NURS 6053 Assignment 3: Personal Leadership Philosophies Essay
NURS 6053 Assignment 3: Personal Leadership Philosophies Essay
NURS 6053 Assignment 3: Personal Leadership Philosophies
There is no universal definition of the term leadership due to the widespread roles and responsibilities of a leader. Amidst the intricacies and demands for providing quality care and improving health outcomes, leaders in the health sector must align their skills, competencies, roles, and responsibilities with these overarching goals. According to Gemeda & Lee (2020), leaders are responsible for motivating employees, improving organizations’ competitive advantage, promoting employees satisfaction, and inspiring change. When considering these roles and responsibilities, it is essential for leaders to familiarize themselves with their leadership values and missions, as well as developing plans for skill development. Therefore, this paper provides a description of my core values, a personal and vision statement, Clifton Strengths Assessment results, and a developmental plan for improving on the identified behaviors.
A Description of My Core Values
Leaders’ core values are essential components of effective leadership since they determine their relationships with other employees, communication patterns, and influences choices and decisions (Watton et al., 2019, p. 2). As a leader, my core values are respect, fairness, transparency, honesty, cooperation, integrity, and trustworthiness. These values enable me to involve others in decision-making processes, inspire employees to achieve the organizational mission and vision, and lead by example. For exhibiting fairness and respect is consistent with the need to accommodate and consider other people’s perspectives, views, and ideas. In the same breath, honesty, integrity, and trustworthiness are essential in preventing uncivil behaviors like unsustainable resource utilization. Finally, cooperation allows me to interact and develop meaningful relationships with other employees, regardless of the prevailing individual differences. Consequently, these values are fundamental in promoting diversity, equity, and inclusion.
My Mission and Vision Statement
My leadership mission is to positively influence, promote the growth, and ensure satisfaction of other employees, which are prerequisites for improved organizational performance and talent retention. I intend to achieve this mission by practicing the core tenets of transformational leadership, including idealized influence, inspirational motivation, individualized considerations, and intellectual stimulation (Pearson, 2020). These strategies will enable me to achieve my vision of driving positive organizational change through commitment to excellence, employee satisfaction, and all-concerted team efforts.
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Clifton Strengths Assessment
The Clifton Strengths Assessment enabled me to identify my leadership strengths and areas of improvement. The assessment practice revealed that I am a responsible person, a relator, a leader who can establish meaningful and functional connections, and a leader who demonstrates positivity. Relators and leaders with the ability to establish close relationships with others are often collaborative and enjoy close relationships with followers, translating to deep satisfaction. Similarly, responsible people take psychological ownership of their actions and decisions. Finally, people with a positive mindset have contagious enthusiasm, are free to share ideas, knowledge, skills, and experiences with others.
Although these strengths are essential components of my leadership philosophy, I need to improve in some behaviors, including effective communication and detail-orientation. Often effective communication entails appropriate verbal and nonverbal cues that allow people to share ideas, exchange information, and understand each other’s perspectives. As a leader, I need to incorporate the aspects of active listening, emotional intelligence, and develop ways to avoid implicit biases and stereotypes that affect my interactions with others. Regarding detail-orientation, I need to address the issue of complacency that may affect individual and organizational performance.
A Developmental Plan
Effective leadership requires ongoing learning and the cultivation of lifetime habits that strengthen leadership skills and competencies (Broome & Marshall, 2021). My development plan emphasizes continuous learning and the habit of frequently updating my leadership skills to cope with the ever-dynamic demands in healthcare. I intend to improve the identified behaviors and strengthen my leadership skills and competencies through enrolling for leadership courses, operating under a mentor, frequently assessing my strengths and weaknesses, networking with other leaders, and attending skill-enhancing seminars, and training programs.
References
Gemeda, H. K., & Lee, J. (2020). Leadership styles, work engagement and outcomes among information and communications technology professionals: A cross-national study. Heliyon, 6(4). https://doi.org/10.1016/j.heliyon.2020.e03699
Marshall, E. S., & Broome, M. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). Springer Publishing Company.
Pearson, M. M. (2020). Transformational leadership principles and tactics for the nurse executive to shift nursing culture. JONA: The Journal of Nursing Administration, 50(3), 142–151. https://doi.org/10.1097/nna.0000000000000858
Watton, E., Lichtenstein, S., & Aitken, P. (2019). “Won’t get fooled again”: How personal values shape leadership purpose, behavior and legacy. Journal of Management & Organization, 25(03), 414–429. https://doi.org/10.1017/jmo.2019.19
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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 Clifton Strengths Assessment*, and consider how the results relate to your leadership traits.
*not required to submit Clifton Strengths Assessment
The Assignment (2-3 pages):
Personal Leadership Philosophies
Develop and submit a personal leadership philosophy that reflects what you think are characteristics of a good leader. Use the scholarly resources on leadership you selected to support your philosophy statement. Your personal leadership philosophy should include the following:
A description of your core values.
A personal mission and vision statement.
An analysis of your Clifton Strengths Assessment summarizing the results of your profile
A description of two key behaviors that you wish to strengthen.
A development plan that explains how you plan to improve upon the two key behaviors you selected and an explanation of how you plan to achieve your personal vision. Be specific and provide examples.
Be sure to incorporate your colleagues’ feedback on your Clifton Strengths Assessment from this Module’s Discussion 2.
Required Readings
- Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader(3rd ed.). New York, NY: Springer.
- Chapter 1, “Frameworks for Becoming a Transformational Leader” (pp. 2–19 ONLY)
- Chapter 6, “Shaping Your Own Leadership Journey” (pp. 182-211)
- Duggan, K., Aisaka, K., Tabak, R. G., Smith, C., Erwin, P., & Brownson, R. C. (2015). Implementing administrative evidence-based practices: Lessons from the field in six local health departments across the United States. BMC Health Services Research, 15Links to an external site.(1). doi:10.1186/s12913-015-0891-3. Retrieved from https://bmchealthservres.biomedcentral.com/articles/10.1186/s12913-015-0891-3
