According to Yoder-Wise (2015), a leader can be defined as, “an individual who works with others to develop a clear vision of the preferred future and to make that vision happen” (p 35). As employees, we often have our own ideal of a good leader, which may be influenced by experiences and perception of workplace norms. While one’s opinion of an effective leader may vary, there are several recognized leadership theories. The following will focus on the transformational leadership approach.
Leadership Theory The transformational leadership theory was deemed an appealing based on individual beliefs regarding employee-leader relationships. With a focus on communication and motivation, transformational leaders promote positive change within
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This can be accomplished when a leader promotes autonomy within the workplace while encouraging staff to feel empowered to provide effective patient care. We know patients and consumers often have a similar mentality in terms of expectations. For instance, a delay in scheduled surgical times often creates additional turmoil for patients already experiencing a variety of stressors. Unfortunately, we cannot always prevent delays; however, we can empower our staff to demonstrate empathy and apologize for the delay. The subsequent practice involves being a change agent; the leader is active in initiating change as well as following it through (Yoder-Wise, 2015). Most people are familiar with the phrase practice what you preach. For example, if a new strategy is implemented with input from the team, then it is important the leader follow the same guidelines set forth; a group will likely lose respect for the position of the leader otherwise. Lastly, a transformational leader encourages the heart of their followers by touching the senses. This may be obtained by simply treating people as such. Yes, we are employees first. However, it is important we remember people have a need to feel appreciated, valued, and respected. Being courteous is a simplistic method of accomplishing this task.
Appling Transformational
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Unfortunately, leadership development is often lacking in globally diverse settings (Buckner, Anderson, Garzon, Hafsteinsdóttir, Lai & Roshan, 2014). Nonetheless, the influx is upon the healthcare community, and we must do better as leaders and as nurses. As nursing professionals, we must provide care utilizing a multi-cultural approach. Workings in a rural town located in the Midwest, an influx of migrant workers has created challenges for the healthcare team related to language barriers. Faced with changes, the transformational leadership approach remains an appropriate method; however, may require slight modifications to incorporate the needs of the patients in additional to that of the team. In this case, a leader may meet with staff and focus on creating new visions to address the influx of the immigrant population. The adjustment should come in the form of assisting staff to utilize the same key principles of the transformational leadership approach with their patients (i.e. empowerment, encouragement,
The concept of transformational leadership relies on appropriate leadership approaches for mission success. AFDD 1-1 describes three leadership competencies: person, people/team, organization Effective leaders (tactical level) need to build face-to-face and interpersonal relationships that directly influence behavior and values. Effective leaders (operational level) need to build team dynamics for small groups and squadrons. Effective leaders (strategic level) need to build strategy and provide direction in a broad spectrum.
In this paper, I will inform you about issues in globalization, power, followership and cultural change in the perspective of a health leader. I will identify three major health issues that are global but has the potential to affect the United States health care system. I will describe these global health issues influence health leaders. I will relate global leadership with transformational leadership. I will illuminate three elements of cultural and diversity within health care organizations. You will find a table of cultural attributes to be made aware of. I will categorize the differences in global leadership according to power, technology, and knowledge management and will explain two leadership approaches for implementing change.
In healthcare it is very important to have strong leaders, especially in the nursing profession. A nurse leader typically uses several styles of leadership depending on the situation presented; this is known as situational leadership. It is important that the professional nurse choose the right style of leadership for any given situation to ensure their employees are performing at their highest potential. Depending on which leadership style a nurse leader uses, it can affect staff retention and the morale of the employees as well as nurse job satisfaction (Azaare & Gross, 2011.) “Nursing leaders have the responsibility to create and maintain a work environment which not only promotes positive patient outcomes but also positively influences teams and individual nurses” (Malloy & Penprase, 2010.) Let’s explore two different leadership styles and discuss how they can enhance or diminish the nursing process.
The ever changing health care field call for leaders that are dynamic, and innovative and incorporate critical thinking to match the demands of the health care industry. A successful nurse leader would be the one that is open to new ideas from others by way of research findings to simple ways to execute a task in the clinical arena. The doctorally prepared nurses are the future leaders of nursing and as such their education (DNP curriculum) should gear towards preparing these future leaders to be transformational leaders. Transformational Leadership was originally developed by Burns who describes it as “... a process whereby leaders and followers raise one another to higher levels of morality and motivation” (Karen Drenkard, 2012). These leaders
In this time of transition and uncertainty, research suggests that transformational leadership is highly effective (Straight, 2006). Leadership research has drifted from emphasis on the competence of leaders to “manage change” to the ability to “transform” organizations. Transformational leaders have attributes and behaviors needed to successfully motivate and empower employees. According to Bernard Bass (1990), transformational leadership occurs when a leader transforms, or changes, his or her followers in three important ways that together result in followers trusting the leader, performing behaviors that contribute to the achievement of organizational goals, and being motivated to perform at a high level. Transformational leaders can achieve greater performance by stimulating innovative ways of thinking and transforming follower’s beliefs and aspirations. Maxwell (Maxwell, 2007) articulates that most of the time, influence is more important than formal power or authority. I agree with him. Influence is very important in organizational and co...
In closing, as the healthcare climate consistently changes across the United States, it is imperative that registered nurses understand the demand for superior knowledge and lifelong commitment to nursing. As nursing theory and practice expand, our role as leaders is to place a high priority on our commitment to educate and guide nurses, thus improving the lives of their patients through the support of transformational leadership. The Institute of Medicine’s recent report, The Future of Nursing – Leading Change, Advancing Health, specifically calls for nurses to advance and embrace leadership roles on all levels and fronts – from collaborative improvement to positive identification of areas facing challenges within the healthcare setting.
To be successful in business will require much more than just dedication and creativity, you’ll also need the right product and service in order to meet the demand customers are looking for in the completive market. Your organization needs to be able to adapt and willing to change to achieve the needs and wants of market. This will only happen if you and the people around you are good leaders. In the book “Leadership Transformed” it offers some of the basic fundamental strategy and framework using metaphors to describe steps of leadership transformation and the path to become exordanary leader in the 21 first century. This book helps shaping leadership by providing evidence, research data and experience for young upcoming leaders. This is a great book for people who are looking to improve their leadership skill, and improve the outcome of their business venture.
Transformational leadership is one of the most popular leadership styles. According to Kendrick (2011), “Transformational leadership involves four factors: 1. idealized influence, 2. inspirational motivation, 3. intellectual stimulation, and 4. individual consideration.” These four factors make transformational leadership have an impact on followers. The goal of transformational leadership is to cause a positive change in individuals, help motivate them, and develop a leader within each individual.
Certainly, an army would not be able to battle in the war without a commander who in charges of the whole strategy. Correspondingly, any organisations cannot function without leaders. Leader is the most substantial element of successful organizations. Becoming outstanding leaders, leadership skill is vital in order to drive the organizations forward. Several leadership principles are extensively used these days. Burns (1978) identified two types of leadership comprise of transactional and transformational leadership. Hence, leaders should be capable to indicate which theory should be applied in accordance with organization’s culture and objectives. This essay aims to evaluate the resemblances and the differences between transactional and transformational leadership as well as the feasibility to utilize a mixture of them by giving the definitions and examples followed by the supporting researches and studies.
leaders influence the internal environment of an organization Decisions of leaders of an organization have a direct impact on the business culture, practices, strategies and products. Change is inevitable, and every organization must anticipate transformation in the internal and external environment (Becky Malby, 2007). This can be accomplished by strategic planning. While there are several approaches to leadership to help in planning for change, there is no particular plan that organization managers should pursue. These methods- autocratic, democratic, and participative- work differently in distinct groups and varying situations.
A transformational leader focuses on the development of their followers (Saxena, 2014). This type of leader aims to make the employee’s behavior congruent with the organization’s values (Saxena, 2014). Additionally, this type of leadership style requires the involvement of managers to assist in managing the delegation of tasks to the employees. Transformational leaders as change agents are beneficial because they encourage followers (i.e. followers) to embrace the organization’s vision to become part of the overall organization’s environment and work culture (Shankar & Sayeed, 2012). Transformational leadership style empowers employees through persuasion and empathic understanding (Shankar & Sayeed, 2012) to introduce new and controversial ideas.
This result in a difficult situation to train people in this approach, as most of the people will find complicated to adopt this quality. Since transformational leadership is a combination of several leadership models, it is more complicated to understand the concept and teach. In a transformational leadership, the leader is considered as an unrealistic star and the leader include in the business process along with his followers. This creates a problem in viewing the leadership in a quality standpoint. The third provided by Avolio (1999) is that, the transformational leadership is discriminatory and autocratic.
Leslie Haynes discussed how we can be an “inspirational leader” or a “transformational leader”. She discussed how we need to move from “I can do it”, “We can do it”, to “You can do it”. She talked about moving from an authoritarian type of leadership to a servant type leadership and how she learned that she needed to get out of the way and let others take responsibility. As discussed, “ Servant and transformational leadership have attributes that provide guidance and inspiration.” p. 1. She discussed how leaders own the “whys”, but workers should own the “hows”. She introduced a 4 for component model of leadership with overlapping sectors of the inner/outer self and the intellectual/emotional resulting in 4 basic components: think,
Previous experimental research and Meta-analyses have indicated that transformational leadership has a positive effect on individual performance and organizational outcomes (Howell & Hall-Merenda 1999). Numerous studies have reported positive relationships between transformational leadership and outcomes at the individual level and organizational levels (Avolio 1999 and Kirkpatrick & Locke 1996). Most recently, many observed studies have reported that transformational leadership has a positive impact on follower performance and firm outcomes (Avolio 2003 Jung & Sosik 2002 MacKenzie 2000 and Walumbwa
Transformational leadership is the process by which a leader engages with others and creates a connection that raises the level of motivation and morality in both the leader and the follower towards the greater good (Northouse, 2010, p. 172). Transformational leaders are different than managers, which as Burns claims are the differences are in characteristics and behaviors. Burns also established two concepts transforming leadership and transactional leadership. The transformational leader elevates followers to make the whole work environment more successful and have everyone be successful, while transactional leaders are focused only on the accomplishments of tasks. Transformational leadership is a way of life, and there is