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Nurse Leader Interview Case Study

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Howley: Nurse Leader Interview I took this opportunity to get to know my leader a bit better. Dorothy Smith is new to South Shore Hospital, and I realized I have not had time to sit and talk with her about what she believes, where she came from, and where she hopes to be in the future. She has held her current position as manager in the South Shore Hospital emergency room for eight months. She came to this position from Tufts Medical Center. Dorothy has her MSN/MBA in HCA. Her MSN was with a focus on leadership. Her MBA had a focus on healthcare administration. She began as a clinical leader within the emergency department for three years. She then assumed an interim manager position for one year at Tufts Medical Center. Dorothy says she is frequently networking with her peers to learn new strategies and problem solve similar situations. She also attended the ONL Leadership Academy to bolster her leadership skills. How does Dorothy see the current overall effectiveness at South Shore Hospital, and how would she change it if she could? The CNO at South Shore Hospital is very visible and involved in all areas. Dorothy would like to see more general leadership meetings that include directors and managers across the organization. Dorothy states that it feels as though the …show more content…

Dorothy describes herself as a transformational leader. Dorothy believes in employee development and encourages self-management for the staff when possible. Dorothy perceives her leadership style to be democratic. Dorothy wants to focus on trying to change the negative perceptions staff has experienced in situations involving change, past and current. Dorothy's perception of masculine vs. feminine style, well, that depends on the situation in which she finds herself. Dorothy feels she can go either masculine or feminine in her communication style depending on the respo nse and language used within the

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Specific practice setting is an inpatient acute care Mental Health & Behavioral Science (MH/BS). As a registered nurse in this Mental Health setting Ms. Greene provides leadership skills using the problem- solving process, solution-focused and has the ability to inspire staff members. She collaborates for the improvement of veterans’ care outcomes on the mental health behavioral science unit. She serves as a preceptor, mentor, and role model to current healthcare staff members and newly hired staff involved in the care of our veterans on the ward. Ms. Greene demonstrates experience in the following areas: leadership, advocacy, delegation, problem solving, intervention, collorbaration, planning, and priortozing .

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Delegation Paper Breanna Lake Department of Nursing, Davenport University NURS433: Nurse Manager and Leader Professor Debbie Bosworth February 17, 2023 Delegation Paper Introduction For my leadership experience, I spent seven weeks on a medical-surgical unit in Hastings, Michigan. I worked alongside my nurse preceptor on night shift, and as the clinical experience unfolded, I learned numerous new skills and gained knowledge that will be extremely beneficial moving forward in my nursing career. I evaluated the hospital’s mission statement, the leadership and communication styles among team members, and I evaluated how my skills and leadership style evolved over the course of the clinical rotation. General Information

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(2008). I would like to challenges Chief Nurse Executives (CNEs) to lead the journey and highlights how patients, their families, and health care organizations would benefit immeasurably if CNEs stepped forward and accepted this leadership role, then and only then can the best practice changes begin to improve what we as nurses already know. The processes of leading are intended to enable more people to develop into leaders and more people to share the roles of leading, to enhance the quality and safety of patient care (Stone P. Hughes R, Dailey M.

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When I interviewed Larnette Gonzales a Front Desk Coordinator at an emergency addiction center I was a bit eager to hear her concerns and opinions about working in a high paced medical environment. I learned that being a front desk coordinator is not a stress free career in an addiction healthcare setting, because you are dealing with many people with all sorts of mental and medical problems. I would have to say that Larnette has a lot of patience when it comes to the barriers she stated when the patient is being checked in with a family member or is still at the denial stage of their addiction. I did learn that in order for a hospital, clinic, or any health care environment the team leader of a Physician has to set the example for the rest of the staff to follow. For example, Larnette stated that they have weekly meeting and they are able to state their concerns without any harsh criticisms and the Physician tries to set up weekly lucheons, so that they can have a good work place and personal relationship with one another and come together as a family.

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Leadership is the ability to guide or influence others with an objective of achieving a desired outcome. It involves influencing beliefs, opinions, values, perceptions, or behaviors of an individual or a group, and it is an amalgamation of inherent personality traits, learned skills, and it is a response to situational stimuli. I believe that, at any particular moment, where two or more individuals are interacting, one of them will emerge as the leader the other(s). To me, this means leadership role is fluid, and it changes as situational stimuli changes. For instance, during interpersonal interaction involving two individual, the leadership role has potential to shift from one individual to the other, as the situational stimuli changes.

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Nurse Practitioner Interview I spoke with a friend’s sister, a recent graduate DNP, who works as a women’s health NP at a public health clinic system in Utah. Role The role of the women’s health care nurse practitioner can vary widely depending on the setting. J. Yale sees patients for both annual visits as their main care provider and for gynecological issues (personal communication, September 9, 2016). “Many people don’t realize you can do annual visits,” she said, “for example, I can treat someone for high blood pressure in the clinic, in an office setting.”

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For my senior project I job shadowed a registered nurse on the Acute Rehab floor at Mercy General Hospital. My goals for senior project were to learn the basic skills a nurse needs to help a patient and to learn how to interact with different types of personalities. My mentor for my project was Michelle Whitten, she has been a nurse for two and a half years. Michelle has a B.S in nursing and a B.A in human development. She is certified in cardiopulmonary resuscitation CPR, Basic Life Support BLS, Advanced cardiac life support ACLS, Pediatric Advanced Life Support PALS, Cardiac Monitoring, MPR, and Certified Rehabilitation Registered Nurse CRRN.

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Leadership has many definitions. Chin, Desormeaux, and Sawyer (2016) define leadership as a relationship between followers and a leader with the intent to promote change through a mutual vision. Therefore, leaders are active influences in the outcome of organizations, through their decision-making, strategies, and influence on followers (Dinh et al., 2014). Additionally, in the nursing context, it has been documented that a leader 's style plays a factor in patient outcomes (Fischer, 2016). Indeed, in an ever-changing, complex health care environment, nursing leadership has become a crucial factor in managing challenges and maintaining patient safety (Fischer, 2016).

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However, there are certain strategies that can overcome these barriers. For instance, the nurse’s resistance to change and poor communication of objectives is overcome by constant communication of the benefits of this leadership style not just through word, but also through actions until they understand its

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Specifically, 1) We explain and analyze how well Barbara Norris done in her first month as a nurse manager and describe her management control approach to performance improvement. 2) We more specifically, evaluate the adequacy of changes Barbara Norris is trying to make. 3) We recommend an action plan for Barbara Noriss to improve staff 's performance.

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I have had the privilege to interview The Senior Chief Nurse Administrator/Health Research Analyst of the James A. Haley VA Medical Center. Dr. Jola Massengale Worked as a Registered Nurse for over twenty years, and in 2011 she earned her doctorate in Nursing Health Administration. Short after her graduation, she was promoted to Chief of Nursing Research, and two years later, she became the Senior Chief Nurse Administrator/Health Research Analyst. She was chosen for this interview because, in 2016, she was one of the key leaders to revamp the way the organization conducted their Las strategic planning process. Although the meeting was scheduled for one hour, it only lasted thirty minutes since Dr. Massengale was called away by the Hospital

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In order to transform any industry, a laser-focused dedication is needed. In my opinion, Elizabeth Holmes is absolutely a visionary leader with entrepreneurial focused approach. She dropped out as a sophomore at Stanford and founded her evolutionary diagnostics company with a vision to transform the healthcare landscape. Strong belief in mission is another quality, which made her able to disrupt the existing market with well-established leaders. It is always difficult to judge if the hype matches, but in case of Ms. Holmes, her drive to transform healthcare demonstrates that she may actually be successful in her

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1. INTRODUCTION T. S. Eliot (1943) once wrote, “We had the experience but missed the meaning”. We can have all the experiences in the world, but if we missed out on reflecting, how would we be able to find the meaning? In this reflection of an interview we were tasked to complete, I will be adopting Gibbs’ (1988) reflective cycle to help me in the describing, exploration of feelings, evaluating analysing, identifying implications, before concluding and writing the action plan. 2.

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They are able to connect, communicate and coordinate across multiple departments, professional opinions and voices, and the daily schedules of patients. Advocating and designing care with the patient and family is a true skills set and cultural attribute that adds tremendously to a culture of safety and patient – centeredness but requires the most able leadership to build these bridges across the many professionals engaged in care. Building this culture is a leadership challenge and there is no one in my experience better able to make these changes than nursing leaders ( Maureen Bisognano, 2009). Nurses should not just be at the bedside or within the nursing community but must be involved as leaders and decision – makers throughout the healthcare system. As Maureen Bisognano (2009) points out, the best nurses are accomplished envoys among different players and interests involved in direct patient care, which is a skill needed throughout organizations and businesses, not just in hospitals or

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