Your Leadership Profile response 2
Table of Contents
Your Leadership Profile response 2
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.
Response to Jessica Miller
StrengthsFinder is an interesting assessment tool that uses initial gut responses to determine the leadership traits of an individual. This tool is like a strange personality test where the items often did not seem comparable. Somehow, the results accurately describe the leadership styles I have adopted in my charge nurse role. My top five themes are developer, harmony, input, ideation, and relator (Gallup-CliftonStrengths, 2021b).
I feel the developer is a truly accurate assessment of my leadership style. I tend to nurture the growth of others, and I get great pleasure from supporting, teaching, and precepting new graduates and students (Gallup-CliftonStrengths, 2021a). The developer is also noted to be a cheerful presence and uses humor and wit to make people laugh. I actively try to cheer people up with my offbeat, somewhat dark sense of humor. I also believe in offering words of encouragement. It is essential to give people those little boosts to get through the day.
Two Core Values, Two Strengths, and Two Characteristics
Harmony as a core value is important, not because people cannot disagree, but because too much time is spent focusing on the disagreements and attempting to change other people’s perspectives (Gallup-CliftonStrengths, 2021b). There are ideals worth fighting for, but outside of providing education and information, people have to make up their own minds to change. Another core value is ideation, or rather learning new ideas and perspectives through the input gathered. It is enlightening to try and understand another person’s perspective and their reasonings. Learning new information and digging deeper into the concepts that make people individuals helps us gain insight. Harmony and ideation are values that I believe in, but I need to work on mindfully incorporating them into my practices.
Strengths that I would like to work on are dealing with confrontation and not becoming overwhelmed. I have strengths in the competencies of relationship-building and interpersonal skills (Broome & Marshall, 2021). However, outright confrontation from an angry coworker is anxiety-inducing. Appropriate and effective communication skills are essential strengths that I want to improve to handle these situations (Broome & Marshall, 2021). I also tend to take on too much work to try and lighten the load of others. I need to work on my delegation skills to be a more effective leader.
Two characteristics that I need to continue to strengthen are authenticity and vision (Broome & Marshall, 2021). I genuinely care about the well-being of my coworkers and their individual accomplishments, and the StrengthsFinder assessment confirms that I enjoy nurturing the growth of others (Gallup-CliftonStrengths, 2021a). Integrity and authenticity are invaluable in a nurse leader (Major, 2019). I also try to consider the bigger picture for the units and hospital as a whole. For example, If a common trend is that the hospital has units that are regularly short-staffed on weekends and staff looking to pick up shifts for extra money, I may recommend cross-training those individuals. Problem-solving by looking at the whole picture instead of just one aspect is a characteristic that needs to be constantly strengthened.
References
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From
expert clinician to influential leader (3rd ed.). Springer.
Gallup-CliftonStrengths. (2021a). Strengths insight guide.
Gallup-CliftonStrengths. (2021b). Your signature theme report.
Major, D. (2019). Developing effective nurse leadership skills. Nursing Standard.
doi: 10.7748/ns.2019.e11247
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Solution to Your Leadership Profile Response 2
I agree that the Clifton StrengthsFinder test is quite interesting. This is because it is able to identify one’s traits for leadership just by them answering a few targeted questions. In this respect, its use of positive psychology is ingenious and clever (Fauske, 2018). I am encouraged to read that the test has lived up to its reputation in your case too. You confess that it was able to accurately describe your leadership talents or strengths as you know them. The five themes it discovered in your case according to you are input, harmony, developer, relator, and ideation (Gallup, n.d.).
I have to admit that you are truly a transformational leader, drawing from how you explain why you think you are indeed a developer. You have stated that you intend to coach, nurture, and uplift others in your care so that they can be better people and achieve even more goals. This is what a developer does – they develop others selflessly without being jealous when they start to perform beyond expectations. To me, this describes you very well as a transformational leader. This leadership style enables the leader to motivate, empower, inspire, and nurture (Asiri et al., 2016; Sfantou et al., 2017).
In am equally impressed by you because you have identified some leadership characteristics, values, and skills that you feel you need to improve on. You state these as being harmony, ideation, communication skills, delegation skills, authenticity, and vision. Looking at all these values and characteristics, I can foresee a very successful nurse manager in you in the coming years. This is a nurse leader who will be transformational in leadership style and ho will inspire healthcare employees under her to achieve exceptional organizational objectives.
References
Asiri, S.A., Rohrer, W.W., Al-Surimi, K., Da’ar, O.O., & Ahmed, A. (2016). The association of leadership styles and empowerment with nurses’ organizational commitment in an acute health care setting: A cross-sectional study. BMC Nursing, 15(38), 1–10. https://doi.org/10.1186/s12912-016-0161-7
Fauske, G. (2018). What is the CliftonStrengths assessment? https://ua-ced.org/blog/2018/10/18/what-is-the-cliftonstrengths-assessment
Gallup (n.d.). StrengthsFinder 2.0. https://www.gallup.com/cliftonstrengths/en/strengthsfinder.aspx
Sfantou, D.F., Laliotis, A., Patelarou, A.E., Sifaki-Pistolla, D., Matalliotakis, M., & Patelarou, E. (2017). Importance of leadership style towards quality of care measures in healthcare settings: A systematic review. Healthcare, 5(4), 1-17. http://dx.doi.org/10.3390/healthcare5040073
