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17 lines
5.3 KiB
17 lines
5.3 KiB
tgwall&rserianni&LAP_3&6.0.0&&&LAP_3&&&terry@terrywall.com, bcarico@actscorp.com&N.Y.N.N.Y.N.N.N.N.N
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1.1.o.o.o.1.&LAP_3.001&LAP_3.002&LAP_3.003&LAP_3.004&LAP_3.005&LAP_3.006&LAP_3.007&LAP_3.008&LAP_3.009&LAP_3.010&LAP_3.011&LAP_3.012&LAP_3.013&LAP_3.014&LAP_3.015&LAP_3.016&LAP_3.017&LAP_3.018&LAP_3.019&LAP_3.020&LAP_3.021&LAP_3.022&LAP_3.023&LAP_3.024&LAP_3.025
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&::P1.0:1:1:0&::P1.0:1:1:0&::P2.0:1:1:0&::P2.0:1:1:0&?0=0?1=0?2=0?3=0?4=0::P3.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P3.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P3.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P4.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P4.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P4.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P5.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P5.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P5.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P6.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P6.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P6.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P7.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P7.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P7.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P8.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P8.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P8.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P9.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P9.0:1:5:0&::P9.0:1:1:0
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&to educate graduate students in the profession of
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<BR>speech-language pathology::&active listening, take action/make decisions to
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<BR>the benefit of the students, faculty and
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<BR>department, keep up on standards and apply them
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<BR>to the program, oversee faculty and staff to
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<BR>ensure quality education to students and
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<BR>services to clients, provide written and verbal
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<BR>feedback::&I prefer a 360 model where the feedback of
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<BR>multiple constituents as well as self-reflection
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<BR>are used as assessment::&Ability to foster independence in my team
<BR>Student achievement
<BR>Recruiting new faculty, sites, students to the
<BR>program
<BR>University, regional, national recognition of
<BR>the gprogram::&?xxx?xxx?2?xxx?xxx::When the program, college or university makes <BR>plans/decisions that dont seem to be for the <BR>benefit of student education, I have to remind <BR>the team of our purpose.&?xxx?xxx?2?xxx?xxx::I have been told I make been nervous when I am <BR>in a meeting because they know I wont <BR>necessarily comply "just because" and even if I <BR>am the only one who disagrees. I feel my <BR>immediate reports (those in the SLP program) <BR>can freely share their disagreement and we <BR>openly discuss the implications to come to <BR>consensus.&?xxx?xxx?xxx?3?xxx::I think because I stay focused on student <BR>education, and not other motivates, it makes it <BR>easier to be consistent.&?xxx?xxx?xxx?3?xxx::I try to collect all the data and then <BR>interpret the information as opposed to <BR>thinking then responding on the fly which <BR>woudld divide my focus form information <BR>gathering&?xxx?xxx?xxx?3?xxx::I do try to make my non-verbals neutral, even <BR>if I am feeling emotional about a situation <BR>because I know that it may greatly impact the <BR>dynamic of the group. &?xxx?xxx?xxx?xxx?4::I think our team is pretty focused on the same <BR>outcome, getting our students well-prepared to <BR>join the field of SLP&?xxx?xxx?xxx?xxx?4::I like to hear the collective information and make <BR>decision that reflects the best for the most&?xxx?xxx?xxx?3?xxx::Sometimes I do ask for individuals to wait <BR>until I am ready to hear their opinions, like <BR>schedule a meeting to discuss, versus letting <BR>them just share their thoughts immediately. <BR>This may be read as putting them off and <BR>therefore I am not interested, but I am just <BR>prioritizing duties and decisions.&?xxx?xxx?2?xxx?xxx::I think it depends on the situation - if its <BR>unethical or harmful, then yes, head on. But, <BR>if its for performance improvement or "taking <BR>it tot he next level," I might wait until a <BR>better opportunity to provide the feedback&?xxx?xxx?xxx?3?xxx::&?xxx?xxx?xxx?xxx?4::I like to celebrate individual accomplishments as <BR>team wins - it also motivates others on the team <BR>so they can be in the limelight!&?xxx?xxx?xxx?xxx?4::As a clinician, I know what is best for one <BR>patient is not always best for another. I <BR>approach members of our team similarly. The is <BR>no one way to get a patient to success and i <BR>feel the same way about our team. Again, if we <BR>are focused on one goal, I am ok with taking <BR>any path to get to the goal! I am rarely a "my <BR>way or the highway" type!&?xxx?xxx?2?xxx?xxx::I try to give feedback regularly - some members <BR>need it every week and others need it twice a <BR>semester.&?xxx?xxx?xxx?xxx?4::I will assist all my teammates to achieve their <BR>individual goals, but I wont do the work for <BR>them!&?xxx?xxx?2?xxx?xxx::I believe in sharing the answers to the test or <BR>sharing what the outcome should be but I try not <BR>to be prescriptive on the path to get there.&?xxx?xxx?xxx?xxx?4::&?xxx?xxx?xxx?3?xxx::Sometimes we need to do something to address a <BR>standard but usually I try to get the group to <BR>bring their ideas about how we can do things <BR>better&?xxx?xxx?xxx?3?xxx::&?xxx?xxx?xxx?3?xxx::I do try to get where the person is coming from <BR>when they make comments, decisions, etc.&?xxx?xxx?xxx?3?xxx::Again, when we all share in one goal, the <BR>expectations are clearer&Managing emotions
<BR>Being direct with decisions I need to make (vs the
<BR>ones i can get a group decision)
<BR>Fostering leadership in others::
Not Scored by Definition
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