A large part of an organization’s success depends on the leadership and management of the institution, and the leadership itself has to be effective and should apply to every individual. There are four categories of effective leadership skills; organizational management, communication, strategy /analysis, and vision. All of the four have an interdependence facto, which means that the success of one leads to general competency, and the failure of one can cause failure to the whole system.
Vision is one of the skills needed for effective leadership, and it needs to be understood and managed well to fully benefit from it. Vision put into action gives rise to change and innovation that should not only benefit the institution but the personnel as well (David Goestch, 2014) . An institution has to be progressive, and this encourages the staff to do the same, and it is in understanding the type of change or innovation needed, that this factor can be successful. An example can be in the creation of a mentorship program for recent graduates or a leadership training initiative for those interested in leadership roles. Having such opportunities motivates the employees and encourages healthy competition.
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This type of innovation and change has been practiced in my organization and has been quite successful. Lewin’s change theory was applied where the three stages of unfreezing, moving, and freezing were applied (Huber, 2013) . The issue of giving more nurses leadership opportunities was identified, then the people who wanted to be part of this were selected through a democratic process, and lastly, they took on their roles. The management trusted them enough to allow them each to handle the small leadership roles available and as a result many employees are excited and want to be more involved too. Part of the process was that the system would be democratic which comes as a change from the previous authoritarian system. Whenever someone has a matter dealing with a client, instead of the responsibility of decision making lying on one person, the nurses are allowed to brainstorm the issue and come up with solutions beforehand and later present it to the management. This change has been able to identify each member’s strengths and weaknesses in nursing and activities are now allocated according to a person’s strength while still working on making themselves better.
References
David Goestch, S. D. (2014). Quality Management for Organizational Excellence (6th Edition ed.).
Huber, D. (2013). Leadership and Nursing Care Management (5th edition ed.). St. Louis, MO: Elseivier Saunders
