Nursing Leadership Styles Paper

The most common styles she employs are democratic leadership, laissez-faire leadership, and shared leadership. Her position as a liaison between upper management and the nurse leads contributes to her need to regularly switch from a position of leader to follower and back again, keeping her not only extremely busy, but out of the office for most of the day. To lead her team, she must change tactics all day long, from one task to another. The leadership styles democratic leadership, laissez-faire leadership, and shared leadership all have one thing in common, these styles allow for the nurse manager to permit her team of nurse leads, the power to lead themselves. The nurse manager is capable of putting large amounts of responsibility in their subordinate’s hands, knowing that they are skilled and qualified to make decisions without interference (Giddens, J., 2013, p.376). These styles tend to work effectively for the Surgical Services Nurse Manager because her team of nurse leads are experienced and capable of performing their jobs with little to no feedback. While each of these three leadership styles: democratic leadership, laissez-faire leadership, and shared leadership, share some similarities, they are all slightly different, with some being more effective than others. Of the leadership styles she engages in, her use of shared leadership is most effective, while her use of the laissez-faire

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.

Leaders are the ones we turn to when life gets to be too much. Good leaders set examples and provide guidance through education (Huber, 2014). As a new nurse I can understand how important it is to have a leader you turn to when you are unsure. Furthermore, in the business of health care we are managing people 's lives and one wrong move can be deadly. Therefore, it is important to collaborate with other health care professionals to ensure a safe competent method of delivery. Ideally, the role of a leader in health care is one that is knowledgable, firm, and confident, with the ability to deviate from the plan to assist with an emergency. Consequently, the purpose of this paper is to reveal three key behaviors successful leaders exhibit, assess my personal leadership style, referencing theories, while determining an optimal work environment based upon the aforementioned.

Every day, a set team of nurses and nursing managers set out to ensure the health and well-being of their patients. To achieve this goal, a nurse manager must adhere to a specific style of nursing leadership. There are many different styles of leadership in the healthcare field. Bass and Barnes (1985) stated that the two most common are transformational and transactional (as cited in Frankel, 2008, p.24). This paper will define leadership, the two different styles, how each are executed, as well as pros and cons of each.

One mistake that new nurse leaders make is that they believe that the only way to get things accomplished, is to be direct and autocratic (Kerfoot, 2008.) The new leader’s fear of failing can influence them to take on the autocratic role to try and earn respect from their employees. However, this is not considered to be very effective among staff. When the professional nurse takes on the autocratic leadership trait and uses it on a daily basis, employees feel micromanaged. When a manager micromanages their employees they take the risk of lowering morale, and losing good workers (North, 2011.) Nurses have a lot of autonomy in their profession. They work independently and take responsibility for their actions. When they become micromanaged by their nurse leader, it takes away that autonomy and creates a work environment that is very low in morale, and can hurt the relationship between manager and employee. Often managers are experiencing a substantial amount of stress from the administration concerning budgets, deadlines, and high performance issues, but this does not justify micromanaging employees (North, 2011.) It is important to give your staff some independence; this lets them know you trust their judgment (North, 2011.) A nurse leader may also change their leadership style depending on if they are dealing with an inexperienced new graduate nurse, or an experienced veteran nurse.

Nowadays, LVN and LPN are communicative more leadership roles, mostly in the skilled nursing facility. The leadership is based on general research of academic and practitioner on leader ship. Susan de wit (2014) said that there are many identified styles of leadership and laissez-faire is a style in which the leader provide little or none direction or supervisor, and prefer to take a hand off approach. That leadership style is not effective in day-to-day management of patient care. The autocratic leadership style is demonstrated when the leader makes all the decision without considering input form staff. That leadership style goal is accomplishment of task efficiently without regard to people. The democratic leadership style is who encourages

The American Association of Colleges of Nursing (AACN) white paper in 2007 proposed a new role in nursing: Clinical Nurse Leader (CNL) to improve the health care outcomes (Sotomayor, 2017). The aim of the CNL is to utilize a master prepared nurse to practice across the continuum of care within diverse healthcare setting in today’s changing healthcare environment (AACN, 2013).

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

“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

There is no doubt organisations must have leaders to achieve share goals. In health care settings, leadership is essential and significant to promote patient safety. An effective leadership will inspire and motivate nurses to create the right culture in clinical setting. Not only will effective leadership reduce preventable harms and errors but also it accelerates the speed of achieving a satisfying health environment for both patients and health care workers. This essay will highlight the importance of effective leadership in clinical setting by starting with a clear definition of patient safety and patient safety culture, then it will explain the relationship in between patient safety and leadership. This essay will also introduce three leadership styles of authoritarian, democratic, and laissez-faire, followed by comparing their essential characteristics. Furthermore, a critical analyses will be demonstrated on how different leadership styles can help promote patient safety and reduce medication error in the inpatient hospital setting.

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.

Demonstration of leadership style can be either formal or informal. A formal leader is one that is selected and given authority by the hospital management to make decisions and act (Kozier et al, 2010). They are in a position of leadership thus includes the charge nurse, resource nurse, and the manager. They create shared vision, build trusting relationship through communication and initiating transformation and democracy through role directing and being role defined (Ezziane, 2012). The informal leader includes all other nurses or health care workers that are not officially appointed to direct activities of others but plays an important role in influencing colleagues to achieve the group 's goals (Kozier et al, 2010). These leaders are followers as well as learners on the unit. It includes all health care workers. Informal leader 's role is implemented when RPN nurses seek help from the RN in hanging some medication due to their scope of practice. They fully engage others and collaborate with other RN nurses when needed. They call on RPN nurses and nursing students present on the unit to come and learn. Informal leaders are relational, issue- defined and situational (Ezziane, 2012). In my clinical setting, an informal role is more predominant than a formal role leadership. According to Ezziane, (2012) "informal leadership are more appropriate to provide high-quality services, promote creativity and innovation"

My goal for this week were to observe what type of leadership styles are being used on the unit. We are currently learning about different leadership styles and their impact on the unit. My goal was achieved by observing a democratic leadership style within the neonatal intensive care unit (NICU). Observing the leadership style helps to understand the morale of the unit.

During the course of my nurse externship at Temple University Hospital, I was privileged to follow several nurses who each possessed a different style of leadership. I was a floating nurse extern, and this allowed me to experience many units within the teaching hospital. Immediately, I learned that each unit had a unique culture, which helped shape some of the nurses approach to leadership. The nurse preceptors on the trauma unit assumed more of an autocratic style, whereas, those on the medical surgical unit embraced more of a democratic approach. One of the nurse preceptors I was assigned on the pulmonary rehabilitation unit, utilized a democratic style.

Leadership is multifaceted, encompassing many definitions and qualities. “Leadership may be viewed as the process of guiding, teaching, motivating, and directing the activities is the ability to influence others” (Ellis & Hartley, 2009, p. 5). Leadership in the clinical setting has direct association in clinical care while always influencing others to improve the quality of care they provide. Each leader possesses a different leadership style for their particular department. The ability for an individual to provide leadership to others will have a direct influence on how well the unit functions. Therefore, the three nursing leaders that are most influential follow completely different leadership styles, but all have one common goal, which is to improve the quality of care for patients.