Part1 - One behavior in my professional life that significantly impacts how I manage or relate to others that I am working on changing is taking too much responsibility instead of delegating. This behavior is heightened when I feel the person that I need to delegate a responsibility I cannot rely on (this is just my feelings and have found that these feelings are incorrect several times). This does provide efficiency in most cases, but I do sometimes feel the burnout coming on and when I must verify information in the mountains or other places, there is a major decrease in productivity (not answering emails or handling customer concerns as well as employee concerns). When returning to the office, I have the feeling of "catching up" and feeling as if I am falling behind causing me to miss details or information projects (causing delays).

To help with this behavior, I have had training classes with other supervisors (those in outlining areas) and trained them on how to gain the required information for projects. I have created a list of required items for each project (which could be different depending on what was sold) and is required to be sent to me upon completion before leaving the area. We also included calendar invites so that if a problem does arise, we can handle the issue together as well as doing local training for similar projects that have been sold.

Part 1- Respond to above post by:

• Propose two suggestions on something your colleague can do in the future to positively change the behavior they identified. Provide a rationale for your suggestions
• Note:provide meaningful advice , avoid ai tools, list used resources at end

part 2- his week's discussion feedback is just at the right time for me professionally. I have a manager and work for a company that cares about the career development of their employees. Part of the development is coaching on what things you are doing well, things that need to be worked on, and future goals. In one of my recent coaching sessions, I found myself thinking about the feedback as Peter Bregman did in the article 13 Ways We Justify, rationalize, or Ignore Negative Feedback (2019, February 14). Like the author, I did not accept the positive feedback; I analyzed what my manager said: you are a good worker, and I don't undervalue your contribution to the team. We were to do self-evaluations as part of our yearly review. For the rating, I gave myself, but the manager gave me a rating higher than what I said. When I think back on this, it would be boastful to say what I truly felt for rating, and I thought downplayed things. Another reason was I was hesitant to speak up at work; I waited for others to speak in meetings, give feedback, and so on. Recently, I noticed a problem my team and I were working on; I said nothing, and neither did my co-workers. My manager found out and told all of us that if there was a problem, we should have said something. From this weeks reading I know that I need to grow in many area when talking about giving and receiving feedback, as well as speaking up at work. I know if I want to grow in my leadership skills it start with me speaking up to giving suggestions, receiving positive /negative feedback. Being a leader does not mean you know all the answers, it means you trust the people around, and make , as yo u go. To help myself address both of these issues I have challenged my self to suggest idea to my manger and to be more vocal, present in meetings. I plan to keep trying to grown in these areas so I can be a continuous work in progress in professional devolvement and leadership skills. In the article how to speak up at work more effectively Fast company.com Vozza Stephanie (2024 March 22) , she stated by not speaking up effectively" you don't effect change and it stops you from building meaningful relationships , and can suffer in silence if there is a problem". My goal is to be a leader and change maker within my organization , there I will make small changes now in order to grow into the skills I need.

Bregman, P. (2019, February 14).13 ways we justify, rationalize, or ignore negative feedback.Harvard Business Review Digital Articles, 2-5. http://hbr.org

https://www.fastcompany.com/91054591/how-to-learn-to-speak-up-at-work-more-effectively

part 2- Respond to above post by:

• Propose two suggestions on something your colleague can do in the future to positively change the behavior they identified. Provide a rationale for your suggestions
• Note:provide meaningful advice , avoid ai tools, list used resources at end