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NORTHWEST UNIVERSITY Buntain School of Nursing Leadership Shadow Form NURS 3432 Student Name: Ashley Wolcott Date: 4/25/13

Clinical Nurse Leader Name: Roberta Wolf Educational Preparation (including degrees/licenses) Did a residency program at the hospital years ago and got her RN license. Clinical Position/Assignments: 10N evening unit supervisor, 10N timekeeper Agency Assigned for Project: Providence Regional Medical Center - Everett Date: 5/25/13 Time: 1430 1830

Specific Goals: 1.Learn how to prioritize tasks

Content/concept: Priority Setting

Question(s): What is first on your list of priorities to do when you get to work and start your shift? *The first thing this leader needed to do is get report from the day unit supervisor because that would give her a feel for what had been happening during the day and if there were any issues that needed to be addressed. This also allowed time for the day unit supervisor to articulate any important information about upcoming policies, or any changes in EPIC etc.

2.Understand how to make different personalities work together

Teamwork

Question(s): How do you promote teamwork among your team of diverse individual? *My leader emphasized open communication. She stated that without communication there are many frustrations. She also admitted that some personalities are so different that it is virtually impossible for them to work together and in that case the nurses in conflict will not be assigned as each others Buddy nurse, if at all possible. 1. Understand different ways to discipline Discipline

Question(s): What are some ways that you discipline staff that have made a mistake or are being unprofessional? * The leader said that of course it depended on the situation but if someone made a mistake they were coached through the situation and taught how to handle it better next time with the unit supervisor. If they were being unprofessional sometimes the coaching step was skipped and the employee was referred directly to the nurse manager who had the option of coaching or writing up a formal warning. What have you found is the best way to discipline staff? * My leader thinks that the best way to discipline staff is to approach them and be honest. It is also done best privately because that is hospital policy, but my leader states it is best to save the nurse from embarrassment and
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usually the staff member is not intentionally doing something wrong. She also has found that coaching is the most effective way to teach people how to address a situation better. My nurse leader does not believe that simply reprimanding an employee is effective if you do not teach skills on how to handle it differently next time.

4. Understand how a leader handles stress of the job

Stress Management

Question(s): How do you cope with the stress of your job? *Roberta thinks that taking one thing at a time is important otherwise nothing will get completed. If a leader is worrying about all the different things going on at one time they will move on before resolving the previous task. She also said that when in management you have to learn to grow thick skin and learn that things are not personal. If a leader takes everything personally they will be out of leadership soon, because the stress and emotions will get to them. My leader also emphasized to me that taking some time off to relax and recover is essential.

2. Find out the leadership style of this nurse and what style she works best with.

Leadership Style

Question(s): How would you define your leadership style? * My nurse leader is a self-described laissez faire type of leader; she does not like to interfere unless it is absolutely necessary. She likes to refer to her staff as her little family and does not like to discipline and would prefer staff members work out disputes between each other. What kind of leadership style do you prefer to work with? *My nurse likes to work with authoritarian style leaders because then she believes there is a balance between her relaxed leadership style, and the very structured style of an authoritarian. She admits thought that she often will annoy an authoritarian style leader because they seek to have structure and she does not provide that, but in the end she thinks it brings a good balance to the unit.

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Reflective Log The first thing that we did when I started my leadership shadow was to have huddle with the staff coming on at 1430. My leader feels that this is a time to inform the nurses of any changes that need to be made and another time for them to talk with her if they have concerns etc. Next we talked with the day shift unit supervisor about how many patients were going home and how many were coming, so that the number of RNs needed and the number of CNAs needed could be determined. After this we talked with the dayshift supervisor about the patients and how the staff was doing for the day and any important information that needed to be passed along. The day shift nurse did mention a patient who had been having a lot of complaints. After the huddle with the day shift supervisor we went to talk with the patient who had complaints. My leader emphasized that dealing with conflict and addressing complaints sooner rather than later can help to diffuse the situation before it elevates. Next we went to a staffing meeting were we discussed the number of patients that were expected on the floor and how many RNs and CNAs would be needed for that. My leader added that if you think there is a possibility of more transfers to the floor it is better to ask for more nurses and have them come in and then have to leave, or have to float than not asking for them at all. This is because she has found that it is hard to get ahold of nurses when they are not working, so rather have them come and then get sent home, than not come in at all and not be able to get them in when they are needed. We went back to the floor and checked in with all of the nurses to see if they had anything to talk about with the unit supervisor. Roberta said that this was one of the most important parts of her job because it allows the nurses to ask for help and express concern etc. The remainder of the time was spent fielding questions and working out miscommunications between this unit and other units as it pertained to transferring patients. My leader stated that one should never assume blame, there was a situation in which the unit we were on and another unit both thought the other was at fault. She stated that rather than blaming anyone it is important to sort out all the facts first, and then work on better communication for next time, that way the problem can be avoided.

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The last thing we did for my shadow was discuss a CNA who had a number of absences and would need to be referred to the nurse manager for discipline. This unit supervisor likes to coach before sending people to the nurse manager, but in this case, there had been so many absences that it was really out of her scope of discipline.

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