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OBJECTIVE:
Demonstrate ability to effectively work across factions with multiple stakeholders.
RESPONSE:
In the Work Team Design phase of our project for LDRS 306 - Leadership and Team Dynamics, we set definitions, parameters, and guard rails for the team to work across multiple organizations with multiple stakeholders. Compelling direction, enabling structure, supportive context, and expert coaching are all discussed in detail. Each section ends with recommended methodologies for team improvement.
In developing an Intervention Plan for LDRS 306, we put forth our recommendations as supported by our evaluation of the current effectiveness of the team. We recommended to focus on three areas for improvement. All three will benefit from specific and targeted interventions. The three focus areas are Compelling Direction, Communication, and Diversity and Inclusion.
In writing one of my Integrative Journals for LDRS 450 - Advanced Leadership Behaviors, I tell a story about reaching out beyond our Scout troop (boundary spanning), speaking with several folks in the Scouting community to learn more about youth leadership training and how we could get our (historically resistant) unit to engage. The entire endeavor ended up being more successful than I could have hoped.
Within my Organizational Assessment Report for LDRS 650 - Principles of Organizational Leadership, I presented the company as a single, unified entity where the separate divisions require coordination roles, boundary spanning, and working knowledge across a sizeable technical portfolio.
Through a story in my Leadership Reflection for MGMT 301 - Management Principles, I talk about a scenario where I had to be aware of differences in stakeholder perceptions while making space for a specific individual to save face with coworkers.
1. Work Team Design - 2019S_LDRS306_VC - Bicknell – Submitted.docx
2. SUBMITTED - Phase Two Part C - Test and Bicknell and Purnell.docx
3. Bicknell - Integrative Journal 3 - LDRS450VA.docx
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