CNUR225 Leadership PDF

Week 1 Introduction Strengths-Based Nursing and Healthcare (SBNH) is a philosophy and value driven approach to support humanized care and build nursing competency at all levels, from novice to expert. SBNH is based on eight values and four foundations (Lapierre, et.al. 2024). St...

Week 1 Introduction Strengths-Based Nursing and Healthcare (SBNH) is a philosophy and value driven approach to support humanized care and build nursing competency at all levels, from novice to expert. SBNH is based on eight values and four foundations (Lapierre, et.al. 2024). Strengths-Based Nursing and Healthcare Leadership (SBNH-L) is defined as a unique, value-driven, embodied approach that guides leaders and managers to create equitable and safe workplace cultures and environments that honour, develop, mobilize, and capitalize on the strengths of individuals and their team (Gottlieb et al., 2021). Transformational leadership (TFL) is a process that motivates followers by appealing to higher ideas and moral values where the leader has a deep set of internal values and ideas and is persuasive at motivating followers to act in a way that sustains the greater good rather than their own interests (Burns, 1978). At the end of this module, you will have a better understanding of these two types of leadership styles and be able to begin to incorporate these leadership styles in their own clinical practice. In addition, you will be able to define SBNH-L and describe the eight core values of SBNH-L, including why SBNH-L is important and how it differs from other leadership styles. Learners will also be able to define transformational leadership and how it works in practice. Through the engagement with case studies, you will be able to apply SBNH-L and TFL in your clinical practice. This module will include: Strengths-Based Nursing and Healthcare Leadership (SBNH-L) The eight core values and four foundations of SBNH The importance of SBNH-L, and how it differs from other leadership styles Transformational leadership and how it works Application of SBNH-L and transformational leadership through case studies Learning Objectives 1. Define and describe Strengths-Based Nursing and Healthcare leadership 2. Define and describe transformational leadership in nursing practice 3. Compare and contrast the difference between Strengths-Based Nursing and Healthcare leadership and transformational leadership 4. Discuss the application of Strengths-Based Nursing and Healthcare leadership and transformational leadership in nursing practice (Hint: There will be questions on the tests based on the required readings.) Required readings Lapierre, J., Bernardino, E., Encarnação, P., Mohamed, A., Bouchlaghem & Rorato. C. (2024). Empowering nursing students to adopt and embody strengths-based nursing and healthcare. Canadian Journal of Healthcare Leadership, 36(4), 57–72. McAllister, M., Ballantyne, M. & Hubley, P. (nd). Talking about strengths-based nursing and healthcare leadership: What Canadian nurse leaders have to say. Canadian Journal of Healthcare Leadership, 36(4), 73–80. Gottlieb, L. N., Gottlieb, B., & Bitzas, V. (2021). Creating empowering conditions for nurses with workplace autonomy and agency: How healthcare leaders could be guided by strengths-based nursing and healthcare leadership (SBNH-L). Journal of Healthcare Leadership, 169–181. Doody, O., & Doody, C. M. (2012). Transformational leadership in nursing practice. British Journal of Nursing (Mark Allen Publishing), 21(20), 1212–1218. Fischer, S. A. (2016). Transformational leadership in nursing: A concept analysis. Journal of Advanced Nursing, 72(11), 2644–2653. What is Strengths-Based Nursing and Healthcare Leadership? Strengths-Based Nursing and Healthcare leadership (SBNH-L) is a unique, value-driven, embodied approach that guides leaders and managers to create equitable and culturally safe workplace cultures and environments that honour, develop, mobilize, and capitalize on the strengths of individuals and their team (Gottlieb et al., 2021). The image below depicts the four foundations and eight values of SBNH-L.  Figure 1.1. Strengths-based Nursing and Healthcare Leadership (SBNH-L) values and foundations. Long Description The SBNH-L foundations are operationalized in the eight SBNH-L values. The SBNH-L values are interconnected. The image in the centre of the values represents the unit of the leaders' concern which could include staff, point-of- care nurses, patient, family, team members, other colleagues, the unit, the organization and the like. Why Is SBNH-L Important? How Are Other Leadership Styles Different from SBHN-L? What is missing and urgently needed is a leadership framework that can guide leaders to create workplace environments that specifically address issues of agency, autonomy, and empowerment. SBNH, developed by Laurie Gottlieb (2021), is rooted in the work of Florence Nightingale, the McGill Model of Nursing, and the Developmental Health Framework, which then evolved into a philosophy and value-driven approach to guide clinicians to enable them to provide compassionate, knowledgeable care. SBNH represents a paradigm shift from the current prevailing disease-focused, deficit-based, hierarchical model of care that predominates most healthcare systems. SBNH guides nurses to actualize care that is deeply person-centered, involves processes of empowerment and relationality, that capitalizes on a person’s innate and acquired capacities (i.e., strengths) which are required for health and healing. This approach involves noticing, mobilizing, developing, and working with a person and family's inner and outer strengths.  Is SBNH-L Effective? SBNH leaders enable individuals, teams and organizations to provide knowledgeable, compassionate, safe, high- quality person- and family-centred care. SBNH leaders have skilled know-how to bring about change. The SBNH-L underlying foundations of person-centered, empowerment, relationship-focused, and innate capacities are operationalized by eight core values. These values guide SBNH leaders’ actions and include; systems-thinking; uniqueness; health and healing; multiple perspectives and creating meaning; self-determination; goodness-of-fit; timing-readiness-learning; collaborative partnerships. What is Transformational Leadership? Does it Work? Transformational leadership is not a panacea for improving patient outcomes; it should be used in conjunction with other leadership skills to optimize the performance of a workgroup (Doody & Doody, 2023). Four I’s of Transformational Leadership by Bass and Avolio The defining attributes and behaviours associated with TFL were identified by Bass and Avolio (1994) as the “four I's”: idealized influence, inspirational motivation, intellectual stimulation and individual consideration. Figure 1.3. The Four I's of transformational leadership.  Five Practices of Exemplary Leadership by Kouzes and Posner In another synthesis of TFL's defining attributes, Kouzes and Posner (2008) identified the transformational leader's five habitual practices: modelling the way, inspiring a shared vision, challenging the process, enabling others to act, and encouraging the heart. James Kouzes and Barry Posner identify that exemplary leaders model the way i.e. they are clear on who they are and what they stand for. They also acknowledge that leaders challenge the status quo and challenge the process. Video Watch this video on Five practices of exemplary leadership by Master Class Training [2:49] to find out more. Why is Transformational Leadership Important? Transformational leadership is a style in which leaders encourage, inspire, and motivate employees to innovate and create change that help grow and shape the future success of the organization. Nurses working with these leaders have reported increases in their job satisfaction and improved patient safety outcomes. Transformational leadership in nursing has been associated with high-performing teams and improved patient care, but rarely has it been considered as a set of competencies that can be taught. But … recent research shows that transformational leadership is a leadership style as well as a set of competencies that can be taught Pause and Reflect Consider the characteristics of the Transformational Leadership (TFL) model covered so far, and think of a possible clinical example of transformational leadership in nursing. An example would be a facility's goal to increase patient satisfaction. The nurse leader would set goals to improve customer service, collaboratively develop an initiative or initiatives, and measure results (e.g., a patient survey) – engaging staff along the way. Strengths-Based Nursing Care (SBNH) This short video features Sarah Rumbolt, a nurse, working at the Holland Bloorview’s Specialized Orthopedic and Development Unit and an interaction with a paediatric patient. Video Watch this video on Strengths-Based Nursing and Healthcare (4:27), directed by Kitra Cahana. While you view the video, consider the following: How has Sarah incorporated the eight values and four foundations of Strengths-Based Nursing Care? Check your understanding Leadership Styles 1. John is working as a nurse educator on a med-surg unit. He's noticed a few incidents where the nurses have not properly adjusted the height of the patient's bed before leaving the room, which is a fal risk. John decides to set up a lunch and learn event for his staff where they take turns lying on the bed at different heights while wearing a blindfold, to mimic patients trying to get out of bed at night to go to the bathroom. Which component of transformational leadership does this action demonstrate? a. Intellectual stimulation b. Inspirational motivation c. Individual consideration d. Idealized influence A nurse manager wants to improve her staff's morale and asks herself “What structures do I need to put in place that will encourage staff to be more autonomous and exercise their agency?” Which value does this question reflect under a strengths-based nursing leadership approach? a. Collaborative partnerships b. Systems thinking c. Timing, readiness, and learning d. Goodness of fit e. Self-determination