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Reflective study of leadership diary Assignment Sample

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Introduction Of Reflective study of leadership diary 

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A true authentic leader reflects on their action, which gives a self-awareness. Along with self-awareness reflection on action assist to know about pons and cons of the vision this awareness led to a total commitment as a leader (Lin et al. 2020). This understanding help leader to recognise their emotion, thoughts, and knowing the strength and weakness.
Reflective practice (RP) is the ability examine the situation and analyse to bring better practice and improve the clinical knowledge. It can be practiced in any level of nursing to provide a better care patient and support for the team. As per the research findings RP is one of the exceptional way to learn from experience.
Through this reflective essay the author critically analyses the challenges faced during a change management process in cardiac theatre and reflecting on the leadership style used for a change management. The focus on this article is to recognise the limitation to and improvement need for communication to deal with team resistance during change management. This article also discussing the leadership style and leadership theory used to manage the difficult communication during change management. For analysing reflective cycle, the author used John Gibbs reflective model focussing on leadership and management skills. Through this reflection the author understood the mistake and what leadership style could be used in difficult communication and conflicts.


I have always believed that for becoming an effective leader I have to be very much patient and active. The leadership is the most difficult job in the world and I believe that it is very essential for a leader to have knowledge about different leadership theories and concepts and management approaches as well for analysing the issue and addressing them with the best possible way which can help me as leader to resolve the issue effectively (Mayfield and Mayfield, 2017). I believe that health care is a sector which is a relationship-based and customer-based organization and for becoming an effective leader it is very essential for me to possess some of the most effective skills like self-awareness, observing the things carefully and responding flexibility (Turaga, 2017).


In order to focus on the reflective analysis of my leadership skills and abilities I have tried to use the stop/start/continue approach which I feel is very much important for a leader. This reflection will evaluate my leadership skills, abilities and practices. There are various instances where I observed that the lack of communication or any decision making was not effective enough for me and for the whole department and this is the reason I decided to stop the progress immediately analyse the issue and then find the way to resolve the issue and then resume the change process (Oeij et al. 2017). This is one of the biggest skill of a leader to have the power to stop the progress of the change and then focus on the issue and try to resolve it completely before progressing for it.


Gibbs Leadership reflective cycle.
I have selected to use Gibb’s Reflective Cycle (1988) as a background, because it directs on different phases of an event and allows the student to reassess the incident completely (Adeani et al. 2020).


To reflect and analyse the leadership and management style and theory with the communication and conflict management new change in cardiac theatre, the author used John Gibbs reflective cycle to describe, analysis of the situation and requires leadership style to formulate an act. I felt Gibbs is a simple model to use and the different stages of the model gives a clear understanding of the situation and six stages of Gibbs model complete one cycle (Fotohabadi and Kelly, 2018). Gibbs Model framework consist of description, feelings, evaluation, analysis, and conclusion.


Context of incident
Cardiac theatre team includes 16 staffs in total 6 anaesthetic practitioner, 5 scrub practitioner and 5 circulating staffs. All the anaesthetic and scrub practitioner are dual trained, but they do not practice dual skill in cardiac theatre. This team culture formed by senior teams in the department. Cardiac theatre staffs are highly skilled team cannot replace with unexperienced person. Due to limited staff if someone off sick or absent we used to cancel the case and reschedule it another day. I realised we can solve this issue by training all the staff to be dual skill practitioners in cardiac theatre.


After the discussion with team leader, we had a plan put it together to practice all the scrub and anaesthetic team to practice dual skill. The plan is to change the team dynamic for better care for service user and to be more productive as follows.


Description: -
As me and my team observed the issues we were facing it was very important for us to face the change and work according to it. This is the reason me and the management department decided that we will provide every single member of our team with an extra knowledge related to different cardiac treatments. This will assist the team members with the best sort of idea about the other issues as well and the patients will not be shifted if the specialised person in not available. The members of my department did not wanted to become students again and this is the they all were protesting against these change management approaches (Sekarwinahyu et al. 2019). The outcome of the situation was the people were not co-operating with me and due to this the issue of unavailability continued. I also observed that some of the members also left the people also left the department and shifted to other speciality.
Feelings: -
During the initial stage of change management, team resistant was extremely high. I was nervous and difficult to explain to the team what my view and vision is. Team meetings were end up in arguments, which made me disappointed (Andriani et al. 2018).
Personally, I experienced lots of difficulty and stress to bring the change due to resistance from the team members. This is because the staffs in cardiac theatre have 10-20 yrs. of experience changing their practice was difficult.
I felt emotionally upset when we lost two experienced staff who does not wanted the change, who moved to another speciality. Dealing with challenging behaviour was stressful, but assertive communication helped me to bring the point across.
Once the team gone through the change, the team realised the benefits and the workload divided equally to 11 staffs. Then the team appreciated the change I have initiated. We have recruited 4 more staff to the team who willing to take dual role in the team. I felt happy and satisfied with change in team dynamics and avoid any cancellation of patient care due to staff shortage (Li et al. 2020).
Evaluation: -
While evaluating my leadership during this change management, the good experience I felt that; -
I had a clear vision about the project. I was willing to listen to the team. I was leading and encourage the team with teaching and learning.
During change process the team was not accepting the change. I observed that there was lack of attentiveness in the discussions because most of the team members were against my change management plan so I decided that being a leader it is my foremost duty to involve everyone in the discussion (Abdul, 2020). This is the reason I started to create interaction programs as a leader I feel it is the best way to make the team members speak and let them convey their feelings about the project. I believe that in the healthcare services it is the duty of the leader to involve every worker in the change project approaches and provide them with the opportunity to behave freely and this is the reason I was getting some positive responses as the number of people involved in this project were communicating with me and sharing their idea. I believe that if changing a person is difficult then we need to let the person understand the need for the change through his or her own words and that what I did in that condition.
The difficult part which I faced was dealing with difficult communication and emotional difficulties due to staff resistance. I understood Transformational leadership was difficult in this situation I have used transactional leadership to reduce the team resistance (Karabeleski and Avdic, 2018). At this stage of the project it is my job to opt for the most effective leadership style which can help me to implement the changes in the management in the most effective manner and this is the reason I decided that I will opt for the transformational leadership theory with the help of which I will be able to resolve the issues as I observed that through other approaches I was not able to address the issue and this is the reason I decided that I will try to provide them rewards and inspiration outcomes which will attract the team members to accept the change and help the team to get the most appropriate results (Buil et al. 2019).


Analysis: -
The use of SWOT analytical tool to help me to assess the strength, weakness, opportunity and threats of the team in relation with change. Use of SWOT analytical tool assist the me to correlate with plan and make the adjustment to react to the threats.


As I was noticing that the department was going through several issues I decided that I will opt for the Lewin’s change management model which can guide me for achieving the bets possible results for the team. I observed that the people are not accompanying the changes and not even listening to me so I decided to stop the change process and try to communicate with the team members for searching for the cause of the issue as what is making them to stay away from this challenge and with the help of this searching process I got understand that people are not able to accept the new development and due to this it was getting more difficult for me to apply the changes. I also observed that I a was becoming an aristrocrat leader (Bornmann and Marx, 2018). Therefore, I decided to collaborate with the team and ask them what can be the best way to resolve this issue and with the help of their suggestions like extra hiring and some casual learning classes as well as extra pay for the learning classes helped me to develop better ideas for engaging the people into the change processes system. I have learned that engaging the team into change processes talks is the best way to involve them in the organizational processes.
In this scenario I made sure I have a clear communication to the team and I was deputy team leader of cardiac team along with team leaders support, bringing change became less resistant.


I tried to search for some of the best literatures available publically for analysing and assessing the best change management processes and team-work and I got two of the most effective results which can help me and the whole team to understand the importance of the working in a team and responding to the change management. I observed that the theory of Belbin’s team roles states that each and every person who is working for the team will bring his or her weaknesses and strengths to the table when the change management processes will occur just like I brough my impatient nature and behaviour to the table when we started the change management similarly others also brought that and this is where we failed as we did not tried to understand the differences and only tried to put ourselves in the dominant position (Ivanova et al. 2020). The theory of group think provided me with the idea about the collective rationalism which helped me to understand that it is essential for me to stay calm and respond to the things effectively.
Successful conflict resolution requires a consideration of all factors that have contributed to the conflict, and the use of problem-solving techniques such as problem identification, brainstorming solutions and taking people’s opinion on whether the solutions are safe, fair, and acceptable to them (Gabriel et al. 2020). Therefore, I have managed conflicts by asking peoples opinion, giving some brain storming activities about advantage of the project, involving them in some clinical decision making, and with clear written and verbal communications.


The other issue I faced during this project was, difficulty to handle my emotions. Key characteristic of a leader is emotional inelegance is essential for effective leadership and successful operation. During the change management I have faced several stresses and emotional upset due to team resistant and movement of staff to other speciality (Ristow and Caughron, 2018). Even though change process was successful, the change agent has gone through several emotional difficulties. By attending resilient training programme and emotional intelligent programmes help me to understand the attitude, skill, and knowledge to understand and manage the emotion.

Action Plan
Through this reflection I understood my strength and weakness in relation to my leadership. My Weakness are dealing with difficult communication and controlling my emotions, there for I planned to attend relevant courses to understand more about above issues and its management. Swot analysis assisted me to set plan together easily for change management.
Several studies shows that coaching will befit for change management. The research concludes that coaching assists the change agent or leader to be more efficient on their self-development, leadership development, organisational achievements and successful project leading.
Reflection is defined as a process of reviewing an experience which involves description, analysis and evaluation to enhance learning in practice.
To improve my knowledge and experience I will take coaching assistance for further projects.


Recommendation: -
Change management in cardiac theatre was a successful story. We managed to change the staff contract to be dual skill practitioners to sustain the change.
Reflection on my action help me to change my view to accommodate team benefits and emotional intelligence, communication. This Reflective study is recommended that during change management use of different leadership style and use change management model gives a successful plan to achieve the vision.
This reflection helps me to understand different ways to deal with difficult communication and team resistance. To help this one of the recommendation is to attending resilient training and emotional intelligent training and coaching from an experienced coach.
Through Gibbs cycle of reflection, I understood, what happened, what was good and bad, how that happened, and what can be done for future.


Conclusion: -
Reflection in practice is essential element for development in any level of health care. Through this reflection I understood, change is a challenge for innovation for an organisation. Understanding and using the change theories, and the knowledge of change strategies as well as key factors influencing the success or failure of the change process, enable the change agents to manage the process effectively.
According to my evaluation, quality of the service improved due to the change of team dynamic in cardiac theatre. Since the change in cardiac theatre team did not cancel the case due to staff shortage.
Leadership has an important role in managing the change process. A leader is a change agent with the leadership skills of problem-solving and decision-making. Combined with good interpersonal skills, vision and innovative approaches, a leader can make a successful and effective organisational change. Suitable changes can improve the performance of an organisation and lead them to a long-term success and sustainability.

References
Mayfield, J. and Mayfield, M., 2017. Motivating language theory: Effective leader talk in the workplace. Springer.
Lin, S.H.J., Chang, C.H.D., Lee, H.W. and Johnson, R.E., 2020. Positive family events facilitate effective leader behaviors at work: A within-individual investigation of family-work enrichment. Journal of Applied Psychology.
Turaga, R., 2017. What Maketh an Effective Leader?. IUP Journal of Soft Skills, 11(4), pp.65-75.
Oeij, P.R., Gaspersz, J.B., Van Vuuren, T. and Dhondt, S., 2017. Leadership in innovation projects: an illustration of the reflective practitioner and the relation to organizational learning. Journal of Innovation and Entrepreneurship, 6(1), pp.1-20.
Fotohabadi, M. and Kelly, L., 2018. Making conflict work: Authentic leadership and reactive and reflective management styles. Journal of General Management, 43(2), pp.70-78.
Adeani, I.S., Febriani, R.B. and Syafryadin, S., 2020. USING GIBBS’REFLECTIVE CYCLE IN MAKING REFLECTIONS OF LITERARY ANALYSIS. Indonesian EFL Journal, 6(2), pp.139-148.
Sekarwinahyu, M., Rustaman, N.Y., Widodo, A. and Riandi, R., 2019, February. Development of problem based learning for online tutorial program in plant development using Gibbs’ reflective cycle and e-portfolio to enhance reflective thinking skills. In Journal of Physics: Conference Series (Vol. 1157, No. 2, p. 022099). IOP Publishing.
Li, Y., Chen, W., Liu, C. and Deng, M., 2020. Nurses’ Psychological Feelings About the Application of Gibbs Reflective Cycle of Adverse Events. American Journal of Nursing, 9(2), pp.74-78.
Abdul Aziz, I., 2020. Essays on behavioural foundations of representation and leadership: Evidence from Borneo and the laboratory (Doctoral dissertation, University of East Anglia).
Karabeleski, S. and Avdic, D., 2018. Pairing Belbin’s Team Roles towards Productivity.
Ivanova, S., Dimitrov, L., Ivanov, V. and Scvorcova, S., 2020, October. Search Correspondence Between the Roles of the Brainstorming Participants and Belbin's Team Roles. In 2020 III International Conference on High Technology for Sustainable Development (HiTech) (pp. 1-5). IEEE.
Bornmann, L. and Marx, W., 2018. Critical rationalism and the search for standard (field-normalized) indicators in bibliometrics. Journal of informetrics, 12(3), pp.598-604.
Gabriel, A.S., Lanaj, K. and Jennings, R.E., 2020. Is one the loneliest number? A within-person examination of the adaptive and maladaptive consequences of leader loneliness at work. Journal of Applied Psychology.
Ristow, T. and Caughron, J., 2018. Maximizing Leader Performance in the Context of Workplace Stress: Modeling the Influence of Expertise and Problem Solving (Doctoral dissertation, Radford University).
Buil, I., Martínez, E. and Matute, J., 2019. Transformational leadership and employee performance: The role of identification, engagement and proactive personality. International Journal of Hospitality Management, 77, pp.64-75.
Andriani, S., Kesumawati, N. and Kristiawan, M., 2018. The influence of the transformational leadership and work motivation on teachers performance. International Journal of Scientific & Technology Research, 7(7), pp.19-29.

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