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Transformational Nursing Leadership

Jordynn Towner

Delaware Technical Community College

NUR 400: Nursing Leadership

Tammy Brown

December 6, 2020
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Leadership can be described as guiding, or directing others towards the achievement of

a goal. The profession of nursing can bring about many leaders, both formal and informal, that

demonstrate numerous different leadership types. These leadership types can range from very

involved and controlling, to very laid-back and hands-off. Through research and critical analysis,

the transformational leadership theory has been identified as the leadership style I most closely

relate too, and aspire to perfect. An overview of transformational leadership, and the many

ways it can be applied to the nursing profession will follow.

Transformational Leadership Theory

According to Finkelman (2016), “transformational leadership is a theory or style that

focuses on the need for leaders who are willing to embrace change, reward staff, guide staff

members in understanding their roles within the organization and the importance of the

organization or a positive work environment, and work toward developing a self-aware staff

that is able to take risks to improve”. Nurse leaders that embody transformational leadership

do not aim to control their staff, but rather to inspire them. Their goal is to highlight staff

member importance to the organization, as well as the organization’s overall mission, and

motivate staff to want and take an active role. An aspect of transformational leadership that is

crucial to nursing is the willingness to embrace change. The medical field is constantly

producing new information through research, and updating best practices, therefore nurse

leaders cannot be resistant to change. “When a leader is a role model for staff, it becomes less

likely that there will be resistance to change or new initiatives that are to be implemented”

(Doody, et al., 2012). The nurse leader using transformational leadership should have a positive
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and encouraging attitude, embrace their position as a leader, believe in their organization’s

mission, and welcome staff involvement in the decision-making process. “It is relatively easy to

lead people where they want to go; the transformational leader must direct people to where

they need to be to achieve the vision” (Luzinski, 2011). Transformational leaders are able to see

the bigger picture, and aim to inspire others to see it, and want to achieve it as well. While it is

important to emphasize an organization’s mission in an attempt to inspire others, it can be just

as important to highlight the mission of the profession itself. As a transformational leader, I

would emphasize the impact nurses can have on patients, in an attempt to inspire others to be

the best nurses they can be, which in turn would benefit the organization.

Lifelong Learning and Patient Advocacy

Lifelong learning and patient advocacy are two major components of nursing practice,

and can go hand-in-hand with each other. Lifelong learning is making a commitment to the

nursing profession, and oneself, to continue their education outside the classroom, in an

attempt to further their professional development. Patient advocacy is the act of doing what is

in the best interest of the patient, and protecting them from harm. Participating in lifelong

learning allows one to stay up-to-date on current treatments, best practices, etc., and thus the

nurse can advocate for those interventions for their patients, when appropriate.

Transformational leaders embody change; therefore, this type of leadership is compatible with

lifelong learning, and all the changes that may come as a result of it.

Communication and Collaboration

Communication and collaboration with the whole healthcare team is vital to patient-

centered care, as it makes sure everyone is on the same page, and all aspects of the patient’s
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care are accounted for. Transformational leaders are essential in this process because they are

adaptable to change, work with the bigger picture in mind, and understand each team

member’s role in the patient care process. These leaders embody lifelong learning, and are able

to bring new information and best practices into the patient’s plan of care. Transformational

leaders are invested in the organization, and may also be responsible for inciting change in how

the healthcare team communicates or collaborates. When attempting to create change, the

transformational leader should have research to support their claims, and have a plan that

details every member’s role. A key aspect of transformational leaders is being able to inspire

others, and show them how this change is in the best interest of everyone. “Transformational

leadership is a key characteristic of Magnet® organizations and 1 of the 5 components of the

new Magnet model from the American Nurses Credentialing Center” (Luzinski, 2011). The

importance of nurses as leaders that can initiate change within their organization, can be

illustrated by the components mandated by Magnet organizations. Nurses are a huge part of

the healthcare team, as they spend the majority of time with the patient, and their opinions

and suggestions are a vital part of the patient’s plan of care.

My Leadership Plan

The aspect of the transformational leadership theory that appealed most to me, was the

idea that a leader inspires, instead of commands. “Transformational leadership is a process that

motivates followers by appealing to higher ideas and moral values where the leader has a deep

set of internal values and ideas and is persuasive at motivating followers to act in a way that

sustains the greater good rather than their own interests” (Doody et al., 2012). As someone

who has worked under many types of leaders, the ones who try to teach and improve others
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are more successful than the ones who try to control. Another strong feature I admire in a

leader is when they have been in the position of those they are leading. This allows the leader

to speak from experience, and to know if they are making reasonable demands of the staff, and

anticipate any resistance to change they may meet. Following that idea is where I would start

my nurse leadership journey, I believe it is important to work as a nurse in my unit for a couple

years to gain experience. This will allow an understanding of the flow of the unit, what the

expectations of the nurses on that unit are, and what resources are available. During this time, I

would strive to become an informal nurse leader, I would aim to be a resource for any newer

nurses and continue my lifelong learning with the completion of my BSN. The next step would

be to become a charge nurse or a nurse preceptor on that unit, those would be a more formal

nurse leadership title. Either one of those positions could be considered an influential role, and

would encourage teaching and inspiring those around me to want to be the best nurses they

can be. “Transformational leaders create a culture of active thinking through intellectual

stimulation, a culture that encourages workers to become more involved with the organization

and its development” (Krepia et al., 2018). Being involved in committees is another key aspect

towards being a transformational nurse leader, this illustrates a commitment to the

organization and changing it for the better. Currently I am involved in one committee, and that

entails me being a Safety Coach. This committee discusses safety concerns within the hospital,

as well as discussing great safety catches by staff members. I would eventually like to become a

part of my department’s shared governance, this committee is how staff discusses, and votes

on changes in our unit.

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Overall, the basis of my nurse leadership goal is to gain experience, become involved,

stay educated, and inspire others to want to do the same. Throughout my nursing career, I

want to continue lifelong learning, so that I can not only advocate for my patient, but also so I

can act as a resource for newer nurses.

Conclusion

There are many different leadership styles, and everyone has to find the one that works

best for them. Transformational leadership appealed to me because of the adaptability to

change, and the desire to inspire others. This leadership style works best with nursing, because

it is an ever-changing field and requires individuals who have a passion for it.
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References

Doody, O., & Doody, C.M. (2012). Transformational leadership in nursing practice. British
Journal of Nursing 21(20), 1212-1218.
http://web.a.ebscohost.com.libproxy.dtcc.edu/ehost/pdfviewer/pdfviewer?
vid=3&sid=0fe14ee7-a2d9-4630-bf2f-ff1296329ed7%40sessionmgr4008

Finkelman, A. (2016). Leadership and management for nurses 3rd ed. Pearson Education Inc.

Krepia, V., Katsaragakis, S., Kaitelidou, D., & Prezerakos, P. (2018). Transformational leadership
and its evolution in nursing. Progress in Health Sciences 8(1), 189-194.doi:
10.5604/01.3001.0012.1114

Lacasse, C. (2013). Developing nursing leaders for the future: achieving competency for
transformational leaders. Oncology Nursing Forum 40(5), 431-433.
http://web.b.ebscohost.com.libproxy.dtcc.edu/ehost/pdfviewer/pdfviewer?
vid=4&sid=53daf790-5e1a-4699-af3c-68a3ad0cd24f%40pdc-v-sessmgr06

Luzinski, C. (2011). Transformational leadership. The Journal of Nursing Administration 41(12),

501-502. Doi: 10.1097/NNA.0b013e3182378a71