Review the Resources and examine the leadership theories and behaviors introduced. Identify two to three scholarly resources, in addition to this Modules readings, that evaluate

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This is a graded discussion: 100 points possible due Mar 22 at 10:59pm

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

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

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

LEADERSHIP THEORIES IN PRACTICE

RESOURCES

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To Prepare:

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

Post two key insights you had from the scholarly resources you selected. Describe a leader whom you have seen use such behaviors and skills, or a situation where you have seen these behaviors and skills used in practice. Be specific and provide examples. Then, explain to what extent these skills were effective and how their practice impacted the workplace.

Respond to at least two of your colleagues on two different days by explaining how the leadership skills they described may impact your organization or your personal leadership, or by identifying challenges you see in applying the skills described.

Be sure to review the Learning Resources before completing this activity. Click the weekly resources link to access the resources.

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(https:// Molly Beth Bullard (https://waldenu.instructure.com/courses/53702/users/73695)

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Leadership Theories in Practice

It can be difficult to keep workers, specifically nurses, for extended periods (Haddad, 2022). Management and leadership are significant factors affecting nurse retention (Haddad, 2022). A leader can make or break an organization for a variety of reasons.

A Grounded Leader

The first major takeaway from this week's readings was the importance of a leader grounded in values and ethics (Broome & Marshall, 2020). A good leader must first have a basis of moral character. Healthcare leaders today must put others first, and if they do not have good values, they may not have others' best interests in mind. The issues that arise for leaders can also be challenging morally or ethically, so good leader will first have their values before they seek to make decisions that affect others' values.

A Leader's Impact

Another critical insight I discovered is that the impact of a leader is vast. A healthcare leader directly affects job satisfaction, patient satisfaction, employee turnover, and the health and well-being of others (Vidman & Strömberg, 2020). The most surprising part of this article is that many employees stated that they believe their health is affected by leadership. A good leader will encourage employees to be healthy and care for themselves. This surprised me because I had never considered the relationship between my health and my managers.

Motivation and Staff Performance

A study determined that toxic leadership directly affects employee motivation (Wolor et al., 2022). What surprised me the most about this article is that it was discovered that a poisonous leader has little to no effect on staff performance. While employees may not be s motivated to work, a toxic leader does not impact their job performance, according to this study. I think

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this needs more research because if I had a poor leader, I would think I would be tempted to slack off some days. This would then make me. My job performance was poor because I assumed my leader did not care.

Leadership Skills in Practice

I currently work in the emergency room in downtown Dallas Texas. This ER is big and sees a lot of traumas. Often, we get patients who come in with colds or want to know if they have COVID. While this is something we do, it does tend to take longer than just going to an urgent care or a clinic. This causes many patients to get upset and frustrated with the time they feel they are wasting. Unfortunately, I have seen these situations handled by two charge nurses differently. The first was incredible. The charge nurse sits with the patients and explains the situation to them. The patient asks questions and voices their concerns, and the charge nurse writes down the complaint and does everything they can. While the patient may not always leave happy, the charge nurse does everything possible to help the situation.

A Poor Leader

On the other hand, I have seen a charge nurse who goes in already upset that they must deal with this. The charge nurse stands over the patient, does not write a complaint, and just tells the patient that nothing can be done. This is a specific example of how leadership can directly impact patient satisfaction. The first charge nurse impacted our workplace positively because the staff learned to trust them to assist with patient complaints. The second charge nurse is rarely asked to speak with upset patients because the team knows they will worsen it.

References

Broome, M., & Marshall, E. (2020). Transformational Leadership in Nursing: From Expert Clinician to Influential Leader. Springer Publishing Company.

Haddad, L. M. (2022, February 22). Nursing Shortage. StatPearls – NCBI Bookshelf. https://www.ncbi.nlm.nih.gov/books/NBK493175/

Vidman, Å., & Strömberg, A. (2020). Leadership for a healthy work environment – a question about who, what, and how. Leadership in Health Services, 34(1), 1–15. https://doi.org/10.1108/lhs-06-2020-0041 (https://doi.org/10.1108/lhs-06-2020- 0041)

Wolor, C. W., Ardiansyah, A., Rofaida, R., Nurkhin, A., & Rababah, M. A. (2022). Impact of Toxic Leadership on Employee Performance. Health Psychology Research, 10(4). https://doi.org/10.52965/001c.57551

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(https:// Leslie Davis (https://waldenu.instructure.com/courses/53702/users/68550)

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N6053 Module 3, Main discussion # 1 by Leslie Davis

Dr. Saucier and colleagues,

Personal Insights of Leadership Theories and Behaviors Identified Through Research

Effective leadership is essential to a successful business. While there are many leadership styles and theories, being effective only comes from leaders that have a core set of values, ethics, and morals. Leaders need to be trusted as well as competent (Broome & Marshall, 2021). When I first became a charge nurse, we did not have any formal training classes or guides. As time progressed, leadership saw the need and created workshops to develop charge nurses. We were given a book titled, “The Nurse Leader Handbook” by Studer Group, 2010. This handbook has been an essential tool for me while navigating the charge nurse role, especially on weekends when there is less leadership presence.

Cummings et al. 2021 conducted a study to research factors that influence nursing leadership. One insight that I have gained from my research this week is that many of our current leaders will be retiring soon and the focus needs to be on developing future nurse leaders to assume these roles as transformational, resonant, or authentic leaders (Cumming et al., 2021). Leaders need to be creative as they attempt to direct and guide staff to affect and embrace change. People want to be valued and inspired and competent leaders should have the behaviors and skills necessary to achieve serviceable leadership.

Evaluation of a Leader and Their Behavior in the Work Environment

Another key insight I have gleaned from my work experience and scholarly research is that many people can be leaders, but it takes a person with special innate qualities to be an effective leader. For the last 18 months, my unit has been managed by a narcissist. During those 18 months, we have had 7 nurses and 5 PCTs quit due to the management style and personality of this manager. A recent study was conducted on narcissism and leadership attributes. This study found that people are more driven by a care for themselves than by a societal concern for the greater good, which is what drives them to interact with leadership

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theory (Steffans & Haslam, 2022). Thankfully, this manager has decided to take a different career route and will be leaving in mid-May.

A previous manager led by the transformational theory using positive, encouraging, and motivational approaches. Staff would frequently apply to her unit(s) because she was known to be fair, humble, and effective as a leader. She led by example and would never ask a staff member to do something that she wasn’t willing to do herself. She was a very effective unit manager and now is the director of acute care. In order to raise the level of psychological empowerment and proactive behaviors among nurses at work, nurse managers should lead their nursing team with humility. This will benefit both the workforce and the organization (El-Gazar et al., 2022).

Reflection on How Leaders Behaviors Were Effective and Impacted the Workplace

Leadership attitudes have a direct impact on the morale of the staff. Leadership is an art that takes years of practice to cultivate, and the leader needs to do it for the right reasons. Cultivating unit cohesion and driving a team to meet unit goals requires commitment, communication, and consistency. Relationships of trust and empowerment need to be developed and maintained. Staff should be able to voice their concerns and offer solutions without fear of judgment or retaliation. An effective leader should confer with staff frequently about policies and procedures that can affect change and improve patient outcomes and unit productivity. Leadership attitudes, priorities, role modeling, resource allocation, and reward systems can all have an impact on how employees behave (Guerreo et al., 2020). Effective leaders should reflect their willingness to serve for the good of the unit, not themselves.

References

Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). Springer.

Cummings, G., Lee, S., Tate, K., Penconek, T., Micaroni, S., Paananen, T., & Chatterjee, G. (2021 March). The essentials of nursing leadership: A systematic review of factors and educational interventions influencing nursing leadership. International Journal of Nursing Studies (115). Doi.org/10.1016/j.ijnurstu.2020.103842.

El-Gazar, H., Zoromba, M., Zakaria, A., Abualruz, H., & Abousoliman, A. (2022 May 20). Effect of humble leadership on proactive work behaviour: The mediating role of psychological empowerment among nurses. Journal of Nursing Management (30)7 p. 2689-2698. Doi.org/10.1111/jonm.13692

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Guerrero, E., Frimpong, J., Kong, Y., Fenwick, K., & Aarons, G. (2020 April 6). Advancing theory on the multilevel role of leadership in the implementation of evidence-based health care practices. Health Care Management Review 45(2):p 151-161. DOI: 10.1097/HMR.0000000000000213

Steffens, N., & Haslam, A. (2022). The Narcissistic appeal of leadership theories. American Psychologist (77)2. p 234-248. Doi.org/10.1037/amp0000738

(http Tara Leigh Saucier (https://waldenu.instructure.com/courses/53702/users/23006)

1:14pm

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Hi Leslie,

Great discussion! With so much evidence of the positive outcomes in nurse retention and job satisfaction with transformational leadership, why do you think there are so many other leadership styles being used? Is it just that each person's personality leads to one or more particular styles; maybe it is transformation or maybe it is laissez-faire, or others. Or is it that organizations are not pouring into their leaders and teaching them about leadership styles? What are your thoughts?

Dr. Saucier

(https:// Delana Waliky (https://waldenu.instructure.com/courses/53702/users/76513)

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When it comes to leadership there are, multiple organizational structures and these can be formal or informal. The formal structure is planned out with a framework that defines managerial authority, responsibility, and accountability. The informal structure is not so cut and dry and has blurred lines of authority and accountability. This discussion will look at the leadership at St. Vincent hospital on the med surge unit where I currently work. In any place you work, a chain of command is a very important thing to remember, especially in a hospital setting. The team leaders are clinical and are also involved in patient care if needed, it is up to them to watch all of the patients and be aware of what is going on on the floor. If they are not doing their job and this stays consistent it would be then and only then that you would need to contact a department chair. The chain of command rarely needs to be initiated but we as nurses must know that it is there.

The St. Vincent way is a very straight and narrow line. Line structures are also known as bureaucratic organizations, each role is very defined and it does not leave much room for error in understanding who is in charge of what and when. Some places have a few structures and at times when they are trying to have a strong structure they have more than one and it blurs the lines. The matrix structure is also involved at St Vincent so with this you have to know and take into consideration the horizontal and vertical chain of command. The directors of the units are horizontal and report to the nurse leader and the centralized decision-making is the things that the staff have no control over, such as electronic charting, and anything that is hospital-wide and the staff has no say. While decentralized decision-making is a problem that the lower tier of management solves. The pandemic and cuts it has made it harder for all of these, for example, the nurse manager is often having to work the floor due to no staff. Decentralized decision-making tends to happen often in large hospitals and this is why it is so important for superior leadership.

The most important thing to remember as a nurse leader is to be very involved and make yourself seen and heard. The staff will respect you more and it shows that everyone is a team when they feel that the management are team players and there to help them. We as nurses at St. Vincent are asked monthly what was negative and what was positive, we all have different communities that we all try to help the report of the staff, patients, and leadership.

Wolor, C. W., Ardiansyah, A., Rofaida, R., Nurkhin, A., & Rababah, M. A. (2022). Impact of Toxic Leadership on Employee Performance. Health Psychology Research, 10(4). https://doi.org/10.52965/001c.57551

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(http Tara Leigh Saucier (https://waldenu.instructure.com/courses/53702/users/23006)

1:16pm

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Hi Delana,

Thank you for sharing. What do you think is the most important characteristic of a successful leader? If you were only able to choose one.

Dr. Saucier

(https:// Joshua Edgerly (https://waldenu.instructure.com/courses/53702/users/70716)

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Leadership Theories In Practice

Nurses require a healthy work environment that provides both empowerment and satisfaction to ensure that they can thrive in their profession while also providing safe and quality care for their patients. With this, leadership behaviors can impact the environment that nurses must navigate. Leaders can help provide a healthy working environment through both influence and experience. According to Broome and Marshall (2021), effective nurse leaders must understand the principles of leadership and their current healthcare environment while further being able to commit to the development, skills, and knowledge within the nursing profession. This transformational leadership additionally requires inspiration that can foster appropriate expectations and environments in which other nurses may grow and thrive.

Key insights from literature

Two scholarly articles have been analyzed to identify key leadership insights that play crucial roles within the development of nursing practice and healthcare environments. In the first article, Mondini et al. (2020), state that genuine, authentic leaders must maintain a positive organizational climate by valuing capabilities of the team with sustained moral and ethical values. With

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these authentic leadership attributes, leaders may positively influence both staff and outcomes within an organization. Furthermore, a consequent increase in productivity and job performance can be noticed with professional leaders who can balance their behaviors and skills in line with the standards and concerns of their followers and the profession (Mondini et al., 2020). Nursing leaders present with many positive characteristics and in the second article, Moraes et al. (2021) state that the concept of leadership is both multidimensional and complex. It is also noted that among various attempts to identify leadership behaviors and skills, the ability to influence a multidisciplinary team and achieve objectives is through communication and guidance; which further helps determine competence and outcomes (Moraes et al., 2021). In this regard, greater resolution to work processes and overall nursing performance can be effectively identified. Therefore, in accordance to the literature, nursing leaders who exhibit encouragement, motivation, and values through their influence and communication can positively motivate their team while additionally providing an appropriate working environment that better ensures confidence directly through positive relationships, satisfaction, and outcomes.

A leader in my practice

A situation in which I experienced a nursing leader with these attributes was during the first year of my first nursing job. This leader was the nurse manager of my unit that informed me of a “med error” made during the shift. This leader did not criticize, but rather informed, taught, and provided positive recommendations. This leader also provided insight, encouragement, and reinforcement of values. With this, I felt empowered and more committed to my work. The nurse leader was able to effectively communicate the issue while maintaining respect and trust. This leader further shared about “med errors” they had personally experienced throughout their career with ways to grow and improve. The support I received from this manager helped me maintain a positive outlook and ability to continually improve within my own practice. I believe that these qualities are important for leaders as it keeps their staff engaged and satisfied, and in turn, helps fortify better care and outcomes.

Impact within the workplace

Leaders can provide effective practice in the workplace by creating a positive and supportive work environment with meaningful feedback and clear expectations (Broome & Marshall, 2021). Leaders should also create an environment where nurses feel safe when they make mistakes and have the ability to learn from them. This better provides opportunities for nurses to develop their skills. With leaders who can create an environment of respect and value for nurses, both encouragement and accountability may be achieved. These attributes help contribute to improved performance and the ability to achieve both organizational and personal goals within all team members.

References

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Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). Springer.

Mondini, C. C. D. S. D., Cunha, I. C. K. O., Trettene, A. D. S., Fontes, C. M. B., Bachega, M. I., & Cintra, F. M. R. (2020). Authentic leadership among nursing professionals: knowledge and profile. Revista brasileira de enfermagem, 73(4), e20180888. https://doi.org/10.1590/0034-7167-2018-0888 (https://doi.org/10.1590/0034-7167-2018-0888)

Moraes, M. C. S., Dutra, G. O., Ferreira, T. D. M., Dias, F. C. P., Balsanelli, A. P., & Gasparino, R. C. (2021). Nursing coaching leadership and its influence on job satisfaction and patient safety. Revista da Escola de Enfermagem da U S P, 55, e03779. https://doi.org/10.1590/S1980-220X2020042103779 (https://doi.org/10.1590/S1980-220X2020042103779)

(https:// Ashley Jane Alston (https://waldenu.instructure.com/courses/53702/users/71170)

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Post two key insights you had from the scholarly resources you selected.

There are many different factors that could make an individual a great leader. Although we are discussing nursing leadership, I would like to say that if a person has excellent characteristics about them, they can be a great leader regardless of the career field. One attribute I have found that makes someone a great leader is resilience. Defined as the ability to face adverse situations, remain focused, and continue to be optimistic for the future, resilience is a vital characteristic for nurses in today's complex healthcare system (Kester & Wei, 2018). The things that we have learned to overcome as nurses when it comes to patient care require a high-level amount of resilience. The literature indicates an urgent need to support nurses in becoming resilient to decrease burnout, stress, and compassion fatigue, especially for nurses working in high-intensity areas (Kester & Wei, 2018).

Another attribute that I would consider as being a great addition to an awesome leader is being an authentic leader. Authentic leadership is a relationship-focused leadership style characterized by high levels of self-awareness, honesty, transparency, integrity, and consistency (Wei et al., 2020). These types of leadership styles are consistent between their actions and their

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internal values, care about their employees and encourage open and honest conversations (Wei et al., 2020). This leadership style opens doors for the staff to be open about their issues and concerns in the workplace.

Describe a leader whom you have seen use such behaviors and skills, or a situation where you have seen these behaviors and skills used in practice.

I had a clinical director who had an awesome open-door policy. She always allowed anyone to come into her office to voice their concerns and receive positive or negative fe

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