MHA FPX 5012 Asessment 4 Personal Leadership Model
Phillip May 16, 2024 No Comments

MHA FPX 5012 Asessment 4 Personal Leadership Model

MHA FPX 5012 Asessment 4 Personal Leadership Model

Name

Capella university

MHA-FPX 5012 Organizational Leadership and Governance

Prof. Name

Date

Personal Leadership Model

Emotional Intelligence

Emotional intelligence refers to the skill of understanding one’s own emotions and those of others. Historically, expressing emotions in the workplace was seen as a distraction and a hindrance to efficiency (Goleman, Boyatzis, & McKee, 2013). However, individuals who fully comprehend and utilize emotional intelligence understand their emotions, their reasoning, and meaning, as well as how they can impact others. In contrast, those who lack this understanding often experience high levels of stress, leading to negative behaviors towards colleagues, such as passive aggression, yelling, and blaming others (Zeider, Matthews, & Roberts, 2012). This can create a working environment where employees feel uneasy and less committed to the organization. Additionally, a lack of emotional intelligence can hinder collaboration, as others may be reluctant to share ideas with a leader who cannot control their emotions. Emotional intelligence is not only about avoiding adverse behaviors but also about effectively identifying and resolving conflicts. Leaders who are emotionally intelligent foster a successful working environment where staff feel safe to communicate their opinions without fear of retaliation. Such leaders do not take things personally and can move forward with implementing plans. The development and quality of a leader’s emotional intelligence extend beyond themselves, influencing how they manage teams and interact with coworkers (Ryback, 2012).

Personal Leadership Assessment

During my tenure at Accordius Health of Brevard, we employed many agency-contracted positions through Fusion Medical Staffing and National Healthcare Staffing. The staffing process involved the agency paying their employees and being reimbursed by the healthcare organization at a predetermined rate. In July 2018, I received calls from both Fusion and National, stating that invoices for Accordius had not been paid since March 2018. They informed me that if at least fifty percent of the total balance due was not paid within forty-eight hours, they would withdraw their staff from our facility. As the scheduler, I immediately notified our Administrator and prepared for a potential staffing crisis. Approximately sixty percent of our staff were contracted through these agencies, and their withdrawal would leave us understaffed to provide basic care per resident. I contacted all our per-diem agencies and worked tirelessly to secure as many replacements as possible. This situation placed me at risk of having too many staff members, exceeding our budgeted levels if the crisis was resolved. As I was new to the position, I felt immense stress and uncertainty about handling the situation with our limited resources.

Upon reflection, I could have handled the situation better by waiting for corporate guidance, explaining the situation to Accordius staff and seeking their help, or requesting temporary approval for higher bonuses to incentivize staff. These approaches could have minimized the potential for excessive staffing and revenue waste. Understanding one’s strengths and weaknesses, and how to handle situations, is crucial for personal leadership development (Daft, 2014). Recognizing the skills that need improvement provides a foundation for growth. By seeking new information and strengthening existing skills, I can better manage stressful situations. Insight into my personal skills helps alter my perception of such situations, allowing for more effective responses.

Personal Leadership Model

Developing a personal leadership brand requires identifying important values in leadership and consistently delivering them. Based on my STAR assessment, personal leadership situational assessment, and EI assessment, my personal leadership brand is “Encouraging Achievement-Centered Collaboration.” Leading effective teams requires time, development, and complete investment. Key leadership strategies derived from my strengths, emotional intelligence, and personal leadership brand include facilitating trust and team cooperation, promoting team-building, enhancing listening skills, brainstorming, delegating tasks for learning, providing clear direction and communication, and creating an organizational environment that fosters harmony.

MHA FPX 5012 Asessment 4 Personal Leadership Model

Financial forecasting impacts leadership development by projecting potential financial changes. Understanding financial stability and potential economic shifts allows leaders to plan and adapt efficiently (Ruben & Patel, 2017). Financial forecasting helps leaders determine how to serve consumers more effectively, developing insightful leadership skills integral to a leader’s personal brand. Combining my strengths, emotional intelligence, and leadership brand, I aim to instill a commitment to quality care in those I manage. The ultimate goal for any healthcare agency is to improve the lives of those they serve. Leading in a way that instills these values in others requires promoting a goal-centered environment focused on commitment, caring, and quality delivery. My leadership approach emphasizes high levels of communication across all organizational levels and an open-door policy.

References

Daft, R. (2014). The Leadership Experience. Boston, MA: Cengage Learning.

Goleman, D., Boyatzis, R., & Mckee, A. (2013). Primal Leadership. Boston, MA: Harvard Business Review Press.

Ruben, G., & Patel, B. (2017). Financial forecasting and stochastic modeling: predicting the impact of business decisions. Radiological Society of North America, 238(2).

MHA FPX 5012 Asessment 4 Personal Leadership Model

Ryback, D. (2012). Putting Emotional Intelligence to Work. London: Routledge.

Zeider, M., Matthews, G., & Roberts, R. (2012). What We Know About Emotional Intelligence. Cambridge, MA: The MIT Press.