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Nurse Leader: Elements of Manager Skills Inventory

This is a reflection paper based on the four elements of Nurse Manager Skills Inventory. It covers both my strengths and weaknesses in Personal and Professional Accountability; Career Planning; Personal Journey Disciplines; and Reflective Practice Reference Behaviors/Tenets. These four elements of the inventory were developed to help nurses to create leadership within them.

I have noted that acquiring leadership skills is a constant learning process that starts with comprehending and knowing oneself. After having carefully reviewed all the dimensions for creating leadership within, I have realized that I have achieved ‘Competent Experience/Skills’ in all categories. Consequently, I have the right competent experiences and skills to be a nurse leader and promote nurse advocacy. On the other hand, it is noteworthy to mention that these core skill attributes for creating leadership within are difficult to develop. For instance, I must continuously develop my self-confidence, skills, and competencies in emerging technologies. Moreover, constant evaluation of strengths and weaknesses in diverse spheres of leadership such as career planning; people management; personal and professional accountability; decision-making; personal journey disciplines; reflective practice reference behaviors/tenets is imperative for nurturing my leadership skills. They will lead to self-discovery, deep reflections, personal development, and renewal of leadership quest.

With regard to weaknesses, I must continuously identify them and develop an action plan to assist me to improve upon them.

Currently, I can use my leadership skills to advocate for change at the workplace. For instance, I will specifically focus on advocacy to promote learning new technologies among nurses. Today, the use of computers and different software applications is common in nursing environments. In addition, they have reduced paperwork for nurses. However, these new technologies have created new challenges for nurses at workplaces. For instance, one major challenge has been the use of different software programs across different units. Further, nurses are rarely involved in the development or selection of these new software applications. Therefore, the adoption of new software programs that are not supportive to end-users is, in many instances, more challenging than useful. Moreover, older nurses may not possess computer skills and often resist learning such skills to do their roles effectively. These are critical challenges that require nurse leadership and advocacy. Advocating for nurse education therefore would solve many current challenges with technologies at workplaces. In fact, the IOM report proposes further nurse education and seamless academic progression to improve nurse competencies and leadership skills (Institute of Medicine, 2010). Contemporary nurses must learn and use computers to manage patient health records and facilitate communication (Choi & De Martinis, 2013). Electronic health records and communication have evolved to be the normal practices across healthcare facilities in the US (Blumenthal & Tavenner, 2010). Consequently, nurse educators no longer focus on training on basic computer skills to ‘meaningful use’ in order to realize the value and effectiveness of technologies in healthcare provisions, specifically through collecting and analyzing data to get information for effective decision-making and improving quality of care and health outcomes.

My single personal goal for leadership growth is to develop change agility and subsequently change leadership. Change leadership would ensure that I am more of a nurse change agent and champion as I work with other nurses to develop, implement and sustain changes in healthcare facilities.

The healthcare sector has become highly dynamic, and nurses are constantly presented with new situations, which are equally challenging. Thus, the ability to manage change processes and lead others successfully will be extremely valuable in the future nursing profession. Change leadership begins with personal goals and openness to embracing change. The required skills to enhance change would be inclined toward understanding ongoing changes in the healthcare sector, understanding evidence-based practices, and developing several models to solve daily challenges at workplaces.

As new challenges in leadership emerge, contemporary nurse leaders are challenged to foresee what expertise, skills, and abilities would be required by emerging nurse leaders in the healthcare sector. Thus, my personal goal for change leadership is imperative for success in the ever-evolving healthcare sector.

Developing change leadership requires effective planning and action. As today’s nurse focused on developing leadership qualities, I must identify and develop skills and competencies required for personal development, prosperity, and adaptability.

My action plan for developing change leadership would involve pursuing formal training. Higher academic qualifications such as a Master of Science in Nursing (MSN) degree, for instance, offer the best opportunity for a career in nursing leadership. In addition, I would work with other experienced nurse leaders and mentors to grow and help in self-development. On this note, I will identify any possible weaknesses and incorporate them in the action plan for implementation to assist me in developing and nurturing the required competencies for change leadership. I would enhance relationships with other nurses, create partnership and teamwork, and comprehend diverse needs within workplaces. Change leadership skills would ensure that I collaborate with nurses and other stakeholders in the healthcare delivery system to overcome challenges, challenge the status quo and adopt new technologies to promote change. These approaches will also include personal initiatives to enhance growth beyond normal boundaries.

References

Blumenthal, D., & Tavenner, M. (2010). The “Meaningful Use” Regulation for Electronic Health Records. New England Journal of Medicine, 363, 501-504.

Choi, J., & De Martinis, J. (2013). Nursing informatics competencies: assessment of undergraduate and graduate nursing students. Journal of Clinical Nursing, 22(13- 14), 1970–1976.

Institute of Medicine. (2010). The Future of Nursing: Leading Change, Advancing Health. Web.

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ApeGrade. "Nurse Leader: Elements of Manager Skills Inventory." April 25, 2022. https://apegrade.com/nurse-leader-elements-of-manager-skills-inventory/.

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ApeGrade. 2022. "Nurse Leader: Elements of Manager Skills Inventory." April 25, 2022. https://apegrade.com/nurse-leader-elements-of-manager-skills-inventory/.

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