To improve individual and organizational performance, it is important for leader


To improve individual and organizational performance, it is important for leader

To improve individual and organizational performance, it is important for leaders to adopt strength-based leadership to promote identification, development, and deployment of strengths in their own self and their followers. Strength-based leadership encourages employees to use their own strengths at work to improve their task performance, innovative behaviors and contribute to employee psychological well-being (Chu et al.0, 2022). Finding your own strength allows one to identify areas of weakness and areas needing improvement. After completing my StrengthsFinder assessment, my themes are intellection, learner, harmony, achiever, and consistency. Through self-reflection, I can see how these strengths are true. By intellection, I am characterized by intellectual activity meaning that I am introspective and appreciate intellectual discussions. As a learner, I have a great desire to learn and want to continuously improve. Through harmony, I look for consensus and agreement because I do not enjoy conflict. Being an achiever, I work hard and possess a great deal of stamina. I enjoy being busy and productive. Through consistency, I am keenly aware of the need to treat people the same. I need stable routines with clear rules and procedures that everyone can follow (Rath, 2007). Leadership is a learning process which allows an individual to acquire qualities over time through personal experience or emulating leadership qualities and skills from someone else. The perfect leader does not exist hence it is imperative to continue to develop strengths and improve weaknesses. Based on the themes identified, it is important for me to build on my characteristics and core values. Two core values that I would like to build on are accountability and positivity. A culture of accountability creates personal ownership and intrinsic motivation that starts with leaders holding themselves responsible. For me personally, I take on a lot of accountabilities and I need to strengthen my delegation skills by being more open in communicating and defining what my staff are accountable for, setting goals, and infusing accountability in staff development. Allowing this type of accountability provides followers with more opportunities to become more efficient and creative (Nelson, 2021). I need to improve my positivity by being more vibrant and upbeat. Getting others more excited about doing things is boosting enthusiasm. Two characteristics I would like to improve are judgement and detachment. It is important for me to understand individualization and that each person has their own professional experience and talents. Therefore, being less judgmental is important, especially with new nurses. I often become very involved in patient care emergencies, for example codes and rapid responses. I often believe that my involvement does not allow for others to learn critical thinking and build their skills. By detachment, less involved and understanding individual differences, it will allow me to navigate through situations by leveraging individual strengths while providing support and improving staff development. Two strengths I would like to strengthen are creativity and adaptability. According to Snow (2019), nurse leaders can learn to be more creative and can use education to empower staff to use creative thinking techniques. Creativity drives success and so if I can role model the use of creative approaches to problem-solving, it will strengthen and promote a spirit of innovation in my work environment. In some situations, I prefer the status quo but as an effective leader in an ever-changing field, adaptability is an important quality. Being more adaptable allows me to go with flow more and take things as they go. This will result in less stress and anxiety to emerging needs and different circumstances. References Chu, X., Ding, H. & Zhang, L. et al. (2022). Strengths-based leadership and turnover intention: the roles of felt obligation for constructive change and job control. Front Psychol. doi: 10.3389/fpsyg.2022.786551. Nelson, B. (2021). Great leaders have these leadership skills in common. Rath, T. (2007). Strengths Finder 2.0. Gallup Press Snow, F. (2019). Creativity and innovation: an essential competency for the nurse leader. Nurs Adm Q. 43(4), 306-312. doi: 10.1097/NAQ.0000000000000367



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