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Assessing Leadership Skills

Assessing Leadership Skills

Working at the Druid City Hospital (DCH) in Tuscaloosa, Alabama, has taught me that the effectiveness of the hospital’s leadership has a direct impact on the level of engagement of the hospital’s employees’ engagement as well as their overall performance. Employee engagement is evidently significant in ensuring organizational performance and effectiveness (Sun & Bunchapattanasakda, 2019). To follow this, I consider myself an engaged employee based on several factors. Firstly, my work output is always of high quality. Regardless of the nature of the client I am dealing with, I always give my best to ensure that the patient has had a great positive experience and that my work gives Druid City Hospital (DCH) a positive image not only in Tuscaloosa but across Alabama and beyond. I also consider myself an engaged employee because I always strive to ensure all individual and team activities are successful and that whatever we do benefits each team member and the organization. I have also ensured that my fellow employees at the Druid City Hospital (DCH) in Tuscaloosa, Alabama, and all of the facility’s clients can trust me to help them achieve their career and health goals respectively. And most important, I focus on being innovative by improving my knowledge of my roles and duties.

Reflecting on the questions has made me think of the various approaches that the Druid City Hospital (DCH) management and leadership can do to increase employee engagement and performance. For instance, according to Saks (2019), the predictors of employee engagement are the nature of work and how employees perceive support from the organization. In addition, Saks also relates work engagement to employee satisfaction with their job. This means that the Druid City Hospital (DCH) management and leadership will need to improve the clarity of the communication channels within the hospital. Clear communication in hospitals helps healthcare professionals and other care providers to understand their roles and responsibilities. As such, this adds to their attitudes towards their job roles as well as the efficiency by which they deliver care services. The management also needs to invest more in initiatives that improve the levels of employee job satisfaction through recognition of performance and accordingly rewarding achievements, providing opportunities for growth, and providing a work environment that supports a better work-life balance. Additionally, the management needs to create a work environment that supports employee autonomy, as it has been identified as a factor in increasing employee innovativeness and engagement (Kwon & Kim, 2020).

Additional questions that can improve reflection on employee engagement and further help improve employee engagement include:

Are employee insights considered during decision-making processes in your organization?

Is feedback valued at your organization?

From a personal perspective, how supportive is your workplace for inter-professional collaboration and in resolving inter-team and team conflicts?

Healthcare managers can utilize these questions in various ways to foster better employee engagement and performance. For instance, questions such as questions i. and ii. can be utilized to explore how employees feel treasured within the organization and identify opportunities to grow the employees’ organizational citizenship behavior. Both can also be used to review employee performance and levels of satisfaction, identify opportunities to improve employee satisfaction, and provide feedback. Additionally, all the questions can help managers improve the work environment based on the employees’ views and resolve conflicts in ways that satisfy both sides.


Kwon, K., & Kim, T. (2020). An integrative literature review of employee engagement and innovative behavior: Revisiting the JD-R model. Human Resource Management Review, 30(2), 100704.

Saks, A. M. (2019). Antecedents and consequences of employee engagement revisited. Journal of Organizational Effectiveness, 6(1).

Sun, L., & Bunchapattanasakda, C. (2019). Employee engagement: A Literature Review. International Journal of Human Resource Studies, 9(1).


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Analyze diverse strategies focused on improving healthcare workforce performance.


Assess your Leadership Skills

Review the questions in the Appendix 3: Glossary. (2007). Guide to Organisation Design, 302–315 page 5, under the heading “Gallup Q12” from the University Library.

Assessing Leadership Skills

Assessing Leadership Skills

Ask yourself these questions to measure employment engagement and contemplate why these questions are effective.

Reflect on the following in a minimum of 500 words:

Do you consider yourself an engaged employee?

Did these questions make you think of anything that can be done at your organization to increase employee engagement and performance?

Would you add any questions to the list?

How can managers in the healthcare industry utilize these questions?

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