510 management

Personal Development Plan

MBA 510 – Management Skills Portfolio

Personal Vision Statement

I pleased to announce that Jackie Pelligrino is now the new Senior Manager, Brand Sourcing. Jackie has her BA from Iowa State University and her MBA from Ohio Dominican University. It was only 5 years ago that Jackie came to Mylar Health after leaving TweenBrands -Ascena Retail Group where she was for 4 years. During her short time here at Mylar Jackie has been very instrumental in the changing and streamlining of various systems within the Pharmaceutical branch. First after only being here a few short months Jackie worked with our developers over at Park Center on the P-Mod project, which since its launch has integrated several systems used throughout the company for ordering and distributing pharmaceuticals to invoicing and tracking payments from our outside vendors. During her work on P-Mod Jackie was able to help the developers strategically map out processes done in Brand Sourcing, as well as come up with solutions for common errors reported by cross-functional partners. The relationships created during that time were crucial to the success of the project.

Since P-Mod Jackie has been involved in various other projects. One project in particular was the creation of an updated Brand Sourcing Audit Database, which has since served as the template for audit databases in other departments throughout the company. This database contains a manual of all updated processes that both the external and internal audit teams review several times a year. Additionally, the database provides copies of prior period documents and a central streamlined drop box for all requested audit data. The savings of time and money from this are substantial.

In addition to her efforts to make Brand Sourcing more efficient, Jackie is also an active member of two Mylar Health Networks: The New Hire Initiative Network and the Equality Network. Additionally Jackie co-chairs several events each year, including the semi-annual book sale, the Coats for All drive and the Annual Christmas Party.

As we all know there is life outside of Mylar. Jackie’s home life is kept busy by her husband of 10 years, Frank and their 2 children, Matthew and Krista.

Again, please join me in congratulating Jackie on her new position here at Mylar Health.

Assessment Instrument Summary and Interpretation

Competency Sort & Feedback

The Competency Sort is an assessment that allows users to evaluate themselves. The tool consists of 35 cards, each listing a different competency and its definition. Users divide the cards into stacks based on where they feel their current abilities are, then again based on their current role, and then a final time based on where they would like to be in the future. At the end of the assessment, users are able to compare the three sets and see where they may need to enhance some areas to be more successful in their current role and to meet their future goals.

Because of the Competency Sort, I was able to see that I have a lot of strength in areas that could be seen as internal; such as strategic thinking, writing, flexibility, and risk taking. I also have a strong ability to get to know others on a peer level, gain their trust, and build strong relationships. These results did not come as much of a surprise. During annual reviews at work, I have been given marks of excellence from managers for my ability to be flexible and adapt to the changing needs of the business. Additionally I have been given roles based on my critical thinking skills and attention to detail.

In comparing my current abilities to my current role, which I started only a few months ago, I see there is a fair amount of overlap, which is good. Likewise, there are also areas that I will need to work on, such as my time management. There are many moving parts in my new role, and in order to be successful I am going to have to get better at managing how long it takes to complete various tasks and stay focused to meet deadlines. Along with the areas I need to improve in, there are also competencies that I am strong in, but do not anticipate using very much. I am curious to see how those will play out, if I will end up feeling bored after a period of not using them, or if I will lose strength in those areas.

When looking at my competencies in relation to my vision statement I see that I have a fair amount of growing to do. However, this is a long-term goal, so I would expect some needed growth. Many of the areas I need to enhance are areas of management; such as delegating, leading, handling employees, and understanding the business. All of these areas are underdeveloped because I have not had opportunities in management roles. I am taking steps to change that. First, is my enrollment in the MBA program at Ohio Dominican, which I know employers associate with leadership positions. In addition, I have started my new role in a company that is known for promoting quickly and from its pool of internal candidates. Finally, I have joined a few organizations in the last several months where I will have opportunities to be in leadership roles on various projects.

In addition to taking this assessment, I was also tasked with sharing my results with someone else for feedback. I chose a former manager, Rene Johnson. I was her direct report for about two and half years and worked in the same department as her for three years prior to that. Upon looking at my results, Ms. Johnson laughed and said she recognized some the competencies from my performance reviews. She called my adaptability and critical thinking “two of my strongest qualities as an employee [which are] not found to my level very often” (R. Johnson, personal communication, December 3rd, 2015). She shared that while I was working for her she was always very confident that she could call on me to perform any type of task, even to change tasks at a moment’s notice, with little need for guidance. Regarding areas where I still need to grow, she pointed out the need for better time management, stating that I was often so willing to take on multiple projects all at once that I would sometimes lose sight of deadlines. She suggested that I work on my delegation skills as well as communicating to business partners, letting them know when my plate is full or when I need help, such as direction on what items are priority. Finally, Ms. Johnson and I discussed my relationships with others and desire to grow into a management position. She agreed that I always had an ability to build strong relationships with team members, “which will serve [me] well in the future”. Again, she cautioned taking on too much at once, recommending I not to worry much about getting into management at this time. Instead, I should focus on completing my MBA and wait until I have really had a chance to get comfortable in my new role. Management will always be there and can wait a bit longer.

Meyers-Briggs Type Indicator

ENTP

Where you focus your energy: Extraverting

How you gather information: iNtuiting

How you make decisions: Thinking

How you approach life: Perceiving

The Golden Personality Type Profiler is an assessment tool where users answer a series of questions in order to determine into which of the 16 different personality types they fall. Created by John P. Goldman (2009), this Myers-Briggs type assessment tool looks at a person’s innate personality traits and how those traits determine how one views and navigates their environment. Golden cautions that there are no wrong or right traits to have and that “self-awareness is the foundation of personal growth” (2009, p. 2). Furthermore, if we gain understanding on our own personality traits then we can then begin to understand our strengths and weaknesses, then the strengths and weaknesses of others, and finally how people with different personality types can work together successfully (Golden, 2009).

The results of the Golden Personality Type Assessment revealed that I have the personality type of ENTP, which stands for Etraverting, iNtuiting, Thinking, and Perceiving (Golden, 2009). First, the way I focus my energy, Extraverting, makes sense. I like to be around other people, having conversations, influencing each other, and working towards a common goal. While I do like being able to work independently, I would not want to be in a room somewhere by myself every day. I like being a part of something larger and as my Competency Sort shows, building relationships and influencing others. This helps to explain why the corporate world works for me; I get the opportunity to be in an environment with other people, sharing information and working toward a common goal, but I have the chance to do independent work.

Second is iNtuiting, which is the way I gather information (Golden, 2009). I do tend to be the person who is looking towards the future and trying to get it planned. While the assessment shows I have a clear preference for iNtuiting, I feel that I have a little more of the Sensing trait because I am a perfectionist. I like knowing the details and being exact, versus just considering the overall big picture. This is probably one of the reasons why changed from the Psychology field to Finance. While I enjoy theory and the global view, I really prefer looking at the specifics and seeing actual results.

Next is the way I make decisions, which is Thinking (Golden, 2009). Again this is a trait I agree with because I am someone that likes to be very logical in my decision-making. The results of the Competency Sort supports this as well, showing high scores for strategic, critical thinking that is also action oriented. There are times when I can seem very indecisive but it is usually because I am trying to be sure that I have considered all possible options and my reasoning behind the decision is objective and makes sense.

The final letter represents the way I approach life. However the results “showed no clear preference to either the Judging or Perceiving type, although I may prefer Perceiving” (Golden, 2009, p. 5). After reading the descriptions I understand why I received this result, because I am a little of both depending on the situation. In some ways I really need an orderly and organized approach to life, because I like being able to plan, or at least have an idea of what to expect. I think this comes along with having children because it is very helpful to have especially younger children on somewhat of a schedule. However, I would be incredibly bored with the same thing every single day. Moreover, life happens and you have to be prepared to deal with bumps in the road and changes. This is why being a part of the finance team in an ever-changing healthcare company works so well for me. There are enough moving parts to keep it fresh and interesting, but also enough schedule where I can plan 50% of my time.

The personality type ENTP puts me into the Competent and Visionary temperament with a sub description of Improvising (Golden, 2009). I can honestly say that I laughed at how spot on that description was when I first read it, because there are many times when I feel my whole life is improvised. This relates directly with my vision. It isn’t 100% clear. I have an idea of where I want to be and how I want to get there, but I know life happens and something that I never considered could present itself and is a perfect fit. However, perhaps that is how life is supposed to be, you have a general idea or plan for how you expect things to go, but then life happens and you need to be confident and creative, look at all options and pick the best one.

Clifton StrengthsFinder

While the majority of assessments point out both strengths and weaknesses, the Clifton StrengthsFinder goes about things a little differently. As the name would indicate, the focus of this tool to understand one’s strengths. The logic behind this approach is simple; while one should know and recognize their weaknesses, the true opportunity for growth and true success lies with identifying and enhancing ones innate strengths (Rath, 2007). In order to do this, users take a timed assessment, answering questions quickly without overthinking. Then the results are calculated across 34 signature themes, with the top 5 themes noted as the one’s Significant Themes (Gallop, 2012). Understanding these Significant Themes is then the key to maximizing talents, leading to success (Rath, 20007).

My 5 Significant Themes are: Strategic, Significance, Woo, Individualization and Relator (Gallop, 2012). Strategic is a strength that appears to be common across all of the assessments. Generally, it is an ability to look at different options and select the best solution. I enjoy analytics and “solution finding” aspects of whatever I am doing. I tend to spot patterns easily. I recognize that this is not something that everyone possesses. Furthermore, if I am able to grow this strength, it will serve me well down the road in my career, as I look at different career options that become available to me.

The next theme is Significance, which means I want to be recognized as “important, trustworthy, and accomplished” while being able to work individually (Gallop, 2012). It can be hard to admit that recognition is important, because of the cultural fear of seeming selfish or self-absorbed. However, recognition is really a form of feedback, which is important for professionals of all levels. Recognition also encourages people to work harder and achieve more. This is one of the main reasons I am continuing with my MBA. I am constantly juggling various balls, as the Golden Personality Profiler suggested (Golden, 2009). There are many times when it would be easier to stop or put it on hold for now. However I know I am half way done, and that when it is complete I will earn recognition for doing so and it will lead to further professional growth.

The remaining three, Woo, Individualization, and Relator have a great deal to do with interaction with others. First, those with Woo enjoy “meeting new people and winning them over” (Gallop, 2012, p. 4). Next, the strength of Relator takes the initial meeting a step further and builds a close relationship with those that they meet. Finally, Individualization comes into play, drawing from relationships a specific understanding of others and then finding a way to work with the unique qualities others possess (Gallop, 2012). These three strengths support the results of the other assessments as well as the feedback from my former manager. I love diversity and different points of view that others can bring to the table. I believe that these strengths will help to make me a more effective manager when the time comes because I do have the ability to build a relationship with others and get to know their strengths. As a manager, I believe knowing the strengths and important qualities of members of your team is crucial to both their development and the overall team success.

Emotional Intelligence Appraisal & Feedback

Total Emotional Intelligence Score: 71

Personal Competence: 75

Social Competence: 68

Emotional Intelligence Appraisal is an assessment that focuses on how emotions are recognized and then once recognized, how those emotions are managed (Bradberry & Greaves, 2009). This is not a subject discussed often in business, however is should be. Humans by nature are emotional; it is how our brains hard wired. However letting unchecked emotions run free is not advisable, especially in a professional business setting. Therefore, this assessment helps the user to understand how well they recognize and manage emotions as well as exercises to get better.

The first area Bradberry & Greaves discuss is Personal Competence, which is the ability to understand and handle your own emotions (2009). This area is then broken down into Self-Awareness and Self-Management. Self-Awareness is as it seems, accurately understanding one’s own emotions. This is important because you cannot manage your emotions unless you first understand what they are. The second part of Personal Competence is Self-Management, which is managing the emotions (Bradberry & Greaves, 2009).

Next Bradberry & Greaves explain Social Competence, which is the ability to recognize and understand emotions in others (2009). This area is also broken down into two parts: Social Awareness and Relationship Management. Social Awareness is about recognizing emotions in others while Relationship Management is managing the interactions of the emotions in both yourself and others (Bradberry & Greaves, 2009).

This was the only assessment where the results were surprising, especially after seeing the results of the other assessments. I honestly expected my scores to be higher. Although after reading about emotional intelligence, this is a common problem. Most people assume they have a high level of emotional intelligence, while most really do not. The areas that brought my score down the most were: 1) not being open and willing to explain myself to others 2) not getting to know those around me well enough and 3) not showing empathy for other people by (Bradberry & Greaves, 2015, p. 4). While upon reflection, #1 is accurate, I tend to explain myself to very few people. In fact, I generally find it annoying when people feel the need to always explain themselves to me. However, #2 and #3 were surprising and actually go against the results of the other assessments. Although while surprising I am going need to reconcile the differences if I want to succeed in my future goals. Managing emotions and relationships with others will be crucial for my future goals. While some leaders can get away with not being well liked or a manager that others have a close relationship with, that is not the type of manager I would like to be.

As with the Competency Sort above, I was tasked with getting feedback on the results of this assessment. For this I chose my close friend Alexis Johnson, who has known me for over 10 years and was both my roommate and coworker through college. Additionally she is an educator herself, and I trusted her to give me 100% open and honest feedback to these results. Again, I was surprised because she agreed with them (A. Johnson, personal communication, December 8th, 2015). Mrs. Johnson responded that while I may explain myself to those in my very close inner circle, including herself and my husband, I very rarely do so with others. Additionally she explained that it takes me a while to let people in. She noted that I am always “warm and bubbly” to people and I enjoy getting to know about them, but until I deem them safe enough, I have walls up and do not let them get to know me. She then explained that because of not explaining myself and keeping others at arm’s length it can appear as though I do not always have empathy for people when in fact many times I do. Additionally, she suggested that if I view my lower scores as a hindrance to my success, then I should by all means, work to grow them. Mrs. Johnson continued by explaining, that sometimes in business, it is a good thing to not let everyone know you on an emotional level. Instead, keeping people at arm’s length is better because business partners see you more as a business partner, and less as a friend.

Everest Simulation

The Everest Simulation was a team assessment used to illustrate how 5 individuals, all with different goals and information, could come together and make decisions over a multi-step simulation (Roberto & Edmondson, 2011). This simulation was the most challenging. First, it required working with others, arraigning schedules, and setting up an online chat since not everyone was local. Second, none of us had ever climbed Everest, or knew what to expect from the simulation. There was some lack of understanding as to what the simulation was looking for as well as the time we had to complete certain tasks. Finally, the results were much more ambiguous than the other assessments. As a team we completed 2 out of 3 challenges, however we didn’t reach the summit or our goals. As for the rest, that was up to individual interpretation.

As far as relating what I learned during Everest to my long-term vision, my lack of leadership experience definitely stood out. I did not know the team, nor did I have any experience with Everest or the simulation. In real life, one would hope I would have knowledge of the team and experience. However, all that being said, I should have taken more control as the leader instead of using the more laid back, majority rules, approach. I could have facilitated a meeting prior to the simulation where everyone could get a chance to meet each other, utilizing the Woo and Relator strengths noted in StrengthFinders. Additionally, I could have utilized the strategic planning and critical thinking skills that are apparent in most of the assessments to map out a plan of attack for Everest. Going forward I can use the Everest Simulation as a lesson and reflect how it is not always about understanding the strengths, but knowing when to apply them as well.

Writing Skills Assessment

Throughout the course, a significant amount of writing was completed; as one would expect from an MBA course. Additionally, the writing was presented in a variety of formats: two formal essays, several discussion board posts, and now finally a reflection and development piece. I am very thankful that writing has always been a strength of mine. Comments throughout this course have called my writing a “pleasure to read” and “beautifully written” (A. Parkman, personal communication, October 2015). Writing is something that I usually enjoy and a medium I am comfortable communicating in. However, I do find that I can be very critical of my writing, sometimes writing a paragraph several times until I can get the flow just right. Unfortunately, this can slow me down, sometimes to the point where I almost miss deadlines. The result is the first half of the piece to be very strong while the end is sloppy, with errors I never would have made had I not been rushing. The take-away here is to recognize that writing does take me a little longer because I am a perfectionist and that I need to plan better and allow more time. Additionally, I can work on not being so critical of myself. While it is admirable to want to submit only my best work, it becomes a problem when I end up standing in my own way to get a project completed.

Personal SWOT Analysis

Strengths

Strategic Thinker and Problem Solver Throughout the assessments, these two strengths have been to been listed separately. However, for the purpose of this exercise I am listing them together, because I am not sure how you can be successful at one but not the other. Strategic thinking and planning are two of my biggest strengths. I am able to look at various situations, recognize all of the moving parts and devise various ways of coming to a solution. From there, I have an ability to map out the correct course. This can be something business related, such as understanding the differences in information provided by both my company and a supplier, in order to come up with a solution both parties agree to. Additionally this can be something personal, such as planning a vacation for a family of 12.

Relationship Building Another common theme throughout the assessments is the ability to get to know others. This starts with the initial ice-breaker meeting to developing an understanding on an individual level in order to gain a successful relationship. Ever since my department at work took the StrengthFinders together my manager has continuously made mention of my interpersonal skills with Woo and Relator. He has even started including me in meetings because those, interestingly enough, are very low on his list of strengths and he wants me there to balance things out. This is a strength that I also greatly enjoy. I love getting to know people and I understand how important network connections are in the professional field. You can teach someone systems once hired for a job, interpersonal skills, however, are something that you generally bring with you.

Risk Taking Capability Finally, I consider my ability to take risks a great strength. Although by risks I mean generally take on things others might not because they are too afraid to fail. Examples of this are leaving Law School and moving to Columbus to find a new career, or leaving my position at TweenBrands after almost 6 years to start somewhere new. Additionally getting my MBA, while working full time and raising two small children is a risk. I know that with great risk can come great reward. I just make sure that I also utilize my strategic planning skills to make sure that I am not going too far with the risk taking.

Weaknesses

Delegation This is an area I have never been very successful at, both at work and at home. I routinely try to do everything myself, which is not only impractical but just plain ridiculous when you are being offered help. I think a part of me honestly believes that I can do the task myself, without any assistance. However realistically, if I took some assistance I would be able to complete another task more efficiently and without scrambling for time. Sometimes I also feel that it will just be more efficient if I complete the task rather than showing someone else how to do it. This comes into play when I am scrambling to meet deadlines and I am offered help at work, but it would be more practical, from my perspective, to just complete the job myself rather than take the time to show someone else how to complete it. Additionally there are times that I do not delegate because I do not want to show weakness; that I cannot do something or that I need help. However, if I am going to eventually become a successful manager I will need to learn to delegate duties and trust that they will be completed.

Management of Emotions It was not until taking the Emotional Intelligence assessment that I even considered the management of my emotions. However, after receiving a low score and receiving feedback on that score, this is something I need to recognize as a weakness. Upon reflection, there are times when I do let my emotions get the better of me. Examples of this are when business partners are not communicating effectively and either do not answer my question or leave important details out. Another example would be when an external business partner will not provide needed information, or requests additional research on my end, only to “change their minds” when they realize the result is not in their favor. I need to remember to keep my emotions in check. First, as female I am already perceived as more emotional. Second, understanding my emotions and being able to manage them is needed if I want to someday be an effective manager.

Time Management This last weakness is one that has appeared several times throughout the course assessments. While this has never come up in annual reviews at work, I feel that it has held me back from higher ratings. I have a weakness when it comes to planning how long something will take me to complete and managing my time effectively. Many times, I think a project will be relatively short and it ends up taking the majority of a day. While I have rarely missed deadlines as a result of inaccurate time management, I have often put in late hours as a result or submitted work which I would normally consider below my normal high standards.

Under-Developed Capabilities

Management and Control So far, I have had very little opportunities to manage a team. I have managed small projects before, such as putting together inventories or setting up a process for vendor pre-payment. However, none of the projects were very large in scale. Additionally, while I have been asked to train or to review the work of coworkers, I have never managed others directly. I know that in the future, I will need some broader and more significant management experience.

Global Perspective Having knowledge of the business on a global scale was never anything that I was interested in or needed. This is likely due to the fact that much of my experience has been in American retail. Now that I am a part of a large healthcare company, who has presence in multiple countries across the globe, this is something that is now important to understand. I would like to gain knowledge on the supply chain of the company, as well as the long-term impact Mylar has in other countries.

Possible Emerging New Opportunities

MBA I am now half way finished with my MBA. This time next December, I will be preparing for graduation. The main reason behind starting my MBA at this time in my life was for career advancement. My goal is to climb the corporate ladder at Mylar and in order to do so I first needed to advance my education.

Membership in New Networks Mylar Health offers a variety of employee networks, including the Employee Initiative Network, Equality Network, and Parents Network. I have recently signed up to join several of the network offerings at Mylar, including the Women’s Initiative Network, I feel that these will help me connect with others throughout the building and gain a greater knowledge of Mylar as well as becoming more involved in the community. Furthermore, while I may not have many opportunities to take on leadership roles in my department, I can sign up to do so in these networking groups.

Potentially Important Future Trends

When thinking about the future, several trends exist which could affect my long-term goals. Therefore, it would be beneficial to gain an understanding in these areas.

Roles Within the Company It would be beneficial to understand the various roles around mine, such as the managers that work with the pharmaceutical companies and the buyers that negotiate the purchases. We all have an impact on each other’s role, so it would be good to get some understanding there. Moreover, roles seem to be ever changing within the company. Movement is common and role change is a reality. If I am looking to advance within the company, it would be a good idea to get an idea of into which roles I could see myself in a few years.

Acquisitions Mylar is an ever-growing company. Each year they seem to either acquire another company, or start a new branch of their existing one. This past year the purchased Simens Systems from Johnson and Johnson. A few years prior to Simens Systems, they started a new home healthcare line of products, called Mylar On the Run. Being new to the company, it would serve me well to go back and read some literature about these changes, what caused them, and what results came about after them so that I might be able to better plan for the future.

Pharmaceuticals The area I work in today is financial planning and analysis for brand sourcing. I reconcile the financials around the distribution of brand name drugs. This is an ever-changing market; mergers and acquisitions are common among pharmaceutical companies as well as the ownership change for various drugs as well as price changes. Because this is an ever-changing market, it would be wise to gain a broader understanding of the market place and the major players. This knowledge would help not only navigate through my daily duties today, but also to anticipate changes for down the road.

Threats to the Vision

At the moment I don’t see a lot of obvious threats to my vison. I have purposely made my vision somewhat broad, because I understand that life happens and sometimes you have to improvise and make adjustments where necessary. I am also very new to the company and unsure of exactly where I want to be. Therefore, I would say the only threat at this time is internal, if I do not meet my growth needs to advance and gain a role in leadership. Focus is going to be the main tool when avoiding that fate. I need to stay focused, determines, and absorb as much information as I possibly can. Furthermore, I need to ask as many questions as I can, do the reading and research I noted in the previous section. My goal right now is to be a sponge and absorb everything, so I can take my knowledge and move to the next level.

Targeted Competencies & Development Plan

Competency #1

The first competency that needs attention is time management. I need to better assess projects and the time they will take to complete. I also need to be more realistic about other factors going on in my life that could impede on the task at hand. Being that I have two small children in my family, things could change at a moment’s notice. I must remember to consider those things when planning, so that are not becoming excuses as to why something was not completed. If I am going to successfully advance in my career I must turn my weakness of time management into a strength.

Competency #2

The second competency that I would like to work on is that of developing and managing relationships. I would like to turn this strength into a towering strength. Interpersonal relationships are so important, in both career and personal life. It is crucial to have a network that you can turn to for guidance, encouragement, and even support when looking for a new role. I find that I am great at getting to know people and starting relationships, but the maintaining can sometimes fall flat. This happens in both professional and personal life.

References

Bradberry, T., & Greaves, J. (2009). Emotional intelligence 2.0. San Diego, CA: TalentSmart, Inc.

Bradberry, T. & Greaves, J. (2015). Emotional intelligence appraisal. San Diego, CA: TalentSmart, Inc.

Gallup. (2012). StrengthFinder: Strengths insights and action-planning guide. Gallup, Inc.

Pelligrino, K. (2015). Competency sort gap analysis. Ohio Dominican University, Columbus, OH.

Golden, J.P. (2009). Golden personality type profiler. NCS Pearson, Inc.

Rath, T. (2007). Strengths finder 2.0. New York, NY: Gallup Press.

Roberto M. & Edmondson A. (2011). Leadership and team simulation: Everest (Version 2) [Simulation]. Boston, MA: Harvard Business Publishing.