The 44th president of the U.S., Barrack Obama, is among leaders who the majority regards as the most successful leaders of the 19th century. Being a democratic leader, Obama portrayed this through the slogans ‘Yes, We can’ and ‘Change we believe in' in his campaign (Jutel, 2017). Notably, democracy is based on the aspect of ‘we' rather than ‘I.' Employing the term ‘we,' Obama implies that he collectively involves people in the process of leadership. In his leadership, Obama was democratic and granted numerous opportunities to his team and subjects to bring in issues affecting them. Furthermore, Obama was visionary, strategic, and he promoted autonomy and the growth of individuals. Besides, his democratic leadership gave individuals an opportunity for criticism, which formed a constructive aspect of his headship (Marquis and Huston, 2017). Obama’s democratic leadership coupled with his selfless and communication characteristic inform my guardian leadership style; nevertheless, employing democratic leadership in healthcare has some effects.
Integrating Obama’s Selflessness and Communication into My Guardian Leadership Style
President Obama had a selfless characteristic defined by how he had a ‘We’ and not an ‘I’ attitude, which helped pull people closer to his democratic style of leadership. Also, the selfless characteristic helped Obama to engage his audience with the mindset to grand them power. Therefore, people develop a feeling of being part of the leadership process (Day et al., 2019). Besides, Obama had a strong sense of communication. The characteristic played a critical role in the democratic style of leadership since democracy intensively involves communication. Notably, suggestion and guidance are paramount in democratic leadership, which heavily borrows the aspect of communication. Despite the communication flowing up and down, decisions from others are captured and implemented through the way they communicate (Marquis and Huston, 2017).
Delegate your assignment to our experts and they will do the rest.
Therefore, Obama’s selflessness and communication inform my perception. I would integrate communication into my guardian style of leadership. Usually, people should be granted an opportunity to express their concerns because communication allows feedback that consists of criticism that acts as an eye-opener to issues in leadership demanding for my attention. As a leader with the guardian style of leadership, I like coming up with schedules, routines, guidelines, and protocols. Therefore, proper lines of communication, and following through jobs till completion is what I love doing. I am dependable and a hard worker, reliable, and orderly. Like Obama’s democratic style of leadership, I would also like to be a democratic leader since I am selfless, visionary, and powerful.
Potential Effects of Democratic Leadership Style on Health Care Quality and Patient Outcomes
Democratic style of leadership in health care setups makes professionals feel valued. With democracy in hospitals, physicians and nurses are mandated to make their suggestions to the management. The consideration of their opinions in the process of leadership is likely to result in a positive attitude that is cultivated among employees. As a result, the normal delivery of services to patients is improved, and, hence, the growth of the facility (Allen, 2016). However, depending on the rate of feedback from the management, democratic leadership can be time-consuming. For instance, slow response to prompt issues tends to be delayed by a slow feedback process, which can cost the lives of patients in the hospital (Benoliela & Somecha, 2014). Furthermore, the distribution of opportunities may be limited to employees since only confident members of the group find a chance to give feedback.
References
Allen, G. P., Moore, W. M., Moser, L. R., Neill, K. K., Sambamoorthi, U., & Bell, H. S. (2016). The role of servant leadership and transformational leadership in academic pharmacy. American journal of pharmaceutical education, 80(7), 1-13.
Benoliela, P. & Somecha, A. (2014). The health and performance effects of participative leadership: Exploring the moderating role of the Big Five personality dimensions European Journal of Work and Organizational Psychology, 23 (2), 277-294. doi:10.1080/1359432X.2012.717689
Day, D. V., Fleenor, J. W., Atwater, L. E., Sturm, R. E., & McKee, R. A. (2014). Advances in leader and leadership development: A review of 25 years of research and theory. The leadership quarterly, 25(1), 63-82.
Jutel, O. (2016). Barack Obama, the new spirit of capitalism and the populist resistance. International Journal of Žižek Studies, 6(3).
Marquis, B., & Huston, C. (2017). Leadership roles and management functions in nursing (9th ed.). Philadelphia: Wolters Kluwer Health.
