A520.9.5.RB_Kesler, Kelley

Power

“Are you comfortable developing sources of personal influence to gain power?” is one of the questions we are to address in our blog this week, when I read this question the initial thought I had was sucking up or brown nosing...  Personally, I have a problem with individuals who do this, I want to be known and respected for my values and work ethic. People who suck up or brown nose are fake and you will not know their true values and qualities as an individual. That being said I fully believe that most work environments are very political.  I will not alter my beliefs, but in a very politically charged environment, I also will not share my opinion with others if I know my beliefs are different that theirs.  My last position at the college was very difficult, because the college was extremely political.  From my viewpoint and other colleagues I have spoken with, it seemed as if the only individuals that were promoted were the ones that sucked up and brown nosed to upper administration.  This might be why I was not passed over for promotion twice, this is also why I choose to leave the college.  I do not like working in an environment that encourages this type of behavior.  In my new position, I fully believe that I will be able to be myself and not have to hide my personal view points and ideas.   I’m very excited to work in this new environment. 

Do you embody the characteristics of likeable people depicted in Table 5.4 (p. 290)? Is the second question in our blog assignment to answer this week. The qualities of a likeble person are:

• Support an open, honest and loyal relationship
• Foster intimacy by being emotionally accessible
• Provide unconditional, positive regard and acceptance
• Endure some sacrifices if the relationship should demand them
• Provide social reinforcement in the form of sympathy and empathy
• Engage in the social exchanges necessary to sustain a relationship

I believe that I do embody and embrace the qualities of a likeable person.  I have had many life long friendships, I truly believe that my friends can call at any time and ask me anything and I would drop what I’m doing to help them in anyway I can even if they just need someone to vent to or just go to a movie.  I also know that my great friends we will always be friends, we cannot talk for a long period of time due to life events, but always pick up right where we left off and it’s like we’ve talking everyday.   I believe I bring these qualities to the table in my work environment also.  I enjoy being around people and like to see them succeed in anything they put their mind to, I want to support them in their endeavor's in anyway possible, as a friend, mentor, supervisor etc.  I believe that my qualities as a likeable person will help to accomplish this.

Are you able to use influence both up and down your organization considering the information in Table 5.5?  Is the final question of our blog this week, I believe that in my new position I will be able to influence from both the top up and down in my organization.  A few weeks ago in my previous position, I would have answered this question very differently.  But in my new position, I work very closely with the CEO and have already began to build a relationship with her.  I believe that I can bring my ideas, thoughts, concerns etc. to her and she will listen and give feedback accordingly.  I will admit, I’m very excited about this relationship, I feel that I have a purpose within this organization, where I didn’t feel that support before.  Because of this support, I believe that I will be able to influence the organization both up and down.

Whetton, D., & Cameron, K. (2011). Developing management skills. (Eighth ed.). Boston: Prentice Hall.

A520.7.3.RB_Kesler, Kelley

Mentors

      I truly believe in having a mentor in ones life and professional career.  To be honest, I have not had a true mentor in my professional career, but not as an individual in my professional environment that I can call a mentor.  The closest persons, that I can my mentors is my brother and father.  These two people have been the influences in my life, that I strive to be like.  My father showed me everyday through his actions how to be a professional.  He got up every morning and went to work. Dressed in a suit and tie, never complaining.. Most days, he was short on sleep, because he was on call every other night and weekends as an OBGYN in a small town.  My brother is an amazing family man, that works incredibly hard to support his family, but is also an extremely successful business man.  I truly look up to these two individuals in my life. They are my mentors!!! They have shown me what professionalism is and the standards required to achieve it.  

     I work with many individuals that do not have the mentors that I was extremely fortunate to have in my life, these individuals need mentors to show them how to be successful.  I see this as my role in their lives.  I often preach to my work study supervisors when I train them that we must not only be mentors but also examples to our students. I truly believe that the first job of a mentor is to be a good example of what to do... Not to provide an example of what not to do.... We must show our mentees how to do this!

For myself, I’m a visual learner, I need to be able to visualize to completely understand the concept.  As a flight instructor I have also found this to be true, because of this I try to live and breathe professionalism to teach my students how to be a professional by my example.

A520.6.5RB_Kesler,Kelley

                                                                              Team Roles

      I traveled to Atlanta this week to attend a staff meeting for my new company and meet my new team.  Since it was our first gathering, it was their first time meeting me and learning that I would be their supervisor, the initial meeting was somewhat awkward and slightly tense...  Because the team I will be leading has not had a supervisor to report to or hold them accountable to company standards, they were slightly shocked when the announcement was made that I would be leading them.  After meeting everyone and putting names to faces, I began to think a lot about teamwork and how I going to bring this group into a cohesive team.  The group of liaisons work all over Georgia with their office out of their homes, because of this it makes team cohesion a challenge.  I personally believe in team work, we all will need to come together as a team to be an effective group of liaisons.  

     I must admit, I’m not exactly sure how I’m going to do this.  The group of individuals is very diverse and currently does not function as a team.  My initial thought is to create team goals as well as individual goals.  If I structure their success around individual and team goals, they will be forced to contribute to the team goals to be successful.  I am slightly hesitant to do this however, because if one team member does not pull their weight, then the other team members will be forced to pick up the slack, but additionally create bitter feeling towards one another, instead of team cohesion. My other thought was coming together to work on a project that gives back.  For example, all of us taking a day and working for Habitat for Humanity.  I have found in the past that coming together without worrying about work, but doing something that will help others can create team unity, while helping others, benefitting both parties.  I’m not sure how I’m truly going to bring my team together it may be through a number methods learning through trial and error, but once we come together, I believe we can accomplish anything we set our minds too. 

A520.5.3RB_Kesler, Kelley

       

                                                                                   Empowerment

        This week we read the article Empowerment: Rejuvenating a potent idea by Russ Forrester. The article discusses how different companies utilize empowerment to motivate their employees and the results of their efforts and methods for bettering results utilizing other methods to empower employees. The article begins with examples of corporations and methods they used to empower employees that backfired. For example, one company decided to give decision making authority to all line employees, previously on their managers had been given decision making authority. This empowerment given to the line employees, backfired...   The employees were not empowered to make decisions, but scared and nervous. The supervisor’s scrambled to gain control, because they were unsure who and if decisions were being made or not...   Another company used power as a commodity like a monetary reward. This also had ill effects because power was used somewhat as something to gain for some and not others.  As it usually turns out money and or power is used for the wrong reasons.  I think the article illustrated show how not to empower employees very well, the article also discussed techniques to empower employees.   

   

         The article makes the excellent distinction that you do need to give actual power to empower employees. The article states that you must invest in the employee to empower the employee, similar to the empowerment techniques in our text, empowerment is about the individual. You may indeed give them more power, but they must also be given the resources and tools to utilize the power correctly.  Individuals given power must have outcome based results, individuals need to know the benefits or consequences of using their power.  Individuals given the resources to use their power effectively will succeed in their task. Unrestrained power given to an unknowledgeable individual has had historic poor outcomes and the cycle will continue if power is given and used incorrectly.

A520.4.3RB_Kesler, Kelley

3 things we need as stated in the video…

Interesting work

Expand skill set

Recognize me!!!

I’m in complete agreement with the video. The video stated you need to be interested in your work. For myself, I need to be interested in my work.  To be honest, I am for all intensive purposes...  I do really love what I do. I’m currently the satisfactory academic progress counselor in the financial aid office at CCD (urban denver community college).  I process the appeals submitted by our students after they have been suspended to receive financial aid due to poor performance.  These students are appealing to have their financial aid reinstated.  The majority of appeals I read are stories of personal tragedy and hardship, these students want to get an education but have been faced with serious challenges.  The majority of students really are invested in their education and want to complete their degree and move on to a four year institution.  Because I make the decision if they are eligible for financial aid or not, my job has a great impact on our students.  Because of this, I love my job!  I have many students in my office who are ineligible for financial aid and we have a “heart to heart” talk so to speak...  I love working with these students!!!  It’s helping them think through their options and helping them succeed.  It is their success that motivates me!

I have a student that is in my office all the time. I won’t use his name, but this particular student has had issues with satisfactory academic progress.  He is currently on probation and knows that he must have C’s or better in all his classes this semester or he will lose his financial aid.  He calls or checks in multiple times per week with me (sometimes more often).  From what he has told me of his personal story, he has not had an easy life.  He often gets very worried about his assignments and grades and comes to me when he is concerned.  I really try to take the time to meet with him. He is worried and needs reassurance that if he puts his best effort into his assignments he will pass. I also offer ideas to him to help him complete his assignments.  Other advisor's in my office see him as a nuisance, and I will admit his timing is terrible and I have not always made myself available to see him...  (This is a side note... But in writing this if I’m not available to see him, I’m not doing a good job. I need to make the effort to see him all the time!!! Not matter how bad the timing or how many times he’s been in my office in a week).  As I check his grades and see him pass classes that he has previously failed, I get motivation from him. He has found a way to succeed!  This is what motivates me and make my job interesting.  

This job keeps me interested as the video states that a job needs to motivate an individual, however, it does not fulfill expanding my skill set and recognizing me as an employee....

This week we had our annual reviews, a stressful time for most employees.  I was told by supervisor that I did an amazing job with the position I took over in November.  She stated I had innovated and enhanced processing times from the previous employee.  However, because it was mandated from executive staff of the college that an individual in a position less than a year could only receive “meets expectations” on their review....  Because of this, I received meets expectations on my review even though she thought my efforts deserved more.... For myself, it was discouraging to receive a “meets expectations” review when I told I had done better.. I truly believe employees need to be recognized to have the internal motivation to be creative and successful in their jobs.  

The video also stated that employees need to be able to expand their skill set to feel rewarded in their position. As individuals we need to learn and grow in our positions. The opportunity for professional development should be incorporated into all organizations, unfortunately, my current organization does not have a strong professional development program.  They make an effort to send individuals to conferences when it is in the budget, but does not have an internal program.  I believe that an internal program would give the opportunity for all employees to gain professional development without having to travel.  Often times it is impossible for an employee to travel due to expense and family commitments. 

For myself, in addition to these 3 things I need freedom to manage my time as I see fit. We don’t have the opportunity to change our regular hours, but I have the freedom to schedule my day as needed.  My supervisor is very relaxed and is not a micro-manager. I do not think I could be successful in an environment with a micro-manger.  

Technology is very key to my position.  Computers and internet access are key for my position.  Additionally, a conscientious IT department to quickly solve problems that arise.  Our school has the technology, but not the IT department to back it up.  If I encounter a problem that requires IT, it will slow me down for days...   

Time off is a key component of what I need to be successful in my current position.  I work hard when I’m at work, but need the time off we are given to reenergize to be motivated to help our students. 

For myself, I need these additional components in addition to the three mentioned in the video. The combination of these elements enables me to find my internal motivation.

A520.3.1RB_Kesler, Kelley

Decision Making

What are a few words that describe your decision-making style?

Cautious

Logical

Emotional

Influenced by others

Quiet

Active

What are the opposites of the words you chose?

Risk taking

Intuitive

Self motivative

Rational

Passive

Assertive

Could you see any benefits to making decision using an approach that is based on either the opposites or somewhere in-between and what outcomes would you expect to see?

     I must admit these two questions really made me think about my decision making style.  I can honestly say, that I make decisions with as much information and as thoroughly as possible.  This sometimes is to my detriment.  When I was thinking and writing down the antonyms to my decision making style, I really stopped and thought when I wrote down risk taking. 

     I realized that I’m not a risk taker with any decision...  Even the simplest decisions.  I truly believe that this has affected my decision making style.  Please don’t interpret this the wrong way. I’m not saying that an individual should be risk taker in all decisions, but that I’m NEVER risk taker in any decision that I make. For example, I tend not be a risk taker with menu choices...  I know that if I have my favorite I won’t be disappointed but I might find a new favorite if I take a risk.

     By looking at the list of words and their opposites it creates a clear picture of how I make decisions and could really make decisions better.  Currently, when I make a decision I exhaust the what if’s...  I drive myself crazy with the what if’s..  I feel that if I need to be more assertive and a risk taker in my decision making skills.                    Additionally, I need to try to not to question my decisions.  I have made the decision to accept a new job, but I’m still thinking about what happens if I stay, how will my current coworkers be affected by my decision, who will be mad if I leave.. etc...  All of these thoughts are not productive.  I tend to get stressed out about the emotional effects of my decision instead of being productive....  

I have committed to my decision, after reading the material and watching the video’s I’m going to make a conscious effort to be a risk taker and not question my decisions.  

A520.3.5RB_Kesler, Kelley

Supportive Communication

     I have always felt that face to face interaction is a much better form of communication rather than email...  I wrote in my discussion post that my current supervisor made a random comment about the fact that I tend to inform our work study student staff of financial aid changes in person rather than sending an email.  Her comment seemed negative and she also didn’t really understand why explain policy and procedure changes to them instead of sending an email.  She left my office before giving me a chance to respond, but I remember thinking back on the conversation and really examining why I speak to them in person.  I believe that by explaining and communicating face to face, you have the opportunity to build relationships, but also have the opportunity to judge if the person is comprehending and understanding what you are telling them.  It is absolutely impossible to tell if a person really gets a concept if you send them an email, unless you quiz them later..  This has happened in our office and let me say.. It did not go over well!!!  Full time staff was sent a quiz on random policy emails that had been sent in the past month.  The staff was extremely upset and a few members felt like they were being treated like children.  This is anything but supportive communication.

    Face to face communication takes effort, it is more work than sending an email, but I feel that each individual deserves that effort of a face to face conversation.  If it is an issue with accountability, a follow up email containing the information could be sent.  Additionally, when having face to face conversations with an individual or a group of individuals it provides the opportunity for staff to feel included and valued as part of the team.  Emails can be very impersonal and often if there is emotion in the email it can be misinterpreted by the reader.  

     Supportive communication is bigger than just face to face conversations, but it is a big part of it for myself.  I will soon be moving into a leadership position in a different company (putting in my resignation this week).  I have thought a lot about how I will want to initially communicate with my team to make them feel included and part of my team.  To get to know everyone and address their feelings, goals etc.  I would like meet with everyone individually.  I want to know their expectations of me and I want to communicate my expectations of them.  This conversation must be face to face!!  I want to be able to make eye contact, address their concerns with my own words and not the company line....  I want this time to be a chance for them to get know me and I them, but also to let them know my door is always open to them for any needs, concerns, frustrations, job challenges, etc...  Additionally, I want them to know that I would never ask them to do anything I’m not willing to do myself.  I want my team to know we are truly a team! Even though we all have different responsibilities we ultimately will work together to accomplish our goal and I will be there to support, listen, guide and help them in anyway they need.  I will set up expectations and review process, but I feel this should not be address in our initial meeting.

    I must admit my mind is still reeling from this past week.  A new job and a move across the country..  I look forward to your feedback and advice on my ideas for incorporating supportive communication with my team.