A520.7.3.RB_Importance of Having a Coach or Mentor

Coaching and mentoring is extremely important no matter what stage of your career you are in. I never want to stop learning and I don’t believe any high-performance individual wants to stop either. I feel that it is important to always want to sharpen your skills and gain more knowledge; you will never be faulted for wanting to know more. We now live in a global society which means that we are always changing at a high rate of speed; having the ability and skills to change and adapt to what is taking place around you makes you more competitive in the workforce.

Having a coach or mentor in your professional journey is invaluable. From my experience, my mentors have been their respected professions for many years and have many tools that are essential to both personal and professional growth.

At this point in my career I have had 2 professional mentors and both pushed me to do more, expect more and never settle for less. Their guidance was not always welcomed (as they say “the truth hurts”) but it was needed. I have stated in the past that I feel leaders are born and they are polished up along the way; mentors are like shoe shiners, they sit you down, talk to you, polish you up and send you on your way. Mentors and coaches see in you what you don’t see in yourself. We are so accustomed to looking at ourselves every day that we forget to take a step back and look at ourselves from a different perspective, mentors/coaches force us to do that and to reinvent ourselves on a daily basis.

There is nothing more influential in a person’s life than their family (no matter what kind) just like there is nothing more influential than a person’s professional career than their 1^st mentor/coach. I don’t think I would be where I am at right now if it wasn’t for my first mentor. Her name was Shannon Grinstead and she was supervisor when I first got into higher education. We used to talk about how I wanted to move up and how I wanted to be in leadership positions where I could make a difference with students and for students. She knew that I had it in me to lead because I was slowly taking on those roles from a student workers perspective. Within 1 year of getting on board with her at the Academic Success Center located at Hillsborough Community College’s Brandon Campus a new position was made available and my mentor knew this would be the step I needed to gain more administrative experience in the higher education world. She also knew that my new boss would push me to my limits to see what I was capable of and forcing me to experience professional growth. From that advancement I was able to obtain a plethora of knowledge that has given me more appreciation for the career field that I love and it has solidified why I want to be in education.

The phrase, “thank you” is never enough when you have a mentor in your life because what they can do for you spans way beyond the meanings of that phrase. I don’t think I ever thanked Shannon enough for what she did for me but I hope she knows that she took at 19 year old student (at that time) and gave her the tools, knowledge and experience that has forever changed not only my life but also my career path and for that I am forever indebted to her.

Significance and importance are not the right words for mentors they are essential, imperative and eminent for success.

A520.6.5.RB_Team Roles

I consider myself an extrovert and with that come’s this overwhelming need and desire to be a part of a team. Now I don’t always want to be a part of team but when I can be a part of one I usually thrive.

I am a firm believer that leaders are born and the rough edges are smoothed away over time. I have always been the type of person to lead when in a group situation. For example, last week we had a group assignment. Once the groups were established I sent an email to my group asking them to complete the assignment and forward me their information by Tuesday evening so that I could manually compile the posting. It is in my nature to give directions and be as diplomatic as possible when doing so. I don’t want to be overbearing and make other team members feel inferior but I want to make it known that I have a good grasp on what is expected and I will only accept hard work and excellence from other team members; I don’t like slackers on my team. I found it to be a hard balance when I had in-class team assignments when working on my Bachelor’s degree. It seemed as though I would always have 2 or more slackers in my group and it made me have to be a more firm leader and that is not something I enjoy doing. I set expectations from the start and expect for those to be met. I would never set standard for other people if I didn’t feel as though I could complete them myself.

I also believe that when you start a project or task you need to finish it even if you go past your deadline; you need to finish what you start. My mother always said you finish what you start no matter if the end results are good, bad or ugly; this is something that is important to me as a leader. Projects and tasks are not always going to work out just the way you want them to and sometimes defeat has to take place in order to learn from your mistakes. If everyone who was a leader did everything perfectly, when would people learn how to be innovative? When I am working with a team I like to set deadlines because I feel those milestones help for each person to feel as though they have accomplished something. If you are working on a project and you feel as though you are getting nowhere you are more likely to give up and move on instead of seeing things through until the end. Another form of engagement is to make sure I play off of everyone’s strength and make sure their thoughts and feelings are heard when considering new ventures within the confines of the project itself. I have been on many different types of projects and some of those projects included tasks such as providing administrative assistance/support which is fine because it does help to learn how to effectively manage a project but my voice wasn’t heard I did become bored. When I am apart of team and I know my work and voice are being heard I am more likely to keep my level of engagement up.

Collaboration is very important to me when leading or being a part of a team.  Because everyone is different, think differently and have different perspectives allowing for a creative space for those differences to be heard and addressed only enhances a project. For example, Apple and Microsoft computers would not be where they are if two or more people didn’t start collaborating one day. Taking different ideas and putting them together only leads to inventions and innovative ways to think. When I am apart of team I love brainstorming and putting all different types of thoughts out in the open; you never know where one people may take that little thought to.

Incorporating task-facilitating and relationship-building roles into a team will only enhance the team and its members. As the old phrase goes, “There is no ‘I’ in team.”

A520.5.3.RB_Forrestor's Empowerment

Empowerment, what does it mean, how will it affect the workplace and how can it be used effectively? These types of answers to the questions posed will vary with different working environments but the common denominator is that every company, workplace and or organization needs to have leaders/managers that can effectively empower their employees. According to the article, “Empowerment is a tantalizing notion that seems to offer organizations the promise of more focused, energetic and creative work from employees.” This statement in comparison to the text is reflective of the 9 Principles of Empowerment.

According to the textbook there are 9 Principles of Empowerment

1.      Articulating a Clear Vision & Goals

2.      Fostering Personal Mastery Experiences

3.      Modeling

4.      Providing Support

5.      Emotional Arousal

6.      Providing Information

7.      Providing Resources

8.      Connecting to Outcomes

9.      Creating Confidence

Each of the 9 principles are pivotal in creating empowerment within an organization as well as maintaining it. The point is not to show empowerment towards your employees until they are satisfied and then quit the point is to continuously infuse the work environment with empowerment.

Not all leaders can affectively apply empowerment into their work environments and there is no “one-size-fits-all” form of empowerment. Leaders and managers are now being forced to now identify their employees as individuals to properly apply the principles. When it was once okay to treat everyone equally, now companies are finding that you have to treat them all equally different because each person is uniquely different. The days of having employees but knowing little about them is over, we are now in rich with an era full of culture and those boundaries have to be addressed with care.

The article states that,”empowerment is not free,” I beg to differ. Empowerment doesn’t have to come from a monetary or benefit standpoint but it does take work. No effective leader or manager is given a separate budget line for applying empowerment, it comes from within. To be effective you have to want to give back to your employees because in turn they will do the same for you.

The articles title describes it all, “Empowerment: Rejuvenating a potent idea.” What we once knew about empowerment has now changed due to cultural changes, gender shifts in the work place and the idea of being “globalized.” Applying effective empowerment skills will not only make you a more successful leader but it will also enhance the moral within the work place.

A520.4.3.RB_Motivation Beyond Money

There have been many songs, jokes and even professional references made towards the term “money” over the year. “Money can’t buy you love” is what comes to mind and although that is true, is does buy pretty teal blue Tiffany & Co. boxes if you work hard enough.

Regardless of the job a person does, employees should be compensated for their time and hard work but it should not be the only motivator in certain situations (for example, selecting a position or changing positions). Due to the ever increasing desire of the human population to make more and more money, companies have had to stop advertising pay scale ranges on open positions to deter people from applying just because of the salary and not because the person is qualified. I don’t want people to think that I don’t want to make a good salary, but it should not be the deciding factor when selecting a job or career path.

I am a firm believer that people have to do what they love and the only way they can fully enjoy (or love) their job, is to work for a company/organization that loves and appreciates the hard work they put into their position. It never fails in any field of work I have been in that I have over heard someone say “that’s not in my job description” and really upsets me because I think that no matter what you do or the salary you bring home you should want to continue to give back to the company/organization you work for especially in this economy when good jobs are hard to find.

In the video the following 3 motivators were discussed

1.      Give me interesting work

a.       No one ever wants to get up every day and go to a job in which they are bored at. Although it is not possible to always have an interesting day at work, your job should be interesting which includes moments of joy and challenges. Companies should always try to encourage those types of moments within the workplace in order to ensure their employees are getting the most out of their positions. If I felt as though my job was uninteresting and I grew bored within my job duties I would look for another position or make an effort to speak with my supervisor to see in what ways other elements of the company could be incorporated into my daily tasks.

2.      Expand my skill sets

a.       Learning is the key to success in my opinion. Expanding my skill sets are important to me and should be with other. Employers should always feel inclined to teach or provide additional training to their employees to help grow the organization as well as personnel. Becoming stagnant within your position or your skills will only enable boredom.

3.      Recognize me

a.       I couldn’t imagine going to my job every day, doing good work and leaving feeling as though no one knows or appreciates the work I am doing. Whether it is a simple “thank you” or “you’re doing such a great job,” those little moments of recognition help to form unity among supervisors and their subordinates. I spoke in earlier postings that in my department we have a recognition board that showcases good work (I think every office should have that as it makes for a positive and healthy work environment).

Asides from the 3 motivators discussed in the video, below are 3 additional motivators I find important for a positive, prosperous and healthy working environment.

1.      Push me to do more

a.       Challenge me. I find that organizations do not always challenge their employees for many different reasons. Some reasons stem from the fact that their supervisor doesn’t want the employee to be overwhelmed or that they feel they already do enough work. Unless an employee says that they cannot handle the workload they currently have, they can do more. I am by no means stating people should turn organizations in the “sweat shops” but I think as human beings we like to be tested and challenges allow for those types of moments. You cannot decide what you can and cannot due until you are pushed (and sometimes to your limits).

2.      Communicate with me

a.       Talk to me and tell me your thoughts. Open lines of communication are key in healthy work environments. I don’t ever want to feel blind-sided during an annual review. If I am not doing my job or if my supervisor feels as though there are areas in which I can fix, I want to know about it right then and there. I believe that type of direct communication allows for disconnects to be eliminated between supervisors and subordinates.

3.      Be flexible

a.       When an organization is flexible the employee feels as though they are stakeholders as well. If I felt as though I could not be open with my supervisor about need time off or more time on a project it would hinder me from doing my best work. Knowing that your boss is human and is flexible (as things do arise in people’s lives) helps the employees feel more comfortable in the workplace and confident in the work they produce.

There are always different ways to motivate employees, the key is to listen and act.

A520.3.5_Supportive Communication

Supportive communication is not only a practice that should be applied to all leaders/managers within an organization it should also be a form a communication people should use on a regular basis. Currently I am the Administrative Assistant for the Chief Technology Officer at Embry-Riddle Aeronautical University’s Worldwide Campus. My job entails constant communication between not only the Worldwide Leadership team and multiple departments at Worldwide Headquarters but also the field as well as campus wide faculty. Understanding effective communication practices is crucial to developing strong professional relationships as well as maintaining those relationships.

The integration of supportive communication skills has been a large factor in my position. Due to the nature of my position I am constantly speaking with or emailing fellow colleagues daily. If I was to lack supportive communication skills there could be a possibility that the message I am sending gets misconstrued. In order to eliminate issues such as rhetorical disconnects, applying support communication skills is a necessity.

Important Behavioral Guidelines

·         Understanding the difference better coaching situations and counseling situations

o   Having the ability to speak to colleagues or subordinates in such a way that they understand the issue and ways to correct is more effective than being a therapist. When you counsel a person they may feel more disconnected from you, their position and company.

·         Keeping communication congruent by acknowledgement of your true feelings without acting them out in destructive actions

o   Take a deep breath before you do something irrational is how I think of this or “think before you speak.” As a leader/manager or in any position a person must have the ability to not let emotions get the best of them. Stating how you feel is the most appropriate way to express your thoughts but doing so without being harsh or offensive.

·         Styles of rhetoric; using descriptive, not evaluative statements

o   Leave emotions out of the situation and describe the situation as objectively as possible. Although there will be times where emotions will run high, leaving value-statements/judgments out of the discussion will help to maintain equal grounds.

·         Identifying the problem by staying problem-oriented and not person-orientated statements

o   Attack the problem and not the person. As I like to say “don’t kill the messenger.” Make sure to keep the communications focused around the problem and do not take the person who is addressing the problem; don’t make them the problem/issue. This not always easy because people want to be able throw blame around and they feel as though they cannot blame a problem they can only blame a person which is not acceptable behavior within an organization.

·         Validating statements that show acknowledgement  of the others person’s importance and uniqueness

o   This situation happens most often in my current position because when you are collaboratively working on a project with one or more people you want to be respectful to their thoughts and ideas. I always try to have open-communication with the person or people and I am respectful of their ideas.

·         Staying specific and not global

o   Stick to the issue/problem or project do not take things out of context and understand that there will be times where things cannot be changed or are out of control of the people involved.

·         Integrating the use of conjunctive statements that flow smoothly from what was stated

o   I am naturally a “get to the point” type of person so I currently shy away from long pauses when having a conversation with someone. I think it is important to make sure all parties involved have equal time to state their opinions.

·         Taking ownership of your statements and encouraging the other person to do the same

o   I think practicing ownership is another key element in support communication skills. Using passive voice doesn’t show confidence. With that being said it is important to not come off to strongly either, accept the topic you are discussing and own it; use first person perspective and be assertive.

·         Use supportive listening

o   Although I am a talker I like to think of myself as a good listener as well. Making sure to make eye contact shows the person you are speaking with that you are engaged. Engagement is important when apply supportive communication skills. Communication is not strictly bound to speaking, listening is also very important.

·         Establish a personal management interview program

o   I don’t believe this is personally necessary in all positions but having time to speak with your employees, colleagues or subordinates is important to keep an open flow of communication throughout the workplace.