essay on nurse leadership

An official website of the United States government

The .gov means it’s official. Federal government websites often end in .gov or .mil. Before sharing sensitive information, make sure you’re on a federal government site.

The site is secure. The https:// ensures that you are connecting to the official website and that any information you provide is encrypted and transmitted securely.

• Publications
• Account settings

Preview improvements coming to the PMC website in October 2024. Learn More or Try it out now .

• Advanced Search
• Journal List
• Elsevier - PMC COVID-19 Collection

The Evolving Role of Nurse Leadership in the Fight for Health Equity

Devastating disparities in COVID-19 infection and outcomes among socioeconomically marginalized groups have resulted in a public outcry to address longstanding societal inequities that have contributed to the present situation. Nurse leaders have an opportunity and an obligation in this moment to lend their skills as scientists, innovators, advocates, and educators to lead in these efforts, advancing health equity for all.

• • Nurse leaders play a crucial role in the nation’s goal of achieving health equity for all.
• • Nurse leaders are scientists, innovators, advocates, and educators, and often serve in multiple roles.
• • Nurse leaders can take concrete actions to promote health equity regardless of their practice setting.

The year 2020 began with a celebration of nursing, coinciding with the bicentennial of Florence Nightingale’s birth, and was declared the International Year of the Nurse and the Midwife by the World Health Organization (WHO). 1 It ended with the most destructive and life-altering global pandemic in modern history. The Sars-CoV-2 virus has claimed over 600,000 lives 2 in the United States alone and infected over 33 million worldwide. Devastating disparities in COVID-19 infection and outcomes among socioeconomically marginalized groups 2 , 3 have resulted in a public outcry to address longstanding societal inequities that have contributed to the present situation.

Against this backdrop, it seems fitting that the National Academies of Science, Engineering, and Medicine (NAM) and Robert Wood Johnson Foundation recently released their joint report “The Future of Nursing 2020–2030: Charting a Path to Achieve Health Equity,” 4 , 5 articulating the crucial role nurses are called to play in the advancement of health equity for all. Health equity has been defined as “the absence of systematic disparities in health (or in the major social determinants of health) between social groups who have different levels of underlying social advantage/disadvantage.” 4 It means that everyone has a fair and just opportunity to be as healthy as possible, which requires the removal of obstacles to health such as poverty, discrimination, and their consequences. 6 While timely, this reinvigoration and call for action is not new. More than a decade ago, the WHO called for health equity for all with emphasis on the need to address the social determinants of health (SDOH). 7 , 8

As the nation undergoes a renewed commitment to ensuring health equity and combating the societal inequities, such as systemic racism, that give rise to health disparities, nurses are called to help lead the charge. As the largest health care profession in the United States, with approximately 4 million registered nurses, 9 nurses have much to offer as leaders in the fight for health equity and nurse leaders must have a seat at the decision-making table. Throughout the pandemic nurses have played a central role on the front lines—at the bedside, as scientists, advocates and as health care leaders. Yet, despite the crucial roles filled by nurses and their contributions to seeing our nation through this unprecedented disaster, the voices of nurse leaders were often absent at the highest levels of strategic public health and national response. 10 The late addition of nurse Jane Hopkins, a nurse with over 20 years of experience at both the beside and in health equity, to the White House Coronavirus Task Force in November 2020 11 underscores the need for nurse leaders to make their presence known 12 and also recognition of the unique perspectives and expertise nurses have to offer in public health crises and beyond.

Equity is a central tenet of nursing practice. 13 , 14 If nursing is to realize the lofty goals set before it by the NAM, to chart a path to health equity for our patients, communities, and the nation; we must identify ways to amplify the voices of nurse leaders moving forward, reflecting on missed opportunities of the recent past. To do this, we must recognize and leverage the various roles nurse leaders currently play in advancing health equity as scientists, innovators, advocates, and educators.

Nurse Leaders are Scientists

Nurses have been generating new knowledge through research for decades, independently leading clinical and public health research studies, and also working in partnership with scientists in other fields, such as pharmacy, nutrition, medicine, and engineering. 15 , 16 Nursing research has a long history of advancing theoretical perspectives and research regarding health disparities. 17 , 18 , 19 , 20 , 21 In May 2021, the National Advisory Council for Nursing Research issued recommendations for potential future National Institute of Nursing Research (NINR) focus areas that include dismantling structures that perpetuate racism and impede health equity, and using nursing science’s multilevel perspective to develop and implement interventions to address SDOH across the lifespan. 22 , 23 Over 75% of studies funded through the NINR involve clinical research, and 32% of NINR’s funding supports research focused on eliminating health disparities. 24

With advances in health information technologies, nurse scientists are increasingly generating and using large and complex datasets for health services research. In recent years, the National Institutes of Health, including the NINR, have placed increasing emphasis on enhancing and integrating the data sciences into the health research enterprise. 25 This is especially relevant and timely given the dire need to consider the impact of social determinants on health equity. The socioeconomic consequences of the pandemic are severe and will have long-lasting effects, even as the pandemic abates. 26 These include a widening of existing disparities as a result of lack of mental health access, barriers to telehealth, greater barriers to health care overall, and income disparities. Nurse scientists are well positioned to leverage analytic skills independently and as members of multidisciplinary research teams to ask important questions to identify the causal mechanisms that perpetuate inequities with a lens and perspective that is unique to nursing.

To do this, they will need SDOH data. In 2014, the NAM (formerly Institute of Medicine) recommended SDOH information be collected within electronic health records (EHR). 27 In addition to analyses, nurse scientists can help to ensure the development and implementation of safe, effective, and ethical data systems, and clinical data collection procedures. 26 Nurses are often the keepers of important information about the social conditions affecting health for their patients, 28 in part because of the therapeutic relationship that is established. This experience can be used to inform ways to include this information within EHRs, in order to facilitate population health research and program development. Nurse scientists can use data science to enhance the efforts to understand contributors to disparities and develop equitable and effective strategies to help individuals and caregivers manage, for example, chronic illness. 25

Nurse Leaders are Innovators

Post-pandemic, health equity work is entering a new era—one that is focused on solutions and change. To date, much work has been done to identify, with evidence, long-standing and persisting disparities. More recently, there has been more of an emphasis on the development and deployment of solutions that can produce real change toward achieving equitable health care outcomes for all. Nurse leaders are uniquely poised to aid in these efforts as well. Nurses have always been innovators and are responsible for innovations which include the crash cart, feeding tube, pediatric pain scale, and neonatal phototherapy. 29 The formal role of a nurse innovator has been described as cultivating and advocating for the development of concepts and processes that elevate health care, 30 and roles are emerging in healthcare systems and private industry for nursing innovation specialists and officers. 29 Additionally, nurse innovators build partnerships with other health care professionals and institutions for collaborative work involving interdisciplinary and multidisciplinary team members across the disciplines of engineering, design, and medicine.

Over the past decade, numerous initiatives have emerged, all intended to catalyze nurse-led innovations. Examples include the Johnson & Johnson–sponsored initiative to support nurse-led innovation, “J&J Innovation 101,” highlights the potential for nurses to lead in the development of new models of care, safety practices, more efficient processes, as well as innovations that tackle social challenges to improve patient outcomes. 31 In 2016, members of the 2014 Robert Wood Johnson Executive Nurse Fellow Cohort produced “The Innovation Road Map: A Guide for Nurse Leaders,” with the intention of equipping nurse leaders with the means to introduce innovation into their practice settings and organizations. 32 The guide articulates the characteristics and components of innovation, emphasizing the necessity of divergent thinking, risk taking, failure tolerance, agility, and autonomy to make change. 32

In 2018, the American Nurses Association (ANA) established an annual “Innovation Award” aiming to highlight, recognize, and celebrate nurse-led innovation that improves patient safety outcomes. 33 The awards are presented to a nurse or a nurse-led team whose product, program, project, or practice best exemplify nurse-led innovation in patient safety and/or outcomes. The recently revamped website affirms the ANA’s stated dedication to building a culture of innovation across the nursing profession. 33 The initiative seeks to connect nurses with educational and aspirational content, and events, and even has an accompanying podcast 33 dedicated to inspiring nurse-led innovation. Nurse leaders can seize these opportunities to contribute to innovations that will advance the science of health equity as well as incubate novel and effective health equity solutions.

Nurse Leaders are Advocates

Americans have rated nurses as the most ethical and honest profession, according to the most recent Gallup poll, 34 for the 19th year in a row. 35 Nurses have been the number 1 ranking profession since the inception of the Gallup list in 1999 with the exception of 1 year, and the most recent 2020 poll revealed record setting numbers, where 89% of Americans rated nurses’ honesty and ethical standards as “high'' or “very high.” 35 Given the public’s trust in nursing, nurse leaders have an obligation to be good stewards of that trust, serving as healers as well as advocates.

Nurses are called to be advocates by virtue of our profession, and advocacy is a standard of practice for public health nursing. 36 In 2014, The Association of Public Health Nurses (APHN) established a Health Equity and Social Justice Committee for the purposes of updating the Association’s position on these important principles in order to continue to provide guidance to practicing public health nurses. 15 APHN defines health equity as “an ideal state marked by fairness and the achievement of optimal health and well-being for all populations, where disparities in health status are eliminated across populations by race, ethnicity, gender, gender identity, geography, disability, religion, sexual [orientation] and mental status.” 15 Public health nurse leaders often find themselves in roles that compel them to communicate information about communities, including the importance of language and culture, to policy makers in a way that catalyzes strategic mobilization to improve the health status of people living in those communities. 15

In January 2021, President Biden and Vice President Harris released a National Strategy and COVID-19 Health Equity Task Force specifically aimed at addressing COVID-19–related health and social inequities. 37 A nurse, Mary Turner, was named as 1 of the 12 task force members to contribute to policy development intended to address COVID-19–related inequities. While this is a step in the right direction, it is imperative that nurses continue to embrace their potential to advocate and lead in times of public health crises such as the health equity crisis that will persist long after the COVID-19 pandemic abates. Nurse leaders must confidently assert themselves on matters of health policy, extending the role of patient advocate beyond the bedside and into the community.

Nurse Leaders are Educators

Nursing faculty carry the important responsibility of ensuring that tomorrow’s nurses and nurse researchers are ready to care for and conduct research with diverse and sometimes marginalized or vulnerable populations. In 2018, although 19.3% of nurses completed graduate school training, only 1.9% of the nation's registered nurses held a doctoral degree as their highest educational preparation, 38 and the current demand far exceeds supply. 9 , 39 According to the American Association of Colleges of Nursing report on 2019-2020 Enrollment and Graduations in Baccalaureate and Graduate Programs in Nursing, nursing schools in the United States (U.S.) turned away more than 80,000 qualified applications from baccalaureate and graduate nursing programs in 2019 due in part to an insufficient number of faculty and the majority of respondents identified faculty shortages as a top reason for not accepting all qualified applicants into their programs. 9 This shortage has prompted multiple efforts to increase support for more nursing faculty to meet demand. 9

More than a decade ago, nursing education experienced a refocusing of efforts from training alone to education that incorporates health disparities and SDOH. 40 Given the recognized and central role racism, stereotyping, segregation, and classism play in health equity and SDOH, nurse educators must address through nursing training the complex relationships that exist between the individual, interpersonal, institutional, social, and political factors that influence health. 40 Strategies to promote cultural humility 41 and community-based participatory methods play a key role in continued progress and future efforts to realize the role of nursing in advancing health equity. Towards this end, nurse educators must support, foster, and broaden these opportunities.

In addition to training upcoming generations of nurses and nurse scholars, nurse leaders are called to critically assess and combat institutionalized racism within the nursing profession itself. 42 Recent statistics reported in the Health Resources and Services Administration National Sample Survey of Registered Nurses, 38 reveal that the nursing population in the U.S. consists of 10.2% Hispanic, 7.8% Black, 5.2% Asian, and 0.3% American Indian/Alaska Native nurses. By contrast, the race/ethnic distribution of the US population, based on the 2020 Census, is 18.5% Hispanic or Latino, 13.4% Black, and 5.9% Asian. 43 Additionally, according to the most recent National Nursing Workforce Survey performed by the National Council of State Boards of Nursing, while the proportion of male nurses has increased to 9% compared to just 2% in 1970 44 , it continues to reflect an opportunity for diversification of the profession. Nurse leaders, especially in education, have a crucial role to play in diversifying the nursing workforce and, in doing so, ensuring diversity in nurse leadership for the future. Some recommendations for how nurse leaders may facilitate this include strengthening a commitment by nurse leadership in academia and nursing schools to increase the diversity within the nursing workforce by implementing and evaluating innovative recruitment strategies. 42

What Nurse Leaders Can Do Today to Advance Health Equity

Nurse leaders have an undeniable opportunity to lead the way on the path towards achieving health equity for all. Regardless of the specific leadership role(s), nurse leaders can take tangible steps to move the nation towards this goal. For example, nurse scientists can ensure SDOH are not only present in the EHR but also that the information is utilized for improving care and care outcomes. Nurse innovators can use patient information and an understanding of patient experience to identify and develop new solutions to address inequities in health care both within clinical settings and communities. As advocates, nurse leaders must be active in local and national legislative discussions to ensure that nursing’s voice is heard, and unique perspectives are shared. Finally, nurse educators and administrators of nursing schools have an opportunity to remove barriers to nursing education for students from socioeconomically disadvantaged groups. Further, leaders in nurse education can prioritize the creation and integration of educational content intended to reduce racism and other forms of systemic discrimination. 42

Nurse leaders are scientists, innovators, advocates, and educators—and often a combination of many or all of these roles. As such, now is the time to realize our full potential as leaders and change-makers toward advancing health equity for all.

Kristen M.J. Azar, RN, MSN/MPH, FAHA, serves as the scientific medical director of the Sutter Health Institute for Advancing Health Equity in California ( www.sutterhealth.org/about/health-equity ), is a research scientist within Sutter Health's Research Enterprise in Sacramento, California, and a doctoral student at the Department of Epidemiology and Biostatistics, University of California, in San Francisco, California. She completed her nursing education at the Johns Hopkins University School of Nursing and public health training at the Johns Hopkins Bloomberg School of Public Health. She can be reached at [email protected] .

Note: This research did not receive any specific grant from funding agencies in the public, commercial, or not-for-profit sectors.

ANA Nursing Resources Hub

Search Resources Hub

Empower to Lead: Unveiling the Essence of Nursing Leadership

Nursing is more than a profession—it's a call to lead with empathy, resilience, and innovation. In today’s rapidly evolving healthcare landscape, every nurse is a beacon of leadership, influencing patient care and healthcare outcomes through their unique blend of skills, compassion, and unwavering dedication. This article delves into what it truly means to lead like a nurse , highlighting the challenges, opportunities, and the profound impact of effective nursing leadership.

Understanding Nursing Leadership

Nursing leadership is a multifaceted journey marked by personal growth, understanding, and the relentless pursuit of excellence in patient care. It's about recognizing one’s sphere of influence, from the home care nurse guiding a family to the charge nurse shaping the dynamics of a large unit. Leadership in nursing demands a profound understanding of the cultural context of care, self-awareness, and the synergy between the two.

The Challenges of Nursing Leadership

Nursing leadership comes with its unique set of challenges, including interdisciplinary collaboration and navigating the complexities of healthcare settings. Nurses must adapt their leadership style to meet the needs of their team and patients, fostering an environment of mutual respect, effective communication, and teamwork.

Cultivating Resilience and Compassion

At the heart of nursing leadership lies resilience —the capacity to recover from difficulties and face challenges with strength and grace. Leadership in nursing is deeply interconnected with compassion, both for oneself and others, enabling nurses to support their colleagues and patients through challenging times.

Combating Workplace Violence

An essential aspect of nursing leadership is taking a stand against workplace violence , which can range from physical altercations to verbal and emotional abuse. Effective leaders advocate for a culture of respect and safety, implementing strategies to prevent violence and support those affected.

Building a Resilient Nursing Team

Leadership is about more than guiding others; it's about nurturing a resilient team capable of overcoming adversity. This involves creating strong, healthy relationships within the workplace, encouraging professional development, and fostering an environment where every team member feels valued and supported.

Embracing Leadership in Nursing

To lead like a nurse is to embrace a leadership style characterized by creativity, professionalism, and a commitment to excellence. It means championing the fight against workplace violence, promoting resilience, and cultivating an atmosphere of mutual respect and understanding.

Leading like a nurse is a transformative journey that goes beyond the confines of traditional leadership roles. It is about making a difference in the lives of patients, colleagues, and the broader healthcare community through empathy, resilience, and innovation. As we navigate the complexities of the healthcare landscape, let us remember the power of leadership in nursing and the positive impact it brings to our world.

Images sourced from Getty Images

Related Resources

Item(s) added to cart

• Subscribe to journal Subscribe
• Get new issue alerts Get alerts

Secondary Logo

Journal logo.

Colleague's E-mail is Invalid

Your message has been successfully sent to your colleague.

Save my selection

How leadership matters

Clinical nurses' perceptions of leader behaviors affecting their work environment.

Raso, Rosanne DNP, RN, NEA-BC, FAAN, FAONL; Fitzpatrick, Joyce PhD, MBA, RN, FAAN, FNAP

Rosanne Raso is the editor-in-chief of Nursing Management and the vice president and CNO at NewYork-Presbyterian/Weill Cornell in New York, N.Y. Joyce Fitzpatrick is the director of the Marian K. Shaughnessy Nurse Leadership Academy and Elizabeth Brooks Ford professor of nursing at Case Western Reserve University Frances Payne Bolton School of Nursing in Cleveland, Ohio.

The authors and planners have disclosed no potential conflicts of interest, financial or otherwise.

For 131 additional nursing continuing professional development articles related to management topics, go to NursingCenter.com/CE .

What should nurse leaders do to ensure a healthy work environment? This article presents positive and negative leader attributes in the words of clinical nurses and actions you can take to boost your relational leadership competencies.

What should nurse managers and leaders do to ensure a healthy work environment for clinical nurses? What we know is that relational styles of leadership have been studied in nursing for years and are consistently associated with positive workforce outcomes. 1,2 Relational leadership is built on solid relationships with direct reports and individuals from other disciplines, as its name implies. This type of leadership is positive, particularly in nurturing employee engagement and healthy work environments. Mastering the skills of interpersonal engagement and creating trust and influence through connections are hallmarks of great nurse leaders. 3 Yet, even though there's considerable support for relational leadership, there are still gaps in the implementation of programs to develop nurse leaders. Developmental programs for nurse managers often focus on the management skills needed, such as finances, budgeting, and resource allocation and procurement, creating a significant gap in preparation related to the development of relational leadership competencies.

From a qualitative perspective, we were interested in determining what clinical nurses describe as positive and negative leadership behaviors that affect their work environment. In this article, we present our findings in the words of clinical nurses, along with implications for nurse leaders seeking to understand the impact of clinical nurses' perceptions of their supervisors' actions, especially their relational leadership competencies.

Relational leadership is based on positive psychology, which focuses on helping people find meaning and purpose, live meaningful lives, and search for personal strength and value. 4 Therefore, relational leadership is grounded in optimism, integrity, positive emotions, and employee growth and development. The link to nursing leadership is obvious—ethics, positive change, purpose, growth, and social connection are all part of who we are as nurses and nurse leaders.

The most common relational leadership styles are transformational, authentic, and servant. All three leadership styles have connections to healthy work environments and staff engagement, which, in turn, provide the foundation for positive workforce and patient outcomes. 5,6 (See Figure 1 .) To add empirical support to these connections, we previously conducted two research studies on authentic nurse leadership and its relationship with a healthy work environment, expecting a positive relationship. In both studies, we found a significant positive relationship, providing empirical evidence that authentic nurse leadership is a standard for a healthy work environment. 7,8

We used Giordano-Mulligan and Eckhart's authentic nurse leadership model in our studies. This model has three main domains with five subcomponents or attributes: personal integrity to include moral-ethical courage and self-awareness, transparency to include relationship integrality and shared decision-making, and altruism to include caring. 9 These attributes were found to be important for nurse engagement. Caring was identified as an integral attribute that nurses seek in their leaders, which makes this one of the first nursing leadership models with caring science embedded in the practice. 10 (See Table 1 .)

We also used the American Association of Critical-Care Nurses' (AACN) healthy work environment model, which is evidence-based and relationship-centered and includes six standards: skilled communication, true collaboration, effective decision-making, authentic leadership, meaningful recognition, and appropriate staffing. All six elements are considered essential, meaning that missing any one of them won't result in a sustainable healthy work environment. 11 (See Figure 2 .)

This study received Institutional Review Board approval. Participants were recruited at the 2019 American Nurses Credentialing Center National Magnet ® Conference. Two open-ended questions were asked after quantitative and demographic questions in an anonymous survey:

• How does your manager positively affect your work environment?
• How does your manager negatively affect your environment?

What did clinical nurses say?

Four-hundred and fifty-six open-ended comments were collected, split between positive (n = 245) and negative (n = 211) from a final sample of 254 clinical nurses. Eighty of the “negative” comments were either blank or positive rather than negative. Most respondents practiced in critical/progressive care (27%) and adult medical-surgical (26%) areas on the day shift (77%). The responses revealed behaviors that clinical nurses valued and criticized in their managers, which trended into several categories.

For positive comments, the top trends were related to relational skills, such as communication, positivity, and approachability (n = 87); caring and professional growth (n = 68); visibility (n = 57); and advocacy (n = 10), aligning with both authentic nurse leadership attributes and healthy work environment standards. There were 10 comments about flexible scheduling. (See Table 2 .)

In the words of clinical nurses, positive leadership attributes included:

• “By inspiring me to be my best.”
• “When I see her, she's supportive and responsive to my concerns. She has asked me to be a part of various committees to further my career development.”
• “She's very approachable and is an active listener.”
• “She's concerned for my well-being as a person.”
• “She's very involved in encouraging advancement and uplifting her staff.”
• “Listens and takes suggestions/concerns seriously.”
• “She uses open communication at all times in all situations.”
• “Sends out a bulletin every Friday that's helpful for keeping up with nursing news and hospital updates.”
• “She fights for us on a daily basis.”

For negative comments, the top trends were lack of presence and caring (n = 28), lack of follow-through and open-mindedness (n = 18), lack of visibility/unapproachable (n = 16), and inadequate communication (n = 11). There were seven negative comments about staffing and scheduling. (See Table 3 .)

In the words of clinical nurses, negative leadership attributes included:

• “The overall feeling on our unit is that our managers need to communicate more effectively.”
• “She isn't always approachable and cares about budget more than staff wellness.”
• “She doesn't always notice work I've done.”
• “The manager focuses only on problems.”
• “Night shift workers are unfortunately neglected.”
• “She's judgmental. Has a hard time taking our opinion into consideration. She makes decisions without consulting us.”
• “Doesn't have confidence in self and, therefore, doesn't instill confidence in staff.”
• “Is too scattered, starts many things without finishing. Lacks follow-through and accountability.”

These qualitative results with a vast majority of positive comments aren't surprising considering our previous empirical findings that both authentic nurse leadership and healthy work environments were present in the national prepandemic sample of clinical nurses. In the second, midpandemic study in the summer of 2020, we also found that authentic nurse leadership was present in a much larger sample, signaling that nurse leaders throughout the country demonstrate authentic attributes as noted by their direct reports, even in a crisis. 8 Finding many more positive comments than negative points to the same conclusion about the overarching presence of sound nursing leadership.

Because the top positive trends were related to communication skills, caring, professional growth, and visibility, we understand what aspects of leadership are important to clinical nurses. It isn't their leaders' nursing acumen or clinical skills, although being able to help was mentioned several times. It isn't a perfect schedule or staffing, although flexible scheduling was brought up, albeit infrequently. Rather, it's about the alignment of relational competencies, authentic nurse leadership attributes, and healthy work environment standards. Clinical nurses want to be heard, receive honest information, be supported by a visible leader, grow, and be recognized. Values-driven leadership, shown in the comments on advocacy and “fighting” for staff, is integral for the authentic nurse leadership attribute of moral-ethical courage. We believe that nurse managers aspire to be this type of leader.

The negative behavior trends were consistently the opposite of the positive ones. Lack of presence, communication, recognition, follow-through, and collaborative decision-making are noticed and can contribute to disengagement. Staffing and scheduling were only occasionally mentioned, which was surprising considering there wasn't agreement that appropriate staffing was present in the rating of healthy work environment standards. Perhaps clinical nurses consider staffing to be out of the scope of the frontline manager and more of an organizational issue.

The attribute of caring in the authentic nurse leadership model, with its concomitant depiction as nurturing, compassionate, kind, and personally interested, was frequently mentioned and important to clinical nurses, further supporting this relatively new framework for nursing leadership. This attribute isn't specifically included in the healthy work environment standards, although the standard of meaningful recognition certainly includes professional growth and feeling valued for your contributions.

Implications for nurse managers

The link between relational leadership and nursing values, such as ethical practice, positive change, purpose, growth, and interpersonal connections, was evident in our findings, as was the association with healthy work environments and staff engagement—the foundation for positive patient outcomes. Nurse leaders must remove the barriers to relational, authentic, and visible leadership. Covering two geographically separate units, being inundated with meetings and tasks, or not having a frontline leader at all impacts clinical nurses' perceptions of leadership support. Making this case to senior leaders is imperative when decisions are being made about frontline leaders' scope and responsibilities.

Effective communication and meaningful recognition are practices we can all do, and structures are needed to support them. Regarding communication, you must get information first, which may be challenging, and share it in as many formal and informal ways as you can (verbal, written, posted, emailed, cascaded), with night supervisors on the same page. Shared governance structures can be effective not only for decision-making, but also communication. 12 If you think you've communicated enough, do it again. As a human resource colleague often implores, get the message out seven times in seven different ways.

Recognition is the same—there's never enough. Do you get tired of being recognized for your value? Of course not. Structured mechanisms include daily shout-outs, bulletin boards, “random acts of kindness” programs, DAISY awards, employee of the week/month, Nurses Week activities, thank-you cards, leader rounds, and numerous other ideas. Leaders must make recognition as important as any other responsibility in the job description. 13

Our obligation to teach and learn relational behaviors, authentic nurse leadership attributes, and healthy work environment standards and how to build and demonstrate them is another implication. Effective leadership development occurs through experiential learning, as well as didactic mechanisms. 14 This applies to aspiring leaders, clinical leaders, and formal leaders.

Leadership matters

Our clinical nurses have spoken. The importance of relational competencies, caring behaviors, and visibility is evident. Relational leadership is even more critical as we continue to be challenged through our second year of the pandemic. This type of leadership alone isn't enough to create a healthy work environment for clinical nurses; nevertheless, it's required. We're all obligated to be present and lead with integrity, caring, and transparency. Leadership matters.

INSTRUCTIONS How leadership matters: Clinical nurses' perceptions of leader behaviors affecting their work environment

Test instructions.

• Read the article. The test for this nursing continuing professional development (NCPD) activity is to be taken online at www.NursingCenter.com/CE .
• You'll need to create an account (it's free!) and log in to access My Planner before taking online tests. Your planner will keep track of all your Lippincott Professional Development online NCPD activities for you.
• There's only one correct answer for each question. A passing score for this test is 7 correct answers. If you pass, you can print your certificate of earned contact hours and access the answer key. If you fail, you have the option of taking the test again at no additional cost.
• For questions, contact Lippincott Professional Development: 1-800-787-8985.
• Registration deadline is September 6, 2024 .

PROVIDER ACCREDITATION

Lippincott Professional Development will award 1.5 contact hours for this nursing continuing professional development activity.

Lippincott Professional Development is accredited as a provider of nursing continuing professional development by the American Nurses Credentialing Center's Commission on Accreditation.

This activity is also provider approved by the California Board of Registered Nursing, Provider Number CEP 11749 for 1.5 contact hours. Lippincott Professional Development is also an approved provider of continuing nursing education by the District of Columbia, Georgia, and Florida, CE Broker #50-1223. Your certificate is valid in all states.

Payment: The registration fee for this test is $17.95.

• Cited Here |
• Google Scholar
• + Favorites
• View in Gallery

Readers Of this Article Also Read

Leadership strategies to promote frontline nursing staff engagement, nurse leader competencies: a toolkit for success, are you a transformational leader, keeping the peace: conflict management strategies for nurse managers, high-impact communication in nursing leadership: an exploratory study.

• Juris Doctor (J.D.)
• MSW Traditional Track
• MSW Advanced Standing
• Accelerated Bachelor of Science in Nursing
• MSN Nursing Education
• MSN Forensic Nursing
• MSN Clinical Nurse Leader
• MSN Specialized Populations
• MSN Family Nurse Practitioner
• MSN Psychiatric Mental Health Nurse Practitioner
• Post-Graduate Certificate FNP
• Post-Graduate Certificate PMHNP
• Other Online Programs
• Why Cleveland State University?
• Law Externships
• Law Clinics
• Message from the President
• Student Services and Support
• Faculty Profiles
• State Authorization
• Career Resources
• Accreditation and Recognition
• Preceptor Guide (MSN-NP)
• Becoming A Preceptor (MSN-NP)
• Field Placement (MSW)
• Becoming A Preceptor (ABSN)
• Preceptor Guide (ABSN)
• Get Started

Leadership in Nursing: Qualities of a Good Nurse Leader

Effective nursing leadership is essential for quality outcomes in healthcare. Outstanding leadership is demonstrated every day when nurses rise to challenges and accept opportunities to make a meaningful difference in the health care of our population. The importance of leadership in nursing cannot be overstated. 

Qualities of a good nurse leader include:

• Commitment to patients and families
• Perseverance and a humble mindset
• Aptitude for conflict resolution
• Empathy and professional communication
• Strong clinical skills
• Dedication to evidence-based practice

From an educational perspective, graduate nursing programs are available to train nursing educators and clinical nurse leaders (CNLs). With a Master of Science in Nursing (MSN) degree , a world of possibilities for specialization and increased practice autonomy becomes available to registered nurses (RNs) who aspire to formalize their leadership roles.

These are two distinct pathways that aspiring nurse leaders can take to develop their professional skills and gain additional experience for vital leadership roles in the community and within our nation’s existing healthcare systems. 

Qualities of a Good Nurse Leader

Are you a registered nurse with a desire to develop your leadership skills in nursing beyond the bedside? You are well-positioned to pursue additional training that can set you apart in the job market and grow your confidence to take on new challenges. 

Nursing leadership qualities can be encouraged through faculty mentorship and further developed through nursing experience and graduate education. 

Let’s look at some of the best qualities of a good nurse leader. 

Empathy and Compassion

Empathy is the ability to understand a situation from another person’s perspective, including the emotions experienced and potential motivations for decisions. Good nurses can empathize with others and express compassion in how they communicate, both verbally and nonverbally. When a nurse is empathetic it enables meaningful connection with another person on a human-to-human level.

In nursing leadership, empathy promotes ethical and professional conduct. Good leaders can see problems from multiple angles and consider how various potential solutions may impact several different stakeholders. The ability to empathize also helps a nurse leader implement sensible decisions when there are multiple approaches that can make the best decision more difficult to discern.

Nurse leaders are also advocates for patients and other nurses, and advocacy allows a good nurse leader to:

• Suggest processes, policies and interventions that are in the best interest of patients and staff
• Connect patients and staff with helpful community resources
• Encourage self-care and participation in programs designed to reduce nurse burnout
• Help patients and families articulate their needs for quality health care

Closely linked to the skills of empathy and compassion are excellent communication skills. Effective communication is a hallmark of quality nursing care and quality leadership.

Communication Skills

Nurses communicate daily with many different people and through different modalities. A good nurse can communicate with other clinicians about patient status clearly and accurately and also relay this information to their patients in ways they can understand, all while empowering and educating them in their health care. 

Written communication is also critical for leadership in nursing as documentation of the nursing plan of care is recorded in medical records where nurses need to be thorough yet succinct. 

Nursing leaders mentor other nurses to promote professional development and continuity of care through shift changes and between visits (depending on the area of nursing practice). Strong leaders maintain open lines of discussion and work to resolve interpersonal conflict in ways that encourage teamwork and mutual understanding. Communication-savvy nurses can motivate, inspire and urge collaboration for a positive work environment.

Adaptability and Resilience

Nursing is a profession where adaptability to change and flexibility in daily activities are essential qualities. Good nurses can prioritize urgent actions and important details of their schedules as drawbacks occur. This can include:

• Declines or improvements in the health status of patients
• New patient admissions and discharges
• Nurse staffing and regular shift changes
• Assessment initiatives for quality improvement
• Accreditation audits and other regulatory reviews

Each of these instances would require a nurse to reevaluate priorities and adapt to the changing needs of patients and families within the healthcare facility. A good nurse can critically think about the urgency and importance of tasks to achieve quality patient care within the changing environment. 

Nurse leaders must be adept in strategic thinking, as well. As there are changes in staffing or new needs for facility accreditation, nursing leadership needs to proactively plan unit-based and organizational strategies for successfully navigating change.

Decision-Making and Problem-Solving Abilities

Within a team of healthcare personnel, there are many valuable viewpoints to consider when making decisions. A nurse leader will observe and request input from the departments and disciplines involved when working to solve problems effectively. 

Problem-solving is as much about the problem itself as it is about the professional relationships and collaboration that may be required. Skills for nursing leaders that can aid in effective problem-solving include:

• Active listening to understand what others are communicating and why
• Willingness to consider differing viewpoints on a situation
• Self-awareness to understand personal motives and potential bias
• Emotional regulation and a propensity toward conflict resolution

Nurses who make good leaders are also those who give attention to detail. Many times, the details are often where the root cause of a problem can be identified and solutions can be proposed. Good leaders are willing to try potential solutions and honestly evaluate when a different route may be better. Proposing data-driven solutions, admitting faults and learning from mistakes are critical abilities for nursing leadership to possess.

Importance of Continuing Education for Nurse Leaders

Another quality of a good nurse leader is the expertise and knowledge gained through continuing education. Skills in health informatics allow nursing leadership to access and analyze available data to report measurable progress and identify areas for improvement in health care delivery. 

The desire to enhance knowledge and skills is a motivational factor for continued development and growth in any career. It is especially important for nurse leaders to pursue and model this growth mindset as mentors for other nurses and to exemplify standards for professionalism. 

Areas for continuing education include:

• Organizational leadership strategies
• Teaching methods in patient care and academics
• Soft skills for team building and working effectively with others
• Clinical knowledge and advancements for managing specific conditions
• Emerging technology with health care application

Research evidence for best practices continues to be published as discoveries are made and real-world interventions are implemented and evaluated. The ability to provide timely, evidence-based care is rooted in the practice of continuing education and willingness to learn. 

Next, let’s take an in-depth look at two pathways for becoming a nurse leader: Nursing Educator and Clinical Nurse Leader (CNL). 

Nursing Educator vs. Clinical Nurse Leader

If you are interested in a nursing career with ample opportunity for teaching, mentorship and leading individuals and teams toward improved health outcomes, both the nursing educator and clinical nurse leader roles will provide this. 

A CNL and a nurse educator are similar in that they both work to educate and train healthcare personnel through professional development opportunities and continuing education. 

A nursing educator may work in a clinical facility, such as a hospital or public health agency, or they may be found working in academic roles teaching student nurses. A clinical nurse leader is generally responsible for overseeing direct patient care and improving patient outcomes in a leadership position. 

Both roles are prepared through graduate education and require a master’s degree in nursing. 

Roles and Responsibilities of Nursing Educators

As a nursing educator , you may be responsible for conducting activities such as:

• Designing coursework and curriculum for students and nurses
• Researching best practices in teaching
• Planning professional development activities
• Teaching clinical skills for direct patient care
• Process-outcome evaluations of learning in the classroom and clinical setting

The specific activities of a nursing educator's role are somewhat dependent on the setting in which they are employed. Academic settings carry additional responsibilities of student mentorship, grading assignments and regular communication with other faculty to ensure alignment of the educational content with academic accreditation standards. 

Within the hospital or clinical setting, a nursing educator may work with students. However, when nursing educators are positioned within clinical employment positions, they are also frequently responsible for ensuring opportunities for growth and development for a particular unit or nursing specialty. 

Summary of Nursing Education Role

Roles and Responsibilities of Clinical Nurse Leaders

The CNL role is known for leadership commitment with the primary goal of improved patient outcomes through quality improvement, education and other methods for enhancing care delivery within healthcare systems. 

Some of the responsibilities of a CNL include:

• Coordinating care and communication within interdisciplinary teams
• Designing evidence-based care plans for patients and families
• Identifying areas for quality improvement through data analysis and evaluation
• Promoting patient safety through risk assessments
• Facilitating transitions of care from one discipline or facility to another

In times of crisis, CNLs are on the front lines of nursing leadership as they stay abreast of current news and the latest recommendations for implementation. A CNL may be the person to suggest process changes for patient treatment plans and nursing care delivery based on an emerging technology or available community resource.

Summary of Clinical Nurse Leader Role

Leadership Styles in Nursing

Many of the qualities of a good nurse and leader are important when implementing distinct styles of leadership in nursing. Depending on your personality or the unique dynamics of your workplace, different nursing leadership styles may be more effective than others. 

Leadership styles that are good for nursing leadership include:

• Transformational - the leader focuses on mentorship to bring the best out of a team
• Servant - the leader prioritizes meeting the needs of others and leads by example
• Laissez-faire - the leader entrusts decision-making responsibilities to those they oversee
• Democratic - the leader builds concensus and makes decisions by creating strong team dynamics

Transformational leadership is especially useful when visionary leaders are working to develop a strong nursing team for the future. Compassion and empathy are valuable qualities in many situations, especially when applying the servant leadership style. The laissez-faire style of leadership promotes a hands-off approach that is especially effective in situations with experienced and self-directed nurses. However, this style may provide too much autonomy for newer nurses who would benefit from greater direction and presence from a leader. 

Nursing leaders who can effectively apply a combination of styles can lead with the benefits of several styles while minimizing the shortcomings a particular style may have. 

If you are ready to embark on your journey to become a dynamic nurse leader, Cleveland State University (CSU) offers high-quality graduate nursing programs to help you reach your goals.

Cleveland State University’s Online MSN - Nursing Education 

The Online Master of Science in Nursing - Nursing Education program at CSU prepares nurses to become educators in academic and clinical settings. This program prepares graduates to design and implement innovative teaching strategies, mentor future nurses and contribute to curriculum development. 

Program features include: 

• Completion in two years on a part-time schedule
• Experiential hands-on learning in your community
• Accredited by the Commission on Collegiate Nursing Education (CCNE)
• Prepares you for the National League for Nursing’s (NLN) Certification for Nurse Educators (CNE) exam

With an MSN degree, you may begin working in academia as a clinical instructor. If you are interested in a future role in academic faculty, an MSN degree is the next step to furthering your education toward a doctorate that will allow you to achieve professorial roles in colleges and universities. 

Cleveland State University’s Online MSN - Clinical Nurse Leader

The Online Master of Science in Nursing - Clinical Nurse Leader program at CSU prepares nurses for leadership roles in health care delivery by developing advanced clinical skills and interdisciplinary collaboration. Graduates of the CNL program are prepared to improve patient outcomes through evidence-based practice in complex health delivery situations. 

Program features include:

• Completion in one year and seven months on a part-time schedule
• Accredited by the Commission on Collegiate Education (CCNE)
• Prepares you for the Commission on Nurse Certification’s (CNC) Clinical Nurse Leader (CNL) certification exam

Cleveland State University’s online MSN programs prepare you with the essential qualities of a nursing leader. For more information and details on how to apply, visit the Online MSN-NE and Online MSN-CNL program pages.

Top Nursing Leadership Roles & How to Become a Nurse Leader

Nursing leadership roles, skills & education needed to be a nurse leader, what does effective nurse leadership look like, nurse leadership styles, why do we need nurse leaders, next steps to become a nurse leader.

The American Nurses Association (ANA) Leadership Institute describes a nurse leader as “a nurse who is interested in excelling in a career path, a leader within a healthcare organization who represents the interests of the nursing profession, a seasoned nurse or healthcare administrator interested in refining skills to differentiate them from the competition or to advance to the next level of leadership.”

The truth is, nursing leadership can take a lot of different forms. In this article, we’ll explore the different leadership roles available for nurses, the skills nurses need to lead, leadership styles, and more.

Nursing leadership roles can vary ranging from running a hospital to running a unit. Here are some of the leadership roles available in the nursing profession.

1. Chief Nursing Officer (CNO)

A CNO is a top-level, nonclinical, administrative position within a healthcare system. 

They are considered the top-level nurse within an organization and they oversee other nurses and the implementation of patient care. 

The CNO is the voice of the nurses in an organization and they must work together with the staff to deliver the mission, values, and vision of the healthcare organization. 

2. Clinical Nurse Leader (CNL)

CNLs provide oversight and improvement over much of the activity in a specific clinical setting. 

They coordinate collaborative care for patients, analyze outcomes and quality of care, act as mentors to staff and liaisons, and collect and integrate data to further their understanding of outcomes. 

CNLs work in the space between bedside and administration. 

Popular Online Master of Science in Nursing (MSN) Programs

GCU's College of Nursing and Health Care Professions has a nearly 35-year tradition of preparing students to fill evolving healthcare roles as highly qualified professionals. GCU offers a full spectrum of nursing degrees, from a pre-licensure BSN degree to a Doctor of Nursing Practice (DNP) program.

Enrollment: Nationwide

• MSN - Family NP
• MSN - Adult Gerontology Acute Care NP
• MSN - Nursing Education
• MSN - Health Informatics
• MSN - Public Health Nursing
• MSN - Health Care Quality & Patient Safety
• MBA & MSN - Nursing Leadership in Health Care Systems
• See more GCU nursing programs

Capella’s online RN-to-BSN degree is an accredited program designed for working nurses. Thousands of nurses have completed their BSN program with FlexPath, that allows you to control your pace and set your own deadlines. With FlexPath, you can complete your RN-to-BSN program in 9 months and under $10,000. Fastest 25% of students. Cost varies by pace, transfer credits, other factors. Fees apply.

Enrollment: Nationwide, but certain programs have state restrictions. Check with Capella for details.

• MSN - Adult-Gerontology Primary Care NP
• MSN - Nursing Informatics
• MSN - Care Coordination
• MSN - Nursing Leadership & Admin
• See more Capella nursing programs

At Purdue Global, discover a faster, more affordable way to earn your Nursing degree. Purdue Global is committed to keeping your tuition costs as low as possible and helping you find the most efficient path to your degree.

Enrollment: Nationwide, but certain programs have state restrictions. Check with Purdue for details.

• Accelerated BSN-to-MSN
• MSN - Adult-Gerontology Acute Care NP
• MSN - Psychiatric Mental Health NP
• MSN - Nurse Educator
• MSN - Executive Leader
• MSN - Nurse Informatics
• MSN/MBA Dual Degree
• See more Purdue nursing programs

WGU's award-winning online programs are created to help you succeed while graduating faster and with less debt. WGU is a CCNE accredited, nonprofit university offering nursing bachelor's and master's degrees.

• BSN-to-MSN - Nursing Education
• RN-to-MSN - Nursing Education
• BSN-to-MSN - Family NP
• BSN-to-MSN - Psychiatric Mental Health NP
• RN-to-MSN - Nursing Leadership & Management
• See more WGU nursing programs

3. Nurse Administrator/ Executive

Nurse administrators manage day-to-day operations for nursing staff either on a specific unit or throughout an entire hospital. 

Other responsibilities include budget and financial planning, creating operational strategies, as well as decision-making regarding staffing and protocols. 

Specific job duties will depend on the size and organization of the facility of employment. 

4. Nurse Manager

Nurse managers typically manage a specific unit or department. Nurse Managers create schedules for employees, give annual performance reviews, and help create policies within the unit. The average annual nurse manager salary ranges from $107,248 to $121,300, making it a lucrative leadership position for nurses.

>> Related:  Charge Nurse vs Nurse Manager: What's the Difference?

5. Nursing Director

The nursing director's responsibilities include overseeing the nursing staff, as well as communicating between the nursing and medical teams and other healthcare professionals throughout the organization. They are responsible for reviewing policies and procedures, implementing changes, developing a budget, and supporting the staff.

This high level of responsibility warrants one of the highest nursing leadership salaries. Read our comprehensive guide to learn more about director of nursing salary expectations and factors.

Nurse leaders are required to have a specific set of skills in order to be effective. Common skills include 

• Strong decision-making skills
• Conflict resolution
• Effective communication
• Adaptability
• Prioritizing quality and safety 
• Strong bedside clinical skills
• Knowledge of budget and policy
• Business mindedness
• Delegation skills 
• Strong critical thinking skills
• A positive attitude
• Honesty and loyalty
• Passion for their jobs

The education needed to become a nurse leader varies depending on the position. For example, a Chief Nursing Officer would benefit from a Master’s degree in Business Administration (MBA) or a Master’s Degree in Healthcare Administration (MHA). 

More education is always better for leaders in healthcare. Most nurse leaders can expect to earn a degree in an MSN to be an effective leader. Additional education and degrees open many doors for individuals and will make you more competitive with potential employers. 

This will vary depending on the location and position but ideally, a nurse leader should be committed to providing the best care to patients in the unit as well as the staff. 

Nurse leaders should be able to positively influence their employees and strive for excellence and commitment. 

A good nurse leader should be present on a consistent basis in the unit, department, or healthcare setting. 

There are a variety of leadership styles for becoming an effective nurse leader. These include, 

• Transformational
• Laissez-faire

Transformational leaders will utilize a collaborative leadership style by using a shared vision for a unit/department/healthcare setting to encourage and inspire change. 

Democratic leadership uses a shared leadership style in which others (staff nurses/other healthcare professionals) guide decision-making and management. 

A laissez-faire leadership style is a facilitative one in which a leader makes few decisions. Autocratic leadership is a unilateral style in which the leader delegates to others with rules and orders. 

Servant leadership is a supportive style in which the leader provides team members with the skills, tools, and relationships they need to perform to the best of their ability. 

Nurse leaders are essential to the organization of a healthcare system. They allow bedside nurses to function effectively, patients to receive appropriate and safe care, and ideally will advocate for the nursing staff on a variety of issues. 

Nurse leaders can help create a positive work environment for staff and patients alike. 

Furthermore, nurse leaders will help alleviate staffing concerns, manage payroll, and should be available to staff on a regular and consistent basis. 

If you are already an RN, becoming a nurse leader will take time and dedication. 

The first step is speaking with your nurse manager and inquiring about training to become a charge nurse on a unit or a nurse supervisor. This can act as an introduction to leadership positions. Responsibilities will vary but they will include multi-tasking, overseeing nursing assignments, reassignments and more. 

If the roles and responsibilities of a nurse leadership still excite you, consider gaining additional education in the form of an MSN, MBA, and/or MHA. These are often a requirement for most nurse leader positions.

Kathleen Gaines (nee Colduvell) is a nationally published writer turned Pediatric ICU nurse from Philadelphia with over 13 years of ICU experience. She has an extensive ICU background having formerly worked in the CICU and NICU at several major hospitals in the Philadelphia region. After earning her MSN in Education from Loyola University of New Orleans, she currently also teaches for several prominent Universities making sure the next generation is ready for the bedside. As a certified breastfeeding counselor and trauma certified nurse, she is always ready for the next nursing challenge.

Plus, get exclusive access to discounts for nurses, stay informed on the latest nurse news, and learn how to take the next steps in your career.

By clicking “Join Now”, you agree to receive email newsletters and special offers from Nurse.org. We will not sell or distribute your email address to any third party, and you may unsubscribe at any time by using the unsubscribe link, found at the bottom of every email.

Home — Essay Samples — Life — Nurse — Importance of Leadership in Nursing: Styles and Impact

Importance of Leadership in Nursing: Styles and Impact

• Categories: Leader Nurse

About this sample

Words: 784 |

Published: Sep 12, 2023

Words: 784 | Pages: 2 | 4 min read

Table of contents

Leadership styles in nursing, adapting leadership styles, impact of effective nurse leadership, elevating nursing values.

Cite this Essay

Let us write you an essay from scratch

• 450+ experts on 30 subjects ready to help
• Custom essay delivered in as few as 3 hours

Get high-quality help

Dr Jacklynne

Verified writer

• Expert in: Life

+ 120 experts online

By clicking “Check Writers’ Offers”, you agree to our terms of service and privacy policy . We’ll occasionally send you promo and account related email

No need to pay just yet!

Related Essays

2 pages / 968 words

2 pages / 933 words

2 pages / 795 words

4 pages / 1642 words

Remember! This is just a sample.

You can get your custom paper by one of our expert writers.

121 writers online

Still can’t find what you need?

Browse our vast selection of original essay samples, each expertly formatted and styled

Related Essays on Nurse

In a world filled with countless career paths and opportunities, the decision to become a nurse is one that requires a special kind of dedication, compassion, and resilience. From the bustling emergency room to the quiet halls [...]

Many times, we are inspired by the people we are surrounded by. When I was quite young, my aunt who is a nurse, changed the bandages on my injured hand, taking care of me. I admired her for it and from the age of eight I [...]

The nursing shortage in the healthcare industry has become an increasingly pressing issue in recent years. According to the American Association of Colleges of Nursing, the United States could experience a shortage of [...]

Nursing as a profession is rooted in the nurturing and care of individuals, families, and communities to achieve optimal health. The development of a professional identity is crucial for nurses as it impacts patient care, career [...]

Why do you want to become a nurse? When being asked such question I would respond that Nurse Practitioner is a great occupation for me because it satisfies my personality, interests, and values. I took two personality tests and [...]

In this paper I will describe my personal philosophy of nursing. A philosophy of nursing is a statement, sometimes written, that declares a nurse’s beliefs, values and ethics regarding their care and treatment of patients while [...]

Related Topics

By clicking “Send”, you agree to our Terms of service and Privacy statement . We will occasionally send you account related emails.

Where do you want us to send this sample?

By clicking “Continue”, you agree to our terms of service and privacy policy.

Be careful. This essay is not unique

This essay was donated by a student and is likely to have been used and submitted before

Download this Sample

Free samples may contain mistakes and not unique parts

Sorry, we could not paraphrase this essay. Our professional writers can rewrite it and get you a unique paper.

Please check your inbox.

We can write you a custom essay that will follow your exact instructions and meet the deadlines. Let's fix your grades together!

Get Your Personalized Essay in 3 Hours or Less!

We use cookies to personalyze your web-site experience. By continuing we’ll assume you board with our cookie policy .

• Instructions Followed To The Letter
• Deadlines Met At Every Stage
• Unique And Plagiarism Free

Modern Nurse’s Role: Leadership Essay

• To find inspiration for your paper and overcome writer’s block
• As a source of information (ensure proper referencing)
• As a template for you assignment

Modelling an environment in which the relationship between nurse and patient is expressed as trusting and supportive is an integral part of a nurse practitioner’s professional activities. The use of theoretical leadership concepts and care management models that constitute the importance of pre-designing the type of relationship plays an important role in such planning. Determining factors for the practical realisation of theoretical models regulating the choice of a particular model or the use of a particular concept are the patient’s current state, anamnesis, personal attitudes and behaviour patterns, and communication with family members ( The GMC’s expectations , 2020). Thus, by collecting all the data and carrying out analytical work, a qualified nurse will build a type of relationship in which leadership and delegation of responsibilities are balanced to speed up a patient’s recovery.

In order to unite the knowledge gained from the academic course, as well as to systematise and structure their skills, students were asked to investigate a patient’s case study in detail. It should be noted that such a task makes it possible to transfer theoretical models to clinical practice to determine the completeness of the author’s knowledge and skills and gain the necessary medical experience for future work with patients. Thus, summarising what was said above, the purpose of this essay is to provide a professional assessment of the proposed case study and then determine the diagnosis, causes and nature of the treatment.

The construction method of this work consisted of a study of the individual phases required to create an overall holistic picture of the scenario. Thus, the proposed case study was first discussed in detail, and some of the constraints that a nurse practitioner cannot meet during her professional duties were identified. This is followed by establishing ethical standards that cover the problem of communication with patients who demonstrate destructive behaviour. The author of this paper then turns to some known theoretical models of care and offers a description of them so that the reader gets a full picture of the possibilities potentially used to solve the case’s problem. The next steps are to apply the concepts studied to the proposed scenario, discuss inter-professional cooperation and some of the consequences of negative attitudes on the part of patients.

Although theoretical models of care and the nature of relationships with problem patients are often more optimistic than their practical implementation, any qualified nurse must adhere to a professional code. Even when a patient demonstrates completely offensive and unacceptable behaviour, the clinical specialist must remain cool and steadfast (Yu et al., 2019). This idea was the basis for the scenario described in which a 62-year-old woman needed medical help from the London Clinic’s gastronomic department. Thus, there were two factors at once that argued that the patient would be problematic, namely verbal abuse of the host nurse and the words of colleagues that the woman, pretending to be sick, actually resided in the clinical wards for an indefinite period because she did not have her own home. Subsequently, during the clinical “treatment”, the homeless woman showed more outrageous behaviour episodes: according to the text of the script, some of her colleagues were unable to stand it. The main difficulty was making the older woman aware of the need to be transferred to an appropriate institution to provide her with real help and support. In other words, the woman would have a chance to have a free house, food and communication that would not be difficult for both parties (Barron and West, 2017). However, the patient stuck to her motives and refused to sign the papers. The conflict culminated when an injured employee openly disrespected the patient. On the other hand, the storyteller of the case was able to show the necessary tolerance and determination so that the patient was eventually transferred to a nursing home where she would be taken care of by highly specialised professionals.

There is no doubt that any health care worker will be offended and insulted after inappropriate behaviour towards them. Moreover, if these insults are justified by the ethnic or cultural characteristics of the individual, the wound from such aggression can be even deeper (Smith, 2018). However, the professionalism of an employee at a modern clinic calls for the absence of personal feelings and emotional worries and the ability to overcome such deviant behaviour (MacLean et al., 2017). However, it must be recognised that not all employees can tolerate this: and although episodes of intolerance and aggression are not acceptable for the healthcare institution, it is possible to understand the motives of medical workers. Personal grudges coming from a patient, combined with possible work stress or problems in relationships, can destroy person’s well-being (Stephenson, 2018). This, in turn, will have an impact on employee productivity.

Based on the preceding, it seems advisable to develop an organisational action plan that will be used as a protocol in the event of repeated cases of destructive treatment by the clinic’s patience. The core principles of benevolence and tolerance should be the basis for such a plan ( NHS Wales , 2016; Ridgway, Mason-Whitehead and McIntosh-Scott, 2018). The use of some of the theoretical foundations of nursing care is also a necessary step (Watkins, 2020). Moreover, the relationships built should guarantee compliance with the code of ethics and rules of friendliness.

There is no doubt that the roles of the modern nurse for advanced clinical practice have expanded noticeably. Although a modern nurse’s tasks still include technical duties, their importance has significantly increased (Leary and MacLaine, 2019; Thomas, 2016). For instance, a nurse can independently monitor and treat certain groups of patients and use a doctor’s services for accompanying consultations. While this work’s prestige is gradually growing, organisations are being established around the world to provide support for employees in this sector (Marangozov, Williams and Buchan, 2016). This is justified by the idea that nurses with the latest knowledge can do their work better and more efficiently, which will affect not only the well-being of patients but also nurses’ satisfaction with their work.

The high professionalism of a nurse is the most important moral factor in the partnership, collegial relationship between a nurse and a doctor, and a nurse-patient system. The family name, the non-official nature of relationships in the performance of professional duties, deliberate insults and disrespect for the interlocutor’s opinion are condemned by medical ethics (Bijani et al., 2017). Therefore, for example, if a nurse has doubts about the appropriateness of the patient’s wishes, she must tactfully discuss the situation first with the patient and, if there is still doubt, consult higher-level workers.

Another important problem concerning the nurse-patient relationship is the apparent ageing of the population. There is no doubt that modern medical advances are much more skilled at coping with painful conditions, which means that the patient’s overall age is legitimately increasing. Thus, the obvious pattern is that ageing patients leads to an increasing proportion of chronically ill patients. In turn, this effect can cause a raise in irritability, aggression, and hatred among older patients (Vernon, 2016). This is true for the scenario under discussion, in which the 62-year-old woman cannot adequately maintain a professional dialogue and exhibits acts of hostility toward the clinic staff. Especially in these circumstances, a nurse must strive to establish a trusting relationship with the patient that promotes psychological peace of mind and physical healing (Mathieson, Grande and Luker, 2019). So, it is important to note that managing a conflict situation is a nurse’s job, and therefore, in-depth research of leadership mechanisms is prioritised.

Regardless of the specifics, the leader in an organisation is traditionally defined as a team member who is recognised as having the authority and right to make important decisions in critical situations. This is especially true when the workforce is divided and not constructive: the probability of a unified opinion or all employees’ involvement is greatly reduced (Mesthri, 2018). In this case, the leader’s importance lies in the performance of the regulatory role in the team, including the clinical organisation (Ellis, 2018). It is fair for any group to say that the leader forms a team whose efficiency and productivity largely depend on its personal qualities and character traits. Peculiarities of subordinates, style of relations, microclimate, the psychological atmosphere in the group: all this is largely determined by the leader’s personality (Asghar and Oino, 2017). It follows that it is the leader’s qualities — whether it is the head nurse, practitioner or trainee — that determine the effectiveness of management activities and the regulation of team relationships.

However, it is fair to recognise that a working team for a clinical worker can also be a nurse-patient system where there is regular interaction between the two parties. In this regard, a nurse who has taken over the responsibility of leading the patient recovery process is characterised by several roles, which can also be used together (Mimeo, 2016). The most obvious role for a leader nurse seems to be that of a coordinator of the joint activities of the persons involved. The essence of the administrative function is not so much the independent performance of the work as the delegation of responsibilities and instructions to other group members. For example, a nurse is not obliged to feed a patient or perform hygiene procedures, but it is in their power and competence to create an environment in which patients will perform these procedures independently (Phillips and Norman, 2020). In this sense, it is worth acknowledging that the administrator may be uncomfortable with delegating professional responsibilities in some cases. The reason for that, as a rule, are the personality characteristics of the individual, the inability to work in a team and excessive leadership (Magnusson et al., 2017). As a result of this relationship model, the leader deprives the patient of a sense of responsibility and prevents them from being involved in the work.

For this reason, in the scenario under discussion, some of the colleagues have experienced an emotional crisis that seems to be provoked by differences between working expectations and a practical case. The desire to show high leadership qualities becomes a decisive factor for employees. However, the unprofessional initiative can cause pressure on the patient. This, in turn, triggers a defensive response, expressed, as in this case, through insults and then an open conflict between the parties. On the other hand, the storyteller did not seek to become an active leader but illustrated a true leader’s hidden qualities. By listening to the patient’s requests and seeking to provide her with the necessary level of comfort, the author created a favourable environment of trust, in which the patient made her own decision to transfer to a nursing home.

Activity as a process planner can become an alternative role model typical for a nurse leader. Such a leader often takes on developing the methods and means by which the group achieves its goals (Ellis, 2016). This function can include both immediate identifying steps and developing long-term action plans. Although this scenario did not explicitly mention the manifestations of the planning leader, the collective idea of the need to transfer the woman defined the goal of nursing care. One of the most important functions of a modern nurse leader is to set goals and the basic behaviour of a group (Steinmann et al., 2018). Group goals and methods of achieving them can be realised through the guidance of superiors, through subordinate participants’ needs or as the leader’s expression of will. It has been repeatedly mentioned in the scenario that an elderly patient had individual needs and wanted to be treated with respect, although she was not prepared to show courtesy and friendliness towards the clinic staff. An effective leadership strategy executed by the storyteller had full respect for the homeless woman and an episode of listening to her complaints (Abdelrahman and Abdelmageed, 2017). The author then revised the material and proposed a ready-made solution, which proved to be acceptable to the patient despite previous acts of disagreement.

It is important to recognise that the definition of personal qualities that establishes a nurse’s role as a leader is very important in the context of the discussion on this issue. In other words, by carefully considering how a leader should act, the employee has a better chance of effectively fulfilling this role. Thus, the research direction in leadership studies from a trait-based leadership perspective was influenced by the English psychologist and anthropologist Francis Galton, who put forward the idea of heredity in the nature of leadership (Trait-based leadership, 2016). This approach’s basic idea was to believe that if a leader has qualities that are hereditary and that differ him from others, then these qualities can be distinguished. Leaders tended to be distinguished by their intelligence, desire for knowledge, reliability, responsibility and activity (Weberg and Davidson, 2019). However, effective leaders found to show different personalities in different situations. A modern leader in medicine must have a spectrum of several personal traits that can be used depending on the specific situation (Carragher and Gormley, 2017). First and foremost, this concerns enthusiasm: having this trait meets the demands for optimism and hope. A homeless patient began to trust an employee that showed proper initiative towards her. Reliability is the second quality of a leader: a person who is honest and open in all affairs and relationships. So, despite the initial insults, the storyteller continued to perform his professional duties. Any leader must be disciplined: the nurse can lead others because she knows how to behave herself. In this regard, the intermediate position of a nurse seems to be a very suitable role for demonstrating leadership skills. Other generalised leadership traits may include confidence, calmness, determination, humour, loyalty and an analytical set of mind.

The leadership theories applicable to clinical practice are no different from those that apply to organisational management, the financial sector and large enterprises. In part, this is justified by the similarity of the procedures being performed and the objective’s identity: to achieve maximum optimisation of internal processes. Therefore, theories of the great man or situational leadership can be discussed in the context of medical leadership (Stanley, 2016; Heatley, 2018). In addition, the theory of personality traits, which has already been discussed above, can also be included.

According to the great human theory, great leaders who can advance processes and fundamentally change existing ecosystems are born out of nature, not influenced by the environment or education. The core of this theory is that all people are born with certain traits, and the set of natural features of true leaders is very different from those of all other people. It is these specific traits that enable them to lead the masses and write history. In the context of the case study under discussion, this seems to be a theory that is too broad for the London Clinic staff, but the fact that only one nurse was able to show proper leadership may indirectly indicate that the theory of the great man can be applied.

Situational leadership is based on the idea that managing people in different styles and the level of development of employees concerning a task positively affects the team. These styles are based on the principles of mentoring, guidelines, support and delegation. The direction is achieved by setting clear orders with a high level of nurse control. Mentoring leadership styles are task-oriented and people-oriented (Cabral, Oram and Allum, 2019). In this case, the manager explains the decisions, sells the idea, listens to the patient’s opinion, but the control and setting of tasks are done continuously. In a supportive mode, a nurse is even more focused on people than on the task. Thus, they try to help the subordinate in every way possible, with almost no intermediate control. During the delegation leadership, all authority, rights and responsibilities for the task are delegated to the subordinate: the manager does not interfere in the workflow.

Thus, there is every reason to believe that situational leadership applied to a homeless woman. If you examine the text of the scenario in more detail, you can understand that the narrator demonstrated a combination of supportive and delegated leadership styles that resulted in the goal being achieved. Specifically, during the initial appointment, a nurse did not interfere with the conflict or respond to public insults in her direction. This can be seen as a delegation of delegated management authority at a given time and not create a negative communication experience. When the leader nurse brought dinner to the woman and listened to all the complaints, it was an example of a supportive situational leadership style. After assessing current problems, the author proposed the solution that was also justified by the real threat to the health and safety of the patient, the COVID-19 pandemic.

These same statements are also true for relational leadership, which is based on relationships. The nurse who told this story, unlike her colleagues, did not seek to hurt the patient’s feelings or humiliate her in return. On the contrary, guided by the laws of relational leadership, the nurse invested her energy, strength and time in building a relationship of trust with a problematic client (Cardiff, McCormack and McCance, 2018). Indeed, there were risks involved, as such investments may not have the right effect, but it worked in this case. The nurse allowed the patient to get involved in her recovery and was actively interested in the woman’s opinion. By expanding her rights in the patient-nurse system, the employee allowed the woman to manage the care process and demand that certain needs be met. At the same time, the author only displayed ethical behaviour and never argued with a homeless woman. In the end, this determination led to a positive result, and the patient was discharged from the hospital on her own will.

It is wrong to believe that such a leadership style can only be justified by the narrator’s personal desire to help the patient. On the contrary, previous work to create a favourable environment, conducted by the clinic management, the attending physician and the participating nurses, could have led to an unacceptable outcome. It must be recognised that an act of intolerance on the part of one of the nurses could have been an exception, which means that this behaviour was programmed unacceptable in that department of the clinic. In addition, as an intermediate link in the healthcare system, the nurse went to consult with the head of the clinic, who instructed them to obtain the client’s signature by all means possible. Finally, nurses received support from the nursing home colleagues, who proposed a final solution to the problem. Thus, achieving the goal was only possible thanks to the active engagement of the parties involved. Summarising the above, it should be noted that interprofessional intervention has positive results for any organisational process. In addition, having diverse colleagues promotes competition, which is important for the motivation of employees.

The discussion of the applicability of the cited knowledge to personal medical practice deserves special attention. As a nurse practitioner, I am sure that I will encounter many dissimilar patients. Indeed, while some may be loyal and polite, others may be intolerant and conflicting. So, the role of skilled nursing requires me to provide equal care to any patient, regardless of their behaviour. Nevertheless, using my knowledge of different leadership approaches will greatly facilitate my work practice. For example, for quiet patients, an excellent one is the democratic or partnership style. This statement is justified by assuming that calm and responsible patients listen to the health care provider and do not engage in conflict. On the other hand, for aggressive and intolerant patients, the best choice is situational or transformational leadership, involving some hierarchy.

It is also fair to acknowledge that working practice will not initially fully meet theoretical expectations. In turn, this can cause emotional imbalance and stress, affecting performance (Hunter et al., 2019). A professional needs to manage these states and identify possible negative factors promptly. In particular, the lack of extensive experience and the newcomer’s role in the team as a professional can be causes of stress. Learned leadership styles and acquired knowledge of soft skills would allow inhibiting the development of undesirable consequences. Thus, it must be concluded that a future medical practice is guaranteed to confront me with work problems and mistakes, but responding to them in a competent and timely manner will allow me to develop professionalism.

In conclusion, it should be said that a modern nurse’s role has significantly expanded, and therefore leadership is a major advantage for medical workers. In this paper, a training scenario was discussed in detail, in which good strategic leadership inhibited deviant behaviour. It was shown that the theoretical leader model is based on the idea of forming a social role that inspires the rest of the team and plans organisational tasks. In addition, delegation plays an important role, without which it is impossible to form trusting relationships. The work identified the basic style used by the storyteller in the proposed scenario, situational leadership, and found that relational management was also characteristic of this case.

Reference List

Abdelrahman, W. and Abdelmageed, A. (2017) ‘Understanding patient complaints,’ BMJ: British Medical Journal , 356, pp. 1-3.

Asghar, S. and Oino, D. (2017) ‘Leadership styles and job satisfaction,’ Market Forces, 13(1), pp. 1-13.

Barron, D.N. and West, E. (2017) ‘The quasi-market for adult residential care in the UK: Do for-profit, not-for-profit or public sector residential care and nursing homes provide better quality care’, Social Science & Medicine , 179, pp. 137-146.

Bijani, M., Ghodsbin, F., Fard, S.J., Shirazi, F., Sharif, F. and Tehranineshat, B. (2017) ‘An evaluation of adherence to ethical codes among nurses and nursing students’, Journal of Medical Ethics and History of Medicine , 10, pp. 6-12.

Cabral, A., Oram, C. and Allum, S. (2019) ‘Developing nursing leadership talent – Views from the NHS nursing leadership for south‐east England,’ Journal of Nursing Management , 27(1), pp. 75-83.

Cardiff, S., McCormack, B. and McCance, T. (2018) ‘Person‐centred leadership: A relational approach to leadership derived through action research,’ Journal of Clinical Nursing , 27(15-16), pp. 3056-3069.

Carragher, J. and Gormley, K. (2017) ‘Leadership and emotional intelligence in nursing and midwifery education and practice: a discussion paper,’ Journal of Advanced Nursing , 73(1), pp. 85-96.

The core principles of NHS Wales (2016) Web.

Ellis, P. (2016) ‘The role of the leader in personal development planning’, Wounds UK , 12(2), pp. 48-51.

Ellis, P. (2018) Leadership, management and team working in nursing . New York: Learning Matters.

The GMC’s expectations on relationships with patients (2020) Web.

Heatley, S. (2018) What is situational leadership and why is it hot right now ? Web.

Hunter, B., Fenwick, J., Sidebotham, M. and Henley, J. (2019) ‘Midwives in the United Kingdom: Levels of burnout, depression, anxiety and stress and associated predictors,’ Midwifery , 79, p. 1-8.

Leary, A. and MacLaine, K. (2019) ‘The evolution of advanced nursing practice: Past, present and future’, Nursing Times , 115(10), pp. 19-20.

MacLean, S., Kelly, M., Geddes, F. and Della, P. (2017) ‘Use of simulated patients to develop communication skills in nursing education: An integrative review’, Nurse Education Today , 48, pp. 90-98.

Magnusson, C., Allan, H., Horton, K., Johnson, M., Evans, K. and Ball, E. (2017) ‘An analysis of delegation styles among newly qualified nurses,’ Nursing Standard , 31(25), pp. 46-53.

Marangozov, R., Williams, M. and Buchan, J. (2016) The labour market for nurses in the UK and its relationship to the demand for, and supply of, international nurses in the NHS . Web.

Mathieson, A., Grande, G. and Luker, K. (2019) ‘Strategies, facilitators and barriers to implementation of evidence-based practice in community nursing: A systematic mixed-studies review and qualitative synthesis,’ Primary Health Care Research & Development , 20, pp. 1-11.

Mesthri, M.W. (2018) BSc in HR & Leadership MSc in Business Psychology. Web.

Mimeo (2016) Leadership: 7 ways to become a role model manager . Web.

Phillips, N. and Norman, K. (2020) ‘A case study of frontline nurse leadership informed by complex responsive processes of relating,’ Journal of Clinical Nursing , 29(13-14), pp. 2181-2195.

Ridgway, V., Mason-Whitehead, E. and McIntosh-Scott, A. (2018) ‘Visual perceptions of ageing; A longitudinal mixed methods study of UK undergraduate student nurses’ attitudes and perceptions towards older people,’ Nurse Education in Practice , 33, pp. 63-69.

Smith, M. (2018) What does the British public think is and is not racist? Web.

Stanley, D. (2016) Clinical leadership in nursing and healthcare: Values into action . New York: John Wiley & Sons.

Steinmann, B., Klug, H.J. and Maier, G.W. (2018) ‘The path is the goal: How transformational leaders enhance followers’ job attitudes and proactive behavior’, Frontiers in Psychology , 9, p. 2338-2342.

Stephenson, J. (2018) Being bullied or abused at work can impact on behaviour of nurses . Web.

Thomas, G. (2016) A brief history of nursing in the UK . Web.

Trait-based leadership (2016) Web.

Vernon, M. (2016) Our ageing population presents the NHS with its greatest challenge . Web.

Watkins, S. (2020) ‘Effective decision-making: applying the theories to nursing practice,’ British Journal of Nursing , 29(2), pp. 98-101.

Weberg, D. and Davidson, S. (2019) Leadership for evidence-based innovation in nursing and health professions . Burlington: Jones & Bartlett Learning.

Yu, F., Raphael, D., Mackay, L., Smith, M. and King, A. (2019) ‘Personal and work-related factors associated with nurse resilience: A systematic review,’ International Journal of Nursing Studies , 93, pp. 129-140.

• Delegation and Prioritization in Nursing
• “Perspectives on the Delegation of Hygienic Care” by Dumitrescu et al.
• Delegation in the Health Care Setting
• Mindfulness Meditation Program and Nursing Outcomes
• Catheter-Associated Urinary Tract Infection: Nurse-Sensitive Indicators
• Healthcare Quality and Safety in Practice
• Integral Nursing and Role Modeling Theories
• Nurse Leader as a Knowledge Worker
• Chicago (A-D)
• Chicago (N-B)

IvyPanda. (2022, June 16). Modern Nurse’s Role: Leadership. https://ivypanda.com/essays/modern-nurses-role-leadership/

"Modern Nurse’s Role: Leadership." IvyPanda , 16 June 2022, ivypanda.com/essays/modern-nurses-role-leadership/.

IvyPanda . (2022) 'Modern Nurse’s Role: Leadership'. 16 June.

IvyPanda . 2022. "Modern Nurse’s Role: Leadership." June 16, 2022. https://ivypanda.com/essays/modern-nurses-role-leadership/.

1. IvyPanda . "Modern Nurse’s Role: Leadership." June 16, 2022. https://ivypanda.com/essays/modern-nurses-role-leadership/.

Bibliography

IvyPanda . "Modern Nurse’s Role: Leadership." June 16, 2022. https://ivypanda.com/essays/modern-nurses-role-leadership/.

Academic Support for Nursing Students

No notifications.

Disclaimer: This essay has been written by a student and not our expert nursing writers. View professional sample essays here.

View full disclaimer

Any opinions, findings, conclusions, or recommendations expressed in this essay are those of the author and do not necessarily reflect the views of NursingAnswers.net. This essay should not be treated as an authoritative source of information when forming medical opinions as information may be inaccurate or out-of-date.

Reflection On Leadership And Management Skills

Info: 4211 words (17 pages) Nursing Essay Published: 14th Dec 2020

Reference this

Tagged: leadership

If you need assistance with writing your nursing essay, our professional nursing essay writing service is here to help!

Our nursing and healthcare experts are ready and waiting to assist with any writing project you may have, from simple essay plans, through to full nursing dissertations.

Cite This Work

To export a reference to this article please select a referencing stye below:

Related Services

• Nursing Essay Writing Service

• Nursing Dissertation Service

• Reflective Writing Service

Related Content

Content relating to: "leadership"

The importance of leadership is now widely recognised as a key part of overall effective healthcare, and nursing leadership is a crucial part of this as nurses are now the single largest healthcare discipline. Research into nursing leadership has shown that a culture of good leadership within healthcare is linked to improved patient outcomes, increased job satisfaction.

Related Articles

Leadership and time management skills.

Leadership is defined as the to make people understand to gain certain course, and also the leader must follow the same power of mind. Leader ship is not an authority of an organization but it’s...

Reflection: Application of Leadership Skills in Nursing

1. Introduction 1.1 This report looks at my existing leadership skills and how they have developed when implementing a postnatal group within my practice. Through developing this group, I will look at...

Reflection on Leadership, Communication and Teamwork

1.0 Introduction Complexities in assignments and projects have facilitated the adoption of team approaches to problem solving. In many learning institutions and places of work, team approach has led t...

DMCA / Removal Request

If you are the original writer of this essay and no longer wish to have your work published on the NursingAnswers.net website then please:

Our academic writing and marking services can help you!

• Marking Service
• Samples of our Work
• Full Service Portfolio

Related Lectures

Study for free with our range of nursing lectures!

• Drug Classification
• Emergency Care
• Health Observation
• Palliative Care
• Professional Values

Write for Us

Do you have a 2:1 degree or higher in nursing or healthcare?

Study Resources

Free resources to assist you with your nursing studies!

• APA Citation Tool
• Example Nursing Essays
• Example Nursing Assignments
• Example Nursing Case Studies
• Reflective Nursing Essays
• Nursing Literature Reviews
• Free Resources
• Reflective Model Guides
• Nursing and Healthcare Pay 2021

Inspiring Leadership in Nursing: Key Topics to Empower the Next Generation of Nurse Leaders

This article was written in collaboration with Christine T. and ChatGPT, our little helper developed by OpenAI.

Nursing leadership plays a crucial role in the healthcare industry, influencing the quality of patient care and the overall performance of healthcare organizations. As the nursing profession continues to evolve, aspiring nurse leaders must stay informed about the latest developments and best practices in nursing leadership. This comprehensive guide explores essential nursing leadership topics, offering valuable insights and strategies for success.

The Importance of Nursing Leadership

Impact on patient care.

Effective nursing leadership directly impacts patient care, ensuring that nurses provide safe, high-quality, and evidence-based care. Nurse leaders play a critical role in developing and implementing policies, protocols, and standards of practice that promote positive patient outcomes.

Topic Examples

• The role of nurse leaders in reducing hospital-acquired infections
• How nurse leaders can improve patient satisfaction
• The effect of nursing leadership on patient safety initiatives
• Combating health care-associated infections: a community-based approach
• Nurse leaders’ impact on the reduction of medication errors
• Promoting patient-centered care through nursing leadership
• The role of nurse leaders in implementing evidence-based practices to improve patient outcomes
• How transformational leadership can positively impact patient satisfaction
• The impact of nurse leaders on patient safety and error reduction initiatives

Medical Studies Overwhelming?

Delegate Your Nursing Papers to the Pros!

Get 15% Discount

+ Plagiarism Report for FREE

Influence on Organizational Performance

Nurse leaders contribute to the overall performance of healthcare organizations by guiding and supporting nursing teams, managing resources, and participating in decision-making processes. Their leadership helps create a positive work environment, reduce staff turnover, and improve patient satisfaction.

• How nurse leaders can contribute to reducing staff turnover
• The role of nurse leaders in improving the hospital’s financial performance
• Nurse leaders as drivers of organizational culture
• The integral role of nurses in healthcare systems: the importance of education and experience
• The relationship between nurse leadership and hospital readmission rates
• How nurse leaders can contribute to reducing healthcare costs
• The role of nurse leaders in promoting interprofessional collaboration to improve organizational performance
• Strategies for nurse leaders to foster a positive work environment
• The impact of nursing leadership on employee engagement and satisfaction

Advancement of the Nursing Profession

Nurse leaders advocate for nursing, promoting professional development, innovation, and research. They also work to elevate the nursing profession’s status, fostering collaboration and interdisciplinary partnerships.

• The role of nurse leaders in shaping the future of nursing education
• How nurse leaders can advocate for the nursing profession
• The impact of nurse leaders on the development of nursing standards and policies
• Encouraging research and evidence-based practice among nursing teams
• The role of nurse leaders in promoting interprofessional collaboration
• Encouraging the pursuit of advanced nursing degrees and certifications among nursing staff
• The impact of nurse leaders on shaping healthcare policies and regulations
• How nurse leaders can advocate for improved working conditions and fair compensation for nursing staff

Essential Nursing Leadership Skills

Communication and interpersonal skills.

Effective communication and interpersonal skills are crucial for nursing leaders. They must listen actively, express themselves clearly, and demonstrate empathy and understanding when interacting with colleagues, patients, and families.

• Active listening skills for nurse leaders
• Developing emotional intelligence in nursing leadership
• The role of nonverbal communication in nursing leadership
• Strategies for nurse leaders to improve communication with their teams
• How nurse leaders can facilitate open and honest feedback
• The importance of emotional intelligence in nurse leadership
• Strategies for nurse leaders to improve their communication skills with diverse populations
• The role of nurse leaders in fostering effective communication within interdisciplinary healthcare teams

Decision-Making and Problem-Solving Abilities

Nurse leaders must be skilled in making informed decisions and solving complex problems. They should be able to analyze situations, weigh the pros and cons of various options, and choose the best course of action.

• Critical thinking skills for nurse leaders
• Ethical decision-making in nursing leadership
• The role of evidence-based practice in nursing leadership decisions
• Strategies for nurse leaders to develop effective problem-solving skills
• The importance of collaboration and teamwork in decision-making for nurse leaders
• The role of nurse leaders in crisis management and emergency preparedness
• How nurse leaders can develop effective problem-solving strategies to address complex healthcare challenges

Time Management and Organization

Managing time and resources effectively is essential for nurse leaders. They must be able to prioritize tasks, delegate responsibilities, and balance competing demands to ensure the smooth operation of their teams and organizations.

• Prioritization techniques for nurse leaders
• The role of delegation in effective time management for nursing managers
• Strategies for nurse leaders to manage workload and reduce stress
• Balancing clinical and administrative responsibilities as a nurse leader
• Time management tools and techniques for nurse leaders
• The importance of delegation in nurse leadership
• Strategies for nurse leaders to effectively manage their workload and prioritize tasks
• The role of nurse leaders in creating efficient workflows and processes within nursing teams

Embracing Diversity and Inclusivity in Nursing Leadership

The value of a diverse nursing workforce.

A diverse nursing workforce brings unique perspectives, experiences, and skills to the healthcare environment, benefiting patient care. By embracing diversity, nurse leaders can foster a more inclusive and supportive work environment that encourages collaboration and innovation.

• The benefits of diverse nursing teams for patient care
• The role of nurse leaders in recruiting and retaining diverse nursing staff
• Addressing health disparities through a diverse nursing workforce
• The impact of cultural competence on nursing practice and leadership
• Encouraging diverse perspectives and experiences in nursing teams
• Global health learning in nursing and health care disparities
• The benefits of having a diverse nursing workforce on patient outcomes and satisfaction
• Addressing health disparities through culturally competent nursing leadership

Strategies for Promoting Diversity and Inclusion

Nurse leaders can promote diversity and inclusion by implementing hiring and promotion practices that support equal opportunities, offering cultural competency training, and actively addressing discrimination and bias within their organizations.

• Overcoming unconscious bias in nursing leadership
• The role of nurse leaders in fostering an inclusive work environment
• Strategies for promoting diversity and inclusion in nursing education
• The impact of diversity and inclusion on nursing team performance
• Encouraging cultural competence and sensitivity among nursing staff
• Implementing diversity and inclusion training programs for nursing staff
• The role of nurse leaders in fostering a culture of respect and inclusivity within nursing teams
• Strategies for nurse leaders to address unconscious bias and promote equity in the workplace

Developing and Mentoring Future Nurse Leaders

Identifying and nurturing leadership potential.

Nurse leaders play an essential role in identifying and nurturing the leadership potential of their staff. By offering guidance, encouragement, and opportunities for growth, they can help prepare the next generation of nurse leaders.

• Recognizing leadership potential in nursing staff
• Strategies for nurse leaders to develop their team’s leadership skills
• The importance of succession planning in nursing leadership
• Encouraging a growth mindset among nursing teams
• The role of mentorship and coaching in nurturing future nurse leaders
• Strategies for nurse leaders to identify and develop emerging nurse leaders within their teams
• The role of nurse leaders in creating leadership development programs for nursing staff

Mentorship and Coaching

Mentorship and coaching are invaluable for aspiring nurse leaders. By sharing their knowledge, experience, and insights, experienced nurse leaders can help guide and support those looking to advance in nursing.

• The benefits of mentorship for both mentors and mentees in nursing
• Developing effective mentoring relationships in nursing
• The role of nurse leaders in fostering a mentoring culture
• Strategies for providing constructive feedback and coaching to nursing staff
• Encouraging professional growth and development through mentorship
• The benefits of mentorship relationships for both mentors and mentees in nursing
• Strategies for nurse leaders to establish effective mentorship programs within their organizations
• The role of nurse leaders in providing coaching and feedback to nursing staff for professional growth

Promoting Teamwork and Collaboration in Nursing

The importance of teamwork in healthcare.

Teamwork is crucial for delivering safe, high-quality patient care. Nurse leaders must foster a culture of collaboration, encouraging open communication, mutual support, and shared decision-making among their teams.

• The role of nurse leaders in promoting effective teamwork
• Strategies for building trust and collaboration among nursing teams
• The impact of teamwork on patient care and safety
• The benefits of interprofessional collaboration in healthcare
• The role of nurse leaders in fostering a positive team culture
• The role of nurse leaders in promoting collaboration and teamwork among nursing staff
• Strategies for nurse leaders to address and resolve conflicts within nursing teams
• The impact of effective teamwork on patient outcomes and staff satisfaction in healthcare settings

Strategies for Building Effective Nursing Teams

Nurse leaders can build effective nursing teams by promoting shared goals and values, providing clear expectations and feedback, and recognizing and celebrating team achievements. Additionally, they should facilitate team-building activities and opportunities for professional development, which can strengthen team cohesion and performance.

• The importance of clear communication and expectations in nursing teams
• Strategies for addressing and resolving conflicts within nursing teams
• The role of team-building activities in fostering collaboration and trust among nursing staff
• The impact of shared decision-making on nursing team performance
• Encouraging a culture of continuous improvement and learning within nursing teams
• The role of nurse leaders in selecting and retaining top nursing talent
• Strategies for nurse leaders to create a positive work environment that fosters teamwork and collaboration
• The importance of team-building activities and exercises for nursing staff

Advocating for Nursing and Improving Patient Care

Policy and advocacy.

Nurse leaders are responsible for advocating for policies and initiatives that support the nursing profession and improve patient care. They should be informed about healthcare legislation, engage in advocacy efforts, and encourage their teams to participate in policy-making.

• The role of nurse leaders in shaping healthcare policy
• Strategies for nurse leaders to advocate for the nursing profession at the local, state, and national levels
• The impact of nursing leadership on the development and implementation of healthcare policies and regulations
• Engaging nursing staff in policy discussions and advocacy efforts
• The importance of staying informed about current healthcare policy issues for nurse leaders
• The role of nurse leaders in advocating for policies that improve patient care and support the nursing profession
• Strategies for nurse leaders to effectively engage with policymakers and stakeholders
• The impact of nurse leaders on shaping healthcare policies at the local, state, and national levels

Driving Quality Improvement and Innovation

Nurse leaders must be committed to continuous quality improvement and innovation in patient care. By staying informed about evidence-based practices and encouraging their teams to adopt innovative approaches, they can drive positive change within their organizations and the healthcare industry.

• The role of nurse leaders in promoting a culture of continuous quality improvement
• Strategies for nurse leaders to identify and address areas for improvement in patient care
• The impact of nursing leadership on the implementation of evidence-based practices and innovations
• Encouraging a culture of creativity and innovation among nursing teams
• The role of nurse leaders in driving change and improvement in healthcare organizations
• The role of nurse leaders in leading quality improvement initiatives within their organizations
• Strategies for nurse leaders to foster a culture of continuous improvement and innovation among nursing staff
• The impact of nurse-led quality improvement projects on patient care and organizational performance

Fostering a Positive Work Environment

Creating a supportive and respectful culture.

A positive work environment is essential for nursing staff satisfaction, retention, and performance. Nurse leaders should foster a culture of support and respect where staff feels valued, empowered, and motivated to provide the best possible care.

• The role of nurse leaders in fostering a positive work environment
• Strategies for nurse leaders to promote a culture of support and respect among nursing staff
• The importance of addressing and preventing workplace bullying and incivility in nursing
• Encouraging open and honest communication within nursing teams
• The role of nurse leaders in promoting work-life balance and well-being among nursing staff

Addressing Workplace Challenges and Conflicts

Nurse leaders must be proactive in addressing workplace challenges and conflicts. They can maintain a healthy and productive work environment by developing and implementing strategies to manage issues such as workload, burnout, and interpersonal conflicts.

• The role of nurse leaders in conflict resolution within nursing teams
• Strategies for nurse leaders to address common workplace challenges, such as staffing shortages and burnout
• The importance of developing a proactive approach to addressing conflicts and challenges in nursing
• Promoting a culture of accountability and responsibility among nursing staff
• The role of nurse leaders in providing support and resources for nursing staff facing challenges and conflicts
• Conflict resolution strategies for nurse leaders
• The role of nurse leaders in mediating and resolving interprofessional conflicts within healthcare teams
• Strategies for nurse leaders to prevent and address workplace burnout among nursing staff

Lifelong Learning and Professional Development

Commitment to continuing education.

Lifelong learning is essential for nurse leaders to stay current with healthcare and nursing practice advances. They should pursue continuing education opportunities, research, and stay informed about industry trends and best practices.

• The importance of lifelong learning for nurse leaders and nursing staff
• Strategies for nurse leaders to promote a culture of continuous education and professional development within their teams
• The impact of continuing education on nursing practice and leadership
• Encouraging nursing staff to engage in professional development opportunities
• Transforming advanced nursing practice: embracing IOM recommendations and higher education
• The role of nurse leaders in staying informed about current nursing research and best practices
• The impact of continuing education on nursing practice and patient outcomes
• Strategies for nurse leaders to support and encourage continuing education among their nursing staff
• The role of nurse leaders in staying up-to-date with the latest nursing research, guidelines, and best practices

Encouraging Professional Development in Nursing Teams

Nurse leaders should support and encourage the professional development of their nursing teams. By providing resources, opportunities, and encouragement, they can help their staff grow professionally and contribute to advancing the nursing profession.

• The role of nurse leaders in identifying professional development opportunities for nursing staff
• Strategies for nurse leaders to create individualized professional development plans for their team members
• The importance of fostering a growth mindset among nursing staff
• Encouraging nursing staff to participate in conferences, workshops, and other professional development activities
• The role of nurse leaders in providing mentorship and guidance for nursing staff seeking career advancement
• The benefits of ongoing professional development for nursing staff and healthcare organizations
• Strategies for nurse leaders to create professional development opportunities within their organizations
• The role of nurse leaders in developing and implementing career advancement pathways for nursing staff

The Power of Inspiring Leadership in Nursing

Nursing leadership is a critical component of the healthcare industry, impacting patient care, organizational performance, and the advancement of the nursing profession. By mastering essential leadership skills, embracing diversity, promoting teamwork, and fostering a positive work environment, aspiring nurse leaders can make a meaningful difference in the lives of their patients, colleagues, and organizations. Committing to lifelong learning and professional development will ensure that nurse leaders remain at the forefront of their field, inspiring and empowering the next generation of nursing professionals.

Table of content

Crafted with Care:

Nursing Essays!

Precision, Passion, & Professionalism in Every Page.

Leadership essays

Nursing role in global health, practice experience, psychodynamic approach with transformative approach for organizational change, leadership in health sciences and nursing, advocacy in nursing leadership, power to influence, accountable care organizations for nurse leaders, impact of ehr on the management of patients’ health: implementation plan, what do you need to know about leadership essays.

Good nurses who are successful in their leadership roles can motivate and support their teams, coordinate resources to promote teamwork, and collaborate with others to achieve quality patient care. That’s why creating leadership essays aimed at developing qualities like decisiveness, problem-solving ability, having a vision of the future, and inspiring others to reach that vision are standard and significant writing assignments you may face during your studies.

Key Features of a Good Leadership Essay

Nursing leaders must make difficult decisions and have the communication and organizational skills to manage multiple tasks. They must also be able to quickly predict and respond to current changes in the healthcare system, advocate for their patient’s needs, and provide a safe and productive workplace. These principles are fully displayed in the leadership essay via the following things especially.

Appropriate Topic That is Relevant & Exciting

When choosing leadership essay topics, the best ones are related to the issues that significantly impact society as a whole and healthcare providers particularly – worldwide, nationally, and locally. Such essays differ in their practicality and solutions aimed to improve some aspects of nursing care. So try to avoid generic or utopian ideas that have nothing to do with actual clinical cases and real life.

Careful Research

Of course, you need to do your best to prepare and process materials for leadership essays. This can be difficult both due to the amount of information and finding relevant sources if your topic is narrow or poorly understood. So, naturally, you should be ready to dig deep to find unique hidden facts to write about in your essay.

Top Quality Leadership Essay Examples Just for You

Writing an essay on leadership could be an exciting experience but challenging if you’re facing the task at first or don’t know what to write about. Having some good examples as references may help a lot. So we’ve collected the broadest range of samples to help you to understand how to handle essay writing on leadership and provide valuable insights on how to prepare a quality paper effortlessly, what it should involve, and how to manage the content properly.

Why You Should Check Out Our Leadership Essays Examples

First, there’s a wide range of papers’ examples on various topics. Thus, you’ll easily find what you need via intuitive search. Next, it’s worth mentioning all our leadership essay examples are crafted by professional writers with backgrounds in their respective fields. These writing specialists deeply understand the subjects and top-tier content-producing skills. Besides, the writers know well what college professors expect from students, so you can undoubtedly use any of the paper examples, ensuring it meets the highest academic standards.

How Can Nursing Leadership Essay Samples Help You?

Try to search through your subject or topic to get an example of something particular or surf via category. In any case, every nursing leadership essay sample gives you good ideas on how to format and structure the paper to meet requirements properly. You’ll also learn from the attention to how the writer used elements such as language, tone, and word choice to create a powerful article.

While our samples are completely free, they could be helpful or damaging to a student, depending on how they use them. The best way to use our sample essay about leadership is to learn from it and apply that knowledge to your own work. But don’t try to copy parts of the text from them, as good work is original and completely unique.

Cannot Find the Right Free Essay Leadership Example?

Here are many of well-written samples, so you’ll have no difficulties finding one that can help. However, feel free to turn to our experts for assistance if you still have not picked up the right leadership essay example. Moreover, proficient nursing writers can always assist you in producing your own paper per your instructions and unique demands.

• AACN Synergy Model
• Advanced Practice Nurse (ADN)
• American Nurses’ Association (ANA)
• Communication

Essay on Nursing Leadership

Introduction.

Nursing leadership is a concept that has been evolving over the years. It is generally understood as how nurses use their knowledge, skills, and abilities to influence patient care and outcomes. Nursing leadership is about setting a vision for the future of healthcare and working to make that vision a reality. Zamboni et al. (2020) found that nearly 60% of nurse leaders said they were experiencing burnout, and another found that nearly 80% said they were concerned about the shortage of nurses. Despite these challenges, nursing leaders continue to strive to positively impact the healthcare system. Nursing leaders work to advocate for changes that will improve the quality of care and patient outcomes.

Nursing innovation and excellence are two important concepts for nursing leadership. Nursing innovation refers to creating new ideas or ways of doing things in nursing. Conversely, excellence refers to the quality of being outstanding or extremely good (Zamboni et al., 2020). In order for nursing leaders to be effective, they need to be able to combine these two concepts. They must be able to generate new ideas and then implement them in a way that leads to excellent care for patients. Only by constantly striving for innovation and excellence will nursing leaders be able to improve the quality of care and meet the ever-changing needs of patients.

Body of the paper

Nursing leaders are vital in promoting innovation and excellence within the nursing profession. By encouraging nurses to think creatively and experiment with new ideas, nursing leaders can help to foster a culture of innovation within their organizations (De Brún & McAuliffe, 2020). In addition, nursing leaders can also help ensure that nurses provide high-quality care to patients by setting high standards and expectations. By facilitating innovation and excellence within the nursing profession, nursing leaders can help improve patients’ quality of care.

Nursing leadership is critical to facilitating innovation and excellence in nursing care. Leaders play an important role in setting the tone for their team and fostering a culture of collaboration and innovation. They also provide direction and guidance when nurses face new challenges (O’Donovan et al., 2019). Leaders can help their teams provide patients with the best possible care by facilitating innovation and excellence in nursing care. In turn, this can lead to improved patient outcomes and a higher level of satisfaction with the care that nurses provide.

For instance, a nurse leader sets the tone for how nurses care for patients, work together as a team, and collaborate with other health care professionals. A nurse leader would be proactive in creating a plan for patient care, ensuring that all nurses are on the same page and working together to provide the best possible care (O’Donovan et al., 2019). A nurse leader would also be open to new ideas and willing to work with others to find the best solutions. In short, nurse leaders care about their patients and colleagues’ well-being and always look for ways to improve their care.

In nursing, leadership is vital to providing high-quality patient care and achieving positive outcomes. In today’s ever-changing healthcare landscape, it is more important than ever for nurses to be innovative, excellent leaders. By promoting a culture of innovation and excellence in nursing, we can ensure that our patients receive the best possible care. Nursing leaders play a critical role in this effort, providing direction and inspiring others to strive for greatness. When nurses can work together in an environment of innovation and excellence, patient care will improve.

De Brún, A., & McAuliffe, E. (2020). Identifying the context, mechanisms, and outcomes underlying collective leadership in teams: building a realist program theory.  BMC Health Services Research ,  20 (1), 1–13. https://doi.org/10.1186/s12913-020-05129-1

O’Donovan, R., Ward, M., De Brún, A., & McAuliffe, E. (2019). Safety culture in health care teams: A narrative review of the literature.  Journal of nursing management ,  27 (5), 871–883. https://doi.org/10.1111/jonm.12740

Zamboni, K., Baker, U., Tyagi, M., Schellenberg, J., Hill, Z., & Hanson, C. (2020). How and under what circumstances do quality improvement collaboratives lead to better outcomes? A systematic review.  Implementation Science ,  15 (1), 1-20. https://doi.org/10.1186/s13012-020-0978-z

Cite This Work

To export a reference to this article please select a referencing style below:

Related Essays

Ar problem identification, cybersecurity in government organizations, fostering wellness at nicklaus children’s hospital: an in-depth evaluation, dark web and online platforms, drug addiction and the brain’s reward system, detecting the presence of species using edna, popular essay topics.

• American Dream
• Artificial Intelligence
• Black Lives Matter
• Bullying Essay
• Career Goals Essay
• Causes of the Civil War
• Child Abusing
• Civil Rights Movement
• Community Service
• Cultural Identity
• Cyber Bullying
• Death Penalty
• Depression Essay
• Domestic Violence
• Freedom of Speech
• Global Warming
• Gun Control
• Human Trafficking
• I Believe Essay
• Immigration
• Importance of Education
• Israel and Palestine Conflict
• Leadership Essay
• Legalizing Marijuanas
• Mental Health
• National Honor Society
• Police Brutality
• Pollution Essay
• Racism Essay
• Romeo and Juliet
• Same Sex Marriages
• Social Media
• The Great Gatsby
• The Yellow Wallpaper
• Time Management
• To Kill a Mockingbird
• Violent Video Games
• What Makes You Unique
• Why I Want to Be a Nurse
• Send us an e-mail

• DOI: 10.1016/j.mnl.2024.05.008
• Corpus ID: 270453319

Adaptive Leadership in Virtual Nursing Environments

• M. Scortzaru , Marta DeVolt , +3 authors Julia Parazin
• Published in Nurse Leader 1 June 2024
• Medicine, Computer Science

4 References

Exploring the remote work challenges in the era of covid-19 pandemic: review and application model, a framework for building and maintain trust in remote and virtual teams, related papers.

Showing 1 through 3 of 0 Related Papers

Apply now for the Faculty Scholars Grant Program by the Foundation for Academic Nursing. This program supports two $25,000 faculty scholarship projects through 2025.

Exclusive graduate nursing student conference in Washington, DC, August 1-2. Students will explore opportunities to strengthen  leadership skills, evaluate  career path, and develop tools to sharpen communication and problem solving. 

Submit abstracts for AACN's faculty conferences to showcase your innovative ideas and research in nursing education.

Enhance your curriculum with learning strategies focused on building competency in well-being, self-care, resilience, and leadership.

Through June 15, AACN is offering all member schools a complimentary email spotlight  to accompany job advertisements on the AACN Career Center platform.

• Become the Next Faculty Scholar
• GNSA Conference
• Call for Abstracts
• New Well-Being and Leadership Tool Kit
• Maximize Faculty Recruitment

News & Data

Rounds with leadership: moving ahead with essentials implementation.

May 29, 2024

Explore AACN's Data Products and Services

May 21, 2024

Inside Syllabus - AACN Celebrates National Nurses' Month

May 06, 2024

The Essential Update

Current initiatives.

As the collective voice for academic nursing, AACN serves as the catalyst for excellence and innovation in nursing education, research, and practice. 

Well-being Initiatives

AACN actively promotes best practices and exemplars related to faculty and student wellness in our programming.

Partnerships & Leadership Engagement

Announced in January 2022, AACN is leading a two-year project, titled A Competency-Based Approach to Leadership Development and Resilience for Student Nurses, with funding from the Johnson & Johnson Foundation in partnership with the Center for Health Worker Innovation. 

Competency-Based Education for Practice-Ready Nurse Graduates

With funding through the  American Nurses Foundation’s Reimagining Nursing Initiative , AACN launched a three-year initiative earlier this year, titled  Competency-Based Education for Practice-Ready Nurse Graduates , to accelerate the move to competency-based education and the rapid adoption of the 2021 Essentials.

Diversity, Equity, & Inclusion

The American Association of Colleges of Nursing is a leading advocate for diversity, equity, and inclusion in nursing. AACN offers programs and resources to help nursing schools develop, promote, and advance DEI initiatives.

Conferences & Webinars

2024 Graduate Nursing Student Academy (GNSA) Conference

August 1-2, 2024 | Washington, DC

Academic Nursing Leadership Conference (ANLC) & Pre-Conference

October 14-16, 2024 | Washington, DC

Transform 2024 & Pre-Conferences

December 5-7, 2024 | New Orleans, LA

Doctoral Education Conference & Pre-Conferences

January 16-18, 2025 | Coronado, CA

Deans Annual Meeting & Pre-Conference

March 29-31, 2025 | Washington, DC

Graduate Nursing Admissions Professionals (GNAP) Conference

April 7-9, 2025 | Seattle, WA

Business Officers of Nursing Schools (BONUS) Annual Meeting

April 23-25, 2025 | Nashville, TN

Diversity Symposium

June 2025 | Location TBD

Our Mission

The American Association of Colleges of Nursing (AACN) is the national voice for academic nursing. AACN works to establish quality standards for nursing education; assists schools in implementing those standards; influences the nursing profession to improve health care; and promotes public support for professional nursing education, research, and practice.

“AACN is the only place that I can come and truly be among peers.”

Choose Your Role

Leadership Development

Explore programs and services designed to elevate your leadership capabilities in the nursing field.

Volunteer & Engage

Get involved with AACN through a variety of ways, from short-term projects to longer opportunities.

Resources for Deans

Access tools and connections to help your institution thrive and grow in academic nursing.

Teaching Resources

Explore AACN's education resources, curriculum guidelines, and tool kits to effectively position your nursing programs to meet the healthcare challenges of the new century

Leadership Networks

Join AACN's Leadership Networks to connect with peer professionals. Share best practices, success stories, and sharpen your leadership skills. Maximize your benefits by leveraging AACN resources.

Resources for Faculty

Access professional development opportunities and resources tailored for faculty in baccalaureate and graduate programs.

Scholarships & Financial Aid

Explore the various scholarships AACN offers for baccalaureate and graduate nursing students.

Apply to Nursing School

Simplify your application process by applying to multiple nursing schools with one application through AACN. 

Join the Graduate Nursing Student Academy (GNSA) and access valuable programs, services, and resources tailored for graduate nursing students at AACN member schools.