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Hi Maddie - just checking in to see how the school year 2019 - 2020 is treating you. Good, I hope. It is another year on the way to who you are going to be in your career. I am retiring in December of this year. I have worked in medicine for over 40 years - a long time. It has been a good career for me, it was right, I still get excited about it but the time has come. I have work I have to do at home so this is it. I hope to stay involved with the P-Tech Program as the students, you, excite me about the possibilities you have before you, who you are going to become and any small part I can play in it. I hope to see you soon Maddie - stay strong. Lori

Hi Chelsea,
What if one or both of the employees have legitimate reasons why they don't like each other? Would this change your mind about potentially changing the schedule? Think about how you can make each employee feel like their concerns are important instead of just telling them they need to put their differences aside and move on. I think you need to go into a bit more detail with what steps you could take to address the matter. Also, make sure you take a little extra time to read over your essay before you hand it in so you can make sure there are no mistakes and it flows smoothly.

Let's get a discussion going around your essays... think about the questions I asked you in the last one and then this one and let me know.

Hi Olivia- This is in response to your March Challenge. As I am sure you know, you will not like everyone you work with, there are just some people with whom you do not click. Trying to be professional and focused on the task that needs to be completed and less about the people involved. Sometimes when I have trouble getting along with someone, I try to look for a quality in the person that I respect or like and try to focus more on the positive and try to limit the negative thoughts I have toward the person. Sometimes I forget, that my response to another person may affect not only the person that I am directing energy towards, but other people in the office as well. This goes for good and bad energy.

Hey Maddie - thanks for the reply. I know you are busy, I remember school work, chores and life - very busy. Glad all is going well. You do write good essays. About six more weeks and you should have a break for summer! Hang in there! Lori

Hi Lindsey,

I apologize for the late responses to your submissions. There was a bit of confusion as I thought you were coming to shadow me again. For the submission about cheating, I feel that you did an amazing job. It is never best to take the easy way out, especially in healthcare. I was a nursing instructor, and I found that there were students that cheated (but I had no proof). I had the discussion with the class that although it will get you through the year, it will not help you when you get out of school. If you cheat on the test and do not learn the information necessary to take care of your patients, then you are harming them. Study hard and you will know that you tried your best in the long run. You will be happy that you did.

On the other submission about working with someone that you do not necessarily get along with, I feel that you also answered very well. There are going to be many people that you come across in your life that you do not get along with, but it is important that you work as a team to reach an end goal. In all careers, there is teamwork and there is time that you can work independently. However, you must be able to do both as the customers/patients depend on it. I do not particularly get along with everyone I come in contact with, but I still am professional with them all. When you have to work with someone and you are having difficulty, you are correct when you state that you should discuss it ahead of time and resolve any issues so they do not get in the way of your work.

I hope this reaches you in time. Have a great week!

Jamie

Jayson,

It's nice to finally be in touch! My apologies for taking so long to pick up my end of the responsibilities.

I've read over the two assignments you submitted. Overall, I found you got right to the point and answered the questions that were asked, which is the way to manage this kind of assignment - especially in a professional setting, no one wants to be bothered by fluff.

I have some thoughts - mostly questions, really. Just intended to provoke thought - often there isn't a correct answer. I'm not sure what your responsibilities are regarding this feedback mechanism - whether you need to reply or not - but if you do, I'm more than happy to continue the conversation.

Regarding the March assignment:

I think your statement that an ongoing dispute would impact the quality of your work was spot-on. If you want to get the job done, any difficulties in the relationship need to be a secondary concern.

You initially wrote you would ask the other individual, with whom you had a rocky relationship, to set aside their differences. Why is it their responsibility? I did see that later on you wrote that it was a shared responsibility. What might you do if only one of you managed to set those differences aside?

You wrote "If both of our ideas work well together..." What if both of your ideas don't work well together?

"Calming our differences" sounds easier said then done. If this is a person with whom you've had several heated discussions, what exactly does this process look like?

I think you covered some of the complexity of working with people you are friends with well. People can be friends, and people can work well together. Sometimes these things go together, and sometimes they don't. It's nice to have friends you work well with, and it's not so nice to have friends you don't work well with. What might you do if you found that you did not work well with a friend, but you both still had a job to do?

Regarding the April assignment:

Your initial approach is to ask if the employee in question knows that their supervisor does not like them. Sometimes people KNOW their supervisors hate them, when it's actually a case of mismatched expectations. A supervisor and their employee have very different responsibilities, and when a supervisor acts to fulfill their role obligations the employee may not have knowledge of all the information that was used to make the decision in question. So what if this person were to tell you they knew their supervisor did not like them, that this was a fact - and it was in fact not true and their supervisor was just doing their job?

The assignment starts by saying that you have given direction to the supervisors that the schedules are to be changed. Is managing this employee's dissatisfaction your responsibility?

If two people you're responsible for, the supervisor and their employee, disagree so strongly about this scheduling problem that you're concerned they might began to fight and disrupt the functioning of the clinic, is the schedule the real problem? It may be if it was legitimately unfair. It may also be that these people are incredibly unprofessional and incapable of managing their disagreements in an adult manner. How do you determine what the cause is?

What happens when the individual in question who got their schedule switched tells their co-workers? Or the changes to this individual's schedule causes changes in the schedules of others? Who is responsible for managing the dissatisfaction of the employees who are impacted by the fallout?

Overall, I like direction you're headed in. Managing disputes successfully and getting the job done are key.

Please let me know if you've got any questions (about feedback, or me, or the field, or anything, really).

Mike