Reflection Paper J. Duffer-Harvey
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Establishing Professional Presence to Promote a Healthy Work Environment Reflection Paper Janet Jo Duffer-Harvey
College of Health Professions, Western Governors University
D024: Professional Presence and Influence
Kristin Lemmerbrock
1/7/2024
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Establishing Professional Presence to Promote a Healthy Work Environment Using Each SEI Power Skill to Manage Difficult Workplace Situations
Self-awareness Developing social and emotional intelligence is crucial for becoming a successful leader in the healthcare workplace. Daily, weekly, monthly changes are inevitable and we as leaders must find practical solutions not only for ourselves but for our staff. By practicing self-
awareness, we as leaders can assist the staff as well as ourselves by using reflection, mindfulness, patience and confidence to help everyone navigate through these difficult times. As a leader you must be able to have this self-awareness first to enable you to better assist your staff as well as co-workers. By doing so you are enabling your staff to freedom and flexibility while growing personally and professionally. A study on Emotional Intelligence (EI) found that the relationship between EI and leader performance is strongest for managers who underestimate
their leader abilities. Underestimators earn higher follower ratings of leader performance than all other agreement categories (In agreement/good, In agreement/poor, and Overestimators). The analysis also suggests that there appears to be a negative relationship between EI and leader performance for managers who overestimate their leader abilities. (Bratton, Dodd, & Brown, 2011). Having self-awareness as a leader brings confidence without overestimating abilities which will better help understand your staff’s attitudes and mindsets. 3
resilience, self-
motivation, goal setting,
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stress and time management, and attention to detail, are essential. If someone is in
a leadership position, it's critical that they know how to manage their own emotions and actions first to be able to successfully lead. Self-
management skills foster
successful strategies and
mindsets, leading to success for both the
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leader and those they lead their
team. As a nurse, developing resiliency and
stress management skills
is crucial. It's normal to feel
stressed when dealing with a heavy patient load. However, by utilizing our resiliency, we can overcome challenges and
finish our shift. Additionally, effective
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stress management is essential for handling difficult situations. Even though we may experience stress at work every day, focusing on completing one task at a time and remembering that it's temporary can help ease the pressure
Self-management
As leaders we must be able to accept, recognize and be accountable for our own behaviors and stress management. Self-management skills such as resilience, self-motivation, goal setting, stress and time management, and attention to detail, are essential. As someone in a
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leadership position, it's critical that I know how to manage my own emotions and actions first to be able to successfully lead my staff. These self-management skills foster successful strategies and mindsets, leading to success for both myself and my team. As a nurse, developing resiliency and stress management skills is crucial due to the daily stressors that occur. Staff may feel stressed when dealing with a heavy patient load. By utilizing our resiliency, leaning on each other, we can overcome challenges and have a successful day. Effective stress management is essential for handling difficult situations. Everyone may experience stress at work every day, focusing on completing one task at a time and remembering that it's temporary can help ease the pressure. Interpersonal Communication
Interpersonal communication is critical in the daily life of a nurse as well as manager. You have to communicate with so many members of the care team that if you didn’t your patients wouldn’t receive the care they deserve. Having effective communication can assist not only you as a manger with helping your staff but also the care your staff give the patients. In a study done it was found that Interpersonal communication between the nurse manager and the executing nurse is needed for the continuity and productivity of the profession. (
Yuliani, Ibrahim
& Ahamat, Amiruddin. (2020).
Executive Function
Executive functions are the cognitive abilities that enable individuals to effectively manage their attention. The efficient management of attention facilitates performance when individuals must think and act quickly and adaptively, or when job demands are novel, and time is constrained.
(
Chan, T., Wang, I., & Ybarra, O. (2021). This quote is appropriate for nursing as it shows that we must work together effectively and quickly in our ever-evolving field and having to adapt to those changes. We must all work together as one unit.
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Using Social Awareness
Being socially aware of our surroundings is essential in the healthcare field. We have to be socially aware of not only our patients but their families, coworkers, staff and people that we encounter on a daily basis. Diversity exists in every aspect of life and being able to accept it and embrace it enables us to have more favorable experiences. If we don’t have this social awareness it could result in unfavorable outcomes.
Using Power Skills to Achieve Results Achieving Professional Presence Using Two Power Skills As a manager, it's important to demonstrate professionalism through interpersonal communication, effective collaboration, and teamwork not only with my staff but other management leaders. Having good relationships with my staff will build trust and enable them to
come to me with issues rather than them feeling alone or unable to express these feelings. This will relieve that burden of taking on things that they shouldn’t and allowing me to help them. By creating a positive atmosphere, I can achieve overall job satisfaction, teamwork, productivity and staff retention. By doing this I can create a health work environment that is crucial in the healthcare field. It will enable me to be more self-aware and more confident to help my team and hopefully enable that in them also to seek guidance and assistance from me. Also empowering my staff.
Achieving Enhanced Mindfulness in Healthcare Using Two Power Skills Self-Awareness and interpersonal communication are two big key factors in achieving enhanced mindfulness. Being self-aware of how I handle situations and approach my staff can be the difference between night and day for them asking for help or being miserable in their job. Consistent and constant communication shows that I am being a transparent leader and keeping
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things open and honest with my staff. It shows my staff that I respect them and what they think and feel.
Achieving Positive Social Presence Using Two Power Skills Social presence is huge with my staff. They want to see me and see that I am there for them and listening to them, communication with them. It is more important to interact with my staff than to sit at my desk and be in meetings and other work. This goes hand in hand with executive function. Staff want to see their other leaders and providers supporting them and knowing they aren’t being thrown under the bus or left out of decisions. This all shows the staff that they are part of the team, the whole team.
Achieving Culture of Joy Using Two Power Skills Creating a culture of joy to me shows self-awareness and self-management. The staff need to see my joy through self-awareness and how I manage it. I have to be a positive role model to my staff and the daily adaptations for their buy in. These both go hand-in-hand with interpersonal communication. We have to keep that positive and work together as a team to achieve our goals as a team and as individuals. Implementing Strategies from the IHI Framework for Improving Joy in Work
Step 1: What Matters to Staff Building a rapport with my staff and listening to what they need and want instead of just nodding my head and saying ok means more than anything. They want to see that I am listening and making the changes in a positive way for them. On my units we have a unit-based council that empowers staff to voice their opinions on matters as well as come up with ideas for the unit. This council comes to me with these ideas and opinions, and I am able to respond to them and help them better the workplace. This is a safe place for communication and staff telling me what
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matters to them. I can respond to the council minutes and follow-up immediately or give them a date that I will follow-up, so they have a timeline. This holds me accountable as well as the team. This shows that I am listening and trying to improve on the items that make their day and/or job better. Step 2: Unique Impediments to Joy
One of the most challenges things in the nursing field is understaffing. This brings on burnout and unneeded stress to my staff. It decreases their joy in the workplace. Within the last year I have had to hire 22 additional staff which has decreased their workload and increased job satisfaction. One thing I’ve noticed that matters to staff is something little like recognizing their birthdays. This came from the unit-based council. So now each month we have a pot-luck dinner
and I make a homemade card for each staff member and get them a little gift. This little token matters to them and brings them joy knowing that I care enough to do this. Another thing staff have done now with negative team members is calling them out and asking them why they are being negative and discussing it rather than just coming and complaining. This seems to have increased the morale because there is more team building. Step 3: Systems Approach with Shared Responsibility
Everyone plays a key role in creating a joyful, positive, safe and effective work environment. The staff need to know that it is a team approach and that everyone plays an important role and function in the daily activities. This includes the executive leadership. Knowing they have their support increases the joyfulness in the workplace. We know implement
team building activities on a monthly basis to engage everyone to bring them together and have some fun. Staff want to see myself on the floor helping more and showing that I can do what they can instead of me just talking. One thing I have done is round more often with the staff and have even made a challenge for them with the reward being that I would have to come in a week
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and work the shifts with them. This helped to show the involvement that I have with them and the camaraderie and teamwork. I also offered to have the staff shadow me to see what it is that I do on a daily basis so they can see the other side of things. Step 4: Improvement Science to Test Approaches
In my facility we use All Employee Surveys every year and this has always been a negative for my staff. They didn’t feel these surveys did any good. Since I have been manager, we have gone from 0% to 100% in completing these surveys. I know go over these surveys with my team and find out what it is they are needing from me and the facility. I have implemented new strategies and empowered my staff to make their voice heard using these. This has increased the staff morale and involvement. We have a daily huddle in the morning with the night shift off going and the day shift oncoming. We discuss any pertinent events that have happened or anything that needs my or the other staff attention. We have also implemented a digital huddle board that staff can access at any time with any concerns or happenings that don’t get mentioned in the morning huddle. All staff have access to these so work orders can be placed, kudos can be given or any other issues with methods, equipment, staffing or supplies. This has increased participation from all staff. We also now, thanks to a couple of staff, have a kudos board at the nurses station where people can write kudos to other staff and post it for everyone to see. This has been a huge success and increased morale.
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References Bratton, V. K., Dodd, N. G., & Brown, F. W. (2011). The impact of emotional intelligence on
accuracy of self-awareness and leadership performance.
Leadership & Organization
Development Journal, 32
(2), 127–149.
https://doi.org/10.1108/01437731111112971
Yuliani, Ibrahim & Ahamat, Amiruddin. (2020). INTERPERSONAL COMMUNICATION
SKILLS OF NURSE MANAGERS AND NURSING PERFORMANCE. International Journal of
Management Studies. 26. 99-145. 10.32890/ijms.26.1.2019.10515.
Chan, T., Wang, I., & Ybarra, O. (2021). Leading and managing the workplace: The role of
executive functions.
Academy of Management Perspectives
,
35
(1), 142–
164. https://doi.org/10.5465/amp.2017.0215
Updated 4/4/23