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Transformational Leadership Theory

Kayla Smith

Delaware Technical Community College

Nursing Department, NUR 400-600

Ms.Pini

November 27, 2022

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Introduction

When I envision my future as a nurse leader, I envision an environment with open

communication and trust with my staff. The key to patient satisfaction is through staff

satisfaction. The leadership theory that will help me become the nurse leader I want to be is the

transformational leadership theory.

Nurse Leader

In the past, nurse leaders in acute settings were directors of nursing (DON). Hospital

administration, HCO planning, and budgets were areas nurse leaders had limited interaction

with. Nurse leaders focus was patient care and advance degrees were not necessary to hold those

position (Finkelman,2020, p.20). “Gradually the nurse leader began to interact more with

hospital administration and assumed more responsibility for the nurse department planning and

budget” (Finkelman, 2020, p.21). Focusing on the bigger picture, nurse leader’s main goal is the

improvement of nursing practice and outcomes. With a less hands-on approach, nurse leaders

collaborate to create operational goals and budgets (Management, 2021). Furthermore, nurse

leaders ensure organization standards, medical, ethical, and professional, are upheld

(Management, 2021). On the road to becoming a nurse leader, I will continue lifelong learning.

Lifelong learning is through on the job experience and formal education. After I complete my

BSN, I will apply to a master program to continue the process of becoming a nurse leader.

Transformational Leadership Theory

“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 a positive work environment, and work towards
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developing a self-aware staff that is able to take risks to improve” (Finkelman, 2020, p.17). Also,

transformational leaders are charismatic, role models who create an inspiring vision for

employees to not only achieve their goal but the organizations as well. They motivate employees

to set and achieve higher level goals, while individually guiding each member (Steinmann et al.,

2018). An online survey was studied to investigate links between proactive behavior focused on

the goal setting process, employees work attitudes, and transformational leadership (Steinmann

et al., 2018). “By demonstrating confidence in their follower’s capability, increasing

opportunities for them to significantly affect their work, and providing instrumental and

emotional support, transformational leaders lead employees to further perceive these goals to be

attainable” (Steinmann et al., 2018). As a nurse leader my goal is to Promote self-confidence and

independent decision making in my employees. Employees will be satisfied having an input in

decision making and the confidence to make those decisions.

Patient satisfaction and Transformational Leaders

Transformational leadership style improves Staff job satisfaction thus increasing patient

safety outcomes. In Ontario, 378 acute care nurses completed a cross-sectional survey (Boamah

et al., 2018). The results were “Transformational leadership had a strong positive influence on

workplace empowerment, which in turn increased nurses job satisfaction and decreased the

frequency of adverse patient outcomes” (Boamah et al., 2018). Being a transformational leader

has decreased adverse patient outcomes in Ontario, proving the theory is best for nurse leaders.

Advocacy

A major component of being a nurse leader and transformational leader is advocacy.

Nurses advocate for patients, themselves, and other staff members. Advocacy is essential to
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providing excellent patient care and being an effective leader. Advocacy has two important parts:

“(1) providing information that is useful to the patient and, (2) supporting the patient’s decision,

which may not be the decision the nurse thinks is best but nonetheless must be supported”

(Finkelman, 2020, p.363). Problem solving, communication, influence, and collaboration are

skills an advocate should possess (Tomajan, 2012).

Conclusion

My goal is to be an effective nurse leader that follows the transformational leadership

theory. Being a new nurse, I am still learning a lot about myself and the nursing profession.

Working in home health I advocate for clients regularly. I’ve advocated for a client who wanted

to discontinue their tube feed since they could eat pureed meals; advocated, and collaborated

with a physician for a client to receive a natural treatment vs the one prescribed, etc. Gaining

experience in a hospital setting would increase my clinical, advocacy and collaboration skills.

Formal and inform learning/education will increase my professional development and keep me

updated on new medical technology/devices.

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References

Boamah, S. A., Spence Laschinger, H. K., Wong, C., & Clarke, S. (2018). Effect of

transformational leadership on job satisfaction and patient safety outcomes. Nursing

Outlook, 66(2), 180–189. https://doi.org/10.1016/j.outlook.2017.10.004

Finkelman, A. (2020). Leadership and Management for Nurses: Core Competencies for Quality

Care. Pearson.

Management vs. Leadership in Nursing. (2021, September 3). Retrieved November 24, 2022,

from https://nightingale.edu/blog/nursing-leadership-and-management/

Steinmann, B., Klug, H. J., & Maier, G. W. (2018). The path is the goal: How

transformational leaders enhance followers’ job attitudes and proactive behavior. Frontiers

in Psychology, 9. https://doi.org/10.3389/fpsyg.2018.02338

Tomajan, K. (2012). Advocating for nurses and nursing. OJIN: The Online Journal of Issues in

Nursing, 17(1). https://doi.org/10.3912/ojin.vol17no01man04