Determining Leadership Effectiveness Essay & Discussion

DescriptionWeek 5 Assignment: Personal Project Draft
Write a draft of your Personal Project. Be sure to follow the directions in the Personal Project course project description, which includes the
specific sections of the paper and the criteria for evaluation. Limit the draft to 7–9 pages. Try to submit your paper by Wednesday so you have
time to integrate feedback into your final paper in Week 6.
View Rubric
Week 5 Assignment – Personal Project Draft
Week 5 Assignment – Personal Project Draft
Criteria
Ratings
Pts
20 to >17 pts
DISTINGUISHED
Provide summary of interview findings that contribute to effective leadership.
view longer description
Provides summary of
interview findings
from the interviews
in a way that
highlights the
important points.
17 to >14 pts
PROFICIENT
Provides summary of
interview findings
/ 20 pts
Week 5 Assignment – Personal Project Draft
Week 5 Assignment – Personal Project Draft
Criteria
Ratings
that contribute to
effective leadership.
14 to >0 pts
BASIC
Provides a summary,
but does not clarify
how findings
contribute to
effective leadership.
0 pts
NON_PERFORMANCE
Does not provide a
summary of
interview findings
that contribute to
effective leadership.
Pts
Week 5 Assignment – Personal Project Draft
Week 5 Assignment – Personal Project Draft
Criteria
Ratings
Pts
20 to >17 pts
DISTINGUISHED
Analyze how the data from the interviews supports leadership theories.
view longer description
Analyzes how the
data from the
interviews supports
leadership theories
and uses metaphors
and specific
examples to clarify
conclusions.
17 to >14 pts
PROFICIENT
Analyzes how the
data from the
interviews supports
leadership theories.
14 to >0 pts
/ 20 pts
Week 5 Assignment – Personal Project Draft
Week 5 Assignment – Personal Project Draft
Criteria
Ratings
Pts
BASIC
Describes how data
from the interviews
relates to leadership
theories.
0 pts
NON_PERFORMANCE
Does not analyze
how the data from
the interviews
supports leadership
theories.
Discuss the relevance of the concepts from New Business Realities and Thinking Habits to the
interview experience.
view longer description
20 to >17 pts
DISTINGUISHED
Analyzes the
relevance of the
/ 20 pts
Week 5 Assignment – Personal Project Draft
Week 5 Assignment – Personal Project Draft
Criteria
Ratings
concepts from New
Business Realities
and Thinking Habits
to the interview
experience.
17 to >14 pts
PROFICIENT
Discusses the
relevance of the
concepts from New
Business Realities
and Thinking Habits
to the interview
experience.
14 to >0 pts
BASIC
Briefly describes the
relevance of
Pts
Week 5 Assignment – Personal Project Draft
Week 5 Assignment – Personal Project Draft
Criteria
Ratings
Pts
concepts from New
Business Realities
and Thinking Habits
to the interview
experience.
0 pts
NON_PERFORMANCE
Does not discuss the
relevance of the
concepts from New
Business Realities
and Thinking Habits
to the interview
experience.
Reflect on the experience as an interviewer.
20 to >17 pts
view longer description
DISTINGUISHED
/ 20 pts
Week 5 Assignment – Personal Project Draft
Week 5 Assignment – Personal Project Draft
Criteria
Ratings
Reflects on and
critically assesses the
experience as an
interviewer.
17 to >14 pts
PROFICIENT
Reflects on the
experience as an
interviewer.
14 to >0 pts
BASIC
Describes the
experience as an
interviewer.
0 pts
NON_PERFORMANCE
Pts
Week 5 Assignment – Personal Project Draft
Week 5 Assignment – Personal Project Draft
Criteria
Ratings
Pts
Does not reflect on
the experience as an
interviewer.
20 to >17 pts
DISTINGUISHED
Recommend leadership development initiatives for leaders at a specific level.
view longer description
Recommends
leadership
development
initiatives for leaders
at a specific level and
provides suggestions
for implementation.
17 to >14 pts
PROFICIENT
Recommends
leadership
development
/ 20 pts
Week 5 Assignment – Personal Project Draft
Week 5 Assignment – Personal Project Draft
Criteria
Ratings
initiatives for leaders
at a specific level.
14 to >0 pts
BASIC
Recommends few
leadership
development
initiatives, but does
not clarify specific
levels.
0 pts
NON_PERFORMANCE
Does not
recommend
leadership
development
initiatives for leaders
at a specific level.
Pts
Week 5 Assignment – Personal Project Draft
Week 5 Assignment – Personal Project Draft
Criteria
Ratings
Pts
Peer Review of the Personal Project
Post your Personal Project Draft in this discussion for peer feedback. Post your paper as soon as
possible so that you have time to integrate feedback into your paper.
Provide helpful feedback.
What is helpful feedback? First, what is not helpful? Feedback like this: “You might try to
improve the flow of this paper by making smoother transitions between your ideas” is an
example of feedback that is not actionable or relevant– no matter how heartfelt and wellintentioned it may be. It’s not helpful because it is not specific.
What is considered helpful feedback?
Comments that are focused on the five deliverables of the Personal Project are potentially
helpful in a peer review.
The five deliverables are:
Provide a summary of interview findings that contribute to effective leadership.
Analyze how the data from the interviews supports leadership theories.
Discuss the relevance of the concepts from New Business Realities and Thinking Habits to the
interview experience.
Reflect on the experience as an interviewer.
Recommend leadership development initiatives for leaders at a specific level.
Helpful: Let’s consider this comment: “it appears that you have not included a discussion of the
relevance of the New Business Realities or the Thinking Habits. You will want to include this
discussion in your final version of your project.”
This is probably very helpful!
Similarly, comments like: “You do not appear to have reflected on your experience as a
reviewer” or “I do not see your recommendations for leadership development initiatives” are
important for the person whose paper you are reviewing to see! These are helpful comments
because the other person can take specific action to improve their project.
Keep in mind that a peer review is different from an editing or proofreading assignment. In an
editing assignment, you need not be an expert or even knowledgeable about the subject of the
paper you are editing. You need only know the rules of language: grammar, syntax,
punctuation, and the relevant style guide being used. In a peer review, you must have expertise
on the substance of what is being written; you must be able to offer suggestions for
improvement and critical assessment based on knowledge of the paper’s subject. Editing and
proofreading comments are not deemed helpful in a peer review.
Week 5 Assignment: Personal Project Draft
Write a draft of your Personal Project. Be sure to follow the directions in the Personal Project course project description, which includes the
specific sections of the paper and the criteria for evaluation. Limit the draft to 7–9 pages. Try to submit your paper by Wednesday so you have
time to integrate feedback into your final paper in Week 6.
View Rubric
Week 5 Assignment – Personal Project Draft
Week 5 Assignment – Personal Project Draft
Criteria
Ratings
Pts
20 to >17 pts
DISTINGUISHED
Provide summary of interview findings that contribute to effective leadership.
view longer description
Provides summary of
interview findings
from the interviews
in a way that
highlights the
important points.
17 to >14 pts
PROFICIENT
Provides summary of
interview findings
/ 20 pts
Week 5 Assignment – Personal Project Draft
Week 5 Assignment – Personal Project Draft
Criteria
Ratings
that contribute to
effective leadership.
14 to >0 pts
BASIC
Provides a summary,
but does not clarify
how findings
contribute to
effective leadership.
0 pts
NON_PERFORMANCE
Does not provide a
summary of
interview findings
that contribute to
effective leadership.
Pts
Week 5 Assignment – Personal Project Draft
Week 5 Assignment – Personal Project Draft
Criteria
Ratings
Pts
20 to >17 pts
DISTINGUISHED
Analyze how the data from the interviews supports leadership theories.
view longer description
Analyzes how the
data from the
interviews supports
leadership theories
and uses metaphors
and specific
examples to clarify
conclusions.
17 to >14 pts
PROFICIENT
Analyzes how the
data from the
interviews supports
leadership theories.
14 to >0 pts
/ 20 pts
Week 5 Assignment – Personal Project Draft
Week 5 Assignment – Personal Project Draft
Criteria
Ratings
Pts
BASIC
Describes how data
from the interviews
relates to leadership
theories.
0 pts
NON_PERFORMANCE
Does not analyze
how the data from
the interviews
supports leadership
theories.
Discuss the relevance of the concepts from New Business Realities and Thinking Habits to the
interview experience.
view longer description
20 to >17 pts
DISTINGUISHED
Analyzes the
relevance of the
/ 20 pts
Week 5 Assignment – Personal Project Draft
Week 5 Assignment – Personal Project Draft
Criteria
Ratings
concepts from New
Business Realities
and Thinking Habits
to the interview
experience.
17 to >14 pts
PROFICIENT
Discusses the
relevance of the
concepts from New
Business Realities
and Thinking Habits
to the interview
experience.
14 to >0 pts
BASIC
Briefly describes the
relevance of
Pts
Week 5 Assignment – Personal Project Draft
Week 5 Assignment – Personal Project Draft
Criteria
Ratings
Pts
concepts from New
Business Realities
and Thinking Habits
to the interview
experience.
0 pts
NON_PERFORMANCE
Does not discuss the
relevance of the
concepts from New
Business Realities
and Thinking Habits
to the interview
experience.
Reflect on the experience as an interviewer.
20 to >17 pts
view longer description
DISTINGUISHED
/ 20 pts
Week 5 Assignment – Personal Project Draft
Week 5 Assignment – Personal Project Draft
Criteria
Ratings
Reflects on and
critically assesses the
experience as an
interviewer.
17 to >14 pts
PROFICIENT
Reflects on the
experience as an
interviewer.
14 to >0 pts
BASIC
Describes the
experience as an
interviewer.
0 pts
NON_PERFORMANCE
Pts
Week 5 Assignment – Personal Project Draft
Week 5 Assignment – Personal Project Draft
Criteria
Ratings
Pts
Does not reflect on
the experience as an
interviewer.
20 to >17 pts
DISTINGUISHED
Recommend leadership development initiatives for leaders at a specific level.
view longer description
Recommends
leadership
development
initiatives for leaders
at a specific level and
provides suggestions
for implementation.
17 to >14 pts
PROFICIENT
Recommends
leadership
development
/ 20 pts
Week 5 Assignment – Personal Project Draft
Week 5 Assignment – Personal Project Draft
Criteria
Ratings
initiatives for leaders
at a specific level.
14 to >0 pts
BASIC
Recommends few
leadership
development
initiatives, but does
not clarify specific
levels.
0 pts
NON_PERFORMANCE
Does not
recommend
leadership
development
initiatives for leaders
at a specific level.
Pts
Week 5 Assignment – Personal Project Draft
Week 5 Assignment – Personal Project Draft
Criteria
Ratings
Pts
1
Interviews With Leaders
Rachell Ingram
BUS4012
May 7, 2023
2
Interviews With Leaders
What worked? What did not work? What would you do differently next time? What did
you learn about interviewing?
I engaged in a meeting with two representatives who held divergent perspectives on
behalf of the organization. I desired to engage in a conversation with an individual possessing
operational proficiency, who could provide insights from the perspective of the shareholders.
Additionally, I aimed to conduct an interview with an individual who held a position of
leadership and oversaw a substantial workforce. Ultimately, my goal is to enhance my ability to
effectively lead large teams within a dynamic environment characterized by ongoing changes
and evolving client expectations. The scheduling of the interviews posed a challenge. I express
gratitude towards the two prominent figures for accommodating me in their tight schedules. The
scheduled meeting with Justin Powers was rescheduled on two separate occasions within the
same week. In order to make arrangements, I had to adjust the timing of certain appointments
from my own schedule, however, the outcome was highly beneficial.
The interview I conducted with Clay White proceeded smoothly without any
complications. Several days prior to the scheduled interview, a questionnaire consisting of a set
of inquiries and the intended purpose of the discourse was furnished to the prospective
interviewees. Both leaders expressed gratitude and readiness for the upcoming discussion. The
provision of interview questions in advance proved to be an effective strategy for establishing a
framework for the meetings, affording me the opportunity to concentrate on supplementary
inquiries and instances that may have otherwise been overlooked. Both interviews were carried
out via the Teams platform. I possessed a recording apparatus that enabled me to monitor the
annotations from the video conferencing session. I was deeply engaged in the meeting to the
3
extent that I abstained from transcribing or documenting the feedback for extended periods.
Efforts were made to maintain the interview’s focus during the sessions; however, there were
instances where the discussions took on a life of their own, resulting in the interview evolving
into a discourse characterized by the exchange of ideas and debate. I am uncertain whether I
would endeavor to formalize the interview process as I perceived it to be a relaxed and candid
experience. Nonetheless, it is my belief that I would not have gained equivalent insights had I
formalized the situation.
Examine interviewees’ personal characteristics and describe alignment to effective
leadership.
One of the observed personal traits of the two leaders is their level of organization. Both
leaders maintained highly organized home offices. The home offices were embellished with
visual representations of familial excursions, and Clay White had affixed a photograph of herself
engaging in the activity of skydiving on a particular wall. Upon being questioned about the
photograph, she expressed that it served as a reminder to exhibit courage. These are a limited
selection of leisure activities that she enjoys in her free time, distinct from her professional
pursuits. The aforementioned organization is noteworthy as it serves as an exemplar of effective
time management and concentration skills exhibited by its executives. Another observation made
was that neither of the individuals were tempted by diversions. Both individuals had deactivated
their mobile devices, and the messaging application had been configured to indicate that they
were either unavailable or participating in a conference. Consequently, their attention was solely
directed towards the subject matter, which facilitated their achievement. An additional
noteworthy aspect that was observed pertains to their physical characteristics, specifically their
consumption of water and nutritious snacks. Almonds were Justin Powers ‘s preferred snack.
4
Clay White was in possession of an apple. These individuals in positions of leadership
acknowledge the necessity of self-care in order to optimize their performance.
Lessons from the Interview
Resistance refers to the actions taken by individuals who stand to benefit from a change,
with the aim of impeding or preventing anticipated systemic progress. These activities may
encompass a broad absence of involvement, noncompliance or nonparticipation, inability to
achieve consensus, stifling advocates of change, and disturbance. The aforementioned article
presents diverse perspectives regarding stakeholder opposition. The primary focal points that
captured my interest pertain to the examination of factors contributing to opposition and
potential resolutions to mitigate such resistance. The primary stakeholder in this scenario
comprises of employees who exhibit reluctance towards modifications in policies, business
strategies, and leadership. There exist multiple factors that contribute to an organization’s
reluctance to embrace change. The cognitive state of resistance to change is attributed to the
presence of negative assertions and beliefs regarding the change among employees. The
phenomenon of resistance to change within a behavioral context can be attributed to employees’
lack of readiness for the new organizational structure or updated production methodologies. It is
recommended that change managers maintain ownership of the change approach while involving
stakeholders in the procedure. These stakeholders possess a deep understanding of the business
and often hold the key to resolving issues. In contemporary times, integration plays a pivotal role
in societal and organizational transformation. Therefore, maintaining the status quo is not a
viable option in the current digital convergence era. Organizations must adopt a proactive and
dynamic approach to adapt to the changing landscape.
5
What did you learn about your topic and its potential for helping leaders examine their
leadership skills and characteristics?
Understanding the scope of managing resistance to change is critical in changing
leadership characteristics which ensures that the company does not have negative impact
especially financially. One of the major strategies for leaders to examine their leadership skills
from the interviews is assessing their approach to creativity. Leaders who perceive change as a
chance for innovation have the potential to cultivate a more positive and imaginative perspective
on the process of change. The cultivation of innovative thinking is a process that requires a
significant investment of time and effort, and is not a skill that can be readily acquired. In reality,
over 50% of employees exhibit a reluctance to venture beyond their established comfort level.
The crucial aspect is to gradually initiate the process. Change management leaders should
embrace the inquisitiveness and intuition and allow them to steer the leaders towards novel
concepts. Disseminate these concepts among peers to deliberate on their potential realization.
The cultivation of innovative thinking necessitates not only the innovative capacity of the leader,
but also the leader’s facilitation of innovation among team members. It is imperative for leaders
to foster an environment that promotes the exchange of ideas and mutual learning among team
members. The adoption of innovative thinking and collaborative idea-sharing among team
members can expedite and facilitate the process of change within the team.
How might the alignment to effective leaderships be used in its own career progression?
Adhering to proficient leadership principles is imperative for professional advancement,
particularly in the context of change management leadership competencies. Leaders who are
effective demonstrate a strong dedication to ongoing learning and enhancing their skills. They
endeavor to acquire novel knowledge and competencies that can enhance their leadership
6
abilities towards their teams. For an individual seeking professional advancement, it is crucial to
embrace this identical perspective. The process of continuous learning can manifest in various
ways, ranging from perusing literature and publications on leadership to participating in
educational events and conferences centered around the topic of change management.
Comprehending the significance of customization: Each team possesses unique characteristics,
and adopting a universal strategy towards transformation may impede the potential value that
you and your team can generate. Thus, it is imperative for leaders to discern methods for
tailoring their approach towards addressing change. The process of simplifying intricate ideas
into smaller, more manageable components. The implementation of change is likely to introduce
novel and demanding issues.
The crux of effectively traversing through processes lies in the formulation of pertinent
inquiries, meticulous contemplation of the procedures, and dissection of the same into more
feasible and controllable segments. Effective leaders prioritize achieving their goals and are
oriented towards producing results. The attainment of organizational objectives necessitates a
lucid comprehension of the entity’s vision and mission, coupled with the capacity to formulate
and execute tactics that will facilitate the realization of said objectives. For an individual seeking
to advance their career, it is crucial to cultivate a mindset that prioritizes producing measurable
results and concentrate on attaining concrete outcomes. The distinct experiences of individuals
serve as evidence that leadership is a learned trait rather than an innate one. Exceptional
leadership is not an occurrence that befalls individuals. On the contrary, it is an ongoing and
perpetual procedure. It has been observed that while possessing the knowledge of appropriate
actions, there exists a lack of consistency in adhering to efficacious measures. It is imperative to
maintain a steadfast focus on the desired outcomes and persistently strive towards achieving the
7
ultimate goal. The concept of power is an essential element within the realm of energy. It is
imperative for me to increase my awareness regarding my influence and ability to manage
energy. Confidence is a consequence of the manner in which I present myself. Reducing
resistance to change is positively correlated with decreased confidence levels. Consequently, I
will exhibit greater awareness of my capacity to exert influence and enhance self-assurance
through better management of people’s reaction to a changing environment.
1
Interview Pitch
Rachell Ingram
BUS4021
April 23, 2023
2
Interview Pitch
Contacting Leaders to Interview
State your intended purpose for the interview. Provide an explanation of the topic and why
you chose it.
I am faced with an ever-changing marketing management strategic approach that
undergoes technical modifications and I am interested in comprehending the operational
consequences of such changes. During this project I will focus on change mastery with the
objective of gaining a deeper understanding into the causes of resistance to change in the current
corporate environment. For a large business, successful change initiatives require targeted and
well-planned strategies. I will be actively engaged in listening to gain a deeper understanding of
the communication and leadership competencies necessary for effectively managing significant
organizational transformations. I believe that managing any resistance to change is a critical
component in improving the return on investments especially where the change involves
changing the production process or any working structures. Providing workers with information
about the change and correcting any misunderstandings about it. participation of those who will
be impacted by the change in its preparation and execution. Talk about the upcoming transition
and come to an understanding of who will be responsible for what. And force was used to
overcome people’s opposition to the new system.
Specify at what level of leadership you are interviewing.
I will be interviewing top-level managers for this project. I understand that the change
process is highly sensitive, especially considering employees’ reluctance to change. Topmangers will have a clear and actionable understanding of the challenges and solutions in the
change process. Additionally, in cases where the change agents are middle managers or other
3
employees, the top managers have the responsibility to guide the change and ensure that it
complies with the company’s goals and vision.
Outline your schedule for both interview sessions. Include the names and titles of the
leaders with interview dates and times. If you have not been able to confirm your
appointments, please include a report of your progress.
1. Justin Powers (Tennessee Walmart Store manager)
The interview is set for Wednesday 26, April 2023. The interviewee has yet to confirm
the time. However, we agreed to keep in touch as he adjusts his schedule for the day.
2. Clay White (Managing Director at the Law Office of L. Clay White)
The interview is slated for Monday 24, April 2023. We had earlier set the time as 4:45
pm but we agreed the time is subject to changes due to changes in the court timelines.
The managing director, however, agrees to only reschedule within the week so that I get
enough time to analyze his responses.
List the interview questions you plan to use from your learning group’s chosen aspect of
leadership.
1. How do you identify resistance to change within your team?
2. What are some common reasons why employees resist change in the workplace?
3. How do you handle resistance to change within your team?
4. Can you give an example of a successful change management initiative where
resistance was minimized or overcome?
5. How do you communicate the change to your team in a way that minimizes
resistance?
4
6. What steps do you take to ensure that all team members are on board with a proposed
change?
7. How do you involve employees in the change management process to reduce
resistance?
8. What are some potential risks of not addressing resistance to change in a timely and
effective manner?
9. Can you share a time when you faced resistance to change from upper management or
stakeholders, and how you addressed it?
10. How do you measure the success of a change management initiative, particularly
concerning resistance?
1
Reflection Dealing with Change
Rachell Ingram
BUS4021
April 23, 2023
2
Reflection Dealing with Change
Think about the times you faced major crises or challenges. What qualities or potentialities
arose? What qualities would you like to develop further during those times of crisis? What
were the key things you learned during those times?
When I am confronted with difficult situations, I tend to withdraw inside myself and
remain mute. This is usually counterproductive and makes it more difficult for me to face the
situation at hand. I would want to cultivate the ability to quickly adapt to changing circumstances
and tackle challenges front on without hesitating. The most important thing I picked up from the
difficulties I have gone through is that I have to have faith in myself and be willing to act, rather
than being hesitant and pulling back.
When presented with a new experience, what is your first reaction?
My first response to a new encounter is one of skepticism since I am not used to it. I often
convince myself that I will not be able to complete the task at hand or that I am too anxious or
terrified to even attempt it. Once I get through the first uncertainty, I have a very good chance of
succeeding or doing well in the event.
How do you react when you have invested significant work and effort into something and it
doesn’t work out? What do you fear most?
My last failed relationship serves as an excellent illustration of a situation in which I put a
substantial amount of effort into something yet was ultimately unsuccessful. My first response
was that it was my responsibility and that I had not done enough to prevent it. That was my most
significant concern. After giving it some thought and discussing it with my ex-wife, it became
quite evident that we were both a fault. I was able to learn from my mistake and use it to make
me a better person, and I can say without a doubt that my mistake was the finest thing to happen
3
to me in a very long time. It is important to learn from your mistakes before you achieve any
level of success. I am aware that I need to be more proactive in accumulating data and soliciting
the perspectives of people who have relevant experience. I am like most people in that I detest
the prospect of failing, but more than that, I am terrified of letting someone down or altering
their expectations of what I am capable of.
The next time you face a potential loss, how will you address it?
In the event of encountering another potential loss, I will ensure that I refrain from hastily
attributing fault to myself. The process of analyzing the situation and deriving insights from it
was not promptly executed during the initial attempt. I will pause momentarily to adopt a
detached perspective and impartially evaluate the circumstances. The identification of the source
of potential loss will be undertaken, followed by a thorough consideration of all available
options. I intend to evaluate the advantages and disadvantages of each alternative and
subsequently determine the optimal course of action. The author intends to prioritize the
enduring consequences of their choice, rather than solely considering the immediate result.
Reflect on how well you manage the following: Focus on Opportunities vs. Problems, Focus
on Long Term vs. Short Term Focus on Purpose vs. Circumstance, Focus on Adaptability
vs. Control Focus on Service vs. Self-Focus on Listening vs. Expertise
Focus on Opportunities vs. Problems: I tend to concentrate on problems. This situation could
be improved; however, I tend to ruminate on the issues rather than actively seeking out potential
resolutions.
Focus on Long-Term vs. Short-Term: My focus is on the short term. I experience difficulty in
contemplating long-term objectives as my focus is directed toward immediate accomplishments.
4
Focus on Purpose vs. Circumstance: My focus is on the circumstances. I must commence the
process of identifying my underlying motivation for engaging in activities, as opposed to solely
focusing on the external factors that are contributing to their occurrence.
Focus on Adaptability vs. Control: I possess a strong ability to concentrate on adaptability.
Given my current position, my agency is limited, thus necessitating my ability to be flexible and
adjust accordingly.
Focus on Service vs. Self: My primary focus is on providing service. Due to my inclination
towards altruism, I prioritize serving others over my interests.
Focus on Listening vs. Expertise: My primary emphasis is on listening. Due to my limited
expertise in various areas, I prioritize active listening as a means of acquiring knowledge and
expanding my understanding.
What are your biggest challenges when it comes to learning from first-time situations?
One’s primary obstacle when encountering novel circumstances is determining the most
effective means of accomplishing the task at hand. This inclination arises from my proclivity to
avoid novel experiences, however, once initiated, I derive pleasure from acquiring knowledge
through confronting obstacles. I aspire to enhance my ability to capitalize on novel opportunities
instead of exhibiting reluctance toward them. When faced with obstacles, I am inclined to
promptly engage in action rather than succumbing to hesitation and self-doubt. Proactively seek
out opportunities to engage in novel tasks without external prompting. I tend to lack selfconfidence and require external validation before undertaking a task. I must surmount this
impediment and commence undertaking novel challenges independently. The absence of a
specific timeframe for the aforementioned plan is notable, and the criterion for gauging its
5
efficacy is contingent upon the individual’s ability to undertake novel obstacles without
succumbing to self-doubt.
How well do we prepare our talent to be up to the task? Certainly, most training in change
management and process improvement is valuable. But are we preparing leaders and all
employees to thrive in change?
One approach to equipping individuals with the necessary skills to succeed amidst change
is through the provision of instruction in change management, process enhancement, and
adaptive leadership. It is recommended to offer resources and tools to facilitate the enhancement
of employees’ emotional intelligence and resilience, in addition to their problem-solving and
communication proficiencies. It is, in my opinion, imperative to provide employees with the
autonomy to assume responsibility for their respective positions and grant them the freedom to
engage in trial and error and establish a secure and encouraging atmosphere that facilitates open
communication and teamwork among staff members.
Peer Review of the Personal Project
Post your Personal Project Draft in this discussion for peer feedback. Post your paper as soon as
possible so that you have time to integrate feedback into your paper.
Provide helpful feedback.
What is helpful feedback? First, what is not helpful? Feedback like this: “You might try to
improve the flow of this paper by making smoother transitions between your ideas” is an
example of feedback that is not actionable or relevant– no matter how heartfelt and wellintentioned it may be. It’s not helpful because it is not specific.
What is considered helpful feedback?
Comments that are focused on the five deliverables of the Personal Project are potentially
helpful in a peer review.
The five deliverables are:
Provide a summary of interview findings that contribute to effective leadership.
Analyze how the data from the interviews supports leadership theories.
Discuss the relevance of the concepts from New Business Realities and Thinking Habits to the
interview experience.
Reflect on the experience as an interviewer.
Recommend leadership development initiatives for leaders at a specific level.
Helpful: Let’s consider this comment: “it appears that you have not included a discussion of the
relevance of the New Business Realities or the Thinking Habits. You will want to include this
discussion in your final version of your project.”
This is probably very helpful!
Similarly, comments like: “You do not appear to have reflected on your experience as a
reviewer” or “I do not see your recommendations for leadership development initiatives” are
important for the person whose paper you are reviewing to see! These are helpful comments
because the other person can take specific action to improve their project.
Keep in mind that a peer review is different from an editing or proofreading assignment. In an
editing assignment, you need not be an expert or even knowledgeable about the subject of the
paper you are editing. You need only know the rules of language: grammar, syntax,
punctuation, and the relevant style guide being used. In a peer review, you must have expertise
on the substance of what is being written; you must be able to offer suggestions for
improvement and critical assessment based on knowledge of the paper’s subject. Editing and
proofreading comments are not deemed helpful in a peer review.

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