Interprofessional Organizational and Systems Leadership
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This is a graded discussion: 100 points possible due Mar 22 at 10:59pm
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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.
LEADERSHIP THEORIES IN PRACTICE
RESOURCES
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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.
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.
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.
Be sure to review the Learning Resources before completing this activity. Click the weekly resources link to access the resources.
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(https:// Molly Beth Bullard (https://waldenu.instructure.com/courses/53702/users/73695)
Sunday
Leadership Theories in Practice
It can be difficult to keep workers, specifically nurses, for extended periods (Haddad, 2022). Management and leadership are significant factors affecting nurse retention (Haddad, 2022). A leader can make or break an organization for a variety of reasons.
A Grounded Leader
The first major takeaway from this week's readings was the importance of a leader grounded in values and ethics (Broome & Marshall, 2020). A good leader must first have a basis of moral character. Healthcare leaders today must put others first, and if they do not have good values, they may not have others' best interests in mind. The issues that arise for leaders can also be challenging morally or ethically, so good leader will first have their values before they seek to make decisions that affect others' values.
A Leader's Impact
Another critical insight I discovered is that the impact of a leader is vast. A healthcare leader directly affects job satisfaction, patient satisfaction, employee turnover, and the health and well-being of others (Vidman & Strömberg, 2020). The most surprising part of this article is that many employees stated that they believe their health is affected by leadership. A good leader will encourage employees to be healthy and care for themselves. This surprised me because I had never considered the relationship between my health and my managers.
Motivation and Staff Performance
A study determined that toxic leadership directly affects employee motivation (Wolor et al., 2022). What surprised me the most about this article is that it was discovered that a poisonous leader has little to no effect on staff performance. While employees may not be s motivated to work, a toxic leader does not impact their job performance, according to this study. I think
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this needs more research because if I had a poor leader, I would think I would be tempted to slack off some days. This would then make me. My job performance was poor because I assumed my leader did not care.
Leadership Skills in Practice
I currently work in the emergency room in downtown Dallas Texas. This ER is big and sees a lot of traumas. Often, we get patients who come in with colds or want to know if they have COVID. While this is something we do, it does tend to take longer than just going to an urgent care or a clinic. This causes many patients to get upset and frustrated with the time they feel they are wasting. Unfortunately, I have seen these situations handled by two charge nurses differently. The first was incredible. The charge nurse sits with the patients and explains the situation to them. The patient asks questions and voices their concerns, and the charge nurse writes down the complaint and does everything they can. While the patient may not always leave happy, the charge nurse does everything possible to help the situation.
A Poor Leader
On the other hand, I have seen a charge nurse who goes in already upset that they must deal with this. The charge nurse stands over the patient, does not write a complaint, and just tells the patient that nothing can be done. This is a specific example of how leadership can directly impact patient satisfaction. The first charge nurse impacted our workplace positively because the staff learned to trust them to assist with patient complaints. The second charge nurse is rarely asked to speak with upset patients because the team knows they will worsen it.
References
Broome, M., & Marshall, E. (2020). Transformational Leadership in Nursing: From Expert Clinician to Influential Leader. Springer Publishing Company.
Haddad, L. M. (2022, February 22). Nursing Shortage. StatPearls - NCBI Bookshelf. https://www.ncbi.nlm.nih.gov/books/NBK493175/
Vidman, Å., & Strömberg, A. (2020). Leadership for a healthy work environment – a question about who, what, and how. Leadership in Health Services, 34(1), 1–15. https://doi.org/10.1108/lhs-06-2020-0041 (https://doi.org/10.1108/lhs-06-2020- 0041)
Wolor, C. W., Ardiansyah, A., Rofaida, R., Nurkhin, A., & Rababah, M. A. (2022). Impact of Toxic Leadership on Employee Performance. Health Psychology Research, 10(4). https://doi.org/10.52965/001c.57551
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(https:// Leslie Davis (https://waldenu.instructure.com/courses/53702/users/68550)
Yesterday
N6053 Module 3, Main discussion # 1 by Leslie Davis
Dr. Saucier and colleagues,
Personal Insights of Leadership Theories and Behaviors Identified Through Research
Effective leadership is essential to a successful business. While there are many leadership styles and theories, being effective only comes from leaders that have a core set of values, ethics, and morals. Leaders need to be trusted as well as competent (Broome & Marshall, 2021). When I first became a charge nurse, we did not have any formal training classes or guides. As time progressed, leadership saw the need and created workshops to develop charge nurses. We were given a book titled, “The Nurse Leader Handbook” by Studer Group, 2010. This handbook has been an essential tool for me while navigating the charge nurse role, especially on weekends when there is less leadership presence.
Cummings et al. 2021 conducted a study to research factors that influence nursing leadership. One insight that I have gained from my research this week is that many of our current leaders will be retiring soon and the focus needs to be on developing future nurse leaders to assume these roles as transformational, resonant, or authentic leaders (Cumming et al., 2021). Leaders need to be creative as they attempt to direct and guide staff to affect and embrace change. People want to be valued and inspired and competent leaders should have the behaviors and skills necessary to achieve serviceable leadership.
Evaluation of a Leader and Their Behavior in the Work Environment
Another key insight I have gleaned from my work experience and scholarly research is that many people can be leaders, but it takes a person with special innate qualities to be an effective leader. For the last 18 months, my unit has been managed by a narcissist. During those 18 months, we have had 7 nurses and 5 PCTs quit due to the management style and personality of this manager. A recent study was conducted on narcissism and leadership attributes. This study found that people are more driven by a care for themselves than by a societal concern for the greater good, which is what drives them to interact with leadership
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theory (Steffans & Haslam, 2022). Thankfully, this manager has decided to take a different career route and will be leaving in mid-May.
A previous manager led by the transformational theory using positive, encouraging, and motivational approaches. Staff would frequently apply to her unit(s) because she was known to be fair, humble, and effective as a leader. She led by example and would never ask a staff member to do something that she wasn’t willing to do herself. She was a very effective unit manager and now is the director of acute care. In order to raise the level of psychological empowerment and proactive behaviors among nurses at work, nurse managers should lead their nursing team with humility. This will benefit both the workforce and the organization (El-Gazar et al., 2022).
Reflection on How Leaders Behaviors Were Effective and Impacted the Workplace
Leadership attitudes have a direct impact on the morale of the staff. Leadership is an art that takes years of practice to cultivate, and the leader needs to do it for the right reasons. Cultivating unit cohesion and driving a team to meet unit goals requires commitment, communication, and consistency. Relationships of trust and empowerment need to be developed and maintained. Staff should be able to voice their concerns and offer solutions without fear of judgment or retaliation. An effective leader should confer with staff frequently about policies and procedures that can affect change and improve patient outcomes and unit productivity. Leadership attitudes, priorities, role modeling, resource allocation, and reward systems can all have an impact on how employees behave (Guerreo et al., 2020). Effective leaders should reflect their willingness to serve for the good of the unit, not themselves.
References
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). Springer.
Cummings, G., Lee, S., Tate, K., Penconek, T., Micaroni, S., Paananen, T., & Chatterjee, G. (2021 March). The essentials of nursing leadership: A systematic review of factors and educational interventions influencing nursing leadership. International Journal of Nursing Studies (115). Doi.org/10.1016/j.ijnurstu.2020.103842.
El-Gazar, H., Zoromba, M., Zakaria, A., Abualruz, H., & Abousoliman, A. (2022 May 20). Effect of humble leadership on proactive work behaviour: The mediating role of psychological empowerment among nurses. Journal of Nursing Management (30)7 p. 2689-2698. Doi.org/10.1111/jonm.13692
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Guerrero, E., Frimpong, J., Kong, Y., Fenwick, K., & Aarons, G. (2020 April 6). Advancing theory on the multilevel role of leadership in the implementation of evidence-based health care practices. Health Care Management Review 45(2):p 151-161. DOI: 10.1097/HMR.0000000000000213
Steffens, N., & Haslam, A. (2022). The Narcissistic appeal of leadership theories. American Psychologist (77)2. p 234-248. Doi.org/10.1037/amp0000738
(http Tara Leigh Saucier (https://waldenu.instructure.com/courses/53702/users/23006)
1:14pm
Reply
Hi Leslie,
Great discussion! With so much evidence of the positive outcomes in nurse retention and job satisfaction with transformational leadership, why do you think there are so many other leadership styles being used? Is it just that each person's personality leads to one or more particular styles; maybe it is transformation or maybe it is laissez-faire, or others. Or is it that organizations are not pouring into their leaders and teaching them about leadership styles? What are your thoughts?
Dr. Saucier
(https:// Delana Waliky (https://waldenu.instructure.com/courses/53702/users/76513)
Yesterday
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When it comes to leadership there are, multiple organizational structures and these can be formal or informal. The formal structure is planned out with a framework that defines managerial authority, responsibility, and accountability. The informal structure is not so cut and dry and has blurred lines of authority and accountability. This discussion will look at the leadership at St. Vincent hospital on the med surge unit where I currently work. In any place you work, a chain of command is a very important thing to remember, especially in a hospital setting. The team leaders are clinical and are also involved in patient care if needed, it is up to them to watch all of the patients and be aware of what is going on on the floor. If they are not doing their job and this stays consistent it would be then and only then that you would need to contact a department chair. The chain of command rarely needs to be initiated but we as nurses must know that it is there.
The St. Vincent way is a very straight and narrow line. Line structures are also known as bureaucratic organizations, each role is very defined and it does not leave much room for error in understanding who is in charge of what and when. Some places have a few structures and at times when they are trying to have a strong structure they have more than one and it blurs the lines. The matrix structure is also involved at St Vincent so with this you have to know and take into consideration the horizontal and vertical chain of command. The directors of the units are horizontal and report to the nurse leader and the centralized decision-making is the things that the staff have no control over, such as electronic charting, and anything that is hospital-wide and the staff has no say. While decentralized decision-making is a problem that the lower tier of management solves. The pandemic and cuts it has made it harder for all of these, for example, the nurse manager is often having to work the floor due to no staff. Decentralized decision-making tends to happen often in large hospitals and this is why it is so important for superior leadership.
The most important thing to remember as a nurse leader is to be very involved and make yourself seen and heard. The staff will respect you more and it shows that everyone is a team when they feel that the management are team players and there to help them. We as nurses at St. Vincent are asked monthly what was negative and what was positive, we all have different communities that we all try to help the report of the staff, patients, and leadership.
Wolor, C. W., Ardiansyah, A., Rofaida, R., Nurkhin, A., & Rababah, M. A. (2022). Impact of Toxic Leadership on Employee Performance. Health Psychology Research, 10(4). https://doi.org/10.52965/001c.57551
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(http Tara Leigh Saucier (https://waldenu.instructure.com/courses/53702/users/23006)
1:16pm
Reply
Hi Delana,
Thank you for sharing. What do you think is the most important characteristic of a successful leader? If you were only able to choose one.
Dr. Saucier
(https:// Joshua Edgerly (https://waldenu.instructure.com/courses/53702/users/70716)
Yesterday
Leadership Theories In Practice
Nurses require a healthy work environment that provides both empowerment and satisfaction to ensure that they can thrive in their profession while also providing safe and quality care for their patients. With this, leadership behaviors can impact the environment that nurses must navigate. Leaders can help provide a healthy working environment through both influence and experience. According to Broome and Marshall (2021), effective nurse leaders must understand the principles of leadership and their current healthcare environment while further being able to commit to the development, skills, and knowledge within the nursing profession. This transformational leadership additionally requires inspiration that can foster appropriate expectations and environments in which other nurses may grow and thrive.
Key insights from literature
Two scholarly articles have been analyzed to identify key leadership insights that play crucial roles within the development of nursing practice and healthcare environments. In the first article, Mondini et al. (2020), state that genuine, authentic leaders must maintain a positive organizational climate by valuing capabilities of the team with sustained moral and ethical values. With
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these authentic leadership attributes, leaders may positively influence both staff and outcomes within an organization. Furthermore, a consequent increase in productivity and job performance can be noticed with professional leaders who can balance their behaviors and skills in line with the standards and concerns of their followers and the profession (Mondini et al., 2020). Nursing leaders present with many positive characteristics and in the second article, Moraes et al. (2021) state that the concept of leadership is both multidimensional and complex. It is also noted that among various attempts to identify leadership behaviors and skills, the ability to influence a multidisciplinary team and achieve objectives is through communication and guidance; which further helps determine competence and outcomes (Moraes et al., 2021). In this regard, greater resolution to work processes and overall nursing performance can be effectively identified. Therefore, in accordance to the literature, nursing leaders who exhibit encouragement, motivation, and values through their influence and communication can positively motivate their team while additionally providing an appropriate working environment that better ensures confidence directly through positive relationships, satisfaction, and outcomes.
A leader in my practice
A situation in which I experienced a nursing leader with these attributes was during the first year of my first nursing job. This leader was the nurse manager of my unit that informed me of a “med error” made during the shift. This leader did not criticize, but rather informed, taught, and provided positive recommendations. This leader also provided insight, encouragement, and reinforcement of values. With this, I felt empowered and more committed to my work. The nurse leader was able to effectively communicate the issue while maintaining respect and trust. This leader further shared about “med errors” they had personally experienced throughout their career with ways to grow and improve. The support I received from this manager helped me maintain a positive outlook and ability to continually improve within my own practice. I believe that these qualities are important for leaders as it keeps their staff engaged and satisfied, and in turn, helps fortify better care and outcomes.
Impact within the workplace
Leaders can provide effective practice in the workplace by creating a positive and supportive work environment with meaningful feedback and clear expectations (Broome & Marshall, 2021). Leaders should also create an environment where nurses feel safe when they make mistakes and have the ability to learn from them. This better provides opportunities for nurses to develop their skills. With leaders who can create an environment of respect and value for nurses, both encouragement and accountability may be achieved. These attributes help contribute to improved performance and the ability to achieve both organizational and personal goals within all team members.
References
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Reply
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). Springer.
Mondini, C. C. D. S. D., Cunha, I. C. K. O., Trettene, A. D. S., Fontes, C. M. B., Bachega, M. I., & Cintra, F. M. R. (2020). Authentic leadership among nursing professionals: knowledge and profile. Revista brasileira de enfermagem, 73(4), e20180888. https://doi.org/10.1590/0034-7167-2018-0888 (https://doi.org/10.1590/0034-7167-2018-0888)
Moraes, M. C. S., Dutra, G. O., Ferreira, T. D. M., Dias, F. C. P., Balsanelli, A. P., & Gasparino, R. C. (2021). Nursing coaching leadership and its influence on job satisfaction and patient safety. Revista da Escola de Enfermagem da U S P, 55, e03779. https://doi.org/10.1590/S1980-220X2020042103779 (https://doi.org/10.1590/S1980-220X2020042103779)
(https:// Ashley Jane Alston (https://waldenu.instructure.com/courses/53702/users/71170)
Yesterday
Post two key insights you had from the scholarly resources you selected.
There are many different factors that could make an individual a great leader. Although we are discussing nursing leadership, I would like to say that if a person has excellent characteristics about them, they can be a great leader regardless of the career field. One attribute I have found that makes someone a great leader is resilience. Defined as the ability to face adverse situations, remain focused, and continue to be optimistic for the future, resilience is a vital characteristic for nurses in today's complex healthcare system (Kester & Wei, 2018). The things that we have learned to overcome as nurses when it comes to patient care require a high-level amount of resilience. The literature indicates an urgent need to support nurses in becoming resilient to decrease burnout, stress, and compassion fatigue, especially for nurses working in high-intensity areas (Kester & Wei, 2018).
Another attribute that I would consider as being a great addition to an awesome leader is being an authentic leader. Authentic leadership is a relationship-focused leadership style characterized by high levels of self-awareness, honesty, transparency, integrity, and consistency (Wei et al., 2020). These types of leadership styles are consistent between their actions and their
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internal values, care about their employees and encourage open and honest conversations (Wei et al., 2020). This leadership style opens doors for the staff to be open about their issues and concerns in the workplace.
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.
I had a clinical director who had an awesome open-door policy. She always allowed anyone to come into her office to voice their concerns and receive positive or negative feedback from her. She had an authentic leadership style. She was very transparent, honest, and consistent with all of the staff. She would not just listen and give advice about work conflicts but personal issues as well. Although this is a great characteristic to have as a leader, I always try to be mindful of how much weight we put on our leadership if we are always dropping our loads on them. I used to stop by her office at times to just say hello and see how she is doing because it can be a lot to sit and listen to other people’s issues all the time.
Then, explain to what extent these skills were effective and how their practice impacted the workplace.
I truly believe in this day and time that it takes resilience sometimes just to make it through the day. To have a leader that is determined to physically be there, be helpful, and be resilient about it is nothing short of a miracle with the way of the world now. Participating in self-care, fostering relationships, and establishing boundaries help support nurse leader resilience, which, in turn, allows leaders to foster opportunities for nurses' well-being (Kester & Wei, 2018).
Also being a truly authentic person is a mandatory skill set for a leader. If you can’t be true to yourself there is no way that you can lead others. The authenticity of a leader makes it easier for an employee to respect and take advice from them. The level of nurse leaders’ authentic leadership has a direct relationship with nurses’ work–life balance and coping efficacy and an indirect relationship with nurse burnout (Wei et al., 2020). These skills take training and practice but come with great rewards.
References
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Kester, K., & Wei, H. (2018). Building nurse resilience. Nursing Management, 49(6), 42–45. https://doi.org/10.1097/01.numa.0000533768.28005.36 (https://doi.org/10.1097/01.numa.0000533768.28005.36)
Wei, H., King, A., Jiang, Y., Sewell, K., & Lake, D. (2020). The Impact of Nurse Leadership Styles on Nurse Burnout: Nurse Leader, 18(5), 439–450. https://doi.org/10.1016/j.mnl.2020.04.002
(http Joshua Edgerly (https://waldenu.instructure.com/courses/53702/users/70716)
12:43pm
Ashley,
I agree that leadership consists of a multitude of characteristics. According to Broome and Marshall (2021), nursing leadership needs to involve a positive and supportive work environment. This can be accomplished through ethical and moral values (Mondini et al., 2020). Additionally, resilience can be a key attribute to effective leadership and building of confident practice (Kester & Wei, 2018). I believe that we can all appreciate those who maintain resiliency as it can further contribute to their overall authenticity and value of becoming a great leader.
When it comes to nurse leaders within our current practice, I think its great when there are those who maintain strong skills, behaviors, and expertise while also valuing others as equals with full attention and understanding given. Like your experience, it is vital that leaders have "open doors" for others to communicate effectively and build upon trust; which further helps fortify positive relationships and inspire continued commitment to ongoing learning and development. Thanks for sharing and have a great rest of your week!
References
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). Springer.
Kester, K., & Wei, H. (2018). Building nurse resilience. Nursing Management, 49(6), 42–45. https://doi.org/10.1097/01.numa.0000533768.28005.36 (https://doi.org/10.1097/01.numa.0000533768.28005.36)
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Reply
Mondini, C. C. D. S. D., Cunha, I. C. K. O., Trettene, A. D. S., Fontes, C. M. B., Bachega, M. I., & Cintra, F. M. R. (2020). Authentic leadership among nursing professionals: knowledge and profile. Revista brasileira de enfermagem, 73(4), e20180888. https://doi.org/10.1590/0034-7167-2018-0888 (https://doi.org/10.1590/0034-7167-2018-0888)
(http Tara Leigh Saucier (https://waldenu.instructure.com/courses/53702/users/23006)
1:19pm
Reply
Hi Ashley,
I enjoyed reading your discussion! Very interesting. You mentioned boundaries. What are some universal boundaries that all leaders should have? Are they always easy to define?
Dr. Saucier
(https:// Chinomso Odimegwu (https://waldenu.instructure.com/courses/53702/users/73124)
Yesterday
Initial Post:
Leadership Theories in Practice
Leadership behaviors and theories can have a significant impact on creating healthy work environments.one key insight
from the resources I reviewed is that leadership behaviors that foster a positive work culture and employee well-being, such as
transformational leadership, authentic leadership, and servant leadership, can lead to improved job satisfaction, lower burnout
rates, and better overall health outcomes for employees (Lin et al., 2020). For example, a leader who exhibits transformational
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leadership behaviors, such as inspiring and motivating employees to achieve higher levels of performance, can positively impact
the workplace. An effective transformational leader I observed was a nurse manager who encouraged her team to take
ownership of their work and provided them with opportunities for professional growth. She also recognized and celebrated their
achievements regularly, leading to higher job satisfaction and motivation among her team members which led to increased
productivity and improved patient outcomes and quality of care.
Another key insight picked form the scholarly resources is that leadership behaviors that support a culture of trust,
respect, and open communication can foster a healthy work environment (Men et al., 2021). For instance, an authentic leader
who models transparency, ethical decision-making, and empathy can create a culture of trust and respect within the workplace. I
have seen this in practice when a nurse leader openly discussed her struggles with balancing work and family life with her team.
Her vulnerability and transparency led to a deeper level of trust and respect among her team members, ultimately resulting in a
more positive work environment.
References
C., Xian, J., Li, B., & Huang, H. (2020). Transformational Leadership and Employees’ Thriving at Work: The Mediating Roles of
Challenge-Hindrance Stressors. Frontiers in Psychology, 11. https://doi.org/10.3389/fpsyg.2020.01400
(https://doi.org/10.3389/fpsyg.2020.01400)
L. R., Qin, Y. S., & Jin, J. (2021). Fostering Employee Trust via Effective Supervisory Communication during the COVID-19
Pandemic: Through the Lens of Motivating Language Theory. International Journal of Business Communication, 59(2), 193–218.
https://doi.org/10.1177/23294884211020491 (https://doi.org/10.1177/23294884211020491)
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(http Ashley Jane Alston (https://waldenu.instructure.com/courses/53702/users/71170)
8:09am
Reply
Hello Chinomso,
When doing my research, I came across the same kind of leadership skills you do. I was intrigued to read about the authentic leadership role. All of the characteristics that it provided listed the exact type of nursing leader that I would want to be. Authenticity comes from finding your style and your way of leading — and making life decisions that reflect your ethics, values, and your personality (Staff, 2022). I definitely believe. that not everyone is born to be a leader and it takes a lot of attributes and self-awareness to do so. But I also believe that it is something that can be taught not just through schooling but also personal experiences.
Leadership is not something that should be taken lightly because it affects more than just the leader. A strong nurse leader motivates their colleagues, setting the tone for a safe, civil workplace with a culture of high morale and job retention (Bonatch, 2023). It is a lot of responsibility to be a effective leader and with the many changes of the workforce and its employees it is not something that should be taken lightly. Great post!
References
Bonatch, M. (2023, February 23). Leadership in Nursing: Qualities & Why It Matters | ANA. ANA. Retrieved March 21, 2023, from https://www.nursingworld.org/practice-policy/nursing-excellence/leadership-in-nursing/
Staff, L. E. (2022, January 18). Authentic Leadership: What It Is, Why It Matters. CCL. https://www.ccl.org/articles/leading- effectively-articles/authenticity-1-idea-3-facts-5-tips/
(http Tara Leigh Saucier (https://waldenu.instructure.com/courses/53702/users/23006)
1:20pm
3/21/23, 4:18 PM Topic: Module 3: Discussion 1
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Hi Chimomso,
Thank you for sharing! You talked about the importance of establishing trust between a manager and staff. How is trust established? And what are the consequences if there is no trust?
Dr. Saucier
(https:// Catherine Njoki Mbua (https://waldenu.instructure.com/courses/53702/users/60460)
Yesterday
Leadership theories in practice
Leadership is necessary to foster a positive workplace culture and realize corporate success. One must comprehend the ideas, practices, and applications of leadership in the workplace to be an effective leader. In this article, I will talk about two academic works that analyze how leadership behaviors affect the development of a positive workplace culture and offer my thoughts on examples of such behaviors.
Key insights from literature
Transformational Leadership in Nursing: From Expert Clinician to Influence Leader by M. Broome and E. S. Marshall will be the first academic resource I discuss. In Chapter 1 of this book, the writers discuss the many frameworks for developing into a transformational leader (pp. 2-19). They emphasize the significance of comprehending the various team members' viewpoints, creating a shared vision, and taking chances (Marshall, 2010). They also stress the need to have excellent communication skills, self-awareness, and the capacity to exert personal influence on others. The writers also emphasize the significance of cultivating a climate of trust and respect in Chapter 6 (pp. 182-211) to promote collaboration and innovation.
Implementing Administrative Evidence-Based Practices: Lessons from the Field in Six Local Health Departments Throughout the United States by K. Duggan, K. Aisaka, R. G. Tabak, C. Smith, P. Erwin, and R. C. Brownson is the second academic resource I will talk about. The primary tactics and insights discovered by health departments that have effectively applied evidence-based
3/21/23, 4:18 PM Topic: Module 3: Discussion 1
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procedures are explored in this article (Duggan et al., 2015). According to the authors, effective implementation requires strong leadership, transparent communication, and group decision-making. The writers also stress the significance of creating an organizational culture that values innovation and promotes teamwork.
Impact within workplace
I gained two crucial insights from these two academic sources: the significance of practical communication skills and the necessity of innovative company culture. In my current company, I have observed these types of leadership practices in action. Messages are successfully communicated to our team by our supervisor, who also ensures everyone is on the same page (Ferreira et al., 2020). She also pushes us to be creative and take chances, which has helped our team develop unique solutions to problems linked to our jobs. The supervisor's ability to lead has improved the working environment and increased the efficiency of our team.
In conclusion, effective leadership practices significantly influence the development of a positive workplace culture. To lead effectively, one must comprehend the various ideas and behaviors of leadership and how to apply them in the workplace. I got two critical insights and provided examples from my workplace on how good leadership skills might improve the workplace by reflecting on the leadership behaviors described in the academic literature I cited in this essay.
References
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
Duggan, K., Aisaka, K., Tabak, R. G., Smith, C., Erwin, P., & Brownson, R. C. (2015). Implementing administrative evidence- based practices: lessons from the field in six local health departments across the United States. BMC Health Services Research, 15(1). https://doi.org/10.1186/s12913-015-0891-3 (https://doi.org/10.1186/s12913-015-0891-3)
Ferreira, V. B., Amestoy, S. C., Silva, G. T. R. da, Trindade, L. de L., Santos, I. A. R. dos, & Varanda, P. A. G. (2020). Transformational leadership in nursing practice: challenges and strategies. Revista Brasileira de Enfermagem, 73(6). https://doi.org/10.1590/0034-7167-2019-0364 (https://doi.org/10.1590/0034-7167-2019-0364)
Marshall, E. (2010). Transformational Leadership in Nursing. Springer Publishing Company. https://www.perlego.com/book/1447848/transformational-leadership-in-nursing-from-expert-clinician-to-influential-
3/21/23, 4:18 PM Topic: Module 3: Discussion 1
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leader-pdf (https://www.perlego.com/book/1447848/transformational-leadership-in-nursing-from-expert-clinician-to-influential- leader-pdf)
(https:// Jennifer Zambrano (https://waldenu.instructure.com/courses/53702/users/69571)
11:05am
Main Discussion Post: Module 3
Leadership Theories in Practice
In any workplace, leadership is vital; having a great leader, manager, or boss will create a suitable work environment for everyone. According to Yildirim et al.(2021), leadership inspires others to reach their goals and achieve their tasks in the workplace. The best type of leadership uses evidence base practice, providing the most up-to-date information for their healthcare workers to remain current with best practices in healthcare (Duggan et al., 2015). No particular leadership style works best; there are various ways to manage and achieve goals; it is essential to understand which leadership style works best for the job that is required to handle (Yildirim et al., 2021).
Two Key Insights of the Scholarly Resources
In the research article by Yildirim et al. (2021), emotional intelligence and outstanding leadership are essential in maintaining a healthy workplace for healthcare workers. Emotional intelligence improves the quality of care in the workplace. Emotional intelligence is referred to someone with great self-awareness, motivation, excellent social skills, and empathy, which are some of the basic abilities nurses must have to be successful (Yildirim et al., 2021). As Yildirim et al. (2021) also mentioned, transformational leadership would be beneficial to learn while in nursing school to adapt to the changing healthcare environment.
The article by Moon et al.(2019) mentions transformational leadership as the most effective leadership style in healthcare. This type of leader motivates and inspires their team to reach beyond their goals and also recognizes the individual's needs; this type of leadership helps retain nurses and improves the overall quality of care with patients (Moon et al., 2019). Magnet
3/21/23, 4:18 PM Topic: Module 3: Discussion 1
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hospitals utilize transformational leadership involving four elements: structural empowerment, exemplary professional practice, new knowledge, and innovations & improvements (Moon et al., 2019, section 1).
Leadership Within My Organization
I have worked with inspiring leaders during my healthcare career; these nurses were the charge nurse, the unit director, or the hospital's assistant CNO. The assistant CNO was over the float pool, where I worked, and she had an open-door policy. This person always acknowledged our hard work, especially during the Covid pandemic, and gave us raises and incentives for working and picking up shifts. Whenever we had an issue, she always tried her best to resolve the problem to make sure that the issue did not happen again. I have worked with several charge nurses who always worked as a team leader, helping and tasking with the nurses, ensuring everyone was caught up with their tasks.
Skills Set in Practice
Having an excellent foundation for leadership in the healthcare facility provides a safe environment for healthcare workers to perform efficiently and provide quality patient care. The skills used in practice have benefitted the nurse by increasing job retention when leadership listens to the nurse's concerns and shows empathy. Transformational leadership creates the concept of change and communicates that among healthcare workers to increase the nurses' motivation (Moon et al., 2019). The excellent skill sets embraced by the charge nurse, assistant CNO, and unit directors made nurses feel accomplished. Even with short staffing as a significant issue in healthcare, having a great leader to help is needed during these times. Providing hands-on help will improve the quality of care to patients, and the nurses will respect and admire their leader.
References
Duggan, K., Aisaka, K., Tabak, R. G., Smith, C., Erwin, P., & Brownson, R. C. (2015). Implementing administrative evidence- based practices: Lessons from the field in six local health departments across the united states. BMC Health Services Research, 15(1). https://doi.org/10.1186/s12913-015-0891-3 (https://doi.org/10.1186/s12913-015-0891-3)
Moon, S. E., Van Dam, P. J., & Kitsos, A. (2019). Measuring transformational leadership in establishing nursing care excellence. Healthcare, 7(4), 132. https://doi.org/10.3390/healthcare7040132 (https://doi.org/10.3390/healthcare7040132)
Yildirim, N., Kantek, F., & Yilmaz, F. A. (2021). Relationships between leadership orientations and emotional intelligence in nursing students. Perspectives in Psychiatric Care, 58(3), 903–909. https://doi.org/10.1111/ppc.12871 (https://doi.org/10.1111/ppc.12871)
3/21/23, 4:18 PM Topic: Module 3: Discussion 1
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(http Tara Leigh Saucier (https://waldenu.instructure.com/courses/53702/users/23006)
1:21pm
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Hi Jennifer,
Thank you for a great discussion! You mentioned Emotional Intelligence as an important skill for a leader to possess. Do you think leaders should be required to attend EI training or is this something that you either have or you don't have?
Dr. Saucier
(https:// Jolly Joseph (https://waldenu.instructure.com/courses/53702/users/70579)
12:59pm
Module 3 Discussion Main Post
Foundational Theories in Leadership
The first theory recognized today is that leadership principles should be grounded in ethics and core values that guide human behavior and actions (Broome & Marshall, 2021). A true transformational leader will have a solid foundation of many theories and will employ and integrate aspects of these theories appropriate for their work settings while practicing leadership to find practical solutions. Nurse leaders are responsible for shaping a healthy work environment using knowledge of ethical standards and strong communication skills in their practice during any decision-making process that drives their organization forward (Walden University, 2014).
Effective Leader and a Healthy Work Environment
3/21/23, 4:18 PM Topic: Module 3: Discussion 1
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Studies have documented that a healthy work environment directly impacts the quality of patient care and nurse job satisfaction. A survey conducted for healthy work environments (HWE) among nurses showed that indicators such as skilled communication, effective decision-making, appropriate staffing, true collaboration, meaningful recognition, and authentic leadership would create strategies to improve the quality of patient care (Vaughan & Slinger, 2013). Academic resources in this field shed light on how nurse working conditions will affect patient outcomes, so a good work environment helps nurses sustain patient safety. The leader must understand skills and competencies to self-reflect on how they feel and what is essential for them and pass that to others to meet the daily needs of the unit. The efficient leader will diagnose the situation and scan it to ensure the working environment is appropriate to make the best out of the people who work with them (Moore Foundation, n.d.).
Strong Communication Skills
Strong communication skills are required to open the doors to effective teamwork. Leadership communications skills most related to influence include clear and concise message delivery in consulting with others, using logic, and evidence, operationalizing emotional intelligence, and emotional appeals to values and ideals (Sundean et al.,2021). All nursing personnel working in an organization want their technical skills and knowledge recognized and respected by the leadership team. However, if efforts towards healthy communication are not maintained between the healthcare team and leadership, true collaboration could be challenging to achieve in an organization. Today many healthcare organizations experience the effects of nurse shortages and higher patient acuity. For all nurses, dissatisfaction is often experienced when they cannot meet their patient’s needs or uphold their professional practice standards. The efficient leader could assess the unit needs with nurse experience and technical skills to match their patient assignment and provide adequate staffing to support high-quality patient care.
Leader’s Impact Within the Workplace
Nurse leaders will consider the core values of the organization and the perspective of patients and families while making effective decision-making, so all team members can share their inputs and could support the data-driven decision-making process for the success of the organization (Harrington, 2019). Strong communication between nurse leaders and team members in a department will act as a vehicle to form a trusting relationship that will give and receive meaningful recognition among clinical staff and provide opportunities for the positive feedback that brings positive patient outcomes.
References
Broome, M., & Marshall, E. (2021). Transformational Leadership in Nursing: From Expert Clinician to Influential leader, (3rd ed.). Springer.
3/21/23, 4:18 PM Topic: Module 3: Discussion 1
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Harrington A. (2019). Chairing and managing formal workplace meetings: skills for nurse leaders. Nursing Management 26(5), 36–41.
https://doi.org/10.7748/nm.2019.e1878
Moore Foundation. (n.d.). Nurses Share Lessons in Leadership, Retrieved from: https://www.youtube.com/playlist?list (https://www.youtube.com/playlist?list) .
Sundean, L. J., Han, H. P., Waddell, A., & Adams, J. M. (2021). A concept analysis of influence for nurse leaders. Nursing Outlook, 69(3), 286–292. https://doi.org/10.1016/j.outlook.2020.11.006
Vaughan, L., & Slinger, T. (2013). Building a healthy work environment: a nursing resource team perspective. Nursing Leadership, 23(10), 70–77. https://doi.org/10.12927/cjnl.2013.23322 (https://doi.org/10.12927/cjnl.2013.23322)
Walden University, LLC. (Producer). (2014). Leadership [Video file]. Baltimore, MD: Author.
(https:// Melissa Leigh Frazee (https://waldenu.instructure.com/courses/53702/users/75347)
1:59pm
There are many different schools of thought when it comes to leadership. Many varieties of leadership styles have evolved over the years. Leaders must have a clear vision of which direction they would like to take their followers. They must also be able to motive and inspire their followers to want to fulfill that vision. Leadership in nursing is no different. Nurse leaders must be able to set the goals that will benefit their organization. At the same time, they must also educate their nurses while motivating them to have the same goals for their organization.
Transformational leadership is a leadership approach that causes change in individuals and social systems. It creates valuable and positive change in the followers with the end goal of developing followers into leaders. A leader who inspires and encourages people through empowerment and growth, practices transformational leadership, (Labrague, et al., 2020).
3/21/23, 4:18 PM Topic: Module 3: Discussion 1
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The field of healthcare is very dynamic, and the complexity of healthcare is growing with time. As a result, leaders in the healthcare industry face numerous difficulties. Healthcare organizations today are dealing with financial instability, unequal resource distribution, a lack of clinicians and expertise, as well as unprecedented patient safety concerns, (Broome and Marshall, 2021).
A Transformative Leadership style helps leaders show self-awareness and strong moral standards, which are necessary for establishing sincere nurse-leader partnerships, (Wei, et. Al., 2020). Nurses who work with a transformative leader express greater job satisfaction and less desire to leave the nursing field, (Labrague, et al., 2020). The job satisfaction, stress levels, regular absences, and intent to leave the nursing profession were all greater among nurses who reported working under a boss who exhibited toxic leadership behaviors, (Labrague, et al., 2020).
Working for the Veterans Healthcare Administration, I have witnessed some positive and negative effects of current leadership. Since many of our nurse leaders encourage nurses to take advantage of governmental supplied scholarship programs, tuition reimbursement, benefits and pensions, nurse turnover may be less at the VA. However, A rising number of studies reveal the shocking extent of nurses' mental health problems, including nurse burnout, (Wei, et. Al., 2020). By using Transformational Leadership style, nurse leaders may lessen nurse burnout by encouraging nurse involvement and fostering a positive work environment for nurses, (Wei, et. Al., 2020).
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
Labrague, L. J., Nwafor, C. E., & Tsaras, K. (2020). Influence of toxic and transformational leadership practices on nurses' job satisfaction, job stress, absenteeism, and turnover intention: A cross‐sectional study. Journal of Nursing Management, 28(5), 1104-1113.
Wei, H., King, A.T., Jiang, Y., Sewell, K.A., & Lake, D.M. (2020). The Impact of Nurse Leadership Styles on Nurse Burnout: Nurse Leader, 18, 439-450.
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