These two examples have several positive qualities. First, they are concise and well structured. Second, although both situations come from the professional sphere, they balance well with each other. One focuses more on office policy and stresses the applicantâs ability to see the big picture in management. The other deals with an in-the-field hands-on engineering solution and stresses his inventiveness, attention to detail, and technological skills. Third, these examples stress unique background-not many business school applicants would understand how to design oil-pumping equipment. They show that he is not afraid to get his hands dirty. Finally, the essayist gives very detailed proof of tangible results.
When most people envision an oil well, they picture ten-foot-high rod pumping units, the kind common to Los Angeles and West Texas because of their durability, availability, and efficiency. With 300 wells on a mere 10 acre island, however, these units are impractical for our use; a less efficient, higher cost and lower-profile type of centrifugal pump is employed by our company. Recently, a small L.A. firm invented a new method of using common rod-type pumps without the bulky surface equipment. This marriage of new technology with old rod-style pumping appeared to have significant potential for reducing costs on our island. Although I do not normally design our pumping equipment, I assumed active project leadership when deciding to install the first unit and apply the new technology.
Leadership is not appointed, it is earned. It does not have to be vocal, but must be constant. It is most certainly not convenient, but it is most definitely necessary. Leadership is often not clear in times of success, but is magnified in times of challenge. Leaders must often choose a course of action that is most beneficial to the group that he or she represents, regardless of the personal impact. Our team went on to capture the ECAC championship, a feat that we had not accomplished the previous two years with far more talented teams. There were several situations over the 30 game season where I thought our young team might falter, but the six seniors would not allow this to happen. I don’t know how many times each one of them chose to sacrifice for the good of the team, and I’m positive that none of them had any idea about the incident in Michigan or the decision I made. Leadership does not need to be obvious or heroic or monumental. It only needs to be consistent and uncompromising.
Your answer to this question will say a lot more about you than simply what you have accomplished. It will show the committee what you value, what makes you proud, and what you are capable of accomplishing. Applicants make a common mistake when answering this question-they repeat information found elsewhere in the application. A good student, for example, will be tempted to fall back on stressing his or her high G.P.A. or G.M.A.T. score. A person who has won a number of awards or acknowledgments will try to include all of them and end up turning their essay into little more than a prose list. Many of the questions specify that you choose one, two, or three specific accomplishments as a way of avoiding this kind of response.
This question shares common ground, surprisingly, with the ethical dilemma question because ethical dilemmas often call on leadership abilities for resolution. Keep this in the back of your mind so you can strategize if one of your applications asks both questions. On the other hand, be careful not to bring unnecessary attention to questionable situations when not absolutely necessary. Ethical dilemma questions are notoriously difficult, this question does not have to be.
This is another essay that stands out because of its solid writing and superior organization. It starts with a bold assertion to catch the reader’ s attention and then uses the assertion to introduce the mentor’ s most outstanding quality. Each of the next three paragraphs clearly asserts and describes an additional supporting quality. The essay concludes with examples of how the mentor’ s influence has tangibly affected the writer’ s actions and work performance, resulting in rapid promotion.
In management consulting, strong analytical skills are valued as much as, if not more than, effective managerial and leadership skills. Unfortunately, for some consultants, these characteristics, at times, are mutually exclusive. I was fortunate, however, to work with [name] on my first major project at [consulting firm]. As my projectmanager, he demonstrated a superior combination of leadership, managerial, and communication skills. As a result of our interaction, I learned several important lessons and tools that I used on subsequent projects to improve my effectiveness as a team leader.
Every essay question on the admissions application is geared toward the same thing. Committee members want to find out who you are, what makes you different from everyone else, and how you will contribute to the school if accepted. This question asks these things outright. Because it asks so directly what the admissions committee wants to know, this is one of the most common questions you will find. The question has a structure similar to the Why M.B.A.? question. It asks both Why us? and Why you? However, the nature of this question lends itself to a more personal response. Whereas the Why M.B.A.? question asks what you have done, what you want to do, and how that relates to the school, this question asks about who you are and how it relates to the school. The Why M.B.A.? question asks about your experiences, and this question asks about your qualities.
Leadership character is a critical element of leadership that should not and cannot be ignored. Recognizing the importance of character for effective leadership and the lack of available tools to measure leadership character, the Ivey Business School and SIGMA Assessment Systems, Inc. have partnered to create the Leadership Character Insight Assessment (LCIA).
This essay shows that this applicant is dedicated not just to helping people, but to academics, learning, and math. His tutoring does not make us believe his sincerity; the thoughtfulness and detail with which he describes it do. He has put obvious time into developing an effective method of teaching. The writer shows that he is result-oriented by measuring his success in terms of real numbers and percentage increases. Someone who applies such standards of accountability to his extracurricular life is sure to bring the same standards to school and business.
Pioneering research by the Ivey Business School after the 2008 financial crisis found people who knew that bad risks were being taken did not have the courage and/or confidence to speak up, and people without integrity sold mortgages to those who could not pay them. Leaders of large, global companies knew about these types of practices yet did nothing to stop them. Still others were unable to create the honest, transparent corporate culture that would enable them to be in touch with what was happening deep down in the organization.
“We believe organizations should move beyond statements of organizational values to anchor leadership development in profiles that enhance leaders’ understanding of their character strengths and development areas.” said Julie Carswell, Vice President, SIGMA Assessment Systems.