NURS 6052 Discussion Leadership Theories in Practice

NURS 6052 Discussion Leadership Theories in Practice

NURS 6052 Discussion Leadership Theories in Practice

Leadership skills are essential aspects which an effective leader should own. Certainly, most people appointed to leadership posts may lack leadership abilities. The University of the People (n.d.) notes that having an outgoing personality is vital in allowing leaders to take control and coexist with others. This paper tables the outcomes of my uppermost signature themes from finalizing the StrengthsFinder assessment and discusses core values, strengths, and characteristics that I need to improve based on the assessment results.

Barriers caused by organizational culture that can be encountered by nursing leaders that can make them feel powerless can be multiple factors. The culture that is found in organizations includes the values, customs, norms, beliefs and mores that dictate this how people behave within that culture. This cultures influences how people behave within that organization, for better or worse. Nurse leaders within a corporate model can feel powerless by a lack of communication from upper management, keeping employees uninformed, administration distancing themselves from employees, conflict among staff and lack of trust can leave nurse leaders feeling quite powerless within an organization. Some other barriers include: a lack of involvement, the negative image of nursing, a lack of enabling structures, a process which exclude nurses, and a lack of available resources (Shariff 2014). Nurse leaders may also come across barriers due to financial reasons and bureaucracy from upper management if the nurse leader is wanting to implement changes in their department or an area of management.

The uppermost signature themes of fortes that appeared from completing the StrengthsFinder assessment instrument included self-assurance, relator, strategic, responsibility, and restorative. The self-assurance theme assists me to have faith in taking risks and facing challenges, while the relator theme helps me connect with all people. The strategic signature guides me in locating the best itinerary by sorting through the confusion. In contrast, the signature theme of responsibility is vital in guiding me to assume charge in anything I do. Finally, the restorative signature theme is valuable in regurgitating me to resolve challenges.

            I would like to rehabilitate the core values of adaptability and understanding. Coping involves learning that problems are part of work (Riley, 2021). Conversely, understanding consists in learning to accept challenges and avoid fighting against the way people are, and the world is (Riley, 2021). Reinforcing these core values will help me to embrace problems.

The strengths that I strive to enhance are delegating and communicating. Delegating roles ensure that the workers’ autonomy is kept (Leading Effectively Staff, 2021). On the other hand, communication is vital in helping a leader relay information and listen efficiently. Communication and delegating are essential in building effectiveness in organizational culture.

The characteristics that I seek to reinforce are self-awareness and situation awareness. Self-awareness pertains to knowing personal strengths and weaknesses, while situation awareness involves knowing what is happening around oneself (IMD, 2021). Understanding oneself and situations allows for better response in the rise of diverse happenings.

 References

IMD. (2021, April). The 8 key leadership strengths you should learn and today. IMD business school. https://www.imd.org/imd-reflections/reflection-page/leadership-strengths/.

Leading Effectively Staff. (2021, August 23). What are the characteristics of a good leader? CCL. https://www.ccl.org/articles/leading-effectively-articles/characteristics-good-leader/.

Riley, D. (2021, April 19). 30 essential core values for living the life you want. Lifehack. https://www.lifehack.org/861427/core-values-list.

University of the People. (n.d.). Why is leadership important for a great life? University of the People. https://www.uopeople.edu/blog/why-leadership-is-important-for-a-great-life/.

NURS 6052 Discussion Leadership Theories in Practice

Health care services and patient requests might be satisfied with exceptional results if they are handled by a leader with a fascinating personality. The transition in nursing leadership from executive to initiative management is a significant development in healthcare transformation (Doody & Doody, 2012). An organization’s transformational leader will be the driving force behind a more holistic approach to patient care, empowering and empowering nursing staff at all levels, and increasing technology utilization in the business (Huber, 2015). Nurses face enormous challenges, difficulties, and opportunities despite the fact that they have been over-managed, led ineffectively, and inadequately. In order to keep up with the ever-changing environment, healthcare businesses need leaders that can adapt and change with the times. In the context of transformational leadership, this type of authority or adaptive leadership is characterized by conditions of shared responsibility and accountability that influence better ways for the growth of associations (Steaban, 2016).

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From Scholarly Resources: Key Findings

The terms “change” and “implementation” come up a lot in academic literature. Leaders who have the ability to transform their organizations and their followers are known as transformational leaders. Intangible traits, such as vision, shared qualities and thoughts, and relationship-building, play a significant role in guiding changes in the organization’s mission, strategy, structure, and culture (Doody & Doody, 2012). To achieve the vision, implementation takes great care to articulate the vision in an understandable and engaging manner, explain how to achieve the visions, act with confidence and positivity, express trust in the followers, emphasise values with symbolic actions, lead by example, and empower followers to accomplish the vision (McCaffrey & Reinoso, 2017).
An explicit or particular quality of a nurse leader is that they are able to appreciate the value of rewards while also meeting the emotional and intellectual demands of their employees. While acknowledging the limitations of the business, leaders must be confident and articulate their vision to their employees. Workers need a sense of purpose and a sense of belonging in the workplace; they also need to be inspired and challenged intellectually; they need to feel safe to take risks in order to be creative and innovative; they need to have a sense of purpose and a sense of belonging; they also need to be challenged intellectually; they need to be inspired and challenged intellectually; they need to feel safe to take risks in order to be creative and innovative (Huber, 2015).

Possession of Real-World Leadership Experience

Patients, nurses, and coworkers all benefited from the thoughtful solutions that the leader at my place of employment regularly found to deal with the day-to-day happenings. When she’s in charge, she wants her workers to be successful in their jobs while also providing excellent service to patients and their families, which is the essence of leadership in her opinion. For example, there is a fast response team on each shift that responds to any code or patient issues that may arise throughout the course of the shift. Other teams have their own alarm fatigue crew, which is accountable for any alarms that go off. Nurse burnout and shortages in staff can frequently be avoided if the leader implements a flexible self-staffing schedule with open overtime self-scheduling and ensures that the organization has appropriate supplies and equipment. Every nurse can benefit from attending nursing conferences to keep up to date on the latest developments in the field, so she makes it possible for everyone who wants to do so to do so. She also approves tuition for the advancement of nursing education and encourages nurses to speak up when they encounter inappropriate experiences or things they don’t fully understand. Nurses are encouraged to contact the leader if they need help with a patient since she is more attentive to their needs and asks how things are doing on a regular basis, which has been observed on several instances. She is a fantastic transformational leader who uses a motivational, coaching, and inspirational style of leadership to motivate, inspire, and empower her staff.

Leadership Skills and the Effects on the Work Environment

Patients and healthcare professionals alike consider leadership abilities as a critical component of a well-coordinated and integrated healthcare delivery system. My company’s performance has always been boosted by the leadership’s ability to inspire others. A high-quality care system is one that has continuously provided safe and efficient care, including efficient system integrity, performance and timely delivery of treatment. To reduce death rates, this has inspired, retained, and supported employees. In addition, it has improved the quality of healthcare services such as moderate-severe pain, physical restraint use, high-risk residents having pressure ulcers, catheter-associated urinary tract infection, central line-associated bloodstream infection, and a short stay in the hospital. Effective leadership has above all led to higher levels of job satisfaction, higher productivity, nursing retention, patient safety, and overall safety climate, and positive health outcomes.

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To conclusion, transformational leadership is supported as leaders have the power to produce future generations of successful leaders who have the proficiency to create effective solutions to some of the profession’s most crucial issues. Adjusting complex request in unstable environments is at the heart of formulating healthier healthcare organizations that provide the quality of care that clients, families, and communities deserve (Marshall & Broome, 2017). Leaders need to be knowledgeable and competent in strategic planning, so their efforts may be received and acknowledged at all levels and most especially at senior levels (McCaffrey & Reinoso, 2017).

Doody, O., & Doody, C. M. (2012). Transformational leadership in nursing
Huber, E. (2015). Ellen Hudson: a transformational leader. Kentucky Nurse, 63(2), 13–14
Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert
clinical to influential leader (2nd ed.). New York, NY: Springer.

McCaffrey, R., & Reinoso, H. (2017). Transformational Leadership: A Model for Advanced
Practice Holistic Nurses. Journal Of Holistic Nursing: Official Journal Of The American
Holistic Nurses’ Association, 35(4), 397
Steaban, R. L. (2016). Health Care Reform, Care Coordination, and Transformational
Leadership. Nursing Administration Quarterly, 40(2), 153–163.

Discussion 1: 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.

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.

Nurse leadership can directly affect nursing outcomes such as job satisfaction, retention, quality of care, and patient outcomes. Nurse leaders will influence others and can be influenced by their work environments. A nurse leader can create a positive work environment by empowering others, fostering healthy relationships, and encouraging nurse autonomy and professional development. Nurse leadership and healthy work environments are interdependent. A nurse leader promotes healthy work environments, quality of care, and job performance; in return, these factors influence the capabilities of the nurse leader (Wei et al., 2018). An easy comparison is that nurse leaders are equivalent to the quarterback of a football team (I know nothing other than this about football, by the way). Consider what the quarterback does for a team, such as suggesting plays, motivating, inspiring, and congratulating teammates. The teammates are the followers, which is not a negative reference. Even when a play goes wrong, the quarterback will boost the players and try something different the next time to make positive gains. These are similar roles that the nurse leader may do for his/her fellow nurses. Any nurse in an organization can take on a leadership role without having that specific title or position. A charge nurse for a particular shift can be viewed as the nurse leader for a set time. Chances are good that he/she was placed in the charge nurse role because they exhibited the skills necessary to lead their team.

The scholarly review that was conducted revealed meaningful takeaways. Leadership is regarded chiefly with managing a team or organization; however, it can also be defined as a set of personal skills or traits or focusing on the relationship between leaders and followers (Lamb et al., 2018). This statement offers different definitions of a leader. All definitions are relevant, and the use and application may depend on the environment, individual, position, or career field. There are positive and negative influences of various leadership styles that can indirectly impact patient outcomes by directly working through the nursing workforce and affecting the work environment where nurses perform their duties (Poghosyan & Bernhardt, 2018). A good nurse leader will work directly with the workforce, offering positive suggestions and feedback and looking forward to new opportunities, positively affecting nursing and patient outcomes. Negative nurse leadership styles such as pacesetting, command, and control will diminish morale and negatively affect the nursing staff and patient outcomes.

Early in my nursing career, I was working on an orthopedic/neurology unit and had the privilege of meeting a clinical nurse specialist that later became my mentor, and her name was Mary. I was so impressed with Mary; she was empowering to be around. Mary practiced patience, care, and compassion with the patients; every opportunity was a learning opportunity. Mary fostered an educational environment, professional growth, and guidance for me and the other nurses. Mary was personable and very approachable. She wanted all staff to excel and be recognized as quality nurses. I feel that Mary had leadership skills that adapted to each situation. Transformational leadership can be described as flexible and adaptive, comparable to Mary’s leadership style. Transformational leadership bares significance in organizational commitment, productivity, job satisfaction, and nurse performance and impacts patient safety and outcomes (Poghosyan & Bernhardt, 2018). Mary’s nurse leadership contributed to the clinical outcomes of our organization, improved patient care, and created a work environment conducive to the development of the profession, healthcare organization, and policies.

Lamb, A., Martin-Misener, R., Bryant-Lukosius, D., & Latimer, M. (2018). Describing the leadership capabilities of advanced practice nurses using a qualitative descriptive study. Nursing Open, 5(3), 400–413. https://doi.org/10.1002/NOP2.150

Poghosyan, L., & Bernhardt, J. (2018). Transformational leadership to promote nurse practitioner practice in primary care. Journal of Nursing Management, 26(8), 1066–1073. https://doi.org/10.1111/JONM.12636

Wei, H., Sewell, K. A., Woody, G., & Rose, M. A. (2018). The state of the science of nurse work environments in the United States: A systematic review. https://doi.org/10.1016/j.ijnss.2018.04.010

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