Leading as a Practice Scholar

Posted: August 27th, 2021

Leading as a Practice Scholar

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Leading as a Practice Scholar

Establishing Personal Credibility as a Leader and Modeling the Way for Others

As much as building personal credibility as a nursing leader is highly considered a challenging affair, any leader must strive to model the way for others. Firstly, a leader must be willing to listen to team members’ concerns before attempting to provide relevant instructions and pieces of advice (Heinen, et al., 2019). At the same time, he or she needs to be responsible for the actions of his or her team by embracing the failures and mistakes (Heinen et al., 2019). Hence, establishing personal credibility requires the nursing leader to address all emerging issues with caution, honesty, and a high level of consistency that would plausibly encourage collaboration. Equally, nursing leaders need to encourage their team members to express their doubts or suggestions without fear or favor (Heinen et al., 2019). Therefore, this action helps affirm the derived professional values and further engage them in shared aspirations.

Inspiring and Leading a Shared Vision into Reality

Leaders have to inspire a shared vision among their teams that would plausibly lead to reality by applying certain strategies. For example, they need to talk passionately about the future trends and relate to how they would affect their actions (Heinen et al., 2019). Likewise, they need to outline a compelling plan for the future and the way the team members would benefit from it. Further, they must break the goal into objectives to make the process appealing and exciting so that members have the needed motivation to stick to the plan (Heinen et al., 2019). Equally, leaders must describe how they would realize their long-term interests and inform them how to align the interests with the shared vision (Heinen et al., 2019). Lastly, leaders should devise a way of speaking with much conviction that brings a high meaning to the purpose of the shared vision.

Challenging the Current Process to Lead Change and Recognizing Others’ Contributions

Challenging a current process for a change necessitates a leader to evaluate a nursing organizational design and, therefore, mark out all the witnessed weaknesses. In this regard, transformational exercise would activate change management and help manipulate the narrative (Dalpiaz & Di Stefano, 2018). Furthermore, I would communicate the whole change management process transparently so that every member has complete information about the plan and  create a roadmap that would guide the team towards the common objective. For example, training and workshops would help members learn and understand the missed skill sets that are relevant for influencing a change (Bourn, 2018). Equally, coaching would help develop particular talents that match perfectly with the defined tasks and duties. Correspondingly, I would invite members to participate collaboratively to realize their potential towards a better decision-making process. Therefore, all these change management strategies assist in guiding the team towards the shared vision and its realization. Apart from that aspect, recognizing the contributions of my team members need to be as timely as possible so that they feel my appreciation is right-sized and sincere. As I see it, personalizing a member’s inputs sends the right message to the whole team, inspires, and motivates the team to excel in their efforts.

References

Bourn, D. (2018). Understanding global skills for 21st century professions. Springer.

Dalpiaz, E., & Di Stefano, G. (2018). A universe of stories: Mobilizing narrative practices during transformative change. Strategic Management Journal, 39(3), 664-696. https://doi.org/10.1002/smj.2730

Heinen, M., van Oosteven, C., Peters, J., Vermeulen, H., & Huis, A. (2019). An integrative review of leadership competencies and attributes in advanced nursing practice. Journal of Advanced Nursing, 75(11), 2378–2392. https://doi.org/10.1111/jan.14092