The Key Aspects Of Leadership

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.

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.

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

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

It seems ironic that this aspect of nursing is overlooked especially when nurses have so much responsibility to know their skill alongside of working with patience and their families not to mention being a team player with other co-workers. Curtis said in her article, “…clinical leadership is often relegated to a space late in the delivery of nursing education…” (2011, p. 344). However, Curtis also alludes to the problem of leadership training by saying that most often when nursing programs incorporate leadership training into their programs, the training ends up coming from a business approach that is then adapted to clinical leadership. She also indicate that there needs to be more emphasis on leadership training that directly correlates with clinical leadership (2011, p. 346). In addition, Barkhordari-Sharifabad indicates that not equipping nurses with leadership skills results in little to no confidence, commitment and motivation as side effects to the lack of leadership (2017, p. 2). Both of these articles realize the importance of leadership playing an important role in creating an atmosphere that is efficient pleasant, and

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.

Nursing leadership is when a person leaders and organizes teamwork and encourages other staff members to develop to his or her full potential (Mendes & Fradique Mde, 2014). Effective leadership plays a vital role in the quality of care that the patients are receiving. Having good leadership on a unit improves the quality of care that is being provided to the patients (Ma, Shang, & Bott, 2015). Effective leadership helps to improve the morality of the staff members, which in turn allows the staff members to provide the highest quality of care to his or her patients. Using supportive leadership style will also help to improve the quality of care that the patients are receiving (Ma, Shang, & Bott, 2015). Having an ineffective leader in charge

The nursing role has evolved over the last fifty years from being one of a subordinate style to that of a leader and valued member of the interdisciplinary healthcare team. It is important to know your own sense of leadership style and to know the leadership style that you may be working under in order to know if you are a good fit or not and if you are able to impact positive change and improved patient outcomes. One’s leadership style can make or break the nursing team and greatly impact the organization system either positively or negatively. We will look at the leadership styles and the impact as well as Supervisor Nurse A’s leadership issue.

Leaders are often called upon to be innovative and flexible, able to be inventive in an unpredictable environment (Nibley, 1987), which makes talented leaders a tremendous asset to the nursing field, where human behavior can alter from what is typically considered to be the norm. Effective leaders should be able to lead not only others, but themselves too. Additionally, leaders who solicit successful input from others, and develop coalitions through teamwork to achieve results (Kelly & Crawford, 2013). Some head nurses are tasked with being both a leader and a manager, which can become troublesome if an established leadership style has not been learned and mastered (Sorensen, Delmar, & Pedersen, 2011). Being able to navigate the responsibilities of both a leader and a manager, working with doctors, fellow nurses, and patients, in a cohesive manner can be challenging. While the evaluation of leadership styles and the importance of effective leadership in a healthcare setting in the current paper is being evaluated through the view of a newly graduated nursing student, it is important to keep the roles of a head nurse in mind due to potential career goals. Doing such also helps to understand the stresses that the head nurses are under as they fulfill the roles of nursing and leadership within the department.

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.

The nurse manager of the cardiac rehabilitation unit has been a formal nurse leader for the past five years. The conversation began with a discussion about her personal leadership style and how it evolved from a knee jerk style to her current democratic style. Being a nurse leader requires adaptation and flexibility. Administration, Medicare, and certifying organizations require changes to be made frequently to improve patient care. These changes are often tied to service reimbursement, so they must be initiated swiftly. Many difficulties surround the role of leader in today’s health care. Being unprepared for a management role, avoiding micromanagement, and maintaining clinical competency were the biggest

Clinical leadership refers to specific behaviours that registered nurses demonstrate which offer direction and support to patients, and members of to the health care team (Patrick, Laschinger, Finegan, & Wong, 2011) During the second week of the winter semester I completed the Leadership Practices Inventory (LPI) in order to assess and gather a baseline of my clinical leadership skills. The LPI was created by Kouzes and Posner to reflect the observable transformational leadership styles of successful leaders, specifically the behaviors and actions they demonstrated. (MacIntyre, 2016, p.5)

Becoming a leader that people will follow after inheriting a unit with many problems is an uphill battle right from the beginning. Leadership must inspire the staff to follow their lead and attempt to fix unit problems at the same time. Ho (2016) defines transformational leadership as, “influencing followers by broadening and elevating follower’s goals and by providing them with the confidence to perform beyond expectations specified in the implicit or explicit change agreement.” (Ho, 2016, p. 308-09) Ho goes on to say that not only is the personality of the leader important but also the personalities of the followers in determining effectiveness. Catherine must grow into the role of nurse director while managing more people and increasing the effectiveness of the units. Catherine must become the change agent which requires time, effort, and energy. Lippitt’s change theory is a seven step process that focuses on what the change agent accomplishes in order to successful. (Sullivan, 2013, p. 57)

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.