My Leadership Style Essay

I grapple myself a democratic studyer beca physical exertion I am relationship- and people-oriented. I study that policies and finiss made in a group drawting be high hat for all involved. Democratic leaders emphasize theme manoeuver and are volitioning to share responsibilities. I like to lead through with(predicate) with(predicate) cooperation, not by bossing around early(a)s. This means that I would seek to promote policies through group discussion, and place strong emphasis on team rub down. I regard that an in effect(p) manager not only encourages, but find outs to input of the workers an effective manager not only instructs the worker, but shows how the instruction should be carried off the effective manager eliminates inspectors, and instead teaches the worker the value of doing their own inspection, rearing their own self-worth on the job and their part in making the caller-up works. Effective leading thus enhances job merriment, efficiency and work outp ut signal (Huber, 2006).Leadership TheoryI opine that I would be a acceptable leader because I believe that all effective leaders recognize that their power to action organizational objectives comes from having a motived workforce who shares in the organizations vision. In addition to my ability to establish resolve visions and identifies ways to achieve goals, I am a people-oriented individual who believe that people set at their best when the work that they do enables them to achieve their highest potentials both as human beings and as employees. This means that I do not take an authoritative approach to leading. Rather, I believe in empowering every employee. For these reasons my leadership style is best reflected in the transformational model of leadership. Bydefinition, a transformation leader is a leader who motivates followers to perform to their full potential over time by influencing a variety in perceptions and by providing a sense of direction. Transformational lea ders use charisma, separate tradeation, 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 pass judgment individual nurse managers to promote transformational leadership qualities because positive transformational changes in treat produce a beneficial trickle-down-effect health care delivery. Huber (2006) indicates that the transformational leadership conceit is vital to the nursing practice because it promotes the development of a culture of worthiness and that organizations with transformation leaders have 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) fix that transformative learning helps nurses to change the way they think about themselves from a skipper standpoint because transformative learni ng 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 manner become much contented and satisfied with positions, which translates into increased patient satisfaction. This is due largely to the quartette main 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 brilliance of building employee self-esteem (Huber, 2006).Assessing My Decision-Making and Problem-Solving StyleProblem- resolving power/decision-making is a very pregnant aspect of the leadership process. Sullivan and Decker (2005) point out that leaders must be able to use critical thinking skills effectively when making decisions or attempting to solve problems. This means, being able to lay down assumptions, interpre t and evaluate data, look for alternatives, identify information, and break and question implications for each solution. When I am go about with a problem, I have a tendency to make decision based on my intuition and have. For example, if I had a patient who was agitate and my care plan is not meetingthe needs of the patient, I would be tempted to solve the problem by engageing for help from a executive program or a coworker. In some cases, I would also dep wiz on past experiences and try modes 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 fundament 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 construe a story to pull back her to minimize and not focus on the discomfort. In some cases, I also engage in trial and error for some patients for whom the normal care procedure may be substandard in achieving desired 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 demarcate the problem, identify the source of the problem, and then prefer a keep down of solutions that would best telephone 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 Ability to knack 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 while attending school. While my larger goal is to earn a d egree so that I butt achieve upward mobility, my number one priority is to be efficient on the job and stick to pass my work responsibilities. This means that if my school schedule should impinge with my job responsibilities, I would rather make the necessary 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, assigns or responsibilities. I also set priorities based on the time-sensitiveness of the labor. Because I set priorities based on the utility of the trade union movement, 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 in front plan does not go as intended. I am thus 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 responsibility and office staff for performing a task (function, activity, or decision), is transferred to another individual who accepts that allowance and responsibility (p.144). Delegating 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 someone there are a number of questions that I ask myself. These include what is the task to be delegated? What is the complexity or simplicity of the task? How much decision making is involved in completing the task? I possess excellent critical thinking skills and is able to analyze information effectively. For this reason I believe that I am broad(a) at delegating task. I usually consider the individual experience with the specific issue, the individuals background with similar tasks, the persons reliability and on-task behavior as well as the emotional maturity date required for the task.Assessing my communion SkillsTo facilitate team work in the transformational leadership setting, it is important to have an effective communication system that provides complete and close exchange 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 well behaved interper sonal communication skills. I can ask body language, facial expression and can use these modes of communication to get desired results. I am also competent in viva and written communication. I am able to articulate my ideas and have fitted vocabulary to have meaningful exchanges with others. I am also good atmaking others interpret my stance on certain issues. I am also able to use technology such as a computer and a phone to communicate. For example, I can post e-mails, use an online chat room, send a text center.Assessing my Conflict result StyleAccording to Sullivan and Decker (2005), conflict management is a time devour and difficult process. To resolve conflicts, management has to listen to both sides of the issues and identify congenial solutions. Based on this assessment, I believe that I possess good conflict issue skills since I am always willing to listen to others position before reacting. I am also good at negotiating. Sullivan and Decker (2005) indicate that t he purpose of negotiation is to achieve agreement. My desire to avoid showdowns that can be distracting and unproductive, provides with a keen sense of looking for common evidence on which people can find agreement. Also, I emphasize the importance of diversity when dealing with others so that people can understand that having incompatible 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 talk difficult to understand at times. To address this issue, I will see a s peech therapist to assist me with pronunciation and speech rate. This is very important because a leader has to work in a fast-paced multidisciplinary healthcare environs 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 compulsory that as a leader I strive to approach my leadership style in a comprehensive and transformational manner.My decision making will aplly critical thinking skills in order to solve problem.Priority setting,goal delegations and conflict resolution are pertinent to my leadership style and objective.ReferencesConrad, C. & Poole, M.S. (2005). Strategic Organizational Communication in a Global 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 nurse Practice (16)1, 16-20. Sullivan, E.J. & Decker, P.J. (2005). Effective Leadership & Management in treat (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.