1. Leadership Development Program for NM Class 3
Paula F. Coe MSN, RN, NEA-BC
DNP Student- York College of PA

2. Objectives Describe exemplary leadership behaviors
Discuss Pre-data and early statistical analysis
Explore NM action plans
Explain next steps for NM and staff RN’s for data collection
Discuss future opportunities for leadership development of NM

3. Exemplary Leadership Model® and LPI
The LPI was developed through qualitative and quantitative research methods and studies.
3 million surveys have been analyzed
Reliability routinely tested through analysis of internal reliability.
LPI-Self has Cronbach Alpha of α= 0.98
Results have high face and predictive validity

4. Model the Way
Modeling the way is essentially about earning the right and the respect to lead through direct individual involvement and action. Staff have to believe in the messenger or they wont pay attention to the message. They first follow the person, then the plan. It is consistency between words and actions that builds credibility. To model the way you need to set the example by aligning actions with shared values.

5. Inspire a Shared Vision
People must believe that their leaders understand their needs and have their interests at heart. Only through intimate knowledge of their dreams, hopes, aspirations, visions and values are you able to enlist support. You cannot ignite the flame of passion in others if you cannot express enthusiasm for the compelling vision of the group. Leaders must be convinced of the value of the shared vision and communicate that genuine belief to others.

6. Challenge the Process
Risk and experimentation is always accompanied by mistakes and failure. The key that unlocks the door to opportunity is learning. Great leaders are great learners and must create climate in which people can learn from their failures as well as their successes. Innovation and leadership are synonymous. Search for opportunities by seizing the initiative and look outward for innovative ways to improve.

7. Enable Others to Act
When you trust others and give them more discretion, authority and information they are much more likely to use their energies to produce extraordinary results. When you make someone feel strong and capable, that person will give all and exceed your own expectations. Exemplary leaders foster collaboration by building trust and facilitating relationships.

8. Encourage the Heart
When striving to raise quality or make a dramatic change of any kind, leaders make sure people see the benefit of behavior that’s aligned with values, including reminders that success is a function of everyone’s efforts and achieved through working together as a team.

9. 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

10. 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

11. Data Analysis

12. Registered Nurse Satisfaction
RN’s are influenced by the leadership of their NM
Behaviors utilized by NM can make a difference in employee outcomes
Effective TL in NM is essential to creation of work and practice environment (Pearson et al, 2007)
Investment in NM TL style of informing and encouraging staff will enable outcomes of positive work environment and patient care (Germain & Cummings, 2010)

13. What do we know so far….

14. Correlation between LPI self-scores and RN Satisfaction
Leadership Components
MTW
ISV
CTP
EOA
ETH
RN SAT
NDNQI
r= 0.102
r= 0.072 r=
r =
r= 0.440
Looking at the correlation between LPI and RN satisfaction demonstrates that there is a 44% that the leadership practice of Encourage the Heart is the behavior and practice that would be most influential of the NM to focus on to improve the scores of RN satisfaction. Encourage the Heart focuses upon the NM building teamwork and communication as well as developing a strong coalition. Genuine acts of caring uplifts the spirits of the staff as well as creates followership. Clarity of expectations allows staff to feel as if they can be successful and also allows the NM to provide meaningful reward and recognition.
Post test results will be important to see if those NM that selected ETH demonstrate a significant improvement in Rn satisfaction.
Of note however, only a few NM selected ETH as their focus area. Due to the fact that all five practices have been taught during the leadership development program, I am hopeful that the NM that did not select this component will see improvement as well.
Best correlation

15. Patient Satisfaction Correlation to LPI
MTW
ISV
CTP
EOA
ETH
r2=
0.069
0.0369
0.0076
0.0033
0.1449
Best Correlation
The second outcome indicator for this project is based upon improving organizational outcomes. For the purpose of this project patient experience has been selected. For the two years the YH DON has been unable to achieve the organizational goals surrounding Patient experience. The goal has been based upon improvement of the Nurse Communication Composite which is a combination of three separate nursing focused indicators (Nurses explained things understandably, Nurses treated my with courtesy and respect and Nurses listened carefully). Patient experience is also more important to organizations as a certain percentage of reimbursement is with held from hospitals for those who are unable to achieve benchmark performance. These penalties impact significant dollars to hospitals and will continue to increased through 2017.
Baseline data for this project is Nurse Communication composite scores from Oct, Nov, Dec This data will be compared to data from October, Nov, Dec of 2014, the timeframe during which the leadership development program occurred.

16. Encourage the Heart
Genuine acts of caring uplift spirits and carry people forward
Recognition-Celebrate values and victories
Acknowledging good results
Reinforcing positive performance
Stimulates internal drive
Expect the best of your staff
Believe in the abilities of your staff
Be personally involved
Build the fire within your staff

17. NM Action Plans

18. Critical Thinking for the NM
Share one item that you learned from your LPI results.
Share your focus area of the LPI and action plan
What can you learn from other’s experiences?
Think about how you will know you are successful with your action plan?
What would be helpful to sustain your leadership development?

19. Next Steps

20. What’s next… Data Collection Electronic links
LPI-Self post test- NM-by end Dec. 10, 2014
Demographic questions- NM and RN’s December 15th-January 12th, 2015.
NM Leadership ability and support of nurses subscale questions- RN Survey December 15th- January 12th, 2015.
Patient Experience- HCAHPS Nurse Communication Composite- Oct, Nov, Dec 2013 compared to Oct, Nov, Dec 2014.
Electronic links
LPI
REMARK software for demographics and RN survey post data

21. Data….and results… Dedicated time to complete LPI
Continuing education credits pending
Data Analysis
Correlations
Percentage improvement Pre-Post LPI
t-tests
Abstract submission for Research Day

22. Thank You!