Michael, these are GREAT videos! I discovered them about 5 months ago and now provide them continuously to our Managers. They perfectly reinforce our leadership values, and aspirations here at NIC! Honestly, some of the best I have seen. More excellent, concise information packed into 5 minutes, than any of the longer training videos I've seen. Are you making any new one's? Our leaders really respond to your delivery!
John, thank you so much! I'm glad you found them useful. I do plan on making some new ones soon. Let me know if there is a topic you would like to see. Thank you again!
@@leadershiprollcall Thank you Michael! You may have covered this in other videos (If you did...please remind me...I try to recall them all, but...), we're really focusing on getting our leaders to embrace their responsibility for the success...or failure of their employees, to 'look in the mirror' when evaluating staff performance results. Have I done....am I doing... EVERYTHING in my power to enable my employees to be successful, i.e., I'm the leader (manager), it's up to me! Again, if you have already zeroed in on this, please remind me. Thanks Michael! Again, really value your videos!
@@leadershiprollcall Thank you Michael! You may have covered this in other videos (If you did...please remind me...I try to recall them all, but...), we're really focusing on getting our leaders to embrace their responsibility for the success...or failure of their employees, to 'look in the mirror' when evaluating staff performance results. Have I done....am I doing... EVERYTHING in my power to enable my employees to be successful, i.e., I'm the leader (manager), it's up to me! Again, if you have already zeroed in on this, please remind me. Thanks Michael! Again, really value your videos!
@@johnweinbrecht9756 John, good idea. One way for an organization to do this is to institute a series of "360 Reviews." If done properly, a supervisor can hear (annonymously) from their employees, peers, and their own supervisor on how they are doing. I created a program at my last place of work. It took some time for people to trust the system. At first, they believed the results were going to be used to punish them but the results were kept confidential. Only the person being reviewed saw the responses. But from those responses, and some of them were very blunt, they were tasked with creating an action plan on how they were going to improve on the negatives of the report. Let me pull out some notes and I might do a video on it. good call! Thanks!
Michael, these are GREAT videos! I discovered them about 5 months ago and now provide them continuously to our Managers. They perfectly reinforce our leadership values, and aspirations here at NIC! Honestly, some of the best I have seen. More excellent, concise information packed into 5 minutes, than any of the longer training videos I've seen. Are you making any new one's? Our leaders really respond to your delivery!
John, thank you so much! I'm glad you found them useful. I do plan on making some new ones soon. Let me know if there is a topic you would like to see. Thank you again!
@@leadershiprollcall Thank you Michael! You may have covered this in other videos (If you did...please remind me...I try to recall them all, but...), we're really focusing on getting our leaders to embrace their responsibility for the success...or failure of their employees, to 'look in the mirror' when evaluating staff performance results. Have I done....am I doing... EVERYTHING in my power to enable my employees to be successful, i.e., I'm the leader (manager), it's up to me! Again, if you have already zeroed in on this, please remind me. Thanks Michael! Again, really value your videos!
Thank you, John! Let me know if there is a topic you would like me to cover. Thanks again!
@@leadershiprollcall Thank you Michael! You may have covered this in other videos (If you did...please remind me...I try to recall them all, but...), we're really focusing on getting our leaders to embrace their responsibility for the success...or failure of their employees, to 'look in the mirror' when evaluating staff performance results. Have I done....am I doing... EVERYTHING in my power to enable my employees to be successful, i.e., I'm the leader (manager), it's up to me! Again, if you have already zeroed in on this, please remind me. Thanks Michael! Again, really value your videos!
@@johnweinbrecht9756 John, good idea. One way for an organization to do this is to institute a series of "360 Reviews." If done properly, a supervisor can hear (annonymously) from their employees, peers, and their own supervisor on how they are doing. I created a program at my last place of work. It took some time for people to trust the system. At first, they believed the results were going to be used to punish them but the results were kept confidential. Only the person being reviewed saw the responses. But from those responses, and some of them were very blunt, they were tasked with creating an action plan on how they were going to improve on the negatives of the report. Let me pull out some notes and I might do a video on it. good call! Thanks!
nice video sir..