Enhancing Leadership Development for Success

The book “Give and Take: A Revolutionary Approach to success” by Adam Grant discusses the leadership skills, the networking by the givers, matchers and takers and the dangers of and benefits of giving more than one receives. It also elaborates on the collaboration, the process of recognizing potential, influencing people and maintaining motivation. The book shows how success depends on how a leader interacts with others. There are three types of people; the matchers, the givers, and the takers. This paper focuses on discussing the insights from the book for enhancing success as a nurse leader, for the organizational performance and how I would implement one of the actions of impact in a practice setting.  

From the book, there are several insights on how to enhance success as a nurse leader. First, the most effective leader has to give rather than take from others. They should concentrate on what others need from them. They should give their time and share knowledge with the other nurses. The nurse leader should also be generous with their skills and ideas to the other nurses during the interactions (Grant, 2013). Nurse leaders who give can create a psychologically conducive environment where all the employees feel free to contribute. It enables innovativeness hence leading to success.

Furthermore, the book provides an insight that a nurse leader should create a team with a giving mentality. The nurse leader should form a group in the workplace for sharing ideas and information. Givers in the team provide information on resolving problems. Therefore, the nurse leader will make the environment comfortable for sharing information. The third insight is that the nurse leaders as leaders should be collaborators (Grant, 2013). They should view things from different perspectives making them understandable in the group situations. They should contribute assistance whenever they can to create a norm of giving within the team.

There are different insights for enhancing organizational performance from the book. There should be a thin line between the givers and the takers. It helps in getting rid of those people who only depend on others contribution. The givers in an organization should create a boundary to prevent being tired in their giving. They should adopt the features of a matcher. Therefore the givers will not feel taken advantage of (Grant, 2013).  It will increase the reputation and the network of friends and stakeholders. The image will increase their professionalism in a long time.

Another insight is enhancing teamwork in the organization. The givers are known to perform well in an environment that works as a team. A team with more givers will have a flow of new ideas and information on improving performance. The givers have a higher chance of success in their duties than the takers (Grant, 2013). The takers in a group do not contribute but take what other people in the group offer. Moreover, the matchers restrict the information focusing on who would reciprocate in the future. They protect their interests. Therefore a team should be balanced to enhance performance.

 Additionally, the book suggests that to enhance organizational performance, leaders should create a reciprocity platform to enable the giving spirit. The managers should create an opportunity for giving and asking. Most of the times, matchers and givers are reluctant in asking for help (Bolden, 2016). The takers are hesitant in offering support to others. When asking and the giving of solutions are required, giving in all the employees becomes a habit. It ensures sharing of information among the matchers, takers and the givers. Everyone benefits from what the other members share.

I am the Chief Nursing Officer of the Children National Medical Centre. Based on the actions of impact, I would implement the action on practicing powerless communication but being an advocate. I would encourage the givers in the organization to move from talking to listening to encourage the takers to talk. It helps in influencing the takers and matchers to speak. The givers should also inquire from the other group members to enable contribution. The leader should contribute by shifting to listening and providing the avenue for implementation. I would start asking questions to the organizational group (Bender, 2016). Most of the time, asking has a bigger impact than talking what you know. It will also help the givers know what the takers need from them. However, it should not result in the assertiveness of some members of the group. Everyone should be allowed to have a say including the takers. Conclusively, the book describes the three different forms of how we interact with others in the organization.  There are the givers, the takers, and the matchers. The givers are always looking forward to sharing their information and ideas with others. The takers do not give out what they know but receive from others. Additionally, the matchers give according to how the group members may reciprocate in the future.  The book is insightful in enhancing success as leaders and the performance of an organization. It shows that being a giver is the best way to success in both the business and life.