NURS 6053 Your Leadership Profile
NURS 6053 Your Leadership Profile
NURS 6053 Your Leadership Profile
MY LEADERSHIP PROFILE
In order to be an effective leader, one must possess certain traits. The fact that one is appointed into a position does not mean they have the necessary skill to perform a leadership role. It will be a good idea for everyone to self-evaluate for leadership skills and behaviors. One can do this by looking into one’s performance in a particular area of leadership and evaluating one’s performance in a particular area.
Evaluating one’s leadership quality has been made easy using StrenghtFinder, through the effort of the late father of strengths psychology, Donald O. Clifton. A good leader must use evidence-based decision-making to enhance strong leadership and partnership that embraces organizational culture (Duggan et al., 2015).
The creator of this tool believes that living in the world is beyond fixing our weaknesses. Gallup scientists pointed out that societies only focus on people’s shortcomings. A team of Gallup scientists figured out that people have many times more potential for growth and improvement if they invest energy in growing their strengths instead of correcting their inadequacies. Research has shown that a person at work who continuously focuses on one’s strengths can make a difference.
DESCRIPTION OF MY RESULT FROM THE STRENGHTS FINDER ASSESSMENT
My top 5 strength themes of talent include Restorative, Learner, Connectedness, Ideation, and Focus.
RESTORATIVE
People gifted in the Restorative theme are proficient at handling problems and skillful in detecting what are wrong and proffering solutions to the problem. I am confident in myself after reviewing the personalized Strengths insight. I continuously look for ways to improve myself by making changes and corrections. I agree with this assessment because, in an attempt to continuously better myself, I found myself in this program at Walden University.
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I constantly thought about what I needed to upgrade. I handled many things simultaneously, and I always got the expected result. This assessment described me as less effective when I am coarse to give all my attention to one project or objective. I always acknowledge the contribution and talents of others, and I am sensitive to what others think about me. I agree with this assessment, and this sensitivity is the propelling force that encourages me to do things better
LEARNER
People with a zeal for learning usually desire to learn and constantly improve themselves in the area of learning rather than the area of the outcome. The assessment described me as someone who long to know more, so I can remain relevant in my field. My inventive mind is constantly generating more ideas than I can handle, and this is a perfect description of myself.
It describes me as someone who constantly studies everything involved in a situation and looks for other ways. I think about my decisions rather than reacting without thinking through things, and I prefer having quiet time to think about new ideas.
CONNECTEDNESS
People talented in connectedness believe there is a reason for every event. I just mentioned this to a fellow worker yesterday at work. It describes me as someone who pays detailed attention to what a person or group thinks or does, approving people as they are rather than as I wish them to be, someone who inspires them generously in people. I create an atmosphere of peace and tranquility within groups and individuals.
IDEATION
Innovations attract people who are talented in the ideation theme. They can bridge the gap between connections between two seemingly different opinions. It describes me as someone who sees himself as being logical and reasonable. I agree with this conclusion. It describes me as someone who finds out how two pieces are interrelated. My thinking answers how things are done the way they are done.
As someone who has different ways of doing things, it describes me as someone who sees himself as being logical and reasonable. I agree with this conclusion, and it describes me as someone who finds out one or two pieces are interrelated. My thinking answers how things are done the way they are done. As someone with different ways of doing things, it describes one as a go-to person. When a situation appears dilemmatic, it describes me as an explorer.
FOCUS
Somebody with this theme can take the initiative, make changes, follow through, and stay on track. They set priorities and take action. Initiatives focusing on engagement and well-being can promote productivity (Speicher & Francis, 2023). It describes me as someone who organizes and plans new projects and knows precisely where he is heading and how I will reach the destination. Pushing strong for expected results motivates me. It describes me as someone who studies fact, and it describes me as someone that take action based on evidence, I give an unsentimental approach to various discussion, I tend to eliminate any sentiment or feelings when making a decision
MY 2 CORE VALUES
Core values are individual fundamental beliefs and peak priorities that propel their behavior. Moral judgment and value influence people’s points of view, attitudes, and behavior (Myyry, 2022). It is an internal compass of principle that propels a person’s decision. The two core values are integrity and humility. Because I always strive hard for the right thing. Another core value is honesty because I am a person of integrity. I behave ethically and always do the right thing. I have vital moral principles. Humility is a core value, and humility promotes selflessness and dignity. I listen to other people and welcome other people’s ideas.
MY 2 STRENGHTS
I have communication skills, am approachable, easy to talk to and deal with, have good communication skills that enhance transparency, and can handle challenging situations with a sense of humor. I am an active listener, respect others’ perspectives, and stay judgmental.
Empathy: Empathy and emotional intelligence are crucial strengths for a leader. It helps create strong relationships between leaders and their followers. Organizations have realized that there is a link between understanding and meeting their staff’s emotional and motivational needs, as this has been proven to enhance productivity (Nichols et al., 2022). Having empathy allows me to recognize behaviors and non-verbal cues. Empathy nurtures emotional intelligence, enabling me to mediate with my subordinates.
2 CHARACTERISTIC I WILL LIKE TO STRENGHTEN
Analysis of the assessment shows that I am a solo performer and highly sensitive about what others think about me.
(A). AS A SOLO PERFORMER
In order to achieve an objective, it is either one work in a group or individually. There is an advantage in either working individually or working as a group. As a leader in an organization. It is advantageous as a team to work together collectively. I need to adjust myself and develop a more effective way of working with people to achieve objectives.
As a solo performer, it makes me more efficient. I complete things quickly without getting delayed, I do not have to quarrel with anyone when completing the task, and I can also receive praise for all the work done. There is strength in working as a team because it will facilitate creative ideas and more people brainstorming. It is also a way of letting others win sometimes. I need to work on this weakness.
(B). BEING HIGHLY SENSITIVE ABOUT WHAT OTHERS THINK ABOUT ME
I decided to read more articles about this topic. I figured out that being highly sensitive about what others think can lead to emotional exhaustion, carrying one’s feelings is emotionally damaging, overanalyzing every little word is not healthy, noticing intonation in conversation, assessing if the tone does match the word, leading to agonizing post interaction.
CONCLUSION
Through the StrenghtFinder assessment instrument, I was able to identify my strengths. The strengths insight guide reveals to me. My 5 top themes amaze me that I have the following themes: Restorative, Learner, Connectedness, Ideation, and Focus. Discovering this theme can enhance motivation, engagement, and academic self-conference. I can use this assessment to leverage my talents for the highest success and analyze how the result is linked to my leadership traits. Leaders are not found by luck; they are formed through preparation, character experience, and circumstances (Broome & Marshall, 2021).
References
Broome, M. E., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). Springer Publishing Company.
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, 15(1). https://doi.org/10.1186/s12913-015-0891-3
Myyry, L. (2022). Moral judgments and values. In (Ed.), Encyclopedia of violence, peace, & conflict (pp. 331–338). Elsevier. https://doi.org/10.1016/b978-0-12-820195-4.00098-4
Nichols, R., Njoku-Obi, J., & Ainsworth, A. (2022). Building more effective change leaders through emotional intelligence and effective communication. Forensic Science International: Synergy, 4, 100237. https://doi.org/10.1016/j.fsisyn.2022.100237
Speicher, L. L., & Francis, D. (2023). Improving employee experience: Reducing burnout, decreasing turnover and building well-being. Clinical Gastroenterology and Hepatology, 21(1), 11–14. https://doi.org/10.1016/j.cgh.2022.09.020
It is true that leaders possess exceptional traits that make them suitable for leadership role. Leaders are always at the helm of critical organizational decision-making processes. Therefore, healthcare facilities entrust competent and experienced healthcare professionals to be their leaders. Experiencing healthcare leaders are not new to healthcare dynamics. Unfortunately, other healthcare organizations have suffered due to poor decisions from incompetent leaders (Heinen et al., 2019). Different assessment tools are used to examine the quality of leadership. The Strenghts Finder assessment covers important elements of leadership. Restorative, Learner, Connectedness, Ideation, and Focus are among themes in Strenghts Finder assessment. Conducting this evaluation allows leaders to determine their leadership strengths and weaknesses (Zhang et al., 2021). The information is important as healthcare leaders work on improving their leadership profile. Leaders who are not learners struggle to embrace change due to their rigidity. Therefore, the Strenghts Finder assessment insists that effective leaders are good learners. Besides, good communication skills in good leaders facilitate sharing of ideas in the learning process.
References
Heinen, M., van Oostveen, C., Peters, J., Vermeulen, H., & Huis, A. (2019). An integrative review of leadership competencies and attributes in advanced nursing practice. Journal of advanced nursing, 75(11), 2378-2392. https://doi.org/10.1111/jan.14092
Zhang, K. P., Tang, M., Fu, Z. M., Zhang, Q., Zhang, X., Guo, Z. Q., … & Shi, H. P. (2021). Global Leadership Initiative on Malnutrition criteria as a nutrition assessment tool for patients with cancer. Nutrition, 91, 111379. https://doi.org/10.1016/j.nut.2021.111379
Response 1
You highlighted the importance of being a solo performer, sometimes this could be exactly what is needed in some situation, I observe that i achieve my goals faster and work more efficiently when I work alone. However, it is a weakness as it does not give me the opportunity to consider ideas from others, it also reduces learning opportunity for myself and other members of team. I intend to strengthen my ability in working with other team members. Despite differences that can arise in working with groups, connecting and working with groups birth innovation. A Leader can not work alone, Qalati et al., 2022 identified the importance of relationship between a leader and team member, this organization tool is important to achieve organizational goals. Clifton, 2021 identified connectedness as a strength which emphasizes being caring and accepting of others, it facilitates unity and ensures others are aware of their responsibility.
Reference
Clifton, D. (2021). Strengthfinder 2.0 from Gallup: Discover your Clifton Strengths. New York, NY: Gallup
Qalati, S., Zafar, Z., Fan, M., Sánchez Limón, M., & Khaskheli, M. (2022). Employee performance under transformational leadership and organizational citizenship behavior: A mediated model. Heliyon, 8(11), e11374. https://doi.org/10.1016/j.heliyon.2022.e11374
Introduction
Advance-practice nursing is a pursuit of betterment built upon a foundation of humanism. Self-reflection is imperative to understand oneself if the goal is to help others build upon their strengths. The Clifton Strength Finder 2.0 is a valuable tool to hone in on strengths that give meaning to our lives and professional roles. Strengths can be leveraged when understood. This discussion will analyze the top 5 strengths to formulate actionable goals.
Top 5 Strengths
The Clifton assessment revealed my top 5 strengths as Learner, Achiever, Input, Self-Assurance, and Connectedness. Learner seemed self-evident in my current scholastic endeavors. The insight guide brought awareness to a deeper theme of the need to examine why things go wrong (Rath, 2021, p. 25). A strong internal locus of control always has been an inherent quality. This has served me well in becoming an achiever in my personal and professional life. A steadfast belief that I can identify modifiable variables in life to adapt more readily to change and entropy in the future is powerful. Just as we teach patients, they can change their health through lifestyle changes. A scholarly article by Dagasan et al. (2023) emphasizes the need for internal locus of control in healthcare’s total quality management leaders. The scholars find that an internal locus of control promotes autonomy and meaningfulness in their work, directly correlating with the strength of Learner. Self-Assurance is a product of Learner. The core of Self-Assurance is the ability to see the world’s objective reality and be decisive in how to respond. The validity of Self-Assurance is earned through Learner not to be conflated with overconfidence or arrogance (Rath, 2021, p. 147).
Input is congruent with Learner as desire to know more. The nuanced layer of Learner is the hunt to find fruitful discussions with other professionals and seek out mentors (Rath, 2021, p. 115). Achiever is the fuel that propels the Learner. Expecting the best of oneself is the mission of Achiever. Task completion is the reward, and awareness of the political, cultural, and societal landscape is always top of mind (Rath, 2021, p. 25). Intolerance for those not reaching their potential can sometimes be frustrating.
The levity of Connectedness can balance the pitfalls of Achiever and Self-Assurance. A genuine interest in understanding what unifies a community and what polarizes it is a visionary quality (Broome & Marshall, 2021, p. 207). Connectedness reminds us as individuals that we are here to make the world better than we found it. Connectedness inserts an interpersonal competency of mindfulness of how a kind word or deed can perpetuate positivity on a large scale (Rath, 2021, p.61).
Core Values, Strengths, & Characteristics
Self-Assurance is a strength I aim to reinforce in the realm of the collaborative care model. There are instances when my certainty inhibits my willingness to listen. An actionable idea of applying the core value of humility can assure others that their thoughts and opinions are valuable (Rath, 2021, p. 147). My character trait of willingness can be called upon to allow cohesiveness to prevail.
Achiever is where I need more balance. I often avoid celebrating successes, feeling they may seem prideful or lead to complacency. A core value of happiness must be remembered. My achievement can be observed in a manner of helping others. When I can draw upon my success with humility to inspire others, I will feel happiness in my own life. Creativity is my most underutilized character trait. Working in a world of evidence-based practice and organizational policies, I often stifle my creativity to stay within structural parameters. A transformational component of leadership is to influence positive social change (Broome & Marshall, 2021, p. 206). Change cannot occur without new ideas. Time to dust off my creativity and put it to work for my Achiever!
In conclusion, self-awareness is the key to unlocking the interconnectedness of our strengths and finding their utility in all aspects of life. Weaknesses will undoubtedly emerge, but synthesizing core values and personal attributes is the antidote to ameliorating their impact.
References
Broome, M., & Marshall, E. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). Springer.
Dagasan, G., Kitapci, H., & Kilic, E. (2023). How TQM principles influence job performance in healthcare? the role of locus of control. Business and Economics Research Journal, 14(1), 73-86. https://doi.org/10.20409/berj.2023.404
Thanks for sharing this post with us. Very informative. We both have two behaviors in common, Learner and Connectedness. Every worker in an organization requires to grow connection skills. A successful leader leads through authority and connection. It will be a good idea for a leader to develop the leadership skill needed to connect and nurture a connection with his team. No one wants to follow a leader who has weak connection skills, and weak connection skill prevents many leaders from gaining followers. The knowledge of a leader, skills, and organizational culture are the core elements of innovation (Pedraza-Rodríguez et al., 2023).
In order to strengthen the behavior of connectedness, a leader must recognize varying connection needs; it will be a good idea for a leader to learn about the behavior of individuals in the team and tailor his behavior to connect based on what has been learned about the individual in the team. The bond between leader and team member is considered an effective organizational tool (Qalati et al., 2022). In order to strengthen the behavior of connectedness, a leader must be present in a conversation.
Undoubtedly, attention is the oxygen for the relationship to strengthen connectedness. It is imperative that when meeting people, one should endeavor to give them full attention, this will show them you are paying attention, and it also shows a sign of respect. Asking the question in the course of conversation is a sign of respect as well. Showing empathy is a good way of strengthening the behavior of connectedness.
Tone control plays an essential role in connectedness. For example, suppose somebody engages me in a conversation, and the tone lacks respect. In that case, I will automatically put up a wall, and whatever the person says is not sinking in me anymore. Tendering sincere apologies when mistakes occur will also strengthen connectedness. The ability to learn is not a matter of intelligence, and people are not born learners; otherwise, there will not be a justification for getting better at learning. Learners are made. They are not born. We can become expertise if we deliberately practice and strategize to enhance our learning ability.
In order to strengthen one’s skill, one must organize one’s goal, use a targeted approach to learning, reflect on our learning, ask ourself if one understands an idea, understand our goals, inquire if one needs more background knowledge, or more practice are all ways to improve our learning ability. Knowledgeable leaders are essential assets to an organization because, in inspiring employees, good leaders play a vital role (Haider et al., 2022).
References
Haider, S., Akbar, A., Tehseen, S., Poulova, P., & Jaleel, F. (2022). The impact of responsible leadership on knowledge sharing behavior through the mediating role of person–organization fit and moderating role of higher educational institute culture. Journal of Innovation & Knowledge, 7(4), 100265.