ADV LDRSHIP Resp 1
Discussion Questions
1. Describe a situation that you witnessed or heard in a professional setting that depicts emotional intelligence or the lack thereof. Describe the dynamics that applied to this concept as outlined in the lesson materials.
2. Describe two attributes that support therapeutic relationships with patients or colleagues to facilitate optimal care and improved patient outcomes. Explain how the tenets of emotional intelligence aid in relationship development and contribute to positive outcomes.
3. Most healthcare settings include multiple generations of nursing staff. As a nurse leader, how would you apply principles of emotional intelligence in the development of a mentorship program that addresses the needs of multiple generations of nurses?
RUBRIC: 20 pts
Exceptional
One post written in response to fellow learners’ post between 100-150 words. Response is substantive insightful and contain at least one reference.
STUDENT’S POST:
According to (Di Fabio & Sakslofske, 2014) emotional intelligence is a set of skills that defines how well we reason, and therefore how we manage our feelings. By managing our feelings, we affect the mood of others. On a daily basis, we influence our workday either negatively or positively depending on how we manage our emotional intelligence (EI) or emotional management. Daily, our personal and professional relationships, including our loved ones and our coworkers are impacted by how we perceive and act upon the concepts of job satisfaction, teamwork, team morale, and emotional engagement. Di Fabio & Sakslofske (2014) mention that their research demonstrates that EI is one of the most of the foremost predictors of professional success. EI underpins how well employees co-operate with one another, which has great consequences for the way our work is carried out.
When I got divorced a few years back, I wanted to make and save money. I found a job through the Alaska state to work at a hospital in Bethel, a place so remote that the only way to arrive at it is via plane or boat. It paid very well, but I felt very isolated. The only way I found to maintain my sanity was to truly engage in my work. I think during this experience, I truly embraced emotional intelligence. We had to work together as a team, had to respect one another, and communicate effectively in order to treat each other equally. Our patients were injured fishermen and we had to strive for the best possible outcome for the patient, and together we could deliver the quality healthcare needed.
Resilience and life satisfaction are two attributes that supported therapeutic relationships with my colleagues to facilitate optimal care and improve patients’ outcomes. Resilience by the ability to deal with negative experiences, be able to cope, and continue to withstand adversity. Each of us, sometimes just wanted to quit, but we didn’t because we needed each other to get the job done. Life satisfaction by the comprehensive cognitive judgment of our lives and therefore, finding subjective well-being. When the patient was finally stabilized and delivered to the emergency room in Anchorage, we all felt like we were the key to the high-quality delivery of care and made our lives meaningful.
Our current healthcare system employs mixed generations of nurses and nurse leaders must prioritize engagement strategies as a core function of their leadership role when managing such an extensive cultural gap in generations. It is essential that leaders cultivate an employee engagement culture across a multigenerational workforce (Hisel, 2020). Nurse leaders should take full advantage of the experience of the retiring generations to mentor and transfer critical knowledge to Gen X and Millennial nurses. A nurse leader can develop a mentorship program that can address multiple generations of nurses in one that incorporates the strengths in each generation, removing barriers and aligning the nursing workforce by providing meaningful mentorship and promoting an understanding and positive workforce.
References
Di Fabio, A., & Saklofske, D. H. (2014). Promoting individual resources: The challenge of trait emotional intelligence. Personality and Individual Differences, 65, 19–23. https://doi.org/10.1016/j.paid.2014.01.026 (Links to an external site.)
Hisel, M. E. (2020). Measuring work engagement in a multigenerational nursing workforce. Journal of Nursing Management, 28(2), 294–305. https://doi.org/10.1111/jonm.12921 (Links to an external site.)