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Interprofessional Organizations and Systems

Interprofessional Organizations and Systems

Personal Leadership Philosophy

Individual leaders from across the globe identify with a wide range of leadership styles, with some regarded as transformational, situational, democratic, autocratic, or authoritarian. Most importantly, studies have revealed that a person’s leadership philosophy plays a fundamental role in defining what type of leader he or she becomes when it comes to people management in different social settings (Hegarty, 2015). Leadership philosophy refers to a set of personal principles, as well as beliefs, used in the evaluation of information and definition of how an individual responds to circumstances and people.

Leadership philosophy goes a long way in allowing a person to understand their expectations of others, approach to making decisions, priorities, and values. Consequently, I utilize this paper to present my leadership philosophy, including core values, mission statement, vision statement, themes from Clifton Strengths Assessment, and relatively behaviors I intend to strengthen. Equally important, I briefly describe a development plan that would allow me to improve each of the behaviors. Leadership, in my view, remains an ongoing developmental process that typically adapts to a variety of changes experienced in the volatile and highly competitive market environment.

Core values. Although leadership styles are susceptible to change, especially when a leader moves to a different culture, leaders are human beings, which means their values remain constant, undergoing little to no changes. Like any other leader, I possess different values, including courage, kindness, perseverance, service, respect, and honesty. From the available literature, I have learned that effective leadership revolves around a sense of accountability or responsibility, knowledge, and integrity (Duggan et al., 2015). I often prioritize reflecting on my core values, more so how they play a role in influencing how I make decisions, interact with others, and conduct a wide range of day to day activities.

I boast a demonstration of high-level self-respect, while at the same time, respecting others’ opinions, ideas, assumptions, and belief systems, regardless of evident individual differences. I take pride in treating everybody with a great deal of dignity, compassion, as well as empathy. The core values have informed my vision and mission statements. In particular, I have the vision of becoming a change-driven leader, who people identify with resourcefulness, approachability, and respect. My mission is to provide quality, affordable, and evidence-based services to people through role modeling. Concisely, each of these personal values does not only serve as a driving force toward the achievement of goals but also corresponding to or align with my leadership philosophy statement below:

I firmly believe that leadership is a development process characterized by empowering, as well as motivating others to realize their potential and succeed in the long run.  Leadership revolves around building and maintaining strong teams to work together to achieve a common goal (Marshall  & Broome, 2017). An effective leader should be in a position to know when and how to push their followers outside a given comfort zone, allowing them to grow (Droppa & Giunta, 2015). As a change-driven individual, a good leader prioritizes serving as a champion for the organizational cause. In other words, leadership does not necessarily focus on managing others but instead of being served.

Clifton Strengths Assessment Results

The Clifton StrengthsFinder helped me identify and understand the areas where I have the most potential potential, creating room for building leadership strengths. According to Aplund et al. (2009), the assessment achieves this by measuring recurring patterns of behavior, thought, as well as feelings. After taking the test, my top five strengths belong to the “relationship-building group or category.” The top themes in order were: empathy, positivity, include, harmony, and developer. From firsthand experiences, I am compassionate about others’ feelings and situations, boast contagious enthusiasm, accept others, look for consensus, and empower others to attain their potential.

Development Plan: Strengthening and Improving Behavior

Although my strengths revolve around relationship-building, two of my behaviors are most likely to hurt how I lead people: trust and inflexibility. I can attest to the fact that I have trust issues, while at the same time, often resistant to sudden changes. Having established the dangers attached to these behaviors, I plan to improve by investing in gradual attitude change. I will achieve this by engaging successful change agents in my industry and other fields, benchmarking, and attending leadership seminars or workshops. From these events and strategies, I will be in a position to acknowledge and appreciate the various approaches taken by celebrated leaders to trusting and leading people and managing change.


Aplund, J., et al. (2009). The Clifton StrengthsFinder 2.0 technical report: Development and validation.

Droppa, D. & Giunta, C. (2015). Factors in the failure of seemingly successful human service collaboratives. Human Service Organizations: Management, Leadership & Governance, 39(2), 125-138.

Duggan, K., et al. (2015). Implementing administrative evidence-based practices: Lessons from the field in six local health departments across the United States. BMC Health Services Research, 15(1). DOI: 10.1186/s12913-015-0891-3.

Hegarty, N. (2015). Catch my fall: The importance of developing a leadership philosophy statement in sustaining original values and leadership direction. The Journal of Values-Based Leadership, 8(2), Article 9.

Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd Ed.). New York, NY: Springer.

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