Discussion – Week 5
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:
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.
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.
Click on the Reply button below to reveal the textbox for entering your message. Then click on the Submit button to post your message.
5 months ago
Andruw Cain
RE: Discussion – Week 5- Initial Post
While in college, I was involved in multiple associations and help leadership roles, and I have done the StrengthsFinder assessment many times. The “signature themes report presents your five most dominant themes of talent” (Rath, 2007). My top five were: Learner, Achiever, Belief, Includer, and Restorative. I believe the results of this assessment display accurate results to the themes I find to be true to myself. It did not surprise me that Learner was ranked number one on my list because I have “always been drawn to the process of learning” (Rath, 2007). I am a true believer that knowledge is power. I left the emergency room since there were not as many educational opportunities that were offered to help me grow as the CVICU (cardiovascular intensive care unit) offered. After not even a year of being there, I have managed to be checked off on multiple devices such as CRRT (Continuous Renal Replacement Therapy), ECMO (Extracorporeal membrane oxygenation), Impella, Intra-Aortic Balloon Pump, etc. It is satisfying for me to push myself to learn new things, and I always think, “what is the next skill to tackle?” One core value that learners hold is that they are more excited about the learning journey than the outcome.
The Achiever was second on my list, which goes hand in hand with Learner. The Achiever is said to have “an internal fire burning inside you [and] it pushes you to do more, to achieve more” (Rath, 2007). However, it mentions that achievers need a tangible achievement to feel satisfied, and I am afraid I must disagree with this statement. In nursing, there is not always a tangible achievement at the end of the day, nor is it the reason I went into nursing. I have an internal gratification that satisfies me after achieving my next goal. For example, if patient cardiac arrests and we cannot bring them back, I do not feel like I am an Achiever. However, the conversation with the family made me feel like I had achieved my goal of doing everything possible to save the patient. The Achiever inside of me keeps me going day to day, even on those days when you are not motivated. The Achiever holds motivation as one of their core values to help themselves and others keep pushing.
Based on the results of my StrengthsFinder assessment, I would like to strengthen two characteristics: my sense of judgment and detachment. I tend to judge people based on their work, which is not always the best representation of someone’s character. For example, I was called into a room to assess a less responsive patient and found that the patient had ipsilateral pupil dilation. After questioning the nurse about when this change was found, she stated that she noticed the pupil change hours ago. At that moment, I immediately judged her nursing skills as inadequate, but then I remembered that she had only had experience working in the CVICU, and my experience was different because of my background. Healthcare leadership brings different skill sets together to take care of a patient. (Walden University, 2014). It is so quick to judge someone, and it has been a personal goal I have been working on.
Regarding detachment, I always find myself involved in emergent situations in the unit. I received feedback from a colleague once that sometimes it would be nice to step back and allow others to intervene. I did not take this personally because she was right; how can others work on their critical thinking skills if I answer/do things right away. Allowing the new graduate nurses to learn from experienced nurses “allows them to move into the practice arena with assistance” (Aiken, 2015). Since this feedback was given, I have tried to step back and teach others what to do rather than doing things myself.
References
Aiken, Linda. (2015). Lessons in Leadership. YouTube. June 23, 2022, https://www.youtube.com/watch?v=dL6DH8iOQOM&list=PLopRJPO6GaifsYPGP_jcWXZzU10H3AaX7&index=8.
Rath, T. (2007). Strengths Finder 2.0
Walden University, LLC. (Producer). (2014). Leadership [Video file]. Baltimore, MD: Author.
5 months ago
Rosemary Mc Williams Haggins WALDEN INSTRUCTOR MANAGER
RE: Discussion – Week 5- Initial Post
Excellent Andruw! Thank you for sharing the results of the StrengthFinders assessment! Based on your assessment, you identified you would like to improve two characteristics. The characteristics which you would like to improve are judgement and detachment! Additionally, you offered examples which support your desire to improve these characteristics! As you consider these two characteristics, what action steps will be engaged in order to access the mentoring, education and skill building opportunities to achieve strengthening these characteristics? Thank you again!
Dr. Rosemary Haggins
Part-time Faculty
Walden University
College of Health Sciences
MSN, Leadership and Management
155 Fifth Avenue South, Suite 100
Minneapolis, Minnesota 55401
310-569-0429 (Cell)
5 months ago
Andruw Cain
RE: Discussion – Week 5- Instructor Reply
Thank you Dr. Haggins. There are several avenues that I have thought about in to assess the mentoring, education and skill building opportunities to achieve strengthening my charactersitics as stated above. In order to maintain a nonjudgemental mindset, I have to be more observant and mindful of my surroundings. There is an “importance of observation and the role of openness to experience in self-leadership and mindfulness” (urtner, Tutzer, & Sachse, 2018). As I mentioned above, sometimes understanding somones background my better explain the reasoning they act/do things. As far as detachment, I took a leadership/preceptor class offered at my hosptial facility that proposed some good tools to help detach. Going back to being more observant, “watching for indications that your preceptees are to diengage”, is an important assessment to make (Swihart, 2014). One example of this that I can use as a resource is by seeing that my coworkers can “apply past clinical experinces to current ones” (Swihart, 2014). It is a process and i do not think I could do this assessment alone. Therefore, taking these leadership assessment allows self-reflection to areas I can improve on as a leader. Thank you again.
References
Furtner, M. R., Tutzer, L., & Sachse, P. (2018). The mindful self-leader: Investigating the relationships between self-leadership and mindfulness. Social Behavior and Personality: an international journal, 46(3), 353-360.
Swihart, D. (2014). The Effective Preceptor Handbook for Nurses: The pocket companion for effective preceptors. HCPro.
5 months ago
Rosemary Mc Williams Haggins WALDEN INSTRUCTOR MANAGER
RE: Discussion – Week 5- Instructor Reply
Excellent Andruw! Thank you for providing an evidence-based response to my question!
Best!
Dr. Rosemary Haggins
Part-time Faculty
Walden University
College of Health Sciences
MSN, Leadership and Management
155 Fifth Avenue South, Suite 100
Minneapolis, Minnesota 55401
5 months ago
Andruw Cain
RE: Discussion – Week 5- Instructor Reply
GallupReport, Cain.pdf (85.531 KB)
5 months ago
Courtney Whitaker
Discussion Post Reply #1 – Week 5
Hello Andruw,
I believe that everyone has at least one quality of a leader. Discovering your strengths can lead to personal and professional development. Cope & Murray (2017) write that understanding your leadership style can also facilitate working with others of a different type. You stated that Includer and Restorative were two strengths you discovered by taking the StrengthFinders assessment. Includers make people feel included (Rath, 2007). I believe you could strengthen your ability to include others with your love for learning. You can be a mentor for new nurses. For example, when you learn something new, you can share the information with your colleagues. Sharing information can be an opportunity to include others in things you are passionate about and inspire a new interest. Broome & Murray (2017) states that transformational leaders inspire others.
Rath (2007) writes that Restorative people are problem solvers. Your love for learning allows you to be proactive when you discover that there is a better way you learned—using this skill to discuss with current leadership innovative ways to reduce incidents like the one you described with the nurse that did not recognize a reportable decline in her patient. Your knowledge, experience, and love for learning go hand in hand with problem-solving and could prove an asset to your facility and your colleagues. Nurses use their voices to improve outcomes (Karam, 2021).
References
Broome, M., & Marshall, E. S. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.). New York, NY: Springer.
Cope, V., & Murray, M. (2017). Leadership styles in nursing. Nursing Standard (2014+), 31(43), 61. https://doi.org/10.7748/ns.2017.e10836
Karam, S. (2021). Finding Your voice: Nursing leadership Has space for you and your goals. ONS Voice, 38(5), 12–16.
Rath, T. (2007). Strengths Finder 2.0. Gallups Press.
5 months ago
Ginger Spencer
RE: Discussion – Week 5- Initial Post
Hi Andruw,
Excellent work. In association with the results of the StrengthFinder assessment, you indicated that two characteristics you would like to improve on are your sense of judgment and detachment. A leader’s most fundamental role is making proper judgments along with the ability to make well-informed, wise decisions that generate the desired outcomes. Many things and situations in life depend on proper judgment. As humans, we often find ourselves in different situations with no right or wrong answers. The ability to cope in such cases comes down to an aspect of judgment. The tendency to judge people based on their performance could be the main factor hindering your ability to uphold positive relationships with your colleagues in the professional context. I also find myself doing the same thing as you stated. One of the crucial drivers in exercising proper judgment is reflecting on one’s own set of values, a set of firmly held beliefs and views of what is suitable, right, and sound (Broome & Marshall, 2020). I consider having a better understanding of your values: those that guide you towards pursuing collective interests and those that guide you towards functioning to pursue your interests as essential in improving your sense of judgment.
Another characteristic that identified you would like to strengthen is the sense of detachment. I view detachment as challenging for individuals to attain and harder for leaders. Professional detachment denotes mastering approaches that assist a leader in distancing themselves from some roles by delegating other duties to other employees (Gottlieb, Gottlieb, & Bitzas, 2021). Detaching yourself from some general functions will allow other employees to enhance their creativity, problem-solving, and critical-thinking skills, thus allowing for their professional development.
Ginger
References
Broome, M. E., & Marshall, E. (Eds.). (2020). Transformational leadership in nursing. Springer Publishing Company. https://doi.org/10.1891/9780826135056
Gottlieb, L. N., Gottlieb, B., & Bitzas, V. (2021). Creating empowering conditions for nurses with workplace autonomy and agency: how healthcare leaders could be guided by strengths-based nursing and healthcare leadership (SBNH-L). Journal of Healthcare Leadership, 13, 169. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8326221/
5 months ago
Ifeanacho Orajaka
RE: Discussion – Week 5- Initial Post
Good morning, Andruw,
I enjoyed reading your discussion post. Reflecting on one’s strengths and core values is essential to being a leader. Leaders need always to be constantly evaluating their leadership behaviors and skills. According to Marshall and Broome (2017), as nurses progress through their careers and seek leadership roles, they must reflect upon their skills, weaknesses, and strengths. When leaders identify these characteristics, they can work toward becoming a leader everyone values. Leaders must be part of significant decision-making in healthcare facilities, encompassing values, strengths, and expectations (Duggan, Aisaka, & Tabak, 2015). Your discussion post stated that one of your signature themes is that you are an achiever. People who fall into this category are goal orientated and fulfilled whenever they accomplish their daily goals. Excellent discussion post, and thank you for sharing your strengths.
References
Duggan, K., Aisaka, K., & Tabak, R. G. (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. Retrieved from
https://bmchealthservres.biomedcentral.com/track/pdf/10.1186/s12913-015-0891-3.
Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert
clinician to influential leader (2nd ed.). New York, NY: Springer.
5 months ago
Rosemary Mc Williams Haggins WALDEN INSTRUCTOR MANAGER
RE: Discussion – Week 5- Initial Post
Great insight! Thank you!
Dr. Haggins
5 months ago
Rose Victor
RE: Discussion – Week 5- Initial Post
Hello Andruw,
I agree with you that every person has at least one quality of a leader, and strength discovery can lead to professional and personal development. I also agree with you that understanding your leadership style will enable many leaders to work with others comfortably. In my view, leaders should have many leadership qualities to run the organizations and institutions they work for (Turaga,2017). I concur with you that the Strength Finders assessment highlighted two strengths that are restorative and includer, whereby includer allows all people to be included, for example, in the learning process. In my view, sharing information with colleagues and classmates will allow them to learn new things and be inspired to follow the instructions, enabling them to succeed in life. I agree with your opinion that restorative people solve problems, and a leader who yearns and loves learning will always be proactive, especially when they discover better ways of learning (Akparobore et al.,2020). For instance, a nurse can learn new ways of managing certain patients’ conditions, encouraging quick recovery (Akparobore et al.,2020). I agree with your view that experience, knowledge, and learning work together with problem-solving, bringing success to one’s colleagues and the facility. In my view, nurses improve the outcomes of their patients and the healthcare facility by using their voices and actions.
References
Akparobore, D., & Omosekejimi, A. F. (2020). Leadership qualities and style: a panacea for job productivity and effective service delivery among library staff in academic libraries in South Nigeria. Library Management.
Turaga, R. (2017). What Maketh an Effective Leader?. IUP Journal of Soft Skills, 11(4), 65-75.
5 months ago
Holly Murray
RE: Discussion – Week 5- Initial Post
Andruw,
I enjoyed your post. As a critical care nurse, it is hard not to judge someone on how they care for their patient. It is important, however, to take their experience into consideration when questioning something. The situation you described was a perfect teaching moment. Ipsilateral pupil dilation means the pupil on the side of the brain injury is dilated. This is usually an indication of uncal herniation and brain stem compromise (Belliveau, 2021). I would guess that since her background was CVICU she was not familiar with what to look for in a neuro patient. Jumping into emergent situations comes natural to you so it is hard to step back. As a learner you absorb as much as you can by being involved in the emergent situations (Rath, 2017). Taking the time to teach someone else instead of jumping right in is a hard task. It sounds like you took constructive criticism and turned it into something positive.
Belliveau AP, Somani AN, Dossani RH. (2021). Pupillary Light Reflex. Available from: https://www.ncbi.nlm.nih.gov/books/NBK537180/
Rath, T. (2007). Strengths Finder 2.0
5 months ago
Ginger Spencer
RE: Discussion – Week 5
From the StrengthsFinder assessment, my themes include empathy, discipline, relator, deliberative, and individualization. I can sense other people’s feelings and emotions by putting myself in their positions and embracing discipline by structuring or outlining an order. Furthermore, I do embrace care when making decisions and forestall any obstacles. From my key themes, I enjoy creating close relationships with others and can intrigue other people’s unique qualities.
Two leadership core values I need to improve are empathy and individualization. Empathy is the ability to understand and share the feelings of another. Individualization understands that each person is unique and has different needs. Both values are essential to being an effective leader (Duggan et al., 2015). I need to improve on these values because they will help me better understand my team and what they are going through. They will also help me to better cater to their individual needs by providing the resources they need to operate effectively.
In addition to core values, two strengths I need to improve are my ability to delegate and my ability to be decisive. Delegation is essential because it allows me to share the workload and avoid burnout (Rath, 2007). I would ensure that sharing duties is equal so that others do not feel overwhelmed or unworthy. Being decisive is essential because it allows me to make quick decisions when necessary. Therefore, I would avoid the consequences of poor decision-making. I need to improve on these strengths because they will help me become a more effective leader.
There are two characteristics I need to strengthen as a leader, which are assertiveness and resilience. Assertiveness means standing up for myself and my team when necessary. Being resilient means being able to bounce back from setbacks and keep going even when things are tough. I need to improve on these characteristics because they will help me become a more effective leader. Resilience is essential for leaders because it allows them to recover from setbacks, adapt to change, and keep going in the face of adversity (Broome & Marshall, 2020). Resilient leaders can maintain their composure under pressure and bounce back from challenges. A resilient leader knows that every challenge presents an opportunity to learn and grow. They view failure as a necessary stepping stone on the road to success. A leader needs to be assertive to be successful. Assertiveness allows a leader to communicate their point clearly and confidently, without being aggressive. Such leaders can stand up for their beliefs and get others on board with their vision.
References
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). https://doi.org/10.1186/s12913-015-0891-3
Broome, M. E., & Marshall, E. (Eds.). (2020). Transformational leadership in nursing. Springer Publishing Company. https://doi.org/10.1891/9780826135056
Rath, T. (2007). Strengths Finder 2.0.
5 months ago
Courtney Whitaker
Discussion Reply #2 – Week 5
Hello Ginger,
You identified empathy, discipline, realtor, deliberative, and individualization as your top strengths in completing the StrengthFinders assessment. Awareness of your natural leadership skills facilitates your ability to improve upon them (Cope & Murray, 2017). Rath (2007) writes that knowing your strengths helps build a professional development plan.
Being deliberate is a characteristic that comes naturally to you. Those that are deliberate are careful, vigilant, like to plan, and have a good judgment (Rath, 2007). You stated you would like to improve being decisive and delegation. I believe that because you are cautious when making decisions, you may feel as if you are not an assertive person. Now that you know your strengths, I suggest you make the extra effort by planning how you can sharpen your natural abilities.
Leaders set the tone of an agency (Gottlieb et al., 2021). For example, because you identified individualization as a strength, and wanted to improve on delegation, what if you headed up a welcoming committee responsible for welcoming new staff members? You could form a committee that would assist you in this effort. By starting and heading this committee, you can practice delegating to the committee members and learning unique things about new staff members to hone your empathy strength. Not all leaders have a formal title, but I believe everyone has at least one quality of a good leader. You have identified five that encompass skills that, if deliberatively practiced, can facilitate your desire to improve in those areas you stated above.
References
Cope, V., & Murray, M. (2017). Leadership styles in nursing. Nursing Standard (2014+), 31(43), 61. https://doi.org/10.7748/ns.2017.e10836
Gottlieb, L. N., Gottlieb, B., & Bitzas, V. (2021). Creating empowering conditions for nurses with workplace autonomy and agency: How healthcare leaders could be guided by strengths-based nursing and healthcare leadership (SBNH-L). Journal of Healthcare Leadership, 13, 169–181. https://doi.org/10.2147/JHL.S221141
Rath, T. (2007). Strengths Finder 2.0. Gallups Press.
5 months ago
Rosemary Mc Williams Haggins WALDEN INSTRUCTOR MANAGER
RE: Discussion – Week 5
5 months ago
Ginger Spencer
RE: Discussion – Week 5
Dr. Haggins,
Empathy in leadership denotes recognizing and understanding other people’s needs and being cognizant of their ideas and feelings (Gottlieb, Gottlieb, & Bitzas, 2021). I consider myself to have cautious and circumspect personality traits, especially when it comes to decision-making, as aspects that obstruct people from showing empathy. Given that I have a better understanding of my areas of strength, I will work toward improving empathy by focusing on the things I know about myself.
Resilient leaders can cope with and adapt to disruptive changes and sustain their energy when subjected to a distressing situation (Broome & Marshall, 2020). I believe incorporating my ability to cultivate trusting relationships, openness to new ideas, taking risks, and the capacity to acknowledge and appreciate change would be of great significance in helping me become an effective leader. Likewise, integrating my effective communication style and boosting my emotional intelligence by recognizing other people’s shortcomings would enhance my assertive traits.
Ginger
References
Broome, M. E., & Marshall, E. (Eds.). (2020). Transformational leadership in nursing. Springer Publishing Company. https://doi.org/10.1891/9780826135056
Gottlieb, L. N., Gottlieb, B., & Bitzas, V. (2021). Creating empowering conditions for nurses with workplace autonomy and agency: how healthcare leaders could be guided by strengths-based nursing and healthcare leadership (SBNH-L). Journal of Healthcare Leadership, 13, 169. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8326221/
5 months ago
Rosemary Mc Williams Haggins WALDEN INSTRUCTOR MANAGER
RE: Discussion – Week 5
Excellent response Ginger! Thank you for providing a evidence-based response to my question!
Best,
Dr. Haggins
5 months ago
Norda Hemmings
RE: Discussion – Week 5
Hi Ginger,
Thank you for sharing your strength finding results which I find interesting. In particular empathy, as that is a core value I could improve on as an individual and potential team leader. To be an effective team leader, empathy is noted to be one of the most important core values in the health sector. Stuart, Moore & Sims (2020) as reviewed a qualitative study which was done on over 1000 frontline nurses. The study pointed out that a leader who is empathetic to his or her team members does make a significant impact, causing a ripple effect regarding the care that is extended to patient. As staff members who were pleased with their leader and the relationship that is shared was motivated and inclined to do better at their job. It was even concluded that empathy was a top priority for leaders to demonstrate.
I also was impressed with your desire to be resilient. As a good leader can be most effective when they are resilient. Santana, (2022) reviewed a qualitative article which endorsed all that you have mentioned above on resilience. Highlighting the fact that a resilient nurse leader, lead with purpose and meaning and has coping skills to bounce back and lead through challenging situations. Hence, I admire your willingness and sense of earnesty to give of oneself in such a capacity and aspiring leader.
References
Stuart, W.P., Moore, B., & Sims, B.M. (2020). Understanding nurse perception of leader empathy. Nursing Administration Quarterly, 44 (1), 78-86. https://doi.org/10.1097/NAQ.0000000000000396
Santana, S. (2022). Will the implementation of the joy in work improve nurse leader resiliency? Nursing News, 46(3), 16. https://search.ebscohost.com/login.aspx?direct=true&AuthType=shib&db=rzh&AN=157485876&site=ehost-live&scope=site&custid=s6527200
5 months ago
Sheri Mead
RE: Discussion – Week 5
Hi Ginger. When I read through your post, my first thought was how your value of empathy is related to your desired strength of individuality. One of the dangers of being empathic as a female leader is the perception of others when they see emotional displays of anger related to personal harm. According to Keck (2019), female leaders can significantly improve their image as effective leaders by openly demonstrating empathic anger about injustices to others. The best way to develop as an empathic leader is to focus on increasing your courage to withstand external pressures to deviate off course and to advocate for staff and patients against all odds (Haedrich, 2020). Haedrich (2020) explains that courage is most effectively developed when the leader feels supported by their team because there is trust and authentic communication between them. Practicing your skill of empathy reinforced with courage will naturally help you proceed with strengthening your individuality.
References
Keck, S. (2019). Gender, leadership, and the display of empathic anger. Journal of Occupational and Organizational Psychology, 92(4), 953–977. https://doi.org/10.1111/joop.12264
Haedrich, J. (2020). New key competencies for authorities, companies, and their managers Part 2: Obstacles and success factors in modern leadership. Deutsche Lebensmittel-Rundschau 116(5), 186-196. https://www.researchgate.net/profile/Johannes-Haedrich/publication/341725966_Leadership_2020_-_New_key_competences_for_authorities_companies_and_their_managers_Part_2_Obstacles_and_success_factors_in_modern_leadership/links/5ed0b28d92851c9c5e660294/Leadership-2020-New-key-competences-for-authorities-companies-and-their-managers-Part-2-Obstacles-and-success-factors-in-modern-leadership.pdf
5 months ago
Janelle McEwen
RE: Discussion – Week 5
Ginger, thank you for your insightful post. We share two of the StrengthsFinder Assessment themes, namely: relator and individualization. I agree with you that discipline is a critical trait for organizational leaders and as per CliftonStrengths, individuals exceptionally talented in the discipline theme enjoy routine and structure (Gallup, n.d.). As a relator, I also enjoy close relationship with others; however, my pursuance of tidelines, routineness, and order can be off-putting to those not sharing the above feature. As per Gallup, people talented in the discipline theme want to feel in control when faced with the inherent messiness of life. The routines, the timelines, the structure, all of these help create this feeling of control. Lacking this theme of Discipline, others may sometimes resent your need for order, but there need not be conflict. Hypothetically, how would you address the feeling of control as a leader within a chaotic clinical environment?
Reference
Gallup. (n.d.). All about the discipline StrengthsFinder theme. https://www.gallup.com/cliftonstrengths/en/252227/discipline-theme.aspx
5 months ago
Harlette Numa-Duvil
Week 5 – Peer Response #2
Hi Ginger Spencer,
I enjoyed reading your post. Having the resilience that allows one to bounce back from adversity and persevere in one’s aspirations matters in life (Werner &Smith, 2015). People with low resilience may not be able to deal with difficulties in life because resilience and happiness are strongly correlated. When faced with adversity, people display sustained competency that is relevant to resilience. In essence, assertiveness training focuses on boosting a person’s self-confidence in order to boost their degree of resilience and self-esteem. I can only recommend that you do the assertiveness training if you struggle with being assertive since it can help you develop strong beliefs and behaviors, transform the way you see yourself, and reduce social anxiety. Corey (2009) explained that assertive training is based on the principle of social learning theory and incorporates many social skills training methods.
References
Werner, E. E. & Smith, R. S. (2015). Vulnerable but invincible: A study of resilient children.
New York: McGraw-Hill
Corey, G. (2009). Theory and Practice of Counseling and Psychotherapy. (8th Edition) Thomson
Brooks/Cole Publishing Coy
5 months ago
Rose Victor
RE: Discussion – Week 5
Hello Ginger Spencer,
I agree with you that according to the assessment of your StrenghtsFinder, your themes include relator, individualization, discipline, deliberative, and empathy. I also agree with your view that other people’s emotions and feelings can be sensed when you are in their shoes and embrace discipline through order outline and structuring. In my view, another essential leadership value is creating a close relationship with other people by being ready and willing to appreciate other people’s unique qualities and talents (Askeland et al.,2020). I agree with your opinion that individualization and empathy are some of the core values of leadership that should be improved. I agree with your definitions that individualization allows one to understand that people behave uniquely and possess different needs while empathy allows one to understand and share one’s feelings. In my view, as a leader, I should improve decision-making and the ability to either delegate duties or roles to other people considering equity and burnout avoidance (James et al.,2021). Just as in your view, leaders should improve their resilience and assertiveness characteristics. I also agree with you that assertiveness is the ability to stand for yourself and your colleagues when necessary. In contrast, resilience is the ability to keep going even when things seem to be tough on your side. In my view, resilience and assertiveness will allow the leaders to stand up for their mission and vision and in return bring success to the organization (James et al.,2021).
References
Askeland, H., Espedal, G., Jelstad Løvaas, B., & Sirris, S. (2020). Understanding values work with Institutional perspectives in organizations and leadership (p. 296). Springer Nature.
James, A. H., Bennett, C. L., Blanchard, D., & Stanley, D. (2021). Nursing and values‐based leadership: A literature review. Journal of Nursing Management, 29(5), 916-930.
5 months ago
Petergay Sterling
RE: Discussion – Week 5
Hi Ginger,
Having empathy is such an important skill in being a leader, with this quality you can sense the emotions of those around you including your staff and peers (Clifton, 2021). I can see how being empathetic may relate to emotional intelligence, as it encompasses self-awareness and social awareness (Broome & Marshall, 2021). People who are empathetic may lend social-emotional cues to complement management and leadership skills as these individuals are more aware of the emotions of others (Broome & Marshall, 2021). Although it doesn’t mean that you automatically condone their actions or pity them, you are able to understand what they are feeling (Clifton, 2021). Individuals with this skill are also able to give other’s around them a voice because of their insight into the person’s emotions (Clifton, 2021).
References
Broome, M., & Marshall, E. (2021). Transformational Leadership in Nursing. Springer Publishing Company.
Clifton, D. (2021). Strengthsfinder 2.0 From Gallup. Gallup Press.
5 months ago
Blessing Nnakwu
RE: Discussion – Week 5
Hey Ginger,
Thank you for rnot only listing the feedback given, but going more in depth in an easy to understand way to explain to your audience.
I believethat everybody has a little bit of the quality and strengths that it would take to be a leader, and like you said, most of these skills work hand in hand to form a well functioned leader. The qualities that you listed, Assertiveness and Resilience, are on of the two that work together. Of the two characteristics in which you sought to strengthen, I found assertiveness to be a very crucial part of being a leader.
To earn one’s trust and appreciation, a leader must think of themselves as a whole and stand up to support their team. People who feel valued by their supervisors are more likely to be satisfied with their job, respect their authority and be more productive (Indeed, 2021). But this thought of “asserting” your position can be interpreted arrogant and cocky if enforced harshly, and ineffective if lacking. The reason why it works so well with assertiveness is because if placed under pressure, a leader must be resiliant to cope and adapt to the new changes/setbacks while asserting their role to lead their team as efficiently and successfully as possible without engaging in dysfunctional behavior or harming others (Gleeson, 2021).
References
Penzias, A. (2020). Team learning and development using the Myers-Briggs type indicator® and the Clifton StrengthsFinder®. Journal of Radiology Nursing, 39(2), 80-81. https://doi.org/10.1016/j.jradnu.2019.12.013
Indeed Editorial Team. (2021 Jun 15). Assertive leadership: Definition, tips and benefits. https://www.indeed.com/career-advice/career-development/assertive-leadership
Gleeson, Brent. (2021 Apr 13). Resilience in leadership: How to lead and win despite change and obstacles. https://www.forbes.com/sites/brentgleeson/2021/04/13/resilience-in-leadership-how-to-lead-and-win-despite-change-and-obstacles/?sh=542df37b33c5
5 months ago
Nicolette Dabish
RE: Discussion – Week 5
Hi Ginger,
Very insightful post. I also had empathy as one of my themes. I find it interesting that many of us possess that theme; I feel that as a nurse empathy is one of the “job requirements”. Personally, I have noticed many nurses are very empathetic, we try our hardest to see the whole situation and not judge. Empathy is a very important communication skill for all healthcare professionals to have, especially nurses (Moudatsou et al., 2020).
You noted that you wish to improve on some of your leadership skils, it is essential for a leader to know where he/she needs improvement (Cope & Murray, 2017). A natural leader has the ability to not only help those he/she leads improve their skills, but also on their own personal skills.
References:
Cope, V., & Murray, M. (2017). Leadership styles in nursing. Nursing Standard (2014+), 31(43), 61. https://doi.org/10.7748/ns.2017.e10836
Moudatsou, M., Stavropoulou, A., Philalithis, A. & Koukouli, S. (2020). The role of empathy in health and social care professionals. Healthcare (Basel), 8(1): 26. https://doi.org/10.3390/healthcare8010026
5 months ago
Rachel Donovan
Main Post Discussion 4 – Rachel Donovan
Leadership Profile
My top five themes from the StrengthsFinder assessment are developer, empathy, learner, individualization, and belief. This is the first time I have ever taken the StrengthsFinder assessment, and I am not surprised by the results. I often try to bring out the best in people as the developer does. I am also naturally empathetic. I describe myself as a lifelong learner who cannot get enough knowledge. I enjoy noticing the differences in people and will act based on my observations. And I am highly motivated by purpose.
My leadership profile consists of 3/5 relationship-building leadership themes—relational leadership is associated with positive outcomes in the nursing environment (Cummings et al., 2018). Two core values that I would like to strengthen are courage and confidence. I need to be able to say what I need to say when I need to say it. Not procrastinating, being direct, and accepting conflict are challenging.
I want to strengthen two strengths from the assessment: individualization and belief. Individualization is a relationship-building theme that focuses on the unique qualities of each person (Clifton, 2017). Growing this theme can cultivate the skill for increasing productivity when working with many different people. Relationship-based leaders think about challenges and solutions from diverse perspectives (Broome & Marshall, 2021). Belief is an executing theme that holds to core values (Clifton, 2017). This theme confuses me because I cannot list my core values but tend to work fueled by passion. I want to gain more insight into this strength.
Two leadership characteristics I would like to strengthen are hope and compassion. Building on the developer theme, I want to practice communicating hope and encourage people to believe in a brighter future. According to Broome & Marshall, “authentic leaders are perceived as hopeful” (2021, p. 184). I find it hard to stop and listen to coworkers when they have personal situations during the work day. To strengthen compassion, I want to work on reacting empathetically and seeing them as more than their role at work.
The StrenghtFinder assessment results have been fascinating to study and compare with my previous Myers-Briggs personality test results. The insight into why we do what we do and how to develop it into something positive is priceless.
References
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
Clifton, D. (2017). Strengthsfinder 2.0 from gallup and Tom Rath: Discover your cliftonstrengths. Gallup Press.
Cummings, G. G., Tate, K., Lee, S., Wong, C. A., Paananen, T., Micaroni, S. P., & Chatterjee, G. E. (2018). Leadership styles and outcome patterns for the nursing workforce and work environment: A systematic review. International Journal of Nursing Studies, 85, 19–60. https://doi.org/10.1016/j.ijnurstu.2018.04.016
signature-theme-501-0-76974572-20220625080310241000000-1UdnFb.pdf (236.015 KB)
5 months ago
Harlette Numa-Duvil
Week 5- Peer Response #1
Rachel Donovan
Hi Rachel,
Your post was interesting to read. As long as you believe, you may act with courage despite your fears. Without bravery, confidence is impossible. Sometimes it doesn’t take much, but to summon the strength to face a threatening circumstance, you truly need to look deep within. To reach the layer of pure bravery you’re chasing, you must be prepared to pass through a few levels that might not be all that comfortable. Also, since you are such a sharp observer of other people’s abilities and can bring out the best in each person, I don’t see why you are confused by the individualization. You should be able to create successful teams with the Individualization theme. You know intuitively that the key to excellent teams is casting by individual abilities so that everyone can accomplish a lot of what they do well. While some look for the ideal team “structure” or “process,” you may not.
Reference
- Biedermann, P. Garbolino, F. Taroni The subjectivist interpretation of probability and the
problem of individualization in forensic science Sci. Just., 53 (2013), pp. 192-200
Beck, U, Beck-Gernsheim, E (2002) Individualization: Institutionalized Individualism and its
Social and Political Consequences. London: Sage.
5 months ago
Hannah Dounis
Hannah Dounis Response to Rachel Donovan
Rachel,
I enjoyed reading your discussion post. I also would like to strengthen my compassion. Compassion is an important characteristic in leadership because it helps create stronger connections, improves collaboration, raises levels of trust, and enhances loyalty (Hougaard et al., 2020). Also, employees tend to perceive compassionate leaders as stronger and more competent than leaders who are less compassionate. One way to strengthen compassion is to practice self-compassion, which can be as simple as taking breaks during the day or getting a quality night’s sleep. I saw that you would also like to strengthen your courage and confidence. Courage is a leadership characteristic that informs and strengthens all other characteristics (Treasurer, 2022). Courage can be taught and learned; to do this, you can practice courage. Even though it is hard, this can be done by speaking up in tough situations and facing fears that you have.
References
Hougaard, R., Carter, J., & Hobson, N. (2020). Compassionate leadership is necessary- but not sufficient. Retrieved from https://hbr.org/2020/12/compassionate-leadership-is-necessary-but-not-sufficient
Treasurer, B. (2022). Courage is the key to great leadership. Retrieved from https://www.eonetwork.org/octane-magazine/special-features/courageisthekeytogreatleadership
5 months ago
Judeline Joseph
RE: Discussion – Week 5
Judeline Joseph, Week 5, Main Post
An effective leader must be able to affect changes in the workplace. That ability to impact the work environment characterizes a leader, not managerial skills (Walden, 2018). Successful leadership also requires introspection and self-inventory of one’s strengths, weaknesses, and abilities, and there are many leadership styles, each with its strengths and weaknesses.
Gallup’s strength finder assessment results
Resume: according to Gallup’s assessment, I am an avid learner who does not like to take risks but is big on routine. According to that assessment, I want to stay in my comfort zone, be predictable, and do better with established patterns. Finally, I have learned that I capitalize on my strengths and work at bettering them. He et al., 2020, stated that strength-based leadership empowers workers, improves efficiency, and fosters a positive work environment.
Two core values: relator and discipline: I relate and work best with friends. I discriminate against and carefully choose my friends. I enjoy a structured workplace and dislike surprises or deviations from routines. I need to work on these values because the capacity to be flexible is a must in the nursing profession, and it can increase the burnout syndrome when lacking.
Two strengths: Input and maximizer: I continuously want to add knowledge to my repertoire and only focus on my strengths. This approach can be very problematic because my weaknesses are completed neglected. While it can also strengthen my self-confidence, a leader must be able to recognize and work on weaknesses. Diaz and Lannos (2021) stated that maximizers get emotionally exhausted quicker due to their inability to arrive at a decision quickly, which is related to their need to conduct research and is secondary to their desire for perfection (Moyano-Diaz & Mendoza-Llanos, 2021).
Two characteristics: I am disciplined, focused, and work with my gifts. However, I am not self-aware or creative. I need to work on those to make life easier for my subordinates.
To conclude, after taking the test, I do agree with most of the characteristics. While I do like to learn, empower others, and help them achieve their goals, I also need to work on my social skills.
References
He Ding, Enhai Yu, & Yanbin Li. (2020). Strengths-based leadership and its impact on task performance: A preliminary study. South African Journal of Business Management, 51(1), e1–e9. https://doi.org/10.4102/sajbm.v51i1.1832
Moyano-Díaz, E., & Mendoza-Llanos, R. (2021). Yes! maximizers maximize almost everything: The decision-making style is consistent in different decision domains. Frontiers in Psychology, 12. https://doi.org/10.3389/fpsyg.2021.663064
Walden University, LLC. (Producer). (2018). The Leader in You [Video file]. Baltimore, MD: Author.
5 months ago
Judeline Joseph
RE: Discussion – Week 5
Judeline Joseph, Main Post with attachment, week 5
An effective leader must be able to affect changes in the workplace. That ability to impact the work environment characterizes a leader, not managerial skills (Walden, 2018). Successful leadership also requires introspection and self-inventory of one’s strengths, weaknesses, and abilities, and there are many leadership styles, each with its strengths and weaknesses.
Gallup’s strength finder assessment results
Resume: according to Gallup’s assessment, I am an avid learner who does not like to take risks but is big on routine. According to that assessment, I want to stay in my comfort zone, be predictable, and do better with established patterns. Finally, I have learned that I capitalize on my strengths and work at bettering them. He et al., 2020, stated that strength-based leadership empowers workers, improves efficiency, and fosters a positive work environment.
Two core values are relator and discipline: I relate and work best with friends. I discriminate against and carefully choose my friends. I enjoy a structured workplace and dislike surprises or deviations from routines. I need to work on these values because the capacity to be flexible is a must in the nursing profession, and it can increase the burnout syndrome when lacking.
Two strengths: Input and maximizer: I continuously want to add knowledge to my repertoire and only focus on my strengths. This approach can be very problematic because my weaknesses are completed neglected. While it can also strengthen my self-confidence, a leader must be able to recognize and work on weaknesses. Diaz and Lannos (2021) stated that maximizers get emotionally exhausted quicker due to their inability to arrive at a decision quickly, which is related to their need to conduct research and is secondary to their desire for perfection (Moyano-Diaz & Mendoza-Llanos, 2021).
Two characteristics: I am disciplined, focused, and work with my gifts. However, I am not self-aware or creative. I need to work on those to make life easier for my subordinates.
To conclude, after taking the test, I do agree with most of the characteristics. While I do like to learn, empower others, and help them achieve their goals, I also need to work on my social skills.
References
He Ding, Enhai Yu, & Yanbin Li. (2020). Strengths-based leadership and its impact on task performance: A preliminary study. South African Journal of Business Management, 51(1), e1–e9. https://doi.org/10.4102/sajbm.v51i1.1832
Moyano-Díaz, E., & Mendoza-Llanos, R. (2021). Yes! maximizers maximize almost everything: The decision-making style is consistent in different decision domains. Frontiers in Psychology, 12. https://doi.org/10.3389/fpsyg.2021.663064
Walden University, LLC. (Producer). (2018). The Leader in You [Video file]. Baltimore, MD: Author.
GallupReport.pdf (165.07 KB)
5 months ago
Rosemary Mc Williams Haggins WALDEN INSTRUCTOR MANAGER
RE: Discussion – Week 5
Excellent Judeline! Thank you for sharing the results of your StrengthFinders’ Assessment! You share the need to improve two key characteristics. As you reflect on these characteristics, what action steps will be considered in order achieve your goal to improve skills identified? Thank you again!
Dr. Rosemary Haggins
Part-time Faculty
Walden University
College of Health Sciences
MSN, Leadership and Management
155 Fifth Avenue South, Suite 100
Minneapolis, Minnesota 55401
310-569-0429 (Cell)
5 months ago
Judeline Joseph
RE: Discussion – Week 5
Thank you, Dr. Haggins, for the question:
Self-awareness increases confidence and creativity and betters us as human beings and leaders. A leader who is not self-aware should not guide others as it may increase confusion, miscommunication, burnout syndrome, and a hostile work environment. I can work on this by finishing Gallup’s 34 steps self-assessment and using the recommended tools on the website to improve my characteristics and leadership skills. Sutton, 2016, stated that self-awareness fosters a healthy work environment and helps us grow as individuals. The authors recommended reflections, self-assessment, goal settings, and behavioral modification therapy as possible solutions to help with a lack of self-awareness and creativity.
References
Sutton, A. (2016). Measuring the effects of self-awareness: Construction of the self-awareness outcomes questionnaire. Europe’s Journal of Psychology, 12(4), 645–658. https://doi.org/10.5964/ejop.v12i4.1178
5 months ago
Joseph Lombardi
RE: Discussion – Week 5 main post
The StrengthsFinder assessment showed that I show discipline, consistency, harmony and that I am a relator. One who wants to achieve success and unlock the best version of themselves needs to know their strengths (Rath, 2007). I have always found myself to be a person who needs routine and craves consistency. When my routine is changed it really throws me off. I also tend to like things neat and orderly and like to tackle work as it gets assigned to me so that I have a clean slate. I also tend to want things to be harmonious so I try to make sure everyone in a group is heard and is being treated equally and that there is harmony. Knowing that traits of employees and their strengths can help leaders ensure their growth and success (Duggan et al., 2015).
Two core values I would like to strengthen are dedication and balance. I believe that it is important to dedicate yourself to your goals and strive to achieve them. Balance to me is finding ways to have time for self care, your family, school, work and the demands of life, while also tending to your relationships and self. Effective leaders need to craft a vision and a balance for others to follow in order to lead and inspire them (Walden University, 2014).
Two of my strengths include my ability to self-motivate for work or projects and my ability to read people and situations and act accordingly. Two characteristics that I would like to strengthen are my judgment of character and my ability to objectively look
at past experiences and to draw on them to learn and grow.
References
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
Rath, T. (2007). Strengths Finder 2.0
Walden University, LLC. (Producer). (2018). The Leader in You [Video file]. Baltimore,
MD: Author.
5 months ago
Joseph Lombardi
RE: Discussion – Week 5 main post
signature-theme-501-0-77005523-20220628094654712000000-T7sGWy.pdf (236.251 KB)
5 months ago
Rosemary Mc Williams Haggins WALDEN INSTRUCTOR MANAGER
RE: Discussion – Week 5 main post
Excellent Joseph! Thank you for providing insight in to the StrengthFinders results! You identified the two characteristics you would like to strengthen. As you reflect on these characteristics, what action steps will be priority in order to achieve the overall personal and professional goal? Thank you again!
Dr. Rosemary Haggins
Part-time Faculty
Walden University
College of Health Sciences
MSN, Leadership and Management
155 Fifth Avenue South, Suite 100
Minneapolis, Minnesota 55401
5 months ago
Joseph Lombardi
RE: Discussion – Week 5 main post
Hello Professor,
I would like to take action to maintain balance by continuously re-evaluating my routines and practices to see if they are allowing me to have a good balance in my life. Then, I will write out an action plan as far as things that I would like to change or tweak to ensure a balance in my life and that I am doing self care as well. Work life balance can be achieved by allowing time to care for one’s self and self-reflection on processes (Gragnano, et al., 2020).
References
Gragnano, A., Simbula, S., & Miglioretti, M. (2020). Work-Life Balance: Weighing the Importance of Work-Family and Work-Health Balance. International journal of
environmental research and public health, 17(3), 907. https://doi.org/10.3390/ijerph17030907
5 months ago
Rosemary Mc Williams Haggins WALDEN INSTRUCTOR MANAGER
RE: Discussion – Week 5 main post
Excellent Joseph! Thank you for providing an evidence-based response to my question!
Dr. H
5 months ago
Rachel Donovan
Rachel Donovan response to Joseph Lombardi
Joseph,
Your StrengthsFinder assessment themes fall under three different domains. Discipline and consistency are executing traits, harmony and relator are relationship-building traits, and communication is an influencing trait (Gallup Inc., n.d.). Clifton recommends when you crave order, invest in organizational systems to have “a place for everything and everything in its place” (2017, p. 83). Strengthening your discipline may help you gain more balance in life as well. Schedule time for each of your priorities, and you will make it happen. To feed your consistency trait, schedule equal time for each of your priorities (Clifton, 2017).
When strengthening your harmony trait by listening to everyone and making sure they feel heard, be careful to notice if disharmony may ensue by giving each person an equal voice (Clifton, 2017). Relator traits can be strengthened with friendships. It would help if you prioritized time for them as well.
To strengthen your communication theme, look for opportunities to write or present (Clifton, 2017). Use your words to influence. Practicing what you are going to say will ease the discipline and consistency traits in you.
It does not surprise me that you want to strengthen your judgment of character and reflect on past experiences. None of your top five themes fall into the strategic thinking domain (Gallup Inc., n.d.).
References
Clifton, D. (2017). Strengthsfinder 2.0 from Gallup and Tom Rath: Discover your cliftonstrengths. Gallup Press.
Gallup Inc. (n.d.). What are the four domains of cliftonstrengths? Gallup.com. Retrieved June 29, 2022, from https://www.gallup.com/cliftonstrengths/en/253736/cliftonstrengths-domains.aspx
5 months ago
Judeline Joseph
RE: Discussion – Week 5 main post
Judeline Joseph replying to Joseph Lombardi, response #1
Joseph, you have the characteristics of a good leader, and the nursing profession awaits your skills. Discipline will get you far in nursing and will surely decrease the burnout syndrome signs and symptoms for you and your staff. Discipline will foster efficiency and productivity at your workplace while improving your subordinates’ confidence in your skills.
However, as you mention, it is also essential to have an excellent work-life balance. Unfortunately, while routines and consistency provide a streamlined work environment, they can also lead to burnout and fatigue in the leader. Squellati and Zangaro, 2022, recommended taking time off, a healthy lifestyle, delegating responsibilities, and integrating a co-manager role to help reduce stress and achieve work-life balance.
Raheleh et al., 2022, stated that dedication could have positive effects on the nurses and the environment, such as increased job satisfaction and improved patient outcomes; the authors also warned against the harmful effects of extreme dedication, which infringes on the nurses’ wellbeing as they forget to care for themselves. Finally, the authors suggested that participation in the workplace increase dedication.
References
Raheleh Sabetsarvestani, Emine Geçkil, & Zahra Hadian Shirazi. (2022). Dedication in nursing: A concept analysis. Nursing and Midwifery Studies, 11(1), 62–70. https://doi.org/10.4103/nms.nms_52_21
Squellati, R., & Zangaro, G. A. (2022). Eight Ways Nurses Can Manage a Burnt-Out Leader. Nursing Clinics of North America, 57(1), 67–78. https://doi.org/10.1016/j.cnur.2021.11.005
5 months ago
Miguel Gutierrez
RE: Discussion – Week 5 main post
Excellent Post, Joseph,
Thank you for sharing your assessment results in the discussion. Leaders whose strength is consistency create more equal work environments, reducing the number of unfair advantages others have due to their position or power (Rath, 2007). The work of past and current nurse practitioners as leaders in healthcare helps communities in need close gaps in healthcare access and affordability; it also enables others to act and bring more access to care for our communities (Broome & Marshall, 2021).
References
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
Rath, T. (2007). Strengths Finder 2.0 – with Access Code. Gallup Press.
5 months ago
Berta Dantzler
RE: Discussion – Week 5 main post
Discussion 2: Your Leadership Profile
Berta Dantzler
Master of Science in Nursing Informatics, Walden University
NURS 6053C: Interprofessional Organizational and Systems Leadership
Discussion Post Response #1 to: Joseph Lombardi
Dr. Rosemary Haggins
June 30, 2022
Discussion 2: Your Leadership Profile
I really enjoyed reading your post Joseph. In order to be a good Leader, you have to know your strengths and weaknesses. The StrengthsFinder assessment helps individuals identify their strengths in order to perform better at work or help discover their hidden talents (Rath, 2007). I feel you have some great qualities about you, that will help you to become a Great Leader. To be an effective Leader it requires the cultivation of good habits within oneself and also to be able to bring out the best in others. Being dedicated and balanced really helps you to accomplish your goals and helps you to make time to enjoy your personal time, which is very important in any profession. There are many leadership styles, for example, an Authentic Leader model, focuses on relationships between leaders and followers and attention is placed on the self-development potential of the leader (Broome and Marshall, 2021), so the Authentic Leader has to continue to re-evaluate self to become better at leading.
References
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
Rath,T. (2007). Strengths Finder 2.0 w/Access Code. MBS Content. https://mbsdirect.vitalsource.com/reader/books/MBS1879141/pageid/7
5 months ago
June James
RE: Discussion – Week 5 main post
Hey Joseph,
I agree with you on the importance of a stable work environment despite the unpredictable nature of healthcare provision. Wei et al., (2018) state that this is crucial in enhancing; interpersonal relationships, job satisfaction, motivation, job performance, safety, and overall productivity. Sehularo et al., (2021) also advocate for the enhancement of coping skills as effective mechanisms to find the balance that you seek to improve on. The strategies mentioned in the article include; avoidance strategy, social support, drawing from spirituality and religion, psychological and mental support, and support from the management. Nilsen et al., (2020) add that change is inevitable in the work environment. As a result, as healthcare professionals we need to influence change, be prepared for change, and value change to avoid being thrown off (Nilsen et al., 2020). I think your strengths show the traits of a good leader.
References
Nilsen, P., Seing, I., Ericsson, C., Birken, S. A., & Schildmeijer, K. (2020). Characteristics of successful changes in health care organizations: an interview study with physicians, registered nurses and assistant nurses. BMC health services research, 20(1), 1-8.
Sehularo, L. A., Molato, B. J., Mokgaola, I. O., & Gause, G. (2021). Coping strategies used by nurses during the COVID-19 pandemic: A narrative literature review. Health SA Gesondheid (Online), 26, 1-8.
Wei, H., Sewell, K. A., Woody, G., & Rose, M. A. (2018). The state of the science of nurse work environments in the United States: A systematic review. International Journal of Nursing Sciences, 5(3), 287-300.
5 months ago
Holly Murray
RE: Discussion – Week 5 main post
Joseph,
Great post. Consistency is a great strength to have. It is a quality found in great leaders. Balance between work, school, and home life is something that will help decrease the risk of burnout. If you work on balance then you would be able to provide pretty close to equal time to all areas (Rath, 2017). You mentioned self-motivation. Self-motivation is beneficial in more areas than one. It means you have the drive to accomplish the goals you set.
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
Rath, T. (2007). Strengths Finder 2.0 – with Access Code. Gallup Press.
5 months ago
Arielle Doering
RE: Discussion – Week 5-INITIAL POST
In every profession, it is essential to have a good leadership team to make organizations and businesses run efficiently and effectively. Leaders come in all different forms, but many possess the same types of qualities. Leaders are typically responsible, emotionally intelligent, dedicated, and selfless (Bresnen, 2019). The Gallup Clifton Strengths StrengthsFinder Assessment is designed as a personal development tool. This assessment tool helps individuals understand their top five strengths, which will contribute to personal growth and improvement.
This was the first time I had taken this assessment, so I was unsure of what the questions would be like. I answered all the questions to the best of my ability without overthinking. My top five theme results from the assessment were achiever, learner, responsibility, harmony and competition. The first theme, achiever, is for individuals who take great satisfaction in being productive and work hard (Rath, 2007). I am not surprised this was one of my top themes, because I have always been a hard worker and have a hard time relaxing or taking vacations. The second theme, learner, is for individuals who have a desire to improve and the process of learning is exciting (Rath, 2007). I have always been interested in school and continue to pursue ways to increase my knowledge, so I would describe myself as a lifelong learner. The third theme, responsibility, is for people who take ownership and are committed to values such as loyalty and honesty (Rath, 2007). I take pride in doing the right thing and being dependable, so this theme is clear in my life. The fourth theme, harmony, is for individuals who enjoy agreement instead of conflict and think before speaking (Rath, 2007). I tend to be a peacekeeper in most of my relationships, so harmony is a very fitting theme. The last theme, competition, is for people who measure their progress against others and strive to win (Rath, 2007). I have been an athlete for my entire life even into college and I continue to crave competition. This theme is definitely representative of my personality.
Based on my results of the StrengthFinder Assessment, I have a few changes I would like to focus on to grow and improve as an individual. Two core values I would like to strengthen based on the results are balance and inner harmony. As a leader, it is important to understand limitations and how to find a work life balance. I tend to struggle with knowing my limitations and delegating, which ends up leading me to burnout and frustration. For example, in the beginning of my nursing career, I had a hard time asking for help, delegating tasks and saying no to covering shifts. I ended up becoming burnout because I covered for numerous co-workers and did not ask for help during my shift. It is important to recognize limitations, so that your team is ultimately not left hanging. This is related to improving my inner harmony, because I believe focusing on overall well-being and doing what’s best for yourself is extremely important, especially as a leader.
Two strengths I currently have but want to strengthen are the themes of achiever and competition. I strive for perfection and I enjoy competition. However, I want to focus on making both of these strengths more productive and positive. I would like to have less of an emphasis on perfection and be proud of myself for what I have accomplished. In addition, it is important to be competitive, but not isolate yourself from your team (van de Riet, 2019). For example, I would like to focus on assisting co-workers to finish their tasks if I have completed mine, instead of just being satisfied that personally I have accomplished my responsibilities. I would like to look at the competition as more of a team approach than individual.
Two characteristics I would like to strengthen are my confidence and autonomy. Oftentimes, I find myself making decisions based on others or comparing myself to others. I would like to improve on my autonomy and confidence to do what will make me most happy. For example, I had a friend at work who needed to switch shifts around. Instead of considering what my schedule looked like, I automatically said yes to my friend in need. However, I ended up having to miss appointments and personal events, which ultimately made me unhappy. It is important to be a teamplayer, however, it is even more crucial to ensure your own happiness is put first.
References
Bresnen, M., Hodgson, D., Bailey, S., Hassard, J., & Hyde, P. (2019). Hybrid managers, career narratives and identity work: A contextual analysis of UK healthcare organizations. Human Relations, 72(8), 1341–1368. https://doi.org/10.1177/0018726718807280
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
Rath, T. (2007). Strengths Finder 2.0 – with Access Code.
van de Riet, M. C., Berghout, M. A., Buljac-Samardžić, M., van Exel, J., & Hilders, C. G. (2019). What makes an ideal hospital-based medical leader? Three views of healthcare professionals and managers: A case study. PLoS One, 14(6), e0218095. https://doi.org/10.1371/journal.pone.0218095
Walden University, LLC. (Producer). (2018). The Leader in You [Video file]. Baltimore, MD: Author.
file:///Users/arielle/Desktop/Gallup%20Analytics%20and%20Reporting.pdf
5 months ago
Rosemary Mc Williams Haggins WALDEN INSTRUCTOR MANAGER
RE: Discussion – Week 5-INITIAL POST
Excellent Arielle! Thank you for sharing a discussion the StregthFinders’ Assessment! The results showed that your key strengths are achiever, learner, responsibility, harmony, and competition! In addition, you share those characteristics you would like to improve! As you reflect on those potential attributes, what action steps will be prioritized in order obtain the expereinces and education to support the developmen of these skills? Thank you again!
Dr. Rosemary Haggins
Part-time Faculty
Walden University
College of Health Sciences
MSN, Leadership and Management
155 Fifth Avenue South, Suite 100
Minneapolis, Minnesota 55401
5 months ago
Arielle Doering
RE: Discussion – Week 5-INITIAL POST
Dr. Haggins,
I appreciate the question! I have a few ideas of action steps to prioritize education and experiences to improve on these results. First, I plan on seeking out mentors that will provide feedback and also share advice with me. Second, I will seek out opportunities for learning, such as conferences or workshops. Finally, I plan on starting a journal to document my progress and have something to reference to reflect on my improvements. Thank you!
Best,
Arielle
5 months ago
Rosemary Mc Williams Haggins WALDEN INSTRUCTOR MANAGER
RE: Discussion – Week 5-INITIAL POST
Great response Arielle! Thank you!
Dr. Haggins
5 months ago
Rosemary Mc Williams Haggins WALDEN INSTRUCTOR MANAGER
RE: Discussion – Week 5-INITIAL POST
Thank you Arielle for responding to my question!
Dr. Haggins
5 months ago
Ifeanacho Orajaka
RE: Discussion – Week 5-response 1
Good morning, Arielle,
I enjoyed reading the summary of your StrengthsFinder Assessment results. This assessment was
an eye-opener for me. It is impressive to input such a tiny amount of information into an
assessment tool and has it accurately determine your strengths and weaknesses. This StrengthsFinder Assessment states we tend to spend most of the time fixing our
flaws, but we do not spend enough time enhancing our strengths (Rath, 2007).
You mentioned in your discussion post that Responsibility is one of your recognized strengths, and I believe this strength is one of the most significant traits as a nurse. Nurses are responsible
for a multitude of areas during a typical nursing shift, including bedside care, communicating
with healthcare providers, administering medications, and checking vital signs (Gwynedd Mercy
University, 2021). Overall, your results from the assessment were self-reflective and will help you improve your nursing leadership skills. Excellent discussion post, and thank you for sharing your strengths.
References
Gwynedd Mercy University. (2021). What Do Nurses Do?
http://www.gmercyu.edu/academics/learn/what-do-nurses-do
Rath, T. (2007). Strengthsfinder 2.0: Discover your Cliftonstrengths. Gallup Press.
5 months ago
June James
RE: Discussion – Week 5-INITIAL POST
Hey Arielle, I enjoyed reading your post. I also admire your strengths, especially the learner attribute. Mlambo et al., (2021) state that this attribute is crucial in ensuring that nursing professionals keep up to date with emerging healthcare needs and issues. Lera et al., (2021) add that this is mostly intrinsically motivated; which is in agreement with your explanation on the same. I agree with you on the importance of harmony and the need for healthcare professionals and leaders to improve on the same. Yildirim‐Hamurcu & Terzioglu (2021) states this requires self-leadership, cultural competency, emotional intelligence, and the enhancement of coping skills. Thank you for the insightful post.
References
Lera, M., Taxtsoglou, K., Iliadis, C. K., Frantzana, A. A., & Kourkouta, L. (2020). Nurses’ Attitudes Toward Lifelong Learning via New Technologies. Asian/pacific Island Nursing Journal, 5(2), 89.
Mlambo, M., Silén, C., & McGrath, C. (2021). Lifelong learning and nurses’ continuing professional development, a metasynthesis of the literature. BMC nursing, 20(1), 1- 13.
Yildirim‐Hamurcu, S., & Terzioglu, F. (2021). Nursing students’ perceived stress: Interaction with emotional intelligence and self‐leadership. Perspectives in Psychiatric Care.
5 months ago
June James
RE: Discussion – Week 5
StrengthsFinder Report
My strength finders report showed that I seek harmony, development, consistency, empathy, and arrangement in the workplace. As a peacemaker who seeks harmony in the workplace, my dominant traits include; conflict resolution, being agreeable, easy-going, empathy, adaptability, and being easy-going. The result also showed that they tend to focus on people and the micro and macro environments. The trait shows that my primary aim in the healthcare environment is peace and good working relationships. The strength also highlights my tendency to avoid conflicts, separations, and chaos. This attribute is both a strength and a weakness. As a strength, I will often aim toward creating a conducive and stable work environment. As a weakness, I can quickly be taken advantage of in the workplace or not emphasize enough on my points. This is something that I aim to improve on as I value my ideas, thoughts, and feelings. Hence, I aim to improve on this by being assertive the same. The aim of doing this is to impose my ideas on others but to ensure that they are valued and respected. Achieving this also requires internal harmony, self-worth, self-confidence, and a self-SWOT analysis.
The results also showed that one of my strengths is empathy. This strength can, however, be taken advantage of by people who use heart to get what they want. As a result, I have to be empathetic while also being realistic. I can judge situations and consider all facts instead of relying solely on what has bee stated to me . Improving on these strengths requires emotional intelligence and cultural competencies. This will allow me to consider the influence of the social-economic determinants of health when offering healthcare services. Another trait I got from the test is the developer role. This trait means that I mentor and develop other people and the organization. This trait also means I see the potential for growth in others and the organization. As a result, I will always share my knowledge, skills, education, and expertise with others for the organization’s good. This is important as a nurse with over 15 years of experience soon to retire. The trait is essential as it simplifies the exchange of guards with the younger generation. This also generates respect from subordinates. In addition, the trait means that I always aim toward improving organizational policies, processes, procedures, and activities. One way in which I can build on this strength is through taking leadership positions that enhance my influence on managerial decisions. I can attain these improvements through continuous education and competency enhancement.
The test also showed that an optimistic and consistent as I bring a positive spirit to the workplace and healthcare provision. These results are correct, I view the glass as half-full and seek the possibiltiies in all circumstances . This also means I tend to stick to rules, regulations, and organizational policies. It is vital in healthcare provision as the aim is to treat the person, not the disease. As a result, being ethical and offering mental, emotional, and psychological support is part of healthcare provision. I can improve this by understanding that I cannot always control the outcomes in healthcare provisions. This includes undesirable healthcare outcomes since I work in the oncology department. As a result, I have to work on my coping skills to ensure that I can deal with and cope with adverse healthcare outcomes. I also have to rely on nursing ethics and standard to guide my practice, consistent with my trait on the need for arrangement. Also, this calls for adherence and compliance to nursing values and principles such as altruism, autonomy, human dignity, integrity, honesty, and social justice. All these are important to me as a nursing professional as they ensure I do my best to do the right thing.
I have seen these traits in practice through me and the work culture of my organizations. My organizational culture emphasizes the need for teamwork, cultural competency, emotional intelligence, and diversity management—this culture guides employees in understanding expectations. Hence, conflict resolution ensures peaceful coexistence, and being agreeable provides conscentious decision-making. Being easy-going, empathetic, and adaptable ensures the organization’s workforce can adapt to any scenario that arises within the organization. These actions have enhanced clinical outcomes, quality of care, safety in healthcare provision, and interpersonal relationships within the organization.
James Ju Signature Theme Report.pdf (263.423 KB)
5 months ago
Rosemary Mc Williams Haggins WALDEN INSTRUCTOR MANAGER
RE: Discussion – Week 5
Excellent June! Thank you for sharing the results of your StrengthFinders’ Assessment! You identify that your key strengths are harmony, development, consistency, empathy and arrangement! As you reflect on the results, what action steps will be considered in order to improve the attributes for which there is opportunity to improve? Thank you again!
Dr. Rosemary Haggins
Part-time Faculty
Walden University
College of Health Sciences
MSN, Leadership and Management
155 Fifth Avenue South, Suite 100
Minneapolis, Minnesota 55401
5 months ago
June James
RE: Discussion – Week 5
Dr. Haggins, continuous education is one step that I have already taken towards improving my attributes such as development and the need for arrangement. By committing to life-long learning I can improve my capacity to provide healthcare services and enhance my personal and professional growth. In addition, I have also made steps toward enhancing my emotional intelligence and cultural competencies. I have learned to value and improve my self-awareness, environmental awareness, and understanding of different cultures and languages. I also do my best to keep up with emerging issues, trends, needs, and changes in the healthcare sector by conducting personal research
5 months ago
Judeline Joseph
RE: Discussion – Week 5
Judeline Joseph, replying to June James, response #2
June, you are a great nurse. Empathy is the best characteristic a nurse could have. According to Powell et al., 2020, empathy is critical in nursing leadership because it is associated with staff retention. The authors also found that empathetic leaders communicate better with their subordinates while fostering an environment of trust, self-worth, and safety. However, because empathy is the ability to feel and relate to other people’s sufferings and problems, it can sometimes be overwhelming and quickly lead to burnout and emotional exhaustion. Leaving such emotions at work can be challenging, and you should make not taking work-related issues at home a priority in your life. Seeking and achieving a well-balanced work-life will be essential in your nursing journey to avoid such adverse outcomes and detriments to your mental health. Also, as you work in the oncology department, it is a good approach, as you stated, to realize you can not avoid negative outcomes in every patient. As nurses, it is hard to accept that we can not fix everything or that we can not do anything on our end to make patients better or ease their pain. The faculty to deal with such outcomes while remaining empathetic can be difficult. Jarrad and Hammad, 2020, recommend utilizing social resources, leisure activities, vacation time, and allowing ample time after work and on days off to decompress as the ultimate hedge against compassion fatigue.
References
Jarrad, R. A., & Hammad, S. (2020). Oncology nurses’ compassion fatigue, burn out, and compassion satisfaction. Annals of General Psychiatry, 19(1), 1–8. https://doi.org/10.1186/s12991-020-00272-9
Powell Stuart, W., Moore, B., & Sims, B. M. (2020). Understanding Nurse Perception of Leader Empathy. Nursing Administration Quarterly, 44(1), 78–86. https://doi.org/10.1097/NAQ.0000000000000396
5 months ago
Berta Dantzler
RE: Discussion – Week 5
Discussion 2: Your Leadership Profile
Berta Dantzler
Master of Science in Nursing Informatics, Walden University
NURS 6053C: Interprofessional Organizational and Systems Leadership
Discussion Post Response #2 to: June James
Dr. Rosemary Haggins
July 1, 2022
Discussion 2: Your Leadership Profile
I really enjoyed reading your post June. You have a lot of years of nursing experience and I feel the ClinftonStrenths is an assessment tool that helps individuals discover their hidden strengths and talents (Rath, 2007). To be a great leader you have to know your strengths and weaknesses. Working on your coping skills will be very beneficial as part of a great leadership quality to have, because working in healthcare, you may be faced with many difficult situations and you need to have good coping skills to be able to handle those situations professionally. The qualities that you already have will help you be a successful leader, for example, you have people skills, such as peacemaker, empathy and harmony, with all of these qualities that you poses, it will help you be a more effective leader and according to Davenport and Dunnick (2018), “Organizations that wish to avoid the perils of failed leadership should seek and cultivate leaders with empathy and an open mind.” There are several leadership styles a leader can model, such as Authentic Leadership. Authentic Leaders look to empower others and Nurse Leaders who are Authentic are able to be honest and have open communication with their team” (Broome and Marshall, 2021). I wish you must success on your leadership journey.
References
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
Davenport, M. S., & Dunnick, N. R. (2018). Lessons on Leadership. RadioGraphics, 38(6), 1688–1693. https://doi.org/10.1148/rg.2018180028
Rath,T. (2007). Strengths Finder 2.0 w/Access Code. MBS Content. https://mbsdirect.vitalsource.com/reader/books/MBS1879141/pageid/7
5 months ago
Miguel Gutierrez
RE: Discussion – Week 5
Great post, June,
I also happen to have developer as a theme strength of my assessment; I think this strength is essential to becoming a transformational leader in our teams. According to Broome and Marshall (2021), encouraging your peers to excel by pointing out their qualities enhances your power and influence as a leader; it also empowers colleagues and followers to improve their clinical practice.
Our role as leaders is vital to encourage others to improve and succeed; developing someone’s talent is a skill that requires tact and patience. However, we should be careful not to praise individuals constantly struggling in their current roles overly; Instead, we should help them pursue other positions more apt to their skills (Rath, 2007).
References
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
Rath, T. (2007). Strengths Finder 2.0 – with Access Code. Gallup Press.
5 months ago
Ifeanacho Orajaka
RE: Main Discussion – Week 5
Reflecting on one’s strengths and core values is essential to being a leader. Leaders need always to be constantly evaluating their leadership behaviors and skills. According to Marshall and Broome (2017), as nurses progress through their careers and seek leadership roles, they must reflect upon their skills, weaknesses, and strengths. When leaders identify these characteristics, they can work toward becoming a leader everyone values. Leaders must be part of effective decision-making in health care facilities, and thus they must encompass values, strengths, and expectations (Duggan, Aisaka, &Tabak, 2015). The discussion for this week is to complete a Strengths Finder assessment to evaluate my strengths and the top five signature themes. According to the assessment, my five signature themes are Activator, Learner, Responsibility, Connectedness, and Individualization.
The Activator theme is the first on my list, and it involves people who can make things happen by turning thoughts into action and would instead do something now than talk about them (Rath, T. (2007)). This resembles effective decision-making because nurses must be valued in making policies, directing, and evaluating clinical care, and leading organizational operations. Finally, people with the Futuristic theme are inspired by the future and what could be (Rath, T. 2007). This relates to innovation by developing new metrics and adopting them into future practices and policies. The learner theme is my second, people who are exceptionally talented in this category have a great desire to learn and continuously improve. The process of learning, rather than the outcome, excites them. Characteristics that differentiate transformational leaders from transactional managers include identity as life-long learners (Author Affiliations: Adjunct Faculty (Dr. Shaughnessy) and Professor (Dr. Quinn Griffin and Dr. Fitzpatrick). Responsibility theme, people under this category, take up psychological ownership of whatever they say they will do and are also committed to values such as loyalty and honesty. This will help me be responsible and more accountable for my actions and allow me to avoid blaming others. y. I believe my upbringing plays a crucial role because growing up, I was taught to be open and honest in all my dealings and not to pass the blame to another person if something goes wrong. Those that fall into the category of connectedness. The theme of connectedness will enable me to figure out why something happens instead of just tagging it as a coincidence. The music of individualization will help me figure out how diverse people can productively work together in my organization.
My two core values are reliability, which means worthy of trust, authenticity, faithful, and dependability (Lopez & Edwards, 2008), and fairness and living life to achieve and help others achieve their goals. After completing the strength finder assessment, I realized that most of these are spot on. I have a positive mindset and always find a reason to enjoy life.
Based on results, core values, strengths, and characteristics to strengthen are effective communication, which is crucial in accomplishing the organizational goal. I must improve my communication skills to be an effective leader, especially in nursing. The second area I would need to work on is my delegation ability. Delegating effectively is undeniably crucial as it helps decrease stress, improve efficiency, and allows nurses to focus on patients’ safety and comfort (National Council of State Boards of Nursing, n.d.).
References
Duggan, K., Aisaka, K., & Tabak, R. G. (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. Retrieved from
https://bmchealthservres.biomedcentral.com/track/pdf/10.1186/s12913-015-0891-3.
Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert
clinician to influential leader (2nd ed.). New York, NY: Springer
Author Affiliations: Adjunct Faculty (Dr. Shaughnessy) and Professor (Dr. Quinn Griffin and Dr.
Fitzpatrick). (n.d.). Transformational Leadership Practices and Work Engagement: JONA: The
Journal of Nursing Administration. LWW. https://journals.lww.com/jonajournal/Abstract/2018/11000/Transformational_Leadership_Prac
tices_and_Work.10.aspx.
Lopez, S. J., & Edwards, L. M. (2008). The interface of counseling psychology and positive
psychology: Assessing and promoting strengths. Handbook of counseling psychology 4: 86-102.
National Council of State Boards of Nursing. (n.d.). Joint Statement on Delegation.
https://www.ncsbn.org/Delegation_joint_statement_NCSBN-ANA.pdf
Rath, T. (2007). Strengths Finder 2.0
5 months ago
Rosemary Mc Williams Haggins WALDEN INSTRUCTOR MANAGER
RE: Main Discussion – Week 5
Excellent job Ifeanacho! Thank you for sharing a discussion of the StrengthFindrers’ Assessment results! In addition to identifying the key attributes revealed, you discuss those attributes you would like ot strengthen. What considerations will be most important as you advance your goal to achieve these additional characteristics? Thank you again!
Dr. Rosemary Haggins
Part-time Faculty
Walden University
College of Health Sciences
MSN, Leadership and Management
155 Fifth Avenue South, Suite 100
Minneapolis, Minnesota 55401
5 months ago
Ifeanacho Orajaka
RE: Main Discussion – Week 5
Thank you so much, Dr. Rose, for your response and question.
According to Perron et al. (2015), the first thing to consider before strengthening communication skills is to review the barriers preventing effective communication skills from occurring in clinical practice. Organizational constraints such as lack of time, competing priorities, weak hierarchy support, and lack of positive incentives for using, training, or teaching good communication skills in clinical practice are some barriers that impede effective communication skills. To optimize communication skills in clinical practice, the following need to be done, modify the climate and structure of the working environment so that the use, training, and teaching of good communication skills in clinical practice becomes valued, supported, and rewarded, extend communication skills training to any field of medicine (Perron et al., 2015).
In the delegation process, RNs need to match the skills of the staff with the needs of the patient and family. Matching staff skills to patient and family needs highlights the difference between delegation and assignment. The NCSBN defines delegation as “giving someone a task from the delegator’s practice” (NCSBN, 1995, p.1). This task, however, needs to be one that the person accepting the assignment is qualified to perform.
References
National Council of State Boards of Nurses and American Nurses Association. (2006) NCSBN and ANA
Issue joint statement on nursing delegation. Retrieved January 14, 2010, from www.ncsbn.org/pdfs/Joint_statement.pdf
Perron, N.J, Sommer, J, Louis-Simonet, M, Nendaz, M. (2015). Teaching communication skills: beyond
wishful thinking. Swiss Medical Weekly. ;145: w14064. DOI: https://doi.org/10.4414/smw.2015.14064
5 months ago
Ifeanacho Orajaka
RE: Main Discussion – Week 5
CliftonStrengths _ Gallup Access.pdf (30.883 KB)
5 months ago
Hannah Dounis
Main Post Discussion Week 5 – Hannah Dounis
From the StrengthsFinder assessment, my top five themes were responsibility, focus, discipline, consistency, and analytical. My first theme is responsibility which means I take psychological ownership for anything that I commit to and feel emotionally bound to follow it through (Rath, 2007). I feel as though all the top five themes I received accurately describe the type of person I am. I like to have routine and structure in both my work and personal life, which is consistent with the discipline theme. I find that the consistency theme helps me with nursing because I treat all people the same, no matter who they are.
Two core values I would like to strengthen are empathy and adaptability. Empathy is when you feel what others are feeling, which is an important value in leaders. Sometimes I find that I struggle with this value and tend to be more sympathetic than empathetic. When leaders are empathetic, they tend to have better employee retention, high levels of engagement, and greater employee satisfaction (Miller, 2022). It is important for others to know that you understand and are aware of how their feelings impact them. Adaptability is important because, as a leader, you must be constantly ready for change. I would like to improve this because, as seen in my assessment, my strengths are being routine oriented, and sometimes I struggle with a changing environment.
Two strengths that I would like to strengthen are communication and self-assurance. Communication is something that I need to work on because I am not always the best at explaining and describing ideas and thoughts that I have. This is an important strength, especially in healthcare, and is something I am continuing to work on. Self-assurance is when you have faith in your strengths (Rath, 2007). I sometimes lack self-assurance or self-confidence in my strengths and abilities and often second guess myself.
The two characteristics I would like to strengthen are emotional intelligence and delegation. Emotional intelligence is when you are able to control and express your emotions (Raeburn, 2022). I tend not to always consider how others around me feel and how my words and actions affect the people around me. This is an important characteristic for a leader and can help people feel comfortable and open around the leader. Delegation is another characteristic that I struggle with because oftentimes, I tend to just do all the tasks myself instead of seeking help from others. As a leader, it is important to know when and who to delegate to because no one person should have to do everything themselves.
References
Miller, H.L. (2022). Why is empathy important as a business leader?. Retrieved from https://leaders.com/articles/personal-growth/why-is-empathy-important/
Raeburn, A. (2022). Qualities of a leader: 17 traits of effective leadership. Retrieved from https://asana.com/resources/qualities-of-a-leader
Rath, T. (2007). Strengths Finder 2.0 – with Access Code.
signature-theme-501-0-76105406-20220628202443137000000-GtNsxy.pdf (236.154 KB)
5 months ago
Andruw Cain
RE: Week 5 Reply #1- Hannah Dounis
Hannah, great job on your discussion post! I think it can be challenging to be empathetic because being in a leadership role may cause you to be more “surface-level” with people rather than letting people get to know your feelings. From personal experience, when I was working in the ER because it was so busy, I felt that my leaders were more sympathetic than emaptheic. Once I got to the ICU, where things were less busy and smaller, my leadership had more empathy for their employees. Several of our travel nurses state how influential this is when people decide to leave due to satisfaction. (Miller, 2022). I feel we have the same issues of delegation that we want to improve. In emergent situations, I do not have as much of a problem with delegation; however, in the ER, I could have delegated more tasks regardless of whether it was an emergency. Delegation is a task that I believe can be hard, depending on your co-workers. I say this because if your co-workers are not as motivated to complete their job, then delegating more tasks for them to do will only push them less. I think this is where my “Achiever” strength comes into play because it “pushes you to do more, to achieve more” (Rath, 2007). Great job on your post!
References
Miller, H.L. (2022). Why is empathy important as a business leader?. Retrieved from https://leaders.com/articles/personal-growth/why-is-empathy-important/
Rath, T. (2007). Strengths Finder 2.0 – with Access Code.
5 months ago
Rosemary Mc Williams Haggins WALDEN INSTRUCTOR MANAGER
RE: Main Post Discussion Week 5 – Hannah Dounis
Excellent Hannah! Thank you for sharing the results of the StrengthFinders’ Assessment! You identify that your major themes are responsibility, focus, discipline, consistency, and analytical! Additionally, you identify you wouldlike ot strengthen empathy and adaptability! As you consider a plan to increase these attributes, what action steps will be priority when planning the needed educational and experiental skills? Thank you again!
Dr. Rosemary Haggins
Part-time Faculty
Walden University
College of Health Sciences
MSN, Leadership and Management
155 Fifth Avenue South, Suite 100
Minneapolis, Minnesota 55401
5 months ago
Hannah Dounis
RE: Main Post Discussion Week 5 – Hannah Dounis
Dr. Haggins,
Empathy is an important skill to have in leadership as it is essential for conflict resolution and understanding in bonding with others (Rogers, 2020). One way to strengthen empathy is to introduce empathy into my daily practice by imagining what life is like for each person that I interact with. Another way to strengthen empathy is to pay attention to the person you are interacting with and not just focus on what you are going to say next. Adaptability is important because the workplace is constantly changing, especially in healthcare. One way to strengthen my adaptability is to practice mindfulness; this is important because this helps me focus on the present without trying to change it, which allows me to be more flexible to change (Raeburn, 2022). Another way to strengthen my adaptability is to push myself out of my comfort zone, which can make me more comfortable when embracing change.
References
Raeburn, A. (2022). 6 ways to develop adaptability in the workplace and embrace change. Retrieved from https://asana.com/resources/workplace-adaptability-skills
Rogers. K. (2020). Empathy is both a trait and a skill. Here’s how to strengthen it. Retrieved from https://www.cnn.com/2020/06/24/health/develop-empathy-skills-wellness/index.html
5 months ago
Rosemary Mc Williams Haggins WALDEN INSTRUCTOR MANAGER
RE: Main Post Discussion Week 5 – Hannah Dounis
Excellent Hannah! Thank you providing an evidence-based response to my question!
Dr. H
5 months ago
Ana Freed
RE: Main Post Discussion Week 5 – Hannah Dounis
Week 5 response 1 Hannah
Hannah,
Thank you for sharing in your post. Empathy is more than just feeling what others feel, but understanding their feelings. It has been said that nurses who feel empathy from their leadership are less likely to leave, and have increased employee satisfaction (Stuart et al., 2020). In turn, employees who are satisfied then provide care to patients that patients feel more satisfied (Stuart et al., 2020). This is a very important leadership skill. Emotional intelligence is also important as possessing it can keep nurses from experiencing emotional exhaustion (Regis College, 2018).
References
Regis College. (2018, March 12). 9 essential qualities of nurse leaders | regis college [blog]. Regis College Online. https://online.regiscollege.edu/blog/9-essential-qualities-nurse-leadership/
Stuart, W., Moore, B., & Sims, B. M. (2020). Understanding nurse perception of leader empathy. Nursing Administration Quarterly, 44(1), 78–86. https://doi.org/10.1097/naq.0000000000000396
5 months ago
Stacy Hinson
RE: Discussion – Week 5 – Main Post
The StrengthsFinder results were very insightful. My five strengths are Empathy, Developer, Intellection, Input, and Connectedness. My main strengths are the ability to connect and feel for those I am around while supporting and encouraging others to strive for being the best version of themselves. Also, I have a love of knowledge and reading and strive to constantly learn new skills.
I feel my two strengths are with the Intellection and the Input, I thoroughly enjoy reading and learning new skills and find I am restless when I am not learning or enhancing both my personal and professional skills.
The two characteristics that I need to develop more would be Developer and Connectedness, I have a close circle of work acquaintances whom I interact with, but I do not really put myself in a leadership role to make changes and influence.
Reference:
Clifton, D. (2021). StrengthsFinder 2.0 from Gallup: Discover your Clifton strengths. Gallup Press.
Hinson, S. (2022, June 22). High5 strengths insights to leverage & grow your strengths further. Retrieved June 22, 2022, from https://high5test.com/strengths-insights/
5 months ago
Rachel Donovan
Rachel Donovan response to Stacy Hinson
Stacy,
I agree that the results from the StrengthsFinder assessment were very insightful. I also have empathy and developer themes on my top five list. You want to develop the developer in you, and by “supporting and encouraging others to be the best version of themselves,” you are off to a great start (Hinson, 2022, para. 1). The developer is fueled by growth both in other people and themselves. One of Clifton’s ideas for action is “make a list of people you have helped learn and grow” (2017, p. 78). Doing this will help you realize what you have done so far as a developer. I also recommend being aware that sometimes people cannot grow in their current environment and the best thing you can do is help them see that it is not a good fit or step away and move on (Clifton, 2017).
You also want to strengthen your connectedness strength. What if you joined a book club or journal club? Connecting with others through reading and discussion will also incorporate your intellection and input themes. Your strengths are relational leadership traits (Broome & Marshall, 2021). You are an informal leader, and if it interests you, look for a mentor to help you take the next step into a formal leadership role.
References
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
Clifton, D. (2017). Strengthsfinder 2.0 from Gallup and Tom Rath: Discover your cliftonstrengths. Gallup Press.
Hinson, S. (2022, June 28). Re: Discussion – week 5 – main post [Discussion post]. Walden University Blackboard. https://class.waldenu.edu/webapps/discussionboard/do/message?action=list_messages&course_id=_16976039_1&nav=discussion_board_entry&conf_id=_4316055_1&forum_id=_10047234_1&message_id=_125831573_1
5 months ago
Stacy Hinson
RE: Rachel Donovan response Reply #1
Rachel,
Being and informal leader is a bit overwhelming at times I believe the informal leader ends up taking on more tasks than they should because they are not very good at separating the leadership role from the employee role. One articel found that being an informal leader can lead to decreased job satisfaction, along with decreased energy from taking on to many tasks. It also showed a decrease in willingness to continue to volunteer for the extra projects (Adams-Robinson, 2021). I agree with you that finding a mentor will help to give me that push to enhance my leadership skills and giving me a psychologically safe environment to inspire not only top leadership but to try new avenues (Moore & Wang, 2017) .
Reference:
Adams-Robinson, B. J. (2021). The Informal Leadership Paradigm. Informal Leadership, Strategy and Organizational Change, 36–52. https://doi.org/10.4324/9780429319969-4
Moore, J. H., & Wang, Z. (2017). Mentoring top leadership promotes organizational innovativeness through psychological safety and is moderated by cognitive adaptability. Frontiers in Psychology, 8. https://doi.org/10.3389/fpsyg.2017.00318
5 months ago
Joseph Lombardi
RE: Discussion – Week 5 -peer response 1
Stacy, thank you for your post! Some ways that you can strengthen your core strengths of empathy and connectedness are as follows. You may continue to try to put yourself in the shoes of others to try to truly engage with how they are feeling and experience what they are experiencing. By using effective empathy during our conversations we can enhance our patients’ experience (Hardee, 2003). These signature themes that have been identified are so important to maximizing your potential and really knowing your strengths (Rath, 2007). One other way to continue to grow in these areas is to read scholarly journals regarding empathy and the ability to connect to others and apply what you learn in real life scenarios.
References
Hardee J. T. (2003). An Overview of Empathy. The Permanente Journal, 7(4), 51–54.
Rath, T. (2007). Strengths Finder 2.0
5 months ago
Rosemary Mc Williams Haggins WALDEN INSTRUCTOR MANAGER
RE: Discussion – Week 5 – Main Post
Excellent Stacy! Thank you for sharing a discussion of the StrengthFinders’ Assessment! You identify your key strengths as empathy, developer, intellection, input and connectedness! Youn identify those skills for which you would like to improve. What action steps will be considered as you advance your goal to inceeas those skills? Thank you again!
Dr. Rosemary Haggins
Part-time Faculty
Walden University
College of Health Sciences
MSN, Leadership and Management
155 Fifth Avenue South, Suite 100
Minneapolis, Minnesota 55401
5 months ago
Stacy Hinson
RE: Discussion – Week 5 – Main Post
Dr. Haggins,
The actions I will take to increase my ability to lead instead of follow and to inspire others will be done with pushing myself outside my comfort zone by taking a increased role in the associations I am a part of as well as being a more proactive member in my clinic with being a change maker.
5 months ago
Rosemary Mc Williams Haggins WALDEN INSTRUCTOR MANAGER
RE: Discussion – Week 5 – Main Post
Great response Stacy! Thank you!
Dr. Haggins
5 months ago
Arielle Doering
RE: Discussion – Week 5 – reply #2
Stacy,
It sounds like you enjoyed doing the assessment just as much as I did! I believe it is always good to find out more about your strengths and become self-aware. Using your strengths for personal improvement and growth are crucial to becoming a great leader. I had learner as one of my strengths, which had similar qualities to the intellection theme. I am always yearning to learn and grow my knowledge. Do you have any ideas on how you would like to become more involved in leadership? It is often helpful to talk with those in leadership to gather insight and advice.
Best,
Arielle
References
Cummings, G. G., Lee, S., Tate, K., Penconek, T., Micaroni, S. P., Paananen, T., & Chatterjee, G. E. (2021). The essentials of nursing leadership: A systematic review of factors and educational interventions influencing nursing leadership. International Journal of Nursing Studies, 115, 103842. https://doi.org/10.1016/j.ijnurstu.2020.103842
Moran, V., Israel, H., & Sebelski, C. (2021). Leadership development of nursing professionals: Education and influences of self-efficacy. Nursing outlook, 69(4), 589–597. https://doi.org/10.1016/j.outlook.2021.01.002
Rath, T. (2007). Strengths Finder 2.0 – with Access Code.
5 months ago
Stacy Hinson
RE: Discussion – Week 5 – Main Post
Oops forgot to attach this.
Clifton Strengths report.pdf (264.024 KB)
5 months ago
Nicolette Dabish
RE: Discussion – Week 5 – Main Post
Hi Stacy,
I feel that many nurses possess the skill of empathy. Nursing is a very emapthetic career. Especially for nursing leadership, empathy is so important for conflict resolution in addition to bonding with staff and other staff (Rogers, 2020). This is such an insighful assessment because through knowing one’s self, one can better support another person, this is esssential for nursing (Hinson, 2022). Something else, that is important for leaders to know is what skills he/she needs to improve upon (Cope & Murray, 2017). I am looking forward to getting to know more about each of our special skills and how we can each improve our strenghts and weaknesses.
Referenes:
Cope, V., & Murray, M. (2017). Leadership styles in nursing. Nursing Standard (2014+), 31(43), 61. https://doi.org/10.7748/ns.2017.e10836
Hinson, S. (2022, June 22). High5 strengths insights to leverage & grow your strengths further. Retrieved June 22, 2022, from https://high5test.com/strengths-insights/
Rogers. K. (2020). Empathy is both a trait and a skill. Here’s how to strengthen it. Retrieved from https://www.cnn.com/2020/06/24/health/develop-empathy-skills-wellness/index.html
5 months ago
Kailynn Jeffords
RE: Discussion – Week 5
Signature themes allow the assessment of talents, and by using those talents you can build on them to achieve success. My five signature themes from the strength finder assessment are: communication, woo, harmony, belief, and consistency. I can communicate in a way that draws people in and makes them want to listen to me. I have the ability to win others over and try to always get strangers to like me. I am drawn to new people and try to find common ground in order to start a conversation. I try to find agreeable subjects and strive to stay away from conflict. I am dependable and easy to trust, and try to always treat people the same no matter their station in life.
Two core values I would like to strengthen are harmony and compassion. I do strive to stray from conflict, but sometimes it is tough and I could do better. I believe compassion fatigue is a real thing and it has been difficult to maintain compassion during the pandemic. Compassion is central to giving care to others and it’s something I need to get better about. Compassion is associated with sympathy and empathy, both things that are not my strengths (Stoewen, 2019).
Two strengths I need to work on are woo and communication. While I do like to talk and engage with others, I am not a fan of public speaking even in small groups. I also need to work on the listening aspect of communication because sometimes I am thinking about something else while people are trying to tell me something important. My “woo” could be improved and sometimes my desire to get to know everyone distracts me from a task.
Two characteristics I need to work on are positivity and my willing to admit that I’m wrong. I need to strive to find the positivity in every situation. Positivity is important for inspiring others and it is an important characteristic that I sometimes lack. It is also hard for me to admit that I’m wrong most of the time and apologize when I need to. I have gotten better about this but most of the time I try to find a way out of it. I believe everyone has unique strengths and core values which is what makes the workplace so dynamic.
References
Shahid, S., & Muchiri, M. K. (2018). Positivity at the workplace: Conceptualising the relationships between authentic leadership, psychological capital, organisational virtuousness, thriving and job performance. International Journal of Organizational Analysis.
Stoewen, D. L. (2019). Moving from compassion fatigue to compassion resilience Part 1: Compassion—A health care priority, core value, and ethical imperative. The Canadian Veterinary Journal, 60(7), 783.
5 months ago
Arielle Doering
RE: Discussion – Week 5-reply #1
Kailynn,
I hope you enjoyed this week’s post as much as I did. I had not taken this assignment before, but found it very interesting to learn more about myself. I also had harmony as one of my strengths and I wonder if a lot of individuals in healthcare have this. Positivity is a very admirable characteristic to work on. I also need to be better about finding the silver lining in all situations. It can be difficult to think positively, especially when a pandemic is going on. Healthcare workers have reported a decreased feeling of positivity since the start of the pandemic, and I imagine this will only get worse (Shen, 2020). Do you have any ideas of how to be better about controlling your thoughts to be positive?
Best,
Arielle
References
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
Rath, T. (2007). Strengths Finder 2.0
Shen, W. T., & Sosa, J. A. (2020). Gratitude and good outcomes: rediscovering positivity and perspective in an uncertain time. World journal of surgery, 44(9), 2848-2849. https://doi.org/10.1007/s00268-020-05649-1
5 months ago
Blessing Nnakwu
RE: Discussion – Week 5
Hey Kailynn,
When you were discussing the characteristics from the assesment that you need to work on, I can relate with what you are feeling. Although the two categories that this exercise said I needed to work in were my gratitude/appreciativeness and social skills, like you said, positivity and humbleness are both huge factors that make a good leader. I have learned that leadership is not only about oneself, but about those in which they serve and this can be shown through simple acts of service such as through losing themselves in the service of uplifting others and bringing changes which are not based on self-interest but on the interest of the followers and by maintaining a positive attitude (Marshall & Broome, 2017). By doing this leaders inspire their subordinates to do better. Generally, a leader should work towards transforming the followers and the organization as a whole, hence why the two values you listed are very valuable (Winkler & Marshall, 2017).
References
Penzias, A. (2020). Team learning and development using the Myers-Briggs type indicator® and the Clifton StrengthsFinder®. Journal of Radiology Nursing, 39(2), 80-81. https://doi.org/10.1016/j.jradnu.2019.12.013
Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.). New York, NY: Springer.
Winkler, M., & Marshall, E. (2017). Creating and shaping the organizational environment and culture to support practice excellence. Transformational leadership in nursing: From expert clinician to influential leader, 247-267.