Reflection on Leadership..

11 weeks ago (before my leadership course) I was asked what my definition and thoughts on leadership were.. and here is what I said..

Leadership is:

"the process of leading people by being a role model, working together as a team, and sticking up for what you believe is right. I believe a strong leader motivates, challenges, and is aware of imperfections. Leaders can see things in  others that others do not see in themselves."

I would say now after taking an RN leadership course, simulation on leadership, and clinical I would say that I agree with my definition 11 weeks ago, although I would add that leadership is not just in a "management" position, but there is a leader in everyone. It is where people step up when they are motivated by a challenge or commitment. Some leaders are better then others, however I believe that becoming an RN inquires certain leadership skills and it requires the ability to delegate and supervise the work of others.

I believe that a great leader possesses these qualities:

• Honesty
• flexibility
• Visionary
• positive attitude
• high energy
• knowledge
• Emotional stability
• Social intelligence
• Confidence
• Courage

There is a leader in every:

• group
• family
• team
• committee
• Individual

Here are 2 of my favorite quotes of leadership:

I challenge you to reflect back on some of your first thoughts on leadership..

Leadership & Managing Dysfunctional Group Members

The role of a leader takes on the role as a facilitator. Leaders (especially during group activities) must observe group member actions and be prepared to control or redirect disruptive behaviors. Some disruptive behaviors are listed below along with some leadership strategies:

Compulsive Talkers
Individuals who are obsessed with talking, they talk all the time and may interrupt others to talk.

Leadership strategy: Thank them for their input, and ask to hear from others to guide and open communication to be more effective. Another strategy is meeting one to one to give constructive feedback, sometimes they may not realize they are doing it.

Non-talkers
The "quiet ones."

Leadership strategy: Leaders can ask them to write down and submit ideas. They can also prepare these members with topics before meetings, because sometimes these individuals just need time to think through their thoughts.

Squashers
Individuals who try to squash the idea before it is even brought forward.

Leadership strategies: Reinstate that there will be no analyzing or negative talk about ideas until they are all brought to the table. Can also allow the negative input for a certain amount of time, then move the group beyond it (like barriers vs. benefits).

Busybodies
These individuals aren't real committed, they frequently arrive late, leave early, take personal messages/cell phone calls during meetings/work, and just simply want to show up for a few minutes but don't contribute anything.

Leadership strategy: find ways to engage these individuals and make them accountable for something during meetings or other group settings.

Conflict Resolution

Leaders among organizations have a very important role in resolving conflict. They must find ways of managing conflict and developing effective work relationships to create healthy work environments.
 
Conflict is a part of life because of the complexity of human relationships. Because each person is unique and possesses their own value system, and understanding how to maneuver around and manage conflict is a very important role of an effective leader.
 
Conflict management techniques stress the importance of communication, assertive dialogue, and empathy. Here is a list of 11 methods for conflict resolution:


Avoiding-
"If I do not acknowledge that there is a problem, then there is no problem." Never acknowledging that there is a problem or a conflict that exists.
 
Withholding or withdrawing-
One party opts out of participation, withdrawing them self from the situation.
(This does not resolve the conflict, but does give individuals a chance to calm down)
 
Smoothing over
 Parties do not withdraw, but they simply attempt to make everyone feel good. Using verbal communication to defuse strong emotions.
For example: "everything will be OK."
 
Accommodating-
Used when there is a large power differential. Meaning that the lesser power gives up their position in deference to the more powerful party.
"Kill the enemy with kindness."
 
Forcing-
This is a dominance move when an issue may be forced on the table by issuing orders or a majority rules vote. This is an all-out power strategy to win.
"Lets vote on it"
 
Competing-
Assertive strategy where one parties needs are satisfied at the other. This is an all-out effort to win at any cost.
 
Compromising-
Useful when goals or values are markedly different.
"Splitting the difference."

Confronting-
Assertive strategy focusing on the issues. Individuals speak for themselves but in a way that decreases defensiveness and allows another person to hear the message. "I" and "you" are avoided.
 
Collaborating-
Parties work together to find a mutually satisfying solution.
"Two heads are better than one."
 
Bargaining or negotiating-
Attempts to divide the rewards, power, or benefits so that everyone gets something. They involve both parties in a back and forth effort at some level of agreement.
 
Problem solving-
This is to try and find an acceptable, workable solution for all parties Generates feelings of gain by all parties reaching a mutually agreeable solution to the conflict.

Huber, D. (2010). Leadership and nursing care management. 4th edition. Maryland Heights, MO. Saunders, Elsevier Health Sciences.

I know that I definitely have to work on my conflict strategies because I avoid conflict all together if I can. I avoid conflict because I seem to get really emotional when I am involved with conflict. When I am in conflict, I try to do the best I can to get the best outcome. Sometimes it works, other times it doesn't. I feel like a lot of it depends on the other person(s) response to conflict as well.

Charge Nurses and Leadership

 

 

Charge nurses are experienced registered nurses who have displayed leadership, management and communication skills. They are responsible for managing, supervising and assisting the nursing staff, providing administrative support and patient care. A hospital, clinic or health care facility may have several charge nurses, each responsible for a different shift, department or specialized unit.



Some duties consist of:

• Directing admissions
• Discharge and managing the general patient flow
• Assigning nurses and support staff to patients
• Creating schedules
• Maintaining adequate supplies
• Informing staff of changes to protocol
• Resource for staff

 While daily goals must be met, effective charge nurses are flexible and are able to prioritize and adapt during emergencies.

In my experience at work, charge nurses have 10+ years of experience, but also as little as a year. Some recent graduates in the last five years are already in the charge nurse position in their careers. Charge nurses are very resourceful for all staff members, and I feel that the most successful charge nurses are the ones who can make all staff feel comfortable to ask for help. The flow of the whole day can really depend on the leadership skills a charge nurse possesses.  In some cases the charge nurse position looks stressful,  but I eventually would like to obtain that role.

The Golden Circle By: Simon Sinek

Simon Sinek and his TED Talk about how "Great Leaders Inspire Action."

 
He brought up certain leaders like the company Apple, Martin Luther King and the Wright Brothers.
 
He brings up some really inspiring concepts, one of them  includes the "Golden Circle." This explains why some organizations and some leaders can inspire where others cannot.

GOLDEN CIRCLE

WHAT: Every organization knows what they do

 HOW: Only some know how they do it

WHY: Very few know why they do it. (Purpose, Cause)










The way we think, act, and communicate is usually from the outside in (what-why). We do that because it is usually the clearest to the most fuzziest.
 But the inspiring leaders and organizations regardless of their size or industry communicate from the inside in (why-what).

"People don't buy what you do people buy why you do it" "What you do serves as he proof of what you believe."

He really made a great point that to be inspiring you have to believe in the "why." We have to know why we do what we do, because if we don't we wont be able to obtain the trust of others.

What Leadership Style Are YOU?

There are many different types and styles of leadership. Some are successful where others are not successful. Leadership styles are "clusters" or different kind of behaviors that are used to influence others.
Different styles have different outcomes, and it is very important as a leader to be aware of your leadership style and the way you deliver it. Three distinct leadership styles that I have heard mostly talked about have been:




Authoritarian
Democratic
Laissez-Faire









Authoritarian:

This style uses directive behaviors. Leaders tell the followers what to do and how to do it.

There is also a clear division between the leader and the followers. Authoritarian leaders make decisions independently with little or no input from the rest of the group. Authoritarian leadership is best applied to situations where there is little time for group decision-making or where the leader is the most knowledgeable member of the group.

 

Democratic:

Generally the most effective leadership style. Democratic leaders offer guidance to group members, but they also participate in the group and allow input from other group members. Participative leaders encourage group members to participate, but retain the final say over the decision-making process. Group members feel engaged in the process and are more motivated and creative.

Laissez-Faire

This leadership style offers little or no guidance to group members and leave decision-making up to group members. There is little leader participation. This style can be effective in situations where group members are highly qualified in an area of expertise like fully independent care providers or professionals working together.

 

I believe that a true mix of all three would make a great leader. I would say I am more of a democratic leader. Giving others who are involved some say in the decision making process because I believe that the best outcomes come out that way.

What are your thoughts? What kind of leader are you?

Relationship-Based Care

Jayne Felgen, President of Creative Health Care Management

At my recent nursing forum we were very honored to have Marie Manthey come speak. Within her speech she shared a personal story of hers back when she was around 5 years old. Back then parents had really short visiting allowances and so felt very lonely. However, she had a great nurse who made a huge impact on her by coloring in her coloring book. So from being influenced by the nurse who colored in her coloring book she knew she wanted to become a nurse because she wanted people to feel cared for just like she was. Marie Manthey is a founder of Creative Health Care Management. Creative Health Care Management really focuses on transforming cultures through relationship-Based Care.

Relationship Based care (RBC)
"A culture transformation model that improves safety, quality,  patient satisfaction by improving every relationship within an organization (Creative Health Care Management (CHCM), 2012)." This is important to the health care world culture because their is a reconnection of purpose and meaning of work and the art of teamwork is a true commitment rather than a burden. RBC also makes patients and their families feel better cared for because they feel connected to their health care and the professionals within.

Improving 3 critical relationships by implementing Relationship-Based Care

1. Relationship between caregivers and the patients and families they serve
 "In RBC the caregiver-patient/family relationship is one in which the caregiver consistently maintains the patient and family as his or her central focus (CHCM,2012).

2. The Caregivers relationship with self.
Without a clear understanding of one’s self, a person’s emotional reactions may adversely affect their capacity for care giving and teamwork.

3. The relationship among members of the health care team.
"The delivery of compassionate quality care requires a commitment by all members of the organization within all clinical disciplines to accept responsibility for establishing and maintaining healthy interpersonal relationships" (CHCM, 2012).

I really think relationship-Based Care can really make some huge improvements in the health care system. We want all of our patients to get the best quality care we can, and this gives them the that. Sometimes I feel we lose sight of the partnership that needs to be created when taken care of others. We get so wrapped up on how busy we are, and just don't take the time to slow down and appreciate everyone involved in what we do. I am very inspired about this model and also by Marie Manthey who I have talked about before in past posts. I want to be that nurse who makes an impact and inspire others.

References:
Creative Health Care Management. (2012). Relationship-Based Care. Retrieved from http://chcm.com/relationship-based-care/