My Leadership Style Democratic
Democratic Leadership in Nursing
My leadership Style—the Democratic
I chose democratic leadership style because this style is based on the “individual uniqueness and distinction” in terms of intellectual competencies. Each human being is different from each other. Their cognitive abilities e.g., thinking patterns, behaviors, attitudes, sensations, perceptions, problem-solving abilities, decision-making power, will power, self efficacy, organizing and management abilities, creativity, intelligence and personality are irrefutably exclusive (Sousa et. al., 2017). A leader is supposed to provide self-determination to his group members allowing their active participation in decision-making and discussing professional problems openly. Only democratic leadership provides this much respect and involvement to the followers. In the domain of health promotion, let’s apply democratic leadership qualities one by one.
A democratic leader listens to his followers attentively and allows their creativity to provide a new direction to problem-focused discussion. For example, for promoting health in the nursing profession, he will allow his fellows to present different ideas regarding what mediums are suitable for advertising health awareness messages? How will it be accomplished? Each member will be listened followed by the development and execution of collaborative outcome (Sousa, et. al., 2017; Weberg, 2017).
He represents himself as a suitable role model before his followers. For example, in order to make his followers behave intelligently and creatively, he first himself will act this way. He will demonstrate strong decision-making and problem-solving abilities within the given time-frame and available resources. Conscientiousness is another predisposed quality of a democratic leader including responsible attitude towards professional roles. In health promotion, he will work deliberately, prioritizing his professional duties (Graham & Jack, 2018).
He avoids criticism. He never criticizes for the sake of criticism but for constructive reasons. He makes corrections without hurting the dignity and will-power of his fellows (Weberg, 2017).
He keeps his followers motivated. Motivation requires both intrinsic and extrinsic factors. He praises his fellows and reinforces them to keep on giving their best. He never lets any effort by his fellows go unnoticed. In health promotion, members perform well, he equally acknowledges all (Weberg, 2017).
Weberg, D. (2017) Transformational leadership and staff retention: an evidence review with implications for healthcare systems. Nursing Administration Quarterly, 34(3), 246–258. Retrieved from https://www.ncbi.nlm.nih.gov/pubmed/20562573
Graham, I. W., Jack, E. (2018). Promoting leadership: the development of a nurse executive team in an acute hospital trust. Journal of Nursing Management.16(8), 955–963. Retrieved from https://www.ncbi.nlm.nih.gov/pubmed/19094108
Sousa, F., Rego, A., Pina, E., Cunha, M., Correia, A., Saur, A. I. (2017). Leader self-reported emotional intelligence and perceived employee creativity: an exploratory study. Creativity and Management,16(3), 250–264.
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