...Slide 1 Kris Disc golf For our project we have chosen to select a local park and establish a 9-hole disk golf course that we will help promote to the local community in hopes to encourage and give an opportunity for people to get out and be more active. By offering activities such as disk golf course we believe that we will give an alternative activity for people of all ages to do that is both healthy and fun. Slide 2 Josh Vancouver City Hall Meeting Attend a City Hall Counsel meeting to make a proposal to the City Zoning Commission to allow the installation of a 9 hole disc golf course in an existing city park Slide 3 Josh New 9 Hole Course Proposal This is a map of our proposed disc golf course. We went out and set what we think would be the best layout to not disturb the already set in activities and structures already in use. Slide 4 Kris Goals and Objectives * Create a new 9 hole course in existing city park * Offer new alternatives for recreational activities * Get people outdoors and active * Introduce new players to disc golf * Increase Annual Visitors to the Park * Educate others on the benefits of disc golf Slide 5 Kris Plan of Action Once we have been approved by the city we will begin to execute a 6 Phase completion process that will be concluded by hosting a Grand Opening weekend where we will provide food and entertainment to promote the new park course Slide 6 Josh Projected Cost Items | | | | Units |...
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...Professional Development Plan LDR/531 March 2, 2015 Lynette Hurst Professional Development Plan Planning a detailed strategy to form an action plan in regard to achieving a preferred goals and objectives within an organization is known as a professional development plan. Professional development plans consist of the goals, skills, and competency essential for the organization to succeed organizational development and growth. Managers create the development plan by working carefully with employees and identifying his or her skills associated with the goals and objectives established by the organization. In the work environment, the DiSC assessment is important in the process of developing an effective professional plan. In this assignment the DiSC, The Platinum Rule divides behavioral preferences into four basic styles known as DiSC in regard to, dominance, interactive, steadiness, and cautious style (Alessandra, N.D). Managers can use the assessments of each team member for mentoring, performance development plans and team building, as well as conflict resolution. This week's assignment consists of creating a Professional Development Plan to address the characteristics of individual Learning Team C members both individually and as a group and the ability to lead them. Team C members are Michael Fogoros, Dustin Jorah, Carlos Peralta and Eric Scott. Individual members DiSC assessment Learning Team...
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...Professional Development Plan Kate Bethea LDR/531 June 22, 2015 Dr. Dave Aiken Professional Development Plan Management develops a plan that will address the characteristics of their team. With this plan, management can better lead their team by using each's personality characteristics. If such plans are used effectively, they can also determine a team's strengths, weaknesses, their skills, any improvement areas, and to help members of the team reach professional goals. Throughout this essay, such a plan will be developed to for "Learning Team D” and address the team member designated as manager. DISC Assessment In week, one of organizational leadership each member of “Learning Team D” completed the DISC Platinum rule. The DISC Platinum rule is a behavioral style assessment that breaks down an individual’s predominate behavior styles; dominate, interactive, steadiness, and cautious. There are sixteen sub-styles that further attempt to explain the results. "Learning Team D" is comprised of three members, and not one of them has the same style. One of the team members predominate style is dominated, one member style is cautious, and the third member is steadiness. Those who have the dominate style are driven self-starters who are fast-paced, goal oriented, decisive in their actions and decisions, and are more at ease when they have freedom to manage themselves and others. A cautious style is slower-paced and task-focused, they are cautious in their decisions and actions...
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...Professional Development Plan Stephanie Ledford LDR/531 January 18, 2016 VICTOR RAYNERI Professional Development Plan As each class starts, each person in the class is assigned to a learning team. Each week the team could be assigned a weekly project. This could be a difficult chore in the beginning since no one in familiar with each other. Each person has their own personality and ways to do projects, which could be very different from their other teammates. My objective is to complete a professional development plan that will help us work as a team and work towards a common goal. An individual or a team uses a professional development plan so that they have set goals and strategies to achieve the same goal at the end of the period (Multiprofessional Faculty Development, 2012). To help me develop this plan each team member has been asked to take the DISC Assessment. DISC is a personal assessment used to determine behavior types, and how to interpret the behavior (DiSC Profile, n.d.). The DISC assessment has four styles it uses as a determination. They are Cautious (C Style), dominance (D Style), interactive (I Style) and steadiness (S Style). A cautious person is detail orientated, a slow worker and has very high expectations for themselves. A person who is dominance is very goal orientated, need control and must achieve their goals. A interactive person is very enthusiastic, must have acknowledgment and has great people skills. A person who is determined...
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...Development Plan Kenneth Metcalfe LDR/531 April 5, 2016 Brian Polding Professional Development Plan Working in a learning team is challenging because of the different dynamics of the individuals assigned to the team. Each individual has different characteristics, strengths and weaknesses. As the team leader the application of the following professional development plan, based on the team member’s DISC behavioral assessment, will provide a means to identify the individual’s strengths, weaknesses, and outline a means the team leader can use to communicate with each behavioral style. The plan will also explain how an understanding of the strengths and weaknesses of the styles provides direction for improvement to achieve personal career goals. The individual’s assessments place the members into three of the four styles; Cautious Style, Steadiness Style, and Dominance Style. Since additional members may be added to the team or included in future learning teams, the professional development plan will also include the Interactive Style. Understanding the differences between the behavioral styles is instrumental for a team leader to know “how to engage others whose own DiSC styles may be quite different” (Sugerman, 2009, para.9). Team DISC Overview A company named Kudu Industries and Murray Janewski developed the DISC assessment to determine an individual’s strengths, weaknesses, as a means to identify how to communicate more effectively (Sugerman, 2009). “DiSC research shows...
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...Professional Development Plan Daniel Page LAW/531 July 13, 2015 Dan Kessinger Professional Development Plan Professional development is a critical part of success in the workplace and group cohesion. Every individual has different personality traits and tendencies. Managers need to recognize these differences and develop a plan for cohesion and stability. In the University of Phoenix class Organizational Leadership, the members of Learning Team B have all taken DiSC Assessments to understand better these traits and tendencies. In the following paper I will outline a professional development plan for these members both individually and as a group with my ability to lead them. Ebony Ingram Ebony Ingram is an Assessor (Ci) with a predominately cautious style. The assessor is “less guarded and less indirect than most other cautious styles” (University of Phoenix, 2015). An assessor is a wonderful asset to have on a team because they can have great intuition with a head full of knowledge through detailed evaluation. The negative of this style is that even though Assessors are quick thinkers, they may be slow to take action (University of Phoenix, 2015). This is something to keep in mind when putting together a professional development plan with contrasting personnel working together. Rasha Long Rasha Long is a Go-Getter (Sd) with a predominately steadiness style. The go-getter is “less open and less indirect than most other steadiness styles” (University of Phoenix, 2015). This...
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...Motivation plan Swhail AL Jubouriy LDR/531 May, 03, 2014 Stewart Segall Abstract My Mentor is a projects manager for an Organization called Shamara Group (www.shamaragroup.biz).It is holding a group that contains more than ten companies most of them worked in the Middle East in Iraq, the UAE (Dubai) and Jordan. It started as a family business in 1930 in trading, in 1990, it became a contracting company for significant Power and Oil projects, in 2003 Shamara group Started the first investment project in Iraq for the Electricity power plant at cost of 250 Million dollars, in the last ten years Shamara Group established many investment projects in power and construction in Iraq and their Investment projects coasted around one Billion dolor's. My Mentor worked as a projects manager with Shamara Group for the last twelve years, he was responsible for many projects in electricity power plants and oil projects, he had a significant experience in projects because he worked as a General Manager in the Ministry of Electricity of Iraq for twenty five years and his experience helped Shamara group in the completion of mega projects in very difficult circumstances at that time, most of the international companies had failed to implement on time and left Iraq because of the bad conditions and the continuing terrorist attacks on the infrastructure projects. Motivation plan I will make a motivation plan to increase my Learning Team members' motivation, satisfaction...
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...Professional Develop Plan Leaders have inspired and cultivated the world for many centuries. Leaders are those who are admired by some and disliked by others. Leaders persuade many to accomplish such things as completing goals, encourage high performance, influence to think outside of the box, and provide support and guidance. According to Schira (2007), leaders are not born but are developed individuals. Leadership was recognized for many reasons by a leader who worked to cultivate that potential in the individual. Some leaders provide direction up front and others are working in the background inspiring and encouraging subordinates within the organization (Schira, 2007). In this paper and as the manager of Team B, a development plan will be assessed to help the group reach future career goals. The plan will consist of a DISC chart assessment of each team member’s characteristics by letter and professional development plan that will help to address strengths and areas of improvement for reaching career goals. The platinum rule DISC is a tool used to help in understanding a person’s unique personality, being able to identify with patterns of behaviors, and adapting to different behavior actions in order for promoting increase relationships and cooperation, and eliminating tension (Disc Platinum Rule, 2014). As a leader, it is important to watch and listen to how a person enter acts, what they say, and willingly accommodate between the different styles of behavior as well...
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...Professional Development Plan Ashley Mercado-Perez LDR/531 November 9, 2015 Michael Reynolds Professional Development Plan When working within a group it is very important to know the work styles of each individual. Knowing the strengths, weaknesses and needs of each individual with make for a more productive outcome of each task, and create synergy. In order to assess all of these factors, it is good to use a DISC Assessment. DISC stands for Dominant, Interactive, Steady, and Cautious. These are the four main styles of leaders. Team B is made up of three of the four DISC styles; Interactive, Dominant, and Cautious. According to the DISC Assessment, Interactive style people are friendly and thrive on admiration, acknowledgment and compliments. They are relationship oriented rather than task oriented and they are great influencers. They tend to use their people skills to build alliances to accomplish goals (Alessandra, P.7). Strengths of the Interactive person are seen in their communication, participation and finding the good in things. Their weaknesses are follow through and lack of objectivity. Interactive people need recognition, acceptance, and they need to talk (Outside the Box, 2014). Dominant Style people are driven by the need to control and the need to achieve. They like to take on challenges and are fast paced and goal oriented. A dominant Style person can work quickly and Impressively by themselves, and are annoyed with delay (Alessandra, P. 7)...
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...Professional Development Plan Edwin Julio LDR/531 April 11, 2016 Professor Scott Bruner Professional Development Plan This paper will be evaluating the results from the DISC assessment that each team member in Learning Team A completed. This learning team has five members including myself as the manager. The goal will be to view the results and figure out how each team member will work separately as well as within a group setting. The benefit of the assessment is to have each team member assess their skills, strengths, areas needing improvement, and the resources needed to help them reach their goals. As stated, Learning Team A took the DISC assessment, and the findings are as follows: Brian was considered Dominate, KinyaMantesha was assessed to be cautious, and Sarah, Shadonta and Evita was evaluated to be interactive. Evita will be taking the lead as manager of the group and will try to best describe how the learning team can collaborate as a team to complete the learning team projects moving forward. Each individual can thrive separately and get things done, but the DISC assessment was completed to see how each person could thrive within a team setting. Brian was the only one in the learning team that was considered dominant. Brian can best be described as a delegator, he would be best suited as the teacher, and he would rather lead than follow. He is direct, and very decisive. This individual will be great in a team setting since he is also someone that is a...
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...Professional Development Plan Jeff Simonic LDR/531 – Organizational Leadership July 14, 2014 Professional Development Plan My goal in this paper is to develop a plan that will address the characteristics of Learning Team A while designating myself as a team leader. If the plan is effective, it can be used to determine the needs of the learning team. It can also be used as a tool for the members to assess their skills, strengths, areas needing improvement, and the resources needed to help them reach their career goals. Recommendations for all team members are based on the results from the "The DISC Platinum Rule Behavioral Style Assessment" that each team member completed. Developing includes several managerial practices that are used to increase a subordinate’s skills and facilitate job adjustment and career advancement. Key component behaviors include mentoring, coaching, and providing developmental opportunities. (Yukl, G. 2013). Learning Team Disc Chart From Disc Assessment DIRECT | GUARDED | Dd | | Di | | Id | | Ii | OPEN | | | | | | | | | | | Dc | | Ds | | Ic / Jeff | | Is | | | | | | | | | | | | Cd | | Ci / Renee & | | Sd / Ty | | Si | | | | | John | | | | | | | Cc | | Cs | | Sc | | Ss | | INDIRECT | Evaluation of the Individual Team Members Renata Roman and John Coakley's self-assessment characterized them in "The Cautious Style" group. More specifically, Roman...
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...Professional Development Plan Organizational Leadership LDR / 531 University of Phoenix Professional Development plan I explain in this paper the different personalities of each employee. Which will abound what strengths and weaknesses of each. Strategies and recommendations will be created to turn weaknesses into strengths of each employee for the benefit of our company. To evaluate each use behavioral style Platinum Disc test. This test helps identify which behavioral style of each employee. Your assessment does not only help them be the best of each but also help them behave more mature and productive by learning how to focus on your goals instead of your fears. This tool will also help you develop and use more often their strengths, recognizing, enhancing and modifying all the limitations of each. This report will focus on trends, which influence their behavior. We have four styles of behavior according to Disc Platinum. The first is the Dominant Style. This style always has the need for control and the need to achieve it. Parent styles seek what most suits them and are not afraid to break the rules. This style definitely willing to challenge the thinking and outdated ideas. Strengths are people with lots of energy, are excellent leaders and management. I love challenges, be the authority and head when finding a solution to a problem. Weaknesses are people impatient, insensitive, take things too seriously and do not like to hear. ...
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...Abstract Failing to communicate and collaborate in crisis or emergency situation will undoubtedly increase the vulnerability of an organization toward potential crisis. This paper highlights the significance of effective communication and collaboration at different levels in the event of or during a crisis. This is a case of a cyberattack against Sony Pictures Entertainment once on December 3, 2014 and another attach on December 8, 2014 was considered for the purpose of this research. These cyberattack shows how techniques are not just a strategic weapon to bring down societies or to terrorize societies. But it shows that attackers are getting increasingly comfortable with using cyberattacks and can quite easily gain access to consumer personal information, business information, and employee information and can bring a company to its knees. The recent attacks not only on Sony but also Home Depot, Target and others are raising concerns. What needs to be done? The attacks are becoming more frequent, more invasive and the attackers are being bold. Should there be collaboration between businesses to combat the rising issues? Will this change the way that others businesses work together? What role does the government have in protecting citizens and their right to privacy especially from foreign attackers? These issues are significant as they underline the element of crisis communication and collaboration. Introduction In the face of increasing business demands for...
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...Motivation is a driving force in the everyday lives of men and women as they interact with one another and go about their day. Motivation is defined as the processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal (Robbins & Judge, 2012). As the business world becomes increasingly more diverse, it is important that managers develop ways to handle the variety of motivations they will encounter in the work day. There are many approaches to motivating employees and many ways for employees to accept it. Motivation is the crucial element in setting and attaining goals. Applying the DiSC assessments helps managers deal with their role as a motivator and developer of talent for their team or group of subordinates. As Facilities and Environmental Health & Safety Director, William Maloney is responsible for equipment uptime, maintaining manufacturing capability/continuance, space allocation, employee environment/satisfaction, site cleanliness/overall appearance, employee safety, leases, making sure space and all required utilities are available when needed, and security officers on a daily basis for Spectra Physics Lasers (a Division of Newport Corporation). William influences his employees and team by being straightforward and truthful, demonstrating integrity and fairness, creating the expectation of honesty, balancing employee needs with company expectations, giving support when needed, allowing them to be comfortable in their...
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...Motivation Plan LDR 531 October 6, 2013 Strategic Development Perhaps the most important component of any organization are its people. The most successful organizations demonstrate the leadership skills necessary for nurturing maximum job satisfaction and performance in their employees and consequently ensuring high levels of motivation throughout. Effective leaders within these organizations capably develop and implement motivational strategies which elicit desired behaviors by bringing together the disparate attitudes, personalities and values of team members and employees alike. According to Smith (2012): “Employers face the challenges of maintaining productivity, profitability as well as keeping their workforce engaged and satisfied with their jobs” (p.1). By evaluating the individual DISC assessment results of Team D and applying them to the structure of an actual organization, it will be shown how addressing the differences in attitudes, emotions and personalities can be used to meet such challenges while positively influencing individual and team behavior. The Organization My mentor, Greg, is recently retired from Philip Morris USA, the largest tobacco company in the U.S. As Regional Director of Sales, Greg led a staff of 75 sales managers, account managers, territory representatives and merchandising personnel. His duties included development of a regional sales forecast, implementation of a sales plan, participating in the roll-out of corporate...
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