Paper Sample on Judy: A Potential Leader for Health Org Outstanding in Creative Openness

Judy’s Leadership Plan

Based on personality reading, Judy is a potential leader as she has the capability to take idealisms and translate them 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, 2010). 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.

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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, 2010). 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 (Tyler, 2020). 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.

According to personality traits, Judy is a powerful leader, especially in change and conflict management. High creative and future-oriented 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. 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 give other members an opportunity to clarity various management approaches (Holder & Ramagem, 2012). In conflict management, Judy may appear challenging for other people to understand his stands (Portolese et al., 2018). The approach may affect members’ participation in conflict management.

The performance of an organization is highly based on the leadership style it deploys. Among the numerous leadership style, pacesetting is the easier method that Judy may use. Usually, the pacesetting style allows leaders to direct other members of the company on what and how to conduct activities. As such, they set the pace at which employees are going to use to attain particular goals (Hartley & Benington, 2010). 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. However, Judy may experience challenges in embracing an autocratic leadership style (Portolese et al., 2018). This leadership style requires members to follow the leader without questions (Holder & Ramagem, 2012). As such, leaders who practice the 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.

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, 2010). 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. Therefore, it will be easier to learn ways to deal with people irrespective of their conditions (Holder & Ramagem, 2012). Due to the changing health condition, Judy needs to learn news approaches by interacting with modern systems such as computers and internets.

Alex’s Leadership Plan

Based on the assessment outcome, Alex has a good leadership ground. Usually, an individual who scores D in DISC is motivated by winning, competition, and success. As such, Alex is a person who accepts challenges and uses them to enhance his competition (Tyler, 2020). Additionally, Alex is determined to achieve a particular aspect, and the approach motivates him to strive by engaging in numerous aspects (Holder & Ramagem, 2012). In this case, Alex tends to take action, which impacts his ability to attain the immediate outcome. His demand and forceful impact him to engage in numerous activities with a lot of confidence (Asante & Hall, 2011). Self-confident impact him to push and engage actions, which assist in attaining the objectives (Al-Sawai, 2013). However, Alex's fear of being seen as weak is a critical stressor that impacts his performance. As such, he tends to strive and prove he has the ability to do a lot.

Alex may find the dominant being easier to interact naturally. Normally, dominant tend to focus 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, 2010). Additionally, the dominant focus on accepting challenges and introducing new approaches to fight the condition (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, as they require support from others (Portolese et al., 2018). Therefore, Alex may experience challenges in interacting with the style as he does not want to be perceived as weak.

Alex portrays numerous leadership qualities such as confidence, commitment, a positive attitude, and much more. As such, he is so confident and committed to engaging in various activities unit he achieves his goal (Holder & Ramagem, 2012). Additionally, confidence impact Alex to accept the challenges, and use them to introduce new ways of performing things (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. Therefore, Alex needs to learn how to collaborate with others, thus improving his work performance.

Based on Alex’s personalities, 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 their how activities are conducted (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 (Holder & Ramagem, 2012). Usually, a leader who uses the approach is required to have a good hear for them to connect with others effectively. As such, leaders use the approach to unlock other people’s abilities, thus improving the overall performance.

I recommend 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 ability to counter some critical aspects; therefore, he needs to focus on how to integrate with other team members.

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.

Hartley, J., & Benington, J. (2010). Leadership for healthcare. Policy Press.

Holder, R., & Ramagem, C. (2012). Health leadership and management competencies: a systemic approach. World Hospitals and Health Services, 48(3), 9. https://www.hospital.or.jp/e/pdf/e_20121106_01.pdf#page=11

Portolese, L., Upperman, P., & Trumpy, B. (2018). The art of leadership and supervision.

Tyler, C. (2020). Management profile. Disc Profile.