In this assignment, I chose three leaders to interview, namely; Connie Sevier who is the RN case manager for home care, Shona Trullinger who is RN BSN, Administrator/Director of Home care, and Tammy Stapp- VP of Clinical Practices for Hospice and Home Care
Preferred leadership style and how that style has helped them achieve success
Among the three leaders, Connie Sevier really preferred transformational leadership. According to Connie, the leadership style helps her in achieving success by enhancing change in the clients and the social systems involved in the processes of providing care. The aforesaid leadership style relies on the establishment of valuable and positive change within the organization to equip those who follow the manager in lower ranks to become future professional leaders. Ideally, this kind of leadership greatly motivates employees, gives them the required morale and improves the employees’ performance based on various mechanisms.
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Connie advises that transformational leadership gives the other employees a sense of identity that in turn promotes the collective achievement of the organizational goals. Additionally, transformational leadership facilitates the achievement of success since it makes the manager act as a role model to the subordinates (Anonymous, n.d). Hence, the followers will be able to take responsibility in their work as well as understanding the strengths and weaknesses involved in the organizational management process. Finally, this leadership style equips leaders with the insights that align them with jobs aimed at optimizing their organization’s performance.
Therefore, the achievement of success is dependent on how the leader recognizes the necessary change and creates a vision that will ensure that the change takes place through inspirational approaches coupled with commitment (Anonymous, n.d). However, success is dependent on the core elements of the transformational leadership. So, the leader argues that individualized consideration makes one to effectively attend to other leaders’ needs as the boss tends to mentor the subordinates. This can be achieved through continued support with clear communications that aid in solving arising problems. Again, the intellectual stimulation is a core element of transformational leadership that allows the leader to take risks by challenging employees’ assumptions; and eventually promote creativity through development of independent thinking skills (Anonymous, n.d). This promotes organizational success since the organization perceives unexpected circumstances as opportunities, making them learn from their mistakes.
Also, transformational leadership promotes success through inspirational motivation that aims at inspiring the top manager’s followers to communicate with tact and optimism when discussing the desired goals to be achieved (Allen, Moore, Moser, Neill, Sambamoorthi & Bell, 2016). Finally, idealized influence is a crucial element of the transformational leadership preferred by most managers. According to Connie, this element involves the acts of adhering to the ethical requirements of the health care through respect, trust and pride.
However, Shona Trullinger preferred task-oriented leadership style, which is greatly linked to organizational productivity (Anonymous, n.d). Tammy Stapp, however, preferred relationship-oriented leadership style. The unique feature about the two leadership styles relies on their ability to promote the quality of care provided to patients in home care (Havig, Skogstad, Kjekshus & Romøren, 2011). From the foregoing, good relationships amongst employees have been associated with good environmental conditions in home care as well as maintenance of patient safety. In simple terms, relationship-oriented leadership style promotes quality care as well as safety reflected in the increased morality, equity and effectiveness in care (Sfantou, Laliotis, Patelarou, Sifaki- Pistolla, Matalliotakis & Patelarou, 2017).
According to Tammy, the chosen leadership style ensures that the top leader motivates supports and develops teams closely linked with meaningful relationships that optimize staff performance. Therefore, the employees will always be willing and eager to work as a team due to the better relationships among them; hence, the effectiveness in the leadership structure. Shona, on the other hand, really preferred task-oriented leadership style. She argues that the style promotes the setting of organizational goals for both employers and employees to ensure provision of quality care in home care. As a result, the other leaders are able to understand their roles and the expectations of the managers with respect to the achievement of the organizational objectives.
Why I chose each individual leader
I chose Tammy because of the higher levels of emotional intelligence she is endowed with. Ideally, this trait makes him empathize with other staff members by understanding their perspectives in the decision making processes. However, I actually chose Connie because she leads by example depending on the nature of her preferred leadership style. Actually, she inspired her individual subordinate leaders by the encouraging them to change for the better, a strategy that greatly promoted the organizational culture towards the realization of its goals. Finally, I was impressed by her followers’ abilities to perform better than the organizational expectations based on their visions. The reason for choosing Shona was her ability to clarify tasks precisely to make the diverse organizational groups have a clear understanding of their roles. Hence, she really managed to provide quality care in home care based on the higher levels of productivity and continued clients’ commitment to her organization.
Identify, compare, and contrast their styles and note any examples of servant or transformational leadership
Briefly, task-oriented leadership mainly accentuates on work facilitation as compared to relationship-oriented one that emphasizes on interaction facilitation. Again, the latter puts focus on employees’ relationships, motivation and their well-being while the former focuses on employees’ roles and assigned tasks (Tabernero, Chambel, Curral & Arana, 2009). Again, task-oriented leadership majorly prioritizes desired results while transformational leadership depends on the organizational productivity in the long run. This is why team success is a good example of servant transformational; leadership in the workplace (Allen, et al., 2016).
Identify missed opportunities or questions you wish you had asked during the interviews
I wish I could have asked the interviewees on how to improve in case one is a leader who solely depends on relationship oriented style of leadership.
References
Allen, G., Moore, W., Moser, L., Neill, K., Sambamoorthi, U. & Bell, H. (2016). The Role of Servant Leadership and Transformational Leadership in Academic Pharmacy. Am J Pharm Educv .80(7). Retrieved 17/4/2018 from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5066916/
Anonymous (n.d). Chapter 10. Task Oriented Leadership. Retrieved 17/4/2018 from http://courses.aiu.edu/Certificate/Human%20Resources%20and%20MKT/Leadership%20and%20Direction/Leccion%2010/Sesion10%20LEADERSHIP%20(MA207).pdf
Anonymous (n.d). Transformational leadership. Web. Retrieved on 17/4/2018 from https://www.langston.edu/sites/default/files/basic-content-files/TransformationalLeadership.pdf
Havig, A., Skogstad, A., Kjekshus, L. & Romøren, T. (2011). Leadership, staffing and quality of care in nursing homes. BMC Health Serv Resv , 11. Retrieved 17/4/2018 from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3295728/
Sfantou, D., Laliotis, A., Patelarou, A., Sifaki- Pistolla, D., Matalliotakis, M. & Patelarou, E. (2017). Importance of Leadership Style towards Quality of Care Measures in Healthcare Settings: A Systematic Review. MDPI, Base. Retrieved on 17/4/2018 from file:///C:/Users/Nicholas/Downloads/healthcare-05-00073.pdf
Tabernero, C., Chambel, M., Curral, L. & Arana, J. (2009). The role of task-oriented versus relationship-oriented leadership on normative contract and group performance. Social Behavior and Personality, 37(10), 1391-1404. Society for Personality Research (Inc.). Retrieved 17/4/2018 from https://pdfs.semanticscholar.org/49d1/2a85b96039fff75442ef9b9ca6f0487f23fd.pdf
