Nursing Leadership Theories in Practice

Week 4 Discussion Main Post

 Broome & Marshall (2021) state, the power of a leader is magnified by an effective team and the leader who empowers team members to expand the capacity of the whole organization at all levels (p.213).  This first key insight was helpful to come across in the text because it affirms the idea of team empowerment.  I have been a nurse for 12 years in 3 different hospitals and many different floors; I have never felt so autonomous or cared for than by my current leadership who pushes us to always strive for excellence in our specialty.  The second key insight I came across was speaking of leaders and their ability to craft a compelling vision while inspiring others to follow them (Laureate Education, 2018, Video File).  This hit home because I have served under many people in leadership positions that despite their role, they had little influence over staff because of their personal leadership traits that drove people away instead of bringing them together for a common goal.  

 The president of my hospital took over about 2 years ago in his leadership position of president.  His personality is not one that is loud, demanding, or over the top but rather one that commands the room because he is calm, open-minded, and servant-hearted.  He has totally turned our hospital around by empowering and encouraging everyone from physicians, kitchen staff, nurses, EVS workers, and so on, to be excellent in their own personal walk so that they may be the best version of themselves for our patients.  He has the qualities of a leader described above and so many more.  I would say his best leadership trait is serving others, without expectation of a return, but so that they can be made to feel of worth and value. I have seen him do this with a hospital-wide pancake breakfast where he is the one flipping pancakes, holding open office hours for drop-ins weekly for all staff, putting on scrubs, and helping the floors where he can be of help.  During these events where I see him serving, I see him listening to staff and taking note of our needs.

By taking care of the staff in the ways that staff members specially request he gains respect, trust, and loyalty.   Watching him advocate for his team in leadership meetings and out in the community because he chose to listen makes me feel seen as a team member.  The Moore foundation (2016) leadership video says that a great leader shows up and uses their voice.  I can’t think of a better person than my hospital president that displays servant leadership, active listening, and who shows up when needed.  He uses his voice to command a room and his hands to serve those he is commanding.  As a product of this type of leadership, he has an entire hospital of staff that will follow wherever he leads.  

References

Laureate Education (Producer). (2018). The Leader in You [Video File]. Baltimore, MD: Author. 

Marshall, E., & Broome, M. (2021). Transformational leadership in nursing: From expert

clinician to influential leader (3rd ed.). New York, NY: Springer

Moore Foundation. (2016). Nurses share lessons in leadership. Retrieved June 22, 2020, from

http://www.youtube.com/playlist? 

 

Discussion 1: Leadership Theories in Practice

A walk through the Business section of any bookstore or a quick Internet search on the topic will reveal a seemingly endless supply of writings on leadership. Formal research literature is also teeming with volumes on the subject.

However, your own observation and experiences may suggest these theories are not always so easily found in practice. Not that the potential isn’t there; current evidence suggests that leadership factors such as emotional intelligence and transformational leadership behaviors, for example, can be highly effective for leading nurses and organizations.

Yet, how well are these theories put to practice? In this Discussion, you will examine formal leadership theories. You will compare these theories to behaviors you have observed firsthand and discuss their effectiveness in impacting your organization.

To Prepare:

  • Review the Resources and examine the leadership theories and behaviors introduced.
  • Identify two to three scholarly resources, in addition to this Module’s readings, that evaluate the impact of leadership behaviors in creating healthy work environments.
  • Reflect on the leadership behaviors presented in the three resources that you selected for review.

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.

Great post, I enjoyed reading your post and I agree with you that a good leader can change the whole atmosphere at work.  A person put into leadership is not expected to go around barking orders and trying to run a hospital his/her way but instead a leader is supposed to change the atmosphere in a good way and work with their employees for a better work environment.  Improving the nurse work environments has been recommended as a system-level intervention to improve quality of care and patient safety and it also is a key factor for retaining a competent nursing workforce (Chenjuan, & Shang, 2015). Being a good leader is understanding that the little things count and showing appreciation to your staff goes a long way. As you said, the simple things like buying food for the staff or just voicing your appreciation to the staff on a job well done can go a long way. Working a nursing supervisor I usually tell the nursing staff what a good job their doing and their appreciated during shift huddles because I do not want them to only hear what needs to be done or what wasn’t done. Nurse turnover is a global concern that is both costly for health-care organizations and in the context of the work environment, affects quality and safety (Heidari, Seifi, & Gharebagh, 2017).

References

Chenjuan, M., & Shang, J., (2015). Linking Unit Collaboration and Nursing Leadership to Nurse

Outcomes and Quality of Care. Journal of Nursing Administration45, 435-442.

https://doi.org/10.1097/NNA.0000000000000229

Heidari, M., Seifi, B., & Gharebagh, Z. (2017). Nursing staff retention: Effective factors. Annals

            of Tropical Medicine and Public Health, 10(6)

doi:http://dx.doi.org.ezp.waldenulibrary.org/10.4103/ATMPH.ATMPH_353_17

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