Implementing Democratic Leadership I am personally inclined to the democratic style of leadership. This is not merely idealism; I find this style to be, on the whole, the one that causes the least overall problems in organizing people to accomplish work tasks. There are a few qualifications to this rule, which mostly involve the degree of democracy that is best under different conditions, but I remain convinced that even when somewhat overdone, the difficulties that can arise from a democratic style are minor and easily controlled compared to those that an autocratic style can engender. My first experience as a nurse administrator was when I was put in charge of a small 6-ward 24-bed private clinic devoted to palliative care of elderly...The end:
.....ff between those who are "at home" here, and feel free to express themselves, and those who are simply trying to get by. In terms of the leadership grid cited earlier (Sullivan & Decker, 2008, p. 47), we are at 9,5 or 9,6: our concern for results is high, but we are still at times perhaps overly directive with some lower-level staff. Democratically involving persons who do not really wish to participate is a problem for all organizations, and I scarcely think that I will be able to solve it completely, but it will be my chief priority for leadership development in the near future. References Sullivan, E. J. & Decker, P. J. (2008). Effective leadership and management in nursing. Seventh edition. Upper Saddle River, NJ: Prentice-Hall.