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and I like to talk out loud about things for better understanding.
Through sensing I pay more attention to what I hear, touch, see, taste
and smell. I am realistic and pay attention to what is actual and
present. I am factual and detail oriented. I have a pretty good
memory and can usually remember snapshots of an event that
happened pertaining to my five senses. Through making decisions
through feelings, I like to acknowledge the views of other people
involved and I believe that is how the best decision can be made. I
believe this goes along with being a people person, I am concerned
about others and like to maintain harmony. I see the best in people
and am very compassionate. Lastly, I am a perceiver. I am
spontaneous and flexible. I like to be open-minded to whatever
happens and roll with the punches. I am encouraged with energy when
a deadline is approaching. It is important to know what kind of
personality I have in order to learn my strengths and weaknesses.
Through learning I have an ESFP personality and looking at the results
of my strengths and talents inquiry I have learned more about my
strengths and weaknesses. Some of my strengths include being
energetic, practical, people oriented, compassionate, hardworking,
organized, and kind. My weaknesses include being assertive, bold,
public speaking, and time management. Both of these assessments
helped me to learn how I am perceived by others and helped me to
assess my potential as a healthcare leader. They also helped to guide
and can find ways to meet those needs. Good social skills also help
you to know those you are working with and can help me when I am
choosing a leadership style. Social skills are essential to be an efficient
leader and communicate well. Along with the five main concepts of
emotional intelligence, in one of the videos we watched by Dr. Adler, I
learned there are four primary emotions. As a leader striving to be
more self-aware it is important to note the four primary emotions are
happy, sad, mad, and scared. This allows me to analyze my emotions
and where they come from. Emotional intelligence has also helped me
to better understand my behavior and actions and why I do certain
things in certain circumstances. Emotional intelligence has been one
of my favorite topics covered in this class, because it is important in
everyday life. It helps me to act differently and be more aware of my
feelings and the feelings of others.
The fourth learning outcome I learned about in this class was
how to lead others and participate as a team member. I learned a lot
about this topic through the lectures as well as through writing the
leadership essay. In my essay I decided to focus on the theories that I
identified with most. I am a firm believer that there is no single best
style of leadership and that you should look at each situation before
choosing a style to lead with. With that being said, one theory I really
enjoyed learning about is the situational leadership theory. This theory
looks at the ability of those you are leading as well as their
commitment/ motivation. Once you assess these things, there are four
different approaches you can take: directing, coaching, supporting, and
delegating. The directing approach is most appropriate when both
their motivation and ability is low and the leader needs to take charge
in order to complete something in a timely manner. Coaching is
beneficial when your followers are willing but have low ability to
complete the task. The supporting approach is when the ability is high
but willingness is low. This is when the leader needs to find ways to
motivate their staff. Lastly, the delegating approach is when your
followers are motivating and able and need little supervision. It is also
important to note that over time you can work your way up from one
approach to another as you work on the ability and motivation of your
staff. Another leadership style I learned a lot about and chose to focus
on was the transformational leadership theory. I like this theory
because a leader who is visionary, value driven, communicates well,
people oriented, and has high popularity characterizes it. A
transformational leader is someone who is concerned about other
people and takes their needs into consideration. Taking care of the
needs of your followers is important in order to be a successful leader.
I also learned a lot about how to lead and be a team member through
our group project where we had some tips for Jeff. We first identified
factors that were contributing to his poor performance. The group
project reiterated the importance of emotional intelligence,
and what was and was not appropriate. My groups role-play, for
example, included communicating with an employee who showed up
late to a meeting with their boss and their bosses superior. The
tardiness hindered the effectiveness of the meeting by not allowing
time for all topics to be discussed. The boss had to have a discussion
with their employee after the meeting about her frequent tardiness.
He effectively communicated the importance of being on time as well
as taking the time to see what he could do to help his employee. He
asked if they had unrealistic expectations for her at work that was
causing her to be late. The employee expressed she is easily caught
up in other work and loses track of time. There are multiple ways the
leader could have confronted their employee about this issue. By first
asking if he could help in any way he showed concern for his employee
rather than just getting upset. I learned that two-way communication is
important and one-way communication will often times not gain
followers or inspire others. I also learned about verbal and non-verbal
communication skills and how significant gestures, facial expressions,
and body language can be. Active listening is also a component of
your communication skills and shows you are engaged in the
conversation. Active listening can also help prohibit
misunderstandings. This unit taught me how important it is to care for
your employees in order to be a successful leader. I learned to take
note of how I am communicating with others both verbally and non-
other people. In the workplace you may have to work with people you
find challenging to work with, rather than trying to fix them you should
focus on yourself and allows others to learn through their own
mistakes. You should also try to avoid difficult people and not allow
yourself to be stressed out by them. You should also try to be an
observer; watch other people and see how they communicate with
others and try to learn from watching them. Never interrupt people
and allow them to finish their thoughts before inserting your own input.
You should also watch your nonverbal actions to see what kind of a
message you are sending as you communicate with people and be sure
to make eye contact, actively listen, and smile. Trust is a key
component of forming a quality relationship. Trust enables the sharing
of information and data and helps to form a strong bond between
people. I have joined FHE and LinkedIn in order to try to build more
professional relationships and network with people. As a student who
is graduating in the Spring I have learned the importance of
maintaining contact and taking initiation in pursing and maintaining
relationships I have built. I have reached out multiple times to people
from my internship from the summer and worked to preserve the
positive relationship I build with them this summer. I am sure to
always be enthusiastic and positive and I exchanged contact
information in order to continue our relationship. I also made an
initiative to set up a lunch with my preceptor and his boss just two
weeks ago in order to talk about future plans. I have high hopes to
continue working at Grifols, because I have learned from this class how
to enhance relationships. I am confident my relationship building skills
will also help me in the future. Wherever I end up next I now know the
importance of building relationships and how to effectively build them.
I know to be conscious of my facial expressions and non-verbal signals.
This was another one of my favorite units in this course.
The seventh learning outcome from this course included the
value of diversity in the community. In the office it is imperative that
you will be surrounded by an assortment of people of different races,
social classes, demographics, etc. It is so important to know how to
work with people of different cultures. In class we watched a video
about a potential employee going through an interview who was
obviously uncomfortable with the diversity that was in the office. We
watched as he interacted with a woman superior, an African-American
man, an Indian woman, and a disabled woman. After watching we
discussed in groups whether or not we would hire the man who came
off very rude to people who were different than him. Our group
decided that despite his high qualifications, we would not hire him
because he would present many challenges and intensify cultural
barriers that already exist. We feared he would discriminate and be
prejudice against those people and would not be able to work
effectively with them. We also read about a situation where an x-ray
areas and find ways to improve the dysfunction. Some elements that
can cause an ineffective team include: absence of trust, fear of
conflict, lack of commitment, avoiding accountability, and inattention
to results. The absence of trust hinders communication among team
members and teammates often will have a lower morale and dread
meetings. Fear of conflict can lead to a dysfunctional team never
addressing their issues and therefore never improving. In order to be
successful you have to address conflicts and work to fix them. A lack
of commitment can lead to tasks never being accomplished. There
needs to be someone who is committed and works to motivate others
in order to prevent the team from constantly working in circles and
never finishing a project. Lack of commitment can also lead to subpar
results instead of quality work. In healthcare it is so important to be
committed and work hard to establish an organization that provides
quality services. A team that avoids accountability also encourages
mediocrity and is unlikely to get work done in a timely manner. Lastly,
a team that does not pay attention to results lacks growth. This is a
team who lacks motivation and fails to make progress. Teams that are
dysfunctional will often times do work quickly and carelessly in order to
finish the project and not have to work with their team members any
longer. In healthcare I learned the importance of teams and how to
work effectively together. In order to improve a team that contains the
five elements of dysfunction there are some suggestions I learned
are three things Randy searches for when creating a team: people who
see his vision as an opportunity for the business to grow and as a
personal career development plan, people who believe in themselves
and have visions and goals of their own to bring to the team, and
people who want to be respected in their organization. I decided to
focus on Dobbs a lot through this course as a role model of who I want
to become. The resources provided in this class, along with his tips
have really helped me form my own kind of leadership model.
Transformational leadership is all about effecting change in a positive
light. In the future I hope to become a transformational leader who is
well respected, motivating, and inspirational just as Mr. Dobbs is. I
learned a lot about transformational leadership in the class and I am
thankful for that.
The leadership essay we wrote towards the beginning of the
semester is when I first researched all the different styles and models
of leadership. I personally look up to leaders who are inspirational and
lead by example, as I mentioned Randy Dobbs. That is why I chose to
write about transformational leadership in my essay as well as
situational leadership and the contingency theory. Situational and
contingency theories are kind of similar in the sense that they believe
there is no single best strategy of leadership. I agree with this in the
sense that no two groups of people will be the same, so you will have
to change strategies throughout your career. However, I always chose
to achieve a goal. If you do not take care of people they will not be
dedicated to their work. I want to be people focused and optimistic so
others see that and are inspired by my positive outlook. In my Myers
Briggs results, as mentioned earlier, I learned I make decisions through
feelings. I always like to consider the emotions and needs of others
and be aware of how my actions can affect them. This assessment
further confirmed the use of transformational leadership in my
personal model.
In the future I plan to enhance my learning by using a variety of
resources. I plan to buy Randy Hobbs book about being a
transformational leader so that I can read about how he became such a
successful leader. I learn best from other people. Scott Roth, the
director I interviewed, also suggested the book The Challenger, which
is about different kinds of sales approaches and how to be a successful
sales representative. I am interested in being a sales representative in
the future, so this is a book I am definitely interested in reading. I love
hearing personal experiences from successful leaders in order to
motivate me. With this in mind, I also plan to ask questions and seek
guidance in my future job, wherever that may be. In my internship I
enjoyed asking questions to directors and managers about where they
started their career and how they made it to where they are today. I
realized that people in the workplace are very open and willing to
share their life stories with you in order to help you grow. At my