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Health System Development
Introduction
The successful delivery of patient care and the advancement of nursing scholarship depends upon fully engaged leadership and interprofessional collaboration. Fully engaged leaders offer vision, effective communication, empathy, resilience, adaptability, and empowerment, i.e., the linchpins that hold teams together and drive them towards shared goals. Interprofessional collaboration is the engine that drives innovation, fosters a culture of learning, and enhances patient outcomes by bringing together diverse healthcare professionals to work as a cohesive unit. This paper examines the attributes of fully engaged leaders, the impact of interprofessional collaboration on healthcare service, nursing scholarship, and advanced practice, and the Doctor of Nursing Practice (DNP) essentials and Leadership role competencies that apply in these contexts.
Leadership Attributes and the Impact of Collaboration
A leader who is fully engaged embodies several salient attributes that are essential to the successful functioning of any organization, including those in the healthcare sector. Foremost among these is the capacity to envision the future (Men et al., 2020). Such a leader not only comprehends the broader organizational landscape but is also adept at articulating this vision to their team, thereby aligning individual and collective efforts with overarching institutional objectives.
Effective communication is another indispensable attribute of a fully engaged leader. This necessitates the ability to lucidly articulate expectations, provide constructive feedback, and actively listen to the concerns and ideas of team members. This reciprocal communication engenders a climate of trust and respect, fostering a cohesive and motivated team (Yue et al., 2019).
Empathy, i.e., the ability to understand and share the feelings of others, is a critical quality in a leader. When they show empathy, leaders can cultivate more profound relationships with their team members, leading to more informed decision-making processes that take into account diverse perspectives (Shanafelt et al., 2021).
Resilience and adaptability are also integral to effective leadership. Leaders invariably encounter a multitude of challenges and setbacks. The capacity to maintain a positive outlook, recover from adversity, and adapt to changes is particularly crucial in a dynamic field such as healthcare, which is characterized by constant evolution (Park & Park, 2021).
Lastly, empowerment is a defining characteristic of a fully...…influencing for results, and team leadership are all essential and applicable to this discussion. A fully engaged leader in healthcare would require each of these competencies. For example, strategic decision making would be needed in the context of a leader setting a clear vision for their team. Influencing for results would be important in terms of how a leader communicates effectively to motivate their team. Team leadership in the context of how a leader fosters a sense of ownership and commitment among team members would also be essential.
In conclusion, fully engaged leadership and interprofessional collaboration plays an important role in healthcare. Leaders who embody vision, effective communication, empathy, resilience, adaptability, and empowerment not only foster a motivated and cohesive team but also propel the team towards achieving overarching institutional objectives. Interprofessional collaboration, by bringing together diverse healthcare professionals, significantly enhances patient outcomes, fosters a culture of learning, and contributes to the advancement of nursing scholarship. The exploration of these concepts in the context of DNP essentials and Leadership role competencies provides an even better understanding of…
References
Kuknor, S. C., & Bhattacharya, S. (2022). Inclusive leadership: new age leadership to fosterorganizational inclusion. European Journal of Training and Development, 46(9), 771-797.
Men, L. R., Yue, C. A., & Liu, Y. (2020). “Vision, passion, and care:” The impact of charismaticexecutive leadership communication on employee trust and support for organizational change. Public Relations Review, 46(3), 101927.
Park, S., & Park, S. (2021). How can employees adapt to change? Clarifying the adaptiveperformance concepts. Human Resource Development Quarterly, 32(1), E1-E15.
Shanafelt, T., Trockel, M., Rodriguez, A., & Logan, D. (2021). Wellness-centered leadership:equipping health care leaders to cultivate physician well-being and professional fulfillment. Academic Medicine, 96(5), 641.
Wei, H., Corbett, R. W., Ray, J., & Wei, T. L. (2020). A culture of caring: the essence ofhealthcare interprofessional collaboration. Journal of interprofessional care, 34(3), 324-331.
Yue, C. A., Men, L. R., & Ferguson, M. A. (2019). Bridging transformational leadership,transparent communication, and employee openness to change: The mediating role of trust. Public relations review, 45(3), 101779.
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