Personal Leadership Development Plan Paper

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Personal Leadership Development Plan

Kasha Christopherson Baus

University of Mary

Personal Leadership Development Plan Results from a 360-degree evaluation contribute to the generation of a Personal Leadership Development Plan. Research indicates that these 360-degree feedback results influence positive changes in behavior for the promotion of growth and self-improvement (Caruso, 2014). A Personal Leadership Development Plan constructs specific and measurable activities that assist a leader in reaching their potential and promoting success for themselves, those whom they oversee or associate with, and their employing organization. This paper will discuss leadership competencies, the 360-degree evaluation …show more content…
In completing a self-assessment utilizing the Nursing Leadership Evaluation Tool, my results largely echoed those of the five respondents of the survey. For item number one, I would rate myself as “almost always”, as did all of the respondents, with respect to “sets and enforces high standards for the quality of patient care delivered in their department”. For item number two, “holds self and others accountable for meeting objectives and commitments”, I too rated my ability as “almost always”. Item number three states “strives to ensure that department staff has the supplies, information, and resources needed to work effectively”, to which I rated myself as “almost always”, as did all of the survey respondents. Item number four questions my analysis ability, as it requests a rating for the statement “analyzes problems in a systematic, logical, and timely manner”, to which I rated myself as “almost always”, as did all respondents. Item number five rates the statement: “takes accountability to improve department performance: quality improvement, patient satisfaction, staff morale, clinical outcomes, etc.”, to which I rated myself as “almost always”, in mutual agreement with all survey respondents. “Acts promptly and decisively to address problems that arise in the department” was the statement being evaluated for item number six, to which I rated myself “almost always”, as did all five respondents. Item seven produced variable responses from the respondents. The statement being evaluated was my ability to “demonstrate knowledge of the principal drivers of departmental revenues and reimbursement, expenses, and profits when making decisions affecting the department or
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