What are the 7 Leadership Styles in Nursing?

Published on: 04/20/2023 | 7 minute read

By: Lisa Radesi

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Leadership in nursing plays a critical role in shaping team performance and patient outcomes.[1] Nurse leaders influence how care is delivered and how staff feel in demanding clinical environments.

Effective leadership helps ensure safe, coordinated care while fostering trust and collaboration among healthcare professionals, and there are multiple ways to achieve this. In fact, there are seven widely recognized leadership styles in nursing.

By understanding the strengths and limitations of each approach, current and future leaders can identify which styles align best with their goals, work environments, and team needs.

Nursing Leadership Programs

Why Leadership Style Matters in Nursing

A nurse leader’s style of leadership directly impacts teamwork and communication. Nurse leaders set expectations and serve as role models for professional behavior.[2] In fast-paced healthcare settings, strong leadership provides structure while supporting staff through complex clinical and emotional demands.

There is no single leadership style that works best in every situation. Effectiveness depends on factors such as:

Successful leaders in nursing adapt their approach to meet the needs of both their teams and their patients.

Professional Standards and Guidelines for Nurse Leadership

Nursing leadership is guided by professional and ethical standards established by organizations such as the American Nurses Association and state boards of nursing.[3] These standards emphasize accountability, patient advocacy, collaboration, and evidence-based decision-making.

Additionally, nurse leaders are expected to promote safe practice environments, support professional development, and uphold ethical responsibilities across all levels of care. Understanding these standards is critical for nurses completing their Master’s of Science in Nursing, Nurse Executive training, as they integrate ethical frameworks and leadership principles into practice.

Understanding these standards helps contextualize leadership styles within the broader responsibilities of nursing practice.

Transformational Leadership

Transformational leadership may focus on inspiring and motivating nursing staff and other team members through shared goals and a clear vision. Nurse leaders who use this approach prioritize collaboration and open communication.

Strengths

This style is associated with:[4]

It encourages innovation in nursing care and empowers the staff to contribute meaningfully to care improvement.

Weaknesses

Transformational leadership style may be less effective in highly disorganized environments or with teams that require close supervision and explicit direction.[5] 

Autocratic Leadership

Autocratic leadership style is characterized by centralized decision-making and a strong emphasis on structure.[6] The nurse leader maintains control and provides direct instructions with limited staff input.

Strengths

This style supports rapid decision-making and clear task delegation. It is often effective during emergencies or situations requiring immediate action.

Weaknesses

Overuse can reduce morale and limit autonomy, leading to disengagement from nursing staff who value collaboration.

Laissez-Faire Leadership

Laissez-faire leadership style is a hands-off approach that relies on team members to manage their responsibilities independently.[7] Leaders provide minimal direction and intervene only when necessary.

Strengths

This style encourages autonomy, professional confidence, and a sense of ownership among experienced nurses.

Weaknesses

Laissez-faire leadership can create confusion or inconsistencies when teams lack experience or require guidance and oversight.

Transactional Leadership

Transactional leadership styles center on structure and clear expectations, and leaders may provide performance-based rewards. Nurse leaders who take this approach typically focus on supervision and measurable outcomes.

Strengths

This approach promotes:

It works well in environments with defined protocols and predictable workflows.

Weaknesses

Transactional leadership may overlook individuals’ needs and intrinsic motivation, which can have a negative impact on long-term engagement.

Task-Oriented Leadership

Task-oriented leadership emphasizes planning and organization, with leaders closely monitoring workflows to ensure efficiency and adherence to standards.

Strengths

This style supports consistent routines, enhances care quality, and is effective in structured settings, such as long-term care facilities. It can also reduce errors by ensuring protocols and responsibilities are clearly defined and consistently followed.

Weaknesses

If over-applied, this approach can feel like micromanagement and limit staff autonomy. Over time, this can reduce engagement and discourage critical thinking among experienced nurses who value independence.

Relationship-Oriented Leadership

Relationship-oriented leadership prioritizes team culture and professional development. Nurse leaders who take this approach focus on recognition, support, and interpersonal connections.

Strengths

This approach builds trust, boosts morale, and is particularly beneficial for onboarding and supporting new nurses.[8]

Weaknesses

Excessive focus on relationships may reduce accountability or delay task completion if boundaries are unclear.

Passive-Avoidant Leadership

Passive-avoidant leadership is defined by minimal involvement and limited guidance. It is generally regarded as ineffective in healthcare environments.[9]

Strengths

Limited benefits may exist with highly self-sufficient teams. In rare situations, experienced professionals may appreciate the autonomy when systems and expectations are already firmly established.

Weaknesses

This style often leads to poor communication and inconsistent care, which can cause frustration among staff. The lack of leadership presence can also increase risk to patient safety by allowing issues to go unaddressed or escalate.

Strengthening Your Nursing Leadership Approach

Effective nursing leadership roles often blend multiple leadership styles depending on the situation. Understanding the relationship between leadership styles and outcomes helps nurse managers motivate nursing staff and improve performance.

Keep in mind that developing leadership skills is an ongoing process that benefits from feedback and practical experience. Flexibility and self-awareness are key to navigating the complexities of modern healthcare.

Common Challenges Nurse Leaders Face

Speaking of modern healthcare, nurse leaders may frequently encounter challenges such as:

These pressures require adaptability and emotional intelligence. Adjusting leadership style based on these and other circumstances can help leaders maintain stability while protecting patient care quality and staff morale.

Finding the Right Nursing Leadership Training Style

Alliant International University prepares future nurse leaders through comprehensive education and hands-on training. The BSN and Direct Entry MSN programs integrate leadership development into clinical experiences and applied coursework, equipping nurses to apply both nursing ethics  and advanced nursing competencies in practice.

Explore our nursing programs today to take the next step toward becoming a skilled and effective nurse leader.

Sources:

[1] Alsadaan, Nourah, Basma Salameh, Fadia Ahmed Abdelkader Elsaid Reshia, Reem F. Alruwaili, Majed Alruwaili, Shaimaa Ahmed Awad Ali, Abeer Nuwayfi Alruwaili, Gehan Refat Hefnawy, Maha Suwailem S. Alshammari, Afrah Ghazi Rumayh Alrumayh, Alya Olayan Alruwaili, and Linda Katherine Jones. “Impact of Nurse Leaders’ Behaviors on Nursing Staff Performance: A Systematic Review of Literature.” International Journal of Environmental Research and Public Health 20, no. 9 (2023). June 2, 2023. https://pmc.ncbi.nlm.nih.gov/articles/PMC10265372/. Accessed January 8, 2026.

[2] Alsadaan, Nourah, Basma Salameh, Fadia Ahmed Abdelkader Elsaid Reshia, Reem F. Alruwaili, Majed Alruwaili, Shaimaa Ahmed Awad Ali, Abeer Nuwayfi Alruwaili, Gehan Refat Hefnawy, Maha Suwailem S. Alshammari, Afrah Ghazi Rumayh Alrumayh, Alya Olayan Alruwaili, and Linda Katherine Jones. “Impact of Nurse Leaders’ Behaviors on Nursing Staff Performance: A Systematic Review of Literature.” International Journal of Environmental Research and Public Health 20, no. 9 (2023). June 2, 2023. https://pmc.ncbi.nlm.nih.gov/articles/PMC10265372/. Accessed January 8, 2026.

[3] “What Is the Code of Ethics for Nurses?” American Nurses Association. https://codeofethics.ana.org/home. Accessed January 8, 2026.

[4] Jun, Kiho, and Joonghak Lee. “Transformational Leadership and Followers’ Innovative Behavior: Roles of Commitment to Change and Organizational Support for Creativity.” Frontiers in Psychology 14 (2023). April 7, 2023. https://pmc.ncbi.nlm.nih.gov/articles/PMC10135561/. Accessed January 8, 2026.

[5] Ugochukwu, Chioma. “Transformational Leadership Style: How to Inspire and Motivate.” Simply Psychology. June 20, 2025. https://www.simplypsychology.org/what-is-transformational-leadership.html. Accessed January 8, 2026.

[6] Nickerson, Charlotte. “Autocratic Leadership Style.” Simply Psychology. January 29, 2024. https://www.simplypsychology.org/autocratic-leadership.html. Accessed January 8, 2026.

[7] Heaslip, Emily. “What Is Laissez-Faire Leadership?” U.S. Chamber of Commerce. Accessed January 27, 2025. https://www.uschamber.com/co/run/human-resources/laissez-faire-leadership. January 8, 2026.

[8] “Relationship-Oriented Leadership: Benefits of the Leadership Style.” MasterClass. September 15, 2022. https://www.masterclass.com/articles/relationship-oriented-leadership. Accessed January 8, 2026.

[9] Boshra, Amira Yahia, Fatima Ahmad Aseeri, Sharifa Alasiry, Mehrunnisha Ahmad, Aksh Chahal, Gopal Nambi, Mohammad Abu Shaphe, Mohammad Sidiq, Abhishek Sharma, and Faizan Kashoo. “Impact of Leadership Styles on Patient Satisfaction With Nursing Care Quality in Public Hospitals: A Cross-Sectional Study.” BMC Nursing (2024). March 14, 2025. https://pmc.ncbi.nlm.nih.gov/articles/PMC11922418/. Accessed January 8, 2026.