NR504 Leadership Whirlwind Discussion

NR504 Leadership Whirlwind Discussion

Step into a Leadership Whirlwind by clicking on the icon below. After listening to the “Whirlwind” identify two issues and develop a specific plan that would facilitate improvement for C.J. Your plan requires scholarly support for the actions as well as providing C.J. information useful for improvement.

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Peer response: For the peer response, you assume the role of C.J.’s immediate supervisor who must review and approve the improvement plan. You need to select a peer’s initial posting, review the suggested plan, provide feedback regarding the stated plan, and you must add one different technique/action to improve the identified plan.

Week 2 DQ Leadership Whirlwind It is apparent that C.J. lacks not only the inter-personal skills and characteristics of a motivated leader, but he also lacks the techniques to become an effective leader. Although unaware of his detrimental actions, C.J will need to address these two negative behaviors if he plans to become a successful leader:  Arrogance  Complacent Arrogance Arrogance in a leader is a self-focused behavior that can be challenging problem because the individual with the behavior does not take responsibility for their own personal actions when interacting with others (Pater, 2014; Silverman, Johnson, & Carr, 2012). According to Silverman, Johnson, and Carr (2012), an arrogant leader is disrespectful to their peers, they claim to be more knowledgeable than others, blame others when the organization is failing, discounts feedback from others, lack listening skills, and is unable to communicate effectively. A leader who displays an arrogant behavior is actually an individual who has low self-confidence and is hiding signs of insecurity (Silverman et al., 2012). Several of C. J’s comments may not be harsh in nature, but his comments can be viewed as signs of arrogance. Those comments include:
LEADERSHIP WHIRLWIND 3  “I’m not bossy, I just want things done right.”  “S. M. in that other department, never answers my emails, so how can I know that there were problems?”  “It’s up to each staff person to learn new information. Errors means someone didn’t do their job correctly.” C.J shows signs that he wants to improve, but doesn’t know where to start. The first thing I would do with C.J is to provide training that is designed at improving his core leadership skills (Silverman, Johnson, & Carr, 2012). C.J would attend a two-week healthcare leadership program provided by the Cleveland Clinic called the Samson Global Leadership Academy. During these two weeks C.J. will attend leadership roundtable discussions, participate in work group sessions to share experiences, discuss leadersh

NR504 Leadership Whirlwind Discussion