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NCPD Connection

The emerging principles and practices of appreciative leadership

Nursing Management (Springhouse): September 2021 - Volume 52 - Issue 9 - p 1
doi: 10.1097/01.NUMA.0000792628.17911.0f
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LEARNING OUTCOME: By completing this activity and taking the posttest, participants will achieve a minimum score of 70%.

LEARNING OBJECTIVES: After reading the article and completing the posttest, the participant will be able to: 1. Describe the development of appreciative leadership in response to complex systems and networks requiring a new leadership dynamic. 2. Summarize foundational appreciative leader behaviors that are necessary to facilitate the skills and efforts of others. 3. Select appreciative leader behaviors and actions to mitigate the impact of family restrictions during the COVID-19 pandemic.

  1. In traditional leadership models that aren't tailored to complex adaptive systems and networks, managers are more likely to be focused on
    1. adapting immediately to change.
    2. shared synthesis of collective action.
    3. personal development of leadership skills.
  2. A nurse leader exhibits an understanding of effective adaptive leadership by
    1. reducing staff interdependence so no entity influences the action of the whole.
    2. responding where and when needed in ways that facilitate understanding and competence.
    3. avoiding shared synthesis of collective action and prohibiting a “fit” to occur.
  3. To meet a demand that's imposed by a sudden change within the hospital environment, the appreciative nurse leader should
    1. determine the needed mix of staff talent and skill, then creatively draw on those specific skills.
    2. self-identify specific managerial skills and behaviors that are considered to be components of good leadership.
    3. advise employees to remain nonspecific in their role to achieve a generalized response.
  4. To best express appreciative leadership principles in the hospital setting, the nurse manager should
    1. avoid self-awareness and focus on nonauthoritative competence.
    2. outsource staff accountability to the human resources department.
    3. exemplify competent knowledge that results in an intentional impact.
  5. The appreciative leadership behavior that best characterizes respect for each team member's engagement and participation in their role and contributions is
    1. “clarity of accountability.”
    2. “success is the convergence of effort.”
    3. “everyone makes their own decisions.”
  6. The nurse manager facilitates a collective effort and encourages staff innovation during the COVID-19 pandemic to address staffing assignments when the unit is over capacity. This is an example of the appreciative leadership behavior
    1. “everyone counts.”
    2. “it's never about me.”
    3. “clarity of accountability.”
  7. The nurse manager provides recognition of each participant's effort as part of a group effort to write a policy/procedure addressing COVID-19 vaccination requirements for visitors on the unit. This is an example of the appreciative leadership behavior
    1. “success is the convergence of effort.”
    2. “everyone makes their own decisions.”
    3. “consistent and continuous integrity and inclusion.”
    4. CASE-BASED ASSESSMENT: Placing yourself in the role of the nurse manager in a healthcare facility, use the scenario below to apply knowledge and skills learned in the article to answer questions 8 to 10.
      Case Scenario: A few months ago, the long-term-care facility relaxed stringent visitation rules that had been put into place during the COVID-19 pandemic. However, with a current spike in COVID-19 cases due to the Delta variant, facility leaders are now considering returning to the strict visitation rules that were previously in place.
  8. In leading this renewed safety decision, the appreciative leader guides this change most effectively by
    1. reimplementing the previous lockdown plan without any changes regarding new evidence.
    2. considering alternatives based on evidence and interconnected events.
    3. reviewing mistakes and negating past efforts that didn't work well.
  9. When considering the impact of stringent visitation rules on the patient's support system, the appreciative leader will need to
    1. engage in a retrospective analysis to find ways to minimize individual accountability.
    2. prioritize reducing viral transmission without considering the need for patient-family interaction.
    3. address the competing priorities of protecting patients while ensuring family-centered care.
  10. During the changing dynamics of the COVID-19 pandemic, there are opposing demands for the nurse manager to consider when making decisions about visitation policy changes. The nurse manager uses appreciative leadership behaviors by
    1. supporting accountable healthcare staff with examining the science of caregiver-patient relationships as the main element of the care plan.
    2. avoiding the use of facilitative techniques and instead using self-existing managerial skills to dictate the policy change.
    3. using traditional directive leadership techniques for development of the new visitation policy.
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