Reflect on your personal and professional values and conscious or unconscious biases that
influence your leadership style. What is one strength and one weakness of your leadership
style? How does your leadership style impact your relationship dynamics and conflict
management approach?
Initial discussion question posts should be a minimum of 200 words and include at least two
references cited using APA format. Responses to peers or faculty should be 100-150 words and
include one reference. Refer to "RN-BSN Discussion Question Rubric" and "RN-BSN
Participation Rubric," located in Class Resources, to understand the expectations for initial
discussion question posts and participation posts, respectively.
https://bibliu.com/app/#/view/books/1000000000587/epub/Cover.html#page_1
Leadership is a concept much touted and promoted in the corporate world of the 21st
century. Whole degree programs are developed around leadership and most institutions of higher
education have a center of leadership somewhere on campus. Although I believe leadership
though can be taught on a basic level, true development of this characteristic must be lived to be
fully realized. I have lived long enough to have developed my own leadership style. It has
proven effective for myself, although it may not work for others particular approach at leading.
My leadership style aims at bettering others so that the whole team rises as one. I aim to
empower those I am leading to better themselves so that team goals are met. I believe in setting
clear standards so that everyone plays by the same rules. I do not like micromanaging. Instead, I
give teams overarching goals to be met and inspire the individual to develop the methods,
processes, and policies to meet these objectives. I also constantly assess the health and wellness
of my teams by using feedback loops. These can be positive or negative. “The feedback loop
within the organization is paramount in making the organization run efficiently. When there is a
positive loop, it means that everything is working properly and there are no problems. Feedback,
whether positive or negative, is important to the success of the organization. Without the
feedback loop, an organization might never know if the organization is successful or failing”
(Helbig et. al, 2021, p. 132).
Although I believe my leadership style works very well, I am aware that no one person is
perfect at leading, and this includes me. One unconscious bias I battle is what is commonly
referred to as the “attribution bias.” “Attribution bias is a phenomenon where you try to make
sense of or judge a person’s behavior based on prior observations and interactions you’ve had
with that individual that make up your perception of them” (Reiners, 2023, para. 16). This bias
may seem harmless but as a race, we tend to be quick to judge and falsely assume things about
people without knowing their full story. This hurts the individual and the team they are a part of.
One strength of my leadership style is how it makes everyone an important and indispensable
part of a larger effort. This leads to better team cohesion, and I believe a better end product. One
weakness of this style is that it assumes that people will equally contribute as a part of the team.
Experience has shown me that this is not always the case. Most teams I have led find this team
relationship dynamic very inclusive and makes teams enjoyable to be a part of. However,
conflict management can become a challenge because of that inclusivity. No one wants to be
told
influence your leadership style. What is one strength and one weakness of your leadership
style? How does your leadership style impact your relationship dynamics and conflict
management approach?
Initial discussion question posts should be a minimum of 200 words and include at least two
references cited using APA format. Responses to peers or faculty should be 100-150 words and
include one reference. Refer to "RN-BSN Discussion Question Rubric" and "RN-BSN
Participation Rubric," located in Class Resources, to understand the expectations for initial
discussion question posts and participation posts, respectively.
https://bibliu.com/app/#/view/books/1000000000587/epub/Cover.html#page_1
Leadership is a concept much touted and promoted in the corporate world of the 21st
century. Whole degree programs are developed around leadership and most institutions of higher
education have a center of leadership somewhere on campus. Although I believe leadership
though can be taught on a basic level, true development of this characteristic must be lived to be
fully realized. I have lived long enough to have developed my own leadership style. It has
proven effective for myself, although it may not work for others particular approach at leading.
My leadership style aims at bettering others so that the whole team rises as one. I aim to
empower those I am leading to better themselves so that team goals are met. I believe in setting
clear standards so that everyone plays by the same rules. I do not like micromanaging. Instead, I
give teams overarching goals to be met and inspire the individual to develop the methods,
processes, and policies to meet these objectives. I also constantly assess the health and wellness
of my teams by using feedback loops. These can be positive or negative. “The feedback loop
within the organization is paramount in making the organization run efficiently. When there is a
positive loop, it means that everything is working properly and there are no problems. Feedback,
whether positive or negative, is important to the success of the organization. Without the
feedback loop, an organization might never know if the organization is successful or failing”
(Helbig et. al, 2021, p. 132).
Although I believe my leadership style works very well, I am aware that no one person is
perfect at leading, and this includes me. One unconscious bias I battle is what is commonly
referred to as the “attribution bias.” “Attribution bias is a phenomenon where you try to make
sense of or judge a person’s behavior based on prior observations and interactions you’ve had
with that individual that make up your perception of them” (Reiners, 2023, para. 16). This bias
may seem harmless but as a race, we tend to be quick to judge and falsely assume things about
people without knowing their full story. This hurts the individual and the team they are a part of.
One strength of my leadership style is how it makes everyone an important and indispensable
part of a larger effort. This leads to better team cohesion, and I believe a better end product. One
weakness of this style is that it assumes that people will equally contribute as a part of the team.
Experience has shown me that this is not always the case. Most teams I have led find this team
relationship dynamic very inclusive and makes teams enjoyable to be a part of. However,
conflict management can become a challenge because of that inclusivity. No one wants to be
told
