Critical Leadership Analysis Report for Master of Mental Health Nursing

This report discusses the leadership styles that can be adopted by a mentor to improve the knowledge and skills of a mentee in MH nursing. It also outlines the situational and transformational leadership styles as well as their advantages and disadvantages in managing the care services.

Master of Mental Health Nursing 1
Running Head: Critical Leadership Analysis Report
MC268 Master of Mental Health Nursing
NURS2187: Leadership, Supervision and Mentoring in Mental Health
Critical Leadership Analysis Report
Name: Sumathy Sathiyamoorthy
Dr. Alistair Ross
Due date: 05/05/2019
Word Limit: 2000

Master of Mental Health Nursing 2
Table of Contents
Introduction.................................................................................................................................................3
Overview of the significant episode of leadership.......................................................................................4
Styles of leadership evident during the episode...........................................................................................4
Critical and reflective discussion around the impact of leadership..............................................................6
Recommendations to improve the leadership of situation...........................................................................7
Conclusion...................................................................................................................................................9
References.................................................................................................................................................10

Master of Mental Health Nursing 3
Introduction
Mentorship is essential to manage the leadership styles in proper manner in the care services
(Corner, 2014). In this regard, the report is discussing about leadership styles that can be adopted
by a mentor to improve the knowledge and skills of a mentee in MH nursing. The report will also
outline the situational and transformational leadership styles as well as their advantages and
disadvantages in managing the care services. These leadership styles are effective in achieving
the objectives of mentoring process in the care practices and managing the care providers in
professional manner (Giltinane, 2013). In this regard, the report is critically discussing
advantages and disadvantages of these leadership styles in MH nursing practices. The report is
also present several recommendations for the mentors to improve their leadership skills during
the care practices.

Master of Mental Health Nursing 4
Overview of the significant episode of leadership
In leadership practices, mentoring is considered as an essential element of leadership. Through
the mentoring process the leaders can manage the mental workforce in an effective manner.
Mentoring is a process of sharing work experience and appropriate theoretical at the workplace
to introduce the individuals about work procedures and their role in performing these procedures
(Frederick, 2014). It is analyzed a student or mentee has completed her degree in nursing. In
regard to mentoring process, the mentee or student has chosen to improve knowledge in
leadership practices including conflict resolution, resource management and decision making in
care services. The mentee will be able to enhance theoretical knowledge and understanding about
the managerial practices in care services and manage the generating issues in MH nursing care.
According to Towle et al., (2014), mentorship is an essential part of care services which supports
to learning and development of the nurses. Through the mentoring process, a knowledgeable and
experienced mentor may provide support the less knowledgeable or less experienced mentee in
improving the knowledge about the care practices (Fischer, 2016). Quality of relationship
between the mentee and mentor can influence learning at the workplace. The major factors
influencing negatively to the mentoring are poor communication, different expectation between
the mentee and mentor, lack of appreciation and lack of trust of routine life events (Ross et al.,
2014). The formulation of ground rules, use learning contracts, use of information in handbook
and conversation of expectations of mentee and mentor can be helpful in preventing and
counteracting the issues in relationship (Gopee, 2015). In this concern, mentoring is an effective
process through which the Mentos can provide a learning environment for the mentees to
improve their knowledge and understanding about the care services.
Styles of leadership evident during the episode
The transformational and situational leadership styles are evident of the episode. According to
Fischer (2016), the transformational leadership is an appropriate solution of managing the human
resources at the workplace with effective communication and developing the followers. This
leadership style is helpful for the leaders in creating positive changes in the followers with the
end goal of developing follower in to leaders (Fischer, 2016). The transformational leaders

Master of Mental Health Nursing 5
consider a variety of mechanism to enhance the motivation, performance and morale of their
followers (Richter et al., 2015). In this concern, the mentors with transformational leadership
style will be able to make stronger and trust based relationship with the mentees during the care
practices (Mannix et al., 2013).
The major advantages of transformational leadership are that it allows the mentors for immediate
formulation of a vision, promote enthusiasm in the mentees and mentors can use inspiration to
motivate the mentees. This leadership style stands out from other leadership styles for its
capability to rapidly assess the current situation and vision for further improvement (Hutchinson
and Jackson, 2013). The mentors with transformational skills communicate their vision and
required information properly to the mentees or employees at the workplace. Along with this,
Allen et al., (2016) stated that the transformation leadership is helpful for the mentors in
developing an enthusiastic environment and increasing knowledge of the mentees with
innovation and changes in the working practices. In addition, the aim of transformational leaders
is to optimize the employee performance through developing a learning environment during the
care practices (Wong et al., 2013). On the other hand, it is analyzed that transformational
leadership has some disadvantages that decreases its effectiveness at the workplace. This
leadership style may overlook truth and reality about the specific events at the workplace
(Richter et al., 2015). Leaders with this leadership style may overlook reality and truth. In
addition, the mentors with transformational leadership may face challenge of lack of organized
and detail-oriented people.
According to Lynch (2015), the situational leadership is an effective leadership style of
managing the human resources as per requirement of the existing events. It is a flexible
leadership style, which is adapted to the existing work environment and needs of the
organizations or workplace (Salehzadeh et al. 2015). Adaptability is the key of situational
leadership. The mentors must be able to move from one leadership style to another leadership
style to meet the changing needs of mentees or the organization (Barr and Dowding, 2019). The
mentors can change their way of managing the mentees as per need of the situation. This
leadership style has different advantages and disadvantages that can influence its effectiveness.
According to Thompson and Glaso (2015), situational leadership recognizes the need of
flexibility as per the need of the events. Each of the individuals has unique characteristics that

Master of Mental Health Nursing 6
cannot be managed with a specific leadership style. It is an effective leadership style for the
mentors to influence the ability of mentees through having different perspectives and experiences
to create diversity. It is helpful for the mentors to build a comfortable environment for the
individuals as per their capabilities and needs. Along with this, Luo and Liu (2014) stated that
the situational leadership contains different development phases to improve the effectiveness of
the individuals by maximizing their outputs. This approach is also helpful for the mentors in
developing teamwork for the mentees to develop their skills in practical and innovative manner
(Vitala, 2014). In this concern, the situational leadership style boosts training outline for the care
providers at the workplace in quick manner.
Situational leadership is useful for the mentors to short out immediate or short-term issues with
the mentees. In care practices, it is essential for the leaders to provide a long-term solution for
the followers. Situational leadership is not effective in providing long-term solution for
generating issues in care practices (Luo and Liu, 2014). In addition, the situational leadership
may lead to changes in the operational activities which may be difficult for individuals to
understand each time. Therefore, it is challenging for the situational leaders to implement the
changes in a proper manner and train the employees regarding the implemented changes. In the
words of Thompson and Glaso (2015), the mentors in care practices with situational leadership
style may shift their style to meet the needs of each mentees. A shift in the other direction may
be difficult for others to know what to do, even if they are ready to work on their own.
Based on the both transformational and situational leadership during the episode, it is analyzed
that the mentors should make efforts to understand the existing skills of the mentees and use
appropriate leadership style to improve their skills and knowledge about the care practices. As
well as, there must be proper communication between the mentor and mentees to resolve the
conflicts during the care procedures.
Critical and reflective discussion around the impact of leadership
According to Morrow et al., (2014), the actions taken by the leaders or their behavior have big
influence upon professional and clinical outcomes. The adopted leadership style represents the
behavior or way of communication among the MH nursing team. In this regard, Foli et al.,
(2014) stated that the leaders should implement the leadership style in proper manner with

Master of Mental Health Nursing 7
having effective way of communication. The behavior of mentor or leader will influence to
working practices of the MH nursing team, consumers, family and multi-disciplinary team. For
instance, if there is lack of proper communication between the mentor and mentees than the
mentees will not be able to provide the care services to the customers or patients in proper
manner (Scully, 2015). In this concern, it is essential for the mentors to have proper
communication while adopting any leadership style at the workplace.
It is analyzed that the behavior of a mentor can be analyzed through the adopted leadership style.
The mentors can develop an effective learning environment for the mentees in MH care services
through their behavior and way of communication (Galletta et al., 2013). In lack of appropriate
behavior of the leaders, the mentees will work unintentionally while providing the care services.
It may generate issues of quality in the care services and dissatisfaction among the customers. It
is also analyzed that the behavior of leaders will influence on the clinical output as bad behavior
will lead to bad performance of the care team and bad quality of care services (Laschinger et al.,
2013). In this concern, the behavior of the leader will influence on each of the stakeholder
associated with the care practices in MH nursing care.
Recommendations to improve the leadership of situation
There are several ways that can be considered in improving the leadership of the situation.
Be transparency
It is essential for the leaders or mentors to share the necessary information among the team
members. The team members must know about the circumstances that have an effect on their
practices (Galletta et al., 2013). Transparency regarding the care practices will motivate the team
members to learn more by working intentionally at the workplace. Transparency will develop an
effective communication among the mentees and mentors (Antonakis and Day, 2017). As well
as, it will reduce the generating issues in relation between the mentor and mentees.
Training and development programs: It is essential for the mentors to implement appropriate
training and development programs to improve the knowledge and understanding of the mentees
about the MH nursing services (Evans, 2014). The training and development programs will

Master of Mental Health Nursing 8
enable the mentees to perform their job and resolve the conflicts at the workplace in better
manner.
Positive attitude
No any person will respect a negative or grumpy person. It is essential for the leaders to have a
positive attitude and push away negativity among the team members (Caillier, 2014). In this
regard, the mentors should reject those ideas that bring down the sprite of mentees during the
care practices (Laschinger et al., 2013). A positive attitude of the mentors will attract the mentees
to get involve with leaders in the care services and learn more with positive attitude.
Communication skills
Communication is essential factor of reducing the gap between the mentors and mentees for a
specific project. The communication skills present the ability of an individual to communicate
goals, vision, intentions, skills and expectation to others (Thompson and Glaso, 2015). As well
as, communication also involves the ability of listening others (Caillier, 2014). In, this concern,
the mentors should continually strive to improve their listening, verbal and non-verbal skills to
boost the leadership in MH nursing care.
Continue to learn
The mentors should be ready to learn something new from the each of the situation in their life.
They should not stop their learning as continuous learning will improve their skills to resolve the
issues care service in quick manner (Komives and Wagner, 2016).

Master of Mental Health Nursing 9
Conclusion
From the above discussion, it can be concluded that mentorship have been played an essential
role in managing the care services in an effective manner. It is also analyzed that the behavior
and way of communication of mentors has influence on clinical practices in big manner.
Therefore, the leaders must make efforts to have effective communication with their followers to
provide them an effective learning environment in during care practices.

Master of Mental Health Nursing 10
References
Allen, G. P., Moore, W. M., Moser, L. R., Neill, K. K., Sambamoorthi, U., & Bell, H. S. (2016).
The role of servant leadership and transformational leadership in academic
pharmacy. American journal of pharmaceutical education, 80(7), 113.
Antonakis, J., & Day, D. V. (2017). The nature of leadership (Page.24-33). USA: Sage
publications.
Barr, J., & Dowding, L. (2019). Leadership in health care (Page.67-71). USA: Sage.
Caillier, J. G. (2014). Toward a better understanding of the relationship between transformational
leadership, public service motivation, mission valence, and employee performance: A
preliminary study. Public Personnel Management, 43(2), 218-239.
Corner, J. (2014). The fast are eating the slow: Mentoring for leadership development as a
competitive method. Industrial and Commercial Training, 46(1), 29-33.
Evans, L. (2014). Leadership for professional development and learning: enhancing our
understanding of how teachers develop. Cambridge journal of education, 44(2), 179-198.
Fischer, S. A. (2016). Transformational leadership in nursing: a concept analysis. Journal of
Advanced Nursing, 72(11), 2644-2653.
Foli, K. J., Braswell, M., Kirkpatrick, J., & Lim, E. (2014). Development of leadership behaviors
in undergraduate nursing students: A service-learning approach. Nursing education
perspectives, 35(2), 76-82.
Frederick, D. (2014). Bullying, mentoring, and patient care. AORN journal, 99(5), 587-593.
Galletta, M., Portoghese, I., Battistelli, A., & Leiter, M. P. (2013). The roles of unit leadership
and nurse–physician collaboration on nursing turnover intention. Journal of Advanced
Nursing, 69(8), 1771-1784.
Giltinane, C. L. (2013). Leadership styles and theories. Nursing Standard, 27(41), 34-37.

Master of Mental Health Nursing 11
Gopee, N. (2015). Mentoring and supervision in healthcare (Page.47-49). USA: Sage.
Hutchinson, M., & Jackson, D. (2013). Transformational leadership in nursing: towards a more
critical interpretation. Nursing inquiry, 20(1), 11-22.
Komives, S. R., & Wagner, W. (Eds.). (2016). Leadership for a better world: Understanding the
social change model of leadership development. USA: John Wiley & Sons.
Laschinger, H. K. S., Wong, C. A., & Grau, A. L. (2013). Authentic leadership, empowerment
and burnout: a comparison in new graduates and experienced nurses. Journal of nursing
management, 21(3), 541-552.
Luo, H., & Liu, S. (2014). Effect of situational leadership and employee readiness match on
organizational citizenship behavior in China. Social Behavior and Personality: an
international journal, 42(10), 1725-1732.
Lynch, B. (2015). Partnering for performance in situational leadership: a person-centred
leadership approach. International Practice Development Journal, 5.
Mannix, J., Wilkes, L., & Daly, J. (2013). Attributes of clinical leadership in contemporary
nursing: an integrative review. Contemporary nurse, 45(1), 10-21.
Morrow, E., Robert, G., & Maben, J. (2014). Exploring the nature and impact of leadership on
the local implementation of The Productive Ward Releasing Time to Care™. Journal of
health organization and management, 28(2), 154-176.
Richter, A., von Thiele Schwarz, U., Lornudd, C., Lundmark, R., Mosson, R., & Hasson, H.
(2015). iLead—a transformational leadership intervention to train healthcare managers’
implementation leadership. Implementation Science, 11(1), 108.
Ross, E. J., Fitzpatrick, J. J., Click, E. R., Krouse, H. J., & Clavelle, J. T. (2014).
Transformational leadership practices of nurse leaders in professional nursing
associations. Journal of Nursing Administration, 44(4), 201-206.

Master of Mental Health Nursing 12
Salehzadeh, R., Shahin, A., Kazemi, A., & Shaemi Barzoki, A. (2015). Proposing a new
approach for evaluating the situational leadership theory based on the Kano model: The
case of university students. International Journal of Public Leadership, 11(1), 4-20.
Scully, N. J. (2015). Leadership in nursing: The importance of recognising inherent values and
attributes to secure a positive future for the profession. Collegian, 22(4), 439-444.
Thompson, G., & Glasø, L. (2015). Situational leadership theory: a test from three
perspectives. Leadership & Organization Development Journal, 36(5), 527-544.
Towle, A., Brown, H., Hofley, C., Kerston, R. P., Lyons, H., & Walsh, C. (2014). The expert
patient as teacher: an interprofessional Health Mentors programme. The Clinical
Teacher, 11(4), 301-306.
Wong, C. A., Cummings, G. G., & Ducharme, L. (2013). The relationship between nursing
leadership and patient outcomes: a systematic review update. Journal of nursing
management, 21(5), 709-724.