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Leadership Self -- Assessment
The objective of this study is to examine the self-leadership style of the writer of this work. This work will identify the key characteristics that represent the writer's strengths as a nurse leader and identify the areas of professional development that is needed to be worked on in order to further develop leadership abilities. This work will additionally describe how the writer of this work's unique characteristics will support change in the workplace, and how they may create barriers to change. Finally, this work will describe what other types of styles that should be sought out for the leadership team or in other words, what types of leadership styles will work well with the leadership style of the writer of this work.
Leadership is defined by various competencies with in the field of leadership however it is reported, "generally speaking, leadership has the ability to define a vision and guide individuals and groups toward that vision while maintaining group-promoting teamwork, commitment, and effectiveness." (MH Professional, nd, p.2) The work of Daniel Goleman "Working with Emotional Intelligence" is reported to emphasize four primary points in his model stated as follows:
(1) Self-awareness, defined as the ability to read one's emotions and recognize their impact while using instinct to guide decisions.
(2) Self-management, which involves mastering one's emotions and impulses and adapting to changing circumstances.
(3) Social awareness, the ability to sense, understand, and react to others' emotions while comprehending the networks by which people interact.
(4) Relationship management, which involves inspiring, influencing, and developing others while managing conflict. (MH Professional, nd, p.2)
Those who become nurse leaders are reported to have two qualities:
(1) They are excellent clinicians;
(2) They identify opportunities for improvement and volunteer to lead the improvement initiative. (MH Professional, nd, p.2)
The work of Hix, McKeon, and Walters (2009) "Clinical Nurse Leader Impact on Clinical Microsystems Outcomes" reports "The clinical nurse leader (CNL) role was introduced in 2004 by the American Association of Colleges of Nursing and by nurse leaders from education and practice. The role was developed in recognition of the need for an advanced nurse generalist educated at the master's degree level to provide high-quality, effective, and safe nursing care in complex healthcare environments." (p.1) Reported as inclusive in the CNL skill set are: (1) lateral integration of care services; (2) outcome-based decision-making; and (3) implementation of evidence-based strategies to improve performance within the microsystem or front line of care.
I. Self-Assessment of Leadership Style
The leadership style of the writer of this work is one that adheres to the leadership style expressed the work of Bass (1985) who stated that five key components of leadership that are "both transformative and empowering are those stated as follows:
(2) Idealized influence;
(3) Inspirational motivation;
(4) Intellectual stimulation; and (5) Individual consideration. (Hix, McKeon, and Walters, 2009)
It is the belief of the writer of this work that the model of transformational leadership is needed in today's field of nursing due to the many challenges and barriers that present to the nursing practice in today's health care environment. The role of the transformational leader is reported in the work of Smith (2011) to be inclusive of …"promoting teamwork among staff, encouraging positive self-esteem, motivating staff to function at a high level of performance, and empowering staff to become more involved in the development and implementation of policies and procedures. The transformational leader portrays trustworthiness and serves as an inspiration to others, possessing an optimistic, positive, and encouraging outlook. A transformational leadership presence is vital, especially in clinical areas where new graduate nurses are present. Transformational leadership qualities promote a healthy environment for employees and staff, which will produce improved staff satisfaction, retention, and patient satisfaction." (Hix, McKeon, and Walters, 2009, p.1)
It is this nursing leadership model that this writer has focused on in development of leadership skills for the nursing role in the healthcare setting.
II. Motivational Leadership
Motivational leadership is a type of leadership model that provides inspiration. The writer of this work has many leadership strengths however; a weakness in the leadership abilities of this writer is that of motivation of others. Towards this end, this writer has set goals for study and application of study to enable integration of transformational and motivational leadership qualities. As well, it is believed that working with others in leadership roles in the nursing practice who are motivational leaders will serve to effectively inspire and motivate nursing staff in the healthcare setting. According to one report motivation
"…is a goal-oriented characteristic that Motivation helps a person achieve his objectives. It pushes an individual to work hard at achieving his or her goals. An executive must have the right leadership traits to influence motivation. However, there is no specific blueprint for motivation. As a leader, one should keep an open perspective on human nature. Knowing different needs of subordinates will certainly make the decision-making process easier. Both an employee as well as manager must possess leadership and motivational traits. An effective leader must have a thorough knowledge of motivational factors for others. He must understand the basic needs of employees, peers and his superiors. Leadership is used as a means of motivating others." (Smith, 2011, p.1)
Important in terms of guidelines to follow for motivational leadership are the following guidelines:
(1) It is important to "harmonize and match the subordinate needs with the organizational needs. As a leader, the executive must ensure that the business has the same morals and ethics that he seeks in his employees. He should make sure that his subordinates are encouraged and trained in a manner that meets the needs of the business." (MSG, 2012, p.1)
(2) "Appreciation and rewards are key motivators that influence a person to achieve a desired goal. Rewarding good / exceptional behavior with a small token of appreciation, certificate, or letter can be a great motivator. If a certificate is awarded to a person, it should mention the particular act or the quality for which the individual is being rewarded." (MSG, 2012, p.1)
(3) "Being a role model is also a key motivator that influences people in reaching their goals. A leader should set a good example to ensure his people to grow and achieve their goals effectively." (MSG, 2012, p.1)
(4) "Encouraging individuals to get involved in planning and important issues resolution procedure not only motivates them, but also teaches the intricacies of these key decision-making factors. Moreover, it will help everyone to get better understanding of his or her role in the organization. The communication will be unambiguous and will certainly attract acknowledgement and appreciation from the leader." (MSG, 2012, p.1)
(5) "Developing moral and team spirit certainly has a key impact on the well-being of an organization. The metal or emotional state of a person constitutes his or her moral fabric. A leader's actions and decisions affect the morale of his subordinates. Hence, he should always be aware of his decisions and activities. Team spirit is the soul of the organization. The leader should always make sure his subordinates enjoy performing their duties as a team and make themselves a part of the organization's plans." (MSG, 2012, p.1)
(6) "A leader should step into the shoes of the subordinates and view things from subordinate's angle. He should empathize with them during difficult times. Empathizing with their personal problems makes them stronger-mentally and emotionally." (MSG, 2012, p.1)
(7) A meaningful and challenging job accomplished inculcates a sense of achievement among employees. The executive must make their employees feel they are performing an important work that is necessary for the organization's well-being and success. This motivational aspect drives them to fulfill goals." (MSG, 2012, p.1)
Summary and Conclusion
The writer of this work has identified the personal weaknesses and strengths possessed…[continue]
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