Program Leadership:
As a lead analyst on the Process and Program Management (PPM) team, Teri successfully coordinates and manages all of team’s technical responses and reports. This includes items for the IMF, BMF, and Specialty teams. She also serves as the Accounts Management (AM) coordinator for the Work Request Management System (WRMS) and continuously reports out to the W&I Filing Season Readiness team on the accuracy and status of every request. She ensures that the work requests are submitted timely throughout the year and she keeps management apprised of any potential issues identified during the ranking of the work requests. Teri is an expert at soliciting engagement from the staff and obtaining the cooperation with the appropriate
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She participates positively in all workgroup activities and openly shares her actions with the rest of the PPM team. Teri communicates both verbally and in writing in a clear and concise manner with all functions to ensure all of the PPM communications are clear and understandable. Feedback is openly shared in a respectful and dignified manner. Teri is always approachable and ensures that others throughout the HQ staff know that she is the point of contact for PPM. Because of this, she has built positive relationships with all the internal and external stakeholders throughout the …show more content…
Her written communications are always accurate, clear, concise and very rarely are returned for corrections or additional information. The work requests she prepares are expertly coordinated and she provides accurate responses and timely follow-up actions. Teri is also the analyst for the IRM 21.6.6, which had several Tax Reform updates. She was an integral part of getting the tax reform information out to the field. She worked closely with the TR team to review the legislative changes and update the IRM timely and accurately.
Professional Expertise
Teri consistently takes the initiative to be aware of any new changes related to the IRS, as well as any developing legislation that may have a potential impact on Accounts Management. Teri has extensive experience and technical expertise in the AM programs which allow her to recognize the impact to our organization from tax law changes and other outside influences. She continues to work with the field and other HQ analysts on a variety of processes, such as veteran claims and disaster relief.
Commitments:
Element 1: IRM Improvement
She has provided clinical care in a number of settings, including emergency, mental health and substance use, home and community care. Her leadership experience has spanned clinical operations, community services, systems analysis and performance, and access and utilization.
The purpose of this paper is to describe the role and functions of the Director of Health Information Management and the Supervisor of Medical Records Coder. I will provide a synopsis of what I observed and the activities I participated in during the learning experience. In addition I will provide an analysis of their primary roles and functions as they relate to nursing and patient services. Additionally, I will provide insights I have gained into the leadership behaviors or style as a result of my observations and interactions. Finally I will summarize my learning experience by comparing my observations to sources from the literature that present evidence, best practices, or standards related to this specific role.
It is impossible to pinpoint precisely the time when interest in leadership styles emerged. However a set of experiments conducted by 3 social scientist in 1938 is a good time to begin. Kurt Lewin, Ronald Leppit, and Robert White used groups of children to study different approaches to exercising control. Their classic study identified three types of control: autocratic, democratic, and laissez faire. These three types of control came to be known as leadership styles.
A leader can be defined as a person who influences a group of people, organization, etc. in to achieving a set out or common goal. The aim of this paper is to identify the different approaches to leadership, but there is no single definition of leadership, as it can mean many different things to many people depending of their profession, environment and leadership style (Mielach, 2012).
Kinsley, Michael. “Tax Reform in Plain English. Honest!” Time 9 Dec. 2002: 58. Academic OneFile. Web. 31 Mar. 2011.
During the final stage broadening the perspective, the APN is starting to settle in in his/her new role, the NP experiences realistic expectations and a feeling that they are competent. During this phase, I will focus on identifying my strengths and work on strengthening them further. I will do this by seeking for biannual and annual evaluations from management/administrator. I plan on making changes in my work environment in order to increase the care delivery system.12
Therefore, one of the reasons I decided to interview Hien Thach is because she is my General Manager and another one is because she is my friend. From a server to GM she has experience many problems at Nori Nori. While a server, she encoun...
REI’s HR department description leads one to believe that HR has a larger role than just traditional functions.
In the beginning, Ms. Geis would quietly sit quietly during entire managerial team meetings, but now she is more confident in her abilities, position, and will speak up. “Now I give my opinion or raise questions to ask. Sometimes, I may raise a concern that gives ...
...ture, hence, prepare, adapt and be able to communicate a corporate strategy to all the staff.
My manager shift was spent observing Kaley McClure, the charge nurse on MICU at Our Lady of the Lake Regional Medical Hospital. I observed her leadership style and how she handled the tasks of a charge nurse, helping the nurses on the unit, and making it a team effort. I observed how she communicated with the staff on the unit, doctors, and family members visiting their family members. Kaley implemented the core functions of management while leading the unit which are planning, organizing, staffing, directing, and controlling.
Leadership is the glue that binds any business together, identifying and understanding your type of leadership style can ultimately aid you in becoming a better leader in your professional career. A successful business cannot function without leadership therefore this is a crucial aspect of internal employee development for businesses striving to stay relevant in a crowded marketplace. In addition to recognizing your leadership style every leader needs to look to them and identify what type of personality they have. By becoming an informed business leader you will gain trust and respect of your team to guide them into the future and maximizing potential growth. Throughout this paper I will identify my leadership style and also personality type and how it has affected my personal career growth. Identifying these conclusions is extremely important in crafting company culture.
Marquis, B. L., & Huston, C. J. (2012). Leadersip Roles and Management functions in Nursing (7th ed.). Philadelphia, PA: Wolters Kluwer Lippincott Williams & Wilkins.
He ensures to practice humility, by not imposing authority, but instead being open to feedback and empower his employees by different means such as giving them flexibility and freedom to explore new ideas. He is known to be very approachable and listens without condescension or interruption. A classic example is, according to his employees, his meetings always kick start by announcing recent team achievements and appreciating their accomplishments. Last but not the least, he never fails to inspire his people by showing he has their backs even during times of crisis, remains open minded when receiving feedback and always ensures to make time to talk to his employees and hear their grievances. He is quoted