Managing and leading are two different ways of organizing people to reach a common goal. Leadership styles are used to set a direction that is vision based for a group, organization to follow in attempt to reach a desired result. Example, a clinical manager can you his/her leadership traits to spearheads a new attitude that promotes the health and wellbeing of their patients and staff. On the other hand, managers control and direct people/resources within a group or organization according to principles or values that have already been established by the leadership team. The managers tend to use a formal, rational method while the leader uses passion and stimulates emotions to move the group/organization in the right direction. My leadership style is a combination of different styles; (affiliate and democratic) depending on the situation at hand. I use the affiliate leadership style when I need to emphasize harmony and acceptance of difference between the staff. I use the democratic style to emphasize teamwork and commitment to work at hand to meet the objectives for the patients and doctors. I feel solid leadership is within your reach if you actively work to develop your leadership styles and manager skills can greatly enhance your chances for success and gaining the respect and trustworthiness from your subordinates. People naturally and willingly follow leaders due to their charisma and personality traits, whereas a manager is obeyed due to the formal authority vested in him/her. Based on this overlapping occurrence; you can be both as long as you understand how to walk this tight-rope.
Visionary Leadership Style Supervisors were of the opinion that today; nurse managers use a more visionary leadership style than previously. In the past, many organizations lacked a vision of their own and had fewer possibilities to engage in development for the future. Even now, the skills of nurse managers to lead visionary development work varied. Both nurses and supervisors reported that it was characteristic of the visionary nurse manager to emphasize and discuss the vision and provide information to employees. When establishing their vision, some nurse managers provided guidelines for attaining the work unit’s goals. These nurse managers had a systematic and purposeful leadership style, based on the knowledge of nursing science and practice. They generally worked in organizations with strategies and vision. They had clear goals and rules on how to work. Nurse managers had so-called performance development discussions with every employee once a year. During the discussion, the nurse manager explained and revised the goals and discussed the purpose of the employee’s work together with each employee. At the same time, they agreed on the goals of the employee for the next year. Visionary nurse managers were described as being assertive and persistent in their attempts to get the work units to achieve their goals. Nurse managers with more recent education were better equipped to search for information than nurse managers with older education. In addition, they often had a clear picture of the development needs in nursing practice. Supervisors said that sometimes the fact that the organization did not have visions or direction for the future was an obstacle to a visionary leadership style. This was emphasized in cases where changes were introduced to the organization. Some nurse managers worked more on the basis of operation up until the present. The managers were guided by various situations and there were no plans for the future.
“This manager had visions and we had long-term plans, but these plans often changed.” Nurses emphasized the importance of making the vision understandable by giving information about current issues of the work unit. Nurse manager’s skills to provide information objectively and positively influenced the way the personnel reacted to topical issues. It was also important to explain the motivation...
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