IO003 Leadership
Phillip March 26, 2024 No Comments

IO003 Leadership

IO003 Leadership

Name

 University

NURS 6053 Interprofessional Organizational and Systems Leadership

Prof. Name

Date

Leadership

Globally, most leaders continually work toward realizing their vision and objectives, which are considered to develop their distinctive philosophy. A personal philosophy helps one realize their mission and vision since it guides behavior in a fruitful path. Having a defined personal philosophy that they follow can help a person become more professional and foster a better work atmosphere. According to Martins Abelha and César da Costa Carneiro (2018), a leader’s philosophy enables them to find a middle ground between their success and their ideals to accomplish organizational objectives. It is possible to assess and investigate a person’s personal philosophy using their behavior and values.

A person can stay on track to accomplish the established goals and objectives with the support of the two personalities. A leader who adheres to a certain mindset can keep their strategic advantage and vigilance by using the opportunities provided by their setting. This paper will outline my personal philosophy and discuss its guiding principles, purpose, and vision. I will also highlight my profile using the StrengthsFinder Assessment.

Leadership Core Values

Core values are foundational principles that govern how people interact with others in a variety of contexts, including business, the classroom, and public organizations. According to Huo et al. (2020), a set of rules mainly determines performance and deciding which issues to address. My top 5 themes include being analytical, a relator, learner, achiever, and an arranger. Through my encounters with people, I have realized how important it is to assess various factors contributing to a certain situation and to listen to each party’s views. For example, it is important to respect younger employees’ perspectives when implementing projects so they would support and adopt the proposal.

Furthermore, I have been able to deliver satisfactory output since I am an achiever. With my resilience and ability to cope in hardship and stressful situations, I have been successful in upholding moral principles that guide people’s aspirations toward a common goal. Puni et al. (2018) show that transformational leaders easily relate with their team members and encourage them to fulfill a particular goal. This is the fundamental value for any leader in any team. I have guaranteed that I accommodate the ideas of my co-workers and teammates from all cultures, colors, and ethnicities. I consider the wants and needs of everyone in the team when making decisions.

Vision Statement

My mission is to become a transformative leader in advancing my academic objectives and assisting my academic institution in achieving its aims and objectives for the benefit of everyone involved.

StrengthsFinder Assessment Analysis

StrengthsFinder Assessment is an online test that positively assesses a person’s personality. According to Storr (2020), various analyses show that people can achieve great things by concentrating on their strengths rather than dwelling on their previous transgressions and addressing their weaknesses. According to the assessment, my strengths are analytical, relator, learner, achiever, and arranger. Since I can settle workplace issues in a pinch, I consider myself a relator.

NURS 6053 Assessment 3 IO003 Leadership

Whenever I get to work in a team, I always ensure I respect every participant’s thought and opinion. I must ensure that all person’s beliefs are respected to foster close and stronger relationships. My abilities motivate me to consistently come up with original ideas. My imagination is stimulated by the invention process and I am able to come up with original methods to connect various ideas. Additionally, I can successfully dedicate long hours of work to accomplish a task’s objectives because of my strengths. I believe that investing a lot of effort into a task contributes to its success.

Behaviors I Need to Work On

I need to work on developing my trust and confidence-based habits. When assigned to managing group members, I may perform most of the work because I do not trust other people’s decisions. I need to concentrate on increasing my self-confidence because I believe I have the knowledge to handle almost every challenge I come across in life. I need to do this when I lack the assertiveness to ask for clarification. I consequently regularly make decisions that affect other people psychologically.

Plans to Improve Behavior and a Plan to Achieve My Vision

I would ensure the coordinated action is divided into separate techniques where each participant should concentrate on perfecting their particular skills. Since the result will be broken up into sections, I will have faith in my colleagues throughout the process. I am confident that before making significant decisions, particularly ones that might affect the attitude and morale of the workforce, I will seek counsel from the most knowledgeable managers in the organization.

When conducting research, I will be careful to speak with relevant persons. I will also get feedback from my teammates on a certain project or process. The process will enable me to base my conclusions on facts supported by evidence. My plan for achieving my goal is to keep up with the requirements for academic integrity specified by my school. I will ensure to keep up my competition in extracurricular activities so that the school can become competitive in sports and academics.

Conclusion

Managerial context is related to transformational leadership. It can be more useful and helpful to increase one’s power to naturally motivate employees and various processes through transformational leadership. It can also promote psychological liberation. A good leader effectively communicates the mission and appropriately portrays it. A leader also meets an employee’s emotional needs, promotes performance assurance, communicates clearly, and provides sincere criticism.

References

Huo, C., Waheed Akhtar, M., Arslan Safdar, M., Kashif Aslam, M., Abbas, K., Hasan Rafiq, M., … & Saad Najim AL-Khafaji, D. (2020). Transformational leadership spur organizational commitment among optimistic followers: The role of psychological capital. International Journal of Organizational Leadershiphttps://doi.org/10.33844/ijol.2020.60498

Martins Abelha, D., & César da Costa Carneiro, P. (2018). Transformational leadership and job satisfaction: Assessing the influence of organizational contextual factors and individual characteristics. Review of Business Management, 20(4), 516–532. https://doi.org/10.7819/rbgn.v0i0.3949

Puni, A., Mohammed, I., & Asamoah, E. (2018). Transformational leadership and job satisfaction: The moderating effect of contingent reward. Leadership & Organization Development Journal, 39(4), 522–537. https://doi.org/10.1108/lodj-11-2017-0358

Storr, J. (2020). Perspectives: Go quickly, start now: A personal leadership philosophy. Journal of Research in Nursing, 25(4), 393–397. https://doi.org/10.1177/1744987120916992

NURS 6053 Assessment 3 IO003 Leadership