Select Five Positive Characteristics And Five Characteristic

Select Five Positive Characteristics And Five Characteristics That Nee

Select five positive characteristics and five characteristics that need improvement in your professional behaviors and practice. Use nursing leadership theory, leadership theory, and change theory to discuss how these characteristics developed, how you intend to maximize the positive and what you will do with those needing improvement. Include short- and long-term plans to re-assess these characteristics and the effectiveness of your use of them. Finally, describe how this reflective task would assist with assessing behaviors in your colleagues.

Paper For Above instruction

In the dynamic and demanding field of nursing, professional characteristics significantly influence the quality of patient care, team dynamics, and personal career development. Recognizing and reflecting on these characteristics allows nurses to enhance their professional behaviors systematically. This paper explores five positive characteristics and five areas needing improvement within my nursing practice. It leverages nursing leadership theories, general leadership concepts, and change management principles to understand how these traits developed, strategies for maximizing strengths, and methods for addressing weaknesses. Additionally, it discusses plans for ongoing reassessment and how this reflective process can inform peer behavior evaluation.

Positive Characteristics

The first positive characteristic is compassion. Compassionate care stems from intrinsic empathy, nurtured through exposure to patient interactions, and reinforced by nursing curricula emphasizing patient-centered care. According to Benner's Novice to Expert theory, compassionate practices evolve with experience, underpinning the development of clinical judgment (Benner, 1984). To maximize compassion, I intend to continually engage in reflective practice, seek feedback, and participate in empathy training, fostering deeper patient connections and improving care quality.

Secondly, professionalism is a core characteristic rooted in adherence to ethical standards, accountability, and continuous learning. Professionalism develops through mentorship, clinical experience, and personal values aligning with the code of conduct. Transformational leadership (Bass & Riggio, 2006) encourages professional growth by inspiring a shared vision and exemplifying ethical behaviors. To sustain professionalism, I plan to pursue ongoing certification and engage in peer mentoring, fostering a culture of integrity.

The third positive trait is effective communication. This capacity emerges from active listening, clarity, and cultural competence, built through education and practice. The Shannon-Weaver Model of Communication underpins understanding that feedback and clarification improve interactions (Shannon & Weaver, 1949). My strategy involves participating in communication workshops and practicing assertiveness to enhance team coordination and patient safety.

Flexibility in practice reflects adaptive problem-solving and resilience, cultivated through diverse clinical experiences and reflective adaptation strategies. According to Change Theory by Lewin (1951), embracing change involves unfreezing existing practices, moving towards new behaviors, and consolidating these into routines. My plan is to embrace continuous quality improvement processes and adapt practices based on evolving evidence.

Finally, collaboration exemplifies teamwork, fostering interprofessional respect and shared goals. Collaboration develops through interdisciplinary education and real-world team interactions. Tuckman's Model of Team Development (Tuckman, 1965) suggests that fostering trust and clear roles accelerates team functioning. I intend to engage in multidisciplinary trainings and leadership roles to strengthen collaborative skills further.

Characteristics Needing Improvement

The first area for improvement is time management. My challenge lies in balancing clinical duties with documentation and administrative tasks. This trait likely developed from workload pressures and prioritization struggles. To improve, I will adopt Time Management theories like the Eisenhower Matrix, prioritizing urgent versus important tasks, and utilize scheduling tools. Short-term strategies include daily planning; long-term, I aim to develop delegation skills and advocate for staffing adjustments.

Secondly, assertiveness requires development to ensure my voice is heard in team discussions and patient advocacy. The lack of assertiveness may originate from a desire to maintain harmony, but it can hinder effective communication. Applying the Principles of Assertiveness Training (Alberti & Emmons, 1970) can help. I plan to attend workshops and practice assertive communication techniques, gradually building confidence.

Conflict resolution is another area requiring enhancement. Inadequate management of disagreements can impair team cohesion. This skill develops through experience and conscious effort, influenced by my conflict avoidance tendencies. I will study conflict management theories like Thomas-Kilmann (1974) and practice active listening, seeking win-win solutions. Ongoing reflection and peer feedback will guide my progress.

Stress management is vital, especially considering the burnout risks in nursing. Stress responses have been exacerbated by high workload and emotional strain. Cognitive-Behavioral Therapy (CBT) principles and mindfulness practices can be effective. I intend to integrate mindfulness into daily routines and participate in stress management workshops, adjusting based on ongoing self-assessment.

Lastly, leadership skills need strengthening, especially in guiding less experienced team members. Leadership development often occurs through mentorship and formal education; lacking in initial training, I aim to enroll in leadership development programs and seek mentorship opportunities. Applying Transformational Leadership Theory will help inspire and motivate colleagues.

Plans for Reassessment and Effectiveness

To track progress, I will implement regular self-assessment using reflective journals and seek feedback from colleagues and supervisors quarterly. Additionally, patient satisfaction surveys and team evaluations will serve as external measures of effectiveness. Short-term assessments will involve weekly reflection on specific behaviors, while long-term evaluations will occur biannually, measuring outcomes such as improved time efficiency, conflict resolution success, and leadership initiatives.

Incorporating tools like the Nursing Competency Development Framework (NCDF) and leadership inventories will provide structured evaluation pathways. Setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals for each characteristic will facilitate targeted improvement. For example, within three months, I aim to lead a team project demonstrating enhanced leadership skills, reviewed through peer and supervisor feedback.

Application in Peer Behavior Assessment

This reflective exercise offers valuable insights into professional traits, which can inform peer assessments by establishing objective benchmarks. Observing colleagues through the lens of these characteristics allows for constructive feedback, promoting a culture of continuous improvement. Encouraging shared self-reflection enhances team cohesion, accountability, and collective growth. Creating a feedback-rich environment rooted in empathy and support aligns with transformational leadership principles, ultimately enhancing team performance and patient outcomes.

Conclusion

Engaging in self-reflection to identify and develop professional characteristics is essential for nursing excellence. Emphasizing strengths such as compassion, professionalism, effective communication, flexibility, and collaboration supports personal growth and elevates care standards. Addressing areas for improvement like time management, assertiveness, conflict resolution, stress management, and leadership ensures continuous development. Combining leadership theories, change management principles, and structured reassessment strategies fosters ongoing improvement. Moreover, utilizing this reflective process as a tool for peer assessments helps cultivate a culture of professionalism, accountability, and shared excellence within nursing teams, ultimately benefiting patient care and organizational success.

References

• Benner, P. (1984). From Novice to Expert: Excellence and Power in Clinical Nursing Practice. Prentice-Hall.
• Bass, B. M., & Riggio, R. E. (2006). Transformational Leadership (2nd ed.). Lawrence Erlbaum Associates.
• Lewin, K. (1951). Field Theory in Social Science. Harper & Brothers.
• Shannon, C. E., & Weaver, W. (1949). The Mathematical Theory of Communication. University of Illinois Press.
• Tuckman, B. W. (1965). Developmental sequence in small groups. Psychological Bulletin, 63(6), 384–399.
• Alberti, R. E., & Emmons, M. L. (1970). Your Perfect Right: A Guide to Assertive Behavior. Impact Publishers.
• Thomas, K. W., & Kilmann, R. H. (1974). Thomas-Kilmann Conflict Mode Instrument. Xicom.
• Goleman, D. (1998). Working with Emotional Intelligence. Bantam Books.
• Maxfield, D., et al. (2010). Leadership, safety, and teamwork. Healthcare Quarterly, 13(Spec No), 10–15.
• Cummings, G. G., et al. (2018). Leadership styles and outcome patterns for the nursing workforce and work environment. International Journal of Nursing Studies, 85, 19–60.