Part 1 (All students post a response): As advanced practice nurses, you will at some point find yourself in a position to drive innovation; whether in clinical practice or as a leader. When considering the leadership of innovation, what personal skill sets do you bring to the engagement of innovation? What specific skills do you need to focus on developing in your capacity to embrace failure as an objective tool for managing innovation?
Part 2: Please post a response to your assigned discussion question:
- Review Weberg, & Davidson’s (2021) text, Chapter 8 Case Example: Failure (p. 214-215). Discuss the following question: How does an organization’s history act to position it to fail in responding to overwhelming indicators of the need for change and innovation?
Expert Solution Preview
Introduction:
Innovation is critical in the medical field, especially in advanced practice nursing. As a medical professor, I understand the importance of driving innovation and equipping my students with the necessary skill sets to lead in clinical practice or as leaders. In response to the question posed, below are my answers:
Part 1:
As a leader, the personal skill sets I bring to the engagement of innovation are critical thinking, problem-solving, creativity, and adaptability. I believe these skill sets are essential for driving change and innovation. I also bring a willingness to take risks and a growth mindset, which are critical components of driving innovation.
To embrace failure as an objective tool for managing innovation, I need to focus on developing my resilience and persistence. I should be willing to learn from my failures and adapt my approach. I must also cultivate a culture that supports and values innovation, recognizing that the road to innovation is often paved with failures.
Part 2:
An organization’s history can act to position it to fail in responding to overwhelming indicators of the need for change and innovation. The organization’s past successes and failures can create rigid patterns of thinking and behavior. The fear of upsetting these patterns and the fear of failure can prevent organizations from embracing change and innovation.
Moreover, the organization’s culture can also contribute to its inability to respond to overwhelming indicators of the need for change and innovation. Factors such as resistance to change, a lack of trust, and ineffective decision-making processes can hinder progress and innovation.
To overcome these obstacles, organizations must embrace a culture of innovation that values experimentation, collaboration, and risk-taking. Leaders should be willing to challenge the status quo and to lead by example. They should encourage and reward innovation and be responsive to feedback, both positive and negative. Creating a culture of innovation is crucial to the long-term success and sustainability of any organization.
