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BH7309: POST BOOTCAMP SESSION 5 REFLECTION

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BH7309: POST BOOTCAMP SESSION 5 REFLECTION

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During Bootcamp 5, my classmates and I discussed our career goals, success factors, and career resources. My career goal is to have my own individual consultancy practice, which I already do as a freelancer. However, my ambitious goal is to lead an HR program in one of the top 10 high schools. Alternatively, my pivot goal is to open a family business, a restaurant that my husband and mother-in-law will run. But my most inspiring goal is a Big Hairy Audacious Goal: to invent an HR model after my name and write a book about it. My criteria for success include physical and mental health, a house at the seashore, inspiring and empowering young generations, traveling, and invitations to professional conferences as an influencer.

Visualizing my goals energized me and boosted my transformation process. I felt confident because my personality matches my HR profession perfectly. I have the support of my colleagues, my IHRM group, and my family. However, I need to change my well-organized life, which has turned into a routine. Dreams require brevity, and I'm ready to catch the wind of change.

My employer recently launched a shortage procedure, and I'm prepared for it. Although I had a plan to initiate a job search in September after my graduation and summer vacations, I'm willing to let go of my plans to feel the power of a fly like a kite.

As I write this, I realize that I desperately want to return to Moscow to change industries from energy to digital. I want to work on hybrid projects and start teaching at least once a month in a high school. My commitment is to publish at least 5 articles during 2023 and continue with my private career consultancy and coaching. I will have three interviews next week. My action plan is in progress.

I am grateful to Kingston University for offering such a challenging and inspiring course, which has enabled me to build a professional network. However, my greatest gratitude goes to my family, especially my kids, who have been patient with me during the last two years when I had to study almost every weekend and some nights.

As I write my final sentence, I feel sad. I do it slowly, trying to remember this moment. But at the same time, I'm excited about the future and the possibilities it holds. I know that I have the skills, support, and resources to achieve my goals and turn my dreams into reality.

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BH7309: POST BOOTCAMP SESSION 4 REFLECTION

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BH7309: POST BOOTCAMP SESSION 4 REFLECTION

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Bootcamp 4 was a transformative experience that focused on self-leadership and wellbeing, two important aspects of personal development that are essential in the modern workforce. Self-leadership is an integral skill that can help individuals improve their self-assurance and ensure adaptability to changes in the workplace. This means that individuals need to have a growth mindset that allows them to align their values and goals with their actions. The Bootcamp explored various approaches to self-guidance, including positive psychology, stress-management, and wellbeing strategies. The result was a wealth of knowledge that equipped participants with tools to boost their energy and confidence, and to take positive action.

One of the most valuable insights from the Bootcamp was the realization of the negative impact of self-punishment when objectives are not met. It takes a lot of energy to stop the inner chat and reframe one's thoughts. During one of the coaching sessions, the problem was investigated and the participant was given an affirmation that "I do have a right to make mistakes. This is how I learn to do the right things. I have all the responsibility to fix what was done wrong". This affirmation was a turning point that led to a change in attitude and a more positive outlook towards challenges.

To develop self-leadership skills, participants were encouraged to read the book "The 7 Habits of Highly Effective People" by S.R. Covey. The first habit or skill outlined in the book is to be proactive. This means having the ability to choose a reaction to external stimuli, which breaks the direct behavioral line between the stimulus and the reaction. The book "The Choice" by E.E. Eger also supports this approach by emphasizing the importance of choosing one's response to a situation and acting for the best purpose.

Another valuable tool that was shared with the team was Perma, which is an acronym for Positive emotions, Engagement, Relations, Meaning, and Achievement. During weekly planning sessions, team members would share their thoughts and insights on each of these topics, and it was found to be very inspirational. It helped to develop self-awareness and foster a positive approach towards work and life in general.

The concept of flow, which is a positive mental state characterized by total absorption and focus on an activity that also derives enjoyment from the engagement, was also explored during the Bootcamp. The participant had previously experienced this state of mind but had stopped entering it as frequently due to burnout and a loss of interest in their current job function. After analyzing the situation, it was found that there were no ambitious tasks in 2022, the participant had overgrown their position, and there were two brought-up successors in the team who they rely upon trustfully. This led to a feeling of being stuck and a fear of becoming toxic if the situation does not change. At the same time, there is also a fear of entering the labor market and looking for a new job. The action plan is to seek consultancy from a career consultant by June 1, 2023.

In conclusion, Bootcamp 4 was a transformative experience that equipped participants with valuable tools and insights to develop self-leadership skills and improve their wellbeing. The knowledge gained will undoubtedly help individuals to stay relevant and adapt to the future of work. The concepts of positive psychology, stress-management, and wellbeing strategies, along with the skills of being proactive and choosing one's response to external stimuli, will serve as a foundation for personal growth and development. The use of Perma and the concept of flow also provide valuable tools to help individuals maintain a positive mindset and stay engaged and focused on their goals.

Reference list.

Csikszentmihalyi, M. (1998). Finding Flow: The Psychology of Engagement with Everyday Life. Available at: https://www.researchgate.net/publication/200026151_Finding_Flow_The_Psychology_of_Engagement_With_Everyday_Life Accessed 01.04.2023

Covey, S. R. (2004). The 7 Habits of Highly Effective People: Restoring the Character Ethic. New York: Free Press.

Eger, E. E., Weigand, E. S., and Zimbardo, P. G. (2017). The choice: Embrace the possible (First Scribner hardcover edition.). Scribner.

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INTERNAL LOCUS OF CONTROL (MODERATE) (moderate)

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INTERNAL LOCUS OF CONTROL (MODERATE) (moderate)

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You likely see your future as being in your own hands. As a result, you engage in activities that will improve your situation: you work hard to develop your knowledge, skills and abilities, and you take note of information that you can use to create positive outcomes.

However, few people have a wholly internal or external locus of control: most of us fall somewhere between the two ends of the spectrum. Your locus of control may vary in different situations – at work and at home, for example – and it may change over time. People often tend toward a more internal locus of control as they grow older and their ability to influence the events in their lives increases.

Having a moderate, rather than strong, internal locus of control may make you more able to accept situations that you can’t influence, and to manage them effectively when they arise.

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BH7309: POST BOOTCAMP SESSION 3 REFLECTION

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BH7309: POST BOOTCAMP SESSION 3 REFLECTION

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Bootcamp 3 was an outstanding module that left a lasting impact on me. The session was highly inspirational, and I felt at my highest spiritual level when we discussed our values, strengths, and personality for the Brand map. The answers from each of the participants filled me with energy and power as we talked about love, pride, gratitude, recognition, and celebration. The groupmates shared their success stories, which boosted my self-confidence and courage for a career change. I even wrote down all the responses to recall them during our graduation party. Overall, this was the best part of the whole Professional Development module.

Completing the Brand map was a challenging task, especially when I had to write down how people perceive me and what they think about me. At that moment, I wished I could have become invisible and eavesdropped on people's opinions of my personality. E. Flynn's quote about personal branding resonated with me: "It isn't what they say about you; it's what they whisper about you." However, I still need to answer the question of how to truly know what people whisper about me without the invisibility cloak.

Understanding the impression we make on others is one of the top skills required to influence people and be a leader. This reminded me of an exercise from my high school psychology studies where I had to name an animal I associated myself with, and others had to name an animal associated with me. The results were contradictory, as I chose "a dog," while my groupmates picked "a lioness" and "a cat that walks on her own." These animals are total opposites, and I believe resolving this contradiction can lead to great brand power. This also aligns with the Johari window concept. Exploring my "shadow" will help me identify what I don't know about myself and use it as a source of energy and foundation within the cycle of change.

I was impressed with the methodology of the Cappfinity Strengths Profile test, which helped me find my distinctiveness, ways to enhance and nurture it and recognize what depletes my energy and significant limitations. The test recommends that I work less with details, which irritates me a lot since I have to edit texts and reports before signing due to my current job functions. This task takes time away from activities where I receive more impact, like legacy, organizer, drive, and time-optimizer.

The creation of the Brand map launched a deep reflection and skills transformation. I will continue to look for ways to grow and develop personally and professionally, using the insights gained from my reflection and assessments to develop my career strategy.

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Impact & Influence personal brand map_ROD

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BH7309: POST BOOTCAMP SESSION 2 REFLECTION

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BH7309: POST BOOTCAMP SESSION 2 REFLECTION

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The second Bootcamp focused on personality study, where I assessed myself with MBTI, NEO IP, and EQ tests to explore my personality profile and understand if it matched my career goal of becoming an HR BP, which I had set during Bootcamp 1.

At the beginning of the Bootcamp, I felt neutral. I have a psychological background and took all the tests a couple of times during my professional life. I assess my self-awareness at a high level, which is also confirmed by the Cappfinity strengths profile test. It mentions self-awareness as my main power. My preferable learning style is reflection. So I was not expected to discover something new about my personality. I found myself more interested in the results of the others. I made some prejudgments on MBTI results and felt very excited with an almost 100% match. It means that I have developed a good observation of others and can use this knowledge to build general awareness of other personalities and win-win communications. The principle that no one type is better or worse than the other, each has its strengths and weaknesses, which was mentioned during the Bootcamp, helps me a lot in building a communication strategy with diverse personalities.

A great impact for my current task I took from the session is a clarification of the objective measures of personality such as the Briggs Type Indicator, Neo Pi-R, MMPI/MMPI-2, 16 PF, and Eysenck Personality Questionnaire in talent management. It was very valuable information that an expensive Hogan test could be substituted for NEO IP as they have 5 common dimensions. The other

A key insight that I gained from the Bootcamp was that my personality is in alignment with my career choice of HR BP. As an ENFJ, I excel at supporting others and am a great advisor and trainer. This realization has given me the motivation to pursue my career goal and identify the gaps in my expertise, such as HR analytics, compensation and benefits, and employee experience. I also plan to seek out a mentor to develop new competencies.

The next step is to identify the gaps in the areas of expertise and to pack all my previous experience following the demands of the position. These fields are HR analytics, compensation and benefits, and employee experience. In addition to the knowledge and tools received within the appropriate modules, I need a mentor to develop new competencies.

The second step is to test my team at work with MBTI and initiate discussion on how we can improve our collaboration, and what characteristics the team is missing. This activity can also help to increase self-awareness and the meaning of diversity within the Talent Acquisition division and provide an impact on our support of colleagues.

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BARON MUNCHAUSEN PULLS HIMSELF OUT OF A SWAMP 

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BARON MUNCHAUSEN PULLS HIMSELF OUT OF A SWAMP 

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BH7309: POST BOOTCAMP SESSION 1 REFLECTION

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BH7309: POST BOOTCAMP SESSION 1 REFLECTION

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The first two bootcamps took place a month after my daughter was diagnosed with SD1 and a month before I had to return to work from maternity leave. I still remember how I visualized my internal mood when the group was presented with the natural cycle of change by Centerpoint Institute for Life and Career Renewal (CILCR, 2023). I was in November. My internal weather was rainy and foggy. I had no vision of who I am, not to mention where I want to be. My energy was at zero degrees. The weather forecast was disappointing.  I even took a self-assessment CILCR career test in the area of “work and career”. The results of which irritated me most:  This area of your life is going well. You’re on track with your vision. You may possibly need a slight course correction or some assistance to better manage your present direction. Nonsense. I was lost. I knew I required guidance. I needed someone who can remind me or show me my value of myself. I took IHRM coaching sessions and called for feedback from my team, people who I trust and who are, luckily, experts in empowering people. The result of my coaching session was an understanding that I love my profession “People acquisition and development” and the test was actually right, but I outgrow the position I have been occupying for the last 10 years. I made a decision to boost my next career step upon completion of IHRM.  Van Vulpen’s digital tool “HR Career Map and Path” (AIHR, 2023) provided me with an overview of my current position and a variety of future steps. I am an advisor with strong interpersonal skills which allow me to build connections easily, and influence and gain the trust of the stakeholders. I have the ability to analyze complex information and support businesses with profitable decisions through my expertise in the HR area. For the feedback, I used three tools from the Bootcamp 1: the Johari window (Mindtools, 2023), and the skills for the future world of work, McKinzey insight (2021). I conducted a survey and asked my team to assess my competencies using 7 score Likert scale. I also run a self-assessment. The results were distributed among the Johari window categories and provided me with some valuable insights. My revealed strength is interpersonal and self-leadership sets of skills. My team and I agreed on that. My digital skills were assessed low by both parties. I definitely have to upgrade my digital skills by taking a course. The average score was 2. A set of cognitive skills that were assessed by myself over average (6 points) was assessed below the average (4 points) by the team. The gaps are in creativity, synthesizing messages, and logical reasoning. My internal analysis says that I have lost interest to work during the 15 years of my current employment. The exercise helped me to identify what I do not know about myself. My further action was to explore myself by analyzing my personality. I was in a swamp and it was my responsibility to pull myself out of it like Baron Munchausen (Wikipedia, 2023)

Reference List:
AIHR (2023). HR career map and path. Available at: https://www.aihr.com/hr-career-map/ (Accessed 26.03.2023)
CILCR (2023). Test yourself. Available at:  https://www.cpinst.org/ (Accessed 26.03.2023)
McKinzey (2021). Defining the skills citizens will need in the future world of work. Available at: https://www.mckinsey.com/industries/public-and-social-sector/our-insights/defining-the-skills-citizens-will-need-in-the-future-world-of-work (Accessed 26.03.2023)
Mindtools (2023). The Johari Window. Available at: https://www.mindtools.com/au7v71d/the-johari-window Accessed 26.03.2023 (Accessed 26.03.2023)
Wikipedia (2023). Available at: https://en.wikipedia.org/wiki/Baron_Munchausen (Accessed 26.03.2023)

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MY GLOOMY AUTUMN CAREER'S MOOD DURING BOOTCAMP 1. 

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MY GLOOMY AUTUMN CAREER'S MOOD DURING BOOTCAMP 1. 

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https://www.aihr.com/hr-career-map/

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IHRM was my professional dream since 2008. At that time, I was a young specialist who had just moved to Moscow and could not afford to pay for international education abroad. I sent a request to my managers every year for three years and received a refusal from our finance department. In 2019 my persistence was rewarded and I enrolled in the program and passed the interviews. At the end of the first module, I found out that I’m expecting a baby. I took an academic vacation to return within two years. My second attempt for IHRM 2020, due to my internal evaluation, was a productive, but extremely tough journey that nevertheless exceeds my expectations. Productivity stands for reaching my personal goals in systemizing and maximizing HR competencies, widening my professional network, and receiving an international degree with the CIPD qualification (fingers are still crossed). The journey through the modules was very tough and stressful due to family reasons and the political situation around the Russia and Ukraine conflict. Four out of eight assignments were conducted under great emotional stress. In eight out of eight modules, it took all my will and power to choose to complete the studies and not give up. All the reports were challenging tasks to succeed. All of them were uploaded before the deadline. My group was my most empathetical support and motivation. I’m overfilled with gratitude for the time the tutors spent on explanations and drop-ins, for sharing their experience, and for providing us with HR approaches and tools. I’m twice thanks to the groupmates for the conference calls, for sharing ideas, and for helping structure thoughts. And finally, I’m so proud of the self-leadership skills that I developed through the bootcamps and coaching sessions. These two are the results that exceed my expectations.I have developed research skills that almost turned into a habit by the end of the study. I decided to investigate how my knowledge received from each of the modules correlates with my professional skills. For this purpose, I wrote down the revealed grades of 6 modules in the excel column. In the next column, I wrote down the results of the self-assessment of the relevant competencies categorized in the CIPD Profession Map (CIPD, 2023) and compared them (Figure_). Each of the competencies among the category scored 10. According to the results, my professional expertise coincides with the grades: talent acquisition, learning and development, and managing and leading people. An interesting fact is that the highest grades are received for the areas in that I have the lowest level of competencies: HR analytics and employee experience. My reflection upon this fact is that when a person has a little experience in the area he/she puts more effort into investigation and understanding of the case, approaches, and tools. This is why a new professional field turns into a source of my motivation.During the program, I also took a couple of commitments on skills development. First of all, to improve my leadership skills, choose the leadership style appropriately, and provide feedback constantly. The second is to develop persuasion and influential skills by taking part in a training course. I also put into my development plan to improve resilience through information management, flexibility or readiness to change, well-being practices, and critical thinking. The execution of these commitments is 100%.By the end of the program, I feel confident and joy to facilitate my career progress in terms of a higher grade, more ambitious projects, and income increase. It was a challenging way from understanding who I am towards a clear vision who I want to become.

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Legend:
blue line - assignments' grades
orange line - self assessed skills of the CIPD Map

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THE GENIUS PERFORMANCE OF CAREER/LIFE SUCCESS

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THE GENIUS PERFORMANCE OF CAREER/LIFE SUCCESS

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https://www.youtube.com/watch?v=x_DA3dgRSrw

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Yoann Bourgeois Captivates Audience with Powerful Performance About Life ( Original Video )

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INVISIBILITY CLOAK TO EAVESDROP ON WHAT THEY "WHISPER"

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INVISIBILITY CLOAK TO EAVESDROP ON WHAT THEY "WHISPER"

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