Introduction
Leadership is a crucial aspect of each person’s life. It can impact both the personal and professional spheres, and can even have a significant influence on the business as a whole (Marshall & Broome, 2017). Leaders are accountable for fostering environments that advance outstanding results in life and work and foster a culture that promotes the best working circumstances for surrounding people and employees (Marshall & Broome, 2017).
Not everyone in leadership positions has the innate ability to exercise leadership, but these abilities may be cultivated and refined with practice, awareness, and development (Marshall & Broome, 2017). To design a strategy to reach my objective of being a transformational leader, this article will examine my leadership philosophy, strengths, and shortcomings.
Leadership Philosophy
A strategy to assist a leader in staying on track is to develop a personal leadership philosophy. This philosophy should be founded on values and beliefs, and demonstrate how you respond to different situations. Additionally, developing my leadership abilities to create a more adaptable workplace that encourages creativity may increase my potential in both my personal and professional life (Duggan et al., 2015). By creating individual leadership principles, individuals can have a better understanding of their views, anticipated behavior, and expectations of others. Since core values establish people’s identities and don’t change despite shifting goals and conditions, decisions and actions must be based on them.
As guiding principles derived from a person’s fundamental ideas, core values define what is good and wrong. Integrity and excellence are among my key beliefs. I work hard and always try to do all I can. Honesty and sincerity are ingrained in everything I do. My mission is to inspire growth by teaching, directing, and modeling behaviors while maintaining pleasant relationships. Exemplary leaders may mentor others, exhibit the behaviors they want, and use innovative management techniques (Hallock, 2019). These attributes, which are necessary for a strong leader, include positivity, direction, and the encouragement of growth and development.
Clifton Strengths
I used the StrengthsFinder exam as a workout to identify my personality’s strengths. Considering the results of this evaluation, my top five strengths are input, strategy, responsibility, learner, and maximizer. These abilities show that I am curious and want to learn more, that I can create new ideas, and that I am responsible for my actions. I firmly believe in moral principles like honesty and loyalty, and I concentrate on my strengths to motivate myself and others to perform at their best. These attributes fall under three categories: strategic thinking, execution, and influencing.
I want to improve my capacity to delegate efficiently. My reluctance to assign particular duties to others may be due to my strong sense of responsibility and desire to see things done correctly. The ability to delegate effectively may boost productivity, mutual trust, and work happiness. It is a key characteristic of transformative leadership. A strategy to enhance team building is for workers to be more involved in decision-making and let others participate in the business’s choices (Scherb & Specht, 2017). The capacity to pause and weigh various options before acting is another trait I would like to improve.
I have strengths in carrying out leadership duties, but I need to improve my handling of projects and relationships. I frequently become distracted by taking on numerous jobs, and I have trouble connecting with some coworkers. I always manage more than two projects at once, which might be stressful. I’ll have to tackle jobs one at a time in the future to prevent dire consequences like not finishing tasks correctly.
Development Plan
A development plan is a strategy to enhance abilities or knowledge by setting objectives in areas where deficits are found and creating plans to achieve those objectives. Delegation and making rash judgments are two areas that I have determined require improvement. By deliberately engaging in this activity, I want to assign work to others better.
If necessary, I will evaluate the capacity of the individuals I entrust with the assignment and utilize efficient communication to provide directions on how to proceed. I will be explicit about my expectations, offer assistance and oversight when necessary, and permit autonomy when appropriate. These practices make it possible to increase mutual trust and make delegating easier.
I will let others make decisions that impact the team to improve my capacity to take a moment to consider my options before rushing to make decisions or take actions. Consciously including team members in decision-making will enable me to consider different viewpoints and contribute to enhancing employee well-being (Scherb & Specht, 2017). A shared governance model like this can lower staff turnover rates and increase work satisfaction (Scherb & Specht, 2017).
Identity, purpose, and the way one intends to pursue it are all reflected in the personal mission statement. My objective is to maintain pleasant connections and encourage progress. Some leadership abilities, such as facilitating, directing, and modeling anticipated behaviors, may be improved via education and a dedication to lifelong learning (Hallock, 2019).
I can realize my purpose by concentrating on what I want to do, creating a plan of action, and then sharing that plan with others (Hallock, 2019). I can use webinars, podcasts, and remote learning options available as tools for learning (Weinschreider et al., 2019). Implementing technology for education to improve leadership abilities is also possible.
Conclusion
Becoming a transformational leader will benefit me, the team, and the company since it improves overall outcomes, staff retention, and employee well-being. These abilities can be learned but require time, awareness, and practice. I must work hard to develop my leadership abilities via education and self-improvement. I will continuously endeavor to be honest and courteous in my interactions with others to fulfill the goals outlined in my mission statement. I eagerly anticipate this endeavor’s trials along with the rewards it would provide.
References
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). Springer.
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), 1-9. Web.
Hallock, A. B. (2019). A case for leadership development in nursing practice. Nephrology Nursing Journal, 46(3), 325-328.
Scherb, C. A., & Specht, J. K. (2017). The measurement, challenges, and opportunities of decisional involvement. Western Journal of Nursing Research, 40(4), 459-461. Web.
Weinschreider, J., Sabourin, K. M., & Smith, C. M. (2019). Preparing nurse leaders in nursing professional development. Journal for Nurses in Professional Development, 35(5), 281-285. Web.
