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Nurse Led Group Case Study

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Sally, I appreciate your insightful post regarding beginning nurse led groups on an inpatient psychiatric unit. I know that this can be a challenging transition to go through and your assistance will be instrumental in its success.
Your assessment that the nursing staff appear frozen and lacking motivation to make the necessary adjustments in their work to begin leading groups seems accurate. You describe that the manager has been unsuccessful in unfreezing staff attitudes regarding this change for over two years (S. Rothacker-Peyton, personal communication, July 22, 2017). This speaks to a fair amount of resistance amongst the staff as well as a likelihood of significant barriers to implementing nurse-led groups. It will be important to determine what has failed with this change in the past, as well as what has worked in the successful implementation of change with the same team to determine the best path forward. Furthermore, it is concerning that the nurse manager’s past attempts at communicating regarding quality improvement have resulted in a lack of feedback. As you discussed, it will be very important to build an implementation plan based upon the work described by Middaugh (2017), Heuston …show more content…

As the nurse manager has been trying to implement this change for quite some time now it will likely be challenging to create a sense of urgency, the staff may be desensitized to hearing the message at this point. Furthermore, it appears from your description that the nurse manager has not been able to successfully empower the staff and fully implement change (S. Rothacker-Peyton, personal communication, July 22, 2017). Does she lack credibility with her staff? If so, a strong guiding team as described by Middaugh (2017) will be even more important. Perhaps, they will build the credibility that the nurse manager has been unable to successfully

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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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Motivate the staff by educating them about how powerful tool it is, in reducing the medication error and increasing the patient safety. Build a group of champions in the department to help support the other staff during the change process. Champions will wear a specific colored T shirt with the word “Champion” printed on it. That will encourage and motivate others to work as a team and help each other. Identify the barriers of change, which might be the staff nurses who are skeptical of change.

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The nurse leader should demonstrate expectations for quality care, and motivate those around them to do the same. To achieve this key practice, it is emphasized that nurse leaders need to be clear about their expectations and values when delivering high quality care. Inspiring a shared vision is the next step in becoming an effective transformational leader. This is done through understanding those whom the leader is leading. To create

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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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Transformational leaders, who empower nurses to advocate, understand that communication and professional collaboration are the core ingredients to foster safe nursing care and to collectively advocate for improved health care policies. Of interest, due to communication and collaborative efforts among state hospital associations and the ANA along with the state nurses associations, seven states have enacted safe staffing legislation using the Registered Nurses Safe Staffing Act’s committee approach (ANA, n.d.). Conclusion The essence of an effective nurse leader lies in the ability to inspire and motivate others to action, which begins with communication and professional collaboration skills.

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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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The role of the nurse has always been that of the first point of contact for the patient to the clinical care team. As outlined by the Nursing and Midwifery Board of Australia (2016) the role of the nurse is to advocate, educate, liaise with, and provide adequate and appropriate clinical care to the patient. Additionally, the nurse represents the statistical majority of the Australian clinical team, outnumbering medical doctors at a ratio of almost 4:1 (Australian Bureau of Statistics, 2013) which is consistent throughout all sectors of healthcare. Therefore, the nurse has a powerful and tangible effect on policy and the outcomes for patients in the clinical setting.

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The nurse manager is committed to the job and focus on day-to-day operational

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To solve this issue Barbara needs to redefine a clear role among the nurses and make sure that the role is properly understand by all her staff. She must include advice from her staff to insure that the role definition fit within her unit. She also need to develop a transparent communication mechanism to solve any role

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Another barrier to quality improvement is a lack of leadership and training. There is a nursing shortage especially a gerontology nursing shortage which makes it much more difficult to get all of the staff on board and no time to get quality improvement done correctly if the staff is already spread so thin. By creating more time in nursing school for geriatric training there will be more staff on hand to take care of the patients and do the best quality improvements possible for the patients. The staff also needs to be recognized more for all of their

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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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