As a leader managing change, how might you leverage the strengths of others to compensate for characteristics you are still developing in your own professional leadership personality?
Rath (2017) explains that people should focus more on strengths than weaknesses: “At its fundamentally flawed core, the aim of almost any learning program is to help us become who we are not. . . From the cradle to the cubicle, we devote more time to our shortcomings than to our strengths” (p. 3). Throughout nurses’ careers, the status quo is to work tirelessly to improve or change characteristics and talents for which the individual is weak. While I agree that in our profession weak areas do need to be addressed, I think we could do more to develop those areas where individuals naturally “shine.”
As a leader managing change, how might you leverage the strengths of others to compensate for characteristics you are still developing in your own professional leadership personality?
Reference: Rath, T. (2017). Discover your CliftonStrengths. New York, NY: Gallup Press.
Instructions:
Use an APA 7 style and a minimum of 200 words. Provide support from scholarly sources. The scholarly source needs to be: 1) evidence-based, 2) scholarly in nature, 3) Sources should be no more than five years old (published within the last 5 years), and 4) an in-text citation. citations and references are included when information is summarized/synthesized and/or direct quotes are used, in which APA style standards apply.
• Textbooks are not considered scholarly sources.
• Wikipedia, Wikis, .com website or blogs should not be used.