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Leadership self-assessment

Leadership self-assessment

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Complete a leadership self-assessment of 5–7 pages.

Be sure you read all of the requirements for this assessment and review the suggested resources to see if they may be useful in completing the assessment.

This assessment provides an opportunity to analyze your own leadership qualities to create a portrait of the effective health care professional and leader you aspire to be.The health care environment is complex, requiring leadership that is comprehensive and collaborative in the field. It is essential for leaders to be well-versed in a range of areas (practice, research, education) as a means of effective engagement with interprofessional communities. Effective leaders have heightened awareness of self and individual leadership styles, leading to professional growth, career advancement, and the ability to develop leaders for the future across the fields of practice (nursing, health administration, public health).

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

  • Competency 1: Explain the concepts, principles, and characteristics of effective health care leadership.
    • Analyze one’s leadership strengths and weaknesses, in reference to one or more leadership theories or styles found in the literature.
    • Explain how one’s specific leadership characteristics enable oneself to guide, educate, inform, and influence others in managing change.
  • Competency 2: Explain the role of health care leaders in facilitating interprofessional collaboration.
    • Explain how one’s specific leadership characteristics help oneself build and maintain interprofessional collaborative relationships.
  • Competency 3: Analyze standards of professional ethics and the principles of diversity and inclusion as applied by health care leaders in real-world situations.
    • Explain how one can best apply the principles of ethical leadership, given one’s leadership style.
    • Explain why diversity and inclusion are important to employee relations and the provision of safe, high-quality health care.
    • Explain how one’s specific leadership characteristics prepare oneself to develop and lead a diverse team of employees and serve a diverse community, within an ethical framework.
  • Competency 4: Determine the influence of the practitioner-scholar role on professional practice and leadership development.
    • Explain how research skills and critical thinking guide effective decision making and foster integrity in research and professional practice.
  • Competency 5: Communicate effectively with diverse audiences, in an appropriate form and style, consistent with applicable organizational, professional, and scholarly standards.
    • Write coherently to support a central idea, using correct grammar, mechanics, and APA formatting.

QUESTION TO CONSIDER

As you prepare to complete this assessment, you may want to think about other related issues to deepen your understanding or broaden your viewpoint. You are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of your professional community. Note that these questions are for your own development and exploration and do not need to be completed or submitted as part of your assessment.

  • What measure do you use to evaluate your leadership skills?
  • How would your coworkers and friends describe your leadership qualities?
  • What activities do you engage in, and what professional associations do you belong to, that can promote your continued professional development?

PREPARATION

You have been offered the opportunity to apply for a leadership position in your organization. As a part of the application process, your potential employer uses the National Center for Healthcare Leadership (NCHL) competency model of leadership development (NCHL, 2016), which includes a 360-degree evaluation. The evaluation is an assessment that includes anonymous, confidential feedback from those around you, such as your peers, supervisor, direct reports, and stakeholders, as well as a self-assessment on behavior (relational), technical and operational skills, and strategic ability. As a part of this 360-degree evaluation, you will complete the self-assessment component. This information will be shared with the interview committee for the position, so it is important that you demonstrate your knowledge and experience in each of the areas outlined in the self-assessment requirements below.

Note: Remember, you can submit all or a portion of your draft to Smarthinking for feedback before you submit the final version of your work for this assessment. However, be mindful of the turnaround time for receiving feedback if you plan on using this free service.

Reference

National Center for Healthcare Leadership. (2016). NCHL organizational assessments. Retrieved from http://www.nchl.org/static.asp?path=2852,3241

SELF-ASSESSMENT REQUIREMENTS

Complete a leadership self-assessment to create a portrait of the effective health care professional and leader you aspire to be.

Note: The assessment requirements outlined below correspond to the grading criteria in the Leadership Self-Assessment scoring guide. At a minimum, be sure to address each point. In addition, you are encouraged to review the performance level descriptions for each criterion to see how your work will be assessed. You are provided an example leadership self-assessment to illustrate what proficient-level work for this assessment looks like.

Self-Assessment Format and APA Style
  • Use the APA Paper template, linked in the Resources, to draft your self-assessment. An abstract is not required.
  • Your self-assessment should be 5–7 double-spaced pages in length, not including the title page and reference page.
  • Apply correct APA formatting to all in-text citations and references.
  • Use Times New Roman, 12-point font.
Writing

Note: Because this assessment requires you to develop a leadership self-assessment, you may write using first-person voice. However, it is important for your development as a practitioner-scholar to recognize that writing in the first person is not usually acceptable in academic papers, which are written in the third-person. Consequently, you should always carefully consider departing from this norm.

  • Be clear and concise in your writing.
  • Express your main points, arguments, and conclusions coherently.
  • Use correct grammar and mechanics.
  • Be sure to support your claims, arguments, and conclusions with credible evidence from 4–5 current, scholarly or professional sources.
  • Proofread your writing.
Self-Assessment Content
  • Analyze your leadership strengths and weaknesses.
    • Identify at least one leadership theory or style that you believe best aligns with your own thoughts of what leadership means.
    • Use that theory or style in your analysis. Cite your sources.
    • Consider potential biases or underlying assumptions in your analysis.
  • Explain how specific leadership characteristics you already possess will enable you to guide, educate, inform, and influence others to manage change in the field of health care.
    • Consider examples of past successes.
    • Consider strategies or best practices that could be applied to improve outcomes.
    • Describe at least two additional leadership characteristics you would like to develop to enhance your effectiveness in this area.
  • Explain how your leadership characteristics will serve to help you build and maintain collaborative relationships across, and within, disciplines.
    • Consider examples of past successes.
    • Consider strategies or best practices that could be applied to improve outcomes.
    • Describe at least two additional leadership characteristics you would like to develop to enhance your effectiveness in this area.
  • Explain how you can best apply the principles of ethical leadership, given your leadership style.
    • Identify the main principles of ethical leadership within your field of practice (nursing, health administration, or public health). Cite your sources.
    • Consider examples of past successes.
    • Consider strategies or best practices that could be applied to improve outcomes.
    • Where do you have room to grow in this area?
    • How can you prepare yourself to do so?
  • Explain why diversity and inclusion are important to employee relations and the provision of safe, high-quality health care.
    • Provide an example you have experienced or read about. Cite your sources.
  • Explain how your leadership characteristics prepare you to develop and lead a diverse team of employees and serve a diverse community within an ethical framework.
    • In what ways can you address issues of diversity and inclusion, both within an organization and in serving the public?
  • Explain how research skills and critical thinking guide effective decision making and foster integrity in research and professional practice.

 

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4/15/2019 Leadership Self-Assessment Scoring Guide Leadership Self-Assessment Scoring Guide CRITERIA NONPERFORMANCE BASIC PROFICIENT DISTINGUISHED Analyze one’s leadership strengths and weaknesses, in reference to one or more leadership theories or styles found in the literature. Does not describe a leadership theory. Describes a leadership theory, but does not apply it to an analysis of personal leadership strengths and weaknesses. Analyzes one’s leadership strengths and weaknesses, in reference to one or more leadership theories or styles found in the literature. Analyzes one’s leadership strengths and weaknesses, in reference to one or more leadership theories or styles found in the literature, and acknowledges one’s own biases or underlying assumptions. Explain how one’s specific leadership characteristics enable oneself to guide, educate, inform, and influence others in managing change. Does not describe examples of the role of leadership in managing change. Describes examples of the role of leadership in managing change. Explains how one’s specific leadership characteristics enable oneself to guide, educate, inform, and influence others in managing change. Explains how one’s specific leadership characteristics enable oneself to guide, educate, inform, and influence others in managing change; provides specific and relevant examples of past successes, strategies, or best practices that support assertions and conclusions. Explain how one’s specific leadership characteristics help oneself to build and maintain interprofessional collaborative relationships. Does not describe examples of the role of leadership in building and maintaining interprofessional collaborative relationships. Describes examples of the role of leadership in building and maintaining interprofessional collaborative relationships. Explains how one’s specific leadership characteristics help oneself to build and maintain interprofessional collaborative relationships. Explains how one’s specific leadership characteristics help oneself to build and maintain interprofessional collaborative relationships; provides specific and relevant examples of past successes, strategies, or best practices that support assertions and conclusions. Explain how one can best apply the principles of ethical leadership, given one’s leadership style. Does not describe principles of ethics that apply to health care leadership. Describes principles of ethics that apply to health care leadership. Explains how one can best apply the principles of ethical leadership, given one’s leadership style. Explains how one can best apply the principles of ethical leadership, given one’s leadership style. Includes examples of successes, areas of potential growth, and hopes for future accomplishment. Explain why diversity and inclusion are important to employee relations and the provision of safe, high-quality health care. Does not provide a brief, summary explanation of why diversity and inclusion are important to employee relations and the provision of safe, high-quality health care. Provides a brief, summary explanation of why diversity and inclusion are important to employee relations and the provision of safe, high-quality health care. Explains why diversity and inclusion are important to employee relations and the provision of safe, high-quality health care. Explains why diversity and inclusion are important to employee relations and the provision of safe, high-quality health care, providing clear and conclusive examples that connect diversity and inclusiveness with safety and quality. https://courserooma.capella.edu/bbcswebdav/institution/NHS-FP/NHS-FP5004/190400/Scoring_Guides/a03_scoring_guide.html 1/2 4/15/2019 Leadership Self-Assessment Scoring Guide NONPERFORMANCE BASIC PROFICIENT DISTINGUISHED Explain how one’s specific leadership characteristics prepare oneself to develop and lead a diverse team of employees and serve a diverse community, within an ethical framework. Does not describe examples of how a health care leader can address issues of diversity and inclusion. Describes examples of how a health care leader can address issues of diversity and inclusion. Explains how one’s specific leadership characteristics prepare oneself to develop and lead a diverse team of employees and serve a diverse community, within an ethical framework. Explains how one’s specific leadership characteristics prepare oneself to develop and lead a diverse team of employees and serve a diverse community, within an ethical framework; outlines specific and practical ways of addressing these issues. Explain how research skills and critical thinking guide effective decision making and foster integrity in research and professional practice. Leadership self-assessment
Does not describe the basic principles of research, critical thinking, and professional integrity. Describes the basic principles of research, critical thinking, and professional integrity. Explains how research skills and critical thinking guide effective decision making and foster integrity in research and professional practice. Explains how research skills and critical thinking guide effective decision making and foster integrity in research and professional practice. Clearly articulates the implications and consequences for professional practice of unethical research and decision making uninformed by credible evidence. Write coherently to support a central idea, using correct grammar, mechanics, and APA formatting. Does not write coherently to support a central idea, and does not use correct grammar, mechanics, and APA formatting. Writes to support a central idea, but writing includes logical inconsistencies or errors in grammar, mechanics, or APA formatting. Writes coherently to support a central idea, using correct grammar, mechanics, and APA formatting. Writes clearly, coherently, and persuasively to support a central idea; grammar, mechanics, and APA formatting are error free. CRITERIA https://courserooma.capella.edu/bbcswebdav/institution/NHS-FP/NHS-FP5004/190400/Scoring_Guides/a03_scoring_guide.html 2/2 Running head: ETHICAL LEADERSHIP Ethical Leadership Sitara Monnappa Capella University Collaboration, Communication, & Case Analysis for Health Care Master’s Learners Ethical Leadership Preparation October, 2018 Copyright © 2018 Capella University. Copy and distribution of this document is prohibited. 1 ETHICAL LEADERSHIP 2 Ethical Leadership Leadership is the ability to empower the people in a team mentally and emotionally. Effective leaders encourage team members to develop their abilities and talents consistent with the shared mission and vision of the organization, creating an empowered team. An Evaluation of Leadership Strengths and Weaknesses Every leader has certain qualities that set him or her apart from the rest. Empathy and compassion are my strengths. In health care, one can exhibit the servant leadership style, which focuses on empathy, compassion, and service to others (de Zulueta, 2015). Leadership self-assessment
Patients may fear the uncertainty of the future and the possible loss of their autonomy or dignity. Responding to the Commented [A1]: Good identification of these key qualities. Are empathy and compassion the same? How do you define these? Are they both essential to the servant style of leadership? suffering and vulnerability of patients and their relatives with kindness and sensitivity is a feature of being a servant leader. Servant leaders understand the issues and concerns of their team members and have the ability make a connection. However, being a servant leader can be challenging in health care organizations where there are critical situations, competing demands, and quick actions may be necessary. This creates stressful situations that may lead to overload or burnout as a health care leader (de Zulueta). I also possess the ability to be flexible and adapt to new situations and demands, which requires a collaborative approach in leadership. The ability to overcome challenges through collaboration is a primary characteristic of adaptive leadership (Trastek, Hamilton, & Niles, 2014). Collaborative leaders understand the needs of different functions and business units. They patiently interact with colleagues who may initially find the shared purpose of collaboration difficult to understand. They are open to multiple opinions and perspectives, respecting colleagues whose positions are different from their own. . Copyright © 2018 Capella University. Copy and distribution of this document is prohibited. Commented [A2]: This is an important point as this is an occupational hazard for many. How does an effective leader manage a balance, being compassionate while maintaining boundaries? Any thoughts about this? Commented [A3]: This is a wonderful asset to have in today’s world of health care where change is the standard. ETHICAL LEADERSHIP 3 Along with my strengths, I have to acknowledge my weaknesses. I have realized that I lack foresight and the power to persuade. I would like to develop the foresight to be able to anticipate possible roadblocks and guide my team in the midst of challenging circumstances. I would also like to develop the ability to persuade others to understand my vision and point of view. The transformational leadership model states that this ability is important when one wants to empower others by making them believe in their abilities (Malloch, 2014). Leadership Characteristics and Change Management Leaders grow and develop in their roles as they face new challenges such as insufficient Commented [A4]: The transformational model of leadership is one that is useful in health care practice. What are the key features of this style of leadership? How do you integrate this style in conjunction with a servant and/or collaborative style? Commented [A5]: Good assessment of these areas for development. Do you have a plan for how you might address these in practice? Examples? funding, complicated treatment dilemmas, and staff conflict. In these circumstances, leaders will have to implement changes in organizational policies, which may not be readily accepted by team members. Ensuring compliance to policies, encouraging all team members to be part of the decision-making process, and clearly communicating the organizational goals can help leaders overcome obstacles in change management. Thus, effective change management becomes an essential skill that health care leaders should possess. Leadership self-assessment
Employing a servant style of leadership in conjunction with the ability to adapt will help guide my team to face new situations and resolve issues collaboratively, facilitating interprofessional collaboration. By communicating with different departments, I will be able to build a strong network that will feel supported in accelerating information flow, making optimal decisions, and proposing ideas for ways to effectively provide patient care (Malloch, 2014). Personal Leadership Characteristics and Interprofessional Relationships Leadership models have different approaches to facilitate collaboration within and between teams. The servant leadership model encourages collaboration by focusing on listening, empathy, and awareness (Trastek, Hamilton, & Niles, 2014), which are skills of collaborative Copyright © 2018 Capella University. Copy and distribution of this document is prohibited. Commented [A6]: These are great strategies for success and effective communication. Inclusion is a key factor for leadership and consistent with the servant style. ETHICAL LEADERSHIP 4 leaders. Many of the qualities of servant leaders, such as empathy, awareness, and the commitment to the growth and development of people, involve interpersonal interactions and foster trust among leaders and others (Trastek et al.). Thus, servant leadership can be practiced to facilitate collaboration in interprofessional teams. Per the servant style, compassion and empathy will help me understand my team members’ concerns. This would in turn strengthen my relationship with my staff and encourage collaboration among my team members. As a leader, I can ensure that I nurture compassion among team members by creating systems that can help control anxiety, support the individuals involved, and harness positive adaptive responses to challenges. I will strive to promote an environment of openness, which will allow new learning and the sharing of errors, mistakes, and hazards (de Zulueta, 2015). Commented [A7]: Good work here…This is a fine example of how the qualities related to servant leadership can be used for the growth and development of others. The Ability to Implement Ethical Principles To ensure ethical practices, leaders should set an example for health care professionals by carrying out their daily duties ethically. As a leader, I will have to maintain integrity and a strong character to lead my team effectively, ensuring that team members abide by the principles of beneficence, non-maleficence, and autonomy in their practice. The principle of beneficence was developed to ensure that a health care professional’s actions are only for the benefit of patients. The principle of non-maleficence is meant to ensure that health care professionals do not bring harm to patients. Autonomy includes the right to self –determination, including accepting a patient’s refusal for undergoing a particular treatment, which is medically beneficial. Preparing a staff to understand and adhere to these principles is the work of an effective leader. As a leader, I will need to keep improving my ability to apply ethical principles in my profession to set a good example for my team members as well as other practitioners in the health care industry. Creating clear and concise ethical policies might help employees understand Copyright © 2018 Capella University. Copy and distribution of this document is prohibited. Commented [A8]: Good identification of these core ethical principles. ETHICAL LEADERSHIP 5 and implement those policies in their daily duties. Training and monitoring employees on ethical aspects of care and the process used to address ethical issues would ensure that the policies are implemented effectively (Joint Commission, 2014). Leadership self-assessment
I would like to grow as an ethical leader by following the principles of servant leadership. Commented [A9]: Good work. The evaluation component is important to ensure standards are met. It supports the creation of new policies or processes to support ethical practice. The underlying belief of this model is putting others first, helping them grow and develop to their fullest potential, which leads to healthier organizations and the greater good for society and change. This model has been found to evoke the best in employees by fostering awareness and self-knowledge, building stronger relationships and trust between leaders and staff, and strengthening community, which drive servant leaders to meet their goals and overcome challenges (Trastek et al, 2014). Diversity and Inclusion in Health Care Leaders that understand the value of diversity and inclusion are more effective in working with multidisciplinary teams and optimizing patient outcomes. The Joint Commission (2014) developed several standards related to education, training, and programming connected with the patient population served. Miscommunication and culturally inconsistent treatment are often the consequences of treating culturally diverse patients by a team that is not prepared or trained on cultural competence. Qualities such as adaptability and empathy can help a leader address the challenges of a diverse team. The case study of St. Michael’s Health Centre (SMHC) showcases the transformation of a hospital from an almost bankrupt and inefficient organization to an innovative one focused on providing quality health care. This is attributed to the service-leadership strategies of Kevin Cowan, a former nurse practitioner, who was hired as the CEO of SMHC during its lowest phase (Vanderpyl, 2012). Cowan focused on creating an inclusive environment, defined as the degree Copyright © 2018 Capella University. Copy and distribution of this document is prohibited. Commented [A10]: Good identification of these leadership traits that can be used to address diversity and inclusion. Leadership self-assessment
Do you see this as consistent with a servant style of leadership? ETHICAL LEADERSHIP 6 to which employees feel that they are part of key organizational processes. By asking every employee about how they felt working in SMHC, Cowan considered their statements and made necessary changes in the organization. He ensured that they were part of the decision-making processes. By these actions, Cowan made the employees feel that they were relevant to the organization and that their opinions mattered. Cowan’s compassion, listening abilities, and Commented [A11]: This is a critical factor. Shared decision making leads to inclusion and ownership of the process and outcome. It also leads to innovative and creative problem solving. Good work. empathy allowed him to transform SMHC into an effective organization. I believe I have qualities similar to Cowan’s and will be able to use these to successfully address diversity and inclusion in health care. Developing and Managing a Diverse Team Adaptability and empathy will assist in the development and management of a diverse team. Empathy and compassion will help me understand members from different cultural and professional backgrounds. Programs that target integrating diverse individuals in all levels of an organization should be developed, especially related to professional and management positions. Cross-cultural activities can be held to familiarize team members with other cultures and their values. Empathy and active listening can be utilized to address employees’ grievances and arrange open discussions about discriminatory behavior and cultural differences in the workplace to resolve conflicts among team members. Research Skills in Health Care Leadership As a health care leader, it is essential to make informed decisions and policies based on the best evidence in the field. This is where the skills of scholar-practitioner can be applied. Scholar-practitioners value data and apply research findings. They understand how important research findings are to improve practice in general. Scholarly practice is based on theory, Copyright © 2018 Capella University. Copy and distribution of this document is prohibited. Commented [A12]: Good work in delineating specific strategies to recruit and retain a diverse workforce. ETHICAL LEADERSHIP 7 research, and experimental knowledge. Scholar-practitioners constantly assess and reflect on the impact of their practice and develop a critical-thinking approach to solve problems (Kupo, 2014). Leadership self-assessment
Commented [A13]: Good explanation of this model with support from the literature. Ethical research and credible evidence are essential to bring about better outcomes in health care organizations. To be successful as a leader, I should implement evidence-based practices and strive to improve my leadership qualities consistent with professional ethics. Conclusion Commented [A14]: Good point here. What might be a specific example of how you might employ this model in practice? Can you expand here? Compassion, empathy, adaptability, and the ability to listen are consistent with the servant model of leadership and are essential for health care leaders to develop a culture that values diversity and inclusion in the management of interprofessional teams. Strong communication skills are required to ensure teamwork and collaboration, which become essential during times of change, making effective change management an essential leadership skill. Leaders not only need to have a sound knowledge of professional ethics, but also need to have integrity to en … Leadership self-assessment