NURS FPX 5007 Assessment 2 Managing the Toxic Leader
Student Name
Capella University
NURS-FPX 5007 Leadership for Nursing Practice
Prof. Name
Date
Performance Improvement Plan Development
Evaluating Leadership Practices to Address the Scenario
Effective leadership is essential in addressing performance challenges and cultivating a productive healthcare environment. In the case of Sarah Miller, adopting both transformational and servant leadership approaches provides a balanced framework for improvement. Transformational leadership emphasizes motivating and guiding employees by fostering a culture grounded in accountability, ethical practice, and empathy (Gebreheat et al., 2023). Through this leadership style, a nurse manager can engage Sarah in meaningful discussions about her responsibilities, clarify expectations, and highlight how her behavior influences patient outcomes and team dynamics. This approach not only addresses deficiencies but also encourages professional growth aligned with organizational values.
Servant leadership complements this by focusing on supporting employees’ individual needs and promoting their development (Demeke et al., 2024). By understanding Sarah’s challenges and offering guidance, mentorship, and encouragement, leadership can enhance her willingness to accept feedback and improve her practice. Prioritizing the needs of residents and colleagues helps cultivate a patient-centered mindset, ultimately strengthening both care quality and team collaboration within Serenity Senior Care.
Standards of Professional Performance Violated
Sarah Miller’s current practices reflect deviations from key professional standards established by the American Nurses Association (ANA). Specifically, her performance conflicts with the standards of collaboration and quality of practice (ANA, 2020).
What professional standards has Sarah violated?
Sarah has failed to meet the expectations of collaboration and quality of practice. Effective collaboration requires nurses to engage constructively with team members to ensure coordinated and safe patient care. However, Sarah’s lack of cooperation and negative interactions hinder teamwork, reducing efficiency and potentially compromising patient safety.
How does her documentation affect quality of care?
Accurate documentation is a fundamental component of quality nursing practice. Sarah’s incomplete and inconsistent records disrupt continuity of care and increase the likelihood of clinical errors. Additionally, her failure to follow safety protocols—such as implementing fall prevention strategies—places residents at unnecessary risk. Proper documentation ensures clear communication among healthcare providers and helps mitigate legal and ethical concerns (Demsash et al., 2023). Addressing these deficiencies is critical for maintaining high standards of care.
Action Plan for Improving Employee Performance
A structured Performance Improvement Plan (PIP) is necessary to address Sarah’s performance gaps systematically.
What are the key focus areas for improvement?
The primary areas requiring improvement include resident engagement, documentation accuracy, teamwork, and adherence to safety protocols. Sarah must demonstrate compassionate communication with residents, maintain precise and complete documentation, actively participate in team collaboration, and consistently implement fall prevention measures.
What interventions will support improvement?
To facilitate progress, Sarah will participate in targeted professional development programs. These include training in clinical documentation, TeamSTEPPS for enhancing communication and teamwork, and fall prevention strategies (Hassan et al., 2024). Additionally, she will be paired with an experienced nurse mentor who will provide ongoing feedback and guidance. Progress will be monitored over an eight-week period through regular evaluations, ensuring accountability and allowing for timely adjustments to the plan.
This comprehensive approach ensures that Sarah receives the support and resources necessary to improve her performance while aligning her practice with the organization’s mission of delivering high-quality, patient-centered care (Ojo & Thiamwong, 2022).
Performance Improvement Plan (PIP) Table
| Performance Area | Key Issues Identified | Planned Interventions | Evaluation Criteria |
|---|---|---|---|
| Resident Care | Limited emotional engagement; complaints regarding impersonal care | Enroll in communication and patient-centered care training | Weekly supervisory feedback and resident satisfaction outcomes |
| Documentation | Incomplete and inaccurate patient records | Attend documentation training; conduct routine reviews | Weekly audits and progress monitoring over eight weeks |
| Teamwork | Ineffective collaboration; negative interactions with colleagues | Participate in TeamSTEPPS training | Peer evaluations and team feedback assessments |
| Resident Safety | Repeated near-fall incidents; lack of preventive action | Complete fall prevention training; implement safety strategies per shift | Monitoring of incident reports and compliance observations |
Conclusion
The Performance Improvement Plan developed for Sarah Miller provides a structured pathway to enhance her professional performance and align her practice with the core values of Serenity Senior Care. By integrating leadership support, targeted training, and continuous evaluation, the plan addresses deficiencies in communication, teamwork, documentation, and patient safety. These improvements are essential not only for Sarah’s professional growth but also for ensuring a safe, collaborative, and compassionate healthcare environment. Ultimately, the PIP reinforces the organization’s commitment to excellence in patient care and staff development.
References
ANA. (2020). ANA principles. ANA. https://www.nursingworld.org/practice-policy/nursing-excellence/official-position-statements/ana-principles/
Demeke, G. K., Engen, M. van, & Markos, S. (2024). Servant leadership in the healthcare literature: A systematic review. Journal of Healthcare Leadership, 16(16), 1–14. https://doi.org/10.2147/jhl.s440160
NURS FPX 5007 Assessment 2 Managing the Toxic Leader
Demsash, A. W., Kassie, S. Y., Dubale, A. T., Chereka, A. A., Ngusie, H. S., Hunde, M. K., Emanu, M. D., Shibabaw, A. A., & Walle, A. D. (2023). Health professionals’ routine practice documentation and its associated factors in a resource-limited setting: A cross-sectional study. BMJ Health & Care Informatics, 30(1), e100699. https://doi.org/10.1136/bmjhci-2022-100699
Gebreheat, G., Teame, H., & Costa, E. (2023). The impact of transformational leadership style on nurses’ job satisfaction: An integrative review. SAGE Open Nursing, 9(2). https://journals.sagepub.com/doi/full/10.1177/23779608231197428
NURS FPX 5007 Assessment 2 Managing the Toxic Leader
Hassan, A. E., Mohammed, F. A., Zakaria, A. M., & Ibrahim, I. A. (2024). Evaluating the effect of TeamSTEPPS on teamwork perceptions and patient safety culture among newly graduated nurses. BMC Nursing, 23(1), 170. https://doi.org/10.1186/s12912-024-01850-y
Huang, C.-H., Wu, H.-H., Lee, Y.-C., & Li, X. (2024). The critical role of leadership in patient safety culture: A mediation analysis of management influence on safety factors. Risk Management and Healthcare Policy, 17(17), 513–523. https://doi.org/10.2147/rmhp.s446651
Malenfant, S., Jaggi, P., Hayden, K. A., & Sinclair, S. (2022). Compassion in healthcare: An updated scoping review of the literature. BMC Palliative Care, 21(1), 1–28. https://doi.org/10.1186/s12904-022-00942-3
NURS FPX 5007 Assessment 2 Managing the Toxic Leader
Ojo, E. O., & Thiamwong, L. (2022). Effects of nurse-led fall prevention programs for older adults: A systematic review. Pacific Rim International Journal of Nursing Research, 26(3), 417. https://pmc.ncbi.nlm.nih.gov/articles/PMC9432804/