An inventory tool is utilized by nurse leaders in reviewing and rating themselves in all areas by use of a suitable procedure. The supervisor of nurse leader utilizes the same scale to rate nurse leaders in their exact functions. Both the supervisor and the nurse leader then meet with an intention of discussing their evaluation and any differences in opinions are discussed and proposals for development are put forth. These inventory tools have turned out to be the foundation for nursing career planning and definition of leadership goals. This is a soul searching paper which identifies strong and weak points based on four basic aspects. The paper also discusses how the existing leadership skills could be utilized in promoting change in the place of work.
Identifying strong and weak points
Individual and professional responsibility
Moral conduct and nursing custom that support ethics of nursing are evaluated in addition to contribution to professional bodies and certification in appropriate area and speciality. As far as individual and professional responsibilities are concerned, the ratings were high showing my capability in leadership. I have been involved in professional development to enhance career capability. Always sticking to nursing standards and being a member of career associations improved my individual and professional responsibility (“Nurse Manager Leadership Collaborative,” 2004).
This involves assessment of the functions of a nurse leader, both role definition and obligations and these are related to the existing level of nursing custom. Career planning as well entails future development to establish where the nurse leader is headed based on professional growth and improvement and the inputs needed to attain professional goals. The nursing leader’s positioning according to professional path through being open and capable of changing to fit in the future situations. As nursing leader, I know the functions of nursing leader and have at all times attained my objectives and such are strengths. Preparation at the level of nursing has been carried out but lack of key inputs has hampered achievement of some targets (“Nurse Manager Leadership Collaborative,” 2004).
Individual journey disciplines
These refer to attributes and awareness essential for management of boards to develop collective leadership. They as well involve methods for solving issues and reaching suitable decisions in addition to contemplative performance which involves dynamic custom of reflection as management behaviour. Issue resolving knowledge is required for any nursing leader and such is my strong point. I have contributed to collective leadership with an intention of maximizing the human resource capacity in a hospital by giving power to employees and promoting them into management levels (“Nurse Manager Leadership Collaborative,” 2004).
Reflective practice orientation conduct
This refers to principles and parameters that are acquired in order to guide individual consideration of one’s management attributes. Leaders have to be capable of working with people from all ethnic, religious and social backgrounds in addition to dissenting voice and differences by all means. Identification of worker and organization capability and holding various opinions from stakeholders for decision making is required of all leaders in this contemporary world. Such knowledge can be utilized in advocating for change in nursing situation (Cherry & Jacob, 2011).
Using skills in advocating for change
Advocating for change requires agents of change to have various skill sets required for executing this change. A number of skill sets that I have required for causing organizational change range from leadership to ability to plan. Ability to plan for change needs an action plan with an intention of steering the process of change. Planning aids to put in place the necessary inputs, the goals of change project and approaches (June, 2011).
Management skills are required to rally the employees behind the change program being promoted. Good leaders have the capability of affecting workers into recognizing the change with an intention of securing their support and dedication. Interpersonal skills are required to select, listen and collect essential data, manage change forums and identify any issues from stakeholders (Cherry & Jacob, 2011).
My leadership goal as far as profession development is concerned will be training as a way of reaching low performing employees with an intention of increasing their productivity. Such employees will be educated by use of hospital money in appropriate medical fields of their interest.
Nurse leaders are expected to have necessary leadership skills so as to be effective in their profession. Moral conduct and nursing custom that support ethics of nursing are evaluated in addition to contribution to professional bodies and certification in appropriate area and speciality. Changing nature of the situation demands for regular adjustments in the health care institutions and such needs leaders with suitable skills to implement change in the hospital. Profession development actions are necessary to improve the productivity of nurses.
Cherry, B., & Jacob, S. (2011). Contemporary nursing: Issues, trends, & management (5th ed.). St. Louis, Missouri: Thomas Nelson
June, K. (2011). Leadership and change management: Navigating the turbulent frontier. Web.
Nurse Manager Leadership Collaborative. (2004). Methodology of how to use the inventory tool. Web.