A642.3.3.RB_PALUGODCAROLYN

         The innovators that were highlighted in this week’s article Find Your Mission were definitely very inspirational (Safian, 2014).  I personally have always been a fan of Jared Leto, not necessarily his music and acting, but his ambition and perseverance.  I gained a new respect for Jared after watching his documentary about his battle with his music label, which brings up lesson number one for me, which is channeling your creative passion into what you do (Safian, 2014).   Safian tells us that there is a general sense of disconnect between people and their workplace.  In fact, a study conducted by Gallup demonstrated that “companies with engaged work-forces have higher earnings per share” and engagement improves performance (Safian, 2014, p. 72).  I believe that passion for what you do helps to stir creativity and innovation.  We are more motivated to improve how we work and what we do if we feel passionate.  

 

Another lesson I’ve learned from reading about Chipotle is the importance of business integrity (Safian, 2014).  Within the company Chipotle, integrity “animates every decision the company makes, from the slaughterhouse to the food line at your local outlet to the strategic planning at the Denver headquarters” (Safian, 2014, p. 68).  Business integrity should not just be a plaque on the wall, but something a company builds into the business culture, into the people and into how things are done.  The market is changing and consumers are moved by a higher societal purpose.  As Safian says “the more they focus on something beyond money, the more money they make” (2014, p. 70).  The perspective users or consumers have of a product or service will have a higher level of perceived usability if they feel a company is run with integrity (McKeown, 2014). 

        The third lesson I learned is following an inside-out strategy.  In essence, you make the “beliefs and ideals of management become the core” (Safian, 2014, p. 74).    It is important to have a focused and clear plan that is useful and valuable to your customers.  Safian also explains how important it is to maintain purpose when trying to innovate.  Innovation with purpose helps keep people engaged in the mission and gives them a sense of ownership.  The kind of enthusiasm that a sense of purpose creates is very contagious.

My innovative skills revolve around my natural creativity and imagination.  I also am a good critical thinker and enjoy taking ideas and processes apart in my mind and re-organizing them for better efficiency.  I have been able to streamline a lot of the procedures we use in the office for higher efficiency.  I am constantly asking myself: how can I do my job better?  What can I do to make my job easier?  Taking from the reading of Canfield (2011) I apply what he calls Continuous improvement (CI) initiatives which teaches us how to detect and eliminate waste within your organization.  Innovation is not just about creating new ideas but also getting rid of those processes that are no longer useful.  This has been another one of my innovative skills which is streamlining how we conduct business.  Another of my creative skills involves my imaginative solutions for marketing strategies.  I have a natural ability to not only pinpoint possible audiences for our educational programs but I also have the ability of creating and executing marketing initiatives that are specific to these target audiences.  Again, the idea is to create the perception of the usefulness of the product, in this case, our educational programs.  I am also a firm believer of innovation with integrity.  As long as I keep the needs of my students as my prime motivator, I know that I will be moving towards positive growth for my campus.  This is why it is important to understand your organizations mission and keep that at the forefront while working through any innovative process.

Reference

Canfield, J. (2011). Imagine: Ideation skills for improvement and innovation today. Black Press:  Holland.

McKeown, M. (2014). The innovation book [Kindle Version].  Retrieved from Amazon.com

Safian, R. (2014). Find your mission. Fast Company, November, 66-110.

MSLD642.2.3.RB_PALUGODCAROLYN

I have been with Embry-Riddle Aeronautical University for 5 years.  In these past 5 years I have seen more changes happen within this organization than any other organization that I have worked for.  Part of the change has a lot to do with supply and demand.  Many students are making a shift to online learning, preferring the flexibility and adaptability that it offers as opposed to traditional bricks and mortar classroom environments.  This shift of preference to online learning was surveyed back in 2011 through a collaborative effort between the College Board and Babson Survey Research Group (Blair, 2014).  Results of the report showed that a staggering 6.1 million students were taking at a minimum, 1 online class during 2010.  That accounts for about one-third of the student population in higher education.  The report also shows that 65% of institutions of higher learning agree that the online modality is intrinsic to their long-term strategy and growth.  These facts are important to note because this is what has propelled Embry-Riddle to innovate at a very rapid pace.  This needed change at the organization is what McKeown calls industry pain which is “where existing structures and processes change in response to newer ideas and technologies” (McKeown, 2014, Part 1, section 5).  He explains that there are necessary and unnecessary pains involved when we give up old ideas for new ones but it is part of the innovation process.  At Embry-Riddle this meant switching to a centralized schedule and introducing new technologies such as EagleVision.  As always, change can be uncomfortable and there has, and still is, a process of adaptation.  This is why new ideas sometimes come under attack “because they disrupt situations we like or simply because they are new” (McKeown, Part. 1, Section 5).  

How did ERAU tackle this issue?  By building a bigger brain.  Faculty, staff and students alike where involved in the innovation process.  Feedback from each group was essential in problem-solving the inevitable move to a preference for online learning.  If students were going to be taking more online classes we needed to make sure that the online experience was amazing!  ERAU also recognized that “innovation works best as a collective activity” (McKewon, Part 2, secion 1).  In addition, our leadership team counts on industry leaders, donors and clients to gain knowledge, resources, Intel and insight on ways to meet the demands of this changing academic environment.

Canfield talks about Continuous Improvement (CI) initiatives as a way to look for and eliminate waste from the organization (Canfield, 2011).  He explains that 10-30% of revenue is wasted if we don’t deliberatively improve and innovate.  ERAU in my opinion was facing this same situation with processes that were no longer providing the kind of revenue it used to (in classroom instruction).  Canfield (2011) recommends a problem-solving process, or sequence of questions when trying to innovate.  The sequence is to Plan, Do, Check, Act.  These are steps that could be taking when trying to problem solve.  You can’t just jump in at the first of a new idea, but instead plan and prepare with your innovation team.  Severson outlines 10 best practices for workplace innovation and the first one he discusses is that you have to “focus on rigorous study and improvement of the Right Work Process within which a problem presents itself” (Severson, 2005).  Basically that you need to consider the work process involved in solving the problem and not just the problem itself.  Then, experiment with ways of improvement.  Through the experiment process we should be checking and comparing results to make sure we are meeting our target.  And lastly, we implement the final innovation plan, or if necessary create or revise a new plan.  ERAU seems to have followed a similar sequence when innovating the academic environment.  Beginning with a planning and preparation process which involved the formation of committees that would help brainstorm and lend ideas to how to improve our modalities as well as transition into a more untraditional e-learning environment.  Before any new programs and processes were launched there was also a period of experimentation and training for those individuals or departments who would be affected by these new changes.  Feedback was constant as well as continuous comparing and matching results to try and reach the target improvement.  Lastly, the final step was implementing the new programs or processes for innovation.  A great example of this is when we implemented a program called Campus Solutions which replaced our antiquated system of student records.  There was an experimental process and initiative, lots of training, kinks that had to be worked out, more training, more kinks and finally the implementation.  Most importantly, the collective brain that was heading this project, made of many people from many departments inside and outside of the organization, all were contributing their skills, resources, expertise, and personal experiences.  Such an array of diversity of perspectives and ideas ensured that every situation, problem and angle was looked at and solved.  In regards to the collective brain, Canfield also talks about forming Leadership and Guidance teams (Canfield, 2011).  As I mentioned earlier, ERAU has used this strategy when implementing new changes.  I remember coworkers of mine from different departments being invited to participate in brainstorming sessions and committees when new innovation initiatives have been introduced.  He explains that Leadership and Guidance teams are able to reduce their target process expenses by 10-30%. 

Some examples of innovation plans gone wrong with my organization are for instance when we created a Math lab tutoring session.  The idea was great but it was not executed well.  First of all, it was not advertised to the students correctly so no one really knew about it.  Also, it was not consistent, so sometimes students would log on to the tutoring session and there would be no one in the session.  There were also some technical issues that were not worked out.  Another example of poor planning is the current process for students ordering their caps and gowns.  In the past the campuses would order the caps and gowns for the students.  This year, in an effort to innovate the process, they have actually made it worse.  Students are now responsible for ordering their own caps and gowns but they are still required to request that they be sent to the respective campuses.  This has become very confusing for both staff and students and in the end, campuses have had to step in and rectify the mistakes and make the orders.  

The important take home from all of this is that innovation is necessary for an organization to prosper and grow.  As leaders we are responsible for making sure that the right strategies, people and approaches are in place before implementing any innovation plan.
References

Blair, B. S. (2014). Babson study: Over 7.1 million higher ed students learning online. Retrieved from http://www.babson.edu/news-events/babson-news/pages/140115-babson-survey-study-of-online-learning.aspx

Canfield, J. (2011). Imagine: Ideation skills for improvement and innovation today. Black Press:  Holland.

McKeown, M. (2014). The innovation book [Kindle Version].  Retreived from Amazon.com

Severson, D. (2005). 10 best practices for workplace innovation. PPI, 47(4), 40. Retrieved from http://search.proquest.com.ezproxy.libproxy.db.erau.edu/docview/208051935?accountid=27203

A641.9.3RB_PALUGODCAROLYN

Dear Carolyn,

Your personal vision is to start up a nonprofit organization that exists to help both animals and people alike.  Through your nonprofit you will have the adequate support and resources to rescue abandoned and abused animals and give them either a temporary home or a permanent home.  You will also use the resources of your organization to help people in the form of therapy by using the animals to help heal people of different emotional diseases such as autism, depression, personal grief, addiction and many other mental and emotional illnesses.  

You have three learning goals that you need to achieve in order to reach your personal vision.  The first learning goal is to complete your Leadership degree.  This degree will give you the tools to lead the kind of people you need to make your nonprofit a success.  It will also help you to make the necessary contacts and relationships with top leaders in the nonprofit sector who have similar missions as the one you are striving for.  My milestones for this goal is to take one class per term.  Therefore in this situation I actually have five milestones since that is how many classes I have left.  

The next learning goal is to become educated in fundraising and grant-writing.  After my Master’s I would like to enroll in a few online grant writing courses.  Embry-Riddle actually offers a certificate through their professional education department called Introduction to Grant Research and Writing Certificate.  My milestones for the second goal is first to finish the Masters.  The second milestone would be to take the certificate course.  The third milestone would be to gain experience through grant-writing by maybe volunteering to write some grants for other organizations.  

A third goal is to begin networking and creating my support system or what Annie McKee, Boyatzis and Johnston (2008) term as my board of directors.  I also am in the process of networking with different animal protection agencies in the area.  I would like to volunteer at our local animal shelter which is a nonprofit, and this way gain some experience and insight on how they run their organization.  Also, through this experience I have a greater chance of meeting and connecting with individuals and organizations or entities that can help support me.  My milestones for this goal are first to volunteer for the local shelter in the summer.  My second milestone would be to become an active member of a few animal rights organizations and possibly offer assistance.  My third milestone would be to create a local support group who share my same idealisms.  We could get together for brain storming sessions and ways to help the animals in our communities.  We could also work closely with our local shelters and maybe set up volunteer work forces for certain events.

The key people who will support me in my personal vision would be my family and colleagues from my office as well as a few friends.  These people all share the same passion for animals as I do and in fact many have participated with me in personal animal rescues in the past.  I feel that my “board of directors” or support team are the ideal kind of like-minded people that I need to move forward with this dream.  Mostly because they all know me very well and we have very resonant relationships.  

References

McKee, A., Boyatzis, R., & Johnston, F. (2008). Becoming a resonant leader. Boston, MA: Harvard Business Press.

A641.7.3.RB_PALUGODCAROLYN

After completing the exercises, compose a reflection blog on what you learned about your lifeline, social identities, strengths, and roles.

Creating a lifeline was a very interesting experience.  Seeing my entire life lined up in one line really put everything into perspective.  It also made me realize how circular everything really was, like a set of patterns that keep repeating themselves.  There have been 2 important deaths in my life, that of my best friend and of my father.  Both died of the same rare disease which makes these 2 events that much more significant to me.  I also noticed that after every great depression I experienced, I also spiraled out through a transition period that was very positive.  The famous saying “you have to hit rock bottom and then you can only go up” is really true.  I have not been able to really make real important changes in my life until I’ve sunk to the deepest ends of myself.  I noticed also while looking at the life line I created that my lowest points in life also coincided with the ending of a relationship.  I have had a very rocky and unsuccessful love life due to the fact that I attract or invite the wrong kinds of people into my life.  I used to attribute this to my horrible ability of reading people, but now I’ve realized, and seen the pattern, that my overwhelming compassion actually attracts me to people who are damaged.  Unfortunately, I still have not learned that damaged people have to fix themselves.  This pattern of trying to fix people is self-evident on my timeline as well.  The timeline shows my personal high points after my transitional phases.  But, I also see in my timeline that failed relationships bring me crashing down from these high points where I begin the whole process again. 

The exercise on social identities and roles ties me very closely to the military life.  My father was Navy so we traveled and moved extensively.  I am accustomed to living in different countries and experiencing different cultures.  I’m also used to making and losing friends on a regular basis.  I think what affects me the most about my social identity is that I have learned to adapt easily to any environment. I have no trouble making friends, changing jobs, changing partners in relationships.  I have a true lack of stability in my life.  Even today, I am 43 and living with my mother because of a recent separation with my husband.  It seems this pattern has repeated itself throughout my life.  This instability has also made me feel victimized by the world giving me a sense that I have no control over my life and the things that happen to me.  Because of all these changes I have always felt like I don’t fit in anywhere.  I am completely covered in tattoos and it seems that I consciously mold myself into someone that is completely different from others.  I avoid the norm, dress differently than everyone else and hate conforming.  Yet I have a very deep desire to be accepted and loved.  I am a living contradiction where I shun people out but at the same time try to reel them into my life.

When drawing out my social web, I became acutely aware that it is very small.  I do not have a relationship with my extended family therefore the only family members who I have any relationship with at all are my mother, my brother and his wife, and my nephew.  Until recently, I had a relationship with my husband who was the center of my existence.  I do not really have any friends here, only coworkers and acquaintances.  I make friends easily, but I don’t open up personally to people, and tend to keep my personal feelings private.  Therefore, you could say my friendships are very superficial with the people here because I have not lived in Spain very long.  My most harmonious relationship unfortunately is with my friends who are in the States.  The relationship with my family has been dissonant because I’ve always been the black sheep of the family.  Yet, as I currently am going through a separation with my husband, I have discovered an unconditional love and support from my mother that I was not aware of or had forgotten.  The relationship that was most draining was with my husband.  He is a very needy person who does not like an independent woman.  His cultural background, being a Spaniard, is very “machista” and therefore he feels I have a responsibility to be more attentive to him.

These exercises have been helpful to me because I’ve been able to see some repetitive negative patterns.  Seeing this visually helps me to be more mindful of these traps so I can avoid them.