Creative Implementation of Leadership

1. Creative Implementation of Leadership Karisa Felker Leadership for Quality and Safety

2. Personality Traits Organized Outgoing Considerate Quiet Persistent Trustworthy Understanding Independent Emotional Compassionate Caring Nice Fun

3. Personality Type that Fits ISFJ I-Introvert(33%), S-Sensing(1%), F-Feeling(38%), and J-Judging(44%) *Test based on the HumanMetrics Website *I- I am introverted and tend to be quiet and reserved *S- I prefer concrete information rather than abstract theories *F- I place a greater emphasis on personal consideration rather than objective information *J- I am a planner and tend to be very well-organized

4. Careers that Fit This Personality Type Leadership Style Vs. Personality Type Social worker, Counselor, Nurse, Paralegal, Book keeper, Child care provider, Office Manager, Administrator, Teacher, Banker, Accountant • The ISFJ does not seek out leadership positions but will accept them when necessary and has the skill and style to do so. (This is me 100%).

5. How I Would Lead Based On My Personality Type I would follow organization's policies and procedures I would focus on the specifics and organize the information I would pay a great deal of attention to followers’ wants and needs, as well as provide encouragement and support I would encourage team members and promote development I would ensure that tasks are completed on time

6. My Facility Hospital- Western Maryland Health System (WMHS) Unit- High Level Care (HLC) Rooms- 531-558- All Private Single-Bed Rooms

7. 1 Nurse Manager- In Charge of the Unit + 2 Charge Nurses- In Charge of the Shift (my position) + 17 Daylight Registered Nurses (7a-7p) + 14 Nightshift Registered Nurses (7p-7a) + 2 PRN Registered Nurses (anytime as needed) + 9 Certified Nursing Assistants + 2 Unit Secretaries = My Team

8. Coaching My Team • I work closely with my Nurse Manager to coach and run the unit • Coaching gives the staff nurses the sense of being valued, heard, and encouraged as they develop clinical, teamwork, and leadership skills and prepare to take on increased responsibility • I lead by example- I do not do anything I would not want my team to do. • I am also available for question or concerns • Always stay positive

9. Coaching Process

10. Cultural Development of WMHS WHMS has a variety of different cultural involved in staffing We work to develop cultural awareness and work to expand our cultural knowledge which means with are working to understand different cultures and their values so we can provided the best care possible

11. Legal Considerations • Being a Patient Advocate- supporting professional nursing goals that benefits consumers • Performing Standard of Care- speaking, writing, and acting in a legally, ethically, and responsible way • Practicing the Scope of Practice- what you can and cannot do in your state (what is acceptable practice) • Providing Patient Confidentiality- not disclosing information about your clients • Medication Errors- wrong dose, wrong medication, wrong person • Client Falls- RNs assessment and what was done to prevent the fall • Liability/Negligence- your actions or words caused harm to your client/you did not act as another reasonable professional nurse would

12. Ethical Considerations • Failure to provide service of the highest quality • End of life situations • Discrimination • Drug and alcohol abuse in the workplace • Freedom vs. Control of the Patient We, as nurses, are faced with ethically dilemmas on a daily basis in which we must make a decision. The decision is based off of so many factors including values, personal beliefs, and experiences

13. How I Would Lead My Unit…What is My Leadership Style I would lead by example and based off of a combination of two theories: McGregor’s Theory Y- assumes that people want to work and can learn to meet organizational goals + Behavioral Science Approach to Management- uses motivation, leadership, communication, group dynamics, and participative management to achieve organizational goals

14. McGregor’s Theory Y • Find ways to encourage my team to • Use their imagination and ingenuity • to solve work problems Make Work Satisfying Teach My Team to Accept Responsibility My Team Wants to Work and Has the Desire to

15. The Behavioral Science Approach to Management • Encourage my team to be part of the decision making process • I give my team responsibility, accountability, and specific authority over certain decisions • Encourages participation of my team which leads to increasing job satisfactions • I believe that each person of my team has a voice the should be heard • I keep my team involved in most of the things happening on the unit • In order for my needs to be meant, the needs of my team needs meant • I strive to understand my team and their needs

16. Forecasting at WMHS“Getting Ahead of the Game” As a Charge Nurse I: • Constantly try to predict the event that are about to occur on the unit based on the past events • Am involved in the interview process because keeping staff plays a big role in forecasting events for the unit • Forecast about budget and expense needs based on prior unit reports • Constantly look for ways to improve the unit based on past experiences I always try to have a plan set in place Think about a weather man forecasting the weather for the area, as a charge nurse I have to forecast the events that could occur on the unit

17. Regulatory Agencies Involved with WMHS • OSHA- • CDC- • AHRQ- • Occupational Safety & Health Administration • Centers for Disease Control & Prevention • Agency for Healthcare Research and Quality As a charge nurse, I am required to communicate with my nurse manager and make sure my unit is safe and effective. Also if an patient with an infectious disease such as TP, I am required to submit a report to the CDC. A list of agencies and requirements can be located on the U-drive at WMHS.

18. Accreditation Agencies Involved with WMHS THE JOINT COMISSION (TJC) An independent, not-for-profit organization that strives to “continuously improve health care for the public, in collaboration with other stakeholders, by evaluating health care organizations and inspiring them to excel in providing safe and effective care of the highest quality and value” Last Effective Date: 6/12/10 Last On-Site Survey Date: 6/11/10 Expires: 2013

19. How I Promote and Pursue Accreditation on My Unit As a Charge Nurse I: • Constantly encourage my team to follow the rules • Make it known as to where resources can be found- currently on the U-Drive on the computer • Am in charge of my team when TJC runs a mock survey at the hospital • Am on TJC committee on my unit • Runs mock surveys • Evaluates the unit performance • Makes a plan to correct the parts of the survey that we did not perform adequately on

20. Budgeting/Marketing for HLC • Review the monthly reports of operations which shows the expenses, profits, and losses • Make a new budget based on past reports • Attempt to leave extra out of the budget for unexpected situations and costs • Explain to my team the importance of budgeting • Charging patients for supplies being used for them • Making sure to clock in and out on time • Educating patients to decrease readmission so the hospital won’t have to cover the cost of the admission

21. Marketing Plan • Target Audience: Communities in the Tri-State Areas • Goal: To promote the services of WMHS and to connect people of the community and healthcare professionals in a mutual relationship • Mission of WMHS: Is Our Commitment to You Superior Care for All We Serve

22. Marketing Plan How? • Marketing on social media site such as Facebook or Twitter 2) Website available with resources about WMHS facility 3) Sending members of my team out to the community to promote the facility

23. My Plan to Retain and Motivate My Team • Providing a conductive learning environment for new nurses • Having a respectful and responsible workplace • Increasing job satisfaction by attempting to lower stress levels and providing help anyway possible • Provide positive reinforcements- throwing a surprise unit party for good reports • Attempting to work around my team’s personal issues during scheduling • Make ALL my team feel welcomed and important

24. Relationship With HR HR controls the money, staffing issues and numbers, HIPPA issues, and disputes and complaints I may not always agree with HR but must uphold a mutual relationship because they control a great deal of aspect pertaining to our unit

25. Why Do I have to Have a Mutual Relationship with HR • HR controls the budget allowance for your unit • HR tells your rather you have enough in your budget to hire new staff or rather you have to cut hours because you are overstaffed. • HR is in charge of hiring and firing staff • HR controls your salary

26. Chain of Leadership At any point in this chain can a position be bypassed depending on the situation, some communications are done via email from charge nurse to nurse manager, however others are done by telephone or meetings

27. Disaster Plan On HLCCODE YELLOW Guidelines and regulations for a Code Yellow can be found on the U-Drive on the computer and also in the binders near the secretary's computer Every person on the unit knows what needs to be done when a Code Yellow is announced

28. Disaster Plan in affect on HLCCODE YELLOW • Announcement comes across the speaker system, announcing Code Yellow now in affect • Charge Nurse on duty assigns specific duties for each nurse working • All doors are closed, blinds are shut, items are removed from patients’ window seals, all people on the unit are accounted for, and plans are made if evacuation is needed. • Patient care is still top priority

29. Disaster Plan in affect on HLCCODE YELLOW 6) Charge nurse is in contact with the nursing supervisor and security about the situation • No one can enter or leave the hospital • All hands on deck until the disaster is cleared • Announcement comes across the speaker saying Code Yellow all clear • Resume normal activity- open patients’ doors and answer any questions that they may have

30. Plan for Succession I plan on going back to school to further my education- not on any particular schedule I plan on working in the nursing field until retirement- possibly changing my fields several times to get experience in all types of nursing such as Peds and OB, surgery, or even the Cancer Center After retirement, I do plan to possibly volunteering at the local hospitals or somewhere in the medical field. I plan to share my experiences and encourage people the benefits of a nursing career

31. Plan for Succession I currently do not have any intentions of leaving my place of work, but I also consider who would take my place after I do. I am constantly training my team to be the best they can possible be and try to pass on my knowledge and leadership skills. When I do leave, I would be a part of the interview process. There would be specific requirements that need to be meant such as years of experiences, held a prior leadership position, effective communicator I plan on training the new charge nurse and attempting to make sure he or she fits into the unit and understand the responsibilities prior to leaving

32. All About Networking • Bed Meetings- held daily to discuss staff and any issues • Daily Huddles- held once a shift to talk about what’s happening on the unit both good and bad • Work Email- attempt to respond to any questions or concerns within 24 hours • Telephone- cell phone number listed for all staff in case of issues-can call anytime • Social networking- Facebook, medical website and blogs

33. Networking and Critical Issues • I plan on keeping up to date on critical and changing issues by reading current article posted online • Any critical issue on the unit is addressed as soon as possible in a serious but positive way- such as incident reports that have been filed on the unit • I plan on keeping the unit running smoothly by making a plan to correct any critical issues on the unit.

34. References • http://www.macter.com/celp/careermed/pdf/repots/ISFJ-Report.pdf • http://www.humanmetrics.com/cgi-win/jtypes2.asp • http://www.ehow.com/about_5187634_health-care-regulatory-agencies_.html • www.wmhs.com • Clark, C. (2009). Creative nursing leadership & management. Sudbury, MA: Jones and Bartlett Publishers • http://www.jointcommission.org