The Importance Of A Primary Key Component Of An Improvement Plan

The Leadership Competency will help the NP institute change and help others initiate change as well (NONPF, 2015). The NP will be aware of the cost and quality of

The reason for this report was to explain the steps that were taken to create and implement this action plan and the outcomes. My three actions were established to help carry out my vision of bringing together

Every morning the charge nurse from the night shift does a huddle between 7:30am and 8am. All of the staff members participate in the huddle, including the ones coming and leaving. The charge nurse gives a report of the main points of what is going on in the unit, how many patients they have, who is going to be admitted, or transferred. Also, if any patient is on one to one care. The charge nurse mentioned the acuity of the patients. They give thanks to nurses and patient care technicians who did an excellent job. The manager gives a brief up date of how the day is going to be, and any news she has for the staff.

Implementing the new planning process within the organization will be conducted in 3 phases. The first phase that will be conducted is personnel training. There are two different types of training that must be conducted for this process to be successful. The first training is for the Operations division that will consist of training all staff members how to use the Microsoft Project Software. The second and most important part of the training will be for all action officers from the organization’s divisions on how to properly plan and allocate resources for their events. The reason that this training is crucial was the identification of a process (commander wants revision) within the plan that has potential for a significant amount of rework (waste of resources). Action Officers that are trained will be able to plan and get approval from the commander on their events. Action Officers that are not trained will be receiving denials or worst revisions that cost rework for the

The primary two reasons for having an assessment of implementing change is to have proper data and analysis so that the change can grow from an idea to a proper implemented procedure. The different sources of data that are collected will be useless until they are properly analyzed with respect to projected changes. Therefore, it is important to focus on data collection, analyzing, and summarizing to form a proper decision on changes that are appropriate. A properly analyzed and planned implementation of change will be strong against any resistance, identify areas where there might be potential problems, and will help develop strategies to begin the process of identifying

Every day, a set team of nurses and nursing managers set out to ensure the health and well-being of their patients. To achieve this goal, a nurse manager must adhere to a specific style of nursing leadership. There are many different styles of leadership in the healthcare field. Bass and Barnes (1985) stated that the two most common are transformational and transactional (as cited in Frankel, 2008, p.24). This paper will define leadership, the two different styles, how each are executed, as well as pros and cons of each.

Improvement plan must be in place in order to decrease the likelihood of a reoccurrence of the outcome of the Mr. B scenario. The model for Improvement gives us the foundation and the frame work for doing improvement work. It is structured around several key components. There are 3 questions that are presented on this model. First question is what is your aim? We have also ask ourselves how good we want to be and by when we will like to achieve it. Second question is how would you know a change is an improvement? Which gets to measurements, we want to look at process and outcome measures. The third question is what changes can we put in place to achieve the aim? What change we can put into place that you can tract with data and you can match back up against your aim (Lloyd, 2009).

The moderate sedation policy will be revised to require one on one nursing staff to monitor patient from admission until discharge criteria is met. Patient vital sign parameters will be included along with frequency of monitoring. All staff who assist or perform moderate sedation will complete required training as described in the policy. Annual recertification will be completed by all practitioners and registered nurses through continued education, observation, and implementation.

As an advance nurse practitioner, I would begin the transformation by gathering data and research reflecting the importance of discharge planning, education, and follow-up care have on patient outcomes. Next, I would approach fellow leaders within the facility about my findings and recommend initiating an improve discharge planning process. I foresee myself utilizing aspects of both transformational and strength based leadership development to stimulate my proposal.

Unit Nurse Managers, wanted procedural sedation cases to be scheduled with the Physicians completing the pre-sedation checklist prior to procedure per The Joint Commission standards. They wanted a less time consuming process for documentation per procedure and to have adequate learning modules. Requested a system that will allow them to better track procedures and RN competencies within their departments.

Ramona, you had a great in-depth discussion as always. The American Organization of Nurse Executives [AONE], (2015) mentions that the system Chief Nursing Officer is responsible for organization wide leadership. The competencies assume that the organizational change will remain to progress or change and the pressure for normalization is based on sound evidence-based practice will remain (AONE, 2015). The Model for Evidence-Based Practice Change is the model that appears to be the most streamline. The steps involved in the model according to Melnyk and Fineout-Overholt, 2015 are: assessing for the need to change; locate the best evidence; critically analyze the evidence; design the practice change; implement and evaluate the change; and then

Trying to capture all of the details in the executive summary to develop a successful improvement project was challenging. The summary was very helpful in gaining leadership support as it created a thorough picture of how the improvement project will create change and positive outcomes. The foot care project is designed to prevent serious complications, promote wellness, and avoid the high costs associated with the interventions. The most challenging part of the summary for me was determining how to evaluate the outcomes of the tools I was going to use to make sure the right data was being captured. Creating the right tools to achieve the best outcomes was the easier part of the two. Knowing how to evaluate the outcomes to make improvements

Nursing leadership is also one of the very important messages of the 2010 IOM report on nursing. The IOM calls to expand opportunities for nurses to lead. It advises that nurses need to be prepared and enabled as leaders in order to advance healthcare. One of the recommendations states that “expand opportunities for nurses to lead and diffuse collaborative improvement efforts” (IOM Report, 2010). In that regards, a research article (Sherman, 2011) points out that charge nurses on frontline of acute care setting are the

In order to make improvements in one’s negotiating skills, it is necessary to determine one’s current communication skills and negotiating style. The use of tools, such as The Personal Bargaining Inventory and Communication Competence Scale questionnaires can assist one in determining these skills. Developing an improvement plan, taking into consideration the five negotiating strategies, ten best practices of negotiating skills, and current communication skills and negotiating style will provide one with a tool to assist in improving one’s negotiating skills.

3. Manager – As a manager, the nursing director would organize, direct, coordinate and evaluate activities of the nursing service staff. He or she makes sure the there is for professional growth and satisfaction among its personnel.