Leadership Portfolio
studies1981
LDR612DISCUSSIONQUESTIONSANDANSWERS.docxTopic 1 DQ 1
System Admin
Max Points: 10.0
Conduct research and locate a coaching or mentoring motivational video or TED Talk. What components of the video appealed to you? How could you use this video when working with others to coach, mentor, or lead them? Please cite your video and include a link to share with your peers.
Me
1 posts
Re:Topic 1 DQ 1
I have gone through plenty of TED talks ad motivational videos, each one of them was quite helpful and let me learn something new. However, the one I love the most was Nick Vujicic’s TED talk. The components that I found really appealing were the Nick’s fortitude, his self-confidence, the way a half body man talks about overcoming hopelessness was exceptional. What I have assimilated from this video is to never let your hopes and optimism eradicate. These are some indispensable components to pursue while leading, coaching and mentoring others. I will admonish my subordinates frequently and tell them never to lose hope, I will refer to Nick whenever needed (Vujicic, 2012).
Vujicic, N. (2012, Oct 17). Overcoming hopelessness | Nick Vujicic | TEDxNoviSad. Retrieved from TED Talks: https://www.youtube.com/watch?v=6P2nPI6CTlc
Topic 1 DQ 2
System Admin
Max Points: 10.0
Discuss one experience you have had with coaching a person or a group and one experience leading a person or group. Were the experiences different? Which experience was most successful? Why do you think the results were successful? Was trust an important factor during the experience?
Me
1 posts
Re:Topic 1 DQ 2
I have an experience of coaching the group of individuals at my workplace. I had to guide them pertaining to the task they were about to accomplish that was filming the classrooms and identifying the behavioral markers in the classrooms. That was an amazing experience, I taught them soft skills as well as hard skills, moreover, that coaching also played crucial role in my own grooming. It was my first experience, hence, I foster self-confidence in them. It was an overwhelming opportunity for me to learn new things about mentoring and how to influence other. Applying the persuasive techniques was the most successful experience, as I successfully convinced them to align their goals with the organizational goals. The results were highly successful as I had successfully trained my subordinates for the task they needed to accomplish. Moreover, the results were successful because I pursued the spiritual leadership skills. Trust is indeed a very important factor among the leader and team members. Trust drives the subordinates to follow their leader.
Topic 2 DQ 1
System Admin
Max Points: 10.0
How will the change of leadership influence the future direction of an organization? Is it more important to appoint a successor that mimics the same leadership qualities or to modify the leadership styles within an organization?
Me
1 posts
Re:Topic 2 DQ 1
Every leader has his own set of principles to follow, each leader work in his own way, which means that every leader runs the operations of the organization or lead the teams in their own particular way. Therefore, the change in leadership if a company has a substantial impact on its future. It starkly depends upon the new leadership whether it is better than the previous one or not. If the new leadership is better than the previous one than it means that it would help the organization to achieve their business goals instantly. The change in leadership has trickle-down effect on the future of an organization. It can delay the achievement of the organizational goals or it may lead to the attainment of these goals on time.
Moreover, I believe modifying the leadership style within an organization is better than just mimicking the same leadership by an appointed successor. Because the contemporary organizations are dynamic, hence, any change in the organizational operations can be addressed by modifying the organizational leadership.
The 43 All-Time Best Quotes On Change, SmallStepsBigChanges.com. (2014, February 2). Retrieved from http://www.smallstepsbigchanges.com/43-alltime-quotes-change/#axzz5HlIEwMaG
Topic 2 DQ 2
System Admin
Max Points: 10.0
How would a leadership success plan best serve an organization? Is it important to publically announce the succession plan? Why or why not?
Me
1 posts
Re:Topic 2 DQ 2
Leadership success plan plays a crucial role in organization as it helps the leader to identify the key challenges encountered by an organization that were overlooked by the old leaders. Moreover, leadership success plan guides a leader throughout as it provides a thorough roadmap to the new leader and his team in order to attain the ultimate organizational goals. It is not important to publically assert the succession plan because public have nothing to do with it. However, the succession plan must be asserted within the organization.
Topic 3 DQ 1
System Admin
Max Points: 10.0
Research and select one coaching or mentoring model that you would like to use after completing this class. Summarize the coaching or mentoring model and describe how you plan on utilizing the model to reach your mentees? Provide an example.
Me
1 posts
Re:Topic 3 DQ 1
One of the mentoring and coaching model that I would like to follow is GROW model. This is the simple model that allow the leader to coach the mentee to do his best. It is indeed a simple yet powerful framework for structuring your coaching or mentoring sessions. In order to implement the grow model to my mentees I would establish a goal, I would analyze or examine the reality, I would explore the options, establish the will or the way to move forwards. I would make my mentee to establish profound and achievable goals. And a thorough plan to achieve them.
Topic 3 DQ 2
System Admin
Max Points: 10.0
Describe the key differences between mentoring and coaching. What is the bottom-line difference between mentoring and coaching?
Me
1 posts
Re:Topic 3 DQ 2
Mentoring and coaching are not at all the same things. Coaching is task oriented, it primarily address concrete issues such as, effective management, precise articulation and strategical thinking etc. Hence, the coach is mostly pundit who imparts how to foster these skills to the coachee. Mentoring on the other hand is relationship oriented. It involves a providence of safe environment where a mentee shares his problems with the mentor pertaining to his personal and professional life. Likewise, coaching is a short term while mentoring is a long term. Moreover, mentoring entail design coaching does not entail design. One of the bottom line differences between mentoring and coaching is that mentoring is development driven while coaching is performance driven.
Topic 4 DQ 1
System Admin
Max Points: 10.0
Review your Individual Development Plan from Topic 3 and the coaching and mentoring techniques you are considering for your mentee. How does your plan or your proposed techniques align with Christian values and principles? Be sure to specifically define two Christian values or principles in your response.
Me
1 posts
Re:Topic 4 DQ 1
My coaching and mentoring techniques align starkly with the Christian principles and values. Mentoring has great deal of incorporated servant leadership in it. It is indeed a selfless act that is conducted by a person with profound vision. One who coach an individual pass his own experience and knowledge to him without looking for his own benefit. The mentor reinforce a clear vision is mentee’s life and catapult him towards self-grooming and personality development. On the other hand, it teaches them to be self-less.
Topic 4 DQ 2
System Admin
Max Points: 10.0
As a mentor, how will you help to identify key elements you want your mentee to include in the Individual Development Plan? Is there a difference between coaching and mentoring activities? Describe the importance of agreed-upon goals in an Individual Development Plan. In what ways will you go about achieving these goals?
Me
1 posts
Re:Topic 4 DQ 2
The individual development plan is all about short term and long term goals and how to ameliorate the performance. I would make my mentee identify the key elements of Individual Development Plan by helping my mentee to identify his skills, competencies and through mentorship handbook. Coaching and mentoring uses almost similar skill set and approach but coaching is a short term task while mentoring is long term. The goals that we agreed upon in an individual development plan gives a direction to the mentor and mentee about where to go and where to allocate their resources. To achieve these goals we need to foster a plan with incorporated techniques and tools that help the mentee to move in right direction.
Topic 5 DQ 1
System Admin
Max Points: 10.0
What difficulties do you anticipate during the process of implementing your Individual Development Plan? How do you use appropriate coaching or mentoring techniques to meet the end goals? Explain.
Me
1 posts
Re:Topic 5 DQ 1
The difficulites I may face in mentoring this individual is the fact that she feels I cannot relate to her current situation and struggle. I have never been thru a divorce and I am on the mother of one not three. So to give advice on the appropriate steps needed for her thru this transitional process we struggle to come to an agreement on what the timeline should be for her. The mentoring techiniques I try to use are focusing on her overal goal and no matter the difference in personal experience we both want the same end result for her. So the paths may be different, the opinions may differ but the end result is the same so trying to find a common ground is the techinique I am trying to use to accomplish this goal.
Topic 5 DQ 2
System Admin
Max Points: 10.0
Discuss the importance of having scheduled "check-ins" or "check points" to monitor and assess your mentee's progress. Why is consistent follow-up critical to your mentee's success?
Me
1 posts
Re:Topic 5 DQ 2
Reason why its important to have scheduled "check ins" and "check outs" is whether or not the relationship between you and the mentee is thriving or not it makes sense to take a close look to see where improvement can be made. By doing so you both have the opportunity to see what is and what isnt working well. By both parties taking active roles you hold each other accountable for each stage of the progress.
Topic 6 DQ 1
System Admin
Max Points: 10.0
Based on your personal experience with your mentoring program, how is your mentee responding to the techniques or strategies being implemented to support the short-term and long-term goals? Offer techniques or strategies to your peers' mentoring experiences.
Me
1 posts
Re:Topic 6 DQ 1
The techniques that I have implemented with my mentee- is setting goals, providing feedback and active questioning. Shida has shown nothing but a positive approach to these techinques letting me know she is open to change and the needed support.
She was very appreciative of my efforts and the techniques I have provided her to use at her disposal as well as open to learning and feedback. Shida showed great relief that she made major steps towards the achievement of her short term goals of finding an apartment, enlisting her children in new schools as well as checking things off her long term goal list. She was motivated to continue working on this plan to achieve lasting results for her long term goal of obtaining a degree and starting a business as she has already started the process to contact schools to speak to advisors. I am convinced that She is heading in the right direction.
Topic 6 DQ 2
System Admin
Max Points: 10.0
Describe common mistakes mentors or coaches make when working with a mentee. How could avoiding these mistakes improve the mentor-mentee relationship? How could avoiding these mistakes lead to more significant progress from the mentee achieving agreed-upon goals?
Me
1 posts
Re:Topic 6 DQ 2
A common mistake that mentors make when dealing with mentees is the failure to properly define their role as the mentor. This includes the failure to provide guidance on key issues that could benefit the mentee. Secondly, a mentor may fail to create enough time that would allow them to properly understand the needs of the mentee and provide effective guidance. The failure to ask and receive enough feedback from the mentee about key issues is also an error that can grossly affect the transfer of knowledge from the mentor to the mentee (Half, 2016). The failure by a mentor to properly identify a mentee that they can mentors can also limit the gains made from the mentorship if the mentee is not properly matched with the mentor.
Avoiding these mistakes can significantly improve the mentor-mentee relationship and as a result, the gains made by the mentorship. By appropriately understanding the needs of the mentee as a result of a two-way dialogue, the mentor can provide better guidance that would enable the mentee to gain the most from the relationship. Creating enough time for the mentorship will allow the mentor to properly understand the needs of the mentee and provide effective guidance. By also ensuring they are dealing with the right mentee, a mentor ensures that the mentee gets the best out of the mentorship.
A mentor can also improve the ability of a mentee to achieve key goals of the mentorship by avoiding common mistakes that are likely to take place in the mentorship. As a mentor spends more time with the mentee and understands their needs and capabilities, they can provide appropriate guidance that will enable the mentee to achieve goals set by the mentorship.
References
Half, R. (2016). The 5 most common mentoring mistakes to avoid . Retrieved from Robert Half: https://www.roberthalf.co.uk/advice/people-management/5-most-common-mentoring-mistakes-avoid
Topic 7 DQ 1
System Admin
Max Points: 10.0
Discuss the importance of monitoring and adjusting your Individual Development Plan. How can adding strategies or changing the direction of your plan provide better results for your mentee and the mentee's performance?
Me
1 posts
Re:Topic 7 DQ 1
It is important to monitor the progress of the Individual Developmental Plan because your mentee will need continous interaction. You also need to monitor your Plan to be able to identify if there is progress or not, if your mentee has hit a wall and might be in need of assistance to route themself back to a new starting point because of real life delays or interuptions cause by themselves or others. By doing regular check ins you can be assured that you are monitoring the experience of the mentee, making corrections as neseccary so they can get the most out of it. Keeping the energy alive between you and your mentee is a continous effort.
Topic 7 DQ 2
System Admin
Max Points: 10.0
Describe the growth you observed within your mentee. In what ways did your mentee improve both personally, professionally, and toward to achievement of the mentee's goals?
Me
1 posts
Re:Topic 7 DQ 2
My mentee has shown much improvement herself, she insists that she doesnt see any change but I do. She doesnt get as flustered like she did before when we brought up topics regarding her husband. Seems to be allot more determined to get things accomplished. I think that surge of energy comes from the fact that bit by bit every obstacle that has been thrown her way she can withstand that storm and keep moving forward. She is taking care of herself mentally and physically as she has started yoga and gone on a juicing diet. She has also reached out to a few indivuals in the profession of Child Care and Family Seperations to make sure she is doing the right things by her childre.
All in all - I see a big difference in her and her priorities.
Topic 8 DQ 1
System Admin
Max Points: 10.0
Evaluate your personal mentoring and coaching strategies and techniques. If you mentored another person or group of people in the future, which strategies and techniques would you continue using? Which strategies/techniques would you start using? Which strategies/techniques would you stop using? Do you think your short-term and long-term goals were achievable?
Me
1 posts
Re:Topic 8 DQ 1
When evaluationing myself as far as personal strengths and weaknesses for Coaching- I truly believe I am not the best person to coach someone. Inorder to coach someone you need to go to depths others cant to really find the problem and fix it. You also need to able to assist that person without getting too invested and you need to remain the third party looking at things from both sides. I love hard and I fighter harder- I get close to anything I eventualy get invested in was I shouldnt and that compromises me as coach or mentor. I am simply being truthful to myself as far as my weakness and accepting what is. Being a mentor is not the first thing I would ever volunteer myself to be but in the case that I am a mentor by accident I would try my best. My techiniques are to be myself- try my best to relate to their struggles and show them thru their eye options that may benefit them in their current situation.
Topic 8 DQ 2
System Admin
Max Points: 10.0
Make sure one person from each team has included your "Leadership Resources and Motivators" list to the forum location. Review the lists provided by other teams. Select one resource you think would benefit you as a future leader. How would you use this resource in your personal life or in the work environment?
Me
1 posts
Re:Topic 8 DQ 2
I m late because I was waiting to see what other groups posts- so Im not waiting any longer- I decided to go with my own choice in selecting one of my own resources- forgive me but Im a disney fan -x50! so yes! Im using a disney movie as a reference-
There’s more to being a king than getting your way all the time.” Mufasa, the lion king of the Pride Lands, displays the qualities of a motivational leader, and dedicates his time, knowledge and skills into his son Simba, encouraging him to be brave, strong and courageous. Mufasa motivates and encourages Simba, which in turn reminds him of his true identity and self. Mufasa, even after his death, effectively inspires and empowers Simba to realize his potential and responsibilities of his position as king.
