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AHHS 584 PERSONAL LEADERSHIP DEVELOPMENTAL PLAN REFLECTION

Kouzes and Posner assert that exemplary leadership develops from consistent practices of behaviors and skills in the workplace that starts from within. They discussed five practices of exemplary leadership. The first practice model the way demonstrates how Icommit to my own values, listen to my team's values, and discover shared values to achieve a common purpose. Now that I know my own values and commit to it. I can now transform my vision to inspire others which is the second practice of Kouzes and Posner that is also aligned with the skills that I have chosen first which is the transformational leadership, which is a set of skills that focuses on my values of inspiring, precipitating change, and empowering people. I start from within by showing up early for meetings consistently, which sets a positive example for my team members. In addition, I make sure to meet deadlines on time and take responsibility for any mistakes I may have made in which the result is to inspire my shared values and have a tremendous impact on the motivational level of others, as well as workplace productivity.

Every day, the clinic staff shows up. Their job is to ensure patients receive the best quality of care and treatment outcome. So, we can have more patients, greater profitability, and an increase in success. Nevertheless, you hear them tell you that "it's not my job" or "it's not my responsibility." As a leader I heard all kinds of excuses from "dead wood employees".Who don't seem to take responsibility or hold themselves accountable for the end result. Perhaps instead of not being accountable, they're just confused about what they need to do. The challenge of leadership accountability could use some attention, especially with the accountability of extremes. On the one hand, you've got a team member who takes absolutely no ownership, no responsibility, does nothing, and blames everybody else. On the other hand, you've got team members who can't help themselves- they must take responsibility for everything even other people's work when it has nothing to do with them.

Mulan was a PT I once had. She handled the entire metrics report efficiently and on time for the administrators. Butshe couldn't help herself- She kept on interfering with their system. She wanted to manage the entire process, and as a result, she ended up frustrating everybody including herself. That's why it's imperative to remember that in some instances, team members may not realize where their accountability starts and ends. Again,through my experiences, I know this is true. Whenever individuals try to push their own agenda rather than stick to the goals of the organization, problems or conflicts arise. A leader who doesn't listen to the individual may cause the individual to become upset and have less ability to work on the team. This does not mean open-mindedness should be discouraged.

I learned in the third practice of Kouzes and Posner to challenge the process, it's necessary to keep people on what they can control in their work and commit to in their lives, emphasize how personal fulfillment results from constantly challenging oneself to improve, continuously experiment with new ideas through small bets and create opportunities for small wins, promoting meaningful progress and when dealing with tension, Kraybill'sconflict style matters inventory discusses that thepreferred conflict approachis to use a cooperating style in which,instead, organizations make allparties involved in the disagreement feel valued and understood. By allowing free expression, you diffuse hostility between your team members in conflict.

To be an effective transformational leader, it is my responsibility to clearly communicate to the team exactly what is supposed to be done or the desired result to our team.Quite often, this happens due to how we convey the message and how the team members receive it. It is crucial that team members utilize positive communication more frequently than negative communication in order to understand their overall contribution to the "big picture" as well as to the team.

As a result, they feel empowered and have more control over what they must accomplish.Their success in the end is a result of our trust in their ability to complete the task. As I pursue my leadership journey, I am learning that taking leadership responsibility does not have to be a negative statement; instead, use positive language when delegating responsibility. Secondly, to create ownership, give people responsibility for their own success. And finally,remember that the way we create the perception of the work that needs to be done is going to impact the way that other people view their responsibilities.

As another practice, Kouzes and Posner outline how to enable others to act. As a leader, I want to encourage diversity in my team. Because I am interested in building strong relationships with other professions, I chose transactional leadership skills as my leadership style. Because I strive to promote health professional orientation in order to explain how roles, responsibilities, and values relate to a vast spectrum of healthcare practitioners. I also strive to promote an optimal care environment. Patient satisfaction is increased, and overall outcomes are positive when this type of care is provided. It is the easiest way for us to expand our practice, as a joint venture.

Given example are my PT staff, despite having high abilities Anna performed poorly than Connie who had varying levels of skills and knowledge when faced with difficult problems. There is a reason for these seemingly odd results, and that is the power of diversity of thought. Individuals who think alike or have trained in similar fields with similar knowledge bases run the risk of becoming insular. They let confirmation bias take over and reinforce each other's preferences instead of exploring alternate options.

The collaboration is critical, I have learned that silo mentalities are hindering organizations from working together in ways that promote engagement, innovation, and financial success.Adapting this mentality can lead to a misallocation of resources, a distorted message to the marketplace, and a failure to leverage economies of scale. The presence of silos can be a major barrier to innovation, profitability, and customer satisfaction. The purpose of transactional leadership is to create a positive structure that promotes collaboration, cooperation, and collective success. As a future leader, it is crucial that I understand the overarching goals of the entire organization and how to work together with those in other fields to achieve those objectives.

Finally, Kouzes and Posner also discuss encouragingthe heart to build community and achieve results. I agree that establishing social connections among coworkers has been shown to improve wellbeing at the workplace, accountability, and commitment to the organization.This was a major reason for selecting the interpersonal leadership skill.The ability to build strong connections among staff and establish a positive attitude are critical to establishing a positive work environment. Building a social relationship with colleagues and people leads to happiness. Every person needs other people's support in order to be happy and content, both professionally and personally. It is essential for the team to understand the importance of interacting with patients and coworkers.

I have learned that conversational skills have the greatest impact on performance.Empathy ranked very high--specifically, the ability to listen and respond empathetically. Real communication occurs when we listen with understanding - to see the idea and attitude from the other person's point of view, to sense how it feels to them, and to achieve their frame of reference regarding the thing they are talking about.

Research indicates that only four out of ten leaders in their global study were proficient or highly effective at empathizing. As a leader, I showed empathy to my teammate who got in trouble for a hot pack intervention that had gone wrong without adding a protective cloth. Her feelings of fear or shame were mixed with shame even though she had not been reprimanded. Fear and shame create a stressor that affects her performance and, by extension, that of the team.

In my leadership role, I would cultivate empathy in the workplace by listening to my team. Encourage engaged discussion and avoid judgment. Give support at every step and be open to different perspectives. Focus on the core values and listen to the needs of your team and display compassion and take team concerns into consideration. Finally, show your appreciation for your teammates by leaving their favorite snacks in the breakroom and saying, "Thank you".

Since this was a positive outcome, and since I have gained knowledge from all the lectures and assessments that I have taken, such as DISC, Kraybill Conflict Style Matters Inventory, and Kouzes and Posner's Leadership Challenge assessment, I am now in a better position to put these skills to use in my future.Taking into account my clinic environment and the people I interact with; I will try to incorporate all of the leadership styles. Maintain a safe environment for all members of the group, even if a conflict arises.