Questions and Answers of Leadership in organizations

◾ What recent situation could have been handled better?
◾ With what types of tasks does the employee often struggle?
◾ What kinds of work does the employee visibly enjoy?
◾ What recent situation was handled particularly well?
◾ On what types of jobs does the employee consistently deliver solid results?
◾ If you have a low performer that’s dragging down others, address the issue now. Read on for guidance.
◾ If you have a star performer that isn’t being compensated fairly, visit HR to discuss potential solutions.
◾ Become intentional with recognition. Use your scheduling software to provide frequent reminders to identify legitimate successes (and efforts) that warrant appreciation. Search online for
◾ A key habit for leaders to embrace which provides a regular framework for practicing the four fundamental behaviors.
◾ Four fundamental leader behaviors which positively influence progress towards the required culture.
◾ Their unique role in nurturing the appropriate culture prior to (or at least in conjunction with) introducing tools.
◾ The need for their honest assessment and motivation to endure the challenges associated with leading a change effort.
◾ If you are not already familiar with common cause and special cause variation and the appropriate management of each, read Chapter 8 of W. Edwards Deming’s Out of the Crisis
◾ Develop a visual metric to track local performance for each objective, understanding that sustainment of the metric requires that the data must be very easy to attain. Well-designed graphs will
◾ Identify the top three to five organizational objectives which your team impacts. For each of these objectives, determine the level of performance required by your team to help the organization
◾ Make a list of potential red flag mechanisms as you round on your employees.
How much time is required to have a short but quality discussion on the status of work and also to touch base with them personally?◾ Identify what you can stop doing or delegate in order to begin
◾ Determine the appropriate frequency to meet with each of your employees.
◾ Do things look, sound, smell, and feel the way they should?
◾ Request a quality check; is it completed properly with the anticipated result?
◾ Audit various machine parameters; are they within the proper tolerances?
◾ Are visual metrics up-to-date and are results as expected?
◾ Are standards being followed (e.g., are tools and electronic files stored in the agreed upon location, are the correct process steps being followed)?
◾ Are bottlenecks protected (staffed, work staged in front of them)?
◾ Are people working on the right jobs?
◾ Do employees appear comfortable (physically and emotionally)?
◾ Is everyone wearing the appropriate personal protective equipment (PPE)?
◾ Think about the last time you received honest, but less than favorable feedback from someone who is subordinate in your organization. Did your response make it likely that feedback will be given
◾ Do you already have folks within your organization that care enough about you to provide honest feedback?– If so, take time today to tell them how much you appreciate their insight.– If not,
◾ How often do you act upon feedback? Do you close the loop with those providing the feedback so they know what you did with it?
◾ Do those brave and insightful souls who bother to give you feedback know how much you appreciate them? Do they come back?
◾ How do you respond when the feedback is less than pleasant? Do you listen to hear the intended message, rationalize, or get defensive?
◾ Are you approachable to all levels of employees within your organization? Do you approach them and get to know them as people first?
◾ Are the strategies for reaching that vision working?
◾ Is the vision for my company (department) still valid?
◾ How is my work/life balance scale currently tilted?
◾ Are the most important relationships in my life growing stronger or weaker?
6. Observed criteria by which leaders recruit, promote, and discipline?
5. Observed criteria by which leaders allocate rewards and status?
4. Deliberate role modeling, teaching, and coaching?
3. How leaders react to critical incidents and organizational crisis?
2. Observed criteria by which leaders allocate scare resources?
1. What leaders pay attention to, measure, and control on a regular basis?
4. Finally, do they know that you appreciate them?
3. Do you meet them where they work or do they always have to come to your office to talk?
2. Do you understand their dreams? Their fears? Their joys and pressures away from work?
1. Are you referring to your employees by the name they desire to be called?
7. Read Leading Change by John P. Kotter; it’s a logical and surprisingly straightforward masterpiece on a complex subject.
6. For each discrepancy, identify the management behaviors to start doing, stop doing, do more of and do less of to promote the new norms.
5. Identify the desired norms and beliefs.
4. Ask trusted customers, vendors, and employees that know your organization well to identify its current norms. How do we really behave? What do our actions reveal about what’s really important to
3. Give careful thought to the questions of the top three bullets above for your organization.
2. Access to an experienced guide is critical. Beware of anyone who claims to have made the trip before and knows the way. Your expedition will be different.
1. A properly motivated and committed leader is foremost. Untold setbacks will require inexhaustible encouragement and sharing of the vision. If personal gain is the leader’s motivation, those
3. Finally, you have graduated and moved to the city of your choice and are working at the health care facility of your choice. You are starting to apply all the knowledge and skills that you gained
2. You were recently hired on a nursing unit. What equipment and supplies do you need to protect yourself from occupational hazards?
1. Your best friend is getting married next month, and you are the maid of honor. You have already purchased a nonrefundable airline ticket to attend the bridal shower. You work in a very small
3. The process of certifi cation allows the registered nurse to A. demonstrate clinical expertise.B. demonstrate educational expertise.C. demonstrate clinical and/or educational expertise.D.
2. The optimal method to decrease fatigue when rotating shifts is to A. rotate clockwise.B. rotate counterclockwise.C. rotate nights to days only.D. rotate evenings to days only.
1. You have $1,000 that you would like to deposit into an account. Which of the following would offer the highest interest rate with the greatest fl exibility in accessing the money?A. money market
3. You are a new nurse who has been asked to interview for a position on the orthopedic fl oor.Develop a cover letter expressing interest in the position. Make a list of possible interview questions.
2. You are graduating in two months from a nursing program. Develop a resume using the format in this chapter.
1. Set up a group to study for the NCLEX with several of your friends. Have each member of the group buy an NCLEX review book from a different publisher.Practice answering questions for one to two
4. A patient had 20 mg of Lasix (furosemide) PO at 10 AM. Which would be essential for the nurse to include in the change-of-shift report?A. The patient lost two pounds.B. The patient’s potassium
3. A 16-year-old presents to the emergency department.The triage nurse fi nds that the teenager is legally married and signed the consent for treatment form. What would be the appropriate INITIAL
2. What is the primary function of a cover letter?A. to entice the prospective employer to become interested enough to read the resume B. to have a letter to include with your resume C. to include
1. Which of the following is the best response to the interview question “What are your strengths?”A. “I have many. Where do you want me to begin?”B. “I have strong communication skills,
2. You are taking care of a trauma patient in the ER.The patient has burns over 70% of his body. The likelihood of the patient’s survival is unknown.There is a lot of noise and distraction in the
1. The hospital where you work is in a predominantly white, non-Hispanic area. Lately, there has been an infl ux of migrant farmworkers from Mexico because local farms cannot fi nd local workers.What
4. The Traditional Generation may do which of the following?A. value working as one’s duty B. refl ect a speak-your-mind philosophy C. value working primarily for the challenge D. use the Internet
3. During orientation to work on a new unit, the nurse experiences a sense of isolation from his preceptors. Which of the following actions will best increase his socialization into the preceptor
2. Stephanie, the Gen-X night shift charge nurse, is requesting more time off than any other charge nurse. What reason for this best represents her generation? She A. prefers to work the day shift
1. Which of the following statements must be true for a multicultural team to work together successfully?A. Everyone should be focused on the same goals and objectives.B. All nurses should be from
2. As a hospice nurse, you are involved with pain control on a regular basis. Many of the medications prescribed for the management of pain also depress respirations.Divide into groups and determine
1. An elderly woman, age 88, is admitted to the Emergency Department in acute respiratory distress.She does not have a living will, but her daughter has power of attorney (POA) for health care and is
4. When the nurse is obtaining the patient’s consent, the patient states that the surgeon did not inform her of the risks of surgery. The nurse should A. tell the patient the risks.B. report the
3. The nurse demonstrates nonmalefi cence by doing which of the following? Select all that apply.A. observing the six rights of medication administration B. reviewing practitioner orders for accuracy
2. The primary role of an ethics committee is to A. decide what should be done when ethical dilemmas arise.B. prevent the practitioner from making the wrong decision.C. provide guidance for the
1. The nurse manager has an ethical responsibility to A. the patient.B. the organization.C. the profession.D. the patient, the organization, the profession, and society.
Note the Medical Liability Monitor at:www.medicalliabilitymonitor.com.
Check these Internet resources for legal information:www.fi ndlaw.com www.lexis.com www.aslme.com (American Society of Law, Medicine and Ethics)www.lpig.org (Law and Policy Institutions
Where can you fi nd a copy of the ANA Code of Ethics?www.nursingworld.org Search for Code of Ethics.
You have a patient who is to be transferred to a nursing home for recuperation. Where can you tell the family to look to evaluate the local nursing homes regarding their adherence to the federal
3. Which of the following elements is not necessary for a nurse to be found negligent in a court of law?A. a duty or obligation for the nurse to act in a particular way B. a breach of that duty or
2. A practitioner has issued a Do Not Attempt Resuscitate (DNAR) order for your patient, a fi ftyfi ve-year-old man with cancer. You spoke with the patient this morning, and he clearly wishes to be
1. You are given a written order by a practitioner to administer an unusually large dose of pain medicine to your patient. In this situation, which of the following is an appropriate nursing
2. Check this source of quality information:www.leapfroggroup.org
Go to:www.nursingworld.org Search for information about the Nursing Information and Data Set Evaluation Center. Note the ANA Recognized Classifi cation Systems listed.
2. The Web site for the Agency for Healthcare Research and Quality (AHRQ), formerly the Agency for Health Care Policy and Research (AHCPR), has a clinical information index page that lists evidence
2. These sites are recommended for a team that is looking for evidence-based guidelines or research studies for a particular diagnosis:National Guideline Clearinghouse:www.guideline.gov Cochrane
2. The Institute for Healthcare Improvement (IHI)also includes information on benchmarking:www.ihi.org
2. Visit the University HealthSystem Consortium(UHC) to search for benchmark data:www.uhc.edu
2. Think about your last clinical rotation experience.Identify one process that you believe could be improved and describe how you would begin improving the process. Use the FOCUS methodology.
1. Risk management, infection control practitioners, and a benchmark study have revealed that your unit’s utilization of indwelling catheters is above average. Brainstorm reasons why this may be
4. To participate effectively in the use of EBC, nurses must A. participate in the development, use, and evaluation of practice guidelines.B. read and analyze outcomes of research studies.C. involve
3. Following a sentinel event, which step would be initiated fi rst?A. No action B. Corrective action of personnel C. Reporting to health department/root cause analysis D. Immediate investigation
2. Identifying opportunities in the health care arena is the responsibility of which group?A. Administration B. Practitioners C. Patients D. Everyone quality assurance quality improvement sentinel
1. Which of the following describes the benchmarking process?A. Reviewing your own unit’s data for improvement opportunities B. Collecting data on an individual patient C. Reviewing data in the
Web sites offering non-electronic organizers and systems for time management: (e.g., Day-Timer, Franklin Covey):www.daytimer.com www.covey.com www.franklin.com■ Free on-line
Web sites offering electronic organizers (e.g., Personal Digital Assistant, Palm Pilot, Casio electronic organizer, Sharp electronic organizer):www.casio.com www.sharpeusa.com www.palm.com

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