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Leadership Style for Nursing Graduate

It sometimes gets very challenging to identify leadership style, especially for new graduates looking for their first job position after school. It is not easy to know the best leadership approach especially given an individual with no job experience. the majority of many interviewers lacks o identify leadership styles and only look for skills and experience. Many different leadership styles exist. These leadership styles include democratic, autocratic, transformational, laissez-fair, and servant leadership styles; every individual has a specific leadership style that suits them. As a new graduate, I would prefer to be a leader with the servant leadership style.Leadership as a nurse is a crucial aspect since leader nurses are important guides in a rapidly changing and growing profession. As the healthcare industry continues to expand, the roles of leaders have become essential in running all the activities inpatient care. Therefore nurses must have a leadership style that best suits them. I prefer the servant leadership style since it suits my style and strengths. Servant leaders are supportive, and they provide their team members with useful relationships, tools, and skills needed to perform tasks to the best of their ability. The leadership style fits my various strengths as a nurse. I hold various strengths, including empathy, communications skills, willingness to learn, respectfulness, open-mindedness, and critical thinking. Additionally, I have organizational skills, and I am assertive.

My working style is that I am open-minded. On most occasions, I am open to change and adjustments that are likely to occur in the line of duty. I would just spend one day at the hospital and learn many things, from how the doctors and nurses work to how the patients respond to meals and medication. It would make good use of my strengths. Being there as my supervisor works will enable me to learn new things, and being open-minded, I will be ready to change my perspective that was not correct on several issues. I would come to work knowing I am learning each day and keeping up with the pace of co-workers.

The NYS nurse practice Act governs all the engagements of nurses, patients and nurse leaders. Acting outside the Act would mean defiance, and this would call for punishment or, worse still, suspension and cancellation of one’s license. The leadership components of the registered nurses as provided in the Act include but are not limited to critical thinking, integrity, decision making, action and advocacy (Grossman, 2020). As a servant leader, my leader at work would have to think critically before making any decision because there is a presumption that whatever the leader does, the people being led will emulate it. The servant mode also ensures that the leader is full of integrity. Someone whose integrity is questionable is not good enough to lead because then, the pace would be that which lacks integrity standards. To sum this up, the servant theory complies with what the Nursing Act requires in a leader.

Servant style of leadership will enhance my inter-professional practice in several ways. The most significant of all, this style prepares me for even greater tasks ahead of me. In my profession, I will learn from what pace my leader would have set and how to communicate with my colleagues in dispensing duties; if we need to change shifts, we communicate beforehand. As a servant leader, I must learn how to deal with professionals from other fields because they would not have much knowledge in my field; I would offer them the best services, right from consultation to treatment. The last and most critical group will be the family and relatives of the patients and the patients themselves (Johnson, 2009). This group needs tender love and care. The servant leadership model will enable me to have the know-how of handling sad news in my line of duty as a nurse. This is to say; the servant leadership style will go a long way in shaping my inter-professional practice.


Aryonen, J. (2012). Change, Production and Employees. Leadership Models. Department of Psychology, Stockholm University.

Grossman, S. (2020).The new leadership challenge: Creating the future of nursing. FA Davis.

Johnson, L. (2009). Workplace bullying: Concerns for nurse leaders. JONA: The Journal of Nursing Administration 39 (2), 84-90.


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