NURS 6053 Assignment: Interprofessional Organizational and Systems Leadership
NURS 6053 Assignment: Interprofessional Organizational and Systems Leadership
There are two main leadership theories that are often applied in nursing: transformational leadership and emotional intelligence. Transformational leadership is a theory that focuses on inspiring employees to surpass their normal levels of performance in order to achieve desired outcomes. This type of leadership is often attributed to being able to inspire change and motivate others to think beyond their individual goals. Emotional intelligence, or EQ, is the ability to be aware and understand emotions, both your own and those of others. It also includes the ability to manage emotions effectively, which can be beneficial when working with people who may be upset or distressed. Emotionally intelligent leaders are better able to handle difficult conversations and manage conflict effectively. The purpose of this discussion is to reflect on the emotional intelligence and transformational leadership behaviors in healthcare.
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There are many leadership traits and skills that can be effective for nurses in a healthcare setting. However, two of the most important ones that I have observed to be successful are transformational leadership and emotional intelligence. Transformational leadership is defined as a style of management in which leaders inspire and motivate employees to achieve greater levels of performance (Alwali & Alwali, 2022). This type of leader is typically very enthusiastic and has the ability to vision and articulate a shared goal for the team. They are also able to create a climate of trust and respect, which allows employees to feel comfortable taking risks and trying new things. In addition, transformational leaders are often approachable and accessible, making them easy to communicate with. While working as a junior clinical nurse at Cleveland Clinic, a non-profit academic medical center, my nurse leader was a great example of a transformational leader who inspired the nursing team towards changing healthcare delivery processes. She always seemed to be thinking two steps ahead, and she was always looking for ways to improve efficiency and effectiveness in our care delivery. She was also very effective at communicating her vision and getting buy-in from the team. Thanks to her leadership, we were able to successfully implement a new care delivery model that improved patient outcomes and reduced costs.
Emotional intelligence is a critical component of effective leadership in nursing. Nurses need to be able to not only understand their own emotions and reactions, but also those of the people they are leading (Jambawo, 2018). Strong emotional intelligence allows nurses to be more effective communicators, better problem solvers, and more supportive leaders. Additionally, research has shown that nurses with high emotional intelligence are more likely to provide compassionate care to their patients. As a nurse leader, I have observed countless examples of emotional intelligence in healthcare. Emotional intelligence is essential in healthcare, as it allows leaders to effectively connect with and care for their patients and team members (Fosuaa & Junior, 2021). One specific example that comes to mind is when I was working with a patient who was experiencing a great deal of pain. The patient was clearly struggling, and so I approached the situation with empathy and compassion. I explained the situation to the patient calmly and directly, letting them know that we were going to do everything we could to help ease their pain. This simple act of showing empathy made such a difference in the way the patient responded to treatments and ultimately made their experience much more positive.
Many healthcare professionals observe emotional intelligence leadership from their nurse leaders. One example of this is when a nurse leader is able to effectively communicate with patients and staff. This type of communication can help create a positive work environment and patient care experience. Additionally, emotionally intelligent nurse leaders are often able to understand the needs of their patients and staff, which helps them provide better care. Overall, these observations suggest that emotional intelligence leadership can play an important role in healthcare settings.
The two leadership behaviors, transformational leadership and emotional intelligence, made delivery of healthcare services more enjoyable. Besides, they made delivery of quality services easier for all the staff members (Pekaar et al., 2018). There is a strong link between emotional intelligence and transformational leadership and the effective delivery of healthcare services. Emotional intelligence contributes to the development of a positive organizational culture, while transformational leadership inspires and motivates employees to achieve high performance standards. As a result, patients receive better care and experience improved outcomes.
In conclusion, Leaders in the healthcare system are often transformational leaders. They have a clear vision for the future and can inspire others to buy into that vision. They also have strong emotional intelligence. They are able to read and respond to the emotions of others, which allows them to build strong relationships and get things done through collaboration. These two traits and skills are essential for success in any leadership role. Leaders with high emotional intelligence and transformational leadership skills are better equipped to provide effective healthcare delivery services. These leaders are able to create a positive work environment, motivate their team members, and drive change. They also have the ability to empathize with patients and understand their needs. This leads to more effective and compassionate care for patients.
References
Alwali, J., & Alwali, W. (2022). The relationship between emotional intelligence, transformational leadership, and performance: a test of the mediating role of job satisfaction. Leadership & Organization Development Journal, (ahead-of-print). https://doi.org/10.1108/LODJ-10-2021-0486
Fosuaa, A. M., & Junior, A. I. A. (2021). The Effect Of Transformational Leadership Style On Employee Commitment: The Moderating Role Of Leader’S Emotional Intelligence. Social Values & Society (SVS), 3(1), 15-28. https://web.archive.org/web/20220205132755id_/https://socvsoc.com/archive1/1svs2021/1svs2021-15-28.pdf
Jambawo, S. (2018). Transformational leadership and ethical leadership: their significance in the mental healthcare system. British Journal of Nursing, 27(17), 998-1001. https://doi.org/10.12968/bjon.2018.27.17.998
Pekaar, K. A., Bakker, A. B., van der Linden, D., & Born, M. P. (2018). Self-and other-focused emotional intelligence: Development and validation of the Rotterdam Emotional Intelligence Scale (REIS). Personality and Individual Differences, 120, 222-233. https://doi.org/10.1016/j.paid.2017.08.045
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However, your own observation and experiences may suggest these theories are not always so easily found in practice. Not that the potential isn’t there; current evidence suggests that leadership factors such as emotional intelligence and transformational leadership behaviors, for example, can be highly effective for leading nurses and organizations.
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Yet, how well are these theories put to practice? In this Discussion, you will examine formal leadership theories. You will compare these theories to behaviors you have observed firsthand and discuss their effectiveness in impacting your organization.
To Prepare:
Review the Resources and examine the leadership theories and behaviors introduced.
Identify two to three scholarly resources, in addition to this Module’s readings, that evaluate the impact of leadership behaviors in creating healthy work environments.
Reflect on the leadership behaviors presented in the three resources that you selected for review.
By Day 3 of Week 4
Post two key insights you had from the scholarly resources you selected. Describe a leader whom you have seen use such behaviors and skills, or a situation where you have seen these behaviors and skills used in practice. Be specific and provide examples. Then, explain to what extent these skills were effective and how their practice impacted the workplace.
By Day 6 of Week 4
Respond to at least two of your colleagues on two different days by explaining how the leadership skills they described may impact your organization or your personal leadership, or by identifying challenges you see in applying the skills described.
Submission and Grading Information
Grading Criteria
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