nursing leadership and management essay examples

Leadership in Nursing

This essay will discuss the concept and significance of leadership in nursing. It will explore the qualities and skills that make an effective nurse leader, such as communication, empathy, and decision-making. The piece will also examine the challenges nurse leaders face and the impact of good leadership on patient care, team dynamics, and healthcare systems. It will consider the evolving role of nurses in leadership positions within the healthcare sector. Moreover, at PapersOwl, there are additional free essay samples connected to Health Care.

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Leadership is an art, skill or quality of an individual who can positively influence the people to achieve maximum in their life. A true leader is a person who can manage both success and failure with compassion. He or she tries to analyze what went wrong rather than blaming the team members. He has a vision and plan to accomplish the task. Along with the vision, he has a quality of conveying his vision in a way so that it can motivate his team members to work together in achieving a goal.

Fair leadership skills lead to success and happiness. After all, it’s not only the destination that matters but the journey too.

A good leader, positive work environment helps in the retention of the team employees. I am truly inspired by the legend “Dr APJ Abdul Kalam” who was the eleventh president of India. He was a great politician, a teacher, leader, space scientist and a humble person. He was the first scientist to chair the position of a president. (intext). He received many awards of honor such as Padma Bhusan(1981), Padma Vibhusan (1990), Bharat Ratna (1997). (intext). Not only he was an aerospace engineer but also a writer. He was a man with curiosity and passion to fly as high as he could in the sky. (intect) With his passion he ignited million of dreams of the people. One of the important qualities of a leader is to inspire others to believe in their dreams rather than making them believe in their own dreams.

APJ Abdul Kalam had such an amazing quality to let the people follow their dream instead of following what he say is right. He used to inspire everyone to follow their vision and transform them into actions. He always believed in having a clear vision, transparency, creativity, knowledge and integrity. I truly admire his qualities such as positive thinking, passion for work, integrity, hardworking, determination, accountability, punctuality and creativity. He was always transparent in his approach towards his team members. He always uses to listen to his colleagues before making any decision. He was humble and respectful towards his team, their viewpoint which is very important for an effective leadership. He always led the team from behind and put others in front specially at the time of success.

During the times of failure he always took front line approach and always was responsible and accountable for his actions. He was always appreciative towards his team members. (intext wagon). I personally believe in leading the team from back. Leadership does not mean that you give instructions to the team, but to encourage his or her team, listen to their viewpoint, analyze and assign tasks according to the strength and weakness of his team members. A leader should know his team well in order to succeed.

I also believe in accountability and compassion. As a nurse, it is very important that we should take responsibility of our actions as it affects patient’s safety and quality of life. Compassion, kindness and humanity are important for ever profession so as in nursing. At the end of the day, all that matters is how did the patient feel about the care. Communication technique is also very important quality a leader should have. The way you say certain things can have a great impact on others. It can build or destroy a relationship.

As nurses, we interact with other nurses, doctors, social worker, family members of the patient, patient etc.Good communication skills and qualities can enhance the workplace environment and patient’s satisfaction. I also believe in integrity. I am honest and passionate about my work. I follow the same rules and regulations what I expect from others. The workplace environment has a great psychological impact on our mind. A leader with good emotional intelligence and positive attitude can create a happy environment. Every team member feels valued and the staff builds a trustworthy and solid foundation. I always go to my clinical with a positive attitude. I always encourage my colleagues, help them, learn from them and appreciate them for their hard work. I am always empathetic because I know it feels great when someone understands your viewpoint without making judgments. I will be working in few months as a registered nurse. I have not accomplished a leadership status yet. But I believe everything takes time. I always take responsibility in what I do. I look at the whole situation before arriving to any statement and decision. I believe I can be a leader as well. Every journey has ups and downs.

A leader or a team also has to deal with many challenges during their way. I have a mindset that focusing on the ways of improving the situation rather than blaming or criticizing is the best approach at the time. As a leader, I will be respectful to my team members. I will strive for safe and quality care through effective teamwork and collaboration. I will respect my time and will try to be productive at work. Success of a team not only depends upon the hard work of the team members and leader but also upon the relationships amongst the team members. A toxic work environment and lack of communication can lead to error.

In my viewpoint, a favorable workplace is one where each member of the team feels respected and appreciated. I will always be grateful to my team members and will never consider someone superior or inferior. I will love to share my knowledge and learn new things from my team. I will be self aware and thoughtful in my actions. I will lead the team with an open mindset as I know people, situations and things change with time. As a team member I always expect that everyone is open to each other related to the work matter.

Coordination is very important to achieve a goal or accomplish a task. Team members should have a working agreement amongst them. I expect everyone in the team to be responsible of their actions. I want every team member to be sensitive and considerate to others. Leading a team is bringing best in the people even during difficult times. I want everyone to be honest and flexible to the people and situations. As a leader, I will give freedom to my team members so that our team can come up with new ideas and creativity. I will try to create a relaxing and positive work environment. My personal philosophy is that a great leader is the one who believes in shared vision, enables other to act and encourages everyone around him or her. As a leader, I will aim to open lines of communication and trust in order to attain the highest level of teamwork.

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Effective Nursing Leadership and Management

Nursing shortage and nurse turnover, work environment, robert wood johnson foundation’s (rwjf) approach, roles of managers and leaders, my personal and professional philosophy of nursing.

In the United States of America, various factors influence the availability of registered nurses. The total number of licensed registered nurses in America exceeds 3.3 million (Rosseter, 2014). This number could be construed to be adequate for the health needs of the country. However, many dynamics influence the supply and demand for nursing services in the country. For instance, nurse turnover has been very high in the US and not all the registered transition to work as health care providers. Also, there is an increased need for health care due to the aging population. The nursing teaching faculty has also been overstretched. Furthermore, nursing schools in the US have been struggling to expand their capacity to meet the required training needs. Economic and non-economic factors contribute to the nursing shortage and turnover. For example, a poor work environment that demoralizes the nurses and leads to high turnover. However, managers and leaders can provide solutions to create a healthy work environment and hence attract more nurses.

There is adequate evidence that shows that a good work environment characterized is influenced by leadership and management practices that contribute to the satisfaction of staff, retention, and improved health care delivery (Sherman & Pross, 2010). As a result, organizations that deal with nurse related activities such as The Nursing Organizations Alliance have pointed to the importance of managers and leaders in promoting healthy work environments. The alliance noted that the environment of work has been a major issue that has resulted in high nurse turnover. The shortage of nurses has also been aggravated by the numbers of nurses who are retiring. This is against a small number of the nurses joining the profession coupled with the nurse turnover. To attract more nurses, leaders, and managers need to collaborate to transform the work environment of the nursing units. Different approaches can be applied to enhance the environment. An example of an approach that is widely used in the nursing field is the Robert Wood Johnson Foundation’s (RWJF) approach.

RWJF is an approach that promotes holistic care delivery. The approach is designed to ensure that the health care providers are motivated and to guide the management and leadership of hospitals to create a healing environment. Thus, it covers the dimensions of an advanced leadership approach, transforming work processes, transforming physical design, and transforming hospital culture (Hassmiller & Cozine, 2006). Hassmiller and Cozine (2006) notes, “A hospital where patient safety is assured, quality of care is paramount, efficiencies are maximized, and staff are satisfied with and actively supported in their jobs attracts high-quality staff” (p. 2). Nevertheless, such an environment cannot be achieved if no management team is dedicated to quality care delivery. Besides the leadership of the hospitals play a critical role in enhancing a friendly work environment.

According to Cipriano (2011), nurse managers at different levels have the mandate of addressing the emerging trends in nursing and in advancing innovative ideas. They are supposed to lead nurse and contribute to the success of the organization. Cipriano (2011) noted that nurse managers are expected to oversee the operations, budget, and participate in the creation of an environment that upholds employee engagement and professional practice. As a result, they are best placed to liaise with the top management or the concerned government department to create policies that promote a good work environment in the nursing units.

The nurse managers should work in collaboration with the human resource management department to put in place strategies that promote the well-being of the nurses. Studies have shown that increased workload contributes to the high rate of nurse turnover. Furthermore, the workload leads to the nurses burning out and hence affecting the care delivery. Managers can remedy the problem by initiating a work program where nurses have enough rests. In conjunction with human resource management, initiation of programs such as the work-life balance combined with good work units can motivate nurses and reduce the attrition rate.

To ensure that the RWJF dimensions are achieved, nurse leaders are required to promote healthy work relationships at the nursing units. The nurse leaders contribute to building a positive social environment by motivating and inspiring the nurses. This is achieved by adopting a transformative leadership where nurses can freely share their concerns. Also, the leaders can create a social support system to address the concerns of the new entrants who normally leave the profession due to the workload and lack of preceptorship programs. Studies have shown that preceptors play a significant role in guiding new nurses to fit into their roles. They also advise nurses on ways to overcome the common work challenges in the nursing field. Therefore, nurse leaders have an important role in motivating and providing directions, which are vital to achieving healing environments. The processes can be achieved through the collaboration between the leaders and the managers to better the work units.

The collaboration can be anchored in a leadership style that encourages participation of all stakeholders. As noted, transformative leadership style which is based on transformative theory promotes a work environment where every employee is at liberty to voice concerns. Hutchinson and Jackson (2013) stated that it encourages an environment of creativity and innovations. Such an environment can motivate the nurses and contribute to the healing environment stipulated by RWJF. The leadership approach enhances confidence among the employees and makes them feel part of the system due to the shared decision-making process.

Nursing is a profession that has great importance in the healthcare sector. My personal and professional philosophy is that nursing is a vocation which confers responsibility to registered nurses to provide holistic, safe, and patient-centered care. To deliver comprehensive care, a nurse has to work with other professionals to build a cohesive team that will heal and provides the patients with the best care. Concerning the belief in the provision of holistic care, a healing environment plays a critical role in the work of a nurse as it directly affects both the nurse and the patient. Therefore, an approach that enhances a good work environment is imperative to my practice. In such a case, the approach that fits my philosophy is the RWJF approach. This is because it has the key dimensions that define holistic care and healing environments, i.e. leadership approach, transforming work processes, transforming physical design, and transforming hospital culture. It is worth noting that the dimensions play a critical role in motivating and reducing nurse turnover.

Cipriano, P. (2011). Move up to the role of nurse manager .  Web.

Hassmiller, S., & Cozine, M. (2006). Addressing the nurse shortage to improve the quality of patient care. Health Affairs, 25 (1), 268-274.

Hutchinson, M., & Jackson, D. (2013). Transformational leadership in nursing: Towards a more critical interpretation. Nursing Inquiry, 20 (1), 11-22.

Rosseter, J. (2014). Nursing shortage fact sheet.  Web.

Sherman, R., & Pross, E. (2010). Growing future nurse leaders to build and sustain healthy work environments at the unit level. The Journal of Issues in Nursing, 15 (1), 1-5.

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Nursing Leadership and Management

Introduction, course reflection.

Nurses are essential members of society today because they promote health, educate the public and patients on how to avoid injuries and diseases, participate in recovery, and provide care and support. Nursing’s role in influencing nursing principles involves not just caring for the ill and the community but also advocating for wellbeing and influencing favorable health outcomes. Nurses’ duties and definitions have evolved to the point that they can only be described by practice, sight, and people’s perspectives. Nurses are now seen as real healthcare heroes, with many of them prioritizing the requirements of the patient they care for on a daily basis (American Psychological Association, 2019). Men have made their stance clear and the valuation they brought to clinical outcomes through the ever-evolving role of the nurse. In the past, women dominated nursing because civilization and the community commonly acknowledged their position, but through the ever-evolving job role, men have managed to make their presence felt and the valuation they carry to care delivery. They make sure that men clients feel heard and that their needs are met by people who look like them.

The goal of this project should be to provide the student a chance to reflect on some of the RN-BSN skills they’ve learned during the semester. We offer scientific proof care for nursing, which pushes for policy-making and provides a framework for undertaking research, which Nightingale inspired via her previous work. In addition, the nurse gives patients constant and necessary care, as well as a physician design that promotes cause clinical wellbeing, security, and health. Furthermore, we work cooperatively to carry out an assessment of the findings with data and provide simple interpretation in order to enhance the fundamental requirements of our customers in both outpatient settings.

Nursing professionals in healthcare situations concentrate on patient care and do many of the tasks that other medical professionals do. Registered nurses, for instance, have extensive training that allows them to evaluate, treat, and administer drugs to patients. These nurse leaders’ knowledge enables them to assess nursing processes and develop new care initiatives. Nursing professionals in medical settings also encourage nursing teams to be reflective, taking a step back from their work to identify accomplishments and areas for growth that may be used to shape future practice. They act as knowledge assets in both specialty and physician assistants, dealing with not only the delivery of care but also the evaluation of treatment outcomes. Their work enhances outcomes for patients and healthcare facility efficiency.

Ethics are critical to the nursing profession’s integrity because they serve to provide better patient outcomes. Nursing is a fast-paced profession with new issues appearing on a regular basis, and nurse managers around the country face ethical problems that are comparable. Protecting clients’ rights, proper personnel, sophisticated decision-making, and high-quality patient care are all factors in many of these scenarios. For nurses, obtaining informed permission may be a problematic ethical fight (Haahr et al., 2020). When there is fear that family members have not been educated or do not comprehend the therapies being used on them, a problem might arise. There is a problem that patients may be hesitant to raise questions or provide consent without adequately comprehending the ramifications of their therapy.

The notion of a healing environment was born from a mix of environmental elements and rising consumer desire for safety, security, expertise, and physical and mental comfort. Healthcare designers and hospitals have developed collaborations in order to include healing ecological design elements in remodeling and new building projects, as well as to track the impact of these initiatives on health outcomes (Mudallal et al., 2017). Infectious infections, poisonous toxins, back injuries, and irradiation are among the risks that nurses face. They are also exposed to occupational dangers such as pressure, shift work, and violence. Chemical, physiological, physical, and psychological dangers are the most common types of hazards.

The implicit biases that health care providers are concerned about are those that work against persons who are already susceptible. In healthcare, the fragile are often members of communities who are already marginalized on several levels. The existence of implicit biases among healthcare practitioners, as well as its impact on clinical care quality, is a source of worry. Implicit race prejudice is one proposed explanation of racial healthcare inequalities in the United States.

Nurses have historically provided excellent treatment to the general people. Professional respect in the medical community, on the other hand, was earned via many years of lobbying, organization, and, most crucially, academic advancement. Nurses have battled for more tremendous respect and autonomy, and they now work in increasingly collaborative relationships with physicians and other healthcare workers. Skilled nurses understand that spending the time to get to know their patients may help them learn crucial health facts. Patient advocacy can also entail assisting a patient in coordinating their treatment with that of another provider’s office or ensuring that a patient has given informed permission prior to performing a procedure.

American Psychological Association. (2019). Publication manual of the American psychological association . (7th Edition). American Psychological Association.

Haahr, A., Norlyk, A., Martinsen, B., & Dreyer, P. (2020). Nurses’ experiences of ethical dilemmas: A review. Nursing Ethics , 27 (1), 258-272.

Mudallal, R. H., Saleh, M. Y., Al-Modallal, H. M., & Abdel-Rahman, R. Y. (2017). Quality of nursing care: the influence of work conditions and burnout. International Journal of Africa Nursing Sciences , 7 , 24-30.

Whitehead, D. K., Weiss, S.A., & Tapen, R. M. (2015). Essentials of nursing leadership and management . (6th Edition). F.A. Davis.

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85+ Leadership and Management in Nursing Essay Topic Ideas & Examples

• Author Jermaine Huey
• Published April 14, 2023

Leadership and management are essential components of nursing practice that are critical to ensuring quality patient care and improving healthcare outcomes. In this post, we’ll discuss the importance of leadership and management in nursing and provide examples of how these concepts can be exemplified in practice.

Effective leadership and management in nursing are crucial for promoting patient safety, enhancing the quality of care, and improving patient outcomes. According to a study by the American Nurses Association, effective nursing leadership is positively associated with patient outcomes, including reduced mortality rates, shorter hospital stays, and higher patient satisfaction scores. Effective management in nursing is also essential for ensuring efficient healthcare delivery, managing resources effectively, and addressing healthcare challenges.

By exemplifying leadership and management in nursing practice, healthcare providers can promote a culture of excellence, collaboration, and innovation, ultimately leading to better patient outcomes and improved healthcare delivery.

Examples of Leadership and Management in Nursing

• Transformational Leadership in Nursing Practice
• The Role of Emotional Intelligence in Nursing Leadership
• Change Management in Healthcare Organizations
• Effective Communication in Leadership and Management in Nursing
• The Importance of Interprofessional Collaboration in Healthcare Leadership
• The Use of Data Analytics in Nursing Management and Leadership
• The Impact of Nursing Leadership on Staff Retention and Turnover
• The Role of Leadership in Promoting Patient Safety in Healthcare Settings
• The Use of Evidence-Based Practice in Nursing Leadership and Management
• The Importance of Continuous Professional Development in Nursing Leadership and Management
• The Role of Nursing Leadership in Addressing Healthcare Disparities
• The Importance of Nursing Leadership in Policy Development and Advocacy
• The Use of Lean Management Principles in Nursing Practice
• The Impact of Nursing Leadership on Organizational Culture and Climate
• The Use of Coaching and Mentoring in Nursing Leadership and Management

Leadership and management are essential components of nursing practice that are critical to ensuring quality patient care, improving healthcare outcomes, and addressing healthcare challenges. By exemplifying leadership and management in nursing practice, healthcare providers can promote a culture of excellence, collaboration, and innovation, ultimately leading to better patient outcomes and improved healthcare delivery.

Leadership and Management in Nursing Essay Topics/Ideas

• The Role of Nursing Leadership in Promoting Patient-Centered Care
• Effective Communication in Nursing Leadership and Management
• The Impact of Nursing Leadership on Staff Morale and Job Satisfaction
• The Use of Quality Improvement Processes in Nursing Management
• The Importance of Interprofessional Collaboration in Nursing Leadership and Management
• The Role of Emotional Intelligence in Nursing Leadership and Management
• The Use of Technology in Nursing Leadership and Management
• The Importance of Ethical Principles in Nursing Leadership and Management
• The Impact of Nursing Leadership on Healthcare Policy and Advocacy
• The Role of Nursing Leadership in Healthcare Innovation and Change Management
• The Importance of Nursing Leadership in Addressing Staff Burnout and Compassion Fatigue
• The Use of Shared Governance in Nursing Leadership and Management
• The Impact of Nursing Leadership on Patient Safety in Healthcare Settings
• The Importance of Nursing Leadership in Addressing Healthcare Access and Equity
• The Role of Nursing Leadership in Promoting Diversity and Inclusion in Healthcare
• The Use of Servant Leadership in Nursing Practice
• The Impact of Nursing Leadership on Healthcare Costs and Resource Management
• The Importance of Nursing Leadership in Disaster Preparedness and Response
• The Use of Transformational Leadership in Nursing Practice
• The Role of Nursing Leadership in Addressing Healthcare Workforce Shortages
• The Impact of Nursing Leadership on Healthcare Outcomes and Quality Improvement
• The Importance of Nursing Leadership in Promoting Health Equity and Social Justice
• The Use of Collaborative Leadership in Nursing Practice

Controversial Leadership and Management in Nursing Essay Topics to Write About

• The Ethics of Nursing Leadership and Management
• The Impact of Gender and Diversity on Nursing Leadership and Management
• The Use of Marijuana in Nursing Leadership and Management
• The Role of Social Justice in Nursing Leadership and Management
• The Ethics of Nursing Leadership and Management in End-of-Life Care
• The Use of Medical Marijuana in Nursing Leadership and Management
• The Impact of Sexual Orientation and Gender Identity on Nursing Leadership and Management
• The Ethics of Nursing Leadership and Management in Care for Incarcerated Patients
• The Use of Psychotropic Medications in Nursing Leadership and Management
• The Impact of Religion and Spirituality on Nursing Leadership and Management
• The Ethics of Nursing Leadership and Management in Care for Patients with Substance Use Disorders
• The Use of Complementary and Alternative Medicine in Nursing Leadership and Management
• The Impact of Cultural Competence on Nursing Leadership and Management
• The Ethics of Nursing Leadership and Management in Care for Patients with Mental Illness
• The Use of Medical Marijuana in Nursing Leadership and Management for Pain Management
• The Impact of Socioeconomic Status on Nursing Leadership and Management
• The Ethics of Nursing Leadership and Management in Care for Patients with Disabilities
• The Use of Electroconvulsive Therapy in Nursing Leadership and Management
• The Impact of Age and Aging on Nursing Leadership and Management
• The Ethics of Nursing Leadership and Management in Care for Patients with Chronic Illnesses.

Latest Leadership and Management in Nursing Essay Topics to Write About

• The Impact of Nursing Leadership on Patient Satisfaction in Healthcare Settings
• The Role of Nursing Leadership in Promoting Health Equity and Social Justice
• The Use of Artificial Intelligence in Nursing Leadership and Management
• Effective Change Management in Nursing Leadership
• The Importance of Emotional Intelligence in Nursing Leadership
• The Use of Quality Improvement Processes in Nursing Leadership and Management
• The Role of Nursing Leadership in Addressing Staff Burnout and Compassion Fatigue

Leadership and Management in Nursing Research Questions

• What are the key components of effective nursing leadership and management?
• How can nursing leadership promote patient-centered care in healthcare settings?
• What is the impact of nursing leadership on healthcare outcomes and quality improvement?
• How can nursing leadership effectively address healthcare disparities and promote health equity?
• What is the role of emotional intelligence in nursing leadership and management?
• How can nursing leadership effectively manage change in healthcare organizations?
• What are the ethical considerations related to nursing leadership and management?
• What is the impact of cultural competence on nursing leadership and management?
• How can nursing leadership effectively address staff burnout and compassion fatigue?
• What is the role of nursing leadership in promoting healthcare innovation and change management?
• What is the impact of nursing leadership on healthcare costs and resource management?
• How can nursing leadership effectively address healthcare workforce shortages?
• How can nursing leadership effectively promote interprofessional collaboration in healthcare settings?
• What is the impact of shared governance on nursing leadership and management?
• How can nursing leadership effectively utilize quality improvement processes in healthcare organizations?
• What is the role of nursing leadership in addressing healthcare policy and advocacy?
• How can nursing leadership effectively address healthcare access and equity?
• What is the impact of nursing leadership on patient safety in healthcare settings?
• How can nursing leadership effectively address the challenges of disaster preparedness and response?
• What is the impact of nursing leadership on organizational culture and climate?

FAQs Related to Leadership and Management in Nursing -nursing leadership and management

Q: what is the difference between leadership and management in nursing.

A: Leadership in nursing refers to the ability to inspire, motivate, and guide others toward a common goal, while management in nursing refers to the ability to plan, organize, and coordinate resources to achieve that goal. While both are important, leadership is more focused on interpersonal skills and vision, while management is more focused on technical skills and operations. (difference between leadership and management)

Q: Why is leadership important in nursing?

A: Effective leadership in nursing is important for promoting patient safety, enhancing the quality of care, and improving healthcare outcomes. Nursing leaders are responsible for establishing a culture of excellence, collaboration, and innovation in healthcare settings, which is critical for achieving these goals.

Q: What are some examples of leadership in nursing?

A: Examples of leadership in nursing include empowering and motivating staff, leading by example, promoting a culture of safety and quality improvement, fostering interprofessional collaboration, advocating for patients’ needs and rights, and promoting professional development for staff.

Q: How can nurses develop their leadership skills?

A: Nurses can develop their leadership skills by seeking out educational and professional development opportunities, seeking mentorship and coaching from experienced nursing leaders, participating in leadership training programs, and actively seeking out leadership roles and responsibilities.

People Also Ask:

• What are the qualities of effective nursing leaders?
• How can nursing leadership promote interprofessional collaboration in healthcare settings?
• What is the impact of nursing leadership on staff morale and job satisfaction?

Conclusion:

In conclusion, effective leadership and management are essential components of nursing practice that are critical for promoting patient safety, enhancing the quality of care, and improving healthcare outcomes. By exemplifying leadership in nursing, healthcare providers can promote a culture of excellence, collaboration, and innovation, ultimately leading to better patient outcomes and improved healthcare delivery.

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Home Essay Examples Management Effective Leadership

Nursing Leadership And Management

• Category Management
• Subcategory Strategy
• Topic Effective Leadership

During my first clinical rotation with Molloy College I was placed at South Nassau Communities hospital. Our clinical group was put on a medical surgical unit that was also an intensive respiratory care unit. We were mostly on the medical surgical side of the unit because we were in our first clinical rotation. On one occasion I was placed on the respiratory care unit because the medical surgical side of the unit was short on patients and there was simply not enough patients for each student. My clinical instructor asked one of the respiratory care nurses if I could follow her and take notes and she kindly agreed even though she was not obligated to.

Her name was Jackie and in my eyes she is the definition of a transformational leader. Transformational leadership is defined as bringing vision, meaning and inspiration to the team in order to accomplish a goal Weiss, Tappen, & Grimley (2019). Kaiser, (2016) further defines transformational leadership as a focus on empowerment, which creates a more positive interpersonal work environment. Jackie brought all of those traits by explaining to me what the tasks were, why we were doing them and how they make a difference in that patient’s life. For example, we were giving a medically induced coma patient a bed bath and even though he couldn’t talk and was unresponsive, she still spoke to him. Jackie explained that by talking to the patient you are treating them like a human being and respecting them. As a nurse it is our job to explain procedures before we do them, but Jackie went above and beyond; she told our patient what the temperature was that day, who won the baseball game the night before and important news from the morning.

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It’s because of her that I do those things with my patients and now that I have experience working in the hospital, I know that every nurse is different, and unfortunately some nurses can be rude or callous with their patients and even other staff members. I was lucky to have met her and experienced what a nurse is supposed to be like. Jackie made me feel comfortable and welcomed and because of her leadership style, kindness and patience, I was able to work with her and achieve our goal for the day. Kaiser (2016) explains that a nurse’s leadership style and actions not only influence the patients but also their surrounding staff members, and that is why it is so important to be a positive and influential leader.

Jackie’s source of power in my opinion is authoritative, Andreis & Carioni, (2019) explains that authoritative power is not always coercive, since coercion is when someone exercises power through force, rather authoritative power in this situation would be considered traditional, passing knowledge down to another. Jackie conveyed authoritative power by gathering information from me to understand what degree of knowledge I had pertaining to the patient’s condition so she could delegate the appropriates tasks to me and educate me on what I did not know. Nurses must use authoritative power in order to delegate tasks to other staff members and to make the appropriate decisions to deliver the best patient centred care. Jackie’s level or type of power is that of a registered nurse. Registered nurses, although considered a lower level of power, are an important and vital asset to the health care organization. Nurses are the backbone of the healthcare system because they are the first responders who work directly with the patients. Weiss, Tappen, and Grimley (2019) describe registered nurses as having expert power and authority regarding licensed practical nurses, patient care technicians, and other coworkers by the merit of their position in the hierarchy of the organization.

McClelland’s motivational theory best describes Jackie’s motivational drive. According to Rybnicek (2019), McClelland’s theory consists of three basic needs that motivate workers: the need for achievement, the need for affiliation and the need for power. McClelland expressed that the three needs vary in degree of importance depending on the individual, their position and their length of employment. Jackie has been a registered nurse at South Nassau Communities’ Hospital for over 15 years. She has a need for achievement as she goes above and beyond for her patients and staff members. Her need for affiliation or good relationships with others is accomplished through her hard work and positive demeanour. Lastly, Jackie’s many years at South Nassau has made her a viable asset to the hospital; she knows that she isn’t easy to replace, which fills her need for power.

The staff on the respiratory unit who work with Jackie are extremely receptive to her leadership style. They all see how dedicated she is not only to the patient but to the unit as a whole. Other employees and nursing students such as myself look up to her and see her as a leader for many reasons; knowledge and dedication are the two traits that stick out the most to me. The way she explained every procedure step by step was absolutely amazing and made me receptive to her leadership style. Jackie is a transformational leader; she inspires others by being the best at what she does, whether its giving medications, wound cleaning, doing head to toe assessments or just being a decent human being by dedicating her time to the patients. Jackie is not afraid to speak up for her patients. One of the patients that we had was nonverbal due to her trachea but was alert and oriented. While a doctor was cleaning eschar out of the patient’s stage three pressure ulcer, the patient started moving and whaling her arms to try and alert the doctor she was in pain. The doctor ignored her and Jackie spoke up and demanded he stop the procedure to allow her to administer pain medication to the patient, so that when he cleaned the wound she would feel no pain. Jackie also helps out other coworkers by teaching them all the skills she has picked up throughout the years while working at South Nassau. Jackie teaches others because she knows that it not only benefits the patients but the medical team as a whole and that is what makes her a receptive leader.

Now that I am senior nursing student who has experience in many different clinical rotations and work experience in the hospital, I can definitively say that Jackie’s leadership style is most effective. According to Henker, Sonnentag, & Unger, (2016), Studies have shown that transformational leadership not only motivates employees to work harder but it also boosts employees’ creative process by engaging and designing a conductive task environment. Transformational leadership provides team members with the autonomy and flexibility needed to engage in creativity. Every hospital has protocols and procedures that are mandatory for each employee to follow because our number one goal is patient safety. This does not mean there is no room for creativity; Jackie was creative in her leadership style and the way she interacts with her patients. It’s those little details that make her leadership style unique and receptive to others.

Jackie’s Leadership style is productive in that it creates at positive atmosphere; it motivates team members to put forth their best work and in return creates safe and efficient patient care. Jackie’s transformational leadership style should not change unless she is a team leader during a code. During a code she may need to switch gears into a more autocratic or transactional leadership style, as that is most appropriate for emergency situations. Durmus & Kırca (2019), explain that in a crises situation transactional or autocratic leadership approach is more effective. Studies have also concluded that nurses who portray leadership behaviour will be pioneers in bringing the nursing profession to a more professional level. One of our goals in health care should be to influence the quality of patient care through good nursing leadership, whether it’s transactional or autocratic leadership in an emergency or transformational leadership style in other situations. Nurses where many hats and one of them is to know how to be a leader and which leader you need to be depending on the severity of the situation. Jackie is an exceptional nurse and I wouldn’t change anything about the way she conducts herself.  

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Inspiring Leadership in Nursing: Key Topics to Empower the Next Generation of Nurse Leaders

This article was written in collaboration with Christine T. and ChatGPT, our little helper developed by OpenAI.

Nursing leadership plays a crucial role in the healthcare industry, influencing the quality of patient care and the overall performance of healthcare organizations. As the nursing profession continues to evolve, aspiring nurse leaders must stay informed about the latest developments and best practices in nursing leadership. This comprehensive guide explores essential nursing leadership topics, offering valuable insights and strategies for success.

The Importance of Nursing Leadership

Impact on patient care.

Effective nursing leadership directly impacts patient care, ensuring that nurses provide safe, high-quality, and evidence-based care. Nurse leaders play a critical role in developing and implementing policies, protocols, and standards of practice that promote positive patient outcomes.

Topic Examples

• The role of nurse leaders in reducing hospital-acquired infections
• How nurse leaders can improve patient satisfaction
• The effect of nursing leadership on patient safety initiatives
• Combating health care-associated infections: a community-based approach
• Nurse leaders’ impact on the reduction of medication errors
• Promoting patient-centered care through nursing leadership
• The role of nurse leaders in implementing evidence-based practices to improve patient outcomes
• How transformational leadership can positively impact patient satisfaction
• The impact of nurse leaders on patient safety and error reduction initiatives

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Influence on Organizational Performance

Nurse leaders contribute to the overall performance of healthcare organizations by guiding and supporting nursing teams, managing resources, and participating in decision-making processes. Their leadership helps create a positive work environment, reduce staff turnover, and improve patient satisfaction.

• How nurse leaders can contribute to reducing staff turnover
• The role of nurse leaders in improving the hospital’s financial performance
• Nurse leaders as drivers of organizational culture
• The integral role of nurses in healthcare systems: the importance of education and experience
• The relationship between nurse leadership and hospital readmission rates
• How nurse leaders can contribute to reducing healthcare costs
• The role of nurse leaders in promoting interprofessional collaboration to improve organizational performance
• Strategies for nurse leaders to foster a positive work environment
• The impact of nursing leadership on employee engagement and satisfaction

Advancement of the Nursing Profession

Nurse leaders advocate for nursing, promoting professional development, innovation, and research. They also work to elevate the nursing profession’s status, fostering collaboration and interdisciplinary partnerships.

• The role of nurse leaders in shaping the future of nursing education
• How nurse leaders can advocate for the nursing profession
• The impact of nurse leaders on the development of nursing standards and policies
• Encouraging research and evidence-based practice among nursing teams
• The role of nurse leaders in promoting interprofessional collaboration
• Encouraging the pursuit of advanced nursing degrees and certifications among nursing staff
• The impact of nurse leaders on shaping healthcare policies and regulations
• How nurse leaders can advocate for improved working conditions and fair compensation for nursing staff

Essential Nursing Leadership Skills

Communication and interpersonal skills.

Effective communication and interpersonal skills are crucial for nursing leaders. They must listen actively, express themselves clearly, and demonstrate empathy and understanding when interacting with colleagues, patients, and families.

• Active listening skills for nurse leaders
• Developing emotional intelligence in nursing leadership
• The role of nonverbal communication in nursing leadership
• Strategies for nurse leaders to improve communication with their teams
• How nurse leaders can facilitate open and honest feedback
• The importance of emotional intelligence in nurse leadership
• Strategies for nurse leaders to improve their communication skills with diverse populations
• The role of nurse leaders in fostering effective communication within interdisciplinary healthcare teams

Decision-Making and Problem-Solving Abilities

Nurse leaders must be skilled in making informed decisions and solving complex problems. They should be able to analyze situations, weigh the pros and cons of various options, and choose the best course of action.

• Critical thinking skills for nurse leaders
• Ethical decision-making in nursing leadership
• The role of evidence-based practice in nursing leadership decisions
• Strategies for nurse leaders to develop effective problem-solving skills
• The importance of collaboration and teamwork in decision-making for nurse leaders
• The role of nurse leaders in crisis management and emergency preparedness
• How nurse leaders can develop effective problem-solving strategies to address complex healthcare challenges

Time Management and Organization

Managing time and resources effectively is essential for nurse leaders. They must be able to prioritize tasks, delegate responsibilities, and balance competing demands to ensure the smooth operation of their teams and organizations.

• Prioritization techniques for nurse leaders
• The role of delegation in effective time management for nursing managers
• Strategies for nurse leaders to manage workload and reduce stress
• Balancing clinical and administrative responsibilities as a nurse leader
• Time management tools and techniques for nurse leaders
• The importance of delegation in nurse leadership
• Strategies for nurse leaders to effectively manage their workload and prioritize tasks
• The role of nurse leaders in creating efficient workflows and processes within nursing teams

Embracing Diversity and Inclusivity in Nursing Leadership

The value of a diverse nursing workforce.

A diverse nursing workforce brings unique perspectives, experiences, and skills to the healthcare environment, benefiting patient care. By embracing diversity, nurse leaders can foster a more inclusive and supportive work environment that encourages collaboration and innovation.

• The benefits of diverse nursing teams for patient care
• The role of nurse leaders in recruiting and retaining diverse nursing staff
• Addressing health disparities through a diverse nursing workforce
• The impact of cultural competence on nursing practice and leadership
• Encouraging diverse perspectives and experiences in nursing teams
• Global health learning in nursing and health care disparities
• The benefits of having a diverse nursing workforce on patient outcomes and satisfaction
• Addressing health disparities through culturally competent nursing leadership

Strategies for Promoting Diversity and Inclusion

Nurse leaders can promote diversity and inclusion by implementing hiring and promotion practices that support equal opportunities, offering cultural competency training, and actively addressing discrimination and bias within their organizations.

• Overcoming unconscious bias in nursing leadership
• The role of nurse leaders in fostering an inclusive work environment
• Strategies for promoting diversity and inclusion in nursing education
• The impact of diversity and inclusion on nursing team performance
• Encouraging cultural competence and sensitivity among nursing staff
• Implementing diversity and inclusion training programs for nursing staff
• The role of nurse leaders in fostering a culture of respect and inclusivity within nursing teams
• Strategies for nurse leaders to address unconscious bias and promote equity in the workplace

Developing and Mentoring Future Nurse Leaders

Identifying and nurturing leadership potential.

Nurse leaders play an essential role in identifying and nurturing the leadership potential of their staff. By offering guidance, encouragement, and opportunities for growth, they can help prepare the next generation of nurse leaders.

• Recognizing leadership potential in nursing staff
• Strategies for nurse leaders to develop their team’s leadership skills
• The importance of succession planning in nursing leadership
• Encouraging a growth mindset among nursing teams
• The role of mentorship and coaching in nurturing future nurse leaders
• Strategies for nurse leaders to identify and develop emerging nurse leaders within their teams
• The role of nurse leaders in creating leadership development programs for nursing staff

Mentorship and Coaching

Mentorship and coaching are invaluable for aspiring nurse leaders. By sharing their knowledge, experience, and insights, experienced nurse leaders can help guide and support those looking to advance in nursing.

• The benefits of mentorship for both mentors and mentees in nursing
• Developing effective mentoring relationships in nursing
• The role of nurse leaders in fostering a mentoring culture
• Strategies for providing constructive feedback and coaching to nursing staff
• Encouraging professional growth and development through mentorship
• The benefits of mentorship relationships for both mentors and mentees in nursing
• Strategies for nurse leaders to establish effective mentorship programs within their organizations
• The role of nurse leaders in providing coaching and feedback to nursing staff for professional growth

Promoting Teamwork and Collaboration in Nursing

The importance of teamwork in healthcare.

Teamwork is crucial for delivering safe, high-quality patient care. Nurse leaders must foster a culture of collaboration, encouraging open communication, mutual support, and shared decision-making among their teams.

• The role of nurse leaders in promoting effective teamwork
• Strategies for building trust and collaboration among nursing teams
• The impact of teamwork on patient care and safety
• The benefits of interprofessional collaboration in healthcare
• The role of nurse leaders in fostering a positive team culture
• The role of nurse leaders in promoting collaboration and teamwork among nursing staff
• Strategies for nurse leaders to address and resolve conflicts within nursing teams
• The impact of effective teamwork on patient outcomes and staff satisfaction in healthcare settings

Strategies for Building Effective Nursing Teams

Nurse leaders can build effective nursing teams by promoting shared goals and values, providing clear expectations and feedback, and recognizing and celebrating team achievements. Additionally, they should facilitate team-building activities and opportunities for professional development, which can strengthen team cohesion and performance.

• The importance of clear communication and expectations in nursing teams
• Strategies for addressing and resolving conflicts within nursing teams
• The role of team-building activities in fostering collaboration and trust among nursing staff
• The impact of shared decision-making on nursing team performance
• Encouraging a culture of continuous improvement and learning within nursing teams
• The role of nurse leaders in selecting and retaining top nursing talent
• Strategies for nurse leaders to create a positive work environment that fosters teamwork and collaboration
• The importance of team-building activities and exercises for nursing staff

Advocating for Nursing and Improving Patient Care

Policy and advocacy.

Nurse leaders are responsible for advocating for policies and initiatives that support the nursing profession and improve patient care. They should be informed about healthcare legislation, engage in advocacy efforts, and encourage their teams to participate in policy-making.

• The role of nurse leaders in shaping healthcare policy
• Strategies for nurse leaders to advocate for the nursing profession at the local, state, and national levels
• The impact of nursing leadership on the development and implementation of healthcare policies and regulations
• Engaging nursing staff in policy discussions and advocacy efforts
• The importance of staying informed about current healthcare policy issues for nurse leaders
• The role of nurse leaders in advocating for policies that improve patient care and support the nursing profession
• Strategies for nurse leaders to effectively engage with policymakers and stakeholders
• The impact of nurse leaders on shaping healthcare policies at the local, state, and national levels

Driving Quality Improvement and Innovation

Nurse leaders must be committed to continuous quality improvement and innovation in patient care. By staying informed about evidence-based practices and encouraging their teams to adopt innovative approaches, they can drive positive change within their organizations and the healthcare industry.

• The role of nurse leaders in promoting a culture of continuous quality improvement
• Strategies for nurse leaders to identify and address areas for improvement in patient care
• The impact of nursing leadership on the implementation of evidence-based practices and innovations
• Encouraging a culture of creativity and innovation among nursing teams
• The role of nurse leaders in driving change and improvement in healthcare organizations
• The role of nurse leaders in leading quality improvement initiatives within their organizations
• Strategies for nurse leaders to foster a culture of continuous improvement and innovation among nursing staff
• The impact of nurse-led quality improvement projects on patient care and organizational performance

Fostering a Positive Work Environment

Creating a supportive and respectful culture.

A positive work environment is essential for nursing staff satisfaction, retention, and performance. Nurse leaders should foster a culture of support and respect where staff feels valued, empowered, and motivated to provide the best possible care.

• The role of nurse leaders in fostering a positive work environment
• Strategies for nurse leaders to promote a culture of support and respect among nursing staff
• The importance of addressing and preventing workplace bullying and incivility in nursing
• Encouraging open and honest communication within nursing teams
• The role of nurse leaders in promoting work-life balance and well-being among nursing staff

Addressing Workplace Challenges and Conflicts

Nurse leaders must be proactive in addressing workplace challenges and conflicts. They can maintain a healthy and productive work environment by developing and implementing strategies to manage issues such as workload, burnout, and interpersonal conflicts.

• The role of nurse leaders in conflict resolution within nursing teams
• Strategies for nurse leaders to address common workplace challenges, such as staffing shortages and burnout
• The importance of developing a proactive approach to addressing conflicts and challenges in nursing
• Promoting a culture of accountability and responsibility among nursing staff
• The role of nurse leaders in providing support and resources for nursing staff facing challenges and conflicts
• Conflict resolution strategies for nurse leaders
• The role of nurse leaders in mediating and resolving interprofessional conflicts within healthcare teams
• Strategies for nurse leaders to prevent and address workplace burnout among nursing staff

Lifelong Learning and Professional Development

Commitment to continuing education.

Lifelong learning is essential for nurse leaders to stay current with healthcare and nursing practice advances. They should pursue continuing education opportunities, research, and stay informed about industry trends and best practices.

• The importance of lifelong learning for nurse leaders and nursing staff
• Strategies for nurse leaders to promote a culture of continuous education and professional development within their teams
• The impact of continuing education on nursing practice and leadership
• Encouraging nursing staff to engage in professional development opportunities
• Transforming advanced nursing practice: embracing IOM recommendations and higher education
• The role of nurse leaders in staying informed about current nursing research and best practices
• The impact of continuing education on nursing practice and patient outcomes
• Strategies for nurse leaders to support and encourage continuing education among their nursing staff
• The role of nurse leaders in staying up-to-date with the latest nursing research, guidelines, and best practices

Encouraging Professional Development in Nursing Teams

Nurse leaders should support and encourage the professional development of their nursing teams. By providing resources, opportunities, and encouragement, they can help their staff grow professionally and contribute to advancing the nursing profession.

• The role of nurse leaders in identifying professional development opportunities for nursing staff
• Strategies for nurse leaders to create individualized professional development plans for their team members
• The importance of fostering a growth mindset among nursing staff
• Encouraging nursing staff to participate in conferences, workshops, and other professional development activities
• The role of nurse leaders in providing mentorship and guidance for nursing staff seeking career advancement
• The benefits of ongoing professional development for nursing staff and healthcare organizations
• Strategies for nurse leaders to create professional development opportunities within their organizations
• The role of nurse leaders in developing and implementing career advancement pathways for nursing staff

The Power of Inspiring Leadership in Nursing

Nursing leadership is a critical component of the healthcare industry, impacting patient care, organizational performance, and the advancement of the nursing profession. By mastering essential leadership skills, embracing diversity, promoting teamwork, and fostering a positive work environment, aspiring nurse leaders can make a meaningful difference in the lives of their patients, colleagues, and organizations. Committing to lifelong learning and professional development will ensure that nurse leaders remain at the forefront of their field, inspiring and empowering the next generation of nursing professionals.

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Essay: Leadership in Adult Nursing (reflective)

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Introduction Leadership is a process which involves individual activity to state desire objective and vision in a situation, providing support and motivating other people to attend set goals (Swearingen, 2009). Danae et al. (2017) believe that leadership is broadly recognised as a key aspect of overall effective healthcare. Therefore, nurses require strong leadership skills to accomplish various tasks to improve care quality. In this assignment, I will cross reference six experts (see appendices) from my professional development portfolio related to the four domains of standards of competence for preregistration nursing (NMC, 2010). Additionally, I will address each domain using Rolfe, Freshwater and Jasper (2001) reflection model, which is composed of three stages ‘what’, ‘so what’, and ‘now what’. This model is suitable to link practical experiences with theory, it helps to improve clinical practice and identify further learning opportunities; which will be addressed by formulating a S.M.A.R.T action plan (Doran, 1981). Domaine 1: Professional values What? Appendix 1 shows aspects of the professional values that I need to address. It contains mentor’s comment about patient advocacy skill. During my Nursing Practice 5 (NP5), I looked after a 56-year-old disabled woman with Spina Bifida who was alert and orientated, unable to move on her own, but, had clearly expressed her need to be moved every two hours to avoid another pressure ulcer as she had one before. This was not respected by health care assistant taking for excuses “the ward is very busy, she is not the only patient”. I regret I didn’t advocate for her. Furthermore, appendix 2, which is the leadership framework self-assessment tool demonstrates aspects of personal quality that I need to review. These are related to the (NMC, 2010) instructing nurses to take all reasonable steps to protect people who are vulnerable or at risk from harm, neglect or abuse. So what? Professionalism means practice through the application of the Code (NMC, 2017). In the UK, nurses must act as advocates for their patients, challenge poor practice and discriminatory attitudes and behaviour relating to the care of vulnerable people, (NMC, 2015). This is supported by the Royal College of Nursing (RCN) stating that speaking on behalf of another is an integral part of the nurse’s role (RCN, 2008). Moreover, The International Council of Nurses emphasises the need for nurses to respect the rights, values, customs and beliefs of individuals and families, and to advocate for equity and social justice in resource allocation and in access to health (ICN, 2012). Such endeavours are central, as illness nearly always increase levels of patient vulnerability and dependence (Marquis and Huston 2012). Emphasizing the fact that nurses should influence the way care is given in a manner that is open and responds to individual needs (RCN, 2015). Unfortunately, there have been cases where nurses have failed to provide fundamental care to patients. The report into the failing at the Mid Staffordshire Hospital identified poor leadership coupled with clinical staff accepting standards of care that should not have been tolerated (Ellis and Bach, 2015). More recently, Care Quality Commission (CQC) has issued a Warning Notice requiring some trusts to improve safety, patient consent and overall leadership (CQC, 2017). This accentuates the role of leadership in prioritising patient safety and in listening to and learning from patients (storey and Holti, 2013). Stressing the need for nurse leaders to be self-aware and recognise how their own values and principles may affect their practice (NMC, 2010). Leaders encourage teamwork by appreciating individuals’ contributions and ideas; this creates needed behaviour, such as shared respect, compassionate care, attention to detail, between team members (NHS Leadership Academy, 2013), and create a motivating work environment (Adair, 2002). Therefore, the quality of leadership has a direct impact on the quality of service provided at all levels. The leader’s obligation is to create an environment in which good people can provide good care (Engard, 2017). Pointing out personal attributes of nurses that help to enable advocacy like flexibility, empathy, self-motivation, professional commitment, sense of responsibility, and the ability to cope with stress (Choi, 2015). Reflecting on the above scenario, transformational and transactional leadership can both play a role in the negotiation of a win-win situation. Transformational leadership is defined as a leadership approach that causes changes in individuals and social systems. It is about having a vision of how things should or could be and being able to communicate this idea effectively to others (Ellis and Bach, 2015). Whereas transactional leadership is based on contingent rewards and can have a positive effect on followers’ satisfaction and performance (Tomlinson, 2012). Transformational leadership plays a more critical role in the present scenario. it can motivate and inspire healthcare assistant and have a more significant impact to change both their thinking and behaviour Jie-HuiXu (2017), thus, allowing them to reach their potential and deliver sustainable changes to care. Now what? Now I should strive on developing and sustaining my engagement in patient advocacy by the end of NP7. In my Ongoing Achievement Record document, I will work with my mentor to complete competency 1.2. called: Understand and apply current legislation to all service users, paying special attention to the protection of vulnerable people, including those with complex needs. I will actively seek mentor, patients, family and others health professionals’ feedback and reflect on when I have been involved in patient advocacy during placement and review this with my mentor at mid- and end-point review. Domain 2: Communication and Interpersonal Skill What? Communication and interpersonal skill are vital parts of collaborative working (NMC, 2010). I reflect on communication using Situation, Background, Assessment and Recommendation (SBAR) mentioned in appendix 3, which is a reflective writing during placement 5. In a surgical ward, during routine observation of a patient who had undergone a cystectomy, I noticed that the patient was spiking in temperature (38.5) although NEWS score was 1, I immediately informed my mentor who directed me to blip the doctor in charge of his care. While communicating with him I was unable to give a clear response to questions about the patient’s condition. Even though he reassessed my patient immediately, I regret I didn’t use SBAR tool, because it could have helped to communicate clearly and prevent any potential delays. Appendix 1 in the section ‘working with others’ further shows that I need to improve my interpersonal skills. These relate to part of the NMC (2010) stating: nurses must use a range of communication skills and technologies to support person-centred care and enhance quality and safety. So what? Bach and Grant (2010) state that good communication and interpersonal skills are essential characteristics of high-quality nursing practice. The NMC (2010) also said that all nurses must use the full range of communication methods, including verbal, nonverbal and written, to acquire, interpret and record their knowledge and understanding of people’s needs. Emphasizing the use of communication tools like SBAR. SBAR is a tangible approach to framing conversations, especially critical ones that require a nurse’s instant attention and action. It promotes the provision of safe, efficient, timely, and patient-centred communication (Chaboyer et al., 2010; Day, 2010). Moreover, SBAR can be used for multiple forms of communication. It can be a change-of-shift report (Pope et al., 2008; Thomas et al., 2009), or can be applied to written communication (Perry, 2014). In addition, SBAR helps nursing students and recent graduate nurses organize their thoughts prior to calling physicians, to save time, reduce frustration, and improve overall communication (Pope et al., 2008). Furthermore, the use of SBAR communication tool temporarily flattens the hierarchy perceived in most healthcare settings, resulting in more effective channels of communication between healthcare providers (De Meester, Verspuy, Monsieurs, & Van Bogaert, 2013). According to Hackman and Johnson (2013), leadership is first, and foremost, a communication-based activity. Depending on the circumstances, a leader should try to be more authoritarian, democratic or laissez-faire (Mitchell, 2012); or should focus the communication on the tasks or use a more interpersonal style (Hackman and Johnson 2013). Reflecting on the scenario related to this domain, an assertive, clear and focus communication using SBAR format would have provided a brief, organized, predictable flow of information improving critical thinking communication skills and patient safety (Olin, 2012). It can be argued that it is hard to serve as an effective leader without effective communication (Hackman and Johnson 2013). This is agreed by Perry et al (2014) stating that effective commutation is a central attribute of clinical leadership. Clinical leaders can influence their colleagues with effective communication skill such as good listening skill and extremely good at explaining things at the right level that can be understood by followers. However, it is important to note that each clinical leader has a preferred style of communication that would not necessary works every time. Hackman and Johnson (2013) recommend choosing a leadership communication style that will work best according to the situation and the level of knowledge of followers. Now what? During next placement (NP7), I will strive to change communicating SBAR in a more professional, concise, clear, in a timely manner when communicating with the multidisciplinary team to improve patient outcome. I will actively seek feedback from my mentor and other professionals at mid- and end-point reviews. I will also change my preferred communication style from passive aggressive to an assertive communication style. For that, I will use the communication style questionnaire at the beginning then altered my behaviour during the first part of the placement, then repeat the questionnaire at mid-point and ask for feedback to my mentor base on the comparison on two questionnaire results and base on her observation. And repeat this again by end-point. Domain 3: Nursing Practice and Decision Making What? Here I reflect on nursing practice and decision making, see appendix 4, which is an end-point mentor comment during NP3 showing that improvement is needed in this domain. This is underpinned by appendix 5: a reflection done at the beginning of NP6 when I looked after a patient with hypoxic brain damaged who had a seizure. On my entry into his room, I found the patient unconscious, I took the decision to clear his airway before pressing the emergency bell which could have jeopardised patient safety. This is related to the NMC (2010) stating that nurses must be able to recognise and interpret signs of normal and deteriorating mental and physical health and respond promptly to maintain or improve the health and comfort of the service user. My behaviour pointed out the need to enhance my skill and knowledge in this domain. So what? Judgement and decision-making are important facets of healthcare for nurses (Traynor et al., 2010). Judgement is defined as weighing up different alternatives; while decision-making involves choosing a specific course of action to follow between alternatives (Lamb and Sevdalis, 2011). Hence, (Undre et al., 2009) define efficacious judgement and decision-making as skills that go beyond clinical knowledge and technical competence, highlighting the fact that nursing judgement and decision-making contribute significantly to the safety and quality of patient care (Traynor et al., 2010). However, several studies have high-pointed that when given the same information, and undertaking the same decisions, nurses will make consistently different judgements and decisions (Thompson et al., 2008; Thompson and Yang, 2009). Differing judgement and decision indicate different types of reasoning, in situations where time is not constrained, newly qualified nurses will make structured judgments with a rational-analytical decision. For those situations where time is limited, information is perceptual, and the nurse has some perceived expertise, it is appropriate to use intuition as the basis for judgement (Hammond et al., 1987). Thompson et al (2008) suggest that the key to successful reasoning is to adapt reasoning to the demands of the task. However, such adaptive reasoning by nurses is sometimes absent. Thus, good decisions and judgements are not independent to the cognitive process but can be influenced by how information is prioritised and the nurse’s ability to identify and respond to vital aspects of the clinical situation (Pearson, 2013). Thompson et al (2013) state that recent studies have shown positive benefits associated with the introduction of Computerised Decision Support Systems (CDSS) to support nursing decisions. Hence, helping to promote patient’s safety and improve their outcome. Reflecting on the scenario related to this domain, future decisions making process, whether they are based on normative, prescriptive or descriptive theory must include clinical expertise, patient value and best available research evidence (Sackett, 1996). because evidence by itself, does not make the decision, but it can help support the patient care process. In the same order, Marquis and Huston (2015) suggest that to be effective as a leader, one needs certain skills for making decisions, such as self-awareness, fairness and transparency which are skills also needed in decision making. This is supported by Thompson and Dowding (2009 p5) affirming that “One of the distinguishing features that mark out exceptional nurses is their skills in judgement and decision making”. Decision making is considered important leadership skills and is recognised by Sofarelli and Brown (1998) as qualities associated with transformational leadership. Now what? I have realised that decision making, particularly in nursing, is vital as it influences patient safety and outcomes (Ellis and Bach, 2015). It has been mention earlier that experience is a factor that affects decision making. To gained experience in judgement and decision making, I will use every opportunity during NP7 to practice evidence base in nursing practice and decision making by always based my decision on useful information sources like clinical guidelines, protocol and policy and patient preference. After what I will actively seek feedback from my mentor and others healthcare professionals and of course to patients to check their satisfaction about their involvement in the decision-making process about their own care at mid- and end-point reviews. . Domain 4: Leadership, management and team-working What? My leadership, management and team working skill are measured in appendix 2 and appendix 6 which are both leadership self-assessment tools. The first one showing aspects of my leadership that needs to be improved and the second one showing my leadership style which is “guiding” needing improvement to become more empowering. These are further supported by appendix 4: mentor end NP3 comment. During the leadership module, I took part in several group activities, which enabled me to understand team role importance and that there is no leader without followers. This part relates to NMC (2010) stating that nurses must work independently as well as in teams; be able to take the lead in coordinating, delegating and supervising care safely, managing risk and remaining accountable for care given. So what? Tomlison (2012) states that self-assessment helps individuals to appreciate their qualities, strengths and weaknesses thereby, enabling better transformational leadership. Bass (1985) found that transformational leadership contributes to individual performance and motivation. Whereas transactional leadership (Burns, 1978) is short-lived, and task-based, with the leader intervening with negative feedback when things go wrong. Adair (2002) proposed a three-circle model of strategic leadership, with the circles being the needs of the task, the individual and the team. This is a democratic model of leadership matching the NMC code, where Individuals and groups are involved in decision-making processes concerning their work (Adair, 2002). Management skills are as important as leadership skills in addressing some failings like those identified in the Francis report (Kerridge, 2013). Kerridge suggests they are closely linked, effective management and leadership both require putting first thing first. The King’s Fund report (2011) concurs, defining leadership as the art of motivating people toward a shared vision and management as getting the job done, suggesting that the exercise of leadership across shifts could be extended to management practice; pointing out that every member of healthcare team has some management and reporting functions as part of their job (Baker et al., 2012). Lord Darzi (2008) said: ‘Leadership is not just about individuals, but teams’. A successful leader will see each person as an individual, recognising their unique set of needs, as not everyone will perform at the same level (Hackman and Johnson 2013). This rejoins the description of team role by Belbin (1996) as he described a team role as ‘a tendency to behave, contribute and interrelate with others in a particular way’. Suggesting that Belbin assessment would be an ideal way for a team to examine: the roles they play, how these fit in with the team and the contribution of roles to the team (Frankel, 2011). Therefore, it would be advisable that team members use the questionnaire to helps identify individuals’ preferred roles, their manageable roles and their least preferred roles within the nine teams’ roles as described by Belbin in-order-to improve the success of teamwork. Nurse leaders need also to be able to respond to an ever-changing healthcare environment (Frankel, 2011). The literature suggests that leadership, effective communication and team working are among the most important elements for planned change (Schifalacqua et al., 2009a). Kurt (1951) identified three steps of change: unfreezing, moving and refreezing. This work was modified by Rogers (2003) who described five phases of planned change: awareness, interest, evaluation, trial and adoption. Another change theorist, Ronald Lippitt (Lippitt et al., (1958), identified seven phrases. Mitchell (2013) advises that Lippitt’s work is likely to be more useful to nurses because it incorporates a detailed plan of how to generate change and is underpinned by the four elements of the nursing process: assessment, planning, implementation and evaluation. Now what? To improve my Leadership, management and teamwork skills, I will use the first week of my MP7 to observe my mentor and nurses in charge leading some shifts, then, I will seek clarification on grey areas of my understanding and ask to have my own patients. This will enable me to practice leading others, managing patients and working with the multidisciplinary team. I will actively seek feedback till mid-point review, then, I will lead and manage my mentor whole set of patients under her observation and correction whenever needs arise till end-point. This will help me to move toward an empowering leadership style. Conclusion I have learnt that: a good leader or manager remains grounded in the values, beliefs and behaviours that guide professional nursing practice; understanding your role and that of other will nurture clear communication thus improving the success of the team; safe decision-making must be evidence-based; and effective leadership fosters a high-quality work environment leading to positive safe climate that assures better patient outcomes.

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Leadership vs. Management in the Nursing Context Essay

Introduction, the differences in roles of managers and leaders.

The definitions of such concepts as nursing leadership and management differ from one author to another because of their interconnectedness and complexity. While some argue that all nursing managers have to have leadership qualities to successfully organize and monitor everyday operations, others state that the roles of managers and leaders may vary (Marquis & Huston, 2017). Nevertheless, the distinction between these two positions exists in literature, which shows that nurses need to understand their responsibilities and qualities to move forward in their career. Nurses without managing authority may show leadership qualities, while others may fail to be leaders of their team even while occupying a higher position.

Nursing managers and leaders can be divided according to the activities they perform in the organization. According to Marquis and Huston (2017), the management process includes controlling and work-related functions such as creating plans, recruiting new employees, or enforcing and maintaining a particular structure. These actions are covered by managers’ duties as professionals, which makes it a specific occupation. Scully (2015) also argues that management is a profession with a focus on systems and structures and not people. A nursing manager has the power given to him/her by appointment – a source of official authority. It is a position that requires specific characteristics as it is a stressful and demanding job (Keys, 2014). Managers help the organization to set and fulfill short-term goals by ensuring that every activity and procedure follows the established order.

On the other hand, a nursing leader does not have to have authority as an employee. This person possesses qualities that encourage others to follow him/her regardless of his/her position in the organization. To be recognized as a leader, a nurse needs to possess a set of specific qualities. While the manager’s attention is devoted to the facility’s structure, nurse leaders highlight the role of people in the organization (Scully, 2015). They inspire others to develop and share progressive ideas, maintain the group’s vision and objectives to be consistent with that of the organization, and show their passion for change to motivate others. These and similar features separate leaders from other workers and highlight them as people who are prepared to take on more responsibilities. Therefore, such qualities may contribute to these individuals becoming effective managers as well. Leaders may be more focused on the organization’s long-term achievements with their holistic outlook.

In real life, people may not possess the necessary qualities and authoritative power to be both managers and leaders. In my practice, there were several instances where a nurse had performed only one of the two roles. A nurse manager at one of my previous places of work was in constant conflict with other employees because of her attitude towards them. It is possible that she did not possess the essential leadership qualities to motivate her subordinates to work as a team. The lack of communication and feedback affected nurses’ level of comfort with their positions. As Feather, Ebright, and Bakas (2015) note, frequent and friendly interactions may significantly affect nurses’ job satisfaction levels. As a contrast, another employee was receiving support from her peers because of her ability to unite and inspire the team. She was the person who always interacted with her coworkers to collect information about the arising issues and reported the findings to the manager, proposing solutions for change.

Leadership and management are separate concepts that include a set of characteristics, required qualities, and responsibilities. Nurses should understand that leadership qualities are beneficial to their performance because they help improve communication with others and bring new innovative ideas to other’s attention. Managers should also consider their position in regards to leadership and ensure that they do not prioritize organizational systems over people to create a supportive environment.

Feather, R. A., Ebright, P., & Bakas, T. (2015). Nurse manager behaviors that RNs perceive to affect their job satisfaction. Nursing Forum, 50 (2), 125-136. Web.

Keys, Y. (2014). Looking ahead to our next generation of nurse leaders: Generation X Nurse Managers. Journal of Nursing Management , 22 (1), 97–105. Web.

Marquis, B. L., & Huston, C. J. (2017). Leadership roles and management functions in nursing: Theory and application (9th ed.). Philadelphia, PA: Lippincott, Williams & Wilkins.

Scully, N. J. (2015). Leadership in nursing: The importance of recognising inherent values and attributes to secure a positive future for the profession. Collegian , 22 (4), 439-444. Web.

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Inspiring Essay About Nursing Leadership And Management

Type of paper: Essay

Topic: Nursing , Health , Leadership , Care , Breastfeeding , Health Care , Patient , Nursing Leadership

Words: 2250

Published: 03/08/2023

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Impact of Nursing Leadership on Patient Care

Introduction Management and leadership are distinct and interconnected concepts that govern the organizational aspects of planning, organizing, and monitoring the provision of service. Effective management requires ideal leadership qualities; these aspects develop a shared sense of mission that helps achieve the organizational goals while minimizing any organization, political, and resource barrier (Kotter, 1996). Nursing leadership and management are primary and integral aspects of the provision of innovative, quality, and cost-efficient patient care. In particular, nursing leadership and management encompass a wide range of leadership qualities including delivering clinical care, enhancing patient care coordination, as well as boosting quality improvement and safety in the health care system. This paper explains precisely the relevance of nurse leadership and management in the healthcare system. Primarily, it highlights some important aspects that are involved in enhancing nursing leadership and management. Next, the paper describes a range of leadership qualities that are recognized in the provision of effective healthcare based in the context of International and New Zealand report. The paper winds up by analyzing how positive nurse leadership and management influence the delivery of quality health services. In essence, the section describes the importance of leadership and management and how it impacts on Patient Care.

Nursing leadership and management are powerful organization systems for shaping various health policies both at the health systems levels and globally. Nursing leadership has been incorporated in government agencies, healthcare regulatory bodies, and health advocacy groups and departments. As the international health systems advocate for the provision of innovative, quality, and cost-efficient patient care, the nursing leadership has been recognized as the most influential factor in shaping the healthcare organizations to ensure the realization of required patient care (Shariff, 2014). In particular, nursing leadership has a broad knowledge of the societal, economic, and political aspects influencing the healthcare system. Also, they are in a position to identify and reform various cultural, societal and financial barriers facing different levels of the healthcare system. Additionally, the nurse leaders have a pool of understanding of the health research as well as the education systems which are important in the current healthcare systems. They are equipped with knowledge on health care education and its relationship with the practice of healthcare research. Most importantly, nurse leaders operating at this level of the health system are well-informed with the perspectives and values of their nursing profession; thus, they are influential contributors of patient-centred health care delivery (Machell, Gough, & Steward, 2009). With this professional and environmental knowledge, they are well placed in advocating for ideal policies and models of care at the nursing unit and in the wider health care. All these aspects of nursing leadership work together to boost quality improvement, patient care coordination, as well as delivering clinical care and safety in the health care system.

Nursing Leadership and Management Qualities and its Impacts on Patient Care

Based on International and New Zealand literature, nursing leadership strategies and qualities significantly influence the delivery of health services and patient care improvement. These qualities are required for providing ideal cultures that promote safe, high quality and compassionate patient care. This section analyzes some of the crucial qualities of nursing leadership at all levels of health care system.

Staff Engagement and Satisfaction

The level of staff engagement in making major decisions that affect their welfare determines the overall delivery of service. The international literature data suggests that where the nursing leadership stipulates well-laid procedures of staff engagement and emotional capacity to care one another, there are reduced and declining cases of patient death. High-quality patient care is also experienced when the nursing leadership observes a high level of staff satisfaction coupled with integrated, coherent, and supportive people management practices. Thus, for a healthcare care organization to achieve quality patient care, leaders must create a positive environment that incorporates staff engagement and satisfactions platforms.

Learning, Innovation, and Quality Improvement

The collapse of Staffordshire NHS Agency advocated for culture change in health care organizations. The leadership had to stipulate strong emphasis based on learning, innovation and quality improvement as the key elements required to revive healthcare performance (West et al., 1992). Besides, they had to adopt a culture of ethical learning to ensure that needs of the patients were fulfilled. In effect, the leadership had to incorporate innovations aspects with strong emphasis on transparency, accountability. This action would ensure that all information on the quality of healthcare and safety of patients was made accessible to every health unit and sector in the service.

Clear Objectives

Strategic Narrative and Compelling Visions Leaders in best healthcare organizations focus on strategic narrative and vision geared towards high quality and compassionate health care. According to Dixon-Woods et al. (2013), these aspects serve as the core purpose and priority of an efficient nursing organization. On the same note, the message that is passed by leaders must prioritize actions based visions to achieve the intended results. A strategic narrative and prioritized vision create a mechanism to monitor, measure, reinforce, and reward the working staffs, which influences the delivery of services to the patient.

Team Working

Apparently, follow-up data and report intended to assess the existence of essential elements of teamwork shows that only about 40% of healthcare staffs work as a team (Walsworth‐Bell et al., 1992). Analysis of such organizations has revealed extreme cases of staff harassment, high levels of errors, staff absenteeism, which have translated to high patient mortality rate. Contrasting reports from NHS where teamwork was highly upheld (91%) revealed that high reduction in such vices. Therefore, as the co-morbidity becomes highly common and complexity of health care intensifies, the nursing leadership must uphold teamwork as a crucial contributor to healthcare quality. Leaders must ensure that all departments of the healthcare organization work closely together and even integrate the wider health care system to ensure the provision of quality healthcare. Essential elements of teamwork should include team objectives, regular meetings, and interdependent working.

How Positive Nursing Leadership and Management Impact on Patient Care

Nursing leadership is an integral part of the provision of effective nursing care. Fundamentally, it is highly recognized in the implementation of systematic and goal prioritized interventions, which aims to promote the health conditions and comfort of the patient. Since nurses are high involved in the provision of essential care, their role in the nursing leadership and management system is clearly manifested. Nurses motivate and coordinate various medical care teams and patient care to ensure support and well- being of the patient and their family (James, 2010). As their careers progress, they take their role of leadership within the health care organizations as well as beyond the nursing domain or even the entire health care system. They conduct healthcare research and education needed in all health care settings and management. In this regards, Nurse Leadership is essential for various reasons; thus, their contribution should always be fully recognized and understood. This section analyzes the importance of nursing leadership in the health care system and how it impacts on patient care.

Coordinating Patient Outcomes and Safety

The provision of safety for the patients is a vital requirement in every health care organization. Nursing leadership has an essential role in promoting positive patient outcomes as well as promoting the high-quality patient care and safety. It coordinates the patient care system, medication management, infection control, assistance with daily living activities, and general social support. Notably, patient outcome and their safety are greatly influenced by other health care providers ranging from the nursing unit manager to the national healthcare sector. A positive leadership formulates best care practices that ensure efficient interaction of these health care systems. According to Wong et al. (2013), a strong leadership style is directly linked with patient outcomes, patient safety, and the entire range of clinical settings. For instance, strong leadership is directly correlated with reduced rates of pneumonia, urinary tract infections, and brain hemorrhage (Capuano, Bokovoy, Hitchings, & Houser, 2005). On the same note, effective leadership is linked with low rates of patient falls and medication errors (Capuano et al., 2005)

Positive Work Environment

The scope in which the nurses experience empowerment depends, to a greater extent, on the nature and behaviour of nursing leadership; in particular, positive leadership behaviours instil healthy transformational practices that create practical and empowering work conditions (Laschinger et al., 2012). Research have pointed that efficient transformational and nurse empowering environment is translated into enhanced patient care and patient-based healthcare provision.

Employ and Retain Appropriate Nursing Workforce

The retention of a highly skilled workforce is critical to the healthcare system. The nursing leadership ensures that the workforce is highly skilled and qualified, which have an impact on patient outcomes. Primarily, appropriate staffing relates directly to the quality of healthcare provided and this, in turn, influences the patient care and recovery. In particular, the quality of the workforce influences other behaviours in the workplace including access to professional skills, organizational culture, interpersonal interaction, and lateral regulation over nursing activities. All these aspects influence the overall experience and outcome of patients. Most importantly, effective leadership influence staff retention and movement in the healthcare system. All these aspects influence the overall experience and outcome of patients. Most importantly, effective leadership influence staff retention and movement in the healthcare system. As well, this impact on the overall cohesion in the staff team and also influence the continuous existence of patient care and outcomes (Smith et al., 2009).

Financial Performance

A strong and efficient nursing leadership impacts on overall patient care regarding its financial performance. In all health systems, patient oriented services take the largest cost share. Therefore, the nursing leadership is required to formulate realistic financial approaches and decisions without compromising the quality of patient care (Ribelin, 2003). A stable financial system that upholds accountability and transparency can access quality medical facilities to its patients. Besides, a sound nursing leadership both at the unit and national levels leads to an enhanced sense on financial goals ownership within the nursing teams. This creates staff satisfaction and improved motivation among healthcare workforce, which results in patient care and service delivery (Ribelin, 2003).

Nursing leadership and management are fundamental aspects in the provision of innovative, quality, and cost-effective care. In essence, these aspects consist of a broad range of leadership ideas needed in the delivery of patient care, enhancing patient care coordination among staff, as well as boosting quality improvement and safety in the health care system. Since nursing leadership is an integral part in the provision of quality nursing care, their role should always be fully recognized and understood. Nursing leadership is involved in recruiting and retaining an appropriate nursing workforce, coordinating patient outcomes and safety, creating a positive working environment, and promoting financial performance. These roles influence the overall healthcare performance and outcome of patients Nursing leadership needs to be adaptable and possesses ideal qualities towards the realization of its goals. These qualities encompass inspiring visions prioritized at all health care levels, aligned and clear objectives in the organization of the nursing care systems and departments. Also, quality leadership advocate for the supportive environment and staff involvement, efficient working teams, and innovative, learning, and quality improvement geared in the delivery of effective medical care to the patients.

Aiken, L. H., Cimiotti, J. P., Sloane, D. M., Smith, H. L., Flynn, L., & Neff, D. F. (2011). Effects of nurse staffing and nurse education on patient deaths in hospitals with different nurse work environments. Medical Care, 49(12), 1047–1053. Capuano, T., Bokovoy, J., Hitchings, K., & Houser, J. (2005). Use of a validated model to evaluate the impact of the work environment on outcomes at a magnet hospital. Health Care Management Review, 30(3), 229–236. Dixon-Woods, M., Baker, R., Charles, K., Dawson, J., Jerzembek, G., Martin, G., & West, M. (2013). Culture and behaviour in the English national health service: Overview of lessons from a large multimethod study. BMJ Quality & Safety, 23(2), 106–115. Hinno, S., Partanen, P., & Vehviläinen-Julkunen, K. (2011). Nursing activities, nurse staffing and adverse patient outcomes as perceived by hospital nurses. Journal of Clinical Nursing, 21(11-12), 1584–1593. James, K. M. G. (2010). Incorporating complexity science theory into nursing curricula. Creative Nursing, 16(3), 137–142. Kotter J.P. (1996) Leading Change.Boston, MA: Harvard Business School Press. Laschinger, H. K. S., Wong, C. A., & Grau, A. L. (2012). Authentic leadership, empowerment and burnout: A comparison in new graduates and experienced nurses. Journal of Nursing Management, 21(3), 541–552. Machell, S., Gough, P., & Steward, K. (2009). From ward to board: Identifying good practice in the business of caring. United Kingdom: King’s Fund Ribelin, P. J. (2003). Retention reflects leadership style. Nursing Management (Springhouse), 34(8), 18–19. Shariff, N. (2014). Factors that act as facilitators and barriers to nurse leaders’ participation in health policy development. BMC Nursing, 13(1), 20. Smith, P., Pearson, P. H., & Ross, F. (2009). Emotions at work: What is the link to patient and staff safety? Implications for nurse managers in the NHS. Journal of Nursing Management, 17(2), 230–237. Walsworth‐Bell, J. P., Theaker, T., & Amir, Z. (1992). Survey of NHS staff Health‐related Behaviours. Journal of Management in Medicine, 6(4), 47–55. West, M. A., & Anderson, N. (1992). Innovation, cultural values, and the management of change in British hospitals. Work & Stress, 6(3), 293–310. Wong, C. A., & Laschinger, H. K. S. (2012). Authentic leadership, performance, and job satisfaction: The mediating role of empowerment. Journal of Advanced Nursing, 69(4), 947–959.

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6 Common Leadership Styles — and How to Decide Which to Use When

• Rebecca Knight

Being a great leader means recognizing that different circumstances call for different approaches.

Research suggests that the most effective leaders adapt their style to different circumstances — be it a change in setting, a shift in organizational dynamics, or a turn in the business cycle. But what if you feel like you’re not equipped to take on a new and different leadership style — let alone more than one? In this article, the author outlines the six leadership styles Daniel Goleman first introduced in his 2000 HBR article, “Leadership That Gets Results,” and explains when to use each one. The good news is that personality is not destiny. Even if you’re naturally introverted or you tend to be driven by data and analysis rather than emotion, you can still learn how to adapt different leadership styles to organize, motivate, and direct your team.

Much has been written about common leadership styles and how to identify the right style for you, whether it’s transactional or transformational, bureaucratic or laissez-faire. But according to Daniel Goleman, a psychologist best known for his work on emotional intelligence, “Being a great leader means recognizing that different circumstances may call for different approaches.”

• RK Rebecca Knight is a journalist who writes about all things related to the changing nature of careers and the workplace. Her essays and reported stories have been featured in The Boston Globe, Business Insider, The New York Times, BBC, and The Christian Science Monitor. She was shortlisted as a Reuters Institute Fellow at Oxford University in 2023. Earlier in her career, she spent a decade as an editor and reporter at the Financial Times in New York, London, and Boston.

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