors presented in the three resources that you selected for review.

·         Reflect on your results of the CliftonStrengths Assessment*, and consider how the results relate to your leadership traits.

*not required to submit CliftonStrengths Assessment

The Assignment (2-3 pages):

Personal Leadership Philosophies

Develop and submit a personal leadership philosophy that reflects what you think are characteristics of a good leader. Use the scholarly resources on leadership you selected to support your philosophy statement. Your personal leadership philosophy should include the following:

·         A description of your core values.

·         A personal mission and vision statement.

·         An analysis of your CliftonStrengths Assessment summarizing the results of your profile

·         A description of two key behaviors that you wish to strengthen.

·         A development plan that explains how you plan to improve upon the two key behaviors you selected and an explanation of how you plan to achieve your personal vision. Be specific and provide examples.

·         Be sure to incorporate your colleagues’ feedback on your CliftonStrengths Assessment from this Module’s Discussion 2.

·         Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.

o    Chapter 1, “Frameworks for Becoming a Transformational Leader” (pp. 2–19 ONLY)

o    Chapter 6, “Shaping Your Own Leadership Journey” (pp. 182-211)

·         Duggan, K., Aisaka, K., Tabak, R. G., Smith, C., Erwin, P., & Brownson, R. C. (2015). Implementing administrative evidence-based practices: Lessons from the field in six local health departments across the United States. BMC Health Services Research, 15Links to an external site.(1). doi:10.1186/s12913-015-0891-3. Retrieved from https://bmchealthservres.biomedcentral.com/articles/10.1186/s12913-015-0891-3

 

ModIII

In this Discussion, you will complete Gallup’s StrengthsFinder assessment. This assessment will identify your personal strengths, which have been shown to improve motivation, engagement, and academic self-conference. Through this assessment, you will discover your top five themes—which you can reflect upon and use to leverage your talents for optimal success and examine how the results relate to your leadership traits.

(SEE ATTACHMENT)

To Prepare:

Complete the StrengthsFinder assessment instrument, per the instructions found in this Module’s Learning Resources.

Please Note: This Assessment will take roughly 30 minutes to complete.

 

·         Reflect on the results of your Assessment, and consider how the results relate to your leadership traits.

·         Download your Signature Theme Report to submit for this Discussion.

 

Post a brief description of your results from the StrengthsFinder assessment. Then, briefly describe two core values, two strengths, and two characteristics that you would like to strengthen based on the results of your StrengthsFinder assessment. Be specific. Note: Be sure to attach your Signature Theme Report to your Discussion post.

Organizational Strategy and Design

Conduct a team audit using the STRAT from Hughes, Beatty & Dinwoodie.  Select an organization and Strategic Leadership Team which will allow you to conduct the FULL STRAT process. Aggregate the data collected with the results and the norms and include your reflection on both.

Organizational Strategy and Design

Gather the data, aggregate it, and get it back to the managers with their results and the norms and include your reflection on both.

weekIII12.18discussion

Discussion topic: Post two key insights you had from the scholarly resources you selected. Describe a leader whom you have seen use such behaviors and skills, or a situation where you have seen these behaviors and skills used in practice. Be specific and provide examples. Then, explain to what extent these skills were effective and how their practice impacted the workplace.

 

Main posting due day 3 Wednesday, where you will post two key insights you had from the scholarly resources you selected. Describe a leader whom you have seen use such behaviors and skills or a situation where you have seen these behaviors and skills used in practice. Be specific and provide examples. Then, explain to what extent these skills were effective and how their practice impacted the workplace.  

 

 

A walk through the Business section of any bookstore or a quick Internet search on the topic will reveal a seemingly endless supply of writings on leadership. Formal research literature is also teeming with volumes on the subject.

However, your own observation and experiences may suggest these theories are not always so easily found in practice. Not that the potential isn’t there; current evidence suggests that leadership factors such as emotional intelligence and transformational leadership behaviors, for example, can be highly effective for leading nurses and organizations.

Yet, how well are these theories put to practice? In this Discussion, you will examine formal leadership theories. You will compare these theories to behaviors you have observed firsthand and discuss their effectiveness in impacting your organization.

·         Review the Resources and examine the leadership theories and behaviors introduced.

·         Identify two to three scholarly resources, in addition to this Module’s readings, that evaluate the impact of leadership behaviors in creating healthy work environments.

·         Reflect on the leadership behaviors presented in the three resources that you selected for review.

 

 

Resources:

·         Rath, T. (2007). Strengths Finder 2.0 – with Access Code.

Purchase the access code from the Walden bookstore. Then follow the instructions in the document “How to Access the Strengths Finder 2.0.

·         Document:How to Access Strengths Finder 2.0 (PDF)

 

·         Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.

o    Chapter 1, “Frameworks for Becoming a Transformational Leader” (pp. 2–19 ONLY)

o    Chapter 6, “Shaping Your Own Leadership Journey” (pp. 182-211)

·         Duggan, K., Aisaka, K., Tabak, R. G., Smith, C., Erwin, P., & Brownson, R. C. (2015). Implementing administrative evidence-based practices: Lessons from the field in six local health departments across the United States. BMC Health Services Research, 15Links to an external site.(1). doi:10.1186/s12913-015-0891-3. Retrieved from https://bmchealthservres.biomedcentral.com/articles/10.1186/s12913-015-0891-3

 

Developing Organizational Policies and Practices MOD II

To Prepare:

·         Review the national healthcare issue/stressor you examined in your Assignment for Module 1, and review the analysis of the healthcare issue/stressor you selected.

·         Identify and review two evidence-based scholarly resources that focus on proposed policies/practices to apply to your selected healthcare issue/stressor.

·         Reflect on the feedback you received from your colleagues on your Discussion post regarding competing needs.

The Assignment (1-2 pages):

Developing Organizational Policies and Practices

Add a section to the 2-3 page paper you submitted in Module 1. The new section should address the following in 1-2 pages:

·         Identify and describe at least two competing needs impacting your selected healthcare issue/stressor.

·         Describe a relevant policy or practice in your organization that may influence your selected healthcare issue/stressor.

·         Critique the policy for ethical considerations, and explain the policy’s strengths and challenges in promoting ethics.

·         Recommend one or more policy or practice changes designed to balance the competing needs of resources, workers, and patients, while addressing any ethical shortcomings of the existing policies. Be specific and provide examples.

·         Cite evidence that informs the healthcare issue/stressor and/or the policies, and provide two scholarly resources in support of your policy or practice recommendations.

·         Due to the nature of this assignment, your instructor may require more than 7 days to provide you with quality feedback.

·         American Nurses Association. (2015). Code of ethics for nurses with interpretive statementsLinks to an external site.. Silver Spring, MD: Author. Retrieved from

https://www.nursingworld.org/coe-view-only

Note: Review all, with special attention to “Provision 6” (pp. 23–26).

·         Kelly, P., & Porr, C. (2018). Ethical nursing care versus cost containment: Considerations to enhance RN practiceLinks to an external site.OJIN: Online Journal of Issues in Nursing, 23(1), Manuscript 6. doi:10.3912/OJIN.Vol23No01Man06. Retrieved from

http://ojin.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Vol-23-2018/No1-Jan-2018/Ethical-Nursing-Cost-Containment.html  

·         Milliken, A. (2018). Ethical awareness: What it is and why it mattersLinks to an external site.. OJIN: Online Journal of Issues in Nursing, 23(1), Manuscript 1. doi:10.3912/OJIN.Vol23No01Man01. Retrieved from

http://ojin.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Vol-23-2018/No1-Jan-2018/Ethical-Awareness.html