How Good Leaders Analyze Their Leadership Skills

The results of the questionnaire accurately depicted my ideological views on leadership. The highest scores were relationship emphasis and trait emphasis. The least scores were on ability emphasis and behavioral emphasis. I believe that leadership is about the traits that an individual can embrace ( Cummings et al., 2018) . The subjects of the leader look up to the way the leader carries out themselves. It is the characteristics that define the quality of a good leader based on the ability to showcase the characteristics. 

The universal leadership attributes include being positive, intelligent, motivational, honest, dependable, just, a good planner, good communication skills, encouraging, team builder, risk-taker, and dynamic ( Scully, 2015) . The leadership traits are useful in the daily operations of the leader. I have always had a positive view of leadership traits. I believe that embracing the characteristics makes it easy to influence followers. Leadership is about user actions, through the traits, to persuade others. For instance, communication is one of the key leadership qualities that I value. Communication ensures that the team members can receive information accurately and on time so that they make the necessary decisions. 

A leader who works using personal leadership qualities can motivate the subordinates. That is contrary to authoritative leadership that uses threats and forces to demand actions from team members. In such cases, the subordinates are likely to act without passion for their tasks. Consequently, their productivity reduces ( Scully, 2015) . My liking for leadership traits is also based on the fact that characters communicate much about an individual. For example, an inspirational leader can take an organization through tough circumstances despite prevailing challenges. When the leader is confident, the rest of the team becomes confident. 

My other perspective of leadership is relational emphasis. The driving force of an organization depends on the ability of the leaders and followers to communicate with one another ( Delgado & Mitchell, 2016) . Cooperation among the team members is crucial in achieving common objectives. Leaders must collaborate with the followers to be able to realize goals. One of the aspects of relational leadership is the delegation of duties. When leaders and followers are on good terms, there is the possibility of delegating leadership roles to the followers. What motivates the followers to perform better because they realize job ownership. 

Another aspect of relational leadership is team resistance. A leader who is not on good terms with the followers always faces resistance from the team members. They never have adequate space to implement organizational policies. Conflicts and disagreements characterize the leadership style of poor relations ( Scully, 2015) . Relational leadership is about being interactive rather than having a linear one-way event. Relationship leadership also dictates the way an organization makes decisions. An organization with a poor leader-followers relationship often imposes policies without consulting all the team members. An effective leadership style that advocates for good relations should actively hold consultations before making decisions. Decisions that the organization makes should be a reflection of the entire organization rather than being the decisions of a few individuals within the top leadership positions. 

The least of my leadership perspectives are ability emphasis and behavioral emphasis. It seems that I do not believe in the ability approach because the perspective depends on other factors that are beyond the control of an individual ( Cummings et al., 2018) . For example, an individual who does have the ability to persuade others cannot be a leader. In terms of the behavioral approach, leadership traits are the driving forces behind the behavior of a leader. Someone who does not have good leadership qualities is unlikely to behave like a leader. 

The scores provide a distinction between nurses as leaders as opposed to managers. Nursing is about leadership qualities of taking care of patients as well as the public in matters of public health. The way a nurse relates to a patient affects the quality of healthcare services. Nurses have the responsibility to be compassionate to patients. They must handle patients with love and care. The qualities of a nurse influence patient outcome. The nurse has to show good leadership qualities that avail a favorable environment for the patient. 

Nurse leaders must collaborate with team members instead of imposing policies on team members. Through effective leadership qualities, nurses promote collective decision making within healthcare settings. On the contrary, managerial positions often enforce policies that a few managers have developed ( Delgado & Mitchell, 2016) . Managers never mind whether the policies are not popular among subordinates. Nurse leaders, being in a highly-sensitive must relate well with other team members and patients. A good relationship not only encourages teamwork among staff members but also promotes positive responses from patients ( Scully, 2015) . On the other hand, managers never care about relating well with their subordinates and clients. They technically base their modes of operation on the policies within which an organization operates. 

The results of the questionnaire are instrumental in realizing my perspectives on leadership. I have learned that I value leadership qualities as well as relationship management. As a leader, the results of the questionnaire will enable me to build on my leadership potential. After confirming my emphasis on leadership traits, I will be keen on the qualities of leadership as observed by my team members ( Cummings et al., 2018) . The questionnaire has enabled me to discover my leadership strength. I have also learned that I am relationship-oriented. I will use the leadership capability to build teamwork. 

References 

Cummings, G. G., Tate, K., Lee, S., Wong, C. A., Paananen, T., Micaroni, S. P., & Chatterjee, G. E. (2018). Leadership styles and outcome patterns for the nursing workforce and work environment: A systematic review.  International journal of nursing studies ,  85 , 19-60. 

Delgado, C., & Mitchell, M. M. (2016). A survey of current valued academic leadership qualities in nursing.  Nursing Education Perspectives ,  37 (1), 10-15. 

Scully, N. J. (2015). Leadership in nursing: The importance of recognising inherent values and attributes to secure a positive future for the profession.  Collegian ,  22 (4), 439-444.