Running head: PERSONAL PROFESSIONAL DEVELOPMENT
Personal Professional Development
Zeg Fanta
PhD OL TCS
Summer Session 2- 2019
Submitted to
OL 700 Summer Session 2: A Leadership Self-Development
PERSONAL PROFESSIONAL DEVELOPMENT
Personal Professional Development
Introduction
This assignment has two objectives. The first is reviewing the Personal Leadership or
Managerial roles of the student in his/her organization. The student has selected to review his
Personal Professional Development. In addition, the student is required to take a quiz, designed
to evaluates the compassion and love he has for his partner thereby his colleagues and
coworkers. According to Rittenburg (n.d) of UC Berkeley, “Leadership is Love”. The text of the
book by Schwartz, T. & McCarthy, C. (October 2007), titled, “Manage your energy, not your
time” is the material source of the analysis.
Analysis
Schwartz and McCarthy (2007) explained that organizations have not been able to
increase production or performance by having employees work longer hours and days ‘because
time is a limited resource’ (p. 1). Schwartz and McCarthy developed a model of renewable
personal energy based on simple rituals: “taking brief breaks at specific intervals, expressing
appreciation to others, reducing interruptions, and spending more time on activities people do
best and enjoy most” (p. 1). The authors posit that organizations practice and use the rituals to
help employees replenish their energy and “build workers’ physical, emotional, and mental
resilience” (p. 1). Schwartz and McCarthy developed a model for renewing personal energy
based on four dimensions of practices: physical energy, emotional energy, mental energy, and
spiritual energy.
Physical Energy
The physical energy practices concern general health conditions of the worker such as
eating, drinking, and sleeping habits and watching signs of emotions and stress in the workplace.
PERSONAL PROFESSIONAL DEVELOPMENT
Emotional Energy
The emotional energy deals with the signs of negative emotions expressed with body and
exchanges of positive ideas via notes, phone, e-mails, and conversations. The practice of
emotional energy examines areas of conflict and the need to adopt a “reverse lens” to see the
problem from different angles.
Mental Energy
The mental energy deals with interruptions such as phones, e-mails, voice mails, and
prioritizing jobs and looking ahead and preparing for challenges.
Spiritual Energy
The authors identify certain activities that bring special joy and fulfillment as “sweet
spot”. Workers enjoy doing certain tasks and it is important to assign the worker a job that he/she
enjoys and gives him/her satisfactions. The practice encourages to work hard and defeat old
habits such as being late by trying to be on time. The authors suggest ideas how organizations
help improve energy renewal rituals. They recommend the creation of “renewal rooms” where
workers “relax and refuel”; they suggest that organizations encourage the physical exercises of
workers by “subsidizing gym membership”; they recommend setting up workers “midday
workouts” time, and they discourage workers’ habits of “checking e-mails during meetings”.
Schwartz and McCarthy developed a quick survey questionnaire to help determine
whether a worker is heading for “Energy Crisis” or is doing excellent energy management skills.
The surveys contain four questions in each of the four dimensions. The reader can take the
survey and find out what level is his overall energy by using the guide to score. This researcher
took the survey and by checking the applicable correct statements, his score was a total of three,
which is according to the guide indicated an excellent energy management skill.
PERSONAL PROFESSIONAL DEVELOPMENT
Personal Professional Developments
The personal professional developments briefly described here are accounts of the
professional practices and engagements of the past as well as the skills and knowledge acquired
from a fine Higher Institution considered the future professional tools. The knowledge and
qualifications acquired shall pave the road for the next professional journey in the realm of the
social and business world. Thus, the prospects and opportunities envisioned for remarkable
professional engagement and roles as a leader is realistic.
The qualifications will open new doors for professional engagement in either public or
businesses sector. The institution has educated and cultivated this student to be an effective
leader or a consultant providing services to organizations in the area of leadership. This student
is currently engaged in the preparation of his proposal for dissertation. When done, the
qualification he will earn will make him one of the experts in the field. The global businesses are
in the mist of hard issues and conflicts. The problems are governmental policies and business
conflicts. Experts in leadership have hard tasks to transform and change organizations and
introduce new innovative ideas and methods to improve organizational leadership to create a
better and healthier business world.
Learning is a lifetime process; and no one can conquer the depth of knowledge. The
materials in this assignment have introduced this student to new concept and philosophy.
Watching the two videos, he has learned new theories about love to partner and by extension to
organization. The first video concerned love and was presented by Dr. Mark Rittenburg of UC
Berkeley. Dr. Rittenburg asserted that “Leadership is love” and introduced love as one of the
leadership styles. In the second video, Simon explained how “consistency matters in relationship
and leadership”. He presented the notion of love in powerful and convincing manner giving
PERSONAL PROFESSIONAL DEVELOPMENT
realistic examples. After listening to the videos, the researcher took the quiz. The result of the
quiz was accurate as reflected in the score and the findings were profound as stated below.
The test score was 70 out of 75. The score pointed, “You feel a lot of compassionate love
for your partner... Your partner is lucky”. The findings further pointed numerous positive
attributes, which the student gave credits to his extensive training in organizational training.
Despite the high marks, the quiz pointed rooms for improvements, and the following are
suggested.

partner’s perspective.

Recognize your partner’s faults,

Attune to your partner's needs

Compassion Meditation
The doctoral student considers the improvements indicated essentially slight
improvements rather than critical or that considered as “Energy Crisis” (Schwartz, T. &
McCarthy, C. (2007).
Conclusion
“Managing your energy not your time” by Schwartz & McCarthy introduces new
approaches by which individuals, teams, and organizations significantly increase their capacity
to get things done. The four dimensions model have been proven effective in the research
conducted by the authors. Therefore, it is an effective tool that leaders must consider for
increasing productivity at workplace. The concept of love applied to leadership is as to partners,
and it is practical and right. The quiz depicts the true relationship that exists between a person
and his partner as it is between colleague and coworker.
PERSONAL PROFESSIONAL DEVELOPMENT
References
“Compassionate Love Quiz”. Greater Good Magazine, Science-Based Insights for a Meaningful
Life. Greater Good Science Center at UC Berkeley, Publisher. Retrieved from
https://greatergood.berkeley.edu/quizzes/take_quiz/compassionate_love
Rittenburg, M. (n.d). “Leadership is Love. The Power of Human Connections”
https://youtu.be/ZrdxOYEr9Bg
Schwartz, T. & McCarthy, C. (October 2007). Manage your energy, not your
time. In HBR’s 10 Must Reads On managing yourself (pp. 61-78, 2011).
Boston: Harvard Business Review Press.
Sinek, S. (n.d) Love and Leadership. Why consistency matters. Retrieved from
https://www.youtube.com/watch?v=njeAb4CLQeI