Leadership Development for Nurse Managers Paula F. Coe MSN, RN, NEA-BC Class 2- DNP Project October 24, 2014

Objectives  Describe foundation of leadership  Explore the five practice of exemplary leadership in greater detail  Explain the link to organizational outcomes  Discuss and share NM leadership action plans

What do I know so far….

What do I know so far?

Model the Way

 As a leader you must demonstrate the utmost integrity and professionalism  Setting an example is the most powerful act a leader can do  YOU influence your employees thoughts and behaviors more than you think  Model the behavior and performance you expect from others  What are your core VALUES- write them down  When you see nursing staff not adhering to standards SPEAK- UP  Hold YOURSELF accountable-understanding your own behavior makes you aware of the opportunities

Model the Way continued…  Do you admit your mistakes?  Do you apologize when appropriate?  Are you defensive?  Make mistakes….You are human!  Learn from YOUR MISTAKES.  Listening skills is seen as one of the most important leadership skills  Build consensus  Be the BEST (reputation, values, vision, presence, trustworthiness, learn)

Inspire a Shared Vision

 Appeal to common ideals  Vision=ideals  Provide staff with a sense of meaning and purpose  Staff want to know that what they are doing truly matters (Connect the dots)  Be upbeat, optimistic and confident about the future  Document YOUR vision- Begin with this and then write the work group vision  What does the vision mean to staff?  What is their role in achieving the vision?

Inspire a Shared Vision continued…  Authenticity-self awareness that faces strengths, vulnerabilities and development challenges  Influence-Communication that connects with people by reminding them and others what is important  Value creation- passion and aspiration to serve  Predict the future (create a visual display)  How will you know when you get there?  What’s important to individual staff –themes?  Set clear expectations  Deal directly with employees and issues

Challenge the Process

 Ensures that the organization is at the cutting edge  Constant alert to PI and take risks to use creative solutions and improve a process  Change =innovation and experiment with new processes for effectiveness and efficiencies  Challenge the status quo  Encourage staff to speak up with ideas and suggestions  Stay in touch with outside the organization  Generate small wins

Challenge the process continued…  Pro’s and Cons- list of potential possibilities  What is the root cause- don’t treat the symptom  Answer these 4 Questions for Staff:  What  Why  How it will affect them  What’s the plan in getting there?  Become familiar with LEAN and PI methodology  What would we do differently if we really listened to our patients?

Enable Others to Act

 Determine what the staff needs to do its work and build a team around common purpose and mutual respect  Plan to foster collaboration  Create a climate of trust  Facilitate relationships  Trusting leaders nurture openness, involvement, personal satisfaction and commitment to excellence  Demonstrate that working together leads to success rather than “going it alone”  Autonomy-then holding themselves personally accountable  Enhance self determination  Develop confidence and competence

Enable Others to Act continued…  Enable relationships at staff meeting- how well do you know your employees?  DO NOT speak negatively about the organization, management (CD, CNO, Sr VP’s)  Know the difference between being honest and candid and gossiping destructively  Build your emotional connection with staff  Leadership rounding with staff  Ensure words and actions are congruent  Foster inclusion for new employees from the start  Retain your top performers on the unit- what motivates them to stay?

Encourage the Heart

 Genuine acts of caring uplift spirits and carry people forward  Builds teamwork, improves communication and strong coalition  Recognition=  Acknowledging good results  Reinforcing positive performance  Stimulates internal drive  Expect the best of your staff  Set expectations  Believe in the abilities of your staff  Personalize recognition

Encourage the Heart continued…  Celebrate values and victories  Projects  Day to Day activities  Build support systems  Create a spirit of community  Celebrate what you preach (genuine)  Provide social support  Build healthier support  Be personally involved  Be out and about on the unit  Build the fire within your staff

Action Plans  S- Specific  M-Measurable  A-Actionable  R- Realistic  T-Timely

Break

Critical Thinking for the NM  Share one item that you learned from your LPI results.  Share your reflections on the book and workbook.  Share your focus area of the LPI and action plan  What can you learn from other’s experiences?  What about their leadership skill resonates with you?  Think about how you will know you are successful with your action plan?

What’s next?  Continue your action plan  Document your success metrics (define them if needed)  Next meeting December 10 th, Classroom 20  10am-12N  11:30am-12N- You will complete demographics and LPI-Self Post Test  Begin to share with staff that we will be asking them to do a spot check improvement of RN Satisfaction with NM Leadership and support of nurses in December.  RN’s will complete this survey and the Demographics  Dec 10- Dec 31, 2014  These surveys will be sent to them electronically

Thank you very much