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Cbl Role Model

502 Words3 Pages

The authors O’Grady and VanGraafeiland (2012) provide informative insight into the role of the Clinical Nurse Leader (CNL) in bridging the gap in health care. The CNL role includes nine broad dimensions: 1) team manager, 2) educator, 3) client advocate, 4) clinician, 5) outcomes manager, 6) information manager, 7) systems analyst/risk anticipator, 8) member of the profession, and 9) lifelong learner (O’Grady & VanGraafeiland, 2012). Through the use of the nine dimensions the CBL may perform such roles as Communicator, Facilitator, Counselor, Teacher, Critical Thinker, Advocate, Change Agent and Diplomat (Marquis, B. L., 2014). However, the primary focus of the CNL is that of patient advocate and providing a bridge in care gaps, whether it …show more content…

However, there was a time frame of almost one year, due to the CNL retiring, that the hospital did not employee a CNL to provide and address inpatient diabetic care needs. In the interim, care needs and education fell upon the hospital nursing staff and individual practices to fill the gap. Numerous studies have shown the benefits of tailored diabetes care and the positive impact of education upon clinical outcomes. The team approach utilizing the leadership of the CNL, staff nurse and providers greatly improve care for all diagnoses not just …show more content…

Moore, Leahy, Sublett, and Lanig (2013) found that nurse to nurse relationships impacte the work environment in either a positive or negative manner. Interestingly, the authors reported that the nurse leader holds the key in fostering a successful work environment. Key characteristics of an effective leader, according to study participants, possessed the ability to apply strategies that resolved poor nurse to nurse relationships. Strategies consisted of a zero tolerance policy, code of conduct, fair treatment, providing education classes and workshops. Through the effective application of these leadership characteristics, the study participants reported feelings of empowerment that contributed to a healing environment, positive employee engagement and organizational commitment. The study findings correlated well with the Leadership Roles discussed by Marquis (2014) in the areas of being a Mentor, Energizer, Buffer, Role Model, Coach, Influencer and Problem

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