Reflective and Applied Statement

Name: Reflective and Applied Statement
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Author: Daniel Miller

Reflective statement on professional growth as a Home Healthcare Director. Explores leadership theories, followership, systems thinking, and organizational improvement through insights gained in doctoral coursework.

Daniel Miller

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Reflective and Applied Statement: Professional Growth as a Home Healthcare Director
Yanelkis Hernandez
University of Phoenix
LDR/711A
Edwin Quinn
April 29, 2025

2
Reflective and Applied Statement: Professional Growth as a Home Healthcare Director
The first four weeks of doctoral coursework were both enlightening and transformative,
particularly as they relate to leadership, followership, and systems thinking in healthcare
management. Engaging deeply with the theoretical constructions and practical applications has
allowed for critical reflection on existing leadership practices and highlighted areas for growth.
This learning journey has directly influenced my thought processes, leadership style, and
professional disposition as a Home Healthcare Director.
One of the most significant insights has emerged from the exploration of leadership
theories, particularly transfonnational and servant leadership. These frameworks have challenged
previously held assumptions about directive leadership approaches often used in healthcare
administration. Transformational leadership, as outlined by Northouse (2022), emphasizes the
importance of inspiring and motivating staff toward a shared vision. This model aligns well with
the relational demands of home healthcare, where interdisciplinary collaboration, empathy, and
individualized patient care are essential. Applying this model has encouraged a shift from task-
oriented supervision to value-driven leadership, where team development and patient advocacy
are prioritized.
Followership theory, particularly Chaleff s courageous follower model, introduced a
valuable lens through which to evaluate team dynamics and decision-making. The classification
of follower types—Implemented Partner, Individualist, and Resource—has improved the ability
to recognize and appreciate the diverse contributions of staff members (Chaleff, 2009). This
awareness has led to more intentional delegation, feedback, and coaching strategies within the
organization. It has also prompted a reevaluation of performance metrics and staff evaluations,

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