Nursing leaders play a crucial role in guiding staff to achieve the vision and goals of providing quality patient care. The leader discussed, Ms. Jalyn McKelleb, utilizes transformational and democratic leadership styles along with change management theories. As Senior Director of Nursing, she oversees all units and empowers staff through interprofessional collaboration and team building. Her strengths include rich experience, strong communication skills, and ability to overcome challenges.

1. Nursing Leadership Interview Essay
Nursing Leadership Interview EssayNursing leaders are the driving force behind the day to
day operations in a hospital setting. Their role is crucial in guiding their staff into achieving
the vision of the institution and to achieve the best when it comes to patient care. Nursing
leaders must be in a position to inspire others to work towards a common goal and
therefore they must possess qualities such as integrity, be able to mentor, be a critical
thinker, exercise honesty and have the courage to deliver on what is expected (Coonan,
2008). With the dynamic changes that are observed in the nursing world, a nurse leader
must be well equipped and updated with the required knowledge to handle these dynamics
for better results and to drive the team towards achieving the best quality services and
patient care (Aij & Rapsaniotis, 2017). This paper will focus on a chosen nurse leader, their
leadership style, level of authority, and influence within the organization and their areas of
strengths and weaknesses in leadership.Nursing Leadership Interview EssayThe Leader, His
or Her Credentials, Title, Job Responsibilities, And Pathway to Their Current RoleOur
nursing leader of our focus is Jalyn McKelleb, a Senior Director of Nursing at Dignity Health,
St. Rose Dominican, San Martin Campus, Las Vegas, NV. Her position which is under the
supervision of the Chief Nursing Executive, was recently created after a company re-
organization which show her being in charge over all managerial level nurses across all the
units of the hospital, right from the ICU, ER, IMC, MS to JRU.ORDER A PLAGIARISM-FREE
PAPER HEREBeing a nurse by profession, Ms. Jalyn undertook her nursing undergraduate
studies at Weber State University before proceeding for her masters of science in nursing
leadership at Walden University. This is a true testimony that Ms. Jalyn is well equipped
with the knowledge required for her position as a nurse leader which is crucial in decision
making and giving direction to the team (Blake, 2015). Her rich experience in the nursing
career and leadership positions held over the years gives her an upper hand in handling
issues to do with team building, as well as interprofessional collaboration. As such, her
career continues to brighten, coupled with rising positions in the nursing world.Ms. Jalyn
commitment to developing processes that deliver compassionate, patient-focused and high-
quality care has seen her continued effort in building strong teams and encouraging
interprofessional collaboration to achieve these aspects. Her dynamic skills both as a leader,
educator, and nurse places her in an outstanding position where she can quickly adapt to
the many situations that a hospital setting poses. Having a 13+ years in leadership position
has provided her with ample experience and skills both on team building, conflict resolution
and as well patient care services that can lead to the overall improvement of the services. as

2. well as patient primary care (Coonan, 2008).Her day to day duties includes meeting with
charge nurses to discuss on the staffing and safety issues that are pressing or future plans.
She also regularly meets with the administration to discuss current concerns. Every month,
she is responsible for holding meetings with various departments including pharmacy,
Professional Practice Committee (PPC) meetings, monthly staffing meetings, as well as
monthly Union meetings. Other weekly meetings include the Covid-19 pandemic
preparedness meeting with organization leaders and meetings with Physician Director for
the routine update. For the organization's operational purposes, Ms. Jalyn has to attend
various daily meetings which may involve stakeholders such as the patient safety
committee, CNO/COO and various departmental managers. This offers a chance for
discussion of pressing matters relating to strategic growth, length of stay issues, budget, and
productivity. Furthermore, she is involved in overseeing various projects such as language
services, policies, patient through-put, new Mental Health committee, and so on.Ms. Jalyn is
also involved with community initiatives to improve her socialization and community well-
being. As such, she is a member of the Red Rose Regatta, San Martin Dragon boat team
member. She also acts as a mentor for CSN Promise Scholarship and a volunteer for the boy
scouts of America. In terms of professional affiliations, Ms. Jalyn is an active member of the
American Association of Critical Care Nursing and also an American Nurse Association
member. Apart from the membership, Ms. Jalyn is also a certified Critical Care Registered
Nurse (CCRN) from 2005 to date.Ms. Jalyn rich nursing experience in managerial and
patient care has enabled her to oversee projects professionally, manage and supervise
teams, deliver training, and manage operations. Her new role as a Senior Director of
Nursing at Dignity Health, St. Rose Dominican, San Martin Campus, Las Vegas, NV will add to
her spanning career and this is a clear indication that Ms. Jalyn leadership star will continue
even to higher heights in the future as a leader of the nursing profession. Nursing
Leadership Interview EssayThe Predominate Model/Theory of Leadership Used by The
Leader and Their Style of LeadershipLeadership involves commitment and showing
direction for others to follow. It involves collaboration, as well as building teams through
motivation and value creation. When it comes to nursing leadership, the leader must be able
to identify the strengths and weaknesses for the proper planning of the leadership model
and style adoption that fits the situation on the ground. For Ms. Jalyn, she adopts the
transformational leadership model with a combination of the change theory in team
management and interprofessional collaboration (Katz, 1996).For the transformational
model, the leader provides the direction that they believe that it best fits everyone on the
board. This is however done in a motivating way for everyone to feel comfortable
(Bottomley, et al., 2014). For Ms. Jalyn, bringing on the Pilipino culture on board and
incorporating it in the management structure enables the large population of the Pilipino
nurse at her organization to feel motivated and valued, which in turn increases the
interprofessional collaboration, as well as assuring quality service for the best patient
care.On change theory, Ms. Jalyn adopts the Lewis change theory which states that there
exist dynamic forces which act as resistance to change and thus require a proper model in
curbing them. First, one must create awareness of the need for change, then introduce the
change and finally execute it. Having a close relationship with the union representatives by

3. attending monthly check-in meetings with the union and having an open to all feedback is a
recipe that Ms. Jalyn has always used as part of good labor relations management. By doing
so, applying changes thus is met by a friendly force (The staff and their representatives)
that embraces and adopts it without much hesitant (Aij & Rapsaniotis, 2017). For
the leadership style, Ms. Jalyn has always embraced the democratic leadership style
(Johansson, 2004). She does exercise these through welcoming ideas and opinions of others
and she doesn’t have a problem for asking for help and delegating tasks when necessary.
These create an open and free environment where staff feels valued and their contribution
is taken into consideration, fostering a good relationship between the leader and the team
(Coonan, 2008). This in turn translates to an improvement of quality service and best
patient care for those who require it (Blake, 2015). Nursing Leadership Interview EssayThe
Leader’s Level of Authority and Influence Within the Organization and Their Sense of
Empowerment and Efforts to Empower OthersThe leader’s level of authorization within an
organization is largely measured by the responsibilities bestowed on them, position held, as
well as the size of the teams within their jurisdiction. Ms. Jalyn is a Senior Director of
Nursing at Dignity health, St. Rose Dominican, San Martin Campus, Las Vegas, NV and she
oversees the overall nursing activities right from the ICU, ER, IMC, MS all the way to JRU. She
is therefore in charge of the operations in all these areas and charge nurses are the
immediate contacts that she deals with as they report to her. On the other hand, Ms. Jalyn
reports to the Chief Nursing Executive, who is the overall operational manager within the
institution.As a nurse leader, Ms. Jalyn level of authority and influence within the
organization is remarkable as nurse charges who report to her control the various units and
they act as the drive force within these units. If units are non-functional, they transform
these to the departments and then to the entire organization. The units’ proper function is
thus vital to the overall service delivery, organizational operation, as well as the leadership
and management functioning (Aij & Rapsaniotis, 2017).On the matters to do with sense of
empowerment and efforts to empower others, Ms. Jalyn has applied the interprofessional
collaboration tactic with that of the team building to empower the staff to conquer the
challenges brought in by the various clinical and social situations within the health facility
setting (Casey, 2004). She gives out a perfect example of the latest COVID -19 pandemic
which has brought in a new element of interprofessional collaboration which empowers the
different professionals to fight with one spirit towards defeating this new menace in the
world of healthcare. On team building, Ms. Jalyn has realized that a perfect way to meet and
interact with her managers in a casual setting did actually assist in building relationships
and trust. These strongly empowered the team and also strengthened the efforts to
empower others (Toofany, 2007).ORDER A PLAGIARISM-FREE PAPER HEREOn the other
hand, on a personal motivation phenomenon, Ms. Jalyn applies the motivational theory to
empower her through getting her motivation back. Through the Hertzberg's two factor
theory of motivation, Ms. Jalyn can reflect back on the past struggles and thoughts which are
mostly kept in writing with her personal journal (Sanjeev & Surya, 2016). Doing this helps
her to re-focus and get her motivation back. She also suggests this to her peers that she
feels are losing their passion for healthcare. This means that her reflections empower her
through rejuvenating her motivation as well as empowering others too (Blake, 2015). Her

4. mentorship program for the CSN promise scholarship describes her extra-organizational
responsibilities geared towards empowering the community. Nursing Leadership Interview
EssayComparison of Personal Philosophy/Style/Model of Leadership with The Leader and
The ExpectationsLeaders apply different types of styles depending on their personal
preference, leadership roles as well as situational demands. As an aspiring leader, especially
in a healthcare setting, my personal philosophy in leadership has been freedom of
communication, ethics, and democracy. These three aspects will mean that the entire
leadership that I will exercise will be guided by these philosophies in order to fulfill my
leadership goals as I inspire.In the comparison of my leadership philosophy with that of Ms.
Jalyn, they are similar in many ways, a fact that has even motivated me more, seeing a
successful career that Ms. Jalyn has had in her over 25 years in nursing and over a decade in
the leadership position. To begin with, Ms. Jalyn applies the democratic style of leadership
which dictates that the ideas and opinions of others are welcome and a leader does not have
a problem asking for help and delegating tasks whenever necessary (Aij & Rapsaniotis,
2017). As such, these truly matches with my leadership philosophy of exercising democracy
in leadership.What’s more, Ms. Jalyn has always preferred open communication with her co-
workers. In her interview she narrated that having open communication and good
communication skills with co-workers, patients, and patient’s families can help resolve
conflicts, as well as most likely avoid many conflicts. This aspect of the leadership model
also matches with my second philosophy of freedom in communication.Furthermore, Ms.
Jalyn applies conflict resolution as another aspect of her leadership model. she is very up-
front in attempting to resolve conflicts between herself and others as well as between
others. She approaches this in a non-threatening way. Depending on the conflict, she uses
many different styles of conflict resolution and sometimes it may take a combination to
resolve certain conflicts (Ali & Mojbafan, 2019). Acting as a mediator whenever conflict
arises assists in reaching a fair resolution between the parties. She utilizes negotiating,
collaborating, conciliation, mediation and if needed, arbitration to resolve conflicts. This is
an indication that her aspect of ethical considerations in conflict resolution is the central
guide to exercising her leadership role. As such, this matches with my third philosophy of
ethical leadership in my personal leadership philosophy.As I expected, Ms. Jalyn leadership
model is one to be admired and it is what I have always envied as I work towards
developing a career in leadership. Ethics, freedom of communication, and democracy have
been my three personal philosophies in leadership and Ms. Jalyn seem to have succeeded in
all these three areas through a perfect application of her leadership style which leaves many
in the career of nursing craving to achieve. Nursing Leadership Interview EssaySummary
of The Leader’s Behavior, Strengths, Successes, Challenges, And WeaknessesMs. Jalyn is first
a go getter and she stops to nothing whenever a chance emerges. She is honest and
hardworking and is ready to take up challenges. Her current position as a Senior Director of
Nursing was recently created which carries responsibilities that have no prior reference
within the organization but she took it with passion and moved on. This shows courage and
commitment in leadership which are a true reflection of a good leader and as well, a
motivation to others. Moreover, her success can be attributed to a rich experience in leading
teams with over a decade in the leadership positions with achievements and full of praise

5. from her teams and the administration (Coonan, 2008). What’s more, she is able to face
challenges by finding solutions that are quick and within her reach. Conflict resolution
strategies, team building and interprofessional collaboration have always been her pillar in
tackling challenges that mostly the leadership in nursing faces (Ali & Mojbafan, 2019).
Whenever the weakness occurred, either through loss of motivation or falling out with the
team, there was always a way out that emanated from Ms. Jalyn leadership attributes of
finding the motivation back and fostering a good working relationship. This is a true
reflection of a leader ready to take the battlefront to realize the success of her
team.ConclusionNursing leadership is a complex career and requires courage, commitment,
and art to maneuver the tricky managerial expectations that a leader is bestowed with. To
be successful as a leader one has to learn the art of team building, interprofessional
collaboration as well as good communication. These aspects must be backed up with ethics
and honesty to succeed. For Ms. Jalyn, this was evident in that her career success was
coupled with all these aspects and her star in nursing leadership continues to rise and the
future looks even brighter on her side.ReferencesAli, M. M., & Mojbafan, A. (2019). Conflict
and conflict management in hospitals. International Journal of Health Care Quality
Assurance, 32(3), 550-561.Aij, K. H., & Rapsaniotis, S. (2017). Leadership requirements for
Lean versus servant leadership in health care: a systematic review of the literature. Journal
of healthcare leadership, 9, 1.Bottomley, K., Burgess, S., & Fox,Moses, I.,II. (2014). Are the
behaviors of transformational leaders impacting organizations? A study of transformational
leadership. International Management Review, 10(1), 5-9,66.Blake, N. (2015). The nurse
leaderʼs role in supporting healthy work environments. AACN Advanced Critical Care,
26(3), 201-203.Casey, C. (2004). Bureaucracy re-enchanted? spirit, experts and authority in
organizations: Theinterdisciplinary journal of organization, theory and society the
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79.Coonan, P. R. (2008). Educational innovation: Nursing's leadership challenge. Nursing
Nursing Leadership Interview EssayEconomics, 26(2), 117-21.Johansson, O. (2004).
Introduction: Democracy and leadership - or training for democraticleadership. Journal of
Educational Administration, 42(6), 620-624.Katz, J. H. (1996). Models of management:
Work, authority, and organization in a comparativeperspective. Industrial & Labor
Relations Review, 49(2), 367.Sanjeev, M. A., & Surya, A. V. (2016). Two factor theory of
motivation and satisfaction: Anempirical verification. Annals of Data Science, 3(2), 155-
173.Toofany, S. (2007). Team building and leadership: The key to recruitment and
retention. NursingManagement (through 2013), 14(1), 24-
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