Restorative You love to solve problems. Whereas some are dismayed when they encounter yet another breakdown, you can be energized by it. You enjoy the challenge of analyzing the symptoms, identifying what is wrong, and finding the solution. You may prefer practical problems or conceptual ones or personal ones. You may seek out specific kinds of problems that you have met many times before and that you are confident you can fix. Or you may feel the greatest push when faced with complex and unfamiliar problems. Your exact preferences are determined by your other themes and experiences. But what is certain is that you enjoy bringing things back to life. It is a wonderful feeling to identify the undermining factor(s), eradicate them, and restore something to its true glory. Intuitively, you know that without your intervention, this thing—this machine, this technique, this person, this company—might have ceased to function. You fixed it, resuscitated it, rekindled its vitality. Phrasing it the way you might, you saved it.
Harmony You look for areas of agreement. In your view there is little to be gained from conflict and friction, so you seek to hold them to a minimum. When you know that the people around you hold differing views, you try to find the common ground. You try to steer them away from confrontation and toward harmony. In fact, 2 harmony is one of your guiding values. You can’t quite believe how much time is wasted by people trying to impose their views on others. Wouldn’t we all be more productive if we kept our opinions in check and instead looked for consensus and support? You believe we would, and you live by that belief. When others are sounding off about their goals, their claims, and their fervently held opinions, you hold your peace. When others strike out in a direction, you will willingly, in the service of harmony, modify your own objectives to merge with theirs (as long as their basic values do not clash with yours). When others start to argue about their pet theory or concept, you steer clear of the debate, preferring to talk about practical, down-to-earth matters on which you can all agree. In your view we are all in the same boat, and we need this boat to get where we are going. It is a good boat. There is no need to rock it just to show that you can.
Consistency Balance is important to you. You are keenly aware of the need to treat people the same, no matter what their station in life, so you do not want to see the scales tipped too far in any one person’s favor. In your view this leads to selfishness and individualism. It leads to a world where some people gain an unfair advantage because of their connections or their background or their greasing of the wheels. This is truly offensive to you. You see yourself as a guardian against it. In direct contrast to this world of special favors, you believe that people function best in a consistent environment where the rules are clear and are applied to everyone equally. This is an environment where people know what is expected. It is predictable and evenhanded. It is fair. Here each person has an even chance to show his or her worth.
Positivity You are generous with praise, quick to smile, and always on the lookout for the positive in the situation. Some call you lighthearted. Others just wish that their glass were as full as yours seems to be. But either way, people want to be around you. Their world looks better around you because your enthusiasm is contagious. Lacking your energy and optimism, some find their world drab with repetition or, worse, heavy with pressure. You seem to find a way to lighten their spirit. You inject drama into every project. You celebrate every achievement. You find ways to make everything more exciting and more vital. Some cynics may reject your energy, but you are rarely dragged down. Your Positivity won’t allow it. Somehow you can’t quite escape your conviction that it is good to be alive, that work can be fun, and that no matter what the setbacks, one must never lose one’s sense of humor.
Learner You love to learn. The subject matter that interests you most will be determined by your other themes 3 experiences, but whatever the subject, you will always be drawn to the process of learning. The process, more than the content or the result, is especially exciting for you. You are energized by the steady and deliberate journey from ignorance to competence. The thrill of the first few facts, the early efforts to recite or practice what you have learned, the growing confidence of a skill mastered—this is the process that entices you. Your excitement leads you to engage in adult learning experiences—yoga or piano lessons or graduate classes. It enables you to thrive in dynamic work environments where you are asked to take on short project assignments and are expected to learn a lot about the new subject matter in a short period of time and then move on to the next one. This Learner theme does not necessarily mean that you seek to become the subject matter expert, or that you are striving for the respect that accompanies a professional or academic credential. The outcome
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/vision statement.
14 (14%) – 15 (15%)
The response accurately and thoroughly describes in detail a set of core values.
The response accurately and completely describes in detail a personal mission/vision statement.
12 (12%) – 13 (13%)
The response describes a set of core values.
The response describes a personal mission/vision statement.
11 (11%) – 11 (11%)
The response describes a set of core values that is vague or inaccurate.
The response describes a personal mission/vision statement that is vague or inaccurate.
0 (0%) – 10 (10%)
The response describes a set of core values that is vague and inaccurate, or is missing.
The response describes a personal mission/vision statement that is vague and inaccurate, or is missing.
· Analysis of your CliftonStrengths Assessment summarizing the results of your profile.
· A description of two key behaviors you wish to strengthen.
14 (14%) – 15 (15%)
The response accurately and completely provides an analysis and detailed summary of the CliftonStrengths Assessment.
The response accurately and thoroughly describes in detail two key behaviors to strengthen.
12 (12%) – 13 (13%)
The response accurately provides an analysis and summary of the CliftonStrengths Assessment.
The response describes two key behaviors to strengthen.
11 (11%) – 11 (11%)
The response provides an analysis and summary of the CliftonStrengths Assessment that is vague or inaccurate.
The response describes two key behaviors to strengthen that is vague or inaccurate.
0 (0%) – 10 (10%)
The response provides an analysis and summary of the CliftonStrengths Assessment that is vague and inaccurate, or is missing.
The response describes two key behaviors to strengthen that is vague and inaccurate, or is missing.
· 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.
50 (50%) – 55 (55%)
An accurate, complete, and detailed development plan is provided that thoroughly explains plans to improve upon the two key behaviors selected.
The responses accurately and thoroughly explain in detail plans on how to achieve a personal vision with specific and accurate examples.
The response includes a comprehensive synthesis of information gleaned from sources that fully support how to achieve a personal vision. Integrates 2 or more credible outside sources, in addition to 2 or 3 course-specific resources to fully support the responses provided.
44 (44%) – 49 (49%)
An accurate development plan is provided that explains plans to improve upon the two key behaviors selected.
The responses explain plans on how to achieve a personal vision and may include some specific examples.
The response includes a synthesis of information gleaned from sources that may support how to achieve a personal vision. Integrates 1 credible outside source, in addition to 2 or 3 course-specific resources which may support the responses provided.
39 (39%) – 43 (43%)
A development plan is provided that explains plans to improve upon the two key behaviors selected that is vague or inaccurate.
The responses explain plans on how to achieve a personal vision and may include some examples that are vague or inaccurate.
The response includes information gleaned from 2 or 3 sources that may support how to achieve a personal vision.
0 (0%) – 38 (38%)
A development plan is provided that explains plans to improve upon the two key behaviors selected that is vague and inaccurate, or is missing.
The responses explain plans on how to achieve a personal vision that is vague and inaccurate, does not include any examples, or is missing.
The response does not include any additional information gleaned from outside sources, or is missing.
Written Expression and Formatting – Paragraph Development and Organization:
Paragraphs make clear points that support well-developed ideas, flow logically, and demonstrate continuity of ideas. Sentences are carefully focused—neither long and rambling nor short and lacking substance. A clear and comprehensive purpose statement and introduction is provided which delineates all required criteria.
5 (5%) – 5 (5%)
Paragraphs and sentences follow writing standards for flow, continuity, and clarity.
A clear and comprehensive purpose statement, introduction, and conclusion is provided which delineates all required criteria.
4 (4%) – 4 (4%)
Paragraphs and sentences follow writing standards for flow, continuity, and clarity 80% of the time.
Purpose, introduction, and conclusion of the assignment is stated, yet is brief and not descriptive.
3.5 (3.5%) – 3.5 (3.5%)
Paragraphs and sentences follow writing standards for flow, continuity, and clarity 60%–79% of the time.
Purpose, introduction, and conclusion of the assignment is vague or off topic.
0 (0%) – 3 (3%)
Paragraphs and sentences follow writing standards for flow, continuity, and clarity < 60% of the time.
No purpose statement, introduction, or conclusion was provided.
Written Expression and Formatting - English writing standards:
Correct grammar, mechanics, and proper punctuation
5 (5%) - 5 (5%)
Uses correct grammar, spelling, and punctuation with no errors.
4 (4%) - 4 (4%)
Contains a few (1 or 2) grammar, spelling, and punctuation errors.
3.5 (3.5%) - 3.5 (3.5%)
Contains several (3 or 4) grammar, spelling, and punctuation errors.
0 (0%) - 3 (3%)
Contains many (≥ 5) grammar, spelling, and punctuation errors that interfere with the reader’s understanding.
Written Expression and Formatting - The paper follows correct APA format for title page, headings, font, spacing, margins, indentations, page numbers, parenthetical/in-text citations, and reference list.
5 (5%) - 5 (5%)
Uses correct APA format with no errors.
4 (4%) - 4 (4%)
Contains a few (1 or 2) APA format errors.
3.5 (3.5%) - 3.5 (3.5%)
Contains several (3 or 4) APA format errors.
0 (0%) - 3 (3%)
Contains many (≥ 5) APA format errors.
Total Points: 100
What is your leadership philosophy? In this Assignment, you will explore what guides your own leadership.
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.
· Download your Signature Theme Report to submit for this Assignment.
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/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.
Many of us can think of leaders we have come to admire, be they historical figures, pillars of the industry we work in, or leaders we know personally. The leadership of individuals such as Abraham Lincoln and Margaret Thatcher has been studied and discussed repeatedly. However, you may have interacted with leaders you feel demonstrated equally competent leadership without ever having a book written about their approaches.
What makes great leaders great? Every leader is different, of course, but one area of commonality is the leadership philosophy that great leaders develop and practice. A leadership philosophy is basically an attitude held by leaders that acts as a guiding principle for their behavior. While formal theories on leadership continue to evolve over time, great leaders seem to adhere to an overarching philosophy that steers their actions.
What is your leadership philosophy? In this Assignment, you will explore what guides your own leadership.
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.
Respond from others student
Hi , Reading about your ClifonStrengths Finder Assessment was interesting and made me understand the importance of performing an Assessment like this and how beneficial this tool
can be on a professional and personal level. I think that more organizations should provide or offer this to employees to better understand his or her employees better. I also feel that it helps
peoplerecognize what makes them thrive and weakness that they may have. You mentioned the core value of consistency and I can also relate with that being something that I would like to
work on. Consistency is not only important on a person level; I think of school and study bit also a professional level as well. Consistency is needed from nurse leadership and our organization to
be effective at our jobs and patients need consistency from nurses to promote the healing process. For example, newborns can be subjected to opioids and when born display opioid withdrawal
symptoms and exhibit dysregulated behavior known as Neonatal Abstinence Syndrome. Current standards rely on diagnosis and initiation of pharmacological management dependent on nurse
assessment and continued evaluation of newborn’s clinical signs. Research has shown that education, clinical guidelines, and a restructured scoring tool helped increased consistency as well as
accuracy of withdrawal-assessments among Neonatal nurses. (Timpson et al., 2018, para. 7) The solution to address your own consistency is relatable as you mentioned as having time that is
specific for schoolwork. You also mentioned positivity as another trait you would like to work on. I believe that is something we all would like to work on including myself. I feel like with the
Pandemic, personal and work stressors I admit I have had a difficult time with positivity. It can also be difficult being positive with patients as well who are also feeling stressed as well. Stress
with our career is an inseparable part of the nurse’s professional life and occurs when nurses do not have the decision-making ability and skill levels to encounter the demands of the job.
Stresses can be related to intense workload, inadequate staff, too many patients, lack of administrative support, shifting work environment and the emotional challenges of working with patients
who are sick or dying. A technique that can be effective in improving the function and decreasing work stress of nurses is positive thinking and optimism. This has an impact on the behavior of
people to manage with stressful experiences and conquer them as well as helping people to be persistent effectively perusing his or her goals and take steps to optimize the quality of life.
(Motamed-Jahromi et al., 2017, para. 6) Being now more aware of my weakness I look forward to working towards them to become better for myself and as a nurse.
References
Motamed-Jahromi, M., Fereidouni, Z., & Dehgan, A. (2017). Effectiveness of positive thinking training program on nurses quality of work life through smartphone applications. US National Library of Medicine National Institutes of Health. Retrieved January 1, 2021, from https://doi.org/10.1155/2017/4965816
Timpson, W., Killoran, C., Maranda, L., Picarillo, A., & Bloch-Salisbury, E. (2018). A quality improvement initiative to increase scoring consistency and accuracy of the finnegan tool: challenges in obtaining reliable assessments of drug withdrawal in neonatal abstinence syndrome. US National Library of Medicine National Institutes of Health, 18(1), 70–78. Retrieved January 1, 2021, from https://doi.org/10.1097/ANC.0000000000000441
Hi,
I enjoyed reading your post! When using your Clifton Strength, you are more likely to be engaged in your work, more productive, and happier (Gallup, 2020). Being consistent as a leader is vital. I believe if a leader is inconsistent with the rest of the team, they may be seen as less trustworthy. According to Brunt, “Qualities that nurses seek in their leaders include a commitment to excellence, passion about their work, clear vision and strategic focus, trustworthiness, respectfulness, accessibility, empathy and caring, and commitment to coaching and developing staff,” (Brunt & Bogdan, 2020).
Reference:
Brunt, A. & Bogdan, A. (2020). Nursing Professional Development Leadership. Journal for Nurses in Professional Development, 36(2), 99-103.
Gallup, I. (2020, October 29). CliftonStrengths. https://www.gallup.com/cliftonstrengths/en/252137/home.aspx
