Pearson-Marr Archetypes

This week in class we took a personality test that is supposed to help us understand our "story", which then we can apply to our leadership development. When I first got my results for my archetypes I was a bit confused. I scored highest in Warrior and Lover equally. To me, these seem like complete opposite and conflicting life stories. But, the more I thought about it and discussed it with my coworkers; it seemed to fit me well. A warrior is someone who courageous, determined, and competitive. They do not like to lose and do their best when they are on a mission. I think this describes me because I am very dedicated to my job, and determined to show improvement within my position. My mission right now is to graduate and enroll in a management training program. I want to work for a company that will push and challenge me to grow and learn. A lover defines my second story. They are someone who is full of love for other and for life. They love beautiful surroundings and appreciate their coworkers. A lover is different from a caregiver because they see others as their peers, not someone in need of help. I think this really defines my lifestyle as well. I love nature and I am looking to relocate somewhere with beautiful scenery like Northern California. A lover is good at providing that extra touch to make an experience really special. I think this also something that I am really working towards. I try to personally engage with every guest I come in contact with to create that lasting impression.

As a warrior leader, I will learn to excel in goal setting, motivate my team to give their very best, and become a good coach.

As a lover leader, I will be passionate and charismatic, encouraging my team to bond and create close relationships.

my role model.

This is my mom, one of my heroes and role models. She is a full-time mom, out-patient nurse manager and until just recently a full-time student too. Not only does she find time to be there for me and my sisters, she enriches her own careers and goes after her own dreams. She is able to balance and prioritize all the things important in her life and her dedication to work has not cost her her family or marriage. I love that she is dedicated, yet always has time for that one extra thing. I know that her ambition will lead her to the management job she deserves. Her employees love her almost as much as her daughters and husband do. I hope this is something like the legacy I will leave behind as well.

nsmh nationals

This past weekend I attended the National Society of Minorities in Hospitality’s 22nd Annual National Conference. I can not even begin to explain how much I enjoyed this experience. Not only was it eye-opening and completely exhilarating on a professional level, but also helped me develop on a personal level. Carl and Brian can't say enough how getting involved will help you network and maintain relationships, but really, it’s a difficult sensation to describe what Nationals was like. The biggest thing to understand is, when else would you ever be in the same room as so many hospitality professionals who came there TO MEET AND TALK TO YOU!? The answer is never. No matter how many AH&LA or CRA mixers you attend, those people did not come to meet college students. If the day you sit down to interview with a company that you hope to god will hire you upon graduation, you had better hope its not the first time you are ever meeting them.

If you are like me, then meeting professional who have VP or Director attached to their name is a very scary experience. And for the most part, the only time this ever happens is in a professional, formal setting which makes it extremely difficult to be yourself and establish a good connection. Nationals offer a platform to meet people in a very relaxed and casual setting. The networking suites offered laidback meet-and-greets to build some sort of rapport with the company representatives before interviewing with them the following day. For me, the most fun I had was hanging out downstairs at the lobby bar one night. And, no it was not because I was drinking. Kayla and I got into a rather rowdy game of Yahtzee only to be called out by our advisors for not doing homework. They were there having some wine with some Hyatt representatives and other advisors. And one other slightly important person, whom not only did I completely offend at first, I would have to say I turned it into a pretty good first impression. After the embarrassment of being caught playing Yahtzee rather than studying, I candidly asked one of the guys if he was a recent alumni or a student advisor (on my defense he looked pretty young..) Apparently he is one of the co-founders of NSMH, Michael Burkeen. After a quick recovery, Kayla, Galit, and I ended up chatting with him for over an hour. Turns out even bad mistakes can put you on good terms with some good-to-know people and this is an experience I surely will not forget.

Overall, Nationals was an amazing experience. Even the relationships I developed with people in my own major whom I had never and probably would never have gotten to know otherwise. Nationals offer a way to get your foot in the door and start building those relationships that will one day land you the job of your dreams. My only regret is that I never attended earlier in my college career. Carl can tell you as many times as he wants to get involved, but it’s pretty hard to describe what an event like Nationals feels like. Even though this year was my first to attend, I’m hoping it won’t be my last.

the trait debate

According to trait-based theories, people are born with specific traits that are lifelong and understanding these traits can help predict a persons' actions, thoughts, and logic. These theories such as the Big Five can predict an employees behavior on the job. There are some aspects of this that are generally true, such as extraverts tend to be more successful, have higher salaries and receive more promotions. But one could easily understand that a person who is more outgoing would be more likely to ask for promotions and higher salaries. They would have the confidence to go after more opportunities than an introvert. Using the Big Five model would be a good tool as a supplemental evaluation. The biggest problem with trait-based theories assumes that a person is born with them. That it is impossible for a person to acquire necessary leadership attributes without being born with them. There is a lot of evidence that leadership skills and traits can be learned and developed over time. I would hope that my leadership style will shape and transform through my learning and experiences on the job, and I believe they will. It would be amazing if a company could survey all their employees and determine the future leaders via a short test. Management team recruitment made easy. But fortunate for the rest of us, who might not be gifted with perfect confidence and speaking composure, leadership can be learned. Studies have shown that managers' styles can change over time through experiences, feedback, or help of a consultant. Leaders can change for the worst and change for the better. Leadership should be a learning process and a life long challenge. Just as no one is born perfect, no one is born the perfect leader.

disney magic

Anyone who hears the word Disney immediately starts thinking of fairy tales and Prince Charming. They think of the magic of Disneyland and Disney World and all the interactive magic that come with it. But when I hear Disney, I think of innovation. I think of creativity and growth. Walt Disney was an amazing leader who inspired his employees to do the impossible. He didn't even call them employees, they were called imagineers because they could create anything they could conceive. Walt Disney's leadership style thrived on creativity and group collaboration. He was always asking for his associates' input and their ideas. He would present a new idea to his animators and then ask them to figure out how to do it. He would dream up elaborate talking animatronics and then he and his imagineers would figure out how to design it. He valued and respected all of the people who worked for him. Under his reign they made groundbreaking innovations in animations, film, television, and interactive theme park technology. His legacy still lives today and is evident throughout all Disney enterprises. He was a leader who left a trail for those to follow. But, Disney did not always have it so easy. His first animations were not successful and he lived in Hollywood for a few years before inventing Mickey Mouse. He had dedication to his dream and drive to keep trying without success. He took his challenges head-on and strived to improve himself. Walt Disney once said "Disneyland will never be completed. It will continue to grow as long as there is imagination left in the world." He believed that the journey never ends and as a leader, you should never stop growing. 

my leadership story

The other day in class, we had to share some of our leadership values and ideas with one another and then write each others "leadership" story. It was interesting to see how every one's style is just a little bit different. Every one's story had a slightly different focus on how they would be a leader. At first, I started thinking "Oh no! I need to change my style because someone else is better and more effective than mine!" But then I realized that I liked being different. I want to stand out as leader and leave an impression on the people I work with. I want to inspire my employees to have a dream and not just be there for the day-to-day requirement. I want my leadership to inspire passion in others. Whether its passion for hospitality or a passion for painting, having the passion to go after your dreams is an extremely powerful motivator. And for me so far, having superiors who have passion for their career, has a very positive impact on the work environment and overall success. They are a role model for someone I hope to become.

So now that I've rambled for long enough, here is my story...

Aby sees leadership as a collaborative effort. Through her experience and research of leadership she has created her own vision of what leadership is. A leader should be someone who is there to help their employees grow, learn, and succeed. A leader is there to watch over their employees and succeed together. Honesty is a clear value that resonates from the leaders down to the employees. Aby says that if they are not honest then there is no room for respect. Aby is going to be a leader that will see herself eye-to-eye with her employees, not someone who is looking down or over them. She will treat everyone with respect and push her employees and herself to grow and learn together.

possibilities

life is full of possibilities. there are opportunities to learn and grow in every experience. through this blog i will begin to explore my leadership style and theory. it will help to define my leadership lifestyle and to track the changes along the way. i take on every challenge as a chance to improve my skills as a leader and as a person. welcome to my journey :)