Blueprint For Personal & Professional Growth (bppg)

By Author: Henry Ford
Total Articles: 189
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According to the worksheet for assessing the decision making process, there are some improvements that need to be made. There are some aspects where correct decisions are taken but there are others that are likely to become a barrier to the individual and group performance. The individual aspect of making sure that any decision made is in the interest of group objectives is likely to support personal and group performance. The second aspect of seeking information from a variety of people and sources before making a decision is an important aspect for individual and group (Clarke, 2004). According to the worksheet, this is likely to be an inhibiting factor because it is only a times when information is sought from different sources. This is one improvement that needs to be made because it is always important to get information from different sources before making final decision. The worksheet also shows that I rarely frame issues in such a way that it encourages exploration of multiple solutions, which limits the solutions available for a particular problem. This is one area that needs to be improved on because limiting the solutions ...
... that needs to be taken limits accurateness of the decision made.
At group level, there is need to improve on group participation because every member in a group counts. A group should be taken as a team where participation of every member leads to higher achievement for the group. The group scores on taking into consideration the input of all members because it listens to the viewpoint of all members. This needs to be upheld because it creates group cohesion. Another aspect that needs to be improved is the action of members on advocating for group interest. It is evident that members act with bias and advocate for different interest apart from group’s interest. This is likely to derail the operation of the group when members seek to fulfill personal interest rather than group interest. The group scores well on consideration of multiple alternatives for a decision and taking time to ask question and debate the options available before coming to an agreement (Clarke, 2004). This is likely to contribute to wellbeing of the group and need to be upheld.
An organization functions as a system that is made up of different subsystems. The subsystems that make up the organization are also systems in themselves that are comprised of different components within. A system is a collection of different parts or subsystems that are integrated together to accomplish one overall goal. A system mainly comprises of input, processes, outputs and outcomes, and the subsystems are linked by an ongoing feedback mechanism. If one part of the system is removed, the whole system is changed and may not function normally. The systems theory in management has been used to bring about a new perspective for managers to understand how events and departments interact in the organization. However, the process of creating, maintaining, and improving a system is difficult. Most systems are not created at once but new subsystem are added as the need arise. The basic structures of the system comprise of the subsystems that are meant to provide growth of the system. For example for an organization there are basic departments like finance, purchase, human resources, and others. A system is maintained through constant review of the performance of each subsystem and inclusion of new subsystems wherever need arise. Every subsystem must understand its role and work as a part of jigsaw puzzle. An organizational leader can use HR as a function that will contribute to strategic and tactical goals for the organization. HR is the main department that is at the heart of operation of the organization because it deals with employees, the most important asset in the organization (Fairholm, 2003). To create HR systems, it all starts from creation of the department. The department must have structures that define hiring, compensation and employee release process. There has to be continuous review of the effectiveness of the department and where necessary make changes. For example if the hiring process is not giving the right workers, it must be periodically reviewed to hire competent workers. There has to be review of policy guiding the working of the department to ensure that it functions as a part of the whole organization.
While everybody can assume leadership in any situation, there are important traits that any leader must have. Five important traits of a leader include honesty, forward-looking, competent, inspiring, and intelligent (Covey, 2002). These are important traits that are likely to inspire confidence and good leadership practices. These traits are important because they form the base for leadership strengths. Among the leadership strengths include personal and professional strengths. Personal strengths include interpersonal traits mentioned above and relationship with other people (Gardner, 1995). Professional strengths include the ability of the leader to execute tasks in collaboration with others. A leader should lead by example and must be able to accept mistakes. Among the challenges that a leader is likely to meet include creation and maintenance of a diversified team, inspiring others to organizational vision, communication, empowering incumbents to take action, and others.
The goals of my leadership model would be to inspire others and motivate them towards organizational goals. My model would be triangular model based recognition of challenges, inspiring confidence, and coaching and leading juniors to overcome these challenges as depicted in the model below:

Challenge

Confidence Coaching
Considering all the outreach methods, meetings have been most effective in helping me to build a deeper, more meaningful relationship. Meeting mainly encompasses one-on-one opportunity to reach to other face-to-face with other people. A face-to-face communication is more effective since it provides for a chance to relay not only the information that need to be shared but also it provides a perfect chance for sharing emotions. A face-to-face communication creates understanding and personal level. It provided me with an opportunity to exchange no only words and emotions but my anticipations from others. Through direct eye contact, I could judge how genuine others were. It provided a perfect chance for creating a deeper understanding that laid foundation for meaningful relationships.
There were many challenges that got on my way in trying to reach out to the three contacts. While some were able to respond at once, it took times for others to respond to my inquiry. It was difficult to find the perfect means to contact. Even when some were contacted, failure to get response immediately created more challenges because I did not follow them up in time. In future, I would ensure that there is an immediate follow up to those I contact.
For the first contact, it was difficult to scale up the intimacy and generosity pyramid. It was difficult to get response at once and although the first three steps of intimacy pyramid were easy, it became difficult to get through fears and vulnerability. Both of us developed fear of the other and although I climbed up to a deep mutual understanding, it was challenge. However, it was easy to climb up the generosity pyramid although there were some challenges. For the second and third contact, it was difficult to create genuine connection for the generosity pyramid but it was relatively easy to climb up the intimacy pyramid. For the second contact, it was however challenging to conjoin our interests and passions.

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