LN005 Empowerment of the Nurse Leader in Organizational Structures

LN005 Empowerment of the Nurse Leader in Organizational Structures

Student Name

Western Governors University

D030 Leadership & Management in Complex Healthcare Systems

Prof. Name:

Date

Nursing Leadership Action and Continuous Improvement Plan

This paper presents an in-depth self-assessment of my current leadership capabilities, followed by targeted goals designed to strengthen my effectiveness as a nursing leader. Continuous reflection and personal growth are essential within the nursing profession, especially as leadership roles continue to evolve in complex healthcare systems. By evaluating my strengths and areas requiring enhancement, I am better positioned to foster team cohesion, advance evidence-based practice, and contribute meaningfully to organizational outcomes. The development of structured goals also serves as a roadmap for continuous professional improvement, strengthening both personal performance and team functioning.

Self-Evaluation of Leadership Strengths

As a leader in nursing, I recognize several strengths that support my ability to guide and influence others effectively. Although leadership is a multifaceted process, my most prominent strengths include strong interpersonal skills, effective communication abilities, respect for colleagues, adaptability in evolving clinical environments, strategic thinking, and active listening. These qualities provide a foundation for creating a positive, supportive workplace and for fostering professional collaboration.

My personality plays a significant role in how I lead. I approach each workday with optimism and a genuine desire to create meaningful interactions. Even during high-pressure situations, I maintain a forward-looking outlook and strive to identify constructive elements within challenges. This tendency has helped me build trust and credibility among my peers, contributing to my early recognition as an informal leader within the organization.

Communication remains one of my most valued leadership assets. In healthcare, high-quality communication is essential for ensuring continuity of care, supporting interdisciplinary collaboration, and preventing medical errors. I prioritize transparent, timely, and consistent communication, particularly when managing change or coordinating team responsibilities. Demonstrating respect for colleagues’ expertise and perspectives further reinforces trust, psychological safety, and mutual accountability. As a result, team members often feel empowered to voice concerns, share ideas, and participate actively in organizational initiatives.

Areas for Improvement

Despite having meaningful strengths, I acknowledge several leadership behaviors that require further development. Continuous learning is central to nursing leadership, and identifying these areas allows me to pursue growth that enhances team performance and patient safety. The key areas in which I seek improvement include delegating tasks, offering constructive criticism, leading structured team meetings effectively, and developing long-range visions for the team and organization.

One of the greatest challenges I face is delivering constructive feedback. My instinct to maintain positivity often makes it difficult to provide criticism that may be necessary for colleagues’ growth. Avoiding difficult conversations may unintentionally hinder team development or prolong performance issues. To become a more effective leader, I must balance compassion with accountability.

Another area of improvement is delegation. My desire to prevent others from feeling overwhelmed sometimes results in assuming responsibilities that could be shared. Overextending myself limits my capacity to focus on strategic leadership duties and may unintentionally prevent others from developing their skills. Effective delegation supports professional growth, team efficiency, and organizational resilience—strengthening the unit as a whole.

Additionally, developing structured and productive team meetings is a skill I hope to refine. Facilitating meetings that are purposeful, organized, and outcome-oriented is essential for effective leadership. Strengthening this competency will help align team goals, clarify expectations, and streamline communication.

SMART Goals to Improve Leadership Skills

To address the leadership behaviors needing improvement, I have created two SMART goals: (1) strengthening my ability to provide constructive criticism, and (2) improving confidence and consistency with delegating tasks. These goals are both realistic and aligned with broader professional expectations for nurse leaders.

SMART Goal 1: Enhance Ability to Provide Constructive Criticism

SMART Goal 2: Increase Confidence With Delegation

These goals directly address areas where I believe improvement will have the greatest impact on my ability to lead authentically and effectively. Building proficiency in delegation and constructive criticism will help cultivate a stronger, more confident team that feels supported and challenged to grow professionally.

Potential Barriers to Goal Achievement

Potential barriers may influence the implementation of these leadership goals. One anticipated challenge involves colleagues’ reactions to changes in my leadership style. Many team members have worked alongside me for years and may be accustomed to my current habits, such as reluctance to delegate or hesitancy to give direct feedback. Introducing new behaviors may require adjustment on both ends.

To manage this transition smoothly, I plan to communicate openly with my team about the changes I am making and explain how these improvements will benefit the unit. Establishing clear expectations and demonstrating consistency will help reduce resistance and encourage collaborative acceptance.

Organizational Resources and Empowerment Opportunities

As a Nurse Navigator, I work closely with the Director of Nursing (DON) and other administrators, which provides continuous opportunities to engage in leadership activities. These opportunities—including managing transitions, collaborating on quality improvement initiatives, and guiding workflow processes—serve as platforms for practicing my new leadership strategies.

Our facility recently welcomed a new DON, which presents a unique opportunity to empower staff and foster a welcoming culture. Change in leadership can cause uncertainty; however, by modeling enthusiasm, professionalism, and support, I can help ease the transition and strengthen team morale. Encouraging staff to remain open to leadership changes promotes resilience and reinforces the importance of adaptability in healthcare environments.

Conclusion

Strong leadership within nursing requires ongoing reflection, adaptation, and a willingness to embrace personal growth. Although I possess several strengths that support my leadership effectiveness, I recognize the need to enhance my delegation skills and confidence in offering constructive criticism. By implementing the outlined SMART goals, I aim to strengthen these abilities and contribute more effectively to my team and organization. Continuous improvement is essential in leadership, and I am committed to developing the skills needed to support my colleagues and deliver excellence in patient care.

References

Hardavella, G., Aamli-Gaagnat, A., Saad, N., Rousalova, I., & Sreter, K. (2017). How to give and receive feedback effectively. Breathe, 13(4), 327–333.

LN005 Empowerment of the Nurse Leader in Organizational Structures