Sample records for program develops leaders

  1. Practical Leader Development Program Using Emotional Intelligence

    DEFF Research Database (Denmark)

    Barfod, Jakob Rømer; Bakkegaard, Bjarne


    The Danish Army has more than ten years of experience working with developing emotional intelligence in the Royal Danish Army Officers’ Academy (RDAOA), and the Academy has developed military leaders who have benefitted from emotional intelligence training. Today many of the military leaders...

  2. Developing physician-leaders: key competencies and available programs. (United States)

    Stoller, James K


    Because effective leadership is critical to organizational success, frontrunner organizations cultivate leaders for bench depth and pipeline development. The many challenges in healthcare today create a special need for great leadership. This paper reviews the leadership competencies needed by physician-leaders and current experience with developing physician-leaders in healthcare institution-sponsored programs. On the basis of this review, six key leadership competency domains are proposed: 1. technical skills and knowledge (regarding operational, financial, and information systems, human resources, and strategic planning), 2. industry knowledge (e.g., regarding clinical processes, regulation, and healthcare trends), 3. problem-solving skills, 4. emotional intelligence, 5. communication, and 6. a commitment to lifelong learning. Review of current experience indicates that, in addition to leadership training through degree and certificate-granting programs (e.g., by universities and/or official medical societies), healthcare institutions themselves are developing intramural programs to cultivate physician-leaders. Greater attention is needed to assessing the impact and effectiveness of such programs in developing leaders and benefiting organizational outcomes.

  3. Characteristics of LEADER program for rural development in Romania

    Directory of Open Access Journals (Sweden)

    Klára - Dalma POLGÁR (DESZKE


    Full Text Available The LEADER program is the fourth axis of European Agricultural Fund for Rural Development (EAFRD. The paper presents its time scheduling, the importance for development of the rural areas in European Union and in Romania, the measures of financing and its double role as a component fund of EAFRD, and also as a delivery mechanism for measures of the other three axes of EAFRD. The paper shows the way of implementing LEADER program in Romania, during 2007-2013. The state of implementing of the Romanian contribution from EAFRD is presented for the entire period and until the end of 2014.

  4. Program Leader | IDRC - International Development Research Centre

    International Development Research Centre (IDRC) Digital Library (Canada)

    ... and relevant Regional Directors in the identification and evaluation of emerging and key development trends and priorities in a particular region; and; Collaborates with Centre supported Secretariats working in the same research and development areas as the PI's to create synergies between the secretariat and the PI's.

  5. The Great Outdoors: Comparing Leader Development Programs at the U.S. Naval Academy (United States)

    Huey, Wesley S.; Smith, David G.; Thomas, Joseph J.; Carlson, Charles R.


    This study compares outdoor adventure-based leader development programs with a traditional non-outdoor program to test predictions about differential effects on leader development outcomes. Participants were drawn from the population of U.S. Naval Academy midshipmen involved in experiential leader development programs as a component of their…

  6. Navy Executive Development Program, Navy Senior Leader Seminar (NSLS)


    Williamson, Tyller


    Flyer for the Navy Senior Leader Seminar (NSLS) The Course: The Navy Senior Leader Seminar (NSLS) provides senior officers (O6/O5) and senior civilians (GS-15) with an intensive nine-day executive education program that introduces the latest "best practices" in strategic planning, goal setting, strategic communication, effects-based thinking, risk management, financial management, and innovation. The program provide participants with the knowledge and skills required to manage...

  7. Developing Successful Global Leaders (United States)

    Training, 2011


    Everyone seems to agree the world desperately needs strong leaders who can manage a global workforce and all the inherent challenges that go with it. That's a big part of the raison d'etre for global leadership development programs. But are today's organizations fully utilizing these programs to develop global leaders, and, if so, are they…

  8. Revolutionizing Army Leader Development (United States)


    represents a tremendous gap in the Army leader development strategy and can easily be traced back to outdated personnel management models, systems and...St ra te gy R es ea rc h Pr oj ec t REVOLUTIONIZING ARMY LEADER DEVELOPMENT BY COLONEL SHAWN E. REED United States Army DISTRIBUTION...From - To) 4. TITLE AND SUBTITLE Revolutionizing Army Leader Development 5a. CONTRACT NUMBER 5b. GRANT NUMBER 5c. PROGRAM

  9. Narrative construction of leader identity in a leader development program context


    Jakobsen, Gitte P.


    With the increasing globalization, new organizational structures, and rapid change the leader has been increasingly individualized and personalized. The leader has been put under pressure to reveal a leadership, in which the personality of the individual leader is increasingly important. Moreover, the individual leader has become central for creating and communicating organizational meaning, and the leaders’ personal conduct, ethics and identity are taken to be symbolic of t...

  10. A Critical Analysis of Attribute Development Programs for Army Leaders (United States)


    consisting of books, articles, web sites, mission statements, program descriptions, and policies approved for public release. Attribute coverage of each...H. Jaycox, Invisible Wounds of War Psychological and Cognitive Injuries, their Consequences, and Services to Assist Recovery (Santa Monica, CA...methods:113 1. Online assessment and self-development training through the Army Fit web site. 112

  11. Leader Identity, Individual Differences, and Leader Self-Development (United States)


    SAMS, Ph.D. Research Program Manager Director Training and Leader Development Division Technical Review by Sena Garven, U.S. Army...Technical Report 1310 Leader Identity, Individual Differences, and Leader Self-development Melinda Key-Roberts, Stanley Halpin, and...TITLE AND SUBTITLE Leader Identity, Individual Differences, and Leader Self- development 5a.CONTRACT OR GRANT NUMBER 5b. PROGRAM ELEMENT NUMBER

  12. Developing Democratic and Transformational School Leaders: Graduates' Perceptions of the Impact of Their Preparation Program (United States)

    Stevenson, Robert B.; Doolittle, Gini


    As administrative preparation programs ground strategies for developing new genres of school leaders in transformational and democratic communities, of particular interest are the instructional and programmatic strategies that contribute to successful program outcomes. Constructed over time, this article highlights the specific contribution of…

  13. Developing a new hybrid revascularization program: a road map for hospital managers and physician leaders. (United States)

    Harjai, Kishore J; Samy, Sanjay; Pennypacker, Barbara; Onofre, Bonnie; Stanfield, Pamela; Yaeger, Lynne; Stapleton, Dwight; Esrig, Barry C


    Hybrid coronary revascularization, which involves minimally invasive direct coronary artery bypass surgery using the left internal mammary artery to left anterior descending and percutaneous coronary intervention using drug-eluting stents for the remaining diseased coronary vessels, is an innovative approach to decrease the morbidity of conventional surgery. Little information is available to guide hospital managers and physician leaders in implementing a hybrid revascularization program. In this article, we describe the people-process-technology issues that managers and leaders are likely to encounter as they develop a hybrid revascularization program in their practice. ©2012, Wiley Periodicals, Inc.

  14. Tomorrow's leaders, starting today: a pilot leadership development program for dental students. (United States)

    Victoroff, Kristin Z; Schneider, Keith; Perry, Crystal


    Effective leadership is vitally important as the dental profession strives to meet current and future challenges. Leadership development programs have been created for mid-career dental professionals, but the relative lack of such programs for dental students may represent a missed opportunity to cultivate the dental leaders of tomorrow. A pilot leadership development program for dental students is described in this article. A voluntary leadership development program for dental students was offered in 2008 at the Case School of Dental Medicine with support from the Ohio Dental Association Foundation. The program aimed to increase students' leadership knowledge, improve their leadership skills, and provide inspiration through exposure to leaders who could serve as role models. At the conclusion of the program, students attended the Ohio Dental Association's Leadership Institute event. Forty-six students attended at least one program session. Thirty students attended all or all but one of the on-site sessions. Thirty-three participants responded to a post-program anonymous online survey. The majority of participants (81 percent) rated the program as very useful or useful and said they would participate in the program again (85 percent). Student attendance at the state dental association's leadership event increased appreciably from previous years. Student participation in the pilot program exceeded expectations. Leadership development programs for dental students are feasible and can benefit students and the dental community.

  15. Health effects on leaders and co-workers of an art-based leadership development program. (United States)

    Romanowska, Julia; Larsson, Gerry; Eriksson, Maria; Wikström, Britt-Maj; Westerlund, Hugo; Theorell, Töres


    There are very few evaluations of the effectiveness of leadership development programs. The purpose of the study was to examine whether an art-based leadership program may have a more beneficial effect than a conventional one on leaders' and their corresponding subordinates' mental and biological stress. Participating leaders were randomized to 2 year-long leadership programs, 1 art-based and 1 conventional, with follow-up of the leaders and their subordinates at 12 and 18 months. The art-based program built on an experimental theatre form, a collage of literary text and music, followed by writing and discussions focused on existential and ethical problems. After 18 months a pattern was clearly visible with advantage for the art-based group. In the art group (leaders and their subordinates together as well as for subordinates only) compared to the conventional group, there was a significant improvement of mental health, covert coping and performance-based self-esteem as well as significantly less winter/fall deterioration in the serum concentration of the regenerative/anabolic hormone dehydroepiandrosterone-sulfate. Our findings indicate a more beneficial long-term health effect of the art-based intervention compared to a conventional approach. Positive results for both standardized questionnaires and biological parameters strengthened the findings. The study provides a rationale for further evaluation of the effectiveness of this alternative educational approach. Copyright © 2010 S. Karger AG, Basel.

  16. Developing the Preparation in STEM Leadership Programs for Undergraduate Academic Peer Leaders (United States)

    Blackwell, Stacey; Katzen, Sari; Patel, Nipa; Sun, Yan; Emenike, Mary


    The authors introduce the Preparation in STEM Leadership Program at Rutgers, The State University of New Jersey. This NSF-Funded program and research study creates a centralized training program for peer leaders that includes a battery of assessments to evaluate peer leaders' content knowledge, pedagogical knowledge, communication skills, and…

  17. Adapting the Army’s Training and Leader Development Programs for Future Challenges (United States)


    Execution System QLDR Quarterly Leader Development Review RC Reserve Component SAMS-E Standard Army Maintenance System—Enhanced SAT Systems Approach to...Training SFC sergeant first class SGM Sergeant Major SL Skill Level SLC Senior Leader Course SMA Sergeant Major of the Army SMDR Structured Manning...Leader Course ( SLC ) platoon sergeant skills. If a soldier has been promoted to sergeant first class (and would no longer be assigned to squad leader

  18. Developing Global Transformational Leaders

    DEFF Research Database (Denmark)

    Ramsey, Jase R.; Rutti, Raina M.; Lorenz, Melanie P.


    Despite significant increases in training and development of global managers, little is known about the precursors of transformational leadership in Multilatinas. While prior cross-cultural literature suggests that being an autocratic leader is ideal in Multilatinas, using transformational...... of transformational leadership because they are better able to understand the differences of other cultures, and appropriately adjust their behavior....... leadership theory, we argue that global leaders of Multilatinas embrace a more humanistic approach to leadership because of the importance of relationships between leaders and their followers. Additionally, we argue that global leaders with high levels of cultural intelligence will have high levels...

  19. Addressing Deficiencies in Army Civilian Leader Development (United States)


    competencies the Army and Nation requires. A well managed , comparable, and integrated Army leader training, education, and development framework, designed...Leavenworth, KS or Fort Belvoir, VA. The Intermediate Course targets Army civilian leaders who already reside in supervisory, management , or project...Leadership and Management Program (DLAMP), a competitively selected DOD- sponsored and DOD–funded leader development program that provided enhanced

  20. Canadian Cancer Programs Are Struggling to Invest in Development of Future Leaders: Results of a Pan-Canadian Survey. (United States)

    Khan, Nadir; Ghatage, Lena; Craighead, Peter S


    Cancer agencies within Canada operate with a variety of leadership models, assuming that future leaders are identified, developed and supported by institutions other than their own. A literature review, comprehensive survey and structured interviews were conducted to illuminate the perceptions of leadership in Canadian cancer centres. The major finding from the study is the significant gap between the competencies that leaders acknowledge as being important and the lack of development programs for future and current leaders. The study also showed there is agreement on preferred leadership models and the personal traits that identify future leaders worthy of development. Given the current struggles of leadership, the authors suggest that cancer agencies need to strategize how to advance succession planning and leadership development frameworks.

  1. Developing Leaders: Implementation of a Peer Advising Program for a Public Health Sciences Undergraduate Program

    Directory of Open Access Journals (Sweden)

    Megan eGriffin


    Full Text Available Peer advising is an integral part of our undergraduate advising system in the Public Health Sciences major at the University of Massachusetts Amherst. The program was developed in 2009 to address the advising needs of a rapidly growing major that went from 25 to over 530 majors between 2007 and 2014. Each year, 9-12 top performing upper-level students are chosen through an intensive application process. A major goal of the program is to provide curriculum and career guidance to students in the major and empower students in their academic and professional pursuits. The year-long program involves several components, including: staffing the drop-in advising center, attending training seminars, developing and presenting workshops for students, meeting prospective students and families, evaluating ways to improve the program, and collaborating on self-directed projects. The peer advisors also provide program staff insight into the needs and perspectives of students in the major. In turn, peer advisors gain valuable leadership and communication skills, and learn strategies for improving student success. The Peer Advising Program builds community and fosters personal and professional development for the peer advisors. In this paper, we will discuss the undergraduate peer advising model, the benefits and challenges of the program, and lessons learned. Several methods were used to understand the perceived benefits and challenges of the program and experiences of students who utilized the Peer Advising Center. The data for this evaluation were drawn from three sources: 1 archival records from the Peer Advising Center; 2 feedback from peer advisors who completed the year-long internship; and 3 a survey of students who utilized the Peer Advising Center. Results of this preliminary evaluation indicate that peer advisors gain valuable skills that they can carry into their professional world. The program is also a way to engage students in building community

  2. Emerging Leaders: Students in Need of Development. (United States)

    Striffolino, Paul; Saunders, Sue A.


    Discusses benefits of developing young potential leaders. Outlines comprehensive leadership program for college freshmen containing four components: assessment, planning, implementation and evaluation. (Author/CM)

  3. Developing Future Strategic Logistics Leaders (United States)


    A partnership between senior logistics leaders , PME developers, and personnel managers is essential to constructing and maintaining strategic...Commander in the area of leader development, while overseeing the implementation and daily management of logistic leader development. The current structure... managers is essential to constructing and maintaining strategic leader development frameworks. The risk of not making adjustments to logistics Professional

  4. Creating a Cadre of Fellowship-Trained Medical Educators: A Qualitative Study of Faculty Development Program Leaders' Perspectives and Advice. (United States)

    Coates, Wendy C; Runde, Daniel P; Yarris, Lalena M; Rougas, Steven; Guth, Todd A; Santen, Sally A; Miller, Jessica; Jordan, Jaime


    Well-trained educators fill essential roles across the medical education continuum. Some medical schools offer programs for existing faculty to enhance teaching and scholarship. No standard postgraduate training model exists for residency graduates to attain competency as faculty members before their first academic appointment. The objective of this study is to inform the development of postgraduate medical education fellowships by exploring perceptions of educational leaders who direct well-established faculty development programs. The authors undertook a qualitative study, using purposeful sampling to recruit participants and a constant comparative approach to identify themes. They conducted semistructured telephone interviews with directors of faculty development fellowships using an interpretivist/constructivist paradigm (November 2013). Questions addressed curricular and fiscal structure, perceived benefits and challenges, and advice for starting a postgraduate fellowship. Directors reported institutional and participant benefits, notably the creation of a community of educators and pool of potential leaders. Curricular offerings focused on learning theory, teaching, assessment, leadership, and scholarship. Funding and protected time were challenges. Advice for new program directors included evaluating best practices, defining locally relevant goals; garnering sufficient, stable financial support; and rallying leaders' endorsement. Medical education fellowships cultivate leaders and communities of trained educators but require participants to balance faculty responsibilities with professional development. Advice of current directors can inform the development of postgraduate programs modeled after accredited clinical specialty fellowships. Programs with the support of strategic partners, financial stability, and well-defined goals may allow new faculty to begin their careers with existing competency in medical education skills.

  5. Developing an Onboarding Program to Improve Senior Leader Transition in the Army (United States)


    e.g., headquarters) environment. 15. SUBJECT TERMS Onboarding Organizational Development Senior Leader Transition...Johnson, 2006). An organizational psychologist or organizational development specialist trained in 360 feedback and coaching techniques would be...this process would fall under the purview of a directorate or staff element designed to focus specifically on Organizational Development (OD

  6. Creating Spaces for the Development of Democratic School Leaders: A Case of Program Redesign in the United States (United States)

    Bredeson, Paul V.


    Architecture deals with the creation and definition of space expressed in buildings and other physical structures. Pre-service preparation programs and on-going professional development for school leaders similarly are built structures designed to help aspiring and practicing administrators acquire critical knowledge, dispositions, and…

  7. Environmental fellows program - professional development in environmental management for emerging world leaders

    Energy Technology Data Exchange (ETDEWEB)

    Jacquez, R.B.; Bhada, R.K. [New Mexico State Univ., Las Cruces, NM (United States)


    A unique program, the Environmental Fellows Program (EFP), has been established by the Waste-management Education & Research Consortium. The mission of the program is to expand the world`s capability to address issues associated with the management of wastes. The mission will be accomplished by establishing a world-wide community of highly qualified administrators, engineers, and scientists in the field of environmental management. The EFP is the only program in the world that provides intensive graduate level training to world leaders emerging from academia, government, and industry. Through this program, future strategies of the international community of leaders will be directed with an understanding of the technology, economics, the risk awareness, and other issues related to environmental management. The program includes five components: Professional Fellows Training Program, Graduate Fellows Program, Colloquium series featuring world-class experts in environmental management, Annual international conference focusing on a timely, relevant, specific issue of environmental management, and Practical internship. The Professional Fellows Training Program and Graduate Program are provided to individuals selected from industry and government on the basis of their technical and administrative abilities. These Fellows receive intensive graduate level training at a New Mexico university in an area relevant to environmental management. This program has been initiated with nine Fellows from Mexico selected jointly by the Mexican authorities and the U.S. The Colloquim Series is designed to bring the Fellows together on a frequent basis to discuss specific environmental issues, thus using their expertise to shed light on a major international environmental issue, the conference on environmental management. The practical internship will be made available to the Fellows who desire practical experience at a government laboratory, university, or industry.

  8. Impacting Binational Health through Leadership Development: A Program Evaluation of the Leaders across Borders Program, 2010–2014

    Directory of Open Access Journals (Sweden)

    Omar A. Contreras


    Full Text Available BackgroundWorkforce and leadership development is imperative for the advancement of public health along the U.S./Mexico border. The Leaders across borders (LaB program aims to train the public health and health-care workforce of the border region. The LaB is a 6-month intensive leadership development program, which offers training in various areas of public health. Program curriculum topics include: leadership, border health epidemiology, health diplomacy, border public policies, and conflict resolution.MethodsThis article describes the LaB program evaluation outcomes across four LaB cohort graduates between 2010 and 2014. LaB graduates received an invitation to participate via email in an online questionnaire. Eighty-five percent (n = 34 of evaluation participants indicated an improvement in the level of binationality since participating in the LaB program. Identified themes in the evaluation results included increased binational collaborations and partnerships across multidisciplinary organizations that work towards improving the health status of border communities. Approximately 93% (n = 37 of the LaB samples were interested in participating in future binational projects while 80% (n = 32 indicated interest in the proposal of other binational initiatives. Participants expressed feelings of gratitude from employers who supported their participation and successful completion of LaB.DiscussionPrograms such as LaB are important in providing professional development and education to a health-care workforce along the U.S./Mexico border that is dedicated to positively impacting the health outcomes of vulnerable populations residing in this region.

  9. Junior Leader Training Development in Operational Units (United States)


    Research Program Manager Director Training and Leader Development Division Research accomplished under contract for the Department of the Army...Digital Training Management System (DTM ). While work has been done to mitigate the training development cha enges experienced by junior leaders , there...operations. The manual provides junior leaders with guidance on how to conduct training and training management . Of particular importance is the definition

  10. Emerging Leaders: AED's Open World Program. (United States)

    McDonald, Sandra


    Describes the Open World Program, funded and administered by the Library of Congress, with support from private organizations such as the Academy for Educational Development (AED). Open World Program allows community colleges to participate by hosting delegations from other countries. Some themes include: environment, women as leaders, economic…

  11. APOLLO PROGRAM - LEADERS (United States)


    Key members of the NASA management council were at space port today to participate in Flight Readiness Review for Apollo 9. Dr. George E. Mueller, Associate Administrator for Manned Space Flight, Lt. Gen. Samuel C. Phillips, Apollo Program manager, NASA Headquarters, Dr. Kurt H. Debus, Director KSC, Dr. Robert Gilruth, Director, Manned Spacecraft Center and Dr. Wernher Von Braun, Director, Marshall Space Flight Center.

  12. Motivation to Develop as a Leader. (United States)

    Rosch, David M; Villanueva, Josh C


    This chapter explains the role of motivation in readying leaders to succeed. Suggestions are also offered for leadership developers in harnessing motivational factors to optimize their educational programs. © 2016 Wiley Periodicals, Inc., A Wiley Company.

  13. Developing first-level leaders. (United States)

    Priestland, Andreas; Hanig, Robert


    Oil and energy corporation BP was well aware of the importance of its work group managers on the front lines. Their decisions, in aggregate, make an enormous difference in BP's turnover, costs, quality control, safety, innovation, and environmental performance. There were about 10,000 such supervisors, working in every part of the company-from solar plants in Spain, to drilling platforms in the North Sea, to marketing teams in Chicago. Some 70% to 80% of BP employees reported directly to these lower-level managers. Yet, until recently, the corporation didn't have a comprehensive training program--let alone an official name--for them. For their part, the frontline managers felt disconnected; it was often hard for them to understand how their individual decisions contributed to the growth and reputation of BP as a whole. In this article, BP executive Andreas Priestland and Dialogos VP Robert Hanig describe how BP in the past five years has learned to connect with this population of managers. After one and a half years of design and development, there is now a companywide name--"first-level leaders"--and a comprehensive training program for this cohort. The authors describe the collaborative effort they led to create the program's four components: Supervisory Essentials, Context and Connections, the Leadership Event, and Peer Partnerships. The design team surveyed those it had deemed first-level leaders and others throughout BP; extensively benchmarked other companies' training efforts for lower-level managers; and conducted a series of pilot programs that involved dozens of advisers. The training sessions were first offered early in 2002, and since then, more than 8000 of BP's first-level leaders have attended. The managers who've been through training are consistently ranked higher in performance than those who haven't, both by their bosses and by the employees who report to them, the authors say.

  14. The Management Development Program: A Competency-Based Model for Preparing Hospitality Leaders. (United States)

    Brownell, Judi; Chung, Beth G.


    The master of management program at Cornell University focused on competency-based development of skills for the hospitality industry through core courses, minicourses, skill benchmarking, and continuous improvement. Benefits include a shift in the teacher role to advocate/coach, increased information sharing, student satisfaction, and clear…

  15. Lilead Fellows Program: An Innovative Approach to Professional Development for School Library Leaders (United States)

    Kodama, Christie; DiScala, Jeffrey; Weeks, Ann Carlson; Barlow, Diane L.; Jacobs, Leah; Hall, Rosemary


    In this article, the authors discuss the Lilead Fellows Program, funded by a grant from the Institute of Museum and Library Services (IMLS). This innovative approach to professional development (PD) is for school district library supervisors. It is based upon widely accepted principles of quality PD, and is in its second year of operation with an…

  16. The Southern Rural Access Program and Alabama's Rural Health Leaders Pipeline: a partnership to develop needed minority health care professionals. (United States)

    Rackley, Benjamin P; Wheat, John R; Moore, Cynthia E; Garner, Robert G; Harrell, Barbara W


    Rural Health Leaders Pipeline programs are intended to increase the number of youth interested in and pursuing health professions in rural communities. This paper presents 2 complementary approaches to Rural Health Leaders Pipeline programs. Two different organizations in Alabama recruit students from 18 specified counties. One organization is a rural, community-based program with college freshmen and upperclassmen from rural communities. Students shadow health professionals for 6 weeks, attend classes, visit medical schools, complete and present health projects, and receive support from online tutors. The second organization is a university-based program that supplements an existing 11th grade-medical school rural medicine pipeline with 10 minority students from rural communities who have graduated from high school and plan to enter college as premedical students in the following academic year. Students participate in classes, tutorials, seminars, and other activities. Students earn college credits during the 7-week program, maintain contact with program staff during the school year, and by performance and interest can continue in this pipeline program for a total of 4 consecutive summers, culminating in application to medical school. Each organization provides stipends for students. Early experiences have been positive, although Rural Health Leaders Pipeline programs are expensive and require long-term commitments.

  17. Preparing School Leaders for a Changing World: Lessons from Exemplary Leadership Development Programs. School Leadership Study. Executive Summary (United States)

    Darling-Hammond, Linda; LaPointe, Michelle; Meyerson, Debra; Orr, Margaret Terry


    Contemporary school administrators play a daunting array of roles. They must be educational visionaries and change agents, instructional leaders, curriculum and assessment experts, budget analysts, facility managers, special program administrators, and community builders. New expectations for schools--that they successfully teach a broad range of…

  18. Developing nurse leaders: a program enhancing staff nurse leadership skills and professionalism. (United States)

    Abraham, Pauline J


    This study aims to determine whether participation in the Nursing Leadership Perspectives Program (NLPP) at Mayo Clinic in Rochester, Minnesota, produced a change in leadership skills, increased professional activities, leadership promotion, and retention rates of participants. The NLPP is an educational program designed to enhance leadership skills and promote professionalism of registered nurses. The 6-month program provides participants with theoretical knowledge, core competencies, and opportunities to practice application of leadership skills. Outcome metrics were collected from registered nurses who completed the program (n = 15). Data analysis included descriptive and nonparametric methods. Participants reported statistically significant changes in their leadership skills after participation in the program (P = .007) on the Leadership Practices Inventory. Changes in professional behavior were also statistically significant as rated by the Nursing Activity Scale (P = .001). Participants demonstrated a change in leadership skills and professional behavior following the program.

  19. Leadership development at university: Comparing student leaders with different levels of involvement in a leadership education program


    Vogt, Krista Lee


    This study examined how students’ leadership behaviours are related to both their personal leadership experience and their involvement in a leadership education program. The context of the study was the University of Guelph’s Certificate in Leadership program. The Student Leadership Practices Inventory (LPI) was administered to 33 student leaders who did not participate in the Leadership Certificate and 14 students who were at various levels of completion of the Certificate. No significant di...


    Directory of Open Access Journals (Sweden)



    Full Text Available Rural development policy is an important component of the Common Agricultural Policy. LEADER is an innovative approach to rural development policy in the European Union to improve the quality of life in rural areas. LEADER is a very effective way to support "smart" and to increase "sustainable" and "inclusive" rural areas, encouraging rural territories to explore new ways to become competitive, to capitalize at maximum their assets and overcome difficulties encountered, encouraging the socio-economic factors to collaborate in order to produce quality goods and services in their local area

  1. A pilot training program to develop physical recreation leaders for work with emotionally disturbed children. (United States)

    Mann, L; Wright, T S; Hilsendager, D R; Jack, H K


    Preliminary findings in a pioneer training project under NIMH auspices to prepare physical education graduate students to assume leadership roles in recreation work with emotionally disturbed children are reviewed and discussed. An 80-day, year-round program exposes the trainees to a variety of experimental opportunities in both day-camping and community recreation settings. A six-credit curriculum is provided by Temple University, while the field training sequences are established by Buttonwood Farms. Students receive intensive mental health guidance, supervision, and training and both individual and group counseling.

  2. "They Were Really Looking for a Male Leader for the Building": Gender, Identity and Leadership Development in a Principal Preparation Program. (United States)

    Burton, Laura J; Weiner, Jennie M


    This study utilized a comparative case study analysis to investigate how gender influenced the experiences of participants in a leadership development program (principal preparation program) designed to lead public K-12 schools identified as requiring turnaround. We closely focused on two participants, a man and a woman, and compared the ways each participant made meaning of his/her experiences as developing leaders in the program. Although both participants conceptualized effective leadership in similar communally-oriented ways, the way they came to construct their identities as leaders varied greatly. These differences were largely influenced by different and, what appeared to be, gendered feedback occurring during the program and when participants entered the job market.

  3. “They Were Really Looking for a Male Leader for the Building”: Gender, Identity and Leadership Development in a Principal Preparation Program (United States)

    Burton, Laura J.; Weiner, Jennie M.


    This study utilized a comparative case study analysis to investigate how gender influenced the experiences of participants in a leadership development program (principal preparation program) designed to lead public K-12 schools identified as requiring turnaround. We closely focused on two participants, a man and a woman, and compared the ways each participant made meaning of his/her experiences as developing leaders in the program. Although both participants conceptualized effective leadership in similar communally-oriented ways, the way they came to construct their identities as leaders varied greatly. These differences were largely influenced by different and, what appeared to be, gendered feedback occurring during the program and when participants entered the job market. PMID:26909054

  4. They were really looking for a male leader for the building: Gender, identity and leadership development in a principal preparation program.

    Directory of Open Access Journals (Sweden)

    Laura J Burton


    Full Text Available This study utilized a comparative case study analysis to investigate how gender influenced the experiences of participants in a leadership development program (principal preparation program designed to lead public K-12 schools identified as requiring turnaround. We closely focused on two participants, a man and a woman, and compared the ways each participant made meaning of his/her experiences as developing leaders in the program. Although both participants conceptualized effective leadership in similar communally-oriented ways, the way they came to construct their identities as leaders varied greatly. These differences were largely influenced by different and, what appeared to be, gendered feedback occurring during the program and when participants entered the job market.

  5. Personal Growth and Development of Parent Leaders through a Group Parent Education Program (United States)

    Yuen, Lai Ha


    Many scholars assert that current parent education practices in Hong Kong are dominated by the transmission perspective. This perspective assumes inadequacies in the knowledge and skills of parents; hence, the goal of parent education appears to be the transmission of facts as well as skills development and values information that prepare children…

  6. From "Hesitant" to "Environmental Leader": The Influence of a Professional Development Program on the Environmental Citizenship of Preschool Teachers (United States)

    Spektor-Levy, Ornit; Abramovich, Anat


    This study investigated the influence that the "Environmental Leadership Professional Development" program had on preschool teachers. The program's aim is to enhance environmental awareness, thus developing environmental citizenship and leadership. The program offered experiential and reflective learning, meetings with environmental…

  7. Senior Leader Mentoring: Its Role in Leader Development Doctrine (United States)


    employ mentors."’ 21 It defined a mentor as a leader who develops "an individual by being for that individual a role model , teacher, coach, advisor, and...Shapiro, E. C., F. P. Hazeltine, and M. P. Rowe. "Moving Up: Role Models , Mentors, and the Patron System." Sloan Management Review (Spring 1978): 51-58...AD-A284 464 3 June 1994 Master’s Thesis, 2 Aug 93-3 Jun 94 Senior Leader Mentoring: Its Role in Leader Development Doctrine Major Mark L. Ritter, USA

  8. Developing 21st Century Senior Leaders (United States)


    containing “required SSC.” Use this list to ensure the system is policed by the Senior Leader Development (SLD) and branch managers through the validation...colleges produce senior leaders who work as organizational managers , leaders , and operational artist. Department of Army should have a more focused...St ra te gy R es ea rc h Pr oj ec t DEVELOPING 21ST CENTURY SENIOR LEADERS BY LIEUTENANT COLONEL KEATON L. BEAUMONT United States Army

  9. Involving Handicapped Cub Scouts: Cubmaster's Guide. Cub Scout Leader Development. (United States)

    Boy Scouts of America, New Brunswick, NJ.

    The Cub Scout Leader Development Guide is designed to train adult leaders to conduct discussions and set up activities that foster understanding and involvement of the handicapped in den and pack programs. Stressed are development of the handicapped individual's ability and potential as well as similarities between handicapped and nonhandicapped…

  10. Statistical coordinates of the LEADER Program implementation process in Romania

    Directory of Open Access Journals (Sweden)

    Klára - Dalma POLGÁR (DESZKE


    Full Text Available The LEADER program, the fourth priority direction for financing through European Agricultural Fund for Rural Development – EAFRD, consists in implementing local development strategies for improving administrative governance in rural areas. This paper presents the management of rural development by the National Network for Rural Development and the status of implementation of the LEADER program in Romania, until December 2014. The funded projects of rural development meet the requirements of local communities identified by the operational structures of type LAG - Local Action Group, through appropriate measures, specific to each county.

  11. Program Leadership from a Nordic Perspective - Program Leaders' Power to Influence Their Program

    DEFF Research Database (Denmark)

    Högfeldt, Anna-Karin; Strömberg, Emma; Jerbrant, Anna


    In this paper a continuation research at five technical universities in Nordic countries (N5T network) in 2012 is presented, where the aim was to find out how the program leaders conceived their function, role and mandate, and the work situations between the universities were compared. The previous...... research demonstrated that program leaders have quite different positions, strategies and methods when it comes to monitoring and developing their programs. In this paper, a deeper investigation is carried out of the (im-) possibilities to make real influence on the study courses that constitutes...... the respective Engineering study programs. Eight program leaders from the five N5T universities have been interviewed, and the analysis of these studies, has culminated in a model for the analysis of program leadership for Engineering education development....

  12. Leader Development in Army Units: Views From the Field (United States)


    is not effective. Don’t treat subordinates like crud ; leaders must understand that this is a people-centric organization. Bad—you can’t make good...leaders— pattern recognition, perceptual acuity, mental simulation, and critical thinking.2 Key Characteristics of Effective Leader Development Programs

  13. Moral Frameworks for Leaders of Gifted Programs and Services (United States)

    Brown, Elissa F.; Rinko-Gay, Catherine


    Given the complexities of being an educational leader and, specifically, an educational leader of a gifted program or school, should there be a moral guide or framework that can inform the daily practices of leaders within an ever-changing educational context of competing demands? Should leaders of gifted programs employ the same ethos as any…

  14. Developing Leaders for Army 2020 (United States)


    Soldiers over the next five years, with a reduction of eight Brigade Combat Teams over this same time period.3 Army senior leaders and force managers ...properly reduce personnel and leader levels to meet end strength directives. As the Army draws down end strength, a challenge arises for force managers ...many managers and leaders , reducing continuity, and leaving firms with teams doing multiple tasks.48 Multi Source Assessment and Feedback instruments

  15. Developing leaders vs training administrators in the health services. (United States)

    Legnini, M W


    In these difficult times, health care institutions need leaders, not simply managers. Leaders' breadth of skills and perspective come from understanding the values involved in health care delivery; managers know the right way to do things, but leaders know which are the right things to do. Schools of public health are moving away from their potential contribution to leadership development in health services administration. The result is a lack of accountability to the community. Leadership skills and an examination of values should be part of health services administration programs in schools of public health, which should see their mission as helping to identify and train leaders, not simply technical specialists in management.

  16. Addressing Deficiencies in Army Civilian Leader Development

    National Research Council Canada - National Science Library

    Keller, Jonathan S


    .... A well managed, comparable, and integrated Army leader training, education, and development framework, designed to create shared and combined developmental experiences, is essential for growing...

  17. Using Danielson's Framework to Develop Teacher Leaders (United States)

    Hunzicker, Jana


    Considering the constructs of teacher leadership, the author provides a practical starting point for systematically encouraging and developing teacher leaders using Danielson's framework for teaching.

  18. Developing Socially Responsible Leaders in Academic Settings (United States)

    Cauthen, T. W., III


    This chapter begins the exploration of what leadership education is through examining the relationship between educational involvement and academic autonomy in the development of socially responsible leaders.

  19. School Leaders as Participants in Teachers' Professional Development: The Impact on Teachers' and School Leaders' Professional Growth (United States)

    Hilton, Annette; Hilton, Geoff; Dole, Shelley; Goos, Merrilyn


    Over a two-year period, approximately 70 teachers from 18 schools participated in an on-going professional development program as part of a study to promote the teaching and learning of numeracy. Principals and other school leaders were invited to participate in the professional development program alongside their teachers, which 20 leaders from…

  20. Developing Community Leaders: An Impact Assessment of Ohio's Community Leadership Programs. Ohio State University Extension 1993-1995. (United States)

    Earnest, Garee W.; And Others

    A descriptive exploratory study examined what impact community leadership development programs in Ohio had on leadership program participants' leadership skills. Data were gathered using multiple methods: face-to-face interviews, focus group interviews, and pre- and postassessments of leadership practices. The self-report questionnaire used was…

  1. Combined Logistics Officers Advanced Course (CLOAC): Leader Development for Future Ordnance Strategic Leaders

    National Research Council Canada - National Science Library

    Shipley, Claude


    Formal training is one of the methods for development of strategic leaders. The development of strategic Ordnance leaders is rooted initially with an officer first becoming competent as a leader and knowledgeable in their technical skills...

  2. Leaders as Learners: Developing New Leadership Practices (United States)

    Aas, Marit


    Professional learning and development of school leaders are considered keys to educational change. However, a growing body of research has identified how difficult it is to design professional leadership programmes that make a difference in leaders' professional practice. Drawing on the framework of expansive learning and data from the six-year…

  3. The Evolution of Army Leader Development (United States)


    Management Classification: Unclassified There is a growing chorus of senior military leaders , think tank...and mitigate the risk for them. The Current Model DA PAM 600-3, the Army’s officer management regulation, does not make the importance of...The Evolution of Army Leader Development by Colonel Robert P. Ashe United States Army United

  4. Using Cohorts As a Means for Developing Transformational Leaders. (United States)

    Basom, Margaret; And Others


    Examines use of cohorts in educational leadership programs from conceptual and practical viewpoints. Suggests ways to develop cohorts and discusses cohorts' effects on students, faculty, educational programs, and systems. Examines the potential for using cohorts to develop transformational leaders. Effective cohorts are learning laboratories that…

  5. Developing physician leaders in academic medical centers. (United States)

    Bachrach, D J


    While physicians have historically held positions of leadership in academic medical centers, there is an increasing trend that physicians will not only guide the clinical, curriculum and scientific direction of the institution, but its business direction as well. Physicians are assuming a greater role in business decision making and are found at the negotiating table with leaders from business, insurance and other integrated health care delivery systems. Physicians who lead "strategic business units" within the academic medical center are expected to acquire and demonstrate enhanced business acumen. There is an increasing demand for formal and informal training programs for physicians in academic medical centers in order to better prepare them for their evolving roles and responsibilities. These may include the pursuit of a second degree in business or health care management; intramurally conducted courses in leadership skill development, management, business and finance; or involvement in extramurally prepared and delivered training programs specifically geared toward physicians as conducted at major universities, often in their schools of business or public health. While part one of this series, which appeared in Volume 43, No. 6 of Medical Group Management Journal addressed, "The changing role of physician leaders at academic medical centers," part 2 will examine as a case study the faculty leadership development program at the University of Texas M.D. Anderson Cancer Center. These two articles were prepared by the author from his research into, and the presentation of a thesis entitled. "The importance of leadership training and development for physicians in academic medical centers in an increasingly complex health care environment," prepared for the Credentials Committee of the American College of Healthcare Executives in partial fulfillment of the requirements for Fellowship in this College.*

  6. Agricultural Opinion Leader Communication Channel Preferences: An Empirical Analysis of Participants of Agricultural and Natural Resource Leadership Development Programs (United States)

    Lamm, Kevan W.; Rumble, Joy N.; Carter, Hannah S.; Lamm, Alexa J.


    In the information rich society of the 21st century consumers have had access to many different communication channels where they can find information about agricultural topics. Individuals seek information that fulfills their needs and opinion leaders have been identified as a solution to communicating with audiences about complex topics.…

  7. Course strategies for clinical nurse leader development. (United States)

    Gerard, Sally; Grossman, Sheila; Godfrey, Marjorie


    The scope of the clinical nurse leader (CNL) is evolving in practice across the country. The preparation of this pivotal role in a complex healthcare environment has prompted the collaboration of nurse academics, nurse administrators, and clinicians to design unique educational experiences to maximize best practice. Knowledge attained regarding healthcare improvement and patient safety must not only be theoretical, but personal and application focused. Utilizing the American Association of Colleges of Nursing's CNL white paper and published resources faculty developed a clinical leadership course focused on active learning and reflection. Students explore concepts of improvement and quality related to business models of high functioning organizations including healthcare. Three key components of the course are described in detail; "quality is personal", executive interviews and the "5P" clinical microsystems assessment. Evaluation outcomes are discussed. Course content and innovative teaching/learning strategies for CNL are shared which may support the growth of CNL program development nationally. Copyright © 2012 Elsevier Inc. All rights reserved.

  8. Creating tomorrow's leaders today: the Emerging Nurse Leaders Program of the Texas Nurses Association. (United States)

    Sportsman, Susan; Wieck, Lynn; Yoder-Wise, Patricia S; Light, Kathleen M; Jordan, Clair


    The Texas Nurses Association initiated an Emerging Nurse Leaders Program as an approach to engaging new nurses in the leadership of the professional association. This article explains the program's origin, the commitment of the Texas Nurses Association to this process, the implementation of the plan, and the discussions that launched a new way of connecting leaders across generations. Further, it is an approach that any professional organization can use to encourage the involvement of new leaders.

  9. Developing Senior Leaders for the Reserve Components (United States)


    Force with unique skills and diverse perspectives” (DoD, 2015, p. 14). Each of the services emphasizes the importance of leader development. The Air...tionally engaged reserve component. DoD leaders recognize the imperative in times of austerity to maintain a skilled , ready Total Force that achieves the...precedence over achieving the mission. Developing leadership is a critical but ancillary activity to an organization. Still, job assignments are the most

  10. Assessing the professional development needs of experienced nurse executive leaders. (United States)

    Leach, Linda Searle; McFarland, Patricia


    The objective of this study was to identify the professional development topics that senior nurse leaders believe are important to their advancement and success. Senior/experienced nurse leaders at the executive level are able to influence the work environment of nurses and institutional and health policy. Their development needs are likely to reflect this and other contemporary healthcare issues and may be different from middle and frontline managers. A systematic way of assessing professional development needs for these nurse leaders is needed. A descriptive study using an online survey was distributed to a convenience sample of nurse leaders who were members of the Association of California Nurse Leaders (ACNL) or have participated in an ACNL program. Visionary leadership, leading complexity, and effective teams were the highest ranked leadership topics. Leading change, advancing health: The future of nursing, healthy work environments, and healthcare reform were also highly ranked topics. Executive-level nurse leaders are important to nurse retention, effective work environments, and leading change. Regular assessment and attention to the distinct professional development needs of executive-level nurse leaders are a valuable human capital investment.

  11. Self-Development: An Important Aspect of Leader Development (United States)


    adult education theory and employed by civilian industry. It concludes with recommendations to enhance the role self-development in the Army leader ...DA PAM 350-58, Leader Development for America’s Army; DA PAM 600-3, Commissioned Officer Development and Career Management ; and most recently, FM 7-0...Imperative 11 asserts that the Army should stress the individual’s responsibility for leader development and that the best career manager is the individual

  12. Developing the future nurse leaders of Fiji. (United States)

    Stewart, Lee; Usher, Kim; Nadakuitavuki, Rigieta; Tollefson, Joanne


    Nurse leaders in Fiji are currently involved in meeting the challenges of being at the forefront of an AusAID supported Health Sector Improvement process. Fiji is experiencing the same shortages of health professionals (including nurses) as is occurring internationally, while simultaneously striving to improve the quality of its health services. This paper provides information about the current situation in relation to health services in Fiji, and describes strategies being undertaken by the nurse leaders of Fiji to meet the challenge of leading an exciting reform process. James Cook University, School of Nursing Sciences, has been privileged to support the provision of contemporary leadership and management education for current and future nurse leaders in the Fiji Health Sector as a component of a current education program to educate registered nurses to bachelor level. This paper will provide an overview of the current Fiji Health Sector Improvement Program, with a particular focus on the preparation of nurse leaders. There is an ongoing need to understand beliefs and values, and styles of interaction and communication, and indeed, ideas about time. With collaboration between Australian academics and Fiji tutors from the Fiji School of Nursing, the program appears to be remarkably successful.

  13. An elective course in leader development. (United States)

    Sucher, Brandon; Nelson, Michael; Brown, Daniel


    To describe the design, implementation, and evaluation of a leader-development elective course. Students discovered, reflected on, and enhanced their leadership skills by participating in leadership quality presentations, selecting and facilitating team-building activities for pharmacy-based scenarios, creating a personal mission statement, maintaining a journal, creating pharmacy performance matrices, facilitating leadership discussions and activities, and completing a variety of leader-development inventories to identify their strengths and opportunities for growth. Students successfully completed 98% of the assignments. The most valued topics and assignments involved validated instruments, which promoted self-discovery and development. End-of-course survey results revealed all students agreed the course achieved all learning outcomes except preventing conflict from escalating (9% disagreed) and applying knowledge of core values to achieve greater effectiveness in interpersonal communication (4% disagreed). Students perceived this leader-development elective course was effective in achieving learning outcomes. Assignments guided the creation of personalized leader-development tracks, ultimately promoting lifelong learning.

  14. Organisational development. Follow my leader. (United States)

    Coombes, Rebecca; Cowper, Andy


    There is going to be a huge shift in leadership style and culture, and a more 'business-like' approach to working practices will be demanded. Jobs are starting to cover entire networks and systems, not single institutions. Organisational development means a shift away from short-term targets to improving services overall.

  15. Developing our leaders in the future. (United States)

    Hackett, M; Spurgeon, P


    The role of the chief executive in a transformed organisation is an extremely challenging one. The development of vision, building a commitment to it and communicating it constantly are key skills for a chief executive. However, the need to build and empower the stakeholders within and outside the organisation to support the changes required to deliver the vision requires leaders who can connect with a wide range of people and build alliances and partnerships to secure organisational success. A passion for understanding human intervention and behaviour is needed to encourage, cajole and drive teams and individuals to own and commit to change and a new direction. This requires leaders who have imagination and creativity--who seek connections and thread them together to create order out of incoherence. These skills are not taught in schools or textbooks, but are probably innate. They are what separate leaders from the rest. These skills need to be developed. A movement towards encouraging experimentation, career transfers and more individuality is needed if capable leaders of the future are to appear.

  16. Leaders' Underestimation, Overestimation or Alignment: Perspectives in Program Implementation (United States)

    Steffen, Veronica; Villaverde, Angeles Bueno


    Leadership is critical to shaping and supporting individual teachers' endeavors to integrate new programs into their teaching. To determine the necessary support, leaders must be aware of the needs of the school and its individuals. In understanding their needs, leaders can then support teachers through appropriate professional development and the…

  17. Show and tell: how supervisors facilitate leader development among transitioning leaders. (United States)

    Dragoni, Lisa; Park, Haeseen; Soltis, Jim; Forte-Trammell, Sheila


    We argue that studying leaders experiencing a job transition offers a unique opportunity to explore initial changes in leaders' development in their cognition and action. Here, we examine 2 early indicators of leaders' development-their acquisition of knowledge regarding their new role (a cognitive outcome) and the time they allocate toward leading others (a behavioral outcome)-and how supervisors can facilitate these forms of development among transitioning leaders. With a sample of 110 first-line leaders who we tracked over approximately 10 months at 4 different points in time, we tested the efficacy of supervisors' support in the form of modeling effective leadership behavior (i.e., "show") and the provision of job information (i.e., "tell"). Results from random coefficient modeling revealed that the interactive effect of supervisors' "show" and "tell" accelerates the rate of transitioning leaders' self-perceived role knowledge acquisition over time. This upward trajectory is even more pronounced for transitioning leaders who have not been exposed to an exceptional leader during their careers. Further, with a lagged design, we found that leaders who report greater role knowledge allocate more time toward leading others, thus indicating initial changes in these leaders' behavior. We discuss these findings in light of their theoretical and practical importance to the field of leader development. PsycINFO Database Record (c) 2014 APA, all rights reserved

  18. Building Better Leaders: Developing Air Force Squadron Leadership for the Next Century (United States)


    Building Better Leaders : Developing Air Force Squadron Leadership for the Next Century Lt Col Timothy M. Zadalis, USAF Lt Col...Better Leaders : Developing Air Force Squadron Leadership for the Next Century 5a. CONTRACT NUMBER 5b. GRANT NUMBER 5c. PROGRAM ELEMENT NUMBER 6. AUTHOR...iv Building Better Leaders Squadron Commanders for the Next Century Illustrations Page Figure 1-1 Leadership Development/Command

  19. On Becoming an Entrepreneurial Leader: A Focus on the Impacts of University Entrepreneurship Programs


    Afsaneh Bagheri; Zaidatol A.L. Pihie


    Despite the significant influences of university entrepreneurship programs in developing students entrepreneurial intention and abilities, there is little knowledge about how such programs shape students abilities to successfully lead entrepreneurial activities. The main purpose of this qualitative study was to explore the impacts of university entrepreneurship programs in developing students entrepreneurial leadership competencies. A sample of 14 undergraduate entrepreneurial leaders defined...

  20. Authentic leadership: develop the leader within. (United States)

    Yasinski, Lesia


    Great leadership usually starts with a willing heart, a positive attitude, and a desire to make a difference. Strong leadership is important, in today's health care climate, to ensure optimal patient outcomes and the fostering of future generations of knowledgeable, motivated and enthusiastic perioperative nurses. This article will explore key elements necessary for the development of authentic leadership. While highlighting the role that personal development plays in leadership skills, this article will also discuss ways to cultivate authenticity in leadership. The following questions will be addressed: What is authentic leadership? How does one become an authentic leader?

  1. 34 CFR 1100.1 - What is the Literacy Leader Fellowship Program? (United States)


    ... 34 Education 3 2010-07-01 2010-07-01 false What is the Literacy Leader Fellowship Program? 1100.1... INSTITUTE FOR LITERACY NATIONAL INSTITUTE FOR LITERACY: LITERACY LEADER FELLOWSHIP PROGRAM § 1100.1 What is the Literacy Leader Fellowship Program? (a) Under the Literacy Leader Fellowship Program, the Director...

  2. The Role of Local Leaders in Community Development Programmes ...

    African Journals Online (AJOL)

    The study ascertained the role of local leaders in community development programmes in Ideato LGA and derived implications for local leadership as an institution for extension policy. A total of 104 respondents comprising leaders and non-leaders and selected through stratified random sampling technique participated in ...

  3. The Role of Local Leaders in Community Development Programmes ...

    African Journals Online (AJOL)


    Abstract. The study ascertained the role of local leaders in community development programmes in Ideato LGA and derived implications for local leadership as an institution for extension policy. A total of 104 respondents comprising leaders and non-leaders and selected through stratified random sampling technique ...

  4. Developing Strategic Thinking Leaders in the U.S. Army (United States)


    and operational experience. Currently, the Army develops strategic thinking leaders by pure serendipity with mixed messages on assignment guidance...skilled leaders who can thrive in uncertain and complex operating environments…innovative and adaptive leaders who are expert in the art and science of... Sciences 4, (Amsterdam: Elsevier Scientific Publishing Company, 1973), 160. 12 Mark Grandstaff, “Strategic Leaders and the Uses of History,” in Strategic

  5. Industry Issue Paper: Leadership from Within: TriMet Develops Its Next Generation of Leaders through the Operations Leadership Development Program


    Vinci, Sandy


    Organizations and companies across the nation are dealing with the exit of Baby Boomers in the work force. This has put succession planning on the map. According to, about 76 million baby boomers are eligible to retire by the end of the decade. This, along with the 8.8% decrease in the population between ages 25 and 34 projected by the American Society of Association Executives (ASAE), makes cultivating leaders from within an appealing and prudent activity. The Tri-County Metropoli...

  6. Growing future leaders: developing perinatal managers from within. (United States)

    Kowalski, Karren


    Internal leadership development is a pressing issue in nursing because of the powerful influence of unit-level leaders/managers on staff nurse retention, the excessive costs of replacing this level of leadership as well as the costs of replacing staff, and the difficulty of finding strong candidates for both staff and leadership positions. This article offers a process of leadership development for frontline managers to be conducted within the facility. Models from the business community are helpful in constructing possibilities for internal development programs in nursing. Three courses, their content, and the experiential learning projects associated with didactic content are described.

  7. An Evaluation of Entrepreneurship Orientation within the LEADER+ program in the European Union

    Directory of Open Access Journals (Sweden)

    Mario Duarte Canever


    Full Text Available This article deals with the currently widely discussed entrepreneurialorientation (EO and investigates the roles this concept actually plays withinthe LEADER+ development program and its implementation in three Europeanterritories. The main question addressed in this analysis is whether or not theLEADER+ envisaged EO as a basic element for rural development. Can we reallyobserve both at the rhetoric and at the implementation levels impacts of the EO onthe LEADER+? To answer this question the official programmatic documents ofthe EU community initiative LEADER+ are analyzed against the background ofthe most important EO concepts and characteristics. Subsequently, a deeper lookin the implementation of LEADER+ in three European territories shows that theEO still has little impact in the actions implemented. Some major contradictoryrhetoric of the LEADER+ is identified regarding EO and its importance to the developmentprogram. As well as some important suggestions for improving futuredevelopment program can be derived from the analysis. These show that, despitethe lack of focus on EO by the LEADER+, the concept has the potential to make asignificant contribution to the successful development of regions.

  8. Development of Strategic-Level Leaders (United States)


    34Strategic Leader Competencies." Carlisle barracks, Pennsylvania: U.S. Army War College, 1992. Dalton, Gene W., Louis B. Barnes, and Abraham Zaleznik ... leaders . During the Great Depression a shift from the school of scientific management to the school of human relations influenced the academic...basis for the qualitative differences between leaders at the various levels of an organization. They use the term "executive leadership" to describe

  9. Developing Air Force Acquisition Leaders for the 21st Century

    National Research Council Canada - National Science Library

    Latin, Anita


    ... direction, skills, training and education, career management guidance, and leadership and command opportunities to nurture, develop, and retain acquisition officers to become the best strategic acquisition leaders...

  10. Developing Strategic Leaders for the War After Next

    National Research Council Canada - National Science Library

    Martin, Theodore D


    .... This paper analyzes the impact of the rise of BRIC (Brazil, Russia, India, China), technology, globalization, and makes recommendations for elements of a future strategic leader development model...


    Directory of Open Access Journals (Sweden)

    Elitsa Stoyanova PETROVA


    Full Text Available On the basis of an approved request by the Head of National Military University it is conducting research on motivation in military formations of the example of Vasil Levski National Military University in Veliko Tarnovo, Bulgaria. Subject of the study is motivation for training and military activities of the cadets and the objects of the study are students in professional military direction in "Organization and management of military units at the tactical level," Land forces faculty at the National Military University of Bulgaria. The article presents results of the study at second item - "Do you agree that the study of specialized topics is an important stage of your professional development of future military leader?". The interviewees were cadets who graduated through the following academic years - 2013/2014, 2014/2015, 2015/2016.

  12. An Experimental Test of the LEADER MATCH Training Program. (United States)

    Frost, Dean E.

    Fiedler's Contingency Model of Leadership Effectiveness, which asserts that leadership effectiveness is a function of leadership style and situational context, is the basis for a leadership training program called Leader Match. This study attempts to replicate previous research which has demonstrated improved performance attributable to the Leader…

  13. Supporting REU Leaders and Effective Workforce Development in the Geosciences (United States)

    Sloan, V.; Haacker, R.


    Research shows that research science experiences for undergraduates are key to the engagement of students in science, and teach critical thinking and communication, as well as the professional development skills. Nonetheless, undergraduate research programs are time and resource intensive, and program managers work in relative isolation from each other. The benefits of developing an REU community include sharing strategies and policies, developing collaborative efforts, and providing support to each other. This paper will provide an update on efforts to further develop the Geoscience REU network, including running a national workshop, an email listserv, workshops, and the creation of online resources for REU leaders. The goal is to strengthen the connections between REU community members, support the sharing of best practices in a changing REU landscape, and to make progress in formalizing tools for REU site managers.

  14. Environmental education with a local focus: The development of action competency in community leaders through participation in an environmental leadership program (United States)

    Cairns, Karen Jean


    This dissertation is a historical and theoretical examination of environmental education to promote community leadership in local environmental issues. It begins with an overview of the history of environmental education, historical perspectives of the beginning of the field, ongoing differences in perspectives of practitioners, and its relationship to the larger field of education. Using a prevalent definition of environmental education as education with an aim of promoting actions, which are environmentally responsible and careful, I examine a variety of educational approaches and their results in achieving this objective. Reasons for using a local focus in terms of promotion of community sustainability are explored, and the literature review ends with a discussion of the value of community action through participatory democratic processes. The dissertation is divided into five chapters, covering an introduction to the purpose and significance of the study, literature review, methodology, results and analysis, and conclusion and implications of the research. Two programs, one at a city or urban level and one at a state level, and outcomes for their participants are explored and compared through data collected from interviews, field observation, and program documents. Findings demonstrated the value of a local focus for environmental education programs, plus the importance of experiential learning, or learning through some sort of personal connection and involvement. Examples of the types of experiential learning involved are tours or field trips, role-playing, and games illustrating concepts. Results emphasized the importance of educational process over content, information, or factual knowledge. The urban leadership program demonstrated the value of a local focus and experiential process in increasing motivation for action. The state program demonstrated the value of education of environmental leaders in democratic processes, especially collaboration, inclusion

  15. Program Leader, Think Tank Initiative | IDRC - International ...

    International Development Research Centre (IDRC) Digital Library (Canada)

    ... including its monitoring and evaluation activities, outreach and communications, identification of critical research issues, relationships with external partners, and representation of the Program in international fora;; Monitors, manages, and evaluates grantee relationships (including financial) that are critically important for ...

  16. The LEADER program in Hungary and in Europe


    ESZTER, Bogár


    The LEADER program is extremely complex, therefore adequate program leading is vital. On the evidence of the half-time evaluation report, serious shortcomings have been observed. The evaluation work has also been carried out in an unorganized way by the Local Action Teams, hereinafter called ‘HACS’. There was hardly a precedent for cooperation; national networks did not play an important role. Self assessment has rarely been followed by correction steps. The upward approach was taken into acc...

  17. Resource Review: Youth and Adult Leaders for Program Excellence: A Practical Guide for Program Assessment and Action Planning

    Directory of Open Access Journals (Sweden)

    Hartley Hobson


    Full Text Available The Youth and Adult Leaders for Program Excellence (YALPE Resource Kit was developed to assist groups working to promote positive youth development. The Kit includes a variety of assessment tools and templates for data analysis and report writing. The tools are grounded in research on youth development and are user-friendly for adults and youth.

  18. The Use of a Formative Assessment in Progressive Leader Development (United States)

    Martin, Ira H.; Goulet, Laurel; Martin, JennyMae K.; Owens, Jake


    As institutions continue to place value on developing leaders, it becomes increasingly important to effectively assess students' leadership skills. The development and subsequent use of a formative competency based leader assessment was used with (N = 124) sophomore students at a small military college in the Northeast United States with a mission…

  19. Developing physician-leaders: a call to action. (United States)

    Stoller, James K


    The many challenges in health care today create a special need for great leadership. However, traditional criteria for physicians' advancement to leadership positions often regard academic and/or clinical accomplishments rather than the distinctive competencies needed to lead. Furthermore, physicians' training can handicap their developing leadership skills. In this context, an emerging trend is for health-care institutions to offer physician-leadership programs. This paper reviews the rationale for developing physician-leaders. Factors that underscore this need include: (1) physicians may lack inclinations to collaborate and to follow, (2) health-care organizations pose challenging environments in which to lead (e.g., because of silo-based structures, etc.), (3) traditional criteria for advancement in medicine regard clinical and/or academic skills rather than leadership competencies, and (4) little attention is currently given to training physicians regarding leadership competencies. Definition of these competencies of ideal physician-leaders will inform the curricula and format of emerging physician leadership development programs.

  20. Mentoring: A Useful Concept for Leader Development in the Army (United States)


    88. Zaleznik , A. " Managers and leaders : Are they different?" H Business Rejvi, Vol. 55, May-June 1977, pp. 67-78. 89. Zeake, Ron. "The Honeywell... leader or manager , often at the executive level, who develops a younger, less experienced leader and provides career counseling and sponsorship to the...uMk roap• publinths mat it hm bem thUW by th apploriat mtmy m-a oWi• • UwmUMI NlIW7. MIENTORING: A USEFUL -ORICEPT FOR LEADER DEVELOPHENT IN THE ARMY

  1. Servant Leader Development at Southeastern University (United States)

    Rohm, Fredric W., Jr.


    Servant leadership as envisioned by Robert Greenleaf (1970) is a philosophy whereby leaders put the interests and growth of the follower ahead of themselves. Though the concept has been around since antiquity, scholars and practitioners in organizations began to embrace and expand the idea since the early 1990s. There are currently 20 models of…

  2. Developing the Girl as a Leader (United States)

    Hembrow-Beach, Rose


    Single-sex educational environments can create young women who are engaged, active leaders. Girls receive differential treatment in combined-sex education environments. Girls often do not receive the encouragement or instruction to assume leadership. I want to identify the elements of single-sex education that foster female leadership and consider…

  3. Rural Leaders and Leadership Development in Pennsylvania (United States)

    Williams, Lee L.; Lindsey, Maria Julietta


    Throughout Pennsylvania, rural residents have taken on leadership roles to support and promote their communities and their residents. The challenges these leaders face continue to become more complex, as economic, political, social, cultural and even global forces influence local events. This research was conducted to understand how a sample of…

  4. Thai district Leaders' perceptions of managing the direct observation treatment program in Trang Province, Thailand. (United States)

    Choowong, Jiraporn; Tillgren, Per; Söderbäck, Maja


    Thailand is 18th out of the 22 countries with the highest tuberculosis (TB) burden. It will be a challenge for Thailand to achieve the UN Millennium Development target for TB, as well as the new WHO targets for eliminating TB by 2035. More knowledge and a new approach are needed to tackle the complex challenges of managing the DOT program in Thailand. Contextual factors strongly influence the local implementation of evidence in practice. Using the PARIHS model, the aim has been to explore district leaders' perceptions of the management of the DOT program in Trang province, Thailand. A phenomenographic approach was used to explore the perceptions among district DOT program leaders in Trang province. We conducted semi-structured interviews with district leaders responsible for managing the DOT program in five districts. The analysis of the data transcriptions was done by grouping similarities and differences of perceptions, which were constructed in a hierarchical outcome space that shows a set of descriptive categories. The first descriptive category revealed a common perception of the leaders' duty and wish to comply with the NTP guidelines when managing and implementing the DOT program in their districts. More varied perceptions among the leaders concerned how to achieve successful treatment. Other perceptions concerned practical dilemmas, which included fear of infection, mutual distrust, and inadequate knowledge about TB. Further, the leaders perceived a need for improved management practices in implementing the TB guidelines. Using the PARIHS framework to gain a retrospective perspective on the district-level policy implementation of the DOT program and studying the leadership's perceptions about applying the guidelines to practice, has brought new knowledge about management practices. Additional support and resources from the regional level are needed to manage the challenges.

  5. Collaborating with nurse leaders to develop patient safety practices. (United States)

    Kanerva, Anne; Kivinen, Tuula; Lammintakanen, Johanna


    Purpose The organisational level and leadership development are crucial elements in advancing patient safety, because patient safety weaknesses are often caused by system failures. However, little is known about how frontline leader and director teams can be supported to develop patient safety practices. The purpose of this study is to describe the patient safety development process carried out by nursing leaders and directors. The research questions were: how the chosen development areas progressed in six months' time and how nursing leaders view the participatory development process. Design/methodology/approach Participatory action research was used to engage frontline nursing leaders and directors into developing patient safety practices. Semi-structured group interviews ( N = 10) were used in data collection at the end of a six-month action cycle, and data were analysed using content analysis. Findings The participatory development process enhanced collaboration and gave leaders insights into patient safety as a part of the hospital system and their role in advancing it. The chosen development areas advanced to different extents, with the greatest improvements in those areas with simple guidelines to follow and in which the leaders were most participative. The features of high-reliability organisation were moderately identified in the nursing leaders' actions and views. For example, acting as a change agent to implement patient safety practices was challenging. Participatory methods can be used to support leaders into advancing patient safety. However, it is important that the participants are familiar with the method, and there are enough facilitators to steer development processes. Originality/value Research brings more knowledge of how leaders can increase their effectiveness in advancing patient safety and promoting high-reliability organisation features in the healthcare organisation.

  6. The dimensions, development, and deployment of strategic leader capability


    Laljani, Narendra


    This research – which was motivated by a perceived gap between the reality of the world of the strategic leader and leadership development practice - offers an integrated perspective on the dimensions, development, and deployment of strategic leader capability. In the first of three thematically linked projects, a conceptual framework was developed based on four key dimensions of capability: judgement, the strategic conversation, contextual mastery, and behavioural comple...

  7. Improving Junior Infantry Officer Leader Development and Performance (United States)


    Army leaders may believe in a leader development theory that relies on a leader’s ability to develop their leadership skills . A popular leadership ...the following subsection. Skills Approach Theory The final popular leadership theory is the Skills Approach Theory developed in the 1950s.35 The... Skills Approach Theory differs from the previously reviewed leadership theories in that subscribers focus on a leader’s knowledge and skills in order to

  8. Is the Army Developing Strategic Leaders? (United States)


    sources, gathering and maintaining the data needed, and completing and reviewing this collection of information. Send comments regarding this burden...Timeless Qualities of Strategic Leaders Finally, Lisa Nirell is an award-winning expert blogger for Fast Company, Forbes, and The Huffington Post.44 Lisa...change in chaotic environments.45 The previous section discussed strategic leadership from a business perspective. The author will now review current

  9. Developing Strategic Leader Competencies in Today’s Junior Officer Corps (United States)


    Developing Strategic Leader Competencies in Today’s Junior Officer Corps by Colonel Frederick M. O’Donnell United States... Leader Competencies in Today’s Junior Officer Corps 5a. CONTRACT NUMBER 5b. GRANT NUMBER 5c. PROGRAM ELEMENT NUMBER 6. AUTHOR(S) Colonel...AND ADDRESS(ES) Colonel Robert M. Mundell Department of Command, Leadership, and Management 8. PERFORMING ORGANIZATION REPORT NUMBER 9

  10. Assessing Leader Development: Lessons from a Historical Review of MBA Outcomes (United States)

    Passarelli, Angela M.; Boyatzis, Richard E.; Wei, Hongguo


    Graduate management education seeks to enhance the likelihood that graduates will be effective leaders, managers, or professionals. This requires programs that are designed to enable students to develop the related competencies, and increasing regulatory pressures require programs to document evidence of success. However, both the design of…

  11. A Logic Model for Coaching Experienced Rural Leaders: Lessons from Year One of a Pilot Program (United States)

    Lindle, Jane Clark; Della Sala, Matthew R.; Reese, Kenyae L.; Klar, Hans W.; Knoeppel, Robert Charles; Buskey, Frederick C.


    Rural schools dominate the United States, yet scant research exists on rural school leaders' development. Urban districts can transfer leaders to different locations, but rural districts, with few school sites, need leaders who stay and adapt to changing conditions. Mid-career rural leaders require a refreshed set of skills to carry school…

  12. Strategic Planning and Doctor Of Nursing Practice Education: Developing Today's and Tomorrow's Leaders. (United States)

    Falk, Nancy L; Garrison, Kenneth F; Brown, Mary-Michael; Pintz, Christine; Bocchino, Joseph


    Strategic planning and thinking skills are essential for today's nurse leaders. Doctor of nursing practice (DNP) programs provide an opportunity for developing effective nurse strategists. A well-designed strategy course can stimulate intellectual growth at all levels of Bloom's Taxonomy. Discussion forums in online education provide new opportunities for rich interaction among peers en route to development of well-informed strategic plans. An interprofessional perspective adds a rich and vital aspect to doctoral nursing education and it serves to inform strategic plan development. A roadmap for teaching strategic planning to current and future nursing leaders will guide the integration of essential content into DNP programs.

  13. Development of MOT Training Programs at DENSO (United States)

    Suzuki, Takamasa; Utsumi, Hiroo; Imaeda, Makoto

    MOT Training Programs are developed at DENSO. The purpose of these programs is to improve the quality of our business leaders. These programs consist of Basic Technology Management Courses and Specialized Technology Courses. They adopt a lot of group discussions including in-house cases to help improve the abilities and skills of DENSO‧s engineers. This paper describes the education programs to acquire management skills and technological abilities as a business leader.

  14. Conceptualizing and Evaluating Professional Development for School Leaders (United States)

    Goldring, Ellen B.; Preston, Courtney; Huff, Jason


    In this paper, we present a review of the field of professional development for school leaders. The paper sets out a framework for defining what professional development is, articulates criteria to define "high quality" professional development, and describes goals for professional development. It then critiques the research on…

  15. Developing the next generation of leaders in oral health. (United States)

    Kalenderian, Elsbeth; Taichman, Russell S; Skoulas, Angelique; Nadershahi, Nader; Victoroff, Kristin Z


    Given the challenges facing oral health providers as practitioners, community leaders, and educators, expanding dental curricula with an introductory course on leadership is timely and necessary. Such a course will sow the seeds of leadership by defining its importance in the dental profession and creating an understanding that the skills associated with leadership need to be developed over a lifetime. This article reports on a conference session in which a group of faculty members and students discussed the need and value of teaching leadership, compared leadership programs from four U.S. dental schools, and proposed an implementation framework for leadership programs at other dental schools. The moderator led discussion of participants' suggestions for course materials and implementation frameworks in small-group sessions. The participants' responses were captured using standardized worksheets. Time, including faculty members' and students', was considered the biggest barrier to implementing a leadership course. A number of opportunities were identified, including the ability for interprofessional collaboration and the opportunity for students to grow and learn. Creating a core course with optional components was considered the most attractive option. In this experience, the participants gained perspective on the challenges and opportunities for developing a leadership curriculum and were provided with a tangible product for further development.

  16. The Evolution of a Mathematics Lead Teacher Program: Teacher Leaders' Perspective on the Selection and Adaptation of Their Leadership Roles (United States)

    Saada, Nivan


    I examine a unique Elementary Mathematics Lead Teacher program entering its second decade of operation. The program is based in a large, urban, Midwestern school district, with the vision of developing a cadre of teacher leaders to support mathematics education. The district's professional development content was conventional, including both…

  17. Next Generation Leadership Improving Acquisition Program Management Development (United States)


    TE AIR WAR COLLEGE AIR UNIVERSITY NEXT GENERATION LEADERSHIP IMPROVING ACQUISITION PROGRAM MANAGEMENT DEVELOPMENT by Jeffrey C. Sobel, Lt...strengths and weaknesses in the current Air Force acquisition leader development process. To improve program manager training, this paper recommends...the existing Air Force Mentorship Program to ensure young program managers are matched with experienced senior leaders . Mentor/Teach requires

  18. The LEADER program in Hungary and in Europe A LEADER program Magyarországon és Európában

    Directory of Open Access Journals (Sweden)

    Bogár ESZTER


    Full Text Available The LEADER program is extremely complex, therefore adequate program leading is vital. On the evidence of the half-time evaluation report, serious shortcomings have been observed. The evaluation work has also been carried out in an unorganized way by the Local Action Teams, hereinafter called ‘HACS’. There was hardly a precedent for cooperation; national networks did not play an important role. Self assessment has rarely been followed by correction steps. The upward approach was taken into account while selecting HACS and carrying out the program’s other stages, although in most parts of the region (for instance in Portugal and Greece hidden possibilities were not fully put to account. The hitch in the upward approach might have been caused by the lack of downward support. It must be considered to be a negative fact that in consequence of the exclusion of the country towns, the maximum resident threshold (100,000 by local action teams has prevented the establishment of contiguous LEADER area. Although deviation was permitted, the mentioned threshold has been criticized several times because it limits the implementation of sale initiatives in some well developed parts of the country. As for the effect on broadening the knowledge of cooperation and network building, there are numerous signs in some countries like Ireland, Finland and Austria, that the LEADER approach, forwarding the information to other interested country parties, facilitates integrated country development. For my further analysis my plan is to gather information about certain stages of the LEADER and the temporary work of the local action teams from various countries. I would like to find the most optimal index for each action team respectively their support and their achieved work.Mindennapi életünk folyamán is gyakran halljuk az alábbi szavakat: LEADER, Európai Falu, vidékfejlesztés, falusi turizmus, kulturális örökségek védelme… de mi áll ennek h

  19. Transforming Junior Leader Development: Developing the Next Generation of Pentathletes (United States)


    Washington, D.C.: Department of the Army, 2005), 19. 56 Warren G. Bennis, On Becoming a Leader (New York: Addison Wesley, 1989). 57 Leight Buchanan...Army Leadership. U.S. Dept. of the Army Regulation [AR]. Washington, DC: U.S. Department of the Army, 2007. Bennis, Warren G. On Becoming a Leader . New

  20. A strategy to support educational leaders in developing countries to ...

    African Journals Online (AJOL)

    The central theoretical argument of this paper is that educational leadership and organisational development and change in educational institutions in developing countries will not be effective unless school leaders are aware of the challenges posed by contextual factors that might have an impact on their professional ...

  1. Clones, Drones and Dragons: Ongoing Uncertainties around School Leader Development (United States)

    Walker, Allan


    This article examines a number of key issues around successful school leadership and leader development. Three metaphors are used to frame, track and analyse recent research and commentary in the area--these are clones, drones and dragons. Although development mechanisms rarely fall neatly within one category, the metaphors provide a useful way to…

  2. Developing scientist leaders for tumultuous times. (United States)

    Woteki, Catherine E


    Leadership is a quality that can be learned. It is a behavior that one practices, and, after lots of practice, it becomes a habit. This is a lesson I learned from my father, who was a career pilot in the US Air Force and instilled this into me and my siblings from a very early age. It is also something I have learned in observing others. I have frequently asked why some people from certain disciplinary backgrounds seem to have an advantage in the leadership area. Think of the backgrounds of our Presidents, for example; so many of them have been attorneys. Members of Congress, as well, also frequently come from that disciplinary background. Key decision makers in government frequently come from economics backgrounds. I have also asked why this is the case. Frequently, the answer seems to be that these disciplines define themselves as being those that create leaders, not that they limit their members' aspirations. Why are so few veterinarians in leadership positions? It seems quite a paradox that they are not. The assets of an education in veterinary medicine are many. The education provides a very broad background in systems biology, medicine, and public health. There are many career paths for veterinarians. Most choose private practice, but, beyond that, career paths exist in industry, particularly the biomedical industry; in trade associations; in government and industry research; and in public health and regulatory positions. There are also many opportunities in academia, certainly in colleges of veterinary medicine but, beyond that, also in human medicine and in the biology disciplines. International opportunities also exist in governmental and non-governmental organizations, such as the Food and Agriculture Organization at the United Nations and the World Health Organization, and in advocacy and lobbying. Veterinarians are also making news these days. The emerging zoonotic diseases that have seized headlines in papers around the world give prominence to

  3. The Evolution of Leaders Development in Organizations


    Grzesik, Katarzyna


    Leadership development has become a key strategic issue for organizations in the current business environment. This aspect creates interests in leadership development practices. The purpose of this paper is to present areas connected with leadership development. This article is reviewed the literature on leadership development. The first part of this paper shows paradigmatic shift of leadership development. Then there are brief characteristics of using by organizations leadership development ...

  4. Learning and Leading for Growth: Preparing Leaders to Support Adult Development in Our Schools (United States)

    Drago-Severson, Eleanor; Blum-Destefano, Jessica; Asghar, Anila


    Currently, scholars and practitioners seek to improve leadership programs so that educational leaders can more effectively support adult development--especially since it is connected to improved student achievement. Interview findings presented here stem from a larger mixed methods study. This research investigated how a university course on…

  5. Professional Development of Continuing Higher Education Unit Leaders: A Need for a Competency-Based Approach (United States)

    Bacheler, Margaret


    The purpose of this study was to examine the effect of professional development experiences on the career competencies of continuing higher education unit leaders (CHEULs). In the American system of higher education, a CHEUL manages an administrative unit that offers educational programs to adult learners (Cranton, 1996). To face the challenges…

  6. The Art of Restraint: How Experienced Program Leaders Use Their Authority to Support Youth Agency. (United States)

    Larson, Reed W; Izenstark, Dina; Rodriguez, Gabriel; Perry, S Cole


    The staff of youth development programs perform a delicate balancing act between supporting youth agency and exercising necessary authority. To understand this balancing in daily practice, we interviewed 25 experienced (M = 14 years) leaders of arts, leadership, and technology programs for high-school-aged youth. We obtained accounts of when, how, and why they gave advice, set limits, and "supported youth when disagreeing." Qualitative analysis found surprising similarities across leaders. They used authority to give advice and set limits, but did so with reasoned restraint. Maximizing youth's opportunities to learn from experience was central in their decision making. They described employing authority in intentional ways aimed at helping youth's work succeed, strengthening youth's agency, and building skills for agency (e.g., critical thinking, "clarifying intent"). © 2015 The Authors. Journal of Research on Adolescence © 2015 Society for Research on Adolescence.

  7. Climate change environment and development. World leaders' viewpoints

    Energy Technology Data Exchange (ETDEWEB)


    To contribute to the understanding of the purposes of UNCED and to disseminate the views of world leaders on some aspects of the related environmental issues, a series of interviews was conducted with a number of statesmen and women. The book is a record of the interviews. Topics covered include the implications of climate changes ozone layer depletion, air pollution and other related issues, to the socio-economic development programme of some countries. The interviews were held with leaders from Australia, Bangladesh, China, Germany, Hungary, Indonesia, Japan, the Maldives, Mexico, Morocco, Nigeria, Norway. Peru, the Philippines, Senegal and Uruguay.

  8. Creating Leaders through the Teacher Learning and Leadership Program (United States)

    Pearce, Kyle


    Leadership is a skill that can be learned through professional development, mentoring, and leadership development programs. In Ontario, the Teacher Learning and Leadership Program (TLLP) helps educators develop their leadership skills through a Ministry of Education--funded project that addresses student learning needs in their classrooms. This…

  9. Accelerated Leadership Development: Fast Tracking School Leaders (United States)

    Earley, Peter; Jones, Jeff


    "Accelerated Leadership Development" captures and communicates the lessons learned from successful fast-track leadership programmes in the private and public sector, and provides a model which schools can follow and customize as they plan their own leadership development strategies. As large numbers of headteachers and other senior staff…

  10. Student Organizations as Avenues for Leader Learning and Development. (United States)

    Sessa, Valerie I; Alonso, Nicole; Farago, Pamela; Schettino, Gaynell; Tacchi, Kelcie; Bragger, Jennifer D


    This chapter describes theory and research demonstrating that the experiences students have within student organizations, and the people with whom they interact within those organizations, are powerful triggers for leader learning and development. © 2017 Wiley Periodicals, Inc., A Wiley Company.

  11. Developing Adaptive Junior Leaders in the Army Nurse Corps (United States)


    22 leadership is Harvard professor and psychiatrist, Ronald A. Heifetz , who is often credited with creating the term “adaptive leadership” (Uhl... Ronald E. Sortor, and S. Craig Moore. 2006. Something old, something new: Army leader development in a 155 dynamic environment. Santa Monica

  12. Educating Student Managerial Leaders: What Critical Behaviors Should Be Developed? (United States)

    Peterson, Tim O.; Peterson, Claudette M.


    If we want student leaders to be prepared for the workforce, we need to develop their managerial leadership behaviors while they are in school. Peterson and Peterson (2012) identified a set of critical managerial leadership behaviors that should be taught while students are in college. However, the empirical work was done at a single Southwest…

  13. Leader Development: The Importance of Communication, Trust, and Legacy (United States)


    Toyota Way were the spirit of challenge, kaizen (constantly improve performance), genchi genbutsu (philosophy of how leaders make decisions...the results will follow. Take responsibility for helping people advance through self-developing learning cycle. 3. Support Daily Kaizen : learn how

  14. The Cambia Sojourns Scholars Leadership Program: Conversations with Emerging Leaders in Palliative Care. (United States)

    Cruz-Oliver, Dulce M; Bernacki, Rachelle; Cooper, Zara; Grudzen, Corita; Izumi, Seiko; Lafond, Deborah; Lam, Daniel; LeBlanc, Thomas W; Tjia, Jennifer; Walter, Jennifer


    There is a pressing workforce shortage and leadership scarcity in palliative care to adequately meet the demands of individuals with serious illness and their families. To address this gap, the Cambia Health Foundation launched its Sojourns Scholars Leadership Program in 2014, an initiative designed to identify, cultivate, and advance the next generation of palliative care leaders. This report intends to summarize the second cohort of Sojourns Scholars' projects and their reflection on their leadership needs. This report summarizes the second cohort of sojourns scholars' project and their reflection on leadership needs. After providing a written reflection on their own projects, the second cohort participated in a group interview (fireside chat) to elicit their perspectives on barriers and facilitators in providing palliative care, issues facing leadership in palliative care in the United States, and lessons from personal and professional growth as leaders in palliative care. They analyzed the transcript of the group interview using qualitative content analysis methodology. Three themes emerged from descriptions of the scholars' project experience: challenges in palliative care practice, leadership strategies in palliative care, and three lessons learned to be a leader were identified. Challenges included perceptions of palliative care, payment and policy, and workforce development. Educating and collaborating with other clinicians and influencing policy change are important strategies used to advance palliative care. Time management, leading team effort, and inspiring others are important skills that promote effectiveness as a leader. Emerging leaders have a unique view of conceptualizing contemporary palliative care and shaping the future. Providing comprehensive, coordinated care that is high quality, patient and family centered, and readily available depends on strong leadership in palliative care. The Cambia Scholars Program represents a unique opportunity.

  15. Leader development transformation in the Army Nurse Corps. (United States)

    Funari, Tamara S; Ford, Kathleen; Schoneboom, Bruce A


    The Army Nurse (AN) Corps is undergoing a historic transformation. Under the leadership of its Chief, MG Patricia Horoho, the Corps developed and implemented the AN Campaign Plan to insure that the Corps has the right capability and capacity to meet the current and future needs of the US Army. This article describes the work conducted by the AN Corps Leadership Imperative Action Team (Leader IAT) to develop full-spectrum leaders for the future. The mission of the Leader IAT is derived from both the AN Campaign plan as well as the operational objectives defined in the AN balanced scorecard. As a result of the analysis conducted during preparation of the AN Campaign Plan, several key gaps were identified regarding the Army Nurse Corps' ability to match leadership talents with the diverse demands of current missions, as well as its adaptability and flexibility to be prepared for unknown future missions. This article also introduces the Leadership Capability Map and other initiatives implemented to ensure the development of full-spectrum leaders who will be effective in the future military healthcare environment.

  16. Developing Critical Consciousness through Teacher Leader Preparation (United States)

    Bradley-Levine, Jill


    This article presents findings from a qualitative study describing how a cohort of teachers pursuing their master's degree in teacher leadership developed critical consciousness through coursework and the cohort structure. The findings--collected via observations, interviews, and document review--indicate the struggles and conflicts that teachers…

  17. 75 FR 5608 - National Protection and Programs Directorate; Communications Unit Leader (COML) Prerequisite and... (United States)


    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF HOMELAND SECURITY National Protection and Programs Directorate; Communications Unit Leader (COML) Prerequisite and Evaluation AGENCY: National Protection and Programs Directorate, Department of Homeland Security. ACTION: 60...

  18. Developing Leaders Through Future-Aimed Curriculum: An Instructional Future-Aimed Curriculum Model, USOE Programs for Education of the Gifted and Talented. (United States)

    Yakima School District Number 7, WA.

    The document is designed to provide the teacher of the gifted and talented child with an overview and operational procedure to facilitate the use of future-aimed learning activities for developing leadership capabilities in students. Initial sections cover elements of the future-aimed curriculum mode, definitions of terms, and descriptions of…

  19. Preparing health professions education leaders worldwide: A description of masters-level programs. (United States)

    Tekian, Ara; Harris, Ilene


    Until 1996, there were only 7 masters-level programs in health professions education (HPE); currently, there are 76 such programs. The purpose of this article is to provide information and perspectives about the available masters programs in HPE worldwide, with a focus on their mission, objectives, content, instructional strategies, format, duration, and cost, as well as the similarities and differences among them. A literature and web search was conducted to develop a complete list of programs that offer a masters degree in HPE or closely related areas. Forty three percent [43% (33)] of these programs are in Europe, 20% (15) in North America, 17% (13) in Asia, 7% (5) in Latin America, 5% (4) in the Middle East, 5% (4) in Australia, and 3% (2) in Africa. The mission of these masters programs is to prepare leaders in HPE or sometimes narrowly focusing on clinical or dental education. The content is addressed in core courses and electives, generally grouped under the following headings: curriculum development, instructional methods/teaching and learning, assessment strategies, program evaluation, research design, and sometimes leadership and management. Medical schools sponsor approximately two-thirds of these programs, and the average duration for completion is 2 years. The vast majority of these programs are offered in English. The commonalities among these programs include focus, content, and educational requirements. The variations are mostly in organization and structure. There is a need to establish criteria and mechanisms for evaluation of these programs. The geographic maldistribution of these programs is a major concern.

  20. A leadership program in an undergraduate nursing course in Western Australia: building leaders in our midst. (United States)

    Hendricks, Joyce M; Cope, Vicki C; Harris, Maureen


    This paper discusses a leadership program implemented in the School of Nursing at Edith Cowan University to develop leadership in fourth semester nursing students enrolled in a three year undergraduate nursing degree to prepare them for the dynamic 'changing world' environment of healthcare. Students were invited to apply to undertake the program in extracurricular time. Nineteen students applied to the program and ten were chosen to participate in the program. The numbers were limited to ten to equal selected industry leader mentors. The leadership program is based on the belief that leadership is a function of knowing oneself, having a vision that is well communicated, building trust among colleagues, and taking effective action to realize one's own potential. It is asserted that within the complexity of health care it is vital that nurses enter the clinical setting with leadership capabilities because graduate nurses must take the lead to act autonomously, make decisions at the point of service, and develop a professional vision that fits with organizational and professional goals Thus, the more practice students have with leadership skills, the more prepared they will be to enter the workforce. The program consists of three components: leadership knowledge, leadership skills and leadership-in-action. The leadership program focuses on the student-participant's ability to be self reflective on personal leadership qualities, critically appraise, and work within a team as well as to take responsibility for ensuring the achievement of team goals as leader. The program is practical and is reliant on the involvement of leader mentors who hold positions of leadership with the health industry in Western Australia. Students completed a pre and post program questionnaire related to abilities and skills in leadership. This paper discusses pre and post evaluation data against program outcomes. The findings demonstrate that participants of the program increased their ability

  1. Commander’s Handbook for Unit Leader Development (United States)


    Another metric common to most HR metrics systems and benchmarks is voluntary employee retention . It can be seen as the extent to which HR...HR policies, such as pay and benefits, do have an impact on employee retention , but leader development can have an equal impact on satisfaction...p. 31). Thus the retention of employees who are good performers should be considered a metric (Sullivan, 2001). Employee retention , however, is

  2. The Mindful Coach Seven Roles for Facilitating Leader Development

    CERN Document Server

    Silsbee, Doug


    Written for executive coaches, teachers, and other development professionals, the book explores the  seven roles or "Voices" that coaches assume while working with a client. The "Voices" are: Master, Partner, Investigator, Reflector, Teacher, Guide and Contractor. Silsbee illuminates the dynamic relationship between these roles, and integrates them in an intelligent roadmap for any coaching conversation. This book offers a helpful resource for internal and external executive coaches as well as leader coaches, consultants, trainers, teachers, and facilitators.

  3. National Guard Senior Leader Development: A New Set of Tricks (United States)


    for future like occasions.19 According to Henry Mintzberg , a prominent professor of management and strategy development, strategic thinking...through a variety of jobs , career broadening opportunities, and education that challenges one to rethink and reorganize thought processes and methods order to create the vision, provide advice, and manage change for the National Guard in the 21st century. The leader has to realize how the

  4. Dealing with Moms and Dads: Family Dilemmas Encountered by Youth Program Leaders

    Directory of Open Access Journals (Sweden)

    Aisha Griffith


    Full Text Available The leaders of youth programs encounter a range of challenging situations that involve youth’s parents or families. This qualitative study obtained data on the variety and nature of these family-related “dilemmas of practice.” Longitudinal interviews with leaders of 10 high quality programs for high-school-aged youth yielded narrative information on a sample of 32 family dilemmas that they had encountered. Grounded theory analysis identified four categories of family dilemmas: 1 problems at home that become a concern to the leader, 2 parents’ expectations are incongruent with program norms or functioning, 3 parents do not support youth’s participation in the program or an aspect of the program, and 4 communicating with parents on sensitive matters. Each of these categories of dilemmas entailed distinct considerations and underlying issues that effective leaders need to be able to understand.

  5. Supporting Leadership Development: An Examination of High School Principals' Efforts to Develop Leaders' Personal Capacities (United States)

    Huggins, Kristin Shawn; Klar, Hans W.; Hammonds, Hattie L.; Buskey, Frederick C.


    In this article, we report findings from an exploratory, qualitative study in which we used a constructivist lens to examine how two high school principals endeavored to develop the personal capacities of teachers and other leaders in their schools. We collected data from semistructured interviews with the principals and three other leaders from…

  6. Leadership in adolescent health: developing the next generation of maternal child health leaders through mentorship. (United States)

    Blood, Emily A; Trent, Maria; Gordon, Catherine M; Goncalves, Adrianne; Resnick, Michael; Fortenberry, J Dennis; Boyer, Cherrie B; Richardson, Laura; Emans, S Jean


    Leadership development is a core value of Maternal Child Health Bureau training programs. Mentorship, an MCH Leadership Competency, has been shown to positively affect career advancement and research productivity. Improving mentorship opportunities for junior faculty and trainees may increase pursuit of careers in areas such as adolescent health research and facilitate the development of new leaders in the field. Using a framework of Developmental Networks, a group of MCH Leadership Education in Adolescent Health training program faculty developed a pilot mentoring program offered at the Society for Adolescent Health and Medicine Annual Meeting (2011-2013). The program matched ten interdisciplinary adolescent health fellows and junior faculty with senior mentors at other institutions with expertise in the mentee's content area of study in 2011. Participants were surveyed over 2 years. Respondents indicated they were "very satisfied" with their mentor match, and all agreed or strongly agreed that the mentoring process in the session was helpful, and that the mentoring relationships resulted in several ongoing collaborations and expanded their Developmental Networks. These results demonstrate that MCH programs can apply innovative strategies to disseminate the MCH Leadership Competencies to groups beyond MCH-funded training programs through programs at scientific meetings. Such innovations may enhance the structure of mentoring, further the development of new leaders in the field, and expand developmental networks to provide support for MCH professionals transitioning to leadership roles.

  7. Becoming More Self Aware – A Journey of Authentic Leader Development


    Turner, Jane; Mavin, Sharon


    The aim of the paper is to develop a deeper understanding of 'how’ leaders become more self-aware. This paper presents research from a qualitative study which explored the socially constructed lived experiences and understandings of 15 senior leaders who have engaged in an authentic leader development (ALD) process through the vehicle of executive coaching. The aim is to understand better ‘what went on’ for leaders during the ALD process thereby developing a deeper appreciation of ‘how’ leade...

  8. Transformational Leaders Wanted: Dallas Independent School District's Aspiring Principals Program (United States)

    Parvin, Jennifer Lee


    The purpose of this research was to explore and describe the development, implementation, and impact of the Dallas Independent School District's (ISD) Aspiring Principals Program. This study of principal preparation has relevance as a K-16 issue for two primary reasons. First, K-12 schools are focused on graduating students who are college and…

  9. XSC plasma control: Tool development for the session leader

    Energy Technology Data Exchange (ETDEWEB)

    Ambrosino, G. [Associazione Euratom-ENEA-CREATE, University Napoli Federico II (Italy)]. E-mail:; Albanese, R. [Associazione Euratom-ENEA-CREATE, University Mediterranea Reggio Calabria (Italy); Ariola, M. [Associazione Euratom-ENEA-CREATE, University Napoli Federico II (Italy); Cenedese, A. [Associazione Euratom-ENEA-Consorzio RFX (Italy); Crisanti, F. [Associazione Euratom-ENEA-Frascati (Italy); Tommasi, G. De [Associazione Euratom-ENEA-CREATE, University Napoli Federico II (Italy); Mattei, M. [Associazione Euratom-ENEA-CREATE, University Mediterranea Reggio Calabria (Italy); Piccolo, F. [EURATOM-UKAEA Fusion Association (United Kingdom); Pironti, A. [Associazione Euratom-ENEA-CREATE, University Napoli Federico II (Italy); Sartori, F. [EURATOM-UKAEA Fusion Association (United Kingdom); Villone, F. [Associazione Euratom-ENEA-CREATE, University Cassino (Italy)


    A new model-based shape controller (XSC, i.e., eXtreme Shape Controller) able to operate with high elongation and triangularity plasmas has been designed and implemented at JET in 2003. The use of the XSC needs a number of steps, which at present are not automated and therefore imply the involvement of several experts. To help the session leader in preparing an experiment, a number of software tools are needed. The paper describes the SW tools that are currently in the developing phase, and describes the new framework for the preparation of a JET experiment.

  10. Unraveling the Competence Development of Corporate Social Responsibility Leaders

    NARCIS (Netherlands)

    Osagie, E.R.; Wesselink, R.; Runhaar, P.; Mulder, M.


    The implementation of corporate social responsibility (CSR) objectives within companies is often managed by a CSR leader or a small team of CSR leaders. The effectiveness of these CSR leaders depends to a large extent on their competencies. Previous studies have identified the competencies these

  11. Program directors in their role as leaders of teaching teams in residency training

    NARCIS (Netherlands)

    Slootweg, I.A.; Vleuten, C.P.M. van der; Heineman, M.J.; Scherpbier, A.; Lombarts, K.M.


    BACKGROUND: Program directors have a formal leading position within a teaching team. It is not clear how program directors fulfill their leadership role in practice. In this interview study we aim to explore the role of the program director as strategic leader, based on the research-question: What

  12. Male leaders participate in Mrs. Ndere's family planning program. Case scenarios for training and group discussion. (United States)


    A case scenario for training of family planning (FP) managers in developing countries and for group discussion follows. A clinic director had learned that two FP programs in another part of the country worked with community members to promote their goals. In one, a manager of a food processing company organized weekly discussions about FP and reproductive health during lunch. The number of factory workers using contraception increased from 12-25%. The director returned to her clinic with plans to recruit influential male community leaders. If she could use male volunteers, she would not need to worry about resources to recruit, hire, and train new people for IEC activities. In her region, awareness of and access to FP were among the lowest countrywide. Less than 50% of men knew about condoms in her region, while more women knew about FP methods. She thought that if males knew more about the benefits of FP, they would support their wives' interest in FP. Increased FP knowledge would likely result in better reproductive health practices and prevention of sexually transmitted diseases (STDs), which are prevalent in her region. She invited 8 male leaders to a meeting with 2 IEC outreach workers. The first meeting revolved around the benefits their participation would bestow on the program and community. The men were quite interested. During the second meeting, they examined the objectives of the FP program and produced their own goals. To help the program increase use of family planning methods 5%, the men aimed to increase knowledge of FP and STDs among males and to increase the number of condoms distributed through the program 2-fold in the first year. They wanted to involve other community males. The Ministry would provide condoms if a condom distribution system could be set up and some men suggested that males be trained to distribute condoms. Case discussion questions follow the scenario: e.g., How can community participation benefit the community and the FP

  13. Senior Program Specialist | IDRC - International Development ...

    International Development Research Centre (IDRC) Digital Library (Canada)

    Under the guidance of the Program Leader, and the Director Program Area: develops a detailed workplan for the CRVS Initiative in consultation with Global Financing Facility (GFF) and key stakeholders;; identifies and assesses proposals, including conceptual, methodological, operational, evaluative, and financial aspects, ...

  14. The Development and Support of Teacher Leaders in Ohio: A Grounded Theory Study (United States)

    Ross, Jennifer Elaine


    The purpose of this grounded theory study was to explore and conceptualize how teacher leaders are trained, developed, and supported both formally and informally to be effective in their roles. The study furthered examined teachers perceptions of the Ohio teacher leader endorsement and its impact on them as teacher leaders. The study was conducted…

  15. Perspectives on Leader Development: An Interpretive Qualitative Study of Virginia Military Institute (United States)

    Tertychny, Gerard P.


    According to the publications of Virginia Military Institute (VMI), leader development is a key tenet of the unique education offered there and the education of leaders is the Institute's reason for being. The college maintains that it produces leaders for society and that leadership opportunities are imbedded in every aspect of a cadet's…

  16. The LEADER program in Hungary and in Europe A LEADER program Magyarországon és Európában


    ESZTER, Bogár


    The LEADER program is extremely complex, therefore adequate program leading is vital. On the evidence of the half-time evaluation report, serious shortcomings have been observed. The evaluation work has also been carried out in an unorganized way by the Local Action Teams, hereinafter called ‘HACS’. There was hardly a precedent for cooperation; national networks did not play an important role. Self assessment has rarely been followed by correction steps. The upward approach was taken into acc...

  17. Evaluation of a peer education program on student leaders' energy balance-related behaviors. (United States)

    Foley, B C; Shrewsbury, V A; Hardy, L L; Flood, V M; Byth, K; Shah, S


    Few studies have reported energy balance-related behavior (EBRB) change for peer leaders delivering health promotion programs to younger students in secondary schools. Our study assessed the impact of the Students As LifeStyle Activists (SALSA) program on SALSA peer leaders' EBRBs, and their intentions regarding these behaviors. We used a pre-post study design to assess changes in EBRBs and intentions of Year 10 secondary school students (15-16 year olds) who volunteered to be peer leaders to deliver the SALSA program to Year 8 students (13-14 year olds). This research is part of a larger study conducted during 2014 and 2015 in 23 secondary schools in Sydney, Australia. We used an online questionnaire before and after program participation to assess Year 10 peer leaders' fruit and vegetable intake, daily breakfast eating, sugar sweetened beverage (SSB) intake, moderate-to-vigorous physical activity (MVPA) participation and school-day recreational screen time behaviors and intentions regarding these EBRBs. Generalized estimating equations with a robust variance structure and exchangeable correlation structure were used to estimate the individual-level summary statistics and their 95% CIs, adjusted for clustering. We further assessed the effect of covariates on EBRB changes. There were significant increases in the proportion of Year 10 peer leaders (n = 415) who reported eating ≥2 serves fruit/day fruit from 54 to 63% (P leaders recreational screen time differed by socio-economic status (P leaders' intentions, except MVPA which remained stable. The SALSA program had a positive impact on peer leaders' EBRBs, with gender and socio-economic status moderating some outcomes. ACTRN12617000712303 retrospectively registered.

  18. Relevance Of A Leadership Development Programme To Develop The Leaders Work-Integrated Learning Competencies


    Prakash Singh; Christopher Malizo Dali


    Today, more than ever, leaders need to demonstrate appropriate work-integrated learning competencies (WILCs) to process and manage emotional dynamics intelligently in their work environment. The challenge is to develop these leaders WILCs that can enable them to understand the contextual environments and the power relationships among employees in their organization. This study, therefore, explored the extent to which WILCs, including their emotional intelligence, can be developed and employed...

  19. Vision-based coaching: Optimizing resources for leader development

    Directory of Open Access Journals (Sweden)

    Angela M. Passarelli


    Full Text Available Leaders develop in the direction of their dreams, not in the direction of their deficits. Yet many coaching interactions intended to promote a leader’s development fail to leverage the developmental benefits of the individual’s personal vision. Drawing on Intentional Change Theory, this article postulates that coaching interactions that emphasize a leader’s personal vision (future aspirations and core identity evoke a psychophysiological state characterized by positive emotions, cognitive openness, and optimal neurobiological functioning for complex goal pursuit. Vision-based coaching, via this psychophysiological state, generates a host of relational and motivational resources critical to the developmental process. These resources include: formation of a positive coaching relationship, expansion of the leader’s identity, increased vitality, activation of learning goals, and a promotion-orientation. Organizational outcomes as well as limitations to vision-based coaching are discussed.

  20. Vision-based coaching: optimizing resources for leader development (United States)

    Passarelli, Angela M.


    Leaders develop in the direction of their dreams, not in the direction of their deficits. Yet many coaching interactions intended to promote a leader’s development fail to leverage the benefits of the individual’s personal vision. Drawing on intentional change theory, this article postulates that coaching interactions that emphasize a leader’s personal vision (future aspirations and core identity) evoke a psychophysiological state characterized by positive emotions, cognitive openness, and optimal neurobiological functioning for complex goal pursuit. Vision-based coaching, via this psychophysiological state, generates a host of relational and motivational resources critical to the developmental process. These resources include: formation of a positive coaching relationship, expansion of the leader’s identity, increased vitality, activation of learning goals, and a promotion–orientation. Organizational outcomes as well as limitations to vision-based coaching are discussed. PMID:25926803

  1. Recruiting Program for the Future R and D Leader in Nuclear Science and Technology

    Energy Technology Data Exchange (ETDEWEB)

    Song, Keechan; Im, Ohsoo; Cho, Changyun; Min, Hwanki; Lee, Jungkong; Jung, Sunghyun; Kim, Jungbae; Joo, Hoyoung


    Nuclear technology export, which is represented by a nuclear research reactor, Gen-IV nuclear system development and nuclear safety research are the current key issues in the nuclear field. In order to achieve these missions in the nuclear industry, nuclear HRD(human resource development). However, recruiting of young scientists and researchers in the nuclear field has not been sufficient for last 10 years. Moreover, many experienced persons have been retired during this period. Under these circumstances, the structure of the nuclear experts wind up with vary distorted one. As one of comprehensive countermeasures, the recruiting program for the future R and D leaders come to issues. The human network to lead future R and Ds in the nuclear science and technology is set up, and this network is persistantly maintained and expanded to recruit potential leaders in the nuclear R and D and industry. As one of these strategy and plans for recruiting competent young scientists, who are studying in the U. S., the 2 times briefing meeting were held, and human networking and expertise DB for more than 300 participants were established.

  2. Recruiting program for the future R and D leader in nuclear science and technology

    Energy Technology Data Exchange (ETDEWEB)

    Kim, Wonho; Kim, Inchul; Min, Hwanki; Park, Jungseung; Jung, Sung Hyon; Jeong, Bitna; Choi, Myound Jong


    The national projects of advanced nuclear system development are underway, however, there was little in their need for human resources in the development of nuclear industry and in the nuclear R and D program for the last 10 years. At the same time, a large portion of well-experienced expert in the national research institute and the industry, are getting old and retired, drastically. They faced an unbalanced situation in their supply and demand of human resources in the field of nuclear science and technology. Bring up the experts such as scientists and engineers in nuclear technology makes an important issue as a national agenda. Regardless of the economically stagnated situation in the country, KAERI(Korea Atomic Energy Research Institute) has hired young nuclear scientists and engineers continuously since 2006 last, in order to substitute the increasing retired experts. However, they need more well-brought-up nuclear scientists and engineers in the near future, as a leader of nuclear science and technology. Through this project, we try to recruit a leader of nuclear science and technology, who can create and carry out the world top class R and D programme.


    Directory of Open Access Journals (Sweden)

    Madlena NEN


    Full Text Available When exposed to the theoretic leadership concepts, it is rather rare that managers - either already acting or pursuing this role – don’t identify themselves as leaders. A leader is a person who motivates , supports and listens. To be a leader means to mobilize human resources , to establish a direction emerged from a personal vision on the evolution of things, to have the power to transform this vision into reality. And yet, real leaders are far more rare than most managers are ready to admit. Both have their added value within an organization and in practice it’s rather challenging to see things moving ahead without having both roles pulling together. So far, a leader's skills are necessary to deal with the ambiguities and uncertainties with which they are accustomed. Another aspect is the strategic positioning in case of conflict . This paper aims to identify the influences of a leader in team building.

  4. Developing Leaders for the Third Generation Singapore Army: A Training and Education Roadmap (United States)


    of Leadership Development (CLD) to train “effective and adaptive leaders who are able 3 Singapore...Likewise, these leadership attributes are reflected in the U.S. Army’s model of a leader of “character, presence, and intellectual capacity.” 12... Leadership Development for a Third Generation SAF (Singapore: Centre of Leadership Development, 2005), 69-73. Developing the Leaders of Tomorrow I



    Madlena NEN


    When exposed to the theoretic leadership concepts, it is rather rare that managers - either already acting or pursuing this role – don’t identify themselves as leaders. A leader is a person who motivates , supports and listens. To be a leader means to mobilize human resources , to establish a direction emerged from a personal vision on the evolution of things, to have the power to transform this vision into reality. And yet, real leaders are far more rare than most managers are ready to admit...

  6. The Implementation of a Structured Nursing Leadership Development Program for Succession Planning in a Health System. (United States)

    Ramseur, Priscilla; Fuchs, Mary Ann; Edwards, Pamela; Humphreys, Janice


    Preparing future nursing leaders to be successful is important because many current leaders will retire in large numbers in the future. A structured nursing leadership development program utilizing the Essentials of Nurse Manager Orientation online program provided future nursing leaders with content aligned with nursing leadership competencies. Paired with assigned mentors and monthly leadership sessions, the participants increased their perception of leadership competence.

  7. Testing the effects of an empowerment-based leadership development programme: part 1 - leader outcomes. (United States)

    MacPhee, M; Dahinten, V S; Hejazi, S; Laschinger, H; Kazanjian, A; McCutcheon, A; Skelton-Green, J; O'Brien-Pallas, L


    To determine if a leadership development programme based on an empowerment framework significantly increased leaders' use of empowering behaviours. Leadership programmes are effective ways to prepare nurse leaders for their complex roles. Relational competencies, such as leader empowering behaviours, are associated with improved leader, staff and practice environment outcomes. A quasi-experimental, pre-test-post-test design was used to compare perceptions and self-reported behaviours of leaders who participated in a year-long leadership programme with those of similar leaders who did not attend the programme. Multiple regression analyses were used to evaluate a conceptual framework of leader empowerment. The leadership programme was directly associated with leaders' perceptions of using more empowering behaviours. Leader empowering behaviours were also associated with feelings of being structurally empowered, mediated through feelings of being psychologically empowered, although the source of empowerment needs further investigation. Leaders' use of empowering behaviours can be increased through focused training and through a workplace empowerment process. Leader empowering behaviours have been shown to be associated with more engaged staff and healthier work environments. Based on study results, we suggest that these behaviours are teachable, and they should be emphasized in leadership development programmes. © 2013 John Wiley & Sons Ltd.

  8. Overcoming Adversity: Resilience Development Strategies for Educational Leaders (United States)

    Farmer, Tod Allen


    School leadership has never been easy. However, some experts like Garcia (2005) wrote that current school leaders are facing a variety of difficulties that make sustaining school reform efforts exceedingly difficult. Collectively, these modern day challenges have the capacity to form the perfect storm. School leaders need effective strategies to…

  9. Involving Handicapped Cub Scouts: Instructor's Guide. Cub Scout Leader Development. (United States)

    Boy Scouts of America, New Brunswick, NJ.

    The Instructor's Guide is intended for use in training adult leaders to foster understanding and involvement of the handicapped in Cub Scout activities. Suggestions are offered for organizing two leadership training sessions which include defining types of handicaps leaders may encounter, conducting buzz group discussions on similarities between…

  10. Resident-Assisted Montessori Programming (RAMP): training persons with dementia to serve as group activity leaders. (United States)

    Camp, Cameron J; Skrajner, Michael J


    The purpose of this study was to determine the effects of an activity implemented by means of Resident-Assisted Montessori Programming (RAMP). Four persons with early-stage dementia were trained to serve as leaders for a small-group activity played by nine persons with more advanced dementia. Assessments of leaders' ability to learn the procedures of leading a group, as well as their satisfaction with this role, were taken, as were measures of players' engagement and affect during standard activities programming and RAMP activities. Leaders demonstrated the potential to fill the role of group activity leader effectively, and they expressed a high level of satisfaction with this role. Players' levels of positive engagement and pleasure during the RAMP activity were higher than during standard group activities. This study suggests that to the extent that procedural learning is available to persons with early-stage dementia, especially when they are assisted with external cueing, these individuals can successfully fill the role of volunteers when working with persons with more advanced dementia. This can provide a meaningful social role for leaders and increase access to high quality activities programming for large numbers of persons with dementia. Copyright 2004 The Gerontological Society of America

  11. Developing Emerging Leaders: The Bush School and the Legacy of the 41st President (United States)


    millennial generation, those young 20-something leaders entering the workforce. As seen in these new documents, the Army fully intends to fo- cus...leader at every level. It may be a more beneficial approach to developing emerging leaders because millennials need constant feedback on their...Recruits, develops, and retains a diverse, high quality workforce in an equitable manner. Leads and manages an inclusive workplace that maximizes

  12. The Leader Development of College Students Who Participate in Different Levels of Sport (United States)

    Anderson, Maiya D.


    Based on Astin's (1993) theory of involvement and Astin's (1991) college impact model a model of college student leader development was developed to examine the process of leader development among students who participated in sport during college. In addition, the differences between students who participated in different levels of sport…

  13. A Summer Leadership Development Program for Chemical Engineering Students (United States)

    Simpson, Annie E.; Evans, Greg J.; Reeve, Doug


    The Engineering Leaders of Tomorrow Program (LOT) is a comprehensive curricular, co-curricular, extra-curricular leadership development initiative for engineering students. LOT envisions: "an engineering education that is a life-long foundation for transformational leaders and outstanding citizens." Academic courses, co-curricular certificate…

  14. Family leader empowerment program using participatory learning process for dengue vector control. (United States)

    Pengvanich, Veerapong


    Assess the performance of the empowerment program using participatory learning process for the control of Dengue vector The program focuses on using the leaders of families as the main executer of the vector control protocol. This quasi-experimental research utilized the two-group pretest-posttest design. The sample group consisted of 120 family leaders from two communities in Mueang Municipality, Chachoengsao Province. The research was conducted during an 8-week period between April and June 2010. The data were collected and analyzed based on frequency, percentage, mean, paired t-test, and independent t-test. The result was evaluated by comparing the difference between the mean prevalence index of mosquito larvae before and after the process implementation in terms of the container index (CI) and the house index (HI). After spending eight weeks in the empowerment program, the family leader's behavior in the aspect of Dengue vector control has improved. The Container Index and the House Index were found to decrease with p = 0.05 statistical significance. The reduction of CI and HI suggested that the program worked well in the selected communities. The success of the Dengue vector control program depended on cooperation and participation of many groups, especially the families in the community When the family leaders have good attitude and are capable of carrying out the vector control protocol, the risk factor leading to the incidence of Dengue rims infection can be reduced.

  15. Leader evaluation and team cohesiveness in the process of team development: A matter of gender? (United States)

    Rovira-Asenjo, Núria; Pietraszkiewicz, Agnieszka; Sczesny, Sabine; Gumí, Tània; Guimerà, Roger; Sales-Pardo, Marta


    Leadership positions are still stereotyped as masculine, especially in male-dominated fields (e.g., engineering). So how do gender stereotypes affect the evaluation of leaders and team cohesiveness in the process of team development? In our study participants worked in 45 small teams (4-5 members). Each team was headed by either a female or male leader, so that 45 leaders (33% women) supervised 258 team members (39% women). Over a period of nine months, the teams developed specific engineering projects as part of their professional undergraduate training. We examined leaders' self-evaluation, their evaluation by team members, and team cohesiveness at two points of time (month three and month nine, the final month of the collaboration). While we did not find any gender differences in leaders' self-evaluation at the beginning, female leaders evaluated themselves more favorably than men at the end of the projects. Moreover, female leaders were evaluated more favorably than male leaders at the beginning of the project, but the evaluation by team members did not differ at the end of the projects. Finally, we found a tendency for female leaders to build more cohesive teams than male leaders.

  16. Leader evaluation and team cohesiveness in the process of team development: A matter of gender?

    Directory of Open Access Journals (Sweden)

    Núria Rovira-Asenjo

    Full Text Available Leadership positions are still stereotyped as masculine, especially in male-dominated fields (e.g., engineering. So how do gender stereotypes affect the evaluation of leaders and team cohesiveness in the process of team development? In our study participants worked in 45 small teams (4-5 members. Each team was headed by either a female or male leader, so that 45 leaders (33% women supervised 258 team members (39% women. Over a period of nine months, the teams developed specific engineering projects as part of their professional undergraduate training. We examined leaders' self-evaluation, their evaluation by team members, and team cohesiveness at two points of time (month three and month nine, the final month of the collaboration. While we did not find any gender differences in leaders' self-evaluation at the beginning, female leaders evaluated themselves more favorably than men at the end of the projects. Moreover, female leaders were evaluated more favorably than male leaders at the beginning of the project, but the evaluation by team members did not differ at the end of the projects. Finally, we found a tendency for female leaders to build more cohesive teams than male leaders.

  17. A Program on Preventing Sexual Assault Directed toward Greek Leaders. (United States)

    Baker, Tamara; Boyd, Cynthia

    This paper discusses a program that uses the leadership and status of Greek system officers to prevent sexual assault at a large university. This program aims to prevent future assaults by altering the conditions of a rape-prone culture. The presentation comprises a definition and two examples of acquaintance rape situations, a discussion of…

  18. More different than similar: values in political speeches of leaders from developed and developing countries

    NARCIS (Netherlands)

    Waheed, M.; Schuck, A.; de Vreese, C.; Neijens, P.


    With globalization, the understanding of different values and cultures has become vital. This study investigates differences and similarities in the use of values of political speeches from developed and developing countries. A content analysis was conducted on 48 political speeches of six leaders.

  19. Developing Strategic Leaders While Maintaining the Warfighting Edge

    National Research Council Canada - National Science Library

    Farrington, Jessie O


    .... These officers must be sound tactical and operational leaders, be multi-disciplined, and possess senior management, cultural, and diplomatic skills not typically required of officers in the past...

  20. The EVM Hoax: A Program Leaders Bedtime Story (United States)


    Management College at DAU. Barker is an adjunct professor at American University who specializes in program management and leadership. About 20 years...teach and train in the federal ac- quisition environment, the story of Earned Value Management (EVM) is not altogether different from the saga of...sometimes seem irrelevant to manag - ing a program. Gold-card carrying EVM practitioners are often relegated to isolated corners of financial management

  1. Lighting the way: photonics leaders II (PL2) optics and photonics teacher professional development (United States)

    Gilchrist, Pamela O.; Hilliard-Clark, Joyce; Bowles, Tuere; Carpenter, Eric


    A sample group of nineteen teachers completed the second phase of the Photonics Leaders II Optics and Photonics professional development program. Participants took a basic Physics content knowledge test that was designed by a Professor of Physics. The test was completed before the teachers participated in the program and at the end of the program to gather data for statistical inquiry. Statistical studies on pre-test and post-test data indicated significant gains in physics content knowledge over time, and that instructors teaching at the middle school level or only teaching one subject area scored significantly lower during the pretest. Reports from previous participants are summarized to disseminate the percentage of teachers who have incorporated at least one workshop activity and the kind of activity performed. The concerns and limitations reported by previous participants are reviewed as well.

  2. Developing Army Leaders through Increased Rigor in Professional Military Training and Education (United States)


    us to handle strategic uncertainty.4 Applied to all classes and ranks of Army personnel. Conceptualized leadership via knowledge, skills ...Adaptive Leaders is the current approach the Army has taken to figure out how to shape the knowledge, skills , and attributes of future Army senior...the knowledge, skills , and attributes of future Army senior leaders. Ultimately, leader development comes down to ensuring the appropriate balance

  3. Perceptions and Lived Experiences of Illinois Parents as Teachers Program Leaders While Managing a Multigenerational Staff (United States)

    Ruhe Marsh, Linda


    The purpose of this qualitative narrative inquiry was to explore the perceptions and lived experiences of Illinois Parents as Teachers (PAT) program leaders managing a multigenerational workforce. Supervisors state that leading a multigenerational staff possesses challenges that affect overall productivity (Bell, 2008). PAT stakeholders including…

  4. Blue Sky Below My Feet: Daycamp & After School Programs--9 to 11 Year Olds. Leader's Manual. (United States)

    California Univ., Berkeley. Cooperative Extension Service.

    This manual presents a 10-day lesson plan for day camp and after-school program leaders. The activities and experiments described in the manual focus on nutrition and space exploration. Topics covered by the lesson plan and specific projects include: (1) gravity; (2) food spoilage; (3) model rocket building and launching; (4) the basic food…

  5. Perceived Leadership Styles and Effectiveness of Aviation Program Leaders: A Four-Frame Analysis (United States)

    Phillips, Ryan


    The aviation industry and higher education environments are ever-changing due to a multitude of economic and external variables. The leaders of aviation higher education programs must successfully lead their organization and followers in preparing student graduates for the industry that awaits them upon graduation. This study examined the…

  6. Implications of Leader-Member Exchange Theory and Research for Human Resource Development Research. (United States)

    Burns, Janet Z.; Otte, Fred L.


    Leader/member exchange theory is proposed as an alternate approach to the study of organizational leadership. Recent research supports the theory but additional development work is needed. The theory seeks to explain how leader/member relationships develop and the behavioral components of leadership relations. Contains 74 references. (Author/JOW)

  7. An evaluation of the National Public Health Leadership Institute--1991-2006: part I. Developing individual leaders. (United States)

    Umble, Karl E; Baker, Edward L; Woltring, Carol


    Public health leadership development programs are widely employed to strengthen leaders and leadership networks and ultimately agencies and systems. The year-long National Public Health Leadership Institute's (PHLI) goals are to develop the capacity of individual leaders and networks of leaders so that both can lead improvement in public health systems, infrastructure, and population health. To evaluate the impact of PHLI on individual graduates using data collected from the first 15 cohorts. Between 1992 and 2006, PHLI graduated 806 senior leaders from governmental agencies, academia, health care, associations, nonprofit organizations, foundations, and other organizations. Of 646 graduates located, 393 (61%) responded to a survey, for an overall response rate of 49% (393/806). PHLI has included retreats; readings, conference calls, and webinars; assessments, feedback, and coaching; and action learning projects, in which graduates apply concepts to a work challenge aided by peers and a coach. A survey of all graduates and interviews of 34 graduates and one other key informant. PHLI improved graduates' understanding, skills, and self-awareness, strengthened many graduates' connections to a network of leaders, and significantly increased graduates' voluntary leadership activities at local, state, and national levels (P leaders, provided access to supportive peers and ideas, and bolstered confidence and interest in taking on leadership work. Nearly all graduates remained in public health. Some partially attributed to PHLI their promotions into more senior positions. Leadership development programs can strengthen and sustain their impact by cultivating sustained "communities of practice" that provide ongoing support for skill development and innovative practice. Sponsors can fruitfully view leadership development as a long-term investment in individuals and networks within organizations or fields of practice.

  8. Transactional, Transformational, or Laissez-Faire Leadership: An Assessment of College of Agriculture Academic Program Leaders' (Deans) Leadership Styles (United States)

    Jones, David; Rudd, Rick


    The purpose of this study was to determine if academic program leaders in colleges of agriculture at land-grant institutions use transactional, transformational, and/or laissez-faire leadership styles in performing their duties. Academic program leaders were defined as individuals listed by the National Association of State University and…

  9. Evaluation of VA Women's Health Fellowships: developing leaders in academic women's health. (United States)

    Tilstra, Sarah A; Kraemer, Kevin L; Rubio, Doris M; McNeil, Melissa A


    The Department of Veterans Affairs (VA) instituted the VA Women's Health Fellowship (VAWHF) Program in 1994, to accommodate the health needs of increasing numbers of female veterans and to develop academic leaders in women's health. Despite the longevity of the program, it has never been formally evaluated. To describe the training environments of VAWHFs and career outcomes of female graduates. Cross-sectional web-based surveys of current program directors (2010-2011) and VAWHF graduates (1995-2011). Responses were received from six of seven program directors (86 %) and 42 of 74 graduates (57 %). The mean age of graduates was 41.2 years, and mean time since graduation was 8.5 years. Of the graduates, 97 % were female, 74 % trained in internal medicine, and 64 % obtained an advanced degree. Those with an advanced degree were more likely than those without an advanced degree to pursue an academic career (82 % vs. 60 %; Pwomen's health and spend up to 66 % of their time devoted to women's health issues. Thirty percent have held a VA faculty position. Seventy-nine percent remain in academics, with 39 % in the tenure stream. Overall, 94 % had given national presentations, 88 % had received grant funding, 79 % had published in peer-reviewed journals, 64 % had developed or evaluated curricula, 51 % had received awards for teaching or research, and 49 % had held major leadership positions. At 11 or more years after graduation, 33 % of the female graduates in academics had been promoted to the rank of associate professor and 33 % to the rank of full professor. The VAWHF Program has been successful in training academic leaders in women's health. Finding ways to retain graduates in the VA system would ensure continued clinical, educational, and research success for the VA women veteran's healthcare program.

  10. Lending, Learning, Leading: Developing Results-Based Leaders in Opportunity Finance (United States)

    Annie E. Casey Foundation, 2015


    This report tells the story of the CDFI Leadership Learning Network, a Casey Foundation initiative to equip leaders of community development finance institutions with the tools of results-based leadership (RBL). The Foundation shares lessons learned from the network, core RBL concepts and profiles of CDFI leaders as they apply RBL skills and tools…

  11. Exploring the Motivations of Aspiring Education Leaders in a Leadership Development Community (United States)

    DeVillers, Kristal L.


    California is facing a critical need for trained school leaders in the coming years. As current leaders retire, schools could be faced with teachers stepping out of the classroom and into the increasingly demanding job of the principalship with little or no preparation. With few leadership development opportunities available in entry-level…

  12. The United States Air Force Aims to be Fueled by Innovation, but is it Developing Leaders Who Can Hit That Target? (United States)


    2001/12/ primal -leadership-the-hidden-driver-of-great-performance/ar/pr (accessed November 7, 2013). Govindarajan, Vijay. 2010. Innovation is not...THE UNITED STATES AIR FORCE AIMS TO BE FUELED BY INNOVATION , BUT IS IT DEVELOPING LEADERS WHO CAN HIT THAT TARGET? A thesis...Force Aims to be Fueled by Innovation , but is it Developing Leaders Who Can Hit That Target? 5a. CONTRACT NUMBER 5b. GRANT NUMBER 5c. PROGRAM

  13. Group Leader Development: Effects of Personal Growth and Psychoeducational Groups (United States)

    Ohrt, Jonathan H.; Robinson, E. H., III; Hagedorn, W. Bryce


    The purpose of this quasi-experimental study was to compare the effects of personal growth groups and psychoeducational groups on counselor education students' (n = 74) empathy and group leader self-efficacy. Additionally, we compared the degree to which participants in each group valued: (a) cohesion, (b) catharsis, and (c) insight. There were no…

  14. At What Age Should We Begin Developing Ethical Leaders? (United States)

    Burton, Marin; Ward, Christopher A; Ramsden, Colleen


    This chapter is about a unique partnership between Ravenscroft, a pre-K-12th grade independent school in Raleigh, North Carolina, and the Center for Creative Leadership. Starting in pre-K, Ravenscroft students embark on the Lead From Here initiative that inspires and empowers them to become citizen leaders. © 2015 Wiley Periodicals, Inc., A Wiley Company.

  15. Recognizing and Developing Adaptive Expertise within Outdoor and Expedition Leaders (United States)

    Tozer, Mark; Fazey, Ioan; Fazey, John


    Adaptive expertise, an individual's ability to perform flexibly and innovatively in novel and unstructured situations, could have particular relevance for expedition and outdoor leaders. This element may be recognized in leadership practitioners who are able to act more effectively when problem-solving in complex, ambiguous and unpredictable…

  16. Career development and personal success profile of students - followers and students - potential future leaders: The case of RIT Croatia

    Directory of Open Access Journals (Sweden)

    Jasminka Samardžija


    Full Text Available This study examines the differences among students in terms of self-reported leadership characteristics. It was conducted among all three programs and four generations of undergraduates at RIT Croatia. The goal of this study is to determine the differences among students who report being more and less leadership prone (Potential Future Leaders and Followers, respectively with regard to demographic characteristics, reported self reliance socialization pattern, college level and program choice, career focus attainment and development, and reported attitudes regarding the importance of specific personality traits in leadership, the importance of specific career development factors and success indicators. Research showed that generation and college program are not related to student reported leadership proneness, suggesting that college education’s impact on leadership traits is not significant. Only one socio-demographic factor considered was significantly different between clusters; namely, the respondents who had moved once were significantly more represented in the Potential Future Leaders cluster, suggesting that study-abroad programs might play a role in leadership development. In terms of ranking career development factors, success indicators, the importance of emotional stability and openness to experience as a specific leadership trait, Potential Future Leaders reported higher scores in comparison with Followers cluster, potentially resulting from their forwardlooking, goal-oriented attitude.

  17. Senior Program Specialist | IDRC - International Development ...

    International Development Research Centre (IDRC) Digital Library (Canada)

    Job Summary Working as a member of one or two multi-disciplinary teams under the guidance of the Program Leader (PL), Program Manager (PM) if applicable, and Director Program Area (DPA), the Senior Program Specialist:

  18. Leader evaluation and team cohesiveness in the process of team development: A matter of gender? (United States)

    Sczesny, Sabine; Gumí, Tània; Guimerà, Roger; Sales-Pardo, Marta


    Leadership positions are still stereotyped as masculine, especially in male-dominated fields (e.g., engineering). So how do gender stereotypes affect the evaluation of leaders and team cohesiveness in the process of team development? In our study participants worked in 45 small teams (4–5 members). Each team was headed by either a female or male leader, so that 45 leaders (33% women) supervised 258 team members (39% women). Over a period of nine months, the teams developed specific engineering projects as part of their professional undergraduate training. We examined leaders’ self-evaluation, their evaluation by team members, and team cohesiveness at two points of time (month three and month nine, the final month of the collaboration). While we did not find any gender differences in leaders’ self-evaluation at the beginning, female leaders evaluated themselves more favorably than men at the end of the projects. Moreover, female leaders were evaluated more favorably than male leaders at the beginning of the project, but the evaluation by team members did not differ at the end of the projects. Finally, we found a tendency for female leaders to build more cohesive teams than male leaders. PMID:29059231

  19. Professional Development in a Reform Context: Understanding the Design and Enactment of Learning Experiences Created by Teacher Leaders for Science Educators (United States)

    Shafer, Laura

    Teacher in-service learning about education reforms like NGSS often begin with professional development (PD) as a foundational component (Supovitz & Turner, 2000). Teacher Leaders, who are early implementers of education reform, are positioned to play a contributing role to the design of PD. As early implementers of reforms, Teacher Leaders are responsible for interpreting the purposes of reform, enacting reforms with fidelity to meet those intended goals, and are positioned to share their expertise with others. However, Teacher Leader knowledge is rarely accessed as a resource for the design of professional development programs. This study is unique in that I analyze the knowledge Teacher Leaders, who are positioned as developers of PD, bring to the design of PD around science education reform. I use the extended interconnected model of professional growth (Clarke & Hollingsworth, 2002; Coenders & Terlouw, 2015) to analyze the knowledge pathways Teacher Leaders' access as PD developers. I found that Teacher Leaders accessed knowledge pathways that cycled through their personal domain, domain of practice and domain of consequence. Additionally the findings indicated when Teacher Leaders did not have access to these knowledge domains they were unwilling to continue with PD design. These findings point to how Teacher Leaders prioritize their classroom experience to ground PD design and use their perceptions of student learning outcomes as an indicator of the success of the reform. Because professional development (PD) is viewed as an important resource for influencing teachers' knowledge and beliefs around the implementation of education reform efforts (Garet, et al., 2001; Suppovitz & Turner, 2000), I offer that Teacher Leaders, who are early implementers of reform measures, can contribute to the professional development system. The second part of this dissertation documents the instantiation of the knowledge of Teacher Leaders, who are positioned as designers and

  20. Neuro-Linguistic Programming for Leaders and Managers


    Tosey, Paul


    On few occasions in the history of modern management have leadership skills been in such sharp focus as they are now. The ability to direct often very large and diverse organizations; to make sense of the complex and turbulent markets and environments in which you operate; and to adapt and learn seems at an all time premium. The premise behind the fifth edition of this influential Handbook is that leadership, management and organizational development are all parts of the same process; enhanci...

  1. Leader Behaviors, Group Cohesion, and Participation in a Walking Group Program. (United States)

    Izumi, Betty T; Schulz, Amy J; Mentz, Graciela; Israel, Barbara A; Sand, Sharon L; Reyes, Angela G; Hoston, Bernadine; Richardson, Dawn; Gamboa, Cindy; Rowe, Zachary; Diaz, Goya


    Less than half of all U.S. adults meet the 2008 Physical Activity Guidelines. Leader behaviors and group cohesion have been associated with increased participation or adherence in sports team and exercise class settings. Physical activity interventions in community settings that encompass these factors may enhance intervention adherence. The purpose of this study is to examine the impact of Community Health Promoter leader behaviors and group cohesion on participation in a walking group intervention among racially/ethnically diverse adults in low to moderate-income communities in Detroit, Michigan. Data for the current study were drawn from the Walk Your Heart to Health (WYHH) data set. WYHH was a multisite cluster RCT with a lagged intervention and outcome measurements at baseline and 4, 8, and 32 weeks. Pooled survey data from both intervention arms were used for the current study. Data were analyzed between August 2013 and October 2014. A total of 603 non-Hispanic black, non-Hispanic white, and Hispanic adults across five cohorts that began the 32-week WYHH intervention between March 2009 and October 2011. The intervention was a 32-week walking group program hosted by community- and faith-based organizations and facilitated by Community Health Promoters. Walking groups met three times per week for 90 minutes per session. To promote participation in or adherence to WYHH, Community Health Promoters used evidence-based strategies to facilitate group cohesion. Group members assumed increasing leadership responsibility for facilitating sessions over time. Participation in WYHH as measured by consistency of attendance. Community Health Promoter leader behaviors were positively associated with participation in WYHH. Social but not task cohesion was significantly associated with consistent participation. Social cohesion may mediate the relationship between leader behaviors and walking group participation. Providing leaders with training to build socially cohesive groups

  2. Evaluating the impact of a substance use intervention program on the peer status and influence of adolescent peer leaders. (United States)

    Sheppard, Christopher S; Golonka, Megan; Costanzo, Philip R


    The current study involved an examination of the impact of a peer-led substance use intervention program on the peer leaders beyond the substance use-related goals of the intervention. Specifically, unintended consequences of an adult-sanctioned intervention on the targeted peer leader change agents were investigated, including whether their participation affected their peer status, social influence, or self perceptions. Twenty-two 7th grade peer-identified intervention leaders were compared to 22 control leaders (who did not experience the intervention) and 146 cohort peers. Three groups of measures were employed: sociometric and behavioral nominations, social cognitive mapping, and leadership self-perceptions. Results indicated that unintended consequences appear to be a legitimate concern for females. Female intervention leaders declined in perceived popularity and liked most nominations over time, whereas males increased in total leader nominations. Explanations for these results are discussed and further directions suggested.

  3. Physician leadership: enhancing the career development of academic physician administrators and leaders. (United States)

    Fairchild, David G; Benjamin, Evan M; Gifford, David R; Huot, Stephen J


    As the health care environment grows more complex, there is greater opportunity for physician administrative and management leadership. Although physicians in general, and academic physicians in particular, view management as outside their purview, the increased importance of physician administrative leadership represents an opportunity for academic physicians interested in working at the interface of clinical medicine, health care, finance, and management. These physicians are called academic physician administrators and leaders (APALs). APALs are clinician-administrators whose academic contributions include both scholarly work related to their administrative duties and administrative leadership of academically important programs. However, existing academic career development infrastructure, such as academic promotions, is oriented toward traditional clinician-educator and clinician-researcher faculty. The APAL career path differs from traditional academic pathways because APALs require unique skills, different mentors, and a more expansive definition of academic productivity. This article describes how academic medical institutions could enhance the career development of academic physicians in administrative and leadership positions.

  4. Impact of a Student Leadership Development Program (United States)

    Tran-Johnson, Jennifer


    Objective. To assess the effectiveness of the Student Leadership Development Series (SLDS), an academic-year--long, co-curricular approach to developing leadership skills in pharmacy students. Design. Participants met once per month for activities and a college-wide guest speaker session. Students also completed monthly forms regarding what they had learned, participated in poster presentations, and created a personal leadership platform. Assessment. One hundred twenty-three students participated in the program between 2008 and 2013. On monthly evaluation forms and a summative evaluation, students indicated that the program helped them feel prepared for leadership opportunities and increased their desire to pursue leadership. They valued interacting with pharmacy leaders from the community and learning how they could distinguish themselves as leaders. Conclusions. The SLDS provided pharmacy students with an opportunity to explore personal leadership styles and develop broader understanding of leadership, and increased their desire to pursue leadership positions in the future. PMID:24371349

  5. Impact of a student leadership development program. (United States)

    Chesnut, Renae; Tran-Johnson, Jennifer


    To assess the effectiveness of the Student Leadership Development Series (SLDS), an academic-year--long, co-curricular approach to developing leadership skills in pharmacy students. Participants met once per month for activities and a college-wide guest speaker session. Students also completed monthly forms regarding what they had learned, participated in poster presentations, and created a personal leadership platform. One hundred twenty-three students participated in the program between 2008 and 2013. On monthly evaluation forms and a summative evaluation, students indicated that the program helped them feel prepared for leadership opportunities and increased their desire to pursue leadership. They valued interacting with pharmacy leaders from the community and learning how they could distinguish themselves as leaders. The SLDS provided pharmacy students with an opportunity to explore personal leadership styles and develop broader understanding of leadership, and increased their desire to pursue leadership positions in the future.

  6. Enhancing Agency through Leadership Development Programs for Faculty (United States)

    Templeton, Lindsey; O'Meara, KerryAnn


    The ADVANCE Leadership Fellows Program at the University of Maryland is a yearlong professional development program for faculty aspiring to or recently engaged in leadership roles. Data shows an increase in participants' sense of agency to become academic leaders following the program. We use a comprehensive data set, including program…

  7. Creating the conditions for growth: a collaborative practice development programme for clinical nurse leaders. (United States)

    Boomer, Christine A; McCormack, Brendan


    To evaluate a 3-year practice development (PD) programme for clinical nurse leaders. The development of effective leaders is a key objective to progress the modernization agenda. This programme aimed to develop the participants alongside development of the culture and context of care. Programme evaluation methodology to determine the 'worth' of the programme, inform the experience of the participation, effect on workplace cultures and determine effectiveness of the process used. Created the conditions for growth under two broad themes: process outcomes demonstrating growth as leaders contributing to cultural shifts; and general outcomes demonstrating practice changes. Developing communities of reflective leaders are required to meet demands within contemporary healthcare. PD provides a model to develop leaders to achieve sustainable changes and transform practice. Active collaboration and participation of managers is crucial in the facilitation of and sustainability of cultural change. Approaches adopted to develop and sustain the transformation of practice need to focus on developing the skills and attributes of leaders and managers as facilitators. © 2010 The Authors. Journal compilation © 2010 Blackwell Publishing Ltd.

  8. The UNC-CH MCH Leadership Training Consortium: building the capacity to develop interdisciplinary MCH leaders. (United States)

    Dodds, Janice; Vann, William; Lee, Jessica; Rosenberg, Angela; Rounds, Kathleen; Roth, Marcia; Wells, Marlyn; Evens, Emily; Margolis, Lewis H


    This article describes the UNC-CH MCH Leadership Consortium, a collaboration among five MCHB-funded training programs, and delineates the evolution of the leadership curriculum developed by the Consortium to cultivate interdisciplinary MCH leaders. In response to a suggestion by the MCHB, five MCHB-funded training programs--nutrition, pediatric dentistry, social work, LEND, and public health--created a consortium with four goals shared by these diverse MCH disciplines: (1) train MCH professionals for field leadership; (2) address the special health and social needs of women, infants, children and adolescents, with emphasis on a public health population-based approach; (3) foster interdisciplinary practice; and (4) assure competencies, such as family-centered and culturally competent practice, needed to serve effectively the MCH population. The consortium meets monthly. Its primary task to date has been to create a leadership curriculum for 20-30 master's, doctoral, and post-doctoral trainees to understand how to leverage personal leadership styles to make groups more effective, develop conflict/facilitation skills, and identify and enhance family-centered and culturally competent organizations. What began as an effort merely to understand shared interests around leadership development has evolved into an elaborate curriculum to address many MCH leadership competencies. The collaboration has also stimulated creative interdisciplinary research and practice opportunities for MCH trainees and faculty. MCHB-funded training programs should make a commitment to collaborate around developing leadership competencies that are shared across disciplines in order to enhance interdisciplinary leadership.

  9. Creativity in research and development laboratories: A new scale for leader behaviours


    Gupta, Vishal; Singh, Shailendra; Khatri, Naresh


    In this paper, we report an inventory of leader behaviours that can promote creativity among R&D professionals. Specifically, we constructed and quantitatively validated a scale that was previously developed using a qualitative approach. We surveyed 584 scientists from 11 R&D laboratories in India. Exploratory and confirmatory factor analyses of the rating responses disclosed five leader behaviour factors: task-orientation; recognising and inspiring; empowering; team building and developing; ...

  10. Program Officer | IDRC - International Development Research Centre

    International Development Research Centre (IDRC) Digital Library (Canada)

    Job Summary Working as a member of one or two multi-disciplinary teams and under the guidance of a senior team member, Program Leader (PL) and/or Program Manager (PM) if applicable, the Program Officer (PO):

  11. Impact of a regional distributed medical education program on an underserved community: perceptions of community leaders. (United States)

    Toomey, Patricia; Lovato, Chris Y; Hanlon, Neil; Poole, Gary; Bates, Joanna


    To describe community leaders' perceptions regarding the impact of a fully distributed undergraduate medical education program on a small, medically underserved host community. The authors conducted semistructured interviews in 2007 with 23 community leaders representing, collectively, the education, health, economic, media, and political sectors. They reinterviewed six participants from a pilot study (2005) and recruited new participants using purposeful and snowball sampling. The authors employed analytic induction to organize content thematically, using the sectors as a framework, and they used open coding to identify new themes. The authors reanalyzed transcripts to identify program outcomes (e.g., increased research capacity) and construct a list of quantifiable indicators (e.g., number of grants and publications). Participants reported their perspectives on the current and anticipated impact of the program on education, health services, the economy, media, and politics. Perceptions of impact were overwhelmingly positive (e.g., increased physician recruitment), though some were negative (e.g., strains on health resources). The authors identified new outcomes and confirmed outcomes described in 2005. They identified 16 quantifiable indicators of impact, which they judged to be plausible and measureable. Participants perceive that the regional undergraduate medical education program in their community has broad, local impacts. Findings suggest that early observed outcomes have been maintained and may be expanding. Results may be applicable to medical education programs with distributed or regional sites in similar rural, remote, and/or underserved regions. The areas of impact, outcomes, and quantifiable indicators identified will be of interest to future researchers and evaluators.

  12. Social Inclusion in Swedish Public Service Television: The Representation of Gender, Ethnicity and People with Disabilities as Program Leaders for Children’s Programs

    Directory of Open Access Journals (Sweden)

    Juha M. Alatalo


    Full Text Available We studied the inclusion of traditionally underrepresented groups in society, females, persons of non-European ethnic background and people with apparent disabilities. Specifically we addressed their participation as program leaders in children’s programs in the Swedish Public Service Television to see if they corresponded to their relative share of the population. Using the official web site of the Swedish Public Service Television, listing all their programs, we found that of 65 program leaders in 41 television programs, 42% were female, 12% of the program leaders were of non-European ethnic background and 20% had apparent disabilities. There was a non-significant trend for women to be underrepresented as program leaders, people of ethnic non-European background had significantly higher representation than their share of the population, and people with apparent disabilities had significantly much higher percentage than their share of the Swedish population as program leaders for children programs. This case study indicates that traditionally underrepresented groups such as people of non-ethnic European background and people with disabilities do well in the competition for positions as program leaders for television programs that target children. This can be seen as an encouraging step from the present norm in Swedish society of mainly hiring people that you know.

  13. The Afya Bora Fellowship: An Innovative Program Focused on Creating an Interprofessional Network of Leaders in Global Health. (United States)

    Green, Wendy M; Farquhar, Carey; Mashalla, Yohana


    Most current health professions education programs are focused on the development of clinical skills. As a result, they may not address the complex and interconnected nature of global health. Trainees require relevant clinical, programmatic, and leadership skills to meet the challenges of practicing in an increasingly globalized environment. To develop health care leaders within sub-Saharan Africa, the Afya Bora Consortium developed a one-year fellowship for medical doctors and nurses. Fellows from nine institutions in the United States and sub-Saharan Africa participate in 12 learning modules focused on leadership development and program management. Classroom-based training is augmented with an experiential apprenticeship component. Since 2011, 100 fellows have graduated from the program. During their apprenticeships, fellows developed projects beneficial to their development and to host organizations. The program has developed fellows' skills in leadership, lent expertise to local organizations, and built knowledge in local contexts. Most fellows have returned to their countries of origin, thus building local capacity. U.S.-based fellows examine global health challenges from regional perspectives and learn from sub-Saharan African experts and peers. The Consortium provides ongoing support to alumni through career development awards and alumni network engagement with current and past fellow cohorts. The Consortium expanded from its initial network of five countries to six and continues to seek opportunities for geographical and institutional expansion.



    Droficheva C. M.; Kosnikov S. N.


    Every year leadership becomes more important personal value. A real leader must have a special approach to people, ability to motivate, to instruct staff on the correct way to exercise the administrative skills and leadership qualities. To be a good leader is not easy! First of all, you need to work constantly on ourselves. The research urgency is caused by necessity of revealing of the student's leadership abilities and their improvement. The article analyzes and prospects of development of ...

  15. Army National Guard Leader Development: Pot Luck or a Five-Course Meal? (United States)


    Managing leader development is a top priority, Noel M. Tichy and Warren G. Bennis ’ book “Judgment” provides an excellent example of not only leading from...Manangement Foundation’s Effective Practice Guidelines Series, Alexandria, VA, 2007, 18. 43 Noel M. Tichy and Warren G. Bennis , Judgment: How Winning Leaders...REPORT NUMBER Dr. Craig Bullis Department of Command, Leadership, & Management 9. SPONSORING / MONITORING

  16. Leadership styles used by senior medical leaders : patterns, influences and implications for leadership development


    Chapman, Ann L N; Johnson, David; Kilner, Karen


    Purpose: Clinician leadership is important in healthcare delivery and service development. The use of different leadership styles in different contexts can influence individual and organisational effectiveness. The purpose of this study was to determine the predominant leadership styles used by medical leaders and factors influencing leadership style use.\\ud \\ud Design: A mixed methods approach was used, combining a questionnaire distributed electronically to 224 medical leaders in acute hosp...

  17. The Affordances of Blogging as a Practice to Support Ninth-Grade Science Teachers' Identity Development as Leaders (United States)

    Hanuscin, Deborah L.; Cheng, Ya-Wen; Rebello, Carina; Sinha, Somnath; Muslu, Nilay


    Increasingly, teacher leadership is being recognized as an essential ingredient in education reforms; however, few teachers consider themselves leaders. Becoming a leader is not just acquiring knowledge and skills for leadership, but developing a new "professional identity." As teachers become leaders, however, this identity might put…

  18. Teaching implicit leadership theories to develop leaders and leadership : how and why it can make a difference.


    Schyns, B.; Kiefer, T.; Kerschreiter, R.; Tymon, A.


    Implicit leadership theories (ILTs) are lay images of leadership, which are individually and socially determined. We discuss how teaching ILTs contributes to developing leaders and leaderships by raising self- and social awareness for the contexts in which leadership takes place. We present and discuss a drawing exercise to illustrate different ILTs and discuss the implications for leaders and leadership, with a particular focus on how leaders claim, and are granted, leader identities in groups.

  19. How Curriculum Leaders Can Involve the Right Brain in Active Reading and Writing Development. (United States)

    Sinatra, Richard; Stahl-Gemake, Josephine

    Curriculum leaders, program specialists, and teachers can intentionally arouse the activation of one hemisphere of the brain over the other through the use of right brain strategies in language learning. While most functions of the left hemisphere are concerned with convergent production (getting the right answer), functions of the right…

  20. Cross-Cultural Leader Development in a University Club: An Autoethnography

    Directory of Open Access Journals (Sweden)

    Jason Edward Lewis


    Full Text Available There is a growing body of research on the organization, effectiveness, and strategies of leadership teams. Less research exists on such aspects in cross-cultural teams. Little is known about how team leadership can be used in cross-cultural university clubs and how such settings foster leader development. Within the framework of existing literature, this analytic autoethnography examines how I develop leadership skills in university students cross-culturally through a student choir club by utilizing a team leadership model. This study provides an understanding of how leader development can occur in university clubs in cross-cultural settings through employing a team leadership model. Student club advisors may benefit from knowing the benefits of consciously developing leadership skills with club members and some strategies of how to develop such skills. Students might recognize the advantages of clubs that can help them become better leaders. Current club leaders can see that leadership skills can be developed in all types of clubs, especially within a choir. University administrators can see the practical value of extra-curricular student clubs in developing leaders.

  1. Can Judgment be Developed: A Cast Study of Three Proven Leaders (United States)


    leadership development of these three proven leaders were assessed against known judgment development theories . Finally, this thesis addresses the...Judgment, Development, Leadership , Decision-Making, Intuition, Education, Patton, Eisenhower, Bradley 16. SECURITY CLASSIFICATION OF: 17. LIMITATION...14 Judgment Development Theories

  2. Automatic Program Development

    DEFF Research Database (Denmark)

    Automatic Program Development is a tribute to Robert Paige (1947-1999), our accomplished and respected colleague, and moreover our good friend, whose untimely passing was a loss to our academic and research community. We have collected the revised, updated versions of the papers published in his...... by members of the IFIP Working Group 2.1 of which Bob was an active member. All papers are related to some of the research interests of Bob and, in particular, to the transformational development of programs and their algorithmic derivation from formal specifications. Automatic Program Development offers...

  3. Developing physician leaders in academic medical centers. Part 1: Their changing role. (United States)

    Bachrach, D J


    While physicians have historically held positions of leadership in academic medical centers, there is an increasing trend that physicians will not only guide the clinical, curriculum and scientific direction of the institution, but its business direction as well. Physicians are assuming a greater role in business decision making and are found at the negotiating table with leaders from business, insurance and other integrated health care delivery systems. Physicians who lead "strategic business units" within the academic medical center are expected to acquire and demonstrate enhanced business acumen. There is an increasing demand for formal and informal training programs for physicians in academic medical centers in order to better prepare them for their evolving roles and responsibilities. These may include the pursuit of a second degree in business or health care management, intramurally conducted courses in leadership skill development; management, business and finance; or involvement in extramurally prepared and delivered training programs specifically geared toward physicians as conducted at major universities, often in their schools of business or public health. This article article was prepared by the author from research into and presentation of a thesis entitled. "The Importance of Leadership Training And Development For Physicians In Academic Medical Centers In An Increasingly Complex Healthcare Environment, " prepared for the Credentials Committee of the American College of Healthcare Executives in partial fulfillment of the requirements for Fellowship in the College (ACHE). Part 2 will appear in the next issue of the Journal.

  4. Developing emotional intelligence in student nurse leaders: a mixed methodology study (United States)

    Szeles, Heather M.


    Objective: The purpose of this mixed method, exploratory study was to measure the impact of a peer coaching program on the measured emotional intelligence (EI) of a group of student nurse leaders. Methods Participation in the study was offered to nurses in the Student Ambassador program. Students who consented received instruction on EI and its importance in leadership. Participants then took a preintervention EI test (The Mayer-Salovey-Caruso EI Test, version 2 [MSCEIT]) to obtain a baseline EI ability score. Students then participated in a series of peer coaching sessions across a semester. Participants then completed a postintervention MSCEIT test, and also a qualitative survey. Results: The analysis of the paired sample t-test showed that there was not a statistically significant difference in the total group EI scores from pre to posttest, t (8) = 0.036 >0.05; however, 80% of participants reported perceived changes in EI ability due to the intervention and 90% reported that peer coaching was beneficial to their leadership development. Conclusions: This study contributes to the body of EI literature and research on nursing education and leadership development. PMID:27981099

  5. Developing emotional intelligence in student nurse leaders: a mixed methodology study

    Directory of Open Access Journals (Sweden)

    Heather M Szeles


    Full Text Available Objective: The purpose of this mixed method, exploratory study was to measure the impact of a peer coaching program on the measured emotional intelligence (EI of a group of student nurse leaders. Methods Participation in the study was offered to nurses in the Student Ambassador program. Students who consented received instruction on EI and its importance in leadership. Participants then took a preintervention EI test (The Mayer-Salovey-Caruso EI Test, version 2 [MSCEIT] to obtain a baseline EI ability score. Students then participated in a series of peer coaching sessions across a semester. Participants then completed a postintervention MSCEIT test, and also a qualitative survey. Results: The analysis of the paired sample t-test showed that there was not a statistically significant difference in the total group EI scores from pre to posttest, t (8 = 0.036 >0.05; however, 80% of participants reported perceived changes in EI ability due to the intervention and 90% reported that peer coaching was beneficial to their leadership development. Conclusions: This study contributes to the body of EI literature and research on nursing education and leadership development.

  6. Leading Learning: The Role of School Leaders in Supporting Continuous Professional Development (United States)

    Stevenson, Michael; Hedberg, John G.; O'Sullivan, Kerry-Ann; Howe, Cathie


    In contemporary school settings, leaders seeking to support professional development are faced with many challenges. These challenges call for educators who can undertake professional learning that is continuous and adaptive to change. As a term, continuous professional development (CPD) reflects many different forms of professional development in…

  7. The Relationship between Student Leaders' Constructive Development, Their Leadership Identity, and Their Understanding of Leadership (United States)

    Sessa, Valerie I.; Ploskonka, Jillian; Alvarez, Elphys L.; Dourdis, Steven; Dixon, Christopher; Bragger, Jennifer D.


    The purpose of our research was to use Day, Harrison, and Halpin's, (2009) theory of leadership development as a premise to investigate how students' constructive development is related to their leader identity development and understanding of leadership. Baxter Magolda's Model of Epistemological Reflection (MER, 1988, 2001) was used to understand…

  8. Development of a Leader-End Reclosing Algorithm Considering Turbine-Generator Shaft Torque

    Directory of Open Access Journals (Sweden)

    Gyu-Jung Cho


    Full Text Available High-speed auto-reclosing is used in power system protection schemes to ensure the stability and reliability of the transmission system; leader-follower auto-reclosing is one scheme type that is widely used. However, when a leader-follower reclosing scheme responds to a permanent fault that affects a transmission line in the proximity of a generation plant, the reclosing directly impacts the turbine-generator shaft; furthermore, the nature of this impact is dependent upon the selection of the leader reclosing terminal. We therefore analyzed the transient torque of the turbine-generator shaft according to the selection of the leader-follower reclosing end between both ends of the transmission line. We used this analysis to propose an adaptive leader-end reclosing algorithm that removes the stress potential of the transient torque to prevent it from damaging the turbine-generator shaft. We conducted a simulation in actual Korean power systems based on the ElectroMagnetic Transients Program (EMTP and the Dynamic Link Library (DLL function in EMTP-RV (Restructured Version to realize the proposed algorithm.

  9. Leadership development study :success profile competencies and high-performing leaders at Sandia National Laboratories.

    Energy Technology Data Exchange (ETDEWEB)

    Becker, Katherine M.; Mulligan, Deborah Rae; Szenasi, Gail L.; Crowder, Stephen Vernon


    Sandia is undergoing tremendous change. Sandia's executive management recognized the need for leadership development. About ten years ago the Business, Leadership, and Management Development department in partnership with executive management developed and implemented the organizational leadership Success Profile Competencies to help address some of the changes on the horizon such as workforce losses and lack of a skill set in the area of interpersonal skills. This study addresses the need for the Business, Leadership, and Management Development department to provide statistically sound data in two areas. One is to demonstrate that the organizational 360-degree success profile assessment tool has made a difference for leaders. A second area is to demonstrate the presence of high performing leaders at the Labs. The study utilized two tools to address these two areas. Study participants were made up of individuals who have solid data on Sandia's 360-degree success profile assessment tool. The second assessment tool was comprised of those leaders who participated in the Lockheed Martin Corporation Employee Preferences Survey. Statistical data supports the connection between leader indicators and the 360-degree assessment tool. The study also indicates the presence of high performing leaders at Sandia.

  10. Designing of a Fleet-Leader Program for Carbon Composite Overwrapped Pressure Vessels (United States)

    Murthy, Pappu L.N.; Phoenix, S. Leigh


    Composite Overwrapped Pressure Vessels (COPVs) are often used for storing pressurant gases on board spacecraft when mass saving is a prime requirement. Substantial weight savings can be achieved compared to all metallic pressure vessels. For example, on the space shuttle, replacement of all metallic pressure vessels with Kevlar COPVs resulted in a weight savings of about 30 percent. Mass critical space applications such as the Ares and Orion vehicles are currently being planned to use as many COPVs as possible in place of all-metallic pressure vessels to minimize the overall mass of the vehicle. Due to the fact that overwraps are subjected to sustained loads during long periods of a mission, stress rupture failure is a major concern. It is, therefore, important to ascertain the reliability of these vessels by analysis, since it is practically impossible to show by experimental testing the reliability of flight quality vessels. Also, it is a common practice to set aside flight quality vessels as "fleet leaders" in a test program where these vessels are subjected to slightly accelerated operating conditions so that they lead the actual flight vessels both in time and load. The intention of fleet leaders is to provide advanced warning if there is a serious design flaw in the vessels so that a major disaster in the flight vessels can be averted with advance warning. On the other hand, the accelerating conditions must be not so severe as to be prone to false alarms. The primary focus of the present paper is to provide an analytical basis for designing a viable fleet leader program for carbon COPVs. The analysis is based on a stress rupture behavior model incorporating Weibull statistics and power-law sensitivity of life to fiber stress level.

  11. How Can the Norwegian Leader Development Program Improve to Better Develop Leaders? (United States)


    nature and nurture. Warren Bennis , known for his lifelong commitment to teaching leadership and also a seasoned World War II veteran, argues that...solely on what suits their personality and character the best, and not what is most appropriate for the situation. Warren Bennis notes that most...

  12. An evaluation of a college exercise leader program: using exercise science students as advocates for behavior modification. (United States)

    Armstrong, Shelley Nicole; Henderson, Daniel R; Williams, Brian M; Burcin, Michelle M


    The purpose of this study was to evaluate a college's exercise leadership program, which was developed to help students, faculty and staff implement behavior changes necessary to begin and maintain a comprehensive exercise program. From 2006-2011, a total 66 subjects were recruited and each was assigned to a student exercise leader. Based on comprehensive baseline assessments, each student designed an individualized exercise program for his/her subject. At program completion, the subjects were reassessed. Paired t tests were used to find significant statistical changes (P < .05) among the fitness components. Significant changes as a function of the 6-week exercise program were observed in body weight, body fat percentage, waist circumference, 1-mile walk time, sit-ups, push-ups, and trunk flexion. Getting started is the most difficult step, but beginning an exercise program has immediate benefits. Institutions of higher education are addressing issues of wellness as a means for increasing graduation, retention, and productivity rates among their campus constituents. These efforts are part of a collaborative effort initiated by the American College Health Association known as Healthy Campus 2020. The findings from this study have a direct impact on programmatic efforts.

  13. Automatic Program Development

    DEFF Research Database (Denmark)

    Automatic Program Development is a tribute to Robert Paige (1947-1999), our accomplished and respected colleague, and moreover our good friend, whose untimely passing was a loss to our academic and research community. We have collected the revised, updated versions of the papers published in his...... honor in the Higher-Order and Symbolic Computation Journal in the years 2003 and 2005. Among them there are two papers by Bob: (i) a retrospective view of his research lines, and (ii) a proposal for future studies in the area of the automatic program derivation. The book also includes some papers...... by members of the IFIP Working Group 2.1 of which Bob was an active member. All papers are related to some of the research interests of Bob and, in particular, to the transformational development of programs and their algorithmic derivation from formal specifications. Automatic Program Development offers...

  14. Factors related to leader implementation of a nationally disseminated community-based exercise program: a cross-sectional study. (United States)

    Seguin, Rebecca A; Palombo, Ruth; Economos, Christina D; Hyatt, Raymond; Kuder, Julia; Nelson, Miriam E


    The benefits of community-based health programs are widely recognized. However, research examining factors related to community leaders' characteristics and roles in implementation is limited. The purpose of this cross-sectional study was to use a social ecological framework of variables to explore and describe the relationships between socioeconomic, personal/behavioral, programmatic, leadership, and community-level social and demographic characteristics as they relate to the implementation of an evidence-based strength training program by community leaders. Eight-hundred fifty-four trained program leaders in 43 states were invited to participate in either an online or mail survey. Corresponding community-level characteristics were also collected. Programmatic details were obtained from those who implemented. Four-hundred eighty-seven program leaders responded to the survey (response rate = 57%), 78% online and 22% by mail. Of the 487 respondents, 270 implemented the program (55%). One or more factors from each category - professional, socioeconomic, personal/behavioral, and leadership characteristics - were significantly different between implementers and non-implementers, determined by chi square or student's t-tests as appropriate. Implementers reported higher levels of strength training participation, current and lifetime physical activity, perceived support, and leadership competence (all p < 0.05). Logistic regression analysis revealed a positive association between implementation and fitness credentials/certification (p = 0.003), program-specific self-efficacy (p = 0.002), and support-focused leadership (p = 0.006), and a negative association between implementation and educational attainment (p = 0.002). Among this sample of trained leaders, several factors within the professional, socioeconomic, personal/behavioral, and leadership categories were related to whether they implemented a community-based exercise program. It may benefit future community

  15. The impact of school leaders as participants in teacher professional learning programs

    DEFF Research Database (Denmark)

    Hilton, Annette; Hilton, Geoff

    ’ professional growth within the change environment in which the teacher works. These domains include the external domain (e.g., workshop input, professional reading, interaction with colleagues), personal change (e.g., attitudes, beliefs, knowledge), change to practice (e.g., planning, teaching strategies...... learning program aimed to enhance teaching of numeracy in the middle years through eight half-day workshops over a two-year period with further in-school support between the workshops. Additionally, the school leaders were invited to engage in the professional learning program as co...... educators, and designers of teacher professional learning.Clark, D., & Hollingsworth, H. (2002). Elaborating a model of teacher professional growth. Teaching and Teacher Education, 18, 947-967....

  16. Constructing a Leader's Identity through a Leadership Development Programme: An Intersectional Analysis (United States)

    Moorosi, Pontso


    This article explores the notion of leadership identity construction as it happens through a leadership development programme. Influenced by a conception that leadership development is essentially about facilitating an identity transition, it uses an intersectional approach to explore school leaders' identity construction as it was shaped and…

  17. Educating Future Leaders of the Sport-Based Youth Development Field (United States)

    Whitley, Meredith A.; McGarry, Jennifer Bruening; Martinek, Thomas; Mercier, Kevin; Quinlan, Melissa


    In recent years, a substantial surge has occurred in the number of initiatives, events and organizations focused on using sport as a tool for development, peacebuilding and humanitarian efforts. This has created a growing need for educated leaders in the sport-based youth development field as the job market in this field continues to expand. The…

  18. Developing Culturally Aware School Leaders: Measuring the Impact of an International Internship Using the MGUDS (United States)

    Richardson, Jayson W.; Imig, Scott; Ndoye, Abdou


    Developing globally minded citizens has become a national push and a stated priority for many higher education institutions in the United States. This article focuses on one university's efforts to develop globally minded school leaders who are accepting of and comfortable with diversity. The University of North Carolina Wilmington has created an…

  19. Creativity in research and development laboratories: A new scale for leader behaviours

    Directory of Open Access Journals (Sweden)

    Vishal Gupta


    Full Text Available In this paper, we report an inventory of leader behaviours that can promote creativity among R&D professionals. Specifically, we constructed and quantitatively validated a scale that was previously developed using a qualitative approach. We surveyed 584 scientists from 11 R&D laboratories in India. Exploratory and confirmatory factor analyses of the rating responses disclosed five leader behaviour factors: task-orientation; recognising and inspiring; empowering; team building and developing; and leading by example. Given acceptable evidence for convergent and discriminant validities of the factors, we argue for the use of this scale in future research in and management of creativity in R&D laboratories.

  20. Preparing Teacher Leaders in a Job-Embedded Graduate Program: Changes within and beyond the Classroom Walls (United States)

    Adams, Alyson; Ross, Dorene; Swain, Colleen; Dana, Nancy; Leite, Walter; Sandbach, Robert


    This article presents findings from a study about the perceived impact of a job-embedded graduate program designed to prepare teacher leaders within the context of university-district-school partnerships. Study participants completed a 30-item survey about impact of the program on instructional practices, collaboration with peers, participation in…

  1. Community Impacts of International Service-Learning and Study Abroad: An Analysis of Focus Groups with Program Leaders

    Directory of Open Access Journals (Sweden)

    Cynthia A. Wood


    Full Text Available The ethical practice of international service-learning requires participants and institutions to examine their potential impacts on vulnerable host communities. This study reports on a series of focus groups with leaders of short-term international service-learning and other study abroad programs. The results of these focus groups suggests that while program leaders do not generally take into account the potential impacts of their programs on local communities in the design or implementation of their programs, they are very open to considering ways to mitigate negative impacts and promote positive ones once the issue has been raised. Program leaders are also collectively able to generate many excellent and creative strategies for improving their programs with respect to effects on communities, and are enthusiastic about engaging in this dialogue. We conclude that more research as well as substantial institutional commitment to addressing the community impacts of international service-learning and other study abroad programs are necessary for positive change, including training and other support to program leaders. KEYWORDSinternational service-learning, community impacts, civic engagement, community partnerships

  2. Army Leader Transitions Handbook (United States)

    2008-01-01 LEADER TRANSITION MODEL Leader Transitions Handbook 1 The Army Leader Transitions Handbook is designed to help leaders plan and...D-1) Managing transitions is a leadership responsibility. Leader transitions within the Army are significant events for any organization due to...current. Administrative skills - Brush up on personnel management , especially leader development. Know UCMJ, promotions, administrative discharge

  3. Factors related to leader implementation of a nationally disseminated community-based exercise program: a cross-sectional study

    Directory of Open Access Journals (Sweden)

    Economos Christina D


    Full Text Available Abstract Background The benefits of community-based health programs are widely recognized. However, research examining factors related to community leaders' characteristics and roles in implementation is limited. Methods The purpose of this cross-sectional study was to use a social ecological framework of variables to explore and describe the relationships between socioeconomic, personal/behavioral, programmatic, leadership, and community-level social and demographic characteristics as they relate to the implementation of an evidence-based strength training program by community leaders. Eight-hundred fifty-four trained program leaders in 43 states were invited to participate in either an online or mail survey. Corresponding community-level characteristics were also collected. Programmatic details were obtained from those who implemented. Four-hundred eighty-seven program leaders responded to the survey (response rate = 57%, 78% online and 22% by mail. Results Of the 487 respondents, 270 implemented the program (55%. One or more factors from each category – professional, socioeconomic, personal/behavioral, and leadership characteristics – were significantly different between implementers and non-implementers, determined by chi square or student's t-tests as appropriate. Implementers reported higher levels of strength training participation, current and lifetime physical activity, perceived support, and leadership competence (all p Conclusion Among this sample of trained leaders, several factors within the professional, socioeconomic, personal/behavioral, and leadership categories were related to whether they implemented a community-based exercise program. It may benefit future community-based physical activity program disseminations to consider these factors when selecting and training leaders.

  4. Successful dissemination of a community-based strength training program for older adults by peer and professional leaders: the people exercising program. (United States)

    Layne, Jennifer E; Sampson, Susan E; Mallio, Charlotte J; Hibberd, Patricia L; Griffith, John L; Das, Sai Krupa; Flanagan, William J; Castaneda-Sceppa, Carmen


    The objective of this longitudinal study was to determine the feasibility of a model for disseminating community-based strength training programs for older adults through leadership training of laypersons or "peers" and health and fitness professionals. The intervention consisted of a progressive strength training, balance, and flexibility exercise program and a leader training and certification workshop. Feasibility was defined as 75% or more of individuals who completed leader training establishing or teaching at least two 12-week strength training classes within 1 year. Program dissemination was quantified as the number of classes established between January 2005 and December 2006. Demographic characteristics and health status of leaders and program participants were evaluated. Two hundred forty-four leaders (peers, n=149; professionals, n=95) were trained and certified. Seventy-nine percent of all leaders (n=193) met the feasibility criteria of establishing or teaching strength training classes. There was no difference in the percentage of peer leaders (80%, n=119) and professional leaders (78%, n=74) who established or taught classes (P5.71) despite significant differences in their demographic and health profiles. Ninety-seven self-sustaining strength training classes were established in senior and community centers, and 2,217 older adults (women, n=1,942; men, n=275) aged 50 to 97 with multiple chronic medical conditions enrolled. In conclusion, training peer and professional leaders is a feasible and successful model for disseminating a community strength training program for older adults. Widespread dissemination of this program has significant public health implications for increasing physical activity participation by older adults.

  5. The Role of Local Leaders in Community Development Programmes ...

    African Journals Online (AJOL)


    finance community development projects in the area. 3.76. 1.11 Important. 5. Developing a plan of work for the community projects. 3.69. 1.21 Important. 6. Legitimization of development projects in the community. 3.67. 0.95 Important. 7. Diffusing and educating rural people on government/non- government intentions for the ...

  6. A Youth-Leader Program in Baltimore City Recreation Centers: Lessons Learned and Applications. (United States)

    Trude, Angela C B; Anderson Steeves, Elizabeth; Shipley, Cara; Surkan, Pamela J; Sato, Priscila de Morais; Estep, Tracey; Clanton, Stella; Lachenmayr, Lisa; Gittelsohn, Joel


    Peer-led interventions may be an effective means of addressing the childhood obesity epidemic; however, few studies have looked at the long-term sustainability of such programs. As part of a multilevel obesity prevention intervention, B'More Healthy Communities for Kids, 16 Baltimore college students were trained as youth-leaders (YLs) to deliver a skill-based nutrition curriculum to low-income African American children (10-14 years old). In April 2015, formative research was used to inform sustainability of the YL program in recreation centers. In-depth interviews were conducted with recreation center directors ( n = 4) and the YLs ( n = 16). Two focus groups were conducted with YLs ( n = 7) and community youth-advocates ( n = 10). Barriers to this program included difficulties with transportation, time constraints, and recruiting youth. Lessons learned indicated that improving trainings and incentives to youth were identified as essential strategies to foster continuity of the youth-led program and capacity building. High school students living close to the centers were identified as potential candidates to lead the program. Based on our findings, the initial intervention will be expanded into a sustainable model for implementation, using a train-the-trainer approach to empower community youth to be change agents of the food environment and role models.

  7. Developing Managers and Leaders: Experiences and Lessons from International NGOs


    Jayawickrama, Sherine S


    This paper explores the context, practice and lessons related to management and leadership development in a handful of large international NGOs (INGOs) focused on humanitarian and development efforts. The paper is based on eighteen semi-structured interviews with senior managers of human resources or organizational development at INGOs including ActionAid, CARE, Catholic Relief Services, Habitat for Humanity, Médecins Sans Frontières, Mercy Corps, Oxfam, Save the Children and World Vision. I...

  8. Automatic Program Development

    DEFF Research Database (Denmark)

    by members of the IFIP Working Group 2.1 of which Bob was an active member. All papers are related to some of the research interests of Bob and, in particular, to the transformational development of programs and their algorithmic derivation from formal specifications. Automatic Program Development offers...... a renewed stimulus for continuing and deepening Bob's research visions. A familiar touch is given to the book by some pictures kindly provided to us by his wife Nieba, the personal recollections of his brother Gary and some of his colleagues and friends....

  9. Developing Library Leaders for the 21st Century. (United States)

    Schreiber, Becky; Shannon, John


    Discusses the need to develop leadership in the library profession and describes leadership training methods. Highlights include core values and beliefs guiding leadership training; critical leadership traits; a design model for leadership training; strategies for administrators to develop leadership within their libraries; and stages of…

  10. AASA Honors Leaders in Staff Development, Educational Research. (United States)

    School Administrator, 1992


    The 1990-91 AASA/National Staff Development Council Award for Outstanding Achievement in Professional Development went to Hattiesburg (Mississippi) Public Schools. Top educational research honors went to graduate student Dianne E. Ashby, for an HIV project at Illinois State University, and educational psychologist Lou Ann S. Dickson, for a project…

  11. Exploring the notion of a 'capability for uncertainty' and the implications for leader development

    Directory of Open Access Journals (Sweden)

    Kathy Bennett


    Full Text Available Orientation: With uncertainty increasingly defining organisational contexts, executive leaders need to develop their ‘capability for uncertainty’ – the ability to engage with uncertainty in their organisational context and to lead others, while simultaneously managing their own experience of uncertainty. However, what constitutes such a holistic ‘capability for uncertainty’ is not clear.Research purpose: The purpose was to gain an understanding of what constitutes a capability for uncertainty.Motivation for the study: Gaining an understanding of what components constitute leaders’ capability for uncertainty would provide a basis for determining what interventions would be relevant for developing leaders towards achieving such a capability.Research approach, design and method: An interpretive qualitative approach was adopted, using interpretative phenomenological analysis to gain an understanding of what capability executive leaders developed through their lived experience of uncertainty. Two purposive samples of six executive leaders from two different South African companies (a private company and a state-owned company, which had both been experiencing long-term organisational uncertainty prior to and up to the time of the study, were used. Data were collected through semi-structured interviews.Main findings: The executives all developed their capability for uncertainty through lived experiences of uncertainty, to a greater or lesser extent. Five components were identified as constituting a holistic capability for uncertainty, as follows: a sense of positive identity, an acceptance of uncertainty, effective sense-making, learning agility and relevant leadership practices during organisational uncertainty.Practical/managerial implications: Organisations need to target and design leader development interventions to specifically develop these components of a holistic capability for uncertainty in executives and leaders, enabling them

  12. Reflection: an educational strategy to develop emotionally-competent nurse leaders. (United States)

    Horton-Deutsch, Sara; Sherwood, Gwen


    This paper explores educational strategies for nurses that focus on reflectivity and promote the development of self-awareness, relationship and communication skills and ability to lead with presence and compassion in the midst of change. Today nurses move rapidly from carefully-controlled educational experiences to a fast-paced clinical world of increasing patient complexity amid calls for improved quality of care. Making the transition to clinical competence and leadership in practice requires a strong sense of self and emotional intelligence. Pedagogies that integrate theoretical and data-based textbook learning with experiential learning and reflection are a foundation for the development of emotionally- and intellectually-competent leaders and requires new ways of assessing learner outcomes. Reflection is a key instructional strategy for preparing transformational nurse leaders for interdisciplinary settings where they lead patient care management. The remarkable global spread of reflection in nursing education, practice and research follows an emphasis on developing self-awareness as a leadership strategy for improving individual and organizational performance. Empirical, experiential and anecdotal evidence suggests that reflection has the potential to prepare emotionally-capable nurse leaders. As educators create more reflective and nurturing learning environments, they will promote the development of emotionally-competent nurse leaders who will, in turn, inspire individual and organizational growth and positive change in society.

  13. Leaders of Sustainable Development Projects: Resources Used and Lessons Learned in a Context of Environmental Education? (United States)

    Pruneau, Diane; Lang, Mathieu; Kerry, Jackie; Fortin, Guillaume; Langis, Joanne; Liboiron, Linda


    In our day, leaders involved in ingenious sustainable development projects plan spaces and implement practices that are beneficial to the environment. These initiatives represent a fertile source of information on the competences linked to environmental design that we should nurture in our students. In view of improving our understanding of the…

  14. Developing Future Women Leaders: The Importance of Mentoring and Role Modeling in the Girls' School Context (United States)

    Archard, Nicole


    In this article, I explore the concepts of mentoring and role modeling with regard to developing student leaders within the girls' school context. The foundation for this discussion lies in two qualitative studies involving staff and students from girls' schools located in Australia, New Zealand, and South Africa. Both survey and focus groups were…

  15. Personal, Professional Coaching: Transforming Professional Development for Teacher and Administrative Leaders (United States)

    Patti, Janet; Holzer, Allison A.; Stern, Robin; Brackett, Marc A.


    This article makes the case for a different approach to the professional development of teachers and school leaders called personal, professional coaching (PPC). Personal, professional coaching is grounded in reflective practices that cultivate self-awareness, emotion management, social awareness, and relationship management. Findings from two…

  16. Student Organizations as Venues for Black Identity Expression and Development among African American Male Student Leaders (United States)

    Harper, Shaun R.; Quaye, Stephen John


    Ways in which membership in student organizations, both predominantly Black and mainstream, provide space for Black identity expression and development were explored in this study. Based on individual interviews conducted with African American male student leaders at six predominantly White universities, findings reveal a nexus between Black…

  17. How Educational Leaders Learn to Develop Strategy for Their Institution: A Case Study (United States)

    VanDenBerghe, Claire L.


    The purpose of this research study was to acquire greater insight into how educational leaders learn to develop strategies for their institution. Through a better understanding of the process by which such learning occurs, the researcher sought to uncover the factors that facilitate or impede these learning opportunities, particularly with regard…

  18. Changing Mindsets to Transform Security: Leader Development for an Unpredictable and Complex World (United States)


    129 Addressing Changing Mindsets: Transforming Next Generation Leader Development with Transmedia Learning By Elaine M...discusses the technology, people, process, and organization of transmedia learning; and shows how it can help meet current demands to transform educational...the next chapter, Dr. Elaine Raybourn describes transmedia learning, an in- structional design approach adapted from transmedia storytelling used by

  19. Counseling for the Training of Leaders and Leadership Development: A Commentary (United States)

    Barreto, Alfonso


    Counseling is the instrument that empowers training and forges the development of leaders in their essential drive to inspire and guide others. As much a discipline and praxis as a professional practice, counseling increases consciousness and optimizes the management and synergy of human energy. This article addresses methods for sustaining…

  20. Leadership Development through Mentoring in Higher Education: A Collaborative Autoethnography of Leaders of Color (United States)

    Chang, Heewon; Longman, Karen A.; Franco, Marla A.


    In this collaborative autoethnography, we explored how 14 academic and administrative leaders of color working in faith-based higher education have experienced personal and professional mentoring, and how mentoring experiences have influenced their leadership development. All participants identified a wide array of developmental relationships that…

  1. Leader reliance on subordinates across nations that differ in development and climate

    NARCIS (Netherlands)

    Van de Vliert, E; Smith, P B

    How, where, and why do leaders follow the people they lead? An 84-nation analysis of survey responses from 19,525 managers shows that their reliance on subordinates depends on the level of wealth and development, and the harshness of cold or hot climates. In support of the thermal demands-resources

  2. "System Leader" Consultancy Development in English Schools: A Long-Term Agenda for a Democratic Future? (United States)

    Close, Paul


    Within the policy rationale of a "self-improving" school system, there are now several thousand National College designated "system leaders" working as consultants in English schools on aspects of school to school support. So far, there has been no systematic consideration of the long-term development of these consultants in…

  3. Role of Department Heads in Academic Development: A Leader-Member Exchange and Organizational Resource Perspective (United States)

    Horne, Andre Leonard; du Plessis, Yvonne; Nkomo, Stella


    This article examines the role of leadership in the development of academic talent in higher education from a social exchange and organizational support perspective. Drawing from a sample of academic staff at a large South African university, the study investigates the extent to which a quality leader-member exchange relationship versus a formal…

  4. Rescuing Tomorrow Today: Fixing Training and Development for DHS Leaders (United States)


    key missions, preparedness. Preparedness was the second greatest external factor affecting DHS’s leadership response. Preparedness, like leadership...99 “ Career Development,” Department of Homeland Security,”August 25, 2015, employee - career -development...first essential factor is training material. DHS has yet to determine which leadership characteristics it wishes to see in all its employees , and thus

  5. Factors that act as facilitators and barriers to nurse leaders' participation in health policy development. (United States)

    Shariff, Nilufa


    Health policies impact on nursing profession and health care. Nurses' involvement in health policy development ensures that health care is safe, of a high quality, accessible and affordable. Numerous factors influence nurse leaders' ability to be politically active in influencing health policy development. These factors can be facilitators or barriers to their participation. There is scant research evidence from Eastern African region that draws attention to this topic. This paper reports part of the larger study. The objectives reported in this paper were those aimed to: build consensus on factors that act as facilitators and barriers to nurse leaders' participation in health policy development in Kenya, Uganda and Tanzania. A DELPHI SURVEY WAS APPLIED WHICH INCLUDED: expert panelists, iterative rounds, statistical analysis, and consensus building. The expert panelists were purposively selected and included national nurse leaders in leadership positions in East Africa. Data collection was done, in three iterative rounds, and utilized a questionnaire with open and closed ended questions. 78 expert panelists were invited to participate in the study; the response rate was 47% of these 64.8% participated in the second round and of those 100% participated in the third round. Data analysis was done by examining the data for the most commonly occurring categories for the open ended questions and descriptive statistics for structured questions. The findings of the study indicate that both facilitators and barriers exist. The former include: being involved in health policy development, having knowledge and skills, enhancing the image of nursing and enabling structures and processes. The latter include: lack of involvement, negative image of nursing and structures and processes which exclude them. There is a window of opportunity to enhance national nurse leaders' participation in health policy development. Nurse leaders have a key role in mentoring, supporting and

  6. Developing An Internship Program. (United States)

    Chase, Valerie


    Provided are suggestions for developing museum/aquarium internship programs. These include writing detailed job descriptions, advertising, designing application forms asking all the information needed, supervising the interns, interviewing applicants as they were applying for a paid position, and others. (JN)

  7. Developing Discussion Leaders through Scaffolded Lesson-Study (United States)

    Kohlmeier, Jada; Saye, John


    In this study we report the findings of a two-year professional development study using scaffolded lesson-study to encourage and support four teachers' desire to use discussion with increased frequency and quality. We joined a collaborative community of practice made up of one university researcher, two classroom teachers, and a political science…

  8. Holistic School Leadership: Development of Systems Thinking in School Leaders (United States)

    Shaked, Haim; Schechter, Chen


    Background: Systems thinking is a holistic approach that puts the study of wholes before that of parts. It does not try to break systems down into parts in order to understand them; instead, it focuses attention on how the parts act together in networks of interactions. Purpose: This study explored the development of holistic school leadership--an…

  9. Developing Principals as Racial Equity Leaders: A Mixed Method Study (United States)

    Raskin, Candace F.; Krull, Melissa; Thatcher, Roberta


    This article will present information and research on how a college of education is intentionally developing principals to lead with confidence and racial competence. The nation's student achievement research is sobering: our current school systems widen already existing gaps between white students and students of color, (Darling-Hammond, L. 2004,…

  10. The role of identity in the development of senior leader expertise :|ba constructive-developmental perspective


    Popkova, Oxana


    Background: The multi-billion dollar leadership development industry relies on practitioner approaches that in mainstream prescribe the content view of leadership pipeline development – recruiting in traits and attributes, and training up skills and behaviours. This approach is not delivering the expected results. However, a reliable evidence-based process approach to leader development has not yet emerged. Purpose: This study addresses the insufficiency of the current theory and evidence ...

  11. Learn to Lead: Mapping Workplace Learning of School Leaders (United States)

    Hulsbos, Frank Arnoud; Evers, Arnoud Theodoor; Kessels, Joseph Willem Marie


    In recent years policy makers' interest in the professional development of school leaders has grown considerably. Although we know some aspect of formal educational programs for school leaders, little is known about school leaders' incidental and non-formal learning in the workplace. This study aims to grasp what workplace learning activities…


    Directory of Open Access Journals (Sweden)

    Vasilyeva Anna Valerevna


    Full Text Available The last few years the number of online video viewers in France increased by 15-20% per year. The most popular websites are the world famous video hosting «YouTube» and «Dailymotion», but the French usual television channels occupy a ranking of the most visited sites too. The most successful websites belong to the private group «TF-1» and the social group «France Television». The company «TF-1» achieves this by running the big deal of new convenient and useful services for television viewers, and the group «France Television» relies on the active development of the interesting internet projects. A successful strategy of the development in the internet allows broadcasters once again to advertise their products and thereby increase the audience. In addition, they get a new information platform for expansion and diversification their work as a media.

  13. The Fast Follower: Coming Up Behind Development Leaders (United States)


    product life cycles. Since the end of World War II, the United States has relied greatly upon technical solutions to fight and win across the battle...organization whose product development processes can best and most quickly fit the technology to the needs of the warfighter. With reliance’s largest and most advanced battery factory with a goal of producing enough batteries for 500,000 electric cars by 2020. Toyota is pursuing an

  14. Using Video Cases to Scaffold Mentoring Competencies: A Program Design from the Young Women Leaders Program (United States)

    Lewis, Bryan Rossiter


    This capstone project conducted an intervention using video cases to scaffold traditional methods of concept presentation in a youth mentoring program. Video cases delivered online were chosen as a methodology to strengthen the support and practitioner aspects indicative of mentoring program success rates (D. L. DuBois, Holloway, Valentine, &…

  15. Obsolescence Management Program Development

    Energy Technology Data Exchange (ETDEWEB)

    Clancey, C.; Santoro, R.


    The nuclear power operators have minimal control over when a manufacturer discontinues supporting or fabricating replacement parts and components, however, proactive planning can minimize the impact and potential high costs of these obsolescence issues. The objective of an obsolescence management program is to ensure that obsolescence is managed as an integral part of plant processes, from identification and prioritization of upcoming challenges, to implementation of obsolescence solutions. This ensures that the impact of obsolescence on equipment reliability is minimized and the most cost-effective solution is implemented. This paper presents an industry proven obsolescence management program development strategy. (Author)

  16. Finance Leaders Link Climate Change to Economic Development (United States)

    Showstack, Randy


    "If we don't tackle climate change, with the kinds of disasters that are lurking in our future, a single event could reverse years of development success in individual countries," World Bank Group president Jim Yong Kim said at a 9 October forum at the start of the bank's 2013 annual meeting in Washington, D. C. The current annual cost of responding to natural disasters is about U.S. 6 billion, and that projection suggests that the cost could increase to up to 1 trillion a year by the year 2050, Kim said.

  17. Role of Puskesmas Leader in Development of UKBM in Purbalingga District

    Directory of Open Access Journals (Sweden)

    Aryo Ginanjar


    Full Text Available Background: Implementation of Puskesmas function as the center of society empowerment was done through thedevelopment of UKBM in work region of Puskesmas. This research aims to know the role of Puskesmas leader in PurbalinggaDistrict, Central Java Province in the implementation of Puskesmas function as the the center of society empowermentthrough development of UKBM. Role of Puskesmas leader that were analyzed in this research were role of motivation,communication, leadership, guidance, observation and supervision. Methods: The mainsubject of this research were7 leaders of Puskesmas in Purbalingga District. The supporting subject were 7 people worked as Health Promotor in 7Puskesmas and 1 person worked as Head of Society Empowerment and Health Promotion Divition Purbalingga District.Research type is descriptive with qualitative approach. Results of indepth interview, observation, and document analysisshowed that the knowledgeof the Puskesmas leader in Purbalingga District concerning Puskesmas function as the center ofsociety empowrement represent the Health Paradigm through facilities in the form of UKBM as the active participation fromsociety to increase health degree of Indonesian society. Results: The role of Puskesmas leader in aspects of motivation, communication, guidance, supervise, and development of UKBM had been done well. The leadership role was applied bythe combination of Democratic and Autoritary style of leadership. The difference of the role between Puskesmas leadersfrom medical background and nonmedical background was found insupervision aspect. Conclusion: Department of Healthneeds to undertake human resource development in the health center which has a dual leadership with the workload sothat the role of supervision has not run optimally.

  18. Preparing Teacher Leaders: Perceptions of the Impact of a Cohort-Based, Job Embedded, Blended Teacher Leadership Program (United States)

    Ross, Dorene; Adams, Alyson; Bondy, Elizabeth; Dana, Nancy; Dodman, Stephanie; Swain, Colleen


    This qualitative study was designed to examine teachers' and principals' perceptions of the impact of a graduate program designed to prepare teacher leaders. Impact was investigated through interviews with 20 graduates and 6 principals. Using Mezirow's concept of transformational learning, the study documents perceived transformation of teachers'…

  19. Survey of Need for an Educational Program for Cardiac Exercise Technicians and Leaders. Vol. VIII, No. 12. (United States)

    McKay, Elizabeth R.; Lucas, John A.

    To determine the feasibility of establishing a program for training cardiac exercise technicians and leaders at William Rainey Harper College, a survey instrument was mailed to 901 organizations who were potential employers. No follow-up was used and 85 questionnaires were returned (9.4%). It was assumed that none of the non-respondents were…

  20. Understanding the Organizational Context of Academic Program Development (United States)

    Dee, Jay R.; Heineman, William A.


    This chapter provides a conceptual model that academic leaders can use to navigate the complex, and often contentious, organizational terrain of academic program development. The model includes concepts related to the institution's external environment, as well as internal organizational structures, cultures, and politics. Drawing from the…

  1. Freshman-Year Program Leadership Intervention: A Study of Public Urban College and University Leaders' Response to Cultural Influences (United States)

    Cantave, Obert G.


    Regardless of the leadership traits and strengths of an organizational or program leader, he or she is expected to visualize beyond the current state of his or her organization or program in order to remain relevant and competitive. The leader's ability to understand the organizational environment and constituents is vital for the…

  2. Technical Leadership Development Program (United States)


    Videos of people interacting with different styles were shown requiring participants to observe and describe the attributes of the four styles. The...course to address the relationship between the today’s defense acquisition processes and the continuously changing, dynamically interacting strategic...Truths of the Storyteller .” In the paper, Guber discusses the “leader as storyteller ” and defines the need for effective communication to be “true to

  3. We Walk by Faith, Not by Sight: An Inquiry of Spirituality and Career Development of Black Women Leaders in Academe (United States)

    Brown McManus, Kecia Chivonne


    The purpose of this study was to explore, with eleven Black women leaders in higher education, their perception of spirituality and its impact on their career development. A purposive sample of Black women leaders at research-intensive institutions along the Eastern seaboard was examined in order to understand: (1) How do participants define…

  4. Examples of sports-based youth development programs. (United States)

    Berlin, Richard A; Dworkin, Aaron; Eames, Ned; Menconi, Arn; Perkins, Daniel F


    The authors provide examples of sports-based youth development programs and offer information about program mission and vision, program design and content, evaluation results, and program sustainability. The four sports-based youth development programs presented are Harlem RBI, Tenacity, Snowsports Outreach Society, and Hoops & Leaders Basketball Camp. These programs serve diverse audiences with diverse missions, but all are focused on using sports to develop life skills and facilitate learning. Harlem RBI serves boys and girls ages seven to eighteen living in East Harlem. The program combines baseball, academic, and enrichment programs with the overall goal that participants who enter the program as vulnerable children graduate as resilient young adults. Tenacity, a nonprofit organization with headquarters in Boston, uses tennis to attract and retain students who particiate in a high-quality academic support and physical fitness program. The mission of Snowsports Outreach Society, based in Vail, Colorado, is building character in at-risk and underprivileged youth to develop their decision-making ability for healthy and successful life experiences. Hoops & Leaders Basketball Camp is a youth mentoring and leadership development program that offers summer camp experiences to improve the lives of at-risk urban youth in New York City. It uses the game of basketball to provide youth with caring mentors, develop leadership skills, and offer exposure to different educational and career paths.

  5. The Development Needs of Newly Appointed Senior School Leaders in the Western Cape South Africa: A Case Study

    Directory of Open Access Journals (Sweden)

    Nelius Jansen van Vuuren


    Full Text Available The essential role that senior school leaders play in school leadership teams to ensure effective strategic leadership in schools has been the subject of intense discussion for many years. Crucial to this debate is the establishment of professional learning and leadership approaches for newly appointed senior school leaders. Recommendations for policy and practice highlight the importance of appropriate, multifaceted, developmental support initiatives for newly appointed school leaders. In many countries, including South Africa, a teaching qualification and, in most cases, extensive teaching experience is the only requirement for being appointed as a senior school leader in a school. This tends to suggest that no further professional development is required for newly appointed school leaders, the problem addressed in this paper. This paper reports on the main findings of the perceived development needs of newly appointed senior school leaders in the Western Cape, South Africa, and suggests that school leaders occupy a unique and specialist role in education, which requires relevant and specific preparation to support effective leadership. The respondents of this study report a lack of contextualised training and support before and after their appointment in their new roles creating unique development needs. This paper, therefore, employs a mixed-method approach to gather data to understand the perceived needs of twenty newly appointed senior school leaders in the Western Cape, South Africa.

  6. Developing the Clinical Nurse Leader Survey Instrument: A Modified Delphi Study. (United States)

    Bender, Miriam; Avolio, Alice; Baker, Patricia; Harris, James L; Hilton, Nancy; Hites, Lisle; Roussel, Linda; Shirley, Bobbi; Thomas, Patricia L; Williams, Marjory


    Clinical nurse leader (CNL)-integrated care delivery is an emerging nursing model, with growing adoption in diverse health systems. To generate a robust evidence base for this promising nursing model, it is necessary to measure CNL practice to explicitly link it to observed quality and safety outcome improvements. This study used a modified Delphi approach with an expert CNL panel to develop and test the face, content, and construct validity of the CNL Practice Survey instrument.

  7. Developing behavioural complexity among global leaders: an international, cross-continental study


    Conway, Edel; Monks, Kathy; Buckley, Finian; Bagram, Jeff; Barrister, Brendan


    Research evidence exists which indicates that the degree to which managers can develop behavioural complexity is linked to more effective leadership and higher firm performance. Behavioural complexity relates to the capacity for managers or leaders to engage in a wide repertoire of behaviours which will enable them to both maintain continuity and lead change. This paper sets out to explore differences in behavioural complexity among managers across different international contexts and across ...

  8. Future directions in leadership - implications for the selection and development of senior leaders


    Wallace, Anthony G.


    Approved for public release; distribution is unlimited This thesis examines contemporary ideas on leadership with special emphasis on how these concepts affect the development and selection of senior leaders. Leadership is a complex discipline and is described and analyzed through different leadership theories and models. Ongoing leadership research is promoting more integrative leadership constructs. Common features of effective leadership are present in the different models, as well as c...

  9. Antecedents and consequences of leader authenticity : development and testing of a model.


    Read, John Marcus


    Recent major ecological disasters and economic crises were attributed in part to organizational and national leadership failures over the past decade. In 2005, scholars met to develop the concept of authentic leadership in response to the emerging need for positive forms of leadership (Avolio & Gardner, 2005) that build sustainable organizations and communities. Integrated models link psychological attributes of leaders and their ability and economic performance data to deliver positive outco...

  10. Leaders and Outsiders – Management of Regional Development in the Light of Europe 2020 Indicators


    Zimny, Artur; Zawieja-Żurowska, Karina


    The reflections on the topic of this article are focused on achieving two goals. First of all, they are to diagnose a present situation of Polish regions in the scope of sustainable development so the situation taking into consideration the issues such as employment, innovation, climate change and energy, education, poverty and social exclusion. Accomplishing this goal will allow to indicate leaders and outsiders, thus the regions which currently have the highest and the lowest chances to ...

  11. Leadership to Success: A Study of the Leadership Behaviors of Dropout Recovery Program Leaders (United States)

    Turner, William S.


    Little is known about the leadership practices and behaviors of the building leaders of dropout recovery schools and how these behaviors correlate with the ability of their student population to pass state-required standardized tests. This study analyzed the responses of 8 building leaders of dropout recovery schools regarding their leadership…

  12. Lead the way, Leader. (United States)

    Hanna, L A


    Effective leaders show objectivity, creativity, and knowledge. They develop personal leadership styles from existing models and use their strength to motivate staff, accomplish organizational goals, and develop future leaders.

  13. The effects of an educational training workshop for community leaders on self-efficacy of program planning skills and partnerships. (United States)

    Li, I-Chuan; Chen, Yu-Chi; Hsu, Ling-Ling; Lin, Chih-hsuan; Chrisman, Noel J


    This aim of this study was to evaluate the effects of a 6-month educational workshop for community leaders designed to improve their confidence in health promotion programmes and to develop partnerships among the participants. It is important for public health nurses to work with community leaders to provide community-orientated services. However, only a few existing studies have reported the content and effects of training programmes aimed at enhancing the capabilities of community leaders. A participatory action research design with pre- and post-test methods was applied in this study. Fifteen community leaders completed a 6-month educational workshop that was held in Tamsui, Taipei and Taiwan. It was designed to enable community leaders to improve their confidence in planning health programmes and developing group partnerships. Data were collected from April 2009 to October 2009, and descriptive statistics and Wilcoxon signed-rank test analyses were carried out. Participants demonstrated improvements in their self-efficacies of planning health programmes by completing a structured questionnaire after attending a 6-month educational workshop (Z =-2·90, P = 0·004). Their confidence in data collection, needs assessment and diagnosis, programme planning, and programme evaluation were significantly improved (Z = -3·1, P = 0·002; Z = -2·42, P = 0·016, Z = -2·84, P = 0·004, and Z = -2·68, P = 0·007, respectively). Providing training workshops for community leaders is a useful strategy for increasing their capabilities and confidence in planning health programmes. Nurses have a responsibility to advocate and provide training programmes for community leaders. © 2011 Blackwell Publishing Ltd.

  14. NNSA Program Develops the Next Generation of Nuclear Security Experts

    Energy Technology Data Exchange (ETDEWEB)

    Brim, Cornelia P.; Disney, Maren V.


    NNSA is fostering the next generation of nuclear security experts is through its successful NNSA Graduate Fellowship Program (NGFP). NGFP offers its Fellows an exceptional career development opportunity through hands-on experience supporting NNSA mission areas across policy and technology disciplines. The one-year assignments give tomorrow’s leaders in global nuclear security and nonproliferation unparalleled exposure through assignments to Program Offices across NNSA.

  15. The Journey to a Program for International Teacher Leaders: Vision, Dilemmas & Success!

    Directory of Open Access Journals (Sweden)

    Leigh C. Martin


    Full Text Available The purpose of this program review is to examine one university's attempt to reach an international market of educators through the development of a master’s degree program designed for K-12 international educators. The program serves as a successful example for other organizations attempting to internationalize their education programs. This study outlines the program growth and development including (1 course design and delivery, (2 lessons learned, (3 program assessment results, and (4 overall impact of the program. Examples of challenges and student experiences highlight the descriptive piece; adding a personal lens on the program development, growing pains, and ultimately the final framework as it applies today. The findings provide several key takeaways. First, the importance of building relationships with those people embedded in the field. Second, the need to understand the lives of international teachers and what is important to them. Finally, how navigating the waters of the university bureaucracy can provide multiple challenges; however, few that cannot be overcome with perseverance and passion. New perspectives were gained as this newly created university program served as a catalyst for infusing global awareness and cultural competencies while increasing enrollment in both graduate and international students.

  16. Innovative Leader Development: Evaluation of the U.S. Army Asymmetric Warfare Adaptive Leader Program (United States)


    Many thanks to Sean Robson from RAND and Eduardo Salas from University of Central Florida for their thoughtful and insightful reviews of this report...To gain additional insight about how the course contributed to learning, a follow-up, open-ended question asked students to identify the two...Prerequisite for Effective Performance Within Complex Environments, Emerald Group Publishing Limited, 2006. Burke, C. Shawn, Kevin C. Stagl, Eduardo

  17. The effect of coronae on leader initiation and development under thunderstorm conditions and in long air gaps

    Energy Technology Data Exchange (ETDEWEB)

    Aleksandrov, N.L. [Moscow Institute of Physics and Technology, Dolgoprudny (Russian Federation); Bazelyan, E.M. [Krzhizhanovsky Power Engineering Institute, Moscow (Russian Federation); Carpenter Jr, R.B.; Drabkin, M.M. [Lightning Eliminators and Consultants, Inc., Boulder, CO (United States); Raizer, Yu P. [Institute for Problems in Mechanics, Moscow (Russian Federation)


    The initiation and development of a leader is theoretically studied by considering an electrode which is embedded in a cloud of space charge injected by a corona discharge. The focus is on the initiation of upward lightning from a stationary grounded object in a thundercloud electric field. The main results are also applicable to the leader process in long laboratory air gaps at direct voltage. Simple physical models of non-stationary coronae developing in free space near a solitary stressed sphere and of a leader propagating in the space charge cloud of coronae are suggested. It is shown that the electric field redistribution due to the space charge released by the long corona discharge near the top of a high object hinders the initiation and development of an upward leader from the object in a thundercloud electric field. The conditions for the formation of corona streamers that are required to initiate a leader are derived. The criteria are obtained for a leader to be initiated and propagate in the space charge cloud. A hypothesis is proposed that the streamers are never initiated near the top of a high object under thunderstorm conditions if at ground level there is only a slowly-varying electric field of the thundercloud. The streamers may be induced by the fast-rising electric field of distant downward leaders or intracloud discharges. (author)

  18. Design and evaluation of simulation scenarios for a program introducing patient safety, teamwork, safety leadership, and simulation to healthcare leaders and managers. (United States)

    Cooper, Jeffrey B; Singer, Sara J; Hayes, Jennifer; Sales, Michael; Vogt, Jay W; Raemer, Daniel; Meyer, Gregg S


    We developed a training program to introduce managers and informal leaders of healthcare organizations to key concepts of teamwork, safety leadership, and simulation to motivate them to act as leaders to improve safety within their sphere of influence. This report describes the simulation scenario and debriefing that are core elements of that program. Twelve teams of clinician and nonclinician managers were selected from a larger set of volunteers to participate in a 1-day, multielement training program. Two simulation exercises were developed: one for teams of nonclinicians and the other for clinicians or mixed groups. The scenarios represented two different clinical situations, each designed to engage participants in discussions of their safety leadership and teamwork issues immediately after the experience. In the scenarios for nonclinicians, participants conducted an anesthetic induction and then managed an ethical situation. The scenario for clinicians simulated a consulting visit to an emergency room that evolved into a problem-solving challenge. Participants in this scenario had a limited time to prepare advice for hospital leadership on how to improve observed safety and cultural deficiencies. Debriefings after both types of scenarios were conducted using principles of "debriefing with good judgment." We assessed the relevance and impact of the program by analyzing participant reactions to the simulation through transcript data and facilitator observations as well as a postcourse questionnaire. The teams generally reported positive perceptions of the relevance and quality of the simulation with varying types and degrees of impact on their leadership and teamwork behaviors. These kinds of clinical simulation exercises can be used to teach healthcare leaders and managers safety leadership and teamwork skills and behaviors.

  19. A tale of two systems lean and agile software development for business leaders

    CERN Document Server

    Levine, Michael K


    A Tale of Two Systems takes us on an intriguing and very realistic journey through the development of two systems - one a spectacular success, and the other an equally spectacular failure. It exposes in detail why one system succeeds and the other fails. In the epilogue, Levine summarizes the lessons leaders should take away from this wonderful tale. This chapter alone is worth the price of the book; following the story brings a deep appreciation of its wisdom.--Mary Poppendieck, author of Implementing Lean Software Development: From Concept to Cash

  20. The Role of Youth Program Leaders in the Use of Technology: Challenges and Opportunities for Youth-Serving Organizations

    Directory of Open Access Journals (Sweden)

    Mimi Nichter


    Full Text Available Youth-serving organizations offer young people an opportunity to gain skills and advance their knowledge of current and evolving technology through experiential learning. The key to ensuring that young people have meaningful learning experiences is directly related to the youth program leader who is responsible for designing and implementing these programs. Programs conducted by well-trained and well-prepared adults are an essential component of community-based interventions. To date, there is relatively limited research on how technology such as smart phones can be used in community-based programs and the success or failure of this as a strategy for delivering information and engaging young people in a program. In this paper, we discuss how technology was introduced into eight programs conducted by youth-serving organizations in the Southwest. We discuss the training of youth program leaders and their experience using technology at their sites, highlighting what worked and what was problematic, how challenges were overcome, and lessons learned.

  1. Evaluation of and Feedback for Academic Medicine Leaders: Developing and Implementing the Memorial Method. (United States)

    Rourke, James; Bornstein, Stephen; Vardy, Cathy; Speed, David; White, Tyrone; Corbett, Paula


    Giving and receiving honest and helpful feedback for leadership development is a common challenge in all types of organizations but particularly in academic medicine. At Memorial University of Newfoundland, in 2014, a consensus emerged to develop a new method for evaluating the leadership performance of the discipline chairs, dean, and vice dean, and to provide these leaders with the evaluation results to help them improve their performance. The leaders responsible for developing and implementing this method (called the Memorial Method) decided to use a survey to obtain faculty members' perceptions about their leader's performance. Beginning in October 2014, a portion of several regular meetings of the discipline chairs with the dean and vice dean was used to develop the survey, by first discussing the broad dimensions of leadership performance, then discussing these dimensions in more detail and drafting specific questions. The resulting survey included 44 quantitative questions addressing eight leadership dimensions. In March-April 2015, the survey was administered electronically to full-time faculty members on a confidential basis. The results were compiled and reported to each discipline chair and to the dean and vice dean. In total, 144/249 faculty responded to the survey (response rate: 58%). For the various dimensions, individual chairs' mean scores ranged from 2.82 to 4.70, and overall mean scores ranged from 3.57 to 4.24. Psychometric properties of the survey suggested it was both reliable and valid. The survey will be repeated, this time with part-time as well as full-time faculty included.

  2. What's Context Got to Do with It? An Exploration of Leadership Development Programs for the Agricultural Community (United States)

    Kaufman, Eric K.; Rateau, Richard J.; Carter, Hannah S.; Strickland, L. Rochelle


    One method to develop leaders is through leadership development programs designed specifically for an intended context. The International Leadership Association (ILA) provides questions for designing programs such programs. This article reflects data collected during the process of developing a leadership program serving the broader agricultural…

  3. Exploring the Importance of Peers as Leaders in the Dream School Program: From the Perspectives of Peer Leaders, Teachers and Principals (United States)

    Holsen, Ingrid; Larsen, Torill; Tjomsland, Hege Eikeland; Servan, Annette Kathinka


    This study explores the experiences of using peers as leaders in a secondary school intervention in Norway from the perspectives of the principals, the teachers and the peer leaders. The overall aims of the intervention are to improve the psychosocial learning environment and promote positive mental health. Five secondary schools which had used…

  4. The Power Within: Institution-Based Leadership Development Programs in Rural Community Colleges in Illinois (United States)

    Sherbini, Jaleh T.


    The purpose of this study was to examine institution-based leadership development programs in rural community colleges in Illinois, and the impact of these programs in supporting and preparing future community college leaders. The study also explored the efficacy of these programs and whether their implementation aligns with the institutions'…

  5. Research program photovoltaics. Review report, list of research projects and annual reports of the project leaders; Forschungsprogramm Photovoltaik 1995. Ueberblicksbericht, Liste der Forschungsprojekte und Jahresberichte der Beauftragten

    Energy Technology Data Exchange (ETDEWEB)

    Nowak, S. [Fribourg Univ., Perolles, Fribourg (Switzerland)


    Besides the overview report of the program leader, the document also reports on the individual projects in the field of solar cells, module and building integration, various projects and studies, international co-ordination. (author) figs., tabs., refs.


    National Research Council Canada - National Science Library



    .... Also, an induction program is presented as an intervention proposal of organization development, on the premise that this program is a first step in the solving of the existing low productivity problem...

  7. Bidirectional leader development in a preexisting channel as observed in rocket-triggered lightning flashes (United States)

    Qie, Xiushu; Pu, Yunjiao; Jiang, Rubin; Sun, Zhuling; Liu, Mingyuan; Zhang, Hongbo; Li, Xun; Lu, Gaopeng; Tian, Ye


    Two cases of bidirectional leader, starting almost immediately below a decaying dart or dart-stepped leader which terminated before reaching the ground, were identified, for the first time, in rocket-triggered lightning flashes based on high-speed video, electric field changes, and channel base current, indicating that a bidirectional leader can be excited by a decayed dart leader and propagate in a preexisting discharge channel. The positive end of the bidirectional leader moved upward along the terminated downward dart leader path, and the negative end extended downward along the decayed initial continuous current or preceding stroke path to the ground and culminated in a return stroke. The positive leader propagated with an average speed of 1.3 × 106 m/s and 2.2 × 106 m/s in the two cases, roughly twice as fast as its negative counterpart with speed of 7.8 × 105 m/s and 1.0 × 106 m/s, respectively. The positive end started earlier than the negative end with a preceding time less than 40.3 µs. The bidirectional leader can be regarded as a recoil leader with the positive end retrogressing along a negative leader channel, whose polarity is contrary to the traditional recoil leader with negative leader end retrogressing along an existing positive leader channel. Weak luminosity was continuously observed during the terminated dart leader and bidirectional leader stage, but the channel current was less than the minimum detection capability of 9.3 A.

  8. Leading Strategic Leader Teams (United States)


    develop teams which provide them capacity and diversity to make sound decisions.1 Strategic leader and top management teams exist throughout...looks at whether a leader should use a team to make a decision; it does not look at how to manage a team process to produce desired outcomes. Yet, the...choices on how to operate his/her team. Leaders of strategic leader teams must recognize and understand how they can manage the processes utilized

  9. A Leadership Education and Development Program for Clinical Nurses. (United States)

    Fitzpatrick, Joyce J; Modic, Mary Beth; Van Dyk, Jennifer; Hancock, K Kelly


    The Leadership Education and Development (LEAD) Program was designed to transform care at the bedside by empowering clinical nurses as leaders. The heart of LEAD was enhancing communication skills of clinical nurses with clinical colleagues and, most importantly, patients and families. Key concepts of leadership/management were included: personal awareness, personal leadership skills/abilities, leading change, leading others individually and in teams, enhancing the patient/provider experience, and the leadership role in outcomes management. A quantitative, longitudinal, survey design was used with 2 cohorts. The program consisted of six 4-hour sessions for 3 to 6 months. Leadership practices were measured before program implementation, at the end of the program, and 3 months after program completion. There were significant increases in leadership practices sustained 3 months after program completion. A range of other outcome measures was included. There is a need for additional leadership development programs for clinical nurses.

  10. A National Peace Education Program in Lebanon: Exploring the Possibilities from the Leaders' Perspectives (United States)

    Tannous, Joseph M.; Oueijan, Harvey N.


    This document reports the findings of a doctoral project regarding peace education in Lebanon. The emergence of Lebanon from a long civil war necessitates the existence of a peace program that will educate the new generations for a culture of peace. In this study, we tried to explore the potential of the development of a unified peace program…

  11. Program for developing leadership in pharmacy residents. (United States)

    Fuller, Patrick D


    An innovative, structured approach to incorporating leadership development activities into pharmacy residency training is described. The American Society of Health-System Pharmacists (ASHP) has called for increased efforts to make leadership development an integral component of the training of pharmacy students and new practitioners. In 2007, The Nebraska Medical Center (TNMC) took action to systematize leadership training in its pharmacy residency programs by launching a new Leadership Development Series. Throughout the residency year, trainees at TNMC participate in a variety of activities: (1) focused group discussions of selected articles on leadership concepts written by noted leaders of the past and present, (2) a two-day offsite retreat featuring trust-building exercises and physical challenges, (3) a self-assessment designed to help residents identify and use their untapped personal strengths, (4) training on the effective application of different styles of communication and conflict resolution, and (5) education on the history and evolution of health-system pharmacy, including a review and discussion of lectures by recipients of ASHP's Harvey A. K. Whitney Award. Feedback from residents who have completed the series has been positive, with many residents indicating that it has stimulated their professional growth and helped prepared them for leadership roles. A structured Leadership Development Series exposes pharmacy residents to various leadership philosophies and principles and, through the study of Harvey A. K. Whitney Award lectures, to the thoughts of past and present pharmacy leaders. Residents develop an increased self-awareness through a resident fall retreat, a StrengthsFinder assessment, and communication and conflict-mode assessment tools.

  12. (Co)Meta-Reflection as a Method for the Professional Development of Academic Middle Leaders in Higher Education (United States)

    Thorpe, Anthony; Garside, Diane


    The professional development of middle leaders in higher education is little considered in existing research, though there are general concerns being raised about the suitability of the professional development opportunities currently available. This article develops and explores the use of meta-reflection as a method for professional development,…

  13. Partnering to develop a talent pipeline for emerging health leaders in operations research. (United States)

    Ng, Alfred; Henshaw, Carly; Carter, Michael


    In initiating its first central office for Quality Improvement (QI), The Scarborough Hospital (TSH) sought to accelerate momentum towards achieving its "Quality and Sustainability" strategic priority by building internal capacity in the emerging QI specialty of operations research. The Scarborough Hospital reviewed existing models of talent management in conjunction with Lean and improvement philosophies. Through simple guiding principles and in collaboration with the University of Toronto's Centre for Healthcare Engineering, TSH developed a targeted approach to talent management for Operations Research (OR) in the Office of Innovation and Performance Improvement, reduced the time from staffing need to onboarding, accelerated the development of new staff in delivering QI and OR projects, and defined new structures and processes to retain and develop this group of new emerging health leaders.

  14. Developing Effective Instructional Programs. (United States)

    Sizemore, Barbara; And Others

    A group of three conference papers, all addressing effective instructional programs, is presented in this document. The first paper, entitled "The Organization--A Viable Instrument for Progress" (Barbara Sizemore), addresses the subject of high-achieving, predominantly black elementary schools. Routines in these schools not present in…

  15. Advancing Systems Engineering Excellence: The Marshall Systems Engineering Leadership Development Program (United States)

    Hall, Philip; Whitfield, Susan


    As NASA undertakes increasingly complex projects, the need for expert systems engineers and leaders in systems engineering is becoming more pronounced. As a result of this issue, the Agency has undertaken an initiative to develop more systems engineering leaders through its Systems Engineering Leadership Development Program; however, the NASA Office of the Chief Engineer has also called on the field Centers to develop mechanisms to strengthen their expertise in systems engineering locally. In response to this call, Marshall Space Flight Center (MSFC) has developed a comprehensive development program for aspiring systems engineers and systems engineering leaders. This presentation will summarize the two-level program, which consists of a combination of training courses and on-the-job, developmental training assignments at the Center to help develop stronger expertise in systems engineering and technical leadership. In addition, it will focus on the success the program has had in its pilot year. The program hosted a formal kickoff event for Level I on October 13, 2009. The first class includes 42 participants from across MSFC and Michoud Assembly Facility (MAF). A formal call for Level II is forthcoming. With the new Agency focus on research and development of new technologies, having a strong pool of well-trained systems engineers is becoming increasingly more critical. Programs such as the Marshall Systems Engineering Leadership Development Program, as well as those developed at other Centers, help ensure that there is an upcoming generation of trained systems engineers and systems engineering leaders to meet future design challenges.

  16. Geriatric Oncology Program Development and Gero-Oncology Nursing. (United States)

    Lynch, Mary Pat; DeDonato, Dana Marcone; Kutney-Lee, Ann


    To provide a critical analysis of current approaches to the care of older adults with cancer, outline priority areas for geriatric oncology program development, and recommend strategies for improvement. Published articles and reports between 1999 and 2015. Providing an interdisciplinary model that incorporates a holistic geriatric assessment will ensure the delivery of patient-centered care that is responsive to the comprehensive needs of older patients. Nursing administrators and leaders have both an opportunity and responsibility to shape the future of geriatric oncology. Preparations include workforce development and the creation of programs that are designed to meet the complex needs of this population. Copyright © 2015 Elsevier Inc. All rights reserved.

  17. Higher Education Leadership Graduate Program Development (United States)

    Freeman, Sydney, Jr.; Chambers, Crystal Renée; Newton, Rochelle


    Graduate programs in higher education administration and leadership have sought to equip students with the knowledge, skills, and competencies for higher education leadership; that is, to prepare globally minded leaders who can navigate the internal and external demands of, and for, higher education. With the use of the Lattuca and Stark model of…

  18. The NFP Strategic Leader (United States)


    32 Parameters The NFP Strategic Leader R. CRAIG BULLIS Individual self-awareness is a strategic leader’s greatest asset,1 and the im-portance of...The article advances the case that effective strategic leader- ship requires behaviors aligned with the Intuitive, Feeling, and Perceiving ( NFP ...SUBTITLE The NFP Strategic Leader 5a. CONTRACT NUMBER 5b. GRANT NUMBER 5c. PROGRAM ELEMENT NUMBER 6. AUTHOR(S) 5d. PROJECT NUMBER 5e. TASK NUMBER

  19. A pico-satellite assembled and tested during the 6th CanSat Leader Training Program


    Colin, Angel


    In this paper, we describe the process to construct a pico-satellite mounted in a bottle of polyethylene terephthalate (PET) of 345 ml. The assembly and tests were made during the 6th CanSat Leader Training Program (CLTP-6) at University Hokkaido-Japan in the summer 2015. The pico-satellite was launched in the facilities of Uematsu Electric Co. Ltd. in Akabira-Japan by a paper model rocket, which achieved a height of approximately 100 m. The mission was designed to measure physical variables,...

  20. Growing Nurse Leaders: Their Perspectives on Nursing Leadership and Today’s Practice Environment (United States)

    Dyess, Susan M; Sherman, Rose O; Pratt, Beth A; Chiang-Hanisko, Lenny


    With the growing complexity of healthcare practice environments and pending nurse leader retirements, the development of future nurse leaders is increasingly important. This article reports on focus group research conducted with Generation Y nurses prior to their initiating coursework in a Master’s Degree program designed to support development of future nurse leaders. Forty-four emerging nurse leaders across three program cohorts participated in this qualitative study conducted to capture perspectives about nursing leaders and leadership. Conventional content analysis was used to analyze and code the data into categories. We discuss the three major categories identified, including: idealistic expectations of leaders, leading in a challenging practice environment, and cautious but optimistic outlook about their own leadership and future, and study limitations. The conclusion offers implications for future nurse leader development. The findings provide important insight into the viewpoints of nurses today about leaders and leadership.

  1. ROTC Validation Study of LEADER MATCH IV, Programmed Instruction in Leadership for the US Army (United States)


    E. Fiedler and Linda Mahar University of Washington S Seattle, Washington 98105 and -I. Robert M. Carroll . Army Research Institute •,et q•\\•’~e009ŕ...Validation Studies of Leader Match. Journal of Applied Psychology, 1978. Fiedler , F. E. A Contingency Model of Leadership Effectiveness. In L. Berkowitz...Ed.), Advances in Experimental Social Psychology (Vol. 1). New York: Academic Press, 1964. Fiedler , F. E. A Theory of Leadership Effectiveness. New


    Directory of Open Access Journals (Sweden)



    Full Text Available The Leader programme was launched to realign the mainstreaming of the European Union’s development policy. In the program period 2004 – 2006 in Hungary, the community initiative was a measure of the National Development Plan’s Operative Programme for Agriculture and Rural Development. The article reveals the experiences of the introduction of the program focusing on the activity of local enterprises in three selected micro-regions of the West-Pannon Region. Results show that the activity of enterprises in the applications has remained at a low level. The main reasons revealed are the following: (a national level orientation lagged far behind the required extent at the launching of programme, (b the support rate of the entrepreneurial sector is lower than in case of other ones, (c the self-government sector utilized a considerable amount of funding sources of application titles.A hagyományos fejlesztési politika átalakítása érdekében született meg az Európai Unió Leader programja. A vidékfejlesztési kezdeményezést Magyarországon 2004- 2006 között az Agrár-és Vidékfejlesztési Operatív Program intézkedéseként vezették be. A cikk a hazai Leader+ program tapasztalatait tárja fel a vállalkozások pályázati aktivitása szempontjából, a Nyugat-dunántúli Régió három különböző megyéjében elhelyezkedő, vizsgált térségben. A kutatás során megállapítást nyert, hogy a régióban a vidéki vállalkozások aktivitása a programban alacsony szinten maradt, melynek okai: (a az országos szintű tájékoztatás a program indításakor nem volt elegendő mennyiségű, (b a vállalkozásoknak más szektoroknál alacsonyabb mértékű a támogatási aránya, (c az önkormányzati szektor a pályázati jogcímekre jutó források jelentős részét felhasználta.

  3. Ethical leadership: perceptions of instructors and academic leaders ...

    African Journals Online (AJOL)

    Ethical leadership: perceptions of instructors and academic leaders of western cluster public universities of Ethiopia. ... This could be more realized by introducing mechanisms of developing leadership skills including leadership development programs to lead today's modern organizations effectively.

  4. Impact of clinical leadership development on the clinical leader, nursing team and care-giving process: a case study. (United States)

    Dierckx de Casterlé, Bernadette; Willemse, An; Verschueren, Marc; Milisen, Koen


    This study explored the dynamics related to a leadership development programme and their impact on the clinical leader, the nursing team and the care-giving process. While there is a growing conviction about the need to invest in transformational leadership in nursing, further insight into the true complexity of leadership development and, more specifically, how leadership can make a difference in nursing and patient outcomes is essential. A single instrumental case study was conducted in a unit of a large academic hospital where a Clinical Leadership development Project (CLP) was implemented successfully. We used mixed methods with multiple sources of data to capture the complexity of leadership development. Data were collected through individual interviews, focus groups and observation of participants. A purposive sample of 17 participants representing a wide variety of team members has permitted data saturation. The data were categorized and conceptualized and finally organized into a framework describing leadership development on the unit and its impact on the leader, the nursing team and the care-giving process. Leadership development is an ongoing, interactive process between the clinical leader and the co-workers. The head nurse became more effective in areas of self-awareness, communication skills, performance and vision. The nursing team benefited because more effective leadership promoted effective communication, greater responsibility, empowerment and job clarity. Improved clinical leadership seemed also to influence patient-centred communication, continuity of care and interdisciplinary collaboration. The results of the study give more insight into the processes underlying the leader's progress towards attaining a transformational leadership style and its impact on the team members. The impact of leadership on the care-giving process, however, remains difficult to describe. The interactive nature of leadership development makes CLP a challenge for the

  5. Developing Poor and Minority Children as Leaders with the Barbara Taylor School Educational Model. (United States)

    Strickland, Gloria; Holzman, Lois


    Describes the Barbara Taylor Educational Model, developed and implemented in Harlem (New York) and in day care and Head Start programs of the Somerset Community Action Program (New Jersey). Presents case studies illustrating how the model enables students to overcome barriers to their development posed by racism, sexism, and classism. (MW)

  6. Mentoring mission leaders of the future. Program prepares laity for ministry leadership. (United States)

    Cullen, M E; Richardt, S; Hume, R


    As religious sponsors increasingly relinquished their CEO positions throughout the 1980s and early 1990s, they established mission integration positions-staffed primarily by women religious-to help ensure the Catholic identity of their facilities. Now that role, too, is undergoing change as sponsors seek to empower the laity in their organizations with responsibility for carrying on the Church's healing mission. At St. Vincent Hospitals and Health Services in Indianapolis, the Daughters of Charity of St. Vincent de Paul, the organization's sponsor, has developed a mentoring program to train the laity in the roles and responsibilities involved in mission. The year-long program has 11 modules that present theory on such topics as ethics, spirituality, the sponsor's history and charism, and the relationship of the healthcare organization to the Church. Participants also attend committee meetings, complete a mission integration project, and gain practical experience in mission-related activities.

  7. Program Leadership from a Nordic Perspective - Managing Education Development

    DEFF Research Database (Denmark)

    Högfeldt, Anna-Karin; Cornell, Ann; Cronhjort, Mikael


    In this paper we focus on university educational development issues by investigating the program leadership at five Nordic technical universities. Specifically, the paper compares definitions, views and experiences of education leadership in the Nordic Five Tech (N5T) universities. The paper does...... their role, their possibilities to lead, and their opportunities of learning to lead. How is time for reflection and development as leaders handled at the different universities? The paper goes on to consider what impact the mandate of the leadership role has on the possibilities for developing educational...... programs. For instance, how can program directors ensure that learning objectives concerning generic skills and abilities are reached? How can program directors drive implementation of integrative and value-oriented topics such as sustainable development, innovation and entrepreneurship?...

  8. Library Leaders: Attributes Compared to Corporate Leaders. (United States)

    Sheldon, Brooke E.


    Discusses attributes of library leaders that are based on a study of library leaders from academic, public, and school libraries; library school deans; and national library association executives. Four recurring characteristics are highlighted: intensity; communication and listening skills; consistency and the ability to develop trust; and…

  9. Expert agreed standards for the selection and development of cancer support group leaders: an online reactive Delphi study. (United States)

    Pomery, Amanda; Schofield, Penelope; Xhilaga, Miranda; Gough, Karla


    The aim of this study was to develop pragmatic, consensus-based minimum standards for the role of a cancer support group leader. Secondly, to produce a structured interview designed to assess the knowledge, skills and attributes of the individuals who seek to undertake the role. An expert panel of 73 academics, health professionals, cancer agency workers and cancer support group leaders were invited to participate in a reactive online Delphi study involving three online questionnaire rounds. Participants determined and ranked requisite knowledge, skills and attributes (KSA) for cancer support group leaders, differentiated ideal from required KSA to establish minimum standards, and agreed on a method of rating KSA to determine suitability and readiness. Forty-five experts (62%) participated in round 1, 36 (49%) in round 2 and 23 (31%) in round 3. In round 1, experts confirmed 59 KSA identified via a systemic review and identified a further 55 KSA. In round 2, using agreement ≥75%, 52 KSA emerged as minimum standards for support group leaders. In round 3, consensus was reached on almost every aspect of the content and structure of a structured interview. Panel member comments guided refinement of wording, re-ordering of questions and improvement of probing questions. Alongside a novel structured interview, the first consensus-based minimum standards have been developed for cancer support group leaders, incorporating expert consensus and pragmatic considerations. Pilot and field testing will be used to appraise aspects of clinical utility and establish a rational scoring model for the structured interview.

  10. Leader Training Conference Report. (United States)

    Michigan-Ohio Regional Educational Lab., Inc., Detroit.

    The purpose of this conference was to prepare key people in the field of education to function as inservice education leaders in their respective settings. It called for participants to learn what the MOREL inservice education program is and what it hopes to accomplish, to identify the role and functions of the inservice education leader, and to…

  11. The Perceptions of Secondary School Middle Leaders Regarding Their Needs Following a Middle Leadership Development Programme (United States)

    Thorpe, Anthony; Bennett-Powell, Gay


    The importance of middle leaders in bringing about improvement in schools is well recognized in the UK, as in many other countries, with the ever-present demand for raising standards and achievement. This article outlines some initial findings and discussion points emerging from the first stage of a project exploring how middle leaders in…

  12. Technical Leadership Development Program (United States)


    the traditional tenets of leadership and management , systems thinking, understanding SOS issues, and thinking and acting holistically. Our element 2.0 Enterprise Leadership and Management UNCLASSIFIED Contract Number: H98230-08-D-0171 DO 002. TO002, RT 004 Report No...mechanisms for leadership of the overall technical effort, for systems engineering, for requirements, management , and for systems integration. o Develop

  13. Evaluating a physician leadership development program - a mixed methods approach. (United States)

    Throgmorton, Cheryl; Mitchell, Trey; Morley, Tom; Snyder, Marijo


    Purpose - With the extent of change in healthcare today, organizations need strong physician leaders. To compensate for the lack of physician leadership education, many organizations are sending physicians to external leadership programs or developing in-house leadership programs targeted specifically to physicians. The purpose of this paper is to outline the evaluation strategy and outcomes of the inaugural year of a Physician Leadership Academy (PLA) developed and implemented at a Michigan-based regional healthcare system. Design/methodology/approach - The authors applied the theoretical framework of Kirkpatrick's four levels of evaluation and used surveys, observations, activity tracking, and interviews to evaluate the program outcomes. The authors applied grounded theory techniques to the interview data. Findings - The program met targeted outcomes across all four levels of evaluation. Interview themes focused on the significance of increasing self-awareness, building relationships, applying new skills, and building confidence. Research limitations/implications - While only one example, this study illustrates the importance of developing the evaluation strategy as part of the program design. Qualitative research methods, often lacking from learning evaluation design, uncover rich themes of impact. The study supports how a PLA program can enhance physician learning, engagement, and relationship building throughout and after the program. Physician leaders' partnership with organization development and learning professionals yield results with impact to individuals, groups, and the organization. Originality/value - Few studies provide an in-depth review of evaluation methods and outcomes of physician leadership development programs. Healthcare organizations seeking to develop similar in-house programs may benefit applying the evaluation strategy outlined in this study.

  14. Are Water-Related Leadership Development Programs Designed to Be Effective? An Exploratory Study (United States)

    Burbach, Mark E.; Floress, Kristin; Kaufman, Eric K.


    Water resource professionals and others involved in managing water resources face increasingly complex challenges. Effective leadership development programs are needed to produce water leaders who can address these challenges. Leadership programs must be designed not simply to increase participants' environmental and leadership knowledge but to…

  15. Evaluation of a Leadership Orientation Program in Taiwan: preceptorship and leader competencies of the new nurse manager. (United States)

    Hsu, Hsiu-Yueh; Lee, Lai-Liang; Fu, Chia-Yun; Tang, Chi-Chieh


    The Leadership Orientation Program is designed to provide new nurse managers with the experience and support that assures them of a smooth transition from their current roles to being managers. The main objective of this study was to gain an understanding of the relationship that exists between a nursing preceptorship and a new nurse manager's competencies; it also attempted to establish a predictive model of leader competencies to improve the program. A descriptive cross-sectional research design and rigorous questionnaires were used in this study. Fifteen new nurse managers, 101 staff nurses, and 20 nurse administrators were recruited from those engaged in ongoing preceptorship. Over the course of the study statistically significant improvements in preceptorship were noted in both new manager educational background and support from staff nurses. Eighty-five percent of new nurse managers had good or excellent performance ratings (Mean=84.25%). The significant predictive factors of nurse leader competencies were the educational background of new managers and the teaching resources available with regard to preceptorship (R(2)=88.5%, F=6.86, p<0.001). Copyright © 2010 Elsevier Ltd. All rights reserved.

  16. Leader vision and the development of adaptive and proactive performance: a longitudinal study. (United States)

    Griffin, Mark A; Parker, Sharon K; Mason, Claire M


    In this study, the authors investigated how leader vision influences the change-oriented behaviors of adaptivity and proactivity in the workplace. The authors proposed that leader vision would lead to an increase in adaptivity for employees who were high in openness to work role change. In contrast, they proposed leader vision would be associated with an increase in proactivity when employees were high in role breadth self-efficacy. These propositions were supported in a longitudinal survey of 102 employees who provided self-report data about their leader and their work behaviors. The findings provide insight into the interaction between leaders and followers in responding to a change imperative. Copyright 2009 APA, all rights reserved.

  17. NCG turbocompressor development program

    Energy Technology Data Exchange (ETDEWEB)

    Nichols, K.E.


    Barber-Nichols, Pacific Gas and Electric and UNOCAL as an industry group applied for a DOE grant under the GTO to develop a new type of compressor that could be used to extract non-condensable gas (NCG) from the condensers of geothermal power plants. This grant (DE-FG07-951A13391) was awarded on September 20, 1995. The installation and startup of the turbocompressor at the PG&E Geysers Unit 11 is covered by this paper. The turbocompressor has operated several days at 17000rpm while the plant was producing 50 to 70 MW.

  18. Developing Collaborative Maternal and Child Health Leaders: A Descriptive Study of the National Maternal and Child Health Workforce Development Center. (United States)

    Clarke, Alina Nadira; Cilenti, Dorothy


    Purpose An assessment of the National Maternal and Child Health Workforce Development Center (the Center) was conducted to describe (1) effects of the Center's training on the use of collaborative leadership practices by MCH leaders, and (2) perceived barriers to collaboration for MCH leaders. The Center provides services to strengthen MCH professionals' skills in three core areas: Change Management/Adaptive Leadership, Evidence-Based Decision Making, and Systems Integration. Description This descriptive qualitative study compares eight interview responses from a sample of the Center's participants and findings from a document review of the training curriculum against an existing framework of collaborative leadership themes. Assessment Systems thinking tools and related training were highly referenced, and the interviewees often related process-based leadership practices with their applied learning health transformation projects. Perceived barriers to sustaining collaborative work included: (1) a tendency for state agencies to have siloed priorities, (2) difficulty achieving a consensus to move a project forward without individual partners disengaging, (3) strained organizational partnerships when the individual representative leaves that partnering organization, and (4) difficulty in sustaining project-based partnerships past the short term. Conclusion The findings in this study suggest that investments in leadership development training for MCH professionals, such as the Center, can provide opportunities for participants to utilize collaborative leadership practices.

  19. Wetland Program Development Grants (WPDGs) (United States)

    U.S. Environmental Protection Agency — The Wetland Grant Database (WGD) houses grant data for Wetland Program Development Grants (created by EPA in 1990 under the Clean Water Act Section 104(b)(3)...

  20. Clinical leadership for high-quality care: developing future ward leaders. (United States)

    Enterkin, Judith; Robb, Elizabeth; McLaren, Susan


    This paper reports upon the development, delivery and evaluation of a leadership programme for aspiring Ward Leaders in one National Health Service Trust in England. The ward sister role is fundamental to quality patient care and clinical leadership, however the role is increasingly difficult to recruit to. A lack of formal preparation and skills development for the role has been widely acknowledged. An evaluation of a programme of education for leadership. Three cohorts (n = 60) completed the programme. Semi-structured questionnaires were completed by participants (n = 36: 60%) at the conclusion of the programme. Qualitative data from questionnaires was analysed using a thematic approach. Participants reported increased political, organizational and self-awareness, increased confidence, feelings of empowerment and the ability to empower others. Opportunities for networking with peers were valued within the action learning approach. For some participants, career intentions were clarified through reflection. The majority of participants had benefited from the leadership programme and valued this development as an empowering preparation for future careers. Investment in leadership preparation for future ward sister roles is strongly recommended as part of a strategy designed to enhance quality improvement, career path development, workforce empowerment and retention. © 2012 Blackwell Publishing Ltd.

  1. Understanding leadership development for young people: creating a multi-dimensional and holistic framework for emerging high-school students as future leaders in KSA


    Almohaimeed, Saleh Abdulaziz


    This thesis concerned with understanding what makes young people as future leaders. It sets out to explore leadership development for secondary school students (12-to-18-year), focussing on what makes young leaders and how they become future leaders. The fundamental purpose of this explanatory and exploratory qualitative study was to investigate leadership development at the age of adolescence. There are three key objectives for this study: (1) to explore and investigate what c...

  2. Supporting Families and Developing Parent Advocates and Leaders among the Immigrant Chinese Community in Boston (United States)

    Ng, Elaine


    Nationally, many resources are spent on programs to ameliorate poor educational and economic outcomes for our children and families, in particular for urban and immigrant families. Programs like the federally funded Head Start, Community Development Block Grants, and thousands of nonprofits across the nation provide out-of-school-time academic and…

  3. The Administrator Development Academy: Addressing the Behaviors, Beliefs and Practices Needed for Future Educational Leaders. (United States)

    McCafferty, Steve; And Others

    The Administrator Development Academy (ADA) is a six-week, intensive, collaborative-learning experience that explores the theory-practice link and effective leadership qualities. Begun in 1985, the academy is part of the educational administration program at the University of Cincinnati (Ohio). The program stresses communication, collegiality,…

  4. DNA methylation program during development. (United States)

    Zhou, Feng C


    DNA methylation is a key epigenetic mark when occurring in the promoter and enhancer regions regulates the accessibility of the binding protein and gene transcription. DNA methylation is inheritable and can be de novo-synthesized, erased and reinstated, making it arguably one of the most dynamic upstream regulators for gene expression and the most influential pacer for development. Recent progress has demonstrated that two forms of cytosine methylation and two pathways for demethylation constitute ample complexity for an instructional program for orchestrated gene expression and development. The forum of the current discussion and review are whether there is such a program, if so what the DNA methylation program entails, and what environment can change the DNA methylation program. The translational implication of the DNA methylation program is also proposed.

  5. Simple Algorithms for Distributed Leader Election in Anonymous Synchronous Rings and Complete Networks Inspired by Neural Development in Fruit Flies. (United States)

    Xu, Lei; Jeavons, Peter


    Leader election in anonymous rings and complete networks is a very practical problem in distributed computing. Previous algorithms for this problem are generally designed for a classical message passing model where complex messages are exchanged. However, the need to send and receive complex messages makes such algorithms less practical for some real applications. We present some simple synchronous algorithms for distributed leader election in anonymous rings and complete networks that are inspired by the development of the neural system of the fruit fly. Our leader election algorithms all assume that only one-bit messages are broadcast by nodes in the network and processors are only able to distinguish between silence and the arrival of one or more messages. These restrictions allow implementations to use a simpler message-passing architecture. Even with these harsh restrictions our algorithms are shown to achieve good time and message complexity both analytically and experimentally.

  6. What Would They Do? Latino Church Leaders and Domestic Violence (United States)

    Behnke, Andrew O.; Ames, Natalie; Hancock, Tina U.


    Understanding what Latino church leaders believe about domestic violence, and what they do when they confront it, is a key step in developing programs to help them engage in domestic violence prevention and intervention activities in their congregations. This article presents the findings from an exploratory study of 28 Latino church leaders. The…

  7. Learn to lead: mapping workplace learning of school leaders

    NARCIS (Netherlands)

    Hulsbos, F.A.; Evers, Arnoud Theodoor; Kessels, Joseph


    In recent years policy makers’ interest in the professional development of school leaders has grown considerably. Although we know some aspect of formal educational programs for school leaders, little is known about school leaders’ incidental and non-formal learning in the workplace. This study aims

  8. Human Capital - A Critical Look at Developing Better Acquisition Leaders and Decision-Makers Using the Power of Emotional Intelligence (United States)


    Empathy Decision Making Leadership Drive Strength Time Mgt Commitment Ethic Assertion Self-Esteem Stress Mgt 10 EI Skills TOTAL TOTAL 19.12522361...Industry Week, Colin Powell was asked if leadership is recognizable. He replied, “The performance of the organization is the ultimate measure of a...elevate their Emotional Intelligence (EI). By being more self-aware of personal leadership strengths and weakness, program leaders will build, and

  9. Haitian Educational Leaders' Perceptions of the Impact and Use of a Master of Education Degree in Developing Teachers (United States)

    Woodmansee, Naomi L.


    Higher education is rapidly becoming more accessible to a larger number of people in low-income countries (LICs) through transnational universities. This study describes how Haitian educational leaders perceived the impact and use of a Master of Education degree in developing teachers. Thirty-three graduates of Laurel University's Master of…

  10. A Longitudinal Study of the Moderating Role of Extraversion: Leader-Member Exchange, Performance, and Turnover during New Executive Development (United States)

    Bauer, Talya N.; Erdogan, Berrin; Liden, Robert C.; Wayne, Sandy J.


    Identifying factors that help or hinder new executives in "getting up to speed" quickly and remaining with an organization is vital to maximizing the effectiveness of executive development. The current study extends past research by examining extraversion as a moderator of relationships between leader-member exchange (LMX) and performance,…

  11. Developing Arizona Turnaround Leaders to Build High-Capacity Schools in the Midst of Accountability Pressures and Changing Demographics (United States)

    Ylimaki, Rose M.; Brunderman, Lynnette; Bennett, Jeffrey V.; Dugan, Thad


    Today's accountability policies and changing demographics have created conditions in which leaders must rapidly build school capacity and improve outcomes in culturally diverse schools. This article presents findings from a mixed-methods evaluation of an Arizona Turnaround Leadership Development Project. The project drew on studies of turnaround…

  12. An Annotated Guide to Developing Educators as Leaders: Engaging in Ethical, Political and Social Discourse and Deliberative Action. (United States)

    Libutti, Patricia


    This annotated guide presents 51 resources on the subject of engagement in ethical, political, and social discourse and deliberative action when developing educators as leaders. Topics include mentoring, empowerment, women's issues, peer coaching, collective bargaining, teacher/principal relationships, and school restructuring. (SM)

  13. Developing and Supporting Early Childhood Teacher Leaders: A Leadership Project Connecting University, Community and Public School Resources (United States)

    Maxfield, C. Robert; Ricks-Doneen, Julie; Klocko, Barbara A.; Sturges, Lisa


    The empowerment of early childhood educators as teacher leaders can translate into effective instructional practices that promote children's development. This paper aims to broaden the discussion about the relationship between early childhood educators and their traditional K-12 counterparts. We seek to present a wider exploration of what it takes…

  14. Development of a chronic care ostomy self-management program. (United States)

    Grant, Marcia; McCorkle, Ruth; Hornbrook, Mark C; Wendel, Christopher S; Krouse, Robert


    Each year a percentage of the 1.2 million men and women in the United States with a new diagnosis of colorectal cancer join the 700,000 people who have an ostomy. Education targeting the long-term, chronic care of this population is lacking. This report describes the development of a Chronic Care Ostomy Self-Management Program, which was informed by (1) evidence on published quality-of-life changes for cancer patients with ostomies, (2) educational suggestions from patients with ostomies, and (3) examination of the usual care of new ostomates to illustrate areas for continued educational emphases and areas for needed education and support. Using these materials, the Chronic Care Ostomy Self-Management Program was developed by a team of multi-disciplinary researchers accompanied by experienced ostomy nurses. Testing of the program is in process. Pilot study participants reported high satisfaction with the program syllabus, ostomy nurse leaders, and ostomate peer buddies.

  15. Development of a Chronic Care Ostomy Self Management Program (United States)

    Grant, Marcia; McCorkle, Ruth; Hornbrook, Mark C.; Wendel, Christopher S.; Krouse, Robert


    Each year a percentage of the 1.2 million men and women in the United States with a new diagnosis of colorectal cancer join the 700,000 people who have an ostomy. Education targeting the long term, chronic care of this population is lacking. This report describes the development of a Chronic Care Ostomy Self Management Program, which was informed by (1) evidence on published quality of life changes for cancer patients with ostomies, (2) educational suggestions from patients with ostomies, and (3) examination of the usual care of new ostomates to illustrate areas for continued educational emphases and areas for needed education and support. Using these materials, the Chronic Care Ostomy Self Management Program was developed by a team of multi-disciplinary researchers accompanied by experienced ostomy nurses. Testing of the program is in process. Pilot study participants reported high satisfaction with the program syllabus, ostomy nurse leaders, and ostomate peer buddies. PMID:23104143

  16. Social class, leaders and leadership: a critical review and suggestions for development. (United States)

    Martin, Sean R; Innis, Benjamin D; Ward, Ray G


    The consideration of social class in leadership research presents many exciting directions for research. In this review, we describe and summarize how social class research has been applied to the study of leaders and the leadership process, noting that while evidence suggests those from higher social classes are more likely to occupy formal leader roles in organizations, there is little evidence suggesting that they are more effective in these roles than those from lower social classes. We conclude with a discussion of important, unanswered theoretical questions about how social class relates to the process of leadership-most notably, whether those from different classes internalize different beliefs and expectations about how people in leader and follower roles should act, and how matches or mismatches in those beliefs and expectations shape leader-follower interactions and outcomes. Copyright © 2017 Elsevier Ltd. All rights reserved.

  17. Profile of an excellent nurse manager: identifying and developing health care team leaders. (United States)

    Kallas, Kathryn D


    The purpose of this research was to identify the profile of an excellent nurse manager who can lead effective health care teams. Leadership attributes and competencies that characterize an excellent nurse manager and tools to identify them are lacking in the literature but are required to efficiently and effectively address the growing shortage of registered nurses (RNs) in health care team leadership roles and the critical linkage of these roles to patient outcomes. A profile of an excellent nurse manager was developed on the basis of the responses of nurse managers across the United States who had been identified as excellent or competent by chief nurse executive assessment or/and the Nurse Manager Ability, Leadership, and Support of Nurses staff survey to the Kouzes and Posner Leadership Practices Inventory: Self Instrument. Statistically significant distinctions exist between nurse managers who are excellent and those who are competent as assessed by the Five Practices of Exemplary Leadership, which together comprise the profile of an excellent nurse manager. The Kouzes and Posner Leadership Practices Inventory: Self Instrument can be used to identify, recruit, and develop RNs in the nurse manager role as excellent leaders of effective health care teams.

  18. Sustaining Teen Pregnancy Prevention Programs in Schools: Needs and Barriers Identified by School Leaders (United States)

    Craft, Lesley R.; Brandt, Heather M.; Prince, Mary


    Background: To reduce teen pregnancy rates, prevention programs must be consistently available to large numbers of youth. However, prevention efforts have been historically conducted with little emphasis on ensuring program sustainability. This study examined the needs and barriers to sustaining teen pregnancy prevention (TPP) programming in…

  19. Training Future Leaders of Academic Medicine: Internal Programs at Three Academic Health Centers. (United States)

    Morahan, Page S.; Kasperbauer, Dwight; McDade, Sharon A.; Aschenbrener, Carol A.; Triolo, Pamela K.; Monteleone, Patricia L.; Counte, Michael; Meyer, Michael J.


    Reviews need for internal leadership training programs at academic health centers and describes three programs. Elements common to the programs include small classes, participants from many areas of academic medicine and health care, building on prior experience and training, training conducted away from the institution, short sessions, faculty…

  20. Environmental Education and Development Program

    Energy Technology Data Exchange (ETDEWEB)


    The Environmental Education and Development Program is a component on the effort to accomplish the Office of Environmental Restoration and Waste Management`s (EM) goal of environmental compliance and cleanup of the 1989 inventory of inactive DOE sites and facilities by the year 2019. Education and Development programs were designed specifically to stimulate the knowledge and workforce capability necessary to achieve EM goals while contributing to DOE`s overall goal of increasing scientific and technical literacy and competency. The primary implementation criterion for E&D activities involved a focus on programs and projects that had both immediate and long-range leveraging effects on infrastructure. This focus included programs that yielded short term results (one to five years), as well as long-term results, to ensure a steady supply of appropriately trained and educated human resources, including women and minorities, to meet EM`s demands.

  1. Preparing nurse leaders for 2020. (United States)

    Huston, Carol


    This article highlights eight leadership competencies likely to be an essential part of the nurse leader's repertoire in 2020. Planning for the future is difficult, even when environments are relatively static. When environments are dynamic, the challenges multiply exponentially. Unfortunately, few environments have been more unpredictable in the 21st century than health care. The healthcare system is in chaos, as is much of the business world. It is critical then that contemporary nursing and healthcare leaders identify skill sets that will be needed by nurse leaders in 2020 and begin now to create the educational models and management development programs necessary to assure these skills are present. Essential nurse leader competencies for 2020 include: (i) A global perspective or mindset regarding healthcare and professional nursing issues. (ii) Technology skills which facilitate mobility and portability of relationships, interactions, and operational processes. (iii) Expert decision-making skills rooted in empirical science. (iv) The ability to create organization cultures that permeate quality healthcare and patient/worker safety. (v) Understanding and appropriately intervening in political processes. (vi) Highly developed collaborative and team building skills. (vii) The ability to balance authenticity and performance expectations. (viii) Being able to envision and proactively adapt to a healthcare system characterized by rapid change and chaos. Nursing education programmes and healthcare organizations must be begin now to prepare nurses to be effective leaders in 2020. This will require the formal education and training that are a part of most management development programmes as well as a development of appropriate attitudes through social learning. Proactive succession planning will also be key to having nurse leaders who can respond effectively to the new challenges and opportunities that will be presented to them in 2020.

  2. Successful Transformational Radiology Leaders. (United States)

    Douget, Karen


    Transformational radiology leaders elevate subordinates, expand self-awareness, develop lasting relationships, strive to exceed expectations, and uphold the vision and goals of the organization. In order for radiology leaders to become more transformational in their leadership style there are four fundamental elements they must learn: idealized influence, individualized consideration, inspirational motivation, and intellectual stimulation. Leaders can utilize personality and self-assessments to learn more about themselves, identify areas of strengths and weaknesses, and learn to be more effective when leading employees.

  3. Developing Physical Education Student Leaders through a Leadership Course and a University Collaboration (United States)

    Diedrich, K. C.; Diedrich, Nick


    Physical activity and sport programs offer great opportunities for youth to develop important life skills, including leadership. High school physical education leadership courses are one way to develop leadership and pedagogy skills in students. Leadership courses are also a great way for aspiring physical education teachers in training to gain…

  4. Development and implementation of the Saskatchewan Leadership Program: Leading for healthcare transformation. (United States)

    Mutwiri, Betty; Witt, Christine; Denysek, Christina; Halferdahl, Susan; McLeod, Katherine M


    The Saskatchewan Leadership Program (SLP) was developed based on the LEADS framework and aligned with Lean management to build leadership renewal and sustainability conducive to transformational change in the Saskatchewan health system. This article describes the development, implementation, and evaluation of the SLP, including experiences and lessons learned. © 2015 The Canadian College of Health Leaders.

  5. Leadership development for program directors. (United States)

    Bing-You, Robert; Wiltshire, Whitney; Skolfield, Jenny


    Residency program directors have increasingly challenging roles, but they may not be receiving adequate leadership development. To assess and facilitate program directors' leadership self-awareness and development at a workshop retreat. At our annual program director retreat, program directors and associate program directors from a variety of specialties completed the Thomas-Kilmann Conflict Mode Instrument (TKI), which evaluates an individual's behavior in conflict situations, and the Hersey-Blanchard Situational Leadership (HBSL) model, which measures individuals' preferred leadership style in working with followers. Participants received their results during the retreat and discussed their leadership style results in the context of conflict situations experienced in the past. An online survey was distributed 3 weeks after the retreat to assess participant satisfaction and to determine whether participants would make changes to their leadership styles. Seventeen program directors attended the retreat and completed the tools. On the TKI, 47% preferred the Compromising mode for handling conflict, while 18% preferred either the Avoiding or Accommodating modes. On the HBSL, 71% of program directors preferred a Coaching leadership style. Ninety-one percent of postretreat-survey respondents found the leadership tools helpful and also thought they had a better awareness of their conflict mode and leadership style preferences. Eighty-two percent committed to a change in their leadership behaviors in the 6 months following the retreat. Leadership tools may be beneficial for promoting the professional development of program directors. The TKI and HBSL can be used within a local retreat or workshop as we describe to facilitate positive leadership-behavior changes.

  6. Leadership Development for Program Directors (United States)

    Bing-You, Robert; Wiltshire, Whitney; Skolfield, Jenny


    Background Residency program directors have increasingly challenging roles, but they may not be receiving adequate leadership development. Objective To assess and facilitate program directors' leadership self-awareness and development at a workshop retreat. Methods At our annual program director retreat, program directors and associate program directors from a variety of specialties completed the Thomas-Kilmann Conflict Mode Instrument (TKI), which evaluates an individual's behavior in conflict situations, and the Hersey-Blanchard Situational Leadership (HBSL) model, which measures individuals' preferred leadership style in working with followers. Participants received their results during the retreat and discussed their leadership style results in the context of conflict situations experienced in the past. An online survey was distributed 3 weeks after the retreat to assess participant satisfaction and to determine whether participants would make changes to their leadership styles. Results Seventeen program directors attended the retreat and completed the tools. On the TKI, 47% preferred the Compromising mode for handling conflict, while 18% preferred either the Avoiding or Accommodating modes. On the HBSL, 71% of program directors preferred a Coaching leadership style. Ninety-one percent of postretreat-survey respondents found the leadership tools helpful and also thought they had a better awareness of their conflict mode and leadership style preferences. Eighty-two percent committed to a change in their leadership behaviors in the 6 months following the retreat. Conclusions Leadership tools may be beneficial for promoting the professional development of program directors. The TKI and HBSL can be used within a local retreat or workshop as we describe to facilitate positive leadership-behavior changes. PMID:22132267

  7. Personal and task-related moderators of leader-member exchange among software developers. (United States)

    Ozer, Muammer


    Although earlier studies have shown significant positive relationships between leader-member exchange (LMX) and its outcomes, they have also noted that the effect sizes of these relationships have been modest and heterogeneous. Addressing numerous calls for future studies that examine potential moderators of the LMX-job performance and LMX-job satisfaction relationships and utilizing a multidomain perspective, this study tests the moderating roles of personal (i.e., locus of control) and task-related (i.e., task autonomy) factors on these relationships. The results of an empirical study with a sample of 287 software developers and 164 supervisors participating at a large international information technology exhibition indicated that the LMX-job performance relationship was stronger when employees' locus of control was internal as opposed to when it was external. In addition, it was stronger when task autonomy was high as opposed to when it was low. Moreover, the results suggested that the LMX-job satisfaction relationship was stronger when task autonomy was high as opposed to when it was low. Finally, contrary to theoretical expectations, employees' locus of control did not moderate the LMX-job satisfaction relationship.

  8. Clinical Nurse Leader Integration Into Practice: Developing Theory To Guide Best Practice. (United States)

    Bender, Miriam


    Numerous policy bodies have identified the clinical nurse leader (CNL) as an innovative new role for meeting higher health care quality standards. Although there is growing evidence of improved care environment and patient safety and quality outcomes after redesigning care delivery microsystems to integrate CNL practice, significant variation in CNL implementation has been noted across reports, making it difficult to causally link CNL practice to reported outcomes. This variability reflects the overall absence in the literature of a well-defined CNL theoretical framework to help guide standardized application in practice. To address this knowledge gap, an interpretive synthesis with a grounded theory analysis of CNL narratives was conducted to develop a theoretical model for CNL practice. The model clarifies CNL practice domains and proposes mechanisms by which CNL-integrated care delivery microsystems improve health care quality. The model highlights the need for a systematic approach to CNL implementation including a well-thought out strategy for care delivery redesign; a consistent, competency-based CNL workflow; and sustained macro-to-micro system leadership support. CNL practice can be considered an effective approach to organizing nursing care that maximizes the scope of nursing to influence the ways care is delivered by all professions within a clinical microsystem. Copyright © 2016 Elsevier Inc. All rights reserved.

  9. Leadership Development Program Final Project (United States)

    Parrish, Teresa C.


    TOSC is NASA's prime contractor tasked to successfully assemble, test, and launch the EM1 spacecraft. TOSC success is highly dependent on design products from the other NASA Programs manufacturing and delivering the flight hardware; Space Launch System(SLS) and Multi-Purpose Crew Vehicle(MPCV). Design products directly feed into TOSC's: Procedures, Personnel training, Hardware assembly, Software development, Integrated vehicle test and checkout, Launch. TOSC senior management recognized a significant schedule risk as these products are still being developed by the other two (2) programs; SVE and ACE positions were created.

  10. Razvoj komunikacijskih in vodstvenih kompetenc pri vodjih tehnične stroke = The Development of Communication and Leading Competences among the Leaders of Technical Expertise

    Directory of Open Access Journals (Sweden)

    Mojca Jermanis


    Full Text Available A leader holds an important role in the communication process.His/her way of passing information and of communication continuouslyinfluences the employees as it streams their behaviour and buildsmutual trust. The purpose of this article is to show the development ofcommunication and leading competences for mid-level leaders. Furthermore,the article defines specific competences and their importancefor the efficient management of staff. 152 mid-level leaders workingfor an automotive company – a worldwide automotive supplier –were involved in the research. They completed the education programmefor mid-level leaders. Descriptive statistical techniques and factoranalysis were used for data processing.

  11. Study of the influential leaders, power structure, community decisions, and geothermal energy development in Imperial County, California

    Energy Technology Data Exchange (ETDEWEB)

    Butler, E.W.; Hall, C.H.; Pick, J.B.


    The economy of Imperial County, California, is now dominated by agriculture, but economic studies indicate that the emerging geothermal sector could grow to a size comparable to that of agriculture. The purpose of this study is to discover the kind of power structure operating in Imperial County, the influential leaders, the source of their power, their probable reactions to geothermal development, and the possible effects geothermal development will have on the power structure. Several social science research methods are used to identify the influential leaders and to describe the power structure in Imperial County. An analysis of the opinions of leadership and the public shows the likely response to geothermal development. The power structure analysis, combined with forecasts of the economic effects of geothermal development, indicates the ways in which the power structure itself may change.

  12. Emerging Youth Leaders in an After-School Civic Leadership Program (United States)

    Monkman, Karen; Proweller, Amira


    This qualitative study examines the notion of youth leadership in an after-school program focused on teaching leadership skills and instilling habits of civic engagement within a long-term support program that prioritizes college readiness for low-income minority students. Through activities designed to help youth discover their passions, envision…

  13. Nurturing a Generation of Leaders: The College Library Directors' Mentor Program (United States)

    Hardesty, Larry


    The College Library Directors' Mentor Program has operated for more than 20 years, during which a substantial portion of the target audience of first-year library directors of small colleges has participated. Through this article, the authors identify the purpose of the program, describe its evolution and current status, and examine the nature of…

  14. Leadership in Modern Wars: How the French and American Armies Have Implemented Leader Development and Education 2001-2014 (United States)


    milestones and training courses conditioning their promotion.153 Consequently , the cultural stereotype of the young, inexperienced lieutenant trained by...latest engagements and operations, and develop doctrine in consequence . Acknowledging the uncertain and changing nature of war, both armies rely on a...of the French and the U.S. Armies’ leader development models? This question will remain the focal point of this thesis, but it consequently raises

  15. Do we develop public health leaders?- association between public health competencies and emotional intelligence: a cross-sectional study


    Czabanowska, Katarzyna; Malho, André; Schröder-Bäck, Peter; Popa, Daniela; Burazeri, Genc


    Background Professional development of public health leaders requires a form of instruction which is competency-based to help them develop the abilities to address complex and evolving demands of health care systems. Concurrently, emotional intelligence (EI) is a key to organisational success. Our aim was twofold: i) to assess the relationship between the level of self-assessed public health and EI competencies among Master of European Public Health (MEPH) students and graduates at Maastricht...

  16. A Delphi survey of leadership attributes necessary for national nurse leaders' participation in health policy development: an East African perspective. (United States)

    Jivraj Shariff, Nilufa


    Nurses' involvement in health policy development ensures that health services are: safe, effective, available and inexpensive. Nursing history reveals several legendary nurse leaders who have influenced policy and the course of nursing and health care. In the recent times there have been concerns regarding the availability of effective leaders physically, symbolically and functionally at clinical, organizational and national levels, who can effectively influence health policy. Exerting influence in the policy arena requires that nurse leaders acquire attributes that enable them to be effective in policy development activity. This paper reports part of a larger study whose purpose included: "build consensus on leadership attributes necessary for nurse leaders' participation in health policy development in East Africa". A Delphi survey was utilized and included the following criteria: expert panelists, three iterative rounds, qualitative and quantitative analysis, and building consensus. The study included purposively selected sample of national nurse leaders (expert panelists) from the three East African countries of Kenya, Tanzania and Uganda. The study was conducted in three iterative rounds. Seventy eight (78) expert panelists were invited to participate in the study and 37 (47%) participated in the first round of these; 24 (64.8%) participated in the second round and all invited in the third round 24 (100%) participated. Data collection was done using questionnaires and collected qualitative and quantitative data. Data analysis was done utilizing the principles of qualitative analysis in the first round and descriptive statistics in the second and third rounds. The study achieved consensus on the essential leadership attributes for nurse leaders' participation in health policy and include being able to: influence; communicate effectively; build relationships; feel empowered and demonstrate professional credibility. For nursing to participate in influencing the

  17. Developing future clinical leaders for quality improvement: experience from a London children's hospital. (United States)

    Runnacles, Jane; Moult, Beki; Lachman, Peter


    Medical training does not necessarily prepare graduates for the real world of healthcare in which continual improvement is required. Doctors in postgraduate training (DrPGT) rarely have the opportunity to develop skills to implement changes where they work. Paradoxically they are often best placed to identify safety and quality concerns and can innovate across organisational boundaries. In order to address this, educational programmes require a supportive educational environment and should include experiential learning on a safety and quality project, alongside teaching of quality improvement (QI) knowledge and systems theory. Enabling Doctors in Quality Improvement and Patient Safety (EQuIP) has been designed for DrPGT at a London children's hospital. The aim is to prepare trainees for the future of continual improvement to ensure safe and effective services are developed through effective clinical microsystems. This paper describes the rationale and design of EQuIP with evaluation built in the evolving programme. EQuIP supports DrPGTs through a QI project within their department, aligned to the Great Ormond Street NHS Foundation Trust's objectives. This changes the way DrPGTs view healthcare as they become quality champions for their department. A three-level approach to the programme is described. The innovation involves a peer-designed programme while being work-based, delivering organisational strategies. Results of the preprogramme and postprogramme evaluations demonstrate an improvement in knowledge, skills and attitudes. Benefits to both the DrPGTs and the organisation are emphasised and key factors to achieve success and barriers identified by the participants. The design and evaluation of EQuIP may inform similar educational programmes in other organisations. This capacity building is crucial to ensure that future clinical leaders have the skills and motivation to improve the effectiveness of clinical microsystems.

  18. The Potential of Communities of Practice as Contexts for the Development of Agentic Teacher Leaders: A Three-Year Narrative of One Early Childhood Teacher's Journey (United States)

    Caudle, Lori A.; Moran, Mary Jane; Hobbs, Melody K.


    In this article, the authors use an explanatory narrative of participation and transformation across two consecutive early childhood communities of practice to chronicle the evolution of a teacher leader, Michelle. This narrative illustrates how the continuity of experience spawned her development from apprentice toward an agentic teacher leader,…

  19. Changing the health care system: a professional education program for Hispanic leaders in California. (United States)

    Greenwald, H P; DeVries, R A; Dickstein, D A


    This article reports characteristics and evaluation findings on a program aimed at promoting change in California's health care system by training minority managers and policy specialists. Between 1990 and 1992, 30 Hispanic college graduates enrolled in the University of Southern California's Hispanic Leadership Program. Funded in part by the W. K. Kellogg Foundation, this program led to award of the Master of Health Administration degree and involved students in a series of community workshops. Evaluation took place via alumni surveys and focus groups. Although four individuals failed to complete the program, nearly all others entered careers potentially leading to positions of influence in health care delivery. Graduates indicated that they possessed most of the skills they considered necessary to help improve services to Hispanic people. All had taken concrete action toward this objective. Experience with the program has provided lessons valuable for conducting efforts of this kind, the principal one being that success requires substantial human and material resources. Long-term follow-up will be necessary to assess the program's ultimate impact on California's health care system.

  20. Developing BSN leaders for the future: the Fuld Leadership Initiative for Nursing Education (LINE). (United States)

    Bellack, J P; Morjikian, R; Barger, S; Strachota, E; Fitzmaurice, J; Lee, A; Kluzik, T; Lynch, E; Tsao, J; O'Neil, E H


    The Helene Fuld Leadership Initiative in Nursing Education (LINE) program was designed to enhance beginning leadership competencies of baccalaureate nursing students. Given the increasing need for strong and effective leadership throughout the health care system, and the demands new graduates encounter as they move into practice, the LINE program is built on the premise that leadership skills must be instilled at the undergraduate level. The program achieves its goal through an intensive 5-day institute focused on assessing and developing the leadership competencies of nurse educators and their clinical partners to enable them to be effective agents of curriculum change in their home institutions. The institute also assists participants to redesign their baccalaureate nursing (BSN) curricula to ensure that students learn to: (1) work effectively within and across complex, integrated organizational and institutional boundaries; (2) think and act from the perspective of a system; and (3) communicate, negotiate, lead, and facilitate change within health care organizations. D. Goleman's (1998) framework of emotional intelligence, which addresses both personal competence (managing oneself) and social competence (handling one's relationships with others) provides the framework for operationalizing leadership in the BSN curriculum. To date, 26 BSN programs and their clinical partners have participated in the LINE program, which has the potential to influence the beginning leadership development of more than 2,400 BSN students. Program outcomes reveal that education-practice collaboration, professional networking, individual leadership development of nurse educators and their clinical partners as change agents, and the integration of leadership experiences at all levels of the BSN curriculum are important in developing beginning leadership competencies in BSN students.

  1. Persistence of toxic and unethical leadership: how does the US Army improve leader development and selection (United States)


    iv Contents as a whole to help explain why the MSAF program is constructed as it is. Multi-rater feedback is a specific form of employee appraisal and...assessment used for both retrospective assessment purposes and as a springboard for further employee development. Organizations generally administer

  2. Leader and Team Adaptation: The Influence and Development of Key Attributes and Processes (United States)


    We want to acknowledge a number of graduate students who assisted at different phases of this research effort. They include Lisa Boyce, Celia...simulation. Then, a computer program (i.e., Pathfinder ) was used to develop a networked representation of concepts and derived the degree to which

  3. Leader Development Training Assessment of U.S. Army Training and Doctrine Command (TRADOC) Brigade Commanders (United States)


    seen, the ratings for all items are above the scale neutral point of 2.0. The two elements receiving the highest ratings were " Situational Leadership " (SL...2. Neutral 1. Poor 0. No value 1.1 Decision Making 1.2 Situational Leadership 1.3 Utilizing Group Resources 1.4 Innovative Problem Solving 1.5...DEVELOPMENT PROGRAM (LDP) AS TO THEIR VALUE TOWARD YOUR PROFESSIONAL DEVELOPMENT. * Decision making * Situational Leadership * Utilizing group resources

  4. Spliced leader RNA silencing (SLS - a programmed cell death pathway in Trypanosoma brucei that is induced upon ER stress

    Directory of Open Access Journals (Sweden)

    Michaeli Shulamit


    Full Text Available Abstract Trypanosoma brucei is the causative agent of African sleeping sickness. The parasite cycles between its insect (procyclic form and mammalian hosts (bloodstream form. Trypanosomes lack conventional transcription regulation, and their genes are transcribed in polycistronic units that are processed by trans-splicing and polyadenylation. In trans-splicing, which is essential for processing of each mRNA, an exon, the spliced leader (SL is added to all mRNAs from a small RNA, the SL RNA. Trypanosomes lack the machinery for the unfolded protein response (UPR, which in other eukaryotes is induced under endoplasmic reticulum (ER stress. Trypanosomes respond to such stress by changing the stability of mRNAs, which are essential for coping with the stress. However, under severe ER stress that is induced by blocking translocation of proteins to the ER, treatment of cells with chemicals that induce misfolding in the ER, or extreme pH, trypanosomes elicit the spliced leader silencing (SLS pathway. In SLS, the transcription of the SL RNA gene is extinguished, and tSNAP42, a specific SL RNA transcription factor, fails to bind to its cognate promoter. SLS leads to complete shut-off of trans-splicing. In this review, I discuss the UPR in mammals and compare it to the ER stress response in T. brucei leading to SLS. I summarize the evidence supporting the notion that SLS is a programmed cell death (PCD pathway that is utilized by the parasites to substitute for the apoptosis observed in higher eukaryotes under prolonged ER stress. I present the hypothesis that SLS evolved to expedite the death process, and rapidly remove from the population unfit parasites that, by elimination via SLS, cause minimal damage to the parasite population.

  5. Persistent ER stress induces the spliced leader RNA silencing pathway (SLS, leading to programmed cell death in Trypanosoma brucei.

    Directory of Open Access Journals (Sweden)

    Hanoch Goldshmidt


    Full Text Available Trypanosomes are parasites that cycle between the insect host (procyclic form and mammalian host (bloodstream form. These parasites lack conventional transcription regulation, including factors that induce the unfolded protein response (UPR. However, they possess a stress response mechanism, the spliced leader RNA silencing (SLS pathway. SLS elicits shut-off of spliced leader RNA (SL RNA transcription by perturbing the binding of the transcription factor tSNAP42 to its cognate promoter, thus eliminating trans-splicing of all mRNAs. Induction of endoplasmic reticulum (ER stress in procyclic trypanosomes elicits changes in the transcriptome similar to those induced by conventional UPR found in other eukaryotes. The mechanism of up-regulation under ER stress is dependent on differential stabilization of mRNAs. The transcriptome changes are accompanied by ER dilation and elevation in the ER chaperone, BiP. Prolonged ER stress induces SLS pathway. RNAi silencing of SEC63, a factor that participates in protein translocation across the ER membrane, or SEC61, the translocation channel, also induces SLS. Silencing of these genes or prolonged ER stress led to programmed cell death (PCD, evident by exposure of phosphatidyl serine, DNA laddering, increase in reactive oxygen species (ROS production, increase in cytoplasmic Ca(2+, and decrease in mitochondrial membrane potential, as well as typical morphological changes observed by transmission electron microscopy (TEM. ER stress response is also induced in the bloodstream form and if the stress persists it leads to SLS. We propose that prolonged ER stress induces SLS, which serves as a unique death pathway, replacing the conventional caspase-mediated PCD observed in higher eukaryotes.

  6. The Self-Development Domain: The Forgotten Domain of Leader Development (United States)


    Gesellschaft (Military Society) was founded in Berlin by Gerhard Johann David von Scharnhorst and a few fellow officers to address the issue of a dogmatic...latest articles, users could follow and interact with unmanned systems expert and Wired for War author, Peter Singer , or Lawrence Freedman, a professor...effort. Gerhard Johann David von Scharnhorst (1755-1813) played an instrumental role in developing Clausewitz’ theory of war from the time Carl entered

  7. Engaging with Leadership Development in Irish Academic Libraries: Some Reflections of the Future Leaders Programme (FLP) (United States)

    Fallon, Helen; Maxwell, Jane; McCaffrey, Ciara; McMahon, Seamus


    Four librarians from Irish university libraries completed the U.K. Future Leaders Programme (FLP) in 2010. In this article they recount their experience and assess the effect of the programme on their professional practice and the value for their institutions. The programme is explored in the context of the Irish higher education environment,…

  8. Developing Black and Minority Ethnic Leaders: The Case for Customized Programmes (United States)

    Ogunbawo, Dolapo


    The provision of customized black and minority ethnic (BME) leadership courses and programmes is one of the measures being employed to address the under-representation of teachers and school leaders from minority ethnic backgrounds. This strategy has always attracted controversy as opinions have been divided about its value and benefits. Yet there…

  9. Getting Emotional: A Critical Evaluation of Recent Trends in the Development of School Leaders (United States)

    Morrison, Marlene; Ecclestone, Kathryn


    Emotion is a growing focus for contemporary thinking about leadership in public policy and corporate arenas. In British education systems, three imperatives are evident: the idea that transformation is essential; leadership succession in crisis; and, more recently, that leaders must be able to run organisations that address the emotional…

  10. Teacher Leadership Capacity-Building: Developing Democratically Accountable Leaders in Schools (United States)

    Mullen, Carol A.; Jones, Rahim J.


    Using a qualitative case study approach, the authors explore social justice implications of inservice principals' practices that affect attitudes and empower teachers. If a primary educational goal of progressive schooling is to create and sustain more democratic schools by enabling the growth of teachers as leaders who are responsible for their…

  11. Organizational Leader Sensemaking in Healthcare Process Changes: The Development of the Electronic Medical Records Expectation Questionnaire (United States)

    Riesenmy, Kelly Rouse


    Physicians play a unique role in the adoption of electronic medical records (EMR) within the healthcare organization. As leaders, they are responsible for setting the standards for this new technology within their sphere of influence while concurrently being required to learn and integrate EMR into their own workflow and process as the recipients…

  12. Government support for faith-based organizations: the case of a development programme for faith leaders


    Paton, Rob; Ali, Haider; Taylor, Lee


    A government initiative to train faith leaders usefully extended existing provision, but will require continuing support for some years. Broader community leadership is not always expected from those holding religious positions. The challenges involved in bridging linguistic and cultural differences highlight some of the reasons why initiatives like this are needed.

  13. Doing Leadership in Higher Education: The Gendering Process of Leader Identity Development (United States)

    Haake, Ulrika


    How leadership is done in higher education is analysed through a longitudinal interview study among the heads of department at a Swedish university. The focus is directed towards the construction and reconstruction of leader identity from the time when the heads were novices up until four years later when they were more experienced. The main…

  14. Developing an Integrated and Comprehensive Training Strategy for Public Sector Leaders: The French Experience (United States)

    Larat, Fabrice


    Because of their tasks and their high level of responsibilities, leadership aptitudes, besides managerial competences, are key for civil servants who will occupy top positions. The institutions in charge of their training and education must not only provide the leaders of tomorrow with the knowledge and skills they need to do their current job…

  15. Developing a Web-Based Developmental Feedback Program

    National Research Council Canada - National Science Library

    Douglas, Matthew


    Developmental feedback programs provide an opportunity to improve leadership practices by giving leaders feedback about their performance from a number of sources, This thesis expanded on Capt Doug Patton's pilot study (2002...

  16. Superstar Leaders


    Abhishek Goel; Neharika Vohra


    A common issue in organizations is handling larger than life leaders. These leaders often have "superstar" status in their field and the organization usually gets overwhelmed with their presence. Sometimes, narcissism in them can potentially hurt the organization in the long run. This case highlights a brilliant and charismatic leader in a healthcare institution who unknowingly becomes a bottleneck in the growth of its people and the organization. The case presents qualitative and quantitativ...

  17. The Architecture of a High-Impact and Sustainable Peer Leader Program: A Blueprint for Success (United States)

    Esplin, Pat; Seabold, Jenna; Pinnegar, Fred


    The research literature in higher education is abundantly clear that each student's engagement and involvement in the college experience make a difference in the kind of education the student receives as well as the outcomes. Peer leadership programs in higher education are growing in popularity because they provide a variety of ways to…

  18. Advanced Emissions Control Development Program

    Energy Technology Data Exchange (ETDEWEB)

    A.P.Evans; K.E. Redinger; M.J. Holmes


    The objective of the Advanced Emissions Control Development Program (AECDP) is to develop practical, cost-effective strategies for reducing the emissions of air toxics from coal-fired boilers. Ideally, the project aim is to effectively control air toxic emissions through the use of conventional flue gas cleanup equipment such as electrostatic precipitators (ESPS), fabric filters (baghouse), and wet flue gas desulfurization. Development work to date has concentrated on the capture of mercury, other trace metals, fine particulate and hydrogen chloride. Following the construction and evaluation of a representative air toxics test facility in Phase I, Phase II focused on the evaluation of mercury and several other air toxics emissions. The AECDP is jointly funded by the United States Department of Energy's Federal Energy Technology Center (DOE), the Ohio Coal Development Office within the Ohio Department of Development (oCDO), and Babcock& Wilcox-a McDermott company (B&W).

  19. Online Leader Training Course: Nebraska Equine Extension Leader Certification (United States)

    Cottle, Lena; D'Angelo, Nicole


    The Nebraska Equine Advancement Level Leader Certification Program is an online learning tool that clarifies principles of the Nebraska 4-H Equine Advancement Programs. Through an online Moodle course through, 4-H leaders and Extension educators are able to fulfill the certification requirement from any location before allowing youth…

  20. Feasibility and efficacy of the Great Leaders Active StudentS (GLASS) program on children's physical activity and object control skill competency: A non-randomised trial. (United States)

    Nathan, Nicole; Sutherland, Rachel; Beauchamp, Mark R; Cohen, Kristen; Hulteen, Ryan M; Babic, Mark; Wolfenden, Luke; Lubans, David R


    This study aimed to assess the feasibility and efficacy of the Great Leaders Active StudentS (GLASS) program, a school-based peer-led physical activity and object control skill intervention. The study employed a quasi-experimental design. The study was conducted in two elementary schools, one intervention and one comparison, in Newcastle, New South Wales (NSW), Australia from April to June 2015 (N=224 students). Peer leaders (n=20) in the intervention school received training to deliver two 30-min object control skill sessions per week to students in Kindergarten, Grades 1 and 2 (5-8 years, n=83) over one school term (10 weeks). The primary outcome was pedometer assessed physical activity during school hours. Secondary outcomes included students' object control skill competency and peers' leadership self-efficacy and teacher ratings of peers' leadership skills. Almost all (19/20) GLASS sessions were delivered by peer leaders who reported high acceptability of the program. The treatment-by-time interaction for students' physical activity during school hours was not significant (p=0.313). The intervention effect on students' overall object control skills was statistically significant (mean difference 5.8 (95% CI 4.1, 7.4; pskills as well as teacher-rated peers' leadership behaviours. Future fully powered trials using peer leaders to deliver fundamental movement skill (FMS) programs are warranted. Crown Copyright © 2017. Published by Elsevier Ltd. All rights reserved.

  1. Auditory brainstem implant program development. (United States)

    Schwartz, Marc S; Wilkinson, Eric P


    Auditory brainstem implants (ABIs), which have previously been used to restore auditory perception to deaf patients with neurofibromatosis type 2 (NF2), are now being utilized in other situations, including treatment of congenitally deaf children with cochlear malformations or cochlear nerve deficiencies. Concurrent with this expansion of indications, the number of centers placing and expressing interest in placing ABIs has proliferated. Because ABI placement involves posterior fossa craniotomy in order to access the site of implantation on the cochlear nucleus complex of the brainstem and is not without significant risk, we aim to highlight issues important in developing and maintaining successful ABI programs that would be in the best interests of patients. Especially with pediatric patients, the ultimate benefits of implantation will be known only after years of growth and development. These benefits have yet to be fully elucidated and continue to be an area of controversy. The limited number of publications in this area were reviewed. Review of the current literature was performed. Disease processes, risk/benefit analyses, degrees of evidence, and U.S. Food and Drug Administration approvals differ among various categories of patients in whom auditory brainstem implantation could be considered for use. We suggest sets of criteria necessary for the development of successful and sustaining ABI programs, including programs for NF2 patients, postlingually deafened adult nonneurofibromatosis type 2 patients, and congenitally deaf pediatric patients. Laryngoscope, 127:1909-1915, 2017. © 2016 The American Laryngological, Rhinological and Otological Society, Inc.

  2. From US NAVY Mate to Division Leader for Operations - Requirements, Development and Career Paths of LANL/LANSCE Accelerator Operators

    Energy Technology Data Exchange (ETDEWEB)

    Spickermann, Thomas [Los Alamos National Laboratory


    There are opportunities for advancement within the team. Operators advance by: (1) Becoming fully qualified - following the LANSCE Accelerator Operator Training Manual, Operator trainees go through 5 levels of qualification, from Radiation Security System to Experimental Area Operator. Must obtain Knowledge and Performance checkouts by an OSS or AOSS, and an End-of-Card checkout by the team leader or RSS engineer (level I). Program was inspired by US NAVY qualification program for nuclear reactor operators. Time to complete: 2-2.5 years. (2) Fully qualified operators are eligible to apply for vacant (OSS)/AOSS positions; and (3) Alternatively, experienced operators can sign up for the voluntary Senior Operator Qualification Program. They must demonstrate in-depth knowledge of all areas of the accelerator complex. Time to complete is 2-3 years (Minimum 4 years from fully qualified). Eligible for promotion to level between qualified operator and AOSS.

  3. Developing Fully Engaged Leaders That Bring out the Best in Their Teams at GlaxoSmithKline

    National Research Council Canada - National Science Library

    Julia Brandon; Ron Joines; Tommy Powell; Sue Cruse; Chris Kononenko


      This case study uses expectancy theory and program evaluation results to highlight the link between participation in a holistic leadership development program with behavioral change and increased...

  4. Wind Energy Career Development Program

    Energy Technology Data Exchange (ETDEWEB)

    Gwen Andersen


    Saint Francis University has developed curriculum in engineering and in business that is meeting the needs of students and employers (Task 1) as well as integrating wind energy throughout the curriculum. Through a variety of approaches, the University engaged in public outreach and education that reached over 2,000 people annually (Task 2). We have demonstrated, through the success of these programs, that students are eager to prepare for emerging jobs in alternative energy, that employers are willing to assist in developing employees who understand the broader business and policy context of the industry, and that people want to learn about wind energy.

  5. Navy Planning, Programming, Budgeting, and Execution: A Reference Guide for Senior Leaders, Managers, and Action Officers (United States)


    time—both because the vision may not be spelled out in detail or in one place and because how the CNO chooses to do business and make decisions may...The approach followed in writ - ing the guide was to first identify the historic reference documents that would provide authoritative sources for such...resource integrator. In other words , in the absence of a coherent capability or program-planning rationale for preferring one requirement over

  6. Developing a successful robotics program. (United States)

    Luthringer, Tyler; Aleksic, Ilija; Caire, Arthur; Albala, David M


    Advancements in the robotic surgical technology have revolutionized the standard of care for many surgical procedures. The purpose of this review is to evaluate the important considerations in developing a new robotics program at a given healthcare institution. Patients' interest in robotic-assisted surgery has and continues to grow because of improved outcomes and decreased periods of hospitalization. Resulting market forces have created a solid foundation for the implementation of robotic surgery into surgical practice. Given proper surgeon experience and an efficient system, robotic-assisted procedures have been cost comparable to open surgical alternatives. Surgeon training and experience is closely linked to the efficiency of a new robotics program. Formally trained robotic surgeons have better patient outcomes and shorter operative times. Training in robotics has shown no negative impact on patient outcomes or mentor learning curves. Individual economic factors of local healthcare settings must be evaluated when planning for a new robotics program. The high cost of the robotic surgical platform is best offset with a large surgical volume. A mature, experienced surgeon is integral to the success of a new robotics program.

  7. Strategic Employee Development (SED) Program (United States)

    Nguyen, Johnny; Guevara (Castano), Nathalie; Thorpe, Barbara; Barnett, Rebecca


    As with many other U.S. agencies, succession planning is becoming a critical need for NASA. The primary drivers include (a) NASAs higher-than-average aged workforce with approximately 50 of employees eligible for retirement within 5 years; and (b) employees who need better developmental conversations to increase morale and retention. This problem is particularly concerning for Safety Mission Assurance (SMA) organizations since they traditionally rely on more experienced engineers and specialists to perform their organizations functions.In response to this challenge, the Kennedy Space Center (KSC) SMA organization created the Strategic Employee Development (SED) program. The SED programs goal is to provide a proactive method to counter the primary drivers by creating a deeper bench strength and providing a more comprehensive developmental feedback experience for the employee. The SED is a new succession planning framework that enables customization to any organization, and in this case, specifically for an SMA organization. This is accomplished via the identification of key positions, the corresponding critical competencies, and a process to help managers have relevant and meaningful development conversations with the workforce. As a result of the SED, several tools and products were created that allows management to make better strategic workforce decisions. Although there are opportunities for improvement for the SED program, the most important impact has been on the quality of developmental discussions for employees.

  8. Program development fund: FY 1987

    Energy Technology Data Exchange (ETDEWEB)


    It is the objective of the Fund to encourage innovative research to maintain the Laboratory's position at the forefront of science. Funds are used to explore new ideas and concepts that may potentially develop into new directions of research for the Laboratory and that are consistent with the major needs, overall goals, and mission of the Laboratory and the DOE. The types of projects eligible for support from PDF include: work in forefront areas of science and technology for the primary purpose of enriching Laboratory research and development capabilities; advanced study of new hypotheses, new experimental concepts, or innovative approaches to energy problems; experiments directed toward ''proof of principle'' or early determination of the utility of a new concept; and conception, design analyses, and development of experimental devices, instruments, or components. This report is a review of these research programs.

  9. A pico-satellite assembled and tested during the 6th CanSat Leader Training Program

    Directory of Open Access Journals (Sweden)

    Angel Colin


    Full Text Available In this paper, we describe the process to construct a pico-satellite mounted in a bottle of polyethylene terephthalate (PET of 345 ml. The assembly and tests were made during the 6th CanSat Leader Training Program (CLTP-6 at University Hokkaido-Japan in the summer 2015. The pico-satellite was launched in the facilities of Uematsu Electric Co. Ltd. in Akabira-Japan by a paper model rocket, which achieved a height of approximately 100 m. The mission was designed to measure physical variables, such as temperature and humidity using electronic sensors. During the flight, we observed that the temperature inside the rocket was ∼0.5 °C higher than the temperature of the environment. We registered a humidity difference of ∼5%, measured between the maximum height and the landing point. The flight pattern was projected to a plane that covers an area of 50 m × 50 m by means the coordinates of a GPS.

  10. 23 CFR 660.109 - Program development. (United States)


    ... 23 Highways 1 2010-04-01 2010-04-01 false Program development. 660.109 Section 660.109 Highways... PROGRAMS (DIRECT FEDERAL) Forest Highways § 660.109 Program development. (a) The FHWA will arrange and... program will be selected considering the following criteria: (1) The development, utilization, protection...

  11. Feasibility of an online and a face-to-face version of a self-management program for young adults with a rheumatic disease: experiences of young adults and peer leaders (United States)


    Background Based on the self-efficacy theory, an online and a face-to-face self-management programs ‘Challenge your Arthritis’ for young adults with a rheumatic disease have recently been developed. These two courses are led by young peer leaders. The objective of this study was to test the feasibility of the online and face-to-face self-management program. Methods Feasibility was evaluated on items of perceived usefulness, perceived ease of use, user-acceptance, and adherence to both programs in young adults and peer leaders. Additional analyses of interactions on the e-Health applications, discussion board and chat board, were conducted. Results Twenty-two young adults with a diagnosed rheumatic disease participated in the study: 12 young adults followed the online program and 10 followed the face-to-face program. Both programs appeared to be feasible, especially in dealing with problems in daily life, and the participants indicated the time investment as ‘worthwhile’. In using the online program, no technical problems occurred. Participants found the program easy to use, user friendly, and liked the ‘look and feel’ of the program. Conclusions Both the online and the face-to-face versions of a self-management program. ‘Challenge your arthritis’ were found to be feasible and well appreciated by young adults with a rheumatic disease. Because these programs are likely to be a practical aid to health practices, a randomized controlled study to investigate the effects on patient outcomes is planned. PMID:24666817

  12. Identifying A National Leadership Skills Training And Development Strategy For Leaders Within Sector Education Training Authorities (SETAS

    Directory of Open Access Journals (Sweden)

    Florus P. J. Prinsloo


    Full Text Available Through a literature survey and a qualitative survey of the views of a selected sample of key role-players in the implementation of the South African Skills Development Strategy a number of transformational leadership competencies were identified that influence the effectiveness of Sector Education and Training Authorities (SETAs. A subsequent quantitative survey of the views of a random sample of SETA managers and Board members ranked the identified leadership competencies in terms of relevance to and importance for effectiveness of SETA leadership teams. The research results were applied to propose a learning programme strategy to develop the identified transformational leadership competencies amongst SETA leaders.

  13. A first report on making Saskatchewan a Canadian leader in energy conservation and renewable energy development

    Energy Technology Data Exchange (ETDEWEB)

    Prebble, P. [Government of Saskatchewan, Regina, SK (Canada)


    This report proposed policy changes for energy conservation and renewable energy in Saskatchewan related to the electricity and buildings sectors. Recommendations were presented for 4 core areas, notably (1) transition to renewable energy in the electrical sector, (2) incentives to promote conservation and renewable energy, (3) the continuation of conservation and renewable energy programs within the buildings sector, and (4) the creation of new policies to encourage renewable energy use and energy conservation. The report recommended legislation for a renewable energy and conservation portfolio standard for electricity production, as well as increased investment in demand side management programs. The use of large-scale wind power in future electrical generation upgrades was also recommended, as well as net metering and financial incentives for small-scale producers of electricity. Tax credit schemes were presented, as well as various energy efficiency grant programs for homeowners, and the implementation of new energy efficiency building codes, and solar energy legislation. Policy measures to promote conservation and renewable energy development included the expansion of the office of energy conservation, and the establishment of a fund to ensure a stable public funding base for conservation and renewable energy initiatives. refs.

  14. Everyday Leaders


    Vicki R. TenHaken


    For years business writers and speakers have focused on larger than life, charismatic Leaders, with a capital L. The implication is that the success of an organization is dependent on this one person and his or her ability to inspire everyone else to follow a unique vision. This focus on the Leader is at least a partial cause of the lack of trust we are witnessing in business organizations today. Leaders believe they must behave in some larger than life way. With the expectation that they mus...

  15. Strategic Military Leaders - Leading Tomorrow (United States)


    St ra te gy R es ea rc h Pr oj ec t STRATEGIC MILITARY LEADERS –LEADING TOMORROW BY COLONEL NG WAI KIT Singapore Army DISTRIBUTION...Strategic Military Leaders - Leading Tomorrow 5a. CONTRACT NUMBER 5b. GRANT NUMBER 5c. PROGRAM ELEMENT NUMBER 6. AUTHOR(S) Ng Kit 5d. PROJECT...STRATEGIC MILITARY LEADERS – LEADING TOMORROW by Colonel Ng Wai Kit Singapore Army Dr. Leonard Wong Project

  16. Strategic Communication for Tactical Leaders (United States)


    STRATEGIC COMMUNICATION FOR TACTICAL LEADERS A thesis presented to the Faculty of the U.S. Army Command and General Staff College...Strategic Communication for Tactical Leaders 5a. CONTRACT NUMBER 5b. GRANT NUMBER 5c. PROGRAM ELEMENT NUMBER 6. AUTHOR(S) Major Lee...currently evolving concept in the U.S. military, and it is currently not widely understood what role, if any, leaders at the tactical level have in it. In

  17. Influencing Leaders


    Alliston, John C.


    The Institute of Agricultural Management Leadership course first ran in 2002. The two objectives were to improve the leadership qualities of existing leaders, and to give time to consider how a clear forward vision of the industry could be achieved.

  18. Awareness Based Coaching - a tool for leadership development: A qualitative study of how awareness based coaching can lead to personal and professional development amongst leaders


    Hovin, Gitte Flakk


    Our world is growing increasingly complex, creating new challenges for leadership. Hence there is a need for leadership development to meet the larger society needs. Coaching is a well-known tool used to support leaders in their developmental process. The purpose of this thesis is to research the longer term impact of awareness based coaching on leaders’ personal and professional development. In order to explore and understand more about the impact of this new awareness based technology, I ha...

  19. Development and preliminary validation of a leadership competency instrument for existing and emerging allied health professional leaders. (United States)

    Ang, Hui-Gek; Koh, Jeremy Meng-Yeow; Lee, Jeffrey; Pua, Yong-Hao


    No instruments, to our knowledge, exist to assess leadership competency in existing and emerging allied health professional (AHP) leaders. This paper describes the development and preliminary exploration of the psychometric properties of a leadership competency instrument for existing and emerging AHP leaders and examines (i) its factor structure, (ii) its convergent validity with the Leadership Practices Inventory (LPI), and (iii) its discriminative validity in AHPs with different grades. During development, we included 25 items in the AHEAD (Aspiring leaders in Healthcare-Empowering individuals, Achieving excellence, Developing talents) instrument. A cross-sectional study was then conducted in 106 high-potential AHPs from Singapore General Hospital (34 men and 72 women) of different professional grades (49 principal-grade AHPs, 41 senior-grade AHPs, and 16 junior-grade AHPs) who completed both AHEAD and LPI instruments. Exploratory factor analysis was used to test the theoretical structure of AHEAD. Spearman correlation analysis was performed to evaluate the convergent validity of AHEAD with LPI. Using proportional odds regression models, we evaluated the association of grades of AHPs with AHEAD and LPI. To assess discriminative validity, the c-statistics - a measure of discrimination - were derived from these ordinal models. As theorized, factor analysis suggested a two-factor solution, where "skills" and "values" formed separate factors. Internal consistency of AHEAD was excellent (α-values > 0.88). Total and component AHEAD and LPI scores correlated moderately (Spearman ρ-values, 0.37 to 0.58). The c-index for discriminating between AHP grades was higher for AHEAD than for the LPI (0.76 vs. 0.65). The factorial structure of AHEAD was generally supported in our study. AHEAD showed convergent validity with the LPI and outperformed the LPI in terms of discriminative validity. These results provide initial evidence for the use of AHEAD to assess leadership

  20. 76 FR 14678 - Communications Unit Leader Prerequisite and Evaluation (United States)


    ... SECURITY Communications Unit Leader Prerequisite and Evaluation AGENCY: National Protection and Programs... Leader (COML) Prerequisite and Evaluation. DHS previously published this information collection request... III Communications Unit Leader (COML) training course for state, regional, local, and tribal emergency...

  1. Conductive spacecraft materials development program (United States)

    Lehn, W. L.


    The objectives of this program are to provide design criteria, techniques, materials, and test methods to ensure control of absolute and differential charging of spacecraft surfaces. The control of absolute and differential charging of spacecraft cannot be effected without the development of new and improved or modified materials or techniques that will provide electrical continuity over the surface of the spacecraft. The materials' photoemission, secondary emission, thermooptical, physical, and electrical properties in the space vacuum environment both in the presence and absence of electrical stress and ultraviolet, electron, and particulate radiation, are important to the achievement of charge control. The materials must be stable or have predictable response to exposure to the space environment for long periods of time. The materials of interest include conductive polymers, paints, transparent films and coatings as well as fabric coating interweaves.

  2. Development, Epigenetics and Metabolic Programming. (United States)

    Godfrey, Keith M; Costello, Paula M; Lillycrop, Karen A


    It is now widely recognized that the environment in early life can have important effects on human growth and development, including the 'programming' of far-reaching effects on the risk of developing common metabolic and other noncommunicable diseases in later life. We have shown that greater childhood adiposity is associated with higher maternal adiposity, low maternal vitamin D status, excessive gestational weight gain and short duration of breast-feeding; maternal dietary patterns in pregnancy and vitamin D status have been linked with childhood bone mineral content and muscle function. Human studies have identified fetal liver blood flow adaptations and epigenetic changes as potential mechanisms that could link maternal influences with offspring body composition. In experimental studies, there is now substantial evidence that the environment during early life induces altered phenotypes through epigenetic mechanisms. Epigenetic processes, such as DNA methylation, covalent modifications of histones and non-coding RNAs, can induce changes in gene expression without a change in DNA base sequence. Such processes are involved in cell differentiation and genomic imprinting, as well as the phenomenon of developmental plasticity in response to environmental influences. Elucidation of such epigenetic processes may enable early intervention strategies to improve early development and growth. © 2016 Nestec Ltd., Vevey/S. Karger AG, Basel.

  3. Sodium Heat Engine Development Program

    Energy Technology Data Exchange (ETDEWEB)

    Singh, J.P.; Kupperman, D.S.; Majumdar, S.; Dorris, S.; Gopalsami, N.; Dieckman, S.L.; Jaross, R.A.; Johnson, D.L.; Gregar, J.S.; Poeppel, R.B.; Raptis, A.C.; Valentin, R.A.


    The Sodium Heat Engine (SHE) is an efficient thermoelectric conversion device which directly generates electricity from a thermally regenerative electrochemical cell that relies on the unique conduction properties of {beta}{double prime}-alumina solid electrolyte (BASE). Laboratory models of a variety of SHE devices have demonstrated the feasibility and efficiency of the system, engineering development of large prototype devices has been slowed by a series of materials and fabrication problems. Failure of the electrolyte tubes has been a recurring problem and a number of possible causes have been postulated. To address these issues, a two-phase engineering development program was undertaken. This report summarizes the final results of the first phase of the program, which included extensive materials characterization activities, a study of applicable nondestructive evaluation methods, an investigation of possible stress states that would contribute to fracture, and certain operational issues associated with the electromagnetic pumps used in the SHE prototype. Mechanical and microstructural evaluation of commercially obtained BASE tubes revealed that they should be adequate for SHE applications and that sodium exposure produced no appreciable deleterious strength effects. Processing activities to produce a more uniform and smaller grain size for the BASE tubes were completed using isostatic pressing, extrusion, and slip casting. Green tubes were sintered by conventional and microwave plasma methods. Of particular interest is the residual stress state in the BASE tubes, and both analysis and nondestructive evaluation methods were employed to evaluate these stresses. X-ray and neutron diffraction experiments were performed to determine the bulk residual stresses in commercially fabricated BASE tubes; however, tube-to-tube variations and variations among the various methods employed did not allow formulation of a definitive definition of the as-fabricated stress state.

  4. Learning for Living: A Program Prepared for Use in a Group Home for Children. Leader's Guide (Experimental Edition). (United States)

    Gordon, Marlene

    This report describes an Education for Parenthood demonstration program developed by the Salvation Army for teenagers living at a Salvation Army children's home in Philadelphia. Weekly sessions, held over a 6-month period, emphasized self-esteem, knowledge about children, and career development in the child care field. Firsthand experience in a…

  5. A leadership development program for surgeons: First-year participant evaluation. (United States)

    Pradarelli, Jason C; Jaffe, Gregory A; Lemak, Christy Harris; Mulholland, Michael W; Dimick, Justin B


    In a dynamic health care system, strong leadership has never been more important for surgeons. Little is known about how to design and conduct effectively a leadership program specifically for surgeons. We sought to evaluate critically a Leadership Development Program for practicing surgeons by exploring how the program's strengths and weaknesses affected the surgeons' development as physician-leaders. At a large academic institution, we conducted semistructured interviews with 21 surgical faculty members who applied voluntarily, were selected, and completed a newly created Leadership Development Program in December 2012. Interview transcripts underwent qualitative descriptive analysis with thematic coding based on grounded theory. Themes were extracted regarding surgeons' evaluations of the program on their development as physician-leaders. After completing the program, surgeons reported personal improvements in the following 4 areas: self-empowerment to lead, self-awareness, team-building skills, and knowledge in business and leadership. Surgeons felt "more confident about stepping up as a leader" and more aware of "how others view me and my interactions." They described a stronger grasp on "giving feedback" as well as a better understanding of "business/organizational issues." Overall, surgeon-participants reported positive impacts of the program on their day-to-day work activities and general career perspective as well as on their long-term career development plans. Surgeons also recommended areas where the program could potentially be improved. These interviews detailed self-reported improvements in leadership knowledge and capabilities for practicing surgeons who completed a Leadership Development Program. A curriculum designed specifically for surgeons may enable future programs to equip surgeons better for important leadership roles in a complex health care environment. Copyright © 2016 Elsevier Inc. All rights reserved.

  6. The relationship of training and education to leadership practices in frontline nurse leaders. (United States)

    Kelly, Lesly A; Wicker, Teri L; Gerkin, Richard D


    Although organizations strive to develop transformational leaders, frontline nurse managers and directors are often inadequately prepared and lack transformational leadership (TL) behaviors. To examine the relationship of TL practices, nurse characteristics, and formal leadership training of frontline nurse leaders in a large health system. A survey of 512 frontline nurse leaders in 23 hospitals assessed demographic characteristics, the amount of leadership training received, and self-perceived leadership behaviors, measured through the Leadership Practices Inventory. Formal training influences only 1 component of TL behaviors, helping train leaders to model the way for their employees. Increasing a nurse leader's level of formal education has a significant effect in improving overall TL practices and behaviors that inspire a shared vision and challenge the process. To build transformational frontline nurse leaders, organizations should balance formal leadership training programs with advanced degree attainment to encourage leaders to envision and challenge the future.


    Directory of Open Access Journals (Sweden)

    Julia Choukhno


    Full Text Available This paper presents the results of qualitative study aimed to explore the relationship between the perception of behaviors that support people development, core coaching competences and values supporting them, and wisdom-related values. Our hypothesis was that the reflection on empowering behaviors focuses managers’ attention on wisdom-related values that are very close to the core values of coaching and therefore facilitate their progress towards wisdom-related performance. Sample consisted of 306 managers (N = 306 interviewed in 28 groups (N = 28 within leadership development programs in Russia, Ukraine and France from 2008 to 2016. We used the open-ended questions method and qualitative content analysis. The results showed high homogeneity of responses and high degree compatibility between behaviors quoted by respondents and the International Coach Federation core competences. In the second part of the study the responses were analyzed from the point of view of beliefs and values that can support desired developmentally focused / coaching behaviors, and compared the outcome with the existing concepts of wisdom. The study confirmed that the professional training in coaching leads to the cumulative development of wisdom (wisdom-related values, wisdom-related knowledge, wisdom-related performance because the core of the system of coaching values fundamentally coincide with wisdom-related values.

  8. University of Idaho's FCS Extension Educators Develop Leaders to Serve in Public Office (United States)

    Hoffman, Katie; Cummins, Melissa; Hansen, Lyle; Petty, Barbara; Tifft, Kathee; Laumatia, Laura


    In order to meet clientele needs and strengthen family and consumer sciences (FCS) programming, University of Idaho Extension educators expanded their roles through the Horizons program--a community leadership program, funded by the Northwest Area Foundation, aimed at reducing poverty in small rural and reservation communities. This study measured…

  9. Leader as communicator. (United States)

    Haynor, Patricia M


    This article examines common communication factors that have an impact on leader effectiveness (language, listening, mode of delivery, and feedback) and the role of the organization, organizational culture, and group dynamics in the development of the leader as a communicator. Communication, like any skill, is a learned behavior that is honed over time. Communication is a two-way process with stimulus-response shaping future behavior. But, it is even more complex when used in an organizational setting because there are multilevel communications, multiple message, senders and receivers, and competing agendas. Leaders in today's complex health care organizations must be skilled communicators to earn trust and respect. Once trust and respect have been earned, others are willing to listen to the leader's vision and to help make it a reality because, done well, it demonstrates expertise, critical thinking, achievement, and mentoring abilities.

  10. Authenticating the Leader

    DEFF Research Database (Denmark)

    Johnsen, Christian Garmann

    of authentication within discourse of authentic leadership. If authentic leadership is to make any sense, it is necessary to be able to distinguish the authentic from the inauthentic leader – in other words, it is necessary to authenticate the leader. This paper uses Gilles Deleuze’s reading of Plato as the point......As authentic leadership, with its dictum of being true to the self, has become increasingly influential among practitioners and mainstream leadership scholars, critical writers have drawn attention to the negative consequences of this development. Yet, few scholars have investigated the problem...... of departure for discussing the problem of authentication – separating the authentic leader form the inauthentic one – in the leadership guru Bill George’s model of authentic leadership. By doing so, the paper offers a way of conceptualizing the problem of authenticating leaders, as well as challenging...

  11. Educational Developer 2.0: How Educational Development Leaders Will Need to Develop Themselves in the Era of Innovation (United States)

    Sievers, Julie


    How should educational developers develop their own expertise and skills in the twenty-first century? Today educational developers are drawing on new discoveries in educational research, supporting new pedagogies in many fields, and experimenting with new technologies for teaching and learning. Yet they must do so in a time of uncertain and…

  12. Selecting physician leaders for clinical service lines: critical success factors. (United States)

    Epstein, Andrew L; Bard, Marc A


    Clinical service lines and interdisciplinary centers have emerged as important strategic programs within academic health centers (AHCs). Effective physician leadership is significant to their success, but how these leaders are chosen has not been well studied. The authors conducted a study to identify current models for selecting the physician leaders of clinical service lines, determine critical success factors, and learn how the search process affected service line performance. In 2003 and 2004, the authors interviewed clinical and executive personnel involved in 14 programs to establish, or consider establishing, heart or cancer service lines, at 13 AHCs. The responses were coded to identify and analyze trends and themes. The key findings of the survey were (1) the goals and expectations that AHCs set for their service line leaders vary greatly, depending on both the strategic purpose of the service line in the AHC and the service line's stage of development, (2) the matrix organizational structure employed by most AHCs limits the leader's authority over necessary resources, and calls forth a variety of compensating strategies if the service line is to succeed, (3) the AHCs studied used relatively informal processes to identify, evaluate, and select service line leaders, and (4) the leader's job is vitally shaped by the AHC's strategic, structural, and political context, and selection criteria should be determined accordingly. Institutions should be explicit about the strategic purpose and stage of development of their clinical service lines and be clear about their expectations and requirements in hiring service line leaders.

  13. The Clinician as Leader: Why, How, and When. (United States)

    Stoller, James K


    Clinicians are inveterate leaders. We lead patients through the difficult maze of illness, families through the travails of ill loved ones, and physicians-in-training through the gauntlet of learning medicine. Yet, in the context of a range of leadership styles that effective leaders must be able to deploy situationally, physician leaders have traditionally defaulted to a "command and control" style that fosters the concept of physicians as "Viking warriors" or "heroic lone healers." The perverse effects of "command and control" are that this style conspires against collaboration and tends to be perpetuated as aspiring leaders emulate their predecessors. Because healthcare faces challenges of cost, access, and quality and is in the throes of change, the current landscape requires effective leadership. Though still relatively uncommon among healthcare organizations, frontrunner organizations are offering leadership development programs. The design of such programs requires clarity about requisite leadership competencies and about how and when to best to deliver such curricula. As one example, the American Thoracic Society has launched its Emerging Leaders Program (ELP), which is currently offering a leadership development curriculum to 18 selected emerging leaders. The ATS ELP curriculum focuses on awareness of self and system and incorporates highly participatory sessions on emotional intelligence, teambuilding, change management, situational leadership, appreciative inquiry, process and quality improvement, strategic planning, and organizational culture. Short-term deliverables are the development and presentation of business plans for innovations proposed by the group. Hoped for longer-term outcomes include an enhanced leadership pipeline for global respiratory health.

  14. Aspects of development of leader creative thinking of medical student at the undergraduate level of medical education. (United States)

    Sydorchuk, Аniuta S; Moskaliuk, Vasyl D; Randiuk, Yuriy O; Sorokhan, Vasyl D; Golyar, Oksana I; Sydorchuk, Leonid І; Humenna, Anna V

    Current issue deals with analysis of possible ways to develop leadership in medical students. Taking into consideration the reforming in National Ukrainian educative system and contemporary tendencies of world integration, the development of skillful personality is the prioritize task. The aim of study is to emphasize on the best-used ways for a development of leader creative thinking at the first basic level of medical education. methodology used here is descriptive analytical investigation based upon the own experience have been since 2005-2015 with undergraduate foreign medical students who studied disciplines « Infectious diseases » and «Epidemiology of Infectious diseases»,«Tropical Medicine and Clinical Parasitology» at the Higher state educational establishment of Ukraine « Bukovinian State Medical University » (Chernivtsi, Ukraine). the authors state that creative thinking of a leader is necessary and important part of innovative pedagogy nowadays. From the positive side of it, formation of new generation of medical students learned by competence-based approach with readiness to carry out multitasks. Coupled with, « thinking out of the box » development in individual person helps to discover maximum features of personality. From the negative side of it, there are difficulties to keep activity within certain limits. Most pre-graduate medical students actively express their best creativity in extra-class time within university events like Round Tables dedicated to International days of hepatitis B&C, malaria, HIV etc. to share with others of prevention recommendations. There are many methods to develop creativity and flexibility of cognitive processes, such as brainstorming session, case study, micro-reality, SCAMPER and lateral thinking method etc. Thus, leadership skills and creative thinking both had targeted for excellent qualitative medical education.

  15. Building leaders paving the path for emerging leaders

    CERN Document Server

    Stoner, Charles R


    Although the selection and development of emerging leaders is fundamental to organizational growth and success, many organizations are facing a troubling scenario - a striking gap between the leaders they need and the talent available to assume the mantle of leadership. This book, grounded in empirical investigations and philosophical insights into the study of leadership, is designed to help emerging leaders bridge the gap between 'new leader' and confident, respected difference maker. From the development of leadership skills to the practice and application of successful strategies, award-wi

  16. Evaluating Youth Development Programs: Progress and Promise (United States)

    Roth, Jodie L.; Brooks-Gunn, Jeanne


    Advances in theories of adolescent development and positive youth development have greatly increased our understanding of how programs and practices with adolescents can impede or enhance their development. In this article the authors reflect on the progress in research on youth development programs in the last two decades, since possibly the…

  17. Competency assessment and development among health-care leaders: results of a cross-sectional survey. (United States)

    Yarbrough Landry, Amy; Stowe, Michael; Haefner, James


    In light of the challenges involved in leading a health care organization, it is important that the executives and managers charged with doing so are competent in a variety of areas. However, leading at all organizational levels does not necessarily require the same levels and types of competencies. The purpose of this research is to determine how well competency training works in health care organizations, and to obtain a better understanding of the competencies needed for leaders at different points of their careers and at various organizational levels. Ten health care management competency domains thought to positively influence job performance for health care executives are presented. The study seeks to answer four hypotheses related to self-perceptions of competencies and training opportunities at various hierarchical levels. A survey method was used to sample a subset of the healthcare executive population in the USA, based on three variables of interest, competency training opportunities, self-reported level of competency and hierarchical level. A series of Kruskal-Wallis and Mann-Whitney U tests were conducted to identify perceived differences in both competency level and training opportunities among respondents of various hierarchical levels. The most significant result of our research is that competency training is effective in health care organizations. The implications and need for additional research are discussed.

  18. Environmental Activity of Mining Industry Leaders in Poland in Line with the Principles of Sustainable Development

    Directory of Open Access Journals (Sweden)

    Justyna Woźniak


    Full Text Available As mining companies reveal more and more public information about themselves, the behaviour fosters a better image. This article aims to present two industry leaders in the context of environmental requirements they have met (status at the end of 2015, acting in compliance with the general principles of a socially responsible business. The choice of KGHM (Kombinat Gorniczo-Hutniczy Miedzi companies (copper ores and other accompanying elements CG PGE (Capital Group Polska Grupa Energetyczna S.A. (lignite was dictated by their significant share in the mining industry in Poland. The environmental aspects of the integrated monthly reports were listed and grouped in detail in accordance with the applicable Global Reporting Initiative (GRI and GRI G4 Mining and Metals guidelines. The values of environmental indicators have been analysed over the years, including inter alia data concerning gas emissions, that is, CO2, SOx, NOx, PM or generated waste and sewage. Also, with regard to the environmental aspect of the work, energy consumption in companies is presented together with the characteristics of the fuel balance. The final part of the article compares the value of the revenues to the budgets of local government units (communes from the operating fee paid by entrepreneurs and expenditures of these municipalities on environmental protection, as additional support by these entities (2013–2015.

  19. Fight the Good Fight: Leaders Share Strategies and Programs Proven to Get Community Colleges the Help They Need (United States)

    Ullman, Ellen


    Lynette Brown-Snow, vice president of marketing and government relations for the Community College of Philadelphia, is one of several community college leaders across the country who have taken up one of the challenges proffered by the American Association of Community Colleges (AACC) in its 2012 report, "Reclaiming the American Dream:…

  20. "Can One Put Faith and Work in the Same Sentence?" Faith Development and Vocation of a Female Leader in the Engineering Profession. (United States)

    Mayer, Claude-Hélène; Viviers, Rian


    Faith has been pointed out as a possible resource in strengthening individuals' health and well-being at work. The aim of this article is to gain in-depth knowledge of the faith development and vocation of a selected female leader in a male-dominated work context. The article contributes to research on faith development in women leaders, based on Fowler's faith development theory. This is a single case study grounded in a qualitative research design. In-depth qualitative data were gathered through observation and interviews over 18 months. Findings showed the development of faith across a women leader's life span and highlight that faith and vocation are important resources that provide strength, meaningfulness and a vision.

  1. Golden Arrows: Leveraging Strategic Leadership Potential of Special Operations Leaders (United States)


    Talent Management , Senior Leader Traits, Senior Leader Development 16. SECURITY CLASSIFICATION OF: 17. LIMITATION OF ABSTRACT...6,900 Key Terms: Talent Management , Senior Leader Traits, Senior Leader Development Classification: Unclassified...of Joint nature of USSOCOM, the management of special operations senior leaders has been achieved through a complex sequence of coordination that

  2. Managers and Leaders: Are They Different? (United States)

    Zaleznik, Abraham


    Discusses the differences between managers and leaders in terms of personality, attitudes toward goals, conceptions of work, relations with others, and senses of self. Also examines the development of leadership and how organizations can develop leaders. (CT)

  3. Developing a Physician Management & Leadership Program (PMLP) in Newfoundland and Labrador. (United States)

    Maddalena, Victor; Fleet, Lisa


    This article aims to document the process the province of Newfoundland and Labrador used to develop an innovative Physician Management and Leadership Program (PMLP). The PMLP is a collaborative initiative among Memorial University (Faculty of Medicine and Faculty of Business), the Government of Newfoundland and Labrador, and the Regional Health Authorities. As challenges facing health-care systems become more complex there is a growing need for management and leadership training for physicians. Memorial University Faculty of Medicine and the Gardiner Centre in the Faculty of Business in partnership with Regional Health Authorities and the Government of Newfoundland and Labrador identified the need for a leadership and management education program for physician leaders. A provincial needs assessment of physician leaders was conducted to identify educational needs to fill this identified gap. A Steering Committee was formed to guide the design and implementation and monitor delivery of the 10 module Physician Management and Leadership Program (PMLP). Designing management and leadership education programs to serve physicians who practice in a large, predominately rural geographic area can be challenging and requires efficient use of available resources and technology. While there are many physician management and leadership programs available in Canada and abroad, the PMLP was designed to meet the specific educational needs of physician leaders in Newfoundland and Labrador.

  4. Factors that influenced county system leaders to implement an evidence-based program: a baseline survey within a randomized controlled trial

    Directory of Open Access Journals (Sweden)

    Brown C Hendricks


    size. System leader's perceptions of positive climate and organizational readiness for change also contributed to but did not mediate or moderate the days-to-consent. Conclusions System leaders' decision to consider implementing a new evidence-based model was influenced most by their objective need for the program and next by their perception of the county's organizational climate and motivation to change. These findings highlight the importance of understanding the fit between the needs of the systems or agencies and the potential for addressing those needs with the proposed new program.

  5. Student Perspectives on Student Leadership Development Programs

    National Research Council Canada - National Science Library

    Justin Arnall; Porscha Johnson; Johnny Lee; Marley Linder; Nickolas Lund; Saswat Satpathy


      Because leadership development is a crucial aspect of pharmacy training, colleges and schools and of pharmacy should implement leadership training programs that incorporate all aspects of student...

  6. The Career Development Vine Program. (United States)

    Gladish, Stephen


    Based on a philosophy of self-direction, Urbana College's program teaches students to create their own futures. The seven levels and associated processes include: (1) growing; (2) thinking; (3) deciding; (4) self-marketing; (5) first job (risk); (6) lifetime career patterns (commitment); and (7) retirement. (Author)

  7. Structured Annual Faculty Review Program Accelerates Professional Development and Promotion

    Directory of Open Access Journals (Sweden)

    Stanley J. Robboy MD


    Full Text Available This retrospective observational study on faculty development analyzes the Duke University Pathology Department’s 18-year experience with a structured mentoring program involving 51 junior faculty members. The majority had MD degrees only (55%. The percentage of young women faculty hires before 1998 was 25%, increasing to 72% after 2005. Diversity also broadened from 9% with varied heritages before 1998 to 37% since then. The mentoring process pivoted on an annual review process. The reviews generally helped candidates focus much earlier, identified impediments they individually felt, and provided new avenues to gain a national reputation for academic excellence. National committee membership effectively helped gain national exposure. Thirty-eight percent of the mentees served on College of American Pathologists (CAP committees, exponential multiples of any other national society. Some used CAP resources to develop major programs, some becoming nationally and internationally recognized for their academic activities. Several faculty gained national recognition as thought leaders for publishing about work initiated to serve administrative needs in the Department. The review process identified the need for more protected time for research, issues with time constraints, and avoiding exploitation when collaborating with other departments. This review identified a rigorous faculty mentoring and review process that included annual career counseling, goal-oriented academic careers, monitored advancement to promotion, higher salaries, and national recognition. All contributed to high faculty satisfaction and low faculty turnover. We conclude that a rigorous annual faculty review program and its natural sequence, promotion, can greatly foster faculty satisfaction.

  8. Innovative Technology Development Program. Final summary report

    Energy Technology Data Exchange (ETDEWEB)

    Beller, J.


    Through the Office of Technology Development (OTD), the U.S. Department of Energy (DOE) has initiated a national applied research, development, demonstration, testing, and evaluation program, whose goal has been to resolve the major technical issues and rapidly advance technologies for environmental restoration and waste management. The Innovative Technology Development (ITD) Program was established as a part of the DOE, Research, Development, Demonstration, Testing, and Evaluation (RDDT&E) Program. The plan is part of the DOE`s program to restore sites impacted by weapons production and to upgrade future waste management operations. On July 10, 1990, DOE issued a Program Research and Development Announcement (PRDA) through the Idaho Operations Office to solicit private sector help in developing innovative technologies to support DOE`s clean-up goals. This report presents summaries of each of the seven projects, which developed and tested the technologies proposed by the seven private contractors selected through the PRDA process.

  9. Developing a complex endovascular fenestrated and branched aortic program. (United States)

    Schanzer, Andres; Baril, Donald; Robinson, William P; Simons, Jessica P; Aiello, Francesco A; Messina, Louis M


    In 2008, the top priority in our division's 5-year strategic plan was "to become an internationally recognized center of excellence for the endovascular treatment of complex aortic pathology extending from the aortic valve to the external iliac artery." Five components were identified as "most critical" to achieve this strategic priority: (1) training at centers of excellence in complex endovascular repair; (2) industry partnership to improve access to developing technologies; (3) a fully integrated team approach with one leader involved in all steps of all cases; (4) prospective data collection; and (5) development and implementation of a physician-sponsored investigational device exemption for juxtarenal, pararenal, and thoracoabdominal aneurysms. We have now performed 49 repairs (16 commercially manufactured devices, 33 physician-modified devices) for 3 common iliac, 20 juxtarenal, 9 pararenal, and 17 thoracoabdominal aneurysms, using 142 fenestrations, branches, and scallops. All patients had complete 30-day follow-up for calculation of 30-day events. Kaplan-Meier analysis was used to calculate 1-year events. In 5 years, we developed a successful complex endovascular aortic program that uses fenestrated/branched repair techniques. A focused team strategic planning approach to program development is an effective way for vascular surgery divisions to gain experience and expertise with new complex technologies while ensuring acceptable patient outcomes. Copyright © 2015 Society for Vascular Surgery. Published by Elsevier Inc. All rights reserved.

  10. What Impedes the Development of Professional Learning Communities in China? Perceptions from Leaders and Frontline Teachers in Three Schools in Shanghai (United States)

    Zhang, Jia; Yuan, Rui; Yu, Shulin


    Using qualitative data collected from three high schools in Shanghai, this study explored the barriers to the development of professional learning communities (PLCs) in Chinese schools from the perspectives of school leaders and teachers. Results indicate that the barriers identified by teachers in the development of PLCs include insufficient…

  11. Experiences of Followers in the Development of the Leader-Follower Relationship in Long-Term Health Care: A Phenomenological Study (United States)

    Lucia, David


    This descriptive phenomenological study explored the perceptions and experiences of followers in the development of the leader-follower relationship, within a long-term health care environment. This study is also framed within the disciplinary context of human resource development (HRD). This study addressed the research question, "During your…

  12. System Leaders Using Assessment for Learning as Both the Change and the Change Process: Developing Theory from Practice (United States)

    Davies, Anne; Busick, Kathy; Herbst, Sandra; Sherman, Ann


    Many schools and school systems have been deliberately working towards full implementation of Assessment for Learning for more than a decade, yet success has been elusive. Using a leader's implementation of Assessment for Learning in one school as an illustration, this article examines eight positional leaders' experiences as they implemented both…

  13. Exploration of Peer Learning in a Formal Cohort Healthcare Leadership Development Program (United States)

    Gruber, Melinda Marie


    Many new and emerging leaders will move into leadership positions in healthcare as experienced leaders retire or move to other positions. These individuals need leadership development that supports them in becoming transformational change leaders. This study explored the topic of peer learning as a leadership development approach in a healthcare…

  14. Military Leader Development and Autonomous Learning: Responding to the Growing Complexity of Warfare (United States)

    Mensch, Kirk G.; Rahschulte, Tim


    The complexity in today's operational military environment and the responsibility of leadership in this environment has exponentially increased over the past century. This trend will continue as global economies, political structures, and technologies continue to evolve. Learner autonomy is recognized as a paramount concern in leadership programs,…

  15. What Does an Executive Coaching Intervention Add beyond Facilitated Multisource Feedback? Effects on Leader Self-Ratings and Perceived Effectiveness (United States)

    Nieminen, Levi R. G.; Smerek, Ryan; Kotrba, Lindsey; Denison, Daniel


    Multisource ratings and feedback are now central components of many leader development programs. Research evaluating the outcomes of multisource feedback (MSF) underscores the importance of facilitation strategies that help leaders to interpret and use their feedback throughout the development process. Scholars and practitioners have recommended…

  16. Developing Program Management Leadership for Acquisition Reform (United States)


    mêçÅÉÉÇáåÖë= çÑ=íÜÉ= bfdeqe=^kkr^i=^`nrfpfqflk== obpb^o`e=pvjmlpfrj== qeropa^v=pbppflkp== slirjb ff Developing Program Management Leadership for...4. TITLE AND SUBTITLE Developing Program Management Leadership for Acquisition Reform 5a. CONTRACT NUMBER 5b. GRANT NUMBER 5c. PROGRAM ELEMENT...Developing Program  Management   Leadership   for Acquisition Reform    The 8th Annual Acquisition Research Symposium Panel #20: Investing in People

  17. Educators as Serving Leaders in the Classroom and on Campus (United States)

    Bowman, Richard


    Counterintuitively, the more one develops as a leader, the less of a leader one becomes. What do great leaders do? Great leaders are ambitious first and foremost for the cause, the mission, the work--not themselves. Educators as "serving leaders" sense that every action they take, together with every decision that they make, either…

  18. Research Award: Innovation for Inclusive Development program

    International Development Research Centre (IDRC) Digital Library (Canada)



    Research Award: Innovation for Inclusive Development program. Deadline: September 12, 2011. Note that all applications must be sent electronically. IDRC offers Research Awards annually to Canadians, permanent residents of. Canada, and citizens of developing countries pursuing master's or doctoral studies.

  19. The DUPIC fuel development program in KAERI

    Energy Technology Data Exchange (ETDEWEB)

    Yang, M. S.; Park, H. S. [Korea Atomic Energy Research Institute, Taejon (Korea, Republic of)


    This study describes the DUPIC fuel development program in KAERI as follows; Burning spent PWR fuel again in CANDU by DUPIC, Compatibility with existing CANDU system, Feasibility of DUPIC fuel fabrication, Waste reduction, Safeguard ability, Economics of DUPIC fuel cycle, The DUPIC fuel development program, and International prospective. 5 refs., 10 figs.

  20. Program Development Project in International Teacher Education. (United States)

    Towson State Coll., MD.

    In the past two years, the Department of Early Childhood Teacher Education at Towson State College has completed phases of program development in studies abroad in four countries--England, Israel, Mexico, and Australia. An essential element of the program is a strategy of progressive development. It is characterized by a preparatory phase in which…

  1. High Value Talent: Identifying, Developing, and Retaining Naval Special Warfare’s Best Leaders (United States)


    will borrow the Center for Creative Leadership’s list of “strategies for creating developmental experiences.” These include developmental job...also takes the “whole family” approach to incentivizing its top performers. The company has established a daycare program in its Manhattan office...commitment to its employees by geographically centering the majority of its operations in the greater Dallas-Ft. Worth area. According to Mr

  2. Preparing School Leaders: The Professional Development Needs of Newly Appointed Principals (United States)

    Ng, Shun-wing; Szeto, Sing-ying Elson


    In Hong Kong, there is an acute need to provide newly appointed principals with opportunities for continuous professional development so that they could face the impact of reforms and globalization on school development. The Education Bureau has commissioned the tertiary institutions to provide structured professional development courses to cater…

  3. Developing a mentoring program in clinical nutrition. (United States)

    Martindale, Robert G; McClave, Stephen; Heyland, Daren; August, David


    Mentoring programs in nutrition are essential to the survival of clinical nutrition as we know it today. The best method known to maintain an influx of talent to a discipline is by developing an active mentoring program. This paper describes 1 concept for development of a viable mentor program. Mentoring should be flexible and based on mentees' training background. Realistic goals should be set, with written and verbal feedback, to sustain a successful program. Programs should incorporate the Socratic Method whenever possible. Factors that leave doubt about the survival of nutrition as a viable area of focus for physicians include the inability to generate adequate funds to support oneself and limited numbers of mentors available with dedicated time to be a mentor. A healthy, sustainable mentoring program in clinical nutrition will ensure survival of physician-based nutrition programs.

  4. Educating School Library Leaders for Radical Change through Community Service (United States)

    Kimmel, Sue C.; Howard, Jody K.; Ruzzi, Bree


    Dresang's Radical Change (1999) has far-reaching implications for pre-service preparation programs for future library and information science leaders. The challenge is to create experiences that will assist with developing these leadership qualities. In this qualitative case study, the authors share findings related to leadership development from…

  5. Founding of the Association of Physician Assistant Programs and the Organization's Central Role in the Development of the Physician Assistant Profession. (United States)

    Sadler, Alfred M; Piemme, Thomas E


    The Physician Assistant Education Association (PAEA) (formerly Association of Physician Assistant Programs [APAP]) was founded in 1972 by early PA program leaders to encourage collaboration and discussion among program leaders and faculty on a wide range of issues of mutual concern. This article addresses the founding of the organization, which continues to represent PA programs today. It addresses the important accomplishments of APAP during the 1972-1974 period and describes in detail the essential contributions of APAP and its leaders in developing the PA profession. Included are discussions of "the Role of the Registry of Physicians' Associates," which was incorporated into APAP; the sponsorship of "the First National Conference on New Health Practitioners" in collaboration with AAPA; the "Launching a Joint National Office" for APAP and AAPA in Washington, DC, in 1973; and "Places at the Table," which reviews the successful efforts of APAP leaders to gain inclusion of AAPA and APAP in the Joint Review Committee on Educational Programs for Assistants to the Primary Physician (JRC-PA) for accrediting qualified programs, the contribution of APAP leaders to the development of the first Certification Examination for the Assistant to the Primary Care Physician by the National Board of Medical Examiners (NBME) in 1973, leadership in the founding of the National Commission on the Certification of Physician Assistants (NCCPA) in 1974, and collaboration with the Association of American Medical Colleges (AAMC) in developing interdisciplinary education and training. It concludes with a summation of the legacy of APAP (PAEA's) formative years.

  6. When Leaders Talk to Leaders


    Hart, Anton


    Presentations by three Canadian executives who influence healthcare policy and practice were reviewed to identify the kinds of sources these leaders use to draw their conclusions. All three speakers examined policies, practices and outcomes. Presentations were selected to cover activities in three provinces in three different calendar years, to avoid duplication or undue influence of a particular event or release of information. All three speakers drew heavily on data from government sources,...

  7. Analogy Mapping Development for Learning Programming (United States)

    Sukamto, R. A.; Prabawa, H. W.; Kurniawati, S.


    Programming skill is an important skill for computer science students, whereas nowadays, there many computer science students are lack of skills and information technology knowledges in Indonesia. This is contrary with the implementation of the ASEAN Economic Community (AEC) since the end of 2015 which is the qualified worker needed. This study provided an effort for nailing programming skills by mapping program code to visual analogies as learning media. The developed media was based on state machine and compiler principle and was implemented in C programming language. The state of every basic condition in programming were successful determined as analogy visualization.

  8. Developing leaders in priority populations to address tobacco disparities: results from a leadership institute. (United States)

    Ericson, Rebecca; St Claire, Ann; Schillo, Barbara; Martinez, Jamie; Matter, Chris; Lew, Rod


    Few published evaluations documenting the results of community health leadership programs exist. Furthermore, few leadership programs specifically address cross-cultural issues or priority populations, and none have focused on the area of tobacco control. The goal of the evaluation was to determine the effectiveness of the Leadership and Advocacy Institute to Advance Minnesota's Parity for Priority Populations Institute. Institute Fellows were recruited from 5 priority populations, including African/African American, American Indian, Asian American, Chicano Latino and Lesbian, Gay, Bisexual, and Transgender. The Institute's impact on the acquisition and application of particular leadership skills was assessed, along with its impact in building priority population capacity to engage in tobacco control activities. DESIGN AND MEASURE: Findings are based on mixed methods, including Fellows' completion of paper surveys prior, during, and post-Institute, and telephone interviews conducted post-Institute. Perceived skills increased in all areas assessed. Fellows reported applying specific skills acquired 16 months after the Institute. Furthermore, a high number of Fellows were more intensely involved in tobacco control work compared to baseline and reported involvement in cross-cultural collaborations or initiatives post-Institute. The Institute achieved both short-term and intermediate outcomes; skills were acquired during the Institute and sustained and applied in areas of tobacco control over 1 year later.

  9. Developing Leaders of Character at the United States Military Academy: A Relational Developmental Systems Analysis (United States)

    Callina, Kristina Schmid; Ryan, Diane; Murray, Elise D.; Colby, Anne; Damon, William; Matthews, Michael; Lerner, Richard M.


    A paucity of literature exists on the processes of character development within diverse contexts. In this article, the authors use the United States Military Academy at West Point (USMA) as a sample case for understanding character development processes within an institution of higher education. The authors present a discussion of relational…

  10. Today's Students, Tomorrow's Leaders (United States)

    Reese, Susan


    According to Warren Bennis, professor at the University of Southern California's Marshall School of Business and a recognized authority on organizational development, leadership and change, becoming a leader is synonymous with becoming oneself. It is precisely that simple, and it is also that difficult. In career and technical student…

  11. Salesperson, Catalyst, Manager, Leader. (United States)

    Worth, Michael J.; Asp, James W., II


    This article examines four roles of the college or university development officer: salesperson (when direct solicitation is seen as the officer's primary role); catalyst (or sales manager, adviser, expert, facilitator); manager (stressing the importance of the overall office functioning); and leader (who exerts a leadership role in the…

  12. Leader skills research


    Davidová, Renata


    The paper focuses on the basic characteristics of leading and approaches to leading people. The aim is to find out, which skills predestinate a person to become a leader. To detect, if there are any differences between leading people and university students in their leading skills and abilities. To stress the importance of developing these skills.

  13. Leaders produce leaders and managers produce followers (United States)

    Khoshhal, Khalid I.; Guraya, Salman Y.


    Objectives: To elaborate the desired qualities, traits, and styles of physician’s leadership with a deep insight into the recommended measures to inculcate leadership skills in physicians. Methods: The databases of MEDLINE, EMBASE, CINAHL, and the Cochrane Library were searched for the full-text English-language articles published during the period 2000-2015. Further search, including manual search of grey literature, was conducted from the bibliographic list of all included articles. Medical Subject Headings (MeSH) keywords “Leadership” AND “Leadership traits” AND “Leadership styles” AND “Physicians’ leadership” AND “Tomorrow’s doctors” were used for the literature search. This search followed a step-wise approach defined by the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA). The retrieved bibliographic list was analyzed and non-relevant material such as abstracts, conference proceedings, letters to editor, and short communications were excluded. Finally, 21 articles were selected for this review. Results: The literature search showed a number of leadership courses and formal training programs that can transform doctors to physician leaders. Leaders can inculcate confidence by integrating diverse views and listening; supporting skillful conversations through dialogue and helping others assess their influence and expertise. In addition to their clinical competence, physician leaders need to acquire the industry knowledge (clinical processes, health-care trends, budget), problem-solving skills, and emotional intelligence. Conclusion: This review emphasizes the need for embedding formal leadership courses in the medical curricula for fostering tomorrow doctors’ leadership and organizational skills. The in-house and off-campus training programs and workshops should be arranged for grooming the potential candidates for effective leadership. PMID:27652355

  14. Developing nurse leaders for today and tomorrow, Part 1, foundations of leadership in practice. (United States)

    Aroian, J; Maservey, P M; Crockett, J G


    Primary care, with a community-based orientation, is the driving force of healthcare reform. To prepare nurses to provide leadership in this changing healthcare environment, the Manager as Developer Model, useful in the acute care setting, is discussed as a useful model for primary care. Part 1 describes the Manager as Developer Model of Leadership Preparation with its seven major concepts as the basis for development of professionals. Its application to nurse managers in acute care settings is supported by research studies undertaken in those settings. Also discussed is how the model is used as a process framework in a nursing administration curriculum and the research to date, with its application. In part 2 (October 1996), the authors predict how the model's use can guide the development of leadership and education for the future of community-based practice.

  15. Who will bear the torch tomorrow? Charismatic leadership and second-line leaders in development NGOs


    M. Shameem Siddiqi


    Competent leadership has always been considered vital in every organisation and there has been considerable research on mainstream leadership issues in the corporate sector and in politics.1 But there has been very little research on leadership issues in the emerging sector of development NGOs. The issue of second-line leadership development2 is an important one not only for the NGOs themselves but also for the aid industry, the poor and vulnerable people for whom they work and for society as...

  16. Nurturing global leaders: using competency based assessment techniques to develop employees


    Howe-Walsh, Liza; Turnbull, Sarah


    To achieve success in the global marketplace organisations need to operate effectively across borders and manage positive cross-cultural relationships. Selecting and developing individuals that are able to manage themselves and their relationships with others from different cultures is imperative. Organisations therefore need to be able to identify the skills and traits necessary for their employees to manage in culturally diverse environments and develop an individual’s global competencies. ...

  17. Solar Concentrator Advanced Development Program (United States)

    Knasel, Don; Ehresman, Derik


    The Solar Concentrator Advanced Development Project has successfully designed, fabricated, and tested a full scale prototypical solar dynamic concentrator for space station applications. A Truss Hexagonal Panel reflector was selected as a viable solar concentrator concept to be used for space station applications. This concentrator utilizes a modular design approach and is flexible in attainable flux profiles and assembly techniques. The detailed design of the concentrator, which included structural, thermal and optical analysis, identified the feasibility of the design and specific technologies that were required to fabricate it. The needed surface accuracy of the reflectors surface was found to be very tight, within 5 mrad RMS slope error, and results in very close tolerances for fabrication. To meet the design requirements, a modular structure composed of hexagonal panels was used. The panels, made up of graphite epoxy box beams provided the strength, stiffness and dimensional stability needed. All initial project requirements were met or exceeded by hardware demonstration. Initial testing of structural repeatability of a seven panel portion of the concentrator was followed by assembly and testing of the full nineteen panel structure. The testing, which consisted of theodolite and optical measurements over an assembly-disassembly-reassembly cycle, demonstrated that the concentrator maintained the as-built contour and optical characteristics. The facet development effort within the project, which included developing the vapor deposited reflective facet, produced a viable design with demonstrated optical characteristics that are within the project goals.

  18. Preadmission programs: development, implementation and evaluation. (United States)

    O'Meara, K; McAuliffe, M J; Motherway, D; Dunleavy, M J


    Preparation of children for hospitalization is utilized to mitigate the stresses which may accompany the experience. Preadmission programs provide preparation for the patient and family on a prehospital basis. The authors describe the development of family-centered, developmentally based programs which foster continuity and consistency in a large, pediatric tertiary care setting. Implementation and evaluation of the programs which contribute to quality patient care are discussed.

  19. Oracle Embedded Programming and Application Development

    CERN Document Server

    Bulusu, Lakshman


    Focusing on tried and true best practice techniques in cross-technology based Oracle embedded programming, this book provides authoritative guidance for improving your code compilation and execution. Geared towards IT professionals developing Oracle-based Web-enabled applications in PL/SQL, Java, C, C++, .NET, Perl, and PHP, it covers application development from concepts to customization, following a pragmatic approach to design, coding, testing, deployment, and customization--explaining how to maximize embedded programming practices. Oracle Embedded Programming and Application Development ex

  20. Do we develop public health leaders?- association between public health competencies and emotional intelligence: a cross-sectional study. (United States)

    Czabanowska, Katarzyna; Malho, André; Schröder-Bäck, Peter; Popa, Daniela; Burazeri, Genc


    Professional development of public health leaders requires a form of instruction which is competency-based to help them develop the abilities to address complex and evolving demands of health care systems. Concurrently, emotional intelligence (EI) is a key to organisational success. Our aim was twofold: i) to assess the relationship between the level of self-assessed public health and EI competencies among Master of European Public Health (MEPH) students and graduates at Maastricht University, and; ii) to determine the relationship between different groups of public health competencies and specific EI skills. A cross-sectional study was conducted including all recent MEPH graduates and students from 2009-2012, out of 67 eligible candidates N = 51 were contacted and N = 33 responded (11 males and 22 females; overall response: 64.7%).Two validated tools were employed: i) public health competencies self-assessment questionnaire, and; ii) Assessing Emotions Scale. Females scored higher than males in all seven domains of the self-assessed key public health competencies (NS) and emotional intelligence competences (P = 0.022). Overall, the mean value of public health competencies was the lowest in students with "staff" preferences and the highest among students with mixed job preferences (P health competencies and the overall emotional intelligence competencies (r = 0.61, P health specific competencies and EI attributes. It can contribute to the improvement of the educational content of PH curricula by rising awareness through self-assessment and supporting the identification of further educational needs related to leadership.

  1. Is Mohammed a Strategic Leader? (United States)


    St ra te gy R es ea rc h Pr oj ec t IS MOHAMMED A STRATEGIC LEADER ? BY COLONEL JEFFREY WAYNE DRUSHAL United States Army DISTRIBUTION...To) 4. TITLE AND SUBTITLE Is Mohammed a Strategic Leader ? 5a. CONTRACT NUMBER 5b. GRANT NUMBER 5c. PROGRAM ELEMENT NUMBER...ORGANIZATION NAME(S) AND ADDRESS(ES) Mr. Scott T. Forster Department of Command, Leadership, and Management 8. PERFORMING ORGANIZATION REPORT

  2. LEADER 2

    DEFF Research Database (Denmark)

    Daniels, G H; Hegedüs, L; Marso, S P


    AIMS: To report preliminary data on baseline serum calcitonin concentrations and associated clinical characteristics in a global population with type 2 diabetes before liraglutide or placebo randomization. METHODS: The ongoing LEADER trial has enrolled 9340 people with type 2 diabetes and at high...... committee of thyroid experts will oversee calcitonin monitoring throughout the trial and will review all calcitonin concentrations ≥20 ng/l. RESULTS: The mean age of participants was 64.3 ± 7.2 years, 64.3% were men, and mean the body mass index was 32.5 ± 6.3 kg/m(2) . The median (interquartile range...... with higher serum calcitonin concentrations that were statistically significant. A 20 ml/min/1.73 m(2) decrease in estimated GFR (eGFR) was associated with a 14% increase in serum calcitonin in women and an 11% increase in men. CONCLUSIONS: In the LEADER population, the prevalence of elevated serum calcitonin...

  3. Small hydro plant development program (United States)


    The technical and economic feasibility of using pump turbine - induction motor (generators) packages in lieu of standardized turbogenerator units in small hydro development projects was reported. The following topics are considered: (1) listing of Hydroelectric Power Resources by State; (2) Manufacturers' Data on Standardized Hydroturbines; (3) Inventory of Available Pumping Equipment; (4) Characteristics of Representative Pumps; (5) Survey of Pump Manufacturers and Engineering Firms; (6) Model Pump Mode and Turbine Mode Characteristics; (7) Prototype Turbine Mode Characteristics; (8) Pump (Turbine) Motor (Generator) Equipment Packages; (9) Manufacturers' Data on Components of Equipment Packages; (10) Overspeed Calculations; and (11) Economic Evaluation.

  4. How Teachers Become Leaders: An Internationally Validated Theoretical Model of Teacher Leadership Development (United States)

    Poekert, Philip; Alexandrou, Alex; Shannon, Darbianne


    Teacher leadership is increasingly being touted as a practical response to guide teacher learning in school improvement and policy reform efforts. However, the field of research on teacher leadership in relation to post-compulsory educational development has been and remains largely atheoretical to date. This empirical study proposes a grounded…

  5. Leading Highly Performing Children's Centres: Supporting the Development of the "Accidental Leaders" (United States)

    Coleman, Andy; Sharp, Caroline; Handscomb, Graham


    There is wide recognition that early childhood experiences are critical to a child's development and their subsequent life chances. However, little research has been undertaken into leadership in early years settings, which is so influential in this regard. This article summarizes research into the leadership of Sure Start Children's Centres,…

  6. Preparing, Developing, and Credentialing K-12 School Leaders: Continuous Learning for Professional Roles (United States)

    Reeves, Patricia; Berry, James E.


    Professional preparation in educational administration has been a university-based state requirement that oriented aspiring school administrators to the roles of principal or superintendent. Professional and state expectations for preparation, development, and credentialing are shifting as the complexity of leadership and administration has…

  7. Developing Global Leaders: Building Effective Global- Intercultural Collaborative Online Learning Environments (United States)

    Ivy, Karen Lynne-Daniels


    This paper shares the findings of a study conducted on a virtual inter-cultural global leadership development learning project. Mixed Methods analysis techniques were used to examine the interviews of U.S. and Uganda youth project participants. The study, based on cultural and social constructivist learning theories, investigated the effects of…

  8. Swiss Armed Forces Organizational Level Leader Development: A Qualitative Case Study (United States)


    drawbacks of military leadership education as the absence from the civil job rather than the acquired skills and...officer’s school. The main efforts during officer education was leadership and developing trainer skills . Following graduation to lieutenant, the new... leadership skills . Following graduation to lieutenant, the new officers take charge of their platoon for an eight-week collective training. 30

  9. Action Learning: Developing Leaders and Supporting Change in a Healthcare Context (United States)

    Doyle, Louise


    This account of practice outlines how action learning was used as the key component of a leadership development initiative for managers in an acute hospital setting. It explains how the initiative was conceived, why action learning was chosen and how action learning principles were incorporated. Insights into the outcomes and considerations for…

  10. Instructional Strategies Designed to Develop Trust and Team Building Skills in School Leaders (United States)

    Freeman, Virgil


    This paper will provide readers with insight into "Team Building and Decision-Making" curriculum methods and strategies utilized in leadership for our administrators. The content is based on "The Five Dysfunctions of a Team: A Leadership Fable" by Lencioni (2002). The writer is working on developing a unique cascade of…

  11. Preparing Global Leaders: A Theoretical Model for Understanding the Development of Intercultural Competency (United States)

    Martinez, Cynthia Ann


    As globalization increases, organizations are seeking individuals that have developed intercultural competency (ICC) and are prepared to lead for the 21st century. Although there are competing definitions among scholars as to what characteristics (ability, attitude, awareness, behaviors, knowledge, skills, or values) make up ICC (Ang & Van…

  12. Future Game Developers within a Virtual World: Learner Archetypes and Team Leader Attributes (United States)

    Franetovic, Marija


    This case study research sought to understand a subset of the next generation in reference to virtual world learning within a game development course. The students completed an ill-structured team project which was facilitated using authentic learning strategies within a virtual world over a period of seven weeks. Research findings emerged from…

  13. Perceptions of Leadership Coaches Regarding Leader Authenticity and Authenticity Development Strategies (United States)

    Stone, Anne H.


    Purpose: The purpose of this study was to identify what leadership coaches perceive to be the benefits of authenticity to their clients' success. Another purpose was to identify what barriers leadership coaches perceive as preventing their clients from developing authenticity. A final purpose of this study was to identify which strategies…

  14. Developing a Leadership Programme for School Leaders: An NPQH Assessment Centre Manager Reflects. (United States)

    Collarbone, Patricia


    Examines development and implementation of Britain's National Professional Qualification for Headship (NPQH) initiative, particularly the needs-assessment process, from an assessment center manager's perspective. Despite the pace, changing context, and inadequate resources, this initiative has ensured that principals will have more systematic…

  15. The Development of Professional Learning Communities and Their Teacher Leaders: An Activity Systems Analysis (United States)

    Turner, Julianne C.; Christensen, Andrea; Kackar-Cam, Hayal Z.; Fulmer, Sara M.; Trucano, Meg


    Professional learning communities can be effective vehicles for teacher learning and instructional improvement, partly because they help change professional culture. However, little is known about "how" these changes occur. We used activity systems analysis to investigate the development of professional learning communities and their…

  16. Developing Civic Leaders through an Experiential Learning Programme for Holocaust Education (United States)

    Clyde, Carol


    The purpose of this study is to examine the impact that involvement in an experiential learning programme for Holocaust education had on college and university participants' worldviews and civic leadership development. Results indicate that involvement in specific elements of the programme did have an impact. The student-focused, experiential…

  17. Becoming a Leader along the Way: Embedding Leadership Training into a Large-Scale Peer-Learning Program in the STEM Disciplines (United States)

    Micari, Marina; Gould, Amy Knife; Lainez, Louie


    Although many college students enter leadership programs with the express goal of developing leadership skills, some specialized leadership programs draw students who seek to gain expertise in a disciplinary area, with leadership development as a secondary goal. In the latter case, program developers face the challenge of generating enthusiasm…

  18. Programs | IDRC - International Development Research Centre

    International Development Research Centre (IDRC) Digital Library (Canada)

    We help bring ideas to life. Our development programs support innovative solutions that improve global access to food, jobs, health, and technologies for growth. At IDRC, we have learned that the greatest benefit comes from focusing our investments to deliver large-scale impact. Our programs seek answers that drive ...

  19. Programs and Research Advisor | IDRC - International Development ...

    International Development Research Centre (IDRC) Digital Library (Canada)

    Analysis of trends and policy developments in the Sub-Saharan African Region in order to support IDRC's strategic plan and programming by: collating various information and data relevant to IDRC programs in the region through consultation of print and electronic sources and internal and external network of contacts; ...

  20. Nutritional programming of reproductive development in heifers (United States)

    Developmental programming is the biological process by which environmental factors influence the development of the organs and tissues in the body. There are two areas of developmental programming being investigated with applicability to beef production systems to improve performance of replacement...