Continued from Page 1

Linda Daum, MBA, RN, of McAllen, Texas, agrees with the need for critical thinking, which she further defines as the ability to prioritize tasks and to think logically, viewing all facts before taking action. "Nurses need to serve as role models for other staff," she said, "and they need to treat all members of the team as important to patient care."

Becoming competent in leadership doesn't sound as difficult as becoming certified in a clinical specialty, but both staff nurses and nurse administrators recognize that some nurses are more competent than others in the skills necessary to lead a patient care team. Some nurses seem to be natural leaders who balance expert clinical ability with excellent interpersonal skills, while others may need to learn how to do both.

Leadership skills can be learned. Carol Watson, Ph.D., RN, senior vice president at Mercy Medical Center in Cedar Rapids, Iowa, feels that mentorship is an important part of developing an individual's skills. "The didactic information about leadership is everywhere," she said, "but it's practicing the skills that is important. Nurses should find a mentor who exemplifies the skills they're seeking and learn from them."

Daum echoes that skills are developed because of role models. She advises nurses to look at both formal and informal leaders in their own environments and emulate the attributes they admire. She's quick to point out that education does not always come from an outstanding leader. "Even a poor leader can teach you skills," she said. "They may teach you how not to be. Two of my best role models were poor leaders. I vowed that when I was a leader, I would not treat employees or peers like they did."

McIntosh points out that nurses can ask for feedback on how they perform from managers and peers. If they want to focus on improvement, they can seek information and educate themselves.

Some leadership skills can be learned in formal classes. Seminars like "Dealing with Difficult People" and "Assertiveness Training" are really about learning techniques of communication, from understanding what works best with different personality types to improving oral, written and listening skills. Classes can augment what nurses learn from role models. Seeking new assignments also can help broaden knowledge and strengthen skills.

Learning opportunities

Favero credits some of her growth in leadership to what she learned during her OR nurse certification process. Her skills also grew when she had an opportunity to serve on a regional committee appointed to determine the core values of her organization.

Payment took on extra work when she agreed to serve as her unit's representative to the hospital's nurse practice committee. Now in her second term, she's been named to co-chair the committee with a nurse manager. "This experience has made me more well-rounded," she said. "I get to work with and learn from both staff nurse leaders and nurse managers. I've learned that hospital problems are complex and that there are different ways to approach and solve them. I'm able to use what I've learned to help other staff members become informed and to be a bridge between management and staff."

However leadership is learned, both managers and staff nurses agree that the best leaders share common attributes. Caring, respect for others, flexibility, integrity, honesty, consistency and fairness are traits of successful nurse leaders. Payment is clear about who the best leaders are. "They're the nurses with positive attitudes about our profession and what we do," she said. "They don't gossip or participate in the rumor mill. Their professionalism and dignity set a tone on the unit that makes it a better place for patients and staff."

Nurses may not think about their leadership competency as critically as they consider their clinical competency. Not every nurse chooses to take on the role of formal leadership as a nurse manager, but all nurses are in leadership positions. If they are competent in leadership skills, they can influence patient care and their environment positively. If they are incompetent leaders, they will contribute to a negative workplace and decrease the probability that their patents receive quality care.

Favero first realized this truth when her nursing school counselor said to her, "Sue, you're a born leader, but where are you leading?"

Contact Kathy Sanford at kathleensanford@hmh.westsound.net

Also read: Leadership model focuses on RN's authoritative role to boost uniformity, job satisfaction