Personal SWOT Analysis Example

Part 1

Question 1

What weaknesses did you identify in your personal SWOT analysis that you feel will hinder you as a leader? Explain your answer.

After performing my SWOT analysis, I identified several weaknesses which I possess as a leader. One of the weaknesses I identified is that I require constant contact with the people who I lead. This is a weakness since it can act as a demotivating factor to the other staff since it makes them uncomfortable because they feel as though I am too intrusive and cannot give them their space to carry out their duties. Requiring constant contact is also a weakness because it is a time-consuming process that takes up valuable time. As a leader, the other staff members and I could have used other duties to make the hospital more productive.

Another weakness I identified in my SWOT analysis is how I am overly critical of my staff members. People generally do not like someone who is overly critical of them since it decreases their morale, making them less productive. Criticism is vital in a leader since it ensures that the staff members handle their duties diligently and discourages complacency. When a leader is overly critical to their staff members, they start treating the leader as their “enemy” and generally become unwelcome to the leader. When the staff members become unwelcoming towards their leader, they do not work in harmony, which is not suitable for the healthcare organization. When the staff members do not work in harmony, they are most likely to perform their duties haphazardly whereby they carry out their duties however they like to complete them.

The trait of providing ineffective feedback is another weakness that I identified during my SWOT analysis. Providing ineffective feedback is a weakness since the other staff members do not know how to correct whatever the leader had told them(Consorti et al., 2021). When the staff members don’t get feedback on correcting their mistakes, they are most likely to repeat the mistakes all over, which is not suitable for the healthcare organization. If the leader provides effective feedback, the other staff members will be able to correct their mistakes. They can develop better solutions that will be implemented in the hospital to yield positive results and promote a good culture among the staff.

Question 2

Which leadership theory aligns best with the results of your SWOT analysis?

First of all, when answering this question, one has to understand what leadership means clearly. Leadership refers to a process of an individual convincing a group of people, known as followers, to achieve a shared objective. Based on this description, it is evident that leadership is not a behavior, trait, or position since it influences people to act in a certain way to achieve the established objectives.

The leadership theory coinciding perfectly with my SWOT analysis results is the transformational leadership. James MacGregor Burns, a political sociologist, is recognized for popularizing this theory. They identified two types of leadership: transactional and transformational. In the transactional type, a leader influences others by what they bring to the table, known as the transaction. In the second type, transformational, a leader connects with his or her followers in a manner that raises their motivation and morality. The leader in this type has to be committed to a collective good, starting a community center or helping individuals reach their full potential.

Question 3

After completing the SWOT analysis, did your leadership style change from the one you identified in the Leadership theories in the reading material.

Upon completion of the SWOT analysis, my leadership style never changed from that of a transformational leader. Although my leadership style never changed, I corrected some of the traits I had since I noticed that they are weaknesses in my leadership. A good example is how I am overly critical of the staff members to help them reach their full potential. The bad part about being overly critical to the staff members is that it goes against the original idea of helping them develop their potential. It demoralizes them.

Part 2

Question 1

Why you identified with the theories you selected?

I identified with the transformational leadership theory for several reasons: I like pushing individuals to reach their potential, which is a crucial trait of a transformational leader. This trait of pushing people to their limits has its fair number of disadvantages, but the most important one is how it makes me a leader overly critical to the staff members. As a leader, this is a weakness, but I do not do it to spite them. Instead, it is a way of pushing them to their limits to help them reach their full potential.

In addition to being a leader who likes pushing people to their limits, I identified with the transformational leadership theory since, as a leader, I connect with my staff members to exudes motivation and morality among the members of staff (Terzic-Supic et al., 2015). I do this by involving them in charity projects to help the needy people in society by donating our services and some items to help them live a more comfortable life. I also engage my staff members and raise their levels of morality and motivation by urging them to participate in community service projects such as cleaning the hospital environment to reduce the level of pollution caused by humans when they litter.

Question 2

Potential threats that might occur as a nurse leader if you do not address your weaknesses

In the instance where I do not address my weaknesses, many threats might occur as a result. One major threat is that there might be mutiny after the staff members feel fed up with my leadership. This will be due to me not working on my weaknesses of being overly critical and providing ineffective feedback to the staff members. For the members to rebel, they will have tried to keep up with the leader’s bad traits until they are fed up and cannot bear it again. This will bring disharmony to the catastrophic organization.

Question 3

Potential threats that might affect your opportunity for growth as a nurse leader

The threat of having staff members who turn against me as their leader is an excellent disaster. It will make me focus on correcting the situation by meeting the staff members’ demands while instead, I would be developing new leadership skills. Whenever a leader has peace with their staff members, they have time to deal with their weaknesses, focus on their strengths, and develop new leadership skills to help them grow as a leader. In my case, the threat of staff rebelling against my leadership puts me at a disadvantage that affects my opportunity for growth as a nurse leader.