NURA 6053 Discussion Your Leadership Profile
NURA 6053 Discussion Your Leadership Profile
Leadership Profile
Although appointment to a position does not automatically guarantee good leadership, I believe I have effective traits for a good leader. Leadership behavior is the process that a leader uses to guide and influence the work of others to meet organizational objectives (Ahlquist, 2017). The skills are used as motivation for staff to achieve the vision and mission of an organization. This paper identifies personal leadership, strengths and weaknesses, and its application for motivational engagement.
Decision-making is a primary and core function of a leader. Assume a confident and assertive style of leadership. The staff or employee should have faith and trust in the decisions that the leader makes. The best approach is leading by example (Seemiller, 2017). If you need your employees to reach a certain level of achievement, then as the leader, be able to reach that level too. If you require your staff to stay up too late on work, then as the leader, be able to stay up late with the others as you motivate them.
According to the top 5 signature themes of talent by assessment, it shows that analytical, strategic, adaptable, approachable, and achiever. This shows that there is consistency in the signature themes of talent. Moreover, there are 2 core values that I need to consider and improve. Honesty and consistency in decision-making are the most influential values (Yee et al, 2018).You also need to develop trust from the employee.
Some strengths need to be improved. A developer is a person who brings out the best from others. They cultivate small efforts of improvement and eventually turn them into superpowers in their career. An empathetic leader feels so sorry for the employer and sees the world through your own eyes. Therefore, developing the qualities of a developer and empathy are core to best leadership (Sessa, 2017).
Leadership development is a learning process in career progression. An effective leader should motivate other ad show interest in achieving the objective of the organization. Additionally, there are strengths and weaknesses of a leader. The leader should work on improving the weaknesses and cultivating the strengths for the best performance.
NURA 6053 Discussion Your Leadership Profile References
Ahlquist, J. (2017). Digital student leadership development. New Directions for Student Leadership, 2017(153), 47-62. https://doi.org/10.1002/yd.20229
Seemiller, C. (2017). Using leadership competencies to develop talents into strengths. New Directions for Student Leadership, 2017(156), 31-42. https://doi.org/10.1002/yd.20269
Sessa, V. I. (2017). Leadership courses and formal leadership development programs as key leadership learning events. College Student Leadership Development, 143-154. https://doi.org/10.4324/9781315674322-8
Yee, G. C., Janke, K. K., Fuller, P. D., Kelley, K. A., Scott, S. A., & Sorensen, T. D. (2018). StrengthsFinder ® signature themes of talent in pharmacy residents at four midwestern pharmacy schools. Currents in Pharmacy Teaching and Learning, 10(1), 61-65. https://doi.org/10.1016/j.cptl.2017.09.002
Do you believe you have the traits to be an effective leader? Perhaps you are already in a supervisory role, but as has been discussed previously, appointment does not guarantee leadership skills.
How can you evaluate your own leadership skills and behaviors? You can start by analyzing your performance in specific areas of leadership. In this Discussion, you will complete Gallup’s StrengthsFinder assessment. This assessment will identify your personal strengths, which have been shown to improve motivation, engagement, and academic self-conference. Through this assessment, you will discover your top five themes—which you can reflect upon and use to leverage your talents for optimal success and examine how the results relate to your leadership traits.Leaders should show high interest in others by listening to them in an open-minded way
and accept criticism to develop corrective actions to improve on their leadership style. Lastly, the
leaders should have restorative capability, especially in healthcare management (Asamani et al.,
2016). Restorative talents ensure that a leader does not surrender when issues arise, but instead
uses evidence-based practice (EBP) interventions and intuition to create innovative solutions to
address the challenges. Health care leaders who deploy restorative talents create plans that
support restorative care that include offering holistic care for patient to attain highest levels of
functionality and autonomy.
To Prepare:
Complete the StrengthsFinder assessment instrument, per the instructions found in this Module’s Learning Resources.
Please Note: This Assessment will take roughly 30 minutes to complete.
- Once you have completed your assessment, you will receive your “Top 5 Signature Themes of Talent” on your screen.
- Click the Download button below Signature Theme Report, and then print and save the report. We also encourage you to select the Apply tab to review action items.
NOTE: Please keep your report. You will need your results for future courses. Technical Issues with Gallup:
If you have technical issues after registering, please contact the Gallup Education Support group by phone at +1.866-346-4408. Support is available 24 hours/day from 6:00 p.m. Sunday U.S. Central Time through 5:00 p.m. Friday U.S. Central Time.
- Reflect on the results of your Assessment, and consider how the results relate to your leadership traits.
- Download your Signature Theme Report to submit for this Discussion.
By Day 3 of Week 5
Post a brief description of your results from the StrengthsFinder assessment. Then, briefly describe two core values, two strengths, and two characteristics that you would like to strengthen based on the results of your StrengthsFinder assessment. Be specific. Note: Be sure to attach your Signature Theme Report to your Discussion post.
You have comprehensively discussed your strengths. You can use these strengths to strengthen your leadership behaviors in various ways. For example, the strength of individualization is a unique trait of a leader. Particularly, transformational leaders use individualized consideration skills that focus on being aware of every follower’s unique talents and support them to demonstrate and develop these skills and behaviors based on the identified talent (Khan et al., 2020). Therefore, when leading others, you can use this strength to support and motivate them to use their individualized skills for the organization’s or team’s success.
Also, the strength of harmony can be used to strengthen your leadership behavior. Whitener (2021) expressed that harmony is an effective leadership trait that aids leaders in managing conflicts effectively, whereby they recognize conflicts, identify root causes of conflicts, and develop significant solutions that satisfy all members. Thus, this is a significant strength to use when leading others.
Moreover, you can use the strength of consistency to strengthen your leadership behavior. Consistency helps leaders to manage all activities effectively and achieve the set goals for employees and organizations. Through consistency, leaders develop routines and build habits that lead to the success of their activities (Thompson, 2020). Hence, this is a significant strength to use to strengthen your leadership behaviors.
Lastly, you can use the strength of empathy to strengthen your leadership behaviors. Kock (2018) demonstrates that empathy is a significant leadership trait that improves leadership effectiveness as leaders enhance their relationship with their followers since they understand their emotional state. Hence, this aids leaders in influencing and supporting their followers when working towards the organizational goal. Therefore, this strength is essential for you when you are leading others.
References
Khan, H., Rehmat, M., Butt, T. H., Farooqi, S., & Asim, J. (2020). Impact of transformational leadership on work performance, burnout and social loafing: A mediation model. Future Business Journal, 6(1). https://doi.org/10.1186/s43093-020-00043-8
Kock, N., Mayfield, M., Mayfield, J., Sexton, S., & De La Garza, L. M. (2018). Empathetic leadership: How leader emotional support and understanding influences follower performance. Journal of Leadership & Organizational Studies, 26(2), 217–236. https://doi.org/10.1177/1548051818806290
Thompson, K. (2020, August 25). Consistent leadership vs. agile leadership: What kind of leader are you? AlignOrg Solutions. https://alignorg.com/consistent-leadership-vs-agile-leadership-what-kind-of-leader-are-you/#:~:text=Consistent%20leaders%20show%20up%20on,the%20organization’s%20differentiation%20and%20value.
Whitener, S. (2021, November 9). Council post: Ten steps to help leaders achieve harmony in the workplace. Forbes. https://www.forbes.com/sites/forbescoachescouncil/2021/11/09/ten-steps-to-help-leaders-achieve-harmony-in-the-workplace/?sh=7815623b3e21
By Day 6 of Week 5
Respond to at least two of your colleagues on two different days by making recommendations for how they might strengthen the leadership behaviors profiled in their StrengthsFinder assessment, or by commenting on lessons to be learned from the results that can be applied to personal leadership philosophies and behaviors.
Submission and Grading Information
NURA 6053 Discussion Your Leadership Profile Grading Criteria
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I have completed the Gallup Clifton Strengths in a previous leadership role. The report attached is from my November 2019 survey. My top 5 signature themes are Achiever, Responsibility, Restorative, Input, and Strategic. According to Gallup, these themes represent my top 5 talents and are my dominant traits as a leader (Gallup, 2019).
According to my Signature Theme Report, my Achiever theme means that I am a person who feels the need to accomplish something tangible every day (Gallup, 2019). This theme identifies my innate drive for accomplishments and fits me with great accuracy. The Achiever theme means I rarely rest on my laurels, relish challenges, and have a great deal of energy and drive.
My second theme was identified as responsibility, and this also fits me accurately. According to Gallup, this theme means that I take ownership of anything I commit myself to, and that this is the reason I always complete projects or tasks (Gallup, 2019). Conscientious adherence to ethics and a drive for completing tasks the right way defines this trait (Gallup, 2019). My report says that this theme creates my reputation for being someone that can be counted on to get things done (Gallup, 2019).
My third theme of Restorative means that I enjoy solving problems (Gallup, 2019). According to Gallup, I am energized by challenges, and this theme embodies that trait (p. 3). The Restorative theme identifies me as a person who enjoys restoring things by identifying underlying problems and resolving them (Gallup, 2019). It identifies me as a fixer (Gallup, 2019).
Theme four in my report was identified as Input. Gallup says this theme represents my innate curiosity and inquisitiveness (Gallup, 2019). I believe that this theme is directly correlated to my earlier themes and is foundational to my energy and drive. According to my report, my Input theme means that I find the world complex and fascinating (Gallup, 2019). My Input theme means I collect things that fascinate me (Gallup, 2019).
My fifth theme, Strategic, is described as a skill that cannot be taught (Gallup, 2019). I believe this is reflected in my ability to think critically. Gallup says this theme allows me, “…to see patterns where others simply see complexity” (p. 4). According to Gallup, this theme also helps me to arrive at decisions rapidly to move forward into solutions (Gallup, 2019).
It was quite easy for me to see how these themes reflect my personal values and the characteristics of myself that I take pride in manifesting. I feel that some of these characteristics are my greatest strengths. However, it has been my experience that my greatest strengths are also my greatest weaknesses.
Two of my core values that are clearly represented in my results are responsibility and helping. I feel strongly about commitment, whether that is to a relationship, a job, a friend, a pet, or a project. I take responsibility for whatever I commit to and feel a strong sense of pride about this. I feel significant distress when I feel I have let anyone down. My value of being helpful is directly related to this and ultimately is what drove me to the profession of nursing. I feel a strong drive to be helpful, and feel an obligation to share my energy, motivation, and knowledge to help others. Broome & Marshall state that motivation inspires others in an organization (p. 185). I aspire to be a transformational leader. In one cross-sectional study published in the International Journal of Caring Sciences, the transformational leadership style of inspirational motivation was able to increase the quality of nursing work life by 28% (Suratno et al., 2018).
Two strengths that this report identified are my strong critical thinking skills, and my innate inquisitiveness. These strengths combine to make me a problem solver. I naturally look for solutions. I am able to strategize, prioritize, and take action to resolve problems.
Characteristics that I would like to strengthen based upon my results fall within my themes of Responsibility and Achiever. But it is not strengthening these traits that I think I need to work on. Rather, I need to be better about recognizing when these drives override my ability to say no when there are too many demands on my time. I am not always good at saying no. My drive to achieve goals and my strong sense of responsibility for things contribute to this. I would like to focus on setting achievable goals and setting clear boundaries that are best for me and my wellbeing. I want to always demonstrate good boundaries. I want to learn to recognize that I do not have to set myself on fire to keep others warm so to speak. I want to embody and model my value of wholeness through self-care.
The most productive people I have known are good at prioritizing and setting boundaries. This enables them to focus on the things and projects that matter the most to them. They accomplish more and feel better about themselves because they act in congruence with their values. To always make choices that are congruent with my priorities and values is important to me, and sometimes saying no is necessary. I want to learn not to let my sense of responsibility and constant drive to achieve influence my choices when it comes to focusing on my priorities. I want to be better about learning when to say no rather than always saying yes.
NURA 6053 Discussion Your Leadership Profile References
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
Gallup. (November 27, 2019). Darcy ruffo. Your signature theme report [Report]. Clifton Strengths, 63012165 (DARCY RUFFO).
Suratno, K., Ariyanti, S., & Kadar, K. S. (2018). The Relationship between Transformational Leadership and Quality of Nursing Work Life in Hospital. International Journal of Caring Sciences, 11(3), 1416–1422.
Bottom of Form
Healthcare is a people business with leadership that brings everyone together, creating an environment bringing all the various skill sets together to drive the organization forward. Within the healthcare industry, leaders are expected to play a significant role in the decision-making process. With access to data, the financial gain can be used to provide training and support employees’ development, which will safeguard against external setbacks (Duggan et al., 2015).
Best leaders are people who know what they are doing. They see things that need change and act with focus, energy, and direction (Walden University 2014). This discussion on evaluating one’s leadership skills and behaviors allowed me to complete Gallup’s Strengths Finder assessment and discover my top five themes Responsibility, Learner, Achiever, Belief, and Arranger (Rath 2017). The results reflect my personality and prompt me to leverage my talents for success. People need to recognize their skills, and personal assessments can be instrumental in reflecting on what is important to them to meet their leadership skills and feel accomplished.
Core values, Strengths, and characteristics
Belief and Arranger talents for strength are essential to excellence. Being happy with a good team getting my energy from my sense of mission and purpose, listening closely to hear others’ values connecting with people by beliefs, I can offer my natural insight into organization and arrangements to keep a group project moving towards its goal. Possessing the Responsible trait, I would need to strengthen this in my leadership role as I could take on more than I can handle; I must learn to manage this talent by deciding what I must stop doing if I take on a new responsibility. Also, being a learner indicates my love for learning and that the outcome may not matter to me, which could result in unfinished projects. However, having Achiever as a trait is reassuring that my learner trait can make me more productive and purposeful. It explains how I feel fulfilled by meeting my daily goals and bringing meaning to life. Gallup (n.d.) suggests defining my beliefs in more positive ways focusing on what I am for rather than what I am against, will help me be perceived positively, so I would like to brush up on being focused and be an influencer which is essential to influence others within the team to make my talents productive and purposeful. However, the main principle of leadership remains to influence people to accomplish goals through vision, communication, and motivation with values of honesty, loyalty, and fairness (Ghorbani et al., 2023).
Conclusion
Self-reflecting tools are essential to understand one’s skills in collecting qualitative and quantitative information on one’s leadership styles. Broom & Marshall (2021) summarize how self-motivated individuals can make decisions to accomplish set goals. Every individual is different. We, as nurse leaders, learn how to be transformational leaders making changes to healthcare in the future and for generations to come (Broome & Marshall, 2021). Furthermore, evidence-based decision-making incorporates the best available research evidence, the healthcare professional’s experience, and the need and preference of the community (Duggan et al., 2015).
References
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
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
Links to an external site.(1). doi:10.1186/s12913-015-0891-3. https://bmchealthservres.biomedcentral.com/articles/10.1186/s12913-015-0891-3
Ghorbani, A., Mohammadi, N., Rooddehghan, Z., Bakhshi, F., & Nasrabadi, A. N. (2023). Transformational leadership in the development of transformative education in nursing: a qualitative study. BMC Nursing, 22(1), 1–10.
https://doi.org/10.1186/s12912-022-01154-zLinks to an external site.
Rath, T. (2007). Strengths Finder 2.0 – with Access Code.
Walden University, LLC (Producer) (2014). Leadership
. Baltimore, MD: Author.
NURA 6053 Discussion Your Leadership Profile Grading Rubric Guidelines DQ
| Performance Category | 10 | 9 | 8 | 4 | 0 |
| Scholarliness
Demonstrates achievement of scholarly inquiry for professional and academic decisions. |
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| Performance Category | 10 | 9 | 8 | 4 | 0 |
| Application of Course Knowledge –
Demonstrate the ability to analyze, synthesize, and/or apply principles and concepts learned in the course lesson and outside readings and relate them to real-life professional situations |
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| Performance Category | 5 | 4 | 3 | 2 | 0 |
| Interactive Dialogue
Replies to each graded thread topic posted by the course instructor, by Wednesday, 11:59 p.m. MT, of each week, and posts a minimum of two times in each graded thread, on separate days. (5 points possible per graded thread) |
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Summarizes what was learned from the lesson, readings, and other student posts for the week. |
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| Minus 1 Point | Minus 2 Point | Minus 3 Point | Minus 4 Point | Minus 5 Point | |
| Grammar, Syntax, APA
Note: if there are only a few errors in these criteria, please note this for the student in as an area for improvement. If the student does not make the needed corrections in upcoming weeks, then points should be deducted. Points deducted for improper grammar, syntax and APA style of writing. The source of information is the APA Manual 6th Edition |
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| 0 points lost | -5 points lost | ||||
| Total Participation Requirements
per discussion thread |
The student answers the threaded discussion question or topic on one day and posts a second response on another day. | The student does not meet the minimum requirement of two postings on two different days | |||
| Early Participation Requirement
per discussion thread |
The student must provide a substantive answer to the graded discussion question(s) or topic(s), posted by the course instructor (not a response to a peer), by Wednesday, 11:59 p.m. MT of each week. | The student does not meet the requirement of a substantive response to the stated question or topic by Wednesday at 11:59 pm MT. |