Leadership Skills & Staff Supervision Flashcards
7 cards from real ANM practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Leadership Skills & Staff Supervision flashcards as text
An ANM delegates a complex wound care procedure to an LPN. The LPN's scope of practice in this state does not include this procedure. What should the ANM do?
Answer: Reassign the task to an RN within the appropriate scope of practice
Delegation must remain within the delegatee's legal scope of practice; assigning otherwise creates legal and patient safety liability.
Which conflict resolution style involves both parties giving up something to reach an agreement quickly?
Answer: Compromising
Compromising requires mutual concession and is useful when a quick resolution is needed and both parties have equal power.
A staff nurse witnesses a colleague make a medication error but does not report it. An ANM promotes a culture of safety BEST by:
Answer: Creating anonymous reporting channels and emphasizing no-blame incident review
Anonymous reporting and non-punitive review encourage transparency, which is the foundation of a safety culture.
When building a high-performing team, the ANM should FIRST:
Answer: Establish team norms and expectations collaboratively
Collaboratively establishing norms creates shared ownership of team standards and behaviors from the outset.
An ANM observes that night-shift nurses frequently miss documentation deadlines. The root cause analysis reveals they lack access to updated training. The BEST intervention is to:
Answer: Provide targeted just-in-time training accessible during night hours
Addressing the identified root cause — lack of accessible training — directly resolves the performance gap.
Which principle of effective delegation requires the ANM to ensure the staff member has the authority to accomplish the assigned task?
Answer: Parity of authority and responsibility
Parity of authority and responsibility means the delegatee must have sufficient authority to carry out the responsibility assigned.
An ANM wants to reduce staff turnover. Research indicates the MOST powerful retention factor for nurses is:
Answer: Feeling valued and having a voice in decisions
Studies consistently show that nurses leave managers, not hospitals — feeling respected and included is the top retention driver.