LDP A. What life lessons, skills, and values are central to yo.docx

LDP
A. What life lessons, skills, and values are central to your
current success? What role models or mentors helped you learn
those lessons, develop those skills, or assume those values? In
what ways are you like them?
I find that I am an honest and caring leader who values
efficiency. I can project trust to my superiors and my
subordinates, I have the gift of project confidence to others, and
after I realized this quality in myself I have been trying to
master this gift.
I don’t think I had a mentor in my life that influenced the leader
I become. The closest was a German Physician with the worst
rigid character I’ve ever seen but the nicest person after work, I
notice than in general the people who work with him, dislike his
behavior but at the same time value his company after work. I
notice that his great character for issues beside work, were more
valuable for people than working with him, and his temper was
tolerable for that.
I had learned more reading about great leaders from history than
from mentors. The history of civilization goes around politics
and diplomacy and the great business leaders of history as
Alexander the great, Napoleon, Lincoln, Roosevelt, JP Morgan,
Rockefeller, Tesla, Ford, Steve Jobs and the list may go on. All
this great men has influenced my life more than any other
human alive.
B. Which bosses have made a lasting impression on you? What
did you learn from each? How does your managerial style
reflect that?
I have learned more from co-workers and their interactions with
subordinates, than from my former bosses. Every one of them
has positive management points, but in general I can’t think of
any who left such a positive impression that change my style.

For the other part I had a great boss, excellent human been who
micromanagement everything, the lesson I learned from him was
not to do it ever to the people who work for me. I learned how
micromanagement neutralizes employee’s intellectual growth;
affect the person’s overall emotional evaluation of his or her
own worth. Additional to this put more pressure to the leader
who overworks for issues that should be delegated.
At the time I was attending for Emergency medicine, I learn
from a colleague how, to project calm under pressure make your
team confident, efficient, and respectful. I learned from another
colleague, how to be human and caring without be taking as a
soft boss, in fact he amazed me how been very pleasant at the
same time was very strict for work matters.
My managerial style is reflected in how my staff respect me as a
boss, they appreciate that I fully support them. I am invited to
more meetings that I should be because people enjoy my
comments and suggestions, in general people that work with me,
appreciate me. I know it because after I leave different positions
in my professional life, most of my former staff keep in touch
and care about me.
C. What roles have you held over the course of your career?
What skills brought you recognition? What skills led you to be
promoted?
After I’ve been working as attending physician, I become
fascinated by vaccine production, and I started a career in
research and good manufacture practice “GMP” this knowledge
allow me to work in the pharmaceutical industry. My life
suddenly changed when I was assisting to a seminar and I was
contacted with a job offer to be the Medical officer on cruise
ships. As I like changes and the challenges than come with it I
decided to accept. I started as a Junior Medical officer and in
just one year I became Senior Doctor. At that time I noticed the
gift I have to make other to trust me. Few years after this work,
the time has come to settle ashore, and I got an offer to work as
a Manager Director of Utilization for Health Spring/Cigna in

Miami. These changes brought to me the need to learn about
markets and business. Again with no to much experience on the
matter, the interviewers trust me when I told them,” I’ll learn
quickly and I will succeed.” My skills projecting confidence
were my big asset for getting this job. After I move to the
beltway I switched sides, and now I’m a Director of utilization
of a Hospital in Washington DC.
Part of the skills I brought to any company is my willingness
for coaching and offer confidence to my staff, I speak out my
appreciation for their quality of work, I outline the plan of
work, I set the goals but once I trust their capabilities, I let
them space for innovation. I’m considering myself very
confident delegating responsibilities. I have
Developed a certain sense of self-awareness in my abilities and
that; despite that self-awareness, the more I investigate
different modes of analyzing my personality, the better I have
gotten at pinpointing specific areas of strength and room for
potential improvement. For example, through assorted in
meeting activities and discussions, I’ve found that my ability to
engage others in the necessary conversation is highly correlated
with my initial perception of them and their attentiveness. This
kind of actions is my great asset to stand out for promotions.
D. Before undertaking your current position or career, what
assumptions did you hold about the industry, the job, the work,
the organization, the workers, or the people being served? How
did your assumptions affect your performance and
relationships?
I came from Heath Insurance business, which is very organize
and efficient, they are up today with the changes in health care,
using all the tools available, watching their resources with
armies of professionals, doctor, nurses, administrator working
together like a team. My current position is a Directorial
position in a Hospital, before I came to work in this industry as
an executive; I had the assumptions that this was an industry
that was inefficient, having poor management where doctors and
nurses barely working as a team; like many other industries, the

health system has changed by providers there are not.
Physicians continue attached to the past long gone when no one
questioning a doctor for he or she was doing, today the doctor
work is audited 24/7, it gets questioned, he/she has to explain
the thinking process of the treatment or get denied. Nurses has
been taken a major role in health care, from patient care, to
informatics, anesthesia administration but still attached to the
past, no matter what they do still thinking they are beside care,
very similar to the photos we see from the 30’s. My third group,
PA’s; a limbo between physician and nurse practitioner. In
general health care is a mess.
My assumptions were not far out of the reality I found, baby
boomers physicians just don’t care about new changes, they will
retire soon and the fact to replace them is not easy task, giving
them a lot of leverage to keep the old business as usual. These
assumptions affect my performance because with some doctors
and nurses than meet my description above I just gave up and
focus in the younger more willing to change groups. I know is
not right but at times I feel I waste my time trying to change a
mentality already set with not leverage from my part to lead this
change.
E. Briefly, identify how your leadership style has changed over
the years. What about your current style is more effective than
in the past?
One of the main things has been that I become and extroverted
leader, I have noticed over the span of this course, that I have
developed a certain sense of self-awareness in my abilities.
Today I have the ability of analyze my personality, and gotten
better at pinpointing specific areas of strength and room for
potential improvement.
F. To what areas of business have you had little exposure?
What aspects of managing people are new or uncomfortable to
you? What skills are required of you now that you have not had
the chance to develop yet because of the path your career has
taken?

I had little exposure in budget management and human
resources. These are the skills I need to develop for my career,
the human resources part is another field I have to improve,
knowing about labor law is important for a leader.
People management is easy for me, I have good interpersonal
skills but I know I have a problem if someone is just not
interested in changes that we MUST to do due a new regulations
or guidelines, I have a problem with the people that put their
personal interest above the institution.
G. What is your general attitude about personal change,
development, and improvement? Why? How has your mindset
affected your engagement in these types of activities?
Life is dynamic and personal change has to be up to date with
the changes around us, I can change, in fact I’ve done so for
years, for me this is a key for success. My mind set with
stubborn people is my huge problem, I tend to ignore them and
compensate with the interested ones. I know I have to take
action with them too, come up with something that makes them
change but still my mayor weakness. My mind set also affect me
in the social part, although I am extroverted I am not a social
person outside my work, this affect my professional
relationships.
H. When your team fails to achieve optimal results, what
thoughts race through your mind? How do these thoughts
(and/or actions) affect your team’s subsequent goals and
performance?
I blame myself. I think a failure of a team is a lack of
leadership, I get upset for my late awareness of the situation
and not to realize it, before it happens. Once it happened I bring
my team with a shock plan for recovery, I make sure it does not
happen again and I keep the goals with the necessary
adjustments. Failure is good if it is a warning signal of a
possible catastrophe, failure is what makes us grow and make us
accept changes.

Leadership Development Program (LDP)
Development Goal # 1 for: Ricardo Berman
Category: Developing Myself
Goal: I will develop the skills that make me feel more
comfortable working with groups and confident to assertively
communicate with the people that I classify as not interested
with the wellbeing of my institution, I will meet with them or
approach and talk to them 3 times per week, I will look for
mechanisms that motivate them to the change. A positive
consequence for myself development from this goal will be my
own improvement in communication skills, I score low in my
SDI in communication.
Steps to take to achieve this goal
· I will schedule in my calendar things to do the 2 articles
readings I have to read per month.
· I will check the target physician schedules and look for them
and start casual and/or business conversations. I will do this 3

times per week and keep it for periods not longer than 15
minutes.
· I will write in write in the notepad how I felt after every
interaction and what makes me more comfortable and
uncomfortable of each individual.
Strengths I can leverage to improve my progress toward this
goal: Work together with the CEO, and CFO will provide the
support I need.
How I will monitor this goal: I will write in my notepad my
impressions of each conversation and check what went right and
what went wrong. I will rate from 1 to 5 the level of difficulty it
takes from me to take the initiative and start a conversation and
empathize with the disrupting physicians with the goal of get to
the lowest level once I feel comfortable and genuine (1) .
Reward for achieving this goal: I’ll take my car for a car wash
and detailing.
Development Goal # 2 for: Ricardo Berman
Category: Assessing Behavior
Goal: I tend to judge people’s behavior subjectively.
Learning about the science of behaviorism and expanding my
knowledge about the psychological, philosophical and social
components of human behavior, will make me more objective
and professional lieder, will change the way I subjectively look
at the behavior not only of the hospital staff including myself,
but my friends and family. I will be able to recognize leaders in
different areas and levels in my organization; it will help me to
establish a procedural guidance for the execution of my LDP.
The goal is instilling and enhancing desirable behavior in my
organization among physicians, clinical staff and administration

and changes my bias perception about people in my
organization.
· I will take the list of the possible potential leaders in my
organization that I already have from April and in front of each
name, I will write the mean reasons I think they are potential
leaders. I will make a list of the individuals I discarded as a
leaders and write my reasons of why they don’t meet the
standards I looking for.
· I will schedule myself for a behavioral webinar from
Maryland hospital association for September 10th.
· I will ask to the hospital psychologist to assess my behavior
and listen what she has to say about myself. I will ask her to
provide me with books or articles about human behaviorism,
this activity will take place before September 1st.
· I will start develop a method that includes a leadership
assessment report card that will allow me to assesses the
individual behavior of the staff; the date goal is October 15th.
· I will use test my method to identify potential leaders
including the people I had chosen and the ones I discarded from
my previous assessment of April.
· I will compare the results of my previous screening with the
results obtained with the developed method. Discrepancies as a
new chosen potential candidates or the discarded of previously
selected will prove that my skills as a leader are improving,
from a subjective to an objective leader. This process will be
done not later than December 15th.
goal; Self-awareness,
How I will monitor this goal: I will make a comparative table
with the positive and negative reasons of my assessment of the
potential leaders. I will use the leadership card to assess
equally.
Reward for achieving this goal: I will go to my favorite

restaurant for a dinner with my wife.
Development Goal # 3 for: Hospital employees
Category: Developing Others
Goal: Whit the accomplished learning curve from the
goals 1 and 2 I will develop the skills that help me to develop
my employees. An individual-focused training process designed
to develop leadership skills, this plan will include train, advice
and counsel. The goal is maximize the potential of success of
the organization leaders. This training will focus on three
aspects A) character, B) Presence, C) Leader intellectuality.
Character; is essential to successful leadership. It determines
who people are and how they act. It helps to determine right
from wrong and choose what is right.
Presence; It is a part of leadership, is the image that the leader
projects. Presence conveyed trough actions, words, and the way
leaders carry themselves. This is an important attribute that a
leader needs to understand, sometimes going beyond cultural
believes. The effectiveness of a leader is enhanced by
developing the right presence.
Leader intellectual capacity; A leader formation includes
learning of formation in innovation, judgment, interpersonal
tact. Learn conceptual abilities enable bold judgments before
implementing plans. They help to think creatively, analytically,
critically with cultural sensitivity.
· I will request present my LDP in the next education committee
of November 2013, and request a budget for the hire the
services of an educator in Leadership development.

· I will create a model of leadership requirements for my
presentation to the education committee and get the support of
my CEO and the viability of founding by the CFO before the
presentation in November.
· I will develop a leadership assessment report card with the
advisory of the nurse educator in my hospital, she has
experience in leadership programs and I plan to use her
knowledge in our benefit.
· I will be part of the first group to be in a leadership program
that will be design for our needs, I will complete myself
assessment and learn of my strengths and weakness. I will
follow my leadership development indicators. This goal is for
the first quarter of 2014.
· I will write in write in the notepad how I felt after every
interaction and what makes me more comfortable and
uncomfortable of each individual.
goal: My organization has been concern about leadership and
the lack of organizational custom design programs that help
identify potential leaders. I will recommend promotions for the
leaders identified by this program.
How I will monitor this goal: I will follow Leadership
Development Indicators cards and follow the progress of the
potential.
Reward for achieving this goal: I’ll take one week vacation in
Spain.
Development Goal # 4 “wild card” for: Ricardo Berman

Category: Self Developing, Social Skills.
Goal: This goal will be oriented to two actions,
observation of
leadership and socialization. I will visit 3 of my classmate’s
worksites to observe leadership
styles in action, I will choose
one location in the East, Central
and West coast to see if
cultural differences play a role in
leadership styles. My SDI and
leader ship behavior survey
scored low for socialization, my
coworker’s critic that I am not a
social person, I never go to my
organization or co-workers social
events. This goal also will
push my social behavior to the
limit, because I have to contact
my classmates, travel to their
work places and of course been
obligated to socialize in other
activities such as , going for diner
and so on, I’ll make new friends.
This action would be
unthinkable for me without this
LDP goal.
This goal will completed with one
visit per quarter the
first visit will be in Spring 2014.
· I will contact the classmates I will visit during my RP3 and set
what it would be the right time to visit them at work.
· I will go to the hospital auction diner in August 23rd and

socialize with the people from my organization, I will seat in a
table where I don’t know anyone and push myself to socialize.
goal: My close co-workers and my good classmates friends will
encourage my plans. My will to change myself into a more
social person.
How I will monitor this goal: I will write on a calendar the next
organization activities, and buy the ticket to the hospital auction
July 30th.
Reward for achieving this goal: I’ll buy a bose wireless
speaker.

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