DNP-803- LEADERSHIP IN ORGANIZATION SYSTEMS
DNP-803-Leadership in Organizations and Systems
Module 1: Discussion – Innovation, Competencies and Leadership.
1. Review the five competencies of leadership (chapter 1). Describe in your post what your process is or will be to meet the competency of “leading yourself”. In addition, set a reasonable, small, self-care goal that you can accomplish every week for yourself for the next 7 weeks. Post your self-care goal on the discussion board thread this week. Please note: You will follow up with a progress report about meeting your self-care goal at week three and with a final post at the conclusion of the course. These self-care posts are part of your discussion board grade.
2. Think about your role as a leader – either present or future role. What activities or behaviors or activities could you demonstrate that reflect the seven characteristics (discussed in chapter 2) of the innovative leader?
3. Think about a change that is needed at your organization; Please use an idea not related to your scholarly project. Think about a needed change from a leadership perspective. How would you as the leader initiate this change/innovation using the concepts of Complex Responsive Processes (CRP) (chapter 3)?
4. Reflect on the values exercise. Did the value match up with how you make decisions, interact with others, and shape your decisions? Why or why not? How will this value influence you as a leader?
1. Make your initial post by 23:59 EST Thursday of this first week.
2. Respond to your classmates’ posts by 23:59 EST Saturday. Follow up with your classmates on Sunday if needed.
STUDY MATERIALS
Additional Readings and Resources:
1. AUDIO: https://www.audible.com/pd/B07DJYBXNC?source_code=ASSOR150021921000V
2. Dare to Lead by Brene Brown.
3. Ellis, L. (2020). The Importance of Meta-Leadership During the COVID-19 Crisis. Harvard School of Public Health retrieved from https://www.hsph.harvard.edu/ecpe/meta-leadership-during-covid-19-crisis
4. Divya, J.(2014). Love in a cup: Walla general hospital brings care to caregivers. Retrieved from
https://gleanernow.com/news/2014/01/love-cup-walla-general-hospital-brings-care-caregivers
5. Jobs, S. (2010). Steve Jobs talks about managing people. YouTube. Retrieved from
Steve Jobs talks about managing people
https://www.youtube.com/watch?v=f60dheI4ARg&feature=youtu.be
6. Merrild, P. (2015). The biggest U.S. health care challenges are management challenges. Harvard Law Review. https://hbr.org/2015/02/the-biggest-u-s- health-care-challenges-are-management-challenges
PEER RESPONSES
* Review the five competencies of leadership ( chapter 1). Describe in your post what your process is or will be to meet the competency of “leading yourself”. In addition, set a reasonable, small, self-care goal that you can accomplish every week for yourself for the next 7 weeks. Post your self-care goal on the discussion board thread this week. Please note: You will follow up with a progress report about meeting your self-care goal at week three and with a final post at the conclusion of the course. These self-care posts are part of your discussion board grade.
Leading yourself in healthcare involves self-reflection and finding balance in life and work (Weberg & Davidson, 2021). By not actively working to pursue an adequate work life balance the provider is at an increased risk of experiencing burn out. Burn out is statistically on the rise and happening to as many as 50% of clinicians (AHRQ, 2017). If trends like this continue there is a significant chance that the medical community will suffer an ever-increasing shortage of providers. It is further noted per AHRQ (2017) that burn out also affects patient safety and quality of care due to poor personal interactions, decreased memory, and impaired attention. To lead myself and intentionally focus on myself I plan to take a series of action steps to improve my mental and familial well-being. The first step is to adhere to regular office hours without taking additional patient phone calls on the weekend. Following that I will start setting time aside for lunches, as I rarely take them at this time. I also plan to focus on nutrition after making workouts a priority back in my schedule. Beyond that, I will address my sleeping schedule, set aside specific times to complete additional work and homework. Lastly, I plan to work on being more present and less focused on work activities when I should be focused on my family activities. While these seem like small and easy task, I know it will take very intentional steps in order to improve my overall mental well-being.
* Think about your role as a leader – either present or future role. What activities or behaviors or activities could you demonstrate that reflect the seven characteristics (discussed in chapter 2) of the innovative leader?
When reviewing the seven characteristics of the innovative leader, I was quickly able to identify that I do not lead by boundary spanning or risk taking. I most personally identify with the adaptive characteristic. This entails an individual to continually assess the situation and adjust the role to meet the needs of the organization. It is important to be flexible in the role from completing nursing care to being able to address a more management related role (Weberg & Davidson, 2021). In my case I started out a new palliative care nurse practitioner over two years ago. I initially learned the ropes, then assisted in training a secondary nurse practitioner. As the two of us worked hard and grew the program, we then became responsible to help train a third nurse practitioner. Over the past year my co-worker and I have taken turns carrying the heavier load or being more called upon by management. We work together with significant communication to make sure our patients are well cared for, while being available to various upper-level management members any range of task. It has been asked that I take part in educational settings to help create another palliative care program, while she has been asked to create spreadsheets for other activities. We continually self-reflect to see what the program and organization needs and adjust as needed to fit that current need.
* Think about a change that is needed at your organization; Please use an idea not related to your scholarly project. Think about a needed change from a leadership perspective. How would you as the leader initiate this change/innovation using the concepts of Complex Responsive Processes (CRP) (chapter 3)?
A significant change that needs to be addresses within my current organization is the way that providers are viewed. While they try to tell us we are appreciated, it is often not reflected appropriately to us. We are often referred to as nurses rather than nurse practitioners or providers. They also seem to over recognize specialty management positions, both noted in salary and bonus options. We have attempted to address this with management, but often feel misunderstood. The organizational structure is heavy with management, while they struggle to maintain core staff. Leadership theories show that time is irreversible, team members are interdependent, diversity is required, creative changes need to be made, and leaders will thrive throughout uncertainty (Weberg & Davidson, 2021). When reflecting on those theories, it needs to be brought to there attention that time is irreversible and by continuing to not come up with an acceptable solution, providers and staff will not continue to stay in the situation where they feel undervalued. It is important to present the problem with management in attempt to navigate an acceptable solution, rather than becoming burnt out.
* Reflect on the values exercise. Did the value match up with how you make decisions, interact with others, and shape your decisions? Why or why not? How will this value influence you as a leader?
When completing the values exercise, my family was my single most valued item. It very much shapes my decisions and is my driving force. I feel that anyone that knows me will know that my family and my religion guide my life and my decisions. For instance, I do not ever want to be an embarrassment or disappointment to either. If I act or respond poorly, that could reflect on them. I have worked hard throughout my life to be someone my family can be proud of. Therefore, my ethics, morals, education, and decision making are shaped by the fact that I want them to be proud of me as a person. This is going to continue to influence my leadership as I strive to lead with kindness and respect, as that is how I expect my children to treat others.
Physician burnout. AHRQ. (2017, July). https://www.ahrq.gov/prevention/clinician/ahrq-works/burnout/index.html#:~:text=Burnout%20is%20a%20long-term%20stress%20reaction%20marked%20by,access%20to%20care%2C%20patient%20safety%2C%20and%20care%20quality.
Weberg, D. & Davidson, S. (2021). Leadership for Evidence-Based Innovation in Nursing and Health Professions: Vol. Second edition. Jones & Bartlett Learning.
1. Review the five competencies of leadership ( chapter 1). Describe in your post what your process is or will be to meet the competency of “leading yourself”. In addition, set a reasonable, small, self-care goal that you can accomplish every week for yourself for the next 7 weeks. Post your self-care goal on the discussion board thread this week. Please note: You will follow up with a progress report about meeting your self-care goal at week three and with a final post at the conclusion of the course. These self-care posts are part of your discussion board grade.
The five competencies of leadership include: understanding the foundations of innovation, evidence, and leadership dynamic, leading yourself, building an advanced innovation skill set, communicating and connecting, and lastly building momentum and initiating change. “Leading yourself” is a fundamental aspect of effective leadership that involves self-awareness, self-regulation, and personal development. To meet this competency, I will follow a structured process that encompasses various elements (Davidson & Weberg, 2021).
Understanding one’s strengths, weaknesses, values, and goals is crucial. I will regularly engage in self-assessment to identify my areas of improvement. This includes reflecting on my experiences, seeking feedback, and utilizing tools such utilizing the strength finder tool or journaling. Also, developing the ability to manage emotions, control impulses, and maintain a positive mindset is essential for effective leadership. I will practice techniques such as meditation, and stress management which includes daily exercise to ensure I am equipped to handle challenges and setbacks. Also, I will also focus on continuous learning. I will commit to ongoing education, seeking out opportunities for skill development, attending workshops such as the Neuroscience Education Institute in the fall, and listening to podcasts about leadership and psychopharmacology (Davidson & Weberg, 2021). Also, balancing personal and professional responsibilities is key to leading oneself effectively. I will use tools such as time-blocking, to-do lists, and utilizing a planner, and shared Google calendar with my husband in order to allocate time efficiently to various aspects of my life. I will also focus on prioritizing physical, mental, and emotional well-being which is crucial for leadership success. I will engage in regular exercise, maintain a healthy diet, practice relaxation techniques, and ensure I have adequate rest (Davidson & Weberg, 2021).
By following this process, I aim to lead myself effectively, which will serve as a solid foundation for achieving success in the other competencies of leadership. This process will not only enhance my individual growth but also contribute to my ability to lead others, drive innovation, communicate effectively, and initiate positive change.
Self care goal: My self-care goal will be to meditate using the Calm app three times a week on Monday, Wednesday, and Friday mornings. Each meditation will be 3-5 minutes long.
2. Think about your role as a leader – either present or future role. What activities or behaviors or activities could you demonstrate that reflect the seven characteristics (discussed in chapter 2) of the innovative leader? The seven characteristics of an innovative leader include: boundary spanning, risk taking, visioning, leveraging opportunity, adaptation, coordination of information flow, and facilitation (Davidson & Weberg, 2021).
As a leader, whether in my current role or a future one, I can demonstrate the seven characteristics of an innovative leader to foster a culture of creativity, growth, and forward-thinking. Here’s how I would exhibit these characteristics:
Boundary Spanning: I would actively seek out collaboration and partnerships beyond traditional organizational boundaries. This might involve networking with professionals from diverse industries, and engaging with external experts to bring fresh perspectives and ideas into my organization (Davidson & Weberg, 2021).
Risk Taking: I would encourage calculated risk-taking among my team members. This includes creating a safe environment where failures are seen as opportunities for learning and growth, and where team members are empowered to explore new ideas even if they carry an element of uncertainty (Davidson & Weberg, 2021).
Visioning: Crafting a compelling vision for the future is crucial. I would articulate a clear and inspiring vision that aligns with the organization’s mission, communicates a sense of purpose, and motivates my team to work collaboratively towards shared goals.
Adaptation: Embracing change and encouraging adaptability is key. I would foster a culture that is open to change, where continuous learning and agility are highly valued. This might involve experimenting with new approaches, technologies, and processes to stay ahead in a rapidly evolving landscape (James et al., 2021).
Facilitation: Creating an environment conducive to innovation requires facilitating collaborative discussions and brainstorming sessions. I would encourage open dialogue, active listening, and constructive feedback to stimulate creative thinking and problem-solving (James et al., 2021). Through boundary spanning, risk-taking, visioning, leveraging opportunities, adaptation, coordination of information flow, and facilitation, I would lead my team towards innovative solutions and contribute to the overall success of the organization.
3.Think about a change that is needed at your organization; Please use an idea not related to your scholarly project. Think about a needed change from a leadership perspective. How would you as the leader initiate this change/innovation using the concepts of Complex Responsive Processes (CRP) (chapter 3)?
The needed change in my organization system is improving nurse retention. I would reflect on the complex responsive process (CRP) to initiate change. First, I would recognize the complexity of the situation. I would acknowledge that nurse retention is a complex issue influenced by various factors such as workload, work-life balance, job satisfaction, and organizational culture. Secondly, I would engage nurses by initiating open discussions with nurses at all levels to understand their experiences, concerns, and aspirations. This involves active listening and creating safe spaces for open dialogue (Davidson & Weberg, 2021). Third, I would focus on facilitate group discussion or workshops where nurses collectively explore the reasons behind the high turnover and what factors contribute to their job satisfaction. After facilitating group discussion, I would be open to adjustment based on the feedback from unit nurses, and encourage nurses to share their stories about what makes them stay, what challenges they face, and what improvements they envision. These narratives can help shape the collective understanding of nurse retention (Davidson & Weberg, 2021). I will also focus on reflective practice, and regularly engage in reflective discussions with nurses to assess the impact of the implemented changes. Also, I would focus on continuous adaptation, by stressing that improving nurse retention is an ongoing effort. Lastly, I would focus on collaborative decision-making by involving nurses in decision-making processes related to retention strategies. This fosters a sense of ownership and empowerment among the nursing team (Davidson & Weberg, 2021).
By applying the principles of Complex Responsive Processes (CRP), one can create an environment where nurse retention is approached holistically. The change process is not just a top-down directive but emerges from interactions, shared understanding, and collaborative efforts. This approach is more likely to address the nuanced challenges of nurse retention and lead to sustainable improvements (Davidson & Weberg, 2021).
3. Reflect on the values exercise. Did the value match up with how you make decisions, interact with others, and shape your decisions? Why or why not? How will this value influence you as a leader?
After reflecting and spending time doing the value exercise, I chose family as my most important value. This value will influence my leadership style in regard to work-life balance, maintaining a supportive environment, and decision-making. In regard to work-life balance, I prioritize maintaining a healthy work-life balance for myself and my future team. After I had my daughter, I was able to reduce my FTE at my hospital system in order to spend more quality time to raise her. With my future team, I plan on promoting flexible work arrangements, encouraging time off, and fostering an environment where employees can balance their professional and personal lives.
For fostering a supporting environment, my interactions will focus on creating a supportive and nurturing atmosphere, similar to a family setting. I would encourage open communication, active listening, and empathy among team members. For fostering decision making, I will lean towards collaborative decision-making, seeking input from team members and valuing their contributions. This mirrors the way decisions are often made in a family where everyone’s opinions matter. The value of family can significantly influence my leadership approach, shaping how I make decisions, interact with others, and guide my team. By embracing this value, I have the opportunity to create a supportive, nurturing, and inclusive work environment where team members feel like they’re part of a caring and cohesive “work family” (Davidson & Weberg, 2021).
References
Davidson, S., & Weberg, D. (2021). Leadership for evidence-based innovation in nursing and health professions (2nd ed.). Jones & Bartlett Learning.
James, A. H., Bennett, C., Blanchard, D., & Stanley, D. (2021). Nursing and values‐based leadership: A literature review. Journal of Nursing Management, 29(5), 916– 930. https://doi.org/10.1111/jonm.13273Links to an external site.
Joy Oche
1. Review the five competencies of leadership ( chapter 1). Describe in your post what your process is or will be to meet the competency of “leading yourself”. In addition, set a reasonable, small, self-care goal that you can accomplish every week for yourself for the next 7 weeks. Post your self-care goal on the discussion board thread this week. Please note: You will follow up with a progress report about meeting your self-care goal at week three and with a final post at the conclusion of the course. These self-care posts are part of your discussion board grade.
Effective leadership requires many skills and competencies to make an impact and be successful. I believe that understanding one’s self is the most valuable leadership competence, and central to all the others. Acknowledging one’s biases, values and beliefs helps us be more accepting of others and open to their ideologies and perspectives, without feeling threatened. Good leaders should first be in tune with themselves in order to be better positioned to respond to the needs of their organization and staff. Polzin (2023) explains that leadership involves self-care to recognize one’s personal values in order to attain both personal and professional goals. A self-care goal I would like to begin walking for 30 minutes at least three times a week. I feel this activity will give me some quiet time to connect with nature and gain mental clarity on any stressors I may experience.
2. Think about your role as a leader – either present or future role. What activities or behaviors or activities could you demonstrate that reflect the seven characteristics (discussed in chapter 2) of the innovative leader?
As a psychiatric Nurse practitioner, I practice adaptive leadership. We cannot always control our environment or the things around us, but being able to adapt to the changes as they occur makes us resilient. Southwick et al. (2014) define resilience as the ability to maintain a healthy adaptive and positive mindset despite the adversities we face in life. Northgate (2016) explains that adaptative leaders help “people face and deal with problems, challenges, and changes” (p. 257). Leaders who are adaptive are better positioned to welcome and motivate change in an organization. The healthcare industry is ever-changing, with new scientific discoveries and innovations being made. A leader’s attitude can influence the way the other team members and staff accept any changes within the organization and adapt to improved evidence-based practices and models.
3. Think about a change that is needed at your organization; Please use an idea not related to your scholarly project. Think about a needed change from a leadership perspective. How would you as the leader initiate this change/innovation using the concepts of Complex Responsive Processes (CRP)(chapter 3)?
Paez Gallego et al., (2020) explain that humans are complex beings, and our values play a huge role in our decision-making process and ultimate choices. As humans, we interact with the people, situations, and things in our environment, this enables us to form connections and interactions. I work in an outpatient clinic as a nurse practitioner, caring for patients with psychiatric and mental health disorders. Mental health disorders are challenging for patients and often cause them to withdraw from their families and friends, leading to even more isolation. The Complex Responsive Process (CRP) can be used to foster family relationships and bridge the gap between their feelings and the patient’s struggles. CRP can assist the patient’s family and support group to embrace uncertainty and cultivate both grace and an appreciation for the interconnectivity of society. CRP helps us focus more on our similarities and less on our differences, therefore, promoting unity and harmony.
4. Reflect on the values exercise. Did the value match up with how you make decisions, interact with others, and shape your decisions? Why or why not? How will this value influence you as a leader?
After carefully reviewing the value analysis list, I was able to determine that spirituality is one value that guides me in all aspects of my life. I find that spirituality helps center me in my decisions and gives me inner peace. Bozek et al., (2020) state that spirituality plays a huge role in developing stronger relationships, psychological well-being, and increased satisfaction with life. When I engage in any activities that do not align with my spiritual beliefs, I find that I feel guilt and regret afterward. Due to this guilt, I try not to make rash decisions and I am mindful of what I say to others. Spirituality guides all aspects of my life and is central to who I have become.
References
Booth, B. J., Zwar, N., & Harris, M. F. (2013). Healthcare improvement as planned system change or complex responsive processes? A longitudinal case study in general practice. BMC family practice, 14, 51.
https://doi.org/10.1186/1471-2296-14-51
Bożek, A., Nowak, P. F., & Blukacz, M. (2020). The Relationship Between Spirituality, Health-Related Behavior, and Psychological Well-Being. Frontiers in psychology, 11, 1997.
https://doi.org/10.3389/fpsyg.2020.01997Links to an external site.
Davison, S. (2010). Complex responsive processes: A new lens for leadership in twenty-first-century health care. Nursing Forum, 45 (2), 108-117.
https://doi.org/10.1111/j.1744-6198.2010.00171.x Links to an external site.
Paez Gallego, J., De-Juanas, O., Garcia-Castilla, F., & Muelas, A. (2020). Relationship Between Basic Human Values and Decision-Making Styles in Adolescents. International Journal of Environmental Research and Public
Health, 17(22):8315. Https://doi.org/10.3390/ijerph17228315
Polzin, R. (2023). You have to lead yourself before you can lead others: How to master the art of self-leadership. https://www.entrepreneur.com/leadership/how-to-master-the-art-of-leading-yourself/449857Links to an external site.
Southwick, S. M., Bonanno, G. A., Masten, A. S., Panter-Brick, C., & Yehuda, R. (2014). Resilience definitions, theory, and challenges: interdisciplinary perspectives. European journal of psychotraumatology, 5,
10.3402/ejpt.v5.25338. https://doi.org/10.3402/ejpt.v5.25338
Review the five competencies of leadership ( chapter 1). Describe in your post what your process is or will be to meet the competency of “leading yourself”. In addition, set a reasonable, small, self-care goal that you can accomplish every week for yourself for the next 7 weeks. Post your self-care goal on the discussion board thread this week. Please note: You will follow up with a progress report about meeting your self-care goal at week three and with a final post at the conclusion of the course. These self-care posts are part of your discussion board grade.
Weberg (2021) states that to be an effective leader, you must create your own framework between action and balance; thus, the concept of “leading yourself.” As a leader, I often put others above myself to make things easier for our group. In my first year, I had a lot of unneeded stress and felt overwhelmed and overworked; I could relate to the points made under this competency from first-hand experience! I learned that I needed to set boundaries and set aside time for myself. When I am on vacation, I designate a point person who covers my leader duties while away. I set an “out of office” automatic email response that redirects them to my point person. I went all last week without answering any emails since I was off! I’m also less afraid to ask for help and delegate tasks. While I still “fall on the sword” occasionally, I’m not sacrificing my sanity. I make it a point to leave work at work, get a massage every month, and plan a vacation at least twice a year. One thing I would like to set as a self-care goal is to begin meditating for a few mins each day. I want to do this at night since I have trouble turning my mind off and falling asleep. I’m hoping this goal improves my sleep quantity and quality.
Weberg, D. R., & Davidson, S. (2021). Leadership for evidence-based innovation in Nursing and Health Professions (2nd ed.). Jones & Bartlett Learning.
Think about your role as a leader – either present or future role. What activities or behaviors or activities could you demonstrate that reflect the seven characteristics (discussed in chapter 2) of the innovative leader?
Weberg (2021) lists seven characteristics of innovative leaders that “move an organization toward adaption to the changing conditions.” They are boundary spanning, risk taking, visioning, leveraging opportunity, adaptation, coordination of information flow, and facilitation (Weberg, 2021). I currently reflect boundry spanning, leveraging opportunity, adaptation, and the coordination of information in my current leadership role. I have been very lucky to spend my 17 year anesthesia career at MUSC. I have worked with and made connections with several services and leaders during this time. I have used these connections to meet and collaborate with leaders in other departments. By boundary spanning, I have collaborated with other areas to help with supply chain ordering problems, pharmacy drug shortages, and staffing problems.
I have leveraged opportunities to fix staffing dissatisfaction amongst the CRNAs. I was able to implement a decrease in hours for an employee who was desperate to go part-time and told she couldn’t. I was able to show how if she covered the 0600-1730 shift, she could decrease from 4 days a week to 3. This also decreased the amount the other staff members had to cover this shift, so it was approved, and everyone has been happier with their schedules. This also represents adaptation, as I made these changes without requiring a formal restructuring decision from our manager. I used the information I had to make a necessary change that improved the overall satisfaction of our employees and retained a CRNA who would have left.
The coordination of information is an important part of my position. Since we are isolated from the main hub of our primary locations, I am responsible for disseminating information to our group. I have monthly progress meetings with our other anesthesia, surgeon, and nursing leaders regarding our growth and workflow. We are expanding, and there is a lot of discussion on how those ORs will be utilized. I am careful not to spread conjecture that could cause premature frustration. I make sure to relay information in a positive way so that our staff sees the developments as exciting.
I would love to continue developing these characteristics in my current role. If I advance in leadership, I think I will have more opportunities to support innovation by providing a safe place for trial and error (risk-taking), collaborating with others to contribute to the vision of the department, and continuing the coordination of information into facilitation by influencing new evidence-based research into practice.
Weberg, D. R., & Davidson, S. (2021). Leadership for evidence-based innovation in Nursing and Health Professions (2nd ed.). Jones & Bartlett Learning.
Think about a change that is needed at your organization; Please use an idea not related to your scholarly project. Think about a needed change from a leadership perspective. How would you as the leader initiate this change/innovation using the concepts of Complex Responsive Processes (CRP) (chapter 3)?
Where I practice anesthesia, our hospital restricts our practice, and we do not perform to the fullest extent of our license. Due to this restriction, we have had difficulty recruiting from our university’s CRNA program, and have failed to retain new CRNAs. Weberg (2021) states, “change is achieved through a process of shared knowledge that has been organized through relationships.” Davidson (2010) states that CRP is a “theory of the process of human interaction.” Since CRP revolves around micro-interactions, I would start by gaining support from the CRNA schools’ program director. I would gain information from her regarding meeting the student’s (SRNA) needs for graduation and the type of practices they will attend upon graduation. I would then develop relationships and gain support for the change with the practice group CRNAs and staff anesthesiologists. By stimulating conversation about the issue, the dynamic nature of the problem is being introduced (low recruitment/satisfaction/retention), the need for an innovative solution is being identified (will allowing full practice authority improve our situation?), and the department members will see the need for the change in the present time (Davidson, 2010; Weberg, 2021). By utilizing CRP as a leader, you are helping communicate to others that conceptualizing a change within the department is a transformative and fluid process that will be continuously shaped to serve the group’s changing needs (Davidson, 2010).
Davidson, S. J. (2010). Complex Responsive Processes: A New Lens for Leadership in Twenty-First-Century Health Care. Nursing Forum, 45(2), 108-117. https://doi.org/10.1111/j.1744-6198.2010.00171Links to an external site. .
Weberg, D. R., & Davidson, S. (2021). Leadership for evidence-based innovation in Nursing and Health Professions (2nd ed.). Jones & Bartlett Learning.
Reflect on the values exercise. Did the value match up with how you make decisions, interact with others, and shape your decisions? Why or why not? How will this value influence you as a leader?
After completing the values exercise, my top 3 values are fairness, integrity, and compassion, with fairness being my top value. These values have shaped and aligned with my decisions in my personal life and career. As a junior leader in my department, I always seek all the information and others’ perspectives on difficult issues. I am open and honest; I am not afraid to admit or apologize when I am wrong. I also can have compassion and see the “gray” areas in difficult situations. When making hard decisions, I am open with my process, ask for better options I may not have considered, and disclose why the decision was made. By leading in this fashion, I realized that I couldn’t make every person happy 100% of the time, but if I am fair and lead with integrity and compassion, my colleagues will feel respected. I have learned that by exhibiting these 3 values, I have also gained the respect of my peers. I’m looking forward to furthering my growth as a leader.