NURS 6053 Leadership Theories in Practice
NURS 6053 Leadership Theories in Practice
When it comes to leadership, there are so many methods and ways to gain the employees’ trust. There is much research stating the best leadership style; the reality is that every situation needs a different kind of leadership, and every profession needs a different one. Parenting, for example, cannot be solely laissez-faire, and it cannot solely be authoritarian. Even transformational leadership cannot be the only method used in parenting. The same goes for nursing; not only style applies to all. Every organization is also different, and every situation is different.
Any leadership style aims to determine the objectives, initiate action, and coordinate workers’ efforts (Marshall & Broome, 2021, p.9). The role has always been on the leader to initiate that while motivating workers, but that is only sometimes helpful for employees. Nursing is based on autonomy; therefore, certain leadership styles will need to be revised, like the authoritarian style, which negates the concept of autonomy and almost deletes critical thinking in nurses.
There are many theories when it comes to leadership. Theory X is focused only on the leader making all the decisions, and based on productivity, followers get incentives and punishments (Marshall & Broome, 2021, p.10). Theory Y is a participative style, always seeking consensus. In contrast, theory z is focused on the well-being of the employees on and off the job and on job satisfaction (Marshall & Broome, 2021, p.10).
Click here to ORDER an A++ paper from our Verified MASTERS and DOCTORATE WRITERS NURS 6053 Leadership Theories in Practice :
The best fit for nursing would be transformational leadership, which could combine theory Y and theory Z. In transformational leadership, the leader influences others not just through specific characteristics like charisma but also through being focused on the leader, on others, and on being a role model (Marshall & Broome, 2021, p.15). Leaders usually have specific characteristics like being good listeners, good coaches, having empathy and support, and being able to motivate and offer recognition (Marshall & Broome, 2021, p.18).
Leadership challenge model
The challenge model is based on providing a role model for the followers to mirror while adding autonomy and developing their strengths. It is a way to make the followers see their leader’s strength while developing their own (Marshall & Broome, 2021, p.184).
Leadership in nursing
The leader needs to stay in touch with the employees, listen to their concerns, help if needed, make rounds, and evaluate their performances (Marshall & Broome, 2021, p.186). We can take the charge nurse as an example of leadership in nursing. A charge nurse should always be available, have answers, and show resources; a charge nurse should show empathy, compassion, and self-management. A manager should also be there for support and be seen on the floor alongside the staff nurses, listening to their concerns and meeting their needs. A manager should offer incentives, should motivate, and discuss fallouts.
Leadership in my organization
The leadership style used in my organization is transformational. The manager is always present on the unit and available by phone if off the unit, even on weekends. She continuously checks in with the nurses to ensure they are all right, always offering to step up and monitor patients while nurses take a ten-minute break. Apart from the informal check-ins daily, she has formal check-ins twice a year, discussing what motivates us, how to recognize us, and printing out excellence in performance to show us what others have said about us. She always pushes us to be better and seek what is next by ensuring we are doing our education and thinking for ourselves, and always speaking up. One example was when I had a conflict with the neurology department, not getting back to me, not communicating with me, and dismissing my concerns. She immediately got in touch with them and highlighted the importance of teamwork and communication and the impact that has on the organization. Another example of the her being there was when I had a patient with a wound vac in place; I have never changed one before. She stepped up and helped me do the nursing care that I needed. She was there to help and as a support and I could not have done it without her. Not only did she help, but she made me a resource as well for other people who have not done it before. This is a kind of transformational leadership being there, being visible and motivating me to do better and do more than what is expected by motivating me to teach others.
There are times when a different kind of leadership is needed. In a code situation, transformational leadership cannot be used; a more authoritative kind is needed; the team needs to listen to one leader when there is chaos, and debriefing afterward can clarify why the leader certain things happen. However, there is no time for explanation or negotiation in a time of chaos.
Impact on the organization
Transformational leadership can have many benefits for nurses. It drives them to innovate and inspire (Pattison & Corser, 2023). It helps the nurses keep their autonomy and be creative while supporting and listening to their needs. It helps improve staff retention and motivates them to stay and improve (Pattison & Corser, 2023). In this article, it should there are different methods of leadership, the compassionate, the collective, and the transformational (Pattison & Corser, 2023). The compassionate focus on learning and conversations with the staff is based on the nurses’ autonomy. The collective is similar to the transformational; it is shared and discursive, motivating followers to lead. This is the path to success, the path to getting Magnet recognition; it focuses on creating and sharing a vision, and the focus is on the end goal (Pattison & Corser, 2023). Like the transformational style, it might not be the best method in a crisis or code situation (Pattison & Corser, 2023).
Patient outcomes and quality of care measure nursing care; a study showed that transformational leadership and authentic leadership styles are the best suited for nursing since they reduce adverse events and increase nurse retention ( Kiwanuka et al.,2021). Choosing a leadership style is very important since It can affect the outcomes and goals of an organization.
A quantitative study was done in a nursing home to perceive what kind of leadership is used and what leadership is expected. The leading style was autocratic leadership or passive-avoidant (Poels et al., 2020). Unfortunately, this style of leadership could be more productive for nursing. An autocratic leader does not involve nor inform followers of decisions (Poels et al., 2020). This leadership style is attributed to administrators and managers needing more administrative tasks that leave no time to interact with and support their staff (Poels et al., 2020). On the other hand, transformational leadership leads to staff well-being, decreased burnout, increased job satisfaction, and higher patient satisfaction. These lead to increased retention (Poels et al., 2020).
Kiwanuka, F., Nanyonga, R. C., Sak, D. N., Muwanguzi, P. A., & Kvist, T. (2021). Nursing leadership styles and their impact on intensive care unit quality measures: An integrative review. Journal of Nursing Management (John Wiley & Sons, Inc.), 29(2), 133–142. https://doi.org/10.1111/jonm.13151
Marshall, E. S., & Broome, M. (2021). Transformational leadership in nursing: From expert clinician to influential leader. Springer Publishing Company, LLC.
Pattison, N., & Corser, R. (2023). Compassionate, collective, or transformational nursing leadership to ensure fundamentals of care are achieved: A new challenge or non‐sequitur? Journal of Advanced Nursing (John Wiley & Sons, Inc.), 79(3), 942–950. https://doi.org/10.1111/jan.15202
Poels, J., Verschueren, M., Milisen, K., & Vlaeyen, E. (2020). Leadership styles and leadership outcomes in nursing homes: a cross-sectional analysis. BMC Health Services Research, 20(1), 1009. https://doi.org/10.1186/s12913-020-05854-7
The transformational leadership skills that you have discussed will have a positive impact on my organization as well. Today’s healthcare organization requires a unique set of skills from leaders. For leaders to be successful, they must be willing to face reality based on knowledge and promote new ideas that will foster performance enhancement in the organization. Transformational leadership will influence their team members’ foundational points of view and presumptions. Transformational leadership involves the leader encouraging followers to collaborate with others to achieve a common objective (Bakker et al., 2022).
In order to achieve a common objective. Transformational leadership will bring about higher performance in my organization because it has been proven that leadership style does influence innovation and knowledge. Transformational leadership impacts employee productivity positively (Qalati et al., 2022). Transformational leadership will revitalize new ideas and knowledge and improve my organization’s performance. Transformational leaders are known for their charm, imagination, and mental stimulation. These attributes will help to foster good communication and a spirit of trust, which can lead to positive outcomes at my organization.
Transformational leadership enhances the improvement of individual absorptive capacity. My organization’s employee’s absorptive capacity will be enhanced. Absorptive capacity is a quality that enables employees to see a clear vision of the organization and look for ways to key into the vision to assist the organization in achieving its objective. To achieve organizational objectives, employees must perform their duty effectively (Trivedi & Pattusamy, 2022). Transformational leadership will help my organization to influence employees learning positively. Transformational leadership will affect the innovative value conduct of my organization positively.
Bakker, A. B., Hetland, J., Kjellevold Olsen, O., & Espevik, R. (2022). Daily transformational leadership: A source of inspiration for follower performance? European Management Journal. https://doi.org/10.1016/j.emj.2022.04.004
Qalati, S., Zafar, Z., Fan, M., Sánchez Limón, M., & Khaskheli, M. (2022). Employee performance under transformational leadership and organizational citizenship behavior: A mediated model. Heliyon, 8(11), e11374. https://doi.org/10.1016/j.heliyon.2022.e11374
Trivedi, R., & Pattusamy, M. (2022). Performance pressure and innovative work behaviour: The role of problem-orientated daydreams. IIMB Management Review, 34(4), 333–345. https://doi.org/10.1016/j.iimb.2022.12.005
it sounds like your manager is well-respected and high-performing. I recently transferred jobs, and my new manager is much like yours. My old manager was not, which was one of the significant reasons for staff discontentment in the workplace. Our team often had a manager and two unit coordinators present during the day, and we were never offered a lunch break or help with patient care. In a staff meeting, a nurse asked if the department’s flow nurse (think of an assistant charge nurse) could help break nurses who were having a hectic day, and the manager said that was unrealistic. A style like your manager’s transformational leadership could improve the department if used more often. I appreciate your pointing out how transformational leadership may be ineffective in a crisis. It made me wonder if that is what my old manager was thinking because the staffing was critically low and patient volumes were critically high; however, transformational leadership continues to be the evidence-based practice in nursing (Broome & Marshall, 2021). Every person is different, and an emotionally intelligent manager will understand that nurses typically do not respond to the Theory X leadership style of expecting followers to do as they are told (Broome & Marshall, 2021). In a systematic review of the effect leadership style had on nurse retention and well-being, transformational leadership was the most recommended (Niinihuhta & Häggman-Laitila, 2022). Nurses should have leaders focused on “supportive, empowering, resonant, transformational, transactional, authentic, ethical and servant leadership styles” (Niinihuhta & Häggman-Laitila, 2022). Nurse leaders can improve patient outcomes by improving nurse retention and well-being (Niinihuhta & Häggman-Laitila, 2022). Nurses who are satisfied with their job ultimately provide better care, and burnout is a dangerous road to patient harm. The leadership skills you described will most likely improve your staff retention, mood, and patient outcomes. The leadership style of being on the floor with the bedside nurses is highly respected and is one of the primary reasons I came to my new job. Feeling supported by those you expect to lead you is crucial in any workplace.
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer
Niinihuhta, M., & Häggman-Laitila, A. (2022). A systematic review of the relationships between nurse leaders’ leadership styles and nurses’ work-related well-being. International journal of nursing practice, 28(5), e13040. https://doi.org/10.1111/ijn.13040
Thanks for the insightful discussion. From your analysis, I have learned that transformational leadership behaviors is critical to the success of the organization. Transformational leaders are good listeners, good coaches, having empathy and support, and being able to motivate and offer recognition.
Effectively implementing transformation leadership practices like empathy can have a substantial and lasting impact on my organization. For example, when leaders display empathy towards the people they are leading, it can help cultivate an environment that is more collaborative and respectful of diverse opinions (Hai et al., 2021). Leaders who exhibit empathy have also been found to be agents of change who foster positive team performance and employee engagement. This can manifest itself in greater workforce efficiency, better respect for workspace rules, lower employee turnover, and improved customer satisfaction (Skar et al., 2022). Therefore, demonstrating leadership behaviors such as empathy may be instrumental in providing a strong foundation for organizational success.
Applying transformation leadership practices like empathy can be challenging. One inherent challenge is the difficulty of establishing trust and influence between leaders and team members; this requires sensitivity, assurance, and an understanding of different personalities within the team (Renzi, 2020). Enacting change through such a framework also presents unique challenges because in order to generate new ideas, everyone’s opinions must be actively heard, but differing ideas may cause contamination in morale. Additionally, obstacles can arise when handling difficult tasks unrelated to leadership roles like paperwork or arduous projects – it may seem confusing or intimidating to offer direction while being empathetic without diminishing one’s role as leader. Respectfully addressing these challenges while keeping a focus on achieving the desired outcome provides potential benefits that make working towards transformation leadership worth the effort.
Hai, T. N., Van, T. T., & Thi, H. N. (2021). Relationship between transformational leadership style and leadership thinking of provincial administration leaders. Emerging Science Journal, 5(5), 714-730. https://www.researchgate.net/profile/Thanh-Nguyen-Hai/publication/355166896_Emerging_Science_Journal_Relationship_between_Transformational_Leadership_Style_and_Leadership_Thinking_of_Provincial_Administration_Leaders/links/6162b5ecae47db4e57b935ed/Emerging-Science-Journal-Relationship-between-Transformational-Leadership-Style-and-Leadership-Thinking-of-Provincial-Administration-Leaders.pdf
Renzi, T. M. (2020). The Effect of Leadership Styles on Project Implementation. Open Journal of Leadership, 9(04), 198. https://www.scirp.org/html/2-2330259_104629.htm
Skar, A. M. S., Braathu, N., Peters, N., Bækkelund, H., Endsjø, M., Babaii, A., … & Egeland, K. M. (2022). A stepped-wedge randomized trial investigating the effect of the Leadership and Organizational Change for Implementation (LOCI) intervention on implementation and transformational leadership, and implementation climate. BMC health services research, 22(1), 1-15. https://bmchealthservres.biomedcentral.com/articles/10.1186/s12913-022-07539-9
I enjoyed your post and I agree with you that there is not a one type fits all type of leadership style. Some individuals need more direction than others. The same person that needs direction in some areas may not need it in other areas due to experience. There must be some flexibility when it comes to leadership style. The way your manager runs the unit is how my previous nurse manager ran the unit. He had the ability to make nurses on the unit believe in themselves. Because of him some of the nurses went on to be managers themselves and/or further their degrees due to the confidence he instilled in them. I believe the transformational style of leadership that you described your manager as possessing could change our hospital’s atmosphere and increase retention during these difficult times. Organizations need to have transformational leaders who have a passion for change and have the determination to instill this drive into other employees (Alessa, G., 2021). It is imperative that we as nurse leaders learn how to be transformational leaders so we can make drastic changes to healthcare in the future and for the generations to come (Broome, M. & Marshall, E., S., 2021). The sky is the limit.
Alessa, G. (2021). Frontiers in Psychology. The dimensions of transformational leadership and its organizational effects in public universities in Saudi Arabia: A systematic review. 12 https://doi.org/10.3389/fpsyg.2021
Great insight and very much fascinated by your well detailed description of type of leadership style and specifically your focus on transformational leadership. Nursing is a complex profession and constantly changing. The dynamic nature of the US healthcare market and the rapid pace of improvement in patient care necessitate the need for great nurse leaders. Change can be stressful for employees and may negatively impact patient care. Having adaptable nurse leaders who combine managerial skills with inspiration and insight helps ensure patient safety standards are met and employees are supported during trying times (Carson-Newman University Online, 2022).
Transformational nurse leaders lead by example but are constantly accessible for consultation and support (Schwartz et al., 2011) These type of leaders instead of giving people a detailed list of tasks, they teach people how to think critically, which eventually spurs internal motivation and innovation. What is needed is a style of leadership that involves working with others as full partners in a context of mutual respect and collaboration. This leadership style has been associated with improved patient outcomes, a reduction in medical errors, and less staff turnover (Carson-Newman University Online, 2022).
Carson-Newman University Online. (2022, March 22). What is Nursing Leadership and Why is It Important In Health Care? https://onlinenursing.cn.edu/news/what-nursing-leadership-and-why-it-important-health-care
Schwartz, D. G., Spencer, T. S., Wilson, B., & Wood, K. M. (2011). Transformational Leadership: Implications for Nursing Leaders in Facilities Seeking Magnet Designation. AORN Journal, 93(6), 737–748. https://doi.org/10.1016/j.aorn.2010.09.032
Module 3 Discussion 1
Many challenges in the healthcare system need great leaders to develop new ideas for improving patient care. Having the advanced knowledge as clinicians to provide our expertise to deal with complex issues is within our scope of practice. Implementing new ideas and solutions as a leader requires a chance to collaborate with peers, clients, or patients toward desired outcomes. (Broome & Marshall, 2021). What is a leader? A leader guides, directs, motivates, and inspires a group toward a common goal. One that can collaborate skillfully, be objective, know how to facilitate and guide change, and be flexible and creative in leadership style (Hallock, 2019).
Two Key Insights
The transformational leader inspires others by changing their understanding of others of what is essential (Broome & Marshall, 2021). In my organization, I work with an excellent nurse leader who has the qualities of a transformational nurse leader. We have worked together for 22 years, and she has taken me under her wing. Ghorbani et al., 2023 state that transformational leaders influence their employees by creating values like honesty, loyalty, and fairness. They also motivate employees to cooperate and be self-leaders with charismatic personalities, behavior, and relationships. My nurse leader has always been a team player, encourager, great communicator, and educator; she is goal-oriented. For instance, our facility was due for accreditation, and she was preparing for it. She wanted me to learn the accreditation process step by step and sit in on the meeting with the surveyors. This demonstrated her ability to provide a platform to educate and develop knowledge and skills to achieve a goal in understanding (Ghorbani et al., 2023). A key insight from another reading was the Five Practices of Exemplary Leadership, an evidence-based path to achieving excellence (Hallock, 2019). First, “Leaders Model the way.” Leaders must be good examples for followers to believe it is essential. Second, “Inspire a Shared Vision.” Leaders have a vision to make a change in hopes that they work. Third, “Challenge the Process.” Looking for ways to improve, grow, and create. Looking to the outside to challenge the status quo. Forth, “Enable Others to Act.” Leaders cannot lead alone. Leaders must collaborate and learn to build trust. Finally, “Encourage the Heart.” A good leader encourages, uplifts, and shows appreciation when goals are accomplished. Being able to recognize one’s accomplishments shows the strength of a leader (Hallock, 2019). For instance, the physician I work for was inspired by a shared vision: to open his own ASC. As a leader, he had the vision to improve the community and raise awareness of digestive diseases for cancer. He enabled others to act because he could not do it alone, so he organized a team as a leader and started collaborating with his nursing staff and doctors to build trust and grow his organization. His ASC is flourishing 22 years later, all because of a vision and effective leadership. An effective leader inspires others to achieve extraordinary results for a common goal (Broome & Marshall, 2021).
In conclusion, learning to become a great healthcare leader comes from advancing clinical knowledge. The ability to lead by listening, communicating, guiding, directing, motivating, and inspiring o