Executive Summary Leadership -GCU

Executive Summary Leadership -GCU

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In this assignment, you will select a program, quality improvement initiative, or other project from your place of employment. Assume you are presenting this program to the board for approval of funding. Write an executive summary (850-1,000 words) to present to the board, from which they will make their decision to fund your program or project. The summary should include:

1. The purpose of the program or project.

2. The target population or audience.

3. The benefits of the program or project

4. The cost or budget justification.

5. The basis upon which the program or project will be evaluated.

Share your written proposal with your manager, supervisor or other colleague in a formal leadership position within a health care organization. Request their feedback using the following questions as prompts:

1. Do you believe the proposal would be approved if formally proposed?

2. What are some strengths and weaknesses of the proposal?

Best of all, each report closes with an integrated overview summary, which provides decision-makers with a specific performance synopsis of the candidate that includes screening, hiring and promotional recommendations. This also highlights the candidate’s self-selected primary hierarchy of internal motivators, their communication and behavioral style, and insight into the strengths and values they perceive they can bring to an organization.

In addition, the report simultaneously shares those areas in which the candidate may need support or development, as well as those areas in which they will likely thrive. The report gathers the data to assess and explore each candidate’s chemistry and compatibility with an existing team as defined by the client’s benchmark design In short, each Executive Summary provides specific performance insight — not merely disconnected data points that business coaches and consultants are often left to interpret on their own.

Built upon validated performance science, the Executive Summary will provide decision-makers an instrument to help identify more effectively a candidate’s tendencies in thinking, motivation and behavior that are not always revealed during the interview. The goal is to begin dramatically reducing costly and frustrating hiring errors that have often played a part of the selection, promotion and succession planning processes of the past.

By measuring and scoring some universal core functions, job-related competencies and attitudes of each candidate, job fit can be explored in each of these four job categories:

• Leadership and Management
• Sales and Business Development
• Customer Service
• General and Administrative

In short, this revolutionary instrument identifies many factors integral to human performance while exploring a candidate’s likelihood to deliver results based upon their knowledge, skill set and more.

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