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Phillips J, LaFond C, Stifter J, Abraham A, Morrow SW, Richard AL, Brown F. Surge Planning and Implementation: A Required Competency for Today's Nurse Leaders. J Nurs Adm 2021; 51:573-578. [PMID: 34690301 DOI: 10.1097/nna.0000000000001066] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
The ability to respond effectively and efficiently during times of crisis, including a pandemic, has emerged as a competency for nurse leaders. This article describes one institution's experience using the American Organization of Nurse Leaders Competencies for Nurse Executives in operationalizing the concept of surge capacity.
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Affiliation(s)
- Janice Phillips
- Author Affiliations : Director of Nursing Research and Health Equity Nursing Administration/Associate Professor, Rush University College of Nursing (Dr Phillips); Director, Leadership Innovation and Collaboration, Rush University Medical Center, and Associate Professor, Rush University College of Nursing (Dr Lafond); Vice President of Perioperative and Interventional Services and Professional Nursing Practice, Rush University Medical Center and Assistant Professor, Rush University College of Nursing (Dr Stifter); Vice President Patient Care Services, Rush University Medical Center and Faculty Assistant Professor, Rush University College of Nursing (Dr Abraham); Vice President, Patient Care Services, Hospital Affairs, Rush University Medical Center (Dr Morrow); Senior Vice President, Hospital Operations & Chief Nursing Officer, Rush University Medical Center, Chief Nursing Executive, Rush University System for Health, and Associate Dean for Practice, Rush University College of Nursing (Dr Richard); Assistant Professor, Rush University College of Nursing (Dr Brown), Chicago, Illinois
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Abstract
Nurses and nurse leaders are working in unprecedented intense and demanding environments, and the COVID-19 pandemic continues to place strain on their mental well-being. If stressful work conditions remain at extraordinary high levels, nurses and leaders may ultimately leave their positions, creating even more uncertainty in the workforce. Enhancing individual resilience has become a superficial response in retaining nurses during a global nursing shortage. We argue that resilience is not solely an individual responsibility. Rather, resilience it is a mutual responsibility between the individual and the organization. In this article, we discuss how nurse leaders can foster organizational resilience while also enhancing their own individual resilience within the current pandemic environment, and as we transition to a post-COVID environment.
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Affiliation(s)
- Sonia Udod
- Author Affiliations: Assistant Professor (Dr Udod), College of Nursing, Rady Faculty of Health Sciences, University of Manitoba, Winnipeg, Manitoba; Professor (Dr MacPhee), School of Nursing, University of British Columbia, Vancouver, British Columbia; Associate Professor (Dr Baxter), McMaster School of Nursing, McMaster University, Hamilton, Ontario, Canada
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Abstract
OBJECTIVE The purpose of this study was to determine chief nursing officer (CNO) perspectives on how to sustain the infrastructure required for successful American Nurses Credentialing Center (ANCC) Magnet® redesignation. BACKGROUND American Nurses Credentialing Center Magnet designation is a prestigious achievement reflective of years of dedication, innovation, mentoring, and leadership support. As challenging as the initial attainment of Magnet status can be, sustaining the success and becoming redesignated is considered even more difficult by many CNOs. However, there have been no published reports indicating how to be successful in Magnet redesignation. METHOD A grounded theory qualitative approach was used, and data were collected through telephone interviews with CNOs who had successfully attained at least 1 redesignation. RESULTS Fourteen CNOs participated; data were organized into 6 themes and 15 subthemes describing the critical elements for Magnet redesignation. CONCLUSION Relationships among the 6 themes and subthemes are theorized in the form of a wheel with 6 spokes. When "set in motion," the wheel gathers momentum and all of the model elements become coalesced into the organizational ethos.
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Affiliation(s)
- Linda D Urden
- Author Affiliations: Professor (Dr Urden), University of San Diego Hahn School of Nursing and Health Science; Director of Education and Professional Advancement (Dr Baclig), AMN Healthcare Education Solutions, San Diego; and Clinical Nurse Specialist (Dr Sanchez), Nursing, Keck Hospital of USC, Los Angeles California
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Abstract
Nurse scientist (NS) roles in clinical practice settings are key components of The Future of Nursing and ANCC Magnet® recognition. Despite increased opportunities for NS roles, leveraging these roles to advance nursing science remains at an early stage. We describe opportunities and challenges for NSs in clinical practice settings, highlighting the value of a strong partnership with chief nurse officers as critical for the success of NSs and outcomes associated with these roles.
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Affiliation(s)
- Bradi B Granger
- Author Affiliations: Professor (Dr Granger), Duke University Health System and Duke School of Nursing, Durham, North Carolina; Director of Nursing Research/Adjunct Associate Professor (Dr Johnson), Banner Health/University of Arizona College of Nursing, Phoenix, Arizona; Assistant Professor/Nurse Scientist (Dr Norful), Columbia University School of Nursing, New York Presbyterian Hospital, New York, New York; Nurse Scientist - Research Coordinator/Adjunct Professor (Dr Westlake), MemorialCare Shared Services, Fountain Valley/ Azusa Pacific University, Azusa, California; and Associate Professor (Dr Tracy), University of Minnesota School of Nursing, Minneapolis, Minnesota
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5
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Friedman A, Hancock B, Thompson PA. Data-Based Self-awareness as the Foundation for Effective Leadership. J Nurs Adm 2021; 51:478-480. [PMID: 34550100 DOI: 10.1097/nna.0000000000001049] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
The AONL Nurse Executive Fellowship supports nurses who are new to an executive role in developing critical executive competencies. Participants engage in an in-depth specialized assessment process to help them understand themselves and the impact on their leadership. Learnings from the 1st 2 cohorts of fellowship participants provide insight into challenges faced by new executives and how self-awareness can improve performance to address those challenges.
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Affiliation(s)
- Alan Friedman
- Author Affiliations: Founder and CEO (Mr Friedman), J3P Healthcare Solutions, Princeton, New Jersey; and Senior Director (Dr Hancock), Leadership Development, American Organization for Nursing Leadership (AONL); and Chief Executive Officer Emeritus (Ms Thompson), AONL, Chicago, Illinois
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Caramanica L, O'Rourke P. Boundary Spanning Leadership in Response to the COVID-19 Pandemic: Experience of Nurse Leaders in a Large Integrated Long-term Health Care System. Nurs Adm Q 2021; 45:277-284. [PMID: 34469386 DOI: 10.1097/naq.0000000000000488] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
This article provides insight into the impact of boundary spanning for nurse leaders in a large integrated post-acute health care system in the southeastern part of the United States as they responded (not reacted) to the COVID-19 pandemic that threatened the lives of 2 of society's most vulnerable populations, the elderly and the disabled. Through illustrative examples, the authors describe the 6 strategies of boundary spanning leadership-buffering, reflecting, connecting, mobilizing, weaving, and transforming-that enabled these nurse leaders to respond effectively during this crisis. The literature informs on the merit of situational leadership, as no single type of leadership is right for all circumstances. Today's new novel pandemic served as a powerful catalyst for a group of nurse leaders in a large non-acute network of health care organizations, their colleagues, and other key stakeholders to reframe the boundaries that existed between their organizations and associations, thus enabling them to successfully problem solve together to accomplish several high-stakes goals.
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Affiliation(s)
- Laura Caramanica
- Tanner School of Nursing, University of West Georgia, Carrollton (Dr Caramanica); and Community Health Services of Georgia, Macon, Georgia (Ms O'Rourke)
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Abstract
OBJECTIVE The aim of this study was to measure structural empowerment (SE) and capture short-term changes in perception for senior nurse leaders before and after a formal development experience. BACKGROUND The body of literature related to SE in senior nurse leaders is limited. Applying the SE concept to senior levels of nursing leadership provides a vehicle to impact nurse leader retention and ultimately the organization beyond singular units. METHODS The Advanced Leadership Program (ALP) was designed in collaboration with the American Nurses Association to support personal and professional development for senior nurse leaders. The sample included 28 participants from the United States and the United Kingdom over a 6-month period. RESULTS The effect of the intervention was seen in the postintervention survey rating SE higher in 5 of 7 domains as compared with the preintervention survey, reduction in overall turnover, and improvements in patient experience scores. Additionally, the participants evaluated the program in top categories, and comments were highly positive around peer support, improved working relationships, and expectations. CONCLUSION The ALP has shown promise in strengthening SE for senior nurse leaders by supporting leadership skill development, follow-up training, and peer network development.
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Affiliation(s)
- Bryan W Sisk
- Author Affiliations : Chief Nurse Executive, TriStar Division (Dr Sisk), and Chief Nurse Executive, National Group (Dr Mosier), HCA Healthcare, Nashville, Tennessee; Associate Chief Nurse (Dr Williams), Research, and Statistician (Mr Coppin), Central Texas Veterans Health Care System, Temple; and Regents Professor (Dr Robinson), School of Nursing, College of Health and Human Services, Northern Kentucky University, Highland Heights
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Abstract
Increasingly, nurse executives are embracing evidence-based practice (EBP). Yet, it takes 17 years to move only 14% of research evidence into practice. Implementation science (IS) aims to reduce this gap through the study of factors that influence dissemination, adoption, implementation, and sustainability of evidence-based interventions. Nurse leaders aiming for EBP must be well equipped to support IS. This article introduces IS, leadership competencies essential for supporting implementation research and practice, and preparing an IS-ready workforce.
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Affiliation(s)
- Heather V Nelson-Brantley
- Author Affiliations: Leadership Program Director & Assistant Professor, University of Kansas School of Nursing (Dr Nelson-Brantley); and Clinical Nurse Scientist, The Ohio State University Wexner Medical Center & Associate Professor of Clinical Nursing, The Ohio State College of Nursing, Columbus (Dr Chipps)
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Speroni KG, Wisner K, Stafford A, Haines F, Al-Ruzzieh MA, Walters C, Budhathoki C. Effect of Shared Governance on Nurse-Sensitive Indicator and Satisfaction Outcomes: An International Comparison. J Nurs Adm 2021; 51:287-296. [PMID: 33882557 DOI: 10.1097/nna.0000000000001014] [Citation(s) in RCA: 7] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
OBJECTIVE Researchers examined associations between Index for Professional Nursing Governance (IPNG) scores and outcomes, by US and international hospitals. BACKGROUND Nursing governance and effects on nurse-related outcomes are not well studied. METHODS Associations were evaluated using average IPNG scores from 2170 RNs and nurse-sensitive indicators (NSIs) and patient and RN satisfaction outcomes (n = 205 study units, 20 hospitals, 4 countries). RESULTS International units had better IPNG shared governance scores (113.5; US = 100.6; P < 0.001), and outcomes outperforming unit benchmarks (6 of 15, 40.0%; US = 2 of 15, 13.3%). Shared governance significantly outperformed traditional governance for 5 of 20 (25.0%) US outcomes (patient satisfaction = 1, RN satisfaction = 4) and for 3 of 11 (27.3%) international (patient satisfaction = 1, RN satisfaction = 2). Internationally, self-governance significantly outperformed traditional governance and shared governance for 5 of 12 (41.7%) outcomes (NSI = 2, patient satisfaction = 3). CONCLUSIONS Shared governance is a strategy that can be considered by nurse leaders for improving select outcomes.
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Affiliation(s)
- Karen Gabel Speroni
- Author Affiliations : Nursing Research Consultant, Johns Hopkins Bayview Medical Center, and Adjunct Faculty (Dr Speroni), Johns Hopkins School of Nursing, Baltimore, Maryland; Magnet® Program Director (Dr Wisner), Salinas Valley Memorial Healthcare System; Clinical Nurse Educator, Perioperative Services, and Infection Preventionist (Dr Stafford), University of Maryland Shore Regional Health, Easton, Maryland; Magnet® Program Director (Ms Haines), King Faisal Specialist Hospital & Research Center, Jeddah, Saudi Arabia; Chief Nursing Officer (Dr Al-Ruzzieh), King Hussein Cancer Center, Amman, Jordan; and Senior Director Hospital Capacity Management & Emergency Nursing Services (Dr Walters), Johns Hopkins Bayview Medical Center, Baltimore, Maryland; Associate Professor (Dr Budhathoki), School of Nursing, Johns Hopkins University, Baltimore, Maryland
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Abstract
The COVID-19 crisis created unique and interesting challenges for health care systems and changed how health care professionals delivered care. Evidence suggests that leadership skills remain of utmost importance during crises as it is the leader who often determines the response of the follower. A descriptive qualitative approach was used to ascertain the essence of nurse executive leadership and innovation during the COVID-19 crisis. Nurse executives were recruited via personal invitations to participate in the study. Participants were asked about their current challenges of COVID-19 on health care delivery, their leadership style, and what innovative processes their teams deployed. Using a thematic analysis approach, 3 themes emerged and resonated from the interviews: the importance of communication; the need for leadership presence; and mental toughness. With any health care crisis, leadership is essential to guide followers. As demonstrated by these findings, communication, leadership presence, and mental toughness are 3 key components to promoting and providing quality care in an austere, complex, and changing health care environment. Further understanding of the roles of these key concepts may add insight into nurse leaders and leadership development.
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Affiliation(s)
- Lyn Stankiewicz Losty
- College of Nursing, Walden University, Minneapolis, Minnesota (Dr Losty); and UCLA Health, Santa Monica, California (Dr Bailey)
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Abstract
For more than 40 years, shared governance has supported structural empowerment and engaged nurses in their practice. Although progress has been made in advancing nursing ownership of practice through shared governance, mature nursing autonomy has yet to be achieved. It is time to evolve to professional governance, emphasizing accountability, professional obligation, collateral relationships, and decision making. Nurse leaders are provided with historical context and recommendations for effectively leading professional governance in an empowering work culture.
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Affiliation(s)
- Tim Porter O'Grady
- Author Affiliations: Senior Partner, Health Systems (Dr Porter-O'Grady), Tim Porter-O'Grady Associates LLC, and Clinical Professor, Emory University, School of Nursing, Atlanta, Georgia; and Chief Executive Officer (Dr Clavelle), Clavelle Consulting LLC, Arvada, Colorado, and Assistant Professor, University of Colorado College of Nursing, Anschutz Medical Campus, Aurora
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Abstract
A strong shared governance framework gives nurses control over their practice. Whether unit based or system wide, shared governance provides the infrastructure to deliver high-quality patient care, especially in a crisis. This month's Magnet® Perspectives column takes a closer look at the concept of shared governance, how it has evolved, why it is important, and how it helped nurses in Magnet hospitals navigate the early months of the COVID-19 pandemic. We explore the critical nature of ensuring that everyone's voice is heard to not only survive but also ultimately thrive during times of change.
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Affiliation(s)
- M Maureen Lal
- Author Affiliation : Director, Magnet Recognition Program , American Nurses Credentialing Center, Silver Spring, Maryland
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Abstract
Dynamic nursing leadership and engagement of nursing at all levels are critical to effective care delivery. During the COVID-19 crisis, many organizations suspended non-COVID-related meetings, including professional governance councils where practice decisions are made. This article highlights how shared or professional governance was leveraged during this global pandemic at a large academic medical center and community hospital effectively sustaining autonomous nursing practice while responding to a rapidly changing environment and impacting quality patient care.
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Affiliation(s)
- Beverly Hancock
- Author Affiliations: Senior Director, Leadership Development (Dr Hancock), American Organization for Nursing Leadership (AONL), Chicago, Illinois; Associate Professor and Associate Chair (Dr Catrambone) and Assistant Professor (Dr Mayer), Rush University College of Nursing, Chicago, Illinois; Nursing Excellence Liaison (Dr Mayer) and President of the Professional Nursing Staff (Ms Hoskins), Rush University Medical Center, Chicago, Illinois; Past President, Nursing Professional Governance Organization (Term for 2019-2020), RN3, Lake Street Primary Care Office, Rush Oak Park Physicians Group (Ms Chierici), and Director, Ambulatory Nursing, Nursing Practice and Magnet Performance, Department of Patient Care Services (Ms Start), Rush Oak Park Hospital, Oak Park, Illinois
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Ponte PR. Elevating the Contribution of the Clinical Nurse: An Interview With Jeffrey Doucette. J Nurs Adm 2021; 51:58-59. [PMID: 33449592 DOI: 10.1097/nna.0000000000000969] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Affiliation(s)
- Patricia Reid Ponte
- Author Affiliation : Associate Clinical Professor, Master of Health Administration Program, William F. Connell School of Nursing, Woods College of Advanced Studies, Boston College, Chestnut Hill, Massachusetts
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Darbyshire P, Hungerford C, Thompson DR, Lauder WJ. Nursing, leadership and academia: Passing the baton. Nurse Educ Today 2020; 89:104400. [PMID: 32222566 DOI: 10.1016/j.nedt.2020.104400] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 11/02/2019] [Revised: 02/02/2020] [Accepted: 03/15/2020] [Indexed: 06/10/2023]
Affiliation(s)
| | | | - David R Thompson
- School of Nursing and Midwifery, Queen's University Belfast, Belfast, UK.
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Cherry B, Caramanica L, Everett LQ, Fennimore L, Scott E. Leveraging the Power of Board Leadership in Professional Nursing Organizations. J Nurs Adm 2019; 49:517-519. [PMID: 31651608 DOI: 10.1097/nna.0000000000000805] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
Nurses who aspire to lead a professional nursing organization can significantly influence the future of the nursing profession. This article describes 4 essential responsibilities required in a board leadership position as identified by a group of nurse leaders who have each served as the board president of a national or international professional nursing organization.
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Affiliation(s)
- Barbara Cherry
- Author Affiliations: Professor and Associate Dean (Dr Cherry), Texas Tech University Health Sciences Center, Lubbock; Associate Professor (Dr Caramanica), Tanner Health System School of Nursing, University of West Georgia, Carrollton; Professor (Dr Everett), Marian K. Shaughnessy Nurse Leadership Academy, Francis Payne Bolton School of Nursing, Case Western University, Cleveland, Ohio; Professor (Dr Fennimore), University of Pittsburgh, Pennsylvania; Professor and PhD Program Director (Dr Scott), East Carolina University, Greenville, North Carolina
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Guanci G, Bjork C. An introduction to project management. Nurs Manag (Harrow) 2019; 50:20-26. [PMID: 31498215 DOI: 10.1097/01.numa.0000580584.07510.9b] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 06/10/2023]
Affiliation(s)
- Gen Guanci
- At Creative Health Care Management in Minneapolis, Minn., Gen Guanci is a consultant and Chris Bjork is the director of products and resources. Gen Guanci is also a Nursing Management editorial board member
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Abstract
AIM This commentary advocates a research agenda for studying how alternative work arrangements (AWAs) affect nurse management and leadership. BACKGROUND AWAs mitigate burnout and the distributional imbalance of nurses. However, scholarship has shed limited light on how AWAs shape nurses' workplace communication and relationships. EVALUATION Peer-reviewed nursing and management scholarship. KEY ISSUE As healthcare systems in many countries move toward team-based care, communication becomes even more important for effective coordination and collaboration among healthcare team members. CONCLUSION Researchers should invest greater resources to understand the influence that AWAs have on different organizational settings as well as on the relational coordination among nurses and their managers. IMPLICATIONS FOR NURSING MANAGEMENT Because care delivery and workplace relations depend heavily upon effective collaboration, researchers must update scholarship on AWAs to inform nurses and their managers on how they may strategically and effectively adapt their communication to evolving work environments that undergo frequent changes in nursing staff and teams.
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Affiliation(s)
- Ivan Gan
- Department of Arts and Communication, University of Houston-Downtown, Houston, Texas
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Shirey MR, White-Williams C, Hites L. Integration of Authentic Leadership Lens for Building High Performing Interprofessional Collaborative Practice Teams. Nurs Adm Q 2019; 43:101-112. [PMID: 30839447 DOI: 10.1097/naq.0000000000000339] [Citation(s) in RCA: 13] [Impact Index Per Article: 2.6] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 06/09/2023]
Abstract
Interprofessional collaborative practice (IPCP) models facilitate collaboration and teamwork across the health care continuum. Success of high performing IPCP teams is dependent on compassionate, authentic leaders who invest in helping their teams thrive amidst complexity. This article presents the integration of an authentic leadership lens for building high performing IPCP teams. Using their experience with implementation of an innovative IPCP model to improve health outcomes for an underserved patient population in the southeastern United States, the authors share targeted strategies using an authentic leadership lens to develop high performing teams. Data collected for 3 years reflect positive team performance outcomes related to collaboration and teamwork, which contributed to enhanced access to care, exceptional patient experience, improved physical and mental health outcomes, reduced hospital readmissions, and decreased cost of care. An innovative IPCP model of care is an effective approach to improve health outcomes and care transitions. However, it may not be fully successful if health care professionals practicing within these models cannot collaborate effectively or maintain personal well-being. The value of using an authentic leadership lens to guide IPCP team development cannot be underestimated.
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Affiliation(s)
- Maria R Shirey
- Office of Clinical and Global Partnerships, The University of Alabama at Birmingham School of Nursing (Dr Shirey); Center for Nursing Excellence, The University of Alabama at Birmingham Hospital (Dr White-Williams); Family, Community, and Health Systems, The University of Alabama at Birmingham School of Nursing (Dr White-Williams); and Department of Health Care Organization and Policy, University of Alabama at Birmingham School of Public Health (Dr Hites)
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Abstract
The managerial project of the nursing directorate set up by an adult general psychiatric unit aims first and foremost to change practices in the field. This approach firstly involves structuring the institution's management. The project's main areas of focus are then rolled out through actions prioritising the bold, innovative dimensions of caregiving. This project highlights the skills of many nurses who demonstrate high levels of creativity in their nursing practices and management of patients.
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Affiliation(s)
- Brigitte Alban
- Centre psychothérapique de l'Ain, avenue de Marboz, 01012 Bourg-en-Bresse Cedex, France.
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Abstract
A transformative approach to influence change.
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Affiliation(s)
- Pamela V OʼNeal
- At the University of Alabama in Huntsville College of Nursing, Pamela V. O'Neal, Ann Bianchi, and Ellise D. Adams are associate professors
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Stifter J. Nurse Executives Seek to Address Increased Burden of Complex Technology on Workforce. Biomed Instrum Technol 2018; 52:310-313. [PMID: 30070922 DOI: 10.2345/0899-8205-52.4.310] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 06/08/2023]
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Abstract
This study was designed to describe and quantify the experiences of nurse leaders working to influence policy and to build consensus for priority skills and knowledge useful in policy efforts within the context of a nursing conceptual framework. The conceptual model for nursing and health policy and the Adams influence model were combined into a conceptual framework used to guide this two-round modified Delphi study. Twenty-two nurse leaders who were members of a state action coalition participated in the Round 1 focus group; 15 of these leaders completed the Round 2 electronic survey. Round 1 themes indicated the value of a passion for policy, the importance of clear communication, and an understanding the who and when of policy work. Round 2 data reinforced the importance of clear communication regarding policy engagement; knowing the who and when of policy closely followed, and having a passion for policy work was identified as least important. These themes inform learning objectives for nursing education and preparation for interactions with public officials because influencing policy requires knowledge, skills, and persistence. Study findings begin to describe how nurse leaders influence policy within the context of a nursing conceptual framework and generate implications for research, education, and professional practice.
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Affiliation(s)
- Ashley Waddell
- 1 Government Affairs and Educational Programs, Organization of Nurse Leaders, Woburn, MA
- 2 Department of Nursing, University of Massachusetts Boston, MA, USA
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Acker F, Perraut Soliveres A. [Working together, how and for which care?]. Rev Infirm 2017; 66:18-20. [PMID: 28599719 DOI: 10.1016/j.revinf.2017.04.006] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/07/2023]
Abstract
The division and specialisation of the work of doctors and nurses is heightening the tensions in their professional relations. The increased interdependency of actions requires more collaboration between health professionals. 'Working together' can be facilitated by a reflected work organisation style, a shared vision of care and work between nursing managers and heads of department.
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Affiliation(s)
- Françoise Acker
- c/o La revue de l'infirmière, Elsevier Masson, 65 rue Camille-Desmoulins, 92442 Issy-les-Moulineaux cedex, France.
| | - Anne Perraut Soliveres
- c/o La revue de l'infirmière, Elsevier Masson, 65 rue Camille-Desmoulins, 92442 Issy-les-Moulineaux cedex, France
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Nurse directors need more time and support if they are to remain in post. Nurs Manag (Harrow) 2017; 24:7. [PMID: 28554290 DOI: 10.7748/nm.24.3.7.s6] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 06/07/2023]
Abstract
Delegates at an RCN congress fringe event discussed how better mentoring and more time for nurse directors to 'find their feet' are needed to improve retention rates.
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Bernstein J, Gebel C, Vargas C, Geltman P, Walter A, Garcia R, Tinanoff N. Listening to paediatric primary care nurses: a qualitative study of the potential for interprofessional oral health practice in six federally qualified health centres in Massachusetts and Maryland. BMJ Open 2017; 7:e014124. [PMID: 28360245 PMCID: PMC5372099 DOI: 10.1136/bmjopen-2016-014124] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/03/2022] Open
Abstract
OBJECTIVES To explore the opportunities for interprofessional collaboration (IPC) to improve paediatric oral health in federally qualified health centres (FQHCs), to identify challenges to IPC-led integration of oral health prevention into the well-child visit and to suggest strategies to overcome barriers. SAMPLE Nurse managers (NMs), nurse practitioners (NPs), paediatric clinical staff and administrators in six FQHCs in two states were interviewed using a semistructured format. DESIGN Grounded theory research. Topics included feasibility of integration, perceived barriers and strategies for incorporating oral health into paediatric primary care. MEASUREMENTS Qualitative data were coded and analysed using NVivo 10 to generate themes iteratively. RESULTS Nurses in diverse roles recognised the importance of oral health prevention but were unaware of professional guidelines for incorporating oral health into paediatric encounters. They valued collaborative care, specifically internal communication, joint initiatives and training and partnering with dental schools or community dental practices. Barriers to IPC included inadequate training, few opportunities for cross-communication and absence of charting templates in electronic health records. CONCLUSIONS NMs, NPs and paediatric nursing staff all value IPC to improve patients' oral health, yet are constrained by lack of oral health training and supportive charting and referral systems. With supports, they are willing to take on responsibility for introducing oral health preventive measures into the well-child visit, but will require IPC approaches to training and systems changes. IPC teams in the health centre setting can work together, if policy and administrative supports are in place, to provide oral health assessments, education, fluoride varnish application and dental referrals, decrease the prevalence of early childhood caries and increase access to a dental home for low-income children.
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Affiliation(s)
- Judith Bernstein
- Center for Research to Evaluate and Eliminate Dental Disparities, Boston University Henry M. Goldman School of Dental Medicine, Boston, Massachusetts, USA
- Department of Community Health Sciences, Boston University School of Public Health, Boston University, Boston, Massachusetts, USA
| | - Christina Gebel
- Center for Research to Evaluate and Eliminate Dental Disparities, Boston University Henry M. Goldman School of Dental Medicine, Boston, Massachusetts, USA
- Department of Community Health Sciences, Boston University School of Public Health, Boston University, Boston, Massachusetts, USA
| | - Clemencia Vargas
- Center for Research to Evaluate and Eliminate Dental Disparities, Boston University Henry M. Goldman School of Dental Medicine, Boston, Massachusetts, USA
- Department of Orthodontics and Pediatric Dentistry, University of Maryland School of Dentistry, Baltimore, Maryland, USA
| | - Paul Geltman
- Center for Research to Evaluate and Eliminate Dental Disparities, Boston University Henry M. Goldman School of Dental Medicine, Boston, Massachusetts, USA
| | - Ashley Walter
- Center for Research to Evaluate and Eliminate Dental Disparities, Boston University Henry M. Goldman School of Dental Medicine, Boston, Massachusetts, USA
- Department of Community Health Sciences, Boston University School of Public Health, Boston University, Boston, Massachusetts, USA
| | - Raul Garcia
- Center for Research to Evaluate and Eliminate Dental Disparities, Boston University Henry M. Goldman School of Dental Medicine, Boston, Massachusetts, USA
| | - Norman Tinanoff
- Center for Research to Evaluate and Eliminate Dental Disparities, Boston University Henry M. Goldman School of Dental Medicine, Boston, Massachusetts, USA
- Department of Orthodontics and Pediatric Dentistry, University of Maryland School of Dentistry, Baltimore, Maryland, USA
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27
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Webb R, Maisano P. A Case for the Nursing Informatics Executive. Okla Nurse 2017; 62:7-14. [PMID: 30462417] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [MESH Headings] [Subscribe] [Scholar Register] [Indexed: 06/09/2023]
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Abstract
This study was conducted to explore issues of nurse managers' power and empowerment. Data were collected from nurse managers by way of a questionnaire consisting of background factors, work-related questions, and power-related questions at the unit and organization levels. The degree of empowerment was evaluated using 2 established instruments (CWEQ-II and Work Empowerment Questionnaire). The overall level of managers' personal power within their own units was relatively high. Nurse managers' perception of their power at an organizational level was found to be at a moderate level. Several factors related to an individual's professional background were correlated to power issues, both at the unit and organizational levels. Structural and psychological empowerment correlated with the overall level of power at a unit level and the overall level of power at an organizational level. Nurse managers self-reported their own general power at a unit level as high, which offers them possibilities to lead the development of nursing care in their units. Organizations may benefit more from nurse managers' leadership by more fully integrating them in the development processes of the entire organization.
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Affiliation(s)
- Marija Trus
- Faculty of Social Sciences, Health Sciences, Nursing Science, University of Tampere, Tampere, Finland (Ms Trus and Dr Suominen); and Faculty of Health Sciences, Department of Nursing (Ms Trus) and Faculty of Health Sciences, Department of Medical Technologies (Dr Martinkenas), Klaipeda University, Klaipeda, Lithuania
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Abstract
Nurse leaders are responsible for a practice environment that fosters safe, quality patient outcomes through excellence in nursing practice. This article describes a reflective practice intervention in the Cardiac Intensive Care Unit of an urban academic medical center led by the unit nursing director and the hospital's nurse ethicist. The twice monthly case-based discussions, called "Nursing Practice and Ethics Rounds," were attended by staff and unit managers (nurse director, assistant nurse director, and clinical educator) and were facilitated by the nurse ethicist. The purpose of this descriptive qualitative study was to identify nurses' perceptions of the rounds on individual practice, unit practice, and the practice of their peers. Two focus groups were conducted with nurses who attended 3 or more sessions. Staff reported that they felt valued; experienced a decrease in moral distress; and improved empathy with patients, families, and other staff members after the intervention. They also reported better understanding of ethical issues and language to better talk about them. The presence of nurse leaders was valued as affirming the importance of practice development and of witnessing the experience of staff nurses. Finally, the process of reflection was valued for the opportunity it provided to process emotional and intellectual aspects of challenging cases.
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Affiliation(s)
- Karen M Reilly
- Associate Chief Nurse, Cardiovascular, Thoracic and Surgical Services (Dr Reilly) and Ethics Service (Dr Jurchak), Brigham and Women's Hospital, Boston, Massachusetts
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Orchard CA, Sonibare O, Morse A, Collins J, Al-Hamad A. Collaborative Leadership, Part 2: The Role of the Nurse Leader in Interprofessional Team-Based Practice - Shifting from Task- to Collaborative Patient-/Family-Focused Care. Nurs Leadersh (Tor Ont) 2017; 30:26-38. [PMID: 29083291 DOI: 10.12927/cjnl.2017.25257] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 06/07/2023]
Abstract
This paper presents a discussion on the key role that nurses assume with their patients and also with other health providers. We will argue that a change is needed to provide "space" for nurses to re-engage with their patients and to return to their key coordinating role between their patients, their family members and other health providers in interprofessional patient and family-centred collaborative practice. Furthermore, we will discuss the important role of nurse leaders to present the nurses' unique role and importance to health system administrators and policy makers to improve health outcomes of patients and how their role can concomitantly reduce healthcare costs.
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Affiliation(s)
- Carole A Orchard
- Professor, Arthur Labatt Family School of Nursing, Western University, London, ON
| | | | - Adam Morse
- Arthur Labatt Family School of Nursing, Western University, London, ON
| | - Jennifer Collins
- Arthur Labatt Family School of Nursing, Western University, London, ON
| | - Areej Al-Hamad
- Arthur Labatt Family School of Nursing, Western University, London, ON
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Abstract
The trend of promoting clinical experts into management roles continues. New middle managers need a transitional plan that includes support, mentoring, and direction from senior leaders, including the chief nursing officer (CNO). This case study demonstrates how the CNO of one organization collaborated with a faculty member colleague to develop and implement a yearlong personalized on-boarding program for a group of new nurse middle managers.
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Affiliation(s)
- Mary OʼConnor
- School of Nursing, Notre Dame of Maryland University, Baltimore, Maryland
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Support scheme will help nursing's leaders of the future step up. Nurs Stand 2016; 31:3. [PMID: 27848426 DOI: 10.7748/ns.31.11.3.s1] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 06/06/2023]
Abstract
It is hard to overstate the importance of leadership in nursing. Ward and community teams rarely thrive without a strong sister or charge nurse, while the most successful organisations in the NHS and the independent sector are invariably well led by teams that have a nurse to the fore.
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Lake DM, Allen PE, Armstrong ML. Capitalizing on Military Nurse Skills for Second-Career Leadership and Staff Development Roles. J Contin Educ Nurs 2016; 47:503-510. [PMID: 27783832 DOI: 10.3928/00220124-20161017-09] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/10/2016] [Accepted: 08/01/2016] [Indexed: 11/20/2022]
Abstract
Nursing continues to face professional workforce and diversity shortage problems. This article advocates for examining an untapped resource-the consideration of applicants for nursing leadership and educational positions in civilian health care organizations. This untapped resource is highly qualified, already retired (or going to be separated) military nurse officers (MNOs) who possess extensive health care knowledge, as well as distinctive ethnicity and gender composition. Clinical educators, as part of the organizational leadership, can play an important role in assisting the MNO civilian position assimilation because they come from a structured and unique cultural environment. Several innovative preparatory strategies are proposed to highlight the organization's support and commitment regarding preselection, recruiting, hiring, and mentoring, including the use of a specific navigational mentor to achieve the necessary acquired cultural assimilation for the MNO's success, satisfaction, and retention. J Contin Educ Nurs. 2016;47(11):503-510.
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Abstract
Given the acceleration and increasing complexity of integrative care models across health systems, the question how governance and management structure(s) should be operationalized and evolved to achieve peak system performance is paramount. In a recent evaluation of partnerships with the University of Kentucky HealthCare (UK HealthCare), the conceptualization of the integration management model was explored. It was recognized that nursing leadership, governance structure, and relationships are vital for successful movement and migration of appropriate care models. In this case, the evolving governance models and the forecasted impact on models of care delivery were carefully considered. This included the potential impact on nursing practice. As the model was developed, a conceptual framework was utilized to examine potential variant relationship arrangements and to provide organization to key constructs. Utilization of a blueprint to optimize decision making and provide a replicable approach was essential to management of the integration philosophy.
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Moore A. The right stuff nurses who become chief executives. Nurs Stand 2016; 31:18-20. [PMID: 27794710 DOI: 10.7748/ns.31.2.18.s22] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Abstract
When Helen Greatorex took up her new job as chief executive of Kent and Medway NHS and Social Care Partnership Trust, one of her first acts was to concentrate on out-of-area placements for mental health patients. At the time - early June - the trust had 76 patients in beds outside the area, costing £1million a month.
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Jones-Berry S. Directors of nursing key to success of equality strategies. Nurs Manag (Harrow) 2016; 23:6. [PMID: 27369699 DOI: 10.7748/nm.23.4.6.s2] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Abstract
Senior nurses must help drive the organisational change needed to improve the experience of black and minority ethnic staff in the NHS, says a diversity expert.
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Abstract
Purpose: To identify which characteristics, wisdom, and skills are essential in becoming an effective Native American nurse leader. This will lead to the development of a curriculum suitable for Native American nurses. Design: A qualitative, descriptive design was used for this study. Focus groups were conducted in Polson, Montana. A total of 67 Native and non-Native nurses participated. Sixty-seven percent of them were members of Indian tribes. Data were content analyzed using Spradley’s ethnographic methodology. Findings: Three domains of analysis emerged: point of reference for the leader (individual, family, community), what a leader is (self-actualized, wise, experienced, political, bicultural, recognized, quiet presence, humble, spiritual, and visionary), and what a leader does (mentors, role models, communicates, listens, demonstrates values, mobilizes, and inspires). Discussion: Native nurse leaders lead differently. Thus, a leadership curriculum suitable for Native nurses may lead to increased work productivity and therefore improved patient care for Native Americans.
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Affiliation(s)
- Lee A Nichols
- University of Tulsa, Department of Nursing, Tulsa, Oklahoma, USA
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40
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Abstract
Better patient outcomes and experience, as well as better use of resources for nurses and patients, are the aspirations of a new NHS England strategy.
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Stephenson J. Trust pioneers 'clinical matron' role to boost ward leadership. Nurs Times 2016; 112:6. [PMID: 27344891] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [MESH Headings] [Subscribe] [Scholar Register] [Indexed: 06/06/2023]
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Eales S. MORE LEADERSHIP, LESS PAPERWORK: IT'S TIME TO REFOCUS THE NUM/MUM ROLE. Qld Nurse 2016; 35:34. [PMID: 27468442] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [MESH Headings] [Subscribe] [Scholar Register] [Indexed: 06/06/2023]
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New ministry structure elevates chief nurse role. Nurs N Z 2016; 22:10. [PMID: 27039570] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [MESH Headings] [Subscribe] [Scholar Register] [Indexed: 06/05/2023]
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Siirala E, Peltonen LM, Lundgrén-Laine H, Salanterä S, Junttila K. Decision-Making to Support Smooth Daily Unit Operation in Perioperative Settings. Stud Health Technol Inform 2016; 225:864-865. [PMID: 27332381] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 06/06/2023]
Abstract
Decision-making in daily unit operation in perioperative settings needs to be smooth. Decision support systems are mainly used as help in this situation. These systems reduce the possibility of risks caused by poor communication. But the decisions and dimensions of the decisions made by nurse manager are still unsolved. The aim of our study was to describe the timeframe of the decisions made by nurse managers in the daily unit operation in perioperative settings. The results indicated that nurse managers made operational and tactical decisions. These operational and tactical decisions happened coincide during the nurse managers shift. The nurse managers were repeatly interrupted in decision-making.
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Remus S. Advancing the Digital Health Discourse for Nurse Leaders. Stud Health Technol Inform 2016; 225:412-416. [PMID: 27332233] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 06/06/2023]
Abstract
Limited informatics competency uptake is a recognized nursing leadership challenge impacting digital practice settings. The health system's inability to reap the promised benefits of EHRs is a manifestation of inadequate development of informatics competencies by chief nurse executives (CNEs) and other clinicians. Through the application of Transformational Leadership Theory (TL), this discussion paper explains how informatics competencies enable CNEs to become transformational nursing leaders in digital health allowing them to meet their accountabilities to lead integrated, high-quality care delivery through evidence based practices (EBPs). It is proposed that successful CNE eHealth sponsors will be those armed with informatics competencies who can drive health organizations' investment in technology and innovation. Finally, some considerations are suggested in how nurse informaticists globally play a critical role in preparing our existing and future CNEs to fulfill their transformational leader roles in the digital age.
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Crisp C. Nursing Leadership. Tenn Nurse 2016; 79:10. [PMID: 27089563] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [MESH Headings] [Subscribe] [Scholar Register] [Indexed: 06/05/2023]
Abstract
Nurse transformational leaders can serve in academic settings and at local, national, international professional nursing organizations and community-based groups. As a transformational leader, nurses can lead in any workplace. According to a study by Stanley (2012), clinical leaders are not sought for their capacity to outline a vision, but for their values and beliefs on display that are easily recognized in their actions. This encompasses the moral component of transformational leadership. It is the APRNs duty to continue to strive towards a better vision for the well-being of all nurses, patients, and colleagues. Autonomous APRNs are happier, healthier, and better prepared to provide the best patient care to their patients. We should not be happy to sit back and let others fight this fight. APRNs need to be on the frontline, leading the way. This is only an insight that I have gained after many frustrating years of cheering our profession and then being made to feel inferior at the same time. Only nurses, who have that nurturing spirit, would hold back if they felt it might hurt others. Don't back off or hold back! It might hurt those that follow!
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DeSpain L. Insight from a Nurse Leader on Board! Okla Nurse 2015; 60:4-5. [PMID: 26731911] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [MESH Headings] [Subscribe] [Scholar Register] [Indexed: 06/05/2023]
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Toes-Rouse M, Longmore M. Nurse managers: Creating healthy workplaces. Nurs N Z 2015; 21:42. [PMID: 26882772] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [MESH Headings] [Subscribe] [Scholar Register] [Indexed: 06/05/2023]
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49
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Middleton J. "Chief roles failing to attract enough nurses". Nurs Times 2015; 111:1. [PMID: 26513971] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [MESH Headings] [Subscribe] [Scholar Register] [Indexed: 06/05/2023]
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50
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Lamont L. Leadership and Staff Engagement: An Essential Link. Nurs Leadersh (Tor Ont) 2015; 28:8-9. [PMID: 26828833] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [MESH Headings] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 06/05/2023]
Affiliation(s)
- Lori Lamont
- President, Academy of Canadian Executive Nurses, Interim President and CEO, Winnipeg Regional Health Authority
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