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2009年7月份,我给一个老朋友(Simon FT-MBA,2010春季班)为申请MBA而写的Essay提了几点比较关键的修改建议。后来,她成功拿到Simon的Offer。再后来,她建议我做留学DIY咨询方面的工作,并向我介绍了我的第一个客户。最终,我的第一个客户也成功拿到几个TOP16商学院的面试并顺利拿到Duke Fuqua商学院MBA的录取。 本人毕业于上海复旦大学管理学院国际企业管理系,属于商科科班出身并且做过管理工作、有领导经验的人士。

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新征途:Yale SOM MBA Recommendation Questions 2016-2017  

2017-01-14 04:43:00|  分类: PS/Essay/简历/推 |  标签: |举报 |字号 订阅

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新征途:Yale SOM MBA Recommendation Questions 2016-2017

 

 

The Yale University online MBA application for the 2016-2017 admissions season is live, meaning that the Yale SOM MBA recommendation questions are  available to applicants and their recommenders. Recommenders are asked to rate the applicant on a series of skills and professional abilities, and to provide a written recommendation addressing four required questions.

 

2016-2017 Yale SOM Recommendation Questions

Recommenders are asked to provide their contact information, and then to rate the applicant on a series of abilities related to management, communication, and interpersonal skills. The adcom asks recommenders to rate applicant on a five-point scale, with a written description for each response on each item.

Results Orientation  

  • Fulfills assigned tasks
  • Takes specific, tailored actions to overcome obstacles to achieve goals; plans for contingencies
  • Acts to exceed goals and raises effectiveness of organization
  • Introduces incremental improvements to enhance business performance using robust analysis; sets continually higher goals for self and team
  • Invents new approaches and works to meet or exceed best-in-class standards and levels of performance

Strategic Orientation           

  • Understands current implications of work or analysis
  • Identifies opportunities for improvement within area of responsibility
  • Develops insights or recommendations within one’s own area of responsibility with clear impact on near-term business performance
  • Develops insights or recommendations within one’s own area of responsibility that will have impact on long-term business performance
  • Develops insights or recommendations with explicit intended impact on long-term business performance beyond one’s own area of responsibility

Team Leadership      

  • Assigns tasks to team members; checks when they are done
  • Assigns tasks to team members and explains purpose; checks into work while in progress as well as results
  • Solicits ideas and perspectives from the team; holds members accountable
  • Actively engages the team to develop plans and resolve issues through collaboration; shows the impact of individual/team contributions
  • Recruits others into duties or roles based on insight into individual abilities; rewards those who exceed expectations

Influence and Collaboration           

  • Accepts input from others
  • Actively seeks input from others and engages them in problem solving
  • Seeks first to understand perspectives of others; takes actions to gain their support for ideas and initiatives
  • Uses tailored approaches to influence and bring others together across boundaries, and to achieve results and share best practices
  • Uses tailored approaches to influence, create and leverage a network of strategically chosen individuals; builds enduring partnerships to significantly improve outcomes, even at some personal cost

Communicating        

  • Gets point across; responds to explicit concerns when asked
  • Stays on topic; reframes statements when necessary to make clearer; organizes content so that it is easily understood; takes time to listen
  • Presents views clearly and structures content to present views in a way that is logical and easily followed by a broad audience; acknowledges audience feedback manner
  • Explicitly structures content to engage specific audience segments; uses tailored language and examples that appeal to specific groups; asks pertinent questions; restates or paraphrases what others have said to check for understanding
  • Structures content for senior-level meetings and presentations and maintains composure when challenged; solicits opinions and concerns and incorporates them “in the moment;” discusses them openly and adjusts communications

Information Seeking

  • Asks direct questions about current problem to immediately available individuals
  • Investigates problems by going directly to sources of information
  • Asks a series of probing questions to get at the root of a situation or a problem
  • Does research by making a systematic effort over a limited period of time to obtain needed data or feedback
  • Involves others who would not normally be involved including experts or outside organizations; may get them to seek out information

Developing Others   

  • Encourages people to develop themselves; praises them for improvements
  • Points out mistakes to help people correct deficiencies
  • Provides specific examples and gives positive and negative behavioral feedback to support development
  • Provides practical guiding principles and recommendations to direct or focus efforts on specific areas of development
  • Inspires and motivates others to develop by providing feedback and identifying new growth opportunities; identifies on-the-job opportunities that foster others’ development

Change Leadership   

  • Encourages people to go along with change
  • Challenges status quo and identifies what needs to change
  • Defines positive direction for change and persuades others to support it by providing compelling reasons and vision
  • Mobilizes individuals to change behavior by using a range of tailored appeals to motives
  • Builds coalition of supporters and coordinates change across multiple individuals; may create champions who will mobilize others to change

Respect for Others   

  • Open to others’ views when challenged
  • Treats others and their opinions with respect when offered; shares praise and credit
  • Invites input from others because of expressed respect for them and their views; expresses respect as a means to invite such input
  • Praises people publicly for their good actions; ensures that others’ ideas and opinions are heard before their own
  • Uses understanding of others and self to resolve conflicts and foster mutual respect; reinforces respect among teams and between individuals by publicly praising them when they invite input from others and use it

Trustworthiness        

  • Articulates intentions and values or beliefs when asked
  • Acts spontaneously and consistently with stated intentions, values, or beliefs when it is easy to do so
  • Acts spontaneously and consistently with stated intentions, values, or beliefs despite opposition
  • Initiates actions based on values or beliefs even though the actions may put self at risk (e.g. supervisor conflict); demonstrates the values of the team or organization publicly despite personal risk
  • Reinforces behaviors and holds people accountable to the organizational values, even at cost to self, team or organization

 

Peer Comparison

Recommenders are then asked to rate the applicant with respect to his or her peer group, and to summarize the strength of their overall recommendation.

Based on your professional experience, how do you rate the applicant compared to her/his peer group?

  • The best encountered in my career
  • Outstanding (top 5%)
  • Excellent (top 10%)
  • Very good (well above average)
  • Average
  • Below average

 

Overall Recommendation

  • Enthusiastically recommend to the Yale School of Management
  • Recommend
  • Recommend with reservations
  • Do not recommend

Please write an assessment of the applicant that addresses the prompts below. We are looking for your candid and accurate assessment of the applicant’s potential to be a successful leader and the specific traits the applicant possesses that evidence this potential. Please be as specific as possible and use concrete examples where applicable. Do not incorporate anything drafted by the candidate in your recommendation or have the candidate submit the recommendation on your behalf.

  1. Please provide a brief description of your interaction with the applicant and, if applicable, the applicant’s role in your organization.
  2. How does the candidate’s performance compare to that of other well-qualified individuals in similar roles? Please provide specific examples.
  3. Describe the most important piece of constructive feedback you have given the applicant. Please detail the circumstances and the applicant’s response.
  4. Are you in a position to know whether the applicant is sponsored for the MBA by his or her current employer? If so, please comment.
  5. (optional) Is there anything else we should know?

 

 

 

以上内容摘自:

Yale SOM 推荐信系统 

 

 

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