Essay on "Leadership Analysis Imagine Studying Your Strengths"

Quoted Instructions for "Leadership Analysis Imagine Studying Your Strengths" Assignment:

Guidelines for completing assignment: Leadership talkin points See Rubric below

I am sending my Strenngth finder assessment I took as attachments with my 5 top themes Complete the following Rubric NO DIRECT QUOTES PARAPHASE ONLY STRICT APA FORMAT 4 PAGES 6 NREFERENCS

Please use the unique access code to take the Strenghtsfinder 2.0 Assessment. This assessment will take about 25-35 minutes to complete. To access the StrenghtsFinder 2.0 Assessment, visit strengths.gallup.com. By completing the appraisal, you will receive a *****highly customized Strengths-Based Leadership guide that lists your top five themes of strengths as well as several suggestions for leading each theme and illustrations of each theme in action***** (pg. 99). You will be asked to report on your work in increasing your leadership skills and abilities throughout the semester. Knowing your baseline, you will be able to set goals and continue your leadership development. For each of the 34 themes, there are strategies that can be used *****for leveraging your strengths as a reference for building on the strengths of your team and the people around you***** (pg. 99). Your development as a systems change leader will continue in your residency courses. Using the above to guide this assignment, you are expected to complete this assessment and *****find your leadership strengths-based themes.***** You are asked to share feedback from your personalized strengths-based leadership guide in Leadership Talking Points (TD in this unit). Based on your strengths, identify your themes and strategies you are employing. Adaptability , Harmony, Maximizer, Context and Adaptability see attachment please

Use the threaded discussion entitled,*****"Leadership Talking Points*****", to discuss your strengths and strategies to enhance your leadership abilities using the following rubric as a guide:

Rubric: 15 points Follow completely no direct quotes

___/4: Complete StrenghtsFinder 2.0 Assessment identifying themes of strengths. This is sent as attachment of the assessment I took are Adaptability , Harmony, Maximizer, Context and Adaptability see attachment please

___/9: Identify goals and a beginning plan for leveraging your strengths for building the strengths of your team and the people around you. Based on your assessment, how will you begin this important work as a leader in your practice as a Hospice Nurse Practitioner Integrate a variety of leadership models, theories in your strategic plan to strengthen your skills as an advanced practice leader.

___/2: Scholarly presentation of work; liberal referencing at least 6; free of grammar and spelling error

Some extra information and references to read

Collins (2001, 2005) describes Level 5 leadership as making sure *****"the right decisions happen--no matter how difficult or painful--for the long-term greatness of the institution and the achievement of its mission, independent of consensus or popularity*****" (pg. 11). From the evidence by his research, Collins (2001) found that Level 5 Leadership included humility + will, ambition for the company (setting up successors for success), a compelling modesty, unwavering resolve and the window and the mirror. Level 5 leadership was a necessary aspect of great companies. In other words, leadership matters.

Kouzes and Posner (2003), in their book, Encouraging the Heart, the authors specifically outline strategies for successful leadership. They believe that the *****human side***** of business has received limited attention in the way of research and development of this practice. *****Bold leadership is required if we are to keep hope alive, and Encouraging the Heart is ultimately about keeping hope alive***** (Kouzes & Posner, 2003, p xx). Underscored in this text is the theme, Caring . . . *****at the heart of effective leadership is genuine caring for people***** (p. 140). Kouzes and Posner describe finding your voice and asking the questions (from poet ***** Whyte): When you speak, who is speaking? Is it your voice, or someone else*****s? Who came to work today: did you show up fully, or was it only part of you that made it? Which part? What are you working for? What do you really care about: Fame? Fortune? Power? Family? People? Achievement? Freedom? Happiness? Security? Wisdom? What? (p. 149).

The Seven Essentials of Encouraging include:

1. Set clear standards

2. Expect the best

3. Pay attention

4. Personalize recognition

5. Tell the story

6. Celebrate together

7. Set the example

While these essentials are not new to the business literature and not *****rocket science***** the basis principles of these essentials are considered critical to successful management and leadership

Emotional intelligence, quantum leadership, and servant leadership are also dimensions of leadership and being influential in leading change. This assignment has been developed in order to assist you with thinking deeply about your own desires to lead, guide, and coach and influence others. In doing this assignment, you may want to consider the Level 5 Leadership Model along with other models or frameworks.

References:

Cherniss, C., & Goleman, D. (2001). The emotionally intelligent workplace. San Francisco, CA: Jossey-Bass Business & Management Series

Collins, J. (2001). Good to great. New York, NY: HarperBusiness.(Chapters 2).

Collins, J. (2005). Good to great and the social sectors, A monograph to accompany Good to Great. Boulder, CO: Jim Collins.

Goleman, D. Emotional intelligence: Why it can matter more than IQ. New York: Bantam Books.

Harvard Business Review OnPoint (Summer, 2006). The Good Boss, Executive Edition.

Kouzes, J. M. & Posner, B. Z. (1997). Leadership practices inventory. 2nd ed. San Francisco: Jossey-Bass/Pfeiffer.

Kouzes, J. M. & Posner, B. Z. (2003). Encouraging the heart. A leader*****s guide to rewarding and recognizing others. San Francisco, CA: Jossey-Bass.

Loehr, J., & Schwartz, T. (2003). The power of full engagement. New York: NY: Free Press.

Porter-O*****Grady, T., & Malloch, K. (2003). Quantum leadership. Sudbury, MA: Jones & Bartlett Publishers.

Posner, B. Z. (1992). Person-organization values congruence: No support for individual differences as a moderating influence. Human relations, 45(2), 351-361.

Posner, B. Z. & Westwood, R. I. (1995). A cross-cultural investigation of the shared values relationship. International journal of value-based management, 11(4), 1-10.

Posner, B.Z. & Schmidt, W. H. (1992). Values congruence and differences between the interplay of personal and organizational value systems. Journal of business ethics,12(2), 171-177.

Rath, T., & Conchie, B. (2009). Strengths based leadership, Great leaders, teams, and why people follow. New York, NY: Gallup Press.

Whyte, D. (1994). The heart aroused: Poetry and the preservation of the soul in corporate America. New York: Currency-Doubleday.

Power of Full Engagement Assessment Tool: http://www.fullengagement.com/assessment_profile.html (Include in your Talking Points

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