Another style of leadership that produces positive work environments is resonant leadership style (Laschinger et al., 2014). Resonant leadership is founded on emotional intelligence and leaders with resonant leadership are connected with their surroundings and are able to read the emotions and thoughts of those around them (Laschinger et al., 2014). Resonant leaders encourage strong and trusting relationships by controlling their emotions and those around them and can read people due to their empathy, compassion, and commitment (Laschinger et al., 2014). Resonant leaders also use empowerment to transfer knowledge to others around them (Laschinger et al., 2014). Resonant leadership style is linked to improved conflict management, job security,
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Strengthening nursing leadership through leadership competency and improving teamwork between nurses and other healthcare professionals can have positive effects job retention, satisfaction, and quality of care (Ma, Shang, & Bott, 2015). Integrating specialized training sessions to educate on awareness of different aspects of leadership competency and to hone in on specific aspects of leadership that need attention (Ma, Shang, & Bott, 2015). By looking at my current competencies and comparing those to the skills necessary to fill a leadership position, I feel I can make better informed decisions about my interactions and development after specific training is obtained. Leadership competencies can be used to effectively select, develop, and promote leaders in an organization (Disch, 2017). By effectively building a unique set of skills I can sustain a competitive advantage in a leadership role as an advanced practice nurse educator. I feel I currently possess the ability to manage the work and deadlines, but could use some training on developing others and increasing my self-awareness. I feel I can develop a plan to improve these skills though working on an emotional intelligence plan to develop my skills to increase my awareness of others and myself. Another area that I feel I could develop …show more content…
I would approach the two staff members involved and ask to talk to them privately to explore their thoughts on the situation (Professional Issues Panel on Incivility, Bullying, and Workplace Violence, 2015). I would like to hear their sides of the story and get the details of the issues that they were discussing and explore why they feel they are having the feelings they are experiencing. I feel that the group leader in this situation is experiencing incivility within the work place. Early diagnosis is interval in diminishing toxic workplace environments caused by incivility (Laschinger, Wong, Cummings, & Grau, 2014). Connecting with the employees in a timely manner concerning the situation puts the incivility at a halt promptly and communicates that this type of behavior is going to be addressed without delay and thoroughly. When nurse leaders clearly communicate their expectations, they avoid blindsiding employees and ensure that everyone is on a level playing field and this sets acceptable behavior standards for employees (Laschinger et al., 2014). Providing interventions aimed at ways for employees to handle their emotions properly as in self-reflective exercises or peer coaching sessions is an important aspect nurse managers need to offer employees displaying incivility (Zhu et al., 2015).
Strengthening nursing leadership through leadership competency and improving teamwork between nurses and other healthcare professionals can have positive effects job retention, satisfaction, and quality of care (Ma, Shang, & Bott, 2015). Integrating specialized training sessions to educate on awareness of different aspects of leadership competency and to hone in on specific aspects of leadership that need attention (Ma, Shang, & Bott, 2015). By looking at my current competencies and comparing those to the skills necessary to fill a leadership position, I feel I can make better informed decisions about my interactions and development after specific training is obtained. Leadership competencies can be used to effectively select, develop, and promote leaders in an organization (Disch, 2017). By effectively building a unique set of skills I can sustain a competitive advantage in a leadership role as an advanced practice nurse educator. I feel I currently possess the ability to manage the work and deadlines, but could use some training on developing others and increasing my self-awareness. I feel I can develop a plan to improve these skills though working on an emotional intelligence plan to develop my skills to increase my awareness of others and myself. Another area that I feel I could develop …show more content…
I would approach the two staff members involved and ask to talk to them privately to explore their thoughts on the situation (Professional Issues Panel on Incivility, Bullying, and Workplace Violence, 2015). I would like to hear their sides of the story and get the details of the issues that they were discussing and explore why they feel they are having the feelings they are experiencing. I feel that the group leader in this situation is experiencing incivility within the work place. Early diagnosis is interval in diminishing toxic workplace environments caused by incivility (Laschinger, Wong, Cummings, & Grau, 2014). Connecting with the employees in a timely manner concerning the situation puts the incivility at a halt promptly and communicates that this type of behavior is going to be addressed without delay and thoroughly. When nurse leaders clearly communicate their expectations, they avoid blindsiding employees and ensure that everyone is on a level playing field and this sets acceptable behavior standards for employees (Laschinger et al., 2014). Providing interventions aimed at ways for employees to handle their emotions properly as in self-reflective exercises or peer coaching sessions is an important aspect nurse managers need to offer employees displaying incivility (Zhu et al., 2015).