... Career Connection: Leadership and Your Career Paper Leadership is all about constructing and collaborating a vision and being able to find a team capable of helping you achieve the vision. Constructing a vision, is imperative in leadership to be able to motivate and unite people. The ability to effectively communicate concepts verbally and in writing are essential to developing superior leadership skills. At any given time we may find themselves in different roles where leadership skills are vital to achieve what has begun. The ability to be objective when dealing with people under your leadership is a critical and vital trait of a good leader. Developing your own style of leadership is dependent upon you becoming a viable leader. Identify one theory that appeals to you the most Kinicki and Williams (2015) stated, “There is no one best style that will work in all situations. This is the point of view of proponents of the situational approach (or contingency approach) to leadership, who believe that effective leadership behavior depends on the situation at hand”. This type of theory is better suited to the position I currently hold at my job. Becoming a good leader, regardless of the method, revolves around how you interact with others. How we interact is in a state of constant change due to advances in technology and innovative techniques. Establishing defined, sensible, measured, attainable expectations will help your employees...
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...Gilmore Dr. Wright L. Lassiter, Jr. Leadership in Management-MANA 6310 4 December 2014 A Servant Leadership Perspective with Hosni A. Nabi, Ph.D. Understanding servant leadership, its values, developmental experiences needed, and perspective became complete to me as I had the opportunity to sit down with Dr. Hosni Nabi. Having established a strong relationship with Dr. Nabi over the past five years as my neighbor, friend, and confidant for business and professional advice, he became the ideal choice for preparing a servant leadership profile. He has vested over a 40 year career in education transitioning over time from a Scientist to Chief Academic Officer of Cape Cod Community College to President of Los Angeles Trade-Technical College. Dr. Nabi’s discussions with me always resonate, as I recognize the value he has placed on human beings, education, and improving people’s lives and the communities we all live within. His ability to motivate, inspire, and encourage is the reason I have returned to school for my MBA. It is characteristics and values he exemplifies that define him as a servant leader for this interview. As a student, I discussed with Dr. Nabi our focus in class in terms of servant leadership, its characteristics, along with my assignment to identify a servant leader as himself. As I mentioned in the introduction, several characteristics validate Dr. Nabi as a servant leader. In his personal view, servant leadership is being able to improve the lives...
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...Yin – Yang: How Management and Leadership Styles impact Business Innovation April 2013 Houston, TX Lin Giralt • Introduction: Our conceptual framework • Engage: Review of Management Theories and Leadership Styles • Energize: How Companies Innovate • Empower: Some Ideas and How to Apply Them Lambda International Consultants.LLC + York Career Development, Inc. Agenda 2 OUR CONCEPTUAL FRAMEWORK Lambda International Consultants.LLC + York Career Development, Inc. Introduction 3 YIN YANG AND TAOIST THOUGHT 4 Lambda International Consultants.LLC + York Career Development, Inc. • Taoist concept, two complementary forces that make up all aspects and phenomena of life • Yin is a symbol of earth, femaleness, darkness, passivity/reflection and absorption • Yang is conceived of as heaven, maleness, light, activity, and penetration • There are a series of five elements that form the cosmos according to Taoist philosophy Lambda International Consultants.LLC + York Career Development, Inc. Yin – Yang: the concept 5 http://www.britannica.com/EBchecked/topic/653297/yinyang • Business Cycle – Dynamic Situation – Innovation is key to survival and growth • Complementary properties are important in evaluating innovations • Competition – Checks and Balances; new products vs. old • Broad spectrum of competing alternatives when selecting candidates for Innovation • When to be guided by one concept, the other, or...
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...love doing your passion don’t let others hinder you from doing so because doing what you love most is what will make you happy. Family... Love your family as much as you love your friends because friends betray and backstab you, but family doesn’t. Always remember that blood is thicker than water. Sounds cliché, but it really is true. Career is an occupation undertaken for a significant period of a person’s life and with opportunities for progress. Finding a career that will fit you is a very hard task, as a result you need to think and plan some possible steps in order to achieve you career. Career goals are set to fulfill and to accomplish desired objectives. Goal setting is an important part of your career and personal development planning. It is easy to say that in 5 years you will be working in my ideal job, making a very good income and living in a dream home surrounded by a perfect environment. However, achieving these goals isn't so easy. So here are some tips in achieving a successful career. First, your future career must involve what you love doing most or where you are good at because if you don’t love what you are doing then you won’t enjoy your work. Plus, you’ll just get stress out, since this is not your forte. Second, don’t let someone or something hinder you from achieving your career and don’t be a “parrot” to these people that tell you what career you should take because this is your career, your future and not theirs. Lastly, career planning starts...
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...Graduat nurses should feel the responsibility mentoring and coaching should be a core competeant of core competent are . Coaching and mentoring are the foundation of prociding quality competent nurses, particularly at a graduate level. Mentoring coachin illicits effective decision making, collaborative administration of care and a relationship of trust. With those who are being mentored/coached. As a graduate level nurse mentoring/coaching are elements that are essential to mentoring issues and --------thins that need to be changed. Mentors/coaches monitor competancies building of the desires of a leader/coach encouraging and empowering individuals being coached to succeed in the task(s) at hand. Mentors/coaches helps to develop the skills that are required to handle a variety of situations. As indicated in the text------------“ Coaches and mentor’s are the key to the development of leaders of tomorrow and such tools could meet the acknowledged training and developmental needs of nurses, while expanding the role of senior management and their links with those who deliver patient services. As indicated in the text APN’s skill in expert coaching and guidiance will be central to efforts to redesign and transform healthcare system to become more patient-centered.The text goes on to say that teaching and coaching are recognized as core competiencies of APN’S By the time that one has reached the level of becoming a graduate level nurse, their skills and expertise are used to assist...
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...ECE 312 WEEK 4 LEADERSHIP AND MANAGEMENT To purchase this visit here: http://www.activitymode.com/product/ece-312-week-4-leadership-and-management/ Contact us at: SUPPORT@ACTIVITYMODE.COM ECE 312 WEEK 4 LEADERSHIP AND MANAGEMENT The program effectively implements policies, procedures, and systems that support stable staff and strong personnel, fiscal, and program management so all children, families, and staff have high quality experiences. Rationale: Excellent programming requires effective governance structures, competent and knowledgeable leadership, as well as comprehensive and well-functioning administrative policies, procedures, and systems. Effective leadership and management create the environment for high-quality care and education by: 1. ensuring compliance with relevant regulations and guidelines; 2. promoting fiscal soundness, program accountability, effective communication, helpful consultative services, positive community relations, and comfortable and supportive workplaces; 3. maintaining stable staff; and 4. instituting ongoing program planning and career development opportunities for staff as well as continuous program improvement. Application: You are the director of your own center. Using Standard #10 in “Overview of the NAEYC Early Childhood Program Standards” and Chapter 7 as a guide, create an eight- to ten-slide PowerPoint presentation to share with your staff, demonstrating one of the following NAEYC points: 1. Program accountability ...
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...LEADERSHIP DEVELOPMENT PROJECT Assignment Instruction Dear Class, This is your course project for EFFECTIVE LEADERSHIP class. This is an individual project. Answer the following questions provided for you, and upload your project on portal. You may change the format and style attractive -- artistic if you want. Deadline for this assignment is on 23rd January, 2015. All the best, Dr. Neda Introduction LEADERSHIP DEVELOPMENT is about experiencing relevant challenges, gaining the appropriate skills and developing the right psychological attributes. Success in the knowledge economy comes to those who know themselves—their strengths, their values, and how they best perform. First, and foremost, concentrate on your strengths. Put yourself where your strengths can produce results. Know your values as they are essential in the organization. Second, work on improving your strengths. Analysis will rapidly show where you need to improve skills or acquire new ones. Third, discover your negative habits. It is essential to remedy your bad habits—the things you do or fail to do that inhibit your effectiveness and performance. The questions given to you in this workbook will help you to discover yourself further—your strengths and weaknesses. 1. Personal review (Answer the following questions briefly) CAREER GOALS: 1. Your career to date (describe what has gone well in your career)? 2. What could have been better? 3. What do you want to achieve in...
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...to examine your life story and leadership opportunities to this point, with an emphasis on the influences of your early years and instances of your leadership. Discover Your Leadership in Your Life Story 1. During your early years, which people had the greatest impact on you? A: Growing up, I was mesmerized by my father superior (I am an arm force brat). I was very fascinated by all the honors and respect an army officer got. What I didn’t realized was that my dad was the subject of admiration to other kids in in camp ( I life in military camps through out my childhood) and deep inside I developed the desire at least become the man that my dad was . 2. Starting with your earliest memories, which experiences marked key turning points in your life? A: When I was about 11 to 12 years old, I came to the realization that a career as fulltime commissioned officer will not be possible due to an accident that let me with limited physical abilities. I then turned my ambition into becoming a scientist that would still be able to serve in the arm force but rather to being in the fighting front, will be in the lab doing research to help the advancement of military research. (This was being a little ambitious given that I am from Cameroon a third world country with no much financial capabilities to really invest in cutting edge technology. But I was a kid and I had dreams). 3. In which experiences did you find the greatest inspiration and passion for your leadership? A: During...
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...Top of Form 1. How long have you been at UDOT? Less Than 1 Year 1-3 Years 4-10 Years 11-15 Years 16-20 Years 21-25 Years 26+ Years 2. Which category best describes your annual salary? Less than $30,000 $30,000 - $45,000 $45,000 - $60,000 $60,000 - $75,000 $75,000 - $90,000 $90,000+ 3. Describe your level of education. Select all that apply. Less than high school High school Diploma/GED Some college Bachelor's degree Master's Degree Doctorate degree 4. Which group and/or region do you work in (check all that apply)? Region 1 Region 2 Region 3 Region 4 UDOT Complex Project Development Program Development Operations Administration Maintenance Vision and Performance Top of Form 5. On a scale of 1 to 7 (where 1 is "not well" and 7 is "exceptionally well") how well does the new vision statement reflect the work we do as a department? Vision statement: Keeping Utah Moving 6. On a scale of 1 to 7 (with 1 being "not at all well" and 7 being "exceptionally well") how well does the new mission statement reflect the work we do as a department? MIssion: Innovating transportation solutions that strengthen Utah's economy and enhance quality of life. 7. On a scale of 1 to 7 (where 1 is "not familiar at all" and 7 is "extremely familiar") how familiar are you with the Strategic Goals? | 1 | 2 | 3 | 4 | 5 | 6 | 7 | Zero Crashes, Injuries, and Fatalities | Zero Crashes, Injuries, and Fatalities 1 | Zero Crashes, Injuries, and Fatalities 2 | Zero...
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...WHITEPAPER From Leadership Potential to Promotion Success: More Accuracy, More Insight Introduction Today, organizations realize that people are their greatest asset and they invest in them accordingly. Every employee must perform at his or her best to realize maximum success. In addition, HR and business leaders understand that early identification of leaders with potential to take on significantly greater responsibility is vital to continuing their organization’s success. Traditionally, high performance has been equated with high potential. Boss nominations have been the standard for nominating people into high-potential development programs. However, bosses tend to be highly subjective and vary widely in their observations and standards for measuring potential. No two bosses define leadership potential the same way, and they disagree on who possesses it. They form opinions about people that they see often, so they necessarily miss people with great potential who work outside of their location. Adding to this conundrum of boss nominations, one study shows that only 29 percent of high performers are actually high potentials.1 Establishing a process to accurately identify individuals with leadership potential is critical in a world where companies with the best leaders win. Retaining those potential leaders long enough to realize the benefits of their promotion is just as critical. We propose that organizations can substantially increase the success rate of internal promotion...
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...in high school to an adult going to a college. But it is not an easy transition. Sometimes, people can find themselves confused in the challenging transition with trying to figure out where your classes are, how you are going to meet new friends, and figure out how you are going to have enough time to study and do classwork for all of your classes that are time consuming. As you are going through all the confusion and stress of your transition you also have another thing to pile onto your busy schedule, which is gaining leadership experience. Campus leadership can be anything from a club or an organization that is on campus that peaks your interest, or it could be something like volunteering anywhere in the UCF community. Campus leadership is very important, because if you are interested in gaining experience for a possible job that can began your career it is a perfect way to gain that experience....
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...Three Features That Will Enhance Your Career Paulina Banos Grand Canyon University: UNV-504-PEO101 10/21/2014 Three Features That Will Enhance Your Career Venturing out to the real world after graduation can be exciting and scary all at the same time. One is stepping foot into a world where theory is replaced by practice, and where one is held accountable for their actions. This paper will explain how implementing three features: servant leadership, innovation and hybrid entrepreneurship, can enhance your career and future success. Servant Leadership Servant leadership is a style of management that inspires to bring out ethical and moral behavior in an organizational setting. This kind of leadership style focuses on the beneficial outcome of their employees instead of the self-interest of the leader. In addition, servant leaders try to accommodate their employees in ways where they can succeed in completing their goals, function effectively in the workplace and have a sense of well being amongst their peers and supervisors. (Rivkin, Diestel, & Schmidt, 2014, 52-55). Practicing Servant Leadership Stressors and strain found in the workplace can cause great harm to an individual. According to Rivkin et al., job strain can be caused by job ambiguity and emotional dissonance. Employees have reported that uncertainty of job functions and the lack of genuine expressed emotions from job roles can cause the feeling of “burnout” (Rivkin et al., 2014). In the health...
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...a win-win for all, while employees are inventing new ways to impact their organization, community, and individual careers. One thing we have learn from our global economy is that the most successful societies are the most inclusive societies – places where all voices are heard; where every person has a chance to succeed; where every person has the chance to live out their dreams. Employee resource groups at THE COMPANY, gives you that opportunity – but you have to take it, you have to own it, you have to leverage on it! We give you the tools and guidance for you to drive it to success. Just that you get more familiar with the topic, in the last few decades, as diversity has become more prevalent in the work force, ERGs have multiplied, along with the names associated with these groups. Other common labels you will get to hear outside of THE COMPANY include Affinity Groups (AGs), Employee Network Groups (ENGs), and Business Resource Groups (BRGs). So what are they? Just as I explain in my example about volunteer groups, that’s exactly it. ERGs at THE COMPANY are volunteer groups coming together to promote an inclusive work environment, act as a business resource supporting the company priorities, and to serve you to develop your leadership skills, advance in your career and provide you with networking opportunities that would not otherwise be possible in your daily jobs. ERGs represent an opportunity for employees to gain critical skills, contribute...
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...within the organization. So the sole purpose of succession planning is to ensure that the organization has employees ready to fill these new roles when needed. Done effectively, succession planning can prepare the company for expansion and organizational reform for new opportunities to help build your company for success. Why Should Businesses Use Succession Planning? Succession planning is a logical way for businesses to prepare for the future. Eventhough many employees think of succession planning as, who is going to take over the business? Succession planning is much more than just the changeover of ownership. Businesses must prepare to develop and interchange key employees and staff and anticipate and plan for the impacts that any transition in ownership could have. When succession planning is effectively executed, companies experience a smooth transition (Simoneaux & Stroud, 2013, p. 63). The best way to achieve this is for the company to choose an effective leader to step in. The reason being is that an effective leader can make sense of a weak business plan. Utilizing a compatible talent management program, the company can return a vibrant business model. Companies need leadership development programs focused on hiring strategies, employee development,...
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...HRM592 Project – Final Background The Office of Inspector General (OIG) is an organization within the Department of Defense (DoD) with the mission to provide independent, relevant, and timely oversight that supports the warfighter and the American taxpayer by promoting accountability, integrity, and efficiency. In addition, the organization provides information to the Secretary of Defense, Congress, and the public. I am an employee in the Learning Office so that is my reason for selecting this organization for my project. In accordance with Title 5 410.201, federal agencies are required to develop training plans and programs that support a workforce capable of achieving an agency’s mission and performance goals. DoD OIG’s strategic plan goal 3.l.2 is to identify core skill requirements for each position and identify/develop training to provide opportunities for staff to attain necessary core skill. An enterprise-wide competency and training needs analysis questionnaire will assist the organization in meeting the needs of both Title 5 401.201 and strategic plan goal 3.1.2. The development of a core competency model will provide an integrated approach for supporting the mission, goals, and strategies of the organization. A core competency model will assist with establishing succession management, aligning training and development to skill gaps, and planning for future workforce needs. The identified core and technical competency models will be used to leverage...
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