Leadership PDF

THINGS ONE SHOULD KNOW ABOUT LEADERSHIP Know to love because of the number and diversity of LEADERSHIP people she/he serves. The action of leading a group of people or an...

THINGS ONE SHOULD KNOW ABOUT LEADERSHIP Know to love because of the number and diversity of LEADERSHIP people she/he serves. The action of leading a group of people or an Constantly learn since the practice of nursing is a organization. continually evolving process. Is a social influence or a person’s ability to move other people to act. Enthusiastic and Energetic It is initiating and guiding and the result is change. Must be both be able and willing to work hard. Should bring both enthusiasm and proficiency to the Leadership is… assigned task.  “….the privilege to have the responsibility to direct the Someone’s positive energy brings to work can be actions of others at varying levels of authority and with infectious. accountability to both successful and failed endeavors” A truly professional nurse is one who is able to (Roberts, 1989) temporarily set aside own concerns and problems and ill  “….the process of influencing the activities of an feelings while at work. organized group in its effort toward goal setting and goal As a leader, one who always reserves a smile for all achievement” (Stogdill, 1974) patients no matter what him/her problems.  “….A means of persuasion and example by which an individual induces a group to take action in accord with a Assertive and achiever purpose common to everyone” (Gardner, 1993) As a leader, a nurse should always know the reason for  “....A vital ingredient which transforms a mere crowd into doing things. functional and useful organization. It can be taught and She should know not only what things should be done that it is a transferable skill” (Adair, 1983) but also why things must done.  “…leadership is really about leading PEOPLE. Being assertive: Leadership is the ability to listen, translate, decide and – To express one’s feelings motivate others. The lack of leadership is often more – To choose how one will act apparent in hospitals... And health care organizations – To speak up for one’s rights when it is because we’re not trained to recognized true leadership.” - appropriate Chen, 2007 – To enhance one’s self-esteem, to help oneself  “Nursing leadership is defined as the process where the develop confidence nurse influence one or more persons to achieve specific – To disagree when one thinks it is important goals in the provision of nursing care of one or more – To carry out pans for modifying one’s behavior patients. It is a multidimensional process.” -Gardner and asking others to change their offensive behavior Who leaders are There is always a choice to make in everything that one – Values, motives, and personal traits does. What leaders know One’s emotions provide the power and expression of – Knowledge, skills and abilities feelings. What leaders do Those who choose not to make a conscious choice – Behaviors, habits, styles and competencies oftentimes lose control of their feelings and emotions. One should be cautious though of the fine line that CHARACTERISTICS OF LEADERS separates assertiveness from aggressiveness or even ✓ Leaders often do not have delegated authority but obtain violence. their power through other means, such as influence. ✓ Leaders have a wider variety of roles than do managers. Dedicated and desirous ✓ Leaders may or may not be part of the formal As a leader, a nurse should develop the heart for the organizations. profession. ✓ Leaders focus on groups process, information gathering, Must be committed to what he/she is doing. feedback, and empowering others. Must have the desire to pursue higher learning to ✓ Leader emphasize interpersonal relationships. continually grow professionally ✓ Leaders direct willing followers. ✓ Leaders have goals that may or may not reflect those of Efficient and effective the organization. As a leader, a nurse should be able to do the right things  The concept of nursing leadership can be best characterized and to do the things right. using the word “LEADER” as an acronym for the following While it is difficult to avoid mistakes, she should traits and actions: minimize it and learn the lessons arising from those Lead, love, learn mistakes. Enthusiastic, energetic Assertive, achiever Responsible and Respectful Dedicated, desirous As a leader, the responsibility is directed to patient. Efficient, effective Holds accountable and answerable for the mistakes that Responsible respectful might commit in the course of providing care to the Lead, Love, Learn patient. Always with people. Remembers the maxim that before he/she can point a Must act as the leader of a team when her/his skills and finger to other people, his/her four fingers are pointing at experience level call for it. him/her.  Blames no one if things do not go on their way Effective follower As a leader, takes into consideration the views and – Are self-leaders and do not require close supervision. desires of others and incorporates it into the decision. – They recognize that to be an effective leader, one Respecting another person means considering the other needs good follower. person’s thoughts, opinions and desires in planning and – Leaders cannot exist without good followers. decision making. The leader does not necessarily agree or disagree with EFFECTIVE FOLLOWERS 4 ESSENTIAL QUALITIES these thought and opinions on a matter but considers 1. Self-management - to think for oneself and to work well them. without close supervision. 2. Commitment - committed beyond themselves DIMENSION OF LEADERSHIP 3. Competence and focus - should build competence and focus their efforts for maximum impact 4. Courage - establish themselves as independent, critical Leader Follower Situation thinkers and will fight for what they believe is right. ELEMENTS OF LEADERSHIP  Leadership is initiated by the leader whose followers do as  Vision the leader directs but the two respond to a situation that faces  Influence them.  Power “The only test of leadership is that somebody follows”  Authority, responsibility and accountability - Robert Greenleaf Greenleaf who coined the term ‘servant leadership’ ❑ VISION acknowledges that the cultivation of leadership should be Provides direction to the influence process. encouraged. It is the essence of leadership, it is essential for The servant leader is servant first. It begins with the organizational effectiveness and success. natural feeling that one wants to serve, to serve first. It is used as a major leadership tool in enlisting its A nurse can only know that she is leading when there are members towards the defined objective, and focused on people who follow her lead. their constructive role of the organization within its  Followership environment. A good follower leads herself by assuming responsibilities A vision for effectiveness, should: thus influencing her own performance. → Appear as a simple, yet vibrant, image in the Effective followers are: mind of the leader, – Active → Describe a future state, credible and preferable – Responsible to the present state, – Autonomous in their behavior → Acts as a bridge between the current state and a – Critical in their thinking without being insubordinate future optimum state, or disrespectful → Appear desirable enough to energize followers For leadership to occur, leaders must communicate the Types Of Followers vision to their followers in such a way that the follower Alienated adopt the vision as their own. – Are independent and critical yet passive in their behavior resulting in psychological and emotional Three critical components involved in making that vision distance with their leaders. work: – They are potentially disruptive and a threat to the 1. The leader or the head of the organization health of the organization. 2. The members of the organization or staff – Sheep 3. The environment in which they function or the – Are dependent and uncritical. community – They simply do as they are told by their leaders. ❑ INFLUENCE The ability to obtain followers, compliance, or request. Yes People An attempt by an individual to change behavior of – Dependent or uncritical, but very active in their others behavior. – They uncritically reinforce the thinking and ideas of POWER TRIANGLE their leaders with enthusiasm, never questioning or  Communication challenging the leader’s ideas or proposals – But, they are the most dangerous to a leader because the art of influencing people, communication holds they are most likely to give false positive reaction and utmost importance. give no warning of potential pitfalls. power is transmitted through the way the leader communicates to her followers Survivors communication may be good or bad depending on – Are the least disruptive and lowest-risk followers. whether the message was received or not. – They perpetually sample the wind.  Recognition – Their motto is “Better safe than sorry” a leader’s good deeds are recognized by the group.  it is the group that vest power on the leader because of time off, desired gifts, promotions or increase in pay or what they perceive to be her significant contribution to responsibility. the well-being of the group. – This power is obvious but also ineffective if abused. Coercive Power KINDS OF INFLUENCE – Is based on the leader’s ability to punish subordinates for Assertiveness non-compliance with his directives. – Where one sends direct message to other and is able to – The ability to withhold rewards or even create an stand up for her own rights without violating those of untenable working situations for such subordinates. others. – Tends to be most obvious but least effective form of Ingratiation power as it builds resentment and resistance within the – An individual makes another feel important or good targets of coercive power. before making a request. The person acts humbly or is Expert Power friendly before making a request. – Is derived from special abilities or skills unique to the Rationality leader. – Involves convincing someone of the merits of a detailed – It is the ability to influence others through possession of plan, which is equally supported by information, knowledge or skills that are useful to them. reasoning logic. Information Power Blocking – Is derived from being well-informed and up-to-date. – Is a hostile form of influence where an individual – It is through information power that nurses are able to achieves the goal of influencing another person either persuade others. with the threat of or the actual act of cutting from – While people with expert power are perceived by their communication or interaction the other person intended image of expertise to show credibility, those who possess to be influenced. information power does not have a strict need to” look Coalition the art of a professional”. – is a collective form of influence where a person gets – They keep up to date with new research and debates several co-workers to “back her up” when making a confidently and persuades well because of the request. information they possess. Sanction Referent Power – Is a form of influenced hinged on the promise of – Is based on relationships and connections. punishment in the case of non-cooperation and reward in – It is also called networking. case of cooperation. – The ability of individuals to attract others and build Exchange loyalty. – Involves offering a favor or a personal sacrifice as an – It is based on the charisma and interpersonal skills of the incentive for the performance of the request. power holder. Upward appeal – Involves obtaining support from a higher-up to push Two forms: someone into action.  It can be based on certain attractiveness or appeal of one person to another - Church Leader ❑ POWER  It may be based on a person’s connection or relationship The ability to efficiently and effectively exercise with another powerful individual - Political Connections authority and control The ability to impose the will of one person or group to ❑ Authority, Responsibility And Accountability bring about certain behaviors in other groups or person.  AUTHORITY Represents the right to expect or secure compliance; it  Power is Influence is backed by legitimacy. Capacity of “A” to influence the behavior of “B” so that Is the right to decide and command. “B” does things he/she would not otherwise do. A’s right to influence ‘B’s is not borne out of her Let us examine the relationship between the nurse-manager of an position, she does not really have the right which means elderly nursing home and her subordinate. that no right is implied in the concept of power. “B” is As the nurse manager, she has the authority or the right not a puppet. She merely recognizes the influence that to request that the nursing staff does two rounds nightly “A” ha over her. to prevent injuries from bed falls. On the other hand the nurse manager would not have the SOURCES OF POWER right to request that a nursing staff wash her car or buy Legitimate Power her a cup of coffee. – Is bestowed upon a leader by a given position in the However, the nursing staff may agree to the nurse- hierarchy of an organization. manager’s requests that are ordinarily outside the scope – Most obvious and most important kind of power of a nurse’s duties and responsibilities. Reward Power Why would a nurse agree to do the requests? – Is derived from the manager’s ability to give rewards to It is possible that the staff nurse responds to the power her subordinates for compliance with her orders or that the nurse-manager has over her, the nurse-manager request. is able to exert her influence over her behavior. – It refers to the degree to which the individual somehow There is absolutely nothing wrong with this except when compensate her subordinates through means as benefits, the power is abused.  “ Power has the potential to control the behavior of others 3. Team Authority while authority has the potential to exert control through Is granted to committees or work teams involved in the legitimacy of a managerial position.” - anonymous an organization’s daily operation. Work teams are groups of operating employees who FORMS OF AUTHORITY shared a common vision, goals and objectives. 1. Line Authority They are empowered to plan and organized their Direct supervisory from superior to subordinate own work and perform that work with a minimum Authority flows in a direct chain of command from the supervision. top of the company to the bottom. Responsibility The chain of command is strictly followed. – is the corresponding obligation and There is unity of command within the chain that cannot accountability answers for all actions done. be broken otherwise there will be chaos in the – The obligation to do the assigned task. organization Accountability – When someone is responsible for something, she is liable or accountable to a superior for the outcome. – Answering for the result of one’s actions or omissions. TYPES OF LEADER Formal Leader – Is appointed elected or designated, deliberately chosen by the administration and given the authority to act. – He holds a formal position that has been determined as needed in the organization. Informal Leader Chain Of Command – Does not have the official sanction to direct the – is an unbroken line of reporting relationships that activities of others. extends through the entire organization. – He is chosen by his group itself as in social group, – The line defines the chain of command and the formal church group because of age, seniority, special decision-making structure. competence or personality. – It helps the employee know to whom they are accountable, and whom to go to with problem. BEHAVIOR OF LEADERS Unity Of Command Passive or Non-Assertive Behavior – Within the chain states that each person in an A passive or non-assertive leader fees self-pity and organization should take orders from and reports to is lacking self-worth, acts apologetically, is easily only one person. dominated by others and speaks hesitantly softly – This help prevent conflicting demands being placed refusing to look at others when taking. on employee by more than one superior. Has self-denial issues, inhibited, puts herself down Span Of Control as norm. – Refers to the number of employees that should be Allows others to choose and does not achieve placed under the direction of one leader-manager. desired goals. Aggressive Behavior 2. Staff Authority Talks loudly on every subject. Is more limited authority to advise. She often depreciates other’s remarks and has shown It is authority that is based on expertise and which insensitivity to the feelings of other people. usually involves advising line managers. She disregards other people’s right and the Staff members are advised and counselors who aid line aggressive behavior is characterized by her departments in making decisions but do not have the propensity to point a finger and says “YOU” authority to make final decision. frequently. Staff supervisors help line departments decide what to do Oftentimes enhance their selves at the expense of and how to do it. others. They coordinate and provide technical assistance or They dictate the actions of others and achieve advice to al advisors, such as accounting, human desired goals by hurting others. resources information technology, research, advertising Assertive Behavior and legal service. The midway of passive and aggressive. Expresses opinions and beliefs without infringing on or belittling the right or belief of others. They refuse to be dominated or manipulated. They strive to enhance self and other. They are also quite expressive. They naturally feel good about their self. STYLES OF LEADERSHIP Many employees lie the trust they receive and respond  Autocratic Leadership Style with cooperation team spirit, and high morale. The classical approach Less control is maintained. The nurse leader-manager retains as much power Others are directed through suggestions and guidance. and decision-making authority as possible. Communication flows up and down. Does not consult other nurses or co-employees, nor Emphasis is on “we” rather than “I” and “you” are they allowed to give any input in decision- Criticism is constructive making. The nurses are expected to obey orders without Typically the democratic leader: receiving any explanations. → Develops plan to help employees evaluate their own The nursing staff is motivated by rewards and performance. punishment. → Allows employees to establish goals. They rely on threats and punishment to influence → Encourages employees to grow on the job and be others. promoted. They do not trust employees. → Recognizes and encourages achievement. Strong control is maintained over the work group. → Shares the problem solving and decision-making to Others are directed with commands. the staff. Communication flows downward. → Encourages team building and participation. Decision making does not involve others.  Laissez- Faire Leadership Style Emphasis is on the difference in status (“I” and Also known as the “hands-off” style. “you”) There is a little or no direction from the leader and the Criticism is punitive nursing staff has as much freedom as possible. All authority or power is given to the employees and they Productivity is usually high, but creativity, self- must determine goals, make decision and resolve motivation and autonomy are reduced. problems on their own. Is permissive, with little or no control Yet, autocratic leadership is not all bad. Motivates by support when requested by the groups or - In an emergency care set-up, autocratic leadership can be individuals. the best style. Places emphasis o the group - In the emergency room, a new and untrained nurse can Does not criticize. benefit from an autocratic leader. She will be told which tasks to perform or which procedures to follow. The This is effective style to use when: leader will provide detailed orders and instruction. There is limited time in which to make a decision. There are → Employee are highly skilled, experienced and always a lot of things to do in so little time. educated, - Thus, a nurse will respond well to this leadership style → Employees have pride on their work and the drive to under this circumstance. do it successfully on their own, → Outside experts, such as consultants or staff  Bureaucratic Leadership Style specialists are being used, The nurse leader-manager manages “by the book”. → Employees are trustworthy and experienced. Everything must be done according to procedure or policy. Is really more of a police officer than a leader. Enforces rules. This style can be effective when: → Routine tasks are performed, → Certain standards or procedures are to be understood, → Employees are working with dangerous or delicate equipment that requires a definite set of procedures to operate, → Safety or security is being conducted, → Employees are performing tasks that require handling cash.  Democratic Leadership Style Also called the participative style as it encourages employees to be part of the decision-making. The nurses are well-informed about everything that affects their work. They share in the decision-making and problem solving responsibilities.