DNP-803- LEADERSHIP IN ORGANIZATION SYSTEMS ASSIGNMENT

DNP-803-Leadership in Organizations and Systems

1. The concepts presented in your textbook are somewhat unconventional when compared with traditional leadership textbooks. Consider the introductory information in Chapter 1 from the first week of class anduse one of the exemplars from Chapters 14, 15,  or 16  to write a two-paragraph position/job description for a specific leadership position in your organization and present it in the discussion board. In other words, the leadership description should include leadership terms and concepts from the textbook and include concepts and ideas from the reading assignment this week.
2. Review the resources listed and discussed in the PowerPoint presentation this week. What resources might you use in your practice setting to enhance your leadership skills?
3. What are three leadership ideas/concepts that you will “take away” from the course? How do you plan to incorporate these ideas into your practice/work setting?
4. Tell us how you did with your weekly self-care goal! What did you accomplish? What were the barriers if any? What are your plans to incorporate this activity into your weekly schedule moving forward? How has this activity influenced your thoughts about the attribute of “leading self? DNP-803- LEADERSHIP IN ORGANIZATION SYSTEMS ASSIGNMENT

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Lecture Materials — Moving Toward the Future

This power point focuses on five concepts as you look to the future of  leadership:

1. Understand the foundations of the innovation, evidence, and leadership dynamic.
2. Leading yourself.
3. Building an advanced innovation skill set.
4. Communicating and Connecting.
5. Building momentum and initiating change.

Please take the time to review the videos and resources embedded in the Powerpoint presentation. These resources may assist you as you move forward in your leadership experiences.

Powerpoint presentation – Moving to the Future- Evidence, Innovation, and Leadership in Health Care 2023-1.pptx

PEER POSTS

Nana Addo-Boafo

CHIEF NURSING OFFICER POSITION

The Chief Nursing Officer (CNO) is a top-tier executive responsible for the oversight of nursing functions, practices, and staff within a healthcare organization. The role of the CNO is critical in ensuring that patient care is delivered at the highest possible standard and that nursing teams are well-supported and effective through an evidence-based, innovative, and leadership framework that creates change (Werberg & Davidson S, 2021). DNP-803- LEADERSHIP IN ORGANIZATION SYSTEMS ASSIGNMENT

Roles and responsibilities

1. Leadership:The CNO provides strategic leadership for all nursing teams and collaborates with other top executives to achieve the organization’s goals (Hoying, 2021).
2. Policy Development:They work to develop, implement, and maintain nursing policies and procedures that ensure compliance with federal, state, and local regulations (Hoying, 2021).
3. Recruitment and Retention:CNOs play a crucial role in hiring top nursing talent, ensuring adequate staffing levels, and retaining skilled nurses.
4. Budgeting:They manage the budget for the nursing department, ensuring efficient allocation of resources (Hoying, 2021).
5. Training and Development:Oversee continuous education, training, and professional development opportunities for the nursing staff (Hoying, 2021).
6. Quality Assurance:Implement and oversee quality assurance and performance improvement initiatives for nursing care (Hoying, 2021).
7. Stakeholder Engagement:Engage with patients, families, and other stakeholders to gather feedback and ensure patient satisfaction (Hoying, 2021).
8. Stay Updated with Trends:Keep up with the latest trends and best practices in nursing care, bringing back insights and updates to the organization (Hoying, 2021).

Qualifications

1. Education:A master’s degree in nursing or a related field is often required. However, some larger institutions might prefer or even require a Doctoral degree (Davidson, 2021).
2. Licensing:A valid Registered Nurse (RN) license is a must (Davidson, 2021).

Experience: Significant nursing leadership experience, often a minimum of 5-10 years, is usually required. This includes experience in management and administrative roles (Duncan et al., 2021).  DNP-803- LEADERSHIP IN ORGANIZATION SYSTEMS ASSIGNMENT

3. Skills:Strong leadership, communication, critical thinking, and problem-solving skills are crucial (Davidson, 2021).
4. Certifications:Some organizations might require or prefer additional certifications, such as Nurse Executive or Nurse Executive, Advanced credentials from the American Nurses Credentialing Center (ANCC) (Davidson, 2021).

Challenges and Opportunities

1. Burnout:Due to the demanding nature of the job, especially during crises like pandemics, there’s a risk of burnout. Effective self-care and stress management strategies are crucial (Duncan et al., 2021).
2. Technological Evolution:With the rise of telehealth and digital health records, there’s a need for the CNO to be tech-savvy or be willing to quickly adapt to new technologies (Werberg & Davidson, 2021).
3. Interdisciplinary Collaboration:Working closely with other departments and ensuring smooth interdisciplinary collaboration is vital (Duncan et al., 2021).

In summary, a Chief Nursing Officer plays an instrumental role in shaping the patient care experience, nursing practices, and overall culture of nursing within a healthcare institution. As the healthcare landscape continues to evolve, the CNO will remain a central figure in ensuring the adaptability and resilience of nursing departments across the globe.

 

2.

Review the resources listed and discussed in the PowerPoint presentation this week. What resources might you use in your practice setting to enhance your leadership skills? 

Change management versus change leadership.

Change management versus change leadership are resources I might use in my practice setting to enhance my leadership skills. Both change management and change leadership are critical to the successful transformation of organizations, but they approach the challenge of change from different angles (Balke & Jhamb, 2022). DNP-803- LEADERSHIP IN ORGANIZATION SYSTEMS ASSIGNMENT

Change Management

Change management focuses on the processes, tools, and techniques used to manage the people side of change. It’s about ensuring that changes are smoothly and successfully implemented to achieve lasting benefits (Balke & Jhamb, 2022).

Key Aspects

• Structure:Typically employs structured frameworks and processes to guide the change.
• Risk Mitigation:Manages and minimizes resistance or disruption.
• Stakeholder Management:Identifies and addresses concerns and needs of stakeholders impacted by the change.
• Communication:Ensures regular and accurate communication throughout the change process.
• Training and Support:Provide necessary training and resources to people so they can work effectively during and after the change.
• Measurement:Monitors the effectiveness of the change interventions and adjusts them as necessary (Saeed, et al., 2018).

Goal

To enhance my leadership skills in my practice setting, this resource will help minimize disruptions and ensure that the change is implemented in a way that delivers the expected benefits (Balke & Jhamb, 2022).

Change Leadership

Change leadership concerns the driving forces, vision, and processes that fuel large-scale transformation. It’s more about leading an organization forward and inspiring a movement, rather than just managing a transition. Leadership is generally seen as a crucial factor in creating effective commitment to change among employees in both the private sector and the public sector (Van der Voet et al., 2016). DNP-803- LEADERSHIP IN ORGANIZATION SYSTEMS ASSIGNMENT

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Key Aspects:

• Vision:Sets and communicates a compelling vision for the future.
• Inspiration:Motivates and inspires people to engage with the change.
• Strategy:Provides direction on how the change will be achieved.
• Barrier Removal:Addresses and eliminates obstacles that could hinder the change.
• Engagement:Actively engages and involves key stakeholders in the change process.
• Agility:Adapts to changes in the environment and adjusts the strategy as necessary.

Goal:

To drive transformational change and ensure the organization is agile, forward-looking, and adaptable (Balke & Jhamb, 2022).

Points of Overlap and Difference

• Overlap:Both change management and change leadership recognize the importance of people in the change process. They both see the need for communication, engagement, and a vision (Balke & Jhamb, 2022).
• Difference:Change management tends to be more tactical and process-driven, focusing on the step-by-step implementation of a change. Change leadership, on the other hand, is more strategic and visionary, aiming to create momentum for change and transformation (Balke & Jhamb, 2022).

In essence, while change management is essential to ensure that changes are embedded and sustainable, change leadership is crucial in driving the need for change and creating a vision for the future. Effective transformation usually requires a combination of both (Balke & Jhamb, 2022). DNP-803- LEADERSHIP IN ORGANIZATION SYSTEMS ASSIGNMENT

 

3.

What are three leadership ideas/concepts that you will “take away” from the course? How do you plan to incorporate these ideas into your practice/work setting?

1. Transformational Leadership: This type of leadership involves inspiring and motivating staff to exceed their own limitations and achieve outstanding results. A transformational leader understands the strengths and weaknesses of each team member and aligns tasks, accordingly, fostering an environment of trust and respect. They also lead by example, setting high standards of conduct and performance (Werberg & Davidson, 2021).
   • Application in Healthcare: As a healthcare leader, you can incorporate transformational leadership by continuously encouraging professional development among staff, creating a culture of continuous improvement, and recognizing outstanding performance. By creating a vision for the future and getting everyone on board, you can guide your team toward achieving exemplary patient care outcomes (Duncan & Spicer, 2021).
2. Servant Leadership: The servant leadership model emphasizes the importance of serving others and places the well-being of team members as a top priority. This style of leadership suggests that the most effective leaders are those who aim to serve first and lead second.
   • Application in Healthcare: As a healthcare leader, you can apply servant leadership by actively seeking feedback from your staff, involving them in decision-making processes, and consistently working towards the betterment of the team and patients. This might involve providing resources for professional growth, fostering a supportive work environment, or ensuring staff well-being through adequate breaks and mental health resources (Duncan & Spicer, 2021). DNP-803- LEADERSHIP IN ORGANIZATION SYSTEMS ASSIGNMENT
3. Change management leadership:This refers to the direction, guidance, and influence exerted by leaders to facilitate, implement, and sustain organizational change. Effective change management leadership is crucial for successful transformation in any organization, especially given the constant evolution of technology, market demands, and global challenges. Effective change management leadership in healthcare requires a blend of strategic vision, stakeholder engagement, resource management, and a relentless focus on patient outcomes. Given the complexities of the healthcare environment, leaders who can champion and navigate change are invaluable assets to their organizations (Duncan & Spicer, 2021).

• Application in Healthcare: Leadership in change management within healthcare is not just about introducing new systems or technologies; it’s about shifting cultures, behaviors, and mindsets to provide better patient care. By recognizing the unique challenges faced in the healthcare sector and adopting robust strategies, as a leader, I can drive successful transformations for improved outcomes and future readiness (Saeed, et al., 2018).

To incorporate these concepts into my healthcare setting:

• Continuous Learning and Training: Regularly update knowledge and provide training sessions for the team on these leadership principles.
• Feedback Mechanism: Create an open channel for feedback to ensure that the team feels heard and appreciated.
• Walk the Talk: Be a role model. Demonstrate these leadership principles in action, so the team can see their practical application.

Of note, leadership is not a one-size-fits-all approach. It requires adaptation and continuous reflection based on the unique challenges and opportunities presented in the healthcare environment (Werberg & Davidson, 2021). DNP-803- LEADERSHIP IN ORGANIZATION SYSTEMS ASSIGNMENT

 

4.

Tell us how you did with your weekly self-care goal! What did you accomplish? What were the barriers if any? What are your plans to incorporate this activity into your weekly schedule moving forward? How has this activity influenced your thoughts about the attribute of “leading self?

Taking time for myself led to reduced stress, anxiety, and depressive symptoms. Activities such as meditation, reading, and even just having some quiet time had a profound impact on my mental well-being. Spending time with myself allowed introspection. I discovered personal likes, dislikes, desires, and boundaries, leading to better decision-making in my personal and professional life. With a clear mind and rejuvenated energy, I was more focused and efficient in completing several different tasks. This led to increased productivity in work and personal projects. Achieving these weekly self-care goals gave me a sense of accomplishment, which did boost my self-esteem and confidence.

Despite these benefits, I was faced with various barriers in my practice and implementation of self-care in my daily routine. Most days I felt I did not have enough time due to work, school, and family commitments/responsibilities. I also felt guilty for taking time for myself, especially being the caregiver of my parents and raising five children as a single mother, with responsibilities towards each one of them. This guilt feeling intensified in my African cultural perspective, as I felt stigmatized on certain occasions by extended family members when I prioritized self-care activities over certain family duties and responsibilities. Thus, lack of support from extended family sometimes deterred me from practicing self-care. DNP-803- LEADERSHIP IN ORGANIZATION SYSTEMS ASSIGNMENT

To maximize the benefits, it’s crucial to set realistic and achievable goals. I will reflect on my needs and decide what form of self-care would be most beneficial for me from time to time, whether it’s a spa day, reading a book, taking a long walk, meditating, or even taking a nap, the key is to be consistent.

I have realized that self-care isn’t a luxury; it’s a necessity. Everyone deserves to take time for themselves, and by setting a weekly goal, I am taking a proactive step toward improving my overall well-being. Taking care of myself allows me to be the best version of myself, which in turn benefits those around me. As a leader, I plan to encourage the habit to be cultivated to nurture oneself and well-being and to make that a regular part of routine.

References

Balke, M., & Jhamb, S. (2022). A Change Leadership and Management Research Discussion and Analysis on the Religiosity and Spirituality in Philosophical

Organizations: The Sustainability Case of Religious Freedom and the Satanic Temple. American Journal of Management, 22(3), 13–19. https://doi-            Links to an external site.

             org.northernkentuckyuniversity.idm.oclc.org/10.33423/ajm.v22i3.5580Links to an external site.

Christoffels, M. (2019). A Framework for Managing Change Leadership in a Digital Transformation Environment. Proceedings of the European Conference on

              Management, Leadership & Governance, 428–437. https://doi-Links to an external site.       org.northernkentuckyuniversity.idm.oclc.org/10.34190/MLG.19.011

Davidson S., (2021). Disrupting the undisruptable innovation and healthcare education. In Weberg & Davidsons (Eds.), Leadership for evidence-based innovation

in nursing and health professions (2nd ed., pp. 433-458). Jones and Bartlett.

Duncan D., Rutkoff J., & Spicer J.E., (2021). Building diverse partnerships in health care and industry: How organizations must partner to build disruptive futures.

In Weberg & Davidsons (Eds.), Leadership for evidence-based innovation in nursing and health professions (2nd ed., pp. 409-429). Jones and Bartlett.

Hoying C., (2021). Organizing systems for successful innovation: Examples from the field. In Weberg & Davidsons (Eds.), Leadership for evidence-based innovation

in nursing and health professions (2nd ed., pp. 373-405). Jones and Bartlett.

Saeed, S. A., Silver, S., Buwalda, V. J. A., Khin, E. K., Petit, J. R., Mohyuddin, F., Weinberg, P., Merlino, 828. P., Lekwauwa, N., Levin, S., Group for the Advancement

of Psychiatry, & Committee on Administration and Leadership. (2018). Psychiatric Management, Administration, and Leadership: a Continuum or Distinct

Concepts?Psychiatric Quarterly,89(2), 315–328. https://doi-org.northernkentuckyuniversity.idm.oclc.org/10.1007/s11126-017-9536-5

Van der Voet, J., Kuipers, B. S., & Groeneveld, S. (2016). Implementing Change in Public Organizations: The relationship between leadership and affective

commitment to change in a public sector context. Public Management Review, 18(6), 842–865. https://doiLinks to an external site.

org.northernkentuckyuniversity.idm.oclc.org/10.1080/14719037.2015.1045020

Werberg D., & Davidson S., (2021). Future of evidence, innovation, and leadership in

healthcare: A model for leading change. In Weberg & Davidsons (Eds.), Leadership for evidence-based innovation in nursing and health professions (2nd

ed., pp. 3-22). Jones and Bartlett.

YouTube. (2015). Change Management versus Change Leadership: What’s the  Difference? YouTube. Retrieved September 28, 2023, from

https://www.youtube.com/watch?v=yseq-v9DFqg.

 

Nadege Nnamani

1.The concepts presented in your textbook are somewhat unconventional when compared with traditional leadership textbooks. Consider the introductory information in Chapter 1 from the first week of class and use one of the exemplars from Chapters 14, 15,  or 16  to write a two-paragraph position/job description for a leadership position in your organization and present in the discussion board. In other words, the leadership description should include concepts from the textbook and include concepts from the reading assignment this week. DNP-803- LEADERSHIP IN ORGANIZATION SYSTEMS ASSIGNMENT

Position: Nurse Manager

Job Description:

Overview: Nurse managers play a vital role in achieving organizational goals and objectives. It is expected that nurse managers possess proficiency in financial management, negotiation, staff recruitment and training, conflict resolution, technological advancements, and leadership skills (Cox, 2019). The primary duty of a nurse manager is to ensure the availability of an appropriate nursing workforce to deliver high-quality patient care. Furthermore, nurse managers are expected to exhibit supportive behaviors that foster clinical nurse autonomy and growth, strengthen nurse-physician relationships, and enhance nursing competence. Based on the context presented in the textbook ‘Leadership for Evidence-based Innovation In Nursing and Health Professions ( Weberg & Davidson, 2021), some of the key concepts that a nurse leader should embody include:

Key Responsibilities:

1. Leadership Development:Focus on identifying and nurturing potential leaders within the nursing team, aligning with the philosophy that leaders should create more leaders (Weberg & Davidson, 2021). Encourage staff to engage in renewal activities and foster a learning environment that values unlearning as a necessary skill for improvement.
2. Employee Engagement:Create a culture of trust and employee satisfaction, promoting participation in decision-making and idea generation (Weberg & Davidson, 2021). Encourage staff to suggest and test new ideas to improve patient outcomes, recognizing and celebrating achievements, no matter how small, to boost engagement.
3. Resilience Building:Support the development of resilience among nursing staff, helping them prepare for emotional emergencies and adapt to the constantly changing healthcare environment (Weberg & Davidson, 2021).
4. Communication and System Transformation:Master the art of effective communication and networking to connect with various stakeholders and drive system-level changes (Weberg & Davidson, 2021). Build momentum for system change by synthesizing leadership competencies to instill confidence in trying new approaches to care delivery.

Qualifications may include:

• Bachelor’s or Master’s degree in nursing (BSN or MSN)
• State nursing license
• Proven leadership experience and familiarity with advanced innovation concepts as outlined in Weberg & Davidson (2021)
• Strong communication and networking skills
• Commitment to fostering a culture of continuous improvement and resilience among staff

2. Review the resources listed and discussed in the PowerPoint presentation this week. What resources might you use in your practice setting to enhance your leadership skills?  DNP-803- LEADERSHIP IN ORGANIZATION SYSTEMS ASSIGNMENT

As an RN, I believe that the Wharton Nursing Leaders Program offers an excellent opportunity to enhance my leadership skills in my practice setting. Here is how I envision utilizing this program to benefit my professional development:

1. Developing Financial Skills:I understand the importance of financial acumen in healthcare leadership (Wharton Aresty Institute of Executive Education, 2023). This program’s focus on developing essential financial skills will enable me to better understand and communicate budgetary information to my peers and staff, which is vital for effective management in my nursing role.
2. Strategic Leadership Awareness:Gaining awareness of the strategic issues facing my organization and stakeholders is crucial. This knowledge will empower me to make well-informed decisions and navigate the complex healthcare landscape more effectively, ultimately contributing to better leadership in my practice setting (Wharton Aresty Institute of Executive Education, 2023).
3. Enhancing Critical Analytical Skills:As a nursing leader, developing critical analytical skills is paramount. These skills will enable me to manage task forces or project teams more effectively, make data-driven decisions, and lead evidence-based initiatives, all of which are vital for my role.
4. Effective Resource Management:Enhancing my ability to manage resources, both human and financial, is a priority. This skill will help me optimize clinical and administrative performance, ensuring efficient resource allocation and high-quality patient care (Wharton Aresty Institute of Executive Education, 2023).

Another source of choice is the National League for Nursing (NLN) Leadership Institute which presents a valuable resource that aligns with my professional development goals. Here is how I anticipate using this resource to enhance my leadership skills:

1. Comprehensive Leadership Programs: The NLN Leadership Institute offers year-long leadership programs tailored to various career trajectories, including aspiring and emerging leaders, rapid transition into leadership positions, and experienced nurse administrators (National League for Nursing, 2022). I see this as an opportunity to engage in a program that aligns with my current career stage and helps me grow as a nursing leader.
2. Experiential Learning: The emphasis on experiential learning within the NLN Leadership Institute is particularly appealing. As an RN, I understand the importance of hands-on experiences in leadership development. Engaging in experiential learning opportunities will enable me to apply leadership concepts directly to my practice setting.
3. Diverse Audience: The NLN Leadership Institute serves a diverse audience, including faculty, deans, directors, associate deans, and nurse administrators (National League for Nursing, 2022). This diversity offers a rich learning environment and an opportunity to network with professionals from various backgrounds and areas of expertise, broadening my perspective as a nursing leader

3.List any three leadership ideas/concepts that you will “take away” from the course. How do you plan to incorporate these ideas into your practice/work setting?

Effective Communication and Influence: The course has underscored the significance of effective communication and influence in leadership. According to Weberg & Davidson (2021), those aspiring to reform systems must excel in the art of effective communication and building connections across networks, teams, and organizations. I intend to enhance my communication skills by actively listening to my team members, being open to their feedback, and clearly articulating goals and expectations. I will also work on my ability to influence and persuade others by using evidence-based practices and data to support my decisions. In my practice, I will create a more transparent and collaborative environment where ideas and concerns are freely shared, enabling us to make informed decisions and drive positive outcomes.

Resilience and Self-Care: The course emphasized the importance of resilience and self-care for nursing leaders. I recognize that to lead effectively, I must prioritize my own well-being. Equally, someone displaying a strong level of resilience is proficient at anticipating emotional challenges, which are common in-patient care settings, and is skilled at adapting to unforeseen circumstances with flexibility rather than rigidly (Weberg & Davidson, 2021). I plan to incorporate this concept by setting boundaries, practicing self-care routines, and seeking support when needed. By maintaining my physical and emotional health, I will be better equipped to handle the demands of my leadership role and serve as a role model for my team. Additionally, I will encourage my colleagues to prioritize self-care, fostering a culture that values the well-being of both staff and patients. DNP-803- LEADERSHIP IN ORGANIZATION SYSTEMS ASSIGNMENT

Transformational Leadership: I have learned the importance of being a transformational leader who inspires and motivates my team to achieve higher levels of performance and innovation (Kotter & Rathgeber,2016). To incorporate this concept into my practice, I plan to lead by example, setting high standards of care and professionalism. I will actively engage with my team, fostering a culture of continuous improvement and encouraging them to take ownership of their roles. By providing mentorship and opportunities for growth, I aim to empower my colleagues to become change agents and drive positive transformations in our healthcare delivery.

4. Tell us how you did with your weekly self-care goal!

Personally, I find that incorporating regular exercise into my routine is crucial for maintaining my physical and mental well-being. The nature of nursing work can be physically demanding, and exercise helps me build endurance, prevent musculoskeletal issues, and boost my overall energy levels. On that note, this week I managed to go for a short hike. I felt a sense of achievement after successfully completing the hike, it boosted my self-esteem. I also managed to make new friends, and the hike contributed to my goal of attaining physical fitness and improving my mental well-being. I also managed to register for a Zumba class that I will be attending at least twice in a week. Zumba classes provide a dynamic and engaging way to improve fitness, reduce stress, and have fun while exercising.

References

Cox, C. A. (2019). Nurse manager job satisfaction and retention. Nursing Management, 50(7), 1-1. https://doi.org/10.1097/01.numa.0000574644.01720.4fLinks to an external site.

Kotter. J. & Rathgeber, H. (2016). That’s not how we do it here: A
story about how organizations rise and fall – and can rise again. New
York, NY: Penguin Random House, LCC.

National League for Nursing. (2022). NLN leadership institute. Default. https://www.nln.org/education/education/leadership-instituteLinks to an external site.

Weberg D. & Davidson, S. (2021). Future of evidence, innovation, and leadership in health care: A model for leading in change. In Weberg & Davidsons (Eds.), Leadership for evidence-based innovation in nursing and health professions (2nd ed., chapter 1, 14,15,16).

Wharton Aresty Institute of Executive Education. (2023, August 16). Wharton nursing leaders program. Wharton Executive Education. https://executiveeducation.wharton.upenn.edu/for-individuals/all-programs/wharton-nursing-leaders-program/Links to an external site.

 

Amy Schmoll

1. The concepts presented in your textbook are somewhat unconventional when compared with traditional leadership textbooks. Consider the introductory information in Chapter 1 from the first week of class and use one of the exemplars from Chapters 14, 15,  or 16  to write a two-paragraph position/job description for a specific leadership position in your organization and present it in the discussion board. In other words, the leadership description should include leadership terms and concepts from the textbook and include concepts and ideas from the reading assignment this week.

Innovative Leader Wanted for the Role of Chief CRNA Manager

The Chief CRNA manager oversees the nurse anesthesiologists and operations in their practice environment. It is expected that the Chief has experience with leading groups in complex health systems, understands the evidence-innovation-leadership dynamic, is a good communicator, is action-oriented, has transformational leadership qualities, and builds momentum for change, growth, and innovation through evidenced-based leadership practice (Davidson, 2021; Hoying, 2021; Weberg, 2021). The Chief CRNA will be expected to participate in interdisciplinary and interprofessional collaboration with surgeons, anesthesia technicians, pharmacists, nursing managers, and others to facilitate patient care, decrease costs and negative outcomes, and improve patient safety (Hoying, 2021). The Chief will report on how current innovations affect patient and department outcomes at these meetings (Duncan et al., 2021).

The Chief is expected to engage and empower the staff CRNAs. To facilitate employee engagement, the Chief CRNA is expected to perform quarterly rounds on all their staff. This allows staff to express concerns, offer suggestions, and other ideas without fear of negative consequences (Duncan et al., 2021; Hoying, 2021). It is also the responsibility of the Chief CRNA to empower the staff CRNAs by assisting them in setting and facilitating the completion of their career goals (Hoying, 2021). The Chief is also responsible for recognizing employee excellence (Hoying, 2021). The Chief CRNA will be evaluated by employee engagement and staff satisfaction annually following the Press Gainey Employee Satisfaction survey (Hoyer, 2021).

2. Review the resources listed and discussed in the PowerPoint presentation this week. What resources might you use in your practice setting to enhance your leadership skills? 

I enjoyed the Ted Talk by Lars Sumann. Leading yourself first with self-awareness, self-reflection, and self-regulation allows you to be a better leader (Sumann, 2016). I have grown as a leader through self-reflection throughout this course and will continue with this practice!

I will also employ the characteristics of a transformational leader (Arra, 2020); my scholarly project involves coaching a transformational leadership course to improve and sustain our CRNA leadership. I plan to embody these qualities as I continue to grow in my leadership role.

Change management vs. change leadership resonated with me as my organization has undergone significant change over the last five years. My organization has typically utilized change management; a process of ensuring stakeholders buy into the change, and the process stays in control and on budget (Kotter, 2015). Change Leadership utilizes a more proactive process, articulating a vision, mobilizing resources, and promoting a better outcome over time by using a nonlinear process (Kotter, 2015).

Finally, I appreciated the links to ongoing leadership workshops and educational seminars. As doctoral scholars, we can all appreciate that we are lifelong learners, regardless of the stage we are at in our careers. I know my journey will not be “done” when I obtain my DNP, so I appreciate the opportunity for continued enrichment. DNP-803- LEADERSHIP IN ORGANIZATION SYSTEMS ASSIGNMENT

3. What are three leadership ideas/concepts that you will “take away” from the course? How do you plan to incorporate these ideas into your practice/work setting?

The three concepts I will take away from this course are fostering shared decision-making, creating innovation through failure by creating a safe environment for open communication, and empowering my followers. I will foster shared decision-making by encouraging my staff to implement the patients’ preferences into their anesthesia plan, even when it may be more cumbersome (Bomhof-Roordink et al., 2019). As a leader, people need to know that you can be a sounding board for ideas, as well as someone your employees can trust to discuss their failures. Discussing their failures gives them time to self-reflect, as well as for the leader to share their own experiences of failures as an example of how they could change the situation in the future. I will empower my employees by helping them set career goals and facilitating a path to achieve them (Sinek, 2017). I will also provide them with positive feedback and recognition for their achievements.

4. Tell us how you did with your weekly self-care goal! What did you accomplish? What were the barriers if any? What are your plans to incorporate this activity into your weekly schedule moving forward? How has this activity influenced your thoughts about the attribute of “leading self?

While I faltered with my nightly meditation towards the end, I made it a point to do it nights I worked the next day. I could fall asleep quicker and more soundly; I felt refreshed and rested the next day! Barriers were keeping my headphones charged and accessible, as well as not spending too much time searching for the “right” meditation to complete. I will continue incorporating meditation as a part of my pre-work nightly routine. This activity made me realize the importance of self-care and keeping myself healthy. I can only be a good leader if I am rested, recharged, and ready to go the next day!

Arra. (2020, November 19). What is transformational leadership in healthcare. YouTube. https://www.youtube.com/watch?v=blFzrQnqX48

Bomhof-Roordink, H., Gärtner, F. R., Stiggelbout, A. M., & Pieterse, A. H. (2019). Key components of shared decision making models: A Systematic Review. BMJ Open, 9(12), 1–11. https://doi.org/10.1136/bmjopen-2019-031763Links to an external site.

Davidson, S. (2021). Disrupting the undisruptable – Innovation and healthcare education. In D. Weberg & S. Davidsons (Eds.), Leadership for evidence-based innovation in Nursing and Health Professions (2nd ed., pp. 433-461). Jones & Bartlett Learning

Duncan, D., Rutkoff, J., & Spicer, J. (2021). Building diverse partnerships in health care and industry: How organizations must partner to build disruptive futures. In D. Weberg & S. Davidsons (Eds.), Leadership for evidence-based innovation in Nursing and Health Professions (2nd ed., pp. 409-431). Jones & Bartlett Learning

Hoying, C. (2021). Organizing systems for successful innovation: Examples from the field. In D. Weberg & S. Davidsons (Eds.), Leadership for evidence-based innovation in Nursing and Health Professions (2nd ed., pp. 373-408). Jones & Bartlett Learning

Kotter. (2015, January 16). Change management versus change leadership: What’s the difference? YouTube. https://www.youtube.com/watch?v=yseq-v9DFqg

Sinek, S. (2017). Leaders eat last. Portfolio Penguin.

Sumann, L. (2016, June 10). Great leadership starts with self-leadership | Lars Sudmann | tedxuclouvain. YouTube. https://www.youtube.com/watch?v=vlpKyLklDDY

Weberg, D., & Davidson, S. (2021). Future of evidence, innovation, and leadership in health care: A model for leading change. In D. Weberg & S. Davidsons (Eds.), Leadership for evidence-based innovation in Nursing and Health Professions (2nd ed., pp. 3-23). Jones & Bartlett Learning

 

Joy Oche

1. The concepts presented in your textbook are somewhat unconventional when compared with traditional leadership textbooks. Consider the introductory information in Chapter 1 from the first week of class anduse one of the exemplars from Chapters 14, 15,  or 16  to write a two-paragraph position/job description for a specific leadership position in your organization and present it in the discussion board. In other words, the leadership description should include leadership terms and concepts from the textbook and include concepts and ideas from the reading assignment this week.

The Faculty Navigator Program (FNP) examplar addresses the challenges that clinical nurses face when transitioning to a faculty position. It acknowledges that nursing school curriculums do not prepare the students to teach. The nursing programs focus primarily on clinical roles in various specialty areas of nursing and not education. This rings true for me as a DNP student, I have not taken any courses in education curriculum formation or building a syllabus based on learning outcomes. Davidson (2021) explains the need for more faculty educators due to the increasing number of retiring nursing faculty and the declining number of candidates willing to enter nursing education. Clinical nurses are reluctant to enter faculty roles for several reasons including low wages, reports of teaching difficulties, and low job satisfaction amongst faculty educators.

I recently transitioned to education from my clinical job and can relate to this exemplar. Transitioning from a clinical nursing position to faculty education is challenging and not as easy to mater for nurses who did not train to be educators. Although I was not taught how to function in a faculty role, I am using other skills such as critical thinking, resourcefulness, and resilience to navigate this new role. Nursing school taught me valuable lessons on the importance of patient and family education as well as effective communication and professional writing. I am using these skills as I transition into nursing education in a faculty position and hope to learn more skills along the way.

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2. Review the resources listed and discussed in the PowerPoint presentation this week. What resources might you use in your practice setting to enhance your leadership skills?

 

All the leadership skills presented in this week’s PowerPoint are essential to good leadership. I feel the ones that stood out to me were: Leading yourself, communicating and connecting, and building momentum and initiating change. I enjoyed participating in the group personality assignments that offered us a better insight into ourselves. These readings gave clarity into the importance of understanding ourselves and our biases as well as learning how they affect our thoughts, actions, and perspectives. We are better leaders by understanding our weaknesses and strengths and learning how to focus on the strengths of others to do better and grow. Proper communication and building connections are essential for harmony in the workplace. Curado et al. (2022) explain that health communication in the workplace fosters “leader-related influence” and buy-in into the organizational goals, missions, and vision by all team members (Para. 7). Employees will be eager to adopt the organization’s culture and engage in behaviors and decisions that promote organizational and departmental growth.

3. What are three leadership ideas/concepts that you will “take away” from the course? How do you plan to incorporate these ideas into your practice/work setting?

I intend to be an innovative leader who utilizes evidence-based practice to lead my organization to improve patient safety practices and team advancement. I have learned the difference between managing and leading people. To be a good leader, I must understand myself, and my team dynamics and build on our strengths by placing value on team input for problem solutions. Since the healthcare industry is constantly changing, it is imperative that as leaders, we stay abreast of evidence-based practices and innovations in technology. I will keep in mind that leadership is not all about succeeding, but growing and learning from our mistakes and doing better because of the mistakes or failures. This course has taught me many great values and attributes of leadership, including the value of self-care.

4. Tell us how you did with your weekly self-care goal! What did you accomplish? What were the barriers if any? What are your plans to incorporate this activity into your weekly schedule moving forward? How has this activity influenced your thoughts about the attribute of “leading self?

The self-care goal I had was to walk for 30 minutes to one hour three days a week. Overall, I was able to keep my goal but developed an effective routine over time. Some barriers I encountered were bad weather and personal/family illness. To overcome the weather barrier I paid close attention to the weather channel and planned my walks around rainy days/times. When my children were ill earlier last week, I was able to walk for the first two scheduled days but, I missed one day because I fell ill. This exercise has taught me the value of being flexible and adapting to change. I also learned that I love the Texas skies and how pretty they are in the evenings. We recently got some rain in Texas after a long and hot summer and it was beautiful to hear the birds chirping and singing on my walks. I noticed some stress reduction from walking. Walking also gave me some mental clarity to plan for the next day by setting goals and expectations for myself. I intend to continue my self-care goal for the rest of this year.

                                                                                                                                                      

References

Curado, C., Henriques, P. L., Jerónimo, H. M., & Azevedo, J. (2022). The contribution of communication to employee satisfaction in service firms: A causal configurational

analysis. Vision, 0(0). https://doi.org/10.1177/09722629221101157Links to an external site.

Davidson, S. (2021). Disrupting the undisruptable-Innovation and healthcare education. In D. Weberg & S. Davidsons (Eds.), Leadership for evidence-based innovation in Nursing and Health Professions (2nd ed., pp. 441-

446). Jones & Bartlett Learning.

Malloch, K., & Porter-O’Grady, T. (2021). Shifting workforce paradigms: From quantity to value-driven staffing using evidence and innovation. In D. Weberg & S. Davidsons (Eds.), Leadership for evidence-based

          innovation in Nursing and Health Professions (2nd ed., pp.190–204). Jones & Bartlett Learning. DNP-803- LEADERSHIP IN ORGANIZATION SYSTEMS ASSIGNMENT

 

 

Infection Control Breach Analysis Paper

Infection Prevention Breach Analysis

Purpose: Dental Assistants often take the role of an office safety coordinator. Their responsibilities include evaluation of infection prevention processes within the office. It is important that the office safety coordinator possesses knowledge of common infection prevention breaches and the procedures necessary to prevent these breaches from occurring.

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Learning Objectives:

• Describe a mechanism to evaluate the office infection control program.
• Design a program to evaluate infection prevention in the office. Infection Control Breach Analysis Paper

Guidelines: Using the library access or internet search (reputable dental site, CDC, ADA, ADAA, Dentalcare.com), find a journal article in reference to a particular infection prevention breach or common breaches in infection prevention. Present the article to your instructor for approval. Write a summary of the article explaining the breach, evaluate the instance and describe the actions that led to the breach. After thorough analysis of the breach, create a protocol, check-list, or training in an effort to prevent the breach. The solution should reference applicable guidelines for infection prevention in the dental setting. The paper should be 2-3 pages in length using size 12 Times New Roman font, double-spaced. Attach a copy of the article and this rubric to your paper when submitting for a grade.

Student Name: _______________________________________________

Infection Prevention Breach Analysis Rubric
Topic	4 points	3 points	2 points	1 points	0 points	Score/Comments
Article Summary	The infection prevention breach is summarized in a clear and accurate manner.	The infection prevention breach is summarized in one sentence. Infection Control Breach Analysis Paper	The infection prevention breach is partially identified and summarized.	The infection prevention breach is not summarized.	No article or summary submitted.
Breach Evaluation	All aspects of the infection prevention breach are identified and thoroughly discussed.	Most aspects of the infection prevention breach are identified and discussed. One is missing.	Some aspects of the infection prevention breach are identified and discussed. More than one is missing.	Only one aspect of the infection prevention breach is identified and discussed. Two or more are missing.	There is not a breach discussed.
Breach Prevention Protocol	A clear protocol to prevent infection related to this instance is presented. The protocol utilized CDC recommendations.	A protocol to prevent infection related to this instance is presented, but lacks one major guideline. The protocol utilizes CDC recommendations.	A protocol to prevent infection related to this instance is presented, but lacks major guidelines and does not utilize CDC recommendations.	A discussion of prevention is included without a specific protocol. No CDC recommendations are present in the discussion.	There is no protocol presented.
Mechanics and Grammar	Writing is clear and precise. Contains only one spelling or grammatical error.	Contains errors in punctuation, spelling, or grammar that do not interfere with the presentation of the topic.	Contains several errors in punctuation, spelling, or grammar that interfere with the presentation of the topic.	The paper is illegible due to errors in punctuation, spelling, and grammar. Infection Control Breach Analysis Paper	The paper is hand-written.
Total Score						/16

 

Locate and Identify the “Best Levels of Evidence”

Please review the directions for this assignment. The point was to evaluate the strength of evidence of the five studies selected for the literature review.

Locate and Identify the “Best Levels of Evidence”

The final step to the perfect PICO search is to determine the level of evidence within each relevant article. In searching for the best available evidence, a hierarchy exists regarding the level and strength of evidence (see Fig. below). As you review the journal articles found in discussion 4, select those that are based on the highest level of evidence. Locate and Identify the “Best Levels of Evidence”

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Text alternative for Levels of Evidence Pyramid diagram 

Links to an external site.

EBM Pyramid and EBM Page Generator, copyright 2006 Trustees of Dartmouth College and Yale University. All Rights Reserved.
Produced by Jan Glover, David Izzo, Karen Odato and Lei Wang.

Instructions:

1. Review and use the John Hopkins Appendix H Form

1. Download John Hopkins Appendix H Form to locate and identify the best level of evidence to answer your developed PICOT question for the Literature Review (attached the  completed form to this discussion).
2. Title the discussion with the PICOT question.
3. Initial post: Your post should be within a range of 150-200 words and respond to the following question?
   1. Identify the level type of category of the evidence for the literature review.
   2. Now that you see all the studies together identify the overall strength of the evidence (strong, compelling, etc.). Locate and Identify the “Best Levels of Evidence”
   3. Now ask yourself what can be implemented why or why not (feasibility).
4. Peer response: Identify two (2) students that may share a similar question and share with them the purpose of your literature review (1 sentence eg. The purpose of this review is to examine the effects of hydrotherapy on reducing foot edema among chronic CHF diagnosed patients). Comment on their purposes and invite them to join your EBP group.
5. Cite your references APA 7^th  ed. (not included in the length of the post).
6. To see rubric, click on the 3-dot menu  on the top-right side of screen.

To begin the discussion, click on the “Reply” button below.

Need help with Canvas? Review the Discussion Overview

Links to an external site. video.

2017_Appendix_H_Evidence_Synthesis_and_Recommendation_Tool.docx. Locate and Identify the “Best Levels of Evidence”

 

MN610 Assignment—Case Study for Chronic Condition

For this Assignment, you are answer the questions regarding this case study. Please make sure to support your answers using evidence based practice.

Case Study: 

56 y/o Caucasian male presents to the primary care clinic with complains of dizziness and nausea x 4 days. The patient reports he has not been able to get out of bed since the symptoms started. The patient reports symptoms are worse when he tries to get out of bed to stand. He denies any headaches or blurry vision. He states he is urinating more over the last few days and he has noticed increase in thirst. He reports he just drank a large sweet tea before he came into the clinic. MN610 Assignment—Case Study for Chronic Condition

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The patient reports that he is out of his Lantus and metformin because he cannot afford the refill until he gets his disability check. He is disabled after his second CVA that left his with generalized weakness. His medical history includes DM, HTN, CAD. MN610 Assignment—Case Study for Chronic Condition

Upon arrival at the clinic, the patient’s vital signs are as follows- Blood sugar 405, B/P 190/101, HR 102, R-20, T- 98.5.

Using Evidence Based practice, answer the following questions thoroughly. Be sure to use APA formatting.

Use headings while answering questions below:

1. What is the pertinent positive and negative findings in this patient assessment? MN610 Assignment—Case Study for Chronic Condition
2. Create a list of differentials with rationales for this patient?
3. Discuss a medication regimen for this patient considering his financial status?
4. What is the priority concern for this patient?
5. How does this patient’s comorbid diagnosis impact his current symptoms?
6. Discuss how the patient’s’ health beliefs, culture and behaviors impact the potential outcomes for the patient. MN610 Assignment—Case Study for Chronic Condition