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.
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.
My goals are to drive the organization further, as well as actively listening to and supporting my employees and colleagues. I will strive to consistently improve the skills and competencies of myself and others. My leadership style is better known as empathetic leadership. I believe good leadership is found in patience and acknowledgement
And when it comes to happiness and success in our relationships, career and personal goals, emotional intelligence matters just as much as the more well known, intellectual ability we possess. We need emotional intelligence to turn intention into action, in order to make informed decisions about the things that matter most to us, and to connect to others in productive and nurturing ways. There is so much value in focusing on an individual working to increase their emotional intelligence. Based on my EQ self-test, I have high
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—
As Accounting Manager for a small non-profit, I’m responsible for maintaining organizational financial records using generally accepted accounting principles. I spend a lot to time performing controlling tasks, such as verifying & recording transactions, processing accounts payable, maintaining corporate records, and obtaining supportive documentation from other employees and departments. After completing the Leadership Skills Self-Assessment, the outcomes were similar my expectations prior to completing the valuation. My scores were strong in both major areas: (1) Leads others and (2) Produces results, which makes sense to me. Based on the total scores for the identified leadership skills, I scored strongest in the in the below areas.
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.
My basic leadership philosophy is providing the highest quality service and performance possible to everyone that I am encounter. It is a set of principles for me to guiding and controlling the performance of an organization. It is also a foundation for me to achieve my leadership goal and have strategies to accomplish my mission and values. At first, I believe that a success leadership must shape the vision and know how to turning it into reality. I believe in a strong leader that know all about control and give clear expectations to their followers.
I scored an 87 on the leadership scorecard. According to Manning & Curtis (2012), this is an indication that I understand and employ basic principles of effective leadership and that my employees should be generally happy under my leadership and their quality of work should generally be of high standard (P. 190). This questionnaire was definitely an eye opener for me. As I read the questions and provided my answers, I recognized several areas where I immediately knew I needed to make some drastic improvements.
Goal of this theory is to improve fulfillment and functioning of followers (Northouse, 2016). The Path-Goal Leadership Questionnaire I scored a 21 on the directive style, 24 on the supportive style, 24 on the participative style, and 20 on the achievement-oriented style. The common score for directive style is 23 and 18 is considered low. I fell in the middle of common and low for directive style.
Through the various assessments and tests that were done, I have learned a lot about myself. Some I already knew and some I just found out. Starting off with values, I never really thought about how my values affected me and which ones I value the most. After doing the test, I have become aware of how I would feel if someone did not honor my values. Moving on with emotional intelligence, I have affirmed that I have above average emotional intelligence.
Through experience we develop and hone our leadership proficiency. I will set goals in the following three areas, to continue my growth and serve our team as a leader in the organization. 1. Leaders inspire commitment, and know they cannot command it. I will describe a compelling image of what our future could be like.
SMART goals should be specific and need to clearly state what is to be achieved, by whom, where and when it is to be achieved (I would like to earn an A my Ethics course this term). The goal also needs to be measurable, which means it should apply to both the end result and the objectives to attaining a goal. Measurability refers to quantity - how much, how often, how many? Again, the objectives tell you that you are on the right track to achieving your goal (earning 85 or better on quizzes, 90 on papers and exams, 100 on participation, etc.). It has been said that what cannot be measured cannot be managed or attained, and this is true when it comes to goals.
I have a better understanding of it and I feel that my results were on pair with what I thought. “Emotional intelligence (EQ) refers to the array of personal-management and social skills that allows one to succeed in the workplace an in life in general” (Sterrett, E. A. (2000). Manager's Pocket Guide to Emotional Intelligence: From Management to Leadership). I think that the definition of EQ is how I see
S1: Telling / Directing The directing leadership style typically involves taking over a challenging situation and applying specific knowledge and experience. A directing-type manager will establish clear goals and objectives for his work area as well as his staff, although staff members have some latitude as to the process used to meet the goals. When teachers cannot do the job and are unwilling or afraid to try, then the principal takes a highly directive role, telling them what to do but without a great deal of concern for the relationship. The principal may also provide a working structure, both for the job and in terms of how the person is controlled.
