Self-Assessment
The first leadership theory I chose was the trait approach because I feel that it best describes who I am. It states that a person may be a leader in some situations while not a leader in others. I believe that this more appropriately describes me than any of the other approaches because I am able to be in the shadows at times while the leader in another. Servant leadership is the other approach that I believe fits me. “A servant leader is primarily driven by the desire to serve others, and then makes a conscious choice to aspire to leadership to accomplish this goal” (Fahlberg & Toomey, 2016, p. 50).
Trait Approach
The trait approach has been thoroughly analyzed and argued. It focuses on the leader rather than the follower …show more content…
It goes against what you might first believe it is just by reading the title. Rather than it being about followers, it is about how leaders lead through serving. They are described as being “ethical and lead in ways that serve the greater food of the organization, community, and society” (Northouse, 2016, p. 226). The 10 characteristics of a servant leader are listening, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, commitments to growth of the people, and building community (Northouse, 2016). The outcomes are based on the leader’s ability to convince the followers through the behaviors of the leader. It only works when leaders truly believe in “helping others” (Northouse, 2016, 239). The Servant Leadership Questionnaire is composed of 28 questions that “indicate the degree to which you exhibit the seven behaviors characteristics of a servant leader” (Northouse, 2016, p. 252). They are scored using high, moderate, low, and extremely low ranges. I scored in the high range for emotional healing, value for the community, helping subordinates grow and succeed, and behaving ethically. My moderate range scores were for conceptual skills, empowering, and putting subordinates …show more content…
I rank lowest in competing, accommodating, and avoiding. This didn’t use to be the case. Several years ago I overused accommodating and avoiding. Folse (2014), describes accommodating when “people neglect their own needs, goals, and concerns (unassertive) while trying to satisfy those of others (cooperative)” (p.469). Avoiding pretty much describes itself where you avoid the situation at all means necessary and that is exactly what I used to do. Because I am new and still in the orientation process of my job, I feel that I am again using accommodating more than I should although I also feel that when you are very new that this needs to be used more in the beginning to get your bearings and learn the floor. Collaborating is also being used frequently. While in the orientation process I am following and learning from my preceptor. We not only collaborate between the two of us about the next step I need to take but also to make sure I have the best patients to learn from. If my preceptor does not feel that I have critical enough patients to take care of then we talk with my bosses about trying to get specific patients for our next shift. In the future, I would like to use avoiding as little as possible. Because that seems to be my second nature, I tend to use it as a coping mechanism. There was a time at my old job that I was being bullied and
The first leadership theory I chose was the trait approach because I feel that it best describes who I am. It states that a person may be a leader in some situations while not a leader in others. I believe that this more appropriately describes me than any of the other approaches because I am able to be in the shadows at times while the leader in another. Servant leadership is the other approach that I believe fits me. “A servant leader is primarily driven by the desire to serve others, and then makes a conscious choice to aspire to leadership to accomplish this goal” (Fahlberg & Toomey, 2016, p. 50).
Trait Approach
The trait approach has been thoroughly analyzed and argued. It focuses on the leader rather than the follower …show more content…
It goes against what you might first believe it is just by reading the title. Rather than it being about followers, it is about how leaders lead through serving. They are described as being “ethical and lead in ways that serve the greater food of the organization, community, and society” (Northouse, 2016, p. 226). The 10 characteristics of a servant leader are listening, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, commitments to growth of the people, and building community (Northouse, 2016). The outcomes are based on the leader’s ability to convince the followers through the behaviors of the leader. It only works when leaders truly believe in “helping others” (Northouse, 2016, 239). The Servant Leadership Questionnaire is composed of 28 questions that “indicate the degree to which you exhibit the seven behaviors characteristics of a servant leader” (Northouse, 2016, p. 252). They are scored using high, moderate, low, and extremely low ranges. I scored in the high range for emotional healing, value for the community, helping subordinates grow and succeed, and behaving ethically. My moderate range scores were for conceptual skills, empowering, and putting subordinates …show more content…
I rank lowest in competing, accommodating, and avoiding. This didn’t use to be the case. Several years ago I overused accommodating and avoiding. Folse (2014), describes accommodating when “people neglect their own needs, goals, and concerns (unassertive) while trying to satisfy those of others (cooperative)” (p.469). Avoiding pretty much describes itself where you avoid the situation at all means necessary and that is exactly what I used to do. Because I am new and still in the orientation process of my job, I feel that I am again using accommodating more than I should although I also feel that when you are very new that this needs to be used more in the beginning to get your bearings and learn the floor. Collaborating is also being used frequently. While in the orientation process I am following and learning from my preceptor. We not only collaborate between the two of us about the next step I need to take but also to make sure I have the best patients to learn from. If my preceptor does not feel that I have critical enough patients to take care of then we talk with my bosses about trying to get specific patients for our next shift. In the future, I would like to use avoiding as little as possible. Because that seems to be my second nature, I tend to use it as a coping mechanism. There was a time at my old job that I was being bullied and