Transformational leadership leads individuals with a combination of organizational vision, influence, knowledge, and strong professional nursing practice to where they want the staff to be for the challenges of the future. The emphasis is not only on fixing problems or broken systems but on creating new ideas and advancement in health care for stabilization resulting in transformation within the organization . There may be turbulence during this phase requiring strong leadership and creative approaches to arising problems.
Two of the 14 Forces of Magnetism are represented in this component of the “Model for ANCC’s Magnet Recognition Program.”
Force #1: Quality of Nursing Leadership
"Knowledgeable, strong, risk-taking nurse leaders follow a well-articulated, strategic, and visionary philosophy in the day-to-day operations of the nursing services. Nursing leaders, at all levels of the organization, convey a strong sense of advocacy and support for the staff and for the patient. The results of quality leadership are evident in nursing practice at the patient’s side."
Force #3: Management Style
"Healthcare organization and nursing leaders create an environment supporting participation. Feedback is encouraged and valued and is incorporated from the staff at all levels of the organization. Nurses serving in leadership positions are visible, accessible, and committed to communicating effectively with staff."
Questions:
After reading the previous two forces consider your present employer and evaluate if these forces are active within your organization.
After reading the previous two forces consider your present employer and evaluate if these forces are active within your organization.
- Can you recall recently where an issue presented at your facility and the leadership within the organization formulated a solution not only taking care of the immediate problem but was visionary in their approach and solution?
- During the problem solving process were the staff ask to participate and contribute ideas toward the solution, were you able to participate, and how?
- Do you feel an open door policy in your facility to speak with your manager or other leaders in the chain of command?
2 comments:
My current supervisor and manager have an open door policy. It is a wonderful policy. I feel free to express my feelings of discontent. This allows employees to express their feeling which creates a better morale among the staff because instead of harboring these feeling they are allowed to vent. Personally, it just lifts burdens off my shoulders. They listen and act upon my recommendations which gives me a feeling of accomplishment and respect from my peers. To me the open door policy is an important aspect in bridging the gap between managment and the staff. Also, it allows staff to be creative in solving problems which aids the manager because he or she is getting numerous ideas on how to solve interdepartmental problems which they might not even be aware of.
Guy, it sounds like your supervisor/manager is a very effective leader. Empowering the employees improves morale, helps with team building and improves quality.
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