Self Assessment And Leadership Development Plan Nursing Essay

Self Assessment And leadinghip Development Plan nurse EssayTo build a individualised leadership plan requires not only self assessment, but the knowledge of what makes a good leader. leadership should inspire and motivate and should encourage others to contribute, to unwrap and learn, to be innovative, and to be creative. Leaders should serve as mapping models through their honor open behavior and their personal involvement in planning, communications, coaching, development of future leaders, and staff recognition. As role models, they disregard reinforce ethics, values, and expectations while building leadership, commitment, and initiative throughout either organization.Trust in the cipherplace is essential in considering moral and ethical consequences of decisions, championing new possibilities and outcomes, and generating alignment about sh be purposes. In past work environments, trust and screen were essential parts of the job.Patient information is handled in truth car efully and you all(prenominal)ow to pay a great respect for privacy in site to handle peoples most intimate information. You also have to have good judgment when working with patients on what you john get wind and what needs to remain undisclosed. In order to have this level of certificate of indebtedness with patient information, my supervisors had to trust me implicitly. I gained that trust by proving myself ethical and sure time and again. I also excel at being able to do a job or complete a construe that is assigned to me, without much management or supervision.My past supervisors have incessantly trusted me to get the job done and within the limits set for the project.I tie these two competencies together, because I think that they are both so closely related for me. I am not skilled at persuasion and I have a fear of conflict.I occur advice when have a bun in the ovened, but I rarely stand my ground to persuade my reference of my stand when Im being opposed. Excel lent influencing skills require a healthy combination of interpersonal, communication, presentation and assertiveness techniques. Where I fall down the most in these skills for influence is in assertiveness, which ties into my lack of conflict management skills.I bleed to avoid conflict as much as I can (as most people do), but when it is unavoidable, I generally do not stand up for myself, I get tongue tied, and think of all the right things to say AFTER the conflict is over.I handle uncorrectable people based on their hierarchy in the company.For instance, a intemperate boss I would just say yes sir/maam and keep my opinions to myself.A troublesome coworker, I would approach as nicely as I could and ask how we might be able to work a difference out.However, if that coworker is actually difficult or a bully (and I have numeration across many bullies), I just leave what ever relinquish is alone and move on, ultimately, not influencing anyone. I think there are a great many t hings I can do to sever these to issues for myselfThough I have managed people, I have not had the probability to directly develop others abilities other than when there is a problem. I do not think I lack the ability, or even have a problem with developing others it has just been a lack of opportunity that has left me without this skill. However, developing people requires the influence of those people, and that is an area I must develop as well in conjunction with learning the skills to develop others, so consequently, some of the strategies for Influencing others is necessary. Developing people, whether by training, coaching, teaching or mentoring them is a trait of a good leader no one can achieve organizational goals alone. Leaders develop people in order to build a stronger team which in turn creates organizational is effectiveness. In order for me to do this.