Critical Reflection

The past three months of Career & Professional Development (II) classes had been a great one. Through this journey, I have gained invaluable knowledge and experience in both writing and communicating. There were also plenty of opportunities and exposures given in class to better develop these skills.

Communication is the base of any relationship and it is an integral part of our daily lives. Aside from verbal communication, non-verbal communication is equally important. People are able to relate to topics at a faster rate through non-verbal cues. These non-verbal cues can either create or ruin an opportunity, and sometimes even leading on to a miscommunication or a misunderstanding. Reflecting on the project topic that my team and I had selected, most of the possible solutions to managing employees with intellectual disabilities are non-verbal communication/cues. An example would be having patience and showing empathy to this group of employees while hearing them out. Aside from that, the concepts covered in class were the 7Cs, Johari Window and Thomas-Kilmann Conflict Model. There were several activities, group discussions and presentations for me to practice as well. In addition, the updating of blog posts have also helped me to better improve my analytical and writing skills!

Indeed, the hospitality industry requires a high level of communication. Working in a fast paced and dynamic environment, constant communication and follow up is essential to the growth and success of the business. Either from top down or bottom up approach, communication is a two-way platform. Both management team and operational staff should cultivate a good practice of communication. With effective communication, the team is able to bridge the gap, and thus working in a more professional and efficient manner. Upon delivering service standards and meeting the organization’s goals and objectives, this would then generate more revenue and profits for the hospitality business at the end of the day.

One of the best takeaways was the presentation showcase that my team and I had the privilege to present our project topic to a board of internal and external panelists. It was truly a memorable accomplishment for us all. I believe that the skills and knowledge I have learnt for the past 12 weeks of lessons would enable me to apply in my daily life as well as my career prospects. Nonetheless, the journey was really fruitful and enjoyable!

Thank you once again Brad for your patience, guidance and teaching 🙂

Project Synopsis (FINAL)

 

Introduction

 

The Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP)  in Singapore promotes the adoption of fair, responsible and progressive employment practices among employers, employees and the general public. People with disabilities (PWDs) are often perceived to be less productive in the workplace and require more nurturing and training time as compared to employees without disabilities (Tripartite Alliance for Fair and Progressive Employment Practices, 2011).

PWDs face discrimination and barriers in integrating into the society on an equal basis with others every day. The PWDs too can achieve self-reliance if given equal opportunities for employment and are well-trained in relevant service skills. Intellectual disability is specifically characterized by significant limitations in both intellectual functioning (reasoning, learning, problem solving) and in adaptive behavior, covering a range of everyday social and practical skills (American Association on Intellectual and Developmental Disabilities, n.d.).

Holiday Inn Singapore Orchard City Centre (HISOCC) is one of the hotels in Singapore who actively employed PWDs, comprising more than 15 percent of their workforce. Another example is Shangri-La Hotels and Resorts, with a total headcount of 1.6 percent of permanent PWDs. With more hotels hiring PWDs, there is a need to create a higher level of awareness by integrating colleagues with intellectual disabilities and other team members within the organisation. People with intellectual disabilities within the hotels will be specifically discussed in the context of this report.

 

Problem Identification

 

PWDs face several interpersonal communication challenges which affect their daily interactions with others. They may have delayed or incomprehensible responses during the process in both verbal and nonverbal communications (Vanderbilt Kennedy Center, n.d.) and can often cause further misunderstanding and miscommunication. The extent of communication barrier depends on the severity of the individual’s intellectual disability, leading to improper social etiquette. In severe cases, PWD may be incapable of understanding and using symbolic forms of communications such as speech, signs and pictorial representations, hence are dependent on others to anticipate their needs and interpret their vocal, facial and body expressions (Boardman, Bernal, & Hollins, 2014) .

People with intellectual disabilities at HISOCC are often placed in the stewarding and housekeeping department as the employees in general has the least interaction with guests. Several interpersonal communication scenarios which are common in the workplace are harassment, constant staring, and sudden mood swings. The organisation has thus introduced a buddy system was introduced to help the PWDs to adapt the work environment and respective roles, as well as increasing interaction with other employees. In addition, it is essential for the organisation to share with the other team members on foresee scenarios when working with PWDs and the possible measures to be taken.

 

Objective of Study

 

The main objective of our study is to educate and prepare future potential hotel managers on the hiring of PWDs. It is important for hotel managers to be aware of the various interpersonal communication issue that may arise from the PWDs. Hence, possible solutions can be proposed to overcome the interpersonal challenges identified. Aside from that, raising awareness with regards to having an all-inclusive environment will help change the perception on team members’ view of PWDs in a more positive manner. The lack of understanding on the term “intellectual disability” led to stereotyped thinking and misconceptions. People with intellectual disabilities are often labelled with terms such as “mental retardation” and “stupidity”. This group of people are viewed as people who are incapable of having personal opinions, actions, living their lives as others do and therefore is dependent on the people looking after them (Owen & Downer, 2016). Such stereotyped thinking and misconceptions denied them of being treated as equals in the society and face discrimination as well as alienation. Many may not be aware that each individual with intellectual disability has different needs and despite having difficulty in expressing themselves clearly, they have feelings just like those without disabilities.

 

Potential Solutions

 

All employees should always remain calm and compose when faced with these situations. The importance of showing empathy and giving undivided attention to colleagues with intellectual disabilities is needful. Acknowledging their presence, lending them a listening ear and having patience while hearing them out are some of the ways to handle these colleagues (Mulroy, n.d.). By treating colleagues with intellectual disabilities with the necessary care, concern and love through effective communication and responding to them on the discussed common topics would avoid potential tension from arising. Most of the times, colleagues with intellectual disabilities words and actions mean no harm or danger. However, employees faced with continuous harassment or threatening from colleagues with intellectual disabilities should approach the HR immediately, safeguarding employees who may face potential severe issues.

The human resources (HR) department in the hotel industry plays an essential role in integrating colleagues with intellectual disabilities with all other employees as the hotel industry requires a high level of teamwork to deliver service excellence to existing and potential guests. HR personnels may also wish to educate onboarding employees and potential managers on practical ways in managing people with disabilities before embarking the hotel so as to better prepare and be more aware of such situations. Through success support system implementation, hotel employees will respect and work hand in hand with one another, enabling to run the hotel daily operations together as a family.

Research Method

 

The study comprises of both primary and secondary research. Secondary research was done through academic journals, official websites as well as papers on PWDs to better understand the current issues that people with intellectual disabilities faced while working in the hotel industry. The data collected serves as the foundation of primary research. The primary research consists of data collected from both observations and interactions by two of our team members through the internship experiences at HISOCC between May and August 2016.

Conclusion

 

Communication is the base of any relationship and it takes a lot of dedication and effort to achieve effective interpersonal communication (HelpGuide, n.d). Singaporeans today as well as the hotel industry has been more accepting towards PWDs as part of the community, workplace and everyday life (Pandey, 2015).

To achieve a successful integration between people with intellectual disabilities and employees working in the hotel industry, the respective department managers should also work closely with the HR team to provide excellent care and support to all employees. Managers should not forsake the importance of conducting meetings and briefings as this creates an opportunity for the team to recognize, communicate and engage with one another before moving into the daily operations.

The hotel industry indeed requires high levels of communication, commitment and involvement. Deeper understanding of colleagues with intellectual disabilities would enhance the overall work experience among one another. Thus, fostering an all-inclusive environment as well as creating a sustainable relationship between both employees and colleagues with intellectual disabilities in the hotel industry to work towards achieving long-term goals of the organization.

References

American Association on Intellectual and Developmental Disabilities (n.d.). Frequently Asked Questions on Intellectual Disability. Retrieved from https://aaidd.org

Association for Person with Special Needs (nd). Retrieved from http://www.apsn.org.sg

Boardman, L., Bernal, J., & Hollins, S. (2014, January 14). Communicating with people with intellectual disabilities: a guide for general psychiatrists. Retrieved from BJPsych Advances: http://apt.rcpsych.org

Don’t be fearful of hiring PWDs. (2017). Retrieved from https://theofficesnitch.wordpress.com

HelpGuide. (n.d.). Effective Communication. Retrieved from from https://www.helpguide.org

Human Resource Management – Ability beyond disability (creating inclusive workplaces). (2017). Retrieved from https://issuu.com

Inclusive. (2013). UN Conference on World Down Syndrome Day 2013 in New York. Retrieved from http://www.inclusive.org.br

Kok, X. H. (2014, April 25). S$30m more to help disabled with employment. Retrieved from http://www.todayonline.com

Langen, P. D. (2012, March 15). Ability beyond disability. Retrieved from http://www.hrmasia.com

Mulroy, J. (n.d.). Judo Assist. Retrieved from http://www.specialneedsjudo.com

Muqbil, I. (2013, December 5) Singapore hotel wins first Asia-Pacific award for dedication to Persons with Disabilities. Retrieved from https://www.travel-impact-newswire.com

Owen, K., & Downer, J. (2016, 02 11). Self Advocacy. Retrieved from Intellectual Disability and Health: http://www.intellectualdisability.info

Pandey. (2015, March 24). Hiring and working PWDs. Retrieved from http://www.hrmasia.com

Singapore Tourism Board. (2014). Holiday Inn Singapore Orchard City Centre. Retrieved from https://www.stb.gov.sg

Tripartite Alliance for Fair and Progressive Employment Practices. (2011). Towards Inclusiveness in the Workplace: Employing Persons with Disabilities. Retrieved from https://www.tafep.sg

Vanderbilt Kennedy Center. (n.d.). Communicating Effectively. Retrieved from Toolkit: https://vkc.mc.vanderbilt.edu

World Down Syndrome Day. (n.d.). Member, Enabling Employers Network. Retrieved from https://worlddownsyndromeday.org

Yeo, K. T. (2016, January 2). More disabled people finding jobs within past two years: SPD. Channel News Asia. Retrieved from http://www.channelnewsasia.com

 

{Completed by Adora, Simin & Shi Hui}

Project Synopsis Draft #2

Frame the title (specific workplace context):

People with disabilities (PWDs) face discrimination and barriers in integrating into the society on an equal basis with others every day. For the context of this report, we will be examining PWDs with intelligence disability. It is measured by the respective intelligence quotient and limitations in the various adaptive functions such as academic, social and practical functioning.

The PWDs too can achieve self-reliance if given equal opportunities for employment and are well-trained in relevant service skills. Hence, this report will further discuss the different measures to be taken for onboarding employees to manage and handle people with intellectual disabilities at the workplace setting.

The Introduction:

The Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP)  in Singapore promotes the adoption of fair, responsible and progressive employment practices among employers, employees and the general public. PWDs are often perceived to be less productive in the workplace and require more nurturing and training time as compared to employees without disabilities.

The Human Resources department (HR) plays a role in integrating the PWDs with other staff in the workplace. It is essential to have a good support system from the management. The HR can promote the organisation’s commitment to both internal and external stakeholders through a two-pronged approach.

Firstly, HR can conduct proper training and test assessments for the PWDs for job suitability matching purposes. to add on, HR can educate the employees on the necessary skills and knowledge on how to handle PWDs on a case to case basis as it is essential for the respective departments to work closely for daily operations. Employees in the hotel should provide equal treatment to PWDs.

Secondly, the HR team can also regularly organise events with other organisations such as Delta Senior School. This will allow employees to volunteer and help out. These initiatives will increase awareness of employees’ needs within the hotel and at the same time, help employees to understand and interact more effectively with the PWDs. The ultimate goal is to create a culture of inclusion.

Problem Identification:

Communication is the base of any relationship. To achieve effective interpersonal communication, it takes a lot of dedication and effort. However, due to their intellectual disabilities, the PWDs face several interpersonal communication challenges. Interaction with others might cause further misunderstanding and miscommunication through non-verbal cues. The other parties may not be able to encode or decode the messages accurately, thus fear and doubts arise within each individual. To tackle the problem, a training video will be used to illustrate some practical ways to handle people with intellectual disabilities when faced with such situations that may arise at work.

Objective of Study:

The main objective of our study is to encourage the hospitality industry to embrace, accept and provide PWDs with equal employment opportunities. Aside from that, raising awareness with regards to having an all-inclusive environment will help change the perception on how employees would view PWDs in a more positive manner. Hotels in Singapore can adopt the similar strategies of hiring PWDs. Some potential scenarios between people with intellectual disabilities and employees that might occur in the hospitality industry are constant harassment and throwing of tantrum.

Potential Solutions / Implementation for Problem Resolution:

If these situations occur, employees should always remain calm and composed. Employees can show care and concern to colleagues with intellectual disabilities by providing them with a listening ear and empathising with them. They should also acknowledge the presence of the PWDs when needed and have patience while hearing them out. However, there may be continuous harassment or threatening which might compromise the safety of the individual employees. When this happens, employees should safeguard and immediately approach the HR personnel for further assistance.

Proposed data collection / Research Method:

The study comprises of both primary and secondary research. Our secondary research consists of academic journals, government websites, as well as papers on PWDs working in the hospitality industry. The data collected serve as the foundation of our primary research. Our primary research includes data collected from observations and interactions through the internship experiences at Holiday Inn Singapore Orchard City Centre (HISOCC) in mid-2016 specifically.

At HISOCC, the hotel is active in hiring PWDs. Changes are made to help the PWDs integrate with the workplace. In the midst of this initiative, it also allows the hotel to enhance productivity and strengthen service quality. The organisation combines the stewarding and room service teams which thus optimise existing manpower amidst manpower challenges, often faced in the hospitality industry. With the room service being particularly busy during meal times and the stewarding workload increasing after meal-serving is complete, the peak hours for both departments offset each other. Furthermore, HR has also introduced a buddy system to help the PWDs to adapt to their workplace environment and their roles, as well as help increase interaction with other employees.

Benefits to your workplace:

The incorporation of PWDs has allowed the hotel industry to enhance its productivity and strengthen service quality amidst labour crunch. According to Kok (2014), strong government support has been given to help PWDs find employment and S$30 million were also used for pre-employment training and vocational training of PWDs as well as improving interaction between employees with their counterparts with special needs. This initiative has gained valuable recognition and several awards in the respective hotels, establishing brand reputation across the hospitality industry in Singapore.

Concluding thoughts:

It has been noted that Singaporeans today as well as the hospitality industry has been more accepting of PWDs as part of the community, workplace and everyday life.However, there are still many challenges ahead when it comes to hiring PWDs.
To achieve a successful integration of PWDs in the hotel workplace, it goes beyond matching them to the job or knowing about their work capabilities. It includes the attitudes adopted towards PWDs. The workplace culture and practices needed to support their employment. Through increased understanding of how to work and handle employees with intellectual disabilities, building relationship among team members across the various departments would foster an inclusive workplace for all. At the same time also improve the overall perception of the organisation.

 

{Completed by Adora, Simin & Shi Hui}

Project Synopsis Draft #1

Frame the title (specific workplace context):

People with Disabilities (PWDs) face discrimination and barriers from participating in society on an equal basis with others every day. For the context of this report, we will be examining PWDs with intelligence disability. It is measured by the respective intelligence quotient and limitations in the various adaptive functioning such as academic, social and practical functioning.

The PWDs too can achieve self-reliance if given equal opportunities for employment and are well-trained in industry relevant skills. Hence, this report will further discussed on the different measures to be taken for onboarding employees to manage and handle people with intellectual disabilities at the workplace setting.

The Introduction:

The Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP)  in Singapore promotes the adoption of fair, responsible and progressive employment practices among employers, employees and the general public. PWDs are often perceived as less productive in the workplace and require more nurturing and training time.

The Human Resources (HR) plays the role in integrating the PWDs employees with others in the workplace. It is essential to have a good support system from the management. The HR can promote the organisation’s commitment to both internal and external stakeholders through a two prong approach.

Firstly, HR can conduct proper training and test assessments for the PWDs for job suitability matching purposes. Aside, HR can educate the employees on the necessary skills and knowledge on how to handle PWDs on a case to case basis as it is essential for the respective departments to work closely for daily operations. Employees in the hotel should give these PWDs the same treatment just as how they treat their peers and colleagues.

Secondly, the HR team can also regularly organise events with organisation such as Delta Senior School. This will allow employees to volunteer and help out. These initiatives will increase disability awareness within the hotel and at the same time, help employees to understand and interact more effectively with the PWDs. The ultimate goal is to create a culture of inclusion.

Problem Identification:

Communication is the base of any relationship. To achieve effective interpersonal communication, it takes a lot of dedication and effort. However due to their intellectual disabilities, the PWDs face several interpersonal communication challenges. Interaction with others might cause further misunderstanding and miscommunication through non-verbal cues. The other parties may not be able to encode or decode the messages accurately, thus fear and doubts arises within each individuals. To tackle the problem, a training video will be used to illustrate some practical ways to handle people with intellectual disabilities when faced with such situations that may arise at work.

Objective of Study:

The main objective of our study is to encourage hospitality industry to embrace, accept and provide PWDs with equal employment opportunities. Aside from that, raising awareness with regards to having an all-inclusive environment will help change the perception on how employees would view PWDs in a more positive manner. Hotels in Singapore can adopt the similar strategies of hiring PWDs. Some potential scenarios between people with intellectual disabilities and employees that might occur in the hospitality industry are constant harassment and throwing of tantrum.

Potential Solutions / Implementation for Problem Resolution:

If these situations occur, employees should always remain calm and compose. Employees can show care and concern to colleagues with intellectual disabilities by providing them with a listening ear and empathizing with them. Acknowledge their presence when needed and have patience while hearing them out. However there may be continuous harassment or threatening which might compromise the safety of the individual employees. When this happens, employees should safeguard and immediately approach the HR personnel for further assistance.

Proposed data collection / Research Method:

The study comprises of both primary and secondary research. Our secondary research consists of academic journals, government websites, as well as papers on PWDs working in the hospitality industry. The data collected serve as the foundation of our primary research. Our primary research includes data collected from observations and interactions through the internship experiences at Holiday Inn Singapore Orchard City Centre (HISOCC) in mid-2016 specifically.

At HISOCC, the hotel is active in hiring PWDs. Changes are made to help the PWDs integrate with the workplace. In the midst of this initiative, it also allows the hotel to enhance productivity and strengthen service quality. The organisation combines the stewarding and room service teams which thus optimize existing manpower amidst manpower challenges, often faced in the hospitality industry. With the room service being particularly busy during meal times and the stewarding workload increasing after meal-serving is complete, the peak hours for both departments offset each other’s. Furthermore, HR has also introduced a buddy system to help the PWDs to adapt to their workplace environment and their roles, as well as help increase interaction with other employees.

Benefits to your workplace:

The incorporation of PWDs has allowed the hotel industry to enhance its productivity and strengthen service quality amidst labor crunch. According to Kok, strong government support has been given to help PWDs find employment and S$30 million was also used for pre-employment training and vocational training of PWDs as well as improving interaction between employees with their counterparts with special needs. This initiative has gained valuable recognition and several awards in the respective hotels, establishing brand reputation across the hospitality industry in Singapore.

Concluding thoughts:

It has been noted that Singaporeans today as well as the hospitality industry has been more accepting of PWDs as part of the community, workplace and everyday life. However there are still many challenges ahead when it comes to hiring PWDs.

To achieve a successful integration of PWDs in the hotel workplace, it goes beyond matching them to the job or knowing about their work capabilities. It includes the attitudes adopted towards PWDs. The workplace culture and practices need to support their employment. Through increased understanding on how to work and handle employees with intellectual disabilities, building relationship among team members across the various departments would foster an inclusive workplace for all. At the same time also improve the overall perception of the organisation.

 

{Completed by Adora, Simin & Shi Hui}

Letter of Service Recovery

Dear Mr. Bennert,

Thank you for choosing to stay with us. On behalf of Wheewhoo hotel, we apologized for any inconvenience caused. We are sorry to learn that your experience with our hotel was less adequate to your expectation.

We understand your frustration and appreciate your honest opinion on the services that was provided by the front office team. Instead of referring you to Agoda, the front office associates should have directly contacted Agoda to reconfirm your reservation package to avoid the unnecessary hassle. The associates would also like to extend their sincere apologies on this matter. With regards to the incident you encountered at our rooftop pool, we apologize for the malfunction room key. We have also looked into the facilities and will be implementing a new key booth system at the rooftop pool in March for the convenience of our guests. As such, this would better facilitate the process, creating a memorable experience for all guests at our extravagant rooftop pool.

As part of our service recovery, we would like to offer you a complimentary room upgrade with breakfast and free access to our rooftop pool on your next visit to our hotel. In addition, we also like to offer free dining package for your children in one of the restaurants in our hotel. Should you have any queries, please do not hesitate to reach us via phone or email. We will be glad to assist you.

Thank you once again for your valuable feedback, Mr Bennert. We hope to have the opportunity to welcome you and your family back again in near future. 

Yours Sincerely,

Ador Ren (Ms)

Quality & Continuous Improvement Manager

(263 words)

Reflection (Interpersonal Communication)

Communication is the base of any relationship. To achieve effective interpersonal communication, it takes a lot of dedication and effort. The willingness where one is able to share his or her time and attention may be the most important factors, especially when communicating to a friend or loved one.

Last Christmas, a good friend of mine rang me up. To my astonishment, she was crying terribly on the line. When I asked her what has gone wrong, all I could only hear was her cry. Few minutes later, she started speaking and repeatedly saying ‘I don’t want to live anymore’. I immediately rushed to meet her after asking her whereabouts.

As I approached her after alighting from the taxi, I saw her dressed in rugged attire. I almost could not recognize her. This friend of mine came from a very well to do family. Since young, her parents treated her as a gem and provided her whatever she desired for. However, life took a turn for her family. Her dad, unfortunately, faced with a severe business failure and had to declare bankrupt few weeks ago. My friend was at her wits end. Her family’s turmoil has greatly affected her emotionally that she wanted to take her life.

My heart went out to her as she poured her heart out to me. Though I offered her my fullest attention and time, she kept looking to her phone and could not stop texting. At that point in time, I thought to myself and wondered if she had other friends to talk to too, why did I rush to meet her in the midst of my Christmas celebration just to ensure her safety? My heart sank. This went on for an hour and I felt I had not been of much comfort to her.

What then should I have done to avoid miscommunication?

{5th March 2017: Reflection on reflection in comment box – Thomas Kilmann Conflict Mode Instrument}

Personal Branding

How do I value myself? What do I see in myself that differentiates from others? These are some of my thoughts when establishing my own brand. Personal branding plays an integral part of our lives. The impression others would view us will be based on our own brand, and ultimately depends how much we value ourselves to becoming who we are today. This process, of course, takes time and conscientious effort in developing and managing our own image.

I like to see myself as someone who is adaptable to changes. For instance, the activities I participated in class require me to have a high level of team bonding and interaction among my classmates. There were opportunities for me to lead the team and there were times where I took a step back and allowing my classmates to lead in our group projects or activities. This in turn has allowed me to manage my communication expectations, in the form of a leader as well as a follower.

There is no doubt that being a leader is wonderful. Though I agree that a title to our name validates who we are, in my opinion, it does not exactly define who and what we really are. Being either a leader or a follower does not define who I am, and because I know my worth, I can take a step back and allow others to shine as a leader too. Thus my capability in adapting to changes between both roles has also enhanced my relationship building and rapport with my team members through various communication styles.

As we value more of ourselves, I am certain there are plenty of open doors awaiting for us. With all that being said, I am grateful for the learning and self-improvement opportunities every single day. After all, I believe our personal growth and journey aids in establishing our individual brand and image.

I trust that you, the reader, would enjoy my writing 🙂 Cheers to greater purpose and success in life!

Formal Self Introduction Email (Edited Version)

To: Brad Blackstone

From: Adora Tay

Date: 19th January 2017

Subject: An Introduction of Myself

Good day, Brad,

Thank you for this opportunity to formally introduce myself.

I am a second year undergraduate from Singapore Institute of Technology (SIT), pursuing a Bachelor Degree in hospitality business with honors. The journey thus far has been amazing.

Prior to my varsity education, I graduated from Republic Polytechnic (RP) with a Diploma in customer relationship & service management (DCRSM) and Diploma Plus in international business. It was a rewarding experience with the human resource recruitment & staffing department at Citibank (N.A) Singapore during my internship for 6 months. The main highlight of my experience includes coordinating in large scale campus recruitment fairs at institutions of higher learning. During my school vacations, I worked as a part time boutique sales associate in Hermes Singapore (Retail) Pte Ltd over a span of 5 years. I also served at Intercontinental Hotels Group (IHG) – Holiday Inn Singapore Orchard City Centre in the Executive Club Lounge for four months during my first year of studies at SIT. I had the opportunity to do job rotation between front office and food & beverage within the department.

Through these experiences, I discovered that communication is key. The accuracy of encoding and decoding messages is vital in every forms of relationship. Having good communication allows people to stay connected. Despite enjoying human interaction, I find it challenging to speak to people with authority or in professional settings. Meanwhile, I am working on my vocabulary through more reading to sharpen my communication skills.

I certainly look forward to learning more from you in the weeks to come. Thank you for your valuable sharing and insights on professional communication last Friday. Truly a wonderful privilege and honour to be in your class.

Have a pleasant day ahead and see you tomorrow, Brad!

Best regards,

Adora

{Edited on 11th February 2017;

As per your advice Brad, my blog post has been edited. I appreciate your advises & thank you once again!}