DES7062: Leadership and Entrepreneurship Log

Each group session it becomes increasingly more evident that Hannah and I are comfortable leaders, stepping up when it is needed and remaining efficient. After reflecting on women in leadership, it encouraged me to think as myself as a design manager. I do want to ensure everyone on the team is comfortable and open, however this is also down to the people who you are leading.  We caught up on work, checking we had done the assigned tasks, we were a member down but continue to progress. Each session a lot of progress is made with ideas bouncing, which was the same for now. We had more of a sense of direction and what needed to be completed before the next meet with the experts on 1st April. We delegated the tasks and subjects, created a template to follow and with Hannah and I taking on the larger and more work load. Hannah and I have increasingly ensured to ask all is clear and that everyone is one the same page. Hannah caught up with Tanisha to check the task was understood. I felt co

  Now, thinking about women in work and the topics surrounding it is very broad. However, topics such as menstrual cycles and how a period can impact work life for some feels like a taboo subject. Even me, writing it now, that I am coming on my period feels like too much information (TMI). This stems from years shaming periods and keeping it secret, but when it comes into the workplace sometimes its hard to ignore. This is because it may mean a stronger EQ is needed to help understand and control the different or more sensitive emotional state. On the lead up to my period I will be paying extra focus to my body and mind and how it may influence my work or team work for uni. As mentioned in my last blog, the 26th March, my PMS (Premenstrual Syndrome) made me more sensitive to a situation at work. Therefore, I wanted to look into  women's emotion in work , leadership and design as whole. Whilst there is many, MANY, topics involved in this, such as the underrepresentation of women i

I have been in my case manager (CM) role since June 2020. Today, I had a new experience which was extremely overwhelming leaving me feeling emotional. It was the end of the day and one of my claimants had made contact meaning I needed to call him. This could have been left as deadline was the end of my next shift or could of been dealt with by a colleague. However, looking back my empathy made me ring the claimant. I didn't want to finish the day knowing someone needed to be called and I suppose, lack of trust meant I didn't want a colleague to deal with it differently.  I called the claimant, an 6o year old man who was querying about closing his claim as he had not received any entitlement due to his earnings and pension. The first 3 mins of the call were spent of the claimant, who will be called John Doe for example, distressed. John had suffered bad health including strokes and head injuries for a while and has only been working for 15hrs a week due to his health condition.

At 11am, the group met with the experts whom we are creating the CPD for, Dr Mersha Aftab and Nick Irvin. As I was at work, I unfortunately missed this so we arrange a catch up at 5pm. We prepped the questions on the 22 March (evident on the group reflective log on the content page), therefore I felt confident about any concerns and topics that were being discussed.  This was an informal discussion to know what the experts wanted, needed and hoped for.   Design Management What gaps do you think exist for Design Management CPD & Short Courses? Do you have any skills or expertise that you would like to share? Costing of the courses Would you be teaching or guest lectures / speakers External contacts Room Hire / Staffing Duration of courses and availability? CPD’s / Short Courses Criteria for attending the courses? Previous experience? Would they be accredited? Pathways Would CPD’s be transferrable towards a top up BA/MA Taster courses (1-3 hours online) Follow up / progression to CPD

  Acting as a group design consultancy, we conducted a big share. Here, we were to exchange any previous ideas and give them to the new group focusing on the topic.  24 March  Big share , really letting go of an idea. Was group with 4 other people, who didn’t understand the task. I tried to explain but no one really knew. I put our groups miro board forward - felt like no one was involved or interested in the task. However, I can say I tried - I gave our idea to sensory design but I feel like they have their idea set.  Group started flowing a bit more at 8 mins but was short lived. I felt like I couldn’t give much more and no one was engaged.  It is not uncommon for designers to hold onto ideas. I felt potential in our groups idea but as mentioned, the sensory representative wasn't too involved and it was clear the group had their idea. I felt like I could have added knowledge to this from existing research I have conducted for previous modules but the conversation was lacking.

  Before the groups and topic were changed, we did a peer assessment of the first initial group members.  I found this feedback really interesting. It was interesting this was someones perception of me, this is their first time working with me. I didn't know what imposter syndrome was, therefore I googled it for clarification. Wikipedia simple definition says that imposter syndrome " is a psychological pattern in which an individual doubts their skills, talents or accomplishments and has a persistent   internalised   fear of being exposed as a "fraud"." I see this from two viewpoints. I know where this peer is coming from, however, this is because I know myself and abilities. I have been saying to the group 'sorry for being  rubbish or distant' or noting that I haven't been as motivated. This is because I know my capabilities and I haven't been given my full effort, however this peer views my efforts thus far as my full potential. Therefore, when

22 March More engaged with lecture, relating it back to my own professional development  Frustrated as it appears most groups wanted sensory design, module has felt unorganised which has made me agitated Passion about the groups idea for sensory as I believe in the ROI however, rather than fight our cause I am letting go of the idea. Not speaking up to ask to be part of  Opportunity to focus on another topic of interest which is design management, also creates opportunity for part B as it is a passion of mine Group are happy to shift focus and Ellie is joining another group for the BIM topic There’s two groups of sensory design, both focusing on different things however I will let go and focus at the task at hand PAITENCE Are me and Hannah dominating, intimidating or leading? Disappearing in middle of call? Is the rest of the group as committed as Hannah and I? The new group shift and topic has allowed me to focus on certain elements for the self-reflection. As I am doing a t

  My role as a Case Manager (CM) for Universal Credit (UC) involves interacting with my claimants, managing their details/payments and ensuring an stress-free journey whilst on UC. I have around 700 claimants who are my own, which in time you do get to know the ones who need more support and assistance. However, sometimes I think it's easy to forget the importance of the role, as you do come across many rude and problematic claimants as well as fraudulent ones. When reflecting that my empathy needs improvement, I felt a good practice is to take more time at work to practice being empathetic rather than sympathetic. Remind myself that each individual case is different. Today, I exercised my empathy.  The Universal Credit Ship is an analogy for my empathy on-action reflection. After reflection on my day, I related a successful, supporting relationship/claim as a boat. Multiple factors play a part in controlling and supporting a boats journey. As well as, uncontrollable factors which

  17 March: Sensory Design CPD A topic I’m interested in Learning to listen and try not to dominate  Patience  Noticed my effort once it was a topic of interest in comparison to the other topic Today's session within the group indicated me when it is a topic of interested my effort naturally increased. I knew I was passionate and had ideas for the topic so I tried not to dominate. I listened to everyone patiently, even if they were slight off course.  Whether the group felt the same, it was clear which topic has the most understanding and effort in. I am unsure how much impact I had on this but the group had a stronger grasp of this topic for the CPD brief.  Reflecting on my EQ, my passion heavily fuels my intrinsic motivation and if I am uninterested it is clear in my efforts, as I don't see why? If I'm honest with myself, being in a strong group can also make me lazier as I know I can rely on other people. Therefore, a focus is too look how I can stay intrinsically

  Richard Diviney, a Navy SEAL Commander who was involved in the SEAL selection process studied core attributes through observation research. The traits in which a person performs in a team and individually which can be used in personal and professional lives. The book 'The Attributes' focuses on hidden drivers for optimal performance. The Attributes focus on attributes within to achieve optimal performance under stress. Referring to the pandemic (2020) as everyones own involuntary SEAL training, people were put to the test and training. 'Check your engines' is saying used by Diviney to understand ones unique capabilities, what makes us up and our own attributes. In the short clip above Diviney mentions a 2 minute rule and the importance of laughter. The two minute rule relates to when something good or bad happens, you have two mins to wallow, celebrate process and then get back to it. Laughing creates a chemical response, it masks pain and creates bonds. It can bring