The Results Of The StrengthsFinder Assessment Was Not Total

the Results Of the StrengthsFinder assessment was not a total shock to me

The results of the StrengthsFinder assessment provided insightful revelations about personal traits that influence leadership style and effectiveness. Both peer reflections demonstrate how understanding one’s strengths, weaknesses, core values, and behavioral tendencies can foster professional growth, especially within nursing leadership contexts.

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The concept of leveraging personal strengths to enhance leadership capabilities is central to contemporary management theories. As outlined by Clifton and others (2007), identifying and developing individual strengths can significantly impact organizational performance and personal job satisfaction. The two peers’ reflections exemplify how self-awareness stemming from the StrengthsFinder assessment facilitates targeted growth areas, which are crucial in high-stakes environments like healthcare.

Kennedy Williams’ reflection underscores her dominant themes—focus, harmony, achiever, discipline, and responsibility. Her recognition that her strengths align with the traits of being goal-oriented, disciplined, and responsible reflects a leadership style rooted in structure and accountability. Williams’ acknowledgment of harmony as a top trait, despite it appearing unexpectedly, demonstrates her value for team cohesion—an essential attribute in nursing teams that require synchronized efforts for optimal patient care (Faubion, 2022). Her desire to improve on teamwork and open-mindedness resonates with established leadership models emphasizing emotional intelligence and adaptability (Goleman, 1998). Williams recognizes that fostering these qualities will better equip her to manage conflicts and promote collaborative problem-solving, vital skills for nurse leaders managing diverse clinical teams.

Moreover, her introspection about enhancing communication and decision-making skills highlights critical areas for leadership development. Difficult decisions, such as staffing and disciplinary actions, are integral responsibilities for nurse managers, and cultivating confidence in making tough calls aligns with transformational leadership principles (Bass & Avolio, 1995). Williams’ focus on creativity and persistence addresses the dynamic challenges inherent in healthcare environments, where innovative yet resilient solutions often determine patient outcomes and staff morale. Her insights suggest that a balance between routine and flexibility could support her growth as an adaptive leader capable of navigating unpredictable clinical scenarios.

Similarly, Melissa Jackson’s reflection reveals her top traits—Achiever, Learner, Responsibility, Focus, and Relator—highlighting her motivation for continuous self-improvement and connection-building. Her achievement obsession underscores a proactive approach to leadership, driving her to set and meet ambitious goals, which is aligned with goal-oriented leadership theories (Locke & Latham, 2002). Jackson’s self-awareness regarding her energy levels and the need to manage her internal drive demonstrates an understanding of how personal motivation affects team dynamics and performance.

Jackson’s desire to expand her patience and trust reflects a recognition of emotional intelligence’s importance in leadership. Trust, as a cornerstone of effective teamwork, is supported by research suggesting that leaders who demonstrate patience and trustworthiness foster higher engagement and collaboration among team members (Mayer, Davis, & Schoorman, 1995). Her acknowledgment of past experiences hindering her ability to delegate and trust others indicates a developmental area that could be addressed through leadership training focused on shared governance and empowerment (Haines & O’Neill, 2019).

Furthermore, her aspiration to improve decisiveness and visionary thinking directly correlates with transformational leadership theories emphasizing the importance of future-oriented vision and decisive action (Bass & Avolio, 1994). Leaders who can make timely decisions and envision organizational improvements inspire confidence among team members and facilitate strategic growth. Jackson’s awareness of her hesitance to act swiftly exemplifies self-directed learning efforts crucial for leadership evolution.

Both peers’ reflections collectively demonstrate how understanding individual strengths and values can inform leadership development in nursing. In healthcare, where team coordination, decision-making under pressure, and innovation are vital, cultivating these qualities enhances overall effectiveness (Northouse, 2018). Importantly, the process of ongoing self-assessment fosters resilience and adaptability—traits necessary to lead amidst complex clinical challenges.

References

• Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage Publications.
• Bass, B. M., & Avolio, B. J. (1995). Multifactor Leadership Questionnaire Manual. Mind Garden.
• Faubion, D. (2022). Importance of Teamwork in Nursing + 15 Tips to Improve. NursingProcess.org.
• Goleman, D. (1998). Working with Emotional Intelligence. Bantam Books.
• Haines, S. G., & O’Neill, M. (2019). Shared governance: Achieving nursing excellence. Nursing Leadership, 32(1), 45–50.
• Larson, J. (2021). 10 Characteristics of Nurses Who Are Most Successful. NurseChoice.
• Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57(9), 705–717.
• Mayer, R. C., Davis, J. H., & Schoorman, F. D. (1995). An Integrative Model of Organizational Trust. Academy of Management Review, 20(3), 709–734.
• Northouse, P. G. (2018). Leadership: Theory and Practice (8th ed.). Sage Publications.
• Sigurdsson, J. A., Beich, A., & Stavdal, A. (2020). Our Core Values Will Endure. Scandinavian Journal of Primary Health Care, 38(4), 345–350.