Running head: LEADERSHIP SELF-ASSESSMENT REFLECTION 1

Leadership Self-Assessment Reflection

Grand Canyon University: NSG 436

May 17, 2020

Leadership is taken on in many different occupations and exhibited differently by each

individual. Leaders help guide a team of individuals in a set direction, build an inspiring vision,

and motivate them to create something new or attain their goal. For this assignment we had the

opportunity to take two self-assessments; The Leadership Compass Self-Assessment and The

Blake and Mouton Managerial Grid and Leadership Style Questionnaire. In the following paper I

will discuss my results, what assets I can bring to a team, my weaknesses as a leader as well as

the insight I have gained and how it will influence my leadership style.

Self-Assessment Results

After completing The Leadership Compass Self-Assessment, my results indicated that

south-empathy was my dominant decision-making style. As for The Blake and Mouton

Managerial Grid and Leadership Style Questionnaire, these results indicated that my leadership

style was a team leader, being high in both task and relationship. After reviewing my results,

there were statements that I believe do not reflect me but overall, I could relate to the

descriptions and how they represent the type of leader I am. The results solidified my ideas of

how I would be a nurse leader as a new grad. I aspire to be a nurse leader that focuses on a

relationship and person orientation with both my patients and staff. A commonality that I found

between both assessments, which I believe reflect me as a person greatly was that they both

focus on relationships; valuing a positive, respectful, supportive, and understanding team

environment. With every encounter I have with an individual I try to be receptive of their

thoughts and feelings as well as encouraging in not only the discussion but of their actions too.

By doing so I believe it allows one to find comfort in the fact that they are safe in your care as

you are being intentional to discover how they would like to receive their care and information.

Also, as a new grad I would want to build relationships with my colleagues to create a productive
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and positive environment. Assuming I am working with nurses who have been in the profession

for years, I would value their input. They have years of experience and wisdom that would

benefit me and expand my knowledge and ability to deliver the best care.

Insight Gained

Much of the insight gained would have to reflect on how to improve on the weaknesses

that come with my style of leadership. For instance, The Leadership Compass Self-Assessment

results for south-empathy writes how these individuals have trouble saying no to request, may

over compromise, and have difficulty confronting a problem, all of which I struggle with. Since I

value relationships greatly, I tend to avoid saying no and over compromise. I would rather take

on the extra work, even if it is not desired nor if I do not have the time, all because I would prefer

to avoid the conflict that may arise. This typically results in me becoming too overwhelmed and

letting my emotions get the best of me, affecting my work and the way I lead. I like to move

carefully and follow the guidelines, ensuring everything is as perfect as it could be. Challenges

then occur because I do not delegate appropriately as I allow personal relationships to interfere

which results in the project having flaws. However, I have soon realized that a leader is going to

be put into difficult situations, their patience, strengths, and weaknesses will be tested but they

cannot let the troubles defeat them as they are responsible for an organization. Leaders have the

power and the ability to influence their peers by being effective communicators, advocates,

building and sustaining strong relationships, and always having a good read on how the

organization works. My results can reflect on the fact that my strengths and styles focus on first

establishing a trusting relationship, but the results have influenced me to look further into how I

can ensure each team member is reaching their highest potential and impacting the organization.

Requiring me to be assertive, finding the joy presented in difficult situations, and maximizing all
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resources. All of which I will continue to grow in as I am tested in nursing school, as a new grad

nurse, to then an experienced nurse. I will carry the knowledge I have gained on these

approaches that need to be taken to aid in my ability to be the best possible nurse leader I can be.

Significance of Results

Leadership and Management Principles wrote how, “Effective leaders first have strong

self-awareness of their leadership strengths and weaknesses as well as preferred or most

comfortable leadership styles and flexibility (Huber, 2018, p. 16).” Assessments just like the two

I had taken allow one to be self-aware of their behavior, as well as their behavior within a group

and organization. This is greatly significant because in the health care work environment practice

is rapidly changing, can be chaotic, and quick-paced. Requiring one to be aware of their

strengths so they can quickly put forth those skills as well as their weaknesses as it allows an

individual to then know how to work around or through them, resulting in a creation of a

developmental strategy that focuses on those specific needs.

Much of my results seemed to correlate with the democratic leadership style as well as

the servant leadership approach from our textbook Leadership and Management Principles. The

democratic approach focuses on teamwork and ensures the leader has encouraged all to actively

assist in decision making. This style tends to take longer than the others but as discussed before,

I like to move carefully and follow guidelines, and that typically requires me to dedicate extra

hours to a project/organization. As for the similarities with servant leadership, this form of

leadership chooses to serve others primarily, and then be a leader to others, secondarily. Though

all nurses, to an extent, take this form of leadership on, it resembles my results as it involves

interpersonal interaction and promotes strong relationships and trust between leaders and

followers. In addition, it was written that this model enhances the personal growth of nurses,
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improves the quality of care, and promotes personal involvement and caring behavior (Huber,

2018). Both approaches not only reflect my results but are styles that I agree upon and will strive

to follow. I believe the best leaders are not merely telling others what to do but are leading by

example and inspiring their staff to do the best and that is what I will hope to accomplish. I will

strive to build strong relationships by being genuine, caring, and motivating, in hopes they instill

faith in my ability to lead and deliver care.

References

Building Intentional Communities. (2010). The leadership compass self-assessment.

Retrieved

fromhttps://www.bethechangeconsulting.com/sites/default/files/worksheets/Leadershi

p-compass-self-assessment.pdf

Huber, D. (2018). Leadership & nursing care management (6th ed.). St. Louis, MO: Elsevier.

Retrieved from https://pageburstls.elsevier.com/#/books/9780323389662

The Vision Council. (n.d.). The Blake and Mouton managerial grid and leadership style

questionnaire. Retrieved from https://www.bumc.bu.edu/facdev-

medicine/files/2010/10/Leadership-Matrix-Self-Assessment-Questionnaire.pdf