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Discussion 1: Leadership Theories in Practice

Discussion 1: Leadership Theories in Practice

Walden University Discussion 1: Leadership Theories in Practice– Step-By-Step Guide

 

This guide will demonstrate how to complete the Walden University  Discussion 1: Leadership Theories in Practice  assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

 

How to Research and Prepare for Discussion 1: Leadership Theories in Practice  

 

Whether one passes or fails an academic assignment such as the Walden University  Discussion 1: Leadership Theories in Practice depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

 

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

 

How to Write the Introduction for  Discussion 1: Leadership Theories in Practice   

 

The introduction for the Walden University  Discussion 1: Leadership Theories in Practice is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

 

How to Write the Body for  Discussion 1: Leadership Theories in Practice   

 

After the introduction, move into the main part of the  Discussion 1: Leadership Theories in Practice  assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

 

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

 

How to Write the Conclusion for  Discussion 1: Leadership Theories in Practice   

 

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

 

How to Format the References List for  Discussion 1: Leadership Theories in Practice  

 

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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Sample Answer for NURS 6053 Discussion 1: Leadership Theories in Practice

A nurse is expected to work in a healthy environment that ensures satisfaction, safety, and empowerment, thus translating to quality care. A successful leadership transformation can be described by goal-oriented, emotional intellect, focus, and passion (Suratno, 2018). Additionally, emotional intellect effectively guides a leader in demonstrating wisdom and familiarity through conscious drive control. A positive working environment can be achieved through clarity, behavioral integrity, self-awareness, and honesty (Suratno, 2018). The purpose of this discussion is to address the critical insights on leadership from scholarly resources and describe the behaviors and skills showing where they are used in practice.

Two Key Insights from the Scholarly Sources

Leadership is considered a dynamic outcome that involves collective activities thus helps in building networks and relationships. In this way, leadership creates an environment for new knowledge that can be co-created rather than just implemented through the top leader plan. According to Sfantou et al. (2017), the leadership skills that I have gained key insight is on motivating people this can help overcome challenges such as shortage of healthcare workers. Therefore, leaders should protect psychological, social, safety, and esteem needs. In addition, finding meaningful individual rewards motivates workers or staff to perform better.

Leadership behaviors such as transformational leadership help create a healthy working environment for nurses, thus empowering and helping in showing commitment. Transformation leadership relates to the ability to inspire confidence and helps the staff communicate loyalty, which strengthens employee morale (Sfantou et al., 2017). Transactional leadership helps make exchanges with employees, thus leading to improved production.

Observed Leadership Skills and Behaviors and Extent the Practice was Effective

I have seen where behavior and skills are used in practice within our organization. The behavior and skills have helped create a healthy working condition, thus overcoming the shortage of healthcare workers within our organization (Kapur, 2018). The management engages the staff and nurse to ensure their need and the reason that makes them feel like quitting employment, which leads to effective addressing of the issue, thus creating a good working environment. The extent to which the leadership skills and behavior were practical helped recognize the management mistakes that lead to nurse burnout. The skills also effectively inspired and motivated nurses to change their behaviors.

References

Kapur, R.(2018). Leadership Theories and Practices. https://www.researchgate.net/publication/323794733_Leadership_Theories_and_Practices

Sfantou, D. F., Laliotis, A., Patelarou, A. E., Sifaki-Pistolla, D., Matalliotakis, M., & Patelarou, E. (2017, December). A systematic review is the importance of leadership style towards the quality of care measures in healthcare settings. In Healthcare (Vol. 5, No. 4, p. 73). Multidisciplinary Digital Publishing Institute. https://www.mdpi.com/230004

Suratno, K. (2018). The relationship between transformational leadership and quality of nursing work life in hospital. International Journal of Caring Sciences, 11(3), 1416-1422. http://internationaljournalofcaringsciences.org/docs/9_kalukuSuratno_original_11_3.pdf

Hi,  thanks for your post. I agree with you that a healthy work environment can improve patient outcomes. Numerous studies have linked leadership styles and participative governance to the desired results of nurse satisfaction, commitment, and retention. A manager’s leadership style is an essential variable for retention and quality of care in a unit because it strongly influences the team’s achievement of its goal. Leaders have a critical role in increasing employed psychological capital and decreasing intention to sabotage (Altahat & Atan, 2018).

Research has shown that different leadership models affect performance, job satisfaction, and health. Relation-oriented leadership supports job satisfaction, and one form is transformational leadership. This is a style adopted by most leaders in the health sector, and more are encouraged to embrace it. A leader using transformational leadership style acts as a role model, adds meaning and challenge to subordinates’ work, encourages team members to be creative and approach problems in new ways, pays attention to the individual subordinates’ needs, and provides coaching and mentoring. Good leadership style positively affects both nurses’ well-being and that of the patients and the overall quality of care in the health sector (Vidman & Strömberg, 2021).

References 

Altahat, S., & Atan, T. (2018). Role of healthy work environments in the sustainability of goal achievement; ethical leadership, intention to sabotage and psychological capital in Jordanian Universities. SUSTAINABILITY, 10(10), 3559. 

https://www.mdpi.com/2071-1050/10/10/3559

Vidman, Å., & Strömberg, A. (2021). Leadership for a healthy work environment – a question about who, what, and how. Leadership in Health Services (1751-1879), 34(1), 1–15. 

https://www.emerald.com/insight/content/doi/10.1108/lhs-06-2020-0041/full/html

Sample Answer 3 for NURS 6053 Discussion 1: Leadership Theories in Practice

According to Broome & Marshall (2021), leadership is the discipline and art of guiding, directing, motivating, and inspiring a group or organization toward the achievement of common goals (p.14). I had previously thought more of leadership in nursing as a position rather than a set of qualities and characteristics a person can use to influence positive change. From this week’s readings, it is clear that strong leadership is essential, and should be sought after by all of us in the profession. Strengthening the quality and integration of care requires effective leadership from healthcare professionals (Sfantou et al 2017). Quality leadership in nursing has the power to create healthier work environments and more positive outcomes. A nursing leader is engaged and professional and acts as an advocate for health and dignity. A transformational leader in healthcare must understand the history, culture, and language of the science and practice the discipline of leadership (Broome & Marshall, 2021). Effective leaders must hold the trust and best interest of those they serve.

A key insight in leadership I discovered this week is how essential emotional intelligence is.  Emotional intelligence is one of the most effective traits in a successful leader. According to  Broome & Marshall (2021), emotional intelligence includes self-awareness, self-management of emotions, empathy, and effective communication and relationship management. These are tangible qualities we need to intentionally foster in ourselves to be able to bring the knowledge and benefits of them to our practice in a meaningful way. As nurses in advanced practice, we will be looked upon to lead. Self-awareness is key. Emotionally intelligent nurses with an administrative role generate emotions, passion, and motivation enabling others to reach goals that would otherwise have not been realized.

Leadership is considered a core element for a well-coordinated and integrated provision of care, both from the patients and healthcare professionals (Sfantou et al 2017). Looking back on my 22 years as a nurse, the leaders who stuck out to me were the ones who were able to make an impact because of their emotional intelligence and ability to connect with others. One, in particular, was my charge nurse when I was brand new to the ER. She led by example and was a natural mentor who was able to provide supportive correction without negativity or shame. She kept morale positive, even when the department was in chaos. She would review the more critical patients with me after they were stabilized and it helped me grow my knowledge and skills quickly. Leaders emerge when preparation, character, experience, and circumstance come together at a time of need (Broome & Marshall, 2021). Emotionally intelligent individuals are able to use, understand and manage their feelings in a way that benefits themselves and others (Prezerakos, 2018).  To be an effective leader, you must know yourself and your strengths well and be able to help others do the same.

References

Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.

Prezerakos P. E. (2018). Nurse Managers’ Emotional Intelligence and Effective Leadership: A Review of the Current Evidence. The open nursing journal, 12, 86–92. https://doi.org/10.2174/1874434601812010086

Sfantou, D. F., Laliotis, A., Patelarou, A. E., Sifaki-Pistolla, D., Matalliotakis, M., & Patelarou, E. (2017). Importance of Leadership Style towards Quality of Care Measures in Healthcare Settings: A Systematic Review. Healthcare (Basel, Switzerland), 5(4), 73. https://doi.org/10.3390/healthcare5040073

Sample Answer 4 for NURS 6053 Discussion 1: Leadership Theories in Practice

 Leadership can have an enormous impact on your organization. Leaders can help uplift employees as well as tear them down. Good leaders mentor employees and inspire others to want to do a good job. Leaders provide a sense of vision and purpose to their employees and help them achieve their professional goals. In my 43 years I have seen great leaders as well as horrible leaders. Poor leadership within an organization has the potential of destroying an entire organization of good employees. 

     In a clinical setting effective leadership is required to ensure a high quality of safe and effective patient care (Xu, 2017). It is important for nurses to identify leadership styles and theories that can be used in their area of nursing practice. Developing leadership skills helps nurses improve relationships with colleagues and other leaders (Xu, 2017). There are a variety of leadership styles and theories to choose from, however selecting the style that is most suitable for you and the situation is important. There are 2 leadership theories I believe are the most beneficial in the clinical setting, and we will review these styles in more depth below. 

     Transformational leadership is a theory that focuses on the positive relationship between the employee and the leader. Transformational leaders motivate and inspire others through their enthusiasm and passion for the job. Some studies have shown a significant effect between transformational leadership and the improved work performance of employees (Eliyana et al., 2019). I currently work in an area where the program director exhibits characteristics of a transformational leader. He communicates well with the employees; he is very inspiring and motivating. Due to his presentation employees want to do a good job and do not want to let him down. Unfortunately, this same director has difficulties with the supervision aspect of his job. He is so worried about everyone liking him, he fails to hold employees accountable when necessary. To be a good leader it is important to have a good balance of leadership qualities as well as supervisory qualities. 

     Situational leadership theory is another leadership theory that is beneficial in the acute clinical setting. Most unit directors where I work employ this type of leadership theory. Situational leadership uses the leadership style that is best for the current situation. Being able to adapt to different situations as a leader is necessary. Leaders who employ situational leadership increases employee motivation (Wuryani et al., 2021). For example, an employee who has been doing a job for several years does not need a supervisor to micromanage their work, a laissez-faire approach may be necessary for this situation. However, if a crisis occurs a more autocratic leadership style may be necessary. Having the ability to be flexible as a leader increases employee motivation. Working in acute psychiatric facility, situations change rapidly and dramatically which forces leaders to adopt the situational leadership style of leadership which has proven to be effective in my experience. 

     Good leaders care about their employees and want to bring the best out of them. They help coach, and mentor employees to help them reach their ultimate goals. They advocate for their people and empower them to do remarkable things. Great leaders can lift an organization up and bring people together to achieve the common goal. Developing great leaders should be a priority of all health care organizations. 

Eliyana, A., Ma’arif, S., & Muzakki. (2019). Job satisfaction and organizational commitment effect in the transformational leadership towards employee performance. European Research on Management and Business Economics, 25(3), 144–150. https://doi.org/10.1016/j.iedeen.2019.05.001

Wuryani, E., Rodli, A. F., Sutarsi, S., Dewi, N. N., & Arif, D. (2021). Analysis of Decision Support System on situational leadership styles on work motivation and employee performance. Management Science Letters, 365–372. https://doi.org/10.5267/j.msl.2020.9.033

Xu, J.-H. (2017). Leadership theory in clinical practice. Chinese Nursing Research, 4(4), 155–157. https://doi.org/10.1016/j.cnre.2017.10.001

Sample Answer 5 for NURS 6053 Discussion 1: Leadership Theories in Practice

Leadership skills begin with understanding one’s self. Leadership leaders “demonstrate self-confidence and are able to trust and empower others” (Sherman & Pross, 2010). Their communication and actions impact others and creates a healthy working environment. The art of leadership within healthcare organizations involve managing relationships with patients, coworkers, nurses and influencing their behaviors.

An example of a good leader was my previous manager who I had the pleasure to work with for four consecutive years. I witnessed a strong leadership characteristics such as setting certain directions, strategies, having a vision for the unit, and her ability to connect with her coworkers/nurses on both personal and professional level. She was considered an informal leader; as described in the Laureate Education (2014) “displayed charisma and willingness to help others be successful because of the vision they see for their unit which can be perceived as a leader with personal power”. A good example of leadership, when my manager implemented pressure ulcer prevention strategies on the unit. She created a daily list of patients who required frequent turning every 2 hours and set up a worksheet with times with nurses names to turn patients at the assigned times. Options were offered for nurses on a preferred time depending on their patients’ workload.

Overall, this particular practice helped recognize team members’ strengths to help create a positive workplace environment and ensure tasks get completed. Also, made quality of care to be a vital element for achieving high productivity levels within healthcare organizations (Sfantou et al., 2017). In the process of conducting skills; leaders are establishing the methods of collaboration, innovation, and communication. These methods will help set the healthcare organization for success. In conclusion, it is important for leaders to ensure they develop the skills and competencies needed to be successful. The development of healthy work places are responsive to the changing healthcare environment.

References

Laureate Education (Producer). (2014). Leadership [Video file]. Baltimore, MD: Author.

Sherman, R., & Pross, E. (2010). Growing Future Nurse Leaders to Build and Sustain Healthy Work Environments at the Unit Level. OJIN: Online Journal of Issues in Nursing, 15(1), Manuscript 1. Doi: 10.3912/OJIN.Vol15No01Man01. Retrieved from http://ojin.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Vol152010/No1Jan2010/Growing-Nurse-Leaders.aspx

Sfantou, D.F., Laliotis, A., Patelarou, A.E., Sifaki-Pistolla, D., Matalliotakis, M., & Patelarou, E. (2017). Importance of Leadership Style towards Quality of Care Measures in Healthcare Settings: A Systematic Review. Healthcare, 5(4), 17. DOI:10.3390/healthcare5040073

Leadership Theories in Practice

A walk through the Business section of any bookstore or a quick Internet search on the topic will reveal a seemingly endless supply of writings on leadership. Formal research literature is also teeming with volumes on the subject.

However, your own observation and experiences may suggest these theories are not always so easily found in practice. Not that the potential isn’t there; current evidence suggests that leadership factors such as emotional intelligence and transformational leadership behaviors, for example, can be highly effective for leading nurses and organizations.

Yet, how well are these theories put to practice? In this Discussion, you will examine formal leadership theories. You will compare these theories to behaviors you have observed firsthand and discuss their effectiveness in impacting your organization.

Resources

Be sure to review the Learning Resources before completing this activity.
Click the weekly resources link to access the resources.

WEEKLY RESOURCES

To Prepare:

  • Review the Resources and examine the leadership theories and behaviors introduced.
  • Identify two to three scholarly resources, in addition to this Module’s readings, that evaluate the impact of leadership behaviors in creating healthy work environments.
  • Reflect on the leadership behaviors presented in the three resources that you selected for review.

By Day 3 of Week 4

Post two key insights you had from the scholarly resources you selected. Describe a leader whom you have seen use such behaviors and skills, or a situation where you have seen these behaviors and skills used in practice. Be specific and provide examples. Then, explain to what extent these skills were effective and how their practice impacted the workplace.

By Day 6 of Week 4

Respond to at least two of your colleagues on two different days by explaining how the leadership skills they described may impact your organization or your personal leadership, or by identifying challenges you see in applying the skills described.

Sample Answer 6 for NURS 6053 Discussion 1: Leadership Theories in Practice

Leadership is critical to organizational growth, and leaders should possess desirable traits to influence followers positively. The resources I reviewed on leadership theories and behaviors demonstrate leadership as uniting for a common purpose. As a result, leaders and followers must understand each other and what they want to achieve. As Lai et al. (2020) underscored, the purpose of a leader is to inspire followers, communicate the strategic plan, and ensure the followers understand the mission and vision of the organization and planned activities. Employee engagement has also been emphasized as a desirable behavior that leaders must prioritize. Central to the success of transformational leadership, engagement involves enabling access to information, opportunities, and shared decision-making (Amor et al., 2020). It promotes the unity of purpose and encourages followers to be part of progressive change and organizational transformation.

I have witnessed various instances where transformational leadership behaviors and skills have been used in practice. Commonly in change implementation, nurse leaders or project leaders influence change through inspiration to ensure stakeholders and followers understand the purpose of the change. I have witnessed this approach being implemented in change projects for addressing workplace incivility and helping nurses to cope with nurse burnout. Influence through inspiration helps change agents earn stakeholder support and reduce possible resistance to change. Engagement also helps followers to connect with the change process and feel valued (Fransiska & AyiAhadiat, 2021). Doing so develops an emotional connection with a project and promotes active participation.

Regarding the effectiveness of these skills and the impact of practice in the workplace, it is right deducing that leaders cannot succeed without engaging their followers. As a result, leading through inspiration and engagement promoted collaboration as situations necessitated. The implication is that diverse teams readily participate in their assigned roles if they are actively engaged. The other positive impact was that change implementation was quick, teamwork was central to cohesion, and conflicts during change implementation were reduced significantly.

 

References

Amor, A. M., Vázquez, J. P. A., & Faíña, J. A. (2020). Transformational leadership and work engagement: Exploring the mediating role of structural empowerment. European Management Journal, 38(1), 169-178. https://doi.org/10.1016/j.emj.2019.06.007

Fransiska, T., & AyiAhadiat, K. H. (2021). Transformational leadership on employee engagement: the mediation of work-life balance. Nveo-Natural Volatiles & Essential Oils Journal| NVEO, 10453-10471. https://www.nveo.org/index.php/journal/article/download/2160/1907

Lai, F. Y., Tang, H. C., Lu, S. C., Lee, Y. C., & Lin, C. C. (2020). Transformational leadership and job performance: The mediating role of work engagement. Sage Open, 10(1), 2158244019899085. https://doi.org/10.1177/2158244019899085

Sample Answer 7 for NURS 6053 Discussion 1: Leadership Theories in Practice

Nurses are most definitely comparable to quarterbacks on the football field. We must be very attentive towards the various interdisciplinary players on the field of any healthcare unit. We must be able to accurately seek input, while maintaining respect for the contributions of everyone involved; this allows each “player” to practice at their highest potential (Clark & Hassmiller, 2013). Nurses as leaders are very dedicated individuals, spending an entire career expanding themselves through continuing education and practice. This commitment to hard work and determination provides the best healthcare possible. These are often standards that are set by nurses across all disciplines (Clark & Hassmiller, 2013). Nursing roles are diverse in function, as you mentioned; the RN may be designated a leadership position over a shift, such as charge; or employ a formal nurse leadership role such as an educator or supervisor. Nursing is very versatile which allows for personalities to flourish into their highest and best use.

It is my belief that nurses should continue to evolve and develop throughout their careers. Continual growth is the counter measure to stagnation. Like many biological creatures, a nursing career can be nurtured or hindered by its environment. Take the example of Dr. Melanie Dreher; practicing in a leadership capacity four decades as an educator serving as Dean at the following Universities: The University of Miami, the University of Massachusetts at Amhurst, the University of Iowa, and the Rush University College of Nursing. She has conducted research studies subsequently quoted in: the New York Times, Wall Street Journal, and the Chronicle of Higher Education. Dr. Dreher has a very impressive career and has since retired from education, she now sits as a member of the Chicago Board of Health, a Director of Wellmark Blue Cross/Blue Shield, a Trustee of Loyola University, a member of the Fiduciary Board of AvaSure, and Chair of the Board of Trinity health (Clarke & Dreher, 2016). With such an impressive résumé, I would take her advice pertaining to any nursing subject matter as well as personal advice.

Dr. Dreher provides advice in this publication identifies transformations within an individual’s career as well as organizational leadership.  When a leader vacates a position, and is being replaced by a new leader, this can be comparable to a change of governments. This takes planning and preparation for both parties. Dr. Dreher describes how things function throughout the resignation phase as turbulent. Stated “once you announce your resignation you are yesterday’s news. The faculty and staff are no longer going to pay much attention to what you have to say and are already thinking about who will be the next leader. When asked, agree to continue providing career guidance to seemingly bereft members of the faculty, but don’t be surprised if they never call or email. Everyone moves on; it’s not personal; it’s just the way it is.” (Clarke & Dreher, 2016). Nurses as leaders occupy a healthy amount of space within their role as an interdisciplinary team member. Nonetheless the nurse should continue to develop and expand until they reach their full personal capacity. This is a healthy process that will provide the profession as a whole the highest and best use of the individual.

 

References

Clark, P., & Hassmiller, S. (2013, October 1). Nursing Leadership: Interprofessional Education and Practice. Nursing Science Quarterly, 26(4), https://doi.org/10.1177/0894318413500313.

Clarke, P., & Dreher, M. (2016, December 25). Transitions and Transformations in Nursing Leadership. Nursing Science Quarterly, 30(1), https://doi.org/10.1177/0894318416680532.

Sample Answer 8 for NURS 6053 Discussion 1: Leadership Theories in Practice

Introduction

When it comes to leadership, there are so many methods and ways to gain the employees’ trust. There is much research stating the best leadership style; the reality is that every situation needs a different kind of leadership, and every profession needs a different one. Parenting, for example, cannot be solely laissez-faire, and it cannot solely be authoritarian. Even transformational leadership cannot be the only method used in parenting. The same goes for nursing; not only style applies to all. Every organization is also different, and every situation is different.

Any leadership style aims to determine the objectives, initiate action, and coordinate workers’ efforts (Marshall & Broome, 2021, p.9). The role has always been on the leader to initiate that while motivating workers, but that is only sometimes helpful for employees. Nursing is based on autonomy; therefore, certain leadership styles will need to be revised, like the authoritarian style, which negates the concept of autonomy and almost deletes critical thinking in nurses.

Leadership theories

There are many theories when it comes to leadership. Theory X is focused only on the leader making all the decisions, and based on productivity, followers get incentives and punishments (Marshall & Broome, 2021, p.10). Theory Y is a participative style, always seeking consensus. In contrast, theory z is focused on the well-being of the employees on and off the job and on job satisfaction (Marshall & Broome, 2021, p.10).

The best fit for nursing would be transformational leadership, which could combine theory Y and theory Z. In transformational leadership, the leader influences others not just through specific characteristics like charisma but also through being focused on the leader, on others, and on being a role model (Marshall & Broome, 2021, p.15). Leaders usually have specific characteristics like being good listeners, good coaches, having empathy and support, and being able to motivate and offer recognition (Marshall & Broome, 2021, p.18).

Leadership challenge model

The challenge model is based on providing a role model for the followers to mirror while adding autonomy and developing their strengths. It is a way to make the followers see their leader’s strength while developing their own (Marshall & Broome, 2021, p.184).

Leadership in nursing

The leader needs to stay in touch with the employees, listen to their concerns, help if needed, make rounds, and evaluate their performances (Marshall & Broome, 2021, p.186). We can take the charge nurse as an example of leadership in nursing. A charge nurse should always be available, have answers, and show resources; a charge nurse should show empathy, compassion, and self-management. A manager should also be there for support and be seen on the floor alongside the staff nurses, listening to their concerns and meeting their needs. A manager should offer incentives, should motivate, and discuss fallouts.

Leadership in my organization

The leadership style used in my organization is transformational. The manager is always present on the unit and available by phone if off the unit, even on weekends. She continuously checks in with the nurses to ensure they are all right, always offering to step up and monitor patients while nurses take a ten-minute break. Apart from the informal check-ins daily, she has formal check-ins twice a year, discussing what motivates us, how to recognize us, and printing out excellence in performance to show us what others have said about us. She always pushes us to be better and seek what is next by ensuring we are doing our education and thinking for ourselves, and always speaking up. One example was when I had a conflict with the neurology department, not getting back to me, not communicating with me, and dismissing my concerns. She immediately got in touch with them and highlighted the importance of teamwork and communication and the impact that has on the organization. Another example of the her being there was when I had a patient with a wound vac in place; I have never changed one before. She stepped up and helped me do the nursing care that I needed. She was there to help and as a support and I could not have done it without her. Not only did she help, but she made me a resource as well for other people who have not done it before. This is a kind of transformational leadership being there, being visible and motivating me to do better and do more than what is expected by motivating me to teach others.

There are times when a different kind of leadership is needed. In a code situation, transformational leadership cannot be used; a more authoritative kind is needed; the team needs to listen to one leader when there is chaos, and debriefing afterward can clarify why the leader certain things happen. However, there is no time for explanation or negotiation in a time of chaos.

Impact on the organization

Transformational leadership can have many benefits for nurses. It drives them to innovate and inspire (Pattison & Corser, 2023). It helps the nurses keep their autonomy and be creative while supporting and listening to their needs. It helps improve staff retention and motivates them to stay and improve (Pattison & Corser, 2023). In this article, it should there are different methods of leadership, the compassionate, the collective, and the transformational (Pattison & Corser, 2023). The compassionate focus on learning and conversations with the staff is based on the nurses’ autonomy. The collective is similar to the transformational; it is shared and discursive, motivating followers to lead. This is the path to success, the path to getting Magnet recognition; it focuses on creating and sharing a vision, and the focus is on the end goal (Pattison & Corser, 2023). Like the transformational style, it might not be the best method in a crisis or code situation (Pattison & Corser, 2023).

Patient outcomes and quality of care measure nursing care; a study showed that transformational leadership and authentic leadership styles are the best suited for nursing since they reduce adverse events and increase nurse retention ( Kiwanuka et al.,2021). Choosing a leadership style is very important since It can affect the outcomes and goals of an organization.

A quantitative study was done in a nursing home to perceive what kind of leadership is used and what leadership is expected. The leading style was autocratic leadership or passive-avoidant (Poels et al., 2020). Unfortunately, this style of leadership could be more productive for nursing. An autocratic leader does not involve nor inform followers of decisions (Poels et al., 2020). This leadership style is attributed to administrators and managers needing more administrative tasks that leave no time to interact with and support their staff (Poels et al., 2020). On the other hand, transformational leadership leads to staff well-being, decreased burnout, increased job satisfaction, and higher patient satisfaction. These lead to increased retention (Poels et al., 2020).

 

References

Kiwanuka, F., Nanyonga, R. C., Sak, D. N., Muwanguzi, P. A., & Kvist, T. (2021). Nursing leadership styles and their impact on intensive care unit quality measures: An integrative review. Journal of Nursing Management (John Wiley & Sons, Inc.), 29(2), 133–142. https://doi.org/10.1111/jonm.13151Links to an external site.

Marshall, E. S., & Broome, M. (2021). Transformational leadership in nursing: From expert clinician to influential leader. Springer Publishing Company, LLC.

Pattison, N., & Corser, R. (2023). Compassionate, collective, or transformational nursing leadership to ensure fundamentals of care are achieved: A new challenge or non‐sequitur? Journal of Advanced Nursing (John Wiley & Sons, Inc.), 79(3), 942–950. https://doi.org/10.1111/jan.15202Links to an external site.

Poels, J., Verschueren, M., Milisen, K., & Vlaeyen, E. (2020). Leadership styles and leadership outcomes in nursing homes: a cross-sectional analysis. BMC Health Services Research, 20(1), 1009. https://doi.org/10.1186/s12913-020-05854-7Links to an external site.