Health System Development
Introduction
The successful delivery of patient care and the advancement of nursing scholarship depends upon fully engaged leadership and interprofessional collaboration. Fully engaged leaders offer vision, effective communication, empathy, resilience, adaptability, and empowerment, i.e., the linchpins that hold teams together and drive them towards shared goals. Interprofessional collaboration is the engine that drives innovation, fosters a culture of learning, and enhances patient outcomes by bringing together diverse healthcare professionals to work as a cohesive unit. This paper examines the attributes of fully engaged leaders, the impact of interprofessional collaboration on healthcare service, nursing scholarship, and advanced practice, and the Doctor of Nursing Practice (DNP) essentials and Leadership role competencies that apply in these contexts.
Leadership Attributes and the Impact of Collaboration
A leader who is fully engaged embodies several salient attributes that are essential to the successful functioning of any organization, including those in the healthcare sector. Foremost among these is the capacity to envision the future (Men et al., 2020). Such a leader not only comprehends the broader organizational landscape but is also adept at articulating this vision to their team, thereby aligning individual and collective efforts with overarching institutional objectives.
Effective communication is another indispensable attribute of a fully engaged leader. This necessitates the ability to lucidly articulate expectations, provide constructive feedback, and actively listen to the concerns and ideas of team members. This reciprocal communication engenders a climate of trust and respect, fostering a cohesive and motivated team (Yue et al., 2019).
Empathy, i.e., the ability to understand and share the feelings of others, is a critical quality in a leader. When they show empathy, leaders can cultivate more profound relationships with their team members, leading to more informed decision-making processes that take into account diverse perspectives (Shanafelt et al., 2021).
Resilience and adaptability are also integral to effective leadership. Leaders invariably encounter a multitude of challenges and setbacks. The capacity to maintain a positive outlook, recover from adversity, and adapt to changes is particularly crucial in a dynamic field such as healthcare, which is characterized by constant evolution (Park & Park, 2021).
Lastly, empowerment is a defining characteristic of a fully...
…influencing for results, and team leadership are all essential and applicable to this discussion. A fully engaged leader in healthcare would require each of these competencies. For example, strategic decision making would be needed in the context of a leader setting a clear vision for their team. Influencing for results would be important in terms of how a leader communicates effectively to motivate their team. Team leadership in the context of how a leader fosters a sense of ownership and commitment among team members would also be essential.In conclusion, fully engaged leadership and interprofessional collaboration plays an important role in healthcare. Leaders who embody vision, effective communication, empathy, resilience, adaptability, and empowerment not only foster a motivated and cohesive team but also propel the team towards achieving overarching institutional objectives. Interprofessional collaboration, by bringing together diverse healthcare professionals, significantly enhances patient outcomes, fosters a culture of learning, and contributes to the advancement of nursing scholarship. The exploration of these concepts in the context of DNP essentials and Leadership role competencies provides an even better understanding of…
References
Kuknor, S. C., & Bhattacharya, S. (2022). Inclusive leadership: new age leadership to fosterorganizational inclusion. European Journal of Training and Development, 46(9), 771-797.
Men, L. R., Yue, C. A., & Liu, Y. (2020). “Vision, passion, and care:” The impact of charismaticexecutive leadership communication on employee trust and support for organizational change. Public Relations Review, 46(3), 101927.
Park, S., & Park, S. (2021). How can employees adapt to change? Clarifying the adaptiveperformance concepts. Human Resource Development Quarterly, 32(1), E1-E15.
Shanafelt, T., Trockel, M., Rodriguez, A., & Logan, D. (2021). Wellness-centered leadership:equipping health care leaders to cultivate physician well-being and professional fulfillment. Academic Medicine, 96(5), 641.
Wei, H., Corbett, R. W., Ray, J., & Wei, T. L. (2020). A culture of caring: the essence ofhealthcare interprofessional collaboration. Journal of interprofessional care, 34(3), 324-331.
Yue, C. A., Men, L. R., & Ferguson, M. A. (2019). Bridging transformational leadership,transparent communication, and employee openness to change: The mediating role of trust. Public relations review, 45(3), 101779.
Nursing The greatest challenges facing nursing leadership and the profession as a whole include, but are not limited to, "highly political environments, budget reductions, changing reimbursement patterns, staffing shortages, and rapidly evolving technological advances," (Schmidt, 2006, p. 34). In addition to these environmental and organizational challenges, nurses and nurse leaders contend with issues related to communications, public relations, and personal psychological barriers to greatness. Nurses are endowed with more formal and
Nursing, Leadership and Management Case Analysis Source of motivation The nursing career is a challenging one and needs a lot of motivation and determination in order for one to continue in the quest to offer the service to those who need it and stay motivated and even motivate others. There are varied sources of my motivation in the nursing field. The most important is the intrinsic motivation source. It is described as
How do you think that leadership would be different for a person who leads only persons between 18 and 35 years of age compared with a person whose followers are mostly over the age of 40? What strategies would you recommend for a person who becomes the leader of a mixed group? There are significant differences between employees from various age groups in nursing as well as more generally within
Nursing Leadership The task that awaits a newly hired nurse unit manager in this particular care facility is going to be challenging. With nurses complaining out loud about assignments, and with nurses calling in sick, being late to work and not being productive, the new unit manager has her hands full. This paper uses scholarly literature to propose steps to be taken to get the care facility back to operating the
Nursing Leadership Theories NURSING LEADERSHIP: COMPARISON AND ANALYSIS OF CONCEPTS & THEORIES The work of Cherie and Gebrekida (2005) report that there is both formal and informal leadership in that managers are formally "delegated authority, including the power to reward or punish. A manager is expected to perform functions such as planning, organizing, directing (leading) and controlling (evaluating)." On the other hand, informal leaders are "not always managers performing those functions required
Nursing Leadership As nursing has moved toward professionalization, roles for nurses in leadership positions have been created. Historically, the roles of charge nurse, nurse manager, nurse educator, and nurse leader, have existed to coordinate and improve care delivery. In recent times, advanced practice nursing education has been introduced in order to formalize and improve performance of this role, in order to ensure evidence-based practice and improve patient care outcomes. While the
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now