The document summarizes the book "Influencer: The Power to Change Anything" by Kerry Patterson, Joseph Grenny, David Maxfield, Ron McMillan, and Al Switzler. The book teaches effective theories and strategies for influencing positive behavioral change in organizations and individuals. It aims to show leaders and parents how to successfully implement changes while minimizing failure and resistance to change.
Coaching From an Organizational Development PerspectiveCoacharya
Coaching is seen as an individual process working towards behavioural change. It is. However, unless the individual is addressed as part of the system he or she belongs to (a family, an institution or an organisation and in integration with them), behavioural changes will not sustain.
This systemic perspective is the central theme of Organisational Development (OD). Use of self at the individual level is integrated seamlessly with team and organisational alignment in systemic OD approach to coaching. Systemic approach adds maximum value to the organisation and teams within, in addition to individuals. Every coach should become familiar with this approach.
During this session, Kathy Lippert will discuss this OD approach with Jackie Bsharah.
Blogpost: https://coacharya.com/blog/coaching-from-an-organizational-development-perspective-video/
Coaching From an Organizational Development PerspectiveCoacharya
Coaching is seen as an individual process working towards behavioural change. It is. However, unless the individual is addressed as part of the system he or she belongs to (a family, an institution or an organisation and in integration with them), behavioural changes will not sustain.
This systemic perspective is the central theme of Organisational Development (OD). Use of self at the individual level is integrated seamlessly with team and organisational alignment in systemic OD approach to coaching. Systemic approach adds maximum value to the organisation and teams within, in addition to individuals. Every coach should become familiar with this approach.
During this session, Kathy Lippert will discuss this OD approach with Jackie Bsharah.
Blogpost: https://coacharya.com/blog/coaching-from-an-organizational-development-perspective-video/
Restorative Practices to Transform Educational SettingsVickie Sax
Article Review based on “SaferSanerSchools: Transforming School Cultures with Restorative Practices”, Mirsky, L., Reclaiming Children and Youth, vol. 16, number 2, summer 2007, pg 5-12.
The video for this presentation is available on our Youtube channel:
https://youtube.com/allceuseducation A continuing education course for this presentation can be found at https://www.allceus.com/member/cart/index/index?c=
Unlimited Counseling CEUs for $59 https://www.allceus.com/
Specialty Certificate tracks starting at $89 https://www.allceus.com/certificate-tracks/
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Instagram: AllCEUs
Pinterest: drsnipes
Use the DREAM acronym to help clients remember what needs to be done to maintain a recovery lifestyle
In facing the change in the era of globalization, giving feedback cannot be overstated, particularly in the transformation of the present leaders. In the context of education, leaders must foster a culture of constructivefeedback to help followers developing their potential and talents and improving their work performance. Feedback delivered either formally or informally, helps to improve the performance of followers. Therefore, the feedback environment is believed to play an important role to improve the feedback interventions in organizations. Global assessment of the feedback environment focused on the followers’ perception on the source credibility, feedback quality, feedback delivery, favorable feedback, unfavorable feedback, source availability, and promoting feedback seeking (Steelman, Levy, & Snell, 2004). Previous studies explained that the feedback environment encourages behavior feedback on job performance among followers, integrate the followers in the social group at work, and identify their behavior with the expectations and standards fixed. In addition, the study also found that feedback environment that is conducive to increase the ability of individuals in accomplishing the task given. Indirectly, educators with high teaching self-efficacy will view the task as a challenge while educators with low self-efficacy will feel the challenge as a threat to themselves. Thus, it is believed that feedback environment particularly will be able to generate high self-efficacy among the educators.
1Nursing LeadershipDevelop and submit a personal leadership .docxaulasnilda
1
Nursing Leadership
Develop and submit a personal leadership philosophy that reflects what you think are characteristics of a good leader. Use the scholarly resources on leadership you selected to support your philosophy statement. Your personal leadership philosophy should include the following:
The response accurately and thoroughly describes in detail a set of core values.
The response accurately and completely describes in detail a personal mission/vision statement.
The response accurately and completely provides an analysis and detailed summary of the CliftonStrengths Assessment.
The response accurately and thoroughly describes in detail two key behaviors to strengthen.
An accurate, complete, and detailed development plan is provided that thoroughly explains plans to improve upon the two key behaviors selected.
The response includes a comprehensive synthesis of information gleaned from sources that fully support how to achieve a personal vision. Integrates 2 or more credible outside sources, in addition to 2 or 3 course-specific resources to fully support the responses provided.
Nursing Leadership
While raising two adolescent girls, this author is working on her Psychiatric and Mental Health Nurse Practitioner degree (PMHNP).
Psychiatric disorders within these professions are multifaceted and rising at an alarming rate. My most recent project is hosting a website for my non-profit organization, sharing my research and fundraising for mental health therapy for local MP and FRs; my efforts supported by their respective employers. During personal interactions, many have expressed to me that for psychological symptoms, they are directed to contact their respective employee assistance program (EAP). Unfortunately, combined with the already perceived stigma of seeking help, the true reluctance was the absence of an EAP clinician with first-hand experience in these unique occupations. These concerns significantly limit the number of “relatable” practitioners therefore, as a trusted partner, incorporating over 20 years of experience with MP and FRs, I will change this for all of us.
Philosophy
AAA
Core Values
Prior to this course, this author always felt that through life, open-mindedness, perseverance, compassion, education, and innovation, were her core values. Remaining open-minded about different individuals or situations has afforded this author the gift of seeing people and things from a different perspective than her own. The ability to persevere despite challenges from nearly every ACE factor and still maintain compassion for others is a core value that this author has been able to maintain through life and currently teach to her children. Education and innovation have been the foundation of this perseverance in finding not only why people think the way they do but also how to help good people out of bad situations. When this author engaged in the Gallop survey presented, the results were very similar with strengths a rel ...
Restorative Practices to Transform Educational SettingsVickie Sax
Article Review based on “SaferSanerSchools: Transforming School Cultures with Restorative Practices”, Mirsky, L., Reclaiming Children and Youth, vol. 16, number 2, summer 2007, pg 5-12.
The video for this presentation is available on our Youtube channel:
https://youtube.com/allceuseducation A continuing education course for this presentation can be found at https://www.allceus.com/member/cart/index/index?c=
Unlimited Counseling CEUs for $59 https://www.allceus.com/
Specialty Certificate tracks starting at $89 https://www.allceus.com/certificate-tracks/
Live Webinars $5/hour https://www.allceus.com/live-interactive-webinars/
Instagram: AllCEUs
Pinterest: drsnipes
Use the DREAM acronym to help clients remember what needs to be done to maintain a recovery lifestyle
In facing the change in the era of globalization, giving feedback cannot be overstated, particularly in the transformation of the present leaders. In the context of education, leaders must foster a culture of constructivefeedback to help followers developing their potential and talents and improving their work performance. Feedback delivered either formally or informally, helps to improve the performance of followers. Therefore, the feedback environment is believed to play an important role to improve the feedback interventions in organizations. Global assessment of the feedback environment focused on the followers’ perception on the source credibility, feedback quality, feedback delivery, favorable feedback, unfavorable feedback, source availability, and promoting feedback seeking (Steelman, Levy, & Snell, 2004). Previous studies explained that the feedback environment encourages behavior feedback on job performance among followers, integrate the followers in the social group at work, and identify their behavior with the expectations and standards fixed. In addition, the study also found that feedback environment that is conducive to increase the ability of individuals in accomplishing the task given. Indirectly, educators with high teaching self-efficacy will view the task as a challenge while educators with low self-efficacy will feel the challenge as a threat to themselves. Thus, it is believed that feedback environment particularly will be able to generate high self-efficacy among the educators.
1Nursing LeadershipDevelop and submit a personal leadership .docxaulasnilda
1
Nursing Leadership
Develop and submit a personal leadership philosophy that reflects what you think are characteristics of a good leader. Use the scholarly resources on leadership you selected to support your philosophy statement. Your personal leadership philosophy should include the following:
The response accurately and thoroughly describes in detail a set of core values.
The response accurately and completely describes in detail a personal mission/vision statement.
The response accurately and completely provides an analysis and detailed summary of the CliftonStrengths Assessment.
The response accurately and thoroughly describes in detail two key behaviors to strengthen.
An accurate, complete, and detailed development plan is provided that thoroughly explains plans to improve upon the two key behaviors selected.
The response includes a comprehensive synthesis of information gleaned from sources that fully support how to achieve a personal vision. Integrates 2 or more credible outside sources, in addition to 2 or 3 course-specific resources to fully support the responses provided.
Nursing Leadership
While raising two adolescent girls, this author is working on her Psychiatric and Mental Health Nurse Practitioner degree (PMHNP).
Psychiatric disorders within these professions are multifaceted and rising at an alarming rate. My most recent project is hosting a website for my non-profit organization, sharing my research and fundraising for mental health therapy for local MP and FRs; my efforts supported by their respective employers. During personal interactions, many have expressed to me that for psychological symptoms, they are directed to contact their respective employee assistance program (EAP). Unfortunately, combined with the already perceived stigma of seeking help, the true reluctance was the absence of an EAP clinician with first-hand experience in these unique occupations. These concerns significantly limit the number of “relatable” practitioners therefore, as a trusted partner, incorporating over 20 years of experience with MP and FRs, I will change this for all of us.
Philosophy
AAA
Core Values
Prior to this course, this author always felt that through life, open-mindedness, perseverance, compassion, education, and innovation, were her core values. Remaining open-minded about different individuals or situations has afforded this author the gift of seeing people and things from a different perspective than her own. The ability to persevere despite challenges from nearly every ACE factor and still maintain compassion for others is a core value that this author has been able to maintain through life and currently teach to her children. Education and innovation have been the foundation of this perseverance in finding not only why people think the way they do but also how to help good people out of bad situations. When this author engaged in the Gallop survey presented, the results were very similar with strengths a rel ...
Running head APPLIED SUMMARY PROJECT1APPLIED SUMMARY PROJEC.docxSUBHI7
Running head: APPLIED SUMMARY PROJECT
1
APPLIED SUMMARY PROJECT
13
Applied Summary Project
Shanequa Wilder
Liz Rhee
ORD460
Geneva College
March 4, 2017
APPLIED SUMMARY PROJECT
You need an introductory paragraph.
This week,* we learned about the five models of organizational behavior, autocratic, custodial, supportive, system and collegial. Organizations differ in the nature of the systems they develop and maintain and the results they achieve (Newstrom, 2015). Five years ago,* I worked for a company called MedExpress Urgent Care. MedExpress is a company that is a national leader in delivering high-quality, convenient, affordable health care in a patient-centric manner. They have developed a unique approach to health care, which is centered on delighting patients at every opportunity. There was always a full medical team, and they were also open 12 hours a day, every day. They provided a broad scope of services including urgent care, employer health services, and basic wellness and prevention services. There were no appointments needed, and they would collaborate and coordinate care with other local healthcare providers to ensure the best possible outcomes for patients and their families.
I think that I could probably use two out of the five models to describe this company. The model that fits best would be the collegial model. The collegial model is an extension of the supportive model. In the collegial model, the structure of an organization is developed in a way that there is no boss nor subordinates, but all are colleagues who have to work as a team (Citation?). Each one of the employees has to participate and work in coordination with each other to achieve the target goal. No one is worried about his status or a job title. The team requires adopting new approaches, research and development,*t and new technologies to better their performance. While working there,* everyone worked as a team and we achieved great success by doing so. Our manager there was always positive and motivating to all of her staff. This company was the first of its kind in our area. It was up to the employees to make it what it is today. With the success came good recognition when we scored well as a team.* We had good incentives to keep us motivated to do well.
The supportive model also applies to this job, because it had some characteristics of this model. Management created a favorable organizational climate in which the employees helped to grow to the greater capacities and achieve things of which they were capable in compliance with the goals of the organization. Supportive behavior helps in creating friendly interaction with a high degree of confidence and trust. I believe the collegial model was the one that was most prominent. It supported more characteristics of what I experienced while working there. As we also learned from the chapter, there is no one permanently “best” model, because what is best is contingent on what is known about human ...
This material is for PGPSE / CSE students of AFTERSCHOOOL. PGPSE / CSE are free online programme - open for all - free for all - to promote entrepreneurship and social entrepreneurship PGPSE is for those who want to transform the world. It is different from MBA, BBA, CFA, CA,CS,ICWA and other traditional programmes. It is based on self certification and based on self learning and guidance by mentors. It is for those who want to be entrepreneurs and social changers. Let us work together. Our basic idea is that KNOWLEDGE IS FREE & AND SHARE IT WITH THE WORLD
This material is for PGPSE / CSE students of AFTERSCHOOOL. PGPSE / CSE are free online programme - open for all - free for all - to promote entrepreneurship and social entrepreneurship PGPSE is for those who want to transform the world. It is different from MBA, BBA, CFA, CA,CS,ICWA and other traditional programmes. It is based on self certification and based on self learning and guidance by mentors. It is for those who want to be entrepreneurs and social changers. Let us work together. Our basic idea is that KNOWLEDGE IS FREE & AND SHARE IT WITH THE WORLD
Running Head LIFE SPAN PARENTING PROJECT1LIFE SPAN PARENTING.docxwlynn1
Running Head: LIFE SPAN PARENTING PROJECT 1
LIFE SPAN PARENTING PROJECT 2
Student's name: Emmanuel Domenech
Professor's name: Dr. Suzi Hundemer
Class: BEHS 343
Topic: Chapter 2: Theoretical Perspectives on Parenting (trait theory) Chapter 3: Approaches to parenting research(Group counseling and psychotherapy with children and adolescents)
Institution: University of Maryland University College
Date: June 9, 2019
Life Span Parenting Project
Children ought to be evaluated when it comes to their entire environment with the inclusion of whatever negative or positive parental influences that could exist, this is according to Group counseling and psychotherapy with children and adolescents. I have learned that one of the most refreshing impacts concerning parents is because mainly we work with their kids who are reaching the adolescent stage in regions of their personal/social, academic success, career development, and realm. Their work comprises of working in intervention and prevention (Denno et al., 2015). Counselors help students like who undergo rough times, for instance, in adolescent and help them in enlightening their skills of resilience to be equipped better in case of hitting tough times in the future.
The adolescent stage is characterized by uneven and dramatic integration of changes that are developmental into the day to day lives of young persons. Simultaneously, teenagers experience growing independence from their families, mood swings, and at times, rapidly increasing sexuality. The tasks of talking to them usually start within the units of the family. Often, as guardians, we tend to view our teens as fragile thus visit our pediatricians or doctors since we see them as people whom to seek advice from regarding both behavioral and physiologic issues (Shechtman, 2017). The ongoing relationship with the pediatrician and the family gives for enough prospects to offer support and guidance that is anticipated as our kids get into and move through the stage of adolescence.
Determinants of Parenting
As we all know, the parent-child relationship has a massive influence on most aspects of the development of a child. When behaviors, parenting skills, and optimal capabilities have a positive effect on the school achievement or self-esteem of a child, there is positive behavior and development on the kids.
Fig: Family-Based Therapy
Some other treatment programs that can be used to work in families include family therapy, family-centered therapy, or family-based therapy. These programs change from one to the other. These are effective when it comes to family counseling and help in coming to terms with the stage or any disorder that could arise in the process.
As far as I am concerned, therapy is vital when looking at parenting approaches. This is because when an individual is a child, through adolescent to when they mature to being adults, they require guideline on being better per.
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1
Leadership Philosophy: Nursing
Pamella Brown
Masters in Nursing, Walden University
NURSING 6053, Section 01, Interprofessional Organizational and System Leadership
Sandra Siedlecki
April 11, 2021
Through the journey of becoming a leader, it is inevitable for one to emulate and look up to a given leader to follow and follow in their footsteps or even eventually doing better than they did. However, one through the leadership journey unknowingly, one form their unique leadership philosophy that will follow through the trip (Figliuolo, 2011 as cited in Speranza & Pierce, 2019). This paper will highlight my personal views on leadership and how I perceive it to be. Personally, leadership in the workspace is an essential entity that aims to address and show people when I become a leader. I will be what guides and motivates me toward good leadership and my personal goals towards good leadership. Therefore, this paper is a discussion of my vision, core values, and missions in leadership. Additionally, this paper will cover my assessment of my strengths through the Clifton strength assessment technique, summarise the profile of my skills and mention the key areas I would like to strengthen.
Core Values
To dictate your leadership journey and behavior, one needs to have core values to guide them and keep them in line. In nursing, and from a personal view, caring, perseverance, honesty, learning, and ambition to set a goal and work to achieve them should be a leader's core values. However, the underlying core value every nurse should possess is being caring. Dyess (2015) states that the uniting and transforming factor in the nursing profession is caring, giving a sense of responsibility to the patients. From the leadership perspective, caring is a significant value. Not only does it help in connecting with patients and with my colleagues. Caring bring about co-operation in the workspace. If employees feel cared for, it automatically commands respect and understanding. Thus, since my inception into nursing education and career life, it has been the first core value to embrace.
Learning and perseverance also prioritize my core values, from the two core values other relevant to leadership in nursing. Knowledge and determination enable one to develop diversity as a core value which is crucial in adapting to problematic situations and embracing the different cultures and people's ways of life in the workplace. American Nurses Association put out diversity being an essential quality in nursing, acknowledging and appreciating that there are several beliefs, thoughts, and attitudes in the health-seeking behaviors in the healthcare sector. Diversity is a portrayal of how we interreact with the society and our responsibility to uphold the code of ethics during health care delivery, considering and without bias toward the indifference religion, beliefs, cultures, and priorities with patients and fellow worker ...
1
1
Leadership Philosophy: Nursing
Pamella Brown
Masters in Nursing, Walden University
NURSING 6053, Section 01, Interprofessional Organizational and System Leadership
Sandra Siedlecki
April 11, 2021
Through the journey of becoming a leader, it is inevitable for one to emulate and look up to a given leader to follow and follow in their footsteps or even eventually doing better than they did. However, one through the leadership journey unknowingly, one form their unique leadership philosophy that will follow through the trip (Figliuolo, 2011 as cited in Speranza & Pierce, 2019). This paper will highlight my personal views on leadership and how I perceive it to be. Personally, leadership in the workspace is an essential entity that aims to address and show people when I become a leader. I will be what guides and motivates me toward good leadership and my personal goals towards good leadership. Therefore, this paper is a discussion of my vision, core values, and missions in leadership. Additionally, this paper will cover my assessment of my strengths through the Clifton strength assessment technique, summarise the profile of my skills and mention the key areas I would like to strengthen.
Core Values
To dictate your leadership journey and behavior, one needs to have core values to guide them and keep them in line. In nursing, and from a personal view, caring, perseverance, honesty, learning, and ambition to set a goal and work to achieve them should be a leader's core values. However, the underlying core value every nurse should possess is being caring. Dyess (2015) states that the uniting and transforming factor in the nursing profession is caring, giving a sense of responsibility to the patients. From the leadership perspective, caring is a significant value. Not only does it help in connecting with patients and with my colleagues. Caring bring about co-operation in the workspace. If employees feel cared for, it automatically commands respect and understanding. Thus, since my inception into nursing education and career life, it has been the first core value to embrace.
Learning and perseverance also prioritize my core values, from the two core values other relevant to leadership in nursing. Knowledge and determination enable one to develop diversity as a core value which is crucial in adapting to problematic situations and embracing the different cultures and people's ways of life in the workplace. American Nurses Association put out diversity being an essential quality in nursing, acknowledging and appreciating that there are several beliefs, thoughts, and attitudes in the health-seeking behaviors in the healthcare sector. Diversity is a portrayal of how we interreact with the society and our responsibility to uphold the code of ethics during health care delivery, considering and without bias toward the indifference religion, beliefs, cultures, and priorities with patients and fellow worker ...
1. Jamie Neuwirth
University of Texas Arlington
In partial fulfillment of the requirements of
N5343 Leadership in Complex Health Care
Systems
Jeannette T.
Crenshaw, DNP, MSN, RN, IBCLC, LCCE, NEA-
BC, FAAN
Jun 15th , 2013
2. Kerry Patterson- Doctoral degree from Stanford
University in organizational behavior.
Joseph Grenny- Keynote speaker/ consultant. Co-
founder of Unitus ( non profit organization that
helps poor gain self-reliance.
David Maxfield-Doctoral degree at Stanford in
psychology.
Ron McMillan-Co-founded the Covey Leadership
center. Speaker and consultant
Al Switzler- Speaker and consultant. Faculty at
University of Michigan in the executive
development center.
3. To teach effective use of change theories
to influence negative behavior to a positive
change.
To teach people to successfully implement
change while minimizing failure.
To teach leaders effective change theories
that are easily implemented to effect
change in the workplace.
7. To share effective change theories and
influence strategies.
To show how utilizing effective influence
strategies can lead to positive behavior
changes
9. Patterson, K., Grenny, J., Maxfield, D.,
McMillan, R., & Switzler, A. (2008).
Influencer: the power to change
anything. New York: McGraw-Hill.
Editor's Notes
The authors are prepared to write the book both in educational background as well as practical background. The majority are speakers and consultants and employ these techniques in the course of the career choice. There are two doctoral prepared authors as well which lends credence to the book itself. (Patterson, K., Grenny, J., Maxfield, D., McMillan, R., & Switzler, A.,2008)
Negative behaviors are out there and at every level of life. Personal behaviors can include overeating, gambling, smoking, ect. Family negative behaviors can include children acting out or not following rules. Then there are professional and organizational negative behaviors such as a lack of team work or not following protocols. This book is intended to show that it is possible to influence behavior changes at all level. It is intended to be used as a guide for interested parties to learn effective change techniques and to assist leaders in becoming influencers. Influencers are not just orgazational leaders but can be influencers of their own behavior as well.
The book targets a broad audience. It is intended for those individuals who are seeking to change negative behaviors into positive behaviors. These people will come in a variety of roles. Individuals looking for personal change, family change, orgazational change, or those looking to better the world in some way. A main topic of the book is that influencing behavior is not limited, with the right plan behavior can be positively changed at any level.
The book itself has many strengths. The first strength of the book is the qualifications of the authors. They are all competent in the field lecturing and consulting on the topic at hand and have conducted several successful studies on influencing behavior. There are two doctoral prepared authors as well which lends credence to the content of the book. The book is written on a level where all readers can easily understand the content. While there is some technical terms used the overall feel of the book is that even a layman can easily understand it. Another strength of the book is that there are examples used throughout the book that promote involvement. It outlines the ways the theories and lessons in influencing have been used in prior studies to effect change on populations that were resistant to the ideas being presented.
The book was very informative overall. It might have been easier to understand if there had been less samples utilized. It kept going back to two or three different examples of previous examples of positive influencing opportunities and had a tendency to create confusion as to which example they had utilized which technique on. The outlines they used for initiating change and positive influencing were adequate however the majority were from a organizational view and it might have made the book a more interesting read for everyone if they had utilized a personal change outline more frequently.
The authors met their objectives by writing this book. They effectively outlined change theories and influence strategies. It was evident by reading the book that change can be initiated successfully if the right strategies are used. These are simple strategies and require research for which will prove most effective prior to initiating the change. The authors effectively demonstrated that it is not only personal behaviors that can be changed but also group behaviors as well. They demonstrated that the location and settings could be overcome as well as negative group mentalities toward the change. If the Delancey group can use these strategies to change hardened criminals to positive members of society and the carter group can almost eradicate the guinea worm then these behaviors can work with anything. (Patterson, K., Grenny, J., Maxfield, D., McMillan, R., & Switzler, A.,2008)
I recommend this book to everyone dealing with behaviors they wish to positively change. It would be useful for individuals looking to change aspects of their own behavior. It would be beneficial to parents looking to positively influence the behavior of their children. It would also be extremely beneficial to organizational leaders looking to effect change in the workplace. Change is normally resisted at all levels. The best way to effect change in a successful manner is to be prepared prior to the change. This book does a great job of explaining why preparation is important and the strategies necessary to effect these changes in a way that will ultimately succeed. For example, the delancey project helped drug addicts, dealers, and gang members become effective members of the communities. The Carter group helped to almost eradicate the guinea worm. (Patterson, K., Grenny, J., Maxfield, D., McMillan, R., & Switzler, A.,2008)