Leadership answers Flashcards
what is the difference between leadership and management?
The key difference between leadership and management is that leadership is motivating people to bring about change in a new direction, while management is directing resources and people in a system that is already established.
o Leadership means a focus on setting direction, motivating others, and ensuring that the operational elements are safely and efficiently delivered. It is about inspiring, motivating, and guiding individuals or teams to achieve a common goal. Managing tends to involve a focus on processes, systems and operations, plans and schedules and ensuring that these work effectively and objectives are achieved.
leadership - directing colleagues
management - overseeing them
what is compassionate leadership?
o Compassionate leadership involves a focus on relationships through careful listening to, understanding, empathising with and supporting other people, enabling those we lead to feel valued, respected and cared for, so they can reach their potential and do their best work. There is clear evidence that compassionate leadership results in more engaged and motivated staff with high levels of wellbeing, which in turn results in high-quality care
what makes a bad leader?
A bad leader often exhibits traits that hinder team dynamics, productivity, and morale. Examples would include lack of integrity, poor communication, demeaning and undermining behaviour, authoritarianism with disregard for others’ views, lack of empathy and unpredictability.
when have you not been a good leader?
In a previous role, I encountered a situation where I failed to effectively delegate tasks during a busy shift in the emergency department. I took on too much responsibility myself by accepting multiple patient handovers and didn’t distribute tasks evenly among the team. As a result, some important tasks were overlooked, leading to delays in patient care and increased stress among team members.
From this experience, I learned the importance of delegation and trusting my team members to handle tasks effectively. I realized that trying to manage everything alone not only undermines team morale but also compromises patient care. Since then, I have made a conscious effort to delegate tasks appropriately, communicate effectively with team members, and provide support where needed. This experience taught me the value of collaboration and the importance of empowering others to contribute to the team’s success.
when have you seen bad leadership?
Once in theatre I observed a consultant shout at and and remove a scrub nurse from theatre for handing him the wrong instrument. This incident exemplifies bad leadership as it demonstrates a lack of compassion, respect, and effective communication. By publicly humiliating and removing the scrub nurse from theatre, the consultant created a hostile and demoralizing environment for the entire team. Such behavior erodes trust, undermines teamwork, and can have long-lasting negative effects on team morale and patient care. Effective leaders address mistakes with empathy, provide constructive feedback, and work collaboratively to prevent errors in the future
what are the qualities of a good leader?
Qualities related to bringing about change
Innovative
Assertive
Open-minded
Confidence
Qualities related to teamwork/ people
Approachable
Clear communicator
Supportive
Encouraging
Qualities related to responsibility
Consistent
Integrity
Tenacious
Integrity
Ownership of the task/ responsibility
when have yo
delegation
motivation-
In a prior leadership role within a medical research project, I encountered challenges with team motivation and engagement.
Challenges you faced during leadership ?
Delegation, taking on too much responsibility, motivation in a large team – hard to hold everyone accountable
when have you shown compassionate leadership?
When organising a teaching course for medical students, I encountered a situation that allowed me to demonstrate compassionate leadership. During our planning meeting, one of our team members expressed feelings of overwhelm and anxiety due to the demanding workload of doing extra-curricular ventures on top of their A&E job and the pressure of getting a job. Recognising the importance of supporting their well-being, I took immediate action to address the situation with empathy and compassion and re-distributed the work to allow them to continue to join in a less stressful way. I took their views and concerns seriously and we managed to gain another team member in order to assist and re-distribute the workload.
when have you had to adapt your leadership style?
When organising the summer ball for hospital trust I worked alongside 3 others as mess presidents. We initially set out with clearly defined roles with which aspects of the ball we would organise and manage and deadlines by which these would be completed, however I noticed that some members were struggling with motivation and completion of deadlines. Initially I took on the roles of others to cope with these, ensuring that the deadlines were completed rather than exploring the reasons for delay with my team in order to get the job done. I became overly focused on achieving a successful outcome and failed to effectively communicate with my team members. As a result, I inadvertently excluded some team members from important decision-making processes leading to inefficiencies and noticed I was becoming overburdened.
I changed my style of leadership from an autocratic style to a more democratic style where we arranged weekly meetings, this as beneficial as it allowed contribution of other ideas, we also re-allocated roles to suit skill sets and previous experience. It became apparent that team members were previously in roles they were not confident in. When team members were more comfortable and excited about their role, they were more motivated to see the tasks through.
From this experience, I learned the importance of clear and concise communication, delegation of tasks, and inclusivity in decision-making. I now strive to actively involve all members of the surgical team, encourage open dialogue, and ensure that everyone feels valued and empowered to contribute to the success of the procedure. This experience taught me the importance of humility and the need to continuously improve my leadership skills to better support my team and enhance patient outcomes.
Give some examples of leadership styles?
commanding/coercive
visionary/authoritative
affiliative
democratic
pace setting
coaching
what makes a bad leader?
- A bad leader often exhibits traits that hinder team dynamics, productivity, and morale. Examples would include lack of integrity, poor communication, demeaning and undermining behaviour, authoritarianism with disregard for others’ views, lack of empathy and unpredictability.
One example I have seen is in theatre, when a consultant shouted at a scrub nurse for passing him the wrong instrument. I noticed the immediate change in attitude first hand of the team to an air of fear. This not only only harms individual morale but also undermines teamwork, communication, and patient safety within the operating theatre. It highlights the importance of respectful and collaborative interactions among all members of the surgical team to ensure optimal outcomes for patients.
When have you united your team together for a setback?
I can think of a time in a netball match where I united my team for a resilient comeback. We had travelled a long way from london to southampton for an important match, it was raining outside. Despite thorough preparation and practice, we were falling behind in points and morale begins to decline.
In this situation, as the captain, I took charge to unite and motivate your team. Instead of dwelling on the setbacks, you gather your teammates for a quick huddle during a timeout. You acknowledge the challenges faced and emphasize the importance of staying focused and resilient.
You encourage open communication, inviting teammates to share their insights and suggestions for adjusting the strategy. empower each member to contribute their ideas and concerns without fear of judgment.
Drawing upon your leadership skills, you remain calm and composed, providing reassurance and positive reinforcement to uplift team spirit. You remind everyone of their individual strengths and the collective goal of working together to overcome obstacles.
With renewed determination and a revised game plan developed collaboratively, your team returns to the court with a unified mindset. Despite the initial setbacks, the team demonstrates resilience, adaptability, and strong teamwork, ultimately rallying together to secure a comeback victory.
This example illustrates how effective leadership and teamwork can unite a netball team during challenging situations, fostering resilience and enabling them to overcome obstacles to achieve success.
