BHA-FPX4102 Assessment 1: Personal Leadership Reflection

Capella University BHA-FPX4102 Assessment 1: Personal Leadership Reflection– Step-By-Step Guide

This guide will demonstrate how to complete the Capella University  BHA-FPX4102 Assessment 1: Personal Leadership Reflection assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for BHA-FPX4102 Assessment 1: Personal Leadership Reflection

Whether one passes or fails an academic assignment such as the Capella University  BHA-FPX4102 Assessment 1: Personal Leadership Reflection  depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for  BHA-FPX4102 Assessment 1: Personal Leadership Reflection 

The introduction for the Capella University  BHA-FPX4102 Assessment 1: Personal Leadership Reflection  is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

How to Write the Body for  BHA-FPX4102 Assessment 1: Personal Leadership Reflection

After the introduction, move into the main part of the  BHA-FPX4102 Assessment 1: Personal Leadership Reflection  assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for  BHA-FPX4102 Assessment 1: Personal Leadership Reflection 

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for  BHA-FPX4102 Assessment 1: Personal Leadership Reflection 

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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Sample Answer for BHA-FPX4102 Assessment 1: Personal Leadership Reflection

Part 1: Leadership Self-Reflection 

Leadership Domains Assessed by the ACHE Healthcare Executive Competencies Assessment Tool 

The ACHE Healthcare Executive Competency Assessment tool is used to evaluate its expertise in the management and control areas by managers in the healthcare industry. The device is created to accommodate self-evaluation to identify strengths and shortcomings and develop a personal development plan to facilitate changes in weaknesses (Adler, Rodman & Du Pré, 2016). The first area is communication and relationship management that evaluates the ability of internal and external clients to communicate efficiently, promote and maintain effective relationships. Communication is the foundation of all associations. A leader is expected to control awareness and build excellent communication skills, both externally and internally, to enhance the negotiation process. The second field focuses on leadership and evaluates individual leadership skills and behavior that determine leadership styles, organizational culture, climate, clear visual communication, and strategy implementation (Adler, Rodman & Du Pré, 2016). 

The third area is professionalism which analyzes a person’s potential to link the personal and organizational behavior and attitude with the established professional and ethical standards. The principles include personal and occupational personal responsibility in duties, lifelong education, professional development, and social responsibility. The fourth area evaluates intimate knowledge of the health environment, including knowledge of healthcare workers, systems, organization, patient perspective, the communities, and the environment. The fifth survey covered the skills and knowledge of entrepreneurship in general, wealth management, information, risk, and human resources management, organizational behavior and governance, marketing, strategic marketing, enhanced patient safety, and quality. The practice of participants’ choice in the health industry enables quality of healthcare, meet customers’ standards, predicts the future, manages resources to achieve better health results. Business knowledge is crucial for the daily execution of activities. Individual entrepreneurial skills and performance play a significant role in demonstrating the accurate measure and evaluation required for better leadership. I would buy the idea to help me incorporate the leadership knowledge and acquisition to help develop rational decision-making (Brink & Stoel, 2019).     

Strategies for Developing the Identified Strengths and Weaknesses of each of the Five Leadership Domain 

Communications and customer relations have had identified strengths in the domains of communication skills and the strategic planning of ties. The ability to develop successful community relations, communicate vision, tasks, and goals, replenish valuable information, and portray information efficiently has been recognized through initiatives such as capacities of excellent communication skills. Communication skills and the impact of relationships are positive on administration (Homan et al.,2020). Communication help defines and separates the duties delegated to specific individuals under the evaluation and measurement of the communication processes. Communication also acts as the back born of all the activities of leadership and life generally. This is evident through the print materials in documentaries and books. All of the relay or convey the message, which is communication. 

Liberalization and negotiation started to emerge as a weak area and were connected with the absence of sufficient capacity to synchronize various methods and technologies of communication. Communication is the framework of social interaction (Adler, Rodman & Du Pré, 2016). Achieving the communication guidelines is an essential factor for the development of identified strengths and weaknesses. Communication ethics such as clarity, reliability, feedback, politeness, and others promote public awareness and stimulate relationships and talks. Improvement of communication skills through involvement in the platforms involves the sharing and coordination, interviews, ideas, data, and other details such as consultations, talks, and research projects. 

Within the leadership sphere, areas of strength identified include leadership and conduct, visual communication, and weaknesses in change management and organizational culture and climate (Kanat, Elimelech & Roth, 2020). In addition, deficiencies have been identified. The primary strategy preferred to establish the strengths and weaknesses recognized in leadership is developing relationships with others. The ability to affect the supporters and build relationships contributes to building trust and establishes a shared ground for developing great rapport, enhancing the power to influence (Dirani et al.,.2020). The establishment of relationships with others requires effective communication, understanding, respect, and coordination based on mutual trust. Reporting can be established by teamwork with other colleagues through deliberation, synchronization to build confidence. 

The competencies are developed from job evaluation surveys of healthcare representatives across various administration and management professions. They are affiliated with the opportunities and challenges experienced by leaders today. The tool is reviewed and updated annually to keep the competent administration and management of the leadership. Skilled People with substantial experience and intelligence are very instrumental in solving learned rules and regulations. Individuals are capable of completing the competency as requested. Help from consultants is required every time, but people can generally perform the skill independently because they understand the procedures and the subsequent steps (Dirani et al.,.2020). 

Qualities of a Good Leadership 

We need good leaders to set guidelines for people and make large-scale decisions that keep the world moving forward. In most cases, our society identifies or chooses terrible leaders. Still, people should understand the mechanism for selecting a good leader who will drive and the nation to a successful, admirable future for the current generation and the coming generation. What Qualities Make a Good Leader? According to research, there are several significant ways to improve leadership skills. Leadership abilities are critical in the management and evaluation of other leaders in the workplace or office. Competency as a tool is subject to the development of good skills and is also very important for business knowledge (Muteswa, 2016). The following section discusses the characteristics of good leadership. 

Also Read

BHA-FPX4102 Assessment 2: Emotional Intelligence

BHA-FPX4102 Assessment 3: Cultural Competence

BHA-FPX4102 Assessment 4: Conflict Resolution

Integrity 

Individual and organizational integrity are both necessary. It is highly relevant for top management to preview the organization’s course and make a plethora of other significant decisions to ensure the organization’s and business activities’ progressive efforts and prolific nature. According to the findings, organizations’ credibility may be a blind spot. The organization must emphasize the significance of integrity to leadership at all levels. 

Ability to Delegate 

Delegating is regarded as the core accountability, but it isn’t easy to empower effectively for the right reasons. The main objective is not only for entertainment but also to enable individuals’ direct reports, facilitate teamwork, give independence, resulting in better decision-making, and assist individual direct reports in growing. It is necessary to create trust with your team to delegate effectively (Muteswa, 2016). Teamwork simplifies the management base, increasing an organization’s efficiency through decision-making. 

Communication 

Effective communication and effective leadership are terms that are used interchangeably. A person must connect in a variety of ways, ranging from communicating data to coaching others. And should be able to listen to and connect with people from various roles, social identities, and backgrounds. The effectiveness and quality of communication within an organization directly impact the success of an individual business strategy. Better dialogues can improve the efficiency, evaluation, and productivity of your organization’s culture. 

Gratitude 

Being grateful can help an individual become a better leader. Gratitude leads to higher self-esteem, less depression and anxiety, and even better sleep. Few people say “thank you” at work regularly, although most people say they’d be willing to work harder for a grateful boss. Learning how to give thanks and practicing more gratitude in the workplace results in intrinsic motivation and cultivates a better personal appreciation in the workplace, thereby improving an organization’s efficiency. This illustrates precise and improved leadership abilities used by other leaders (Muteswa, 2016). 

Learning Agility 

Learning agility is the ability to assist individuals in making decisions when they are at a crossroads or in a quandary. Anyone can cultivate learning agility through practice, experience, and consistent efforts. Great leaders are great learners with solid learning agility, which significantly aids them in making informed decisions. 

Influence 

An inspiring, effective leader must persuade others through logical, emotional, or cooperative arguments. Influence is not the same as deception, and it must be done authentically and transparently to avoid chaos and confusion among leaders. It necessitates emotional intelligence as well as a high level of trust. Learning effective and influencing strength can be a game-changer in helping to change an individual’s mindset, and, as a result, effective leadership will be marked appropriately (Muteswa, 2016). Deploying this quality skill in the workplace is highly beneficial because it provides an environment conducive to service delivery.  

Courage 

It can be challenging to speak up at work, especially when expressing a new idea, providing feedback to a direct report, or raising concern for someone higher up. That is why courage is such an essential skill for good leaders. Courage allows leaders to take the initiative and move things forward rather than avoiding problems or allowing conflicts to fester. A work environment with high levels of psychological safety and a strong coaching culture will continue to improve truth and courage even more. Courage improves decision-making when it comes to ending or starting institutional activity and development.  

Respect 

Treating people with respect daily is one of the most important things a good leader can do. It reduces conflict and boosts productivity in the workplace. Concern outweighs disrespect and is demonstrated in various ways within the workplace among employees and subordinates. Exploring and cultivating a respectful workplace climate ensures the safety and proper data transmission from all communication channels. This assists workplace managers in successfully delegating data, and as a result, excellent performance is ideal.  

Part 2: Personal Development Plan 

References 

Adler, R. B., Rodman, G. R., & Du Pré, A. (2016). Understanding human communication (Vol. 13). Oxford: Oxford University Press. 

Brink, W. D., & Stoel, M. D. (2019). Analytics knowledge, skills, and abilities for accounting graduates. In Advances in accounting education: Teaching and curriculum innovations. Emerald Publishing Limited. 

Dirani, K. M., Abadi, M., Alizadeh, A., Barhate, B., Garza, R. C., Gunasekara, N., & Majzun, Z. (2020). Leadership competencies and the essential role of human resource development in times of crisis: a response to Covid-19 pandemic. Human Resource Development International, 23(4), 380-394. 

Homan, A. C., Gündemir, S., Buengeler, C., & van Kleef, G. A. (2020). Leading diversity: Homan, A. C., Gündemir, S., Buengeler, C., & van Kleef, G. A. (2020). Leading diversity: Towards a theory of functional leadership in diverse teams. Journal of Applied Psychology, 105(10), 1101. 

Kanat-Maymon, Y., Elimelech, M., & Roth, G. (2020). Work motivations as antecedents and outcomes of leadership: Integrating self-determination theory and the full-range leadership theory. European Management Journal, 38(4), 555-564. 

Muteswa, R. (2016). Qualities of a good leader and the benefits of good leadership to an organization: A conceptual study. European Journal of Business and Management, 8(24), 135-140. 

Olanrewaju, O. I., & Okorie, V. N. (2019). Exploring the qualities of a good leader using principal component analysis. Journal of Engineering, Project, and Production Management, 9(2), 142.