NRSG377 Transition to Contemporary Nursing and Clinical Leadership Report 1 Sample

NRSG377 Transition to Contemporary Nursing and Clinical Leadership Report 1

Assessment Task Overview

Transitioning to professional practice is a critical phase for the novice registered nurse. The transition period from student to registered nurse can be filled with many challenges. During this transition phase, graduate registered nurses are expected to demonstrate the knowledge, skills and attitudes associated with the profession, while adjusting to the “real world” of nursing. There is also an expectation that graduate registered nurses will begin to demonstrate clinical leadership capabilities when working in the Australian health care environment. Provide a critical analysis of current literature when answering the following questions:

1. The transition from student nurse to graduate registered nurse is a complex process. Recommend and justify one (1) personal, resilience-focused, strategy and one (1) organisational/workplace strategy that could be implemented to support you in your transition period. Use current nursing related literature to support your discussion. (500 words)

2. As a Registered Nurse, it is expected that you demonstrate comprehensive knowledge, skills, and attitudes. Identify two (2) strategies that you could adopt in your planning and implementation of care each shift and critically discuss one (1) evidence-based recommendation for each identified strategy that promotes efficient and effective patient care. (500 words)

3. Clinical leaders can be found in diverse clinical areas and involved in direct patient care or in clinical services. They are not identified because of their position, job title or role in the health service. Clinical Leaders hold very different roles and responsibilities to Clinical Managers. Identify two (2) evidence-based attributes adopted/ embodied by clinical leaders. Critically analyse how these attributes enable clinical leadership within an interprofessional team and throughout healthcare in Australia. (500 words)

Solution

Introduction

The transitioning period from student to registered nurse is filled with various challenges. There is pressure among the new nurses to demonstrate knowledge, attitudes and skills to adjust to the atmosphere. In this regard, the following strategies are provided through which they can improve their capability.

Discussion

One of the key personal strategies for MBA Assignment Expert that can be used by new registered nurses to increase resilience and focus is to practise mindfulness-based stress reduction. This practice is effective in teaching individuals about staying engaged and present at the moment along with handling the pressure of the new professional environment. In this regard, Green & Kinchen, (2021), has argued that MBSR programs are effective in decreasing the level of stress. The above researchers have conducted a study on new and young nurses who are aged between 23 to 24. These nurses have demonstrated a high level of mindfulness which grows steadily throughout the study. Thus, in another article Wexler & Schellinger, (2023), argue that healthcare organisations must ensure the implementation of stress management programs for new nursing graduates. As per the above article, deep breathing practices and meditation are effective ways to adopt MBSR. In this regard, students can also take formal training in class or at home. Ideally, individual MBSR sessions must be of at least 5 minutes which runs for several weeks including activities like sitting meditation, mindful movements and deep breathing. The training can also include a four-week abbreviated program and eight-week immersion. However, the main aim of the programs should be to allow new nurses to relax and increase awareness about their responsibilities. This helps increase resilience and ensure intentional behavioural changes.

The transition phase from the student to the registered nurse can be a testing period that can be distinguished by some potential changes such as the changes in the responsibilities, workloads and expectations. In order to assist the transition period of a registered nurse, the organisational strategy may include the following components. Training and education can be potential organisational strategies that can help new nurses understand their roles and responsibilities and improve their management capacities. Offering continuous learning and career-making opportunities to nurses can help them overcome any kind of difficulties (Mlambo, Silén & McGrath, 2021). The organisation should always provide training at every phase of the nursing practice to keep them updated with relevant knowledge. Providing training will increase the knowledge about controlling different complex situations besides enhancing their skills. The incorporation of simulation labs in the practices of new nurses makes them more efficient in handling different types of rare clinical circumstances. Providing training to the nurse will also improve their skills. The targeted training will increase their knowledge in a specific subject matter and enhance their skills like performing processes, and management of patients. It will eliminate the risk related to patient safety and will decrease the chances of errors (Graf et al., 2020). The training based on the simulation will provide insights about better controlling the situation with real-life evidence. Providing training to a nurse in their transition period can also help to enhance their decision-making capacity with the development of critical thinking. Training will intensify the knowledge about the handling of different equipment and will improve their abilities in working under tremendous stressful situations.

Depending on the demonstration of different types of skills and comprehensive knowledge, two different strategies can be identified for planning and executing shifts.

The structured handover of the clinic involves systematic alteration of the responsibilities, information about the health status of the patients and accountability from one health professional to another during changes of shift. Proper implementation of the abovementioned strategy helps in making certain that the information about the clinical patients is connected efficiently, lowering the chances of errors and amending the progression of care. Coming after different types of standardised protocols such as ISBAR (situation, introduction, background, recommendation and assessment) format, achieving better communication among the healthcare-service providers can be done along with enhancing patient safety (Kitney et al., 2020). Ensuring structured handover can also support facilitating collaboration among multidisciplinary groups.

EBP stands for Evidence-based practice that involves the integration of the best accessible study evidence with patient values and clinical dexterity to draw informed decisions concerning patient care. Such a strategy can also help in ensuring that the provided care is dependent on the latest scientific evidence. Furthermore, in order to tailor to meet the individual requirements of the patients also, following the protocols of EBP can come into view as highly beneficial (Luke et al., 2022). It has already been perceived that nursing professionals engaged in coming after the standards of EBP possess the potential to augment patient outcomes, lower the disbursements of healthcare and develop a culture of continuous amendment. In this specified strategy, research is highly emphasised for guiding clinical decisions.

It is recommended to focus on structured handover as this strategy has been found very crucial in maintaining continuity in providing effective and safe patient care and services. Accordingly, the systematic transferring method of this has led many organisations to imply this. In discussing evidence, The Royal Melbourne Hospital can be figured out notably. Structure handover initiatives have been implemented in the hospital engaging all workers and employees and making them aware of standardised protocols and forms (Fryk et al., 2021). Components such as communication tools and handover checklists are used by the professionals of the hospital to ensure the transformation of critical operations. Moreover, this hospital was praised in the global platform gaining recognition for wellbeing and efficient initiatives in patient care. According to the Journal of Healthcare Management (2015), the process of structured handover In Royal Melbourne Hospital has minimised potentialities of occurring errors and increasing patient satisfaction.

On the other hand, there are several beneficial factors to be driven through EBP that can be recommended to a hospital (Connor et al., 2023). In improving patient outcomes, EBP appears to be a standardised strategy to be followed. Reportedly, the USA-based Mayo Clinic has committed towards providing evidence-based medicines. This will be a robust system to integrate several pieces of research evidence within medical practices.

Emotional intelligence, that streamlines self-awareness, and self-regulation, which is essential for driving a culture of innovation and creative leadership. It has been experienced that the leaders, having better emotional intelligence can easily connect and relate themselves with the patients. In this way, the leaders used to be more confident while providing specific healthcare services and care-based hospitality. Understanding the patients’ emotions and problems is essential in high-stressed health services cases (Alonazi, 2020). Healthcare leaders with powerful emotional intelligence, generally have the ability to resolve conflicts and deal with critical and emergency cases boldly. In this way, it helps to build a stronger interpersonal relationship and collaboration between the patient's parties, healthcare providers and clinical leaders. It also helps the leaders to evaluate the patients’ difficulties and symptoms quite easily and effectively.

On the other hand, commitment to constant learning and evidence-based practices is another evidence in the context of clinical leadership in health care services and caregiving management. Considering this, efficient and prominent clinical leaders generally give first priority to continuous education and learning to adopt the newest evidence-based practices. In this way, they feel comfortable dealing with scenarios like a healthcare manager, which is highly volatile. Studies have shown that clinical leaders have utilised evidence-based practices during caregiving services, giving a better performance in understanding patients' emotions and their problems (Kitson et al., 2021). Therefore, it helps them to drive better outcomes for the patients from time to time. Furthermore, it is indirectly involved in certain patients' trust and loyalty, which is highly varied in healthcare departments.

In the context of Australian healthcare, clinical leadership plays a crucial role in ensuring patient care and forecasting a collaborative culture among interpersonal groups (McNulty & Politis, 2023). Two key attributes that impactfully contribute to successful clinical leadership are Emotional Intelligence and commitment to constant learning and evidence-based practices therefore these effective attributes are crucial not only for personal and professional development but also for optimising patient outcomes, enhancing team strength and potential and leading rhythm to better innovation in healthcare setting.

Leaders with high Emotional Intelligence (EI) therefore, are more aware of their emotions and how these emotions have an impact on their behaviour and decisions. In an interpersonal team, this self-awareness helps them to manage stress, avoid jargon or burnout and maintain a positive working culture (Clarke et al., 2024). A crucial element of EI is empathy which allows and supports the leaders to understand the perspectives of individuals and the emotional states of team members. However, these approaches foster a supportive working environment where all experts and professionals feel valued and understood which is crucial in a diverse and multidisciplinary team. On the other hand, leaders with high EI can better eliminate the complicated emotional landscape of patient care and address both the emotional demands of each patient and their families as well as those of the healthcare teams.

A commitment to constant learning allows clinical leaders to remain updated with the latest advancements and research in healthcare settings (Sun, 2024). In a developing field like healthcare, this adaptability is significant for implementing and utilising innovative solutions and optimising existing practices. EBP involves associating the best available evidence with clinical expertise and patient values therefore, Leaders become committed to EBP to ensure that the care offered is not only current but also the highest quality which directly affects patient safety and overall outcomes.

Conclusion

From the above discussion, it has been concluded that personal strategies that can be used by newly registered nurses to increase resilience and focus are to practise mindfulness-based stress reduction. As per the above article, it has been identified that deep breathing practices and meditation are effective ways to adopt MBSR. In this regard, students can also take formal training in class or at home. Training and education can be potential organisational strategies that can help new nurses understand their roles and responsibilities and improve their management capacities. While analysing this report it has been found that in Australian healthcare, clinical leadership plays a crucial role in making sure that patient care and forecasting a collaborative culture among the interpersonal groups.  

References

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Clarke, V., Lehane, E., Cotter, P., & Mulcahy, H. (2024). Advanced nurse and midwife practitioners' experience of interprofessional collaboration when implementing evidence‐based practice into routine care: An interpretative phenomenological analysis. Journal of Advanced Nursing, 80(4), 1559-1573. Retrieved from: https://onlinelibrary.wiley.com/doi/pdf/10.1111/jan.15917

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