...Assistant prior to going to nursing school. I joined the cardiovascular team in the OR during my orientation period and absolutely loved it. Four years later I began my journey in nursing leadership. My first leadership position was the supervisor of an operating room, and was promoted to a nurse manager a few years later. Looking back, I’m not sure how I remained in management, I had little to no mentorship or guidance. Since then I have developed a passion for mentoring nurses and helping them be successful in both staff and leadership roles. Performing both inpatient and outpatient procedures, I get to be involved in the care of healthy and ill adult patients undergoing surgery, endoscopic procedures, and pain management procedures. I have a holistic approach to nursing care, and place the patient in the center of the care they receive during their stay. Of course, there are times during a patient’s stay, the focus must be placed in a particular area, such as patient safety in the operating room. Another important focus while the patient is undergoing surgery is the patient’s family and loved ones. We adopted a standardized process for keeping families informed during a patient’s stay with us. We also allow visitors in the day surgery and post anesthesia areas. My leadership style is similar to my nursing practice; I base my approach on achieving the desired results for the individual I’m working with. I believe in teaching, mentoring, and coaching nurses to provide...
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...Case: Tale of Two Leaders: Alfonso vs. Abrashoff 1. Was Cmdr. Alfonzo an effective leader? Abrashoff? Why or why not? Abrashoff was a more successful leader then Alfonzo because of their differences in personalities and leadership style. Cmdr. Alfonzo had characteristics of a traditional leader compared to Abrashoff who was a contemporary leader. Cmdr. Alfonzo lost his credibility with his people or team as a leader because he played the “expert” role and liked to lay down rules, for example he always wanted to know which soda was been served. If a command was not carried out to his specification he would punish his people and rap remand them in front of their peers instead of doing it privately. Abrashoff was a more caring leader because he articulated and rallied his troops around a vision and a set of values and his team caught this vision and bought into their leader. Abrashoff saw conflicts as an opportunity for synergy and enriched decision making processes. 1. a) Is there a difference between a successful and effective leader? A basic responsibility of a good Leader in any work organization is to get the work done with and through his people. The success of managers or leaders is measured by the output or productivity of the group they lead. A successful leader may not be an effective leader. As it may be that the person working under a leader does the job for the leader only because of his/her position/power. Thus he may be successful as he is able to...
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...LEADERSHIP Leadership can be defined as the ability to guide, lead, give direction or even influence others. It can also be defined as the process of socially influencing people toward a certain direction or objective. Leadership can also be the organization of groups of people to achieve a common goal. It could still be defined as the art or process of influencing people to perform assigned tasks willingly, efficiently and effectively. Enabling people to feel they have a say in how they do something eventually result in higher levels of satisfaction and increased productivity. A genuine leader according to Martin Luther King is not a searcher for consensus but a molder of consensus. Thus, leadership does not seek to fault but it seeks to find solutions to our problems. Nelson Mandela on the other hand stated this on leadership; it is better to lead from behind and to put others in front, especially when you celebrate victory and when nice things occur. You take the front line when there is a danger. Then the people will appreciate your leadership. To Colin Powell leadership aims at solving problems. There exists a correlation on the above perceptions on leadership by the three very charismatic and influential leaders of our time. There are different perceptions about leadership such as intelligence and eloquence but effective leadership is neither about making great speeches nor being liked, but is defined by results and not attributes of a person. Leadership is an elusive...
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...The class that was most influential for me was ‘The Leadership Edge’. Before taking this class I thought leadership was simply a person who leads or guides or a person who is in command of others. However, I now understand that leadership encompasses a plethora of characteristics and abilities. I believe three common factors exist in successful leadership; a focus on people, clear communication, and character. A good leader understands that he or she cannot accomplish anything without the support of followers. The best way to develop this support is by showing love, dignity, and respect to the people being led. I have learned that a leader is an individual who, while in authority over a group of people, provides sufficient or superior guidance for the completion of an effort. Dealing with people can sometimes be my weakness. I am an introvert and sometimes find myself withdrawn in certain situations that detail for my social characteristics. I definitely don’t take too kind to being judged from other people but I do realize that people are entitled to their opinions and I must understand that all people are different and we must adjust to each others differences. I know that in being a leader I must aspire to work on my character and competence to solve structural and systemic problems within myself and my organization at work. Change starts from within. I must first work on the programmer if I want to improve the program. As I give grace to others, I will receive more...
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...Servant leadership is a philosophy and set of practices that enriches the lives of individuals, builds better organizations and ultimately creates a more just and caring world (Greenleaf 1970). This definition allows many different groups of people to be considered servants leaders. The definition is too broad and inaccurate in today’s workplace. Throughout this paper, the term “servant leadership” will be used in a more specific manner using direct examples to back its true definition. Transactional leadership theories are characterized by a transaction made between the leaders and the followers. For transactional theories to be effective and as a result have motivational value, the leader must find means to align to adequately reward or punish his follower, for performing leader-assigned tasks (Leadership Central 2013). After reading the definition of the transactional leadership theory, the statement, “Although servant leadership is often associated with the Bible and Jesus Christ, it is totally compatible with most religions and theories of philosophy” does not match at all with the transactional leadership theory. To be more specific, using the transactional leadership theory in a religious environment would do nothing but separate the following. To reward/punish specific groups or individuals within a religious setting could have devastating results. This is where the term “cult” could potentially come in to play. A cult is a particular system of religious worship...
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...Bus Case Study Analysis 3: A Tale of Two Coaches Vanessa Goins Grand Canyon University LDR-600-0102 Leadership Styles and Development Professor Erick Aguilar May 19, 2013 Through Fiedler’s Contingency Model, I would say that Coach Knight and Coach K are matched to their situations. Fiedler’s Model describes a leader-match framework of which the leaders are assigned to a situation given their attributes and capabilities (Northouse, 2010).Coach Knight was one who was more of a task-oriented coach whom main concern was reaching the team’s goal and that was to win. Coach Knight, according to the contingency model scored low in the LPCs, on the leader-member relations while on the task structure, he scored high. He had a high position power as well as his actions was punishment, verbal abuse when he would get mad and having his team fear him (Snook, Perlow, & Delacey, 2005).He was acting very immature as he was throwing chairs and screaming, showing very negative leadership. He was one who cared very little for developing relationships with his players or getting along with others. Coach K scores high in the LPCs because he fits the situation of the leader-member relations, he was relationship-oriented, because he has a very caring relationship with his team, understanding them and being there for them whenever it came reflecting true leadership. His power position was not extreme because he was so close to his team members. Coach k always motivated his team...
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...BECOMING AN EFFECTIVE GLOBAL LEADER (Chapter 30 of "Coaching for Leadership" Jossey-Bass/Pfeiffer, 2000) Maya Hu-Chan, Jeremy Solomons, and Carlos E. Marin “To lead the people, walk behind them” (Lao-Tzu) “In a beginner’s mind, there are many possibilities. In an expert’s there are none.” (Zen Master Suzuki Roshi) Nature versus Nurture Although there may never be a definitive answer to the nature versus nurture question, most people will agree that no amount of nurturing can make someone into a global leader if he or she does not have a fundamental desire, passion, and talent to be one. And no potential leader, however naturally gifted he or she may be, can become fully realized without a tremendous amount of nurturing. Throughout childhood and adolescence, even the divinely reincarnated Dalai Lama had to undergo intense and lengthy preparation for his weighty role as the spiritual leader of Tibet. But the preparation does not stop at the onset of adulthood; in some ways, it is only just starting. Potential global leaders must continue their formal education by expanding their theoretical and technical knowledge in various arenas of higher learning, but they must also begin to live the reality of being a global leader through practical experience, particularly traveling, living and working in cultures and countries that are not familiar to them. 1 Are global leaders born? Or are they made? Is global leadership an innate competency? Or is it an acquired skill, learned and...
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...as a prince, king or emperor. Politicians in most cases are entangled in controversies. We tend to see them begging for votes during or around the election time. The often have many promises to the electorate being put across using slogans, posters, and sweet words. These promises give false hopes to the citizens. Almost every time after these elections, these hopes are shattered, and the people then realize they made a mistake to put the politicians in power. In addition, the issue of elections rigging is often the case diluting the effort of the people who were targeting positive change in the governance of their country. The citizens are usually the ones that are greatly affected by corrupt leadership. We, therefore, tend to ask ourselves whether the problem is with the leadership or use of the electorate. Do we lack the ability to choose good leaders? Is the political seat by itself responsible for turning all people that aspire for it to be corrupt? If there is a lack of our abilities to choose a good leader, then action should be taken to decide wisely during elections to look for a leader. If it is a corrupting power that politicians have, then we should hang the politicians. The clearest and most likely notion doing rounds among us is that we are all equally responsible for electing corrupt leaders, and we should also be hung. The individual politician was also part of our society and culture and, therefore, these values are similar to those that we...
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...Five Levels of Leadership The book by John C. Maxwell separated leadership into five distinctive levels. The first level he calls “Position.” (Maxwell, 2011) The position level of leadership is the lowest and entry level for a leader. A positional leader was given a position. For example, a college graduate joins the Marine Corp and is given the position of Second Lieutenant. Another way to become a positional leader is to be given a promotion because someone in authority recognizes a talent, trait, or potential they consider to be consistent with a leader (Maxwell, 2011). At the position level of leadership, it is about power and position. Mr. Maxwell uses a great analogy to make this point. He refers to characters on the Andy Griffith Show. He describes the Sheriff, Andy Taylor as a laid back people person. Everyone knew he was in charge. He did not even carry a gun. He would talk with people and use his influence to lead. On the other hand was Deputy Barney Fife. Deputy Fife carried a gun and a single bullet but only because Andy allowed him to do so. When Barney was in charge everyone knew it. He had to tell everyone that he held the “position” of leadership while Andy was away. He often pulled his gun, unnecessarily, to show that he had the power to take control of anyone who might question his position. He was not about influencing people but about forcing his position of power upon them. According to the John Maxwell, these leaders are lonely because...
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...My Leadership Practices and Future C200 Managing Organizations and Leading People September 19th, 2014 My Leadership Practices and Future This following will outline my personal leadership practices and potential future leadership. To analyze my leadership qualities I will use the Seven Habits Profile and a leadership theory to determine my strengths, weaknesses, and areas of opportunity for improvement. In conclusion, I will determine the best recommendations for long-term improvement as well as SMART goals, or short-term courses of action, for leadership improvement. Seven Habits Profile The Seven Habits Profile revealed that I rank as outstanding in two categories, very good in six categories, and good in just one category. This seems to highlight what I am most exemplary at in terms of leadership, what I am just proficient at, and what presents itself as an opportunity for improvement. The main two strengths include having a work-life balance and being a proactive problem solver. An area of opportunity as indicated by the profile would be having the ability to synergize which is a combination of seeking the views of others and making creative decisions. The two strengths point to qualities I have constantly tried to improve upon. Earlier in my career, I was a bit of a workaholic and tended to bring work home with me. This resulted in a dismal personal life which eventually permeated negativity into my professional life as well. In light of...
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...Running Head: Leadership Style Leadership Style Angela Alexander Organizational Behavior/BUS610 Professor Dwight Reimer May 23, 2011 Abstract: This paper will discuss and analyze leadership styles and strategies. Exploring what leadership is and what makes a great leader. Being a leader means being a role model to many, setting positive examples, interacting with others and having a caring dissipation. Leadership can be a journey of discovery. Leadership is a skill that is a critical part of any business/corporation. Often time’s management is mistaken for leadership. While both leaders and managers have power, and others that rely on their expertise, leadership is more of an art form. It is something that is often mastered over time. Effective leadership requires humanity, the ability to make good decisions and take responsibility for ones actions or the actions of the team. There are varies types of leadership styles, some focus on behavior while others focus on qualities’, and associations. Leadership is defined as “a social influence process in which the leader seeks the voluntary participation of subordinates in an effort to reach organizational goals. This definition implies that leadership involves more then wielding power and exercising authority and is exhibited at different levels. Leaders are like the rest of us: trustworthy and deceitful, cowardly and brave, greedy and generous. To assume that all leaders are good people is to be willfully blind to...
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...“Transformative Leadership: Achieving Unparalleled Excellence” For , MGT 3110 February 6, 2015 Abstract This paper summarizes the article written by Cam Caldwell, Rolf D. Dixon, Larry A. Floyd, Joe Chaudoin, Johnathan Post, and Gaynor Cheokas regarding the need for a new type of leadership in today’s social work environment, defined as Transformative leadership. The article itself varies in the definition, however in a broad sense Transformative leadership is maintaining good moral standing and sound business ethics among employees and individuals inside and outside the workplace. However, in order to reach this theoretical level of business related moral and ethical leadership known as Transformative leadership, one must be able to interpret and utilize the six other forms of leadership. The six forms of leadership discussed in this article are Charismatic, Level 5, Principle-centered, Servant, Covenantal, and Transformational leadership. There will be a total of ten propositions (P) that correspond to a given model of leadership and will be referred to as (P1, P2. etc.). When these six models of leadership are combined and used in conjunction, it is known as transformative leadership which makes up the content of this article. Keywords: Ethics, Transformative leadership, Covenantal leadership, Moral standing, Proposition, Level 5 leadership, Servant leadership, Principle-centered leadership, Transformational leadership, Charismatic leadership Executive...
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...with their visible and measurable traits. Someone’s personality is observed only by the traits that others can see. There are more traits to a person that are not always visible to ones eye. Everyone can see the different actions of a person but they really cannot see the feelings and thoughts of a person. Our personality lets us respond and act in different ways to certain things in life. I believe that a person’s personality is based on the environment they grew up in and their background. Some key personality features that define me are leadership and caring. I have leadership because I like to motivate others to get things done, I will push them and let them know that they can complete anything they start. I am also a very organized and responsible person that a leader needs. Another skill that I have to be a leader is communication, this is very important because a leader has to communicate with everyone. I also consider caring as a key personality because I care about what happens to others even if it is good or bad. I believe that cognitive, trait, and interaction best describe my...
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...Healthcare providers, automatically assume the leadership role when providing care to patients and to office staff. We facilitate mindset and reinforce behaviors that generate sustainable healthy lifestyles, which prevent disease onset, and foster wellness. We encourage, teach and prescribe medication to our patients to promote wellness. Our actions are guided by our personal and professional values These values shape how we carry out our day to day duties. As providers, we need to be open minded and welcome constructive criticisms. We must be sensitive to others people’s values and acknowledge their autonomy. We can provide quality care and leadership skills to patients if we take time to listen. I regard quality as being, honest, empathizing,...
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...1.1. BACKGROUND INFORMATION Generally, of the various leadership styles no other leadership style has a deeper or stronger historical base than servant leadership. The concept of servant leadership can be traced through passages dating back to the 4th century B.C., most notably passages documented from Lao-Tzu who lived in China 570 B.C. (Brewer, 2010). However, the contemporary study of servant leadership may be traced to the groundbreaking work of Greenleaf (1977). The model of servant leadership, as proposed by Robert Greenleaf (1977) seems especially well suited to providing employees with the empowerment and participatory job characteristics that are related to both employee and customer satisfaction. Servant-leadership represents a model of leadership in which the leader assumes a supportive, service orientated role among stakeholders and followers (Greenleaf, 1977). The fundamental concept of servant leadership is placing others before self and accordingly servant leaders care about the people that work for them, other person’s agendas come before their own and commitment to service comes first. The servant leader serves by building the skills of followers, removing obstacles, encouraging innovation, and empowering creative problem solving (Spears, 2004). Servant Leadershipis an understanding and practice of leadership that places the good of those led over the self-interest of the leader. Servant leadership promotes the valuing and development of people, the building...
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