AAA Leadership Competency

AAA’s leadership competencies which consist of building talent, Influence, Company Stewardship and Strategic visioning are the foundation that AAA seeks in their leadership team to continue the forward success of the company. I have been with AAA for exactly a year as of May 03,2017. When I joined AAA, I did not have any claims experience but my military and aviation background molded me into an individual who could easily adapt to change and be able to take on a new career path and succeed. Since I joined AAA not only did I learn a new vocation but I was able to teach my fellow peers ways to improve the way they handle claims and time management skills. I created methods throughout my learning process that allowed me to be efficient throughout
the claim handling process and I have been able to share my methods with my fellow peers and mentees.
I currently participate in building our company talent by mentoring new hires through the company mentorship program. By participating in this program, I have been able to assist approximately five new hire’s in learning how to handle claims efficiently while maintaining DOI compliance. I have also assisted the new hire’s and some of my peers by teaching them the methods I have created through my learning process as well as time management tricks to be more efficient in their daily routine while keeping a balance of new claim handling and following through with the completion of previous claims. Participating in the mentorship program allows me to provide my peers the tools necessary to succeed as a claims adjuster. Due to this great program, I have seen two of my peers promote from fast track adjusters to Complex adjusters. By providing my mentees these tools I assisted them in building a solid foundation for their career. Although I have been actively involved in the mentorship program I currently require development within the AAA leadership competencies in company stewardship.
I would like to become more active in promoting the companies brand and image by participating in more volunteer events as well as internal events. I have started to develop this skill by joining the Las Vegas Employee Engagement Team (LVEET) so that I can be more involved with in the company to help improve employee engagement. By participating in this program, I believe that I will be able to build relationships with fellow peers while creating a positive impact within the company by assisting in voicing employee concerns, promoting company values while promoting positive brand image through events promoted through the LVEET
program.
To increase my proficiency in company stewardship and the additional leadership competencies I have become more involved in company leadership by participating in the LVEET program and Mentorship program. I am also seeking to be involved in the Aspiring Leaders Development Program (ALDP) to develop my skills in preparation to join the AAA leadership team. I believe that being involved in the LVEET, Mentorship program and ALDP program will be a crucial element in the development of my leadership skills.
Participating in the ALDP program will be vital in the development of my leadership skills, it will instill in me the two most important leader competencies necessary to succeed as a supervisor and manager.
As a supervisor building talent is a vital leadership skill and as a Manager strategic visioning is of the upmost importance. The reason that building talent is a vital element necessary for a supervisor is because the supervisor is the person that will have the maximum impact on the employees’ success or failure. A supervisor plays a huge part in the selection of talent, development of talent as well as the planning of future talent needs. Due to the facts listed above the direct employee of the supervisor becomes a reflection of the supervisor’s leadership and employee development. If the supervisor is not able to vet applicants properly during the interview process there is a possibility that the development of talent would be complicated and sometimes can lead to placing an individual in a position in which they are not qualified to handle. Once a supervisor hires an employee it becomes their responsibility to assist in the development of the employee so that the employee can reach maximum success in their position. The supervisor is also a mentor to the employee to help them reach career goals they have set for themselves within the
company.
Strategic visioning becomes the upmost important in the management position because at the management level, managers continuously seek ways to evolve the company’s business needs due to company growth, changes in business, visions, objectives, and changes that occur naturally over time. If management did not focus in ways to improve the evolution of a company based on its needs it would be hard for a company to survive in a competitive market. By management actively seeking ways to improve the company and communicating the changes to the supervisor which are then communicated to all employees’ management becomes the leading force that allows the company not only to grow and be profitable but to succeed in a competitive market.
Throughout my military, aviation and insurance carrier I have encountered a myriad of leadership styles some great and some that at times were questionable. Being exposed to numerous leadership styles I have been able to pick and choose certain qualities I liked from certain leadership so that can create a leadership style that I feel would be a good fit for me to aid in the development of employees. Out of the different leadership styles I have encountered there is one leader that has stood out to me the most. I consider my current supervisor Mrs. Hilan a great leader. Mrs. Hilan has amazing leadership qualities because she has always allowed employees the opportunity to find a solution to a problem so that they can learn in the process rather than telling the employee what to do right away. When an employee has an issue with a claim and requires supervisor assistance Mrs. Hilan sees the opportunity as a learning experience and walks the employee through the process so that he/she can learn from the issue. This allows the employee to build confidence in their ability so that when they encounter the issue in the future they know how to solve the problem. I have never seen Mrs. Hilan give an employee a bad look or talk down to an employee for not understanding how to do something. Mrs. Hilan is also always ready to help any employee with a smile. Mrs. Hilan always treats employees how she would like to be treated and always carries herself with the upmost professional manner.