Developing Personal Qualities: Initiating Communication & Relationship Management - Essay Sample

Introduction

Based on module 1, I have learned that to improve personal qualities; a person needs to practice often the qualities they possess. As a result, revealed, I am good at initiating communication and relationship management. In this context, I am sociable, and I can easily relate to people who surround me by making them have the freedom of expression. By having the attribute, I am accorded ample time in enforcing various policies and incorporate them in running the organization. Also, in module 1, based on my self-awareness skills, I am capable of controlling my emotion (Willis, 2010). Besides, I cannot only control myself but also others around me. From module 1 results, I learned that by properly using the results, they could make a person to exhibit changes in personality, character, and strength.

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In module 2, self-awareness is critically crucial in having happiness and success. As a leader without self-awareness, there is a high likelihood of developing unawareness on how people perceive information. Thus, such leaders suffer from taking full responsibility for any upshots. In module 2, I learned that a crossed transaction take place between supervisors and employees. Essentially, the Johari window classic gives a suitable approach in enhancing communication and deep knowing between the team participants. Additionally, the method can be used to promote self-awareness about others. The model, however, has four windows with each quadrant represent whether a person knows the information, feelings, motivation, and personal information.

As for module 3, I learned that 360-degree feedback applies to a company to increase the level of productivity. On the other hand, transactional analysis entails the study of interpersonal transactions where a person engages in structural analysis basis. Based on the two approaches, I learned that while passing and receiving information to others, it is vital to cultivate constructiveness, sensitivity, positivity, openness, and honesty. Once the attributes mentioned above are developed, the information passed can have a betterment to an individual through a performance review.

Areas of Improvement

I think supervisors should objurgate employees who have made a norm of coming late to work. In doing so, as an employee, there is a need to humble oneself as a child without complaining about being single out as a victim. Even if in an organization, people do not report to work in time, there is no need to emulate unethical conducts that do not comply with the organization code of ethics. As a supervisor, leadership in this context require a person to give guidance, correction, coaching, and offer advice (Pedler & Abbott, 2013). Regardless of the ego, employees' should never be harassed or subjected to any unethical conducts. Leaders must learn that people personality differs. For instance, some people like to be corrected in public places while others need privacy. In this case, leaders must have appropriate self-awareness to assess when and where to give corrections

Areas to Improve

In my view, I hope to use action learning process to solve urgent social and organizational problems. The organization needs continuous learning and agile leaders to be in the close tab with the ever-changing environment. I hope to use action learning to improve leadership focus on globalization and technology. By having the action learning process, leaders would focus on learning personal skills that build competencies and emotional intelligence. In this case, I intend to use action learning to enable leaders to learn about showing compassion and empathy about employees. I hope action learning help leaders to identify critical leadership skills that are key in demonstrating their ideas. Also, I hope to use action learning to enhance team learning where employees can work towards a common goal, ask questions, respect each other, develop strategies, and reflect on various ideas. By doing so, the organization can create cohesiveness and build trust (Pedler & Abbott, 2013). In my view, action learning is crucial in building organization learning that has various outcomes such as transformed organizational structure and culture, improved learning capacity and skills, improving ability to manage knowledge, and participating in the entire business chain. Having this component shall help in improving teams skills in connection with feedback, reflection, and follow up.

Organization Readiness

Organization readiness refers to the situation that has enough support and openness to give action learning permission and chance to work effectively by offering sufficient challenge to the existing order to realize learning and change. Action learning may be sensible at a time in an organization. In an organization with less training, does not necessarily need action learning. In my view, I agree with the results because organization readiness aims at providing a learning environment (Willis, 2010). The biggest challenge of having action learning in my company is the inability of the influential leaders and supervisors to accept the process. In this case, there shall be a reduced drive in meeting a high level of productivity and the set goals. Ideally, action planning requires a chance to work on organizational significant opportunities and problems.

Action Planning Program

At first, I shall begin with defining organization problem or opportunity. In this case, I shall lay its objective the administration has set with significance and clarity. A team shall be composed to work on a successful conclusion to the challenge. About four to eight people shall be appointed or volunteer to join an ad hoc action team with vast experience, skills, and diverse background. Team members are expected to meet after every two days to have a deeper understanding of the objectives and exerts their expertise and energy to achieve the goals. In the two days, members must participate as equals, encouraged to contribute and empowered regardless of the rank in the company. The other aspect is to learn about and share with the team members about their early experience. This shall be followed by creating procedures and guidelines to group process and learning.

Establishing procedures shall entail active listening, recognizing new leadership, issuing administrative tasks, specified meeting times, and accessible communication. The team members shall engage in reflective listening and insightful questioning to clarify the nature of the problem. This shall be followed by keeping logs and journal that shall facilitate documentation in the workplace. In this context, members shall provide timelines and reviewing of actions (Pedler & Abbott, 2013). The team members shall develop action items, create a team mid-course reviews, conclude on institutional review, and enact coaching. The organization shall reap immediate benefit by resolving key issues, and thus, employees shall improve their problem-solving skills and improve cross-departmental communication.

References

Pedler, M., & Abbott, C. (2013). Facilitating Action Learning: A Practitioner's Guide. Milton Keynes, United Kingdom: McGraw-Hill Education (UK).

Willis, V. J. (2010). Action Learning and Action Research. Action Learning and its Applications, 166-178. doi:10.1057/9780230250741_11