Change implementation and management plan

WorkplaceEnvironmentAssessmentDiscussion.docx

Civility in the workplace is essential to promote a healthy workplace environment for employees along with those they serve. According to the American Association of Critical care. Nurses, there are six standards for establishing a healthy work environment, including skilled communication, effective decision making, appropriate staffing levels, effective collaboration, authentic leadership, and meaningful recognition (Broome & Marshall, 2021). The American Nurses Association Code of Ethics clearly highlights that nurses have the responsibility of fostering safe, ethical, and civil workplaces.

Completing the Work Environment Assessment to determine the overall civility score of my workplace yielded a score of 53. Based on this score my work environment is considered to be very unhealthy. My assessment was dominated by somewhat untrue statements, three somewhat true statements and one completely untrue statement. Incivility can include rude, impolite, disrespectful behaviors and other behaviors that violate norms (Marshall & Broome, 2017). I believe what makes my work environment so uncivil is the inability of all staff to trust leadership and the lack of accountability.

The current nursing leader in place came friends and family of that leader as employees, which has created an unhealthy environment. I have experienced incivility because of this, mental health technicians have disrespected me and patients and when I approached leadership, I was told it would be addressed. After that incident I felt that I could not approach leadership because the conversation had been shared with others, getting back to the staff member involved which then caused conflict. The staff member was never directly addressed, the MHT continues to talk inappropriately to staff and patients and I believe it is because the MHT is a close friend of the director of nursing.

Incivility in our profession can have negative effects on staff, the team, and the organization (Clark, 2019). According to Clark (2015), staying silent and not addressing uncivil behavior as difficult as it may can increase stress, impact job performance, and eventually put patient care at risk. Learning about an evidence-based technique like cognitive rehearsal to address incivility will be helpful to me in the future. Cognitive rehearsal is designed to decrease anxiety and increase confidence through practice of this technique to effectively address a stressful environment. To address the problems nurses should understand the significance of effective communication. Clark (2015) states that engaging in clear courteous communication promotes a civil work environment, enhances teamwork and collaboration, and ultimately improves patient care outcomes. According to Griffin and Clark (2014), one of the ways of fostering healthy work environments includes performing institutional assessments to assess incivility, organizational culture to facilitate the implementation of targeted interventions.

References Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). Springer

Clark, C. M. (2019). Combining cognitive rehearsal, simulation, and evidence-based scripting to address incivility. Nurse Educator, 44, 64-68. https://doi.org/10.1097/NNE.0000000000000563

Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18–23. https://pubmed.ncbi.nlm.nih.gov/29792131/

Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.). Springer.

WK6Assgn_Ajayi_A.docx

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PERSONAL LEADERSHIP PHILOSOPHIES

Adeola Ajayi

Walden University

October 5, 2024

PERSONAL LEADERSHIP PHILOSOPHIES

Core Values Core values are the bases of decision-making and leadership behaviors. The two more critical values in my leadership philosophy include integrity and empathy.

Integrity: I consider honesty and transparency to be non-negotiable characters of a leader. Integrity enables me to be true to my principles, command the trust of my team, and maintain ethical dimensions while making all decisions. Leaders who have integrity tend to engender trust in followers and consistently build more desirable levels of follower engagement and commitment.

Empathy: I believe that by knowing and being able to share emotional experiences of others, a successful leader unites his or her team by creating an atmosphere in which participants feel acknowledged and appreciated. According to Kouzes and Posner (2017), leaders who show empathy build stronger and more resilient teams through shared feelings and community. Mission and Vision Statement Mission Statement:

This means to lead with integrity and empathy; hence, it translates to making sure that an enabling and inclusive environment is created where persons can feel supported to realize their full potential. Vision Statement:

I see a vision wherein, by showing that taking care of others first is, in fact, okay, I will be one of those leaders who inspire others. It brings trust, collaboration, and respect for one another. The main strengths the Clifton Strengths

Assessment identified in me were Achiever and Input. These strengths have really reflected how I approach leadership and work with others. Achiever: As an Achiever, I am driven to get things done and reach results. Productivity is something to be proud of, and I have comfort with pushing myself and my team onward toward continuous improvement. This strength will enable me to set high standards for myself and others whom I lead, ensuring that we always strive for greatness.

My Input strength mirrors my inquisitiveness and thirst for knowledge. I derive much satisfaction from learning new concepts and have always been on a quest for any information that could potentially make me advance and make better decisions as a leader (Northouse, 2018).

Key Behaviors to Strengthen

While my Achiever and Input are strengths, I equally realize areas for improvement in my leadership behavior. Developing active listening skills and being able to delegate work effectively are two of the most important behaviors for me to develop.

Active Listening: A leader must not only hear but understand the concern, idea, and feedback of the team members. I am a very empathetic person; however, I at times become so driven to finding a solution rather than listening to an individual. As I means to improve my leadership skills, I want to assure myself that I really listen to what others say by fully engaging in conversations with them and affording them an opportunity to air their views without cutting them off.

Delegation: Sometimes, I rely too much on my Achiever strength because it is so much more interesting to achieve a goal myself. The downside of it is that it decreases the opportunity for my team's development and collaboration. Through the development of my skill regarding how to delegate responsibilities, I will be able to pass ownership for responsibilities onto others, thereby enhancing collaboration and productivity within the team. Development Plan

I will make a development plan in which steps are clearly specified that need to be done to achieve the objective of being more capable of active listening, delegating tasks, and aligning with my leadership vision. Improve Active Listening:

Engage in Reflective Conversations: I will commit to reflective listening in that I will paraphrase and ask questions for clarification to ensure that I have obtained a full understanding of the other person's point. For example, at the team meeting, without jumping into offering solutions, I would replay the speaker's points to validate his input.

Seek Feedback: I will be asking other colleagues about my listening practices, whether colleagues feel their concerns are heard. It will help me take a measure of my progress and what I need to work on.

Delegation Enhanced: Create ownership opportunities: I will make active identification of the tasks that could be transferred to members of the team and transfer them, focusing on strengths and developmental goals. Example: I will transfer main responsibilities during upcoming projects so that the rest may have an opportunity to lead the initiatives by offering guidance if needed.

Monitoring and supporting: While this is all about trusting the staff, it is also to support them. I would make a point to routinely check with the members of the team whether they have all the resources and guidance in accomplishing the assigned work without being intrusive with their jobs. This would strike a balance in building up confidence and autonomy of my team members (Clifton, & Anderson, 2001).

With this development plan, I will be able to become a better leader-to listen actively, give power through effective delegation, and have my vision fulfilled-to create an environment where individuals cooperate and support each other. Colleague Feedback on Clifton Strengths Assessment

During the discussion of this module, colleagues gave useful feedback regarding my Clifton Strengths Assessment. They pointed out that my Achiever strength goes well with my drive to be productive and ensure results but added that this should be balanced with delegation to avoid burnout. What is more, they underlined my strength of Input as a very good positioning for me as a leader who would be informed and open to new ideas; at the same time, they called upon me to make use of that knowledge in such a way that others were given an opportunity to share their insights. The feedback received has reinforced my commitments regarding improving delegation skills and practicing active listening as part of my development as a leader (Kouzes, & Posner, 2017). .

Conclusion

My notion of personal leadership is based on two core values: integrity and empathy. These guide my mission in offering an inclusive, empowering environment for my team. My Achiever and Input strengths support my leadership approach, but I am also aware of the need to work on active listening and effective delegation. If I follow through on my development plan, I will be able to lead with empathy, collaborate better, and effect positive change. In the light of self-reflection and feedback received, I shall labor towards my vision: to be a transformational leader concerned about the growth and welfare of others.

References

Clifton, D. O., & Anderson, E. (2001). Strengths Quest: Discover and develop your strengths in academics, career, and beyond. Ingram.

Kouzes, J. M., & Posner, B. Z. (2017). The leadership challenge: How to make extraordinary things happen in organizations. John Wiley & Sons.

Northouse, P. G. (2018). Leadership: Theory and practice.