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I need help responding to the attached 3 peers' posts in 200 words each. Also, please, provide references with each.     


DNP-840A- Leadership for Advanced Nursing Practice

QUESTION: Complete the leadership development questionnaire, "Leadership Development – Test One – What Is Your Leadership Style?" found in the topic Resources. Describe your leadership style based on the leadership assessment. Select a leadership style other than the style identified in the leadership assessment that you will use over the course of your DPI Project. Compare these two leadership styles and how they will be used within your DPI Project.

Shabnampreet Kaur

After completing the leadership development questionnaire in the course resource "Leadership Development – Test One – What Is Your Leadership Style," my leadership style based on the assessment was transformational (Dawes,2015). Transformational leadership involves inspiring and motivating others to achieve exceptional performance standards toward common goals(Eliyana et al., 2019). Transformational leadership comprises these four elements: Idealized Influence, Intellectual stimulation, Individualized Consideration, and Inspirational Motivation (Dawes,2015). Idealized influence refers to the behavior of the transformational leaders to be seen as role models by the group members and inspire them to follow their behavior. This component helps the leaders set an example for others to follow through with their behaviors and actions. The leaders exhibiting idealized influence are respected by the team members and are seen as trustworthy, ethical, and honest. The followers envision the leader as one with values and principles, which creates a sense of loyalty among the followers of team members. Overall, idealized influence helps to develop trust and respect among the group members and inspires them to follow their leader. Intellectual stimulation is another component of transformational leadership that makes the leaders challenge the existing norms and encourage a culture of innovation. It develops critical thinking among the followers by questioning the old rules and regulations or theories that are redundant or least helpful towards the growth and development of the organization; transformational leaders with intellectual stimulation provide resources to their teams or followers to develop new skills and continuous learning with experimentation and creativity. Individualized consideration is the aspect of transformational leadership that makes the leader coach and advise the team toward achieving the goals. The leader understands the personal strengths and weaknesses of the team members and offers mentoring and coaching toward the growth and development of the team and meeting the desired goals. Inspirational motivation is another one of the critical components of transformational leadership, which refers to the leader's ability to inspire and motivate others. Leaders with inspirational motivation successfully communicate the standards for meeting the desired goal and create a sense of enthusiasm among the team members (Cherry,2023). The leaders inspire the team to work towards goal attainment. 

Democratic leadership style is another leadership style the learner will use for the DPI project. This leadership involves the team members in decision-making, and the manager retains the ultimate decision-making authority. As a result, the team members feel more involved, boosting the sense of participation, mutual trust, involvement, and feedback. In democratic leadership, the leaders ask the team members about their views and ideas(Caillier, 2020). It brings different perspectives, knowledge, and expertise to the project. The team members feel empowered and valued members which increase their performance. The decision-making process is complicated, and there are many areas where the leader needs expert views or perspectives of others to meet the desired goal. Hence, the democratic leadership style serves the purpose. The only challenge involved with this leadership style is that it could be time-consuming, which can lead to prolonging the decision-making. The leader can control the situation by setting real-time goals for group discussions and making conclusions afterward.  

Some key differences between democratic leadership styles are that transformational leadership involves the leader providing guidance and support to team members while challenging them to grow and develop. Transformational leaders often lead by example and set high standards for themselves and their team members. On the other hand, democratic leadership is a leadership style in which the leader involves team members in the decision-making process and encourages participation and collaboration. Transformational leadership focuses on inspiring and motivating team members to achieve a shared vision. In contrast, democratic leadership focuses more on involving team members in decision-making. Transformational leaders tend to be more visionary and charismatic, while democratic leaders tend to be more collaborative and facilitative. The central goal of democratic leadership is to maintain stability, while transformational leadership brings innovation. For the DPI project, both leadership styles are helpful. The learner will use the transformational leadership style to lead the group towards achieving success in reducing the rate of falls at the site and the democratic leadership manner to have the team members' input and include positive changes. The learner will also receive feedback from the members, which will help the learner work on the strengths and weaknesses and meet the goal. 

Caillier, J. G. (2020). Testing the Influence of Autocratic Leadership, Democratic Leadership, and Public Service Motivation on Citizen Ratings of An Agency Head's Performance. Public Performance & Management Review, 43(4), 918–941.

Cherry, K. (2023, February 24). What Is Transformational Leadership? Verywell Mind.

Dawes, D. (Ed.). (2015, March). The foundation of nursing leadership – What is your leadership style?

Eliyana, A., Ma’arif, S., & M. (2019). Job satisfaction and organizational commitment effect in the transformational leadership towards employee performance. European Research on Management and Business Economics, 25(3), 144–150.

Bonnie Flores

Understanding your own personal leadership style is an important factor in eliciting trust from the team. It is also important to see where there is room for growth so the team and patients will benefit. There are many different styles that may be appropriate depending on the situation, but as an advanced practice nurse who is on the journey to a doctoral degree, it will be necessary to be a transformational leader. The leadership development questionnaire stated that I was a transformational leader. I know there will be areas for improvement, but this style is the preferred style that helps lead change, improve quality, and improve patient and staff satisfaction (DeNisco, 2021). The project site where this learner’s Direct Practice Improvement (DPI) project is to take place was just awarded Magnet Recognition and one of the Magnet components calls upon leaders to act in a transformational style, which helps to “transform values, beliefs, and behaviors to meet the demands of healthcare reform” (DeNisco, 2021, p. 134). A transformational leadership style encompasses four components including idealized influence, inspirational motivation, intellectual stimulation, and individual consideration (Dawes, 2015). Though my style includes all four of these factors, my inspirational motivation is my biggest asset. I endeavor to motivate people to do their best and praise them when they do so. I work towards engagement and a common vision to help the patients and work to build trust to improve job satisfaction, improved team functioning, and participation from people with different perspectives (DeNisco, 2021).

Another leadership style that will be used throughout the completion of the DPI project is transactional leadership. This style encompasses two components and while I scored low in this style, it uses a contingent reward system (Dawes, 2015). This style provides rewards when the staff performs well (Dawes, 2015; DeNisco, 2021). Throughout the DPI project, there will be incentives for hitting benchmarks; therefore, this is a form of task-oriented leadership style that encourages staff to perform all the bundle elements and gives them rewards when they do so (DeNisco, 2021). While the transformational style will encourage staff to share their insights and encourage them to do what is asked for the benefit of the patient, the transactional style will reward them for doing this. Nurses are given much work to do and often feel overworked and stressed. When given more to do without being provided additional resources it can lead to burnout. Therefore, this project will show them how much they are doing to improve patient outcomes and will motivate them throughout the process. This positive feedback will encourage them to continue. The rewards that the department manager will provide will make some of the staff happy because they did a good job. Transformational is the best style to lead change and transactional provides positive feedback in the form of rewards and incentives (DeNisco, 2021).


Dawes, D. (2015).  Leadership development – Test one – What is your leadership style? Foundation for Nursing Leadership.

DeNisco, S. M. (2021).  Advanced Practice Nursing: Essential Knowledge for the Profession. (4th ed.). Jones & Bartlett.

Misty Walton

In leadership self-awareness, including an understanding of one's strengths and weaknesses, helps growth, team building, problem solving and relationships. Completing regular assessments as leadership styles and approaches may change and be dependent on the circumstance helps to increase this self-awareness. As a result of the last leadership assessment that I previously completed I have grown in transparent coaching conversations. I am also often eager to problem solve as I am good at seeing the big picture before something becomes a larger issue which often results in me taking on too much. My team will give me feedback stating, I just want you to listen not problem solve. I appreciate that I have this type of relationship with my team to help us both grow. I completed the ¨Leadership Development-Test One-What is Your Leadership Style?¨ receiving a score of seventy-four out of eighty possible for transformational leadership (Dawes, 2015). 

Bass helped to develop transformational leadership focusing on four dimensions including individualized consideration, inspirational motivation, idealized influence, and intellectual stimulation (Yasiloglu & SelenayErden, 2018). Transformational leadership is also a component of Magnet Designation. Transformational leaders devote themselves to the mission and vision and help the team to achieve its goals. In preparing for a Magnet site visit for re-designation next month during our shared governance meeting I was brought to tears as a front-line teammate described their transformational leader bedside them striving to reach goals and supporting while also ensuring accountability, which the depending on to help them transform the unit. I connect most helping to support others to reach their goals and educate for growth. Transformational leadership style helps to inspire, share vision, and stimulate others (Yaslioglu & SelenyErden, 2018). A quantitative research study including four hundred nurse managers, one hundred and fifty staff nurses and patients concluded that transformational leadership correlates with improved patient outcomes (Alloubanit et al., 2019). 

The leadership style I plan to use during my DPI Project is servant leadership as the project manager along with transformational leadership. Servant leadership means that I will not be pushing the DPI project down but forward with the team (Gaffney, 2020). I will be there to provide them with whatever they need and support at every step in the process and fully present. Robert Greenleaf coined the term servant leadership in the 1970s to mean a call to serve others and their needs first as one leads (Gaffney, 2020). Transformational leadership and servant leadership are remarkably similar in pushing things forward and helping to support growth and development. The difference lies in being in the trenches with the team to serve their needs with servant leadership. I am a leader of the DPI project but new to this team so we must move forward with a shared vision and me ensuring that I can help to meet their needs, so they are able to implement the intervention. 


Alloubani, A., Akhu-Zaheya, L., Ibrahim, M. A., & Almatari, M. (2019). Leadership styles' influence on the quality of nursing care.  International Journal of Health Care Quality Assurance, 32(6), 1022-1033. https// 

Dawes, D. (2015).  Leadership development – Test one – What is your leadership style? Foundation for Nursing Leadership. 

Gaffney, A. F. (2020). Pushing it forward: My journey as a servant leader in a high-value care environment.  Journal of Healthcare Management, 65(3), 162-165. https// 

Yaslioglu, M. M., & SelenayErden, N. (2018). Transformational leaders in action: Theory has been there, but what about practice?  IUP Journal of Business Strategy, 15(1), 42-53 

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