In today’s world of nursing, there are many theories that seek to define leadership in terms of individualistic style and character. The nurse I was assigned to on my first clinical day possessed a lassiez-faire leadership style. She did not frequently ask for input, but would provide input and support when asked. My leadership style, however, tends to focus on the interaction between a leader, their team, and the changing nature of an open-system environment (Marquis & Huston, 2015). Consequently, I believe that leadership is not restricted to just one individual, but requires a reciprocated role that takes places through the collaborative interaction between the identified variables and the environment in which patient care is given. This leadership style is preferred because it
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Research has shown TL to improve unit performance, relationships in the workplace, and patient care outcomes (Fischer, 2016). Qualities attributed to TL involve actions of empowerment intended to help individuals become better versions of themselves. These actions often include positive reinforcement in support of teamwork, motivation, and personal self-concept that result in increased performance and productivity (Smith, 2011). While my nurse did not have any issues on my first clinical day, another nurse on the unit did struggle at one point with a patient’s family member. In that scenario, TL could have provided a template to the team-orientated intervention that nurse needed to emotionally cope with the actions of the patient’s family member. By responding to the emotional frustration, a leader acknowledges the presence of the concern, allowing the employee to feel like they have been heard. This provides the support needed in their ability to cope with and process the incident so they can continue with the completion of their
Research has shown TL to improve unit performance, relationships in the workplace, and patient care outcomes (Fischer, 2016). Qualities attributed to TL involve actions of empowerment intended to help individuals become better versions of themselves. These actions often include positive reinforcement in support of teamwork, motivation, and personal self-concept that result in increased performance and productivity (Smith, 2011). While my nurse did not have any issues on my first clinical day, another nurse on the unit did struggle at one point with a patient’s family member. In that scenario, TL could have provided a template to the team-orientated intervention that nurse needed to emotionally cope with the actions of the patient’s family member. By responding to the emotional frustration, a leader acknowledges the presence of the concern, allowing the employee to feel like they have been heard. This provides the support needed in their ability to cope with and process the incident so they can continue with the completion of their