Introduction
Everyone has their natural leadership style, which they find themselves applying in their line of work in the event that they become in charge of other employees. The pacesetting leadership style allows leaders to set standards and targets for staff members so as to achieve certain goals and missions. It is practiced in many healthcare organizations with the prospect of developing and expanding their operations. This leadership style, however, has its disadvantages, just like any other leadership design. A commitment to improving workplace experience may involve setting future goals such as a change in leadership style to help staff work better. The paper covers an integration of a natural leadership style and the workplace leadership style, personal SWOT analysis for the leadership style, and various future goals to be achieved as a leader.
The leadership style that resembles my natural style
Naturally, I am the kind of an individual that likes for everything to run smoothly and in the best way possible. While working with other professionals, as the case in my line of work, I like for everyone to do their part and meet certain goals so that daily objectives are met. The pacesetting style of leadership fits my natural style of leadership ( Chapman & Giri, 2017) . I do not have problems with any professional or department as long as everyone works according to guidelines and meets their goals. I respect other people's rights and their freedom to approach work in the way that they know best. However, at the end of the day, as a leader in my department, I would like for everyone to achieve, or if possible, surpass their goals. At the same time, work must be satisfactorily done to ensure that no errors are encountered. As a geriatric doctor, I deal mostly with the elderly, and their conditions require that the right form of diagnosis, care, and treatment are administered. For this to be achieved, therefore, each individual involved in the department must work carefully to ensure no error is made. I believe that setting standards while allowing people to work freely should be the basis of work in such a department.
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How it impacts my work environment
In my line of work, goals are set for every department to achieve. Internally, everyone in each department works as per the direction of their leaders to achieve or surpass the set goals ( Borkowski, 2016) . Each department works with and compliments the work of other departments. In my department, for instance, work may be referred to other departments such as the laboratory or the therapy and counseling departments. The organization as a whole looks to expand its operations and attract more clients, and setting standards seems like the most effective way to manage things. My natural leadership style thus reflects the leadership style used in my current workplace. It only fits that in such a work environment, professionals in every department need to be directed to follow certain guidelines that would ensure that the organization achieves its overall goals and missions. As the leader in my department, I have it much easier to lead and run things given that the personnel is already used to this kind of leadership. People at the department already know that they need to work according to certain guidelines and achieve the daily set goals. The achievement of goals and objectives and the good results generated each day show that this leadership style highly fits the work environment.
Personal SWOT Analysis
My leadership style bears a lot of advantages and opens doors for opportunities for a healthcare work environment or organization. Various weaknesses and threats may also present with this kind of leadership. Strengths include excellent work ethics and the capacity to achieve departmental goals and objectives ( Goleman, 2000) . The pacesetting leadership style makes employees work towards achieving set goals. Prizes or gifts can be offered to those who achieve their targets, and this helps motivate every employee in every department. Within the department, the leader also ensures work is not only finished in time but is also done according to the required standards. As a leader, it is satisfying enough to have everyone working towards achieving the departmental goals while also following the standard guidelines and procedures as required. This leadership style sometimes presents weaknesses such as dissatisfaction and lack of motivation. Gifts and presents are presented to departments when they surpass their daily targets, but this may not be possible every day. Employees may thus feel dissatisfied and lack motivation ( Borkowski, 2016) . When this happens, productivity may go down, and employees may no longer work to achieve their daily targets as required. Even if they do meet the targets, work may not be properly done according to the required standards.
The pacesetting leadership model also bears opportunities in the healthcare work environment or organization. With staff working tirelessly to meet departmental and organizational goals, the organization will be better placed to attract and accept more clients, expand its operations, and employe new employees ( Chapman & Giri, 2017) . The main threat to this style of leadership is the fact that overwhelmed employees may get opportunities elsewhere or be dragged away by other organizations with much flexible leadership systems. Naturally, people want to be given more freedom to go about their work according to certain personal terms. While the pacesetting leadership style produces good results, it may also overwhelm employees who are obligated to meet set goals.
Future Goals
In the next two years, I hope to achieve a particular goal of improving work and operations in my workplace and department. Specifically, I plan to revolutionize the leadership style in the department to allow colleagues to be more free and passionate about their work and profession ( Al Rahbi et al., 2017) . The pacesetting style of leadership is effective, but I have come to realize that other factors need to be considered in order to have a thriving work environment. The staff will contribute towards decision making and come up with ways of doing things within the department. The goal is to usher in a democratic style of leadership, initially, within my department and later encourage the entire organization to implement it as well.
In the next five to ten years, I plan to achieve at least two goals. I plan to commit to learning, expand my knowledge in the field in order to able to provide even better care. This will be beneficial to my patients as I would be better placed to diagnose and provide proper treatment to them. Another goal I plan to achieve is to be elevated as a leader and be able to share my leadership skills and ideology in a much broader work environment. I plan to do this through excellent work and dedication in my current job. Going back to school will also help in achieving this goal.
Conclusion
Every leadership style, however fitting for a particular work environment, as presented above, has its disadvantages. The pacesetting leadership style works well to get staff members to meet their targets, which ensures the department or organization achieves its objectives and missions. But it also presents weaknesses and threats such as dissatisfaction and staff members being overwhelmed, which may allow talented staff to be dragged away to other organizations. Short-term and long-term goals aimed at improving working conditions as a leader may help figure out how to better lead and improve professionalism among staff.
References
Al Rahbi, D., Khalid, K., & Khan, M. (2017). The effects of leadership styles on team motivation. Academy of Strategic Management Journal .
Borkowski, N. (2016). Organizational behavior in health care . Jones & Bartlett Publishers. (3 rd Ed.).
Chapman, A. L., & Giri, P. (2017). Learning to lead: Tools for self-assessment of leadership skills and styles. In why hospitals fail (pp. 137-148). Springer, Cham.
Goleman, D. (2000). Leadership that gets results. Harvard business review , 78 (2), 4-17.
