Abstract

In this paper, I will discuss the modules covered in CPD 410, sharing my key insights and reflections on the relevant concepts. The action plan section will outline how I intend to use this knowledge to achieve my goals, providing a structured approach for practical application. Writing down these intentions will solidify my commitment and serve as a constant reminder of the necessary steps to succeed. By integrating theoretical learning with actionable plans, I aim to make informed decisions and realize my full potential in both personal and professional pursuits, encapsulating my journey of growth throughout the course and charting the course for future accomplishments. To lay a robust foundation for the topics addressed in this curriculum, we started with a module focused on moral development and the establishment of ethical reasoning. During this process, a particular subject that intrigued me was “mental health days.” Though initially unfamiliar with the concept, I took the initiative to explore multiple articles and resources to enhance my understanding.

Learning

One crucial revelation during my exploration was learning that ethical reasoning encompasses diverse approaches. It is not merely a matter of calculating benefits versus costs or adhering to the notion of “the ends justify the means.” This realization brought forth a new perspective, and as I crafted an ethical argument in support of mental health days, I began building a knowledge base applicable to various situations and problem-solving scenarios. 

The practice of constructing this ethical argument not only deepened my comprehension of mental health days but also equipped me with invaluable skills to tackle other ethical dilemmas. By embracing multiple facets of ethical reasoning, I now possess a versatile toolkit to analyze and address complex challenges in both personal and professional spheres. This newfound knowledge fosters a more compassionate and insightful approach to decision-making, ultimately empowering me to contribute positively to diverse situations and create meaningful solutions. 

The concept of the “mensch” emerged as a pivotal theme throughout the curriculum, leaving a profound impact on my understanding. While I had encountered the term in the context of “ubermensch” before, its true essence eluded me until I delved into our third discussion board post, which focused on the “mensch” and how it pertained to leadership. 

“Mensch” is a Yiddish term that encapsulates an individual of exceptional character, unwavering integrity, and genuine compassion. Such individuals exemplify kindness and empathy in their actions, consistently striving to make ethical choices, even when faced with challenges or inconvenience. Beyond being synonymous with goodness, being a mensch embodies living a life imbued with purpose and significance (Levine, 2015). 

Through my research and exploration, I not only gained a clear comprehension of what constitutes a mensch but also discovered its relevance to the realm of leadership. Embracing the qualities of a mensch can profoundly influence leadership styles, fostering a culture of respect, understanding, and empathy within any organization or community. By embodying these principles, leaders can inspire positive change, nurture growth, and create an environment where individuals can thrive both personally and professionally. The concept of a mensch has instilled in me a new perspective on the kind of leader I aspire to be and the impact I can have on those around me. 

Resilience is an essential concept emphasized both in my workplace and throughout the Air Force. While some individuals may perceive the time spent on resilience-building activities as wasteful, research indicates that structured training significantly benefits overall resilience. These efforts have a tangible impact on various aspects, such as reducing stress, depression, and negative mood (Robertson et al., 2015). 

From personal experience, I have observed that investing in structured resilience-building initiatives not only improves individual well-being but also fosters a sense of care and concern from leadership towards employees’ mental health. This focus on building resilience aligns closely with the idea of mental health days, as both approaches encourage individuals to prioritize and take proactive steps to enhance their mental well-being.

By promoting resilience, organizations and leaders demonstrate their commitment to supporting the health and welfare of their workforce. It enables individuals to develop coping mechanisms, adapt to challenges, and maintain a healthier work-life balance. Emphasizing resilience and mental health initiatives contributes to a more engaged, motivated, and productive workforce, benefiting both individuals and the overall organization. 

Module five centered on the profound concept of compassion and its impact on relationships and leadership. To grasp the essence of compassion, it was essential first to comprehend its connection with empathy. Empathy provides us with the ability to understand and recognize opportunities for compassion (Roy, 2021). 

Personally, I have always considered myself an empathetic individual, capable of comprehending others’ emotions and feelings. However, mere empathy is not sufficient to embody true leadership or become a mensch. Taking that extra step, practicing compassion, is what sets leaders and mensches apart. It entails actively taking measures to alleviate the pain and suffering someone may be enduring.

By cultivating compassion, leaders can create a nurturing and supportive environment, strengthening their relationships with others. It is through acts of compassion that true leaders inspire and uplift those around them, fostering a culture of care and empathy. This profound understanding of compassion has transformed my perspective on leadership, motivating me to be a better, more compassionate individual in both personal and professional settings.

Module six explored the intriguing concept of a “calling.” Throughout my life, I’ve often searched deep within myself to discover a sense of purpose, a calling that would provide direction to my life. Regrettably, I have yet to personally identify a clear calling, especially when it comes to my occupation. However, during this exploration, I stumbled upon a fascinating topic known as “work orientation,” which has sparked numerous conversations with friends and coworkers. 

In essence, work orientation categorizes individuals into three fundamental groups: job oriented, career oriented, and calling oriented. For job-oriented individuals, like myself, work is primarily a means to achieve material benefits and support life outside of the workplace. Career-oriented individuals, on the other hand, are motivated by the desire for career advancement, seeking promotions and honing career-specific skills. Finally, the calling-oriented group finds their motivation in the enjoyment and fulfillment derived from the work they do (Mintz, 2022). 

While I currently identify as job oriented, I remain open to the fluidity of work orientations. I believe that personal growth and self-discovery can lead to changes in one’s work orientation over time. Should I encounter an occupation that aligns with whatever I find to be my calling, I would wholeheartedly embrace the opportunity for a more fulfilling and purpose-driven path. In the journey of life, the pursuit of one’s calling can be an ever-evolving quest, and I am eager to explore the possibilities that lie ahead.

In conclusion, the exploration of various modules throughout CPD 410 has enriched my understanding of leadership, ethics, resilience, compassion, and the pursuit of one’s calling. These invaluable insights have inspired me to become a more compassionate and effective leader, embracing the journey of self-discovery and personal growth. As I transition into the action plan, I am eager to apply the knowledge acquired from this course to achieve my goals and make a positive impact on both myself and others.

Action Plan

                As a member of the US Air Force, I find many of the leadership topics covered in this course to be highly applicable to my current job, which resembles a corporate 9-5 style of work. Throughout the course, I consistently framed concepts and tasks in terms of their relevance to my job and office dynamics. My aim is to leverage the knowledge gained from this course to initiate real change in my workplace. I have formulated actionable goals based on this newfound knowledge. 

What do you want to achieve?	Explain exactly what you want to accomplish.	How will you be able to measure progress during and/or after?	Is this attainable?	Is it realistic?	When do you want to accomplish this?
Establish a gratitude box	At my workplace, I want to set up a box, like a suggestion box, but instead of suggestions, people are able to write and submit what they are grateful for.	If the box is established and people are willing to participate with it, that would be progress.	Yes	Yes	January 2024
Get  resilience-building activities approved	Submit suggestions for resilience-building activities that the entire office participates in	The activities are discussed, then approved	Yes	Yes	December 2024
Establish mental health days	Submit a plan for mental health days to office leadership to establish them throughout the organization.	The concept moves up the chain of command through the various levels of leadership.	Yes, if it is well thought out with evidence to support its viability	Yes, there are systems in place to allow this kind of change to be at least recommended	As a stretch goal, the timeline on this could be many years in the future.

The first goal is to establish a gratitude box at work, which appears to be the most achievable of the goals. The concept involves setting up a box where individuals can write down what they are thankful for on a note, and some of these notes may be randomly shared with the entire office. Since it incurs minimal cost and requires only a small effort from office workers and leaders, it should face minimal resistance. To present the idea to leadership, I plan to emphasize the fact-based evidence that expressing and receiving gratitude improves happiness and morale (Emmons & McCullough, 2003).

The second goal is also feasible but requires more planning and preparation. My workplace already allocates time to emphasize the importance of resilience. Currently, we join video conferences where guest speakers or experts talk about resilience and methods to build it. While I recognize the significance of this education, I believe that some of this time could be better utilized for actual resilience-building activities. Additional planning will involve refining the idea and outlining its execution.

Potential resilience-building activities include lunchtime walks (similar to smoke breaks but healthier) or providing stress-relief resources such as puzzles, coloring books, or other non-work-related activities. While my workplace already offers an online daily puzzle, it is often viewed as a waste of time. However, I personally find completing the puzzle and discussing it with a coworker to be a great morale-boosting tool, contributing to resilience. Encouraging such activities or allocating time for them during the workday could significantly improve the overall workforce culture of resilience. Although this goal is still in the early concept phase, its potential benefits and relatively low cost warrant further discussion.

The final goal is to establish mental health days. I have previously highlighted the importance of mental health in one of my first discussion board posts. A mental health day could serve two purposes, both of which merit consideration. The first involves treating mental health days like sick days but specifically for recovering mental health during acute crises. During such times, an employee’s ability to perform at work is already compromised, making it more beneficial to prioritize mental health and healing.

The second type of mental health day is the one I propose in the goal listed above. It would be a day where an employee does not come to work but focuses on improving their mental health. This day would not be counted against the employee’s vacation time and would require approval from the workplace. I suggest that twice a year, an employee should be allowed to submit a plan for the day, outlining activities they will engage in to enhance their mental health. The supervisor would then approve the employee’s request based on the submitted plan, which must demonstrate genuine efforts to improve mental well-being. Activities may include spending structured time with family, engaging in physical exercise, spending time outdoors, pursuing art or creative endeavors, and other similar activities.

While I am aware that getting this goal approved will not be easy and may take considerable time, I firmly believe that the potential value makes it a worthy endeavor. Addressing barriers involves ensuring that office leadership recognizes the importance of mental health, understanding that the time spent away from the office is balanced with productivity gains, and fostering an office culture that trusts employees to follow through on their plans for self-improvement. Despite the challenges, I am committed to developing a solid plan and gathering sufficient research to demonstrate that the benefits outweigh the costs. Once prepared, I will draft a comprehensive proposal and submit it through proper channels to decision-makers. If faced with rejection, I will seek feedback to make any necessary adjustments and continue advocating for the concept. With persistent effort, I am confident that this idea can be implemented, and it may even be considered for a trial phase.

In conclusion, CPD 410 has been a transformative journey that has enriched my understanding of leadership, ethics, resilience, compassion, and the pursuit of one’s calling. Each module presented valuable insights that have inspired me to become a more compassionate and effective leader, while also igniting a desire for self-discovery and personal growth. Armed with this newfound knowledge and guided by the principles of a mensch, I am eager to embark on my action plan, striving to make a positive impact on both myself and others. Through the establishment of a gratitude box, the promotion of resilience-building activities, and the pursuit of mental health days, I hope to create a workplace culture that values compassion, well-being, and personal growth. As I navigate this path of change, I am reminded that true leadership is not merely about title or authority, but rather the commitment to uplifting and supporting those around us. In each step forward, I aim to encapsulate the spirit of a mensch, leading by example and fostering an environment of empathy and understanding. My journey of growth throughout this course has laid a solid foundation for a future filled with meaningful accomplishments, guided by knowledge, compassion, and a resolute commitment to being a positive force in the world.

References

Emmons, R. A., & McCullough, M. E. (2003). Counting blessings versus burdens: an experimental investigation of gratitude and subjective well-being in daily life. Journal of Personality and Social Psychology, 84(2), 377.

Levine, S. (2015, November 19). Who is “a mensch”? Psychology Today. https://www.psychologytoday.com/us/blog/our-emotional-footprint/201511/who-is-mensch

Mintz, G. (2022, January 6). What does it mean to have calling work orientation?. Ambition In Motion. https://ambition-in-motion.com/blog/what-does-it-mean-to-have-calling-work-orientation

Robertson, I. T., Cooper, C. L., Sarkar, M., & Curran, T. (2015). Resilience training in the workplace from 2003 to 2014: A systematic review. Journal of occupational and organizational psychology, 88(3), 533-562.

Roy, R. (2021, May 14). Reasons why compassion is so important. LIFEGRAM.  https://www.lifegram.org/why-compassion-is-so-important/Links to an external site.