1. National Policy Issue Paper DUE Saturday November 19 th , 2022 .docx

1. National Policy Issue Paper: DUE Saturday November 19 th
, 2022 by 11:59PM
Include rubric when submitting the National Policy Issue paper
Topic: Nursing interventions to prevent opioid crisis.
Choose a national health policy issue and submit it for approval
by Friday
October 21 wt 2022 by 11:59PM. Students will be
assigned to groups and each group should choose a different
topic. That means first come first served on topics. You will be
notified if your topic is approved or not approved. Each group
will research the chosen topic/issue and write an
8-10-page academic paper (exclusive of the title page
and references), using proper APA format-
References must be no older than 2018.
Criteria for the evaluation of the national policy paper are: (See
Grading Rubric)
1. Introduction of the topic/issue, background information/data,
importance of topic, (5 points)
2. Exploration and analysis of facts related to your topic.
Current state of the policy and your plan(s) to make changes to
the policy (15 points)
3. Relevance of your topic to the nursing profession and what
you will do as an advanced practice nurse to advocate for this
topic (5 points)
4. Use of evidenced based research literature (5 points)
5. Conclusions and follow up needed (2 points)
6. Adherence to APA format, grammar, spelling, structure (3
point)
Total: 35 Points

Personal Leadership Training plan : Attributes
Columbia Southern University
Dr. Mark Friske
Current Issues in Leadership
LDR 6302-22.01.00
10/14/2022
Introduction
Personal leadership style
personal leadership style attributes
Characteristics of a democratic leader
Charismatic leadership style
Charismatic leader
Transformational leadership style
Transformational leader
Charismatic vs. transformational
Impacts of transformational leadership
Reflection

Personal leadership style
Democratic leadership style
Embraces diversity and open dialogue as core values.
The leader's role is to provide direction and exercise authority.
Commands respect and admiration from those who follow you.
Moral principles and personal beliefs underpin all choices.
Seek out a wide range of perspectives (Cherry, 2020).
Behaviorist theory is the one that fits my style of leadership the
best.
Being the change you wish to see in the world is crucial, in my
opinion. According to Johann Wolfgang von Goethe, "Behavior
is the mirror in which everyone exhibits their picture." My main
priorities are the well-being of the team members and
developing effective solutions via cooperative effort.
personal leadership style attributes
Active participant
Each person is given a fair chance to speak their mind, and
there is no pressure to conform to any one viewpoint.
Values other standpoints
I find it fascinating to hear the perspectives of others. To me,
it's crucial that everyone in the team pitches in to find the most
effective answer. To me, it's important to give everyone a voice
on the team since they all have something unique to offer.

Characteristics of democratic leader
Attribute:
Talk About It
Subcontract Work
Get Other People's Opinions
Friendly
Approachable
Trustworthy
Participative
Motivate Originality
Regard for Others
Build Confidence
Life example
Working as a Management Analyst in the realm of government
spending, I am frequently required to communicate with the
Program Management Team of a third party firm. No collimated
staff members prevent me from personally performing some of
the work necessary to maintain an accurate external
organization ledger. As a result, I need to be approachable,
polite, and nice to my coworkers so that they would feel
comfortable confiding in me and trusting me with their ideas.
By consistently soliciting feedback from staff and management,
I want to foster a culture of collaboration. This fosters
innovation on the team and opens minds to new points of view.
Charismatic leadership style
They have excellent communication skills.
Passionate in furthering Their Cause.

Professionals have a lot of experience in their field.
Act with a level head (Siangchokyoo, et al. 2020).
Leadership traits and behavior are under scrutiny.
Win Over Huge Crowds.
Possible drawbacks
Frustratingly Diminished Clarity
Not Enough People to Make It Happen
Charismatic leader
Charismatic leader example:
president Barack Obama
Charismatic leadership qualities:
Confident
Motivational
Visionary
Courageous and,
Inspirational
Why I chose the leader
Barack Obama is an outstanding leader, which is why I voted
for him. His optimistic resolve to effect change in the United
States motivated me to take action locally.
Transformational leadership style
aids in the development of one's devotees.
Acquire the wisdom and experience to become effective leaders.

Hope for the future.
Motivates and encourages others around them.
Mental Exercises.
Special Care Given to Each Person.
Dedication that inspires.
Influence of an Ideal
Possible drawbacks
A Risk of Power Misuse
Uniformity Failure
Transformational leader
Transformational leader example:
Steve jobs
Transformational leadership qualities:
Corporate Awareness
Proactive
Personal Honesty
Inspirational
Confident
Why I chose leader:
That's why I went for Steve Jobs: I think he really shook up the
industry with some really groundbreaking technological
advances that have now become standard fare throughout the
world. He rehabilitated Apple's reputation and helped it become
globally recognized. Spending much of his time cultivating
brand loyalty and a sense of community was a top priority for
him.

Charismatic vs. transformational
Charismatic
The abuse of power is motivated by self-interest.
Personality and charisma of the leader are much valued.
Indefatigable and willing to take chances to realize their goals.
Transformational
changes in accordance with its devotees.
Be exemplary citizens.
acts as a role model for others.
Impacts of transformational leadership
A transformational leader is not detrimental for the society or
organization because;
Promotes motivation- A key aspect of transformational
leadership is an emphasis on increasing the morale of workers,
which in turn may boost output and propel teams to new heights
of success. Leaders may inspire their teams either by appealing
to their intrinsic motivations or by giving external incentives
like bonuses and recognition (Al-Husseini, et al. 2018).
Maintains workplace integrity-Transformational leaders focus
people on present duties while working in the company's best
interest. Transformational leaders must be clear, unique, and
honest and ethical.
Encourages professional growth- Transformational leadership
inspires professional growth and project and company goals. It
motivates workers to learn new skills, try new things, and

improve their careers.
Reflection
As a result of this task, I was able to learn more about different
models of leadership. It gave me a chance to think about the
qualities of leaders I like and how my own leadership style
compares to theirs. Through this task, I was able to compare and
contrast the characteristics of charismatic and transformative
leaders. Understanding the importance of the leader's capacity
to inspire and influence subordinates has been greatly enhanced
by this task. The way their subordinates perceive them is the
fundamental dividing line between charismatic and
transformative leadership.
References
Cherry, K. (2020). The democratic style of
leadership. Retrieved April, 8, 2020.
Barack Obama | The White House. The White House. (2022).
Retrieved 13 October 2022, from
https://www.whitehouse.gov/about-the-white-
house/presidents/barack-obama/.
Siangchokyoo, N., Klinger, R. L., & Campion, E. D. (2020).
Follower transformation as the linchpin of transformational
leadership theory: A systematic review and future research
agenda. The Leadership Quarterly, 31(1), 101341.

Before you continue to Google Search. Google.com. (2022).
Retrieved 13 October 2022, from
https://www.google.com/search?gs_ssp=eJzj4tDP1TcwqzQuMm
D04iouSS1LVcjKTyoGAEhbBtw&q=steve+jobs&rlz=1C1CHBF
_enKE1024KE1024&oq=steve+&aqs=chrome.2.69i57j46i433i51
2l5j0i131i433i512j46i512j0i512j0i271.4254j0j15&sourceid=chr
ome&ie=UTF-8#imgrc=3DKmbPbIk7geLM.
Hu, J., & Dutta, T. (2022). What’s charisma got to do with it?
Three faces of charismatic leadership and corporate social
responsibility engagement. Frontiers in Psychology, 13, 829584.
Al-Husseini, S., & Elbeltagi, I. (2018). Evaluating the effect of
transformational leadership on knowledge sharing using
structural equation modelling: the case of Iraqi higher
education. International Journal of Leadership in
Education, 21(4), 506-517.
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PERSONAL LEADERSHIP TRAINING PLAN: SKILLS
Robert Benders
Dr. Mark Friske
LDR 6302-22.01.00
11/03/2022

This the topic slide, that represents the topic for this discussion.
1
Introduction
The Hersey-Blanchard Theory of Situational Leadership (SLM)
Applying a Situational Leadership Framework
Decision Modeling in a Normative Framework with Vroom and
Yetton
The Normative Decision Model in Action
Comparing the Normative Decision Model with the Simplified
Decision Model
Skill Requirements for Implementing These Models
My skills
Conclusion
References
The Hersey-Blanchard Theory of Situational Leadership (SLM
Managers' approaches to their subordinates' development and
personality type impact how they lead.
According to this notion, there are four distinct ways of leading.
Giving orders, or telling
Assisting in the sale (or coaching)
contributing to or taking part in
Delegating
The Hersey-Blanchard Theory of Situational Leadership
(SLM)..cont.…

Under this theory, there are 4 maturity phases.
S1- Educating is necessary
S2- Motivated but unable
S3- Capable yet uncertain
S4- Capable and self-assured
Applying a Situational Leadership Framework
There are just a few easy steps to take when putting the
Situational Leadership Method into practice.
Describe in broad strokes what has to be done.
Find out how old a person is in terms of maturity.
Pick a degree of leadership that corresponds to their own
Discuss the current situation with the subordinate
Maintain consistent communication with stakeholders all
through the project.
Test how well you think you did.
Decision Modeling in a Normative Framework with Vroom and
Yetton
Questions of decision-making authority are emphasized.
The five distinct decision-making styles represented in this
model are:
Type 1 autocratic (AI)
Sorted 2 Autocracy (AII)
Form 1 Consultation (CI)
Type 2 Consultation (CII)
Collective Form (GII)
The Normative Decision Model in Action

Comparing the Normative Decision Model with the Simplified
Decision Model
Situational Leadership Model
allows for variation; it may be adjusted to fit any person or
circumstance
Normative Decision Model
Incorporating extra steps into the process
Excellently rational strategy for deciding which style to employ
Skill Requirements for Implementing These Models
Diagnosis
Elasticity
Cooperating for Success
Collaboration
Discussion
Sympathetic
My skills
Using these techniques is something I feel confident doing
because I have most of the necessary talents, which I believe
include:
Diagnosis
Elasticity
Cooperating for Success
Collaboration
Discussion

Sympathetic
Conclusion
No method of leadership or method of making decisions is
foolproof. Time restrictions, the desired amount of engagement,
the followers participating and their abilities, and the quality of
the final choice are all vital to think about when deciding on a
method. There are advantages and disadvantages to both of
these models. Choosing a format that works for you is the first
and most crucial step.
The situational leadership paradigm is one that I find very
appealing. I think it's great for encouraging the growth of self-
confident followers, and I appreciate the way it adapts to each
person's changing needs. As I reflect on my own professional
development, I am able to realize how closely this blueprint
matches my own experiences.
References
Wuryani, E., Rodlib, A., Sutarsib, S., Dewib, N., & Arifb, D.
(2021). Analysis of decision support system on situational
leadership styles on work motivation and employee
performance. Management Science Letters, 11(2), 365-372.
Selvarajah, C., Meyer, D., Jayakody, J. A. S. K., & Sukunesan,
S. (2020). Managerial perceptions of leadership in Sri Lanka:
good management and leadership excellence as foundation for
sustainable leadership capacity building in post-civil war Sri
Lanka. Sustainability, 12(4), 1307.
Wuryani, E., Rodlib, A., Sutarsib, S., Dewib, N., & Arifb, D.
(2021). Analysis of decision support system on situational
leadership styles on work motivation and employee
performance. Management Science Letters, 11(2), 365-372.
Team, M. T. C. (2020). The Vroom-Yetton Decision Model:

Deciding how to decide. Mind Tools: https://www. mindtools.
com/pages/article/newTED_91. htm.
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PERSONAL LEADERSHIP TRAINING PLAN
Robert Benders
Dr. Mark Friske
LDR 6302-22.01.00
10/31/2022
1
Leadership personal training and development programs have
been sporadic in multiple organizations (Kirchner & Akdere,
2019) .

Personal leadership training pan accommodate multiple
approaches including vertical leadership development and
personal leadership development techniques.
Admittedly , incorporating knowledge in personal leadership
management is critical to use notable sources and practices ,
supporting leadership effectiveness and performance as a future
Department Supervisor for an organization
INTRODUCTION
In this presentation , there is a an in-depth articulation on
effectiveness of personal leadership training plan,
accommodating knowledge as an underpin concept for effective
leadership. At personal leadership techniques, there is an
underpinning need to accommodate vertical leadership
development program that has a bidirectional relationship with
effective organizational leadership and performance.
2
Department Supervisor is a critical leadership position in any
organization that require practical and per formative knowledge
and skills.
The Primary durries and responsibilities of a Department
Supervisor includes assigning and delegating tasks to teams,
organizing schedules and providing performance reviews.
Supervisors may also provide mentoring and coaching to help
new and current employees develop their skills.
Fundamentally, knowledge including effective communication,

development and application, self awareness , exploration and
efficiency , and continuous improvement will be necessary for
effective leader (Liden et al. 2014).
Knowledge for Department Supervisor
In this case, there is a fundamental need to acknowledge
knowledge and competencies requirements for a Department
Supervisor , creating an effective area for personal ,
professional and organizational performance . Thus , the
Department Supervisor need to accommodate Fundamental
knowledge including effective communication, development and
application, self awareness , exploration and efficiency , and
continuous improvement will be necessary for effective leader.
3

Similarly, there are specific knowledge and obligations
concerning job performance, leadership and employee
relationship for the Department Supervisors.
Knowledge on Communication , Leadership, Teamwork, Time
management , Group management , analytical, ethical decision-
making, problem-solving techniques and effective role
management within an organization is underpinning.
Furthermore, knowledge on leadership style and techniques such
as transnational , transformational , and democratic will be
necessary , offering a framework for effective leadership
Knowledge for Department Supervisor Cont.
Leadership style is critical to the organization leadership and
management , ensuing there is motivation, guidance , direction
and support to employee, providing a positive area for
performance. Similarly, effective knowledge on Communication
, Leadership, Teamwork, Time management , Group
management , analytical, ethical decision-making, problem-
solving and leadership style will be underscoring in
Department Supervisor role, duties and responsibilities.
4
Currently, there are notable acquired knowledge including
effective communication, development and application, self
awareness , exploration and efficiency , and continuous
improvement will be necessary for effective leader.
Noteworthy, effective communication will provide a platform
for positive interaction and communication with employees for

a collaborative and cohesive task performance.
Furthermore, self awareness , exploration and efficiency , and
continuous improvement knowledge will provide a platform for
personal , professional and organizational growth and
performance in future.
Existing Knowledge for Future benefits
Knowledge on effective communication, development and
application, self awareness , exploration and efficiency , and
continuous improvement posit practical application in the
position of Department Supervisor , creating an effective area
for decision-making and performance. Specifically, my ability
to communicate , accommodate personal exploration, awareness
and efficiency will resonate with personal , professional and
organizational leadership knowledge and requirements, hence a
positive outcome.
5
Despite critical knowledge in Department Supervision role,
there is a significant need to accommodate additional and
critical knowledge of Group management , analytical, ethical
decision-making, problem-solving techniques and effective role
management within an organization is underpinning.
In the personal leadership plan , accommodating stepwise
procedure to achieve the require knowledge of group
management and analytical resonates with significant
organization leadership knowledge.

Required Knowledge
Importantly, I believe that the concepts of Group management ,
analytical, ethical decision-making, problem-solving techniques
and effective role management within an organization is
underpinning leadership and organizational management.
6
STEPS TO ACHIEVE KNOWLEDGE
Establishing analytical, ethical decision-making, problem-
solving techniques
Cultivating Leadership techniques for effective Department
Supervision
Discerning the personal , organizational and professional vision
Practices and plan implementation
Transitioning Out
Importantly, I believe that the concepts of Group management ,
analytical, ethical decision-making, problem-solving techniques
and effective role management within an organization is
underpinning leadership and organizational management.

7
Employee Motivation
According to the authors, conventional personal development
plans and vertical leadership development is critical in
managing complexity, uncertainty, and change (Coopersmith,
2022).
Similarly, creative a positive knowledge in employee motivation
and strategies will be critical.
Specifically , practices such as creating trust culture,
recognizing and appreciating employee efforts and performance,
fostering open communication , purpose- driven, and supporting
growth and opportunities will be underpinning in an
organization's employee motivation.
Furthermore, ensuring resource availability, delegation of work
and responsibility , and creating a culture of open to output and
innovation in as Department supervisor will be critical in
guiding , directing , influencing and supporting employees in an
organization.
As the Department Supervisor , creating a supportive,
interactive and teamwork environment , recognizing employee
contribution and open communication will motivate employee ,
creating an arena for personal , professional and organizational
growth and devolvement. Thus, my role as Department
supervisor is not only to direct but to motivate employees
through trust culture, recognizing and appreciating employee
efforts and performance, fostering open communication ,

purpose- driven, and supporting growth and opportunities will
be underpinning in an organization's employee motivation.
8
INCREASING EMPLOYEE MORALE
Boosting Employee morale is one fundamental practice in
leadership and organizational management that is beneficial to
an organization and employee.
As a leader there are notable strategies that foster effective
positive attitude, behavior And practice of employee.
Specifically, techniques such as promoting work-life balance
among employees, trust building , supporting employees-led
initiatives and acknowledge and recognizing employee
contribution, output and innovations are underpinning in an
organization environment.
Employee morale is the outlook, satisfaction, attitude, and
confidence that team members have in a workforce. As the
Departmental supervisors , creating effective knowledge on
employee morale improvement practices and implementations
posit a positive connection with productivity , employee ,
personal , organizational and professional growth and
devolvement.
9
INCREASING EMPLOYEE MORALE CONT.
The Following are additional strategies for increasing employee
morale in a workforce :

Employee retention
Work performance
Employee motivation
Communication
Employee Productivity acknowledgement
Collaboration
And Employee Engagement
Employee morale is the outlook, satisfaction, attitude, and
confidence that team members have in a workforce. As the
Departmental supervisors , creating effective knowledge on
employee morale improvement practices and implementations
posit a positive connection with productivity , employee ,
personal , organizational and professional growth and
devolvement.
10
CONCLUSION
In conclusion Leadership personal training and development
programs have been sporadic in multiple organizations
(Kirchner & Akdere, 2019) .
The discussion has accommodated notable presentation Personal
leadership training pan accommodate multiple approaches
including vertical leadership development and personal
leadership development techniques.
Admittedly , incorporating knowledge in personal leadership
management is critical to use notable sources and practices ,
supporting leadership effectiveness and performance as a future

Department Supervisor for an organization.
Therefore, embracing personal leadership plan and knowledge
have a positive relationship with organizational effective
leadership and performance.
11
Coopersmith, K. (2022). Personal Development Planning and
Vertical Leadership Development in a VUCA World. The
Journal of Values-Based Leadership, 15)1, DOI:
https://doi.org/10.22543/0733.151.1380
Kirchner, M., & Akdere, M. (2019). Leadership Development
Programs: An Integrated Review Of Literature. The Journal of
Knowledge Economy & Knowledge Management / Volume: IX
SPRING
Liden, R. C., Wayne, S. J., Liao, C., & Meuser, J. D. (2014).
Servant leadership and serving culture: Influence on individual
and unit performance. Academy of Management Journal, 57(5),
1434–1452.
References

12
Unit VI PowerPoint Presentation
·
Grading Rubric
Instructions
Personal Leadership Training Plan: Experience
In Units II, IV, and V, you contributed to the Personal
Leadership Training Plan and focused on attributes, knowledge,
and skills. In this unit, you will add experience to your plan.
Within your presentation, respond to the following points:
· Explain the type of experiences you have had that will make
you a strong leader.
· Explain and evaluate your experience with organizational
change. (This can be from your employer, club, church group,
or family unit.) How did you facilitate the change, and was it
successful?
· How can you use Kotter's 8-Step Process for organizational
change during your future career?
Your completed PowerPoint presentation must be a minimum of
10 slides in length, not counting the title and reference slides.
Additionally, a minimum of three peer-reviewed or academic
resources must be used. Keep the text on the slides concise, and
use the notes section to fully explain your ideas. All sources
used must be cited and referenced according to APA style.

1. National Policy Issue Paper DUE Saturday November 19 th , 2022 .docx

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