The IHI High-Impact Leadership Framework

Transformational leader characteristics are defined as “idealized influence, inspirational, intellectually stimulating, and individualization consideration” (Jacobs et al., 2013, p. 272). The repeated assessments during leadership classes have identified me as a transformational leader. The transformational qualities have not necessarily led me to high leadership positions, but has provided me the opportunity to better the lives of workers, community, friends, and family which has been internally gratifying. I have always been honest, respectful, and responsible as a nurse, citizen, and parent; therefore, patients, friends, and family always trust that I am caring and responsible (Jacobs et al., 2013). At work as an occupational health nurse, …show more content…
Organizations are calling for leaders to focus on partnerships with customers, compete in business while reducing costs, simplify services and pay systems, and engage employees to actively improve the process every day (Swensen et al., 2013). Essentially, health care business’ goals are communicated in an updated written plan that has not differed from previous years; for example, excellence in patient/customer care, value added services, reduce costs, and leadership and employees’ responsibility to aim for corporate goals (Merry & Crago, 2001). And, the key ingredient that health care organizational goals are missing, or at the least not emphasized, is employee satisfaction and engagement which influences the quality of patient care services and corporation success (Lewis & Cunningham, 2016). A psychological wellbeing approach for employers to develop and shape the work environment by finding ways to lessen employee stress will decrease worker burnout and depression which ultimately improves health care delivery (Jacobs, 2013). A transformational leader is the type of leader that has been identified as having the ability to positively influence employees’ wellbeing, develop effective work relationships, inspire personal growth and purpose, and create an optimistic work environment (Jacobs, 2013). To reach corporate goals and engage in the wellbeing of the employees, effective and potential leaders need to be appointed (Swensen et al.s,

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