A Model of Leadership Development

2002 ◽  
Vol 31 (4) ◽  
pp. 517-522 ◽  
Author(s):  
Jill Goski ◽  
Gail Blackstone ◽  
Jules Laing
Keyword(s):  
Leadership Development ◽  
Training Program ◽  
Leadership Training ◽  
Effective Leadership ◽  
Selection Process ◽  
Real Life ◽  
Diverse Population ◽  
Leadership Academy ◽  
Traditional Training

Ramsey County, Minnesota successfully implemented an innovative and effective leadership training program. The county includes the metropolitan St. Louis area and serves a diverse population. The leadership academy is an ambitious endeavor that includes traditional and non-traditional training and is available to all employees through a rigorous selection process. The outcomes included reports from eight teams on leadership challenge projects where participants were asked to apply what they learned to real-life situations.

scholarly journals Multiprofessional leadership development: reflections from a doctor in training

BMJ Leader ◽  
2020 ◽  
pp. leader-2020-000253
Author(s):  
Yang Chen
Keyword(s):  
Leadership Development ◽  
Staff Development ◽  
Leadership Training ◽  
Leadership Academy ◽  
Diverse Range ◽  
Diverse Workforce ◽  
Protected Time ◽  
Time To Build ◽  
Working Together ◽  
The Impact

BackgroundIn July 2020, the National Health Service (NHS) People Plan was refreshed, giving further impetus to staff development and leadership training. Through a series of interwoven tales, I discuss my own journey of leadership development and offer an analysis of the value of dedicated courses and the importance of providing this to the wider workforce.Story of selfI am a doctor in training and was among the first three cohorts placed onto the new Rosalind Franklin programme, organised by the NHS Leadership Academy. I share my key reflections of the impact of this course on my personal and professional development.Story of usMy cohort contained professionals from a diverse range of backgrounds—their challenges, views and insights contrasted greatly with my own. Having the protected time to build trust, form teams and discuss issues that crossed organisational boundaries provided novel insights that helped all of us.Story of nowAs the COVID-19 pandemic has taken hold, we are in a state of extreme flux. As a result, I have become aware of how important it is to marry expertise with generalist skills and knowledge of the wider healthcare system. Enduring the initial surge of COVID-19 was about staff working together and blending specialism with generalist pragmatism. The ability to harness and sustain this type of working will represent a legacy from COVID-19 that is positive and one which galvanises our greatest asset—the talents and experiences of our diverse workforce—in order to meet future healthcare challenges.

scholarly journals An e-Leadership Training Academy for Practicing Clinicians in Primary Care and Public Health Settings

2020 ◽  
Author(s):  
Erin Sullivan ◽  
Dena Moftah ◽  
PaMalick Mbye ◽  
Taylor Weilnau ◽  
Jonathan N. Tobin
Keyword(s):  
Primary Care ◽  
Leadership Development ◽  
Leadership Training ◽  
Community Health Centers ◽  
Medical Training ◽  
The United States ◽  
Outcome Analysis ◽  
Leadership Academy ◽  
Quality Healthcare ◽  
Medical Education And Training

AbstractProblemThere is a lack of leadership training in health care despite it being an essential competency for providers to deliver accessible, high quality healthcare and navigate a continually changing system. The barriers to adding leadership development to the various stages of medical training are numerous. A specific barrier is the lack of access to resources for this training. This group aimed to tackle this barrier within post-graduate medical education and training through their e- Leadership Academy.ApproachThe e-Leadership Academy was developed as a partnership between the Harvard Medical School Center for Primary Care and Clinical Directors Network, Inc. (CDN). The result of the collaboration was a virtual leadership academy, offered over a 10-month period that covered the fundamental concepts and skills for leading within a clinical practice. The audience for this program were clinicians and staff of community health centers and health departments in the United States.OutcomesFor the results of this article, primary outcome analysis was of participant responses to both formative and summative evaluations that took place throughout and at the end of the course. Results were used to assess course quality, participant satisfaction, participant engagement, and provide data about future offerings that would be useful to the target audience.Next StepsThe group proposes future training programs could measure the changes in the behavior of teams and clinical outcomes utilizing expanded evaluations. Proposed plans for expansion of the e- Leadership Academy include developing additional modules and the potential integration of an in- person component.

scholarly journals Pola Pengembangan Kompetensi Kepemimpinan Bagi Aparatur Pemerintah dalam Menghadapi Tantangan Global (Studi Kasus Pada Penyelenggaraan Diklat Kepemimpinan Tingkat IV Di KESDM)

2018 ◽  
Vol 21 (1) ◽  
Author(s):  
Makmun Abdullah
Keyword(s):  
Leadership Development ◽  
Training Program ◽  
Leadership Training ◽  
Development Program ◽  
Mineral Resources ◽  
Development Programs ◽  
Leadership Development Programs ◽  
Organizational Goals ◽  
Leadership Quality ◽  
Integrated Leadership

Leadership development program is an integrated leadership quality development program towards individuals and organizations to achieve organizational goals.  This is important in response to the urgent need to prepare competent leaders in the face of global challenges and uncertainty conditions. Through appropriate leadership development programs, government/institutions are expected to achieve their goals effectively and efficiently. Currently there has been a paradigm shift in leadership development programs that more targeted to the human side by focusing on individuals rather than on their own management processes. This research is expected to answer questions related to the benefits, effectiveness, and development of Leadership Training program organized by the Ministry of Energy and Mineral Resources at this time. The approach of this research is literature review and qualitative descriptive by distributing questionnaires with respondents of alumni of Diklatpim Level IV at KESDM Year 2017. The results show that the Leadership Training which has been held essentially in accordance with the trend of leadership development that is considered most effective model at this time. The alumni of leadership training program have also benefited from the implementation of the training.

Leadership Development in Counseling Psychology: Voices of Leadership Academy Alumni

2017 ◽  
Vol 45 (7) ◽  
pp. 992-1016 ◽  
Author(s):  
Amber A. Hewitt ◽  
Laurel B. Watson ◽  
Cirleen DeBlaere ◽  
Franco Dispenza ◽  
Cynthia E. Guzmán ◽  
...  
Keyword(s):  
Leadership Development ◽  
Leadership Training ◽  
Counseling Psychology ◽  
Training Programs ◽  
Qualitative Content Analysis ◽  
Leadership Skills ◽  
Social Identities ◽  
Leadership Academy ◽  
Perceived Impact ◽  
Definition Of

In 2012, the Society of Counseling Psychology instituted the Leadership Academy (LA) to develop a pipeline of diverse leaders within the Society and the field of psychology. The present study aimed to: (a) better understand the retrospective perceived impact of the training on LA alumni, and (b) provide data about how LA alumni view their leadership development within the context of counseling psychology values. Fourteen LA alumni responded to a series of open-ended survey questions, and we examined the data through qualitative content analysis. Results yielded seven thematic categories: (a) Influences of the LA on Leadership Development and Leadership Skills, (b) Supports to Leadership Development, (c) Barriers to Leadership Development, (d) Greater Awareness of Diversity and Social Identities, (e) Growth Areas of the LA, (f) Personal Definition of Leadership, and (g) Leadership Attainment. Implications for leadership training programs are discussed.

Transfer of Training After an Organizational Intervention in Swedish Sports Clubs: A Self-Determination Theory Perspective

2016 ◽  
Vol 38 (5) ◽  
pp. 493-504 ◽  
Author(s):  
Andreas Stenling ◽  
Susanne Tafvelin
Keyword(s):  
Leadership Development ◽  
Training Program ◽  
Transfer Of Training ◽  
Development Program ◽  
Training Model ◽  
Training Transfer ◽  
Self Determination Theory ◽  
Self Determination ◽  
Sports Clubs ◽  
The Impact

Leadership development programs are common in sports, but seldom evaluated; hence, we have limited knowledge about what the participants actually learn and the impact these programs have on sports clubs’ daily operations. The purpose of the current study was to integrate a transfer of training model with self-determination theory to understand predictors of learning and training transfer, following a leadership development program among organizational leaders in Swedish sports clubs. Bayesian multilevel path analysis showed that autonomous motivation and an autonomy-supportive implementation of the program positively predicted near transfer (i.e., immediately after the training program) and that perceiving an autonomy-supportive climate in the sports club positively predicted far transfer (i.e., 1 year after the training program). This study extends previous research by integrating a transfer of training model with self-determination theory and identified important motivational factors that predict near and far training transfer.

scholarly journals Rapid Antibody Selection Using Surface Plasmon Resonance for High-Speed and Sensitive Hazelnut Lateral Flow Prototypes

Biosensors ◽  
2018 ◽  
Vol 8 (4) ◽  
pp. 130 ◽  
Author(s):  
Georgina Ross ◽  
Maria Bremer ◽  
Jan Wichers ◽  
Aart van Amerongen ◽  
Michel Nielen
Keyword(s):  
Surface Plasmon Resonance ◽  
Surface Plasmon ◽  
Plasmon Resonance ◽  
High Speed ◽  
Selection Process ◽  
Low Cost ◽  
Real Life ◽  
Cross Reactivity ◽  
Lateral Flow ◽  
Label Free

Lateral Flow Immunoassays (LFIAs) allow for rapid, low-cost, screening of many biomolecules such as food allergens. Despite being classified as rapid tests, many LFIAs take 10–20 min to complete. For a really high-speed LFIA, it is necessary to assess antibody association kinetics. By using a label-free optical technique such as Surface Plasmon Resonance (SPR), it is possible to screen crude monoclonal antibody (mAb) preparations for their association rates against a target. Herein, we describe an SPR-based method for screening and selecting crude anti-hazelnut antibodies based on their relative association rates, cross reactivity and sandwich pairing capabilities, for subsequent application in a rapid ligand binding assay. Thanks to the SPR selection process, only the fast mAb (F-50-6B12) and the slow (S-50-5H9) mAb needed purification for labelling with carbon nanoparticles to exploit high-speed LFIA prototypes. The kinetics observed in SPR were reflected in LFIA, with the test line appearing within 30 s, almost two times faster when F-50-6B12 was used, compared with S-50-5H9. Additionally, the LFIAs have demonstrated their future applicability to real life samples by detecting hazelnut in the sub-ppm range in a cookie matrix. Finally, these LFIAs not only provide a qualitative result when read visually, but also generate semi-quantitative data when exploiting freely downloadable smartphone apps.

Sign in / Sign up

Export Citation Format

Share Document