Sunday, December 20, 2015

A511.8.3.RB_TAYLORHEATHER

Upon review of the Harvard Business Review idea cast with Dr. Kanter and reading the Yukl (2013) text, I spent some time reflecting on my experiences as a woman in the corporate world.  The first thought that came to mind is how refreshing it is to know that this material is being reviewed by members of ERAU and being supported by the faculty at ERAU.  Another win for Dr. Hoffmann and the ERAU team!  Thought my experience at Embry is limited, from my short time here it is noticeable that very few women are in the student body as compared to men.  The same is true of the Daytona Beach campus.  To know that a video such as this is being watched by the men that will soon be taking leadership positions is encouraging.  As a woman, it inspires me to continue progressing toward a degree in leadership so that I may help in the journey to achieve equality in the workplace.
As for the comparison between Yukl and Kanter.  There were no glaring differences in their statements, however, Kanter was able to provide some very specific examples to compliment the words of Yukl.  There is a unified understanding that a glass ceiling has been in the workplace for many years and it has some underlying beliefs that women tend to be more interested in their family and less willing to take risk.  As a new mom, I understand how much a woman loves her child.  That being said, my husband loves her too.  We both work and we both deserve equal compensation for the work that we complete on a daily basis. We also deserve equal opportunity for qualified positions.  In my work experience, I have been provided multiple opportunities for advancement.  I feel this is a reflection of my work ethic, my professionalism, and my educational background.  When you find a woman that is driven and empowered to succeed no matter what obstacles she may face, that is a woman that is going to go far.  Great women in history have overcome amazing obstacles as leaders and our world is better for their leadership.  I may never go down in the history books for being a great leader, but I will try to help pave the way for my daughter to have a limitless future ahead.


References:
Kanter, M. (2010,April). Women, Ambition and (Still) the Pay Gap.  Harvard Business Review.  Retrieved from https://www.youtube.com/watch?v=EhquUOlBuOY&feature=youtu.be&t=5s

Yukl, G. (2013). Leadership in organizations (8th ed.). Upper Saddle River, NJ: Prentice Hall.

Friday, December 11, 2015

A511.7.3.RB_TAYLORHEATHER

It is no surprise that on a week where I literally was knocked to my knees that we are to write about self-awareness.  I have recently become aware that my body, my mind and my person are only able to do so much.  I was wonder-woman. I was super-mom. I was the one that had to be on top of everything.  And then I fell on the floor.
I am learning that the organization that I work for is one that can operate without me.  I am not as important as I thought.  That isn't a devaluing statement, but one of honesty.  I am finding that delegation is just as important, if not more important than doing tasks yourself in a leadership role.  What good does it do to be a leader does it all if you're body is not able to function at all?
While being a servant leader is a great ideal to hold, it is to be achieved through balance and boundaries. I need to develop my priorities and really understand what is most important.  Being on an operating table at 32 years of age and wondering if this is the last time I will ever see or talk to my husband and baby girl is an eye-opening experience.  There is much more to life than work and being a leader is a lifestyle, not a position.  I need to lead my daughter to understand balance.  She needs to understand health and the importance of rest.  She needs to realize that worth is not measured in evaluations or performance.  I thank God for an opportunity to really learn from this and continue to be here each day.  It is something that should not be taken for granted.


Sunday, November 29, 2015

A511.6.3.RB_TAYLORHEATHER

As a new mom, I am learning the importance of creating boundaries and enforcing rules.  I am to be a leader and find new ways to motivate my little one to want to comply.  How is that possible?  How can I conduct myself in a manner to which she will eagerly choose to do what is expected? What can I do to give her a cause, reason or meaning to her daily actions?
The role in my professional life is also expecting the same critical thought.  As a team leader, I must ask myself what expectations I am setting.  I must determine what I am doing to help inspire those around me to make positive change that reinforce the vision and mission.  This is no easy feat. 
The secret is not to do this alone.
In the case of my daughter, I have to find out from her what motivates her.  I need to determine of the things that motivate her, what can be utilized to help her understand boundaries and comply with rules.  As she ages and develops a greater understanding, I can then begin to provide more reasoning behind the rules and regulations.
As a team leader, I can look to those on my team to find out what motivates and inspires them.  Some may be inspired by ideals such as work ethic and achievement.  Others may be motivated and inspired by growth and ultimately the bottom dollar in their pocket.  Still others may be motivated by the legacy they are leaving behind.
Nevertheless, to be effective at providing the inspiration is found in the charismatic transformational leadership style. I have to help those on my team come together and see the gains we are making as a team. We need to form a significance in why we do what we do.  We need to join together and make our vision stronger. We need to continue to develop meaningful connections and improve on them daily.  
It may not be easy, but it will be well worth it- both personally and professionally.

Sunday, November 22, 2015

A511.5.3.RB_TAYLORHEATHER

 In the article, Remote Transformational Leadership (Kelloway et al, 2003),  the researchers set out to determine factors that contribute to follower satisfaction when transformational leadership styles were evident.  The hypothesis was that students would be able to distinguish between ledership styles and subsequent satisfaction levels would increase as transformational leadership styles were presented.  Research methodology utilized in the study included the controlled experimental method with the vignette approach employed to evaluate responses on self-reports and manipulation checks employed for validity.  The results did support the research goals in that respondents demonstrated a significantly greater amount of interpersonal justice and job satisfaction with transformational leaders as compared to laissez faire and management by exception leaders.  The research is valuable in that it demonstrates the type of leadership qualities that positively influence followers not only in face to face interactions but in the more rapidly growing sector of remote communications and organizational structure.
As a remote leader, I can definitely find merit in the finding and am thankful there are researchers out there that are willing to put forth the effort to build on the current body of knowledge and support those that are leading thousands of miles away from their followers.  It is definitely not an easy task to evaluate remote leadership, nor is it an easy task to be a remote leader.  The research findings help me establish greater confidence that not only can I continue to be effective as a leader, but I can also foster the transformational leadership style even if face-to-face interactions are only possible through Skype or other video messaging software platforms.

Resources:

Kelloway, E., Barling, J., Kelley, E., Comtois, J., & Gatien, B. (2003). Remote transformational leadership. Leadership & Organization Development Journal Leadership & Org Development J, 163-171.

Yukl, G. (2012). Leadership in organizations (8th ed.). Upper Saddle River, NJ: Prentice Hall.

Sunday, November 15, 2015

A511.4.3.RB_TaylorHeather

While this entire course has shed light on the immense nature of organizational leadership, this week's readings and course material really provided insight that I had not previously gained.  The interview with Kanter allowed an exchange between my direct supervisor and C-level executives that may result in a positive cultural shift in our business operations.  As the text cites, technical positions tend to have persons that are too "zoomed in" and unable to see the larger picture, though IT also lends to those that have a great sense of creativity and vision.  
This week, I was forced to look at my own ability to zoom out, not get caught in the details and look at the overall vision.  Too often I find myself trying to achieve and meet external goals set by others.  While I do set goals and will take risks that I foresee would benefit the company, I do not spend a considerable amount of time cultivating a vision that is newly developed.  Usually, I will take a new vision that has been set forth by the Chairman and if allocated the task, I will run with it.  However, I have not stepped out on my own to come up with novel ways to do business.  I would like to discuss the appropriateness of doing this with the Chairman and see if he would like to have a method for which I could continue to develop the skill of being a visionary.
In reading about managerial motivation, I was humbled to see that my motivations were not narcissistic in nature, but were based on a high level of emotional maturity and a need for affiliation, achievement and socialized power.  I tend to operate consistently in accordance with the expectancy theory of motivation.   The area for which I feel I am needing to redirect effort is the independent level for which I tend to operate.  As a project manager, I am required to make sure I can handle what comes my way.  That being said, I need to realize that I am part of a larger group and, when appropriate, request assistance or delegate tasks.  This will afford others the opportunity to really shine and gain new skills.
Due to the situation variables in which followers are currently operating with highly complex tasks that are taking a considerable amount of effort and causing a significant amount of stress, I am currently operating in line with the Path-Goal theory, which allows our team to continue to grow through task-oriented behavior with supportive leadership assisting each step of the way.  I am already seeing gains in the employees on my team and I am so thankful for the effort they are putting forth.  It is great to see how hard work really can pay dividends.

Harvard Business Review. (2011). Zooming: How Effective Leaders Adjust Their Focus.

YouTube. Retrieved from https://www.youtube.com/watch?v=saNj6B0Vasw&feature=youtu.be
Yukl, G. (2013). Leadership in organizations (8th ed.). Upper Saddle River, NJ: Prentice Hall

Sunday, November 8, 2015

A.511.3.3.RB_TAYLORHEATHER

In my current position at The Echo Group as a Project Management Team Lead, I find myself wanting to develop skills to be a better leader.  While the theories of power and influence discuss the acquisition and loss of power, the impact of leadership , the methods of establishing effective power/influence tactics and an ability to understand impact on others in the organization, I still find myself wondering how to develop a better leader within.
I ask myself what my current sources of power are in my current position.  Expert power is utilized as I have the highest educational and occupational background in the behavioral health field as compared to my followers.  However, my followers have seniority in years within the company.  They are seasoned in experience as a software vendor.  They are willing to learn from me as they notice behaviors that I employ that are producing successful results.  This is building my legitimate power.  I ask myself what about the nature of the power utilized.  I look at my motives for gaining expert knowledge in the field.  Am I trying to outshine my peers?  Am I intrinsically wanting to understand more about the industry?  How will I motivate those on my team to want an equal or higher level of knowledge?  How can I promote that within each employee?
I contemplate whether the power source and nature of the power is utilized in daily interactions. How am I offering knowledge and skill acquisition opportunities to my followers?  How am I creating opportunities for them to develop professionally?  How am I investing in their future?
I reflect on the impact such power has on follower relationships.  The feedback I receive is positive, but I have to be mindful that a behavior between leader-members could be inauthentic praise of a leader for the purpose of advancement of the follower.
I then analyze the leader-member exchanges (LMX) that are occurring in the workplace.  While others state there are clear indicators of favoritism and decisions based on political standing, I feel the greatest amount of dysfunction is due to lack of objective data for analysis by executive leaders.  The current climate is in such flux that leaders have a difficulty removing the smoke and mirrors to assess clear indicators for success.  Therefore, all they are able to base their decisions on at the current time is limited and skewed data as well as personal evaluations of minimal observational data.  To combat this with my team, I set clear objective goals and assess the team's ability to meet the goal through clear objective measures.  Each individual receives personal authentic praise that is not broadcast across teams, but is recognized within the team to limit a perception of favoritism.  I am sure there are power and influence tactics that I need to further develop, but I hope the members that are present within the current leader-member exchanges know how important they are to me. Not as employees, not as followers, but as valued people.  I have a desire to help them reach their career goals and I know it is possible with the right leader.  It is my duty to become that leader and it is an honor to be in a position to do so.

Sunday, November 1, 2015

A511.2.3.RB_TAYLORHEATHER

Am I supportive?  While I would love to answer that question with an affirmative response, I honestly will say that I am not as supportive of a leader as I ought to be.  In my daily work, I tend to be more of an independent performer than someone that is "considerate and friendly" (Yukl, 2013, p. 63).  While I do show acceptance for others and I maintain an overall demeanor of optimism and cheer, I do not spend a significant amount of time helping others.  This may be due to lack of space in my work day to be both a team leader and a team member.
I am expected to maintain a full project work load, manage others on my team and meet the same productivity standards of those on my team.  There is no authority and much responsibility with the team leader position.  It is a difficult position to hold at this stage of the business operations.  That being said, it is a challenge and an opportunity.
So how can I be more supportive?  The biggest area of improvement that I could make as a future leader, and even a current leader, would be the willingness to help with personal problems. My immediate supervisor, the Chairman of the company, is amazing at being willing to help his employees with personal problems.  Just this past week, I was in the hospital due to what was believed to be a minor heart attack.  That was my first day of personal leave since returning to work 1 weeks after delivering my baby through emergency C-section.  I highly value work and I try not to let personal life detract me from work.  My boss was so willing to help decrease stress and ensure my health was top priority.  He valued my health more than I did.  On Friday, he called to ask if I was doing well and what he needed to do to make things better for me as an employee.
I find though that I generally operate with a "no excuses" mentality.  After the passing of my parents as a child, my grandparents operated under a "tough love" approach.  I was sent to school sick.  I was sent to school tired.  I was sent to school mentally and emotionally exhausted. It taught me that life is messy, but you have to keep living.  I now value that mentality.  However, my view is not necessarily the view that others would appreciate.  In fact, it can really rub people the wrong way.
For example, in a recent email I sent to my team, I shared a video from "Kid President."  This young man takes time to try to encourage people to improve their quality of life and that of those around them.  He keeps a motto that we should all "Be Awesome."  After sending the Pep Talk video, I sent another email that gave an order to the team members.  The subject line read "No Excuses- Be Awesome!"  In that email, I provided a follow-up Kid President video which gave the behind the scenes real life story of this young man.  It shows his battle with Osteogenesis Imperfecta.  The idea was to promote a sense of purpose and encouragement for those on the team.  It also was a way to show the team that with the right mindset, they could overcome significant obstacles.
While great intentions were there, and teammates did appreciate the emails, there is something to be said for still remaining open to help when excuses are needed.  To have the Chairman extend such care to me during a time of need, how much more will it mean to my team to have their leader open and willing to support them through both personal and professional experiences?
What does this new awareness mean for me?  I need to come to a place where I can be soft enough to be approached with personal problems and allow for the development of trust relationships, but still be structured and task-oriented to allow for followers to adhere to the expectations set before them.
Another area that I need to improve upon is providing praise and recognition.  I spend too much time focusing on my own work and attempting to gain recognition for the work completed, that I miss out on opportunities to advance those around me.  Authentic recognition has meant so much to me when I have worked hard on a task.  To know I can provide others with that sense of accomplishment is an honor and one I will work hard to ensure is not taken for granted.

References:

Yukl, G. (2013). Leadership in organizations (8th ed.). Upper Saddle River, NJ: Prentice Hall

A Pep Talk from Kid President to You. (2013). Retrieved November 1, 2015, from https://www.youtube.com/watch?v=l-gQLqv9f4o

The True Story of Kid President. (2013). Retrieved November 1, 2015, from https://www.youtube.com/watch?v=IcZVGjG6LWM


Sunday, October 25, 2015

A511.1.3.RB_TAYLORHEATHER

When thinking of the leader that has had the greatest influence on me during my life, I think of someone that consistently acts unselfishly for the good of others. This leader is my husband, Randall Taylor.  He is the leader that has changed my life forever for the better.  Often my mind tries to go directly to a workplace as an organizational structure that has a leader.  Sometimes I think of a military unit.  However, my family is an organization.  We together can achieve great things and we are a team.
My husband wakes up each morning and sets out on his day as the Executive Director of our family.  He is both a manager and a leader.  He knows when he gets dressed and puts on his epaulets that he is not just going to work, but paving the way for a brighter future.  Just as the Wright Brothers, Randall does not attempt to achieve his dreams based off of a posh educationally driven life, but through hard work, sweat and humble means of achievement.  He is helping our family achieve our goals from the ground up, and through his determination, he is taking us to heights far above the clouds.
In Mintzberg's Taxonomy of Roles, Randall is the information processor, the  decision maker, the liaison, figurehead and leader.  He deals with role conflict as being a member of the family and the head of the household.  He is responsible for disseminating communication, monitoring the success of the family, being the spokesperson for the family unit in all areas of connection in our organizational structure.
Even though these roles are not his favorite, he is a great disturbance handler with an incredible amount of patience for all of us in the home.  He facilitates communication to decrease negative and unproductive conflict and serves as negotiator.  He budgets our money, he finds innovative ways for us to continue to operate on a daily basis.
I did not know he was all of these when I said, "I do."  All I knew was that he was an incredible man that inspired me to be a better woman.  He continues to be an incredible man.  He is a passionate man.  He is a man that chooses to do the right thing despite the personal pain or immediate consequence he may suffer.  These are not easy choices to make, but he chooses them anyway.
All of these aspects make him that man that I willingly will follow.  He has a heart that yearns for God and yearns for goodwill toward others.  Though he is quick to admit that he falls short everyday, he gets up each new day and tries again.  A man, a leader, like that is one that you want to follow and support for more than a lifetime. 

Yukl, G. (2012). Leadership in organizations (8th ed.). Upper Saddle River, NJ: Prentice Hall.

Sunday, October 11, 2015

A500.9.4.RB_TAYLORHEATHER

As the MSLD 500 course draws near the end of the semester, it is with great fondness that I reflect upon the last nine weeks.  From the months of August-October 2015, I was able to grow in many ways and that is credited to the intellectual perseverance reinforced through this class.
In what began as an attempt to advance my career and take advantage of an opportunity to obtain another Masters degree with paid tuition, I did not take a significant amount of thought in selecting my courses.  Thankfully, my academic advisor was able to map out my coursework, starting me off exactly where I needed to begin.  I needed to not look at this as a means to an end, but a chance to improve as a professional, as a mother, as a wife, as a Christian, as a lifelong learner and as a member of my community.
Through this course, I have learned not to take things as fact, but to evaluate them fully.  I have realized that by thinking things through I am not necessarily being critical or over-analyzing, but am completing action research.  Now micromanaging my honey-do list at home may slightly be some over-analyzing, thought I may try to tell my husband that I am using my leadership skills and have arrived at this list after conducting action research.  My husband knows me way too well to buy that, but he will surely get a laugh out of it.
I have also learned the value of being aware of perceptions and preconceived notions prior to coming to a conclusion about any topic.  While I would love to think that I am free of any and all prejudice, I would be naive to think that true.  My life experiences have molded me and shaped me.  They do not define me, but by them I have a unique perspective.  To think that others would have the same view or understanding that I have would require them to go through the same life experiences, in the same sequences having the same genetic makeup and honestly, it is simply unrealistic.  That is the beauty of being in a world filled with unique and diverse populations.
Being a leader in this world means that with the opportunity to lead, it is a requirement that consideration be given to others and time be spent understanding alternative perspectives.  While there are leaders that do not take these steps, it is those that lead with greatness that show great respect to others and to themselves.  They are not rash thinkers.  They do not act without careful thought.  They ensure what is decided is providing the greatest good for the greatest amount of those influenced by the decision, including thinking of future generations.
When thinking through what elements of this course were more beneficial than others, I honestly would say I wouldn't change a thing.  Being able to learn the material in a self-directed manner as we went through modules together allowed for personal reflection and personal accountability.  Reading through the course material allowed for us to glean the necessary information to build upon as the course continued.  Completing action research papers and projects allowed us to take the material we learned and turn it into something that was pertinent in our own lives.
While I would say that coming to the end of this course saddens me, it is not so.  I know that by advancing to the next course in the MSLD program of study, I am taking this course with me into my next class.  I am taking the thought processes, the lessons learned and the habits formed into each assignment, each course reading and each project.  So it is with great pleasure that I reflect on MSLD 500 journey and smile thinking of those I was able to walk alongside in our shared learning experiences.

Sunday, October 4, 2015

A500.8.3.RB_TAYLORHEATHER

At the beginning of this week, I was preparing for a conference in Portland, Maine.  Bringing my daughter, Grace, with me to a hotel over 1,000 miles away was not the high stress portion of the trip.  Knowing I would be in front of co-workers and customers delivering two presentations, both with a proportionately high volume of attendees was high stress.

One presentation was delivered via PowerPoint slides and live demonstration.  The other, with electronic media and an interactive game where attendees could use their smart phone or tablet to answer questions, similar to a game show environment.  In addition to the visual and audio content displayed, one presentation included the use of group think.  The room was arranged where chairs were set out in a circle and attendees were a little apprehensive to join in on the circle, making statements of "Kumbaya?" or "Do we have to?"

Once the presentation was well into gear, and the participants were actively engaged, it was very easy to notice they were enjoying being part of a group process and learning from one another.  Those that were least excited about joining into the group were also the ones that wanted to stay in the group and continue asking questions, even after the presentation was over and it was time for the session to end.

While participants did enjoy the content and learned from the presentations, there was still room for growth.  This week, I learned the value of allowing for white space.  Slides do not need to be filled with facts, but rather, with something that will hold value and meaning to the audience long after the presentation is over.  Something that will allow for long-term memory formation to occur and promote memory recall in the future.

The action research presentation project was not an easy one, to say the least.  In addition to delivering a presentation, it required the use of software to record the delivery of the presentation, editing of the presentation and then transcription of audio included in the presentation.  However, all of those requirements provided an opportunity to understand how much goes into the creation of a good presentation, or at least what I hope to be a good presentation.

In alignment with what was provided in our module resources and e-learning content, I tried to add humor to the presentation.  Knowing that most learners are audio and visual learners, I attempted to integrate a funny clip from an I Love Lucy episode.   I also tried to incorporate well known individuals and stock photos as suggested in the readings.

While I am sure this presentation was better than what it would have been without my increased knowledge of presentation skills, there is undoubtedly room for growth.  The final version had some glitches in the editing that could have been done with more proficiency.  The images that were displayed may have been displayed for too long and the audience may grow bored looking at the image for over :15 seconds.  These are all areas of potential growth that I am now aware of after reviewing the presentation several times.  However, I am sure there is more room for growth- there is always room for growth!

Sunday, September 27, 2015

A500.7.3.RB_TAYLORHEATHER

When it comes to research, I immediately find myself reflecting on days spent in sterile laboratories, assessing change through numerical evaluation tools.  Everything was provided a rating, a value, a score.  If it did not have a number, it was not of worth.  That was at least the mindset of those that funded the grant research.
Quantitative data lends itself to publication.  Qualitative research, while regarded by some to be of great value, did not produce the same financial results.  I find myself struggling to determine the worth of qualitative vs. quantitative research and challenge my current beliefs understanding that I am likely committing the fallacy of Appeal to the People and Appeal to the Past.
Since early childhood, I recall the experimental method.  This was a methodology that focused on controlling as many extraneous variables as possible to limit the unnatural and natural processes that may skew the final results.  The goal was creating the ultimate vacuum.  Bringing my mind back from a scene from the movie Spaceballs, I look upon this idea of historical quantitative research with irony.
To try to remove all of the natural factors that may impact the results is to create an unnatural process and one must ask themselves if they are really getting down to the nature of the research topic.  That being said, not all quantitative research is done in a laboratory with a white coat.  There were plenty of times where I conducted research while teaching students with intellectual disabilities.  I often provided observational analysis fby child psychologists.  Every instance where little Timmy or Jane would squirm in their seat or impulsively answer a question had to be charted, graphed and analyzed.  That environment was far from sterile!
Quantitative research is intended to find the "Why?" It is meant to get at the heart of a social phenomena and explain the occurrence with as little room as possible for the information to be refuted.  Perhaps that is why I find myself leaning more toward utilization of quantitative research vs. qualitative research.  Perhaps,it would be best for me to spend more time completing qualitative research to determine the worth, rather than continuing to hold a rigid view that only what can be counted counts.

Sunday, September 20, 2015

A500.6.3.RB_TAYLORHEATHER


A500.6.3.RB Qualitative Research

In my relatively short life, I have been both a qualitative and quantitative researcher.  I have observed the behaviors of those within a group and provided my interpretations and perceptions of the behaviors in a qualitative manner.  I have also done highly empirical and somewhat boring experimental trials involving petri dishes, test tubes, microscopes, really expensive lab equipment and glass pipettes that would shred into pieces at the slightest wrong movement. 

In my experience, qualitative research is much more enjoyable.  Especially at the mall or any public venue.  People watching, after all, is quite amusing.  Yet, by me watching the individuals that walk by or that interact with one another, I am playing an integral part of the environment.  Whether I realize it or not, those being observed may also realize they have someone watching them.  This is a known variable at play with qualitative research, but it is still growing as a desirable method for gathering data, with the greatest benefit being the ability to minimize changes to the natural environment.

It is important to note that qualitative research requires the use of methods that are not typically utilized is the dogmatic teaching of scientific research methodology.  The use of anecdotal evidence and narrative is favored in the qualitative research method, focusing not on the number of responses to a survey, or persons that completed a desired behavior that verified the hypothesis.  Rather, qualitative research aims to capture all elements that contribute to the singular instance of observational data. 

I like to think of research like cookies.  Everyone likes cookies.  Who doesn’t like a cookie?  Maybe there is that one person that doesn’t like a cookie, but come now.  Just by hearing the word, you are already thinking of your favorite cookie.  Now, let’s get down to business.  Cookies come in all sorts of shapes and sizes, textures and tastes.  Much like research.  Some cookies are stiff and rigid, similar to rigid research methods.  Other cookies are gooey and full of flavor.  This is similar to qualitative research.  In my mind, this research would be the homemade cookie, in as natural and pure of a state as possible. 

What do I know of homemade cookies?  Well this week, I actually turned on the oven (shocking) and made a batch of homemade cookies.  I didn’t even burn the house down!  Mind you, the product ended up tasting more like cake than that of a cookie. The intent was to create as pure of a tasty treat as possible.  As with qualitative research, my homemade cookies could have been created in a purer state.  I could have had free-range chickens lay organic eggs, milked a dairy cow fed off of organic foods with no chemical additives.  I could have made my own flour, although I would have to research if that is even possible anymore.  I could have created my own finely granulated sugar from Florida canes.  Yet, if I had done all of that, I probably would have lost my interest in cooking and just become a dairy farmer.  Likewise, qualitative research tries as much as possible to encapsulate the conditions and variables at play in the data collection.  However, there is no feasible method to make sure the data collected is 100% pure. 

Similar to the taste of a homemade cookie, the thought that qualitative research is gaining support in academia is very refreshing.  There is something to be said for the analysis of real world data, of information that is collected outside of petri dishes and test tubes, and study results produced outside of paid or unpaid clinical trials.  After all, how many persons in the U.S. actively engage in clinically administered surveys and attend clinical trials? Is the data really indicative of our populace?  Food for thought, but for now…I really want some cookies!   
 
Reference
Hoepfl, M. C. (1997). Choosing Qualitative Research: A Primer for Technology Education Researchers. Journal of Technology Education, 9(1).

Sunday, September 13, 2015

A500.5.3.RB_TAYLORHEATHER

When I reflect upon the weeks that have passed in this course, I realize that I have learned a lot.  Not about facts and figures.  Not about terminology that needs to be recited on an exam.  I have learned a lot about me and realized that I have a lot more to learn.
This week we are to critically think about critical thinking.  We are charged with a self-assessment of where we are compared to where we were prior to engaging in this course.  While I am not able to provide a GPS location point of where I am on the path of critical thinking, I can say that I am not where I was and I am not where I need to be.
My husband may be the best method for gathering (somewhat) objective data. Prior to initiating this course, I was mildly annoying in my relentless questioning.  At this stage in my development of critical thinking character traits, well let's just say ESPN is on quite often at the Taylor household.
When I wake up in the morning, I begin to evaluate my choices, from what I eat, to why I am choosing these foods, to how they impact my baby given my current status as a nursing mother.  I then go about my daily routine, evaluating my behaviors and my choice of words.  I question my habits and what formed them.  I ask myself if these are the traits I want to have established in my daughter as she grows.
In the workplace, I question policy.  I question decisions.  I question my contribution to the company.  I question the output of work completed.  I question how my current position will allow for professional growth.
So where am I in my development of critical thinking skills?  If the questioning that I have been doing is indicative of the same type of develop we have in early childhood, I would say I am almost ready to start school!  A two year old will incessantly ask, "Why?"  A three year old is willing to begin to learn more about the reason behind the "Why?"
The most rewarding part of this journey is that is not marked by the footprints of others along the path.  It is a journey I am on, with no competition.  There is no one on the road saying, "Now take a left here and this is what you will find."  It is a journey that is just beginning and is one that I will need to take every effort to ensure I move forward and grow.  With intellectual perseverance as my walking stick, I will continue along the path and look forward to the future.

Sunday, September 6, 2015

A500.4.3.RB_TAYLORHEATHER

Dr. Sheena Iyengar explored decision making across cultures.  In her research, she focused on a decision that no parent would ever want to make.  She explored cultures where the parent is the deciding factor in when to remove a child from continued existence on life support. Dr. Iyengar researched further to understand the impact on parents when doctors made the final decision compared to when parents made that choice for their child.

This is a difficult topic to reflect upon as it brings up many memories and emotions, and as a new mom, it also brings a new perspective.  So often I wish my mom could experience being a grandmother.  Life was taken from her abruptly, without her consent.  Someone else had to make the end of life decision that ultimately resulted in her final breath.  That someone was my mother’s own family.

My mom never experienced the feelings of watching her children, my sisters, graduate from elementary school.  She never even got to see my little sister graduate from Pre-Kindergarten.  She never was able to pick out prom dresses with us, she wasn’t able to be there to help us pick out our nail polish color, whether ballet slippers or adorable, for our first manicure or pedicure.  The ability for her to help us decide on our wedding dress, our cake topper, or even naming our babies was taken all too soon.

According to the autopsy report, which is all I have to go by for how my parents really passed away, my mom was placed on life support after suffering six gunshot wounds, one close range to the head.  Even after sustaining five gunshot wounds, she was able to try to run and get help.  Police reports state that she still uttered the words, “I love my children” as a neighbor held her in his arms.  The sixth shot my dad fired rendered her unconscious and nearly lifeless.  Yet, she still was able to “live” on life support.

It was my mother’s family that had to make the final end of life decision for my mom.  Looking into my baby girl’s eyes, I cannot imagine having to decide whether to let her live or to let her die.  The flood of emotion would make it…honestly, I would be doing a disservice to those who have experienced such pain to try to express it in words.

How do you make a choice like this?  No amount of preparation can help you make such a decision.  Critical thinking skills would not help you rest peacefully knowing you are making the “right” choice.  Maybe this is why the French choose to let the physician make the final call.  Dr. Iyengar states that parents in France experience less negative emotion surrounding the death of their child as a result of physician end-of-life decision.  Why then, would Americans want to willingly go through the pain, the anguish, of being the one to decide when their child’s last breath would occur?
If my family lived with the customs of the French, would they have suffered less pain?  Would they be more upset at the doctors?  Did they need to know that they were the ones to make their own choice?  Was having a choice better?  Did they have to be the ones to decide because of Dr. Iyengar’s observation that American’s never say no to choice?

Now comes the really tough part of this reflection.  It is time for me to put myself in that position.  To cognitively move into the role of being in that hospital room watching over my mom.  Seeing her struggle.  Knowing no amount of medical care, reconstructive surgery or transplants and infusions would result in her regaining quality life.  Having a doctor look to me and ask, “When do you want to let her go?”

Would I respond with my instant thought, “Never?”  Would I choose a time for her to die?  Seeing her beautiful face and hair blood stained, her energetic body lifeless, would I be able to handle making such a choice?  Thoughts entering in of three children living their lives without a mother.  Thoughts that this sweet woman would be gone- forever.  Thoughts that her life has hardly been lived at 28 years of age and who am I to say when she will take her last breath.

As much as it would hurt, I too would want to be the one to make the final decision.  Yes, there would be guilt.  Yes, there would be doubt.  Yes, there would be negative feelings.  Yet, I would be able to feel as if there is a little bit of a choice in saying “goodbye.”

That decision had to be made 26 years ago.  Someone had to be the one to choose.  Life has not been the same since and it never will be again.  One thing does remain through it all.  “The power and purpose of choice.” (Iyengar)

Choice will be here as long as I live.  Choice will be here after I am gone.  Knowing this, I need to continue evaluating my choices every day I am here.  I need to spend time in thought and weighing how each choice will impact those influenced by my thoughts, actions and beliefs. Though all choices may not be life or death, the power of choice is not to be taken for granted.  Our decisions, especially as leaders, are ones that may impact generations to come, even after we are gone.

Iyengar, S. (2014). Shenna Iyengar: The art of choosing. [Video file]. Retrieved from http://www.ted.com/talks/sheena_iyengar_on_the_art_of_choosing?language=en


Sunday, August 30, 2015

A500.3.4.RB_TAYLORHEATHER

Explore the Hunt Library
The first thought that comes to mind when someone mentions researching or exploring a library is my elementary school library.  This library had one computer working on a DOS system and utilizing commands to allow the librarian to keep track of inventory.  The books were cataloged by index cards and each book could be checked out by a stamp and initials written on the book slip inserted into the text.  How times have changed!
In the electronic era, it is far more efficient to quickly find the resources for which information is to be extracted and utilized throughout educational coursework completed at Embry Riddle Aeronautical University.  The Hunt Library is the Cliff Notes to my former years going through the volumes of Encyclopedia Britannica, brushing off the dust as I thumbed through each thick page.  What formerly took weeks upon weeks to gather, literally can be pulled together and summarized in less than six hours of research. 
By merely looking at the icons next to each resource, a researcher can quickly ascertain which of the articles has statistical information.  If the reader would prefer to listen to the information as they go for their morning stroll, simply look for the text to speech icon.  If the full text searchable PDF is desired, simply click on the white page with FT labeled on the icon. 
While this comparison is a little outdated, it does demonstrate the evolution of technology of what I feel to be a relatively short amount of time.  In the matter of twenty years, we have significantly decreased the amount of effort it requires to obtain necessary information to become published, to be viewed as an authority on a concept or subject.  The simple ability to type in the search box the key concept is all that is required to have references and cross references checked and in seconds and array of information is presented for the researcher’s review.
Now how does this compare to a google search or that of any internet browser search engine?  While internet searches still significantly cut down the amount of time it takes to obtain data related to the subject, the caveat is that with all of that information you have a lot of “fluff.”  Common day “fact” is mixed in with fiction and opinion.  The time it takes to sift through what is a reliable source and what is a wiki can be almost as exhausting as going through the catalog and looking at the Dewey decimal classification values affixed to the binding of the tattered and warn leather-bound books.
Whether the information is presented in a bound book, through an internet wiki or through an electronically cataloged and quickly retrievable format such as the hunt library, the fact remains that each source needs to be met with an equal amount of scrutiny.  While some may pass the initial tests of reliability and validity with ease, it is imperative that an article is not merely perused, but thoroughly reviewed before determining that the information contained will amount to scholarly reference.  The main point to file away (pun intended) from this exercise is that even with the best resources and best library research system in place, as Nosich (2012) warns, it remains “important…not to accept the discipline without question.”


Nosich, G. M. (2012). Learning to think things through: A guide to critical thinking across the curriculum (4th edition). Boston, MA: Pearson. p. 119.

A500.2.3.RB_TAYLORHEATHER

As a child, my standards were simple.  Do what does not get you hurt.  I complied with whatever was told by authority figures to ensure survival and to make sure I could continue day to day life as I knew it. 
This worked for me during my early childhood development.  However, when I became the adult making the decisions being compliant did not always work in my favor.  That compliant behavior resulted in getting into a situation for which I wish I never had been involved.  While no meant no, the forcefulness for which I said the word did not come across to the level it needed to and I then was a compliant victim of rape.  Yes, I survived, but I wonder if my current assertive behavior could have prevented this from happening.  While I do not believe in blaming the victim, I also know that after years of counseling I am at a much more empowered place and finally have real standards.  My standards.  Standards that allow me to be me- whoever that is.
I remember growing up someone said, if you don’t stand for something you will fall for anything.  I wonder if that is where the word standard originated.  The etymology of the word is not as important as the realization that standards allow me to have a firm resolve when approaching life experiences.  That being said, these standards on constantly evolving and changing, developing and redeveloping daily. 
The standards that do align with the behavioral expectations of my youth include the following:  Determination; Respect; Humility; Responsibility; Nonmaleficence; Beneficence. It was not until late adolescence that I began building on these six standards.
Determination.  I was taught that if I was requested to do something, I needed to do it the right way the first time and to put all of my effort into the task.  I was not to finish the task until it was complete and could pass a “white-glove” inspection.  I had to remain determined throughout the process and not grow lazy or disinterested.  No excuses.
Respect.  Even if the respect was not earned, it was commanded.  This is a standard that was instilled in me through dogmatic- “Yes sir,” “No sir,” “Yes ma’am,” “No ma’am,” and “I’m sorry” responses that were required.  If there was ever a question as to why a task or assignment was given, there was only one response- “I said so.”  Authority equaled respect.  No questions asked. 
Humility.  We shopped at Goodwill.  We then used our Goodwill clothes as hand-me-downs.  We ate expired food donated by the local deli.  We drove vehicles that were over 10 years old.  We did not have the latest and greatest.  We had what we needed and we were to be grateful for everything we had.  This was not because we did not have money.  I later found out there was plenty stored up for a rainy day.  The idea was that we were to never let ourselves be anything more than humble, with a constant reminder that all of it can be taken in an instant.
Nonmaleficence.  This standard was mainly taught by teachers.  It was not consistently taught by my family. In fact, I remember that when my sister bit me, I was encouraged to bite her back to the point of receiving memorable punishment for not biting her.  However, my teachers were unified in their thinking.  There was always the understanding that regardless of the circumstance it is necessary to decide on an action which results in no harm or the least amount of harm to those impacted by the decision.  Even as a little one, I knew that if I were to bring in cupcakes for the class, I needed to make sure I brought in exactly enough cupcakes for everyone in the class to ensure no child would be left out.  No child would experience the emotional pain of not receiving the highly anticipated birthday cupcake.
Beneficence.  In addition to not doing harm to others, it was required that I do everything in my power to make life better for those around me.  Even if it meant sacrificing the quality of life I lived on a daily basis.  This was demanded by family, but also taught by civic organizations such as Girl Scouts and Opti-miss club.
Responsibility.  This standard is one that was taught from a very early age.  Initially, it resounded as, “It is your fault,” including the death of my parents as told by my grandmother.  Yet, as I aged, I was able to come to a more realistic understanding of responsibility.  Responsibility morphed into the control that I was able to exert over the world.  I needed that level of control as a child.  As an adult, responsibility became less about control and more about duty.  Responsibility was the role that I played in the world around me, good or bad- it was my part and I needed to own up for everything I did or did not do.
As I moved into adolescence and adulthood, the following standards became central to my thought processes:  Diligence; Honesty; Assertiveness; Transparency.  These four standards were built on the previous standards, moving from the simplistic following of the standards out of obedience, to the need for utilization of the standards in approaching decisions of adulthood.
Diligence.  As a child, I was told not to be lazy and was encouraged to keep a level of determination about me to succeed.  By adulthood, I had developed diligence.  Diligence has more to do with a steadfast work ethic than mere determination, while determination is the driving force to allow continued perseverance when the task gets to be cumbersome and daunting.  Today, I find myself battling with feelings of annoyance when others in the workplace do not hold the same standard.  Faulty logic, I know. 
Honesty.  This standard is one that I have an internal expectation to be followed at all times, with an understanding that I will never be able to achieve 100% honesty.  I will have omissions of truth.  I will have times where I misrepresent the truth.  However, I will continue to strive for honesty and understand the impact of dishonesty far outweighs the short-term disguised benefit of bending the truth.
Assertiveness.  This standard was a difficult one to attain, but it was worth the struggle.  It actually resulted in the loss of a job as I was not willing to bend my standards and continued persevering for equality despite the engrained cultural practices of the workplace.  My assertiveness has allowed me to ensure other standards are not compromised.
Transparency.  Without the previously listed standards, transparency would be difficult to achieve.  It is rare that someone wants to display laziness, lack of motivation, timidity, disrespectful behavior, arrogance, irresponsible decision making, manipulative tendencies and hurtful/selfish actions.  By having diligence, determination, assertiveness, respect, humility, responsibility, honesty, nonmaleficence and beneficence as standards, it is with comfort that transparency can be at least a standard I strive for if I am not always able to achieve it.  In my mind, without transparency there can be no opportunity for accountability and without accountability, what use would there be for having standards?
All of these standards help make me who I am today.  They help me form decisions.  They help guide me in every aspect of my life.  They will continue to grow with me as I continue to age and, hopefully, mature.  Without these standards, I fear I would fall into a pattern of blind compliance to the standards of others.  With adherence to these standards, I will be responsible for the impact they have on my life.  Positive or negative.  That is what drives the daily evaluation and re-evaluation of their usefulness and the degree to which I utilize these standards.  Only time will tell how these standards will impact not only my career and life goals but the lives that have been entrusted to me in my very own family.  That being said, those these standards may be non-critical-thinking standards,  “without critical thinking standards incorporated into them, they can be demeaning, misplaced, hollow and dangerous.” (Nosich, 2012).  It is with a hope for a balanced mind contemplating critical and non-critical standards that I must approach each decision to provide my future family the greatest hope for a life without the pain suffered from my past.


Nosich, G. M. (2012). Learning to think things through: A guide to critical thinking across the curriculum (4th edition). Boston, MA: Pearson. p. 154.

Sunday, August 16, 2015

A500.1.5.RB_TAYLORHEATHER

Intellectual Perseverance
Teachers in early elementary classes throughout the nation appoint leaders every day.  To these little ones, it is an honor to receive the highly esteemed title of line-leader.  Students exhibit behaviors of self-control and compliance to standards in order to be granted the front-running position as the class walks through the hallways on campus.  Even at a young age, the desire to lead is present.  Yet, the intellectual development necessary to lead is far from maximized.

One of the greatest qualities in a leader is their ability to think, to question themselves, question those around them, question the reasoning behind the existing status quo and determine with steadfast resolve decisions resulting in the greatest potential good.  Many people may take on a role of being a leader, but it is the individual that is able to maintain such intellectual perseverance that elicits positive change for generations to come.

History is full of these leaders that possess an ability to tenaciously tether themselves to their thoughts after determining that their thought process has resulted in a heightened level of truth, even when such truth defies the reality of the world around them.  One example is that of Rosa Parks and her resistance to inequality.  Rosa Parks may never have studied to be a leader.  She may never have taken a single MSLD course.  However, on December 1, 1955, Rosa Parks took a stand by remaining seated.  A stand that she knew was the appropriate action to take despite the consequences she would face and despite the collective thinking of the times.  A stand that would lead others to a life of opportunity and toward the hope of equality.

She refused to accept the irrational thinking of society and acted on the resolution of truth that she was a valued member of the human race and deserved equality.  She knew what the law was and what rights had been afforded to her through the law.  When requested to give up what she knew she had been entitled to, she defied. 

One could assume this was no easy decision for Rosa to make.  She assuredly weighed the potential consequences and rigidly remained even if her thoughts and behaviors would indubitably result in arrest, if not a worse fate.  Today, Rosa Parks’ is considered to be the "Mother of the Civil Rights Movement" due to her resiliency, rigidity and resolve.

Reflecting on the leadership example set by this historical hero, how do I measure up in my ability to intellectually overcome societal pressures despite the potential negative consequences faced?  At the risk of sounding overly self-assured, it is not intellectual perseverance that I lack at this stage of my development.  Years ago, that was not the case.  While I formerly was a woman that would recoil at the thought of creating ripples or upsetting those around me by going against the grain, today I am more concerned with keeping my tenacity in check.  Like a headstrong mule, once I arrive at the point of intellectual resolve, it takes more than an act of congress to dissuade me. 

A good leader is able to maintain a healthy perspective while persevering in a manner conducive to creating change.  Martin Luther King, Jr. new that peaceful acts of protest were necessary to take small strides toward ending segregation.  Rosa Parks new that while it would be unlawful for her to sit in the front of the bus, she was not required by law to give up her seat in the area of the bus she was seated.  She picked her battles, and quietly led others toward a brighter tomorrow.  Through her example, I am able to reign in my intellectual resolve and know that there is a purpose and plan for such perseverance when executed at the right moment.


An Act of Courage, The Arrest Records of Rosa Parks. (n.d.). Retrieved August 17, 2015, from http://www.archives.gov/education/lessons/rosa-parks/
Valuable Intellectual Traits. (n.d.). Retrieved August 17, 2015, from http://www.criticalthinking.org/pages/valuable-intellectual-traits/528