Leadership Profile Essay

I am currently the Director of the Patient Care Management Department at one of the local for-profit hospitals. We induct gone through some dreaded changes since I have been on that point. When I started at the hospital, we did not have a director we only had a police squad leader and the hospital was up for sale. April 2012, the group leader decided to resign. I was then nominated by my co- massageers to step up to the team leader position. Immediately the hospital was exchange and they posted a job listing for director of our establishion section. For the next year, there were only a s female genitaliat number of interview prospects for the job listing.I then decided that I should tackle this job opportunity, so I applied. In the midst of all of this, the new owners brought in a consulting starchy for our section. The consulting firm mentioned to upper administration that there was great talent already in the department to fulfill the director position. In May 2013, I wa s promoted to director. I currently over let on the twenty-four hour period to day operations in the department. Leadership WeaknessI consider Welchs core principles of utterance and dignity to be an area of development. As indicated in Welchs defy Winning either person in the world urgencys a express and dignity, and every person deserves them. As an evolving leader, this allow be a principle that needs further development. I need to learn to conduct my phonation in a professional manner so that I am heard and well respected. I also want to allow my team to have a part and dignity in the workplace. I want them to bring all their brain power to the table (Welch, 2005) and make true they know they can do this. Leadership visiblenessI was give a task to handle in my department even though it really should have been assigned to another department. I did not want to turn anything down being the new person and fear of having a voice, so I accepted the responsibility of writ ing the indemnity. I started to work with one of my team portions to write the policy. My team member came to me one day and stated I really do not mind percentage write this policy but it should really be the other department. I listened and once she was finished I scheduled a confrontation with the director of the other department. I met with the other director to discuss that his department should really take a handle on writing this policy and that we would help in any way possible. I had a voice and was listened to because the other department has now been assigned the policy writing.This has force me as a leader because we all should have a voice. Everyone in the work-place deserves to be heard. Winning states that not everyones opinions should be put into practice or every single complaint needs to be satisfied, provided this team members opinion did need to be heard. If I would not have given her a voice, we probably would still be writing the policy. articulate and d ignity in relation to my D/C management style, I am very direct and straightforward (Everything Disc Management Online Profile, 2008).This is where I need to be mindful when speaking, that I do not come across as harsh. The voice and dignity principle that I think to improve lead take specific steps. I plan to execute methods within our department that will consistently allow every ones voice to be heard. I will set up monthly meetings where everyone will be able to discuss any concerns or ideas to intermit improve our workflow. I will keep meeting minutes where I can go back to address these Leadership Profileconcerns and see where we can make changes and even collaborate with other team members hospital wide. The team will also know that they can come to me at any time or day to discuss issues and that I will listen openly and confidentially if need be. This will give them a chance and opportunity to feel included in the task at hand. Leadership StrengthWinning states that lead ers unrelentingly upgrade their team, using every encounter as an opportunity to evaluate, coach, and manakin self-confidence. I consider this to be a strength of mine. in front I took this new position, I knew that I had to get the best team together if we wanted to succeed. I had evaluated two employees that were not capable of acting the daily job duties, and released them. I did lots of research on my future employees and hired the best.Now that I have a fully capable team, I am constantly looking for ways to enhance the department and their skills. I also look daily to entertain ones self-confidence if appropriate. This is a passion of mine to acknowledge others when they have get it. As indicated in Welchs book Winning when you become a leader, success is all about growing others. I feel this has impacted me as a leader because I take pride in helping and watching others grow.The growth of others represents my management style in that I am results-oriented. I like to se e the check product of my team members. With my style I also need to be conscious not to be so demanding. To further improve on leadership retrieve number one, I would like to incorporate a monthly valuation tool that can also be part of their quarterly come off. This will allow me to be managing Leadership Profiletheir production throughout, instead of time lag to the end to do the quarterly review. I believe when waiting until the end of the three month period to do the quarterly review, we lack the index to constantly upgrade because things are missed or forgotten. This makes the quarterly review less worthy and a disadvantage to the team, the team member and myself. testimony As a young leader, I want to learn from the poop Welch Management Institute and apply my learning daily. I hope to live up to becoming a more effective leader in the in effect(p) future.Leadership ProfileReferencesEverything DiSC Management Online Profile (2008). Resources Unlimited (3rd edition). InscapePublishing.Welch, J. (2005). Winning. invigorated York, NY HarperCollins