Analyzing a Leader 1

Analyzing a Leader
Angie M Robl
Ferris State University

Analyzing a Leader 2

Abstract
The purpose of the paper is to analyze a leader. The subject of the this paper is Chantal Toth MSN, RN,
ACCNS-AG, the Resource Nurse Specialist on B4 at Munson Medical Center in Traverse City, MI. Her
educational and professional background, duties and collaboration are reviewed. From information
acquired through an interview, her experience with legal/ethical issues, use of power and influence,
decision making and problem solving process and resolution of conflict are reviewed and analyzed.
Consideration for the effects on patients and effect on organizations are also reviewed.

Analyzing a Leader 3

Analyzing a Leader
This paper is an analysis of a leader, Chantal Toth MSN, RN, ACCNS-AG, the Resource Nurse
Specialist on B4 at Munson Medical Center in Traverse City, MI. She earned her Associate of Applied
Science at Purdue University in 1989, Bachelor of Science in Nursing from Michigan State University in
2006, and Master of Science in Nursing Clinical Nurse Specialist from Michigan State University in
20013. Mrs. Toths work history includes working as a Registered Nurse for three years on a Medical-
Surgical Unit, twelve years on a Cardiovascular Surgical ICU, Five years on a Cardiac Cath Lab prep and
recovery unit and six years at her current position as a Resource Nurse Specialist. In addition to her
educational and work experience she has Advanced Cardiac Life Support Certification, Medical Surgical
Nursing Certification, and Gerontology Nursing Certification and is an Adult-Gerontology Acute Care
Clinical Nurse Specialist.
Duties
As the Resource Nurse Clinician for B4 she has many responsibilities. She coordinates the
annually competencies required for every employee on B4 and supervises the orientation of all new
employees. She is a resource for all staff and develops complex care plans when needed. As Resource
Clinician she monitors and collects data on quality indicators, such as use of restraints, falls with injury,
incidence reports, medication errors, and hospital acquired pressure ulcers. When asked what her main
duty is as Resource Nurse Clinician, Mrs. Toth states, I am a change agent and a leadership role model
for professionalism for staff, (Chantal Toth, personal communication, February 26, 2014). In the chain
of command she reports to the manager of B4 Dawn Halleck whom reports to the Chief Nursing Officer.
Collaboration
As a Clinical Nurse Specialist and the Resource Nurse Clinician for B4, Mrs. Toth must
collaborate with multiple disciplines. For example, Mrs. Toth worked on the committee that created a
new protocol for the treatment of alcohol withdrawal. The project had clinical nurse specialists,
physicians, pharmacists and IS techs working together to create the new protocol. When there is a need
for a complex care plan for a patient she collaborates with the direct care providers, nurses and nurse
Analyzing a Leader 4

aides, physicians and families to complete comprehensive patient specific care plan. She also
collaborates with staff development for organizational education needs and with other managers to assist
in their unit based initiatives.
Legal/Ethical Issue
The main legal and ethical issue Mrs. Toth reports dealing with is performance issues with staff.
This can be safety issues, privacy issues, falsified charting, and drug diverting to name a few. This can be
a major concern for patients as their health and safety can be jeopardized by the staff caring for them if
there are performance issues. This can also be a concern for the organization as it too can be held liable if
performance issue constitute a, breach of duty of care owed to the patient, (Yoder, 2011). Corporate
liability is described as, institution has the responsibility and accountability for maintaining an
environment that ensures quality healthcare delivery for consumers, (Yoder, 2011). Mrs. Toth keeps an
open door policy for staff to create an environment where staff is comfortable coming to her to discuss
issues so that she is aware when staff has issues. When working with staff that has performance issues
she collaborates with the unit manager to first investigate the complaints, then meets with the staff
member to formulate a plan for improvement and monitors their progress to goals. On an organizational
level this approach is important because the organization must be able to show that prudent measures
were taken to correct the performance issues or they can be held liable. The doctrine of respondeat
superior makes employers accountable for the negligence of their employees, (Yoder, 2011).
Power and Influence
When asked about power and influence in her role as a Clinical Nurse Specialist, Mrs. Toth,
stated, that my power is used to empower staff and my influence is to use influence staff, (personal
communication, February 26,2014). She strives to be a sounding board for her staff members to
encourage them to, think well, and think better, (personal communication, February 26, 2014). She
describes her leadership style as, part participative and part transformational, (personal communication,
February 26, 2014). Mrs. Toth stated that she believes that being a sounding board for her staff is the
most influential thing she can do as a leader, (personal communication, February 26, 2014). In respect to
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her influence on patients Mrs. Toth states, I touch not one patient in a day or four patients in a day I
touch hundreds of patients, (personal communication, February 26, 2014). For example, when B4 joined
the Nurses Improving Care for Health System Elders (NICHE) program there was cultural change. The
gerontological nursing education that Mrs. Toth helped design resulted in a 50% reduction in restraint use
while decreasing falls by 50%, (personal communication, February 26, 2014). This has also affected Mrs.
Toths influence throughout the organization she states that, when I advocate for the older adult
population (in meetings) they listen, (personal communication, February 26, 2014). Yoder defines
power as, the ability to influence others in an effort to achieve goals, (2011).
Decision Making and Problem Solving
Mrs. Toth describes her decision making process and problem solving process as the same as the
nursing process taught to all nurses, dont jump to conclusions, dont feel you have to answer right
away: asses, diagnose, plan, implement, and evaluate, (personal communication, February 26, 2013).
This is the process she also described using when dealing with performance issues. She assesses the
situation, diagnosis if there is a problem, creates a plan with the staff member, implements the plan and
continuously asses the progress. In Leading and Managing in Nursing Yoder (2011) quotes Scriven and
Pauls (2007) definition of critical thinking as, the intellectually disciplined process of actively and
skillfully conceptualizing, applying, analyzing, synthesizing and /or evaluating information gathered
from, or generated by, observation, experience, reflection, reasoning, or communication, as a guide to
belief and action. This supports Mrs. Toths decision making and problem solving process as an
appropriate form of critical thinking.
Resolution of Conflict
Conflict resolution always starts with communication, (personal communication, February 26,
2014). Mrs. Toth stresses that respectful communication is key and people must, be able to agree to
disagree, and be ok with disagreeing, (personal communication, February 26, 2013). She believes that
people must assess the situation and find solutions (personal communication, February 26, 2014). This
system of conflict resolution affects patients in her work with complex patient care plans. Often when
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Mrs. Toth is consulted to develop a complex patient care plans there are behavioral issues with the patient
involved. This method of conflict resolution allows her to work with the nurses and physicians to
develop the best care situation for the patient. Yoder defines collaborating as, both assertive and
cooperative because people work creatively and openly to find the solution that most fully satisfies all
important concerns and goals to be achieved, (2011). On an organizational level there are times when
there are different opinions on how new protocols are developed. With this method of conflict resolution
she is able to function well in groups where there are varying view points and ideas. Constructive and
creative conflict resolution continues to be the real challenge and goal for humanistically oriented
professionals who are genuinely interested in helping people to change unfavorable conflict situations
into positive, cooperative and relatively peaceful directions, (Lieninger, 1975).


Conclusion
This analysis of Mrs. Toths leadership style has shown that her style of leadership is a positive influence
for her unit and organization. The use of critical thinking when dealing with ethical/legal issues and
decision making and problem solving shows the positive and professional presence she brings to her role.
Cooke, Creeedy, Henderson and Walker found with their narrative review of research that leadership is,
dependent upon transformative principles collaboration and relationship building and role modeling,
(, 2011).
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References
Cooke, M., Creedy, D. K., Henderson, A. Walker, R. ( 2011). Characteristics of leadership that
influence clinical learning: a narrative review. Nurse Education Today. 31(8),743-756.
http://dx.doi.org/10.1016/j.nedt.2010.12.018
Leininger, M. (1975). Conflict and conflict resolution. The American Journal of Nursing, 75, 292-296.
doi: 10.2307/3423059
Scriven, M., Paul, R. (2007). Defining critical thinking. Foundation for Critical Thinking. Retrieved
October 6, 2009, from www.criticalthinking.org/aboutCT/definingCT.cfm
Yoder-Wise, P.S. (2011). Leading and Managing in Nursing. (5
th
ed). St Louis, MO: Elsevier Inc.

Analyzing a Leader 8

Grading Rubric for
Analyzing a Nurse in a Leader or Manager Role


POINTS
POSSIBLE
POINTS
AWARDED
Comments
Introduction Provide intro to what the
paper is about and the type of area of
expertise of the person you interviewed.
Background on this person to include
education, employment history and
current role, additional qualifications for
role, etc.
10



Describe job duties
1. What are the job duties of this
person?
2. What does the person state as their
main job duties?
3. Where in the organizational chart do
they fall who do they report
to? Who reports to them (if
anyone)?
10



Discuss the collaboration role for
this manager.
1. Who does this person collaborate
with in other areas to achieve goals
of their job (nurses, lab, billing)
2. How does this person collaborate
with mangers of other areas and
nurses?
10

Describe & analyze a legal or ethical
issue this leader or manager has and
is managing (include effect on patients
and organization)
10
Evidence = 2
Support = 3
Analysis = 5


Describe & analyze use of power and
influence (include effect on patients
and organization)
10
Evidence = 2
Support = 3
Analysis = 5


Describe & analyze use of decision-
making and problem-solving process
(include effect on patients and
organization)
10
Evidence = 2
Support = 3
Analysis = 5


Describe & analyze management and
resolution of conflict (include effect on
patients and organization)
10
Evidence = 2
Support = 3
Analysis = 5


Sentence structure, spelling,
grammar & punctuation; APA Format
30

TOTAL POINTS 100 94/100
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