Culture of innovation in nursing or healthcare

In nursing or healthcare, the culture of innovation is mainly associated with leadership through which nurse leaders focus on using their skills to promote health reforms. Such reforms focus on changing healthcare service structures that foster innovation (Porter-OGrady & Malloch, 2018). The nurses advocate for policy change that promotes equity through public policies and decision-making at all levels, including federal, state, or community levels (Porter-OGrady & Malloch, 2018). 

In relation to my role as a nurse in a primary care outpatient clinic, I would advocate for equity in the health care system by supporting a culture within the organizational framework to promote membership community across the healthcare system. Porter-OGrady and Malloch (2018) emphasized the need for healthcare professions to promote equity through value-based culture to attain the attainment of improved clinical outcomes. 

As an APRN in an advanced practice setting, the characteristics of innovation and opportunity concerning my role as a primary care provider include autonomy, divergent thinking, and flexibility. These characteristics are crucial because they help foster and support organizational components of innovation through technological support workforce feedback, role modeling, employee engagement, and leadership (Asurakkody & Shin, 2018). In relation to such an assumption, I would support such innovation by defending and articulating the value of innovation. This may help address health disparities by focusing on challenges and potential solutions that aid in achieving health equity for all patients at outpatient clinics (Barchielli et al., 2021).

Relating to the role as a motivator as a primary care provider in the outpatient clinic, I can say that the profession is crucial for behavior change as it helps in motivating others to accept and make clinical changes in their interaction and relationships. Additionally, being a motivator can help spur individuals to lead in championing the proposed changes. Porter-OGrady and Malloch (2018) stressed that a healthcare profession supports the implementation of change initiatives and motivate interprofessional task to be more engaged in clinical processes and become expertise to solve a problem. Thus, as a primary care nurse practitioner in the outpatient clinic, being a motivator is crucial for embracing changes and encouraging my colleagues and the community to adapt to change and become fully engaged in the transformed clinical processes to meet the expected organizational goals.


Asurakkody, T. A., & Shin, S. Y. (2018). Innovative behavior in nursing context: A concept analysis. Asian Nursing Research, 12(4), 237-244.

Barchielli, C., Marullo, C., Bonciani, M., & Vainieri, M. (2021). Nurses and the acceptance of innovations in technology-intensive contexts: the need for tailored management strategies. BMC Health Services Research, 21(1), 1-11.

Porter-OGrady, T. & Malloch, K. (2018). Quantum leadership: Creating sustainable value in healthcare (5th ed). Burlington, MA: Jones & Bartlett Learning.