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
department? Therefore, with this reflection, I will use previous work experiences, classroom discussions and readings to reflect about change and inclusion, and on the essential attribute, I consider a leader should have.

Introduction
What’s important to me?
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
three.
Inclusion and Leading Change in an Orgainzation I am a white Caucasian male. I was born and raised in a rural community in the North West part of Lehigh County, Pennsylvania. I graduated from a small high school, where everyone new each other, and I had very little exposure to diversity in my first eighteen years of life. However, my lack of exposure to diversity as a youngster did not waiver my personal philosophy on diversity and what inclusion means to me - all individuals should be treated equally regardless of race, culture, religion, gender, sexual orientation and economic status. Moreover, I have had wonderful opportunities as an undergraduate student and I have worked with individuals from all types of backgrounds. This course (MGMT 571: Leading Organization Change) has reiterated the fact that even though I consider myself well aware of diversity and inclusion in the workplace , there is still much I can learn to expand my understanding and acceptance of the diverse world that I live in.
Diversity comes in many forms; race, gender, ability/disability, age and cultural background are just a few. In my role of manager and as an organizational leader, it will be important for me to understand diversity, inclusion, and how to incorporate it not only into my team, but how to become a change agent within the whole company. This course, Leading Change in Organizations has made me consider some very important questions about what inclusion, support, change, and leadership means to me. What do I know about change and inclusion and what do I still need to learn? How and what am I going to incorporate into my team that reflects inclusion. How and what am I going to do promotes diversity and acceptance? Last, but certainly not least, what does it take to be an effective leader and positive role model for a culturally diverse organization?