Question

prepare a 6–8-slide PowerPoint presentation covering the following:

Provide a brief explanation of your selected leadership issue or topic.

Identify a minimum of four strengths, four weaknesses, two opportunities, and two threats for your nursing department. Provide a rationale for each.

Provide a note on the relevance and implications of your SWOT analysis. Include a minimum of four peer-reviewed references in support of your note.

Suggest at least one recommendation or change based on your analysis. Provide a rationale in support of your suggestion.

Explain how you will use this information to create a strategic plan for your nursing department or unit.

Answer 1

Leadership issue

For every Richard Branson or Elon Musk, there are hundreds of ineffective CEOs. A great leader runs more than a successful business, they are charismatic examples of their company’s culture and vision.

1. Failure to Communicate

The intricacy of the present business world expects CEOs to have the capacity to impart on numerous dimensions. For instance, you need to make the vision and influence your group to make it their vision too. You need to interface on an individual dimension and rouse individuals to move from "I" to "we." And you need to fabricate trust by guaranteeing your verbal correspondence and your non-verbal activities fortify one another.

Viable correspondence is so difficult on the grounds that it takes duty. You need to make successful correspondence a need and that takes discipline, consistency, clearness of message, and an eagerness to keep at it for a long time.

2. Absence of Accountability

In the event that you see that the enormous things are not completing and smart thoughts get lost in an outright flood, you need responsibility. We as a whole need scoreboards that track the outcomes we need. Most CEOs know this, yet instituting this framework requires self-control and core interest. Assemble the frameworks you have to help responsibility and don't get diverted until the point that they are a piece of your tasks.

3. Fear of Firing

Even the best leaders worry about firing a member of their team if the team has become a close-knit family. When was the last time you fired someone who has been with you so long you know their family?

Unfortunately, we often find that the people who got you here will not get you there because the company has outgrown the person’s ability to keep up. As the company grows, so must your team members and as a leader, you have to make the tough decisions to continually upgrade your talent.

4. Lack of Alignment

Envision being a fish attempting to swim upstream. It's difficult to gain ground. That is the thing that happens when your key players are not all in agreement. Of course, you'll have differences however as the pioneer, you need to settle on beyond any doubt that when the choice is made, your group is behind it and they advance in solidarity to get it going. Also, straightforward things like ensuring your pay frameworks are arranged to remunerate the coveted conduct are basic. When you adjust your group's motivators to those of the organization, enchantment begins to occur.

Strengths

• We are able to respond very quickly as we have no red tape, and no need for higher management approval.
• We can give great client care, as the present little measure of work implies we have a lot of time to commit to clients.
• Our lead specialist has a solid notoriety in the market.
• We can alter course rapidly in the event that we find that our showcasing isn't working.
• We have low overheads, so we can offer great incentive to clients.

Weaknesses

• Our company has little market presence or reputation.
• We have a small staff, with a shallow skills base in many areas.
• We are vulnerable to vital staff being sick or leaving.
• Our cash flow will be unreliable in the early stages.

Opportunities

• Our business area is extending, with numerous future open doors for progress.
• Neighborhood government needs to energize nearby organizations.
• Our rivals might be ease back to receive new advances.

Threats

• Improvements in innovation may change this market past our capacity to adjust.
• A little change in the focal point of an extensive contender may wipe out any market position we accomplish.
• Because of their examination, the consultancy may choose to have practical experience in quick reaction, great esteem administrations to neighborhood organizations and nearby government.
• Marketing would be in selected local publications to get the greatest possible market presence for a set advertising budget, and the consultancy should keep up-to-date with changes in technology where possible.

change based on your analysis

Organizational change efforts often run into some form of human resistance. Although experienced managers are generally all too aware of this fact, surprisingly few take time before an organizational change to assess systematically who might resist the change initiative and for what reasons.

Rather, utilizing past encounters as rules, chiefs very frequently apply a basic arrangement of convictions, for example, "specialists will most likely oppose the change since they are free and suspicious of best administration." This constrained methodology can make significant issues. Due to the a wide range of manners by which people and gatherings can respond to change, right evaluations are frequently not naturally clear and require watchful idea.

Obviously, all individuals who are influenced by change encounter some passionate strife. Indeed, even changes that seem, by all accounts, to be "sure" or "judicious" include misfortune and uncertainty.4 Nevertheless, for various distinctive reasons, people or gatherings can respond contrastingly to change—from inactively opposing it, to forcefully attempting to undermine it, to truly grasping it.

One major reason people resist organizational change is that they think they will lose something of value as a result. In these cases, because people focus on their own best interests and not on those of the total organization, resistance often results in “politics” or “political behavior.”

strategic plan for your nursing department

In nursing, this process is one of the foundations of practice. It offers a framework for thinking through problems and provides some organization to a nurse's critical thinking skills. It's imperative to bring up that this procedure is adaptable and not unbending. It is an instrument to use in nursing care, however one that ought to take into consideration innovativeness and thinking outside about the case.

We should look somewhat more intently at the five stages. Here is an abbreviation to encourage you: which represents surveying, diagnosing, arranging, executing and assessing. For this exercise, we will think about each piece of the procedure as a cut of pie.