HMGT 495 Strategic Planning and Leadership in Healthcare
INITIAL POST Theme One: Leadership Style Q1. I resonate more with the West style on the leadership compass. This approach places the highest priority on the people factor, emphasizing on developing functional relationships between staff (Melbado, n.d.). These networks allow leaders to create a peaceful and productive atmosphere with equal opportunities. Q2. As a leader who adopts the West approach, I am diplomatic, impartial, precise, and communicative. I ensure that members feel acknowledged, developing a sense of belonging to the team. The fairness aspect prevents discrimination while guaranteeing that decisions are sincere and inclusive (Melbado, n.d.). My attention to detail means I thoroughly think situations over, analyzing all the possible outcomes. My communicative nature guarantees coherence throughout the team because I explain the grounds for every judgment. Q3. Nonetheless, the Western leadership approach has certain drawbacks. Although detail -oriented, I get anxious when considering different choices. I hesitate to make decisions, especially when meeting different people’s opinions, which delays my actions. My adaptable attitude creates harmony but is sometimes a distraction when I cannot entirely agree with a decision. Finally, my anger stems from people not following the rules. Q4. It is challenging to work with people who adopt the North leadership style as they are direct and rarely include the subordinate in their decision-making approaches (Melbado, n.d.). The authority aspect, while effective in actions, is often intimidating, especially because it neglects the importance of consensus and a detailed analysis. The style also focuses on the level of performance, overshadowing the importance of interpersonal relationships among members. Q5. For effective collaboration, individuals must realize that I cherish rules, inclusion, and clear communication. I am confident in maintaining the established guidelines and giving all participants an opportunity to express their thoughts. I also value transparency and analysis when decisions are made. Awareness of these common values is instrumental in developing a sense of togetherness and constructiveness in the workplace. Theme Two: Enhancing Leadership Skills The leadership survey reflects a final score of 70, highlighting the strengths and challenges I need to address. First, I need to pay attention to the emotions of the people. While the debate is that feelings should not influence success, the literature indicates that emotions are prominent det erminers of morale and team cohesiveness (White & Griffith, 2019). Improving productivity requires a supportive environment that is tolerant of members’ differences. The quiz also highlights my ability to push myself while sharing my vision with teammates and urging them to follow. This factor sets the tone for the team’s performance (White & Griffith, 2019). While I am transformative and visionary, I encounter considerable strain in adjusting to changes, which indicates a gap in my flexibility. This is a c hallenge as dynamic environments like healthcare settings demand the ability to respond to shifts in activities quickly. These issues can be resolved by remaining updated on innovative management styles. This involves perusing healthcare-related literature and updating one on the changes in the industry (White & Griffith, 2019). Leadership skills training is another core component in staying abreast of current trends and innovations. Programs such as leadership workshop series can be used to observe direct instances and demonstrations of successful leaders’ traits. The classes allow new managers to learn the skills of the best in team leading and interact with other professionals (White & Griffith, 2019). Finally, besides being responsive to my teaching peers and supervisors, I will also be proactive in their feedback. Listening to others is an effective tool for personal and professional growth as their input provides a clear vision of the present approaches and directs one to previously ignored areas. References Melbado. (n.d.). Leadership Compass: What type of leader are you? https://melbado.com/leadershipcompass-what-type-of-leader-are-you/ White, K. R., & Griffith, J. R. (2019). The well-managed healthcare organization. Health Administration Press. #1 RESPOND TO MYAH: Great post! The leadership style west is a people-centered leader, they focus more on relationships. They build relationships to make others feel valued and productive in success. I chose South has my leadership style and I thought that I would find it difficult to work with them. South and West is like a love-hate relationship. Even though it would be difficult to work with them, their personality is what makes it better. They are motivators and likes to see success in themselves and others. Myah References Leadership Compass: Appreciating Diverse Work Styles. (n.d.). http://bonner.pbworks.com/w/file/fetch/108882496/BonCur.Leadershipcompass.pdf #2 RESPOND TO JAMIE’S INITIAL POST: Class, I believe that I am a north leader by nature and have been making strides to be more outgoing and personable which has given me some south leadership skills. A north leader is assertive and decisive; as I leader I think it’s important to be able to make decisions quickly but also quick decisions that have great thought. A downfall of a north leader is that they sometimes end up in positions where they cannot make a decision or they cannot collaborate with others. Because of that weakness, I have been making it a point, as a leader, to include my team in decision-making when possible. I believe this allows for people to be able to feel empowered and included in our workplace. I struggle with extreme south leaders. I do not like being a follower of a leader who is extremely controlling. I believe there is incredible value in allowing your employees’ opinions and ideas to grow while being structured by a trained leader. Sometimes, all your people need is a gentle push in the right direction and some help when they reach a roadblock. For my leadership quiz, I got a 72. I tend to lean toward a negative outcome and have difficulty not worrying about the future. As a leader, I know that I can cause my employees to feel that wo rry as well. Moving forward, I want to have a more positive perspective and be very conscious of my words to ensure that the words are positive. I don’t want my employees or coworkers to have the same fears that I do. By setting the example, I know that I can spread positivity. MindTools | Home. (n.d.). https://www.mindtools.com/apdfhaw/how-good-are-your-leadership-skills Leadership Compass: What type of leader are you?. Melbado. (n.d.). https://melbado.com/leadershipcompass-what-type-of-leader-are-you/ #3 RESPOND TO MONALA: theme 1 Which of the four directions do you believe is your style? I think am an east leader. What are the strengths of your style? Creativity, Adaptability, Communication, Strategic Thinking What are the limitations of your style? Indecisiveness, Struggle with Perseverance, Risk of Unrealistic Expectations, Complacency Which style do you find the most difficult to work with in others, and why? Working with South leaders presents a challenge since they value maintaining harmony over resolving conflicts or making difficult decisions. This might result in a lack of clear direction or resolve, particularly in situations that require quick action. South leaders also seem to be controlling and aggressive. What do the other directions need to know about you so that you can work effectively together? Clear and straightforward communication from all sources is critical for synchronizing our aims and expectations, while fostering creativity and flexibility promotes organizational growth and competitiveness. By collaborating successfully, we can use our varied abilities and create common success. It is critical that my colleagues grasp my forward-thinking attitude and unique problem-solving methods. I thrive at envisioning future possibilities and developing innovative solutions to challenging problems. theme 2 I need to work on enhancing my capacity to inspire and motivate people. To be a successful healthcare leader, you must be able to instill confidence and enthusiasm in your team members, patients, and stakeholders. This includes successfully conveying the organization’s vision and goals, as well as encouraging and supporting individuals to achieve their full potential. This could include looking for training or professional development options in healthcare settings that focus on leadership and communication skills. In addition, I will make a concerted effort to actively listen to others’ concerns and suggestions, while also providing constructive feedback and encouragement in return. I recognize the value of empathy and emotional intelligence in healthcare leadership. Understanding the viewpoints and feelings of patients, coworkers, and other stakeholders is vital for developing trust, encouraging collaboration, and providing high-quality treatment.
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