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Leadership Development SMART Goals

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Leadership Development SMART Goal Setting
The SMART goal that I would like to develop is related to my professional leadership ability to develop stronger communication skills, manage conflicts and acknowledge any incivility that happens amongst my interprofessional team. Research is necessary for me to have a better understanding about these topics. The Institute of Medicine’s (IOM) core healthcare competency that I will utilize to develop my leadership SMART goal is: working in interdisciplinary and/or interprofessional teams. My goal as stated:
S—Specific: My goal is to explore the characteristics that make a more effective and collaborative team. I will learn to effectively handle conflict resolution, and utilize this core competency …show more content…

The Joint Commission has discovered that poor communication leads to more sentinel events (Finkelman, 2011). This is why as the leader I need to make sure the team is competent at all times in policies and procedures as well as, standards of care guidelines. When communicating it is important to consider the values of others along with their feelings, opinions and cultural differences. The dynamic interaction of communication has many ways of sending and receiving messages it is very important to develop a trusting relationship with the interprofessional team. This can be established by using active listening, giving a teammate the right amount of time to answer a question and responding with information that is thorough. Some other techniques that I can use to promote a trusting relationship are using appropriate eye contact, being consistent and setting limits (Finkelman, 2011, table 13-1). Better communication with my team along with accurate job descriptions and expectations will enable positive change (Pavlakis et al., 2011). My next step will be to asses my effectiveness of my communication process, I do recognize that for communication to be meaningful it needs to be timely, as well as having the ability to increase knowledge and/or influence behavior (Mangold, Denke, Gorombei, Ostroski, & Root, 2011). Leaders need to be a good role models they …show more content…

Brown, et al. (2011) explains the three main sources for conflict: team conflict, barriers to conflict resolution and strategies for conflict resolution. There are three core sources for conflict within a team. First, role boundary issues involves a lack of understanding of one another’s roles. Second, is the inability to appreciate the scope of practice of other healthcare professional. Thirdly, is accountability or lack thereof this is when team members fail to realize that we all are accountable for our actions. There are four main areas identified that are barriers to conflict resolution: lack of time which includes workload difficulties, people in less influential positions, lack of motivation to manage conflict finally, avoiding confrontation because of fear or emotional anxiety. Another source of conflict are the strategies used for conflict resolution. Often there aren’t any protocols in place to address the conflict or staffs ability to negotiate and resolve conflict on their own thinking it is the organizations responsibility to address the

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A2d. Discuss two short-term SMART goals that will help improve your leadership practice. The first leadership skill I will develop is that of “sharpening your saw” (Covey, 1989). It is vital as a leader, especially as a new manager, to learn and develop leadership skills and better understand leadership practices. To sharpen my saw I will read or study a scholarly article or book for 30 minutes a day, 3 days per week for the next two months.

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My Leadership SMART Goal Goal setting takes places in both our personal and professional lives. Even the everyday task of getting to work involves setting a goal of what time to arrive and developing a plan for achieving that goal. Since the Yale Goal Study in 1953, research has found a compelling correlation between setting specific goals and successful outcomes. More and more, in the health care industry, the SMART goal format is being used as a tool for establishing and accomplishing objectives (MacLeod, 2012). I have used the SMART goal format to develop a personal leadership goal pertaining to the Institute of Medicine’s core competency of working in interdisciplinary and/or interprofessional teams.

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Data, information, and knowledge is collectively owned and by placing an emphasis on social resources and social relationships will enhance knowledge sharing, affective commitment, and help mitigate organizational barriers (Casimir, Lee, & Loon, 2012). In order to promote trust internally and externally, within and throughout the organization, encouraging open communication, transparency, honesty, integrity, and ethical considerations are imperative. Identifying answers to the most pressing and prevalent problems facing the organization are how the organization will surpass our competition. Many organizations will face difficulty while contending with complex organizational issues, as the result of continuously developed trusting relationships, in the face of adversity, our agency will demonstrate resiliency. Group cohesion and team effectiveness will fully develop by instilling and cascading trust as an essential performance variable throughout the agency.

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Health Care Leadership Alignment Professional Development Plan Unit 7-Assignment 1 February 24th, 2014 Tanisha Castor My personal professional mission is to help improve individual's lives. As a Licensed Practical Nurse with a professional background in educational advising, I plan to use support, honesty, integrity, companionship, and respect when helping patients or students. My aim is to protect the health of the public and provide appropriately care for my patients by delivering quality healthcare services. I also strive to provide accurate information to my students and patients.

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There are two kinds of organizational conflicts that when they are well handled are beneficial to the organization. When conflict is well handled it forces us to be creative problem-solvers, to avoid mistakes, and to learn how to benefit

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Having the ability to resolve conflict effectively is to know and to understand the very two different types, conflict of ideas and conflict of feelings. The conflict of ideas is when a group or an organization of people coming together with many ideas to solve problems or issues. However, this conflict of ideas can improve group performance. Eventually, this conflict can lead a better communication and accomplish better results as a team by giving them an opportunity to collaborate openly to resolve the conflict of ideas. The ability to effectively resolve the conflict of feelings is much complex because of this conflicts with the personalities which can cause inadequate performance of results.

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1. Describe the source(s)/reasons for the conflict. According to Marquis & Huston, common sources of conflict are • Scarce resources • Restructuring • Poorly defined role expectations • Communication problems • Organizational structure • Individual behavior (Marquis & Huston, 2012) 2. Who was involved and what communication styles were used?

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Finally, it will explain the importance of ethics in communication and how patient safety is influenced by good or bad team communication. The first method of communication is mutual respect. The patient and clinician have a partnership based on trust. The patient has respect for the clinician 's experience and the clinician has respect for the patient 's wishes, needs, concerns and builds on past experience to meet immediate needs. (Paget, 2011).

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The goal for the leadership development program is to improve our current leadership’s skills by teaching them to embrace change while serving others. The ultimate goal is to get every leadership member on a path to becoming a servant leader. The individual goals for participants will be based off the SMART acronym that includes specific, measurable, attainable, relevant, and timely goals. It is important that we set goals that individuals are capable of obtaining in order to keep participants engaged. By keeping goals attainable and measurable, it will make it easier for participants to know how they are proceeding throughout their training.

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Another challenge of this assignment is to write goals for improvement of my leadership style. I will be using the SMART goal format. SMART goals are written in a specific format to have all the components of a well-written goal. This type of goal setting allows a person or team to be focused on the outcome and not be distracted by a poorly written abstract of a goal. Two SMART goals that I will focus on to improve my leadership are developing my EI and seeking understanding first.

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A2d: Discuss two short-term SMART Goals to improve leadership practice I have developed two SMART Goals that will help improve my leadership skills. One leadership skill I seek to develop is communication. Specifically, I’m a poor public speaker, which hampers my ability to communicate effectively.

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Building Trust Good working relationship in a team cultivates trust and constantly gives members assurance of everyone being in the benefit of

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While each person’s EI skillset is inherently different, it can be fostered or impaired based on life experiences and education (Roussel et al., 2016). When the nurse leader guides with EI and creates an expectation of EI within the unit, organization or system, communication has the opportunity to flourish with respectful and supportive collaboration. Communication that lacks in EI can often be one sided, devoid of collaboration creating feelings of resentment and mistrust on the other party Rouse & Al-Maqbali,

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His expression of surprise and anger when he realized how long this issue had been discussed in the background without his knowledge, or even a hint of a problem, suggests he felt the procedures followed to address the issue should have been different. A conflict can be composed of all or some of the four types: Goal, Cognitive, Affective and Procedural. Managing multiple types of conflict is sufficiently difficult but there is added complexity due to the need to assess the level of conflict. Dedicated attention to the complexity of conflict is necessary not only to avoid a dysfunctional dynamic but to also facilitate positive operational outcomes (Wombacher and Felfe,

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Introduction Conflict is unpleasant, but inevitable throughout life. In any situation involving two or people, conflict may arise. Conflict can be defined as, “any situation in which incompatible goals, cognitions, or emotions within or between individuals or groups lead to opposition or antagonistic interaction” (Learning Team Toolkit, 2004, pp 242-243). People come from different backgrounds and live through different life experiences therefore, even when working towards a common goal, they will not always agree. Major conflict that is not dealt with can devastate a team or organization (Make Conflict Work, 2008).

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