Introduction
If leaders focus on the nine dimensions of the leadership of leadership behaviour, they are likely to create a productive work environment for their teams, consequently helping their organizations achieve their goals. The nine include: establishing a clear vision, providing support, developing followers, encouraging innovation, fostering productive culture, managing change, empowering others, building relationships, and modelling ethical behaviour (Akanji et al., 2019; Imam et al., 2020; Miles & Scott, 2019; Shafique et al., 2019). One of the theories commonly used to identify leadership developmental goals by managers is the transformational leadership theory (Çop et al., 2020; Yavuz, 2020). Transformational leaders usually focus on inspiring and motivating their followers to achieve their full potential and work towards a shared vision set by their organization (Budur, 2020; O’Reilly & Chatman, 2020; Siangchokyoo et al., 2019). Based on transformational leadership theory, the three developmental goals relevant to the nine dimensions can help leaders to be more effective in their roles (Görgens-Ekermans & Roux, 2021)). The three key goals are: enveloping and communicating a clear vision effectively, creating a positive and supportive work environment, and empowering and inspiring followers.
Background of Management Theories Relevant to Nursing Practice
Leadership and management theories have a long history and have helped leaders in different fields, including healthcare, make effective decisions. Some leadership theories, such as transformational leadership under review, have positively impacted the healthcare industry, such as improving patient outcomes and employee satisfaction (Budir, 2020; O’Reilly & Chatman, 2020). This is due to transformational leaders inspiring and motivating their followers to achieve their full potential and work towards a shared vision (Lai et al., 2020). These leaders are also known for creating a positive and supportive work environment where employees feel valued and empowered, thus creating a better state for the hospitals. Transformational leadership theory is used with other leadership and management theories, such as Total Quality Management (TQM). This theory of quality controls emphasizes continuous improvement of the healthcare system and has relevance to the health and nursing practice since it leads to improved patient outcomes, increased efficiency, and reduced costs (Bouranta et al., 2019; Dicuonzo et al., 2022; Usak et al., 2019; Zaid et al., 2020). Leadership and management theories have even more impacts on the healthcare system as the profession requires good communication skills, conflict resolution, and ethical decision-making.
How I Identified Management Developmental Needs
I identified developmental management needs by first doing a self-assessment and identifying my internal drivers, including my strengths as well as my weaknesses. One of the strengths I identified about myself is strong emotional control and not shouting at my colleagues easily. As narrated in appendix C, when an assistant of mine refused to help out a patient, I was frustrated but held my tongue and did not should at him as most supervisors would have done. This strength is good since it helps prevent conflicts but could also be a shortcoming since the assistant could easily keep the bad behaviour. Leaders and nurses who possess similar traits like be should self-reflect and decide how they can ensure they avoid conflicts with their colleagues while still ensuring mistakes are corrected. An excerpt from a personal journal on 25th February 2023 where I recorded, ” At the time, I felt very anxious about handling the situation and wanted to consult my instructor ” see appendix C. This excerpt shows that during times of difficulty, medical professionals need guidance from their supervisors.
I also identified managerial developmental needs by using external drivers such as healthcare policies, technological advancements and the competitive landscape. For instance, instance in appendix C I was faced with a patient who needed care, but despite lacking confidence, it was my role as a professional bided by roles to provide assistance. External drivers could also have been used when I dealt with the assistant who was not willing to perform his role. I as a leader was capable of taking legal action against the colleague and having them sued for negligence and lack of competence in work. However, as I have reflected, I was not able to conduct my mandate as a leader in the required manner.
Critical Application of Leadership Developmental Goals
To Develop a Clear Vision and Communicate it Effectively
One of the goals that would help leaders become more effective in developing a clear vision and communicating it effectively. If the leaders formulate an appealing and compelling vision for the organizations and follow it, they will likely witness positive progress (Alsharif et al., 2021). For them to achieve this developmental goal, the leaders must be willing to think strategically over a long time (Dirani et al., 2020; Hai et al., 2021). Leaders should conduct a Strength, Weakness, Opportunities, and Threat (SWOT) analysis to find matters affecting their institutions internally and externally. Once a proper strategic analysis has been conducted, the leaders should effectively communicate their findings to the rest of the organization. The managers must ensure that verbal and non-verbal communication strategies are utilized appropriately to ensure that all workers know what is expected of them by the organization.
To Create a Positive and Supportive Work Environment
Transformational leaders could also drive positive change by creating a positive and supportive work environment. The achievement of the aforementioned goal requires leaders to be emotionally intelligent to manage their subordinates’ emotions. Leaders should always aim to remain empathetic and supportive towards their followers and create a safe and inclusive work environment (Dinh et al., 2021). In addition, leaders should set an achievable goal of providing coaching and mentoring to their followers to help them develop their skills and reach their full potential. Good coaching and mentoring should entail providing feedback, recognition, and support to their followers (Ellinger & Ellinger, 2020; Leclerc et al., 2020). Creating a supportive work environment also requires leaders to aim to set systems that manage and control conflicts within and even externally.
To Empower and Inspire Followers
The third goal that transformational leaders have to aim for is empowering and inspiring followers to take ownership of their work and achieve their full potential. To achieve this target, leaders should delegate tasks and responsibilities to their workers based on their skills and capabilities. This delegation would boost trust and confidence among workers and encourage them to take ownership of their work. Inspiring the workers also needed the leaders to target innovation and risk-taking among their workers (Alblooshi et al., 2020; Johnson & Lambert, 2020). This goal can be achieved by providing opportunities for experimentation, learning from failure, and rewarding the workers for creativity and innovation. Finally, leaders need to target personal growth among their followers. To achieve these goals, leaders need to ensure that the areas where the workers seek to align with their skills and passions. This encouragement of workers can be achieved through training, development, and career advancement to help the workers achieve their various goals.
Critical Evaluation of my Progress
The first way I can assess my progress as a nursing leader is by considering the goals I set for myself when I started the profession and the new objectives I have set as time has progressed. One of the goals was to inspire change, and through my confident approach to things, I can now inspire patients and colleagues. I have also been able to maintain my strengths, such as avoiding conflicts, while reducing my weaknesses, such as reducing fears and trepidations about approaching new people and situations. When I reflected upon my state of mind when I faced the anxiety disorder patient, I saw that I had been able to build my courage since the event happened (see appendix B). As a nursing leader, I can also evaluate my progress by considering the impact I have made as a professional. First, I have helped the organizations I have worked for to reduce patient wait time by ensuring that all nursing is willing to serve. This benefit is enjoyed by both the medical institutions and patients who now get timely and appropriate care. However, I have also had a negative process in some areas, including reduced empathy towards the assistant workers.
Conclusion
The three key roles of transformational leadership are developing a clear vision and communicating it effectively, creating a positive and supportive work environment, and empowering and inspiring followers. Transformational leadership theory emphasizes the importance of leaders developing specific skills to inspire and empower their followers, create a supportive work environment, and communicate a clear vision. If leaders set goals and focus on achieving them, their organization will witness improved effectiveness and higher organizational performance. As a nursing leader, I have incorporated these transformational leadership principles in my work and witnessed positive outcomes.
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