Discussion:
1: I feel that this course has done a pretty good job of setting us up for success in graduate school. I really liked the section about different note taking methods and reading methods. The reason that I bring these up is because I feel that my biggest issue with self-management is going to be time management. I feel these items will be a large help in being more productive. I think that I will be able to get more accomplished using these tools in less time than I previously have been able too. Time is a very critical element for me right now. Saving some would be huge.
For self-management, I do like to go running. I was never a big fan of running until I learned to use it to relieve stress. A good run with some good music can do wonders for me in trying to clear my head and calm down. It took a little bit to get to the point where it helped. At first, I just hated running. But later on, I was able to use to take my mind to a different place.
I also have a great wife that knows when to talk to me and when to leave me alone. That helps me out a lot of the time also.
2: Resistance to change seems to stop innovation and progress in it's tracks. At best, he could've reviewed it and given you better feedback on why it wasn't a good choice or how to improve the idea. It seems like something that a team could benefit from. Personally, I follow guidelines for performance that are released yearly via a worksheet/announcement. It's probably not the best competency program as you have to be highly motivated to understand and adapt to what they expect of you. With a performance analysis tool, you can see your progress, your goals, ensure they're attainable, record your progress, etc. To a manager that isn't onboard with the idea, it likely just seemed like more work to him. I like trying new things and I like receptive leadership that listens and justifies their objections so that I can learn and grow from it. Otherwise, it creates a toxic work environment where teams may feel like their ideas will be shot down and it stunts innovation and forward thinking.
3: I have worked with many people that have influenced change whether it was for better or worse in an organization. I would consider my previous Leading Chief Petty Officer in the Navy a great change agent at my last command. He identified, that most members in our department were getting par-subpar fitness scores on our annual fitness tests. At the time, regularly scheduled physical fitness training was optional in hopes that members in the department would exercise on their free time. Although his decision seemed unpopular, as a good leader he influenced change and made it mandatory that we have organized physical fitness training a minimum of three times per week, 75 minutes per session. Additionally, he had us perform "mock physical fitness tests" as a guide to see where everyone stood; so that everyone knew how far off they were to their goals. The end result was successful and showed that the department increased their scores by 91%.
I can't say that I have encountered a specific leader that was resistant to change, but on many occasions, when a new leader would come in, they usually receive a pass-down from the previous leader and keep things the way they are unless those specific leaders really see the need for change. There has been a few times when myself and others have presented a need for change and those specific leaders are always open to new ideas, but usually require that you come up with a plan and if it works, those leaders will allow the change to be implemented.
On one occasion, I proposed a change to our base-wide training schedule because it became a conflict with our particular department's work schedule. My proposal was that we conduct training before our facility opens, and whoever was interested in attending training that early, would wake up the extra hour earlier and come in for training. Due to other conflicts on the base, the proposal was declined. I believe that the decision was justified, due to the fact that I was unaware of the other department's schedules base-wide, and the new time change would have caused for an even bigger conflict. It didn't make me feel any worse about the decision. The fact that my leadership is open for discussions and change is already a benefit that we have in the military. One of the most important things about proposing change is to have a plan for that change and think things through before presenting them.