MHACB543_R2
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School
University of Phoenix *
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Course
543
Subject
Health Science
Date
Feb 20, 2024
Type
docx
Pages
3
Uploaded by MegaPolarBearMaster1010
I have worked with a handful of leaders in my career. The best leaders I have worked with have been willing to listen when needed, understanding of an issue I bring up and took it seriously, willing to get to know me on a personal level so we have a connection, willing to spend the extra time to educate and guide me in areas where I may not be proficient. The worst leaders I have worked with have been unwelcoming which left me questioning whether I belong on the team, unhelpful when I reached out for
help and made me feel like I was bothering them, and always assumed the worst instead of having positive intent. The best and worst traits have definitely impacted my productivity and engagement. I notice when I have a leader who is willing to listen and willing to spend extra time (if needed), I am more willing to go the extra mile out of respect. I want to make them proud. I want them to see that I am doing what is expected of me. I notice when I have a leader who is unwelcoming and acts like I bother them when I reach out, I second guess my abilities. I lack confidence in all aspects of my job. I am on edge when completing projects or sending emails in fear of snide remarks or not being up to par. Overall, depending on the traits, I am either happy in the role or quickly looking for a job somewhere else.
In my opinion, when leading people, soft people skills are more important than hard knowledge of the area you are running. You can always learn the ins and outs of the area you are running but you have to connect with the team you will be working with first. If you come into a new department and are willing to make connections, your team will be more willing to show you the ropes. They are the people doing the work so their intel will probably be more beneficial anyhow. I will say in the last 3 years
I have been in management, leading people has been the hardest. You have to be emotionally intelligent
enough to be able to work with people of different backgrounds and personalities and be able to meet them needs of everyone. Once you can master people skills, the rest is a breeze.
The leadership skills that researchers value the most within the health care sector include, adaptability to change, being a fast learner, and having the people skills needed to build relationships with their team (Center of Creative Leadership, 2020). I can relate to the need to be able to adapt to change. One thing that is a constant in healthcare is that healthcare is constantly changing. In my current role, we face changes in directives from the health plan and state levels and have to be able to switch gears quickly (change standard operating procedures as needed) and train our teams accordingly.
Which is a great segue into the need to be a fast leaner. The health plan can send you something Friday that needs to be implemented by Monday. This requires you to educate yourself enough to relay the information about the changes to your team. You have to be able to answer any questions that may arise. Lastly, having the people skills. You have to build rapport with your team to gain their respect and create and sustain a level of comfortability.
References
Center for Creative Leadership.
(2020).
Focus: Healthcare in Leadership
.
https://www.ccl.org/articles/leading-effectively-articles/focus-healthcare-leadership/
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