Question 1: Intelligence is self-awareness
Self-awareness is one of the most crucial elements of leadership competencies. Self-awareness is all about being conscious of what one is good at while at the same time understanding the fact that there is still room to learn. It involves admitting the fact that you don’t always have the answers and take responsibility for mistakes. As a leader, having the emotional intelligence of self-awareness helps a great deal because the leaders operate knowing that he/she does not know everything all the time. The leader will, therefore, involve his juniors to help him make the best decisions. In the end, his followers will know that they have a leader who acknowledges and appreciates them.
Thus, self-awareness enables the leader to be honest with her, and he can admit that he has certain aspects that diminish his effectiveness and abilities as a leader. In so doing the leader acknowledges his or her weaknesses and instead of concealing them the leader demonstrates self-awareness and integrity in involving his juniors to help him. Thus, self- awareness is of great benefit because the leader will avoid pretending that he or she knows everything which can cause problematic situations in the organization. Thus self-awareness enables the leader to take responsibility for the aspects that he or she is good at and assign to others what they are good at and he is not. In the end, it becomes beneficial for the leader as well as the entire organization.
Self-awareness also improves the leader’s interpersonal skills which mean that other members of the organization will end up trusting the leader and increasing his or her credibility. Thus, these qualities improve his leadership effectiveness of the organization. Within the level of the organization, the benefits of having a leader with the emotional intelligence of self- awareness are plenty (Taft, 2011). For example, the nurse manager at my organization acknowledges that she is ready to learn, which she says is a way of remodeling the organization by informing members that it is okay to admit that a single person cannot have answers to all solutions. Members of my organization can also make the mistake and ask for help as an essential aspect. These characteristics in our organization enable constant springboard and learning which gives room for agility and innovations and consequently improves the performance of the organization.
Question 2: Methodologies of communication
Effective communication provides great support for positive relationships development with the stakeholder community. The effective communication can also be essential in influencing behavior and attitudes of the stakeholders by enabling them to have a shared vision. A communication method that supports the use of various mechanisms for disseminating and sharing information is the most appropriate when dealing with stakeholders. The first method of communicating with stakeholders is by holding a meeting. These meetings can give room for dialogues about the shared vision. Another method is through the conference calls by the use of the internet and computers. They are less expensive, save time and no travel expenses/. Another communication method is the use of posters/emails and newsletters. It is a one-way communication strategy which can contain hard copies of posters, newsletters and brochures emailed or mailed to the stakeholders. Other informal means of communication include voice mails, sporting events, lunch meetings and hallway conversations.
Strategic management for the outreach program
Strategic management is a process in which firm managers analyze the external and internal environment so as to formulate the best strategies and allocate resources aimed at creating competitive advantage. Thus, they enable successful organizational goals achievement. They give directions to the organization on the necessary steps to take. As a nurse leader, the community outreach is a vital program to the hospital and should be my top priority when it comes to caring for patients as individuals of the community. By communicating with the executive officials of the hospitals and the stakeholders through the professional presentation, I will manage to share my vision for the future when it comes to the outreach program so as to encourage them to join me in this vision for the future (McDonald and Hammer, 2013).
McDonald, S and Hammer A. (2013) stakeholders.
Taft S., (2011). Emotionally Intelligent Leadership in Nursing and Health Care Organizations.