StrengthsFinder assessment Leadership Profile Essay
Discussion – Week 5
COLLAPSE
Discussion 2: Your Leadership Profile
Do you believe you have the traits to be an effective leader? Perhaps you are already in a supervisory role, but as has been discussed previously, appointment does not guarantee leadership skills.
How can you evaluate your own leadership skills and behaviors? You can start by analyzing your performance in specific areas of leadership. In this Discussion, you will complete Gallup’s StrengthsFinder assessment. This assessment will identify your personal strengths, which have been shown to improve motivation, engagement, and academic self-conference. Through this assessment, you will discover your top five themes—which you can reflect upon and use to leverage your talents for optimal success and examine how the results relate to your leadership traits.
To Prepare:
Complete the StrengthsFinder assessment instrument, per the instructions found in this Module’s Learning Resources.
Please Note: This Assessment will take roughly 30 minutes to complete.

Once you have completed your assessment, you will receive your “Top 5 Signature Themes of Talent” on your screen.
Click the Download button below Signature Theme Report, and then print and save the report. We also encourage you to select the Apply tab to review action items.

NOTE: Please keep your report. You will need your results for future courses. Technical Issues with Gallup:
If you have technical issues after registering, please contact the Gallup Education Support group by phone at +1.866-346-4408. Support is available 24 hours/day from 6:00 p.m. Sunday U.S. Central Time through 5:00 p.m. Friday U.S. Central Time.

Reflect on the results of your Assessment, and consider how the results relate to your leadership traits.
Download your Signature Theme Report to submit for this Discussion.

By Day 3 of Week 5
Post a brief description of your results from the StrengthsFinder assessment. Then, briefly describe two core values, two strengths, and two characteristics that you would like to strengthen based on the results of your StrengthsFinder assessment. Be specific. Note: Be sure to attach your Signature Theme Report to your Discussion post. 
By Day 6 of Week 5
Respond to at least two of your colleagues on two different days by making recommendations for how they might strengthen the leadership behaviors profiled in their StrengthsFinder assessment, or by commenting on lessons to be learned from the results that can be applied to personal leadership philosophies and behaviors.
Click on the Reply button below to reveal the textbox for entering your message. Then click on the Submit button to post your message.
REPLY QUOTE
 
5 months ago
Andruw Cain 
RE: Discussion – Week 5- Initial Post
COLLAPSE
     While in college, I was involved in multiple associations and help leadership roles, and I have done the StrengthsFinder assessment many times. The “signature themes report presents your five most dominant themes of talent” (Rath, 2007). My top five were: Learner, Achiever, Belief, Includer, and Restorative. I believe the results of this assessment display accurate results to the themes I find to be true to myself. It did not surprise me that Learner was ranked number one on my list because I have “always been drawn to the process of learning” (Rath, 2007). I am a true believer that knowledge is power. I left the emergency room since there were not as many educational opportunities that were offered to help me grow as the CVICU (cardiovascular intensive care unit) offered. After not even a year of being there, I have managed to be checked off on multiple devices such as CRRT (Continuous Renal Replacement Therapy), ECMO (Extracorporeal membrane oxygenation), Impella, Intra-Aortic Balloon Pump, etc. It is satisfying for me to push myself to learn new things, and I always think, “what is the next skill to tackle?” One core value that learners hold is that they are more excited about the learning journey than the outcome. 
     The Achiever was second on my list, which goes hand in hand with Learner. The Achiever is said to have “an internal fire burning inside you [and] it pushes you to do more, to achieve more” (Rath, 2007). However, it mentions that achievers need a tangible achievement to feel satisfied, and I am afraid I must disagree with this statement. In nursing, there is not always a tangible achievement at the end of the day, nor is it the reason I went into nursing. I have an internal gratification that satisfies me after achieving my next goal. For example, if patient cardiac arrests and we cannot bring them back, I do not feel like I am an Achiever. However, the conversation with the family made me feel like I had achieved my goal of doing everything possible to save the patient. The Achiever inside of me keeps me going day to day, even on those days when you are not motivated. The Achiever holds motivation as one of their core values to help themselves and others keep pushing.  
     Based on the results of my StrengthsFinder assessment, I would like to strengthen two characteristics: my sense of judgment and detachment. I tend to judge people based on their work, which is not always the best representation of someone’s character. For example, I was called into a room to assess a less responsive patient and found that the patient had ipsilateral pupil dilation. After questioning the nurse about when this change was found, she stated that she noticed the pupil change hours ago. At that moment, I immediately judged her nursing skills as inadequate, but then I remembered that she had only had experience working in the CVICU, and my experience was different because of my background. Healthcare leadership brings different skill sets together to take care of a patient. (Walden University, 2014). It is so quick to judge someone, and it has been a personal goal I have been working on.  
     Regarding detachment, I always find myself involved in emergent situations in the unit. I received feedback from a colleague once that sometimes it would be nice to step back and allow others to intervene. I did not take this personally because she was right; how can others work on their critical thinking skills if I answer/do things right away. Allowing the new graduate nurses to learn from experienced nurses “allows them to move into the practice arena with assistance” (Aiken, 2015). Since this feedback was given, I have tried to step back and teach others what to do rather than doing things myself.  
References 
Aiken, Linda. (2015). Lessons in Leadership. YouTube. June 23, 2022, https://www.youtube.com/watch?v=dL6DH8iOQOM&list=PLopRJPO6GaifsYPGP_jcWXZzU10H3AaX7&index=8. 
Rath, T. (2007). Strengths Finder 2.0 
Walden University, LLC. (Producer). (2014). Leadership [Video file]. Baltimore, MD: Author. 
REPLY QUOTE EMAIL AUTHOR
Hide 10 replies
 
5 months ago
Rosemary Mc Williams Haggins WALDEN INSTRUCTOR MANAGER
RE: Discussion – Week 5- Initial Post
COLLAPSE
Excellent Andruw! Thank you for sharing the results of the StrengthFinders assessment! Based on your assessment, you identified you would like to improve two characteristics. The characteristics which you would like to improve are judgement and detachment! Additionally, you offered examples which support your desire to improve these characteristics! As you consider these two characteristics, what action steps will be engaged in order to access the mentoring, education and skill building opportunities to achieve strengthening these characteristics? Thank you again!
Dr. Rosemary Haggins
Part-time Faculty
Walden University
College of Health Sciences
MSN, Leadership and Management
155 Fifth Avenue South, Suite 100
Minneapolis, Minnesota 55401
310-569-0429 (Cell)
REPLY QUOTE EMAIL AUTHOR
Hide 3 replies
 
5 months ago
Andruw Cain 
RE: Discussion – Week 5- Instructor Reply
COLLAPSE
Thank you Dr. Haggins. There are several avenues that I have thought about in to assess the mentoring, education and skill building opportunities to achieve strengthening my charactersitics as stated above. In order to maintain a nonjudgemental mindset, I have to be more observant and mindful of my surroundings. There is an “importance of observation and the role of openness to experience in self-leadership and mindfulness” (urtner, Tutzer, & Sachse, 2018). As I mentioned above, sometimes understanding somones background my better explain the reasoning they act/do things. As far as detachment, I took a leadership/preceptor class offered at my hosptial facility that proposed some good tools to help detach. Going back to being more observant, “watching for indications that your preceptees are to diengage”, is an important assessment to make (Swihart, 2014). One example of this that I can use as a resource is by seeing that my coworkers can “apply past clinical experinces to current ones” (Swihart, 2014). It is a process and i do not think I could do this assessment alone. Therefore, taking these leadership assessment allows self-reflection to areas I can improve on as a leader. Thank you again.
References
Furtner, M. R., Tutzer, L., & Sachse, P. (2018). The mindful self-leader: Investigating the relationships between self-leadership and mindfulness. Social Behavior and Personality: an international journal, 46(3), 353-360.
Swihart, D. (2014). The Effective Preceptor Handbook for Nurses: The pocket companion for effective preceptors. HCPro.
REPLY QUOTE EMAIL AUTHOR
Hide 2 replies
 
5 months ago
Rosemary Mc Williams Haggins WALDEN INSTRUCTOR MANAGER
RE: Discussion – Week 5- Instructor Reply
COLLAPSE
Excellent Andruw! Thank you for providing an evidence-based response to my question!
Best!
Dr. Rosemary Haggins
Part-time Faculty
Walden University
College of Health Sciences
MSN, Leadership and Management
155 Fifth Avenue South, Suite 100
Minneapolis, Minnesota 55401
REPLY QUOTE EMAIL AUTHOR
Hide 1 reply
 
5 months ago
Andruw Cain 
RE: Discussion – Week 5- Instructor Reply
COLLAPSE
  GallupReport, Cain.pdf (85.531 KB)
REPLY QUOTE EMAIL AUTHOR
 
5 months ago
Courtney Whitaker 
Discussion Post Reply #1 – Week 5
COLLAPSE
Hello Andruw,
 
            I believe that everyone has at least one quality of a leader.  Discovering your strengths can lead to personal and professional development.  Cope & Murray (2017) write that understanding your leadership style can also facilitate working with others of a different type.  You stated that Includer and Restorative were two strengths you discovered by taking the StrengthFinders assessment.  Includers make people feel included (Rath, 2007).  I believe you could strengthen your ability to include others with your love for learning.  You can be a mentor for new nurses.  For example, when you learn something new, you can share the information with your colleagues.  Sharing information can be an opportunity to include others in things you are passionate about and inspire a new interest.  Broome & Murray (2017) states that transformational leaders inspire others. 
Rath (2007) writes that Restorative people are problem solvers.  Your love for learning allows you to be proactive when you discover that there is a better way you learned—using this skill to discuss with current leadership innovative ways to reduce incidents like the one you described with the nurse that did not recognize a reportable decline in her patient.  Your knowledge, experience, and love for learning go hand in hand with problem-solving and could prove an asset to your facility and your colleagues.  Nurses use their voices to improve outcomes (Karam, 2021).  
References
Broome, M., & Marshall, E. S. (2017).  Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.).  New York, NY: Springer.
Cope, V., & Murray, M. (2017).  Leadership styles in nursing.  Nursing Standard (2014+), 31(43), 61.  https://doi.org/10.7748/ns.2017.e10836
Karam, S. (2021).  Finding Your voice: Nursing leadership Has space for you and your goals.  ONS Voice, 38(5), 12–16.
Rath, T. (2007).  Strengths Finder 2.0.  Gallups Press.
REPLY QUOTE EMAIL AUTHOR
 
5 months ago
Ginger Spencer 
RE: Discussion – Week 5- Initial Post
COLLAPSE
Hi Andruw,
            Excellent work. In association with the results of the StrengthFinder assessment, you indicated that two characteristics you would like to improve on are your sense of judgment and detachment. A leader’s most fundamental role is making proper judgments along with the ability to make well-informed, wise decisions that generate the desired outcomes. Many things and situations in life depend on proper judgment. As humans, we often find ourselves in different situations with no right or wrong answers. The ability to cope in such cases comes down to an aspect of judgment. The tendency to judge people based on their performance could be the main factor hindering your ability to uphold positive relationships with your colleagues in the professional context. I also find myself doing the same thing as you stated. One of the crucial drivers in exercising proper judgment is reflecting on one’s own set of values, a set of firmly held beliefs and views of what is suitable, right, and sound (Broome & Marshall, 2020). I consider having a better understanding of your values: those that guide you towards pursuing collective interests and those that guide you towards functioning to pursue your interests as essential in improving your sense of judgment.
            Another characteristic that identified you would like to strengthen is the sense of detachment. I view detachment as challenging for individuals to attain and harder for leaders. Professional detachment denotes mastering approaches that assist a leader in distancing themselves from some roles by delegating other duties to other employees (Gottlieb, Gottlieb, & Bitzas, 2021). Detaching yourself from some general functions will allow other employees to enhance their creativity, problem-solving, and critical-thinking skills, thus allowing for their professional development.
Ginger
References
Broome, M. E., & Marshall, E. (Eds.). (2020). Transformational leadership in nursing. Springer Publishing Company. https://doi.org/10.1891/9780826135056
Gottlieb, L. N., Gottlieb, B., & Bitzas, V. (2021). Creating empowering conditions for nurses with workplace autonomy and agency: how healthcare leaders could be guided by strengths-based nursing and healthcare leadership (SBNH-L). Journal of Healthcare Leadership, 13, 169. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8326221/
REPLY QUOTE EMAIL AUTHOR
 
5 months ago
Ifeanacho Orajaka 
RE: Discussion – Week 5- Initial Post
COLLAPSE
Good morning, Andruw,
I enjoyed reading your discussion post. Reflecting on one’s strengths and core values is essential to being a leader. Leaders need always to be constantly evaluating their leadership behaviors and skills. According to Marshall and Broome (2017), as nurses progress through their careers and seek leadership roles, they must reflect upon their skills, weaknesses, and strengths. When leaders identify these characteristics, they can work toward becoming a leader everyone values. Leaders must be part of significant decision-making in healthcare facilities, encompassing values, strengths, and expectations (Duggan, Aisaka, & Tabak, 2015). Your discussion post stated that one of your signature themes is that you are an achiever. People who fall into this category are goal orientated and fulfilled whenever they accomplish their daily goals. Excellent discussion post, and thank you for sharing your strengths.
 References
Duggan, K., Aisaka, K., & Tabak, R. G. (2015). Implementing administrative evidence-based
practices: Lessons from the field in six local health departments across the United States.
BMC Health Services Research, 15(1), 1-9. Retrieved from
https://bmchealthservres.biomedcentral.com/track/pdf/10.1186/s12913-015-0891-3.
Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert
clinician to influential leader (2nd ed.). New York, NY: Springer.

REPLY QUOTE EMAIL AUTHOR
Hide 1 reply
 
5 months ago
Rosemary Mc Williams Haggins WALDEN INSTRUCTOR MANAGER
RE: Discussion – Week 5- Initial Post
COLLAPSE
Great insight! Thank you!
Dr. Haggins
REPLY QUOTE EMAIL AUTHOR
 
5 months ago
Rose Victor 
RE: Discussion – Week 5- Initial Post
COLLAPSE
Hello Andruw,
I agree with you that every person has at least one quality of a leader, and strength discovery can lead to professional and personal development. I also agree with you that understanding your leadership style will enable many leaders to work with others comfortably. In my view, leaders should have many leadership qualities to run the organizations and institutions they work for (Turaga,2017). I concur with you that the Strength Finders assessment highlighted two strengths that are restorative and includer, whereby includer allows all people to be included, for example, in the learning process. In my view, sharing information with colleagues and classmates will allow them to learn new things and be inspired to follow the instructions, enabling them to succeed in life. I agree with your opinion that restorative people solve problems, and a leader who yearns and loves learning will always be proactive, especially when they discover better ways of learning (Akparobore et al.,2020). For instance, a nurse can learn new ways of managing certain patients’ conditions, encouraging quick recovery (Akparobore et al.,2020). I agree with your view that experience, knowledge, and learning work together with problem-solving, bringing success to one’s colleagues and the facility. In my view, nurses improve the outcomes of their patients and the healthcare facility by using their voices and actions.
 
References
Akparobore, D., & Omosekejimi, A. F. (2020). Leadership qualities and style: a panacea for job productivity and effective service delivery among library staff in academic libraries in South Nigeria. Library Management.
Turaga, R. (2017). What Maketh an Effective Leader?. IUP Journal of Soft Skills, 11(4), 65-75.
REPLY QUOTE EMAIL AUTHOR
 
5 months ago
Holly Murray 
RE: Discussion – Week 5- Initial Post
COLLAPSE
Andruw,
 
I enjoyed your post. As a critical care nurse, it is hard not to judge someone on how they care for their patient. It is important, however, to take their experience into consideration when questioning something. The situation you described was a perfect teaching moment. Ipsilateral pupil dilation means the pupil on the side of the brain injury is dilated. This is usually an indication of uncal herniation and brain stem compromise (Belliveau, 2021). I would guess that since her background was CVICU she was not familiar with what to look for in a neuro patient. Jumping into emergent situations comes natural to you so it is hard to step back. As a learner you absorb as much as you can by being involved in the emergent situations (Rath, 2017). Taking the time to teach someone else instead of jumping right in is a hard task. It sounds like you took constructive criticism and turned it into something positive. 
 
 
Belliveau AP, Somani AN, Dossani RH. (2021). Pupillary Light Reflex. Available from: https://www.ncbi.nlm.nih.gov/books/NBK537180/
 
Rath, T. (2007). Strengths Finder 2.0 
REPLY QUOTE EMAIL AUTHOR
 
5 months ago
Ginger Spencer 
RE: Discussion – Week 5
COLLAPSE
From the StrengthsFinder assessment, my themes include empathy, discipline, relator, deliberative, and individualization. I can sense other people’s feelings and emotions by putting myself in their positions and embracing discipline by structuring or outlining an order. Furthermore, I do embrace care when making decisions and forestall any obstacles. From my key themes, I enjoy creating close relationships with others and can intrigue other people’s unique qualities.
Two leadership core values I need to improve are empathy and individualization. Empathy is the ability to understand and share the feelings of another. Individualization understands that each person is unique and has different needs. Both values are essential to being an effective leader (Duggan et al., 2015). I need to improve on these values because they will help me better understand my team and what they are going through. They will also help me to better cater to their individual needs by providing the resources they need to operate effectively.
 In addition to core values, two strengths I need to improve are my ability to delegate and my ability to be decisive. Delegation is essential because it allows me to share the workload and avoid burnout (Rath, 2007). I would ensure that sharing duties is equal so that others do not feel overwhelmed or unworthy. Being decisive is essential because it allows me to make quick decisions when necessary. Therefore, I would avoid the consequences of poor decision-making. I need to improve on these strengths because they will help me become a more effective leader.
There are two characteristics I need to strengthen as a leader, which are assertiveness and resilience. Assertiveness means standing up for myself and my team when necessary. Being resilient means being able to bounce back from setbacks and keep going even when things are tough. I need to improve on these characteristics because they will help me become a more effective leader. Resilience is essential for leaders because it allows them to recover from setbacks, adapt to change, and keep going in the face of adversity (Broome & Marshall, 2020). Resilient leaders can maintain their composure under pressure and bounce back from challenges. A resilient leader knows that every challenge presents an opportunity to learn and grow. They view failure as a necessary stepping stone on the road to success. A leader needs to be assertive to be successful. Assertiveness allows a leader to communicate their point clearly and confidently, without being aggressive. Such leaders can stand up for their beliefs and get others on board with their vision.
References
Duggan, K., Aisaka, K., Tabak, R. G., Smith, C., Erwin, P., & Brownson, R. C. (2015). Implementing administrative evidence-based practices: Lessons from the field in six local health departments across the United States. BMC Health Services Research, 15(1). https://doi.org/10.1186/s12913-015-0891-3
Broome, M. E., & Marshall, E. (Eds.). (2020). Transformational leadership in nursing. Springer Publishing Company. https://doi.org/10.1891/9780826135056
Rath, T. (2007). Strengths Finder 2.0.
REPLY QUOTE EMAIL AUTHOR
Hide 12 replies
 
5 months ago
Courtney Whitaker 
Discussion Reply #2 – Week 5
COLLAPSE
Hello Ginger,
 
            You identified empathy, discipline, realtor, deliberative, and individualization as your top strengths in completing the StrengthFinders assessment.  Awareness of your natural leadership skills facilitates your ability to improve upon them (Cope & Murray, 2017).  Rath (2007) writes that knowing your strengths helps build a professional development plan. 
            Being deliberate is a characteristic that comes naturally to you.  Those that are deliberate are careful, vigilant, like to plan, and have a good judgment (Rath, 2007).  You stated you would like to improve being decisive and delegation.  I believe that because you are cautious when making decisions, you may feel as if you are not an assertive person.  Now that you know your strengths, I suggest you make the extra effort by planning how you can sharpen your natural abilities. 
Leaders set the tone of an agency (Gottlieb et al., 2021).  For example, because you identified individualization as a strength, and wanted to improve on delegation, what if you headed up a welcoming committee responsible for welcoming new staff members?  You could form a committee that would assist you in this effort.  By starting and heading this committee, you can practice delegating to the committee members and learning unique things about new staff members to hone your empathy strength.  Not all leaders have a formal title, but I believe everyone has at least one quality of a good leader.  You have identified five that encompass skills that, if deliberatively practiced, can facilitate your desire to improve in those areas you stated above.    
References
 
Cope, V., & Murray, M. (2017).  Leadership styles in nursing.  Nursing Standard (2014+), 31(43), 61.  https://doi.org/10.7748/ns.2017.e10836
Gottlieb, L. N., Gottlieb, B., & Bitzas, V. (2021). Creating empowering conditions for nurses with workplace autonomy and agency: How healthcare leaders could be guided by strengths-based nursing and healthcare leadership (SBNH-L).  Journal of Healthcare Leadership, 13, 169–181.  https://doi.org/10.2147/JHL.S221141
Rath, T. (2007).  Strengths Finder 2.0.  Gallups Press.
REPLY QUOTE EMAIL AUTHOR
 
5 months ago
Rosemary Mc Williams Haggins WALDEN INSTRUCTOR MANAGER
RE: Discussion – Week 5
COLLAPSE
Hide 2 replies
 
5 months ago
Ginger Spencer 
RE: Discussion – Week 5
COLLAPSE
Dr. Haggins,
          Empathy in leadership denotes recognizing and understanding other people’s needs and being cognizant of their ideas and feelings (Gottlieb, Gottlieb, & Bitzas, 2021). I consider myself to have cautious and circumspect personality traits, especially when it comes to decision-making, as aspects that obstruct people from showing empathy. Given that I have a better understanding of my areas of strength, I will work toward improving empathy by focusing on the things I know about myself.
             Resilient leaders can cope with and adapt to disruptive changes and sustain their energy when subjected to a distressing situation (Broome & Marshall, 2020). I believe incorporating my ability to cultivate trusting relationships, openness to new ideas, taking risks, and the capacity to acknowledge and appreciate change would be of great significance in helping me become an effective leader. Likewise, integrating my effective communication style and boosting my emotional intelligence by recognizing other people’s shortcomings would enhance my assertive traits.
Ginger
References
Broome, M. E., & Marshall, E. (Eds.). (2020). Transformational leadership in nursing. Springer Publishing Company. https://doi.org/10.1891/9780826135056
Gottlieb, L. N., Gottlieb, B., & Bitzas, V. (2021). Creating empowering conditions for nurses with workplace autonomy and agency: how healthcare leaders could be guided by strengths-based nursing and healthcare leadership (SBNH-L). Journal of Healthcare Leadership, 13, 169. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8326221/
REPLY QUOTE EMAIL AUTHOR
Hide 1 reply
 
5 months ago
Rosemary Mc Williams Haggins WALDEN INSTRUCTOR MANAGER
RE: Discussion – Week 5
COLLAPSE
Excellent response Ginger! Thank you for providing a evidence-based response to my question!
Best,
Dr. Haggins
REPLY QUOTE EMAIL AUTHOR
 
5 months ago
Norda Hemmings 
RE: Discussion – Week 5
COLLAPSE
Hi Ginger, 
Thank you for sharing your strength finding results which I find interesting. In particular empathy, as that is a core value I could improve on as an individual and potential team leader. To be an effective team leader, empathy is noted to be one of the most important core values in the health sector. Stuart, Moore & Sims (2020) as reviewed a qualitative study which was done on over 1000 frontline nurses. The study pointed out that a leader who is empathetic to his or her team members does make a significant impact, causing a ripple effect regarding the care that is extended to patient. As staff members who were pleased with their leader and the relationship that is shared was motivated and inclined to do better at their job. It was even concluded that empathy was a top priority for leaders to demonstrate.  
I also was impressed with your desire to be resilient. As a good leader can be most effective when they are resilient. Santana, (2022) reviewed a qualitative article which endorsed all that you have mentioned above on resilience. Highlighting the fact that a resilient nurse leader, lead with purpose and meaning and has coping skills to bounce back and lead through challenging situations. Hence, I admire your willingness and sense of earnesty to give of oneself in such a capacity and aspiring leader.  
 
References 
Stuart, W.P., Moore, B., & Sims, B.M. (2020). Understanding nurse perception of leader empathy. Nursing Administration Quarterly, 44 (1), 78-86. https://doi.org/10.1097/NAQ.0000000000000396  
Santana, S. (2022). Will the implementation of the joy in work improve nurse leader resiliency? Nursing News, 46(3), 16. https://search.ebscohost.com/login.aspx?direct=true&AuthType=shib&db=rzh&AN=157485876&site=ehost-live&scope=site&custid=s6527200  
REPLY QUOTE EMAIL AUTHOR
 
5 months ago
Sheri Mead 
RE: Discussion – Week 5
COLLAPSE
Hi Ginger. When I read through your post, my first thought was how your value of empathy is related to your desired strength of individuality. One of the dangers of being empathic as a female leader is the perception of others when they see emotional displays of anger related to personal harm. According to Keck (2019), female leaders can significantly improve their image as effective leaders by openly demonstrating empathic anger about injustices to others. The best way to develop as an empathic leader is to focus on increasing your courage to withstand external pressures to deviate off course and to advocate for staff and patients against all odds (Haedrich, 2020). Haedrich (2020) explains that courage is most effectively developed when the leader feels supported by their team because there is trust and authentic communication between them. Practicing your skill of empathy reinforced with courage will naturally help you proceed with strengthening your individuality.
References
Keck, S. (2019). Gender, leadership, and the display of empathic anger. Journal of Occupational and Organizational Psychology, 92(4), 953–977. https://doi.org/10.1111/joop.12264
Haedrich, J. (2020). New key competencies for authorities, companies, and their managers Part 2: Obstacles and success factors in modern leadership. Deutsche Lebensmittel-Rundschau 116(5), 186-196. https://www.researchgate.net/profile/Johannes-Haedrich/publication/341725966_Leadership_2020_-_New_key_competences_for_authorities_companies_and_their_managers_Part_2_Obstacles_and_success_factors_in_modern_leadership/links/5ed0b28d92851c9c5e660294/Leadership-2020-New-key-competences-for-authorities-companies-and-their-managers-Part-2-Obstacles-and-success-factors-in-modern-leadership.pdf
REPLY QUOTE EMAIL AUTHOR
 
5 months ago
Janelle McEwen 
RE: Discussion – Week 5
COLLAPSE
Ginger, thank you for your insightful post. We share two of the StrengthsFinder Assessment themes, namely: relator and individualization. I agree with you that discipline is a critical trait for organizational leaders and as per CliftonStrengths, individuals exceptionally talented in the discipline theme enjoy routine and structure (Gallup, n.d.). As a relator, I also enjoy close relationship with others; however, my pursuance of tidelines, routineness, and order can be off-putting to those not sharing the above feature. As per Gallup, people talented in the discipline theme want to feel in control when faced with the inherent messiness of life. The routines, the timelines, the structure, all of these help create this feeling of control. Lacking this theme of Discipline, others may sometimes resent your need for order, but there need not be conflict.  Hypothetically, how would you address the feeling of control as a leader within a chaotic clinical environment?
Reference
Gallup. (n.d.). All about the discipline StrengthsFinder theme. https://www.gallup.com/cliftonstrengths/en/252227/discipline-theme.aspx
 
REPLY QUOTE
 
5 months ago
Harlette Numa-Duvil 
Week 5 – Peer Response #2
COLLAPSE
Hi Ginger Spencer,
I enjoyed reading your post. Having the resilience that allows one to bounce back from adversity and persevere in one’s aspirations matters in life (Werner &Smith, 2015). People with low resilience may not be able to deal with difficulties in life because resilience and happiness are strongly correlated. When faced with adversity, people display sustained competency that is relevant to resilience. In essence, assertiveness training focuses on boosting a person’s self-confidence in order to boost their degree of resilience and self-esteem. I can only recommend that you do the assertiveness training if you struggle with being assertive since it can help you develop strong beliefs and behaviors, transform the way you see yourself, and reduce social anxiety. Corey (2009) expl