Are you tired of having a horrible nursing leaders? Are you tired of the abuse of power by your leaders? Are you tired of your ideas not being heard by your superiors? Are you tired of your supervisors not lifting a finger to help you with the workload? Are you also tired of your leaders not having the right social skills to manage the unit? Are you tired of all the leaders being man? This woman is the right candidate to be your nursing leader. She is the best to improve the outcomes of your patient’s safety and staff satisfaction. As a leader she possess good listening skills, help with the workload on the unit, does not abuse her power, and manage the unit with her social skills. She is the woman to lead and have in your corner. Mrs …show more content…
Dr Goldy Brown III made his case when he explained, it noble to have reciprocated ideas with your employee that everyone can utilize and trust in. In return, it will create a nurturing connection at work that includes every person input regardless of their position. These concepts will allow employees to become “team players” (p.105). With her leadership characteristics, Fisher always starts the meeting by asking the employees about their input even though she is not require to. For example, the Director of Nursing (DON) gave fisher an assignment to address the prevention of patients fall on the unit. To elicit feedback and promote team work, she meets with her subordinates and begins the conversation by asking for everyone’s input. In addition, she further explains that the information obtained from the team will be incorporated into the decision making about patient falls. Moreover, from a personal perspective, one seldom finds nursing leaders who ask for the input of his or her workers. In addition, the interventions imposed from the staff were implemented feedback to create a safe environment for the patient. As a result, our unit has the least falls in the facility. This demonstrates that a part of obtaining staff input also includes
Becoming a nurse leader can be stressful, but very beneficial when the right person is in the position. In this paper I will speak about three different exercises. The first exercise explains how, as a nurse manager, I would discuss an unpopular decision to the staff. The second exercise speaks about what my concerns are and what I need to know as a staff nursing going into a leadership role. The third exercise is a summary of an article that speaks about nursing leadership.
Yvy Llambles, BSN, RN is the Primary Nurse Educator for Memorial Herman North East, Emergency Department (ED). Yvy, as she likes to be called, has the educational responsibilities of overseeing orientation for all departments in the Memorial Hermann North East location. In addition to her overall role as an Educator, Yvy is the Nurse Educator for all Registered Nurses within the Emergency Department. This analysis will explore the characteristics of Yvy in her role as a nurse manager as well as detailing her role as an effective nurse leader. The review of Yvy as a nurse leader will also detail her leadership style, responsibilities and skills. Furthermore, the effectiveness of Yvy’s communication style as a
Patient RW is a 72-year old male that came into the hospital by ambulance from an assisted living facility in the Des Moines area. Patient RW has lived fulltime in an assisted living facility since 2013. His daughters come and visit him daily and are also by his side in the evening while he is staying in the hospital. His support system is small, but is very involved in his cares within the living facility and the hospital. He was admitted to 7 South for chest pain and is on continuous telemonitoring and on four liters of oxygen. According to his daughters, he is an average Christian, with no religious or culture aspects that would affect the health care that needs to be given. Though, no religion or culture is affecting care, his past
Leadership is based on one’s ability to create a vision and inspire others and many times it is based on one’s personality and life experience. Management can be a leadership position in the workplace that focuses on setting target goals, organizing, budgeting, planning and coming up with solutions for specific problems (Yoder- Wise, 2011). The purpose of the paper is to discuss the leadership and management qualities that the nurse manager needs in order to overcome a task of reducing incremental overtime on the cardiac unit at North Austin Hospital. The manager must use her leadership and management competencies in order to come up with attainable goals and overcome the issue.
Leader is a title in which a series of skills, attitudes and actions are required. Within the role of a leader the things that are done are closely watched and mimicked by a group of people; these people are generally known as followers. In nursing, leadership is fundamental for the overall practice. For a nurse to hold such a title, he or she would have to embody the full package of what a leader should be.
One of the problems that faces most health care facilities are being able to recruit and retain their nurses. Nursing shortage and turnover are a complex issue that is affecting healthcare delivery. Nurses form the majority in healthcare and mostly direct caregivers, its deficit poses a dangerous effect on the care of the sick and the disabled. Curbing the nursing shortage and turnover is important for facilities to hire and train their leaders and managers. A good leader or manager should be creative, effective, committed, initiative, motivated, and can handle stress (Huber,
On May 3, 2012 my grandpa had a stroke. The first thing that came to my head was, “Will my grandpa die?” I did not want to lose my grandpa. He was someone I looked up to, and I loved to be around him. He was hospitalized for approximately two months. My family and I visited him often. I remembered what my grandpa was like before his incident: a fun-loving guy, always cracking jokes to his grandkids. aHe was different now. At first, he couldn’t respond to the doctors with words, he could only slightly shake his head. When people came to visit him, he couldn’t recognize who they were. He didn’t even know who I was. He couldn’t walk. Later he had feeling in his feet, but still had trouble standing up and still couldn’t walk. He started to speak, but slurred. His reaction was slow. He wasn’t the same grandpa I knew months before. I visited the hospital frequently. As
The current state of healthcare is a dynamic, constantly evolving industry. The need for an innovative, transformative leader is critical for organizations to survival. "Leadership is the art of getting someone else to do something you want done because he wants to do it." (Dwight Eisenhower, former US president). According to Porter-O’Grady, the current job market for healthcare executives are higher than nurses due to the constant changes of the healthcare industry and increase job demands. In recent weeks, one of the biggest healthcare systems announces that its chief nurse executive would now also be presidents of all hospital. This move was said to bring a standard of operating to all 11 hospital in the system. The evolution
Social media platforms, such as Twitter, allow for the sharing of information and interaction between individuals in an online setting (Betton & Tomlinson, 2013). In this paper, I will discuss a leadership assignment that required me to establish a social media network and engage with others online. I will provide a brief overview of how I went about setting up my social network, discuss what I learned about leadership in completing this assignment, and highlight some benefits and potential challenges of utilizing social media as a health care professional (HCP).
Leadership is many things, offering this opportunity to nurses certainly provides numerous opportunities for growth. Nurses lead the way so that they can incorporate a groups consensus because the nursing staff is one of the largest staff populations in the organization. Also, the nurses are positioned to form connections across department lines. Nurses are positioned to forge connections that are both formal and informal. Since the nurses are both in administrative management positions and on the front lines, nurse leadership compliments our organization. A shared leadership model.
Nurses, no doubt have made tremendous contributions to healthcare and patient outcome. Nurses as a leader attained educations, pieces of training, and mentor other nurses that are new by giving emotional support, orientation, and ensure adaptation to the nursing culture. Ashton (2012) described nurses leaders as critical thinkers that value integrity, appreciate the power of the team (collaborations) and navigate stumbling blocks in the work setting to improve patient goals and professional growth (p. 114). Nurse leaders are competent in influencing policies to promote practice and health outcome and stand accountable for their actions and their delegates. Ashton further implied that nurses’ leaders having a voice is an opportunity that must
However, as I read more literature about conflict competence and management during this course, I realized how vital this skill is when beginning to transition off the floor and going into management roles. According to Suominen and Zydziunaite (2014), “nursing leadership at all levels is a major issue, leaders, and the way leadership is performed, have an important role in nursing management” (Zydziunaite, Suominen, 2014
The purpose of this paper is the formal interview of Nurse Betty to evaluate and illustrate her communication and relationship building skills. Communication and relationship building is one of the five core domains of nursing leadership ("Nurse Executive Competencies," 2015, p. 2). The nurse leader must possess all five domains to be an effective leader: Communication and relationship building; knowledge of the health care environment; leadership; professionalism; and business skills. Nurse Betty has been a nurse manager for multiple years in the Jewish Hospital health care system. She started her career as medical surgical nurse and soon after went to work in the emergency department and that is where she found her passion for the nursing
The purpose of this assignment is for the student to gain insight into nursing leadership roles by interviewing a local nursing leader. Using a structured and organized interview process, the student will be able to describe the leadership style and leadership skills of the nursing leader as well as reflection of personal leadership traits. The nursing leader chosen for this assignment is Jennifer Pierson, RN. I chose her because she is not only my step-mother, but has had a huge impact on my future career as a nurse. She has been a nurse now for 11 years, been at Children’s Hospital of the Kings Daughters, CHKD, for 9.5 years and has been a charge nurse for 8 years. Mrs. Pierson currently works in the pediatric intensive care unit, PICU, and feels she is in the best place for her skills and experience. This interview will discuss her leadership traits and style, then move on to the healthcare model used at her facility, and will conclude with how her facility, and herself, address challenges in healthcare.
To be an effective Registered Nurse they must have excellent leadership skills. These leadership shills include providing direction, supporting staff and patients to improve the delivery of care (Adeniran, Bhattacharya, & Adeniran, 2012) and decision making through self-awareness (Day, & Brownie, 2014).