Please help me concisely write my paper to only two pages while addressing all the requirements. I did take out quite a bit, but it is still over by one page.

Professor's instructions: Submit a self-assessment of their personal leadership style. This paper reflects a self-reflection of leadership style based on an assessment instrument and framed by leadership theory. Paper should reflect how this understanding of self can be used to impact caring relationships, team effectiveness, group dynamics, and outcomes. This is a 2-page paper exclusive of Title Page and Reference Page.

Points	Criteria
7	Includes a description of the instrument used to determine leadership style and an assessment of the results.
7	Narrative includes a discussion linking the results to leadership theory.
4	Provides an example of how new insights can inform interprofessional team dynamics.
2	Succinct (2-pages, not including title and reference page), APA format and grammatically correct Self-Assessment of Personal Leadership Style Introduction Understanding one's leadership style is crucial to personal and professional growth, particularly in healthcare settings where effective leadership directly impacts patient care and team dynamics. This paper presents a self-reflection on my leadership style based on the Leadership Practices Inventory (LPI), linking the results to relevant leadership theories. Furthermore, it explores how this understanding can enhance interprofessional team dynamics, foster caring relationships, and improve group outcomes. Description of the Instrument The instrument I used to assess my leadership style is the Leadership Practices Inventory (LPI), a widely recognized tool developed by James Kouzes and Barry Posner (2017). The LPI measures leadership behaviors across five critical practices:Modeling the Way, Inspiring a Shared Vision, Challenging the Process, Enabling Others to Act,andEncouraging the Heart(Kouzes & Posner, 2017). By evaluating responses to a series of statements, the LPI provides insights into how frequently a leader engages in these practices, helping identify strengths and areas for improvement. My LPI results revealed that I scored highest inInspiring a Shared Vision (8.5/10)andEnabling Others to Act (8/10), demonstrating a solid capacity for motivating and empowering others. I also scored well inEncouraging the Heart (7.8/10), reflecting my tendency to recognize and celebrate team members' contributions. However, my score forChallenging the Process (6.2/10)suggests that I am more cautious in driving innovation and risk-taking, highlighting an area for growth. Assessment of Results The LPI results resonate deeply with my self-perception as a leader. My strengths lie inInspiring a Shared VisionandEnabling Others to Act. I naturally gravitate towards motivating others by articulating a compelling vision and encouraging them to take ownership of their roles in achieving collective goals. Additionally, the LPI highlightedEncouraging the Heartas an area where I excel, indicating my inclination to foster a supportive and positive work environment by recognizing and celebrating team members' contributions. Conversely, the assessment revealed that I am more cautious inChallenging the Process. While I am comfortable motivating and supporting others, I tend to be more conservative regarding innovation and risk-taking. This insight suggests that I could benefit from embracing a more proactive approach to change and seeking opportunities to challenge the status quo to achieve better outcomes. Linking Results to Leadership Theory My leadership style aligns closely withTransformational Leadership Theory, which emphasizes the leader's role in inspiring and motivating followers to achieve their full potential and contribute to the organization's greater good (Lai et al., 2020). Transformational leaders are characterized by their ability to create a vision that excites and engages followers, encouraging them to exceed their expectations (Northouse, 2021). The connection between my LPI results and Transformational Leadership Theory is evident in my focus onInspiring a Shared VisionandEnabling Others to Act. These aspects of my leadership style align with the theory's emphasis onIdealized InfluenceandInspirational Motivation, which involve creating a compelling vision and motivating others to pursue it (Lai et al., 2020). My strength inEncouraging the Heartsupports the theory's component ofIndividualized Consideration, where leaders recognize and value individual contributions, fostering a culture of recognition and appreciation (Northouse, 2021). Understanding this alignment allows me to leverage these strengths more effectively in my leadership practice. For instance, my ability to inspire a shared vision creates a cohesive and motivated team. At the same time, my focus on recognizing and celebrating individual contributions helps build a positive and supportive work environment. Application to Interprofessional Team Dynamics My leadership style can significantly enhance interprofessional team dynamics through my ability toEnable Others to Act. For example, in a multidisciplinary team working to improve patient outcomes for adults with diabetes, I can facilitate collaboration by empowering each team member to contribute their unique expertise. By fostering an environment where everyone feels valued and supported, the team is more likely to engage fully in the process, leading to more innovative and effective solutions (Grossman & Miller, 2021). Moreover, my focus onEncouraging the Heart can improve team morale and cohesion. Recognizing and celebrating the contributions of team members not only boosts individual confidence but also strengthens the overall team dynamic. This approach fosters caring relationships within the team, which is essential for maintaining a supportive and effective working environment, ultimately leading to better patient outcomes (Anderson et al., 2020). Additionally, by addressing the area ofChallenging the Processidentified in my LPI results, I can further enhance team dynamics. Encouraging the team to take calculated risks and explore innovative solutions can drive continuous improvement and lead to more effective strategies in patient care (Edmondson, 2019). Conclusion In conclusion, the insights gained from the LPI have provided a deeper understanding of my leadership style, particularly about Transformational Leadership Theory. By leveraging my strengths inInspiring a Shared VisionandEnabling Others to Act while working on more effectivelyChallenging the Process, I can enhance my leadership practice and the effectiveness of interprofessional teams. This self-awareness will undoubtedly contribute to better team dynamics, stronger relationships, and improved outcomes in my future professional endeavors. References Lai, F., Tang, H., Lu, S., Lee, Y., & Lin, C. (2020). Transformational leadership and job performance: the mediating role of work engagement. SAGE Open, 10(1), 215824401989908.https://doi.org/10.1177/2158244019899085 Northouse, P. G. (2021).Leadership: Theory and Practice(9th ed.). Sage. Edmondson, A. C. (2019).The fearless organization: Creating psychological safety in the workplace for learning, innovation, and growth. Wiley Kouzes, J. M., & Posner, B. Z. (2023).The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations(7th ed.). Wiley. Grossman, R., & Miller, J. P. (2021). Optimizing Team Effectiveness: Key Takeaways from the science with a focus on the virtual context. American Journal of Health Promotion, 35(5), 732-737.https://doi.org/10.1177/08901171211007955b Anderson, J. E., Lavelle, M., & Reedy, G. (2020). Understanding adaptive teamwork in health care: Progress and future directions. Journal of Health Services Research & Policy, 26(3), 208-214. https://doi.org/10.1177/1355819620978436