Personal Leadership Analysis

7/29/2019 Personal Leadership Analysis Scoring Guide Personal Leadership Analysis Scoring Guide CRITERIA NON-PERFORMANCE BASIC PROFICIENT DISTINGUISHED Summarize relevant critical success leadership competencies required by health care organizations. Does not summarize relevant critical success leadership competencies required by health care organizations. Summarizes leadership competencies but does not connect the competencies to health care organizations, or does not show how the competencies are relevant to critical success. Summarizes relevant critical success leadership competencies required by health care organizations. Summarizes relevant critical success leadership competencies required by health care organizations and considers the consequences of leadership that lacks these competencies. Compare personal leadership competencies to the critical success leadership competencies needed within the health care industry. Does not compare personal leadership competencies to the critical success leadership competencies needed within the health care industry. Describes personal leadership competencies but does not compare them to the critical success leadership competencies needed within the health care industry. Compares personal leadership competencies to the critical success leadership competencies needed within the health care industry. Compares and contrasts personal leadership competencies to the critical success leadership competencies needed within the health care industry. Construct an individual leadership development plan that contains specific action steps, a timeline, and performance indicators and measures. Does not construct an individual leadership development plan. Constructs an individual leadership development plan, but the action steps are not specific, there is no timeline, or the plan does not include performance indicators and measures. Constructs an individual leadership development plan that contains specific action steps, a timeline, and performance indicators and measures. Constructs a detailed individual leadership development plan that contains specific action steps, a timeline, and performance indicators and measures. Explains how each action step will contribute to leadership competency development. Explain how an individual leadership development plan aligns with industry and organizational needs. Does not explain how an individual leadership development plan aligns with industry and organizational needs. Explains how an individual leadership development plan aligns with industry or organizational needs, but not both. Explains how an individual leadership development plan aligns with industry and organizational needs. Explains and analyzes how each action step of an individual leadership development plan aligns with industry and organizational needs. https://courserooma.capella.edu/bbcswebdav/institution/MHA-FP/MHA-FP5012/190700/Scoring_Guides/a02_scoring_guide.html 1/2 7/29/2019 Personal Leadership Analysis Scoring Guide CRITERIA NON-PERFORMANCE BASIC PROFICIENT DISTINGUISHED Write coherently, concisely, logically, and with strong support from relevant professional resources, in an appropriate format, with correct grammar, usage, and mechanics as expected of a health care administration professional. Does not write coherently, concisely, logically, and with strong support from relevant professional resources, in an appropriate format, with correct grammar, usage, and mechanics as expected of a health care administration professional. Writes coherently but is not consistently concise or logical; resources may or may not be relevant and professional. Format is inconsistent and contains major errors of grammar, usage, and mechanics. Writes coherently, concisely, logically, and with strong support from relevant professional resources, in an appropriate format, with correct grammar, usage, and mechanics as expected of a health care administration professional. Writes coherently, substantively, concisely, logically, and with strong support from relevant professional resources, in a consistently appropriate format, with correct grammar, usage, and mechanics as expected of a health care administration professional. https://courserooma.capella.edu/bbcswebdav/institution/MHA-FP/MHA-FP5012/190700/Scoring_Guides/a02_scoring_guide.html 2/2 Overview Conduct a candid self-assessment of your health care leadership competencies and construct an 8–12 page comprehensive individual leadership development plan that can help you take your organization into the future. Note: You are strongly encouraged to complete the assessments in this course in the order in which they are presented. By comparing areas of strength and weakness to the skill sets required to lead an organization, it is easier to determine the specific skill areas that need to be developed. Once you identify skills that need improvement, it is possible to develop an action plan to strengthen weaker areas and highlight existing strengths. A good action plan should contain specific strategies as well as a way to measure success. By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria: • • Competency 2: Assess personal leadership competencies relative to the organizational need. • Summarize relevant critical success leadership competencies required by health care organizations. • Compare personal leadership competencies to the critical success leadership competencies needed within the health care industry. • Construct an individual leadership development plan that contains specific action steps, a timeline, and performance indicators and measures.Personal Leadership Analysis

• Explain how an individual leadership development plan aligns with industry and organizational needs. Competency 5: Communicate in a manner that is scholarly, professional, and consistent with expectations for professionals in health care administration. • Write coherently, concisely, logically, and with strong support from relevant professional resources, in an appropriate format, with correct grammar, usage, and mechanics as expected of a health care administration professional. Questions to Consider To deepen your understanding, 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 the business community. • What new leadership skill sets are needed within your organization due to changes in external industry trends? • • Have you put together a career development plan to help you take advantage of your education and a changing industry? What are some of the advantages of having a career development plan? How can you leverage things such as periodic 360-degree informal feedback, a mentor, committee participation in your local professional chapter, organizational task force or committee work, community or volunteer outreach activities, research, professional association presentations, and other items to highlight your skills and demonstrate the value you can add to an organization? Assignment Instruction Note: You are strongly encouraged to complete the assessments in this course in the order in which they are presented. This assessment has three distinct parts. • • • Part 1: Critical Leadership Competencies for Health Care Organizations. In Part 1, based on the information from your resources, provide an overview of the leadership competencies required to lead health care organizations into the future. Part 2: Personal Leadership Gap Analysis. In Part 2, compare the competencies most needed by your organization (from your work in Assessment 1) to the skills you already possess (using the results from your STAR analysis). Part 3: Individual Leadership Development Plan (ILDP).Personal Leadership Analysis

In Part 3, use the information from your resources, your self-assessment, and your work in Assessment 1 to put together a cohesive individual leadership development plan (ILDP). Preparation Before you create and submit your assessment, complete the following: 1. Read Health Leadership Competency Model Summary, linked in the Resources under the Required Resources heading. 2. Consider the needs of your health care organization as identified in the Assessment 1 Organizational Scorecard. Consider how you add value to the organization by contributing to the achievement of the internal benchmarks within your department and specific to your position of employment. 3. Conduct a candid self-assessment of your health care leadership competencies, using the Star Format Competency Table linked in the Resources under the Required Resources heading. Once you have a clear picture of your strengths and weaknesses, you will construct an individual leadership development plan to focus upon development of critical success competencies that can help you take your organization into the future. To complete the STAR Format Competency Table, follow these directions: • In the left-hand column, rate your overall performance of this competency in the “ILDP =” field, using a 1 (novice) to 9 (expert) scale. • In the middle columns, provide a specific behavioral example of how you have practiced each competency in a previous work, volunteer or other capacity. You will provide one sentence on the “Situation,” the “Task” you were charged to perform, the “Action” you took, and the “Result” (S–T–A– R). • In the far right-hand column, rate the outcome or result of the specific example by using a 1 (least desirable) to 5 (optimal outcome) scale. 4. Search for professional, scholarly journal articles on the leadership skills and competencies needed in health care organizations today and into the future. You will need a minimum of five resources to use as support for your assessment.Personal Leadership Analysis

Directions Read the requirements for each part carefully. Part 1: Critical Leadership Competencies for Health Care Organizations Based on the resources you located, identify the top five leadership competencies needed within health care administration in order to ensure the success of health care organizations today and in the future. Explain why each competency is critical to organizational success. Part 2: Personal Leadership Gap Analysis Following completion of the STAR assessment, consider your strengths versus those areas which require additional development. Provide a gap analysis that compares industry needs (as identified in Part 1), the needs of your organization (from your organization’s strategic direction), and the results of your STAR assessment. In a brief narrative, explain any discrepancies between industry needs and organizational needs. Explain how your areas of strength can offer you additional opportunities for career advancement. Part 3: Individual Leadership Development Plan (ILDP) Using the information and resources from Assessment 1 and Parts 1 and 2 from this assessment, construct a cohesive individual leadership development plan in which you complete the following: • Identify at least three specific areas of weakness you need to focus on in order to meet industry and organizational needs. • • • Explain the action steps you need to take to increase your competency in those areas. Be sure your action steps are specific, include a timeline, and align with the overall goal of meeting industry and organizational needs.Personal Leadership Analysis

Create specific performance indicators and measures for each action step to clearly illustrate how you will know that you are making progress on your plan. If it helps you organize your thoughts, you may use a table format for your ILDP. Just be sure you provide enough detail in each section, relative to the expectations laid out in the scoring guide. You are not required to use a table format; if you prefer, you may simply write this section as a narrative. Additional Requirements • • • • • Structure: Include a title page, table of contents, and reference page. Length: 8–12 pages.Personal Leadership Analysis

References: Cite at least five current scholarly or professional resources. Format: Use APA style for references and citations. Font: Times New Roman font, 12 point, double-spaced for narrative portions only. MHA-FP5012 STAR Format Competency Rating NCHL Competency for MHA-FP5012 and Current ILDP Rating Situation Task Action Result Outcome Rating: 1 (worst) – 5 (best) Accountability: Confront Performance Problems. ILDP = Achievement Orientation: Set and work to meet challenging goals. ILDP = Change Leadership: Challenge status quo. ILDP = Collaboration: Encourage others. ILDP = Financial Skills. ILDP = © Capella University 1 MHA-FP5012 NCHL Competency for MHA-FP5012 and Current ILDP Rating Situation Task Action Result Outcome Rating: 1 (worst) – 5 (best) Impact and Influence: Use indirect influence. ILDP = Information Seeking: Conduct research to maintain knowledge. ILDP = Initiative: Take action on longer-term opportunities. ILDP = Innovative Thinking: Apply “tried and true” concepts or trends. ILDP = Interpersonal Understanding: Commit to understand others. ILDP = © Capella University 2 MHA-FP5012 NCHL Competency for MHA-FP5012 and Current ILDP Rating Situation Task Action Result Outcome Rating: 1 (worst) – 5 (best) Organizational Awareness: Adapt actions to climate and culture. ILDP = Performance Measurement: Monitor a “scorecard” of quantitative and qualitative measures. ILDP = Process Management & Organizational Design: Benchmarks best processes and practices. ILDP = Project Management: Provide project oversight and sponsorship. ILDP = Self-Confidence: Take on challenges. ILDP = © Capella University 3 MHA-FP5012 NCHL Competency for MHA-FP5012 and Current ILDP Rating Situation Task Action Result Outcome Rating: 1 (worst) – 5 (best) Self-Development: Pursue long-term personal development. ILDP = Strategic Orientation: Conduct environmental scanning. ILDP = Team Leadership: Demonstrate leadership. ILDP = Communication Skills: Communicate in a clear, logical, and grammatical manner. ILDP = © Capella University 4 …Personal Leadership Analysis