Nursing Leadership Interview

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This particular subject is something that really interests me, leadership and management keep nurses together, without it we would not know what works and what does not. Having a job in management takes a certain type of nurse, one that knows how to work and be considerate, professional, understanding but at the same time knows how to manage their unit. For my interview I chose a nurse manager than I am very familiar with, I have worked with her many times and she has made an impact on me as a nursing student. Carol Williams RN,BSN is the Nurse Manager of a telemetry/medical surgical floor at St. Vincent's Riverside. I decided to interview her because of the interactions we have had in the past. This interview is to help get a better understanding…show more content…
Since being on this unit I have established a program which reduced falls by 12% on my unit. Also sponsor a heart walk and canned food drive annually, I encourage all my employees to participate and help develop activities to raise money to help with this fundraiser. What are your greatest strengths? I am a leader, a great listener whenever someone is having issues or even just to talk to my employees/patients , also a great learner. The democratic style of leadership allows the employee to take part in goal setting and the decision making process. Information or suggestions received from employees is taken into consideration and used when feasible. The democratic leader although, allows for input from employees, the final decision is made by leader. However, when a particular area or topic is unfamiliar, the democratic leader is receptive to ideas and suggestions (Mills, 2007). The democratic leadership behaviors that enhance effectiveness includes: encourages others to take part in the decision making process, develops skills of employees, allows the team members to be in control of their own work receiving the kudos deserved; this motivates members of the team to work harder (Krause,…show more content…
If so when was the last time you did so and how successful were you at developing and implementing them? Yes on staffing guidelines. We developed a late call out policy. Do you know how to figure FTE’s. Yes. What is your definition of empowerment? A well run self sufficient staff.What is your definition of QA, and who should be responsible for QA. Quality Assurance reviews charts to make sure we are in compliance with quality care standards for our patients. Tell me about a time when your manager made a decision you disagreed with. What did you do? What were the results? We disagree on staff evaluations and negotiate over reasoning. Tell me about a time you had to handle a disruptive employee. What did you do? What were the results? I had an employee who insisted on arguing in front of patients. I pulled her to the side and told her how inappropriate the situation was. Tell me about a time you had to deal with an irate physician, patient, employee ect. How did you handle it and what were the results? I have to deal with irate physicians and patients on a regular basis. Diffuse the situation and tell them “lets start over”. Listen to their side and provide solutions. Have you managed to foster a successful team in your past positions? Yes, by through leadership and understanding. “doing unto others”.Depending on the situation, conflict can be good or bad. Defusing the situation is priority, you can not come to and

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