Evaluate Leaders

Evaluation is an assessment of something or making an observation of the outcome whether good or bad. An example of evaluating is after the Year 8 disco, was the year 8 pupil’s filing out an evaluation form on how they thought the event went. There are many different ways to evaluate such as minutes of meeting, questionnaires, post-event papers and circulation list.

It was all over the news when the terrorist attacks happened in Paris. It was devastating to the families and people who live them found it difficult to cope. Many families migrated to the US to settle down with their remaining families that survive the tragedy. It was devastating all around the world and issues still remains unresolved till this day. After the tragedy, the US governors in each state were prepared and some were not prepared to accept refugees to reside in the state in which they are governing. A Republican Gov. Mike Pence, who is the governor of Indiana clearly and loudly declared the refusal of the Syrian refugees and suspended the resettlement of the families in Indiana. Gov. Mike

At the beginning of my Masters I took a class called Leadership Theories and Practices. During this class we had to take over 16 leadership assessments that ranged from assessing our personality type and its impact on goal setting, to assessing my appreciation and value of diversity. Through these assessments I have learned a lot about my leadership style and my strengths and weaknesses. I will first start out with the assessments that I believe I need to improve to become a better leader

Leader self assessment will help to know areas of competency that a leader can use for success and enable them to decide which areas to develop, to minimize impact of weaknesses, understand how your

This chapter dealt more specifically with how to plan and conduct the evaluation. There are certain things to consider before getting started. The basic first question many evaluators pose to themselves or to a team is how do I get started? How do I conduct an evaluation? How do I focus on the right thing? What needs to be evaluated? How do I plan the specifics for the evaluation? All these questions must be answered and discerned before getting started.

The paper would be on the evaluation of my leadership based on the survey and the theories of leadership. In addition, show what are my strengths and weakness. The strengths ranged from different fields in the real world, work place and extra activities not just in my personal life. In addition, how the style of my leadership is and how to improve it. The strengths for example, appear in my hobbies (soccer, volunteer events, fraternity business). On the other hand, weakness fall short in the work place and personal goals for some reason. However, the goal is to not show the weakness at work or at people that try to bring us down, always trying to strive for the best of the company and in your personal life.

In Module 1, I completed the Teacher Leader Self-Assessment (2009). At that time, I felt I fit into the “developing” or “proficient” category in the skills and knowledge areas. With the knowledge and skills gained through this course, I now feel I have moved into the “proficient” or “refining” categories of the skills and knowledge areas. At this time, I am confident I would enjoy and strive in a coaching role, with my confidence and knowledge, to help the adult and student learners in my current (or any) district. I am more comfortable in all of the categories of this self-assessment, which include: Working with Adult Leaders, Collaborative Work, Communication, Knowledge of Content and Pedagogy, and Systems Thinking (2009).

The main factor in assessing leadership effectiveness is improving personal capacity to lead in a changing world regardless of reform. This change may involve improving skills, competencies, and behaviors through purposeful, self-directed, personal learning, and skills to anchor directions for work groups, teams, or organizations. These leadership skills have the capacity to align people, systems, and resources with a common vision; motivate and inspire; and successfully handle change. In order for leaders to expect change, they must understand the change process and how members will react to change. Every member of the organization must be receptive to change to keep the vision

The purpose of a leader is to establish a purpose or goal, create a strategy to accomplish that goal and gain trust of others to believe in your strategy (Candela Open Course, n.d.). Leaders are only as strong or as weak as their strongest and weakest members of the team. Leaders need to examine the team members and find the strong points and the weak points of the members and assist in improving the weakest area and training. The saying of “There is no I in Team”, is correct since not just one person can accomplish the goal, it takes a team working on multiple areas of the task.

Change within healthcare is inevitable. Whether it is a new equipment to make giving medication better or, new policies and procedures introduced to better patient care, It is how the leadership present and implement the change along with their style of management to the unit that will prove how successful or unsuccessful their management was in their unit. The purpose of this paper is to explain why understanding and effectively managing change and innovation are an n essential leadership competency. In addition, I will provide two examples from within my workplace where change was successful and how the management and staff are working on improvements using Lewin’s theory.

From Mahatma Gandhi and Nelson Mandela’s charisma, to Winston Churchill and Martin Luther King’s intelligence and Steve Jobs’ analytical nature, there can be as numerous ways to lead as there are leaders (Crossman, 2010). Leadership is a hot debate both in the business world and other areas of the society. Throughout the world's, there have been as many leadership models as there have been their commentators (Burns & Peltason, 1966). Fortunately, psychologists and businesspersons have established useful frameworks that refer to the main ways of leadership.

In order to address problems and concerns effectively, a good leader needs to have values. One important quality of good leader is veracity. If leader truthful to themselves and other this sets up good working relationship. In order for member to listen to me as leader and look for guidance members first have to build up that truthfulness and trust in me. The most important part for me in order to address the concerns is to pay attention to and acknowledge the behavior of group members, what being said and even what is not being said is as much important. Some issues and concerns may not happened in my supervision, therefor I may not be knowledgeable on what is happening. In case like this I can I withdrawal from the conflict I can choose not to do anything till I can gather more data or information on. Because If I am unaware of what is happening or not sure of something and get myself involved then I can do more harm than good. The disadvantage of this method is that conflict may escalate. Working out a compromise is another method where each member involved gives up a little to obtain a part of what they wanted and avoid conflict.

In this paper, I will discuss how to develop and how to recommend and implement an effective performance evaluation process. To begin, I will define what should be evaluated in a performance evaluation. I will than discuss and compare the relative value of common sets of evaluation criteria. Next, I will explain how it can be advantageous to have supervisors, peers and subordinates all participate in the evaluation process. Also, I will explain how it can also be disadvantageous to have supervisors; peers and subordinates to all participate in the evaluation process. Then I will compare and contrast common performance evaluation methods. I will also give examples of errors and biases that commonly

An evaluation system is when a manager and employee meet and review the employee’s performance within the job; it also looks at employee’s performance intention and company’s priorities. For many employees this process might be terrifying, because this is when employee receives the feedback that may make employee feel like they are being put in front of a judicial group. In addition, evaluation system looks at the employee’s goals and objectives that were being achieved, looks that needs to be

The provided evaluation form contains the title of the form, the company’s name, the employee’s name, the employee’s position, the employee’s department, and the date that the appraisal was written. It also includes six different areas of competency on which both the supervisor and employee may assign numerical ratings based on a given four-point scale and contribute comments. In addition, there is an area, labeled the “overall success rating”, where both the supervisor and the employee may assign a numerical rating based on a given four-point scale and contribute comments. There are four questions on the performance evaluation form that ask if the employee had a work plan, if the employee demonstrated progress on the work plan, if the employee had a developmental plan, and if the employee demonstrated progress on the developmental plan. Finally, there is an area where the supervisor and employee may provide additional comments, signature, and date.