lead1 - Nursing
In a minimum of seven pages, discuss the five leadership domains assessed by the ACHE assessment tool. Then, reflect on your own leadership strengths and weaknesses and the qualities of a leader you have and those you have an opportunity to develop. Create a personal development plan with a timeline for developing your leadership skills.
Introduction
Before one can begin to lead other people, one must first understand oneself, especially ones strengths and weaknesses. For this assessment, you will have an opportunity to explore the concept of competency-based reflection. The
ACHE Healthcare Executive 2021 Competencies Assessment Tool [PDF]
will be a key component towards completing your assessment. This tool was developed from job analysis surveys conducted by the Healthcare Leadership Alliance (HLA), which is comprised of six member organizations, including the American College of Healthcare Executives (ACHE), a professional organization of healthcare leaders. The ACHE competencies, along with your strengths and weaknesses, will be the foundation of this assessment.
Preparation
Before you can begin to lead others, you must first understand yourself. You must understand your strengths so you can further develop those talents, and you must also understand your weaknesses so you can identify areas to improve. Both strengths and weaknesses should be included in a personal development plan.
The
ACHE healthcare executive 2021 competencies assessment tool [PDF]
is particularly important for this assessment. Complete the assessment tool if you havent completed it already, review the results, then analyze the results, and develop a personal leadership plan to set goals for the future.
The assessment tool is broken into five domains:
· Communication and relationship management
· Leadership
· Professionalism
· Knowledge of the healthcare environment
· Business skills and knowledge
Instructions
This assessment has two parts:
Use the
APA Paper Template [DOCX]
to write a 7–10 page paper that responds to the following:
PART 1: LEADERSHIP SELF-REFLECTION
· Discuss the five leadership domains assessed by the ACHE assessment tool.
· Determine strategies to develop your identified strengths and weaknesses for each of the five domains.
. For each of the five domains, summarize both your strengths and your weaknesses.
. For each domain, identify at least one resource you can use immediately to further develop your skills, for a total of five resources.
· Describe qualities needed by leaders.
· Analyze the qualities of a leader you have and the ones you need to develop.
. From your readings and research, define the primary qualities needed by leaders and apply those qualities to your personal assessment.
. Describe which qualities you possess and which qualities present opportunities for improvement.
PART 2: PERSONAL DEVELOPMENT PLAN
1. Create a 1-year personal development plan.
· This plan should synthesize your assessment results with research you have comp1
8
Note: The explanatory text in this paper template is provided to help you understand the different parts of an APA paper. After reading the information, please delete it, and use the paper as a template for your own papers. In the various areas of the paper, such as the titles, you may wish to edit the text with your own information for your paper instead of deleting it, in order to keep the correct format. Save this template in a file for future use and information.
Page 1 begins on the cover page. The entire document should be double-spaced, have 1-inch margins on all sides, and use 12-point, Times New Roman font.
Full Title of Your Paper
Learners Full Name
Capella University
Course Number and Name
Instructor Name
Month Year
APA Style Paper Template: A Resource for Academic Writing
(Please change the titles in this document to fit your paper.)
American Psychological Association (APA) style is most commonly used to cite sources within the social sciences. APA style is used when writing papers in the psychology programs offered at Capella University. This document serves as an APA style template for you to use when writing your own papers, as well as a resource containing valuable information that can be used when writing academic papers. For more information on APA style, refer to the Publication Manual of the American Psychological Association (American Psychological Association [APA], 2020).
In the first section of this paper, the author demonstrates how an introduction effectively introduces the reader to the topic of the paper. In APA style, an introduction never gets a heading. For example, this section does not begin with a heading titled Introduction, unlike the following section, which is titled Writing an Effective Introduction. The following section will explain in greater detail a model that can be used to effectively write an introduction in an academic paper. The remaining sections of the paper will continue to address APA style and effective writing concepts including section headings, organizing information, the MEAL plan, the conclusion, and the reference list.
Writing an Effective Introduction
An effective introduction often consists of four main components, including (a) the position statement, thesis, or hypothesis, which describes the authors main position; (b) the purpose, which outlines the objective of the paper; (c) the background, which contains general information needed to understand the content of the paper; and (d) the approach, which is the process or methodology the author uses to achieve the purpose of the paper. This information will help readers understand what will be discussed in the paper. It can also serve as a tool to grab the readers attention. Authors may choose to briefly reference sources that will be identified later in the paper, as in this example (APA, 2020; APA, 2010; Walker, 2008).
In an introduction, the writer often presents somACHE HEALTHCARE EXECUTIVE
2021 COMPETENCIES
ASSESSMENT TOOL
ACHE Healthcare Executive Competencies Assessment Tool
Copyright © 2021 by the American College of Healthcare Executives1
The American College of Healthcare Executives’ Healthcare Executive Competencies Assessment Tool is offered as an instrument for healthcare leaders
to use in assessing their expertise in critical areas of
healthcare management.
How to Use This Tool
This tool can be used in several different ways to identify
areas of strength and areas that may need professional
skill development as well as formulating a development
plan. Some examples of how this tool can be used are
listed below.
• Self or organizational assessment. The tool is designed to
help you identify strengths and areas for development in
relation to ACHE’s competencies. It may provide
valuable information in your performance planning and
review.
• Team or group development. The tool may help link
individual performance to the goals of the organization.
Integrating knowledge and skills needed for effective
leadership will allow team members to achieve corporate
goals, objectives and values.
• Employee selection or job descriptions. The tool may
provide the ability to look beyond the individual and
understand the composition of the entire workforce by
exploring the strengths, weaknesses and gaps across the
organization. You can make more informed decisions
regarding training initiatives, allocate resources more
effectively and align development opportunities with
organizational goals.
• Academic or professional development programs. The tool
may help uncover knowledge and skills you may wish to
update or improve. Once you have completed the
ratings, you will get results that point to the
competencies you should focus on when choosing
professional development opportunities.
This tool is self-scored with no right or wrong answers.
Use the results to make a development plan, and complete
the ACHE Competencies Assessment Tool at desired
intervals to measure growth over time.
To assess expertise in the five domains of this tool,
consider where you, the person, or the team you are
assessing would fall on the scale of skill acquisition.
• Novice (1)–An individual’s primary focus is
understanding and gaining information in order to
comprehend the skills needed. You have the level of
experience gained in a classroom setting or on-the-
job training. You are expected to need help when
performing this skill.
• Competent (3)–People with considerable experience
develop competence in solving problems within the
learned guidelines and rules. You are able to
successfully complete the competency as requested.
Help from experts may be required from time to
time, but you can usually perform the skill
independently.
• Expert (5)–Experts work intuitively analyzing,
recognizing patterns, critiquing and solving
problems with ideas and expertise. You are know
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