The aim of this paper is to conduct interviews with three nurse leaders to ascertain their preferred leadership style and identify how their style has helped them achieve success. Their responses will be compared and contrasted, and will be referenced by appropriate literature to show synthesis with leadership theory. To ensure that consistent questioning took place during these interviews a structured list of questions was used. For the sake of this assignment, each question will form a subheading throughout the paper. The nurse leaders interviewed, include a Chief Nursing Officer (P), a Vice President of Patient Care (J), and a Vice President of Critical Care (K). Each nurse leader was chosen because they have recently played, or …show more content…
The servant leader addresses staff needs in order to facilitate empowerment and growth.
How has your leadership style brought you success?
When answering this question P described that she has developed an informal authority that has developed from years of demonstrating integrity, ethical behavior, and honesty. She acknowledged that she always had a team below her that was the reason for her success, but that she took the initiative on the next project, developing the vision to address the issue. By being able to choose the right team for the specific issue, she was able to increase the recognition she received by her own leaders. Thus she increased her formal authority.
J responded differently to this question, expressing some regret for allowing others to be involved in certain projects, which were then not successful. As a result, she breaks down an issue into a “measurable process”, which she delegates and monitors, expecting timely success for each stage. Scheller (n.d.) suggests that this is indicative of an autocratic style, and belies a need to have absolute control. J attributes this to the embarrassment that she felt with previous failures by her team.
K answered this question by stating that she has to maintain transparency; whether communicating downward to staff, or upward to her senior leaders. She describes that the non-nursing leaders she reports to follow goals that are financial or patient-outcome driven. If she addresses a staff
This paper aims to address and discuss about the leadership and management of the nurse leader interviewed. This experience was a great opportunity to witness first hand how a nurse leader cultivate and manage their staffs in real life setting. Moreover, it provides a great access to gain insight and knowledge about nurse leaders’ vital responsibilities and role diversities in the organizations they work with. Nurse leaders pay more specific and close attention in handling the staffs and most importantly, patient care.
In this essay I will discuss the leadership style of 3 nursing leaders, which I chose from Nursing Leadership DVD (Orazietti & Singh, 2014). I will then describe impact the leaders ' style has on improving nursing care, organizational processes, and inter-professional collaboration. In addition, I will provide some examples of a change process or difficult situation which leaders encountered. Finally, I will explain how I have dealt with difficult situation involving my colleague and one of physician in the hospital department where I worked. Throughout this essay I will analyze what leaders should have done differently. 3 Leaders which I have chosen were Debra Bournes from group 1 because of her political and administrative success, Mina Singh from group 2 because she is renowned for her educational style at York University, and Esther Green from group 3 because she is the sound and knowledgeable practitioner.
Mr. Patterson was also unable to lead his team because he was capable of communication with them in a manner that could obtain desired responses. According to Williams (2007), “The more aware and sensitive you can become to how other people react, the more you will be able to steer this response you get from others” (p.8).
Management and leadership are two different ways of organising people and although sometimes used interchangeably, they are two different functions. Management has a strong emphasis on order and control, while leadership has a focus on articulating a compelling vision, which both inspires and guides others to follow (Dignam et al., 2012). In this essay I will critique two styles of leadership, authoritarian and situational. In addition to this, the management cycle will be discussed. I will then identify how the newly graduated Registered Nurse and the nursing profession can use these styles to provide quality patient care.
In healthcare it is very important to have strong leaders, especially in the nursing profession. A nurse leader typically uses several styles of leadership depending on the situation presented; this is known as situational leadership. It is important that the professional nurse choose the right style of leadership for any given situation to ensure their employees are performing at their highest potential. Depending on which leadership style a nurse leader uses, it can affect staff retention and the morale of the employees as well as nurse job satisfaction (Azaare & Gross, 2011.) “Nursing leaders have the responsibility to create and maintain a work environment which not only promotes positive patient outcomes but also
The purpose of this paper is to address and identify the best possible practice of nurse leaders in the nursing arena. When considering effective leaders in the nursing field nurses must acquire leadership skills in order to meet the steep demands of the positions held as advanced practitioners. The healthcare industry has mainly focused on meeting the continuing education requirements to keep advanced certifications of nurse leaders however an effective leader who is faced with a plethora of complex leadership challenges will focus on enhancing their personal arsenal of leadership techniques through seeking leadership development opportunities catered to the provision of safe and effective care for patients and their staff. Through the
“Managers with leadership styles that seek and value contributions from staff, promote a climate in which information is shared effectively, promote decision making at the staff nurse level, exert position power, and influence coordination of work to provide a milieu that maintains a stable cadre of nurses”, (Boyle, Bott, Hansen, Woods & Taunton, 2009). This statement describes the large impact a leadership style can make on the work environment, and the morale of the team. In nursing history, several theories and leadership
In the field of nursing leadership is critical within the units and nursing practice. However, in the healthcare feel we may find ourselves interacting with different types of leaders. Upon completion of my leadership self-assessment, I was found to be a Participative, (democratic) type leader. To understand what this means the individual must understand that there are three main types of leadership styles. There is the Authoritarian, (autocratic) leader, participative, (democratic) leader, and Delegative, (laissez-faire). In alignment with theses leadership styles, are leadership and management theories. It is also known that certain leadership styles excel in specific work environments. The health care field involves organization, planning and implementing changes. Therefore, the job of a leader can be very complex.
Nursing Management and Nursing Leadership while both having similar attributes are two different concepts, with two different characteristics, roles, and responsibilities, the Manager is more in charge of smooth operations, financing, and policy adherence, while a Leader is in charge of understanding current situations affecting healthcare, developing alternative and efficient changes, and promoting this changes for others to follow. There are multiple Management and Leadership qualities, in which ethical considerations must be addresses, this include promotion of quality services and performance, and meeting the needs of those of any culture who seek service. As new changes are so frequent in health care the Institute of Medicine have recommended a new form of leadership called Transformational Leadership, which have shown to be very efficient by implementing flexible and adaptable leadership. Nurse Leaders involves strategies, such as empowerment, organizational management, and more in Transformational Leadership to effectively communicate their vision for the future with others. To be an effective leader one must use competencies that are relevant in the field of nursing, such as being creative and developing interpersonal skills. Those individuals who desired to become Nurse Managers and Nurse Leaders should attend a development programs that focus in educating skills such as leadership skills, organizational skills, and interpersonal
An effective leader can create a working environment that satisfactorily supports the staff members so he or she can productively perform in his or hers’ assignments. The top three characteristics of an effective leader are the ability to communicate well, fairness to everyone on the team and are knowledgeable in his or hers’ field of practice. An effective leader must be able to communicate well with others to maintain and promote open communication among the team. When leaders deal with employee conflict, an effective leader is fair. These leaders motivate their nursing staff to work toward a greater good in creating a positive change (Dunham & Klafehn, 1990). An effective leader should be knowledgeable about his or her leadership role as well as those he or she is supervising.
In the healthcare field, nursing leaders and managers face consistent issues in their respective practices that force them to alter the way they work and the way they think. In taking on a role as a leader within the field, nursing leaders and managers also take on the role of ensuring that work within an organization runs smoothly regardless of new issues that may arise in the healthcare arena. For instance, in today's healthcare environment, the issues of nurse shortage and nurse turnover have the capacity to alter the healthcare field and many of its respective branches and organizations should these problems not be managed properly by the leaders in the field. In viewing the issue at hand and in discovering how nursing leaders and managers are expected to act, and do act, in order to approach this issues, along with pinpointing the best approach possible to aid this issue, one can better understand which leadership styles are necessary for leaders to function.
Ellen and Jack were both initially appointed as the co-manager to the SI project, however, from the organizational structure perspective, the power was not equally distributed between the two participants: Jack clearly had much more commanding authority than Ellen. With Andrew involved in a distance manner and
As a graduate nurse leader, the responsibility will mainly be focused on mobilizing the other nurses to make sure they have delivered good quality services so as to promote patient outcomes. Communication on all levels will be important and therefore there must be frequent meetings to discuss issues that affect the nurses and the facility in general. Every nurse, regardless of their level of work, will be given an opportunity to air their views during these meetings and their opinions will be used in the decision making process. The communication process is also facilitated through in-organization research where the satisfaction level of all employees is measured. Nurses may sometimes be asked to answer some questionnaires that will be used to assess their attitudes towards the facility and what can be altered to make the workplace more comfortable for them. Research will also be taken seriously in practice to make sure everything is done accurately for the benefit of all the stakeholders of the facility.
Whenever she saw conflicts among her team members she preferred to step back and not enter into the conflict, even though she could solve it with her authority. These situations were source of tensions within team members and were not bringing further competency to each of the engineers. Rather, she would use it in crisis situation, when workload was increasing without control. Many times, this style in combination with her network influence was a success in solving crisis situation.
Although Mary Ann did not want to waste time with this open communication process, she would have realized that Mike and Jeanine work better together when each subordinate individually feels useful and important. Mary Ann got the results out of Jeanine that she expected because she made her feel useful and important. If Mike was properly motivated and given