Lean into Connection-Not Control

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What can we learn from movies like The Boys in the Boat or Chik-Fil-A?

In 2023, a film directed by Goerge Clooney, The Boys in the Boat, about a group of young men who competed at the Berlin Olympics during the 1930s, demonstrates the importance of teamwork. The film suggests powerful motifs surrounding struggle, hardship, trials, and triumphs in the spirit of working together despite difficult odds and overcoming those challenges by helping each other become a single unit. Lessons from the movie are applicable today.

According to Day & Miscenko (2016), who articulate leadership styles, a few that manifest in multiple organizations are the archetype of a talisman or the transformational leader, also known as a style of leadership approach that activates institutional pride, a sense of allegiance to one another and capitalizes on zeal and devotedness (Haidt, 2012, p. 275). In addition, the altruistic or authentic styles of leader influence, or the unpretentious trait leadership style, and the servant as leader, visionary leader, including the rapid adoption of shared-collective leadership concepts, are noticeable, evident, and commonplace in different sectors of the service industry for instance, fast food retail.

If the reader likes chicken sandwiches, the best bang for the dollar and restaurant experience is the too familiar "My Pleasure" response from the Chik-Fil-A friendly, indoctrinated staff that demonstrates in the sit-down dining experience or the long line drive-through culture of service to the guest franchise (Manko, 2022). The leader trait behavior, for example, the grand man theory or the hero archetype, are ways in which leaders show up to influence others (Day & Misenko, 2016) and are styles of leadership that, as scholars have pointed out, have to do with focus on the leader themselves or their character.

In contrast, the available research deals with the study of the leader's relationship with their direct reports, known as the theory of the leader/member exchange. In simple terms, the LMX acronym identifies the study of leader-follower relationships. The available scholarly literature does not restrain the information and articles ready for reading and analyzing leader and follower interactions and connections.

Examples of those character traits for leaders, corresponding to Day and Miscenko (2016), are mindfulness, interpersonal benevolence, a keen sense of awareness of the surroundings or fixated on the environment, open to innovation, and extroverted. Also, as reported by scholars, those work environments that highly respect one another's atmosphere correlates to leaders that employees view as having a high organizational supportive disposition toward their staff.

Why is the interpersonal leader-follower relationship meaningful, and what does the motif of a boat rowing crew from the 1930s and chicken sandwiches have to do with leadership? It's all about the relationship.

We all live in a different time; for reference, when reading this blog post, we all are in the remarkable recovery of post-pandemic life. Furthermore, we still live in the VUCA environment (Sherman, 2024). Read here from an earlier post highlighting the VUCA world. The world and the places we work are volatile, uncertain at times, complex, confusing, and ambiguous.

In recent weeks, for context, the southern California residents and citizens of Los Angeles have been undergoing recovery efforts in their local communities from the devastation of the wildfires. The wildfires were broadcast unrestrained on national news forums and streaming incessantly on social platforms, exacerbating the aforementioned conceptualizations about how people work, especially in the healthcare sector. More than ever, relationships are essential, and the people who work in the service industry have needs that take priority, first and foremost, because they are the people we support, champion, and steward.

As other nursing professionals bring attention to the surface regarding relationships, according to Foster-Smith (2024), the social distancing and the six-foot-apart regulations, coupled with the no-eating-together rules and the mandated masking from the way people worked in the hospital, have brought out the individuality of our natures. A sense of no community and the remnants of social distancing may still impact staff, leaders, and their workplaces. For departments, units, and institutions to thrive, the goal of a relationship-style leadership approach to departmental unity and a team approach to achievement must take precedence over individual success.

As we take the lead from other authors, scholarly insights, practices, and principles, leaders and their teams can lean into relationships (Foster-Smith, 2024) for the benefit of the group, which in turn benefits their units, departments, and organizations. As one heartbeat, all thrive. One body, many parts.

References:

Day, David V., & Miscenko, D. (2016). Leader-member exchange (LMX): Construct evolution, contributions, and future prospects for advancing leadership theory. In Nathan, P. E., Bauer, T. N., & Edogan, B., The Oxford handbook of leader-member exchange (pp. 9-28). Oxford University Press. https://archive.org/

Foster-Smith, R. (2024). The significance of relational leadership. Nursing Management, 55(12), 56–56. https://doi.org/10.1097/nmg.0000000000000202

Haidt, J. (2012). The righteous mind: Why good people are divided by politics and religion. Random House Inc.

Manko, B. (2022). Analyzing an unconventional success story of Chick-fil-A fast food restaurants in the USA. Management, 26(1), 118–143. https://doi.org/10.2478/manment-2019-0087

Sherman, R. O. (2024). Upskilling your nurse leaders. Nurse Leader, 22(5), 484–485. https://doi.org/10.1016/j.mnl.2024.07.007

The Strength is in the Hive

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Phylicia Rashad, the compassionate but stern matriarch at the Huxtable residence that is familiar to those raised in the early eighties from The Cosby Show's television sitcom, showcases her on-screen talents alongside Jason Statham's jawline grit in the action drama The Beekeeper. The movie carries a message about organizational governance and national security. In the film, Statham plays Adam Clay, a military operative who works as a beekeeper on Mrs. Parker's property, portrayed by Rashad. While Adam Clay undertakes the duties of a beekeeper as a side job, this role serves as a cover for his specialized skills as a government operative. Despite the film's intense scenes filled with explosions, gunfights, and martial arts, it emphasizes a message about organizational leadership through the concept of hive theory.

The Hive Theory

Jonathan Haidt's work The Righteous Mind: Why Good People are Divided by Politics and Religion proposes the following inquiry: Does the world operate based on interactions with objects or associations in relationships? 2 The Hive theory addresses the question of relationships in organizations.  

As an illustration, in the military, the United States Marines observe their military culture like that of a beehive to the extent that a selfless approach to mission accomplishment through surgical execution by intense camaraderie, precision teamwork, undaunted coordination, and a severe unyielding fight in the services of national defense. As a correlation, the goal of honey bees is to protect the queen and ensure the safety and survival of the hive. For that matter, the following lines will elaborate on the hive hypothesis that scholars have challenged the way traditional thinking about social systems and, by extension, organization structures achieve their goals.

Suppose the goal of the honey bee is to produce honey for the next generation of offspring, to help the hive thrive, and again to safeguard the queen. What can leaders take away from the hive hypothesis for their units, departments, and institutions?

According to Haidt, creating an environment that fosters an understanding of people's thinking is essential. Haidt peels back the onion and emphasizes while demonstrating that people, like bees in a hive, depend on one another within a community. 3 This interdependence can lead to an atmosphere of good cheer for the organization.

Furthermore, Haidt suggests that a person's self-interest can hinder personal and organizational good cheer, a component of workplace engagement where employees feel a relationship with one another and their leaders 1,3, which supports a healthy workplace culture. If individual self-interest takes precedence over a group's collective goals, it can build barriers to an organization's success.

Additionally, when people perform work harmoniously or synchronized—much like dancing—Haidt suggests that these ways of acting and behaving support group togetherness. 3 For military units, sports teams, or even musicians, success relies on members moving in unison towards a common goal, viz. securing a perimeter, making a basket, or performing a piece by Bach or Beethoven.

The hive concept applies to healthcare. Teams are vital in surgical and procedural units. During surgical operations, synchronized and homogenous activities and processes, akin to a waltz, are done to help patients. Maintaining a team focus and collaborative spirit, as Kern emphasizes, means that the staff must be in the game. When healthcare staff work harmoniously to ensure successful outcomes for patients undergoing heart procedures, the patient benefits. 5

Practicing the Hive Concept

How can leaders institute the hive theory in their respective industries? Harvey suggests, first and foremost, that the wellbeing of others, especially staff and direct reports, should come first. One way that Harvey points out that could assist with hive concepts in healthcare is by allowing members of a department or unit to work together to discover what challenges exist, secondly, work together to find a solution, and finally take time to acknowledge, recognize, and memorialize the victories. 4

Lastly, leaders can take inventory, as suggested by Nolasco, through self-discovery and by supporting those they mentor and coach. By maintaining a positive outlook daily, demonstrating authentic concern, empowering and giving away leadership opportunities to others, performing daily psychological well-being checks with staff, and encouraging work-life balance by painting the canvas for others. 6

To the extent that the hive conceptualizing behaviors and attitudes will become manifest in a department, unit, or organization chiefly through a leader's understanding of their native strengths and weaknesses, as Nolasco asserts 6, improving upon and adapting the servant as leader archetype, and promoting core values, unique character attributes, and sharpening one's skills, abilities and area of competence becomes evident depends on motivation, ambition, and enthusiasm to serve others.

References:

1. Clifton, J., & Harter, J. K. (2019). It’s the manager: Gallup finds that the quality of managers and team leaders is the single biggest factor in your organization’s long-term success. Gallup Press.
2. Haidt, J. (2012). The righteous mind: Why good people are divided by politics and religion. Random House Inc.
3. Haidt, J., Patrick Seder, J., & Kesebir, S. (2008). Hive psychology, happiness, and public policy. The Journal of Legal Studies, 37(S2). https://doi.org/10.1086/529447
4. Harvey, D. (2024). Prioritizing nurse well-being and patient safety. Nursing Management, 55(11), 56–56. https://doi.org/10.1097/nmg.0000000000000190
5. Kern, M. J., Sorajja, P., & Lim, M. J. (2020). Kern’s Cardiac Catheterization Handbook. Elsevier.
6. Nolasco, Z., Deveaux, D., Thompson, T. D., & Zavotsky, K. E. (2024). The Great Recovery in Nursing. Nursing Management, 55(11), 48–53. https://doi.org/10.1097/nmg.0000000000000191

What is Psychological First Aid?

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Navigating mental health discussions is challenging. However, the individual seeking to eat the nut's fruit must first crack the shell. It would be far easier to play the role of Mr. Facing Both Ways and avoid it altogether, in which the author could find reasons and excuses for avoiding it. However, the platform and canvas for conversation regarding mental health are some topics that the author of Palate and Pabulum has a strong affinity for investigating to elevate himself and others. For that matter, it is vital to write about the mental health of workplace employees. If the reader would allow the term, a professional nurse possesses an alphabet soup of skills, education, and training that influence practice. One would be challenged to disagree that most nurses and other allied health professionals have been exposed to situations and circumstances that affect their mental wellness.

When writing about mental health, one is cautioned that it is not something to be observed like an experiment but that mental health, just like physical health, is something experienced by all, and for that matter, healthcare professionals are not immune or excluded. However, there is much stigma regarding mental health, especially when screening for depression and anxiety (Joyce et al., 2015). Is this true of those who work in the healthcare sector?

The following discussion will highlight some findings in the literature. The aim is to provide insight into how leaders can help employees address their psychological well-being or, better yet, offer some psycho-intellectual first aid (Joyce et al., 2015). Definitions are helpful and thorough reviews of literary works about mental health in the workplace borrowed from European scholars who performed reviews of literature from their keyword searches of anxiety and depression, for example, in "Workplace interventions for common mental disorders: A systematic review" (Joyce et al., 2015) describe job risk factors.

Common knowledge informs the author of the Palate and Pabulum regarding job risk. For instance, as a prior service Marine, there were inherent risk factors for being in the infantry. As mentioned, one can imagine any other sector where risk factors for a particular profession are inherently risky. Although risk stratifying for any job or career is not the point of the following blog post, an argument can be made to suggest that any profession can have inherent risks.

Joyce et al. (2015) supplied the following definitions from their paper, which are inherent in many professions. Workplaces have work-related tension, require mental and cerebral demands, encompass job restraints, have relational constructs, and perform institutional remodeling. These are often accompanied by dissatisfaction at work, which can put one at risk for a deviation in one's mental well-being.

In addition, disability affecting people from anxiety-related disorders is in the top ten globally (Penninx et al., 2021). The overarching element surrounding anxiety, for instance, is baseline fear of actual or perceived threats (Craske et al., 2022). For example, children often encounter separation fears of detachment from their parents through different stages of development. Other forms of fear are phobias, dislikes, or aversions to particular objects and situations that cause anxiety in individuals.

Social anxieties or situational fears stem from the fear of being watched by others, being the recipient of derogatory remarks, or fear of being rejected (Craske et al., 2022). Probably the most common type of anxiety, as outlined in the American Psychiatric Association: Diagnostic and Statistical Manual of Mental Disorders, Fifth Edition, and the most chronic and characteristic of workplaces, is the generalized type of anxiety that is a common symptom of those in professional and academic environments.

When manifested, feelings of being ramped up, easily irritable, tense muscles, and problems with sleeping (Craske et al., 2022) can be felt. The generalized type of disorder of anxiety, common in the workplace, is what scholars have outlined as needing intervention (Joyce et al., 2022). The author of this blog post bends thinking to a hypothesis that two types of manifestation of workplace fears and anxiety are social and generalized anxiety in the setting of healthcare environments.

What are some options we as leaders can try to help those we steward meet mental wellness challenges, especially when caring for others, as nurses and doctors often do? How do we help those who care for others care for themselves? That is the genie in the lamp question.

Wedging encouragement and weaving inspiration alongside science-based literature with a nuanced approach from Henri Nouwen, the reader gains understanding. In his book, The Wounded Healer (Nouwen, 2010, p. 96), a definition of hospitality plain as day is giving our attention to a guest. That is what being hospitable means, and by extension, healthcare providers and allied healthcare practitioners perform their functions well when caring for patients entering the clinic or acute care institution, maybe because it is from a sense of duty in which to earn a living, or perhaps some feel a calling. Again, how much more can we be hospitable to each other, nurses, doctors, and other healthcare workers? As Henri Nouwen put it, we can give attention to each other at work or be hospitable to one another.

European scholars give insight into the interventions or the how-to of helping employees promote mental well-being through primary, secondary, and tertiary advocacies. First and foremost, an essential preventative measure for health should include, but not be limited to, increasing employee autonomy at work, acknowledging the importance of physical activity on mental health, and improving the work environment's atmosphere (Joyce et al., 2015). Secondary preventative measures include screening for anxiety and depressive-related symptoms, resources for counseling, and managing stress initiatives, which are methods for helping those who experience difficulty living with symptoms of job-related mental health experiences (Joyce et al., 2015). Lastly, according to Joyce et al. (2015), advanced preventative measures include, in conjunction with a qualified health provider, cognitive behavior strategies with clinical therapists and psychiatric providers, and pharmacological management for mental hygiene.

Although the writers in which Joyce et al. (2015) acknowledge limitations in the literature review, for example, the multidimensional work environments and careers in which people are employed and, ultimately, that is undiscovered the utilization of such tools and resources to perform workplace mental health intercession for employees, strategies for improving the overall health of a workplace can be initiatives, can be constructive and can be advantageous for the overall health of employees.

References:

Craske, M. G., Manicavasagar, V., Schultz, S. K., Zbozinek, T. D., Wolitzky-Taylor, K., Ollendick, T. H., Muris, P., Mesri, B., LeBeau, R., Brown, L. A., Bogels, S., & Baum, K. B. (2022). Anxiety Disorders. In American Psychiatric Association: Diagnostic and Statistical Manual of Mental Disorders (5th ed., Ser. Text Revision, pp. 215–262). essay, American Psychiatric Association.

Joyce, S., Modini, M., Christensen, H., Mykletun, A., Bryant, R., Mitchell, P. B., & Harvey, S. B. (2015). Workplace interventions for common mental disorders: A systematic meta-review. Psychological Medicine, 46(4), 683–697. https://doi.org/10.1017/s0033291715002408

Nouwen, H. J. M. (2010). The wounded healer: Ministry in contemporary society. Image Doubleday.

Penninx, B. W., Pine, D. S., Holmes, E. A., & Reif, A. (2021). Anxiety disorders. The Lancet, 397(10277), 914–927.

Does Culture Really Matter?

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The author of "Palate and Pabulum" derives leadership traits from a diverse background, including high school football, the U.S. Marines, and professional nursing education. Authentic relationships are crucial for transformational influence, as noted by Cialdini (2021), while positional titles do not guarantee authority. Effective organizational teamwork is essential for optimal patient outcomes (Wei et al., 2024).

Values such as discipline, integrity, and compassion have been a priority for the author, cultivated through unwavering parental support and various life challenges that serve as learning opportunities. These experiences refine character and enhance leadership, especially amid societal changes that demand our attention.

In the context of leadership, particularly in addressing staff engagement, Gallup surveys indicate that only 15% of employees feel engaged in their jobs (Gallup Inc., 2024). Nursing scholarship defines staff engagement as a positive and committed outlook (Wei et al., 2024). Leadership plays a critical role in improving engagement, with effective leaders fostering collaboration and supporting team strengths, as Clifton & Harter (2019) outlined.

References:

Cialdini, R. B. (2021). Influence: The psychology of persuasion. Harper Business.

Clifton, J., & Harter, J. K. (2019). It's the manager: Gallup finds that the quality of managers and team leaders is the biggest factor in your organization's long-term success. Gallup Press.

Gallup, Inc. (2024). Gallup - Workplace Consulting & Global Research. Gallup.com. https://www.gallup.com/home.aspx

Wei, H., Cao, Y., Carroll, Q., Wei, A., Richardson, S., Nwokocha, T., Mcintosh, J., & Hardin, S. R. (2024). Nursing work engagement, professional quality of life, and intent to leave: A structural equation modeling pathway analysis. Journal of Nursing Research, 32(5). https://doi.org/10.1097/jnr.0000000000000632