Nursing Leadership Style Paper

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.

Leadership is a very important role for an advanced practice nurse. There are many leadership styles a person can utilize when working in a collaborative team environment. It is the responsibility of an advance practice nurse to take on a leadership role and finding which leadership style to adapt can determine the success of creating a successful work environment. The purpose of this paper is to analyze different styles of leadership, assess our emotional intelligence finding our strength and weakness and lastly defining leadership in our own terms.

One of the challenges facing nurses today is learning how to be an effective leader. Assessing and analyzing the style of leadership the nurse possesses is the first step in facing the challenge. The purpose of this paper is to analyze and understand the characteristics of my style of leadership from an assessment performed by Gallup Strength Finders and DiSC and compare the strengths I have in common with Eleanor Roosevelt.

3). In this relationship, each must work through phases including conflict resolution and negotiation as part of the process. Transformational theory further explains leadership must include exhibiting a degree of emotional intelligence. This occurs when perceiving how others feel, understanding how the feelings lead to thinking, understanding the emotions, and managing emotions internally. In respects to this theory, emotional intelligence enhances this bi-directional relationship between the leader and the followers (Spears, 2002).

From the Strength Finder website questionnaire, my individualized leadership strengths are as follows: achiever, command, context, focus, and significance. In this essay I will elaborate on these in detail and the ways they explicitly relate to my personality and the different experiences and activities of my life. I have also researched several articles that discuss transformational leadership and how this pertains to the literature on the subject. I will discuss transformational leadership in comparison to my own strengths, and explain how my leadership style may progress as I advance through this nurse practitioners program.

Leadership at times can be a complex topic to delve into and may appear to be a simple and graspable concept for a certain few. Leadership skills are not simply acquired through position, seniority, pay scale, or the amount of titles an individual holds but is a characteristic acquired or is an innate trait for the fortunate few who possess it. Leadership can be misconstrued with management; a manager “manages” the daily operations of a company’s work while a leader envisions, influences, and empowers the individuals around them.

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

Once these qualities are achieved that organization’s outcomes are superior. The intended audience is for nurse managers and those in leadership positions to help them identify their particular skill set and enhance their management qualities for most effective outcomes. This article is relevant because it allows for accurate public perceptions of people’s skill sets as leaders in nursing. The strength of the article is the clear and concise language used as well as the incorporation of figure 1 chart. The chart allows the reader to differentiate between the styles of leading and it’s effect on organizational outcomes.

Leadership and management are essential to any health care organization, balancing patient care, employees, physicians, and the organization. Nursing is founded on interpersonal relationships. As a people-oriented profession, nursing leadership styles are influenced by humanism. The mission, attitude, and behaviors of a health care organization begins with its leadership, which creates the direction and purpose of the organization. The purpose of this paper is to differentiate between leadership and management, describe views of leadership, and explain the

In the increasingly complex, ever changing environment of today’s healthcare, effective leaders are essential to help drive positive change resulting in increased access to care with positive outcomes for as many as possible. In its 2010 report, The Future of Nursing: Leading Change, Advancing Health, the Institute of Medicine (IOM) recognized that nurses are well positioned to play a key role in the transformation of our healthcare system in the United States (U.S.) (Institute of Medicine [IOM], 2010). In The Essentials of Doctoral Education for Advanced Nursing Practice, the American Association of Colleges of Nursing (AACN) specifically identifies organizational and systems leadership as a core competency for advanced

Nurse leaders are faced with issues or problems on a daily basis that are often expected and sometimes unexpected. It “comes with the territory” so to speak. If there were no issues to solve or hurdles to overcome the necessity of designating a leader would not seem quite as important. Nurse leaders can tackle issues that occur in their work environment using nursing theory to guide them. Nursing theory provides a framework that nurse leaders can use to implement interventions or changes to positively impact the staff they lead. This framework of the theory will set the standards for achieving the desired outcomes and is based on knowledge that is gleaned from practice and/or research.

“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

Leadership may mean different things to different people, the consensus opinion of experts in this field is that leadership is using power to direct and influence activities of people to achieve set goals or targets. Nursing leadership is all about every nurse providing, facilitating and promoting the best healthcare services to client and to the public. Leadership is a shared responsibility. (CNO 2012). The nursing profession need leaders that can build the capacity of nurses through mentoring, coaching, supporting, developing the expertise and management skills of nurses to make a difference to the quality of patient care at all levels of the profession ( McIntyre & McDonald, 2014 ). At the core of every leadership either political or managerial is power and how the leader uses it. While it is practically impossible to lead without power, how the nurse leader uses this power not only determine the leadership style but also the results or outcomes of what is achieved through the process.

Leadership does not always come with a title or prestige. Every nurse has within themselves qualities that make them a great leader. Leadership by definition, “is a combination of intrinsic personality traits, learned leadership skills, and characteristics of the situation (Cherry& Jacob (2013 p. 335). A leader is one who has the capacity and skills to direct or encourage others in efforts to achieve an outcome. I recently completed a self-assessment on my perceived leadership abilities. The survey was called the Nurse Manager Skills Inventory (Nurse Manager Leadership Partnership, 2008). It consists of four content areas of which I will address and identify my strengths and weaknesses.

In nursing, we grow every day; learning to be a strong professional takes many skills. Some people are born with, and some acquired through practice and research. It is important in being a good democratic leader to establish rules effectively with peers and subordinates. Leadership involves action, creativity, motivation, and visioning. It is viewing the possibilities and motivating others to make things happen (Kearney-Nunnery, 2016). Evidence based practice is a must to have a successful and a safe practice in your work environment, whether it is a hospital or nursing home. Leadership and evidence based practice are two parts of the coin that are very important in being a nurse leader. Leadership is a critical part of the organization to apply evidence based practice. This paper identifies and defines these important nursing traits and discusses the traits that are significant to being proficient in these skills.