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Bootcamp 1: Building Self-Awareness for Career Success

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Bootcamp 1: Building Self-Awareness for Career Success

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1. Experience

During the first bootcamp, the focus was on understanding ourselves and our career aspirations. We completed exercises such as the Johari Window to uncover known and hidden strengths and habits. One activity that stood out was identifying personal values and strengths, which I found both challenging and eye-opening. For example, I realized that empathy and problem-solving are strengths others recognize in me, but adaptability was a hidden strength I discovered through peer feedback.

We also discussed the importance of aligning self-awareness with long-term career goals, which is particularly relevant to my transition from a retail assistant role at John Lewis to HR management.

2. Feelings

Initially, I felt hesitant about reflecting deeply on my strengths and weaknesses. Sharing personal insights with peers was intimidating at first, but as the session progressed, I felt encouraged by the supportive environment. By the end, I felt more confident about my ability to leverage my strengths in my career.

3. Evaluation

Positives:

Identified core strengths like empathy and adaptability.

Learned the value of feedback from peers in uncovering blind spots.

Felt motivated to align my personal values with professional goals.

Negatives:

Struggled initially to articulate my weaknesses.

Found it challenging to fully grasp how self-awareness could impact leadership roles.

4. Analysis

This session highlighted the importance of self-awareness in professional growth. Using the Johari Window, I understood how sharing and seeking feedback can help uncover blind spots. For example, I was unaware that my adaptability in managing last-minute challenges at John Lewis was seen as a strength by colleagues.

The session also tied into Goleman’s Emotional Intelligence framework, particularly the component of self-awareness. Recognizing and acknowledging my emotions and behaviors will help me as I step into HR roles where managing people and relationships is critical.

5. Conclusion

This bootcamp helped me understand that self-awareness is the foundation for career success. By identifying my strengths and values, I am better equipped to set realistic career goals and make decisions that align with my aspirations in HR.

6. Action Plan

1. Regular Reflection: Dedicate 15 minutes weekly to reflect on my performance using the Johari Window framework.

2. Seek Feedback: Actively request feedback from colleagues and mentors at John Lewis to uncover more blind spots.

3. Strength Alignment: Focus on leveraging empathy and adaptability in my current role to prepare for HR responsibilities.

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Bootcamp 2: Emotional Intelligence for Success in HR

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Bootcamp 2: Emotional Intelligence for Success in HR

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1. Experience

The second bootcamp focused on emotional intelligence (EI) and its critical role in professional success, especially in HR. We explored Goleman’s Emotional Intelligence framework, covering self-awareness, self-regulation, empathy, motivation, and social skills.

One key activity involved role-playing conflict resolution in the workplace. I played the role of an HR professional mediating between two employees with differing viewpoints. This allowed me to practice active listening and empathy. During the session, we also analyzed case studies demonstrating how emotionally intelligent leaders handle challenging situations.

2. Feelings

Initially, I felt anxious about the role-play activity, as I doubted my ability to mediate effectively. However, as the activity progressed, I became more confident, particularly when I noticed how empathy and active listening helped resolve the simulated conflict. By the end of the session, I felt empowered and recognized the importance of EI in HR roles.

3. Evaluation

Positives:

Practiced active listening and empathy during the role-play, which helped de-escalate the conflict.

Gained insights into how EI fosters trust and collaboration.

Understood how self-regulation is vital for maintaining composure in stressful situations.

Negatives:

Struggled initially to regulate my emotions, particularly when dealing with confrontational scenarios.

Needed more clarity on applying motivation as a component of EI in team leadership.

4. Analysis

This bootcamp reinforced the importance of Goleman’s Emotional Intelligence framework in HR. For instance, self-awareness (a strength I discovered in Bootcamp 1) enabled me to identify my initial anxiety during the role-play. Self-regulation helped me stay calm and focused, ensuring the conflict was resolved constructively.

The session also connected with Seligman’s PERMA model, particularly in building positive relationships. Empathy, as a component of EI, creates trust and rapport—essential for team cohesion and employee satisfaction in HR. At my current role at John Lewis, I’ve seen how practicing empathy with both customers and colleagues leads to better outcomes, such as diffusing tension during high-pressure sales.

5. Conclusion

This session emphasized that emotional intelligence is foundational for leadership and HR success. Developing self-regulation and empathy will help me handle workplace challenges effectively, build stronger relationships, and foster a positive work culture.

6. Action Plan

1. Practice Self-Regulation:

Use mindfulness techniques like deep breathing during stressful moments at work.

2. Improve Empathy:

Conduct "active listening check-ins" with colleagues to better understand their needs and perspectives.

3. Develop Motivation:

Set weekly personal goals at work to build intrinsic motivation and track progress.

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“Empathy is about finding echoes of another person in yourself.” – Mohsin Hamid

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“Empathy is about finding echoes of another person in yourself.” – Mohsin Hamid

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 Bootcamp 3: Building My Personal Brand for Career Success

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 Bootcamp 3: Building My Personal Brand for Career Success

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1. Experience

The third bootcamp emphasized the importance of creating a strong personal brand to stand out in a competitive job market. The session explored strategies for developing a brand identity, crafting a brand positioning statement, and increasing visibility through professional platforms like LinkedIn.

One key activity was drafting a personal brand map, which included identifying my values, strengths, and unique traits. Another highlight was crafting a short elevator pitch to articulate my professional identity confidently. My final draft for the pitch was:
"I am an aspiring HR professional passionate about creating inclusive workplace cultures through empathy, innovation, and collaboration."

2. Feelings

Initially, I felt unsure about defining my personal brand because I had not deeply reflected on what sets me apart professionally. However, the exercises, especially the personal brand map, helped me gain clarity. By the end of the session, I felt more confident in articulating my unique value and how it aligns with my career goals.

3. Evaluation

Positives:

Gained clarity about my core values: empathy, growth, and collaboration.

Learned how to create a succinct and compelling personal brand statement.

Started optimizing my LinkedIn profile based on feedback from peers.

Negatives:

Struggled initially to identify my unique selling points (e.g., how my retail experience translates to HR).

Felt overwhelmed by the prospect of maintaining visibility on professional platforms like LinkedIn.

4. Analysis

The session tied closely to Ibarra’s Working Identity Theory, which highlights the importance of evolving your professional identity through reflection and action. For instance, reflecting on my retail experience at John Lewis helped me recognize transferable skills like teamwork, adaptability, and customer service that are relevant to HR roles.

The personal branding exercise also reinforced the PERMA Model by aligning my brand with meaningful goals. Building a personal brand rooted in my values creates a sense of purpose and engagement in my career journey.

In real-life application, I used my newfound branding skills to update my LinkedIn headline to:
"Future HR Leader | Creating Inclusive Workplaces | MSc Professional Development Student at Kingston University."
This resulted in more profile views and connection requests from HR professionals.

5. Conclusion

This bootcamp helped me understand that a personal brand is not just about showcasing achievements but also about articulating values and creating meaningful connections. By aligning my strengths and aspirations, I am better prepared to distinguish myself in HR roles.

6. Action Plan

1. Finalize and Practice My Elevator Pitch:

Practice delivering my pitch confidently in interviews and networking events.

2. Optimize LinkedIn Profile:

Regularly post insights or articles related to HR trends to increase visibility.

3. Strengthen Personal Brand Map:

Continuously update my brand map as I gain new skills and experiences.

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Your brand is what people say about you when you’re not in the room." – Jeff Bezos

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Your brand is what people say about you when you’re not in the room." – Jeff Bezos

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750 million+ members | Manage your professional identity. Build and engage with your professional network. Access knowledge, insights and opportunities.

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Bootcamp 4: Cultivating Self-Leadership for Resilience and Success

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Bootcamp 4: Cultivating Self-Leadership for Resilience and Success

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1. Experience

The fourth bootcamp focused on self-leadership and strategies to build resilience and wellbeing. We explored the PERMA Model (Positive Emotion, Engagement, Relationships, Meaning, and Accomplishment) and how it applies to personal and professional growth.

A standout activity was creating a "stress container," where we identified stressors, coping strategies, and areas where we need more resilience. For instance, I recognized that balancing my retail job at John Lewis, academic workload, and job applications was a significant stressor, but I also identified mindfulness and time management as coping strategies.

We also discussed the importance of cultivating a growth mindset and incorporating wellbeing practices like mindfulness into daily routines.

2. Feelings

At the start, I felt overwhelmed as I reflected on my stressors and how they impact my productivity. However, as we explored strategies like mindfulness and positive psychology, I felt more hopeful and motivated to take control of my wellbeing. By the end of the session, I felt empowered to implement self-leadership practices.

3. Evaluation

Positives:

Learned practical tools like the PERMA Model to improve resilience.

Realized the importance of maintaining a work-life balance.

Felt more in control of managing stress and prioritizing tasks.

Negatives:

Initially found it challenging to identify effective coping strategies for stress.

Struggled to see how these strategies could be sustained long-term without a structured plan.

4. Analysis

The bootcamp connected deeply with Seligman’s PERMA Model, especially the components of Positive Emotion (cultivating gratitude) and Meaning (aligning daily actions with long-term goals). For example, by focusing on gratitude, I can reframe the pressures of my retail job as opportunities to build transferable skills for HR.

The session also reinforced Locus of Control Theory, which highlighted the importance of internal control over stressors. This shifted my perspective: instead of viewing external demands as overwhelming, I started focusing on actionable steps within my control.

A real-life example of applying this is when I started a daily reflection journal. After a stressful day at John Lewis, I wrote down three positive outcomes (e.g., successfully resolving a customer issue or supporting a colleague). This practice boosted my morale and helped me stay grounded.

5. Conclusion

This bootcamp reinforced that self-leadership and resilience are essential for professional and personal growth. By integrating tools like PERMA and mindfulness, I can manage stress effectively and stay focused on my long-term HR aspirations.

6. Action Plan

1. Daily Mindfulness Practice:

Dedicate 10 minutes each morning to mindfulness or breathing exercises.

2. Gratitude Journal:

Write down three positive moments at the end of each workday to cultivate positive emotions.

3. Time Management Plan:

Use a weekly planner to balance academic work, job applications, and retail responsibilities.

4. Wellbeing Review:

Conduct a monthly check-in to assess stress levels and adjust coping strategies as needed.

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Bootcamp 5: Mapping My Career Path for HR Success

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Bootcamp 5: Mapping My Career Path for HR Success

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. Experience

The final bootcamp focused on goal setting and creating a strategic vision for career success. We explored techniques like setting SMART goals (Specific, Measurable, Achievable, Relevant, Timed) and crafting a Career Mood Board to visually represent our aspirations.

One of the key activities involved identifying short- and long-term career goals and aligning them with our values and strengths. For example, I set a Big Hairy Audacious Goal (BHAG): “To become a Global HR Manager specializing in employee engagement within five years.” This exercise helped me break down the steps required to achieve this goal, such as completing my MSc placement, gaining CIPD certification, and building HR analytics expertise.

2. Feelings

Initially, I felt overwhelmed by the scale of my BHAG, as it seemed ambitious and far-reaching. However, breaking it down into actionable steps made it feel achievable. By the end of the session, I felt inspired and motivated to take ownership of my career journey.

3. Evaluation

Positives:

Clearly defined career goals and a roadmap to achieve them.

Learned to prioritize tasks and milestones for effective planning.

Gained confidence in articulating my career vision through the mood board.

Negatives:

Found it challenging to pinpoint the exact skills needed for HR leadership.

Felt uncertain about balancing short-term actions with long-term ambitions.

4. Analysis

This session highlighted the importance of strategic planning in achieving career success. By using SMART goals, I developed a structured approach to tackle my BHAG. For example:

Short-term: Secure an HR placement as part of my MSc program.

Medium-term: Gain CIPD certification and attend HR conferences.

Long-term: Transition into a leadership role focusing on employee engagement.

The exercise also tied to Locke & Latham’s Goal-Setting Theory, emphasizing the need for challenging but realistic goals. Additionally, the PERMA Model reinforced the significance of aligning career goals with meaning and accomplishment, ensuring that each milestone contributes to my sense of purpose.

A practical example of applying this was updating my LinkedIn profile to reflect my career vision and connecting with HR professionals who align with my aspirations.

5. Conclusion

This bootcamp helped me realize that goal setting is not just about ambition but also about creating a realistic, actionable plan. By aligning my goals with my values and leveraging my strengths, I am better prepared to navigate my career path in HR.

6. Action Plan

1. Secure MSc Placement:

Apply to at least 10 HR placement roles by the end of this month.

Tailor each application to highlight my skills and career aspirations.

2. Build HR Expertise:

Enroll in an HR analytics course within the next two months.

3. Expand Professional Network:

Connect with 15 HR professionals on LinkedIn and attend one HR webinar per month.

4. Quarterly Goal Reviews:

Reassess my career roadmap every three months to track progress and make adjustments.

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PERMA Model

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Brown Cute Abstract Aesthetic Chronology Timeline Infographic

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My Personal Brand Map: Who I Am and What I Stand For

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My Personal Brand Map: Who I Am and What I Stand For

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1. Who Am I?

Aspiring HR Professional: A dedicated and empathetic individual transitioning from retail to HR, aiming to create positive workplace cultures.

Passionate Learner: Committed to personal and professional growth through continuous learning and development.

Current Role: Retail Assistant at John Lewis, gaining hands-on experience in customer service and teamwork while pursuing an MSc in Professional Development.

2. What Am I?

Core Values:

Empathy: Building meaningful relationships by understanding and valuing others’ perspectives.

Growth: Constantly seeking self-improvement and enabling others to thrive.

Innovation: Leveraging creativity and forward-thinking to solve workplace challenges.

Strengths:

Teamwork: Collaborating effectively to achieve common goals, both in retail and future HR roles.

Problem-Solving: Identifying solutions to workplace issues, as demonstrated in customer conflict resolution at John Lewis.

Adaptability: Thriving in dynamic environments, such as handling high-pressure retail periods like Black Friday.

Mission:

Empowering Workplace Cultures: To inspire and enable organizations to foster inclusive, engaged, and high-performing teams.

Vision:

Transforming Workplace Cultures Globally: Aspiring to lead HR initiatives that prioritize employee engagement, innovation, and diversity on a global scale.

3. Unique Selling Points (USP)

Customer-Facing Expertise: Retail experience provides insight into diverse perspectives and the ability to manage interpersonal dynamics.

Emotional Intelligence: Strong self-awareness, empathy, and relationship-building skills, essential for HR leadership.

Goal-Oriented: Proven ability to set and achieve ambitious personal and professional goals.

4. Career Goals

Short-Term: Secure an HR placement aligned with MSc requirements and gain practical HR experience.

Medium-Term: Complete CIPD certification and develop expertise in HR analytics.

Long-Term: Transition into a leadership role as a Global HR Manager specializing in employee engagement.

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DALL·E 2025-01-07 22.36.34 - A visually organized personal brand map for an aspiring HR Manager, featuring interconnected elements such as 'Core Values' (Empathy, Growth, Innovati

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HR Expertise: Building knowledge and skills in HR analytics, employee relations, and completing CIPD certification.

Professional Networking: Connecting with HR professionals, attending conferences, and expanding my professional network.

Global Aspiration: Aspiring to work on a global scale, driving impactful HR initiatives worldwide.

Personal Growth: Committing to continuous education through my MSc, workshops, and self-development.

Leadership Skills: Developing strong leadership and management capabilities to lead diverse teams effectively.

Employee Engagement: Creating inclusive, motivated, and high-performing workplace cultures.

Career Milestones: Achieving key career goals like securing HR certifications and leadership roles.

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Brown Organic Vision Board Photo Collage (2)

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1. Personal Growth:

Improved emotional intelligence and self-awareness.

Gained confidence in sharing ideas and participating actively in class discussions.

2. Challenges Overcome:

Balanced work, studies, and job applications effectively.

Overcame initial hesitation in networking and expressing professional aspirations.

3. Key Learnings:

Importance of aligning personal values with career goals.

Practical understanding of HR concepts like recruitment, onboarding, and employee engagement.

4. Future Focus:

Strengthen skills in HR analytics and leadership.

Secure a placement that aligns with long-term goals of becoming a Global HR Manager.

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DALL·E 2025-01-08 11.58.41 - A clean and professional graphic titled 'Reflection Section' for professional development. The design includes labeled elements such as 'Personal Grow

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A Note of Gratitude to Dr. Prerna Tambay

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A Note of Gratitude to Dr. Prerna Tambay

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I would like to express my heartfelt gratitude to my professor, Dr. Prerna Tambay, for her unwavering support and inspiration throughout this journey. Her encouragement has been instrumental in shaping my engagement in class and my career aspirations in HR.

Dr. Tambay’s motivating words and thought-provoking discussions inspired me to share my thoughts openly and independently during class. Her passion for HR ignited a deep interest in me to pursue this field and to explore its potential to transform workplace cultures.

Her guidance not only helped me stay focused on my professional goals but also gave me the confidence to take bold steps toward achieving them. I am truly grateful for her mentorship and the positive impact she has had on my journey. Thank you, Dr. Tambay, for being such a wonderful guide and motivator.

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DALL·E 2025-01-08 11.49.28 - A visually organized brand map for an aspiring HR professional. It features interconnected nodes with labeled sections such as 'Who Am I' (Aspiring HR

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Reflecting on Growth and Future Aspirations

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Reflecting on Growth and Future Aspirations

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Completing this portfolio has been a truly enriching experience, allowing me to reflect deeply on my professional development journey and align it with my aspirations in HR. Each step, from identifying my strengths and values to setting actionable career goals, has helped me grow both personally and professionally.

Through this process, I have gained clarity on my long-term vision of becoming a Global HR Manager and the steps I need to take to achieve it. The support and inspiration I received, particularly from Dr. Prerna Tambay, have been invaluable in motivating me to actively engage, share my thoughts openly, and pursue my goals with determination.

This portfolio not only showcases my progress but also highlights the practical tools and frameworks I have applied, such as the PERMA Model, Gibbs' Reflective Cycle, and SMART goal setting, to enhance my learning and self-awareness. These insights will serve as a foundation as I transition into my HR placement, where I aim to build practical skills in recruitment, onboarding, and employee engagement.

Looking ahead, I am confident and excited to take the next steps in my career. The experiences and lessons captured in this portfolio have prepared me to embrace challenges, contribute meaningfully to the HR field, and work toward creating inclusive and engaging workplace cultures.

This marks the beginning of an exciting chapter, and I am deeply grateful for the guidance, encouragement, and opportunities that have shaped this journey.

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DALL·E 2025-01-08 12.04.01 - A visually inspiring conclusion graphic for a professional development portfolio. The design features keywords like 'Reflection,' 'Growth,' 'Gratitude

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Gibbs, G., 1988. Learning by Doing: A Guide to Teaching and Learning Methods. Oxford: Further Education Unit, Oxford Polytechnic.

Kolb, D.A., 1984. Experiential Learning: Experience as the Source of Learning and Development. Englewood Cliffs: Prentice-Hall.

Seligman, M.E.P., 2011. Flourish: A Visionary New Understanding of Happiness and Well-being. New York: Atria Books.

Bradberry, T. and Greaves, J., 2009. Emotional Intelligence 2.0. San Diego: TalentSmart.

CIPD, 2025. HR Professional Development Resources. [online] Available at: https://www.cipd.co.uk [Accessed 7 January 2025].

LinkedIn Learning, 2025. HR Analytics for Decision-Making. [online] Available at: https://www.linkedin.com/learning [Accessed 7 January 2025].

Kingston University, 2025. Career Development Resources. [online] Available at: https://www.kingston.ac.uk/careers [Accessed 7 January 2025].

Tableau, 2025. Introduction to Data Analytics for HR Professionals. [online] Available at: https://www.tableau.com [Accessed 7 January 2025].

Chartered Institute of Personnel and Development (CIPD), 2023. The Role of HR in Organizational Development. [online] Available at: https://www.cipd.co.uk/knowledge [Accessed 7 January 2025].

Schaufeli, W.B., Bakker, A.B., and Salanova, M., 2006. The Measurement of Work Engagement With a Short Questionnaire: A Cross-National Study. Educational and Psychological Measurement, 66(4), pp.701–716. [online] Available at: https://journals.sagepub.com [Accessed 7 January 2025].

Harvard Business Review, 2024. Employee Engagement: Strategies for Success. [online] Available at: https://hbr.org [Accessed 7 January 2025].

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DALL·E 2025-01-08 23.36.50 - A visually appealing and professional image representing references and high-quality academic sources. The design features books, journals, a laptop, 

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Description:
I faced challenges managing conflicting opinions in a team project, which impacted the outcome.

Feelings:
I felt frustrated and unsure about handling disagreements effectively.

Evaluation:
The project was completed, but poor collaboration reduced the quality of results.

Analysis:
Miscommunication and a lack of assertive leadership caused misunderstandings.

Conclusion:
Setting clear rules and encouraging open dialogue could have improved teamwork.

Action Plan:
In future projects, I’ll use conflict resolution strategies and promote collaboration early on.

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DALL·E 2025-01-08 12.08.21 - A professional and visually organized diagram of Gibbs' Reflective Cycle, featuring its six stages_ Description, Feelings, Evaluation, Analysis, Concl

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My BHAG is to become a Global HR Manager, creating inclusive workplace cultures and driving employee engagement. This ambitious goal inspires me to develop key HR skills and push beyond my limits.

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DALL·E 2025-01-08 23.45.11 - A visually inspiring and professional illustration representing the BHAG (Big Hairy Audacious Goal) theory. The design includes a person climbing a ta