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NURS 6053- Week 6 Assignment Personal Leadership Philosophies

NURS 6053- Week 6 Assignment Personal Leadership Philosophies

NURS 6053- Week 6 Assignment Personal Leadership Philosophies

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Leadership is an important skill that nurses utilize to influence others. Leaders are either born with leadership skills or learn them from their environment. Health organizations that have effective leaders demonstrate excellence in their service provision. Healthcare providers should be provided with opportunities to explore their leadership abilities. This can be achieved through interventions that include delegation and utilization of inter-professional teams. Therefore, this essay examines my leadership philosophy

Review the Institute of Medicine’s 2010 report “The Future of Nursing: Leading Change, Advancing Health.” Write a 750‐1,000 word paper discussing the influence of the IOM report on nursing practice. Include the following:

  1. Summarize the four messages outlined in the IOM report and explain why these are significant to nursing practice.
  2. Discuss the direct influence the IOM report has on nursing education and nursing leadership. Describe the benefits and opportunities for BSN‐prepared nurses.
  3. Explain why it is important that a nurse’s role and education evolve to meet the needs of an aging and increasingly diverse population.
  4. Discuss the significance of professional development, or lifelong learning, and its relevance in caring for diverse populations across the life span and within the health‐illness continuum.
  5. Discuss how nurses can assist in effectively managing patient care within an evolving health care system.

NURS 6053- Week 6 Assignment Personal Leadership PhilosophiesMy Core Values

I believe that leaders should demonstrate specific leadership values in their organizations. One of the leadership values that one should possess is respect. Effective leaders respect others. They respect the ideas, views, diversity, and backgrounds of others in their organizations. Effective leaders also value transparency. They ensure that organizational tasks are undertaken in a manner that allows scrutiny and understanding of the use of resources (Alvinius, 2017). Effective leaders also strive to make a difference in those they lead. They transform others through instilling confidence and ensuring that they develop the right knowledge and skills for their success. The last value that I believe leaders should possess is integrity (Hassmiller & Pulcini, 2020). Leaders should demonstrate integrity in the ethical decisions that they make and fulfill their promises and expectations.

Personal Mission Statement

My mission statement as a leader is to promote the growth and development in those I lead. I wish to ensure that I transform positively the behaviors, knowledge, and attitudes of those I lead. I intend to achieve this goal by recognizing their abilities and providing them the opportunities to explore them. I also intend to lead the as their example. I wish to become their role model in adopting the needed professional behaviors that contribute to their growth and development.

CliftonStrenghts Assessment

The CliftonStrenghts Assessment revealed a number of strengths that describe my leadership abilities. The top two strengths that were identified from the assessment were that I am analytical and deliberative. People who are analytical explore situations before coming up with a conclusion. They collect facts about events to aid in the development of sound decisions. Analytical people are critical and creative thinkers. They do not consider events as they appear but seek to unearth the factors that might affect them. Analytical people also explore the existing alternatives and select one that is associated with optimum benefits to the involved parties. My other strength that became evident from the assessment is that I am deliberative. Deliberative people are careful in what they do. They are vigilant on the approaches to decision-making. They operate on the assumptions that their world is highly unpredictable. As a result, decisions should be made with a consideration of unforeseen events that might affect the situation (Grossman & Valiga, 2020). An effective use of these strengths will enable me to make ethical decisions in my leadership roles.

Personal Leadership Philosophy

The health care industry has predominantly been positively influenced by great leaders. In turn, when different health care players think of leaders in industry, they usually refer to the great leaders that have impacted the industry in one way or another. However, the health care players often fail to recognize the potential significance that their individual leadership can create in the health care industry (Willcocks & Wibberley, 2015). Essentially, every human being has leadership potential and it is upon every person to identify their capabilities and design an inspiring vision that other can emulate. To improve leadership skills in health care industry, it is imperative to consistently recognize personal strengths and weaknesses. Acknowledging strengths such as core competencies, skills, and talents is important in enabling one to determine the best areas to serve in the industry. On the other hand, knowing areas of weaknesses is critical in planning how to improve in those areas (Cashman, 2017). Successful leadership in health care requires leaders to routinely examine their approaches and design plans for continuous perfection.

Description of Core Values

I believe that values are steering principles in every person’s life. As such, effective leadership should be practiced within the framework of core values. Nonetheless, as a leader my core values include authenticity, respect, and wisdom. To begin with, I will demonstrate authenticity by remaining consistent, transparent, and congruent in my values, actions, and beliefs. Besides, I will combine the values and principles to establish a focused life and add to the growth of those I lead. On the other hand, I will demonstrate respect to my team through self-respect and respect for others by treating them with compassion, dignity, and empathy. I will also ensure that I earn respect from others. The value of wisdom will be demonstrated by understanding both health care and human dynamics and the ability to make rational decisions that considers the interests of different stakeholders.

A Personal Mission/Vision Statement

I believe that leadership is essentially a privilege that is associated with the responsibility of motivating and empowering the people I lead and guiding them to achieve the vision and objectives of the organization. To succeed in achieving the organizational vision and objectives, it is imperative to build a strong and committed team who can work together to achieve the common goal. Encouraging collaborative relationship fosters diversity which is critical in enhancing innovative and creative thinking.  I, therefore, believe that it is essential to be a supportive and thoughtful leader. These traits will in turn inspire the people I lead. Ideally, leadership is more about being a defender of the cause but not about controlling others. I look forward to being a role model for the team and try to motivate them to excel personally, professionally, and for the society.

CliftonStrengths Assessment

According to my CliftonStrengths profile, I am identified by various themes such as empathy, positivity, developer, discipline, and connectedness. Most leaders are concerned with improving their leadership weaknesses, imitating the traits of successful leaders, or deciding whether to focus on strategy or vision. Such leaders, however, fail to recognize that such issues only distract them from the critical strength-based leadership. Strength-based leadership involves the development of natural talents into strengths. As a result, leaders must strive to be aware of their talents and develop them into strengths in order to achieve professional and personal success and fulfillment (MacKie, 2016). As a result, completing my CliftonStrengths assessment allowed me to gain a comprehensive understanding of my strengths, values, and areas of weakness that require improvement (Bartz, Bartz, & Doctor, 2017). I realized that my empathetic nature and approach to situations allow me to feel the emotions of others by imagining myself in their situations, allowing me to consider their welfare as we work toward organizational goals. Furthermore, I realized that my upbeat attitude and approach to situations generates contagious interest in me. Being enthusiastic inspires optimism and allows me to arouse the enthusiasm of others to complete tasks. The assessment also revealed to me that I am a developer. This perspective would be critical in identifying and promoting the potential in others to help the organization’s visions and goals be realized. Being disciplined would allow me to build the best infrastructure for achieving goals and maintaining adherence to the established order. Connectedness as a strength is critical in fostering confidence in following the established organizational order. Every situation can be manipulated to produce better results through connectedness. In a nutshell, realizing the value of my leadership style to the team is a critical experience that will hopefully foster internal growth and discovery.

Courage should be strengthened in order to have the strength to act for the greater good. It also entails taking a stand in the face of adversity and acting boldly for inclusivity and justice. Integrity, on the other hand, should be strengthened to ensure moral courage, trustworthiness, ethical actions, keeping promises, and meeting expectations. The development strategy for these two behaviors entails teaching them through training and orientation. It is also critical to support such values in all organizational communication, including newsletters and all-hands meetings. A leader should also recognize and reward employees who encourage such behavior. Importantly, the leader should set a good example by modeling such behaviors in order to persuade their team to adopt them.

Conclusion

There are no universal traits of an effective leader. Effective leaders are those who are able to determine how best they can utilize their talents. Organizations that concentrate on leadership that focuses on the strengths of their leaders tend to realize massive success. As such, organizations should mostly focus on strengths and help the employees to discover their strengths. Strength based leadership fosters effectiveness and ability to deploy strategies to the benefit of organization.

Reducing Stress on Healthcare

According to the ANA The balance of safety and efficacy and the perception of personal risk versus overall benefit are at the core of acceptability of immunization practices. The known and potential benefits of a COVID-19 vaccine must outweigh the known and potential risks. ANA strongly recommends that registered nurses be vaccinated against COVID-19. All health care personnel (HCP), including registered nurses (RNs), should be vaccinated according to current recommendations for immunization of HCP by the CDC and Association for Professionals in Infection Control and Epidemiology (APIC). ANA also believes that it is imperative for everyone to receive immunizations for vaccine-preventable diseases as vaccines are critical to infectious disease control and prevention. Moreover, nurses have a professional and ethical obligation to model the same health care standards they prescribe to their patients. There is now significant clinical evidence on the safety and effectiveness with approved COVID-19 vaccines being administered under the Food and Drug Administration’s (FDA) Emergency Use Authorization process.

Annals of Internal Medicine stated We need to be more aggressive about respiratory hygiene and placing restrictions on patients, visitors, and health care workers with even mild symptoms of upper respiratory tract infection. Potential policies to consider include the following: 1) screening all visitors for any respiratory symptoms that may be related to a virus, including fever, myalgias, pharyngitis, rhinorrhea, and cough, and excluding them from visiting until they are better; 2) restricting health care workers from working if they have any upper respiratory tract symptoms, even in the absence of fever; and 3) screening all patients, testing for all respiratory viruses (including SARS-CoV-2) in those with positive screening results regardless of illness severity, and using precautions (single rooms, contact precautions, droplet precautions, and eye protection) for patients with respiratory syndromes for the duration of their symptoms regardless of viral test results. A collateral benefit is that if a patient is subsequently diagnosed with COVID-19, staff who used these precautions will be considered minimally exposed and will be able to continue working.

Conclusion

Laureate education (2015) states, that one thing that individuals and leaders can do to be prepared for healthcare challenges of the future is to develop cultural competency, gain skills to view multiple perspectives, and develop greater understanding the survival side of any healthcare organization. Having Beyond the immediate needs in responding to COVID-19, the pulse survey documents hospitals’ perspectives about longer-term opportunities for improvement to address challenges that existed before, and were exacerbated by, the pandemic. These include reducing disparities in access to health care and in health outcomes; building and maintaining a more robust health care workforce; and strengthening the resiliency of our health care system to respond to pandemics and other public health emergencies and disasters.

   References

ANA Board of Directors September 2020   www.NursingWorld.org/COVID19Vaccines/

Annals of Internal Medicine https://doi.org/10.7326/M20-0751

Centers for Disease Control and Prevention. (2020). Daily updates of totals by week and state. Retrieved June 2, 2020 from, https://www.cdc.gov/nchs/nvss/vsrr/covid19/index.htm

Vahedian-Azimi, A., Hajiesmaeili, M., Kangasniemi, M., Fornes-Vives, J., Hunsucker, R. L., Rahimibashar, F., … Miller, A. C. (2017). Effects of Stress on Critical Care Nurses: A National Cross-Sectional Study.  Journal of Intensive Care Medicine,  34(4), 311–322. doi: 10.1177/0885066617696853

References

Bartz, D., Bartz, D. T., & Doctor, J. (2017). Strengths management, realistic optimism, and impressions management for managers. International Journal of Organizational Theory and Development, 5(1), 1-9.

Cashman, K. (2017). Leadership from the inside out: Becoming a leader for life. Berrett-Koehler Publishers.

MacKie, D. (2016). Strength-based leadership coaching in organizations: an evidence-based guide to positive leadership development. Kogan Page Publishers.

Also Check Out: NURS 6053 -Week 9 Assignment Workplace Environment Assessment

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Week 6 Assignment

Personal Leadership Philosophies

Many of us can think of leaders we have come to admire, whether they are historical figures, industry pillars, or leaders we know personally. Leadership of individuals such as Abraham Lincoln and Margaret Thatcher has been extensively studied and debated. You may, however, have interacted with leaders who you believe demonstrated equally competent leadership without ever having a book written about their methods.

What distinguishes great leaders? Of course, every leader is unique, but one thing that all great leaders have in common is the leadership philosophy that they develop and practice. A leadership philosophy is essentially a mindset held by leaders that serves as a guiding principle for their actions. While formal theories of leadership evolve over time, great leaders appear to follow an overarching philosophy that guides their actions.

What is your leadership philosophy? In this Assignment, you will explore what guides your own leadership.

NURS 6053- Week 6 Assignment Personal Leadership Philosophies

To Get Ready:

Identify two to three academic resources that analyze the influence of leadership behaviors in addition to the readings in this Module

NURS 6053- Week 6 Assignment Personal Leadership Philosophies
NURS 6053- Week 6 Assignment Personal Leadership Philosophies

establishing healthy work environments

Consider the leadership behaviors given in the three materials you choose to review.

Consider your Clifton Strengths Assessment results and how they connect to your leadership characteristics.

The Task (two to three pages):

Personal Leadership Theories

Create and submit a personal leadership philosophy that expresses your ideas about what makes a good leader. Use the scholarly materials on leadership that you chose to back up your philosophy statement. The following should be included in your personal leadership philosophy:

A statement about your essential principles

A personal mission statement/vision statement

An examination of your Clifton Strengths Assessment results, summarizing the findings of your profile

Describe two essential behaviors that you want to improve.

A growth plan that shows how you intend to improve on the two important behaviors you choose, as well as how you intend to attain your personal goal. Provide specifics and instances.

Include your colleagues’ feedback on your Clifton Strengths Assessment from Module 2 Discussion.

Individual Leadership Theories

A leader’s basic principles determine his or her personal leadership philosophy. I believe that good leaders often have a set of distinguishing characteristics that shape their conduct, decision-making, and level of influence over their followers (Laureate Education 2014). As a result, my personal leadership philosophy is founded on a set of values that guide my decision-making process and, ultimately, shape my daily routine and professional goals (Cortellazzo et al., 2019).
Notably, the concept of empowerment and development is one of the guiding elements of my leadership style.
Leadership is a position of authority in my opinion. As a result, rather than keeping power and control, I want to empower people and encourage them to multiply their own impact. To increase employee empowerment, I use strategies such as formal employee training through mentoring and distribution of responsibilities.
Communication is also a key component of my personal leadership philosophy. Communication, in my opinion, is a leader’s most powerful tool and the foundation of any connection.
Centering communication in the workplace encourages context dialogue with the team and other employees (Khan et al., 2020). It aids in ensuring that employees have clear and precise expectations. Furthermore, it provides as a framework for providing and establishing constructive criticism both within and outside of the workplace.
My leadership concepts revolve upon mission and vision. My personal leadership mission statement expresses my leadership aims and goals. It clarifies my position and presence in the eyes of my followers and the organization. Similarly, my mission statement expresses the objective of my leadership. The vision statement underlines my personal goals and aims as a manager (Roupnel et al., 2019). The vision and mission statements serve to ensure that my leadership style remains positive and motivating. The following is my vision and mission statement:
Vision: To keep working toward being a leader for whom I would wish to work. I must lead by providing a good example, encouraging open communication, and investing in my staff and followers. I will aid the company in meeting its goals.
Mission: To act as a leader by encouraging the development of new ideas and thinking ahead of the curve so that my team can offer technology solutions that enrich and improve the lives of people.
Based on the findings of the CliftonStrengths assessment, I use the abilities of the restorative theme because of my ability to produce problem-solving solutions. I make a concerted effort to research information sources and resources such as publications in order to overcome challenges in both my professional and personal lives. I am always looking for ways to improve as a person and as a leader. As a result, I’d like others to learn from my experience the importance of conducting an immediate investigation.
This suggests that learning from mistakes and problems is in one’s best interests.
Furthermore, I am a student who seeks to expand my knowledge and talents through daily experiences and interactions both inside and outside of the job. I have a tendency to persevere until I have acquired the essential skills and knowledge to accomplish a goal. On a futuristic topic, I prefer to think about the future and the best way to get the best outcome by current actions and decisions. The concept of connection manifests itself in the kindness I show to others. This, I believe, is the strategy that will assist motivate and influence people to take positive acts. Finally, as a relator, I want to build strong relationships with everyone I interact with so that I may get the most out of each interaction.
I want to develop my supporting and participative leadership abilities, which are both important. The two habits will best ensure that I lead by example and provide suitable direction to my employees. I plan to enhance these behaviors by using online lessons and enrolling in classes that will help me with these two components. To improve these two aspects of leadership, I will enroll in evening classes and attend training sessions at my workplace. After three months of lessons, I will have a certificate and will be able to practice the two qualities with ease. The online training will be based on a variety of sources as well as the input of experienced health-care executives (Khan et al., 2020). Participation by a leader stimulates other employees and enhances the level of performance in a health care organization.

References

Cortellazzo, L., Bruni, E., & Zampieri, R. (2019). A Review of the Leadership Role in a Digitalized World. Frontiers In Psychology, Volume 10, Issue 10. https://doi.org/10.3389/fpsyg.2019.01938
Khan, H., Rehmat, M., Butt, T., Farooqi, S., & Asim, J. (2020). A model of the impact of transformative leadership on work performance, burnout, and social loafing. Future Business Journal, volume six (1). https://doi.org/10.1186/s43093-020-00043-8
Roupnel, S., Rinfret, N., & Grenier, J. (2019). Three programs for leadership development that maximize learning over time. Volume 18 of Journal of Leadership Education (2).
https://doi.org/10.12806/v18/i2/t1
Produced by Laureate Education (2014). Management [Video file]. Author, Baltimore, Maryland.

Workplace Environment Assessment Analysis

Post a brief description of the results of your Work Environment Assessment.  Based on the results, how civil is your workplace?  Based on my workplace assessment, my facility received a score of mildly healthy.

Explain why your workplace is or is not civil.   As a nurse it is my responsibility to create a safe, ethical, civil workplace comprising of dignity and respect (Clark, C. M., 2015).  My past workplace is considered mildly healthy. I would consider my workplace in between civility and incivility. Based on policies, procedures, promoting safe environment. Hiring some of the best physicians and support staff, as well as continuing education requirements and support, my workplace is healthy.  However, the level of stress, patient overload, acuity and staff concerns, my workplace is not healthy. I strive daily to do what is right because it is right.  Everyone that I work with know that if you ask me, I am going to tell the truth and always treat patients with respect and dignity even though the patient may not be treating staff that way.  My manager would give me difficult patients and my co-workers knew that and some would even ask me to “swap” a patient with them.  The prevailing system of superiority and work overload was evident at my past job.  Working in surgery there are different elements to pre-operative environment.  Within the peri-operative environment, multi-faceted, are assessment nurses, lab, and chart room nurse.  There was never a clear understanding of the role of the chart-room nurse which posed many problems and challenges.  If that nurse did not want to confirm a critical lab, ekg, or issue to the surgeon, it would be brought back to the assessment nurse and at times would be reported to the supervisor.  There was a unhealthy relationship established before I began working there.  I had no idea.  According to Clark et al., (2011), “disruptive behaviors” are common and are often due to unclear roles and expectations, professional and personal value differences, as well as power struggles.  I tried to bridge this culture even though I was not in management by engaging with all sides to try to bridge the gap.  However, it was to no avail because feelings were deeper than I realized.  Our manager seem to favor the chart nurse as they were very close friends.  In lieu of this, I felt optimistic.  I attempted to come up with resolutions such as team talks but the chart room nurse did not want to engage. The foundation of good team building must be trust (Laureate Education, 20009u).  In the end, I am no longer there and from some of the nurses, these issues exist now.  It is so sad, because this could be an idea job for many nurses. Clark et al, 2011, states that these types of issues can be resolved by leaders who model role professionalism and effective communication skills.  In the end, I have learned, teams must have shared goals, shared knowledge, and mutual respect -TEDx. (2017).

References:

Clark, C.M., Olender, L.,Cardoni, C,C., Kenski, D. (2011). Fostering civility in nursing education and practice.  The journal of Nursing Administration, 41(7/). 324-330

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

Laureate Education (Producer)(2009u). Working with Groups & Teams

. Baltimore, MD: Author

TEDx. (2017, April). Jody Hoffer Gittell:  The power of a simple idea [Video file]. https://www.youtube.com/watch?v=X7hL5RC5kdE.

The core values of a leader are what determine the personal leadership philosophy of a leader. I believe that good leaders tend to have a set of unique characteristics that drive the way they act, their decision-making process, and the level of influence that they have on their followers (Laureate Education 2014). Therefore, my personal leadership philosophy is driven by a set of values that determine my underlying beliefs and guide my decision-making process and the actions that ultimately shape my daily routine and my career goals (Cortellazzo et al., 2019). Notably, one of the values that drives my personal leadership philosophy is the elements of empowerment and development.

I view leadership as a position of power. For this reason, as opposed to keeping the power and control to myself, I strive to ensure that I empower others and motivate them to amplify their own impact as well. Some of the strategies that I use to ensure empowerment include actions such as formal training of employees through mentorship and delegation of responsibilities. Another key value in my personal leadership philosophy is the element of communication. I believe that communication is a powerful tool of a leader and is the foundation for a relationship. In the work setting, centering communication enables communication of contexts to the team and fellow employees (Khan et al., 2020). It aids in ensuring that clear and concise expectations are set for the employees. In addition, it forms the basis for the provision and setting of constructive feedback both within and outside the work setting.

The mission and vision are the core elements of my leadership values. My personal leadership mission statement defines my purpose and objectives as a leader. It aids in illustrating my role and existence to my followers and to the organization. Similarly, my mission statement defines my purpose as a leader. The vision statement focus on my personal goals and aspirations as a leader (Roupnel et al., 2019). The vision and the mission statements are meant to ensure that my leadership approach remains uplifting and inspiring. My personal vision and mission statement are:

Vision: To continue working towards becoming the leader that I would wish to work for. I have to lead by being an example and integrating open communication while investing in my employees and followers. I will aid the organization in attaining its goals.

Mission: To serve as a leader by encouraging the development of innovative ideas and forward-thinking to ensure that my team can bring about technology solutions that will enhance and improve other people’s lives.

Based on the CliftonStrengths assessment, I tend to employ the qualities of restorative theme due to my ability to develop solutions to problems that arise. I strive to ensure that I refer to information sources and consult materials such as publications in order to overcome the challenges that I encounter both in the work setting and in my personal life. I am constantly in search of ways that would best make me a better person and a better leader. For this reason, I would wish that other people learn from me about the need to investigate a situation at hand. This means that it is in the best interest to learn from the failures and challenges experienced. Also, I tend to be a learner, given that I strive to acquire additional knowledge and skills from the daily experiences and interactions within and out of the work setting. I tend to persevere to the point where I acquire the skills and knowledge needed to attain a goal. I tend to look into the future and the best way to have the best outcome through present actions and decisions on the futuristic theme. The theme of connectedness manifests in the element of generosity that I show to people. I believe that this is the strategy that will aid in motivating and influencing other people to perform good deeds. Lastly, as a relator, I seek to form positive relationships with those that I interact with to get the best out of the interaction.

Two key behaviors that I intend to strengthen include the qualities of supportive and participative leadership. The two behaviors will best aid in ensuring that I lead by example and that I am able to provide the right guidance to my employees. The strategies that I plan to use to improve on these behaviors are through online tutorials and enrolling in classes that will aid in improving the two aspects. I will enroll in evening classes and attend training sessions in the health facility that I work for to improve on the two aspects of leadership. Upon completion of the classes for three months, I will have a certificate and will be able to exercise the two qualities with ease. Online training will be based on a wide variety of sources and the contributions from accomplished leaders in the health sector (Khan et al., 2020). Being participative as a leader is motivating to the other employees and improves the level of performance in the health organization.

References

Cortellazzo, L., Bruni, E., & Zampieri, R. (2019). The Role of Leadership in a Digitalized World: A Review. Frontiers In Psychology10. https://doi.org/10.3389/fpsyg.2019.01938

Khan, H., Rehmat, M., Butt, T., Farooqi, S., & Asim, J. (2020). Impact of transformational leadership on work performance, burnout and social loafing: a mediation model. Future Business Journal6(1). https://doi.org/10.1186/s43093-020-00043-8

Roupnel, S., Rinfret, N., & Grenier, J. (2019). Leadership development: three programs that maximize learning over time. Journal Of Leadership Education18(2). https://doi.org/10.12806/v18/i2/t1

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

Rubric

NURS_6053_Module03_Week06_Assignment_Rubric
NURS_6053_Module03_Week06_Assignment_Rubric
Criteria Ratings Pts
Develop and submit a personal leadership philosophy that reflects what you think are characteristics of a good leader. Use the scholarly resources on leadership you selected to support your philosophy statement. Your personal leadership philosophy should include the following:· A description of your core values.· A personal mission statement, AND· a personal vision statement.

15 to >13.0 pts

Excellent
The response accurately and thoroughly describes a set of core values. …The response clearly and thoroughly describes a personal mission statement and a personal vision statement.

13 to >11.0 pts

Good
The response describes a set of core values. …The response describes a personal mission statement and a personal vision statement.

11 to >10.0 pts

Fair
The response describes a set of core values that is vague or inaccurate. …The response describes a personal mission statement and vision statement that are vague or inaccurate.

10 to >0 pts

Poor
The response describes a set of core values that is vague and inaccurate or is missing. …The response describes a personal mission/vision statement that is vague and inaccurate, or is missing.
15 pts
· Analysis of your CliftonStrengths Assessment summarizing the results of your profile. · A description of two key behaviors you wish to strengthen. *not required to submit CliftonStrengths Assessment.

15 to >13.0 pts

Excellent
The response accurately and completely provides an analysis and detailed summary of the CliftonStrengths Assessment. (Not required to submit Clifton Strengths Assessment.) …The response clearly and thoroughly describes two key behaviors to strengthen.

13 to >11.0 pts

Good
The response accurately provides an analysis and summary of the CliftonStrengths Assessment. (Not required to submit Clifton Strengths Assessment.) …The response describes two key behaviors to strengthen.

11 to >10.0 pts

Fair
The response provides an analysis and summary of the CliftonStrengths Assessment that is vague or inaccurate. (Not required to submit Clifton Strengths Assessment.) …The response describes two key behaviors to strengthen that is vague or inaccurate.

10 to >0 pts

Poor
The response provides an analysis and summary of the CliftonStrengths Assessment that is vague and inaccurate or is missing. (Not required to submit Clifton Strengths Assessment.) …The response describes two key behaviors to strengthen that is vague and inaccurate or is missing.
15 pts
· A development plan that explains how you plan to improve upon the two key behaviors you selected · An explanation of how you plan to achieve your personal vision. Be specific and provide examples.

50 to >44.0 pts

Excellent
An accurate, complete, and detailed development plan is provided that thoroughly explains plans to improve upon the two key behaviors selected. … The response accurately and thoroughly includes plans on how to achieve a personal vision with specific examples.

44 to >39.0 pts

Good
An accurate development plan is provided that explains plans to improve upon the two key behaviors selected. … The response includes plans on how to achieve a personal vision with specific examples.

39 to >34.0 pts

Fair
A development plan is provided that explains plans to improve upon the two key behaviors selected that is vague or inaccurate. … The response includes vague or inaccurate plans on how to achieve a personal vision and may include some examples or examples are vague.

34 to >0 pts

Poor
A vague and inaccurate development plan is provided that explains plans to improve upon the two key behaviors selected or development plan is missing. … The response vaguely and inaccurately explains plans on how to achieve a personal vision, does not include any examples, or response is missing.
50 pts
Resource Synthesis

5 to >4.0 pts

Excellent
Using proper in-text citations, the response fully integrates at least 2 outside resources and 2 or 3 course-specific resources.

4 to >3.0 pts

Good
Using proper in-text citations, the response fully integrates at least 2 outside resources and 1 course-specific resource.

3 to >2.0 pts

Fair
Using proper in-text citations, the response minimally integrates outside and course-specific resources.

2 to >0 pts

Poor
The response does not integrate outside and course-specific resources or no in-text citations are used.
5 pts
Written Expression and Formatting—Paragraph Development and Organization:Paragraphs make clear points that support well-developed ideas, flow logically, and demonstrate continuity of ideas. Sentences are carefully focused—neither long and rambling nor short and lacking substance. A clear and comprehensive purpose statement and introduction is provided, which delineates all required criteria.

5 to >4.0 pts

Excellent
Paragraphs and sentences follow writing standards for flow, continuity, and clarity. … A clear and comprehensive purpose statement, introduction, and conclusion are provided, which delineates all required criteria.

4 to >3.0 pts

Good
Paragraphs and sentences follow writing standards for flow, continuity, and clarity 80% of the time. …Purpose, introduction, and conclusion of the assignment are stated but are brief and not descriptive.

3 to >2.0 pts

Fair
Paragraphs and sentences follow writing standards for flow, continuity, and clarity 60–79% of the time. … Purpose, introduction, and conclusion of the assignment is vague or off topic.

2 to >0 pts

Poor
Paragraphs and sentences follow writing standards for flow, continuity, and clarity less than 60% of the time. … No purpose statement, introduction, or conclusion is provided.
5 pts
Written Expression and Formatting—English Writing Standards:Correct grammar, mechanics, and proper punctuation.

5 to >4.0 pts

Excellent
Uses correct grammar, spelling, and punctuation with no errors.

4 to >3.0 pts

Good
Contains a few (one or two) grammar, spelling, and punctuation errors.

3 to >2.0 pts

Fair
Contains several (three or four) grammar, spelling, and punctuation errors.

2 to >0 pts

Poor
Contains many (five or more) grammar, spelling, and punctuation errors that interfere with the reader’s understanding.
5 pts
Written Expression and Formatting:The paper follows correct APA format for title page, headings, font, spacing, margins, indentations, page numbers, running head, parenthetical/in-text citations, and reference list.

5 to >4.0 pts

Excellent
Uses correct APA format with no errors.

4 to >3.0 pts

Good
Contains a few (one or two) APA format errors.

3 to >2.0 pts

Fair
Contains several (three or four) APA format errors.

2 to >0 pts

Poor
Contains many (five or more) APA format errors.
5 pts
Total Points: 100