Leadership Styles Discussion Response

Leadership Styles Discussion Response

Hi XYZ,

Thank you for a thought-provoking and elaborate discussion on leadership styles. I like your comparison of a manager and a leader. It’s true that management is a role assigned to an individual while leadership is about influence, not authority. To add to your insights, I believe leadership is a process, not a position. it is about our actions, not the organizational role we hold. Effective leaders, according to (Akerjordet & Severinsson, 2018), nature the strengths and talents of their team members through their behaviors Leadership Styles Discussion Response.

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Consequently, I concur with your views on emotional intelligence. The latter enables one to recognize his feelings and understand how it impacts others, hence enhancing relationship building, job satisfaction, and conflict diffusion (Lane, 2019). One impressive thing about your response is that you back up your views with outside sources. However, I’m uncertain whether the sources you cited, especially the one from Landry’s (2019) s blog is credible and reliable. Academically, blogs are considered unreliable because most are opinionated and lack the professionalism expected in a scholarly source. As such, I would politely recommend that you cite books or articles from reliable nursing and health journals. Although the cited blog discusses emotional intelligence in leadership succinctly, it’s a business insights blog and I feel like it shouldn’t be cited in a nursing discussion.

Lastly, the example you provided regarding an emotionally intelligent leader is perfect. You’ve specifically highlighted the leader’s skills and behaviors and how he influenced his team. Truly, he’s an influential leader who I won’t mind working with.

References

Akerjordet, K., & Severinsson, E. (2018). Emotionally intelligent nurse leadership: a literature review study. Journal of nursing management, 16(5), 565–577. https://doi.org/10.1111/j.1365-2834.2008.00893.x

Lane T. (2019). Emotional Intelligence. Annals of the Royal College of Surgeons of England, 101(1), 1. https://doi.org/10.1308/rcsann.2018.0209Leadership Styles Discussion Response

Response1:

When comparing leaders and managers, it is essential to note that while those specific words may be used interchangeably, the actual role is quite different. Managers are persons given a role within an organization where they are responsible for controlling not only the people within the organization, but also the organization’s outcomes. However, leaders are more often in their role because of the behaviors they present toward those around them. How they are perceived and respond to others places them into the unofficial position of leader. While managers primarily deal with situations, leaders deal with people and are often seen as charismatic, encouraging, and empathetic to those around them (Walden University, 2014). It is also important to note that not all managers make good leaders, just as not all leaders have the right skills to be managers.

While there are many leadership styles, not all styles will work in all scenarios, nor will they work for every person. However, by accessing your emotional intelligence, individuals can evaluate their abilities and limitations and compare them to how others see them, thus giving them a better understanding of their strengths and limitations. Accessing your emotional intelligence can teach a person how to manage their emotions and subsequently how to respond to situations rather than react to them. This skill allows a person to manage conflict by seeing it through all parties’ viewpoints and allows for a fair resolution. Lastly, by understanding how emotional intelligence plays into leadership, an individual can learn how to be empathetic so they can guide and teach those around them. Emotional intelligence is essential for anyone in a management or leadership position to learn so they can better understand and manage themselves and those around them (Landry, 2019).

Speaking specifically to my own experience with this type of scenario, I had the pleasure of working with an Assistant Nurse Manager (ANM) who, while being a manager, was also a very competent and empathetic leader. Because his nursing background came from many years in the military, he was proficient in managing the department and those of us who worked with him. He held high standards for everything from how you presented yourself to how quickly and thoroughly you performed your job. He was not shy when questioning you about why you did something a certain way, nor would he allow you the opportunity to slack off. Because he expected us all to work as a team, his motto throughout my years working with him was “nobody sits until we all sit.” This type of thinking made us understand that whatever work was to be done was the responsibility of all of us to complete. However, what made him unique, at least to me, was that at a moment’s notice, he was willing to not only lend his own strengths but was always the first to point out everyone else’s strengths. He did not feel that his accomplishments were more important than those of the people he managed. He listened to our concerns without judgment or a quick fix for the problem. He asked us and actually listened to what we thought was the right thing to do. He genuinely wanted to hear from us and encouraged us to become more prominent players in our department. To him, the department belonged to those of us who showed up every day and put in the hard work, and as such, we should be the ones running it Leadership Styles Discussion Response.

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Using emotional intelligence and transformational leadership skills, our department ANM showed that he was self-aware, empathetic, and encouraging. He showed that he was dedicated to managing the department through the advancement of the people he was leading, and as such, he led, and we followed. These behaviors and this style of leadership created an environment that encouraged us as employees to speak up, as we knew that we would not be judged or shut down. We knew we would be treated as equals and be given the respect to work as a team rather than just as employees. While the rigors of the job did not decrease while he was our ANM, we all felt that he had our best interests in mind. We were confident that we were all a vital part of the team. As noted by Görgens-Ekermans and Roux (2021, Managerial Implications), by developing emotional intelligence, transformational leadership efficacy can be increased. Using these skills can lead to increased employee output, increased job satisfaction, and decreased employee turnover.

References

Görgens-Ekermans, G., & Roux, C. (2021). Revisiting the emotional intelligence and transformational leadership debate: (How) does emotional intelligence matter to effective leadership? SA Journal of Human Resource Management. https://eds.s.ebscohost.com/eds/pdfviewer/pdfviewer?vid=5&sid=8845b2d3-bba3-4eb4-8afb-f272fd6d6b55%40redis

Landry, L. (2019). Emotional intelligence in leadership: Why it’s important. Business Insights Blog. https://online.hbs.edu/blog/post/emotional-intelligence-in-leadership

Walden University, LLC. (Producer). (2014). Leadership [Video file]. Baltimore, MD: Author Leadership Styles Discussion Response