8 Participant Reflection – Emerging Leaders’ Development Programme Cohort 1, Central Bank of Barbados By Mrs. Arlene Estwick, Participant, Strategy Officer, Central Bank of Barbados A s I reflected on the past three months of the Emerging Leaders’ Programme (ELP), I am indeed grateful for the several opportunities it provided: the opportunity provided to me to grow the opportunity to learn a plethora of new tools and techniques of leadership the opportunity to unlearn some old ways of thinking and being, the opportunity to share in practical ways with my colleagues and to expose my vulnerabilities knowing it was all for the greater good of becoming a better person, a better colleague and a better leader. Among my favourite tools were the Extended DISC and the Action Learning Sessions. The Extended DISC not only made me more aware of my communication style but also that of others. It highlighted how we sometimes need to adjust our approach based on what communication style we are interacting with. Action Learning, done similar to coaching, is a process of insightful questioning and active listening that involved us working in small groups to discuss real issues. These sessions were a life line and gave me the opportunity to share openly and to hear multiple perspectives on an issue I was seeking to shoulder on my own. These sessions underscored the importance of team support and how much better and more effective we can be by working together. I therefore encourage us to continue these coaching sessions within our groups and to create new coaching opportunities within our departmental teams. Better Together We learned that good leaders seek input from others…so to put this into practice I asked my colleagues to share one word that would sum up their experience in the programme over the past 12 weeks. I was very encouraged by their responses: Enlightening; Insightful; Empowering; ThoughtProvoking; Practical; Relevant; Timely; Rich; Useful; Informative; Consistent; Engaging; Educational, Intense, Life-giving; Life-changing. (All of which I wholeheartedly endorse!) Colleagues, just imagine, if each of us were to apply what we have learnt, little by little and bit by bit, I believe we would start to see positive changes occurring across the Bank. But for this to become a reality, each of us needs to play our part. Let us not just check the box on having completed this programme but let us commit to implementing what we have learnt within our departments, our teams and the wider Bank. For if we truly want to create and maintain a happy and healthy work environment then it is up to all of us here today to be a part of the solution. I challenge each and every one to let us work together to help bring about the positive changes we want to see in our Bank (it’s not going to happen by chance). Twelve weeks ago, when we commenced our Leadership development journey Dr. Parkes asked us what we were most curious about? For me, it wasn’t a question I had to deliberate on because this question was top of mind for me on entering the programme. What was I most curious about? After going through the programme how could I then translate what I had learnt in to real action that could influence positive change whether be it in terms of mindsets, culture, how we lived our values and how we valued each other. Having gone through the programme is this still a burning question for me? Perhaps not burning but it is still very much top of mind! Do I have the answer? I believe I do… I refer them as My Five Bs: Begin — start where I am..within my circle of influence Be the change I want to see — start with me… model the behaviours that align with the Bank values Be intentional — set out each day to make small improvements — it’s not what I say; it’s what I do repeatedly Be adaptable —change is occurring at a rapid pace – If I am to remain relevant I must maintain Continues on next page
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