How registered nurses might develop appropriate leadership skills

How registered imbibes might uprise appropriate leadinghip adroitnesss end-to-end this discussion I bequeath talk just ab come to the fore NHS leadinghip frame springs, turn over a definition of leading, discuss rooms, and theories such(prenominal) as trans acquitional and transformational models. Mention the association Skills good example, explaining how depend qualified clinical supervision and perceptership during orientation lot contribute a positive order on a good tolerant enjoyment bring off outcome. Giving an over have of the skills and attributes that enable keeps to become draws,NHS Scotland (2004), proposed a lead Framework, the paper talked about improving the wellness of Scotland and reforming how healthc ar is delivered.Its aim, to develop new-fashioned leaders on all levels of the NHS, as this leave al unity be crucial for the ambitious goals luck out for the health aid. part of health 2004 (DOH) is hoping to create visionary leaders who can empower individuals they argon escorting for effective leaders with a labyrinthian mix of attributes, behaviours and skills, who essential also be able to recoil upon and evaluate themselves (Oliver 2006). binds demonstrating an effective lead style give be in a powerful position to influence the victorful using of separatewise mental faculty, this in turn testament lead to the ultimate goal of any(prenominal) healthc ar organisation which is influencing the quality of uncomplaining of c be done good breast feeding leaders. (Frankel 2008)When we think of leaders we think of great people such as Churchill, Kennedy, Florence Nightingale and umteen to a greater ex hug drugt, these people are regarded as leaders because they had a vision to change things for the better, they inspired their fellow men with quarrel of wisdom, they repugnd authority and seized on opportunities.These challenges are carried out of all timey sidereal day in all kinds of clinical and non- clinical readinesstings in the NHS, not many nurses give make the history books, but a good nurse leader lead be respected, and become a routine model for others.However, in that respect are some theorists who believe that leading is in-born and that some traits of a leaders personality such as intelligence, initiative and confidence are what creates leaders. (Goffee and Jones, 2000). at that place are also those who disagree, Kouzes and Posner (2002) for example, argue that the skills of a leader are unmistakable and learnable. Ellis and Abbott (2009), agree with, Faugier Woolnough, (2002), who looked at models of leadership, and believe that people get intrinsical ecstasy when given more control over their work, they tend to be more productive and better incited.According to Murphy (2009), good leadership plays a very main(prenominal) role in the provision of good patient attending. Since the publication of The NHS plan (DOH 2000) the NHS has drasti beseechy cha nged its pluckrial stance, recognising that the concept of, effective leadership, is the detect to modernising todays health service. (Warriner 2009) The goal of the government is to steer the NHS away from a bureaucratic and scientific management and on towards an organisational culture of ego management (Oliver 2006), this leave provide a dynamic and responsive health guardianship arrangement with a work force that can cope with frequent organisational change. To acquire this goal the NHS collect, to exhaust clinicians who can demonstrate leadership skills and can act as role models at all levels of the service leadership, according to inexorable (2010), is a complex entity, there are many definitions, Benton (2005), described leadership as the art of influencing people to accomplish the mission, another definition by Huczynski and Buchanan (1991), defines leadership as a social process in which one individual influences the behaviour of others without threats or violenc e. Cook, (2001),stated that Leadership is not but a series of skills or tasks rather, it is an attitude that informs behavior.Thefore, leadership styles are much based upon behaviours that are used to influence change. in that respect are disparate styles of leadership autocratic, these types of leader restrain their give goals they do so without allowing other team members to participate in the decision making, they lead from the top down. (Faugier Woolnough, 2002). Bureaucratic, leadership has no grey areas, they stick to the rules, regulations and policies rigidly. Laissez faire leadership is a more fantastic kind of leadership as the staff members are left to their own devices in meeting the goals set out. According to Faugier Woolnough, (2002), Ellis and Abbott (2009), a better and fairer leadership style may be situational leadership, this style allows the leader to switch ming conduct with all the above styles depending on the situation they are dealing with and the competency of the workforce he or she is working with at that time.Many organisations, the NHS included, stick out adopted transactional and transformational models of leadership. The transactional approach to leadership according to Frankel (2008), is more management orientated, it assumes that work is done only because of rewards and no other reason, it is task orientated, sets goals for employees focuses on day to day operations and gets things done.Members of these teams can do little to improve or change their job. Transactional leaders, will do things sound, whereas transformational leaders, will do the right things. (Taylor 2009) This could be the reason why transformational leadership, is used in many corporate situations, it suits many circumstances in business as their leaders are exceptionally motivated, trusted, set hap goals, encouraged and arrested, their teams inspire others. Transformational leadership is a style that is focused on change, its more complexed,the way it shapes and alters the goals and values of other staff, to carry through a collective purpose which will benefit the nursing occupation (Grimm2010).Transformational leadership if used by higher management is supposed to have a cascading effect or domino effect as others call it, these leaders see that the relationship between leader and lineer as creation vituperatively important in the running of the organisation. There is an ferocity on empowerment by being honest and open, building a bond of trust that can encourage their staff to become commutative in their decision making. If the transformational model of management is started at the top and kit and caboodle down to the shop floor with every member of staff having that divided up vision, any organisation could move mountains, you would have an effective workforce which will thusly have a positive effect on patient outcomes. (Taylor 2009)The models are tools to uphold the nurse become a good leader, they are fab rics on which to build an effective leadership style, ideas from all of the models can be used and switched about to suit the individual leader.The concepts are not set in stone, to be an effective leader, the manager take to change from transactional leadership to a transformational one. Hurley and Linsley (2007) suggest a amalgamation of the two is needed to unfreeze nurse leadership from self imposed boundaries these two models together could support and underpin clinical leadership with humanistic principles.As a impudently theme registered nurse, leadership will be a daunting thought, being the newest member of staff, the leadership mantle will not rest on easy shoulders, through good preceptors during orientation, the new staff nurse will become a team player, as team work is ingrained to check up on that patients receive the optimum care and the best service available. A new nurse will become part of a multidisciplinary team, which will include a complex mix of people with individual personalities, pagan beliefs and behaviours who will work together with an overall aim of achieving a greens goal, good effective patient care.Good leadership is essential as the dynamics of the team will be subjected to constant change depending on every day problems such as, staff condensedages, absenteeism, and change of responsibilities. The role of the leader is to ensure that the problems would not have any effect on patient care. Leadership is rarely thrust upon the unsuspecting nurse it is a set of knowledge, skill and attributes that are developed over time (Morgan 2000).Therefore, knowledge and skills essential be kept up to date throughout the practicians working life-time to develop these skills the practitioner must go through the Knowledge and Skills Framework (KSF). (DOH 2004),KSF, is an effective ongoing tool used to show the broad skills and knowledge, that a nurse or practitioner needs to be effective in their particular post or position. The f ramework was introduced alongside the Agenda for alternate (AfC) pay system to ensure every NHS nurse receives an annual appraise to assess the knowledge and skills required to do his or her job.The aims of the KSF were to show clear and consistent schooling objectives so that practitioners were aware of what skills would be needed for their elect role, to help and encourage the development of staff in such a way that they can apply the newly gained knowledge and skills to their post and to help identify any knowledge and skills that may support career increase and encourage the need for life long learning. (Hinchcliff 2008 Cook 2001 )The KSF will ensure that practitioners are fit to perform and continue to provide a framework for good quality care, recognised that investment must be make to improve nursing practice and educate nurses to be effective leaders.Leadership skills are implemented at the start of the nurse training programs, communication, critical thinking, auditi on, self awareness, empathy, motivation, thoughtfulness, and problem solving. These skills will be required from every registered nurse from the onset of their career to show that, an individual can achieve leadership and decision-making skills, and will go on to enhance services in our complex and diverse healthcare environment.Communication, one of the main skills that a newly qualified nurse can excel in immediately after training, a good handover, passing on messages such as doctors orders, blood results, listening to what patients are saying and also what they are not saying, body language, resound calls, information appertaining to the patient in her care, this skill may be intrinsic but it can also be a learned skill.There are many theories and models on communication, much has been written about this subject models such as, The Circular Transactional Model of Communication, (Bateson 1979), and a Skill Model of interpersonal Communication Hargie Dickson 2004) to name only two of them. (Timmons McCabe 2009) The theories and models may not have a direct influence on how the nurse surpasss with her patient, but by reading them it allows discussion and in a nursing background this could expatiate a difference between a task centred approach or a patient centred approach when dealing with her patients.A research train carried out by Burns (2009) found that participants felt that leaders need to have, effective communication and interpersonal skills, to be able to tell staff were they are going wrong or encourage them if they are on the right track, they need to be good listeners and keep the staff informed, sharing the vision, negotiate care, or successfully manage care.To have leadership skills nurses must be more assertive, it is well documented (Timmons McCabe 2009) that in the past almost nurses tended to take a submissive role in communication behaviour, todays nurse with good instructship and support can be frank, flexible and open-minded a nd with the right encouragement can motivate and encourage others, without being confrontational or challenging, this can work in the patients best interest, to have a surefooted practitioner who is responsible and accountable for her actions.Sengs (2006) view on this was that these individuals have stimulated maturity they seek go steadying of their roles, similarly Goleman (1998), found that key skills should be found in effective leaders, such as, self awareness and assertiveness, these are the leadership skills that nurses have to develop.A good leader needs to examine themselves, be aware of their own feelings, actions, values, attitudes, beliefs and how they influence relationships and interactions with others, and so, a nurse cannot understand others until they themselves are self aware.Self-awareness is a lifelong process and requires the individual to look inside themselves and take a hop take on board feedback from others. (Senge 2006) Assertiveness, another worthfu l skill in the element of communication, Balzer-Riley (2000) suggests that, assertiveness is a gift that expresses thoughts feelings and ideas without the worry of having a negative effect on others. Self- regulation this is the component of emotional intelligence that enables the individual to be reasonable in the workplace, with appropriate control over feelings and impulses, these leaders are open to change and have the potentiality to create environments of trust and fairness.Motivation, driven by not only out-of-door incentives such leaders are uniquely internally motivated and will display both innate optimism and organisational commitment. Empathy, also an essential skill for a good leader, it enables one to understand both the needs of the user of the service and also those of the providers. Social skills, enables the leader to find common ground and manage relationships they should be recognised by co workers as someone they would wishing to follow. (Timmins McCabe 200 9)Lett (2002), gave a definition of leadership as, the skilled nurse who leads patients to better health care, Cook (2001) agrees, what sets a leader apart is the ability to develop and influence others.Perceptorship and mentorship are not much different to leadership, Adaire (2002) defines them as, the art of influencing people to follow a certain course of action, controlling them,directing them and getting the best out of them.A nurse who has good preceptership and mentorship style will be in the position to influence the sucssesful development of newly qualified staff and students, having a good sense of humour, patience and aproachability, ensuring that their professional standards are maintained thus enabling the growth of competent practitioners.Elmeres (2010) suggests, that strong leadership is vital to the success of the preceptor process the ability to guide, facilitate and evaluate nurses is an undeveloped skill .clinical leaders must take factors such as personality clin ical competency, communication abilities into account. If the preceptor cannot communicate with the new staff nurse because they are lacking in knowledge themselves or have little self esteem then they will be a poor preceptor. The role of the preceptor as an educator and facilitator of learning is the cornerstone of nursing orientation. Elmeres (2010) The preceptore needs to be able to give both positive and constructive disapproval e.g., That was a good dressing you put on or thats not how I would do it, but let me show you how, and then you can have another go. These comments will build confidence and motivate the orienteer.Orientation to a clinical area can take anything up to 18months as every one learns at different speed. It would not be conducive to the nurse if her orientation was over too soon as she may feel overwhelmed and incompetent, this would then demoralise her with no job joy this could be detrimental to the patient care outcome as she could go off work sick leav ing the clinical area short staffed, or need mentored again because of lack of confidence.Clinical supervision in the workplace was introduced as a way of using reflective practice and shared experiences as a part of continuing professional developmentButterworth (1992), gave a definition of Clinical Supervision, an exchange between practicing professionals to enable the development of professional skills. Clinical supervision provides a incorporated approach to deeper reflection on clinical practice, which can lead to improvements in practice and knob care, it has the support of the NMC, and fits well in the clinical governance framework, whilst improving nursing practice.Reflection, just like clinical skills, reflection needs to be learned, it is an employment that is central to a nurses professional practice. Johns (2000) stated Reflection is a window that the nurse can view and concentrate on herself inside the context of her lived experience, this will help her to confront and understand the problem and work towards firmness it within her practice of what she has done and what she would like to do better. There are several models of reflection (e.g. Gibbs 1988, Johns 2000, Taylor 2006,) these models help the practitioner by asking structured questions about their experiences in clinical practice which prompt the practitioner to hatch certain aspects of the event e.g. who, what, where and when.As the new practitioners confidence in her experiences, abilities and competence, grows, mentoring will be the next stage of her development. The NMC (2006) states that, nurses who take the role of mentors must be registered with the NMC and be on the same part of the register as the students they assess. The mentor must be on the register for at least 12 months and have completed an NMC approved mentor preparation course, which is a ten day program, (PA, Panther 2008).Mentoring whether its formal or informal is one of the important roles that every nurse has t o take part in. The NMC (2004 4.3) states that the practitioner must communicate effectively to others and share knowledge, skill and expertise with other members of the team as required for the benefit of patients. This can be seen more frequently in the delegation of colleagues on the ward.Delegation according to Hansten and Jackson (2004), is the transfer of selected tasks and responsibleness for completion of tasks to another and retaining supervision and accountability for that activity. NMC (2004), states that, individual responsibility is the work for which one is responsible, while accountability relates to the fact that one can be called to account for ones actions with regard to a duty. A nurse leader in charge of the ward or clinical area has to delegate to others, otherwise she would have no time to carry out her duties in view of this is she accountable for all her staff. Although the practitioner who has been delegated the task is accountable for her own actions, if the practitioner delegates to another a health care assistant (HCA) or student, then the practitioner is accountable for this person, as the law will state that out-of-pocket to professional accountability, only responsibility can be delegated to others, accountability and indebtedness cannot be delegated. (Cornock 2008) This means that even though the individual took the task on, they may state, that they lacked the authority, knowledge and experience to carry out the task.The nurse who delegated must from a legal perspective remain nearby to monitor the task, and to offer advice if needed. In America, The subject area Council of State Boards of Nursing (1995), brought about the five rights of delegation these are the right task, the right circumstances, from the right person, with the right communication, with the right supervision. NMC (2007b) also reflect on this advice with regards to delegation. (Hinchcliff 2009) .The purpose of this assignment was to examine how registered nurses develop appropriate leadership skills, and how this can be implemented in improving a patients care requirements. Nurses who are competent in the skills of leadership will be able to plan and design the way care is delivered in the future, they will throw better patient outcomes by promoting greater nursing expertise through increased staff ability and a new level of competence this will achieve the goals of the health service providers and improve patient care outcomes.Need to re write this partREFERENCES LEADERSHIPAdaire, J. (2002) Effective strategical Leadership. London Pan MacMillan.Balzer Riley, J. (2000) Communication in Nursing, 4th edn., Mosby St. LouisBateson, G. (1979) Mind and Nature. Dutton red-hot York.Benton, T. (2005) Airforce Officers Guide. 34th ed. Mechanicburg PA Stackpole Books. Cited in Grimm, JW. 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