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A520.1.6.RB – Self-Awareness

Emotional intelligence: I consider this core aspect one of the most important ones to have. Evaluating where I began with this program and where I am at right now, I believe my emotional intelligence has increased a significantly. With time, I have learned the importance of my support towards others feelings. In addition, when I have learned that by recognizing other’s emotion’s I learn about my own emotions and how to control them.

Attitudes towards change:  This is a major issue I have always fought against of. Although I found much improvement, as I got older, I find the MSLD program has provided me with additional tools to find positive aspects about change. The more I learn, the more I am able to understand why change is such an important course of life in a professional or personal matter. The sooner you accept change, the sooner you get to enjoy the positive outcomes of change.

Cognitive style: Since I started the MSLD program, I never heard of the cognitive style before. Today, I have a better understanding and I make use of my critical thinking in every possible way. I comprehend that decisions should always be based on critical thinking in order to make the correct choice. Cognitive style not only leads you to the correct choices, but it also helps individuals to be better leaders.

Values: Ever since I can remember, I was brought up with values and ethics. Therefore, I believe my values were already high before I started the program. Needless to say, I have learned that values should always be applicable to your professional environment and a lot of people are always appreciative about it. Therefore, although my values have not change, I can say I have a better foundation of what values mean to me.

Core Self-Evaluation: Whetten and Cameron (2011, p. 62) referred to core self-evaluation as personality measure with “the Big Five” dimensions—neuroticism, extroversion, conscientiousness, agreeableness, and openness.” Therefore, understand my personality has always been important but it has also been difficult to find a way to do it. Therefore, the MSLD program has tremendously helped me find way to study my dimensions and understand who I am. While understanding the core self-evaluation, I have leaned that I am not as introverted as I thought, I am very conscious about what I do, and for the most part, I am open to new ideas.

References

Whetten, D., & Cameron, K. (2011). Developing Management Skills (8th ed.). Upper Saddle River, New Jersey: Pearson Education.

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A520.9.5.RB - Power

•    Are you comfortable developing sources of personal influence to gain power?

In order to make use of personal influence to gain power, we first must understand what power means. Whetten and Cameron (2011) define power as the “potential to influence behavior” (p. 286). In other words, power could essentially be a means to influence others but it could also be a negative way to attract others. For the most part, I believe I am comfortable developing sources of personal influence to gain power, when the gained power positively affects the organization. In order to feel comfortable, I must first feel a sense of achieving common goals for everyone and not myself only. Moreover, ethics and morals always guide my decisions and they both help me influence others. Power has no value if my personal influence is negative. 

•    Do you embody the characteristics of likeable people depicted in Table 5.4 (p. 290)?

If there is a phrase that defines me, it definitely is leading by example. For the most part, I treat others and do things for others, as I would like to be treated. The characteristics of likeable people depicted in Table 5.4 (p. 290), mentioned engaging in social exchanges necessary to sustain a relationship and also, endure some sacrifices if the relationship should demand them. Although, I find myself not been the most outgoing person, generally I try to embody that characteristic because I know that is what my responsibility is in order to make it work. And that is where sacrifice takes place; by doing things you are not always confortable with.

•    Are you able to use influence both up and down your organization considering the information in Table 5.5 (p. 293)

After reviewing table 5.5 from Whetten and Cameron (2011, p.291), I believe that I can influence others both up and down the organization. While working for a medical facility, I have the opportunity to mix my influence between co-workers and managers. Daily, I make sure I understand my boss whenever she feels the need to correct others or me. I try to put myself in her shoes, and I understand it is her duty to do so, and therefore, I do not take it personal or get offended. Moreover, maintaining a relationship with everyone implies accepting others’ perspectives and not attacking them when I do not agree with them. At the end of the end of the day, what matters is to find a middle ground where everyone can express his or her needs and styles. As far as assessing myself by knowing my strengths and weaknesses, I believe this will always be an ongoing learning process. I want to believe I know my flaws but I known there is always room for improvement.

References

Whetten, D., & Cameron, K. (2011). Developing Management Skills (8th ed.). Upper Saddle River, New Jersey: Pearson Education.

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A520.7.3.RB – Importance of Having a Coach and Mentor

            To be successful in your career, the need for mentor and/or coach is imperative. In my professional journey I have suffer the absence of good coaches or mentors in many occasions. While trying to accomplish a Masters degree in leadership to then continue my education as a doctor, I find that any mentor and coach will have a huge impact in my life. Today, working as a medical assistant for a podiatry facility, I find myself surrounded by good mentors. To begging with, the doctor I work for is not always an easy person to connect or talk to but he is always trying to help me understand why something works the way it works. One time, he spontaneously asked if I knew what an x-ray was? My answer was a book definition but he really wanted me to know the back scene of an x-ray. From that moment, I founded very fascinating to know that I have a mentor who care for my knowledge.

            Moreover, as I progressively learn, my manager also plays a big role when it comes to coaching. I have never met someone who cares so much for her team as she really is a team player. Every day she brings her best self to the office and is always asking if me or my coworkers if we are in need of anything. She takes the time to explain how to do a procedure or a task and would never get upset if you have further questions. She truly is an inspirational role model and leaders to others and myself and demonstrates her capacity through her patience and coaching. People in general do not realize the significant impact they have on others if they know how to be leaders. The reason I mentioned the importance of having a good mentor and coach is because they transmit confidence and it makes you feel invincible.

            Up to a couple of months ago, I doubted whether law was truly the path I wanted to take once I finished my master’s degree. I guess we all have a purpose in this world and the doctor I work for found me and asked me to work for him. When I started as a medical assistant, I was not sure what to expect but with time, I found my true calling. I now know, I want to go to Medical School and be a doctor. There is a reason why we call it a professional journey; you never know where it will take you. Needless to say, I am thankful for the good mentors and coaches I found along the way who helped me defined my future. I am lucky to have them and lucky to understand their significance, importance and impact in my life. “Mentoring is about developing people, with the objective of helping them achieve their full potential. Mentoring gives outstanding opportunity for mentors to facilitate a protégé’s growth by sharing what they have learned through years of practice” (Ilesanmi, 2011, pp. 169-170).

References

Ilesanmi, O. O. (2011). Workplace Mentoring: Learning and developmental approaches. A key issue in human resource management. Chapter 14. Retrieved from https://erau.blackboard.com/bbcswebdav/pid-16423860-dt-content-rid-42013603_4/institution/Worldwide_Online/MSLD_Courses/MSLD_520/pdf/Ilesanmi.pdf

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A520.6.5.RB – Team Roles

Both, task-facilitators and relationship-builders are team performance enhancers. Task-facilitating roles are those that “help the team accomplish its out-comes or objectives” (Whetten & Cameron, 2011, p. 513). On the other hand, relationship-building roles are those that “emphasize the interpersonal aspects of them” (Whetten & Cameron, 2011, p. 514). Nevertheless, in most cases leaders are not always capable of making use of both at the same time, leaving always one behind. 

•    Consider how you generally relate as a team-member.

   As a team-member, I generally relate more to the task-facilitator role. In many occasions, I found myself with unclear direction as to where to go with an assigned task. Therefore, I find it very important to help others transition from not knowing to understanding their objective. Demonstrating patience and care for your team as they reach out for help provides them trust in their organization. And most importantly, it shows integrity and in return performance is higher. Nonetheless, a relationship-building role is always in the back on my mind.

•    Do you actively engage your team to accomplish its mission?

I absolutely actively try to engage my team to make sure they accomplish its mission. Maintaining an open communication with your team is what makes a team, work. In addition, providing positive feedback along the way increases the team’s self-steam. Every time a team member accomplishes a milestone, I make sure they are verbally rewarded. It is important to demonstrated appreciation for your employees’ hard work, they feel more valued and invest more time on the well being of the organization.

•    Do you work to improve the team cohesion and collaboration?

Improving the team cohesion and collaboration is my number one priority when participating in a team setting. Nevertheless, it is always a challenge to bring everyone to one same standard and have team members collaborate at the same level as everyone else. While attempting to form a more coherent environment with the team, focusing on one goal at the time seems to help get through each objective. Additionally, I make sure that for the most part; we (the team) all learn to work together without thinking who is better than the other. Diversity always brings the best results and listening to new ideas can make a team a success.

References

Whetten, D., & Cameron, K. (2011). Developing Management Skills (8th ed.). Upper Saddle River, New Jersey: Pearson Education.