Intro-Personal Transformation

Personal Transformation: from self to systems change

1. 5 essential domains; self

2. Leading others

3. Driving systems change to create a positive impact

-Personal transformation: how change/evolve

5 intrinsic dimensions of personal transformation

-Mission: Purpose — what you are called to do

• personal compass; experiences that guide you

-Vision: The future you imagine and pursue

• picture paint for self; more specific

  • ex: what next 4-5 years look like

-Values: What matters most and guides conduct

• sum of your beliefs; dictate/clarity about what meaningful, drives you

-Beliefs: Ideas and assumptions you hold to be true

• subjective bc what you hold to be true; get from multiple experiences that generate same idea pattern

-Identity: The story and characteristics you hold about yourself

• can be hard to let go → friction; inside and outside us; also how others see you

  • ex: parents take care of you, not other way around

5 extrinsic dimensions of personal transformation

*all relate/influence each others

-Experience: What you encounter, live through, and learn from

• background

-Preferences: What you naturally lean toward or away from

-Behaviors: Observable actions and reactions

• actions from other 4

-Competences: Knowledge, cognitive skills, and attributes integrated in practice

-Personality: Patterns of thinking, feeling, and behaving.

Competence + components

-the ability to do something properly and successfully; emerges from integration of the following to influence our behavior…

1. Knowledge: practical and theoretical knowledge

2. Cognitive skills: the things you can do

• reason and apply knwoledge; ex=clinical decision making

3. Attitudes/Attributes: Inherent charactertics often expressed through the things you think, do, and feel

• influence behavior; ex=clam vs anxious in scenario changes way you go about

*^”KSA”

what shapes how we behave?

Experience → 1. Personality 2. Preferences 3. Competence → Behavior

-Experience: what you encounter, live through, and learn from

-Personality: relatively consistent patterns of thinking, feeling, and responding

• broad; how show up on day-to-day in multiple scenarios

-Preferences: how you naturally tend to approach situations

-Competence: what you are capable of doing successfully through knowledge, cognitive skills, and attributes/attitudes

-Behavior: what you actually do in a particular situation

true colors assessment

-The goal is not to label students. It is to build shared language for reflection, communication, and teamwork

• patterns/themes in individuals, how collaborate better and avoid friction

• can change overtime (fluid), but primary color=defult

Why do?

-Personality differences can trigger conflict when behavior is interpreted through personal preferences

-Understanding your own style helps you notice tendencies and reactions

-Understanding other styles supports perspective-taking and stronger working relationships

Use colors as a lens, not a box

-Use results to support growth, not limit it. ✓ Do not excuse unprofessional behavior with a color label. ✓ Do not infer someone’s color from appearance, culture, major, or career interest. ✓ Ask better questions about clarity and what others may value. ✓ Treat your brightest color as a starting point, not a fixed identity.

takeaways colors assessment

-Know yourself: Recognize tendencies, reactions, stressors, and strengths

-Read the room: Notice how others may prefer to receive information

-Adapt respectfully: Adjust communication without losing your own voice

-Collaborate better: Use different traits to strengthen team functioning.