Bluemoonlagoon94

Modern Renaissance Women & Hobbyist. Always so much to do without enough time. Blood moon of Nov, 94’

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This year on the unit, I had the privilege of creating a reflection board with several of our patients. What started as a simple writing exercise turned into a powerful moment of connection, shared vulnerability, and hope.

Together, we wrote a message inspired by Yoda—a reminder that healing is not linear, and that courage often looks like taking one step forward even when the path feels dark. We talked about facing pain instead of running from it, seeking help instead of walking alone, and letting go of shame to make room for resilience.

Watching patients add drawings, contribute phrases, and interpret the message in their own way was a reminder of why I love psychiatric nursing. Healing happens in community, in creativity, and in moments where people feel seen.

Every day I learn from the individuals I care for. Their strength, honesty, and willingness to grow continue to inspire me as both a nurse and a human being.

Here’s to taking one more step forward — together. 💛

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Massage versus nursing in a free market

In Adam Smith's book “The Wealth of Nations"

My profession as a massage therapist matches his evidence that I cater precisely a free market economy outlook where demand is high, it rewards personality, touch, loyalty, and repeat clients. Although massage therapy is an unstable career due to high burnout. The massage therapy field is filled with low-skilled practitioners and is limited to those who lack the personality and stamina to stay in the profession for a long time. This is what I've experienced in the spa industry over 11 years.

Although the demand has a huge emotional, personal, and cash-based impact, it’s still unstable in terms of client regular client return if the skill set is not met, the demand is still huge in terms of demand.

Unfortunately, hospitals are a monopoly, and therefore the people at the top control the wages at the bottom or the wages of labor for those of us in the nursing profession currently. Therefore, those at the bottom, who do the most risky work, end up getting paid the least. In nursing, which goes against what Smith is trying to explain about a free market economy.

In nursing: - supply is huge (nursing schools push out thousands yearly) -wages are standardized -demand is high but controlled by budgeting, ratios, and hospital finances -institutions suppress wages to maximize profit

When one does massage: -You generate $130–$170 revenue(if one works for themselves and has a talent for the 5 circumstances) -You keep 50% + 100% tips -You directly experience the financial value of your skill

Adam Smith warns us that workers in professions controlled by large employers earn less than the true value of their labor because the employer captures the profits. This is why a free market is more beneficial to all than a purely capitalist society.

The "five circumstances" of labor are as follows

-Job difficulty and danger

-Training, Skill, and Education

-Job Stability or security

-Level of trust or responsibility

-Chances of promotion or advancement

In theory, Nursing should be one of the most well-compensated fields to work in, yet it isn't because large hospital monopolies are taking over. Smith argues that natural differences in job difficulty, risk, and training create wage and profit differences, but artificial restrictions(guilds, monopolies, and regulations favoring employers) distort the natural distribution and harm workers as well as their consumers.

One last point made in chapter ten that I wish to discuss is that Training and skill in nursing require a high investment, which should result in higher wages for a person's labor. Nursing requires such extensive training that their wages should reflect the initial investment in their attendance at university.

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These guys are called rosettes, which are architectural accents that go on the top half of windows and doors, ones on the floor are called plinth wood blocks. Each one is about $2 from @homedepot, and if you’re REDOING a door frame or window then it adds a little something extra to your home. Honestly, you might not notice they’re even there, but you’ll miss them when they aren’t. Modern homes don’t incorporate these anymore which is really a shame. Wood carvers on esty make and sell many more kinds depending on how detailed you want to get on these. Pretty cool stuff. These are made from pine. These small features make a home feel more loved and lived in regardless if they aren’t noticed 💯 of the time. Only replace what you need & save a 🌳.

“predicted that by the end of 2020, global consumption of industrial timber products will increase by 45%, #uk based sustainable real estate organization FIM, based on existing growth levels, has forecasted that global timber consumption in 2020 will be 2.3 billion cubic meters. This is an increase of 24% from the 2015 level and equivalent to a 4.4% increase per annum. Moreover, The World Bank has also forecasted that global timber demand is set to quadruple by 2050” ~~ that’s 9,307,778,000,000 acres or 1,210,010,000,000,000,000 Football-fields. If you think giving your waitress 20% is too much think about how much 4.4% is from that number. With knowing that, I don’t think I’ll replace them again unless they get ripped off the wall somehow and can’t be put back. #football #footballfield

Something France is doing atm is focusing on harvesting invasive trees in their region instead of other mainstream timber. #pinetrees #pinefarm #agriculture #sustainableliving #interiordesign #architecturalaccents #windows #doors #simpleinteriors #thoughts #planetearth #earth #trees #treesofinstagram

Please visit https://environmentalsystemsresearch.springeropen.com/articles for this paper on “Minimizing environmental impacts of timber products through the production process “From Sawmill to Final Products” “

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My macroeconomics professor told me that everyone must read this book at least once before you die. So I decided that for my 30th year of life, which I will, in fact, be reading this whopping 1100+ page book. So far, I'm on page 100, and I do not regret this decision to embark on this endeavor. I am surprised that this book, written in 1776, has withstood the test of time. This book was also read by the founding fathers of the United States, which should also say something, considering these men were such rebellious yet some of the most innovative thinkers of their time. I will continue reading to see where this leads me. I thought this was an appropriate book, given the present state of things.

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Leadership Assessment

NU.696

October 5, 2024

Introduction

This assignment aims to analyze leadership strengths through the Cliftonstrengths assessment and Ledlow’s Leadership for Health Professionals. To better direct leaders, utilize conflict resolution techniques and assess overall leadership styles. This paper uses many devices that analyze leadership styles and techniques to better understand how to direct teams within the healthcare community. This paper leverages personal strengths to foster better collaboration, resolve conflicts, as well as inspire growth among team members because of quality leadership performance. My CliftonStrengths assessment identifies three core leadership strengths that shape my leadership approach and guide my decision-making when working within a team dynamic. 

A. Strengths summary

         My three strengths were the arranger, learner, and individualization. The arranger has a talent for organizing and managing complex situations, bringing together resources and people to create the most productive outcomes. I thrive in dynamic environments and excel at finding efficient ways to complete tasks. Being a learner is my second strength, which means I have a deep desire to learn and improve my skill set continuously. The process of gaining knowledge excites me, and I am empowered by moving from a place of ignorance to competence.

 I value education and enjoy exploring new topics and understanding skills that are new to me. My third strength is individualization, where I am fascinated by the unique qualities of each person and have a gift for identifying individual strengths within individual people. I understand and determine that no two people are alike, Therefore, each person reacts differently to different challenges. By engaging these strengths, my Cliftonstengths results have identified me as adept at building productive teams and avoiding unnecessary conflicts. By understanding how different individuals can work together effectively and cohesively to better help others reach their full potential. (Clifton, 2021)

B. Personal Reflection 

I. Identifying my Leadership Style 

My leadership style is contingency leadership, in which one attempts to adapt their leadership strengths to a difficult situation or environment. Examples of contingency leadership are the ability to manage a diverse team, navigate organizational change, or lead others during a staffing shortage. One can apply contingency leadership by adopting multiple roles to better lead a team based on the needs of the situation at hand. A real-world example of this would be my current job, for the past three years, I have had about four managers. In high-stress situations like this scenario, I would adopt a more authoritative role to get things done when there are tasks at hand. In contrast, I would also adopt a more coaching or participative approach toward resolving an issue, or if someone was unsure of their current position. Whether it be authoritative, coaching, or a participative approach, the flexibility of these leadership styles allows me to be an effective leader sensitive to both the task at hand and the people involved. (Ledlow, 2024)

II. Assessment Findings and Leadership Style 

My CliftonStrengths results, particularly arranger and individualization, contribute to my leadership style. As an arranger, I am naturally inclined to organize people and resources efficiently, which is essential for adapting leadership strategies in dynamic environments. The individualization strength complements my arranger strength by enhancing my ability to better understand my team's unique talents. It ensures that each person is placed in a role where they can excel to their fullest potential. Throughout the Cliftonstrengths quiz, my strengths improved my situational awareness when it comes to understanding the leadership approach because it has given me the ability to identify the best way to lead different individuals based on their skills. As a learner, I constantly seek knowledge and personal growth, equipping me to handle new challenges and refine my leadership strategies. (Clifton, 2021)

C. Scenario: Admissions

I. Navigating the Scenario  

In scenario II, where I am faced with incomplete admissions from the night and day shifts, I would lean on my strengths as an arranger and individualization to guide my actions throughout the conflict to seek a fair resolution. Firstly, as an arranger, I would review the complexity of the remaining two admissions and determine which patients require immediate attention based on priority. I would then delegate the tasks to other coworkers to balance the workload across the team. My individualization strength allows me to approach the night shift advanced practice nurse with an understanding of their perspective while advocating for collaboration. I would remind them of the significance of teamwork, suggesting that together, we can divide the workload to ensure that both shifts are covered without overwhelming either of us. Furthermore, my learner strength drives me to reflect on how to improve workflow processes in the future to avoid similar situations. (Clifton, 2021)

II. Conflict Style  

The conflict style that best aligns with my strengths is collaborating. According to Ledlow Chapter 5, the collaborating conflict style is about working together to find a win-win solution. Given my strengths as an arranger and my strength in individualization, I am inclined to bring people together in collaboration and find ways for individuals to contribute effectively using their talents. In this situation, I would collaborate with the night shift advanced practice nurse to find a mutually beneficial solution, ensuring our needs and the patient’s needs are met. Proposing to share the workload or restructure the workflow for future shifts establishes a collaborative approach emphasizing teamwork and shared responsibility for the tasks at hand. Distributing workload helps maintain a positive working relationship while prioritizing patient care. (Ledlow, 2024)

III. Mentoring Non-Performers  

One mentoring strategy from Ledlow Chapter 15 as well as Dr. Kiefer’s lecture that fits well with my leadership style is the coaching leadership strategy. (Kiefer, 2024) The coaching leadership strategy involves providing regular feedback, setting clear expectations, and helping individuals develop their skills. If the night shift advanced practice nurse continues to struggle with managing the workload, I would use a coaching approach to offer encouragement and attempt to better understand their operational skill set. This strategy would involve regular check-ins to assess their progress, provide support when necessary, and help them develop strategies for handling high-pressure situations more effectively. The coaching strategy aligns with my learner and individualization leadership strengths, as I can tailor my coaching approach based on their unique needs and abilities. These two strengths and the coaching style would encourage her to develop new skills that would benefit the entire team in the long run. (Ledlow, 2024)

Conclusion

My CliftonStrengths assessment highlights my ability to organize resources and people effectively by highlighting my arranger and individualization skills. My passion for continuous knowledge as a learner and my talent for understanding others, nurture individual strengths to help assist others in reaching their full potential. These strengths significantly contribute to my leadership style, which is embedded in situational and contingency leadership theories. By leveraging my skills as an arranger and individualization, I can adapt my approach to different team members and circumstances, ensuring efficient and productive outcomes. My strength of being a learner drives my desire to grow and improve my leadership capacity over time. 

In the admissions scenario, my strengths would guide me toward a collaborative resolution, away from direct conflict, allow me to balance workload effectively, and support the team cohesively. I would apply the collaborating conflict style to resolve tension as well as propose solutions that ensure quality patient care while maintaining a positive work environment. Additionally, I would employ a coaching strategy to guide non-performing colleagues to ensure they can develop their skills in addition to contributing more effectively to the team. My strengths, coupled with strategic leadership and mentoring approaches, equip me to navigate complex situations with efficiency and compassion for others. (Clifton, 2021) (Ledlow, 2024)

References

Gallup. (2021). StrengthsFinder 2.0: Discover your CliftonStrengths. Gallup Press.

Kiefer, R. A. (2024, October 5). Strategies for mentoring non-performer employees [Lecture].Jefferson College of Nursing, Philadelphia, PA. 

Ledlow, G. R., Bosworth, M., & Maryon, T. (2024). Leadership for health professionals:

Theory, skills, and applications. Jones & Bartlett Learning

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Left-wing populism is, and always was, the answer

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Abundance, mindset versus scarcity mindset.

It is estimated that most people tend to adopt a scarcity mindset in various aspects of life, leading them to believe that resources, opportunities, or success are limited. This mindset is especially prevalent in highly competitive environments, such as workplaces and professional relationships, where individuals may feel the need to guard their achievements or fear sharing credit. Unfortunately, corporate culture often fosters this scarcity thinking, encouraging employees to see others as competitors rather than collaborators.

On the other hand, people with an abundance mindset—who believe there are enough opportunities and resources for everyone—tend to be more open, innovative, and willing to collaborate. Although this mindset fosters personal growth and healthy relationships, it requires conscious effort and emotional maturity to develop. Many individuals are naturally inclined toward scarcity thinking, as fear of missing out or losing resources drives them toward defensive or competitive behaviors.

A significant factor shaping these mindsets is how people handle setbacks and opportunities. Those with a scarcity mindset tend to be fear-driven, focusing on losses and guarding what they have. In contrast, individuals with an abundance mindset are more likely to embrace risks and view challenges as growth opportunities, which is why they tend to thrive in the long term.

Unfortunately, most of society operates with some degree of scarcity thinking, which can explain why resistance or negativity toward others’ success is common. However, individuals like the Dean of my college, likely have cultivated an abundance mindset, recognizing that encouraging others does not diminish their own success but instead contributes to a larger shared purpose and impact (as in your case, improving mental health).

The shift from scarcity to abundance thinking is possible but takes consistent practice, involving gratitude, empathy, and seeing success as something achievable for everyone. The Dean embodies this mindset, which explains her encouragement and support for my goals rather than viewing my ambitions as a threat. Embracing this way of thinking yourself will further align you with those who share a similar outlook, reducing the impact of negativity or resistance you might encounter elsewhere.