Assessment and Leadership Skills Plan

NURS FPX 5012 Assessment 2 Attempt 1 Personal Leadership Analysis

The Home Health Agency uses different techniques to deliv

er quality healthcare processes. The organization’s mission is to
improve the delivery of holistic services to community members and pateints; which is why the previous report analyzed the
organizational environment and external factors to determine it effectiveness. The analysis of organization’s SWOT and PEST
analysis was a crucial landmark for identifying gaps in the performance of professionals. The report was also based on a balanced
scorecard of the organization that helped the management to achieve a competitive edge to serve the healthcare industry
holistically for making better decisions. The top executives analyzed the SWOT analysis which suggests building and assessing the
leadership skills in nurses and managers to improve the quality a patient safety outcome. The balanced score card also suggest
that the employees must analyze their own skills and improve communication skills to share better ideas freely with each other.
This will help the organization to evaluate the outcomes and meet the future organizational needs.

NURS FPX 5012 Assessment 2 Attempt 1 Personal Leadership Analysis
The Gaps in Leadership Education and Skills and Competencies Required

The previous analysis of the organization and its environment also shows that there is a gap in the nursing leadership skills that
needs to be fulfilled using self-assessment tools which will allow them to use models of leadership development for personal
future career growth and organizational efficiency. For example, in the organization, there is a lack of culture of nursing leadership
training. This shows that healthcare clinicians and nurses lack understanding of benefits of formal trainings that is a barrier to their
career and personal growth and development. They must sough comprehensive leadership development trainings and models to
become more demining in their professional fields (Calzone et al., 2018).

The healthcare management is one sector that is evolving rapidly nowadays. The formal educational and degrees are not yet as
effective for nurses and professionals to develop ample leadership and relationship development skills. The leadership gap is the
disparity in the organization which shows the gap between current leadership skills and actual demands of the organization

(Connor et al., 2018). The most important leadership skills ranked by () for healthcare professionals include leading employees,
resourcefulness, change management, decisiveness, and building and mending relationships. For example, in Hope Medical
Center, currently the executives have found problems with interpersonal relationships among nurses and healthare practitioners
and other staff members. These difficulties in developing good working relationships with others have led to some conflicts.
Moreover, leaders and nurses have also been showing to have difficulties in selecting the right teams and build them to achieve
goals. Moreover, resistance to change and change management is another weak skill that needed to be mended. Moreover,
another leadership gap is lack of skills of professionals to follow up on their promises and completing their jobs according to
company’s objectives.

Not following the leadership development strategies and plans can lead to extreme consequences for the hospital because nurse
lack depth to manage their decisional and think outside the box to delivery their promises. Resistance to change can drastically
bring negative healthcare results and outcomes as nurses need to learn from their mistakes and develop leadership skills as
mentioned above to fill the gaps in their performance to match it with the organization’s expectations. These leadership skills and
competencies are needed extensively in the healthcare industry (Cummings, 2008).

Leadership Self-Assessment

After the analysis of the PEST analysis, the organization must plan a course of action to develop and assess its own leadership
competencies (Van den Bulcke et al., 2018). Due to growing regional competition and the lack of interest of policy makers to focus
on healthcare costs, the whole political scenario indicates that due to inflation rates, the costs are likely to rise in the future which
can be curbed down with effective leadership skills and planning (Ferrier, 2022).

A vital aspect of leadership development is to first identify and know the strengths and shortcomings related to leadership skills
necessary in the complex healthcare organiziatons today. For instance, many researchers and leadership experts suggest exercise
and leadership development plans and models for completion of self-assessment of nurses and other practitioners; these
strategies will help the professionals at Hope Medical Center to gauge how well their staff is performing in terms of leadership.

Since leadership must be encouraged thought the careers of our nurses, the ACHE American College of Healthcare Executives
provide guidelines and tools to help the professional get a good picture of their personal and professional communication skills
(Harvey et al., 2019). The model also provides insights about relationship management in healthcare organiziatons for
professionals and how they can foster their leadership skills. For example, for communication assessment of nurses and
healthcare executives, the ACHE assessment tool can be utilized extensively and effectively that provides great techniques to
improve communication and relationship management (Moghaddam tell al., 2019). The professionals can work on their
communciaiton skills. After applying this model on nurses, the score of 3-5 shows that the healthcare professionals have
leadership strengths. However, the score of 3.5 or 4 also shows that the professionals also need to enhance their leadership
because there is room of improvement. This framework is effective in other healthcare organiziatons because this assessment
indicates the leadership competency of nurses and also reminds the leaders that their nurses are still not perfectly trained in
leadership traits and skills.

NURS FPX 5012 Assessment 2 Attempt 1 Personal Leadership Analysis
Regarding assessing the teamwork skills, the first major objective of the Hope Medical Center is to improve the teamwork streng
of all employees including nurses, doctors, administrators, and trainee staff (Specchia et al., 2021). The second goal is to help
nurses to present the medical information in a clear and transparent manner, this will help the leaders and physicians to
understand the reports well from the meetings. The weekly team meeting also reveals that the communciaiton and relationship
management needs improvement. The results could have been developed and transferred to the relevant employees in a smoot
manner. This could help to strengthen the relationships among the claims teams and also help them to offer their valuable
feedback (Phillips et al. Finally, accountability is another most important skill that needs to be achieved by our nurses and
practitioners in order to build trust within organization. This will allow nurses and other staff to know that they can trust their
superiors and can take responsibility for their decisions and actions by following their leaders (Phillips, 2018). The high level of
confidence can be instilled if accountability skill gap can be diminished in team members. It will allow people to count on each
other and meet deadlines and fulfill duties in a more efficient manner compared to the current situation (Solbakken, 2018).

STAR Format Competency Rating

. In the left-hand column, rate your overall performance of this competency in the “ILDP =” field, using a 1 (novice) to 9 (expert)
scale.
. In the middle columns, provide a specific behavioral example of how you have practiced each competency in a previous work,
volunteer or other capacity. You will provide one sentence on the “Situation,” the “Task” you were charged to perform, the
“Action” you took, and the “Result” (S-T-A- R).
. In the far right-hand column, rate the outcome or result of the specific example by using a 1 (least desirable) to 5 (optimal
outcome) scale.

NCHL Competency and Current ILDP Rating	Situation	Task	Action	Result	Outcome Rating:1 (worst) – 5 (best)
Accountability:  ILDP = 8	Misuse of resources of medical equipment	To indentify people misusing resources	Prepared a report of self and others’ action	Improved accountability skills of employees and employers	3
Achievement Orientation:  ILDP = 7	Given charge of 5 hypertension patients	Assigned tasks of improving their health.	Took the challenge without any help	Three patients were released after recovery	3
Analytical Thinking: ILDP =6	Patient’s blood pressure low significantly	To act quickly to improve blood pressure	Consulted physicians and prescribed medications	The blood pressure was back to normal	5
Change Leadership: ILDP =5	Group of nurses was uninspired by physicians	Assigned a task to inspire the younger nurses	Used transformational leadership skills	Boosted motivation of young nurses	4
Collaboration: ILDP =5	Pregnant patient had a heart issue	Called for helping the patient	Immediately provided medical assistance before surgery	The patient was safe in the maternity ward	4
Communication Skills: ILDP =7	Employees failed to maintain eye contact	Asked to help improve employee’s communication	Successfully showed verbal and non-verbal communication to employees	Employees learned the use of facial expressions to some extent	3
Community Orientation: ILDP =4	A mother lacked medical insurance	Asked to solve the problem of a female patient	Helped the mother with her physical and depression problem	The lady was was still feeling depressed	2
Financial Skills: ILDP =5	The hospital’s monthly budget was low after COVID-19	Asked to prepare the budget for nursing department	Assisted the finance department	The nursing expenditures decreased by only 5%	2
Human Resource Management: ILDP =7	Lack of technically sound nurses	Asked to hire the technical sound nursing professionals	Interviewed and hired technologically savvy nurses	Improved workforce by 70% technically sound nurses	4
Impact and Influence: ILDP =5	No other nurse was able to advocate for others	Was asked to advocate for depression patients	Played my role empathetically to reduce depression	Two out of five patients recovered from depression	3
Information Seeking:  ILDP =7	The diabetes pateints were still consuming unhealthy foods	Asked to improve the diet of these pateints	Used my skills to search for the list of diabetes-healthy foods and recommended them	Three out of five patients were experiencing reduced diabetes	4
Information Technology Management: ILDP =6	The Microsoft Server 2012 stopped responding to workstations	Asked to check the technical issue in the absence of an IT manger	Diagnosed and troubleshoot the technical fault by running diagnostic tests	The server was back to functioning temporarily	3
Initiative: ILDP =4	The patients’ families were not satisfied with treatment of depression	Asked to handle the depression patients and satisfy families	Organized patients’ psychotherapy schedules and changed their exercise routines	Improved the lives of one out of five patients to get rid of depression	2
Innovative Thinking:  ILDP =5	No evidence-based practices in focus	Asked to enhance the evidence-based practices	Developed useful questioners and surveys to improve patients’ assessments	Helped the organization to reduce re-admissions	3
Interpersonal Understanding: ILDP =6	Only 50% of the nurses were listening avidly	Asked to improve the listening skills of nurses	With relationship building, I enhanced their listening skills	The nurses learned critical thinking and listening skills	4
Organizational Awareness: ILDP =7	The interprofessional relationships were weak	Asked to improve nurses’ relationships	Applied strategies to enhance organizational awareness	Empowered nurses with passion and knowledge of organizational rules and policies	5
Performance Measurement:  ILDP =7	The length of stay was huge	Asked to reduce the LOS of depression patients	Applied strategies for bed utilization and reducing readmission rates	Three out of four patients were released quickly within two months	4
Process Management and Organizational Design: ILDP =5	Lack of swift decision making in nurses	Asked to boost swift decision making in nurses	Improved interaction between organization and improved communication	Junior nurses felt more confident	3
Professionalism: ILDP =5	Nurses failed to provide advice adequately	Asked to improve their information provision	Provided information and advice to nurses	Two out of five nurses improved their own values	3
Project Management: ILDP =5	Needed to monitor telehealth change management project	Asked to monitor the telehealth change management project	Used systematic methods or diagnosis and implementation of the project	Somewhat improved execution of project	3
Relationship Building: ILDP =5	Increasing conflicts among nurses	Asked to reduce conflicts	Aligned nurses with interprofessional communication goals with trainings	Three out of five nurses improved their communication and reduced conflicts	3
Self-Confidence: ILDP =6	60% of the nurses had no belief in their competencies	Asked to improve this situation	Used learning and education to boost confidence	Trainings helped nurses gain confidence	4
Self-Development ILDP =5	Nurses lacked self awareness when new patients were dealt with	Asked to improve self development	Read ten books and took one course to improve myself development	Significantly improved my skills to engage with patients	5
Strategic Orientation: ILDP =6	The hospital was less responsive to the patients	Asked to improve this situation	Provided trainings for vides a clear and consistent organizational focus	Nurses became more focused on pateints’ needs	4
Talent Development: ILDP =4	Teamwork and networking skills were lacking in new nurses	Asked to improve this situation	Enhanced teamwork trainings	Improved teamwork understanding	3
Team Leadership ILDP =5	Communication and critical thinking were lacking in nurses	Asked to improve this situation	Used my delegation and communication skills to teach nurses about leadership	Three out of five nurses decided not to quit their jobs	3

The above table shows that a few categories like talent development and initiative are the qualities that are lower in terms of
meeting the demands of the organization. The actual outcomes and the desired outcomes have a difference in terms of
quantitative scores mentioned in the Table. The IDLP rating is also low for these competencies. I have been asked to resolve
several organizational, communication, leadership, behavior, and productivity issues lately by the executive and showed good and
satisfactory performance in competencies such as information technology management, information seeking with IDLP score 7,
human resource management, communication skills, analytical thinking, and achievement orientation. The results in the table
show that none of the competency has the highest point 9 score that shows room for improvement in almost all areas and skills
related to leadership for safety and quality enhancement. However, three vital leadership qualities are areas which need
immediate attention, focus, and development to improve the future performance are team leadership, talent development, and
relationship building skill. These are discussed in the following table.

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NURS FPX 5012 Assessment 2 Attempt 1 Personal Leadership Analysis

Individual Leadership Development Plan
Hint: A competency in need of development may require more than one activity.

Competency Need	Development Activity	Timeline	Performance Measurement	Organization/Industry Need Alignment
Team Leadership	Cross cultural groups formation, teamwork enhancement workshops	3 months	Monitoring of leadership performance for 3 months and rewarding based on performance	Communicated the leadership goal regularly with the employees for needs alignment
Talent Development	Investing in talent management courses	3 months	Measuring performance based on feedback	Helped employees achieve their talent management goals
Relationship Building	Involving in Team based games and fun activities like swimming and gym		Conducted formal reviews and evaluations to measure improvement in relationships	Educating employees about building bonds to achieve higher organizational goals and revenues.

References

Calzone, K. A., Jenkins, J., Culp, S., & Bade, L. (2018). Hospital nursing leadership-led interventions increased genomic awareness
and educational intent in Magnet settings. Nursing outlook, 66(3), 244-253.

Connor, J. A., Ziniel, S. L, Porter, C., Doherty, D., Moonan, M., Dwyer, P., … & Hickey, P. A. (2018). Interprofessional use and
validation of the AACN healthy work environment assessment tool. American Journal of Critical Care, 27(5), 363-371.

Cummings, G., Lee, H., MacGregor, T., Davey, M., Wong, C., Paul, L., & Stafford, E. (2008). Factors contributing to nursing leadership:
a systematic review. Journal of health services research & policy, 13(4), 240-248.

Ferrier, C. (2022). Engaging Nurses in Public Policy. University of New Hampshire Scholars’ Repository.
https://scholars.unh.edu/scholarly_projects/71/

Harvey, G., Gifford, W., Cummings, G., Kelly, J., Kislov, R., Kitson, A., … & Ehrenberg, A. (2019). Mobilising evidence to improve
nursing practice: A qualitative study of leadership roles and processes in four countries. International Journal of Nursing
Studies, 90, 21-30.

Moghaddam, N. M., Jame, S. Z. B., Rafiei, S., Sarem, A. A., Ghamchili, A., & Shafii, M. (2019). Managerial competencies of head
nurses: a model and assessment tool. British journal of nursing, 28(1), 30-37.

NURS FPX 5012 Assessment 2 Attempt 1 Personal Leadership Analysis

Phillips, J. M., Stalter, A. M., Winegardner, S., Wiggs, C., & Jauch, A. (2018, July). Systems thinking and incivility in nursing practice: An
integrative review. In Nursing forum (Vol. 53, No. 3, pp. 286-298).

Solbakken, R., Bergdahl, E., Rudolfsson, G., & Bondas, T. (2018). International nursing: caring in nursing leadership-a meta-
ethnography from the nurse leader’s perspective. Nursing administration quarterly, 42(4), E1.

Specchia, M. L., Cozzolino, M. R., Carini, E., Di Pilla, A., Galletti, C., Ricciardi, W., & Damiani, G. (2021). Leadership styles and nurses’
job satisfaction. Results of a systematic review. International journal of environmental research and public health, 18(4), 1552.