Organizational Assessment
BIS 343, BIS 357, OGL 360: Organizational assessment brings structure and vision to the need of the company. Every morning at work I complete an area assessment to check for consistencies. This allows us to see any repeatable habits. When we find the flaw, we are then able to fix it. Another type of assessment I haven't personally used yet but have learned about through my courses here at ASU include employee assessments. The value of assessments involves less chance for failure, risk or turnover.
In the following articles, I will demonstrate my knowledge about the importance of assessments. These assessments include teams, leaders and organizations. Most recently, I have been involved in peer coaching. This has improved my communication skills and encouraged my overall confidence.
Article 1: IMB's performance and opportunity gaps were measured by using LESAT and SHINGO assessments. These are two main methods of evaluating guidelines. The information regarding behavioral assessments from the Shingo guidelines reminded me of Brene Browns book, Dare to Lead. Her book is somewhat of an assessment on how people view themselves- encouraging them to stop being perfect which is hindering our growth. LESAT measures performance and opportunities by adapting to changes using strategic, planning and execution cycles.
Shingo measures cultural aspects of a company’s individual behavior.
In the following articles, I will demonstrate my knowledge about the importance of assessments. These assessments include teams, leaders and organizations. Most recently, I have been involved in peer coaching. This has improved my communication skills and encouraged my overall confidence.
Article 1: IMB's performance and opportunity gaps were measured by using LESAT and SHINGO assessments. These are two main methods of evaluating guidelines. The information regarding behavioral assessments from the Shingo guidelines reminded me of Brene Browns book, Dare to Lead. Her book is somewhat of an assessment on how people view themselves- encouraging them to stop being perfect which is hindering our growth. LESAT measures performance and opportunities by adapting to changes using strategic, planning and execution cycles.
Shingo measures cultural aspects of a company’s individual behavior.
Article 2: In the Social Processes Class, I was paired with a group of 4 to form a virtual team. We were Team 11. My peers were skilled in professional careers, therefor I felt I learned a healthy amount during our 1 hour ZOOM meetings each week.
The group I was paired with gave me additional insight into team building. I learned to be a strong, reliable individual as it effects the group if I’m not. I changed because of this course due to my teammates. I am still friends with them and have kept in contact. We all support each other and have built a connection of friendship and professionalism. Attached is the ending performance assessment of strengths and weaknesses.
The group I was paired with gave me additional insight into team building. I learned to be a strong, reliable individual as it effects the group if I’m not. I changed because of this course due to my teammates. I am still friends with them and have kept in contact. We all support each other and have built a connection of friendship and professionalism. Attached is the ending performance assessment of strengths and weaknesses.
Article 3: The Kolb Learning Style is the most recent self-assessment I have taken. I discovered the consistencies in which I am failing to be the best leader I can be. These assessments have truly allowed me to break down my walls and face the challenges. At the same time, I am able to embrace my strengths and continue to excel in certain areas.
Article 4: Since OGL 360 is a hands on course, I am going to take a piece of my feedback work to examine. I was to give feedback to a peer coach. This was difficult for me because I didn't know this peer personally. We were paired randomly as coaches for each other. Something that helped was when we took individual self-assessments and sent them to eachother before meetings. It allowed us to understand who we were speaking with, and how to align their goals with our coaching methods.