Introduction
Transformational leaders are renowned for establishing solid bonds of trust, respect, and mutual understanding with their subordinates. They can gain their followers’ trust and allegiance by connecting with them through clear, open communication, attentive listening, and empathy (Ferreira et al., 2020). To achieve their goals, transformational leaders instill in their followers a feeling of shared vision and purpose. They foster teamwork by encouraging open dialogue, mutual respect, and joint effort. Increased output and contentment in the workplace are possible results of transformational leaders’ efforts to cultivate a spirit of partnership among employees (Murphy, 2005).
One of the most crucial elements of transformative leadership is setting a good example. Leaders who can transform their followers do so by displaying the qualities they prize in others. They exemplify and encourage them to adopt their admirable traits. Transformational leaders contribute to their organizations’ success by modeling the behaviors valued by the company.
Work Environment
In community outreach care, I coordinate treatment strategies for patients requiring extended medical attention with other healthcare experts. I am part of a healthcare team responsible for developing treatment strategies. Long-term care patients are the primary focus in the workplace, and their individual preferences and needs must be considered when developing treatment strategies. My work environment also includes interactions with social workers, physiotherapists, occupational therapists, speech therapists, and nurses. A multidisciplinary team is needed, with each member contributing their expertise.
My work’s features point to a transformative leader who is collaborative, patient-centered, interdisciplinary, and has a long-term vision to succeed in this setting. A transformative leader must rally their team to deliver the highest-quality treatment possible to their patients (Murphy, 2005). They must show compassion for both team members and patients, and be flexible enough to meet their evolving needs. Providing high-quality patient care is a shared responsibility among all members of the healthcare team, and this responsibility can be enhanced through transformational leadership in clinical nursing. The most effective way to achieve this is to have all team members actively participate in decision-making and provide input.
Qualities of Transformation Leaders
The goal of leaders who practice transformational leadership is to help their followers realize their potential and become their best selves. Leaders in this approach inspire and encourage their teams to realize a shared vision by casting it and charting a course to get there. In addition, transformational leaders are recognized for providing their teams with the tools they need to succeed.
Leaders who invest in their teams by providing opportunities for training and advancement demonstrate that they care about their employees’ long-term success (Apore & Asamoah, 2019). When employees see their boss as someone who cares about them and their success, they are more likely to follow their example. The sense of personal development and advancement in one’s position is correlated with higher job satisfaction.
Transformational leaders inspire their team members to follow their lead by demonstrating the qualities they respect and the actions they praise. A transformational leader in healthcare serves as an example by committing to and demonstrating patient-centered care, empathy, and compassion for patients and their families, and encouraging a culture of accountability and responsibility. Transformative leaders demonstrate their commitment to patient-centered care by engaging with patients and their loved ones, actively listening to their concerns, and tailoring their treatment accordingly.
They also set a good example by demonstrating empathy and compassion. Healthcare workers must show compassion and empathy towards patients and their relatives, as they are typically going through difficult emotional and physical times(Mushtaq & Hussain, 2021). A transformational leader demonstrates these traits by empathizing with team members, recognizing their challenges, and providing direction and support. Lastly, any healthcare institution must uphold a culture of accountability and responsibility (Botting, 2011). Taking responsibility for one’s actions, owning up to mistakes, and encouraging others to do the same are all ways a transformational leader sets the tone.
Application of Transformational Leadership in Nursing
The success of the organization, the team, and the patients depends on the nurse’s ability to use transformational leadership in nursing while providing community outreach care. This type of leadership has proven highly beneficial in the nursing profession, encouraging creativity, teamwork, and progress. To begin using a transformational leadership style in nursing, a team’s members must first agree on a common goal. If this vision aligns with the organization’s mission and values, the team members will be inspired to work together toward a common objective. By developing a common goal, team members can work together with a sense of purpose and drive toward a common outcome. The nurse manager’s time is better spent on strategic endeavors, such as creating new programs and initiatives, rather than on duties that can be delegated to others.
Personal Experience
Working as a nurse at a community clinic has provided me with numerous opportunities to practice transformational leadership. I can think of one instance where this kind of leadership made a positive difference for the team and the community they were meant to serve. We had a major issue at our medical center a few months ago. Our patients had insufficient supplies, and we struggled to meet their demands. We were understaffed, underfunded, and swamped with requests for our services. We needed to determine how to optimize our efforts while reducing our expenditures to continue providing service to the local community.
As the clinic’s head nurse, I knew I had to do something. To motivate my team to solve this issue, I chose to adopt a transformational leadership approach. To begin, I laid out exactly what we were shooting for. At a meeting with my staff, I outlined our mission to expand our current capacity to serve more people with the same or fewer resources. Then, I focused on establishing mutual respect and trust with my coworkers.
I also provided them with regular feedback and praise for all their efforts. Ultimately, I pushed my group to accept responsibility for the issue and collaborate on a solution. We pooled our resources, held brainstorming sessions, and collaborated to develop new strategies to achieve our objective. This innovative leadership produced exceptional outcomes. To help more people with the same amount of money and workforce, our team developed various creative ideas, including forming partnerships with other community groups to pool resources and launching new initiatives.
I witnessed the effects of truly revolutionary leadership firsthand. I motivated my team to develop novel approaches to a challenging challenge by providing a compelling vision, fostering trust and rapport, and stressing the importance of individual responsibility and group effort. I believe the necessity for innovative approaches to problems and limited resources makes community outreach clinics particularly receptive to this type of leadership.
Conclusion
When applied to nursing, transformational leadership can enhance the efficiency and effectiveness of healthcare teams and improve patients’ standard of care. The transformational leader fosters accountability, responsibility, and ownership of patient care outcomes by inspiring and motivating the team towards a shared goal, setting an example, and utilizing collaborative decision-making methods. The healthcare team will be better equipped to collaborate and deliver more effective patient care.
References
Apore, G. N., & Asamoah, E. S. (2019). Emotional intelligence, gender and transformational leadership among nurses in emerging economies. Leadership in Health Services, 32(4), 600-619.
Botting, L. (2011). Transformational change in action. Nursing Management, 17(9), 14-19.
Collins, E., Owen, P., Digan, J., & Dunn, F. (2019). Applying transformational leadership in nursing practice. Nursing Standard, 35(5), 59-66.
Ferreira, V. B., Amestoy, S. C., Silva, G. T., Trindade, L. D., Santos, I. A., & Varanda, P. A. (2020). Transformational leadership in nursing practice: Challenges and strategies. Revista Brasileira de Enfermagem, 73(6).
Murphy, L. (2005). Transformational leadership: A cascading chain reaction. Journal of Nursing Management, 13(2), 128-136.
Mushtaq, K., & Hussain, M. (2021). Transformational leadership style on job performance in clinical setting among nurses. NURSEARCHER (Journal of Nursing & Midwifery Sciences), 15(4), 28-33.