What Every Leader Needs to Know, Coursework Example

Introduction

The United States faces critical challenges in its efforts to be effective in achieving successful nurse leadership, given the burden that the healthcare system currently faces. This process requires nurse leaders to be insightful, creative, and openly communicative regarding issues of importance that have a direct impact on the practice environment. Nurses appointed to leadership positions must take an active interest in issues that influence direct care and treatment, in addition to technology-based and financial resources that influence the environment on a continuous basis. It is important for nurse leaders to demonstrate key leadership skills and characteristics in their work at all times and to utilize existing leadership theories in a manner that is consistent with the core values of nursing practice. Promoting success in the nursing profession requires a long-term commitment to growth and excellence from all nurses, and this requires leaders to adhere to specific protocols and objectives that will have a positive impact on patient outcomes and on nurses in their careers. The following discussion will address nursing leadership and theory in greater detail and will emphasize the importance of developing strategies that will have a positive impact on the healthcare field and the future direction of nursing practice.

Analysis

Nurse leaders must demonstrate responsibility and accountability for their actions, while also attempting to maintain a delicate balance between the needs of the healthcare system and those of patients. Therefore, they must work in a transformative capacity to meet these objectives throughout their careers.  Bass and Avolio established transformative leadership theory as a means of influencing organizations through activities that transform nursing practice to go beyond current expectations (Wong, Cummings, & Ducharme, 2013). This strategy enables nurse leaders to recognize the value of creating a work environment that supports change and flexibility as needed to improve quality of care and to support advanced nursing practice objectives as they emerge (Wong et.al, 2013).

Achieving optimal flexibility in the workplace requires nurses to be effective communicators of their vision and to recognize when change is necessary in order to accomplish specific objectives to improve the practice setting (Rolfe, 2011). This may include new challenges and opportunities that are presented to nurses from widespread changes in the healthcare system, such as reform practices and technology-based solutions to promote the efficient delivery of care (Rolfe, 2011). In this capacity, nurses must demonstrate a high degree of flexibility and understanding of how to promote change in the nursing unit as necessary (Rolfe, 2011). In addition, nurse leaders must be apprised of changes within the healthcare system and how they impact nurses and their daily routine in order to minimize the difficulties that might occur in this context so as not to disrupt patient care quality and efficiency in the process (Rolfe, 2011).

Nurse leaders in a transformative role must also demonstrate authenticity in this role and provide a means of promoting empowerment among team members so that the practice setting is positively influenced by leadership behaviors (Wong & Laschinger, 2013). Nursing leadership behavior, therefore, must be genuine and must emphasize the importance of empowering nurses to perform to the best of their ability and to develop creative solutions to existing problems that occur throughout the practice setting (Wong & Laschinger, 2013). Nurse leaders must set a strong example for excellence that supports the growth of staff nurses and enables them to take steps to advance their training, skills, and knowledge to move ahead in their careers through communication and excellent patient care at all times (Wong & Laschinger, 2013). When nurses are empowered to perform to the best of their ability, they, as well as their patients, will reap the benefits of achieving nursing practice objectives of the highest possible quality and level of focus (Wong & Laschinger, 2013).

Nurse leaders must also demonstrate an authentic approach to their roles because this reflects an opportunity to promote enthusiasm and encouragement for nurses who struggle in the field throughout their careers (Bamford, Wong, & Laschinger, 2013). From this perspective, it is important to identify specific challenges that nurses must face as they aim to be effective providers of high quality care and treatment, while also balancing changes in the field that impact the practice environment (Bamford et.al, 2013). This strategy enables nurses to learn from experience and from the example of nurse leaders to share their insights regarding the practice setting in a positive and meaningful way (Bamford et.al, 2013). From this perspective, nurses must be able to capitalize on a number of strategies that will improve their daily responsibilities through authenticity in these roles and in supporting an environment that embraces change and progress (Bamford et.al, 2013).

Conclusion

Nurse leaders face many obstacles in modern healthcare settings; therefore, they must be able to demonstrate a high level of transformative characteristics in these roles in order to encourage other nurses to adapt to change in an effective manner. This includes the recognition of authenticity and other factors in supporting nurses and in expanding the knowledge that is required to improve the practice setting and patient care quality on a regular basis. Nurse leaders must be empowering figures and provide nurses with the tools and resources that are necessary to support their practice agendas without succumbing to a loss of productivity or other factors that could inhibit growth with the practice environment.

References

Bamford, M., Wong, C. A., & Laschinger, H. (2013). The influence of authentic leadership and areas of work life on work engagement of registered nurses. Journal of nursing management, 21(3), 529-540.

Rolfe, P. (2011). Transformational Leadership Theory; What Every Leader Needs to Know. Nurse Leader, 9(2), 54-57.

Wong, C. A., Cummings, G. G., & Ducharme, L. (2013). The relationship between nursing leadership and patient outcomes: a systematic review update.Journal of nursing management, 21(5), 709-724.

Wong, C. A., & Laschinger, H. K. (2013). Authentic leadership, performance, and job satisfaction: the mediating role of empowerment. Journal of advanced nursing, 69(4), 947-959.