Presentation on theme: "LEADERSHIP- STARTING FROM SQUARE ONE"— Presentation transcript:
1 LEADERSHIP- STARTING FROM SQUARE ONE Why would anyone want you to lead them?If you are looking honestly at yourself, reflecting on your strengths and weaknesses, you can probably find many reasons why nurses wouldn't want you to lead them.The one thing we know is that developing yourself as a leader is a process.You can—and will—make many mistakes.Reflective questions help you frame your leadership journey so you can become the kind of nurse leader no one wants to leave.Deborah Gash, MS, RN, PHCNS-BCDirector of Nursing, MCOHS
2 Historical leaders-some good and some bad, but all had strong influence.
6 Homework1. Think of leaders you have worked with. -What were traits of ineffective leaders? -What were traits of effective leaders?Identifying traits of leadership in your experience.
7 Homework2. Think about leaders that you have worked with and how their behaviors affected the working environment. -What were traits/qualities that negatively impacted the work environment? -What were traits/qualities that positively impacted the work environment?Experience in leadership’s effect in the workforce
8 Key Leadership Qualities Followers Expect commitment to excellencepassion about their workclear vision and strategic focustrustworthinessrespectfulnessaccessibilityempathy and caringcommitment to coaching and developing their staff.leadership is the ability to influence othersSuccessful leaders can't achieve goals without inspired and motivated followers.
9 Leadership Styles Autocratic leaders make decisions without consulting their team membersAutocratic: no input, is paternalistic, knows what is best
10 Leadership Styles Democratic leaders make the final decisions, but they include team members in the decision-making process.Democratic: team input, everyone can voice opinion. Sounds great, but does not allow for quick decision making
11 Leadership Styles Laissez-faire leaders give their team members a lot of freedom in how they do their work, and how they set their deadlinesLaissez-faire: leaves team to make own decisions with no input, but can provide support. Sounds great, but totally depends on the teams capabilities and decision making skills, which can be good or bad….
12 Transactional leadership Assumption: workers are motivated by rewards and discipline.Tasks are accomplished through a system of rewards and punishments.No strategy, just smooth workingleader has complete authority over the staff.Employees must comply and follow directives.Punishments include progressive discipline, including termination.Parental like- reward is the ability to work and get a paycheck.
13 Transactional leadership Although the transactional style of leadership may lead to compliant workers who obey directives, it can thwart independent thinking and creativity in more skilled employees.
15 Transformational Leadership Assumption: leaders and followers help each other to advance to a higher level of morale and motivation.Four Elements:Idealized InfluenceInspirational MotivationIntellectual StimulationIndividual ConsiderationSounds existential! James MacGregor Burns, a historian and political scientist introduced the concept of transformational leadership in 1978-presents a radical departure from the "command and control" style that formerly predominated in the United States.The ultimate goal of transformational leadership is for the leader and the follower to discover meaning and purpose in relation to their work, in addition to growth and maturityIdealized influence: Sometimes called charisma, this reflects a leader's ability to inspire high standards and serve as a role model for outstanding professional practice.Inspirational Motivation. This term refers to the leader's ability to communicate a vision others can understand and help develop.Intellectual Stimulation. This is provided by a leader who asks for and values staff input, challenges followers to develop creative and innovative solutions, and continually seeks ways to provide growth and development opportunitiesIndividual Consideration. This concept refers to the leader's commitment to coaching and mentoring, as well as awareness of and concern for the individual needs of nursing staff.
16 Transformational Leadership Idealized InfluenceSometimes called charisma, this reflects a leader's ability to inspire high standards and serve as a role model for outstanding professional practice.
17 Transformational Leadership Inspirational MotivationRefers to the leader's ability to communicate a vision others can understand and help develop.
18 Transformational Leadership Intellectual StimulationThis is provided by a leader who asks for and values staff input, challenges followers to develop creative and innovative solutions, and continually seeks ways to provide growth and development opportunities
19 Transformational Leadership Individual ConsiderationThis concept refers to the leader's commitment to coaching and mentoring, as well as awareness of and concern for the individual needs of nursing staff.
21 Transformational Leadership Evidence-based research suggests transformational leadership:enhances nurse satisfactionpromotes a positive work environmentreduces staff turnoverEncouraged leadership in magnet status medical centers.
22 Transformational Leadership How do you get there????This style of leadership requires a close relationship between leaders and followers.-
23 Transformational Leadership Vision is central to any transformational leader's goal for the reason that before anyone can follow a leader they need to have an idea of where they are going and why
24 Transformational Leadership Framing is used by the transformational leader to provide followers with a game plan in highly-measureable terms for how they will accomplish their tasks, which will aid in the achievement of some organizational goal.she builds a strong relationship with her followers-speak individually with each follower to determine what each one expects of her and how she can help them achieve their goals
25 Transformational Leadership Need:Frequent CommunicationTrustworthinessAccountability for AssignmentsSupport for Leadership DecisionsFrequent communication:count on followers to be self-starters in their work,keep them informed of what they're doing and the challenges they're facing.need good communication from followers to help them make the right decisions.have preferred communication methods, such as a weekly briefing, , text messages, or frequent "huddles.”-followers should know which items to inform you of immediately-if not there be sure to tell staff which issues they should contact you about during your nonwork hours.Trustworthiness:can be undermined by followers who criticize decisions, are passive-aggressive, look to find fault, or use their influence to erode others' support for them.Accountability for assignments:follows through on what he's committed to doing.Similarly, leaders depend on followers to follow through on their assignmentsSupport for leadership decisions:may need to make decisions that affect the work of staff in ways that will be perceived negatively. They may have no choice but to make these tough decisions and policy changes.If have a good relationship, then followers can accept the decisions.
26 Transformational Leadership EncouragementSeeking Feedback From Followers1. What should I keep doing as a leader?2. What should I do more of?3. What should I do less of?4. What should I stop doing?Encouragement:Important to give staff. Also important that you need feedback, both positive and negative.Seeking feedback from followers:the only way you'll learn and grow as a leader is to ask followers what you could be doing differently. Here are four good questions to ask followers regarding your leadership style, communication, and job performance:1. What should I keep doing as a leader?2. What should I do more of?3. What should I do less of?4. What should I stop doing?
27 Transformational Leadership Goals:promoting teamwork among staffencouraging positive self-esteemmotivating staff to function at a high level of performanceempowering staff to become more involved in the development and implementation of policies and proceduresThe transformational leader portrays trustworthiness and serves as an inspiration to others, possessing an optimistic, positive, and encouraging outlook
28 Transformational Leadership Encourages the use of evidence-based practice and addressing the "why" and "how" of specific clinical actionsNot content with the same old same old. Or that is the way we have always done it.
29 Transformational Leadership Transformational leadership qualities promote a healthy environment for employees and staff, which will produce improved staff satisfaction, retention, and patient satisfaction.
30 Transformational Leadership Nurse managers who are effective communicators routinely meet with nursing staff so that complaints, concerns, recommendations, or general comments may be discussed.The nurse manager who communicates effectively allow staff members to voice their concerns and have respect for their employees by taking the time to carefully listen to them.
31 Transformational Leadership Preceptorship and mentorship of others is a core value.Requires vision, influence, clinical knowledge, and a strong expertise relating to professional nursing practice.Things don’t always run smooth, but if the team is strong everyone has a stake in the outcome.
32 Transformational Leadership SELF ASSESSMENT QUIZ: 1. I would never require a follower to do something that I would not do myself.2. My followers would say they know what I stand for.3. Inspiring others has always come easy to me.4. My followers would say that I am attentive to their needs and concerns.This is a quiz to do a self-assessment . Answers are agree/disagree.
33 Transformational Leadership 5. My followers have told me that my enthusiasm and positive energy is infectious.6. Even though I could easily do a task myself, I delegate it to expand my followers skills.7. Team creativity and innovation are the keys to success.8. I encourage my followers to question their most basic way of thinking.It is important to your growth to continue to monitor your style and attitudes.Learning is constant!
34 Transformational Leadership Leadership is a journey of self-development. It is important to turn your areas of weakness around.An even stronger test would be to ask members of your team how they would rate you on each of the eight statements.You probably were not able to answer yes to each of the above questions. using these statements in situations to ask yourself for example – am I being attentive to the needs and concerns of my team members?
35 Here is a sample of transformational leaders….many you know about…
36 Small group work: 15 minutes Presentations: 5 minutes. ExerciseSmall group work: 15 minutes Presentations: 5 minutes.
38 Disney leadership-Great leadership leads to employee excellence, which leads to customer satisfaction and strong business results.Managerial skills are absolutely essential for getting results, but they don’t drive excellence. That requires common sense leadership.
43 Identify the work that needs to be done. Consider desired outcomes and what must occur in order to achieve them.Break down the work into its necessary functions and tasks.Apply goals and standards to determine work priorities.For example, is the work driven by time, quality or price?Identify the work that needs to be done.
44 Identify the work that needs to be done. When examining an existing operation, look for work that no longer has the value it once did; change it or end it.Analyze the number of decision layers, is there unnecessary bureaucracy?Don’t worry about ‘the way it has always been’. Be willing to change.
45 Establish clear lines of communication, authority, and accountability. Clarify each individual’s responsibility and authority within the scope of their role. Ensure that expectations are clearly understood.Make sure employees have someone to ‘answer to’, not only for accountability, but also for guidance and leadership.
46 Establish clear lines of communication, authority, and accountability. Let the front line handle the details as long as progress is made toward goals. Clarify authorities and accountabilities if not.Verify that the organizational structure supports effective communication.
53 Spread excitement and enthusiasm in others. Express confidence in yourself and in the abilities of others.Show an interest in the ideas of others.Help others to find their ‘niche’-a role in which they are doing something they are passionate about.
54 Spread excitement and enthusiasm in others. Demonstrate a passion for your job.‘Rally the troops’ and be an eternal optimist and cheerleader.Help others to understand how they make a difference to their fellow employees, to the bottom line and to the customer experience.
55 LESSONS IN LEADERSHIP FROM DISNEY MOVIES 1. Beauty and the Beast:don’t force love; earn it2. Aladdin: just be yourself3. The Lion King:it’s your kingdom; if youdon’t fight for it, who will?1. Beauty and the Beast: don’t force love; earn itWhen The Beast first meets Belle, he is gruff and coercive. He knows that he needs her to fall in love with him in order to break the spell that turned him into a monster and yet he attempts to woo her by bellowing things like, “You will join me for dinner. That’s not a request.” Eventually, though, he nearly kills himself by rescuing her from a pack of wild wolves. That’s the turning point — the point at which she starts to love him back.In many ways, leadership is all about love. When people love you and what you stand for, they will follow. Yes, you can force them to follow you, but that’s not a very sustainable method. It’s much better to win them over by serving them and laying your life on the line to save theirs.2. Aladdin: just be yourselfAladdin just wants to impress a girl. Unfortunately, he’s a “street rat” and she’s a princess. Lucky for him, he stumbles upon a genie who offers to grant him three wishes. He Uses his first wish to turn himself into a prince in order to woo Jasmine. He tries the entire movie to keep up the charade only to find out in the end that she loves him for who he is — not who he’s pretending to be.The lesson? Just be yourself. If people don’t love you for that, their love isn’t worth having in the first place.The lion king is a movie about running from your responsibility. Future lion king Simba runs away from his home after mistakenly believing he’s responsible for his father’s death. While he’s gone, his evil uncle scar assumes command and drives the kingdom to the brink of starvation. Meanwhile, Simba is living a care-free life in the wild with new friends and no worries. When he has a chance meeting with his childhood love interest, he is reminded of his destiny. He returns to his kingdom, saying, “It’s my kingdom. If I don’t fight for it, who will?” You are the king of your life.3. The Lion King: it’s your kingdom; if you don’t fight for it, who will?You are the only one who can keep your domain from falling into disarray. Leaders take responsibility and fight for what is theirs.All through the movie, Buzz — a newly-acquired space toy for Andy’s collection — thinks he is actually a space ranger. He thinks that he can fly. He thinks his laser actually works. He truly believes that he’s the genuine article. Naturally, his heart is broken when he realizes he’s just a toy. Nevertheless, he is able to pull himself together and come to terms with being Andy’s toy.4. Toy Story: you’re not a space ranger… and that’s okayAs leaders, we need to recognize that we’re also human. We will fall short of what we hope we are. We will let ourselves and others down. But we can always do the best with what we’ve got. We may not be space rangers, but we can be the best toys that we can be.Hercules is on an endless quest to become a hero so that he may rejoin the gods with his father, Zeus. He defeats countless monsters with ease and becomes such a huge celebrity that he even his enemies are consuming products endorsed by him. Yet, none of this makes him a hero. It isn’t until he gives up his own life for a mortal soul that he achieves immorality and becomes a true hero.5. Hercules: being a hero isn’t about celebrity; it’s about sacrificeLeaders are analogous to heroes and heroines. And we face that same dilemma — the choice between soaking in the limelight and laying our dignity on the line for the good of our followers. The willingness to make the ultimate sacrifice is what truly defines the great leader.6. Mulan: being true to yourself is the greatest gift you can give to othersJust like Aladdin, Mulan struggles with her identity. She doesn’t fit the mold of the domestic Chinese woman and wonders where she fits in. Then, she poses as a male to take her father’s place in a war and ends up saving her country from invaders. When she takes the risk and adventure of being a warrior, she finds her true self — and everyone else reaps the benefits.When you pretend to be somebody you’re not, everyone loses. Your followers are only benefitted when you give them the best version of yourself you have to offer. Forget stereotypes. Forget expectations. Do what you do best — that’s the only way to truly be helpful to others.Aladar joins a pack of migrating dinosaurs led by Kron — a militaristic social Darwinist who forces the pack to leave behind the old, weak, and sickly to die. Aladar opposes him and defends the weak, insisting that it is the responsibility of the strong to protect them.7. Dinosaur: the strong are morally responsible for the weakThe willingness to defend and nurture the weak and helpless is what separates the leader from the dictator. Darwinism, schmarwinism. Your followers — from the greatest to the least — are what make you a leader. Look out for the well-being of every single one of them.Emperor Kuzco is used to getting everything he wants until he is betrayed by his right-hand woman and inadvertently turned into a llama. He then must enlist the help of a peasant (Pacha) whose home was going to be destroyed to build a summer home for the emperor. Through Pacha’s endlessly selfless and loyal behavior, Kuzco learns that there are other people out there who are in need — and that it’s not all about them.8. The Emperor’s New Groove: it’s not about youBeing in a position of influence can really get to your head. You can begin to think that you are the only one that matters. As a leader, you must be able to see past the attention people give you in order to tend to those who are attention-deprived.9. Monsters Inc.: innovation powers your worldIn Monsters Inc., Monstropolis is powered by the screams of children. The monsters sneak into the closets and scare the children, bottle their screams, and power the city. In the end, though, the scream loses its power and we are left to wonder what will become of Monstropolis. In the final scene, the monsters are seen sneaking in through closets and making children laugh. It turns out that laughs are more powerful than screams.The world is constantly, relentless changing. Leaders must have the imagination and audacity to adapt. Innovation is everything. If you can’t improve, you’re moving backwards. Always be on the search for the next big thing to power your world.10. Finding Nemo: nothing can stop you from finding what is most precious to youMarlin loses his only son, Nemo, and searches through the entire ocean to find him. He takes on sharks, swims through a field of jellyfish, and gets swallowed by a whale. Nothing deters him. He stops at nothing to find what matters most to him.Leaders have the same sort of determination for their goals. The dream of a great leader can only be denied by an encounter with death. There is no danger too grave, no price too high. A leader knows what matters and pursues it relentlessly.11. The Incredibles: don’t let the mediocre silence your awesomenessThe Incredibles are a family of superheroes living in a city where heroes are shunned. They must constantly work to keep their secret identities and hide their superpowers. Then, a villain threatens humanity and they must come out of hiding. In the end, they redeem the glory they once had and become more comfortable with who they are.The world is full of mediocrity. And average, ordinary, cynical people will try to bring you down to their level and keep you from reaching your full potential. Do not listen to them. They are just jealous of your courage and initiative. Be amazing… even when those around you criticize you for it. A time will come when they will need the great gift in you that they tried so hard to suppress. You are awesome. Act like it.12. Tangled: to make your dreams come true, you’ve got to leave your towerRapunzel dreams her entire life of leaving your tower and finding the origin of the floating lights in the sky. But, alas, time goes by and everyday’s the same routine… until she decides to leave her tower. Once she places her foot on the ground, she can’t get enough of the freedom and forges ahead in pursuit of her dream.Your tower is your comfort zone. It is your place of safety and complacency. It’s not fulfilling, but it’s comfortable. It’s easy. Leaders don’t settle for the easy way—they push themselves into discomfort in pursuit of their dreams. Leave your tower and watch your dreams unfold.
56 LESSONS IN LEADERSHIP FROM DISNEY MOVIES 4. Toy Story: you’re not a spaceranger… and that’s okay5. Hercules: being a hero isn’tabout celebrity; it’s about sacrifice6. Mulan: being true to yourself is the greatest gift you can give to others
57 LESSONS IN LEADERSHIP FROM DISNEY MOVIES 7. Dinosaur: the strong aremorally responsible for the weak8. The Emperor’s New Groove: it’s not about you9. Monsters Inc.:innovation powers your world
58 LESSONS IN LEADERSHIP FROM DISNEY MOVIES 10. Finding Nemo: nothing can stop you from finding what is most precious to you11. The Incredibles: don’t let themediocre silence your awesomeness12. Tangled: to make your dreams come true, you’ve got to leave your tower
59 NOW WHAT? Research leadership information Create a work plan Implement small changes first…..Plan to make misteaks mistakes, and learn from themDon’t do it in a silo! Work withyour team and colleagues.
60 “A leader is best when people barely know he exists, when his work is done, his aim fulfilled, they will say: we did it ourselves.” Lao Tzu
61 BibliographyWhat Followers Want in Their Nurse Leaders By Rose O. Sherman, EdD, RN, NEA-BC, FAAN, Am Nurs Today. 2012;7(9) Nursing Management: September Volume 42 - Issue 9 - p 44–50Creating Magic , 10 Common Sense Leadership Strategies from a Life at Disney by Lee Cockerell