Analysis of Lisa Cline, Essay Example

Leadership and coaching are two indissoluble actions in any form of management whereas team leadership is concerned with harmonizing people’s issues with task issues, organization, breaking misalignment and many more issues, coaching on the other hand is a fundamental  aspect in developing leaders and workers at  the workplace. In reality the main function of any leader is to coach the staff in order to achieve the best performance, a coach typically assists his or her team members in finding solutions to problems, come up with good decisions, adopt new skills and techniques or otherwise advancement in their tasks and career, At the same time while some leaders undergo coaching to gain coaching skills others obtain them naturally.  In this context the team leader is Lisa Cline, CNO and the team members are Augusta Health hospital staff members

Lisa Cline is the chief nursing officer who oversees the work performed by all the nurses within the hospital. This hospital workforce of about 2300 staff members, 225+ active full-time physicians and 875+ volunteers handling about +255 beds, It is well built and equipped having several units which the chief nurse is entitled to oversee and they include; Two medical/surgical units, ICU, PCU, Chest Pain Unit, Emergency Department, Pediatric unit, PACU, OR, Psychiatry Unit and Skilled Nursing Unit and a campus offering multiple services. It is estimated that this team of nurses and their leader attends to approximately  12,000+ annual admissions equaling 52,000 days of care , 60,000+ emergency visits per year and More than 500,000 visitors who are served by outpatient and physician practice groups annually, the nurses also Serves Staunton, Waynesboro, Stuarts Draft, Augusta County within the hospital.

The team leader (Lisa Cline, CNO) after studying an associates coarse in nursing, bachelors degree in nursing, masters in nursing and enrolling for MBA in nursing. She started her career as a Real Estate Broker before engaging in nursing where he has been for 10 years, first he was employed in a small community hospital which had only 22 beds, it was in this hospital she tracked her clean record of being a team being leader where she successfully carried out projects and all other roles in the Home Health Department. He later moved to Fayette county as a Chief nursing officer (CNO), this hospital was at least bigger than the previous one and it had 97 bed and other skilled nursing facilities. Currently he is at Augusta Health hospital as CNO. It was out of this experience she gathered expertise knowledge in creating a shared vision.

She develops a shared vision by active communication engagement with the employees, through communication she has managed to share views and ideas related to successful management, it is true taking time to make a shared vision can result in to better fulfillment within the collaborative process of which Lisa Cline new and practiced within the hospital corridors. She also revisited Augusta Health’s mission and values in order to familiarize herself with the vision of the hospital which contributed or assisted her in developing a shared governance policy using design models, the design model employed by Lisa  is crucial in establishing goals related the shared vision. There are specific techniques or strategies of which Lisa use to assess the hospital needs ; Communicating with physicians, staff, administration, Town hall meetings, Walking rounds in each department and talking with employees and Looking and working on the existing systems all this strategies and techniques aid in vision creation and development at Augusta Health hospital. It is out of this shared vision and performance strategies Lisa employees in hiring and recruiting the right staff to work at the hospital. For Lisa, She has changed the nursing model around, which some employee’s position/role changed within respective organizations using LPN’s differently, she has also created more positions.  Her vision of which she wishes to accomplish through hired staff is to move nursing at AHC to a professional level. Beside changing the nursing model, developing shared governance and working on magnet, she has also changed the charting EMR, looked ergonomics of units, developed transparency on units, decreased nurse to patient ratio, increased the demand of certification of nurses, changed the clinical ladder process, and encouraged nurses to challenge the ladder as well

It is evident that Coaching and building a high performing team, by Senting several department or operational unit Directors and other Leaders to conferences, of which she made it a certification mandatory for directors for their given area of expertise as promotion and service compensation is based on the same. She also organizes Daily meetings with an aim of discussing the current activities in the hospital called FLASH meetings. “This cuts down the silo.”  Allowed Lisa to “coach staff on a day to day basis and hence build a horizontal relationship,” also organizes Mass meeting with leaders once a week

Through contextual illustration of a case, Lisa strives to build a horizontal relationship with her team, barriers to this mission is a change in cultural for the existing leaders.  Her way of evaluating if there is a horizontal relationship between her and her leaders, is if her leaders become more independent and obtain open and skilled communication. Once her leaders gain this skill it will circulate down to staff. Her performance and outcome can be easily evaluate through evaluation of ‘‘Change’’ she has brought up within the hospital since she joined it. In deed she has brought some changes, first this can be evidenced from the notice claiming that Augusta Health has received the Health Grades 2010 Distinguished Hospital Award, placing it in the top 5% of the 5,000 hospitals in the country on quality indicators.  It was also notified that they had received the Health Grades Patient Safety Excellence Award, again, placing here there performance in the top 5% of all hospitals in the country on patient safety indicators.  Health Grades is the leading independent healthcare ratings firm, and they use a well-researched risk adjusted model to objectively grade the performance of every hospital in the U.S.  To place in the top 5% in patient quality and the top 5% in patient safety is an outstanding accomplishment for our organization.  Only one percent of all hospitals in the country received both awards for 2010, and it is the only hospital in the state of Virginia to have received both awards which is a significance of development.

Lisa tenure as a leader has been reckoned with impeccable performance, her team work activity has had good and effective outcomes on the team development progress. For instance, through her initiative this organization has developed through a high performance team comprising of  Professional Practice, Council, Education Council, Quality and Performance Improvement Council, Clinical Nursing Research Council, Management Council, Coordination Council, Shared Governance, Magnet Council, Clinical Ladder Council, she also created additional position such as; Directors of Departments, Administer Director-Revenue Cycle, Clinical System Analyst, Quality Improvement and admission Nurses section all this creations aimed at bringing a positive change. Recent a RN Satisfactory Survey just went out the beginning of April. AHC is using the National Database of Nursing Quality Indicators ,Some of Outcomes witnessed during Lisa tenure were oriented towards, patient satisfaction, staff satisfaction, turnover rates, percentage of staff advanced and other aspects of the clinic ladder. The scorecard of regime before Lisa took her current position over was characterized by low staff satisfaction, increased turnover rates, low percentage nurses certification, and the clinical ladder was poor.

There several suggestion that can aid in improving outcomes in terms of service delivery at the hospital and they include;

• Increasing the number of nurses so as to reduce the number of patients each nurse as to attend to at a time and hence this will increase the degree of staff satisfaction since there will be a reduced ratio of nurse to patient
• Increase the number of beds at the hospital; this will increase the turnover rate since the hospital will be in a position to accommodate more patients
• Encourage nurses to change the clinical ladder process, this will mean those nurses are trained in various fields which will improve the quality of service they will deliver to patients

In conclusion, it can be realized from this case study that through good leadership of a team, members are able to coached the most effective working  principle s of which contribute directly to better outcomes and performance in any form of organization.