Example of an Interview With a Healthcare Leader for NUR 492 at the University of Phoenix.
I believe that a position or job title does not necessarily develop an individual into an effective and phenomenal leader. An individual's behavior, such as habits or conduct establishes if he or she possesses leadership status (Marquis & Huston, 2006, p. 47). In this paper, the subject will be to describe and define the leadership style of the person interviewed, discuss the personal philosophy of leadership and important qualities of leadership, describe what learning experiences have had the most influence on personal development as a leader, discuss how nursing leadership is evolving in health care today, describe challenges that the leader is facing within today’s health care systems, describe if the leader had a mentor and the development of the relationship and how the mentor has had an impact in leadership style, and advice given to someone interested in leadership.
I chose to interview B.B., the Assistant Director of Nursing (ADON) of Southlake Nursing and Rehabilitation Center. B.B. is without a doubt an effective leader. B.B. is a remarkable person to seek guidance from and is particularly constructive and honestly adores her career. B.B. started her nursing career in critical care, where she worked for 10 years. B.B. has been the current ADON of Southlake for the past 15 years. B.B. enjoys working with the geriatric population, and plans to stay for the rest of her career.
According to Sullivan and Decker (2009), “The democratic leadership style assumes that individuals are motivated by internal drives and impulses, want active participation in decisions, and want to get the task done; the leader uses participation and majority rule in setting goals and working toward achievement” (p. 46). B.B. assumes the democratic leadership style in her work environment. Some of the ways she influences people in her leadership style is by promoting employee involvement in decisions, always believing the best in her staff, encouraging her staff to cultivate innovative strategies for the residents, conveys expectations appropriately and offers consistent insight for feedback, and develops accountability to...[continues]
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