peer r1

My name is Seaera, and my pronouns are she/her. I currently reside in Colorado with my husband and our three children. We recently just purchased land and are preparing it to have chickens, goats and sheep, and hopefully a cow. I have grown up with animals my entire life, so it is exciting to have my children around animals as well. I graduated from the University of Kansas with my BSN and have worked in intensive care in numerous positions since.

I have held some leadership positions in my career, including now. The positions have included charge nurse, preceptor, clinical coordinator (my current position), and nurse manager position. Leadership has made jobs easier or even more difficult in my career. I found that a unit could struggle with resources or have a patient population that would be difficult to manage and if leadership was supportive and helpful, the staff was often satisfied and easier to retain. I have had a bad experience with a manager before, and it pushed me and other experienced nurses to seek job opportunities elsewhere. Leadership in nursing and education in leadership have been pioneered and led by many nurses throughout history. Florence Nightingale pioneered patient safety and how nurses were trained from there. Many other nurses and their leadership affected what shaped nursing into what it is today, such as Mary Adelaide Nutting, who formed academic education for nursing, and Loretta Ford and Henry Silver, who created the first nurse practitioner program (Marshall & Broome, 2021). Because of nurses like those listed and many others, the profession of nursing has created safety and educational standards and fought for women’s rights and the rights of vulnerable patients (Marshall & Broome, 2021). Nurses have built upon each other’s experiences and grown nursing to what we know today.

Due to this vast history of growth as a profession, DNP-prepared nurses have been educated based on DNP Essentials that ensure that DNP-prepared nurses can best care for their patients and lead with intention in different systems (Nordick, 2019). I am focusing my DNP on psychiatric mental health. While there has been growth in the specialty, there is still a need for more growth. I plan to seek systems that need change or more access to mental health resources, such as the public school systems.

My top strengths from the StrengthsFinder assessment were developer, relator, empathy, intellection, and arranger. According to the StrengthsFinder (Rath, 2007), the developer appreciates being a part of the growth of others and presenting challenges to others that will increase their development. The relator builds strong personal relationships and is often the person their friend turns to for advice. Empathy creates an intuitive ability to sense others’ emotions, relate to them, and seek out their perspectives. The intellection strength in a person creates a need for mental activity and stimulation, always seeking out answers and understanding. The arranger’s strength can work well in chaos and organize and reorganize to create flow for others. These results fit me well and surprised me with how accurately they matched me. These are strengths that have led me to be a leader while also being able to work well under others as leaders. The ability to develop, relate, empathize, seek intellect, and arrange allows me to care for a well-rounded patient with their needs and wants in mind, and guide others to give similar care or encourage the sharing of ideas to grow care and understanding. At times, empathy can be a barrier to my leadership. Often I can empathize and place myself in a person’s shoes and it allows me to drop boundaries or not hold others accountable to their responsibilities regardless of surrounding situations.

In the Crucial Accountability “Where Do You Stand?” (Patterson et al., 2013), I find the confrontations under Make it Motivating difficult. I avoid the conversations that I have already held with someone especially when it feels I cannot get through to them to create change. I relate it as a failure within myself when I cannot create motivation. I have a hard time adding ability. Sometimes, I expect others to have the same abilities as I do, even though I know we all have different abilities. Continuing to slow down during crucial conversations and take my time to recognize the person I’m speaking to and their ability will help add ability. I fortunately do not fall into the “silence-to-violence” habit often. I recognize when I need to say something regardless of my worries. So, I often will say something long before the “violence” point. Growing my weaknesses and improving upon them will help avoid this altogether.

My Crucial Accountability and StrengthsFinder assessment aligned very well. While a strength, my empathy often creates hesitation and difficulty in confrontations. By recognizing my strengths and weaknesses in the self-assessments, I can apply them to the complexities of systems and individuals. By applying complexity sciences to healthcare and the organizations involved, we can build relationships and interactions that improve patient care and the abilities of healthcare professionals to grow within their professional development. This means recognizing that change is constant and nothing is linear.

System thinking is seeing the larger picture and how they connect and affect each other (Marshall & Broome, 2021). I will use system thinking when finding change and improvement needed in care or within myself in my profession. If there is a problem, rather than looking at one specific factor, I will make a cognitive effort to see the entire picture and how it is all interconnected. By doing this, I will be able to see where the disconnects are and then form a solution that increases the needs of the system rather than one small portion.

References

Marshall, E. S., & Broome, M. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). Springer Publishing Company, Llc.

Nordick, C. L. (2019). Evaluating Leadership Competency in DNP Clinical Practice. Journal of Doctoral Nursing Practice, 12(1), 111–116. https://doi.org/10.1891/2380-9418.12.1.111

Patterson, K., Grenny, J., Maxfield, D. G., Mcmillan, R., & Switzler, A. (2013). Crucial accountability : tools for resolving violated expectations, broken commitments, and bad behavior. Mcgraw-Hill.

Rath, T. (2007). Strengthsfinder 2.0. Gallup Press.

Needs help with similar assignment?

We are available 24x7 to deliver the best services and assignment ready within 3-4 hours? Order a custom-written, plagiarism-free paper

Get Answer Over WhatsApp Order Paper Now