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...... are better at understanding themselves as well as their ability to build relationships whilst under great pressure e.g. during combat operations. On the basis of field experience, qualitative research and quantitative data the effects of working with emotional intelligence in a structured way is presented...

  2. Program Leader | IDRC - International Development Research Centre

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

    Leads in the identification of the overall development research ... Ensures that a regional perspective is brought to bear on program planning at the PI and ... The incumbent is the manager of the Program Initiative program and team and as such: ... projects between Canadian and developing country researchers; and; When ...

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


    implement a holistic approach to developing attributes within its members. These domains are human performance, psychological performance, spiritual ...A CRITICAL ANALYSIS OF ATTRIBUTE DEVELOPMENT PROGRAMS FOR ARMY LEADERS A thesis presented to the Faculty of the U.S. Army...RETURN YOUR FORM TO THE ABOVE ADDRESS. 1. REPORT DATE (DD-MM-YYYY) 10-06-2016 2. REPORT TYPE Master’s Thesis 3. DATES COVERED (From - To) AUG 2015

  5. The Multiple Roles that Youth Development Program Leaders Adopt with Youth (United States)

    Walker, Kathrin C.


    The roles that program leaders establish in their relationships with youth structure how leaders are able to foster youth development. This article examines the complex roles program leaders create in youth programs and investigates how they balanced multiple roles to most effectively respond to the youth they serve. Analyses of qualitative data…

  6. The ALIVE program: developing a web-based professional development program for nursing leaders in the home healthcare sector. (United States)

    Lankshear, Sara; Huckstep, Sherri; Lefebre, Nancy; Leiterman, Janis; Simon, Deborah


    Home healthcare nurses often work in isolation and rarely have the opportunity to meet or congregate in one location. As a result, nurse leaders must possess unique leadership skills to supervise and manage a dispersed employee base from a distance. The nature of this dispersed workforce creates an additional challenge in the ability to identify future leaders, facilitate leadership capacity, and enhance skill development to prepare them for future leadership positions. The ALIVE (Actively Leading In Virtual Environments) web-based program was developed to meet the needs of leaders working in virtual environments such as the home healthcare sector. The program, developed through a partnership of three home healthcare agencies, used nursing leaders as content experts to guide program development and as participants in the pilot. Evaluation findings include the identification of key competencies for nursing leaders in the home healthcare sector, development of program learning objectives and participant feedback regarding program content and delivery.

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


    emotional intelligence , as defined by Daniel Goleman , is how leaders handle themselves and their relationships. More important than what a leader be that leadership is a combination of art and science; some elements are trainable and controllable and some not. Daniel Goleman , well known for...introducing the groundbreaking term emotional intelligence to the study of leadership, presents six styles of leadership in “Leadership That Gets

  9. 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…

  10. Leaders in Education Program: The Singapore Model for Developing Effective Principal-Ship Capability (United States)

    Jayapragas, Prashant


    In this era of constant change, principals need to be able to handle high levels of complexity in its governance and policy implementation. Planning ahead is not sufficient; being able to interpret and plan the future into strategic responses is a huge focus in educational development today. The Leaders in Education Program (LEP) is a 6-month…

  11. 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...... 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...

  12. 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

  13. Exploring Leader Identity and Development. (United States)

    Priest, Kerry L; Middleton, Eric


    Taking on a leader identity can be a motivating force for pursuing leader development. This chapter explores the reciprocal and recursive nature of identity development and leader development, emphasizing how shifting views of self influence one's motivation to develop as a leader. © 2016 Wiley Periodicals, Inc., A Wiley Company.

  14. 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.

  15. The Role of Special Education Training in the Development of Socially Just Leaders: Building an Equity Consciousness in Educational Leadership Programs (United States)

    Pazey, Barbara L.; Cole, Heather A.


    Over the past two decades, colleges of education along with a number of national organizations and specialized professional associations have sought to improve educational administration programs through the incorporation of a broad policy framework designed to develop socially just leaders. Central to the growth of these new leaders is a…

  16. Leader Development for a Transforming Army

    National Research Council Canada - National Science Library

    Yackley, Stephen G


    .... The development of future strategic leaders requires an increased emphasis from senior leaders on subordinate leader development, combined with a method to enhance developmental feedback to these subordinate leaders...

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


    Engagement Simulation Systems TGOSC Training General Officer Steering Committee THP take-home package TRAC TRADOC Analysis Center TRADOC U.S. Army Training...flexibility to tailor course content to student needs and experience; basically, all students go through the same course. We found no use of pre- tests to...that a student has passed a test , does not necessarily mean that better graduate performance will result. As the pressures mount for adding leader

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

    DEFF Research Database (Denmark)

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


    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....

  19. Leadership Development: A Senior Leader Case Study (United States)


    LIFE model Element Investigative Question Strategy How does (development program) posture (or fail to posture ) leaders to meet organizational...Management How does (development program) adequately posture (or fail to posture ) officer talent capable of filling talent gaps within the...LIFE model in figure 1 stems from conceptualizing and integrat- ing elements of leadership development in the work of Stephen Co- hen , Lisa Gabel

  20. 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.

  1. 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...

  2. Developing educators, investigators, and leaders during internal medicine residency: the area of distinction program. (United States)

    Kohlwes, R Jeffrey; Cornett, Patricia; Dandu, Madhavi; Julian, Katherine; Vidyarthi, Arpana; Minichiello, Tracy; Shunk, Rebecca; Jain, Sharad; Harleman, Elizabeth; Ranji, Sumant; Sharpe, Brad; O'Sullivan, Patricia; Hollander, Harry


    Professional organizations have called for individualized training approaches, as well as for opportunities for resident scholarship, to ensure that internal medicine residents have sufficient knowledge and experience to make informed career choices. To address these training issues within the University of California, San Francisco, internal medicine program, we created the Areas of Distinction (AoD) program to supplement regular clinical duties with specialized curricula designed to engage residents in clinical research, global health, health equities, medical education, molecular medicine, or physician leadership. We describe our AoD program and present this initiative's evaluation data. METHODS AND PROGRAM EVALUATION: We evaluated features of our AoD program, including program enrollment, resident satisfaction, recruitment surveys, quantity of scholarly products, and the results of our resident's certifying examination scores. Finally, we described the costs of implementing and maintaining the AoDs. AoD enrollment increased from 81% to 98% during the past 5 years. Both quantitative and qualitative data demonstrated a positive effect on recruitment and improved resident satisfaction with the program, and the number and breadth of scholarly presentations have increased without an adverse effect on our board certification pass rate. The AoD system led to favorable outcomes in the domains of resident recruitment, satisfaction, scholarship, and board performance. Our intervention showed that residents can successfully obtain clinical training while engaging in specialized education beyond the bounds of core medicine training. Nurturing these interests 5 empower residents to better shape their careers by providing earlier insight into internist roles that transcend classic internal medicine training.


    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

  4. Stacking The Deck - Can We Better Develop Future Homeland Security Leaders With Formal Mentoring Programs? (United States)


    integrity, trustworthy , strong work ethic, critical thinker, etc.), and a willing program participant with high expectations.73 Desired...interpersonal skills  Trustworthy , honest, and flexible  “A forward, global thinker who is available and has the Department’s and the mentee’s best...Employees . Mentoring Employees . Celebrating Accomplishments Explain the importance of good communication skills . Communications iviodei

  5. Leadership and Leader Developmental Self-Efficacy: Their Role in Enhancing Leader Development Efforts. (United States)

    Murphy, Susan Elaine; Johnson, Stefanie K


    This chapter describes the role of two types of self-efficacy-leader self-efficacy and leader developmental efficacy-for enhancing leadership development. Practical implications for designing and developing leadership programs that take into account these two types of self-efficacy are discussed. © 2016 Wiley Periodicals, Inc., A Wiley Company.

  6. Leaders Growing Leaders: Designing a Tier-Based Leadership Program for Surgeons. (United States)

    Torbeck, Laura; Rozycki, Grace; Dunnington, Gary


    Leadership has emerged as a crucial component of professional development for physicians in academic medicine. Most leadership skills can be learned and therefore best practices of delivering leadership development are in high demand. For practicing surgeons, specific strategies to teach leadership have been lacking. The purpose of this paper is to describe the structure of a tier-based leadership development program called Leaders Growing Leaders, to identify the major curricular components to each tier including measures and outcomes, and to share lessons learned for those who may want to begin a similar leadership development program. Copyright © 2018 Association of Program Directors in Surgery. Published by Elsevier Inc. All rights reserved.

  7. Ohio 4-H Agents' and Volunteer Leaders' Perceptions of the Volunteer Leadership Development Program. (United States)

    Kwarteng, Joseph A.; And Others


    This study found that six areas of volunteer leadership development are important to volunteers and 4-H agents. The areas are (1) recruiting, (2) training, (3) motivation, (4) recognition, (5) retention, and (6) supervision. (JOW)

  8. "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.

  9. 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.

  10. “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

  11. 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…

  12. 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...

  13. HEALS Hypertension Control Program: Training Church Members as Program Leaders. (United States)

    Dodani, Sunita; Beayler, Irmatine; Lewis, Jennifer; Sowders, Lindsey A


    Health disparities related to cardiovascular diseases (CVDs) including stroke have remained higher in the African-Americans (AAs) than in other populations. HEALS is a faith-based hypertension (HTN) control program modified according to AA community needs, and delivered by the church-lay members called church health advisors (CHAs). This study examined the feasibility and acceptability of training CHAs as HEALS program leaders. Four CHAs completed a 10-hour HEALS program training workshop at the Church, conducted by the nutrition experts. Workshop was evaluated by CHAs on their level of satisfaction, clarity of contents covered and comfort in delivery the program to the church congregation. The overall six main HEALS curriculum components were completed. Workshop was highly evaluated by CHAs on length of training, balance between content and skills development, and level of satisfaction with program delivery. Church-based culturally modified health promotion interventions conducted by the community lay members may be a way to reduce health disparities in ethnic minorities.

  14. 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.

  15. An Assessment of the Senior Enlisted Leader Program at the United States Naval Academy

    National Research Council Canada - National Science Library

    Richardson, David


    .... The data analysis yielded eight themes related to the Senior Enlisted Leader Program. Six of these themes present positive aspects of the program, and two of these themes address areas for improvement. Overall, the data suggest that the Senior Enlisted Leader Program has had a significant positive impact on the leadership development of midshipmen and the Naval Academy as a whole.

  16. Self-Development: An Important Aspect of Leader Development

    National Research Council Canada - National Science Library

    Snow, Jeffrey


    ... and leadership doctrine, Army leaders do not emphasize its value, and the Army provides neither the tools nor the support to enable its leaders to make self-development an effective component of lifelong learning...

  17. 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.

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

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

    ... (i.e. senior management) on issues of program and project development and ... Ensures that a regional perspective is brought to bear on program planning at ... projects between Canadian and developing country researchers; and; When ...

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


    expectation other than rudimentary dialogues on career paths. Some senior leaders are superb mentors , but this appears to be a result of the personality... mentoring discussions, as well as resources and senior -level attention to these expectations, could complement individual development plans and structured...including senior leaders. This extends to the reserve components (RC) and their “critical bridge to the civilian population, infusing the Joint

  20. The Principal as Professional Development Leader (United States)

    Lindstrom, Phyllis H.; Speck, Marsha


    Individual teachers have the greatest effect on student performance. Principals, as professional development leaders, are in the best position to provide teachers with the professional development strategies they need to improve skills and raise student achievement. This book guides readers through a step-by-step process to formulate, implement,…

  1. Professionalism, Portfolios and the Development of School Leaders. (United States)

    Wildy, Helen; Wallace, John


    Describes how two reforms--portfolio culture and teacher professionalism--converge in a systemwide program for school leaders' professional development. Investigates use of portfolios to help (Australian) principals, deputy principals, and department heads improve their performance and accountability. Participants used portfolios as evidence of…

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


    Transforming Organizations: Growing Leaders for Tomorrow. Mahwah, NJ: Lawrence Erlbaum Associates. Kolb , D. (1984). Experiential learning : Experiences...development tools, job aides, or other on-the-job leader development interventions. Implicitly, the handbook employs adult learning theory to engage...most effective and efficient methods of leader development for a unit environment. Principles of adult learning theory were then applied to

  3. 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?

  4. Leader Development Process in Pakistan Army at the Tactical Level

    National Research Council Canada - National Science Library

    Nawaz, Amer


    .... up to a maximum of seven years of service. It analyzes the present leader development process of Pakistan Army to see its effectiveness to train leaders at the tactical level to perform effectively in future...

  5. 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.

  6. 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...

  7. 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...

  8. Teacher Leader Programs: Structure and Staffing in Four TIF Districts (United States)

    Pyatigorsky, Mikhail; Heneman, Herb; Steele, Clarissa; Finster, Matthew; Milanowski, Tony


    Some Teacher Incentive Fund (TIF) grantees are experimenting with the design and operation of teacher leader (TL) programs as part of their performance-based compensation systems (PBCS). Much of the impetus for this is the U.S Department of Education TIF 4 requirement that grantees' PBCS should provide for "additional responsibilities and…

  9. Motivations of Volunteer Leaders in an Extension Exercise Program (United States)

    Washburn, Lisa T.; Cornell, Carol E.; Traywick, LaVona; Felix, Holly C.; Phillips, Martha


    This article describes findings from a qualitative study of volunteer leaders in the StrongWomen strength training program in Arkansas. The study explored reasons volunteers initially agreed to serve, perceptions of volunteer role, and motivations for continuing to lead strength training groups long-term. Findings suggest a combination of factors…

  10. Evaluating pharmacy leader development through the seven action logics. (United States)

    Philip, Achsah; Desai, Avani; Nguyen, Phouc Anne; Birney, Patrick; Colavecchia, Anthony; Karralli, Rusol; Smith, Lindsey; Lorimer, Dirk; Burgess, Gwen; Munch, Kyle; Daniel, Nelvin; Lionetti, Jason; Garey, Kevin W


    Pharmacy leader development over time was analyzed using the seven action logics. As part of an ongoing leadership seminar series, students were required to select a visionary pharmacy leader and conduct a structured interview to evaluate pharmacy leaders' action logics. A standardized questionnaire comprising 13 questions was created by the class. Questions addressed leadership qualities during the leaders' early years, education years, and work years. Transcripts were then coded by two separate trained investigators based on the leader's stage of life to provide a score for each action logic individually over time. Kappa coefficient was used to evaluate interrater agreement. A total of 14 leaders were interviewed. All leaders were currently employed and had won national awards for their contributions to pharmacy practice. Overall, there was 82% agreement between the two evaluators' scores for the various characteristics. Action logics changed based on the leaders' life stage. Using aggregate data from all leader interviews, a progression from lower-order action logics (opportunist, diplomat, expert) to higher-order action logics (strategist, alchemist) was found. Ten leaders (71%) were diplomats during their early years. Six leaders (43%) were experts during their education years, and 4 (29%) were strategists or alchemists. During the third life stage analyzed (the work years), 6 leaders (43%) were strategists, and 2 were alchemists. During their work years, all leaders had a percentage of their answers coded as alchemist (range, 5-22%). Throughout their professional careers, pharmacy leaders continually develop skills through formal education and mentorship that follow action logics. Copyright © 2016 by the American Society of Health-System Pharmacists, Inc. All rights reserved.

  11. Impact Parent Program Workshop Leader's Manual. (United States)

    Marvelle, John D., Comp.; And Others

    This program manual provides a series of eight two-hour sessions designed to further parents' abilities to teach and communicate with their young children and to build supportive family school relationships. Session I introduces the series and emphasizes the important role parents have as teachers of their children. In Session II an overview of…

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


    internal candidate, a product of Pepsi leadership pipeline. Pepsi has leadership talent because of judgment made years earlier that succession...planning – 20 leader development – was a CEO priority and commitment. Roger Enrico, former CEO prior to Reinemund, turbocharged the Pepsi process by...conducting his own leadership development program for the top 240 leaders at Pepsi . He personally conducted a program with nine vice presidents at a


    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.

  14. 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.

  15. Perspectives on healthcare leader and leadership development


    Scott, Elaine S.


    Elaine S ScottCollege of Nursing, Graduate Nursing Science Department, East Carolina University, Greenville, NC USAAbstract: Healthcare delivery systems are complex entities that must merge the best of administrative and clinical practices into a new model of leadership. But, despite growing recognition that healthcare organizational leaders must partner with clinical leaders to address patient safety, evidence based practice, financial sustainability, and capacity, tensions between the group...

  16. Succession planning for the future through an academic-practice partnership: a nursing administration master's program for emerging nurse leaders. (United States)

    Sherman, Rose; Dyess, Susan; Hannah, Ed; Prestia, Angela


    A global nursing leadership shortage is projected by the end of this decade. There is an urgent need to begin developing emerging nurse leaders now. This article describes the work of an academic-practice partnership collaborative of nurse leaders. The goal of the partnership is to develop and promote an innovative enhanced nursing administration master's program targeted to young emerging nurse leaders, who have not yet moved into formal leadership roles. An action research design is being used in program development and evaluation. Qualities needed by emerging leaders identified through research included a need to be politically astute, competency with business skills required of nurse leaders today, comfort with ambiguity, use of a caring approach, and leadership from a posture of innovation. The current curriculum was revised to include clinical immersion with a nurse leader from the first semester in the program, a change from all online to online/hybrid courses, innovative assignments, and a strong mentorship component. Eighteen young emerging nurse leaders began the program in January 2012. Early outcomes are positive. The emerging nurse leaders may be uniquely positioned, given the right skills sets, to be nurse leaders in the new age.

  17. The Development of Leader Character through Crucible Moments (United States)

    Byrne, Alyson; Crossan, Mary; Seijts, Gerard


    Business schools strive to develop leadership excellence in their students. In this essay, we suggest that educators should find ways to help students develop and deepen leader character, a fundamental component of exemplary leadership. Frequently, business school students have preconceived ideas of leadership, often neglecting leader character.…

  18. Developing Future Leaders: The Role of Reflection in the Classroom (United States)

    Roberts, Cynthia


    Leadership development continues to be a topic of conversation, education, and research. Reflection has been named as one of the key competencies needed for effective leaders particularly as the workplace grows more complex and multicultural. But how does one develop reflective skill in college students, the leaders of the future? This paper…

  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. 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.

  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. 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.

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


    UNITS Successful operational units do not arise without tough, realistic, and challenging training. Field Manual (FM) 7-0, Training Units and D...operations. The manual provides junior leaders with guidance on how to conduct training and training management. Of particular importance is the definition...1 Relation htp between ADDIE and the Anny Training Management Model. The Army Training Management Model and ADDIE process appear in TRADOC PAM 350

  4. Developing Operational Leaders for the 21st Century

    National Research Council Canada - National Science Library

    Prickett, Shawn


    .... This will not change as we transform our military throughout the 21th Century. The development of operational leaders will continue to be a significant challenge for our military in the coming years...

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

    National Research Council Canada - National Science Library

    Latin, Anita


    .... Given the importance that acquisition leaders play in the success of their organizations and in the development of our future warfighting capabilities, is the Air Force providing the appropriate...

  6. Understanding Predicting and Supporting Leader Self-Development

    National Research Council Canada - National Science Library

    Boyce, Lisa A; Wisecarver, Michelle M; Zaccaro, Stephen J


    .... The model depicts a person with a mastery, work, and career-growth orientation as more motivated to perform leader self-development and more skilled at performing instructional and self-regulatory...

  7. U.S. Army Self-Development: Enhancer or Barrier to Leader Development?

    National Research Council Canada - National Science Library

    Beagel, Milford


    On 25 May 2001, the U.S. Army Training and Leader Development Panel (ATLDP) released a report on the results of extensive research concerning the future direction of training and leader development...

  8. 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…

  9. Why Trust Matters: How Confidence in Leaders Transforms What Adolescents Gain From Youth Programs. (United States)

    Griffith, Aisha N; Larson, Reed W


    Youth's trust in program leaders is considered a key to the positive impact of youth programs. We sought to understand how trust influences youth's program experiences from their perspective. We interviewed 108 ethnically diverse youth (ages 12-19) participating in 13 arts, leadership, and technology programs. Analysis of these accounts suggested five ways in which youth's trust in leaders amplified program benefits. Trust increased youth's (1) confidence in leaders' guidance in program activities, (2) motivation in the program, (3) use of leaders for mentoring, (4) use of leaders as a model of a well-functioning relationship, and (5) experience of program cohesiveness. Across benefits, trust allowed youth to draw on leaders' expertise, opened them to new experiences, and helped increase youth's agency. © 2015 The Authors. Journal of Research on Adolescence © 2015 Society for Research on Adolescence.

  10. 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.

  11. [Effect of school-based peer leader centered smoking prevention program]. (United States)

    Shin, Sung Rae; Oh, Pok Ja; Youn, Hye Kyung; Shin, Sun Hwa


    The purpose of this study was to develop and evaluate a school-based peer leader centered smoking prevention program. Non-equivalent control group with a pre/post-test design was used. Students (n=174) in two boys' junior high schools located in D city, Korea participated with 85 being selected for the experimental group and 89 for the control group. Five sessions were given to the experimental group and a 50 minute lecture to the control group. Knowledge, attitude, non-smoking intention, and non-smoking efficacy were measured for the both experimental and control group at two weeks before the program and one month after the program was completed. Data were analyzed using χ²-test, Fisher's exact test, independent t-test and paired t-test with the SPSS 21.0 program. The experimental group showed higher overall knowledge, negative attitude toward smoking, and higher non-smoking intention and efficacy. After receiving the school based peer leader centered smoking prevention program scores for attitude toward smoking and non-smoking efficacy increased in the experimental group were higher than in the control group. The school-based peer leader centered smoking prevention program needs longitudinal evaluation, but from this study, there is an indication that this program can be used with junior high school students and effectively change students' attitude toward smoking and promote non-smoking efficacy.

  12. Developing Science and Mathematics Teacher Leaders through a Math, Science & Technology Initiative (United States)

    Green, André M.; Kent, Andrea M.


    This study explores the effects of a professional development teacher leadership training program on the pedagogical and content development of math and science teacher leaders at the elementary level. The study is qualitative in nature, and the authors collected data using the online survey instrument Survey Monkey. The major implications of the…

  13. Leadership Skill Development of Teen Leaders. (United States)

    Kleon, Scott; Rinehart, Susan


    Teen participants in the Ohio 4-H Teen Community Leadership College (n=64) perceived their leadership skills to be much higher after the program. They appeared to need improvement in initiative, assertiveness, and objectivity. (SK)

  14. 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

  15. 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

  16. 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…

  17. 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…

  18. Volunteers: A Challenge For Extension Workers: Developing Volunteer Leaders From Disadvantaged Families. (United States)

    Partin, Minerva O.; And Others

    A series of guidelines for use by Extension agents, as they involve socially and economically disadvantaged youth and adults in volunteer leadership roles in rural and urban Extension programs, is presented. Section headings are: Know Your Audience, Establish Rapport, Levels of Leadership, Leader Development, Leadership Roles, Volunteer…

  19. Developing Educational Leaders for Social Justice: Programmatic Elements that Work or Need Improvement (United States)

    Guerra, Patricia L.; Nelson, Sarah W.; Jacobs, Jennifer; Yamamura, Erica


    In this qualitative study, Brown's (2004) tripartite theoretical framework on leadership preparation was used to explore the role programmatic elements played in development as social justice leaders within an educational leadership preparation program located in the United States. Findings from focus groups with twelve former graduate students…

  20. 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…

  1. 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…

  2. Developing world class leader-managers for the evolving nuclear industry

    International Nuclear Information System (INIS)

    Konettsni, A.L.


    The author discusses the problems of educating and training the world-class leaders for nuclear industry. He specifies the leader's characters, emphasizing that common high standards of performance have been the hallmark of the industry for years. Rapid growth in the nuclear industry could diminish the self-discipline that has been developed over decades. He lists the US Naval Nuclear Propulsion Program fundamental principles developed over six decades. The author also dwells on corporate self-motivation, self-control, self-expectancy of optimism and company's image [ru

  3. 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.

  4. 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

  5. Developing Leaders: The Role of Competencies in Rural Community Colleges (United States)

    Eddy, Pamela L.


    Pending retirements underscore the need to develop community college campus leaders. Rural community colleges will be particularly hard-hit by changes in leadership as they represent the majority of 2-year colleges and face unique challenges given their location. To help address the anticipated leadership transition, the American Association of…

  6. Developing Citizen Leaders through Action Learning (United States)

    Foley, Dolores


    This is an account of a programmer utilizing the application of action learning to the development of capacities of citizens. The Citizen Leadership for Democratic Governance is designed to equip citizens with the skills to get involved and handle the difficult tasks of governance in their communities in South Africa. After a history of apartheid…

  7. Transforming Junior Leader Development: Developing the Next Generation of Pentathletes

    National Research Council Canada - National Science Library

    Haynes, Kenneth G


    .... The convergence of Full Spectrum Operations, Network Centric Warfare, and Krulak's "Three Block War" have facilitated an urgent need for junior leaders that are more capable, adaptive, and mature...

  8. 34 CFR 1100.1 - What is the Literacy Leader Fellowship Program? (United States)


    ... of the National Institute for Literacy provides financial assistance to outstanding individuals who... 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...

  9. 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.

  10. 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.

  11. 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

  12. 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.

  13. Clinical program leadership: skill requirements for contemporary leaders. (United States)

    Spallina, Joseph M


    With knowledge of these leadership requirements and a shrinking base of experienced managers, healthcare organizations and professional societies have little choice in their approach to prepare for the leadership development challenges of the future. Organizations will focus leadership development, training, and continuing management education on integrating business tools and skills into clinical program management. The management requirements for clinical programs will continue to grow in complexity and the number of qualified managers will continue to diminish, New approaches to solving this shortage will evolve. Professional, forprofit companies, healthcare provider organizations, and academic programs will develop clinical program management training tracks. Organizations that create solutions to this management imperative will maintain their competitive edge in the challenging times that will greet the industry in the future.

  14. Formation and development of a leader channel in air

    International Nuclear Information System (INIS)

    Popov, N.A.


    A self-consistent model is constructed that makes it possible to investigate the formation of a leader channel in air and the evolution of the channel parameters in the developed stage, when the leader is as long as several meters or more. The initial stage of the formation of the channel is characterized by a rapid increase in the electron density and gas temperature, which is a consequence of the onset of thermal-ionizational instability. The radius of a fully developed plasma column at the current I 1 A in air at atmospheric pressure is R h congruent with 10 -2 cm. Then, because of the gas-dynamic and thermal expansion, the plasma radius R h increases considerably; as a result, the electric field and the reduced field E/N in the corresponding parts of the channel decrease. In the case under consideration, the field in the 'oldest' parts of the leader drops to 200 V/cm and even lower and the reduced field becomes as weak as E/N ≤ 10 Td. In this case, the densities of the main species of neutral and charged particles at the center of the channel remain close to their thermodynamically equilibrium values. The results of calculations are compared with the available experimental data

  15. 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.

  16. VA Pipeline for Future Nurse Leaders: an Exploration of Current Nurse Leadership Development in the Veteran’s Health Administration (United States)


    Democratic Society White House Leadership Development Program (WHLD) Harvard Kennedy School (HKS)–Senior Executive Fellows Program George......Nurse Leaders: An Exploration of Current Nurse Leadership Development in the Veterans Health Administration 5a. CONTRACT NUMBER 5b. GRANT NUMBER

  17. Inspiring Leaders: Unique Museum Programs Reinforce Professional Responsibility (United States)

    Ciardelli, Jennifer; Wasserman, JoAnna


    Since 1998, the United States Holocaust Memorial Museum has developed educational programs targeting adult audiences. Engaging public service professionals--those charged with serving and protecting our nation's democratic principles--has become a core outreach strategy to achieve the Museum's mission. This article describes the Museum's process…

  18. 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.

  19. Doctoral Programs in Developmental Education: Interview with Three Leaders (United States)

    Kincaid, Marla


    Marla Kincaid (Adjunct Instructor, Austin Community College M.A., Developmental Education Department of Curriculum and Instruction Texas State University-San Marcos) interviewed the following leaders in the field of Developmental Education: (1) Dr. Olatunde Ogunyemi, Professor in the Department of Educational Leadership at Grambling State…

  20. The Two Towers: The Quest for Appraisal and Leadership Development of Middle Leaders Online (United States)

    Bassett, Martin; Robson, Joanne


    This paper sets out to examine the role of middle leaders and their quest for effective appraisal and leadership development online--the two towers. Research that focuses on the role of middle leaders, in terms of their appraisal and leadership development, suggests there is a crisis in the "middle." Currently, middle leaders do not have…

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

    International Nuclear Information System (INIS)

    Ambrosino, G.; Albanese, R.; Ariola, M.; Cenedese, A.; Crisanti, F.; Tommasi, G. De; Mattei, M.; Piccolo, F.; Pironti, A.; Sartori, F.; Villone, F.


    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

  2. Practice Facilitators' and Leaders' Perspectives on a Facilitated Quality Improvement Program. (United States)

    McHugh, Megan; Brown, Tiffany; Liss, David T; Walunas, Theresa L; Persell, Stephen D


    Practice facilitation is a promising approach to helping practices implement quality improvements. Our purpose was to describe practice facilitators' and practice leaders' perspectives on implementation of a practice facilitator-supported quality improvement program and describe where their perspectives aligned and diverged. We conducted interviews with practice leaders and practice facilitators who participated in a program that included 35 improvement strategies aimed at the ABCS of heart health (aspirin use in high-risk individuals, blood pressure control, cholesterol management, and smoking cessation). Rapid qualitative analysis was used to collect, organize, and analyze the data. We interviewed 17 of the 33 eligible practice leaders, and the 10 practice facilitators assigned to those practices. Practice leaders and practice facilitators both reported value in the program's ability to bring needed, high-quality resources to practices. Practice leaders appreciated being able to set the schedule for facilitation and select among the 35 interventions. According to practice facilitators, however, relying on practice leaders to set the pace of the intervention resulted in a lower level of program intensity than intended. Practice leaders preferred targeted assistance, particularly electronic health record documentation guidance and linkages to state smoking cessation programs. Practice facilitators reported that the easiest interventions were those that did not alter care practices. The dual perspectives of practice leaders and practice facilitators provide a more holistic picture of enablers and barriers to program implementation. There may be greater opportunities to assist small practices through simple, targeted practice facilitator-supported efforts rather than larger, comprehensive quality improvement projects. © 2018 Annals of Family Medicine, Inc.

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

    NARCIS (Netherlands)

    Slootweg, Irene A.; van der Vleuten, Cees; Heineman, Maas Jan; Scherpbier, Albert; Lombarts, Kiki M. J. M. H.


    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 are the

  4. 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

  5. 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 peer leaders recreational screen time differed by socio-economic status (P peer 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.

  6. 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

  7. 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.


    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.

  9. African Social Studies Program-1, 1988-89. Final Report. A Master's Degree Program for African Social Studies Leaders. (United States)

    Indiana Univ., Bloomington.

    This paper presents the final report on a project that brought African social studies education leaders to Indiana University (Bloomington) to take part in a Master's Degree program. The report contains a brief history of the program, a description of the program, a discussion of issues relating to acculturation, an evaluation, a list of…

  10. Compensatory and Remedial Programs: What School Leaders Should Know. (United States)

    Pellicer, Leonard; Anderson, Lorin


    A recent study of state-funded remedial and compensatory programs in South Carolina concluded that about 40% of the state's principals lacked sufficient understanding of such programs to determine which delivery model was most appropriate and to integrate the programs successfully into their schools' total instructional programs. Obviously,…

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

    International Nuclear Information System (INIS)

    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

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

    International Nuclear Information System (INIS)

    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

  13. What separates outstanding from average leaders? A study identifies leadership competencies and implications for professional development. (United States)

    Nygren, D J; Ukeritis, M D


    As the healthcare crisis mounts, healthcare organizations must be managed by especially competent leaders. It is important for executives to assess and develop the competencies necessary to become "outstanding" leaders. In our study of leadership competencies among leaders of religious orders, we found that outstanding and average leaders appear to share characteristics such as the ability to articulate their group's mission, the ability to act efficiently, and the tendency to avoid impulsive behavior or excessive emotional expression. Outstanding leaders, however, differed from average leaders in seemingly small but significant ways. For instance, nearly three times as often as average leaders, outstanding leaders expressed a desire to perform tasks well--or better than they had been performed in the past. The study also assessed how members of religious orders perceived their leaders. In general, they tended to rate leaders of their religious institutes as transformational leaders--leaders who welcomed doing things in a new way and inspiring their own staffs to search out new ways to provide services.

  14. Supporting the Development of Science Teacher Leaders--Where Do We Begin? (United States)

    Hanuscin, Deborah L.; Rebello, Carina M.; Sinha, Somnath


    Teacher leadership has been recognized as a necessary ingredient to support educational reform efforts. Leaders provide the needed expertise to ensure reforms are successful in promoting student learning. The overarching goal of the "Leadership in Freshman Physics" program is to support a cadre of teachers-leaders who will become advocates for…

  15. 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

  16. Innovative public information programs. 1. Judgment of Opinion Leaders on Nuclear Energy Use

    International Nuclear Information System (INIS)

    Kim, Jong Seok


    Nuclear energy use requires a delicate balance, which arises between the technological factors involved in generating the power and the socio-psychological factors involved in bringing the power for consumer use. It appears that there are several forces such as media enterprise, civil activists, and political leaders that shape public opinion on nuclear power programs that include the assignment of new sites for nuclear power plants or radioactive waste disposal facilities. These forces often make matters worse or sometimes relieve the public of overstated facts. This paper reviews the structure of public acceptance and examines an extended perception model on nuclear energy among opinion leaders (see Fig. 1). A survey was carried out on 500 opinion leaders in Korean society, including political leaders, professors, seniors in media enterprises, executive members of business, and responsible civil activists in August 2000. The sample included a reasonable mix of opinion leaders. However, males represented 87% of the sample while females represented 13%. Skilled interviewers were joined in visiting the respondents for collecting data. For the data, the structural equation modeling approach was chosen to test the proposed model implied by the hypotheses developed by earlier studies. The model was analyzed using the program AMOS, from SmallWaters Corporation. The model yielded a good fit to the data (GFI = 0.972), which shows general features that indicate a reasonable fit of data to the proposed model. The model gives structural coefficients, and the values in the figure represent standardized estimates. The higher values represent more influence on the affected variables. Opinion leaders believe it should play an important role in providing electricity, and it can be dangerous if it is not controlled properly. Here, risks perceived could be assessed by hazards to health or the environment from radiation and the disaster of a possible accident at a nuclear power

  17. Outdoor adventure program builds confidence and competence to help new graduate RNs become "everyday" leaders at the point of care. (United States)

    Greer-Day, Susan; Medland, Jackie; Watson, Lynn; Bojak, Sarah


    A nontraditional approach to leadership development promoted successful transition of new graduate RN residents to professional nurses. Utilizing an outdoor adventure program increased nurses' feelings of competence by boosting their confidence, facilitating an environment where leadership at the bedside became an ingrained part of their nursing practice. RN residents at a Midwestern medical center represented only 17% of the nursing population but reshaped the culture of the entire organization by becoming dynamic "everyday" leaders.

  18. Gooseprints : a model to develop seniors as empowering leaders


    Cusack, Sandra A.; Thompson, Wendy


    Canada Geese are never stuck for leaders, because every goose shares the leadership. Every goose is a volunteer-every volunteer is a leader. Flying in V-formation is aerodynamically efficient-every individual- goose/volunteer gets more lift when all are working together. The purpose of this blueprint is to help you promote goose leadership by giving volunteers the lift they need to get them off the ground and flying high. Every volunteer is a potential leader, and when they get the lift that'...

  19. In Command And Out Of Control: Leaders Developing Teams That Thrive In Chaos And Ambiguity (United States)


    In Command and Out of Control: Leaders Developing Teams that Thrive in Chaos and Ambiguity A Monograph by...TITLE AND SUBTITLE Sa. CONTRACT NUMBER In Command and Out of Control: Leaders Developing Teams that Thrive in Chaos and Ambiguity Sb. GRANT NUMBER...the chaos and ambiguity associated with war. Teams must provide the innovative and creative solutions formerly left to the individual leader. This

  20. Nurse Leaders? Experiences of Implementing Career Advancement Programs for Nurses in Iran


    Sheikhi, Mohammad Reza; Khoshknab, Masoud Fallahi; Mohammadi, Farahnaz; Oskouie, Fatemeh


    Background and purpose: Career advancement programs are currently implemented in many countries. In Iran, the first career advancement program was Nurses? Career Advancement Pathway. The purpose of this study was to explore nurse leaders? experiences about implementing the Nurses? Career Advancement Pathway program in Iran. Methods: This exploratory qualitative study was conducted in 2013. Sixteen nurse managers were recruited from the teaching hospitals affiliated to Shahid Behesthi, Qazvin,...

  1. Offering Prescriptions of Leader-Member Exchanges towards Developing Academic Talent in Higher Education (United States)

    Horne, Andre Leonard


    This paper examines leader-member exchange behaviour for the development of academic talent in higher education. Drawing from a sample of academic leaders at a large South African university, interviews conducted with the chairs of departments (CoDs) provide new insight on development practices and actions for follower development within a…

  2. 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.

  3. Developing leaders' strategic thinking through global work experience: the moderating role of cultural distance. (United States)

    Dragoni, Lisa; Oh, In-Sue; Tesluk, Paul E; Moore, Ozias A; VanKatwyk, Paul; Hazucha, Joy


    To respond to the challenge of how organizations can develop leaders who can think strategically, we investigate the relation of leaders' global work experiences--that is, those experiences that require the role incumbent to transcend national boundaries--to their competency in strategic thinking. We further examine whether leaders' exposure to a country whose culture is quite distinct from the culture of their own country (i.e., one that is culturally distant) moderates these relationships. Our analyses of 231 upper level leaders reveals that the time they have spent in global work experiences positively relates to their strategic thinking competency, particularly for leaders who have had exposure to a more culturally distant country. We discuss these findings in light of the research on international work experiences and leader development. PsycINFO Database Record (c) 2014 APA, all rights reserved.

  4. Strength training in community settings: impact of lay leaders on program access and sustainability for rural older adults. (United States)

    Washburn, Lisa T; Cornell, Carol E; Phillips, Martha; Felix, Holly; Traywick, LaVona


    The effect of volunteer lay leaders on availability and sustainability of strength-training programs for older adults has not been well explored. We describe implementation of the StrongWomen strength training program by the Arkansas Cooperative Extension Service, and report on the relationship between delivery approach (agent-led, lay-led, or combination of agent- and lay-led) and program access and sustainability. All state Extension agents (n = 66) were surveyed on program implementation, continuance, and use of lay leaders. Program records were used to identify the number of trained lay leaders. Regression models were used to examine the relationship between delivery approach and group availability. Counties using lay leaders had twice as many groups as counties using only agents. There was a significant, positive relationship between the number of lay leaders and the number of groups. Counties using lay leaders were 8.3 times more likely to have continuing groups compared with counties not using lay leaders. Program continuance was significantly and positively associated with lay leader use. Lay delivery expanded access to strength training programs and increased the likelihood that programs would continue. This approach can be used to increase access to and sustainability of strength training programs, particularly in resource-constrained areas.

  5. Bridging the Scholar-Practitioner Gap: The San Antonio Export Leaders Program (United States)

    Jackson, Sara C.


    Bridging the gap between theory and practice enables trade service providers to effectively reach the small business community interested in entering foreign markets. This paper describes how the award-winning San Antonio Export Leaders program is a model for applying theoretical concepts to the practice of international business.

  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. 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)

  8. International Field Experiences Promote Professional Development for Sustainability Leaders (United States)

    Hull, R. Bruce; Kimmel, Courtney; Robertson, David P.; Mortimer, Michael


    Purpose: This paper aims to describe, explain and evaluate a graduate education program that provides international project experiences and builds competencies related to collaborative problem-solving, cultural capacity to work globally and sustainable development. Design/methodology/approach: Qualitative analysis of survey data from 28 students…

  9. 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…

  10. Servant Leadership and Constructive Development Theory: How Servant Leaders Make Meaning of Service (United States)

    Phipps, Kelly A.


    A connection between servant leadership and constructive developmental theory is proposed. A theoretical framework is offered that examines the subject and object relationship for servant leaders at progressive stages of meaning making, showing how the way leaders make meaning of service evolves with their constructive development. The framework…

  11. Senior Service College: A Pillar of Civilian Senior Leader Development (United States)


    other burgeoning global issues mandate the existence of capable senior civilian leaders who can effectively participate within the whole-of-government...experience that provides the opportunity to discuss and debate current global issues with the members of the world’s finest military. Civilians not only

  12. 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…

  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. 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...

  15. The Mentoring Experience: Leadership Development Program Perspectives (United States)

    Lamm, Kevan W.; Sapp, Rochelle; Lamm, Alexa J.


    Using a semi-structured interview approach, ten mentors from a leadership development program focused on building leaders in Colleges of Agriculture and Life Sciences across the nation provided insights regarding their mentoring method, process, and experiences. Mentors interviewed agreed the mentoring process was beneficial for themselves as well…

  16. 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

  17. 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.

  18. 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

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


    their own ideas, qualifications, and contributions and not jump to conclusions based on stereotypes .”23 A poor leader or organization will try and...experienced riots that the media portrayed as race-related. However, the underlying cause was actually senior leadership’s inability to control ship...overall scope, the Navy has shifted its focus to other modes and media for training.132 Command-based training and computer-based training are

  20. 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

  1. 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 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.

  2. Developing as an academic leader in a university of technology in ...

    African Journals Online (AJOL)

    Developing as an academic leader in a university of technology in South Africa: Dealing with enabling and constraining teaching and learning environments. ... advancement, equity and transformation, Higher Education, narrative inquiry, ...

  3. Leaders of Universities' Association Criticize World Bank's View on Developing Countries. (United States)

    Morna, Colleen Lowe


    World Bank recommendations calling on developing countries to shift some of their higher-education funds to elementary and secondary education have prompted opposition from leaders of the International Association of Universities. (MLW)

  4. Are We Appropriately Developing Leaders to Fight and Lead in the Future Full Spectrum of Conflict?

    National Research Council Canada - National Science Library

    Pricone, Bob


    The thesis of this SRP is to examine whether we are appropriately training and developing our junior leaders to serve and lead in the future full spectrum environment and organizations, both Interim and Objective...

  5. Leader Development in Nuclear, Biological, and Chemical Defense: Trained and Ready

    National Research Council Canada - National Science Library



    .... Careful and deliberate preparation and emphasis on leader development now will obviate the devastating role of WMD in the future and ensure that the Army is nuclear, biological, and chemical (NBC) trained and ready...

  6. Student pharmacist experiences as inpatient psychiatry medication education group leaders during an early immersion program. (United States)

    McLaughlin, Jacqueline E; Kennedy, Lindsey; Garris, Shauna; Harris, Suzanne C; Hillman, Ashley; Pinelli, Nicole R; Rhoney, Denise H


    While research suggests that pharmacists generally hold positive attitudes toward consumers of psychiatric medications, they often feel less comfortable talking about these medications and providing services for patients with mental illness. The purpose of this program was to train second and third year student pharmacists as psychiatry medication education groups leaders and to examine resulting student self-efficacy and mental health stigma. In partnership with the University of North Carolina (UNC) Eshelman School of Pharmacy, the inpatient psychiatry service at UNC Medical Center expanded weekly medication education groups with the help of trained student pharmacists. All second- and third-year student pharmacists were invited to participate. Pre/post surveys and reflection statements were collected from 13 students that received training, provided informed consent, and participated in one or more medication education groups. Data were analyzed with a mixed methods approach. Student responses revealed an increase in student self-efficacy (p appreciation for pharmacists and the workplace while developing self-efficacy and strategies for engaging with patients with mental illness as a part of medication education groups. Copyright © 2017 Elsevier Inc. All rights reserved.

  7. 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.

  8. 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.

  9. Higher mind-brain development in successful leaders: testing a unified theory of performance. (United States)

    Harung, Harald S; Travis, Frederick


    This study explored mind-brain characteristics of successful leaders as reflected in scores on the Brain Integration Scale, Gibbs's Socio-moral Reasoning questionnaire, and an inventory of peak experiences. These variables, which in previous studies distinguished world-class athletes and professional classical musicians from average-performing controls, were recorded in 20 Norwegian top-level managers and in 20 low-level managers-matched for age, gender, education, and type of organization (private or public). Top-level managers were characterized by higher Brain Integration Scale scores, higher levels of moral reasoning, and more frequent peak experiences. These multilevel measures could be useful tools in selection and recruiting of potential managers and in assessing leadership education and development programs. Future longitudinal research could further investigate the relationship between leadership success and these and other multilevel variables.



    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 ...

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


    Ginanjar, Aryo; Intiasari, Arih Diyaning; Wiyoto, A. R Siswanto Budi


    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, obser...

  12. Responding to Strategic and Organizational Uncertainty: Developing Army Leaders after Iraq and Afghanistan (United States)


    leader development not only reinforces bad habits, but also allows leaders to progress to their next rank lacking some of the training, experience...the rapid proliferation of smartphones and expansion of social media as a means to communicate with an even greater range of communications...A 2008 U.S. Army study revealed 30% of deployed Soldiers suffered from difficulty sleeping (58% of Soldiers with head injuries reported sleep

  13. Nurse Leaders' Experiences of Implementing Career Advancement Programs for Nurses in Iran. (United States)

    Sheikhi, Mohammad Reza; Fallahi Khoshknab, Masoud; Mohammadi, Farahnaz; Oskouie, Fatemeh


    Career advancement programs are currently implemented in many countries. In Iran, the first career advancement program was Nurses' Career Advancement Pathway. The purpose of this study was to explore nurse leaders' experiences about implementing the Nurses' Career Advancement Pathway program in Iran. This exploratory qualitative study was conducted in 2013. Sixteen nurse managers were recruited from the teaching hospitals affiliated to Shahid Behesthi, Qazvin, and Iran Universities of Medical Sciences in Iran. Participants were recruited using purposive sampling method. Study data were collected through in-depth semi-structured interviews. The conventional content analysis approach was used for data analysis. participants' experiences about implementing the Nurses' Career Advancement Pathway fell into three main categories including: a) the shortcomings of performance evaluation, b) greater emphasis on point accumulation, c) the advancement-latitude mismatch. The Nurses' Career Advancement pathway has several shortcomings regarding both its content and its implementation. Therefore, it is recommended to revise the program.

  14. 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.

  15. 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

  16. Transformational Learning and Role of Self-Authorship in Developing Women Leaders (United States)

    Collay, Michelle; Cooper, Joanne


    Given the challenges of the workplace and the historic exclusion of women and people of color from positional leadership, this dual case study explores women's experiences in two graduate programs designed to support transformational learning of educational leaders. Data included participants' structured reflections on learning about leadership,…

  17. 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.

  18. 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.

  19. 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…

  20. University of Wisconsin System Leaders' Perceptions of Economic Development (United States)

    Eckmann, David A.


    This case study of one comprehensive university's economic-development engagement in its region was designed to better understand perceptions and actions by higher education leaders and economic development professionals. Findings indicated that one regional comprehensive university was an effective economic development partner because its leaders…

  1. 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…

  2. Evaluation of an Action Learning Programme for Leadership Development of SME Leaders in the UK (United States)

    Stewart, Jean-Anne


    This paper presents the findings from an evaluation research project undertaken by Henley Management College in 2006. This project followed an earlier research study that focused on identifying the leadership development needs for leaders of small and medium sized-enterprises (SMEs) in the UK, developed a leadership development model and made…

  3. 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

  4. 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.

  5. 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.

  6. The HTTR project as the world leader of HTGR research and development

    International Nuclear Information System (INIS)

    Shiozawa, Shusaku; Komori, Yoshihiro; Ogawa, Masuro


    As a next generation type nuclear system which will expand nuclear energy use area with high temperature nuclear heat utilization and improve economic competitiveness greatly, High Temperature Gas-cooled Reactor (HTGR) has become the R and D item of prime importance at home as well as abroad to establish hydrogen society to cope with global environmental problems. JAERI has conducted R and D on HTGR as the world leader such as to achieve a reactor outlet coolant temperature of 950 degC in the HTTR (High Temperature Engineering Test Reactor) in April 2004 as the world's first and also to succeed in continuous hydrogen production with a bench-scale apparatus of closed cycle iodine-sulfur (IS) process for six and half hours in August 2003 as the world's first. Overview and present status of HTTR program were presented in details with background and main R and D results as well as international trend of HTGR development and future program on pilot tests facilities for hydrogen production demonstration in Japan. (T. Tanaka)

  7. 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…

  8. 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…

  9. A Strategy to Support Educational Leaders in Developing Countries to Manage Contextual Challenges (United States)

    Wolhuter, Charl; van der Walt, Hannes; Steyn, Hennie


    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 activities. The article…

  10. Information Needs Perceived as Important by Leaders in Advanced Technological Education: Alignment with Community College Program Improvement Initiatives (United States)

    Badway, Norena Norton; Somerville, Jerry


    The purpose of this study was to analyze what leaders of Advanced Technological Education (ATE) programs funded by the National Science Foundation believe are their most important needs for research information. Data was collected through a Delphi process, and results were analyzed through frameworks associated with program improvement initiatives…

  11. Use of Motivational Interviewing by Nurse Leaders: Coaching for Performance, Professional Development, and Career Goal Setting. (United States)

    Niesen, Cynthia R; Kraft, Sarah J; Meiers, Sonja J

    Motivational interviewing (MI) is a mentoring style used in various health care settings to guide patients toward health promotion and disease management. The aims of this project were (1) to identify evidence supporting the application of MI strategies and principles by nurse leaders to promote healthful leadership development among direct-report staff and (2) to report outcomes of an educational pilot project regarding MI use for new nurse leaders. Correlations between MI and the American Organization of Nurse Executives nurse executive competencies are reviewed and summarized. These competencies shape the roles, responsibilities, and skills required for nurse executives to function proficiently and successfully within health care organizations. Survey responses were gathered from new nurse supervisors and nurse managers following the MI educational session for nurse leaders. The results show acceptability for MI use in professional development of direct-report staff and in other aspects of nursing leadership roles.

  12. 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.

  13. Who Is the Building Leader?: Commentary on Educational Leadership Preparation Programs for the Future (United States)

    Mercer, Debbie K.


    In this commentary, the Dean of the Kansas State University College of Education states that the job of a school leader is more complex and more demanding than ever before. As institutions of higher education contemplate the question "Who is the Building Leader?," defining the roles and responsibilities of the school building leader is…


    Directory of Open Access Journals (Sweden)

    Radu Lucian Blaga


    Full Text Available Romanian National Rural Development Programme (NRDP 2007-2013 is the document, which applies EU Common Agricultural Policy in Romania as EU member state. LEADER, as part of EU Common Agricultural Policy was developed like territory planning policies focused on the rural area of intervention. It proved more effective and productive, being decided and implemented at local level by the local actors, using clear and transparent procedures for the evaluation of strategic objectives and plans, having the support of local governments and technical assistance necessary to transmit best practices. The European Agricultural Fund for Rural Development (EAFRD finances investments in LEADER axis, using intervention areas (priority 1, priority 2 and priority 3 and related measures to NRDP. These measures can be found in a variable degree at the level of the Local Development Strategy (LDS elaborated by The Local Action Groups (LAGs, LEADER territory concerned. Based on these issues, the paper seeks to present some practical considerations of the assessment of the LAG‟s activities in the implementation of strategy, scientifically linked to the portfolio analysis activities (intervention areas and measures that compound the Local Development Strategy of some LEADER entities of the Arad County. The evaluation used outcome indicators for implementation of the Strategy.

  15. Using women's health research to develop women leaders in academic health sciences: the National Centers of Excellence in Women's Health. (United States)

    Carnes, M; VandenBosche, G; Agatisa, P K; Hirshfield, A; Dan, A; Shaver, J L; Murasko, D; McLaughlin, M


    While the number of women entering U.S. medical schools has risen substantially in the past 25 years, the number of women in leadership positions in academic medicine is disproportionately small. The traditional pathway to academic leadership is through research. Women's health research is an ideal venue to fill the pipeline with talented women physicians and scientists who may become academic leaders in positions where they can promote positive change in women's health as well as mentor other women. The Office on Women's Health (OWH) in the U.S. Department of Health and Human Services has contracted with 18 academic medical centers to develop National Centers of Excellence in Women's Health. Emphasizing the integral link between women's health and women leaders, each of the Centers of Excellence must develop a leadership plan for women in academic medicine as part of the contract requirements. This paper describes the training programs in women's health research that have developed at five of the academic medical centers: the University of Wisconsin, Magee Women's Hospital, the University of Maryland, Medical College of Pennsylvania Hahnemann University, and the University of Illinois at Chicago. We discuss some of the challenges faced for both initiation and future viability of these programs as well as criteria by which these programs will be evaluated for success.

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


    Nursing at the University of Pennsylvania, Eileen Lake, developed the PES-NWI, which reflects the original Nursing Work Index except that data is...First Lieutenant Doe’s objectives so that the developmental plan reflected their consideration of the leadership capability needs of the ANC (the grayed ...2011) for First Lieutenant Doe’s consideration (the gray portion of box 18 in figure 4). Together, the officers develop measures of success, a plan

  17. 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

  18. Community leaders' perspectives on socio-economic impacts of power-plant development

    International Nuclear Information System (INIS)

    Hastings, M.; Cawley, M.E.


    The primary focus of this research effort was to identify and measure the socioeconomic impacts of power plant development on non-metropolitan host communities. A mail survey, distributed to community leaders in 100 power plant communities east of the Mississippi River, was utilized to gather information from 713 respondents. Community leaders were questioned as to the plant's impact on (a) community groups, (b) aspects of community life, (c) overall community acceptance and (d) attitudes toward power plant development. Overall, the trends and patterns of plant impact on the host communities were found to be largely positive. Specifically, local employment opportunities were generally enhanced with the advent of the power plant. Directly related to power plant development was the overall improvement of the local economic situation. Off-shoots from such in the economic area included related general improvements in the community quality of life. While the vast majority of community leaders responded with positive comments on power plant presence, adverse impacts were also mentioned. Negative comments focused on environmental problems, deterioration of roads and traffic conditions, and the possibility of nuclear accidents. Despite these negative impacts, almost two-thirds of the community leaders would definitely support the reconstruction of the same energy facility. Power plant development, therefore, is generally perceived as both a positive and beneficial asset for the host area. (author)

  19. 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…

  20. 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.

  1. 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…

  2. Contemporary Student Activism Context as a Vehicle for Leader Identity Development (United States)

    Ivester, Stephen B.


    Contemporary college student activism efforts are growing. Little research has been conducted on student activism and leadership development. As student affairs educators consider leadership an important part of an undergraduate education it is important to consider how the context of activism actually influences student leader identity…

  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. Professional Development Considerations for Makerspace Leaders, Part Two: Addressing "How?" (United States)

    Oliver, Kevin M.


    As makerspaces begin to move into school libraries and classrooms, there is a growing need for professional development to help K-12 educators answer common questions such as "what is a makerspace," "why should I bother with a makerspace," "how do I run a makerspace," and "how do I teach from a makerspace?"…

  5. 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…

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

    African Journals Online (AJOL)

    ... like their male counterparts. Incompatibility of government policies with community programmes (= 3.84), insufficient sources of funds (= 3.83), poor implementation of programmes (= 3.80), and gender bias (= 3.77) constituted the major constraints to effective leadership in community development programmes in the area.

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


    it orients their attention and action, and it engages their talents.”15 Here, individual learning styles will matter. In- dividuals should tailor...developing resonant leadership styles while mini- mizing toxic leadership. Included is organizational theorist Boyatzis’s notion of self-directed learning ...leader development (as- sessment for development, coaching, tactile learning , and module-based training) are no longer sufficient. Instead

  8. Process control program development

    International Nuclear Information System (INIS)

    Dameron, H.J.


    This paper details the development and implementation of a ''Process Control Program'' at Duke Power's three nuclear stations - Oconee, McGuire, and Catawba. Each station is required by Technical Specification to have a ''Process Control Program'' (PCP) to control all dewatering and/or solidification activities for radioactive wastes

  9. Evaluating a Development Program. (United States)

    Frantzreb, Arthur C.

    Problems in evaluating the success of an institutional resource development program are examined and suggestions are offered for effective assessment. Such a program is seen as a sequence of events in the artful management of people, from the planning stage to obtaining a financial commitment in writing from persons who want to share their assets…

  10. 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…

  11. 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.

  12. LFR Development: Italian Program

    International Nuclear Information System (INIS)

    Tarantino, M.


    Conclusions: ⇨ ENEA has one of the most relevant EU R&D infrastructures for HLM technological development; ⇨ ENEA is strongly involved in the EU R&D programs supporting the development of sub-critical (ADS) and critical lead cooled reactors (LFR - Gen. IV); ⇨ Large experimental program ranging from HLM thermalhydraulic to large scale experiment has been implemented in Italy, partially funded by the National Program; ⇨ Large competencies are available related to Safety Assessment, System Design, Core Design & Optimization; ⇨ ENEA is able to cooperate with other laboratories in order to promote the growth and diffusion of the technology for nuclear application

  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. Development of physician leadership competencies: perceptions of physician leaders, physician educators and medical students. (United States)

    McKenna, Mindi K; Gartland, Myles P; Pugno, Perry A


    Research regarding the development of healthcare leadership competencies is widely available. However, minimal research has been published regarding the development of physician leadership competencies, despite growing recognition in recent years of the important need for effective physician leadership. Usingdata from an electronically distributed, self-administered survey, the authors examined the perceptions held by 110 physician leaders, physician educators, and medical students regarding the extent to which nine competencies are important for effective physician leadership, ten activities are indicative of physician leadership, and seven methods are effective for the development of physician leadership competencies. Results indicated that "interpersonal and communication skills" and "professional ethics and social responsibility" are perceived as the most important competencies for effective physician leadership. Furthermore, respondents believe "influencing peers to adopt new approaches in medicine" and "administrative responsibility in a healthcare organization" are the activities most indicative of effective physician leadership. Finally, respondents perceive"coaching or mentoring from an experienced leader" and "on-job experience (e.g., a management position)" as the most effective methods for developing physician leadership competencies. The implications of these findings for the education and development of physician leaders are discussed.

  15. Against the odds: experiences of nurse leaders in Clinical Development Units (Nursing) in Australia. (United States)

    Atsalos, Christine; O'Brien, Louise; Jackson, Debra


    This paper is a report of a longitudinal study to develop an understanding of the phenomena of Clinical Development Unit (Nursing) leadership by exploring the experiences of the nurse leaders of nine Australian units as they attempted to develop their existing wards or units into recognized centres of nursing excellence. The concept of Clinical Development Unit (Nursing) in Australia originated in the British Nursing Development Unit movement, which has been widely credited with introducing innovative approaches to developing nurses and nursing. A network of nine Clinical Development Units (Nursing) was set up in a suburban area health service in Australia. The aim was to develop existing wards or units into centres of excellence by disseminating a new vision for Australian nurses that was based on the pioneering work of the British Nursing Development Unit movement. Principles of Heideggerian hermeneutic phenomenology provided a framework for the study. Nine Clinical Development Unit (Nursing) leaders participated in qualitative interviews from 1998 to 2002. These interviews were transcribed into text and thematically analysed. Despite attempts to implement a variety of measures to nurture these Clinical Development Units (Nursing) until they had become well established, the new Clinical Development Unit (Nursing) leaders were unable to maintain the Clinical Development Unit (Nursing) vision with which they had been entrusted. This paper discusses their reactions to the problems they faced and the new understandings they developed of their Clinical Development Unit (Nursing) role over time. The findings illuminate the difficulties involved in maintaining the commitment of all levels of staff and management when attempting to introduce new nursing projects.

  16. 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.

  17. 21st Century Small Unit Leaders: Developing the Ultimate Smart Power Weapon (United States)


    thinking skills and problem solving ability in general. Task driven thinking can often be learned by rote, like mastering the steps of a recipe allowing for the identification and location of all trainees and role players. Pan -tilt-zoom cameras were installed to automatically record...DC: U.S. Marine Corps, 20 June 1997. Useem, Michael, James Cook , and Larry Sutton, “Developing Leaders for Decision Making Under Stress: Wildland

  18. Comparative Analysis of U.S. and Danish Army Leader Development Strategies (United States)


    Individualism (vs. Collectivism). (74) Is the society’s emphasis on the group ( collectivist ) or on the individual ( individualist ). Low characteristics...and tools to draw lessons learned for the Danish Armed Forces and the Danish Army in particular. Subsequently, the thesis applies a cultural ... cultural applicability test to assess whether the identified lessons learned from the U.S. Army Leader Development Strategy are applicable in a Danish

  19. United States Air Force Company Grade Officer PME and Leader Development: Establishing a Glide Path for Future Success

    National Research Council Canada - National Science Library

    Owens, Patrick


    .... This monograph addresses the role of PME at the company grade level in the development of Air Force officers in light of ongoing Army and Air Force leader development initiatives as well as recent...

  20. 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)

  1. Making ends meet - when school leaders use data and feedback in the development of leadership practice

    DEFF Research Database (Denmark)

    Hansen, Pernille; Nørgaard, Camilla; Hornskov, Søren

    In the wake of a major school reform in Denmark, school leaders face a policy driven demand for developing leadership practices, which contributes to increasing learning outcomes for all students. The use of data, assessment and feedback are promoted as part and parcel of such leadership practices...... or with a reference to the formative use of data for development (Hornskov et al 2015). However, in our case study of how school leadership teams use and interpret data and feedback on their own leadership practices, the boundaries between accountability and development does not seem clear cut....

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


    These changes can be seen by the increasing darker gray and black segments in each pair of stacked bars in the figures. Dimensions showing the greatest...Psychologist, Vol. 86, No. 10, 1986, pp. 1040–1048. Entin, Eileen B., Elliot E. Entin, Jean MacMillan, and Daniel Serfaty, Structuring and Training

  3. Inside-Outside: Finding Future Community College Leaders (United States)

    Strom, Stephen L.; Sanchez, Alex A.; Downey-Schilling, JoAnna


    Over the next decade, as the community college's current generation of leaders and administrators begin retiring in large numbers, important steps must be taken to identify and develop future leaders for the institution. A variety of internal opportunities (e.g., internships, leadership development programs, graduate school programs) provide…

  4. Robotics Technology Development Program

    International Nuclear Information System (INIS)


    The Robotics Technology Development Program (RTDP) is a ''needs-driven'' effort. A lengthy series of presentations and discussions at DOE sites considered critical to DOE's Environmental Restoration and Waste Management (EM) Programs resulted in a clear understanding of needed robotics applications toward resolving definitive problems at the sites. A detailed analysis of the Tank Waste Retrieval (TWR), Contaminant Analysis Automation (CAA), Mixed Waste Operations (MWO), and Decontamination ampersand Dismantlement (D ampersand D). The RTDP Group realized that much of the technology development was common (Cross Cutting-CC) to each of these robotics application areas, for example, computer control and sensor interface protocols. Further, the OTD approach to the Research, Development, Demonstration, Testing, and Evaluation (RDDT ampersand E) process urged an additional organizational break-out between short-term (1--3 years) and long-term (3--5 years) efforts (Advanced Technology-AT). The RDTP is thus organized around these application areas -- TWR, CAA, MWO, D ampersand D and CC ampersand AT -- with the first four developing short-term applied robotics. An RTDP Five-Year Plan was developed for organizing the Program to meet the needs in these application areas

  5. 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…

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

    International Nuclear Information System (INIS)

    Aleksandrov, N.L.; Bazelyan, E.M.; Carpenter Jr, R.B.; Drabkin, M.M.; Raizer, Yu P.


    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)

  7. 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

  8. Multi-Echelon Distributed Army Leaders' Information Support Training (Medalist): Prototype Development and Recommendations for Future Research

    National Research Council Canada - National Science Library

    Graves, Christopher


    As the U.S. Army approaches the Future Force time frame, challenges include developing leaders who are proficient in the conduct of dispersed operations and delivering effective training when and where training needs arise...

  9. 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.

  10. 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.

  11. Canadian fuel development program

    International Nuclear Information System (INIS)

    Gacesa, M.; Young, E.G.


    CANDU power reactor fuel has demonstrated an enviable operational record. More than 99.9% of the bundles irradiated have provided defect-free service. Defect excursions are responsible for the majority of reported defects. In some cases research and development effort is necessary to resolve these problems. In addition, development initiatives are also directed at improvements of the current design or reduction of fueling cost. The majority of the funding for this effort has been provided by COG (CANDU Owners' Group) over the past 10 to 15 years. This paper contains an overview of some key fuel technology programs within COG. The CANDU reactor is unique among the world's power reactors in its flexibility and its ability to use a number of different fuel cycles. An active program of analysis and development, to demonstrate the viability of different fuel cycles in CANDU, has been funded by AECL in parallel with the work on the natural uranium cycle. Market forces and advances in technology have obliged us to reassess and refocus some parts of our effort in this area, and significant success has been achieved in integrating all the Canadian efforts in this area. This paper contains a brief summary of some key components of the advanced fuel cycle program. (Author) 4 figs., tab., 18 refs

  12. Biofuels feedstock development program

    International Nuclear Information System (INIS)

    Wright, L.L.; Cushman, J.H.; Ehrenshaft, A.R.; McLaughlin, S.B.; McNabb, W.A.; Martin, S.A.; Ranney, J.W.; Tuskan, G.A.; Turhollow, A.F.


    The Department of Energy's (DOE's) Biofuels Feedstock Development Program (BFDP) leads the nation in the research, development, and demonstration of environmentally acceptable and commercially viable dedicated feedstock supply systems (DFSS). The purpose of this report is to highlight the status and accomplishments of the research that is currently being funded by the BFDP. Highlights summarized here and additional accomplishments are described in more detail in the sections associated with each major program task. A few key accomplishments include (1) development of a methodology for doing a cost-supply analysis for energy crops and the application of that methodology to looking at possible land use changes around a specific energy facility in East Tennessee; (2) preliminary documentation of the relationship between woody crop plantation locations and bird diversity at sites in the Midwest, Canada, and the pacific Northwest supplied indications that woody crop plantations could be beneficial to biodiversity; (3) the initiation of integrated switchgrass variety trials, breeding research, and biotechnology research for the south/southeast region; (4) development of a data base management system for documenting the results of herbaceous energy crop field trials; (5) publication of three issues of Energy Crops Forum and development of a readership of over 2,300 individuals or organizations as determined by positive responses on questionnaires

  13. Meeting the Challenge - Developing Leaders for Army National Guard Combat Units

    National Research Council Canada - National Science Library

    Keolanui, Stan


    ...). Capable and qualified leaders are a necessity in complex organizations like the eSB. These leaders will insure that Guard combat units meet all readiness and deployment standards necessary for future combat...

  14. Program Assistant | IDRC - International Development Research ...

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

    Job Summary Under the direction of the Program Leader, the Program ... of the operations of the Program, and assists with information management the team. ... and distribution of documents and providing the necessary technical devices;; Takes ... mailings or distribution;; Prepares training kits or information packages and ...

  15. Program development fund

    International Nuclear Information System (INIS)


    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

  16. ABC Technology Development Program

    International Nuclear Information System (INIS)


    The Accelerator-Based Conversion (ABC) facility will be designed to accomplish the following mission: 'Provide a weapon's grade plutonium disposition capability in a safe, economical, and environmentally sound manner on a prudent schedule for [50] tons of weapon's grade plutonium to be disposed on in [20] years.' This mission is supported by four major objectives: provide a reliable plutonium disposition capability within the next [15] years; provide a level of safety and of safety assurance that meets or exceeds that afforded to the public by modern commercial nuclear power plants; meet or exceed all applicable federal, state, and local regulations or standards for environmental compliance; manage the program in a cost effective manner. The ABC Technology Development Program defines the technology development activities that are required to accomplish this mission. The technology development tasks are related to the following topics: blanket system; vessel systems; reactivity control systems; heat transport system components; energy conversion systems; shutdown heat transport systems components; auxiliary systems; technology demonstrations - large scale experiments

  17. WANO. Development, programs, challenges

    International Nuclear Information System (INIS)

    Haferburg, Manfred


    In the wake of the accident at the Soviet RBMK reactor unit 4 in Chernobyl the nuclear industry founded the World Association of Nuclear Operators (WANO). To this day, the purpose of the organization has been to enhance worldwide cooperation of nuclear industry and, in this way, strengthen the safety and availability of nuclear power plants. Following some first steps after 1986, the charter of the organization was signed at the WANO constituent assembly in Moscow on May 15 and 16, 1989. The member companies thus committed themselves to support WANO's mission. WANO was established for these purposes: ''The mission of WANO is to maximize the safety and reliability of nuclear power plants worldwide by working together to assess, benchmark and improve performance through mutual support, exchange of information, and emulation of best practices.'' The WANO programs developed speedily thereafter. The focus was on peer reviews. In 2000, the first interim objective had been reached: Fifty percent of all member nuclear power plants had undergone peer reviews. In addition, plant-related peer reviews were extended throughout all operator organizations, and corporate peer reviews were developed. The other WANO programs as well, i.e. exchanges of experience, technical support, and performance indicators, exerted more and more influence on industry. Peer reviews covered entire operator organizations, and corporate peer reviews were developed. The worldwide paradigm shift in evaluating the use of nuclear power, and the associated construction programs for new nuclear power plants already in their implementation phase, assigned a new quality to the work of WANO. The organization is preparing a long-term strategy in the face of the challenges to be expected. The ultimate objective of these efforts is to support member organizations from the first preparations of a nuclear power plant project to the end of commercial operation. (orig.)

  18. 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.

  19. 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…

  20. Linezolid Surveillance Results for the United States (LEADER Surveillance Program 2014). (United States)

    Flamm, Robert K; Mendes, Rodrigo E; Hogan, Patricia A; Streit, Jennifer M; Ross, James E; Jones, Ronald N


    Thelinezolidexperience andaccuratedetermination ofresistance (LEADER) surveillance program has monitored linezolid activity, spectrum, and resistance since 2004. In 2014, a total of 6,865 Gram-positive pathogens from 60 medical centers from 36 states were submitted. The organism groups evaluated wereStaphylococcus aureus(3,106), coagulase-negative staphylococci (CoNS; 797), enterococci (855),Streptococcus pneumoniae(874), viridans group streptococci (359), and beta-hemolytic streptococci (874). Susceptibility testing was performed by reference broth microdilution at the monitoring laboratory. Linezolid-resistant isolates were confirmed by repeat testing. PCR and sequencing were performed to detect mutations in 23S rRNA, L3, L4, and L22 proteins and acquired genes (cfrandoptrA). The MIC50/90forStaphylococcus aureuswas 1/1 μg/ml, with 47.2% of isolates being methicillin-resistantStaphylococcus aureus Linezolid was active against allStreptococcus pneumoniaestrains and beta-hemolytic streptococci with a MIC50/90of 1/1 μg/ml and against viridans group streptococci with a MIC50/90of 0.5/1 μg/ml. Among the linezolid-nonsusceptible MRSA strains, one strain harboredcfronly (MIC, 4 μg/ml), one harbored G2576T (MIC, 8 μg/ml), and one containedcfrand G2576T with L3 changes (MIC, ≥8 μg/ml). Among CoNS, 0.75% (six isolates) of all strains demonstrated linezolid MIC results of ≥4 μg/ml. Five of these were identified asStaphylococcus epidermidis, four of which containedcfrin addition to the presence of mutations in the ribosomal proteins L3 and L4, alone or in combination with 23S rRNA (G2576T) mutations. Six enterococci (0.7%) were linezolid nonsusceptible (≥4 μg/ml; five with G2576T mutations, including one with an additionalcfrgene, and one strain withoptrAonly). Linezolid demonstrated excellent activity and a sustained susceptibility rate of 99.78% overall. Copyright © 2016, American Society for Microbiology. All Rights Reserved.

  1. The Chronic Disease Self-Management Program: the experience of frequent users of health care services and peer leaders. (United States)

    Hudon, Catherine; Chouinard, Maud-Christine; Diadiou, Fatoumata; Bouliane, Danielle; Lambert, Mireille; Hudon, Émilie


    Large amount of evidence supports the contribution of the Stanford Chronic Disease Self-Management Program (CDSMP) to a global chronic disease management strategy. However, many studies have suggested further exploring of the factors influencing acceptance and completion of participants in this program. This study aimed to describe and examine factors associated with acceptance and completion rates of the CDSMP among frequent users of health care services, and to highlight the experience of patients and peer leaders who facilitated the program. A descriptive design with mixed sequential data was used. Acceptance and completion rates were calculated and their relationship with patient characteristics was examined in regression analysis (n = 167). Interviews were conducted among patients who accepted (n = 11) and refused (n = 13) to participate and with the program coordinator. Focus groups were held with the seven peer leaders who facilitated the program. Data were analysed using thematic analysis. Of the 167 patients invited, 60 (36%) accepted to participate in the program. Group format was the most frequent reason to decline the invitation to participate. Twenty-eight participants (47%) completed the program. Participants who dropped out during the program raised different reasons such as poor health and too much heterogeneity among participants. Factors such as location, schedule, content, group composition and facilitation were considered as important elements contributing to the success of the program. The CDSMP could therefore be considered as a self-management support option for this vulnerable clientele, while taking measures to avoid too much heterogeneity among participants to improve completion rates. © The Author 2016. Published by Oxford University Press.

  2. Nurse leader mindfulness meditation program for stress management: a randomized controlled trial. (United States)

    Pipe, Teri Britt; Bortz, Jennifer J; Dueck, Amylou; Pendergast, Debra; Buchda, Vicki; Summers, Jay


    The aim of this study was to rigorously evaluate a brief stress management intervention for nurse leaders. Despite the nursing shortage, evidence-based workplace approaches addressing nurse stress have not been well studied. Nurse leaders (n = 33) were randomly assigned to brief mindfulness meditation course (MMC) or leadership course (control). Self-report measures of stress were administered at baseline and within 1 week of course completion. Among MMC participants, change scores (from baseline to postintervention) on several subscales of the Symptom Checklist 90-Revised showed significantly more improvement in self-reported stress symptoms relative to controls. Mindfulness meditation course participants had significantly more improvement in Positive Symptom Distress Index (P = 0.010; confidence interval [CI] = -0.483 to -0.073) and Global Severity Index (P = 0.019; CI = -0.475 to -0.046) and nearly significantly more improvement in Positive Symptom Total (P = 0.066; CI = -16.66 to 0.581) compared with controls. Results support preliminary effectiveness of a 4-week MMC in reducing self-reported stress symptoms among nursing leaders.

  3. 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…

  4. Understanding health policy leaders' training needs.

    Directory of Open Access Journals (Sweden)

    Carey Roth Bayer

    Full Text Available We assessed the training needs of health policy leaders and practitioners across career stages; identified areas of core content for health policy training programs; and, identified training modalities for health policy leaders.We convened a focus group of health policy leaders at varying career stages to inform the development of the Health Policy Leaders' Training Needs Assessment tool. We piloted and distributed the tool electronically. We used descriptive statistics and thematic coding for analysis.Seventy participants varying in age and stage of career completed the tool. "Cost implications of health policies" ranked highest for personal knowledge development and "intersection of policy and politics" ranked highest for health policy leaders in general. "Effective communication skills" ranked as the highest skill element and "integrity" as the highest attribute element. Format for training varied based on age and career stage.This study highlighted the training needs of health policy leaders personally as well as their perceptions of the needs for training health policy leaders in general. The findings are applicable for current health policy leadership training programs as well as those in development.

  5. A Clinical Nurse Leader (CNL) practice development model to support integration of the CNL role into microsystem care delivery. (United States)

    Kaack, Lorraine; Bender, Miriam; Finch, Michael; Borns, Linda; Grasham, Katherine; Avolio, Alice; Clausen, Shawna; Terese, Nadine A; Johnstone, Diane; Williams, Marjory

    The Veterans Health Administration (VHA) Office of Nursing Services (ONS) was an early adopter of Clinical Nurse Leader (CNL) practice, generating some of the earliest pilot data of CNL practice effectiveness. In 2011 the VHA ONS CNL Implementation & Evaluation Service (CNL I&E) piloted a curriculum to facilitate CNL transition to effective practice at local VHA settings. In 2015, the CNL I&E and local VHA setting stakeholders collaborated to refine the program, based on lessons learned at the national and local level. The workgroup reviewed the literature to identify theoretical frameworks for CNL practice and practice development. The workgroup selected Benner et al.'s Novice-to-Expert model as the defining framework for CNL practice development, and Bender et al.'s CNL Practice Model as the defining framework for CNL practice integration. The selected frameworks were cross-walked against existing curriculum elements to identify and clarify additional practice development needs. The work generated key insights into: core stages of transition to effective practice; CNL progress and expectations for each stage; and organizational support structures necessary for CNL success at each stage. The refined CNL development model is a robust tool that can be applied to support consistent and effective integration of CNL practice into care delivery. Published by Elsevier Inc.

  6. 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.

  7. Development and preliminary validation of the Scleroderma Support Group Leader Self-efficacy Scale

    NARCIS (Netherlands)

    Pal, N.E.; Gumuchian, S.T.; Delisle, V.C.; Pé pin, M.; Malcarne, V.L.; Carrier, M.E.; Kwakkenbos, C.M.C.; Pelá ez, S.; El-Baalbaki, G.; Thombs, B.D.


    Support groups are an important resource for people living with systemic sclerosis (SSc; scleroderma). Peer support group leaders play an important role in the success and sustainability of SSc support groups, but face challenges that include a lack of formal training. An SSc support group leader

  8. Developing Senior Leaders’ Family and Social Strength in the Operational Army (United States)


    April 2007): 87. 19 Joe Doty & Jeff Fenlason, “ Narcissism and Toxic Leaders,” Military Review Online, (January-February 2013): 55-60. 20...Generations at Work (New York, NY: Amacom, 2010). 40Justin Menkes, “ Narcissism : The Difference Between High Achievers and Leaders,” Harvard Business

  9. Developing School Heads as Instructional Leaders in School-Based Assessment: Challenges and Next Steps (United States)

    Lingam, Govinda Ishwar; Lingam, Narsamma


    The study explored challenges faced by school leaders in the Pacific nation of Solomon Islands in school-based assessment, and the adequacy of an assessment course to prepare them. A questionnaire including both open and closed-ended questions elicited relevant data from the school leaders. Modelling best practices in school-based assessment was…

  10. Strategy for Developing the Right Leaders for the Objective Force-An Opportunity to Excel

    National Research Council Canada - National Science Library

    Swengros, Richard


    Attrition rates are highZ The Army must transform to the Objective ForceZ Senior leaders are out of touch with junior leadersZ Technology is growing by leaps and boundsZ The Army must retain captains...

  11. Resilient Intent:Confronting Six Cultural Barriers Inhibiting Development Of Rapidly Adaptive Leaders (United States)


    star generals pride themselves in being “action officers” on behalf of important initiatives that add significant benefit or effectiveness. Leaders...supervisors have of employees who show up to work early. He posited that guilt is another factor. It’s likely unacceptable for most leaders to come to the

  12. 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...... did not. The teachers with participant leaders suggested that leadership involvement influenced their growth across the domains and contributed to positive perceptions of their capacity to enact change. Themes that emerged within the change domains included collegiality, support, and sustainability...

  13. Rhetorical Approaches to Crisis Communication: The Research, Development, and Validation of an Image Repair Situational Theory for Educational Leaders (United States)

    Vogelaar, Robert J.


    In this project a product to aid educational leaders in the process of communicating in crisis situations is presented. The product was created and received a formative evaluation using an educational research and development methodology. Ultimately, an administrative training course that utilized an Image Repair Situational Theory was developed.…

  14. Uniformed Diplomacy: Reviewing the Army Leader Development Strategy in Light of the Regional Alignment of Forces Construct (United States)


    unified action, this research focuses on the social, political, and psychological dynamics involved with key leader, cross-cultural, and civil-military...Going forward, the QDDR seeks to develop entrepreneurship so that DOS and USAID personnel can “find creative ways to continue to develop new

  15. 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.

  16. 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.

  17. 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.

  18. Case study of physician leaders in quality and patient safety, and the development of a physician leadership network. (United States)

    Hayes, Chris; Yousefi, Vandad; Wallington, Tamara; Ginzburg, Amir


    There is increasing recognition of the need for physician leadership in quality and patient safety, and emerging evidence that physician leadership contributes to improved care. Hospitals are beginning to establish physician leader positions; however, there is little guidance on how to define these roles and the strategies physician leaders can use toward improving care. This case study examines the roles of four physician leaders, describes their contribution to the design and implementation of hospital quality and patient safety agendas and discusses the creation of a physician network to support these activities. The positions were established between July 2006 and April 2009. All are corporate roles with varying reporting and accountability structures. The physician leads are involved in strategic planning, identifying and leading quality and safety initiatives, physician engagement and culture change. All have significantly contributed to the implementation of hospital improvement activities and are seen as influential among their peers as resources and mentors for local project success. Despite their accomplishments, these physician leads have been challenged by ambiguous role descriptions and difficulty identifying effective improvement strategies. As such, an expanding physician network was created with the goal of sharing approaches and tools and creating new strategies. Physician leaders are an important factor in the improvement of safety and quality within hospitals. This case study provides a template for the creation of such positions and highlights the importance of networking as an effective strategy for improving local care and advancing professional development of physician leaders in quality and patient safety.

  19. 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.

  20. 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.

  1. 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.

  2. Perceptions of 4-H Extension Educators and Volunteer Leaders toward the Inclusion of Youth with Attention Deficit Hyperactive Disorder(s in 4-H Programs

    Directory of Open Access Journals (Sweden)

    Chido Mpofu


    Full Text Available The challenges, attitudes, training and support systems needed by 4-H extension educators and volunteer leaders in order to successfully and effectively include youth with Attention Deficit Hyperactive Disorder (ADHD in their programs are discussed within this article. Data were collected from extension educators and volunteer leaders in a Northeastern state. The results revealed that 4-H extension educators and volunteer leaders are not adequately trained to include youth with ADHD despite the fact that they may have one or two children with these symptoms in their clubs. For inclusion to be meaningful for youth with ADHD we recommend training for extension educators and volunteer leaders on characteristics of ADHD, its implication for youth involvement as well as techniques/ways of meeting the learning styles of youth with ADHD.

  3. Fostering Trust in Outdoor Leaders: The Role of Personal Attributes (United States)

    Shooter, Wynn; Paisley, Karen; Sibthorp, Jim


    This study examined trust development between participants of outdoor education programs and outdoor leaders. Participants were college students enrolled in outdoor education courses. Using a factorial survey design, the technical ability, interpersonal ability, benevolence, integrity, and gender of an outdoor leader was displayed randomly in a…

  4. Outdoor Orientation Leaders: The Effects of Peer Leadership (United States)

    Starbuck, J. David; Bell, Brent J.


    In this study, we investigated how student (peer) leaders of college outdoor orientation programs understand the effects of their leadership experience on personal growth and development. We collected data through in-depth interviews of 36 first-time student leaders at four colleges. Findings indicate that the majority of students at all four…

  5. 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…

  6. A Qualitative Analysis of the ASAM Program: Is it Properly Preparing Our Future Mobility Leaders?

    National Research Council Canada - National Science Library

    Beam, Charles E


    ...". This research focuses on one of those programs, the Advanced Study of Air Mobility (ASAM). Prior to this research, formal written documentation did not exist on the goals, objectives and overall conduct of the ASAM program...

  7. Nursing science leaders. (United States)

    Ortiz, Mario R


    This introduces the guest author's column on perspectives on the development of leaders in science. The need for leadership in science is discussed and a model for the development of science leaders in nursing is outlined. © The Author(s) 2015.

  8. 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.

  9. The Education and Development of the Strategic Leader From 1919 - 1940 -- Is There Relevance Today

    National Research Council Canada - National Science Library

    Cartwright, Carl


    ... a% a finishing school for senior Army leaders. Initially, because of Secretary of War Elihu Root's ongoing reform initiatives, the College served a primary role as the Army's General Staff War Plans Division...

  10. 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…

  11. From laggard to leader: Explaining offshore wind developments in the UK

    International Nuclear Information System (INIS)

    Kern, Florian; Smith, Adrian; Shaw, Chris; Raven, Rob; Verhees, Bram


    Offshore wind technology has recently undergone rapid deployment in the UK. And yet, up until recently, the UK was considered a laggard in terms of deploying renewable energy. How can this burst of offshore wind activity be explained? An economic analysis would seek signs for newfound competitiveness for offshore wind in energy markets. A policy analysis would highlight renewable energy policy developments and assess their contribution to economic prospects of offshore wind. However, neither perspective sheds sufficient light on the advocacy of the actors involved in the development and deployment of the technology. Without an account of technology politics it is hard to explain continuing policy support despite rising costs. By analysing the actor networks and narratives underpinning policy support for offshore wind, we explain how a fairly effective protective space was constructed through the enroling of key political and economic interests. - Highlights: • UK is world leader in offshore wind deployment. • Article explains boom in deployment by looking at the politics of renewable energy policy. • Offshore wind is supported by a variety of actors with aligned political and economic interests. • Analysis highlights the importance of a system builder

  12. 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.

  13. 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.

  14. 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…

  15. 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.

  16. Gender quotas in development programming

    NARCIS (Netherlands)

    Windt, van der Peter; Humphreys, Macartan; Sanchez de la Sierra, Raul


    We examine whether gender quotas introduced by development agencies empower women. As part of a development program, an international organization created community management committees in 661 villages to oversee village level program expenditures. In a randomly selected half of these villages the

  17. 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.

  18. How School Leaders Prioritize and Allocate Resources to Improve Teacher Quality through Teacher Professional Development: A Multiple Case Study in Suburban North Carolina (United States)

    Tyson, Deonte Rashawn


    This multiple case study examined the methods by which school leaders determined and planned teacher professional development, as well as what teachers perceived as their professional development needs and how they believe school leaders take those needs into account. The study took place at two suburban elementary schools (1 traditional public, 1…

  19. 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…

  20. Interprofessional Dialogues within a Senior Mentoring Program: Incorporating Gerontology Students as Facilitation Leaders (United States)

    Kropf, Nancy P.; Idler, Ellen; Flacker, Jonathan; Clevenger, Carolyn; Rothschild, Elizabeth


    Effective health care with older adults requires that clinicians and practitioners are knowledgeable about aging issues and have the skills to work within an interdisciplinary team context. This article describes a Senior Mentoring Program that paired clinical students in medicine, nursing, and a physician assistant program with community-dwelling…

  1. 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…

  2. Using online program development to foster curricular change and innovation. (United States)

    Gwozdek, Anne E; Springfield, Emily C; Peet, Melissa R; Kerschbaum, Wendy E


    Distance education offers an opportunity to catalyze sweeping curricular change. Faculty members of the University of Michigan Dental Hygiene Program spent eighteen months researching best practices, planning outcomes and courses, and implementing an e-learning (online) dental hygiene degree completion program. The result is a collaborative and portfolio-integrated program that focuses on the development of reflective practitioners and leaders in the profession. A team-based, systems-oriented model for production, implementation, and evaluation has been critical to the program's success. The models and best practices on which this program was founded are described. Also provided is a framework of strategies for development, including the utilization of backward course design, which can be used in many areas of professional education.

  3. 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.

  4. 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.

  5. Technical Leadership Development Program (United States)


    will be focused on their view of the pros / cons of the ‘how’ they are going about their assigned task as opposed to ‘what’ they are proposing. As...Leadership Style (Y) M4.0 Simula on 1- Leadership Value Proposi on (Y) Some hidden (secret) mo va ons for roles in scenarios/vigne es Develop SWOT

  6. Energy resources technical training and development programs for American Indians

    Energy Technology Data Exchange (ETDEWEB)

    Cameron, R E; White, W S


    Because of the energy resources located on Native American owned lands, it is pertinent that the tribes on these reservations receive information, training, and technical assistance concerning energy and the environment and the decisions that must be made about energy-resource development. In the past, attempts to enlist Indians in technical-assistance programs met with little success because teaching methods seldom incorporated program planning by both tribal leaders and the technical training staff. Several technical-assistance programs given on reservations in the central and western parts of the country were conducted by Argonne National Lab.--programs that stressed practical, on-the-job experience through lecture, laboratory, and field studies. Each program was designed by ANL and tribal leaders to fit the needs and concerns of a particular tribe for its environment. The individual programs met with an impressive degree of success; they also prompted several Indians to pursue this type of education further at ANL and local Indian community colleges and to obtain funds for energy projects. Despite the positive feedback, several difficulties were encountered. Among them are the necessity to continually modify the programs to fit diverse tribal needs, to diminish politically motivated interference, and to increase portions of the funding to involve more Native Americans.

  7. Creating and Implementing an Offshore Graduate Program: A Case Study of Leadership and Development of the Global Executive MBA Program (United States)

    Herrera, Marisa L.


    This study applies the literature on leadership framing to the globalization of higher education to understand the development of the Global Executive MBA program at a large university. The purpose of the study was to provide administrators, educators and university leaders an understanding as to how to respond to globalization and, secondly, to…

  8. 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

  9. 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.

  10. Structuring Serendipity: Mentoring as a Component of Leadership Development Programs in Higher Education (United States)

    Bonebright, Denise A.


    The need to develop a pool of well-qualified future leaders is a key concern for human resource development scholars and practitioners in higher education. Research indicates that formal leadership development programs are most effective when they are based on experiential models. Mentoring is one experiential component that can enhance such…

  11. 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...... this by, first, reviewing the definitions of roles and responsibilities for program directors at each university, and second, by presenting results from a survey carried out in March 2012 among program directors at the N5T universities. Based on this data, we analyze how program directors experience...... 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...

  12. 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.

  13. 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.

  14. 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.

  15. 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)...

  16. District Central Office Leadership as Teaching: How Central Office Administrators Support Principals' Development as Instructional Leaders (United States)

    Honig, Meredith I.


    Purpose: Research on educational leadership underscores the importance of principals operating as instructional leaders and intensive job-embedded supports for such work; this research also identifies central office staff as key support providers. However, it teaches little about what central office staff do when they provide such support and how…

  17. Teacher Self-Regulatory Climate: Conceptualizing an Indicator of Leader Support for Teacher Learning and Development (United States)

    Ford, Timothy G.; Ware, Jordan K.


    Few studies that examine organizational conditions conducive to teacher learning utilize social-psychological theory to explain how leader actions specifically support teachers' psychological needs as learners. We apply self-determination theory to the conceptualization of a new construct, Teacher Self-Regulatory Climate (TSRC), defined as a set…

  18. 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…

  19. 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…

  20. Frontline Leaders: The Entry Point for Leadership Development in the Manufacturing Industry (United States)

    Liu, Lucy; McMurray, Adela J.


    This multi-method case study examined the roles, functions, capabilities, job satisfaction, strengths, weaknesses and skill gaps of frontline team leaders working on the shopfloor in the Australian automobile industry. The study was conducted in a large automobile manufacturing company employing 4,500 employees and rated as one of the top 22…

  1. 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…

  2. 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,…

  3. Using Narratives to Develop Standards for Leaders: Applying an Innovative Approach in Western Australia (United States)

    Wildy, Helen; Pepper, Coral


    Dissatisfaction with long lists of duties as substitutes for standards led to the innovative application of narratives as an alternative approach to the generation and use of standards for school leaders. This paper describes research conducted over nearly a decade in collaboration with the state education authority in Western Australia,…

  4. Developing Teacher Leaders through Honorary Professional Organizations in Education: Focus on the College Student Officers (United States)

    Bond, Nathan; Sterrett, William


    Policymakers, researchers, and educators are calling for practicing teachers to assume leadership positions in schools. The goal is for these teacher leaders to work with administrators and bring about school improvements. To prepare teachers for this role, universities are encouraged to provide leadership opportunities for students aspiring to…

  5. The Partnership in Teacher Excellence Program: A District-University Collaboration to Create Teacher Leaders (United States)

    Bond, Nathan; Goodwin, Marilyn; Summers, Emily


    This article describes the conditions for establishing an advanced master's degree program that focuses on teacher leadership. The creation of the model is examined from the perspective of nine administrators from Eanes Independent School District in Austin, Texas, and Texas State University-San Marcos. These administrators collaborated to design…

  6. The Best Laid Plans: Pay for Performance Incentive Programs for School Leaders (United States)

    Goff, Peter; Goldring, Ellen; Canney, Melissa


    In an era of heightened accountability and limited fiscal resources, school districts have sought novel ways to increase the effectiveness of their principals in an effort to increase student proficiency. To address these needs, some districts have turned to pay-for-performance programs, aligning leadership goals with financial incentives to…

  7. Perceptions and Experiences of Baccalaureate Nursing Program Leaders Related to Nursing Informatics (United States)

    Larson, Lisa R.


    Nursing program leadership for integrating nursing informatics (NI) into curricula is essential. NI is a specialty that combines nursing science, computer science, and information science to manage health information and improve patient health outcomes (American Nurses Association, 2008). Approximately 98,000 patient deaths per year occur due to…

  8. 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…

  9. Visualization program development using Java

    International Nuclear Information System (INIS)

    Sasaki, Akira; Suto, Keiko


    Method of visualization programs using Java for the PC with the graphical user interface (GUI) is discussed, and applied to the visualization and analysis of 1D and 2D data from experiments and numerical simulations. Based on an investigation of programming techniques such as drawing graphics and event driven program, example codes are provided in which GUI is implemented using the Abstract Window Toolkit (AWT). The marked advantage of Java comes from the inclusion of library routines for graphics and networking as its language specification, which enables ordinary scientific programmers to make interactive visualization a part of their simulation codes. Moreover, the Java programs are machine independent at the source level. Object oriented programming (OOP) methods used in Java programming will be useful for developing large scientific codes which includes number of modules with better maintenance ability. (author)

  10. 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…

  11. Kodak AMSD Mirror Development Program (United States)

    Matthews, Gary; Dahl, Roger; Barrett, David; Bottom, John; Russell, Kevin (Technical Monitor)


    The Advanced Mirror System Demonstration Program is developing minor technology for the next generation optical systems. Many of these systems will require extremely lightweight and stable optics due to the overall size of the primary mirror. These segmented, deployable systems require new technology that AMSD is developing. The on-going AMSD program is a critical enabler for Next Generation Space Telescope (NGST) which will start in 2002. The status of Kodak's AMSD mirror and future plans will be discussed with respect to the NGST program.

  12. Leadership Development Experiences of Women Leaders in State-Owned Enterprises in Indonesia

    Directory of Open Access Journals (Sweden)

    Yuliana Dewi


    Full Text Available Similar to many other countries in the world, Indonesia has been experiencing the increasing number of women workers participation both in formal and informal sectors. While in formal sector the number of female employees has increased from around 10 millions in 2008 to nearly 13 millions in 2011; in informal sector the figure is even doubled: more than 28 millions in 2008 to more than 30 millions in 2011. However to date, women workers are associated with low-skilled, low-wage workers who work in precarious working environment. Women are seldom hold managerial position both in public and private sector. The proportion of women in Indonesia who sit in the board of directors is only 6% from the entire women workers. Thus, this research aims to explore their development experience along the way. In order to obtain initial information, interviews with nine women managers from State-Owned Enterprises (SOEs were conducted. SOEs were chosen for convenience reason. The research indicates the low ratio number of women in SOEs management team although there is an optimism that the number would increase. Key point discovered in this research is that development experience is mainly done by the participants own initiatives whereas organisational supports are found very limited. This findings will be further explored and confirmed by involving more women managers from various sectors. Keywords: women leaders, ledership development, qualitative, Indonesia. Normal 0 false false false IN X-NONE X-NONE /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Table Normal"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-qformat:yes; mso-style-parent:""; mso-padding-alt:0cm 5.4pt 0cm 5.4pt; mso-para-margin:0cm; mso-para-margin-bottom:.0001pt; mso-pagination:widow-orphan; font-size:11.0pt; font-family:"Calibri","sans-serif"; mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin; mso

  13. Leading the development of nursing within a Nursing Development Unit: the perspectives of leadership by the team leader and a professor of nursing. (United States)

    Graham, Iain


    Leadership within nursing is receiving unprecedented focus and development. This reflective narrative explores the nature of leadership, termed scholarly leadership, by an academic and a clinical leader of a Nursing Development Unit. The narrative explores the characteristics of such leadership and highlights how it empowered a nursing team to further reach its potential. Two areas, patient-centered care and the characteristics of practice, are focused upon to highlight the leadership style that the clinical leader adopted. The paper concludes by suggesting what structural and systems changes need to be put in place in order to bring about change.

  14. STEM after School: How to Design and Run Great Programs and Activities. A Guidebook for Program Leaders, Second Edition (United States)

    ExpandED Schools, 2014


    This guidebook was prepared by TASC (The After-School Corporation) and their Frontiers in Urban Science Education (FUSE) programs. FUSE is TASC's initiative to help more out-of-school-time programs and expanded learning time schools offer kids engaging, exciting and inspiring activities that promote science inquiry. The guidebook offers a a…

  15. The Impact of Personal and Program Characteristics on the Placement of School Leadership Preparation Program Graduates in School Leader Positions (United States)

    Fuller, Edward J.; Hollingworth, Liz; An, Brian P.


    Purpose: The purpose of this study is to examine the impact of personal and program characteristics on the placement of graduates of principal preparation programs in assistant principal, principal, and school leadership positions. Research Design: This study relies on Texas principal production data from 1993 through 2007 matched to employment…

  16. 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.

  17. 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

  18. From US NAVY Mate to Division Leader for Operations - Requirements, Development and Career Paths of LANL/LANSCE Accelerator Operators

    International Nuclear Information System (INIS)

    Spickermann, Thomas


    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.

  19. 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.

  20. Commercial Crew Development Program Overview (United States)

    Russell, Richard W.


    NASA's Commercial Crew Development Program is designed to stimulate efforts within the private sector that will aid in the development and demonstration of safe, reliable, and cost-effective space transportation capabilities. With the goal of delivery cargo and eventually crew to Low Earth Orbit (LEO) and the International Space Station (ISS) the program is designed to foster the development of new spacecraft and launch vehicles in the commercial sector. Through Space Act Agreements (SAAs) in 2011 NASA provided $50M of funding to four partners; Blue Origin, The Boeing Company, Sierra Nevada Corporation, and SpaceX. Additional, NASA has signed two unfunded SAAs with ATK and United Space Alliance. This paper will give a brief summary of these SAAs. Additionally, a brief overview will be provided of the released version of the Commercial Crew Development Program plans and requirements documents.

  1. NASA Procurement Career Development Program (United States)


    The NASA Procurement Career Development Program establishes an agency-wide framework for the management of career development activity in the procurement field. Within this framework, installations are encouraged to modify the various components to meet installation-specific mission and organization requirements. This program provides a systematic process for the assessment of and planning for the development, training, and education required to increase the employees' competence in the procurement work functions. It includes the agency-wide basic knowledge and skills by career field and level upon which individual and organizational development plans are developed. Also, it provides a system that is compatible with other human resource management and development systems, processes, and activities. The compatibility and linkage are important in fostering the dual responsibility of the individual and the organization in the career development process.

  2. Research and development program 1985

    International Nuclear Information System (INIS)


    In this report the research and development program of the GSI Darmstadt is described. It concerns heavy ion reactions, nuclear structure studies, exotic nuclei, nuclear theory, atomic collisions with heavy ions, atomic spectroscopy, the interaction of heavy ions with matter, atomic theory, biological studies with heavy ions, nuclear track techniques, UNILAC developments, acquisition of experimental data, and the development of new accelerators, ion sources, targets, and detectors. (HSI) [de

  3. Is blended learning and problem-based learning course design suited to develop future public health leaders? An explorative European study. (United States)

    Könings, Karen D; de Jong, Nynke; Lohrmann, Christa; Sumskas, Linas; Smith, Tony; O'Connor, Stephen J; Spanjers, Ingrid A E; Van Merriënboer, Jeroen J G; Czabanowska, Katarzyna


    Public health leaders are confronted with complex problems, and developing effective leadership competencies is essential. The teaching of leadership is still not common in public health training programs around the world. A reconceptualization of professional training is needed and can benefit from innovative educational approaches. Our aim was to explore learners' perceptions of the effectiveness and appeal of a public health leadership course using problem-based, blended learning methods that used virtual learning environment technologies. In this cross-sectional evaluative study, the Self-Assessment Instrument of Competencies for Public Health Leaders was administered before and after an online, blended-learning, problem-based (PBL) leadership course. An evaluation questionnaire was also used to measure perceptions of blended learning, problem-based learning, and tutor functioning among 19 public health professionals from The Netherlands ( n  = 8), Lithuania ( n  = 5), and Austria ( n  = 6).Participants showed overall satisfaction and knowledge gains related to public health leadership competencies in six of eight measured areas, especially Political Leadership and Systems Thinking. Some perceptions of blended learning and PBL varied between the institutions. This might have been caused by lack of experience of the educational approaches, differing professional backgrounds, inexperience of communicating in the online setting, and different expectations towards the course. Blended, problem-based learning might be an effective way to develop leadership competencies among public health professionals in international and interdisciplinary context.

  4. Developing Sustainable Workplaces with Leadership: Feedback about Organizational Working Conditions to Support Leaders in Health-Promoting Behavior

    Directory of Open Access Journals (Sweden)

    Paul Jiménez


    Full Text Available Organizations should support leaders in promoting their employees’ health in every possible way to achieve a sustainable workplace. A good way to support leaders could include getting feedback about their health-promoting behavior from their employees. The present study introduces an instrument (Health-Promoting Leadership Conditions; HPLC that enables the provision of feedback about the leaders’ efforts to create health-promoting working conditions in seven key aspects: health awareness, workload, control, reward, community, fairness and value-fit. The instrument was used in employee surveys and in an online study, obtaining a sample of 430 participants. The results showed that all seven key aspects of health-promoting leadership can be assigned to a main factor of health-promoting leadership. In addition, the HPLC shows high construct validity with dimensions of stress, resources and burnout (Recovery-Stress- Questionnaire for Work [RESTQ-Work] and Maslach Burnout Inventory General Survey [MBI-GS]. The results indicate that the HPLC can be used as a basis on which to assess health-promoting leadership behavior with a focus on changing working conditions. By getting feedback about their leadership behavior from their employees, leaders can identify their potential and fields for improvement for supporting their employees’ health and developing a sustainable workplace.

  5. 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.

  6. Leadership in Force XXI: Is the Army's Current Leadership Model and Leader Development Doctrine Properly Addressing the Challenges Brought About by the Transition to Force XXI

    National Research Council Canada - National Science Library

    Johnson, Carl


    .... The purpose of this research paper is to answer the question, Is the Army's current leadership model and leader development doctrine properly addressing the challenges brought about by the transition to Force XXI...

  7. Outcomes at 18 Months From a Community Health Worker and Peer Leader Diabetes Self-Management Program for Latino Adults. (United States)

    Spencer, Michael S; Kieffer, Edith C; Sinco, Brandy; Piatt, Gretchen; Palmisano, Gloria; Hawkins, Jaclynn; Lebron, Alana; Espitia, Nicolaus; Tang, Tricia; Funnell, Martha; Heisler, Michele


    This study evaluated the effectiveness of a community health worker (CHW) diabetes self-management education (DSME) program, followed by two different approaches to maintain improvements in HbA 1c and other clinical and patient-centered outcomes over 18 months. The study randomized 222 Latino adults with type 2 diabetes and poor glycemic control from a federally qualified health center to 1 ) a CHW-led, 6-month DSME program or 2 ) enhanced usual care (EUC). After the 6-month program, participants randomized to the CHW-led DSME were further randomized to 1 ) 12 months of CHW-delivered monthly telephone outreach (CHW-only) or 2 ) 12 months of weekly group sessions delivered by peer leaders (PLs) with telephone outreach to those unable to attend (CHW+PL). The primary outcome was HbA 1c . Secondary outcomes were blood pressure, lipid levels, diabetes distress, depressive symptoms, understanding of diabetes self-management, and diabetes social support. Assessments were conducted at baseline and at 6, 12, and 18 months. Participants in the CHW intervention at the 6-month follow-up had greater decreases in HbA 1c (-0.45; 95% CI -0.87, -0.03; P diabetes distress (-0.3; 95% CI -0.6, -0.03; P diabetes distress at 12 and 18 months. CHW+PL participants also had significantly fewer depressive symptoms at 18 months compared with EUC (-2.2; 95% CI -4.1, -0.3; P diabetes social support and in understanding of diabetes self-management at 6 months relative to EUC, but these intervention effects were not sustained at 18 months. This study demonstrates the effectiveness of a 6-month CHW intervention on key diabetes outcomes and of a volunteer PL program in sustaining key achieved gains. These are scalable models for health care centers in low-resource settings for achieving and maintaining improvements in key diabetes outcomes. © 2018 by the American Diabetes Association.

  8. Professorship: A Faculty Development Program. (United States)

    Davis, Todd M.; Davis, Jane F.


    A faculty development program at a traditionally black college was designed to enhance the ability of graduate faculty to supervise research activities of graduate students. Focus was on interpersonal problem solving in advisement and professional issues; classroom techniques of discussion teaching, case methods, and psychodrama encouraged the…

  9. Child Development Program Evaluation Scale. (United States)

    Fiene, Richard J.

    The Child Development Program Evaluation Scale (CDPES) is actually two scales in one, a licensing scale and a quality scale. Licensing predictor items have been found to predict overall compliance of child day care centers with state regulations in four states. Quality scale items have been found to predict the overall quality of child day care…

  10. Development tool for PHP programs


    Karlsen, Håkon Skaarud


    This paper discusses how a PHP development toolbox can be implemented. One toolbox has been implemented, and the implementation is described and documented in the text. The toolbox is primarily meant to help students who are taking a System Development course (INF1050) at the University of Oslo with the implementation phase of a software engineering project, but other PHP programmers may also benefit from using the toolbox. It has been emphasized that the programming interface should be i...

  11. Technical support to the ER program subsurface technologies team leader. Final report, March 15, 1993--March 15, 1998

    Energy Technology Data Exchange (ETDEWEB)



    This research included development of a new geologic sample management facility and associated quality assurance systems for the LANL Environmental Restoration Program. Additional work with the LANL Environmental Restoration Program included the development of Sampling and Analysis Plans (SAP) for various Operable Units for the Laboratory. The PI (Davidson) served as the sample curation/sample management specialist on the ER program Subsurface Studies Technical Team. Specialization in Field Unit Data Base systems was the focus of the work towards the end of the contract. A document is included which provides the Statement of Policy for the management of borehole samples collected during environmental restoration activities at LANL.

  12. Technical support to the ER program subsurface technologies team leader. Final report, March 15, 1993 - March 15, 1998

    International Nuclear Information System (INIS)


    This research included development of a new geologic sample management facility and associated quality assurance systems for the LANL Environmental Restoration Program. Additional work with the LANL Environmental Restoration Program included the development of Sampling and Analysis Plans (SAP) for various Operable Units for the Laboratory. The PI (Davidson) served as the sample curation/sample management specialist on the ER program Subsurface Studies Technical Team. Specialization in Field Unit Data Base systems was the focus of the work towards the end of the contract. A document is included which provides the Statement of Policy for the management of borehole samples collected during environmental restoration activities at LANL

  13. 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...

  14. Workshops for the development of evidence-based practice among nursing leaders: a pilot study

    Directory of Open Access Journals (Sweden)

    Fernanda Carolina Camargo


    Full Text Available The objective of this study was to analyze the effectiveness of motivational workshops to implement Evidence Based Practice (EBP among nursing leaders. This was a pilot, virtually experimental, before and after type study, conducted in a public teaching hospital. Researchers applied the Evidence-Based Practice Questionnaire and The Barriers to Research Utilization Scale and analyzed differences of means via Student’s t-test for paired samples or Wilcoxon’s test for non-parametric data. Although they had positive attitudes towards EBP, the workshops were not effective in broadening skills (initial mean=109.8; final mean=107, p=0.58. However, they significantly reduced the perception of barriers (initial mean=73.2; final mean=66.6, p<0.10, the main ones being related to the lack of authority to propose changes, and work overload. Researchers observed that the intervention was effective for motivational purposes. Conducting new research to assess the inclusion of this practice in units headed by nursing leaders is encouraged.

  15. Status of the GA/MCA 12 Tesla Coil Development Program

    International Nuclear Information System (INIS)

    Alcorn, J.S.; Purcell, J.R.; Chen, W.Y.; Hsu, Y.H.


    The current status of the Team One effort of the DOE/OFE/D and T 12 Tesla Coil Development Program is presented. Subatmospheric, helium bath cooled, NbTiTa alloy is employed for the test coil, and ETF TF-coil concept. General Atomic is the Team One leader, with Magnetic Corporation of American as industrial subcontractor

  16. 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

  17. Empowerment Of Position And Roles Of Traditional Leaders In The Development Of Livestock Hamlet In The Banten Province

    Directory of Open Access Journals (Sweden)

    Kedi Suradisastr


    Full Text Available Developing livestock village is a suitable effort to enhance meat production for fulfilling increasing of the product demand. Developing livestock village in form of Sheep Hamlet in the Regency of Pandeglang, Province of Banten, is also function as forest and environmental buffer zone. Another target of such a livestock development center is to improve farmer’s income by at least 50% of Banten’s Minimum Regional Wage. The success of Sheep Hamlet so far depends upon the following socio-cultural factors: (a the basic culture of the Bantams, (b local leadership, and (c decision making pattern and process. The development of livestock hamlet depends on the roles of local informal figure in the respective area. Such a local leader can help accelerating the success of a livestock development in a sustainable fashion. The existence of a respected local figure is a crucial entry point in the process of livestock hamlet development in the such area.

  18. Accelerated leach test development program

    International Nuclear Information System (INIS)

    Fuhrmann, M.; Pietrzak, R.F.; Heiser, J.; Franz, E.M.; Colombo, P.


    In FY 1989, a draft accelerated leach test for solidified waste was written. Combined test conditions that accelerate leaching were validated through experimental and modeling efforts. A computer program was developed that calculates test results and models leaching mechanisms. This program allows the user to determine if diffusion controls leaching and, if this is the case, to make projections of releases. Leaching mechanisms other than diffusion (diffusion plus source term partitioning and solubility limited leaching) are included in the program is indicators of other processes that may control leaching. Leach test data are presented and modeling results are discussed for laboratory scale waste forms composed of portland cement containing sodium sulfate salt, portland cement containing incinerator ash, and vinyl ester-styrene containing sodium sulfate. 16 refs., 38 figs., 5 tabs

  19. Glucocorticoid programming of intrauterine development. (United States)

    Fowden, A L; Valenzuela, O A; Vaughan, O R; Jellyman, J K; Forhead, A J


    Glucocorticoids (GCs) are important environmental and maturational signals during intrauterine development. Toward term, the maturational rise in fetal glucocorticoid receptor concentrations decreases fetal growth and induces differentiation of key tissues essential for neonatal survival. When cortisol levels rise earlier in gestation as a result of suboptimal conditions for fetal growth, the switch from tissue accretion to differentiation is initiated prematurely, which alters the phenotype that develops from the genotype inherited at conception. Although this improves the chances of survival should delivery occur, it also has functional consequences for the offspring long after birth. Glucocorticoids are, therefore, also programming signals that permanently alter tissue structure and function during intrauterine development to optimize offspring fitness. However, if the postnatal environmental conditions differ from those signaled in utero, the phenotypical outcome of early-life glucocorticoid receptor overexposure may become maladaptive and lead to physiological dysfunction in the adult. This review focuses on the role of GCs in developmental programming, primarily in farm species. It examines the factors influencing GC bioavailability in utero and the effects that GCs have on the development of fetal tissues and organ systems, both at term and earlier in gestation. It also discusses the windows of susceptibility to GC overexposure in early life together with the molecular mechanisms and long-term consequences of GC programming with particular emphasis on the cardiovascular, metabolic, and endocrine phenotype of the offspring. Copyright © 2016 Elsevier Inc. All rights reserved.

  20. Authenticating the Leader

    DEFF Research Database (Denmark)

    Johnsen, Christian Garmann

    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 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...... 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...

  1. 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).


    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.

  3. Development and evaluation of a leadership training program for public health emergency response: results from a Chinese study

    Directory of Open Access Journals (Sweden)

    Xu Yihua


    Full Text Available Abstract Background Since the 9/11 attack and severe acute respiratory syndrome (SARS, the development of qualified and able public health leaders has become a new urgency in building the infrastructure needed to address public health emergencies. Although previous studies have reported that the training of individual leaders is an important approach, the systemic and scientific training model need further improvement and development. The purpose of this study was to develop, deliver, and evaluate a participatory leadership training program for emergency response. Methods Forty-one public health leaders (N = 41 from five provinces completed the entire emergency preparedness training program in China. The program was evaluated by anonymous questionnaires and semi-structured interviews held prior to training, immediately post-training and 12-month after training (Follow-up. Results The emergency preparedness training resulted in positive shifts in knowledge, self-assessment of skills for public health leaders. More than ninety-five percent of participants reported that the training model was scientific and feasible. Moreover, the response of participants in the program to the avian influenza outbreak, as well as the planned evaluations for this leadership training program, further demonstrated both the successful approaches and methods and the positive impact of this integrated leadership training initiative. Conclusion The emergency preparedness training program met its aims and objectives satisfactorily, and improved the emergency capability of public health leaders. This suggests that the leadership training model was effective and feasible in improving the emergency preparedness capability.

  4. Professional development and extension programs

    Energy Technology Data Exchange (ETDEWEB)

    Bereznai, G. [University of Ontario Institute of Technology, Oshawa, ON (Canada)


    Professional Development (PD) refers to the means by which people acquire, develop, maintain and enhance the specialist knowledge and skills needed to practice in their profession. Extension Programs (aka Continuing Education) are offered by most post-secondary degree/diploma/certificate granting institutions.The courses are typically taken on a part-time basis, and course delivery often includes distance learning technology. An important implementation of PD is via workplace training, industry specific seminars, workshops and non-credit courses offered by a wide range of service providers.

  5. Professional development and extension programs

    International Nuclear Information System (INIS)

    Bereznai, G.


    Professional Development (PD) refers to the means by which people acquire, develop, maintain and enhance the specialist knowledge and skills needed to practice in their profession. Extension Programs (aka Continuing Education) are offered by most post-secondary degree/diploma/certificate granting institutions.The courses are typically taken on a part-time basis, and course delivery often includes distance learning technology. An important implementation of PD is via workplace training, industry specific seminars, workshops and non-credit courses offered by a wide range of service providers.

  6. 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.

  7. 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.

  8. 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.

  9. 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.

  10. 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

  11. In One Voice: Aspiring and Practicing School Leaders Embrace the Need for a More Integrated Approach to Leadership Preparation and Development (United States)

    Drago-Severson, Eleanor; Maslin-Ostrowski, Patricia; Hoffman, Alexander M.


    This article examines the views of graduate students who are aspiring or practicing school leaders and faculty from two university degree granting leadership preparation programs. Drawn from a larger mixed methods study, the authors focus here on survey results that show how these groups rated the effectiveness of 14 potential curricular…

  12. Exploring Contemporary Legal Issues in Schools from a Social Justice Frame: The Need for Ongoing Professional Development and Training for Practicing Educational Leaders (United States)

    Brackett, David A.; Perreault, George; Sparkman, William; Thornton, Billy W.; Barclay, Nicholas


    Most educational leadership preparation programs include classes designed to provide a broad survey of legal issues in the profession. Soon after these future leaders complete course requirements, their knowledge base can be outdated. We discuss, through relevant research along with theoretical and actual case studies, contemporary legal issues…

  13. 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…

  14. 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.

  15. HEALS: A Faith-Based Hypertension Control and Prevention Program for African American Churches: Training of Church Leaders as Program Interventionists. (United States)

    Dodani, Sunita; Sullivan, Debra; Pankey, Sydney; Champagne, Catherine


    Background. A 12-session church-based HEALS program (healthy eating and living spiritually) was developed for hypertension control and prevention program in African Americans (AAs). This study presents specifics of training lay health educators to effectively deliver HEALS to high-risk AAs. Methods. A one-day workshop was conducted by the research experts in an AA church. Five church members were recruited to be program interventionists called church health counselors (CHCs). Results. Using principles of adult education, a training protocol was developed with the intention of recognizing and supporting CHCs skills. CHCs received training on delivering HEALS program. The process of training emphasized action methods including role playing and hands-on experience with diet portion measurements. Conclusion. With adequate training, the community lay health educator can be an essential partner in a community-based hypertension control programs. This may motivate program participants more and encourages the individual to make the behavior modifications on a permanent basis.

  16. Program summary for the Civilian Reactor Development Program

    International Nuclear Information System (INIS)


    This Civilian Reactor Development Program document has the prime purpose of summarizing the technical programs supported by the FY 1983 budget request. This section provides a statement of the overall program objectives and a general program overview. Section II presents the technical programs in a format intended to show logical technical interrelationships, and does not necessarily follow the structure of the formal budget presentation. Section III presents the technical organization and management structure of the program

  17. The Development, Implementation, and Assessment of an Innovative Faculty Mentoring Leadership Program


    Tsen, Lawrence C.; Borus, Jonathan F.; Nadelson, Carol C.; Seely, Ellen W.; Haas, Audrey; Fuhlbrigge, Anne L.


    Effective mentoring is an important component of academic success. Few programs exist to both improve the effectiveness of established mentors and cultivate a multi-specialty mentoring community. In 2008, in response to a faculty survey on mentoring, leaders at Brigham and Women’s Hospital developed the Faculty Mentoring Leadership Program (FMLP) as a peer-learning experience for mid-career and senior faculty physician and scientist mentors to enhance their skills and leadership in mentoring ...

  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. 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.

  1. 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.

  2. Forming Collaborative Partnerships on a Statewide Level to Develop Quality School Leaders (United States)

    Goduto, Leonard R.; Doolittle, Gini; Leake, Donald


    In 2004, the New Jersey Department of Education mandated that all leadership preparation programs in the state align with the Interstate School Leadership Licensure Consortia standards. In response, 17 preparation programs established a chapter of the National Council of Professors of Educational Administration. In this article, we describe how…

  3. "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.

  4. Developing a career advancement program. (United States)

    Pinette, Shirley L


    Have you ever asked yourself, "What will I be doing five or ten years from now?" "Will I be doing the same thing I'm doing right now?" How would you feel if the answer were "yes"? I often wonder if any of my employees think the same thing. If they do, and the answer is "yes," just how does that make them feel? A day's work for managers can run the gamut--from billing and coding, to patient issues, to staff performance reviews, to CQI, to JCAHO-just to name a few. We're NEVER bored. Can we say the same of our employees, or do they do the same thing day in and day out? If so, it's no wonder that attitudes may become negative and motivation and productivity may decline. What are we as healthcare managers and administrators doing to value and continually train our employees so that staff morale, productivity and patient satisfaction remain high? What are we doing to keep those highly motivated employees motivated and challenged so that they don't get bored and want to move across town to our neighboring hospital or healthcare center? What are we doing to stop our employees from developing the "same job, different day" attitude? A Career Ladder program holds many benefits and opportunities for the motivated employee who seeks and needs additional challenges on the job. It affords them opportunities to learn new skills, demonstrate initiative, accept additional responsibilities and possibly advance into new positions. It also affords them opportunities to grow, to be challenged and to feel like an important and valued member of the radiology team and radiology department. For the manager, a Career Ladder program affords opportunities to retain valuable employees, attract new high-quality employees and maintain a workforce of well-trained highly motivated employees, which in turn will provide high quality products and services to our customers. A Career Ladder program is a "win-win" situation for everyone. For the last twelve months, I have been working with other

  5. [Identification of community leaders]. (United States)

    Chevalier, S; Dedobbeleer, N; Tremblay, M


    Although many methods of measuring leadership have been developed in sociological studies, there are few articles on the feasibility of these methods. The goal of this study was to verify the feasibility of the "modified positional-reputational approach" developed by Nix. The study was conducted in a small community located north of Montreal. Nix's questionnaire was translated, adapted and administered to 49 key informants. Two hundred and fourteen leaders were selected. Three types of leaders were identified: the legitimizers, the effectors and the activists. Through a sociometric analysis, we established links between the different leaders and we described the power structure of the community. Despite a few shortcomings, Nix's approach was found extremely useful.

  6. 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.

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

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

    ... offices on issues of program and project development and management;; Plays ... Ensures that a regional perspective is brought to bear on program planning at the ... between Canadian and developing country researchers;; When traveling, ...

  8. 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…

  9. Operational Assessment of Tools for Accelerating Leader Development (ALD): Volume 2, Appendices (United States)


    and were designed to be used interactively in small group settings as filmed case studies incorporating many storytelling elements which are proven...program staff. - Facilitate the Sessions 1. Schedule the AXL vignette session a. Classroom or other suitable area b. Means of showing the vignette 2...the unit situation. Classroom , Training Area 1. With the exception of the AXL Vignettes, all materials are designed for web- delivered individual

  10. Future Leaders: The Way Forward? (United States)

    Earley, Peter; Weindling, Dick; Bubb, Sara; Glenn, Meli


    The recruitment and retention of senior school leaders is high on the UK Government's agenda with much attention currently being given to succession planning. Future Leaders and other fast track leadership development programmes are, in part, a response to this "crisis" brought about by demographic change--many headteachers are due to…

  11. 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......) baseline serum calcitonin values were 3.9 (1.0 to >7.6) ng/l in men and 1.0 (1.0 to >1) ng/l in women. Serum calcitonin was >10 ng/l in 14.6% of men and in 0.96% of women. In sex-specific multivariable linear analysis of covariance models, a reduced glomerular filtration rate (GFR) was associated...... 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...

  12. 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

  13. Development regulation changes local elected leaders can make to promote energy conservation

    Energy Technology Data Exchange (ETDEWEB)

    Kron, Jr, N F


    This report lists actions that local officials can make to change their community's development regulations and thereby lessen the effects of local energy problems. The term development regulations, as used here, is a general reference to local or state controls over land use and development that affect design, orientation, placement, location, and related characteristics of buildings and infrastructure. The regulations include items such as zoning, subdivision controls, setbacks, yard and height requirements, and solar-access ordinances.

  14. Developing Military Health Care Leaders: Insights from the Military, Civilian, and Government Sectors (United States)


    Chef , hospital education Consultant Branch-immaterial command TOE CSH assist CN DCDD/Combat development JRTC O/C JRCAB/DMSB Colonel TDA Assistant...looking for companion - ship in leadership formation. (NCHL, 2008, p. 2) As an overall assessment of development activities, a few executives noted that

  15. Cultivating future nurse leaders with student nurses associations. (United States)

    Akans, Merlana; Harrington, Maura; McCash, John; Childs, Ashlyn; Gripentrog, Jessica; Cole, Sharon; Fitzgerald, Kevin; Searing, Kimberly; Fuehr, Patricia


    Student nurses associations (SNAs) assist in developing tomorrow's nurse leaders. In this article, executive board members of an SNA in a traditional baccalaureate nursing program at a public regional university recounted common themes in their participation in an SNA. These broad themes included leadership, mentorship and communication, all which foster professional development through the acquisition of specific knowledge, skills and experiences. © 2013 AWHONN.

  16. Ethical competency of nurse leaders: A qualitative study. (United States)

    Barkhordari-Sharifabad, Maasoumeh; Ashktorab, Tahereh; Atashzadeh-Shoorideh, Foroozan


    Ethics play an important role in activating the manpower and achieving the organizational goals. The nurse leaders' ethical behavior can promote the care quality by affecting the nurses' performance and bringing up several positive consequences for the organization. The aim of this study was to identify and describe the ethical competency of nurse leaders in cultural domains and the working conditions of the Iranian healthcare setting to arrive at a more comprehensive and specific perspective. This was a qualitative conventional content analysis study conducted with the participation of 14 nurse leaders at various levels. The participants were selected using the purposive sampling method, and the required data were collected using deep interview and also semi-structured interview. A deductive method of content analysis was applied in data analysis. Ethical considerations: This study was conducted in accord with the principles of research ethics and national rules and regulations relating to informed consent and confidentiality. Data analysis resulted in 17 subcategories that were subsequently grouped into three major categories including empathetic interactions, ethical behavior, and exalted manners. Our findings are consistent with previous ones, yet presenting a more complete knowledge about aspects of ethical competency of nurse leaders. The nurse leaders can provide a proper behavioral model for the work environment through the use of new information. The nurse leaders introduced various aspects of ethical competency, so the leaders' ethical competency could be promoted via planning and managing some ethical development programs. More future research is needed regarding the experiences of the subordinates and other related parties.

  17. Assessment of U.S. and Coalition Efforts to Develop Leaders in the Afghan National Army (United States)


    Literacy remains an enabler for soldier and NCO development, and creates a more discerning citizen for Afghan society . Despite challenges, the...level and economic capacity of the society as a whole. In terms of its importance to professional development, both ANA and NTM-A senior...available in the account, nor if the account is actuarially sound. The NTM-A/CSTC-A lnsp.ector General continues to work with the MoD to resolve a

  18. 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...

  19. Multiple Learning Approaches in the Professional Development of School Leaders -- Theoretical Perspectives and Empirical Findings on Self-assessment and Feedback (United States)

    Huber, Stephan Gerhard


    This article investigates the use of multiple learning approaches and different modes and types of learning in the (continuous) professional development (PD) of school leaders, particularly the use of self-assessment and feedback. First, formats and multiple approaches to professional learning are described. Second, a possible approach to…

  20. 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…

  1. Programs and Research Advisor | IDRC - International Development ...

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

    Support risk management of regional programming and partnerships by: ... analysing, on a regular basis, key program development and performance indicators; ... Represent the IDRC and Regional Director at key events in order to gather ...

  2. 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…

  3. Professional Development Considerations for Makerspace Leaders, Part One: Addressing "What?" and "Why?" (United States)

    Oliver, Kevin M.


    As makerspaces begin to move into school libraries and classrooms, there is a growing need for professional development to help K-12 educators answer common questions such as "what is a makerspace," "why should I bother with a makerspace," "how do I run a makerspace," and "how do I teach from a makerspace?"…

  4. 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…

  5. Character Development of U.S. Army Leaders: A Laissez Faire Approach (United States)


    and should be immediately re-examined. In light of current behavioral and cultural trends within society toward moral diversity and ethical... relativism , the Army should immediately re-evaluate both its base assumptions and its approach to character development. If these assumptions are found not to

  6. 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…

  7. 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…

  8. 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,…

  9. Developing Instructional Leaders through Assistant Principals' Academy: A Partnership for Success (United States)

    Gurley, D. Keith; Anast-May, Linda; Lee, H. T.


    This article describes findings from a single-case qualitative study of a unique 2-year professional development academy for practicing assistant principals designed and implemented in partnership between school district personnel and university educational leadership faculty members. The study was conducted based on the theoretical framework of…

  10. 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.

  11. 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 leadership.

  12. Assessing the Impact of a Program Designed to Develop Sustainability Leadership amongst Staff Members in Higher Education Institutes: A Case Study from a Community of Practice Perspective (United States)

    Alkaher, Iris; Avissar, Ilana


    This study focuses on the impact of a sustainability leadership development program (SLDP) designed to develop staff members as leaders who encourage sustainability practices within institutions of higher education (IHE). Using the framework of community of practice (CoP), we explored the program's contribution by interviewing 16 staff members who…

  13. A Study of Army Civilian Entry Level and Mid-Level Program Management Leadership Development (United States)


    and mid-grade level positions is an important responsibility for senior leaders. Mentoring and coaching entry level and mid-grade level...Program Management Leadership Development Craig J. Maurice Defense Acquisition University Senior Service College Fellowship 2015-2016 Huntsville...requirements for the Army’s Senior Service College Fellowship (SSCF) under the direction of SSCF Director, Mr. John Daniels and Research Advisor, Mr. Van

  14. Developing clinical leaders: the impact of an action learning mentoring programme for advanced practice nurses. (United States)

    Leggat, Sandra G; Balding, Cathy; Schiftan, Dan


    To determine whether a formal mentoring programme assists nurse practitioner candidates to develop competence in the clinical leadership competencies required in their advanced practice roles. Nurse practitioner candidates are required to show evidence of defined clinical leadership competencies when they apply for endorsement within the Australian health care system. Aiming to assist the candidates with the development or enhancement of these leadership skills, 18 nurse practitioner candidates participated in a mentoring programme that matched them with senior nurse mentors. A pre-postlongitudinal intervention study. Eighteen nurse practitioner candidates and 17 senior nurses participated in a voluntary mentoring programme that incorporated coaching and action learning over 18 months in 2012 and 2013. Participants completed a pen and paper questionnaire to document baseline measures of self-reported leadership practices prior to commencement of the programme and again at the end of the programme. The mentors and the nurse practitioner candidates qualitatively evaluated the programme as successful and quantitative data illustrated significant improvement in self-reported leadership practices among the nurse practitioner candidates. In particular, the nurse practitioner candidates reported greater competence in the transformational aspects of leadership, which is directly related to the nurse practitioner candidate clinical leadership standard. A formal, structured mentoring programme based on principles of action learning was successful in assisting Australian advanced practice nurses enhance their clinical leadership skills in preparation for formal endorsement as a nurse practitioner and for success in their advanced practice role. Mentoring can assist nurses to transition to new roles and develop knowledge and skills in clinical leadership essential for advanced practice roles. Nurse managers should make greater use of mentoring programmes to support nurses in

  15. Leadership Development Experiences of Women Leaders in State-Owned Enterprises in Indonesia

    Directory of Open Access Journals (Sweden)

    Yuliana Dewi


    Full Text Available Similar to many other countries in the world, Indonesia has been experiencing the increasing num- ber of women workers participation both in formal and informal sectors. While in formal sector the number of female employees has increased from around 10 millions in 2008 to nearly 13 mil- lions in 2011; in informal sector the figure is even doubled: more than 28 millions in 2008 to more than 30 millions in 2011. However to date, women workers are associated with low-skilled, low- wage workers who work in precarious working environment. Women are seldom hold managerial position both in public and private sector. The proportion of women in Indonesia who sit in the board of directors is only 6% from the entire women workers. Thus, this research aims to explore their development experience along the way. In order to obtain initial information, interviews with nine women managers from State-Owned Enterprises (SOEs were conducted. SOEs were chosen for convenience reason. The research indicates the low ratio number of women in SOEs management team although there is an optimism that the number would increase. Key point discovered in this research is that development experience is mainly done by the participants own initiatives whereas organisational supports are found very limited. This findings will be further explored and confirmed by involving more women managers from various sectors.

  16. 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.

  17. Creating Leaders. (United States)

    Sorrel, Amy Lynn


    Participants in the Texas Medical Association's Accountable Care Leadership Program learn about communication skills, teamwork, and population health management. The program helps physicians adapt in a rapidly changing environment that demands more accountability and proof of value for the health care dollar. The program targets early- to mid-career practicing physicians who recognize they need new tools to survive and thrive in the new environment.

  18. Preparing Potential Senior Army Leaders for the Future: An Assessment of Leader Development Efforts in the Post-Cold War Era

    National Research Council Canada - National Science Library

    Johnson, David


    ... that could prove problematic in future missions. The paper then describes the current institutional training most relevant to developing competencies for such missions and notes its limited attention to the nondoctrinal, other-than-war missions...

  19. Developing as an Academic Leader in a University of Technology in South Africa: Dealing with enabling and constraining teaching and learning environments

    Directory of Open Access Journals (Sweden)

    'Mabokang Liteboho Monnapula-Mapesela


    Full Text Available While the South African legislation is an enabler for equity, inclusiveness, social justice and the advancement of women for academic leadership roles, institutional cultures and structures are often debilitating. This paper presents the development trajectory of a Black woman as an academic development leader in a South African University of Technology. It examines structural and cultural factors acting as enablers or constraints to leadership development and career advancement for Black women. It analyses dominant structural frames and undertakings of different University stakeholders (agents, which cause stagnation and resistance to morphogenesis and government’s transformation agenda. Using Participatory Narrative Inquiry (PNI, I narrate personal experiences and insights as a participant researcher. I interrogate the experiences, observations and influence of various structural and cultural modalities within Margaret Archer’s (1995 social realist framework of structure, culture and agency. I highlight the implications of these for development of a Black female academic development leader.

  20. Developing an Innovation Engine to Make Canada a Global Leader in Cybersecurity

    Directory of Open Access Journals (Sweden)

    Tony Bailetti


    Full Text Available An engine designed to convert innovation into a country’s global leadership position in a specific product market is examined in this article, using Canada and cybersecurity as an example. Five entities are core to the innovation engine: an ecosystem, a project community, an external community, a platform, and a corporation. The ecosystem is the focus of innovation in firm-specific factors that determine outcomes in global competition; the project community is the focus of innovation in research and development; and the external community is the focus of innovation in resources produced and used by economic actors that operate outside of the focal product market. Strategic intent, governance, resource flows, and organizational agreements bind the five entities together. Operating the innovation engine in Canada is expected to improve the level and quality of prosperity, security, and capacity of Canadians, increase the number of Canadian-based companies that successfully compete globally in cybersecurity product markets, and better protect Canada’s critical infrastructure. Researchers interested in learning how to create, implement, improve, and grow innovation engines will find this article interesting. The article will also be of interest to senior management teams in industry and government, chief information and technology officers, social and policy analysts, academics, and individual citizens who wish to learn how to secure cyberspace.

  1. Developing educational leaders: A partnership between two universities to bring about system-wide change

    Directory of Open Access Journals (Sweden)

    Suraiya R Naicker


    Full Text Available This study investigated a system-wide change strategy in a South African school district, which sought to build the leadership capacity of principals and district officials to improve instruction. The three-year venture was called the Leadership for Learning Programme (LLP. A distinctive feature of the LLP was that it was based on a partnership between two universities, a local one with understanding of the local context of schools, and an international institution, which brought international expertise, experience and repute/branding. Both universities had a shared vision to contribute to the ailing South African school landscape by using leadership development to leverage change. The LLP was implemented in a single school district, where the overall learner performance was unsatisfactory. A qualitative approach was used to research this change intervention. One of the main findings was that collaboration between principals collectively and district officials, as well as among principals, was lacking. It is recommended that collaborative structures such as professional learning communities, networks and teams are established to reduce isolation and fragmented work practices in the school district. This may speed up system-wide change towards improved learner performance.

  2. Interactive development of object handling programs

    Energy Technology Data Exchange (ETDEWEB)

    Gini, G C; Gini, M L


    The authors describe work on development of a software system for writing and testing programs for a computer controlled manipulation. The authors examine in particular how the development of working programs is facilitated by the use of an interactive system based on an interpreter. The paper presents the main features of Pointy the system developed at Stanford Artificial Intelligence Laboratory as a tool for writing assembly programs. The user, interacting with the manipulator, constructs an incremental model of the objects involved in the assembly and develops the corresponding symbolic program. 13 references.

  3. Persuasion: A Leader's Edge

    National Research Council Canada - National Science Library

    McGuire, Mark


    .... Nevertheless, today's leaders should realize the need for persuasion. In one manner or another, leaders depend on persuasive rhetoric to convince, encourage, and energize superiors, peers, and subordinates...

  4. Ethical Development through Student Activities Programming. (United States)

    Brock, Carol S.


    Student activities programing, viewed as essential to the college experience, is defended by outlining some of the values and growth opportunities it provides for students. Several specific programing strategies useful as catalysts in values development are described, including values clarification exercises, multicultural programing, and…

  5. A methodology for developing distributed programs

    NARCIS (Netherlands)

    Ramesh, S.; Mehndiratta, S.L.


    A methodology, different from the existing ones, for constructing distributed programs is presented. It is based on the well-known idea of developing distributed programs via synchronous and centralized programs. The distinguishing features of the methodology are: 1) specification include process

  6. National investment programs and sustainable development


    Szyja, Paulina


    In situation of economic crisis many countries, for example the United States, members of European Union prepared anti-crisis programs to conduct investments. In most cases, they concentrated on modernization of transport or energy infrastructure. In Poland it would have been presented program "Polish Investments". The main purposes of the article is presentation of public investments programs and their role in sustainable development.

  7. Pragmatic, consensus-based minimum standards and structured interview to guide the selection and development of cancer support group leaders: a protocol paper. (United States)

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


    Across the globe, peer support groups have emerged as a community-led approach to accessing support and connecting with others with cancer experiences. Little is known about qualities required to lead a peer support group or how to determine suitability for the role. Organisations providing assistance to cancer support groups and their leaders are currently operating independently, without a standard national framework or published guidelines. This protocol describes the methods that will be used to generate pragmatic consensus-based minimum standards and an accessible structured interview with user manual to guide the selection and development of cancer support group leaders. We will: (A) identify and collate peer-reviewed literature that describes qualities of support group leaders through a systematic review; (B) content analyse eligible documents for information relevant to requisite knowledge, skills and attributes of group leaders generally and specifically to cancer support groups; (C) use an online reactive Delphi method with an interdisciplinary panel of experts to produce a clear, suitable, relevant and appropriate structured interview comprising a set of agreed questions with behaviourally anchored rating scales; (D) produce a user manual to facilitate standard delivery of the structured interview; (E) pilot the structured interview to improve clinical utility; and (F) field test the structured interview to develop a rational scoring model and provide a summary of existing group leader qualities. The study is approved by the Department Human Ethics Advisory Group of The University of Melbourne. The study is based on voluntary participation and informed written consent, with participants able to withdraw at any time. The results will be disseminated at research conferences and peer review journals. Presentations and free access to the developed structured interview and user manual will be available to cancer agencies. © Article author(s) (or their

  8. Innovative Technology Development Program. Final summary report

    International Nuclear Information System (INIS)

    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 ampersand 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. Teambuilding: A Strategic Leader Imperative

    National Research Council Canada - National Science Library

    Putko, Christopher J


    .... An Army Training and Leader Development Panel (ATLDP) - 2001 cited team building components in need of improvement to include command climate empowerment of subordinates, mentorship, counseling, accountability, and feedback...

  10. Evaluation of a clinical leadership programme for nurse leaders. (United States)

    Martin, Jacqueline S; McCormack, Brendan; Fitzsimons, Donna; Spirig, Rebecca


    This is an evaluation study of the impact of the adapted RCN Clinical Leadership Programme on the development of leadership competencies of nurse leaders in Switzerland. Transformational leadership competencies are essential for delivering high-quality care within health-care organizations. However, many countries have identified a lack of leadership skills in nurse leaders. Consequently, the development of leadership competencies is a major objective for health-care centres. This article describes the quantitative results of a mixed methods study. A one-group pre-test-post-test quasi-experimental design was used. A convenience sample of 14 ward leaders were assessed three times using the Leadership Practices Inventory (LPI). Descriptive and inferential data analysis techniques were employed. In total 420 observer-assessment questionnaires and 42 self-assessment questionnaires were distributed. Our main finding was that nurse leaders following the programme, demonstrated significant improvement in two subscales of the LPI -'inspiring a shared vision' and 'challenging the process'. This study showed improvement in two leadership practices of nurse leaders following a programme that has been adapted to Swiss health care. Findings concur with others studies that suggest that investments in educational programs to facilitate leadership skills in nurse leaders are justified. © 2011 Blackwell Publishing Ltd.

  11. Automotive Stirling Engine Development Program (United States)

    Nightingale, N.; Ernst, W.; Richey, A.; Simetkosky, M.; Smith, G.; Antonelli, M. (Editor)


    Mod I engine testing and test results, the test of a Mod I engine in the United States, Mod I engine characterization and analysis, Mod I Transient Test Bed fuel economy, Mod I-A engine performance are discussed. Stirling engine reference engine manufacturing and reduced size studies, components and subsystems, and the study and test of low-cost casting alloys are also covered. The overall program philosophy is outlined, and data and results are presented.

  12. Development program business in Romania


    Elena Ilie


    In the early 2000, in Romania, there were fewer programs to stimulating business environment and in this case the SMEs. After a transition period, various attempts to implement a financial and logistical support from the state were beginning to bear fruit with the year 2009 and take hold in 2011. Amid all legislative changes occurred, the novel proves its effectiveness against Romanian entrepreneurs and especially to young people, university graduates determined to make his way into the busin...

  13. Becoming an Educational Leader--Exploring Leadership in Medical Education (United States)

    Bolander Laksov, Klara; Tomson, Tanja


    Research on educational leadership emphasizes the importance of having institutional leaders heavily involved with advanced instructional programming. Best practices for developing educational leadership in higher education health care and medical faculties have to be better understood. Within the framework of a seminar series, researchers and…

  14. PASS Student Leader and Mentor Roles: A Tertiary Leadership Pathway (United States)

    Skalicky, Jane; Caney, Annaliese


    In relation to developing leadership skills during tertiary studies, this paper considers the leadership pathway afforded by a Peer Assisted Study Sessions (PASS) program which includes the traditional PASS Leader role and a more senior PASS Mentor role. Data was collected using a structured survey with open-ended questions designed to capture the…

  15. 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

  16. Coastal nonpoint pollution control program: Program development and approval guidance

    International Nuclear Information System (INIS)


    The document, developed by NOAA and EPA, contains guidance for states in developing and implementing their coastal nonpoint pollutant source programs. It describes the requirements that must be met, including: the geographic scope of the program; the pollutant sources to be addressed; the types of management measures used; the establishment of critical areas; technical assistance, public participation, and administrative coordination; and, the process for program submission and Federal approval. The document also contains the criteria by which NOAA and EPA will review the states' submissions

  17. Automotive Stirling engine development program: A success (United States)

    Tabata, W. K.


    The original 5-yr Automotive Stirling Engine Development Program has been extended to 10 years due to reduced annual funding levels. With an estimated completion date of April 1988, the technical achievements and the prospectives of meeting the original program objectives are reviewed. Various other applications of this developed Stirling engine technology are also discussed.

  18. 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.

  19. 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.

  20. Nuclear Power Infrastructure Development Program: Korean Education Program

    International Nuclear Information System (INIS)

    Choi, Sung Yeol; Hwang, Il Soon; Kim, Si Hwan


    Many countries have decided nuclear power for next energy resources as one of the long-term energy supply options. IAEA projected nuclear power expansion up to 2030 reaching between 447 GWe and 691 GWe compared to 370 GWe and 2660 TWh at the end of 2006. Both low and high projection is accompanied with new nuclear power plant constructions respectively 178 and 357, about 11 units per year, and most new construction is in North America, the Far East, Eastern Europe, the Middle East, and Southeast Asia. During the last forty years, thirty three countries have established commercial nuclear power programs but only some of them have developed comprehensive and large scale peaceful nuclear power infrastructure. Although various cooperation and guidance program of nuclear power infrastructure, developing appropriate environment and infrastructure of nuclear power plant is still challenging problems for developing countries launching nuclear power program. With increasing the demand of safety and safeguard from international society, creating appropriate infrastructure becomes essential requirements in national nuclear power program. In the viewpoint of developing countries, without sufficient explanation and proper guidance, infrastructure could be seen only as another barrier in its nuclear power program. The importance of infrastructure development would be obscured by ostensible business and infrastructure program can result in increasing entering barriers to peaceful nuclear power application field without benefits to developing countries and international community. To avoid this situation by providing enough explanation and realistic case example and cooperate with the countries wanting to establish comprehensive nuclear power infrastructure in the peaceful applications, we are creating the education program of infrastructure development with basic guidelines of the IAEA infrastructure series and Korean experiences from least developed country to advanced country

  1. Program Development Tools and Infrastructures

    International Nuclear Information System (INIS)

    Schulz, M.


    Exascale class machines will exhibit a new level of complexity: they will feature an unprecedented number of cores and threads, will most likely be heterogeneous and deeply hierarchical, and offer a range of new hardware techniques (such as speculative threading, transactional memory, programmable prefetching, and programmable accelerators), which all have to be utilized for an application to realize the full potential of the machine. Additionally, users will be faced with less memory per core, fixed total power budgets, and sharply reduced MTBFs. At the same time, it is expected that the complexity of applications will rise sharply for exascale systems, both to implement new science possible at exascale and to exploit the new hardware features necessary to achieve exascale performance. This is particularly true for many of the NNSA codes, which are large and often highly complex integrated simulation codes that push the limits of everything in the system including language features. To overcome these limitations and to enable users to reach exascale performance, users will expect a new generation of tools that address the bottlenecks of exascale machines, that work seamlessly with the (set of) programming models on the target machines, that scale with the machine, that provide automatic analysis capabilities, and that are flexible and modular enough to overcome the complexities and changing demands of the exascale architectures. Further, any tool must be robust enough to handle the complexity of large integrated codes while keeping the user's learning curve low. With the ASC program, in particular the CSSE (Computational Systems and Software Engineering) and CCE (Common Compute Environment) projects, we are working towards a new generation of tools that fulfill these requirements and that provide our users as well as the larger HPC community with the necessary tools, techniques, and methodologies required to make exascale performance a reality.

  2. Program Development Tools and Infrastructures

    Energy Technology Data Exchange (ETDEWEB)

    Schulz, M


    Exascale class machines will exhibit a new level of complexity: they will feature an unprecedented number of cores and threads, will most likely be heterogeneous and deeply hierarchical, and offer a range of new hardware techniques (such as speculative threading, transactional memory, programmable prefetching, and programmable accelerators), which all have to be utilized for an application to realize the full potential of the machine. Additionally, users will be faced with less memory per core, fixed total power budgets, and sharply reduced MTBFs. At the same time, it is expected that the complexity of applications will rise sharply for exascale systems, both to implement new science possible at exascale and to exploit the new hardware features necessary to achieve exascale performance. This is particularly true for many of the NNSA codes, which are large and often highly complex integrated simulation codes that push the limits of everything in the system including language features. To overcome these limitations and to enable users to reach exascale performance, users will expect a new generation of tools that address the bottlenecks of exascale machines, that work seamlessly with the (set of) programming models on the target machines, that scale with the machine, that provide automatic analysis capabilities, and that are flexible and modular enough to overcome the complexities and changing demands of the exascale architectures. Further, any tool must be robust enough to handle the complexity of large integrated codes while keeping the user's learning curve low. With the ASC program, in particular the CSSE (Computational Systems and Software Engineering) and CCE (Common Compute Environment) projects, we are working towards a new generation of tools that fulfill these requirements and that provide our users as well as the larger HPC community with the necessary tools, techniques, and methodologies required to make exascale performance a reality.

  3. Yugoslavian Petroleum Refinery development program

    International Nuclear Information System (INIS)

    Ocic, Ozren


    This paper shows the analysis of the world petroleum industry development, being an important factor in planning the development of the Yugoslav petroleum industry and Pancevo Petroleum Refinery, as well. Then Yugoslav petroleum industry development is analysed, including the appropriate balances of crude oil production and crude oil products consumption. The way of realizing the basic targets are also proposed. Likewise, the analysis of the condition within West European refineries has been conducted, from the aspects of technology, energy consumption and environmental protection and the same analysis for Pancevo Petroleum Refinery has been presented, too. The analysis of the condition within the refineries in the European Union countries and comparing it with the condition within Pancevo Petroleum Refinery, makes it mainly possible to recognize the development programmes which should be realized in order that Pancevo Petroleum Refinery could reach the refining level of the EU countries. (Original)

  4. 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.

  5. New developments in employee assistance programs. (United States)

    White, R K; McDuff, D R; Schwartz, R P; Tiegel, S A; Judge, C P


    Employee assistance programs have developed from alcoholism assessment and referral centers to specialized behavioral health programs. Comprehensive employee assistance programs are defined by six major components: identification of problems based on job performance, consultation with supervisors, constructive confrontation, evaluation and referral, liaison with treatment providers, and substance abuse expertise. Other services have been added as enhancements to the basic model and include managed behavioral health activities and professional assistance committees, which provide services for impaired professionals and executives. Recent developments in the field are illustrated through examples from the experience of the employee assistance program at the University of Maryland Medical System in Baltimore.

  6. Reflective Insights from Today's Fire Service Leaders: A Narrative Inquiry to Inform the Next Generation's Leadership Development (United States)

    Buttenschon, Marianne


    The success of any organization is dependent, in part, on the quality of its leaders. The fire department is no exception. In fact, one could argue that effective leadership in the fire department has become more critical than ever in today's world. This critical need for an effective fire department dates back to the unprecedented terrorist…

  7. Openness to Change: Experiential and Demographic Components of Change in Local Health Department Leaders


    Jadhav, Emmanuel D.; Holsinger, James W.; Fardo, David W.


    Background During the 2008–2010 economic recession, Kentucky local health department (LHD) leaders utilized innovative strategies to maintain their programs. A characteristic of innovative strategy is leader openness to change. Leader demographical research in for-profit organizations has yielded valuable insight into leader openness to change. For LHD leaders, the nature of the association between leader demographic and organizational characteristics on leader openness to change is unknow...

  8. Openness to change: experiential and demographic components of change in in Local Health Department leaders


    Emmanuel D Jadhav; James W. Holsinger; David W Fardo


    Background: During the 2008-10 economic recession, Kentucky local health department (LHD) leaders utilized innovative strategies to maintain their programs. A characteristic of innovative strategy is leader openness to change. Leader demographical research in for-profit organizations has yielded valuable insight into leader openness to change. For LHD leaders the nature of the association between leader demographic and organizational characteristics on leader openness to change is unknown. Th...

  9. Leader competencies in virtual organization


    Bulinska-Stangrecka, Helena


    This paper discusses the competence required in the leadership of virtual organization. The specics of virtual organization presents a challenge to traditional managerial styles. In order to achieve success in virtual environment, a leader must develop specic abilities. This analysis examines the uniqueness of the virtual organization, including team work and management. The last part presents ndings and summaries regarding e€ective e-leadership requirement. A virtual leader ma...

  10. Effectiveness of a Leadership Development Program That Incorporates Social and Emotional Intelligence for Aspiring School Leaders (United States)

    Sánchez-Núñez, María Trinidad; Patti, Janet; Holzer, Allison


    Focus on social and emotional intelligence competencies to improve effective leadership has become commonplace in the corporate arena and is now considered by many a prerequisite to successful job performance and outcomes (Antonakis, Ashkanasy, & Dasborough, 2009; Grant, Curtayne, & Burton, 2009; Spence & Grant, 2007; Kampa-Kokesch…

  11. Developing Leaders: The Importance--and the Challenges--of Evaluating Principal Preparation Programs (United States)

    George W. Bush Institute, Education Reform Initiative, 2016


    Research on school leadership shows that principals can significantly impact student achievement by influencing classroom instruction, organizational conditions, community support and setting the teaching and learning conditions in schools. Moreover, strong principals provide a multiplier effect that enables improvement initiatives to succeed. The…

  12. Developing the Metropolia Alumni Relations Program


    Hardy, Tea


    The target of this Master's Thesis was to create a practical plan to further develop the alumni relations program at Helsinki Metropolia University of Applied Sciences. The plan will act as a guide for the program on how to reach and engage Metropolia's students and alumni in order to create a sustainable and active alumni relations program. Special attention was given to the international students and alumni, which is an understandable approach from the global perspective as many of the Metr...

  13. Assessing a GTA professional development program


    Alicea-Muñoz, Emily; Masip, Joan Espar; Sullivan, Carol Subiño; Schatz, Michael F.


    For the last four years, the School of Physics at Georgia Tech have been preparing new Graduate Teaching Assistants (GTAs) through a program that integrates pedagogy, physics content, and professional development strategies. Here we discuss various assessments we have used to evaluate the program, among them surveys, GTA self-reporting, and end-of-semester student evaluations. Our results indicate that GTAs who participate in the program find its practical activities useful, feel better prepa...

  14. Ultrashort pulsed laser technology development program (United States)

    Manke, Gerald C.


    The Department of Navy has been pursuing a technology development program for advanced, all-fiber, Ultra Short Pulsed Laser (USPL) systems via Small Business Innovative Research (SBIR) programs. Multiple topics have been published to promote and fund research that encompasses every critical component of a standard USPL system and enable the demonstration of mJ/pulse class systems with an all fiber architecture. This presentation will summarize published topics and funded programs.

  15. Lessons from a Train-the-Trainer Professional Development Program: The Sustainable Trainer Engagement Program (STEP) (United States)

    Shupla, Christine; Gladney, Alicia; Dalton, Heather; LaConte, Keliann; Truxillo, Jeannette; Shipp, Stephanie


    The Sustainable Trainer Engagement Program (STEP) is a modified train-the-trainer professional development program being conducted by the Lunar and Planetary Institute (LPI). STEP has provided two cohorts of 6-8th grade science specialists and lead teachers in the Houston region with in-depth Earth and Space Science (ESS) content, activities, and pedagogy over 15 days each, aligned with Texas science standards. This project has two over-arching goals: to improve middle school ESS instruction, and to create and test an innovative model for Train-the-Trainer.This poster will share details regarding STEP’s activities and resources, program achievements, and its main findings to date. STEP is being evaluated by external evaluators at the Research Institute of Texas, part of the Harris County Department of Education. External evaluation shows an increase after one year in STEP participants’ knowledge (cohort 1 showed a 10% increase; cohort 2 showed a 20% increase), confidence in teaching Earth and Space Science effectively (cohort 1 demonstrated a 10% increase; cohort 2 showed a 20% increase), and confidence in preparing other teachers (cohort 1 demonstrated a 12% increase; cohort 2 showed a 20% increase). By September 2015, STEP participants led (or assisted in leading) approximately 40 workshops for about 1800 science teachers in Texas. Surveys of teachers attending professional development conducted by STEP participants show very positive responses, with averages for conference workshop evaluations ranging from 3.6 on a 4 point scale, and other evaluations averaging from 4.1 to 5.0 on a 5 point scale.Main lessons for the team on the train-the-trainer model include: a lack of confidence by leaders in K-12 science education in presenting ESS professional development, difficulties in arranging for school or district content-specific professional development, the minimal duration of most school and district professional development sessions, and uncertainties in

  16. Alloy development for irradiation performance: program strategy

    International Nuclear Information System (INIS)

    Bloom, E.E.; Stiegler, J.O.; Wiffen, F.W.; Dalder, E.N.C.; Reuther, T.C.; Gold, R.E.; Holmes, J.J.; Kummer, D.L.; Nolfi, F.V.


    The objective of the Alloy Development for Irradiation Performance Program is the development of structural materials for use in the first wall and blanket region of fusion reactors. The goal of the program is a material that will survive an exposure of 40 MWyr/m 2 at a temperature which will allow use of a liquid-H 2 O heat transport system. Although the ultimate aim of the program is development of materials for commercial reactors by the end of this century, activities are organized to provide materials data for the relatively low performance interim machines that will precede commercial reactors

  17. Development of education programs using HANARO

    International Nuclear Information System (INIS)

    Ser, K. W.; Cho, H. J.; Won, J. Y.; Ju, Y. C.; Lee, H. Y.; Choi, Y. M.


    The purposes of the study is to development of the education program using HANARO, which is one of the programs for HANARO Utilization. These consist of four fields; radioisotope production application, neutron activation analysis, examination of irradiated fuel/material and neutron beam application. This program provides various special research courses to faculties, researchers, universities and the industrial sector. In the development of the education program using HANARO, we have plan to the graduate thesis research course for the students, such a plan identifies the actual and potential capabilities of the reactor as well as its current and potential future specialists. Also, we have designed the development of actual training and education programs on radiological emergency preparedness, its necessary to the on-site and off-side public health and safety around near the reactor and relation facilities. These course topics involve the introduction of radiological emergency, actual technical method on radiation measurement, radiological emergency exercise and so on

  18. Development and Implementation of a Peer Mentoring Program for Early Career Gerontological Faculty (United States)

    Bryant, Ashley Leak; Brody, Ab; Perez, Adriana; Shillam, Casey; Edelman, Linda S.; Bond, Stewart M.; Foster, Victoria; Siegel, Elena


    Purpose In conjunction with the National Hartford Centers of Gerontological Nursing Excellence (NHCGNE), formerly known as the Building Academic Geriatric Nursing Capacity Initiative (BAGNC), the Hartford Gerontological Nursing Leaders (HGNL) developed and executed a program beginning in 2011 to enhance both (a) the experience of newly selected scholars and fellows to the NHCGNE and (b) the ongoing professional development of the HGNL. The purpose of this article is to describe key strategies used to develop and execute the mentoring program and to present the formative and summative program evaluation. Design The program was launched in January 2011 with seven peer mentor and mentee matches. In June 2012, the peer mentoring committee solicited feedback on the development of the peer mentoring program and changes were made for the subsequent cohorts. Findings An additional 12 matches were made in the following 2 years (2012 and 2013), for a total of 31 matches to date. We have learned several key lessons from our three cohorts regarding how to structure, implement, and carefully evaluate a peer mentoring program. Conclusions Informal evaluation of our peer mentoring program noted several challenges for both peer mentors and mentees. Having knowledge of and addressing those challenges may increase the overall quality and effectiveness of peer mentoring programs and, in turn, benefit academic nursing by strengthening the faculty workforce. Clinical Relevance Findings from development and implementation of a peer mentoring program for gerontological faculty could lead to new and adaptable programs in a variety of clinical and education settings. PMID:25808927

  19. Development and implementation of a peer mentoring program for early career gerontological faculty. (United States)

    Bryant, Ashley Leak; Aizer Brody, Abraham; Perez, Adriana; Shillam, Casey; Edelman, Linda S; Bond, Stewart M; Foster, Victoria; Siegel, Elena O


    The Hartford Gerontological Nursing Leaders (HGNL) formerly known as the Building Academic Geriatric Nursing Capacity Initiative (BAGNC), in conjunction with the National Hartford Centers of Gerontological Nursing Excellence (NHCGNE), developed and executed a peer mentoring program beginning in 2011 to enhance both (a) the experience of newly selected scholars and fellows to the NHCGNE and (b) the ongoing professional development of HGNL members. The purpose of this article is to describe key strategies used to develop and execute the peer mentoring program and to present formative program evaluation. The program was launched in January 2011 with seven peer mentor and mentee matches. In June 2012, the peer mentoring committee solicited feedback on the development of the peer mentoring program and changes were made for the subsequent cohorts. An additional 12 matches were made in the following 2 years (2012 and 2013), for a total of 31 matches to date. We have learned several key lessons from our three cohorts regarding how to structure, implement, and carefully evaluate a peer mentoring program. Informal evaluation of our peer mentoring program noted several challenges for both peer mentors and mentees. Having knowledge of and addressing those challenges may increase the overall quality and effectiveness of peer mentoring programs and, in turn, benefit academic nursing by strengthening the faculty workforce. Findings from development and implementation of a peer mentoring program for gerontological faculty could lead to new and adaptable programs in a variety of clinical and education settings. © 2015 Sigma Theta Tau International.

  20. Examining Burma's Development: A Research Fellowship Program ...

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

    The Regional Center for Social Science and Sustainable Development (RCSD) at Thailand's Chiang Mai University will manage the four-year program, which targets junior and mid-level academic and non-academic Burmese scholars. The program will ... LVIF announces five more funded projects. Eleven world-class ...

  1. 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...

  2. Assessing an Academic Library Professional Development Program (United States)

    Harker, Karen R.; O'Toole, Erin; Sassen, Catherine


    Professional development programs have been established in many academic libraries to support the research and scholarly activities of librarians. Continuous assessment can contribute to the sustainability and effectiveness of these programs. This study describes how measures of need, participation, satisfaction, and impact were employed to assess…

  3. Emotionally Handicapped Pupils: Developing Appropriate Educational Programs. (United States)

    North Carolina State Dept. of Public Instruction, Raleigh. Div. for Exceptional Children.

    The document is designed to assist local school systems as they plan, develop, and improve programs for emotionally handicapped students. Sections cover the following areas: definition of emotionally handicapped students; pre-planninq for emotionally handicapped programs; identification, referral, screening, assessment, and placement; service…

  4. The US Liquid Metal Reactor Development Program

    International Nuclear Information System (INIS)

    Till, C.E.; Arnold, W.H.; Griffith, J.D.


    The US Liquid Metal Reactor Development Program has been restructured to take advantage of the opportunity today to carry out R and D on truly advanced reactor technology. The program gives particular emphasis to improvements to reactor safety. The new directions are based on the technology of the Integral Fast Reactor (IFR). Much of the basis for superior safety performance using IFR technology has been experimentally verified and aggressive programs continue in EBR-II and TREAT. Progress has been made in demonstrating both the metallic fuel and the new electrochemical processes of the IFR. The FFTF facility is converting to metallic fuel; however, FFTF also maintains a considerable US program in oxide fuels. In addition, generic programs are continuing in steam generator testing, materials development, and, with international cooperation, aqueous reprocessing. Design studies are carried out in conjunction with the IFR technology development program. In summary, the US maintains an active development program in Liquid Metal Reactor technology, and new directions in reactor safety are central to the program

  5. The wise leader. (United States)

    Nonaka, Ikujiro; Takeuchi, Hirotaka


    In an era of increasing discontinuity, wise leadership has nearly vanished. Many leaders find it difficult to reinvent their corporations rapidly enough to cope with new technologies, demographic shifts, and consumption trends. They can't develop truly global organizations that operate effortlessly across borders. And they find it tough to ensure that their people adhere to values and ethics. The authors assert that leaders must acquire practical wisdom, or what Aristotle called phronesis: experiential knowledge that enables people to make ethically sound judgments. Wise leaders demonstrate six abilities: (i) They make decisions on the basis of what is good for the organization and for society. (2) They quickly grasp the essence of a situation and fathom the nature and meaning of people, things, and events. (3) They provide contexts in which executives and employees can interact to create new meaning. (4) They employ metaphors and stories to convert their experience into tacit knowledge that others can use. (5) They exert political power to bring people together and spur them to act. (6) They use apprenticeship and mentoring to cultivate practical wisdom in orders.

  6. What makes a leader? (United States)

    Goleman, D


    Superb leaders have very different ways of directing a team, a division, or a company. Some are subdued and analytical; others are charismatic and go with their gut. And different of situations call for different types of leadership. Most mergers need a sensitive negotiator at the helm whereas many turnarounds require a more forceful kind of authority. Psychologist and noted author Daniel Goleman has found, however, that effective leaders are alike in one crucial way: they all have a high degree of what has come to be known as emotional intelligence. In fact, Goleman's research at nearly 200 large, global companies revealed that emotional intelligence--especially at the highest levels of a company--is the sine qua non for leadership. Without it, a person can have first-class training, an incisive mind, and an endless supply of good ideas, but he still won't make a great leader. The components of emotional intelligence--self-awareness, self-regulation, motivation, empathy, and social skill--can sound unbusinesslike. But exhibiting emotional intelligence at the workplace does not mean simply controlling your anger or getting along with people. Rather it means understanding your own and other people's emotional makeup well enough to move people in the direction of accomplishing your company's goals. In this article, the author discusses each component of emotional intelligence and shows through examples how to recognize it in potential leaders, how and why it leads to measurable business results, and how it can be learned. It takes time and, most of all, commitment. But the benefits that come from having a well-developed emotional intelligence, both for the individual and the organization, make it worth the effort.

  7. What makes a leader? (United States)

    Goleman, D


    Superb leaders have very different ways of directing a team, a division, or a company. Some are subdued and analytical; others are charismatic and go with their gut. And different situations call for different types of leadership. Most mergers need a sensitive negotiator at the helm, whereas many turnarounds require a more forceful kind of authority. Psychologist and noted author Daniel Goleman has found, however, that effective leaders are alike in one crucial way: they all have a high degree of what has come to be known as emotional intelligence. In fact, Goleman's research at nearly 200 large, global companies revealed that emotional intelligence--especially at the highest levels of a company--is the sine qua non for leadership. Without it, a person can have first-class training, an incisive mind, and an endless supply of good ideas, but he still won't make a great leader. The components of emotional intelligence--self-awareness, self-regulation, motivation, empathy, and social skill--can sound unbusinesslike. But exhibiting emotional intelligence at the workplace does not mean simply controlling your anger or getting along with people. Rather, it means understanding your own and other people's emotional makeup well enough to move people in the direction of accomplishing your company's goals. In this article, the author discusses each component of emotional intelligence and shows through examples how to recognize it in potential leaders, how and why it leads to measurable business results, and how it can be learned. It takes time and, most of all, commitment. But the benefits that come from having a well-developed emotional intelligence, both for the individual and the organization, make it worth the effort.

  8. Levels of Leadership: Effects of District and School Leaders on the Quality of School Programs of Family and Community Involvement (United States)

    Epstein, Joyce L.; Galindo, Claudia L.; Sheldon, Steven B.


    Purpose: This study tests key constructs of sociocultural and organizational learning theories with quantitative methods to better understand the nature and impact of district and school leadership and actions on the quality of programs of family and community involvement. Research Design: Survey data from a "nested" sample of 24 districts and 407…

  9. Implications for School Leaders of the Impact of Math, Science, and Technology Magnet Programs on Middle School Student Achievement (United States)

    Hinojosa, Lupita


    Although many national studies have been conducted on the effectiveness of magnet programs, there is limited research involving math, science, and technology magnet schools and their influence on student academic performance, especially at the middle school level. The purpose of this study was to determine whether a statistical difference existed…

  10. Development and evaluation of a leadership program for veterinary students. (United States)

    Moore, D A; Klingborg, D J


    Leadership skills are important for many facets of professional life, but no known leadership training programs exist in North American veterinary schools. It was the purpose of this project to develop, deliver, and evaluate a leadership program for first-year veterinary students. Leadership attributes emphasized in the course included effective communication, openness to learning from others, self-awareness, commitment beyond self-interest, motivation, decision making, understanding issue complexity, and team building. The five-day course was delivered to 21 new veterinary students randomly selected just prior to their first-year orientation in the fall of 2000. Participants ranked themselves higher than non-participants in a post-course evaluation on their ability to be effective leaders. Participants reported an increase in self-confidence and a clearer understanding of their leadership roles. Participants also noted new support systems among co-participants and expressed a new ability to consider complex issues more broadly. Most reported that they frequently used enhanced skills in giving and receiving feedback and team building. Other leadership tools identified as valuable included negotiation, group dynamics, a structured approach to problem solving, time management, and an awareness of personal learning style preferences as a means to improve communication.

  11. Leader-Member Exchange Theory in Higher and Distance Education (United States)

    Power, Robert Leo


    Unlike many other prominent leadership theories, leader-member exchange (LMX) theory does not focus on the specific characteristics of an effective organizational leader. Rather, LMX focuses on the nature and quality of the relationships between a leader and his or her individual subordinates. The ideal is for a leader to develop as many…

  12. Relationships among work stress, job satisfaction, mental health, and healthy lifestyle behaviors in new graduate nurses attending the nurse athlete program: a call to action for nursing leaders. (United States)

    Melnyk, Bernadette Mazurek; Hrabe, David P; Szalacha, Laura A


    Although nurses are educated to take outstanding care of others, they themselves often have poor health outcomes, including high rates of depression and obesity, which are associated with stressful work environments. Furthermore, a high percentage of new graduate nurses leave their positions in the first year of employment, resulting in exorbitant costs to health care systems. The aim of this study was to determine the relationships among key variables that influence job satisfaction and healthy lifestyle behaviors of new graduate nurses, including workplace stress, work environment, lifestyle beliefs, and mental health. A descriptive correlational design was used with baseline data from 61 new graduate nurses attending the 2-day Nurse Athlete program, a workshop that focuses on nutrition, energy management, and physical activity. Higher levels of workplace stress were associated with higher levels of depression and anxiety as well as lower levels of resiliency, job satisfaction, and healthy lifestyle beliefs. Nurse leaders and managers must invest in creating healthy work environments for new and experienced nurses as well as provide mental health screening, resources, and intervention programs that focus on education and skills-building in health promoting behaviors, including emotional regulation of stress, anxiety, and depression.

  13. Educating Native Students: Inspiring Future Leaders. (United States)

    Lee, Tiffany


    A 7-week summer program for college-bound American Indian students prepares them for college and trains them to become leaders. Through role playing a fictitious Native tribe, students encounter realistic dilemmas similar to those facing tribal governments and realize that tribal leaders' decisions involve many social and political issues…

  14. Metra operations management development program : 2010 - 2015. (United States)


    On behalf of the Urban Transportation Center, the University of Illinois (UIC) Great Cities Institute (GCI) provided curriculum development and training services to Metra for a workforce education program targeted to new and experienced managers. Met...

  15. Devolving Programs (2009) | IDRC - International Development ...

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


    Apr 25, 2016 ... ... senior management requested that past experience with devolution ... The primary objective of this evaluation is to develop guiding principles that could inform future devolution practice. ... External Program Reviews (2015).

  16. Programs | IDRC - International Development Research Centre

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

    Our development programs support innovative solutions that improve global ... Chestnut farm worker carries basket of harvest chestnuts on shoulders in China ... Invest in knowledge and innovation for large-scale positive change; Build the ...

  17. Development of the French Photovoltaic Program

    Energy Technology Data Exchange (ETDEWEB)

    Brunet, M.


    The French photovoltaic research program is reviewed, listing companies involved. Projections of module and system costs are discussed. French industrial experience in photovoltaics is reviewed and several French systems operating in developing countries are mentioned. (MHR)

  18. Defense Nanotechnology Research and Development Program

    National Research Council Canada - National Science Library


    ...), Army Research Office (ARO) and the Air Force Office of Scientific Research (AFOSR)initiated numerous research and development programs focusing on advancing science and technology below one micron in size...

  19. Leadership education in Singapore's high schools: its roles in school-business engagement to develop future leaders


    Yew, Ker Ling


    Educators recognise the need to develop Leadership Education Programs (LEPs) that prepare students to deal with the complex and rapid changes in a globalised world. Business organizations, with their emphasis on anticipating and managing multifaceted changes, are a natural partner for high schools to work with to cultivate leadership qualities among students. School practitioners are fully cognizant of the benefits of engaging business organizations to provide greater exposure and authentic...

  20. Leadership behavior changes following a theory-based leadership development intervention: A longitudinal study of subordinates' and leaders' evaluations. (United States)

    Larsson, Gerry; Sandahl, Christer; Söderhjelm, Teresa; Sjövold, Endre; Zander, Ann


    The aim was to evaluate effects of leadership courses based on the developmental leadership model at the leadership behavioral level. A longitudinal design was employed with assessments before, one and six months after the leadership courses. The sample consisted of 59 leaders who made self-ratings and were rated by at least three subordinates on each occasion. Leadership behaviors were measured with the Developmental Leadership Questionnaire (DLQ). A limited increase of favorable leadership behaviors and a significant reduction of unfavorable leadership behaviors were found, particularly according to the subordinates' ratings. A cluster analysis yielded three meaningful leader profiles and showed that this pattern was found in all three profiles, irrespective of how favorably they were rated before the onset of the intervention. © 2016 Scandinavian Psychological Associations and John Wiley & Sons Ltd.

  1. Developing a minimum dataset for nursing team leader handover in the intensive care unit: A focus group study. (United States)

    Spooner, Amy J; Aitken, Leanne M; Corley, Amanda; Chaboyer, Wendy


    Despite increasing demand for structured processes to guide clinical handover, nursing handover tools are limited in the intensive care unit. The study aim was to identify key items to include in a minimum dataset for intensive care nursing team leader shift-to-shift handover. This focus group study was conducted in a 21-bed medical/surgical intensive care unit in Australia. Senior registered nurses involved in team leader handovers were recruited. Focus groups were conducted using a nominal group technique to generate and prioritise minimum dataset items. Nurses were presented with content from previous team leader handovers and asked to select which content items to include in a minimum dataset. Participant responses were summarised as frequencies and percentages. Seventeen senior nurses participated in three focus groups. Participants agreed that ISBAR (Identify-Situation-Background-Assessment-Recommendations) was a useful tool to guide clinical handover. Items recommended to be included in the minimum dataset (≥65% agreement) included Identify (name, age, days in intensive care), Situation (diagnosis, surgical procedure), Background (significant event(s), management of significant event(s)) and Recommendations (patient plan for next shift, tasks to follow up for next shift). Overall, 30 of the 67 (45%) items in the Assessment category were considered important to include in the minimum dataset and focused on relevant observations and treatment within each body system. Other non-ISBAR items considered important to include related to the ICU (admissions to ICU, staffing/skill mix, theatre cases) and patients (infectious status, site of infection, end of life plan). Items were further categorised into those to include in all handovers and those to discuss only when relevant to the patient. The findings suggest a minimum dataset for intensive care nursing team leader shift-to-shift handover should contain items within ISBAR along with unit and patient specific

  2. Development of a Decommissioning Certificate Program; TOPICAL

    International Nuclear Information System (INIS)

    M. R. Morton


    A Decommissioning Certificate Program has been developed at Washington State University Tri-Cities (WSU TC) in conjunction with Bechtel Hanford, Inc. (BHI), and the U.S. Department of Energy (DOE)to address the increasing need for qualified professionals to direct and manage decommissioning projects. The cooperative effort between academia, industry, and government in the development and delivery of this Program of education and training is described, as well as the Program's design to prepare students to contribute sooner, and at a higher level, to decommissioning projects

  3. Development of a Decommissioning Certificate Program

    International Nuclear Information System (INIS)

    Morton, M. R.


    A Decommissioning Certificate Program has been developed at Washington State University Tri-Cities (WSU TC) in conjunction with Bechtel Hanford, Inc. (BHI), and the U.S. Department of Energy (DOE)to address the increasing need for qualified professionals to direct and manage decommissioning projects. The cooperative effort between academia, industry, and government in the development and delivery of this Program of education and training is described, as well as the Program's design to prepare students to contribute sooner, and at a higher level, to decommissioning projects

  4. Leaders of the profession and 'professional' leaders

    DEFF Research Database (Denmark)

    Bøje, Jakob Ditlev; Frederiksen, Lars Frode

    of the professional complex according to a Parsonian perspective) and a more distinct leader identity associated with business, management, and accountancy. We will attempt to go beyond some of the manifest expectations of school leaders, including expectations of their training programmes, and show how being...

  5. Characterization of an internal ribosomal entry segment within the 5' leader of avian reticuloendotheliosis virus type A RNA and development of novel MLV-REV-based retroviral vectors. (United States)

    López-Lastra, M; Gabus, C; Darlix, J L


    The murine leukemia virus (MLV)-related type C viruses constitute a major class of retroviruses that includes numerous endogenous and exogenous mammalian viruses and the related avian spleen necrosis virus (SNV). The MLV-related viruses possess a long and multifunctional 5' untranslated leader involved in key steps of the viral life cycle--splicing, translation, RNA dimerization, encapsidation, and reverse transcription. Recent studies have shown that the 5' leader of Friend murine leukemia virus and Moloney murine leukemia virus can direct cap independent translation of gag precursor proteins (Berlioz et al., 1995; Vagner et al., 1995b). These data, together with structural homology studies (Koning et al., 1992), prompted us to undertake a search for new internal ribosome entry segment (IRES) of retroviral origin. Here we describe an IRES element within the 5' leader of avian reticuloendotheliosis virus type A (REV-A) genomic RNA. Data show that the REV-A 5' IRES element maps downstream of the packaging/dimerization (E/DLS) sequence (Watanabe and Temin, 1982; Darlix et al., 1992) and the minimal IRES sequence appears to be within a 129 nt fragment (nucleotides 452-580) of the 5' leader, immediately upstream of the gag AUG codon. The REV-A IRES has been successfully utilized in the construction of novel high titer MLV-based retroviral vectors, containing one or more IRES elements of retroviral origin. These retroviral constructs, which represent a starting point for the design of novel vectors suitable for gene therapy, are also of interest as a model system of internal translation initiation and its possible regulation during development, cancer, or virus infection.

  6. Advancing CANDU technology AECL's Development program

    International Nuclear Information System (INIS)

    Torgerson, D.F.


    AECL has a comprehensive product development program that is advancing all aspects of CANDU technology including fuel and fuel cycles, fuel channels, heavy water and tritium technology, safety technology, components and systems, constructability, health and environment, and control and instrumentation. The technology arising from these programs is being incorporated into the CANDU design through an evolutionary process. This evolutionary process is focused on improving economics, enhancing safety and ensuring fuel cycle flexibility to secure fuel supply for the foreseeable future. This strategic thrusts are being used by CANDU designers and researchers to set priorities and goals for AECL's development activities. The goals are part of a 25-year development program that culminates in the 'CANDU X'. The 'CANDU X' is not a specific design - it is a concept that articulates our best extrapolation of what is achievable with the CANDU design over the next 25 years, and includes the advanced features arising from the R and D and engineering to be done over that time. AECL's current product, the 700 MWe class CANDU 6 and the 900 MWe class CANDU 9, both incorporate output from the development programs as the technology become available. A brief description of each development areas is given below. The paper ends with the conclusion that AECL has a clear vision of how CANDU technology and products will evolve over the next several years, and has structured a comprehensive development program to take full advantage of the inherent characteristics of heavy water reactors. (author)

  7. Jesus the Strategic Leader

    National Research Council Canada - National Science Library

    Martin, Gregg


    Jesus was a great strategic leader who changed the world in many ways. Close study of what he did and how he did it reveals a pattern of behavior that is extremely useful and relevant to the modern strategic leader...

  8. Commercial radioactive waste minimization program development guidance

    International Nuclear Information System (INIS)

    Fischer, D.K.


    This document is one of two prepared by the EG ampersand G Idaho, Inc., Waste Management Technical Support Program Group, National Low-Level Waste Management Program Unit. One of several Department of Energy responsibilities stated in the Amendments Act of 1985 is to provide technical assistance to compact regions Host States, and nonmember States (to the extent provided in appropriations acts) in establishing waste minimization program plans. Technical assistance includes, among other things, the development of technical guidelines for volume reduction options. Pursuant to this defined responsibility, the Department of Energy (through EG ampersand G Idaho, Inc.) has prepared this report, which includes guidance on defining a program, State/compact commission participation, and waste minimization program plans

  9. Developments in the photonics program at OSC (United States)

    Peyghambarian, N.


    The photonics program at the College of Optical Sciences started nearly 30 years ago. In 1984, the program was focused on development of femtosecond laser sources and their use in investigating semiconductor carrier dynamics. The program grew into polymer and organic optics in late 1989 and was strengthened by the winning of the CAMP MURI from ONR in 1995 that was focused on multifunctional polymers including photorefractive polymers, organic light emitting diodes and 3D direct laser writing. Also in 1995, the areas of glass waveguide and fiber optic materials and devices were added to the program. In 2008, the optical communication and future internet research was started through winning the CIAN NSF ERC. Expertise in thin films, optical storage and the fundamental aspects of light are elements of the overall research program. Holographic 3D display, autofocus lenses, bio-medical imaging and devices for vision have also been ongoing research areas.

  10. Development of the Alberta Diagnostic Reading Program. (United States)

    Horvath, Frank G.; Machura, Shirley

    The development of the Alberta Diagnostic Reading Program (ADRP) was based on a current psycholinguistic theory that describes reading as a process in which the reader uses background information to communicate with the author. To ensure its usefulness and effectiveness, the developers of the ADRP sought the advice and direct involvement of many…

  11. Fred P. Ellison and Portuguese Program Development (United States)

    Milleret, Margo


    The written record of Ellison's involvement in Portuguese program development begins in 1964 when he became chairman of the Portuguese Language Development Group that met at several Modern Language Association meetings before being accepted by the American Association of Teachers of Spanish and Portuguese (AATSP) in 1967. The record ends in the…

  12. Developing a Multicultural Library Media Program. (United States)

    Houff, Suzanne G.


    Describes the development of a multicultural library media program based on experiences at a Virginia middle school. Highlights include the media center as a cultural and curricular resource; establishing philosophies and goals; reviewing current materials and establishing guidelines for new material selection; staff development; and an integrated…

  13. Should they stay or should they go? Leader duration and financial performance in local health departments. (United States)

    Jadhav, Emmanuel D; Holsinger, James W; Mays, Glen; Fardo, David


    The delivery of programs by local health departments (LHDs) has shifted from "if we do not have the money we don't do it" to LHD directors should "identify and fund public health priorities." This shift has subsequently increased performance expectations of LHD leaders. In the for-profit sector the leaders' failure to perform has resulted in a shortening tenure trend. Tenure is a proxy for human capital accumulation. In LHDs, the nature of association, if any, between leader tenure and agency performance is unknown. Examine association between financial performance of LHDs with short-, average-, and long-tenured LHD leaders. Variation in leader characteristics and percent change in expenditure were examined using a longitudinal cohort design and positive deviance methodology. Bivariate analysis of LHD financial performance and leader characteristics was conducted, and a logistic regression model was developed to test association between leader tenure and LHDs that experienced a positive percentage expenditure change. From a total of 2523 LHDs, 1453 were examined. The cross-sectional surveys of US public health agencies conducted by the National Association of County and City Health Officials in 2008 and 2010 contain the leader and LHD variables. Approximately 44% of LHDs experienced a positive percentage expenditure change. Leader tenure, age, gender, and education status were significantly associated with a positive percentage expenditure change using a chi-square test of independence. From the logistic regression analysis tenure, educational status, employment status, area population, governance, classification, and jurisdiction were statistically significant. Local health departments with leaders whose tenure was less than 2 years were less likely than those with average tenure to experience a positive percentage expenditure change. The odds ratios for tenure suggest that tenure is positively associated up to a threshold level and then declines. Implying that

  14. Youth Can! Grow Healthy: A Formative Evaluation of a Positive Youth Development Program

    Directory of Open Access Journals (Sweden)

    Andrew Carberry


    Full Text Available This paper presents a formative evaluation of an afterschool program that combined positive youth development and school garden curricula. Novel approaches were used to teach elementary school children about gardening and nutrition, and to engage them in advocacy for healthy community physical activity and nutrition environments. The youth development curriculum included sessions on team building, community pride, healthy eating, physical activity, and advocacy. Photovoice methods were used to allow participants to assess their community and communicate findings with community leaders. The school garden curriculum included nutrition and gardening lessons. Formative evaluation was conducted for each session. Themes of the evaluation were: successful methods for engaging youth, issues in the social environment, and implications for program management. Evaluation results are discussed in relationship to relevant youth development literature to provide recommendations that will strengthen future programs.

  15. Development of a training assurance program

    International Nuclear Information System (INIS)

    Palchinsky, J.; Waylett, W.J. Jr.


    The nuclear industry has made a significant commitment to improve training through the implementation of accredited performance-based training programs. Senior management expects that human performance will improve as a result of significant resource allocations. How do they know if training is effective in achieving improved human performance? Florida Power and Light Company is developing a Training Assurance Program to track indicators of training performance and future trends. Integrating the company's Quality Improvement Program processes with systematic training processes is resulting in personnel functioning in a proactive mode and increased customer satisfaction with training performance

  16. The marine corrosion program developed by Nuclebras

    International Nuclear Information System (INIS)

    Moreira, P.A.P.; Quinan, M.A.


    A marine corrosion program is being developed by NUCLEBRAS and NUCLEN. This program consists in carrying out non-accelerated experiments in marine atmosphere, with immersion in sewater and laboratory accelerated tests. The purpose is to obtain a correlation between the corrosion rates observed in non-accelerated conditions and laboratory tests. Through these results it is inteded, only with laboratory tests, to estimate the bahavior of similar materials when tsted in similar marine atmosphereic conditions. Some aspects observed in the implementation of the program and some results so far obtained are discussed. (Author) [pt

  17. Mars Technology Program Planetary Protection Technology Development (United States)

    Lin, Ying


    The objectives of the NASA Planetary Protection program are to preserve biological and organic conditions of solar-system bodies for future scientific exploration and to protect the Earth from potential hazardous extraterrestrial contamination. As the exploration of solar system continues, NASA remains committed to the implementation of planetary protection policy and regulations. To fulfill this commitment, the Mars Technology Program (MTP) has invested in a portfolio of tasks for developing necessary technologies to meet planetary protection requirements for the next decade missions.

  18. Developing Competence: A Qualitative Inquiry of College Student Leadership in University Outdoor Orientation Programs (United States)

    Starbuck, J. David.


    Forty-nine formal research studies have been conducted on participants of college outdoor orientation programs. Although many variables have been examined for the incoming students, only one study has focused on the impact on the student leaders. The goal of this study was to understand how student leaders in outdoor orientation programs…

  19. Elementary Mathematics Leaders (United States)

    Fennell, Francis; Kobett, Beth McCord; Wray, Jonathan A.


    Elementary school mathematics leaders often come to the realization that their position, however titled and determined, although dedicated to addressing needs in math teaching and learning, also entails and directly involves leadership. Elementary school math specialists/instructional leaders (referenced here as elementary mathematics leaders, or…

  20. Teacher Leaders in Research Based Science Education (United States)

    Rector, T. A.; Jacoby, S. H.; Lockwood, J. F.; McCarthy, D. W.


    NOAO facilities will be used in support of ``Teacher Leaders in Research Based Science Education" (TLRBSE), a new Teacher Retention and Renewal program that will be funded through the National Science Foundation's Directorate for Education and Human Resources. The goal of TLRBSE is to provide professional development for secondary teachers of mathematics and science in an effort to support novice teachers beginning their careers as well as to motivate and retain experienced teachers. Within the context of astronomy, TLRBSE will develop master teachers who will mentor a second tier of novice teachers in the exemplary method of research-based science education, a proven effective teaching method which models the process of inquiry and exploration used by scientists. Participants will be trained through a combination of in-residence workshops at Kitt Peak National Observatory and the National Solar Observatory, a distance-learning program during the academic year, interaction at professional meetings and mentor support from teacher leaders and professional astronomers. A total of 360 teachers will participate in the program over five years.

  1. Why the world needs moral leaders

    DEFF Research Database (Denmark)

    Mehlsen, Camilla


    The educational system plays a huge role in developing the moral leaders of tomorrow. The Quarterly takes a closer look at diversity in South Africa's schools, at the young generation in China, and at the making of moral leaders with both a global and local mindset.......The educational system plays a huge role in developing the moral leaders of tomorrow. The Quarterly takes a closer look at diversity in South Africa's schools, at the young generation in China, and at the making of moral leaders with both a global and local mindset....

  2. Kansas nurse leader residency programme: advancing leader knowledge and skills. (United States)

    Shen, Qiuhua; Peltzer, Jill; Teel, Cynthia; Pierce, Janet


    To evaluate the effectiveness of the Kansas Nurse Leader Residency (KNLR) programme in improving nurses' leadership knowledge and skills and its acceptability, feasibility and fidelity. The Future of Nursing Report (Institute of Medicine, 2011) calls for nurses to lead change and advance health. The 6-month KNLR programme was developed by the Kansas Action Coalition to support nurses' leadership development. Nurses (n = 36) from four nursing specialties (acute care, long-term care, public health and school health) participated in the programme. The adapted Leader Knowledge and Skill Inventory was used to assess leadership knowledge and skills. Programme acceptability, feasibility and implementation fidelity also were evaluated. The programme completion rate was 67.7% (n = 24). Programme completers had significantly improved self-assessed and mentor-assessed leadership knowledge and skills (p leaders are critical for successful transition into management positions. © 2017 John Wiley & Sons Ltd.

  3. Transuranic waste management program waste form development

    International Nuclear Information System (INIS)

    Bennett, W.S.; Crisler, L.R.


    To ensure that all technology necessary for long term management of transuranic (TRU) wastes is available, the Department of Energy has established the Transuranic Waste Management Program. A principal focus of the program is development of waste forms that can accommodate the very diverse TRU waste inventory and meet geologic isolation criteria. The TRU Program is following two approaches. First, decontamination processes are being developed to allow removal of sufficient surface contamination to permit management of some of the waste as low level waste. The other approach is to develop processes which will allow immobilization by encapsulation of the solids or incorporate head end processes which will make the solids compatible with more typical waste form processes. The assessment of available data indicates that dewatered concretes, synthetic basalts, and borosilicate glass waste forms appear to be viable candidates for immobilization of large fractions of the TRU waste inventory in a geologic repository

  4. A formal mentorship program for faculty development. (United States)

    Jackevicius, Cynthia A; Le, Jennifer; Nazer, Lama; Hess, Karl; Wang, Jeffrey; Law, Anandi V


    To describe the development, implementation, and evaluation of a formal mentorship program at a college of pharmacy. After extensive review of the mentorship literature within the health sciences, a formal mentorship program was developed between 2006 and 2008 to support and facilitate faculty development. The voluntary program was implemented after mentors received training, and mentors and protégés were matched and received an orientation. Evaluation consisted of conducting annual surveys and focus groups with mentors and protégés. Fifty-one mentor-protégé pairs were formed from 2009 to 2012. A large majority of the mentors (82.8%-96.9%) were satisfied with the mentorship program and its procedures. The majority of the protégés (≥70%) were satisfied with the mentorship program, mentor-protégé relationship, and program logistics. Both mentors and protégés reported that the protégés most needed guidance on time management, prioritization, and work-life balance. While there were no significant improvements in the proteges' number of grant submissions, retention rates, or success in promotion/tenure, the total number of peer-reviewed publications by junior faculty members was significantly higher after program implementation (mean of 7 per year vs 21 per year, p=0.03) in the college's pharmacy practice and administration department. A formal mentorship program was successful as measured by self-reported assessments of mentors and protégés.

  5. Mars Technology Program: Planetary Protection Technology Development (United States)

    Lin, Ying


    This slide presentation reviews the development of Planetary Protection Technology in the Mars Technology Program. The goal of the program is to develop technologies that will enable NASA to build, launch, and operate a mission that has subsystems with different Planetary Protection (PP) classifications, specifically for operating a Category IVb-equivalent subsystem from a Category IVa platform. The IVa category of planetary protection requires bioburden reduction (i.e., no sterilization is required) The IVb category in addition to IVa requirements: (i.e., terminal sterilization of spacecraft is required). The differences between the categories are further reviewed.

  6. The good leader. (United States)

    Bottles, K


    What are the traits of successful leaders and can they be applied to those of us in health care? Leaders must deal with conflict to get a group of people to move in the same direction. Successful leaders learn to have difficult conversations that increase understanding and morale and creatively deal with the inevitable interpersonal conflicts present in every organization made up of people. Another useful trait for a leader during uncertain and chaotic times is the ability to see things as they really are, rather than as we wish or believe them to be. Successful leaders are also usually optimists who level with their co-workers.

  7. Recent developments of the US RERTR program

    International Nuclear Information System (INIS)

    Travelli, A.


    The status of the US Reduced Enrichment Research and Test Reactor (RERTR) Program is reviewed. After a brief outline of the RERTR Program objectives, goals and past accomplishments, emphasis is placed on the developments which took place during 1983 and on current program plans and schedules. Most program activities have proceeded as planned and a combination of two silicide fuels (U 3 Si 2 -Al and U 3 Si-Al) was found to hold excellent promise for achieving the long-term program goals. A modification of the program plan, including the development and demonstration of those fuels, was prepared and is now being implemented. The uranium density of qualified RERTR fuels for plate-type reactors is forecasted to grow by approximately 1 g U/cm 3 each year, from the current 1.7 g U/cm 3 to the 7.0 g U/cm 3 which will be reached in 1988. The technical needs of research reactors for HEU exports are also forecasted to undergo a gradual and dramatic decline in the coming years

  8. Professional Development Programs for Teachers of English

    Directory of Open Access Journals (Sweden)

    Singgih Widodo


    Full Text Available Well-planned programs based on the needs for professional development of teachers are strongly needed to enhance the teaching-staff improvement.The impact of teacher improvement will effect the students learning and school achievement. This paper aims at raising awareness of English teachers to upgrade themselves as autonomous learners as well as researchers and broaden their horizon for stepping the ladder-career of their profession. For that purpose, a survey as reported here aimed to identify the needs of individual English teachers and the preferred programs for professional development. The findings indicated that the 36 teachers involved needed teacher training, teacher association, teacher materials, continuing education, and interschool visit and that teacher training was the most well known program among teachers.

  9. Development of an MPI benchmark program library

    Energy Technology Data Exchange (ETDEWEB)

    Uehara, Hitoshi


    Distributed parallel simulation software with message passing interfaces has been developed to realize large-scale and high performance numerical simulations. The most popular API for message communication is an MPI. The MPI will be provided on the Earth Simulator. It is known that performance of message communication using the MPI libraries gives a significant influence on a whole performance of simulation programs. We developed an MPI benchmark program library named MBL in order to measure the performance of message communication precisely. The MBL measures the performance of major MPI functions such as point-to-point communications and collective communications and the performance of major communication patterns which are often found in application programs. In this report, the description of the MBL and the performance analysis of the MPI/SX measured on the SX-4 are presented. (author)

  10. Above reproach: developing a comprehensive ethics and compliance program. (United States)

    Yuspeh, A; Whalen, K; Cecelic, J; Clifton, S; Cobb, L; Eddy, M; Fainter, J; Packard, J; Postal, S; Steakley, J; Waddey, P


    How can a healthcare organization improve the public's confidence in the conduct of its business operations? What can it do to ensure that it can thrive despite being the subject of public and governmental scrutiny and doubt? Healthcare providers must establish standards of conduct that are above reproach and ensure that those standards are clearly articulated and strictly adhered to. This article describes the merits of a comprehensive ethics and compliance program, suggests five basic elements of such a program--organizational support/structure, setting standards, creating awareness, establishing a mechanism for reporting exceptions, and monitoring and auditing--and then demonstrates how those elements should be applied in several high-risk areas. Fundamentally, an ethics and compliance program has two purposes: to ensure that all individuals in an organization observe pertinent laws and regulations in their work; and to articulate a broader set of aspirational ethical standards that are well-understood within the organization and become a practical guideline for organization members making decisions that raise ethical concerns. Every ethics and compliance program should contain certain fundamental aspects. First, the effort must have the active support of the most senior management in the organization. To instill a commitment to ethics and compliance absent a clear and outspoken commitment to such purposes by organization leaders is simply impossible. Second, an ethics and compliance program is fundamentally about organizational culture--about instilling a commitment to observe the law and, more generally, to do the right thing. Third, ethics and compliance are responsibilities of operating management (sometimes called line management). Although staff such as compliance officers are obligated to provide the necessary resources for a successful program and to design the program, such staff officers cannot achieve implementation and execution. Only operating

  11. Counter Trafficking System Development "Analysis Training Program"

    Energy Technology Data Exchange (ETDEWEB)

    Peterson, Dennis C. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States)


    This document will detail the training curriculum for the Counter-Trafficking System Development (CTSD) Analysis Modules and Lesson Plans are derived from the United States Military, Department of Energy doctrine and Lawrence Livermore National Laboratory (LLNL), Global Security (GS) S Program.

  12. Developing a Systematic Patent Search Training Program (United States)

    Zhang, Li


    This study aims to develop a systematic patent training program using patent analysis and citation analysis techniques applied to patents held by the University of Saskatchewan. The results indicate that the target audience will be researchers in life sciences, and aggregated patent database searching and advanced search techniques should be…

  13. Programming language concepts for software developers

    DEFF Research Database (Denmark)

    Sestoft, Peter


    This note describes and motivates our current plans for an undergraduate course on programming language concepts for software development students. We describe the competences we expect students to acquire as well as the topics covered by the course. We plan to use C# and Scheme as instruction...

  14. The AECL research and development program

    International Nuclear Information System (INIS)

    Hart, R.G.; Woods, A.D.B.


    The research and development program of the Atomic Energy of Canada Research Company is briefly described. Goals and objectives are emphasized, some recent highlights are given and the importance of technology transfer is discussed. A short representative bibliography is included. (auth)

  15. Career Development Programs in Fortune 500 Firms. (United States)

    Keller, Jack; Piotrowski, Chris

    Career development programs (CDPs) are a rather recent area of study in organizational and industrial psychology. The present study investigated the nature and evaluation of CDPs in Fortune 500 firms. Data were obtained by a mailed questionnaire completed by the firms' human resources directors. Of the 500 companies surveyed, only those 50 that…

  16. Research and Development Conference CIEE Program 1992

    Energy Technology Data Exchange (ETDEWEB)


    CIEE`s second annual Research and Development Conference will introduce you to some of the results achieved to date through CIEE-sponsored multiyear research performed in three programs: Building Energy Efficiency, Air Quality Impacts of Energy Efficiency, and End-Use Resource Planning. Results from scoping studies, Director`s discretionary research, and exploratory research will also be featured in this report.

  17. Competitive Pricing by a Price Leader


    Abhik Roy; Dominique M. Hanssens; Jagmohan S. Raju


    We examine the problem of pricing in a market where one brand acts as a price leader. We develop a procedure to estimate a leader's price rule, which is optimal given a sales target objective, and allows for the inclusion of demand forecasts. We illustrate our estimation procedure by calibrating this optimal price rule for both the leader and the follower using data on past sales and prices from the mid-size sedan segment of the U.S. automobile market. Our results suggest that a leader-follow...

  18. Regional Director | IDRC - International Development Research ...

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

    ... its effective utilization in the design and execution of the IDRC strategic plan. ... Provides assistance to Program Managers/Leaders, Directors of Program Areas, ... the Partnership and Business Development Division and Programs Branch.

  19. A Comparison of Student Leader and Non Leader Attitudes Toward Legalizing Marihuana (United States)

    Bittner, John R.; Cash, William B.


    The data tends to imply that campus leaders have attitudes on the issue of marihuana legalization which conform to the norms of a major midwestern university sampling. Drug education programs might include student leaders with local credibility and who may possess attitudes very similar to their peers. (Author/BY)

  20. Identifying needs to develop a PBL staff development program

    Directory of Open Access Journals (Sweden)

    Prarthana Coffin


    Full Text Available Staff development is a crucial element for educational intervention. Recognizing the importance of staff development, this study aims to pin-point suitable methodologies in developing a Problem-Based Learning (PBL academic staff development program for a higher education institute where PBL has become an intervention alternative. The study aims to answer the following research questions 1 how can university academic staff be assisted to acquire pedagogical competences for an initiative of the implementation of PBL curriculum? 2 What kinds of support do university academic staff need in order to maintain PBL implementation? Through a combination of a literature review, interviews with 6 PBL experts which emphasize the importance of PBL facilitators, and document analysis of reflection notes from 18 trainees of a PBL workshop, this study will produce a guideline in developing a PBL Academic Staff Development Program for an institute wishes to implement and retain PBL as the education strategy.

  1. Future Leaders Institute: Rising Leaders and the AACC Competencies (United States)

    Wallin, Desna L.


    The overall mission of the American Association of Community Colleges (AACC) is "Building a Nation of Learners by Advancing America's Community Colleges." A significant component of this mission statement involves the development of leadership. The AACC believes that leadership can be learned and is committed to supporting and growing leaders. In…

  2. Bioenergy Feedstock Development Program Status Report

    Energy Technology Data Exchange (ETDEWEB)

    Kszos, L.A.


    The U.S. Department of Energy's (DOE's) Bioenergy Feedstock Development Program (BFDP) at Oak Ridge National Laboratory (ORNL) is a mission-oriented program of research and analysis whose goal is to develop and demonstrate cropping systems for producing large quantities of low-cost, high-quality biomass feedstocks for use as liquid biofuels, biomass electric power, and/or bioproducts. The program specifically supports the missions and goals of DOE's Office of Fuels Development and DOE's Office of Power Technologies. ORNL has provided technical leadership and field management for the BFDP since DOE began energy crop research in 1978. The major components of the BFDP include energy crop selection and breeding; crop management research; environmental assessment and monitoring; crop production and supply logistics operational research; integrated resource analysis and assessment; and communications and outreach. Research into feedstock supply logistics has recently been added and will become an integral component of the program.

  3. What about the leader? Crossover of emotional exhaustion and work engagement from followers to leaders. (United States)

    Wirtz, Nina; Rigotti, Thomas; Otto, Kathleen; Loeb, Carina


    Although a growing body of research links leadership behavior to follower health, comparatively little is known about the health effects of being in the lead. This longitudinal study of 315 team members and 67 leaders examined the crossover of emotional exhaustion and work engagement from followers to leaders. Leader emotional self-efficacy was tested as a moderator in the crossover process. Multiple regression analyses revealed that followers' work engagement was positively related to leaders' work engagement eight months later, controlling for followers' tenure with the leader, leader gender, autonomy, workload, and work engagement at Time 1. Leaders' emotional self-efficacy did not moderate the crossover of work engagement. Followers' emotional exhaustion was not directly related to leaders' emotional exhaustion over time. We did find a significant interaction effect for follower emotional exhaustion and leader emotional self-efficacy. This study is the first to show that crossover of emotional exhaustion and work engagement can unfold over time from team members to leaders. Main theoretical implications lie in the finding that-in line with job demands-resources theory-followers' psychological states can pose a demand or resource for leaders, and influence their well-being. For practitioners, our results offer valuable insights regarding the design of organizational health interventions as well as leadership development measures. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

  4. A pilot evaluation of Arthritis Self-Management Program by lay leaders in patients with chronic inflammatory arthritis in Hong Kong. (United States)

    Leung, Ying-Ying; Kwan, Jackie; Chan, Patsy; Poon, Peter K K; Leung, Christine; Tam, Lai-Shan; Li, Edmund K; Kwok, Anna


    The objectives of this paper are to evaluate the efficacy of a community-based lay-led Arthritis Self-Management Program (ASMP) among patients with chronic inflammatory arthritis and evaluate the effectiveness of "shared care collaboration" between hospital and community. We trained 17 lay leaders and recruited patients with chronic inflammatory arthritis via a new shared-care model between hospital rheumatology centers and community organizations. Participants were allocated to interventional group or a wait list control group. Evaluations were completed before, after (6 weeks), and 3 months after ASMP. We performed analysis of covariance with adjustment with age, sex, marital status, education, employment, duration of illness, and disability at baseline. A total of 65 participants and 32 controls completed the study. The mean (SD) age and duration of illness were 52.0 (11.4) and 5.6 (7.3) years, 90.7 % were female, 80.4 % had rheumatoid arthritis; 25.8, 53.6, and 12.4 % referrals were from hospitals, community organizations, and patient self-help groups, respectively. The interventional group had significantly less pain (p = 0.049 at 6 weeks), used more cognitive coping methods (p = 0.008 at 6 weeks, p = 0.041 at 3 months) and practiced more aerobic exercise (p = 0.049 at 6 weeks, p = 0.008 at 3 months) after adjustment of covariance. The interventional group had a trend of improvement in self-efficacy, fatigue, self-rated health, and health distress. A community-based lay-led ASMP showed positive beneficial effects on participants with chronic inflammatory arthritis. Shared-care collaboration between hospitals, community organizations, and patient self-help groups was demonstrated.

  5. Laboratory Directed Research ampersand Development Program

    International Nuclear Information System (INIS)

    Ogeka, G.J.; Romano, A.J.


    At Brookhaven National Laboratory the Laboratory Directed Research and Development (LDRD) Program is a discretionary research and development tool critical in maintaining the scientific excellence and vitality of the laboratory. It is also a means to stimulate the scientific community, fostering new science and technology ideas, which is the major factor in achieving and maintaining staff excellence, and a means to address national needs, within the overall mission of the Department of Energy and Brookhaven National Laboratory. This report summarizes research which was funded by this program during fiscal year 1993. The research fell in a number of broad technical and scientific categories: new directions for energy technologies; global change; radiation therapies and imaging; genetic studies; new directions for the development and utilization of BNL facilities; miscellaneous projects. Two million dollars in funding supported 28 projects which were spread throughout all BNL scientific departments

  6. Target developments program to prepare LMJ campaigns

    Energy Technology Data Exchange (ETDEWEB)

    Collier, R; Bachelet, F; Botrel, R; Breton, O; Chicanne, C; Dauteuil, C H; Durut, F; Fleury, E; Guillot, L; Hermerel, C; Jeannot, L; Legaie, O; Legay, G; Martin, M; Reneaume, B; Theobald, M; Vincent-Viry, O, E-mail: remy.collier@cea.f [Commissariat a l' Energie Atomique, Direction des Applications Militaires, Valduc, F-21120 Is-sur-Tille (France)


    To carry out laser plasma experiments on CEA laser facilities, a R and D program was set up and is still under way to deliver complex targets. For a decade, specific developments are also dedicated to 'Ligne d'Integration Laser' (LIL) in France and Omega facilities (USA). To prepare the targets intended for the first experiments on the Laser 'Megajoule' (LMJ) facility, new developments are required, such as cocktail hohlraum fabrication, gas barrier coating and foam shells developments. For fusion experiments on LMJ, an important program is also under way to elaborate the Cryogenic Target Assembly (CTA), to fill and transport the CTA and to study the conformation process of the DT layer.

  7. Integrated rural development programs: a skeptical perspective. (United States)

    Ruttan, V W


    In examining integrated rural development programs the question that arises is why is it possible to identify several relatively successful small-scale or pilot rural development projects yet so difficult to find examples of successful rural development programs. 3 bodies of literature offer some insight into the morphology of rural development projects, programs, and processes: the urban-industrial impact hypothesis; the theory of induced technical change; and the new models of institutional change that deal with institution building and the economics of bureaucratic behavior. The urban-industrial impact hypothesis helps in the clarification of the relationships between the development of rural areas and the development of the total society of which rural areas are a part. It is useful in understanding the spatial dimensions of rural development where rural development efforts are likely to be most successful. Formulation of the hypothesis generated a series of empirical studies designed to test its validity. The effect of these studies has been the development of a rural development model in which the rural community is linked to the urban-industrial economy through a series of market relationships. Both the urban economy's rate of growth and the efficiency of the intersector product and factor markets place significant constraints on the possibilities of rural area development. It is not possible to isolate development processes in the contemporary rural community in a developing society from development processes in the larger society. The induced technical change theory provides a guide as to what must be done to gain access to efficient sources of economic growth, the new resources and incomes that are necessary to sustain rural development. Design of a successful rural development strategy involves a combination of technical and institutional change. The ability of rural areas to respond to the opportunities for economic growth generated by local urban

  8. Travel opinion leaders and seekers

    DEFF Research Database (Denmark)

    Yoo, Kyung-Hyan; Gretzel, Ulrike; Zach, Florian


    While opinion leadership has been recognized as important in tourism, there has been very little empirical research investigating the phenomenon. Given new developments in social media technologies, it is especially important to understand whether travel opinion leadership and seeking are drivers...... of specific social media perceptions and behaviours. Based on an online survey of US online travellers, this paper seeks to identify travel opinion leaders and seekers and their characteristics. Further, the research conducted investigated linkages between travel opinion leadership/seeking and travel social...... media use. The findings suggest that travel opinion leadership and seeking are distinct but connected. Both opinion leaders and seekers are technology savvy, young, educated, involved in travel planning and engaged in social media use for travel. What distinguishes opinion leaders is their greater...

  9. European Community's program in marine resources development

    International Nuclear Information System (INIS)

    Lenoble, J.P.; Jarmache, E.


    The European Community launched already several research program in the different fields of social and industrial activities. The Fourth Framework Programme is divided into 4 main activities comporting a total of 18 programs. These programs are dealing with general topics as information and communication, industrial technologies, environment, life sciences and technologies, energy, transport and socioeconomic research. One line is devoted to marine sciences and technology, but offshore activities could also be included in the other topics as offshore oil and gas in energy, ship building and harbor in transport, aquaculture and fisheries in life sciences and technology, etc. In order to maintain a coherent approach toward offshore activities, the European maritime industries met intensively front 1991 to 1994 and recommended a series of proposal for Research and Development of marine resources. The methodology and content of these proposals is exposed

  10. Proposed tokamak poloidal field system development program

    Energy Technology Data Exchange (ETDEWEB)

    Rogers, J.D.; Vogel, H.F.; Warren, R.W.; Weldon, D.M.


    A program is proposed to develop poloidal field components for TNS and EPR size tokamak devices and to test these components in realistic circuits. Emphasis is placed upon the development of the most difficult component, the superconducting ohmic-heating coil. Switches must also be developed for testing the coils, and this switching technology is to be extended to meet the requirements for the large scale tokamaks. Test facilities are discussed; power supplies, including a homopolar to drive the coils, are considered; and poloidal field systems studies are proposed.

  11. Tubular solid oxide fuel cell development program

    Energy Technology Data Exchange (ETDEWEB)

    Ray, E.R.; Cracraft, C.


    This paper presents an overview of the Westinghouse Solid Oxide Fuel Cell (SOFC) development activities and current program status. The Westinghouse goal is to develop a cost effective cell that can operate for 50,000 to 100,000 hours. Progress toward this goal will be discussed and test results presented for multiple single cell tests which have now successfully exceeded 56,000 hours of continuous power operation at temperature. Results of development efforts to reduce cost and increase power output of tubular SOFCs are described.

  12. Translating Biotechnology to Knowledge-Based Innovation, Peace, and Development? Deploy a Science Peace Corps—An Open Letter to World Leaders (United States)

    Abou-Zeid, Alaa H.; Ağırbaşlı, Mehmet; Akintola, Simisola O.; Aynacıoğlu, Şükrü; Bayram, Mustafa; Bragazzi, Nicola Luigi; Dandara, Collet; Dereli, Türkay; Dove, Edward S.; Elbeyli, Levent; Endrenyi, Laszlo; Erciyas, Kamile; Faris, Jack; Ferguson, Lynnette R.; Göğüş, Fahrettin; Güngör, Kıvanç; Gürsoy, Mervi; Gürsoy, Ulvi K.; Karaömerlioğlu, M. Asım; Kickbusch, Ilona; Kılıç, Türker; Kılınç, Metin; Kocagöz, Tanıl; Lin, Biaoyang; LLerena, Adrián; Manolopoulos, Vangelis G.; Nair, Bipin; Özkan, Bülent; Pang, Tikki; Şardaş, Semra; Srivastava, Sanjeeva; Toraman, Cengiz; Üstün, Kemal; Warnich, Louise; Wonkam, Ambroise; Yakıcıer, Mustafa Cengiz; Yaşar, Ümit


    Abstract Scholarship knows no geographical boundaries. This science diplomacy and biotechnology journalism article introduces an original concept and policy petition to innovate the global translational science, a Science Peace Corps. Service at the new Corps could entail volunteer work for a minimum of 6 weeks, and up to a maximum of 2 years, for translational research in any region of the world to build capacity manifestly for development and peace, instead of the narrow bench-to-bedside model of life science translation. Topics for translational research are envisioned to include all fields of life sciences and medicine, as long as they are linked to potential or concrete endpoints in development, foreign policy, conflict management, post-crisis capacity building, and/or peace scholarship domains. As a new instrument in the global science and technology governance toolbox, a Science Peace Corps could work effectively, for example, towards elucidating the emerging concept of “one health”—encompassing human, environmental, plant, microbial, ecosystem, and planet health—thus serving as an innovative crosscutting pillar of 21st century integrative biology. An interdisciplinary program of this caliber for development would link 21st century life sciences to foreign policy and peace, in ways that can benefit many nations despite their ideological differences. We note that a Science Peace Corps is timely. The Intergovernmental Panel on Climate Change (IPCC) of the United Nations released the Fifth Assessment Report on March 31, 2014. Worrisomely, the report underscores that no person or nation will remain untouched by the climate change, highlighting the shared pressing life sciences challenges for global society. To this end, we recall that President John F. Kennedy advocated for volunteer work that has enduring, transgenerational, and global impacts. This culminated in establishment of the Peace Corps in 1961. Earlier, President Abraham Lincoln aptly observed

  13. Translating biotechnology to knowledge-based innovation, peace, and development? Deploy a Science Peace Corps--an open letter to world leaders. (United States)

    Hekim, Nezih; Coşkun, Yavuz; Sınav, Ahmet; Abou-Zeid, Alaa H; Ağırbaşlı, Mehmet; Akintola, Simisola O; Aynacıoğlu, Şükrü; Bayram, Mustafa; Bragazzi, Nicola Luigi; Dandara, Collet; Dereli, Türkay; Dove, Edward S; Elbeyli, Levent; Endrenyi, Laszlo; Erciyas, Kamile; Faris, Jack; Ferguson, Lynnette R; Göğüş, Fahrettin; Güngör, Kıvanç; Gürsoy, Mervi; Gürsoy, Ulvi K; Karaömerlioğlu, M Asım; Kickbusch, Ilona; Kılıç, Türker; Kılınç, Metin; Kocagöz, Tanıl; Lin, Biaoyang; LLerena, Adrián; Manolopoulos, Vangelis G; Nair, Bipin; Özkan, Bülent; Pang, Tikki; Sardaş, Şemra; Srivastava, Sanjeeva; Toraman, Cengiz; Üstün, Kemal; Warnich, Louise; Wonkam, Ambroise; Yakıcıer, Mustafa Cengiz; Yaşar, Ümit; Özdemir, Vural


    Scholarship knows no geographical boundaries. This science diplomacy and biotechnology journalism article introduces an original concept and policy petition to innovate the global translational science, a Science Peace Corps. Service at the new Corps could entail volunteer work for a minimum of 6 weeks, and up to a maximum of 2 years, for translational research in any region of the world to build capacity manifestly for development and peace, instead of the narrow bench-to-bedside model of life science translation. Topics for translational research are envisioned to include all fields of life sciences and medicine, as long as they are linked to potential or concrete endpoints in development, foreign policy, conflict management, post-crisis capacity building, and/or peace scholarship domains. As a new instrument in the global science and technology governance toolbox, a Science Peace Corps could work effectively, for example, towards elucidating the emerging concept of "one health"--encompassing human, environmental, plant, microbial, ecosystem, and planet health--thus serving as an innovative crosscutting pillar of 21(st) century integrative biology. An interdisciplinary program of this caliber for development would link 21(st) century life sciences to foreign policy and peace, in ways that can benefit many nations despite their ideological differences. We note that a Science Peace Corps is timely. The Intergovernmental Panel on Climate Change (IPCC) of the United Nations released the Fifth Assessment Report on March 31, 2014. Worrisomely, the report underscores that no person or nation will remain untouched by the climate change, highlighting the shared pressing life sciences challenges for global society. To this end, we recall that President John F. Kennedy advocated for volunteer work that has enduring, transgenerational, and global impacts. This culminated in establishment of the Peace Corps in 1961. Earlier, President Abraham Lincoln aptly observed, "nearly

  14. The 12 Steps of Addiction Recovery Programs as an influence on leadership development: a personal narrative

    Directory of Open Access Journals (Sweden)

    Friedman Mitchell


    Full Text Available My participation in a 12-step addiction program based on the principles and traditions of Alcoholics Anonymous (AA has been critical for my leadership development. As I worked to refrain from addictive behaviors and practiced 12-step principles, I experienced a shift from individualistic, self-centered leadership towards a servant leader orientation. I thus consider the 12-step recovery process, which commenced in 2001, a leadership formative experience (LFE as it had the greatest influence on my subsequent development. My experience of thinking about and rethinking my life in reference to leadership and followership lends itself to a personal inquiry. It draws on work on the12 steps; self-assessments and personal journal entries; and memory of life events. I aim to contribute to the leadership development literature by exploring the influence of participation in a 12-step recovery program and posing it as an LFE, subjects that have received little attention.

  15. Promoting academic excellence through leadership development at the University of Washington: the Teaching Scholars Program. (United States)

    Robins, Lynne; Ambrozy, Donna; Pinsky, Linda E


    The University of Washington Teaching Scholars Program (TSP) was established in 1995 to prepare faculty for local and national leadership and promote academic excellence by fostering a community of educational leaders to innovate, enliven, and enrich the environment for teaching and learning at the University of Washington (UW). Faculty in the Department of Medical Education and Biomedical Informatics designed and continue to implement the program. Qualified individuals from the UW Health Sciences Professional Schools and foreign scholars who are studying at the UW are eligible to apply for acceptance into the program. To date, 109 faculty and fellows have participated in the program, the majority of whom have been physicians. The program is committed to interprofessional education and seeks to diversify its participants. The curriculum is developed collaboratively with each cohort and comprises topics central to medical education and an emergent set of topics related to the specific interests and teaching responsibilities of the participating scholars. Core sessions cover the history of health professions education, learning theories, educational research methods, assessment, curriculum development, instructional methods, professionalism, and leadership. To graduate, scholars must complete a scholarly project in curriculum development, faculty development, or educational research; demonstrate progress towards construction of a teaching portfolio; and participate regularly and actively in program sessions. The TSP has developed and nurtured an active cadre of supportive colleagues who are transforming educational practice, elevating the status of teaching, and increasing the recognition of teachers. Graduates fill key teaching and leadership positions at the UW and in national and international professional organizations.

  16. SIMS analysis: Development and evaluation program summary

    International Nuclear Information System (INIS)

    Groenewold, G.S.; Appelhans, A.D.; Ingram, J.C.; Delmore, J.E.; Dahl, D.A.


    This report provides an overview of the ''SIMS Analysis: Development and Evaluation Program'', which was executed at the Idaho National Engineering Laboratory from mid-FY-92 to the end of FY-96. It should be noted that prior to FY-1994 the name of the program was ''In-Situ SIMS Analysis''. This report will not go into exhaustive detail regarding program accomplishments, because this information is contained in annual reports which are referenced herein. In summary, the program resulted in the design and construction of an ion trap secondary ion mass spectrometer (IT-SIMS), which is capable of the rapid analysis of environmental samples for adsorbed surface contaminants. This instrument achieves efficient secondary ion desorption by use of a molecular, massive ReO 4 - primary ion particle. The instrument manages surface charge buildup using a self-discharging principle, which is compatible with the pulsed nature of the ion trap. The instrument can achieve high selectivity and sensitivity using its selective ion storage and MS/MS capability. The instrument was used for detection of tri-n-butyl phosphate, salt cake (tank cake) characterization, and toxic metal speciation studies (specifically mercury). Technology transfer was also an important component of this program. The approach that was taken toward technology transfer was that of component transfer. This resulted in transfer of data acquisition and instrument control software in FY-94, and ongoing efforts to transfer primary ion gun and detector technology to other manufacturers

  17. IAEA Nuclear Security Human Resource Development Program

    International Nuclear Information System (INIS)

    Braunegger-Guelich, A.


    The IAEA is at the forefront of international efforts to strengthen the world's nuclear security framework. The current Nuclear Security Plan for 2006-2009 was approved by the IAEA Board of Governors in September 2005. This Plan has three main points of focus: needs assessment, prevention, detection and response. Its overall objective is to achieve improved worldwide security of nuclear and other radioactive material in use, storage and transport, and of their associated facilities. This will be achieved, in particular, through the provision of guidelines and recommendations, human resource development, nuclear security advisory services and assistance for the implementation of the framework in States, upon request. The presentation provides an overview of the IAEA nuclear security human resource development program that is divided into two parts: training and education. Whereas the training program focuses on filling gaps between the actual performance of personnel working in the area of nuclear security and the required competencies and skills needed to meet the international requirements and recommendations described in UN and IAEA documents relating to nuclear security, the Educational Program in Nuclear Security aims at developing nuclear security experts and specialists, at fostering a nuclear security culture and at establishing in this way sustainable knowledge in this field within a State. The presentation also elaborates on the nuclear security computer based learning component and provides insights into the use of human resource development as a tool in achieving the IAEA's long term goal of improving sustainable nuclear security in States. (author)

  18. Laboratory Directed Research and Development Program

    Energy Technology Data Exchange (ETDEWEB)

    Ogeka, G.J.


    Today, new ideas and opportunities, fostering the advancement of technology, are occurring at an ever-increasing rate. It, therefore, seems appropriate that a vehicle be available which fosters the development of these new ideas and technologies, promotes the early exploration and exploitation of creative and innovative concepts, and which develops new fundable'' R D projects and programs. At Brookhaven National Laboratory (BNL), one such method is through its Laboratory Directed Research and Development (LDRD) Program. This discretionary research and development tool is critical in maintaining the scientific excellence and vitality of the Laboratory. Additionally, it is a means to stimulate the scientific community, fostering new science and technology ideas, which is the major factor achieving and maintaining staff excellence, and a means to address national needs, with the overall mission of the Department of Energy (DOE) and the Brookhaven National Laboratory. The Project Summaries with their accomplishments described in this report reflect the above. Aside from leading to new fundable or promising programs and producing especially noteworthy research, they have resulted in numerous publications in various professional and scientific journals, and presentations at meetings and forums.

  19. Meteorological Development Laboratory Student Career Experience Program (United States)

    McCalla, C., Sr.


    The National Oceanic and Atmospheric Administration's (NOAA) National Weather Service (NWS) provides weather, hydrologic, and climate forecasts and warnings for the protection of life and property and the enhancement of the national economy. The NWS's Meteorological Development Laboratory (MDL) supports this mission by developing meteorological prediction methods. Given this mission, NOAA, NWS, and MDL all have a need to continually recruit talented scientists. One avenue for recruiting such talented scientist is the Student Career Experience Program (SCEP). Through SCEP, MDL offers undergraduate and graduate students majoring in meteorology, computer science, mathematics, oceanography, physics, and statistics the opportunity to alternate full-time paid employment with periods of full-time study. Using SCEP as a recruiting vehicle, MDL has employed students who possess some of the very latest technical skills and knowledge needed to make meaningful contributions to projects within the lab. MDL has recently expanded its use of SCEP and has increased the number of students (sometimes called co- ops) in its program. As a co-op, a student can expect to develop and implement computer based scientific techniques, participate in the development of statistical algorithms, assist in the analysis of meteorological data, and verify forecasts. This presentation will focus on describing recruitment, projects, and the application process related to MDL's SCEP. In addition, this presentation will also briefly explore the career paths of students who successfully completed the program.

  20. Initial developments in the Stanford SQUIRT program (United States)

    Kitts, Christopher A.; Twiggs, Robert J.


    Stanford University's Department of Aeronautics and Astronautics has commenced full scale development of a new microsatellite initiative. Known as the satellite quick research testbed (SQUIRT) program, the project's goal is to produce student engineered satellites capable of servicing state-of-the-art research payloads on a yearly basis. This program is specifically designed to meet the education and research goals of the department's Satellite Systems Development Laboratory. SQUIRT vehicles are envisioned to consist of a 25 pound, 9 inch tall, 16 inch diameter hexagonal structure with complete processor, communications, power, thermal, and attitude subsystems. These spacecraft cater to low power, volume, and mass research experiments and student developed educational packages. Mission lifetimes of up to one year are considered. Through student participation, voluntary mentoring from the academic and industrial communities, and the extensive use of off-the-shelf components, the cash outlay target for SQUIRT class vehicles is $50,000. This paper discusses the educational and research issues surrounding the development of Stanford's spacecraft design curriculum and the formulation of the SQUIRT program. A technical review of the first SQUIRT satellite, named SAPPHIRE, and an outline of the conceptual plans for other missions is also presented. Additionally, initiatives concerning partner academic institutions and public domain design information are featured.