Leadership in nursing can be defined as a process whereby an individual influences a group of individuals to achieve a common goal (Northouse, 2022, p. 6). Our session will focus on leadership topics, including defining leadership, current leadership competencies, tools for developing leaders, and professional development for emerging leaders. Defining and having a clear understanding of leadership is important, as each nurse may have a different concept of the true meaning of leadership and how it should be displayed. Nursing leaders should have a passion for motivating others while striving to obtain a vision for their organization. Nursing leaders do not always have to be in a formal leadership role within the organization to be recognized as a leader among their peers. Those who possess leadership qualities tend to display characteristics of advocacy for families, patients, and co-workers. Leaders are critical thinkers who tend to collaborate with team members for the greater good of the organization and overall patient outcomes.

During the session, we will explore different leadership competencies as discussed by various nursing organizations, such as the American Nurses Association, American Organization of Nursing Leadership, American Organization of Nurse Executives, and Sigma Theta Tau International. As we look to the future, we realize that leadership development begins with each nurse. Novice nurses should be mentored by seasoned nurses to gain confidence in their leadership skills. As nurses, we must strive to foster a sense of advocacy among each other so that we can continue to foster leaders within the nursing workforce.

The importance of a leadership focus will be discussed in the context of the impact leadership can have on the nursing workforce, nursing practice, and patient outcomes (Specchia et al., 2021; Qtait, 2023). In response to healthcare challenges such as high turnover, a shortage of nurses, and increasing diversity in the workforce, emerging leaders must be aware of the implications of various leadership styles and their impact on nurses, patients, and the work environment. Common leadership styles and their impact on outcomes will be briefly discussed to inform emerging leaders of current research surrounding leadership style.

Session attendees will also engage in self-assessment of leadership qualities and emotional intelligence and can take these tools back to their organizations to support current and future leadership development. In response to their self-assessment, attendees will develop a tangible goal for self-improvement to further hone their leadership acumen.

To promote further leadership development and future thinking, presenters will discuss challenges and strategies to aid in training novice leaders. Some techniques that will be reviewed include active learning and coaching. Active learning engages nurses directly in their development, aiding in both professional and personal goal achievement (James & Arnold, 2022). Coaching, distinct from mentoring, involves skillful questioning to unlock full potential and foster personal and professional success (NHS Leadership Academy, 2022). Another strategy that may be considered is the use of structured leadership development programs, such as Clausen et al.’s (2019) Leadership-In-Action Program in Nursing (LEAP-IN). This program is a mandatory training that employs theoretical frameworks to meet learning needs and provide learning opportunities for participants (Clausen et al., 2019). It assists new leaders in navigating the healthcare system and includes discussions and activities of what was taught. Lastly, Dr. Patricia Benner’s theoretical model of clinical competence can be used to develop leadership skills through various stages in the nurses’ career (Quinn, 2020).

In summary, session participants can expect to gain a greater understanding of leadership roles in healthcare, including vital skills and qualities that result in successful leaders. Attendees will gain insight into the effect of leadership on clinical and nursing outcomes. After engaging in self-reflection of leadership skills, participants will create a leadership goal for professional development. Lastly, attendees will identify strategies to promote leadership development in the healthcare environment.

Visit the AMSN website to register for the 2024 AMSN Annual Convention, and for more information about “Supporting Leadership Development in Medical-Surgical Nurses” and other sessions, view the preliminary program.

References

Clausen, C., Emed, J., Frunchak, V., Purden, M., Bruno, F. (2019). Toward resilient nurse leaders: The leadership-in-action program in nursing (LEAP-IN). Nursing Leadership, 32(3), 40-46.

James, A.H. & Arnold, H. (2022). Using coaching and action learning to support staff leadership development. Nursing Management, 29(3). https://doi.org/10.7748/nm.2022.e2040

NHS Academy (2022). Coaching and mentoring. www.leadershipacademy.nhs.uk/repurces/coaching-register

Northouse, P. G. (2022). Leadership: Theory and practice (9th ed.). Sage.

Qtait, M. (2023). Systematic review of head nurse leadership style and nurse performance. International Journal of Africa Nursing Sciences, 18, 100564. https://doi.org/10.1016/j.ijans.2023.100564

Quinn, B. (2020). Using Benner’s model of clinical competency to promote nursing leadership. Nursing Management, 27(2), 33-41. https://doi:10.7748/nm.2020.e1911

Specchia, M.L., Cozzolino, M.R., Carini, E., Di Pilla, A., Galleti, C., Ricciardi, W., & Damiani, G. (2021). Leadership styles and nurses’ job satisfaction. Results of a systematic review. International Journal of Environmental Research and Public Health, 18(4), 1552. https://doi.org/10.3390/ijerph18041552