Nurse Leadership Interview Essay

This article is a nurse leadership interview essay. Study it to learn how to write essays about nurse leadership interviews and gain insights into how you can get expert nurse leadership interview essay writing help.

The Assignment

Essay On Nurse Leadership Interviews

Provide a narrative summary of your interviewee’s responses to each of the concepts (but not a verbatim account) of the interview. Incorporate references to provide support and analyze the concepts you discussed. Include your impression of congruence between the leader’s self-reflection and your personal observations of demonstrated leadership.

Include the following in your paper:

  • Comprehension: Introduce the leader, his or her credentials, title, job responsibilities, placement on the organizational chart/reporting responsibilities, education, experience, mentors, and pathway to their current role.
  • Application: Describe the predominate model/theory of leadership used by this leader. Describe their style of leadership.
  • Analysis/Synthesis: Clarify and illustrate the leader’s level of authority and influence within the organization. Discuss their sense of empowerment and efforts to empower others. Describe their intra- and extra-organizational responsibilities.
  • Compare your personal philosophy/style/model of leadership with this leader and share whether or not your expectations/perceptions of this leader were accurate.
  • Evaluation: Summarize the leader’s behavior, strengths, successes, challenges, and weaknesses.

The paper should be 9–10 pages long, not counting the cover page or references list, and should utilize at least 10 scholarly references

 Nurse Leadership Interview Essay.

The Essay Solution

Nurse Leadership Interview Essay

Introduction

In a hospital context, nursing leaders are the driving force behind daily operations. Their position is critical in directing their personnel toward the institution’s mission and the greatest patient care possible. Nursing leaders must be able to motivate people to work toward a similar objective, thus they must have attributes like ethics, mentoring ability, critical thinking, honesty, and the fortitude to follow through on promises (Coonan, 2008).

With the dynamic changes in the nursing world, a nurse leader must be well-equipped and up-to-date with the necessary information to manage these changes for better outcomes and to motivate the team to provide the highest quality services and patient care possible (Aij & Rapsaniotis, 2017). This paper will focus on a specific nurse leader, their leadership style, level of authority, and influence within the organization, as well as their areas of leadership strength.

Credentials, Title, Job Responsibilities, and Pathway to Current Role of the Leader

Jalyn McKelleb, Senior Director of Nursing at Dignity Health, St. Rose Dominican, San Martin Campus, Las Vegas, NV, is our nursing leader for this topic. Her job, which reports to the Chief Nursing Executive, was formed recently after a corporate reorganization, and it places her in control of all management level nurses throughout the hospital’s units, from the ICU to the ER, IMC, MS, and JRU.

Ms. Jalyn is a registered nurse who earned her bachelor’s degree in nursing from Weber State University before going on to Walden University to get her master’s degree in nursing leadership. This is proof that Ms. Jalyn has the necessary expertise for her role as a nurse leader, which is critical in making decisions and providing guidance to the team (Blake, 2015).

Her extensive nursing expertise, as well as the leadership roles she has had throughout the years, offers her an advantage in dealing with team building and interprofessional cooperation challenges. As a result, her nursing career is flourishing, with her holding more important responsibilities.

Ms. Jalyn’s dedication to creating systems that provide compassionate, patient-centered, and high-quality treatment has seen her continue to work hard to build strong teams and encourage interprofessional cooperation in order to accomplish these goals. Her versatile abilities as a leader, educator, and nurse put her in a unique position to swiftly adjust to the wide range of scenarios that a hospital environment presents.

With over 13 years of leadership experience, she has a wealth of knowledge and abilities in team building, conflict resolution, and patient care services, all of which may contribute to the overall enhancement of services. in addition to patient primary care (Coonan, 2008).

Her daily responsibilities include meeting with charge nurses to discuss current or future staffing and safety issues. She also meets with the administration on a regular basis to discuss current issues. She is in charge of holding monthly meetings with various departments, such as pharmacy, the Professional Practice Committee (PPC), monthly staffing meetings, and monthly Union meetings.

The Covid-19 pandemic preparedness meeting with organization leaders and meetings with the Physician Director for the routine update are among the other weekly meetings. Ms. Jalyn is required to attend various daily meetings for the organization’s operational purposes, which may include stakeholders such as the patient safety committee, the CNO/COO, and various departmental managers.

This provides an opportunity to discuss pressing issues such as strategic growth, length of stay issues, budget, and productivity. She is also in charge of a number of projects, including language services, policies, patient throughput, and a new Mental Health committee, among others.

Ms. Jalyn also participates in community initiatives to improve her socialization and the well-being of her community. As a result, she is a member of the San Martin Dragon Boat team and the Red Rose Regatta. She also volunteers for the Boy Scouts of America and serves as a mentor for the CSN Promise Scholarship.

Ms. Jalyn is a member of the American Association of Critical Care Nursing as well as the American Nurses Association. Ms. Jalyn is also a certified Critical Care Registered Nurse (CCRN) who has been practicing since 2005. Ms. Jalyn’s extensive nursing background in management and patient care has enabled her to professionally oversee projects, manage and supervise teams, deliver training, and manage operations. Her new position as Senior Director of Nursing at Dignity Health, St. Rose Dominican, San Martin Campus, Las Vegas, NV, will add to her illustrious career, indicating that Ms. Jalyn’s leadership star will soar even more higher in the future as a nursing leader.

Nurse Leadership Interview Essay.

The Leader’s Most Common Model/Theory of Leadership and Their Leadership Style

Leadership entails dedication and setting an example for others to follow. It entails collaboration as well as the formation of teams through motivation and the creation of value. When it comes to nursing leadership, the leader must be able to recognize the strengths and weaknesses in order to plan the best leadership model and style for the situation at hand. Ms. Jalyn uses a combination of change theory in team management and interprofessional collaboration to implement the transformational leadership model (Katz, 1996).

In the transformational model, the leader sets the course for the board that they believe is best for everyone. This is done in a motivating manner so that everyone feels at ease (Bottomley, et al., 2014). Bringing the Pilipino culture onboard and incorporating it into the management structure, according to Ms. Jalyn, allows her organization’s large population of Pilipino nurses to feel motivated and valued, increasing interprofessional collaboration and ensuring quality service for the best patient care.

Ms. Jalyn uses the Lewis change theory, which states that there are dynamic forces that act as resistance to change, necessitating the use of a proper model to combat them. It is necessary to first raise awareness of the need for change, then introduce the change, and finally put it into action. Ms. Jalyn has always used a recipe for good labor relations management that includes having a close relationship with union representatives by attending monthly check-in meetings with the union and being open to all feedback. By doing so, changes are met by a friendly force (staff and their representatives) who embrace and adopt them without hesitation (Aij & Rapsaniotis, 2017).

Ms. Jalyn has always favored the democratic leadership style (Johansson, 2004). She shows these qualities by welcoming others’ ideas and opinions, and she isn’t afraid to ask for help and delegate tasks when necessary. These foster a good relationship between the leader and the team by creating an open and free environment where employees feel valued and their contributions are considered (Coonan, 2008). As a result, the quality of service and patient care for those who require it will improve (Blake, 2015).

The Leader’s Level of Authority and Influence Within the Organization and Their Sense of Empowerment and Efforts to Empower Others

The size of the teams under a leader’s jurisdiction is primarily determined by the obligations imposed on them, their position, and the size of the teams under their jurisdiction. Ms. Jalyn is the Senior Director of Nursing at Dignity Health, St. Rose Dominican, San Martin Campus, Las Vegas, NV, where she supervises all nursing activities from the ICU to the ER, IMC, MS, and JRU. As a result, she is in charge of all operations in these areas, and charge nurses are her first point of contact because they report to her. Ms. Jalyn, on the other hand, reports to the Chief Nursing Executive, who is the institution’s overall operational manager.

Ms. Jalyn’s level of authority and influence within the organization as a nurse leader is remarkable, as nurse charges who report to her control the various units and act as the driving force within them. When units become non-functional, they spread to departments and eventually the entire organization. The proper functioning of the units is thus critical to overall service delivery, organizational operation, and leadership and management functions (Aij & Rapsaniotis, 2017).

When it comes to feelings of empowerment and efforts to empower others, Ms. Jalyn has combined the interprofessional collaboration strategy with team building to empower the staff to overcome the challenges posed by the various clinical and social situations encountered in the health facility setting (Casey, 2004). She gives an excellent example of the recent COVID -19 pandemic, which has introduced a new element of interprofessional collaboration, empowering different professionals to work together to defeat this new threat in the healthcare world.

In terms of team building, Ms. Jalyn discovered that meeting and interacting with her managers in a casual setting was a great way to build relationships and trust. These effectively empowered the team while also bolstering efforts to empower others (Toofany, 2007). On the other hand, when it comes to personal motivation, Ms. Jalyn uses motivational theory to empower herself by regaining her motivation. Ms. Jalyn may reflect on her previous problems and ideas, which she usually keeps in writing in her personal diary, using Hertzberg’s two-element theory of motivation (Sanjeev & Surya, 2016).

This allows her to refocus and regain her motivation. She also recommends it to her peers, who she believes are losing interest in healthcare. This implies that her thoughts inspire her by renewing her drive and encouraging others as well (Blake, 2015). Her community-empowering mentoring program for the CSN promise scholarship defines her extra-organizational obligations.

Nurse Leadership Interview Essay.

 

Comparison of Personal Philosophy/Style/Model of Leadership with The Leader and The Expectations

Different leadership styles are used by leaders based on their personal preferences, leadership duties, and situational needs. My own leadership philosophy has been freedom of speech, ethics, and democracy as an aspiring leader, particularly in the healthcare field. These three characteristics will imply that all of my leadership will be influenced by these ideas in order to achieve my leadership objectives and inspire others.

In many aspects, my leadership attitude and that of Ms. Jalyn are similar, which has only served to push me more, given Ms. Jalyn’s successful career as a nurse with over 25 years of experience and over a decade in leadership. To begin, Ms. Jalyn employs a democratic leadership style, in which others’ thoughts and views are valued, and a leader is comfortable asking for assistance and delegating work when required (Aij & Rapsaniotis, 2017). As a result, they are perfectly aligned with my leadership philosophy of democratic leadership.

Ms. Jalyn has also always valued open communication with her coworkers. She said in her interview that having open communication and strong communication skills with coworkers, patients, and patients’ families may assist settle disputes and, in many cases, prevent them. This part of the leadership model corresponds to my second philosophy of communication freedom.

In addition, Ms. Jalyn incorporates conflict resolution into her leadership paradigm. She is forthright in her attempts to settle issues between herself and others, as well as between individuals. She takes a non-threatening approach to this. She employs a variety of conflict resolution approaches depending on the situation, and sometimes it takes a mixture to handle particular disputes (Ali & Mojbafan, 2019).

When a problem emerges, acting as a mediator may help the parties find a fair conclusion. To settle issues, she uses bargaining, collaboration, conciliation, mediation, and, if necessary, arbitration. This indicates that her ethical concerns in conflict resolution are the most important factor in her leadership position. As a result, this aligns with my personal leadership philosophy’s third philosophy of ethical leadership.

Ms. Jalyn’s leadership model, as predicted, is one to be praised, and it is one I have always admired as I strive toward a career in leadership. My three personal leadership philosophies are ethics, freedom of communication, and democracy, and Ms. Jalyn seems to have excelled in all three areas via a flawless application of her leadership style, which leaves many in the nursing profession yearning to attain.

Summary of the Leader’s Characteristics, Achievements, Challenges, and Weaknesses

Ms. Jalyn is a go-getter who seizes any opportunity that comes her way. She is trustworthy, diligent, and eager to take on new tasks. Her current position as a Senior Director of Nursing was created recently and carries responsibilities that she had no prior experience with within the organization, but she embraced it and moved on. This demonstrates leadership courage and commitment, which are true reflections of a good leader and a source of inspiration for others.

Her success can also be attributed to her extensive experience in leading teams, with over a decade in leadership roles with numerous accomplishments and high praise from her teams and administration (Coonan, 2008). Furthermore, she is capable of dealing with problems by finding quick and practical solutions. Her pillars in tackling challenges faced by nursing leadership have always been conflicting resolution strategies, team building, and interprofessional collaboration (Ali & Mojbafan, 2019).

Whenever a weakness arose, whether it was a loss of motivation or a disagreement with the team, Ms. Jalyn’s leadership qualities of rekindling motivation and fostering good working relationships always provided a way out. This is a true reflection of a leader willing to go to the front lines to ensure her team’s success.

Nurse Leadership Interview Essay.

Conclusion

Nursing leadership is a difficult career that necessitates courage, dedication, and skill to navigate the thorny managerial expectations that a leader is entrusted with. To be a successful leader, one must master the art of building a team, interprofessional collaboration, and effective communication. To succeed, these aspects must be backed up by ethics and honesty. Ms. Jalyn’s career success was linked to all of these factors, and her star in nursing leadership continues to rise, with the future looking even brighter on her side.

Essay On Nurse Leadership Interviews
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Frequently Asked Questions (FAQs)

1. How do you prepare for a leadership interview?

  • Prepare your STAR ‘situations’ ahead of time.
  • Recognize leadership skills.
  • Be specific.
  • Make an effort not to ramble.
  • Remember to discuss how you assumed leadership responsibilities or displayed leadership traits.
  • Do not disparage your previous coworkers.
  • Don’t bring up setbacks that you haven’t been able to overcome.

2. What questions should a nurse ask a leader?

Essay On Nurse Leadership Interviews
Essay On Nurse Leadership Interviews
  • Was there a specific individual who had a significant effect on your career?
  • What are the most significant obstacles you are now facing in your nursing leadership position?
  • Where do your most innovative ideas come from?
  • Keeping employees interested in their job might be difficult – how do you do it?

 Nurse Leadership Interview Essay.

3. What are examples of leadership qualities in nursing?

  • Empathy and compassion.
  • Integrity.
  • Thinking critically.
  • A commitment to excellence.
  • Communication.
  • Collaboration and teamwork are important.
  • Mentorship and education.
  • Delegation.

Additional content on the topic.

References

  • Ali, M. M., & Mojbafan, A. (2019). Conflict and conflict management in hospitals. International Journal of Health Care Quality Assurance, 32(3), 550-561.
  • Aij, K. H., & Rapsaniotis, S. (2017). Leadership requirements for Lean versus servant leadership in health care: a systematic review of the literature. Journal of healthcare leadership9, 1.
  • Bottomley, K., Burgess, S., & Fox, Moses, I., II. (2014). Are the behaviors of transformational leaders impacting organizations? A study of transformational leadership. International Management Review, 10(1), 5-9,66 Nurse Leadership Interview Essay Example.
  • Blake, N. (2015). The nurse leaderʼs role in supporting healthy work environments. AACN Advanced Critical Care, 26(3), 201-203.
  • Casey, C. (2004). Bureaucracy re-enchanted? spirit, experts, and authority in organizations: The interdisciplinary journal of organization, theory, and society interdisciplinary journal of organization, theory, and society. Organization, 11(1), 59-79.
  • Coonan, P. R. (2008). Educational innovation: Nursing’s leadership challenge. Nursing Economics, 26(2), 117-21.
  • Johansson, O. (2004). Introduction: Democracy and leadership – or training for democratic leadership. Journal of Educational Administration, 42(6), 620-624.
  • Katz, J. H. (1996). Models of management: Work, authority, and organization in a comparative perspective. Industrial & Labor Relations Review, 49(2), 367.
  • Sanjeev, M. A., & Surya, A. V. (2016). Two-factor theory of motivation and satisfaction: An empirical verification. Annals of Data Science, 3(2), 155-173.
  • Toofany, S. (2007). Team building and leadership: The key to recruitment and retention. Nursing Management (through 2013), 14(1), 24-7.

Rubric 

Criteria Exemplary
Exceeds Expectations
Advanced
Meets Expectations
Intermediate
Needs Improvement
Novice
Inadequate
Total Points
Content of Paper The writer demonstrates a well-articulated understanding of the subject matter in a clear, complex, and informative manner. The paper content and theories are well developed and linked to the paper requirements and practical experience. The paper includes relevant material that fulfills all objectives of the paper.

Follows the assignment instructions around expectations for scholarly references. Uses scholarly resources that were not provided in the course materials.

All instruction requirements noted.

30 points

The writer demonstrates an understanding of the subject matter, and components of the paper are accurately represented with explanations and application of knowledge to include evidence-based practice, ethics, theory, and/or role. Course materials and scholarly resources support required concepts. The paper includes relevant material that fulfills all objectives of the paper.

Follows the assignment instructions around expectations for scholarly references.

All instruction requirements noted.

26 points

The writer demonstrates a moderate understanding of the subject matter as evidenced by components of the paper being summarized with minimal application to evidence-based practice, theory, or role-development. Course content is present but missing depth and or development.

Does not follow the assignment instructions around expectations for scholarly references. Only uses scholarly resources that were provided in the course materials.

Most instruction requirements are noted.

23 points

Absent application to evidence-based practice, theory, or role development. Use of course content is superficial.

Demonstrates incomplete understanding of content and/or inadequate preparation.

Content of paper is inaccurately portrayed or missing.

Does not follow the assignment instructions around expectations for scholarly references. Does not use scholarly resources.

Missing some instruction requirements.

20 points

30
Analysis and Synthesis of Paper Content and Meaning Through critical analysis, the submitted paper provides an accurate, clear, concise, and complete presentation of the required content.

Information from scholarly resources is synthesized, providing new information or insight related to the context of the assignment by providing both supportive and alternative information or viewpoints.

All instruction requirements noted.

30 points

Paper is complete, providing evidence of further synthesis of course content via scholarly resources.

Information is synthesized to help fulfill paper requirements. The content supports at least one viewpoint.

All instruction requirements noted.

26 points

Paper lacks clarification or new information. Scholarly reference supports the content without adding any new information or insight. The paper’s content may be confusing or unclear, and the summary may be incomplete.

Most instruction requirements are noted.

23 points

Submission is primarily a summation of the assignment without further synthesis of course content or analysis of the scenario.

Demonstrates incomplete understanding of content and/or inadequate preparation.

Missing some instruction requirements.

Submits assignment late.

20 points

30
Application of Knowledge The summary of the paper provides information validated via scholarly resources that offer a multidisciplinary approach.

The student’s application in practice is accurate and plausible, and additional scholarly resource(s) supporting the application is provided.

All questions posed within the assignment are answered in a well-developed manner with citations for validation.

All instruction requirements noted.

30 points

 

 Nurse Leadership Interview Essay.

A summary of the paper’s content, findings, and knowledge gained from the assignment is presented.

Student indicates how the information will be used within their professional practice.

All instruction requirements noted.

26 points

Objective criteria are not clearly used, allowing for a more superficial application of content between the assignment and the broader course content.

Student’s indication of how they will apply this new knowledge to their clinical practice is vague.

Most instruction requirements are noted.

23 points

 

 

 

 

 

 

 

 

 

 Nurse Leadership Interview Essay.

The application of knowledge is significantly lacking.

Student’s indication of how they will apply this new knowledge to their clinical practice is not practical or feasible.

Demonstrates incomplete understanding of content and/or inadequate preparation.

Application of knowledge is incorrect and/or student fails to explain how the information will be used within their personal practice.

Missing several instruction requirements.

Submits assignment late.

20 points

30
Organization Well-organized content with a clear and complex purpose statement and content argument. Writing is concise with a logical flow of ideas.

5 points

Organized content with an informative purpose statement and supportive content and summary statement. Argument content is developed with minimal issues in content flow.

4 points

Poor organization, and flow of ideas distract from content. Narrative is difficult to follow and frequently causes reader to reread work.

Purpose statement is noted.

3 points

Illogical flow of ideas. Missing significant content. Prose rambles. Purpose statement is unclear or missing.

Demonstrates incomplete understanding of content and/or inadequate preparation.

No purpose statement.

Submits assignment late.

2 points

5
APA, Grammar, and Spelling Correct APA formatting with no errors.

The writer correctly identifies reading audience, as demonstrated by appropriate language (avoids jargon and simplifies complex concepts appropriately).

Writing is concise, in active voice, and avoids awkward transitions and overuse of conjunctions.

There are no spelling, punctuation, or word-usage errors

5 points

Correct and consistent APA formatting of references and cites all references used. No more than two unique APA errors.

The writer demonstrates correct usage of formal English language in sentence construction. Variation in sentence structure and word usage promotes readability.

There are minimal to no grammar, punctuation, or word-usage errors.

4 points

Three to four unique APA formatting errors.

The writer occasionally uses awkward sentence construction or overuses/inappropriately uses complex sentence structure. Problems with word usage (evidence of incorrect use of thesaurus) and punctuation persist, often causing some difficulties with grammar. Some words, transitional phrases, and conjunctions are overused. Nurse Leadership Interview Essay Example

Multiple grammar, punctuation, or word usage errors.

3 points

Five or more unique formatting errors or no attempt to format in APA.

The writer demonstrates limited understanding of formal written language use; writing is colloquial (conforms to spoken language).

The writer struggles with limited vocabulary and has difficulty conveying meaning such that only the broadest, most general messages are presented.

Grammar and punctuation are consistently incorrect. Spelling errors are numerous.

Submits assignment late.

2 points

 

Nurse Leadership Interview Essay.Essay On Nurse Leadership Interviews

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