11 Leadership Ph

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Leadership Philosophy: Nursing
Pamella Brown
Masters in Nursing, Walden University
NURSING 6053, Section 01, Interprofessional Organizational
and System Leadership
Sandra Siedlecki
April 11, 2021
Through the journey of becoming a leader, it is inevitable for
one to emulate and look up to a given leader to follow and
follow in their footsteps or even eventually doing better than
they did. However, one through the leadership journey
unknowingly, one form their unique leadership philosophy that
will follow through the trip (Figliuolo, 2011 as cited in
Speranza & Pierce, 2019). This paper will highlight my personal
views on leadership and how I perceive it to be. Personally,
leadership in the workspace is an essential entity that aims to
address and show people when I become a leader. I will be what
guides and motivates me toward good leadership and my

personal goals towards good leadership. Therefore, this paper is
a discussion of my vision, core values, and missions in
leadership. Additionally, this paper will cover my assessment of
my strengths through the Clifton strength assessment technique,
summarise the profile of my skills and mention the key areas I
would like to strengthen.
Core Values
To dictate your leadership journey and behavior, one needs to
have core values to guide them and keep them in line. In
nursing, and from a personal view, caring, perseverance,
honesty, learning, and ambition to set a goal and work to
achieve them should be a leader's core values. However, the
underlying core value every nurse should possess is being
caring. Dyess (2015) states that the uniting and transforming
factor in the nursing profession is caring, giving a sense of
responsibility to the patients. From the leadership perspective,
caring is a significant value. Not only does it help in connecting
with patients and with my colleagues. Caring bring about co-
operation in the workspace. If employees feel cared for, it
automatically commands respect and understanding. Thus, since
my inception into nursing education and career life, it has been
the first core value to embrace.
Learning and perseverance also prioritize my core values, from
the two core values other relevant to leadership in nursing.
Knowledge and determination enable one to develop diversity as
a core value which is crucial in adapting to problematic
situations and embracing the different cultures and people's
ways of life in the workplace. American Nurses Association put
out diversity being an essential quality in nursing,
acknowledging and appreciating that there are several beliefs,
thoughts, and attitudes in the health-seeking behaviors in the
healthcare sector. Diversity is a portrayal of how we interreact
with the society and our responsibility to uphold the code of
ethics during health care delivery, considering and without bias
toward the indifference religion, beliefs, cultures, and priorities
with patients and fellow workers(American Nurses Association,

n.d.).
Mission statement
To identify and tap into my vision, mission, and full potential
as a nurse, my aim would be to self-reflect to find my true
purpose as a nurse and a leader to my colleagues. My mission as
a healthcare provider is to provide quality services and care to
my patients, friends, family, colleagues, and the surrounding
community through excellent and exceptional leadership and
healthcare services. My immediate goal and commitment are
quality healthcare provision to my patients and community to
promote their overall health quality and respectable and quality
leader to my colleagues and community.
Clifton Strength Assessment
The Gallup Organization's extensive research deduces that
influential people get to understand their strengths and
behaviors. Through which one can come up with strategies to
which they attain their set targets. From the research, thirty-
four themes are put out to be the definition of individual
strength and behaviors. However, Pamela (2021) places five
pieces to be the top to be used in Clifton'sstrengthassessme nt,
which is well understood. From the five, I summarize my key
strengths and which areas are most suitable and need
improvement. I would characterize myself as an Achiever, for a
very goal that I set, I push myself to the limit to achieve it. At
times, my fellow students refer to me as the "the bullseye" this
is attributed to my relentless efforts to achieve what I set to hit
the targets.
Being a realtor can be said to be one of the most potent
behaviors. This comes up naturally, as my core value of being
caring makes it simple for me. I can easily connect with new
people and establish deep connections with them. Other than
those I have known, I can easily relate to them and create a
conducive rapport. Nevertheless, for the solid point, we have
those areas that derail according to the assessment. I want to
improve my maximizer and futuristic as a theme and personal
behavior.

Futuristic
Futuristic as behavior entails having the ability to make
sense of what is currently going on but perceiving and
interpreting it to what may be or what it will be in the future. In
my earlier work on my leadership philosophy, one of my visions
as a leader was being quick in solving the communities and my
team's problems, thus leading to the quality provision of
healthcare services through my leadership. William Gibson
asses that we have no future because our present is too volatile.
We have risk management.
The spinning of the given moment's scenarios (Henthorne,
2011). From this, we can deduce our future is determined by
how to see and handle things in our current times, thus to be an
effective leader, I will have to make decisions considering the
future outcome. Developing my futuristic behavior will entail
going through the planned development strategy.
Development strategy
To develop and build a robust futuristic behavior, I will
have to through three key steps to gauge myself from time to
time to determine my progress towards building a solid
futuristic behavior. The initial step will be preparing myself to
work with being Futuristic; implying that preparing myself to
support for my futuristic thinking, i.e., for every thought or
decision that I have to make, should gauge it with a futuristic
approach or mentality and from the approach the path that I
should choose to take I should provide a logical explanation
why It was the right one. From this, my ambitious visions of the
future will be rooted in real possibilities.
The second step will be to lead to a futuristic; the company
that surrounds you plays a more significant part in turning out.
Having a company rooted in this behavior will force me to align
my vision with futuristic thinking, thus tapping into the full
potential of my futuristic talent as it will be a norm to use it
around them. Additionally, the company will feel exhilarated by
efforts towards building and achieving the visions, thus making
it easy to harness our energy to propel the idea towards reality.

Finally, the final step will be to live in a futuristic manner ,
which will involve me having to set out more time to think
about the future, i.e., for every decision I have to make that has
an impact on my leadership vision, I should take more time to
gauge e the decision the possible impacts it may have on my
future visions. Furthermore, the more time I spend pegging my
decisions with the future, the more vivid and robust I nurture
the behavior, i.e., through practice, perfection is achieved as
seen through the works of Jack(1997).
Maximizer
Maximizer as a behavior can be deduced as the ability to take a
situation or something that is considered below average
(Asplundet al., 2007). Taking it above average or to higher
levels requires a substantial amount of effort. Still, it is
thrilling and satisfying to bring out the change in situations
deemed to be unworthy of investing in it in the long run. In line
with my vision of providing quality healthcare and service to
the community and patients, plus quality leadership to my
fellow workmates, it requires a maximizer mentality to improve
the poor healthcare services to standard healthcare services.
Development strategy
Like the futuristic development strategy, the maximizer
also has three similar vital steps, the difference being the
approach and style of implementation. The first step is working
with maximizer; through seeking roles requiring me to help
people succeed or change their situations below average to
better levels. Through the coaching, managing, and mentoring
their positions, my focus on maximization strengths will
improve, thus turning around situations and people's characters.
The second step will be leading with maximizer, devising ways
to measure my performance and others' performance. This will
help spot areas that can be easily improved or prioritize during
the improvement process, boosting my tactical mentality during
maximization.
Assessment of progress
To determine the progress, an evaluation will be made

every four weeks. The determinant factors that will gauge
progress will be how many situations deemed below average did
I manage to turn around.
Conclusion
It can be deduced that the two behaviors are a vital part of
the vision for better leadership and to achieve my foreseen
leadership philosophy. The development plan's analysis and
compression can be effective in developing the skills only if I
stick to them.
References
American Nurses Association. (n.d.). Diversity Awareness.
Retrieved from https://www.nursingworld.org/practice-
policy/workforce/clinical-practice -material/diversity-
awareness/
Asplund, J., Lopez, S. J., Hodges, T., & Harter, J. (2007). The
Clifton StrengthsFinder 2.0 technical report: Development and
validation. Princeton (NJ): Gallup Inc.
Dyess SL, Prestia AS, & Smith MC. (2015). Support for Caring
and Resiliency Among Successful Nurse Leaders. Nursing
Administration Quarterly, 39(2):104–116. doi:
10.1097/NAQ.0000000000000101.

Henthorne, T. (2011). William Gibson: A Literary
Companion (Vol. 12). McFarland.
Speranza, C.R., & Pierce, A. (2019). Development of a Personal
Leadership Philosophy: An & Experiential and Reflective
Opportunity in the Graduate Classroom. Journal of Leadership
Education. doi: 10.12806/V18/I3/A2
Walshe, M. (1993). Teachings of a Buddhist Monk.
AjhanSumedho. Edited by Diana St Ruth. Foreword by Jack
Kornfield. (Buddhist Publication Group) Sharpham North 1990.
109 pp., illustrated. £ 4.99. Buddhist Studies Review, 10(1),
120-121.
1
Leadership Philosophy: Nursing
Pamella Brown
Masters in Nursing, Walden University
NURSING 6053
, Section
01, Interprofessional Organizational and System Leadership
Sandra Siedlecki

April 11, 2021
Christina Gordon
RE: Discussion - Week 4
COLLAPSE
Top of Form
Hi Pamella,
I enjoyed reading your discussion this week. You provided good
incite of how efficient a leader should be when leading staff.
According to (Pishgooie et al 2018) a transformational leader is
good quality source because they can impact the team by
providing clear expression of values, objectives, and mission of
the organization. Transformational leaders try to raise
confidence in employees by implementing respect through
caring acts, supporting their views and suggestions, and being
optimistic about the future. There are many leadership styles
that can be utilized in the nursing field and every leader has a
uniqueness to deliver that style of leadership.
A good leader acquires ethical standards and principals of
nursing that are reflected upon staffmembers. Blizzard 2020
conveys that when nursing staff are aware of clear-cut
instructions, teamwork and communication can be easily
modified aspects of the work. Many areas of the environment
and productivity for patient care and staff relationships are

improved as well. When nurse leaders spend time
communicating with staff, they demonstrated recognition and
support of their team members and provide a “practice what you
preach method of teaching. Thank you for sharing your
experience with a great leader.
References
Blizzard, L. & Woods, S. L. (2020). The Relationship Between
the Implicit Rationing of Nursing Care and Emotionally
Intelligent Leadership Style. JONA: The Journal of Nursing
Administration, 50(12), 623–628
http://doi:10.1097/NNA.0000000000000949
Pishgooie, A. H., Atashzadeh‐ Shoorideh, F.,
Falcó‐ Pegueroles, A., & Lotfi, Z. (2018). Correlation between
nursing managers’ leadership styles and nurses' job stress and
anticipated turnover. Journal of Nursing Management,27(3),
527-534. http://doi:10.1111/jonm.12707
Bottom of Form
PLEASE REPLY TO THIS POST THANK YOU
Sandra Siedlecki WALDEN INSTRUCTORMANAGER
RE: Discussion - Week 4
COLLAPSE
Top of Form
Pamella thanks for the post- as you think about your past
experiences, what characteristics of what person made you think
that they were a leader (not a manager)? What characteristics
must you acquire to become a leader yourself? Think about your
current position, do people follow you? Why or why not? Dr S
REPLYQUOTEEMAIL AUTHOR
Bottom of Form

Christina Gordon
RE:
Discussion
-
Week
4
COLLAPSE
Hi Pamella,
I enjoyed reading your discussion this week. You provided good
incite of how efficient a leader should
be when leading staff. According to (Pishgooie et al 2018) a
transformational leader is good quality source
because they can impact the team by providing
clear expression of values, objectives, and mission of the
organization. Transformational leaders try to raise confidence in
employees by implementing respect through
caring acts, supporting their views and suggestions, and being
optimistic about the futu
re. There are many
leadership styles that can be utilized in the nursing field and

every leader has a uniqueness to deliver that style
of leadership.
A good leader acquires ethical standards and principals of
nursing that are reflected upon
staffmembers.
Blizzard
2020
conveys
that
when
nursing staff are aware of clear
-
cut instructions,
teamwork
and
communication
can
be
easily
modified

aspects
of
the
work.
Many
areas
of
the
environment
and
productivity
for
patient
care
and
staff
relationships

are
improved
as
well.
When
nurse
leaders
spend
time
communicating
with
staff,
they
demonstrated
recognition
and
support
of

their
team
members
and
provide
a
“practice
what
you
preach
method
of
teaching.
Thank you for sharing your experience with a great leader.
Refer
ences
Blizzard,

L.
&
Woods,
S.
L.
(2020).
The
Relationship
Between
the
Implicit
Rationing
of
Nursing
Care
and
Emotionally
Intelligent

Leadership
Style.
JONA:
The
Journal
of
Nursing
Administration,
50
(12),
623
–
628
http://doi:10.1097/NNA.0000000000000949
Pishgooie, A. H., Atashzadeh
-
Shoorideh, F., Falcó
-
Pegueroles, A., &
Lotfi, Z. (2018). Correlation between

nursing managers’ leadership styles and nurses' job stress and
anticipated turnover.
Journal of Nursing
Management,
27
(3), 527
-
534.
http://doi:10.1111/jonm.12707
PAMELLA BROWN
Your Signature Themes
SURVEY COMPLETION DATE: 03-29-2021
DON CLIFTON
Father of Strengths Psychology and
Inventor of CliftonStrengths
1271396520 (PAMELLA BROWN)
© 2000, 2006-2012 Gallup, Inc. All rights reserved.
1
PAMELLA BROWN

SURVEY COMPLETION DATE: 03-29-2021
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
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.
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
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.
2
Maximizer
Excellence, not average, is your measure. Taking something
from below average to slightly above
average takes a great deal of effort and in your opinion is not
very rewarding. Transforming something
strong into something superb takes just as much effort but is
much more thrilling. Strengths, whether

yours or someone else’s, fascinate you. Like a diver after
pearls, you search them out, watching for
the telltale signs of a strength. A glimpse of untutored
excellence, rapid learning, a skill mastered
without recourse to steps—all these are clues that a strength
may be in play. And having found a
strength, you feel compelled to nurture it, refine it, and stretch
it toward excellence. You polish the
pearl until it shines. This natural sorting of strengths means that
others see you as discriminating. You
choose to spend time with people who appreciate your particular
strengths. Likewise, you are
attracted to others who seem to have found and cultivated their
own strengths. You tend to avoid
those who want to fix you and make you well rounded. You
don’t want to spend your life bemoaning
what you lack. Rather, you want to capitalize on the gifts with
which you are blessed. It’s more fun. It’s
more productive. And, counterintuitively, it is more demanding.
Futuristic
“Wouldn’t it be great if . . .” You are the kind of person who
loves to peer over the horizon. The future
fascinates you. As if it were projected on the wall, you see in
detail what the future might hold, and
this detailed picture keeps pulling you forward, into tomorrow.
While the exact content of the picture
will depend on your other strengths and interests—a better
product, a better team, a better life, or a
better world—it will always be inspirational to you. You are a
dreamer who sees visions of what could
be and who cherishes those visions. When the present proves
too frustrating and the people around
you too pragmatic, you conjure up your visions of the future
and they energize you. They can energize

others, too. In fact, very often people look to you to describe
your visions of the future. They want a
picture that can raise their sights and thereby their spirits. You
can paint it for them. Practice. Choose
your words carefully. Make the picture as vivid as possible.
People will want to latch on to the hope
you bring.
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
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
3
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.
Focus
“Where am I headed?” you ask yourself. You ask this question
every day. Guided by this theme of
Focus, you need a clear destination. Lacking one, your life and
your work can quickly become
frustrating. And so each year, each month, and even each week
you set goals. These goals then
serve as your compass, helping you determine priorities and
make the necessary corrections to get
back on course. Your Focus is powerful because it forces you to
filter; you instinctively evaluate
whether or not a particular action will help you move toward
your goal. Those that don’t are ignored. In
the end, then, your Focus forces you to be efficient. Naturally,
the flip side of this is that it causes you
to become impatient with delays, obstacles, and even tangents,
no matter how intriguing they appear
to be. This makes you an extremely valuable team member.
When others start to wander down other
avenues, you bring them back to the main road. Your Focus
reminds everyone that if something is not
helping you move toward your destination, then it is not
important. And if it is not important, then it is
not worth your time. You keep everyone on point.
4

PAMELLA BROWNDon CliftonFather of Strengths Psychology
and Inventor of
CliftonStrengthsAchieverMaximizerFuturisticRelatorFocus
Upcoming paper (week 6)
READ the rubric- the third part of this paper must be the bulk
of your paper (worth 55% of grade)
In the first section (worth only 15 points max) be sure to
include all three- they are not one and the same
· Philosophy statement- contains your beliefs, values, and the
principles that guide you as you live your life as a nurse- it
answer the question about who are you as a nurse.
· I believe that nursing is whatever nurses are doing, wherever
they are doing it. Nursing is both an art and science and how we
apply our nursing skills is as important as the skills themselves.
· Mission statement – defines who you are now as a nurse, what
you stand for and your objectives as a nurse-
· My nursing goal is to endeavor to improve the life of everyone
I care for, teach, and work by with freely offering my time, my
skill and my knowledge without reservation or bias.
· Vision statement- describes your future goals, who you want
to be and where you want to be in the future
· My future nursing goals are to contribute to the profession
through teaching and service in professional organizations, and
to inspire a passion for learning and caring in the next
generation of nurses.
The second section (15 points max) of the paper asks you to
submit a summary of your CliftonStrengths Assessment -
summarizing the results of your profile; and to describe two key
behaviors you wish to strengthen.
· Make sure you cite and references this tool in your paper
· Provide a comprehensive and substantive summary- DO NOT
cut and paste the tool into your paper
· Pick the two behaviors you want to change wisely (make sure
you can find research on how to change them)

· Describe the behaviors, do not just LIST them
The last major section of the paper is the PLAN- (worth 55% of
your grade)
· Bulk of content belongs here
· All suggestions for the planned change MUST be supported by
the evidence in the literature (no blogs, newspaper, or
magazines)- Use the library and Professional journal articles,
preferably research studies.
· Plan must be consistent with your personal vision (your
future)
Steps to Behavior Change: my example
I think the most easily recognized change might be one to
improve my overall health (goal).
Objectives:
1. I will begin walking 10,000 steps per day for the next 4
weeks (I know there is research on this I can cite)
a. Explain how you will do this and cite sources
i. Walk instead of ride in a golf cart on Monday and Thursday
for my gold league
ii. Take dog for a walk each evening- twice around the block
2. I will eat at least 2 servings of fresh vegetables each day for
4 weeks(I know there is research on this I can cite)
i. I will create a meal plan ahead of time that includes fresh
vegetables
ii. I will make sure I have fresh vegetable in the refrigerator
3. I will get 8 hours of sleep each night for 4 weeks (I know
there is research on this also)
i. I will go to bed by 10 pm, shutting off lights and listening to
my favorite relaxing music
ii. I will stop watching TV or using electronic devises by 9 pm
to promote better sleep

Evaluation is the most important part of the plan- I will plan to
reevaluate in 4 weeks (that was in my objective) by checking
my Fitbit recorder to see how many days I hit my 10,000 step
goal, I will check my food diary to see how many servings of
vegetables I had each day, and I will check my Fitbit again to
see how many hours of sleep I got each night. The will you do
going forward?
YOUR Steps in Behavior Change Plan
· See that there is a problem.- You did this in the previous
section of your paper with the Assessment
· Identify which behaviors are the problem.- this was also
identified in the previous section of the paper
· NOW comes the PLAN-
· Set goals for behaviors you want to stop and start.
· Goals (one for each behavior)- what do you want to do (in
general)
· Create a plan for how to reach the goals.
· To reach these goals you will need objectives- steps to get you
there- objectives and goals are not the same. You will have at
least 2-3 objectives for each goal
· Objectives use active verbs, are measureable, and have a
timeframe
· Objectives tell your what you will do each day to achieve your
goal
· Create a way and timeframe for evaluating your success or
lack of success based upon the outcome you identified in your
objective
Finally every paper must have an introduction and a conclusion,
and your introduction must include a comprehensive purpose

statement
NOW LETS TALK ABOUT OTHER WRITING ISSUES
Common error by Novice writer- Examples of trivia or material
taken out of context- do not cite trivia
What not to do
Jones (2018) wrote a paper about leadership values.
Nurses provide holistic care and are ethical (Jackson,
2020).
See below for an example for what to cite and how - do not cite
trivia
Strengths and Limitations of Correlation Designs
Strengths
Perhaps the biggest advantage of a correlation design is the
ability to assess relationships between many variables in a
single study (Adams, 2019). Correlation designs are excellent to
use when little is known about a problem or phenomenon. It
provides information that would be useful for designing more
rigorous studies (Polit & Beck, 2017)
Limitations
The major limitation of correlation research is that the results
do not really indicate cause and effect (Adams, 2019; Marrin &
Bridgmon, 2012). Correlation can only identify relationships, it
cannot explain why relationships exist. Two variables could be
genuinely related to each other, or a third variable could act on
both variables in the same way making it appear they are related
(Polit & Beck, 2017).

REFERENCES- Dos and Don’ts
The most common mistakes in references is incorrect
capitalization, italics or doi
Capitalization of titles (articles and BOOKS)
· Only Capitalize proper names, The first word in a title and the
first word following a colon or dash)
Italics- Used for volume and name of a journal and for title of a
book
· Journal of Advanced Nursing, 13(4), 122-125.
DOI numbers
· Found on the first page of text for professional journals
· DOES NOT include the words “Walden Library”- that is a cut
and paste error
Correct:
Siedlecki, S. L. (2020). Understanding descriptive research
designs and methods. Journal of Clinical Nurse Specialist,
34(1), 8-12. https://doi:10.1097/NUR.0000000000000493

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