...Professional Development Plan Edwin Julio LDR/531 April 11, 2016 Professor Scott Bruner Professional Development Plan This paper will be evaluating the results from the DISC assessment that each team member in Learning Team A completed. This learning team has five members including myself as the manager. The goal will be to view the results and figure out how each team member will work separately as well as within a group setting. The benefit of the assessment is to have each team member assess their skills, strengths, areas needing improvement, and the resources needed to help them reach their goals. As stated, Learning Team A took the DISC assessment, and the findings are as follows: Brian was considered Dominate, KinyaMantesha was assessed to be cautious, and Sarah, Shadonta and Evita was evaluated to be interactive. Evita will be taking the lead as manager of the group and will try to best describe how the learning team can collaborate as a team to complete the learning team projects moving forward. Each individual can thrive separately and get things done, but the DISC assessment was completed to see how each person could thrive within a team setting. Brian was the only one in the learning team that was considered dominant. Brian can best be described as a delegator, he would be best suited as the teacher, and he would rather lead than follow. He is direct, and very decisive. This individual will be great in a team setting since he is also someone that is a...
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...Professional Development Plan Organizational Leadership LDR / 531 University of Phoenix Professional Development plan I explain in this paper the different personalities of each employee. Which will abound what strengths and weaknesses of each. Strategies and recommendations will be created to turn weaknesses into strengths of each employee for the benefit of our company. To evaluate each use behavioral style Platinum Disc test. This test helps identify which behavioral style of each employee. Your assessment does not only help them be the best of each but also help them behave more mature and productive by learning how to focus on your goals instead of your fears. This tool will also help you develop and use more often their strengths, recognizing, enhancing and modifying all the limitations of each. This report will focus on trends, which influence their behavior. We have four styles of behavior according to Disc Platinum. The first is the Dominant Style. This style always has the need for control and the need to achieve it. Parent styles seek what most suits them and are not afraid to break the rules. This style definitely willing to challenge the thinking and outdated ideas. Strengths are people with lots of energy, are excellent leaders and management. I love challenges, be the authority and head when finding a solution to a problem. Weaknesses are people impatient, insensitive, take things too seriously and do not like to hear. ...
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...Professional Development Plan Daniel Page LAW/531 July 13, 2015 Dan Kessinger Professional Development Plan Professional development is a critical part of success in the workplace and group cohesion. Every individual has different personality traits and tendencies. Managers need to recognize these differences and develop a plan for cohesion and stability. In the University of Phoenix class Organizational Leadership, the members of Learning Team B have all taken DiSC Assessments to understand better these traits and tendencies. In the following paper I will outline a professional development plan for these members both individually and as a group with my ability to lead them. Ebony Ingram Ebony Ingram is an Assessor (Ci) with a predominately cautious style. The assessor is “less guarded and less indirect than most other cautious styles” (University of Phoenix, 2015). An assessor is a wonderful asset to have on a team because they can have great intuition with a head full of knowledge through detailed evaluation. The negative of this style is that even though Assessors are quick thinkers, they may be slow to take action (University of Phoenix, 2015). This is something to keep in mind when putting together a professional development plan with contrasting personnel working together. Rasha Long Rasha Long is a Go-Getter (Sd) with a predominately steadiness style. The go-getter is “less open and less indirect than most other steadiness styles” (University of Phoenix, 2015). This...
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...LDR/531 December 13, 2010 Hoby Follis When it comes to working in team’s it is the attitude, and the contribution that reflects the behavior and outcome in working in teams rather it’s positive or negative. Building successful teams can be very challenging because of the multiple of personalities that’s within a team. Every member of a team rely on each other to perform, and accomplishes his or her task to achieve the team goals, and objectives. All teams are made up as a group of people and a leader to accomplish the team tasks. All team members have multiple characteristics and talents that can to be used as an advantage. In this paper, each learning team members was required to complete self assessments in which results needed to be reported back to the team. This assessment is based from the outcome of each member Disc assessment, and prepares a plan that that will identify how to encourage motivation, satisfaction, and performance in a workplace setting. In addition, it will discuss differentiation of people attitudes, emotions, personalities, and their values. Also, how they can influence team behavior. Lastly, address how it can influence a team positively. Plan for Positive Influence: Managers are put into place for managing positive efficient working environment, enforce rules and regulations, and assist in accomplishes the goals with employees or members in the workplace. In order for this to be accomplished managers must motivate employees, assist in employee...
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...Simonic LDR/531 – Organizational Leadership July 14, 2014 Professional Development Plan My goal in this paper is to develop a plan that will address the characteristics of Learning Team A while designating myself as a team leader. If the plan is effective, it can be used to determine the needs of the learning team. It can also be used as a tool for the members to assess their skills, strengths, areas needing improvement, and the resources needed to help them reach their career goals. Recommendations for all team members are based on the results from the "The DISC Platinum Rule Behavioral Style Assessment" that each team member completed. Developing includes several managerial practices that are used to increase a subordinate’s skills and facilitate job adjustment and career advancement. Key component behaviors include mentoring, coaching, and providing developmental opportunities. (Yukl, G. 2013). Learning Team Disc Chart From Disc Assessment DIRECT | GUARDED | Dd | | Di | | Id | | Ii | OPEN | | | | | | | | | | | Dc | | Ds | | Ic / Jeff | | Is | | | | | | | | | | | | Cd | | Ci / Renee & | | Sd / Ty | | Si | | | | | John | | | | | | | Cc | | Cs | | Sc | | Ss | | INDIRECT | Evaluation of the Individual Team Members Renata Roman and John Coakley's self-assessment characterized them in "The Cautious Style" group. More specifically, Roman and Coakley fell into class "Ci" described...
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...provide direction up front and others are working in the background inspiring and encouraging subordinates within the organization (Schira, 2007). In this paper and as the manager of Team B, a development plan will be assessed to help the group reach future career goals. The plan will consist of a DISC chart assessment of each team member’s characteristics by letter and professional development plan that will help to address strengths and areas of improvement for reaching career goals. The platinum rule DISC is a tool used to help in understanding a person’s unique personality, being able to identify with patterns of behaviors, and adapting to different behavior actions in order for promoting increase relationships and cooperation, and eliminating tension (Disc Platinum Rule, 2014). As a leader, it is important to watch and listen to how a person enter acts, what they say, and willingly accommodate between the different styles of behavior as well as your own. The Platinum Rule DISC will help a leader to develop chemistry, build a healthy relationship, and to promote influence with individuals. The Platinum Rule DISC is a tool that identifies four behavior styles: D stands for Dominant, I stand for Influencing, S stand for Steady and C stand for Conscientious. Each of the names reflects a specified personality type (Disc Platinum Rule,...
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...Career Portfolio Career Success Strategies (GM548) Professor: Geoffrey Hacker March 3, 2013 By Christopher C. Young Table of Content Current Goals………………………………………………………………………………3 Work Philosophy……………………………………………………………...……………4 DISC Survey and Written Report…………………………………………………………5-11 Stress Processing Report and Written Report……………………………………....……12-17 Samples of Key Course Outcomes and Assignments………………………………….....18-19 List of technical and Like Skills Gained from each………………………………………20 Keller Course Personal Resume…………………………………………………………………………....21 Volunteer and Community Service Experience…………………………………………..22 Favorite Web Sites………………………………………………………………………….23 Current Goals Personal - Complete my Masters of Business Administration with concentration in General Management by June 2014 - Get in shape by Summer of 2013 - Take more time to study for school Financial - Keep my credit score high - Continue to make payments on time - Get a raise/promotion - Continue to save money Professional (My Current Options/Goals) - Store Manager/Management - Retire Work Philosophy Leadership - Taking responsibilities. Leading by example. Learn from mistakes - Learn from mistake and accepting them to improve next time. Focused - Focus of Being Focused to find success...
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...Introduction A self assessment can be simple and it can also be more in-depth. This paper will address the predominate behavior style that I posse, with strengths and weaknesses. It will also address how I agree with most parts of the assessment and disagree with others, identified in the DiSC Platinum Behavioral Style Assessment (Blanchardassessments.com, 2007). Predominate Behavior I am predominantly an Interactive style. My style is what they call an Impresser. We are less open and less direct than most other interactive styles. We like to win with flair as stated in the study (Blanchardassessments.com, 2007). On the other hand we do not want to win at the cost of someone else’s feelings. In this style taking shortcuts makes us feel as if we were cheating in a sense. We also become very impatient when people procrastinate with getting started on projects. Our type tends to have the all or nothing approach on work and home life. We are more apt to judge a person on their ability to make things happen. We like things done in the best way possible, because we do not like to look bad. Finally we can be restless, short tempered, and even lash out when under pressure (Blanchardassessments.com, 2007). Strengths and Weaknesses A interactive styles strengths are persuading, being optimistic, motivated and enthusiastic. We are idea people who can get other caught up in our own dreams because we are so good at persuasion. We bring people together to achieve or accomplish goals...
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...Abstract Failing to communicate and collaborate in crisis or emergency situation will undoubtedly increase the vulnerability of an organization toward potential crisis. This paper highlights the significance of effective communication and collaboration at different levels in the event of or during a crisis. This is a case of a cyberattack against Sony Pictures Entertainment once on December 3, 2014 and another attach on December 8, 2014 was considered for the purpose of this research. These cyberattack shows how techniques are not just a strategic weapon to bring down societies or to terrorize societies. But it shows that attackers are getting increasingly comfortable with using cyberattacks and can quite easily gain access to consumer personal information, business information, and employee information and can bring a company to its knees. The recent attacks not only on Sony but also Home Depot, Target and others are raising concerns. What needs to be done? The attacks are becoming more frequent, more invasive and the attackers are being bold. Should there be collaboration between businesses to combat the rising issues? Will this change the way that others businesses work together? What role does the government have in protecting citizens and their right to privacy especially from foreign attackers? These issues are significant as they underline the element of crisis communication and collaboration. Introduction In the face of increasing business demands for...
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...following professional development plan, based on the team member’s DISC behavioral assessment, will provide a means to identify the individual’s strengths, weaknesses, and outline a means the team leader can use to communicate with each behavioral style. The plan will also explain how an understanding of the strengths and weaknesses of the styles provides direction for improvement to achieve personal career goals. The individual’s assessments place the members into three of the four styles; Cautious Style, Steadiness Style, and Dominance Style. Since additional members may be added to the team or included in future learning teams, the professional development plan will also include the Interactive Style. Understanding the differences between the behavioral styles is instrumental for a team leader to know “how to engage others whose own DiSC styles may be quite different” (Sugerman, 2009, para.9). Team DISC Overview A company named Kudu Industries and Murray Janewski developed the DISC assessment to determine an individual’s strengths, weaknesses, as a means to identify how to communicate more effectively (Sugerman, 2009). “DiSC research shows that every individual has a set of priorities that influence their behavior. By better understanding the priorities and motivations of their own colleagues, Kudu felt its employees would better communicate to one another.” (Sugerman, 2009, para.7). The DISC behavioral assessment was the first step the team took to identify his or her individual...
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...Professional Development Plan Kate Bethea LDR/531 June 22, 2015 Dr. Dave Aiken Professional Development Plan Management develops a plan that will address the characteristics of their team. With this plan, management can better lead their team by using each's personality characteristics. If such plans are used effectively, they can also determine a team's strengths, weaknesses, their skills, any improvement areas, and to help members of the team reach professional goals. Throughout this essay, such a plan will be developed to for "Learning Team D” and address the team member designated as manager. DISC Assessment In week, one of organizational leadership each member of “Learning Team D” completed the DISC Platinum rule. The DISC Platinum rule is a behavioral style assessment that breaks down an individual’s predominate behavior styles; dominate, interactive, steadiness, and cautious. There are sixteen sub-styles that further attempt to explain the results. "Learning Team D" is comprised of three members, and not one of them has the same style. One of the team members predominate style is dominated, one member style is cautious, and the third member is steadiness. Those who have the dominate style are driven self-starters who are fast-paced, goal oriented, decisive in their actions and decisions, and are more at ease when they have freedom to manage themselves and others. A cautious style is slower-paced and task-focused, they are cautious in their decisions and actions...
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...Perhaps the most important component of any organization are its people. The most successful organizations demonstrate the leadership skills necessary for nurturing maximum job satisfaction and performance in their employees and consequently ensuring high levels of motivation throughout. Effective leaders within these organizations capably develop and implement motivational strategies which elicit desired behaviors by bringing together the disparate attitudes, personalities and values of team members and employees alike. According to Smith (2012): “Employers face the challenges of maintaining productivity, profitability as well as keeping their workforce engaged and satisfied with their jobs” (p.1). By evaluating the individual DISC assessment results of Team D and applying them to the structure of an actual organization, it will be shown how addressing the differences in attitudes, emotions and personalities can be used to meet such challenges while positively influencing individual and team behavior. The Organization My mentor, Greg, is recently retired from Philip Morris USA, the largest tobacco company in the U.S. As Regional Director of Sales, Greg led a staff of 75 sales managers, account managers, territory representatives and merchandising personnel. His duties included development of a regional sales forecast, implementation of a sales plan, participating in the roll-out of corporate marketing plans, meeting customer needs, and management and motivation of...
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...towards a common goal. An individual or a team uses a professional development plan so that they have set goals and strategies to achieve the same goal at the end of the period (Multiprofessional Faculty Development, 2012). To help me develop this plan each team member has been asked to take the DISC Assessment. DISC is a personal assessment used to determine behavior types, and how to interpret the behavior (DiSC Profile, n.d.). The DISC assessment has four styles it uses as a determination. They are Cautious (C Style), dominance (D Style), interactive (I Style) and steadiness (S Style). A cautious person is detail orientated, a slow worker and has very high expectations for themselves. A person who is dominance is very goal orientated, need control and must achieve their goals. A interactive person is very enthusiastic, must have acknowledgment and has great people skills. A person who is determined with steadiness is a devoted worker, great team player but slow in decision-making. Each one of these styles is vital to an organization and will be a valuable asset. References DiSC Profile. (n.d.). DiSC Overview. Retrieved from https://www.discprofile.com/what-is-disc/overview/ Multiprofessional Faculty Development. (2012). PERSONAL OR PROFESSIONAL DEVELOPMENT PLANS. Retrieved from...
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...succeed organizational development and growth. Managers create the development plan by working carefully with employees and identifying his or her skills associated with the goals and objectives established by the organization. In the work environment, the DiSC assessment is important in the process of developing an effective professional plan. In this assignment the DiSC, The Platinum Rule divides behavioral preferences into four basic styles known as DiSC in regard to, dominance, interactive, steadiness, and cautious style (Alessandra, N.D). Managers can use the assessments of each team member for mentoring, performance development plans and team building, as well as conflict resolution. This week's assignment consists of creating a Professional Development Plan to address the characteristics of individual Learning Team C members both individually and as a group and the ability to lead them. Team C members are Michael Fogoros, Dustin Jorah, Carlos Peralta and Eric Scott. Individual members DiSC assessment Learning Team C consists of four team members whose DiSC assessment results vary in two different models of behavior; Dominance and Interactive leadership styles. Eric, Carlos and Michael assessment results conform to the dominance style. Dominance style includes the need for control and achievement by those classified in this group. They accept challenges, take authority and are not afraid to take charge...
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...Professional Development Plan Ashley Mercado-Perez LDR/531 November 9, 2015 Michael Reynolds Professional Development Plan When working within a group it is very important to know the work styles of each individual. Knowing the strengths, weaknesses and needs of each individual with make for a more productive outcome of each task, and create synergy. In order to assess all of these factors, it is good to use a DISC Assessment. DISC stands for Dominant, Interactive, Steady, and Cautious. These are the four main styles of leaders. Team B is made up of three of the four DISC styles; Interactive, Dominant, and Cautious. According to the DISC Assessment, Interactive style people are friendly and thrive on admiration, acknowledgment and compliments. They are relationship oriented rather than task oriented and they are great influencers. They tend to use their people skills to build alliances to accomplish goals (Alessandra, P.7). Strengths of the Interactive person are seen in their communication, participation and finding the good in things. Their weaknesses are follow through and lack of objectivity. Interactive people need recognition, acceptance, and they need to talk (Outside the Box, 2014). Dominant Style people are driven by the need to control and the need to achieve. They like to take on challenges and are fast paced and goal oriented. A dominant Style person can work quickly and Impressively by themselves, and are annoyed with delay (Alessandra, P. 7)...
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