The Leadership Trajectory ... Developing LegacyLeaders-Ship, Patricia S. Yoder-Wise, Karren Kowalski, Susan Sportsman, with 13 reviewers and 7 circle of advisers. St Louis, MO: Elsevier; 2021. Paperback. 253 pages. Prices range from $47.49 to $79.95.
This is not just another book on leadership. It is breakthrough thinking on how to view leadership. The authors have created a model of leadership that will be and should be discussed by scholars for years to come. This is the first model, at least for me, that spans the life of a leadership. The authors take us from our beginning leadership experience through Lifelong Learning to our exiting Leadership and our Legacy. Not only does the model show the life of a leader but even more powerfully it also shows leadership as a continuous upward trajectory of growth.
From TheLeader-Ship Trajectory: The trajectory begins with Purpose, ending with Legacy. On the journey, the leader goes through Self-assessment, Reflecting, Framing, Influencing, Advocating, Coaching, Mentoring, Visioning, Wisdom, and, finally, Exiting. Just as nursing is lifelong learning, so is leadership. The book takes the reader through a multitude of personal and environmental skills helping the learner to synthesize Stages, Values, and the Profession. The authors present a positive, motivational message that should help attract the nurse leaders we need wherever health care is. The model is original, evidential, and engaging (Figure).1
The book is organized around Strategy skills (14 chapters), Personal skills (18 chapters), and Environment (14 chapters). Each chapter contains Alerts, Summaries, Lineups, and Reflection, and they address each skill in terms of what it is, why it is important, and how to use it and when.
Not only is the model original but also the way it is built; multiple generations will have a language to enhance communication and growth. For me the discussion around wisdom and legacy is most enlightening. Over the years, I have listened to questions from each generation. What really is leadership? When will I stop being an emerging leader? Why should I plan exit when I really don't plan on retiring? Aren't we irrelevant after we retire? What the authors have done in this book is synthesize leadership but more importantly raised it to a higher level, where it belongs. Our health care system is becoming more complex, and we need leaders at all points of complexity. Use the model to attract new leaders, keep the ones you have, support the ones who want to climb the trajectory, and create a bridge for the wise to stay and feel relevant. Each generation, each level of leadership could use this book. Well done authors, and thank you for raising the bar for all of us.
-Elizabeth (Betty) Falter, MS, BSN, RN, NEA-BC
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