1 posts This paper compares and contrasts two leadership theories: transformational and authentic leadership. In addition to this, the paper takes a look at the strengths and weaknesses of each of these two theories in relation to the nursing profession. To begin with, Sfantou et al. (2017) note in their article that the leadership style that is pursued by the leader is highly important, since it determines the nature of the relationship between an individual who is at the top of the organization (or heads the team) and his/her subordinates/followers. When it comes to transformational leaders, they are able to create strong relationships among team members, as well as motivation in the team (in general). Also, transformational leaders are known for improving worker commitment to goal attainment, as well as boosting overall performance on the institutional level (Asif et al., 2019). What about authentic leaders? They align values with actions and are known for building transparent relationships with their followers (Carvalho et al., 2016). Also, authentic leaders create an environment where everybody feels respected and appreciated for his/her contribution, no matter how small or big (Nelson et al., 2014). If the two leadership styles were compared and the “best” one was chosen for addressing nursing issues, I would point to authentic leadership. Establishing trustful relationships is one of the pillars of a well-functioning nursing team. An authentic leader knows how to do this. Transformational leaders, on the other hand, are really result-oriented. However, in a nursing environment this can actually hinder the working process. For nurses, it is important to be transparent, trustful of their leader, and empathic. In my opinion, authentic leaders help to foster these qualities in their followers to a great extent. While both leadership styles are worthy of consideration, authentic leadership is the “better” version of the two. References Sfantou, D., et al. (2017). Importance of leadership style towards quality of care measures in healthcare settings. (4). Asif, M., et al. (2019). Linking transformational leadership with nurse-assessed adverse patient outcomes and the quality of care. Retrieved from (13).

Transformational and authentic leadership are two popular theories in the field of leadership studies. These theories have been extensively examined and applied in various professional contexts, including the nursing profession. This paper aims to compare and contrast these two leadership theories and analyze their strengths and weaknesses in relation to the nursing profession.

Firstly, it is important to understand the basic principles of transformational and authentic leadership. Transformational leaders are known for their ability to create strong relationships among team members and motivate them towards achieving shared goals. They inspire and challenge their followers to go beyond their self-interests and strive for excellence (Sfantou et al., 2017). On the other hand, authentic leaders align their values with their actions and build transparent relationships with their followers. They create an environment in which individuals feel respected, appreciated, and empowered to contribute their best (Carvalho et al., 2016).

When considering the nursing profession, both transformational and authentic leadership have their merits. Transformational leadership has been found to improve worker commitment to goal attainment and enhance overall performance at the institutional level (Asif et al., 2019). In a healthcare setting, this can be particularly beneficial in promoting teamwork and achieving quality care measures (Sfantou et al., 2017). However, the result-oriented nature of transformational leadership may not always be suitable for the nursing environment.

Nurses require a supportive and nurturing work environment in which they can deliver care with empathy and compassion. Authentic leadership, with its focus on building trust and fostering positive relationships, aligns more closely with the values and needs of the nursing profession. Authentic leaders create an atmosphere where every individual feels respected and valued for their contribution, regardless of its magnitude (Nelson et al., 2014). They prioritize open communication, transparency, and empathy, which are crucial for effective teamwork and patient-centered care in nursing (Carvalho et al., 2016).

In conclusion, both transformational and authentic leadership have their strengths and weaknesses in relation to the nursing profession. While transformational leadership can enhance performance and goal attainment, authentic leadership is better suited for fostering trust, transparency, and empathy among nursing teams. In a profession where trustful relationships and effective communication are essential, authentic leadership provides a better framework for creating a positive work environment. However, it is important to note that leadership styles should be contextually adapted and applied based on the specific needs and dynamics of the nursing setting.

References:
Asif, M., et al. (2019). Linking transformational leadership with nurse-assessed adverse patient outcomes and the quality of care. Retrieved from [link]
Carvalho, I., et al. (2016). Authentic leadership in nursing: A scoping review. International Journal of Nursing Studies, 63, 82-91.
Nelson, A., et al. (2014). Authentic leadership and psychological well-being in nurses: The mediating role of empowerment. Journal of Advanced Nursing, 70(4), 956-968.
Sfantou, D., et al. (2017). Importance of leadership style towards quality of care measures in healthcare settings. Healthcare, 5(4), 73.