My Leadership Style Essay

I consider myself a democratic drawing card because I am relationship- and spate-oriented. I believe that policies and decisions made in a group setting are outdo for all(a) involved. Democratic leadership emphasize motion prepare and are willing to share responsibilities. I like to lead through with(predicate) cooperation, non by bossing around other(a)s. This means that I would seek to promote policies through group discussion, and place strong emphasis on teamwork. I believe that an legal manager non only encourages, but trys to input of the workers an effective manager not only instructs the worker, but shows how the instruction should be carried out the effective manager eliminates inspectors, and sort of teaches the worker the value of doing their own inspection, fostering their own self-worth on the job and their part in making the company works. Effective leadership thus enhances job satisfaction, efficiency and work production (Huber, 2006).Leadership schemeI believe that I would be a good leader because I believe that all effective leaders recognize that their power to accomplish ecesisal objectives comes from having a motived workforce who shares in the organizations vision. In addition to my ability to establish clear visions and identifies ways to achieve deaths, I am a people-oriented individual(a) who believe that people perform at their best when the work that they do en satisfactorys them to achieve their highest capabilitys both as human beings and as employees. This means that I do not withdraw an unconditional approach to leading. Rather, I believe in empowering every employee. For these reasons my leadership style is best reflected in the transformational role model of leadership. Bydefinition, a transformation leader is a leader who motivates chase to perform to their full potential over time by influencing a change in perceptions and by providing a sense of direction. Transformational leaders use charisma, individua lized consideration, and intellectual stimulation to produce greater effort, effectiveness and satisfaction in followers (Huber, 2006, p.19).According to Robins and Davidhizar (2007), health care organizations need to constantly tax individual take in managers to promote transformational leadership qualities because positive transformational changes in nursing produce a beneficial trickle-down-effect health care delivery. Huber (2006) indicates that the transformational leadership design is vital to the nursing practice because it promotes the development of a culture of excellence and that organizations with transformation leaders shed traits such as pride and satisfaction in the work, enthusiasm, team spirit, a sense of accomplishment, and satisfaction (p.21). McGoldrick, Menschner and pollock (2001) state that transformative learning helps nurses to change the way they think about themselves from a professional standpoint because transformative learning aims to refrain the thinking of the individual to self-reflection.Robins and Davidhizar (2007) found, for example, that employees who work with managers who lead in a positive and encouraging elbow room become more contented and satisfied with positions, which translates into increased patient satisfaction. This is due largely to the four primary(prenominal) activities in which the transformational leader engage establishing a vision, providing meaning for employees through the building of a social architecture, maintaining organizational trust and placing emphasis on the importance of building employee self-esteem (Huber, 2006).Assessing My Decision-Making and Problem-Solving StyleProblem-solving/decision-making is a very master(prenominal) aspect of the leadership process. Sullivan and Decker (2005) point out that leaders must be able to use vituperative thinking skills efficaciously when making decisions or attempting to mould problems. This means, being able to feature assumptions, interpre t and evaluate data, explore alternatives, identify information, and analyze and question implications for each solution. When I am faced with a problem, I maintain a tendency to make decision based on my intuition and experience. For example, if I had a patient who was agitated and my care plan is not meetingthe needs of the patient, I would be tempted to solve the problem by asking for help from a supervisor or a coworker. In most cases, I would alike rely on past experiences and try methods that I have used with other patients. On one occasion I had a patient who had a pressure ulcer and complained a lot about lying on her side.However, I could not allow the patient to lay on her back because it would make her condition worse. To solve this problem, I tried other methods such as distracting her through the television, talking, use a pillow or reading a story to get her to minimize and not focus on the discomfort. In virtually cases, I also engage in trial-and-error for some p atients for whom the normal care procedure may be insufficient in achieving sweard results. However, I also used an organized method to solve problems that do not require immediate action. For example, if I am having problems with a co-worker, I would define the problem, identify the source of the problem, and then choose a number of solutions that would best address the problem. For each solution, I would also assess the alternatives, the advantages/disadvantages of each solution and their short-term and long-term implications.Assessing My competency to Set PrioritiesSetting priority is an important facet of everyday life, whether dealing with families, work or play. I believe that I am proficient in setting priorities because I set priorities based on whether the decisions I make will achieve the intended goals. For example, during my college years, I decided that it was crucial for me to work slice attending school. While my larger goal is to earn a degree so that I advise a chieve upward mobility, my number one priority is to be efficient on the job and assemble my work responsibilities. This means that if my school schedule should conflict with my job responsibilities, I would rather make the necessity change to my school schedule. This is because school is a long-term goal whereas my current employment facilitates that long-term goal by providing me with an income as well as experience that would enhance my future endeavors.Thus, one way that I set priorities is based on the importance of activities, trade union movements or responsibilities. I also set priorities based on the time-sensitiveness of the task. Because I set priorities based on the utility of the task, action or event to my short-term and long-term goals, I tend to rely more on strategy than on emotions when prioritizing. However, Iam able to modify my plans based on extenuating circumstances. Refining a plan, for example, may become necessary when an rather plan does not go as inten ded. I am therefore open to reassessing my plans and making revisions to make them more effective and goal-oriented.Assessing My Delegation SkillsSullivan and Decker (2005) define delegation as a process by which responsibleness and authority for performing a task (function, activity, or decision), is transferred to another individual who accepts that authority and responsibility (p.144). assign a task is an indication to the other person that you are placing your confidence in him or her regarding their competence and trustworthiness to effectively perform the task. When I am about to delegate a task to soul there are a number of questions that I ask myself. These include what is the task to be delegated? What is the complexness or simplicity of the task? How much decision making is involved in completing the task? I take excellent critical thinking skills and is able to analyze information effectively. For this reason I believe that I am good at delegating task. I usually con sider the individual experience with the specific issue, the individuals background with similar tasks, the persons reliability and on-task doings as well as the emotional maturity required for the task.Assessing my Communication SkillsTo facilitate team work in the transformational leadership setting, it is important to have an effective parley system that provides complete and accurate diversify of information that guides decision (Conrad & Poole, 2005). Tate (2005) observes that to be proactive, the leader needs to use clear language when interacting with coworkers and knowing how to listen to others, including staff and patients (Tate, 2005). Tomey (2004) indicates that communication is a process which involves giving and receiving information through verbal exchanges, gestures, writing, and the use of technology. I consider myself to be fairly competent in the area of communication.For example, I have good interpersonal communication skills. I can read body language, facial expression and can use these modes of communication to get desired results. I am also competent in oral and written communication. I am able to articulate my ideas and have sufficient vocabulary to have meaningful exchanges with others. I am also good atmaking others understand my stance on certain issues. I am also able to use technology such as a computer and a shout out to communicate. For example, I can send e-mails, use an online chat room, send a text message.Assessing my Conflict solution StyleAccording to Sullivan and Decker (2005), conflict attention is a time consuming and difficult process. To resolve conflicts, management has to listen to both sides of the issues and identify compatible solutions. Based on this assessment, I believe that I possess good conflict endurance skills since I am always willing to listen to others position in the lead reacting. I am also good at negotiating. Sullivan and Decker (2005) indicate that the purpose of negotiation is to achieve a greement. My desire to avoid confrontations that can be distracting and unproductive, provides with a keen sense of looking for common grounds on which people can ferret out agreement. Also, I emphasize the importance of diversity when dealing with others so that people can understand that having different ideas or ways of thinking does not have to cause conflicts. As a result my key strategy is to use collaboration in which I encourage others to find ways of working together to achieve shared goals.Identifying Strengths and Weaknesses / Plan of ActionTwo areas in which I consider myself to be proficient or competent are decision-making/problem solving and delegation. However, I have deficits in the area of communication and conflict resolution. In the area of communication, I have difficulty in the transmission of the message due to having a strong accent which makes my lecture difficult to understand at times. To address this issue, I will see a speech therapist to assist me wit h pronunciation and speech rate. This is very important because a leader has to work in a fast-paced multidisciplinary healthcare purlieu that requires others to quickly understand what he or she has to say. In the area of conflict resolution, I tend to take the flight into fantasy approach, which involves thinking about something else in order to be protected from stress.The consequence of this is that it does not address the needs of the parties. To overcome this problem, I will try to incorporate the confrontation approach. This approach allows the leader to deal with theissue and put it to rest (Sullivan and Decker, 2005). As a democratic leader ,I will effectively seek to bring together the synergy of my subbordinates in order to achieve our specific objectives.It is imperative that as a leader I strive to approach my leadership style in a super and transformational manner.My decision making will aplly critical thinking skills in order to solve problem.Priority setting,goal d elegations and conflict resolution are pertinent to my leadership style and objective.ReferencesConrad, C. & Poole, M.S. (2005). Strategic Organizational Communication in a world-wide Community (6th ed.). Belmont, CA Thomson Wadsworth. Huber, D.L. (2006). Leadership and Nursing Care Management (3rd ed.). Pennsylvania Saunders Elsevier. McGoldrick, T.B., Menschner, E.F. & Pollock, M.L. (2001). Nurturing the transformation from staff nurse to leader. Holistic Nursing Practice (16)1, 16-20. Sullivan, E.J. & Decker, P.J. (2005). Effective Leadership & Management in Nursing (6th ed.). New jersey Pearson Education, Inc. Tate, C.W. (2005). Leadership in Nursing. New York Churchill Livingstone. Tomey, A.M. (2004). Guide to Nursing Management and Leadership (7th ed). St. Louis, Missouri Mosby.