Emerging Leadership Goals

A State Representative, Randy Richards, organized a press conference coveting to sway a proposal for a bill to a avert state agencies and other health care providers from offering prenatal care to undocumented immigrants and billing the cost to Medicaid (Sharp, 2011, p. 72). In the press conference, he accuses undocumented immigrants from coming to the United States to take advantage of the Medicaid system by taking services away from the American Citizens who pay into the system with their taxes. When the floor was opened to the press to ask question or to elaborate on the proposal for the bill his answer were very vague or he eluded the question by saying, “…That is not the point…” (Sharp, 2011, p. 72). The Executive Director of the Health Care Authority, Mike Foley, decides to hold a press conference later that day to clear the air with factual information and providing laws stating, health care cannot be denied to anyone in search of preventative or medical attention. He articulates prenatal care for illegal women cost less than a $1000.00 and when the child is born, they become a natural American Citizen and how they deny service to an American. If these preventative services were denied during the pregnancy and the child is born with a serious medical condition it will cost the state over $130,000.00 (Sharp, 2011, p. 73) to treat the child for the rest of their life. Randy Richards, the representative, became infuriated and took great offense that Mike Foley, the

“Leadership next” is an excellent book which has summarized most of the common challenges that we face in today’s ministry. I enjoy this book very much when I was reading it. Though there are many information and data in the book, yet I can relate very well to most of the issues that he has discussed, and I wish that my church elders and intern have the opportunity to read this book as well. One of the challenges we face in our church is the generation and culture diversity. I find it encouraging as Gibbs also sees that the coexistence of the multiple generations as a blessing not a curse.

Three strategies that the leader can do when a child becomes angry or very unhappy during learning experiences is one to problem solve whenever possible. Give children information that may help them with their feelings. The second strategy is acknowledge children’s emotions with a simple nonevaluative statement, like for example in the book Lullen cries because she didn’t get her favorite ribbon and the teacher can say “ You really wanted the pink ribbon”. The third strategy a leader could use is to ensure that materials are available so that even the last child has at least two or three items from which to select.

The first key insight from The Leadership Challenge reading is that a leader can never get anything extraordinary accomplished by their self. “Leadership is a relationship between those who aspire to lead and those who choose to follow. It is the quality of this relationship that matters most when engaged in getting extraordinary things done,” (Kouzes & Posner, 2012, pg.30). We have all been part of a team in which too many Indians suddenly decided they want to be chief. A good balance of chiefs and Indians ensure that the work of the group is accomplished.

Developing a culture that values the principles of PCC will require a shift of power in practitioner and patient relations to a relationship that is more inclusive and equitable, where narrative and partnership have a stronger focus (Hughes et al, 2008). Moving from biomedical to biopsychosocial models of care will require significant changes in practitioner practice, beliefs and cultures (Bolster and Manias 2010). To facilitate this, explicit and consistent leadership, which actively responds to concerns and makes the case for change will be pivotal (Health Foundation, 2014b; Moore et al, 2016).

The final recommendation in addressing the third weakness, which is the lack of confidence and courage to speak up against wrong counsel or decisions made by senior management, is to learn the art of conflict management. It has taking me years to fully grasp my role as a Human Resources professional and to take pride in my knowledge and skills. That however does not change the fact that at times I don’t feel empowered to stand up or speak up when senior management is asking me to do something that I know is wrong or the timing is wrong. I was hired to create and build a strong function HR department, to keep up with current federal, state, and local laws, to protect the company from legal issues and possible litigation. Understanding what is

As move through my career and move towards more strategic roles I will be required to consistently influence key stakeholders, who are not within my direct reporting line to achieve results. This is a capability where, if I can master, will directly impact the success of team and businesses I lead in the future.

Contemporary thinking offers a variety of obstacles to the success of the Christian Church. Jesus said that the gates of hell would not prevail against the church (Matt. 16:18), and to date, they have not. However, current ministries face stiff opposition and the leadership of these ministries needs practical answers in order to move the gospel forward (McMullin, 2013). Societies around the world continue to grow more secular, casting the impression that the church is irrelevant (McMullin, 2013). With this threat, leaders may consider solutions based on contemporary culture, rather than biblical truth. Resisting this temptation is essential. Christian leaders must insure

It is my belief that that the five fundamental practices of the Leadership challenge will enable me to accomplish extraordinary endeavors. The five practices: model the way, inspire a shared vision, challenge the process, enable others to act, and encouraging the heart, spoke to me on a foundational level. The leadership challenges that Kouzes & Posner (2012) propose, are closely reflective of my personal belief system and philosophy of leadership. According to Northouse (2016) “Transformational leaders set out to empower followers and nurture them in change. They attempt to raise the consciousness in individuals and to get them to transcend their own self-interests for the sake of others” (p. 175).

The last challenge is that there is high employee turnover rate due to poor management in resource allocation which creates an unfavourable work environment. In this situation, the leader can use transformational leadership to change organizational structure. Leaders can perform as role model for followers to trust and respect them through their action. Leaders can also offer support to their followers and reward them for their better performance. In this way, the leaders can overcome the challenges.

A leadership challenge identified in the story was communication challenges between team members. Nurse leaders may be frightened to stop practice which is not effective and may not know a way to drive forward that which is effective. As nurses who have worked in care for very long are often reluctant to change what they have always done (Andrews,2017).

After reading pages 23 through 42 the organizational leadership strategies and practices that have become clearer to me, is having the ability to implement and maintain organizational leadership internally and externally by focusing on sustainability learning, which continues spreading positive outcomes regardless of leadership changes over time. Also, practices in which student learning directly engages our students regularly within the classrooms will continue improving and expanding education throughout our schools. In other words, educators need to focus on centralizing knowledge. As leaders, we should focus merely on sustainability and not how to improve student test scores. I agree with the sustainable strategy where we focus on learning,

The discussion about leadership and being a leader began echoing in my life in high school. This echoing came from many source at that time and even today. Through parents, teachers and other “authorities on leadership” always talking about how one is to be a leader and being a follower has a negative connotation. Typically when talking about a negative leader through social outlets, a character flaw had recently made the headlines, and everyone had their opinion.

I’ve been working at Rosati’s in Pewaukee for over two years now, we’ve gone through management and ownership changes and have generally had a lot of new and old employees leave. While being under different ownership since about December of 2017, I have seen the culture and atmosphere shift first hand. When I first started working at Rosati’s in 2015 I was referred by my best friend and had a friend that previously worked there. I had gotten the job without even having an interview beforehand, I was hired via phone call and looking back now it wasn’t very professional. The owner of the restaurant lived in California and his son ran the joint, so let’s say person A and person B were my managers, and they were generally pretty welcoming. I

Last week, I had an opportunity to be a part of ISA Leadership Retreat 2015 hosted by the International Student Association. It was an amazing experience because I had a chance to get involved in a group of people from vast number of countries . One of the sections that inspired me the most is “ The power of integrity and Vulnerability in leadership –Amber Cordell”. In this section, each of us will choose a favorite quote from quotes given . We also have a chance to be on stage to tell what quote we chose and why we chose this quote. The quote that I chose was “You can choose courage or you can choose comfort but you cannot have both-Brene Brown”