Mgmt 571 Reflection Paper

This paper explores the effect that MGMT 571 has had through the assigned readings, classroom discussions, the TD Bank Case Study and personal exploration. It is a reflection of what the course has taught and how it translates to the future role of a leader. This paper looks at what it means to have a culturally inclusive organization and methods to include all individuals. It looks in depth at what an steps an organization can do in the future. Which the paper accomplishes by considering measurable goals, self management, hiring practices, training and development and community outreach programs. In this paper, I will elaborate on how I have used change and will use it to enhance my leadership skills as a division manager, my initial perceptions, and setting a course of action for myself. A situation that calls for serious reflection about the following: What kind of change agent am I? Am I a change agent or is change from the environment in which I operate? How do I foster and enhance inclusion at work within my own
How do I define who I am? How do I implement change within my team? What kind of change agent am I today? What kind of change agent will I become in the future? How will I become an effective change agent within the organization that stresses inclusion? When I started this course, my way of thinking about leadership was different. I saw change as an important enterprise, which a manager must use to succeed. However, my understanding and perception of change dealt with a focus on developing competencies to succeed within a particular position and motivating that team towards a common goal. However, I had not realized how important is to critically analyze and reflect on the tremendous implications change and inclusion has in leadership and on an organization. Now, I view leadership, change and inclusion differently with more critical analysis and better recognize the interconnectedness between all