All of these leaders elicit a variety of roles such as decision-making, critical thinking, patient/staff advocate, and role model (Marquis & Huston, 2015). These are just some of the roles that help ease the day-to-day operational needs of a nursing practice. Functions that can be identified within a nursing practice could be nurse-retention rates, patient satisfaction surveys, optimal organizational outcomes, and employee satisfaction rates. To tie in closely with emotional intelligence, Cheri Clancy the assistant vice president of patient experience states, “Nursing managers who exhibit high emotional intelligence can elicit higher nurse-retention rates, and those who are emotionally intelligent tend to consistently model the positive behavior” (Clancy, 2014). Effectively in a nursing practice it would benefit greatly to have leaders who have higher emotional intelligence so it creates a positive/healthy working environment, retains employees, and strives to grow its …show more content…
These characteristics are believed to be some of the hardest to achieve as a leader, especially as a new leader. Conversely many great leaders can be gifted “natural born leaders” but several firmly only comprehend one dimension in the spectrum of leadership. Some leaders get promoted for the wrong reasons, political connection, and gain of power too quickly, eventually become power