NHS FPX5004 Assessment 1 Nursing Leadership Comparison
Assessment 1: Nursing Leadership Comparison
NHS-FPX5004: Comm Collab Case Anl MS Lrnrs
Month Date, Year
All healthcare organizations depend on the leadership skills of nurses to help the growing population of depression patients to cope with the difficult time. These circumstances after COVID-19 makes it indispensable for nursing leaders to step in and use their unique qualities to meet healthcare objectives. Nursing leadership requires culturally diverse workforce to offer a set of experiences to show that they are equipped with the right cultural skills by incorporating healthcare leadership to develop social relationships (McCay, 2018). For example, one of the best leadership qualities of nurses is emotional intelligence. In clinical settings, nursing leaders have to work closely with other stakeholders and patients and help them develop emotional intelligence. Moreover, integrity is another skill that changes the primary objective of nurse leaders to help practitioners make the right choices. According to McCay (2018) study, nurses must possess critical thinking and dedication to excellence skills to guide the unpolished professionals. These skills empower them to increase chances of multidisciplinary collaboration and will allow them to exemplify their behaviors. These skills can increase nurses’ performance through their perseverance in care giving. Finally, I would like to mention communication skills as a strong tool for nurses to facilitate collaboration and engage fully with other medical teams to deliver the exceptional outcomes. For this project, these qualities of leadership are essential.
Comparison of Leadership Skills
As a registered nurse in Elite Montgomery Hospital, I have decided to choose my influential leader in the same organization. Dr. Helmsmen has been working as a senior surgeon and the CEO of our organization for 5 years. Watching and observing this dynamic personality has helped me to develop and compare several greet leadership skills. His 30 years of experience in the medical healthcare field is really promising for helping us all delivery quality work. In his care leadership roles in our hospital, he has significantly strived to promote the factor or equality, fairness, and justice. He has laid the foundation of serving the vulnerable and underprivileged populations of depression and hypertension patients to help communities thrive. He has been a great advocate of healthcare diversity and inclusion principles. He has shown a great example to his colleagues and bosses as a leader who is fearless, smart, empathetic, motivating, inspiring, and focused (McCay, 2018).
Dr. Helmsmen’s greatest leadership is the transformational leadership style that he admired for so long by watching Steve Jobs in his department. His approach helped him to understand the perceptions of employees and helped them to follow a better leader. Comparing my own skills with this great leader, I believe that I have leered significantly from him to develop some vital leadership skills such as honest, approachable, fair, and equity-driven. My expertise has grown as a nursing project manager who can competently manage diversity in a multicultural environment and help other to adopt the norms of our beautiful national culture. However, one difference between me and my exemplary leader is that I am not much of a transformational leader; I believe in support for others and support for myself and teamwork (Spiva et al., 2020)
Role as a Project Leader
My goal is to continuously work towards improving the wellbeing of employees and patients through developing my own communication skills and supporting them with more education and training opportunities to become more culturally competent. Therefore, my goal according to my following of a leader Dr, Helmsmen is to improve workforce diversity, empathy, compassion, and cultural diversity. My focus will remain on improving many other aspects of my organization such as engaging others in sharing their experiences and ideas to reform our organization in these testing times. Through sharing their cultural experiences, it is clear that the employees will feel more empowered and rejuvenated to work for this organization for a number of years.
As a nursing leader of a team of interns and professionals registered nurses, my goal is to share my knowledge to help others learn more in short time so they can resolve their own conflicts and focus on team building endeavors. As a leader, my flexibility skills are also useful for this organization because I am able to use variety of communication styles to ensure goals are met on time (Saccomano, 2011). This also shows my intention that there is a great need in the organization for increasing leadership and cultural competency skills in employees to deliver the best services in the post COVID-19 era. Therefore, my skills and goals are to promote knowledge, cultural diversity, emotional intelligence, and education. This will allow me to solve the issue of lack of teamwork in some departments where it is necessary to improve communication with customers and stakeholders.
Multiple approaches to effectively collaborate within a Team
As a leading nursing employee, my team collaboration goals and skills make me a unique individual to help other follow the right strategies. Ruining a collaborative team in a challenging environment has been difficult; I have followed the following principles and approaches to effectively collaborate with my teams of professionals and patients (Kaiser J., 2017).
- Sharing company’s vision and mission with stakeholders
- Communicating my expectations for collaboration with them to help them understand my goals for this department.
- Focus more on individual’s strengths to help them promote community work and goals.
- Encouraging creativity and critical thinking within team.
- Sharing knowledge, wisdom, and insights.
- Leading by example by following principles of my own exemplary leaders.
Kaiser J. A. (2017). The relationship between leadership style and nurse-to-nurse incivility: turning the lens inward. Journal of nursing management, 25(2), 110–118. https://doi.org/10.1111/jonm.12447
McCay, R., Lyles, A. A., & Larkey, L. (2018). Nurse Leadership Style, Nurse Satisfaction, and Patient Satisfaction: A Systematic Review. Journal of nursing care quality, 33(4), 361–367. https://doi.org/10.1097/NCQ.0000000000000317
Saccomano, S. J., & Pinto-Zipp, G. (2011). Registered nurse leadership style and confidence in delegation. Journal of nursing management, 19(4), 522–533. https://doi.org/10.1111/j.1365-2834.2010.01189.x
Spiva, L., Davis, S., Case-Wirth, J., Hedenstrom, L., Hogue, V., Box, M., Berrier, E., Jones, C., Thurman, S., Knotts, K., & Ahlers, L. (2020). The Effectiveness of Charge Nurse Training on Leadership Style and Resiliency. The Journal of nursing administration, 50(2), 95–103. https://doi.org/10.1097/NNA.0000000000000848