Nurse Leadership, Advocacy, and Manager Skills Inventory
This paper presents a self-assessment of nursing leadership competencies using the Nurse Manager Skills Inventory as a guiding framework. The author evaluates personal standing across domains including professional accountability, career planning, and personal journey disciplines — rating areas such as reflective practice as expert and professional association involvement as novice. The paper then describes how these assessed strengths will be applied to departmental advocacy and nursing retention challenges. A central personal goal — becoming a servant leader — is outlined with concrete steps including leadership training, cross-departmental workshops, and open communication systems, with built-in accountability mechanisms for tracking growth.
- Introduction: Nursing Attrition and the Need for Effective Leadership: Nursing attrition crisis demands stronger leadership responses
- Nurse Manager Skills Inventory Self-Assessment: Personal ratings across accountability, career, and leadership domains
- Applying Strengths to Departmental Leadership and Advocacy: Using assessed strengths to advocate for nursing staff
- Personal Goal: Becoming a Servant Leader: Concrete plan to develop servant leadership through training and collaboration
✍️ How to write this paper — guide, tools & examples ▾
What makes this paper effective
- The paper grounds its self-reflection in a recognized professional tool — the Nurse Manager Skills Inventory — giving the personal assessment credibility and structure.
- The author is candid about areas of novice-level competency (e.g., professional association involvement, positioning), which adds authenticity and shows genuine self-awareness.
- The servant leadership goal section moves beyond vague aspiration by specifying actionable steps, timelines, and an external accountability mechanism.
Key academic technique demonstrated
This paper demonstrates structured reflective practice: the author uses a standardized inventory to anchor subjective self-evaluation, then bridges that evaluation to professional goals and concrete action plans. This prevents the reflection from becoming purely anecdotal and models the kind of evidence-informed self-assessment expected in nursing leadership education.
Structure breakdown
The paper opens with a brief skills inventory rating list, then moves into a contextual introduction on nursing attrition. A personal assessment section maps inventory domains to lived experience. A third section connects those competencies to advocacy roles. The paper concludes with a detailed servant leadership goal plan that ties all prior sections together.
Introduction: Nursing Attrition and the Need for Effective Leadership
The contemporary nursing profession is experiencing high rates of attrition, which has led several nurses to transfer to other fields and has contributed to a declining number of new students enrolling in nursing programs. This reality creates an urgent need for a change in leadership approach — one that ensures those already in practice are effective, supported, and retained. Nurse leaders have a direct bearing on care quality, and the complex, fast-changing healthcare environment demands leaders who can make optimal contributions toward ensuring safe and effective care is realized (American Association of Critical-care Nurses, 2006).
Nurse Manager Skills Inventory Self-Assessment
Using the Nurse Manager Skills Inventory as a framework, the following ratings reflect my current competency levels across key professional domains:
Personal and Professional Accountability: Personal growth and development — Competent; Ethical behavior and practice — Competent; Professional association involvement — Novice; Certification — Expert.
Career Planning: Knowing your role — Competent; Knowing your future — Competent; Positioning yourself — Novice.
Personal Journey Disciplines: Shared leadership and council management — Novice; Action learning — Competent; Reflective practice — Expert.
My personal strengths and areas for growth have been shaped by years of nursing practice. My personal growth and development have remained at the competent level because I conduct annual self-evaluations against established goals. I have also enrolled in management courses to help integrate nursing practice with leadership skills and to increase my impact at work. Career planning likewise sits at the competent level: I have a target position I am working toward within the next five years, a clear understanding of my current role within the healthcare facility, and a well-defined career path I am actively pursuing. I would place my personal journey disciplines at the competent level overall, as I demonstrate consistently positive and effective leadership within my department and contribute meaningfully to problem-solving as challenges arise. I also strive to conduct myself as a leader at all times, recognizing that colleagues and staff look to my decisions and actions as an example.
References
American Association of Critical-care Nurses. (2006). Nurse Manager: Inventory Skills. Retrieved July 6, 2015, from
Always verify citation format against your institution’s current style guide requirements.