Professional Level Leadership
Part A
Leadership Competencies
The future of nursing requires three essential leadership competencies. The competencies include collaboration across disciplines, innovation, and ethical care. The National League for Nursing and National League for Nursing Accrediting Commission support the competencies as critical elements of nursing care (Heinen et al., 2019). The American Association of Colleges of Nursing appreciates that training nursing on the three competencies is critical in developing a workforce that can face future challenges. For instance, transformational leadership in the nursing sector involves collaborating with various stakeholders to achieve a common purpose (Heinen et al., 2019). Nurses have a duty to acquire knowledge from different sectors to achieve evidence-based care. Innovation is essential in life-threatening situations. For instance, nurses should be innovative in how they handle the large number of people seeking care. Innovation can be in terms of embracing new technologies to facilitate telehealth. Ethical and cultural competency are required among nurses of the future. The rate of lawsuits against unethical behavior is causing the healthcare institutions low-profit margins and negative reputation (Heinen et al., 2019). The three competencies can transform nursing care and liberate the ailing sector.
Nursing Legacy
Nursing legacy is an essential motivation for staff aiming at transforming the healthcare sector. My nursing legacy is to end discrimination in the nursing sector. Discrimination has dire consequences in the provision of care (Tyerman et al., 2021). Patients from minority groups experience the challenge of accessing quality, safe, timely, and low-cost care. For instance, in the initial stages of the provision of Covid-19 vaccines, issues of discrimination were evident. Minority groups fail to receive an equal opportunity to receive quality care (Tyerman et al., 2021). Issues of discrimination have been affecting the reputation of other sectors such as the criminal justice system. Educating the healthcare staff, especially nurses, is critically essential. My professional goal is to educate the staff about the plight of minority groups. Education will focus on providing statistics about the effect of discrimination (Tyerman et al., 2021). The second goal is to advocate for adherence to the ethical practice of non-discriminatory care. The third goal is to help the nurses to identify issues of discrimination and how to overcome the problem.
The essential leadership competencies include collaboration across disciplines, innovation, and ethical care. The first competency involving collaboration will require a change of mindset among the healthcare workers (Salvage et al., 2019). It will be necessary to train the nurses using statistics on how collaboration impacts the quality of care. The second strategy to achieve collaboration is advocating for the elimination of bureaucratic tendencies in the nursing sector. The second competency is innovation, which requires a change of mindset by the nurses (Salvage et al., 2019). Nurses change their mindset to embrace liberal and progressive ways of care delivery. For instance, statistics of telehealth can change the perspective of the nurses. The second strategy is to advocate for funding to ensure healthcare facilities have sufficient facilities for innovative care (Salvage et al., 2019). The third competency is ethical care which will involve training the nurses and demonstrating the consequences of unethical practice.
The competencies and steps towards achieving them will facilitate the achievement of the legacy. The legacy of non-discriminatory care will require the collaboration of nurses, innovative, and ethical practice (Heinen et al., 2019). Innovation will involve developing mechanisms to overcome challenges that cause discrimination. Ethical practice is a necessity for practitioners aspiring to overcome the patterns of discrimination in the healthcare sector.
Part 2
The organization of interest is American Nurses Association (ANA). The mission statement of ANA is to promote a safe and ethical healthcare environment, enhance the wellness of nurses, and advocate for the issues affecting nurses (Tluczek et al., 2019). The vision of ANA is to realize a healthy world through the power of nursing. The membership dues per month is $15. ANA organizes annual conferences for the members to discuss essential issues in the delivery of care. The conferences create a networking opportunity (Tluczek et al., 2019). The areas of focus include raising the standards of care, promoting safe and ethical practices, and bolstering the wellness of nurses. ANA advocates for the interests of at least 4 million Registered Nurses in America (Copeland, 2021). Nurses are encouraged to join the association to advance their career, save money on certification, networking, and stay current on nursing news.
ANA is a relevant nursing association since it provides an opportunity for nurses to network, advance their careers, save on registration and certification fees, and advocate for a safe working environment (Copeland, 2021). Other benefits include enhancing the wellness of nurses and advocating for the issues affecting nurses. Nurses can attain professional development through ANA since it provides opportunities for networking (Harding et al., 2018). Nurses can attain a wide knowledge and share notes on how they are dealing with various challenges.
I can participate in the ANA by attending the conferences. Attending the ANA conferences is beneficial since it fosters networking and identifying the issues affecting nurses. During the conferences, different speakers address prevailing issues and how to tackle them (Harding et al., 2018). The participation is beneficial to other members since I will provide a perspective from my organization. The participation will provide a rich and diverse approach to issues affecting patients.
References
Copeland, D. (2021). A critical analysis of the American Nurses Association Position Statement on Workplace Violence: ethical implications. Advances in Nursing Science, 44(2), E49-E64.
Harding, A. D., Sipe, M., Whalen, K. C., & Almeida, N. (2018). Applying the American Nurses Association Credentialing Center Accreditation Program in the setting of registered nurse remediation. Journal for nurses in professional development, 34(6), E1-E7.
Heinen, M., van Oostveen, C., Peters, J., Vermeulen, H., & Huis, A. (2019). An integrative review of leadership competencies and attributes in advanced nursing practice. Journal of advanced nursing, 75(11), 2378-2392.
Salvage, J., Montayre, J., & Gunn, M. (2019). Being effective at the top table: developing nurses’ policy leadership competencies. International nursing review, 66(4), 449-452.
Tluczek, A., Twal, M. E., Beamer, L. C., Burton, C. W., Darmofal, L., Kracun, M., … & Turner, M. (2019). How American Nurses Association code of ethics informs genetic/genomic nursing. Nursing ethics, 26(5), 1505-1517.
Tyerman, J., Patovirta, A. L., & Celestini, A. (2021). How stigma and discrimination influences nursing care of persons diagnosed with mental illness: a systematic review. Issues in mental health nursing, 42(2), 153-163.
