Personal Leadership Assessment
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Understanding one’s leadership traits is a significant step in the nursing career as it helps identify our strengths, weaknesses, and the way we observe and process information. A good leader guides individuals, colleagues, and the institute efficiently to achieve strategic and organizational goals (Bender, 2016). Fortunately, understanding personal leadership traits is crucial since, like any other skill, they can be improved with time and practice. Multiple tests can help identify their personality, strengths, and traits, such as the Strength Finder, DISC profile, Myers Briggs Type Indicator, and Wealth Dynamics profile. This essay will focus on my personality results from the Strengths Finder assessment instrument to break down the assessment concerning my leadership traits, which indicate that my strengths are in relationship building.
The salient relationship-building traits include connectedness, context, include developer, and individualization. The CiftonStrength of connectedness is a valuable trait in human life. It shows one’s position on the way they value relations, respect, and freedom from exploitation. Most people value relationships as they bring them pride, love, comfort, trust in people, a feeling of belonging, and most importantly, to help achieve some set goals in a work context. The strength of context capitalizes on the ability to use past concepts to understand where something has come from, how different it is from the present, and how both information can be used in decision-making and planning. In nursing, this trait is functional as most aspects are an advancement of the previous versions to seek quality and efficiency. I consider this important, same as consulting.
The third strength from my CliftonStrength is being an includer. I subscribe to this concept because I believe there is power in teamwork, especially in patient care. Embracing diversity in healthcare helps achieve valuable goals such as culture-care and multidisciplinary care by capitalizing on each player’s strengths. The other strength to consider is being a developer. As a leader, one has to find joy in appreciating and improving others since that is how the team becomes more robust and efficient (Bender, 2016). It is human nature to love attention and the need to feel valued as it adds meaning to life. Considering nursing can be depressing at times, a leader who develops colleagues helps them grow personally and professionally. The last of the top five strengths that seals the above traits is acknowledging the importance of individualization. Each individual is unique, and as a leader, it is wrong to treat them generally as a group since each has unique interests, talents, work styles, varying moods, and how they are praised (Sanner-Stiehr & Reynolds 2017). As a leader getting to know each member of your team personally helps develop a streamlined workflow that relies on each member’s strength.
The results are quite significant to my leadership traits as a transformational leader. A transformational leader relies on the strengths of their team members in taking responsibility to perform beyond expectation. The leader has to mobilize, motivate, inspire, and understand colleagues’ wellbeing through excellent rapport to achieve the desired results (Fischer, 2016). The current healthcare scene is so dynamic with rising patient acuity, nurse staffing shortages, increased diversity, complex technologies, advanced research, and such; it can be challenging for most nurses. It takes a leader to improve the environment around the clinical settings to meet staff and patients’ expectations. Providing a quality working environment is linked to patient and nurse satisfaction. Therefore one needs to understand their leadership strengths and weaknesses and how to capitalize on one while improving the other.
References
Bender, M. (2016). Conceptualizing clinical nurse leader practice: an interpretive synthesis. Journal of Nursing Management, 24(1), E23-E31.
Fischer, S. A. (2016). Transformational leadership in nursing: a concept analysis. Journal of advanced nursing, 72(11), 2644-2653.
Sanner-Stiehr, E., & Reynolds Kueny, C. (2017). From the top-down: Transformational leadership considerations for health care organizations.
Personal Leadership Assessment
Question
To Prepare:
Complete the StrengthsFinder assessment instrument, per the instructions found in this Module’s Learning Resources.
Once you have completed your assessment, you will receive your “Top 5 Signature Themes of Talent” on your screen
• 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.
References
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
• Chapter 1, “Frameworks for Becoming a Transformational Leader” (pp. 2–19 ONLY)
• Chapter 6, “Shaping Your Own Leadership Journey” (pp. 182-211)
Implementing administrative evidence based practices: lessons from the field in six local health departments across the United States
• Kathleen Duggan,
• Kristelle Aisaka,
• Rachel G. Tabak,
• Carson Smith,
• Paul Erwin &
• Ross C. Brownson
BMC Health Services Research volume 15, Article number: 221 (2015) Cite this article
• Metrics
https://bmchealthservres.biomedcentral.com/articles/10.1186/s12913-015-0891-3
Personal Leadership Assessment