PLEASE RESPOND TO ANGELIE’S POST BELOW. PLEASE NOTE THAT PEER RESPONSE MUST BE SUBSTANTIVE AND NATURE. SUBSTANTIVE RESPONSES POSE NEW IDEAS, ASK QUESTIONS, AND OR ADD TO THE DISCUSSION IN A MEANINGFUL WAY. THANK YOU.
ANGELIE’S POST: As a nurse for some years, I have come across and worked with leaders with a different leadership approach. Some I find aligns with my values, belief, and style, while there can be times that I find myself disagreeing with the way they do things and find myself unhappy and on the lookout for another job. However, over time, I realized there is no perfect leadership approach simply because not all will agree on how you lead, how you do, and see things. People will have different views and opinions about almost everything. In short, I find leadership styles not a one size fits all. The reason why most good leader continues to asks for feedback, do self-assessment and self-evaluation. Not until I came to work with my former patient care director, whom I think is an effective leader. My former patient care director is a humble leader yet very knowledgeable and an expert problem solver and decision-maker. Yet she still asks everyone’s take about small or big decisions in the unit. She asks her department to evaluate her annually. According to Wooden (2015), Leaders must continuously develop their skillsets to bring out the most people they lead. She leads our department as a “we” rather than as “I” the leader. Her good interpersonal skill provided direction and promote camaraderie and teamwork in every task we do. She used her excellent communication skill to persuade everyone that regardless of differences, opinions, and disagreements as a unit, we can all rise above it as long as we have an open mind, set aside our own biases, and hear each other out. Her positive attitude towards encouraging her team to be active participants in every task made us understand that no job is big or small, but hard work and contribution matter.
My former patient care director’s leadership knowledge, skills, and attitudes within Chamberlain College of Nursing Conceptual Framework is person-centeredness. She fosters an atmosphere of respect, individuality, and support. She made everyone feel that our opinion, voice matters, and that each one is valued and of equal importance and partner in decision making and problem-solving. She nurtures an environment that paves the way for her team to grow as a person and succeed professionally. My former patient care director impacted us and others around her to improve their skills through continuing education. Her influence to spread optimism that personal commitment to a group effort makes teamwork and organization work.
The importance of leadership competencies and personal leadership style as a future MSN in an Executive track allows me to assess myself what type of leader I am and areas that I need to improve and strengthen. These competencies will allow me to grow and evolve as a person and leader committed to inspiring others while channeling change and promoting unity amongst the people I lead.
Reference
Wooden B. (2015). Leadership and Emotional Intelligence. Fleet Owner.
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