Inthe health care profession, being in a leadership position is themost important job in the field of care. This is because being in aleadership position in the health profession sometimes calls for anindividual to make life or death decisions. Further afield, leadersin supervisory roles are in charge of many others in employmententities in relation to pay raise, staff hiring and layoffs,promotions at the workplace, and creation an environment with properworking conditions to encourage productivity from the employees.Those leaders in higher positions of power be it in healthcare orother professions, they are the people in charge and responsible forthe numerous teams in the organization, and they are responsible forthe continuity of the organization. Thus, leaders are responsible ofthe bigger picture of a well-coordinated health sector other see, andthis calls for great leadership. Therefore, this essay looks atpersonal leadership styles and how they would impact on the healthindustry.
Ledlow,Coppola, and Donnell (2014) assert that, in order to improve theability to lead others in healthcare organizations, one has to firstunderstand himself or herself, thus, the first initiative to being agreat leader is to gain understanding of your personal personalitytype, leadership style, and other associated leadership principals.Therefore, as a leader you should endeavor to identify your strengthsand weakness, to aid in working towards being a better leader byadding skills, knowledge, to the leadership abilities. Thus, theimportance of self-assessment is to help learn better leadershipapproaches where your personality is in conflict with properleadership and management styles.
Apartfrom leadership style, other variables affect employees performancebe it in a healthcare setting or different organizations. Certainly,such things as job challenges and interests, organizational workingconditions, work climate, opportunities for growth in an individual’scareer, and peer relations are among factors that should not be overlooked. However, the potential consequence of leader’s style shouldbe understood and not underestimated (Anawalt, 2011).
Self-Assessmentof Your Leadership Style and Skills
Accordingto Vance and Larson (2002), the leadership trait theory focus on theleader’s values and beliefs, personality, need for achievement,confidence, mental, and emotional attributes that a leader shouldhave. The general assumption ascribed to this theory is that generalqualities area inherent within an individual, who is to later emergeas a leader in an organization. Thus, qualities making up a goodleader cannot be taught, these traits include being ambitious,motivation and strong work ethics within an individual.
Researchershave defined behavior as a set of observable actions, making thismore scientifically valid than measuring human personality traits.Thus, according to the trait theory a leader is born bearing specifictraits that quantify him to be a good leader, on the other hand, thebehavioral theory is of the assumption that an individual can learnto be a good leader, in the sense that it is what you do that makesyou a good or bad leader and not your personality trait (Vance andLarson, 2002).
Studiesin Behavior Theory
Accordingto studies in behavior theory conducted at the University of Michiganand the Ohio State University, the studies came up with twoapproaches towards leadership behaviors, that is, being orientedtowards work and having an orientation towards people. According tothe Michigan studies, there are three critical characteristics ofeffective leadership. This characteristic are task oriented behavior,whereby the as the manager you spend time planning, coordinating, andcontrol the staff as they execute the set task.
Secondly,traits of relationship orientation behavior the leader focuses onthe results at the same time developing relationship withsubordinates. This makes the manager’s behavior to be supportive ashe focuses the internal and external rewards. Thirdly, theparticipative leadership behavior the leader will facilitate ratherthan direct, working towards establishing a cohesive team aimed atachieving team results rather than individual results. On the otherhand, the Ohio State study looked into the leader’s task againstpeople orientation, thus, the study is more of a job related behaviorinitiative structure and staff centered behavior considerations(Anawalt, 2011).
Leadershipand Personality Assessment
Accordingto Vance and Larson (2002) as a healthcare leader, the leader andpersonality assessment has helped me identify various strengths Ihold and working upon my weakness as per my leadership style, whichas a democratic leader I need to develop.
EmotionalIntelligence (EI) of the leader affects the productivity of oursuperiors and subordinates as leaders in healthcare. EI is thecapability to recognize, access, and manage emotions of yourself andthose in others, which is, having a high locus of control. Therefore,as a health manager I am required to have a high locus of control,being able to process, receive, and pass information realizing andcontrolling the emotions involved in the events and subjects. To be asuccessful health manager, you need score highly on self-awareness,self-management, high social-awareness, and hold excellent socialskills. By using the emotional intelligence framework to guide yourthoughts as a leader, you will find it easy to build relationships,harness energy under pressure, and better your ability to makeconcrete decisions under pressure increasing the overall likelihoodfor succeeding as a leader in the health sector (Ledlow, Coppola, andDonnell, 2014).
Asa leader in the health sector, one should be aware of their Jungianpersonality type so that particular dispositions can either beleveraged and weakness avoided. For instance, Extraverts are knownto enjoy company and team work while introverts will only enjoyinvolving few people. Sensing individuals seek empirical informationfrom the environment while on the other hand, intuitive personalitiesprefer latent cues from the environment to aid decision making whilethey ignore history. Thinkers on their part are very strong atexecution, while the feeling individuals depend on interactions watchfor emotions and impacts of decisions they take. The judge peoplewill carefully weigh all the available options and alternatives, onthe other hand perceiving leaders find comfort in prior knowledge indecision making (Ledlow, Coppola, and Donnell, 2014).
Inorder to succeed as a good leader in the health sector, strongleadership skills and style are required. Therefore, as leader oneshould endeavor to know themselves in the process identify andleverage your strengths, at the same time, one can be able to dealwith his or her weakness creating room for prosperity as a leader.Thus, as a democratic leader, I am aware to have high emphasizes onperformance and people, at the same time striving for awell-organized and challenging work environment with clear objectivesand responsibilities for all staff members to get the job done. Thesecan be archived through motivating individuals and groups to usetheir full potential to attain set organizational goals and personalobjectives.
Anawalt,M. A. (2011). TheRelationship of Leadership Styles, Context, and Outcomes. NewYork: Wiley.
Ledlow,G., Coppola, M., Birtcher, K. & Donnell, M. (2014). Leadershipfor health professionals: theory, skills, and applications.Burlington, Massachusetts: Jones & Bartlett Learning.
Vance,C., & Larson, E. (2002). Leadership research in business andhealth care. Journalof Nursing Scholarship34(2),165-171.