Running head: PROFESSIONAL DEVELOPMENT PLAN 1

My Professional Leadership

Development Plan

Kalli Gillihan

Northwest Nazarene University

February 8, 2020
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Abstract

By developing a logical, professional blueprint, nurses can to reflect on the individual goals they

may have throughout their careers. This paper aims to identify my leadership style based on a

theory, distinguish a plan for ethical leadership using the Scope and Standards of Practice,

organize three measurable goals that address leadership skills, and to outline a professional

development plan. My professional developmental plan comprises of growth in the areas of

professionalism, commitment to life-long learning, professional self-care, and involvement in

professional organizations and politics. Using this organized arrangement, I will be able to

clarify my purpose as a healthcare leader.

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My Professional Leadership

Development Plan

As the complexity of our healthcare system continues to evolve, the nursing role is

continuously adapting to meet the needs of a diverse population. Identified by the IOM Future of

Nursing Report (2010), nurses must continually advance and develop leadership skills in order to

improve the future of healthcare. While multiple reports suggest the importance of nursing

leadership due to the ever-changing healthcare system, many nurses do not know how to get

involved or feel uncertain about how to become active leaders. By identifying my leadership

style, developing SMART goals, and transcribing a personalized professional development plan,

it can provide a framework for reference throughout my nursing career. Although this plan may

change throughout the years, the structure that creating a plan allows will hold me accountable

for achieving my goals and gives me the liberty to revamp it as needed.

Leadership Assessment

Diverse leadership styles can play a considerable influence on the overall status of an

organization. Using the University of Southern California’s leadership style quiz, I was able to

identify my leadership characteristics. After taking the quiz, based on a series of questions, it

computed that my characteristics align mostly with the transformational leadership style

(University of Southern California 2018). Developed by James Burns in 1978, this theory was

established to provide an organized structure, that in turn, leads to accomplishments, promotes

eagerness amongst employees, and pinpoints the values instilled by staff in the workplace

(Smith, 2011). According to the University of Southern California (2018), transformational

leaders possess seven traits, including; curiosity, communicative, visionary, team-first attitude,
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simplicity, charismatic, and tolerance for risk. The fundamental goal of transformational leaders

is to inspire others to flourish in the workplace. By following the transformational leadership

style, nursing leaders will feel more confident when dealing with the fluctuating policies in

healthcare and will be more equipped to impact the workforce (Smith, 2011).

Having transformational leaders in the healthcare setting brings about a vast amount of

advantages. Aligning with the seven traits listed, the characteristics of these leaders allow for

amplified collaboration amongst employees. It also can boost self-esteem in the workplace,

influence staff to work at their maximum potential, and persuade other leaders to become more

engaged in executing changes in policies and procedures (Smith, 2011, p. 44). Due to their

inspirational nature, transformational leaders upsurge patient satisfaction, employee satisfaction,

and encourages staff retention (Robins & Davidhizar, 2017). Roussel et al. (2020) urges, “the

need for transformational leaders is critical” (p. 29). “The transformational leadership style

recognizes areas in which change is needed, and guides change by inspiring followers by

creating a sense of commitment” (Smith, 2011, p .44). In healthcare, transformational leaders can

play an essential part in positively influencing change.

Despite research that highlights transformational leadership, history has also proved that

there are disadvantages to this leadership theory. As displayed by Adolf Hitler, there is a

potential for abuse of power because followers see transformational leaders as heroes and may

fail to challenge their decisions (Lee, 2014). According to Lee (2014), this heroic view seen by

followers may cause unethical and immoral decisions to be overlooked, and in turn, can cause

harmful consequences. Another barrier to transformational leadership is that the theory focuses

on how followers can support the organization but does not hold the leader accountable to exert

the same efforts (Lee, 2014). While followers may feel the sense to go above and beyond for the
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organization, there is no expectation for the leader, and thus, according to Lee (2014), “makes

the followers more susceptible to deception” (p. 18). Lastly, because followers are so devoted to

their daring leader, they may feel obligated to perform tasks that are not assigned to them and to

complete all of the goals of the organization. This type of loyalty to the leader and organization

may lead to burnout and dissatisfaction as a result of exhaustion (Lee, 2014).

Plan for Ethical Leadership

The Standards of Professional Practice are a list of statements that outline duties the

professional nurse is expected to be competent in regardless of their role. Identified by the

American Nurses Association (2015), standard number seven asserts that all registered nurses

must practice ethically. “Ethical leaders must strive to model and support ethical performance

and at the same time be sensitive to moral issues and enhance nurse’s performance by fostering

respect for human dignity; thus, they can play an important role in promoting patient safety,

increase the capacity to discuss and act upon ethics in daily activities and support the ethical

competence of nurses,”( Barkhordari-Sharifabad et al., 2017, para.6). To demonstrate ethical

leadership, I believe that there is enormous power in leading by example and influencing others

by behaviors that leaders display. As a leader, I always aim to practice with compassion and

allow for patient dignity, advocate for patient autonomy, seek guidance from other leaders in

times of conflict and demonstrate personal accountability for my actions as well as others’

actions (American Nurses Association, 2015). I also propose to uphold individual professional

competencies, collaborate with other healthcare officials, and commit to self-reflection and self-

care in times of need (American Nurses Association, 2015). By inspiring an ethical working

environment, ethical leadership will result in positive patient outcomes and set the mood for an

improved healthcare system.

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SMART Goals

Creating specific, measurable, achievable, relevant, and time-bound goals is intended to

guide performance levels and promote professional development (University of California,

2016). By creating a framework consisting of three personalized leadership goals, I will be able

to hold myself accountable and remain focused. I believe that keeping team members motivated

and inspired in the workplace is very important for the overall success of the organization. One

goal that I have to boost morale is to introduce a recognition system that identifies three

employees each month, based on exemplary performance, in order to increase staff confidence

by 10% in six months, as measured by biannual staff surveys. Another goal I have is intended to

improve my communication skills, which has proved essential in successful leaders. This goal

outlines that within the next six months, my peers will have a reduction of questions by 30%

after I present in staff meetings because I will improve my communication skills by joining

Toastmasters (an organizational program designed for promoting communication skills for

leaders). Lastly, holding others accountable for their contributions in the workplace is essential.

In the next six months, I will draft a concise document that provides feedback to members of my

team regarding their performance that is viewed at least 75% meaningful to them, as evidenced

by a survey filled out after the meeting.

Personal Skills Development

According to the American Nurses Association, “In every role, nurses have vested

authority, and are accountable and responsible for the quality of their practice” (American

Nurses Association, 2015, p. 15). I believe that all nurses, regardless of education status, must

positively contribute to the future of healthcare. Based on the recommendations from the
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Institute of Medicine (2010), in order to optimize the future of nursing, direct care nurses and

nursing leaders should practice to the fullest degree of their education and training. As outlined,

all nurses should attain higher levels of education in order to optimize their scope of practice and

improve quality and safety (Institute of Medicine, 2011).

Practicing at the Highest Level

By currently attending school to obtain a higher level of education, I vow to continue

educating myself by gaining certifications, attending relevant conferences, and joining

organizations such as the American Association of Nurse Practitioners. I also vow to collaborate

with not only healthcare members but also people such as lawmakers, politicians, and leaders

within the community. By collaborating with colleagues outside of healthcare, I will become a

more well-rounded leader and become knowledgeable about areas that may indirectly affect

healthcare and the nursing profession. By playing to my strength as a transformational leader, I

commit to lead by example and inspire others in order to encourage a positive change to the

future of healthcare.

Lifelong Learning

As healthcare becomes more complicated with changing times, and the patient population

becomes more diverse, lifelong learning is an expectation of all professional nurses and vital for

the future. The Institute of Medicine urges nurses to be committed to persistent learning

throughout the entirety of their careers (Institute of Medicine, 2010). “Lifelong learning is an

adaptation of learning and is a process by which nurses continually seek new information,

receive clarity on the information, synthesize the new information into practice, and prepare to

learn new information again” (Vandeveer, 2009, p. 8). I plan to remain devoted to lifelong

learning in my career by upholding my certifications in order to remain competent and proficient

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in various areas (Foster, 2012). I also plan to take part in collaborative learning and converse

with my colleagues, and cooperatively learn from others in order to foster thinking (Qalehsari,

2017). In order to stay current with information I will engage in reading relevant medical

journals and contributing to them. Lifelong learning is the foundation for personal development

and the growth of the nursing profession and should be a requirement for all leaders.

Code of Ethics Provision Number Five

The code of ethics, provision number five states that “the nurse owes the same duties to

self as to others, including the responsibility to preserve integrity and safety, to maintain

competence, and to continue personal and professional growth” (American Nurse Association,

2015, p.37). While nurses have duties to take care of others, in order to prevent burnout within

one’s career, nurses must also engage in holistic self-care. “Self-care and supportive

environments enable the healthy nurse to increase the ability to effectively manage the physical

and emotional stressors of the work and home environments” (American Nurse Association,

2015 p. 24). My goal for the future involves implementing self-care in my day to day life,

whether it be big or small. Personally, self-care involves eating healthy, exercising, getting a

massage, talking with my loved ones, and traveling. My personal goal is to participate in at least

one small self-care act each week, such as date nights, eating healthy, and exercising. I also will

participate in at least one larger self-care act every month, such as traveling and getting a

massage or pedicure. In order to stay on track with my goal, I will remind myself to partake in

self-care by setting a timer on my phone and scheduling time in my calendar. Refer to figure 1

for a timeline of my goals.

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1/24- 2/22- 3/7-

Travel 2/8- Go Eat a Travel
to on a healthy to
McCall hike meal McCall

2/1- Get a 2/15- 2/29- Get a 3/14-

massage Date pedicure Plan a
night family
game
night

Figure 1. timeline for self-care following the Code of Ethics, Provision number five.

Professional Organization Involvement

During my career, I commit to influencing the current and future of nursing positively.

Today, I impact the nursing profession by upholding my current certifications and competencies.

I also remain committed to lifelong learning by attending a higher level of education as a Master

of Science major and by being a women’s health advocate in my current profession. In the

future, I plan to guide the nursing profession by joining more organizations such as the American

Association of Nurse Practitioners, the Association of Women’s Health, Obstetrics and Neonatal,

and the International Society of Plastic and Aesthetic Nurses. By joining these organizations, it

will give me a platform to collaborate and learn from my colleagues. Through collaboration with

my peers, it will allow for a higher degree of problem-solving and decision making that will

progressively aid in the future of nursing. It will also permit me to become a leader by speaking

at meetings, engaging in research, and influencing policy change. Within the next year, I plan to

join these organizations, continue to be a nursing advocate for my patients and within my field of
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study, maintain competencies and certifications and also collaborate with two or more peer

groups. Refer to figure 2 for a timeline of these goals.

Collaborate
with peers Attend an Lead an
involve in Join organization organization
organizations AWHONN meeting meeting

Join Join Speak at

the ISPAN a
AANP meeting

Figure 2: timeline for future development and involvement in professional organizations.

Promoting Nursing Future

Becoming an advocate for policy change is a vital role of a nurse and requires them to

step outside of their comfort zone. As previously stated, becoming an active member in various

organizations will allow me a platform to influence policy change, political involvement, and

leadership opportunities. By collaborating within the various groups I plan to be involved in, I

will be able to pinpoint areas in which policy change is needed. By identifying areas where

change is needed, I will be able to use my transformation leadership skills in order to influence

policymakers to modify policies. Presenting to congress, creating documents that support the

need for reform, and collaborating outside of organizations such as with politicians and

lawmakers will all help promote the future of healthcare. Throughout my career, I intend to use

my leadership skills to pinpoint areas of reform, contact elective officials, give testimonies to

congress and political personal, draft policy changes, and become an active member of politics.
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Conclusion

Identifying my leadership style, drafting a series of obtainable goals, and developing a

professional developmental plan for my future not only holds me accountable but also clarifies

my purpose as a nurse. Following the code of ethics and provisions identified by the American

Nurses Association also reinforces the duty nurses have throughout their careers. By planning

leadership and professional growth in the areas of professionalism, commitment to life- long

learning, professional self-care, and involvement in professional organizations, I can grasp my

importance in the future of healthcare. While this plan may understandably change during my

career, I believe that all nurses should draft a plan to guide and clarify their intended impact on

the future of healthcare and within the nursing profession.

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References

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Barkhordari-Sharifabad, M., Ashktorab, T., & Atashzadeh-Shoorideh, F. (2017).

Obstacles and problems of ethical leadership from the perspective of nursing leaders: A

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