Discus about the effective leadership that is engaged in both “personal leadership behaviors” and “professional leadership behaviors.
Effective leadership is an attribute that is engaged in both “personal leadership behaviors” and “professional leadership behaviors.” All nurses develop recognition of the need of the patient for liberal and right for privacy, and they assess the patient's level of readiness to get an understanding of their relationship. In this context, the "delivering patient-centered care" of IOM will be discussed in order to understand the development of professional leadership regarding "SMART-formatted goal” (Kerry & Mullan, 2014).
SMART Goal Format:
Specific – Those registered nurses who are involved in the critical care departments, the patients and the family members of the patients. The goal of such a nurse should be to bring out the dying patient out of danger and offer a comfort level. The goal can apply immediately after the patient is admitted to the hospital.
Measurable - The role of such a nurse is to follow up directly with the doctors and work in collaboration with the nursing team and the pharmaceutical department. This can be brought about by the significant education tools and act as an effective caregiver.
Attainable - The goals can be attained by collaborating with the other nurses and especially with the doctors using various educational tools and assessing different types concerns related to the caregiver.
Realistic – Yes, the goal selected is realistic and also obtainable. Saving and providing comfort in the life of the critical patient is a challenging but a significant job in the life of such a nurse. Dedication, collaboration, and care could help to achieve success.
Time bound – The time required to develop the leadership in this field will require at least a year. In order to be competent in this field one year duration is must to be acquainted with the task of the critical care (Alexandrou & Swaffield, 2014).
In one of the literature review reveals that “Leadership and followership competencies” are a serious capability for nurses. According to Huber (2013), “Nursing turnover” continues to impose major challenges at every level of health care. Another study states that “Longitudinal research” is required to generate new proof of the relations between “nurse turnover” and linked costs, and the affect on the health care team and patients. In one of the literature review, it was explained that "structural empowerment and social capital are valuable resources for staff nurses that promote work effectiveness and high-quality patient care.” The review of a recent study provides an insight into the fact that "transformational nursing leadership” brings about managerial change and provides vision, financial and human resources and time that authorize nurses to comprise “evidence in practice” (Hamric et al., 2013).
Plan of action:
"A change management or action plan should show all the planned change activities against the project milestones." The first step of the action plan is to identify the goal. In this case, the goal is providing patient-centered care. “This involves making a list of all the tasks required in order to deliver each objective, and if, necessary, all the actions required for each task.” The second plan of action will be to identify the resources and people involved in the plan of action. Such as the doctors, other nurses, pharmaceuticals all will act in collaboration by identifying the specific role of each other. Thirdly, the time must be taken into consideration. It is important to identify the key objective and time required in completing the patient recovery process. Fourthly, the process needs to be measured regularly. The action plan should be reviewed by the leadership quality and group performing together on a normal basis to make sure the patient is properly cared or recovering. It will also permit new risks to be recognized and handled. Lastly, risk problems need to be recognized. The action plans normally after identification involves administration of medication consulting the doctors, “receiving pre-operative and home instructions” and monitoring of the condition, recording of the fluctuations in results, “watching for complications,” discharging the patient, etc. (Symonds & Tapps, 2016).
On the basis of the patient-centered care, the nurse needs to work according to the plan of action based on the SMART-format goal. The conclusion that can be drawn based on this context is that the ongoing effort provided by the caregiver should be effective and in collaboration with other health care professionals will lead to the development of an atmosphere that could be conductive to the patient to foster their growth.
Alexandrou, A., & Swaffield, S. (Eds.). (2014). Teacher leadership and professional development. New York, NY: Routledge.
Hamric, A. B., Hanson, C. M., Tracy, M. F., & O'Grady, E. T. (2013).Advanced practice nursing: An integrative approach. Elsevier Health Sciences.
Huber, D. (2013). Leadership and nursing care management. Elsevier Health Sciences.
Kerry, V. B., & Mullan, F. (2014). Global Health Service Partnership: building health professional leadership. The Lancet, 383(9929), 1688-1691.
Symonds, M. L., & Tapps, T. (2016). Goal-Prioritization for Teachers, Coaches, and Students: A Developmental Model. Strategies, 29(3), 34-38..
Yoder-Wise, P. S. (2014). Leading and managing in nursing. Elsevier Health Sciences.