Explain the effectiveness of strengths-based executive coaching in enhancing full range leadership development
Each student will then cross post to other students contributing to a robust class discussion. Cross posts should be no longer than 250 words.
APA formatting with reference citations is required
Please cross post to the following person:
The vision I have for a healthcare environment most closely aligns with the complexity leadership model. Malloch (2014) discusses the complexity leadership model in which innovation is forefront and every individual exercises leadership behavior. Under this model, the individual is not the essence of leadership, rather the relationships between individuals is at the core (Malloch, 2014). Instead of a directive approach to leadership within a lot of organizations, including the one I currently work in, a complexity approach stems from self-determination, buy-in by the group, and a vision with a specific plan for work delivered at the point-of-care (Malloch, 2014). In order for the complexity model to become the reality, current leaders will need to shift from the top-down paternalistic approach where one-way communication occurs in a downward approach and ideas from lower level employees are overlooked (Rehman & Afsar, 2012). Some of this is occurring with existing managers investing in employees by sending them to leadership training, however this needs to occur at a much larger scale. I do not believe the complexity model endorses inexperienced leadership, rather empowering the individual to cultivate relationships entrenched in leadership mentality.
I have the potential to help transform our current leadership as I am working towards an advanced practice degree and still currently work in the trenches. One of the ideas I have is for nurses to cross train in other departments in an effort to cultivate relationships among departments and break down the silos. I believe I have what it takes to be an evolving transformational leader with some fine tuning of my leadership skills as none of my strengths lie within the relationship section.
My strengths include: Achiever, Focus, Competition, Analytical & Futuristic. I believe that all of these skills contribute to successful leadership as I am driven, get things done, and plan ahead. I can build successful teams utilizing my analytical and focused side to break down what needs to be done and focus in on this until the job is completed. On my team I am a high achiever and look towards the future to determine the best goals. To have a truly successful team I will need to find people who are good at building and cultivating relationships. Because of my competitive nature I could alienate others and suppress creativity within the team. My passion for what I do can also be perceived as overbearing and rigid.
To begin this process, I will start at the full range leadership model as it contains the transformational elements of leadership: building trust, acting with principle/integrity, inspiring others, innovating, and developing others (MacKie, 2014). From there, transactional elements such as goal setting can be inspired by the engagement of the employees. I will mostly need to focus on inspiring and developing others. Given my strengths assessment – these will be the weakest areas in the journey towards being a transformational leader. I believe this will eventually translate into the complexity leadership model in developing relationships with individual leaders.
MacKie, D. (2014). The effectiveness of strengths-based executive coaching in enhancing full range leadership development: A controlled study. Consulting Psychology Journal: Practice and Research, 66(2), 118-137. Retrieved from: http://dx.doi.org/10.1037/cpb0000005
Malloch, K. (2014). Beyond transformational leadership to greater engagement: Inspiring innovation in complex organizations. Nurse Leader, 60-64. Retrieved from: http://dx.doi.org/10.1016/j.mnl.2014.01.004
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