This document discusses the traits of a driver leader who can help turnaround healthcare systems. A driver leader is driven to take action, make decisions, and drive others to action in order to solve problems and accomplish tasks. They lead by example and command followers to emulate their leadership. A driver leader in healthcare would make decisions to simplify operations and place more emphasis on preventative health and patient awareness, rather than the current profit-focused system. The document argues that healthcare has shifted away from prioritizing patient health and toward exposing patients to diseases and procedures for monetary gain. A driver leader could help refocus healthcare on the original goals of maintaining wellness and avoiding sickness.
The document discusses leadership characteristics for present and future leaders. It defines an authentic leader as someone who is consistent, positive, trustworthy, and acts in accordance with their values. Authentic leaders inspire followers and facilitate transformation by cultivating excitement and anticipated success. The change process theory involves three steps: unfreezing the current state, changing to a new state, and refreezing the new state. Six key characteristics of future leaders are being a lifelong learner, having strong emotional intelligence, advocating for patients, pursuing excellence, dedicating themselves to improvement, and basing practices on research.
1. The document discusses leadership skills that are important for nurse leaders to develop in trainees. It outlines skills like emotional intelligence, integrity, communication, critical thinking, respect, mentorship, and dedication to excellence.
2. Nurse leaders guide trainees in developing these skills through opportunities like attending medical rounds and engaging with patients. They also role model skills and provide feedback to trainees.
3. Developing strong nurse leaders is important as the nursing profession evolves and a new generation of nurses will take on leadership roles in the healthcare system.
The document discusses the "Don'ts and Do's" of leadership according to internationally known leadership expert Catherine Meliniotis. The "Don'ts" include taking a job you aren't suited for, trying to change others, ignoring your instincts, repeating past mistakes, pleasing everyone, and choosing short-term comfort over long-term gains. The "Do's" involve listening, supporting staff, mentoring, navigating office politics, self-care, getting feedback, self-awareness, and emotional intelligence. The document provides advice for effective nursing leadership.
Charge nurses presentation- How to be a great leaderRachel Provau
This document provides an overview of the role and responsibilities of a charge nurse. It begins by defining leadership and the key qualities of a good leader, such as vision, integrity, accountability, and fairness. It then discusses the specific roles and responsibilities of a charge nurse, which include being a unit leader and clinical expert, facilitating communication, managing patient care coordination and staffing, and ensuring quality improvement. The document emphasizes the importance of effective communication, conflict resolution, team building and a focus on patient safety in the charge nurse role.
The challenges of leading healthcare organizations and what makes an excellent healthcare leader given the various stake holders and divergent interests
This is my updated lecture on leadership in Public Health, given to postgraduate students in public health and pharmacy at the University of Hertfordshire.
Objective: Highlight a high-stress institution (USAID) taking responsibility to protect the psychosocial well-being of humanitarian aid workers and the parallels with efforts to promote clinician well-being; and identify potential solutions that are transferable to healthcare.
The document discusses leadership characteristics for present and future leaders. It defines an authentic leader as someone who is consistent, positive, trustworthy, and acts in accordance with their values. Authentic leaders inspire followers and facilitate transformation by cultivating excitement and anticipated success. The change process theory involves three steps: unfreezing the current state, changing to a new state, and refreezing the new state. Six key characteristics of future leaders are being a lifelong learner, having strong emotional intelligence, advocating for patients, pursuing excellence, dedicating themselves to improvement, and basing practices on research.
1. The document discusses leadership skills that are important for nurse leaders to develop in trainees. It outlines skills like emotional intelligence, integrity, communication, critical thinking, respect, mentorship, and dedication to excellence.
2. Nurse leaders guide trainees in developing these skills through opportunities like attending medical rounds and engaging with patients. They also role model skills and provide feedback to trainees.
3. Developing strong nurse leaders is important as the nursing profession evolves and a new generation of nurses will take on leadership roles in the healthcare system.
The document discusses the "Don'ts and Do's" of leadership according to internationally known leadership expert Catherine Meliniotis. The "Don'ts" include taking a job you aren't suited for, trying to change others, ignoring your instincts, repeating past mistakes, pleasing everyone, and choosing short-term comfort over long-term gains. The "Do's" involve listening, supporting staff, mentoring, navigating office politics, self-care, getting feedback, self-awareness, and emotional intelligence. The document provides advice for effective nursing leadership.
Charge nurses presentation- How to be a great leaderRachel Provau
This document provides an overview of the role and responsibilities of a charge nurse. It begins by defining leadership and the key qualities of a good leader, such as vision, integrity, accountability, and fairness. It then discusses the specific roles and responsibilities of a charge nurse, which include being a unit leader and clinical expert, facilitating communication, managing patient care coordination and staffing, and ensuring quality improvement. The document emphasizes the importance of effective communication, conflict resolution, team building and a focus on patient safety in the charge nurse role.
The challenges of leading healthcare organizations and what makes an excellent healthcare leader given the various stake holders and divergent interests
This is my updated lecture on leadership in Public Health, given to postgraduate students in public health and pharmacy at the University of Hertfordshire.
Objective: Highlight a high-stress institution (USAID) taking responsibility to protect the psychosocial well-being of humanitarian aid workers and the parallels with efforts to promote clinician well-being; and identify potential solutions that are transferable to healthcare.
Leadership involves persuading others to work towards common objectives. Good leaders motivate groups to accomplish goals by placing themselves at the front of the group and facilitating progress. Key qualities of effective leaders include intelligence, vision, empathy, communication skills, and accountability. Leaders direct groups through assignments and guidance, supervise work, and coordinate group efforts. Effective nursing leadership requires knowledge of self, technical expertise, teaching abilities, and the ability to build human relations. Key aspects of leadership are listening, encouraging risk-taking, gathering facts before deciding, demanding accountability, respecting others, solving problems, keeping commitments, and involving others.
Most people could probably be described as having a moderate need for affiliation, but some people have an extremely low need and others have an extremely high need.
Murray used the term need to describe a kind of force within a person that organizes a person’s thoughts, feelings, and behavior.
A person with a high need for affiliation is so motivated to build and maintain relationships with other people that many of his or her thoughts, emotions, and actions are directed toward fulfilling this motivation.
Leadership plays a major role in healthcare. Research shows leadership affects people positively by building trust and satisfaction. Effective leadership improves organizational performance by reducing patient complaints. However, some physicians lack leadership skills, resulting in poor decision-making and management. Developing physician leadership through training can improve outcomes by increasing innovation and quality assurance. Ensuring nurses have low workloads and good working conditions through nurse management leadership also reduces nurse turnover.
Running head psychology 1 psychology4evoaryan532920
This document discusses how different factors can influence diversity in the workplace. It examines how nepotism and cronyism in hiring can reduce diversity by favoring friends and relatives. It also looks at how gender, ethnicity, religion, age, and disability can each impact workplace diversity if not properly addressed. Embracing diversity in these areas promotes inclusion and allows an organization to benefit from a variety of skills, knowledge, problem-solving abilities and perspectives.
This document outlines the key responsibilities and characteristics of a successful charge nurse. It discusses the importance of integrity, trust, clinical skills, organizational skills, and resiliency. It also emphasizes the need for charge nurses to foster teamwork, act as a resource, make difficult decisions, maximize staffing, and balance workloads. The document recommends leadership courses focusing on understanding leadership, decision-making, delegation, team building, and managing conflict.
Running head journal response2 journal response2aryan532920
The document discusses the successes and challenges experienced during an internship. Some key successes included creating a professional journal to track career progress, conducting successful interviews that provided learning opportunities, balancing e-commerce and wholesale business lines, and incorporating a new organizational culture. Challenges included feeling nervous during interviews and adapting to a new work culture. Overall, the internship experiences helped develop skills and knowledge that contributed to career growth and portfolio development.
The document discusses various theories and concepts related to nursing leadership. It covers different types of leaders including formal and informal leaders. It also discusses several leadership theories such as McGregor's Theory X and Y, Ouchi's Theory Z, Likert's leadership styles, and Lewin's styles. Additionally, it summarizes motivation theories including Maslow's hierarchy of needs and Herzberg's two-factor theory. The document also defines power and the different bases of power including position, personal, and connection power. Finally, it provides an overview of team building including the different stages.
The term corporate social responsibility (CSR) refers to practices and policies undertaken by corporations that are intended to have a positive influence on the world. The key idea behind CSR is for corporations to pursue other pro-social objectives, in addition to maximizing profits. Examples of common CSR objectives include minimizing environmental externalities, promoting volunteerism among company employees, and donating to charity
Individual decisions are made by a single person based on limited information and are quicker to make in times of crisis or when following clear policy guidelines. Group decisions involve multiple people collecting extensive information and taking more time, but tend to be higher quality due to brainstorming and synergy between group members. Group decisions also positively impact employee morale and satisfaction more than individual decisions by promoting interaction and commitment to the decision.
Workplace counseling provides employees a safe place to discuss issues affecting their work through an employee assistance program. It helps employees address problems in a new way and shows the employer's care for their well-being. Counseling can help identify work-related issues causing poor performance. The history of workplace counseling developed in three phases: initially focusing on human relationships, then on alcohol awareness as a major issue, and now utilizing both internal counseling staff and external providers.
This document summarizes key points from a proposed panel discussion on talking about emotions in the workplace. It discusses three main issues: 1) widespread mental health challenges and their impact on productivity, 2) the high prevalence and negative consequences of loneliness, even among high achievers, and 3) stigma that prevents open discussion of mental health and the role of company culture and leadership in addressing this. The document provides relevant statistics on each issue and concludes with three takeaways from the proposed panel.
This document outlines a presentation on leadership and management. It will define key terms, differentiate between leadership and management, discuss various leadership and management theories and styles, and explore how leadership and management can be integrated in nursing. The presentation objectives are to help students understand theories of leadership and management and how they can be applied to nursing.
Good medical leadership is vital for delivering high-quality healthcare. Leadership in medicine focuses on soft skills like persuasion, motivation, and negotiation rather than technical skills. There are two types of leadership: managers ensure the day-to-day business gets done through routine tasks, while leaders actively work towards goals, take risks, and motivate others with their energy. Crucial elements of healthcare leadership include continuous learning, communicating purpose and vision, building a culture of excellence, and emphasizing leadership development. Leadership requires practicing skills like effective communication, representing the organization, and empowering workers through participatory leadership.
The document discusses leadership in nursing, including definitions, styles, theories, techniques, qualities, and skills. It defines leadership as the process of influencing others towards achieving goals in a given situation. It describes different leadership styles like autocratic, democratic, participative, and laissez-faire. Effective leadership techniques in nursing mentioned are planning, encouraging participation, cooperation, communication, guidance, and dividing labor. Qualities of a good leader include honesty, initiative, technical skills, teaching abilities, and emotional control. Key leadership skills discussed are personal behavior, self-awareness, organization, and communication.
This deals with the application of the concepts, principles, theories and methods of developing nursing leaders and managers in the hospital and community-based settings.
The document discusses different leadership styles in nursing management including:
1. Autocratic style where the manager makes all decisions without input from staff.
2. Bureaucratic style where all tasks are done according to procedures and policies.
3. Democratic style where the leader encourages staff participation in decision making and problem solving.
Oxytocin and Trust - Neuro Human Resource Management (NHRM) - Manu Melwin Joymanumelwin
Neuro human resource management is a new field of human resource management which uses medical technologies such as functional Magnetic Resonance Imaging (fMRI) to study the brain's responses to enhance employee experience. The term Neuro Human Resource Management (NHRM) was coined by noted HR expert Dr. Manu Melwin Joy in April 2017.
This document discusses leadership in nursing. It defines leadership and outlines key qualities and roles of effective leaders such as vision, influence, and developing followers. It also discusses types of power, sources of power, and strategies for developing a powerful image. Finally, it examines different styles of leadership including autocratic, people-oriented, and permissive leadership.
Nursing leadership is important for ensuring quality patient care as health problems and programs increase. Effective leadership requires interpersonal skills, problem-solving abilities, and cooperation among staff. Nurse administrators provide leadership in clinical areas by managing operations, staffing, budgets, and establishing standards to deliver high-quality nursing care. Nurse educators also act as leaders by emphasizing participative leadership, maintaining professional knowledge, motivating students, and playing multidimensional roles as a mentor. Leadership is needed at all levels of nursing to successfully direct groups and achieve organizational goals.
A change agent is defined as someone who acts as a catalyst for change. Change agents must have a clear vision for change and be able to communicate that vision effectively. They must also be patient and persistent in working towards change, asking tough questions to help others think through issues rather than simply telling them what to do. Additionally, change agents must lead by example through their knowledge and actions, building strong relationships based on trust.
This document summarizes an interview with a healthcare administrator. The administrator believes in motivating people to achieve their goals. They think the most difficult challenges are making timely decisions and helping at any time. They wish they could change laws to be more flexible and work fewer hours. The administrator sees themselves influencing policy in 5 years. They advise students to never give up on their goals. Their leadership style focuses on empowering followers through communication and teamwork.
The document summarizes an interview with a healthcare administrator. The administrator believes in motivating people to achieve their goals and tasks. They consider their leadership style to be democratic and contingent on the situation. Some challenges they face include ensuring timely decision making and having the right tools to solve problems. Their goal is to remain in their position for 5 years to gain more experience in the complex healthcare industry.
Leadership involves persuading others to work towards common objectives. Good leaders motivate groups to accomplish goals by placing themselves at the front of the group and facilitating progress. Key qualities of effective leaders include intelligence, vision, empathy, communication skills, and accountability. Leaders direct groups through assignments and guidance, supervise work, and coordinate group efforts. Effective nursing leadership requires knowledge of self, technical expertise, teaching abilities, and the ability to build human relations. Key aspects of leadership are listening, encouraging risk-taking, gathering facts before deciding, demanding accountability, respecting others, solving problems, keeping commitments, and involving others.
Most people could probably be described as having a moderate need for affiliation, but some people have an extremely low need and others have an extremely high need.
Murray used the term need to describe a kind of force within a person that organizes a person’s thoughts, feelings, and behavior.
A person with a high need for affiliation is so motivated to build and maintain relationships with other people that many of his or her thoughts, emotions, and actions are directed toward fulfilling this motivation.
Leadership plays a major role in healthcare. Research shows leadership affects people positively by building trust and satisfaction. Effective leadership improves organizational performance by reducing patient complaints. However, some physicians lack leadership skills, resulting in poor decision-making and management. Developing physician leadership through training can improve outcomes by increasing innovation and quality assurance. Ensuring nurses have low workloads and good working conditions through nurse management leadership also reduces nurse turnover.
Running head psychology 1 psychology4evoaryan532920
This document discusses how different factors can influence diversity in the workplace. It examines how nepotism and cronyism in hiring can reduce diversity by favoring friends and relatives. It also looks at how gender, ethnicity, religion, age, and disability can each impact workplace diversity if not properly addressed. Embracing diversity in these areas promotes inclusion and allows an organization to benefit from a variety of skills, knowledge, problem-solving abilities and perspectives.
This document outlines the key responsibilities and characteristics of a successful charge nurse. It discusses the importance of integrity, trust, clinical skills, organizational skills, and resiliency. It also emphasizes the need for charge nurses to foster teamwork, act as a resource, make difficult decisions, maximize staffing, and balance workloads. The document recommends leadership courses focusing on understanding leadership, decision-making, delegation, team building, and managing conflict.
Running head journal response2 journal response2aryan532920
The document discusses the successes and challenges experienced during an internship. Some key successes included creating a professional journal to track career progress, conducting successful interviews that provided learning opportunities, balancing e-commerce and wholesale business lines, and incorporating a new organizational culture. Challenges included feeling nervous during interviews and adapting to a new work culture. Overall, the internship experiences helped develop skills and knowledge that contributed to career growth and portfolio development.
The document discusses various theories and concepts related to nursing leadership. It covers different types of leaders including formal and informal leaders. It also discusses several leadership theories such as McGregor's Theory X and Y, Ouchi's Theory Z, Likert's leadership styles, and Lewin's styles. Additionally, it summarizes motivation theories including Maslow's hierarchy of needs and Herzberg's two-factor theory. The document also defines power and the different bases of power including position, personal, and connection power. Finally, it provides an overview of team building including the different stages.
The term corporate social responsibility (CSR) refers to practices and policies undertaken by corporations that are intended to have a positive influence on the world. The key idea behind CSR is for corporations to pursue other pro-social objectives, in addition to maximizing profits. Examples of common CSR objectives include minimizing environmental externalities, promoting volunteerism among company employees, and donating to charity
Individual decisions are made by a single person based on limited information and are quicker to make in times of crisis or when following clear policy guidelines. Group decisions involve multiple people collecting extensive information and taking more time, but tend to be higher quality due to brainstorming and synergy between group members. Group decisions also positively impact employee morale and satisfaction more than individual decisions by promoting interaction and commitment to the decision.
Workplace counseling provides employees a safe place to discuss issues affecting their work through an employee assistance program. It helps employees address problems in a new way and shows the employer's care for their well-being. Counseling can help identify work-related issues causing poor performance. The history of workplace counseling developed in three phases: initially focusing on human relationships, then on alcohol awareness as a major issue, and now utilizing both internal counseling staff and external providers.
This document summarizes key points from a proposed panel discussion on talking about emotions in the workplace. It discusses three main issues: 1) widespread mental health challenges and their impact on productivity, 2) the high prevalence and negative consequences of loneliness, even among high achievers, and 3) stigma that prevents open discussion of mental health and the role of company culture and leadership in addressing this. The document provides relevant statistics on each issue and concludes with three takeaways from the proposed panel.
This document outlines a presentation on leadership and management. It will define key terms, differentiate between leadership and management, discuss various leadership and management theories and styles, and explore how leadership and management can be integrated in nursing. The presentation objectives are to help students understand theories of leadership and management and how they can be applied to nursing.
Good medical leadership is vital for delivering high-quality healthcare. Leadership in medicine focuses on soft skills like persuasion, motivation, and negotiation rather than technical skills. There are two types of leadership: managers ensure the day-to-day business gets done through routine tasks, while leaders actively work towards goals, take risks, and motivate others with their energy. Crucial elements of healthcare leadership include continuous learning, communicating purpose and vision, building a culture of excellence, and emphasizing leadership development. Leadership requires practicing skills like effective communication, representing the organization, and empowering workers through participatory leadership.
The document discusses leadership in nursing, including definitions, styles, theories, techniques, qualities, and skills. It defines leadership as the process of influencing others towards achieving goals in a given situation. It describes different leadership styles like autocratic, democratic, participative, and laissez-faire. Effective leadership techniques in nursing mentioned are planning, encouraging participation, cooperation, communication, guidance, and dividing labor. Qualities of a good leader include honesty, initiative, technical skills, teaching abilities, and emotional control. Key leadership skills discussed are personal behavior, self-awareness, organization, and communication.
This deals with the application of the concepts, principles, theories and methods of developing nursing leaders and managers in the hospital and community-based settings.
The document discusses different leadership styles in nursing management including:
1. Autocratic style where the manager makes all decisions without input from staff.
2. Bureaucratic style where all tasks are done according to procedures and policies.
3. Democratic style where the leader encourages staff participation in decision making and problem solving.
Oxytocin and Trust - Neuro Human Resource Management (NHRM) - Manu Melwin Joymanumelwin
Neuro human resource management is a new field of human resource management which uses medical technologies such as functional Magnetic Resonance Imaging (fMRI) to study the brain's responses to enhance employee experience. The term Neuro Human Resource Management (NHRM) was coined by noted HR expert Dr. Manu Melwin Joy in April 2017.
This document discusses leadership in nursing. It defines leadership and outlines key qualities and roles of effective leaders such as vision, influence, and developing followers. It also discusses types of power, sources of power, and strategies for developing a powerful image. Finally, it examines different styles of leadership including autocratic, people-oriented, and permissive leadership.
Nursing leadership is important for ensuring quality patient care as health problems and programs increase. Effective leadership requires interpersonal skills, problem-solving abilities, and cooperation among staff. Nurse administrators provide leadership in clinical areas by managing operations, staffing, budgets, and establishing standards to deliver high-quality nursing care. Nurse educators also act as leaders by emphasizing participative leadership, maintaining professional knowledge, motivating students, and playing multidimensional roles as a mentor. Leadership is needed at all levels of nursing to successfully direct groups and achieve organizational goals.
A change agent is defined as someone who acts as a catalyst for change. Change agents must have a clear vision for change and be able to communicate that vision effectively. They must also be patient and persistent in working towards change, asking tough questions to help others think through issues rather than simply telling them what to do. Additionally, change agents must lead by example through their knowledge and actions, building strong relationships based on trust.
This document summarizes an interview with a healthcare administrator. The administrator believes in motivating people to achieve their goals. They think the most difficult challenges are making timely decisions and helping at any time. They wish they could change laws to be more flexible and work fewer hours. The administrator sees themselves influencing policy in 5 years. They advise students to never give up on their goals. Their leadership style focuses on empowering followers through communication and teamwork.
The document summarizes an interview with a healthcare administrator. The administrator believes in motivating people to achieve their goals and tasks. They consider their leadership style to be democratic and contingent on the situation. Some challenges they face include ensuring timely decision making and having the right tools to solve problems. Their goal is to remain in their position for 5 years to gain more experience in the complex healthcare industry.
The document discusses a meta-analysis of 45 studies comparing the leadership styles of men and women. It found that women tended to use a transformational leadership style more than men, which involves empowering and mentoring employees. This style has been shown to produce better employee performance and organizational effectiveness. Women also rewarded good employee performance more than men, which is the only aspect of transactional leadership linked to positive outcomes. Overall, the study indicates that women may be somewhat better leaders than men for today's world.
The document discusses various challenges of leadership, including managing culturally diverse teams, the need for a global mindset, and dealing with increased complexity in the global business environment. It notes that effective leadership requires skills like cultural learning and adaptation to influence groups from different backgrounds. Leadership is seen as an evolving art form, with leaders drawing on experience to meet new challenges through their skills, behaviors and creative processes.
This document discusses the key differences between leadership and management. While leadership and management often overlap and many leaders also serve as managers, there are important distinctions. Leadership focuses on influencing others through relationships, trust and values to achieve goals, while management focuses on efficiently executing processes and responsibilities. The document analyzes leadership and management from the perspectives of the person, position and process to further illustrate these differences.
This is a basic introduction to leadership from Chapter One from Leadership for Pharmacists. It explains why pharmacists should learn about leadership by using statements from professional organizations and the pharmacy literature. Leadership and management are defined and contrasted. The role of power in leading change is discussed along with a discussion that contrasts how leaders and managers use power differently. The chapter ends by providing a short summary of what is known about leadership.
The document discusses whether leaders are born or made. It argues that leaders are somewhat born with certain innate qualities like intelligence, but that they are always made through learning and developing skills on the job. Key leadership traits that seem present from a young age include the ability to help others achieve results, willingness to make decisions, and being driven to achieve objectives. However, no one is born with all the skills to be an effective leader. Leadership skills are largely learned through experience, feedback, training opportunities, role models, and putting skills into practice on the job. Effective leadership development involves continuous learning, skill building, and seeking out experiences to develop knowledge and visibility.
This document discusses nursing management and leadership. It begins by defining management and administration in general terms and as they apply specifically to nursing services. It then describes the roles and skills of managerial levels in healthcare organizations. The importance of good management for the success of healthcare organizations is explained. Leadership concepts are defined, and characteristics of effective leaders are outlined. Different leadership styles like autocratic, paternalistic, and democratic are described. The roles of various types of nursing managers like charge nurses, clinical team leaders, and LPN managers are also summarized. Major challenges in nursing management are identified.
The document discusses the various professional roles of a nurse, including as a caregiver, patient advocate, counselor, leader, manager, teacher, and coordinator. It describes key aspects of each role. As a caregiver, the nurse provides caring, support, and acceptance for patients. As an advocate, the nurse promotes and protects patient needs and rights. In their role as counselor and leader, nurses help patients make decisions and achieve goals to improve health. Nurses also function as managers by overseeing nursing care, and as coordinators by facilitating communication between healthcare providers.
Question 1.2Leadership is a process of influencing the behavio.docxaudeleypearl
Question 1.2
Leadership is a process of influencing the behavior of either an individual or a group, regardless of the reason, in an effort to achieve goals and in a given situation. Some leadership definitions incorporate an interaction among people and the process of influencing. In addition, Leadership can be taught and learned. Everyone possesses basic leadership skills but may not have specific skills needed to lead a particular group, department or organization. Leadership is a way of thinking about oneself and the role played in certain scenario. The leaders innovate and conquer the context of a situation and cope with change. Leadership is built through a good communication, experiences, positive interactions, challenges and stories that make connections with others. To ensure this happens a leader must ask him or herself a few questions such as, am I being consistent? do I encourage good communication? do I focus on team building with my staff. Asking this questions is essential to ensure that leadership is developing effectively.
Moreover, a leader combines administrative, financial, operational skills and clinical, to solve problems in the care environment so it can result in a cost-effective care in a way that satisfying for every team member. Effectiveness is a key outcome of leadership efforts in health care. It has been suggested that there is a shortage of leader and a crisis of leadership in nursing. Nurses are challenges to respond with leadership and can be best respond by demonstrating vision, innovativeness, adapting to changes, seeking new tools, and dealing with a new health care environment, and leading the way with client-centered strategies (Joseph, 2015; Joseph et al., 2016). Effective leadership are change agents and promote innovation. Innovation is seen as a viable mechanism to address care delivery complexity.
As a new nurse, one of the skills that has helped me throughout my career is being fearless. When the opportunity of becoming a leading charge nurse at Psychiatric mental health unit that was offered to me, it was the experience I was concerned about and not the fit. It was a new territory and a great opportunity for me to develop the necessary skills to grow as a leader. This leadership position was vitally important not only to my professional development but also aid me in the promotion to a next career level.
Question 1.4
Looking more into the matter, we need to address a basic question: What is leadership? People who study leadership have struggles with this question for many decades and have written articles about the nature of leadership. Truth is that despite the many definition or concepts many people are accurately reflection in what is to be a leader.
“Leadership as a trait”
A trait is a distinguishing quality of an individual, which is often inherited. Stating that leadership as a trait means that each particular person brings to the table certain amount of qualitie ...
Establishing Relationships and Influencing Change.docx4934bk
The document discusses leadership skills needed to establish relationships and influence change. It emphasizes developing interpersonal skills through self-awareness, self-management, sensitivity to others, vision, and open communication. As a future nurse practitioner, the author will influence change by maintaining open communication and focusing on relationships to foster positive work environments. They intend to lead by example and bring a transformational leadership approach to inspire coworkers through a shared vision.
The document discusses key leadership characteristics for Public Health Service officers. It outlines that leaders guide resources to achieve objectives and produce change. It also lists traits such as being visionaries, good communicators, risk-takers, and lifelong learners. Effective leaders empower others through inspiration and trust.
Personal Leadership Philosophies Paper Discussion.pdfsdfghj21
This document discusses an assignment to develop a personal leadership philosophy. It includes discussing core values, mission/vision, results of a CliftonStrengths assessment, key behaviors to strengthen, and a development plan. It also includes two prior discussion posts, one on qualities of good leaders and another reflecting on the assessment results. The assessment found the individual's top strengths to be Achiever, Significance, Individualization, Relator, and Deliberative. Areas for improvement included flexibility, friendship, positivity, communication, self-confidence and ambition.
1. Leading is the process by which managers influence others to achieve common goals. It involves communicating with and energizing staff.
2. Managers have both position-based influence from their authority, and non-position based influence from relationships and personal qualities. Their ability to lead is limited in healthcare by professional autonomy.
3. Motivation refers to internal drives that cause behavior. Managers can influence motivation through reinforcement, by rewarding desirable behaviors. Understanding individual needs, job design, and environmental factors is important for effective motivational management.
The document discusses leadership traits and whether leaders are born with them or can develop them over time. It argues that leadership traits like honesty, competence, initiative, inspiration, hard work, intelligence, and the ability to lead people are important. Traits like extraversion from the Big Five personality model can also help a leader adjust to different situations. Overall, the document examines the concept of inherent versus learned leadership traits.
Running head ESFJ PERSONALITY AND LEADERSHIP .docxsusanschei
The document discusses the importance of emotional intelligence (EI) for effective healthcare leadership. It explains that EI allows leaders to understand their own and others' emotions, improving staff productivity and reducing stress. Leaders with high EI can foster a positive culture of patient-centered care by helping staff improve communication and relationship building skills. EI is also useful for recruitment by identifying candidates with strong clinical and interpersonal skills. The EI assessment evaluates self-awareness, self-management, social awareness, and relationship management, which are all important for leadership.
A leader plays an important role through recognition, delegation, and setting the right example. An effective leader ensures their team feels recognized for their accomplishments through regular "recognition meets". They also delegate tasks effectively based on strengths to develop team members and free up time for strategic work. Most importantly, a leader must lead by example by not taking sole credit for wins and walking the talk by embodying the values they promote.
This document highlights the expertise, education, and experience of Modupe (Maria) Sarratt for administrative support and healthcare assistant roles. She has over 5 years of healthcare experience and 10 years of administrative experience. Her skills include medical terminology, patient care, data entry, Microsoft Office, and communication. She has a Bachelor's degree in Psychology and a Master's in Healthcare Administration from University of Maryland University College.
This document provides instructions for initiating intravenous (IV) infusion and initiating a saline lock. It describes how IV therapy can help casualties by replacing fluid losses from hemorrhage, dehydration, or burns. Complications like infiltration and air embolism are risks if not done carefully. The document then provides step-by-step instructions for setting up IV equipment, selecting and preparing the infusion site, inserting the IV catheter, and initiating a saline lock when continuous infusion is not needed. Maintaining sterility and avoiding air in the line are emphasized.
The document provides a summary of skills and experience for a job or partnership. It lists communication skills, attention to detail, assertiveness, innovation, negotiation, decision making, leadership, goal setting, time management, customer service and problem solving. It then lists some perceived weaknesses and how they could be strengths, such as using stubbornness for persistence. It provides examples of work experiences including advocating for patient expectations, finding solutions through shared responsibilities, and ensuring quality service through leadership and satisfying patients. It emphasizes the importance of collaboration and good customer service through negotiated agreements.
False accusation of plagiarism by professor discriminationModupe Sarratt
Unforgettable higher education injustice
I considered the accusation of plagiarism is an unforgettable injustice to any foreign origin as well as the lack of career readiness for job placement as an injustice to the college graduates.
In my experience of false accusation of plagiarism is by discrimination due to my national origin as foreign students to share my experience in English class. In all my endeavors I am proud of myself for working hard to earn an “A” for grade is what I cherished to go forward to do better because I was lucky that the plagiarism accusation is discrimination for demotion or reduction of my grade from A to D to end up with an associate degree in medical assisting with GPA 3.15. As a result of the experience, I took the opportunity to prove myself with pursuing a bachelor degree in psychology to take college writing for researching with GPA 3.25 in Psychology. Then progress to earn my master degree in healthcare administration with GPA 3.75
Although I love Anne Arundel College, however, the experiences of false accusation of plagiarisms feel as discrimination to hamper/hinder my progress for higher education. I do wish that the rule or the policy is being evaluated to be fair so that some student will not feel as if they are the target for plagiarism due to their national origin.
Presentation of intravalley health for patient experience & satisfaction surveysModupe Sarratt
Intravalley Health strives to provide quality care for patients but faces challenges in measuring patient experience and satisfaction. Regulations from CMS, HIPAA, and ACA dictate medical procedures and policies that can negatively impact the patient experience by being too rigid. For example, a patient was denied a prescription refill due to missing a follow-up appointment, though she felt no additional care was needed. To improve care, Intravalley Health must understand how regulations influence patient experiences and make policies more flexible to accommodate patient needs.
The document highlights the expertise, education, and experience of an individual with skills in administrative support, healthcare assistance, technical office operations, and customer service. Their experience includes over 5 years working in healthcare settings and over 10 years in administrative roles. They have a Bachelor's degree in Psychology and a Master's degree in Healthcare Administration. Their competencies include multi-tasking, creativity, communication, attention to detail, computer skills, and leadership abilities. They also have several certifications in medical fields such as medical assisting and coding.
Dr. Y misdiagnosed and overprescribed medication to Patient X, which led to their death from a heart attack. This was a case of medical malpractice and unintentional tort. Patient X's family could sue Dr. Y for negligence, having to prove that Dr. Y deviated from the standard of care by misreading the medication instructions and that this caused Patient X's death. Healthcare ethics principles of autonomy, beneficence and non-maleficence were violated. Providers must respect patient autonomy, act in their best interest, and do no harm. Ongoing training in healthcare ethics is important to avoid such violations and ensure principles of justice, respect and fairness are followed.
HCAD 650 group 2 project oral presentation for the role of a compliance offi...Modupe Sarratt
This document summarizes a group project presentation on healthcare compliance laws that was never actually presented. It introduces four speakers who were each assigned topics on compliance officer duties, the Stark Law and Anti-Kickback Statute, corporate integrity agreements and compensation agreements, and how these laws aim to resolve false claims act issues. The document provides details on the assigned topics for each speaker in slide format.
The candidate summarizes their qualifications for the position in 3 sentences or less, including highlighting their strong communication skills, problem-solving abilities, organizational skills, customer service experience, knowledge of office software like MS Office and Google Workspace, and ability to perform clerical duties accurately and efficiently. They list their educational achievements and certifications in various medical fields. Finally, they emphasize their diverse skillset including skills in accounting, customer service, typing, filing, and communication.
This document provides guidance on performing a head-to-toe assessment, including necessary equipment, safety goals, examination technique, and palpation methods. The key equipment needed are a stethoscope, blood pressure cuff, watch, and pen light. Safety goals include patient identification, communication, standard precautions, and medication alerts. Region-based examination minimizes position changes. A combination stethoscope allows auscultation of high and low pitched sounds. Palpation is best with the back of the hand for temperature, balls of hands for vibration, and finger pads for pulsation.
The document proposes adding a Mohs surgery service line to the Layman Hospital System (LHS) located in South Florida. Skin cancer rates are high in the area due to sun exposure. Mohs surgery is more effective for treating common skin cancers and has better cosmetic outcomes than traditional excision. The service would benefit LHS's aging patient population, help capture referrals currently going outside the system, and generate revenue. Implementation would require hiring a Mohs surgeon, expanding pathology services, and developing new policies and procedures while overcoming potential resistance from competitors and insurers.
The Layman Hospital Systems is proposing to add a Mohs surgery service line to provide better outcomes for skin cancer patients in their region of South Florida, which has a high rate of skin cancer due to sun exposure. Mohs surgery removes skin cancers with better cosmetic results than traditional surgery, but it requires hiring a Mohs surgeon and supporting staff. The service would benefit LHS's growing elderly patient population that is susceptible to skin cancer, by allowing them to access this preferred treatment option while also generating greater revenue for LHS compared to other surgical procedures.
This document outlines a team project to design and implement a Mohs surgery service line at Layman Hospital Systems (LHS). Mohs surgery removes skin cancers while preserving healthy tissue, reducing scarring. Adding this service could generate greater income for LHS and improve outcomes for skin cancer patients. The project will involve analyzing needs and stakeholders, designing the service, addressing implementation challenges, and conducting marketing and resource analyses to make a recommendation. Hiring a Mohs surgeon and providing laboratory support are the major costs, while billing is straightforward as Mohs is usually covered by insurance.
This grant proposal seeks $100,000 from the Community Foundation of Anne Arundel County to establish a community center providing health education and screenings to low-income individuals. The proposed Maria for Virtual Medical & Telehealth Assistant organization would recruit retired healthcare workers to teach first aid/CPR training and human anatomy/physiology courses. These programs aim to empower poor communities in Annapolis and Glen Burnie to prevent diseases and improve individual and community health.
Dr. Y misdiagnosed and overprescribed medication to patient X, which led to their death from a heart attack. This was a case of medical malpractice and unintentional tort. As a healthcare ethics consultant, I would provide training to Dr. Y on the four principles of healthcare ethics: autonomy, beneficence, non-maleficence, and justice. Training should cover informed consent, doing what is best for the patient, avoiding harm, and fairness. The goal is to prevent future ethical violations and protect patient safety.
Modupe Sarratt has over 20 years of experience in administrative support, medical assisting, and information technology roles. She holds a Master's degree in Healthcare Administration, Bachelor's degrees in Psychology and Medical Assisting, and an Associate's degree in Medical Assisting. Sarratt has strong organizational, problem-solving, and communication skills and is proficient in various computer systems. She currently works as an Information Technology Assistant for a nonprofit advocating for telemedicine.
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This slide is very helpful for physiotherapy students and also for other medical and healthcare students.
Here is a summary of Pneumothorax:
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1. Running head: WEEK 5 REFLECTION 1
Week 5 Reflection: The Traits of a Driver Leader for a Turnaround Healthcare
Modupe Sarratt
HCAD 670
Week 5 Essay Paper
University of Maryland University College
March 4, 2018
Author Note
Driver Leadership
2. WEEK 5 REFLECTION 2
Abstract
Business, individuals and healthcare professionals can turnaround a system that is not working
for the benefit of all. When we think about the current healthcare systems, the people are tired of
nothing being done by our leaders to make changes or improve the current health care for the
better. The current administration with president Trump indicated that "healthcare is too
complex" for a solution to do nothing. Here is where I think the creativity of a driven leader is
advantageous; for getting the action that is required for making the decision, to do what is
possible now to make healthcare system a workable system, which improves the health of all
people is a driver leader by example to lead other leaders or the executives to an action for a
leadership driver and to turn things around for a change is a driver leadership for decision
making.
Driver leader command for action by example
Leadership drive droves other to an action
Driver leadership is driven to make the decision for action to change
Keywords: (driver leader, primal leader, and authentic leader, leadership drive, driver
leadership for a turnaround healthcare)
3. WEEK 5 REFLECTION 3
Week 5 Reflection: The Traits of a Driver Leader for a Turnaround Healthcare
The complex of healthcare systems for services requires new direction that enabling the
making of decisions to command all aspects of healthcare and medical care for the appropriate
actions. I learned the importance of action is the ability to make the decision that affects all.
Many leaders in healthcare professions have often wondered what might possibly be the greatest
structure for healthcare systems. The structure for primary care, hospital care, and surgical care.
The trait of a driver leader is the drive to continue with driving to the intended destination.
Driver leader will not stop doing until the task is accomplished as well a driver leader will not
stop going until a destination is reached and sustainable for the occasion. A driver leader is
driven by action to drive others to an action; therefore, a drive leader cannot stop solving
problems without providing the solutions. A driver leader is making a decision for meeting the
end is efficient and effective for an action. However, the driven of others for an action sometimes
is the key to evaluate whether the action of others is effective enough for a problem solved. As
well the driver leader decision for action usually may not be thorough enough to solve the
associated problem because a driver leader usually focuses on the immediate problem for a
solution that may not consider the future impact. Driver leader is driven by an action to solve a
problem at hand for a solution is my professional experience.
Professional experience to relate to healthcare administration is a Lifelong Learning Plan
for a driver leader to lead by example
Healthcare systems are the most complex field of diverse careers for the diversity of the
people for an individuality, an ethnicity, and nationality. Healthcare is where one management
styles do not fit all for leadership style, an online article posted for management styles indicated
“one management style does not fit all is managing a group successful requires different styles
4. WEEK 5 REFLECTION 4
depending on the individuals and the situation involved” can be transfer to healthcare systems for
diverse careers is the “wearer of many hats” for diverse leadership styles (Young, n.d).
The professional experience in healthcare include personal knowledge of self for ability
and the capability to lead (is the authenticity of a leader); to be effective to lead other with
emotional intelligence to influence other for action (is a primal leader), and to be self-efficient to
make decisions to drive self and other for action to change (is a driver leader) for a lifelong of
learning to growth to achieve and with unrelenting understanding to impact other to take action
that will help them to achieve as well is self-notion of a successful business.
The action of a leader to inspire other for action to do, to change unproductive behavior
and to turn things around for good can feel like a rundown or a burnout for doing too much is the
cause of leader fatigued for ineffective leadership.
A driver leader may sound like a new concept but it is not for the characteristic of a driver
leader is driven into action to perform task on personal level as well driven to make decision for
other leaders to take action that slightly different from a primal leader of using emotional
intelligence to influence another for the action to do a task.
A driver leader makes decisions to tackle the problem by generating the action, a driver
leader lead by example to start doing to command his or her follower with "do as I do" for others
to follow his or her lead for a direction to do the task that needs to be done. The action of a driver
leader is similar to a driver of a car with the passengers. The driver of a car is the one with the
instrument and the information about the car for the information and the resources to where the
car is going with the passenger for the driver actions to drive the car with the passenger to their
destination is a driver leader for leadership drive that droves another leader to an action.
5. WEEK 5 REFLECTION 5
For a leader to lead with efficiency to be effectively productive in today's work
environment, it is necessary to know where to find the type of information to reference for
material and the resources needed by others to process information that is informative to
command an action.
A leader with information that generates the action of another leader is driven to make the
decision to command for the executive action is a driver leadership. A driver leadership is the
body language for presenting the message that supported by his or her mannerism to drive
another to take action or demanding others to take a stand with actions. The characteristic of a
driver leadership includes but not limited;
• Having the body language to ascribe and inspire other
• Being an effective speaker for understanding situations and conditions of other
• Provider of an excellent choice for right selection
• Supportive of the opposition for an option as the alternative (if you cannot do this,
then do what you said you can do for an action)
• Presenter of messages for actions (not just talk because his or her message is requesting
others to take a position for an action)
• Never a slumber ( driver leaders never blame others or claim to be the victim
because they are determined to remain in a driver’s seat is their take of responsibility for their
actions since they know that things can and will go wrong and others can choose the alternative
not to take action.
The advantage of driver leadership is they take matters into their own hand for their own
action that will influence other is their diversity to make things happens for others to encourage
6. WEEK 5 REFLECTION 6
that it can be done. A driver leader is an example to others by drive other to emulate their
leadership.
The mannerism of driver leader body language is visible in his or her facial expressions,
posture and gestures that speak to the people and that can be heard by the listeners “I need you
with me now for action to get the task done” is a leader in the driver seat to drive for you cannot
keep your boss waiting.
The distinction between a driver leader and a primal leader is that a driver leader is a
leader with good posture for confidence to get things done while a primal leader is exploring the
emotional intelligence of other to influence for action.
Driver leadership for turnaround healthcare.
Healthcare operations at all level including patient care should be simple for asking
questions to gather information that can be analyzed for an answer as well that can be used to
solve problems and provide the solutions for issues solved. Simple as asking for: What is health?
What is clear for a sickness? And what is the medicine that will a cure sickness?
Health is what we have to maintain from knowledge, the common saying “to prevent an
illness is better than curing a sickness” is the fact that we have the power to avoid sickness is the
healthcare policy for a yearly physical checkup. However, that is not the case in today’s health
care for marketing health insurance and the manufacture of drugs.
The annual physical checkup to measure where we at with our health and to improve our
health for better with early detection of potential illness for treatments are all the mechanism to
avoid having a disease for a sickness. Today seems to be the opposite of healthcare providers’
leadership gearing toward money for the mischief of patients’ exposure to disease causing-agents
and for the unhealthy society of inactivity to rely on or relinquish self-health to doctor visits.
7. WEEK 5 REFLECTION 7
In today’s healthcare system for the greed of money, patients mandate for physical is a
policy of exposure of the patient to radiation and communicable diseases. The result of the
experience is that healthcare is no longer about the health of the patient it more about profit at
patient expense make me wanted to be a teacher for health that helps the patient to know about
the human body in health and in disease to create awareness for how do we get sick from being
healthy.
I cherished several publications, articles, and movies that include titles such as; “What
Your Doctor Won’t Tell You” (Murphree II, 2005) a doctor will not tell a patient “how to
prevent heart disease” or an illness as well will not tell a patient that some medical procedure is
an “exposure to radical” that increase the risk of exposing patient to cancer-causing agents for
untreatable sicknesses. A movie “The Doctor” filmed by William Hurt in 1991 for “a taste of my
own medicine” in a book written by Rosenbaum in 1988 to showed that medical procedures with
treatments create the complex of a disease for untreatable sickness such cancer, in the movie, a
symptom of coughing and gaging compounded with exposures to radiation increase an illness to
a sickness for a cancer patient. The innate intelligent that prevention of an illness is better than
the curing of a sickness is medical procedure is the cause of pathology (disease). The fact is a
disease is a damage that can lead to being deceased or dead for the most disease are not treatable,
but manageable is the managed care organizations (MCOs) or healthcare managed organizations
(HMOs) to manage untreatable sickness with drugs as well to improve the economy with manage
health for medical checkups.
How MCO or HMO to operate is by marketing for drugs that help manage diseases is
MCO or marketing for the economy to improve health is HMO and the purpose is to combine
health with sickness for prevention and cure. However, medicine cannot cure a disease for the
8. WEEK 5 REFLECTION 8
side effects as well the long run of taken medicine is toxicity or death by the drug. What is wrong
with the Managed care organizations (MCOs) and Healthcare managed organizations (HMOs) is
marketing health is the financial economy of the pharmaceutical and the physicians to manage
the disease with drugs.
The current healthcare system is not about the patients' health for the opposite is taking
advantage of patient health with policy or mandate for the yearly checkup to expose patients to
the risk of agents that causes diseases. The trauma of Pap smear for scraping the cervical can
expose a patient to virus and bacteria. The mammogram can expose the patient to x-ray radical
or ultraviolet radiation. The medical procedures are not natural and cannot be controlled by the
patient is left to a patient trust of the healthcare provider to do no harm. For example, a patient
can control his or her outdoor activity for sun exposure, however, a patient cannot control what a
healthcare professional expose them for a procedure.
The Concept of Driver Leader for Turnaround by Casse (2014)
The concept of driver leader for "turnaround” by Casse (2014) features "what leaders
must do to make a difference as a result of his dealings with hundreds of executives from many
different sectors, he concludes that, in order to perform and enjoy in today's fast-changing
business world, leaders must consider three critical requirements as follows:
Firstly, they must have a good grasp of the leadership fundamentals, they must
understand the basic requirements of leadership practice, such as the ability to:
Provide a clear direction to those with whom they collaborate
Mobilize their people by focusing on selected key priorities
Transform ideas into actions
Coordinate appropriate actions to generate tangible results.
9. WEEK 5 REFLECTION 9
Secondly, leaders must understand that different roles within the organization require
different ways of thinking and behaving that illustrate for instance such as:
The leadership requirements at the top of the organization are not the same as those
required in the field.
The leaders at board level will need to take a more strategic perspective and focus more
on the long-term,
And the leaders in the field must necessarily be more short-term focused.
Thirdly, the author research shows that the leadership fundamentals also comprise the
following four key drivers:
The ability to project oneself into the future and anticipate what would be necessary to
improve on what currently exists process
The ability to organize scarce resources so that ideas can be released effectively and
efficiently people
The ability to generate commitment and engagement among others around ideas,
strategies, and action plans action
The ability to transform ideas, strategies, and plans into concrete results.
The point by the author is that, while there will be overlap in some leadership requirements, there
will also be function-specific ones to consider such as understand the basic requirements of
leadership practice as the ability to:
Know self in terms of strengths and weaknesses
Make a diagnosis of the situation in which a leader finds self, in terms of the
requirements for success
10. WEEK 5 REFLECTION 10
As well a leader should know how to understand and measure the impact of his/her own
behaviors in the situation.
Furthermore, the author suggests that the leaders must also appreciate the following three key
dimensions of leadership:
leading oneself - the ability to be an effective role model leading the team –
the ability to help people in a team to achieve together what they would have been unable
to achieve alone leading the organization –
the ability to move the organization forward while making sure continued performance
improvement is beneficial to all those involved, as well as to the wider society
Casse concluded the features of a driver leader is a result of dealings with hundreds of executives
from many different sectors. According to Casse, in today's fast-changing business world, leaders
must consider four critical requirements with the elements of a driver leader in order to prove
effectiveness: (1) leaders must make special efforts in the management of their teams,
organizations and even countries to activate the drive for doing things the right way and at the
right time. (2) Leaders in close collaboration with the executive in charge must prove
complementary. This is not to say that leaders must be able to get everything done at break-neck
speed but, certainly, the ability to make progress in vital areas without delay is a key leadership
success factor of a driver leader. (3) In a turnaround world full of unexpected surprises and
demands, leaders must be able to prioritize and, in so doing, focus on what is important at the
moment in question. Leaders at board level will need to take a more strategic perspective and
focus more on the long term, whereas leaders in the field must necessarily be more short-term
focused. (4) Furthermore, leaders must understand that different roles within the organization
require different ways of thinking and behaving. From Casse conclusion, a driver leader is a
11. WEEK 5 REFLECTION 11
leader who makes the decision by example for the action that other leaders must follow for his or
her own leadership to make a combined decision for the action in which a change must occur.
Despite the strength of driver leader, there is a weakness that a driver leader excludes the
confidence to gravitate toward a leadership position. According to an online article for leadership
psychology describe a driver personality as follows:
Driver leaders are the dynamic and active personality type. They exclude confidence and
naturally gravitate toward leadership positions. They move very quickly to action, but
they are not detail oriented. Driver leaders are great with the big picture, they are
visionaries and they see how we are going to get to where we need to go, but they're not
always great at taking the interim steps needed to get there.
Driver leaders strengths are they are very determined individuals, they are independent
and they are productive, they get a lot of things done, they visionaries and decisive. A
driver leader would rather make a decision rather than no decision. They just want that
decision to be made. Driver leader is known for making decisions. It can be said that if
you want to get to the moon you hire a driver leader, but if you want to get back you hire
an analytical (crestcomleadership.com, 2015), an analytical is a systematic leader for no
change.
To turn around a nonworking system is a driver leader driven by decision for making the change
is the action of a driver leadership. The stagnation of the current healthcare system for no action
requires a driver leadership for an action that makes a change.
12. WEEK 5 REFLECTION 12
A driver leader of a driver leadership
A driver leader of a driver leadership is a leader who is driven to make the decision to set
an example for action that influences others to command others to take the actions that were
expected from them is a leader by example. Driver leadership is a reflection of my personality
and professional experience for what I have learned in the healthcare administration program to
view self as a leader is by setting an example for action to do as I do, to teach others to follow,
and to command and demand actions is how to make a change to happen. According to Heifetz et
al., (2009), the use of the leadership driver is “in the context of active implementation focuses on
leadership approaches related to transforming systems and creating change." Healthcare
operations should be simple for asking questions to gather information that can be analyzed for
the answers as well that can be used to solve the problems and to provide the solutions.
A health problem can be solved simply by as asking the right question to make the right
decision as such with: What is health means? It is about the knowledge of knowing what is
wrong that needs to change from not feeling well to feeling good about getting better. What is
care? It is the ability of a healthcare provider to explain what needs to be done for a treatment.
What is medicine? It is the capability of a doctor to make the decision to prescribe medicine to
cure a sickness. The leadership driver described the leader with many traits needed to make the
change, support staff, and sustain outcomes while a driver leadership is an action that made the
change for a turnaround.
The attributes of driver leader for discovering the reality
The attributes of driver leader for leadership drive of a driver leadership for discovering
the reality involves taken this five steps. According to Geoffrey Bellman (2001) is using our
ability through our “five senses for ‘five steps’” to identify uncomfortable issues that is going on
13. WEEK 5 REFLECTION 13
right now or at the moment for steps to take is step one. Step two is the gathering of information
before taking action to find out more by asking others to study the issues for relevant information
or data. Step three is known for understanding come from familiarizing self with the data and
the information gathered to move for action or to go beyond to indicate we have what we need to
act or all the data necessary to drive others to action for interrelating or reciting the action for the
data or information. Step four is the respect and acceptance of what others are able to do or have
done. Although respecting and accepting others does not necessarily means an agreement, but it
represents the action of others for a leadership driver of honorable intentions, perhaps noble for
skillful or effectiveness to get people together to take action. Step five is the decision to act with
the combined actions of others to make things happens (p.35-37).
5: Decide and
Act to make
things work and
to make things
happpen
3: Know to
Understand
2: Gather
Information 1:Identify issues
4: Respect and
Accept others for
grasping the
situation
14. WEEK 5 REFLECTION 14
References
Bellman, G. M. (2001). Getting things done when you are not in charge. Berrett-Koehler
Publishers.
Casse, P. (2014, February 1). The new drivers of leadership. Retrieved from
https://www.trainingjournal.com/articles/feature/new-drivers-leadership
Crestcomleadership.com (2015, November 24) 4 personality types that all leaders should learn to
recognize "Driver". Leadership Psychology. Retrieved from
crestcomleadership.com/2015/11/24/4-personality-types-that-all-leaders-should-learn-to-
recognize/
Heifetz, R. A., Grashow, A., & Linsky, M. (2009). The practice of adaptive leadership: Tools and
Tactics for changing your organization and the world. Harvard Business Review, 75(1),
124-134.
Murphree II, R. H. (2005). What Your Doctor Won’t Tell You.
Hurt, W. (1991). “The Doctor” Film.
Rosenbaum, E. E. (1988). A taste of my own medicine: When the doctor is the patient. Random
House.
Young, J (n.d). Wearer of many Hats: One Management Style Does Not Fit All. Writing
Assistance, Inc. Retrieved from https://www.writingassist.com/resources/articles/wearer-
of-many-hats-one-management-styles-does-not-fit-all/