NURS 4455 Leadership Style Discussion
NURS 4455 Leadership Style Discussion
For Maximum points, you must respond to all 3 questions.
What style of leadership do you work best under?
What leadership style best describes your present or former managers?
Why is it important for nurse managers to have a clear understanding of their predominant leadership style?
What are the Leadership Style of Managers?
Types of leadership styles
Here are 10 of the most common leadership styles:
1. Coaching style
2. Visionary style
3. Servant style
4. Autocratic style
5. Laissez-faire or “hands-off” style
6. Democratic style
7. Pacesetter style
8. Transformational style
9. Transactional style
10. Bureaucratic style
In the next section, we’ll look at each leadership style in detail in including benefits, challenges and examples of each.
1. Coaching leadership style
A coaching leader is someone who can quickly recognize their team members’ strengths, weaknesses and motivations to help each individual improve. This type of leader often assists team members in setting smart goals and then provides regular feedback with challenging projects to promote growth. They’re skilled in setting clear expectations and creating a positive, motivating environment.
The coach leadership style is one of the most advantageous for employers as well as the employees they manage. Unfortunately, it’s often also one of the most underutilized styles—largely because it can be more time-intensive than other types of leadership.
You may be a coaching leader if you:
Are supportive
Offer guidance instead of giving commands
Value learning as a way of growing
Ask guided questions
Balance relaying knowledge and helping others find it themselves
Are self-aware
Benefits: Coaching leadership is positive in nature. It promotes the development of new skills, free-thinking, empowerment, revisits company objectives and fosters a confident company culture. Leaders who coach are often seen as valuable mentors
Challenges: While this style has many advantages, it is more time consuming as it requires one-on-one time with employees. This may be difficult to obtain in a fast-paced environment with time-sensitive priorities.
Example: A sales manager gathers their team of account executives for a meeting to discuss learnings from the previous quarter. They start the meeting by completing an assessment together of strengths, weaknesses, opportunities and threats regarding the team’s performance. The manager then recognizes specific team members for exceptional performance and goes over the goals achieved by the team. Finally, the manager closes the meeting by announcing a contest to start the next quarter, motivating the salespeople to reach their goals.
