Be on time or before

Please mention the SMART GOALS and type in the Template I provided. Attached is a summary of the SMART GOALS

please make it sound real and simple and based on the CAPSIM report I provided

Need to write a two single spaced page report in the template provided.

I have attached the CAPSIM report which will be used to write the two-page report, along with notes regarding SMART GOALS which also needs to be talked about and a example template of how it should be completed. The document labeled capsiminbox development plan is what you need to write in. Capsim student example is completed to help write the report. I have also attached a notes picture with more instructions

Receiving Feedback
Productively
Purpose of Feedback
◼ To help (not FIX) an individual learn about how
their behavior impacts self and others.
◼ To influence future behaviors.
“The deepest principle of human nature is the
craving to be appreciated” – William James
General Guidelines for Receiving Feedback
◼ Seek the “nugget of truth” – feedback is a gift.
◼ Check your assumptions (why am I reacting this way?)
◼ Listen/read & summarize.
◼ Ask for clarification (when possible).
◼ Assume people have good intentions.
◼ Ask “what’s my role” or “what do I own.”
◼ Avoid defensive routines
o Self-protection to avoid feeling embarrassed
◼ Learning from “successful failures”
Four Steps to Receiving Feedback
1. Is my feedback accurate?
2. Is my feedback important?
3. Do I want to do anything about it at
this time?
4. What if anything do I want to do?
Systematic Error in Attribution
Beware of the natural human tendency to
fall prey to…
◼ Self-Serving Bias
◼ Attribute personal success to internal causes.
Why did I succeed? Because…
◼ Attribute personal failure to external causes.
Why did I fail? Because…
Self-serving bias & 360 feedback
This feedback is way off base because
…my co-workers don’t really see what I do on a regular
basis.
…my friends all tell me I’m incredibly organized.
…I must be a good communicator or how else would I
have gotten to this point?
…my boss is incompetent, so who is he/she to say
what’s effective?
…no one cares about this “soft stuff” anyway.
Emotional Level
Reactions to perceived “negative” or
“inaccurate” feedback
Anger
Rejection
Shock
Acceptance
Time
Making a Personal Improvement
1. Observation – Collect data about behavior/skill
targeted for change.
2. Set Goals – Determine effective behavior & prioritize
your needs
3. Manage Cues – Organize your environment toward
making the change (e.g., reminders, rewards, etc.)
4. Self-talk & Rehearsal – Imagine successful
application, practice, & seek feedback
5. Self-Reward & Punishment – Personally-valued
rewards/punishment contingent upon performance.
Prioritize Developmental Needs
◼ Doesn’t have to be your lowest score
◼ Gap analysis can depict areas needing improvement
◼ Often helpful to break out by “source” category
◼ Needs with Co-workers
◼ Needs with Direct Reports
◼ Needs with Boss
◼ Prioritize by looking at areas of highest leverage
◼ Change is difficult – maximize your ROI!
Set Effective Goals
◼ “Good” goals increase motivation & performance:
◼ Specific goals lead to increased performance; vague “Do your
best goals” do not.
◼ Difficult goals, when accepted, result in higher output than
easy goals.
◼ Holding ability & acceptance constant; the more difficult the
goals, the higher the level of performance.
◼ For success, there must be high goal commitment:
◼ Set public goals
◼ Seek participation from others
◼ Resources
SMART Goals Are Better
SMART Criteria
◼ Specific (straightforward & succinct)
◼ Measurable (objective & subjective)
◼ Attainable (challenging, but feasible)
◼ Relevant (to your career path)
◼ Time-bound (start & finish dates, milestones, etc.)
SMART Goal Examples
An outcome of skill improvement.
◼ “increase, improve or reduce” “name skill” by “%, #” by “date”
◼ “Improve skills in seeking input by X% by end of 20xx”
◼ “Increase my skills in communicating an outline by x% by
end of 20xx”
◼ “Improve my score from a 3 (meets expectations) to a 4
(exceed expectations) on my next teamwork rating at my next
work evaluation on xx/xx/20xx”
◼ Hardest part (I think) is determining how to measure, so figure
this out and work backward
◼ Make sure it’s not a task: “I will read two leadership books by x
date.” That’s great you read two leadership books, but what is
the outcome of that? Focus on a skill. Reading the leadership
books would fall in the action plan.
◼
Create Action Plan
◼ Goal statement(s)
◼ Action steps described
◼ Tie deadlines/target dates to action steps
◼ Describe resources required & potential
obstacles
◼ Understand who should be involved
◼ Determine evaluation BEFORE the work starts.
Why Plans Fail
◼ Refusal to admit a challenge exists/defensive routines
◼ Am I being defensive & ignoring a chance to improve?
◼ Failure to recognize others’ perceptions are “reality”
◼ Why am I dismissing someone else’s feedback?
◼ Poor goal-setting
◼ Am I setting a SMART goal? Do I have a good action plan?
◼ Lack of evaluation
◼ What does success look like? How can I measure it?
◼ Poor diagnosis of the problem
◼ What is the underlying cause or improvement need?
◼ Seeking little to no support from others
◼ How can I get others involved?
CapSimInbox Individual Development Plan (50 points): As a leader and manager you need to assess
your strengths, weakness, and opportunities. Utilize the CapSimInbox assessment results and complete
the template.
After your results analysis section, your SMART goal area will be comprised of a goal statement (that
includes all five criteria) in 1 sentence followed by the tasks it will take along with a timeline to
accomplish that goal. You are to make a minimum of two goals. Make sure your SMART goals are goals
and not tasks. For example, I’ve had students write that they will read two leadership books by a certain
date. This is a task and would be a step toward reaching a goal of improving a specific leadership skill.
When I grade your goals, I will be checking to make sure each of the 5 criteria are met (I am going to
have to trust that you believe them to be attainable and realistic … within reason), but will be looking to
make sure they are specific, measureable, and time bound. So make sure you write in your goal
statement how you will measure it and the date it will be completed. Do NOT write S= this, and M = that
… write the goal statement in a sentence or two – you need to be able to state your goal to someone
else. Students will lose points for being too vague and not implementing a measurement. As you are
planning and writing your goals, ask yourself:
–
Was I specific enough, will others know exactly what I mean – is it too vague? For example, what
does “multiple times” or “a great deal of visibility” mean, exactly?
–
Is it even possible to measure this? How will you know if you completed your goal or are on
track to reach it? The measurement portion tends to be the most difficult. Brainstorm ways you
can track your goals: creating your own bench mark tool, simple counts, manager evaluations
and quarterly reviews, recording/tracking/measuring, completion of task list … get creative –
find ways to hold yourself accountable. You may also attach your measurement tool (i.e.
checklist) as an appendix).
–
Make sure there is a beginning and end date (may need to break into sub-goals if time is too
great or are making incremental improvements)
–
Make sure you action plan is very detailed, has deadlines included, and clearly leads to
completion of your stated goal.
I will post a student example in the supplemental section.
NAME:
Analysis 20 points (must be a full two single spaced pages): in this area provide a synopsis of your
results (don’t just retype all of your results), focus on areas of strengths and weaknesses and pull out
“nuggets of truth” (results you can generalize) and provide examples from the assessment and most
importantly your work environment where you use and apply these results. Make sure you cover both
strengths and areas you can improve upon. This section is meant to reflect the major takeaways from
your feedback; what does it mean, how can you utilize it, and what can you do moving forward?
(Begin here, two full single spaced pages, template will expand as you write):
SMART Goal Statement #1 –
Leverage a Strength (3
points): Write one goal
statement that includes all
SMART criteria
SMART Goal #1 – Strength
Action Plan (10 points)
Bullet tasks/action plan that
you will follow to achieve this
goal – this should be very
specific with deadlines
SMART Goal Statement #2 –
Address a Weakness (3
points): Write one goal
statement that includes all
SMART criteria
SMART Goal #2 – Weakness
Action Plan (10 points)
Bullet tasks/action plan that
you will follow to achieve this
goal – this should be very
specific with deadlines
Personal Value and Ethical
Statement (4 points): this
area serves as the conclusion
of your paper and overview
of what you’ve learned and
applied through this course.
Write a few statements of
your personal values and
ethics that will guide you in
the pursuit of your
managerial goals.
CapSimInbox Individual Development Plan (50 points): As a leader and manager you need to assess
your strengths, weakness, and opportunities. Utilize the CapSimInbox assessment results and complete
the template.
After your results analysis section, your SMART goal area will be comprised of a goal statement (that
includes all five criteria) in 1 sentence followed by the tasks it will take along with a timeline to
accomplish that goal. You are to make a minimum of two goals. Make sure your SMART goals are goals
and not tasks. For example, I’ve had students write that they will read two leadership books by a certain
date. This is a task and would be a step toward reaching a goal of improving a specific leadership skill.
When I grade your goals, I will be checking to make sure each of the 5 criteria are met (I am going to
have to trust that you believe them to be attainable and realistic … within reason), but will be looking to
make sure they are specific, measureable, and time bound. So make sure you write in your goal
statement how you will measure it and the date it will be completed. Do NOT write S= this, and M = that
… write the goal statement in a sentence or two – you need to be able to state your goal to someone
else. Students will lose points for being too vague and not implementing a measurement. As you are
planning and writing your goals, ask yourself:
–
Was I specific enough, will others know exactly what I mean – is it too vague? For example, what
does “multiple times” or “a great deal of visibility” mean, exactly?
–
Is it even possible to measure this? How will you know if you completed your goal or are on
track to reach it? The measurement portion tends to be the most difficult. Brainstorm ways you
can track your goals: creating your own bench mark tool, simple counts, manager evaluations
and quarterly reviews, recording/tracking/measuring, completion of task list … get creative –
find ways to hold yourself accountable. You may also attach your measurement tool (i.e.
checklist) as an appendix).
–
Make sure there is a beginning and end date (may need to break into sub-goals if time is too
great or are making incremental improvements)
–
Make sure you action plan is very detailed, has deadlines included, and clearly leads to
completion of your stated goal.
NAME: STUDENT EXAMPLE
Analysis 20 points (must be a full two single spaced pages): in this area provide a synopsis of your
results (don’t just retype all of your results), focus on areas of strengths and weaknesses and pull out
“nuggets of truth” (results you can generalize) and provide examples from the assessment and most
importantly your work environment where you use and apply these results. Make sure you cover both
strengths and areas you can improve upon. This section is meant to reflect the major takeaways from
your feedback; what does it mean, how can you utilize it, and what can you do moving forward?
Having been in the working world for 7 years now and finally deciding to make that leap to pursue a
graduate degree last summer, I have seen the importance of self-growth and how it plays such a vital
role in evolving and taking the next step professionally. Striving to take that next step and become
management one day, I was extremely intrigued to perform and take the CapSimInbox General
Management Assessment that this course offered. Seeing that this assessment embodied and
measured ones organizing, leading, problem solving, communicating and initiating skill sets, I was
excited to see how I would perform and was eager to assess the feedback once completed. Knowing the
core skill sets within the CapSimInbox General Management Assessment revolve around and truly shape
our professional successes, I really wanted to get a gauge on which skill sets were going to be shown as
my strengths or weaknesses. Because of my competitive nature, I tried my best not to over think the
assessment and go into it with extremely high expectations for myself regarding the Inbox assessment
result scores and feedback I would receive from each skill set. I felt as if I had a basic understanding of
where I currently fit within each of these skill sets and truly tried to realistically anticipate what I was
going to expect to receive when comparing my self-assessment scores to my Inbox assessment result
scores. With that being said, I was still a bit surprised by my Inbox assessment result scores and found
myself really questioning my instincts that lead me to my organizing, leading, problem solving,
communicating, and initiating skill set self-assessment scores.
Like I mentioned earlier, I was definitely a bit surprised by my Inbox assessment result scores compared
against the self-assessment scores I entered prior to taking the assessment. I felt going into the
assessment that I had a good understanding of where I fit within each of the different skill sets being
measured and anticipated that my self-assessment scores would hit the mark on all 5 of the skill sets
that were being accounted for. In reality, the Inbox assessment result scores had a different story to tell
and I was quickly introduced to the gaps and opportunities that shaped my strengths and weaknesses
within the measured skill sets of organizing, leading, problem solving, communicating and initiating.
These gaps, or how I like to perceive them as opportunities, really came to light as evident by the results
of the assessment. I was taken back by the gaps that were expressed within the organizing, problem
solving and communicating skill sets because these stood out the most in respect to areas needing
improvement. In addition, these 3 skill sets were ones in which I felt a great sense of confidence in prior
to the assessment so seeing these results made me double back on my instincts and made me wonder
where in the assessment did I miss the mark. On the other hand, the skill sets of leading and initiating
seemed to eliminate any major gaps and thus represented results that hit closer to my self-assessment
marks. I guess you could say I was a bit relieved to see at least some of my self-assessment scores
match the actual results of the Inbox assessment scores. Trying not to jump to conclusions or get
discouraged from my initial results of the assessment, I was eager to dig into the feedback and find the
areas of strengths I can continue to improve upon but most importantly find and focus on the areas of
weaknesses I can begin to build upon.
Looking into the Inbox assessment results, I noticed my strengths were mainly represented by the skill
sets of leading and initiating. Being a former athlete, I took pride in being voted team captain on my
perspective baseball and football teams. With that being said, I was delighted to see that my main
strength came in the skill set of leading. According to the CapSimInbox, leading means “influencing
others toward the achievement of goals by directing and empowering people to accomplish tasks while
remaining sensitive to their professional needs.” This definition truly hits home as I take pride in
knowing that I can be an effective and impactful leader not only in the working world but also
throughout life. The skill set in leading was my highest score and also my most accurate in regard to my
self-assessment score. Getting an Inbox assessment score of 100 in this skill set, at the same time
matching my self-assessment score of 100 really showed me that I truly strive towards becoming a
leader in any environment I see myself in. Leading by example has always been something I have always
adhered to and this Inbox assessment score only reinforces this notion. My additional strength came in
the skill set form of initiating. Even though I only scored an Inbox assessment score of 57, my selfassessment score was 60 so the gap was accurate and small. Although my score was mid-tier, I still was
pleased to see that I proactively influence events without others direction. Understanding what it takes
to accomplish a goal, task or make a decision is extremely important and having the ability to believe in
oneself really makes the difference. Understanding my strengths expressed through the results of the
assessment had me excited to see where they play in my everyday work life.
Digging into the assessment results and unearthing which skill sets were more so my strengths really put
it into perspective the different situations and scenarios in which I see myself applying and practicing
them. Like I mentioned before, I grew up an athlete and have seen the values and characteristics that I
have gathered throughout my athletic career transfer into my professional career. Leading is one of
these characteristics that have transferred to my professional career as I notice myself consistently
trying to influence those that are around me. As my company has grown, we have seen a tremendous
increase in staff, especially in the IT department. Being with the company during this growth, I have
taken on that “team captain” role within the department and its noticed outside of the department as
well. Being a social and vocal guy, I strongly believe my leading skill set comes to surface through my
personality and I think the CamSimInbox assessment really captured this with the various questions and
text messages that challenged one’s leadership. Whether the assessment speculation was over one’s
salary or over the “superchicken” safety issue, remembering to be a cool, calm and collective leader
guided me throughout the assessment. Additionally, my initiating skill set is evident throughout my
daily responsibilities. Being that “team captain” I consistently provide innovative and creative ideas in
efforts to evolve and improve the IT department. I try to find areas of opportunity in order to spark
possibilities of putting it into practice or operation. Initiating is truly evident when I am in project
meetings and making decisions that pertain to my areas of responsibility. Taking the initiative, I find
myself being the one that proactively attacks tasks. Throughout my day I am consistently putting out
fires, while multi-tasking a magnitude of tickets, requests and projects and what I found awesome was
that the assessment captured this “organized chaos” throughout with scary accuracy. All though I do
not currently hold the title of manager, I constantly find myself filling and being in the shoes of
management and it was great to pull from the assessment that my leadership and initiating skills were
most prominent.
On the other hand, looking into the Inbox assessment results, I noticed my weaknesses were composed
of the skill sets organizing, problem solving and communicating. Like I mentioned earlier, I was a bit
surprised, especially in the arenas of problem solving and communicating because I felt going into the
assessment that these would be my strengths. I saw my largest score gap in the assessment come in the
skill set of problem solving. I self-assessed myself at 75 but received a terrible score of 21. Though
discouraged, I looked back at the assessment to see what may have happened. Questioning my
responses, I wonder if I rushed my problem-solving decisions because I was being timed and wanted to
“get through” each question without worry. I remember overlooking some of the information the
assessment provides on the left-hand side, and again think this may have been my downfall. Not
realizing that information was the key to my responses in this arena, I wish I could go back and truly take
my time. I have been told “haste is waste” and this was truly the case when it came to my Inbox
assessment score for problem solving. My next largest score gap in the assessment came in the skill set
of communicating. Like I mentioned earlier, being that social and vocal guy, I have always been
confident and comfortable in how I communicate with others. When I gave myself a 95 for my selfassessment score, I knew I was shooting high but was also confident I would land my Inbox assessment
score somewhere near. However, I found myself with an Inbox assessment score of 58. Being a bit
taken back, I quickly went back to the drawing board to see if I responded throughout the assessment in
the correct manner. I questioned whether my responses effectively presented the information I wanted
to be understood and whether I chose the correct mediums to get the messages across. Looking back at
the assessment, I remember questions that challenged these aspects and can now see how meeting
with someone face-to-face over sending them an email could truly make the difference in getting your
message understood and expressed. Finally, my organizing skill set was the third largest score gap that
was seen in the assessment feedback. I admit, I was expecting this skill set to be my biggest weakness
because even though I feel like I am an effective multi-tasker, I often get caught up in my own
“organized chaos”. Shooting a bit high with a self-assessment score of 80, I was not all that surprised to
see my Inbox assessment score come in at 55. Throughout the assessment I noticed that I jumped
between emails, text messages and the given information a lot, consistently going back and forth to
“double-check” things. I never felt a sense of being organized and now know I could have taken a step
back and spent more time in the preparation phase in order to have been better organized. This would
have spared me the time lost hunting and digging for information I should have had locked down.
Seeing these weaknesses exposed by the results of the assessment, it is going to be interesting to see
where they fit in my everyday work life and how I can upgrade my current situation to evolve these
weaknesses into strengths.
Diving into the assessment results made it clear the weaknesses, or opportunities I have in order to
improve upon my organizing, problem solving and communicating skill sets. Initially being surprised by
my results in these skill sets, I have now taken a different approach to understand that these are indeed
opportunities to take these skill sets to the next level. Being involved with a variety of projects and
initiatives that span across multiple departments, my work life infrastructure is supported by my ability
to stay and be organized. Having the ability to plan and prioritize work through effective approaches
and methods is necessary when trying to juggle multiple action-items. Though I believe I am currently
doing this in an effective manner, I do see how I can definitely utilize more tools or methods in order to
become a better organizer. I find myself relying on my memory a lot to organize the facts, information
and tasks that are needed to be done. I think I could truly take advantage of writing this information
down in the form of project plans or to-do’s, so I can focus my attention towards the end goal. In
addition, creating more of a robust schedule so I can see the big picture would be a tremendous help.
Creating check lists, reminders and making sure the clutter of the day does not evolve into that
“organized chaos” I mentioned before would take my organizing skill set to the next level. Being an IT
Specialist, my day is revolved around and intertwined with constant problem-solving through troubleshooting the needs and issues of the corporate and center staff. Because I routinely problem solve
every day at work, I was quickly humbled by the assessments representation of my problem-solving
ability. Problem-solving is an art and I strongly believe that if one stays complacent, they will fall behind
and never grow. Making sure to remember the basics and soak in everything from previous experiences
and lessons learned is vital for becoming an effective and impactful troubleshooter. I think I could truly
gain for documenting my trouble-shooting approaches to really get a gauge of what is or is not working
when attempting to solve a problem. I often find myself digging through past tickets or emails to regain
the problem-solving knowledge I once had, possibly creating a hand-book of quick knowledge reference
could make the difference. In addition, really remembering that even though there may be urgency
when problem-solving, it is key not to rush to one solution or option and is important to spend time in
preparing and understanding what you truly are trying to accomplish. Adhering to the mistakes I made
in the assessment, I have learned that I could take my problem-solving skill set to the next level by
simply just slowing down and understanding the big picture before jumping to a conclusion. Being
within the IT department, a lot of technicians I work with lack that social and vocal skill set that is
common within the IT arena. Growing up as a “nerdy-jock” I felt like I always had a leg up on my peers
because my personality allowed me to comfortably and confidently communicate with others regarding
the situation or environment. Needing to remember that just like problem-solving, communicating is an
art that needs to be continuously practiced and built upon over time. Even though I feel like I am
currently communicating effectively, there is always areas for growth and opportunity for improvement.
Focusing on the definition of communicating allowed me to understand that knowing your target
audience, identifying the core ideas of the message being expressed and locking in on the best medium
to deliver the desired message is most important in bringing out the best in my communicating
potential. I have been told in the past that management would like me to engage more with them, I
think my communicating skill set could come in handy in this case. Knowing that I can effectively
communicate at the management level would boost my confidence and only build upon the approaches
and methods I have learned thus far. Hoping to learn from my environment and peers, I could leverage
some of the relationships I have already created in efforts to solidify and refine my communicating
practices and skill set.
SMART Goal Statement #1 – SMART Goal Statement #1 – Leverage a Strength: Leading
Leverage a Strength (3
Improve ability to lead initiatives and peers by 50% by January 1st, 2019
points): Write one goal
statement that includes all
SMART criteria
SMART Goal #1 – Strength
– Develop and prepare a presentation on my leadership efforts
Action Plan (10 points)
thus far within the company. Review, practice and understand
Bullet tasks/action plan that
the best communication methods and mediums to convey my
you will follow to achieve this
desire to improve my ability to lead initiatives and peers in
goal – this should be very
department. Accomplish completion of presentation by end of
specific with deadlines
month July 1rd, 2018.
– Purpose an initial meeting with management on July 2nd, 2018
to review current and future managerial opportunities in
department that reinforces my desire to lead initiatives and
peers.
– Have initial meeting with management on July 6th, 2018 and
express desire to elevate leadership influence within the
department.
– Seek guidance and support from managerial peers in company
on how to improve influence with peers within department.
Review current approaches, what has or has not been working
and develop additional methods. Gather the constructive feedback to present to direct management.
– Develop baseline documentation that records the feedback and
efforts in evolving the leadership influence in preparation for
follow up meeting with management on August 1st, 2018.
– Perform a follow up meeting with management on August 1st,
2018 to review future possibilities. Develop and create road
map with known initiatives with managements input. Develop
and create a timeline with major milestones with managements
input.
– Consolidate the road map and timeline and develop an agenda
and battle plan to present to management by September 1st,
2018. Agenda and battle plan could compose of ideas like
–
–
–
–
–
SMART Goal Statement #2 –
Address a Weakness (3
points): Write one goal
statement that includes all
SMART criteria
SMART Goal #2 – Weakness
Action Plan (10 points)
Bullet tasks/action plan that
you will follow to achieve this
goal – this should be very
specific with deadlines
creating anonymous surveys that would serve as a source of
constructive feed-back for the leadership process. Meeting
with managerial peers monthly to refine practices. Taking
courses in leadership growth. Express creative and innovative
approaches to leading initiatives and peers and implement an
iterative approach to monitor and control.
Present battle plan to management on September 1st, 2018.
Gather the constructive feed-back and make necessary
adjustments.
Put refined battle plan into action on September 15th, 2018 and
schedule follow up meeting with management on November
1st, 2018 to review how it has been working.
Perform follow up meeting on November 1st, 2018 and review
the past 2 months of performance. Determine what was or was
not effective and pull in and analyze the feedback and data
from peers. Use these analytics to create a bench mark against
the original baseline to develop a % progress report.
Compare what was learned and implement changes to increase
influence towards initiatives and peers.
Continue to accomplish road map and follow timeline from
November 2nd – January 1st, 2019. Have bi-weekly summary
meetings with management to report on progress until year
end review on January 1st, 2019.
Perform yearend review on January 1st, 2019 with
management, review the accomplishments, opportunities and
improvements needed. Use the completed road-map and
timeline to compare against the baseline documentation that
was created in August to get an understanding of my
performance in attempting to improve my ability to lead
initiatives and peers.
SMART Goal Statement #2 – Address a Weakness: Problem Solving
Improve capability to problem solve tickets by 25% by January 1st, 2019
–
–
–
–
Begin researching and documenting baseline IT support analytic
data that can be done by utilizing the report mechanisms our
web help desk ticketing system provides. Complete this
research phase by July 1st, 2018.
Enable and implement the web help desk ticketing survey
feature by end of day July 3rd, 2018 so surveys can begin to be
collected. After completion of every ticket, the end user will be
prompted to perform a tech performance survey that can be
reviewed anytime.
Develop and compose communications to send on July 6th, 2018
to all staff informing and educating them about the new survey
option.
Begin development and creation of a quick reference support
Personal Value and Ethical
Statement (4 points): this
area serves as the conclusion
of your paper and overview
of what you’ve learned and
applied through this course.
Write a few statements of
your personal values and
ethics that will guide you in
the pursuit of your
managerial goals.
guide or manual on August 1st, 2018 that has documented past
solutions, troubleshooting steps and helpful information to
remember. Continue to develop this support guide or manual
on a monthly basis to ensure it is up to date.
– Enroll into training and support courses to improve upon
troubleshooting skills effective immediately and attend the biweekly courses until year end.
– Every month end until January 1st, 2019 I will pull and review
months analytics and pull all end user surveys for review. In
addition, review what has been gained from the bi-weekly
courses and if the knowledge has been applied effectively.
– Each month I will take an iterative approach to my problemsolving techniques that have been gathered from lessons
learned from the surveys.
– At year end January 1st, 2019 I will pull all the gathered IT
support analytic data and end-user surveys and compare them
against the baseline research found (before and after) in order
to develop a % in improvement of my capability in problem
solving tickets.
Going through the Business Information Technology graduate program
here at DePaul has been such an amazing challenge. I have had the
privilege of taking courses that hit both ends of the spectrum of IT and
business. What is amazing is understanding that these spectrums
consistently collide and interact with one another. Taking this course
has truly made this evident. I have gone to work each day connecting
and correlating “nuggets of truth” from each module. It is fascinating
how much ethical organizational behavior revolves around the everyday
life in general. I have gained and learned so much from this course that
I wish some of my work colleagues, especially in management, could
take it. Whether the topic was communication, leadership theories,
bases of power or effectively solving problems, I found this to be one of
the most, if not the most beneficial course I have taken thus far. It is
awesome to be able to immediately transfer and use the knowledge
taken from this course and apply it directly into practice. Each module
offered something unique and special and it was so fun to get to work
and dissect each day in the eyes of good and effective management of
ethical organizational behavior.
As I mentioned many times throughout this course, being a former
athlete has made me no stranger to hard work and dedication. After
taking this course and applying all the knowledge taken from each
module, I can now see all the robust and complex aspects that are
needed to be an effective and impactful manager. I hope that I can
remember these aspects and never forget the foundational principles
that make managers so great. Now being equipped and prepared with
all these tools in ethical organizational behavior management, I am
excited to put them in practice and really take it to the next level.
Striving to take that next step into management, I am always going to
adhere to being as professional as I can be. This leaves me with a saying
from the course video Barefoot College that truly stuck out to me, “to
be a professional you have to have competence, confidence, and most
important, belief”.
6/9/24, 6:42 PM
CapsimInbox – Report
COOKIE SETTINGS
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6/9/24, 6:42 PM
CapsimInbox – Report
Overall Performance
0
10
25
50
15th Percentile
75
90
100
Your overall performance was 15th percentile. This overall score is based on how accurately you responded to the emails and messages during
the exercise. The score is a percentile, which shows your overall performance relative to the CapsimInbox database. A score of 15th percentile
means that you performed higher than 15% of the individuals in the database.
Development Index
Advanced
Your development index shows your current level of skill proficiency is
at the Intermediate level. Across all of the skills measured, you
Somewhat consistently demonstrated this Intermediate level of
proficiency. Your ultimate goal for professional development is to
consistently demonstrate an advanced level across all of the skills
measured in this exercise.
Intermediate
Novice
Inconsistently
Somewhat
inconsistently
Somewhat
​consistently
Consistently
Self Awareness
2
1
0
3
1
Your self-awareness index is a 1. This score reflects how accurately
your self-assessments match the objective assessments produced by
CapsimInbox. Higher scores equate to more accurate self-awareness.
Your score indicates that you are currently very low in self-awareness
accuracy. When you are inaccurate, it is due to over-rating yourself. It is
important to recognize that an accurate understanding of your skills is
the essential first step to improving these skills.
4
5
6
COOKIE SETTINGS
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CapsimInbox – Report
Skill Gap
Legend of bar
Self-Assessment Score
Inbox Assessment Score
90
Organizing 
68
91
Leading 
39
100
Problem Solving 
47
70
Communicating 
33
100
Initiating 
28
COOKIE SETTINGS
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