"I didn't always agree with the structure of my professor's lesson assignment due dates. For example, we were required to submit a post by Thursday and respond to two other students' posts by Saturday. It was difficult for me to have my assignments based on another student because students often submitted initial posts late, causing me to have to readjust my schedule, and I didn't have the ability to work ahead. I provided the feedback in a course survey, but ultimately, I respected the professor's decision and encouraged my classmates to post their assignments on time."

"In my previous role, there was a monthly commission structure, but with each new manager, it seemed the structure would change without notice, and it was very subjective. The awarding of the commission was very inconsistent, and there was no communication before payouts letting employees know whether or not they were receiving a commission that month. I kept notes and documented the situation each month, and at that time, we had just lost the manager and had an interim director in the position that had been with the company for several years. I politely requested some one-on-one time to discuss my concerns. In a very professional and respectful way, I laid out how the commission structure had been going the last few months and the frustrations we were feeling. I made sure to give specific examples that showed the differences in payouts and the lack of communication. He was very receptive and took my feedback to senior leaders, and the commission program was modified and much more standardized after that. It felt good to be able to be the voice for the team and to be able to communicate my concerns in a constructive way that resulted in positive changes."