- NURS6053 – IO003 Leadership
Student Name
Walden University
NURS6053 – IO003
Prof. Name
Submission Date
Strengths Finder Assessment
StrengthsFinder Assessment can aid in recognizing and finding the talents of a person. It assumes that if he or she were to depend on his or her strengths, then he/she could be much more productive and effective in his or her career as compared to him/she trying to eliminate his or her shortcomings. This, in the light of the personal leadership philosophy, translates to making use of the inborn leadership attributes in the person.
A biosourced and impactful leadership is based on the personal mindfulness of a leader or the self-knowledge followed by conscious leadership that is led based on self-knowledge (Day et al., 2021). This paper aims to come up with a leadership philosophy that rests on values and also gives the vision and mission statement of the author. It will also determine leadership behaviours and attitudes towards the proposed vision and mission statement.
Description of Core Values
The system of personal beliefs that defines the integrity of the leader and actions in the sphere of leadership and life in general is called leadership values. Primary emphasis is on integrity, where they strive for issues like telling the truth, high standards of ethics, and building trust with the people with whom they are collaborating in teams. Valuing diversity and developing a diversity culture should be emphasized in optimizing teamwork and recognition of individuals within the team (Chen & Sriphon, 2022). Vision is also another desirable quality as it assists the leaders in setting the paths and motivating the people to work as a unit towards achieving the desired goals.
Priority should also be accorded to responsibility because managers who take responsibility for their actions make sure that their company learns from what they achieve and what they fail to achieve. Compassion is an absolute necessity since the leader needs to learn how to appreciate and meet the needs and feelings of the subordinates in order to create a nurturing and compassionate organizational culture (Ford et al., 2020). Courage facilitates the ability of leaders to come up with difficult decisions, while on the other hand, humility opens the leaders to criticism, learning, and recognizing that they are strong in some areas but weak in others.
The other crucial element is also the communication and effective collaboration to shape a robust and transparent organizational culture (Brown et al., 2021). This set of values, when put together, in turn reflects on the leader to himself or herself, to the team, and the organization, in terms of how he or she will treat individuals and teams, decision making, and performance of the team.
Personal Mission/Vision Statement
As a leader, I want to make people excel and create a culture of honesty, professionalism, teamwork, and innovation. My vision focuses on the ability to empower people in order to bring positive change, which is sustainable and in line with organizational values and mission. In my leadership, integrity, thoughtfulness, and continuous improvement are key in my leadership approach.
Analysis of StrengthsFinder Assessment
In interpreting the outcomes of the StrengthsFinder Assessment, I formulated the leadership strengths that set me apart. Abilities such as strategicness, go-getters, futurers highlights my ability to have the heart to be ambitious, plan in advance, and lay out the long-term ramifications. These qualities come in handy when it comes to determining strategy skills and developing clarity of purpose and vision on behalf of people in order to execute the forward-thinking strategy. Awareness of these strengths helps me to have a better perception of how I do things, how I perceive things, and how I relate with people.
But I do realize that these competencies are a source of some problems. As an illustration, either excessive thinking of the future can lead to the existence of emphasis on the present concerns. To tackle this, I shall put measures in place that will help me cover both the present and the future. In handling both, I should ensure I am more alert. Naturally, I also need to present my shortcomings. Being aware of the possible weaknesses will assist me in rectifying them with the transformational leadership style and enhance my leadership style.
It focuses on the development of personality, the encouragement of people, and creating a vision (Al Harbi, Al Ghanim, & Almoalim, 2019). Overall, the analysis of the findings of the StrengthsFinder Assessment can be applied to the understanding of the leadership approach in general. It will help me to be able to maximise the opportunities to effectively do so when taking care of the difficulties, and will make me a better leader, and will give me a balanced perspective towards leadership.
Description of Leadership Behaviors
Based upon my StrengthsFinder Assessment and the subsequent analysis, there were two leadership behaviours that were identified for improvement.
Active Listening: Just as with strengths, it is essential to state that, in what the findings of the assessment show, I have to work on my active listening skills. To this end, I have to be more conscious of becoming involved with the team members at a more profound level by trying to put myself in their shoes and appreciate their inputs. Paraphrasing, posing questions, and getting on track with any conversations will go a long way in the success. By ensuring that healthy listening is encouraged within a group, I will be in a better position to put the group members in a more favorable position to act collectively and competently towards each other, hence creating a higher level of trust on the team (Jones et al., 2019).
Effective Delegation: My strength, Achiever, can turn out to be a weakness since I tend to get involved personally in taking all the tasks and fail to delegate them. In that respect, to cure this type of behavior, it is important to know the strengths that members of a team have, what kind of tasks best fit each specific capability, and to ensure that the worker has everything he or she needs to perform that specific job effectively. Not only will sharing more responsibilities offer growth to the team members, but it will also enhance the productivity of the members of the group. This shift away from an individualistic type of leadership to a delegation style fits the objective of creating a well-rounded, effective style of leadership (Ugoani, 2020).
Development Plan for Improving Leadership Behavior
Development Plan for Active Listening: In a bid to improve active listening, I will embark on enrolling in communication seminars, which will assist me in practicing reflective listening and questioning. These seminars will equip me with practical skills on how to solve practical problems so that I can be a better team member when addressing team members. Additionally, I will establish a normative follow-up pattern with my colleagues and peers to communicate on my listening habits and listening strategies in divergent situations that would inform me on specific areas that require some improvements.
Besides these attempts, I will be taking transformational leadership courses where active listening is also a component of individual consideration (Broome et al., 2017b). Furthermore, I will undertake mindfulness to meditate and practice deep breathing as part of my timetable. Such strategies will also help me possess a superior and more productive attitude to communications to enhance collaboration (Decker et al., 2019).
Development Plan for Effective Delegation: In the case of enhancing delegation skills, I will ask my leadership coach for assistance, avail organizational resources, and finally, work with professional certified officers (Vlachopoulos, 2021). This plan identifies the plans on how to apply the theories that motivate and involve the team members without adopting the principles of transformational leadership, which involve individual consideration and intellectual stimulation (Broome et al., 2017c). Leadership coaching will perfect the ability to delegate effectively. Moreover, I will employ such tools as Trello or Asana, i.e., to assign individuals appropriately, keep track of performance, and address accountability (Crum & Nuñez, 2023).
To widen my understanding of the matter, I will discover details surrounding case studies and the advantages and disadvantages of delegation measures, according to the data in the available literature on leadership. The plans entail training, practical tools, and learning that will effectively enrich these two skills- active listening and delegation, in a well-developed plan. This strategy will assist with transforming a leader into a better person (in general) and consequently boost the overall communication, cooperation, and performance of the team.
Plan for Achieving Personal Mission/Vision
To achieve my mission and vision, I will set up personal development programs unique to the organisational members that will assist me in shaping an innovative organisational culture with the organisational members. Under these programs will be involved gadgets such as inspirational books and computer-based courses that would carry with them the individual inspirational power meant to aid in personal progress and achievement. Besides, I will create an organizational culture for innovation by conducting seminars that will enforce creativity and use ideas that foster creative approaches in solving problems within the team (Caccamo, 2020).
Diversity and inclusion training should be included in my vision, so I will kick-start the idea among the employees to ensure that all of us are listened to within the organization. These initiatives will be supported by diversity and inclusion work to enable the creation of inclusion in the team (Carter et al., 2020). I will also conduct visioning sessions, whereby the team members are to foresee the entire organization’s goals and objectives in order to make sure that the team goals are related to the overall organizational goals. It will be facilitated by creating and implementing the administrative evidence-based practices, which can be considered organizational values, implementing the data-based decision making in order to achieve continuous improvement and strategic development (Duggan et al., 2015).
Taking the challenges as the development opportunities, I will prepare problem-solving seminars to enhance the problem-solving capabilities and critical thinking of the team (Ahmady and Shahbazi, 2020). The subsequent leadership seminars will be attended, and the principles of simple leadership courses will outline my general approach, alongside the assistance of leadership advisors like Simon Sinek, to determine effective leadership (Ruben, 2023). The development programmes will equally be the key emphasis since they will be used to assist in changing the members of the team into future leaders.
As a transformational leader, I will be able to assist the expert team members to become transformational leaders by encouraging the development of mentorship (Broome et al., 2017a). Additionally, the capabilities that will be enhanced using the graduate-level and leadership-level emotional intelligence training will be: self-awareness, self- and other-oriented empathy, and personal and professional development. This holistic approach encompasses various approaches and methods that are carefully researched and selected to transform my leadership towards positive change, relevance to my vision, mission, and overall effectiveness.
Conclusion
The present paper was dedicated to the formulation of leadership philosophy founded on the main organisational values, the statement of the leadership vision and mission, and the identification of the leadership behaviours and approaches that should be employed to achieve the described vision and mission. The StrengthsFinder Assessment was also integrated, which has had an in-depth discussion on strengths and their influence on leadership.
Also, the paper found the leadership development opportunities and outlined the development proposals to improve the leadership practices, such as listening and delegating. Such plans with particular activities and long-term learning efforts will boost leadership outcomes and mutual practices in relation to the general mission and vision.
References
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