Nursing Leadership: Analysis of Leadership and Resilience in Nursing

This report delves into the multifaceted aspects of nursing leadership, focusing on a case study involving a newly graduated nurse, Mrs. Kim, and her interactions with a nurse unit manager and other healthcare professionals. The analysis explores issues and factors influencing nursing leaders, particularly the importance of respectful communication, adherence to professional standards, and the impact of leadership styles on junior staff. The report utilizes the Gibbs Model of Reflection to examine the emotional impact of the case study on Mrs. Kim, her evaluation of the situation, and the development of an action plan for future scenarios. It highlights clinical leadership expectations for new graduate nurses, emphasizing the need for equipment proficiency and adherence to professional obligations. Furthermore, the report discusses supportive elements in nursing leadership, such as leading by example and utilizing networks, to foster the development of graduate nurses. Ultimately, the report underscores the significance of leadership skills, knowledge, and respect in building a supportive environment that promotes professional growth and resilience within the nursing field.

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Nursing leadership
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Nursing leadership
Introduction
The thesis of the paper presented entails various leadership qualities and expectations a
registered nurse is expected to possess to effectively deliver medical treatment to the patients and
also to build up their career by improving their skills and experience in the nursing profession.
Leadership qualities and factors impacting nursing leaders in their professional practice are also
discussed in the paper. Based on the case study provided, nursing leadership expectations for the
graduate nurses and practices for developing personal professional resilience are pointed out.
Issues and factors that impact on nursing leaders and professional practice
As a nurse unit manager, based on Kim’s situation while at the ward, I would have asked
Mrs. Kim to see me privately in my office to explain and identify her mistake than shouting at
her in front of the patient. By doing so, I would have positively inducted Mrs. Kim on some of
the ward requirements which she might have not known since she was undertaking the transition
to practice program. (Carragher and Gormley, 2017, pg. 95).
The approach to Mrs. Kim before other staff members was not appropriately thus as nurse
unit manager, I would have privately invited her to my office without the consent of any staff
members to counsel and apologized about the other incidence at the ward. Through this, I will
motivate her and boost her morale in performing her ward duties without offending her. Publicly
approaching Mrs. Kim in front of other staff and patients is considered a wrong method of
approaching your staff as a leader since this might make other staff and patients to lose
confidence in her work. (Démeh and Rosengren, 2015, pg. 889).

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The primary reasons for setting the registered nurse standards for practice is to guide, direct
and regulate professional practice by the nurse unit manager in coaching newly graduated nurse
during their transition to practice programs since they are not yet skilled and experienced enough
to handle complicated health issues like in Mrs. Kim’s case. The registered nurse standards of
practice that would have applied in the case between Mrs. Kim and nurse unit manager was to be
dignity and respect to other nurses. (Dressler, Becker, Kawalilak and Arthur, 2018, pg. 503).
According to the case study provided, nurse unit manager did not observe the practice code
of respect and dignity since shouting at Mrs. Kim was a total lack of respect to the junior nurses
under the transition to practice program. In nursing leadership, leaders are expected to show
respect to all the staff members under them to ensure smooth operations in health care facilities
and also to improve their career. (Fischer, 2016, pg. 2652).
The privacy issue was omitted by the nurse unit manager when he decided to approach
Mrs. Kim publicly before her fellow staff members and other patients on the previous day
incidence. Such an act is completely contrary to the set standards of practice by the registered
nurse. The standard code of practice advocates for confidential and private coaching or
correcting any staff member more the transition to practices nurses as they are not fully
experienced and skilled. (Gallagher, et al., 2017, pg. 10).

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Clinical leadership expectations for beginning new graduate nurses
Based on the case study, Mrs. Kim did not meet her obligations as a graduate nurse since she
was not able to identify correct equipment required by the registrar in charge for intubation
which led to the shouting act from the registrar. One of the professional obligations of graduate
nurses is to be able to identify all the required equipment for treatment purposes and how to
handle such equipment for their safety. Due to her failure to recognize which equipment to
provide for the treatment process, Mrs. Kim was unable to meet the set obligation and duties of
the newly graduated nurse under transition to practice program. (Giddens, 2018, pg. 120).
According to the case study, the registered nurse standards of practice states that it is a
professional obligation for a nurse to identify the use all nursing equipment in their field of
specialization. Therefore, Mrs. Kim violated that particular practice which endangered the life
the patient being attended to. Mrs. Kim is therefore expected to learn all the nursing equipment
which are required in her field of specialization to avoid such incidence of confusions since it
portrayed an unprofessional behavior.
In Mrs. Kim, her fast and timely response to the patient’s medical needs by successfully
transferring the patient to the intensive care unit for treatment is recommendable according to the
registered nurse standards of practice since it aims at saving lives which is the main objective the
standard of practices by the nurses. Mrs. Kim was able to adhere to the set registered nurse
standards of practice that is a dedication to save lives of the patients by attending to her nursing
duties effectively in wards to ensure better service delivery to the inpatients. (Hadfield, 2016 pg.
97).

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Gibbs model of reflection
While in Mrs. Kim’s situation, I would be demoralized by the shouting act from the registrar
attendant at the intensive care unit since it was a sign of disrespect to me as a newly graduated
nurse who is still transitioning to practice program. Due to lack of privacy by disclosing the
incidence to other nurses and patients, I would have reported the nurse unit manager to the
nursing department which always protect nurses from humiliation by senior managers. By
reporting the incidence to the concerned authority, I would resolve to quit the organization and
seek for the alternative health facility where I won’t be embarrassed and belittled before my
colleagues and patients. (Sarvestani, et al., 2017, pg. 233).
Professionally, I would improve my basic knowledge on the nursing equipment to avoid
such incidents from occurring to me in future since it made my qualifications doubtable by my
colleagues and the management body of the hospital. By personally reflecting on my skills and
competencies, I will adjust my skill and knowledge of basic nursing equipment.
Figure 1: Gibbs model of reflection

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Description
The act of addressing the incidence before colleagues and patients by the nurse unit
manager made me feel belittled and incompetence since most of my colleagues and the patients
available would lose their trust in nursing services I offer to them. Registrar shouting at me in the
ward while attending to the patient in the intensive care unit was not according to the registered
nurse standard. (Lestander, Lehto and Engström, 2016, pg. 222).
Feeling
The bad experience caused by the incidence was being shouted at by the attending registrar
in the intensive care unit and disclosing the whole incidence by the nurse unit manager to my
colleagues and patients was a very embarrassing experience. The experience demoralized me in
delivering my nursing duties since I felt I was not fit the job. (Bass, et al., 2019, pg. 357).
Successful transfer of the patient to the intensive care unit was good experience since the
patient was attended to in good time.
Evaluation
I have reflect on the impacts of providing wrong equipment to the nurse in attendance and
disclosure of the whole incidence before my colleagues and patients by writing down the
situation so I can get to understand the whole situation later and decide on the appropriate course
of action. (Hafsteinsdóttir, van der Zwaag and Schuurmans, 2017, pg. 33).
Through reflection on the incidence, I have taken a look on impacts of the incidence to my
career as a nurse and also to the administration body of the organization and to patients too
thereafter arrange on the best solution for the incidence when it happens again.

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Analysis
According the incident that happened in the ward, I have taken notes on the incident based
on the impact it has on my profession by differentiating the negative and positive results caused
by the incidence. One of the negative result caused by the incident is embarrassment and lose of
trust by my colleagues and patients. This negatively impacted my morale in cease working as
ward attendance as patients will feel that am not qualified enough to offer them medication
services.
According to notes taken on the impacts of the incidence, the positive impact caused by the
incidence is I was able to know the exact equipment which I was to provide during the operation.
After the registrar shouted at me, he pointed out the exact equipment he needed for the operation.
Reflection
Based on the situation, the nurse unit manager would have called me privately in the office to
discuss the previous incidence rather than disclosing the incidence before my colleagues and
patients. This could have maintained the privacy requirement by the registered nurse standards
which advocates for privacy while dealing with the fellow staff despite their position within the
organization.
The registrar in attendance would have politely point out my mistakes that is providing wrong
equipment during the operation rather than shouting at me before the patient at the theater. Polite
correction or pointing out the mistake is considered the best way of correcting someone as I will
not feel offended or belittled as I was not qualified for the operation.
I would have given correct equipment to the registrar during the operation process so as to
avoid the whole incidence from occurring.

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Action plan
When the incidence happens again, professionally, I have to enroll to nursing school to
improve my basic knowledge on the nursing equipment to avoid such incidents from occurring to
me in future since it made my qualifications doubtable by my colleagues and the management
body of the hospital. By personally reflecting on my skills and competencies, I will adjust my
skill and knowledge of basic nursing equipment by reading some of the related articles.
(Momennasab, et al., 2019, pg. 83).
When shouted at again, I have to report the registrar to the nursing department which always
protect nurses from humiliation by senior managers since the act of shouting was against the
registered nurse code of practice which advocates for fair treatment and handling of newly
graduated nurses (Moorley and Chinn, 2016, pg. 519).
Another course of action after reporting the incidence to the concerned authority, I would
resolve to quit the organization and seek for the alternative health facility where I won’t be
embarrassed and belittled before my colleagues and patients when the issues is not solved.
Quitting the organization is due to the embarrassment caused by the nurse unit manager when he
addressed the incidence before my colleagues and patients which made them to lose their trust in
my duties (Sarvestani, et al., 2017, pg. 233).

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Supportive element in nursing in leadership
In order to support the graduate nurses in developing their carrier thus according to the case
study, nurse unit manager has to observe respectful communication channel while evaluating and
coaching the newly graduated nurses. This leadership quality will help them to develop since
they will not be discouraged and embarrassed as the case of Mrs. Kim. (Patterson, et al., 2018,
pg. 117).
Knowledge required by nursing leaders to support graduate nurses like Mrs. Kim is leading
by an example. This implies that NUM has to work closely with the nurse so as to coach and
guide them during transition to practice program. (Reljić, Pajnkihar and Fekonja, 2019, pg 65).
The use of network in nursing leadership is essential to the leader in sharing and obtaining
some of the leadership information with other leaders in the field of nursing to widens their
knowledge in leading the staff.
Conclusion
In summary, as a leader, one is expected to practice the above-mentioned leadership skills
and knowledge to develop and support other junior staff within the organization. Based on the
registered nurse standards of practice, understanding and respect to the other staff by the leader is
necessary in supporting junior staff to develop their skills and knowledge in their field of
specialization.
Using Gibbs model in self-reflection for personal and professional development, one will be
able to identify and correct some of the past mistakes made to improve personal and professional
development as the action plan laid after reflection will ensure competency at work.
Professionally, while in Mrs. Kim’s situation, I will enroll to the nursing school to improve
my understanding and knowledge on the nursing equipment and other ward requirements to

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avoid occurrence of the same incidence in future as it was against the codes of practices expected
from registered nurse.

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