Managing and Building Teams

Overview

The nurse leader must have strong interpersonal communication skills, be able to effectively manage conflict, and be able to build and develop high functioning teams. The purpose of this paper is for you to discuss a highly effective leader in your organization following the criteria in items 1-5.

Describe the characteristics of a highly effective leader. Which of these characteristics does the leader exhibit?

Describe the leader’s communication skills with staff, physicians, other members of the interdisciplinary team, peers, and executives. What techniques do they use to address sensitive topics and conflict? Is it effective? Be specific.
Discuss the types of interpersonal power they use to accomplish work and overcome resistance to change.
Describe the leader’s team(s). Are they high-performing? If so, please explain why the team is high performing. If not, why does the team not perform well?
Discuss the leadership skills the leader uses to building and manage groups and teams.

Due Date: Sat, Sep 26 by 8:00 a.m. Eastern Standard Time (EST) of the US.

References

Minimum of four (4) total references: two (2) references from required course materials and two (2) peer-reviewed references. All references must be no older than five years (unless making a specific point using a seminal piece of information)

Peer-reviewed references include references from professional data bases such as PubMed or CINHAL applicable to population and practice area, along with evidence based clinical practice guidelines. Examples of unacceptable references are Wikipedia, UpToDate, Epocrates, Medscape, WebMD, hospital organizations, insurance recommendations, & secondary clinical databases.

REFERENCES

Sulllivan, E.J. (2017). Effective leadership and management in nursing (9th ed.). Pearson.

ARTICLES:

Mueller, C., & Vogelsmeier, A. (2013). Effective delegation: Understanding responsibility, authority, and accountability. Journal of Nursing Regulation, 4(3), 20-27.

Tan, T., Zhou, H., & Kelly, M. (2017). Nurse-physician communication-An integrated review. Journal of Clinical Nursing, 3974-3988

Wickersham, A., Johnson, K., Kamath, A., & Kaboli, P. (2018). Novel use of communication technology to improve nurse-physician communication, teamwork,
and care coordination during bedside rounds. Journal of Communication in Healthcare, 11(1), 56-61

Style

Unless otherwise specified, all the written assignment must follow APA 7th edition formatting, citations and references. Click here to download a Microsoft Word APA template. Review this annotated student sample paper guide which draws attention to relevant content and formatting in 7th edition APA style.

NRSE_4580_M5_A11_WA_RUBRIC_BUILDING_AND_MANAGING_TEAMS

MORE INFO

Managing and Building Teams

Introduction

A team is a group of people who work together to achieve a common goal. Whether your business has one or many locations, it’s important to manage and build teams that are effective and efficient. This can be challenging when you have employees spread across the globe, but there are steps you can take to make it easier:

Build an engaged, high-performing workforce.

Employee engagement is the most important element of your workforce. It directly impacts business results and customer satisfaction, so it’s crucial to keep an eye on employee engagement levels.

Engaged employees are more productive, loyal and ethical. They’re also less likely to quit or be let go because they’re committed to their job and want the best possible outcome for their organization.
Disengaged employees are often unhappy with their jobs—and they feel this way even if they’re doing well at them! If you don’t take steps towards improving employee morale in your company, you’ll experience high turnover rates as frustrated employees leave before realizing what could have been done differently (and how much better things could be).

Evaluate and measure performance.

Evaluate and measure performance. There are a lot of benefits to measuring your team’s performance, but the most important one is that it lets you know what works and what doesn’t work for your organization as a whole. This can help improve efficiency in other areas of the business, like marketing or sales, as well as helping determine which employees need additional training or support from managers so they can reach their full potential within the company.
Use a performance management system that measures every employee on an individual basis rather than relying solely on team-based metrics like how many days they were absent without permission (DOWA). This will give each employee more incentive to perform well because they know whether or not their efforts have made an impact on other people’s lives outside of work hours – especially since some organizations may not even know who exactly failed until after all was said & done!

Review the performance management process.

The performance management process is a series of steps that help you and your employees improve performance. It helps you identify areas for improvement, then work with employees to address their needs in those areas.

The goals of the performance management process are:

To provide feedback about employee behavior and performance so that managers have information about what’s working well or not working well;
To develop plans for improving or addressing weaknesses;
To set realistic expectations for what needs to happen as a result of each step in the process (for example, if an employee doesn’t achieve all his goals by his target date).

Define your strategy for managing a workforce distributed across locations.

staffing, training and development
interaction with employees
communication technology (e.g., email)
scheduling: how do you want to schedule your workforce? Do you want flexibility? How do you want people to communicate with one another? Do they need to meet in person or can they communicate via phone or video chat? What kind of travel expenses are involved when sending someone on a business trip as part of their job responsibilities at your company?

Establish a common set of goals for your people.

Setting goals is a great way to help everyone working on the team know what they’re working toward. It’s important to define the problem before starting on a solution, though—don’t worry about what other people’s goals are or how much time it’ll take them to achieve them! Be ambitious but realistic; examples include:

Running 10 miles per week by June 2019

Losing 15 pounds by November 2019

Create new roles to develop your staff and meet business needs.

As a manager, it’s important to know what your goals are. It’s also important that you don’t get bogged down by other people’s goals.

Set realistic fitness goals for yourself and your team. If you’re trying to lose weight, set a goal of losing 5 pounds per month; if you want to run a marathon, aim for 10k by the end of next year (or at least start training).
Make sure everyone on the team knows their role in achieving these goals—and then hold them accountable!

Acquire top talent for vital positions.

It’s important to hire the right people for your organization. Hiring is a critical part of managing and building teams, but it can be difficult if you don’t know what to look for in candidates or how best to conduct an interview. Here are some tips:

Find people with the right skill sets. You don’t want someone who has no experience or training in your field—you need a candidate who will have the skills necessary to do well at their job and contribute positively towards company goals.
Look for candidates who fit into culture; they must be willing and able to work within its norms, values, expectations (etc.).

You can identify, promote, and reward the right employees by creating an employee development plan that matches your business strategy.

Define the problem before starting on a solution.
Set goals for your employees before you start.
Don’t worry about what other people’s goals are, and be ambitious but stay realistic! Examples: “I want to run a half marathon by May,” or “I want to lose 20 pounds in 3 months.”

Conclusion

At this point, you should have a clear understanding of how to create a team development plan that meets your business needs. You can also use this process for evaluating the performance of employees and reviewing any new positions that need to be added as part of an employee development plan.

Nursing Worker

Managing and Building Teams