06Jan 2022 by
RESPOND TO EACH DISCUSSION WITH ONCE REFERENCE EACH
RE: Discussion – Week 5 Attachment
Week 5 Discussion
This week we are ask to complete the StrengthsFinder assessment, and download a copy for this discussion and for future course work. In addition, we are asked to describe our StrengthsFinder assessment results, followed by a description of two strengths, two core values, and two characteristics we would like to improve upon (Rath, 2007).
I have previously taken the StrengthsFinder assessment in 2017, then again for my place of employment in 2021 to help identify my strengths as Operations Clinical Manger of PACU & Endoscopy. I found it interesting to see how I have grown as a person, and has a leader over the last four years. In June 2017, my top five strengths in order were: Futuristic, Strategic, Connectedness, Ideation, and Belief. In contrast, in June 2021my top five strengths in order were: Learner, Responsibility, Futuristic, Strategic, and Input (Gallup | Analytics and Tools to Transform Your Workplace – GSS – Portal, 2021). The commonality of strengths found between the two were, futuristic and strategic.
According to my 2021 report, my top domains are strategic thinking followed by executing. Strategic thinking incorporates my sense of futuristic planning, and my ability play out different scenarios rather quickly, and execute the best plan to help move me forward in my plans for the future. Two core values I find important are belief and connectedness, each are closely related to one another. With belief, ones core values are unshakable, even in the toughest of situations. Connectedness uses ones faith to believe everything happens according to a greater purpose, and not by happenstance. Lastly, two characteristics I would like to improve upon are; focus and woo. I believe staying focused sets the stage for success. I chose the woo characteristic because it is an important trait in connectedness. I do a great job making a meaningful connection with people once I allow myself to get to know them, I however a not great at breaking the ice with people when I first meet them.
In order to be a great transformational leader and incorporate servanthood leadership, one must be able to focus and meet new people (Broome & Marshall, 2021).
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3 rd ed.). New York, NY: Springer.
Gallup | Analytics and Tools to Transform Your Workplace – GSS – Portal. (2021). Gallup.com. https://my.gallup.com/_Portal/Component?gssClientId=dduOMXW7d71AS3U_2BFMiMY8EiRX0WxJVn_2FHNUkaHb4okdayR4Pz6_2BetryXCC5aLQ2&gssComponentId=6271#/
Rath, T. (2007). Strengths Finder 2.0 – with Access Code.
RE: Discussion – Week 5
Individuals that rank high in relationship-building strength are the glue that brings teams together (Gallup, 2021). Out of my top five strengths, three were in the relationship building domain, and the other two were in the influencing domain. Relationship builders are focused on creating cohesion within teams and empowering individuals’ strengths. My top 5 strengths are empathy, harmony, maximizer, communication, and developer. Empathy, harmony, and developer all fall under the relationship-building domain; each distinctive strength aims to empower individuals.
Empaths can sense other people’s emotions by imagining themselves in other people’s situations (Gallup, 2021). They are adept at sensing the feelings around them. I feel that nursing is the perfect profession for an empath. As an empath in nursing, I have had the unique opportunity to get a patient’s family to open about an issue they are struggling with before mentioning it to anyone else. Empathy can be a great strength in leadership when used correctly. Relationship-builders are excellent at improving employee engagement, creating company loyalty, and building a cohesive team (Ahlrich, 2016).
Maximizer and communication fall within the influencer domain (Rath, 2007). Influencers like to take charge, are effective communicators, and persuade others to a common goal. The goal of the maximizer is to take something good and make it excellent (Gallup, 2021). Maximizers lead by using the natural talents of their team and turning them into strengths (Ahlrich, 2016).
As a maximizer, I struggle with looking at areas of improvement and my weaknesses. I usually focus on further developing my talents into more incredible strengths. But the first strength that I would love to develop is the command theme, which falls under the influencing domain. As a future nurse leader, it is essential to walk into a room and take control of a situation. I tend to shy away from conflict as a harmonizer, but the command leaders trade confrontation with resolution. Another strength I wish to develop is individualization, part of the relationship-building domain. Individualization is the strength to see others’ unique talents and see how those talents could work within the team. I hope to become a stronger individual and leader by perfecting skills within my primary domains.
Ahlrichs, N. (n.d.). Great leaders are great relationship builders. Inside Indiana Business. https://www.insideindianabusiness.com/articles/great-leaders-are-great-relationship-builders
Gallup | Analytics and Tools to Transform Your Workplace – GSS – Portal. (2021). Gallup.com. https://www.gallup.com/cliftonstrengths/en/253736/cliftonstrengths-domains.aspx
Rath, T. (2007). Strengths Finder 2.0 – with Access Code.
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