LEADERSHIP- STARTING FROM SQUARE ONE Deborah Gash, MS, RN, PHCNS-BC Director of Nursing, MCOHS.

LEADERSHIP-STARTING FROM SQUARE

ONE

Deborah Gash, MS, RN, PHCNS-BCDirector of Nursing, MCOHS

1. Think of leaders you have worked with.

-What were traits of ineffective leaders?

-What were traits of effective leaders?

Homework

2. Think about leaders that you have worked with and how their behaviors affected the working environment.

-What were traits/qualities that negatively impacted the work environment?

-What were traits/qualities that positively impacted the work environment?

Homework

commitment to excellence passion about their work clear vision and strategic focus trustworthiness respectfulness accessibility empathy and caring commitment to coaching and developing

their staff.

Key Leadership Qualities Followers Expect

Autocratic leaders

make decisions without consulting their team members

Leadership Styles

Democratic leaders

make the final decisions, but they include team members in the decision-making process.

Leadership Styles

Laissez-faire leaders

give their team members a lot of freedom in how they do their work, and how they set their deadlines

Leadership Styles

Assumption: workers are motivated by rewards and discipline.

Tasks are accomplished through a system of rewards and punishments.

No strategy, just smooth working leader has complete authority over the staff. Employees must comply and follow directives. Punishments include progressive discipline,

including termination.

Transactional leadership

Although the transactional style of leadership may lead to compliant workers who obey directives, it can thwart independent thinking and creativity in more skilled employees.

Transactional leadership

http://betterbusinesslearning.com/wp-content/uploads/public/What_is_Transformational_Leadership.wmv

Styles of leadership:

Assumption: leaders and followers help each other to advance to a higher level of morale and motivation.

Four Elements: Idealized Influence Inspirational Motivation Intellectual Stimulation Individual Consideration

Transformational Leadership

Idealized Influence

Sometimes called charisma, this reflects a leader's ability to inspire high standards and serve as a role model for outstanding professional practice.

Transformational Leadership

Inspirational Motivation

Refers to the leader's ability to communicate a vision others can understand and help develop.

Transformational Leadership

Intellectual Stimulation

This is provided by a leader who asks for and values staff input, challenges followers to develop creative and innovative solutions, and continually seeks ways to provide growth and development opportunities

Transformational Leadership

Individual Consideration

This concept refers to the leader's commitment to coaching and mentoring, as well as awareness of and concern for the individual needs of nursing staff.

Transformational Leadership

https://www.youtube.com/watch?v=sBkqiqfEnzE

Transformational Leadership

Evidence-based research suggests transformational leadership:

enhances nurse satisfaction

promotes a positive work environment

reduces staff turnover

Transformational Leadership

How do you get there????

Transformational Leadership

Vision is central to any transformational leader's goal for the reason that before anyone can follow a leader they need to have an idea of where they are going and why

Transformational Leadership

Framing is used by the transformational leader to provide followers with a game plan in highly-measureable terms for how they will accomplish their tasks, which will aid in the achievement of some organizational goal.

Transformational Leadership

Need:

Frequent Communication Trustworthiness Accountability for Assignments Support for Leadership Decisions

Transformational Leadership

Encouragement

Seeking Feedback From Followers1.      What should I keep doing as a

leader?2.      What should I do more of?3.      What should I do less of?4.      What should I stop doing?

Transformational Leadership

Goals: promoting teamwork among staff encouraging positive self-esteem motivating staff to function at a high

level of performance empowering staff to become more

involved in the development and implementation of policies and procedures

Transformational Leadership

Encourages the use of evidence-based practice and addressing the "why" and "how" of specific clinical actions

Transformational Leadership

Transformational leadership qualities promote a healthy environment for employees and staff, which will produce improved staff satisfaction, retention, and patient satisfaction.

Transformational Leadership

Nurse managers who are effective communicators routinely meet with nursing staff so that complaints, concerns, recommendations, or general comments may be discussed.

The nurse manager who communicates effectively allow staff members to voice their concerns and have respect for their employees by taking the time to carefully listen to them.

Transformational Leadership

Preceptorship and mentorship of others is a core value.

Requires vision, influence, clinical knowledge, and a strong expertise relating to professional nursing practice.

Transformational Leadership

SELF ASSESSMENT QUIZ: 

1.  I would never require a follower to do something that I would not do myself.

2.  My followers would say they know what I stand for.

3.  Inspiring others has always come easy to me.

4.  My followers would say that I am attentive to their needs and concerns.

Transformational Leadership

5.  My followers have told me that my enthusiasm and positive energy is infectious.

6.  Even though I could easily do a task myself, I delegate it to expand my followers skills.

7.  Team creativity and innovation are the keys to success.

8.  I encourage my followers to question their most basic way of thinking.

Transformational Leadership

Leadership is a journey of self-development. 

It is important to turn your areas of weakness around.

An even stronger test would be to ask members of your team how they would rate you on each of the eight statements.

Transformational Leadership

Small group work: 15 minutes

Presentations: 5 minutes.

Exercise

http://www.youtube.com/watch?v=T3Wu4P8CZxk

Consider desired outcomes and what must occur in order to achieve them.

Break down the work into its necessary functions and tasks.

Apply goals and standards to determine work priorities. For example, is the work driven by time, quality or

price?

Identify the work that needs to be done.

When examining an existing operation, look for work that no longer has the value it once did; change it or end it. Analyze the number of decision

layers, is there unnecessary bureaucracy?

Don’t worry about ‘the way it has always been’. Be willing to change.

Identify the work that needs to be done.

Clarify each individual’s responsibility and authority within the scope of their role. Ensure that expectations are clearly understood.

Make sure employees have someone to ‘answer to’, not only for accountability, but also for guidance and leadership.

Establish clear lines of communication, authority, and accountability.

Let the front line handle the details as long as progress is made toward goals. Clarify authorities and accountabilities if not.

Verify that the organizational structure supports effective communication.

Establish clear lines of communication, authority,

and accountability.

Express confidence in yourself and in the abilities of others.

Show an interest in the ideas of others.

Help others to find their ‘niche’-a role in which they are doing something they are passionate about.

Spread excitement and enthusiasm in others.

Demonstrate a passion for your job. ‘Rally the troops’ and be an eternal

optimist and cheerleader. Help others to understand how they

make a difference to their fellow employees, to the bottom line and to the customer experience.

Spread excitement and enthusiasm in others.

1. Beauty and the Beast: don’t force love; earn it

2. Aladdin: just be yourself

3. The Lion King: it’s your kingdom; if you don’t fight for it, who will?

LESSONS IN LEADERSHIP FROM DISNEY MOVIES

4. Toy Story: you’re not a space ranger… and that’s okay

5. Hercules: being a hero isn’t about celebrity; it’s about sacrifice

6. Mulan: being true to yourself is the greatest gift you can give to others

LESSONS IN LEADERSHIP FROM DISNEY MOVIES

7. Dinosaur: the strong are morally responsible for the weak

8. The Emperor’s New Groove: it’s not about you

9. Monsters Inc.: innovation powers your world

LESSONS IN LEADERSHIP FROM DISNEY MOVIES

10. Finding Nemo: nothing can stop you from finding what is most precious to you

11. The Incredibles: don’t let the mediocre silence your awesomeness

12. Tangled: to make your dreams come true,

you’ve got to leave your tower

LESSONS IN LEADERSHIP FROM DISNEY MOVIES

Research leadership information Create a work plan Implement small changes first….. Plan to make misteaks mistakes,

and learn from them Don’t do it in a silo! Work with your team and colleagues.

NOW WHAT?

“A leader is best when people barely know he exists, when his work is done, his aim fulfilled, they will say: we did it

ourselves.” Lao Tzu

What Followers Want in Their Nurse Leaders By Rose O. Sherman, EdD, RN, NEA-BC, FAAN, Am Nurs Today. 2012;7(9) 

http://www.mindtools.com/pages/article/newLDR_84.htm http://betterbusinesslearning.com/wp-content/uploads/publi

c/What_is_Transformational_Leadership.wmv Nursing Management:

September 2011 - Volume 42 - Issue 9 - p 44–50 Creating Magic , 10 Common Sense Leadership Strategies

from a Life at Disney by Lee Cockerell

Bibliography