Nursing Leadership Development Research Articles

Improved professional competencies and leadership in PhD-prepared nurses and doctoral students after participating in the cross-national and web-based Nurse-Lead program

BackgroundDoctor of Philosophy (PhD)-prepared nurses are expected to exercise leadership in their various roles. Therefore, European nurse scholars developed a cross-national web-based Nursing Leadership and Mentoring Educational (Nurse-Lead) program. PurposeTo evaluate changes in leadership practices, professional and research competencies as well as career development of PhD-prepared nurses and doctoral nursing students after participation in the Nurse-Lead program. MethodsA pre-post-test evaluation was conducted. Surveys addressed leadership, professional and research competencies, and career development. Quantitative data were analyzed with descriptive statistics and paired sample t-tests. Content analysis was used for qualitative data. DiscussionThe 30 participants showed significant improvements in all leadership practices, professional competencies, and most research competencies. Participants reported increased confidence in decision-making, taking on new responsibilities, and becoming more visible within research teams. ConclusionWeb-based, international leadership and mentoring programs are promising tools for the leadership and professional development of PhD-prepared nurses and doctoral nursing students.

Leadership in Nursing Science: Four Scholarly Journeys Rooted in Historically Black College and University Excellence.

The intricacies of the unique educational and leadership development trajectories of Black PhD-prepared nurse scientists are largely invisible in nursing faculty development literature. A broadened understanding of nursing leadership development and science mentorship can facilitate support for the next generation of Black nurse scientists. Historically Black Colleges and Universities (HBCUs) can serve as formative launch pads for nurse scientist development. However, the role of HBCUs and strategies for supporting robust educational and mentor/training opportunities for Black PhD-prepared nurse scientists require thoughtful description and application. Incorporating an intrapersonal, interpersonal, and integrative leadership framework, we describe and synthesize four Black nurse scientists and HBCU graduates' experiences to highlight early science mentorship and leadership resilience through the excellent educational foundations provided at HBCUs.

Recommendations From a Systematic Review of Leadership Development to Support a New Nursing Practice Model.

To develop a new nursing practice model for use within the US military, researchers aimed to create evidence-based recommendations for nursing leadership development based on current literature. The role of nursing leadership has many implications, including better nurse and patient outcomes. Therefore, an actionable compilation of recommendations informing how to develop effective nurse leaders could be helpful for current and aspiring nurse leaders. Researchers conducted a systematic literature review of 5 databases searching for relevant articles published from 2001 to 2020. Seventy-eight articles were synthesized to develop a list of 5 broad yet actionable recommendations for leadership development. Leadership development is essential for current and future nurse leaders. The recommendations identified from this review can assist in developing leaders. Leaders can use these recommendations to guide leadership training initiatives, engage in self-development, or begin succession planning.

Ambulatory Nursing Leadership Development of a Workplace Violence Prevention Model Employing Direct Experience, Patient Empathy, and Cross-Functional Team Partnerships

As a consequence of today’s current health care environment, ambulatory nursing leaders face the growing issue of workplace violence. The duty to maintain and protect a culture of safety for staff, providers, and patients in health systems necessitates that nursing leaders are prepared to address this problem in their areas of responsibility. The ambulatory setting requires nurse leaders to possess multifaceted competencies to serve in principal roles that address such challenges. An effective leadership compass is critical to guide transdisciplinary outpatient health care teams toward meaningful workplace violence prevention. Proficiencies required include broad clinical practice knowledge, effective change management, and strategic management abilities. The capacity to create, adapt, and apply integrative solutions across a wide range of clinic settings is essential. This article details a synergistic nursing leadership approach intended to both prevent and mitigate disruptive and violent patient behaviors in the ambulatory health care setting. The development of a series of expandable divisional and organizational strategies incorporating patient empathy, customer service, preparedness, and an intervening response model, highlights the importance of staff preparation and training, and interdisciplinary leadership collaboration.

Structural and Psychological Empowerment of Learners Enrolled in Continuing Nursing Leadership Education in Finland: A Quasi-Experimental Longitudinal Study.

This study was conducted to assess structural and psychological empowerment among learners enrolled in a continuing leadership education program. Although the number of nurse leadership development interventions has increased, there is little evidence on how they influence leaders' empowerment. A longitudinal study was employed, with learners (N = 85) enrolled in a continuing leadership education program as the participants. Data were collected in the beginning, at the end, and 8 months after the completion of the program using internationally validated instruments. Data were analyzed statistically. A total of 25 learners (29%) responded to the questionnaire at all three data collection points. The education significantly increased psychological and structural empowerment across all dimensions except formal power. These increased levels of empowerment were partially sustained at the 8-month follow-up time point. Continuing education seems to benefit nurse leaders, and the continuing nursing leadership education program was positively associated with learners' perceived empowerment. [J Contin Educ Nurs. 2023;54(10):462-471.].

Nurse Leader Development Programs

Nurse Leader Development Programs

SOCIAL RESPONSIBILITY AS A MANDATORY COMPONENT NURSING SPECIALIST

Purpose: to reveal some aspects of social responsibility in nursing as a component of the concept that is fully related to the context and health care system of each society. Materials and Methods. Research materials of domestic and foreign authors are used. The study used: the bibliosemantic method and the system analysis method. The study was conducted on the basis of the analysis of competencies and practical results acquired by the applicants in the process of training for future professional activities. Results. Competency-based assessment of nursing education, rather than a prescribed educational program or curriculum, holds potential for future nursing leadership development for both education and professional practice in global nursing. Any view of social responsibility and the nursing profession must address the complex issues surrounding nursing education worldwide. The study was conducted to analyze the concept of social responsibility of a nurse. Clarifying the social responsibility of nurses and highlighting it in nursing will undoubtedly lead to patient and client satisfaction, professional development and a reduction in health care costs. In addition, by identifying facilitators, inhibitors, and concepts of social responsibility, nurse managers and nurse educators will be able to design and implement their management and teaching activities based on the scientific findings that are necessary for proper teaching and implementation. Social responsibility which is “closely related to many professions, providing an important framework for guiding the overall development of such professions and their companions”. Furthermore, they see social responsibility as closely related to a number of humanistic constructs, including human rights, social justice and community participation. One of the most important factors in addressing current and future social responsibility issues is the creation of a global agenda for nursing education. Conclusion. Studying and taking into account the points of view of nursing experts, as well as the conclusions of previously conducted research on this topic can be used to take measures to eliminate barriers and prevent the provision of quality nursing care, public health protection.

Virginia Henderson Institute of Clinical Excellence Nurse Leader Academy: An Innovative Approach to Nurse Leadership Development

Virginia Henderson Institute of Clinical Excellence Nurse Leader Academy: An Innovative Approach to Nurse Leadership Development

Evaluation of a charge nurse leadership development program.

Evaluation of a charge nurse leadership development program.

HARP®: An Innovative Nurse Leadership Professional Development Program Demonstrating Measurable Evidence-Based Outcomes

Nurse leaders are often expected to lead complex professional practice processes, such as evidence-based practice, without mastering the fundamental essential competencies that undergird their role. This article describes the development of the HARP® (Hierarchy of Accountability, Responsibility, and Professionalism) framework for nurse leadership development that encompasses the AONL nurse manager and AONL nurse executive evidence-based practice competencies. This article describes the development, implementation, and evaluation of a 10-month nurse leadership development and mentorship program based on the HARP model. The program development was guided by Jayne Felgen’s I2E2® model to lead lasting change. The 4 phases of the model are inspiration, infrastructure development, education, and evaluation.

Position Statement on Cancer Nursing Leadership.

Position Statement on Cancer Nursing Leadership.

Nurse Leadership Development: A Qualitative Study of the Dutch Excellent Care Program

Aims. To understand how nurses perceived the contributions of the Dutch Excellent Care Program, the development of nurses’ leadership, and their ability to positively influence their work environment. Background. Research shows that the nursing work environment influences job satisfaction, retention, and quality of care. Many countries have created programs such as the Excellent Care Program to improve nurses’ leadership and facilitate a positive work environment. Methods. A descriptive qualitative study based on 17 semistructured group interviews (participants N = 52) and directed content analysis using thematic coding. Results. Four program processes contribute to leadership development: (1) nurses taking responsibility for their knowledge and skills development; (2) strengthening organizational structures to improve nursing governance; (3) challenging the status quo with quality-enhancing projects; and (4) enhancing awareness of the supportive role of the nurse manager. Conclusions. The program supported nurses’ leadership development for a positive work environment. The interrelatedness of the four processes enhanced the nurses’ ability to solve day-to-day problems and challenge the status quo that influenced working practices. Implications for Nursing Management. The findings support making improvements to healthcare organizational strategies to encourage nurses to show leadership in their work environment.

Increasing Nurse Leaders Competence and Confidence by Implementing a Novice Nurse Leader Development Program

Nurse leaders are often promoted based on stellar clinical performance or tenure without being provided leadership training. Nurses who receive training in leadership competencies are shown to be more effective and confident in their roles. The General Self-Efficacy (GSE) Scale was used to measure the participants pre/post competence and confidence in their leadership skill. The results showed a statistically significant difference in the pre- and post-GSE scores of leaders who participated in the leadership development program. This project demonstrated that providing leaders with a leadership development curriculum improved their leadership competence and confidence.

Pediatric Specialty Nursing Associations and their Role in Leadership Development.

Professional organizations have a long and rich history of promoting leadership development since the late 1800s. Professional nursing organizations and associations advocate for the profession of nursing and nurses, develop health care policies and standards that ensure the highest level of patient care quality, assure the highest level of education, provide professional development and continuing education, and offer research, networking, and career advancement opportunities for their members. Currently there are 10 nationally based pediatric nursing specialty organizations and associations, most of which also have regional or local chapters. To use a scoping review to identify and summarize contributions of pediatric nursing organizations and associations in the United States to leadership development in pediatric nursing practice. Although there are leadership programs sponsored by professional nursing organizations and mentions of leadership in their mission and "about us" statements, there is very little empirical evidence of the contributions that pediatric nursing specialty bodies make to the development of leaders. Membership in a professional nursing organization provides nurses with professional development; continuing education including journal subscription and conference attendance; networking; opportunities for specialty certification, career advancement, and leadership development; and research-based clinical standards and guidelines that promote best practice. The relationship between membership in pediatric professional organizations and leadership is clear in mission statements and strategic plans. Nurse leaders play a key role in advancing the organization's mission and goals. Nursing faculty, practice executives, and professional organizations and associations have an obligation to demonstrate value of membership in advancing the profession and developing future leaders. Future research is needed to describe the contributions of pediatric nursing professional organizations to leadership development of nurses.

A qualitative descriptive study of effective leadership and leadership development strategies used by nurse leaders in European island countries.

Nurse leaders influence workplace culture; however, little is known about ethnic cultural influences on nurse leader development. This research aims to identify personal strategies promoting effective leadership by nurse leaders from European small island countries. Descriptive qualitative study. In 2017, nineteen semi-structured interviews with nurse leaders from England, Greece, Republic of Ireland and Malta explored leadership journeys, strategies employed to support their growth and development, and how cultural identity played a role. Transcripts were analysed using reflexive thematic analysis. Four main themes and 12 subthemes captured the strategies and approaches of the nurse leaders: (1) Influences, (2) Communication, (3) Process and (4) Relationships. These findings reflect and validate the five transformational leadership practices of the Exemplary Leadership Model. While cultural island identity was discussed, there was a shared cultural identity within the role of "nurse leader" that spanned all islands. Nineteen nurse leaders contributed to this study.

Exploring how nurse managers' knowledge of succession planning affects their leadership and organisational resilience.

The effectiveness and stability of a healthcare organisation's workforce, including nurse managers, can be negatively affected by many factors, including illness, retirement and low levels of retention. One way of mitigating these effects is through succession planning, which can be defined as a strategy to employ the appropriate number and quality of people in key positions such as management to account for factors such as turnover, which can cause instability in a workforce. Many healthcare organisations understand the importance of having trained individuals who are ready to be promoted into leadership and managerial roles vacated by those who leave or are promoted into other positions. However, few formal education programmes specifically target the leadership development of nurses and their potential to progress into more complex leadership positions. To assess the effect of nurse managers' knowledge of succession planning on leadership practices and organisational resilience. A quasi-experimental research design was applied using a test conducted before and after sessions on knowledge of succession planning, with a group of 60 nurse managers working at a Saudi university hospital. Each nurse manager attended the sessions. Study variables were measured using structured questionnaires before and after attendance. The results showed significant improvement after the sessions. Improvements were noted in knowledge of succession planning, leadership and succession planning practices, and organisational resilience. This study demonstrated that providing sessions on succession planning resulted in improvements in nurse managers' knowledge of succession planning, demonstration of succession planning practices, and demonstration of leadership practices.

Exploring how nurse managers' knowledge of succession planning affects their leadership and organisational resilience.

The effectiveness and stability of a healthcare organisation's workforce, including nurse managers, can be negatively affected by many factors, including illness, retirement and low levels of retention. One way of mitigating these effects is through succession planning, which can be defined as a strategy to employ the appropriate number and quality of people in key positions such as management to account for factors such as turnover, which can cause instability in a workforce. Many healthcare organisations understand the importance of having trained individuals who are ready to be promoted into leadership and managerial roles vacated by those who leave or are promoted into other positions. However, few formal education programmes specifically target the leadership development of nurses and their potential to progress into more complex leadership positions. To assess the effect of nurse managers' knowledge of succession planning on leadership practices and organisational resilience. A quasi-experimental research design was applied using a test conducted before and after sessions on knowledge of succession planning, with a group of 60 nurse managers working at a Saudi university hospital. Each nurse manager attended the sessions. Study variables were measured using structured questionnaires before and after attendance. The results showed significant improvement after the sessions. Improvements were noted in knowledge of succession planning, leadership and succession planning practices, and organisational resilience. This study demonstrated that providing sessions on succession planning resulted in improvements in nurse managers' knowledge of succession planning, demonstration of succession planning practices, and demonstration of leadership practices.

Setting the Research Agenda for Nursing Administration and Leadership Science: A Delphi Study.

The aim of this study was to identify and prioritize research topics for nursing administration and leadership science. Nursing administration and leadership research priorities should provide a framework for building the science needed to inform practice. The Association for Leadership Science in Nursing (ALSN) and American Organization for Nursing Leadership (AONL) Foundation (AONL-F) for Nursing Leadership and Education collaborated on a Delphi study. Initial input on research priority items were received from ALSN and AONL members. National experts participated in a 3-round Delphi study. Top-ranked priorities included: 1) nurses' health, well-being, resiliency, and safety in the workplace; 2) developing and managing a nursing workforce to meet current and future healthcare needs; 3) healthy work/practice environments for direct care nurses; 4) healthy work/ practice environments for nurse leaders; 5) quantification of nursing's value across the healthcare delivery system; and 6) nurse leader development and essential competencies. Researchers and funders should use these priorities to guide future studies.

Optimizing the Global Nursing Workforce to Ensure Universal Palliative Care Access and Alleviate Serious Health-Related Suffering Worldwide

ContextPalliative care access is fundamental to the highest attainable standard of health and a core component of universal health coverage. Forging universal palliative care access is insurmountable without strategically optimizing the nursing workforce and integrating palliative nursing into health systems at all levels. The COVID-19 pandemic has underscored both the critical need for accessible palliative care to alleviate serious health-related suffering and the key role of nurses to achieve this goal. Objectives1) Summarize palliative nursing contributions to the expansion of palliative care access; 2) identify emerging nursing roles in alignment with global palliative care recommendations and policy agendas; 3) promote nursing leadership development to enhance universal access to palliative care services. MethodsEmpirical and policy literature review; best practice models; recommendations to optimize the palliative nursing workforce. ResultsNurses working across settings provide a considerable untapped resource that can be leveraged to advance palliative care access and palliative care program development. Best practice models demonstrate promising approaches and outcomes related to education and training, policy and advocacy, and academic-practice partnerships. ConclusionAn estimated 28 million nurses account for 59% of the international healthcare workforce and deliver up to 90% of primary health services. It has been well-documented that nurses are often the first or only healthcare provider available in many parts of the world. Strategic investments in international and interdisciplinary collaboration, as well as policy changes and the safe expansion of high-quality nursing care, can optimize the efforts of the global nursing workforce to mitigate serious health-related suffering.

Leadership Experiences in a Healthy Work Environment.

To continue nursing leadership development experiences in a virtual world requires planning and perseverance. Given the current landscape of health care, a view toward healthy work environment experiences is critical to maintain participant engagement while meeting educational objectives. This article outlines the steps and key points important in developing healthy work environment nursing leadership experiences. [J Contin Educ Nurs. 2021;52(7):309-311.].