I’d like to use my final blog post of the semester to thank you all. Through my blogs, in which I typically babble on and on about NOT wanting to be the leader, a number of you have pointed out that I have displayed a number of qualities of a competent leader. And I’d like you to know that I’ve real all your comments and thought on them, considerably. I wanted to think about it objectively and see if that was true. Here’s what I’ve come up with.

Someone suggested that the fact that I am a nurse, in itself, suggests leadership abilities. I hadn’t considered that, but on some level, I have to agree. The clients I care for and their families look to me for advice. In their homes, I am the person whom they expect to have the answers. I am the one whose advice they take when they don’t know what’s going on. In that way, I am regularly influential, changing their attitudes and behaviors with my words and knowledge. When I am working in a client’s home, I am seen as a source of expert power, which relates to the amount of knowledge one possesses in relation to other members of the group, (Redmond, 2016). My clients are children, and if there’s anything I know, it’s pediatrics. My clients have have to rely on my knowledge.

I’ve also identified with servant leadership. Northouse (2016) discusses characteristics of a servant leader, including listening, empathy, healing, awareness, and commitment to growth of people, to name a few. I mean, do I even need to discuss how much this describes the nursing profession, in general? Those five characteristics are essentially my every-day job description.

I could go on and on about all the eye-openers I’ve been given through this blog. Oh, I almost forgot the interesting turn of events. I received an email from my employer, as I do every year at this time, about enrichment courses they offer to their field employees. The topics always vary, and I’ve never gone to any of them. Oddly enough, (perhaps fate is intervening?) the course they are offering next month is about effective leadership skills while working as a field employee. So, I decided to go ahead and sign up for the course. I figure I have a jump start since I’ve taken this course, and I have the motivation since a number of you have encouraged me to think about my leadership status.

Thanks to all of you for opening my eyes, and for motivating me to check out the leadership course offered by my  employer. Also, thanks for a great year, and good luck in all you do!

 

References

[clip art]. (2011, May 17). Retrieved from http://benditaentropia.tumblr.com/post/5578784168/don-t-follow-me-i-haven-t-got-a-clue

Northouse, P. G. (2016). Leadership: Theory and practice (7th ed., pp. 195-223). Los Angeles, CA: Sage Publications.

Redmond, B. (2016). Lesson 7: Power and influence [Online lesson]. Retrieved from https://courses.worldcampus.psu.edu/sp16/psych485/002/content/07_lesson/01_page.html

 

 

 

I was watching the republican debates a couple weeks ago and Donald Trump said something that I’m still thinking about. I’m sure it’s only stuck with me because of this course, and I’m not trying to start a big political argument. Stick with me, here.

When asked by Bret Baier how he would respond if the military refused to carry out his orders that may be illegal, (regarding torture of terrorists and targeting their families,) The Donald responded, “They won’t refuse. They’re not going to refuse me. Believe me.” Upon further questioning, he said, “I’m a leader. I’ve always been a leader. I’ve never had any problem leading people. If I say do it, they’re going to do it. That’s what leadership is all about,” (Geraghty, 2016.)

Like I said; I probably wouldn’t have given this a second thought, because that’s just what I expect from The Donald. (Side note: I REALLY like referring to Trump as The Donald. It just makes me giggle like a school girl who is randomly assigned to the seat beside the cute boy in class. I digress…) However, given all we have learned thus far this semester, I feel that this is a good example of what a leader SHOULDN’T be. I am not saying that I do or do not support The Donald, (still giggling,) I am just referring to what we have learned through the course of this class.

Specifically, what came to mind was the three-skill approach, which states that there are three basic, personal skills that leaders must possess: Technical skill, human skill, and conceptual skill, (Northouse, 2016.) Technical and conceptual skills, I have no doubt he has. He’s built himself an empire, in a seemingly effortless manner. That leaves us with human skills. People skills. Maybe, just maybe, The Donald is somewhat lacking in this area. Okay, maybe he’s lacking human skills quite a bit.

Human skills allow a leader to work effectively with followers and peers, (Northouse, 2016.) I feel like The Donald has the opposite if human skills. If leadership is defined as an individual’s influence on a group to reach a common goal, (Northouse, 2016, p.6,) then maybe The Donald doesn’t know what leadership is. Sounds to me like he’s more of a dictator.

References

Geraghty, J. (2016, March 4). ‘If I Say Do It, They’re Going To Do It. That’s What Leadership Is All About.’ [Web log post]. Retrieved from http://www.nationalreview.com/corner/432350/if-i-say-do-it-theyre-going-do-it-thats-what-leadership-all-about

Northouse, P. G. (2016). Leadership: Theory and practice (7th ed.). Los Angeles, CA: Sage.

Xyzpdq1. (2016). We Shall Overcomb [clipart]. Retrieved from http://cheezburger.com/5184790272

The path-goal theory of leadership stuck out to me more than any other theory or approach we have read about, thus far. In my opinion and experience, it makes the most sense, so I was surprised to read that it is only partially supported by empirical research studies, (Northouse, 2016, p. 123).

Quite simply, Northouse (2016) describes the path-goal theory of leadership as how leaders motivate followers to achieve goals. More specifically, it explains how leaders can help their followers stay on the correct path toward their goals by determining which specific behaviors will meet their followers needs, specific to their current situation. Followers generally want to feel they are capable of attaining goals, but they also want to know they will be rewarded when they do. A leader employing the path-goal theory is aware of this, encourages goal completion, and provides appropriate rewards to keep their followers motivated, and feeling self-sufficient, (Northouse, 2016, p. 116).

I’m not a traditional student; I’m older, set in my career, and have teenage children. I’ve had a number of jobs in a variety of settings. Every time I read about one of these theories or approaches, I have a clear picture in my head of one my superiors that fits that description. The path-goal theory immediately made me think of my current manager, and how much I enjoy what I do, thanks to a solid management team that provides their employees with the tools they need to be successful.

The management team I answer to are all supportive leaders. They are all very friendly and easy to talk to, and adhere to an open-door policy. Like Northouse (2016) suggests, they are dedicated to fostering the well-being of their employees, and go above and beyond to make our work environment a pleasant place to be. They are also participative leaders, as described by Northouse (2016). As a pediatric home-care nurse, management regularly consults with the nurses and uses our suggestions in creating home-care plans. I feel that in an industry like home-nursing, considering the suggestions of those of us who are actually in the home with the patients is an invaluable asset.

Working in home-care, it is imperative that we (nurses, aides, etc.) are able to work autonomously. We do not have a supervisor in the home with us. We are one-on-one with the patient at all times. When Northouse (2016) discusses follower’s perceptions of their own abilities (Northouse, 2016, p. 118), I feel he hits the nail on the head. For the most part, we are self-assured in our abilities because we have been groomed to perform competently on our own. We do not have a need for directive leadership, or a manager who tells us what to do, how to do it, and when to have it done (Northouse, 2016, p. 117). We’ve proven we can meet our goals and deadlines on our own, and the recognition we receive for doing so motivates us to continue doing it.

The path-goal theory can be applied to any level of leadership, (Northouse, 2016, p. 125), and that is evident in my career. Each of us answers to someone above us, and each of us recognizes and acknowledges when goals have been met, and when excellent care has been provided. From the managers in the office, the RNs, the LPNs, and the home health aides, each of us work as an integral member of the team. As such, we all make a point to give credit where credit is due, and that is the motivation each of us needs to continue exceeding our patient’s expectations, as well as the expectations of those in positions above us.

References

Northouse, P. G. (2016). Path-goal theory. In Leadership: Theory and practice (pp. 115-136). Los Angeles,CA: Sage.

Waves of Motivation. (2014, November 15). Path to goal [clip-art]. Retrieved from http://www.wavesofmotivation.com/?p=702