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Leadership Styles in Nursing: What Type of Leader Are You?

Nurse leader with her team in boardroom

May 17, 2022

Did you know there are many nursing leadership styles? If you are an aspiring nurse leader or a current
nurse looking to expand your education through a master’s or doctoral degree, this topic is for you. In
this article, we will explore ten different types of leadership styles in nursing.

When considering the pros and cons of each leadership style, do you have personality traits that make a
particular style the one you wish to emulate? Perhaps the nursing leadership style that will help you
reach your goals is a combination of styles. Read on to learn about the varying approaches to leadership
in nursing.

Nurse practitioner leading a meeting in hospital boardroom

Autocratic Leadership Style

The autocratic leadership style is used by those in authority, where the leader dictates the actions of
those they lead. In this style of leadership, the input from others is very little to none.

Pros: In situations where decisions need to be made quickly, the autocratic leadership style can be very
helpful. The structure in the departmental processes makes orienting new hires very organized and
seamless.

Cons: Those who are being led may feel devalued or controlled by their superiors. There may be an
undesirable loss of autonomy in the nursing role.
Example: A nursing director sets very rigid and strict rules for how the nursing department will run. The
nursing staff does not have input, but the director has ample experience in each role. Because of nursing
staff shortages and turnover, the autocratic leadership style helps prepare the nursing team to
successfully meet accreditation standards.

Democratic Leadership Style

The democratic leadership style is one where the participants of a team are actively involved in the
decision-making and process development. Often the democratic style encourages fairness through
open opportunities to discuss issues and to vote on outcomes.

Pros: There is a sense of dignity and value to each person in a democratic leadership style because the
goal is to ensure decisions are representative of everyone on the team, as much as possible.

Cons: When there is the opportunity for opinions and individual ideas to be discussed, disagreement
may arise as conflicting values are presented. Conflict may be resolved in a healthy way that promotes
unity or it can be a source of strife.

Example: A nursing unit is to select one team leader to represent the unit in agency-wide meetings.
After each candidate presents their qualifications to be the team leader, a vote is taken and the majority
determines the decision.

Laissez-Faire Leadership Style

The laissez-faire leadership style is characterized by a leader who allows a large amount of autonomy
and freedom in the team they lead. This style is not micromanaged but instead is very hands-off in the
approach to leadership.

Pros: This leadership style allows each person on a team to own their role and be creative and free to
succeed because they do not have a leader dictating the methods to the end goal.

Cons: There is not much accountability in this leadership style and there can be a passive rather than
active dynamic fostered with a hands-off approach.
Example: A director of nursing is given a metric to reach for the nursing unit. The director’s supervisor
remains available as a resource to assist the director if needed but entrusts both the attainment of the
goal and the means and process to the director entirely.

Visionary Leadership Style

A visionary leader is someone who can see the end goal from the beginning. This type of leadership is
one where the leader can help the team see the direction of their day-to-day work and to put forth
effort toward achieving a long-term vision.

Pros: A visionary leadership style is often inspiring and passionate, thinking on a larger scale than most
and exciting because of the potential for achieving a vision. This style of leadership can motivate team
members who thrive when they understand what they are working toward. A sense of purpose drives
the team forward.

Cons: Visionary leaders can be focused so much on the big picture that smaller, pragmatic details are
lost in the vision. The direction team members need to take a vision and break the achievement of it
into manageable pieces for measurable progress is sometimes lacking.

Example: A company has the vision to train so many nurses in the hope to eliminate a nursing shortage.
Many are excited about this prospect but without a pragmatic plan, the vision may remain a vision that
is not attained.

Transformational Leadership Style

A transformational leadership style is one where the leader serves as a role model and hopes to
transform the team through the power of attitude and intellectual stimulation. Transformational leaders
are focused on influencing their teams to grow and change.

Pros: There is an emphasis on innovation and exploration of new ways to achieve goals.

Cons: A focus on continued growth and change may result in team burnout.
Example: A nursing education program is growing in enrollment and new technology is adopted for
clinical placement. The technology is innovative and effective and allows the university to increase
efficiency while being a pioneer in this new systems approach to placement.

Servant nurse leader reviewing hospital records with team

Servant Leadership Style

Servant leadership is characterized by the desire to put the needs of others first. Servant leaders are
excellent listeners who help their community.

Pros: Empathy is a hallmark of this leadership style and causes others to feel valued and seen. Mutual
understanding and respect can grow in this healing environment.

Cons: Servant leadership requires a deep commitment to consistency and may take time to see results.
Servant leaders may extend themselves to help others at the expense of their own needs if they are not
aware of their limits.

Example: Nurse preceptors work with students in the clinical setting to help them transition into fully
autonomous nurses. The focus is on the growth and the individual learning needs of the student to help
them achieve confidence and professional competency.

Transactional Leadership Style

Transactional leadership focuses on a system of praise and rewards for attaining goals along with
punishment or consequences for not attaining goals. This leadership style is very systematic and
structured.

Pros: There is positive and negative feedback provided. For those who desire security in knowing they
are meeting expectations, the reinforcement of a reward-based system helps build this security.
Cons: In a transactional leadership style, those being led may be afraid of making mistakes. This can
prevent individuals from reaching their full potential if they are afraid to take risks because failure is not
permitted without consequence in the learning process.

Example: A team of nurses is responsible for completing surveys on their work environment. The
director of nursing is evaluated on the completion rate of the team. The team is promised a pizza party if
all members of the team complete the evaluation.

Coaching Leadership Style

The coaching leadership style relies on powerful questions and strategies in motivational interviewing to
lead and guide a team to success. There is a strong belief in the potential of each person to grow and
achieve if they are challenged. Performance evaluations are chances to implement the coaching
leadership style.

Pros: Those being coached are challenged to think critically and independently as the coaching
leadership style supports individual exploration. Feedback is offered and provides an opportunity for
open communication between leaders and their teams.

Cons: There is often a substantial time investment in the coaching leadership style that may not be
reasonable or possible depending on the resources available. Some people do not respond positively to
constructive criticism.

Example: During a nurse’s performance evaluation, the nursing director reviews the employee’s self-
evaluation and then asks questions to learn the areas of opportunity from the nurse’s perspective. The
director uses active listening skills and helps the nurse set goals to guide the direction of growth and
performance improvement.

Bureaucratic Leadership Style

Rules and regulations characterize the bureaucratic leadership style. The principles of bureaucratic
leaders are highly logical. This leadership style may be characterized by a sound organizational structure
with clear expectations and measurable metrics for the performance of each employee.
Pros: The clarity in expectations that are created by the bureaucratic leadership style helps minimize
misunderstandings. If a research study were to be conducted by a PhD-prepared nurse, the consistency
over time with policies and procedures makes this leadership style useful in data collection. You can get
a PhD in nursing and implement the bureaucratic leadership style for a structured research study.

Cons: The passionate and hardworking nature of the bureaucratic leadership style may not appeal to all
personality types. Those who prefer a more laid-back approach to their work may feel pressured to
perform with limited freedom to express their individuality. A task-focused environment may not be the
best fit for every person.

Example: A nurse educator is conducting a research study on the implementation of pressure ulcer
measuring scales used in the clinical setting. Over a ten-year timeframe, the consistency in the job
descriptions and procedures used by nurses led in a bureaucratic environment allow for large-scale
comparative data analysis to be completed.

Affiliative Leadership Style

The affiliative leadership style is one where empathy and understanding are valued. This leadership style
focuses on resolving conflict by teamwork while building resilience in the team through strong relational
connections.

Pros: The environment created by the affiliative leadership style is encouraging and positive. There is
praise for jobs well done. There is ample communication among teammates and creative ideas are
welcomed.

Cons: Opportunity for the vulnerability of each team member can blur the line between professional
and personal, making boundaries in the workplace ambiguous as it relates to emotional issues. Personal
vulnerability can build relationships but it can also create the context for emotional hurts and offenses.

Example: At the end of each shift, the nursing director holds a meeting where each person is
encouraged to share their emotions about what went well during the workday and what did not. The
team comes together to build each other up and nurture an environment of understanding and support
to overcome challenges and collaborate on principles for success.
Nurse leaders and healthcare workers walking in front of hospital

What’s Your Nursing Leadership Style?

Now that you’ve considered these ten leadership styles in nursing, it’s time to determine your nursing
leadership style. There is likely to be a nursing leadership style that most closely aligns with your
personality and your goals. The best style for you may be one that incorporates strategies from several
of the nursing leadership styles discussed.

So, what’s your nursing leadership style? Your style will be one that you can embrace and effectively
implement to lead a team in meeting the objectives of an assignment or a mission. Become a nurse
leader with an advanced nursing degree from Wilkes University. Learn more about our online nursing
programs.

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Registered Nurse

In healthcare settings, registered nurses are often given a high degree of autonomy to make decisions
and manage patient care. This requires a laissez-faire leadership approach, where the nurse manager
provides minimal guidance and allows the RN to take charge of their patient load. This approach can be
effective when RNs are highly skilled and experienced, but can also lead to disorganization and poor
communication if not properly managed.

A nurse supervisor who implements a laissez-faire management style in a healthcare setting is one who
adopts a hands-off approach to leadership. In this approach, the supervisor provides little guidance or
direction to their subordinates, preferring instead to allow them to complete their tasks independently.
The role of the nurse supervisor in this case is to be a facilitator rather than a leader. They serve as a
resource for their subordinates and provide support when needed, but they do not actively manage or
direct their work. This management style can be effective in healthcare settings where staff are highly
trained and experienced, and where there is a culture of collaboration and teamwork. However, it can
also be problematic if staff need more guidance and direction, or if there is a lack of accountability and
responsibility among the team. Ultimately, the nurse supervisor must consider the needs of their team
and the context of the organization when deciding whether to adopt a laissez-faire management style.

A designation in healthcare settings where laissez-faire management is implemented is the role of a

nurse manager in some hospitals or clinics.

One designation in a healthcare setting that incorporates a democratic type of leadership is the Nurse
Manager. Nurse Managers, who oversee nursing staff and patient care in a healthcare facility, often
embody democratic leadership by involving staff in decision-making processes and encouraging
collaboration and communication among team members. They prioritize open communication and
transparency, allowing their team to feel heard and valued, ultimately leading to enhanced job
satisfaction and better patient outcomes.
There are other healthcare professionals aside from nurse managers who have implemented democratic
management in healthcare settings. One example is the Chief Medical Officer (CMO) who has a
significant role in the hospital as they oversee the entire medical staff, including physicians and other
healthcare providers. The CMO ensures that all medical practices and procedures are in accordance with
the hospital's policies and standards. By implementing democratic management, the CMO can promote
a culture of collaboration and openness that benefits both patients and healthcare workers.

In a healthcare setting where an authoritarian type of leadership is applied, the designated leader is
typically someone who maintains strict control over their subordinates and enforces compliance with
rules and protocols. This leader tends to make decisions independently without consulting their team,
and may not encourage open communication or collaboration. The traits that embody an authoritarian
leader include having a dominant and controlling personality, being focused on achieving results and
meeting goals, and often using fear or intimidation to motivate their team. However, this type of
leadership style has also been associated with negative outcomes such as decreased job satisfaction and
increased turnover rates among employees.

Nursing administrators also tend to have an authoritarian style of leadership in healthcare settings. Their
role is to ensure that policies and procedures are followed, and that staff members adhere to
regulations and protocols. They make decisions quickly and efficiently, taking charge in emergency
situations to ensure the safety of patients and staff. This leadership style can be effective in certain
situations, but it's important for nursing administrators to balance it with a collaborative approach that
values input from staff and encourages teamwork.
In a healthcare setting that implemented transformational leadership, the leader would embody traits
such as charisma, inspiration, and intellectual stimulation. The leader would also focus on individualized
consideration, empowering their staff to make decisions and fostering a sense of collaboration and
teamwork. A specific example of a healthcare leader that embodies transformational leadership would
be Dr. Atul Gawande, who has championed initiatives to improve patient safety and healthcare quality
through teamwork and communication.

One designation in healthcare that implemented transformational leadership is the Chief Nursing Officer
(CNO). The CNO is responsible for leading and managing teams of nursing professionals, including
setting strategic goals and implementing changes that improve patient outcomes. A CNO who embodies
transformational leadership inspires and motivates their team members to work towards a shared vision
of excellence in patient care. They also encourage innovation and creative problem-solving, while
maintaining a supportive and empowering work environment.

One example of a designation in healthcare settings that has implemented transformational

management is a Chief Nursing Officer (CNO). The role of a transformational CNO involves inspiring and
motivating staff towards a shared vision of excellence in patient care, promoting innovation and
creativity, and creating a collaborative and empowering work environment. They also prioritize staff
development and engagement, establish clear goals and expectations, and foster open communication
and transparency. Their leadership style is characterized by empathy, authenticity, and a commitment to
continuous improvement.

One example of a designation in the healthcare setting that embodies transactional leadership is a
department manager. Their role is to establish clear expectations, protocols, and goals for their team.
They use rewards and punishments to motivate their team to meet those expectations and achieve
those goals. They also closely monitor performance and provide feedback and corrective action when
necessary.
Cited Designation in a Healthcare Setting that Implemented Transactional Management

One example of a designation in a healthcare setting that implements a transactional type of

management is a Clinical Operations Manager. This role often involves overseeing the day-to-day
operations of a healthcare facility, ensuring that tasks are completed efficiently, budgets are managed
effectively, and staff adhere to established protocols and procedures.

A great transactional manager in this role would embody several key traits, including strong
organizational skills, the ability to multitask and manage competing priorities, effective communication
and problem-solving abilities, and an eye for detail and accuracy in all facets of their work. They would
also be skilled in motivating and directing staff to work towards common goals, and in fostering a strong
culture of teamwork and collaboration.