In order to transition from the unfreezing stage one must gather data, diagnosis the problem and assess the resources available to facilitate the changes. (Kelly & Quesnelle, 2016) In my journal entry from week 1, I discuss how I completed Hersey and Blanchard’s Leadership Effectiveness and Adaptability Description (LEAD) assessment tool in order to gain insights into my leadership behaviors. (Appendix II, para. 2, ln. 3) Self-assessment tools assists in identifying and understanding leadership style, current leadership skills and potential leadership abilities.(Grossman & Valiga, 2009, p. 184) By completing the LEAD I was able to identify additional resources (ie, leadership style strengths) that would facilitate my attempts at change. Self-assessments are important growth strategies for leadership development, they are fundamental to the continuing development of any leader. (Grossman & Valiga, 2009, p. 184) The second stage of Lewin’s model is Moving; it is in this stage where the intervention for change is presented and clarified, it involves planning and implementation. (Sutherland, 2013) During this stage the pros and cons of the desired change will reviewed (Kelly & Quesnelle, 2016) in addition to a trial and error period where the individual can practice the strategies necessary to facilitate change. (Manchester et al., 2014)
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In my reflective journal from week 3 I discuss my need to develop a plan to increase my clinical leadership skills through developing and refining my emotional intelligence skills yet, I fail to identify a plan to implement these changes. (Appendix II, para. 1 ln.
In my reflective journal from week 3 I discuss my need to develop a plan to increase my clinical leadership skills through developing and refining my emotional intelligence skills yet, I fail to identify a plan to implement these changes. (Appendix II, para. 1 ln.