Creating a Leadership e-Portfolio: Reflecting on Leadership Approaches, Styles, and Development

Create a PebblePad Leadership e-Portfolio to reflect on your leadership approaches, styles, and development. Address contemporary perspectives on leadership, leadership theories and practice, role of leadership in healthcare, and more.

Task Aim / Rationale:
The aim of this assignment is for you to critically reflect on the materials within this
course and your on your current journey and development of your leadership
approaches, styles, experience and plans for growth and development as a leader.
This will be carried out through the creation of a PebblePad Leadership e-Portfolio. The
rationale for developing your own leadership portfolio supports reflective thinking
about valuing and developing your own leadership capabilities and contributions to
increase your own competencies and confidence in leadership.
We are wanting to assess:
 What did you learn about contemporary perspectives on leadership, leadership
theories and practice?
 Your understanding of the role leadership plays in the complex healthcare
environment
 How your learning has enhanced your understanding and increased your competency in leadership
 What you struggled with?
 How can you use or apply what you have learned
Task Description:
For this task you need to create an ePortfolio about Leadership and You. You will create this
ePortfolio by completing a series of workbooks. Each workbook will correspond to the 7
topics listed below (and you can see the 7 topics listed across the top of this screen):
1. Introduction
2. Leadership Philosophy
3. Leadership styles and Strategies
4. Leadership Competencies
5. Leadership Experience
6. Working with and Leading Teams
7. Leadership Development
8. Summary
 In each workbook of your e-Portfolio you will provide evidence of your learning
(artefacts) and critically reflect on you leadership journey thus far.
 Evidence or artefacts might include essays that you have written, journal
articles that you have read, self –assessment tools you have used, work-
related learning and examples of your leadership capabilities (to name a
few).
 Critical reflection, along with scholarly literature, is required to address and
support all dot points under each topic. In addition, the use of
evidence (artefacts) is required to support your work.
 Each workbook will have instructions to help guide you through the workbook.
 The maximum word limit is located at the bottom of each exercise and varies
between 200-600 words
 MUST NOT copy other reflection pieces referred to on the internet, or created
by other students or in previous courses. Your work is unique to you.
 MUST write in paragraph form, to address the each section (not in a series of
bullet or numbered points).
 MUST write in the first person (e.g. "I", "My")
 MUST include any references in APA6 style

1. Introduction (200 words excluding referencing)
About me...
The Introduction sets the scene or outline for everything that follows in
your leadership e-portfolio. It should be brief, but include relevant
information about you, your career, your goals. Remember this is an e-
Portfolio about leadership and you and is not a resume or job application.
2. Your Leadership Philospohy( 400 words excluding
referencing)
Your Leadership Statement or Philosophy should be a narrative about how you
view leadership and the philosophies, values and principles that guide you. This would
be the starting point for developing your leadership e-portfolio.
You might critically reflect on how you evolved or are evolving, your leadership
philosophy; how it may have changed over time; any important leaders you identify
with and why/how those observations have shaped your thinking and views.
I am a veteran nurse with 25 years of professional experience in acute care and critical care nursing.
Currently I am working in a large private hospital with nursing staff strength on 200 registered nurses. I
possess a strong aptitude for management and mentoring and have undergone lean management
training programs. I strongly believe that by proper nurturing and training of the nurses, their skills and
competencies can be enhanced and thus the quality of care in the hospital can be improved. I have
been actively engaged in managing a group of nurses and have received the award of being one of the
best nursing leaders in the organization. My responsibilities also included conducting pandemic drills,
developing improvement programs, succession planning and grooming young leaders (Grille &
Kauffeld, 2015).
I have also won several other awards and accolades due to my professional competency such
as the individual group CEO service award, best nurse leadership development award, team
performance excellence awards, service quality excellence award, best quality improvement award,
professional development award, best mentor award and multiple customer satisfaction awards
(Mishra, 2017).
My career goal is to achieve further success and professional growth in my field, take on more
roles and responsibilities in the administrative duties in the hospital and through my hard work and
professional competency, earn a promotion as the hospital’s chief administrator (Chen, 2017).
References:
Chen, L. (2017). Transformative Learning for Health Professional Leadership. Siriraj Medical Journal,
64(5), 167-171.
Grille, A., & Kauffeld, S. (2015). Development and preliminary validation of the Shared Professional
Leadership Inventory for Teams (SPLIT). Psychology, 6(01), 75.
Mishra, A. S. (2017). The Role of Accountability, Values, and Professionalism in Organizational
Leadership. Effective Executive, 20(2).

It will not be enough to simply define leadership from the literature or provide a list
of qualities, rather you need to use the literature and your experience and thoughts to
develop a statement that you identify with on leadership.Please make sure you
address all the following dot points in your Leadership Philosophy, using
discerning literature and artefacts where necessary to support your work
 What is leadership to you ( define in a few words, you could include
something from the literature)?
 What are important leadership qualities?

 What are the top two or three leadership qualities that are important to you to
emulate and why?
 What is your personal leadership philosophy or understanding about
leadership?
According to Hargett et al. (2017), leadership is an ability which allows an individual to lead and guide
people and organizations, provide them a vision of the future towards which they can work to, inspire
them to achieve success and facilitate their work by developing their skills, competencies and
improving access to necessary resources. I believe that the ability to motivate and guide people are
vital leadership skills that can help leaders to effectively lead people towards a common goal or
objective. Venkatesh (2016) points out that in a business environment; effective leadership is also
integrally related to organizational performance. Therefore the ability to foster maintenance and
improvement of organizational performance is also an import leadership skill as well (Denis & van
Gestel, 2016).
In order to lead people in an effective and efficient manner, leaders must possess some vital
qualities which can separate a good leader from a bad one (Weech-Maldonado et al., 2018).
According to to Hargett et al. (2017) and Venkatesh (2016) some of the most important leadership
qualities can include integrity and honesty, confidence, patience, ability to inspire others, passionate
and commitment towards a cause, strong in communication, decisiveness, accountability,
empowerment, creativity and innovativeness as well as empathy. Additionally, Van Hala et al. (2018)
also added that in order to effectively lead an organization, a leader should also should have strong
critical thinking, analytical, problem solving, strategic planning and conflict management skills.
I believe that I am a confident, honest, motivated and creative person having a strong
emotional intelligence and managerial aptitudes. However I also believe that in order to further
develop my competencies as a leader, I need to emulate some vital leadership qualities such as
decisiveness, patience and conflict management. I believe that by developing these qualities, I would
be able to make decisions faster and easier, become more patient in my work and resolve workplace
conflicts in a more effective manner.
My Leadership Philosophy is to be always consistent and fair in my principles and values that
guide my decisions. I have also made it a point to spend a significant amount of time listening to
people and their feedbacks while making decisions that can affect them. I also value honesty,
accountability and transparency, which I try to maintain in my work and also instill those values
among others. I am also always curious about acquiring new knowledge that can help me to guide and
lead people in a better manner. I respect cultural diversity in the organization and individuality of
each member of the team which helps me identify their individual strengths and how they can
contribute to team performance. I also like to inspire others through my own performance, leading by
examples that others can follow (Du Plessis et al., 2016).
References:
Denis, J. L., & van Gestel, N. (2016). Medical doctors in healthcare leadership: theoretical and practical
challenges. BMC health services research, 16(2), 158.
Du Plessis, A., Saito, L., Mangalaraj, D., & Seth, N. (2016). The servant-leadership philosophy
incorporated in the corporate culture of a culturally-diverse retail company in New Zealand: a
case study approach.
Hargett, C. W., Doty, J. P., Hauck, J. N., Webb, A. M., Cook, S. H., Tsipis, N. E., ... & Taylor, D. C. (2017).
Developing a model for effective leadership in healthcare: a concept mapping approach.
Journal of healthcare leadership, 9, 69.

3.leadership Styles and Strategies ( 600 wordsexcluding
referencing)
In this Leadership and Strategies section of your e-portfolio you should critically
reflect on your preferred style of leadership, including whether it has changed over
time or even during this course.
Reflection on your Leadership Style and Strategy
In this section, please critically reflect on your leadership style(s) and
strategy/strategies by addressing all the following dot points and use discerning
literature and artefacts to support your work where necessary (for example results
of any self-assessment tools):
 what is your preferred leadership style? 200
 how flexible is your leadership style and is having flexibility important or not
to you? 200
Van Hala, S., Cochella, S., Jaggi, R., Frost, C., Kiraly, B., Pohl, S., & Gren, L. (2018). Development and
validation of the foundational healthcare leadership self-assessment. Family medicine, 50(4),
262-268.
Venkatesh, A. N. (2016). Conceptualizing the Role of Healthcare Leadership in Strategic Talent
Development–A Framework Based Analysis.
Weech-Maldonado, R., Dreachslin, J. L., Epané, J. P., Gail, J., Gupta, S., & Wainio, J. A. (2018). Hospital
cultural competency as a systematic organizational intervention: Key findings from the national
center for healthcare leadership diversity demonstration project. Health care management
review, 43(1), 30-41.

The leadership style that I personally prefer is a democratic or participative leadership style. This form of
leadership provides importance to the views and opinions of the followers or members of the team and involve
them in the decision making process. The democratic leaders provide guidance to the members as well as foster
their engagement in the organization (Lumbasi et al., 2016). According to Asmawi et al. (2015) democratic
leaders can help to effectively motivate the followers, give them a sense of importance as a member of the team
or organization and foster their commitment towards organizational or team objectives as well as help to
overcome resistance to change in the organization. I also believe that a relationship oriented leadership style is
an important aspect which can help to develop effective interactions with the followers and motivate as well as
inspire them to achieve the organizational goals by developing effective professional relationship with them
(Ehrhart, 2015). According to Savelsbergh et al. (2015), a relationship oriented leadership is developed upon
effective communication between the leader and followers and a strong interpersonal relation which fosters a
two way sharing of ideas, opinions and feedback. A leader with strong relations with the followers is more likely
to be respected and followed, thereby making them effective in an organization (Ehrhart, 2015).
I believe that flexibility in leadership style is an important consideration for any leaders as it allows them
to change or modify the leadership approaches based on situations. According to Baron et al. (2018), a good and
effective leader should be able to change their plans in order to match reality of a situation. Such an approach
can help the leaders to maintain organizational productivity during periods of transitions, chaos or crisis. A
flexible leader is also open for changes, new ideas and working processes and therefore fosters maintenance of
best standards of practice (van Rossum et al., 2016). Such leaders also have better success while working with a
diverse team, deal better with uncertainty and ambiguity in a better way (Baron et al., 2018). A democratic and
participatory leadership also helps to implement flexibility in the leadership style by involving the members and
their views and opinions in the decision making process, improve preparedness for changes and new ideas
(Ehrhart, 2015). A relationship oriented leadership style also involves flexibility of the leader as they have to
develop an effective interpersonal relation with each member of the team, often having to cross cultural barriers
to communication (Savelsbergh et al.). Logrippo et al. (2018) suggested that flexibility can help leaders to
overcome challenging situations by learning from the situations and implementing strategies to overcome or
address them. Flexibility also allows leaders to use different leadership styles based on the situation and context
and therefore ensure better chances of success (van Rossum et al., 2016). Burbank (2018) further pointed out
that flexibility also helps leaders to adapt to new situations, circumstances and plans and thus maintain
organizational performance. The Jung Typology test showed that I have an EFNP personality exhibited by 94%
Extraversion, 56% Intuitiveness, 34% Feelings and 6% Perceptiveness. The score show that I prefer intuition over
sensing and feeling over thinking about situations which requires flexibility to assess different situations
(humanmetrics.com, 2019; Furnham, 2018). The Gallup Strengths Test showed that my key strengths included
problem solving (100%), Faith (94%), Communication (94%), Innovation (94%) and visionary (88%). These scores
support flexibility in my professional work, helping me to solve various organizational problems, innovate new
ideas, use communication in an appropriate manner and lead people towards a common vision (Busch et al.,
2018).
I believe that motivation is an integral part of democratic leadership since it involves involving people in
the decision making process and orienting them towards organizational goals and objectives. One of the biggest
characteristics of a democratic and relation based ;leadership styles is the presence of an effective
communication between the leaders and followers where the views, opinions and feedbacks are shared both
ways which influences the decision making processes (Lumbasi et al., 2016). According to Asmawi et al. (2015),
involvement of the members in decision making process and valuing their participation helps to instill a sense of
belonging and loyalty to the organization and thus motivate them to work towards organizational objectives. I
also feel that motivating the employee is vital to retain their loyalty and maintain quality and standards of
practice. By motivating the members in the right way, it can be possible to improve their performance, foster job
satisfaction, retain skilled employees, and overcome resistance to change and foster better employee
engagement in the organization (Lumbasi et al., 2016). Both the Gallup test and Jung Typology test showed that
I have strong abilities to motivate people in order to lead them in an effective manner. The skills to motivate
people was also shown in the Leadership Self Assessment test which showed by competencies in
communication and feedback, leadership styles, motivating people, maintaining organizational culture, use
performance based management strategies and foster trust and fairness in my leadership approach
(business.govt.nz, 2019; Thompson & Glasø, 2018). According to Furnham (2018), these values can significantly
help to motivate people towards organizational objectives.

 discuss the value of motivation to your leadership style and strategy using
discerning
Leadership Assessment Tools
Attach the results of the self-assessment tool(s) that you have used to gain
information about your leadership style(s) and strategy/strategies. For example:
Managerial leadership skills self-assessment; Self-assessment leadership potential;
Influencing Style questionnaire.
4.Leadership Competencies (600 words excluding
referencing))
In this Leadership Competencies section of your e-portfolio you should critically reflect on
your levels of competence in leadership and planned learning/development
around problem solving skills; social judgement; and knowledge. The
Australian College of Health Services Management has a competency framework
in which leadership is a key domain; this may provide a structure to guide your
reflection in this section.
4.Leadership Competencies (600 words excluding
referencing))
In this Leadership Competencies section of your e-portfolio you should critically reflect on
your levels of competence in leadership and planned learning/development
around problem solving skills; social judgement; and knowledge. The Australian
College of Health Services Management has a competency framework in which
leadership is a key domain; this may provide a structure to guide your reflection in
this section.
Leadership Competencies
The Jung Typology test showed that I have an EFNP personality exhibited by 94%
Extraversion, 56% Intuitiveness, 34% Feelings and 6% Perceptiveness.
The Gallup Strengths Test showed that my key strengths included problem solving (100%),
Faith (94%), Communication (94%), Innovation (94%) and visionary (88%).
References:
Asmawi, A., Rahim, M. F. A., & Zainuddin, M. N. (2015). A study of leadership styles and organizational
commitment in a Malaysian Private University. Advanced Science Letters, 21(6), 1944-1947.
Baron, L., Rouleau, V., Grégoire, S., & Baron, C. (2018). Mindfulness and leadership flexibility. Journal
of Management Development, 37(2), 165-177.
Burbank, C. (2018). Leadership is a lived story: a call for radical embodiment and soul resilience in
transformational leadership development. Leadership.
Busch, P. S., & Davis, S. W. (2018). Inside Out Personal Branding (IOPB): Using Gallup Clifton
StrengthsFinder 2.0 and 360Reach. Marketing Education Review, 28(3), 187-202.
Ehrhart, M. G. (2015). Self-concept, implicit leadership theories, and follower preferences for
leadership. Zeitschrift für Psychologie.
Furnham, A. (2018). The Great Divide: Academic Versus Practitioner Criteria for Psychometric Test
Choice. Journal of personality assessment, 100(5), 498-506.
Logrippo, M., Kelly, S., Sardinas, N., & Naft, M. (2018). A partnership to assess clinical nurse leadership
skills. Nursing management, 49(4), 40-47.
Lumbasi, G. W., K’Aol, G. O., & Ouma, C. A. (2016). The Effect of Participative Leadership Style on the
Performance of COYA Senior Managers in Kenya.
Savelsbergh, C. M., Poell, R. F., & van der Heijden, B. I. (2015). Does team stability mediate the
relationship between leadership and team learning? An empirical study among Dutch project
teams. International journal of project management, 33(2), 406-418.
Thompson, G., & Glasø, L. (2018). Situational leadership theory: a test from a leader-follower
congruence approach. Leadership & Organization Development Journal.
van Rossum, L., Aij, K. H., Simons, F. E., van der Eng, N., & ten Have, W. D. (2016). Lean healthcare
from a change management perspective: The role of leadership and workforce flexibility in an
operating theatre. Journal of health organization and management, 30(3), 475-493.

Critically reflect on your leadership competencies by addressing all the following
dot points and use discerning literature and artefacts (for example
ACHSM competencies) to support your work where necessary:
 what leadership competencies are you strong in and give examples? 200
 what leadership competencies are you not so strong in and how might you
develop these further? 200

 discuss the value of negotiation to your leadership, using discerning literature
and citing
According to the ACHSM competency framework, four main domains of leadership competency
include professional and social responsibility, communication and relationship management, business
skills and health and healthcare environment. Each of this domain address specific leadership aspects
and by developing across these four domains and effective leadership approach can be developed
(achsm.org.au, 2019; Shannon & Sebastian, 2018).
Using the Gallup Strengths test, I was able to identify the leadership competencies in which I
am strong. These competencies include: problem solving abilities, faith, communication, innovation
and vision. The Leadership Self Assessment test further showed that I have strong competencies in
communicating with people and provide them effective feedbacks, motivate people effectively, use
various leadership approaches based on situations, managing people’s performances and foster trust
and fairness in the organization. Moreover, the Gallup test also showed that I am an extravert and
intuitive leader. I believe that such competencies accurately describe my leadership qualities and
abilities and help me to be an effective and efficient leader in the organization. Moreover, these
competencies also help me to exhibit professional and social responsibility, manage professional
relationships, develop business skills and help to maintain a professional environment, which are the
four important domains of the ACHSM Leadership framework (Shannon & Sebastian, 2018).
The tests also helped me identify some leadership competencies in which I am weak in such
as strategic thinking, risk taking, teamwork, balance, salesmanship and optimism. I also learnt that I
lack strength while taking critical decisions and struggle while balancing personal and professional life
at times. Moreover, the Gallup test also showed that I need to develop my focus as it was a significant
weakness in my leadership abilities. This can be supported by the challenges I face while working on
multiple problems simultaneously as a result of which I find it difficult to focus on each problem
individually. Furthermore, such weaknesses also show that I need to further develop my
competencies in the domains of relationship management. I believe that I can overcome these
weaknesses through constant practice, training, education and self improvement programs. According
to Fønhus et al. (2018), professional practice not only helps to implement the knowledge in a practical
way, but also develop skills and competencies and thereby achieves professional growth. Moreover,
participating in training programs, self-paced learning and professional exposure can help to identify
and develop strategies that can be used to overcome the weaknesses identified above (Shannon &
Sebastian, 2018).
Negotiation can be understood as a process or action aimed towards reaching a common
consensus among people. In leadership, ability to negotiate is an important ability according to Weiss
(2018). Through effective negotiation, a leader is not only able to motivate and guide people better,
but also develop ground rules for practice and develop organizational rules and policies that can
address the organizational values and objectives. Negotiation can also help to manage conflicts and
solve problems in the organization and therefore maintain organizational performance (Pattison et al.,
2018). Therefore, in my leadership approach, negotiation plays an important role and helps me to
effectively use the feedbacks and opinions from my team members to plan organization practices and
policies.

References:
Fønhus, M. S., Dalsbø, T. K., Johansen, M., Fretheim, A., Skirbekk, H., & Flottorp, S. A. (2018).
Patient mediated interventions to improve professional practice.‐ Cochrane Database
of Systematic Reviews, (9).
Pattison, S. A., Gontan, I., Ramos Montañez, S., & Moreno, L. (2018). Identity negotiation‐
within peer groups during an informal engineering education program: The central
role of leadership oriented youth.‐ Science Education.
Shannon, E., & Sebastian, A. (2018). Developing health leadership with Health LEADS Australia.
Leadership in Health Services, 31(4), 413-425.
Weiss, J. N. (2018). Connecting the Dots: The Nexus Between Leadership and Negotiation.
Negotiation Journal, 34(2), 207-213.

 200where appropriate.
Leadership Competencies
Upload any results of self-assessment tool(s) or examples to provide some information
about your leadership competencies. For example you might like to upload the ACHSM
Leadership competencies and identify the areas you believe are strong in or not;
upload the Leader Behaviour Description Questionnaire to demonstrate your capability
as a leader with groups
5. Leadership Experiences ( 400 words excluding
referencing)
In this section of your Leadership e-portfolio you should critically reflect on the
opportunities that you have had to demonstrate Leadership. This
might include experiences both inside and outside of the university, as well as, inside
and outside healthcare. For example:
 Coursework at the university that relates to leadership
 Leadership development workshops, and/or training
 Involvement with on-campus or off-campus or healthcare organisations
 Conferences and professional development opportunities such as workshops
or seminars you may have attended
 Involvement in your community, sporting, faith or other group
 Any presentations you made, such as in class or public/group speaking
experiences etc..
When critically reflecting on the experiences you’ve had, remember to think broadly
as this is an opportunity to address both formal and informal leadership experiences.
Also remember you are focusing on leadership aspects and experience (as opposed to
management).
A Possible Structure
Results of self assessment tools:
Jung Typology Test: ENFP (Extravert 94%, Intuitive 56%, Feeling 34%, Perceiving 6%
Gallup Strengths test: Strengths- Problem Solving (100%), Faith (94%), Communication
(94%), Innovation (94%), Visionary (88%). Weakness: Focus (44%)
Leadership Self Assessment Test: Communication and feedback 3/5; Knowledge of
Leadership styles: 5/5; Performance management 5/5; Motivating people 5/5; Workplace
culture 5/5; Trust and Fairness 5/5.

The compilation of Leadership Experiences should be organised in some way. You
should include details about each of your identified experiences including:
1. The type of experience (see above for possible categories – e.g., course,
professional development, community service, etc.)
2. The name of the experience
3. The date or time frame
4. Description (a brief summary of the experience)
Here are some examples that are just ideas that you could use in terms of
formatting.
Course: Change Management in Dynamic Healthcare Organisations
Date: Trimester 2, 2016
Description: This course provided me with 12 weeks of learning and experience
around change, reform and mechanisms for use in leading change particularly in the
healthcare system and organisations. Change and change management are critical
pieces in the leadership process.
Leadership at Work Activity: Radiation Safety
Date: 2012 - 2015
Description: Working as a 6 year postgraduate medical imaging technologist, I was
given the task of Radiation Safety Officer for our medical imaging department. While I
didn’t have line management responsibility for the 30 clinical staff, I had to
demonstrate the need for skill, safety culture, learning and authentic commitment to
risk and safety around the ALARA (as low as reasonably achievable) guidelines.
Sporting Team Activity: Captain Women’s First XI University Cricket Team
Date: Summer, 2016/2017
Description: I was selected to Captain the First XI team for six matches. The
opportunity enabled me to make concrete the understanding that team leadership
(win expectations; motivation; recognising players greatest team and role strengths,
setting example etc.) were far more important than management tasks (equipment,
training schedules, try-outs etc.) and my own skills (batting) were important to
contribute but skills are part of the overall leadership agenda.

A )Your Leadership Experiences
List your leadership experiences to date here (for ideas see examples above)
Leadership Experiences to date:
Activities Activity type Period Date
Team building activity Professional
development
Nursing training 2012-2013
Presentation and
Seminars
Course Nursing Training and
Management Training
2013-2014
Managing
Organizational
Performance
Professional
Development
Professional practice 2016-2017
Community service Community service Professional practice 2016-2017

b) Critically reflect on your leadership experices to date
Team Building Activity (professional skills development experience)
Professional Development Experience: During my academic discourse while training as a
professional nurse, I was involved in different seminar activities where I had to make academic
presentations on various topics and engage in workshops with a team. During such activities, I
was able to lead the team, giving them directions and guidance on how to proceed with the
presentations and workshops. My academic knowledge and communication skills proved to be a
significant strength that helped me provide guidance to others and develop effective team
coordination. These skills also helped me conduct the presentations in the seminars in an
eloquent way and involve better participation in the workshops (Shuffler et al., 2018).
Presentation and Seminars
While training on lean management, I was also involved in activities such as succession
planning and project development planning. After the completion of the training I successfully
conducted a seminar on lean management and how it can be implemented in an healthcare
organization. The seminar helped me earn several accolades and acclaims regarding my
performance and due to the clarity and comprehensiveness of the presentation which I believe
was a significant professional achievement for me (Webb, 2018).
Managing Organizational Performance:
While working as a critical care nurse for 15 years, I have also mentored several
registered nurses in their work, helping them to understand their job roles and follow them more
accurately. I was also able to provide training for the nurses and educate them on effective
nursing practices which enabled the development of their competencies. On many occasions, I
was also involved in conflict management between the nursing staff and build team coordination
and team bonding. These aspects helped me to manage organizational and staff performance
more effectively (Peralta et al., 2018).
Community Service Activity:
While working as a registered nurse, I also was involved in community services for aged
people. While working with elderly patients suffering from terminal conditions, I faced a
significant challenge while addressing the mental health concersn for the clients and their
families. The clients and their family would often expedience emotional trauma due to the
diagnosis of the terminal condition and seek emotional support from healthcare providers. In one
such incidence, while working with an elderly Armenian woman suffering from cancer, my team
members were facing problems working with the client and her family due to cultural differences
and the client. The client felt that the nurses did not give importance to her diet preferences. I
promptly intervened in the matter, educted the client about the dietary restrictions for her health
and also arranged for some of her diet choices to be included in her diet plan (Webb, 2018).
References:
Peralta, C. F., Lourenço, P. R., Lopes, P. N., Baptista, C., & Pais, L. (2018). Team development:
Definition, measurement and relationships with team effectiveness. Human Performance,
31(2), 97-124.
Shuffler, M. L., Diazgranados, D., Maynard, M. T., & Salas, E. (2018). Developing, sustaining, and
maximizing team effectiveness: An integrative, dynamic perspective of team development
interventions. Academy of Management Annals, 12(2), 688-724.
Webb, C. (2018). A narrative structure for teacher educator team analysis and development.
RESEARCH in TEACHER EDUCATION, 8(1), 12-17.

Use discerning literature to support your work where necessary
6.Working With and Leading Teams ( 600words excluding
referencing )
In this section of your Leadership e-portfolio of working with and leading teams you should critically
reflect on your experiences, thoughts and plans about working and engaging with teams and groups to
achieve your leadership goals. When critically reflecting on working and leading teams, remember to think
broadly as this is an opportunity to address both formal and informal leadership experiences.

Reflection on Working with and Leadingteams
In this workbook please critically reflect on your experiences, thoughts and plans
about working with and leading teams by addressing all the following dot points and
use discerning literature and artefacts to support your work where necessary (for
example results of any self assessment tools):
 what are some of the key competencies you have as an effective team leader?
 how do you behave in a team environment? (the Belbin Self-perception inventory might be a
useful guide).

 discuss the value of teamwork to your leadership using discerning literature
and citing where appropriate.
Working With and Leading Teams
As an effective leader, I possess several important key competencies that can allow an individual to lead people
more effectively (McCaffery, 2018). The leadership Personality assessment tests helped me further identify these
competencies and can also support the different skills outlined under the Belbin Self-Perception Inventory (SPI)
(belbin.ie, 2019). Some of my key strengths include strong communication skills (which allows me to engage people
in communication more easily and understand their opinions and feedbacks more clearly), problem solving (which
helps me analyze complicated problems and challenges and solve them effectively), faith (which allows me to give as
well as gain trust from others and maintain my passion and commitment to work), innovation (which allows me to
seek new ideas and strategies to improve organizational performance and team work) and vision (which helps me
to guide others more effectively to organizational objectives and vision) (Lynch et al., 2018; Platt et al., 2016).
Additionally, I am also a very honest, confident and patient individual who values professional integrity and
accountability which I believe are important personal strengths that helps to enhance my professional career and
helps me act as an effective team leader.
The Self Perception Inventory (SPI) lists the different self perceptions of team leaders and helps to
understand how a leader should behave in a team environment so as to enhance their performance (Platt et al.,
2016). The inventory consists of several questions that analyses the views and beliefs of a leader and thus
understand how they engage with the team (Lynch et al., 2018). The SPI can be used to analyze my leadership values
and beliefs which can help to determine how I interact and engage with my team. Within a team environment, the
behavior, beliefs and perceptions of the team leader plays a crucial part that influences the performance and
engagement of the team and team members. For example, I strongly believe that I can make positive contributions
to the team since I can speak out in the best interest and make the right things happen. While working with others, I
also often take the responsibility to lead the team and reach a consensus by negotiations and I maintain effective
teamwork by analyzing every problem from every possible angle to reach a solution. My approach to teamwork is
based on getting things done in an efficient and effective manner and often motivates the team to give their best
efforts. Moreover, I believe that I can function well in a team because. I also teat all the team members with respect
and dignity and acknowledge their personal opinions and differences in skills and abilities. I strongly believe that
each member can bring about a unique contribution to the team and therefore it is necessary to help each member
achieve their maximum potential and support them to gain professional development (Lynch et al., 2018).
Teamwork plays an important role in my leadership values and beliefs (Körner et al., 2016). I strongly believe
that optimal team performance is possible only when each and every member of a team can perform optimally and
when an effective coordination exists in the team. According to McEwan et al. (2017), teamwork is an important
consideration of leasers in a professional work since it helps to implement new ideas to practice, fosters effective
team solving capabilities, provides better support to the members and also helps to develop morale of the team
members. Effective teamwork also helps to engage the members in a better way and creates an inclusive work
environment. Through teamwork, a workplace unity can be achieved which can help to avoid interpersonal and
workplace conflicts and foster orientation to organizational objectives and values (Littlepage & Wertheimer, 2017).
Cooper et al. (2016) also added that by developing teamwork, leaders can enhance the productivity and efficiency of
the team and its members and provide the members more learning opportunities. This in turn can help to foster
professional growth and development among the members (Körner et al., 2016). Due to this, I always focus on the
development of teamwork and team coordination in my team.
References:
Cooper, S., Cant, R., Connell, C., Sims, L., Porter, J. E., Symmons, M., ... & Liaw, S. Y. (2016). Measuring
teamwork performance: Validity testing of the Team Emergency Assessment Measure (TEAM) with
clinical resuscitation teams. Resuscitation, 101, 97-101.
Körner, M., Lippenberger, C., Becker, S., Reichler, L., Müller, C., Zimmermann, L., ... & Baumeister, H.
(2016). Knowledge integration, teamwork and performance in health care. Journal of health
organization and management, 30(2), 227-243.
Littlepage, G. E., & Wertheimer, M. (2017). Teamwork and emergent cognitive states as predictors of
routine and adaptive performance in flight dispatch centers. In 19th International Symposium on
Aviation Psychology (p. 125).
Lynch, D. S., Lynch, M. J., & Clemens, C. M. (2018). Belbin Team Roles. The Handbook of Communication
Training: A Best Practices Framework for Assessing and Developing Competence.
McCaffery, P. (2018). The higher education manager's handbook: effective leadership and management in
universities and colleges. Routledge.
McEwan, D., Ruissen, G. R., Eys, M. A., Zumbo, B. D., & Beauchamp, M. R. (2017). The effectiveness of
teamwork training on teamwork behaviors and team performance: a systematic review and meta-
analysis of controlled interventions. PloS one, 12(1), e0169604.
Platt, T., Ruch, W., Gander, F., & Hofmann, J. (2016). Team Roles: Their Relationships to Character Strengths
and Job Satisfaction.

Upload the Belbin self-perception inventory tool to support your critical reflection on how you behave in
a team environment. Upload any supporting evidence of your working with and leading teams.
7.Leadership Development and Action Plan (400
excluding referencing)
In this Leadership Development and Action Plan section e-Portfolio you need to create a
Leadership Development Action Plan for the next three to five years that is informedby a
reflection of your results of the Leadership Framework Self-Assessment Tool.

7.Leadership Development and Action Plan (400
excluding referencing)
In this Leadership Development and Action Plan section e-Portfolio you need to create a
Leadership Development Action Plan for the next three to five years that is informedby a
reflection of your results of the Leadership Framework Self-Assessment Tool.
Leadership Development and Action Plan
Here include information and thoughts about your plans for continued learning,
development and growth in leadership. In it you should include aspirations, professional
development courses, and any timelines. For example, formal and informal learning;
experiential learning inside and outside of the health system and health
organisations that you have already done and plan to do in the
Objective1: Developing focus on work:
Specific: Avoiding multitasking, prioritizing important work, keeping schedules and time table for all activities
to avoid forgetting them, getting enough sleep and rest, eliminating distractions from work, exercising every
morning to increase mindfulness and setting up daily goals that I can follow regularly.
Measurable: The success of this strategy can be exhibited by a better focus and accuracy in work and by a
reduction in errors at work.
Achievable: Through constant practice and repetition, it can be possible to achieve the objective.
Resources: Daily planner, computer, scheduler and personal digital assistants.
Time: Three years.
(Gu et al., 2015; Amutio-Kareaga et al., 2017)
Objective 2: Developing strategic thinking ability
Specific: Learning and implementing the four stage strategic decision making model, learning to thoroughly
analyze a situation to understand every angle and aspect of it before reaching a conclusion and using
evidence based practice and learning approaches.
Measurable: The success of this approach can be measured though a better ability to make strategic decisions
and use strategic decision making tools to develop solutions to problems.
Achievable: Strategic thinking ability can be developed by learning how to use the various strategic decision
making tools and the ability to analyze situations effectively.
Resources: computer, whiteboard, word processing applications.
Time: 4 years.
(De Vibe et al., 2017; Self et al., 2015)

future to develop your leadership.
8.Leadership Summary ( 200 words excluding referencing )
A Summary Reflection statement is just that. It should be a reflection over your
entire leadership e-Portfolio. You might address the following:
 how your understandings of leadership have changed 66
 how your understandings may change your career plans
 the significant contributions you can make to the leadership processes in
specific areas of healthcare, such as aged care and mental health etc.
Use discerning literature and artefacts to support your work where necessary
Artefacts
Attach any artefacts to support your work here
Objective 3: Developing negotiation skills
Specific: Participating in seminars and workshops on negotiations strategies, participating in negotiation
training, develop emotional intelligence to understand others emotions better and thus negotiate more
effectively.
Measurable: Success of this approach can be exhibited by a better ability to negotiate terms without causing
dissent and disengagement among the team members and reaching a common consensus more easily.
Achievable: The objective is achievable if the required skills are properly developed in the leader.
Resources: Workshops, training rooms, projector, computer, whiteboard and conference rooms.
Time: 4 years
(Kelchtermans & Vanassche, 2017)
Objective 4: Developing teamwork
Specific: Using team building activities to develop communication and coordination in the team, learning about
team psychology, organizing teamwork effectively, delegating tasks to team members, mentoring the members
to help them develop their skills and competencies to work in the team, lead members by self- examples which
they can follow.
Measurable: The success of this approach can be measured by an improved bonding and coordination within
the team and an improved team performance.
Achievable: The objective is achievable if the strategies can improve coordination and bonding with the team
members.
Resources: Workshops, training rooms, projector, computer, whiteboard and conference rooms.
Time: 5 years
(Aguilar et al., 2015)
References:
Aguilar, F., González-Fernández, M. J., & Montero, E. (2015). Teamwork Development in Heat Engines Sciences
by Means of a Rubric-based Method. In Conference Proceedings. New Perspectives in Science Education
(p. 411). libreriauniversitaria. it Edizioni.
Amutio-Kareaga, A., García-Campayo, J., Delgado, L., Hermosilla, D., & Martínez-Taboada, C. (2017). Improving
communication between physicians and their patients through mindfulness and compassion-based
strategies: a narrative review. Journal of clinical medicine, 6(3), 33.
De Vibe, M. F., Bjørndal, A., Fattah, S., Dyrdal, G. M., Halland, E., & Tanner-Smith, E. E. (2017). Mindfulness-
based stress reduction (MBSR) for improving health, quality of life and social functioning in adults: a
systematic review and meta-analysis.
Gu, J., Strauss, C., Bond, R., & Cavanagh, K. (2015). How do mindfulness-based cognitive therapy and
mindfulness-based stress reduction improve mental health and wellbeing? A systematic review and
meta-analysis of mediation studies. Clinical psychology review, 37, 1-12.
Hyland, P. K., Lee, R. A., & Mills, M. J. (2015). Mindfulness at work: A new approach to improving individual and
organizational performance. Industrial and Organizational Psychology, 8(4), 576-602.
Kelchtermans, G., & Vanassche, E. (2017). Micropolitics in the education of teachers: Power, negotiation, and
professional development. The Sage handbook of research on teacher education, 441-455.
Self, D. R., Self, T., Matuszek, T., & Schraeder, M. (2015). Improving organizational alignment by enhancing