Clinical Leaders, Essay Example

Introduction

In this case example, David is representative of a positive and meaningful work environment, whereby he serves as a positive driving force in making things happen. His growth as a leader has occurred over time and he possesses the ability to be an effective communicator in a variety of situations. He is an effective communicator with a strong understanding of the issues that nurses face on a daily basis; therefore, he is able to make progress with limited resources. He also possess a unique approach to problem-solving that supports his ability to work well with others. Therefore, he has been instrumental in making process in the nursing work environment on many levels. This has been a welcome transition for him to date; however, with the recent announcement of changes to some clinical practices on the nursing unit, it is not surprising that the leader faces new challenges that require his full attention and focus, particularly since the staff does not appear to be receptive to these changes, at least early on in the process. The following discussion will address David’s changing role in greater detail and will emphasize the importance of new approaches to enable him to continue to provide a positive impact on the nursing work environment in different ways.

Analysis

In a professional nursing environment, effective leadership requires a greater understanding of the core strengths that are required to achieve success in this role. These findings suggest that leaders are represented by new opportunities for growth and change that may have a positive impact on nurses working on the unit, as well as the patients that they serve (Cummings et.al, 2009). For nurse leaders, it is important to identify the resources that are required to manage and sustain a positive work environment, given the stress and anxiety associated with changing policies and procedures over time. Nurse leaders are responsible for developing new approaches to care and treatment that will have a positive impact on outcomes, while also reflecting a means of establishing workforce models for leadership success (Cummings et.al, 2009). An effective nurse leader must embody a number of important characteristics that go beyond the norm and that provide other nurses with a model for success and achievement on many levels (Cummings et.al, 2009). This is a critical component in achieving success as a nurse leader and in developing other employees to take the initiative and to address change as it occurs in a supportive and respectful manner.

In order for David to be successful in his current role, he must embody the characteristics of a successful nurse through his actions and communication with other nurses. He must also support a healthier work environment that engages other nurses in making positive and meaningful decisions for themselves and for other nurses (Sherman and Pross, 2009). The promotion of a positive work environment is critical to the success of the nursing unit; however, this may be challenging in conditions that may limit the ability to achieve the desired objectives, due to changes or other factors that disrupt the flow of information across the nursing unit (Sherman and Pross, 2009). It is necessary to consider how David’s role is impacted by the clinical changes that are taking place in the work environment and how his objectives to improve the morale of other nurses might be addressed. His objectives should be based on his innate ability to motivate others and to be an effective communicator in regards to issues that may arise within the team structure. He must also demonstrate his ability to be flexible in the work environment and address issues in such a way that other nurses will gain positive insight into them and be willing to adjust their own actions accordingly in order to accommodate these changes. When David sets a positive example for others, then he is likely to achieve greater results than anticipated.

David possesses some of the core characteristics of a nursing leader and provides a work environment that is conducive to learning and adaptation (Curtis et.al, 2011). Nurse leaders such as David continue to learn new tasks, policies and procedures as they arise in the work environment and as there are new opportunities for growth and change that emerge to support effective outcomes (Curtis et.al, 2011). David’s ability to acclimate to new policies or procedures in the work environment is one of his core strengths as a leader, as he must also set an example for others to follow with respect to his objectives (Curtis et.al, 2011). In this context, David’s behavior is what drives his leadership abilities and his focus towards the greater good within nursing practice (Curtis et.al, 2011). Therefore, he must continue to explore new ideas and approaches to nursing practice that will enhance his growth as a professional nurse and support his objectives to share knowledge with other nurses (Curtis et.al, 2011). David possesses strong critical thinking and assessment skills; therefore, as new changes emerge in the nursing work environment, he is likely to respond favorably to these changes through his own actions in order to set an example for others to follow (Curtis et.al, 2011).

David’s role as a nurse leader requires him to be knowledgeable regarding changes in the nursing workplace and in demonstrating his ability to be effective in sharing this knowledge with other nurses. Some nurses are likely to be resistant to change and the idea of a leader with a primary focus on improving the workplace; however, a calm and reasonable sensibility may go far in enabling nurses to be effective communicators and in supporting their growth and level of maturity in the nursing workplace. David’s role as an empowering nurse leader is essential to his success as a practicing nurse and his ability to recognize the positive aspects of nursing practice (Cummings et.al, 2014). From this perspective, nurse leaders must be able to empower other nurses and make attempts to discourage or dissuade behaviors that will have a negative impact on the nursing work environment, as these concerns will likely impact patient care outcomes over time (Cummings et.al, 2013). In addition, these factors are likely to have a positive impact on nursing burnout rates and the ability to prevent nurses from experiencing burnout that could impact their roles (Cummings et.al, 2013). For David, his role as nurse leader supports an ability to be effective in communicating with other nurses and in demonstrating an ability to exercise strong and steadfast support of the issues that are likely to impact nurses in many ways (Cummings et.al, 2013). If nurses experience high rates of burnout, they may become more easily frustrated, and this is likely to resonate in the type of patient care that they administer (Cummings et.al, 2013). These factors are important because they shape how nurses ultimately respond to their surroundings and might not recognize the tools that are required to ensure that patient care outcomes are positive (Cummings et.al, 2013). In David’s leadership role, it is his responsibility to communicate to other nurses in order to identify situations where burnout is likely to occur, and to also recognize the importance of developing new strategies that will improve their perceptions of nursing practice in order to accomplish objectives without significant delays or other challenges that might be attributed to burnout or other situations (Cummings et.al, 2013).

In the role of nurse leader, David possesses a significant responsibility to be attentive to other staff members and to recognize problems as they arise. This requires an effective understanding of the concerns and challenges of modern nursing practice, including long hours, high levels of stress, ever-changing work conditions, new policies and procedures, and other concerns. Therefore, David’s role must evolve over time so that he is able to recognize the importance of creating an environment that embraces change and progress, but that also provides nurses with a high level of comfort and understanding of the issues for which they are experiencing many challenges. This is an important opportunity to address any changes that have been introduced to the nursing unit and to consider how these changes will impact the dynamic that currently exists. David’s role is to promote a greater sense of calm and acceptance of the changes taking place so that nurses do not experience extreme frustration over these activities and how they impact daily activities. Change occurs in any type of nursing role; therefore, David must work to convince others that these many types of change will ultimately have a positive impact on the work environment, rather than a negative result. David’s role is this process is critical because he represents the nursing unit in a leadership capacity and is required to be an effective communicator in issues regarding the need for change and progress in the nursing work environment.

Conclusion

As a nursing leader, David must set a positive tone in the work environment, even when changes occur that may disrupt this dynamic over time. David must establish a work environment that embraces change and progress and that also demonstrates the ability to adapt effectively in difficult conditions. David’s role is in a constant state of transition; therefore, he must be able to capture an understanding of the challenges that surround his actions in the nursing work environment. David is responsible for leading a positive work environment; therefore, he must be able to demonstrate his strengths using productive approaches to improve the lives of patients and also his colleagues. He has a unique ability to be an effective leader by motivating others and by addressing issues as they emerge, rather than waiting until larger problems arise. This is an important strength that David offers to the nursing unit and enables him to be an effective communicator and giver of his knowledge, patience, expertise, and sense of calm in a hectic work environment.

References

Cummings, G. G., Grau, A. L., & Wong, C. A. (2014). Resonant Leadership and Workplace

Empowerment: The Value of Positive Organizational Cultures in Reducing Workplace Incivility. nursing, 32(1), 6.

Cummings, G. G., MacGregor, T., Davey, M., Lee, H., Wong, C. A., Lo, E., … & Stafford, E. (2010). Leadership styles and outcome patterns for the nursing workforce and work environment: a systematic review. International journal of nursing studies, 47(3), 363-385.

Curtis, E. A., de Vries, J., & Sheerin, F. K. (2011). Developing leadership in nursing: exploring core factors. British Journal of Nursing, 20(5), 306.

Sherman, R., & Pross, E. (2010). Growing future nurse leaders to build and sustain healthy work environments at the unit level. The Online Journal of Issues in Nursing,