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Discussion Prompts
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Discussion Prompts
The Category of Motives that Reflects the Highest Level of Human Development
Accepting new challenges, acquiring new skills, and mentoring others reflect the highest level of human development. For instance, nurses enroll in various courses to boost their leadership skills, accept challenging assignments, and invest in continuous development to become influential leaders. Additionally, they focus on mentoring and coaching others to become competent leaders or nurses (Anonson et al., 2014). Thus, developing yourself and transferring one’s knowledge and expertise to others is the highest level of human development.
Reasons for leading that I would like to Add to the List
As a nurse professional, I would add to this list my experience, teaching skills, and expertise in promoting teamwork and enhancing patient safety and quality of care accessed. I would not like nurses to perform their duties independently because they will miss crucial education, growth, and communication opportunities. Therefore, with my experience in the nursing profession, I tend to bring the healthcare professionals together to ensure that they adhere to the same standards of providing safe and high-quality care. Accordingly, if the nursing team fails to comply with the unit or organizational protocols, I will consider this an opportunity to teach them quality and safety standards for care delivery. From my experience, it is normal for workers to use shortcuts and become complacent because of the comfort in their responsibilities. Thus, I will ensure that this comfort and contentment does not transform into substandard care or harmful habits. Therefore, I intend to close the loophole between practice and policy to ensure healthcare staff obey safety protocols, enhance patient safety, and improve the nursing profession’s reputation.
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The Traits that Stands Out
The leadership traits that stands out to me are commitment to professional and educational development, change adaptability and management, and effective decision-making, communication, and conflict resolution. A leader with effective and efficient decision-making skills results in a more direction-driven and organized organization. Conflicts are inevitable in healthcare organizations. A leader with effective conflict resolution skills improves patient satisfaction, productivity, and teamwork (McKibben, 2017). A leader with excellent communication skills enhances collaboration among members holding different positions. Anonson et al. (2014) substantiate the claim the claim that a leader with excellent communication skills interacts well with coworkers and identify the most effect way to address their challenged. Employees tend to resist change initiatives because of the fear of the unknown. Therefore, a leader should adapt and evolve to the regular changes in the sector and communicate these transformations to their followers and engage them in implementing them. Lastly, an effective leader should promote professional and educational development because maintaining an up-to-date skill set is crucial to thriving in the healthcare sector (Leach & McFarland, 2014). Thus, nurse leaders should be equipped with these leadership qualities to effect positive changes and improve care delivery.
Signs of Ineffective Leaders That Are Worthy Mentioning
Ineffective leaders can undermine performance at all levels and consequently dismantles the organization. I have experience working with leaders displaying high toxicity levels. For instance, these leaders spend about 45 minutes in staff meetings praising themselves and taking credit for others’ achievements. They blame the nursing staff for poor performance and share information with their loyal followers with while excluding others. Toxic leaders are reluctant to embrace staff perspectives, are easily irritated, do not listen to staff concerns or engage in conversations with them (Indradevi, 2016). These types of leaders thwart creativity, create job stress, and diminish employee morale.
References
Anonson, J., Walker, M. E., Arries, E., Maposa, S., Telford, P., & Berry, L. (2014). Qualities of exemplary nurse leaders: perspectives of frontline nurses. Journal of nursing management, 22(1), 127-136.
Indradevi, R. (2016). Toxic leadership over the years–A review. A journal of Management, Ethics and Spirituality, 9(1), 106-110.
Leach, L. S., & McFarland, P. (2014). Assessing the professional development needs of experienced nurse executive leaders. JONA: The Journal of Nursing Administration, 44(1), 51-62.
McKibben, L. (2017). Conflict management: importance and implications. British Journal of Nursing, 26(2), 100-103.
