Leadershipstyles adopted by nurses
Thefollowing information was obtained from an interview with a nurseleader whose position is in-charge of the in-patient department,where she oversees the rotation of various subordinates in managingthe patients’ well-being. The style of leadership is in a way that,the other nurses do participate in making decisions which affectthem.
Participatingin decision making is important to the members as it makes them feellike they play a significant role in the organization thus keeps itsinterests in mind. Moreover, they receive feedback on their effortsand what is expected from them to improve the quality of servicesoffered. To ensure common goals are met, she leads by example ratherthan giving directives. This motivates the team to put in more effortto achieve the objectives set. On analysis, the style adopted is amixture of democratic and transformational leadership. The experiencegained through leading has changed her she can relate with peoplefreely as well as have a listening ear since embracing teamwork is akey to success.
Mentorshipin any field is encouraged. Before taking the leadership position,there was a role model/mentor who she admired and followed her steps.The supervisor helped her learn a lot in the required area. She kepta close eye on all she engaged in and would seek guidance whenever itwas needed (Wong& Laschinger, 2013).The knowledge that there was someone who wished her well in herendeavors gave her motivation to be at her best all the time. All theskills of leadership mentioned earlier on, were gained from thementor. Her advice to any new nurse leader is to look at theattributes such as hard work, passion, dedication and self-drive ina mentor.
Thehealthcare environment has experienced rapid changes especiallyconcerning the advances in technology. Working in the in-patientsection entails administration of medication to patients. Many errorshad been realized at various stages which led to adverse outcomes inthe facility which demanded change. This resulted in adoption ofelectronic medication records rather than the manual (O`Brien, 2011).Various measures were taken in the implementation of this changethese include purchasing of the electronic equipment required,sufficient training of the staff on the management of the records,regular check-up on the performance of the new system.
Wheneverthere is a change in any section, it is essential to keep track ofits input. To measure the effectiveness of the new idea requiredcomparison of the recorded failures between the old and new methods(Wong& Laschinger, 2013).The obtained records indicated that the current system was moreefficient than the previous. This was taken on positively by theadministration as it would substantially reduce the risk of the livesof patients thus improve efficiency.
Fromexperience, it always happens that people do not welcome change giventhe comfort of the past ways. Going through this transition was notall smooth as the staff did not know what outcome to expect. The factthat it would take them time to train for this exercise seemeddiscouraging. Another challenge was that this entire process wouldtake time and resources of the organization which needed a guaranteethat this was a worthwhile investment. However, it is good to notethat change is inevitable given today’s innovation as technology isat the center in all sectors of the economy.
O`Brien,M. E. (2011). Servantleadership in nursing: Spirituality and practice in contemporaryhealth care.Sudbury, Mass: Jones and Bartlett Publishers
Wong,C. A., & Laschinger, H. K. (2013). Authentic leadership,performance, and job satisfaction: the mediating role ofempowerment. Journalof advanced nursing, 69(4),947-959.