Leadership with competency

Discussion

Leadership that gives purpose and motivation of accountability to nurses automatically boosts patient outcomes. Leadership with competency involves seeking knowledge from different areas of how to improve the quality of medical care and minimizing mistakes. A competent leader drives co-workers to deliver services with a high level of expertise which in turn enhances the satisfaction of clients. Teamwork in leadership fosters a stable environment for innovation and practical problem-solving. Collaboration cuts out superiority and places staffs on a collective mission of providing quality care. For instance, a patient will spend less time in a hospital that teams collaborate effectively. An organization that encourages each staff to be a leader at their level despite necessary being in a management position enhances responsibility and improves patient outcomes (NCBI, 2011). Even in the absence of the ‘real’ leader, a nurse can step up in case of a problem.

In most cases, professional negligence occurs in the absence of managers, therefore promoting a culture of self-leadership is bound to yield positive results. Customarily, a leader should evoke fear to earn respect from the subjects; this, however, should not be the case. An advocate leader should be on friendly terms with the staff so that they find a purpose to deliver the best services. Influential leadership goes beyond official duties. For example, a leader that ensures nurses are always satisfied keeps them in good condition to offer quality services.

There was a time I worked in a private hospital that was not preferable in the area. People complained of delays and inadequate medical attention in the hospital. When I was hired, I tended to one patient and gave her medications. Before she left, we exchanged contacts and told her to inform me of her physical state in a week. The client was happy with my concern, and she informed her friends about the new friendly staff. Eventually, the numbers of patients that came to the hospital explicitly seeking my service increased. My colleagues got interested in my tactics, and they began to extend more personal service to patients. In the end, the private hospital grew into a bigger one, and the culture of enhancing client satisfaction was preserved.

References

NCBI. (2011). Transforming leadership – The future of nursing – NCBI bookshelf. National Center for Biotechnology Information. https://www.ncbi.nlm.nih.gov/books/NBK209867/

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