Introduction
The size of the emergency department (ED) has continued to grow both in volume and number of staff. Given the increasing workload the decision was made to add the position of assistant nurse manager (ANM) to support the day-to-day operations of the ED. An excellent candidate, Dave, applied. Dave had previous leadership experience as a charge nurse, possessed a BSN, and the desire to assume a challenging position. Dave interviewed successfully and was hired into the ANM role.
Dave is a visionary and could envision how the department and staff could function more effectively. Dave displays excellent enthusiasm for his new position, however, there are issues Dave’s communication style, he fails to respect personal space and appears …show more content…
If Dave does not change his style, he will not be successful in his role as ANM. Dave will be required to change his communication style, build a partnership with the staff, and acknowledge and respect their concerns (DuBrin, 2013). The ANM position is Dave’s first real leadership role beyond that of a charge nurse and it is imperative to create a plan to assist him with changes for success, moreover, this will be a long term process which will require intense coaching and will not be resolved quickly.
Influence Plan
Initially, it is critical to appreciate Dave’s awareness of his communication style and the reasons he is ineffective in his leadership endeavor. Furthermore, an assessment of his willingness to adapt and change is essential. To be successful, approaching this endeavor as a supportive partnership with respect and empathy towards Dave is of utmost importance. If Dave is unwilling, or unable to adjust his style, success is inconceivable and he will likely be required to step down from the ANM role (Timmons, 2011).
The initial step is to set down in a private space and speak with Dave regarding the staff’s concerns and my observations of his leadership behaviors (Lapierre, Bremner, & McMullan,
The size of the emergency department (ED) has continued to grow both in volume and number of staff. Given the increasing workload the decision was made to add the position of assistant nurse manager (ANM) to support the day-to-day operations of the ED. An excellent candidate, Dave, applied. Dave had previous leadership experience as a charge nurse, possessed a BSN, and the desire to assume a challenging position. Dave interviewed successfully and was hired into the ANM role.
Dave is a visionary and could envision how the department and staff could function more effectively. Dave displays excellent enthusiasm for his new position, however, there are issues Dave’s communication style, he fails to respect personal space and appears …show more content…
If Dave does not change his style, he will not be successful in his role as ANM. Dave will be required to change his communication style, build a partnership with the staff, and acknowledge and respect their concerns (DuBrin, 2013). The ANM position is Dave’s first real leadership role beyond that of a charge nurse and it is imperative to create a plan to assist him with changes for success, moreover, this will be a long term process which will require intense coaching and will not be resolved quickly.
Influence Plan
Initially, it is critical to appreciate Dave’s awareness of his communication style and the reasons he is ineffective in his leadership endeavor. Furthermore, an assessment of his willingness to adapt and change is essential. To be successful, approaching this endeavor as a supportive partnership with respect and empathy towards Dave is of utmost importance. If Dave is unwilling, or unable to adjust his style, success is inconceivable and he will likely be required to step down from the ANM role (Timmons, 2011).
The initial step is to set down in a private space and speak with Dave regarding the staff’s concerns and my observations of his leadership behaviors (Lapierre, Bremner, & McMullan,