Two Insights of Leadership Problem-solving and relations-oriented behaviors are

Two Insights of Leadership
Problem-solving and relations-oriented behaviors are vital insights I have observed in leaders. I have been privileged to work amongst many positive, strong working women who nurtured my leadership abilities and encouraged leadership roles within the facilities I worked at. These insights are utilized in my managerial behaviors. “Relations-oriented behavior is to maintain subordinate task commitment, confidence, and cooperation. The specific relations-oriented behaviors include: supporting, developing, recognizing, and rewarding” (Yukl et al., 2019, para. 5). Problem-solving is noted as a task-oriented behavior in which the primary objective is defined as improving the efficiency and reliability of activities carried out by work unit (Yukl et al., 2019).
Examples in Action
Examples of task-oriented behavior ‘problem-solving’ within my clinic have been creating binders with all the product inserts for them to be at hand, easily identifiable directions on how to use the products, and when and specifically on what type of wound they should be used. Some nurses unfamiliar with some products, which was a problem, were reluctant to inquire. This binder was an opportunity for them to 1) take the responsibility to learn, 2) empower them to build their knowledge 3) provide a quick resource when choosing the appropriate dressings. The relations-oriented behavior that, as a leader, I always utilize is collaboration and support. There “is always another way” to care for or dress a wound in wound care. Regardless of education or credentials, I have established that to provide the best care for our patients; each patient must be cared for by different nurses. This allows us to brainstorm and inquire about previous methodologies. When there is a problematic situation, we are always there to provide one another with personal suggestions. This collaboration has created an empowered team that can support one another through coaching and mentoring. As I continue to learn, I hope to be the one who “inspires employees, encourages the expression of diverse point-of-views and novel ideas and out-of-the-box thinking” (Berraies & Zine El Abidine, 2019, p. 841).
Additionally, due to a personal flaw—“I hate being asked the same question repeatedly,” I seek to help staff find their own answers. Each staff member is provided an orientation manual and a small steno pad during orientation. They are directed to make notes that they must refer back to. So when I am presented with a question, I always ask if they checked their steno pad. I created another binder with charting cheat sheets to guide them to seek answers first. Oreg and Berson’s study revealed “effective behaviors included “ensuring that people are challenged to find their answers” (Oreg & Berson, 2019, p. 283).
Impact on the Workplace
We, as a team, receive accolades for expert patient care and high patient satisfaction scores. Our wound care company recently came in for two days to watch how our clinic runs. They were surprised at how well our team worked together and how everyone assumed responsibility for all tasks and all patients. They noted our ‘wellness wall,’ with desk exercises and stretches, and our bulletin board containing random information about products, companies, and motivational quotes. Every two to three months, I mail my staff little cards with a handwritten messages expressing my appreciation for them and their hard work. As a result of mutual respect, when there is a job to be done-it gets done.