NURS 4800 - Leadership - Final Exam
what are the 5 steps of a crucial conversation
- awareness of when conflict is occurring
- start with yourself
- know your purpose/have a mutual purpose
- make it safe
- manage emotions
5 steps of crucial convo - setting the stage
- express your intention to have a productive conversation, be calm and friendly
- request for participation: invite other person to share their perspective
5 steps of crucial convo - express your concerns
- state the problem: clearly and specifically state it
- share your feelings without blaming the other person
- describe the impact: explain how the conflict has affected your or the situation
5 steps of crucial convo - seek understanding
- ask for their perspective: encourage the other person to share their side of the story
- listen actively: don't interrupt, show empathy and understanding
- ask clarifying questions: if something is unclear or needs further explanation - ask
5 steps of crucial convo - finding common ground
,- identify shared goals
- brainstorm solutions: collaboratively generate potential solutions on the issue
- evaluate solutions: discuss pros and cons of each solution and determine which is most suitable
5 steps of crucial convo - agree on next steps
- suggest a specific course of action that both parties can agree on
- seek arrangement: ensure that both parties are in agreement w the proposed resolution
- set a follow-up: agree on a time to follow up and evaluate the progress of resolution
- set a follow-up: agree on a time to follow up and evaluate the progress of resolutions
5 steps of crucial convo - closing convo
- express appreciation: thank other person for their willingness to engage in convo
- reiterate the commitment: remind both parties of commitment of resolution
authentic leadership
they are their own true selves, integrity with who they say they are being the same as who they are
- rooted in concept of authenticity where leader is fully functioning person in tune w themselves and
their basic nature, self-actualization, and having strong ethical convictions
- suggests that to lead must be true to themselves and their values
- integrity is conformance between what leaders profess and how they act
servant leadership
- goal: to serve others and lead others to serve
- shares power, puts needs of employees first, and helps people develop and perform as highly as
possible
, - put serving others as #1 priority
- choice between personal advantage and organizational advantage speaks to the heart of servant
leadership since servant leaders focus on the betterment of subordinates
- develop followers who also engage in serving behaviors - due to servant leaders fostering collab,
teamwork, and collective activism
transformational leadership
based on the encouragement of employees to give their best work and motivation to be positive while
performing various tasks done through a common mission and vision
- identifies common valuse
- is a caretaker
- inspires others with vision
- has long-term vision
- looks at effects, empowers others
situational leadership
- leads the people based on the situation to make the best outcomes
- the tridimensional leadership effectiveness model predicts which leadership style is most appropriate
in each situation based on the level of followers' maturity
- as people mature, leadership style becomes less task-focused and more relationship oriented
contingency leadership
- no one leadership style is ideal for every situation
- interrelationship between the groups' leader and its members were most influenced by the managers'
ability to be a good leader
- the tasks to be accomplished and the key power associated with the leader's position also were cited
as key variables
what are the 5 steps of a crucial conversation
- awareness of when conflict is occurring
- start with yourself
- know your purpose/have a mutual purpose
- make it safe
- manage emotions
5 steps of crucial convo - setting the stage
- express your intention to have a productive conversation, be calm and friendly
- request for participation: invite other person to share their perspective
5 steps of crucial convo - express your concerns
- state the problem: clearly and specifically state it
- share your feelings without blaming the other person
- describe the impact: explain how the conflict has affected your or the situation
5 steps of crucial convo - seek understanding
- ask for their perspective: encourage the other person to share their side of the story
- listen actively: don't interrupt, show empathy and understanding
- ask clarifying questions: if something is unclear or needs further explanation - ask
5 steps of crucial convo - finding common ground
,- identify shared goals
- brainstorm solutions: collaboratively generate potential solutions on the issue
- evaluate solutions: discuss pros and cons of each solution and determine which is most suitable
5 steps of crucial convo - agree on next steps
- suggest a specific course of action that both parties can agree on
- seek arrangement: ensure that both parties are in agreement w the proposed resolution
- set a follow-up: agree on a time to follow up and evaluate the progress of resolution
- set a follow-up: agree on a time to follow up and evaluate the progress of resolutions
5 steps of crucial convo - closing convo
- express appreciation: thank other person for their willingness to engage in convo
- reiterate the commitment: remind both parties of commitment of resolution
authentic leadership
they are their own true selves, integrity with who they say they are being the same as who they are
- rooted in concept of authenticity where leader is fully functioning person in tune w themselves and
their basic nature, self-actualization, and having strong ethical convictions
- suggests that to lead must be true to themselves and their values
- integrity is conformance between what leaders profess and how they act
servant leadership
- goal: to serve others and lead others to serve
- shares power, puts needs of employees first, and helps people develop and perform as highly as
possible
, - put serving others as #1 priority
- choice between personal advantage and organizational advantage speaks to the heart of servant
leadership since servant leaders focus on the betterment of subordinates
- develop followers who also engage in serving behaviors - due to servant leaders fostering collab,
teamwork, and collective activism
transformational leadership
based on the encouragement of employees to give their best work and motivation to be positive while
performing various tasks done through a common mission and vision
- identifies common valuse
- is a caretaker
- inspires others with vision
- has long-term vision
- looks at effects, empowers others
situational leadership
- leads the people based on the situation to make the best outcomes
- the tridimensional leadership effectiveness model predicts which leadership style is most appropriate
in each situation based on the level of followers' maturity
- as people mature, leadership style becomes less task-focused and more relationship oriented
contingency leadership
- no one leadership style is ideal for every situation
- interrelationship between the groups' leader and its members were most influenced by the managers'
ability to be a good leader
- the tasks to be accomplished and the key power associated with the leader's position also were cited
as key variables
