NURS 6053- Week 5 Discussion Your Leadership Profile
Walden University NURS 6053- Week 5 Discussion Your Leadership Profile– Step-By-Step Guide
This guide will demonstrate how to complete the Walden University NURS 6053- Week 5 Discussion Your Leadership Profile assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.
How to Research and Prepare for NURS 6053- Week 5 Discussion Your Leadership Profile
Whether one passes or fails an academic assignment such as the Walden University NURS 6053- Week 5 Discussion Your Leadership Profile depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.
After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.
How to Write the Introduction for NURS 6053- Week 5 Discussion Your Leadership Profile
The introduction for the Walden University NURS 6053- Week 5 Discussion Your Leadership Profile is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.
How to Write the Body for NURS 6053- Week 5 Discussion Your Leadership Profile
After the introduction, move into the main part of the NURS 6053- Week 5 Discussion Your Leadership Profile assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.
Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.
How to Write the Conclusion for NURS 6053- Week 5 Discussion Your Leadership Profile
After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.
How to Format the References List for NURS 6053- Week 5 Discussion Your Leadership Profile
The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.
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Sample Answer for NURS 6053- Week 5 Discussion Your Leadership Profile
Leadership skills are essential aspects which an effective leader should own. Certainly, most people appointed to leadership posts may lack leadership abilities. The University of the People (n.d.) notes that having an outgoing personality is vital in allowing leaders to take control and coexist with others. This paper tables the outcomes of my uppermost signature themes from finalizing the StrengthsFinder assessment and discusses core values, strengths, and characteristics that I need to improve based on the assessment results.
Leaders should engage in patient and employee advocacy. Advocacy for staff has a favorable influence on the overall quality of care that patients get at a facility. For example, the participation of workers in decision-making, particularly on issues that directly impact them, such as flexible work hours, stimulates employees to work with a purpose for the benefit of the whole workforce. Employees are more motivated to work for the organization when they are campaigning for a bigger pay raise and a more favorable working environment (Rosa et al., 2020). Being motivated to work means that health care practitioners will adopt evidence-based best practices, which are crucial in providing high-quality health care services.
The uppermost signature themes of fortes that appeared from completing the StrengthsFinder assessment instrument included self-assurance, relator, strategic, responsibility, and restorative. The self-assurance theme assists me to have faith in taking risks and facing challenges, while the relator theme helps me connect with all people. The strategic signature guides me in locating the best itinerary by sorting through the confusion. In contrast, the signature theme of responsibility is vital in guiding me to assume charge in anything I do. Finally, the restorative signature theme is valuable in regurgitating me to resolve challenges.
I would like to rehabilitate the core values of adaptability and understanding. Coping involves learning that problems are part of work (Riley, 2021). Conversely, understanding consists in learning to accept challenges and avoid fighting against the way people are, and the world is (Riley, 2021). Reinforcing these core values will help me to embrace problems.
The strengths that I strive to enhance are delegating and communicating. Delegating roles ensure that the workers’ autonomy is kept (Leading Effectively Staff, 2021). On the other hand, communication is vital in helping a leader relay information and listen efficiently. Communication and delegating are essential in building effectiveness in organizational culture.
The characteristics that I seek to reinforce are self-awareness and situation awareness. Self-awareness pertains to knowing personal strengths and weaknesses, while situation awareness involves knowing what is happening around oneself (IMD, 2021). Understanding oneself and situations allows for better response in the rise of diverse happenings.
References
IMD. (2021, April). The 8 key leadership strengths you should learn and today. IMD business school. https://www.imd.org/imd-reflections/reflection-page/leadership-strengths/.
Leading Effectively Staff. (2021, August 23). What are the characteristics of a good leader? CCL. https://www.ccl.org/articles/leading-effectively-articles/characteristics-good-leader/.
Riley, D. (2021, April 19). 30 essential core values for living the life you want. Lifehack. https://www.lifehack.org/861427/core-values-list.
University of the People. (n.d.). Why is leadership important for a great life? University of the People. https://www.uopeople.edu/blog/why-leadership-is-important-for-a-great-life/.
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:
To take the Assessment, visit http://walden.gallup.com. Using the Guidance Document Resource(s) for the Strengths Finder assessment, follow the instructions for setting up an account. If the link does not work, please copy and paste the link into your web browser.
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.
Also Check Out: NURS 6053 Week 7 Discussion Workplace Environment Assessment
Reflect on the results of your Assessment, and consider how the results relate to your leadership traits.
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Sample Answer 2 for NURS 6053- Week 5 Discussion Your Leadership Profile
Advance-practice nursing is a pursuit of betterment built upon a foundation of humanism. Self-reflection is imperative to understand oneself if the goal is to help others build upon their strengths. The Clifton Strength Finder 2.0 is a valuable tool to hone in on strengths that give meaning to our lives and professional roles. Strengths can be leveraged when understood. This discussion will analyze the top 5 strengths to formulate actionable goals.
Top 5 Strengths
The Clifton assessment revealed my top 5 strengths as Learner, Achiever, Input, Self-Assurance, and Connectedness. Learner seemed self-evident in my current scholastic endeavors. The insight guide brought awareness to a deeper theme of the need to examine why things go wrong (Rath, 2021, p. 25). A strong internal locus of control always has been an inherent quality. This has served me well in becoming an achiever in my personal and professional life. A steadfast belief that I can identify modifiable variables in life to adapt more readily to change and entropy in the future is powerful. Just as we teach patients, they can change their health through lifestyle changes. A scholarly article by Dagasan et al. (2023) emphasizes the need for internal locus of control in healthcare’s total quality management leaders. The scholars find that an internal locus of control promotes autonomy and meaningfulness in their work, directly correlating with the strength of Learner. Self-Assurance is a product of Learner. The core of Self-Assurance is the ability to see the world’s objective reality and be decisive in how to respond. The validity of Self-Assurance is earned through Learner not to be conflated with overconfidence or arrogance (Rath, 2021, p. 147).
Input is congruent with Learner as desire to know more. The nuanced layer of Learner is the hunt to find fruitful discussions with other professionals and seek out mentors (Rath, 2021, p. 115). Achiever is the fuel that propels the Learner. Expecting the best of oneself is the mission of Achiever. Task completion is the reward, and awareness of the political, cultural, and societal landscape is always top of mind (Rath, 2021, p. 25). Intolerance for those not reaching their potential can sometimes be frustrating.
The levity of Connectedness can balance the pitfalls of Achiever and Self-Assurance. A genuine interest in understanding what unifies a community and what polarizes it is a visionary quality (Broome & Marshall, 2021, p. 207). Connectedness reminds us as individuals that we are here to make the world better than we found it. Connectedness inserts an interpersonal competency of mindfulness of how a kind word or deed can perpetuate positivity on a large scale (Rath, 2021, p.61).
Core Values, Strengths, & Characteristics
Self-Assurance is a strength I aim to reinforce in the realm of the collaborative care model. There are instances when my certainty inhibits my willingness to listen. An actionable idea of applying the core value of humility can assure others that their thoughts and opinions are valuable (Rath, 2021, p. 147). My character trait of willingness can be called upon to allow cohesiveness to prevail.
Achiever is where I need more balance. I often avoid celebrating successes, feeling they may seem prideful or lead to complacency. A core value of happiness must be remembered. My achievement can be observed in a manner of helping others. When I can draw upon my success with humility to inspire others, I will feel happiness in my own life. Creativity is my most underutilized character trait. Working in a world of evidence-based practice and organizational policies, I often stifle my creativity to stay within structural parameters. A transformational component of leadership is to influence positive social change (Broome & Marshall, 2021, p. 206). Change cannot occur without new ideas. Time to dust off my creativity and put it to work for my Achiever!
In conclusion, self-awareness is the key to unlocking the interconnectedness of our strengths and finding their utility in all aspects of life. Weaknesses will undoubtedly emerge, but synthesizing core values and personal attributes is the antidote to ameliorating their impact.
References
Broome, M., & Marshall, E. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). Springer.
Dagasan, G., Kitapci, H., & Kilic, E. (2023). How TQM principles influence job performance in healthcare? the role of locus of control. Business and Economics Research Journal, 14(1), 73-86. https://doi.org/10.20409/berj.2023.404Links to an external site.
Rath, T. (2021). StrengthsFinder 2.0 from Gallup: Discover your Cliftonstrengths. Gallup Press.
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ADDITIONAL INSTRUCTIONS FOR THE CLASS
Discussion Questions (DQ)
Initial responses to the DQ should address all components of the questions asked, include a minimum of one scholarly source, and be at least 250 words.
Successful responses are substantive (i.e., add something new to the discussion, engage others in the discussion, well-developed idea) and include at least one scholarly source.
One or two sentence responses, simple statements of agreement or “good post,” and responses that are off-topic will not count as substantive. Substantive responses should be at least 150 words.
I encourage you to incorporate the readings from the week (as applicable) into your responses.
Weekly Participation
Your initial responses to the mandatory DQ do not count toward participation and are graded separately.
In addition to the DQ responses, you must post at least one reply to peers (or me) on three separate days, for a total of three replies.
Participation posts do not require a scholarly source/citation (unless you cite someone else’s work).
Part of your weekly participation includes viewing the weekly announcement and attesting to watching it in the comments. These announcements are made to ensure you understand everything that is due during the week.
APA Format and Writing Quality
Familiarize yourself with APA format and practice using it correctly. It is used for most writing assignments for your degree. Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for APA paper templates, citation examples, tips, etc. Points will be deducted for poor use of APA format or absence of APA format (if required).
Cite all sources of information! When in doubt, cite the source. Paraphrasing also requires a citation.
I highly recommend using the APA Publication Manual, 6th edition.
Use of Direct Quotes
I discourage overutilization of direct quotes in DQs and assignments at the Masters’ level and deduct points accordingly.
As Masters’ level students, it is important that you be able to critically analyze and interpret information from journal articles and other resources. Simply restating someone else’s words does not demonstrate an understanding of the content or critical analysis of the content.
It is best to paraphrase content and cite your source.
LopesWrite Policy
For assignments that need to be submitted to LopesWrite, please be sure you have received your report and Similarity Index (SI) percentage BEFORE you do a “final submit” to me.
Once you have received your report, please review it. This report will show you grammatical, punctuation, and spelling errors that can easily be fixed. Take the extra few minutes to review instead of getting counted off for these mistakes.
Review your similarities. Did you forget to cite something? Did you not paraphrase well enough? Is your paper made up of someone else’s thoughts more than your own?
Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for tips on improving your paper and SI score.
Late Policy
The university’s policy on late assignments is 10% penalty PER DAY LATE. This also applies to late DQ replies.
Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances.
If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect.
I do not accept assignments that are two or more weeks late unless we have worked out an extension.
As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading.
Communication
Communication is so very important. There are multiple ways to communicate with me:
Questions to Instructor Forum: This is a great place to ask course content or assignment questions. If you have a question, there is a good chance one of your peers does as well. This is a public forum for the class.
Individual Forum: This is a private forum to ask me questions or send me messages. This will be checked at least once every 24 hours.
Sample Answer 3 for NURS 6053- Week 5 Discussion Your Leadership Profile
Donald Clifton developed the Clifton StrengthsFinder (CSF) to help individuals identify their innate strengths (Penzias, 2020). The CSF is one of the most popular personality tests in the world, with an estimated 6 million people who have taken the test and is used by over 600 colleges and universities (Chara & Eppright, 2012). The questionnaire comprises 177 questions, and the results are designed to provide information that helps form a more accurate understanding of oneself. Based on the participant’s responses, the questionnaire will generate a personalized list and description of their top-five strengths (Busch & Davis, 2018).
The CSF does not have questions to answer per se but sets of words you are to select within seconds that describe yourself. If you do not answer within the timeframe, the questionnaire stops, but you can resume quickly. I felt the questionnaire was lengthy, and to be honest, towards the end, I felt I was rushing; however, once I received my results, I was impressed. I thought that my identified strengths were very accurate. My top five themes were connectedness, belief, harmony, positivity, and realtor. I was intrigued to read the summary with each theme, and many of the statements resonated with me and how I see myself.
I want to strengthen two core values: being family-oriented and trusting my convictions. I love that I was described as family oriented and that my family brings meaning to my life. This is all true, I adore my family. In fact, so much that I want to keep this as a top value in my life. My life is changing between work, school, and on a personal level. I predict that my life will change even more once I finish school and begin my nurse practitioner’s work. I want to remember that no matter what is going on in life, I have a wonderful family and am truly blessed. I always try to make good decisions and listen to my intuition. Strengthening my trust in my convictions will assist me along life’s journey and prevent any second-guessing, regardless of the obstacles I may face. The CSF indicated that I do trust in my convictions, and while I will not argue with that, I feel this area could be further developed.
Two strengths that I would like to work on are connectedness and commitment. These strengths are positive, but I feel that feeling connected and being committed are essential. As my role changes, these two strengths will be helpful in my professional and personal life. Indicating that I want to work on these areas does not mean I am weak in these areas; it means that these strengths will continuously need attention and development along with changes in my life.
I want to strengthen two characteristics: being upbeat and avoiding pessimists or cynics. I like to see the positive in all situations and feel close to people. I am much happier when I am upbeat, even as life gets complicated. I feel that you can get through anything with a positive attitude and outlook. Being upbeat helps me get through tough days and motivates me to continue. Avoidance of pessimists or cynics is something that I will do. I do not enjoy being around individuals who are negative or cannot see things the way I do. Avoiding them prevents me from absorbing any of their negative energy. This perhaps is not always healthy, and if I can strengthen this area, maybe I will be more willing to address someone’s pessimism or cynicism head-on, let them know my feelings, and not allow their point of view to affect me.
I have completed the Gallup Clifton Strengths in a previous leadership role. The report attached is from my November 2019 survey. My top 5 signature themes are Achiever, Responsibility, Restorative, Input, and Strategic. According to Gallup, these themes represent my top 5 talents and are my dominant traits as a leader (Gallup, 2019).
According to my Signature Theme Report, my Achiever theme means that I am a person who feels the need to accomplish something tangible every day (Gallup, 2019). This theme identifies my innate drive for accomplishments and fits me with great accuracy. The Achiever theme means I rarely rest on my laurels, relish challenges, and have a great deal of energy and drive.
My second theme was identified as responsibility, and this also fits me accurately. According to Gallup, this theme means that I take ownership of anything I commit myself to, and that this is the reason I always complete projects or tasks (Gallup, 2019). Conscientious adherence to ethics and a drive for completing tasks the right way defines this trait (Gallup, 2019). My report says that this theme creates my reputation for being someone that can be counted on to get things done (Gallup, 2019).
My third theme of Restorative means that I enjoy solving problems (Gallup, 2019). According to Gallup, I am energized by challenges, and this theme embodies that trait (p. 3). The Restorative theme identifies me as a person who enjoys restoring things by identifying underlying problems and resolving them (Gallup, 2019). It identifies me as a fixer (Gallup, 2019).
Theme four in my report was identified as Input. Gallup says this theme represents my innate curiosity and inquisitiveness (Gallup, 2019). I believe that this theme is directly correlated to my earlier themes and is foundational to my energy and drive. According to my report, my Input theme means that I find the world complex and fascinating (Gallup, 2019). My Input theme means I collect things that fascinate me (Gallup, 2019).
My fifth theme, Strategic, is described as a skill that cannot be taught (Gallup, 2019). I believe this is reflected in my ability to think critically. Gallup says this theme allows me, “…to see patterns where others simply see complexity” (p. 4). According to Gallup, this theme also helps me to arrive at decisions rapidly to move forward into solutions (Gallup, 2019).
It was quite easy for me to see how these themes reflect my personal values and the characteristics of myself that I take pride in manifesting. I feel that some of these characteristics are my greatest strengths. However, it has been my experience that my greatest strengths are also my greatest weaknesses.
Two of my core values that are clearly represented in my results are responsibility and helping. I feel strongly about commitment, whether that is to a relationship, a job, a friend, a pet, or a project. I take responsibility for whatever I commit to and feel a strong sense of pride about this. I feel significant distress when I feel I have let anyone down. My value of being helpful is directly related to this and ultimately is what drove me to the profession of nursing. I feel a strong drive to be helpful, and feel an obligation to share my energy, motivation, and knowledge to help others. Broome & Marshall state that motivation inspires others in an organization (p. 185). I aspire to be a transformational leader. In one cross-sectional study published in the International Journal of Caring Sciences, the transformational leadership style of inspirational motivation was able to increase the quality of nursing work life by 28% (Suratno et al., 2018).
Two strengths that this report identified are my strong critical thinking skills, and my innate inquisitiveness. These strengths combine to make me a problem solver. I naturally look for solutions. I am able to strategize, prioritize, and take action to resolve problems.
Characteristics that I would like to strengthen based upon my results fall within my themes of Responsibility and Achiever. But it is not strengthening these traits that I think I need to work on. Rather, I need to be better about recognizing when these drives override my ability to say no when there are too many demands on my time. I am not always good at saying no. My drive to achieve goals and my strong sense of responsibility for things contribute to this. I would like to focus on setting achievable goals and setting clear boundaries that are best for me and my wellbeing. I want to always demonstrate good boundaries. I want to learn to recognize that I do not have to set myself on fire to keep others warm so to speak. I want to embody and model my value of wholeness through self-care.
The most productive people I have known are good at prioritizing and setting boundaries. This enables them to focus on the things and projects that matter the most to them. They accomplish more and feel better about themselves because they act in congruence with their values. To always make choices that are congruent with my priorities and values is important to me, and sometimes saying no is necessary. I want to learn not to let my sense of responsibility and constant drive to achieve influence my choices when it comes to focusing on my priorities. I want to be better about learning when to say no rather than always saying yes.
References
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
Gallup. (November 27, 2019). Darcy ruffo. Your signature theme report [Report]. Clifton Strengths, 63012165 (DARCY RUFFO).
Suratno, K., Ariyanti, S., & Kadar, K. S. (2018). The Relationship between Transformational Leadership and Quality of Nursing Work Life in Hospital. International Journal of Caring Sciences, 11(3), 1416–1422.
Sample Answer 4 for NURS 6053- Week 5 Discussion Your Leadership Profile
An effective leader must be cognizant of her strengths and weaknesses regarding leadership skills and behaviors. Self-reflection is necessary to grow for the betterment of oneself and the team. The Clifton Strength Finder is an assessment that assists in identifying one’s strengths to improve motivation and engagement.
My Top Strengths
The Clifton Strength Finder assessment found my top five strengths: Developer, Achiever, Relator, Responsibility, and Consistency. Being strong in the Developer theme feels accurate to me as recognizing and cultivating the potential in others is the main description of the strength. I agree that I possess this strength as I often pay attention to others’ emotions and can best respond to ease tension, soothe others, and help solve problems. In my career, I enjoy mentoring students and teaching or showing them new things because I once felt out of place. Outside of my career, I am a person my friends come to for advice.
My second strength is being an Achiever as it relates to working hard and receiving satisfaction from being busy and productive. I strive to do my best every day in everything I do while actively learning from my mistakes. I do not procrastinate as I prefer to complete tasks with ample time before the deadline so that I do not feel rushed. I scored third in the Relator theme, described as receiving deep satisfaction from having close relationships with others and working hard with friends to achieve a goal. I am very selective with the people I spend my time with, as choosing to surround yourself with people with similar goals and aspirations can make you better and affect your choices. Responsibility is my fourth strength. This theme describes one who takes ownership of what they say they will do and values honesty and loyalty. I struggle with the guilt of making mistakes, breaking someone’s trust, or producing poor results. I set high standards for everything I do in life, and I honor my commitments. This strength makes me dependable for people in and outside of my career.
My fifth strength is Consistency. This theme describes an individual aware of the need to treat people equally and prefers clear rules and adhering to them. Dealing with recurring tasks is easier when there is an established step-by-step process. Reducing errors, reaching goals, and avoiding missing deadlines are positive outcomes of always following the same process. Eliminating surprises and increasing predictability is necessary inside and outside my career.
Core Values, Strengths, and Characteristics
Choosing and abiding by core values is essential as an individual, family member, and coworker. Acting in accordance with one’s core values lays the groundwork for decision-making and trust development (Sigurdsson et al., 2020). Kindness and Integrity are two core values that guide my actions and behavior. Kindness is essential because I feel everyone deserves kindness. As humans, we need to be caring and understanding of others. I feel immense guilt if I come across as unkind or respond in a less-than-kind manner to others. I strive to be respectful and caring with every encounter because people do not deserve to be treated poorly. Integrity is essential as it builds trust and shows others that I am accountable. I do not want people to doubt me or my abilities; instead, I want them to feel that I am reliable and can be held responsible for my actions.
Some strengths of mine are my determination and self-reflection. I put all my energy into everything and only settle for my best work. I am most successful when I complete a task or fulfill a responsibility. Self-reflection is a skill I have strengthened as it helps me to be more proficient, make fewer mistakes, and complete goals. Learning from my mistakes and understanding why I made a mistake helps me to learn from myself to help my future self.
more than I can handle. Being an Achiever, I strive to do my best and sometimes put myself aside to fulfill responsibilities. I need to allow myself to say no when I cannot take on more and not feel guilty for it. I also want to focus less on wanting to be liked by everyone, as I am a people pleaser, which can sometimes negatively affect me. I need to stay true to my values and know that while I should be respected, I do not need to be liked. Building that thicker skin will help with rejection and moving past rejection.
Conclusion
According to Ding et al. (2020), “leadership is a potentially crucial influencing factor for employees’ performance” (p. 1). A successful leader can positively impact her employees and create a healthy culture within the workplace. The leader must be aware of her strengths and weaknesses and her team’s strengths and weaknesses because a good leader knows that she does not have all the skills needed to succeed, but together, the team does (Sutton, 2021).
References
Ding, H., Yu, E., & Li, Y. (2020). Strengths-based leadership and its impact on Task Performance: A preliminary study. South African Journal of Business Management, 51(1). https://doi.org/10.4102/sajbm.v51i1.1832Links to an external site.
Sigurdsson, J. A., Beich, A., & Stavdal, A. (2020). Our core values will endure. Scandinavian Journal of Primary Health Care, 38(4), 363–366. https://doi.org/10.1080/02813432.2020.1842676Links to an external site.
Sutton, J. (September 23, 2021). Understanding the CliftonStrengths Assessment: A Guide. PositivePsychology.com. https://positivepsychology.com/clifton-strengths-assessment/Links to an external site.
insight-guide-7100-0-82697031-20230327121642844000000-ICJHeX.pdf
Sample Answer 5 for NURS 6053- Week 5 Discussion Your Leadership Profile
In order to be an effective leader, one must possess certain traits. The fact that one is appointed into a position does not mean they have the necessary skill to perform a leadership role. It will be a good idea for everyone to self-evaluate for leadership skills and behaviors. One can do this by looking into one’s performance in a particular area of leadership and evaluating one’s performance in a particular area.
Evaluating one’s leadership quality has been made easy using StrenghtFinder, through the effort of the late father of strengths psychology, Donald O. Clifton. A good leader must use evidence-based decision-making to enhance strong leadership and partnership that embraces organizational culture (Duggan et al., 2015).
The creator of this tool believes that living in the world is beyond fixing our weaknesses. Gallup scientists pointed out that societies only focus on people’s shortcomings. A team of Gallup scientists figured out that people have many times more potential for growth and improvement if they invest energy in growing their strengths instead of correcting their inadequacies. Research has shown that a person at work who continuously focuses on one’s strengths can make a difference.
DESCRIPTION OF MY RESULT FROM THE STRENGHTS FINDER ASSESSMENT
My top 5 strength themes of talent include Restorative, Learner, Connectedness, Ideation, and Focus.
RESTORATIVE
People gifted in the Restorative theme are proficient at handling problems and skillful in detecting what are wrong and proffering solutions to the problem. I am confident in myself after reviewing the personalized Strengths insight. I continuously look for ways to improve myself by making changes and corrections. I agree with this assessment because, in an attempt to continuously better myself, I found myself in this program at Walden University.
I constantly thought about what I needed to upgrade. I handled many things simultaneously, and I always got the expected result. This assessment described me as less effective when I am coarse to give all my attention to one project or objective. I always acknowledge the contribution and talents of others, and I am sensitive to what others think about me. I agree with this assessment, and this sensitivity is the propelling force that encourages me to do things better
LEARNER
People with a zeal for learning usually desire to learn and constantly improve themselves in the area of learning rather than the area of the outcome. The assessment described me as someone who long to know more, so I can remain relevant in my field. My inventive mind is constantly generating more ideas than I can handle, and this is a perfect description of myself.
It describes me as someone who constantly studies everything involved in a situation and looks for other ways. I think about my decisions rather than reacting without thinking through things, and I prefer having quiet time to think about new ideas.
CONNECTEDNESS
People talented in connectedness believe there is a reason for every event. I just mentioned this to a fellow worker yesterday at work. It describes me as someone who pays detailed attention to what a person or group thinks or does, approving people as they are rather than as I wish them to be, someone who inspires them generously in people. I create an atmosphere of peace and tranquility within groups and individuals.
IDEATION
Innovations attract people who are talented in the ideation theme. They can bridge the gap between connections between two seemingly different opinions. It describes me as someone who sees himself as being logical and reasonable. I agree with this conclusion. It describes me as someone who finds out how two pieces are interrelated. My thinking answers how things are done the way they are done.
As someone who has different ways of doing things, it describes me as someone who sees himself as being logical and reasonable. I agree with this conclusion, and it describes me as someone who finds out one or two pieces are interrelated. My thinking answers how things are done the way they are done. As someone with different ways of doing things, it describes one as a go-to person. When a situation appears dilemmatic, it describes me as an explorer.
FOCUS
Somebody with this theme can take the initiative, make changes, follow through, and stay on track. They set priorities and take action. Initiatives focusing on engagement and well-being can promote productivity (Speicher & Francis, 2023). It describes me as someone who organizes and plans new projects and knows precisely where he is heading and how I will reach the destination. Pushing strong for expected results motivates me. It describes me as someone who studies fact, and it describes me as someone that take action based on evidence, I give an unsentimental approach to various discussion, I tend to eliminate any sentiment or feelings when making a decision
MY 2 CORE VALUES
Core values are individual fundamental beliefs and peak priorities that propel their behavior. Moral judgment and value influence people’s points of view, attitudes, and behavior (Myyry, 2022). It is an internal compass of principle that propels a person’s decision. The two core values are integrity and humility. Because I always strive hard for the right thing. Another core value is honesty because I am a person of integrity. I behave ethically and always do the right thing. I have vital moral principles. Humility is a core value, and humility promotes selflessness and dignity. I listen to other people and welcome other people’s ideas.
MY 2 STRENGHTS
I have communication skills, am approachable, easy to talk to and deal with, have good communication skills that enhance transparency, and can handle challenging situations with a sense of humor. I am an active listener, respect others’ perspectives, and stay judgmental.
Empathy: Empathy and emotional intelligence are crucial strengths for a leader. It helps create strong relationships between leaders and their followers. Organizations have realized that there is a link between understanding and meeting their staff’s emotional and motivational needs, as this has been proven to enhance productivity (Nichols et al., 2022). Having empathy allows me to recognize behaviors and non-verbal cues. Empathy nurtures emotional intelligence, enabling me to mediate with my subordinates.
2 CHARACTERISTIC I WILL LIKE TO STRENGHTEN
Analysis of the assessment shows that I am a solo performer and highly sensitive about what others think about me.
(A). AS A SOLO PERFORMER
In order to achieve an objective, it is either one work in a group or individually. There is an advantage in either working individually or working as a group. As a leader in an organization. It is advantageous as a team to work together collectively. I need to adjust myself and develop a more effective way of working with people to achieve objectives.
As a solo performer, it makes me more efficient. I complete things quickly without getting delayed, I do not have to quarrel with anyone when completing the task, and I can also receive praise for all the work done. There is strength in working as a team because it will facilitate creative ideas and more people brainstorming. It is also a way of letting others win sometimes. I need to work on this weakness.
(B). BEING HIGHLY SENSITIVE ABOUT WHAT OTHERS THINK ABOUT ME
I decided to read more articles about this topic. I figured out that being highly sensitive about what others think can lead to emotional exhaustion, carrying one’s feelings is emotionally damaging, overanalyzing every little word is not healthy, noticing intonation in conversation, assessing if the tone does match the word, leading to agonizing post interaction.
CONCLUSION
Through the StrenghtFinder assessment instrument, I was able to identify my strengths. The strengths insight guide reveals to me. My 5 top themes amaze me that I have the following themes: Restorative, Learner, Connectedness, Ideation, and Focus. Discovering this theme can enhance motivation, engagement, and academic self-conference. I can use this assessment to leverage my talents for the highest success and analyze how the result is linked to my leadership traits. Leaders are not found by luck; they are formed through preparation, character experience, and circumstances (Broome & Marshall, 2021).
References
Broome, M. E., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). Springer Publishing Company.
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/s12913-015-0891-3Links to an external site.
Myyry, L. (2022). Moral judgments and values. In (Ed.), Encyclopedia of violence, peace, & conflict (pp. 331–338). Elsevier. https://doi.org/10.1016/b978-0-12-820195-4.00098-4Links to an external site.
Nichols, R., Njoku-Obi, J., & Ainsworth, A. (2022). Building more effective change leaders through emotional intelligence and effective communication. Forensic Science International: Synergy, 4, 100237. https://doi.org/10.1016/j.fsisyn.2022.100237Links to an external site.
Speicher, L. L., & Francis, D. (2023). Improving employee experience: Reducing burnout, decreasing turnover and building well-being. Clinical Gastroenterology and Hepatology, 21(1), 11–14. https://doi.org/10.1016/j.cgh.2022.09.020Links to an external site.