Week 1 Nursing Leadership and Quality Discussion
Respond to the Following
RE: Discussion – Week 1 – Main Discussion Post
Main Discussion Post:
Post a brief description of your identified strengths and explain how and why they are beneficial in your role as a nurse leader-manager.
One critical component in healthcare quality, growth, and an environment fostering leadership is organizations recognizing employee strengths. It is a common practice to focus on identified weaknesses; however, Buckingham (2011) suggests that if the focus is centralized on only the problem and fixing it, the problem continues to build and build. After completing The Gallup CliftonStrengths assessment, my top five dominant signature themes include achiever, learner, futuristic, relator, and competition. Being cognizant of these themes helps a nurse leader identify their most significant potential in strength development (Rath, 2007).
These strengths can assist leadership in yourself, as well as other employees, by gleaning a purposeful career. Utilizing your strengths paints a path for clear professional direction (Cooper & Cottrell, 2010). Scoring highest as an achiever, I have a constant desire for achievement (Rath, 2007). I will put in the endless hours needed to research needed data for a work plan, investigate to correlate the most appropriate evidence-based strategy for a grant application or provide a simplistic yet detailed timeline of the tasks required to complete to achieve an organizational goal. An achiever is an executive domain category; I know how to think outside of the box to achieve the goal or target at hand (Gallup, 2017).
Learner and futuristic themes scored second and third highest in best exemplifying my strengths. In public health, there is a revolving door of funding opportunities and budget restraints due to federal changes or cuts, signifying a leader bountiful in thinking of the big picture or future blueprints of the organization’s capabilities. Both learner and futuristic tendencies fall into the strategic thinking domain and help the team stay driven on future possibilities (Gallup, 2017). Relator and competition round out the last two strength themes I uphold. Other employees feel as if they can relate to me, and I could be beneficial to them to counsel, brainstorm, or provide valuable insight (Rath, 2007). Having a competitive force in public health is invaluable when applying for competitive grants, it is the fuel that feeds my motivation to help our department propel.
Explain at least two strategies for applying your leadership strengths in a health care organization to improve quality and safety.
One of the most intriguing strategies for applying my leadership strengths in nursing is staying on my toes through risk-taking to enhance quality care. Taking a risk encompasses trying a new method to establish the same result benefiting the patient (Laureate Education, 2013d). If funding is reduced, how can our organization utilize community health workers (CHW) to provide competent services our current registered nurses (RN) are? CHW salaries are significantly cheaper than RN salaries, thus saving the organization dollars to provide the same outcome. Another essential leadership strength strategy is to take the time to self-reflect and be knowledgeable in my weaknesses.
By doing so, I come to understand better other coworkers who excel in these areas providing a growth opportunity for both of us to work together on through coaching (Laureate Education, 2013d). Coaching yields a fulfilled environment full of motivation (Cooper & Cottrell, 2010). Lastly, the strategy that has taken time and patience to practice is releasing control and allowing other employees to assist in areas you never once dreamed of being teamwork. “It is most important for a leader to have the willingness to give up control” (Laureate Education, 2013d). In doing so, the leader is now a nurse advocating as a change agent, generating growth, innovation, and quality opportunities for those they serve.
Buckingham, M. (2011). Strong leadership. Leadership Excellence, 28(1), 5.
Gallup. (2017). CliftonStrengths Domains. Retrieved from www.mycontent.gallup.com.
Cooper, H., & Cottrell, R. R. (2010). Charting your career path through clear professional values and purpose. Health Promotion Practice, 11(1), 13-15.
Laureate Education (Producer). (2013d). The nurse leader. Retrieved from https://class.waldenu.edu.
Rath, T. (2007). Strengths finder 2.0. New York, NY: Gallup Press.
Do You Have Any Other Essay/Assignment/Class Project/Homework Related to this? Click Here Now [CLICK ME] and Have It Done by Our PhD Qualified Writers!!