Nursing Leadership Theories

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

This essay aims to define and analyse the leadership within the context of the NHS and specifically in the nursing profession. Further, this assignment will highlight some of the current incidents of poor leadership within the Health service. It will then briefly discuss some of the leadership theories and styles whilst exploring my own leadership style rationale. SWOT (Strength, Weakness, Opportunity and Threats) analysis will be conducted to identify my leadership potential, which will be included in the Appendix. In addition, this essay will reflect the scenario of the practice where I have demonstrated my “strengths” and “weakness”. Lastly, this essay will outline a development plan to address my weakness using SMART goals and then the

“Leadership is a process of social influence, which maximizes the efforts of others, towards the achievement of a goal” (Kruse, 2003). Being a leader is not only about having followers and finishing set goals but also about working well with others while inspiring them. Effective leaders are essential to guide others to success, whether it’s about inspiring others, having a vision or making a change. In order to attempt to develop a personal philosophy of leadership, I believe it is significant to examine what is essential to me as a leader. Throughout my nursing career I have encountered all types of leaderships from authoritarian to laissez-faire styles. I recently switched jobs and unknowingly I embarked in the search for leadership balance. What do I mean by this? I was searching for a place where I would be able to voice my concerns, where effective communication is present at all times, where my vision and passion for my nursing care will be taking into consideration and rewarded. The purpose of this paper is to define my nursing philosophy of leadership.

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.

In the previous three semesters of nursing school I have seen many different styles in leadership approaches in the clinical setting. Some of the units at my clinical sites seemed to work together more cohesively than others. The leadership in the units that worked together well were comprised of charge nurses that took on more of a democratic type approach. The work was delegated well, divided based on ability, and the nurses and assistive personnel helped each other throughout the day. There was one instance where I noticed that a nurse delegated most of her work to assistive personnel and openly refused to help her even when she was asked. The charge nurse that was working during this shift did not interfere much when this happened, even when others started to notice the tension between the nurse and nursing assistant.

1.Does your leadership style incorporate any of the theories mentioned in the lesson? If so, describe that theory and how your leadership style incorporates theory principles. If not, select a theory that you would like to incorporate and describe how you would adapt.

This paper will discuss different concepts of nursing leadership. It will define the Director of Perioperative and Cardiovascular Services personal leadership style and philosophy of leadership. It will discuss how this leadership style influences organizational behavior and the behavior of staff.

There are many skills, traits, and behaviors one must possess in order to be an effective leader. The American Organization of Nurse Executives (AONE) has compiled a list of competencies and skills that nurse leaders should be proficient in. The five competency domains identified by AONE (2011) are “communication and relationship building, knowledge of health care environment, leadership skills, professionalism, and business skills” (p. 3). The competency domain I believe is essential for one to possess in order to be an effective executive nurse leader is communication and relationship building. The competencies AONE (2011) listed under the domain communication and relationship building are “effective communication, relationship management, influence of behavior, ability to work with diversity, shared decision-making, community involvement, medical staff relationship, and academic relationships” (p.3). I will discuss how Tom (nurse manager of a psychiatric unit) did not meet these specific characteristics under that domain.

The Nurse Manager’s leadership style is Shared (democratic) Leadership. I believe that this leadership style is most like hers because she empowers the staff to be decision makers. Empowering the staff to make their own clinical decisions while still abiding by hospital policies gives people the opportunity to have more control. This style of leadership also makes people more accountable for their choices (Marquis & Huston, 2015).

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

Leadership comes in many different styles, the sameness of one leader, may be the directness of another leader. These characteristics are an integral part of nursing as each nurse connects closely with the leaders different styles in the organization. Uncovering the major tenets of leadership styles will help expose the many caveats that make these leaders desirable by their followers.

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"

Leadership is one of the most important aspects of running organizations as it contributes the overall strength, wellbeing, and success of an organization. Without leadership and management, assurance of standards and regulations of care would falter. Lack of an authority presence could lead to some nurses or other healthcare team members providing inconsistent care, as well as a lack of organization and direction within the units of the hospital. In the hospital, nurse leaders and managers play a vital role as they help successfully run units, guide nurses in successful practice, empower others to strive to reach goals, while also maintaining strict standards and acting accordingly by serving out appropriate repercussions and consequences

There are several styles of leadership and each leader expresses different characteristics. The leader must also be able to find what works for his or her group of people. As discussed in class there are a multitude of leadership styles. They range from telling everyone exactly what to do, autocratic, all the way to sitting back and letting the group take over, laissez-faire. However, the leadership style that my preceptor demonstrates falls between those two, she is a democratic leader. This means that she takes the group’s suggestions and opinions into consideration. She does an incredible job to “involve all members of the team in discussion and can work with a small but highly motivated team” (Nanjundeswaraswamy & Swamy, 2014). She is continually doing this with her residency program in the didactic classes. At the beginning of each class the new nurses reflect on their week in the clinical setting. They also submit an evaluation each week that their mentor on the nursing floor fills out to evaluate their performance and progress.

Leadership is described as a process through which an individual attempts to intentionally influence others to accomplish goals (Brophy, 2006). In nursing literature, it has been described as a complex and multifaceted process, which involves providing support, motivation, coordination and resources to enable individuals and teams to achieve collective objectives (Cummings, Midodzi, Wong, & Estabrooks, 2010a) . Leaders do more than organise, direct, delegate, perform specific duties and have vision; they use interpersonal skills to help others achieve their highest potential (Laurent, 2000). Leadership involves influencing the attitudes, beliefs, behaviours and feelings of their peers. This results in a trusting and positive culture and in nursing, a good workplace that leads to positive patient outcomes (Pullen, 2016). Leadership is the foundation that brings an organisations mission and vision to fulfillment(Laurent, 2000). There are formal