Evaluation Of Instructional Leadership Styles

Serving is the main topic in my fifth leadership journal entry. I will also include my reflection of the things I learned from both academic and practicum experience with the nurse leader I follow for weeks nine and ten, as well as, how my co-workers or those I serve consider me responsible for some aspect of their success. I will also incorporate a situation where I was able to assist another nurse with achieving her professional goal. A reflection about the video of Issue of Servant and the two things I learned from it will also be included in this paper.

While several leadership courses exist within the Navy and are open to all Officers they are designed to be taken during permanent change of station (PCS) in preparation for the Sailors upcoming position and must be written into the Sailor’s orders. However, Nurse Corps Officers, typically, are not given the opportunity to attend

Charge nurses are usually not in a defined permanent charge nurse role as delineated by a job description, but rather rotate through if assigned for their shift (Krugman & Smith, 2003). Additionally, many charge nurses enter their role through default (because they are the most experienced or tenured on their shift) and without formal training (Sherman, 2005). Research conducted by Sherman (2004) indicates that it is becoming more difficult to convince nurses to step up to the plate to assume leadership responsibilities even

1. What are some of the reasons that staff may be resistant to or even fearful of evaluation?

Provided strong leadership over NA staff in the delivery of excellent nursing and personal care in the unit

What a great start to know the role and responsibilities of a Chief Nurse Officer (CNO), when you get a chance to interview someone, who actually does the job. I was fortunate to seize an interview with Derek L. Curtis, DNP, MA, BSN, RN, the current CNO of Lyndon Baines Johnson (LBJH) Hospital, on October 31, 2016. Curtis has 23-years of professional nursing experience with various leadership positions. He graduated Bachelor of Science in Nursing in 1993 from the Medical College of Georgia, earned a master degree in 2001 from Webster University, and this year, from American Sentinel University with a Doctor of Nursing Practice in Executive Leadership. His nursing career started in the United States Army in 1993 in various capacities such

The leadership includes the nursing director, nurse manager, nurse supervisors and charge nurse. The nurse director and nurse manage provide guidance to the nursing staff and coordinates the health services provided to the patients. The nurse supervisors manages and supervises the registered nurses enforces the unit’s policies and codes. The charge nurse acts as the unit’s resource nurse and liaison between the nurses and other interdisciplinary staff. The nursing leader overall set goals for the nursing staff and assist in meeting unit goals. The nursing leaders meet with the nursing staff monthly to address issues and update the staff on the unit’s progress.

What are the responsibilities of this individual/role? As a DON I’m responsible for quality of care the organization deliver to our patients. Also I’m responsible for creating health work environment and to empower my staff. Another responsibility is budgeting in nursing department, also I

In the book there are assessment tools that will help you in analyzing your own leadership style. Thee is also a practical chart showing the four learning stages (novice, apprentice, journeyman, and master/teacher) and obstacles to success in each. There's specific help; rather than just telling readers to get into an accountability group, the authors offer a specific model of what this would

My responsibility as a Navy Nurse Corps leader is profound in consideration of the evolving health care landscape, dynamic operational environment, and fluid demands of the military mission. The significance and magnitude of our roles as lead¬ers within Navy Medicine are depen-dent on our adaptability, agility, and commitment to life-long learning.

needs are met. They have the responsibility of using their medical expertise and positions in the

The General Learner Outcome indicators describe the overarching goals for students to become lifelong learners. Educators can use the same indicators to become effective instructional leaders and lead learners to help the school improve student learning. As an Instructional Leadership Team (ILT) lead, the two GLOs most influenced my efforts are being a Community Contributor and an Effective Communicator.

All nursing leadership should aspire to make the nurses feel appreciated by lowering their own stature and reflecting on themselves whether they are really efficient in their roles as leaders. Abrashoff critically analyzed his leadership abilities before taking over at the helm of the USS Benfold, before reflecting on how to change the members of his crew. He knew his weaknesses and appreciated them through fact checking and believing that the challenges can only be squared through collaboration and empowerment. He made all the members of the crew to be important stakeholder by constantly challenging them to find better ways of getting results. He did not like redundancy of the tasks and only wanted the best through collaboration (Abrashoff, 2007). Similarly, leadership in the nursing profession needs to ensure that they critically assess themselves and also facilitate the members of the professional body to help them instill changes. Leadership has to appreciate the roles played by the nurses as key stakeholders. Rules and the policies should be meant to streamline the functions rather than punish the members or limit their instinctive decisions.

There is a large volume of literature on the importance of effective leadership skills among tutors in order to promote student learning through quality instruction. As mentioned in the previous chapter, the realization of quality instruction is significant for many reasons. As such, this chapter reinforces the research question through a critical analysis of the existing literature with the aim of coming up with a different line of thought concerning leadership. The study could offer a new dimension of leadership perception that is appropriate in fostering student learning in the modern and changing school setting. Although such characteristics are common across various sectors, the findings of this research focus specifically on

Additionally redesigning the evaluation form will help develop personnel by establishing clearly defined individual goals and company goals that align with the organizational goals. Feedback is necessary for this process to work. Employees should not be surprised when they receive their annual performance evaluation because they have clearly identified goals that they must meet and have received at least semi-annual feedback on the progress towards these goals. When everyone is supposedly doing a fantastic job it makes it challenging to determine who the true standouts are for promotions and recognition.