Exercising leadership in the nursing environment is critical towards handling different cases within the guidelines for practicing nursing. The aim of this reflective treatise is to promote the initiation of the interprofessional education (IPE) course into respiratory care (RC) and the nursing curriculum at our college. The arguments in the paper will be presented to promote the IPE idea to the College Board to get their approval and support on the proposal.
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In order to lead change for the proposed IPE introduction into the RC and nursing curriculum, I have created a comprehensive plan for implementation and success review. This is because the relevance of the proposed change is dependent on the execution method. As indicated in my influencing style audit, I am good at applying influencing styles such as value-driven style, need fulfillment style, and driving style. I intend to apply task orientation skills to convince the directors on the need for the IPE introduction. This will be achieved through explaining the benefits of the proposal to the stakeholders besides using past cases of success to influence the committee members. I will employ the need fulfillment style to influence the stakeholders that the proposed change was created out of the need to make the RC curriculum more inclusive and relevant.
As indicated in my Belbin team role assessment, I am a shaper and a plant. I will use the pushing as an influencing style to integrating the proposed change by capitalizing on its advantages rather than shortfalls during the presentation. This will motivate the committee members to accept my proposal. To negotiate and convince the audience that the proposal is feasible, I will use the value-driven influencing style to eliminate some aspects within the IPE that were deemed irrelevant through value creation. The audience will be convinced by the value of the proposal and its relevance in the health care environment. Since I do not have strong skills in resource investigation as indicated in the Belbin team role assessment, I will utilize the driving style as my strongest weapon to convince the directors and other stakeholders to embrace my proposal. Eventually, it will pay off since I have learned to appreciate the essence of tolerance and need to stay active. I scored high in characteristics such as trustworthy, empathetic, friendly, dependable, determined, sensitive, and diligent in the influencing style audit with a scalar of between 3 and 5.
I will use a self-assessment survey to appraise my performance as perceived by the committee. This assessment approach will be instrumental in identifying the strengths and weaknesses of the proposed change to smoothly apply the required modifications to improve the strategic planning process. In carrying out the evaluation, the self-assessment survey will comprise of five questions that the committee members will fill to verify if their level of satisfaction with the presentation is above average. As indicated by Kotter (2010), this assessment strategy will enable me to inquire about people’s opinions in order to compare their suggestions with my leadership perspectives as a way to improve on individual personality (Kotter 14). To improve on my self-confidence and assurance during the process of presentation, I will use the self-assessment survey filled by the committee to monitor the desire to achieve in challenging situations and meet the expectations I have set. Since challenging experiences normally compel a person to examine his or her attitude, I will evaluate myself through the confidence-building questionnaire filled by the committee to improve on self-assurance.
The proposed change will be communicated through face to face communication and with the aid of illustration tools such as whiteboard, PowerPoint, and pamphlets.
From the different assessments and an evaluation tool, I learned that it would be necessary to roll out goal-based initiatives for addressing the normative and comparative needs in the quickness way possible, especially in presenting the proposal since my Belbin team role assessment indicated that I am a plant and a shaper. I am good at applying the influencing styles such as value-driven style, need fulfillment style, and driving style. I will transform the weakness of poor observation of deadline and work under pressure by properly planning for the presentation of the proposal. Moreover, I will be consistent in the development of my imagination to overtake my current concern about the applicability of some of the ideas in the proposal. Greenleaf (2010) argues that leadership inspires the need to contribute proactively towards the creation of a suitable environment for closing the gap that may exist between a challenge and its solution (Greenleaf 13). As a person participating in a similar experience, I may offer creative leadership which is a rich recipe for acceptance, sustainability, and relevance of the proposed change.
The experience in the personal assessment was an eye-opener into the critical factors to consider when delegating duties in the health care environment. Besides, I learned the importance of rationality and high-quality decision making as the prerequisite for minimizing potential ethical dilemmas that may arise during the presentation. As a result of properly structured communication ethics, the work environment may become holistic, soft, and socially friendly when valence as a leadership approach is applied. According to Cameron and Green (2008), healthy ethical communication culture creates structural goals that develop norms, expectations of specific behavior display, and appropriate guideline controlling interactions as a plant (Cameron and Green 10). From this experience, I took it upon myself to ensure that whenever I am working with others, there is team involvement, proactive relationship, and professional association as the blueprint for quality service delivery to patients. Besides, I have to improve on my knowledge in nursing practice on the best ways of employing accountability and responsibility as the elements of the rationale and moral judgment within the laws. This is necessary to ensure that the action taken is in the best interest of the targeted party.
Perception analysis offers the most ethically viable option for proactive leadership management of behavior in the health care environment. The analysis identifies the aspects of effort-performance expectancy, valence expectancy, and performance-outcome expectancy. I am a plant and a shaper as indicated in the Belbin team role assessment. This means that I prefer leading a change initiative, very dynamic, and determined. Since I like exploring new ideas, the proposed change is likely to see the light of the day because I plan to make adjustments to work under pressure and follow deadlines through proper organization. Besides, I plan to create an inclusive presentation system to ensure that every person in the audience is not alienated.
Cameron, Esther, and Mike Green. Making Sense of Change Management, London, UK: Kogan Page, 2008. Print.
Greenleaf, Ronald. Servant leadership: A journey into the nature of legitimate power and greatness. Mahwah, NJ: Paulist Press, 2009. Print.
Kotter, John. Leading Change: Why Transformation Efforts Fail, Boston, Massachusetts: Harvard Business Press, 2009. Print.
Influencing Style Audit
Influencing Style Audit: Action Planning
|Existing Styles||When Used|
|Value driven style||This was used in designing the proposed change to eliminate some aspects within the IPE that were deemed irrelevant through value creation.|
|Need fulfilment style||The proposed change was created out of the need to make the RC curriculum more inclusive and relevant.|
|Pushing/Driving style||This was used in integrating the proposed change by capitalizing on its advantages rather than shortfalls.|
It would be helpful if I developed the following influencing styles:
|Wanted styles||Ideas how to develop|
|Goal setting style||The current goals of the proposed IPE may not be applicable in a different learning environment since they are stable in the short term.|
|Rational presentation style||I need to improve on my ability to convince the audience through appeal to rationality.|
|Institutionalising style||For the proposed change to be successful, I need to bright more stakeholders on board to create a steady foundation for its acceptance.|
Project: IPE proposal presentation
|Evaluation of Outcome: Self-assessment survey to appraise performance of the committee|
|How will the outcomes be evaluated? |
The ability to get rapid acceptance from the committee.
What evaluation strategy/ model will be used?
The five assessment questions will be used for evaluation from the third party’s perception.
Why have you chosen these methods?
This strategy will enable me to inquire people’s opinion in order to compare their suggestions with leadership perspectives as a way to improve on personality and leadership skills.
|Success criteria (how will you know this has been successful?) |
I will use the survey assessment to monitor the desire to achieve in challenging situation and meet the expectations I set. The success will be measured through the score in the questionnaire sheet.
How will these criteria be measured?
It will be measured through level of acceptance of the proposed change against the set parameters of success in presentation.
What are the next steps to the project? e.g. future work
The future work would be to integrate the proposed change on the learner upon approval by the directors.
How will the results be disseminated?
The results will be disseminated through social media and live meeting to the audience to ensure that spread of information about the proposed change is widened.
Issues to address in the future
The only issue to address in the future is the balance between the current goal of the proposed change and the stakeholder concerns during implementation.
What did I learn?
Throughout the assessment, I acquired vital knowledge on the need to balance leadership and interests in appealing to a third party for support. The ability to balance the influencing style and Belbin assessment results determine the nature of leadership orientation of individual. However, I need to improve on my goal setting and rationalization skills to ensure that the proposed change is institutionalised for broad acceptance among the stakeholders.