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Healthcare organizations are like any other business in that there are teams of people to be guided to meet the organization’s goals. Groups require leaders, and the leaders must lead effectively for successful outcomes. Unfortunately, not every unit manager or department head is good at leading necessarily.
Transformational leadership and high-performance
Nursing education includes learning how to think critically, problem-solving, and when and who to delegate tasks to ensure the most efficient work completion. Nurse managers benefit from honing those skills when leading a team. Nurse managers are in the complicated position of advocates for their team members and patients and representatives of higher management and the organization (Asiri et al., 2016). That said, nurse managers have a lot of responsibility, and it simply is not reasonable for any manager to expect to control and manage every detail of their unit. Being a good manager means being good at empowering others to step and lead (Asiri et al., 2016). When lower-level members of a team are empowered and given reasonable autonomy to perform their job functions without being under intense scrutiny, their achievements grow in connection to the organization, and the investment grows for that person. When an individual is investing in their work, they tend to have more commitment to it, connecting purpose to their roles as team members (Asiri et al., 2016). A healthcare organization with invested and committed team members is an organization with quality care outcomes (Asiri et al., 2016).
Leadership influence on the nursing workforce
The transformational leadership style is the preferred and most successful leadership style in the healthcare industry (Alloubani et al., 2019). Transformational leaders exhibit how much they value their team and everyone on the team by seeking team involvement in decision-making and recognizing each contribution (Fischer, 2016). The transformational team leader encourages personal growth for its team, showing interest in the people’s well-being on the team. Team members recognized and shown concern for as individuals are team members that feel cared for and part of the organization’s family. Team members will give back what they receive in quality work that results in improved patient outcomes and work-life satisfaction (Fischer, 2016).
References
Alloubani, A., Akhu-Zaheya, L., Abdelhafiz, I. M., & Almatari, M. (2019). Leadership styles’ influence on the quality of nursing care. International Journal of Health Care Quality Assurance, 32(6), 1022-1033. Retrieved from https://doi-org.ezp.waldenulibrary.org/10.1108/IJHCQA-06-2018-0138
Asiri, S. A., Rohrer, W. W., Al-Surimi, K., Da’ar, O. O., & Ahmed, A. (2016). The association of leadership styles and empowerment with nurses’ organizational commitment in an acute health care setting: a cross-sectional study. BMC Nursing, 15(38), n.d. Retrieved from https://doi.org/10.1186/s12912-016-0161-7
Fischer, S. A. (2016). Transformational leadership in nursing: a concept analysis. Journal of Advanced Nursing, 72(11), 2644-2653. Retrieved from https://doi.org/10.1111/jan.13049