Leadership Skills for Healthcare Practice custom essay

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Reflect on the self assessment, identify your main strengths and weaknesses (1000 words) and using SMART tools prepare an action plan for self development for 1 of the areas of weakness (500 words). ***This is the result of my self assessment*** Career Development – Test Two Results – What is your team role? The result of the test is as follows: Your INNOVATOR score is 4 Your CO-ORDINATOR score is 6 Your DRIVER score is 8 Your NETWORKER score is 8 Your SUPPORTER score is 8 Your QUESTIONER score is 10 Your ANALYST score is 10 Your FINISHER score is 8 About Team Roles The role we take on when part of a team has been defined by Dr. Meredith Belbin as “Our tendency to behave, contribute and interrelate with others in a particular way.” We all have natural tendencies in workplace activities. Determining your team role preferences can help you in your career planning and personal development decisions The team roles specified for you will reflect the behaviours and attitudes that you tend to adopt within a work team. However, it is important to keep in mind that your behaviour in a team is not determined solely by your preferences – there are other factors at play. These include: * The role you are expected to play by your boss/employer * The demands of the job * The roles played by other team members, and a need to compensate for what the team lacks * Your training or education * The work environment Most people can and do assume each team role, to some degree. However, there are a few team roles that come to us more naturally. No matter what roles you tend to fill, each role is important and has its own strengths and weaknesses. The following describes the team role characteristics in more depth. How do you behave, contribute and interrelate with others when part of a team? We all have natural tendencies in our workplace. Determining your team role can help you in your career planning and personal development decisions. Your can use this information to find the environment you need to thrive and work out how best to work with colleagues. If all of your tea take the test, it also enables you to work out your whole team’s strengths and weaknesses and can be invaluable in team development activities. For the avoidance of any confusion, this test is in no way connected with the Belbin Self Perception Inventory or Belbin Team Roles, the rights in which are solely owned by Belbin Associates. An individually tailored Team Role Report can be obtained directly from the Belbin Associates website at http://www.belbin.com for ?30. Most people can and do assume several team roles. However, there are often one or two team roles that come to us more naturally. To determine your team roles, read the following questions and answer as you would, should you find yourself in such situations. Innovator The Innovator is often the team’s main source of new and original ideas. Although other team members may also have ideas, the Innovator is likely to have the most original and radical. They tend to be both intelligent and imaginative and will be the source of new approaches to problems that the team has failed to overcome. Innovators are people who have a number of ideas which may well challenge and upset the existing way of doing things. They can be very independent and wish to experiment with ideas regardless of the present systems and methods. They need to be given the freedom to work in this way until their new approaches have been proven. Many organizations therefore set up research and developments units which allow people who have the ideas to bring these to fruition. However, every team must have people to develop their ideas and they should be given an opportunity to talk through their views, even though it may seem at the time to be disturbing the existing way of operating. The characteristics of an Innovator tend to be: * Likes independence to think and innovate * Not afraid to challenge norms * Good at starting new things * Imaginative * Future-oriented * Enjoys complexity * Creative * Likes research work This is similar to what some other tests call an Innovator or Plant. Co-ordinator The Co-ordinator often takes the role of chair within the team, although this may not be recognised officially. They like to preside over the team and coordinate its efforts to meet external targets. They may set the agenda for the team, select the problems for consideration and establish priorities. Co-ordinators like to have new ideas with which to experiment. They have a strong analytical approach and will enjoy developing new ideas, looking for new opportunities and testing to see how a new service may work. They often make excellent development managers, or people concerned with assessing new ventures. In a team role they are at their best when given several different possibilities to analyze and develop before a decision is made. They like organizing new activities and respond well to such challenges. Once they have shown how to implement and idea or a scheme, they often have little interest in the detailed implementation. The characteristics of a Co-ordinator tend to be: * Likes experimenting with new ideas * Good at evaluating different options * Good at organising new activities * Analytical and objective * Developer of ideas * Enjoys prototype or project work * Experimenter Driver The Driver is the often the one who takes charge of specific projects and tasks in the group. Their function is to give shape to the team’s efforts and to bring together the contributions of different team members. Drivers often make things happen and they are concerned with producing action out of ideas and discussions. They enjoy organizing and will always push forward to make sure decisions are made and results are achieved. Other team members may have the ideas but it is typically the Driver who pushes for action to get ideas into practice. They are sometimes prone to impatience and may well rush into action without enough information. Nevertheless, if you want something to happen, give it to a Driver. For them action is the name of the game, even if it does mean upsetting others and challenging rules. The characteristics of a Driver tend to be: * Likes ‘making things happen’ * Ready to add energy and turn an idea into action * May be impatient * Organizes and implements * Quick to decide * Results-oriented * Sets up systems * Analytical. This is similar to what some other tests call a Sculptor or Shaper. Networker The Networker is the main link between the team and the outside world. They often liaise between the team and other teams and the outside world. Networkers are usually excellent at taking up an idea and getting people enthusiastic about it. They enjoy finding our what people outside the organization are up to and they like to compare any new ideas with what others are doing. They are also good at bringing back contacts, information and resources which can help promote the team or project. They may not necessarily be good at controlling details, but they are excellent at seeing the broad picture and developing an enthusiasm amongst other people for an innovation. They are very capable of pushing an idea forward even if they are not always the best people to organize and control it. They can be influential, speak easily in public and frequently come up with a lot of options and ideas for tackling problems. The characteristics of a Networker tend to be: * Likes to connect with people outside the group as well as inside * Good at seeing the big picture * Good at creating enthusiams for new ideas * Persuades easily * Good at selling * Likes varied, exciting, stimulating work * Easily bored * Influential * Outgoing This is similar to what some other tests call a Resource Investigator or Networker. Supporter The Supporter is often more concerned with resolving emotional conflicts and preserving good working relationships within the team than they are with achieving results. Their preferred role is to promote harmony within the group and to reduce discord generated by other team members. Supporters are very good at making sure the team has a sound basis for operations. They take pride in maintaining both the physical side of work and the social side. Such people can very well become the conscience of the team and provide a lot of support and help to team members. They usually have strong views on the way the team should be run, based on their convictions and beliefs. When they believe in what the team is doing, they can be tremendous source of strength and energy. The characteristics of a Supporter tend to be: * Looks after the physical and social elements of the team * A great source of emotional for others on the team * May have strong views on how the team should be run * Loyal * Supportive * Driven by personal values * Strong sense of right and wrong * Motivated by a sense of purpose. This is similar to what some other tests call a Coach or Team Worker. Questioner Questioners are usually good at generating information and gathering it together in such a way that it can be understood. They are usually patient, and are prepared to hold off making a decision until they know as much as they can about the work done. Others may feel that they procrastinate and put things off but the Questioner feels it is better to be accurate than put forward wrong advice. They are invaluable as support members of the team but often dislike being pushed forward as the organiser. Their concern is to make sure that the job is done correctly. Usually they are knowledgeable, well-liked people who prefer an advisory role. The characteristics of a Questioner tend to be: * Likes to help others * Gathers information and makes it understandable * Listens patiently before deciding * Prefers to be slow and fully right rather than quick and mostly right * Supporter of team members * Generous helper * Very tolerant * A collector of information * Dislikes being rushed * Knowledgeable This is similar to what some other tests call a Scientist or Monitor-Evaluator. Analyst The Analyst often lacks the enthusiasm of many of the other team members. They will not often contribute ideas to the group but see their role as that of providing constructive criticism whenever they can see a flaw in a plan or strategy. Although they can have a dampening effect on team morale, they are nevertheless highly valued team members because of their ability to foresee problems. Practical to the last, they will stop the team from rushing head-long into disaster. The characteristics of an Analyst tend to be: * Likes working with detailed information * Good with facts and figures * Strong on control * Detail-oriented * Low need for people contact * An inspector of standards and procedures. This is similar to what some other tests call a Curator. Finisher The Finisher is often the worrier of the group. They are not happy until they have personally checked every detail and have ensured that nothing has been overlooked. Although they can appear pedantic in their approach to problems, they ensure that team members do not make careless mistakes. Finishers take great pride in producing a product or service to a standard. They will do this on a regular basis and feel that their work is fulfilled and plans are met. Indeed, they like working to set procedures doing things in a regular way. The fact that they produced something today does not mean that they will be bored with producing it tomorrow. To the Finisher the important thing is to use one’s existing skills rather than continually change and learn new ways of doing things. They therefore reproducing things and achieving the plans they set. The characteristics of a Finisher tend to be: * Likes completing things on time * Likes working to a budget and a specification * Likes using well-developed skills * Good at methodical, careful work * Practical * Production-oriented * Likes schedules and plans * Pride in reproducing goods and services * Values effectiveness and efficiency This is similar to what some other tests call a Completer-Finisher or Implementer.

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