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Personal Leadership Philosophies

Personal Leadership Philosophies

Sample Answer 

Personal Leadership Philosophies

Just like people have unique personalities and character traits, they also have different personal leadership philosophies or sets of principles or beliefs they use to analyze and judge information and react to different situations or others’ opinions. A personal philosophy is like a dogma or canon that defines an individual’s characteristics, priorities, values, and approach to decision-making. In nursing, these guiding principles and values help nurse leaders make key decisions that promote a healthy work environment (Shirey, 2006). This personal leadership philosophy highlights my core values, mission/vision statement, strengths as highlighted in the Clifton strength assessment metric, the two behaviors I wish to strengthen, and a plan of how I intend to improve these weak areas and achieve my vision.

My Core Values

I hold high regard for confidence, problem-solving, innovation, objectivity, teamwork, persistence, and the desire to learn new ideas. As a nurse leader, I believe that I have to change and transform my work environment, making it a better place for my colleagues. This means that I must come up with new solutions to problems encountered now and then. As a problem-solver, I have this unending energy or desire to learn new things or improve every workplace process, design, or workflow. Some people call me crazy because sometimes my ideas are bizarre and out of this world. I also believe in being objective and using evidence and facts to back up my or someone else’s claims. I never entertain hearsay, assumptions, or unjustified or unsubstantiated fallacies. Above all, I am a team player that believes in an all-inclusive work environment. I am a liberal that believes leadership should be democratic, meaning that each member’s ideas and opinions, regardless of their position in the organization, should be considered during decision-making. Everyone holds unique attributes or exceptional skills that can add value to the organization.

A personal mission/vision statement

Emilia Mba is a result-oriented, confident, idea-driven, and analytical person that believes in constantly creating innovative ideas that promote a healthy, respectful, accountable, just, and democratic work environment.

Analysis of My Clifton Strengths Assessment Summary

Several decades of research by the Gallup Organization found that people who understand their values, behaviors, strengths, and weaknesses are the most efficient and effective in an organizational setup. They are better positioned to make sound decisions and design logical strategies to address issues affecting their families, careers, and daily lives. The Clifton Strength Assessment yields personal “Signature Themes” that an individual can use to maximize his/her talents and skills by developing them into strengths.

My Signature Theme Report dated 28th Dec 2020 can be summarized into five major personal philosophy themes: Learner, Restorative, Achiever, Ideation, and Analytical. The Learner theme suggests that I am always attracted to the “process of learning” irrespective of the subject I am engaged in. The process, as opposed to the outcomes, is particularly thrilling to me. I am energized by the intentional and step-by-step transition from ignorance to competence. The first efforts to practice or recite what has been learned and the first few facts increase my confidence in pursuing further knowledge. This Learner Theme, however, does not imply that I seek to become an expert in the subject matter I pursue.

The second theme, Restorative, indicates that I am a problem-solver thrilled by finding solutions to new problems. I cherish examining what is wrong, identifying the new process and workflow cracks, and getting solutions. I do not have a preferred range of problems; they can be personal, complex, or practical. I also tend to seek problems I have tackled in the past because I am often confident in addressing them. The third theme, Achiever, helps to justify my drive to restore and learn new things. It states a constant pressure to achieve set goals. In simple terms, it indicates that I aspire to achieve tangible results each day, however small they might appear. I am dissatisfied with myself if this goal is not achieved each day, whether on workdays, weekends, or vacations. As an achiever, I have learned to live with discontent, which is one way that has helped power me through long hours without tiring. I regularly count on this strength to begin new challenges and tasks.

The fourth theme, Ideation, describes my fascination with new ideas. I am delighted with discovering simple ways of doing things or performing previously complex tasks. I cherish giving people a new perspective or angle of viewing things. I love new ideas because they are bizarre, contrary, clarifying, and novel. My friends sometimes call me conceptual, original, and smart. The last theme, Analytical, describes my determination to challenge what others raise or propose. I question others to show, prove, or explain why their claims are true. My intention is not to discourage or kill other people’s ideas but to insist that they use facts and sound evidence to back up their theories. Most of my friends call my questioning style rigorous and logical, but they later request my techniques to expose someone else’s “clumsy” or “wishful thinking.”

Two Key Behaviors that I wish to Strengthen

The two behaviors I wish to improve our teamwork and communication. I feel I have a problem motivating others to participate in group or team activities because I am too strict and inquisitive. Most of my colleagues or those that are close to me feel like I am intimidating and never accommodate outside opinions besides what I hold as true or reasonable. The problem stems from my inability to pass messages correctly or to relay my ideas appropriately so that the other party understands the intention or meaning. Most people misunderstand me. According to Sherman & Pross (2010), proper communication and teamwork are necessary to cultivate a healthy work environment that is inclusive, respectful, and safe

A Developmental Plan of How to Improve Upon the Two Key Behaviors and How to Achieve My Vision

Good and honest communication between nurses and between nurses and other multi-teams, such as physicians and pharmacists, is needed to realize a healthy work environment (Jimenez, Winkler, & Dunkl, 2017). Clear and open communication can help build cohesive, effective, and functional teams. Therefore, I plan to devise better ways to enhance communication and collaboration with others. To improve communication, I intend to start listening to the views of others, as well as empathize with their concerns, worries, and problems. Communication should be a two-way process. My overall objective is to create a democratic environment that encourages everyone to air their views, share their ideas, and feel valued by the organization. This will ultimately boost the morale of staff members and the team spirit. In the long run, I would be able to achieve my vision of promoting “a healthy, respectful, accountable, just, and democratic work environment.”

References

Jimenez, P., Winkler, B., & Dunkl, A. (2017). Creating a healthy working environment with leadership: the concept of health-promoting leadership. The International Journal of Human Resource Management, 28(17), 2430-2448.

Shirey, M. R. (2006). Authentic leaders creating healthy work environments for nursing practice. American Journal of Critical Care, 15(3), 256-267. DOI: 10.4037/ajcc2006.15.3.256

Sherman, R., & Pross, E. (2010) Growing future nurse leaders to build and sustain healthy work environments at the unit level. The Online Journal of Issues in Nursing, 15(1), 1. DOI: 10.3912/OJIN.Vol15No01Man01

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Question 


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 (2-3 pages):

Personal Leadership Philosophies

Personal Leadership Philosophies

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.

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