N471 Midterm Flashcards
What is the situation and how will the leader respond
Leader is a MOTIVATOR
Performance and Productivity
Uses PROBLEM-SOLVING process
Has vision, able to EMPOWER, & INSPIRE staff
Manager models behavior, encourages, shared values
Leaders and followers share same passion for work
Interactional Leadership and Transformational Leadership
Interactional Leadership Theory
Transformational Leadership
Strengths-Based Leadership
Leadership Today
Empower the worker
Recognize uniqueness
Provide safe work environment
Learning ready
Positivity and FOCUS ON STRENGTHS
Service to others
Strengths-Based Leadership
- Modeling: values, self-awareness
- Inspiring a shared vision: inspirational vision, follows want to work with leader on goals
- Challenging the process: sees the changes needed and makes it happen
- Empowering others: foster collaboration, trust and the sharing of power
- Encouraging the heart: celebrate others and their achievements toward the goal
Five Practices for Exemplary Leadership
Long term vision
See the bigger picture
Influential
Recognize the effect of interactions with others; team oriented
Deal with conflict well
Sees necessary changes as positive
Manager Traits of a Transformational Leader
Ability to perceive, understand, and control one’s emotions and the effects those emotions have on others
Self-awareness- own emotions, recognize self
Self-regulation- handling emotions
Motivation
Empathy
Social skills
Emotional Intelligence
Control, coercion, closed-minded, criticism, focus on “I” or “me”, sometimes necessary in urgent/emergent situations
Authoritarian (Autocratic) leadership style
Less control, motivated by rewards, OPEN COMMUNICATION, COLLABORATIVE decision making, constructive feedback, focus on “we”, transformational leadership
Democratic leadership style
Lack of control and direction, permissive, open communication, group focus, not typically seen as productive
Laissez faire leadership style
Quality and safety in healthcare (HC)
Limited accessibility to HC
HC disparities
Workload/staffing
Patient satisfaction
Sustainability of HC system and financing
Increase in HC cost
Long waiting times and congestion
Changes in more strict legislations, regulations, and enforcement of such
Increase disease burden, promotion and prevention, people are living longer
Pandemic controls
Leadership Challenges Today
Transferring responsibilities to another staff member
RN still ultimately responsible for those tasks
RNs in leadership roles delegate to RNs working with/under them
Delegation (leadership role)
Taking responsibility for the tasks others perform
Review of workload, understanding skills and knowledge level of staff
RNs in leadership roles supervise RNs and other unlicensed personnel working under/with them
Evaluate job performance
Supervision (leadership role)
Organizing care for patients between two or more participants
Should include the patient/family
Facilitate appropriate delivery of healthcare services
Coordination (leadership role)
Healthcare team comes together
Reach common goal in patient care
Collaboration (leadership role)
A problem exists
A report was filed
A complaint
Something does not fit/work
An idea is born/an innovation
Community/global threats
Why Change is Necessary
What? A person who initiates change within a group
Who? a person who understands and implements the required change process
Change Agent
What? People involved and interested in the change process
Who? People involved in the change, those the change affects
Stakeholder
Unfreezing
Movement (change)
Refreezing
Driving forces (to reach a goal)
Restraining forces (from reaching the goal)
Phases of Lewin’s Change Theory
Determine what needs to change
Ensure there is strong leadership support
Create the need for change
Manage and understand the doubts and concerns
Unfreezing (Change Theory)
Communicate often
Dispel rumors
Empower action
Involve people in the process
Movement (Change Theory)
Anchor the changes into the culture
Develop ways to sustain the change
Provide support and training
Celebrate successes
Refreezing
Mandates/legal
Fiscal
Resources (lack or too many)
Promotion/recognition
Social gain
Personal goals
Support family
Driving forces (to reach a goal)
Lack or resources
Lack of data
Lack of knowledge
Fear of liability
Intrapersonal conflicts
Interpersonal/group conflicts
Restraining forces (from reaching the goal)
Evidence-based practice, what does the literature say; what supports are there?
I.e. hourly rounding, bed-side report, chlorhexidine gluconate baths (CHG)
Rational Empirical Strategy (strategies for successful change)
Develops relationships, builds confidence and peer support, change agent more of a team player, change due to social norms, becomes part of the group
I.e. uniforms, 12-hr shifts, self-schedule
Normative Re-educative Strategy (strategies for successful change)
Authority, legal changes, new laws, policies, must accept it or leave
I.e. CMS enacted policy changes for reimbursement- DVT, postop infections, pressure injuries, state mandated changes, JACHO mandates
Power Coercive Strategy (strategies for successful change)
Complacency
Fear of the unknown
Too comfortable/habits
Not broke, don’t fix it attitude
Why do we resist change?
See the vision
Capture the purpose
Strategize for improvement
Empower people
Positive feedback
Build trust/relationships
Communication
Understand the reason
How do we make change easier?
Role model
Good communicator
Stay positive
Support organization
Understand emotional intelligence
Believe in change
See the bigger picture
Fiscal responsibility
Leader/Manager Role in Change
External
Internal
Differences in values, beliefs, opinions, ideas, backgrounds, goals
Expected
How do we filter what’s important
What is conflict?
Conflict from within oneself
Intrapersonal conflict
Conflict from person to person
Interpersonal conflict
Conflict within a group
Intergroup conflict
There is a potential for a problem, can we stop it before it starts
Latent conflict (antecedent condition) (Conflict process)
Conflict has been identified
Perceived conflict (Conflict process)
Feelings about the conflict
Felt conflict (Conflict process)
Action phase, working through it
Manifest conflict (Conflict process)
Conflict is being solved
Conflict resolution (Conflict process)