6053: MOD 3 DISC 2
MODULE 3: DISCUSSION 1
NURS6053
Discussion Topic: Module 3: Discussion 1Module 3: 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.
Resources
Be sure to review the Learning Resources before completing this activity. Click the weekly resources link to access the resources.
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.
Learning Resources
· Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
· Chapter 1, “Frameworks for Becoming a Transformational Leader” (pp. 2–19 ONLY)
· Chapter 6, “Shaping Your Own Leadership Journey” (pp. 182-211)
· Chan, R. J., Knowles, R., Hunter, S., Conroy, T., Tieu, M., & Kitson, A. (2023). From evidence-based practice to knowledge translation: What is the difference? What are the roles of nurse leaders?Links to an external site. Seminars in Oncology Nursing, 39(1). https://doi.org/10.1016/j.soncn.2022.151363
Resources for the StrengthsFinder Assessment Tool
· Rath, T. (2007). Strengths Finder 2.0 - with Access Code.
Purchase the access code from the Walden bookstore. Then follow the instructions in the document "How to Access the Strengths Finder 2.0.
· Document: How to Access Strengths Finder 2.0 (PDF) Download How to Access Strengths Finder 2.0 (PDF)
· Walden University, LLC. (Producer). (2014). Leadership [Video file]. Baltimore, MD: Author.
· Moore Foundation. (n.d.). Nurses share lessons in leadershipLinks to an external site. . Retrieved from https://www.youtube.com/playlist?list=PLopRJPO6GaifsYPGP_jcWXZzU10H3AaX7
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Jun 18 5:53pm| Last reply Jun 20 9:54pm
Reply from Nablebo Wureh
The literature demonstrates that leadership behaviors play a critical role in creating healthy work environments, improving nurse well-being, increasing job satisfaction, and enhancing patient outcomes. These sources highlight the importance of transformational, authentic, and engaging leadership behaviors in nursing practice.
One key insight from the literature is that transformational leadership creates healthier work environments by empowering nurses, fostering professional growth, and increasing organizational commitment. In a study by Ystaas and colleagues (2023), transformational leadership was found to positively influence nurses' work environments through increased structural empowerment, organizational commitment, and job satisfaction. Nurses who perceived their leaders as transformational reported more positive workplace experiences and stronger patient safety cultures.
I observed this leadership style in an emergency department nurse manager who consistently encouraged staff participation in decision-making. During a period of high patient volume and staffing shortages, she set aside time where nurses could decompress and discuss workflow concerns and propose solutions. One suggestion from bedside nurses led to the implementation of a revised patient triage process that reduced delays in care. By involving staff in decision-making and recognizing their contributions, the manager increased staff engagement and morale.
These behaviors were highly effective because nurses felt valued and empowered to contribute to organizational improvements. Staff satisfaction improved, communication became more open, and turnover rates decreased. The manager's transformational leadership fostered a culture of collaboration and continuous improvement.
A second important insight is that authentic leadership promotes trust, resilience, and psychological well-being among nurses. Research by Mohammad et al. (2023) found that authentic leadership was positively associated with nurses' resilience and self-efficacy. Similarly, studies have shown that authentic leaders improve work environments by fostering trust and transparent relationships with staff.
I witnessed authentic leadership on an inpatient behavioral health unit. The nurse director openly acknowledged the stress and emotional burden staff were experiencing and routinely checked on team members' well-being. Rather than focusing solely on productivity metrics, she encouraged staff to take breaks, utilized employee assistance resources, and maintained transparency regarding organizational challenges.
These behaviors were effective because they created psychological safety and trust. Staff felt comfortable discussing concerns and seeking support when needed. As a result, teamwork improved, burnout symptoms decreased, and nurses demonstrated greater resilience during challenging circumstances. The leader's transparency and genuine concern for staff well-being strengthened unit cohesion and contributed to a healthier work environment.
The leadership behaviors identified in the literature empowerment, open communication, transparency, support, and recognition directly contribute to healthy work environments. Engaging and authentic leaders foster psychological well-being, while transformational leaders enhance empowerment and professional growth. Together, these behaviors improve nurse satisfaction, strengthen retention, reduce burnout, and support quality patient care.
In my experience, leaders who consistently demonstrate these behaviors create workplaces where nurses feel respected, valued, and motivated to perform at their highest level. Such environments benefit not only staff but also patients and healthcare organizations through improved safety, collaboration, and quality outcomes.
References
Mohammad, H. F., Abou Hashish, E. A., & Elliethey, N. S. (2023). The relationship between authentic leadership and nurses' resilience: A mediating role of self-efficacy. SAGE Open Nursing, 9, 23779608231214213. https://doi.org/10.1177/23779608231214213Links to an external site.
Kohnen, D., et al. (2024). Engaging leadership and nurse well-being: The role of the work environment. Human Resources for Health, 22(1), 12. https://doi.org/10.1186/s12960-023-00886-6Links to an external site.
Ystaas, L. M. K., Nikitara, M., Ghobrial, S., Latzourakis, E., Polychronis, G., & Constantinou, C. S. (2023). The impact of transformational leadership in the nursing work environment and patients' outcomes: A systematic review. Nursing Reports, 13(3), 1271–1290. https://doi.org/10.3390/nursrep13030108Links to an external site.
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Jun 17 9:49pm| Last reply Jun 20 8:28pm
Reply from Courtnie Oliver
Leadership Theories in Practice
Two key insights I gained from the literature were the importance of transformational leadership and emotional intelligence in creating healthy work environments. Transformational leaders inspire and motivate employees by fostering trust, encouraging professional growth, and creating a shared vision for success (Broome & Marshall, 2021). Another important insight is that emotionally intelligent leaders are better equipped to recognize staff needs, manage conflict, and create supportive workplace cultures that improve employee engagement and retention (Wei et al., 2023).
One leader who demonstrated these qualities was a nurse manager I worked with during my time in the ICU. The unit was experiencing significant staffing shortages, high patient acuity, and increased nurse burnout following the COVID-19 pandemic. Rather than focusing solely on productivity metrics, this leader made a conscious effort to support staff emotionally and professionally. She routinely rounded on employees, encouraged open communication, and advocated for nurses when concerns about staffing and workload were raised. She also implemented debriefing opportunities after difficult patient situations and recognized staff accomplishments during team meetings.
A second insight from the literature is that effective nurse leaders play a critical role in translating evidence into practice and creating environments that support continuous improvement (Chan et al., 2023). Leaders who encourage collaboration and staff involvement in decision-making are more likely to achieve positive organizational outcomes. I observed this when my manager involved bedside nurses in discussions regarding workflow changes and patient care initiatives. Staff members felt valued because their perspectives were considered before changes were implemented.
These leadership behaviors were highly effective in improving workplace morale and fostering a culture of trust. Although staffing challenges remained, nurses felt supported and were more willing to communicate concerns and participate in problem-solving efforts. Research suggests that transformational leadership is associated with improved job satisfaction, lower burnout, and higher staff retention rates (Boamah et al., 2018). Looking back, the positive impact of this leader was one of the reasons many nurses remained on the unit despite the ongoing challenges. This experience reinforced my belief that leadership behaviors can significantly influence both employee well-being and patient care outcomes.
References
Boamah, S. A., Spence Laschinger, H. K., Wong, C., & Clarke, S. (2018). Effect of transformational leadership on job satisfaction and patient safety outcomes. Nursing Outlook, 66(2), 180–189. https://doi.org/10.1016/j.outlook.2017.10.004Links to an external site.
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). Springer.
Chan, R. J., Knowles, R., Hunter, S., Conroy, T., Tieu, M., & Kitson, A. (2023). From evidence-based practice to knowledge translation: What is the difference? What are the roles of nurse leaders? Seminars in Oncology Nursing, 39(1), 151363. https://doi.org/10.1016/j.soncn.2022.151363Links to an external site.
Wei, H., Roberts, P., Strickler, J., & Corbett, R. W. (2023). Nurse leaders’ strategies to foster nurse resilience. Journal of Nursing Management, 31(1), 8–15.
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