Aha Leadership Definition

Using the workflow process you begin at the top of the department. You look for what the problem is and what needs to be changed/fixed. ManagerStaffProblems-Manager meets with staff, discusses issuesthe issues hopefully are resolved. By using the workflow process everyone is aware of where the priorities lie. When problems arise, the workflow process aids all

Hailing from a STEM based school that has a special focus on medicine, HOSA, short for Health Occupations Students of America, is an organization that blends my passion for healthcare, learning, competition, and networking into one, coherent role. In HOSA, I have been able to meet professionals and students from all corners of North Carolina. In addition, I have learned the true purpose of student leadership. Myself and fellow student HOSA officers are responsible for the preparation and execution of all events including collaborations amongst student groups and the community with events such as blood drives. I for one can attest to the fact that HOSA fosters many chief skills, including how to communicate, organize, and manage time more effectively.

The first step in the process is to identify and define the problem at hand. During this step, all the information is gathered and looked over. This allows for the problem to be clearly identified and hopefully making the whole process easier. Step two of the process is to begin generating possible solutions. In this step, managers can begin formulating one or several potential solutions (Lombardi, Schermerhorn, & Kramer). Before going onto step three, some additional information may be required, because step three is when a plan of action is chosen. In the fourth step, the chosen plan is implemented. It is the responsibility of the manager to make sure this portion goes smoothly. Everyone on the team should know exactly what they should be doing. The final step in the process is to review the results. In reviewing the outcome of the action plan that has been chosen, you may find things that need to be altered and you may find things that are going perfectly. At this point the appropriate changes should be made.

What was the most challenging topic for you in this course? What resources or methods might have better assisted you with this topic?

I would ensure that issues which are creating a problem in the work group are discussed within the group by creating a friendly and safe environment where people feel safe to speak out. If there are shy people in the group I will make one-on-one meetings to motivate them and make sure that their voice is also heard as well. I would make sure that it is important to bring up the issue discussions which make the group dynamic strong. I would also make sure that everyone brings up their issues and let them know that it is so important to discuss all the issues and work together which helps the team in achieving their goaIs. The manager can bring unspoken conflicts into open without making them worse by motivating the individuals to bring out what problems

Reflect on what you have learned in this course and discuss how it might influence your work as a professional

The course has had the largest impact on me outside of the classroom with the intentional

5. Please outline in your own words, one other new thing you learned this week in the course. How does it apply to your life?

The manager simply states the desire to change and asks for honest feedback. This is followed up with providing employees leeway and encouragement to perform tasks and succeed on their own (2010). The manager can then identify employees worthy of trust and capable of executing delegated authority (2010). An upfront agreement outlining a follow up schedule and results methodology is established to eliminate ambiguity (2010). Of course self-diagnosis and action plans for recovery are rare, so in these cases employees have to act.

Ongoing efforts to continue developing the skills needed to promote efficiency and effectiveness continues. The Army White Paper: The Profession of Arms (2010) notes that “as the Army reflects now on what it means to be a profession in the midst of persistent conflict, a central questions frames major challenges now facing the Army’s strategic leaders: the sergeant

The preverbal “dog and pony show” which is all to well known as far as I have seen in the Army that any coherent keenly observant superior would easily sniff out and counteract. If there is one thing I can change throughout the Army it would be to show the work environment weather it be battery, battalion, brigade or any such entity in a light of honesty. Lets bring to light all the flaws, all the discrepancies

As the semester begins, I would like to continue to work on enhancing the previous goals and skills in my previous practicum class as well as use more advanced skills. I would like to work on implementing and illustrating enactments and scaling interventions in my sessions/videos. Be able to identify and understand situations/feelings that arise in therapy sessions pertaining to self-of-therapist and enhance my professionalism. Hence, having confidence to lead my therapy sessions by relying on what I have learned in previous classes. Also, be able to use proper clinical language. Moreover, continue to work on understanding my limitations, biases, comfort levels and work on being transparent in order

Too often in business as well as the military, “If it ain’t broke, don’t fix it” (Powell, C #7). Too often the command as well as enlisted soldiers will use this analogy to continue to do what they have always done and fight change. Also this leads to allowing small details to be overlooked because it’s been allowed before, these small details, such as production schedules become larger details. These small little details will cause larger details to be overlooked in the future. This culture will foster reactivity instead of promoting proactivity (Powell, C #7). This type of culture is a struggle for leaders to change in the National Guard because of the hometown mentality, all though we strive to keep the since of community in our units as leaders we have to be the supporters of change. Be able to answer the “why” when it is necessary to move in a different direction, we have to be able to always look beneath the surface and not take situations at face value. When we have questions or concerns as long as they are morally and

Within this course, there were issues or information from the course that most surprised, intrigued, or elicited emotion (positive or negative) in me. There were many topics that I already knew about but needed to refresh my memory and many that were new information to me.

Consider what role this course has played in helping you determine an approach to your dissertation topic. Has your original topic and approach changed? Why? How?