Western Medical Enterprises Application Questionnaire

Published: 2021/11/24
Number of words: 2367

Leadership Experience

Over centuries, several sorts of leadership styles have emerged that provide direction, create and implement plans, and, of course, motivate their workers. Everyone should be aware of and comprehend diverse leadership styles, but they should also be aware that different approaches work in different contexts. It is critical to employ natural leadership qualities to both inspire and motivate people. “Management entails commanding a group or a collection of elements to achieve a common purpose. The ability to influence, motivate, and empower others to contribute to organizational achievement is referred to as leadership. Leaders and managers are distinguished by their ability to influence and inspire others” (Nayar, 2013).

During my time in school and parenting, I waitressed for two years. I was given the task of closing the eatery after nearly a year of employment. This implied that I was in charge of ensuring all of the closure tasks were completed, and if they were not, I was accountable for doing them. Every nightfall, all of the waiters on the floor were assigned closing responsibilities. Every server was in charge of cleaning their tables’ areas, after which they had different closing responsibilities in the kitchen, dependent on their area. They would also have to roll a certain amount of silverware before they can even clock out if it was exceptionally busy. Once they were completed, they reported to me, and I would go review their particular sections and if need be allocate additional duties that area.

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I had a responsibility to ensure the floor are swept, the table and booths had been washed down, the blinds are lowered, the salt and pepper are restocked, and the condiments are clean. If everything were done, I would inquire what duty they had in the kitchen and double-check if all are completed correctly and thoroughly. If there were a night when rolling silverware was considered necessary, I would double-check that the server correctly done so. If I was preoccupied and did could not thoroughly check each person’s tasks, I might be responsible for any tasks were not completed nor done correctly. So, I made certain that I double-checked their task so that I would not be saddled with it at the end of the night.

A thin line exists between being comprehensive and being nitpicky. I would report to my managers and work with them to resolve any issues or complaints that arose. I was also able to work with them to improve overall productivity and attitude toward assigned tasks by making sure they were divided fairly. I also made sure that tasks were rotated between all of the servers because some were worse than others were, and it would not have been fair to have the same people stuck with those particular tasks every night. This seemed to please everyone because it was a vast improvement on how task assignment had been handled in the past.

I would communicate to my supervisors and cooperate with them to fix any problems or concerns that surfaced. By ensuring that duties were distributed equitably, I too was ready to collaborate with them to increase overall productivity and mindset toward given tasks. I also ensured that jobs were cycled across all of the servers since some were more difficult than others were, and it would be unfair to have the same individuals working on those duties each night. It delighted everyone because it was a significant improvement over the previous method of job roles and assignments. I ensure that all duties were accomplished and that the eatery was closed in a respectable period each night through my initiatives. I established myself as a capable leader and performed admirably in that role.

I constantly employ the excellent leadership abilities I acquired while in that role. I learnt what type of leader I was (doer, relater, thinker, mover), the concept of leadership, what leaders require, and how to build implementation plan to effectively manage and lead a team. I discovered that I am a relater, meaning I rely on others to lay the groundwork and steer the organization to the needed path. As a “relater” leader, I assess the issue and the surrounding environment to choose the best course of action. I evaluate how my colleagues are feeling and make an effort to connect to them. After I understand my obligations, I am dependable and consistent. Rather than working alone, I like to collaborate with others, although I take my time building rapport and enabling new individuals to join my team. To me, leadership entails relating to and encouraging a group of individuals to achieve a common objective as well as inspiring them to do more than a single person can do. Leaders must be able to communicate effectively, solve problems, be reliable, and manage their time efficiently.

Leadership Approach

As a leader, it really was my job to ensure that duties were performed accurately and on schedule. Every evening, the server team’s common goal was to properly close the eatery while preserving client pleasure and thoroughness. While cleaning up and breaking things down at the end of the night, it remained critical not to fall short of sight of the clients. Several team members would become preoccupied with closing tasks and responsibilities, ignoring the clients at their tables. It was my duty to ensure that everyone on the team prioritized client satisfaction. I found that having team meetings at the start of shifts was perhaps the most accurate technique to go over the evening’s goals and objectives. The sessions allowed team members to express any concerns, thoughts, or remarks they had prior to a shift, allowing us to resolve any difficulties early enough.

When I originally introduced the meetings, several members of the team were skeptical since they believed such meetings consumed too much time and were unnecessary. I paid attention to many of the team’s issues and altered my strategy to meetings. I focused on the contents of the meeting and shorten its duration by half. I tailored the information distributed in the session to be suitable for every shift. The team became more receptive to the sessions over time, and they constantly enhanced their total effort toward the team objective. I handled the leadership responsibility with a desire to communicate and connect to my team members, which I believe made them more open to my recommendations. They spoke out about choices and thought of what were bad or unjust, and influence change at work. “Throughout the team’s life, everybody should raise relevant process concerns and provide useful suggestions” (Backlund, 2001).

I gained a stronger influence on the team’s motivation and morale by being open to ideas and critiques, resulting in a better emphasis on our common vision and goals. My judgement call process began with recognizing that a choice had to be taken. I would encounter a challenge or an area that required particular consideration and determine that action was required. I believe it is important to gather more information regarding the issue, why it was happening, and refer on historical remedies or solutions to the concern. I would come up with various solutions and strategies to implement them while gathering information.

I imagined what it would be like if I picked that specific approach to address the problem while developing alternative approaches. I preferred ideas and solutions that acted as a backup in case of any inefficiency. Upon decided on a resolution, I would put it into action and begin making the necessary changes to complete the original work. After the deciding on course of action and the modification was executed, I tend to reflect on my resolution and try to assess the positive and negative aspects in order to better my decision-making in the future. I would also seek the advice of others and listen to constructive criticism to develop my processes for later decisions. My best decisions were made while seeking the knowledge of others and listening to input. In order to improve my decision-making processes, I often seek counsel from others and stay open to constructive feedback. My finest judgments were made because of asking advice from others and listening to what they had to say.

The most effective choice I made was to start holding meetings prior to shifts and to be receptive to other people’s ideas about how those meetings should be structured. One aspect I might have done differently is to adhere to my strategy and trust in my style of leadership even when others disagreed, since it resulted in some unneeded obstacles in my efforts to be a successful leader. I attempt to communicate in a straightforward and clear manner so that everyone grasped what the aims and expected outcomes were. Short-term and long-term goals, as well as any important information for the whole week, are critical and I had to write them on the board, which is accessible by all in the kitchen. Such leadership encounters made everyone trusted as a source of knowledge, and it had a long-term influence on the team’s shared vision (Demirtas & Karaca, 2020).

Leadership Collaboration

Collaborative leadership is a method of guiding people across business and functional boundaries. Leaders in collaborative workplaces not only oversee initiatives and guarantee that objectives are met; they also collaborate with workers and other teams and departments to accomplish an objective (Cherry, 2020). Collaboration not only benefits the company, and it enables individuals to advance in their roles by sharing information and engaging in activities. It is critical to have a collaborative mentality, and knowing my own talents and weaknesses has enabled me to be not just competent, but also inviting when conversing with any member of my team. Engagement is boosted by being open to new ideas and positive reinforcement. This enables me to communicate with any team member in a way that keeps us all engaged and working together.

The teams’ engagement in achieving our common objective demonstrates my capacity to create cooperation and motivation among my team. By being ready to participate personally, I was able to promote team member cooperation. I strive to lead by example, therefore by initially being ready to collaborate with the team, I gave others similar authority. If I had a concern, or if I needed assistance with an assignment, I first sought advice, recommendations, and assistance.

I created an atmosphere that was welcoming to new ideas and questions. I always tried to make sure no one felt bad about asking for help, and that everyone felt comfortable offering advice or constructive criticism. It was not a quick process, and I think that having realistic expectations helped me not to get discouraged by slow progress. There were some team members that had been there for a long time and were relatively resistant to change, but I stayed focused on the vision of the team and did not let reluctance derail any progress that had been made. I stayed true to leading by example, and eventually had everyone participating on some level in team collaboration.

Another strategy for collaboration is to maintain a healthy work atmosphere. Sustaining favorable impact under stressful times necessitates a healthy workplace (Shani & Docherty, 2009). It can aid with stress management by eliminating problems like noises, restricted space, and ineffective technologies, which will lead to improved engagement and productivity. Remember that the working environment includes more than just physical characteristics; it is also vital to consider the connections between teams and departments. Positive attitudes are constantly promoted and may be affected by scheduling flexibility and encouraging self-care. Furthermore, it is critical that management exerts influence and performs a supporting role in promptly resolving workplace issues. Leadership is a guidepost to the accomplishment of a safe workforce, and how they promote, support, and uphold is a catalyst to the sustainability of a healthy workplace.

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My manager and my colleagues are the most trustworthy, transparent, communitive, empathetic, and encouraging group I have ever interacted with. We motivate one another to achieve our goals and challenge ourselves to be our very best. As a leader, I make sure that my staff is aware of the company’s objectives, issues, and vision. I believe it is critical for me to motivate team members throughout decision-making and vision creation. Similarly, keeping employees or team members motivated during the implementation process is of equal significance. Acknowledging what motivates people and demonstrating that I comprehend what motivates them fosters an environment conducive to continuing motivation. Presenting clarification on the “why” ensures that my staff understands the purpose of their daily actions and that they stay attached.

The enthusiasm, passion, and dedication of all members of the team may be used to measure the team’s performance. People, on the whole, want stability in their lives and at workplace. When there is a transformation within a business or in the society, it is common to encounter resistance and a sense of relinquishing power. Maintaining good communication, being transparent, having self-reflection, and being responsible are all priorities for me. During change or transition period, timely and accurate information aids acceptance and allows the chance to give clarity when needed. Transparency encourages effective communication, enabling team members to contribute useful criticism and insight. This also demonstrates that we are not attempting to conceal the business’s aims and vision. Consistent self-reflection enables me to improve my emotional intelligence, which helps me remain connected with my team positively. Finally, taking responsibility for one’s actions, either positively or negatively, enhances confidence and loyalty. Continuous involvement keeps the team engaged and boosts each member’s motivation to succeed.


Backlund, G. (2001). Team effectiveness. Minneapolis, MN: Capella University

Shani, A. B., & Docherty, P. (2009). Learning by design: Building sustainable organizations. John Wiley & Sons.

Demirtas, O., & Karaca, M. (2020). A handbook of leadership styles. Cambridge Scholars Publishing.

Nayar, V. (2013, August 2). Three differences between managers and leaders. Harvard Business Review. https://hbr.org/2013/08/tests-of-a-leadership-transiti

Cherry, K. (2020, August 3). Leadership Styles and Frameworks You Should Know. Retrieved from VeryWellMind: https://www.verywellmind.com/leadership-styles-2795312

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