For this journal, I asked two of my colleagues from my current employer, iHeartMedia, to complete an assessment of my management skills. I will compare their answers to mine and I will write about any general similarities and differences in the data. Also, I will be commenting on why I think there were similarities and differences in the answers. The two colleagues that I have chosen for this activity are Matt Saunders and Cole Estes. Matt Saunders is the President of our local office at iHeartMedia. He has over 35 years of experience in radio sales, and he has held different management positions in many different radio organizations. I value his opinion of my management skills immensely because he has so much experience and knowledge
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The dimensions of my management skills that we agreed upon are as follows: developing self-awareness, empowering and engaging, managing conflict, and managing stress. First, in the developing self-awareness dimension, we agreed that I have a well-developed set of personal standards that guide my behavior, a preferred style of gathering information, seek others about information on my strengths and weaknesses, and am willing to be self-disclosing with others. Next, in the empowering and engaging dimensions, we agreed that I help feel people feel competent in their work by recognizing small successes and provide all the information that people need to accomplish their tasks. After that, in the managing conflict dimension, we agreed that I seek additional information by asking questions that provide specific and descriptive information. Finally, the managing stress dimension was our strongest matching category. We agreed that I maintain an open, trusting relationship with someone with whom I can share frustrations, maintain balance in life by pursuing a variety of interests out of work, and reaffirms my priorities so that less important things don’t drive out more important …show more content…
First, in the building effective teams and teamwork dimension, we disagreed that I am knowledgeable about the different stages of team development experienced by most teams. Like I stated above with Matt, I think Cole is giving me too much credit for knowing these certain steps. I do not know these specific steps. Next, in the gaining power and influence dimension, we disagreed that I refuse to bargain with individuals who use high-pressure negotiation tactics. Cole slightly agreed with that statement, which means that he understands that someone in my position might not have the choice on who I do business with, but that, if I had a choice, I would not do business with an individual using those tactics. I completely disagree with the assessment statement because, in my opinion, in my current position at iHeartMedia, I do not have the authority to choose who we do business with. After that, in the leading positive change dimension, we disagreed on whether I emphasized a higher purpose or meaning associated with the work I do. Cole slightly agreed with that statement, which means that he thinks that I am trying to convey a higher purpose in my work, but that I need to put more of an
The dimensions of my management skills that we agreed upon are as follows: developing self-awareness, empowering and engaging, managing conflict, and managing stress. First, in the developing self-awareness dimension, we agreed that I have a well-developed set of personal standards that guide my behavior, a preferred style of gathering information, seek others about information on my strengths and weaknesses, and am willing to be self-disclosing with others. Next, in the empowering and engaging dimensions, we agreed that I help feel people feel competent in their work by recognizing small successes and provide all the information that people need to accomplish their tasks. After that, in the managing conflict dimension, we agreed that I seek additional information by asking questions that provide specific and descriptive information. Finally, the managing stress dimension was our strongest matching category. We agreed that I maintain an open, trusting relationship with someone with whom I can share frustrations, maintain balance in life by pursuing a variety of interests out of work, and reaffirms my priorities so that less important things don’t drive out more important …show more content…
First, in the building effective teams and teamwork dimension, we disagreed that I am knowledgeable about the different stages of team development experienced by most teams. Like I stated above with Matt, I think Cole is giving me too much credit for knowing these certain steps. I do not know these specific steps. Next, in the gaining power and influence dimension, we disagreed that I refuse to bargain with individuals who use high-pressure negotiation tactics. Cole slightly agreed with that statement, which means that he understands that someone in my position might not have the choice on who I do business with, but that, if I had a choice, I would not do business with an individual using those tactics. I completely disagree with the assessment statement because, in my opinion, in my current position at iHeartMedia, I do not have the authority to choose who we do business with. After that, in the leading positive change dimension, we disagreed on whether I emphasized a higher purpose or meaning associated with the work I do. Cole slightly agreed with that statement, which means that he thinks that I am trying to convey a higher purpose in my work, but that I need to put more of an