Leaderships Styles In Nursing
Laissez-faire leadership is a style of leadership that is least effective. It results in poor performance and lack of involvement, motivation, direction, communication, trust and respect.
It’s characterized by the leader being hands-off in terms of day-to-day operations or management, so there’s no direct involvement at all with their employees. When you’re working under someone with this type of leadership style it can be hard to know what your objectives are because they won’t tell you what they are!
They also don’t give any guidance on how things should be done so there will be no clear expectations for you to follow which means that everything becomes unclear and confusing as well as causing some conflict amongst your peers who may have different ideas about how things should go down than yourself!
If this sounds like something familiar then don’t worry because there is hope! By learning more about yourself and others around us we can begin changing our own behaviors so that we become more effective leaders ourselves someday soon enough 🙂
Transformational leaders focus on the personal growth of followers. They use inspirational and motivational techniques to encourage followers to grow as individuals, pursuing their own goals and engaging in activities that help them become better people.
In addition to encouraging followers to grow as individuals, transformational leaders also emphasize vision and values. The leader must provide clear direction for the group in order for everyone to understand what success looks like and how they can get there together.
The transformational leader focuses on the human side of the organization by focusing on each person’s unique needs, strengths, weaknesses and potential. This helps create an environment where people feel valued for who they are rather than just what they do or produce for work purposes.
A good example is an executive director who uses a budgeting process as an opportunity not only to set priorities but also engage employees whose work will be affected by those priorities in discussions about where money should go under budget constraints (e.g., hiring new staff versus funding training).
Servant leaders are concerned with the needs of others. A servant leader is also a servant, and his or her leadership style is based on the needs of those they lead. Servant leaders seek to build relationships, focus on growth and development of others, grow their organizations, and serve their community.
Servant leadership involves having a heart for others as well as an eye for results; it has nothing to do with power or self-interest. It also means that you put people first rather than tasks or structures. Servants focus more on serving others than being served; they are most effective when they have mastered self-discipline so that they can focus on the needs of other people without worrying about themselves first.
Autocratic leadership is a style of leadership that is highly directive and involves the use of power and authority. The autocratic leader typically has clear objectives, sets goals, plans the work and assigns tasks to others. It is a style that is most effective in times of crisis when quick decisions need to be made and carried out immediately by everyone involved.
In order for autocratic leadership to be successful there needs to be clear communication between all parties involved so that objectives are set and expectations are met from all parties involved with an effective outcome at the end of each process or project. An example would be if you were managing an ER department when there’s been a mass casualty vehicle accident where multiple victims have arrived injured or critically ill due to extenuating circumstances such as gun shots etcetera this would require very quick thinking on your part about who gets treated first then second etcetera because we don’t want any patients waiting around too long before being seen by our doctors etcetera
Democratic leadership is a style of non-hierarchical leadership that involves the inclusion of followers in the decision-making process. Democratic leaders allow their followers to have a say in how things are done, and they listen to their ideas. This type of leadership encourages collaboration among team members, which results in better team performance than other styles of leadership because everyone contributes to the success or failure of the organization’s objectives.
Leadership styles can be divided into two main categories: task-oriented and people-oriented. There are a variety of leadership styles that fall within each category, but for the purpose of this blog post, I will focus on two specific types of leaders: strategic leaders and transactional leaders.
Strategic leadership is a leadership style that is focused on achieving goals and objectives. Strategic leaders are focused on the future and have the ability to see the big picture. They tend to think long term rather than short term; they are able to take risks without losing focus or becoming overwhelmed by their feelings about failure (or success).
Transactional leadership is a style that emphasizes relationships with followers in order to motivate them towards accomplishing organizational goals through actions and rewards. In other words, transactional leaders work with their subordinates in order to get things done as efficiently as possible by working out agreements between themselves based on what works best under certain circumstances (such as setting up rewards systems if certain tasks are completed).
Nursing leaders need to be able to utilize different leaderships styles based on the situation.
In nursing, the role of leadership is very important. Effective leadership can be used to motivate team members and solve problems, but it also helps leaders get things done. Leadership styles are important because different situations call for different ways of managing.
Leaders must be able to utilize a variety of leadership styles based on their specific situation and needs. For example, if there is a problem that needs solving in your department which requires quick action then you might want to take on more authoritative roles such as being directive or task-oriented. However if there are other matters requiring attention in your department that require more time or discussion then being participative would be better suited for this situation since this gives everyone involved more input into decisions made concerning them and their work environment