Not all Leadership is About Changing or Challenging People's Vision of the Future
Leadership theories are shifting from the relationship age leadership to the industrial age leadership that had largely been in place prior to the 21st century. The industrial age leadership focused on traditional hierarchal management structures, competition and acquisition of skills, as well as the control. On the other hand, the relationship age leadership focuses majorly on ensuring good working relations between a leader and followers. Such relationships are based on discerning a common purpose, namely committing one-self to seeking information as opposed to wealth. It also aims at embracing corporate working relationships. These relationship centered leadership theories include: congruent leadership, servant leadership, emotional intelligence, human and social capital, and cultural bridging. This paper examines the significance of the appropriate clinical leadership theory to enable health providers to develop an insight on clinical leadership https://primedissertations.com/buy-case-brief/.
A clinical leader can be defined as a person, who has political expertise in the given area of practice and employs interpersonal skills so as to enable nurses as well as other healthcare providers ensure a quality patient care delivery. Transformational leadership extensively characterized the health sector and even other field before the 21st century. This leadership structure largely advocated for the establishment of the vision of a leader and adaptation of the change. However, in the health sector, many practitioners do believe that “not all leadership is about changing or challenging people’s vision of the future. There is a need for the leadership structure to go beyond transformational leadership models, and the congruent leadership theory is one that offers such transition. A good leadership is what makes people identify with the leader for what he or she is doing, rather than what he or she is yet supposed to implement.
In congruent leadership, clinical leaders work to see their actions match their values and beliefs. While developing effective leaders, it is essential that nursing achieves this without deviating from the core values as well as principles that guide the health sector. In essence, the foundation established by congruent leadership forms the basis, from which all good and effective leadership can spring. On the other side, transformational leaders may find themselves drifting from the position of power and influence to that of control as they attempt to achieve their visions and goals. Closely related to congruent leadership is the thought that leadership, in which followers identify with the leader for his or her innovative ideas, and the leader, on the other hand, demonstrates the confidence and commitment to promote such innovative ideas. In fact, in this form of leadership, an individual convinces or influences another to consider a way of looking at certain issues.
The emotional intelligence theory has also gained a substantial popularity and is defined by the capacity to obtain optimal results from relationships with fellow workers. It forms the foundation of high-performing relationships. Individual relationships, which give rise to a serene working climate, can shape the manner, in which employees as well as customers relate amongst themselves and to the organization. Only half of the equation necessary for a successful working environment is provided by the cognitive intelligence. Otherwise, the other half is a product of emotional intelligence. Emotional intelligence has five main components. They include a motivation, social skills, empathy, self awareness and regulation. Other than creating a good working place, emotional intelligence is also crucial in the conflict resolution as it allows leaders to be able to understand others.
Servant leadership is yet another theory that influenced the leadership thinking in the 21st century despite that it is an idea that was developed more than thirty years ago. Managers, who are servant leaders, prioritize serving others, such as employees, customers and even the community at large, as opposed to assuming a managerial position. Such a leader resorts to controlling his or her followers, while devoting themselves to empower followers, rather than the organization.
Effective leadership is essential in the health sector and, furthermore, in providing the guidance and solving complex problems that arise from the delivery of health care. The sector is currently facing a shortage in nurses and a good leadership structure ought to be put in place to ensure the available nurses are retained in practice in order to ensure a positive outcome in health care. The nursing profession is facing several other challenges. Apart from the shortage of personnel, the sector is characterized by a substantial amount of conflict and stress. This is caused by factors such as the inadequate pay, lack of fairness and appreciation, as well as increased workloads, more so with increase in critical patients. In addition, a poor relationship with coworkers is also likely to increase the conflict in the clinical environment. An effective leadership structure may diminish some of the challenges that are currently faced by the nursing sector. In fact, the relationship age leadership, which focuses on building relationships and empowering workers, can be critical for the health sector at this point in time.
The appropriate clinical leadership theories discussed in this paper were designed to enable health providers to develop an insight on clinical leadership. The relationship age leadership theories focus on balancing technical skills as well as competence skills with adaptive skills in order to influence followers and even encourage their abilities. They explain the leader-follower relationship complexity, in which a working environment is created that contributes towards the accomplishment of work and goals’ achievement. Congruent leadership ensures that leaders remain true to themselves and values that drive their profession to enable the leaders act accordingly. It forms the foundation, on which an effective leadership can be based. Emotional intelligence in leadership refers to the ability of a leader-manager to employ his or her emotions effectively in order to enhance a success amongst followers.
A clinical leader can be defined as a person, who has political expertise in the given area of practice and employs interpersonal skills so as to enable nurses as well as other healthcare providers ensure a quality patient care delivery. Transformational leadership extensively characterized the health sector and even other field before the 21st century. This leadership structure largely advocated for the establishment of the vision of a leader and adaptation of the change. However, in the health sector, many practitioners do believe that “not all leadership is about changing or challenging people’s vision of the future. There is a need for the leadership structure to go beyond transformational leadership models, and the congruent leadership theory is one that offers such transition. A good leadership is what makes people identify with the leader for what he or she is doing, rather than what he or she is yet supposed to implement.
In congruent leadership, clinical leaders work to see their actions match their values and beliefs. While developing effective leaders, it is essential that nursing achieves this without deviating from the core values as well as principles that guide the health sector. In essence, the foundation established by congruent leadership forms the basis, from which all good and effective leadership can spring. On the other side, transformational leaders may find themselves drifting from the position of power and influence to that of control as they attempt to achieve their visions and goals. Closely related to congruent leadership is the thought that leadership, in which followers identify with the leader for his or her innovative ideas, and the leader, on the other hand, demonstrates the confidence and commitment to promote such innovative ideas. In fact, in this form of leadership, an individual convinces or influences another to consider a way of looking at certain issues.
The emotional intelligence theory has also gained a substantial popularity and is defined by the capacity to obtain optimal results from relationships with fellow workers. It forms the foundation of high-performing relationships. Individual relationships, which give rise to a serene working climate, can shape the manner, in which employees as well as customers relate amongst themselves and to the organization. Only half of the equation necessary for a successful working environment is provided by the cognitive intelligence. Otherwise, the other half is a product of emotional intelligence. Emotional intelligence has five main components. They include a motivation, social skills, empathy, self awareness and regulation. Other than creating a good working place, emotional intelligence is also crucial in the conflict resolution as it allows leaders to be able to understand others.
Servant leadership is yet another theory that influenced the leadership thinking in the 21st century despite that it is an idea that was developed more than thirty years ago. Managers, who are servant leaders, prioritize serving others, such as employees, customers and even the community at large, as opposed to assuming a managerial position. Such a leader resorts to controlling his or her followers, while devoting themselves to empower followers, rather than the organization.
Effective leadership is essential in the health sector and, furthermore, in providing the guidance and solving complex problems that arise from the delivery of health care. The sector is currently facing a shortage in nurses and a good leadership structure ought to be put in place to ensure the available nurses are retained in practice in order to ensure a positive outcome in health care. The nursing profession is facing several other challenges. Apart from the shortage of personnel, the sector is characterized by a substantial amount of conflict and stress. This is caused by factors such as the inadequate pay, lack of fairness and appreciation, as well as increased workloads, more so with increase in critical patients. In addition, a poor relationship with coworkers is also likely to increase the conflict in the clinical environment. An effective leadership structure may diminish some of the challenges that are currently faced by the nursing sector. In fact, the relationship age leadership, which focuses on building relationships and empowering workers, can be critical for the health sector at this point in time.
The appropriate clinical leadership theories discussed in this paper were designed to enable health providers to develop an insight on clinical leadership. The relationship age leadership theories focus on balancing technical skills as well as competence skills with adaptive skills in order to influence followers and even encourage their abilities. They explain the leader-follower relationship complexity, in which a working environment is created that contributes towards the accomplishment of work and goals’ achievement. Congruent leadership ensures that leaders remain true to themselves and values that drive their profession to enable the leaders act accordingly. It forms the foundation, on which an effective leadership can be based. Emotional intelligence in leadership refers to the ability of a leader-manager to employ his or her emotions effectively in order to enhance a success amongst followers.
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