[Ous-lp-rp13] EDAD 6010, Response to Question #3

[Ian Snyder]

Molly, while reading through most of the posts from this question I
realized that we all seem to have patience as a barrier that we foresee in
our future. Patience is something that I have always lacked and have spent
much time working on so that I can become a better team member. Working
with others is often very tedious especially when you do not see eye-to-eye
with somebody when you are confident in your viewpoint. Understanding the
needs of others in a time of change is difficult because it is nearly
impossible to find a solution that pleases the group as a whole and toes
will get stepped on and people will get upset. As an administrator we can
only do what we perceive as best for the group.

Molly,

It is important to address barriers I may face in my task, relations, and
change-oriented behaviors so I can become an effective administrator. In
order to do so, it's imperative to consider my personality traits and how
they affect my behavioral choices, because the combination of our
personality in a given situation and our behavioral choice will lead to our
level of effectiveness.

The greatest barrier I foresee in regards to task-oriented behaviors is
having patience to see a task to completion when others do not quickly
understand or stick to the task at hand. I have a strong sense of
achievement motivation and enjoy finishing a task quickly, efficiently, and
then moving onto the next goal. I'm very practical and will want to stick
to the task, without deviation or distraction. Any significant digression
or hindrance may lead me to give up on the task and move on to something
else. This would not be beneficial for my subordinates, who may
consequently lose faith in my ability to accomplish tasks at all.

In regards to relations-oriented behaviors, it is foreseeable that I may
not encourage and increase collaboration often enough. Working with others
is something that I often find tedious. I sometimes avoid social
situations, mostly due to my introversion, but quite honestly due to all of
my personality traits. I prefer to work alone, systematically, under my own
organization and control, so I can see a task to completion on my own
devices. I do enjoy a small number of close, working relationships with
people that I can trust and would be very likely to collaborate with them,
sharing ideas and vision. However, I will have to be intentional about
seeking others, especially those unlike me, in order to develop trusting
relationships.

Change-oriented behaviors are highly situational and very dependent upon
external factors. As an early administrator, evaluating and assessing those
external factors may prove to be difficult as I learn to manage and lead as
close to the center of the perceptual lense diagram as possible. It may
also be difficult for me to consider the needs of others in times of
change. I'll need to be purposeful to interpret the politics and culture of
the situation successfully in order consider the external factors as part
of my decision making process. Intersecting with relations-oriented
behaviors, it may also be difficult for me to gain support of change if I
do not effectively build collaborative relationships.

The most successful leaders understand themselves and assess situations
effectively in order to choose task, relation, or change oriented behaviors
at the most appropriate and desirable times, often balancing multiple
simultaneously. With an awareness of my personal barriers, I hope to be
able to move toward greater effectiveness.
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