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

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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.

The Assignment no more than (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/vision statement

· An analysis of your CliftonStrengths 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 CliftonStrengths Assessment from this Module’s Discussion 2.

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
You may write in first person. One of the skills of a leader is the ability to communicate effectively and efficiently. Title of Paper – Not Assignment # Your Name Walden University NURS 6053 Date Dr. E. Townsley ONLY 2 -3 PAGES ***WILL PUT RECOMMENDED NARRATIVE GUIDELINES WITH EACH SECTION – ALL ARE APPROXIMATIONS Title of Paper Introductory paragraph and purpose statement. This should provide your readers with their initial impressions of your argument, your writing style, and the overall quality of your work. On the other hand, a concise, engaging, and well-written introduction will start your readers off thinking highly of you, your analytical skills, your writing, and your paper. Your introduction is an important road map for the rest of your paper. Remember the estimations of these sections are only that – and then remember the purpose statement goes as a sentence directly after the introductory paragraph – it is not a separate paragraph and it is not a recap of the requirements. Personal Leadership Philosophies I would recommend discussing/defining what a personal leadership philosophy is and what is represents and why it is important when developing skills and characteristics as a leader. 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. The response accurately and thoroughly describes in detail a set of core values. The response accurately and completely describes in detail a personal mission/vision statement. Ensure your information is validated with current and credible citations/references. ALL THAT IS NEEDED IN THIS SECTION IS: (1). DEVELOP A PERSONAL LEADERSHIP PHILOSOPHY AND REFERENCE IT. (2). INCLUDE THE CHARACTERISTICS OF GOOD LEADER IN THE PHILOSOPHY STATEMENT. (3). THE NEXT THING YOU NEED IS A DESCRIPTION OF YOUR CORE VALUES WITH REFERENCES. (4). THEN YOU NEED TO DESCRIBE YOUR PERSONAL MISSION OR VISION STATEMENT WITH REFERENCES. CliftonStrengths An analysis of your CliftonStrengths Assessment summarizing the results of your profile. The response accurately and completely provides an analysis and detailed summary of the CliftonStrengths Assessment. Ensure your information is validated with current and credible citations/references. Identify and describe in detail one key behavior that you wish to strengthen and why (references, year). Identify and describe in detail a second key behavior that you wish to strengthen and why (references, year). Development Plan *****Remember this section is 50% of your paper. THIS IS A DEVELOPMENT PLAN THAT EXPLAINS – How you are going to improve upon the first key behavior you selected and provide references in a paragraph to validate this information. NEED EXAMPLES AND REFERENCES. THIS IS A DEVELOPMENT PLAN THT EXPLAINS – How are you going to improve upon the second key behavior you selected and provide references in a paragraph to valdiate this information. NEED EXAMPLES AND REFERENCES. What is a vision with references? YOU CAN COPY THE SAME MISSION OR VISION STATEMENT YOU USED IN THE PHILOSOPHY SECTION OF THIS PAPER. Then you are to provide an explanation of how you plan to achieve your personal vision/mission. This plan should be about two paragraphs in length and validated with references. Be specific and provide examples. Combine with literature review or keep separate as identified below. The response includes a comprehensive synthesis of information gleaned from sources that fully support how to achieve a personal vision. Integrates 2 or more credible outside sources, in addition to 2 or 3 course-specific resources to fully support the responses provided. ****remember there are four (4) to five (5) references in this section of the paper. THE MOST MISSED REQUIREMENT IS NOT SUMMARIZING TWO LIT REVIEWS AND THEN HAVING AT LEAST TWO TO THREE MORE REFERENCES TO VALIDATE THE INFORMATION. Conclusion Your conclusion/summary is your chance to have the last word on the subject. The summary allows you to have the final say on the issues you have raised in your paper, to synthesize your thoughts, to demonstrate the importance of your ideas, and to propel your reader to a new view of the subject. It is also your opportunity to make a good final impression and to end on a positive note. Your summary can go beyond the confines of the assignment. This section pushes beyond the boundaries of the prompt and allows you to consider broader issues, make new connections, and elaborate on the significance of your findings. You should make your readers glad they read your paper and gives your reader something to take away that will help them see things differently or appreciate your topic in personally relevant ways. It can suggest broader implications that will not only interest your reader, but also enrich your reader’s life in some way. It is your gift to the reader. References Formatting for references starting on this page. Ensure you follow the guidance in Chapter 7 of the APA manual for all references. *****for full points on the grading rubric one of the items is to have at least three current and credible references****Current means – five years or less old****You can use any resources except Wiki, etc as identified in the syllabus to complete your assignments and discussions **** Written Expression and Formatting – Paragraph Development and Organization: Paragraphs make clear points that support well-developed ideas, flow logically, and demonstrate continuity of ideas. Sentences are carefully focused—neither long and rambling nor short and lacking substance. A clear and comprehensive purpose statement and introduction is provided which delineates all required criteria. Written Expression and Formatting – English writing standards: Correct grammar, mechanics, and proper punctuation Written Expression and Formatting – The paper follows correct APA format for title page, headings, font, spacing, margins, indentations, page numbers, parenthetical/in-text citations, and reference list. THIS PAPER IS TO BE SUBMITTED BY SUNDAY EVENING. PAPERS SUBMITTED AFTER THE DUE DATE/TIME WILL BE GIVEN A FOUR POINT PER DAY PENALTY. ANYTHING SUBMITTED AFTER FRIDAY WILL NOT BE REVIEWED AND WILL BE GIVEN A 0.
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
Running head: PERSONAL LEADERSHIP PHILOSOPY 1 Personal Leadership Philosophy Characteristics of Good Leader Effective leadership is vital in the health care system for the delivery of safe and quality care. Leadership positions provide an opportunity for the leader in serving others and ensuring the accomplishment of the organizational goals. Transformational leadership is a style that supports employees and innovation through inspiration, motivation, and encouragement of employees (Speranza & Pierce, 2019). This paper presents my leadership philosophy, cliftonstrength assessment, vision, core values, and development plan. Personal Leadership Philosophy Personal leadership philosophy entails a set of principles and beliefs that an individual utilizes to respond to situations and people and to evaluate information. A personal leadership philosophy is essential because it provides a clear definition of an individual character, ensures consistency, and fosters collaboration with other health professionals (Jaafar & Ghazali, 2018). Leadership involves the heart to encourage and inspire other people in every step of their way. Leadership is about providing a conducive and a positive environment where an employee can utilize their skills and thrive to the best of their ability. I value providing support to foster innovative ideas and effective communication among the employees. According to Oh, Cho & Lim (2018), to achieve the best outcome and reaching the goals of an organization, it takes a leader to remain focused on the goal and develop strategies that would lead to the best results. I value persistence, dedication, and listening to the needs of others as the best strategies towards the achievement of the organizational goals. My core values are influence and respect for every individual regardless of their position, roles, culture, and educational levels. When influencing others, I will have to motivate, encourage and guide the employee to act according to the strategies applied within the organization to achieve the goals of the organization (Larsson & Sahlsten, 2016). Effective communication, resilience, personal development, and empathy are other core values. My vision is to provide quality and safe care through employee motivation. Clifton Strengths The best phrase that relates to me, according to the Clifton strength assessment, is utilizing every opportunity that presents to achieve the most from my leadership (Speranza & Pierce, 2019). To be able to utilize every available opportunity effectively, I need to be punctual and accomplish tasks before the deadline elapses. One of the behaviors that I will have to change together with my subordinate staff is time management to avoid wasting the available opportunities that could lead to the best patient outcome (Jaafar & Ghazali, 2018). Consistency is another strength according to the assessment. It is vital for me as a transformational leader to remain consistent with the organization’s guidelines and protocols (Buley, 2019). Involving the subordinate staff in shared decision-making and informing every individual of their roles and responsibilities in the health facility is another characteristic that will contribute towards the accomplishment of the organization’s goals. Development Plan Time management is an essential factor for any leader. It takes time to achieve the best outcome for the organization. I will ensure to set my priorities right, beginning with the urgent priorities to the less urgent priorities to avoid wasting a lot of time on issues that are not urgent (Jaafar & Ghazali, 2018)). For example, in a busy department such as the emergency department, I will develop a weekly schedule with clearly set objectives to be achieved within that week. I will assign responsibilities among the team members within the department to ensure that all the set objectives are achieved. Consistency is a vital strategy in ensuring the delivery of quality and safe care to the patients (Speranza & Pierce, 2019). I will ensure to set standards to be achieved in every unit within the hospital, and I will encourage the staff to work towards meeting the standards. Besides, evaluation of the quality of care against the set standard will be done monthly to help in determining whether the standard has been achieved and developing new strategies to ensure consistency of the quality standard. For example, within the emergency department, I will ensure to carry out a monthly quality audit of the health care services provided to the patients. According to Oh, Cho & Lim (2018), the quality audit will help to determine whether the set standard of care has been achieved and the consistency of the quality over several months. My vision is to provide quality and safe care through employee motivation. Effective communication among the staff is an effective tool that will facilitate easily shared decision-making and solving conflicts within the organization. Effective communication will help in ensuring patients receive the care that will result in the best patient outcome because it will help in the prevention of medical errors and build a conducive work environment (Larsson & Sahlsten, 2016). In every organization, there are challenges; therefore, I will identify and handle any barriers that hinder the achievement of the organizational goals. Oh, Cho & Lim (2018) states that the challenges include facing health institutions include inadequate staffing, organization policies, and the relationship between patients and health professionals. A team of health professionals will work towards having accuracy in the medication to help in improving the safety of the patient. According to Buley (2019), implementing information technology within the facility will help in improving the completeness and consistency of the medical documentation. Together with the use of information technology, staff proficiency and effective workflow in the use of technology will help in improving and maintain the consistency of care quality. Conclusion Personal leadership philosophy enables people around you to understand your priorities, values, expectations, and approaches to decision-making. I value persistence, dedication, and listening to the needs of others because it is the best strategy towards the achievement of the organizational goals. It is vital for me as a transformational leader to remain consistent with the organization’s guidelines and protocols. Time management will allow me to utilize every available opportunity and remain punctual for the better accomplishment of the organization’s goals. References Buley, A. (2019). A QUALITY IMPROVEMENT STUDY OF THE implementation of the VERMONT NEWBORN PLAN OF SAFE CARE AMONG NURSING STAFF AT VERMONT HOSPITALS. Jaafar, F. W. B., & Ghazali, P. L. B. (2018). The Characteristics of the Leaders on Effective Commitment. INTERNATIONAL JOURNAL OF ACADEMIC RESEARCH IN BUSINESS AND SOCIAL SCIENCES, 8(12). Larsson, I. E., & Sahlsten, M. J. (2016). The staff nurse clinical leader at the bedside: Swedish registered nurses’ perceptions. Nursing research and practice, 2016. Oh, J., Cho, D., & Lim, D. H. (2018). Authentic leadership and work engagement: the mediating effect of practicing core values. Leadership & Organization Development Journal. Speranza, C. R., & Pierce, A. (2019). Development of a Personal Leadership Philosophy: An Experiential and Reflective Opportunity in the Graduate Classroom. Journal of Leadership Education, 18(3).
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
RE: Discussion – Week 5 COLLAPSE Top of Form Hello Patricia,   I enjoyed reading your post. The strengths you present suggest that indeed you are a transformational leader (Giordano-Mulligan & Eckardt, 2019). From the five themes you identified, we share the theme of individualization. I also believe in identifying the unique characteristics that different people to develop a way to help each person contribute by maximizing his or her potential. I admire the theme of discipline which shows that you can be trusted with timely and sensitive tasks (Watson, 2016). I also appreciate the theme of relater which shows that you are one to care for your co-worker’s well-being instead of looking out for yourself. I believe that the ability to help others around you to improve consequently makes one grow as a person too. The core values you wish to strengthen including community, social responsibility and cooperation also inspire me because they promote traits that a nurse leader should possess to achieve change and success. References Giordano-Mulligan, M., & Eckardt, S. (2019). Authentic nurse leadership conceptual framework: nurses’ perception of authentic nurse leader attributes. Nursing administration quarterly, 43(2), 164-174. Watson, D. (2016). Nurse leaders play pivotal role in implementing enhanced recovery programs. OR manager, 32(1). Bottom of Form Grantley Ittera  RE: Patricia’s Discussion – Week 5 COLLAPSE Top of Form There is a big difference between being a leader and being a manager. Every leader is unique, and every leader is not the right fit for every given environment. There are many types of leadership skills specifically due to this. It was interesting that you pointed out that you strive to keep your entire group as one cohesive unit. I can also benefit from focusing on improving the entire group to maintain a high level of cohesiveness. Unfortunately, this is different from the way I look at my leadership style which has a lot of room for improvement. The discussion proves that you have what is necessary to be an excellent leader. I wish I could say that I am focused on solving people’s personal problems more. My leadership skills will never be the best style by anyone with a sane mind. However, we all have skills that some people or groups will relate to because it is what is needed for them in that specific time and instance (Metros, 2005). Based on your discussion, you exemplify the skills of understanding your subordinates, having the patience to discuss what you need from them, finding ways to help them succeed, and creating a team that works well together which is necessary to reach common objectives (Beard, 2017). Relationship with employees is essential for the success of the employees, the organization, and oneself. This is one of the reasons that it is important to not just have the strengths necessary to be a good leader but be able to deliver on the message in a manner that is translatable to the staff. Good leaders are emotionally stable and can deliver their message without being too emotional, too poised, too composed, or too impatient (Toegel & Barsoux, 2012). A good leader understands that leading is more than just managing. There are many things leaders learn from courses, but people and experiences also provide an amazing source of education. Collaboration is one thing that both of our leadership styles have identified as a core value. Teamwork is what causes the workplace to work more efficiently and create a community that works well together. One danger that I have experienced while my many failed attempts of being a leader is to attempt to build a team that does everything consistently with no variation, uniqueness, or desire to try new methods. Managing styles that allow people to be unique and bring different methods of leadership into the workplace is necessary (Beard, 2017). It has been pointed out time and time again that traits and strengths that are necessary in a leadership position may not be successful in another leadership position (Toegel & Barsoux, 2012). Leadership is about learning and not always completing the task as sometimes what we learn from the mistakes of the project is more valuable than the outcome of the project itself (Metros, 2005).   References Beard, A. (2017). How work styles inform: five executives explain how understanding personality has helped them become better leaders. Harvard Business Review, 2, 58. Metros, S. (2005). A heart to heart on leadership: How to use your life experiences to become a better leader. College & Research Libraries News, 66(6), 447–450. Toegel, G., & Barsoux, J.-L. (2012). How to become a better leader. MIT Sloan Management Review, 3, 51. Bottom of Form steven LEGER  RE: Patricia’s Discussion – Week 5 COLLAPSE Top of Form Grantley, I too share your beliefs on the differences between a leader and a manager.   I believe that being a “leader” signifies who you are as a person.  In contrast being a “manager” means how you make use of available resources.  I think it is very important for a leader to have managerial skills in order to effectively control an organization and to achieve results. The key factor that distinguishes a manager from a leader is the leader’s capability to create a milestone for future action plans and to inspire physicians to perform through collaborative work. Such leadership potential and its consequent work can be executed by a clear understanding on why things ought to be changed (Khoshhal,2016).Yet, when I evaluate my current work environment, i find that there are many “managers” in leadership positions.  They wear the title proudly, but they lack those fundamental themes that we’ve learned in this week’s Strengthfinder.  Many are managing their different units, such as taking care of schedules, ordering needed supplies, hiring new staff, etc.; but they’re not influencing change within the unit, like a true leader would. Reference Khoshhal, K. I., & Guraya, S. Y. (2016). Leaders produce leaders and managers produce followers. A systematic review of the desired competencies and standard settings for physicians’ leadership. Saudi medical journal, 37(10), 1061–1067.  Bottom of Form Kadian Frazer  RE: Discussion – Week 5 COLLAPSE Top of Form Patricia, I like your five best strengths from the StrengthsFinder assessment. The five themes make you a great leader and from these five strengths, one can tell your leadership style. Cherian and Karkada (2017) describe nursing as a dynamic profession and the largest workforce in a healthcare organization that takes a major role in healthcare leadership, policy-making, and also retaining traditional caring skills. Therefore, healthcare organizations require effective leadership compared to other professions. As you have mentioned, not every leader that holds leadership position possesses leadership skills. According to the Gallup report (2019), an effective leader is the one who understands their strength and behaviors. they always seek to improve and strengthen their area of weaknesses while maintaining their strengths. From your assessment, you are an effective leader going by your strengths, discipline, consistency, relator, arranger, and individualization. These matches your transformational leadership style. From your explanation, you are also an includer, and therefore you should look forward to strengthening this strength. As an includer, effective leaders always stretch their circles wider to include those who surround them, and this is one of your characteristics. It is evident that your colleagues and subordinates’ benefits from your leadership skills. This is one of the strengths you need to improve, and you can do this by always consulting others and offering your advice to others when they need it. Great work! References Cherian, S., & Karkada, S. (2017). A review of leadership in nursing. International Journal of Nursing Research and Practice (IJNRP), 4(1). Gallup. (2020). Bottom of Form Marcos Carvajal Bermejo  RE: Discussion – Week 5 COLLAPSE Top of Form Hello Patricia. This topic is fascinating. We share Relator as a StrengthsFinder theme. I, as a Learner, enjoy deeply research these topics. I have learned that for Relators, like us, one-to-one time is when our emotional tank is topped up. This safe environment is critical for Relators to open up and have deep, meaningful conversations with others. This is also how the relationship progresses naturally for a Relator: the more one-to-one time a Relator has with his or her family members, colleagues, or friends, the more productive a Relator becomes (Smedick & Rice, 2018). A sincere desire to hang out or do things with these close friends means that lunch and dinner schedules are often filled with these meet-ups. Managers with Relator as a dominant StrengthsFinder theme can become more productive with regular one-to-one meetings with team members. In these settings, transparent and honest conversations can take place, and trust deepens. Mature Relators lead teams based on mutual trust and transparency. The manager becomes more than a boss to the group: he is a trusted aide and friend (Busch & Davis, 2018). References Busch, P. S., & Davis, S. W. (2018). Inside Out Personal Branding (IOPB): Using Gallup Clifton StrengthsFinder 2.0 and 360Reach. Marketing Education Review, 28(3), 187-202. Smedick, B., & Rice, E. (2018). An overview of leadership competencies and assessment considerations. New Directions for Student Leadership, 2018(157), 55–70. Bottom of Form Kerobin Lapawon  RE: Discussion – Week 5 COLLAPSE Top of Form Hi Patricia,             Thank you for sharing your discussion. I agree that cooperation and social responsibility is an outstanding core value to possess as a leader. As a leader, I believe that you are sensitive to the needs of the whole group through your active obligation in attending meetings, whether mandatory or not. Dugan et al. (2105) related that a component of the organizational culture and climate is access to information, innovation reinforcement, and training through orientation. Therefore, it is vital to cooperate and socialize at the same time. Also, I would like to commend your Consistency strength. Rath (2007) related that individuals with Consistency strength could effectively develop policies and procedures that aid the group sustaining the team’s integrity while accomplishing the mission. Due to this excellent trait, you’re subordinates know what to expect from you as they realize that you are aware of the perfect equation of what is right and wrong. Another, you’re Relator talent makes you a person that enables close relationships to grow in a trustworthy, genuine and mutually rewarding manner. (Rath, 2007). I encourage you to take advantage of the strengths that you have realized as they are equally essential in the field of nursing. References 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). Rath, T. (2007). Strengths Finder 2.0. CliftonStrengths for Students: Consistency. Rath, T. (2007). Strengths Finder 2.0. CliftonStrengths for Students: Relator. Bottom of Form Minouche Simeus  RE: Discussion – Week 5 COLLAPSE Top of Form Hi Patricia, Thank you for sharing your top five signature themes. Having developed as a top talent theme is an impressive strength. Developer associated as a student leadership competency is described as a great mentor, motivation, someone who is empowering, provides feedback, interact appropriately, and empathetic (Seemiller, 2017). Whether being a nurse leader or having a nurse leader role, nursing leaders are expected to be responsible to maintain a positive work environment, keeping nurses engaged, and retaining nurses. With your talent as a developer, you have the ability and drive to impact change and convert from an informal leader to a formal leader. The American Organizations for nursing leadership (AONL) offers three-day programs at the nurse manager institute for emerging nursing leaders to help transition into formal nursing leaders (AONL, n.d). The nursing institute program uses case studies, simulation, and introduction of leadership concepts to assist nurses to explore their leadership potential in aspects such as conflict management and more ( AONL, n.d). Your clinical leadership skills and your top signature theme as a developer will add the components to your general leadership skills in the management of care ( Joseph & Huber, 2015)  References Joseph, M. L., & Huber, D. L. (2015). Clinical leadership development and education for nurses: prospects and opportunities. Journal of healthcare leadership, 7, 55-64 Seemiller, C. (2017). Using Leadership Competencies to Develop Talents into Strengths. New Directions for Student Leadership, 2017(156), 31-42. https;// The American Organizations for nursing leadership (n.d). Nurse manager institute. Bottom of Form RE: Discussion – Week 5 COLLAPSE Top of Form Hi Patricia, Leadership is the control and art of guiding, directing, motivating, and encouraging a group or organization toward achieving common goals. Leadership matters, especially in healthcare. Healthcare organizations need Leaders who are visionary, effective, and wise (Marshall & Broome, 2017). Patricia, being disciplined as a leader is invaluable to help your staff succeed in providing quality patient care. A disciplined leader is passionate, committed, and focused, important qualities to have as a healthcare leader (Rath, 2007).   References Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.). New York, NY: Springer. Rath, T. (2007). Strengths Finder 2.0 – with Access Code. Bottom of Form

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