Strengths-Based Leadership Research Paper

Part of being a leader is being aware of one’s strengths. This includes core strengths and strengths that need to be augmented or developed. At the same time, a leader must be aware of their weaknesses. Identifying one’s strengths and weaknesses can be accomplished through assessments that are completed by self. Strengths and weaknesses can also be recognized through assessments that are completed by others.

There are strengths that I have yet to discover or recognized within myself. But, If I were to select only five strengths that I have recognized within myself, they would be: my strength of intuitiveness, the power of being a good listener, my willpower, the extreme organizational skills, and open-mindedness. All of the strengths depend on each other to thrive

As Gallup studied and worked with thousands of leadership teams, we began to see that while each member had his or her own unique strengths, the most cohesive and successful teams possessed broader groupings of strengths. So we initiated our most thorough review of this research to date. From this dataset, four distinct domains of leadership strength emerged: Executing, Influencing, Relationship Building, and Strategic

Identifying and understanding your own personal strengths is key to being a successful leader. Knowing your strengths means you can focus your efforts to maximize results, in yourself and in others. Strengths Finder 2.0 is designed to uncover your strengths and utilize these strengths to your advantage (Rath, 2007). Identifying and applying these strengths to your leadership style, will enhance your effectiveness as a transformational leader.

(Focht, 2015). In a previous role I held, I had three direct reports. Each were at different

Tom Rath’s “Strengths Finder 2.0” on-line assessment identified that my top five strengths are: Strategic, Focus, Futuristic, Significance, and Learner. I see the Strength Finder Assessment as a great opportunity to get to know my personal strengths and it motivates me to work and practice my talents rather than trying to fix my weaknesses. Looking only at my strengths is a new type of skills-building which allows me to stay focus on my talents.

Strengths based leadership is a concept that began in 1998 by Donald Clifton Ph.D., Tom Rath, and scientists from Gallup (Rath, 2007). Its purpose is to guide individual leaders to identify, understand and maximize their strengths, defined as “the ability to consistently provide near-perfect performance,” (Rath, 2007, p.20). To achieve the consistent level of strength, Rath suggests a formula for leadership, “talent x investment = strength,”

I was very surprised with the results of this test because of its accuracy. All five of my strengths relate to me, although the order of them may be a little off. These top five are easily the most accurate towards describing me. I believe relator and adaptability are the two that fit me best and they are my number five and number two.

Discharge planning, education, and follow-up are areas healthcare facilities fail patients significantly. Often times, the bedside nurse has little time to actually sit down to provide the patient with detailed discharge instructions. My vision for a new and improved healthcare environment is to have discharge teams to assist patients with needs outside the healthcare facility, educate patients and families about disease process, and provide follow-up appointments and calls to promote compliance of treatment.

After completing the strength finder 2.0 assessment, the five strengths that were identified were Focus, Achiever, Learner, Intellection and Discipline.

Based on the Clifton Strengths Assessment my top five strengths are strategic, deliberative, learner, maximize and individualization. As an individual, I rarely look into my weakness. I believe that when your too focused on your weakness, you forget about your strengths. Everything the book said is true, and we need to take the time to look at our strengths and make it perfect. It is true that in this world or the school system, we are taught to look at our weakness and correct it so that we can become stronger in our life. This book brings out the truth that I longed to hear for a long time. Invariably, I hear my professor tell their students that for them success in life, they must practice and look at our weakness. This book proves it wrong because for us to become successful, we must stay to our strengths’ path.

Using the Strength Finders 2.0 Assessment, I was able to identify my personal strengths, which would identify my personal leadership skills. My strength assessment results where Harmony, Consistency, Empathy, Achiever, and Belief. This paper will identify each strength, how they relate to my leadership style and approach to leadership.

This paper is going to discuss the influence of the domain of leadership strengths of managers to employee’s performances. The research question is that this paper seeks to answer on the question of what is the influence of domain leadership? This social influence can help to accomplish a common goal. This can be done by a single or more individuals that will apply their knowledge to improve their social benefit their group. As a hypothesis testing, it will be using a null hypothesis. This includes leadership styles are not impacting domains. It is because it will seek to find out if a leader can always help a certain group or a peer to be always productive because there is a motivational factor that is always responsible for keeping the group to be more valuable in the long run.

It’s weaknesses are: 1) the extensiveness of the Skills Approach seem to expand further than the boundaries of leadership, 2) it can not explain in specifics how skills lead to the effective performance of a leader, 3) although it claims not be a trait approach model, a huge component of it does in fact include individual attributes, 4) it may need to be proven in generalized organizations and populations because findings were constructed using only military personnel in the armed services. (Northouse, 2010).

The trait leadership theory focuses on the individual leader’s personal characteristics as the basis of its investigations. It is one of the earliest leadership theories upon whose tenets many researches on leadership have been done. Although it is not very coherent, its heuristic nature has contributed to its significance in leadership research. Zaccaro and Klimoski (2002) define traits of reference to leadership as the stable personality characteristics, which result in a consistent leadership performance pattern, given different scenarios and groups. They include individual personalities, temperament, rationale, prowess, as well as cognitive abilities. Initially, the theory explored both physical and psychological characteristics that tell apart leaders from non-leaders.