c200 task1

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School

Western Governors University *

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207

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Management

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Apr 3, 2024

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docx

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Uploaded by DukeLarkMaster1086

C200 Task 1 C200- Task 1 Western Governors University 1

C200 Task 1 “To lead people, walk beside them ... As for the best leaders, the people do not notice their existence. The next best, the people honor and praise. The next, the people fear; and the next, the people hate ... When the best leader's work is done the people say, We did it ourselves!” ― Lao Tzu The Clifton Strengths assessment is a tool created to distinguish an individual’s leadership strengths. The assessment is composed of four domains: Executing, Influencing, Relationship Building and Strategic Thinking. Within these domains, 34 strengths are evaluated and the top 5 are identified. Embarking on this new journey into leadership it is essential that I develop myself as a knowledgeable, effective, and efficient leader. Analyzing the results of this assessment, allows me to understand the leadership style that correlates directly to my strengths. In the next section, I will discuss my type 5 strengths identified by the Clifton Strengths assessment. A1: Reflection of Clifton Strengths According to the Clifton Strengths assessment, my greatest strength is Responsibility. This strength falls under the Executing domain. Possessing strong Responsibility talents is a direct identifier of committed leaders. Individuals who carry these talents have great follow through and are exceptional in keeping their commitments. In my current role as a Medical Staff Coordinator for one of the largest healthcare systems in Georgia, I recognize my strong sense of responsibility. It is my job to maintain an honorable medical staff who are vested in caring for 2

C200 Task 1 the population we serve. Therefore, I am compelled to uphold the organization’s mission statement and protect our patients at any cost My second greatest strength identified by the Clifton Strengths assessment is Relator. Realtor, a strength belonging to the Relationship Building domain is essential for leading a team. Persons with great relationship building skills can unite individuals to achieve a common goal. Relators are very selective in their relationships. This is not necessarily an act of exclusion or dismissive of new relationships, but rather a desire for true, honest, and meaningful encounters with others. As a leader I must remain mindful of this characteristic. I would never want a team member to feel excluded or that I am only interest in the wellbeing of specific employees. An assumption of favoritism could easily dismantle a team. My third greatest strength, also from the Executing domain is described as Achiever. This strength defines someone who is a self-motivated hard worker. Achievers are eager to set goals that are both challenging and attainable. Healthcare is a forever evolving industry which presents many challenges. Stress, challenges and uncertainty are precluded by the determination of an Achiever. The success of a healthcare organization is dependent on its leader’s ability to overcome adversities and foster change. My fourth greatest strength, Woo, comes from the Influencing domain. The strength Woo defines me a person who likes to meet new people and win them over. Ironically, this strength seems to be the counter of my seconded defined strength Realtor. Having a strong Woo sense enables positive interactions with physicians, patients and employees who are of different cultural backgrounds and religions. Aiding in the development of a cohesive, team-based work environment. 3

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C200 Task 1 My fifth greatest strength, Self-Assurance, remains in the Influencing domain. I am not surprised that Self Assurance was identified as one of my top five strengths. My attitude towards risk is Self -Assured person, or someone who is confident in risk taking and their ability to overcome obstacles. It is not a sense of arrogance nor being a know it all, but more so a lack of fear relating to failure. In life we are faced with many adversities. This strength helps me to remain positive about my future and my ability to overcome any adversity. As a leader, my hope is that my sense of Self-Assurance will spill over into my employees, providing them with the confidence that need to meet their goals and fulfill their dreams. B. Leadership Evaluation Scholarly leadership theories help you understand how and why people become leaders. Task B requires me to evaluate my leadership style based on a scholarly theory of leadership. I will examine three of my strengths, weaknesses and actionable items which will aide my development as an efficient leader. Strengths: The Transformational Theory of leadership is most applicable to my leadership style. There are multiple reasons for choosing this leadership style. The single, most important reason is that I find Transformational leadership to be the most intriguing and impactful form of leadership. Transformational leaders are known for there level of passion and their ability to change individuals and systems. Bass (1999) suggests that the four components of an authentic transformational leadership are: idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. 4

C200 Task 1 My three greatest strengths highlighted by the Clifton Strengths assessment are Responsibility, Achiever and Self Assurance. My strong sense of responsibility is what drives me to accomplish more, correct and learn from my mistakes. A great Transformational leader is known for their innate ability of taking responsibility when things go wrong. My second strength, Achiever, is deep rooted in my yearning for intellectual growth opportunity. This strength ignites my innovative passion to create seamless processes. As I encourage my employees and peers to communicate their ideas, I also provide input that will challenge their understanding and promote positive outcomes. My strong sense of Self Assurance is where my ability to speak up, influence and make others feel secure is derived. Self-Assured leaders exhibit great confidence, making it easier gain the trust of their employees. Weaknesses: For the second part of this task, I will evaluate three weaknesses as they relate to Transformational Leadership. Ironically, my weaknesses seem to be a direct result of my strengths. While I have a strong sense of responsibility, it is often accompanied by burnout. Every so often I feel obligated to take on more than I should. Overloading myself results in a higher level of stress, anxiety and burnout. Relator, my second greatest strength, can lead to favoritism if not careful. Nanjundeswaraswamy et al. (2014) advocates that transformational leaders concentrate on the development of followers and their needs. As a transformational leader I will spend time with my team helping them develop their professional skills. Naturally, I’m compelled to give extra focus to likeminded team members, leaving others to feel overlooked or left out. Instances of favoritism can cause conflict amongst a team. My wooing strength is also a weakness. Gaining the confidence of my team is important but I must remain 5

C200 Task 1 focused on the main goal of the organization. If I, the leader, mainly focus on winning my team over, I will fail in providing the necessary structure needed for development. Action Recommendations: Nanjundeswaraswamy et al. (2014) states that different leadership styles may affect organizational effectiveness or performance. The final part of section B requires me to list three action recommendations that will improve my transformational leadership skills. I have chosen to address my weaknesses and develop them into strengths. My first actionable item is learning how to set boundaries. Although maintaining a high level of commitment is important, I must be sure that I know when to draw the line. Setting boundaries will encourage a healthy work life balance for myself and my employees. My second recommendation is to expand my knowledge base. This intellectual stimulation can be accomplished by engaging with peers of different beliefs and skill sets. Understanding different approaches will allow me to better understand and develop my team. My final recommendation is to practice individual consideration as it relates to my employees. I can accomplish this by using my woo strength to draw the initial connection to my employees. Once a connection the connection is made, I’ll support the needs of each employee individually. Accomplishing these recommendations will improve my chances of becoming an effective and efficient transformational leader. C. Smart Goals A SMART goal is measurable, achievable, realistic and time bound. In this section I will discuss two short term SMART goals that will improve my leadership skills. The first goal is to improve my communication skills. I would like to increase my confidence and comfort level when speaking to strangers and in group settings. I will measure my attainment of this goal by 6

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C200 Task 1 implementing weekly one on one meetings with new team members and biweekly group meetings with my entire team. Following each meeting, the team will complete a survey to rate our interaction. This goal is achievable because as a leader I can set the schedule for my team members. Weekly and biweekly meetings are realistic for new and old team members. This gives each person the opportunity to get their voice heard and time for me to create action plans. Completing the series of meetings over a 2-month period will allow the team to provide enough feedback for me to improve my communication skills. My second SMART goal is to complete my MBA by December 2022. This goal is specific to the program that I’m currently enrolled in. This goal is measurable by assessing my current course load. I’ll achieve this goal by completing my courses as outlined within my degree program. Completing one class per month will allow me to meet my deadline. I believe this goal is realistic basic based on my current skillset, knowledge and self-confidence. This goal will improve my effectiveness as a transformational leader by awarding me the opportunity to expand my knowledge base. My MBA will increase my changes of career advancement within my current department. Completing the CliftonStrenghts assessment provided me with great insight of my leadership style. Acknowledging and understanding my strengths and weaknesses is the first steps necessary in developing a great leader. The established SMART goals have given me something to work towards. Completing these actions in the outlined time we give me the self- assurance to believe that I will become an exceptional transformational leader. 7

C200 Task 1 References Bernard M. Bass (1999) Two Decades of Research and Development in Transformational Leadership, European Journal of Work and Organizational Psychology, 8:1, 9-32, DOI: 10.1080/135943299398410 CliftonStrengths Assessment: Your Signature Themes. (2022). Retrieved February 03, 2022. Laozi quote. A. (n.d.). Retrieved April 1, 2022, from https://www.azquotes.com/quote/525997 Nanjundeswaraswamy, T. S., & Swamy, D. R. (2014). Leadership styles. Advances in management, 7(2), 57. 8

c200 task1

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