Assignment Prompt & Instructions
**DISCUSSION RESPONSE**
– 2 years ago
**files (1)**
– ## EvidenceBasedPracticeIIDISCUSSIONRESPONSE.odt
**## EvidenceBasedPracticeIIDISCUSSIONRESPONSE.odt**
**Evidence Based Practice II**
**DISCUSSION RESPONSE**
**DUE January 9**
**Read** a selection of your colleagues’ blog posts.
**Respond** to
**at least two** of your colleagues on
**2 different days** by supporting or expanding on their work thus far with their practice focused question. Work to share additional perspectives on the issue described by your colleague.
PEER #1
[Shannon Hilling](https://waldenu.instructure.com/courses/142884/users/109810)
Manage Discussion by Shannon Hilling
Reply from Shannon Hilling
**Initial Post**
The proposed practice change for my project is staff education on increasing knowledge on HIV testing in the primary care clinic. Transformational leadership is most fitting for this practice change. Transformational leadership allows for a fostering of eagerness, passion, commitment, and most importantly a shared vision for improvement. Transformational leaders also are inspiring to their team which can lead to a better chance to embrace the change.
**Leadership Style for Proposed Change**
Transformational leadership promotes collaboration between the leader and team for a common end result (Bradshaw & Vitale, 2024). Transformational leaders also encompass unique qualities to facilitate implementation of practice change. These qualities include being effective and efficient, confident and wise, a visionary, and clinical expert (Broome, 2025).
**Leadership Style and Dissemination**
Leadership style is significant in practice change and project dissemination. Transformational leadership can successfully advance healthcare change for the overall good of the population (Broome, 2025). Transformational leadership allows us to work together within the healthcare organization while also promoting the change across healthcare systems and settings (Broome, 2025). The collaboration efforts also promote positive communication and dispersing of information and results.
**Leadership Style, Issues, and Support**
In regard to my HIV staff education project, I have established a collaborative relationship with my preceptor and team. I never tried to take charge and boss the team around in any way. After all, I am grateful they allowed me to use their site for the proposed practice change. According to Broome (2025), when the team feels safe, cared for, and able to speak freely, project success is much more likely. Transformational leadership often coincides with a happy and healthy work environment, making performance enhanced in most instances (Curado & Santos, 2021). A potential gap with this leadership style could be within the healthcare team and administration when research is involved (Curado & Santos, 2021). My preceptor is there for additional support for project implementation. She has been such a positive influence and such a valuable mentor!
**Leadership Style and Application to Proposed Change**
Transformational leadership applies to increasing knowledge on HIV testing through various avenues. Routine meetings and check ins allow for streamlined communication as well as gaining a sense of the team’s perspective (Sinclair et al., 2021). Trust can also be built within the team and with stakeholders through routine feedback. Transformational leadership creates the culture in which productivity and engagement are welcomed (Sinclair et al., 2021). When the team feels safe and valued, the shared vision of the practice change will likely be honored. This will then result in a successful practice change, which will benefit the patients in which we serve.
**References**
Bradshaw, M. J., & Vitale, T. R. (2024).
_The DNP project workbook: A step-by-step process for success._ Springer Publishing Company.
Broome, M. E. (2025).
_Transformational leadership in nursing: From expert clinician to influential leader._ Springer Publishing Company.
Curado, C., & Santos, R. (2022). Transformational leadership and work performance in health care: the mediating role of job satisfaction.
_Leadership in Health Services, 35_(2).
Sinclair, M. A., Stephens, K., Whiteman, K., Swanson-Biearman, B., & Clark, J. (2021). Managing and motivating the remote employee using the transformational leadership model.
_Nurse Leader, 19_(3).
– Reply to post from Shannon Hilling
**Reply**
– Mark as Unread
**Mark as Unread**
**PEER #2**
[Olufunmilayo Elizabeth Adeloye](https://waldenu.instructure.com/courses/142884/users/125106)
Manage Discussion by Olufunmilayo Elizabeth Adeloye
Reply from Olufunmilayo Elizabeth Adeloye
**Main Post**
**Leadership Style Needed for Implementation**
The leadership style essential for implementing training programs aimed at minimizing restraint use in mental health settings is Transformational Leadership. This leadership model emphasizes inspiring and empowering others through various forms of encouragement, fostering individual and collective growth (Ugochukwu, 2021). A key element of Transformational Leadership is its early application, which allows leaders to effectively adapt to situations, identify underlying issues, and develop strategies to achieve desired goals or changes (Ugochukwu, 2021). Additionally, Transformational Leadership requires leaders who can guide individuals through progressive stages of development, helping them move from foundational skills to achieving their objectives at a measured pace. Leaders play a critical role in defining a clear purpose for each individual and providing consistent support to help them accomplish their goals. Increased use of restraints in healthcare is a preventable issue that demands systemic improvement and strategic changes. Transformational Leadership is well-suited for addressing this challenge, as it fosters positive attitudes among nurses, enhances job satisfaction, strengthens structural empowerment, and ultimately improves the quality of care. These factors contribute to reducing adverse patient outcomes and minimizing restraint incidents (Asif et al., 2019).
**Necessary Skills to implement this proposed change?**
Effective transformational leadership hinges on several essential qualities. Leaders must first recognize and embrace the need for change, fostering an environment where the necessity of that change is clear to others. They should inspire and challenge the mindset of their team by communicating effectively, helping workers understand and accept the purpose behind initiatives, such as a restraint prevention program. Encouraging active participation is equally important, as leaders should create opportunities for team members to ask questions, contribute ideas, and engage in educational efforts. Through clear and compelling communication, leaders can ensure that their message resonates, and their vision is understood. A transformational leader must also possess the ability to empower and persuade workers to act in ways that align with the organization’s best interests. Integrity is critical leaders must remain true to their words and uphold their commitments. Furthermore, they should inspire their team by articulating a clear, ambitious vision of organizational goals, fostering loyalty by appreciating their employees and aligning themselves with shared objectives. Ultimately, these qualities combine to create a leadership style that motivates and unites teams around meaningful, positive change (Asif et al., 2019).
**Connection to Disseminating Results**
Transformational leadership emphasizes the importance of continuous communication and recognition of achievements to keep teams motivated and committed. By regularly sharing updates and celebrating accomplishments, transformational leaders create an environment that fosters engagement and alignment with organizational objectives. This leadership style prioritizes collaboration, transparency, and feedback, ensuring that everyone remains focused on shared goals. Maintaining open lines of communication as outcomes unfold is essential for sustaining trust and momentum within the team. A key aspect of transformational leadership is granting employees autonomy to plan and make decisions, particularly after they have been adequately trained. Empowering employees in this way makes them feel valued and encourages them to contribute meaningfully to addressing healthcare challenges. Implementing coaching and evidence-based training programs can further enhance communication, motivation, and innovation. These initiatives inspire employees to think creatively and develop effective solutions, ultimately driving positive change in the workplace (Khan et al., 2020).
**Assessing Current Leadership Style and Need for Additional Support:**
Transformational leaders excel at inspiring and motivating their teams, but they may face challenges when it comes to organizing and implementing complex changes. This potential knowledge gap in change management can be mitigated by incorporating additional support, such as collaboration with change management specialists or training in effective change management strategies. According to Khan et al. (2020), this leadership style may falter due to factors like burnout, social loafing, or negative group dynamics caused by leaders treating individuals as mere parts of the collective. To bridge this gap, leaders should focus on fostering a positive environment by maintaining an optimistic attitude, empowering individuals, actively listening, avoiding judgment, encouraging open communication, and providing consistent support to employees.
**Applying Leadership Style to the Proposed Change**
Transformational leadership enhances the implementation plan by inspiring a shared vision for improved mental health outcomes through evidence-based practices. It empowers staff to view restraint reduction as an opportunity to enhance patient care rather than a mandated policy. By fostering trust and motivation, this approach addresses resistance and low engagement, ensuring stronger commitment. Emphasizing idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration (Asif et al., 2019), transformational leadership encourages positivity and collaboration. Actively involving staff in design and feedback ensures seamless, sustainable adoption, ultimately strengthening the initiative’s success.
**References**
Asif, M., Jameel, A., Hussain, A., Hwang, J., & Sahito, N. (2019). Linking transformational leadership with nurse-assessed adverse patient outcomes and the quality of care: assessing the role of job satisfaction and structural empowerment. International Journal of Environmental Research and Public Health, 16(13), 2381. doi: 10.3390/ijerph16132381.
[https://www.ncbi.nlm.nih.govLinks to an external site.](https://www.ncbi.nlm.nih.gov/)/pmc/ articles/ PMC6651060/Links to an external site.
Craig, W. (2022). 8 Must-have transformational leadership qualities. Forbes.https://www.forbes. com/sites/williamcraig/2019/01/31/8- must-have-transf
Khan, H., Rehmat, M., Butt, T. H., Farooqi, S., & Asim, J. (2020). Impact of transformational leadership on work performance, burnout and social loafing: a mediation model. Future Business Journal, 6(40). doi: https://doi.org/10.1186/s43093-020-00043-8Links to an external site.. https://fbj.springeropen.com/articles/10.1186/s43093-020-00043- 8#citeaslinks to an external site.
Ugochukwu, C. (2021). Transformational Leadership. Simply Psychology.
[https://www.simplyLinks to an external site.](https://www.simply/) psychology.org/what-is-transformationalleadership.htmlLinks to an external site.
– Reply to post from Olufunmilayo Elizabeth Adeloye
**Reply**
– Mark as Unread
**Mark as Unread**
**## EvidenceBasedPracticeIIDISCUSSIONRESPONSE.odt**
**Evidence Based Practice II**
**DISCUSSION RESPONSE**
**DUE January 9**
**Read** a selection of your colleagues’ blog posts.
**Respond** to
**at least two** of your colleagues on
**2 different days** by supporting or expanding on their work thus far with their practice focused question. Work to share additional perspectives on the issue described by your colleague.
PEER #1
[Shannon Hilling](https://waldenu.instructure.com/courses/142884/users/109810)
Manage Discussion by Shannon Hilling
Reply from Shannon Hilling
**Initial Post**
The proposed practice change for my project is staff education on increasing knowledge on HIV testing in the primary care clinic. Transformational leadership is most fitting for this practice change. Transformational leadership allows for a fostering of eagerness, passion, commitment, and most importantly a shared vision for improvement. Transformational leaders also are inspiring to their team which can lead to a better chance to embrace the change.
**Leadership Style for Proposed Change**
Transformational leadership promotes collaboration between the leader and team for a common end result (Bradshaw & Vitale, 2024). Transformational leaders also encompass unique qualities to facilitate implementation of practice change. These qualities include being effective and efficient, confident and wise, a visionary, and clinical expert (Broome, 2025).
**Leadership Style and Dissemination**
Leadership style is significant in practice change and project dissemination. Transformational leadership can successfully advance healthcare change for the overall good of the population (Broome, 2025). Transformational leadership allows us to work together within the healthcare organization while also promoting the change across healthcare systems and settings (Broome, 2025). The collaboration efforts also promote positive communication and dispersing of information and results.
**Leadership Style, Issues, and Support**
In regard to my HIV staff education project, I have established a collaborative relationship with my preceptor and team. I never tried to take charge and boss the team around in any way. After all, I am grateful they allowed me to use their site for the proposed practice change. According to Broome (2025), when the team feels safe, cared for, and able to speak freely, project success is much more likely. Transformational leadership often coincides with a happy and healthy work environment, making performance enhanced in most instances (Curado & Santos, 2021). A potential gap with this leadership style could be within the healthcare team and administration when research is involved (Curado & Santos, 2021). My preceptor is there for additional support for project implementation. She has been such a positive influence and such a valuable mentor!
**Leadership Style and Application to Proposed Change**
Transformational leadership applies to increasing knowledge on HIV testing through various avenues. Routine meetings and check ins allow for streamlined communication as well as gaining a sense of the team’s perspective (Sinclair et al., 2021). Trust can also be built within the team and with stakeholders through routine feedback. Transformational leadership creates the culture in which productivity and engagement are welcomed (Sinclair et al., 2021). When the team feels safe and valued, the shared vision of the practice change will likely be honored. This will then result in a successful practice change, which will benefit the patients in which we serve.
**References**
Bradshaw, M. J., & Vitale, T. R. (2024).
_The DNP project workbook: A step-by-step process for success._ Springer Publishing Company.
Broome, M. E. (2025).
_Transformational leadership in nursing: From expert clinician to influential leader._ Springer Publishing Company.
Curado, C., & Santos, R. (2022). Transformational leadership and work performance in health care: the mediating role of job satisfaction.
_Leadership in Health Services, 35_(2).
Sinclair, M. A., Stephens, K., Whiteman, K., Swanson-Biearman, B., & Clark, J. (2021). Managing and motivating the remote employee using the transformational leadership model.
_Nurse Leader, 19_(3).
– Reply to post from Shannon Hilling
**Reply**
– Mark as Unread
**Mark as Unread**
**PEER #2**
[Olufunmilayo Elizabeth Adeloye](https://waldenu.instructure.com/courses/142884/users/125106)
Manage Discussion by Olufunmilayo Elizabeth Adeloye
Reply from Olufunmilayo Elizabeth Adeloye
**Main Post**
**Leadership Style Needed for Implementation**
The leadership style essential for implementing training programs aimed at minimizing restraint use in mental health settings is Transformational Leadership. This leadership model emphasizes inspiring and empowering others through various forms of encouragement, fostering individual and collective growth (Ugochukwu, 2021). A key element of Transformational Leadership is its early application, which allows leaders to effectively adapt to situations, identify underlying issues, and develop strategies to achieve desired goals or changes (Ugochukwu, 2021). Additionally, Transformational Leadership requires leaders who can guide individuals through progressive stages of development, helping them move from foundational skills to achieving their objectives at a measured pace. Leaders play a critical role in defining a clear purpose for each individual and providing consistent support to help them accomplish their goals. Increased use of restraints in healthcare is a preventable issue that demands systemic improvement and strategic changes. Transformational Leadership is well-suited for addressing this challenge, as it fosters positive attitudes among nurses, enhances job satisfaction, strengthens structural empowerment, and ultimately improves the quality of care. These factors contribute to reducing adverse patient outcomes and minimizing restraint incidents (Asif et al., 2019).
**Necessary Skills to implement this proposed change?**
Effective transformational leadership hinges on several essential qualities. Leaders must first recognize and embrace the need for change, fostering an environment where the necessity of that change is clear to others. They should inspire and challenge the mindset of their team by communicating effectively, helping workers understand and accept the purpose behind initiatives, such as a restraint prevention program. Encouraging active participation is equally important, as leaders should create opportunities for team members to ask questions, contribute ideas, and engage in educational efforts. Through clear and compelling communication, leaders can ensure that their message resonates, and their vision is understood. A transformational leader must also possess the ability to empower and persuade workers to act in ways that align with the organization’s best interests. Integrity is critical leaders must remain true to their words and uphold their commitments. Furthermore, they should inspire their team by articulating a clear, ambitious vision of organizational goals, fostering loyalty by appreciating their employees and aligning themselves with shared objectives. Ultimately, these qualities combine to create a leadership style that motivates and unites teams around meaningful, positive change (Asif et al., 2019).
**Connection to Disseminating Results**
Transformational leadership emphasizes the importance of continuous communication and recognition of achievements to keep teams motivated and committed. By regularly sharing updates and celebrating accomplishments, transformational leaders create an environment that fosters engagement and alignment with organizational objectives. This leadership style prioritizes collaboration, transparency, and feedback, ensuring that everyone remains focused on shared goals. Maintaining open lines of communication as outcomes unfold is essential for sustaining trust and momentum within the team. A key aspect of transformational leadership is granting employees autonomy to plan and make decisions, particularly after they have been adequately trained. Empowering employees in this way makes them feel valued and encourages them to contribute meaningfully to addressing healthcare challenges. Implementing coaching and evidence-based training programs can further enhance communication, motivation, and innovation. These initiatives inspire employees to think creatively and develop effective solutions, ultimately driving positive change in the workplace (Khan et al., 2020).
**Assessing Current Leadership Style and Need for Additional Support:**
Transformational leaders excel at inspiring and motivating their teams, but they may face challenges when it comes to organizing and implementing complex changes. This potential knowledge gap in change management can be mitigated by incorporating additional support, such as collaboration with change management specialists or training in effective change management strategies. According to Khan et al. (2020), this leadership style may falter due to factors like burnout, social loafing, or negative group dynamics caused by leaders treating individuals as mere parts of the collective. To bridge this gap, leaders should focus on fostering a positive environment by maintaining an optimistic attitude, empowering individuals, actively listening, avoiding judgment, encouraging open communication, and providing consistent support to employees.
**Applying Leadership Style to the Proposed Change**
Transformational leadership enhances the implementation plan by inspiring a shared vision for improved mental health outcomes through evidence-based practices. It empowers staff to view restraint reduction as an opportunity to enhance patient care rather than a mandated policy. By fostering trust and motivation, this approach addresses resistance and low engagement, ensuring stronger commitment. Emphasizing idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration (Asif et al., 2019), transformational leadership encourages positivity and collaboration. Actively involving staff in design and feedback ensures seamless, sustainable adoption, ultimately strengthening the initiative’s success.
**References**
Asif, M., Jameel, A., Hussain, A., Hwang, J., & Sahito, N. (2019). Linking transformational leadership with nurse-assessed adverse patient outcomes and the quality of care: assessing the role of job satisfaction and structural empowerment. International Journal of Environmental Research and Public Health, 16(13), 2381. doi: 10.3390/ijerph16132381.
[https://www.ncbi.nlm.nih.govLinks to an external site.](https://www.ncbi.nlm.nih.gov/)/pmc/ articles/ PMC6651060/Links to an external site.
Craig, W. (2022). 8 Must-have transformational leadership qualities. Forbes.https://www.forbes. com/sites/williamcraig/2019/01/31/8- must-have-transf
Khan, H., Rehmat, M., Butt, T. H., Farooqi, S., & Asim, J. (2020). Impact of transformational leadership on work performance, burnout and social loafing: a mediation model. Future Business Journal, 6(40). doi: https://doi.org/10.1186/s43093-020-00043-8Links to an external site.. https://fbj.springeropen.com/articles/10.1186/s43093-020-00043- 8#citeaslinks to an external site.
Ugochukwu, C. (2021). Transformational Leadership. Simply Psychology.
[https://www.simplyLinks to an external site.](https://www.simply/) psychology.org/what-is-transformationalleadership.htmlLinks to an external site.
– Reply to post from Olufunmilayo Elizabeth Adeloye
**Reply**
– Mark as Unread
**Mark as Unread**