Leadership styles in nursing are a topic that has been widely discussed in recent years. This paper will summarize the major points of the article Leadership styles in nursing by Cope Vicki and Murray Melanie. The first section of the article is an overview of some of the most common leadership styles in nursing. These are subdivided into two, relational leadership and task-focused leadership styles. Under the first, there is transformational leadership, emotional intelligence leadership, resonant leadership, and participatory leadership. Task-focused leadership style is divided into transactional and autocratic, laissez-faire, and instrumental leadership. The authors then explain how each of these styles can be used to achieve different goals when managing a group or organization. For example, transformational leadership is often used to improve productivity and morale within an organization, whereas transactional leadership focuses on managing tasks efficiently and effectively. Laissez-faire leadership lets employees make decisions for themselves, while participative leadership involves giving employees more control over their work environment. The authors conclude by describing how each style can be combined with others to create more effective hybrids for achieving specific objectives within organizations.
The leadership styles in the article are based on the leadership styles of Servant, Visionary, and Coach. I agree with this style because it can help nurse leaders support their teams, set goals and expectations for their team members, and help them succeed. As a leader, it is important to provide support for your team members to feel comfortable asking questions or expressing any concerns they may have. When a nurse leader provides support, they can do things like listening to their concerns without judgment or criticism. This allows them to feel more comfortable expressing themselves in the future, which will help improve communication between all team members. It also allows them to learn from mistakes during patient care situations or other work-related tasks that could negatively impact others’ health outcomes if left unchanged by someone else’s actions.
Another thing nurse leaders should do is set goals and expectations for all team members so that everyone knows what needs to be done before starting any new projects. By setting these goals upfront together as a group, everyone will know exactly what needs to be done next after each one has been completed successfully. The article is also an extremely useful resource for nurses looking for ways to improve their leadership style. The authors describe some of the most common leadership styles and provide examples of how each can be used effectively in nursing practice. They also discuss the benefits and drawbacks of each style, which helps to ensure that nurses understand their options before deciding which one might work best in their particular situation.
It is important to know your goals to achieve success as a nurse leader. If you want to manage your staff more effectively but don’t want to give up your authority over them, then an autocratic style may be right for you. Alternatively, suppose you’d like more input from your team members when deciding how things should be done. It might make sense to adopt a participative approach instead or even mix and match different styles. It’s also important to understand why certain approaches are effective and how they can be implemented successfully within nursing practice without disrupting workflow or causing stress among colleagues who may have different views on how things should be done.
Reference
Cope, Vicki, and Melanie Murray. “Leadership Styles in Nursing.” Nursing Standard, vol. 31, no. 43, 2017, pp. 61–70, doi:10.7748/ns.2017.e10836.
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