Leadership Presentation

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Leadership Presentation

Course Name: Leadership and Issues in Nursing

Course Number: NM480

Objective:

Understand the importance of leadership characteristics and leadership opportunities in quality improvement processes in a health care setting and the impact nursing leadership has on measurable patient outcomes (Learning Objective 5).

Topic and Presentation Requirements (100pts):

Leadership is a very important part of being a professional nurse and understanding the various leadership traits and qualities will aid in being an effective nursing leader. In this presentation the student will select a topic from the list provided and have it approved by the faculty member. The student will research the topic and prepare a presentation discussing the most current information about your topic area. The information provided to the class must be information not previously discussed/lectured on in class. You can use any assistive tool of your choosing (PPT, brochure, handouts, Prezi, etc.).

Requirements:

· Time: 10 minutes in length

· Be creative and think out of the box

· Minor grammatical errors (see rubric).

5/10/21

Names:

Presentation Rubric: 100 points

STRATEGIES TO DEVELOP NURSE LEADERS AND MENTORS

Zizette C. Howard

Department of Nursing Herzing University 

NM 480: Leadership and Issues in Nursing 

                Sandie Yeager                         

February 25, 2022. 

This Photo by Unknown author is licensed under CC BY-NC-ND.

Reybitz, Graham (RG) – Obviously, you need to fix this title page.
Introduction.
Nursing leadership is one of the most important factors in motivating and inspiring nurses to practice at the top of their licensure (Fray & Sherman, 2017). 
Nursing leadership must be equipped to evolve as the nursing industry itself experiences ongoing change and shifts  (Hoover, Koon, Rosser, Rao, 2020).
Organizations should diligently work to recruit and retain dedicated, skilled, and motivated nurses.
(Hoover, Koon, Rosser, Rao, 2020)
 (Fray & Sherman, 2017).

With the increasing need to promote a culture in which nurses’ voices can be heard, the development and mentorship of nurse leaders are very important.
Organizations should focus on developing nurse leaders not only to prepare them for their roles but also to retain them.
The Institute of Medicine (IOM) Future of Nursing report reinforces the call for nurses to mentor those new in their role.
To achieve effective mentoring, organizations should identify nursing leadership turnover trends and implement effective organizational succession planning.
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Strategies to develop nurse leaders and mentors
Leadership means people who can empower others. 
In nursing, leadership is a combination of all those things including caring, foresight, listening, innovation, and commitment to helping others succeed (Fray & Sherman, 2017). 
It is the driving force behind the future of nursing healthcare.
Nurse leaders are essential for providing bedside support and guiding in administrative decision-making. 
 
                                           (Fray & Sherman, 2017)

This Photo by Unknown author is licensed under CC BY.

Development and mentoring of nursing leaders can be done at the unit, organizational, and national levels.
As nursing continues to expand into specialized fields, the nursing profession must ensure that there are nurse leaders in place with the skill set to guide the profession.
To meet the changes of tomorrow, nurse leaders should mentor leaders.
The development of future leaders begins with cultivating those nurses who possess natural leadership abilities and have acquired the educational foundation to facilitate short- and long-term organizational goals.
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Reybitz, Graham (RG) – You talk about mentoring twice in two slides. In a powerpoint, this is less of an issue, but consider mixing up your wording so it does not sound repetative.
Strategies to develop nurse leaders and mentors-continuation
The strategies for nurse leadership empowerment and development include;
1. Creating an empowering environment within the workplace.
2. Continuous education and training (Fray & Sherman, 2017).
3. Couching and mentoring nurses
4. Embracing advance education (Fray & Sherman, 2017).
5. Encouraging nurses to increase their level of education
                                                                  (Fray & Sherman, 2017).

This Photo by Unknown author is licensed under CC BY-NC-ND.
This Photo by Unknown author is licensed under CC BY-NC-ND.

Creating leadership opportunities in the workplace will enable future leaders to learn from successful leaders within the healthcare organization.
Such experience will help them to increase their professional insight, allow them to see the critical components of how decision-making is done in the organization.
They gain experience with organizational structure, procedural pathways, and interventions for resolving system issues and interpersonal conflict.
Learning from successful leaders can shed light on how to craft budgets and allocate financial resources.
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Creating an empowering environment within the workplace.
One way to mentor future nurse leaders is to involve them in task workgroups, forces, and committees within the healthcare organization. 
Engaging them in daily activities will help nurses see the big picture and the needs of the healthcare facility, as well as understand how problems are identified, action plans implemented, and efficacy evaluated (Fray & Sherman, 2017).
               
                                (Fray & Sherman, 2017)

This Photo by Unknown author is licensed under CC BY-SA-NC.

Giving nurses a voice in key hospital decision-making provide a sense of inclusion and appreciation.
Beyond empowering nurse leaders, nurses should be put in a position of influence to see how they react and engage in their new role. They should be allowed to employees discover their potential.
Their mentors should assess how they lead and collaborate with others.  New leaders want to feel trusted and valued for the independent decisions they can make and the impact they can create.
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Reybitz, Graham (RG) – In point two, remove ‘develope to,’ makes it flow better.

Continuous education and training.

Formal training in the multifaceted components of leadership is highly desirable for health care leaders (Hoover et al., 2020).
Training should envelop all the traditional health care domains of clinical practice, education, and research, so that leaders may understand all the activities taking place under their leadership (Hoover et al., 2020).
Training enables leaders engage the various interprofessional communities within the hospital, academic affiliate, or health care system.
         
                                             (Hoover et al., 2020)
This Photo by Unknown author is licensed under CC BY-ND.

Health care organizations are complex environments that require strong, comprehensive, and collaborative leadership.
Training may occur in different forms including self-directed to team training or formal curricula of variable duration.
Training has significant individual benefits including; personal growth, career satisfaction, advancement, and networking: participants who spend significant periods learning together often develop a special camaraderie encouraging collaboration and synergy among healthcare professionals.

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Coaching and mentoring.
Coaching and mentoring are key to developing the leaders of tomorrow.
Mentoring gives advice and teaches whereas coaching involves facilitating learning and skill development (Miller, Wagenberg, Loney, Porinchak, Ramrup, 2020). 
Mentoring is the provision of support and guidance for people to use 
                   

Coaching.
Coaching can be used for people at all competence levels, but there must be a common commitment and enthusiasm and the coachee must take
responsibility for actions and is motivated to learn.
The purposes of coaching include; Transitions from one role or state to another, dealing with organizational change, skill development, and resolution of problems and issues.
It aims at organizational excellence through the effective use of abilities and potential in a way that allows growth in knowledge and experience.
The process involves the development of rapport through assessment and review, negotiation of carefully defined goals, and implementing problem Solving.
Coaching is therefore important for the development of future leaders and mentors.
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Reybitz, Graham (RG) – change ‘coachee’ in the bottom section to ‘mentee.’
Reybitz, Graham (RG) – And remove the last line, it is redundant.
Coaching and mentoring- continuation.
Mentoring is a process of guiding another through the purposeful actions of leading and directing to a new place of cognition (Miller et al., 2020).
Organizations that promote leadership development through mentoring, improve succession planning and retention of not only their nurse leaders but also their frontline staff. 
Mentoring and networking contribute significantly to the development of nursing leaders of the future (Miller et al., 2020).

This Photo by Unknown author is licensed under CC BY-NC-ND.

The nursing workforce is aging increasing concerns that without opportunities for structured mentoring relationships between nursing leaders and new nurses, organizations will be unable to plan for succession to leadership positions.
Mentoring of future nursing leaders requires today’s leaders to actively engage in helping new nurses learn their roles and administrative positions.
Nurse leader mentors help in developing future leaders by providing insight into the role of a nursing leader in today’s constantly changing health care environment.
In addition, the mentors showcase the various traits and characteristics of a leader and demonstrate this to future leaders.
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Embracing Advanced Education.
There is a variety of degree options available. Prospective graduate nursing students may find themselves overwhelmed when contemplating a master’s-level program (Miller et al., 2020). 
It is not always clear what degree program focus leads to what nursing career outcomes.
             

A graduate may have an advanced degree but there can be limitations if the degree does not lend itself to advancement beyond a certain point or beyond a specific medical specialization.
Nurses aiming to advance to leadership roles within their organizations may find limited opportunities. Often, nurses must return to school to pursue a separate advanced degree in leadership to pursue their career goals.
When selecting a nursing master’s degree, students should ultimately select a leadership degree that suits their professional goals and interests. They should also consider that some degrees are more limiting in professional growth than others. 
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Nurse Leadership Degrees
The top nursing degrees for leadership roles include; 
1. Nurse Manager or Administrator.
2. Nurse Educator.
3. Nurse Practitioner.
4. Nurse Case Manager.
5. Clinical Nurse Leader.
                                                                                                    (Miller et al., 2020)

This Photo by Unknown author is licensed under CC BY.

Advanced nursing degrees prepare licensed nurses for expanded roles in clinical practice, and leadership roles.
Nurse managers or administrators are responsible for managing personnel, resources, and overall patient care.  They also play part in budgeting, establishing standards and guidelines of care, and employee training.
Nurse Educators are primarily responsible for preparing future generations of nurse leaders. 
Nurse practitioners can be qualified to provide services in several health care areas such as mental, women’s, or children’s health. 
Clinical Nurse Leaders work with all medical team members to oversee patient care.
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Conclusion.
Nurse leaders play a crucial role in developing future leaders. 
They help through various strategies including; developing an empowering and engaging workplace environment, embracing advanced education, mentoring and coaching, and implementing continuous leadership training (Fray & Sherman, 2017). 
Nurse leaders should be willing to help prepare nurses for future leadership roles to help meet the changing needs in healthcare. 

https://youtu.be/uwCPz759DS4  

This Photo by Unknown author is licensed under CC BY-NC-ND.
This Photo by Unknown author is licensed under CC BY-NC-ND.

The strategies to develop nurse leaders and mentors begin with cultivating those nurses who possess natural leadership abilities and have the educational foundation to facilitate short- and long-term organizational goals.
Organizations should create a culture of involving future leaders in task forces, and committees within the healthcare organization. Involving them in such roles will enable them to gain early experience and develop skills to deal with future challenges that may arise in healthcare.
Experienced nurses who have strong professional networks and are capable of sharing knowledge and nurturing leadership skills should mentor nurses who are aiming at leadership roles in their future careers.
Advanced practice degrees prepare future nurse leaders to meet the needs of tomorrow’s nursing profession by helping them grasp the common global picture of their specialty field and expanding job opportunities.
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References.
Fray, B., & Sherman, R. O. (2017). Best practices for nurse leaders: Succession planning. Professional Case Management, 22(2), 88-94. https://doi.org/10.1097/ncm.0000000000000214
Hoover, J., Koon, A. D., Rosser, E. N., & Rao, K. D. (2020). Mentoring the working nurse: A scoping review. Human Resources for Health, 18(1). https://doi.org/10.1186/s12960-020-00491-x
Miller, C., Wagenberg, C., Loney, E., Porinchak, M., & Ramrup, N. (2020). Creating and implementing a nurse mentoring program. JONA: The Journal of Nursing Administration, 50(6), 343-348. https://doi.org/10.1097/nna.0000000000000895

Reybitz, Graham (RG) – Your citations are off. The first one does not have a journal. Nor does the second. In the third, the journal and volume are supposed to be italicized.

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