Essay Example on Judy and Alex: Assessing Leadership for Quality Health Care

Introduction

In health care, leadership is a critical aspect that influences how activities are conducted. Due to the conditions, hospitals require quality leaders who have the capacity to overcome challenges as they arise. The essay analysis the leadership assessment of both Judy and Alex and the ways they are supposed to embrace to improve their quality.

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Judy’s Leadership Development Plan

Personality Preferences

Based on personality reading, Judy is a potential leader as she has the capability to take idealisms and translate it into actions. As such, she is capable of viewing the world from different perspectives, and this may help in planning, organizing, and conducting essential activities in the health organization (Al-Sawai, 2013). Openness may impact Judy to be more creative, thus enjoying introducing new ways of tackling issues in life (Hartley & Benington, 2020). Additionally, Judy is capable of taking her values, thus creating a good working environment (Asante & Hall, 2011). As such, Judy has a strong sense of intuition and emotional understanding, and this characteristic makes her a good leader as she can effectively deal with different backgrounds (Holder & Ramagem, 2012). Individuals who possess INFJ characteristics believe in the capability to behave decisively, which impacts them to strive for what they need (Tyler, 2020). Therefore, Judy can be a good leader, especially in pushing the organization's goals.

Personality Challenges

Despite Judy having some crucial leadership traits, there are numerous weaknesses that may affect her capability. In most cases, Judy may be stubborn, and this may affect her ability to interact with other members of the team (Hartley & Benington, 2020). Due to high expectations, it is easier for her to trigger conflict within members, thus affecting how activities are conducted (Portolese et al., 2018). Additionally, Judy may be over-sensitive; thus, impacting her interactions with other members of the organization (Thomas & Kilmann, 2010). Due to his sensitivity, Judy does not like confrontation (Holder & Ramagem, 2012). As such, she may appear challenging to understand, and this may impact her ability to interact with other people (Al-Sawai, 2013). These weaknesses may impact Judy from being a good organization leader.

Strength and Challenges in Management

According to personality traits, Judy is a powerful leader, especially in change and conflict management. High creative and future-oriented leadership may impact Judy to focus on change management, thus introducing aspects that would boost the growth of the organization (Asante & Hall, 2011). Creativity may impact Judy to introduce more advanced systems in the organization, thus promoting change management, which is a critical aspect of success (Al-Sawai, 2013). Additionally, embracing a deep relationship is a critical aspect that Judy may use to enhance conflict management (Holder & Ramagem, 2012). Creativity may assist Judy in engaging more conflict resolution approaches, thus creating good working conditions for all people (Hartley & Benington, 2020). Furthermore, high sensitivity may assist Judy to effectively learn and understand any form of conflict within the organization, thus preventing critical outcomes.

Despite the effectiveness, there are numerous traits that may portray challenges in embracing change and conflict management. Judy may be so stubborn, especially when implementing a change, which may affect the participation of other members of the team (Asante & Hall, 2011). There is a high chance that Judy may not interact effectively, especially when they are trying to clarify a particular aspect related to management (Holder & Ramagem, 2012). In conflict management, Judy may appear challenging for other people to understand her stands (Portolese et al., 2018). The approach may affect members’ participation in conflict management.

Leadership Styles

The performance of an organization is highly based on the leadership style it deploys. Among the numerous leadership styles, pacesetting is the easier method that Judy may use. Usually, the pacesetting style allows leaders to direct other members on how to engage in their daily activities (Hartley & Benington, 2020). In most cases, this form of leadership allows the manager to push the team, thus operating faster than in normal ways (Tyler, 2020). Members are allowed to participate in decision making, but policies are conducted according to the leader’s ability (Hartley & Benington, 2020). However, Judy may experience challenges in embracing an autocratic leadership style as it requires members to follow the leader without questions (Holder & Ramagem, 2012). As such, leaders who practice this system are so confident about themselves. In this case, the leadership style follows the command and control approach (Al-Sawai, 2013). Other members of the team are not given the authority to ask the leader anything associated with the decision.

Recommendations

As a way of improving leadership ability, Judy needs to embrace several recommendations. First, it is crucial to understand and learn how to deal with others. Due to individual differences, Judy needs to learn how to handle persons based on their capability (Hartley & Benington, 2020). Additionally, Judy should learn to celebrate a small achievement, thus minimizing issues that occur due to high expectations. In case the team has made some progress, it is crucial to reward them (Asante & Hall, 2011). The approach will motivate the team to strive and achieve more. Furthermore, it is crucial for Judy to be open, and this will help all members to effectively understand her standings (HIPAA basics for providers, n.d.). Therefore, it will be easier to learn ways to deal with people irrespective of their conditions (Holder & Ramagem, 2012). Due to the changes in the health sector, Judy needs to learn new approaches, especially by interacting with modern systems such as computers and internets.

Alex’s Leadership Development Plan

Priorities, Motivators, and Stressors

Based on the assessment outcome, Alex has a good leadership ground. Usually, Alex gives his work a lot of attention, which is his first priority, and this is a crucial leadership aspect. As such, he sacrifices a lot to ensure positive outcomes from his work. His achievement of goals appears to be the major motivator (Using your MBTI, n.d.). He always aims at winning, thus attaining particular goals in his life. As such, Alex uses his skills as the motivator to overcome the challenges, and this assists in engage competitive approaches (Tyler, 2020). Additionally, Alex uses curiosity as another top motivator, which impacts him to strive by engaging numerous aspects in the workplace (Holder & Ramagem, 2012). In this case, Alex tends to take action, which impacts his ability to attain the immediate outcome. His demand impacts him to engage in numerous activities with a lot of confidence (Asante & Hall, 2011). Additionally, he uses self-confidence as a motivator as he integrates various activities, which assist in attaining the objectives (Al-Sawai, 2013). However, fear is a great stressor that Alex experiences in his daily life. As such, he tends to strive and prove he has the ability to do a lot.

DiSC Style

Alex may find the dominant being easier to interact naturally. Normally, the dominant style focuses on new opportunities and independence, and this makes it to be associated with the capability to engage in a wide form of activities (Holder & Ramagem, 2012). In most cases, the approach is portrayed by independency, which allows an individual to conduct activities in their own ways (Hartley & Benington, 2020). Additionally, the dominant style concentrates on accepting challenges and introducing new approaches that help to fight challenges (Asante & Hall, 2011). However, Alex may experience challenges in interacting with a supportive style as it tends to rely more on others (Holder & Ramagem, 2012). The style perceives an individual as weak because it emphasizes the need for support from others (Portolese et al., 2018). Therefore, Alex may experience challenges in interacting with the supportive style as he does not want to be perceived as weak.

Leadership Qualities

Alex portrays numerous leadership qualities such as confidence, commitment, a positive attitude, and much more. As such, he is so confident and committed to integrating various activities until he achieves his goal (Holder & Ramagem, 2012). Additionally, confidence impact Alex to accept challenges, and use them to introduce new solutions (Tyler, 2020). Alex needs to focus on patience, thus conducting activities in a particular manner (Al-Sawai, 2013). These leadership qualities may impact how Alex engages in various activities (Asante & Hall, 2011). In the health care center, collaboration is a critical aspect that impacts team performance (Firo-B Profile, 2017). Therefore, Alex needs to learn how to collaborate with others, thus improving his work performance.

Leadership Style

Based on Alex’s personality, the authoritative leadership style appears to be more natural. Alex is visionary, and hence, he focuses more on achieving particular goals (Tyler, 2020). This form of leadership gives managers the confidence to handle various activities. As such, they energize followers to tackle issues, thus improving how they conduct activities (Asante & Hall, 2011). On the other hand, Alex may experience challenges in embracing the coaching leadership style, which requires a manager to show others what they are supposed to do (Holder & Ramagem, 2012). Usually, a leader who uses this approach is required to have a good hear for them to connect with others effectively (Bauer et al., 2019). As such, leaders use the approach to unlock other people’s abilities, thus improving the overall performance.

Recommendation

It is advisable for Alex to focus more on patience and sensitivity. Being sensitive will assist Alex to overcome some simple errors that may occur due to faster actions that he takes as he looks for the immediate outcome (Tyler, 2020). Additionally, Alex should examine aspects in detail and accept correction from other people. The approach will assist him in making more logical decisions, thus improving his leadership ability (Asante & Hall, 2011). Being independent may affect his capacity to counter some critical aspects; therefore, he needs to focus on how to integrate with other team members.

Conclusion

In conclusion, leadership is a critical aspect of the health center. Based on the assessment, both Judy and Alex have particular traits that show their strengths and weaknesses in leadership. As such, the use of their strength may help to improve their leadership approaches, thus enhancing their capability in the health sector.

References

Al-Sawai, A. (2013). Leadership of healthcare professionals: where do we stand?. Oman Medical Journal, 28(4), 285. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3725246/

Asante, A., & Hall, J. J. (2011). A review of health leadership and management capacity in Papua New Guinea. Human Resources for Health Knowledge Hub.

Bauer, T., Erdogan, B., Short, J., & Carpenter, M. (2019) Principles of management. Boston Academic Publishing, Inc.

Firo-B Profile. (2017, August 29). Prepared for Jane sample.

Hartley, J., & Benington, J. (2020). Leadership for healthcare. Policy Press.

HIPAA basics for providers: Privacy, security, and breach notification rules (n.d.). Medical Learning Network.