I felt that this training was focused more on corporate leadership, rather than setting goals for yourself as an 'underling'. However, the tips and tricks within it are very helpful for increasing productivity day to day. The SMART worksheets have already given me ideas on how to prioritize tasks at the beginning of the day. I will be able to bring my goals to my supervisor, have them visible on paper and discuss the value of the specific goals I set for myself. Learning how to better to focus, prioritize and evaluate these goals will help me in all areas of my life. Are there any other team members (rather than team leaders) participating in this training? Did you feel that this training gave you a good starting point on being able to accurately voice your goals and participate in your teams goals effectively?

When in a management position you must be the leader. Do things correctly and your work and that of others will be good.

What are everyone's thoughts on how you properly discuss your future career aspirations with your supervisor/manager? I've found more than once in past positions that although your boss will tell you that your career advancement is very important to them, it actually comes across in their non-verbal cues and reactions that they see these type discussions as examples of disloyalty or that you're basically telling them that you want to lose them as a supervisor. Any tips or suggestions that have worked for anyone?

After going through the information in this course I am curious how is it I can put some of these processes into practice with a department of approximately 10 people. Particularly with concern to a possible future crisis being fueled by an unhappy staff member.

Cultural values could cause stress in the workplace if they are in conflict with other employees. How can we reduce stress and tension within a muliculturally diverse organizational structure?

This course gave me a lot of ideas like what to do when you are stressed. I have also learned how to relax and how to break out the negetive stress.

What are some constructive ways to ask your direct supervisor your strenghts/areas of improvement without he or she thinking you are looking for another job?

The hardest thing for me regarding stress management is keeping my personal stress at home. I know bringing it to work with me probably lowers my productivity, which is unfortunate for my workplace because my stress has very little to do with work. I am continuing to work on leaving my worries at home in the morning, and staying work focused at work!

Understand that your boss is busy but you need to be keep them informed of difficulty projects or tasks.

Know when to listen to your boss. Every question does not require an answer.

In the corporate world there may be many different levels of supervisors for a department/project. In a perfect world, we should primarily have to answer to our immediate supervisor. To who's style of management do we adjust? To whom are we most answerable?

Understanding one's boss can be a difficult endeavor. If an organization employed the Myers Briggs Personalty Type Indicator, one could better maneuver through the complexity of human understanding.

It is important to set the example for students. It's best to be on time and not involve yourself in irrelevant conversation to the topic.

I remmber having a manger who took the entire day worrying about how well decorate the office was as appose to the bigger things that needed attention. what she use to do is delegate all the work and she span time cleaning rearranging when we had hous keeping who came in to clean and rearrange. I feel they are many managers who focus to much on little things instead of whats really important.

Yes prioritizing is eveyrthing and its key strategy to time management. I remmber when I first strated my job i didnt knoe How was able to manage the largest program and keep track of all students and my direct reports. All it took was prioritizing and some delegation.

It is critical that leaders fully understand that they set the pace. Staff will take their lead and follow. If it is not a hot button for the leader, it won’t be important for staff. This said, it is also critical that leaders are credible, otherwise you will end up with a frustrated and unmotivated workforce.

I always find that after a rough day, picking up a good self development book helps me to erase all the stressers in my day.

Worrying is like a rocking chair, you can go back & forth but it will get you no where. Live life to the fullest, try to change on what you can, and try not to dwell on what you can't change. Always try to turn a negative into a positive!

What would be some ways in which the suggestions in thie class would need to be adjusted for a very small company? I realize that generally speaking the information applies accross the board. I would think that a smaller company would have fewer options and/or less flexibility in preparing for cirses (i.e. fewer products, less capital to explore other product possibilities) I am only at the beginning of my thinkingg around this so was curious to mine the experience of others in the course. Also, I imagine that resources - people and money - are going to afect one's ability to deal with crises. I would love to hear how those on the smaller/tighter end of the business spectrum have adpated.

what's your take on the efficacy of mindfulness meditation?