Piece Of The Puzzle Board Presentation Final
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The document discusses selecting a new board and provides guidance on important roles, responsibilities, and types of members to include. It recommends considering five types of people for the board: a company veteran, spiritual advisor, reality checker, industry insider, and fun seeker. These individuals bring different strengths and perspectives. The document also outlines key components to include in a board job description, such as attending meetings, understanding policies and planning, and overseeing budgets. The overall roles of the board are to act as fiduciaries, establish goals, set policies, and oversee finances and management of the organization.
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Professional Development Plan
Leadership as a vocation requires a commitment to professional excellence and integrity, which can be achieved through establishing habits of self-reflection, life-long learning, and professional development. The purpose of this assignment is for you to reflect on where you currently are in your leadership capabilities; define where you want to go; and specify goals, plans, and a timeframe for achieving your professional objectives. Your professional development plan will be composed of three parts: Vision, Goals/Objectives, and Plans.
Vision:
The ability to create, communicate, and compel vision is critical to inspiring and effective leadership. While ultimately many leaders are responsible for developing visions to guide complex organizations, effective leadership begins on a much more personal level—a vision of yourself as a leader. Who are you and who do you want to become in your field or sphere of influence? Once you are clear about that, you can then confidently establish how you will help others and your organization achieve their visions.
Your leadership vision is based on a number of factors including your attitude, values, personal beliefs, guiding principles, and how you behave. It may also be influenced by theoretical, philosophical, or religious frameworks and the leadership traits, values, and behaviors of others. A leadership vision is also dynamic. No great leader ever "arrived." Those who have adopted leadership as their vocation can spend a lifetime in self-reflection in order to continue to learn and more effectively motivate and inspire others.
Spend some time reflecting below on where you currently are in your leadership capabilities, what you have learned about leadership in the course, and how you want to develop and improve as you continue your leadership studies and move forward in your field. Review the document “Essential Leadership Competencies” for an overview of the scope of effective leadership capabilities.
Reflection:
Vision:
Then, in 300-500 words, briefly articulate your vision for yourself as a leader 3-5 years from now. Where do you want to be? What kind of leader do you want to become?
Goals/Objectives:
After you have stated your vision, create five to eight leadership goals/objectives you will strive to meet in the next 3-5 years. Try to formulate at least one goal/objective related to the four major leadership competencies included in "Essential Leadership Competencies": self-leadership, leading others, leading an organization, and leadership as a vocation. Include a brief justification for each goal/objective to explain how it will help you achieve the qualities of professional excellence and integrity required of excellent leaders.
Plan:
Specify activities you will engage in to achieve your goals/objectives. You may find it helpful to research professional development activities in your field or organization to determine what resource.
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This document outlines information about forming and running effective committees. It begins by listing the group members and objectives of understanding committees. It then defines groups and committees and describes different types of committees. Factors to consider when organizing committees include composition, tasks, expectations, and effective chairpersons. Steps for forming committees are provided. The responsibilities and opportunities of committee work are described, as are elements of effective committees including descriptions, leadership, membership, accountability, and meetings. The role of committees in administration is also mentioned.
Effective boards presentation
The document outlines best practices and legal responsibilities for board members of health centers, including ensuring the organization fulfills its mission, complies with rules, reviews finances, and hires/evaluates the CEO. Effective boards look at the big picture, have a sense of priorities, think before acting, value teamwork, and constantly evaluate themselves. Proper recruitment, training, and evaluations are emphasized for creating an effective board.
DetailsNOTE Please review the attached document Leadership R
Details:
NOTE: Please review the attached document Leadership Reflection, located under course materials, before beginning this assignment.
In 750 words reflect on what you learned from your leadership interview.
Describe what you learned from your interview.
Describe how you will use the information in your own leadership experiences.
Prepare this assignment according to the guidelines found in the APA Style Guide and Typing Template, located in the Student Success Center. An abstract is not required.
This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
You are required to submit this assignment to LopesWrite. Please refer to the directions in the Student Success Center.
This benchmark assignment assesses the following programmatic competencies: 2.4: Evaluate intrapersonal skills.
Attachment #1:
PSY-693 Professional Capstone
Benchmark Assignment - Leadership Reflection Paper
Step 1:
Chose a leader in your prospective career field to interview. He or she should be someone who is respected and viewed as an effective and/or exemplary leader in their organization or field. The leader must be preapproved by your instructor.
Step 2:
Set a date and time for the interview. This should be, preferably, a face-to-face interview. A phone interview will suffice if your leader lives out of state. Be sure to organize the interview well in advance. An email interview is not acceptable.
Step 3:
From the list below, choose at least four questions you would like to ask your leader. You are also required to
create three of your own questions
, specific to that leader or field. Make sure your questions are open-ended and address the Five Practices of Exemplary Leadership
· How did you enter your career field?
· What were some of the biggest challenges?
· What is your educational background?
· How important is networking?
· What steps/advice do you recommend for those entering the field?
· What strengths do you believe you possess as a leader? Weaknesses?
· What are three to four actions you believe are essential to enable others to be successful?
· What advice do you have for building relationships and trust in an organization?
Step 4:
Conduct your interview using a recording device or taking effective notes. Include the date, time, and location of your interview.
What you will turn in:
three original questions, notes from interview (questions and answers), and reflection assignment. Also, be prepared to share your interview and reflection with other learners in this class.
This benchmark assignment assesses the following programmatic competencies: 2.4: Evaluate intrapersonal skills
Attachment #2: This is the interview
Leadership Reflection Paper
Step 1:
Chose a leader in your prospective career field to interview. He or she should be someone who is respected and viewed as an effective and/or exempla ...
Ashford 5 - Week 4 - AssignmentHuman Resource Planning and Or.docx
Ashford 5: - Week 4 - Assignment
Human Resource Planning and Organizational Strategy
In a four- to five-page paper (excluding the title and references pages), discuss the relationship between human resource planning activities and the organization’s strategic development and implementation. Describe the eight elements of the staffing process. Examine the relationship between the eight elements of the staffing process and the four activities related to human resource planning.
Based on the information presented in Figure 10.5, review the human resource planning process and the previous readings from Chapters 4 and 8. Explain the relationship between the four activities of human resource planning and the organization’s strategic planning, development, and implementation.
Your paper should include in-text citations and references for at least three scholarly sources, in addition to the text, and be formatted according to APA style as outlined in the
Ashford Writing Center
.
Carefully review the
Grading Rubric
for the criteria that will be used to evaluate your assignment.
FIGURE 10.5 Human resource planning process
(Plunkett 330-331)
Plunkett, Warren R., Gemmy Allen, Raymond Attner. Management. Cengage Learning, 01/2012. VitalBook file.
CHAPTER 4 PLANNING AND STRATEGY
LEARNING OBJECTIVES
After studying this chapter, you should be able to:
1 Explain the importance of planning
2 Differentiate between strategic, tactical, operational, and contingency plans
3 List and explain the steps in a basic planning process
4 Discuss various ways to make plans effective
5 Distinguish between strategic planning, strategic management, strategy formulation, and strategy implementation
6 Explain the steps involved in the strategic planning process
7 Explain the formulation of corporate-level strategy, business-level strategy, and functional-level strategy
SELF-MANAGEMENT
Strategic Thinking
What do you want to accomplish with your life? To be successful, you need to be proactive, look ahead, anticipate change, and analyze opportunities. In other words, you need to plan and think strategically. This will help you to determine the potential impact of your actions on other individuals. As a result you will make better decisions.
Strategic thinking involves the gathering and use of data to make significant long-term decisions that will affect future business performance. This process requires examination of the mission, core functions and current performance of a business, the industry in which it operates, and the external environment. An important step in becoming a manager is to think strategically. For each of the following statements, circle the number which indicates your level of agreement. Rate your agreement as it is, not what you think it should be. Objectivity will enable you to determine your management skill strengths and weaknesses.
Almost Always
Often
Sometimes
Rarely
Almost Never
I set clear goals for myself.
.
Ceo Presentation Mgd
This was the presentation I did at the most recent 2009 BoardSource Leadership Forum(BoardSource Annual Meeting) that received the highest ratings of any presentation at the entire conference.
Chapter_2.pptx
This document provides guidance on developing a strategic plan for an NGO. It explains that a strategic plan establishes an organization's overall direction and goals. The document recommends that NGOs develop a strategic plan every 2-3 years, or when external conditions change significantly. It outlines the key components of a strategic plan, including organizational background, vision, mission, goals, and action plans. The document also provides details on who should be involved in each phase of strategic planning.
The Ultimate Guide to Building Your Board - by Pursuant
The document provides guidance on building an effective nonprofit board of directors. It discusses recruiting board members who are passionate about the nonprofit's mission and can commit time. It recommends interviewing prospective board members to assess fit and asking them questions. The document also suggests onboarding new board members through orientation, matching them with a mentor, and providing a handbook to set them up for success in their board role.
Chapter 4 Online Lecture Notes
The document discusses the importance of developing a student portfolio and career portfolio. A student portfolio allows students to plan for their future, evaluate their progress, identify learning experiences, demonstrate their skills and accomplishments, and record ongoing work. A career portfolio is used after graduation for job interviews, internships, or graduate school applications to demonstrate work examples and support points made during interviews. The document also discusses the differences between a resume and portfolio, examples of what to include in a dietetics internship portfolio, and the five step portfolio development process of reflection, assessment, planning, implementation, and evaluation.
Mentoring prepared by godwin eliakim
Mentoring involves assigning experienced employees to advise and provide feedback to less experienced employees. It helps new employees acclimate and improves performance. Mentoring is a complement to training by focusing on coaching. An HR audit evaluates the effectiveness of HR functions by comparing metrics to standards, objectives, competitors, or past performance. It identifies issues and ensures legal compliance to help reduce costs and motivate employees. HR audits provide a sound basis for performance management.
New and Emerging Leaders
Designed for executive directors in the position for less than three years, and for EDD staff on track to become executive
directors, this workshop provided participants with insights into becoming an effective RDO leader.
On Boarding Ppt
The document discusses the importance of an onboarding process for new employees and executives. It outlines a three-step onboarding process that involves getting clarity on expectations, learning important information, and planning implementation goals. The onboarding process should include orientation on paperwork, systems access, organizational information, and identifying knowledge gaps within the first month. Relationship building with direct reports and teams is also emphasized within the first weeks and months on the job.
Similar to Piece Of The Puzzle Board Presentation Final (20)
Professional Development PlanLeadership as a vocation .docx
Professional Development PlanLeadership as a vocation .docx
Who is Really in Charge - Decision making from board level to volunteers
Who is Really in Charge - Decision making from board level to volunteers
5 Essential Steps to Building a Better Board for Your Nonprofit
5 Essential Steps to Building a Better Board for Your Nonprofit
DetailsNOTE Please review the attached document Leadership R
DetailsNOTE Please review the attached document Leadership R
Ashford 5 - Week 4 - AssignmentHuman Resource Planning and Or.docx
Ashford 5 - Week 4 - AssignmentHuman Resource Planning and Or.docx
The Ultimate Guide to Building Your Board - by Pursuant
The Ultimate Guide to Building Your Board - by Pursuant
Piece Of The Puzzle Board Presentation Final
- 1. SELECTING YOUR NEW BOARD. LMJ Strategic Coaching Organizational Management Consulting By Linda Johnson, MA LMJ Strategic Coaching.
- 10. NOW THAT YOU HAVE ALL THE PIECES- GO AND DEVELOP YOUR NEW BOARD THANKS FOR ATTENDING.