In this chapter, we are presented with a “Dynamic, Diagnostic Leadership Development Model Integrating Individual and Organization Perspectives” (which I’ve shortened to the Dynamic Model). This continuous model provides a framework for how an organization’s learning and development culture and a leader’s continuous learning and development tendencies, combined, influences development goals, methods, and learning processes, and vice versa. The Dynamic Model can be used for understanding and directing leadership development programs at the organizational level and planning and development activities at the individual level. Throughout the chapter, we are given different aspects of each element of the model, regarding individual's characteristics and organization's characteristics, and how they influence each other.
As we saw in class on Friday, there are different learning styles, introduced by Kolb, of which different people prefer. The Dynamic Model addresses the importance of implementing development programs that incorporate different modes of learning, so to be most effective for all individuals. What type of learning style did you find you possess? Were you surprised/was it accurate? Have you ever attended a development program (e.g., LSE workshops, career service’s workshops, etc.) which was ineffective because of your learning style? If yes, how? If no, how was it effective for your style? By being aware of your most preferred learning style enables you to further develop your less preferred styles, which will enhance your learning experiences.
Also, widely integrated in this model is a network of 360-degree feedback. At each point along the continuum, feedback is flowing to or from the organization or individual, regarding reactions, learning, behaviors, and results. Carver and Scheier’s control theory argues that motivation stems from perceiving a gap between current and desired performance. Feedback is essential to this theory, as it evaluates learning gaps and provides the motivation necessary for improvement. What feedback has you and your leadership group received, that provided motivation to address the specific “gap” for your leadership project? What type(s) of feedback, explained on page 241-242, do you think will be most appropriate for determining if your project has made an impact? By identifying the type(s) of feedback you wish to receive, you can more accurately plan how to make your desired impact.
I was between two different leadership styles because I scored equally on them both. I had both Converging (doing and thinking) and also Accommodating (doing and feeling) which kind of makes sense to me because on the MBTI my score on thinking and feeling are typically very close. I think that this is very accurate because I know that the best way for me is by doing. I used this knowledge when choosing what grad schools to apply to and when explaining why assistantships are so important to me. I attended a program on diversity which was really intriguing and had a very energetic speaker, but we never really did anything, or got much time to think and discuss anything. I was a little frustrated. I realized that he was telling us that in order to deal with diversity we had to go live in it, and do things with diverse people but it was difficult for me to sit through the program and not really do anything (besides the one activity we started with).
ReplyDeleteWorking with FYE, we open ourselves up for feedback pretty much 24/7. If you ask any mentor, they constantly hear Shelly or myself asking if there are things that we can change, or if they have any ideas or suggestions. For instance, during the ten weeks of programming this last fall, the mentors gave us the feedback that large group programming was not working out well, so we did what we could to change up the programming and reduce the number of large group programs. Also, I, as the intern/coordinator receive 360 feedback on my performance from my supervisor, mentors, and other staff and faculty I work with through FYE. I think that reaction measures are typically helpful, as well as learning because many of our programs aim to teach other people something. Also, asking learning questions provides clear evidence that the others received information and gained something from the project.
I wasn’t in any specific area of the Dynamic Model – so I wasn’t quite sure where I fit. My highest scores were with RO (Reflective Observation) and AE (Active Experimentation). The way I like to learn is a mix between observing and doing. I usually observe for quite a period of time just to get the feel of what is going on. I don’t like jumping into things without having at least a sense of what to expect. On the other hand, if I am offered the opportunity to physically do something to help my learning process – like a math problem on the board – I will take that over just watching any day. I have never attended a development program.
ReplyDeleteWe haven’t heard much feedback for my leadership group project – so it will be difficult to answer the question as to what feedback we’ve received that provided motivation to address the specific “gap” for our leadership project. However, I do know that I have always appreciated any feedback to help motivate me in any task I take part it. If it is negative feedback – I at least will know what to work on and hopefully change the feedback to positive. If I receive positive feedback – it gives me the encouragement to continue doing what I’ve been doing and keep succeeding. Both negative and positive feedback help me in any situation that I am in. Of course, positive feedback is always better for the ego than the crushing effect negative feedback may bring with it.
My learning style at the opposite end of one spectrum, not directly lying in one of the quadrants. My highest scoring was reflective observation and my second highest was active experimentation. This signifies that I like watching or actively doing things while learning. I think that this kind of makes sense because when I think of the type of class style that I like I tend to prefer lecture style. I like observing and listening to what the professor is saying in order to be able to process the new information. In contrast I also like things that require my active involvement. I like being able to mentor and emulate what others are doing. I have attended several career service programs on interviewing skills. It was a mixture of listening and doing. We first listened to a presentation that included the 60 second commercial and then were instructed to write down some key points and practice it on another peer. This was effective for me because it captured both of my learning styles. She gave an example of her own and then had us practice on others.
ReplyDeleteAs for my leadership group, I wouldn't say that we have received much feedback but we have encounters areas where we had to make adjustments. We initially wanted to do a program with the Boys and Girls club but had difficulty coming into contact with someone. We redirected to working with a before school program at an elementary school. We heard back quickly with an excited response engaging us with questions as to what we will be doing. This type of positive feedback/interaction helped to stimulate idea growth. I would say that the type of feedback I appreciate most is constructive criticism. I like knowing what I am doing wrong in order correct it in a positive manner.
My learning style from Kolb was AE/RO. I was not surprised by this. I like to try to do things first and then reflect on what happened and try to learn from what happened. There was not a clear definition of this because they are on different sides of the spectrum. I understand why this fits me a lot. I always like to try to things out first. I feel that I learn by doing. But I do like to take time and think about what I just did to reflect and learn as well.
ReplyDeleteI have never attended a leadership workshop. I wish I would have though. I feel that it would have been more beneficial.
Feedback for my group I would say has been good so far. We have the event planned, it is just the matter of getting all the materials ready for the event. If I was doing this myself, I probably would be starting the event this weekend so this is for sure better with a group. I feel we all are playing a role, some more than others, but we all feed off each other.
My Kolb learning style is CE/RO (feeling and watching). Kolb calls this diverging because people like this do best in situations where they generate ideas and doing activities like brainstorming, for example. People in this style are usually sensitive and like to gather information and then use their imagine to solve problems. I agree with this because I definitely consider myself a sensitive person, and I do enjoy activities that involve brainstorming or coming up with ideas. Times when I feel that I am not participating in the learning style that I work best with are times when I am forced to jump into something without first knowing what I'm doing and given no time to come up with ideas about what to do. I like to fully understand what I want to do before I physically do the activity.
ReplyDeleteOur group has gotten feedback from both staff members at the Boys and Girls Club and from Shelly. We have made sure to ask for feedback from all of these people because we want to make sure that our ideas are good enough for both an effective program for the participants and to fulfill the project requirements. As for feedback after the program is completed, our group has already planned out how we plan to gain feedback from participants. We plan on using both learning and reactions criteria by asking them follow-up questions such as what did you learn today? what did you like/dislike about the program? what are you going to use from this program to include in your everyday life?
According to the Kolb learning style chart, I was a Active Experimentation Score. On the grid I was in the Converging part. This includes doing and thinking which makes sense for me. I thought it was very accurate. I like to problem solve and make decisions. I always want to figure things out and come up with a solution. I attended development workshops, and I find it helpful to learn the material by doing it kind of like a trial and error. I think that feedback is so important when working with groups and by yourself. It is important to hear the thoughts of others and see if you are on the right track. For our leadership group project, besides Shelly's feedback on our status reports we have gotten feedback from some people in charge at the Boys and Girls' Club that we have met and spoke with. It is helpful to get a new perspective on things and come up with new ideas.
ReplyDeleteI found myself under Accomodating CE/AE. I found this very accurate because I strive to make sure that I can work with everyone and everyone can be able to work with one another. I also do what I can to discover multiple ways to reach one goal. I also love a new challenge. I've only attended iCamp, but I'm sure that if I were to attend that leadership seminar again, it would be completely different based on how much I've changed since my sophomore year.
ReplyDeleteWe really haven't received much feedback for our project other than from our group members. I find that any types of feedback, whether it be positive or negative, is always beneficial because it allows me to see things in a different light, especially from an outsiders perspective.
My learning style from Klob was AE/RO. At first I was confused why I did not fit into a certain group but like Dan I realized that I like to jump in feet first and learn as I go. There was no way to explain this combination. I feel that this may not have been the most accurate test for me.
ReplyDeleteI have been to many leadership workshops. The most effective leadership style has been team-building activities. I like to get up and try things out physically and it also engages my attention better, then I like to come back as a group and discuss what we just did.
Our group has gotten back some feedback from the teacher who is helping to plan the field trip for the students. All the feedback has mostly been about the logistics of the day (getting back and forth from their school, lunch, and the schedule). Hopefully we will be provided with feedback at the end of the leadership conference that we are holding. After answering this blog it makes me think that we should maybe hand out an evaluation of our program to see what we did well on and how we could have improved.