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Interprofessional Organizational And Systems Leadership

Interprofessional Organizational And Systems Leadership

The creation of a leadership philosophy will help to shape one’s identity as a leader. Effective leadership often necessitates effort, and many leaders require assistance in defining their leadership style and philosophy. A profound sense of self and a firm and unmistakable moral stand is required when developing a leadership philosophy (Speranza & Pierce, 2019). A leadership philosophy is formed by personal and ongoing qualities and experiences, which necessitate emotional intelligence and authenticity. This paper describes the author’s leadership philosophy.

Personal Leadership Principles

My goal is to lead with integrity, transparency, sincerity, and dedication. I will create a professional environment that promotes a trustworthy provider-patient relationship. I strive for a collaborative relationship with my patients and colleagues that is founded on openness, trust, and mutual respect. I am committed to continuing my education and developing competent skills in order to advance my career as a nurse practitioner.

Values Fundamentals

My leadership strategy is built around integrity and transparency. Integrity is a rigid moral consistency that is visible in both words and actions. Integrity strengthens the bond between a leader and those who follow him or her. When colleagues perceive a leader’s integrity, they are more open to his or her actions and values (Hewlin et al., 2017).

Transparency in leadership refers to open, honest communication with followers. Transparency is essential for leadership success and instills trust in leadership credibility (Gatling et al., 2017). This is especially important in healthcare, where followers or providers may engage in coverup behaviors that harm their patients. Gatling et al., 2017 proposed that increased transparency among leaders can reduce employee deviance.

Clifton Strengths Evaluation

The assessment’s top five themes were deliberative, discipline, relator, focus, and responsibility. A deliberate personality ensures precise results. This includes considering the evidence when making decisions, as well as anticipating and planning for obstacles before making a final decision. Second, disciplined person values routine and structure while pushing themselves beyond their comfort zone for professional growth and opportunities. The relator builds and enjoys close relationships with ease. Collaboration across many specialties is required in healthcare. As a result, bonding well with others improves care and opens up career opportunities. Finally, focused leaders are effective and resilient, and they commit to a path, making the necessary corrections to stay on track.

Strengthening Characteristics

The two components to improve are our relator and focus, both of which are critical to a nurse’s success. Nurses must be skilled relationship builders because their roles necessitate collaboration and rapport-building with patients, physicians, and colleagues from various departments. Most people struggle with the relator skill because it does not come naturally to them. To be beneficial, a productive relationship necessitates trust and communication. Second, being focused is beneficial in all aspects of one’s life because it fosters character and productivity. Most professionals juggle work, family, education, and social activities. The improved focus will help you avoid distractions and stay on track (Gallup.com, n.d.).

Characteristics Development Strategy

Working in a multidisciplinary organization allows for opportunities for advancement and development. Many leaders at various levels within this organization are eager to mentor aspiring leaders. One could approach leaders with admirable leadership skills for mentorship after identifying them. Second, stepping outside of one’s comfort zone opens up previously unattainable opportunities. Relationship-building can be accomplished through deliberate efforts to learn about those we meet (Gallup.com, n.d.). Engage in meaningful conversations with coworkers and make an effort to maintain contact. This is also an excellent opportunity to expand your professional network. Setting goals is one way to improve focus. Begin with a small, attainable goal, complete with deadlines and strategies for tracking progress. Holds oneself accountable and involves others to increase accountability.

Conclusion

To summarize, understanding our best qualities provides a foundation for growth. Satisfaction and success will follow if we embrace our best assets and improve on our weaknesses. Our core values govern our lives and inform our philosophies. As leaders, we make a commitment to professional development and mastery.

References

Caza, A., Zhang, G., Wang, L., & Bai, Y. (2015). How do you really feel? Effect of leaders’ perceived emotional sincerity on followers’ trust. The Leadership Quarterly, 26(4), 518– 513 https://doi-org.ezp.waldenulibrary.org/10.1016/j.leaqua.2015.05.008

Gallup.com. (n.d.) CliftonStrengths Assessment. Retrieved from: https://walden.gallup.com/application/strengthsquest#home

Gatling, A., Shum, C., Book, L., & Bai, B. (2017). The influence of hospitality leaders’ relational transparency on followers’ trust and deviance behaviors: Mediating role of behavioral integrity. International Journal of Hospitality Management, 62, 11–20. https://doi- org.ezp.waldenulibrary.org/10.1016/j.ijhm.2016.11.010

Hewlin, P. F., Dumas, T. L., & Burnett, M. F. (2017). To thine own self be true? Facades of conformity, values incongruence, and the moderating impact of leader integrity. Academy of Management Journal, 60, 178–199. doi:10.5465/amj.2013.0404

Speranza, C. R. & Pierce, A. (2019). Development of personal leadership philosophy: An Experiential and reflective opportunity in the graduate classroom. Journal of Leadership Education, 18(3), 167–174. https://doi-org.ezp.waldenulibrary.org/10.12806/V18/I3/A2

Yang, F., Liu, J., Wang, Z., & Zhang, Y. (2019). Feeling energized: A multilevel model of spiritual leadership, leader integrity, relational energy, and job performance. Journal of Business Ethics, 158(4), 983–997. https://doi- org.ezp.waldenulibrary.org/10.1007/s10551-017-3713-1

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Question 


Review the Resources and examine the leadership theories and behaviors introduced.

Identify two to three scholarly resources, in addition to this Module’s readings, that evaluate the impact of leadership behaviors in creating healthy work environments.

Interprofessional Organizational And Systems Leadership

Interprofessional Organizational And Systems Leadership

Reflect on the leadership behaviors presented in the three resources that you selected for review.

Post two key insights you had from the scholarly resources you selected. Describe a leader whom you have seen use such behaviors and skills, or a situation where you have seen these behaviors and skills used in practice. Be specific and provide examples. Then, explain to what extent these skills were effective and how their practice impacted the workplace.

Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to the influential leader (3rd ed.). New York, NY: Springer.

Chapter 1, “Frameworks for Becoming a Transformational Leader” (pp. 2–19 ONLY)

Chapter 6, “Shaping Your Own Leadership Journey” (pp. 182-211)

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, 15Links to an external site.(1). doi:10.1186/s12913-015-0891-3. Retrieved from https://bmchealthservres.biomedcentral.com/articles/10.1186/s12913-015-0891-3

Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to the influential leader (3rd ed.). New York, NY: Springer.

Chapter 1, “Frameworks for Becoming a Transformational Leader” (pp. 2–19 ONLY)

Chapter 6, “Shaping Your Own Leadership Journey” (pp. 182-211)

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, 15Links to an external site.(1). doi:10.1186/s12913-015-0891-3. Retrieved from https://bmchealthservres.biomedcentral.com/articles/10.1186/s12913-015-0891-3

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