MHA FPX 5012 Asessment 4 Personal Leadership Model MHA-FPX 5012 Organizational Leadership and Governance Personal Leadership Model Emotional Intelligence

Emotional intelligence refers to the ability to understand one’s own emotions and those of others. Historically, expressing emotions in the workplace was viewed as a distraction and a barrier to efficiency (Goleman, Boyatzis, & McKee, 2013). However, individuals who fully grasp and utilize emotional intelligence are aware of their emotions, the reasoning behind them, and their potential impact on others. Conversely, those lacking this understanding often experience elevated stress levels, which can lead to negative behaviors towards colleagues, such as passive aggression, yelling, and blaming others (Zeider, Matthews, & Roberts, 2012). This can create a work environment where employees feel uncomfortable and less committed to the organization.

Furthermore, a deficiency in emotional intelligence can impede collaboration, as team members may hesitate to share ideas with a leader who struggles to manage their emotions. Emotional intelligence encompasses not only the avoidance of negative behaviors but also the effective identification and resolution of conflicts. Leaders with high emotional intelligence cultivate a positive work environment where staff feel safe to express their opinions without fear of retaliation. Such leaders do not take things personally and can move forward with implementing plans. The development and quality of a leader’s emotional intelligence extend beyond their individual capabilities, influencing how they manage teams and interact with colleagues (Ryback, 2012).

Personal Leadership Assessment

During my time at Accordius Health of Brevard, we employed numerous agency-contracted positions through Fusion Medical Staffing and National Healthcare Staffing. The staffing process involved the agency paying their employees and being reimbursed by the healthcare organization at a predetermined rate. In July 2018, I received calls from both Fusion and National, indicating that invoices for Accordius had not been paid since March 2018. They informed me that if at least fifty percent of the total balance due was not paid within forty-eight hours, they would withdraw their staff from our facility. As the scheduler, I promptly notified our Administrator and prepared for a potential staffing crisis. Approximately sixty percent of our staff were contracted through these agencies, and their withdrawal would leave us understaffed to provide basic care for residents. I contacted all our per-diem agencies and worked diligently to secure as many replacements as possible. This situation placed me at risk of exceeding our budgeted staffing levels if the crisis was resolved. As I was new to the position, I felt immense stress and uncertainty about managing the situation with our limited resources.

Upon reflection, I recognize that I could have handled the situation more effectively by waiting for corporate guidance, explaining the situation to Accordius staff and seeking their assistance, or requesting temporary approval for higher bonuses to incentivize staff. These approaches could have minimized the potential for excessive staffing and revenue waste. Understanding one’s strengths and weaknesses, as well as how to handle challenging situations, is crucial for personal leadership development (Daft, 2014). Recognizing the skills that require improvement provides a foundation for growth. By seeking new information and enhancing existing skills, I can better manage stressful situations. Gaining insight into my personal skills helps reshape my perception of such situations, allowing for more effective responses.

Personal Leadership Model

Developing a personal leadership brand involves identifying key values in leadership and consistently delivering on them. Based on my STAR assessment, personal leadership situational assessment, and emotional intelligence assessment, my personal leadership brand is “Encouraging Achievement-Centered Collaboration.” Leading effective teams requires time, development, and full investment. Key leadership strategies derived from my strengths, emotional intelligence, and personal leadership brand include fostering trust and team cooperation, promoting team-building, enhancing listening skills, brainstorming, delegating tasks for learning, providing clear direction and communication, and creating an organizational environment that encourages harmony.

Financial forecasting impacts leadership development by projecting potential financial changes. Understanding financial stability and possible economic shifts enables leaders to plan and adapt effectively (Ruben & Patel, 2017). Financial forecasting assists leaders in determining how to serve consumers more effectively, developing insightful leadership skills that are integral to a leader’s personal brand. By combining my strengths, emotional intelligence, and leadership brand, I aim to instill a comm