Introduction
Shadowing a Nurse Manager has begun a journey of understanding the complexities of collaborative conflict, leadership approaches, and organizational excellence that are inseparable in healthcare. The reflective journey is reflected in the observations on conflicts that were analyzed, the Nurse Manager’s leadership style, and personal reflections on my developing perceptions. The observed conflicts, from staff allocation problems to interprofessional conflicts, act as windows to the Nurse Manager’s style of adaptive leadership. On progressing the narrative, reflections pass to the details of the first impressions of the Nurse Manager, one’s inclinations towards leadership, interactions between leadership styles, and organizational effectiveness. The professional development elaboration evokes a path for future development, linking skills with the rapidly changing needs of a leadership position. The key aim of this study is to clarify, what is going on in effective leadership in health care, to show ways of continuous improvement, and assuring that the leader’s actions match the strategic goals of the organization.
Observations
As the shadowing took place, variant conflicts were witnessed between the team members in the health fraternity, this light to the complex nature of conflict resolution in a rapidly evolving milieu. The most noticeable was a staff allocation dispute which arose revealing underlying frustrations in the area of duties with the busy shift, thus revealing conflicts concerning shared duties in the busy shift. The Nurse Manager illustrated a transformational style of leadership through the process of collaboration which brings enemies together for collaborative dialogue (Garza, 2020). A new staff roster was redone enabled through this act of the manager who proved his efficacy in planning in compliance with the overall objectives. Second, an interprofessional conflict between nursing staff and physicians relating to new protocols. The Nurse Manager demonstrated a situational leadership style- compromising conflict resolution approach in this situation. Ergo, recognizing the validity of both perspectives the manager suggested a third option that met the safety requirements while addressing the workflow preferences, thus resolving the conflicting issues in tandem. Transformed. The former Nurse Manager was proficient in shifting leadership styles to match the type of conflict, the latter is demonstrable in their effectiveness in enhancing collaboration and de-escalating antagonism. When there were no face-to-face conflicts, remembering that one common conflict of workers in their workplace brought out the manager’s adaptability leadership as he/she showed consistency in using it to ensure a specific approach to address situations.
Reflections
The first meeting with a Nurse Manager demonstrated professionalism, accessibility, and confidence, acquiring an image of a successful leader. Sadly, as the stealth took its course, my comprehension broadened reflecting a transformative and situational type of leadership. Managers’ adaptability and focus on teamwork became more visible, changing the way I’ve viewed their role from a competent leader to a visionary contributor to fostering a beneficial organizational environment. My leadership style is based on collaboration and bringing the decision-makers on board and this is in line with the organization’s values. In my opinion, this is a complementary style to the organization as it encourages teamwork and a healthy working environment. Nurse Managers operating within the organization have leadership qualities that we discuss will significantly add to the effectiveness of the organization. The focus on mentorship, efficient communication, and conflict resolution that adapts well illustrates compatibility with the activities of the organization that affect the dynamics positively on the part of the team (Bolduc et al., 2023). The leader’s style of leadership fits well with the state of flux in the healthcare environment, complementing rather than competing against the organization’s performance. A performance humanistic approach to challenges guarantees congruence with the mission of the organization and develops a unified effective health work team.
Professional Development
The nurse Manager position attracts me because of its dynamic nature, as well as, the fact that its mission reflects my ideals. To become good at this job, I understand the significance of constant skill development. Very importantly, specialized training on mental health issues among veterans is integral. As a priority, registering in courses and workshops on evidence-based practices for veteran mental health support would happen. Those skills include conflict resolution skills that are beyond what is necessary to deal with the complicated situation of interpersonal relationships within the healthcare team. Training sessions or workshops focusing on such conflict resolution strategies would serve better as training grounds for perfecting these skills efficiently. Public health leadership programs would further develop my skills in planning and implementing programs as well as my ability to lobby for mental health initiatives (Van der Westhuizen, et al., 2023). Such programs would offer information on policy development and productive synergy. In addition to getting to know experienced leaders, networking and advocacy workshops would give me insights into effective advocacy approaches.
Conclusion
The examination of conflict management, personality profiles, and the way organizations for professional development in healthcare organizations has shed light on the challenges of effective leadership. The observed conflicts varying from staff allocation conflicts to inter-professional disagreements helped to understand the ability of The Nurse Manager to manipulate leadership style to allow collaboration would occur as a means of minimizing discord. The reflection point of view also identified the transformative and situational nature of the Nurse Manager’s leadership style, which had a positive impact on the overall organizational effectiveness. Reserving a real interest in embarking on the Nurse Manager position, the professional advancement plan provides a strong motivation that shows persistence in professional growth and consistency with the organization’s aims. Following these entire shadows reflection travel, adaptation leadership, and ongoing learning have been now reinforced as critical cornerstones in the health care management field.
References
Bolduc, S., Knox, J., & Ristroph, E. B. (2023). Evaluating team dynamics in interdisciplinary science teams. Higher Education Evaluation and Development, 17(2), 70-81.
Garza, E. (2020). Exploring the praxis of collective and reciprocal mentorship: leadership preparation through the Urban School Leaders Collaborative. Mentoring & Tutoring: Partnership in Learning, 28(4), 459-479.
van der Westhuizen, C., Richter, M., Kagee, A., Roomaney, R., Schneider, M., & Sorsdahl, K. (2023). Stakeholders’ perspectives on the development of an Africa-focused postgraduate diploma to address public mental health training needs in Africa: a qualitative study. BMC psychiatry, 23(1), 288.
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