Liderança Coaching: um modelo de referência para o exercício do enfermeiro-líder no contexto hospitalar

Abstract

RESUMOO presente estudo teve por objetivos avaliar a liderança exercida pelas enfermeiras com uso do coaching como ferramenta gerencial, identificar, mensurar e analisar à aquisição de competências percebidas pelas enfermeiras que atuam como coaches, Trata-se de um estudo descritivo, transversal, exploratório e de campo, com abordagem quantitativa. A Liderança Situacional foi selecionada como referencial teórico e o instrumento de pesquisa foi submetido a aná-lises estatísticas e de conteúdo, aplicado em 111 enfermeiras líderes em um hospital geral, privado, de grande porte da cidade de São Paulo. Os resultados evidenciaram que houve incorporação de novos conhecimentos, confirmaram o modelo de Liderança Situacional ao reconhecer ser líder coach, tendo o estilo predominantemente orientado às tarefas e às pessoas, segundo a situação envolvida, e ainda, indicaram como habilidades preponderantes do coach: a comunicação, dar e receber feedback, dar e ganhar poder e exercer influência, que as atitudes refletiram o exercício o liderança coaching. DESCRITORES ABSTRACTThe objectives of the present study was to evaluate the leadership of nurses by using the coaching strategy as a managerial tool, and identify, measure and analyze the acquisition of competencies from the view of nurse-coaches. This is a descriptive, crosssectional, exploratory and field study that was performed using a quantitative approach. Situational Leadership was selected as the theoretical framework and the research instrument was submitted to statistical and content analyses and was applied on 11 nurse leaders of a large scale private general hospital located in São Paulo. The results showed that participants gained new knowledge, confirmed the Situational Leadership model as the recognized being a coach leader, with a style that is mainly aimed at tasks and people, according to the situation involved, and pointed out the following skills as determinant of coaches: communication, giving and receiving feedback, assigning and gaining power and having an influence. Finally, the attitudes reflected the practice of coaching. DESCRIPTORS RESUMENEl estudio objetivó evaluar el liderazgo ejercido por enfermeras con uso de coaching como herramienta gerencial, identificar, mensurar y analizar la adquisición de competencias percibidas por enfermeras que actúan como coachs. Estudio descriptivo, transversal, exploratorio, de campo, con abordaje cuantitativo. El Liderazgo Situacional se seleccionó como referencial teórico y el instrumento investigativo fue sometido a análisis estadísticos y de contenido, aplicado a 111 enfermeras líderes en hospital general privado de gran porte de San Paulo. Los resultados evidenciaron que hubo incorporación de nuevos conocimientos, confirmaron el modelo de Liderazgo Situacional al reconocer al líder coach teniendo un estilo predominantemente orientado a tareas y personas, según la situación involucrada, y también indicaron con foco en las habilidades preponderantes del coach: comunicación, dar y recibir feedback, dar y ganar p...

A utilização de instrumentos para avaliação da liderança nos serviços de saúde e enfermagem

“…in general, four with nurses and nursing technicians and a few described investigations with a mix of nurses and other professionals. Nineteen instruments were identified to evaluate leadership: Authentic Leadership Questionnaire (ALQ) (five papers) (51)(52)(53)(54)(55) ; Charismatic Leadership Socialized Scale (one paper) (39) ; Clinical Leadership Survey (CLS) (one paper) (25) ; the Coaching tool (two papers) (41)(42) ; Scale of attitudes toward leadership styles (one paper) (33) ; the 360º tool (one paper) (40) ; Global Transformational Leadership Scale (three papers) (56)(57)(58) ; Grid Gerencial (one paper) (43) ; Leadership Effectiveness and Adaptability Description (LEAD) (two papers) (49)(50) ; LMX-Leader-member Exchange (two papers) (46)(47) ; Leadership Practices Inventory (LPI) (six papers) (21)(22)(23)(24)(25)(26) ; Leadership Reward and Punishment Behavior Questionnaire (LRPQ) (one paper) (33) ; Multifactor Leadership Questionnaire (MLQ) (eleven papers) (27)(28)(29)(30)(31)(32)(33)(34)(35)(36)(37) ; Multisource Feedback Tool (MSF) (one paper) (44) ; the Quantum tool (one paper) (38) ; Servant Leadership Questionnaire (SLQ) (one paper) (48) ; Servant Leadership Survey (SLS) (two papers) …”

“…The styles/models/theories of leadership found in the selected materials were: transformational leadership (21)(22)(23)(24)(25)(26)(27)(28)(29)(30)(31)(32)(33)(34)(35)(36)(37)(56)(57)(58) , cited in 20 papers; transactional leadership (27)(28)(29)(30)(31)(32)(33)(34)(35)(36)(37) , in 11 papers; situational leadership (41)(42)(49)(50) , in four papers; servant leadership (45)(46)48) , in three papers; authentic leadership (51)(52)(53)(54)(55) , in five papers; quantum leadership (38) , in one paper; charismatic leadership (39) , in one paper; and clinical leadership (25,44) , in two papers. Three studies did not mention a specific style/model/theory …”

“…The following instruments were identified for situational leadership: LEAD (49)(50) , Grid Gerencial (43) and the Coaching tool (41)(42) . This type of leadership is centered in the leader, the subordinates and the situation; the main approaches are Fiedler's model, the Hersey-Blanchard situational theory and Robert House's path-goal leadership theory.…”

Liderança autêntica e perfil pessoal e profissional de enfermeiros

“…The data were collected by the researchers using two instruments: the first presented personal and professional profile variables: sex, position, work schedule, other occupation, specialization degree, leadership position already held, and knowledge of the following references of leadership: behavioral, (12) situational, (13) charismatic, visionary, transformational and authentic. The second was the Authentic Leadership Questionnaire (Self ).…”

O Papel Gerencial do Enfermeiro em Unidades de Emergência

“…A liderança é um importante fator, pois gera energia nas pessoas e direciona seus esforços, representando um indicador fundamental do potencial de uma instituição (LLAPA-RODRIGUEZ et al, 2015;CARDOSO;RAMOS;D'INNOCENZO, 2011). Llapa-Rodriguez et al, (2015) afirmam que a liderança é uma habilidade implicada a indivíduos que possuem capacidade extraordinária de influenciar pessoas, e que o exercício da liderança na enfermagem é fundamental para o trabalho de forma organizada.…”