Developing and Sustaining Nursing Leadership

Nursing Leadership Gap Analysis

Organizational assessment tool to assist with implementation and evaluation of the RNAO Developing and Sustaining Nursing Leadership Best Practice Guideline, Second Edition by comparing current practice to evidence-based practice.  Source: Registered Nurses' Association of Ontario's Long-Term Care Best Practices Program, Toronto, ON.  September 2013.

This article describes ten common leadership mistakes and ways to avoid these pitfalls.

© Mind Tools Ltd, 1996-2014. All rights reserved.

MindTools.com. (n.d.). 10 Common Leadership & Management Mistakes: Avoiding Universal Pitfalls [Online]. London, United Kingdom: Author. Retrieved from http://www.mindtools.com/pages/article/leadership-mistakes.htm [Accessed: June 6, 2014].

An online “Mind Tools” article that defines “assertive” vs. “aggressive” behavior, and describes ways to become a more assertive person and communicator. Web Address or Source: http://www.mindtools.com/pages/article/Assertiveness.htm  

Reference: Mind Tools, Assertiveness: Working WITH People, Not Against Them Retrieved from website: http://www.mindtools.com/index.html

An online “Mind Tools” article that discusses how stories can be used as a leadership tool. Six types of stories are described (according to the purpose for telling them). “Tips” for storytelling are also provided

Web Address or Source: http://www.mindtools.com/pages/artiMIcle/BusinessStoryTelling.htm

Reference: Mind Tools. ( ND) Business Storytelling: Using Stories to Inspire Retrieved from website: http://www.mindtools.com/index.html

This short online article outlines the characteristics of different generations employed in the workplace as well as ways to reduce intergenerational conflict and promote collegiality.

Copyright Nursing Spectrum Nurse Wire (www.nursingspectrum.com). All rights reserved. Used with permission.

Cardillo, D. (n.d.). Closing the Generation Gap in Nursing [Online]. Donna Cardillo^TM The Inspiration Guru. Website: http://donnacardillo.com.

This guideline outlines the key factors associated with conflict with clients, colleagues and in the workplace, and offers strategies for preventing and managing conflict that has escalated. It also highlights the role of nurses in formal leadership positions, as well as the importance of the debriefing process in the prevention and management of conflict. 

© 2019 College of Nurses of Ontario

Core Competencies and Sample Behaviours re: Balancing the Complexities of the System and Managing Competing Values and Priorities in Registered Nurses’ Association of Ontario. Developing and Sustaining Nursing Leadership, Second Edition (July 2013). Toronto, ON, pp. 44-46 B). This table outlines the core competencies and sample behaviours that can be used by formal and “point-of-care” leaders to build relationships and trust.

Web Address or Source: Registered Nurses’ Association of Ontario. Developing and Sustaining Nursing Leadership, Second Edition (July 2013). Toronto, ON, pp. 44-46 . http://rnao.ca/sites/rnao-ca/files/LeadershipBPG_Booklet_Web_1.pdf  

Reference: Registered Nurses’ Association of Ontario. Developing and Sustaining Nursing Leadership, Second Edition (July 2013). Toronto, ON: Author. pp. 44-46

A list of fifteen tips and strategies for creating a work environment that promotes critical thinking. 

Source: http://www.alfaroteachsmart.com/handouts/Creating%20a%20Climate%20to%20Promote%20CT%20-%2015%20Thngs%20to%20Do.pdf

Reference: Alfaro Teach Smart (2010) Creating a Climate to Promote Critical Thinking (CT) - 15 Things to Do to Help Nurses Gain CT Skills retrieved from website www.AlfaroTeachSmart.com

This article explores the importance of developing critical thinking skills, the attitudes that foster critical thinking, and the implications for “real” nursing practice (16 pages).

Web Address: http://www.scribd.com/doc/20623763/10-Critical-Thinking-and-the-Nursing-Process-LEARNING-OUTCOMES-After 

Reference: Source: Scribd., (nd)Critical Thinking and the Nursing Process Retrieved from Website: http://www.scribd.com/

This best practice guideline defines “diversity” and identifies key values for cultural competence.

Registered Nurses’ Association of Ontario. (2007, April). Embracing Cultural Diversity in Health Care: Developing Cultural Competence Best Practice Guideline. Toronto, ON, Canada: Author. p.19. Retrieved from: http://rnao.ca/bpg/guidelines/embracing-cultural-diversity-health-care-developing-cultural-competence.

An article that explains emotional intelligence (EI), its five key elements (self-awareness, self-regulation, motivation, empathy, social skills), and how to improve your EI. The site also includes a short video clip about EI (3 min).

© Mind Tools Ltd, 1996-2014. All rights reserved.

MindTools.com. (n.d.). Emotional Intelligence in Leadership: Learning How to Be More Aware [Online]. London, United Kingdom: Author. Retrieved from http://www.mindtools.com/pages/article/newLDR_45.htm [Accessed: June 6, 2014].

This article uses scenarios to explore the relationship between the quality of the work environment and ethical nursing practice.

Canadian Nurses Association. (2012, February). Ethics in Practice for Registered Nurses: Ethics, Relationships and Quality Practice Environments. Ottawa, ON, Canada: Author. Retrieved from www.cna-aiic.ca/en/download-buy/nursing-ethics.

This article uses vignettes to illustrate the ethical considerations for nurses using social media.

Canadian Nurses Association. (2012, February). Ethics in Practice for Registered Nurses - When Private Becomes Public: The Ethical Challenges and Opportunities of Social Media. Ottawa, ON, Canada: Author. Retrieved from www.cna-aiic.ca/en/download-buy/nursing-ethics.

This quick reference guide describes terms like knowledge management (vs. information management) and knowledge (vs. data or information). It also includes effective methods and tools for use in knowledge management.

Reference: Chun Wei Choo.(2001) Frequently Asked Questions About Knowledge Management. Retrieved from: http://choo.ischool.utoronto.ca/KMfaq/

This list outlines the fundamental principles and assumptions about conflict in health-care teams.

Registered Nurses’ Association of Ontario. (2012, September). Managing and Mitigating Conflict in Health-care Teams Best Practice Guideline. Toronto, ON, Canada: Author. p.6. Retrieved from: http://rnao.ca/bpg/guidelines/managing-conflict-healthcare-teams.

The White Paper outlines leadership behaviors and practices that are the starting point for leaders to examine their own leadership practices. *Please note: The IHI resources are available at no charge once you register on the IHI website. Once registered with ihi.org you can use the internal search tool for this resource

Reference: Swensen, S., Pugh, M., McMullan, C., & Kabcenell A. (2013). High-Impact Leadership: Improve Care, Improve the Health of Populations, and Reduce Costs. IHI White Paper. Cambridge, Massachusetts: Institute for Healthcare Improvement; 2013. Retrieved from http://www.ihi.org/Pages/default.aspx 
 

This table lists the ways in which nurse leaders can lose trust and repair lost trust.

Registered Nurses’ Association of Ontario. (2013, July). Developing and Sustaining Nursing Leadership Best Practice Guideline, Second Edition. Toronto, ON, Canada: Author. p.30. Retrieved from: http://rnao.ca/bpg/guidelines/developing-and-sustaining-nursing-leadership.

This article contains practical lists such as “Kotter’s 8 Stage Process to Creating Major Change”, “Eight Reasons for Resisting Change”, and ”6 Methods for Dealing with Resistance to Change”.

Reference: Nguyen, Steve.(2010) Kotter's 8 Stage Process to Creating Major Change. Retrieved from: http://workplacepsychology.net/2010/02/05/implementing-change-and-overcoming-resistance/

Les lignes directrices sur les pratiques exemplaires portent principalement sur le personnel infirmier, les équipes soignantes et les processus qui favorisent la mise en place de milieux de travail sains. Ces lignes directrices traitent de la gestion et de l’atténuation des conflits interpersonnels au sein des équipes de soins de santé. Elles partent du principe que même s’il est possible d’éviter certains conflits, des conflits sains peuvent également être bénéfiques. Aux fins du présent document, un conflit se définit comme étant un processus dynamique intervenant entre des personnes interdépendantes ou des groupes interdépendants enclenché par une réaction émotionnelle négative en raison d’un désaccord perçu ou d’une interférence dans l’atteinte de leurs objectifs (Barki et Hartwick, 2004).

Association des infirmières et infirmiers autorisés de l’Ontario (2012). La gestion et l’atténuation des conflits dans les équipes de soins de santé. Toronto, Canada : Association des infirmières et infirmiers autorisés de l’Ontario. http://rnao.ca/bpg/language/la-gestion-et-l%E2%80%99att%C3%A9nuation-des-conflits-dans-les-%C3%A9quipes-de-soins-de-sant%C3%A9

The purpose of this peer-reviewed online article is to assist nursing leaders to “reframe” perceptions about generational differences and view them as potential strengths.

© 2006 OJIN: The Online Journal of Issues in Nursing

Sherman, R. (2006, May 31). Leading a multigenerational workforce: issues, challenges, and strategies [Online]. The Online Journal of Issues in Nursing, 11(2). American Nurses Association. Website: http://nursingworld.org/default.aspx.

LEADS Resources (Lead Self; Engage Others; Achieve Results; Develop Coalitions; Systems Transformation) - The five “key capabilities” in the development of healthcare leadership are listed and linked to additional resources such as “Key Points”, “Executive Summaries” and “Leadership Tools”.

Reference: Canadian College of Health Leaders. (n.d.) LEADS Resources (Lead Self; Engage Others; Achieve Results; Develop Coalitions; Systems Transformation). Retrieved from http://www.leadersforlife.ca/site/resources?nav=02

Ce document de lignes directrices de practiques exemplaires vous concerne et il a été fait pour vous. Il précise comment vous pouvez avoir une influence sur le développement de votre milieu de travail en utilisant vos habiletés de communication, vos habiletés en leadership et vos connaissances du travail d'équipe pour assurer un meilleur avenir pour les patients et pour vos collègues de travail. Les soins de santé de demain dépendront de l'excellence du travail d'équipe. Ce panneau a exploré les complexités de diverses compositions, les contextes et les structures de soins infirmiers des équipes dans un environnement toujours changeant et interdisciplinaire.

ASSOCIATION DES INFIRMIÈRES ET INFIRMIERS AUTORISÉS DE L'ONTARIO, Soins en collaboration au sein des équipes de soins infirmiers, Toronto, Canada, 2006, Association des infirmières et infirmiers autorisés de l'Ontario. http://rnao.ca/bpg/language/les-soins-en-collaboration-au-sein-des-%C3%A9quipes-dinfirmi%C3%A8res

This resource outlines organizational recommendations for managing and mitigating conflict in health-care teams.

Registered Nurses’ Association of Ontario. (2012, September). Managing and Mitigating Conflict in Health-care Teams Best Practice Guideline. Toronto, ON, Canada: Author. pp.32-34. Retrieved from http://rnao.ca/bpg/guidelines/managing-conflict-healthcare-teams.

This article outlines the benefits of being a mentor, the skills required by mentors, and how to manage a mentoring relationship.

© Mind Tools Ltd, 1996-2014. All rights reserved.

MindTools.com. (n.d.). Mentoring Skills: Using Your Knowledge and Experience to Help Others [Online]. London, United Kingdom: Author. Retrieved from http://www.mindtools.com/pages/article/newCDV_24.htm [Accessed: June 6, 2014].

This list identifies expected outcomes in empowered workplaces.

Registered Nurses’ Association of Ontario. (2013, July). Developing and Sustaining Nursing Leadership Best Practice Guideline, Second Edition. Toronto, ON, Canada: Author. p. 36. Retrieved from: http://rnao.ca/bpg/guidelines/developing-and-sustaining-nursing-leadership.

This lists the outcomes related to balancing the complexities of the system and managing competing values and priorities.

Registered Nurses’ Association of Ontario. (2013, July). Developing and Sustaining Nursing Leadership Best Practice Guideline, Second Edition. Toronto, ON, Canada: Author. p.53. Retrieved from http://rnao.ca/bpg/guidelines/developing-and-sustaining-nursing-leadership.

This lists the potential nursing outcomes related to staff trust and positive relationships with leaders.

Registered Nurses’ Association of Ontario. (2013, July). Developing and Sustaining Nursing Leadership Best Practice Guideline, Second Edition. Toronto, ON, Canada: Author. p. 29. Retrieved from: http://rnao.ca/bpg/guidelines/developing-and-sustaining-nursing-leadership.

This Canadian Nurses’ Association (CNA) position statement outlines the principles that facilitate collaboration among professionals and professions.

Canadian Nurses’ Association. (2011, November). Position Statement: Interprofessional Collaboration. Ottawa, ON, Canada: Author. Website: www.cna-aiic.ca.

The Preceptor Education Program is an online interprofessional program that consists of nine interactive learning modules. The modules include downloadable resources, learning exercises, video case scenarios and references. Learning is self-directed in that modules are self-directed and do not need to be completed in any particular order. Many of the modules are designed so that preceptors and students can work through them together. After completing a reflective note, a certificate can be printed at the end of each module to record the education completed.

Reference: Kinsella, E.A., Bossers, A., Ferguson, K., Jenkins, K., Bezzina, M.B., MacPhail, A., Moosa, T., Schurr, S., Whitehead, J. & Hobson, S. (2016). Preceptor Education Program for health professionals and students. (2nd ed.) London, ON: The University of Western Ontario. Retrieved from: www.preceptor.ca

Practice guidelines are documents that help nurses understand their professional responsibilities and legal obligations in order to make safe, effective and ethical decisions in nursing practice. This practice guideline helps nurses understand their roles and responsibilities in preventing and managing conflict with clients and colleagues.

Copyright © College of Nurses of Ontario, 2009.

This resource identifies recommendations for individuals embracing diversity in health-care.

Registered Nurses’ Association of Ontario. (2007, April). Embracing Cultural Diversity in Health Care: Developing Cultural Competence Best Practice Guideline. Toronto, ON, Canada: Author. pp.30-31. Retrieved from: http://rnao.ca/bpg/guidelines/embracing-cultural-diversity-health-care-developing-cultural-competence.

In this video, Fran Johnston is interviewed on resonant leadership and emotional intelligence (6 ½ min).

Teleos Leadership Institute. (2011, February 6). Fran Johnston on Resonant Leadership and Emotional Intelligence [Video file]. Retrieved from http://youtu.be/cy-TJhNrcVc. Website: www.teleosleaders.com.

With a focus on serious clinical events this white paper provides organizations with the principles to manage adverse events in a safe, effective manner and to guide leaders in immediate and ongoing response during crisis management.

*Please note: The IHI resources are available at no charge once you register on the IHI website. Once registered with ihi.org you can use the internal search tool for this resource.

Reference: Conway, J., Federico, F., Stewart, K., & Campbell, M. (2011). Respectful Management of Serious Clinical Adverse Events (Second Edition). IHI Innovation Series white paper. Cambridge, Massachusetts: Institute for Healthcare Improvement: 2011. Retrieved from http://www.ihi.org/Pages/default.aspx

Gain an overview of the most compelling evidence about diversity; understanding it, accepting the differences it brings to work settings, and finally, to seeking and embracing diversity.

This panel has been developing guidelines that recommend a congruent set of work place behaviours, management practices and institutional policies within a practice setting resulting in an organizational environment that is respectful and inclusive of cultural and other forms of diversity.

Reference: Registered Nurses’ Association of Ontario (2007). Embracing Cultural Diversity in Health Care: Developing Cultural Competence. Toronto, ON: Author. http://rnao.ca/bpg/guidelines/embracing-cultural-diversity-health-care-developing-cultural-competence

Learn to identify professional practices that enhance outcomes for nurses, the recipients of nursing services, organizations and systems.

Through implementation of this guideline, you will learn:

• To identify the organizational culture, values and relationships and the structures and processes required for developing and sustaining effective professional practices
• Professional practice involves structures and processes needed to achieve outcomes.

Ensuring professional practice standards involves being accountable to your workplace for your actions and the implementation of a high ethical standard. Through translating knowledge into action, professional practice standards are met.

This guideline provides evidence-based recommendations for RNs and RPNs on best nursing practices for professionalism in nursing.

Registered Nurses’ Association of Ontario. (2007). Professionalism in nursing. Toronto, ON, Canada: Author. Retrieved from: http://rnao.ca/bpg/guidelines/professionalism-nursing

This resource outlines strategies for empowering nurses with information, decision supports and resources.

Registered Nurses’ Association of Ontario. (2013, July). Developing and Sustaining Nursing Leadership Best Practice Guideline, Second Edition. Toronto, ON, Canada: Author. p.79. Retrieved from http://rnao.ca/bpg/guidelines/developing-and-sustaining-nursing-leadership.

This resource outlines strategies for recognizing nurses’ value.

Registered Nurses’ Association of Ontario. (2013, July). Developing and Sustaining Nursing Leadership Best Practice Guideline, Second Edition. Toronto, ON, Canada: Author. p.74. Retrieved from http://rnao.ca/bpg/guidelines/developing-and-sustaining-nursing-leadership.

This resource outlines strategies that demonstrate respect for nurses as professionals.

Registered Nurses’ Association of Ontario. (2013, July). Developing and Sustaining Nursing Leadership Best Practice Guideline, Second Edition. Toronto, ON, Canada: Author. p.70. Retrieved from http://rnao.ca/bpg/guidelines/developing-and-sustaining-nursing-leadership.

This five-minute video highlights the need for (and importance of) succession planning for nursing leadership (many Canadian sources cited).

Sharleen Jahner. (2012, October 24). Succession Planning in Nursing Leadership [Video file]. Retrieved from https://www.youtube.com/watch?v=6qMjZp2lY4I.

This resource outlines suggested strategies for leading and sustaining change.

Registered Nurses’ Association of Ontario. (2013, July). Developing and Sustaining Nursing Leadership Best Practice Guideline, Second Edition. Toronto, ON, Canada: Author. p.52. Retrieved from http://rnao.ca/bpg/guidelines/developing-and-sustaining-nursing-leadership.

This resource summarizes the eight professional attributes in nursing.

Registered Nurses’ Association of Ontario. (2007, March). Professionalism in Nursing. Toronto, ON, Canada: Author. pp. 26-27. Retrieved from: http://rnao.ca/bpg/guidelines/professionalism-nursing.

This short PowerPoint presentation describes teamwork and how to lead resonant teams with emotional intelligence.

Goleman, D. (2002). Leading Resonant Teams with Emotional Intelligence (EQ) [PowerPoint slides]. Retrieved from http://unpan1.un.org/intradoc/groups/public/documents/unssc/unpan021797.pdf.

Amy Edmondson, Novartis Professor of Leadership and Management at Harvard Business School, describes three key actions to foster a psychologically safe work environment. In a 4 minute video she highlights;

1. Frame the work – leaders need to let workers know why the work is so important and remind people the work done in health care is uncertain and there is a potential for error. It is suggested in the video the need to be open and bring full self to work

2. Model fallibility –Leaders need to be inclusive “hey I may miss something, I need your help” she suggest leaders actively get input from others.

3. Embrace, thank people and close the loop.

Tips on  how to manage and mitigate conflict (e.g. how to be “self-aware” during conflict, five responses to conflict, steps to resolve conflict, questions to ask when conflict arises, barriers to resolution, etc.).

Registered Nurses’ Association of Ontario. (2012, September). Managing and Mitigating Conflict in Health-care Teams Best Practice Guideline. Toronto, ON, Canada: Author. pp. 86-88. Retrieved from: http://rnao.ca/bpg/guidelines/managing-conflict-healthcare-teams.