Good afternoon, I need a big help here with this assignment bellow. I need help with sentences, using better words, be more specific and clear, and also proofread. I also need to make sure I'm answering exactly what the instructor is asking bellow in black, Thank you sooooooooo much! =)

Develop and submit a personal leadership philosophy that reflects what you think is characteristics of a good leader. Use the scholarly resources on leadership you selected to support your philosophy statement. Your personal leadership philosophy should include the following:Create headings for each section

• A description of your core values
• A personal mission/vision statement
• An analysis of your CliftonStrengths Assessment summarizing the results of your profile
• A description of two key behaviors that you wish to strengthen
• A development plan that explains how you plan to improve upon the two key behaviors you selected and an explanation of how you plan to achieve your personal vision. Be specific and provide examples.
• Be sure to incorporate your colleagues' feedback on your CliftonStrengths Assessmentfrom this Module's Discussion 2.

• summary

My answer:

The most used and known leadership style is transformational leadership, where leadership, just like you stated, actively engages with staff members to elicit their input and ideas; this type of leader fosters an environment that promotes collaboration and innovation in resolving problems. Ethical considerations are given utmost importance in decision-making, guaranteeing that patient safety and the quality of care provided do not deteriorate. Moreover, by recognizing and celebrating the team member's contributions to the organization and providing them with opportunities for professional growth and development, this leader enables their team members to feel empowered, just like you stated. What caught my attention in your post is that you mentioned: "Proficient healthcare leaders recognize the significance of adaptability and situational leadership, modifying their approach according to the institution's circumstances, obstacles, and objectives (Alsaqqa, 2020) . The words: "adaptability" totally reminds me that entrepreneurial leadership practices are crucial in today's constantly changing healthcare landscape. These practices, such as driving innovation, risk-taking, and passion for work, promote innovative behavior among nurses and can lead to improved performance. As I was looking for more scholarly journals about the relationship between transformational leadership and entrepreneurship, I noticed that I could not find much information on this type of leadership, which in my opinion, is a very important one due to being used more often due to rapid changes in our lives now, the world is changing so fast like never before and more technology and network is need, more research is needed. What is your opinion on this entrepreneurial leadership skill?

I enjoyed reading your post. As you mentioned, the transformative impact of a leader on team members is remarkable. Marshall and Broome (2021) define transformational leadership as a process wherein leaders reshape followers' perceptions of significance, fostering commitment and zeal (p. 184). This style of leadership is widely embraced in contemporary settings.

Your anecdote about the nurse manager stepping in during staff shortages in the Emergency Department prompted me to ponder the coaching style of leadership she might employ. Reflecting on the video from our learning resources, I found resonance with the leadership coaching demonstrated, mainly where leaders work alongside their team members. This aligns with your experience with the nurse manager's hands-on approach in the ER.

In the dynamic environment of the ER, the nurse manager might alternate between coaching and delegating leadership styles. Coaching would involve collaborative support, even for skilled individuals, ensuring guidance and backup when necessary amid the diverse cases encountered.

Conversely, a delegating leadership approach might be more appropriate for highly skilled and autonomous nurses. This allows them the autonomy to execute tasks independently while still providing oversight and support as needed.

As the video emphasizes, effective leadership hinges on assessing the situation and adapting one's approach.I wonder, does your nurse manager employ either of these leadership styles when assisting the ER nurses? Your insights would be valuable.

According to Marshall & Broome (2021), Leadership involves guiding others toward desired outcomes using good judgment, wise decision-making, knowledge, intuitive wisdom, and compassionate centricity (p.14). One critical key insight I gained from the scholarly resources is that Leadership is not limited to making big decisions; even small choices can have a significant impact. For example, a leader who does not use power as an authority but instead uses the power wisely creates a positive workplace by listening to the team members' opinions and concerns and providing necessary support. A significant insight is the importance of the leadership skills Emotional Intelligence (EI) to have effective leadership. As defined by Salovey and Mayer, Emotional Intelligence is the ability to monitor and understand one's emotions and those of others and use that information to guide thinking and actions (Raghubir, 2018). An example is when a nurse demonstrates empathy towards a patient who has hurt an animal, understanding that their emotions may impact the care they provide. This shows the significance of self-awareness, self-management, effective communication, and relationship management in nursing leadership.

A crucial leadership approach in modern organizational contexts, transformational leadership is acknowledged for its exceptional capacity to motivate team members to change and develop a feeling of purpose (Brome, 2012, as referenced in Marshall & Broome, 2021). Marshall and Broome (2021) define transformational leadership as a process in which leaders modify followers' understanding of what is important and inspire drive and dedication in the process (p. 184).

This leadership paradigm places a strong emphasis on the interpersonal relations that exist between leaders and their constituencies. It defines authentic nursing leaders as those who can articulate a clear vision for their organizations and exemplify moral integrity and hope (Marshall & Broome, 2021, p. 184).

Within my work environment, I have had the honor of witnessing directly how my mentor and superior embody transformational leadership qualities. She is remarkably skilled at building meaningful relationships at every level of the organizational hierarchy. She quickly moves across relationships, speaking with everyone from high-ranking officials to front-line employees and patients.

Her kind disposition and constant openness to different viewpoints are noteworthy, as they have fostered an inclusive and cooperative work environment. Her active participation in high-profile events alongside CEOs and her personal visits to discharged patients serve as illustrative examples of her dedication to the organization and the welfare of its constituents. These actions highlight her commitment to fostering a holistic, patient-centered healthcare delivery approach.

In addition to emotional Intelligence and transformational Leadership, entrepreneurial leadership practices are crucial in today's constantly changing healthcare landscape. These practices, such as driving innovation, risk-taking, and passion for work, promote innovative behavior among nurses and can lead to improved performance.

The skills and behaviors mentioned in the scholarly resources have proven effective in the workplace. They contribute to a positive work environment, improved nurse performance, and better patient outcomes.

In completing the StrengthsFinder assessment, I discovered several key strengths that shed light on my innate abilities and areas for growth. The evaluation revealed the following strengths:

1. Positivity: This strength highlights my ability to radiate enthusiasm and inspire others with my upbeat attitude. I have a knack for fostering excitement and optimism among those around me.
2. Developer: I recognize and nurture others' potential. Witnessing even slight improvements in individuals fills me with satisfaction, and I actively encourage and support their progress.
3. Responsibility: I value taking ownership of my commitments. I prioritize honesty and loyalty, ensuring I follow my promises and obligations.
4. Includer: I naturally embrace diversity and inclusivity. Recognizing those who may feel excluded, I make concerted efforts to ensure everyone feels valued and included in group settings.
5. Harmony: My approach involves seeking consensus and minimizing conflict. I actively seek areas of agreement and strive to maintain a harmonious environment in personal and professional settings.

According to Rath (2007), The book's premise is that individuals have much more potential for growth when developing their strengths rather than focusing on their weaknesses.

Reflecting on my strengths, I recognize the importance of developing specific core values and strengths to enhance my leadership capabilities. Drawing from the insights provided by Marshall and Broome (2021), I understand that leadership emerges from a combination of preparation, character, experiences, and circumstances.

Building upon my strengths, I aim to reinforce my commitment to positivity and includer. As Keller et al. (2022) highlight, maintaining a positive outlook is crucial for mental well-being in today's challenging world. Similarly, fostering inclusivity is vital for creating a supportive, encouraging, and equitable milieu where everyone feels appreciated and respected.

In addition to my identified core values, I recognize the importance of fostering self-assurance and the achiever trait, despite them not being among my top five talents according to the StrengthsFinder assessment. At times, external doubts can cause me to question myself, hindering my progress. However, acknowledging my achievements thus far, I am determined to overcome this barrier and step out of my comfort zone. By cultivating self-assurance, I can maintain confidence in my decisions and actions, ensuring they align with my goals.

I also aspire to strengthen my sense of responsibility and developer capabilities. Upholding my word and demonstrating honesty and loyalty are paramount as I strive to honor my commitments and build trust with others. Moreover, I am eager to further improve my ability to empower and uplift others, nurturing their growth and potential.

Furthermore, I strive to enhance my strategic thinking and analytical skills. While I naturally tend to contemplate various aspects of a situation, refining these abilities will enable me to make more decisive and informed choices. By swiftly assessing all relevant factors, I can navigate challenges with greater clarity and assertiveness, ultimately driving better outcomes.

Moreover, I aim to cultivate harmonious characteristics, such as respecting diverse perspectives and maintaining optimism in facing challenges. By embracing differing viewpoints and promoting positivity, I seek to foster collaborative relationships and contribute to a more harmonious society.

In conclusion, the StrengthsFinder assessment by Tom Rath has over 40 years of research into human strengths, and it is a great tool that has offered treasured perceptions into my strengths and areas for evolution, enabling me to embark on an individual and professional development journey. By leveraging my strengths and working on areas of improvement, I am self-assured in my capability to progress as a compassionate and effective leader.

In my leadership development journey, I'm focusing on cultivating two key traits: fostering respect for diverse perspectives and maintaining optimism in the face of difficulty.

Maintaining optimism can be challenging in today's fast-paced world. It's easy to get discouraged by constant obstacles, like frustrated patients or colleagues under pressure. For example, a patient's family member might become upset if their medication is delayed due to unforeseen circumstances. In such situations, managing negative self-talk becomes crucial. Sharon Cox (2019) suggests a simple technique: "Change your inner dialogue to empower yourself. Instead of saying 'but,' use 'and' to maintain a positive tone. Think in terms of 'both/and' instead of getting stuck in 'either/or' thinking." By reframing negative thoughts, we can maintain a more optimistic outlook.

Understanding and valuing diverse perspectives can pose a challenge. This process demands the ability to set our biases aside, attentively listen, and grasp the rationale behind the viewpoints of others. This shouldn't be mistaken for an unconditional agreement. After acquiring a sense of someone's stance, it's possible to articulate our perspective in a manner that respects our differences, particularly those rooted in culture. Additionally, sharing pertinent personal stories can foster empathy and strengthen bonds between individuals.

References

Alsadaan, N., Salameh, B., Reshia, F. A. A. E., Alruwaili, R. F., Alruwaili, M., Awad Ali, S. A., & Jones, L. K. (2023). Impact of nurse leaders behaviors on nursing staff performance: A systematic review of literature.INQUIRY: The Journal of Health Care Organization, Provision, and Financing,60, 00469580231178528. https://doi.org/10.1177%2F00469580231178528

Cox, S. (2019). Choosing optimism. Nursing Management (Springhouse), 50(4), 56. https://doi.org/10.1097/01.numa.0000554342.78131.97

Gallup, I. (2019). Includer. Gallup.com.https://www.gallup.com/cliftonstrengths/en/252266/includer-theme.aspxLinks to an external site.

Keller, A., Baker, R. B., Ballhaus, B., Brehm, S., Hanselman, S., & Huff, M. (2022). Power of positivity.American Nurse Journal,17(12), 24-27.https://doi.org/10.51256/anj122224Links to an external site.

Marshall, E. S., & Broome, M. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). Springer Publishing Company, Llc.

Rath, T. (2007). Strengths Finder 2.0. Gallup Press