Understanding Personal Traits for Effective Healthcare Leadership

This paper discusses the importance of personal traits in healthcare leadership and their impact on organizational growth. It explores the use of tools such as MBTI, learning styles, and 360 feedback for self-assessment and personal development. The Myers-Briggs personality test is used to understand psychological preferences, while learning styles help identify individual strengths and weaknesses. The paper also highlights the different dimensions of personality typing and the role of learning styles in personal growth.

Running head: HEALTHCARE LEADERSHIP
HEALTHCARE LEADERSHIP
Name of the student:
Name of the University:
Author's Note:

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The aim of this paper is to discuss different types of personal traits that directly relates to
the behavior or personality of the persons and make them potent for being an effective leader in
the respective fields they aim to work on. In an organizational setting, the psychological traits of
the people vary time to time and person to person. This leads to conflict among themselves and
affect the all-inclusive growth of the organization. These are the reasons why perfect
understanding of the personal strengths as well as weaknesses are important. Along with the
reducing the risks of conflicts among the members of the organization, proper understanding of
the different layers of personality takes effective turn in the decision-making process of the
institutions and planning for accomplishing the future objectives.
In this regard the tools such as MBTI, learning styles and 360 feedback will be employed.
Through these self-assessment tools, the process of self-knowledge, self-awareness, identifying
as well as improving potential, enhancing lifestyle and fulfilling aspirations can be possible.
These are introspective self-report questionnaires with the purpose for indicating various
psychological preferences that determines how the people perceive the world around them as
well as react. Through these tests, the persons are judged from various points of view therefore,
capturing their behavior becomes quite easy (Leutner et al. 2014). Different organizations have
been using these tools for the developmental purposes and provide the employees in developing
their personal skills enhancing performances. For professional development, the learning styles
are helpful. This paper will be detailing the MBTI model or Myers-Briggs personality test,
learning styles and 360-degree tests so that the personal strength and weaknesses can be
understood.
From the Myers-Briggs personality test, various types of psychological [references can be
understood. It deals with the perceptions of the people, around the people. Based on these people

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behave and respond. MBTI model is based on the conceptual theory of Carl Jung (Leutner et al.
2014). This had been speculated that the human experience this world is using four main
psychological functions like sensation, reeling, intuition and thinking for the persons in most of
the time. The MBTI is constructed for the normal populations hence emphasizes the values of the
generally occurring differences. Through this particular framework, the persons perfectly assume
their own specific preferences in the ways they measure their experiences (Bouckenooghe, Zafar
and Raja 2015). These experiences are closely connected with the needs, values, interests and
motivation of the people. MBTI tests decide personality types and categories people according to
their own tendencies for thinking and acting in a particular way. This personality types attempt to
find the broadest as well as the most important ways in which the people show various nature.
This particular test makes sense of these differences though the proves of sorting people into
some meaningful groups.
As mentioned before, the test defines the personality of the persons into four different
categories. Which are contradictory among themselves. These include Introversion vs.
Extraversion, thinking vs. Feeling, sensing vs. Intuition and Judging vs. Perceiving. All of these
four dimensions have been described as a dichotomy and either-or choice between the two styles
of being. MBTI model theorizes this as the preferences of the peoples (Wang et al. 2014). This
proposes that any of the individuals must be able to identify the preferred style on each of the
four dimensions. Thus, the four preferred styles become their own personality types. This
specific test also proposes that the sum of these four preferred styles of the people become their
own personality types (Bouckenooghe, Zafar and Raja 2015). These preferred dimensions these
are combined for creating a predictable pattern in their thoughts as well as behaviors. This leads

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to identify of the epopee having the same four preferences and similarity of the behaviors,
actions and decision patterns in their lives they gradually approach.
The four dimensions of personality typing according to the MBTI test has a wider
pattern that helps to manage the energy, making decisions, processing information and
organizing lives of the people. The Thinking vs. Feeling factors describes how the people, make
decisions. The thinkers actually tend to make their decisions with their brains. These people are
mostly interested in the identification of the most logical and the reasonable choice. On the
contrary, the feelers make their decisions with hearts and feel more interested to the result of
their decisions. They also tend to think whether their decisions will be fitting their values
(Wertalik and Kubina 2017).
Introversion vs. Extraversion factors categorize the people according to the way they are
energized. To Wertalik and Kubina (2017), introverts are energized though spending a quiet time
alone as well as the small group. These people are more thoughtful as well as reserved. On the
contrary, the extroverts are more energized by spending their times with others and remain busy
in the active surroundings (Wang et al. 2014). These people are expressive as well as out spoken.
The sensing vs intuition category describes how the people actually process their information.
The sensors may depend upon their five senses and feel more interested in the information which
their they can directly hear, see and feel. These people are tending to be more practical and tend
to be hands in learners. The intuitive people focus on the abstract level of thinking (Newman et
al. 2014). These people are more interested in the theories, explanations and patterns. These
people are more interested in focusing on the future than the present. These people are creative in
their actions.

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Finally, the perceiving vs judging personality types describe how the people approach the
structures in their life. The judgers appreciate the structures as well as the order as they like the
planned structure for executing things. Hence, they do not support the last minute changes. On
the contrary, the perceivers appropriate the flexibilities and spontaneity and allow the things to
leave open so that they can bring all the needed changes at any moment of life (Newman et al.
2014). According to the personality theory proposed by Myers and Briggs, people can be
described in terms of their preferences and are categorized in one of the four dimensions. Each of
the preferences are designated with the initial. Thus, the four initials are combined all together
for creating a four letter personality type code (Wu and Lee 2017). This takes a complete list of
sixteen personality types and reveal what type of people can succeed in what profession. The
most effective way to find out my own personality types, I have gone through the MBTI
personality test and identified all the effective aspects of my own behavior.
In the Myers-Briggs Type Indicator test in the first dimension, Extrovert vs. Introvert
dimension I tend to show more similarities in the extraverted side. This relates that I am able to
amalgamate with others (Mardani, Jusoh and Zavadskas 2015). I am an extrovert hence, I prefer
to interrelate with the emotions and feelings of the others and express my emotions through
behavior. The Sensing vs. Intuitive dimension has related me to the observant factor. This points
out that I am able to pay complete and undivided attention to the understanding. Thus, I can
make a practical as well as realistic decision. Being an observer, I prefer the reality to
imagination and able to make particular goals for perfect action. In addition to this, in the
Thinking vs. Feeling dimension, I have scored more in the thinking factor. This means that I
prefer logic and reason for analyzing different types of problems. This have made me a perfect
analyzer in any situation. However, I aim to master the feelings of the others in order to carry out

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my duty. This however, makes me a tough person to bend. In the Judging vs. Perceiving
dimension, I scored high in the judging factors which means I like to make plans or strategies
and follow those. This helps me to manage or finish every important thing on time without
rushing for the last moments. I am a very organized person as I aim to get stable in all matters in
one hand and make the environment fairly structured by limits. This assertive factor is also
supportive for personal development which has made my personality type of a consul and apply
the strategy of people mastery.
Learning style is another important method of measuring the personal strength as well as
weakness. Depending upon the learning styles and techniques, the preference and capabilities of
the people can be understood. The common ways of learning style differentiate among the
people as different people has applied mixed learning styles among which people, develop their
own dominant learning style (Wang et al. 2014). There is no right mix and this style is not
always fix as people use them in different circumstances. Through different and dominate styles
people develop their own abilities. By using different learning styles as well as multiple
intelligence for learning, the peoples are being developed and newer branches along with the
linguistic and logical teaching methods are being gradually developed. In this particular process
thus seven learning styles have been identified (Mardani, Jusoh and Zavadskas 2015). These
include visual, aural, verbal, physical, logical, social and solitary. The visual learners are spatial
they prefer learning through pictures, spatial understating and images (Newman et al. 2014). The
aural are dependent upon auditory and musical mode of learning where the learners learn better
through the music or any type of sound. The verbal learners depend upon linguistic who prefer
using words both in the writing as well as speech. The physical or kinesthetic learners prefer
learning by using body, senses of touch mainly hands. The logical or mathematical learners

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prefer reasons, logic and systems. The social or interpersonal learners prefer to learn in their
groups or the other people. On the contrary the solitary learners or intrapersonal learners prefer
to work alone hence depend more upon self-study.
These learning styles of the people are highly dependent upon their cultural background
based on which they respond and understand things. Although there are different learning styles
many trainers taken lead from the theory of David Kolb. According to this particular scholar,
there are two main categories of learning experience which include perception and processing.
Based on this particular theory, other two theorists namely Honey and Mumford have developed
models of learning styles so that the people or learners can be categorized into four main groups.
These groups are activist, reflector, theorist and pragmatist (Siu, Cheung and Lui 2015). To
measure which learning style I possess, I went through learning style test process and found out
some very important aspect of my self-development process.
In the activist category I have scored 15 points which relates me to the group of active
learners or the activists who prefer to do things rather than to listen to the others. Activists like to
try new things based on which process they learn gradually. The activists like to involve in the
group activities rather than remaining passively involving in the lecture of others. This activist
category revels that I prefer to learn from my own experience. The activist thrives on the
activities and seek new challenges constantly (Wang et al. 2014). The activist percentage in me
reveal that I am tend to be an outgoing nature and do not feel less confident in enjoying the lime
light. These factors reveal that I possess the leadership quality which include my preference of
knowing things through practical experience. Like a true leader I prefer to brainstorm and
understand all the real possibilities present in the situation (Wu and Lee 2017).

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In the reflector category, I have scored 18 which relates that I enjoy thinking and reflect.
A reflector tends to collect and digest information before drawing any conclusion. Unlike
activist, reflector also prefer learning from the practical experience as well as activities. In
scoring good in the reflector category, I have understood that the thinking process before making
any decision will help me in the leadership process (Mardani, Jusoh and Zavadskas 2015). This
time buying tendency will help me in the data processing and working though information before
making any important decision in the career. I, as an efficient leader will be able to look at the
problems from all the points of view before I make any move. Like reflectors however, I do not
remain quite in the meetings but also indulge in an active participation.
In the theorist category I have scored 14 which the least among all the categories. As
mentioned before, I preferred to contemplate and think about an aspect for understanding and
prefer to take active part in the learning process. I use different senses and respawns for learning
about any situation but do not need various theories and concepts and systems to learn the best.
Unlike the theorist, I do not need identified theories and principles to draw the conclusions. The
theorists take an analytical approach and objective for learning then enjoy their intellectual
challenges. However, in some cases there are needs of understanding the theories so that the root
of the problems can be reached and the proper answers can be found. As I do not possess the
ability to judge the problems and refer them to the existing theories and principles, I may face
issues in the leadership decision making and understanding (Dodds et al. 2018). Therefore, it can
be understood that I need to develop my understanding of theories much deeper and more widely
for which I need to learn more extensively.
In the pragmatist category, I have scored 15 which refers that I prefer the relevancy and
immediacy of the learning that remain associated with the process. I am capable as well as happy

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to experiment things and find out newer ways to solve any problems. I can pursue ideas which I
find attractive. I depend upon my own experience and prefer to plan the next move after one
activity. I am interested in my application of learning which I try to establish through new ideas.
I get involved in the practical decision-making process as well as problem solving (Ten et al.
2015). Finally, it can be stated that if I can overcome all the weaknesses associated with my own
learning process, I can develop myself to be fit for working in an organization. These will allow
me to learn my own way of thinking and lay new strategies to face any types of issues in an
organization. This process of measuring learning styles will also guide me to expand my existing
learning and studying strategies.
I can develop my own personal and professional strengths through proper application of
dominant learning styles. Thus, I will be able to enhance my self-confidence, improve my self-
image and identify how I can apply my own experience and intellect in the best possible manner.
My own dominant learning style will help me to enjoy any types of learning process. and inspire
me a greater curiosity as well as knowledge for the lifelong learning which will keep me
motivated for the longer period of time (Ten et al. 2015). I will be able to take the advantage of
my own inclinations and the natural skills in which nobody can beat me in any way. In the
professional life I can get the better chance and edge over my competitors as I will be able to
judge the situation from various points of view therefore, capturing their behavior becomes quite
easy.
As I aim to become an effective leader in the professional life, learning style will help me
to manage the cross-cultural teams more effectively. the functions of the leaders in a cross-
national team is difficult as this asks for more in-depth understanding of the issues and more
expansive manner (Helmer et al. 2016) The learning process will develop such a strength in me

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that I can reach more cross-cultural employees and more effectively. I can deliver more efficient
presentation to a great variety of audience as my solutions will be vase on the reasons, theories
and practicalities. This measuring process of learning styles will help me to improve my
persuasive and sales skills (McCleskey 2014). As I will develop proper knowledge of the
situation and decide what will be the best for that particular problem, I can improve greater
cooperation among my colleagues. Those I will be able to translate the learning powers into the
earning powers.
The maximum usage of the 360° feedback is in the domain of personal development. The
feedback that is accumulated during the process of 360°, helps in the increment of individual
level of self-awareness alongside providing information that becomes integral part of the
personal development plan (Dierdorff, Fisher and Rubin 2018). At the time when this model is
implemented for the process of personal development, coaching is also included in the process of
feedback generation. This model that is also often known as the multi ratter feedback, is actually
the process where an individual who is referred as the subject get feedback anonymously from
the people who are associated with him or her in the working domain (Ten et al. 2015). The
people from that domain who renders the feedback to the individual can incorporate managers,
customers, peers, direct reports, and based on these the individual is actually being evaluated.
Since the individual ratings as well as feedback are by default provided by 7 to12 persons from
various genres, this helps a lot in the self-development as well as self-awareness of the
individual. However, while the implementation and assessment of the feedback, the identity of
the individuals who have contributed in framing of the feedback are aggregated. The response
that are recorded remains absolutely confidential. To Siu, Cheung and Lui (2015) this is done so

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that the personal influence of the feedback provider does not have any impact on the way the
individual receives the feedback.
The survey based on the 360-degree feedback, offers an opportunity to the individuals
who are seated in the position of leadership an accurate as well as beneficial feedback that is
really constructive as well as conveyed in an absolutely confidential manner (Cabrerizo et al.
2015). However, the most important aspect of the 360 degree feedback model is that the
individual leader about whom the feedback circulates, also gets a chance, himself or herself to
give ratings on his own performance based on selective criteria. As Mone and London (2018),
states, this nullifies the possibility of the acceptance of any fake survey report.
Another important advantage regarding self-development that can be reaped out of this
model is that this model helps in the clarification of behaviors. In case if a question is raised in a
360 degree feedback, regarding the traits of a good leader or manager, the individual would be
able to see more than 50 behavioral traits listed on the top of his or her head. As, Bolden (2016),
opines, this gives the individual, a well-built conception regarding what is actually required of
his or her leadership by the organization that he is serving. Additionally, Sargeant et al (2015),
opines that this allows the individual to perceive if he is emphasizing sumptuous effort on one
particular behavior that he might be doing well, that too possibly at the expense of shoring up
another weaker behavioral trait (Siu, Cheung and Lui 2015).
This model of self-assessment also helps in the promotion of dialogue. Self-awareness,
clarified behavior, as well as process feedback helps the individual to provide an absolutely
natural opportunity for dialogue. It is mostly beneficial for the individual (most preferably in the
position of a leader or a manager) if the dialogue continues with another planning dialogue

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between surveyed leaders as well as the supervisor of the leader where improvement goals as
well as plans are basically agreed up on (Dierdorff, Fisher and Rubin 2018). When it seems
appropriate, the dialogue can also incorporate the peers as well as the employees.
However, it is essential that honest as well as reliable feedback sources are utilized for
testing one’s perceptions recognizing the strengths that have been previously overlooked as well
as exposing the perceptual blind spots (Chicagotherapist.com 2018). Through 3600 degree test, I
have identified several strengths in me in one hand and mitigated weakness in my personality on
the other. The emotional intelligence aspect, I have identified different categories which include
self-awareness, managing emotions, managing oneself, motivating oneself and social skills. In
these categories I have scored, 44 in self-awareness, 32 in managing emotions, 37 in managing
oneself, 34 in motivating oneself and 36 in social skills. These scores reveal that I am quite
successfully aware about myself and manage myself in the critical situations. I can control my
emotions and mitigate the difficulties resulted from the feelings in a profession (Siu, Cheung and
Lui 2015). Among all the leadership skills motivating others are important and I am quite
capable of doing that through my effective social skills.
This 360-degree feedback helps me in the planning, individual growth, training, feedback
culture, team effectiveness and retention of the employees. This particular process I can plan the
areas of improvement. It increases my self-awareness. In this feedback I am given a complete
report which includes my strength areas (Wu and Lee 2017). I have developed an insight of the
into my own behavior and how I ca be perceived by the others in an organization. I have reached
to a deeper understanding of myself as I have gained a balanced view of my strength and
weaknesses. The process can also help me to have a more accurate picture of the others through

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their demonstrated behaviors (Dierdorff, Fisher and Rubin 2018). This process can also help me
to leverage strengths that will help me to strategies a development plan.
Through 360 degree feedback process I can uncover my blind spots. By identifying
strength through particular capability can allow me for a perfect creation of tailored development
process. Discovery blind spots is a process to transform the weakness into strength. It is
important for the continuous employee improvement. The process of highlighting blind spots can
allow me for focusing on the learning as well as developmental needs which are specifically
applicable to all my overlooked behaviors (Shapiro and Stefkovich 2016). In addition to this, this
360 degree process will also give me the much needed ownership over my own improvement
process through proper creation of the customized development plan. Therefore, it can be stated
that will effectively encourage my individual accountability (Siu, Cheung and Lui 2015). This
will also give me the control over my own career paths. By taking a central role in my own
development process also can increase my engagement in the feedback process and I will be
managing all the challenges in the organization.
Therefore, it can be concluded that inability to understand the personal skills and
weaknesses lead to conflict and affect the all-inclusive growth of the organization. As I aim to
develop myself to be an effective leader, I may face issues in the leadership decision making and
understanding. These are the reasons why perfect understanding of the personal strengths as well
as weaknesses are important. Through proper understand of the self I will be able to develop
different types of advantages that will help me in the professional life in more than one way. I
will be able to take the advantage of my own inclinations and the natural skills in which nobody
can beat me in any way. I can identify how I can apply my own experience and intellect in the
best possible manner. I will learn my own way of thinking and lay new strategies to face any

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types of crisis in an organization. This will help me in reducing the risks of conflicts among my
colleagues in the organization, proper understanding of the different layers of personality takes
effective turn in the decision-making process of the institutions and planning for accomplishing
the future objectives.

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