NURS 6053 Assignment Personal Leadership Philosophies
The effectiveness of leadership styles and skills displayed by nurses and nurse leaders has a significant impact on healthcare providers’ performance.
Research indicates that organizations led by effective leaders tend to have improved relationships, lower staff turnover, reduced conflicts, increased staff engagement, and better resource utilization.
As leaders in the healthcare field, nurses need to establish personal leadership philosophies that are rooted in their core values, reflecting what they consider essential characteristics of effective leadership.
These leadership philosophies serve as guiding principles in challenging situations where nurses must make critical decisions (Asamani et al., 2016). In this article, I will delve into my core values, mission statement, and the insights derived from the Clifton Strengths Assessment.
Furthermore, I will outline a plan for enhancing my behaviors and working towards realizing my personal vision, all while considering key aspects of nursing leadership, nurse leadership skills, healthcare leadership, and clinical leadership in practice.
Personal Philosophy and Description of Core Values
A personal leadership philosophy serves as a compass, directing a leader’s behavior and responses to various situations and interactions. In my case, my leadership philosophy revolves around the use of positive core values to establish expectations for those I lead. This approach is underpinned by modeling transformational leadership in nursing behavior, which, in turn, contributes to the attainment of a defined vision and aligns with the overarching achievement of common goals and purpose. Transformational leadership in nursing emphasizes the importance of motivating and inspiring others, fostering creativity, and creating a supportive environment that aligns with patient-centered care.
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Core values, as observed by Speranza and Pierce (2019), represent internal attributes rooted in ethical principles that guide a leader’s actions. These values are closely tied to an individual’s moral compass, influencing and directing the decisions they make. Individuals with strong internal moral values tend to make choices that align with their deeply ingrained ethical principles and are less likely to compromise them to conform to external expectations. My core values encompass authentic leadership in nursing, authenticity and responsibility, open-mindedness and transparency, integrity and respect, the cultivation of trusting relationships, and dependability. 
To be authentic, a leader must demonstrate genuine trustworthiness in their actions and take responsibility by showcasing dependability, fulfilling commitments, and upholding loyalty. Nurse leader emotional intelligence and emotional intelligence in nursing leadership are crucial for building trust and positive relationships. Integrity implies honesty and consistency in a leader’s behavior. Building trust in leader-subordinate relationships necessitates showing respect for others, and dependability revolves around reliability. Rooted in these core values, effective leaders should focus on fostering trusting relationships, upholding high levels of integrity, and modeling dependability to embody authenticity. Authentic leadership empowers leaders to exert influence over their subordinates and within their organization (Speranza & Pierce, 2019). Each leader should aspire to build influence based on their unique characteristics and core values. Emotional intelligence, enabling leaders to display empathy, compassion, and genuine concern for others, fosters a deeper connection with subordinates and bolsters their influence within the organization.
Leaders should demonstrate a genuine interest in others by actively listening to them with an open-minded approach and being receptive to criticism, which can then lead to constructive actions for refining their leadership style. This is where nursing leadership development and nursing leadership training become essential, as these provide nurses with the tools to refine their skills in interpersonal communication, conflict resolution, and empathy. Lastly, leaders should possess the restorative ability, particularly in nursing management and healthcare leadership. This restorative skill ensures that a leader does not capitulate when challenges arise but, instead, employs evidence-based practice in nursing interventions and intuition to craft innovative solutions to address the issues at hand. Restorative leadership in healthcare also focuses on creating an environment where nurses are encouraged to work toward holistic solutions, particularly through holistic patient care in nursing. Healthcare leaders who harness their restorative talents devise plans that support restorative care, including providing holistic patient care aimed at achieving the highest levels of functionality and autonomy.
Nurse Leadership Competencies and Development
To be effective in nursing leadership, nurses must continually develop their nurse leadership competencies. These competencies encompass a wide range of skills such as nursing leadership strategies, nurse retention strategies, and fostering nursing staff engagement. Nurse leaders must also develop critical decision-making skills and the ability to lead diverse teams effectively. Leadership models in nursing provide frameworks for navigating challenges and aligning teams around common goals. Nursing leadership workshops and leadership development for nurses are key avenues for improving these competencies, especially as nurses move into roles such as nurse manager leadership.
One area where nursing leaders must focus is on nurse retention strategies. High turnover rates are a significant issue in healthcare, and strong leadership plays a crucial role in maintaining staff morale and engagement. By using nursing management techniques and focusing on nurse retention strategies, leaders can create an environment where nurses feel valued, respected, and supported. This contributes not only to nursing staff engagement but also to better outcomes in patient care. Engaging nurses through continuous professional development and nursing leadership development fosters long-term success both for the healthcare organization and its patients.
Building Trust and Enhancing Leadership
The importance of building trust and authenticity in nurse leadership cannot be overstated. Trust is a cornerstone of effective leadership, particularly in healthcare, where complex situations often require teamwork and shared decision-making. Leaders who demonstrate authentic leadership in nursing and high emotional intelligence can build strong, respectful relationships with their teams. This enables them to foster a culture of collaboration, where nurses feel empowered to contribute their ideas and insights toward improving care delivery. Patient-centered care is at the heart of this approach, as effective leadership ensures that the needs of patients are always prioritized.
Furthermore, leadership development for nurses involves a commitment to creating a culture of continuous learning. Nursing leadership training programs, workshops, and mentorship opportunities play an essential role in developing the next generation of nurse leaders who will be responsible for improving healthcare systems and healthcare outcomes. The future of leadership in nursing will undoubtedly emphasize the importance of transformational leadership, evidence-based practice, and the integration of holistic care approaches that prioritize the whole person — not just the physical health but also emotional and social well-being.
Conclusion
In conclusion, effective nursing leadership is critical to improving healthcare outcomes, enhancing staff engagement, and ensuring that nurses are equipped to deliver the highest level of care. A personal leadership philosophy rooted in core values like authenticity, integrity, and respect fosters trust and inspires others. By continually developing nurse leadership skills, focusing on evidence-based practice in nursing, and engaging in nursing leadership training, nurse leaders can create a positive, patient-centered environment that encourages growth and innovation. As healthcare evolves, leadership models in nursing must adapt to meet the changing demands of the profession, ultimately ensuring better care for patients and a more supportive, sustainable workplace for nurses.
To Prepare:
- Identify two to three scholarly resources, in addition to this Module’s readings, that evaluate the impact of leadership behaviors in creating healthy work environments.
- Reflect on the leadership behaviors presented in the three resources that you selected for review.
- Reflect on your results of the CliftonStrengths Assessment, and consider how the results relate to your leadership traits.
- Download your Signature Theme Report to submit for this Assignment.
The Assignment (2-3 pages):
The Gallup Organization suggests that individuals who possess awareness of their strengths and inclinations tend to be highly effective. Such individuals are well-prepared to formulate action plans to meet and surpass the demands of their daily, work-related, and familial responsibilities. Assessing your acquired knowledge and skills can provide a basic understanding of your abilities, but genuine insight into the underlying factors contributing to your ongoing success emerges from recognizing and acknowledging your inherent capabilities (Duggan et al., 2015). When we consider nursing leadership and nurse leadership skills, recognizing and developing personal strengths becomes especially crucial, as nurse leadership competencies directly impact the care environment and staff engagement.
Analysis of My Test Results
Following the examination, my first five dominant talents are as follows: a strong inclination for learning, a keen sense of individualization, a futuristic perspective, a disposition towards positivity, and a talent for forming relationships. Here, I will provide a concise explanation of each of these five themes and reflect on how they align with the concepts of transformational leadership in nursing, leadership in nursing practice, and nursing management.
Learning Orientation
Leaders who actively pursue learning go beyond the capabilities of their peers. Forward-thinking executives, particularly in healthcare leadership, diligently navigate the stages of experiential learning (Keating, 2019). Whether leading a team at work or an entire department, nurse leaders who adapt and learn have a substantial impact on the organizations they oversee. These learning-oriented leaders can inspire others, be they colleagues or subordinates, to embrace continuous learning. The gradual journey from ignorance to competence invigorates me. The thrill of discovering initial facts, the early efforts to practice or convey newfound knowledge, and the growing confidence in a newly acquired skill all engage me in the process. This ability allows me to thrive in dynamic work environments where I can swiftly grasp new subject matter when assigned short-term projects. Nursing leadership training and nursing leadership workshops play a significant role in cultivating this learning orientation, ensuring that nurse leaders are always evolving to meet the demands of evidence-based practice in nursing.
Individualization
Effectively managing or leading others necessitates tailoring your approach. It’s crucial to understand what makes each team member unique. Facilitating meaningful conversations about performance that highlight each individual’s innate strengths is paramount. A strengths-based management approach fosters improved dialogue, deeper collaboration, enhanced teamwork, and increased team engagement (Yammarino & Dansereau, 2021). This aligns with the principles of servant leadership in healthcare, where focusing on the needs of individual team members empowers them to grow and perform their best. My innate talent for individualization empowers me to lead effectively from my areas of strength. I can draw out the best in each person as I am a keen observer of their capabilities. With this individualization theme, I can assemble effective teams by recognizing the unique talents of each member. While some may search for the perfect team structure or process, I tend not to, knowing that the key to excellent teams lies in leveraging individual talents, allowing everyone to excel in their areas of strength. This approach directly ties into nursing staff engagement and nurse retention strategies, both critical for maintaining a productive and stable workforce. 
Futuristic Perspective
Leaders must tap into future skills and grant their followers the freedom to utilize them effectively. This encourages innovation and yields desirable outcomes. I can envision what the future may hold, and this clear vision consistently propels me forward. While the specifics of this vision depend on my other skills and interests, it consistently inspires me to create a brighter future for my team, products, life, or even the world. I am a visionary who finds motivation in the glimpses of what might be. This visionary approach is key in clinical leadership and is a foundational element of transformational leadership in nursing, where guiding a team toward innovative care models and practices is crucial. I construct my visions of the future, and they invigorate me when the present moment proves challenging and those around me are grounded in pragmatism. Leadership models in nursing that emphasize the importance of foresight and adaptability enable nurse leaders to anticipate challenges and prepare for future developments in healthcare.
Positive Outlook
Research has shown that positive leadership enhances the satisfaction and performance of individuals, teams, and organizations. Maintaining a cheerful disposition can be challenging, especially in trying circumstances. To be a leader who exudes positivity and supports their team, one must be committed, persistent, and unwaveringly focused. It’s a quality that can be cultivated to create better working environments for all. I am quick to offer praise, smiles, and seek the positive aspects in any situation. Some might describe me as lighthearted because I consistently find ways to uplift spirits. Emotional intelligence in nursing leadership is fundamental in creating a supportive and compassionate work environment, where positivity fuels motivation and engagement. I inject enthusiasm into every project, celebrate each accomplishment, and strive to make everything more engaging and meaningful. Despite any cynics who may dismiss my energy, I remain resilient; my Positivity won’t waver. I continually feel that life is a gift, that work can be enjoyable, and that one should never lose their sense of humor, no matter the circumstances. This mindset aligns with the values of servant leadership in healthcare, ensuring that nurses are motivated and supported in their roles.
Building Relationships
The Relator theme draws me towards people I already know. While I don’t actively avoid meeting new people, I may have other qualities that make me enjoy the process of turning strangers into friends. However, being in the company of close friends brings me great joy and strength. I am at ease with intimacy. Once an initial connection is established, I intentionally work to deepen the relationship. I strive to understand their emotions, goals, fears, and dreams, and I want them to understand mine. Building such close relationships carries the risk of being taken advantage of, but I’m willing to take that risk. A relationship holds value for me only if it is genuine, and trust in the other person is paramount. Authentic leadership in nursing hinges on the development of these strong, trusting relationships. In healthcare, trust is essential for fostering collaboration and delivering holistic patient care in nursing. The more we share as a group, the more risks we collectively take. In the process, each of us demonstrates our genuine care and commitment, steps I wholeheartedly take in my pursuit of authentic friendships. This also ties into nurse leadership strategies that focus on collaboration and building strong teams where everyone is valued.
In Conclusion
These Signature Themes are pivotal in unlocking the talents that lead to success. By focusing on my Signature Themes, both individually and in concert, I can identify and nurture my skills, transforming them into strengths. This process ultimately leads to personal and professional success through consistent and nearly flawless performance. To become an exceptional leader, I must further tap into my strengths and work on my weaknesses to ensure that I am a well-rounded leader equipped to handle any situation that arises. The development of nursing leadership competencies, through continuous training, reflection, and application, will allow me to better contribute to patient-centered care, improve nurse retention strategies, and foster nursing staff engagement, which are critical for the ongoing success of any healthcare organization.
By leveraging these strengths and integrating them with the core principles of nursing leadership development and nursing management, I am better equipped to face the challenges of leadership in the dynamic and often high-pressure healthcare environment. Through ongoing nursing leadership training and workshops, I aim to refine these talents and ensure that I am fully prepared to contribute to a future where both patients and healthcare professionals thrive.
Personal Leadership Philosophies
Develop and submit a personal leadership philosophy that reflects what you think are characteristics of a good leader. Use the scholarly resources on leadership you selected to support your philosophy statement. Your personal leadership philosophy should include the following:
- A description of your core values.
- A personal mission/vision statement.
- An analysis of your CliftonStrengths Assessment summarizing the results of your profile
- A description of two key behaviors that you wish to strengthen.
- A development plan that explains how you plan to improve upon the two key behaviors you selected and an explanation of how you plan to achieve your personal vision. Be specific and provide examples.
- Be sure to incorporate your colleagues’ feedback on your CliftonStrengths Assessment from this Module’s Discussion 2.
- Note: Be sure to attach your Signature Theme Report to your Assignment submission.
References
Lips-Wiersma, M., Haar, J., & Wright, S. (2020). The effect of fairness, responsible leadership, and worthy work on multiple dimensions of meaningful work. Journal of Business Ethics, 161(1), 35-52. https://doi.org/10.1007/s10551-018-3967-2
Rath, T. (2007). Strengths Finder 2.0 – with Access Code.
Sonmez Cakir, F., & Adiguzel, Z. (2020). Analysis of leader effectiveness in organization and knowledge sharing behavior on employees and organization. SAGE Open, 10(1), 2158244020914634. https://doi.org/10.1177/2158244020914634
Exploring Personal Leadership Philosophies
The contemporary healthcare environment presents a complex landscape for both patients and healthcare professionals. With workplace incivility a prevalent issue, healthcare facilities necessitate leaders who can cultivate and maintain positive, motivating, and collaborative work environments (Rosen et al., 2018). Exceptional leaders in nursing leadership need a profound comprehension of their values and the ability to infuse these positive attributes into their organizational leadership. In healthcare leadership, particularly in nursing management, leaders are responsible for creating a culture that promotes collaboration, respect, and team cohesion. The CliftonStrengths Assessment emerges as a valuable tool for evaluating personal leadership strengths. This paper aims to elucidate my core values, articulate my mission and vision, provide a summary of the CliftonStrengths Assessment results, delineate the behaviors I aim to strengthen, and chart a plan to realize my vision within the context of nursing leadership development.
A Deeper Dive into My Core Values
Core values in a leader’s repertoire underscore the guiding principles governing leadership and team dynamics. In nursing leadership practice, core values form the foundation of how a nurse leader influences their team and fosters a culture of patient-centered care. My core values encompass connectedness, positivity, achiever, harmony, and consistency. This constellation of values underscores my belief in fostering unity and addressing challenges with an optimistic outlook. As Rawlinson et al. (2021) underscore, unity plays a pivotal role in teamwork and fosters interprofessional collaboration, a quality indispensable in guiding diverse healthcare teams. Leadership in nursing practice necessitates the integration of diverse perspectives, making unity a fundamental trait for a leader. Leadership also entails the pursuit of specific objectives. An achiever is unwavering in their determination to reach these goals and employs effective strategies to energize individuals and teams. This goal-oriented mindset keeps leaders firmly anchored to their prescribed roles, ensuring a focus on evidence-based practice in nursing and continual improvements in care.
Mapping My Personal Mission and Vision
Personal Mission: Harnessing individual strengths to cultivate wholesome work environments for the benefit of patients and healthcare professionals.
Vision Statement: A perpetual journey as a leader dedicated to advancing the quality and safety of patient care in healthcare facilities and communities. This vision aligns with the transformational leadership in nursing approach, where the focus is on inspiring change and improvement in both patient care and team dynamics.
CliftonStrengths Assessment: A Profound Insight
Organizational leaders are distinct entities, each possessing a unique set of core values and individual strengths that set them apart. In nurse leadership, understanding one’s own strengths and nursing leadership competencies is crucial to effective management. My top five themes, as unveiled by the CliftonStrengths Assessment, encompass connectedness, positivity, achiever, harmony, and consistency. In a broader sense, these themes constitute the cornerstones of my value system, governing my approach to leadership. Connectedness revolves around creating connections and recognizing the interconnectedness of all individuals within a larger system. This perspective empowers leaders to champion systems thinking, wherein various components collaborate within the context of a broader whole (McNab et al., 2020). In nursing leadership training, the importance of leadership models in nursing that emphasize systemic thinking and collaboration cannot be overstated.
Positivity entails leading with enthusiasm and fostering an uplifting atmosphere, while the harmony theme signifies a commitment to conflict resolution through the discovery of common ground. These values directly align with servant leadership in healthcare, where leaders are committed to the well-being of their team members. The achiever theme is instrumental in goal-centric leadership, particularly for nurse managers who must motivate their teams to meet objectives. Consistency ensures leaders remain unwavering in their pursuit of objectives and tasks, helping maintain stability and predictability within the team.
Evolving Behaviors for Enhanced Leadership
Continuous personal growth is imperative for those aspiring to become effective leaders. In nursing leadership, the ongoing development of nurse leadership competencies is vital for responding to the dynamic needs of both staff and patients. In my case, I am keen to enhance the aspects of harmony and connectedness within my leadership style. Given the current diverse workplace landscape, the ability to resolve conflicts harmoniously is paramount for ensuring team cohesion and vitality. Leadership development for nurses involves building these conflict resolution and team-building skills, which are crucial for maintaining a positive, collaborative environment.
Positivity, on the other hand, implies that individuals look to their leaders for guidance. Improving this facet is crucial for the flourishing of transformational leadership in nursing, where leaders inspire others with their optimism and vision for the future. By focusing on nursing staff engagement and building trust, leaders can create environments where staff feel supported and motivated to provide excellent care.
Crafting a Path to Development
To bolster the harmony aspect, I intend to refine my problem-solving skills by integrating creativity and critical thinking into conflict resolution. Being mindful of personal biases when addressing conflicts will also be pivotal. Improving positivity will entail practicing emotional intelligence in nursing leadership, a skill that facilitates the development of effective personal relationships with colleagues and team members (Lambert, 2021; Stalter & Mota, 2018). Emotional intelligence in nursing leadership is key to fostering a culture of support and collaboration, critical components of authentic leadership in nursing.
To actualize my vision of continuous growth as a leader, I am committed to ongoing learning, mentorship, and engagement with diverse teams. This can be achieved through furthering my education and actively participating in relevant professional nursing organizations to gain exposure, access valuable resources, and receive career guidance. Nursing leadership workshops and nursing leadership training programs are excellent avenues for continued professional development, helping nurses grow in their leadership roles.
In Conclusion
Healthcare organizations necessitate forward-thinking leaders to cultivate healthy work environments. Understanding and effectively applying one’s personal strengths is indispensable for fostering these environments within healthcare facilities. Clear missions and visions should serve as guiding beacons for leaders. Leadership strategies in nursing must be designed with the intent to create supportive, engaged teams focused on holistic patient care in nursing. Above all, personal development is an ongoing journey, essential for continual improvement as a leader, enabling the adept navigation of the inevitable changes in the evolving landscape of nursing practice.
By continuing to build my leadership skills, especially in emotional intelligence, nurse retention strategies, and nursing leadership development, I aim to create an environment that not only values individual strengths but also ensures that both patients and healthcare professionals thrive. The integration of these values and strategies will guide me in becoming an even more effective nurse leader and contribute meaningfully to the future of nursing leadership in healthcare.
References
Lambert, S. (2021). Role of emotional intelligence in effective nurse leadership. Nurs Stand, 36(12), 45-49. doi: 10.7748/ns.2021.e11782
McNab, D., McKay, J., Shorrock, S., Luty, S., & Bowie, P. (2020). Development and application of ‘systems thinking’ principles for quality improvement. BMJ Open Quality, 9(1), e000714. http://dx.doi.org/10.1136/bmjoq-2019-000714
Rawlinson, C., Carron, T., Cohidon, C., Arditi, C., Hong, Q. N., Pluye, P., Peytremann-Bridevaux, I., & Gilles, I. (2021). An overview of reviews on interprofessional collaboration in primary care: Barriers and facilitators. International Journal of Integrated Care, 21(2), 32. https://doi.org/10.5334/ijic.5589
Rosen, M. A., DiazGranados, D., Dietz, A. S., Benishek, L. E., Thompson, D., Pronovost, P. J., & Weaver, S. J. (2018). Teamwork in healthcare: Key discoveries enabling safer, high-quality care. The American Psychologist, 73(4), 433–450. https://doi.org/10.1037/amp0000298
Stalter, A. M., & Mota, A. (2018). Using systems thinking to envision quality and safety in healthcare. Nursing Management, 49(2), 32-39. doi: 10.1097/01.NUMA.0000529925.66375.d0
By Day 7 of Week 6
Submit your personal leadership philosophy.
Submission and Grading Information
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Grading Criteria
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Week 6 Assignment Rubric
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Submit your Week 6 Assignment draft and review the originality report
Submit Your Assignment by Day 7 of Week 6
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Week 6 Assignment
Next Module
Module 3: Leadership (Weeks 4-6)
Laureate Education (Producer). (2018). The Leader in You [Video file]. Baltimore, MD: Author.
Learning Objectives
Students will:
- Analyze the effectiveness and impact of leadership skills
- Assess personal leadership traits
- Analyze how leadership traits can be applied to personal leadership philosophies and behaviors
- Develop a personal leadership philosophy
- Create a development plan related to personal leadership philosophies
| Due By | Assignment |
| Week 4, Days 1–2 | Read the Learning Resources. Compose your initial Discussion 1 post. |
| Week 4, Day 3 | Post your initial Discussion 1 post. Begin to compose your Assignment. |
| Week 4, Days 4-5 | Review peer Discussion 1 posts. Compose your peer Discussion 1 responses. Continue to compose your Assignment. |
| Week 4, Day 6 | Post two peer Discussion 1 responses. |
| Week 5, Days 1-2 | Compose your initial Discussion 2 post. Continue to compose your Assignment. |
| Week 5, Day 3 | Post your initial Discussion 2 post. Continue to compose your Assignment. |
| Week 5, Days 4-5 | Review peer Discussion 2 posts. Compose your peer Discussion 2 responses. Continue to compose your Assignment. |
| Week 5, Day 6 | Post two peer Discussion 2 responses. |
| Week 6, Days 1- 6 | Continue to compose your Assignment. |
| Week 6, Day 7 | Deadline to submit your Assignment. |
Learning Resources
Required Readings
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
- Chapter 1, “Frameworks for Becoming a Transformational Leader” (pp. 2–19 ONLY)
- Chapter 6, “Shaping Your Own Leadership Journey” (pp. 182-211)
Resources for the StrengthsFinder Assessment Tool
Rath, T. (2007). Strengths Finder 2.0 – with Access Code.
Purchase the access code from the Walden bookstore. Then follow the instructions in the document “How to Access the Strengths Finder 2.0.
Document: How to Access Strengths Finder 2.0 (PDF)
Required Media
Laureate Education (Producer). (2014). Leadership [Video file]. Baltimore, MD: Author.
Discussion 1: Leadership Theories in Practice
A walk through the Business section of any bookstore or a quick Internet search on the topic will reveal a seemingly endless supply of writings on leadership. Formal research literature is also teeming with volumes on the subject.
However, your own observation and experiences may suggest these nursing theories are not always so easily found in practice. Not that the potential isn’t there; current evidence suggests that leadership factors such as emotional intelligence and transformational leadership behaviors, for example, can be highly effective for leading nurses and organizations.
Yet, how well are these theories put to practice? In this Discussion, you will examine formal leadership theories. You will compare these theories to behaviors you have observed firsthand and discuss their effectiveness in impacting your organization.
To Prepare:
- Review the Resources and examine the leadership theories and behaviors introduced.
- Identify two to three scholarly resources, in addition to this Module’s readings, that evaluate the impact of leadership behaviors in creating healthy work environments.
- Reflect on the leadership behaviors presented in the three resources that you selected for review.
By Day 3 of Week 4
Post two key insights you had from the scholarly resources you selected. Describe a leader whom you have seen use such behaviors and skills, or a situation where you have seen these behaviors and skills used in practice. Be specific and provide examples. Then, explain to what extent these skills were effective and how their practice impacted the workplace.
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