Shared Leadership in Nursing

Jan 24, 2024

23 Min Read

1. What is the concept of shared leadership in nursing?


Shared leadership in nursing refers to a style of leadership where decision-making and responsibility are distributed among a team of nurses rather than being solely held by one individual. It recognizes the valuable contributions and expertise of all members of the healthcare team and promotes collaboration, communication, and mutual respect. This approach to leadership helps to empower nurses, improve job satisfaction, and enhance patient outcomes by creating a supportive and inclusive work environment. Shared leadership also allows for more diverse perspectives to be considered in decision-making, leading to more well-rounded and effective solutions.

2. How does shared leadership differ from traditional leadership styles in nursing?


Shared leadership, also known as distributed leadership, differs from traditional leadership styles in nursing in several ways:

1. Distribution of responsibility: In shared leadership, the responsibilities and decision-making authority are distributed among all team members, whereas in traditional leadership, the leader holds most of the responsibility.

2. Collaborative decision making: Shared leadership encourages collaborative decision making where all members of the team are involved in making decisions and taking actions, while in traditional leadership, decisions are made by the leader alone.

3. Focus on empowerment: Shared leadership emphasizes empowerment and encourages each team member to take on a leadership role in their area of expertise. This allows for individual strengths to be utilized and promotes accountability among team members. In contrast, traditional leadership focuses on a hierarchical structure with a clear division between leaders and followers.

4. Communication and transparency: Shared leadership promotes open communication and transparency within the team, allowing for better collaboration and trust among team members. Traditional leadership may rely more on top-down communication and may not prioritize transparency as much.

5. Continuous learning: Shared leadership values continuous learning and improvement through reflective practice, seeking feedback from others, and sharing knowledge among team members. Traditional leadership may not prioritize these aspects as much or may rely more on past experiences and established practices.

6. Adaptability: Shared leadership is adaptable to different situations and allows for multiple leaders to emerge depending on the needs of the team or situation at hand. Traditional leadership may be less flexible and can struggle to adapt to changes or unexpected challenges.

Overall, shared/distributed leadership promotes a more democratic approach to leading teams that values input from all members and empowers individuals to contribute their skills and expertise towards achieving common goals.

3. What are the benefits of implementing a shared leadership model in nursing teams?


1. Improved Collaboration: Shared leadership encourages a collaborative and inclusive approach to decision-making. This leads to better communication, teamwork, and trust among team members.

2. Increased Efficiency: By distributing leadership responsibilities among team members, tasks and responsibilities can be delegated more effectively, leading to greater efficiency and productivity within the team.

3. Better Problem-solving: With a diversity of perspectives and expertise involved in decision-making, shared leadership allows for more creative problem-solving and innovative solutions to challenges faced by the team.

4. Empowerment of Team Members: Shared leadership empowers individual team members by giving them a sense of ownership and responsibility for their work. This can lead to increased job satisfaction, motivation, and engagement.

5. More Flexibility: In a shared leadership model, different team members can take on leadership roles depending on their strengths and skill sets. This allows for greater flexibility in adapting to changing situations or needs within the team.

6. Improved Communication: In a shared leadership model, all team members have an equal say in decision-making processes, leading to improved communication across the group. This helps in creating a sense of mutual respect and understanding among team members.

7. Reduced Burnout: By sharing responsibility among team members, no one person is burdened with the full weight of leadership duties. This can help prevent burnout and promote work-life balance among nurses.

8. Facilitates Learning and Growth: With shared leadership, everyone has opportunities to learn from each other’s experiences and skills, leading to personal growth and development within the team.

9. Enhanced Patient Care: When nurses are empowered through shared leadership, they are more engaged in their work which can lead to improved patient care outcomes.

10. Stronger Leadership Pipeline: Implementing a shared leadership model nurtures potential leaders within nursing teams as it gives them opportunities for growth and development in this role.

4. How does shared leadership promote collaboration and teamwork among nurses?


Shared leadership is a method where leadership responsibilities, authority, and decision-making processes are distributed among members of a team or group. In a healthcare setting, shared leadership can promote collaboration and teamwork among nurses in the following ways:

1. Open communication: Shared leadership encourages open communication among team members. This allows nurses to share their ideas, concerns, and perspectives freely, promoting mutual understanding and trust.

2. Equal contribution: With shared leadership, all nurses on the team have the opportunity to contribute equally to decision-making processes. This promotes a sense of ownership and responsibility in the team’s goals and objectives.

3. Strengthens relationships: By working together and sharing responsibilities, nurses develop stronger relationships with each other. This can improve teamwork as well as create a positive work environment.

4. Increases accountability: In shared leadership, all team members are accountable for their actions and decisions. This encourages collaboration among nurses as they support each other in meeting their individual responsibilities.

5. Encourages learning: When different perspectives and opinions are considered during decision-making processes, it creates an environment for learning from one another. Nurses can share their knowledge and skills with each other, improving patient care.

6. Fosters innovation: Collaboration through shared leadership encourages creative thinking and problem-solving among nurses. Together they can generate new ideas for improving processes, providing better patient care and outcomes.

7. Builds trust: When decisions are made collectively by nurses, it builds trust in each other’s abilities and expertise. This encourages teamwork as well as improves job satisfaction.

In summary, shared leadership promotes collaboration among nurses by creating an environment of open communication, equal contribution from all team members, strengthening relationships, promoting accountability and learning opportunities, fostering innovation while building trust amongst the nursing staff.

5. What are some key characteristics or skills that are necessary for successful shared leadership in nursing?


1. Good communication skills: Shared leadership relies heavily on effective communication among team members. Nurses must possess good listening, speaking, and writing skills to facilitate clear and open communication.

2. Trustworthiness: As shared leadership involves power-sharing and decision-making among team members, trust is essential for its success. Trust allows for a sense of mutual respect, transparency, and reliability amongst team members.

3. Collaboration skills: Nurses must be able to collaborate with their colleagues in a respectful manner to achieve shared goals. This requires the ability to compromise, negotiate, and work together towards a common objective.

4. Adaptability and flexibility: Nursing is an ever-evolving field with constantly changing patient needs and healthcare practices. As such, nurses must be adaptable and flexible in their approach to shared leadership, adapting to different situations and challenges as they arise.

5. Emotional intelligence: Nurses with high emotional intelligence are more likely to successfully navigate the complexities of shared leadership. This includes self-awareness, empathy, self-regulation, motivation, and social skills.

6. Critical thinking skills: Shared leadership encourages critical thinking as it involves multiple perspectives being considered before making a decision. Nurses need strong critical thinking skills to analyze information, evaluate different viewpoints, and make sound decisions.

7. Conflict resolution skills: With shared leadership comes the potential for conflicts between team members or differing opinions on patient care issues. Successful shared leaders must possess strong conflict resolution skills to address these conflicts effectively.

8. Leadership qualities: While shared leadership emphasizes collaboration among team members rather than a traditional top-down leadership structure, having leadership qualities such as vision-setting, motivation, delegation abilities, and accountability remain important for successful outcomes.

9. Clinical expertise: In addition to these interpersonal skills, nurses also need a solid foundation of clinical knowledge and expertise to contribute meaningfully in shared decision-making processes related to patient care.

10. Commitment to continuous learning: Shared leadership requires ongoing learning from all team members. Nurses must be open to new ideas, willing to learn from colleagues, and committed to continuous professional development for shared leadership to succeed.

6. How can a culture of trust and open communication be fostered within a team practicing shared leadership?


1. Lead by example: The leaders within the team should lead by example and demonstrate trust and open communication in their own interactions with team members. This will set the tone for others to follow.

2. Encourage transparency: Team members should be encouraged to share their thoughts, opinions, and concerns openly without fear of judgment or retribution. This promotes a culture of open communication where everyone feels comfortable expressing themselves.

3. Create opportunities for dialogue: Regular team meetings, one-on-one check-ins, and other informal settings should be used to create opportunities for team members to engage in dialogue and share their thoughts and ideas.

4. Listen actively: Active listening involves not only hearing what someone is saying but also understanding their perspective. Leaders should practice active listening to foster trust and open communication within the team.

5. Establish clear roles and responsibilities: Shared leadership can sometimes lead to confusion over roles and responsibilities. To avoid this, it is important to clearly define roles, expectations, and decision-making processes within the team.

6. Resolve conflicts effectively: Conflicts are bound to arise within any team, but how they are handled can impact trust and communication among team members. Leaders should help resolve conflicts in a constructive manner that promotes collaboration rather than division.

7. Celebrate successes together: Acknowledging individual contributions as well as celebrating successes as a team can strengthen relationships among team members and build a sense of trust and camaraderie.

8.Skip blame game: Instead of blaming each other when something goes wrong, encourage team members to work together to find solutions and learn from mistakes. This helps build a non-judgmental culture where everyone takes accountability for their actions.

9.Encourage feedback: It is important for leaders to encourage feedback from all members of the team. This shows that everyone’s voice matters, which fosters a culture of trust and open communication.

10.Provide support and resources: As leaders within a shared leadership team, it is important to provide support and resources to team members. This creates a sense of fairness and promotes trust within the team.

Overall, building a culture of trust and open communication within a shared leadership team requires constant effort and commitment from all members. By following these strategies, leaders can create an environment where everyone’s opinions are valued, conflicts are resolved peacefully, and trust is nurtured.

7. Can a hierarchical structure coexist with a shared leadership approach in nursing?


Yes, a hierarchical structure can coexist with a shared leadership approach in nursing. A hierarchical structure refers to the traditional top-down approach where decisions and tasks are assigned by a designated leader at the top of the hierarchy. On the other hand, shared leadership involves collaborative decision-making and shared accountability among all members of the team.

In nursing, this could mean having a designated head nurse or manager who oversees the overall operations and sets goals for the department. At the same time, shared leadership can be implemented through open communication channels, collaborative problem-solving, and involving all team members in decision-making processes.

Having both aspects can lead to a more efficient and effective healthcare team. The hierarchical structure provides clear roles and responsibilities while shared leadership promotes teamwork, creativity, and innovation. This combination can create a healthy work environment where all members feel empowered and valued, ultimately leading to improved patient care outcomes.

8. In what ways can nurses at different levels, such as new graduates and experienced professionals, contribute to shared leadership in their team?


1. New graduates:

– Bringing fresh perspectives and up-to-date knowledge: As new graduates are recently trained and educated, they bring in new ideas and approaches to the team. They can share the latest evidence-based practices and research findings that they have learned in school, which could improve the quality of care within the team.

– Being open to learning and being mentored: New graduates are typically eager to learn and are open to receiving guidance from their more experienced colleagues. This willingness to learn can create a collaborative environment where shared leadership is encouraged.

– Embracing technology: With new technologies emerging in healthcare, new graduates may be more tech-savvy than their experienced counterparts. They can introduce and implement these technologies in their team, making processes more efficient and effective.

2. Experienced professionals:

– Expertise and experience: Experienced nurses have a wealth of knowledge gained through years of practice. They can use this expertise to mentor less experienced colleagues, advise on difficult cases, and make informed decisions as part of shared leadership.

– Acting as role models: Seasoned nurses can serve as role models for new graduates by demonstrating effective communication skills, problem-solving abilities, and professionalism. This fosters a culture of shared leadership where all team members are empowered to contribute.

– Providing guidance and support: Experienced nurses can guide new graduates through challenging situations, offer emotional support during stressful times, and provide constructive feedback for professional growth.

In conclusion, both new graduates and experienced professionals bring unique strengths to shared leadership in healthcare teams. Embracing diversity in terms of skills, knowledge, experience, and perspectives is essential for creating a cohesive team that works collaboratively towards common goals.

9. How can conflicts and disagreements be managed within a team utilizing a shared leadership approach?


1. Create a culture of open communication: Encourage team members to openly communicate their concerns and disagreements in a productive and respectful manner. This helps to prevent conflicts from escalating and allows for issues to be addressed before they become bigger problems.

2. Establish clear roles and responsibilities: Shared leadership works best when everyone understands their roles and responsibilities within the team. This helps to avoid confusion and conflict over who is responsible for what task or decision.

3. Encourage collaboration: Shared leadership involves working together as a team, rather than one person being in charge. Encouraging collaboration can help team members understand each other’s perspectives and find solutions that work for everyone.

4. Utilize conflict resolution techniques: When conflicts do arise, it’s important for the team to have tools and techniques in place to resolve them effectively. This may include techniques such as mediation, compromise, or consensus building.

5. Foster trust and respect: Shared leadership relies on trust and mutual respect between team members. Leaders should work towards building strong relationships within the team, which can help manage conflicts in a more positive way.

6. Address conflicts early on: It’s important to address conflicts as soon as they arise, rather than letting them fester or escalate. This can help prevent the issue from getting out of hand and allow for an open dialogue about finding a resolution.

7. Practice active listening: When conflicts arise, it’s important for all team members to actively listen to each other’s perspectives without interrupting or judging. This helps everyone feel heard and can lead to a more productive discussion where all viewpoints are considered.

8. Use a problem-solving approach: Instead of blaming each other, encourage the team to focus on finding solutions together. This approach shifts the focus from who is at fault to how the issue can be resolved collaboratively.

9.Acknowledge individual strengths and expertise: A shared leadership approach values the skills and expertise of each team member. Acknowledge and leverage each person’s strengths to find solutions and make decisions that benefit the team as a whole.

10. Are there any potential challenges or drawbacks to implementing shared leadership in nursing practice?


1. Resistance to Change: Implementing shared leadership in nursing practice may require a significant shift in the traditional hierarchical structure of nursing teams, which can create resistance and pushback from some team members who are used to traditional leadership models.

2. Lack of Clear Roles and Responsibilities: In a shared leadership model, there may be confusion or uncertainty about individual roles and responsibilities, leading to potential conflicts and overlaps in duties.

3. Time-consuming Decision-making Process: When decisions are made through a collaborative process involving multiple leaders, it can take longer than when a single leader makes decisions unilaterally.

4. Competing Interests: As each member of the team brings different perspectives and priorities to the decision-making process, there is a risk that some interests may compete or conflict with others, making it challenging to reach consensus.

5. Difficulty with Accountability: With shared leadership, it may be difficult to hold individuals accountable for their decisions and actions, as multiple people are involved in the decision-making process.

6. Communication Challenges: Coordinating communication among multiple leaders can be challenging if not managed efficiently. Miscommunication or lack of proper communication processes can lead to confusion and delays.

7. Overwhelming Workload: Shared leadership can sometimes result in an overwhelming workload for individual team members who may have already had busy schedules before taking on additional leadership responsibilities.

8. Potential for Power Struggles: In some cases, shared leadership may lead to power struggles among team members competing for influence or control over decision-making processes.

9. Quality Control Issues: When decisions are made collaboratively by multiple leaders, there is a risk that quality control may suffer if all the leaders do not share the same standards or measures of success.

10. Cost Considerations: Implementing shared leadership training programs and support structures within healthcare organizations require financial resources that may not always be available.

11. Can the principles of shared governance be applied to support the implementation of shared leadership in nursing teams?

Yes, the principles of shared governance can definitely be applied to support the implementation of shared leadership in nursing teams. Shared governance involves empowering and involving all members of a team in decision-making processes, promoting open communication and collaboration, and valuing each team member’s unique knowledge and contributions. These principles align with those of shared leadership, which emphasizes the importance of building strong relationships and partnerships among team members, encouraging active participation from all members, and recognizing and utilizing each member’s strengths to achieve common goals. By incorporating shared governance principles into the implementation of shared leadership in nursing teams, it can help foster a supportive environment for collaboration, trust, and teamwork, ultimately leading to improved patient outcomes.

12. What role do nurse leaders play in promoting and supporting shared leadership within their teams?


Nurse leaders play a crucial role in promoting and supporting shared leadership within their teams. They act as facilitators of the process, creating an environment where shared leadership can flourish. Some specific roles they play include:

1. Setting clear expectations: Nurse leaders set clear expectations for every team member, including their roles and responsibilities within the shared leadership model.

2. Providing resources: Nurse leaders ensure that all team members have access to necessary resources and support, which enables them to take on leadership roles and contribute to decision-making processes.

3. Facilitating communication: Good communication is key to the success of shared leadership. Nurse leaders foster open and transparent communication among team members, ensuring that everyone’s ideas and perspectives are heard.

4. Encouraging collaboration: Nurse leaders promote collaboration by fostering a culture of teamwork and encouraging team members to work together towards common goals.

5. Modeling shared leadership behavior: As role models, nurse leaders demonstrate the behaviors associated with effective shared leadership, such as being open-minded, inclusive, and supportive of team members’ ideas.

6. Empowering team members: Nurse leaders empower their team members by delegating responsibility and authority, trusting them to make decisions, and providing constructive feedback when needed.

7. Recognizing contributions: As part of promoting a positive work culture, nurse leaders acknowledge and recognize the contributions of individual team members to decision-making processes.

8. Addressing conflicts: Inevitably, conflicts may arise within a shared leadership model. Nurse leaders play a crucial role in addressing these conflicts by facilitating discussions and finding mutually agreeable solutions.

9. Supporting professional development: Nurse leaders provide opportunities for team members to develop new skills in areas such as decision-making, conflict resolution, and communication – all essential for effective shared leadership.

10. Evaluating performance: Lastly, nurse leaders evaluate the performance of both individual team members and the overall success of the shared leadership model regularly. This helps identify areas for improvement and ensure that all team members are working towards common goals.

13. How can performance evaluations and recognition programs be adapted for a team practicing shared leadership?


Performance evaluations and recognition programs can be adapted for a team practicing shared leadership in the following ways:

1. Focus on team performance: Instead of solely evaluating individual performances, focus on how the team as a whole has performed. This allows for acknowledging the collective efforts of all team members and their contributions towards achieving shared goals.

2. Include peer evaluations: As shared leadership involves all members playing active roles in decision-making and taking on leadership responsibilities, it is important to include peer evaluations in performance assessments. This provides a more holistic view of each team member’s contribution and highlights their ability to work effectively with others.

3. Set common objectives: In a shared leadership environment, teams should have clear and common objectives that are aligned with the organization’s goals. These objectives can then be used to evaluate team performance and provide recognition for successful outcomes.

4. Encourage ongoing feedback: Performance evaluations should not be limited to an annual or bi-annual event but rather an ongoing process. Encourage team members to provide regular feedback and recognition for each other’s contributions through informal channels such as daily huddles or weekly check-ins.

5. Recognize collaboration and teamwork: When designing recognition programs, ensure that they include criteria for recognizing collaboration and teamwork. This could include acknowledging individuals who actively support and uplift their teammates or those who go above and beyond to achieve team goals.

6. Emphasize learning and growth: Shared leadership promotes continuous learning and growth as team members take on new roles and responsibilities. Consider including development plans as part of performance evaluations to encourage ongoing personal development within the team.

7. Incorporate flexibility: With shared leadership, different teams may have different structures and dynamics depending on the task at hand or project objectives. Allow for flexibility in performance evaluations to account for these differences while still maintaining consistent evaluation criteria across all teams.

Overall, the key is to tailor performance evaluations and recognition programs to support the principles of shared leadership – collaboration, teamwork, continuous learning, and a focus on collective achievements. This will ensure that team members are motivated to work together towards shared goals and feel recognized for their contributions within a team-based leadership structure.

14. Does the concept of followership play a role in the success of a team using a shared leadership model?


Yes, the concept of followership plays a crucial role in the success of a team using a shared leadership model. In a shared leadership model, it is essential for every member of the team to not only work together as leaders but also recognize and respect each other’s abilities and contributions. This requires strong followership skills, such as active listening, open communication, and collaboration, among team members.

Effective followership helps create a positive team dynamic where members feel empowered to share their ideas and take on leadership roles when needed. This allows for better decision-making and problem-solving within the team, which ultimately leads to increased productivity and success.

Moreover, in a shared leadership model, there is no designated leader who holds all the power and makes all the decisions. Instead, leadership responsibilities are distributed among team members based on their skills and expertise. Therefore, strong followership is necessary for smooth cooperation among team members and effective execution of tasks.

Overall, having a cohesive team with strong followership skills is essential for successful implementation of shared leadership model.

15. Are there any specific education or training programs available for nurses interested in learning more about shared leadership?

Yes, there are various education and training programs available for nurses interested in learning more about shared leadership. Some nursing schools and professional organizations offer courses, workshops, or certifications on shared leadership concepts and practices. Additionally, there are online resources and conferences dedicated to this topic. Nurses can also inquire with their employers about any in-house training or mentoring programs related to shared leadership.

16. Can the application of technology enhance or hinder the effectiveness of shared leadership in nursing practice?


The application of technology can both enhance and hinder the effectiveness of shared leadership in nursing practice. On one hand, technology has the potential to improve communication, coordination, and collaboration among team members, which are important components of shared leadership. For example, teleconferencing and online platforms can allow for real-time communication and decision making among team members who may be geographically dispersed.

Additionally, technology can increase access to information and facilitate data-driven decision making, which can support a more egalitarian distribution of power within a team. This can help to foster a culture of collaboration and shared responsibility for decision making.

However, technology can also have negative effects on shared leadership if not used appropriately. For example, reliance on electronic communication may decrease face-to-face interaction among team members, hindering the development of trust and mutual respect that are essential for effective shared leadership. Additionally, excessive reliance on technology may lead to information overload or miscommunication, leading to conflicts and hindered decision-making processes.

Furthermore, the use of electronic health records (EHRs) can create challenges for shared leadership if they are not user-friendly or efficient. Nurses who spend a significant amount of time entering data into an EHR may become disengaged from other aspects of care delivery or team decision making.

In summary, technology has the potential to enhance the effectiveness of shared leadership in nursing practice by improving communication and facilitating data-driven decision making. However, its use must be carefully managed to avoid negative impacts on collaborative processes and teamwork within healthcare teams.

17. Has research shown any significant impacts on patient outcomes related to the use of shared leadership models in healthcare?


Yes, research has shown that shared leadership models in healthcare have significant impacts on patient outcomes. Some studies have found that shared leadership can lead to improved patient satisfaction and perceived quality of care, especially in areas such as communication and collaboration among healthcare teams. Shared leadership has also been associated with reduced medical errors and adverse events, as well as improved clinical outcomes and patient safety. Additionally, it has been linked to a more positive work environment for healthcare staff, which can contribute to better overall patient care experiences.

18. How has the COVID-19 pandemic challenged or changed the dynamics of shared leadership among nurses?


The COVID-19 pandemic has posed significant challenges and shifts in the way shared leadership is practiced among nurses. Here are some of the key ways in which the pandemic has impacted shared leadership among nurses:

1. Increased reliance on team collaboration: As healthcare systems were faced with unprecedented challenges and surges of COVID-19 patients, it became more important than ever for nurses to work together as a team. This meant that shared leadership models, where decision-making and responsibilities are distributed among team members, became increasingly necessary.

2. Adaptive leadership: Shared leadership requires strong communication and adaptability, which have become critical skills during the pandemic. Nurses have had to quickly adapt to constantly changing guidelines, protocols, and patient needs, requiring them to work collaboratively with their colleagues to make quick and effective decisions.

3. Increased support for new leaders: With the surge of patients and demands on healthcare systems, many organizations promoted or assigned new leaders from within their nursing workforce. These new leaders had to quickly learn how to navigate challenging situations and effectively lead their teams while also receiving support and guidance from experienced leaders.

4. Changes in communication: The pandemic has also changed the way leaders communicate with their teams. With social distancing protocols in place, much of the communication has shifted to virtual platforms such as video conferencing and messaging apps. This requires new strategies for building trust, maintaining transparency, and fostering collaboration among team members.

5. Focus on well-being: The increased stress and burnout among nurses during the pandemic has highlighted the importance of addressing well-being issues. In shared leadership models, leaders can provide emotional support and resources to help alleviate some of these challenges.

6. Importance of cross-functional teamwork: Unlike other healthcare emergencies that tend to affect specific regions or departments, the global nature of the COVID-19 crisis has required cross-functional teamwork between different departments such as intensive care units (ICUs), emergency rooms (ERs), medical-surgical units, and public health departments. Shared leadership has played a crucial role in fostering collaboration between these different areas of expertise.

In summary, the COVID-19 pandemic has highlighted the value and necessity of shared leadership among nurses. It has also emphasized the need for adaptive and collaborative leadership approaches to effectively navigate through unprecedented challenges.

19.What factors should be considered when selecting an appropriate leader for a team practicing shared governance?


1. Experience: The leader should have an adequate level of experience in the field they will be leading the team in. This includes both technical skills and leadership experience.

2. Communication skills: Shared governance relies heavily on effective communication between team members. The leader should have excellent communication skills to facilitate collaboration and decision-making within the team.

3. Conflict resolution skills: In a shared governance model, conflicts are likely to arise as multiple stakeholders are involved in decision-making. The leader should possess strong conflict resolution skills to address and resolve any conflicts that may arise.

4. Emotional intelligence: A leader with high emotional intelligence can understand and manage their own emotions while also being able to empathize with and connect with others. This is important for building trust and fostering a positive team culture.

5. Inclusivity: A shared governance team typically includes individuals from diverse backgrounds, roles, and perspectives. The leader should be inclusive, respecting and valuing each member’s input, ideas, and contributions.

6. Collaborative mindset: A successful shared governance leader must have a collaborative mindset, willing to share power and involve all team members in decision-making processes.

7. Visionary thinking: Leaders who can think strategically and set long-term goals are more likely to inspire their team towards success.

8. Adaptable: A leader must be able to adapt quickly to changing circumstances or new information while still keeping the team focused on its objectives.

9. Accessibility: Being available for consultation or support is essential for the success of shared governance teams.

10.Respect for autonomy: Shared governance allows for autonomy among different members of the team; therefore leaders must respect professional autonomy when making decisions that affect their staff members.

11.Team building skills: The leader must have strong interpersonal skills to build trust within the team as well as facilitate teamwork, accountability, creativity, problem-solving, open dialogue, cooperation, group cohesion, delegation of authority etc.,

12.Resourcefulness: The shared governance leader must be resourceful and able to work with limited resources while maintaining high-quality outcomes.

13.Commitment to the model: A leader who believes in the principles and values of shared governance will be more likely to promote its success within the team.

14.Leadership style: Different leadership styles may be more effective for different teams. The chosen leader should have a leadership style that is compatible with the team’s dynamics and needs.

15.Training and development: Some leaders may require training or development to enhance their skills in practicing shared governance effectively.

16.Support from higher management: It is essential that higher-level management supports the shared governance model and the leader, as this can affect the success of the team.

17.Knowledge of organizational policies and procedures: The selected leader should have a good understanding of the organization’s policies, procedures, and structures, as they will need to navigate them while making decisions within the team.

18.Evaluation process: An appropriate evaluation process should also be considered when selecting a leader for a shared governance team. This may include setting clear performance metrics or goals and providing regular feedback on their performance as a leader.

19.Continuous learning mindset: Leaders must be open to learning from their experiences, mistakes, successes, as well as receiving feedback from team members in order to continually improve their leadership skills within a shared governance model.

20.How can organizations support and sustain a culture of shared leadership among their nursing staff long term?


1. Encourage open communication: Communication is key to building a culture of shared leadership. Organizations should foster an environment where nurses feel comfortable sharing their ideas, concerns, and feedback with each other and their superiors.

2. Promote collaboration: Collaborative decision-making is a hallmark of shared leadership. Nurse leaders should facilitate team projects and encourage their staff to work together on problem-solving and decision-making processes.

3. Lead by example: Leaders must model the behavior they want to see in their staff. This means practicing transparency, actively seeking input from all team members, and recognizing and valuing contributions from everyone.

4. Provide opportunities for growth and development: Nurses are more likely to engage in shared leadership when they feel confident in their skills and abilities. Organizations should offer training, mentorship programs, and other opportunities for nurses to develop their leadership skills.

5. Foster a culture of trust: Trust is essential for effective shared leadership. Leaders should be transparent in their activities and decisions, follow through on commitments, and create a safe space for staff to voice their opinions without fear of retribution.

6. Recognize and reward collaborative efforts: Acknowledging the contributions of individuals as well as teams can motivate nurses to actively participate in shared leadership initiatives.

7. Establish clear expectations: Nurses need a clear understanding of what is expected of them within the organization’s culture of shared leadership. This includes defined roles, responsibilities, communication channels, and decision-making processes.

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