NURS 6053 Week 5 Discussion – Personal Leadership Philosophies

NURS 6053 Week 5 Discussion – Personal Leadership Philosophies

NURS 6053 Week 5 Discussion

Assignment: Personal Leadership Philosophies

Many of us can think of leaders we have come to admire, be they historical figures, pillars of the industry we work in, or leaders we know personally. The leadership of individuals such as Abraham Lincoln and Margaret Thatcher has been studied and discussed repeatedly. However, you may have interacted with leaders you feel demonstrated equally competent leadership without ever having a book written about their approaches.

What makes great leaders great? Every leader is different, of course, but one area of commonality is the leadership philosophy that great leaders develop and practice. A leadership philosophy is basically an attitude held by leaders that acts as a guiding principle for their behavior. While formal theories on leadership continue to evolve over time, great leaders seem to adhere to an overarching philosophy that steers their actions.

What is your leadership philosophy? In this Assignment, you will explore what guides your own leadership.

To Prepare:

• Identify two to three scholarly resources, in addition to this Module’s readings, that evaluate the impact of leadership behaviors in creating healthy work environments.
• Reflect on the leadership behaviors presented in the three resources that you selected for review.
• Reflect on your results of the CliftonStrengths Assessment, and consider how the results relate to your leadership traits.

NURS 6053 Week 5 Discussion – Personal Leadership Philosophies Sample Paper – Week 5  Assignment

NURS 6053 – Personal Leadership Philosophies

Personal Leadership Philosophies

Student’s Name:

Institutional Affiliation:

Course:

Instructor:

Date:

Personal Leadership Philosophy

This paper’s main purpose is to point out some of my philosophies concerning every individual’s leadership. Leadership is a very strong thing to me. It is important to identify the kind of person I am, which usually guides me in life, my followers, what these followers expect from my leadership, and similarly what I want for my leadership.

Core Values

As a leader, my personal core values includes consistency, harmony, discipline, responsibility and effective communication. These particular values are essential to me since I make my own decisions in daily activities. According to my perception, good leadership should involve effective communication, discipline and a sense of responsibility. My personal values are consistent with my personal and professional philosophy, as my values have been the driving force in everything I aim at achieving. To ensure that, I usually follow my philosophies every day, I have to keep several things in my mind that we are all human beings, and no one is perfect despite the effort that everyone makes to be the best.

Mission/Vision Statement

My mission is to serve as a healthcare leader, champion the best outcomes all the time for my patients, and use all ethical principles to make a notable difference. My vision statement is to be a successful health care expert who can influence millions of individuals relating to their health and enact their best outcomes.

Clifton Strengths Assessment Results Analysis

After performing Clifton Strengths Assessment, results revealed that I was consistent, responsible, disciplined, harmonious and an effective communicator. It could also reveal that I was a continuous learner, relator, and an achiever following these strengths (Arenson 2019). These outcomes, thus, signify my key beliefs as a leader and core values that form the foundation of my leadership philosophy.

As a learner, I significantly value disciplined constant learning as opposed to the organized learning forms that occur at a particular time. In the performance of duty, I reliably enroll in a constant learning program to expand my different areas and encourage sensible learning between my subordinates. In healthcare, disciplined continuous learning is thus significant to guarantee that organization is always familiarizing with new trends in industries and new improvements that help produce better results (Sfantou et al., 2017). Another type of disciplined continuous learning I have embraced and reliably used is learning from past mistakes. This, therefore, is possible through reliable evaluations of the previous work I conduct and inspire my team to do and seek to learn from their past insufficiencies, gaining new perceptions on how to face challenges in the future.

As a leader, I am similarly responsible towards planning in that I am fast in taking note of trends and themes in the industry, steering my team to adjust to such trends. Being responsibly organized comes from my preference for transformational leadership behaviors and my trust that I work in a vibrant field. This thus helps me forestall the issues or challenges, draw up the solutions, and similarly layout the future objectives and plans that my team may follow. As a leader am also very consistence, a value that makes me reliably take time to find reasons for different issues and occurrences and their effects and causes. Being consistence makes me capable of finding resolutions for different challenges in the healthcare environment and reliably adopt the demands of the work environment. According to Hargett et al. (2017), the leaders must, thus, endorse logical skills between their subordinates as they will be vibrant in determining future and present problems in the organization, making the organizations more advanced.

As a leader, I am also an excellent achiever enhanced by effective communication. I reliably set the goals and works towards achieving them in a specified time frame. As an achiever, I have involved all my team members and encouraged them to work toward a common goal. Achievement of such goals is thus measured by SMART tools (Smith et al, 2018). Lastly, as a leader, I am a harmonious relator that makes me more anxious with individual relationships during the work process. This embraces relationships with my assistants or with customers. I sustain an open correlation with the subordinates and open communication lines that helps enhance our relationship. The clients are also encouraged to afford feedback, and the workers are encouraged to begin a relationship with clients and show them they care for the clients’ plight (Hargett et al., 2017). As a leader, I believe that the relationship between all the stakeholders is the foundation of organizational success.

Key Behaviors to Strengthen in Future

The two key behaviors I would wish to support are embracing a more disciplined coaching attitude and practice more effective communication and listening in the organization. According to Toussaint & Ehrlich (2017), the employees’ development outcomes will be best attained when the leader is elaborate in such procedures. By approving a disciplined coaching attitude, I would thus develop a partnership with my subordinates and come up with a shared vision and how such vision could be attained. By being a more effective communicator and listener, I would also improve communication skills and good trust with the subordinates such that it would be easier to acquire them to buy into my vision as a leader (Toussaint & Ehrlich, 2017).

Plan to Improve the two Key Behaviors and Attain Personal Vision

To embrace a more disciplined coaching mentality, I expect to delegate in ways that develop the team members, emphasize supporting processes applied by the team members, afford constructive feedback when the team members make mistakes, and reliably offer a credit of effort. To be a more active communicator and listener, I plan to: concentrate on the speaker’s main points and make the speaker know I heard them, fully practice being present whenever talking to the subordinates and continually be open-minded and inquisitive (Toussaint & Ehrlich, 2017). To attain my mission, I will require to keep pursuing specialized excellence in the current organization to ascend to upper leadership positions and have greater influence.

Colleague’s Feedback on the Clifton Strengths Assessment

In relation to the results of my Clifton Strengths Assessment, my colleagues believed that my strengths of consistency, harmony, responsibility, disciplined and effective communicator revealed that I was a balanced leader who was sufficiently suited to the healthcare industry and who had a great possibility of succeeding (Strengths Finder: Gallup 2018).

References

Arenson, A. (2019). Lean Into Your Strengths: An Analysis of Clifton Strengths Data at CU Boulder. Projects in Applied Data Science: Fall 2019.

Hargett, C. W., Doty, J. P., Hauck, J. N., Webb, A. M., Cook, S. H., Tsipis, N. E., … Taylor, D.C. (2017). Developing a model for effective healthcare leadership: a concept mapping approach. Journal of healthcare leadership, 9, 69–78. /orders/www.ncbi.nlm.nih.gov/pmc/articles/PMC5774455/

Sfantou, D. F., Laliotis, A., Patelarou, A. E., Sifaki-Pistolla, D., Matalliotakis, M., & Patelarou, E. (2017). Importance of Leadership Style towards Quality of Care Measures in Healthcare Settings: A Systematic Review. Healthcare (Basel, Switzerland), 5(4), 73.

Smith, T., Fowler-Davis, S., Nancarrow, S., Ariss, S. M., Enderby, P., (2018). “Leadership in interprofessional health and social care teams: a literature review,” Leadership in Health Services, Vol. 31 Issue: 4, pp.452-467. /orders/www.emerald.com/insight/content/doi/10.1108/LHS-06-2016-0026/full/html

Strengths Finder: Gallup. (2018). /orders/walden.gallup.com

Toussaint, J.S., & Ehrlich, S.P. (2017). Five Changes Great Leaders Make to Develop an Improvement Culture. Journal of healthcare leadership, 13, 15–18.