Caitlyn kogel, rn
Caitlyn kogel, rnCreative Implementation of Leadership
ProjectFrostburg State UniversityESFJ78% EXTROVERT!!25% SENSING62%
FEELING44% JUDGING
MOSTLY EXTRAVERT:Extravert maintains affinity for, and sources
energy from the outer world, whereas the introvert is the other way
around (www.humanmetrics.com). To be a successful leader, I think
this is an important quality to have. a leader is anyone who uses
interpersonal skills to influence others to accomplish a specific
goal (Sullivan, p.41). Being extraverted helps me influence others
because it allows me to feel comfortable around groups of people,
and feed off their energy.Sullivan, Eleanore. Effective Leadership
and Management in Nursing (eighth edition). Pearson Education, Inc.
2013.
KEIRSEY LEADERSHIP:Per the Keirsey description, I am considered
a guardian. Guardians are the cornerstone of society, for they are
the temperament given to serving and preserving our most important
social institutions.(www.keirsey.com). Practical and down-to-earth,
Guardians believe in following the rules and cooperating with
others. They are not very comfortable winging it or blazing new
trails; working steadily within the system is the Guardian way, for
in the long run loyalty, discipline, and teamwork get the job done
right. Guardians are meticulous about schedules and have a sharp
eye for proper procedures. They are cautious about change, even
though they know that change can be healthy for an institution
(www.keirsey.com).Leadership
characteristicsHONESTYRELIABILITYTIMELY/FLEXIBLEABILITY TO
DELEGATEORGANIZEDFOLLOWS THE RULESCOMMUNICATES WELL WITH
OTHERS.
Effective Leadership
Successfully delegating to NTs when necessarySuccessfully have
not been late or called out of work in over 1 year.By having an
open communication style with all co workers.Confidently educating
staff/students and patients on medical subjects Initiating the
proper interventions for each patients condition.Documentation
completed on time and correctly.Offering myself as a resource to
fellow employees/patients.
CAITLYNS MEDICAL CENTER168 ACUTE CARE JHACO FACILITY. HOSPITAL
HAS A CATH LAB, ER, PCU, ICU, OR, SPECIALIZED BARIATRIC SURGEONS,
AND A HYPERBARIC WOUND CENTERI AM THE INTERIM DIRECTOR OF THE PCU.
I HAVE 75 STAFF MEMBERS AT THIS TIME. PER THE MATRIX OF HOSPITAL I
NEED 9 NURSES, 4 NURSING ASSISTANTS AND 2 MONITOR TECHS. I HAVE A
VERY CLOSE KNIT TEAM THAT WORKS WELL TOGETHER.I ENCOURAGE OPEN
COMMUNICATION BETWEEN MYSELF AND STAFF MEMBERS.
According to Eleanore Sullivans textbook Effective Leadership
and Management in Nursing; A positive climate is one in which there
is mutual high regard and in which group members safely may discuss
work- related concerns, critique and offer suggestions about
clinical practice, and comfortably experiment with new behaviors.
Maintaining a positive work group climate and building a team is a
complex and demanding leadership task (Sullivan, p. 153).Sullivan,
Eleanore. Effective Leadership and Management in Nursing (eighth
edition). Pearson Education, Inc. 2013.
LEGAL & ETHICAL CONSIDERATIONS
WHAT KIND OF LEGAL/ETHICAL CONSIDERATIONS DO I HAVE TO MAKE AS
THE DIRECTOR?ENSURING ALL RNS LICENSURE AND CERTIFICTIONS ARE UP TO
DATEENSURING THE PATIENTS ARE ASSIGNED TO NURSES WHO CAN
COMPETENTLY TAKE CARE OF THEM.SERVE AS THE POINT OF CONTACT FOR
CASES TO BRING TO ETHICS COMMITTEE.SPECIAL CONSIDERATIONS BASED ON
WISHES, CULTURE, RELIGION (MORE INFO ON NEXT SLIDE).
Examples of ethical situations brought to the board of ethics:
Child of Jahova Witness comes in to the hospital unresponsive,
critical h & h. Without blood the little girl will die. What
should staff have done?
Should an Amish Mans beard be cut in order for his intubation
tube to be taped to his face, even though this is against his
culture?
Patient from Nursing home comes to ER, nursing home does not
have MOLST form on file. You remember treating this man last week,
and he had signed a DNR MOLST form. This man is coding, what should
staff do?CULTURAL DEVELOPMENT
Develop a CULTURE SIMILAR TO SHARED GOVERNENCE I ENCOURAGE
OPENNESS I WANT TO ENCOURAGE TEAM WORK I WANT MY EMPLOYEES TO FEEL
COMFORTABLE TALKING TO ME I WANT TO HELP BUILD THE TEAM VISION.I AM
VISIBLE ON THE UNIT EVERY SINGLE DAY SO MY EMPLOYEES CAN REALLY SEE
ME AND ASK QUESTIONS, ETC.. I SEND OUT SHEETS TO ALL EMPLOYEES
(ABOUT VARIOUS SITUATIONS HAPPENING AT WORK) ASKING FOR COMMENTS
AND WHETHER OR NOT THEY LIKE HOW THINGS ARE GOING ON THE UNIT.
SHARED GOVERNaNCE Shared governance is a process for empowering
nurses in the practice setting. It is based on a philosophy that
nursing practice is best determined by nurses. Participative
decision making is the hallmark of shared goverenance and a
standard for magnet certification (Sullivan, p.17).
Sullivan, Eleanore. Effective Leadership and Management in
Nursing (eighth edition). Pearson Education, Inc. 2013.
TEAM CREATION
Start your team off right!Ensure the orientation process is
elaborate and thorough enough for the new employees to feel
comfortable in the hospital.Ensure the new employees specific
orientation needs are met (example; giving them the experience to
treat a critical patient (or any specific type of patient the new
employee feels they need) while with a preceptor.Ensure the new
employee knows the goals of the hospital and unit, and that they
were aware of the rules. Weekly meetings between new staff members,
their preceptor, and myself to discuss progress.MY LEADERSHIP
THEORY
DEMOCRATIC LEADERSHIP THEORYI believe my employees should give
me their input on the subject prior to any big decisions being
made.
I think my staff members know what the unit needs and I value
their opinions and ideas.COACHING SKILLS
COACH WITH EDUCATIONCOACHING WITH EDUCATIONThe goal of coaching
is to eliminate or improve performance problems (Sullivan,p.258).I
use positive coaching to reinforce positive behaviors(Sullivan,
p.259) which can boost the morale & competency of the team.By
expressing my openness and encouraging staff to come to me with
problems, future visions for the hospital, etc. I can help to fix
these problems and decrease turnover rates.
Sullivan, Eleanore. Effective Leadership and Management in
Nursing (eighth edition). Pearson Education, Inc. 2013.if staff
performs skill incorrectly the staff member will be required to
complete an online module and skill competency for the skillstaff
encouraged to ask for help if unsure of a procedure.charge nurse is
always available to help any staff member.
LEADERSHIP WITH REGULATORY & ACCREDIDATION AGENCIES
CAITLYNS MEDICAL CENTER NOW ACCREDITED BY JHACO!WE HAVE THE GOLD
SEAL OF APPROVAL FROM JHACO!!
JHACOJHACO comes in for surveys along with the state to make
sure we are following the best practice.
The Joint Commission on Accreditation of Healthcare
Organizations (JHACO) is an organization made up of individuals
from the private medical sector to develop and maintain standards
of quality in medical facilities in the United States.
Medical facilities rely on JCAHO accreditation procedures to
indicate to the public that their particular institution meets
quality standards, JCAHO and its policies has taken on a real
importance in the medical field.www.msdonline.comjhacoJHACO has
adopted mandatory national patient safety goals, they charge
hospitals to: identify patients correctly, improve staff
communication, use medications safely, prevent infection, check
patient medicines, identify patient safety risks, and prevent
mistakes in surgery (Sullivan, p.71).
Hospitals pay a lot of money for JHACO to come out and
inspect/accredit their hospitals. This is done every 3 years.
Sullivan, Eleanore. Effective Leadership and Management in
Nursing (eighth edition). Pearson Education, Inc. 2013.
HOW TO PREPARE FOR JHACO?Send designated nurse educators around
the unit, asking the nurses the same kinds of questions that JHACO
representatives would ask.
If there are a lot of nurses that missed the same questions,
this means I need to re-educate all of my staff.
Education boards located at each nurses station on the floor
regarding JHACO regulations/rules/common questions asked by
JHACO.
EVERY EMPLOYEE REQUIRED TO TAKE ONLINE JHACO TRAINING MODULE!
RETURN ON INVESTMENT PLAN
Marketing plan, Employee Retention Plan, Strategic Collaboration
with HR, AccountabilityWho do I report to? CEO PRESIDENT/ VICE
PRESIDENT CFO Chief of Nursing Assistant Chief of Nursing Directors
of PCU/CDU/IMCU/ICU/MEDSURG/EDUCATION Clinical Coordinators of the
above mentioned units Charge Nurses of above mentioned units
I Report to CFO on biweekly basis and I Report to Chief of
Nursing as wellDIRECTION FOR SUCCESS OF WORK SETTINGSet Attainable,
Measurable, Relevant, and Time Bound GoalsEnsure all employees are
aware of the Goals for the Hospital as well as the goals for the
unit.Goals for the Unit will be posted on bulletin board at each
nurses station on the unit. Goals for the unit and hospital will be
discussed at each staff meeting.CAITLYNS MEDICAL CENTER (CMC)
HOSPITAL GOAL EXAMPLE:In 2016 CMC will be trying to become Magnet
Status, meaning I need 80% of RNs to have BSNs. My goal is to have
80% of my RN staff to use tuition reimbursement now so the hospital
will be able to apply for this in 2016. (All new hires will be
REQUIRED to have BSN or willing to obtain within 3 years).
EXAMPLE OF MY UNITS GOAL: Our Goal of the unit is to increase
hourly round scores from 62% to 85% by next month.
MARKETING PLAN
Target Audience: Primarily the Community. Any potential patient
is a target audience. Hourly roundingTHIS IS REQUIRED BY ALL
NURSING STAFF!!! Every hour at least one member of the patient care
team needs to see every patient and ask them the three Ps (pain,
potty, positioning).By performing the hourly rounds, the patients
needs are met and the number of call bell lights will decrease.This
also will increase our HCAHPS scores. Patients can look up the
hospital HCHAPS scores and use these scores to decide which
hospital to go to. Essentially, we lose potential patients if our
HCHAPS scores are low. Director rounding daily As the Director of
the PCU, my responsibility is to go into each patients room and
ensure the white boards are filled out properly, the patient is
comfortable & happy. I ask the patient about their pain score.I
also ask the patient if they have any staff they would like to
recognize.Lastly, I ask them what the hospital could do to make
their stay better. This is FREE, and very easy to do. This improves
patient satisfaction rates as well.
Other marketing methodsMeetings with local medical doctors in
order to try to convince the doctors to admit their patients to
Caitlyns Medical Center.Marketing hospitals accreditation and
location on Billboards visible to many people. Send out Thank you
cards to each patient at discharge thanking them for allowing
Caitlyns Medical Center to provide them their care.
Motivate my employeesMotivation describes the factors that
initiate and direct behavior (sullivan, p.229)EMPLOYEE RECOGNITION
PROGRAMCOMPENSATIONBENEFITSEmployees are given a sheet of paper
with all requirements and education necessary to be completed. This
includes attendance policy, discipline policy, dress code, staff
meeting times for the entire year, ce requirements.(at the end of
the year during annual evaluations, if the requirements are not
met, this is reflected in the annual evaluation. This ultimately
effects the raise in compensation the employee receives.
Reinforcement theoryWe will adapt the idea of having three
strikes youre outIf an employee has 3 variances placed in the
computer they will be required to attend corrective counseling.
Variances can be accrued by not attending an education class that
you have registered for, not parking in the designated employee
parking lot, or mislabeling lab specimen, or any incident that
occurs while at work that needs to be discussed. The consequences
of the actions performed are learned by the employee and
(hopefully) not repeated. Corrective counseling requires meeting
with your Director and following through with any request the
Director gives you (Mandatory Leave, Attending an educational
class, etc.). EMPLOYEE RETENTION PLAN
HR PLAYS A ROLE WITH EMPLOYEE RETENTIONHR can provide
appropriate information for employee benefits and employee
programs.
HR also involved with education and training programs
HR can offer information on tuition reimbursement
EMPLOYEE RECOGNITION PROGRAMProvide employee with immediate
feedback of a job well done!
Publically recognize one nurse on each unit for good
performance. This employee is chosen by coworkers. There will be a
box located on every floor, and when one employee wants to
thank/recognize another they can place their name and note into the
box.
The nurses who are chosen each month will also be featured in
Caitlyns Medical Center Newspaper which is sent out to every
employee every month and includes updates and events going on
within the hospital.
Ensure the following needs are met:Employees are receiving
adequate compensation for their time.Employees are getting the
option to change to a shift that they prefer.Equal and fair
distribution of rewards and punishment.Healthy work environment
CLINICAL LADDER AVAILABLEThis is a way for employees to stay
engaged!
Employees can climb the clinical ladder, and while doing so they
will receive a raise as well as more responsibility within the
company.
Allows the employee to accomplish goals within the company
Allows the employee to utilize their leadership ability
TUITION REIMBURSEMENT$3,000-$5,000/year for tuition
reimbursement.
Keeps my employees invested in the hospital
For each dollar borrowed, the employee will have to work 1
hour.
This will decrease turnover rates and improve employee
satisfaction.ROUND TABLE AVAILABLE AT EVERY STAFF MEETINGStaff are
required to attend at least 6 staff meeting per year.
During these staff meetings employees will have a round table
session which works as such: each person will have a chance to
discuss an issue that they think needs attention.If a person does
not have anything to add they simply say pass.All issues discussed
in the room stay in the room, it is a safe zone.As the director, I
will make sure the said issues get the appropriate attention.
STRATEGIC COLLABORATION WITH HUMAN RESOURCES
42I rely a great deal on the advice of my human resource
staffWhen a job requisition has been approved by the CFO, I then
send it to the HR staff to post.HR staff also looks for candidates
that meet the requirements for the job, they are then given to me
to approve for an interview. HR sets up all interviews and pre
employment appointments HR is my partner for providing guidance on
employee discipline, employee benefits and employee motivation.HR
stores all employees certification, licensure, ceus, and ensures no
employee has lapsed licensure.
DISASTER PREPAREDNESS
EMERGENCY OPERATIONS PLAN (eop)CAITLYNS MEDICAL CENTERS EOP
INCLUDES: ACTIVATION RESPONSECOMMUNICATION PLANPATIENT CARE
COORDINATOR PLANSECURITY PLANTRAFFIC FLOW PLANDATA MANAGEMENT
STRATEGY RESOURCES AVAILABILITYPLANS TO DEACTIVATE RESPONSEFOLLOW
UP WITH POST-INCIDENCE REVIEWSSCHEDULING PRACTICE DRILLS.Sullivan,
Eleanore. Effective Leadership and Management in Nursing (eighth
edition). Pearson Education, Inc. 2013.DISASTER PREPAREDNESSPOINT
OF CONTACT: DOUG RIMLER 234-567-8910 [email protected]
ALSO, WHEN ONLINE AT WORK, THE HOSPITAL HANDBOOK (FOUND ON MAIN
PAGE) HAS ALL HOSPITAL POLICIES ON DISASTER PREPAREDNESS.EOP FOUND
ON EVERY UNIT.WWW.CAITLYNSMEDICAL.COM WINTER IS COMING!!STAFF WHO
LIVE >30 MINUTES AWAY AND/OR FEEL THAT DUE TO INCLEMENT WEATHER
AND THEIR MODE OF TRANSPORTATION THEY WILL NOT BE ABLE TO MAKE IT
TO WORK ON TIME, WILL BE ASKED TO SPEND THE NIGHT AT THE HOSPITAL
(in designated rooms).
When a CODE BROWN (weather) is in effect, staff CANNOT leave the
hospital.
Keep a spare bag in your trunk in case you need
it!National/regional disaster:
Caitlyns medical center has a phone tree program, each person is
responsible for calling two other people during crisis time.Each
employee fills out a form with personal info and time it takes for
them to get to work in case of disaster the hospital has a time
frame of when to expect who. Charge Nurse initiates the phone tree,
and notifies Chief of Nursing to activate EAP and notify the chain
of command.CRITICAL ISSUES ACCOUNTABILITY
Stay connectedMarketing and Spending time with other directors
within Caitlyns Medical Center (CMC). I want to become involved
within the community, to keep up to date with changes within the
community. Ex: Free Health Screens at the County Fair.I plan to
stay up to date on Critical Issues via American Nurses
Association(ANA)Research current nursing trends/events via reading
nursing journals. FUTURE NETWORKING PLANS
Succession planningImplement a nurse management internshipThis
will allow anyone who wants to apply, to do so.Candidates will be
chosen for interview Candidates will interview in front of 2
directors and 2 staff RNs.Ultimately the decision to select the
candidate is the primary directors choice. This program will allow
the candidate to learn how to essentially take over my position as
the director when I retire.Sullivan, Eleanore. Effective Leadership
and Management in Nursing (eighth edition). Pearson Education, Inc.
2013.Thank you for your time!!
