The\nbook “Give and Take: A Revolutionary Approach to success” by Adam\nGrant discusses the leadership skills, the networking by the givers, matchers\nand takers and the dangers of and benefits of giving more than one receives. It\nalso elaborates on the collaboration, the process of recognizing potential, influencing\npeople and maintaining motivation. The book shows how success depends on how a\nleader interacts with others. There are three types of people; the matchers,\nthe givers, and the takers. This paper focuses on discussing the insights from\nthe book for enhancing success as a nurse leader, for the organizational\nperformance and how I would implement one of the actions of impact in a\npractice setting. <\/p>\n\n\n\n
From\nthe book, there are several insights on how to enhance success as a nurse\nleader. First, the most effective leader has to give rather than take from others.\nThey should concentrate on what others need from them. They should give their\ntime and share knowledge with the other nurses. The nurse leader should also be\ngenerous with their skills and ideas to the other nurses during the\ninteractions (Grant, 2013). Nurse leaders who give can create a psychologically\nconducive environment where all the employees feel free to contribute. It\nenables innovativeness hence leading to success. <\/p>\n\n\n\n
Furthermore,\nthe book provides an insight that a nurse leader should create a team with a\ngiving mentality. The nurse leader should form a group in the workplace for\nsharing ideas and information. Givers in the team provide information on\nresolving problems. Therefore, the nurse leader will make the environment\ncomfortable for sharing information. The third insight is that the nurse\nleaders as leaders should be collaborators (Grant, 2013). They should view\nthings from different perspectives making them understandable in the group\nsituations. They should contribute assistance whenever they can to create a\nnorm of giving within the team. <\/p>\n\n\n\n
There\nare different insights for enhancing organizational performance from the book.\nThere should be a thin line between the givers and the takers. It helps in\ngetting rid of those people who only depend on others contribution. The givers\nin an organization should create a boundary to prevent being tired in their\ngiving. They should adopt the features of a matcher. Therefore the givers will\nnot feel taken advantage of (Grant, 2013). \nIt will increase the reputation and the network of friends and\nstakeholders. The image will increase their professionalism in a long time. <\/p>\n\n\n\n
Another\ninsight is enhancing teamwork in the organization. The givers are known to\nperform well in an environment that works as a team. A team with more givers\nwill have a flow of new ideas and information on improving performance. The\ngivers have a higher chance of success in their duties than the takers (Grant,\n2013). The takers in a group do not contribute but take what other people in\nthe group offer. Moreover, the matchers restrict the information focusing on\nwho would reciprocate in the future. They protect their interests. Therefore a\nteam should be balanced to enhance performance. <\/p>\n\n\n\n
Additionally, the book suggests that to\nenhance organizational performance, leaders should create a reciprocity platform\nto enable the giving spirit. The managers should create an opportunity for\ngiving and asking. Most of the times, matchers and givers are reluctant in\nasking for help (Bolden, 2016). The takers are hesitant in offering support to\nothers. When asking and the giving of solutions are required, giving in all the\nemployees becomes a habit. It ensures sharing of information among the\nmatchers, takers and the givers. Everyone benefits from what the other members\nshare. <\/p>\n\n\n\n
I\nam the Chief Nursing Officer of the Children National Medical Centre. Based on\nthe actions of impact, I would implement the action on practicing powerless\ncommunication but being an advocate. I would encourage the givers in the\norganization to move from talking to listening to encourage the takers to talk.\nIt helps in influencing the takers and matchers to speak. The givers should\nalso inquire from the other group members to enable contribution. The leader\nshould contribute by shifting to listening and providing the avenue for\nimplementation. I would start asking questions to the organizational group\n(Bender, 2016). Most of the time, asking has a bigger impact than talking what\nyou know. It will also help the givers know what the takers need from them. However,\nit should not result in the assertiveness of some members of the group.\nEveryone should be allowed to have a say including the takers.\n\nConclusively, the\nbook describes the three different forms of how we interact with others in the\norganization. There are the givers, the\ntakers, and the matchers. The givers are always looking forward to sharing\ntheir information and ideas with others. The takers do not give out what they\nknow but receive from others. Additionally, the matchers give according to how\nthe group members may reciprocate in the future. The book is insightful in enhancing success as\nleaders and the performance of an organization. It shows that being a giver is the\nbest way to success in both the business and life.\n\n\n\n<\/p>\n","protected":false},"excerpt":{"rendered":"
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 […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-1133","post","type-post","status-publish","format-standard","hentry","category-research-paper-writing"],"_links":{"self":[{"href":"https:\/\/papersspot.com\/blog\/wp-json\/wp\/v2\/posts\/1133","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/papersspot.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/papersspot.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/papersspot.com\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/papersspot.com\/blog\/wp-json\/wp\/v2\/comments?post=1133"}],"version-history":[{"count":1,"href":"https:\/\/papersspot.com\/blog\/wp-json\/wp\/v2\/posts\/1133\/revisions"}],"predecessor-version":[{"id":1134,"href":"https:\/\/papersspot.com\/blog\/wp-json\/wp\/v2\/posts\/1133\/revisions\/1134"}],"wp:attachment":[{"href":"https:\/\/papersspot.com\/blog\/wp-json\/wp\/v2\/media?parent=1133"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/papersspot.com\/blog\/wp-json\/wp\/v2\/categories?post=1133"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/papersspot.com\/blog\/wp-json\/wp\/v2\/tags?post=1133"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}