Engaging Others with Leadership


Leadership is an essential quality for a nurse manager. It entails guiding or directing a group of people to accomplish a certain mission or achieve certain goals by establishing a clear vision and sharing out the vision with other people with the same mission for them to follow willingly. In Gibbs defined leadership as the ability to perpetuate communications and forge relationships forged around a common goal, vision or values. A leader is meant to provide knowledge and information regarding a vision so as to coordinate and manage the conflicting interests of all the other stakeholders. Leadership can only be enhanced through mentoring and not through teaching. For a leader to be effective, he or she needs to be realistic, open and positive in influencing others and helping to lift them up so as to work towards a common mission. A good leader will help those that are being led to accomplish and achieve a lot more than they would with poor leadership by building harmony about a common goal (In Cooke, et al, 2015). This essay features the importance of good leadership and the benefits of engaging others and how teamwork enhances accomplishment of tasks and how a good leader should be.

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Section One

Effective leadership in engaging others is of great importance in the health care sector as it helps to transmute a pool of brilliant individuals into a synchronized team when it is done in a way that essentially helps the team members to perform well together (Katzenbach, & Smith, 2015). This is aimed at ensuring that the healthcare system is of high quality and that patients are treated and handled in an efficient way. Engagement is the key factor to enhancing performance in any work place and in this case in the healthcare provision (Lencioni, 2013). It is the key driver to which the employees feel, act and think in the ways that show their obligation to the organization. When the employees are engaged in various processes such as decision-making, airing out ideas and other activities, they feel proud, energetic and develop positive attitudes towards work which enhances output.    Engaged employees help to yield more profits and higher returns on assets and also yield almost double or more value to their shareholders as compared to the employees who are less or totally not engaged (Levi, 2011).

When employees are not engaged, they feel bored, underestimated and may display counterproductive work behavior which may cost a healthcare facility billions of money. Engaging others may at times be challenging especially if a leader is sluggish as it makes him or her to avoid conflicts and be polite such that it holds them back from offering constructive or necessary criticism hence developing a passive-aggressive management approach. Some healthcare leaders may see opportunities for improvement that the others may not see which makes them rascally and appear charismatic and dishonest to others hence making them difficult to trust (Roberto, 2013).

Section Two

The accomplishment of a task means success and the outputs of the team should be the ones which are acceptable to the leaders, patients and their relatives or the team members. For a leader to engage the employees effectively, there is a need to evaluate the ability of the team to accomplish tasks

Ability to Handle Differences

A leader is required to possess intelligence and emotional maturity such that they are less prone to irritability and moodiness which can affect the staff and the patients. This helps them to handle the differences among the staff and handle conflicts in a tactful manner.

Maintaining Team Order

A good team should be able to perform the tasks assigned and be in a position to perform the next task even better. Developing good internal social relations encourages the team members to have the zeal to work in the team even in future.


Good communication enhances interactions and relations which are responsible for assessing the level of success that a team is inclined to achieve. It enables them to open up and share supportive and constructive ideas for development. As a nurse leader, one is supposed to air out the vision in a way that is thrilling, meaningful and develops a common purpose and should be committed to implementing the vision. The goals of the organization should be communicated in a language that is easy to understand by every stakeholder. The collaborative communication encourages dialogue among the stakeholders hence sharing experience and knowledge which enhances healthcare management.

Team Cohesiveness.

A good team will create emotional ties among the team members such that they always want to work together and do not want to miss any of them. This entails making other team members be comfortable with the image, teamwork, and vision of the team. Members should be able to manage problems that come along with group thinking, conflict and conformity.

Section Three

Overall summary of the discussion and team interactions as presented in the scenario

Effective healthcare leadership by engaging others promotes team interactions which bears more benefits and improves patient-outcomes. Those that work together as a team develop a culture of self-leadership which makes them offer quality services to the patients.

Discussion of One Positive Action Demonstrated By a Team Member

A team member is expected to demonstrate reliability and can be counted on since he or she gets things done on the right time and effectively by working hard to meet the expectations. This is revealed through consistency by achieving high performance all the time and not just sometimes and following through assignments. 

Discussion of Three Non-Productive Actions Demonstrated During the Scenario

Procrastination is a key non-productive action which means that much work which is undone will continue to pile up and becomes difficult to accomplish tasks. Excessive use of social media can also affect a practitioner’s performance hence affecting the welfare of a patient. Poor time management may make a health care provider fail to offer healthcare services to the patients in good time enough to manage their sufferings.

Discussion of One Potential Cause for the Team Dysfunction

Attention-seeking is a trait that can make a team to dysfunction. If a team member is always focused on their personal interests or just likes being listened to without listening much, the other team members end up ignoring him or her and this hinders collective solutions to problems. Some may even become bored by such a team member hence paying less or no attention to their ideas which kills the team morale.

Discussion of Two Actions That Can Foster Teams With Multiple Generations to Work as a Productive Group

Supporting social relationships and trusting each other is important as it makes the employees interact with their each other freely for a mutual benefit. Another practice is by supporting informal community building in ways that will represent the business strategy and culture of the business in a unique manner.

Discussion of Two Actions That Can Foster Teams With Multiple Disciplines to Work as a Group

Practicing good intra-team communication whereby the team members feel free to speak out and listen as well so as to manage and resolve any conflicts that may arise within the team. Understanding the roles played by each team member and how such roles can have an impact on patients by planning group gatherings which allow freedom for participation is also important.

Discussion of Four Actions That Would Foster the Entire Scenario Team to Work as a Group

Commenting and acknowledging on creative actions of other team members is one way of enhancing their morale to work harder. Understanding the nonverbal clues of approaches of other team members is also necessary to promote a working culture. By addressing the needs of the individuals using implements and tactics, makes the employees feel that their welfare is well taken care of.   Implementing behaviors to team members who find it difficult adapting to team atmospheres is also important to ensure that they are incorporated in the group effectively (In Gibbs, 2015).


Leadership is an important virtue in the nursing profession and it entails engaging others by influencing them positively in order to achieve the goals intended in the healthcare provision. This paper has focused on the importance of engaging others with leadership which yields greater outputs and has featured a good leader as one who directs the team members into the best practices that can improve the healthcare provision and improve patient-outcome hence lower the mortality rate for patients and promote the image of the health facility (Whitney et al, 2010). Effective leadership is geared towards inspiring and empowering the staff towards developing a teamwork spirit to promote achievement of the organization’s goals. Engaging the members in leadership plays a great role in enhancing self-motivation and one feels important and appreciated in the organization which makes them work harder towards improving the healthcare provision and achieving the other goals of the organization. A study showed that the leaders who engaged their employees in the organization’s mission and setting of goals achieved a lot in improving the performance and employee-motivation than those who did not. Team work also promotes a sense of belongingness whereby the employees feel that they are part and parcel of the organization and that the role they play is of great importance towards the patient-care.


In Cooke, N. J., In Hilton, M. L., & National Research Council (U.S.). (2015). Enhancing the

            effectiveness of team science. Press.

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In Gibbs, P. (2015). Transdisciplinary professional learning and practice. Press.

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Katzenbach, J. R., & Smith, D. K. (2015). The wisdom of teams: Creating the high-performance

            organization. Press.

Lencioni, P. M. (2013). Overcoming the five dysfunctions of a team: A field guide for leaders,

            managers, and facilitators. San Francisco, Calif: Jossey-Bass. Press.

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Levi, D. (2011). Group dynamics for teams. Los Angeles: SAGE. Press.

Roberto, M. A. (2013). Why great leaders don’t take yes for an answer: Managing for conflict

            and consensus. Press.

Whitney, D. K., Trosten-Bloom, A., & Rader, K. (2010). Appreciative leadership: Focus on

            what works to drive winning performance and build a thriving organization. New York:

            McGraw-Hill. Press.

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