The Nurse Leader as Change Agent and Role Model: Thoughts of a Ne...

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Why Change? The Skillful Nurse Negotiator Cultural Understanding and Sensitivity Leadership Styles Generational Differences Spirituality Crucial Conversations Ethical Decision Making Emotionalism Women in Leadership Roles Self-Improvement Concepts and Ideas Conclusion

Nurse Leader
Volume 9, Issue 3, June 2011, Pages 3942

http://dx.doi.org/10.1016/j.mnl.2010.09.007 Get rights and content

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The Nurse Leader as Change Agent and Role Model: Thoughts of a New Nurse Manager
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Perhaps these questions limit the thought processes and proactive actions of many nurses. The result is that they feel less empowered to transform practice or thinking on the unit or the organizational level. Many nurses are frustrated and overworked. At times, it's difficult to maintain a positive momentum when there seem to be many bureaucratic roadblocks. Therefore, how can positive outcomes be achieved and maintained? Success takes hard work, dedication, consistency, and the ability to not take yourself too seriously! Nurse leaders as change agents and role models must be introspective, focused yet flexible, and have stellar emotional intelligence to be able to connect with others and achieve buy-in. Leaders should be approachable, openly visible, and accessible to all levels of the organization to increase credibility. Employees expect leaders to have a sense of direction for the organization and a vision that can be clearly verbalized. Nurse leaders must create an atmosphere of inspiration by communicating encouragement for performance at the highest potential. However, the difficulty lies in developing a trusting relationship. What a delicate balancing act! Nurse leaders must not only understand policies, procedures, and performance systems that impact the team, but also understand when to modify them to maintain effectiveness. Understanding the intrinsic and extrinsic motivations that drive people and teams impacts the expected and unexpected consequences of change. The consequences may affect such team dynamics as building trust, networks, and relationships. Leading this change process includes obtaining support from organizational leaders who, in turn, are viewing the organization globally. Being proactive in challenging some of the existing strategies may facilitate the emergence of innovative avenues to inspire creativity and follow through.

Why Change?
Understanding the root cause of processes will enable effective change in team dynamics and outcomes via the use of data analysis and collections on various levels. In order that the team increases learning, learning must occur on all levels. Learning must come from the environment and from collaborations with other groups and newcomers. In order that performance improvement is consistent and accurate, change is needed for the organization, as well as the unit, to provide quality care.

The Skillful Nurse Negotiator

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9/10/2013 9:50 PM