The score for the intelligence assessment was 69 for emotional identification, perception, and expression. The results indicate that I have a reasonable ability to identify, perceive and express emotions. On the other hand, the results indicated an under-performance in the ability to identify and process how other people are feeling and effectively respond to their emotions. My score for emotional management was 83% indicating the ability to control and express my feelings accordingly. For instance, I am calm and reason deeply into the presenting situations rather than respond to them blindly.
Thirdly, the diversity assessment results indicated that I can interact with people from different ethnic and religious backgrounds. Furthermore, I respect other people’s values and practices; though, they may differ from what I value. I am open to learning more about other people’s cultures and so I interact with people of different backgrounds frequently. The score for the diversity assessment was high and recommendable.
According to Steinmann, Klug & Maier (2018), transformational leaders set the goals and the process to engage in their achievement. The leaders motivate their employees and empower them to commit themselves to the organization’s goal rather than imposing rules on them. In the process, it becomes easy to realize the goals and objectives set in the organization because of the shared values and beliefs. Resistance in organizations is mainly encountered when leaders fail to engage their followers in the change process but instead, subject them to tough conditions and rules (Eliyana & Ma’arif, 2019). In such cases, the employees feel unvalued and disrespected and so will not be willing to implement the rules and measures developed by the leaders.
The transformation leaders articulate the values and serve as role models rather than managers. They freely interact with their subject to understand their emotion and factors that could hamper their service delivery. Furthermore, they are charismatic and selfless. They empower their subjects in their interaction process and so can delegate some roles to them. According to Liu & Li, (2018), transformational leaders facilitate sharing of knowledge among their subjects through a team-directed mediation mechanism. Furthermore, Korejan & Shahbazi (2016) report that transformational leaders inspire and promote creativity in their followers rather than subjecting them to a give way of doing things. In so doing, they make the employees realize the value in their roles and responsibilities.
The interesting thing about the transformation leadership style is that the leader allows their followers to grow. Developing talents in an organization promotes innovation and high productivity (Borisova, et al., 2017). Also, the fact that leaders work closely with their subjects and identify with their needs and emotions. It is appealing to have such qualities and working under such leadership practice.
The assessment results indicated that I am charismatic and selfless. Besides, I value diversity and I am willing to work with people of different social, religious, and ethnic backgrounds. Healthcare organization requires continuous quality improvement process and this means that the leader has to initiate various changes from time to time. Transformational leadership facilitates the change process because of the inclusivity of all the stakeholders in the organization’s daily activities. Therefore, as a transformational leader, I will regularly engage with the other staff in the organization and collect their views on identified issues in the healthcare delivery process. For example, we may review factors contributing to high burnout among the nurses and later develop a collective proposal and action plan to better the workplace environment. The approach will reduce the level of resistance from the members to the change process and enhance the sense of belonging and ownership in them.
Transformational leaders empower their followers; therefore, I will develop various avenues to empower my team. Regular training and team-building forums will help enhance the competencies among the staff. Furthermore, I will challenge the employees to have their portfolio improvement plan to be reviewed regularly to motivate the professional development process (Markey & Okantey, 2019). The strategy will help cultivate a goal-oriented, motivated, and competent group of employees. Also, I value diversity and so working closely with all people in the organization will enhance cohesion and team-work which is necessary for a quality healthcare delivery process.
Finally, the assessment results indicated various strengths and wea
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