BY DAY 3 OF WEEK 4
Post
two key insights you had from the scholarly resources you selected. Describe a leader whom you have seen use such behaviors and skills, or a situation where you have seen these behaviors and skills used in practice. Be specific and provide examples. Then, explain to what extent these skills were effective and how their practice impacted the workplace.
BY DAY 6 OF WEEK 4
Respond
to at least
two
of your colleagues
on two different days
by explaining how the leadership skills they described may impact your organization or your personal leadership, or by identifying challenges you see in applying the skills described.
Transitional Leadership
Transformational leadership motivates followers by appealing to higher ideas and moral values, where the leader has a deep set of internal values and ideas (Doody & doody, 2012). This form of leadership leads to followers to sustain the greater good, rather than their own interests, and creates supportive environments where responsibility is shared (Doody & doody, 2012).
Transitional leaders aim to ensure that everyone on the team understands the importance of their work, and the value that they bring to the environment (Doody & Doody, 2012). This empowers and engages the team (Doody & doody, 2012) to not only share their ideas, but also grants them the ability to communicate their thoughts and ideas with the expectation that their ideas are worth being considered.
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James MacGregor Burns was a political scientist and historian and is the one who introduced this leadership theory (Collins et al., 2019). He was fascinated by the styles of Mahatma Gandhi, Franklin Roosevelt, and John F. Kennedy (Collins et al., 2019). Burns description of transformational leadership as two or more persons engaging with each other in such a way that the leader and followers raise one another to high levels of motivation and morality (Collins et al., 2019).
One leader that I will always cherish is the nurse manager that I worked with in a PACU setting. This manager exemplified transitional leadership and went above and beyond to ensure that her staff was well prepared. Fifty percent of her staff were travel nurses, yet she treated us like we were her established team. If one of us did not have experience in pre-op, phase 1, phase 2, critical care recovery, or procedure experience, she ensured that we were not pigeonholed, performing the same duties each day. She believed that each of us should gain skills that would propel us in our profession.
She would come in to work and before placing her things in her office, she would inquire about our day and if there was anything that she could do for us. She always kept an open-door policy and was never bothered with interruptions. She included us in team building activities outside of the office, and she would also include us in with her staff meetings, and any other required in-service/training that she provided for her staff.
Each travel nurse was so in awe of her transformational leadership approach, so much so, we continued to renew our contracts, until the pandemic flipped our lives upside down. But that did not stop her from reconnecting with us once the restrictions were lifted. She requested for me and five other nurses to return, and we gleefully accepted. This may not seem like much to most, but when you come from a rigid, autocratic form of leadership, transformational leadership is very refreshing. It was like being in a warm hot spring, where I was able to detox my soul from the previous regime I was employed with. In summary, Meg was adaptable, inspiring, accountable, and extremely honorable (Morales, 2020). All of the ingredients for an exceptional transformational leader.
References:
CM, D. O. D. (2012, November).
Transformational leadership in nursing practice
. British journal of nursing (Mark Allen Publishing). Retrieved December 13, 2022, from https://pubmed.ncbi.nlm.nih.gov/23132001/
Collins, E., Owen, P., Digan, J., & Dunn, F. (2019, December 16).
Applying transformational leadership in nursing practice
. Nursing standard (Royal College of Nursing (Great Britain) 1987). Retrieved December 13, 2022, from https://pubmed.ncbi.nlm.nih.gov/31840443/
Morales, M. (2020, May 1).
Characteristics and examples of transformational leadership in nursing
. Relias. Retrieved December 13, 2022, from https://www.relias.com/blog/transformational-leadership-in-nursing
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Jessica Velez
Jessica Velez
Dec 23, 2022
Dec 23, 2022 at 9:37pm
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hello Jada,
I find transformational leadership to be an essential trait of leaders in the accelerated healthcare industry. The pressures of every day work and intense schedules, coupled with the pressures of pace-of-care, collaborating with providers, and educating lay-nurses are all types of leadership that demand your time and attention (Chung & Li2021). If I were to see a leader that exemplified transformational leadership, I would give them a standing ovation, handing them the leadership award of their career, and encouraging others to learn from their example. Powerful leaders do not make their followers feel like pawns. Rather, leaders empower the followers to take charge and engage in utilizing the talents of all of their colleagues. Great leaders today make a name for themselves by being innovative, heroic, and heartfelt, while in their position. Give up your self-centered ways and join in a movement that will change your world (Gull et al., 2022).
References
Chung, D. S., & Li, J. M. (2021). Curvilinear effect of transformational leadership on innovative behavior among R&D teams in South Korea: Moderating role of team learning. [Curvilinear effect of transformational leadership] Journal of Organizational Change Management, 34(1), 252-270. https://doi.org/10.1108/JOCM-01-2017-0017
Gull, S., Bukhari, S. N. Z., Qamar, U., & Tanvir, A. (2022). Is transformational leadership instrumental to environmental sustainability? A perspective of Pakistani textile sector. [Este leadership-ul transformational important în sustenabilitatea mediului? O perspectivă a sectorului textil din Pakistan] Industria Textila, 73(4), 411-419. https://doi.org/10.35530/IT.073.04.202157
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Sherwin Jackson
Sherwin Jackson
Dec 14, 2022
Dec 14, 2022 at 8:35pm
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Effective nurse executives combine a range of leadership styles, theories, and approaches in order to pursue a set of goals and objectives. Research has shown that leadership behaviors can have an impact in the creation of a healthy work environment. Some of the most common leadership theories employed in nursing include transformational leadership theory, and participative leadership theory (Alloubani & Akhu-Zaheya, 2018). Gobbi (2017) explained that transformational leadership is focused on how the vision of a leader can influence the followers to attain a set of goals. As such, the transformational nurse leader stands out as an individual with the capacity to motivate the entire team by encouraging them to adjust their inspirations, opinions and expectations in line with the set vision. The participative leadership theory calls for enhanced involvement of team members in the problem-solving and decision-making processes. In the nursing sector, some of the key behaviors associated with participative leadership include acting as a facilitator as opposed to a dictator, information-sharing tendencies, inspiring participation and engaging the followers in key decision-making processes (Alloubani & Akhu-Zaheya, 2018).
Dr. Fauci is the leader that exhibits the behaviors associated with both the transformational and participative leadership theories. Neff Newitt (2020) explained that Fauci is a leader who radiate gravitas, communicate powerfully, establishes credibility, and exhibits a distinct charisma that played to his success when leading in uncertain and turbulent times during the COVID-19 pandemic. Ideally, the leadership behaviors exhibited by Dr. Fauci proved instrumental in raising public awareness regarding the COVID-19 pandemic and inspired renewed hope into the adoption of the safety guidelines and procedures to curb the spread of the coronavirus disease 2019. Moreover, the leader’s capacity to delegate responsibility and authority in a more effective manner makes him to stand out as a leader who exemplifies executive presence.
References
Alloubani, A., & Akhu-Zaheya, L. (2018). Leadership styles and theories.
Leadership Styles and Nursing Care Management
, 1-23.
https://doi.org/10.2174/9781681087450118010003
Links to an external site.
Gobbi, M. (2017). Global issues for nursing leadership.
The Essentials of Nursing Leadership
, 94-108. https://doi.org/10.4135/9781529714821.n7
Neff Newitt, V. (2020). Lessons on COVID-19 from Anthony Fauci, MD.
Oncology Times
, 42(16), 1,9-10.
https://doi.org/10.1097/01.cot.0000696416.98393.6a
Links to an external site.
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Jada Sewell
Jada Sewell
Dec 19, 2022
Dec 19, 2022 at 3:59pm
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Sherwin,
I am a transformational leader and am grateful that this gift rest within. I state that it is a gift because I have attempted to train others to be transformational leaders in the ER environment where frequently all hell breaks loose, with no success. It was because they misused this style of leadership (as it was not inherent to their nature), thus it was a manipulation tool for self-gain/self-promotion (Iqbal et al., 2019), which ultimately backfired because their true nature always returned. These charge nurses were used to ruling with an iron fist and were dumbfounded when they attempted to utilize my leadership style and did not get the same results from the staff as I did. This comment is not meant for self-praise, I genuinely valued everyone on the team, and utilized them based on their strengths, and either helped them to strengthen their weaknesses, or did not utilize them in a capacity where they would fail.
Transformational leadership is not a “you can catch more flies with honey approach,” but moreover a process of raising others to higher levels of morality and motivation (Collins eyt al., 2019). Nurses were exhausted in my previous ER, yet, when I needed them due to staffing shortages, they were willing to stay and do overtime to help me. Some even asked daycare providers to keep their children past the designated time to assist me. This is in part because I too was exhausted by giving them everything that I had to give, but also, I engaged them fully in every decision that pertained to their assignments and welcomed feedback whether positive or negative. We were in the trenches together, and I wanted them to know that I did not see them, or would I treat them any differently than I wanted to be treated.
References
Collins, E., Owen, P., Digan, J. q, & Dunn, F. (2019, December 16).
Applying transformational leadership in nursing practice
. Retrieved December 19, 2022, from https://journals.rcni.com/nursing-standard/cpd/applying-transformational-leadership-in-nursing-practice-ns.2019.e11408/full
Iqbal, K., Fatima, T., & Naveed, M. (2019, December 9).
The impact of transformational leadership on Nurses’ organizational commitment: A multiple mediation model
. European journal of investigation in health, psychology and education. Retrieved December 19, 2022, from https://pubmed.ncbi.nlm.nih.gov/34542484/
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Carolyn Hart
Carolyn Hart
Dec 21, 2022
Dec 21, 2022 at 3:37pm
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Jada,
You touch on an important topic that is often overlooked: authenticity. Being authentic means that you are true to yourself and you always abide your basic principles – you do not try to be something that you are not! Bill George started writing about authentic leadership in the early 2000’s and identified characteristics about a leader who is authentic.
Authentic leaders have a sense of purpose, but are also real and approachable. It can be accompanied with a sense of passion.
Authentic leaders have clear values and they do not compromise. In other words, they have integrity and expect high ethical standards
Authentic leaders build relationships and establish connections. They share things but they also listen.
Authentic leaders have goals and self-discipline. they know what is needed to move forward and they consistently (and calmly) focus on that!
Authentic leaders show compassion and are sensitive to the needs of others.
Dr. Hart
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Julia Said
Julia Said
Dec 22, 2022
Dec 22, 2022 at 7:30pm
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Sherwin,
I appreciate that you mentioned nurses being involved in the decision-making process with their leaders. In my recent healthcare policy class, we discussed nurse involvement in policymaking. In that class, I learned that nurses of all levels should be involved in policymaking or decision-making processes within their organization. Research has found that when nurses are involved in shared governance, patient outcomes improve and employee satisfaction increases (Bartmess et al., 2022). When leaders do not allow their staff members to partake, they are sending the message: “I do not care what you think” or “Your opinion is not valued here.” Transformational leaders welcome and encourage their staff to reach out and express concerns with processes or policies. Not only do they encourage speaking up, but they actually do something about it. Good leaders listen
and
react, to show they do value others’ opinions (Bartmess et al., 2022). This engages and empowers nurses, which improves employee satisfaction and can positively impact burnout and turnover (Bartmess et al., 2022). When nurses do not believe they have a leader they can turn to or look up to, they tend to feel higher levels of stress and burnout. A lack of wellbeing has been associated with absenteeism, turnover, and reduced productivity (Ahmed et al. 2019). Organizations need employees to be at optimal levels of health and wellness in order to provide the highest quality care (Ahmed et al., 2019). This responsibility falls on leaders to encourage a positive work environment where nurses and other staff have a voice and the freedom to express concerns and get involved with policy change.
References:
Ahmed, O. M., Ishak, A. K., & Kamil, B. A. M. (2019, February 2).
Transformational leadership and employee psychological wellbeing among faculty staff: the mediating role of self-efficacy
. International Journal of Management, Accounting and Economics.
Bartmess, M. P., Myers, C. R., & Thomas, S. P. (2022). Original Research: ‘It Would Be Nice to Think We Could Have a Voice’: Exploring RN Involvement in Hospital Staffing Policymaking.
AJN, American Journal of Nursing
,
122
(10), 22–31. https://doi.org/10.1097/01.naj.0000884564.75005.a9
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Jessica Velez
Jessica Velez
Dec 24, 2022
Dec 24, 2022 at 1:13pm
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hello Sherwin,
Dr Fauci as a leader, who has proven to be a definitive factor in the prevention of the virus from sparking a pandemic epidemic and the rise of the antiviral drugs. Dr Fauci is a man who stands out when meeting him in person; he is charismatic, smart, and mostly tends to let his appearance do the talking rather than speaking himself (Kerfoot, 2022). Dr. Fauci is an effective nurse executive who exhibits a range of leadership styles, theories, and approaches as he leads the battle to protect the American public from the deadly COVID-19 pandemic.
The above notwithstanding, Dr. Fauci makes some decisions that in the short-run seem to be right, but in the long-run may prove to have been the wrong decisions especially in the event the COVID-19 pandemic proved to have been more deadly than anticipated. His leadership behaviors underpinned his position as the leader of the healthcare team in the wake of the COVII pandemic in the spring of 2019 (Wiapo & Clark, 2022).
Reference
Kerfoot, K. (2022). Chaos, Teamwork, Compassion, and Leadership: Disasters and Nursing’s Finest Hours. Pediatric Nursing, 48(4), 205. https://www.proquest.com/scholarly-journals/chaos-teamwork-compassion-leadership-disasters/docview/2709976924/se-2
Wiapo, C., & Clark, T.,PhD.R.N. (2022). Weaving together the many strands of Indigenous nursing leadership: Towards a whakapapa model of nursing leadership. [Te tuitui i ngā whenu maha o te hautū mahi tapuhi iwi taketake: Te tarei tauira hautū mahi tapuhi iwi taketake i takea mai i te whakapapa] Nursing Praxis in New Zealand, 38(2), 4-11. https://doi.org/10.36951/27034542.2022.08
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Shawntel Wright
Shawntel Wright
Dec 24, 2022
Dec 24, 2022 at 10:54pm
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Sherwin, I could not agree with your post any more than what you have explained. It takes effective leadership to create and keep a healthy work environment. Being able to align the vision and goals of the facility with the staff is especially important. According to Coursera, “Setting goals establishes a process for evaluating and monitoring progress toward your nursing career objectives.” (N.A., N.D.). I am a transformational leader, and attempting to lead a cohort of peers is not an easy task. Speaking from personal experience, it is challenging to lead and be an effective leader when the facility does not have the required staff. “Transformational leadership is a process that changes and transforms individuals. (N.A. 2001). At the facility in which I am employed, transformational leadership styles are effective most of the allotted time and there is an efficient number of staff present. Leaders cannot do what is required when pulled in several different directions. I also loved how you mentioned involving staff in the decision-making process. Staff seems to feel more appreciated when they have input on how their facility will be run. Sherwin, overall great weekly post!
References
Examples of professional nursing goals: Skills, education, earnings
. Coursera. (n.d.). Retrieved from https://www.coursera.org/articles/examples-of-professional-nursing-goals
HR020/HR020: Transformational leadership: The transformation of managers and associates. (n.d.). Retrieved from https://edis.ifas.ufl.edu/publication/HR020
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Jacqueline Keener
Jacqueline Keener
Dec 20, 2022
Dec 20, 2022 at 10:56am
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Leadership Theories in Practice
Everyone who has worked in healthcare has had interactions with at least one of the nursing leadership theories or behaviors. Having been in healthcare for 18 years, I have experienced a number of different leadership styles in various environments. A transformational leadership style has been the most beneficial to personal and professional growth! Broome & Marshall (2021) show different examples of behavioral and trait theories for leadership that have helped lead to transformational leadership.
Scholarly Resource Examples
One key insight that stuck out to me by Jumoke Ajanaku & Lubbe (2021) is the importance of building healthy relationships to inspire team members to feel empowered and inspired. There are multiple elements to a healthy, working relationship that begin with healthy communication. A leader who inspires others, leads by example, and encourages the heart. I am blessed to have a current nurse manager (Brandi) who exemplifies these traits. She often encourages us to try and find a solution on our own, and guides us to appropriate resources. She is also filled with passion and love for the job and our patients. Jumoke Ajanaku & Lubbe (2021) is the first example I’ve come across that talks about encouraging the heart, and this is a beautiful concept that will benefit staff and patients. I had an issue with an on-call provider not completing tasks that were sent, and when I was problem solving with her, she suggested completing a 4C to look at the issue. I had never completed a 4C, but she explained the process and ensured I had examples to follow. I felt accomplished and proud when I completed my 4C, and can look forward to helping improve practice by completing more when applicable. By completing this 4C, I was able to help address a practice weakness and ensure faster, safer patient responses as a direct result of Brandi practicing this leadership behavior.
Broome & Marshall (2021) also list emotional intelligence as a nurse leadership consideration. Alshammar et al. (2020) explains “emotional intelligence is the prerequisite of leadership.” This is another key concept to understand that leadership behaviors and effectiveness can be determined by a leader’s level of emotional intelligence. My first experience with a transformational leadership nurse manager was Maria. One of the first gifts she gave me when I joined her team was the book Emotional Intelligence 2.0, and explained how that book was gifted to her, and helped shape the way she leads and interacts with people. Maria taught me through example and explanation how being aware of my own emotional intelligence can help me to more positively interact with coworkers and peers. Because of her leadership style, I was able to grow personally and professionally in the way I interact with others. I learned to assume positive intent and be more patient with others, positively impacting organizational interactions.
References
Alshammari, F., Pasay-an, E., Gonzales, F., & Torres, S. (2020). Emotional intelligence and authentic leadership among Saudi nursing leaders in the Kingdom of Saudi Arabia.
Journal of Professional Nursing
,
36
(6), 503–509. https://doi.org/10.1016/j.profnurs.2020.04.003
Broome, M., & Marshall, E. S. (2021).
Transformational leadership in nursing: From expert clinician to influential leader
(3rd ed.). New York, NY: Springer.
Jumoke Ajanaku, O., & Lubbe, W. (2021). Applying Transformational Leadership in Nursing through the Lens of Kouzes and Posner Leadership Practices.
Gender & Behaviour
,
19
(2), 17788–17794.
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Carolyn Hart
Carolyn Hart
Dec 20, 2022
Dec 20, 2022 at 3:51pm
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Jacqueline,
Thank you for a very thoughtful post! I loved your statement:
One key insight that stuck out to me by Jumoke Ajanaku & Lubbe (2021) is the importance of building healthy relationships to inspire team members to feel empowered and inspired
. As a new leader, I found I needed to improve on my ability to inspire others; I used the book by Kouzes and Posner and learned a lot from the
leadership model
Links to an external site.
that they developed.
Jacqueline and Class, Take a look at the leadership challenge. What traits do you already have and where do you think you can improve?
Dr. Hart
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Jacqueline Keener
Jacqueline Keener
Dec 21, 2022
Dec 21, 2022 at 8:04am
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Dr. Hart,
Thank you for sharing this leadership model! I am still fairly new to leadership, but because of the incredible nurse leaders that I’ve had the privilege to work with, I believe I do have many of these traits. I model the way, most recently in precepting a new employee in my department. It would have been easy to teach her the “work arounds” in this department to help with on-call provider issues, but instead I helped her to work through the process correctly. This also helped me to challenge the process, because we were able to identify some areas for improvement. I also believe I inspire a shared vision, as I am passionate about our department and the work that we do. We are also looking to expand and create an outpatient injection clinic! I still have much room for improvement and will work on my confidence and ability to enable others to act. I can also improve in my ability to encourage the heart, as I am still stepping into my confidence as a nurse leader. Thank you for this great addition to this week’s discussion!
Jackie K.
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Julie Baker
Julie Baker
Dec 23, 2022
Dec 23, 2022 at 12:41am
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Jackie,
I loved your response to precepting the new employee. Its important for new nurses to learn correctly right from the start. They can later choose what ways might work better for them as work arounds or shortcuts but if they start with the correct instructions they can always utilize that background as they evolve. According to Ferguson and Day (2007), “nurse managers are in the ideal position to create supportive practice environments that facilitate new nurse integration into the setting”. From the things you have said, I imagine you would make an excellent leader in your setting and building your confidence is a great way to start with a leadership plan that will allow you influence collaborators, or followers, to build task-specific self-confidences that can strengthen their job performance (Axelrod, 2016).
Axelrod, R. H. (2016, August 1).
Leadership and self-confidence
. SpringerLink. Retrieved December 23, 2022, from https://link.springer.com/chapter/10.1007/978-3-319-31036-7_17
Ferguson, L., & Day, R. (2007).
Challenges for new nurses in evidence-based practice
. Retrieved December 22, 2022.
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Yvonne Oglesby-Moore
Yvonne Oglesby-Moore
Dec 23, 2022
Dec 23, 2022 at 10:04pm
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Response #1
Jacqueline thank you for your post. I agree leaders need to keep communication open to establish a rapport. Authentic leadership is the leadership I would like to exhibit. Broome and Marshall (2021), describe the authentic leadership model as one that emphasizes relationships between leaders and followers to accomplish goals. Both authors explain that authentic leadership is optimistic and hopeful and they demonstrate honesty (Broom & Marshall, 2021). It is important for leaders to understand their staff and their needs to be effective. Deveau and McGill (2016), explain that frontline management is important to mentor and educate staff to have positive outcomes.
Broome, M., & Marshall, E. S. (2021).
Transformational leadership in nursing: From expert clinician to influential leader
(3rd ed.). New York, NY: Springer.
Deveau, R. & McGill, P. (2016). Impact of practice leadership management style on staff experience in services for people with intellectual disability and challenging behaviour: a further examination and partial replication
. Research in Development Disabilities
. (56) 160-164.
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Harmon Mann
Harmon Mann
Dec 24, 2022
Dec 24, 2022 at 11:08am
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Great post Jacqueline. You made a great point that it’s important for leaders to motivate their staff in order to form a healthy relationship with them. A transformational leadership style is a great example of the type of leader that works to motivate others. They “inspire and motivate their workforce without micromanaging-they trust trained employees to take authority over decisions in their assigned jobs” (White, 2022). They will typically state the goals to the patients and then motivate them to reach the goals. When help is needed they will assist their staff and help them work towards their goals. These types of leaders know how to communicate with their staff and are reliable and approachable. “Transformational leadership has positive results for patients, professionals and institutions” (Ferreira, et.al, 2020). Since these leaders are good communicators they are able to get the staff to work together and create a good working environment.
Ferreira, T., Mesquita, G., & Oliveria, M. (2020, March 30).
The influence of nursing leadership styles on the outcomes of patients, professionals and institutions: An integrative review
. Journal of nursing management. https://pubmed.ncbi.nlm.nih.gov/35293055/
White, S. K. (2022, October 10).
What is transformational leadership? A model for motivating innovation
. CIO. https://www.cio.com/article/228465/what-is-transformational-leadership-a-model-for-motivating-innovation.html
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Morayo Oloidi
Morayo Oloidi
Dec 20, 2022
Dec 20, 2022 at 1:41pm
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Leadership Theories in Practice
Leadership entails guiding, motivating, directing and inspiring others towards meeting a common goal (Marshall, 2021). Every organization has goals or objectives that they intend to achieve. Staff need to be guided and inspired towards meeting these goals, and this is the major role of a leader. I have had experience with different types of leadership styles, but the two that stands out for me are transaction and transformational styles of leadership.
Leadership behaviors and the creation of a healthy work environment
After my review, two key insights were the crucial role of leaders regarding the creation of a positive work environment for staff, and the ensuing health as well as job-related outcomes. There are certain traits that a leader must possess to enable them create a positive work environment. They must be self-aware, honest, have clarity of thought, be a person of integrity and also empathetic to those whom they lead.
A leader should focus on ensuring that the welfare and needs of the staff are well addressed. They should also ensure that staff are provided with adequate resources to be able to seamlessly perform their work. They need to apply strategies that lessens burnouts, dissatisfaction, and turnover (Mudallal et al, 2017). Job satisfaction, commitment among nurses, and focus on delivery of high standards of care can be inspired with positive leadership behaviors. Staff need to be empowered to effectively utilize their skills and knowledge for better organization outcomes. Being concerned and caring towards staff as a leader helps to reduce feelings of depersonalization as well as emotional exhaustion. It makes staff to trust more in their leaders and the organizations they work for. Leadership styles like transformational leadership helps to establish a positive work environment where staff feel empowered to be able to deliver optimally.
Employees can be helped to realize their full potentials in making change within the organization possible through positive leadership behaviors. Leaders who are able to inspire teamwork among staff, incorporate staff in decision-making, fairly reward staff for excellent performance, and also motivate, are in a better position of improving satisfaction and work-life quality of their employees (Suratnoet al, 2018). One trait of a transformational leader is to inspire those whom they lead by motivating them, which encourages loyalty to the organization (Elewa, 2021). A leader who uses that style of leadership is also known to be delegative, which inspires professional growth among employees.
A situation where the behavior and skills have been used
I have seen my in charge use transformational leadership to inspire us to be more committed and productive to the organization. She is also concerned about our professional development, and always delegate most of her responsibilities to us, as a learning opportunity. She always encourages us to go back to school to gain knowledge and skills that will enable us deliver care that is based on evidence. She also has a positive approach towards nurses who sometimes fail to perform their roles as required. She always calls them aside, have a talk and encourage them to remain focused with their work. She does not criticize staff, but make them understand how their work is very important.
There was a recent situation where she had to reprimand me for leaving work early. She called me to her office and asked me to explain why I had to end my shift earlier than usual. She gave me a good opportunity to explain myself, after which she advised me never to repeat such a mistake again. My in charge made me understand what could have gone wrong by me ending my shift early ad not notifying the management. She made me realize my mistake in a positive way, saving me from any punishment. We have since become very close friends, and she delegates some of her duties to me. She has also given me the duty to guide students on attachment, which is an opportunity for me to grow my leadership skills.
Extent of effectiveness and how the practice of the skills have impacted the workplace
The skills that the in-charge nurse used to handle my situation amicably were greatly effective in ensuring that I recognize my mistake and never to repeat the same. Though this is a mistake I only committed once, I have learned about its repercussions. Any time I will be leaving work, be it early or on time, I must ensure that I have handed over my shift to someone else. I also need to communicate with the management on time so that they can get someone to stand in for me. The in charge used very important skills to address my case effectively. These were open communication ad active listening.
I felt that she was understanding and respectful, but at the same time interested on accountability from every staff. She did not criticize me, but made me realize the magnitude of the mistake I made. We managed to establish a positive connection between us, which translated to her also being concerned about my professional growth. From the duties she has been delegating to me, I have managed to learn a lot especially on leadership and accountability. I can now effectively inspire and guide others to positively contribute to the success of the organization. This experience has enabled me to also effectively guide students on attachment, and to ensure that they are responsible enough for their actions. My dedication at the workplace has since improved significantly.
References
Elewa, A. H. (2021). Nurse Manager’s Leadership Practices and its Relation to Staff Nurses
Motivation and Intention to Leave.
Egyptian Journal of Health Care, 12(3),
146-160.
Manning, Jennifer, DNS, APRN & CNS, CNE. (2016). The Influence of Nurse Manager
Leadership Style on Staff Nurse Work Engagement.
Journal of Nursing Administration
,
46, 438-443.
https://doi.org/10.1097/NNA.0000000000000372
Links to an external site.
Marshall, E., & Broome, M. (2021).
Transformational leadership in nursing:
From expert
clinician to influential leader
(2nd ed.). New York, NY: Springer.
Mudallal, R., Othman, W., & Hassan, N. (2017). Nurses’ Burnout: The Influence of Leader
Empowering Behaviors, Work Conditions, and Demographic Traits. INQUIRY:
The
Journal of Health Care Organization, Provision, and Financing, 54
(1), 1-10.
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