Developing Nurse Leaders, Coursework Example

Introductory Statement

Professional nurses require expert knowledge and a greater understanding of the challenges that are associated with identifying and acclimating specific cultures as part of the practice setting. Nurse leaders must be able to provide all patients, regardless of culture, with a means of developing new strategies to integrate cultural needs and expectations to improve patient care quality. Nursing practice objectives must be aligned with these needs and must reflect core leadership’s ability to be effective in demonstrating a high level of understanding and competence of cultural values and needs. It is important for nurse leaders to be largely focused on culture in their actions and decision-making processes because it not only impacts patient interactions, but also quality of care on many levels.

Nursing Leadership Issues Related to Cultural Competence

Cultural competence in the nursing work environment requires education at all nursing levels in order to accomplish successful outcomes in patient care and treatment, including patient safety and the recognition of core values and customs (Armstrong, Spencer, & Lenburg, 2009). Nurses must possess a number of different competencies; however, their cultural understanding must be appropriate and timely and provide a cultural basis for competence and growth in nursing practice (Newman, 2011). It is important for nurses to utilize different theoretical perspectives that will improve the overall healthcare system and to recognize the value of engaging nurses in transformational activities and its role in successful leadership (Bamford-Wade & Moss, 2010; Azaare & Gross, 2011). Cultural competence requires a high level of detail and an understanding of how it integrates into the nursing profession on many levels; as a result, nurses must be able to demonstrate their leadership skills in a manner that will be consistent with practice objectives, employing professionalism and knowledge along the way (Abraham, 2011).

Nurse leaders must offer cultural awareness to other nurses so that they are aware of the challenges related to this process and how it impacts the practice setting (Bearskin, 2011). Nurses must demonstrate strong leadership skills at all levels of care and treatment, including transitional care, because this provides a basis for examining new tools and resources that might be useful in advancing the practice environment to provide greater value to the patient population (Naylor, 2012). Furthermore, nurses must be able to utilize the knowledge that they have learned to become empowered and to provide their patients with much-needed tools and resources to improve their lives (Davies, Wong, & Laschinger, 2011). In this capacity, nurses must also learn how to become successful leaders by using the tools and resources that are required to ensure that they are able to balance their leadership responsibilities with direct patient care as needed, particularly when cultural differences and expectations are involved in the process (Sorensen, Delmar, & Pedersen, 2011).

Resources and Tools to Address Issues

The issues related to cultural competence require nurses to be proactive in their activities and to recognize the value of nurse leaders in developing new strategies that will support the growth of nursing practice, including education and training to address gaps in current knowledge. This requires nurse leaders to identify areas where knowledge and information are weak because this will enable nurses to have a greater focus on the information that is required to meet expectations and support long-term growth throughout the field. Nurses must be able to acclimate to different cultures and to demonstrate a high level of awareness that will translate into positive outcomes for nurses and for their patients. It is expected that nurses will operate by considering the different ideas and concepts that influence the practice setting and that they will provide a basis for exploring new insights regarding cultural identity and how it impacts the practice environment, including nurses who are from different cultures. This process is instrumental in supporting the demands of a challenging nursing work environment and how it impacts patient care quality on a continuous basis.

Selected Format for Personal Development Plan

For nurses, mastering cultural competence is an ongoing process that requires significant consideration and focus, including additional training in some areas so that nurses are apprised of the needs of their patients on a continuous basis. Nurses must be guided by effective and knowledgeable leaders who emphasize the importance of improving the lives of their patients by recognizing cultural differences in all levels of their performance. This process is likely to be effective in supporting patient care quality and in determining how to approach and communicate with patients from many different backgrounds. These experiences support the development of strategies that will encourage patients to be effective communicators and to be respectful of their surroundings as they administer care in different capacities. Nurses must acquire the education and exposure to different cultures that is necessary to accommodate the profession and their own careers in a positive and meaningful manner.

Conclusion

Nurse leaders possess a significant responsibility to be effective communicators of the nursing vision and the core values that nurses provide to encourage staff nurses to make a difference in the lives of their patients by understanding their cultures. This strategy also enables organizations to be effective communicators of the healthcare vision and mission to provide patients with high quality care and treatment on a continuous basis. This practice also facilitates a greater understanding of any challenges that cultural values and expectations might place with these patients at any given point in time.

References

Abraham, P. J. (2011). Developing nurse leaders: a program enhancing staff nurse leadership skills and professionalism. Nursing administration quarterly, 35(4), 306-312.

Azaare, J., & Gross, J. (2011). The nature of leadership style in nursing management. British Journal of Nursing, 20(11), 672-680.

Bamford-Wade, A., & Moss, C. (2010). Transformational leadership and shared governance: an action study. Journal of Nursing Management, 18(7), 815-821.

Bearskin, R. L. B. (2011). A critical lens on culture in nursing practice. Nursing ethics, 0969733011408048.

Davies, A., Wong, C. A., & Laschinger, H. (2011). Nurses’ participation in personal knowledge transfer: the role of leader–member exchange (LMX) and structural empowerment. Journal of nursing management, 19(5), 632-643.

Naylor, M. D. (2012). Advancing high value transitional care: the central role of nursing and its leadership. Nursing administration quarterly, 36(2), 115-126.

Newman, K. P. (2011). Transforming organizational culture through nursing shared governance. Nursing Clinics of North America, 46(1), 45-58.

Sørensen, E. E., Delmar, C., & Pedersen, B. D. (2011). Leading nurses in dire straits: head nurses’ navigation between nursing and leadership roles. Journal of nursing management, 19(4), 421-430.