NURS FPX 5007 Assessment 2 Managing the Toxic Leader
NURS FPX 5007 Assessment 2 Managing the Toxic Leader
Name
Capella university
NURS-FPX 5007 Leadership for Nursing Practice
Prof. Name
Date
Performance Improvement Plan Development
Evaluating Leadership Practices to Address the Scenario
Effective leadership plays a critical role in managing employee performance and fostering a supportive work environment. In Sarah Miller’s case, the transformational and servant leadership approaches are particularly relevant. Transformational leadership focuses on inspiring and developing employees by creating a work culture centered on integrity, compassion, and accountability (Gebreheat et al., 2023). As a nurse manager, implementing this leadership style allows for a structured yet empathetic discussion with Sarah regarding managerial expectations, responsibilities, and the impact of her role on residents and the healthcare team. Through this method, Sarah receives guidance on how to align her practices with Serenity Senior Care’s mission and values.
Servant leadership, on the other hand, prioritizes employee support, fostering personal and professional development (Demeke et al., 2024). By addressing Sarah’s professional needs and challenges, she may become more receptive to constructive feedback, improving her engagement with patients and colleagues. Encouraging Sarah to prioritize residents and coworkers can help her develop a more patient-centered approach, ultimately enhancing the quality of care and teamwork at Serenity Senior Care.
Standards of Professional Performance Violated
Sarah Miller’s performance issues violate two key standards outlined by the American Nurses Association (ANA): collaboration and quality of practice (ANA, 2020). Collaboration is essential in nursing as it ensures high-quality and safe patient care. However, Sarah’s reluctance to work in teams and her negative interactions with colleagues undermine this principle, reducing overall teamwork efficiency and potentially compromising patient outcomes.
Additionally, the quality of practice standard emphasizes proper documentation and adherence to safety protocols. Sarah’s incomplete and inaccurate documentation, along with her failure to implement necessary fall prevention measures, exposes residents to unnecessary risks. These performance gaps highlight the need for immediate intervention to align her practices with Serenity’s standards and expectations. Proper documentation is crucial for ensuring care continuity and preventing potential legal and ethical issues (Demsash et al., 2023). Addressing these concerns is imperative to uphold the organization’s mission of providing safe and compassionate care.
Action Plan for Improving Employee Performance
To address Sarah’s performance issues, a structured Performance Improvement Plan (PIP) is necessary. This plan outlines clear expectations, training, and mentorship opportunities designed to support Sarah’s professional growth while ensuring adherence to Serenity Senior Care’s patient-centered mission. The key areas of focus include resident interactions, documentation accuracy, teamwork, and safety compliance. Sarah is expected to improve her engagement with residents by demonstrating warmth and compassion, ensuring thorough and accurate documentation, participating in team discussions, and proactively addressing fall risks through preventive strategies.
To facilitate these improvements, Sarah will participate in targeted training programs, including a documentation workshop, TeamSTEPPS training for communication and teamwork enhancement, and a fall prevention program (Hassan et al., 2024). She will also receive mentorship from a senior nurse, who will provide weekly feedback and support throughout the process. Performance milestones will be tracked over eight weeks, with continuous evaluations to ensure progress. If necessary, additional interventions or modifications will be made to reinforce positive behavioral changes.
This structured approach provides Sarah with the necessary tools and guidance to enhance her performance, aligning her actions with Serenity’s commitment to delivering compassionate and high-quality care. By fostering a supportive environment and encouraging professional development, the PIP aims to improve both individual and organizational outcomes (Ojo & Thiamwong, 2022).
Performance Improvement Plan
| Performance Area | Identified Issues | Proposed Action Plan | Evaluation Milestones |
|---|---|---|---|
| Resident Care | Lack of personal engagement with residents, complaints about impersonal interactions | Attend communication training and engage in patient-centered care workshops | Weekly feedback from nurse manager and resident satisfaction surveys |
| Documentation | Incomplete and inaccurate documentation affecting patient care continuity | Participate in a documentation workshop and undergo weekly reviews | Weekly documentation audits and progress tracking over eight weeks |
| Teamwork | Poor collaboration, negative attitude towards colleagues | Attend TeamSTEPPS training for communication skills and teamwork | Assessment of interpersonal interactions and team feedback |
| Resident Safety | Multiple near falls, failure to implement fall prevention measures | Complete fall prevention training and adopt at least two safety measures per shift | Observation of fall prevention strategies and incident tracking |
Conclusion
The Performance Improvement Plan (PIP) for Sarah Miller aims to align her performance with Serenity Senior Care’s mission of providing compassionate, collaborative, and safe care. Through structured guidance, leadership support, and targeted training programs, Sarah can develop essential skills to enhance teamwork, documentation accuracy, and resident engagement. Implementing these improvements is crucial for maintaining a high standard of care and fostering a positive work environment. The PIP outlines a clear framework to help Sarah succeed in her role while reinforcing Serenity’s commitment to quality healthcare.
References
ANA. (2020). ANA principles. ANA. https://www.nursingworld.org/practice-policy/nursing-excellence/official-position-statements/ana-principles/
Demeke, G. K., Engen, M. van, & Markos, S. (2024). Servant leadership in the healthcare literature: A systematic review. Journal of Healthcare Leadership, 16(16), 1–14. https://doi.org/10.2147/jhl.s440160
Demsash, A. W., Kassie, S. Y., Dubale, A. T., Chereka, A. A., Ngusie, H. S., Hunde, M. K., Emanu, M. D., Shibabaw, A. A., & Walle, A. D. (2023). Health professionals’ routine practice documentation and its associated factors in a resource-limited setting: A cross-sectional study. BMJ Health & Care Informatics, 30(1), e100699. https://doi.org/10.1136/bmjhci-2022-100699
NURS FPX 5007 Assessment 2 Managing the Toxic Leader
Gebreheat, G., Teame, H., & Costa, E. (2023). The impact of transformational leadership style on nurses’ job satisfaction: An integrative review. SAGE Open Nursing, 9(2). https://journals.sagepub.com/doi/full/10.1177/23779608231197428
Hassan, A. E., Mohammed, F. A., Zakaria, A. M., & Ibrahim, I. A. (2024). Evaluating the effect of TeamSTEPPS on teamwork perceptions and patient safety culture among newly graduated nurses. BMC Nursing, 23(1), 170. https://doi.org/10.1186/s12912-024-01850-y
Huang, C.-H., Wu, H.-H., Lee, Y.-C., & Li, X. (2024). The critical role of leadership in patient safety culture: A mediation analysis of management influence on safety factors. Risk Management and Healthcare Policy, 17(17), 513–523. https://doi.org/10.2147/rmhp.s446651
NURS FPX 5007 Assessment 2 Managing the Toxic Leader Malenfant, S., Jaggi, P., Hayden, K. A., & Sinclair, S. (2022). Compassion in healthcare: An updated scoping review of the literature. BMC Palliative Care, 21(1), 1–28. https://doi.org/10.1186/s12904-022-00942-3
Ojo, E. O., & Thiamwong, L. (2022). Effects of nurse-led fall prevention programs for older adults: A systematic review. Pacific Rim International Journal of Nursing Research, 26(3), 417. https://pmc.ncbi.nlm.nih.gov/articles/PMC9432804/