“Personal Leadership Philosophy: Reflecting on Leadership Behaviors and CliftonStrengths Assessment” “Maximizing Your Responsibility Strength: Strategies for Effective Delegation and Personal Growth”

To Prepare:
Identify two to three scholarly resources, in addition to this Module’s readings, that evaluate the impact of leadership behaviors in creating healthy work environments.
Reflect on the leadership behaviors presented in the three resources that you selected for review.
Reflect on your results of the CliftonStrengths Assessment*, and consider how the results relate to your leadership traits.
*not required to submit CliftonStrengths Assessment
The Assignment (2-3 pages):
Personal Leadership Philosophies
Develop and submit a personal leadership philosophy that reflects what you think are characteristics of a good leader. Use the scholarly resources on leadership you selected to support your philosophy statement. Your personal leadership philosophy should include the following:
A description of your core values.
A personal mission and vision statement.
An analysis of your CliftonStrengths Assessment summarizing the results of your profile
A description of two key behaviors that you wish to strengthen.
A development plan that explains how you plan to improve upon the two key behaviors you selected and an explanation of how you plan to achieve your personal vision. Be specific and provide examples.
Be sure to incorporate your colleagues’ feedback on your CliftonStrengths Assessment from this Module’s Discussion 2.
Resources.
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
Chapter 1, “Frameworks for Becoming a Transformational Leader” (pp. 2–19 ONLY)
Chapter 6, “Shaping Your Own Leadership Journey” (pp. 182-211)
Chan, R. J., Knowles, R., Hunter, S., Conroy, T., Tieu, M., & Kitson, A. (2023). From evidence-based practice to knowledge translation: What is the difference? What are the roles of nurse leaders?Links to an external site. Seminars in Oncology Nursing, 39(1). https://doi.org/10.1016/j.soncn.2022.151363
Colleague feedback
Jennifer Lawrence
Jennifer Lawrence 
SaturdayJun 29 at 8:45pm
Manage Discussion Entry
Week 5, Response 2
Denise,
Task delegation is a great skill to have and one that takes time to be successful at. Delegating tasks leads to “organizational efficiency, employee development, and overall success” (Association for Women in Science [AWIS], 2024). There are key strategies to delegating tasks properly, as you don’t want to overwhelm those you are delegating to. One strategy is ensuring your team knows how to do the task and understands your expectations (AWIS, 2024). This will ensure neither of you becomes frustrated or disappointed. Another good strategy is delegating tasks based on your team members’ strengths (Landry, 2020). This approach will likely benefit you and them because they feel empowered, motivated, and engaged to produce results. 
Best wishes to you!
References
Association for Women in Science. (2022). Improve Your Leadership in 2024 with Effective Delegation.
https://awis.org/resource/improve-leadership-2024-effective-delegation/?Links to an external site.
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Landry, L. (2020). How to delegate effectively: 9 tips for managers. https://online.hbs.edu/blog/post/how-to-delegate-effectively
Lindsey Bazen Buchser
Lindsey Bazen Buchser 
SundayJun 30 at 12:55pm
Manage Discussion Entry
Denise, 
I could also benefit from developing my delegating abilities. When I work as a charge nurse at my current job, we have a team nursing model without assignments, which means delegating is very important. Without a strong ability to delegate, if nurses and medical assistants are not self-motivated, tasks will not be completed efficiently. Delegation can help develop team members since you are allowing them to enhance their skills and competence. This can also show other team members that you value and respect them since you are confident in handing over that task (Baker & Murphy, 2022). One way to ensure your responsibility strength does not impede you is to allow others to take some ownership to help with their growth (CliftonStrengths, 2024). Another suggestion to build on your responsibility strength is to continue volunteering for responsibilities even if you do not have experience in that area (CliftonStrengths, 2024). 
References:
Baker, Edward L. MD, MPH & Murphy, Susan A. PhD, MBA. (2022). Delegation: A Core Leadership Skill. Journal of Public Health Management and Practice, 28(4), 430-432. DOI: 10.1097/PHH.0000000000001545
CliftonStrengths. (2024).  An Introduction to the Responsibility CliftonStrengths Theme. Retrieved on June 30, 2024, from https://www.gallup.com/cliftonstrengths/en/252320/responsibility-theme.aspx

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