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Sara Luise - Personal Development Plan
Transcript of Sara Luise - Personal Development Plan
John Buchan Who is Sara Luise? Communication and Marketing Assistant
at Solvay Brussels School 1984 2012 1990 -1996 Primary School:
Institut du Sacré-Coeur
Binche 1996-2002 Secondary School:
Collège Notre-Dame de
Binche 2002-2006 Translation Degree
Université de Mons-Hainaut 2006-2007 DESS in Multilingual Negotiation
UMH, Mons 2007-2008 Immertion Teacher
Ecole Fondamentale de Besonrieux 2009-2010 Executive Master in Communication and European Affairs - Ihecs
Internship at Medecins du Monde Belgium 2010-2012 Communication & Marketing assistant
Solvay Brussels School 1 older sister
1 younger brother Passion for travels
and foreign cultures Italian origins Coming from Binche in
the Hainaut Province Speak French, Italian, English,
Spanish and basic Deutsch Married with Xavier Richoux
No children...yet! Fulfillment
Good balance between personal
and professional life
Pleasant working environment
Flexible time management
Team working Professional expectations Current job position -Helpful
-Curiosity, love learning -In search of challenges
-Able to self-assess Strengths -Lack of self confidence
-Lack of patience
-Get easily worked up
-Messy -Lack of experience
-Difficult first step in relation (initial shyness)
-Demanding with others
-Bad reactions to errors Weaknesses Leadership SWOT -Regular new projects in the company (ex:MANAMA)
-Strong relation with direct manager
-Being in contact with highly qualified people
-Large access to communication, online tools,…
-Being in charge of event organization & coordination
-Receive coaching and trainings to develop new skills, knowledge and abilities
-Building a teamwork culture with other colleagues Opportunities -Limited career advancement in current job
-Operational job (not strategic management)
-No job openings
-Low growth for the marketing & communication sector
-Desire to build a family can be a real threat for career
-Time-pressure and heavy workload do not allow me stand back and have a global view of the situation
-Loss of team support Threats My leadership style Participative leaders accept input from one or more group members when making decisions and solving problems, but the leader retains the final say when choices are made. Group members tend to be encouraged and motivated by this style of leadership. This style of leadership often leads to more effective and accurate decisions, since no leader can be an expert in all areas. Input from group members with specialized knowledge and expertise creates a more complete basis for decision-making. Participative Leadership This type of leaders are likely able to envision a clear direction for their company and communicate their plans in a way that excites others. This is an essential skill, because employees will be much more willing to achieve a goal if they are passionate about it. The manner in which a leader communicates his vision is essential. For instance, if you present your ideas to others in a confident manner, they will likely go over more easily. People who excel in this area are innovative visionaries who are confident in their ability to persuade and convince others. They consider it essential to make those they lead aware of, as well as part of, their vision. Communicating vision I seek challenge in a profession. I want to explore and have a specialist role. I want to be an expert in my field.
Where are my ambitions met:
in a job as a specialist or professional supervisor Technical/functional competence I do not want to choose between family, job and self development. I want it all. Flexibility is necessary to create balance. Where my ambitions are met?
My place of work must share my attitude to working from home, flewible hours, leaves of absences; etc. Lifestyle Public Image Assessment "As we look ahead into the next century,
leaders will be those who empower others."
Bill Gates My own analysis I've learned from past experience that for me, relationships are only qualitative and beneficial when my integration and legitimacy within the group is effective. I found it difficult to assert myself or suggest ideas in a team in which I do not feel completely integrated. I also tend to react emotionally to various events that may occur in my professional life, they are vectors of positive or negative feelings. This can have the effect of destabilizing the interlocutors but also make me lose credibility by showing little self-control. It takes me a lot of efforts to trust and delegate to others. As a perfectionist, I tend to control everything and have the upper hand at every step. This can cause demotivation among the team and may also result in a lower quality of work. The analysis of my "Public Image" shows that I sometimes wish to appear more confident, happy and indifferent that I actually am. This can cause stress, tensions and frustrations not only to me but also to others. This sometimes leads me to ignore others (opinion) to focus on myself. They sometimes fail to understand why I’m getting nervous or anxious simply because I’m trying to convey an image that does not fit the reality. This gives interlocutors a biased perception of my personality and character. General management is probably not the right way for me given the strong inclination to expertise in a specific domain in order to become a reference. Today the lack of professional experience is one of my greatest obstacles to career advancement because it results in a lack of self-confidence and master in some important areas. Finally, I absolutely need to find the right balance between my personal and professional lives because my fulfillment depends above all on an achievement in these two spheres. But This will certainly involve choices and waivers in the future. The different tests, interviews and past experiences have shown participative leadership style involving a strong communication with group members. Both top-down and bottom-up approaches are equally significant to me. Indeed, a leader should be able to lead, motivate, and inspire the group by giving guidelines, feedback and support. While team members should be invited to participate in every step of the management process. The decision on a course of action is taken by the whole team. "If your actions inspire others to dream more, learn more, do more and become more, you are a leader."
John Quincy Adams Thank you for your attention!
I only have two and a half years of experience in the communication and marketing fields, and I'm only working for two years at Solvay Brussels School. Even though I have learned a lot and evolved over the past few years, I feel a real need for improvement to be comfortable with the various methods and techniques used in this field. To this end, I would like to broaden my field of expertise, work in diverse sectors and be assigned new responsibilities. This will also allow me to strengthen my confidence and my professional knowledge.
It is also crucial now to dedicate time to develop a broad and reliable network that can help me to achieve my goals and to make me blossom. Getting more experience Being emotional on the workplace can have a strong negative impact on my career. This is why I need to learn to manage these emotions. There are various techniques that can be helpful in this approach. It is important to learn to recognize what kinds of situation cause which emotions. Being able to recognize these emotions, I will be able to better control them including through exploring alternative ways to react when these situations arise.
Improving emotion management also requires a positive approach to events. Recognizing that problems and setbacks happen and that failure is permitted can let me take a step back and reduce the pressure I feel. Stress Management techniques (rest, relaxation, physical exercise) are great ways of getting rid of negative thoughts and feelings. Emotion and stress control When meeting people or joining a group for the first time, I tend to be shy and distant. The coldness of my behavior gives an erroneous vision of my true personality. This can cause damages in the long term because the first impression is crucial. This reaction is due to lack of self-confidence and fear of being judged or rejected by others Body language also speaks louder than words. Here again relaxation techniques can help me to use body language and behaviour to share appropriate confidence and self-assurance (stand tall, smile, make eye contact,…)
By being aware of my nervous habits, I can try to keep them in check. And controlling them will give me confidence and help the other person to feel at ease. Being prepared when meeting people for the first time (who are they? What questions can I ask them) may be helpful to start the conversation and keep it following. Finally, being focused on the person I address and not on myself can reduce tension and stress, simply by listening and being attentive to the words and behavior of the interlocutor rather than on how I look like and how I’m being judged. Improving the first approach To enjoy professional successes, one should take advantage of each opportunity arising. I sometimes tend to stand back because I feel unequal to the challenge or I simply miss the chance because I move too late. I now need a real strategy to move forward by taking advantage of each opportunity that suits my abilities.
This can be achieved by paying attention and moving quickly on things. Reflection is of course important but too long hesitation can make me lose an opportunity for ever. The first step is to use my natural curiosity to observe and interact with my environment to notice things that are happening. It is crucial to take some step back and have a global view of the situation. Then, act quickly and make things happen. Looking for ideas and trends, imagining how I can improve things that surround me, discovering how this can benefit others and how I can get their support are useful techniques to create opportunities. To this end, it is also important to develop the capabilities needed to be ready when the opportunity arises. Making opportunities happen Motivation is an integral part of leadership capabilities. Having a positive approach is important but not sufficient. This relates partly to creating and selling a vision; setting goals together, make them accepted by the entire team and agreeing on how to achieve them.
Motivation is also about recognizing the skills and competencies of each collaborators, trusting them, being grateful for the work they’ve done and meet their expectations. Rewarding not with money but in accordance with their own scale of values, needs and desires. And to know how to motivate and reward your team effectively you have to communicate, to spend time with them and make them feel they are indispensable. Motivating people This area of growth is probably the most important but also the most complex of all. It is, in a sense, the result and trigger of the other development factors. It is divided into two axes:
the self-confidence and
the trust I give to others.
On the first axis, we have seen throughout the exercise how a lack of confidence can affect both professional and personal lives. It is time for me to assert myself, to build self-assurance on what I've done and learned so far. This process involves the recognition of my own insecurities, to communicate and share them with people I trust. Recognizing my successes but also accepting my failures is a crucial process. I need to give myself the right to fail and be more indulgent. Most often we are more critical of ourselves than others. As already stated, being positive, focused on others rather than on myself and avoiding perfectionism are some elements that can help me to succeed in building confidence.
The second axis derives directly from the first. I have to learn to trust people around me. They can do a quality job without my control, with my support if needed, and this does not affect my own abilities. I must learn to delegate, which will free up some of my time and give me the opportunities to concentrate on other tasks (including my areas of growth). To this end, I must learn to focus on positive things done by collaborators, communicate with them on the positive and the negative aspects of their work and finally, accept they can fail and consider how this errors could be resolved and transformed into learnings.
This is a lifelong challenge but it is the cornerstone of my professional fulfillment but also that of those around me. Building confidence Accelerated Management Programme
Leadership and Self-Assesment Module
December 2012 Living in Overijse