NUR 670 GC Week 5 Assignment Leadership Journal: Authority

 

Details:

Journaling provides a valuable tool for recording, reflecting on, and reviewing your learning. This approach provides an opportunity for you to “connect the dots” and observe the relationships between and among activities, interactions, and outcomes.

Unlike a personal journal of thoughts and feelings, this Leadership Journal is a record of your activities, assessments, and learning related to this academic experience.

Journal entries should include a record of the number of hours spent with your nurse leader each week.

Write a journal entry of 750-1,500 words on the subject of authority, including the following:

1. Provide observations and thoughts on the activities in Weeks 3-4.
2. Explain your place of influence in your professional life.
3. Describe any opportunities you have had to help people be successful.
4. Identify actions you have taken to serve people and your relationship to those individuals.
5. Reflect on at least two things you learned from the “Issue of Authority” video.

APA format is not required, but solid academic writing is expected.

You are required to submit this assignment to Turnitin. Please refer to the directions in the Student Success Center.

 

 

NUR 670 GC Week 6 Discussion Latest

Resentment tears people and organizations apart. A servant leader focuses on leading and not dictating. Explain how you could transform feelings of resentment into a force for leading.

NUR 670 GC Week 7 Discussion Latest

How do servant leaders, as compared with leaders using the transformational model of leadership, manage organization dynamics and lead change to ensure that the continued success of the stakeholders will be served? Is servant leadership or transformational leadership the best approach to these tasks? Why?

 

NUR 670 GC Week 7 Leadership Journal: Purpose

Details:

Journaling provides a valuable tool for recording, reflecting on, and reviewing your learning. This approach provides an opportunity for you to “connect the dots” and observe the relationships between and among activities, interactions, and outcomes.

Unlike a personal journal of thoughts and feelings, this Leadership Journal is a record of your activities, assessments, and learning related to this academic experience.

Journal entries should include a record of the number of hours spent with your nurse leader each week.

Write a journal entry of 750-1,500 words on the subject of purpose, including the following:

1. Provide observations and thoughts on the activities in Weeks 5-6.
2. Describe how your nurse leader’s leadership style affects the people the nurse leads. Do staff members express feelings of support and helpfulness? Are there examples of leading rather than dictating? Did the leader say or do things designed to “build up” staff or were there missed opportunities?
3. Reflect on at least two things you learned from the “Issue of Rule” video

APA format is not required, but solid academic writing is expected.

You are required to submit this assignment to Turnitin. Please refer to the directions in the Student Success Center.

 

MORE INFO 

How do servant leaders manage organization dynamics and lead change

Introduction

Servant leaders are a growing trend in the business world. They are people who have a strong sense of ethics, humility, and compassion for others. These qualities allow them to lead with compassion and care while still achieving their goals. A servant leader is one who serves others by working together with them toward a common goal.

Servant Leadership in Practice

Servant leadership is a way of understanding the practice of leading that seeks to create a positive impact on others. It’s about being humble, self-aware, adaptable and engaging stakeholders in the leadership process. Servant leaders provide a clear vision of what they seek to accomplish through their actions every day.

• Servant leaders adapt to changing dynamics and circumstances

Servant leaders are flexible, adaptable and willing to change.

Servant leaders understand that organizational dynamics and context can be fluid, and that leadership is about adapting to these new conditions. They are open-minded enough to learn from their mistakes and failures as well as those of others around them. They also recognize that people want different things from their jobs at different times–and this is something you should never take for granted!

Servant leaders know there’s no such thing as a perfect organization; there’s only the best one possible given what we know today (and tomorrow). So while some might argue that one size fits all approaches work better than individualized ones, I believe they’re both valid perspectives depending on who you ask!

• Servant leaders are humble

Servant leaders are humble. They don’t see themselves as a king, or as the center of attention. Servant leaders are not arrogant; they know that they are just one person in a team and not the entire organization. Servant leaders do not selfishly take credit for good ideas that come from others in their organization; instead, they recognize that their role is to serve others so that they can do their best work at the highest level possible within the context of your particular team’s mission and vision.

Servant leadership doesn’t mean being self-centered; it means putting yourself second so other people can flourish!

• Servant leaders engage their stakeholders in the leadership process

• Engage stakeholders in the leadership process. A servant leader engages stakeholders in their decision making and gives them a voice.

• Make sure stakeholders’ needs are met. Servant leaders make sure that the needs of all of their stakeholders are being met, including those who may not have been directly involved or asked for input on how things should be done differently from what was already in place before you arrived at work today (your predecessor).

• Servant leaders provide a clear vision of what they seek to accomplish

Servant leaders have a clear vision of where they want to go and how they will get there. They know what they are looking for, why it matters and how it’s going to work. The servant leader understands that leadership is not just about making decisions but also about creating the conditions in which people can make their own decisions.

A servant leader knows that leadership isn’t just about being the boss; rather, it’s about setting an example by demonstrating behaviors that allow others (including yourself) to flourish under your leadership.

• Servant leaders are self-aware and rely on others to help them lead

Servant leaders are self-aware and rely on others to help them lead. They know their strengths and weaknesses and can use these to guide them in the right direction. Servant leaders recognize that they have a lot of room for improvement as well, which makes it easier for them to ask for help when necessary.

Servant leaders also work with others in order to solve problems efficiently, rather than trying to solve everything themselves. This helps build trust among team members because everyone knows who’s responsible for what tasks at any given time, which means there’s less confusion about who should do what next!

Information about Servant Leaders

Servant leaders are humble. They engage their stakeholders in the leadership process and provide a clear vision of what they seek to accomplish. Servant leaders are self-aware and rely on others to help them lead.

Servant leaders know that it takes time for people to understand the importance of servant leadership, so they take action by creating an environment where everyone feels comfortable sharing thoughts and ideas about change. This can include conducting surveys or focus groups with employees or customers, creating social media campaigns around topics such as employee retention rates or customer satisfaction scores (for example), inviting key influencers from other companies who have similar goals as yours into your organization (such as managers) so that you can learn from their experiences without having direct contact with them; even just going out for coffee once per week where you discuss strategies for improving performance would send signals about how much effort is being put into developing these relationships.”

Conclusion

Servant leadership is a way of thinking that empowers leaders to effectively manage their organizations, build cultures of service and create positive change. Servant leaders understand that they need support from others in order to achieve their goals. They also see their role as one of servant leadership–serving others by helping them grow personally and professionally while achieving results for the organization as a whole.”