Leading in Rehabilitation - Implement the Leadership Approach

Original Editor - Jess Bell based on the course by Jason Giesbrecht

Top Contributors - Jess Bell and Kim Jackson  

This article or area is currently under construction and may only be partially complete. Please come back soon to see the finished work! (16/04/2022)

Introduction

There is often a gap between knowing about leadership and actually doing the leading. Bridging this gap can help people in informal and formal leadership roles become capable and influential leaders in rehabilitation. Leaders must be able to:

• Assess the situation
• Select an appropriate leadership approach
• Implement the leadership approach
• Reflect on and learn from the experience

This page focuses on the third step of implementing the optimal leadership approach. It explores specifically eight prominent leaderphip styles, which are discussed in detail here. These leadership styles are:

• Transformational
• Transactional
• Charismatic
• Servant
• Laissez-faire (delegative)
• Authoritarian (autocratic)
• Participative (democratic)
• Coaching

Leadership Effectiveness

Essentially, leaders strive to achieve leadership effectiveness (see Figure 1), which is defined as:

“The successful exercise of personal influence by one or more people that results in accomplishing shared objectives in a way that is personally satisfying to those involved.”

Figure 1. Leadership effectiveness.

The personal influence described in this quote refers to the combined impact of personal values, beliefs, and emotional intelligence. Together, these provide a foundation for the implementation or execution of a leadership approach.

Values, beliefs, and emotional intelligence provide a basis upon which the leadership approach, or the leadership skills and characteristics associated with each approach, can be implemented.

Personal Values

"[P]ersonal values can be defined as trans-situational goals that vary in importance and serve as guiding principles in people’s lives."

They are the inner standards from which you receive the motivation to act and by which you make decisions and judge behaviour. They represent a deep expression of what is most important to you.

Beliefs

Figure 2. Beliefs.

Beliefs are thoughts, assumptions, outlooks and attitudes that we favour about ourselves and others (Figure 2). They arise from evidence, tradition, authority, association, and revelation.

Belief domains are summarised in Table 1.

Table 1. Belief Domains.

Domains	Positive Beliefs	Negative Beliefs
Self	“I am worthy of love and happiness”	“I am flawed and unlovable”
Others	“Others like me and value my opinion”	“People are generally hurtful and disloyal”
The world	“The world is my oyster!”	“The world is a dangerous place”
The future	“The future is bright and  opportunity awaits”	“There is no hope – things will never get better”

What is Emotional Intelligence?

"Emotional intelligence (EI) can be defined as the ability to identify, express, understand, manage, and use emotions. EI has been shown to have an important impact on health, relationships, and work/academic performance."

It enables individuals to:

• Recognise, understand, and manage the emotions of one's self, and of others
• Express our thoughts
• Develop and maintain social relationships
• Cope with challenges
• Use emotional information in an effective and meaningful way

Emotional quotient is a measure of emotional intelligence. It incorporates: self-awareness; self-management; social awareness; and relationship management.