Nurses in the frontline of the healthcare workforce, all assume a leadership role. Either if your job title involves nurse leader or not, we are all in charge and act on patient care as a leader. Nurses are each assigned a team of patients, and are in the lead role, to provide the care each of those patients deserve. Assuming the leadership role of the patient care, we depend on our team to implement the plan of care and apply interventions. We can not do it alone! Patient safety, quality healthcare, and patient satisfaction are all concerns taken into consideration when we act as nurse leaders. Nursing interventions, and proper delegations are how we achieve our goals. There are some nurses who chose the formal leadership roles, and are the nurses whom staff nurses look to for guidance. They are responsible to point staff in the proper direction of the organization's mission, and goals. As nurse leaders, their job consists of assessing and implementing policies, quality control, and meeting regulations requirements. How does this job description differ from that of a nurse manager? Is the unit nurse manager a leader for the nursing staff? Or are they mostly focused on the workflow and patient flow of the unit. Should the staff expect their managers to act as nurse leaders as well? And what happens when staff does not receive adequate support from either nurse leaders or managers? Both nurse leaders and nurse managers are looked upon to make sure the unit functions properly. On most nursing units, the staff rely on the charge nurses to assume that leadership role and take the reigns of the unit and keep everything under control, assist the nurses and clinical assistants with necessary tasks and are more often than not, the wise ones with all the answers. When the staff is drowning, the charge nurse is the one to alleviate the stress and hold the ship steady. Good leadership in a nursing unit has been linked to higher job satisfaction, less nurse turnover, better patient satisfaction, and better patient outcomes, and in contrast, lack of leadership within the unit can result in higher risk of medication error and staff burn out. As nursing administrators would not stand with a nurse leader who is ineffective the same should stand for a nurse manager. Ineffective managers should also have corrective consequences. There must be expectations for managers, and such expectations should be strictly enforced, to ensure the unit operates properly. Nursing staff depends on their managers to provide support with adequate staffing, equipment and to show dependability when the staff needs it. The nursing unit only functions properly when all the staff and leaders work together. And all of those working should be held accountable to their job descriptions and expectations, including managers and nurse leaders.