Leadership and Cultural Questionnaire Results
The leadership and cultural questionnaire helped in assessing the capacity to adapt to a diverse environment. The questionnaire has sections that explore awareness, systems thinking, values, knowledge, and skills. The awareness section helps in evaluating personal abilities to accommodate different cultures. The result shows that I work in a diverse environment where many cultures are represented. Additionally, I am always ready to learn about other cultures while being aware of cultural impact on leadership and decision-making. Meanwhile, the values section evaluates my acceptance of the importance of cultural diversity and a multicultural mindset. I strongly agreed that cultural diversity is significant. On the knowledge of cultural diversity, the results show that I embrace other cultures as I do mine. Personal experiences have shaped my skills that can lead a change in a diverse environment. While I embrace diversity and change, I am aware of their impact on health systems.
Exploring Leadership Capacities, Cultural Proficiency, and Systems Thinking
The “Exploring Leadership Capacities, Cultural Proficiency, and Systems Thinking” questionnaire helped in evaluating my cultural competency and understanding of systems thinking. According to the results, I have a score of 85 out of 100, meaning I part of the upper third (80-100). Therefore, I am culturally competent with a sufficient understanding of systems thinking. In summary, the results show my three significant competencies. Firstly, I am a person who explores cultural diversity from various perspectives and will always seek opportunities to learn about other cultures. Secondly, I believe that people are different and can be affected by my decisions in one way or another. Therefore, I always mind about the welfare of those around me any time I make a decision. Lastly, I embrace change in society, and always advocate for mechanisms that satisfy everyone around me.
Assessment of Leadership Strengths and Weaknesses
Table 1: Strengths and Weaknesses
Cultural Proficiency Assessment
I believe that cultural proficiency is the combination of knowledge, skills, competencies, and beliefs that allow people from different ethnic backgrounds to effectively socialize. Diverse culture is common in public and private institutions that attract individuals from various backgrounds (Clark-Louque & Latunde, 2019). I am culturally proficient since I can work with people from different cultures without problems. Two strategies can help in improving my level of cultural pruriency. Taking advantage of cultural fairs organized by the government and other public institutions can help me understand many cultures better. The strategy is appropriate for my leadership philosophy since I believe that it is only through learning that I can improve my performance. Additionally, engaging with people from minority cultures can help in identifying their problems and consequent solutions. The strategy is consistent with my leadership philosophy of problem-solving through consultation.
Assessment of Change in Leadership Capacities
At the beginning of the course, I had poor leadership skills since I did not recognize the influence and importance of other cultures. When I took the assessment earlier in class during Module 1, I had an overall score of less than 60. However, the results have changed, and I scored an 85 on my latest assessment. Some of the improved areas include recognition of the impact of my decisions on other people’s cultures. For instance, I have learned that when I am engaging individuals from different cultures, I should be aware of how my actions may hurt them. Additionally, I have improved my knowledge of other cultures. Consequently, I know what to engage people with and topics that I should always avoid when conversing with individuals who are Muslims. The improved knowledge of cultural diversity is crucial for effective leadership (Esterhuizen & Kirkpatrick, 2015). Therefore, I have become a better leader who is aware of cultural diversity.
New Insights
The assessment results show exemplary performance in systems thinking, cultural awareness, and cultural knowledge and skills. For instance, I can effectively interact with people in different cultural environment settings. Moreover, I have gained better problem-solving skills that promote cultural awareness. Furthermore, I am more concerned about other people’s cultures and problems for effective leadership. The improvement presents three significant opportunities for growth and development. Firstly, interacting with people in a diverse environment is a learning opportunity that improves my knowledge for career success (Agyepong et al., 2018). Secondly, problem-solving skills present an opportunity to gain trust and support from other people (Agyepong et al., 2018). Consequently, I can become an influential leader in my professional endeavors since many people will trust and support my decisions. Lastly, being concerned about other people’s problems help me reflect on my weaknesses.
Future Leadership Role
The identified insights can impact my current and future role as a public health leader in various ways. Effective interaction with people from different cultures will help me survive in any workplace environment. Additionally, the interactions can enable me to understand the problems faced by those I lead. For instance, effectively interacting with African Americans allows me to understand the problems such as racism in a medical context. Meanwhile, the gain problem-solving skills are crucial in leading an organizational change (Clark-Louque & Latunde, 2019). These skills can impact my decisions and actions as a public health leader. When making a decision, I will have to consider its impact on the organization and its stakeholders. Furthermore, prioritizing the needs of other cultures can impact my management approaches as a public health leader. For instance, I will recruit employees who are empathetic and always ready to solve problems faced by other people. Therefore, the insights are crucial for current and future leadership activities.
References
Agyepong, I. A., Lehmann, U., Rutembemberwa, E., Babich, S. M., Frimpong, E., Kwamie, A., Olivier, J., Teddy, G., Hwabamungu, B., & Gilson, L. (2018). Strategic leadership capacity building for Sub-Saharan African health systems and public health governance: a multi-country assessment of essential competencies and optimal design for a Pan African DrPH. Health Policy and Planning, 33(suppl_2), ii35–ii49. Web.
Clark-Louque, A., & Latunde, Y. C. (2019). Addressing inequities in African American student achievement: Using cultural proficiency and a dual capacity building framework. Frontiers in Education, 4. Web.
Esterhuizen, P., & Kirkpatrick, M. K. (2015). Intercultural–global competencies for the 21st century and beyond. The Journal of Continuing Education in Nursing, 46(5), 209–214. Web.