Chose a leader in your prospective career field to interview. He or she should be someone who is respected and viewed as an ef
Chose a leader in your prospective career field to interview. He or she should be someone who is respected and viewed as an effective and/or exemplary leader in their organization or field. The leader must be preapproved by your instructor.
Set a date and time for the interview. This should be, preferably, a face-to-face interview. A phone interview will suffice if your leader lives out of state. Be sure to organize the interview well in advance. An email interview is not acceptable.
From the list below, choose at least four questions you would like to ask your leader. You are also required to create three of your own questions, specific to that leader or field. Make sure your questions are open-ended and address the Five Practices of Exemplary Leadership
· How did you enter your career field?
· What were some of the biggest challenges?
· What is your educational background?
· How important is networking?
· What steps/advice do you recommend for those entering the field?
· What strengths do you believe you possess as a leader? Weaknesses?
· What are three to four actions you believe are essential to enable others to be successful?
· What advice do you have for building relationships and trust in an organization?
Conduct your interview by taking effective notes. Include the date, time, and location of your interview.
What you will turn in: three original questions, notes from the interview (questions and answers), and a reflection assignment. Also, be prepared to share your interview and reflection with other learners in this class.NOTE: Please follow the attached sample can be rewritten with no plagiarism
Running head: REFLECTION PAPER 1
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REFLECTION PAPER
Leadership Reflection Paper
Grand Canyon University: PSY 693- Professional Capstone
Leadership Reflection Paper
According to Kouzes and Posner (2017), there are five core practices common to all leaders when they are at their personal best. These practices include the ability to model the way, inspire a shared vision, challenge the process, enable others to act, and encourage the heart (Kouzes & Posner, 2017). The following is a reflection of an interview completed with psychiatric nurse practitioner (NPP) Christine Slocum on August 11, 2017 at the community mental health center where she is employed.
Learned Information from Interview
One of the observations that was gleaned from the beginning of the interview is that Ms. Slocum is a no holds barred individual who expresses herself freely and without reservation. For example, there were a few interruptions from staff during our interview. This occurred despite her blocking out 30 minutes in her schedule to complete the interview. At the second interruption, she excused herself to address nearby staff and respectfully asked them to hold all queries until she was done with her appointment. She further advised she would not be responding to any request for information until after her appointment.
It was apparent that her NPP role garnered a certain amount of respect, but her kindness and need to be available to everyone generated a certain amount of expectation. From a leadership perspective, she demonstrated care and concern for her staff but had no problem implementing boundaries and holding people accountable when needed. Ms. Slocum also exemplified true balance of responsibilities. She was aware of the tasks needing completion and organized herself to get them done. Overall, it was apparent based on the information she shared and her body language that maintaining relationships with the people she worked with was important to her happiness and longevity in her workplace.
Application of Information to own Leadership Experiences
From the interview with Ms. Slocum, there was a greater understanding of the importance of time management and relationship building as important variables necessary for the enhancement of job satisfaction. Interdisciplinary relationships facilitated through effective dialogues, education, reinforcement, motivation, mutual respect, consistency, and inspiration could be used to enhance the health and well-being of the consumer of care.
Additionally, acquiring ongoing learning and transforming that knowledge in a manner that is received by clients and interdisciplinary staff members are helpful tools for both and personal and professional growth. Thus, understanding and participating in decision making that parallel activities conducive to the perception of health and well-being according to the consumer’s perception will be one of the most rewarding way to facilitate success in patients.
Conclusion
To conclude, interviewing Ms. Slocum allowed me an opportunity to receive an honest, straight forward and realistic perspective of life as a NPP. In this advanced nursing role, it was perceived a variety of leadership styles were utilized based on the happenings of the day. This showed a flexible and adaptable attitude was necessary to maintain a self-regulated, emotionally intelligent demeanor. Overall, leading by example, remaining authentic in words and actions, and affirming contribution of others will be some of the ways to sustain a passion for the NPP role while demonstrating my personal best.
References
Kouzes, J., & Posner, B. (2017). The five practices of exemplary leadership model. Retrieved
from http://www.leadershipchallenge.com/about-section-our-approach.aspx
Slocum, C. (2017, August 11). Personal interview.
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Running head: REFLECTION PAPER 1
Notes from Interview
1. How important is networking?
“Some form of networking is important, whether it is attending a seminar, working on a committee, or simply connecting with a colleague. It is important to remember to connect with people not for what you can gain from them (as far as job connect) but from genuine relationship that develop with each other.”
2. What is your educational background?
“I have a bachelor’s degree in nursing, a master’s degree in nursing, and a post-master’s certificate degree as a nurse practitioner- psychiatric.”
3. What were some of the biggest challenges?
“Some of the biggest challenges include managing my time to allow myself to see all of the patients on my caseload for the day. Also, it is difficult to maneuver some of the restrictions imposed by the state board of nurse practitioners that prevent me from initiating pick up orders for clients who are non-compliant with court ordered mandates. In these situations, a psychiatrist has to be the professional initiating a pick up order despite not knowing the client because my scope of responsibilities does not allow me to use my professional opinion in this regard.”
4. What advice do you have for building relationships and trust in an organization?
Original Questions
5. What is your given power at your work place and/ in your professional life?
“Being in an advanced practice role, I am awarded positional power by the organization but find I rely on personal power to be perceived as/ think of myself as being an effective leader. In the end, I would like to be thought of as a kind person who treated people the way I would like to be treated. However, having certain skill set and advance knowledge in my practice area that are valued by the organization allows for a certain referent as well as expert power.”
6. What is your greatest contribution in the lives of others?
“It is through utilization of my skills, knowledge and life experiences that I find my greatest contribution to the lives of others are expressed. This is done by demonstrating care, altruism, positive influence, and respect through authentic interpersonal interactions with my patients as well as my peers and staff. I am greatly satisfied when I am able to positively make a difference in the life of my patients’ but also feel gratified to teach, empower, influence, and support my staff to become great at whatever they aspire to be.”
7. Do you ascribe to a leadership theoretical framework? Why/ why not?
“I would say that I employ a variety of leadership styles. Idealistically, I would like to identify with a servant leadership style but my innate control nature prevent me from not wanting to be in control of most situations. (I am working on this). I do try to be mindful of setting a tone that demonstrate care and respect for others. I try to incorporate the opinions of other staff members, giving praise and encouragement when due, and treat everyone fairly. I guess you could say some of those qualities are servant-like but I would not go so far to call it that. I want peers and other staff members to feel that a collective vision is in place and that we are all working towards the same cause.”
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