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Leadership Presentation
Renee Schafer
RN to BSN Program
Health Science Division
College of Central Florida
Organizational Chart
Patient Safety Goal
HCAHP
Professional Development/Recruitment
Don Henderson
St. Joseph's
N o Mercy
Hospital
President and CEO/CFHA
Unfreezing:
Saad Ehtisham
Senior Vice President
Chief Operating Officer
An accurate medication history is not
being taken upon first contact with the
patient
Diane Harden
Senior Vice President
Chief Financial Officer
Old medication histories are being
confirmed
Physicians are ordering medications based
upon the outdated reconciliation
Inpatient Operations
The outdated information places patients
at risk
Dave Steel
VP/Chief Information
Officer
Outpatient Operations
Case Management
Cindy Coombs
Admin. Director
Refreezing:
Leadership Theory
T
Monitor units for compliance with accurate initial
reconciliation list
Moving:
Support and encourage staff for obtaining
accurate lists
An updated medication list is obtained upon first
admission contact with the patient
Continue educating staff about process to garner
support
The nurse is responsible for the initial list
Medications need to be clarified with all sources
to obtain the list
Make accurate medication lists part of hostpital
culture
The nurse utilizes the patient, family, outpatient
pharmacy, in-house pharmicists, and SNF records
as needed
Empower and encourage staff to develop ideas to
improve process
Transformational
E
H
Empowers
Encourages
Human
Honesty
Score for "Quiet at Night" item on Surgical/Ortho Unit at TVRH
70
V
Vision
R
60
Respectful
Realistic
Reward
50
I
Job Title: Adult/ Gerontology Acute Care Nurse
Practitioner-Emergency Department
Department: Department of Nursing
Agency: St. Joseph's No Mercy Hospital
Job Announcement Number: SJNMH-AGACNP-001
SALARY RANGE:
$73,994.00 to $107,260.00 / Per Year
OPEN PERIOD:
Monday, July 27th 2015 to Friday, August 28th, 2015
POSITION INFORMATION:
Full Time, Benefits Eligible
LOCATION:
Ocala, Florida
WHO MAY APPLY:
United States Citizens
SUPERVISORY STATUS:
Yes, responsibilities require delegating and monitoring
care provided by nursing staff, EMT's, paramedics, UAP
and others
OUR MISSION: To provide innovative care in a patient
and community centered environment.
40
HCAHPS Benchmark
Invested
Intelligent
TVRH Score for "Quiet at Night" item
30
The T.H.R.I.V.E. theory of leadership is based upon concepts and qualities that are important for leaders and nurses
to possess. It is primarily based on the "transformational" style of leadership which is essential in today's constantly
changing health care environment. In order to use the transformational style of leadership, it is necessary to begin
with a leader that has charisma and the ability to motivate others (Frandsen, 2014). Additional traits that the
transformational leader possess include strong morals and ethics as well as seeking to engage their followers
(Finkelman, 2012, p. 12). Transformational leaders identify changes that are needed in the nursing environment and
help guide the changes by inspiring their followers (Sherman, 2012). Another reason for nurse leaders and
administration to focus on transformational leadership is that this style of leadership is an expectation in Magnet
facilities (Sherman, 2012).
Honesty is another vital component of the T.H.R.I.V.E.
leadership theory. Nurse leaders are examples to others-either positive or negative (Frandsen, 2014), so it is helpful
to model behavior which is honest and maintains the leader's integrity. The human part of T.H.R.I.V.E. takes into
consideration the need to build a positive work environment (Finkelman, 2012, p. 12) by "building bonds" with
others and recognizing the importance of relationships (Finkelman, 2012, p. 10).
T.H.R.I.V.E. leadership is respectful and rewarding It is
important to respect other's ideas and opinions because it is critical in effective communication (Finkelman, 2012, p.
387). Celebrating successes rewards and recognizes the efforts of the team, gives "detractors" an example of how
change has led to improvement, and shows followers that they are valued (Finkelman, 2012).
A cornerstone belief of the T.H.R.I.V.E. theory is that it is
important to be invested both personally and professionally in both the organization and the followers. Staff that are
engaged in their work exhibit passion, commitment, and a willingness to "invest" in themselves to help the
organization succeed (Sherman, Manager impact on staff engagement, 2013).
One of the most important components of T.H.R.I.V.E. is
vision. Vision is important to this theory as well as the transformational theory. Leaders need to share their vision
with their followers; the vision needs to be clear and have a strategic focus (Sherman, What followers want in their
nurse leaders, 2012). Effective leaders can communicate the vision to their followers in a way that motivates them to
share the vision (Frandsen, 2014).
Sharing the vision of the leader and working towards common
goals is an important part of health care. One way to help staff feel like they have a part in changes or in leadership
of the unit/organization is through empowerment. "Empowerment is often viewed as the sharing of power; however,
it is more than this. 'To empower is to enable to act'" (Finkelman, 2012, p. 365). Nurses that feel powerless
experience increased stress, job dissatisfaction, and burnout (American Sentinel University, 2014). Leaders that are
empowered are engaged employees who feel like stakeholders in the workplace, which promotes nursing excellence
(American Sentinel University, 2014).
All of these traits are important components of the T.H.R.I.V.E.
leadership theory. They all work together harmoniously to help adapt to the constant change in the health care
climate while empowering nurses to have a personal investment in the unit they are working on and the success of
their organization.
RESEARCH POSTER PRESENTATION DESIGN © 2012
www.PosterPresentations.com
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10
0
Feb. 2015
Mar-15
Apr-15
May-15
Utilize the RACI model to implement the plan
The plan consists of a unit-based team and team captains
There is to be one team captain on duty every night shift
The team explores ways to curb noise at night
The team implements ideas with the help of the team leader
(me) and the unit director
The interventions are monitored monthly along with the score
for the HCAHPS item “Quiet at night”
Come make your home in beautiful, sunny Ocala, Florida!
Ocala is conveniently located in central Florida with an
easy drive to metropolitan centers like Tampa and all of
the attractions located nearby in Orlando. There is
something for everyone to do here, whether it's shopping
for antiques, enjoying the outdoors, or just sitting on your
front porch enjoying an evening breeze. Relocate here
and enjoy the Southern lifestyle while maintaining your
professional credentials with an advanced nursing position
at St. Joseph's No Mercy Hospital!
Recruitment/Relocation Incentives: Incentives may be
authorized for highly qualified candidates who possess
unique skills and abilities.
Sample interview question:
Category: Stewardship
You notice that the HCHAPS scores have been slowly
declining over the last few months. The trend is most
obvious in the questions related to toileting and pain relief.
Describe a brief plan for improving the trend for one of
the categories.
Charting the Future: STAR!
Star Competency Idea:
Hold an FAQ session for the community with a
physician, pharmacist, and nurse to help educate the
community.
The community
needs health
education and
information.
An event which helps
educate the
community and
builds trust with
health care providers.
STAR
Educate community
about common
health topics,
diseases,
immunizations, and
medications
Advertise and
hold a “FAQ”
session with a
physician,
pharmacist, and
nurses.
Reflections
Although this course has brought some negative
feelings to the surface about my feelings for
"leaders" in my current employment, it has given
me ideas about how I can be a better leader.
Working on the projects and assignments in this
course has helped show me what it takes to change
even the smallest process in a large organization,
and has provided me with some basic tools to go
about initiating change in an organized and
systematic fashion.
References
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