According to the foundations of nursing, my leadership style is a transformational leader. Transformational leadership (TL) is known to be essential to achieving Magnet® recognition, an internationally prestigious status for nursing care excellence. Moon et al. (2019), explains that since its inception in the 1980s, empirical studies have identified benefits of implementing the Magnet® Model involving improved patient care and nursing workforce outcomes. Transformational Leadership (TL) has been identified as one of the most effective leadership styles in health services. In TL, a leader mobilizes followers’ motivations toward an organizational vision by: empowering staff; challenging them beyond the status quo; and recognizing their individual needs and inspirations. This approach has resulted in positive organizational performance, such as improved nurse retention and care outcomes.
Another leadership style that I may consider to help during my project is a transactional leader. Transactional leadership is a rewards-and-punishment-based system that is designed to motivate employees to achieve results. It’s a strict system that follows a rigid, pre-defined process: If you achieve what is asked of you, then you are rewarded. If you don’t, then you are punished. This will help build buy in as employees will note a reward for adhering to the new changes. When comparing the two lets note that A person must establish, communicate, and inspire others to pursue a shared vision in order to be transformational leader. A transformational leader, according to idealized influence, must set an example. Physician leaders use their authority to establish a culture that encourages the pursuit of the ultimate goal, even during stressful times, by actively engaging in the desired behaviors. The recognition that each member of the team is a distinct individual with his or her own set of strengths, challenges, goals, and values is what transformational leaders rely on. Transformational pediatric leaders can increase the effectiveness of their teams by recognizing the individuality of their coworkers and then addressing and taking advantage of these differences by customizing motivational styles or role distributions. Physician leaders in teams that are more fluid and frequently change members may find this aspect of transformational leadership particularly daunting. Pediatric leaders may be able to focus more intently on individual consideration behaviors if they are aware of the difficulties associated with this aspect of teams. Intellectual stimulation is the final component of transformational leadership. On the other hand, transactional leadership is particularly useful when directing and motivating individuals to complete their clearly defined tasks with the fewest mistakes possible. providing resources in exchange for performance) are two examples of this. Social resources like praise and tangible resources like vacation time or bonuses are examples of resources. Transactional leadership focuses on motivating the team to maintain the status quo and to avoid backsliding, whereas transformational leadership focuses on motivating the team or unit to pursue a distant, shared vision while navigating uncertain waters.
Dawes, D. (2015). Leadership development – Test one – What is your leadership style? Foundation for Nursing Leadership.
Moon, S. E., Van Dam, P. J., & Kitsos, A. (2019). Measuring Transformational Leadership in Establishing Nursing Care Excellence. Healthcare (Basel, Switzerland), 7(4), 132. https://doi.org/10.3390/healthcare7040132
Richards A. (2020). Exploring the benefits and limitations of transactional leadership in healthcare. Nursing standard (Royal College of Nursing (Great Britain) : 1987), 35(12), 46–50. https://doi.org/10.7748/ns.2020.e11593