Strengths And Strengths Of Strengths

Strengths Finder 2.0 uses an online assessment to evaluate the individuals unique talents by having the taker rate how they view a particular question in 20 seconds or less (Rath, 2007). After taking the assessment, my five strengths were determined to be achiever, maximizer, input, arranger, and

Based on the Clifton Strengths Assessment my top five strengths are strategic, deliberative, learner, maximize and individualization. As an individual, I rarely look into my weakness. I believe that when your too focused on your weakness, you forget about your strengths. Everything the book said is true, and we need to take the time to look at our strengths and make it perfect. It is true that in this world or the school system, we are taught to look at our weakness and correct it so that we can become stronger in our life. This book brings out the truth that I longed to hear for a long time. Invariably, I hear my professor tell their students that for them success in life, they must practice and look at our weakness. This book proves it wrong because for us to become successful, we must stay to our strengths’ path.

Tom Rath’s “Strengths Finder 2.0” on-line assessment identified that my top five strengths are: Strategic, Focus, Futuristic, Significance, and Learner. I see the Strength Finder Assessment as a great opportunity to get to know my personal strengths and it motivates me to work and practice my talents rather than trying to fix my weaknesses. Looking only at my strengths is a new type of skills-building which allows me to stay focus on my talents.

One of the challenges facing nurses today is learning how to be an effective leader. Assessing and analyzing the style of leadership the nurse possesses is the first step in facing the challenge. The purpose of this paper is to analyze and understand the characteristics of my style of leadership from an assessment performed by Gallup Strength Finders and DiSC and compare the strengths I have in common with Eleanor Roosevelt.

No matter how great a nurse leader may be, every nurse leader has their strengths and weaknesses. My strengths include being compassionate, humble, and resilient. Whereas my biggest weakness as a leader is not having the appropriate skills to influence others to see things my way.

From the Strength Finder website questionnaire, my individualized leadership strengths are as follows: achiever, command, context, focus, and significance. In this essay I will elaborate on these in detail and the ways they explicitly relate to my personality and the different experiences and activities of my life. I have also researched several articles that discuss transformational leadership and how this pertains to the literature on the subject. I will discuss transformational leadership in comparison to my own strengths, and explain how my leadership style may progress as I advance through this nurse practitioners program.

Leadership at times can be a complex topic to delve into and may appear to be a simple and graspable concept for a certain few. Leadership skills are not simply acquired through position, seniority, pay scale, or the amount of titles an individual holds but is a characteristic acquired or is an innate trait for the fortunate few who possess it. Leadership can be misconstrued with management; a manager “manages” the daily operations of a company’s work while a leader envisions, influences, and empowers the individuals around them.

In healthcare it is very important to have strong leaders, especially in the nursing profession. A nurse leader typically uses several styles of leadership depending on the situation presented; this is known as situational leadership. It is important that the professional nurse choose the right style of leadership for any given situation to ensure their employees are performing at their highest potential. Depending on which leadership style a nurse leader uses, it can affect staff retention and the morale of the employees as well as nurse job satisfaction (Azaare & Gross, 2011.) “Nursing leaders have the responsibility to create and maintain a work environment which not only promotes positive patient outcomes but also

Once these qualities are achieved that organization’s outcomes are superior. The intended audience is for nurse managers and those in leadership positions to help them identify their particular skill set and enhance their management qualities for most effective outcomes. This article is relevant because it allows for accurate public perceptions of people’s skill sets as leaders in nursing. The strength of the article is the clear and concise language used as well as the incorporation of figure 1 chart. The chart allows the reader to differentiate between the styles of leading and it’s effect on organizational outcomes.

Nurse leaders are faced with issues or problems on a daily basis that are often expected and sometimes unexpected. It “comes with the territory” so to speak. If there were no issues to solve or hurdles to overcome the necessity of designating a leader would not seem quite as important. Nurse leaders can tackle issues that occur in their work environment using nursing theory to guide them. Nursing theory provides a framework that nurse leaders can use to implement interventions or changes to positively impact the staff they lead. This framework of the theory will set the standards for achieving the desired outcomes and is based on knowledge that is gleaned from practice and/or research.

This area targets on leadership skills, which revealed that she scored more toward weakness than strength. Unfortunately, she has no experience in leadership and management, but she hopes one day, she can take a leader role. As for her strength, she showed a great desire to become a leader. According to American Nurse Association (2010), the Institute of Medicine calls for nurses to be more engaged in leadership and decision making.

Leadership may mean different things to different people, the consensus opinion of experts in this field is that leadership is using power to direct and influence activities of people to achieve set goals or targets. Nursing leadership is all about every nurse providing, facilitating and promoting the best healthcare services to client and to the public. Leadership is a shared responsibility. (CNO 2012). The nursing profession need leaders that can build the capacity of nurses through mentoring, coaching, supporting, developing the expertise and management skills of nurses to make a difference to the quality of patient care at all levels of the profession ( McIntyre & McDonald, 2014 ). At the core of every leadership either political or managerial is power and how the leader uses it. While it is practically impossible to lead without power, how the nurse leader uses this power not only determine the leadership style but also the results or outcomes of what is achieved through the process.

Leadership does not always come with a title or prestige. Every nurse has within themselves qualities that make them a great leader. Leadership by definition, “is a combination of intrinsic personality traits, learned leadership skills, and characteristics of the situation (Cherry& Jacob (2013 p. 335). A leader is one who has the capacity and skills to direct or encourage others in efforts to achieve an outcome. I recently completed a self-assessment on my perceived leadership abilities. The survey was called the Nurse Manager Skills Inventory (Nurse Manager Leadership Partnership, 2008). It consists of four content areas of which I will address and identify my strengths and weaknesses.

The strengths and weaknesses of a committed actor can be paradoxical. For this area I chose to consult with an acting colleague of 17 years. I thought it was necessary to have an objective perspective to honestly describe what has been observed from someone that knows me, personally. The following paragraph from a close friend and veteran actor explains this quandary in her description of me.

The state of Minnesota is one of the areas in the country with the most organization that work towards social empowerment. These organizations are steadfast in helping the public deal with social issues and other problems such as anxiety, depression that may result from many reasons such as poverty and the hardships faced in life that may lead to an increase in the truancy rates in schools. This is one of the strengths boasted by the county in an effort to make the counties within the state resilient to social problems such as truancy and other social challenges that may result from poverty. The organizations primary focus in towards building a resilient mindset among members of the community especially young people in order to empower them with the ability to cope with challenges and for them to apply various strategies that can change the various situations they go through.