MHA FPX 5042 Assessment 2 Personal Development Plan

Student Name

Capella University

MHA-FPX 5042 Team Development and Personal Leadership in Health Care Settings

Prof. Name

Date

Personal Development Plan

Leaders are vital components of any professional organization striving for growth and success. Effective leaders challenge the status quo, introduce fresh visions, win the hearts and minds of team members, and rally everyone towards common goals aligned with the organization’s mission, vision, and values. Without a future vision, leaders are often seen as managers who maintain the status quo, whereas true leaders push for change and organizational excellence. Leaders inspire change through goal-setting, leading by example, and motivating others.

Reflecting on my professional and personal life, I have assumed leadership roles within my immediate and extended family. My family members look up to me due to my drive for success, making informed choices, and advancing my education and career. Additionally, I have consistently reached out to family members in need, offering assistance and guidance to help them improve their lives. I have naturally taken on a life coach role for many years, assisting numerous family members through various challenges. Family members often seek my guidance in difficult situations because I can offer direction, encouragement, and support.

While my ability to teach and train others is evident, there are areas where I can still grow both personally and professionally. Self-reflection enables the analysis of one’s actions, attitudes, conduct, personality traits, and performance. Understanding areas of strength is as important as identifying areas needing improvement. Self-evaluation helps identify one’s skills, limitations, and areas of interest (Awan & Silén, 2022).

Traits of Effective Leaders

Common traits of strong leaders include character, integrity, honesty, trustworthiness, drive, vision, and insight. Self-reflection involves a deeper analysis of one’s credibility, integrity, communication skills, ability to take criticism, mutual admiration, versatility, and other leadership traits. It is essential for assimilating areas requiring improvement, change, and growth. Although assessing areas of weakness can be humbling, it is necessary for personal and professional development. Progressive leaders recognize the importance of a growth mindset and engage in regular self-evaluation and analysis. Continual growth requires vulnerability and an internal inquiry into what is working well and what needs modification. Taking action to improve oneself is a crucial attribute of influential leaders who aim to grow and improve in their own right (Allen & Fry, 2023).

Influential, effective leaders must possess strong moral character and a foundation of mutual trust and respect. Different leadership styles can elicit varying levels of commitment from followers or teammates. Being an industry leader requires agility, flexibility, and the ability to overcome obstacles regularly. Industry leaders must adopt a growth mindset, positioning themselves and the company competitively. A growth mindset involves personal and professional development while considering the impact on the immediate team and company. Visionary leaders foster a growth mindset among colleagues through transparent communication, training, and challenging the status quo (Caniëls et al., 2023).

When reflecting on my character, integrity, and abilities, I strive to do so without bias, pride, or tainted perspectives. Honest feedback from colleagues or friends provides diverse perspectives and understanding. Leaders desiring growth must view feedback as constructive, correctable, and relevant to their development. Humility is essential, as it involves admitting mistakes and working on areas of deficient character. Dynamic leaders understand the need for constant self-reflection, being slow to speak at times, quick to listen, and measured in action. One of my biggest challenges is making emotional decisions in a professional context. Emotions can mislead and worsen problems if not managed correctly. Honest evaluation is required to understand and modify oneself accordingly (Slonim, 2022).

SMART Goals

My first personal development goal is to cultivate and enhance a growth mindset in my career and personal life. In my career, a growth mindset focuses on professional insight and the development of my team and organization. It involves keeping track of the organization’s financial and logistical performance, customer satisfaction, complaints, and areas of deficiency. Historically, I focused solely on my personal and professional goals. A growth mindset requires broader thinking, considering teammates, colleagues, associates, and the company. It seeks feedback and views criticism as motivation for improving processes and work methods (Caniëls et al., 2023).

The second SMART goal stems from my commitment to my family and balancing my career with being present in my marriage and family life. Success in both requires dedication, time, and attention, necessitating a healthy balance. Previously, I worked 50-75 hours a week, often missing out on vital moments with my children. While career dedication is crucial, I realize the negative impact of not being mentally and physically present. Achieving balance involves shifting focus from work to family during non-work hours. My career logistics have changed, allowing for more family time and productivity at work.

In addition to balancing work and family life, finding time for rest is crucial for mental and physical well-being. As a teenager, I kept myself busy with work and productivity, which was considered healthy. However, I never considered work-life balance until recently. As I approach my late thirties, I value my time more and realize the importance of balancing work, rest, and family. Over the past few years, I have come to appreciate the significance of being mentally and physically present for my family.

As a father of seven, finding family time valuable is as important as work productivity. My third SMART goal is to continue pursuing my career and education without sacrificing family time. Additionally, finding time to rest is vital for better mental focus. This goal is ongoing, requiring constant diligence and discipline as a father, husband, student, and healthcare professional. Success in this goal is measured daily by being present and giving my best to my family.

My next SMART goal is to achieve my master’s degree by the end of February 2024. In the past, I balanced full-time work and school, valuing academic development. I completed my bachelor’s degree at Capella via the Flex Path program, averaging one course every six weeks. For my master’s program, I aimed to complete one course every two weeks, exceeding this goal and aiming to complete my degree in six months. Leading my family to excellence by example requires a strong mental attitude, focus, and determination. I hope to leave a legacy for my children, demonstrating that hard work pays off.

Goals, Actions, and Timelines

Advancing my career while growing as a loving father and husband has been a priority. Developing a growth mindset as a healthcare professional involves evaluating my team, company, and myself to find areas for growth. A growth mindset extends beyond oneself, valuing the development of others. Cultivating a growth mindset can start immediately, and fostering growth in others can be achieved through coaching, proctoring, and learning from others. Measurement of this growth will be reflected in my ability to train teammates, guide them, and lead processes.

The development of my team through training will strengthen our company’s Ophthalmology department. Team success translates to individual success. Leading processes, guiding others, and ensuring efficient and accurate work will enhance my leadership skills and growth mindset. Regular follow-up and meetings will help assess what is working well and what needs improvement. Over the next two years, developing myself and my team will be a valuable benchmark for my growth mindset.

MHA FPX 5042 Assessment 2 Personal Development Plan

Goals	Actions	Timeline
Cultivate a growth mindset	Evaluate team and company for growth areas	Immediate, ongoing
Balance work and family life	Shift focus from work to family during non-work hours	Immediate, ongoing
Achieve master’s degree	Complete courses every two weeks	By end of February 2024

The Coaching Relationship

Coaching involves an experienced person providing support, guidance, and directives to a student or mentee to ensure goal achievement. Coaches play a crucial role in individual and team growth by inspiring, leading, and directing towards success. They identify deficiencies and create conditions for growth and learning. Influential coaches demonstrate integrity, honesty, and lead by example. They boost self-esteem, inspire drive, and establish early trust to facilitate honest communication (Mühlberger et al., 2023).

Application of Coaching Strategies

Effective coaching begins with understanding the client, student, or employee. Knowing their strengths, weaknesses, challenges, and motivations fosters trust and insight. Fostering transparency through leading by example is crucial. Setting clear goals and outlining efficient methods to achieve them is another effective strategy. Celebrating achievements helps maintain morale and encourages progress (Potempa et al., 2023).

Coaching to Build and Develop Talent

Leading team projects requires teaching, guiding, and coaching others on new systems and processes. Close attention and effective communication are essential for coaching success. Developing team members through training strengthens the team’s efficiency and uncovers new talents. As a team lead, I have learned the importance of delivering education precisely and being available for guidance. Coaching requires patience, transparency, and effective leadership (Mühlberger et al., 2023).

Building Trust and Rapport When Coaching

Building trust and rapport begins with exhibiting competency and confidence. Transparent communication, clear expectations, and goal-setting are vital. Getting to know team members personally helps build rapport. Effective coaches develop strong communication skills and listen actively to understand needs and expectations.

Checks or Measures for Equity and Honesty

Equity in the workplace ensures all employees have equal opportunities regardless of their background or abilities. Leaders must consider individual needs and ensure no one is left behind. Promoting equity involves uniting the team towards common goals. Honesty in the workplace stems from the culture and leadership attitudes. Transparent communication and honest leadership foster an environment of honesty. Leaders must exemplify honesty, admit mistakes, and work with a team mentality to encourage honesty among employees (Potempa, 2023).

Conclusion

Achieving success in a professional environment is challenging. SMART goals are effective in aligning goals with specific timeframes. Setting and adhering to SMART goals has been crucial in my academic and professional endeavors. Pursuing a master’s degree within a set timeframe required discipline and focus. Coaching my nephew,

whom we adopted, taught me valuable lessons about leadership. Leading by example and building trust have been essential in coaching. In my professional career, mentoring new employees has been a privilege. Effective coaching requires attention to detail, honesty, integrity, and a collaborative mentality.

References

Allen, S., & Fry, L. W. (2023). A framework for leader, spiritual, and moral development. The Leadership Quarterly, 101777.

Awan, M., & Silén, C. (2022). Student Self-Assessment in a Healthcare Leadership Course: A Case Study. Education Sciences, 12(9), 631.

Caniëls, M. C., Semeijn, J. H., & Renders, I. H. (2023). Mind the mindset: The interaction of a leader’s and follower’s mindset and its impact on the quality of their relationship. European Management Journal, 41(1), 50-59.

Mühlberger, M. D., Simon, K., Egle, L., & Niemann, J. (2023). Impact of Coaching on Job Performance and Satisfaction: A Study of German Public Administrations. Public Personnel Management, 00910260231158395.

Potempa, K., Jenkins, J. W., & Redican, K. J. (2023). What healthcare organizations can learn from the practice of nursing education to foster trust in the workplace. Nurse Education in Practice, 69, 103594.