Joni Gilstrap MT(ASCP) ASCLS Region VIII Director

April 17, 2015

Leadership has been described as "a process of social influence in which one person can enlist the aid and support of others in the accomplishment of a common task".

For example, some understand a leader simply as somebody whom people follow, or as somebody who guides or directs others, while others define leadership as "organizing a group of people to achieve a common goal".

Leaders influence the opinions and attitudes of others to accomplish a mutually agreed on task.

Leaders have the ability to persuade others to seek defined objectives enthusiastically.

Leadership is the human factor which binds a group together and motivates it toward goals.

Leadership should grow the culture the organizations seeks, create the movement and achieve the desired results.

• Character • Integrity • Vision • Passion • Credibility

• Courage • Insight • Humility

• Sense of Humor • Emotional intelligence • Positive self esteem

Listen effectively

Encourage teamwork and participation

Empower team members

Communicate effectively

Emphasize long-term productivity

Make sound and timely decisions

Treat each person as an individual

Know yourself and your team

Protect your team

Have vision, courage and commitment

The boss drives group members; the leader coaches them. The boss depends upon authority; the leader on good will. The boss inspires fear; the leader inspires enthusiasm. The boss says “I”; the leader says “We”. The boss assigns the task, the leader set the pace. The boss says “get there on time”; the leaders get there

ahead of time. The boss fixes the blame for the breakdown; the leader

fixes the breakdown. The boss knows how it is done; the leader shows how. The boss makes work drudgery; the leader makes it a

game. The boss says “Go”; the leader says “Lets Go”.

National Labor Relations Act

Congress enacted the National Labor Relations Act ("NLRA") in 1935 to protect the rights of employees and employers, to encourage collective bargaining, and to curtail certain private sector labor and management practices, which can harm the general welfare of workers, businesses and the U.S. economy.

In 1995, the National Labor Relations Board ruled that Clinical/Medical laboratory Scientists were professional employees under the law.

Criteria

Training

Intellectualism

Automony

Judgment

Independence

Service

Dedication

Pride

Documented and Defined Body of Knowledge

Code of ethics/Guidelines for Behavior

Criteria for recruiting, education and certifying individuals

Philosophy/Publications

Continuing education offerings

Leaders or Philosophers ◦ Representation in the political arena

A professional is a member of a profession. The term also describes the standards of education

and training that prepare members of the profession with the particular knowledge and skills necessary to perform the role of that profession.

In addition, most professionals are subject to strict codes of conduct enshrining rigorous ethical and moral obligations. Professional standards of practice and ethics for a particular field are typically agreed upon and maintained through widely recognized professional associations.

Some definitions of "professional" limit this term to those professions that serve some important aspect of public interest and the general good of society

A professional association (also called a professional body, professional organization, or professional society) is usually a nonprofit organization seeking to further a particular profession, the interests of individuals engaged in that profession, and the public interest.

The roles of these professional associations have been variously defined: "A group of people in a learned occupation who are entrusted with maintaining control or oversight of the legitimate practice of the occupation;" also a body acting "to safeguard the public interest;“

organizations which "represent the interest of the professional practitioners," and so "act to maintain their own privileged and powerful position as a controlling body." This, in turn, places the burden of enforcing a profession ban upon these associations as well.

American Society for Clinical Laboratory Scientists (ASCLS)-this professional organization, founded in 1933 focuses on educational issues and those of a political nature affecting both quality of education and laboratory performance. It is divided into 10 regions consisting of clusters of states per regions. We are in Region VIII –Utah, Wyoming, Colorado, Idaho , Montana.

The American Medical Technologists (AMT) is a nonprofit certification agency and professional membership association representing over 41,000 individuals in allied health care. Established in 1939, AMT has been providing allied health professionals with professional certification services and membership programs to enhance their professional and personal growth. Upon certification, individuals automatically become members of AMT and start to receive valuable benefits.

Founded in 1976, CLMA is an international association of 5300 clinical laboratory professionals. CLMA provides leadership in the clinical laboratory industry supporting laboratory professionals at every stage of their career. We educate and advocate on behalf of our members and play a leadership role in enhancing the image and increasing the visibility of our profession.

The American Society for Microbiology is the oldest and largest single life science membership organization in the world. Membership has grown from 59 scientists in 1899 to more than 43,000 members today, with more than one third located outside the United States. The members represent 26 disciplines of microbiological specialization plus a division for microbiology educators

American Association of Clinical Chemist is an international society comprised of medical professionals with an interest in clinical chemistry, clinical laboratory science, and laboratory medicine. Founded in 1948, the society has over 9,000 members and is headquartered in Washington, DC

Celebrating 60 years of operation in 2007, AABB is an international association representing individuals and institutions involved in activities related to transfusion and cellular therapies, including transplantation medicine. AABB member facilities are responsible for collecting virtually all of the nation’s blood supply and transfusing more than 80 percent of all blood and blood components used in the United States. Bethesda, MD

In April 1958, the first official ASH meeting was held in Atlantic City, NJ, where more than 300 hematologists gathered to discuss clinical and research matters related to blood and blood diseases. Since that initial meeting, ASH has played an active and important role in the development of hematology as a discipline. For more than five decades, ASH has sponsored its annual meeting, the premier annual education and scientific event in the field of hematology, and has published Blood, the Journal of the American Society of Hematology, which is the most cited peer-reviewed publication in the field.

Since its founding in 1922, ASCP has been the leader in pathology and laboratory medicine. The society’s influence has guided the evolution and maturation of this medical specialty. ASCP is unique among pathology organizations in that its inclusive membership unites pathologists and laboratory professionals to advance the profession.

“Lead me, follow me or get out of my way.”

“If you would not be forgotten, as soon as you are dead and rotten, either write things worth reading, or do things worth the writing.”

“Not the cry, but the flight of a wild duck, leads the flock to fly and follow.”

Professional development generally refers to ongoing learning opportunities available to professionals and students through their organizations and governing bodies.

Effective professional development is often seen as vital to clinical success and job satisfaction, but it has also been criticized for its cost, often vaguely determined goals, and for the lack of data on resulting teacher and school improvement that characterizes many efforts.

Crucial Confrontations – Making Conflict Productive - Understanding how to approach difficult situations and negative behavior is an essential skill in a professional environment, and in life. Participants will learn skills for enhancing accountability, execution and resolution of disagreements or unmet expectations. Target Audience: Supervisors/Leadership, All Staff

Relational Coordination – Enhancing Our Ability to Collaborate - Attendees in this course will learn how to introduce Relational Coordination theory and its seven dimensions to a team, department or inter-department group, help a team understand its current level of Relational Coordination, what insights can be gained from a Relational Coordination Survey, how to help a team decide if a Relational Coordination-informed effort should be used to improve collaboration and outcomes, & how to use the seven dimensions of Relational Coordination in an everyday manner to gain insights into challenges faced by teams or inter-department processes and how to address them. Target Audience: Supervisors/Leadership, All Staff

Hiring the Right People - Behavioral Based Questions and Peer Interviewing - This course will present an overview of our new hiring processes and expectations aimed at increasing employee retention and satisfaction. Participants will learn the definitions, rationales, responsibilities, and methods related to the use of behavioral-based questions and peer interviewing.

Communication Skills for Crucial Conversations - This 90-minute workshop will examine fundamental concepts and techniques that will improve the effectiveness of our conversations. The course will explore specific behaviors that contribute to and obstruct successful communication in challenging situations. Target Audience: All Staff

Complexity Science Simplified - Complexity Theory is an important guiding principle of the thinking and leadership of Billings Clinic. Participants will hear about the basic principles of Complexity, Positive Deviance, and Liberating Structures in this course in order to assist them in integrating important organizational information. Target Audience: Supervisors/Leadership/All Staff

Liberating Structures - Liberating Structures are simple to use, facilitated meeting processes that can be used to foster creativity, build relationships among participants, and contribute to a culture of engagement. These processes can be used to set direction, generate ideas, and tackle complex challenges. They can be used in combination to craft terrific meeting designs. Examples of Liberating Structures are: Conversation Cafe, Discovery & Action Dialogues, 1-2-4 --Full Group, Impromptu Networking, Fishbowl Conversations, Celebrity Interviews, Shift and Share, and Wise Crowds. Target Audience: Supervisors/Leadership/All Staff

Creating Meaningful Change - This class will explore the dynamics of human interaction and develop a deeper understanding of system life. Participants will explore the concepts of how to have wisdom and courage to face and work with the reality of uncertainty and how to transform system blindness into system sight. Target Audience: Supervisors/Leadership, All Staff

Toastmasters International (TI) is a nonprofit educational organization that operates clubs worldwide for the purpose of helping members improve their communication, public speaking, and leadership skills. Through its thousands of member clubs, Toastmasters International offers a program of communication and leadership projects designed to help people learn the arts of speaking, listening, and thinking. Many locations in Billings.

“Whatever you are, be a good one.”

“In matters of style, swim with the current; in matters of principle, stand like a rock.”

“I start with the premise that the function of leadership is to produce more leaders, not more followers.”

Purpose The ASCLS Leadership Academy is designed to prepare

ASCLS members for current and future leadership roles in the organization by providing a structured program of study of critical leadership topics.

Benefits to the Participant Develop skills that can be transferred to the work setting

and life in general. Provide opportunities to learn from and dialogue with

ASCLS leaders. Provide opportunities to be mentored by ASCLS leaders. Acquire the confidence and self-esteem to step into

leadership roles.

Goals Identify members with potential to become

leaders in ASCLS and invest in their growth and development.

Provide these high-potential leaders with skills required to step into leadership positions within ASCLS.

Energize and grow ASCLS through strong leadership at all levels of the organization.

Increase the future leaders' knowledge of ASCLS.

Benefits to ASCLS Strong leaders make strong organizations. Shape the future of the organization and the profession at large. Increase passion for ASCLS locally, regionally, and nationally. Develop and grow members who can work on important identified

initiatives for ASCLS. A successful program will be an attractive member benefit and increase

membership in ASCLS. 2007-2008 Project- Member Recruitment Toolkit 2008- 2009 Project - Leadership Development Kit and Leadership

Positions Notebooks 2009 - 2010 Project- Promote the Profession Video and ASCLS

Awareness Guide 2010 - 2011 Project- Bringing the Leadership Academy to You 2011 - 2012 Project - Customizing Your ASCLS Recruitment Strategy 2012-2013 Project- Mentoring Our Members to Effective Leadership 2013-2014 Project- Member Retention: Why They Don't Renew

Developed 8 years ago

Have approximately 10 interns/year

Projects for each class to benefit organization

Consists of 5 states-Montana, Idaho, Colorado, Utah, Wyoming

One of 10 regions in the United States

Region VIII Council: Presidents, President-elects, Secretary, Treasurer, Leadership Development, GAC, Region VIII Leadership Academy Coordinator, Membership.

History of ASCLS Communication Styles Leadership Styles Time Management Skill Team Building/Interpersonal Relationships Convention Planning Project Planning Nuts and Bolts, Roberts Rules Networking Advocacy and Legislative Topics In and Outs of PowerPoint Presentations Mentoring and Coaching Strategic Planning Recruiting

Applications

Faculty: 3 past ASCLS President; 3 people on National Committee; Region VIII Director; leaders from all 5 states in the region

25.5 PACE credits

Begin at IMSS-finish at ASCLS National meeting.

Class of 2013-2014:

Sadie Arnold-Montana

Kyle Hueth-Utah

Franciska Wriborg-Wyoming

Region VIII Leadership Academy Project:

The Cloud

Drop box

Information to be shared by the region

• Diana Thompson, ASCLS-Idaho • Idaho BOD member 2012-2014 • Awards chair, 2013-2014 • President-elect, 2014-2015

• Marj Montanus, ASCLS-Idaho • Convention Program Co-chair,

2014 • Idaho secretary, 2014-2016 • PACE Coordinator, 2014-

• Angie Fisher, ASCLS-Colorado • CLCC Convention planning

committee, 2012-2014 • Colorado secretary, 2011-2015

The Region VIII Leadership Academy project is designed to enhance, augment, and update current processes to help the states in Region VIII move forward. Projects can be focused on an improvement to a regional level process or to state level functions. The 2015 project will provide Region VIII states with a standardized Welcome Packet to share with new members as they join ASCLS thus letting our new members know they are welcome and important to the Society.

The academic year culminates with the Interns’ presentation of their project to the Region VIII Council followed by graduation.