Nursing is the primary force for the care and safety of patients in healthcare. Therefore, leadership in nursing is crucial in management, innovation, and adaptation to new situations in the care facility. As a nurse leader, my main concern is to deliver effective service to both the staff and the patients in the healthcare facility. My character and behavior should be appropriate and also sets a good example for the rest of the staff. Leadership styles in nursing greatly correlate with the quality of care and the success of the healthcare facility (Asamani, 2016). It is the primary element for well-coordinated healthcare provision for both the patients and the healthcare staff. Based on my traits and experiences, the participative leadership style is my leadership trait.
Having participative leadership styles, also known as democratic leadership, categorizes me as an inclusive leader. This leadership style enables me to involve the healthcare staff members before making a decision (Cummings et al., 2018). I am able to ask for their opinions and input in certain issues or strains that affect the progress of the care facility. Through this leadership, I am able to encourage open communication and discussion hence involving the healthcare staff solving problems. This leadership also encourages collaboration between the head department and the hospital staff hence leading to a successful orientation in the hospital. As a participative leader, I know my visions for the healthcare facility and the progress I want the healthcare staff to make. I am able to listen to their opinion without letting go of my decision-making authority. Despite the benefits of a participative leadership style, this style cannot be effective during emergency cases where immediate decisions have to be made.
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Transformational leadership theory is one of the leadership theories that align with my leadership style (Anderson & Sun, 2017). This theory primarily focuses on change. According to this theory, nurse leaders have to have great self-confidence, believe in the healthcare visions and goals, and also ensure the achievement of the set goals. To ensure the successful changes are made to meet the healthcare facility, the involvement of the staff members is necessary. Therefore, it aligns with the participative leadership style. Also, servant leadership theory aligns with the participative leadership style. Servant leadership theory focuses on valuing and developing staff members. It also involves participation and collaboration with the healthcare staff members, which leads to successful operation in healthcare (Anderson & Sun, 2017). Participative leadership style also focuses on the involvement of the staff members in decision making which makes the two similar.
Based on my leadership styles, working in the ER is the most suitable working environment for me. Emergency rooms always receive patients in critical conditions making the ER highly stressful and fast-paced. To solve problems faced in the ER department, involving the staff in decision making is necessary to ensure that that all the needs are attended to before facing there day to day emergency cases. Therefore, as the head nurse working in the ER, the previously stated leadership style will be applied in managing this department (Lorber et al., 2018). Coordination, analytical skills, and excellent organization skills are the key actions needed to demonstrate successful leadership in the ER department. Coordination will ensure the facilitation and delivery of quality nursing and management of the ER department. Analytical skills enable the head nurse to grasp a situation quickly and analyze it. It also helps the head nurse to determine which nurses he can place to care for the patient. Finally, excellent organization skills help the head nurse to arrange and structure the nursing unit duties and activities, ensure adequate medications are readily available, manage the nursing rotation calendar, and ensures resources are distributed effectively. Arrangement of all these requires excellent organizational skills.
References
Anderson, M. H., & Sun, P. Y. (2017). Reviewing leadership styles: Overlaps and the need for a new ‘full‐range’ theory. International Journal of Management Reviews , 19 (1), 76-96.
Asamani, A. (2016). Leadership styles in nursing management: implications for staff outcomes. Journal of Health Sciences , 6 (1).
Cummings, G. G., Tate, K., Lee, S., Wong, C. A., Paananen, T., Micaroni, S. P., & Chatterjee, G. E. (2018). Leadership styles and outcome patterns for the nursing workforce and work environment: A systematic review. International Journal of Nursing Studies , 85 , 19-60.
Lorber, M., Treven, S., & Mumel, D. (2018). Leaders' behavior in association with job satisfaction and organizational commitment. In Social Issues in the Workplace: Breakthroughs in Research and Practice (pp. 602-624). IGI Global.
