The health care environment is complex, requiring leadership that is comprehensive and collaborative in the field. It is essential for leaders to be well-versed in a range of areas (practice, resear
Personal Leadership
My results from the Leadership Self-Assessment have reveled that the top two leadership styles, that ranked the highest were transformational and servant. I identify with transformational leadership the most because of the ability to build employees up with a sense of mission and purpose, while making them feel empowered (Al-Sawai, 2013). I believe it is important to utilize many leadership characteristics because they can be useful in managing different situations. For instance, the empowering leadership style supports open conversations and mentoring. This is a good approach to provide a sense of purpose to those you may delegate too (Smith, 2015). The servant leadership model on the other hand, focuses on serving others needs, instead of developing others to work towards a common goal. The characteristics of a servant leader are taking responsibility for the growth of others, awareness, persuasion, listening, and compassion. (Trastek et. al., 2014).
Indicators that can help determine the effectiveness, as a leader would be if the organization was meeting their goals or reaching target patient satisfaction scores. Another indicator could be the overall work environment and or staff retention (Smith, 2015).
This assessment can be used to aid in the development of others and myself in diversity, inclusion, and ethics by constructing a health care team with a shared vision of their purpose, which improves the cooperation within the group. By understanding each person’s strengths you are able to identify areas for improvement. By continuously working on these areas and building a strong work community by developing trust, creating a strong bond within the group, and where everyone can contribute to the decision-making process it will reduce people from feeling excluded and promote everyone in participating and sharing ideas. (Downey et. al., 2015).
References
Al-Sawai, A. (2013). Leadership of Healthcare Professionals: Where Do We Stand? Oman Medical Journal, 28(4), 285–287.
Downey, S. N., Werff, L., Thomas, K. M., & Plaut, V. C. (2015). The role of diversity practices and inclusion in promoting trust and employee engagement. Journal Of Applied Social Psychology, 45(1), 35-44.
Smith, C. (2015). Exemplary leadership: How style and culture predict organizational outcomes. Nursing Management (Springhouse), 46(3), 47-51.
Trastek, V. F., M.D., Hamilton, N. W., J.D., & Niles, Emily E, B.S., J.D. (2014). Leadership models in health care-A case for servant leadership. Mayo Clinic Proceedings, 89(3), 374-81. Retrieved from http://library.capella.edu/login?url=https://search-proquest-com.library.capella.edu/docview/1507834035?accountid=27965.
