Nursing Managers as Team Leaders
![Manager as a Team Leader Manager as a Team Leader](https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgoQGRcqjpLwGddixN1mSryb9gPUZ7sqRBmmSOYuCIscukI7HmBXAK8pnZTv17NidOB1lFLMiIxUUNtps_5uS563WO8cXbkTPkry4cnewNFmJk2YEYb4GC0nwxO_Gi2XrZW9rlzbiC3_U141ylrZmleP6StDSk9d6B9zAbViOQQrQKVf1Kk86wyNUYW/w640-h320/Team%20Leader%20as%20a%20manager.png)
Management style of nursing leader is a quality of health care practitioners in which working groups communication skills and professional relations are important.
The Nursing Manager As Team Leader
Since nurses work closely together and often depend on each
other to get their jobs done, leadership from the director of nursing is
critical. A positive climate is one in which there is mutual respect and in
which group members can safely discuss work-related concerns, offer criticism
and suggestions about clinical practice, and easily experiment with new
behaviors. Maintaining a positive work environment and building a team is a
complex and demanding management task.
Communication
Communication is a key part of nursing leadership. The Joint
Commission, the organization that accredits hospitals, found that poor inter professional communication was the cause of nearly 70% of unexpected
events that resulted in death or serious injury (Joint Commission, 2015).
Effective nurse managers can facilitate group communication
by creating an atmosphere in which group members feel free to discuss concerns,
make suggestions, critique ideas, and show respect and trust. An important leadership
function related to communication is vigilance, that is, keeping communication
channels open, drawing attention to critical issues, acknowledging and
processing conflicts, promoting self-esteem, checking for understanding,
actively seeking the participation of all group members and propose procedures.
around to discuss group problems.
The manager's communication style also has an effect on
group cohesion. When the manager retains a high level of information power,
controlling not only what information is received but also who receives it,
group performance can suffer. Through
Interrupting, changing the subject, monopolizing the
conversation, or ignoring feedback increases problems and leaves the leader
uninformed; Both the individuals in the group and the functioning of the group
suffer.
In contrast, when the leader shares information freely and
fosters a high level of mutual communication and participatory problem solving,
performance and job satisfaction improve. In participatory groups, each individual
is given the opportunity and is encouraged to seek and share information and to
communicate frequently with all members of the group. Managers and employees
check with each other to make sure the information is clear, make suggestions
and provide feedback.
Team Performance Evaluation
The manager may be used to evaluating individual
performance, but evaluating team performance requires different judgments.
Patient outcomes and equipment function are the criteria against which
equipment can be evaluated. Outcome data such as clinical history information,
critical path deviations, complication rates, falls, and medication errors can
help assess team performance.
The functioning of the group can be judged by the degree of cohesion of the work group, the commitment in the work and the willingness to help each other. Conversely, aggression, competition, hostility, detachment, shame, or guilt are characteristic of groups that function poorly. Membership stability is an additional measure of group performance.
Influencing team processes to achieve organizational goals
is the direct responsibility of the Director of Nursing. By publicizing team
accomplishments, creating opportunities for team members to demonstrate new
skills, and supporting social activities, the manager can increase the
perceived value of group membership. Members of groups that have a history of
success are more attracted to each other than those that have not.
Chair Committees And Working Groups
Committees are usually permanent and deal with recurring problems. Member turnover is generally determined by position and role in the organization. Formal managers are part of the organization and have authority and a specific role. Information committees are primarily for discussion and do not have delegated powers. Working Groups Ad hoc committees created for a specific purpose and for a limited period of time.
Work groups work on problems
or projects that the organization cannot easily handle through normal
activities and structures. Working groups often deal with cross-departmental
issues. They tend to make recommendations, and then nurses are often selected
for leadership roles on committees and task forces. In these managerial roles,
in addition to division heads and team leaders, they hold numerous meetings.
The following section provides instructions for directing and conducting
meetings.
Guidelines For Conducting Meetings
While meetings are critical to getting the work of the
organization done, they should be held primarily to solve problems, make
decisions, and improve working relationships. Other uses of meetings, such as
socializing, giving or clarifying information, or soliciting suggestions must
be fully justified. Wherever possible, information obtained in other ways
should be used, e.g. B. by email, can be transmitted. Meetings must be
conducted efficiently and produce relevant and meaningful results. The meeting
should not result in damaged interpersonal relationships, frustration, or lack
of results.
Preparation
The first key to a successful meeting is thorough
preparation. Dissemination involves clearly defining the purpose of the
meeting. The leader must prepare an agenda, determine who should attend, assign
tasks, distribute relevant materials, organize the taking of minutes, and
choose an appropriate place and time for the meeting. The agenda should be
distributed in a timely manner (7-10 days before the meeting) and should indicate
what topics will be covered, who is responsible for each topic, what
preliminary work needs to be done, what results are expected in relation to
each one. topic and how much time allocated to each topic.
A “meeting before the meeting” is sometimes recommended
(Sullivan, 2013). This is especially important if you are attending a meeting
where you expect differing opinions. It may be as simple as talking to a few
key people to identify the issues ahead of you, or it may need to sit down with
a key decision maker who has the power. It can also be helpful to ask the
people you expect to have opposing views.
Mission
In general, the meeting should include the fewest number of
stakeholders who can actively and effectively participate in decision-making,
who have the skills and knowledge necessary to manage the agenda, and who can
adequately consider the interests of those affected by decisions made. Too few
or too many participants can limit the effectiveness of a committee or task
force.
Place And Time
Meetings should be held where interruptions can be
controlled and where there is a natural time limit for the meeting, e.g. B.
late morning or late afternoon. Sessions should be limited to 50 to 90 minutes
unless members are dealing with a complex, a single session which is detailed
for us. For meetings longer than 90 minutes, breaks should be scheduled at
least every hour. Meetings should start and end on time. Starting too late
positively strengthens latecomers while penalizing latecomers or early comers.
Where late arrival penalties are stated, they should be applied respectfully
and objectively. If it is the leader who is late, the cost of starting the
meeting late should be repeated and an appropriately designated person should
start the meeting on time.
Conduct Of Members
Each member's behavior can be positive, negative, or neutral
in relation to the group's goals. Members can contribute very little or use the
group to meet personal needs. Some members may take most responsibility for
group actions, allowing less involved members to avoid posting. Group members
must adhere to the following
• Prepare for the meeting by reading the relevant materials
in advance.
• Ask for clarification if necessary.
• If necessary, offer suggestions and ideas. Encourage
others to contribute their ideas and opinions.
• If necessary, offer constructive criticism.
• Help keep the discussion going. Implementation support by
agreement.
These behaviors facilitate group performance. All
participants should be familiar with the behaviors they can employ to
facilitate well-run meetings. All meeting participants should be helped to
understand that they share responsibility for successful meetings.
• A leader can greatly increase the effectiveness of the
meeting by doing the following:
• Don't allow one person to dominate the discussion.
• Separate brainstorming and evaluation.
• Encourage members to refine and develop each other's ideas
(a key to successful brainstorming).
• Write down problems, ideas and solutions on a board or
flip chart
• Check for understanding
• Regularly summarize the information and progress of the
group
• Encourage more discussion
• Bringing differences of opinion to light and facilitating
their reconciliation
The leader is also responsible for drawing out members'
hidden agendas (personal goals or needs). Revealing hidden agendas ensures that
these agendas either contribute positively to group performance or are
neutralized. Guidelines for leading group meetings are privided.
Managing Task Forces
There are a few critical differences between task forces and
formal committees for example, members of a task force have less time to build
relationships with one another, and, because task forces are temporary, there
may be no desire for long-term positive relationships. Formation of a task
force may suggest that the organization's usual problem-solving mechanisms have
failed. This perception may lead to tensions among task force members and
between the task force.
Give your opinion if have any.