Running head: PERSONal leadership philosophy 1 PERSONal leadership philosophy 6 Personal Leadership Philosophy Dayna R. Canzone Walden University NURS-6053, Section 50, Interprofessional Organizational and Systems Leadership June 24, 2019 Personal Leadership Philosophy When we think of leaders in the healthcare industry, we often focus on the famous policy-makers that have come before us. We may not realize how truly significant our own personal leadership can be to those around us. Every person has the ability to be a leader regardless of the job title that we may hold. Laureate Education (2018) shared that leaders are not defined by position or title, rather they’re characterized by their ability to craft a compelling vision while inspiring others to follow. To enhance our leadership skills, it is important to frequently acknowledge our leadership strengths and weaknesses. Laureate Education (2014) explained that it is important to understand what your skills, talents, and competencies are in order to see how they could best be served in the organization. To be a successful leader, we should frequently analyze our approach and develop a plan for continued improvement. CliftonStrengths Assessment Positivity, includer, achiever, relator, and futuristic themes were identified in my CliftonStrengths profile. Strengths Finder (2018) explained that by focusing on your Signature Themes, separately and in combination, you can identify your talents, build them into strengths, and enjoy personal and career success. Completing this assessment allowed me to gain an understanding of my values, strengths, and areas that I wish to improve upon. I found that my positive outlook and approach to situations allows me to include and relate to those around me as I drive my team towards the achievement of our goals. Learning about the significance that my leadership style can hold for my team was an eye-opening experience that will promote internal growth and exploration. Core Values The core values that were recognized in my report encompassed the includer and relator themes. Strengths Finder (2018) articulated that an includer is an instinctively accepting person who does not pass judgment, wants to expand groups, and wishes to include people so they feel they belong. As an includer, I feel that everyone is equally important, no one should be ignored, and everyone should be included. I have felt this deeply since I was a child, and this is the driving force behind my desire to care for others. This closely relates to the relator theme which supports my attitude considering relationship development. To truly care for my patients, I begin by cultivating a therapeutic relationship that promotes trust. I want to understand their feelings, goals, dreams, and fears, to better relate to and understand them. Staying true to the core values that drive my behaviors will support me and my team as we provide our patients with care. Behaviors to Strengthen This asse ...

1. Running head: PERSONal leadership philosophy 1
PERSONal leadership philosophy 6
Personal Leadership Philosophy
Dayna R. Canzone
Walden University
NURS-6053, Section 50, Interprofessional Organizational and
Systems Leadership
June 24, 2019
Personal Leadership Philosophy
When we think of leaders in the healthcare industry, we often
focus on the famous policy-makers that have come before us.
We may not realize how truly significant our own personal
leadership can be to those around us. Every person has the
ability to be a leader regardless of the job title that we may
hold. Laureate Education (2018) shared that leaders are not
defined by position or title, rather they’re characterized by their
ability to craft a compelling vision while inspiring others to
follow. To enhance our leadership skills, it is important to
frequently acknowledge our leadership strengths and
weaknesses. Laureate Education (2014) explained that it is
important to understand what your skills, talents, and
competencies are in order to see how they could best be served
in the organization. To be a successful leader, we should
frequently analyze our approach and develop a plan for
continued improvement. CliftonStrengths Assessment
Positivity, includer, achiever, relator, and futuristic themes
were identified in my CliftonStrengths profile. Strengths Finder
(2018) explained that by focusing on your Signature Themes,
separately and in combination, you can identify your talents,
build them into strengths, and enjoy personal and career

2. success. Completing this assessment allowed me to gain an
understanding of my values, strengths, and areas that I wish to
improve upon. I found that my positive outlook and approach to
situations allows me to include and relate to those around me as
I drive my team towards the achievement of our goals. Learning
about the significance that my leadership style can hold for my
team was an eye-opening experience that will promote internal
growth and exploration. Core Values
The core values that were recognized in my report encompassed
the includer and relator themes. Strengths Finder (2018)
articulated that an includer is an instinctively accepting person
who does not pass judgment, wants to expand groups, and
wishes to include people so they feel they belong. As an
includer, I feel that everyone is equally important, no one
should be ignored, and everyone should be included. I have felt
this deeply since I was a child, and this is the driving force
behind my desire to care for others. This closely relates to the
relator theme which supports my attitude considering
relationship development. To truly care for my patients, I begin
by cultivating a therapeutic relationship that promotes trust. I
want to understand their feelings, goals, dreams, and fears, to
better relate to and understand them. Staying true to the core
values that drive my behaviors will support me and my team as
we provide our patients with care. Behaviors to Strengthen
This assessment allowed me to analyze my leadership strengths
and identify areas that I wish to improve. Moore Foundation
(2015) shared that as a knowledge worker, you take your civic
responsibility to lead and engage in a self-improving practice
seriously. I believe that my ability to motivate and support my
team is strong, but I occasionally lack self-confidence and
strong delegation skills. I appreciate gathering input from my
team members to learn from the knowledge that they share, but I
would like to find a balanced confidence level as I make clear
decisions and delegate tasks in our team. I want to provide
leadership recommendations that will be appreciated as I
provide guidance to those I am working with. Personal Vision

3. Statement
My personal leadership vision is to promote personal growth
and advancement for myself, my coworkers, and my patients. I
want people to know that I will motivate, support and encourage
them to reach their goals. I want to help promote a healthy
environment that will foster improved patient outcomes and
continued growth for my team. I always want to remember that I
joined the healthcare field to help people reach their optimum
level of health, and I personally want to do this with a strong
team of people who share that desire.
Development Plan
To achieve my personal vision, I know that I must challenge
myself and step outside of my comfort zone. I must actively
work to enhance my delegation skills and strengthening my
confidence. The best way to enrich and improve any skill is
through continued practice and analysis of the outcomes. I will
continue to delegate our shared tasks appropriately to the
members of my team, and I will ask for feedback to gather a
deeper understanding of how my actions affect those around me.
Qualitative and descriptive studies from the Journal of Nursing
Administration looked closely at leadership behaviors that
promote a healthy work environment and influence personal
nursing empowerment. Alexander and Lopez (2018) found that
leaders who incorporated self-awareness, balanced and open-
hearted processing, transparency, and moral leadership were
able to provide health work environments for their team
members and patients. To help achieve my personal vision, I
will approach my work with these same behaviors. Being self-
aware as I provide honest input and clear expectations to my
team will allow for clear understanding for our team. Khan,
Griffin, and Fitzpatrick (2018) shared that effective leadership
stimulates satisfied and committed nurses and also promotes an
empowering work environment where nurses feel supported,
satisfied, and commitment. I want my personal leadership
interactions to promote empowerment among our nursing team
and the patients that we care for. Actively engaging my team

4. and providing them with guidance and support will allow all of
our leadership skills to be strengthened. To improve my
confidence and delegation skills, I must continue to utilize these
behaviors and learn from every experience. Summary
An analysis of my current leadership behaviors allowed me to
develop a vision plan for my future growth. Being a leader is
something that we must actively work to achieve. Although we
may find ourselves in a leadership position, this does not
guarantee that our actions will accurately fit that role. We must
actively work to improve our leadership skills, and having a
vision plan will provide guidance for those efforts. My personal
vision plan will allow me to approach each patient care
situation from a new perspective. To promote a healthy work
environment for the team that I work with and the patients that I
care for, I must ensure that I am actively incorporating my core
values and remaining focused and motivated.
References
Alexander, C., & Lopez, R. P. (2018). A thematic analysis of
self-described authentic leadership
behaviors among experienced nurse executives. Journal of
Nursing Administration,
48(1), 38–43. doi: 10.1097/NNA.0000000000000568
Khan, B. P., Griffin, M. T. Q., & Fitzpatrick, J. J. (2018). Staff
Nurses’ Perceptions of Their
Nurse Managers’ Transformational Leadership Behaviors and
Their Own Structural Empowerment. Journal of Nursing
Administration, 48(12), 609–614. doi:10.1097/NNA.
0000000000000690
Laureate Education (Producer). (2014). Leadership [Video file].
Baltimore, MD: Author.
Laureate Education (Producer). (2018). The Leader in
You [Video file]. Baltimore, MD: Author.
Marshall, E., & Broome, M. (2017). Transformational

5. leadership in nursing: From expert
clinician to influential leader (2nd ed.). New York, NY:
Springer.
Moore Foundation. (2015). Lessons in Leadership: The Betty
Irene Moore Speaker Series
Retrieved from
https://www.youtube.com/watch?v=eTZ6FbSXBkQ&list=
PLopRJPO6GaifsYPGP_jcWXZzU10H3AaX7&index=2&t=0s
Strengths Finder: Gallop. (2018) Retrieved from
https://walden.gallup.com
Running head: PERSONAL LEADERSHIP PHILOSOPHIES 1
PERSONAL LEADERSHIP PHILOSOPHIES
4
Personal Leadership Philosophies
Jennifer Brenner
Walden University
NURS6053C: Interprofessional Organizational and Systems
Leadership
July 5, 2019
Personal Leadership Philosophies
One of the most critical things that an individual can do in order
to build an acceptable leadership character is to create a
framework for his/her personal leadership philosophy.

6. Philosophy is meant to form a foundation for guiding one’s
decisions and sorting out all the competing inputs to get along
with other people. Developing a personal leadership attitude
empowers one to declare his/her truth and stick to it. An
effective leader should possess a personal leadership philosophy
that incorporates his/her core values and strengths, which makes
other people depend on him/her whenever they have problems
that require an urgent response.
My core values are integrity and open-mindedness. Integrity is
associated with emotional intelligence, which implies that one
is capable of identifying and managing his/her own emotions, in
addition to the emotions of others. A person can undergo
various training programs on leadership, but lack of emotional
intelligence makes it hard to become an effective leader
(Waldo, Clark & Wharton, 2018). Being open-minded has
helped me to incorporate other people’s thoughts in my
decisions, and to admit when I am wrong. Besides, I only make
a decision based on what I know, rather than basing my
decisions on hearsay. I have utilized my core values to select
my friends, to create relationships, and to solve a societal
problem.
Developing my personal vision is vital for demonstrating my
commitment to what I believe in. It gives me the courage to
continue whatever goal or task I set my mind on accomplishing
so I don’t get discouraged, lose focus, or be less motivated. My
personal vision statement is:
“Assisting people to overcome their self-inflicted impediments
by being a master of my own course and attaining all my goals
within the postulated time.”
If I am capable of attaining my own goals through my personal
vision, then I can be able to counsel others to follow a
particular course or similar path to attain their goals. The
leader’s vision should be acceptable to the team members, as it
incorporates ideas that enhance commitment while they strive to
meet their personal needs (Aga, Noorderhaven & Vallejo,
2016). People are attracted to leaders who understand their

7. personal strengths and are willing to assist others as well.
In an effort to understand my leadership traits, I undertook
CliftonStrengths Assessment, whose results revealed five
fundamental themes that explain my talents. As a relator, I feel
deeply satisfied when I talk to people, understand their
problems, and demonstrate to them how to attain their goals. I
always perceive issues from a positive perspective in order to
demonstrate to others that everything is possible. An effective
leader needs to lead by examples since his/her followers
replicate bad behaviors, which could be costly to the
organization. Working hard on my projects and motivating
others to do so has made me become an achiever. I have been a
team leader in various institutions because people believe in my
capability and resilience in my work. I feel satisfied when I
witness people succeeding in their careers because of my
assistance.
I cherish the ideas that I am good at wooing others to listen to
my advice because I have built trust on them. To woo others is
moral courage, where individuals are willing to encounter social
disapproval as they undertake what they believe is their duty
(Press, 2018). Being strategic has helped in coming up with
different ways of solving people’s problems, in addition to
showing them how to distribute responsibilities. A strategic
leader does not fall short of options to exploit whenever he/she
is confronted with an issue that requires his/her opinion.
My personal leadership philosophy has also helped in
recognizing areas that I need to strengthen in order to meet my
goals, as well as assist others in meeting theirs. For instance, I
have realized that I am not good in responding to feedback and
the lack of creativity has made me struggle to offer lasting
solutions to some of the issues that I have encountered as a
leader. Sometimes, employees may make unreasonable demands
or allow emotions to express their anger towards their leaders
(Zhang, 2016). In such cases, it may become difficult to offer
feedback on time. Thus, I would like to change the way I deal
with both positive and negative feedback from the team that I

8. lead.
Consequently, my plan to strengthen my feedback response
should be based on how I prioritize things, and what I intend to
do with the information once I receive it. I should strive to
become a responsible leader, who, according to Voegtlin
(2016), should engage actively with stakeholders through
effective communication and encouraging participative
decision-making. Zhang (2016) suggests that feedback should
be dealt with immediately to avoid the negative influence and
employee turnover. My plan to enhance creative thinking will
involve reading books and articles written by famous people
who have succeeded in their careers, in addition to asking
advice from senior leaders from the same industry. Having an
interest in the latest technology and being curious about what
other people are doing can help in enhancing personal
creativity.
References
Aga, D. A., Noorderhaven, N., & Vallejo, B. (2016).
Transformational leadership and project success: The mediating
role of team-building. International Journal of Project
Management, 34(5), 806-818.
Hargett, C. W., Doty, J. P., Hauck, J. N., Webb, A. M., Cook, S.
H., Tsipis, N. E., ... & Taylor, D. C. (2017). Developing a
model for effective leadership in healthcare: a concept mapping
approach. Journal of healthcare leadership, 9, 69.
Press, E. (2018). Moral courage: A sociological perspective.
Society, 55(2), 181-192.
Voegtlin, C. (2016). What does it mean to be responsible?
Addressing the missing responsibility dimension in ethical
leadership research. Leadership, 12(5), 581-608.
Waldo, R. D., Clark, M., & Wharton, R. B. (2018, June). The
Measure of Emotional Intelligence in Leaders. In Global
Conference on Business and Economics (GLOBE 2018).
Zhang, Y. (2016). A review of employee turnover influence
factor and countermeasure. Journal of Human Resource and
Sustainability Studies, 4(02), 85.

9. semiloore Akerele
Your Signature Themes
SURVEY COMPLETION DATE: 09-25-2019
DON CLIFTON
Father of Strengths Psychology and
Inventor of CliftonStrengths
1218032718 (semiloore Akerele)
© 2000, 2006-2012 Gallup, Inc. All rights reserved.
1
semiloore Akerele
SURVEY COMPLETION DATE: 09-25-2019
Many years of research conducted by The Gallup Organization
suggest that the most effective people
are those who understand their strengths and behaviors. These
people are best able to develop
strategies to meet and exceed the demands of their daily lives,
their careers, and their families.
A review of the knowledge and skills you have acquired can
provide a basic sense of your abilities,
but an awareness and understanding of your natural talents will
provide true insight into the core

10. reasons behind your consistent successes.
Your Signature Themes report presents your five most dominant
themes of talent, in the rank order
revealed by your responses to CliftonStrengths. Of the 34
themes measured, these are your "top
five."
Your Signature Themes are very important in maximizing the
talents that lead to your successes. By
focusing on your Signature Themes, separately and in
combination, you can identify your talents,
build them into strengths, and enjoy personal and career success
through consistent, near-perfect
performance.
Responsibility
Your Responsibility theme forces you to take psychological
ownership for anything you commit to, and
whether large or small, you feel emotionally bound to follow it
through to completion. Your good name
depends on it. If for some reason you cannot deliver, you
automatically start to look for ways to make
it up to the other person. Apologies are not enough. Excuses and
rationalizations are totally
unacceptable. You will not quite be able to live with yourself
until you have made restitution. This
conscientiousness, this near obsession for doing things right,
and your impeccable ethics, combine to
create your reputation: utterly dependable. When assigning new
responsibilities, people will look to
you first because they know it will get done. When people come
to you for help—and they soon
will—you must be selective. Your willingness to volunteer may
sometimes lead you to take on more

11. than you should.
Relator
Relator describes your attitude toward your relationships. In
simple terms, the Relator theme pulls you
toward people you already know. You do not necessarily shy
away from meeting new people—in fact,
you may have other themes that cause you to enjoy the thrill of
turning strangers into friends—but you
1218032718 (semiloore Akerele)
© 2000, 2006-2012 Gallup, Inc. All rights reserved.
2
do derive a great deal of pleasure and strength from being
around your close friends. You are
comfortable with intimacy. Once the initial connection has been
made, you deliberately encourage a
deepening of the relationship. You want to understand their
feelings, their goals, their fears, and their
dreams; and you want them to understand yours. You know that
this kind of closeness implies a
certain amount of risk—you might be taken advantage of—but
you are willing to accept that risk. For
you a relationship has value only if it is genuine. And the only
way to know that is to entrust yourself to
the other person. The more you share with each other, the more
you risk together. The more you risk
together, the more each of you proves your caring is genuine.
These are your steps toward real
friendship, and you take them willingly.

12. Strategic
The Strategic theme enables you to sort through the clutter and
find the best route. It is not a skill that
can be taught. It is a distinct way of thinking, a special
perspective on the world at large. This
perspective allows you to see patterns where others simply see
complexity. Mindful of these patterns,
you play out alternative scenarios, always asking, “What if this
happened? Okay, well what if this
happened?” This recurring question helps you see around the
next corner. There you can evaluate
accurately the potential obstacles. Guided by where you see
each path leading, you start to make
selections. You discard the paths that lead nowhere. You
discard the paths that lead straight into
resistance. You discard the paths that lead into a fog of
confusion. You cull and make selections until
you arrive at the chosen path—your strategy. Armed with your
strategy, you strike forward. This is
your Strategic theme at work: “What if?” Select. Strike.
Learner
You love to learn. The subject matter that interests you most
will be determined by your other themes
and experiences, but whatever the subject, you will always be
drawn to the process of learning. The
process, more than the content or the result, is especially
exciting for you. You are energized by the
steady and deliberate journey from ignorance to competence.
The thrill of the first few facts, the early
efforts to recite or practice what you have learned, the growing
confidence of a skill mastered—this is
the process that entices you. Your excitement leads you to
engage in adult learning

13. experiences—yoga or piano lessons or graduate classes. It
enables you to thrive in dynamic work
environments where you are asked to take on short project
assignments and are expected to learn a
lot about the new subject matter in a short period of time and
then move on to the next one. This
Learner theme does not necessarily mean that you seek to
become the subject matter expert, or that
you are striving for the respect that accompanies a professional
or academic credential. The outcome
of the learning is less significant than the “getting there.”
1218032718 (semiloore Akerele)
© 2000, 2006-2012 Gallup, Inc. All rights reserved.
3
Achiever
Your Achiever theme helps explain your drive. Achiever
describes a constant need for achievement.
You feel as if every day starts at zero. By the end of the day
you must achieve something tangible in
order to feel good about yourself. And by “every day” you mean
every single day—workdays,
weekends, vacations. No matter how much you may feel you
deserve a day of rest, if the day passes
without some form of achievement, no matter how small, you
will feel dissatisfied. You have an
internal fire burning inside you. It pushes you to do more, to
achieve more. After each
accomplishment is reached, the fire dwindles for a moment, but
very soon it rekindles itself, forcing
you toward the next accomplishment. Your relentless need for

14. achievement might not be logical. It
might not even be focused. But it will always be with you. As
an Achiever you must learn to live with
this whisper of discontent. It does have its benefits. It brings
you the energy you need to work long
hours without burning out. It is the jolt you can always count on
to get you started on new tasks, new
challenges. It is the power supply that causes you to set the
pace and define the levels of productivity
for your work group. It is the theme that keeps you moving.
1218032718 (semiloore Akerele)
© 2000, 2006-2012 Gallup, Inc. All rights reserved.
4
semiloore AkereleDon CliftonFather of Strengths Psychology
and Inventor of
CliftonStrengthsResponsibilityRelatorStrategicLearnerAchiever
My Post
Leadership Profile
Several scholarly articles identify characteristics of
good nurse leaders but offer only a few means by which such
individuals could cultivate them (Scully, 2014). Being able to
identify one’s strengths could help a leader improve his
leadership traits. In this week’s discussion, the Gallup’s (2019)
StrengthsFinder assessment revealed five themes of my
strengths as a leader. The five themes were achiever, empathy,
includer, connectedness, and learner. As a clinical educator in
the emergency department of my facility, the position may not
be considered a leadership role, but being able to identify my
strengths is vital as an informal leader to the nurses in the
department.
Strengths
The two strengths from the CliftonStrengths report that

15. I would like to improve upon are learner and connectedness
(Gallup, 2019). Learners, according to Gallup (2019) have a
great desire to know more and continuously improve. As an
educator, learning is a steady process for me, and is something
that I need to continuously work upon. Nursing competencies
are based on the knowledge and skills taught to them (Jamshidi,
Molazem, Sharif, Torabizadeh, & Kalyani, 2016), thus, to be
able to effectively teach the staff nurses, it is crucial that I
enhance my skill and trait as a learner. Meanwhile,
connectedness, according to Gallup (2019) means having faith
in the links among all things. A leader with this strength
believes there are only a few coincidences, and that every event
has a meaning (Gallup, 2019). By nurturing this strength, I
could help individuals realize that teamwork and group efforts
are important in accomplishing tasks, which is important in a
busy emergency department like ours.
Core Values
Nursing core values are standard components in all
clinical and educational nursing settings. The core values guide
and motivate the professional behaviors of nurses in their
respective work areas (Poorchangizi, Farokhzadian,
Abbaszadeh, Mirzaee, & Borhani, 2017). Sherman (2015)
enumerated some examples or nursing leadership core values
and two that I would like to strengthen are the willingness to
tolerate differences in opinions, and a commitment to a caring-
based approach to leadership. The two core values will strongly
influence the includer and empathy themes identified in the
strength assessment report discussed.
Characteristics
Two characteristics that I would like to strengthen are
adaptability and individualization. Adaptability is not viewing
the future as a fixed destination, but a place to create out of the
choices that one makes right now (Gallup, 2019). In the
emergency department, it is important that nurses adapt to the
stressful situations occurring daily in the department. Being
able to show to my clinical staff that I can adapt to the various

16. stressors in our unit as a role model could help them feel that
they are not alone. Adaptive leadership is a trait that needs to
be cultivated because even stable situations can become
unstable when faced with new challenges. Another
characteristic that I would like to strengthen is
individualization. The individualization theme allows a leader
to be intrigued by the unique qualities of each person (Gallup,
2019). As an educator, I tend to see them as a group of
individuals. It is necessary that I pay more attention to their
individual skills, attitudes, and interests to draw out their
uniqueness and bring out their highest potential.
References
Gallup. (2019). Clifton StrengthsFinder 2.0. Retrieved from
https://walden.gallup.com
Jamshidi, N., Molazem, Z., Sharif, F., Torabizadeh, C., &
Kalyani, M. N. (2016). The challenges of nursing students in
the clinical learning environment: A qualitative
study. Scientific World Journal. doi: 10.1155/2016/1846178
Poorchangizi, B., Farokhzadian, J., Abbaszadeh,, A.,
Mirzaee, M., & Borhani, F. (2017). The importance of
professional values from clinical nurses’ perspective in
hospitals of a medical university in Iran. BioMed Central
Medical Ethics, 18(20). doi:10.1186/s12910-017-0178-9
Scully, N. J. (2015). Leadership in nursing: The importance of
recognizing inherent values and attributes to secure a positive
future for the profession. Collegian, 22(4), 239-244.
https://doi.org/10.1016/j.colegn.2014.09.004
Sherman, R. O. (2015). Nursing leadership core values.
Retrieved from https://www.emergingrnleader.com/nursing-
leadership-core-values
Responses to my post
Thank you for your post, it sounds like you have wonderful
leadership qualities. I wonder if you have heard or utilize
trauma informed care in your nursing practice? I believe that
trauma informed care can help develop all your strengths.

17. Trauma informed care is a treatment framework that focuses on
the widespread impact of trauma. Many individuals in the
healthcare field are exposed to secondary trauma while working
with patients, this treatment framework applies nicely to our
interactions with staff as well as patients. Understanding that
everyone has a past, and their current behavior or actions are
possibly due to a traumatic event that someone was subjected to
brings a perspective that allows people to take a step back and
see peoples suffering instead of their undesirable behaviors.
Trauma has a complex effect on patients and providers, and it is
important for leaders to understand the effects of trauma can be
unpredictable and long lasting (Menschner & Maul, 2016). Key
components to trauma informed care are empowerment, choices,
collaboration, safety, and trustworthiness. When our colleagues
feel we provide these components to them in their work
environment communicating about current opportunities for
growth or proactive planning to ensure an optimal learning
environment for those who need different accommodations to
want to develop themselves.
Studies show that the implementation of these components leads
to positive patient outcomes and happier, more productive work
environments (Menschner & Maul, 2016). Transformational
leaders recognize the importance of these characteristics and
encourage colleagues to understand that cultures of
empowerment, choices, collaboration, safety, and
trustworthiness is essential to a well-run healthcare system
(Riggio, 2016).
Understanding trauma informed care helps us better understand
ourselves and the reasons for our own behaviors. It has helped
me recognize my reactions to situations and their differences
depending on the environment or people present. It really helps
create a picture of hope and empowerment for colleagues when
one focuses on strengths and can help a person recognize and
build off them. Respect, support, a manageable amount of
conflict, consistency, accountability, and open communication
yield positive results in a healthcare system. Organizations tend

18. to focus on implementing trauma informed care for patients, but
I think utilizing this concept in every interaction helps one
recognize where a person is at and helps adapt the leadership or
teaching style to fit the other person’s needs.
Thanks again! -Kerry
References
Menschner, C, & Maul, A. (2016). Key Ingredients for
Successful Trauma-Informed Care Implementation. Retrieved
from http://www.chcs.org/media/Brief-Key-Ingredients-for-TIC-
Implementation-1.pdf
Riggio, R. (2014). What Is Authentic Leadership? Do You Have
It? Retrieved from
https://www.psychologytoday.com/us/blog/cutting-edge-
leadership/201401/what-is-authentic-leadership-do-you-have-it