Leadership and Management Flashcards
What is Leadership?
The art of establishing direction and influencing and motivating others to achieve their maximum potential to accomplish tasks, objectives or projects
What is the Role of a Leader
o Establishing Direction
Creating a shared vision
Identifying issues requiring change
Set strategies
Implement evidence-based practices
o Influencing Others
Listen to team member’s concerns
Communicate effectively
Advocate for clients, family members, communities and the nursing profession
Build effective teamwork
o Motivating
Inspire, energize, and empower team members
Promote professional growth
o The primary function of leadership is to produce change and movement
What is a Manager?
Refers to roles that focus on tasks such as planning, organizing, prioritizing, budgeting, staffing, coordinating, and reporting
What is the Role of a Manager?
o Planning, Organizing and Prioritizing
Establish agenda
Set goals and time frames
Prioritize tasks
Establish policies and procedures
o Budgeting and Staffing
Allocate resources
Hire and terminate employees
Make assignments
o Coordinating and Problem-Solving
Generate solutions
Develop incentives
Take corrective actions
Participate in quality improvement initiatives
What is Followership?
Described as the upward influence of individuals on their leaders and their teams
Examine the Role of Team Members
o The action of followers has an important influence on staff performance and patient outcomes
o Being an effective follower requires individuals to contribute to the team, not only by doing as they are told but also by being aware and raising relevant concerns
o Effective followers realize that they can initiate change and disagree or challenge their leaders if they feel their organization or unit is failing to promote wellness and deliver safe, value, driven and compassionate care
o Key Elements of Effective Followership include:
Proactive engagement
* Do not passively wait for instructions by rather take initiative to address issues, propose solutions and contribute to ideas
* Recognize their voice in engaging in problem solving
Constructive communication
* Message is clearly conveyed, measures to confirm the message are employed, and the confirmation is received
Collaboration
* Supporting colleagues and working together toward the common goal even when viewpoints may differ
Advocacy
* Ensuring that the needs of clients are prioritized and respected
* Ability to courageously challenge any decisions or actions that may jeopardize care or organizational values
Continuous improvement
* Seeking feedback to contribute their own performance and also the growth of the team
Supportive leadership environment
* Further cultivated when leaders and followers come together with mutual respect, trust and work with a purposeful drive toward shared goals that reflect the organization’s mission
Describe the Role of the RN as a Leader and Change Agent
- Promote effective relationships to achieve quality outcomes and a culture of safety
- Leads decision-making groups
- Engages in creating an interprofessional environment that promotes respect, trust and integrity
- Embraces practice innovations and role performance to achieve lifelong personal and professional goals
- Communicates to lead change, influence other, and resolve conflict
- Implements evidence-based practice for safe, quality health care and health care consumer satisfaction
- Demonstrates authority, ownership, accountability and responsibility for appropriate delegation of nursing care
- Mentors’ colleagues and others to embrace their knowledge, skills and abilities
- Participates in professional activities and organizations for professional growth and influence
What is an Authoritarian Leadership?
The leader has full power
- They tell team members what to do and expect team members to execute their plans
- When fast decision must be made in emergency situations like when a patient codes, the authoritarian leader makes quick decisions and provides the group with direction instructions
- Disadvantage to authoritarian leadership is that these leaders are more likely to disregard creative ideas of other team members, causing resentment and stress
What is a Democratic Leadership?
Balances decision-making responsibility between team members and the leader
- Actively participate in discussions, but also make sure to listen to the views of others
- This leadership styles often leads to positive, inclusive and collaborative work environments that encourage team members’ creativity
- Under this style, the leader still retains responsibility for the final decision
What is a Laissez-Faire Leadership?
Gives team members total freedom to perform as they please.
- Leaders DO NOT actively participate in decision-making processes and rarely offer opinions
- Can work well if team members are highly skilled and highly motivated to perform quality work
- However, without leader’s input, conflict and a culture of blame may occur as team members disagree on roles, responsibilities and policies
- By not contributing to the decision-making process, the leader forfeits control of team performance
What is a Passive-Avoidant Leadership?
Similar to laissez-faire leadership and is characterized by a leader who avoids taking responsibility and confronting others
- Employees perceive the lack of control over the environment resulting in the absence of clear directives
- Organizations with this leadership have high staff turnover and low retention of employees
- These types of leaders tend to react and take corrective action only after problems have become serious and often avoid making any decisions at all
What is a Transactional Leadership?
Involves both the leader and the follower receiving something for their efforts; the leader gets the job done and the follower receives pay, recognition, rewards, or punishment based on how well they perform the tasks assigned to them
- Staff generally work independently with no focus on cooperation among employees or commitment to the organization
What is a Transformational Leadership?
Involves leaders motivating followers to perform beyond expectations by creating a sense of ownership in reaching a shared vision
- Characterized by leader’s charismatic influence over team members that includes EFFECTIVE COMMUNICATION, VALUED RELATIONSHIPS and CONSIDERATION OF TEAM MEMBER INPUT.
- These leaders know how to convey a sense of loyalty through shared goals resulting in increased productivity, improved morale and increased employees’ job satisfaction
- They often motivate others to do more than originally intended by inspiring them to loos past individual self-interest and perform to promote team and organizational interest
What is a Servant Leadership?
- Focuses on the professional growth of employees while simultaneously promoting improved quality care through a combination of interprofessional teamwork and shared decision making
- Servant leaders assist team members to achieve their personal goals by listening with empathy and committing to individual growth and community-building
- They share power, put the needs of others first and help individuals optimize performance while forsaking their own personal advancement and rewards
What is a Resonant Leader?
- Are in tune with the emotions of those around them, use empathy and manager their own emotions effectively
- Build strong, trusting relationships and create a climate of optimism that inspires commitment even in the face of adversity
- They create an environment where employees are highly engaged, making them willing and able to contribute with their full potential
What is an Authentic Leader?
- Have an honest and direct approach with employees, demonstrating self-awareness, internalized moral perspective and relationship transparency
- They strive for trusting, symmetrical and close leader-follower relationships; promote the open sharing of information and consider others’ viewpoints
What is a Systems Theory?
Based on the concept that systems do not function in isolation but rather there is an interdependence that exists between their parts.
- Systems theory assumes that most individuals strive to do good work, but are affected by diverse influences within the system
What is a Culture of Safety?
An organizational culture that embraces error reporting employees with the goal of identifying systemic causes of problems that can be addressed to improve patient safety
Components of a Culture Safety
- Just Culture: a culture where people feel safe raising questions and concerns and report safety evens in an environment that emphasizes a nonpunitive response to errors and near misses
- Report Culture: people realize errors are inevitable and are encouraged to speak up for the patient safety by reporting errors and near misses
- Learning Culture: people regularly collect information and learn from errors and successes while openly sharing data and information and applying best evidence to improve work processes and patient outcome
What is Just Culture?
- Recognizes that individual practitioners should not be held accountable for system failings over which they have no control
- Recognizes many individual or ‘active’ error represent predictable interactions between human operators and the systems in which they work
- Does not tolerate conscious disregard of clear risks to patients or gross misconduct (falsifying a record or performing a professional duty while intoxicated)
- The Just Culture model categorizes human behaviors into three causes of errors
o Consequences of errors are based on whether the error is a simple human error or caused by at-risk or reckless behavior - A just culture in which employees aren’t afraid to report errors is a highly successful way to enhance patient safety, increase staff and patient satisfaction and improve outcomes
o Success is achieved through good communication, effective management resources and an openness to changing processes to ensure the safety of patient and employees
Simple Human Error
- Occurs when an individual inadvertently does something other than what should have been done
- Most medical errors are the result of human error due to poor processes, programs, education, environmental issues or situations
o These errors are managed by correcting the cause, looking at the process, and fixing the deviation - Example: A nurse appropriately checks the rights of medication administration three times, but due to the similar appearance and names of two different medication stored next to each other in the medication dispensing system, administers the incorrect medication to a patient
- If an individual commits a simple human error, manager CONSOLE the individual and consider changes in training, procedures and process
At-Risk Behavior
- An error due to at-risk behavior occurs when a behavioral choice is made that increases the risk where the risk is not recognized or is mistakenly believed to be justified
- Example: A nurse scans a patient’s medication with a barcode scanner prior to administration, but an error message appears on the scanner. The nurse mistakenly interprets the error to be a technology problem and proceeds to administer the medication instead of stopping the process and further investigating the error message, resulting in the wrong dosage of a medication being administered to the patient
- Individuals committing at-risk behavior are held accountable for their behavioral choice and often require COACHING with incentives for less risk behaviors and situational awareness
Reckless Behavior
- An error that occurs when an action is taken with conscious disregard for a substantial and unjustifiable risk
- For example, a nurse arrives at work intoxicated and administers the wrong medication to the wrong patient
- If an individual demonstrates reckless behavior, REMEDIAL ACTION and/or PUNITIVE ACTION is taken.
What is Systems Leadership?
Refers to a set of skills used to catalyze, enable and support the process of system-level change the is encourage by the Just Culture Model
*Comprised of three interconnected elements:
o The Individual: the skills of collaborative leadership to enable learning, rust-building and empowered action among stakeholders who share a common goal
o The Community: the tactics of coalition building and advocacy to develop alignment and mobilize action among stakeholders in the system, both within and between organizations
o The System: an understanding of the complex systems shaping the challenge to be addressed
