On MBA 724- Research:
“As an MBA student and leader, Research and Global Business courses are critical to my education. Having opportunities which allows me to expand my knowledge base is part of the learning process. Our class was invited to attend the lecture led by Ms. Karen Dunn Kelley, Executive in Residence, at Carlow University on January 24, 2012. Statistical charts and graphs were shown to the group along with information regarding emerging markets, leadership, and goals.
I was a little overwhelmed with some of the deeper components within this lecture as I am in the beginning phases of my education; however, a few points stuck with me. Ms. Dunn Kelley mentioned that an increase in savings serves as a function in economic growth. As students, it is easy to review our own financial situation and make decisions accordingly. Though, we may be able to make stronger investments if we have the proper tools to do so. In turn, this could benefit the community and a world as a whole. Furthermore, she mentioned a return on assets from the yield (total rate of return), and as I see it this creates positive economic value. Lastly, Ms. Dunn Kelley alluded to the appreciation in capital value. Determination of this stems from increased demand or changes in inflation. A dollar isn’t just a dollar, it can be an opportunity.
I would definitely like to learn more about investments locally and globally. In addition, understanding how to form wiser decisions in my personal and professional life along with why I should make such decisions is something I hope to gain in future seminars.”
~~~~Harriet Wortzman (Puchone)
Sheila Washington, an organizational development consultant with Washington Consulting Group, recently spoke to the professional seminar class. Washington is the founder and president of the company, which specializes in providing customized organization development and consulting services to help organizations develop a positive, cohesive work environment built on strong leadership, respect and quality.
MBA student, Robin H wrote the following reflection:
“Organizational development consultant, Sheila Washington was very informative. I was impressed with the videos she showed about diversity and inclusion. I have to say, as a minority, I often don’t think that others see diversity and inclusion in the same way that I do. Have they ever been in a situation where they were made to feel uncomfortable or where they are the only one that looks like them in a certain setting? It’s a shame, but sometimes facing these situations, I have gotten a “thick skin,” but on the other hand, why am I still faced with these situations? I know that it is an answer that really doesn’t have a response. As long as there are different ethnic groups, languages, races, and religions there will be a need to make sure the workplaces, organizations, schools, and communities understand diversity and inclusion.
“I liked how in Ms. Washington’s bio, one of the thing it states is that, “First we collaborate with leadership to discover where and what change is needed. Then we roll up our sleeves and work with management and staff to impact individuals first, then the organization structure.” I found this interesting because I think an organization’s diverse culture starts at an individual level. I feel like I work in a diverse organization; however I feel like that message has come from the top down—from the leadership to the employees. If the leadership of an organization is not engaged and committed to promoting a diverse and inclusive work place then those that report to them may not feel the need to be open to working in an environment where everyone is treated with respect.
“I really liked Ms. Washington. I thought that she presented a topic that is often difficult for some to hear and for others to accept in a format that prompted us to think more about diversity and inclusion in not only our workplace, but in general terms. One class member commented that he had never gone to school with anyone non-white. I found this hard to believe because I am non-white, but it’s a reality that many people still today live with. Ms. Washington was able to facilitate a discussion that I think made us all understand that diversity and inclusion is not just about race or gender, but crosses many lines and that no matter what everyone has the right to be respected and treated fairly.”
On January 27, 2011, the Carlow MBA Professional Seminar class welcomed Leanne Meyer, a facilitator, educator, coach, and co-founder of the leadership and individual identity-development company, Naridus International.
MBA student Gemma F. wrote the following reflection after Meyer’s lecture:
“Passion, commitment, and drive are things that were evident through Leanne Meyer’s lecture. When one shows passion in their life, it will shine through in their professional lives. In Leanne’s lecture, she proved that by having passion to achieve a vision, we can make the leap from where we are to where we want to be.
“Leanne stressed that we have a vision of what we want in life. However, she suggested that we do not always put our vision into practice. When we do not put our vision into practice, we then tend to ‘live in limbo.’ This means that we are not where we want to be, nor, are we where we began. We are somewhere in between our vision. This can be true of personal, professional, or company visions. For example, a CEO of a company may know what he/she wants for the company’s future, but may not put the vision into action or practice, thus leaving the company in limbo.
“Another theory that stuck with me beyond the lecture was the theory of the plow horse and the show horse. Leanne asked us if we saw ourselves as a plow horse or show horse. The decision was not as clear as I had thought. Leanne used her sons as an example of the two, which put her theory into perspective. The plow horse exhibits diligence while the show horse reveals drama, in which both are sometimes needed to achieve the vision. Leanne cautioned us that distractions, such as fear, can get in the way of our vision.
“When leaders and managers understand what drives their employees, such as this theory, the more the leaders and managers can manage the employees successfully. I have experienced something of this nature with my volleyball team. Our team was not meshing well, which affected our team morale, which ultimately lead to a losing season. Our coach consulted a life and sports coach to lecture our team. We each assed ourselves with labels similar to the plow horse and show horse theory. In doing so, our coach then knew how to better coach us, and our team knew how to work together better.
“I found Leanne’s lecture enthralling and inspiring. She proved to be a great facilitator and mentor. Leanne’s strength, was the way she connected with our class. By giving examples from her own life, she made the issues real and relevant. Leanne’s lecture forced us to look at our personal and professional lives. Her theories and perspectives were upfront and realistic. This lecture influenced me particularly in my personal life. Leanne asked us questions such as, ‘What do you keep putting off or what could you do to make this year better?’ These questions helped me understand my personal vision, and helped me clarify what I need to do to make the leap.”