Reflection On Core Competencies

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The objective for the most recent four site visits included continuation of the core competencies, which are personal journey disciplines and change management. During these last site visits, I continued to work on process improvement project. On June 22, TV sat down and looked at the remainder of my core competencies. We also reflected back on the previous competencies to check if anything was missed or if I had any questions. One of my learning activities for this competency is to interview a nursing administrative leader and attend a meeting on succession planning. TV reached out to one of her peers to see if they would allow me to interview them. She found NH who is the administrative nursing director for the neuro service line. She was …show more content…

Earlier in one of my journals I spoke about the previous Chief Nursing Officer (CNO) being a transformational leader. In listening to NH, it was apparent that she was as well. When I asked NH what type of leadership style she most relates to, she stated that of a transformational leader. I wondered if she had this leadership style in prior leadership roles, or was she inspired by the previous CNO. She explained that it was a little of both, she did find our previous CNO to be very inspirational not just to the bedside nurses, but to other leaders as well. This activity helped me to also be inspired to grow and continue to learn more about transformational leadership. This is the leadership style that I desire to have, be able to demonstrate that to others, and be an inspiration to them. Being a transformational leader means that you have a higher level of morality and have the ability to inspire and motivate others. These qualities are incredibly important when allowing your followers to take responsibility by being a part of the decision making. According to Doody and Doody (2012), nurse leaders have a responsibility to make sure that bedside nursing staff are represented and participate in decision making. The article explains how some institutions have leaders represent the frontline staff; however, those type of institutions miss out on …show more content…

One of the activities I had planned was to attend a meeting on succession planning. There were no meeting scheduled, so TV and I sat down and she spoke about what succession planning is about and the importance. TV explained that it is important to strategically plan for future leadership. In order for the leaders of today to become strong leaders of tomorrow, there must be succession planning. TV went on to explain that back in the day, succession planning was typically for higher positions like CNO positions; however, she explains that best practice states succession planning models should include all leaders and management positions. TV explained that succession planning puts an emphasis on identifying high performers who may or may not currently in a leadership role and prepare them for the future of leadership. TV described the type of succession planning that is done in this facility. This is called talent review and the OD’s in HR help with this each year. They use what is called a nine block system to identify where leaders are within the organization and are they ready to be promoted to a higher level of leadership. TV isn’t a big fan of the nine block, however, she does believe in mentorship programs which also aid in succession planning by identifying and developing those

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