Assignment: Personal Leadership Philosophies

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Assignment: 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. Assignment: Personal Leadership Philosophies

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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.

· Download your Signature Theme Report to submit for this Assignment.

The Assignment (2-3 pages):

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.Assignment: Personal Leadership Philosophies

· Note: Be sure to attach your Signature Theme Report to your Assignment submission.

Reading requirements

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)

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). doi:10.1186/s12913-015-0891-3. Retrieved from https://bmchealthservres.biomedcentral.com/articles/10.1186/s12913-015-0891-3

Resources for the StrengthsFinder Assessment Tool

Rath, T. (2007). Strengths Finder 2.0 – with Access Code.

Purchase the access code from the Walden bookstore. Then follow the instructions in the document “How to Access the Strengths Finder 2.0.

Document: How to Access Strengths Finder 2.0 (PDF)

 

Required Media

Laureate Education (Producer). (2014). Leadership [Video file]. Baltimore, MD: Author.

Rubric

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.

· Analysis of your CliftonStrengths Assessment summarizing the results of your profile.

· A description of two key behaviors 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.

Written Expression and Formatting – Paragraph Development and Organization:

Paragraphs make clear points that support well-developed ideas, flow logically, and demonstrate continuity of ideas. Sentences are carefully focused—neither long and rambling nor short and lacking substance. A clear and comprehensive purpose statement and introduction is provided which delineates all required criteria.

Written Expression and Formatting – English writing standards: Assignment: Personal Leadership Philosophies

Correct grammar, mechanics, and proper punctuation

Written Expression and Formatting – The paper follows correct APA format for title page, headings, font, spacing, margins, indentations, page numbers, parenthetical/in-text citations, and reference list.

 

WK7 Due 4/13/2021 remember: all discussions & assignments from wk7-wk9 are interrelated, thank you.

Discussion: Workplace Environment Assessment

How healthy is your workplace?

You may think your current organization operates seamlessly, or you may feel it has many issues. You may experience or even observe things that give you pause. Yet, much as you wouldn’t try to determine the health of a patient through mere observation, you should not attempt to gauge the health of your work environment based on observation and opinion. Often, there are issues you perceive as problems that others do not; similarly, issues may run much deeper than leadership recognizes.

There are many factors and measures that may impact organizational health. Among these is civility. While an organization can institute policies designed to promote such things as civility, how can it be sure these are managed effectively? In this Discussion, you will examine the use of tools in measuring workplace civility.

To Prepare:

  • Review the Resources and      examine the Clark Healthy Workplace Inventory, found on page 20 of Clark      (2015).
  • Review and complete the Work      Environment Assessment Template in the Resources.

Post a brief description of the results of your Work Environment Assessment. Based on the results, how civil is your workplace? Explain why your workplace is or is not civil. Then, describe a situation where you have experienced incivility in the workplace. How was this addressed? Be specific and provide examples.

Will post resources at the end of WK9 and I have attached the assessment template with this assignment, thank you. Assignment: Personal Leadership Philosophies

Student 1

RE: Discussion – Week 7

COLLAPSE

Top of Form

Main Post

Good morning class,

My workplace scored a 58 on the Clark Healthy Workplace Inventory. A score of 58 places my place of employment at an unhealthy level (Clark, 2015). Honestly, I am not surprised by this at all. We have a huge turnover rate at the facility. In fact, we just had two employees on two different days completely walk out of the job, one nurse and a case manager. This is not a new action seen in the facility, just a couple of months ago four therapists and a nurse practitioner quit within the same month. We do however have a certain group of nursing staff that is absolutely amazing and very dependable.

Incivility is a disrespectful action that results in adverse effects on the victim (Schneider, 2016). Incivility produces a negative work environment and poor morale among staff members. Uncivil actions often create a hostile work environment. Barriers need to be in place to prevent situations like this from occurring within the organization (Broome & Marshall, 2021).

For the past few months I have been dealing with an incivility issue at my workplace. I work four days a week on your most acute inpatient psychiatric unit and there are two other nurses that work when I am not there. They recently began talking to all other staff about me saying horrible things. I was told by multiple staff that this was going on. They began trying to get me in trouble for very small things, like what kind of music I let my patients listen to or that I give out too much coffee to patients. All things that do not go against any of the hospitals’ policies or procedures. The two nurses got to the point of bullying me, even though I have never actually worked with either of them. I got to my breaking point, went to my manager, and told her we had to have a meeting (all of the staff together), or I would be looking for a new job. We had the meeting two days later. In the meeting, the manager and CNO were there. Needless to say, many of their “complaints” about me were stopped by management immediately. This was one of the last few days I was at work before going on vacation, so I will see when I go back if the meeting makes a difference in their actions and words towards me.  Assignment: Personal Leadership Philosophies

References

Broome, M., & Marshall, E. S. (2021).  Creating and shaping the organizational environment and

culture to support practice excellence.  Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). pp. 237–272. New York, NY: Springer.

Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering civility in nursing education and practice. JONA: The Journal of Nursing Administration, 41(7/8), 324–330. https://doi.org/10.1097/nna.0b013e31822509c4

Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18-23. Retrieved from https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf

Schneider, M. A. (2016). Lateral violence. Nursing, 46(6), 17–19. https://doi.org/10.1097/01.nurse.0000482881.38607.87 Assignment: Personal Leadership Philosophies