Sample Nursing Research Paper on Personal Leadership Portrait

Personal Leadership Portrait

Leadership in the healthcare profession focuses on ensuring that healthcare practitioners maximize their potential and work together collaboratively to promote positive patient results. Leaders have a duty to their organization to support their subordinates and drive the organization towards its goals and overall vision. The roles of leaders in healthcare are dynamic as these leaders focus on employee issues, legal aspects related to the organization and its practice, while at the same time providing their services to patients. Personal leadership characteristics can promote interprofessional relationships, community engagement, and promote change through adherence to ethical leadership principles and resolution of issues related to diversification and inclusivity in the organization.

Personal Approach to Healthcare Leadership

When reflecting on leadership, I already possess several leadership characteristics, which have proven to be effective over time. Some of these leadership characteristics include effective critical decision-making, the ability to inspire others, being open to new ideas, adaptability, being proactive, and commitment to change. My strengths include having the ability to put the needs of others before mine, my focus on organizational goals, being self-driven, and my adaptability to change. Some of my limitations or areas for development include ineffective management of conflicts and holding high expectations for those working with me, which sometimes puts increased pressure on them and affects their work.

My leadership approaches align with concepts related to transformational leadership. This leadership style is based on promoting positive change in organizations. Transformational leaders are also inspirational and are always focused on motivating their employees to reach their maximum potential, can see the potential of other people in their teams, and involve their teams in problem-solving or decision-making. In healthcare, transformation leadership promotes the integration of new approaches to patient care, improves efficiency in service provision, and resolves problems affecting the workers’ staffing and work division issues (Asif, Jameel, Hussain, Hwang, & Sahito, 2019; Sfantou, et al., 2017). My leadership characteristics align with this leadership approach because of my commitment to change and need to address inspire others to perform their roles well.

Other leadership styles that I might integrate into my skills to promote my effectiveness as a leader include improving my conflict resolution skills and my communication approaches. I would improve my conflict resolution skills by learning how to diffuse intense arguments among my team members to ensure that we can work together collaboratively. By improving my communication strategies, I would be able to communicate to my colleagues about the roles they are supposed to perform my expectations of them, inquire from them about their perception of their responsibilities, and answer any questions they might have about their roles. Proper communication will also ensure that the right staff is allocated to patients with complications to promote effective management of the patients and increase the likelihood of positive outcomes among the patients (Clavelle & Prado-Inzerillo, 2018). Adapting these leadership concepts will ensure that those working in my team will not feel burdened by roles that they cannot perform and they will have an open platform to address their concerns.

Interprofessional Relationships, Community Engagement, and Change Management

My approach to leadership, which is based on the application of transformational concepts can facilitate interprofessional relationships, community engagement, and change management. Transformational leadership focuses on inspiring others to share the organization’s vision and work collaboratively towards achieving the goal or vision (Clavelle & Prado-Inzerillo, 2018). By applying this leadership approach, I encourage my healthcare team members and inspire them to work towards the future vision of the organization and their personal career goals. Regarding community engagement and change management, I utilize my leadership approach to examine the changes that the community of population affected by certain diseases needs to improve their health and work with community members and healthcare workers in implementing the changes. Some of the changes that I have implemented through this approach include implementing community education for patients with specific health needs such as diabetics by working with other community agencies focused on community health promotion.

While some of my leadership approaches have been effective in promoting my development of effective interprofessional relationships, community engagement, and my responsibilities in managing change, I have also noted some weaknesses in these areas. Some of my strengths in interprofessional relationships, community engagement, and change management include listening to other people’s ideas and being willing to support them to implement their strategies. I pride myself in being adaptable to change and being able to inspire others to develop positive attitudes towards change, which is important in community engagement and change management as it promotes the uptake of new ideas and health management approaches by the community. My weaknesses in interprofessional relationships, community engagement, and change management include the challenge of effectively communicating my perception of my team members’ potential in performing certain tasks in patient care and allocating them with roles that they might not be able to perform without communicating to them about their competency in the task. In terms of community engagement and change management, in the past, I overlooked the importance of engaging some of the key leaders in community health promotion in my plans, which affected the community’s response to my health programs.

Modern healthcare is characterized by reliance on the best practices of interprofessional communication. Best practices in interprofessional communication should be based on having mutual respect for all the team members, possessing good listening skills, accepting constructive criticism, clear communication, collaboration in problem-solving, and supporting each other (D’Alimonte, McLaney, & Di Prospero, 2019). When comparing my communication skills to these best practices, I notice that I am good at listening to others, respect my team members regardless of their professional background and the perceived hierarchical position of their profession in healthcare, and accept constructive criticism. I also like to work with my team in problem-solving when caring for patients as this promotes the quality of healthcare services offered to the patient. Some of the aspects that I might need to improve to achieve these best practices include communicating my expectations of my team members especially during role division and supporting them in their tasks.

Ethical Leadership Principles and Professional Practice

Ethical leadership principles are applicable in different professional settings. These principles include respect, honesty, a commitment to service, compassion, integrity, being just among others (Hegarty & Moccia, 2018). In nursing, the relevant ethical principles include a commitment to service, honesty, respect, and justice. The application of these ethical principles in terms of patient care would be focused on guiding nursing practice by ensuring that nurses are committed to serving their patients and treating patients equally. Nurses would also be required to respect patients’ wishes regarding the disclosure of information about their health. In terms of the relationship between nurses and other healthcare workers, these principles can be applied through respecting others’ opinions, being honest when giving feedback, and is committed to working with others in interprofessional teams (Peter, 2018). The application of these ethical principles in professional practice creates a good working environment for employees while at the same time helping patients feel comfortable and safe in the facility

Developing an ethical culture in the workplace can help nurses understand the scope of their practice and the ethical standards that they should follow. Some of the best practices for developing an ethical culture in the workplace include introducing ethics education and making it an essential training for nurses and other healthcare workers, sharing reflections on perceptions of ethical principles through regular meetings in the workplace, and practicing shared decision-making regarding moral issues to eliminate the risks of making biased decisions. Research has shown that there is an inconsistency in the type of ethical education offered to healthcare practitioners in their learning institutions, which justifies the need for healthcare organizations to introduce ethics education training (Peter, 2018). These measures would be effective in developing an ethical culture in the workplace.

Addressing Diversity and Inclusion

Healthcare leaders can apply numerous strategies to ensure that they effectively address diversity and inclusion in their organizations. Within the context health, diversity, and inclusion to me mean hiring healthcare workers and offering equal access to healthcare services to people from different races, gender, language, culture, ethnicity, physical ability or disability. Diversity and inclusion are important to effective leadership as it illustrates the leader’s understanding of equality and commitment towards developing a community that accepts different people regardless of their background, sexuality, or disability. An effective leader develops a diverse and inclusive workplace by applying strategies like introducing cultural competency training to help the healthcare workers learn how to address patients or colleagues from different cultures, hiring people from diverse backgrounds, and being a role model by working with individuals from different backgrounds without discriminating against them (Carter, 2020). Leading by example is the most effective way of promoting diversity and inclusion in the workplace.

Diversity and inclusion contribute to improved health care quality as hiring individuals from different backgrounds equip the healthcare facility with a diverse workforce, who can meet the needs of different populations. Patients from certain cultures might feel more comfortable being treated by a healthcare practitioner from their culture. Diversity and inclusivity also ensure that the workforce is equipped with workers who speak different languages and hold varying beliefs, which would align with patients from their backgrounds. Best practices for addressing diversity and inclusion issues entails teaching the workforce about the importance of accepting people from different backgrounds, hiring people from minority groups, connecting with community partners to understand the needs of minority populations, increasing the number of researchers from minority groups to ensure that problems affecting these populations are addressed (Carter, 2020). Diversity and inclusivity can promote a healthcare facility’s ability to offer better services to its patients.

Scholarly Practitioners’ Contribution to Leadership and Professional Development

Scholar-practitioners are individuals who participate in both research and professional work by focusing on bridging the gap between theoretical academics or research and the real world. Their work promotes the development of research that addresses actual problems that exist in the real world. Students advancing their studies while working in their professionals can also be viewed as scholar-practitioners. Critical thinking is important to scholar-practitioners because it helps them make better judgments in problem-solving, helps them to think outside the box and consider alternative solutions for their problems, helps them in developing logical reasons for their conclusions, and challenges them to find solutions to real-life problems (Tyler & Lombardozzi, 2017). Scholar-practitioners influence health care leadership and professional development by identifying leadership strategies that can be employed to improve the overall organization, pointing out programs that can be used to assist the employees develop competent skills, and coming up with strategies to resolve organizational problems.

Aside from their role in leadership and professional development, scholar-practitioners are also important in professional practice. Scholar-practitioners challenge, identify gaps and problems within the healthcare systems, and research ways of resolving them. They also develop innovative ways of improving the healthcare system and service provision approaches. Scholar practitioners are good at expanding the knowledge base of a profession through research and their focus on resolving existing problems. Through their roles in their professional practice, they also identify real-life problems that do not align with theoretical perceptions and find effective solutions for them (Tyler & Lombardozzi, 2017). Their commitment to resolving problems through research promotes the adoption of better caregiving practices in healthcare facility thereby leading to improved patient outcomes.

Effective leadership in nursing practice is based on reliance on ethical principles, developing good relationships with others, and adopting leadership strategies proven to be effective in nursing settings. Being a leader in a healthcare facility can be challenging as the quality of leadership directly affects patient care. Improving my approaches to leadership could promote my relationship with my colleagues and lead to better patient outcomes. Additionally being conscious of ethical principles and the need to support diversity and inclusivity in the workplace are also recommendable ways of promoting effective leadership in nursing.

References

Asif, M., Jameel, A., Hussain, A., Hwang, J., & Sahito, N. (2019). Linking transformational leadership with nurse-assessed adverse patient outcomes and the quality of care: Assessing the role of job satisfaction and structural empowerment. International Journal of Environmental Research and Public Health, 16(13), 1-15. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6651060/pdf/ijerph-16-02381.pdf.

Carter, B. (2020). Achieving diversity, inclusion and equity in the nursing workforce. Revista Latino-Americana De Enfermagem, 28 (e3254), 1-3. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7021476/pdf/0104-1169-rlae-28-e3254.pdf.

Clavelle, J. T., & Prado-Inzerillo, M. (2018). Inspire others through transformational leadership. American Nurse Today, 13(11), 39-41. https://www.myamericannurse.com/wp-content/uploads/2018/11/ant11-Leadership-1024.pdf.

D’Alimonte, L., McLaney, E., & Di Prospero, L. (2019). Best practices on team communication: interprofessional practice in oncology. Current Opinion in Supportive and Palliative Care, 13(1), 69-74. doi: 10.1097/SPC.0000000000000412.

Hegarty, N., & Moccia, S. (2018). Components of ethical leadership and their importance in sustaining organizations over the long term. The Journal of Values-Based Leadership, 11(1), 1-10. https://scholar.valpo.edu/cgi/viewcontent.cgi?article=1199&context=jvbl.

Peter, E. (2018). Overview and summary: Ethics in healthcare: nurses respond. The Online Journal of Issues in Nursing, 23(1). https://ojin.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Vol-23-2018/No1-Jan-2018/O-S-Ethics-in-Healthcare.html.

Sfantou, D. F., Laliotis, A., Patelarou, A. E., Sifaki-Pistolla, D., Matalliotakis, M., & Patelarou, E. (2017). Importance of leadership style towards quality of care measures in healthcare settings: A systematic review. Healthcare (Basel), 5(4), 73. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5746707/.

Tyler, J. A., & Lombardozzi, C. (2017). Ways of thinking, being, and doing: the scholar-practitioner mind-set for successfully innovating HRD. Advances in Developing Human Resources, 19(3):152342231771090. https://doi.org/10.1177%2F1523422317710909.