Month: May 2025

I recently took a DiSC assessment for a leadership workshop at work and it shows that:……

1. What am I good at?
I’m good at building relationships and creating structure in chaotic or complex systems. I excel at creating cohesiveness and bringing the energy into the team. I also have strong communication skills that help me advocate effectively for patients and coworkers alike.

2. What do I value?
I deeply value equity, purpose-driven work, and continuous learning. I’m motivated by environments that prioritize integrity, team collaboration, and positive community impact. I also care about work-life balance and being part of an organization that invests in its people.

3. How did I get here?
I got here through a mix of persistence, curiosity, and a willingness to take on new challenges even when they felt unfamiliar. Each job and educational experience has helped me build confidence and refine my interests, especially in healthcare operations and leadership. Mentorship and opportunities to grow within teams that trusted me made a huge difference along the way.

4. Where am I going?
I’m working toward a leadership role in pharmacy, ideally one where I can shape systems and policies that improve patient care and workplace culture. Over the next few years, I hope to gain more administrative experience and formal leadership training so I can eventually step into a Pharmacy Director position.

Statement: As an OSU student, you should understand that there will be certain opportunities in life not made available to you simply because you did not attend an “elite” East Coast, Ivy League institution. That is, people you meet in the future WILL make evaluations about you (some fair, some not) for something that may have no bearing on your actual capabilities. Arbitrary decisions like these are a reality of the inherent structure of the job interview process. Practicing developing an understanding of their potential impact on human beings is a useful exercise in shaping the way you should think about this process. 

My thoughts on this statement:

It’s disheartening to know that despite working hard and being capable, some doors may remain closed simply because I didn’t attend an Ivy League. As the article highlights, top firms often rely on structured recruiting pipelines that overwhelmingly favor students from elite institutions. Hiring managers often work directly with specific schools and resumes from outside/non-Ivy League schools are frequently discarded.

Judging someone’s talent solely by the school’s name on their resume ignores the systemic inequalities embedded in college admissions and life opportunities. Many capable students attend state schools like OSU due to financial constraints, family obligations and lack of access, not lack of talent. Or maybe OSU is just the best fit for them. Yet the hiring process often equates “prestige” with “merit,” reinforcing cycles of privilege and exclusion.

If I were denied a job because of my alma mater, I would feel disappointed but also more motivated to challenge the system. I’d seek alternative ways to build credibility, through internships, personal connections, or standout achievements.

A solution for recruiters is to attend career fairs and meet students face to face to get to know students at a personal level. Companies should have virtual open house so any students can attend to seek opportunities.

1. According to my Enneagram results, I most closely identify as a Type 3 (The Achiever), with possible wings of either 2w3 or 3w2. This means I’m someone who is driven by a deep desire to succeed and be seen as valuable in the eyes of others. I care a lot about how I’m perceived and often work hard to present myself in the best possible light ( I think due to my residency training and having to be open to feedback from everyone whether I agree or disagree). Regardless of my setting (professional or nonprofessional) I tend to be goal-oriented, motivated, and focused on making a strong impression. Emotionally, I’ve realized that I sometimes tie my self-worth too closely to achievement and recognition. If I’m not accomplishing something or receiving validation, I can feel restless or inadequate. While I may seem confident on the outside, there’s often a quiet fear of failure or of being seen as anything less than capable. Socially, I enjoy connecting with others and can be very people-oriented, especially if I lean toward the 2w3 wing. I like to be helpful and appreciated, but I’m learning to be careful not to lose myself in the process of trying to please others. Overall, my results helped me understand that while I thrive on achievement and recognition, true growth for me means learning to value myself beyond just my image or accomplishments. I’m working on being more authentic and allowing myself to slow down, make mistakes, and still feel worthy.
2. A potential employer would recognize that I am highly motivated, goal-oriented, and driven to succeed. I work hard, adapt quickly to new challenges, and strive to present myself and my work in the best possible light. Employers would likely see me as someone who is dependable, efficient, and results-focused. My strong communication skills and social awareness also make me a great team player and networker, capable of building positive relationships with coworkers, clients, and leadership. If I lean toward a 2w3 wing, I may also bring strong interpersonal sensitivity and a willingness to support others in addition to meeting my own objectives. However, an employer might also recognize potential weaknesses. My strong need for validation and achievement could make me prone to overworking or tying my self-worth too closely to external success. This might lead to burnout or difficulty handling failure or criticism. At times, I may focus too much on image and productivity, which could hinder authenticity or open communication, especially when I’m feeling uncertain or overwhelmed.

1. If I was the business owner I would choose Jamie. My business means everything to me and I value an employee/team member that is consistence and reliable more than someone who just looks good on paper and performs well in an interview. Jaime’s steady performance ensures daily operational effectiveness, enabling the company to maintain consistent standards.
2. Avery’s profile suits roles demanding creativity, innovation, or high-stakes problem-solving. Jobs like marketing strategists, creative directors, or R&D roles benefit significantly from Avery’s potential. These positions require groundbreaking ideas and fresh insights, often in short bursts rather than daily. Avery’s ability to excel at peak performance moments is invaluable.
3. Jamie’s profile is valuable for a job there relies on consistency, especially job that need day to day management like a manager/supervisor or those that interact with customers every day. Every customer interaction needs to be consistence. Regardless of the situation all customers’ need to be consistence because it can hurt the business image.