Personality Test Results
The personality test says I am Consul Personality (ESFJ-A) which
states that I’m the popular person who was probably a cheerleader in high
school. That is pretty far from the
truth but I think I’ve grown and matured since high school. It does say that “they take seriously their
responsibility to help and to do the right thing” (Myers-Briggs Type Indicator, n.d.). Which is true
for me; I take that very seriously. I can usually get
along with anyone and can’t remember the last time I had a conflict with
someone due to their personality. I did learn that "conflict is normal, unresolved conflict is dysfunctional" (Porter-O’Grady & Malloch, 2015, p. 218).
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Extroverts VS introverts
I greatly enjoyed Susan Cain’s talk. I believe I was an introvert all throughout
school, always alone and shy. I had one
good friend and that was it. It never
bothered me but it bothered others.
Since I joined the Navy I have changed and became an extrovert. I have no problem talking to people and
creating conversations. Sometimes I
still feel like I’m bothering leadership so I’ll make things short and to the
point although they've told me many times that I'm not "bothering" them. I also have a hard time with
public speaking but I’ve come a long way.
Susan says to encourage the introvert by giving them privacy and not
making them feel bad for being alone and quiet.
I will give them freedom at work and autonomy to come up with amazing
ideas.
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Conflict
resolution
It would be very hard to be an introvert and deal with
conflict. Even as an extrovert it’s
difficult. We do not welcome conflict which is what Jeff Muir explains saying
that we’d rather live in denial than solve the conflict (Conflict
Resolution, 2013). In the nursing profession if conflicts aren’t
resolved many nurses will just quit and not return to the profession (Swearingen& Liberman, 2004). Good communication needs to be a priority to
improve conflict resolution. Leaders
need to be open and listen intently without judgement to help resolve any
issues at hand. CrisMarie Campbell and
Susan Clarke mention on TEDtalks that we need to be vulnerable in order to
resolve it (2015). Susan Heathfield
(2016) states that in order to resolve conflict you need to:
1.
Meet
with the antagonist together.
2.
Ask
each participant to describe specific actions they’d like to see the other
party take.
3.
The
supervisor must own some of the responsibility.
4.
Further
exploration
5.
All
participants discuss and commit to making the changes necessary.
6.
You
expect the individuals to resolve the conflicts proactively as adults.
7.
Assure
both parties that you have every faith in their ability to resolve their
differences.
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Terminal Days
I
loved listening to “Terminal Days” it’s such a great way to live because he’s
so right; people normally don’t START
living until they know their time is ticking.
I’m thankful and lucky to live this way every day I'm off of work. My family and I are always doing something and we always
have little vacations lined up because…why not? Life is too short! This would not work in a healthcare setting because a hospital never
closes. People become ill any day of the
week, any hour of the day. We can’t just
say, “Everyone take Monday and Thursday off and spend them like they’re your
last days!” because someone has to be taking care of those patients in need.
I got mail today and this was in the box. I love it!
Better & Faster
I really enjoyed watching Gutsche’s speech on “Better &
Faster.” I learned to always be ready
and willing to change, to take time to look for new opportunity, and then what
most people don’t do - take action. I loved his story about his father and how
to never give up. I am normally the one making the changes on the ward. “If the leader is not willing, neither is the staff” (Porter-O'Grady & Malloch, 2015, p. 158). Making changes for the better and making it exciting helps to improve willingness to changes.
Negative ways of thinking
Knowing that how you approach someone could become a domino
effect for your staff could make a huge difference. If you approach everyone with a positive attitude it
could spread, just as if you’re always negative, that can spread as well and
create a toxic environment.
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Industrial Age-style of leadership vs. leadership in the Digital Age
I believe I am more of a Digital Age leader. I am adaptable and flexible. When I was checking into this hospital I
practically begged to be in Labor and Delivery but the Director of Nursing
Services told me that because I was a new nurse I had to learn nursing skills on the Multi-Service Ward. After a
little disappointment, I adapted and welcomed the experience with open
arms. I’m grateful for this opportunity
because I absolutely love it (Porter-O'Grady & Malloch, 2015).
Complexity Science
I have had many days just like the example Pat Ebright gave
about having a very long day on a 12 hour shift and then coming home to tell my
husband about it and him just not understanding. There are just somethings you cannot
understand unless you’re there.
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References
American Nurses Association (2016). Nursing
Administration: Scope and standards of practice (2nd ed.). Silver Spring, MD:
ANA.
Conflict Resolution. (2013). Retrieved March 12, 2017, from https://www.youtube.com/watch?v=KY5TWVz5ZDU
Heathfield, S. M. (2016). Steps in Mediating Workplace Conflict
Resolution. Retrieved March 12, 2017, from
https://www.thebalance.com/workplace-conflict-resolution-1918675
Myers-Briggs Type Indicator. (n.d.). Retrieved from www.16personalities.com
Porter-O'Grady, T. & Malloch, K. (2015). Quantum leadership:
Building better partnerships for sustainable health (4th ed.).
Swearingen, S., & Liberman, A. (2004). Nursing generations: an
expanded look at the emergence of conflict and its resolution. Health Care Manager, 23(1), 54-64.
TEDtalks. (2015). Retrieved March 12, 2017, from https://www.youtube.com/watch?v=o97fVGTjE4w
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