Professional Growth Through Collaborative Efforts And Leadership Skills

A nurse attending stated “during the morning’s second surgery, he actually dozed off. The nurse took him aside and recommended that he take a break, but he refused and returned to the operation.” The nurse here was in fault in more ways than one. This nurse should never allowed the doctor return back to operate on the patient, he should have been removed from the operating room immediately. The nurse should have

The goal of my nurse preceptor and I was to prepare client M.E. for surgery and ensure she was in the healthiest position possible prior to entering surgery in order to prevent both intra-op and post-op complications. This includes performing a physical examination, managing pain, ensuring the patient is being compliant to being on NPO status, obtaining the patient’s health history, identifying all medications and/or dietary supplements currently taking, monitoring for signs and symptoms of infection or other complications, and ensuring the patient signs the informed consent for surgery (Hinkle & Cheever, 2014). The first task my nurse preceptor and I was to evaluate patient M.E.’s condition and level of pain. The patient had reported that

At the time of the incident, I felt very inadequate. I felt that I was not a good advocate for Ms Lisa, nor did the AMU nurse fulfil the clause of the NMC (2015)’s Code of Conduct and act in patient’s best interests (NMC (2015)). For me, the hardest part was not able to help Ms Lisa. However, I felt that I did help Ms Lisa, only in a small way but could

The situation happened during the author’s last day of orientation as a new medical-surgical nurse. The author was passing medications and administered aspirin to a patient as ordered. As the author approached the nurses’ station, she stopped in disbelief as the charge nurse started yelling at her, saying, “Why are you not checking your orders? Why did you give aspirin when there was an order for no anticoagulants? Do you know the patient is having a procedure tomorrow? New grads.” Several physicians and nurse practitioners, along with the author’s coworkers, witnessed

I am a second year nursing student in my third week of the practicum placement on a surgical ward with my co-student and the morning shift registered nurses. We had just finished analysing the patients handover report (Levett-Jones & Bourgeois, 2015) and I had been assigned to work with the registered nurse. I was looking after Mrs. Brown (pseudonym) is 82 years old New Zealander was admitted to surgical ward on the 08/06/16 for multiple SCC removals from L) hand and L) foot with skin grafts.

Evaluation is the third stage of Gibbs model of reflection and requires me to state what was good and bad about the event. While reflecting back on the incident I felt that there was one thing which I could have dealt with differently and also some aspects which demonstrated good practice. On the first hand, this incident made me realised that I was part of the team and that I was also involved in positioning and preparing the patient prior to surgery, therefore I had a responsibility to find out from the patient if he had any concerns. On the other hand, I should have communicated to the patient, explaining what I was about to do maybe he would have had the opportunity to raise his problem with the shoulder before lifting his arm. The Health Professions Council (HPC 2008) clearly states that it is the responsibility of an operating department practitioner to ensure that effective communication occurs when delivering patient care. In addition, Psychologist Helmreich, R. (2000) said, `better communication’ is being the most useful way of reducing errors.

I obtained 25 clinical hours under the supervision of Margene Trinidad, FNP-BC at the Weslaco Freestanding Emergency Room, which is part of South Texas Health System. Ms. Trinidad has more than 20 years of experience as an emergency room nurse at McAllen Medical Center prior to obtaining her license as a family nurse practitioner. As a provider, she is extremely hands-on and begins her assessment the moment she sees them entering the room by assessing their appearance, cleanliness, gait, and level of consciousness. To keep up with the constant patient flow, she performs speedy, yet thorough focused assessments and obtains a detailed history as it relates to the chief complaint. Ms. Trinidad works collaboratively with all the medical staff and

The incident involves post-operative care for a post-op day 30 (total hip replacement surgery) patient who had comorbidities including COPD, depression, and obsessive-compulsive disorder (OCD). The nurse noted that the patient asked for pain medications on an hourly basis, refused to exercise or reposition in bed, and insisted to have pillows under her knees all the time. However, the nurse used some communication skills to calm the patient, convince her to do exercises, and remove the pillow under her knees. Furthermore, the nurse advised nursing students to practice prioritization and management skills in order to improve work efficiency and reduce stress (Nurse, personal communication, 2017). In summary, this incident was demanding for the nurse because a

My progress in planning care for patients is improving. I first do a head to toe physical assessment. I ask about pain and if the patient has any concerns when that is complete. This week the patient voiced concerns about having a bowel movement and rated his pain at a 6 on the 0-10 scale. He also verbalized he wanted to get washed up for the day. I decided to make his need for pain management a priority. I recognized that he was uncomfortable. Before we start any activity, I wanted to wait until his scheduled dose of oxycodone.

As my career advances, I have selected my preferred style of leadership. Transformational leadership suits my moral upbringing and rationalization the best. I prefer to set the example for my peers as to what is expected from all nurses instead of demanding duties to be completed. Thus, the staff can see that is not just them that have to accomplish excellent patient care and do all the hard work. Nursing is a team aspect and I am more than happy to demonstrate that everyone here must give hundred percent to their role in patient care. By setting the example, I am aware directly and immediately of the limitations of the staff, as well as, know what areas need to be improve at work. I desire for the nursing staff to believe in the mission and

A patient admitted to the hospital via the emergency room complaining of right sided radiating pain in the area of her pacemaker. While in the hospital the cardiologist prescribed medication for the patient and took charge of her care. Kathleen Rice, (2010) states that “communication is a two-way exchange of information between professionals that is conducive to developing collaborative working relationships.” This was not the case in this situation. On day two the client refused medications that were unfamiliar and expressed that she is taking medications for her current condition. At this point she became agitated and wondered why her primary care provider was not notified.

Transformational leadership is highly effective at changing a nursing culture and motivating other staff members to make every effort toward the change or goal at hand. Transformational leaders have the ability to inspire, motivate and lead on the behalf of others. “Transformational leadership espouses intellectual stimulation and individual considerations to empower staff and enhance patient care" (Murphy, 2005, p. 128).

What an organization can do to encourage and support collaborative and adaptive leadership is to always have two leaders on the highest positions with very different backgrounds between each other to provide different points of view, but at the same time will make the leaders work together, learn from each, and provide this example for the followers to learn and work from. This idea comes from a history example provided by the Boston Consulting Group’s Strategy Institute which explained how “embracing opposing views comes from Abraham Lincoln, who deliberately named his rivals to his cabinet“ (Torres, Reeves, & Love, n.d.). By having different leadership perspectives on his cabinet, president Lincoln was able to analyze a problem or a solution

I agree with you that the situation was example of a positive delegation. Any positive delegation builds on "the five right of delegation: right person, right direction, right communication and right supervision"(Potter, Deshields & Kuhrik 2010).Communication is just a part of five elements in order to get a positive delegation which I think this situation covered all of the five right of delegation. The main point in the positive delegation is patient's safety because "when delegation is incorrectly performed, there is the potential for compromised patient care" (Potter, Deshields & Kuhrik

Describe a specific example(s) of your personal growth and development through your leadership experiences in college. See the help text for additional direction.