#DILO (A day in the life of) a Robert Kennedy College master’s student

∙ By ∙ No Comments

Here’s another gem of our #dilo (a day in the life of) series featuring our students. We asked some of our past and current students to share their thoughts and opinions and give feedback on how they handled the challenges of online learning.

Learn from those who came before and see if what worked for them will help you become a better student! Hopefully, this will help you to make an informed decision.

An Introduction

Who are you, really?

I am an ambitious 40 (soon to be 41) year old woman, juggling a very demanding job while trying to maintain a healthy lifestyle and continually developing myself on a professional level.

Which programme did you choose and why?

MBA Coaching, Mentoring and Leadership. I manage the HR function of a law firm, and I thought this programme would give me added skills which I can use in my current role.

The Study Plan

How did you plan to study each module, and what was the reality? How many hours did/do you have to put in each day/or in a week?

I tried to watch all the videos and do as much reading as I possibly could during the first three weeks. I always aimed to start writing by week 4. A great piece of advice I got was, “Just start by writing sentences. The more you read, the more you’ll be able to articulate your ideas”. I found the advice to be very true and a good strategy. I would say I dedicated an average of 20 hours a week approximately.

What part of the day did/do you find most suitable to study? (e.g. early mornings, lunch break, evenings, weekends?)  

I would stay a couple of extra hours in the evening at work and dedicate that time to my studies. I found that to be easier than coming home and starting again. On the weekends, I would typically dedicate mornings to studying.

How much time did you devote to each assignment?  

I honestly cannot quantify that. One particular assignment required a lot more time than others, as it required a lot of practice. So I would say that I dedicated as much time as I could depending on the requirements for each module.

Photo credit: Canva.com

Travelling and Communication  

How did travelling impact your ability to study?  

My work does not require me to travel, so it was a matter of ensuring that any holidays would be planned in a way that they would not interfere with my studies.

How were you able to interact with peers and/or professors given the time differences?  

The online platform makes this pretty easy. Professors are usually quick in replying. I think the residency in York was an essential part of this programme because it made the whole experience real. You realise that most people are struggling with the same issues as you, and keeping in contact with several peers (mainly via Whatsapp) has provided a great support network, especially during dissertation!

A typical day as a master’s student  

What does a typical day as an Online Masters’ student look like for you?  

Go out for a run first thing in the morning before getting ready for work (currently back in the office 3 days a week). Deal with everything the day throws at me. At the end of the working day, I either spend an extra couple of hours at the office to dedicate to my studies or go home. I would summarise it as busy; however, now that I am in the final stages of this programme, I can honestly say that I would do it all over again. Looking back, I can say that the past two years have gone by very quickly, and all the effort was well worth it.

Photo credit: Canva.com

Any advice?  

Any advice you have for students to better plan their studies.  

Always give yourself sufficient time to write your assignments, and don’t leave them until the last minute. Read, read and read, as that is the only way you’ll be able to write. If you have a block on some days, that’s fine, pick up the next day, and if you don’t know what to write, it means you haven’t read enough.

I hope this blog has answered some of your questions, and please watch this place for similar blogs. So, if you have been considering doing a master’s degree and now understand how to study better for an online programme, look at our programmes and see if anything interests you.

You can also chat LIVE on WhatsApp with one of our Education Advisors for more information on all the programmes we offer, the application process, and answers to any questions you may have.

Five steps on how to ask for a raise

∙ By ∙ No Comments

Now and then, this thought must have crossed every employee’s mind – the idea of not earning enough, the belief that you deserve a raise. But, how many of us gather the courage to go to our boss and ask for that raise? It is alarming that most people never ask for a raise for what might seem rightfully yours.

Photo credit: Unsplash.com

But if there was a good time to ask for raise, that time is Now!

There are unprecedented conditions in favour of asking (read demanding) a raise. Inflation is at an all-time high. Russia’s invasion is affecting the oil prices and resulting in huge spikes in oil prices, shortage of labour, changes in labour laws bringing transparency in pay and reawakened labour movement, which has significantly impacted how employers respond to workers’ demands.

Many of us find it difficult to highlight our achievements or have that frank talk about money. It is an awkward conversation that most of us shy away from. However, you can strike the conversation confidently and always steer the ship in your favour.

Here are five simple steps when you negotiate your salary:

1. Look for that perfect timing

Photo credit: Unsplash.com

Half of your battle will be won when you strike the iron when it’s hot. Experts say the timing of the ask makes a huge difference. Pick a day and time when you can claim a target has been achieved or a large client account you just secured. Also, be mindful of the annual payroll ‘budgets’. Usually, the conversation is not a matter of a day or two. You don’t want to be too late after budgets have been set nor too early. Keep in mind a timeline of 4-6 months.

2. Peer review

Turn to peer review on how much they think you should be making

If anyone can know your calibre after your boss, it is your colleagues. You tend to spend most of your work time with your fellow workers, who observe your work style and capability. So you can turn towards peers to get their opinion about how much they think you should make in the job. Now it will be impolite to ask how much money they are making. So instead of asking the question bluntly, replace that question with a mere query: In their opinion, how much should a person doing a similar job be earning as per market standards? You can use such data as a reference.

3. Collaborative and holistic pitch for women

Photo credit: Unsplash.com

Even in the 21st century, society still perceives women employees differently than their male counterparts. Women are known to have “many focuses”, and their value to the business is always questionable.

Therefore, women have to approach this process of asking for a raise a bit differently. Women should make a collaborative and holistic pitch with a simple formula of highlighting past performance, project future potential and then present a direct request for a raise. Then leave events to take their course.

4. Ask for a specific number than pay-range

Talk specific number than pay-range

Unlike the popular convention of letting the other person start the conversation, experts today suggest that you should go first; you will face less disappointment. You should anchor the discussion with your desired number. Without a specific number, the HR manager or your supervisor will not be sure how to close the deal, and you may have to walk away with a number this is not satisfactory. Especially women who end up being offered the lower end of the range specified.

5. Do your homework

Photo by Firmbee.com on Unsplash

Last but not least! Do your research. You must look around and find out what other companies offer for a similar role or to the new hires. Such research will help calibrate your ask. Due to labour shortages, salary compression – when the salary of low-skilled workers and salary of high-skilled experienced workers tend towards one another. It has become more common than one might be aware. Do not fear asking why you would not be paid the same (higher) salary that a new hire with less experience and skills is being paid.

Though it may not be the easiest conversation you will ever have, to achieve what you aim for, you need to keep the conversation going until you win!!

If you have any tips about how to ask for a raise, please share them in the comment section below. I would love to hear about your experience.

5 reasons you feel stuck in your career

∙ By ∙ No Comments

From early childhood, we start idolising people – our parents, grandparents, teachers, aunts and uncles, pop stars, a pilot, cops or firefighters. As soon as we are old enough to understand what each person around us does for a living, we start either liking or disliking it. Subconsciously, our minds begin making choices about which ‘profession’ we would like to venture into and which we dislike. We are also groomed (or maybe forced in some cases) to choose a career path that is traditionally high paying and secure.

But eventually, I guess we all choose something that we like doing or that we are good at.

I know I could just end the blog here and say ‘happily ever after’ went our careers. But sometimes, no matter how wisely we choose a career or job for ourselves, there may arise a standpoint when you start feeling stuck in that job. In simple words, feeling stuck in a situation where you seem not to be able to leave your present job but feel highly dissatisfied with work. The same mundane tasks you have mastered over the years do not offer any more learning or excitement, and you do not look forward to going to work.

While there can be numerous reasons why you may be feeling stuck at work, in my opinion, here are the top 5 reasons that might resonate with you:

1. Accepting a job role without understanding it entirely

At the time, you may have felt this job role was appropriate for you, something you always dreamt of doing. But eventually, you realise the position is much more or much less than you expected. The role does not fit like a glove but, in actuality, feels like a noose.

2.  $$$$ ruled

Photo credit: Unsplash.com

When you signed on for the job, it offered a lucrative signing bonus with stock options and an unbelievable year-end bonus! It was too good to be true, and it was irresistible. It’s only when you started the job and over time that you realised the downside of all the ‘extra’ money you received. You might not feel that the money is not worth the time and effort you must put in. The work-life balance has only become a topic for discussion as you have not experienced a day without stress and pressure at work.

3. Outdated skillset

Photo credit:Canva.com

Many people will agree that they achieve job satisfaction from not just the salaries and bonuses they receive, but greater satisfaction is realised when they see their meaningful contributions resulting in higher profits, efficiency, or global expansions. A continuous learning curve is a high point for many people to feel happy in their careers. If this is lacking and you think your skills are becoming redundant, dissatisfaction starts sinking in. You may feel worthless and lose confidence eventually in your skillset.

4. Not enough recognition at work

This is another factor that makes you feel stuck at work. Your work is not recognised, and your boss has been fending the next promotion and increment questions you have been asking for. Even after mastering the work and putting in time and effort, your job does not seem rewarding anymore.

5. Fear factor

Photo credit: Canva.com

Change is not everyone’s cup of tea. Everyone is afraid of the unknown. Stagnation happens when you are fearful of making a move. You may be applying for a new job, but inside, you know you are stuck in the current job and unable to move. Not receiving any favourable response from job search also reinstates the lingering fear.

Our career is one of the most important aspects of our lives. Most of us spend the majority of our time, say 8-10 hours, at our jobs out of the 24 hours. You can follow a few simple steps to overcome this situation of feeling stuck at work. Stay tuned and check out this space for my next blog, five easy steps to break free and get unstuck in your career!

“Focus on your key objectives in 2022” – Dean’s message for the New Year!

∙ By ∙ 3 Comments

A new year means new resolutions. As we all fasten our seat belts and rush to achieve our newly formulated objectives, Prof. David Costa, Dean, Robert Kennedy College (RKC), advises to the contrary and suggests we take it slow. Dr Costa proposes not to get overwhelmed or distracted with a long list of resolutions but to focus on small and critical objectives to start with.

We have a great support system for our students at Robert Kennedy College. From highly qualified faculty to a world-class professional alumni network, you’ll know you made the right decision to study for your master’s degree with RKC. Join us today.

The new age leader – a coach and a mentor

∙ By ∙ 6 Comments

We live in a world of flux – a world where change is the only thing constant.  

I remember when I was a kid, my father would tell me about his job and the management style at his office. He worked in a semi-government organization where hierarchy and command-and-control leadership dominated. A more technically qualified and experienced leader would lead a team or a department and evaluate each team members’ performance against a pre-set benchmark. Little or no importance was laid on developing the skill-sets of employees or encouraging innovation.  

Fast forward 20 years, the leadership styles shifted dramatically. The existing (ancient, in my opinion…) management styles were not sustainable and organizations begged for a radical transformation; transformations that would inculcate new energy, ideas, motivation, commitment, and innovation. 

Leaders are expected to step up and assume the role of a coach and a mentor

Types of coaching styles 

Coaches come from a variety of backgrounds. Having a consultant coach from outside the organization could be helpful for developing specific skills or as a one-off motivational camp. A modern learning organization would invest in a coaching style appropriate to the needs of the company. Keeping in view the long-term goals, the leaders within the company are expected to step up and fulfil the need of the hour – the need to assume the role of a coach and a mentor.  

The leader may adopt one of the many leadership styles, with some of the most popular being: 

  1. Democratic: This style as the name suggests, encourages the general principles of democracy and takes into consideration the opinions, ideas, and interests of the people involved.  
  1. Laissez-Faire: This style is the minimum leadership style when the team members operate at their maximum efficiency and vigor and do not require any supervision or direction.  This is generally seen as inefficient, and depends largely on the ability of the teams to self-manage and self-regulate. Not recommended.
  1. Directive: Quite contrary to the Laissez-Faire coaching style, directive leadership requires the leader to ‘tell’ people what is expected of them, assign necessary resources for successful completion of their job, and convey the expected results as well.  
  1. Holistic: No organization today operates in isolation. Businesses are global and companies all over the world are taking wholesome decisions for the greater good. This leadership style recognizes the connection between leader, follower, and organisation, and focuses on a people-in-environment and developmental approach. 

Mentor or a Coach 

People usually use the term coaching and mentorship interchangeably. This is not correct. Mentoring is offering advice based on knowledge, expertise, and experience. Coaching, on the other hand, is inquiry-based. A little push with insightful questioning can spark a person to see themselves and the world differently and solve their own challenges. 

Mentoring is more formal and structured, where a mentor helps his mentee gain a broader and deeper perspective and understanding of the business (and life). A mentor, based on his own experiences, guides and channels mentees by illuminating the right path for them. It is, therefore, more directive in nature and could be related to a directive leadership style. Mentors offer exposure and connections to other functions and levels of the organization.

A coach supports, challenges, and encourages. A coach approach for leaders, on the other hand, uses very different techniques for developing people. The role involves asking and listening rather than knowing and telling. The coach empowers the employees, by making them fully capable of finding their own answers to their problems. Employees have more self-awareness and experience an increased performance.  

Now, this is easier said than done. While leaders may recognize the need to embrace the idea of coaching and mentoring their employees and subordinates, the flair does not come naturally to every leader. However, using right set of tools and resources, anyone can become a seasoned coach. 

Using right set of tools and resources, anyone can become a seasoned coach. 

Our MBA in Coaching, Mentoring, & Leadership programme creates opportunities for you to develop through practice a range of coaching and mentoring skills and techniques and enables the development of a critical understanding of issues related to the design and implementation of coaching and mentoring schemes. The programme is delivered in such a way that you are encouraged to utilise your professional and work-based context as a resource in which to practice and develop your skills in coaching and mentoring. Feel like you could benefit from this? You are not alone! Apply now to join our more than 150 students currently taking the programme!