I learned the hiring process can be different dependent upon what the company does and what position they are hiring for. I had the privilege to interview the Chief Operating Officer and managing partner for WECYBER. Since they specialize in cyber security, researching a prospective’s digital footprint is just as important as how unique the person’s resume is. They look at a person’s skill set and how well they match the job description, but how their resume is unique will surely get their attention. If someone has something slightly different and creative in their opening description or has a different format to their resume, they will have a much better chance of securing an interview. They are a smaller company; therefore, she’ll interview anywhere from 5-10 candidates. Also, depending on the position they are hiring will determine whether it’s a group interview or one-on-one interview.
One detail that is extremely important to them in an interview is how well the applicant can regurgitate the information they are asking of them. Natalie Unga, chief Operating officer, has worked over 12 years with her managing partner, and they are used to working in a fast paced environment. So they need someone that can “take it, get it, and go with it” mentality. So during an interview, it’s important to test the applicant’s ability to process information, tempo, and ability to tell them what they are looking for at that point. WECYBER wants to know how much entrepreneurism the applicant has in them.
I’ve been on enough interviews, both group and one-on-one, that I didn’t think I could really learn much from this assignment. In the end, I’m glad it was part of our semester criteria, because I gained a tremendous amount of valuable information from Natalie Unga’s interview. I will try to instill in my children the importance of understanding how detrimental the internet can be to their future if the wrong thing is uploaded. I also learned Natalie Unga is part of the 100 Women in 100 Days cybersecurtiy certification program. They encourage more women to seek a career in cyber security to make our world more secure! I admire this women, and I’m grateful for the opportunity to get to know her.
This week we focused a lot on management, leadership, and the hiring process. The lectures this week taught us how leaders are cheerleaders and motivators, while managers focus on the day to day things by allocating and running the unit in order to get things done. Management works with the team, leaders lead the team.
I’ve always thought I worked well in a team environment whether it be sports, work, or family, but I recently learned I am not a fan of teamwork when it comes to my online classes. On my own, I would complete assignments in a shorter amount of time. It takes us a while as we wait for everyone to find time to comment on the assignment, and then we have to wait and everyone’s opinions before we can come to an agreement on the final piece we will submit for grading. I do not like having to rely on strangers when it comes to my grades for school.
One such activity included a list of people from Buddha to Oprah Winfrey to Hitler. We were asked to pick out the leaders. The assignment did not tell us to pick out who we through were good leaders, just pick out the leaders. As expected we all had varying opinions, but once again for the sake of getting assignment done asap, and to because I do not like confrontations, I did not give voice to all my thoughts. Interesting enough, as a group, it was much easier and quicker for us to agree on behavioral based questions to ask an applicant during an interview than it was for us to unanimously agree on the leaders in a list.
I found the lecture on hiring an applicant more interesting than I thought I would. As an applicant I hate group interviews, but I understand the benefits to the ones doing the hiring. It’s great to get different view points, especially if they will all work together, but it also protects the person doing the hiring. If it’s a one-on-one interview, there’s room for “he said, she said” type of situation. It really helps to involve the employees who will be working with the prospective applicant as you can find out if they will get along or if their personalities will clash. I think the information I learned will help me with any future interviews I will participate in whether it be as the applicant or part of a group who is doing the hiring.
I learned some valuable information from this week’s unit. I learned specifically how leadership and management go hand in hand. Where management is a process of coordinating actions and allocating resources to achieve organizational goals, leadership can be a trait one is born with as well as an acquired or learned trait. We also defined the difference between an autocratic leadership vs democratic and laissez-faire.
Based on my DISC personality test, I can see where a laissez-faire approach could be so easy to fall on, its not quite as affective unless you have a team full of self motivated people you can rely on to accomplish their task at hand. I tend to prefer a more democratic approach, but as with our team activity this week, my tendency to avoid conflict did not get productive results. I might have done my team an injustice by not fully committing to an answer. If you don’t have someone to take the lead, then the project is left at a standstill as is the case with this week. Our team waiting a little too long to submit our assignment since many of us were avoiding conflict and nobody wanted to take the plunge to be the main leader/opinion for the group. I think this would have been easier had we all known each other better.
I’ll use the information I learned this week to be more confident in my contribution as a team member, and be more willing to have that “difficult conversation,” even if it results in a conflict/mild disagreement. For this reason, I found the material this past week to be extremely helpful.
- Leadership requires personal mastery – Nurses demonstrate leadership when they show competence and mastery in the tasks they perform. Nurses are deemed competent by means of a license to practice nursing (NLN 2010).
- Leadership is about values – The core of any nursing organization is based on its values. These values guide the priorities and ideals and affect what is done as an organization. Leaders must have a strong set of values to set vision, and tie people together (Schaefer, 2015).
- Leadership is about service – The healthcare leader of the future will be passionate about serving the needs of the customer. This is accomplished by spending more time talking and listening ot the customers, rounding in patient rooms and waiting areas every day, staying close to the medical staff, and providing a unique solution to a hospital’s competitive challenges through proven service improvement (Becker’s Hospital Review, 2012).
- Leadership is about people and relationships – Leaders can’t lead if they do not understand the people they are leading. The function of a leader is to lead and guide people who will follow with the same values. An effective leader must be able to build relationships and create communities inspiring people and planning for the future (Shaefer, 2015).
- Leadership is contextual – Leadership is about creating a context in which others can succeed (Erickson, 2014).
- Leadership is about the management of meaning – To inspire commitment, leaders must communicate their vision and create a culture that sustains this vision. Nursing leaders transform the social architecture of culture of healthcare organizations by using group discussion, agreement and consensus building and they support individual creativity and innovation. To do this, nurse leaders provide meaning and share experience so people know the expectations of how they are to act (Roussel, 2016).
- Leadership is about balance – A balanced leader recognizes value, develops and uses both his/her qualities and competences. We need balanced leadership in order to respond to challenges. Balanced leaders are able to create truly inclusive cultures that build sustainable solutions (Centre for Balanced Leadership, n.d.).
- Leadership is about continuous learning and improvement – Continuous investment into leadership development will inevitably lead to improvement. It is the capacity to develop and improve your skill that distinguishes you as a leader. Taking the journey of continuous improvement through learning, self-discipline and perseverance will help leaders become more successful (Borner, 2012).
- Leadership is about effective decision making – a leader must have self confidence in order to gather and process information and solve problems. If a leader doubts his decisions, followers will become less committed to the team. Decision making is a commitment to action (Ejimabo, 2015).
- Leadership is a political process – It is vitally important to build coalitions and networks in order to correctly lead a group of people. Often times the leadership process is very political. But, leading through the political process is usually only successful when people have the freedom not to follow. The key here is to be a significant influence that people want to follow and support (Sayles, 2015).
- Leadership is about modeling – Leaders need to model the way by doing what he or she expects the followers to do (business-leadership-qualities.com, n.d.)
- Leadership is about integrity – Integrity is one of the top attributes of a great leader. This is established by always telling the truth, being honest with those you come in contact with, and having great character. When a leader lives by his integrity being incorruptible and incapable of breaking the trust of those who have confided in him he is the hallmark of integrity (Hopkin, 2012).
Becker’s Hospital Review. (2012). Tomorrow’s top healthcare leaders: 5 qualities of the healthcare leader of the future. Retrieved from https://www.beckershospitalreview.com/hospital-management-administration/tomorrows-top-healthcare-leaders-5-qualities-of-the-healthcare-leader-of-the-future.html
Borner, P. (2012). Leadership is a journey of continuous improvement. Retrieved from http://www.peterborner.com/2012/03/23/leadership-is-a-journey-of-continuous-improvement/
business-leadership-qualities.com. (n.d.). Leadership behavior: Model the way. Retrieved from http://www.business-leadership-qualities.com/leadership-behavior.html
Centre for Balanced Leadership. (n.d.). Why balanced leadership. Retrieved from http://www.cfbl.eu/about_us/why_balanced_leadership.html
Ejimabo, N. O. (2015). The influence of decision making in organizational leadership and management activities. Journal of Entrepreneurship & Organization Management, 4, 138. Doi 10.4172/2169-026X.1000138
Erickson, T. (2014). Developing contextual leaders. London Business School Review. Retrieved from https://www.forbes.com/sites/lbsbusinessstrategyreview/2014/02/07/developing-contextual-leaders/#c771a3e298f9
Hopkin, M. R. (2012). Leadership and integrity. Lead on Purpose. Retrieved from https://leadonpurposeblog.com/2012/01/21/leadership-and-integrity/
National League for Nursing. (2010).
Roussel, L. (2016). Conceptualization of nursing administration: Theory and concepts.
Sayles, G. (2015). Lessons in leadership from the political process. Ethicsdaily.com. Retrieved from http://www.ethicsdaily.com/lessons-in-leadership-from-the-political-process-cms-23057
Schaefer, B. (2015). On becoming a leader: Building relationships and creating communities. Retrieved from https://er.educause.edu/articles/2015/10/on-becoming-a-leader-building-relationships-and-creating-communities
The DISC personality test is used to measure behavioral preferences and styles based on two questions. After completing the test, I fell in the CONSCIENTIOUS category which didn’t really surprise me. The test defines a conscientious person as “someone who is precise and given to detail. They are very systematic people and they need a lot of information when performing a project. They are like the steady people and they would choose to void conflict and tend to be more accommodating to others.”
I’ve always known I prefer to avoid conflict and lean more on the accommodating side because of it. It’s one of the problems I also have when in a leadership role. However, I do feel many of these qualities are what makes me a good nurse. I’ve always been particularly attentive to detail and precision, it’s what helped me to become a great athlete at a young age. These qualities made me a good catcher in softball when I was young. My attention to the batter’s swing, strengths and weaknesses, helped my pitcher as we worked on a sequence of pitches to work the batter. As a catcher, I had the best view on the field and was expected to lead my defense. In order to direct my defenders, I had to be able to make quick decisions on the best play to make for my defense. In order to do this effectively, through practice, I studied and learned the strengths and weaknesses of my fellow teammates. It helps to know who has a strong arm or quick feet enable them to execute the out.
It sometimes takes me a while to complete an assignment, because I want to gather all the details possible. I feel like I can do better or make a better decision if I have all the information. More importantly, if I have all the information, then I’m less likely to make a mistake. Unfortunately, I don’t always have the time I would like to gather this amount of information or it’s not always necessary.
As far as my leadership style goes, this test is just another reminder that I need to get more comfortable with situations where conflict is necessary. There have been times where my patient care assistant isn’t as helpful as others, and instead of having that difficult conversation with them, I decide it’s quicker and easier if I do the task instead. Unfortunately, this isn’t always ideal as it makes things much harder on me as the nurse and for the patient. My patients must sometimes wait longer or they don’t get as much attention from me, because I’m now doing the tasks that is normally done by two people. I don’t believe in saying “my job” and “their job.” Sports have taught me we all work together as a team; however, there are certain tasks I must do for a patient that my PCT is not able to do. When I am taking on tasks for two roles, because I’m avoiding conflict, this does not result in the best care for my patients.
My name is Toria, and I was born and raised in Garden Grove, CA. I used to watch the Disneyland fireworks from my bedroom window in the summer. I absolutely love everything Disney! My husband and I were married in the Los Angeles LDS temple 15 years ago. We have three children and a baby Siberian husky. I also enjoy sports, Polynesian dancing/music, movies, traveling, reading, and just in general hanging out with my family. Once upon a time I was athletic, and it was through softball that I had some amazing experiences, met wonderful life long friends, and learned valuable life lessons. In my youth I had a winning career that includes a handful of travelball/club national championships, a couple of CIF State championships, including a National Title (31-1-1 record), and an NCAA title with UCLA softball. I was even fortunate to wear the red, white, and blue uniform for many years.
Currently I work in a level 2 nicu, and my only regret is that I didn’t start there sooner. I did not have any health care experience before becoming a nurse, so I had my sights set on med/surg in American Fork, because I knew I would get an all around experience. I quickly moved to progressive care & telemetry patients, but I found scheduling worked a little better for my family at Riverton Hospital on the mom/baby unit. I highly recommend that unit and hospital!
As I continue on this path toward my BSN, I plan to utilize this blog to reflect upon anything I have found interesting, thoughtful, or maybe even confusing in my studies. I will share what has impressed me and why I find it helpful. If I do this, it should help me track my progress throughout the year or maybe bring to light some misunderstandings I may have.