Hospital CEOs Are Already Too Busy Managing People Relations

Hospital Ceos Are Already Too Busy Managing People Relationships And

Hospital CEOs are often overwhelmed with managing relationships, resources, and organizational leadership, which can create a disconnect between executive leadership and frontline staff. The Sunnybrook Hospital CEO's decision to go undercover in the "Undercover Boss Canada" episode exemplifies authentic and transformational leadership styles. Authentic leadership is characterized by transparency, genuineness, and ethical behavior that fosters trust within the organization. In the video, the CEO demonstrates authentic leadership when she immerses herself with staff on the ground to gain genuine insights into their daily challenges, indicating a sincere desire to understand and improve their work environment. This act exemplifies authenticity by aligning her actions with her core values of empathy and integrity, crucial for building trust and openness (Avolio & Gardner, 2005).

Transformational leadership, on the other hand, is evident when leaders inspire and motivate employees to exceed their own interests for the sake of organizational goals. In the episode, the CEO's commitment to recognizing staff contributions and implementing changes based on their feedback shows transformational qualities. Her approach encourages staff engagement and innovation, fostering a shared vision of improved patient care and workplace satisfaction (Bass & Riggio, 2006). Such leadership energizes employees and cultivates a culture of continuous improvement.

In the context of Advanced Practice Registered Nurses (APRNs), these leadership styles can profoundly influence clinical practice. For example, an APRN exemplifying authentic leadership might openly communicate with patients about treatment options, demonstrating transparency and building trust. This authenticity encourages patient adherence and engagement, ultimately improving health outcomes (Kouzes & Posner, 2017). Conversely, an APRN demonstrating transformational leadership could inspire patients to adopt healthier lifestyles by motivating them through education and empathetic support, fostering a sense of empowerment and commitment to their health goals. This leadership style promotes positive behavioral changes essential for effective health promotion (Shin et al., 2014).

Both leadership styles are vital in the complex healthcare environment, especially for APRNs who serve as frontline providers influencing patient behaviors and organizational culture. Authenticity ensures genuine patient-provider relationships, while transformational motivation drives health behavior changes, both contributing to improved health outcomes and organizational effectiveness. The integration of these leadership approaches in APRN practice can bridge the gap between organizational management and patient-centered care—ultimately fostering a holistic approach to health promotion and disease prevention.

References

• Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. Leadership Quarterly, 16(3), 315–338.
• Bass, B. M., & Riggio, R. E. (2006). Transformational leadership. Psychology Press.
• Kouzes, J. M., & Posner, B. Z. (2017). The leadership challenge: How to make extraordinary things happen in organizations. John Wiley & Sons.
• Shin, S. J., Taylor, M. S., & Seo, M. (2014). Moral leadership in organizations: Review, synthesis, and extension. Journal of Management, 40(1), 25–58.