Discussion 2: Your Leadership Profile Week 5 NURS 6053

Discussion 2: Your Leadership Profile Week 5 NURS 6053

Please follow the instructions below to complete this work . I will attach the assignment instructions, the course reading and a copy of my strength finder as files.

Discussion 2: Your Leadership Profile

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.

To Prepare for Discussion 2: Your Leadership Profile Week 5 NURS 6053:

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. NOTE: Please keep your report. You will need your results for future courses.

Leadership Profile Sample Discussion

Numerous studies have identified holistic nurse leader’s characteristics and examine the ways through which nurse leaders can cultivate these characteristics (Christensen, Wilson & Edelman, 2018). As a leader, I could continue to develop my leadership qualities if I was able to recognize and strengthen my abilities. This week’s StrengthsFinder assessment revealed five themes that potentially define my leadership qualities as a leader. From the assessment, the five themes that emerge include individualization, responsibility, developer, arranger, and connectedness. In the facility’s emergency department, I carry the role of a clinical educator, and although the job may not be considered a leadership position, it is essential to recognize my abilities as an informal departmental leader. From the five themes, I would like to develop two leadership traits, namely connectedness and responsibility. Connectedness is vital because it provides the basis of faith that there is a link to everything and every situation. A leader with this strength believes there are only a few coincidences and that every event has a meaning (Gallup, 2019). By nurturing this strength, I could help individuals realize that teamwork and group efforts are essential in accomplishing tasks, a significant goal in a busy emergency department. On the other hand, responsibility is a personal leadership trait that makes me liable to take psychological ownership, whether small or large, or emergent situations. This builds a sense of commitment to serving other nurses and the patient’s body without having any excuses or rationalizations. Nursing requires core values that form the standard components in all clinical and educational nursing settings. The core values guide and motivate professional behaviors of nurses in their respective work areas. Pidgeon (2017), for instance, has enumerated various leadership core values and two that I would like to strengthen, namely the capacity to accept discrepancies in opinions and a commitment towards a caring-based leadership approach. The two core values will strongly influence the developer and arranger themes identified in the strength assessment report discussed. I believe that leaders are made and not born. Leadership is a learning process that a person acquires over time. I can be a leader by personal experience or simply by borrowing, through emulation, of leadership qualities and skills from other leaders. Ideally, one can achieve this when operating within an organizational culture that supports learning and orientation (Duggan et al., 2015). A good leader promotes the productivity of their team. On the same note, I would like to develop a leadership philosophy based on individualization and adaptability. Individualization as a theme and a personal leadership philosophy allows a leader to be intrigued by each person’s unique qualities. As an educator, I tend to see learners as a group of individuals with distinct traits. Consequently, I must pay more attention to their individual skills, attitudes, and interests to draw out their uniqueness and bring out their highest potential. On the other hand, adaptability is not viewing the future as a fixed destination but creating choices. In the emergency department, nurses must adapt to the department’s stressful situations. Showing my clinical staff that I can be adaptable to our unit’s various stressors as a role model could help them feel that they have a supportive leader. Adaptive leadership, as a component of transformational leadership, is a trait that one needs to cultivate because even stable situations can become unstable when challenges emerge (Broome & Marshall, 2021). That said, I believe that leadership is a mindset that a person develops as they grow in their career or line of work. Good leaders always try to strengthen their leadership qualities while working on the weak points. Nurse leaders should create an image that is easy to understand by the other nurses and be ready to inspire others to continue developing within their respective areas of service or levels pf leadership. Having taken the StrengthsFinder test, I now understand the importance of such assessments as through it I was able to understand my leadership strengths and weaknesses, and how I can better improve on the identified weaknesses.

Reference

Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer. Christensen, S. S., Wilson, B. L., & Edelman, L. S. (2018). Can I relate? A review and guide for nurse managers in leading generations. Journal of Nursing Management, 26(6), 689–695. doi:10.1111/jonm.12601 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), 1-9. Gallup. (2019). Clifton StrengthsFinder 2.0. Retrieved from https://walden.gallup.com Pidgeon, K. (2017). The Keys for Success: Leadership Core Competencies. Journal of Trauma Nursing, 25(6), 338-341. doi: 10.1097/JTN.0000000000000322

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• Reflect on the results of your Assessment, and consider how the results relate to your leadership traits.

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. Discussion 2: Your Leadership Profile Week 5 Nursings 6053 By Day 3 of Week 5 of Discussion 2: Your Leadership Profile Week 5 Nursings 6053 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.