Classmate 1
· What leadership style or styles do you currently see within your organization?
In my current place of employment, I would say the leadership team relates closely to the Laissez-faire type of leadership. Laissez-faire leadership in nursing is most often seen in new or inexperienced nurse leaders. Typically referred to as a “hands-off” approach, laissez-faire nursing leaders rarely provide direction or feedback to their team, but rather allow the team to function as they prefer, without strong supervision. These leaders are not thought of as strong decision makers
Although I’m not in a leadership role, in the future, I can see myself operating under a democratic, or as Lewin calls it, participative leadership style. I agree with Lewin that this is the most effective leadership style, especially for certain areas in the healthcare industry. Researchers suggest that good democratic leaders possess specific traits that include honesty, intelligence, courage, creativity, competence, and fairness (Kloshhal, G. 2016). Strong democratic leaders inspire trust and respect among followers. In some instances, I would probably use an authoritarian leadership style when it comes to making certain decisions, but my focus would be on the democratic style. For example, I would want to use the authoritarian style in an environment where adverse events and emergencies occur so time is of the essence, and I feel as though democratic leaders unable to make quick decisions independently and without input from the team might struggle to succeed.
The democratic leadership style would fit into my view in being a successful leader because I would love hearing and receiving feedback from my co-workers. I wouldn’t want my employees to feel like their voices are not being heard in the workplace. The democratic leadership style welcomes and encourages input and communication from the team when making decisions. Relationships are highly valued by this type of leader, and it’s important to them that their team feels comfortable and willing to voice concerns, opinions, and ideas. I had a former manager who believed in an “open door policy,” and we really loved that about her. We would talk to her about our personal issues as well, and although she was a busy lady, she made time to listen to us all. I think this made us feel like a unit and we enjoyed the positive work environment. It says a lot about a leader when you have nurses who had been working in that same unit, under the same manager, for 20 plus years.
Khoshhal KI, Guraya SY.
Leaders produce leaders and managers produce followers. A systematic review of the desired competencies and standard settings for physicians’ leadership Links to an external site.
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Saudi Med J. 2016;37(10):1061-7. doi:10.15537/smj.2016.10.15620
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CLASSMATE 2
1.
What Leadership Style or Styles Do You Currently See Within Your Organization?
My line of work is a lead at a call center for a university, and two (2) key leadership styles exist within the organization. First, our chief executive applies the leadership model, focusing on using digital tools and technology to manage teams. It typically entails using digital communication, decision-making, and collaboration to effectively enable leaders to manage teams (Hickman, 2016). For example, our chief executive implemented a digital platform for team members to collaborate on various issues in real-time, including instant messaging, video conferencing, and shared document capabilities. This phenomenon allows leads to effectively manage their teams remotely, facilitating immense efficiency in our work. Another leadership model present within our organization is the transformation leadership model. According to Hickman, leaders inspire and motivate followers to achieve goals and become a better version of themselves in this leadership model. For instance, we give team members autonomy and resources to solve problems and make decisions as leads. Additionally, we also provide coaching and mentoring services to team members, giving them the guidance and support necessary to develop their skills and careers.
2.
What Leadership Style Will Best Facilitate the Changes You Envision?
I envision two changes as a lead at the call center: to ensure team members use data analytics to enhance performance and customer experience. First, e-leadership allows teams to leverage technology to gather and assess data to identify opportunities for performance enhancement (Hickman, 2016). Therefore, I will use e-leadership to facilitate my envisioned change for data analytics to improve performance. On the other hand, transformational leadership focuses on inspiring and motivating team members to achieve their maximum capabilities (Hickman). As a result, I will use transformational leadership to motivate team members to be passionate about their work, making them feel valued and engaged, which is essential for improving customer experience. Therefore, I will use e-leadership for the data-analytics motive and transformational leadership for improving customer experience.
Reference
Hickman, G. R. (2016).
Leading organizations: Perspectives for a new era (3rd ed.). Sage Publications.
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