Hi there, I need a big help here with this assignment bellow. I need help with sentences, using better words, be more specific and clear, maybe give better examples and also help with proofread. I need extra help with the colleagues feedback. 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 - 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.

Note:

• Add headings throughout the paper that coincides with the assignment sections
• End the paper with a summary

Personal Leadership Philosophies

The reason for this paper is to introduce a private way of thinking about the attributes of a fair chief. It incorporates a layout of my fundamental beliefs, a private mission and vision proclamation, examination, and an outline of the Clifton Strengths Assessment, distinguishing proof of two key practices to quality and activity plan.

Personal Leadership Philosophy

Core Values: In my leadership philosophy, integrity, empathy, accountability, and resilience stand as foundational core values. These values guide my interactions, decisions, and approach to leadership, ensuring ethical conduct, genuine connection with others, a sense of responsibility, and adaptability in the face of challenges.

Mission/Vision Statement: My mission as a leader is to empower individuals, foster growth, and cultivate a culture of excellence and collaboration. I envision a workplace where every team member feels valued, inspired, and supported to reach their full potential, ultimately leading to exceptional patient care and organizational success.

CliftonStrengths Assessment Analysis: The CliftonStrengths Assessment illuminated my innate talents and areas for development. Noteworthy strengths include Positivity, Developer, Responsibility, Includer, and Harmony. These strengths enable me to inspire enthusiasm, nurture potential, uphold commitments, promote inclusivity, and mitigate conflicts effectively.

Two Key Behaviors for Improvement: Two behaviors I aim to strengthen are fostering respect for diverse perspectives and maintaining optimism in adversity. These behaviors are pivotal for effective leadership in today's diverse and challenging healthcare landscape.

Development Plan: To enhance respect for diverse perspectives, I will actively engage in diversity training, seek out perspectives different from my own, and practice empathetic listening. Additionally, I will encourage open dialogue and create a supportive environment where individuals feel comfortable expressing their viewpoints.

To maintain optimism amidst challenges, I will cultivate resilience through mindfulness practices, positive affirmations, and seeking out inspirational resources. I will also adopt a growth mindset, reframing obstacles as opportunities for learning and growth.

Achieving Personal Vision: By embodying my core values, leveraging my strengths, and continually refining my leadership skills, I am confident in my ability to realize my vision of fostering a culture of excellence, empowerment, and collaboration in my professional environment.

Incorporating Colleagues' Feedback: I appreciate the insights shared by my colleagues regarding the CliftonStrengths Assessment. Their perspectives reinforce the significance of leveraging strengths and embracing continuous growth in my leadership journey.

Overall, my leadership philosophy emphasizes integrity, empathy, accountability, and resilience, guided by a mission to empower individuals and cultivate excellence through respect, optimism, and inclusivity.

Feedback on Colleagues' Posts:

As I read my colleagues' posts, I noticed that I felt they needed more improvement in strategic thinking, according to Strength Finder. Stobierski suggested that strategic thinking is a crucial characteristic for a leader to possess as this skill helps the leader make decisions to improve business growth. Per Stobierski, strategic thinking skills include the following: Analytical skills, communication skills, problem-solving skills, and planning and management skills. In addition, Stobierski shared ways. I also noticed that other colleagues had the same in your post. I found we have a similar trait in common: positivity. According to the Gallup assessment, exceptionally talented people in the positivity theme have contagious enthusiasm. They are upbeat and can excite others about what they will do (Gallup, 2019). Leaders set the tone for their team and organization; having such a joyous talent is essential. Positive leadership is vital for developing a solid and productive corporate culture. Managers' good attitude motivates people to do their best work and pursue professional development. A pleasant work environment makes employees feel safe, comfortable, and respected, increasing job satisfaction and morale. It was interesting to learn about other traits and my colleague's thoughts and opinions of what they think is important. These skills include active listening, which is equally important in leadership roles. Just as clinicians listen to patients to gather assessment data, leaders utilize listening skills to assess and evaluate situations. Managers and leaders who excel at listening build reputations for fairness and consistency.

Another critical point about striving to be a constant learner, and just like one colleague's post, it is important too, and she even mentioned that we are here to keep learning; I have heard this many times from others in my career and understand the importance (hence, here we are!).

References:

Bass, B. M. (1985). Leadership and performance beyond expectations. Free Press.

Bass, B. M., & Riggio, R. E. (2006). Transformational leadership (2nd ed.). Psychology Press.

Batalden, P. B., & Splaine, M. E. (2012). What will it take to lead the continual improvement and innovation of health care in the 21st century? Quality Management in Health Care, 21(4), 191-195.

Cummings, G. G., MacGregor, T., Davey, M., Lee, H., Wong, C. A., Lo, E., Muise, M., & Stafford, E. (2018). Leadership styles and outcome patterns for the nursing workforce and work environment: A systematic review. International Journal of Nursing Studies, 85, 19-60.

Dye, C. F., Linsky, A. S., & Lean Six Sigma Academy (2017). Lean six sigma for hospitals: Simple steps to fast, affordable, and flawless healthcare. McGraw-Hill Education.

Huang, D. T., Clermont, G., Kong, L., Weissfeld, L. A., Sexton, J. B., Rowan, K. M., Angus, D. C., & Investigators, P. R. O. C. T. I. O. N. (2016). Intensive care unit safety culture and outcomes: A US multicenter study. International Journal for Quality in Health Care, 28(6), 366-373.

Lee, V. S. (2017). The University of Utah Health experience: Academic medical centers as innovation ecosystems. Academic Medicine, 92(5), 596-600.

Northouse, P. G. (2018). Leadership: Theory and practice (8th ed.). Sage Publications.

Tourangeau, A. E., Doran, D. M., McGillis Hall, L., O'Brien Pallas, L., Pringle, D., Tu, J. V., & Cranley, L. A. (2014). Impact of hospital nursing care on 30-day mortality for acute medical patients. Journal of Advanced Nursing, 70(5), 1044-1055.