Professional Development Plan
Running head: PROFESSIONAL DEVELOPMENT PLAN 1
Professional Development Plan
Grand Canyon University: LDR-600
Dr. Deanna R. Davis
17 April 2019.
Reflection
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PROFESSIONAL DEVELOPMENT PLAN
Currently, I work as a charge nurse of two busy cardiac units; one is a step down and the
other is just cardiac. Reflecting on my leadership capabilities, I consider myself a level-headed
supervisor. I am as comfortable working on the floor as I am leading my team. I am not afraid of
a challenge. Yet, I am also the first to recognize when things are beyond my skills or when I need
help. I really enjoy teaching my staff and take pride when they grow in their careers. I believe I
inspire trust and confidence, because my team calls me when I am not on shift to ask what they
should do when something goes bad or they need guidance.
My five-year goal is to become a unit manager for at least two years to gain further
knowledge of hospital administration and then, if an opportunity becomes available, to be a
hospital administrator. I will jump at that chance because it’s my ultimate goal. I believe the
hospital where I work needs strong managers. This writer know quite a few of the ones there, and
many them display toxic leadership styles. I am up to the challenge of fixing the current situation
because we have high turnover rates and very dissatisfied nurses.
There is always room for improvement. After I finish this degree, I will continue to take
leadership courses and will work harder to make time for self-reflection at work. Presently, when
a situation arises and I make a judgment call that I am not fully satisfied with, I come home and
talked to my spouse. Sometimes his guidance leads me to go back to change things around, or I
get kudos for a job well done.
Vision
My vision for my next three to five years would be working as a hospital administrator,
helping to lead the new nursing generation. My goal is to make changes that will improve both
the nurses, and the patients’ lives. As a leader, I am learning and evolving into a transformational
leader. Northouse, (2016) explains, transformational leadership is a process that “changes and
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PROFESSIONAL DEVELOPMENT PLAN
transforms people. This process encompasses the follower’s emotions, values, ethics, standards,
and long-term goals. While, getting to know their motives, satisfying their needs, and treating
them as full human beings.” After reading the book The Culture Cure: Transforming the Modern
Healthcare System by Pamela M. Tripp, I could not help to feel motivated by Mrs. Tripp work.
Furthermore, her description of transformational leadership hits every aspect that I would like to
achieve as a leader. Positively changing people’s lives by harvesting their strengths! I consider
this to be the best investment any person can do.
I work on a daily basis with great nurses that are trying their very best to positively
change people’s lives. They are helping people from all walks of life, including homeless, drug
abusers, non-compliant patients, morbidly obese, homemakers, athletes, and professionals.
Meanwhile, these nurses have their own personal and family problems but come to work with a
smile on their face for their patients. Through all their issues, these nurses continuously try to
modify behaviors, though teaching, compassion and perseverance. Why not invest in these
amazing people with such values, ethics, standards, and long-term goals? They already invest so
much into their patients and deserve a leader who cares as much for them.
On the health field, if more hospitals invested in building up their staff members, we
would not have the issues we are having nowadays. There would be a better environment in
hospitals and, as a result, the staff would provide better service and have lower turnover. It’s a
simple equation that makes sense but unfortunately some organizations and CEO’s would rather
have more money in their pockets than invest in their staff. Henceforth, it is part of my vision to
be a part of an organization that invest in their people.
Goals and Objectives
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PROFESSIONAL DEVELOPMENT PLAN
I. Leadership goals in next three to five years.
a. Self-leadership
A primary element to self-leadership is self-reflection. According to (Confucius, n.d.)
“By three methods we may learn wisdom: first, by reflection, which is noblest; second, by
imitation, which is easiest; and third, by experience, which is the most bitter.” USC, (n.d.)
explains, self-reflection empowers leaders to create meaning from their experiences, and there
are three easy steps for the practice of self-reflection:
1. Identify important questions – For example, ask “Am I communicating in a
manner that enforces trust?”
2. Choose a method – By selecting a leader that I trust and having a partnership
where we can discuss issues that we don’t feel fully confident in.
3. Schedule Time – By creating a daily routine, with a set time of ten minutes
every afternoon, to self-reflect on issues that arise. This will help in keeping stress levels down
and rectify improper judgement calls. Following the University of Southern California three-
step self-reflection tool and adherence to a set schedule will assist in becoming a better leader by
reflecting on issues. Allowing time for self-reflection will allow stress levels to decrease.
b. Leading others
As discussed in the vision section, I am determined to become a transformational
leader because they not only inspire people to be better, but they build upon their strengths.
Northouse, (2016) informs us that, transformational leadership is the process by which a person
engages with others and builds a relation that increases the motivation levels and virtue in both
the leader and the follower. Furthermore, (Northouse, 2016) explains, this kind of leader is
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PROFESSIONAL DEVELOPMENT PLAN
attentive to the needs and motives of followers and tries to help followers reach their fullest
potential.
c. Leading an organization
The healthcare industry is dynamic, where changes are constant and, as a leader, one
must be ready to help the organization cope. Consequently, it is important to have a strategy for
implementing and managing change. Champlain.edu, (n.d.) provides a recipe for success with a
ten-step strategy for managing change. These steps are: careful planning, be transparent, always
tell the truth, communicate, create a roadmap, provide training, invite participation, give time for
change, monitor, and measure and demonstrate strong leadership.
d. Leadership as a vocation
The best way to implement leadership as a service to others is to become a
transformational leader. According to (Northouse, 2016) a transformational leader displays
integrity, and possesses the skills to cultivate and inspire visions of the future. They stimulate
people to realize this vision, they administer its conveyance, and build stronger and prosperous
teams. All these qualities together, with the ones explained above, help people become better. For
me, in the healthcare profession, improving the lives of those in the field also helps the
community by having better prepared workers to lift the community’s health and spirits.
Plan
My plan to achieve my goals is already in motion. First is my education which I am
currently enrolled in. Second is the job. Currently I am a charge nurse, and I was already offered
a unit manager position opening in October. My plan is to remain in that position for at least two
years to gain sufficient knowledge and then move into the hospital administration. For activities
that helps me to reach my goals, I am already a volunteer for the education department at the
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PROFESSIONAL DEVELOPMENT PLAN
hospital where I work. In that position, I help educate new nurses in hospital procedures,
equipment usage and nursing skills, like intravenous catheter insertion or Foley catheter
insertion, to name a few.
For the method of evaluation, I have already built a table that involves a prescribed
schedule. I will add milestones and project satisfaction where I will evaluate my fulfilment.
Importantly, I will add my performance feedbacks which will give a good picture of my
performance. I will self-reflect along the way to see where I am and, if needed, make significant
changes to my plan to achieve it.
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PROFESSIONAL DEVELOPMENT PLAN
References
Champlain.edu (n.d.). The 10 Best Organizational Change Management Strategies. Retrieved
from https://www.champlain.edu/online/blog/best-organizational-change-management-
strategies
Confucius quotes. (n.d.). Retrieved from
http://thinkexist.com/quotation/by_three_methods_we_may_learn_wisdom-first-
by/10494.html
Northouse, P. G. (2016). Leadership: Theory & practice (7th ed.). Thousand Oaks, CA: Sage
Publications.
USC. (n.d.). 3 Simple Ways to Practice Self-Reflection. Retrieved from
https://eml.usc.edu/blog/practice-self-reflection
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