Leadership in a nursing environment should encompass approaches that integrate staff needs with managerial strategies. This is essential in ensuring that staff are adequately motivated and challenged to perform their respective roles to the best of their abilities. Significantly, leadership should seek to inspire employees to realize and exceed the set objectives. It is my belief that a leadership style that motivates and inspires employees to achieve and exceed set goals characterizes the ideal philosophy in leadership.
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In order for leaders in healthcare to motivate and inspire employees, it is essential that those employees can be challenged to improve themselves. A leader should inspire change in attitudes and outlook on various jobs through influencing employees to increase their performance. In light of this, a leader in nursing environment should adopt a transformational leadership. Essentially, transformational leadership entails the motivation of employees to perform their respective tasks and roles to the best of their ability through influencing their attitudes and perceptions including facilitating a sense of direction (Rigolosi, 2013). A transformational leader in a nursing environment focuses attention on the people he/she works with. Therefore, the leaders motivate the way in which employees perceive available opportunities and integrate inclusion in making actionable plans (Libsekal, 2006).
The relationship that exists between leaders and employees is critical; as such, leaders strategies should center on the way they relate to other people in the work environment. Individual attributes such as the ability to motivate and inspire others or charismas are significantly essential in influencing motivation for the attainment of organizational vision, goals and objectives. The ideal nursing leader listens to others, places significant value on honesty, enthusiasm and strives to earn the trust of those he/she leads. As such, the establishment of personal relationships with employees is premised on transformational leadership style that integrates individual charisma and capacity to inspire others. Therefore, the ideal nurse leaders should place significant emphasis on transparency in their actions with the aim of promoting trust and optimal engagement between the leaders and others (Rigolosi, 2013).
Leaders should follow the motivational theory of leadership because it inspires shared vision; consequently leading people re-focuses their thinking. Thinking in new ways enables people to share their visions and plans for change that include existing practices; therefore, a leader invests time and effort in ensuring that teams and individual employees work towards the realization of a shared vision. This enables all employees to have equitable contribution towards furthering overall goals to ensure that all voices are heard.
Additionally, the motivational theory of leadership enables others to act with the aim of attaining common goals. Nurse leaders should ensure that some members of the staff do not feel disenfranchised; as such, they should implement capacity building initiatives before assigning new members of staff to their respective duties (Libsekal, 2006). The transformational leadership style is optimal in the creation of strategies for individual development within the health institution. Motivation strategies such as pay and performance incentives are significantly instrumental in ensuring that the leaders goals are realized within the stipulated time frame.
Issues such as employee frustration and burnout are among the contributors to low morale in most work environments. As such, the leader should have the time to listen to employees problems, identify issues that affect morale and performance while seeking solutions. It is essential to address employees issues as promptly as possible to avert a crisis, which may affect both employees and patients.
Though leaders are defined in various institutions, the concepts of leadership can be assumed by any individual. For instance, in my current position motivating others is essential, more so in the attainment of project goals that require the input of all participants. The adoption of leadership philosophy that focuses on the ability to motivate and inspire others is a critical attribute of any leader. I have applied this philosophy through ensuring that other team members are adequately motivated (Rigolosi, 2013). This is achieved through the identification of individual strengths that confidence is built upon and reinforcement of weaknesses.
Furthermore, through taking a keen interest in issues that impact individual performance and well-being, a leader can identify causes of various underlying problems. As a leader, I have found that listening to peoples problems leads to a comprehensive understanding of critical issues that influence attitude towards jobs, performance and productivity (Libsekal, 2006). Therefore, communicating with individuals, understating their issues, appreciating their contribution and offering varied incentives such as pay for performance gives a leader the opportunity to exercise leadership in defined work environments.
As a leader, I make it a point to interact with others with the aim of creating a cohesive working relationship that fosters unity of purpose. In addition, the development of healthy personal relationships between a leader and others enables issues to be identified immediately. Therefore, challenges in the work environment that may impact individual employee performance and relationship with others are addressed promptly. The concept of listening to others has the impact on making individuals feel valued and appreciated (Rigolosi, 2013).
Listening and affirming various problems and frustrations of individual employees characterizes an exemplification of encouragement on the part of the leader. The observation of these strategies has enabled me to emerge as a leader in a demanding environment through the use of informal power. Essentially, the leadership philosophy that integrates motivation, listening to others and challenging others to improve their capacities utilizes both formal and informal power. Formal power is utilized when leaders use motivational strategies at the workplace (Libsekal, 2006); meanwhile, informal power entails the listening to individual problems and issues that may impact individual performance in the work environment.
This leadership philosophy is based on the enforcement of critical values through a strategy that integrates positive power in the identification of optimal leadership styles. A focus on the positive power to influence change in attitudes and values in the work environment enables nursing leaders to be significantly successful. This is more so when issues that have the capacity to influence the nursing environment are eliminated while re-enforcing positive attributes.
The adopted leadership style in a nursing environment may influence the extent within which qualitative patient care services are provided. The choice of the appropriate leadership style should be premised on the nursing environment, defined needs, attitudes, values and nature of care provided. Effective leadership is essential in ensuring to provide patients with qualitative care while ensuring that employees are adequately motivated to perform their duties to the best of their abilities.