Nursing Doctorate Level Writing 2 Pages APA Format Abs

Nursing Doctorate Level Writing 2 Pages Apa Format Abs

Instructions: Nursing Doctorate level writing, 2 pages, APA format absolutely zero plagiarism Please see attached supplemental reading material Due today 12/16/2020 in 8hrs (2:30PM -US Central time Questions to address: · How will you establish personal credibility as a leader? How will you model the way for others? · What strategies will you use to inspire a shared vision for those you lead? · How will you challenge the current process to lead change? · What strategies will you use to enable others to act? · How will you recognize the contributions of others?

Paper For Above instruction

Establishing credibility and effective leadership in nursing require deliberate strategies grounded in integrity, professionalism, and a commitment to shared goals. As a nurse leader aiming to influence positive change, establishing personal credibility involves demonstrating competence, accountability, and ethical integrity. Firstly, I will ensure my clinical and administrative skills are contemporaneous and evidence-based, providing a foundation of trustworthiness (Giltinane, 2013). By consistently upholding ethical standards, engaging in transparent communication, and taking responsibility for decisions, I will foster trust among colleagues and team members.

Modeling the way for others entails exemplifying professional behavior, demonstrating accountability, and maintaining a positive attitude even during challenging situations. I will serve as a role model by adhering to best practices, prioritizing patient safety, and showing respect and empathy towards patients and team members (Kouzes & Posner, 2017). Additionally, demonstrating a willingness to learn and adapt reflects humility and encourages a learning culture within the team.

Inspiring a shared vision begins with effective communication and active engagement of team members in goal setting. I will facilitate open dialogues that promote collective input, allowing team members to articulate their aspirations and align them with organizational objectives (Northouse, 2019). Using storytelling and envisioning exercises, I will help others see future possibilities that motivate engagement and commitment toward common goals. Moreover, fostering an environment of trust and inclusivity ensures that diverse perspectives contribute to the shared vision.

Challenging the current process involves critically assessing existing practices and being open to innovations. I will encourage constructive feedback and promote a culture that views change as an opportunity for improvement rather than disruption (Lunenburg, 2010). Initiating quality improvement projects, using evidence-based interventions, and advocating for policy changes are practical ways to lead change. Embracing a growth mindset and resilience helps both myself and others to navigate uncertainties associated with change.

Enabling others to act is centered on empowerment, providing necessary resources, and fostering collaboration. I will cultivate shared responsibility by delegating appropriately, offering developmental opportunities, and recognizing individual contributions (Isaacs, 2008). Promoting interprofessional teamwork and open communication enhances collective efficacy and motivates team members to take initiative.

Recognizing contributions involves both formal and informal acknowledgment of efforts and achievements. I will implement regular feedback sessions, celebrate milestones, and express appreciation genuinely. Recognizing others’ contributions boosts morale, reinforces positive behaviors, and cultivates a culture of mutual respect (Deci & Ryan, 2000).

In sum, credible leadership in nursing hinges on consistency, transparency, and a genuine commitment to shared goals. By modeling integrity, inspiring engagement, challenging the status quo, empowering others, and recognizing contributions, I will foster a motivated, effective team dedicated to delivering high-quality patient care.

References

• Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268.
• Giltinane, C. L. (2013). Leadership styles and theories. Nursing Standard, 27(41), 35-39.
• Isaacs, H. (2008). Dialogue and the human condition. Journal of Business Ethics, 77(4), 395-404.
• Kouzes, J. M., & Posner, B. Z. (2017). The leadership challenge: How to make extraordinary things happen in organizations. Wiley.
• Lunenburg, F. C. (2010).Leadership versus Management: A Key distinction—Part 1. IDEA Paper No. 52, College of Education, Virginia Commonwealth University.
• Northouse, P. G. (2019). Leadership: Theory and practice. Sage publications.