Career Portfolio

Career Success Strategies (GM548)

Professor: Geoffrey Hacker

March 3, 2013

By

Christopher C. Young

Table of Content

Current Goals………………………………………………………………………………3

Work Philosophy……………………………………………………………...……………4

DISC Survey and Written Report…………………………………………………………5-11

Stress Processing Report and Written Report……………………………………....……12-17

Samples of Key Course Outcomes and Assignments………………………………….....18-19

List of technical and Like Skills Gained from each………………………………………20
Keller Course

Personal Resume…………………………………………………………………………....21

Volunteer and Community Service Experience…………………………………………..22

Favorite Web Sites………………………………………………………………………….23

Current Goals

Personal

- Complete my Masters of Business Administration with concentration in General Management by June 2014 - Get in shape by Summer of 2013 - Take more time to study for school

Financial

- Keep my credit score high - Continue to make payments on time - Get a raise/promotion - Continue to save money

Professional (My Current Options/Goals)

- Store Manager/Management - Retire

Work Philosophy

Leadership - Taking responsibilities. Leading by example.
Learn from mistakes - Learn from mistake and accepting them to improve next time.
Focused - Focus of Being Focused to find success.
100% Effort - The do your best philosophy. Contribute your best skills, experience, and effort for the optimal productivity.
Resourceful - The creative use of resources. Being resourceful. Making the best use of own resource and external resources to get the results you want.
Motivation - Commitment, dedication, and loyalty towards work. Commitment will bring in dedication, hard work, and best results.
Helping/Serving - The Power in Serving Others. Helping people or serving customers to get back something.
Teamwork - The advantage of working in a team. Two heads are better than one. The benefit of accessing more ideas, working in harmony, and helping each other for achieving mutual goals.
Unique - The making differences at work approach. Adding value and uniqueness to the job. Being a talent. It is not the boss that makes the difference but the company’s talents.
The AMA DISC Survey

The AMA DISC Survey assesses your on-the-job behaviors in terms of four different styles:
Directing
Influencing
Supportive
Contemplative
The first step in interpreting and understanding your DISC style is to view Your DISC Scores and Profile and review your results along all four styles. The DISC Profile presents your survey scores plotted against those of others, graphically portrays the relative strength of your tendencies along all four styles, and shows the underlying orientations (i.e., toward tasks versus people and acceptance versus change) which drive your personal styles.
After reviewing your DISC Scores and Profile, you can familiarize yourself with Your Most Descriptive Style. This is the style that, according to your survey responses, is most likely to reflect the way you approach your work and interact with others on the job.
You can then learn about Your Least Descriptive Style, the style that shows the weakest extension on your profile. To fully understand how we “come across” to others, it often is helpful to consider the styles we tend not to exhibit. Therefore, you may find it helpful to read about the implications of low scores on the DISC style that is least characteristic of you.
The fourth section focuses on Your Combination of Styles. The work-related behavior of most people is depicted best by considering one or more other styles in addition to their most descriptive styles. Thus, this section provides you with information on the other DISC styles which, as shown on your profile, might complement, work together with, or possibly compete with your dominant style.
Finally, profiles of all the remaining DISC styles and combinations of styles are presented. Though these Other DISC Profiles are different than your own, they may be relevant to people with whom you interact-and would like to interact with more effectively. Some of these profiles show dominance of a single DISC style; others portray a combination of dual, multiple, or competing styles. You can learn more about these profiles by clicking on those of interest to you.
Links are provided throughout this section to take you to descriptions of the DISC styles. You have the option of printing out any of these descriptions as well as this personalized feedback report.
Your DISC Scores and Profile
Your Most Descriptive Style
Your Least Descriptive Style
Your Combination of Styles
Other DISC Profiles

Your DISC Scores and Profile
Your primary style is one of four styles measured by The AMA DISC Survey. The four styles are: • Directing (oriented toward change and tasks) • Influencing (oriented toward change and people) • Supportive (oriented toward acceptance and people) • Contemplative (oriented toward acceptance and tasks)
Your results along all four styles are important for understanding how you approach your work and interact with others within your organization. Your DISC results are presented here in terms of percentile scores, beginning with the style most descriptive of you and ending with the least descriptive style. Your styles and percentiles are listed immediately below.
|DISC Styles |Percentiles |
|1. Contemplative |97 |
|2. Influencing |90 |
|3. Supportive |90 |
|4. Directing |70 |

These percentile scores represent your results compared to those of others who recently completed the DISC Survey. For example, a percentile score of 75 means that you scored higher along a particular style than 75% of the other respondents in the sample—and, in turn, indicates that the style is strongly descriptive of you. In contrast, a score of 25 means that you scored higher than only about 25% of the other respondents and, therefore, would indicate that the style is not very descriptive of you.
Your percentile scores are shown on the DISC Profile below. Click on the profile for more information about the style that is most descriptive of you.
Graphical Profile of Your DISC Styles
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Beyond showing your primary style, the DISC Profile also illustrates your overall pattern or combination of styles. The number of styles showing extensions, along with the direction of those extensions, provides insights into your orientations or behavioral tendencies. For example, • Extensions toward the top of the profile reflect an orientation toward change; • those toward the bottom reflect an orientation toward acceptance.

• Extensions toward the left side of the profile reflect an orientation toward tasks; • those toward the right reflect an orientation toward people.
Please continue on to the next section to learn more about your most descriptive style.
Most Descriptive Style

The style most descriptive of you is CONTEMPLATIVE. This style reflects • An orientation toward Tasks versus People and • An orientation toward Acceptance versus Change.
This style, on the job, reflects behaviors and activities directed toward accepting and understanding your tasks and work environment. Other words—both positive and negative—that might be used to describe your Contemplative style include: • Conscientious • Critical Thinker • Careful • Cautious • Compliant
Contemplative emerged as your primary DISC style because, on the survey, you indicated that the statements assessing this style were more descriptive of you than the statements associated with the other styles. More specifically, you were more likely than others to report on the survey that you:... • ...carry out tasks with care and thoroughness • ...seek out information to "get at the facts" • ...display self-control and conscientiousness • ...take time to observe the situation
Similarly, you also were more likely than others to report that you... • ...are critical of your own performance • ...strive for precision-even when it's not noticed • ...check and double-check for accuracy • ...interact in a reserved, task-oriented manner
Please click here or on the profile to learn more about the Contemplative style--and continue below to read about your other results on the DISC Survey.
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Your Least Descriptive Style
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A comprehensive analysis of your DISC profile requires consideration of not only the styles that are most descriptive of you but those that are the least descriptive as well. Sometimes the styles people do not exhibit are just as important in defining their overall "persona" as the styles they do exhibit.
As noted above, the style that is least descriptive of you is Directing. Your lowest percentile score is for this style, indicating that you viewed the statements associated with this style as the least relevant to your on-the-job behavior. However, as shown on your profile, even the Directing style is descriptive of you to a relatively great extent. Thus you are likely to approach your work and relate to others, at least some of the time, in a manner consistent with this style.
Please click here to learn more about the Directing style.
Note that the description of the Directing was written for people who scored high on this style relative not only to other respondents (i.e., high percentile score) but also to their own scores along the other three styles. Given that the latter is not the case for you, this description should characterize your behavior less frequently than the description of the Contemplative style. Similarly, when you do behave in Directing ways, this style may feel less comfortable or natural to you than the other DISC styles.
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Your Combination of Styles
Though Contemplative is the style that is most descriptive of you, your survey results indicate that you show almost equally strong tendencies along two other DISC styles. Furthermore, your scores along these two styles, Influencing and Supportive, do not differ significantly. Thus, your on-the-job behavior is likely to reflect a combined Influencing/Supportive style as well as the Contemplative style.
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As your "secondary style," Influencing/Supportive is likely to work with and shape your Contemplative style—on a regular basis and to a noticeable extent. Additionally, this combination of styles may be particularly likely to emerge when you: • Find that your Contemplative style is not working nor having the desired effect; • Are working with different people or on a different task than usual; or • Are under stress, overloaded, or dealing with conflict or ambiguity.
Click here to learn more about the combined Influencing/Supportive style. Keep in mind, however, that Contemplative, and the description of that style, is likely to be at least as relevant to your on-the-job behavior as the Influencing/Supportive style.
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Other DISC Style Patterns that are not representative of you:
Click on any of the images below to learn more about each DISC style.
Single-Style Profiles
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Dual-Style Profiles
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Multiple-Style Profiles
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Competing-Style Profiles
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Stress Processing Report

Your Stress Processing ReportTM Results
The Stress Processing Report (SPR) measures 19 thinking “styles” or patterns associated with stress and various symptoms of strain, including medical problems. These styles are organized into four clusters: • Self, which describes on our views and beliefs about ourselves; • Others, which identifies our perceptions, preferences, and values regarding relationships with others; • Process, which focuses on our attitudes and beliefs regarding how we go about the tasks we’ve been assigned or have chosen to do; and • Goals, which describes our outlook with respect to the future.

Your SPR Scores
Your raw scores and corresponding percentile scores for the 19 SPR styles are presented in the table below. The raw scores can range from 0 to 32. The percentile scores describe how your results compare to the scores of a sample of others who have completed the SPR. For instance, a percentile score of 75 means that your score for a particular style is higher than the scores obtained by 75% of other respondents. In contrast, a percentile score of 25 means that your score is higher than the scores of 25% of other respondents.
Scores at or above the 75th percentile are considered “high” and indicate healthy thinking patterns. Scores at or below the 25th percentile are generally considered "low" and highlight patterns that can exasperate—or even cause—stress.
Your SPR Profile
|Cluster |Style |Raw Scores |Percentile Scores |
|Self |Growth |31 |95 |
| |Effectiveness |32 |99 |
| |Self-Image |32 |99 |
| |Past View |26 |69 |
| |Control |30 |85 |
| |Approval |28 |85 |

| |

|Others |Inclusion |28 |83 |
| |Interpersonal |30 |90 |
| |Intimacy |25 |69 |
| |Trust |25 |58 |

| |

|Process |Receptiveness |24 |58 |
| |Synergy |26 |75 |
| |Cooperation |29 |90 |
| |Time Orientation |30 |95 |
| |Time Utilization |28 |90 |

| |

|Goals |Satisfaction |30 |95 |
| |Directedness |24 |79 |
| |Expectations |31 |97 |
| |Future View |32 |99 |

Your SPR Profile
A visual profile of your results is shown below. The profile was constructed by plotting your percentile scores on to a circumplex, or circular diagram around which the 19 SPR styles are organized.
The numbers and darkly shaded extensions on the profile reflect your percentile scores. Long extensions that move toward the outer edge of the circumplex reflect high percentile scores. Short extensions that don’t go out much beyond the inner edge of the circumplex reflect low percentile scores. By comparing the length of your style extensions, you can identify which thinking styles—and cluster of styles—are areas of relative strength versus which are areas that make you more vulnerable to stress.
When viewing the report online, click on any of the styles on the circumplex to see a detailed description.

The SPR circumplex contains 6 rings, which represent the 10th, 25th, 50th, 75th, 90th, 99th percentiles, respectively, as you move from the center outward. The thick, dark ring in the middle is the 50th percentile. Scores falling at or around this ring are in the “medium” range relative to the scores of others. One ring outward from the 50th percentile is the 75th percentile. Scores falling at or above the 75th percentile ring are in the “high” range and indicate healthy thinking patterns. One ring inward from the 50th percentile is the 25th percentile. Scores falling at or below the 25th percentile are in the “low” range and identify thinking styles that likely are promoting or causing you stress.
|[pic] |HIGH -- Your score is in the HIGH range if it is at or above the 75th |
| |percentile. |
| |MEDIUM -- Your score is in the MEDIUM range if it is between the 25th and|
| |75th percentiles. |
| |LOW -- Your score is in the LOW range if it is at or below the 25th |
| |percentile. |

The SPR Self-Development Guide contains descriptions of the SPR styles, as well as suggestions for developing healthier thinking patterns and eliminating those that are more self-defeating. Refer to the Guide to gain a better understanding of your current styles and the steps you can take to improve.
Special Items
The SPR includes eight “special items” designed to signal extreme levels of stress. If three or more of these items were given a response of “somewhat agree,” “agree,” or “strongly agree,” please read “The Description of the Special Items” in Section 8 of the SPR Self-Development Guide.
|Special Item Statements from Inventory |Your Response |
|I don't feel close to anyone |Don't Agree at All |
|I can't express my feelings |Don't Agree at All |
|I just can't handle things much longer |Don't Agree at All |
|I regard the present wretched moment with pain and nausea |Don't Agree at All |
|I start the day by reviewing my faults |Don't Agree at All |
|I feel things are hopeless |Strongly Agree |
|I don't have control of my thoughts and feelings |Don't Agree at All |
|My thoughts and feelings are adversely affecting my health |Don't Agree at All |

Stress Processing Report (Cont’d)

Trust, Receptiveness, and Intimacy
Trust
The three greatest needs for me would be trust, pass view, and intimacy. The percentile score for trust is the lowest score I have which is 58 along with receptiveness with the same percentile score of 58. Trust falls under the category of trusting and believing that others have your best interest at heart. Sometimes I feel as though I can’t trust anyone due to the fact that I had so-call friends to turn their backs on me that I use to work with. Not trusting in someone would distract or delay some of my goals due to being shy and not really investing myself into another person that I am working with. I do believe making friends with people that are co-workers can be beneficial, but I have experienced the negative side of making friends with people I worked with. I focus on myself self-worth and work hard at being self-sufficient and effective. Perhaps, I should be less shy and more receptive with my co-workers so that I won’t feel that I have to do it all by myself when my co-workers and I could make our job a little easier. I believe that being friendlier, less combative, and more considerate of other co-workers will build back trust in how I interact with others on the job.
Receptiveness
My percentile score for receptiveness is 58 which is the same score as my trust percentile score. Receptiveness falls under the category of process. Receptiveness is a good way to reach your goals in making new friends that has your best interest at heart. My negative experience of betrayal by other employees from another organization should not have anything to do with new co-workers that I have met in a new organization. I should not let my feelings of hurt spill over or be taken out on someone else that has no idea of what I have been through. Learning to be more receptive to new co-workers or even forgiven those that have cause hurt takes encourage and good will within to make a better decision to be receptive to all people. Receptiveness should be practiced in order to have less stress and more success.
Intimacy
My second lowest percentile score is 69 for intimacy. As I rebuild trusting people again, receptiveness will be taken into action to be more comfortable with being intimate or close with others without distraction. It does seem strange to be intimate with someone that you do not know. Once you know your co-worker well or your new friend intimacy or closeness would not be all that uncomfortable. In some cases, intimacy can bring more focus on accomplishing a goal when there is another person involved such as a mentor that will help to take away stress and focus more on success.
Realization/Results
Trust is most important when it comes to working with people and accomplishing your goals. Working in groups takes trust in one another in order to get the job or goal accomplished. If you can trust someone that you work with and assigned them to do a task, then trust would allow you to be confident in that person. Without trust within a group it will cause more headaches and stress than anything else. If there is trust in a group, then everything else will fall in place such as inclusion and intimacy so that there is less stress and more success.
Interpretation
My main issue is trust. Trust would make my life a lot easier in working with groups and with co-workers. As mentioned before, I went through a betrayal on the job by an employee. I was set up and blamed for something I did not do. I thought the employee was my friend, but she was jealous of me and took it out on me. She was caught and was fired. I left that job for a better opportunity. It was hard to make new friends at this new job because I did not trust anyone. Finally, I got over it and forgive that woman and decided to be receptive at my new job. I never had experienced such a case, but I decided not to let my negative pass experiences stop me from pursuing going after my goals. I will strive to be receptive and will not be afraid to be intimate which will help me to build my trust for the betterment of my future.
Change Strategy My change strategy for achieving my goal in life is to be more receptive to people so that I may put it into practice to build trust. Those that I build trust with and look up to would be a mentor to me. A person would not necessarily have to be older to be my mentor, but they should have experience in what I am pursuing and have already gone through for what I hope for.

Samples of Key Course Outcomes and Assignments

Key Course Outcomes

This course does not utilize traditional, bound textbook or electronic chapters. The various readings for CARD548 have been researched externally and links have been provided for you within the weekly lectures and assignment pages. This is designed to introduce a more creative and engaging presentation of learning material into the course. These efforts will enhance your overall online learning experience. This interdisciplinary survey course introduces new students to key strategies for academic success at DeVry University and is designed to help students achieve both academic and career success. Coursework includes assessments and research into understanding oneself, the external business environment in which successful careers can be achieved, and the school’s expectations of students. Topics include self-assessment, program and course objectives, practitioner-oriented instruction, business and professional competencies, and career planning.
Assignments
Each week will contain a Strategy Assignment that will require a short paper/report to be done for that week. These assignments will cover a wide range of activities giving students an opportunity to add important elements to the Career Portfolio. A major outcome of CARD548 will be creation of a Career Development Portfolio. Students will work on this portfolio the entire session, and it will be the basis for a presentation at the end of the course. Think of the Career Development Portfolio also as an important roadmap that will keep your school and career goals focused and measurable. Creation of this important set of documents is a process that you begin now but the process of revising and updating that will be a lifetime engagement. There will be two Presentation sessions in week eight that will allow students to make a short 10-12 minute slide presentation on the results of their work this session in building their Career Development Portfolio. Students will complete the AMA DISC Personality Profile(TM) in week one of the course, and file a report on the results of that profile in week two. The result of that profile will be an important benchmark for all of the remaining work in the course. The SPR instrument is another useful self-assessment that will give students additional insight into stressors that may be affecting their goal achievement.

List of Technical and Like Skills Gained from Each Keller Course
Career Success Strategies Technical:

|A |Given personal assessment tools as a new Keller graduate student, develop an individual self-assessment about skills, behaviors, and |
| |attitudes as they relate to one's academic and professional plans and goals. |
|B |Given a listing of Keller resources and productive behaviors important to Keller Graduate School academic success, create an |
| |individual plan that maximizes abilities and identifies specific interim academic goals necessary to achieve one's long-term career |
| |goals. |
|C |Given a description of technical competencies in a Keller graduate program, evaluate major career tracks in the program area to align |
| |job requirements and typical paths of advancement toward professional goals. |
|D |Given a description of a typical business and the global economic environment in which it operates, demonstrate how that business acts|
| |within our economic system to achieve its goals as well as those of society. |
|E |Given examples of leadership requirements in high performance organizations, examine the concept of follower-ship and the role of |
| |leadership development. |
|F |Given current examples of the complex realities of global workplace change, examine the imperatives for innovation, alignment, and |
| |creativity in managing career choices. |
|G |Given examples of the integration of academic success leading to career success and personal achievements, demonstrate practical |
| |strategies to facilitate life long learning. |

Skills:

Leadership Skills
Global Leadership Skills
Interpersonal Skills
Work Ethics

Personal Resume

|Objective |
|To obtain an Administrative, Customer Service, or Sales position. Open to other positions such as Management. (Preferred to be contacted by |
|mobile cell phone) |
| |
|Work History |
| |
|Shift Manager/Crew Member |
|12/2012 – Present McDonald’s (Tandem, Inc.), Elizabeth City, North Carolina |
|Management Training, Preparer, Cook, and Grill |
| |
| Customer Account Representative(CAR)/Account Manager |
|03/2012 – 10/2012 Rent-A-Center, Elizabeth City, North Carolina |
|Customer Services, Collections, Sales, Telemarketing, and Customers’ Account Management |
|Administrative Assistant |
|12/2007 – 5/2011 Abundant Health & Human Services, Elizabeth City, North Carolina |
|Administrative and technical tasks such as personnel/client filing, work with various Microsoft programs, spreadsheets, word processing, |
|typing, faxing/fax machines, copying/copiers, printing/printers, consumer services, book keeping, and data processing. |
|Cashier |
|6/2004 - 12/2007 SYR, Inc., Norfolk, Va. |
|Cashiering and maintenance. |
|Computer Lab Assistant |
|8/2003 - 5/2004 Elizabeth City State University, Elizabeth City, North Carolina |
|Supply printing paper and equipment when needed, scan computers for problems, assist students, set up computers, and shut down computers. |
| |
|Education |
|8/1997 - 5/2003 Elizabeth City State University, Elizabeth City, North Carolina |
|Bachelor of Science (Major: Business Administration with concentration in Management) |
| |
|Volunteer Work |
|Pasquotank Correctional Institution Volunteer |
|Kairos Prison Ministry |
| |

Volunteer and Community Service Experience

Kairos Prison Ministry International, Inc.
Kairos – Greek Word For God’s Special Time • Contact Us o Contact KPMI o Contact Kairos Foundation

Home

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Favorite Web Sites

www.yahoo.com

www.msn.com

www.careerbuilder.com

www.linkinedin.com