Strategies for empowering and guiding leaders and managers to become transformational leaders

Strategies for empowering and guiding leaders and managers to become transformational leaders   Transformational leadership in nursing Nurses work in environments that expose them to unique challenges and opportunities. The healthcare environment constantly experiences change, which requires leaders and managers to adopt adaptive and flexible leadership styles (Doody & Doody, 2012). Transformational leadership is a flexible leadership style since the leader values shared responsibilities and influence new ways of accomplishing tasks instead of ordering employees around (Doody & Doody, 2012). A transformational leader motivates their employees to perform beyond their limits by appealing to moral standards and higher ideas. As such, employees act to sustain the greater good instead of their interests, and a supportive environment that embraces shared responsibility is encouraged (Marquis & Huston, 2017). Therefore, healthcare organizations should employ strategies that empower leaders and managers in being effective transformational leaders. The main role of leaders and managers in an organization is to provide direction and manage human resources. Leadership training is essential to enhance the capabilities of leaders, especially if the leader has to demonstrate specific skills. Transformational leadership is based on a strong leader-employee trust relationship (Doody & Doody, 2012). An organization can train leaders and managers on how to mentor and coach employees, how to earn their trust, and how to empower employees at individual levels. Often, this requires the leader to have strong interpersonal relationships to identify employees’ capabilities and their developmental needs.  Another strategy that an organization can use to empower their leaders and managers to be transformational leaders is by creating an inspiring vision. An inspiring vision creates a compelling need for employees to follow the leader’s steps, especially if the leader is capable of motivating, coaching, and empowering employees (Ramsey et al., 2017). An organization’s vision sets out the purpose for working, and the vision should be aligned with organizational resources, culture, and environment. I believe the most important quality of a leader is the ability to foster loyalty and trust among their employees. By doing so, leaders inspire their teams towards the achievement of organizational goals (Doody & Doody, 2012). A great leader should be an effective communicator, have charisma, sincere enthusiasm, empowers their employees, and an excellent decision-maker (Marquis & Huston, 2017). References Doody, O., & Doody, C. M. (2012). Transformational leadership in nursing practice. British journal of nursing, 21(20), 1212-1218. https// doi/abs/10.12968/bjon.2012.21.20.1212 Marquis, B. L., & Huston, C. J. (2009). Leadership roles and management functions in nursing: Theory and application. Lippincott Williams & Wilkins. Ramsey, J. R., Rutti, R. M., Lorenz, M. P., Barakat, L. L., & Sant’anna, A. S. (2017). Developing global transformational leaders. Journal of World Business, 52(4), 461-473. https//DOI: 10.1016/j.jwb.2016.06.002