Initial Project Reflection

• What is strategic human resource management? How is it relevant to your personal goals?

Strategic Human Resources is a player at the Business Table. Aiding the company make critical decisions as it pertains to people management. Because, of course, the people are the most important part of the company. A happy employee is a productive employee. Strategic HR answers the questions as to the skills needed to perform the job, where can we get those skills, how do we attract them, and how do we keep them interested. How does all of this impact the business? when I think of Strategic HR, I think of the major initiatives set to make the workplace the "Best Place to Work," I also think of something that is relatively simple, that has morphed into something that is very complicated.
Strategic HR is relevent to my personal goals because I see myself eventually making those types of decisions, but I also see it inline with the BFF. I need to be able to address needs, recruit, and develope a culture around the students. How am I going to do this? By the end of the project, hopefully, I will be one step closer.



• How will you use this experience to practice empathy by showing a willingness to understand the emotions, viewpoints, and values of others, along with the realization that not everyone shares the same values, priorities, or points of view?

In taking the Project Manager Role during this project, I think that I have to step out of my narrow -mindset and take into consideration, the thoughts of others. Although I come to meetings prepared with a set agenda with line items and attachments, I make it a point to sent all materials out to the team for preliminary review before the call. I solicit and incorporate feedback. I also try to lead by example and take the lead on kick starting team delieverables.

• In the Western Union project, you learned about the “mobile wallet,” and how technology aids the transfer of monies globally. How will you further that knowledge related to how big businesses tap into the global financial exchanges to fund their business, expand their operations, and strengthen their financial model? How can access to global capital markets become a competitive advantage?

In this case, the benchmark of industry leaders is a key driving force behind the learnings of the financial exchanges.

• What is the role of private equity?

• How big of a competitive advantage is a firm’s human capital? HUGE! People are what drives the company. People are the walking ads for the company; its brand. People can drive productivity up or down.

• How will you use this global experience to strengthen your decision-making? I believe that I will have to look at things from all sides and providing options before making a decidion

10 Steps for Rising Leaders - Corporate Executive Board Learning and Development Roundtable

Instructions: Use this guide to plan development actions as you prepare for promotion into your next role.
1. Maintain a Productive Relationship with Your Manager—As much as possible, strive to be on good terms with your manager. Respect their decisions and help them improve their own functional/technical knowledge.

2. Demonstrate Your Openness to Development—Show that you are receptive to your manager’s coaching and feedback by:
• Being open to new ideas and suggestion
• Admitting your need for improvement
• Actively seeking out their feedback

3. Actively Follow Through on Development Opportunities—Demonstrate that you will act on the input, coaching, and development opportunities you receive from your manager. Your positive follow through is key to encouraging your manager to continue to invest in your development.

4. Request Assignments That Build Your Long- Term Capabilities—Discuss with your manager the experiences you need to progress in your career, and solicit your manager’s help in getting exposure to those experiences.

5. Look for Development Opportunities in Your Current Role—Regularly assess the extent to which your current role is helping you learn new things and demonstrate new capabilities. If possible, look for projects or take on additional assignments in areas that are important for both your current performance and long-term development.

6. Build Your Understanding of the Organization and Its Key Players—Your manager can help you better understand the broader organization and its key leaders. Ask your manager for guidance before reaching out to leaders in other areas of the organization.
7. Develop Relationships with Other Leaders—Ask your manager to introduce you to other leaders in the organization who can help you with particular projects or serve as a mentor. Ensure that your development plan includes steps you will take to build quality relationships with other leaders.

8. Reflect on What You Have Learned from Key Experiences—Before you begin a new project or assignment, discuss with your manager the key capabilities you should expect to develop from the experience. During and after the assignment, schedule time with your manager to discuss key insights you gleaned from the assignment.
9. Promote Your Own Accomplishments—Keep your manager apprised of your biggest achievements so they can help others in the organization see your potential for leadership positions.

10. Regularly Solicit Coaching and Feedback—Understand where your manager is most interested in coaching or teaching you and schedule time for his or her input. Regularly ask for feedback and demonstrate your responsiveness to it.

www.Commonweal.org - BFF

A potential competitor? Or Alli? This is another group who believes in The Berrette Family Foundation, Inc and what we set out to do. They are in support of our mission and vision "because there is a need."

Based on their expertise, we can either use them as a resource or make plans to become a branch of their organization.

Creative Solutions - BFF

Currently discussing with http://www.sketchworkspro.com/ to figure out how to best use Social Media to close the Achievement GAP.

Team Communication

Working on teams are inevitable in the real-world. Naturally given the time and resources, I would much rather work alone. Working on a team, and having someone deemed lead/co-lead, proves to be a challenge. Working on a team with generational differences, proves additional challenge. There are some personality types that want to control everything. There are those who want others to think for them. Ok, now, imagine all of these challeges in the same person.

How do you work on a team with someone who is old enough to be your parent, wants you to do everything for them, walk through everything with them, but wants to tell you how to do everything, and expects you to think for them? When you find out, please let me know!

How do you balance all of that?

Feedback goes a long way....

"I was very impressed with our meeting; even more so with your level of enthusiasm and commitment. It’s not every day that an educator is privileged to have an exciting and very feasible project explained in such detail and with such an impressive level of expertise. Most important is your determination that this is not going to be just a class project, but will actually be implemented. You were so well-prepared and presented your case to me in a most cogent manner.
I was also impressed with your openness to my suggestions: perhaps focusing on Haitian children in the Washington area as well as assisting with the re-establishment of schools in Haiti.
Good luck—and please keep me posted."


Frank Masci
Associate Professor and Chair
Department of Teacher Preparation
School of Education
Johns Hopkins University

....because each/every child deserves a chance (Marketing 101)

Each..... Every....... All? What's in a word? Each word we decide to use is loaded with meaning.  Each, Every, All....

http://www.englishclub.com/grammar/adjectives-determiners-each-every.htm:

Each expresses the idea of 'one by one'. It emphasizes individuality.

Every is half-way between each and all. It sees things or people as singular, but in a group or in general.

Consider the following:

• Every artist is sensitive.
• Each artist sees things differently.
• Every soldier saluted as the President arrived.
• The President gave each soldier a medal.

Each can be used in front of the verb:

• The soldiers each received a medal.

Each can be followed by 'of':

• The President spoke to each of the soldiers.
• He gave a medal to each of them.

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Every cannot be used for 2 things. For 2 things, each can be used:

• He was carrying a suitcase in each hand.

Every is used to say how often something happens:

• There is a plane to Bangkok every day.
• The bus leaves every hour.

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Trust your instinct

We are sitting here in Merger's and Acquisitions Class (side note: last night about 6 of us came together to do our learning module) going over the assignment. I appreciate the opportunity to learn but in some aspects I was probably better off working on my own. Instead, I need to look at it in a positive light. I need to be stronger in my stance. Believe in myself and what I know and what I think I know. Don't get me wrong,  I benefited from working on a team but in some areas I was a victim of group think.

Imitation is the best form of Flattery?

Now that I think about it, I chuckle. We had quasi impromptu presentations earlier this week. In all of my excitement, I showed a classmate my title slide. "I don't like it, take it down," he said. Then he went on about if it were to be used, it would have been more appropriate for his team, but "he didn't like it" anyways... right? At that time he hadn't even created his presentation. So think about how I felt when he talked about how much the faculty loved his slides, then showed me..... he stole my idea! So as I thought about it more.... I probably looked like a fool when I presented and I was excited about my graphics. I was shocked and disappointed. Especially when this person was one of the people I felt closest to in this crazy cohort. My lessons learned, that probably isn't all that constructive???? If I have a great idea.... keep it to myself.