Examining the challenges of Clinical Leadership

Examining the ch altogetherenges of Clinical drawing cardsA health c atomic number 18 displace institution with advanced health technology and high calibers doesnt mean look cargon for c atomic number 18 keep be offered, unless accomp whatsoevering with utile clinical leading. This essay has a strong focus on on the whole aspects of clinical drawship. A case will be used to find emerge how should effective attractorship skill be. Both internal and external factors should be collapsed. The latter factors lay nigh be found out by PESTEL. turn vigilance is fosterful to develop strategies for handling the get by. In recommendations, team proceed, power, communication and foundation skills, conflict focusing, emotional intelligence and autocratic leadership dash all be crucial to sack up the content and a clinician should equip with them. forward concluding all the discussion, training myself as a reflective practiti geniusr is laborsaving to develop my future practice.Clinical leadership- What is this?It has various definitions. Harper (1995, p.81) defines a clinical leader as one(a) who possesses clinical expertise in peculiar(a)ty practice ara and who uses inter ad hominem skills to enable nurses and other health perplexity providers to deliver quality patient care. More elaborately, it besides involves an surroundings where nurses are empowered and where there is a deal for the future. Clinical leadership requires leadership skills for team phaseing, confidence and respect of others, as nearly as vision and empowerment. Equally eventful, clinical leaders moldiness also be practiced communicators. Meanwhile, Stanley (2006) suggests not only the abovementioned elements clinical leaders concur to demonstrate, scarce also the followings- approachable and role model. Approachable means a clinical leader should be friendly and openness sort of than controlling and dictatorial (Stanley, 2006). determination model means clinic al leader who serves as an example, whose behaviour is emulated by other nurses (Stanley, 2006). To summarise the above elements, clinical leadership is effective if clinical leaders are expert in their field, and because they are approachable, effective communicators and empowered, are able to die a role model, motivating other nurses by matching their values and beliefs near nursing and care to their practice (Stanley, 2006).Leadership is important in healthcare today. In Hong Kong, Hospital endorsement emphasises both potential or experienced leaders should be educated and trained. Enhancing maestro competencies and framinging up effective leadership is the top priority. In action, providing guise skill-based training for nurses developing bare-ass in-house supererogatoryty training programs for nurses offering integrated scholarship for overseas training creating proficient-time executive development positions organising elderberry bush executive development progra m and other leadership development all are beneficial to nurture competent clinical leaders (Hospital Authority annual plan, 2010).Case scenarioThis short paragraph is going to name a case I experienced at my area of practice. Having been a old nurse at my workplace, I am mainly responsible for nursing administration, such as arranging vacation intrust for my colleagues. One day, one of my subordinates signaled annual leave during the Chinese Lunar New companionable class as she hasnt been a long vacation leave during the feast for a few years. Her request was simply jilted because of compelling reason- inadequate manpower. I think it was sane to reject her request. However, the colleague had seemed disappointed my finality and complained this sequent to my senior. It is time for me to contemplate which aspect, for example, communication and interpersonal skills or poor decision making, which I was doing wrong in this leadership issue. In short, there power be conflict is sues between the subordinate and senior.AnalysisThere are many external factors which affecting the leadership issue. It is important to reveal them so as to maximize the opportunities and minimize the threats to my work environment. PESTEL is an analytical alikel to help decision-maker to consider what external factors are important. Political, economic, societal, technological, ethical and legal factors or PESTEL factors in short should be discovered. The following grid shows the analysisGrid 1 PESTEL analysis gridPESTELe.g.Any inequality legislation committed referable to subordinates request being rejectedA lot of alternative nursing economic consumption may contribute staff submitted resignationStaff social heart may be affected due to imbalance work and social timeOutdated IT equipments impede work flow and efficiency partial to the subordinate or not, lack of respect as her wish is rejectedTake precaution of any metamorphoses in employees holidays policy/ protocolHaving listed the find factor in each PESTEL area, elaboration will be attached regarding to individual area. Political factor groundwork be interpret as what is chance politically in the environment in which a decision-maker operates (Mennen, 2007). A decision-maker should pay attention that any inequality ordinance may be committed, for subordinates request for holidays during public holidays is renounced. Economic factor can be understand as what is happening within the economy (Mennen, 2007). A decision-maker should take grade on every decision. Careless decision may incur smoldering healthcare staff submitted resignation, for there are a lot of nursing vacancies offered by other clinics, hospitals and old age homes. Social factor can be interpreted as what is occurring socially in an environment in which a decision-maker operates (Mennen, 2007). Having vacation leave during special feast is a reasonable desire for all shift-based healthcare staff. A decision-maker may be in dilemma whose staff can restrain vacation leave as manpower is so tight. Technological factor can be interpreted as what is happening in technology which can impact what a decision-maker does (Mennen, 2007). In this regard, outdated healthcare technology can affect the leadership issue also. Inefficacy may be caused by the outdated equipment results long in a simple procedure, such as preparing a bankroll for frontline staff. Ethical factor can be interpreted as what is repair or wrong philosophically (Mennen, 2007). A decision-maker should underscore any unyielding judgment should be morally acceptable, such as frontline staffs request should be fairly arranged. Prejudice and bias should be avoided. Legal factor can be interpreted as what is happening with permutes to legislation (Mennen, 2007). A decision-maker should modify his/her cause in any staff vacation leave protocol or policy in order to maintain the staff maximal benefit. To make a brief summary, PESTEL can ena ble an system to dwell future threats and take action to escape from their impact. tack managementThe term- trade management is coined by Lewin (1951).Change management model is known as unfreeze, change and refreeze (Mind Tools Ltd, 2010). Change is unavoidable of something is pauperizationed to be amended. This paragraph is going to explore how the change management model can be applied in the clinical issue. Before application, force field analysis should be performed. The analysis starts from the predate that any situation is held in a stable position by a series of equal and opposite forces. Change occurs about when the forces become out of balance. The analysis is useful when a decision-maker knows where he/she wants to go but is stuck. The following shows the analysisRestraining forces forcesPushing forcesMaintaining adequate manpower is the top priorityStaff discontents the holiday during the Chinese New YearPoor liquid body substance and low work efficiency due to no ho lidays during the special fetePower and discipline are paramount to uphold break out patient services/benefitInvolved staff politicizes the issue (i.e. complaint the issue to management level)Frontline staff is an important asset in caring-demand work environmentTo execute change, pushing forces must be greater than restricting forces and the need for change has been recognized. In application of the Lewin (1951) model, the first step should prepare the organisation to accept that change is necessary, which involves break strike down the existing status quo beforehand building up a new way for the next arrange (Paton McCalman, 2008). In practical step, ensuring there is strong support from management team. oblige message should be disseminated vacation leave during special festival is achievable if manpower is enough. Maintaining stable manpower is essential to provide quality nursing care. At the same time, managerial staff should remain open to subordinates concerns and c onsultation in wrong of the need to change.The second stage is where people cast down to resolve their uncertainty and look for new ways to do things. batch start to believe and act in ways that support the new direction (Paton McCalman, 2008). In practical step, effective communication and empowerment are significant. More uncloudedly, managerial staff should prepare every staff for what is happening if staff requests annual leave during special festival. Also, explanations exactly by the managerial staff how the changes will affect every staff.The third stage is when the change (i.e. no one is approval for vacation leave during special festival unless manpower is allowed) is taking shape and subordinates wealthy person embraced the new ways of protocol, the organization is ready to refreeze (Paton McCalman, 2008). In practical step, the organisation should anchor the changes into the culture. Establishing feedback system is helpful to sustain the change. Having vacation lea ve immediately after special festival is encouraged.RecommendationsThere are six recommendations to solve the leadership issue. The concept of teamwork should be imparted into the ward practice. Nursing care is teamwork-based. The importance of teamwork should not be ignored. Teamwork in health care can be defined as a dynamic process involving two or more health care passe-partouts with complementary backgrounds and skills, sharing common health goals and exercising collaborated physical and intellectual effort in assessing, planning, or evaluating client care (Agich, 1982). I have got to explain her that the importance of teamwork. All colleagues need to understand how important it is for them to work smoothly together if they want to provide quality care. All colleagues must be dedicated to the whole nursing team and be unbidden to act unselfishly. In other words, sacrifice, in a certain extent, is necessary. To build up teamwork culture, making sure that the team goals are c ompletely clear and understood and accepted by each frontline staff. In addition, I have to be careful with interpersonal issues. Early recognising them and dealing with them in full are highly recommended.PowerThere is a famous proverb-nothing can be do without power (Power, 1999). The appropriate use of power is important for clinical leadership, for a healthcare setting environment depends on social relationship based on power. Power (1999) defines power in terms of control or influence over the behaviour of other with or without their consent. Power can be classified as physical, position, resources, expert and intuitive. rate rather than other power should be used in the issue. location power equals legitimate power. It means occupancy of a role entitles one to the rights of that role in the organization (Power, 1999). As a decision-maker, I have considerable right to determine something. Not approving staff with unoccupied leave during the special festival during the Chine se New Year is a logical and reasonable decision. Both parties interest (i.e. patient and ward) can be preserved.Presentation and communication skillsOral communication skills consistently rank penny-pinching the top of competencies valued by clinical leaders. As a clinical leader, promoting positive workplace relations through conservation is highly recommended (Burnard, 1997).. In the leadership issue, I have to offer constructive criticism clever to the issue rather than directly rejecting her request. Think currently about what I want to say is the first step. Next, be specific in imparting core message during face-to-face communication. Clear rather than vague assurance is preferred. I do wish there is enough manpower during the special festival so you can have holiday us better than your request is banned due to inadequate manpower. On the one hand, I have to offer help and empathy her. More clearly, holiday after the special festival should be arranged immediately and und erstanding that the mood of no holiday during the festival.Conflict managementSince different staff will have different viewpoints, ideas and desire, conflict is unavoidable in any group. The sources of conflict are disagreement on how things should be done, personal interest as well as tension and stress (Shortell Kaluzny, 1997). The outcomes of conflict include polarization, low esprit de corps and regrettable behaviours produced. Therefore, conflict should be well encouraged In this regard, understanding how conflicts arise is important. Obviously, the above mentioned conflict can be categorized as personal interest (i.e. requesting on holidays during the special festival). To handle the conflict due to personal interest, compromise or negotiation is effective to settle down the incident. I have to talk with her gently as manpower is too tense, your compromise is critical. At the same time, I have to manage the issue intelligently, banning her request straightforwardly seems pro voking her emotion. Rather, I have to refuse her request euphemistically. For example, your request must be approved if manpower is enough.worked up intelligenceEmotional intelligence is recognition of our own feelings and those of others (,). A clinical leader who accurately perceives others emotions can handle change better and build stronger social networks. To achieve so, three emotional intelligence skills a clinical leader should possess. The skills include social skills, motivation and self-knowingness. Social skills are the efficacy to influence or persuade others (Pahl, 2008). Good communication skill is a typical example. Motivation is able to enjoy challenges and be passionate about work and initiate optimism (Pahl, 2008). Motivating all frontline staff to work at the special festival is a big challenge task. Self awareness is a deep understanding of ones emotions or self-assessment in short (Pahl, 2008). instinct my own strengths and weaknesses is helpful to deal with emotional event.AuthoritarianAutocratic rather than laissez-faire and democratic styles should be considered. Autocratic style is an autocratic leader who is directive and makes decisions for a group. Being autocratic does not mean the leader is a dictator. Instead, the leader usually provides direction and makes decisions (Northhouse, 2010). Meanwhile, laisser-faire style is noninterference in the affairs of others and democratic style is subordinates have an equal say in the decision-making process (Northhouse, 2010). In the leadership issue, if a lot of subordinates requests annual leave during the special festival, inadequate manpower is guaranteed. Therefore, laissez-faire and democratic styles mustnt be adoptive because it is impossible for subordinates to freely choose the period of vacation leave. To prevent any chaos in holiday arrangement, autocratic style is the best style to be adopted.Development of future practiceThis experience should be in my heart because the experi ence I engaged is helpful to my future practice. musing practice is highly recommended. It is associated with learning from past experience, and is regarded as an important schema for health professionals who embrace lifelong learning (Johns, 2009). Due to the ever changing context of healthcare, there is a high level of demand on healthcare professionals expertise. Healthcare professionals could benefit from reflective practice, since the act of reflection is seen as a way of promoting the development of autonomous and qualified professionals. Engaging in reflective practice is associated with the improvement of the quality of care and stimulating professional growth. In practical step, there are several frameworks for reflection, for instance, Gibbs reflective cycle. Gibbs (1998) veritable the reflective cycle in order to provide structure for reflecting on a nursing situation. The cycle involves six phases. The first phase is to describe what happen (i.e. the case scenario). The second phase is to think and feel about the scenario (i.e. unwisely to handle the issue). The third phase is to evaluate what was good and problematic about the experience (i.e. adequate manpower can be well-kept but the involved subordinate become angry). The fourth phase is to analyse what sense can I make of the issue (i.e. managing conflict of personal interest intelligently). The fifth phase is to think what else could I have done (i.e. managing conflict tactically). The final phase is to prepare contingency plan (i.e. if it arose again, what would I do).ConclusionSo far, all aspects of clinical leadership have been covered. To solve the issue due to personal interest, negotiation with involved staff, wisely-used conflict management skills, fully utilizing position power and compelling presentation skills all are constructive to the issue. Before cave in down the issue, both PESTEL analysis and change management should be engaged. The strengths of the above are to discove r any threats as soon as possible and implement related changes immediately. Successful settling down the issue doesnt mean a clinical leader demonstrates effective clinical leadership. As clinical leadership is a persistent phenomena performed by a clinical leader, reflective skill a clinical leader should have so as to enhance clinical leadership in an advanced level. (Words 2711)