the traditional values of nursing practice . This could place ACPs from a nursing background in a compromising position in regard to nursing principles . There is a strong argument that the need to provide high quality , patient focused care is a nurse ’ s internal compass , providing a sense of direction representative of the nursing professions values ( Govier and Nash , 2009 ). It is these values that facilitate a more genuine approach to leadership , suggesting an ACP would find it difficult to transition into a predominately dictatorship role .
Laissez Faire
The laissez faire model which promotes complete autonomy within a team has been criticised for its lower productivity as a result of lack of direction and guidance ( Manning , 2006 ). Arguably , this form of leadership is only considered appropriate when dealing with a team of experienced and highly motivated individuals , capable of working independently ( Avolio et al , 2009 ). But this too has been disputed , with the author concerned that an experienced cohort of senior clinicians , as required in the implementation of the proposed new service , can become dissonant due to professional conflicts , thus impacting on team efficiency ( Ashurst , 2010 ).
This suggests a laissez faire approach may not always be ideal in the process of change as dependant on the dynamics of the group a visible leader may be required to maintain a state of equilibrium ( Burnard and Gill , 2009 ). This is supported by Ashurst ( 2010 ) who suggests that ‘ engaging leadership ’ is fundamental in maintaining a constructive culture and in the development of effective interpersonal interactions .
Transformational
The concept of ‘ engaging leadership ’ reflects the foundation of Transformational Leadership ( TL ). In its purest form , transformational leaders ( TL ’ s ) are visionary , have the ability to motivate others and generate valued and positive change ( Stewart , 2006 ). It has been suggested that clinical knowledge and competence provide a necessary foundation for TL within healthcare . This places ACPs in an advantageous position as they maintain a largely clinical element of their role and are considered clinical experts in their field of practice ( Marshall , 2011 ).
Despite evidence to suggest its benefits , TL carries several criticisms . Firstly , it is felt that the definition encompasses more personality attributes than the skills and values required to deliver effective leadership ( Hall et al , 2002 ). Trait theories attempted to identify the specific personality attributes that distinguished leaders from non-leaders with little evidence recovered at that point ( Stogdill , 1948 , Mann , 1959 ). A more recent mixed method review of literature ( qualitative and quantitative ) revealed common phrases used to describe TL such as innovative , inspirational and purpose driven ( Judge et al , 2004 ). The vagueness of the selection process with literature simply comprising the words ‘ leadership ’ and ‘ personality ’ and a sample size of only 12 % of all available literature questions the validity of the outcomes . So , although beneficial , the author concludes that attributes in isolation may be insufficient for the delivery of effective leadership , suggesting further and more up to date research is required to standardise the TL concept .
Another concern expressed by libertarians in relation to TL is the potential abuse of power , questioning the morality associated with this style ( Hall et al , 2002 ). It is believed that TLs can exert powerful influence over predominantly dependant followers ( Tappen et al , 2001 ). This becomes problematic when those in a TL position demonstrate narcissistic tendencies , thriving on the ability to manipulate others and feel powerful ( Stone et al , 2003 ). The author argues that this should question the morality of the individual opposed to the style and believes an adherence to the ethical codes of nursing practice , namely beneficence and non-maleficence , will provide a moral foundation and ensure the demonstration of true TL in nursing ( Stone et al , 2003 ; Nursing and Midwifery Council , 2015 ).
Surprisingly , enthusiasm associated with the TL approach has been met with an element of negativity . Followers expressed that although inspirational for change the relentless application had a tendency to leave individuals feeling overwhelmed , worn down and ultimately withdraw