Leadership: The Power of Emotional Intelligence, Essay Example

Rationale and Support: 

In the power point presentation Codier, Kamikawa & Kooker (2011) established that emotional intelligence (EI) scores correlated with satisfaction pertaining to work life due to its ability in helping managers and staff cope with stressful situations. Supporting research concerning emotional intelligence has shown whereby nurse recruitment and training practices should embody emotional intelligence as a very important criterion (Rankin, 2013).  This is consistent with fulfillment of AACN Essential Standard #111: Quality improvement and safety. AACN Element #111-6: Contribute to the integration of healthcare services within systems to affect safety and quality of care to improve patient outcomes and reduce fragmentation of care

While a relationship between emotional intelligence and compassionate care has been established more investigation is needed for full application  in nursing science  However, the current correlations as they relate to creating improvement in care empathy is significantly consistent with Nonpf Core Competency / Domain #3 Practice Inquiry. Nurse Managers must devise strategies at improving emotional intelligence as outlined in the PYC Specialty Program Outcome #2, Utilize an Evidence-Based Approach to Initiate Change and Improve Primary Care Practice across the Lifespan. This rationale also reflects consistency within DSGNE Program Outcome #2: Utilize critical inquiry to advance the discipline and profession of nursing. Nurse Managers’ acquisition of more emotional intelligence knowledge is necessary.

For example, Rankin (2013) conducted a study investigating how emotional intelligence enhances value based practice. In applying self-reporting scales for healthcare professionals testing the variables clinical practice, academic performance and retention, specific relationships were identified.  Importantly, there was a zero Pearson correlation with academic performance and emotional intelligence. With reference to retention and clinical practice, it was evident that emotional intelligence played an important part in strengthening these two variables. The researcher concluded that teaching as well as practicing emotional intelligence in nursing at any level, especially, in management has immense value (Rankin, 2013).  This coincides with DSGNE Program Outcome #2: Utilize critical inquiry to advance the discipline and profession of nursing.

Therefore, in modern advanced nursing practice it is imperative that some degree of emotional intelligence be considered for quality improvement between patients and nurses as well as managers and their staff. This coincides with the NONPF Core Competency Indicator # 3-1: Applies clinical investigative skills to improve health outcomes.

Essentially, emotional intelligence facilitates the identification of a patient as well as other people’s emotional potential. In all decisions and actions emotions are produced. When expressed they could be interpreted in different ways to people in diverse environments. Therefore,   in the same way as cultural competence is an external requirement for compatible relationships with patents and co- workers, so emotional intelligence is an internal criterion (Goleman, 2011).

Rankin’s (2013) results whereby retention and clinical practice are positively related to emotional intelligence highly support this rationale as well as findings from the power point. Further it was identified from the Impact of Emotional Intelligence Development on Nurse Managers’ study that participants acknowledged the value of peer coaching in enhancing their emotional intelligence skills, especially, when challenges appear in their function in the work environment. This is consistent with AACN Essential Standard #111: Quality Improvement and Safety as well as AACN Element #111-6: Implement evidence-based plans based on trend analysis and quantify the impact on quality and safety. These authors used this factor as evidence in proving that the interventions applied in arriving at their conclusions were valid (Codier, Kamikawa & Kooker, 2011) (Rankin, 2013).

Reflection

My efforts to attain the position of an advanced practice nurse I take very seriously. In the twenty -first century where patients’ health literacy is improving, I believe it is imperative that nurse managers practice emotional intelligence for improving quality of patient care as well as relationships with other healthcare professionals.  I know that perfection is a process of a life time. Every day steps are taken towards attaining that level, but as studies have already proven emotional intelligence could be the catalysts for restoring compassion, at a time when empathy is seldom expressed in the healthcare environment.

I have observed that healthcare functions as a pyramid. While doctors head health care delivery with respect to prescribing medications’ and types of specialist treatment. Nurses interact for longer periods with patients. Currently, patients are very concerned with the quality of care they receive from health care providers. They carry huge emotional baggages, which they look to the system for relief. These include questions pertaining to the cost of healthcare, the services that can be accessed through their insurance coverage along with the competencies of doctors, nurses and supportive staff. Therefore, at this point in healthcare history emotional intelligence is most needed for articulating these various circumstances that create stress for both health care providers and their patients.

References

Codier, E. Kamikawa, C., & Kooker, B. (2011). The Impact of Emotional Intelligence Development on Nurse Managers. Nursing Administration Quarterly, 35(3); 270-276

Goleman, D. (2011). Leadership: The Power of Emotional Intelligence. More Than Sound.

Rankin B. (2013) Emotional intelligence: enhancing values-based practice and compassionate care in nursing. Journal of Advanced Nursing 69(12), 2717–2725