Introduction
Leadership is essential in nursing since it makes it possible for practitioners to empower their followers, solve existing problems, and offer exemplary services. Every professional in this field should strive to develop a powerful model in an attempt to emerge successful. This paper presents the findings obtained after interviewing a competent nurse leader (NL). It goes further to describe the NL’s leadership style, philosophy, and problem-solving techniques. The next part presents a powerful strategy for implementing a culturally competent leadership approach to empower patients and staff members. The final part presents my personal leadership philosophy of nursing.
Completed Interview
Summary
The selected interviewee is currently the NL in charge of my department. He revealed that he was always ready to show his followers direction, solve emerging problems, and focus on the experiences of the targeted patients. He remained charismatic, formulated powerful guidelines, and embraced the effectiveness of proper communication. He was always involved in different teams, allowed his followers to offer timely suggestions, and encouraged patients’ relatives to be part of the care deliver process. These attributes are essential since they support performance (Lee, Chiang, & Kuo, 2018). He was always keen to address issues that many nurses and clinicians encountered in their respective fields or duties. Occasionally, he sought guidance from the overall health manager to improve performance. He remained humble, transparent, and responsible.
Leadership Philosophy
From completed exercise, it occurred that the interviewee had a powerful philosophy of nursing leadership. He embraced the concept of integrity to ensure that all patients received quality, timely, compassionate, and safe care. He also remained accountable for all followers and ensuring that they were satisfied with their working conditions. He achieved this goal by solving problems, formulating goals, and introducing evidence-based changes whenever necessary.
Style
The above analysis reveals that my respondent pursues an authentic leadership approach or model. This is true since he has managed to establish meaningful relationships with his followers through effective empowerment and support (Lee et al., 2018). He promotes openness, empowers nurses, and presents a sense of direction.
Problem Solving
The NL understands that problems can affect operations and the quality of services available to patients. He begins by identifying the causes or issues surrounding the targeted problem. He goes further to monitor the interests of both parties and outlines the most appropriate solutions. He evaluates each of them and eventually encourages stakeholders to focus on the best one. He also creates contingency plans to ensure that all stakeholders’ demands are met.
Culturally Competent Leadership
As a nurse, it is important to implement culturally competent leadership with my patients and staff members. It is appropriate to establish care delivery teams comprised of professionals with diverse backgrounds (Fallatah & Laschinger, 2016). This approach will make it easier for me to provide proper guidelines that reduce chances of bias. I will go further to form multidisciplinary teams that can ensure that patients’ demands are met. I will educate my followers about the existing similarities and differences and the most appropriate measures to pursue common objectives.
Whenever providing guidelines and instructions, it will also be necessary to ensure that they are personalized. This means that followers will become more empowered while patients will receive high-quality services (Wong, 2015). Attributes such as cohesion, effective communication, appreciation of cultural differences, and the willingness to focus on identified goals will be promoted in the unit. These strategies will eventfully ensure that a cultural competent leadership model is in place.
Personal Leadership Philosophy
A personal philosophy of nursing is necessary if I am to achieve my objectives and support the delivery of high-quality medical services. The best strategy or style that resonates with my aims is the authentic model. I will begin by building trust and ensuring that the needs of all my followers are met. I will create the best working environment for all my nurses and caregivers. I will encourage them to solve emerging problems amicably and be involved whenever challenges arise. It will be necessary to educate them continuously about the importance of effective communication, information sharing, and consideration of people’s demands and expectations (Fallatah & Laschinger, 2016). The next initiative is to promote a culture of excellence and patient safety in my unit.
I will ensure that all my followers relate with each other positively, take good care of each other, and focus on the intended organizational aims. I will always pursue these key concepts: lead with my heart, focus on the desired long-term goals, improve the level of transparency, remain self-aware, and avoid biases and gaps that can affect performance (Fallatah & Laschinger, 2016). I will promote the notions of self-care, teamwork, collaboration, and communication. This philosophy will eventually make me successful and transform my patients’ experiences.
Conclusion
The above discussion has presented leadership as a meaningful practice in nursing. The interviewed NL has succeeded because he utilizes a powerful style that resonates with the demands of his followers and patients. Nurses can lead others in a culturally competent manner to maximize health outcomes. The application or development of a superior philosophy of nursing leadership informed by the above attributes will make me successful in my career.
References
Fallatah, F., & Laschinger, H. K. S. (2016). The influence of authentic leadership and supportive professional practice environments on new graduate nurses’ job satisfaction. Journal of Research in Nursing, 21(2), 125-136. Web.
Lee, H., Chiang, H., & Kuo, H. (2018). Relationship between authentic leadership and nurses’ intent to leave: The mediating role of work environment and burnout. Journal of Nursing Management, 27(1), 52-65. Web.
Wong, C. (2015). Connecting nursing leadership and patient outcomes: State of the science. Journal of Nursing Management, 23(1), 275-278. Web.