A Conceptual Model for Professional Identity in Nursing: An Interdependent Perspective.

The purpose of this initiative was to define the development, verification, and evolution of the conceptual model for Professional Identity in Nursing. This action research design occurred over two phases, utilizing observations, a modified Norris process for model development, and focus groups. Analysis consisted of conventional content analysis and the Fawcett method for conceptual model analysis and evaluation. The model was modified, and results are presented based on the model's philosophical underpinnings, content, socialness, and evolution. The model resonates with nurses both in the United States and internationally. The interdependency shown in the model encourages collaboration, accountability, and sustainability within the profession and society.

The Importance and Impact of Nurse Leader Engagement With State Nursing Workforce Centers: Lessons From the COVID-19 Pandemic.

The COVID-19 pandemic caused unparalleled morbidity and mortality across the globe. Health care agencies, public health departments, and academic institutions experienced widespread disruption to usual operations. These events had an adverse impact on the nursing workforce. Nurse leaders in California rallied to identify and remediate the effects of COVID-19 on the nursing workforce. This article describes the strategy and interventions. Nurse leaders should invest resources in state workforce centers to ensure the health and supply of a strong nursing workforce.

Redesigning Nursing Education to Build Healthier Communities: An Innovative Cross-Sector Collaboration.

Today's health care environment requires registered nurses to be prepared for an array of practice settings, providing care outside the hospital and directly in the community. There is increasing focus on wellness, prevention, access to care, and mental health services for an aging and more diverse population. To improve alignment of education with increasingly complex needs, donor-advised funding supported four prelicensure nursing schools to transform their curricula. Selected schools were guided through a curriculum redesign process emphasizing community and continuum of care. This innovation was consistent with meeting challenges to realize the Institute of Medicine's 2011 Future of Nursing recommendations.

Why Nurse Leaders Derail: Preventing and Rebounding From Leadership Failure.

To be successful, nurse leaders must be able to develop and articulate a vision for their areas of responsibility, build strong relationships with those they lead, and execute strategies and actions to achieve shared goals. Emotional intelligence and mastering self, interpersonal, and team relationships, while understanding organizational culture and systems, are critical components of successful leadership. Nurse leaders must be aware of their own strengths and weaknesses, be able to manage their emotions, exhibit social awareness of others' emotions, and successfully manage their relationships with others within their sphere of influence. Leaders who fail to manage themselves and their relationships with others fail to lead with clear direction and purpose, or fail to deliver results for their organizations, and risk derailing their careers. This article focuses on common behaviors and characteristics that cause leaders to derail as well as the risks for leadership failure (self-imposed, boss-imposed, situation-imposed), including common traps leaders can fall into in the first months of assuming a new leadership role. Risks for career derailment and opportunities for preventing or rebounding from leadership failure are reviewed.