Final Presentation Exhibition Saint Mary’s University of Minnesota OL 615 – Critical Thinking and Research Mary Ellen Lynch, Instructor December 15th, 2013 Week 8 – Final Presentation
Jenn’s Reflections Divergent thinking is spontaneous, taking a challenge and attempting to identify all of the possible drivers of that challenge and then listing all of the ways those drivers can be addressed, like the arts and humanities (Guilford, 1959). This is my kind of thinking! As an artist, this is my way of thinking, with poetic flourish!! I think I have gotten more from the interaction with my classmates and the activities than from a general classes reading textbook and writing papers. This has been a great help in moving through the research process and helping to remind (myself) to think creatively in every aspect of life from work to play. “This is how we have always done it / we’ve never done that before” Is no longer in my vocabulary!! "some people fear change“ – But Not ME! I will not be hung up on procedural barriers (Davis, 2004). Every cause, effect, action, reaction, and inaction affects who we are and how we react to a situation. I am constantly questioning what I see, how I perceive, interpret, images, situations and interactions around me.
We learned about Nelson Mandela and then he passed. We got to dive into his life, inspirational works, and how he brought a community together. Then we got to see how loved he was by his nation, by the world, after his passing.
Jenn’s Reflections Invictus was a good movie. It was quite inspiring. I liked that it showed a man rising above hardship and moving forward with a positive message. Mandela is a great person who leads by example. (To be honest, if I was imprisoned and had to deal with some of the hardships he experienced, I am not sure that I could have stayed as positive as Mandela did.) Mandela was using the team and the sport to bring the people together, by creating connections that can be used to strengthen the nation and help heal the racial divide. Mandela was playing an infinite game with his people to create positive changes (Cone). Mandela’s plan was to bring people together over rugby and try to heal the racial divide in his country. Mandela uses racism and hatred as an example of forgiveness and leading by example In order to try and heal the racial inequality In his country. With all the hardships and incarceration Mandela experienced, he rose above that and kept a clear, positive message of unity and peace, and tried (successfully) to bring his racially divided Country together to make it whole . Mandela was a strong and courageous leader. I like that as an example of Mandela’s goal, he goes to small villages and helps the team and people mix together by teaching the villagers to play rugby.
I’ve seen The Hats I Wear I wear different hats all day every day. I am a mother, sister, auntie, boss, coworker, student, volunteer, leader, follower, judge and jury. I am an artist, an IT Project Manager, a Treasurer of a non-profit, a wife, a mother, a daughter, a roommate. With all of these hats I wear everyday, why wouldn’t I consider wearing multiple hats during my issues my projects? De Bono gives us a model of how to look at an issue from multiple directions in order to find the best possible outcome. How many hats do you wear everyday? Do you wear them without knowing? Do you try on each color hat when you work through an issue or a problem?
Circles of trust are more difficult for me. I have different levels of “trust” in my life. I keep work life, home life and social life separate. I have developed a new circle with my classmates, especially the few people I have worked closely in groups with for OL614 & OL615. I have found I trust them and can asked them questions, have open, honest conversations and get great thoughtful feedback. It has been helpful to talk with classmates regarding school work, shared stress with balancing school, work and home life. I like my new circle of trust with my SMU colleagues!! I’ve expanded my Circle of Trust
I want to… I am… I will… I can… Me I should…
Jenn’s Reflections I agree with Sutton article in that many business, say they want innovation and new ideas, but don’t try to cultivate them (Sutton, 2002) and often times turn away, saying they are a waste of time. This makes it hard for creative types to work under managers in large companies because of the feeling that their creativity is being stifled. The article by Sutton gave me hope in thinking that there may be a future for creative people in the workplace, but also made me stronger in my resolve that I can be BOTH a working business professional and a creative body! The literature review links to the research question by defining the purpose and helps focus the scope of the review. This helps to define the topic as a clear research question and will aid in focusing, analysis and evaluation. This gives you purpose to your search. The creativity and activities made it easier for me to ‘get’ the information better. Because the objectives were related to hands-on activities and creative ‘art project’ style assignments, this made learning the objectives easier for me. I believe that when you are researching something, it is your responsibility to make sure that you review and cover every side or instance of your research.
Jenn’s Literature Review How do Organizations Identify and Develop Leaders to Increase Employee Retention? What defines leadership? How do we successfully train and retain our leaders? Executives ask this question every time they choose a new leader or train their current leaders. Organizations must understand the fundamentals of leadership before making decisions about their leadership. Leaders are not created overnight. Becoming an effective leader involves considerable time and effort to hone the necessary skills and abilities. Training is considered as a key to develop leaders, however understanding the concept of leadership is also vital for leader’s development.
Jenn’s Literature Review How do Organizations Identify and Develop Leaders to Increase Employee Retention? Organizations face intense competition for talent and confront major challenges in attracting, retaining, and developing people they need in many leadership roles. Leadership development has always been a concern for senior professionals. Organizations are facing the challenge of identifying and developing these emerging leaders to fill these depleting positions. Companies need to identify qualified candidates to fill the leadership roles, and they need to develop extensive leadership programs to prepare and foster the leaders of tomorrow.
Jenn’s Literature Review How do Organizations Identify and Develop Leaders to Increase Employee Retention? These leaders need to be identified early in their careers, developed through leadership programs and mentor relationships with other experienced leaders and allow flexibility for engagement and retention. With careful care and consideration, quality mentors and leadership development programs and changing workplace flexibility, it is possible to identify, develop and retain top-performing leadership talent within an organization. The study of leadership continues to be an engaging undertaking. The importance of leadership and it’s study has not been diminished since the start and the future of leadership will use past theories. Leadership is crucial in times of war and peace and will continue to be studied going forward.
I learned… Whether Curves or Sharps, Rounded or Edgy, Colorful or Gray-scale Living Life, Moving Forward, ChAnGIng … Shapes … Day by Day… I am more than a single shape
I will not be defined Byone shape alone! Iameveryshape! I will not wear only one hat! Iwear every hat! I am… ME Iama leader, follower, mentor!!
WIFE Fur Baby Mother Auntie to 8 boys!! Friend I AM Granddaughter, Niece, Cousin & Daughter Volunteer Artist Sister & Daughter
Associate of Arts in Health Information Technology and Baccalaureate Degree in Healthcare Management and Communications From Saint Catherine University Saint Paul, MN I am an Undergraduate Graduate!!
I am A Future Graduate Student Graduate!!
Resources • De Bono, E. (1999), Six Thinking Hats. Newport Beach, CA: Back Bay Books. pp. 1-14, pp. 176-177. • Guilford, J. P. (1959). Three faces of intellect. American Psychologist, 469-479. • Davis, G. (2004). Creativity is forever. Dubuque, IA: Kendall/Hunt Publishing Company. • Sutton, (2002). Harvard Business School, Archive Weird Rules of Creativity: Think You Manage Creativity? Here’s Why You’re Wrong • Badke, W. (2011). Research strategies: finding your way through the information fog.Bloomington, IN: IUniverse, Inc. • Eastwood, C., McCreary, L. (Producer), & Eastwood, C. (Director). (2009). Invictus[Motion picture]. United States: Warner Bros. Pictures. • Zimbardo, P. G. (2007). Power, conformity and obedience. In The Lucifer effect: Understanding how good people turn evil. New York: Random House. • Cone, J. G. (2011). Authentic accountability: Tapping the power of the infinite game. In J. D. Barbour & G. R. Hickman (Eds.),Leadership for Transformation. San Francisco, CA: Jossey-Bass.