A Liderança Coaching Exercida Pelos Enfermeiros No Contexto Hospitalar

Abstract

Objetivo: identificar e comparar a autopercepção dos enfermeiros e a percepção de auxiliares/técnicos de enfermagem quanto às práticas de Liderança Coaching.Método: estudo transversal, realizado em 2016, com 69 enfermeiros e 233 auxiliares/técnicos de enfermagem de dois hospitais públicos paulistas. Utilizaram-se dois questionários validados acerca do exercício da liderança Coaching pelo enfermeiro, relacionados à autopercepção do enfermeiro e à percepção do técnico e auxiliar de enfermagem.Resultados: dentre as quatro dimensões da Liderança Coaching, “comunicação” foi a mais reconhecida. No Hospital A, constatou-se semelhança na percepção da prática de liderança exercida pelos enfermeiros entre as duas categorias. No Hospital B, a autopercepção dos enfermeiros acerca do exercício da Liderança Coaching foi maior, quando comparada à percepção dos auxiliares/técnicos, exceto para a dimensão “comunicação”.Conclusão: a Liderança Coaching e suas dimensões podem beneficiar as instituições e a enfermagem na melhor gestão de suas equipes.

Liderança Coaching no contexto do Serviço de Atendimento Móvel de Urgência

“…Thus, the self-perception of nursing coordinators, regarding the practice of Coaching Leadership, was high, that is, closer to the maximum score of the questionnaire. The dimension "giving and receiving feedback" presented a higher mean and score among the interviewed subjects, similar to the studies (5,7) that used the same instruments for data collection, however in the hospital context. For nursing technicians, this domain comprised the second-highest mean, totaling 17.72.…”

“…Another important result is that, in the perception of the Coaching Leadership practice, it was better evaluated in the coordinators' self-perception than in that of the nursing technicians, a fact observed from the means of the total scale score. From this perspective, it is worth highlighting works (5,13) through which higher means were observed in nurses' self-perception when compared to the perception of an observer, such as technicians. According to one of the studies, this happens because nurses are more aware of their influence on their collaborators (5) .…”

“…In addition, the nurse's leadership promotes the quality of nursing care to the extent that it inspires and motivates the team to accept innovative and transformative practices (4) . Therefore, it is important for nurses that this competence is based on theoretical references or on models, especially those that are more contemporary, in order to impact the results related to the nursing team (job satisfaction and empowerment) and patients (patient safety) (1,5) .…”

“…Such a leadership model allows leaders to strive to support the team in obtaining results, while boosting talent, developing other skills and stimulating potential (7) . Thus, conceptually, this leadership model is based on the coaching process, through which the coach (leader) directly accompanies and influences the team to achieve the goals, concomitantly with the development of skills, knowledge, and the followers' attitudes (2,(5)(6)(7) .…”

“…Therefore, this research is justified by analyzing the Coaching Leadership model in nursing in a not explored context: mobile pre-hospital care. It is expected that the results of the work will foster discussion spaces among managers, nursing coordinators, and professionals from SAMU units, regarding the leadership conditioning factors for the development of nursing in this context (1,(4)(5) . For this purpose, it was decided that the research should be based on new contemporary leadership models, such as Coaching Leadership (1) .…”