Abstract INACSL 2014... Orlando . Formación de facilitadores en simulación hacia el SIM-Coaching y SIM branding Creación de la marca personal, trabajo en equipo y liderazgo...la actitud para hacer apropiación de tecnología, socialización de standards de alta calidad y creación de equipos de alto desempeño en simulación
Welcome to much more than just a presentation skills course or public speaking seminar. The Seven Minute Star Seminar is a laboratory of personal growth. In just two days you become passionate about communication, you are motivated to communicate differently, you are inspired to be a creative communicator.
Management and programmers are both stressed out by project estimates. Software teams often over-commit, compounding the problem. A lot goes into making better estimates and commitments, but this talk gives you a simple place to start, by expanding your vocabulary about "When Will You Be Done" to include Commitment and Target, as well as Estimate.
Welcome to much more than just a presentation skills course or public speaking seminar. The Seven Minute Star Seminar is a laboratory of personal growth. In just two days you become passionate about communication, you are motivated to communicate differently, you are inspired to be a creative communicator.
Management and programmers are both stressed out by project estimates. Software teams often over-commit, compounding the problem. A lot goes into making better estimates and commitments, but this talk gives you a simple place to start, by expanding your vocabulary about "When Will You Be Done" to include Commitment and Target, as well as Estimate.
Last Minute Holiday Fundraising Strategiesgailperry
Make the most of the all-important holiday giving season. Online donations peak the last two days of the year, and these gifts tend to be larger. In this webinar, I’ll share over 26 simple strategies to help you capitalize on the best time of the year for asking.
Anay Nayak
Organization: ThoughtWorks
Topic: Fluent interfaces in testing
Presented in vodQA - THE TESTING SPIRIT! on Oct 7, 2010 in ThoughtWorks, Pune
Last Minute Holiday Fundraising Strategiesgailperry
Make the most of the all-important holiday giving season. Online donations peak the last two days of the year, and these gifts tend to be larger. In this webinar, I’ll share over 26 simple strategies to help you capitalize on the best time of the year for asking.
Anay Nayak
Organization: ThoughtWorks
Topic: Fluent interfaces in testing
Presented in vodQA - THE TESTING SPIRIT! on Oct 7, 2010 in ThoughtWorks, Pune
Module 3 / Unit 4 Creative approaches for better hybrid inclusivitySMKCreations
For leaders and managers, it is crucial to master and apply different creative approaches in the daily routine of their teams if they want to build strong teams and retain talented employees. This will help them to bring out the best in each team member, activating the unique potentials of each and making them work as a team so that the total result exceeds the sum of individual capabilities.
Training Games, a company with more than 15 years of experience applying gaming and simulation as experiential learning methodology to the development of systemic competences.
D MGMT655 Team CharterTeam Members and contact information .docxalanrgibson41217
D MGMT655 Team Charter
Team Members and contact information:
Name
Preferred Email
Phone Number
Time Zone
Denise Brown
[email protected]
970-313-8763
Pacific (California)
Purpose Statement and Team Objectives:
Team Values:
List the values/behaviors you will use to effectively achieve your mission.
Values might include behaviors such as listening with an open mind, sharing knowledge, respectful communication, take responsibility/no blame, decisions based on reasoning, etc. Come up with your own list!
Team Expectations:
Collectively identify a list of expectations for team members.
Expectations might include behaviors such as keeping commitments, being proactive in staying current with your team, everyone contributes, process if someone does not keep commitments, etc.
Team Meetings and Communication:
Working as a virtual team can present some challenges in terms of communication. Identify when and how the team will meet/communicate with one another. Include how to communicate with those who can’t attend.
Team Assessment:
Identify the strengths and weaknesses of each team member.
For this course, identify who is most comfortable with the simulation and with Finance. Be sure to tap into these skills in your team process.
Functional Roles:
Based on skills and interests, indicate each individual’s role and their tasks for the team project. Define the responsibilities of each role.
COO/ Team Leader –
Organizes team meetings, facilitates team discussions,facilitates problem solving and collaboration, and strives for team consensus and win-win agreements. The COO collects and compiles the Product Manager slides for the Board of Directors presentations (Group Projects), adding a “state of the business” executive summary-type slide, a finance slide, and, ideally, a “lessons learned” slide. Typically, the COO makes the final Finance decisions just before simulation round close when financing needs for the company are available in the Pro Formas.
Product Managers (VPs)–
Each team member selects one sensor product to manage. There are five sensor products in each company. If there are only five team members, then the COO also will manage a product. The Product Managers (VPs) will make all functional decisions for their product – R&D, Marketing, and Production. No decisions will be made for another VP’s product without their agreement. Each VP will create at least four slides for the Board of Directors Presentation (Group Project), including a cover slide, and one slide for each functional area. Ample notes explaining and assessing decisions are included. The slides are submitted to the COO and Instructor.
Fill out the table below to confirm product management responsibilities. The sensor names begin with the same letter as the first letter of your company name. E.g., Cid is the high end sensor for the Chester company. You will find the sensors and associated primary market segment listed on pag.
Applied Improvisation is the non-theatrically use of improvisation skills and is being taught in blue-chip companies and in more than half of the top business schools around the world.
We help companies stay sharp and agile by developing the right set of skills of their people.
Contact us at corina@improvizatie.ro for more info.
A Better Way to Design & Build Immersive E Learningnarchambeau
Learn design techniques that take you beyond typical templates, thus making your e-learning more relevant and effective. You’ll see what constitutes effective e-learning, a method for designing e-learning that is more effective and efficient than other models, and how to create robust e-Learning lessons without having to know scripting or programming.
A Sententia Gamification Design Tool
www.SententiaGames.com
What is a Learner Persona?
Learner Personas are a fictional representation of your targeted learners. They are based on real data about learner demographics and behavior, along with educated speculation about their personal histories, motivations, and concerns.
Learn More at www.SententiaGames.com
Monica Cornetti
CEO Sententia Gamification
guru@sententiagames.com
@monicacornetti
115C H A P T E R F I V EExploring and understanding .docxaulasnilda
115
C H A P T E R F I V E
Exploring and understanding
coaching models
Listening and observation are key skills for the business
coach. Developing the skill of observation is partly to develop
the ability to be ‘inside’ the coaching conversation, and to be
‘observing’ the conversation. It is to take up a meta-position,
while never leaving the micro level of being present for the
client (Stout-Rostron, 2006c:152).
CHAPTER OUTLINE
• Models
• Coaching tools and techniques
• How many models to use?
– Purpose, Perspectives, Process model
• The coaching conversation and the coaching journey
– Nested-levels model
– The expert approach
– “You have all the answers” approach
– Learning level
– Ontological levels—being and becoming
– Learning
116 B U S I N E S S C O A C H I N G I N T E R N AT I O N A L
• Learning conversations
– Three levels of intervention—behaviour, underlying drivers,
root causes
• Four-quadrant models (Hippocrates)
– Insights four-colour model
– Domains of Competence model (Habermas)
– Ken Wilber’s four-quadrant Integral Model
– Questions in the four quadrants
– GROW and CLEAR models
– EQ model
– Kolb’s Experiential Learning Model
– Using Kolb’s four modes of learning
– Hudson’s Renewal Cycle model
• Other circular models
– I-T-O (Input, Throughput, Output)
• The U-process
– Scharmer’s U-process
• In conclusion
• Coach’s library
Models
Today, coaches are trained in an eclectic range of coaching mod-
els. This chapter explores a cross-section of models that influence
the work of business and executive coaches worldwide. I highlight
the work of Daniel Goleman, John Whitmore, David Lane, New
Ventures West, David Kolb, Frederick Hudson, Thomas Cummings
and Christopher Worley, and Ken Wilber.
Coaching models help us to understand the coaching interven-
tion from a systems perspective, and to understand the need for
“structure” in the interaction between coach and client. Models help
us to develop flexibility as coach practitioners. They offer structure
and an outline for both the coaching conversation and the overall
coaching journey—whether it is for 20 hours, six months, a year
or more. However, although models create a system within which
coach and client work, it is imperative that models are not experi-
enced as either prescriptive or rigid.
The coaching conversation is about the client, not the coach. If the
model is too prescriptive, it means the coach has their own agenda to
E X P L O R I N G A N D U N D E R S TA N D I N G C O A C H I N G M O D E L S 117
fulfil, rather than attempting to understand the client’s issues. In this
chapter, I discuss four-quadrant models, circular and U-process
models. I explore the flexibility you have to combine models and to
construct your own if you so wish.
A model represents a system with an implied process. It is a
metaphor or analogy used to help visualize and describe the jou ...
115C H A P T E R F I V EExploring and understanding .docxRAJU852744
115
C H A P T E R F I V E
Exploring and understanding
coaching models
Listening and observation are key skills for the business
coach. Developing the skill of observation is partly to develop
the ability to be ‘inside’ the coaching conversation, and to be
‘observing’ the conversation. It is to take up a meta-position,
while never leaving the micro level of being present for the
client (Stout-Rostron, 2006c:152).
CHAPTER OUTLINE
• Models
• Coaching tools and techniques
• How many models to use?
– Purpose, Perspectives, Process model
• The coaching conversation and the coaching journey
– Nested-levels model
– The expert approach
– “You have all the answers” approach
– Learning level
– Ontological levels—being and becoming
– Learning
116 B U S I N E S S C O A C H I N G I N T E R N AT I O N A L
• Learning conversations
– Three levels of intervention—behaviour, underlying drivers,
root causes
• Four-quadrant models (Hippocrates)
– Insights four-colour model
– Domains of Competence model (Habermas)
– Ken Wilber’s four-quadrant Integral Model
– Questions in the four quadrants
– GROW and CLEAR models
– EQ model
– Kolb’s Experiential Learning Model
– Using Kolb’s four modes of learning
– Hudson’s Renewal Cycle model
• Other circular models
– I-T-O (Input, Throughput, Output)
• The U-process
– Scharmer’s U-process
• In conclusion
• Coach’s library
Models
Today, coaches are trained in an eclectic range of coaching mod-
els. This chapter explores a cross-section of models that influence
the work of business and executive coaches worldwide. I highlight
the work of Daniel Goleman, John Whitmore, David Lane, New
Ventures West, David Kolb, Frederick Hudson, Thomas Cummings
and Christopher Worley, and Ken Wilber.
Coaching models help us to understand the coaching interven-
tion from a systems perspective, and to understand the need for
“structure” in the interaction between coach and client. Models help
us to develop flexibility as coach practitioners. They offer structure
and an outline for both the coaching conversation and the overall
coaching journey—whether it is for 20 hours, six months, a year
or more. However, although models create a system within which
coach and client work, it is imperative that models are not experi-
enced as either prescriptive or rigid.
The coaching conversation is about the client, not the coach. If the
model is too prescriptive, it means the coach has their own agenda to
E X P L O R I N G A N D U N D E R S TA N D I N G C O A C H I N G M O D E L S 117
fulfil, rather than attempting to understand the client’s issues. In this
chapter, I discuss four-quadrant models, circular and U-process
models. I explore the flexibility you have to combine models and to
construct your own if you so wish.
A model represents a system with an implied process. It is a
metaphor or analogy used to help visualize and describe the jou.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
We all have good and bad thoughts from time to time and situation to situation. We are bombarded daily with spiraling thoughts(both negative and positive) creating all-consuming feel , making us difficult to manage with associated suffering. Good thoughts are like our Mob Signal (Positive thought) amidst noise(negative thought) in the atmosphere. Negative thoughts like noise outweigh positive thoughts. These thoughts often create unwanted confusion, trouble, stress and frustration in our mind as well as chaos in our physical world. Negative thoughts are also known as “distorted thinking”.
How to Create Map Views in the Odoo 17 ERPCeline George
The map views are useful for providing a geographical representation of data. They allow users to visualize and analyze the data in a more intuitive manner.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
The Art Pastor's Guide to Sabbath | Steve ThomasonSteve Thomason
What is the purpose of the Sabbath Law in the Torah. It is interesting to compare how the context of the law shifts from Exodus to Deuteronomy. Who gets to rest, and why?
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
For more information, visit-www.vavaclasses.com
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
Abstract 2014 inascl final one page paty wasowsky....
1. SUBMISSION ABSTRACT INASCL 2014
Creating the Personal Sim-branding: To promote the Sim-facilitator profile as an
experience in S+EI (social and emotional intelligence) towards clinical simulation
integrated Sim-coaching: for clinical simulation´s facilitators based on profiles of the
actors of “Monster University Film” as a prebriefring
Track 1: Lab Coordinator
Novice
Podium Presentation
Author: Patricia Durán, MSc. Microbiologist. MSc.Education
Coordinator of Centro de simulación integral en salud.
Coauthor: Rocio Quintero. Director of Nursing Program
pduran@funandi.edu.co Phone contact 0573173008135
Fundación Universitaria del área Andina. Pereira. Colombia, South America.
ABSTRACT
a) Background/Objectives:
Not all simulation facilitators have the same “Sim-profile” and also not all health
educators and nurses have been involved on simulation yet, perhaps because they
doesn´t know their benefits, or they are afraid to change their methods of facilitation or
are afraid of facing the technology. There is little evidence published on training
towards personal Sim-brand: the personal branding of each simulation facilitator can be
reinforced and developing using construction of scenarios, innovation and researcher
program. It is main important to recognize the profiles of each facilitator, motivated and
help them to auto-motivation, improve their own attitude towards sim-labs, creating a
senior Sim-leadership teams around projects is the main initiative of this project.
In order to protect patient safety, design scenarios, creating innovative materials, handle
technology, create virtual scenarios y perform simulation design, leadership coaching
conflict resolution, forming critical judgment and allow effective and affective
communication, is required to have a team working together in the lab, the most
important is to training them, because the human resource in the Sim-labs are our
facilitators. Most of the training of Sim-labs is often focus on new technology,
moulage, ways to create scenarios but our main objective of this job is to design “High
fidelity coaching scenarios” to training also them in the concept that we call: SimCoaching, Sim-leadership and Sim-Branding.
2. Improving the communication, coaching and team work, motivating to the leadership and
in the same way, using the standards published by the INACSL, the rubrics, evaluation
forms based on profiles, and moulage scenarios creation. By means of the profiles of the
characters in the movie Monsters Inc. University, (MS. Squibbles, Mike Wazowsky,
Professor Knight, the simulator, James Sullivan, Dean Hardsrabble, Randy Boggs, Don
Carlton, Terry Perry, Art) created by Disney, Pixar ID, designing instruments in Google
drive, making videos HFS profiles creating characters and scenarios for these trainings. The
human resource is the most important at the Sim-Labs
According to Dr. Jennifer Kahannweiler, the author of the introverted leader, avoiding
Conflict, give some ideas, about human resources, specially woman in know how to
manage the healthy conflict that is natural and necessary to generate new ideas. That makes
it particularly hard for introverts, who tend to keep their opinions to themselves, to
contribute to conversations around big decisions. In the same way, Sim-labs needs:
Observing, Providing feedback, Priorize, Questioning to encourage self-discovery, Leading
Communicating, Trust-building, Problem definition and problem solving, Decision making
and Conflict management.” (Donner & Wheeler, 2009) and creating a Sim-Personal
branding, each facilitator can help to improve the team work by means of coaching
agreements: Co-creating the relationship: establishing trust and intimacy with the client
(Student), Communicating effectively: active listening, powerful questioning, direct
communication; and Facilitating learning: creating awareness, designing actions, planning
and goal-setting, managing progress and accountability.” (Donner & Wheeler, 2009, p. 27)
Using the Lasater rubric (Lasater, K. 2007) for clinical judgment, some categories as
Noticing, Interpreting, Responding, Reflecting, Exemplary, Accomplished, Developing,
Beginning are applied to the coaching scenario, in the same way it is possible to share and
divulgate a good Sim-relationship and interdisciplinary teams for Sim-projects.
b) Methods/ or practice used
Pre-briefing: Orient in goals about Sim Coaching. Set the instrument design in Google
Docs about Sim-Facilitator profile. Watch Monsters University Inc. And videos at our
Youtube Channel prepare for this scenario. (Spanish version adapted for the authors).
Each facilitator select the profile according to his/her perception of the profiles and print
the ID at Monsters University ID Maker by PixarPlace.com:
PREBRIEFING: Time 2 hours.
1. See Instructions and Objectives of the job at
http://www.youtube.com/watch?v=gDXXUj20RqA
2. Watch the Film: Monsters University Inc. and the next orientation HFSV:
http://www.youtube.com/watch?v=lgqB4Yws3-k
http://www.youtube.com/watch?v=gDXXUj20RqA
3. Respond the next survey Design on Google Docs:
4. Print Personal ID at http://www.pixarplace.com/mu-id-maker/
Student: new in simulation Faculty: Experience in Simulation
5. And read chapter four, five and ten of the Sim-e book:
http://issuu.com/patriciaduranospina/docs/simulacion_facultad_de_salud_final
3. BRIEFING: Time: 1 hours: 1 Unit at CSIS Centro de simulación Integral en salud, 1
Facilitator.
Construction of the scenario for 15 to 20 students
1. Plush monsters Inc characters
2. Cards with profiles of Monsters Inc.
3. Multimedia, videos and Sim e-book, personal branding.
4. Power point Sim-branding, Sim.coaching, Sim-leadership.
5. Computer for Project 1: Construction of EHR (electronical hearth records)
6. Computer with 3d Animations of Radiology
7. Print Guides and rubrics Adapted to Spanish, Online Elsevier Sim- standards
INACSL.
Prepare for these discussions (preparation is another introvert sweet spot) by using a
process called AEIOU. Social and emotional intelligence (S+EI) is the ability to be aware
of our emotions and the emotions and concerns of others and to use that information to
manage ourselves and our relationships, both in the moment and over the long term.
Early emotional intelligence (sometimes written as EQ) researchers and theorists included
Peter Salovey, John Mayer, David Caruso and Howard Gadner, aka the father of the
concept of multiple intelligences. In 1995, Daniel Goleman, change the concept to IQ.
Cognitive intelligence. With the use of Sim-AEIOU:
A – Acknowledge the other person’s intentions
E- Express your thoughts and feelings
I – Identify your proposal
O- outline the benefits of the outcome
U – understand and be clear about your mutual action steps
Describing the principles and elements of Sim-Integral Coaching, an innovative
methodology based on interactive participation alliance. With case studies, dialogue
coaching, tools, exercises in self-awareness, personal growth and help to others. Designed
to develop Integral Coaching skills who want to enter the world of coaching or simply
benefit from the fundamentals of Integral Coaching to creating the personal branding of the
sim-lab facilitator.
DEBRIEFING
Using the sixth generation, called: "Indirectly Front-Loading" that allows the facilitator
noted contradictions within the process to encourage participation and learning about the
same development.
Levels of Professional Facilitators skills and visions in each process, will be key to
capitalize the experiences of experiential workshops, in moments of inspiration that become
Debriefing sessions in commitments for action.
According to "Debriefing Yturralde Model" (Yturralde, Ernesto) of the 4 Elements: Water,
Air, Earth and Fire, model which evolves from the "experience" with the support of
powerful questions, ranging in several stages: observation, reflection, adaptation or
contextualization and application, thereby converting the "experience" to "experience" to
elicit at different stages of processing.
4. c) Findings/ or evaluation data
To discover that each Sim-facilitator, has their own “personal sim-brand”, the selfrecognized and reflected in the other to achieve common goals, understand the limitations,
build capacity and create their own brand within the Sim-lab is the time and needed to
encourage and motivate and auto-motivate and be more effective through the positive and
effective Communication, creating attitude and which is recognized in the other outcomes
that strengthen the profile of clinical simulation facilitator.
By means of using some preferences as quiet time, calm reflection to become more selfaware and clearer about the positions and motivations of others. Being assertive and
confident can be a mental game in sim-labs and also can replace negative thinking on a
positive thoughts. When facilitators are tempted to doubt yourself and your competency,
use breaks to recharge by taking a calming walk or writing in your journal.
Make Time For Face Time
Focused conversations are the best format for solving problems, working through conflicts
and asking for what you need. Diversity experts tell us that a key way to overcome bias is
to get to know someone different on a personal level. This means engaging in honest, open,
and direct communication. Discussions that don’t happen in large groups but do off the
factory floor and outside the conference room are more effective. When you ask for and
give feedback to your teammates or boss, you build trust and get results.
d) Conclusion/ Implications
New simulation facilitators, not only nursing but other health programs around the world
are uniting to become facilitators and educators in Sim-labs. Designing these scenarios can
break the ice, give confidence, no fear and awaken attitudes using the same methods of
facilitation provided to the actors in simulation. Likewise to integrate work teams must
comply depending on the common goal. If the laboratory is in an innovation project, the
profiles are not the same , if you are thinking or moulage multidisciplinary research or be a
teacher training center in simulation. Then form high performance teams depends of the
institution´s needs and must be improving in context of the overall lab objectives.
Currently emotional intelligence and personal branding are important tools for shaping high
performance teams. You're worth a center or a laboratory with the best technology
implemented if there is no one route the processes. Train human resources simulation
center , motivating , and playing is the most valuable because allows them to discover for
themselves their skills as facilitators recognize the standards , glossary , create their own
experiences and know the terminology used in clinical simulation in health .
Those who have had the opportunities to see the movie Monsters Inc. Disney Pixar
University and are working with simulation have felt any form of identification other with
some characters, scenes and the movie content. And this is the time to build innovative
scenarios to training facilitators and do it on the house host ... of this event: Disney ! ! .
This work in turn allows coordinators, teachers and students are motivated and become
multipliers be known as creators of their own brand in simulation , reassessing their
5. methods of facilitation , evaluation, creation of scenarios and their attitude towards the
simulation.
It is expected that after these workshops:
They improve teamwork, innovation output, scenarios, simulation inclusion in curriculums
as improved knowledge on simulation for new trainers. In the same way, it permits to
disseminate the standards and terminology and work for goals and strengthen research. This
will help the coordinators and managers to self-Sim labs sustainability and to create
reproducible scenario in all sessions.
Use Networking Smarts: Quiet influencers use both social networking and traditional faceto-face networking strategies to be effective
e) Relevance to conference themes
According to theorists: Emotional inteligence includes some organizational spheres:
spheres of being: emotions, body, lenguage, and three spheres for human:Being, having and
doing. According to all objectives to construct innovations, future opportunities using
Evidence-Based-practice, explore strategies to integrate technology into curriculum and
practice, it is so important to motivate the human resources. To know the profile of your
team, and each facilitator needs to print his/her own personal Sim-Branding, and in the
same way join to a team Sim-coaching group for best production, and to improve de
performance inside each unit and curriculum. Also, this is the challenge for the coordinator
of the sim lab to program training on Sim-coaching, Sim-branding and make innovation on
this field, to integrate interdisciplinary teams groups. Just with a motivate human resource
and facilitator profile, working on a Sim-coaching is possible to create experiences toward
new innovations in simulation and/learning resources while you re-visit some tried-and-true
methodologies. Facilitators motivated can also integrated in the future simulation
opportunities using Evidence-Based Practice and help to determine new directions for
simulation and learning resource centers, explore strategies to integrate technology into
curriculum and practice.
References:
Clinical Simulation in Nursing – June 2013 (Vol. 9, Issue 6, Supplemet, Page ii- iii Doi.
10.1016/j.ecns.2013.05.008).
Flanagan Brendan. 2008. Debriefing: Theory and Techniques. In: Riley RH. Manual of
Simulation in Health Care. Oxford. Pp 155-170.
Goleman, D.
Kahnweiler. J. The Introverted Leader: Building on Your Quiet Strength. June 1st 2009.
Berrett-Koehler Publishers.
6. Lasater, K. (2007). Clinical judgment development: Using simulation to create an
assessment rubric. Journal of Nursing Education, 46(11), 496-503
Tanner, C. A. (2006).
Web-graphy:
http://www.nursinglibrary.org/vhl/bitstream/10755/291009/1/McQuiston_Linda%20Smith_5395
4.pdf. Consulting on August, 2013.
http://www.debriefing4.com/. Consulting on September 29, 2013
http://www.pixarplace.com/mu-id-maker/. Consulting on September 29.
http://issuu.com/patriciaduranospina/docs/simulacion_facultad_de_salud_final. Consulting on
August, 2014.
http://leanin.org/news-inspiration/quietly-leaning-in-tips-for-the-introvert/. Consulting on
October 2 2014.
http://www.coachfederation.org/. Consulting on August 6, 2013.
http://issuu.com/internationalcoachfederation/docs/0813cw. Consulting on October 13 2.13.
http://issuu.com/internationalcoachfederation/docs/0813cw. Consulting on September 2,
2013.
http://www.youtube.com/watch?v=gDXXUj20RqA. Consulting on September 29, 2013.
http://www.youtube.com/watch?v=lgqB4Yws3-k. Consulting on September 29.2013.
http://www.youtube.com/watch?v=gDXXUj20RqA. Consulting on September 29, 2013.