Projects

Below are some of the projects I did for my minor in Digital Communication, Information, and Media at Rutgers University:

Leadership in Digital Context

Project: Linkedin Profile

My Linkedin profile is: www.linkedin.com/in/brianna-gannon-a8864634a.

Structure of Information

Project: Infographic

Strategic Presentation

Project: Audio Commercial for Website

Project: Editing an Image

Project: Podcast

https://drive.google.com/file/d/1ArPa8PhsgvDaris5HppckNI7_DUkMfUR/view?usp=share_link

Virtual Team Dynamics

Project: Virtual Worker Interview

VIRTUAL WORKER INTERVIEW PAPER

Brianna Gannon

Virtual Team Dynamic

Hannah Russo

October 15, 2023

For this project I interviewed Michele Fisher. Michele Fisher is a pre-admission nurse for the Atlanticare Surgery Center in Egg Harbor, New Jersey. Ms. Fisher is a team member in the admission office with surgery schedulers, doctors and the anesthesia department. All of these divisions work as a team to coordinate patient surgeries. Ms. Fisher has been working virtually since 2019 and she enters all medical information, such as doctors’ notes and hospital medical records for patients having medical procedures at the Surgery Center. Along with this she also reviews patients charts for medical necessity and for need to refer to the anesthesia department. These reviews will indicate if the patient can have the necessary procedure at the Surgery Center or has to have the procedure done at the hospital. The information is then entered into the patient portal system.

There are many benefits that come along when working with virtual teams. Some of the benefits that Ms. Fisher has is being able to work with other nurses, the anesthesia department, and the physician department. According to Group Dynamics for Teams (2020) “Here, the value of teamwork lies not only with multiple forms of expertise but also with multiple perspectives” (Levy, 2020 p. 15). With all of these different departments working together at the Surgery Center, patients are able to be coordinated properly to make sure everything with their procedure goes well. Most of the benefits Ms. Fisher has with working virtually are flexible hours, she can start work as early as she wants to. Also ease of collaboration with doctors’ offices, the Surgery Center, anesthesia department, other co-workers and Supervisors. More benefits include a quiet environment, little distractions and more time to focus on the tasks at hand.

Though there are many benefits of working virtually, it also comes with many challenges. Some of the challenges Ms. Fisher described that occasionally one of the systems being used will go down and it can be difficult to reach someone in the Tech Department for answers; this challenge can delay the opportunity for work to be done. Also there is no face to face contact which does not provide socialization with coworkers and can also cause less trust with coworkers. There can also be instances when Ms. Fisher may have difficulty contacting a physician’s office depending on their work schedule. Also a challenge to employers is the ability to monitor if an employee is using time wisely, there have been cases when one employee will do twice the work of another employee. According to Group Dynamics for Teams (2020) “To be successful, team members must feel responsible for both their own work and the work of the other team members” (Levy 2020, p. 69). Although team members should feel responsible for other members’ work, that does not mean that members should be doing other people’s work. That does not make for a successful team and can end up leading into conflict.

Ms. Fisher uses the following technology in her virtual employment: Power Chart from Atlanticare. This program relays any information on patients that may have previous experience with Atlanticare, SIS which is a medical record for the Surgery Center. This is where all patient records are entered; ADVANTIX- this is the system used to schedule all procedures and surgery, KRONOS- the system used for employees to clock in and out and Overlook-the employees email site. The benefit of using these systems is that they are user friendly. Also these sites are reviewed by several different divisions of the Surgery Center. All of these sites that Ms. Fisher used to work to convey information in some way and converge and share meaning to other teammates. The major challenge is that some of these sites crash quit often which can delay the scheduling of a surgery procedure.

These are Ms. Fisher’s thoughts on working in virtual teams. She says the teams have virtual meetings at least once a week to keep communication open and discuss any changes in procedures. Ms. Fisher is happy working virtually with her team and hopes it will continue indefinitely. There has been no change in the process of patient scheduling since being virtual. She sees a bright future working virtually and she indicated that Surgery Center administrators agree with the concept.

After this interview and now reflecting upon it, I have learned that virtual teams are one of the best options for working when it comes to most people. With the more flexible hours and being able to travel when working, it’s no wonder that many people enjoy working virtually. I have also seen from this interview first hand how what we have learned in class connects to the actual act of virtual work. Before this interview I never considered working virtually but now I would not be opposed to it and am not open-minded when it comes to it.

References

Levy, D. Group Dynamics for Teams, 6th edition, 2020

Transcript from interview:

I interviewed Michele Fisher, RN , on Friday, October 13, 2023 from 5:00 pm to 5:25 pm. Ms. Fisher is a pre-admission nurse for the Atlanticare Surgery Center in Egg Harbor, NJ. She is a team member in the admissions office with surgery schedulers, doctors and the anesthesia department. All divisions work as a team to coordinate patient surgeries.

Ms. Fisher has been working virtually since 2019.

Ms. Fisher enters all medical information, such as doctors’ notes and hospital medical records for patients having medical procedures at the Surgery Center.

Ms. Fisher reviews patients charts for medical necessity and for need to refer to the anesthesia department. These reviews will indicate if the patient can have the necessary procedure at the Surgery Center or has to have the procedure done at the hospital. The information is entered into the patient portal system.

2. Major Benefits: Teamwork with other nurses, anesthesia department, and physician offices. Other major benefits are flexible hours, ease of collaboration with doctors’ offices, the Surgery Center, anesthesia department, other co-workers and Supervisor. Other benefits: quiet environment, little distractions, more time to focus on at hand tasks. Obviously the benefit of time, and saving on time and expense of traveling back and forth to work.

3. Major Challenges: Occasionally one of the systems being used will go down and it can be difficult to reach someone in the Tech Department for answers. This will delay the opportunity for work to be done. Also there is no face to face contact which does not provide socialization with coworkers. Also she might have difficulty contacting a physician’s office depending on their work schedule. Also a challenge to employers is the ability to monitor if an employee is using time wisely. There have been cases when one employee will do twice the work of another employee. Challenges with the team would be if all the needed information is not imputed in a patient’s file. This could delay procedures being completed.

4. Ms. Fisher uses the following technology in her virtual employment: Power Chart from Atlanticare. This program relays any information on patients that may have previous experience with Atlanticare, SIS which is a medical record for the Surgery Center. This is where all patient records are entered; ADVANTIX- this is the system used to schedule all procedures and surgery, KRONOS- the system used for employees to clock in and out and Overlook-the employees email site. The benefit of using these systems is that they are user friendly. Also these sites are reviewed by several different divisions of the Surgery Center. The major challenge is that some of these sites crash quit often which can delay the scheduling of a surgery procedure.

5. Ms. Fisher’s thoughts on virtually working with a team: The teams have virtual meetings at least once a week to keep communication open and discuss any changes in procedures. Ms. Fisher is happy working virtually with her team. She hopes it will continue indefinitely. There has been no change in the process of patient scheduling since being virtual. She sees a bright future working virtually and she indicated that Surgery Center administrators agree with the concept.

Leadership in Digital Context

Project: Linkedin Profile

www.linkedin.com/in/brianna-gannon-a8864634a.

Project: Leadership Competency Assignment

Leadership Competency Assignment

Brianna Gannon

04:189:351:02 – Leadership in Digital Contexts

Professor Corinnne Weinstein

March 3, 2025

Tony Robbins is an American author, entrepreneur and motivational speaker. He is known for his live events, self help books and coaching wealthy individuals. Mr. Robbins was honored by Harvard Business Express as one of the “Top 200 Business Gurus” and by the American Express as one of the top “Six Business Leaders in the World.” Tony Robbins has 3.1 million tweeter (X) followers. The three Leadership Competencies I believe helped make Tony Robbins become a leader on twitter are Personal, Communication and Organizational.

The five major Leadership Competency Themes are: Analytic, Personal, Communication, Positional and Organizational.

The first competency Tony Robbins embodies is the personal competency. The personal competency discussed focus. This competency shows the identity aspect of the leader and how they maintain themselves as a person mentally and physically. According to Ruben the personal competencies focus on an individual’s personal attributes, including cognitive capability, energy, conviction, character, and the expression of value, factors that generally lead one to be admired and perceived as a role model by others because of his/her character, conviction and high standards. Under the personal competency there are seven personal Sub-dimensions. The sub-dimensions are: character, personal values and ethics which is maintaining personal and professional standards; cognitive ability & creativity which is demonstrating insight and imagination; Enthusiasm which is demonstrating a positive attitude; high standards which is demonstrating dedication and perseverance; personal conviction and persistence which is demonstrating dedication and perseverance; self discipline and self confidence which is having self control, focus, and confidence in one’s capabilities; and role modeling which is practicing the values and behaviors that one advocates for others.

The first tweet by Tony Robbins is in regard to the Personal Sub competency, Enthusiasm. In his tweeter post Mr. Robbins demonstrates a positive attitude. Tony Robbins writes (2025 February 18) :”Oftentimes people focus on trying to control the world around us. But, that’s beyond our control – we can only influence it. What we can control is our thoughts and emotions, and if we can master our thoughts and emotions, and if we can master those, we get the key ingredients for success and fulfillment.” This post demonstrates Mr. Robbins’s positive attitude toward success and fulfillment. This tweet focuses on the enthusiasm an individual may have to control the world. Robbins states that controlling our thoughts and emotions we can get the key we can get the ingredients for success. Mr. Robbins offers a positive and enthusiastic way to make things better in the world.

The second tweet by Tony Robbins in the personal competency sub-dimension is in regard to personal conviction and persistence. Mr. Robbins posted on twitter, (2025 February 6): “Unleash your powerful driving force that can make any vision, dream or desire a reality. This post demonstrates to the reader the perseverance to find your powerful driving force, unleash it and you can make any vision a reality.

The second competency is the Communication competency. According to Rubin, The Communication competency is the knowledge and skills required for effective interaction in interpersonal, group, organizational, and public settings. Also using communication to build diverse, trusting relationships and to effectively negotiate conflict. The Communication Competencies related with this cluster includes the knowledge and skills for required interaction in interpersonal, group, organizational and public settings. Tony Robbins is a masterful

communicator. The communication competency Sub-dimensions are: Credibility & Trust which is being admired, seen as magnetic, authoritative, honest and trustworthy, Influence & Persuasion which is the ability to convince other to adopt advocated ideas, points of view or behaviors, Interpersonal & Group Relations, & team building which is creating effective interpersonal relationships groups, and teams, Listening, attention, questioning & learning, Writing and Public Speaking which is conveying information, ideas, and opinions clearly through and oral presentation; Diversity & Intercultural relations which is valuing and working effectively with both men and women, and individuals of varying cultural, racial, ethnic, political or life-style orientations; and Facilitation, negotiation, and conflict resolution.

The first tweet by Tony Robbins is in regard to the Influence & Persuasion. Mr Robbins tweeted (2025, February 10):”Success isn’t just about strategy. It’s about the heart, the mind, the hunger you bring to the table-every single day. The best leaders don’t wait for the future. They create it.” Here, Mr. Robbins is trying to convince others to adopt advocated ideas and trying to persuade his readers to take charge of their future.

The second tweet is in regard to Writing and Public Speaker. Tony Robbins is a prolific writer and speaker. His dynamic personality makes him an inspirational figure and he is highly regarded. Mr Robbins tweeted(2025, February 5) “Change your story, change your life. Divorce the story of limitation, and marry the story of your unlimited capacity. In this tweet Mr. Robbins demonstrates his ability to give positive feedback to his followers.

The third Competency is the Organizational Competencies. This competency is vision setting, strategy development, goal setting;Management and Supervision;

Information/Knowledge Management, Technological Capability, Collaborative decision making and Empowerment, Teaching and Coaching and Change, Risk, and Crisis Management. The Organizational Competency Sub-dimensions are: Vision setting, strategy development, goal setting which is motivating and providing a sense of direction and purpose, development approaches and goals and ensuring follow through; Management and Supervision which is overseeing financial, physical and human resources; Information/ Knowledge Management & Boundary spanning which is facilitating the flow and sharing of information within a group or organization, and across organizational boundaries; Technological Capability which is using appropriate communication technology and media to support leadership initiatives; Collaborative Decision Making and Empowerment which is effectively engaging others in decision making and other activities; Teaching and Coaching which is encouraging the development of leaders and leadership capacity; and Change Risk & Crisis Management which is promoting and effectively guiding change and innovation, anticipating and managing risks and coping effectively with anticipating and managing risks, and coping effectively with unexpected and crisis situation.

The first tweet in the Organization Competency sub-dimension is in regard to vision setting, strategy development goal setting. This competency is motivating and providing a sense of purpose and direction, development approaches and goals, and ensuring follow through. Mr. Robbins tweeted ( 2025 February 4).“There is always a part of you that will always be fearful-just don’t let it be in charge. In this tweet Robbins is motivating people to take charge of their fears and is motivating and providing a sense of purpose and to not let fear take charge.

The second tweet by Tony Robbins is in regard to Teaching and Coaching which is encouraging the development of leaders and leadership capacity. Mr. Robbins tweeted (2025 January 23) “2025 is YOUR year. No more settling. No more fear. This is your moment to step up, take control, and create an extraordinary life-whatever that means to YOU.”

Tony Robbein’s sole purpose in life is to improve the lives of others and bring them to living lives of true passion, operating from levels higher than they thought manageable. Tony Robbins is a leader on twitter because he is believable and inspiring. I feel that Tony Robbins checks all the boxes on the Leadership Competency chart.

I learned many things from this assignment in regard to Ruben’s Competencies and sub-dimensions in each. According to Rubin, the topic of leadership is an extremely popular one. It is of interest in a broad range of contexts, including business, politics, health care, sports, religion, government and education. I learned that both knowledge and skill are important elements of leadership efficacy. Rubin writes knowledge refers to leaders’ understating of a concept. Skill refers to leaders’ success in applying this knowledge effectively. According to Ingerson and Bruce the Tweeter revolution has allowed for people all around the world to be instantly connected with others. In a world so closely intertwined, leaders emerge. Learning about the Leadership Competencies gave me insight into what is needed to become a leader. Leadership in the world of social media relies heavily on not only what is being said, but how it

is being said. After reading Tony Robbins tweets it gave me the reflection that he did more than just talk about leadership; he is leading by example and reflecting on his actions in his tweets.

I also learned that leadership has to be earned. The Five Major Competency Themes can give someone direction on becoming a respected digital leader.

Works Cited:

Ingerson, K. & Bruce, J. (2013). Leadership in the Twitterverse. Journal of Leadership Studies, 7(3), 74-83

Ruben, B.D. (2019) An overview of the leadership competency framework. In R.A Gigliotti (Ed.),Competencies for effective leadership: A framework for assessment, education, and research (pp. 19-28. Emerald Publishing