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Root Cause Analysis In Leadership Essay

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Discussion: Segment 2 and 4 Wisdom shared by the authors and how it influences our leadership development. Segment 2 Innovation Leadership The authors spoke about leaders today being more future focused, starting with focusing on the mission. Organizational structure should be composed in a way to support what your mission says. Envisioning this to happen is to recognize through innovation that teamwork is essential. That collaboration with team members of all skill sets and being evidentiary is important. Must look at the basics of what innovation is (deep dive) and finally recognize an anomaly or positive deviants that make us think differently, as people have different ideas. Even if the difference irritates us a bit, explore further by …show more content…

If discharge teaching isn’t working effectively for our patients, then how do we get them the sustainable discharge education, instead of being more diligent at discharge time? An innovative leader would say how that informs the real question as we often get caught in process. The root cause analysis only works if premise is correct and the premise is often the problem. Double loop learning is less focused on process, more focused on outcomes. Real question is the outcome value, did something happen to the patient that was positive. A leader sees work from the get, not the do, and ask what the value is being addressed. Innovative leaders make value driven …show more content…

Today, 55% of hospitalizations are 4.5 hours. Many are taking their nine day education and consciousness and trying to pack it into 4.5 hours, leaving them overwhelmed, incapacitated, and exasperated. Change is the only constant in the universe and if you are a professional, change is your work. Don’t change everything all at once, it is a journey. Look at what was accomplished in one day and look at what process things cannot be connected to value and get rid of them, while retaining what gave value to your work and patients. Innovative leaders are agents of change for whatever their purpose is. The work is to change something, which is your work and the willingness to do the things necessary to make sure change is appropriate, rational, doable, timely, and

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During the extended hospital stay, the cost of treatment also increases, sometimes by about 61 percent of the normal charges for treatment (Guse et al., 2015). Evidence based practice has shown evidence that hourly rounding can decrease the general hospital stay significant while at the same time cutting down the cost of treatment through reduction of falls. Nurses against this change complain of increased commitment on other duties, making it difficult for them to attend to their patients within the hour (Marquis & Huston, 2015). It should, however, be understood that hourly rounding may never be successful without teamwork. The absence of one nurse during the hourly rounding should be substituted by another nurse without regular complaints about personal patients.

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By definition a transformational leader changes the status quo by engaging his followers in seeing their own values and therefore the ability to see the vision. Walt was an innovator, constantly challenging the latest technology. He never wanted to compete in the current market; his desire was to create a new market. As each of his visions became reality the next one would appear, never seizing.

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Therefore, as a healthcare leader in the hospital a way to make a difference is to decrease the length-of-stay. In the hospital setting length- of-stay is a prominent issue. Patients are on occasion kept longer due to a test or a procedure. If a procedure becomes postponed the patient has to stay longer, causing their

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Kouzes and Posner found that “we expect our leaders to be enthusiastic, energetic, and positive about the future....a bit of a cheerleader.” Challenge the process looks at how leaders seek opportunities to improve operational effectiveness and develop innovative methods. Inspire a vision finds our common values and addresses our purpose and ties us to our hopes and dreams for a

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Bass & Riggio (2005, pp. 4-8) explains that transformational leaders inspire their followers to exceed their own expectations and perceived capabilities and is comprised of the four components of idealized influence, inspirational motivation, intellectual stimulation and individualised consideration. DuBrin (2016, p.163) suggest that leaders in a time of crisis need to

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Deadlines are not met, a cynical or resentful attitude develops, a persistent sense of fatigue pervades both are the nurse’s personal and professional’s life. Today the proportion of acute patients entering the health care system through emergency

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This vision is greatly in line with the mission of the VA to “Honor American Veterans by providing exceptional health care that improves their health and well-being” (VHA Strategic Plan, 2018). The internal stakeholders of the organization include the directors, departmental heads, nurse executives, employees. The vision for change can be presented to the directors, department heads and nurse executives through board meetings with the help of audio- visual presentations detailing the short- term and long-term goals, and the benefits of the change in the form of timely access to care thereby improving patient satisfaction. The message can be communicated to employees and other clinical staff through staff meeting, and daily

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It takes innovative and sharp mind of the leaders to convince and motivate other co workers in an organization. They find it a bit challenging to make others agreeable in their ideas and concepts due to the individual differences. 3) Rapid growth in technology Innovation, particularly for organizations, is developing at lightning speed. The most recent and most noteworthy apparatuses from only a couple of years prior are currently out of date, and business pioneers may think that its hard to take after each change.

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Even though there is a lot of pressure, high standards of care should be delivered with less manpower on board. Healthcare is complex and requires effective leaders to lead and adopt the change . (Rolfe 2011). Effective leadership is offered as the key to functional and supportive work environment for nurses and other health professionals. Dandson et al.

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Long hours and shortage of personnel can lead to routines of practice, which can hinder the development of patient centered care in hospitals. Even when patient centered care is valued, the demands of caring for many patients at a time can restrict the professionals’ ability to provide physical and emotional support, and respect for their patients’ preferences (Kelly, 2007). Recommendations Patients ought to understand that nurses do everything to ensure their safety.

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The learning need that I identified from this practice issue, are strategies to increase my time-management and prioritization skills. Overall my learning goal is in the first year of practice, I will use time management and prioritization strategies to help with the increased responsibilities and patient load of an RN to help provide safe, quality patient care. I formulated this goal by using the SMART criteria, which are specific, measurable, attainable, realistic, and timed. This goal is specific to my learning need, as I will use tools to addresses my lack of time management skills and my lack of ability to care for an increased patient load. I can measure this goal by looking patient outcomes and satisfaction, along with errors and near misses and lastly reflecting on the care provided.

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TRANSFORMATIONAL LEADERSHIP Transformational Leadership is defined as leadership style focused on effecting revolutionary change in organizations through a commitment to the organization’s vision. (Sullivan & Decker, 2001) Transformational leaders are usually given higher position and are known for their charismatic sense and ability to develop high visions and regards in the work they do. They often give their best performances due to the low morale or self esteem Example: Steve Job, Bill Gates and Ratan Tata. As the existentialist rightly said, we always have a choice, in doing what we already have done or doing that which we have never done.

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Leadership can make contribution of employee’s behavior towards innovation and it has a significant impact on it. DeJong and Hartog (2007) explored the fact that leaders’ behavior could strongly affect employees’ innovation behavior. They stated that managers’ can motivate employees to think differently, make innovations, generate new ideas, by their day to day activities and behaviors toward employees’ and encourage them to apply those ideas

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To innovate successfully a company should develop and stimulate the culture of innovations. When the clear vision for changes is created it should be communicated to the employees to involve them into the change process. Most people do not like changes. But in every company there are people who can become leaders for innovations. The company management should search such people and develop the company environment to stimulate initiative and reward innovations.

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They are enthusiastic individuals are usually seen as active, expressive and energetic. They are often optimistic and open to change with a quick and alert mind set. Transformational leaders in today’s society are better for the organization because in maintaining a business for the long term, leaders need to focus on the overall growth of originality and

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