Leadership Style and Change Advocacy Statement
Barbre-Anne Wasdin
Chamberlain University
Leadership and Nursing Practice: Role Development
Dr. Wanda
... [Show More] Fletcher
October 19, 2020
Leadership Style and Change Advocacy Statement
I am Barbre-Anne Wasdin, and I am currently in the Nurse Executive MSN track at Chamberlain University. In this paper and during my presentation, I will highlight the personal leadership style I perceive myself representing and a change advocacy statement I have selected and the rationale. I will conclude with how the leadership style I chose can facilitate the change advocacy statement I have chosen. The purpose of why I selected this program is due to the reason that I want to advance my career in leadership and be adept at succeeding in management. Currently, I hold a charge nurse position in perioperative services. However, I look forward to advancing my career into becoming a manager, and perhaps even a director when my MSN program has reached completion.
Personal Leadership Style
According to the material I have examined throughout this course, the personal leadership style that I have become aware of that characterizes my leadership style is that of a transformational leader. Before this course, I did not recognize the different types of leadership styles that existed. I can associate what I have learned about a transformational leader to the leadership style I see myself adopting. Transformational leaders may provoke feelings of contentment and enthusiasm in their followers by assisting and supporting their desires and helping them cope with stressors, endorsing positive effects (Wang, Li, & Li, 2016). Transformational leaders utilize a visionary and creative style of leadership that encourages employees to make independent decisions and develop in their work. Transformational leaders are sympathetic to the needs of the employees who work for them and do all they can to encourage continuous development of themselves and others (El Toufaili, 2018). These are attributes I would like to possess to be an effective leader.
Change Advocacy Statement
The change advocacy I would implement in a leadership role would be to create a nonpunitive work environment. Generating a nonpunitive reporting work environment will not only lead to increased error reporting, but it can also help in discovering potential failures in broken processes. A culture of trust and respect was upheld by following principles of just culture, encouraging peer review, and addressing errors with a nonpunitive approach (Brewer, Quinn, & Bethel, 2020). Open and reliable communication between coworkers and leaders helps to deliver safe patient care. I desire to establish a blame-free work environment where employees can report errors or near misses without fear of being reprimanded or punished, have the reassurance of collaboration among coworkers, and discipline to pursue resolutions to patient safety issues.
Managing a patient safety culture change involves nursing leaders to aid as change agents, display openness to variations, and reward innovative and creative ideas. Blaming individual nurses for errors detracts from the patient safety goal of identifying systems needing improvement (Battard, 2017). Enhancing a culture of safety within the healthcare environment is a crucial element of averting or reducing errors and improving the total healthcare quality. Nurse leaders must entirely embrace the necessity of a healthy work environment, genuinely practice it, and engage staff in its attainment.
Conclusion
The transformational leadership style will influence my advocacy change process. This style of leadership will help facilitate my role to assist with a reduction in medical errors, promoting communication, improve patient and employee satisfaction, and present the staff with more freedom to be able to speak freely; everything is required for success. In writing this essay, I have acquired an adequate amount of information, enough to be capable of promoting the change I need, while respecting the opinions and thoughts of others and listen to what they must express. After all, they are the main ones on the floors, and they also see their patients more than anyone else. Therefore, they hear all their voiced concerns and suggestions. At the close of the day, it is not solely concerning patient care, but it also regards the employees' satisfaction as well.
References
Battard, J. (2017). Nonpunitive response to errors fosters a just culture. Nursing Management, 48(1), 53–55. https://doi.org/10.1097/01.numa.0000511184.95547.b3
Brewer, B., Quinn, M., & Bethel, C. (2020). What makes a medical-surgical unit excellent? MEDSURG Nursing, 29(3), 145–157. Retrieved from https://eds-a-ebscohost-com.chamberlainuniversity.idm.oclc.org/eds/pdfviewer/pdfviewer?vid=0&sid=7a60cb2d-ede3-4713-9b05-2f58d381b311%40sessionmgr4006
El Toufaili, B. (2018). The influence of subjective factors on the development of the transformational style of leadership. Review of International Comparative Management / Revista de Management Comparat International, 19(2), 124–135. https://doi-org.chamberlainuniversity.idm.oclc.org/10.24818/RMCI.2018.2.124
Wang, Z., Li, C., & Li, X. (2016). Resilience, leadership, and work engagement: The mediating role of positive affect. Social Indicators Research, 132(2), 699–708. https://doi.org/10.1007/s11205-016-1306-5 [Show Less]