Registered Nurses Might Develop Appropriate Leadership Skills Nursing Essay

Registered carrys Might Develop Appropriate leaders Skills c are for usher discovervasThe purpose of this assignment is to examine how proveed makes crack appropriate overstepership skills, and how this idler be implemented in up a patients c ar requirements. passim this discussion I go out give a definition of leadership, types of leadership models and theorist. Examine the KSF (Knowledge Skills Framework) and PDP (Personal suppuration Portfolio) and discuss the skills and noesis that nurses emergence on in coif to succeed and develop the leadership skills that de bug out be used in improving the patients over either c ar cases.I bequeath use tools much(prenominal) as the internet eg. CINHAL, Caledonian University library, Blackboard, various journals and books to ensure the reading provided is up to learn and current within modern day practices and techniques within the breast feeding profession.Leadership, fit to Grim (2010), is a complex entity, there ar m each definitions, Benton (2005), set forth leadership as the art of influencing people to accomplish the mission, a nonher definition by Huczynski and Buchanan (1991), defines leadership as a social process in which angiotensin-converting enzyme individual make fors the behaviour of others without threats or violence. Cook, (2001),stated that Leadership is not merely a series of skills or projects rather, it is an spatial relation that informs behavior.When we phone of leaders we think of great people such(prenominal)(prenominal) as Churchill, Kennedy, Florence Nightingale and many more, these people are regarded as leaders because they had a vision to channel things for the better, they inspired their fellow men with words of wisdom, they ch everyenged authority and seized on opportunities. at that place are different carriages of leadershipAutocratic, these types of leaders set their own goals they do this without allowing other team members to pcticipate in the dec ision do, (Faugier Woolnough, 2002).Bureaucratic, this is where the leadership has no grey areas they stick to the rules, regulations, and policies rigidly.Participative leader, these leaders allow staff to articulationicipate in making decisions, they delegate and pick fellow staff to participate in the decision making. The emotional stateing is that this type of leadership would allow members of the team to feel more committed to the goals set out as they would be part of the team that set them out. (Faugier Woolnough, 2002).Laissez faire leadership is a more risky mixed bag 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 whitethorn be situational leadership, this style allows the leader to switch between all the above styles depending on the situation they are dealing with and the competency of the men he or she is working with at that time. in that location are any(prenominal) theorists who believe that leadership 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). There are those who disagree, Kouzes and Posner (2002) for example, grapple that the skills of a leader are observable and learnable. Ellis and Abbott (2009), agree with, Faugier Woolnough, (2002), when looking at models of leadership see that some theorists believe that people get integral satisfaction when given more control over their work they pitch to be more productive and better motivated.The clinical governance and the polity and procedure manuals are all pushing for nurses to be autonomous practitioners, to lead teams, to give patients guidance in looking after their own wellness. In order to do these nurses stupefy to inspire and motivate their patients and staff. Timmons and McCabe (2009).As a cleanly answer registered nur se, leadership will be a daunt thought, being the newest member of staff, the leadership mantle will not dwell on easy shoulders, exactly Knowledge and skills must be unplowed up to date passim the practitioners working life,. (NMC 2004) by taking part in breeding activities such as the KSF, a learning tool, that develops the practitioners competence and performance.Throughout the NHS the ongoing education tool which is or so commonly utilize is the KSF. This is an effective tool used to show the broad skills and noesis that a nurse or practitioner needs to be effective in their particular post or position.The framework was introduced alongside the Agenda for tilt (AfC) pay system to ensure every NHS nurse receives an annual freshen to assess the knowledge and skills restoration to do his or her job.The aims of the KSF were to show open and consistent educate objectives so that practitioners were aware of what skills would be compulsory for their elect role, to s wear out and encourage the development of staff in such a modality that they drive out apply the newly gained knowledge and skills to their post and to service identify any knowledge and skills that may bide career progression and encourage the need for life long learning. The KSF will ensure that practitioners are fit to practice and continue to provide a framework for well-be harbourd quality care. (Hinchcliff 2009)The KSF overly highlighted that a re pick up should take place annually, this would be provided by the practitioners line manager to agree to any personal development plans that the practitioner may agree, if the KSF, is implemented correctly, nurses will befool the adequate training and skills to carry out their role effectively. Therefore the KSF will help to parent the clinical standard and standardise the abilities of the staff in specific roles throughout the NHS. (Tanton 2009).Health, safety and security are the key aspects of the job which the KSF descr ibes it makes it clear that it is brisk that everyone takes responsibility for the safety, health and security of patients and clients, the public, colleagues and themselves. It shows that as staff move front in their careers that their roles and responsibilities for health, safety and security also progress and that different levels of competence are required. (DoH 2004)The DoH (2006) is driving a key initiative to advance the development of care for careers across the UK. Four key priority areas take aim been identified to address this they areDevelop a competent and flexile workforce.Update career pathways and career choicesPrepare nurses to lead, in a transferd health care systemModernise the image of nursing and nursing careers. (DOH, 2006, p.17)Leadership skills are being implemented at the start of the nurse training program, communion, listening, self awareness, empathy, motivation, reflection, comminuted thinking and problem solving, these skills will be required from every registered nurse from the onset of their career.The knowledge and skills that are obtained are needed for the team to attain clear, grantd and attainable goals, which are essential in ensuring patients receive the best possible care. NMC (2004)Todays practitioners increasingly require the skills and knowledge to al-Qaeda care on best evidence, to use critical thinking and adjoin advance leadership and decision making skills, to develop and enhance run in a more complex and diverse healthcare environs. Casey and Clark (2009) scathing thinking, is a skill that is defined by Wilkinson (1969) as both an attitude and a think process that involves several intellectual skills. Taylor (2006)Described critical thinking as the rational examination of ideas, inferences, principles, arguments, conclusions, issues, statements, beliefs and actions also referred to as clinical reasoning, clinical decision making and clinical judgement. (Toofany, 2008)In todays healthcare environme nt things are ever changing and so is the info that the medical, clinical and multidisciplinary teams wee to analyse. This information has to be critically analysed, weighing up the evidence and arguments that support such information, research suggests, that many newly qualified nurses and students lack the skills acquired to think critically (Shell 2001). According to Luckowski (2003), critical thinking is a skill that all newly registered nurses must have if they are to succeed in nursing. The need to solve problems in clinical practice (Ferrario 2004), is a skill that is needful for the development of implementing theory to practice. Once qualified the new practitioner will have to think on her feet, critical thinking requires her to make decisions around patient care and to solve problems, these are complex cognitive experiences that nurses have to carry out quickly.There are structured care approaches such as, Integrated care pathways (ICPs) , protocols and algorithms thes e are effective tools that will help new nurses and students to learn to be critical thinkers.Intuition, according to metalworker (2009) has its place in nursing, this is the emotional side of critical thinking, and is an important part of decision making when looking after a patient. There is considerable debate intimately this skill has been linked to expertise and the knowledge of a profound nurse, There have been a plethora of research carried out on this down without any conclusive evidence to disregard it as a skill. Acknowledging hunch is a challenge for nurses, educators and researches, because it is difficult concept to put into words and measure. Rew and garden cart (2007) Turnbull (1999) called intuition the neglected source of knowledge striving for genuineness. Benners (1984) From novitiate to Expert, is a model that is used as the conceptual framework for nursing research on clinical expertise and the use of intuition. ( King and Clark 2002,as cited in Smith 2009 ) communication, one of the main skills that a newly qualified nurse merchantman excel in immediately after training, a skillful 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, telephone calls, information appertaining to the patient in her care, this skill may be intrinsic notwithstanding 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 social 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 make passs with her patient, but by reading them it allows discussion and in a nursing context this could enlarge a difference between a task centred approach or a patient centred approach when dea ling with her patients.Communication is one of the most important skills a nurse can learn, its one of the first lessons taught at the beginning of her training and carries on for the rest of her nursing profession. According to ( Hinchliff et al 2008pg194) Clear communication is essential to an effective and ethical sea captain race. A nurse uses this skill consciously and unconsciously every day of her professional person life. To be an effective communicator and have the patients best interests, the nurse must communicate openly and honestly, this may not only be with the patient and their family, but other members of the multidisciplinary teams. A registered nurse must develop a bleed of communication skills, styles, and technique to best suit her patients needs. There also needs to be good communication between the multidisciplinary teams, poorly written information about a patient could have an effect on the outcome of a patients care. NMC Guidelines for records and record belongings (2004), state that, Good record giveing is a mark of a skilled and safe practitioner, It is also a fundamental part of nursing, which carries a legal responsibility as patients records are part of the key evidence if a case goes to a appeal of law.(Hinchliff 2008). A professional nurse may on occasions specify herself involved in situations where they may be called to give witness beneath oath this is when the skill of good accurate record keeping plays a pivotal role.Active listening skills are an important skill, establishing a sonorousness with a patient just stopping for a moment and great(p) them eye contact smiling and asking open and closed questions will allow the patient to trust the nurse this in turn may reduce the patients anxiety levels and allow the patient to see that they are not just an illness but an individual, thus a therapeutic relationship may develop. (McCabe 2004 Astedr-Kurki and Haggman-Laitila 1992 Williams 1998) A nurse also has to be pa tient centred in her approach to planning, implementing and evaluating patient care, showing qualities of empathy warmth, genuineness, all the following skills are also essentialSelf Awareness and Assertiveness are skills that the newly qualified nurses have to develop, the need to understand themselves and be aware of their own feelings, actions, values, attitudes, beliefs and how they influence relationships and interactions with others. A nurse cannot understand others until they themselves are self aware. Self-awareness is a long process and requires the individual to look inside themselves and reflect take on board feedback from others. Senge (2006)Assertiveness, another valuable skill in the element of communication Balzer-Riley (2000) suggests that assertiveness is the ability to express thoughts feelings and ideas without undue anxiety or having a negative effect on others. To have leadership skills nurses must be more assertive, it is well documented (McCabeTimmins 2006) t hat in the past most nurses tended to take a submissive role in communication behaviour, todays nurse with good teachship and support can be frank, flexible and open-minded and with the full rise can motivate and encourage others, without being giveational or challenging, this can work in the patients best interest to have a surefooted practitioner.Self- regulation this is the component of emotional intelligence that enables the individual to be mediocre in the workplace, with appropriate control over feelings and impulses they are open to change and have the capacity to create environments of trust and fairness.Motivation driven by not only external incentives such individuals are uniquely internally motivated and will display both innate optimism and organisational commitment.Empathy this is an essential component, which enables one to understand both the needs of the user of the service and also those of the providers. neighborly skills enables the individual to find common ground and manage relationships. (Timmins McCabe 2009)Responsibility is a duty 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. nursing midwifery council, states that a practitioner may be expected to delegate to others who are not registered nurses, they may be health care assistants, (HCAs) or students, but the practititioner silence proceeds accountable for the appropriateness of the missionary work. NMC (2004). deputation is the transfer of selected tasks and responsibility for end of tasks to another person and retaining supervision and accountability for that activity (Hansten and Jackson 2004).Delegation is a skill that a new nurse may have to use from day one in her job, she may find herself delegation a task to health care assistances (HCAs) or a student, this may seem inappropriate as the HCA probably has much more knowledge of the task than the new nurse. What a new nurs e or in fact any nurse has to weigh up when delegating the task to another is, does this person have the just skills and competence to carry out the task delegated to them, has this person had training to carry out the task, who is liable if any harm befalls the patient or the carers, the person who carried out the task? or the person who delegated the task? The law will state that due to professional accountability, only responsibility can be delegated to others, accountability and liability 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, even though the student/ HCA have took responsibility for 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 National Council of State Boards of treat (1995), brought about the five rights of delegation these areThe right task,The right circumstances,From the right person,With the right communication,With the right supervision.The NMC (2007b) also reflect on this advice with regards to delegation, as delegation is a skill that will develop over time with the right mentorship and guidance. (Hinchcliff 2009)As the new practitioners confidence in her experiences, abilities and competence in the scene of action she has chosen, grows, mentoring will be the next stage of her development. Mentoring whether its formal or wanton is one of the important roles that every nurse has to take part in. 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, (PA, Panther 2008). The NMC (2004 4.3) states that the practitioner must communicate effectively to others and share know ledge, skill and expertise with other members of the team as required for the make of patients. The course is a ten day program following the effect of the NMC, monetary standards to comport Learning and assessment in Practice (NMC 2006)Reflection, just bid clinical skills reflection needs to be learned, it is an activities that is central to a nurses professional practice. Johns (2000) stated Reflection is a window that the nurse can view and concentrate on herself within the context of her lived experience, this will help her to confront and understand the problem and work towards resolving it within her practice of what she has through and what she would like to do better. When carrying out tasks with the patient although the nurse does her best, using ruminative practice she can look back and see how she could have do this event better for the patient, it may identify a lack of knowledge or a skill that needs to be practiced for the coming(prenominal) care of a patient. 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 remember certain aspects of the event e.g. who, what, where and when, these questions are a catalyst for the practitioner.When reflection forms part of a structured learning experience then theory and practice become more interconnected and theory informs practice and practice informs theory. (Clark et al, 2001), (Fowler, 2006).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. The NMC states that as a practitioner you must keep your knowledge and skills up to date throughout your working life, this will be helped by carrying out Personal Development Portfolios and following the Knowledge and Skills Framework, as this can benefit the practitioner by highlighting abilities, achievements and experiences. Also the portfolio can show the development of analytical skills through reflective study. The practitioner will need to acquire and develop the skills and attributes required to deal with a ladder of new and emerging nursing responsibilities in todays healthcare. 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