Learning to Lead: Reflections from the Tideswell‐AGS‐ADGAP Emerging Leaders in Aging Program Scholars

2019 ◽  
Vol 67 (3) ◽  
pp. 434-436 ◽  
Author(s):  
Kevin T. Foley ◽  
Timothy W. Farrell ◽  
Brooke Salzman ◽  
Jessica L. Colburn ◽  
Chandrika Kumar ◽  
...  
Keyword(s):  
Emerging Leaders ◽  
Aging Program

Leadership, Inside and Out: The Tideswell‐AGS‐ADGAP Emerging Leaders in Aging Program

2019 ◽  
Vol 67 (3) ◽  
pp. 437-442 ◽  
Author(s):  
Anna Chang ◽  
Nancy E. Lundebjerg ◽  
Joan Abrams ◽  
Deborah E. Barnes ◽  
Mindy J. Fain ◽  
...  
Keyword(s):  
Emerging Leaders ◽  
Aging Program

Seeing the Forest from the Trees: Emerging Leaders in Tasks Groups

2003 ◽  
Author(s):  
Melanie A. Gottschalk ◽  
Amanda M. Christisen
Keyword(s):  
Emerging Leaders

McKeesport Aging Program: A 3-Year Survey

2005 ◽  
Author(s):  
Sharyn A. Gesmond ◽  
Nadereh Tafreshi-Darabi ◽  
Barry L. Farkas ◽  
Robert T. Rubin
Keyword(s):  
Aging Program

scholarly journals Leadership Development in Ophthalmology: Current Impact and Future Needs

2021 ◽  
Vol 13 (01) ◽  
pp. e32-e39
Author(s):  
Sean T. Berkowitz ◽  
Janice C. Law ◽  
Paul Sternberg ◽  
Shriji Patel
Keyword(s):  
Leadership Development ◽  
Ethnic Diversity ◽  
The United States ◽  
Outcome Data ◽  
Emerging Leaders ◽  
Cross Sectional ◽  
Leadership Development Programs ◽  
Prior Literature ◽  
Four Levels ◽  
Female Scientists

Abstract Importance There is a lack of peer-reviewed literature on leadership development programs (LDP) in ophthalmology. Research into LDP demographics, outcomes, and methodology is needed. Objective The aim of the study is to evaluate the extent to which LDPs targeting ophthalmologists meet the needs of emerging leaders. Design The design type of the study is cross-sectional analysis. Setting This study involves international setting. Participants The participants involved were ophthalmologists at any career level. Methods Routine internet search was used to identify LDPs targeting ophthalmologists. LDPs identified were categorized by the outcome data available into four levels based on prior literature. Participants were assessed using previously validated software for gender (Gender-API, 2020) and race or ethnicity (NamSor, 2020) Results Nine programs were identified which were classified into LDP generations. The first LDP in ophthalmology was the American Academy of Ophthalmology (AAO) LDP, which served as the nidus for the formation of four multinational LDPs, together forming the Global LDP. These LDPs were similar in size and scope; program size ranging from nine to 30 participants; a length of 1 to 2 years; with similar curricular offerings; with funding primarily derived from cost-sharing with a nominating society. The second generation of ophthalmology LDPs in the United States has targeted female scientists or faculty (Women's LDP by ARVO) and academic ophthalmology leaders (Academic LDP by Association of University Professors of Ophthalmology).The AAO's LDP appears increasingly diverse with approximately 13% women at inception, gradually increasing from 40 to 65% women in the last 5 years (n = 389). There has also been a notable increase in ethnic diversity. Conclusion and Relevance AAO LDP is the preeminent leadership training program for ophthalmologists, and it has influenced the creation of a new generation of LDP offerings. There remains a paucity of LDP evaluation metrics and reported outcomes. Newer iterations are successfully targeting academic leadership and attempting to address known disparities in gender and race or ethnicity. Further expansion of LDPs and related research can ensure equity and diversity in the pipeline.

A Competency-Based Approach to Addressing the Leadership Gap in the Oil and Gas Industry

2021 ◽  
Author(s):  
C. Susan Howes ◽  
Robert W. Taylor
Keyword(s):  
Leadership Development ◽  
Oil And Gas ◽  
Leadership Skills ◽  
Development Program ◽  
Oil And Gas Industry ◽  
Emerging Leaders ◽  
Gas Industry ◽  
Competency Based ◽  
Leadership Development Program ◽  
Technical Professionals

Abstract As oil and gas industry technical professionals land their first supervisory roles, gaps in their leadership skills often become apparent. Years of technical education and training have prepared them well for roles as individual technical contributors, but stronger business, management, and leadership skills are needed as they move into emerging leadership roles in which they direct others. Competency assessments of first-level supervisors and mid-career experienced hires are conducted to determine mission-critical leadership gaps. This process is done in alignment with competency-focused job descriptions that enumerate key soft skills needed in each leadership role and build on a sound foundation of technical competency. Bringing emerging leaders together as a group enhances their networking opportunities as they advance through the program; including experienced hires helps them become attuned to the company's management style. Learning opportunities can include face-to-face instruction, webinars, e-learning, online resources, exercises, business simulations, and coaching and mentoring. Building future leaders is key to succession planning. Introducing experienced hires to the leadership styles of the company ensures the successful integration of new talent into the team. A competency-based approach to assessing emerging leaders provides the roadmap for creating a deep bench of candidates for future roles in executive management. Experienced instructors and mentors are crucial to ensuring the leadership program delivery is aligned with the corporate mission, vision and values. The delivery of the leadership development program can be self-sustaining if program graduates and external expert facilitators are incorporated into the delivery of the program to future cohorts. Technical professionals progress through supervisory/management positions on their respective career ladders primarily by ‘learning on the job' rather than through formal training. This paper looks at differences between the current state of supervisory development and what professionals actually need in leadership skills. These are new skills needed for transitioning from supervisor/manager to an effective leader. New methods of digital delivery allow greater interaction between participants and instructors. Building an innovative leadership development program enhances the company's brand and attracts and retains top talent.

Getting in the Flo: My year as a scholar

2018 ◽  
Vol 29 (6) ◽  
pp. 161-165
Author(s):  
Sakina Jaffrey
Keyword(s):  
Patient Care ◽  
Learning Experiences ◽  
Emerging Leaders ◽  
Florence Nightingale ◽  
Impact Patient Care ◽  
The Impact

In November 2016, I was awarded an Emerging Leaders Scholarship from the Florence Nightingale Foundation to help me positively impact patient care and also improve how I lead change within my organisation. This article highlights some of the learning experiences over the last year and the impact that the Scholarship has had.

scholarly journals Casein Kinase 1G2 Suppresses Necroptosis-Promoted Testis Aging by Inhibiting Receptor-Interacting Kinase 3

2020 ◽  
Author(s):  
Dianrong Li ◽  
Youwei Ai ◽  
Jia Guo ◽  
Baijun Dong ◽  
Lin Li ◽  
...  
Keyword(s):  
Knockout Mice ◽  
Kinase Inhibitor ◽  
Large Family ◽  
Casein Kinase ◽  
Human Testis ◽  
Double Knockout ◽  
Casein Kinase 1 ◽  
Aging Program ◽  
Evolutionarily Conserved ◽  
Casein Kinases

AbstractCasein kinases are a large family of intracellular serine/threonine kinases that control a variety of cellular signaling functions. Here we report that a member of casein kinase 1 family, casein kinase 1G2, CSNK1G2, binds and inhibits the activation of receptor-interacting kinase 3, RIP3, thereby attenuating RIP3-mediated necroptosis. The binding of CSNK1G2 to RIP3 is triggered by auto-phosphorylation at serine 211/threonine 215 sites in its C-terminal domain. CSNK1G2-knockout mice showed significantly enhanced necroptosis response and pre-maturing aging of their testis, a phenotype that was rescued by either double knockout of the RIP3 gene or feeding the animal with a RIP1 kinase inhibitor-containing diet. Moreover, CSNK1G2 is also co-expressed with RIP3 in human testis, and the necroptosis activation marker phospho-MLKL was observed in the testis of old (>80) but not young men, indicating that the testis-aging program carried out by the RIP3-mediated and CSNK1G2-attenuated necroptosis is evolutionarily conserved between mice and men.

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