NR 500 Week 4: Leadership: Establishing Relationships and Influencing Change

Chamberlain University NR 500 Week 4: Leadership: Establishing Relationships and Influencing Change– Step-By-Step Guide

This guide will demonstrate how to complete the Chamberlain University NR 500 Week 4: Leadership: Establishing Relationships and Influencing Change   assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for NR 500 Week 4: Leadership: Establishing Relationships and Influencing Change              

Whether one passes or fails an academic assignment such as the Chamberlain University NR 500 Week 4: Leadership: Establishing Relationships and Influencing Change  depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for NR 500 Week 4: Leadership: Establishing Relationships and Influencing Change              

The introduction for the Chamberlain University NR 500 Week 4: Leadership: Establishing Relationships and Influencing Change  is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

How to Write the Body for NR 500 Week 4: Leadership: Establishing Relationships and Influencing Change              

After the introduction, move into the main part of the NR 500 Week 4: Leadership: Establishing Relationships and Influencing Change assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for NR 500 Week 4: Leadership: Establishing Relationships and Influencing Change              

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for NR 500 Week 4: Leadership: Establishing Relationships and Influencing Change              

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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Sample Answer for NR 500 Week 4: Leadership: Establishing Relationships and Influencing Change

Effective interpersonal skills are at the root of a competent nurse. Nurse leaders who develop strong interpersonal skills are likely the ones to be most effective in their leadership roles and their abilities to implement positive change in the healthcare environment. As a future nurse educator, my goal is to influence the perioperative nursing environment through exemplary role modeling of the behavior, knowledge, and skillset that an operating nurse should have to be successful. I am currently developing my leadership skills in my current position as an assistant nurse manager in a hospital based, pediatric operating room setting. I have served in this position for the last 4 years and it has definitely been a learning experience. Undergraduate nursing programs and hospital orientations focus on educating the nurse to care for patients. There is little emphasis and preparation for nurses whom advance to leadership roles and acquire the task of leading a team of direct reports. In this week’s required reading, I found it interesting to consider that leadership and management are not always synonymous (Scully, 2014). There is such a variety of effective nurse leaders whom have great vision, and hold a desire to advance the care of patients, nurse education, and the profession, but do not necessarily hold a managerial title. This caused a great amount of personal reflection upon me this week as I thought further about the topic at hand.

I chose to pursue my master’s in nursing after spending the last few years in a nurse leadership role. The increasing desire to foster the education of nurses entering perioperative nursing for the first time interests me greatly. To be fully prepared to educate others, be it in the hospital, community, or academic setting, the nurse educator must be fully equipped with valuable leadership and knowledge skills. (Patterson & Krouse, 2015). Two strengths that I currently possess and feel will promote strong leadership as a nurse educator, are the ability to effectively communicate and professionalism. Communication to various disciplines and persons from all backgrounds are key to team building and is a crucial interpersonal skill to develop. This skill was not always my strength but over many years of nursing, I have learned that communication is so important to delivering competent care. The ability to articulate, creates an effective atmosphere and opens the door to success for the need at hand. Professionalism is my second strength. Professionalism is displayed in a conscientious work ethic, performing the assigned job properly, and with competence (Sheikhi, Khoshnab, Mohammadi, & Oskouie, 2015). I believe in taking pride in the task set before me be it circulating an appendectomy, managing a staff call schedule, or leading an in-service. Interpersonal skills of communication and professionalism will further prepare me to be an influential nurse educator.

Where there are strengths, there are also weaknesses. Areas of improvement that I identify with and are needed to enhance my leadership skills are emotional competence and active listening. I have the tendency to wear my heart on my sleeves at times which allows me to show great empathy in caring for others, but also can limit my abilities as an effective leader. Being able to properly maintain my emotions with a level of self-awareness will help me understand how to tackle the tasks set me before me effectively. As a nurse educator, relationship building is a key component and having a strong emotional competence will aid me in this endeavor (Patterson & Krouse, 2015).  Active listening is a skill that I would like to further develop. In the often-stressful environments I find myself in between home and work, distractions serve as a negative influence. As a charge nurse, I carry a phone that rings incessantly. As a mom to 3 young children, someone is needing me all hours of the day. I find that my active listening skills are limited in times when the stress level is high. Taking the time to slow down, prioritize my time, and focus on the important or immediate needs first will help me to improve my listening skills and further advance my communication abilities.

Priority strategies that I plan to implement immediately are self-management and relationship building. Self-management is the start to improving emotional competence and the ability to maintain composure, even during a difficult situation. This starts with managing my time and learning to say no when necessary, so that I can stay on track with the tasks I have committed to completing. Relationship building comes with improving active listening skills by communicating respectfully and compassionately with those I am working with or responsible for. This involves being a role model, mentoring, fostering a teamwork environment, advocating for my colleague, peers, future students, and recognizing the need for support when necessary (Patterson & Krouse, 2015). One way to do this as a nurse educator will be through team oriented approaches to learning. Practical scenarios could be provided for the team or students to work through and solve in support towards a common goal, as opposed to individually. With team approaches to healthcare, a nurse educator can help develop a sense of community amongst the nursing students. This will help nurses learn to speak up in real clinical practice through effective communication, advocate for their patient at a higher level, critically think, and problem solve.

References

Patterson, B., & Krouse, A. (2016). Competencies for leaders in nursing education. Nursing Education Perspectives, 36(2), 76-82. doi: 10.5480/13-1300

Scully, N. (2014). Leadership in nursing: The importance of recognizing inherent values and attributes to secure a positive future for the profession. Science Direct, 22(4), 439-444. doi: 10.1016.j.colegn.2014.09.004

Sheikhi, M., Fallahi-Khoshnab, M., Mohammadi, F., & Oskouie, F. (2016). Skills required for nursing career advancement: A qualitative study. Nurse Midwifery Student Journal, 5(2), 1-8. doi: 10.17795/nmsjournal30777

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Sample Answer 2 for NR 500 Week 4: Leadership: Establishing Relationships and Influencing Change

Anyone can carry the title of leader, but not everyone possesses the ability to lead and effect change. A leader must be self -aware, be able to self-manage, be in tuned with the feeling others, have a vision and be open to communication and changes. As an FNP I will influence change by being emotionally present and keeping lines of communication open to foster good relationships and working environments. One of the biggest complaints from nursing staff is the lack of communication from their leaders.  We complain quite often that our leaders are out of touch or refuses to show respect or understanding.  Patients too have similar complaints with regards their health. My intention is to lead by example.  In my personal and professional life, I always seek to find common ground and be mindful of the feelings of others.

Emotional intelligence incorporates active listening and observing of others (Kumar, Adhish, & Chauhan, 2014). I have always heard a saying that  “nurses eat their young”, a phrase I simply dislike.  I was faced with such a scenario when on an occasion I witnessed a nurse belittle another colleague that she was orienting.  I approached the nurse that was being belittled and she shared with me her feelings about the encounter.  I then in turn addressed the offending nurse who was unaware of her negative undertones. I was able to get them together to discuss their issues, apologies were made and now they have a better working relationship.  I have also intervened and successfully dealt with matters between patients and staff.  Nurse leaders play a critical role in creating and maintaining a positive work environment (Bennett & Sawatzky, 2013). 

I feel that my two strengths are emotional intelligence and communication, being emotionally present as a leader serves not only for the betterment of fellow staff but the patient population that is being served.  I can sharpen these skills by improving my listening.  It is important to implement good listening skills because, good listening encourages others to speak, and effective listening has a major impact on job effectiveness and relationships. (Kumar et al., 2014). Two key strategies I can use to implement as professional development tools for leadership is continuous peer coaching and training sessions where leaders can learn how to be more effective communicators. Leadership can use these tools to further learn to improve upon their leadership styles, build on self-awareness, self-management and social awareness.  In doing so the leaders will learn ways to improve staff motivation and create effective teams which in turn will improve staff happiness, patient outcomes and retention levels. Positive work environment and hospital culture are created by strong leaders (Bennett & Sawatzky, 2013). 

Kumar, S., Adhish, V. S., & Chauhan, A. (2014). Managing self for leadership. Indian Journal Of

Community Medicine, 39(3), 138-142. doi:10.4103/0970-0218.137148

Bennett, K., & Sawatzky, J. V. (2013). Building emotional intelligence: a strategy for emerging

nurse leaders to reduce workplace bullying. Nursing Administration Quarterly, 37(2),144-151.doi:10.1097/NAQ.0b013e318286de5f

Sample Answer 3 for NR 500 Week 4: Leadership: Establishing Relationships and Influencing Change

The second strategy I would like to implement is emotional intelligence with the goal of using the information obtained by this process to guide my thinking and actions within relationships. Emotional intelligence incorporates active listening and the observation of others (Kumar, Adhish, & Chauhan, 2014). The nurse-patient interaction is dynamic, complex and full of expressed emotions. During our interactions, we interpret these feelings when managing patient situations. If we could use this skill to understand more closely what drives the patient or staff member then as a leader, we could use that information towards the goal of quality patient care. As an FNP I will strive to be sensitive to nurse perception, patient emotions, and emotional variations. I intend to develop skills to assess patient’s responses to illness because human perception varies considerably, and each is unique in how he or she perceives events and he or she harbor different attitudes on various issues of life. Each person we come in contact with has a varied level of understanding and level of capability especially during times of severe illness. With this knowledge to manage emotions better while achieving desired goals.
Strategies I will implement to improve my weakness in delegation are to focus on my coworker’s strengths. As a leader, I will learn to decipher which team member has the lightest workload or is the most skilled for the task at hand. I also plan on using feedback loops to improve delegation moving forward. I shall make sure to publically thank, encourage, and praise the team member for their success in the task. When their performance has fallen short, I will provide constructive criticism. I will invite and encourage coworkers to evaluate my delegation to determine whether I gave them proper instructions and if I assigned the task to the correct person.
With regards to finding strategies that improve my ability with data collection, evaluation, and assessment. I believe my core MSN classes will equip me and strengthen my skill set. I can seek out a nurse mentor who is skilled and experienced with research and leadership within the hospital system that can help guide me further in the process.
Kumar, S., Adhish, V., & Chauhan, A. (2014). Managing self for leadership. Indian Journal of Community Medicine, 39(3), 138–142. doi: 10.4103/0970-0218.137148

Sample Answer 4 for NR 500 Week 4: Leadership: Establishing Relationships and Influencing Change

Leadership is a complex area of nursing that I have found to be difficult over the years.  I have mainly been the recipient under the direction of management.  However, I was a permanent charge nurse of the emergency department for 2 plus years.  During this time my strongest leadership skill became promoting and influencing teamwork.  I was always respectful to ancillary staff and never viewed them as an unequal part of the team.  I praised and thanked them for their help.  They appreciated this, and in return, they stayed motivated and engaged.  I also always found floats for nurses that were struggling with their patient load, and I would also offer to help with tasks.  I was not afraid to help in the charge nurse role, versus others who just direct.  I prided myself on helping any team member, whether it be ESD, CNA’s, and fellow colleagues (nurses and doctors).  Another of my strengths is effective collaborative communication which goes hand in hand with teamwork.  My 16 years as an emergency room nurse has allowed me to practice with autonomy, which helped me in developing strong communication skills with team members.  Collaborative communication and teamwork will be essential as I progress in my role as an FNP for providing optimal patient centered care.  These strengths surround the idea of engaging others (CCHL, 2010).  Implementing change when needed in practice is an area that I haven’t had much experience, specifically when developing QI improvement strategies.  Leadership and establishing a culture of safety in any practice setting is essential for improvement to strengthen systems within healthcare (Blouin, A. S.  and Buturusis, B., 2012).  The concept of innovative ideas as a leader would somewhat mirror my previous weakness.  This would include developing , testing , and encouraging among all group members as stated by Skully (2014).  Establishing and executing areas of improvement in my practice will be an essential piece regarding leadership in my role as an FNP.  During my role as an FNP I will prioritize implementing change when I believe there is a break/flaw in the healthcare system. Especially, when if it affects patient outcomes, whether negative or positive. Open communication will be another essential priority for me.   As a leader, we must be approachable to establish effective communication.  I want any person involved in the healthcare team to feel they can approach me with any concerns regarding the care of my patients.  NP’s are senior members of the healthcare team.  They must engage and lead in collaborative communication for optimal patient-centered care (Watson, 2008).

Blouin, A. S. & Buturusis, B.  (2012).   Addressing the critical role of nurse leaders in advancing quality and safety.  Nurse Leader (10)6, 22-25.

Canadian College of Health Leaders (2010). Key points to leadership growth. A checklist for leaders. Retrieved from http://leadscanada.net/uploaded/web/Resources/ key_points /KEYPOINTS_2016_EN.pdf  Link (Links to an external site.)

Scully, N. J. (2015). Leadership in nursing: The importance of recognizing inherent values and attributes to secure a positive future for the profession. Collegian, 22. http://dx.doi.org/10.1016/ j.colegn.2014.09.004

Watson, C. (2008).  Assessing leadership in nurse practitioner candidates.  Australian Journal of      Advanced Nursing 26(1) 67-76.

NR 500 Week 4 APN Professional Development Plan Paper  

This document examines the extent of responsibilities assigned to nurse practioners in Florida. I will encompass general details, compulsory certifications, licensing, and educational prerequisites. Furthermore, it delves into the fundamental skills, leadership abilities, and various specialized areas of advanced practice. The professional authorization for nurse practitioners in Florida is regulated by both the Florida Nurse Practice Act and the Florida Department of Health. Regrettably, Florida stands as one of the nost restrictive states in terms of practice regulations, an advanced practice nurse can practice independently but they must have a sign agreement with a physician. Therefore, the purpose of this paper is to examine my future APN education requirements, scope of practice, nurse practitioner (NONPF) core comprency strengths and weaknesses, and how to develop effective leadership skills. 

Advanced Practice Nurse Scope of Practice 

In the state of Florida, the licensure of Advanced Practice Registered Nurses (APRNs) is overseen by the Florida Board of Nursing. To become a nurse practioner/advanced practice nurse, an individual must first hold a valid registered nurse license from any jurisdiction (FBON 2019). Subsequently,  the applicant must obtain a master’s degree or a post-master’s certicate in a nursing lcinical specialty area, along with national advanced practice certification from an approved nursing specialty board, before they apply for licensure with the Florida state board (FBON, 2023). Electronic fingerprinting by Livescan for a thorough background check,  board of nursing receives certifying proof from national certifying body, submit proof of malpractice insurance.  

Educational Requirements  

One becomes an advanced registered nurse practitioner in the state of Florida after achieving the set educational requirements. One of them is being a registered nurse in the state of Florida. However, this requirement does not apply to all individuals since those who graduatd before October 1 1998 are exempted from this rule. One must also be certified from a specialty board recognized in the state for them to practice in Florida. An advanced registered nurse must also have liability insurance for them to provide their specialized care in the state of Florida. They can also practice according to the established state protocols that guide the specialty roles for the advanced registered nurse practitioners (Toney-Butler & Martin, 2023). There is also the requirement of completing at least 3000 clinical hourses under physician supervision for the last five years and must not have any history of being subjected to disciplinary actions.  

The educational preparedness for advanced practice registered nurses in the state Florida is per the developed guidelines by the Florida State Board of Nursing. One must complete three graduate-level semester hourses in differential diagnosis and three semester hourses in pharmacology within the last five years. The work environments for the advanced practice registered nurses vary based on their specializations (Toney-Butler & Martin, 2023). For example, family nurse practitioners can work in the hospital or community settings with individuals, families, and communities. On the other hand, a nurse anasthetist may work in hospital settings such as the operating rooms.  

License Requirements 

Individuals that seek licensing for advanced practice registered nurse roles in the state of Florida must submit their applications to the Department of Health for the licensure examinations. The certification for the advanced practice registered nurse is by the specialty boards for the respective specializations. The Florida Board of Nursing provides appropriate requirements for the different advanced nursing practices. Application cost $110, Livescan fee varies & so does license verification fee, and dispensing license is $100 (FBON, 2023).  The cost of the licensure examination varies depending on the licensing body for a specialty. One renews a license with their respective certification body upon its expiry. An advanced registered nurse practitioner must also complete at least three hours of continuing education on safe and effective prescription of controlled substances with a board-approved entity. There is also therequirement to complete a course on human trafficking for their license renewal (Toney-Butler & Martin, 2023). The nurse is expected to demonstrate professional behaviors and practice as per their scope of practice for them to maintain their licenses.  

Regulatory Requirements  

The regulations stated in the nurses’ practice act influence the professional role of the advanced practice registered nurses in the state of Florida. The Florida State Board of Nursing oversees all the nursing specialties. The approved bodies provide certifications for different specialties. The certification cost vary based on the certifying agency. For example, the American Academy of Nurse Practitioners certify family nurse practitioners at a cost of $240 for its members and $315 for its non-members. One must have completed at least 500 hours of supervised direct patient care and valid registered nurse license.  

Practice Authority  

The state of Florida allows advanced practice registered nurses to have independent practice. This means that advanced practice registered nurses have the full authority to provide care within their areas of specialization. The independent practice authority was implemented in 2020 by the state’s legislation. The advanced registered nurses can provide their care without a protocol or physician supervision. The range of activities the advanced practice registered nurse can perform are varied. They include engaging in autonomous practice in family medicine, general internal medicine, and general pediatrics. They can also undertake advanced practice registered nurse functions that relate to primary care, admit patients to a facility, manage care, and discharge patients from a facility. They can also offer certification, signature, stamp, affidavit, verification or endorsement that is provided by a physician (Toney-Butler & Martin, 2023). However, the advanced practice registered nurses do not perform surgical procedures except subcutenous interventions.  

Prescriptive Authority  

The advanced practice registered nurse can prescribe, dispense, administer or order any medications as per the established framework functions. They may also prescribed controlled substances that as defined in section 893.03 if they have graduated from a doctoral or a master’s program in a specialty that aligns with the practitioner’s skills. An advanced practice registered nurse may also order occupational and physical therapy, diagnostic tests, manage selected medical problems, and evaluate patients for effectiveness of care. They can also order medications for administration under chapter 395 or part II of chapter 400. The advanced practice registered nurses must maintain their licenses and certifications valid for them to maintain their prescriptive authority (Toney-Butler & Martin, 2023). They have to maintain a separate dispensing licens, which cost $100, for their prescriptive authority (FBON, 2023).  

Nurse Practitioner Core Competencies 

The National Organization of Nurse Practitioner Faculties developed nine core competencies that guide nurse practitioner programs. The core competencies ensure that nurse practitioners have the desired competencies in their respective areas of specialization (Chan et al., 2020). Advanced practice registered nurses should be aware of their competency strengths and areas of improvement for their enhanced performance in diverse specialties.  

Competency Areas That are Personally Strong 

One of core competency areas that I consider as my strength is scientific foundation competencies. I believe that I have adequate scientific foundation that informs my professional role as an advanced practice registered nurse. I am competent in the use of scientific data to make informed decisions related to patient care. I can use sources of evidence-based data to assess, plan, improve, and enhance the delivery of healthcare services to different populations. I can also translate evidence from research into nursing practice to improve care oucomes (Chan et al., 2020). Therefore, I consider this aspect my core competency. 

The other core competency area that I consider my strength is quality. Qualiy entails the assessmentof research and how it can be used to improve care outcomes. As noted above, I am competent in the translation of evidence into nursing practice. I can access, assess, and use best available data in my practice to promote outcomes such as safety, quality and efficiency. I can also use data to initiate and support continuous quality improvement initiatives in healthcare (Dugan & Altmiller, 2023). I can also assist health organizations to transform their structures and systems based on data.  

Competency Areas Where There is Room for Growth 

One of the areas where there is room for growth is leadership. My self-analysis reveals that I have not developed the desired leadership competencies needed of a nurse practitioner.  I lag in areas such as leading complex initiatives and change in healthcare. I have moderate skills in leading interprofessional teams in nursing. I also feel that my ability to lead innovations in healthcare is also average. The other area where there is opportunity for growth is policy. My competencies in policy-related issues is low. I have limited experience in policy-related issues such as assessment, planning, implementation, monitoring, and evaluation. This affects my advocacy roles as an advanced practice registered nurse (Chinn et al., 2021). As a result, I should engage in different policy-initiatives to improve my competencies in this area.  

Scholarly Activities to Help Achieve NP Competencies 

I will engage in a range of scholarly activities to achieve NP competencies. One of them is attending leadership conferences to boost my leadership competencies. I will strive to learn from others the best leadership practices that I should incorporate into my professional roles as an advanced registered nurse. The other scholarly activity is publishing articles. I will write research articles on emerging issues in nursing and their effect on nursing profession. This will improve my quality and scientific foundation compotenties.  

Leadership Skills 

Three Leadership Skills Required to Lead in Complex Systems 

Advanced registered nurse practitioners should be competent leaders in leading complex systems. One of the leadership skills needed for them to lead complex systems is change management. Leading complex systems require the implementation of change initiatives regularly. The implementation of change initiatives may experience barriers such as resistance from the adopters. As a result, leaders should be effective in managing change. They should be able to influence the actions and decisions of their followers when leading complex teams. They should be able to incorporate strategies such as open communication, active stakeholder involvement, training, and development to influence change among those they lead in complex systems (Luther et al., 2019). Effective change management will contribute to continuous improvement, quality, and efficiency in health organizations. 

The second leadership skill is innovation. Leading complex systems require the adoption of innovative strategies to ensure efficiency in the realization of the set goals. An effective leader should be innovative. The leader should encourage the followers to adopt effective and innovative strategies that enhance the undertaking of their assigned roles. The leader should also encourage the followers to adopt innovative technologies to accelerate the realization of the set goals in their organizations (Bryant et al., 2020). Innovation increases the overall satisfaction and empowerment among the employees in a complex system. 

The third skill is self-awareness. An effective leader should be aware of his or her strengths or weaknesses. The leader should also be able to identify opportunities for self-growth and improvement. Self-awareness helps leaders develop the intelligence they need in influencing their followers. It also helps them to explore how to laverage the strengths of others to enhance the realization of the desired outcomes (Frasier, 2019). Therefore, self-aware leaders are highly effective and efficient in leading complex systems.   

Two Strategies to Help Develop NP Leadership Skills 

One of the strategies to help develop NP leadership skills is working on your strengths and weaknesses. Nurse practitioners should be aware of their leadership strengths and weaknesses. They should be able to identify opportunities to address their weaknesses while improving on their strengths. The self-awareness is important in ensuring the continuous development and improvement of  the nurse practitioner’s leadership skills (Frasier, 2019).  

The second strategy is role modelling. Nurse practitioners should identify their role models in nursing leadership. They should emulate the best practices and behaviors that their models utilize in leading others. Role modelling motivates nurse practitioners to continually explore best leadership styles and practices that they can use to achieve the set goals in their institutions (Major, 2019).   

Conclusion 

In summary, the Florida State Board of Nursing and the state of Florida have developed regulations that guide my scope of practice as an advanced practice registered nurse.  I have core competency strengths and areas of growth that I should explore to develop the desired knowledge and skills as a family nurse practitioner. Nurse practitioners should be competent in leading complex systems. They should adopt strategies such as role modeling to improve their leadership competencies.  

Bryant, K., Aebersold, M. L., Jeffries, P. R., & Kardong-Edgren, S. (2020). Innovations in Simulation: Nursing Leaders’ Exchange of Best Practices. Clinical Simulation in Nursing, 41, 33-40.e1. https://doi.org/10.1016/j.ecns.2019.09.002 

Chan, T. E., Lockhart, J. S., Schreiber, J. B., & Kronk, R. (2020). Determining nurse practitioner core competencies using a Delphi approach. Journal of the American Association of Nurse Practitioners, 32(3), 200. https://doi.org/10.1097/JXX.0000000000000384 

Chinn, P. L., Kramer, M. K., & Sitzman, K. (2021). Knowledge Development in Nursing E-Book: Theory and Process. Elsevier Health Sciences. 

Dugan, M. A., & Altmiller, G. (2023). AACN Essentials and nurse practitioner education: Competency- based case studies grounded in authentic practice. Journal of Professional Nursing, 46, 59–64. https://doi.org/10.1016/j.profnurs.2023.02.003 

Florida Board of Nursing (2023). Advanced practice registered nurse. Retrieved from:  

https://floridasnursing.gov/licensing/advanced-practice-registered-nurse/                            Frasier, N. (2019). Preparing Nurse Managers for Authentic Leadership: A Pilot Leadership Development Program. JONA: The Journal of Nursing Administration, 49(2), 79. https://doi.org/10.1097/NNA.0000000000000714                                                                          Luther, B., Barra, J., & Martial, M.-A. (2019). Essential Nursing Care Management and Coordination Roles and Responsibilities: A Content Analysis. Professional Case Management, 24(5), 249. https://doi.org/10.1097/NCM.0000000000000355                                                                        Major, D. (2019). Developing effective nurse leadership skills. Nursing Standard (Royal College of Nursing (Great Britain): 1987), 34(6), 61–66. https://doi.org/10.7748/ns.2019.e11247           Toney-Butler, T. J., & Martin, R. L. (2023). Florida Nurse Practice Act Laws and Rules. In StatPearls. StatPearls Publishing. http://www.ncbi.nlm.nih.gov/books/NBK532859/