...Human Resource Development Review (Jamie L. Callahan, Editor) Title of the Article: The Role of Self-Reflection, Emotional Management of Feedback and Self- Regulation Processes in Self-Directed Leadership Development Author: Paul L. Nesbit No. of Pages: 18 pages SUMMARY The self- directed leadership development is conceptualized within a framework of emphasizing a self understanding phase and self-change phase that are dependent on the integrated operation of three skills concerning one’s ability to manage emotional reactions to feedback, to carry out effectively the practice of self-reflection, and to enact self regulatory processes for development. It is suggested that the accomplished operation of these skills enable more refined and effective self development efforts allowing leaders to respond to changing work environments in a continuous and productive fashion. However, once learned and incorporated into ones behavioral repertoire, the operation of self development strategies would become self guiding. Given that self-development can be considered as metaskills- skills that allow for the development of other skills. It requires developing self awareness of competency strengths and deficits as a primary focus in leaders self development. This process requires self initiated obtainment of performance feedback and self-reflective analysis of this feedback in terms of its implications for one’s self-development (Day, 2001: Moon, 2004). It’s envisioned that...
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...involvement in the assessment process through self- and peer assessment. To meet these challenges, the three interrelated realms, that is, student self-regulated learning, lecturer personality and discipline (hard-pure, hard-applied, soft-pure and soft-applied) will be presented. That is, the discussion shall focus on the six practices of assessment for learning in the context of student self-regulated learning and lecturer personality in different discipline environments. Where necessary, educational technologies will be introduced to...
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...Leader interview The person I interviewed is a leader who has rich work experience over 25 years. I will called him Mike in this paper. Before I interviewed him, I searched a lot of information about the history of his company’s development. Even the questions I prepared before are common and general, however, some of his unique answers demonstrate that he is a good leader who performs well during his workplace. In his view, of course, a leader is the person who not only sets goals for the company, but also makes decisions to lead the company into the right directions. Despite these things which seem as common sense in our’s mind, he has special definitions of “leadership”. Firstly, a good leader is a pioneer. You may have many solving plans when facing with a problem. When most of your co-workers or followers prone to prefer one of these plans, you have to figure out what are the strengths, weaknesses and chances of success of other plans by yourself. Keeping openness sometimes makes him feel lonely during the decision making process since what he does is beyond example. Another definition is that leadership is not only leading followers, but also empowering talented followers. It depends on to what extend you trust your followers. Trust plays an important role in a good leadership. When question comes to the characters a best leader possesses, he lists some traits which are modestly related to leadership success, such as intelligence, responsibility, dominance...
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...discussion points from the chapter must be briefly discussed in an effort to connect concepts from the ISO chapter to the student reflections Exercise 1-H (Reflection/Action Plan) This chapter focused on self-awareness – what it is, why it’s important, and how to acquire and increase the degree to which you possess it. Other elements that comprise the self, including personality, attitude, and emotional intelligence, were also discussed. Complete the following worksheet upon completing all reading and experiential activities for this chapter. 1. The one or two areas in which I am most strong are: Self-awareness is one of the key concept to boost self confidence in ourselves and also to encourage ourselves to face the outer world, person, situation and other things. The areas which I’m strong on when it comes to self-awareness would be attitudes and also personality. Attitude which I possess in my personal life and in professional life differs according to the surroundings. In my personal opinion attitude is an easiest way to judge a person. The way we perceive things and reflect towards certain issues, person, situation matters the most. Taking care of our attitude helps ourselves to improve the relationship built with others such as family, friends, colleagues, manager and so on. Personality is another area which I hold strong to. Personality also plays important role in our daily life, it determines how we interrelate and respond to different people and circumstances...
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...Contents 1. Introduction 1 2. Intrapersonal Skills 2 3. The Big Five Dimensions of Personality 2 4. Analysis and Reflection of Results 3 5. Goal Setting 4 7. Conclusion 5 8. References 5 1. Introduction Research shows that “if your emotional abilities aren't in hand, if you don't have self-awareness, if you are not able to manage your distressing emotions, if you can't have empathy and have effective relationships, then no matter how smart you are, you are not going to get very far” (Treher and Piltz et al., 2011). From a business perspective intrapersonal skills are becoming more important for everyday production. For that reason, in this portfolio, I will effectively examine my interpersonal skills and any strengths or weaknesses that lie within. I will reflect on my learning in regards to the experiences throughout the past 6 weeks of studying BSB124- working in business. My reflections will be fully justified with the use of the results from the NEO IPIP and also by the theories that have been covered. Throughout the report, I have identified an area of improvement for my professional development that will allow me to grow and be better equipped in my career as an Accountant. 2. Intrapersonal Skills Intrapersonal skills (or “often referred to as self-management abilities) are defined to be within the individual and include characteristics such as personality, attitudes, self concept, and integrity” (Lussier, 2006). Throughout this portfolio,...
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...Self-reflection – the key to effective leadership Most authorities on leadership development understand the importance of assisting managers and leaders to engage in self-discovery and self-reflection. Recorded statements from philosophers about the need for self-awareness and reflection for those in leadership positions goes back thousands of years to ancient philosophers and teaches like Confucius, Socrates, Plato, Jesus and Mohammed. However, research has shown that self-reflection is possibly a manager’s least favourite activity. While much has been written on the need for self-reflection and for selfunderstanding by managers, little is available that points the way forward for managers on how to commence self-reflection, what are the processes involved and how one commences on the road to self discovery. In this short article, I will endeavour to assist you to commence learning about yourself. There are two good reasons why managers and leaders should be concerned about learning about themselves. First, while some people, because of personality flaws, like narcissism, Machiavellianism and psychological personality disorders should never be allowed to lead others, most people can improve their leadership potential and performance by engaging in self-reflection. Second, research has shown there is no better bedrock for effective leadership than a secure understanding and sense of oneself. Self-understanding also provides a sound basis for understanding ...
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...Summary of Self Assessment Outcomes Jessica Brown Step 1: Skills Assessment Indicate five transferable skills you have to offer to an employer. A list of transferable skills is found in our text book on pages 30-31. Feel free to search the Internet for additional lists. After listing the skill, briefly explain through example how you have put the skill to use. Transferable Skill | Explanation/Example | Providing appropriate feedback | During our peak hours when we make our drive-thru times, I congratulate on a job well done and also explain we need to do this every day to keep the business coming | Expressing ideas | Expressing on how to keep employee morale by giving out incentives so they can actually look forward to coming to work | Identifying problems | Trying to trouble on why we had less customers today then we did yesterday | Managing conflict | When a customer has a complaint whether it be about the service or the food trying to smooth them over so they will continue to be a returning customer | Meeting goals | We have weekly manager meeting to see where we are at in the company and what areas we need to improve on | Indicate five job specific skills you have to offer to an employer. In addition include a minimum of one example for each in which you can prove how you have put the skill to use. Job Specific Skill | Explanation/Example | Communication skills | Someone who can convey information and give clear directions on what to do | ...
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...Team Leadership MGT521 January 20, 2014 Team Leadership The team members assigned to this group are of multiple personality types. The types range from reserved, creative, and highly idealistic too skeptical, critical, independent, and stubborn. Based on the personality test the “E” category individuals are aware of the external areas that surround them, the individuals around them, and outward happenings. The “I” category individuals are aware of the internal areas that surround them like ideas and experiences. “S” category individuals use the five senses to relate to what is around them while “N” category individuals relate by viewing the correlation and the piecing together of facts. “T” category individuals tend to view the common-sense values of a decision or act while the “F” category individuals tend to contemplate what is significant to them and individuals around them. “J” category individuals tend to live in a deliberate, organized approach, they want to standardize and regulate life while “P” category individuals tend to be aware and are flexible, and impulsive in their approach. They pursue an experience and comprehend, rather than regulate ("Jungian Theory Explained", n.d.). In terms of urgency, and culture the team is made up of varying personalities and styles. The wide range of skills will assist the team in interlacing their personalities, listening skills, and levels of trust in order to work more efficiently, and effectively as a solid team unit. The...
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...Followership, Team Dynamics 2. Based on feedback, what to change in PLDP A. Common: Not many changes are needed to PLDPs as the development of them was effective during the course Differences: Some of took a situational approach and some of us focused on overarching personal identities. 3. How will our PLDP affect our workcenter? Common: Communications, task versus relationship orientations, team dynamics, implementation of new tools like DDP Differences: N/A 4. Getting feedback: Common: How can I improve? Differences: Unlimited feedback, how my personality affects people 5. Giving Feedback: Common: Always gave feedback, but could use more tact, we have far more information on what is valuable for feedback Differences: Need to be more adaptable 6. Making decisions, adapt to uncertainty, conserve resources Common: Leadership development and the 3 elements of adaptability will improve all areas with ethical approaches, Differences: Took more value out of team approaches to all of these situations. 7. Encouragement in work center: Common: Empowerment – situations handled at the appropriate level, encourage subordinates to handle situations at their level and constantly look at their abilities to handle situations in their next level for their development. Differences: N/A 8. Encourage physical fitness: Common: Communication, and team approaches Address risky behavior: Conative actions, feedback, communication Prepare for future challenges:...
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...Name: Katherine Moore Semester One 2015 Word Count: 1069 Table of Contents I. Introduction 3 II. Intrapersonal Effectiveness 3 A. The Big Five Dimensions of Personality 3 B. Analysis and Reflection of Results 3 C. Goal Setting 5 III. Conclusion 6 IV. References 7 Introduction This portfolio reflects the research, analysis and conclusions of my intrapersonal effectiveness and how I can utilize my skills in pursuit of my goal of being a brand manager for a cosmetics company. I will analyse my results using the NEO IPIP measure of personality and strategise how I can make use of this information to improve my skills and competencies for my desired exponential success of my career and develop SMART goals to create a direction for my learning curve that can be monitored and improved on. Intrapersonal Effectiveness The Big Five Dimensions of Personality Research has shown that personality and workplace behaviour and outcome are closely linked together (McShane, Olekalns, Travaglione, 2013). The way a person portrays or reacts to a certain situation will influence his duties, responsibilities and growth in his or her organisation. Personality and performance are meaningfully related to one another as well (Barric, M., Mount, M., & Judge, T., 2001). The Big Five Dimensions of Personality can also determine which career paths will make a person portray positive emotional reactions towards the job which results in a better state of mind for work and chasing...
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...skillfully. One way of defining interpersonal communication is to compare it to other forms of communication. In so doing, we would examine how many people are involved, how physically close they are to one another, how many sensory channels are used, and the feedback provided. Interpersonal communication differs from other forms of communication in that there are few participants involved, the interactants are in close physical proximity to each other, there are many sensory channels used, and feedback is immediate. An important point to note about the contextual definition is that it does not take into account the relationship between the interactants. Self- Concept is how you view yourself and self-image and is relatively a stable set of perception you hold of yourself. It also includes feelings and thoughts about your strengths, weaknesses, and is relatively at stable set of perceptions you hold of yourself. This develops other’s perception of you, social comparisons, cultural interactions and your own interpretations and experiences. Self-esteem is the evaluation of your self-worth and personality is the characteristic ways that you think and believe across a variety of situations. There are five personality traits when it comes to self and they are; Extrovert versus...
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...individual scenario and/or coach must determine how they can mold their coaching methods and process to best fit their own style while simultaneously also being able to cater to the specific needs of the subject(s) whom they will coach. The one common thread between all of the potential methods is that the goal is always to maximize the performance or results of the person whom you have offered to coach or are tasked to coach for any given period of time. The key is always to maximize the individual’s potential through achieving the desired results. I learned that the proven methods or techniques of an effective coach in one situation could need to be modified for another coach in another scenario that differs for cultural, situational or personality type reasons. I have thought long and hard about all the information we studied this semester and I believe that I have created a coaching model that takes all of the best features we studied while eliminating some that are not applicable to my desired style. If I were to select any specific individuals whom I draw most of...
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...Human Resources Reflections Human Resources Reflections Many organizations and companies human resources departments are responsible for organizing or maintaining the Employee and labor relations, safety and the health of the environment within the organization or company, compensations and benefits for the employee’s, human resources developments, human resources planning, recruitment, and selection in that organization or company, EEO and affirmative action’s for that organization or company. Organizations and companies that use performance appraisals can help their employees grow and understanding the positive and negatives about their job performance within that organization or company. This also give the employee, the supervisor, the Vice President, and he Human Resources a critical feedback formal feedback mechanism on an annual basis, however these discussions should not be restricted solely to a formal annual review (www. wpi.edu./Admin/HR performance-apprasial.com). Organizations that use environmental scanning, labor market analysis –forecasting, internal analysis forecasting, gap analysis, developing HR plans-strategies, and HR strategy implementation- assessment can have positive or negative results when it comes to employee performance appraisal in an organization. The performance appraisal is a review and a discussion of an employee's performance of assigned duties and responsibilities. The appraisals are based on results obtained by the employee in his/her...
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...added a level of complexity that has changed the nature of business interrelationships. Managerial self-awareness and personal reflection play an important role in the leadership development process (McCarthy & Garavan, 1999). The 360-degree feedback process, multisource assessments, and personality inventories are useful in the context of leadership development (Church & Bracken, 1997; McCarthy & Garavan, 1999). Selfassessment and personal reflection are valuable tools in achieving personal and professional 2 growth and success. The challenge, however, is that self-assessment is oftentimes a difficult task due to the subjectivity of personal perceptions of strengths and weaknesses. The purpose of this essay is to report out on the assessment of the leadership styles of individual team members and identify the most important areas for improvement. The essay commences with a discussion on the criteria used for the selection of the Myers Briggs Type Indicator (MBTI) as a self-awareness leadership instrument. The essay continues with an analysis of individual team member results from the Myers-Briggs and concludes with a set of recommendations by acknowledging that leadership styles vary among individuals and the personality of the individual plays an important role in developing his or her leadership style. Criteria for Instrument Selection Personality characteristics influence the effectiveness of individual...
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...efforts that result in consumers bestowing on the product/service the desired brand image. Brand identity is portrayed as a prism with six sides, representing physique, personality, culture, self-image, reflection, and relationship. Strong brand identities have a coherence among these facets which underlie strategic decisions. (Zimmer, 1994) Introduce a Quality Product into the Marketplace – This may seem obvious but it is extremely important to deliver a product that attracts a positive reaction from consumers. This can be achieved through labeling, packaging, delivery or the value its offers to users. Monitoring Trends and Competitors – A strong brand has the ability to adapt to changes in the marketplace in order to stay relevant. To achieve this, marketers must monitor industry trends and market conditions. Build a Consistent Brand Image – It is important to reinforce your brand by providing a consistent positive experience in the minds of consumers. Consistency of Brand Messaging – When creating your brand messaging ensure that it is easy to remember and reminds consumers about the qualities that they care most about. Capture Customer Feedback – Since the real power of a brand exists in the mind of consumers, it is necessary for marketers to always capture and analyze customer feedback Zimmer, M. R. (1994). Strategic brand management: New approaches to creating and evaluating brand equity. Journal of Marketing, 58(3), 118. Retrieved from...
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