Assignment: Leadership Style and Change Advocacy Statement Part II

Assignment: Leadership Style and Change Advocacy Statement Part II

Part I

As innovators of healthcare reforms, registered nurses (RNs) function as agents of change driven towards better, affordable, and available care. The program within my practice assigns attending registered nurses (ARNs) to patients for a duration that a patient is in the hospital and after discharge. This program is projected to build a relationship with patients and their caregivers, essential to ascertain that a collective care plan is followed (Milstead & Short, 2019). ARNs are positioned to enhance continuity of care, mostly with a typical five-day, eight hours daily work schedule.

The role of ARNs is designed to serve continually during the patient’s experience. They are available to patients ahead admissions and post-discharge attendance. Thus, the design is a type of the many new roles assigned to nurses in the process of improving care delivery (Omdal, 2018). The role specifically empowers the nurse to improve on the patient experience and helps to lower costs. They are indeed critical in reducing costly and unnecessary readmissions and help avoid cases of preventable medical errors. Inherently, nurses offer a new take on leadership and management in adopting patient-centered care, evidence-based practice, and resourceful use of informatics while employing quality improvement and working with interdisciplinary groups. ARNs, therefore, are important in providing more convenient, affordable, primary, and patient-centered care in both the hospital and a community based setting. In order to achieve the above, I prefer the laissez-faire leadership as it allows the nurses to implement the above without the interference of the management, which improves their morale and productivity.

Change Advocacy Statement and Rationale

According to American Nurses Association, nurses today across the globe are adopting new roles of coordinating and improving care from many descriptions including handling caseloads of patients needing intensive attention, and helping with the transition of patients out of hospitals into other settings or to their homes. Embracing such a practice and supporting ARNs inclusion to mitigate medical errors is an acquiescent and subordinate role that can help nurses partner certainly on interdisciplinary care teams (Omdal, 2018). Here, we work as ‘health coaches,’ to prevent illness and support wellness. Other conduit incorporated to influence change advocacy entails plotting new paths in emergent fields including telehealth, informatics, genetics, and as leaders and scientists in the community. Registered nurses are now operating independently without the supervision of physicians to meet the new needs of patients in the implementation of the program. In the design of the program, nurses have a significant role to play in strengthening primary care, achieving patient-centered care, and providing seamless care (Omdal, 2018). According to the design, nurse-led primary care require them as leaders to assume more direct face to face independent and shared visits with providers. Thus, the practices that engage nurses in the newly expanded roles provide better patient experience and clinical performance.

Conclusion

Nurses are the most needed members of a healthcare team to implement the current program into full operation. As leaders and advocates of patient-centered care, ARNs will not only assume accountability in the traditional setting but will also gain enhanced responsibility such as community-based clinics and patient homes, which better aligns with better care experiences and improved outcomes (Milstead & Short, 2019). This places nurses at the center-stage for talks, project progress, and implementation of new models and roles of care. Hence, nurses will work from door to door and more engaged in the society.

Click here to ORDER an A++ paper from our Verified MASTERS and DOCTORATE WRITERS: Assignment: Leadership Style and Change Advocacy Statement Part II
Part II: Summary

A good leader is responsible to all the decisions they make and actions they take. Responsibility here refers to facing challenges head-on and not blaming the factors outside the control of the organization. Working as attending registered nurse, I learned how to work

Assignment Leadership Style and Change Advocacy Statement Part II
Assignment Leadership Style and Change Advocacy Statement Part II

in a team because at no point was anyone assigned some tasks alone. Although it was somehow tricky in the beginning since you also have individual tasks to do, in the end, it yielded results to work in almost any organization that is after positive results, especially concerning leadership responsibilities. Moreover, diversity recognition entails respect and acceptance of people’s unique differences. A hospital setting is where its employees come from all corners of the nation. These differences include age, physical abilities, gender, race, ethnicity, socio-economic status, political ideologies, and religious beliefs. As a leader in my facility, it is important to recognize operational work policies that govern these differences to ensure even the newbie quickly learns and adapts to work in that environment adhering and accepting the differences.

To achieve greater performance, nurse leaders must express and enhance crucial practices and perform them with discipline every day. For a case like where I practice, leaders must translate values and vision into goals and strategies, by outlining vision or value and steps or approaches required. As a leader, this should be on your finger-tips. In any organizational structure, efficient communication adds a link to the success chain. My facility has invested on proper communication lines across its department to ensure no communication breaks down at any point. Hospital clients can use the organization’s website to communicate or support line to get assistance.

As a leader, proper objectives and actions taken when need be translate into vision. The best organization develops simple procedures that are internally effective, globally adaptable, and locally receptive. In essence, we removed complexity from customers experience, which enabled them interact with the organization in a way both the customers and the organization are satisfied. This was achieved by use of advanced change techniques in support of major initiatives, using the most effective techniques borrowed from other leading hospitals in terms of quality and also establishing patterns of executive sponsorship for all initiatives.

To improve quality of care, there ought to be clear definition of tasks or roles and hold specific nurses accountable. More so, communication remains a crucial aspect of quality care and needs to be put fundamental before any adoption of a new model in the delivery of care. Significant challenges faced as leaders include ineffective managerial and work-related practices that limit employee performance. Employees work best when motivated. Therefore, it is essential for leaders to take an interest in the welfare of staffs. However, due to conflicting resources, leaders find it hard to satisfy all the packages provided by employees, thus, leading to increased turnover. Decisions that do not materialize as projected also contribute to the adverse patient outcome, working against the primary objective of the entity. Leaders, therefore, have the duty to bridge the gap between project implementation and sustenance.