Nursing Leadership Role Paper

Leaders are tasked with making decision controversial decisions on a daily basis. These leaders must be transformational leaders that are able to change agents. A change agent is one who helps an organization revamp itself or improve its practices, by focusing on matters such as improvement, organizational effectiveness, and development (Change Agent, 2011). Professionalism is also necessary it enables the leader to demonstrate sensitivity to others while being able to recognize our motivations. The purpose of this paper is to discuss the role of a nurse leader serving on the Integration Oversight Committee who is in-charge of the successful integration of two health care systems, Suburban Health and Downtown Medical Centers. The nurse leader

146). The author chose the authentic leadership model as it builds rapport between the nursing leader and his or her cohorts. These types of transformational leader are good listeners and are open to inputs from followers. As a nurse leader serving on the merging board, the author will consider and incorporate the inputs from the leadership of the Suburban Health since they have been successful over the years. The committee will encourage the Downtown Medical Centers leadership to tap into the array of knowledge of the Suburban Health leadership during organized workshops and training between the two systems. In the words of Marshall & Broome (2017), “…nurses who worked for nurse leaders who exhibited high levels of authentic leadership were more fully engaged in the workplace and reported a greater sense of alignment in multiple areas of their work life” (146). As an authentic leader, the author is optimistic and hopeful that this approach is crucial in merging the two nursing

The individual or organization should be assessed to determine their readiness for change. In order to be effective at this assessment, the five stages of the TTM must be applied. Prochaska, Prochaska, & Levesque (2001), argued that “the TTM is an effective model for organizational change. Thus, it has the potential to influence the entire members of an organization” (p. 249). This author is aware that the most resistance will come from the camp of the nursing group at the Downtown Medical Center. Therefore, the group as a whole should be assessed to determine their readiness for the change of culture. The five stages of change of the TTM should be used. The committee for integration should strategize and start with some of the developmental projects already in place at the Downtown, in order to increase buy-in and minimize