NURS 6053 YOUR LEADERSHIP PROFILE

Walden University NURS 6053 YOUR LEADERSHIP PROFILE – Step-By-Step Guide

This guide will demonstrate how to complete the Walden University NURS 6053 YOUR LEADERSHIP PROFILE 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 NURS 6053 YOUR LEADERSHIP PROFILE

Whether one passes or fails an academic assignment such as the Walden University NURS 6053 YOUR LEADERSHIP PROFILE 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 NURS 6053 YOUR LEADERSHIP PROFILE

The introduction for the Walden University NURS 6053 YOUR LEADERSHIP PROFILE 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 NURS 6053 YOUR LEADERSHIP PROFILE

After the introduction, move into the main part of the NURS 6053 YOUR LEADERSHIP PROFILE 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 NURS 6053 YOUR LEADERSHIP PROFILE

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 NURS 6053 YOUR LEADERSHIP PROFILE

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 NURS 6053 YOUR LEADERSHIP PROFILE

Module Three: Discussion Two. Initial Discussion Post 

I hope everyone is having a great week so far! I was extremely excited to take the StrengthsFinder assessment and determine what my strengths are. I have found that my top five themes are discipline, futuristic, empathy, achiever, and harmony. I have found that I enjoy structure and having a routine. According to my results, I am most comfortable when everything is in its place and orderly. I inspire others with visions of the future. It’s easy for me to interpret others emotions and show that I believe in others. I am a hard worker and take pride in staying busy and productive. Lastly, I enjoy when things are in a general agreement and don’t like conflict (Rath, 2007). I feel as if these themes do an amazing job of describing who I am and how I function as an individual. Attached are the results from my StrengthsFinder assessment.

 These results relate to my leadership traits, as I feel that I would make a well-rounded, transformational leader. A transformational leader helps others exceed expectations by showing they are valued and up-playing their positive and creative traits. I feel that my theme of being futuristic would inspire others to create new solutions to old problems. My theme of empathy would make for a good leader, as I would be able to translate non-verbal cues and tune into the feelings of the individuals that I am leading, which would encourage them to confide in me and build a trusting relationship (Broome & Marshall, 2021). Exceptional leaders display ambiguity, meaning they are open to uncertainty and able to interpret different situations with grace and understanding (Walden University, 2014). 

Based on the results of this assessment, two core values I would like to strengthen would be autonomy and social justice. I feel like I am often asking the opinions and guidance of others. I need to trust myself to work independently and have faith in my experience in learned skills. In regards to social justice, I would like to work towards better serving patients who are impacted by health disparities, such as sexual identity and socioeconomic status (American Nurses Association, 2023). 

Based on the results of this assessment, two strengths I would like to strengthen would be consistency and positivity. I am usually able to view things from a positive light and look at things as “the glass half full”. But, some days can be tough, for example, I may be stressed out with schoolwork or understaffed at work. My attitude may shift to being negative, and I can feel it rubbing off on others around me. I will need to try harder to be positive, or at least “fake it until I make it”, so my mood does not impact anyone else. I also want to try and be more consistent. Some days I put in 110% effort and some days I do slack a little bit. Consistency is key, and some ways to be more consistent include setting goals in advance, evaluating performance daily, celebrating small wins, and getting an accountability partner (Vaughn-Worsley, 2022). 

Based on the results of this assessment, two characteristics I would like to strengthen would be attention to detail and critical thinking. In regards to attention to detail, I feel like I sometimes overlook things at work (for example, new processes that were sent to us in an email). This may be due to getting so many emails and messages that I tend to skim things, which is why I want to pay better attention to detail. I would also like to improve on my critical thinking skills and use more evidence-based practice in my daily work. 

References 

American Nurses Association. (2023). Why ethics in nursing matters. https://www.nursingworld.org/practice-policy/nursing-excellence/ethics/why-ethics-in-nursing-matters/Links to an external site.

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

Rath, T. (2007). Strengths Finder 2.0 – with Access Code

Vaughn-Worsley, K. (2022). The seven keys to consistent action. https://www.wgu.edu/heyteach/article/7-keys-consistent-action1801.htmlLinks to an external site.

Walden University, LLC. (Producer). (2014). Leadership [Video file]. Baltimore, MD: Author.

Although appointment to a position does not automatically guarantee good leadership, I believe I have effective traits for a good leader. Leadership behavior is the process that a leader uses to guide and influence the work of others to meet organizational objectives (Ahlquist, 2017). The skills are used as motivation for staff to achieve the vision and mission of an organization. The NURS 6053 YOUR LEADERSHIP PROFILE paper identifies personal leadership, strengths and weaknesses, and its application for motivational engagement. 

Decision-making is a primary and core function of a leader. Assume a confident and assertive style of leadership. The staff or employee should have faith and trust in the decisions that the leader makes. The best approach is leading by example (Seemiller, 2017). If you need your employees to reach a certain level of achievement, then as the leader, be able to reach that level too. If you require your staff to stay up too late on work, then as the leader, you should be able to stay up late with the others as you motivate them. 

According to the top 5 signature themes of talent by assessment, it shows that I am analytical, strategic, adaptable, approachable, and achiever. This shows that there is consistency in the signature themes of talent. Moreover, there are 2 core values that I need to consider and improve. Honesty and consistency in decision-making are the most influential values for the above (Yee et al, 2018). Further, I also need to develop trust from the employees. 

Some strengths need to be improved. A developer is a person who brings out the best from others. They cultivate small efforts of improvement and eventually turn them into superpowers in their career. An empathetic leader feels so sorry for the employer and sees the world through your own eyes. Therefore, developing the qualities of a developer and empathy are core to best leadership (Sessa, 2017). 

Leadership development is a learning process in career progression. An effective leader should motivate other ad show interest in achieving the objective of the organization. Additionally, there are strengths and weaknesses of a leader. The leader should work on improving the weaknesses and cultivating the strengths for the best performance.  

Also Read:

PERSONAL LEADERSHIP PHILOSOPHIES

WORKPLACE ENVIRONMENT ASSESSMENT

Module 4: Workplace Environment Assessment

CHANGE IMPLEMENTATION AND MANAGEMENT PLAN

References 

Ahlquist, J. (2017). Digital student leadership development. New Directions for Student Leadership, 2017(153), 47-62. https://doi.org/10.1002/yd.20229 

Seemiller, C. (2017). Using leadership competencies to develop talents into strengths. New Directions for Student Leadership, 2017(156), 31-42. https://doi.org/10.1002/yd.20269 

Sessa, V. I. (2017). Leadership courses and formal leadership development programs as key leadership learning events. College Student Leadership Development, 143-154. https://doi.org/10.4324/9781315674322-8 

Yee, G. C., Janke, K. K., Fuller, P. D., Kelley, K. A., Scott, S. A., & Sorensen, T. D. (2018). StrengthsFinder ® signature themes of talent in pharmacy residents at four midwestern pharmacy schools. Currents in Pharmacy Teaching and Learning, 10(1), 61-65. https://doi.org/10.1016/j.cptl.2017.09.002 

Sample Answer 2 for NURS 6053 YOUR LEADERSHIP PROFILE

Leadership skills are essential aspects which an effective leader should own. Certainly, most people appointed to leadership posts may lack leadership abilities. The University of the People (n.d.) notes that having an outgoing personality is vital in allowing leaders to take control and coexist with others. This paper tables the outcomes of my uppermost signature themes from finalizing the StrengthsFinder assessment and discusses core values, strengths, and characteristics that I need to improve based on the assessment results. 

The uppermost signature themes of fortes that appeared from completing the StrengthsFinder assessment instrument included self-assurance, relator, strategic, responsibility, and restorative. The self-assurance theme assists me to have faith in taking risks and facing challenges, while the relator theme helps me connect with all people. The strategic signature guides me in locating the best itinerary by sorting through the confusion. In contrast, the signature theme of responsibility is vital in guiding me to assume charge in anything I do. Finally, the restorative signature theme is valuable in regurgitating me to resolve challenges. 

            I would like to rehabilitate the core values of adaptability and understanding. Coping involves learning that problems are part of work (Riley, 2021). Conversely, understanding consists in learning to accept challenges and avoid fighting against the way people are, and the world is (Riley, 2021). Reinforcing these core values will help me to embrace problems. 

            The strengths that I strive to enhance are delegating and communicating. Delegating roles ensure that the workers’ autonomy is kept (Leading Effectively Staff, 2021). On the other hand, communication is vital in helping a leader relay information and listen efficiently. Communication and delegating are essential in building effectiveness in organizational culture. 

            The characteristics that I seek to reinforce are self-awareness and situation awareness. Self-awareness pertains to knowing personal strengths and weaknesses, while situation awareness involves knowing what is happening around oneself (IMD, 2021). Understanding oneself and situations allows for better response in the rise of diverse happenings. 

 References 

IMD. (2021, April). The 8 key leadership strengths you should learn and today. IMD business school. https://www.imd.org/imd-reflections/reflection-page/leadership-strengths/.  

Leading Effectively Staff. (2021, August 23). What are the characteristics of a good leader? CCL. https://www.ccl.org/articles/leading-effectively-articles/characteristics-good-leader/. 

Riley, D. (2021, April 19). 30 essential core values for living the life you want. Lifehack. https://www.lifehack.org/861427/core-values-list.  

University of the People. (n.d.). Why is leadership important for a great life? University of the People. https://www.uopeople.edu/blog/why-leadership-is-important-for-a-great-life/. 

Sample Response for NURS 6053 YOUR LEADERSHIP PROFILE

All leaders require skills and behavior to offer quality leadership effectively. However, some skills and behavior might likely be missing, thus hindering effective leadership. I agree that having an outgoing personality is necessary for leaders to take control of others. From your post, the StrenghtsFinder assessment instrument includes responsibility, self-assurance, relator, restorative and relator. In this case, the self-assurance theme is effective in helping one face challenges and take risks. Therefore, self-assurance relates to self-confidence, thus allowing people to have the strength of staking the claims (Faust, 2018). Relator theme is essential in creating a connection with all people. In this way, the relator theme effectively collaborates at the workplace to achieve the same goal. 

The strategic signature effectively locates the best itinerary by sorting the confusion. An individual can effectively accomplish the assigned task by implementing the strategic signature, which makes things be accomplished in the best order. The theme of responsibility helps an individual assume charges for anything they do. Lastly, a restorative signature is effective in resolving challenges. 

I agree with you that it is essential to rehabilitate understanding and adaptability. In this case, it is necessary to understand that coping requires an individual to understand the intensity of a problem. Additionally, adaptability helps in accepting the challenges, thus avoiding fighting against others (Cleveland Clinic, 2021). Therefore, incorporating the two values helps in embracing the problems. 

Delegating and communicating strengths is essential to all individuals and thus requires strengthening. In this way, delegating helps an individual ensure that the workers’ autonomy is well kept. Communication helps create a strong bond and makes a leader rely on the information. I agree that it is necessary to reinforce is situational awareness and self-awareness. Self-awareness helps determine personal strengths and weaknesses, thus creating room for perfecting. Situation awareness creates a chance for an individual to respond better when there is a rise in diversity.  

References 

Cleveland Clinic (2021). Stress: Coping With Life’s Stressors. https://my.clevelandclinic.org/health/articles/6392-stress-coping-with-lifes-stressors 

Faust. K (2018).Self Assurance Theme (CliftonStrenths formerly StrenthsFinders). https://leadx.org/articles/self-assurance-strengthsfinder-cliftonstrengths-strength/ 

Sample Answer for NURS 6053 YOUR LEADERSHIP PROFILE

Interesting post precious and I agreed with your point effective communication  plays a significant roles in our daily interaction as a team who is aiming to achieve a positive outcome caring for our patient. It thus important in the aspect of information, empowering and creating a positive ripple effect on those around me so that we can work towards attaining this positive outcome. Effective communication is essential to the management of any relationship, but they are in particular crucial to a nurse leader who is required to engage in a wide range of relationships. According to (Nichols et al., 2022).communication is the basis of the practice of nursing. Communication skills are crucial for the work of the nurse and any other nurse. Through the development of good communication skills, the nurse can get information, convey a plan, assign, and asses a care plan. The nurse interacts and develops relationships with co-workers, patients, and their families as well as other healthcare professionals and leaders. Both relationship building and effective communication are important for moving toward and achieving a common goal as well as resolving conflicts.

References

Gallup, I. (2023). What are the 34 CliftonStrengths themes?Gallup.com. Retrieved March 28, 2023, from https://www.gallup.com/cliftonstrengths/en/253715/34-cliftonstrengths-themes.aspx 

Nichols, R., Njoku-Obi, J., & Ainsworth, A. (2022). Building more effective change leaders through emotional intelligence and effective communication. Forensic Science International: Synergy, 4, 100237. https://doi.org/10.1016/j.fsisyn.2022.100237Links to an external site.Links to an external site.

Murray, E. (2017).  Nursing Leadership and Management: For Patient Safety and Quality Care. Philadelphia, PA:  F. A. Davis.

StrengthsFinder Assessment Description 

         Gallup’s StengthFinder Assessment is a tool that enables individuals to discover their talents, develop them and inspire others to learn and foster their abilities (Gallup Inc., 2023). When going through the process, I was able to know what my strengths and weaknesses are. This is an excellent tool to enhance my talents and find ways to improve my weaknesses. According to Gallup Inc. (2023), the five dominant themes based on the StrengthFinder Assessment are Woo, Includer, Connectedness, Relator, and Communication. The top theme is Woo; it means trying to attract others. This means that I am not afraid of strangers and enjoy meeting new people and being delighted if they would like me to. Secondly, Includer means being inclusive by allowing more people into the group and making them comfortable. It provides space for everyone to be part of the group by accepting them regardless of race, nationality, age, religion, and judgment. Thirdly, Connectedness is having a solid connection between your souls that something happened for a reason. This theme enables a person to stay connected because of faith that links all situations. Fourth, a relator is highly satisfied when working with others to achieve a specific task. Lastly, communication is sharing thoughts and ideas with people that would energize them. Also, you wanted to captivate their attention through your words that it would be instilled in their minds. Thus, knowing this talent enables me to be confident and develop it and utilize these talents in everyday life.  

Core Values, Strengths, and Characteristics to Strengthen 

         The two core values that I wanted to strengthen are honesty and humility. Honesty is being truthful in words and deeds. Trusting in the nursing profession is to build trust between nurse and patient. It would be hard to relate or connect with other people if a person is dishonest. Also, humility is always the best attitude toward becoming a good leader. According to Yang et al. (2022), humble leadership is willing to evaluate oneself, appreciates the strengths and weaknesses of others, and is ready to embrace new ideas. The two strengths that I want to develop are being an includer and communication. I wanted to enhance this theme because it would provide a safe space for individuals to be part of the group, and I wanted to develop how to make people more at ease to be part of the group—a quality of being warm and welcoming. Also, in communication, I would like to improve my vocabulary in speaking the English language to be able to express myself more deeply and effectively. My primary language before was Filipino; I have been learning more daily.  

         Furthermore, the two characteristics I would strengthen based on the results are kindness and loyalty. Kindness attracts people, draws them toward you, and even enhances the theme of being an includer. It would also be a good factor that could make people like you (Gallup Inc., 2023). Also, loyalty is a significant characteristic to improve because it connects the leader and the follower. According to Peart (2019), it is when a leader can count on their members to do specific tasks; meanwhile, the members will also support and defend the leaders’ decisions, which is loyalty. Thus, the StrengthsFinder assessment tool is a helpful tool to discover and develop one’s potential and is a good preparation for future leaders. 

References 

Gallup, Inc. (2023, May 11). Gallup global strengths coach – Gallup. Gallup.com. https://www.gallup.com/learning/310019/accelerated-strengths-coaching.aspx?gad=1&gclid=Cj0KCQjw1_SkBhDwARIsANbGpFsBAQXnbiyVi7coU3VrHlvjJny6RBIRBEkoHqGx6H1-yPigPDPQxj4aAtV6EALw_wcBLinks to an external site. 

Yang, B., Shen, Y., & Ma, C. (2022, July 5). Humble leadership benefits employee job performance: The role of supervisor-subordinate guanxi and perceived leader integrity. Frontiers in psychology. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9296045/Links to an external site. 

Peart, S. J. (2019, July 25). Loyalty and leadership. Loyalty and leadership – Leadership Speculations. https://blog.richmond.edu/leadershipspeculations/2019/07/25/loyalty-and-leadership/

NURS 6053 Module 3 Leadership Theories in Practice

Transformational Leadership and Healthy Work Environment: Amin Pourbarkhordari, E. Zhou, and J. Pourkarimi (2016) discuss the significant role of transformational leadership in creating healthy work environments. Their literature review suggests that transformational leadership can lead to satisfied employees, positive outcomes for individuals and organizations, improved lifestyle and employee wellbeing, and overall, a great place to work. This study highlights the compatibility of leadership style with the work environment as essential for successfully achieving goals, as per the path-goal theory (Pourbarkhordari, Zhou, & Pourkarimi, 2016). 

Healthy Work Environments (HWEs) and Nursing Leadership: Janie Heath, W. Johanson, and N. Blake (2004) found that nursing leaders must prioritize efforts to improve the culture in the work environment to impact patient outcomes and professional nursing practice positively. The study identifies effective communication, collaborative relationships, and promoting decision-making among nurses as crucial elements for creating HWEs (Heath, Johanson, & Blake, 2004). 

Leadership Sensemaking and Employee Well-being in Dynamic Work Environments: Fokko-Jelto Eller, Sebastian Fischer, and L. Diedrich (2016) explore how leadership behavior affects employee well-being in dynamic business environments. Their review suggests that leadership behaviors that reduce uncertainty can significantly impact employee well-being, especially in times of economic change and turbulence (Eller, Fischer, & Diedrich, 2016). 

Reflecting on the leadership behaviors presented in these resources, it’s clear that transformational leadership, prioritization of healthy work environment practices, and leadership sensemaking during uncertain times are crucial for creating and maintaining healthy work environments. These behaviors not only enhance employee satisfaction and well-being but also contribute to organizational success. 

The insights drawn from the selected scholarly resources emphasize the profound impact of leadership behaviors on creating and maintaining healthy work environments. Here are two key insights and a reflection on their application in practice: 

Insight 1: Transformational Leadership Fosters Positive Work Environments 

The study by Pourbarkhordari, Zhou, and Pourkarimi (2016) underlines the effectiveness of transformational leadership in creating healthy work environments. Transformational leaders inspire and motivate their employees beyond immediate self-interests for the greater good, fostering a sense of trust, admiration, loyalty, and respect among their team members. Such leaders are also instrumental in enhancing employee satisfaction and well-being, leading to positive organizational outcomes.  

Example in practice: My nurse manager exemplified transformational leadership by actively encouraging innovation, supporting individual development, and articulating clear and compelling expectations for the unit. She regularly organized brainstorming sessions to inspire creative solutions and recognized individual contributions openly, fostering a culture of appreciation and innovation. The effectiveness of these behaviors was evident in the team’s high morale, increased productivity, and a significant decrease in the use of seclusion and restraint (S&R) in our unit. All the employees in our unit have moved away from using S&R as the first resort, to making S&R the last resort after every possible attempt has been made to deescalate the patient with no success. 

Insight 2: Leadership Sensemaking Reduces Uncertainty and Enhances Employee Well-Being 

Eller, Fischer, and Diedrich (2016) highlight the importance of leadership sensemaking in dynamic environments. By effectively interpreting and clarifying complex situations, leaders can reduce uncertainty and mitigate stress among employees, contributing to improved well-being and job satisfaction. 

Example in Practice: During a period of organizational restructuring, the Director of Nursing played a crucial role in maintaining transparency, communicating changes effectively, and providing clear guidance on new roles and expectations. By actively engaging with employees, addressing their concerns, and involving them in decision-making processes, the leader helped reduce anxiety and uncertainty, ensuring a smoother transition. The leader’s sensemaking skills not only preserved team cohesion but also maintained productivity levels during a potentially disruptive period. 

Effectiveness and impact on the workplace: In both examples, the leaders’ behaviors and skills had a profound and positive impact on the workplace. Transformational leadership led to an environment that encouraged creativity and personal growth, resulting in higher employee engagement and organizational success. Similarly, effective sensemaking during a period of change helped maintain employee well-being and ensured operational continuity. These examples underscore the critical role of leadership behaviors in shaping workplace culture, enhancing employee satisfaction, and driving organizational performance. 

References 

Pourbarkhordari, A., Zhou, E.H., & Pourkarimi, J. (2016). Role of Transformational Leadership in Creating a Healthy Work Environment in Business Setting. European Journal of Business and Management, 8, 57-70. 

Heath, J., Johanson, W., & Blake, N. (2004). Healthy Work Environments: A Validation of the Literature. JONA: The Journal of Nursing Administration, 34, 524-530. https://doi.org/10.1097/00005110-200411000-00009Links to an external site. 

Eller, F., Fischer, S., & Diedrich, L. (2016). Managing (in) Times of Uncertainty: The Effects of Leadership Sensemaking on Employee Well-Being in Dynamic Business Environments. Springer International Publishing. 127-137. https://doi.org/10.1007/978-3-319-32331-2_10.