Personal Philosophy Leadership and Innovation

1. Description of your leadership philosophy

a. Fundamental leadership concept

The main emphasis emerging from the transformational leadership concept is for nursing leaders to produce not just constructive but also valuation challenges for their subordinates and followers for the realization of the established organizational objectives. Based on Damirch, Rahimi, and Seyyedi (2011), the famous James MacGregor Burns created this design when researching governmental leaders; nevertheless, its good effect traversed to other fields and areas. In my situation, the importance given to the transformational leadership idea is related to its development of a higher-performing, dedicated personnel when used in health-care institutions. In medical centers as well as other treatment institutions, transformational leadership could be carried out within any institutional system or department like worker groups, divisions, sectors, as well as at the top leadership (Choi, Goh, Adam, And Tan, 2016). Essentially, this idea improves not just the inspiration but the overall performance and spirits of professional followers via an array of systems (Kelly, 2005). Via constant learning, these systems vary and differ in many ways; from performing as a role model for followers as a motivation, to having knowledge of their weaknesses and strengths, and more importantly, challenging their abilities for constant quality advancement (Hiuhu, 2017).

b. Characteristics of my approach

Within the framework of Drinon’s efforts, my leadership approach leans forwards a combination of an uplifting and encouraging leader. The reason is, I succeed in developing partnerships and I also am a lot more people-focused. Becoming a motivating (I) type, I am simply encouraging, affecting, impressionable, exceptional and curious about people. With regards to supportive, I am simply dependable, steady and pleasant but, when uncontrollable may become centered, indecisive or maybe even resentful. The ‘I’ type forces me to normally put forward these questions: Who will perform the work or perhaps be included? What am I meant to achieve? Alternatively, the encouraging style, will inquire “HOW” queries. “How are we planning to get this done?” Somebody must manage how a particular project will be completed. Simultaneously, within my task as leader, I am just first of all accountable for attempting to keep everyone centered on the “What” initially and then the “How” and train myself personally to understand that sequence (Drinon 2014).

c. Characteristics and abilities related to my approach

Furthermore, I plan not only to enhance my medical abilities but additionally achieve higher-effectiveness levels as being a registered nurse leader in attaining institutional objectives whilst strengthening my followers via the use of the transformational leadership concept. Generally, medical experts get a promotion to leadership roles within their workplaces because of their higher levels of skills in technical knowledge instead of their capabilities and abilities as leaders (Denker, 2014). Contrarily, health-care institutions are focused on hiring and keeping leaders who are able to impact workers towards a standard objective instead of only having technological abilities in medical settings. As a result of experience and constant understanding, I am going to fill up this hole by having both medical and leadership abilities via the use of the transformational leadership concept to accomplish standard institutional objectives (Porter-O’Grady And Malloch, 2014). This leadership design may have a massive effect on my drive of obtaining my professional development as well as the profession growth and development of my followers (Hiuhu, 2017).

d. Most significant affects

This leadership design is crucial to cultivating my long-term roles as being a registered nurse leader, which are centered on being a professional manager to guide the interest of the occupation. I intend to constantly educate myself by receiving more training in medical management and leadership with the purpose of favorably affecting the occupation from the management level. Nurse practitioners ought to practice by making the most of their potential via training as well as education. By getting more training, I am going to expand my leadership abilities and understanding to use the transformational leadership concept. Via official education, I am going to discover every aspect of the theory before implementing it within my practice as being a registered nurse leader to impact my followers for the accomplishment of institutional objectives and goals (Hiuhu, 2017).

My objective of dealing with groups as a leader with the adoption of techniques that encourages constructive change is consistent with the transformational leadership concept. Based on Denker (2014), this idea is critical in assisting nurse practitioners to use transformative methods via the development of substantial modifications in both the lifestyles of the followers and work environments. Additionally, medical leaders with genuine transformational leadership model enable the acknowledgement of the change along with leading it by motivating and inspiring their followers. As being a registered nurse leader, the use of this idea will permit my group to build up and invest in combined objectives of offering high quality, risk-free treatment (Hiuhu, 2017).

2. Application to advanced nursing practice

I am going to utilize this concept in several ways by the use of its 4 significant areas which include idealized influence, mental stimulation, motivational inspiration, and above all, personalized attention (Maxwell, 1999). By making use of the area of personalized attention, I am going to value the personal-passions and demands of nurse practitioners, that ought to be resolved with followers being compensated for his or her advancement and creativeness (Damirch et al., 2011). By making use of this leadership idea, I am going to pay attention to all nurses\\' requirements and issues besides providing them with the chance to play a role in the decision-making process. Additionally, I am going to use the idea of mental activation to test my followers\\' presumptions as well as the institutions established-order with the purpose of cultivating transformative modification (Fischer, 2016). Consequently, nurse practitioners as well as other experts within the medical institution are going to be open-minded with the adoption of revolutionary and inventive techniques for acquiring the established objectives (Hiuhu, 2017).

Furthermore, I am going to retain the approach of showing personal-actions and dedication as being a role-model to motivate my followers to adhere accordingly. Via idealized influence, leaders who support the transformational concept work as role models by acting in a way that all of their followers can imitate to accomplish organizational objectives and goals. As being a registered nurse leader, I am going to be communicative, involved, open-minded, and focused on the delivery of high quality, risk-free treatment with the initiatives of my group of experts. I think these methods are going to be mimicked and applied by other workers at-work. Via, motivational inspiration, I am going to also encourage the institutional perspective, objective, and principles, to my associates; in this instance, charm would be the center of my focus. Essentially, efficient interaction abilities, many of which I am going to constantly discover via both official and informal training, like hearing and articulating problems to foster confidence and demanding employees to outdo their past via advancement, is going to be of great importance (Hiuhu, 2017).

On the whole, my leadership approach involves dealing with associates to accomplish standard institutional objectives of providing high quality, risk-free treatment amongst others. As a result, I am going to be forced to take part in constant studying with the purpose of obtaining and improving my abilities via the use of the transformational leadership concept. I am going to not just discover the areas of the model but additionally use them in day-to-day procedures to inspire my followers in addition to test them to stay progressive as being a quality advancement approach (Hiuhu, 2017).

3. Application towards the DNP Essentials II and VIII

a. Essential II: Organizational and Systems Leadership for Quality Improvement and Systems Thinking

Via transformational leadership DNP graduate students are going to be experienced with quality enhancement techniques as well as in producing and preserving modifications at the institutional and policy levels. Enhancements in reality are neither maintainable nor quantifiable without having related modifications in institutional plans, institutional as well as professional customs, along with the monetary structures to back up practice. DNP graduate students have the capacity to assess the cost-effectiveness of treatment and make use of concepts of business economics as well as finance to revamp efficient and practical treatment delivery techniques. Additionally, DNP graduate students have the capacity to arrange care to deal with growing practice issues as well as the moral problems that appear, as, innovative diagnostic and restorative systems develop. Appropriately, DNP graduate students have the ability to evaluate risk and work together with other individuals to handle challenges ethically, according to professional benchmarks (American Association of Colleges of Nursing, 2006).
Therefore, the transformational drives for characteristics, which include an institutional and systems leadership factor that stresses practice, continuing enhancement of health results, and guaranteeing individual protection. In each situation, nurse practitioners ought to be ready with advanced knowledge of evaluating organizations, determining systems’ problems, and assisting modifications in procedures across the organization. Additionally, sophisticated medical practice demands political skillsets, system-level contemplation, as well as the business and monetary knowledge required for the evaluation of practice quality and expenses (American Association of Colleges of Nursing, 2006).

An application is attainable should there be improvement and assessment of treatment delivery methods that fulfill present and long-term requirements of individual communities determined by technological results in nursing as well as other medical sciences, in addition to institutional, governmental, and financial sciences. Also, the leader ought to assure responsibility for quality of healthcare as well as patient protection for communities in the office (American Association of Colleges of Nursing, 2006).

b. Essential VIII: Advanced Nursing Practice

The truth from the development of nursing practice specialization is the fact that no person can learn all advanced functions as well as the requisite information for enacting these functions. DNP courses prepare students within specific areas that demand specialized knowledge, sophisticated information, and competence in a single subject of nursing practice. As previously mentioned, the transformational theory improves not just the inspiration but additionally the overall performance and spirits of professional followers via an array of systems. Certainly, this unique specialization is seen as a hallmark for DNP. With the theory’s motivation element, an individual has the capacity to indicate the fundamental practice skills that cut across other academic fields and therefore are viewed as essential for DNP practice. All DNP graduate students are required to show sophisticated evaluation skillsets based on their individual domains and their particular specialization areas. Consequently, one should offer learning and training prospects, which are centered in several different patient treatment environments, like medical centers, long term treatment settings, home wellness, or neighborhood environments. These learning prospects ought to be incorporated during the DNP program, to offer extra-practice activities over and above those received inside a baccalaureate medical course. These experiential possibilities ought to be adequate to inform individual practice decisions and comprehend the effects of those decisions (American Association of Colleges of Nursing, 2006).

Simply because a number of differentiated jobs and roles might be retained by the DNP graduate student, task preparation for specialized medical practice, such as legal as well as regulatory problems, is an element of each and every DNP program’s curriculum. The motivational and encouraging models push for a curriculum that involve building and preserving restorative partnerships and relationships with individuals (individual, household or team) as well as other experts to help optimal treatment and patient results. Additionally, show sophisticated levels of medical intelligence, systems thinking, along with responsibility in creating, providing, and assessing proof-centered treatment to enhance patient results. Finally, lead, coach, and assist other nurse practitioners to accomplish efficiency in nursing practice. Lastly, teach and lead people and organizations via sophisticated health as well as situational transitions (American Association of Colleges of Nursing, 2006).

References

Hiuhu, G. (2017). Nursing Leadership Philosophy. Retrieved March 14, 2018 from https://www.scribd.com/document/372212077/Nursing-Leadership-Philosophy

Drinon, R. (2014). Recognizing & Relating to Four Behavioral Styles. Retrieved March 14, 2018 from https://www.kscpa.org/writable/files/Self-Study/dle_article_2_-_2014.pdf.

American Association of Colleges of Nursing (2006). The essentials of doctoral education for advanced nursing practice. Washington, DC.

Choi, S. L., Goh, C. F., Adam, M. B. H., & Tan, O. K. (2016). Transformational leadership, empowerment, and job satisfaction: the mediating role of employee empowerment. Human Resources for Health, 14,73.

Damirch, Q. V., Rahimi, G., & Seyyedi, M. H. (2011). Transformational leadership style and innovative behavior on innovative climate at SMEs in Iran\\'. Kuwait Chapter of Arabian Journal of Business and Management Review, 1(4), 119-127.

Denker, A. G. (2014). Transformational leadership in nursing: A pilot nurse leader development program. Bellarmine University. Retrieved from http://scholarworks.bellarmine.edu/tdc/6/

Fischer, S. A. (2016). Transformational leadership in nursing: a concept analysis. Journal of advanced nursing, 72(11), 2644-2653.

Kelly, T. (2005). The ten faces of innovation. New York: Currency Doubleday.

Maxwell, J (1999). The 21 indispensable qualities of a leader: Becoming the person others will want to follow. Nashville: Thomas Nelson.

Porter-O’Grady, T & Malloch, K. (2014). Quantum leadership: Advancing innovation, transforming health care. (4th ed.). Burlington, MA: Jones and Bartlett.