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Cherry, K. (2020, September 17). Myers-Briggs Type Indicator: The 16 Personality Types. Retrieved December 13, 2020, from https://www.verywellmind.com/the-myers-briggs-type-indicator-2795583

Collins, J. (2020, March 12). 30 Emotional Intelligence Training Opportunities Hidden in Your Workday. Retrieved December 13, 2020, from https://blog.bonus.ly/30-emotional-intelligence-training-opportunities-hidden-in-your-workday

Daft, R. L. (2018). The leadership experience (7th ed.). Cengage Learning.

Developing Emotional Intelligence - Part 8 - Empathy . (2020, October 08). Retrieved December 13, 2020, from https://www.learningcog.com/developing-emotional-intelligence-part-8-empathy/

A diverse workforce for government: What's missing? (2020, June 01). Retrieved December 13, 2020, from https://www.diversityatlas.com.au/a-diverse-workforce-for-government/

Dudley, D. (2010). Everyday leadership. Retrieved December 11, 2020, from https://www.ted.com/talks/drew_dudley_everyday_leadership?language=en

Hijjawi, H. (n.d.). The Benefits of Self-evaluation for Leaders. Retrieved December 13, 2020, from https://www.linkedin.com/pulse/benefits-self-evaluation-leaders-hamzeh-hijjawi

Hills, J. (2019, April 15). Leadership: Confidence is king when it comes to crowning successful leaders. Retrieved December 13, 2020, from https://www.hrzone.com/perform/people/leadership-confidence-is-king-when-it-comes-to-crowning-successful-leaders

Hwang, R. (n.d.). The power of diversity within yourself. Retrieved December 13, 2020, from https://www.ted.com/talks/rebeca_hwang_the_power_of_diversity_within_yourself?referrer=playlist-a_blueprint_for_diversity_in_the_workplace

Kerr, R., Garvin, J., Heaton, N., & Boyle, E. (2006). Emotional intelligence and leadership effectiveness. Leadership & Organization Development Journal. 27(4), 265-279. DOI: 10.1108/01437730610666028

The Marshmallow Test | Igniter Media | Church Video. (2009, September 24). Retrieved December 13, 2020, from https://www.youtube.com/watch?v=QX_oy9614HQ

Obama, M. (n.d.). Becoming by Michelle Obama. Retrieved December 13, 2020, from https://becomingmichelleobama.com/

Repolle, N. (2018, December 18). The 1st Step in Building Great Leaders: Knowing Yourself. Retrieved December 13, 2020, from https://medium.com/the-business-of-being-happy-and-healthy/the-1st-step-in-building-great-leaders-knowing-yourself-510e3e2403a4

Stepping out of your comfort zone. (2016, May 16). Retrieved December 13, 2020, from https://www.multiview.com/resources/blog/stepping-out-of-your-comfort-zone/

Thomson, J. (2020, July 24). Here's How Corporate Leaders Can Make Meaningful Progress On Diversity And Inclusion. Retrieved December 13, 2020, from https://www.forbes.com/sites/jeffthomson/2020/07/24/heres-how-corporate-leaders-can-make-meaningful-progress-on-diversity-and-inclusion/?sh=4e3942601a46

Workplace, T. (2020, October 29). Lead by example: To lead change, leaders must change from within. Retrieved December 11, 2020, from https://dcdardentalks.com/2020/04/25/lead-by-example-to-lead-change-leaders-must-change-from-within/

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I will find ease in change and adjusting my leadership style

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ANTICIPATED OUTCOMES & BENEFITS FOR OTHERS

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ANTICIPATED OUTCOMES & BENEFITS FOR OTHERS

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individual Growth

team Growth

opportunities for growth

relationships building

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Overall, a leader is not a leader without people to lead. It takes more than just having good leadership qualities to be a good example for your followers. I believe consistent learning and growing as a leader is the most important thing to keep in mind.  Ten years from now, when I have been in many leadership positions, I hope always to remember that constant improvements are crucial to a leaders success.

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(Pinterest, 2020)

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I will become closer to achieving  my leadership vision

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Amazing leader, amazing book

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(Forbes, 2020)

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I always strive to be friends with everyone I work with or find something I can talk with them about. However sometimes it is not worth forcing a connection, and that is okay because one will eventually come. After reaching my goals, I feel that making a connection with someone will not be as tricky. I believe that it will come naturally as I achieve better emotional intelligence.

As Hwang said, "stop looking for that 100% commonality," and embrace every different part of yourself or someone else. It doesn't always have to be 100%. It is also okay to have differences in views, strengths, etc. Sometimes, it is the differences that bring people together.

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Rebeca Hwang: The power of diversity within yourself

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Rebeca Hwang has spent a lifetime juggling identities -- Korean heritage, Argentinian upbringing, education in the United States -- and for a long time she had difficulty finding a place in the world to call home. Yet along with these challenges came a pivotal realization: that a diverse background is a distinct advantage in today's globalized world.

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(Diversity Atlas, n.d.)

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(Daft, 2018, p.328)

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(Multiview, 2013)

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Marshmallow Test

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The Marshmallow Test | Igniter Media | Church Video

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(Daft, 2018, p.150)

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(Collins, 2020)

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(HRZone, 2019)

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(lifehack, n.d.)

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(wordcloud, 2020)

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My vision is to be an everyday leader, not just in my place of work but also to my friends, family and even strangers.

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Get a daily email featuring the latest talk, plus a quick mix of trending content.

By subscribing, you understand and agree that we will store, process and manage your personal information according to our Privacy Policy

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We have all changed someone's life -- usually without even realizing it. In this funny talk, Drew Dudley calls on all of us to celebrate leadership as the everyday act of improving each other's lives.

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(Workplace, 2020)

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WHAT WILL CHANGE WHEN I REACH THESE GOALS?

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WHAT WILL CHANGE WHEN I REACH THESE GOALS?

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"Workforce diversity means a workforce made up of people with different human qualities or who belong to various cultural groups. From the perspective of individuals, diversity refers to all the ways in which people differ, including dimensions such as age, race, marital status, physical ability, income level, and lifestyle" (Daft, 2018, p.327).

To achieve the second goal of prioritizing workplace diversity, my first plan of action will be to create an open environment where I build a relationship with every person in my team and find commonalities. Whether these relationships solely are work-related or more, I will aim to have a conversation with each individual to know how they learn, work, what they enjoy, etc. As Daft stated, "the goal for today's leaders is to recognize that each person can bring value and strengths to the workplace based on his or her own combination of diverse characteristics" (2018, p.327). I will aim to put aside my stereotypes, preexisting judgments to have a successful diverse team.
As I am a visible minority, half Japanese and half Dutch/Canadian, I have grown up knowing that I look different and have different cultural backgrounds as most of my white friends and coworkers; however, I never once felt out of place. I know I am lucky to have had great leaders who look at me, not for my differences but for my skills. I hope that I can do the same as a leader.

My second action place to achieve workplace diversity when I become a leader is to focus on collectivism.

"Collectivism is a preference for a tightly knit social framework in which people look out for one another and organizations protect their members’ interests. Countries with individualist values include the United States, Great Britain, and Canada. Countries with collectivist values are Guatemala, Ecuador, and Panama" (Daft, 2018, p. 342).

I understand that not every individual will work well with a collective team; therefore, it is my job to create an environment where individuals feel open to speak their minds. As my leadership vision is to develop new leaders through acceptable practices, I think that building each other up is a great way to indulge my goal.

I hope to reflect and review my progress in reaching this goal one month into my next leadership position, hopefully in Summer 2021. I will know if I have achieved this goal if I can connect with every employee I work with.

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Emotional intelligence is "a person’s abilities to perceive, identify, under- stand, and successfully manage emotions in self and others" (Daft, 2018, p.146).

Emotional Intelligence as laid out by Daft has 4 components:

Self-Awareness

Social Awareness

Self-Management

Relationship Management

(2018, p. 150)
To reach the goal of improving my EQ, my first plan is to conduct a self-analysis to achieve self-awareness and self-management. In leadership and everyday life, it is essential to reflect on yourself and strive to be a better version of yourself. With a self-analysis, I will understand my "strengths, weaknesses, values, beliefs, motivations and desires" (Repolle, 2018). As Daft said, today's leaders need to be "whole leaders" (Daft, 2018, 136), where both head and heart are used to lead.

"Self-awareness includes the ability to recognize and understand your own emotions and how they affect your life and work. It is the basis of all the other competencies" (Daft, 2018, p.150). If I become more self-aware, I can better guide my own life and decisions, ultimately leading to the ease of guiding others the same way.

"Self-management includes the ability to control disruptive, unproductive, or harmful emotions and desires" (Daft, 2018, p.150). Achieving self-management comes with experience; as Daft said, employees who work in customer service are good role models as they can handle stressful situations, emotions, and impulses much better than others. Having worked in customer service related positions from 14 years old, I believe self-management is a strength.

"Self-evaluation or Self-assessments can be described as a continuous process through which we evaluate our performance and behaviour so that required improvements can be determined. For a leader to evaluate oneself, there are several methods used like surveys and personality related questionnaires or tests e.g. Myers-Briggs Type Indicator (MTBI), 360 assessment, DISC assessment and many more." (Hijjhwi, 2015).

The self-assessment I will use is the Myers-Briggs Type Indicator, as it is known as the "most widely used psychological instruments in the world" (Myers-Briggs, 2020). Already while researching this goal, I can tell that I have the stepping stones to achieve an improvement in my EQ. However, as Hijjhwi said, achieving EQ is a continuous process, and I will always have something new to learn about myself (2015).

My second plan for action in achieving my first goal is to improve my social skills, such as:

Social Awareness

Relationship Management

(Daft, 2018, p. 150)

Social skills are essential in everyday life. Without social skills, it is hard to relate to others about their life experiences. I believe social skills are important, firstly to make work fun, and to build relationships. As Kerr, Garvin, Heaton, and Boyle stated, leaders with high EQ "increase group solidarity and morale by creating shared emotional experiences" (2005, p. 268). It is hard to pinpoint where exactly an individual can start by improving social skills; however, I think it's more about awareness of your surroundings, such as being able to sympathize with others. "Socially aware leaders practice empathy, which means being able to put yourself in other people's shoes, sense their emotions, and understand their perspective" (Daft, 2018, p. 151). Additionally, I feel that a leader should want to connect with the team and build relationships. "Relationship management refers to the ability to connect with others and build positive relationships. Leaders with high emotional intelligence are aware of the impact their behaviours have on others, and they treat people with compassion, sensitivity, and kindness" (Daft, 2018, p. 151). It is all about making an effort, being empathetic by thinking of more than just yourself, and being open-minded to all the different walks of life individuals have. To improve my social skills, I will have to continuously push myself out of my comfort zone as a leader and push to connect emotionally with others.

To reach this goal, it will be a career-long cycle of self-reflection and improvements. Following up on this goal every six months on things that worked and didn't work for me will be necessary. I should also create a new list of strengths and weaknesses every six months to keep track of reaching this goal.

"The process of knowing yourself is not a quick leisurely activity but an investment for the path of life" (Repolle, 2018)

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For my next goal, I want to make workplace diversity in my next leadership position a priority. In day to day life, it is easy for us to focus on people who are similar to us. If an individual enjoys the same activities, foods, artists, etc., there is more to talk about. I always find myself gravitating towards familiarity; however, you are responsible for everyone as a leader; you cannot pick favorites. I want to push myself to lead people who aren't like me, as it is easy to push aside people who are different than you; I want to focus on the uniqueness of having a diverse team.

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For my first leadership goal, I aim to improve my emotional intelligence. Aspects such as self-awareness, social awareness, self-management, and relationship management (Daft, 2018, p.150) are critical to be a great leader. Personally, improving my emotional intelligence will be a large step towards reaching my leadership vision. Hopefully, I will see improvement in my EQ for my internship in 6 months.

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My leadership vision is to be an individual that people choose to be led by. I want to lead by example, and have the skills to comprehend individuals' abilities to drive them out of their comfort zone so they can achieve new skills that they never knew they were capable of. My hope is that the people I lead in the future become leaders  themselves as well as for the people around them.

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(Hubspot, 2019)

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I will better understand myself. The benefits of this will be that I cultivate my strengths and weaknesses to reach my leadership vision. Once I know myself, it will reflect on the work I do with others.