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Leadership Profile

Student's Name

Professor's Name

Course Name

Date
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Leadership Profile

Introduction

The leadership profile for an individual is essential in the work they are assigned. Good

nurse leaders are able to inspire others to work and operate together in the accomplishment and

pursuit of a common goal. For instance, as an effective nurse leader, I believe I should exhibit

distinctive personal traits and qualities like courage, integrity, the ability to handle stress, and

initiative. Therefore, (Sutton et al. 2011), promoting effective care for patients as an effective

leader would entail facilitating optimum care for patients, establishing open communication to

facilitate standards of quality care, and promoting relationships with staff that facilitate work

engagement.

From the StrengthsFinder assessment, the five top these include the achiever,

responsibility, relator, arranger, and intellection. According to the assessment, the achiever

significantly helps explain my drive. It describes the constant need for achievement. The theme

depicts the feeling that the day begins with zero achievements, and by the end of the day, the

feeling of achieving something kicks in so as to feel good (Rath, 2017). Nonetheless, no matter

how much I may feel I need a rest, the achiever theme cerates the passion for always doing more.

Notably, the achiever's energy, according to the assessment, provides the push that is needed to

try new tasks and challenges. The second theme is the responsibility theme which enhances the

psychological responsibility and ownership of things I commit to, whether large, difficult, or

small. The responsibility theme depicts that I am bound to follow projects to their completion.

Moreover, this theme provides no room for apologies, excuses as well as rationalizations

(Broome & Marshall, 2021). Consequently, the conscientiousness and the obsession with doing

things right enhances the creation of my reputation of dependability.

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As a relator, I am pulled to people I already know and do not fear meeting new

individuals. However, this theme maintains that I fail to derive pleasure and strength from being

around close friends. The relator theme depicts individuals as intimate, and once the connection

is initiated, there is a motivation to enhance a relationship (Asplund et al. 2007). While some

kinds of relationships exhibit particular risks, as a relator, I am willing to take risks and share

more with my friends. Furthermore, the arranger theme I am depicted as the conductor, and when

faced with difficult situations, I can manage all the variables, rearranging them in the most

productive manner. As an arranger, I am best in dynamic situations, and when confronted with

expected situations, I can make plans to move out of such compromising situations. Lastly, the

assessment associates the theme of intellection as an individual who fancies thinking and

weighing logical options. The theme of intellection depicts the love for thinking and trying out

new ideas while approaching challenges more pragmatically.

The two primary values which I would love to make stronger include the relator and

arranger characteristics. This is because the relator values often come with risks and challenges.

This calls for care and analysis of the potential risk in a relationship as they may hamper the

process of leadership and trust (Duggan et al. 2015). Additionally, I need to enhance and

improve my arranger skills since it depicts the ability to manage life-threatening decisions and

situations as a leader. Moreover, with improved arranger value, I will be able to evaluate and

find solutions to situations that seem difficult and hard to maneuver.

Conclusion

Overall, the strengthsFinder indicates that as a leaders there is need to concentrate on

particular features such as courage, arranger, intelletion to ensure one inspires motivation and
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courage amnong other works. The identified charracetristics after the assessment are significanyt

for ensuring great leadership.

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References

Asplund, J., Lopez, S. J., Hodges, T., & Harter, J. (2007). The Clifton StrengthsFinder 2.0

technical report: Development and validation. Princeton (NJ): Gallup Inc.

Broome, M., & Marshall, E.S. (2021). Transformational Leadership in Nursing: From expert

clinician to influential leader (3rd ed.). New York, NY: Springer.

Duggan, K., Aisaka, K., Tabak, R.G., Smith, C., Erwin. P., & Brownson, R.C. (2015).

Implementing administrative evidence-based practices: Lessons from the field in six local

health departments across the United States. BMC Health Services Research, 15(1).

Doi:10. 1186/s12913-015-0891-3. Retrieved from

https://bmchealthservres.biomedcentral.com/articles/10.1186/s12913-015-0891-3

Rath, T. (2017). Strengths Finder 2.0 - with Access Code. How to Access the Strengths Finder

2.0 Retrieved from

https://class.content.laureate.net/fa8d90aaaf50afb2aa6b953223a9e837.pdf

Sutton, G. W., Phillips, S., Lehnert, A. B., Bartle, B. W., & Yokomizo, P. (2011). Strengths

assessment, academic self-efficacy, and learning outcomes in a Christian university

sample. Journal of Psychology & Christianity, 30(1).