NR 504 Week 8 Discussion – Synthesis and Reflection of Learning

NR 504 Week 8 Discussion – Synthesis and Reflection of Learning

In the past eight weeks, I have acquired a plethora of new knowledge in leadership styles and the role of the MSN-prepared Nurse Executive. During this course, there have been a few course competencies and outcomes that have broadened my understanding of leadership characteristics and abilities. This discussion will serve to reflect upon course outcomes and how I’ve managed to achieve them.

CO1: Discern leadership approaches that facilitate achievement of health outcomes through interprofessional collaborative practice within micro-, meso–, and macro-level systems.

Our discussion café during week seven best addresses the implications of learning through reading about facilitating change to affect health outcomes. In this discussion, many students discussed how to engage and overcome barriers at the micro-, meso- —, and macro-levels. I was challenged to consider my leadership style and how I would utilize it to make a change, overcome barriers, and activate key stakeholders involved in the change. I reflected upon changes that have occurred within my own practice, how it was rolled out, and how it affected myself and my team. I then considered a change that I would implement and how I might roll it out differently. Many students included discussions on changing to a new EMR or handoff reports. I chose to create a process that would change my hospital’s cesarean section rate. Incorporating all the stakeholders was challenging because I have never created change in which I had to consider the macro level before, and understanding those challenges on a larger scale of the change process is new for me.

NR 504 Week 8 Discussion – Synthesis and Reflection of Learning

CO 2: Appraise the role of the MSN-prepared nurse to lead safe, efficient, ethical, high-quality, person-centered healthcare across complex systems.

The role of the MSN-prepared nurse in leading healthcare was present in every weekly assignment and discussion. From week one on, we discussed the standards from governing bodies such as the National League of Nurses and the American Association of Colleges of Nursing. We pondered over leadership competency as well as skills, knowledge, and abilities in week two. In our discussion café in week one, I focused on how to apply leadership theory to nursing practice. One of the tidbits of knowledge I gained that week was the significance of emotional intelligence in the creation of significant relationships with followers. I learned that transformational, authentic leaders like myself are effective collaborators and allow their followers to participate largely in decision-making. Transformational leaders motivate staff through empowerment and the promotion of teamwork, which leads to increased self-esteem, accountability, and high-level performance, resulting in improvements in patient clinical outcomes (Spano-Szekely et al., 2016). Also, in week two, I really dug into my personal leadership skills, knowledge, and abilities, as well as my personal thoughts and behaviors, and was able to connect them to leadership competency during our discussion. This has helped me to continue to self-assess my own improvements and understanding of myself and others as I grow as a leader.

CO 3: Integrate communication modalities that convey cultural humility, value the diverse nature of individuals, and cultivate healthful work environments.

One of the most interesting assignments from this class was the week five Leading a Culture of Excellence paper and concept map. I enjoyed this assignment, and it really helped me to see the importance of the mission, vision, and values of an organization and how they demonstrated the attitude and goals of an organization as it pertains to maintaining a culture of excellence. I never understood how a few words could lead an entire organization. Applying the Chamberlain Care Model helped me to connect the role of the MSN-prepared nurse and the skills necessary to empower others to emulate the very behaviors that create a culture of excellence. It is the role of the MSN-prepared nurse executive to inspire others to follow the vision set by the organization and influence those followers to create habits and behaviors that model a culture that promotes healthful relationships and positive patient outcomes. The most thought-provoking part of that assignment was applying leadership strategies.

CO 4: Apply change and leadership theories to plan sustainable, evidence-based quality improvement within an atmosphere that supports care for self and others.

Week six was spent discussing and utilizing Kotter’s Change Model. My classmates brought up many challenging and relevant topics in our discussion cafe, including modifying electronic health records, safe injection practices, safe protocols for COVID-19, revamping the nursing curriculum, and increasing patient satisfaction. This exercise was stimulating as it forced me to think of how I would respond as a leader in those situations and create the changes necessary while also considering evidence-based practice that endorses the change and balancing staff support. Week seven further developed how to incorporate leadership theory and EBP; building on the skills, knowledge, and abilities from weeks one and two, I really started to apply all the pieces of leadership competency to create a leadership change and advocacy statement, share my vision with the class through the video presentation, and then explain how I would advocate for my staff, the hospital, and my community to effectively produce change that would change patient care outcomes and also instill trust in those involved and affected.

NR 504 Week 8 Discussion – Synthesis and Reflection of Learning

CO 5: Recognize individual strengths and opportunities for enhancement regarding leadership characteristics reflective of an MSN-prepared nurse.

During week two, I learned much about leadership competency in our group discussion. Sometimes, we don’t realize the greater good of why changes are made when we are not included. In this assignment, I was enlightened by the responses from peers. I didn’t realize that the issues happening in my hospital were not at all unique. I chose to speak about a leader who I felt was making so many drastic changes all at once without fully evaluating the culture of our hospital and ended up learning through our readings and discussion that she really is doing everything right. It was me that was not understand why a culture change was so highly needed. Our system was flawed and ineffective. That assignment really impacted my outlook on how to communicate change because I think had my CNO done better at communicating the vision and her intentions for change, there would have been more buy-in from our mid-level leadership team and especially our nurses. Evaluating my CNO’s strengths and the qualities and characteristics of her style of leadership made me appreciate her more. It also dared me to assess my own strengths and opportunities to grow as an MSN-prepared nurse, especially in consideration of interpersonal relationships, communication, and conflict management.

In the future, I plan to continue to regularly self-assess my leadership style, competency, and skills. I also plan to care for myself as well as demonstrate self-care to others around me. I have learned how important it is to “walk the walk” so that others will emulate. As we have held these discussions, many discussing current trends in nursing shortages, changes related to the pandemic, and patient satisfaction, I have come to realize how vital leadership is to healthcare during these times. Change is inevitable. Change is necessary. Change does not have to be frustrating or disturb the culture, but it does have to be anchored to a well-prepared nurse leader with a mission, vision, and values as strong as the organization in which they work. I hope to become that strong, empowering, balanced nurse executive who affects the thousands of people in my hospital, team members, patients, and visitors to create a culture of excellence that provides excellence in care to everyone.

References

Alshammari, I., Halimi, F., Daniel, C. J., & Alhusaini, M. M. (2019). Servant-leadership in higher education: a Look Through Students’ Eyes. The International Journal of Servant- Leadership, 13(1), 257–285. https://www-proquest- com.chamberlainuniversity.idm.oclc.org/docview/2414425323/fulltextPDF/C35B2C1509 D44E44PQ/1?accountid=147674

Spano-Szekely, L., Quinn Griffin, M. T., Clavelle, J., & Fitzpatrick, J. J. (2016). Emotional intelligence and transformational leadership in nurse managers. JONA: The Journal of Nursing Administration, 46(2), 101–108. https://doi.org/10.1097/nna.0000000000000303

Watanabe, M., & Yamauchi, K. (2018). The effect of quality of overtime work on nurses’ mental health and work engagement. Journal of Nursing Management, 26(6), 679–688. https://doi.org/10.1111/jonm.12595

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Reflect upon the learning that you have accomplished throughout the previous weeks, and assess your achievement of each of the five-course outcomes.

Discern leadership approaches that facilitate achievement of health outcomes through interprofessional collaborative practice within micro-, meso–, and macro-level systems.

Appraise the role of the MSN-prepared nurse to lead safe, efficient, ethical, high-quality, person-centered healthcare across complex systems.

Integrate communication modalities that convey cultural humility, value the diverse nature of individuals, and cultivate healthful work environments.

Apply change and leadership theories to plan sustainable, evidence-based quality improvement within an atmosphere that supports care for self and others.

Recognize individual strengths and opportunities for enhancement regarding leadership characteristics reflective of an MSN-prepared nurse.

For each course outcome, explain the learning that you accomplished. Include at least a specific learning activity or assignment that contributed to your achievement of that outcome, and explain how it supported your learning.
Conclude with your plans for continued professional development of leadership competency within your future MSN role.
Include current, peer-reviewed scholarly support (outside of class resources) to validate your work.