My Personal Philosophy Of Innovation

As already discussed in Section 1, business productivity and change cannot occur without effecting people’s psychology to effect change. I initially felt that supervision would be fundamental to addressing and identify issues to allow reflection to plan a way forward to address issues, such as, performance management, productivity, effectiveness and understanding the views of the individuals to effect and improve individuals and team goals, and linking this to the business plan. This approach I

This research intends to explore innovation at an individual level, but in a context, where the roles and functions of an organization appear eminent either as a promoter or an inhibitor of innovation.

Innovation is the solid foundation that drives the global workforce. From the textile revolution to Elizabeth Blackwell revolutionizing the medical field for women, innovation has created the modern world as we know it today. Doctor Ellen Ochoa was an innovator who made groundbreaking history revolutionizing the fields of astronomy and engineering, inspiring individuals to chase their dreams after she became the first Hispanic woman in space.

When we first started this course, I was not quite sure what leading organization change meant and what we would accomplish during this time together. Over the next two months, this course presented us with different resources about the process of developing a leadership philosophy regarding organizational change, plus integrating our own workplace organizational context with concepts of vocation, organizational culture, differentiation, and progress. My favorite thing about this course was the many ways I was able to apply what we learned to my vocation and our agency’s organizational culture.

Encouraging and empowering staff to look outside the box and challenge practices to find better quality decisions starts by offering formal but also informal education and learning. Transformational leaders are able to “encourage the proposal of new ideas by empowering staff to approach problems in new ways using evidence-based practice” (Gheith, 2010, p). To develop this skill, I must further step outside the box and look to gain knowledge. Researching, attending educational workshops and questioning certain practices will allow myself to feel confident in my ability to look outside the lines and question the effectiveness of current practices. The ability of a transformational leader to empower followers to question their beliefs and look outside the box stems from their own skill to do the same. To enhance my skills of innovation, I will further research and educate myself to be able to increase the effectiveness of my ability as a leader to empower my followers to do the

Throughout this course, Dynamic Leadership has educated me and enlightened me in three aspects –

Two nursing leadership priorities, nurse retention and increasing the education level of the registered nurse (RN) are crucial to the safety of the patients and the stability and respectability of the nursing profession at Children’s Hospital. In order to implement these leadership priorities, the objective is to reinvent the organizational culture of nursing at Children’s Hospital through the use of transformational leadership and innovation theory. I. NURSE RETENTION A. Nurse retention affects quality of care and costs to the organization. 1. The quality of patient care is enhanced by nurse retention.

This century has been full of innovation. New technologies, new products, new services, whole new industries have emerged. Yet the call for innovation in business has never been more intense. Why? Here is my list of the top ten reasons for why we need innovation. 10. For economic growth This is the most often cited reason for needing innovation. Innovation is the route to economic growth. Industries are maturing. Products are maturing. Innovation is the creation and transformation of new knowledge into new products, processes, or services that meet market needs. As such, innovation creates new businesses and is the fundamental source of growth in business and industry. 9. For

Department of Education, Innovation is the spark of insight that leads a scientist or inventor to investigate an issue or phenomenon. That insight is usually shaped by an observation of what appears to be true or the creative jolt of a new idea. Innovation is driven by a commitment to excellence and continuous improvement. Innovation is based on curiosity, the willingness to take risks and test assumptions. Innovation is based on three things: questioning and challenging the status quo, recognizing opportunity, and taking advantage when opportunity knocks. We invite you to join us by sharing your journey and the journey of other educators who have challenged the status quo. In the world of education, innovation comes in many forms. There are innovations in the way education systems are organized and managed, innovations in instructional techniques or delivery systems, and innovations in the way nurse educators prepare our future generation of professional

This book provides a solid workable road map that can help anyone in a position of leadership to gain a perspective that we can. By changing your mindset and keeping both areas in your brain in agreement you can smoothly make change happen within your

Transformational Leadership Theory as a Guide. My leadership philosophy closely mirrors the transformational approach to leadership. Like the transformational theory suggests, I believe that true leadership inspires the team to rise above its individual components in order to reach a shared goal (Huber, 2014). Some of the individual components are areas that I have personal strength in such as: desire to learn and ability to get the job done (Rath & Conchie, 2008). Additionally, some of the components are the ability to influence and connect with others; strengths that I do not possess (Rath & Conchie, 2008). Recognition of my own personal strengths and weaknesses led me to a democratic philosophy of leadership because I realized that one

According to Greek philosopher Heraclitus (2009), “Change is the only constant”. Understanding that change is going to happen and how to deal with the change is essential for all leaders. John Kotter reviews an eight-stage process for creating major change in his book, Leading Change. Understanding the difference between leading and managing is crucial for this process to have success. When one leads, instead of manages, change takes place.

Jill Lepore criticizes Clayton M. Christensen’s “The Innovator’s Dilemma” (originally published in 1997) via The New Yorker among other sources in “The Disruption Machine: What the gospel of innovation gets wrong.”

At any given time an organization’s leadership and their duties may need to change to prepare for internal and external transformations; SFDPH’s leadership promotes learning organizations, which SFDPH hold many free education seminars about the news in community, new health care promotions and innovative medicine. This provide continuous education for its staff. SFDPH also encourages staff to go to continuous educational programs and also reimburses staff for completing training programs. By promoting learning organization SFDPH leadership is following Peter Senge’s theory which believes organization with continuous education for their employee will be more sufficed to changes in the environment. (Dunn, 2015). Leadership in SFDPH is definitely trying to go toward a change to become a more innovated modern organization. However, even with actions such as learning organization in place, changes can be tricky to establish and maneuver. Although, San Francisco is a very progressive and innovative city, the SFDPH lags a bit behind in progressive

With the long-term goal of becoming a transformational leader, it is often useful to consider one's strengths and weak nesses across four dimensions. These include personal and professional accountability, career planning, personal journey disciplines and reflect practice reference behaviors and tenets. The intent of this analysis is to evaluate my strengths and weaknesses in each of these four areas. In addition, a discussion will be completed on how current leadership skill sets will be used for advocating change in my workplace. The conclusion of the paper will concentrate on one personal goal for leadership growth, including an implementation plan leading to its fulfillment.