Master of Science in Leadership RG 5043

Sustained Change According to Brown (2011), organizational change implicates the modification of the organization’s existing structure, system, and culture where the primary focus is accelerating the company’s efficiency and effectiveness, guaranteeing its survival.  Change in an organization is inevitable.  New initiatives, new leadership, technology improvements and need to be ahead of the competition are all factors that drive ongoing changes in the way organizations work.  As one of human resources leader for Florida Hospital Central Florida Division – North Region, I belong to a semi self-managed work team.  We are composed of Directors of HR professionals leading the HR team of FH Waterman, Fish Memorial, Deland, Memorial Medical Center, New Smyrna, Flagler, and my organization, FH HealthCare Partners.  We meet bi-weekly with our Regional VP of HR to brainstorm on best practices for the region, reviewing policies and procedures, employee engagement, etc.  The team is assigne

Core Workplace Values Assessment According to Hoch and Kunreuther (2005), studies revealed that we, as individuals, are very inconsistent in recognizing or determining our choices or determinations.  They further indicated that our inconsistencies do not randomly transpire, but instead, those inconsistencies are susceptible to and are in accord with the climate of our decisions or judgments.  Furthermore, they claimed that the context of our determinations or choices is affected by our preferences powerfully and congruently. Becoming a real leader is growing to be a strong individual/person with a strong foundation of principles, values, and ethics to have the ability to support and nurture others that are weaker than them.  The real leader focuses on becoming excellent at the things that they love to do most in their life to inspire others in doing the same. A real leader inspires and motivates the people that surround them in taking action on their accord without creating an au

Listening             According to Peters (2009), the best strategy that an organization to be successful is for every member of the organization to be committed to strategic listening rather than a commitment to the strategic plan.  Strategic listening is listening intently to understand.  Johnson (n.d.) said that the epicenter of strategic conversations and excellent communication is listening.  When we listen to someone, it allows the speaker to simplify their thoughts and will have the ability to reflect back on their thoughts with more clarity.             Peters (2009) stated that to a certain degree, listening has a degree of importance to our profession, but he is challenging us to reflect on possibility being an 18-second manager.  Most recently on our payroll week, I was overwhelmed with payroll, new employee onboarding, and employee relations issue.  When I am processing payroll, I usually close my door with a note outside “please do not disturb, processing payroll” so

Credibility             According to Whalen (2007), when leaders possess a high-credibility as a communicator, they will have more enjoyment when they experience control over their current state of communicating.  Having the power of a presentation, a leader endowed to a leader’s persuasive power.  As a leader, having credibility empowers our staff to find us a reliable source for decision making and concise information that affects them in our workplace  Having credibility can also be translated into an improved workforce performance under our supervision and fruitful relationship with our clients, vendors, and stakeholders.             Whalen (2007) had given us five pillars of credibility to enhance our credibility in the eyes of our audience.  For the purposes of this study, the following are three of the five credibility pillars according to Whalen: The first credibility pillar is Expertise – You are what you know .  In this pillar, we can demonstrate our expertise as we are

The Danger of a Single Story Springboard stories are stories that are the most straightforward stories to tell since they are stories in that past that are true and without embellishments (Denning, 2011).  Denning further stated that the purpose of calling those type of stories was that the stories spring the listeners into the future with great enthusiasm.  The springboard story’s impact is by catalyzing the listeners’ understanding to envision the story in one context that involved a significant amount of information into a similar setting.  Chimamanda Ngozi Adichie’s storytelling style from her TedTalk speech “The Danger of a Single Story” in 2009 was a springboard story. Adichie (2009) used the four categories of expression that makes her stories clear, concise, and complete statement to express her inner experiences.  The four categories are as follows: Observations.  The statements used in the observation category is strictly focused on what the speaker had read, heard, an