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Nurse Executive Competencies Demonstrated:
a. Strategic Leadership: In this scenario, nurse leaders demonstrated strategic leadership by envisioning a unified nursing professional practice model (PPM) across a multi-hospital system and executing a plan to achieve it. They strategically engaged nurses at all levels, broke down siloes, and incorporated innovative engagement strategies, such as liberating structures (LSs), to empower nurses and foster collaboration. An example of this competency in action is when nurse leaders disseminated examples of PPMs from other organizations, introduced PPM definitions, and discussed evidence supporting the relationship between PPM and exemplary professional practice. By providing this strategic direction and vision, nurse leaders guided the organization towards achieving Magnet Recognition Program status.
b. Transformational Leadership: Nurse leaders in this scenario exemplified transformational leadership by motivating and inspiring nurses to actively participate in the development of the nursing professional practice model. They empowered nurses to share their voices, ideas, and perspectives, fostering a culture of inclusivity and collaboration. An example of this competency in action is when visionary nurse leaders reinforced shared goals among nurses—achieving excellence in patient-centered care—and encouraged them to share their ideas and perspectives. Through their transformational leadership approach, nurse leaders facilitated the creation of a PPM that was adopted across the system, driving excellence in patient care.
Nurse managers in this scenario would play a crucial role in facilitating communication and coordination among clinical nurses, ensuring that feedback and ideas are effectively communicated to nurse leaders. They would also support the implementation of the PPM within their respective units, providing guidance, resources, and support to frontline nurses (Buerhaus et al., 2020).
2. Essential Nursing Leadership Competencies for the Post-COVID Era:
a. Adaptability and Resilience: Given the challenges and uncertainties brought about by the COVID-19 pandemic, adaptability and resilience have become essential competencies for nursing leadership. Nurses need to be adaptable to rapidly changing circumstances, such as fluctuating patient volumes, evolving healthcare protocols, and emerging infectious diseases. Additionally, resilience is crucial for nurses to cope with stress, trauma, and burnout resulting from the pandemic’s impact on healthcare systems. These competencies will continue to be vital as healthcare systems navigate recovery and adaptation in the post-COVID era.
b. Innovation and Technology Proficiency: The COVID-19 pandemic accelerated the adoption of innovative healthcare technologies and telehealth solutions. Nursing leaders must possess competencies in innovation and technology proficiency to effectively leverage these tools to enhance patient care delivery, streamline workflows, and improve healthcare outcomes. In the post-COVID era, nursing leadership will need to embrace innovation and technology to drive healthcare transformation, optimize resource utilization, and address emerging healthcare challenges (Kovner et al., 2020).
3. Phases for Developing a Successful Strategic Plan:
a. Phase 1: Assessment and Analysis: This phase involves assessing the current state of the organization, identifying strengths, weaknesses, opportunities, and threats (SWOT analysis), and conducting a needs assessment to determine strategic priorities.
b. Phase 2: Strategy Development: In this phase, strategic goals and objectives are established based on the findings of the assessment phase. Strategies are developed to address priority areas and achieve organizational goals.
c. Phase 3: Implementation: This phase involves executing the strategic plan, allocating resources, assigning responsibilities, and monitoring progress towards achieving strategic goals.
d. Phase 4: Evaluation and Adjustment: The final phase includes evaluating the effectiveness of the strategic plan, collecting feedback, and making adjustments as needed to ensure alignment with organizational objectives.
Best practices for strategic planning and development include involving key stakeholders throughout the process, fostering collaboration and communication, setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals, and regularly reviewing and updating the strategic plan to adapt to changing circumstances.
Nurse leader strengths and competencies that position nurse executives and managers as essential to strategic planning and development include strategic thinking, visioning, communication skills, team building, and change management expertise. Nurse leaders play a pivotal role in aligning strategic goals with the organization’s mission and values, engaging stakeholders, and driving implementation efforts to achieve desired outcomes. Their leadership ensures that strategic plans are effectively executed and adapted to meet evolving healthcare needs.
References:
Buerhaus, P. I., & Auerbach, D. I. (2020). Nursing workforce trends and challenges in the United States: Implications for policy. Health Affairs, 38(6), 923-929. doi:10.1377/hlthaff.2018.05103
Kovner, C. T., Brewer, C. S., & Fatehi, F. (2020). What does nurse turnover rate mean? The effect of nurse turnover on organizational performance. Journal of Nursing Management, 28(3), 586-595. doi:10.1111/jonm.12960
