Evaluate how well the following social-emotional intelligence power skills were demonstrated during the Mursion simulation:
Self-Awareness
I was the service headline director of the Emergency Department (ED) during the simulation. I facilitated the meeting with the ED nursing manager, Raymond, and the ED pharmacy manager, Jenna. I was mindful, patient, confident, and I showed gratitude to practice self-awareness. I was always attentive and present-minded during the meetings. I built trust by allowing these managers to raise their concerns.
I maintained confidence and calmness during the meeting. I gave a listening ear to them as they raised their concerns and expressed their frustrations. I refrained from interrupting. I expressed my concerns to them after they were done. We had a dialogue thereafter. Before the meeting was over, I commended both departments and urged them to continue with the good work and emphasized gratitude for their service to the organization.
I paid attention to details, used impulse control, and set goals for the meeting, elements that are essential in self-management. The goal was to settle the conflict between the pharmacy ED and nursing ED. Setting this objective was useful in giving us the direction of the discussion and creating the necessary environment. I encouraged Raymond and Jenna to express their concerns about the institution’s initiative to reduce the labor workforce by 10%.
I noted the differences between the tone and conduct of the two managers. Raymond was incredibly aggressive and had a frustrated tone. Jenna, on the other hand, was soft-spoken and calm. Jenna was the first to speak but was harshly interrupted by Raymond. I kindly requested Raymond to allow Jenna to express herself to maintain Jenna’s psychological state’s stability. Impulse control, paying attention, and focusing on the set goals ultimately enabled us to resolve the conflict between the two departments.
I practiced active listening in the discussion and was actively involved. I was compassionate to the two managers and I allowed each one of them to express their concerns about the meeting topic exhaustively. I acknowledged their contribution using verbal and nonverbal communication cues such as nodding, smiling, and positive comments. I allowed the managers to share their inputs after expressing my strategies to create a better working environment.
This action aimed to make the managers feel acknowledged and to assure them that their concerns were valuable. By allowing the two managers to share their respective understanding of the issue, I had the objective of demonstrating that I was intervening to help solve the problem in an amicable manner. The goal was to ensure the environment in the Emergency department was calm, the tone reconciliatory and the outcome joyous.
I portrayed critical thinking, planning, organization, and problem-solving attributes that I believe are useful in exercising the executive function. Raymond was concerned about nurses’ ability to deliver safe patient care. He argued that nurses should take additional tasks. He singled out on medication reconciliation as one of the tasks which he believed would increase safety of patient care. I critically thought about the issue putting into consideration the rationality surrounding his thoughts and concerns.
I suggested that the two managers should organize ana staff in-service training designed to impart valuable knowledge on medical reconciliation. The primary goal of the in-service training would be to improve the nurses’ confidence and competency. The nurses would, in turn, offer safe, effective, and efficient patient care in the short- and long-term. The managers embraced the idea, and eventually, we came up with a realistic goal for the department’s benefit. They both agreed to my recommendation to set another meeting to monitor our goal’s progress and achievement and implement new strategies where need be.
During the meeting, I demonstrated empathy and cultural awareness. I was non-judgmental and culturally sensitive. I showed no favors or discrimination based on culture, religion, nor background. I listened to Raymond and Jenna with equal precision and showed emotional concern to both equally. I have realized that for me to become an excellent leader, I need to effectively leverage the information I have learnt from the Mursion simulation experience.
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