Power

Power is an important part of the world we live in. In order to turn on the lights you need power. If you want your car to move you need to give it power. The German band Snap said it best and subsequently had the world singing along with their 1990's hit single "I Got the Power". You either have it or it has you, but we all work around power.

If we are all surrounded by power and power drives our high-tech world why does the word power sometimes come with a negative connotation? Lord Acton is credited with the famous saying, "Power corrupts, and absolute power corrupts absolutely". Do we choose whether or not we use power in a positive or negative way? Are those who use power for personal gain innately evil people?

I believe, in the simplest terms, power is that ability to make things go. In the work place power gets things done, drives mission statements forward, and directs people. For me, I have used whatever power I have been given (power is like energy... neither created or destroyed, only transformed) to help others accomplish their goals or purpose. I see power as synonymous with leadership. You use power to move people towards something. You lead people towards something. Power without people is pointless just as leadership by yourself is pointless.

I am definitely fine with the quest for power. In a capitalistic society power is influence. How one attains power is the issue. Those who have power are seldom quick to give it up, and those who hunger for the power will do almost anything to get it. This is, in my opinion, where the ethical and moral aspects of attaining power come into play. You either want the power for your own advancement, or you want the power to help others. Either way, there is a great responsibility that comes with actually having power over others.

In Whetton and Cameron's book Developing management Skills they discuss some characteristics of power in the individual. Being likeable seems to be an important aspect to the authors, and I feel I fair pretty well in this category. I support open and honest relationships, am fairly social, would do just about anything for someone I care about, and am supportive of others. These characteristics may help to define what your core competencies are and offer a glimpse into the type of person you may be if given the power. Genuinely caring for others is an important aspect of a leaders, which in the end is usually a person with some form of power over others. The person should be respectable by others if the power is to be respected in turn.

Working under those with power is also and important aspect of our society. How we deal with or work with those with power can make or break us. Learning your boss' management style, goals, pressures they are dealing with, and so on can help you understand them as a person. This understanding is valuable to work well with someone and efficiently at that. You must also know your own strengths and weaknesses, preferences, and limits. How do you handle authority in others, or yourself? Will you make the right decisions if given a little of the power to make choices?

Overall, power is portrayed by the individual who has it. It can be used for good or bad. Power can help propel people forward or hold them back. Instead of focusing on gaining power I choose to focus on building a better me, so when that opportunity comes I will be better prepared to use the power for a greater purpose. Someone once said it is lonely at the top. Well, with the right concept of power you could easily surround yourself with those you have helped up along the way. Keeping the concept of power in check can help disprove Lord Acton. We need more responsible leaders wielding power for the mutual benefit of those who helped attain it.

JP 

The Importance of a Coach/Mentor

Times of transition can be down right scary. Treading into unknown territory or uncharted waters carries with it a vulnerability that comes from not knowing exactly what you are getting in to. Changing careers, taking a relationship to the next level of commitment, or transferring to a new city can all have a stressful impact on a person, and it is during these transitions that we look toward our coaches and mentors for guidance.

It just so happens I am exploring opportunities outside of the Navy. I have nine months left to either make a career change or reenlist for a few more years. I am learning that there is a wealth of knowledge accumulated by a lot of people who have tremendous experiences dealing with this type of change, and it is through their guidance that I can keep from buckling under the pressure and continuing on with a creed I am not content with. This week's blog is going to identify the differences of coaches and mentors, how I use both of them in my quest for new employment, and why we need them to grow as an individual.

The first thing I began to do when considering a new career path is to find an industry that appealed to me. I want to enjoy what I do for a living and be challenged. As I start considering this industry or that I begin my research to find out a little more by making a connection with someone I know in that field (or close to it). Thankfully, social media like Facebook and LinkedIN provide a sea of contacts I have made along the way to help me find someone who can help. I want to find someone who can share with me a better idea of what I might be getting involved in. I need to learn the basic rules of the game in the oil and gas industry, or gain some insight to working in airport management. Whatever field I am looking in to it makes all the sense in the world to seek out someone who is knowledgable and can guide me in my quest. This is a mentor.

Once I have a better idea of a particular field if interest I need to start preparing myself to market my experiences, skills, and abilities. There are a million ways to build a resume, cover letters, and reference lists. I need someone to help me accomplish my short term goals and tasks so I have the best opportunity to get noticed in a brand new arena. I have taken a few webinars on resume building and interview pointers. I read a few books and marketing myself. I have passed on some rough drafts to some trusted folks who have chopped and tweaked my resumes to highlight my attributes. All of these resources I have tapped into have helped me prepare for the game of finding a new job within a specific industry (or at least get a few interviews). This is coaching.

Understanding how to use mentors and coaches to the absolute best can be the difference between success and failure. Everyone needs a little outside guidance to fine tune ourselves. The best athletes in the world rely heavily on their coaches for continued improvement. Above all else, having and utilizing coaches and mentors reminds us we have support. We are not alone in new and uncharted waters. We have network of people with a wealth of knowledge and experiences that can shorten our learning curves and help us to avoid set-backs from making mistakes. I am very grateful to have so many wonderful people to ask questions, get feed back, and map out my vision for a brighter future.

JP

Team Roles

Life in the Navy is all about team work. As we learn about the phases of team development I conjure up many examples of how I have been an active participant in several important teams. If one thing is constant about the Navy it is the fact that teams will always be changing. Established players transfer. New members arrive, and the dynamics constantly change. But one thing is for certain, how well we operate as a team can mean the difference between mission success and mission failure.

When I came to the Eisenhower in October 2012 I had absolutely no sea-time experience. Carrier life is unique and challenging, and as I quickly learned... fast paced. I flew out to meet the ship in the Arabian Gulf. The ship had been out for 4 months of a 9 month deployment, and the CATCC (Carrier Air Traffic Control Center) was in a state of flux with several new team members. I was the last E5 to arrive, and out of 5 new check-ins we had a combined sea-time experience of 4 months.

I quickly had to learn my way around the ship, my role as an E5, and the expectations my leadership had for me. No one seemed to be on the same page, and morale was low. I also learned very quickly that the junior Sailors knew everything I needed to know regarding ship-board life.

I actively engaged my junior guys and immersed myself in every task I would be required to supervise. I spent any extra time I had learning how to control airplanes at sea. Basically, I spent my first two months of deployment establishing a good working relationship with my small division.

Because I had shown my team I was willing to do whatever was asked of me I gained favor within the division. I became accessible for my shipmates to come to with problems and helped them find solutions. Slowly we began to see an improvement in the shop. As I became more comfortable in my many roles we developed a cohesion as a team.

By the end of our deployment our crew knew just about everything there was to know about each other. We depended on each other and worked well together. We could see when the stresses of underway life wore us down and we filled in the gaps to give others breaks. Our communication was solid, and we completed our mission with pride.

Being part of a team means understanding yourself as well as the other individuals. Working towards a common goal requires a lot of patience and effort. However, once the dynamics are established and the team is functioning effectively there is really nothing that can stop the positive momentum. I enjoyed my time at sea with the Ike, and it was because of our combined team accomplishments that I will never forget that deployment.

Forrestor's Empowerment

Anywhere you look in today's corporate structure you will find those who are authorized to make the final decisions and those who aren't. The authority to act is generally reserved for those in management positions. This authority is power, and power is the ability to make things happen.

Since the 60's a revolution of corporate structure has been developing. Many ideas and theories have been  tossed around to increase productivity, create happy employees, and distribute the power to make decisions. One of these ideas is the concept of Empowerment.

Cameron and Whetten define empowerment as a means to provide freedom for people to do successfully what they want to do. Russ Forrestor defines it as a more exacting involvement that implies the freedom and ability to make decisions and commitments, not just suggesting them or being a part of making them. Both of these definitions require distributing power from one source (those who have it) and empowering another (those who don't).

In theory, empowering the front-line seems legit. The producers who are making the wheels turn in an organization know what's good for the company right? They should know how much things cost and be able to just buy them. They should decide who gets hired and fired, right? I mean they are working next to these people... who would know better than them? Give the power to the people and we all live in a Utopia.

Wrong!

Empowering only works when power is EARNED. It is about enhancing the responsibilities associated with power. It would take a great deal of training to prepare someone to accept empowerment effectively. Without proper preparations, knowledge, skills, and/or ability empowerment simply does not work. It can not be just a social concept.

Let's consider this... would Dale Earnhardt Jr. empower his pit crew to drive his car in the Daytona 500 just because they can change a tire, or overhaul an engine? No Way! Would they let Dale jump behind the Pit Crew and run out there with a fuel can on a pit stop? Probably not? Why? Because without the knowledge, training, and skill levels required to be effective the results will probably not be what was intended, or expected (and probably down right disastrous!)

The bottom line is this: Competence is Power. To achieve empowerment there has to be a certain level of competency. Forrestor makes a great point with this thought, "those who establish a surer expertise gravitate toward greater responsibility, and it gravitates towards them". Obviously, there is much work to be done to truly fine-tune this entire concept. However, in theory... power should be attainable as long as the knowledge, skill, and general know-how are there to wield it once it is attained.

JP

Cameron, K., & Whetten, D. (2012). Developing management skills. (8 ed.). Upper Saddle River, NJ: Pearson Education Inc.

Forrestor, R. (2000). Empowerment: Rejuvinating a potent idea. The Academy of Management Executive, 14(3), 67-80.

 

Motivation Beyond Money

This week's topic is on motivation. It is important for us as leaders and followers to understand first what motivates us, and second what motivates our people. What is it that motivates us at work, or in our personal lives? Is it money? Are we challenged enough? Are we happy?

Andy Mulholland of SkillSoft Ireland Limited stated three key motivations that foster an efficient working culture, or environment in organizations. These three concepts are offering interesting work, expanding a skill set, and recognizing the achievements of the individual. It is interesting that Andy doesn't include monetary values as one of the key elements of motivation. In fact, he states that money is not enough to keep an employee engaged. He believes that if an employee is engaged in work that is interesting, improving his/her skill set, and being recognized for their achievements they will find their own motivation that transcends monetary values.

Ironically, this week's lesson comes at a time where I am exploring options for employment outside of the Navy. I am currently in the last year of my contract and actively researching industries that I would want to work in when I get out. When I ask myself what is important for me to make such a drastic change in my life I find my answers are clearly aligned with Andy's assessment.

Now, I do have some serious responsibilities to provide for my family, but as I am considering this option or that option I try to see myself in that environment. Would I be happy working as an airport manager in the long run? Do I want to get back into sales and struggle through the peaks and troughs of commissions? Do I see myself as a "suit" in the energy industry? The bottom line is... will I be happy in my choices. I believe that if I can answer in the affirmative I will be happy with the amount of money I bring in.

A wise friend, and successful entrepreneur Patrick of Rainbow Play systems once told me it is hard to carve out a living doing what you love, but if you learn to love what you do you can exceed your financial expectations. At the time he told me this I was studying theater in college with aspirations of  making it in the movie/film industry. I loved to perform. My love for this craft almost blinded me to the harsh facts of that industry. For every big-name star on today's silver screen there are hundreds (if not thousands) of other actors with equal or better talent waiting tables hoping for their big break. Was it impossible? No. Would it have been difficult to succeed... probably. However, Patrick also gave me a break selling his playgrounds where I learned a valuable skill, was challenged each and every day, and made more money than I had ever before. I really learned to love that job and the art of selling. I loved it so much that I absorbed any and all reading material I could on the subject. I had to establish, in my life, what I am good at and what I wanted to be good at.

There are a few things that I will not sacrifice when (and if) I take a new job outside the Navy. First, I want to be able to make a difference. I want to be able to help a company grow, meet their objectives, and cultivate those around me. Second, I want to learn a new trade. I jumped from sales to air traffic control for the Navy, and I know that my combined experiences can be a huge asset in learning a new trade. Whether it is at an airport, working for an airline, or in the energy industry I want be able to continue my quest for self-improvement and knowledge base. Finally, I want to help others grow and exceed their own needs. I have been apart of several organizations that fostered mentorship as a means to cultivate their employees. I absolutely loved that! I had mentors grab me up and say "do this, kid, and you will have more than you ever thought possible here". In turn, when I was in management I did the same for those who I supervised. I saw people who really wanted to improve themselves, and nothing made me happier than helping them accomplish their goals.

All in all, I believe that if I can find a balance between my work, personal, and spiritual lives I can find happiness. The money will come after the balance can be attained.

JP

Supportive Communication

As a Watch Commander for the USS Dwight D. Eisenhower's Security Division I oversee approximately 45 individuals from different shops and rates. Most of us, including myself, have been sent from our parent divisions and jobs we have been groomed to do to serve a year as patrolmen. Because most of us have little to no prior security experiences our challenges are considerable. One lesson I have learned that has helped effectively manage my people is that open and honest communication is the key to success.

Our text describes this concept as supportive communication. This blog will take a close and personal look at my self-appraised skills in supportive communication, what I feel I do well, and areas of improvement.

Page 265 of our book Developing Management Skills outlines several behavioral guidelines to improve supportive communication. Using these guidelines I can gain a good idea of my skill set. First, I can start with Coaching versus Counseling.

It is a fine line between knowing when someone needs coaching or counseling. My personality type leads me towards finding solutions to problems, so when I see one I typically try to find a way to fix it. Now, especially with managing my team's personal conflicts and issues, this can be tricky for me. Most of the time issues and complaints just need to be spoken and unloaded to someone who will listen. This requires counseling and understanding a problem, not just finding a solution. Although, when I counsel people I may offer options to help out, but usually I tend to just hear them out. When I see deficiencies in work performance, appearance, or attitude I may need to put on my coaching cap and redirect the behavior in a more positive direction. Overall, I need to listen more and react less. Most of the time people can figure out their own solutions when they feel free and safe sharing their issues with someone they trust.

Communicating congruently is an area I feel I excel in. I have always been a person who says what they mean and means what they say. Rarely do I stray from this philosophy. I believe a person's words should reflect their feelings. I haven't had many instances where my words and actions are not congruent.

Being descriptive for me is something I learned in sales (pre-Navy). I found that by restating what other people say helps clarify the meaning. By describing an event, problem, or issue and then isolating it it is easier to offer viable solutions or alternatives. This is almost second nature for me.

Using problem-oriented statements is what I consider the PC approach to resolving discrepancies. Singling out the problem areas and not personal traits softens the approach and helps to alleviate someone feeling as though they are being attacked. "These are the issues I have a problem with" is better than "I don't like it when you do this...". This approach shifts focus to the problems, not the people.

Using validating statements is also a skill I learned as a salesman. Genuinely being open to others' thoughts and ideas builds value in them. My grandfather once told me I have two eyes, two ears, and one mouth for a reason. It is important to listen and observe more than it is to dominate a conversation with words. I feel I am a fairly good active listener.

Being specific versus global when making statements has helped me define what we have control over and what we do not. I love using this as a means to offer possible solutions to problems. Often, we focus to much attention on what we have absolutely no control over. This is a waste of time and energy and never really solves anything. Being specific in communication narrows down our focus and keeps us on track.

Own your statements. I have been told before to share all of the credit with my team and accept all of the blame for their failures. This is a global concept of leadership. When explaining to my higher-ups I always give the team credit for something good, but I always accept responsibility for our shortcomings.

Finally, an area which I can see plenty of room to improve is in regularly interviewing my people. I need to make a better effort to keep tabs on their goals, wants, and needs. The best way to do this is ask them on a one-on-one basis. I feel if I make more of an effort to connect with my guys, if even once a month or so, I can foster a better working relationship and understanding of them. After all, this is the ultimate purpose of supportive communication.

In the end, I do have some areas where I can improve on supportive communication with my team. I do feel I consistently exhibit most of these behavioral guidelines, and there is always room to grow. I believe that the better communicator I am with my guys the better they will be when it is their time to lead a team of their own.

JP

Decision Making

There are a few words that come to mind in regards of my personal decision-making process. This blog will examine the words I feel best fit this process, their antonyms, and any benefits to decision making using their relative concepts.

When I make decisions, of any magnitude, I believe the words fair, firm, and strategic best fit my approach. Antonyms to these words are unjust, yielding, and insignificant.

I believe it is important to be fair when making decisions. Outcomes, however, may not be fair as a result, but taking into consideration all aspects and consequences of decisions is important as a leader. "For every action there is an opposite and equal reaction" ~ Sir Isaac Newton. This applies to actions as a result of making decisions. Objectively considering these possible outcomes and then acting on the best solution can be a tough aspect of being a leader. Tough decisions need to be made, and sometimes the results may not be desirous for all parties involved. However, being fair, to me, means accepting all angles of a problem.

I have never appreciated "flip-floppers". Being firm and standing behind your decisions is tremendously important to me. Making rash decisions without all the necessary information can be a bad idea, but once a decision is made and action is implemented you need to be willing to stand fast in your resolve. A wise man once told me a smart man is quick to make a sound judgement and slow to change his mind. Standing firm shows resolve and confidence. This concept does not eliminate the need to reassess decisions if new information is presented or outcomes aren't what was expected. Fluidity plays a part in progress, but making decisions based on sound information and sticking to them are what separates good leaders from the bad.

Being strategic in decision making goes hand-in-hand with both being fair and firm. The difference of strategic decision making is understanding the effects the outcomes will have. Everything should move towards efficiency and stray away from chaos. Making strategic decisions should have a positive effect on those involved. Decisions should help move organizations, teams, and individuals in the right direction for the greater benefit of the whole.

Considering a decision-making process using the antonyms of fair, firm, and strategic would produce decisions that are unjust, yielding, and insignificant. This sounds to me like the actions of a self-centered, self-absorbed, tyrant. Life is too short to be lead by such a person.

There is very little middle ground between these words and their antonyms. You are either fair or unjust, firm or yielding, strategic or insignificant. I may not have all the answers all the time, or even the best decisions, but what I can try to do is be fair, firm, and strategic in my process. There is always a sound solution to the toughest problems. They just need to be uncovered and acted upon. Being fair, firm, and strategic seems to be a solid recipe for being a good leader, and more than that, it seems like the right way to make decisions.

Time Management

This week's blogger entry is on time management, a huge issue for me. Granted, I juggle my life-balancing act between being a husband and father to two little ones, working full time in the Navy, working towards my Masters Degree, staying physically and mentally fit, and a slew of little "time-traps" that get sprung along the way. So, in an effort to see exactly where I rank in regards to my time management I took a little survey.

It seems as though my time management skills rank among the second quartile of a sample of 5,000 students. With a mean score of 92 I scored a 100 (I know it looks like a perfect score, but I assure it isn't) which is about where I expected to fall. I do fairly well managing my time, but I also recognize some clear opportunity for improvement.

Time management is one of the easiest things to control... if you have the discipline to stick to a strategy. Time is the one thing we all have, and if used efficiently we can use time to our benefit. I have been taught a wise man divides his time three ways: 8 hours for work, 8 for devotion to God, and 8 for sleep. This is pretty broad, but it makes sense to me. I have to work, so I put in my time. I have to sleep, so I get some rest. The other eight hours should be used to improve myself to be better used for my Builder's use. Therefore, in these eight hours I will further divide my time to make better use of myself for all the blessing I have been bestowed with.

I live by a simple motto: focus on what you can control, and don't worry about those things you can't. My personal time is completely mine, and I know that as I become more efficient with my time I will carve out a greater future for myself and family. There are a few things i can do to be a better time manager:

• Make a plan and work the plan. People usually don't plan to fail... they just fail to plan. Having a game plan will help me stay on track. Making a plan before you go to sleep can have a few desired results. One is that you take the next day's thoughts off your mind and put them on paper. They will be there when you wake up. Another is giving yourself some structure to accomplish your tasks. How often have we thought of something important only to forget about it later. Write it down and work the plan.
• Have a place for everything, and keep everything in its place. I can't tell you how much time I have wasted looking for things. Being organized really does make life easier.
• Set Deadlines! If I hold my feet to the fire on projects I will reduce the chances of procrastinating and dilly dallying around. Get it done, and get it done on time. You have heard the old saying, "What's the best way to eat an elephant? One piece at a time". Having a deadline as well as mile markers will ensure task completion. It is also a good way to keep track of your accomplishments.

From this moment on I vow to work harder at working easier. Managing my time is the best way to get this done. I will make my plan for the next day before I go to bed, read it in the morning, and check off my accomplishments as I complete them. Stay tuned for the outcome... I promise I will have the time for an update.

JP

Conflict Resolution

Anytime people are engaged in a social environment there is a chance for conflict to arise. Different personality types, situational awareness, experiences, and thought processes can result in conflicts of varying degrees. How these conflicts are resolved, or negotiated, is the key to working well with those around you. One example of conflict and resolution took place at my first duty station, Naval Air Station Key West in 2011.

I had just completed my A-School to be an air traffic controller with the US Navy and was selected to report late summer, 2010 to Key West on a three year billet. Now, I was a 32 year old Airman at the time with some unique work and life experiences under my belt. Shortly after I reported for duty I was offered to take the position of Supply Petty Officer for a division of roughly 60 personnel manning a radar, tower, and base operations facility. I didn't know much about the types of supplies I would be ordering and maintaining, but I had previous experiences with working on a budget. I took this new job to heart and wanted to make the best impression I could as a new check-in surrounded by seasoned controllers and Sailors.

After a year in Key West I was well past a novice and a master at allocation as our Supply PO. We never wanted for our most basic supplies, and I kept track of all our spending on an Excel database. And then came some budget cuts! Our budget was reduced drastically, which was already thin to begin with. As luck would have it, we also received a new Division Officer at the same time. Our new Lieutenant Commander had just settled in to our facility and had grand plans to adjust our accommodations to fit her liking. Unfortunately, her requests were not going to sit well with our tight budget constraints.

I was now a very young E5 with a very delicate problem. My Chief didn't want to rock the boat with his new boss quite yet, and advised me to make it work (not much help, thanks Chief). I knew the best way to make my case was to be prepared for any and all rebuttals she might give. So, I printed up the past six months of supply requests and receipts, our projection for the next six months, and our Operating Target, or OPTAR which is our running check book. I asked to make an appointment to meet with our new Divo and plead my case.

As a sat across the desk from this Officer all my concerns to that point seemed valid. As I explained our budget restraints and what we had to work with to keep our facility afloat she seemed to listen, but had a very clear look on her face telling me, "I am listening to you, but when you stop talking I will again insist I get what I want". I finally reached my point and told her we don't have the money for most of her requests. I then placed the ball in her court by asking her for her advise on how to proceed. What came next completely surprised me.

It became very clear that this officer had no idea the budget we were working with. After my detailed presentation she became my advocate instead of feared opponent. Together, we mulled over our six month plan and figured out ways to get some things she wanted with out sacrificing the needs of the facilities. We not only found solutions, but we opened up a direct line of communication between the two of us. She saw how resourceful I was in my duties as Supply PO and the amount of pride I took in carrying out my duties. In turn, she requested more funding from her boss. In the end I helped keep the facility on track with its supplies and built a solid working relationship with a superior officer.

Comparing this story to what we have learned this week in class I can say that this conflict was a result of information deficiencies. There were decision being made with inadequate information and misunderstanding. The first response (from my Chief) is a classic forced response - an attempt to satisfy one's own needs at the expense of the needs of the other individual... in this case the division. I had to face the 'ol "I'm the boss and we will do it my way" scenario. My second response to this conflict was to accommodate her wants at the expense of the division. The result, after some negotiation, was a compromise and a collaboration effort between myself and the Division Officer. To accomplish this I used the four phases of collaboration which are to identify the problem, generate a solution, create an action plan and agreement, and implement the plan.

I learned some valuable lessons in this transaction. The most important of these was to not be afraid to share information. We make most all of our decisions based on the information we have available... good or bad. By presenting my data and concerns I initiated an open dialogue that consumed our conflict and created a collaboration. I guess it is true... good communication is the key to conflict resolution.

JP

Self-Awareness

As I begin my third class in my Masters program in leadership I can already notice some changes in myself. How I learn, how I learn it, how I view issues and follow through to prove or disprove assumptions, and how I gauge my personal development are new arenas of change I detect in my everyday life. This blog entry will evaluate how far I have come since the beginning of my journey to be a Master in Leadership.

In our first week of Management Skills for Leaders we are building a foundation on self awareness. Moreover, we are focusing on the five core aspects of self-awareness to benchmark ourselves and appraise how we view our thoughts, values, emotional attachments, fear of change, learning styles, and our self-worth. Using the five core aspects of Values, Cognitive Style, Attitude Toward Change, Emotional Intelligence, and Core Self-Evaluations I can Map out my progress thus far.

Starting with my values I can say that the more I learn, sacrifice, and continually include furthering my education the more closely I feel attached to my core values. I value God and the direction He has given me in my life. I value my family and their well-being, comfort, and happiness. I value my desires to continually challenge myself to improve as a person and a professional to provide a better way of life around us. These values have not changed much since I began this journey. Instead, they have become more steadfast in my heart. I am reminded of my values more often which keeps me on track towards accomplishing my goals.

In the area of Cognitive Style I have been exposed to many new methods of incorporating and evaluating information through this program. I feel as though I have been thrust into a higher sense of learning through information technology like the Brain concept mapping software, researching peer reviewed articles and publications, and the books I have read. I have, in essence, discovered a whole new realm of learning and knowledge. I am still a fledgling in this program, but I do see how all of these new methods are intertwined together and useful. I feel as though I am getting better at compartmentalizing all this knowledge to be retrieved later down the road. I can't wait to see where I will be in the aspect of cognitive processing when I emerge from this program.

My Attitude Toward Change is also a developing process since beginning this program. I think back to learning about critical thinking, proving or disproving assumptions and why this is important, and broadening my collective thought process to uncover the real meanings for questions and problems. Honestly, I am pretty used to change. For the better part of the last decade I have lived in five states, changed careers three times, got married, had two children, made a lot of money, lost a lot of money, finished my bachelors, started my masters... the list could go on. However, I still have a fear of the unknown and sometimes doubt my abilities to provide for my family. I don't always react well to changes I don't understand or see coming. But, I have developed some useful tools recently to manage my fears more effectively. I realize their are things I can and can't control, but I can always manage how I react to them.

The fourth aspect of self-awareness is emotional intelligence. OK, I have a ways to go here, and I I can see how this aspect is paramount to becoming the leader I want to be. Since immersing myself into this graduate degree i have taken on more responsibility for myself and my future. I have to admit that I am challenged almost daily as a 36 year old Petty Officer in the Navy largely comprised of younger people with a very broad spectrum of intelligence. I see this as an opportunity to learn how to deal with a variety of people from various cultures and backgrounds. I learn valuable lessons weekly on how to manage people and their problems. I have a ways to go to master this aspect, but again, I have developed some valuable tools to maximize the time and efforts of myself and those whom I work with.

Finally, to mark my progress in self-evaluation I feel I have made strides in believing in myself and my abilities. I have never really had issues with self-doubt or a lack of confidence, but I am learning to fine tune these trait to be a better fit for broader uses. Currently, I am not very satisfied or happy with my current job, but I did volunteer for this service and I will make the best of my time left in the Navy. I am happy with what I have accomplished in my service. My family has grown stronger together from enduring deployments and time apart. We now know what is most valuable to us as a unit. And, I am making progress in bettering myself to broaden my horizons when my time is up in the Navy. I know I am not where I want to be in this core aspect, but I do recognize the improvements I have made thus far. I am in charge of my destiny, and I feel good about where I am as a person and where we will be going in the future.

Overall, I feel I have made some significant improvements based on these five core aspects of self-awareness. With only two classes under my belt and a genuine excitement for those following I feel confident I will be a much better, well-rounded, knowledgeable, patient, and powerful Leading Machine.

JP

Self-Awareness Surveys

In the beginning of every new endeavor it is important to take note of where you are in order to track your personal and professional progress. As we chart a new course in our journey for our Master's of Science Degree in Leadership we have begun by completing a diagnostic survey for scale self-awareness. The survey consists of a self-awareness and emotional intelligence assessment, cognitive style indicator, Locus of Control and Tolerance of Ambiguity Scales, and Core Self-Evaluation. It is acutely helpful to "know thyself" before endeavoring to know and manage others.

As I finished my surveys and gathered up my initial results I have marked a starting point for my progress during this class. My results are as follows:

• Self-Awareness - With a mean score of 51.47 I scored a 60 which placed me in the top quartile. This is not too surprising for me because I lean towards an honest approach to my self as well as with others. 
• Emotional Intelligence Assessment - With a mean score of 70 I placed smack dab in the middle of the bunch and in the high 3rd quartile with a 70. This does not surprise me, as my wife would be more than happy to share, I could stand to grow further in my emotional department. There is room for advancement here.
• Cognitive Style Indicator - This part breaks up into three categories; knowing, planning, and creating. Knowing I scored 4.2 (mean for MBA students 4.06), Planning was a 3.9 (mean - 3.81), and Creating yielded 4.9 (mean 4.16). I anticipated scoring a tad higher on the planning and knowing parts, but I hit right on the money where I expected in the creativity department  as I tend to be spontaneous and quick to respond to information.
• Locus of Control Scale - Out of a mean score of 5.19 I scored a 4.0 and in the lower second quartile. Not surprisingly due to my current service in the Navy i feel I have very little control over my future. I feel there are more than a fair share of obstacles outside of my control. However, I do believe I do the best with my inner locus of control and find ways to stack my deck to better my future. All in all, the advancement system in the Navy leaves a lot to the imagination.
• Tolerance of Ambiguity - I scored fairly low in this area as well landing in the second to last quartile with a 54 (mean - 56.47). I probably have some "whooped dog syndrome" from doing things logically in the Navy only to find out this is completely unacceptable. I find it more effective to ask enough questions to do a job the way my leadership wants it done rather than improvising and lending reason to the situation. This is one aspect of military life I look forward to leaving behind when moving on to my next chapter in life.
• Core Self-Evaluation Scale - I was middle of the road in this area and will be looking to grow as I build my self worth. There are some hurdles in this arena like making the decisions to leave the Navy and work elsewhere as the sole provider for a family of four. This ties in with my tolerance for ambiguity as well. Both aspects I seek to improve on.

Overall I feel OK about where i am in the beginning of this journey. I have plenty of room to grow as a person, manager, and a leader. I will make good use of this information and follow my progress through out this class as well as this degree program. Stay tuned for some eye-opening results at the end of this class!

In the words of General George Patton, " If we aren't moving forward we are moving backward."

JP