ºÝºÝߣshows by User: jcermak / http://www.slideshare.net/images/logo.gif ºÝºÝߣshows by User: jcermak / Fri, 20 Nov 2020 15:32:07 GMT ºÝºÝߣShare feed for ºÝºÝߣshows by User: jcermak 3 Traits to Work with Indecsive Leaders /slideshow/3-traits-to-work-with-indecsive-leaders/239356600 3traitstoworkwithindecsiveleaders-201120153207
What is an Indecisive Leader? What do leaders do that make them indecisive? Do indecisive leaders know they are indecisive or is it their style of leading? Indecisiveness is the inability or reluctance to make decisions in general or to come to a decision about something in particular thereby producing no clear results. What causes a leader to be indecisive, not wanting to make a decisive choice? Most likely it is the conscious or unconscious ideation that by not making a definitive choice, the leader cannot be ridiculed for a decision, moving in a given direction, and or for the consequences of decisive action. ]]>
What is an Indecisive Leader? What do leaders do that make them indecisive? Do indecisive leaders know they are indecisive or is it their style of leading? Indecisiveness is the inability or reluctance to make decisions in general or to come to a decision about something in particular thereby producing no clear results. What causes a leader to be indecisive, not wanting to make a decisive choice? Most likely it is the conscious or unconscious ideation that by not making a definitive choice, the leader cannot be ridiculed for a decision, moving in a given direction, and or for the consequences of decisive action. ]]> Fri, 20 Nov 2020 15:32:07 GMT /slideshow/3-traits-to-work-with-indecsive-leaders/239356600 jcermak@slideshare.net(jcermak) 3 Traits to Work with Indecsive Leaders jcermak What is an Indecisive Leader? What do leaders do that make them indecisive? Do indecisive leaders know they are indecisive or is it their style of leading? Indecisiveness is the inability or reluctance to make decisions in general or to come to a decision about something in particular thereby producing no clear results. What causes a leader to be indecisive, not wanting to make a decisive choice? Most likely it is the conscious or unconscious ideation that by not making a definitive choice, the leader cannot be ridiculed for a decision, moving in a given direction, and or for the consequences of decisive action. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/3traitstoworkwithindecsiveleaders-201120153207-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> What is an Indecisive Leader? What do leaders do that make them indecisive? Do indecisive leaders know they are indecisive or is it their style of leading? Indecisiveness is the inability or reluctance to make decisions in general or to come to a decision about something in particular thereby producing no clear results. What causes a leader to be indecisive, not wanting to make a decisive choice? Most likely it is the conscious or unconscious ideation that by not making a definitive choice, the leader cannot be ridiculed for a decision, moving in a given direction, and or for the consequences of decisive action.
3 Traits to Work with Indecsive Leaders from Gatto Associates, LLC.
]]> 23 0 https://cdn.slidesharecdn.com/ss_thumbnails/3traitstoworkwithindecsiveleaders-201120153207-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 5 Tips for Identifying Fake Leaders /slideshow/5-tips-for-identifying-fake-leaders/239356580 5tipsforindentifyingfakeleaders-201120153010
What is a Fake Leader (FL)? It is someone disguised as a person in a leadership position who focuses on self and not the organization or ultimate good of people. It’s someone caught in minutia and is incapable of seeing the big picture, someone who misses the needed day-to-day facts to support growth and well being of people and the organization. A person in a leadership position, who renders opinions without substance, does not inspire followers to achieve a vision, nor inspire followers to want to work together as a team. Fake Leaders talk a good game and produce very little. They are focused on self, money, and self-aggrandizement. They confuse a vision of hope with threatening statements and forecast a better place for followers through half-truths and retracted statements, with promises that we will be told the rest of the story in a few days.]]>
What is a Fake Leader (FL)? It is someone disguised as a person in a leadership position who focuses on self and not the organization or ultimate good of people. It’s someone caught in minutia and is incapable of seeing the big picture, someone who misses the needed day-to-day facts to support growth and well being of people and the organization. A person in a leadership position, who renders opinions without substance, does not inspire followers to achieve a vision, nor inspire followers to want to work together as a team. Fake Leaders talk a good game and produce very little. They are focused on self, money, and self-aggrandizement. They confuse a vision of hope with threatening statements and forecast a better place for followers through half-truths and retracted statements, with promises that we will be told the rest of the story in a few days.]]> Fri, 20 Nov 2020 15:30:10 GMT /slideshow/5-tips-for-identifying-fake-leaders/239356580 jcermak@slideshare.net(jcermak) 5 Tips for Identifying Fake Leaders jcermak What is a Fake Leader (FL)? It is someone disguised as a person in a leadership position who focuses on self and not the organization or ultimate good of people. It’s someone caught in minutia and is incapable of seeing the big picture, someone who misses the needed day-to-day facts to support growth and well being of people and the organization. A person in a leadership position, who renders opinions without substance, does not inspire followers to achieve a vision, nor inspire followers to want to work together as a team. Fake Leaders talk a good game and produce very little. They are focused on self, money, and self-aggrandizement. They confuse a vision of hope with threatening statements and forecast a better place for followers through half-truths and retracted statements, with promises that we will be told the rest of the story in a few days. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/5tipsforindentifyingfakeleaders-201120153010-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> What is a Fake Leader (FL)? It is someone disguised as a person in a leadership position who focuses on self and not the organization or ultimate good of people. It’s someone caught in minutia and is incapable of seeing the big picture, someone who misses the needed day-to-day facts to support growth and well being of people and the organization. A person in a leadership position, who renders opinions without substance, does not inspire followers to achieve a vision, nor inspire followers to want to work together as a team. Fake Leaders talk a good game and produce very little. They are focused on self, money, and self-aggrandizement. They confuse a vision of hope with threatening statements and forecast a better place for followers through half-truths and retracted statements, with promises that we will be told the rest of the story in a few days.
5 Tips for Identifying Fake Leaders from Gatto Associates, LLC.
]]> 14 0 https://cdn.slidesharecdn.com/ss_thumbnails/5tipsforindentifyingfakeleaders-201120153010-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 The Physician Coaching Process /slideshow/the-physician-coaching-process/239356447 thephysiciancoachingprocess-201120152121
The mission of the Physician Coaching Process is to help Physicians (Coachees) develop and achieve their individual professional and personal goals. By going through this developmental process, the Physicians will develop personal skills and implement their, strengthen skills and become a vital part of the professional growth plan. Physicians will focus on personal and professional development, enhanced performance, development of direct reports, being able to present ideas clearly and appropriately, and learning how to be an integral part of their practice or hospital. Physicians have unique pressures for performance with high expectations of being correct. The key to success is to ensure the Physician’s achievement of a professional plan for growth and or change. It is up to the Physician, working with the coach to evaluate potential and define an appropriate personal strategic plan. ]]>
The mission of the Physician Coaching Process is to help Physicians (Coachees) develop and achieve their individual professional and personal goals. By going through this developmental process, the Physicians will develop personal skills and implement their, strengthen skills and become a vital part of the professional growth plan. Physicians will focus on personal and professional development, enhanced performance, development of direct reports, being able to present ideas clearly and appropriately, and learning how to be an integral part of their practice or hospital. Physicians have unique pressures for performance with high expectations of being correct. The key to success is to ensure the Physician’s achievement of a professional plan for growth and or change. It is up to the Physician, working with the coach to evaluate potential and define an appropriate personal strategic plan. ]]> Fri, 20 Nov 2020 15:21:21 GMT /slideshow/the-physician-coaching-process/239356447 jcermak@slideshare.net(jcermak) The Physician Coaching Process jcermak The mission of the Physician Coaching Process is to help Physicians (Coachees) develop and achieve their individual professional and personal goals. By going through this developmental process, the Physicians will develop personal skills and implement their, strengthen skills and become a vital part of the professional growth plan. Physicians will focus on personal and professional development, enhanced performance, development of direct reports, being able to present ideas clearly and appropriately, and learning how to be an integral part of their practice or hospital. Physicians have unique pressures for performance with high expectations of being correct. The key to success is to ensure the Physician’s achievement of a professional plan for growth and or change. It is up to the Physician, working with the coach to evaluate potential and define an appropriate personal strategic plan. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/thephysiciancoachingprocess-201120152121-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> The mission of the Physician Coaching Process is to help Physicians (Coachees) develop and achieve their individual professional and personal goals. By going through this developmental process, the Physicians will develop personal skills and implement their, strengthen skills and become a vital part of the professional growth plan. Physicians will focus on personal and professional development, enhanced performance, development of direct reports, being able to present ideas clearly and appropriately, and learning how to be an integral part of their practice or hospital. Physicians have unique pressures for performance with high expectations of being correct. The key to success is to ensure the Physician’s achievement of a professional plan for growth and or change. It is up to the Physician, working with the coach to evaluate potential and define an appropriate personal strategic plan.
The Physician Coaching Process from Gatto Associates, LLC.
]]> 47 0 https://cdn.slidesharecdn.com/ss_thumbnails/thephysiciancoachingprocess-201120152121-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 The Executive Coaching Process /slideshow/the-executive-coaching-process-239356352/239356352 thecoachingprocess-201120151531
The mission of the Coaching Development Process is to help Managers and Executives to develop and achieve their individual professional and personal goals. By going through this developmental process, the coachee will develop personal skills and attributes, strengthen skills and become a vital part of the succession plan. The coachee will focus on personal and professional development, enhanced performance, development of direct reports, being able to present ideas clearly and appropriately, and learning how to be an integral part of their organization. The key to success is to ensure the coachee’s achievement of a professional plan for growth. It is up to the coachee, working with the coach and management team to evaluate potential and define an appropriate personal strategic plan.]]>
The mission of the Coaching Development Process is to help Managers and Executives to develop and achieve their individual professional and personal goals. By going through this developmental process, the coachee will develop personal skills and attributes, strengthen skills and become a vital part of the succession plan. The coachee will focus on personal and professional development, enhanced performance, development of direct reports, being able to present ideas clearly and appropriately, and learning how to be an integral part of their organization. The key to success is to ensure the coachee’s achievement of a professional plan for growth. It is up to the coachee, working with the coach and management team to evaluate potential and define an appropriate personal strategic plan.]]> Fri, 20 Nov 2020 15:15:31 GMT /slideshow/the-executive-coaching-process-239356352/239356352 jcermak@slideshare.net(jcermak) The Executive Coaching Process jcermak The mission of the Coaching Development Process is to help Managers and Executives to develop and achieve their individual professional and personal goals. By going through this developmental process, the coachee will develop personal skills and attributes, strengthen skills and become a vital part of the succession plan. The coachee will focus on personal and professional development, enhanced performance, development of direct reports, being able to present ideas clearly and appropriately, and learning how to be an integral part of their organization. The key to success is to ensure the coachee’s achievement of a professional plan for growth. It is up to the coachee, working with the coach and management team to evaluate potential and define an appropriate personal strategic plan. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/thecoachingprocess-201120151531-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> The mission of the Coaching Development Process is to help Managers and Executives to develop and achieve their individual professional and personal goals. By going through this developmental process, the coachee will develop personal skills and attributes, strengthen skills and become a vital part of the succession plan. The coachee will focus on personal and professional development, enhanced performance, development of direct reports, being able to present ideas clearly and appropriately, and learning how to be an integral part of their organization. The key to success is to ensure the coachee’s achievement of a professional plan for growth. It is up to the coachee, working with the coach and management team to evaluate potential and define an appropriate personal strategic plan.
The Executive Coaching Process from Gatto Associates, LLC.
]]> 60 0 https://cdn.slidesharecdn.com/ss_thumbnails/thecoachingprocess-201120151531-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 PRE-EMPLOYMENT ASSESSMENT and Assessment for Promotion /slideshow/preemployment-assessment-and-assessment-for-promotion/239356304 prehireassessrev1-201120151148
REASONS FOR PRE - EMPLOYMENT ASSESSMENTS 9.8 million jobs are projected to be created from 2014-2024 Bureau of Labor Statistics 74% of the workforce were open to making a move for a job in 2016 Jobvite 60% of job seekers stopped filling out a job application because the process was too long Officevibe ]]>
REASONS FOR PRE - EMPLOYMENT ASSESSMENTS 9.8 million jobs are projected to be created from 2014-2024 Bureau of Labor Statistics 74% of the workforce were open to making a move for a job in 2016 Jobvite 60% of job seekers stopped filling out a job application because the process was too long Officevibe ]]> Fri, 20 Nov 2020 15:11:48 GMT /slideshow/preemployment-assessment-and-assessment-for-promotion/239356304 jcermak@slideshare.net(jcermak) PRE-EMPLOYMENT ASSESSMENT and Assessment for Promotion jcermak REASONS FOR PRE - EMPLOYMENT ASSESSMENTS 9.8 million jobs are projected to be created from 2014-2024 Bureau of Labor Statistics 74% of the workforce were open to making a move for a job in 2016 Jobvite 60% of job seekers stopped filling out a job application because the process was too long Officevibe <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/prehireassessrev1-201120151148-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> REASONS FOR PRE - EMPLOYMENT ASSESSMENTS 9.8 million jobs are projected to be created from 2014-2024 Bureau of Labor Statistics 74% of the workforce were open to making a move for a job in 2016 Jobvite 60% of job seekers stopped filling out a job application because the process was too long Officevibe
PRE-EMPLOYMENT ASSESSMENT and Assessment for Promotion from Gatto Associates, LLC.
]]> 26 0 https://cdn.slidesharecdn.com/ss_thumbnails/prehireassessrev1-201120151148-thumbnail.jpg?width=120&height=120&fit=bounds presentation Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 A 5-Systems Conceptual Approach for Innovative Leaders /slideshow/a-5systems-conceptual-approach-for-innovative-leaders/239356226 5systemsforapprhforinnovativeleaders-201120150600
Trying to understand how organizations work is a topic of many books and articles. As these authors point out, each organization has distinct strengths, limitations, and unique processes for providing products, technology, and services. An organization may be defined as two or more people focused toward common goals. Yet as organizations become larger, the focus toward the common organizational goals becomes more departmentalized and less organizationally focused. To lose sight of the organizational goals in favor of day-to-day performance and money is a predicament for leaders. The lack of common direction causes organizations to lose time, money and customers.]]>
Trying to understand how organizations work is a topic of many books and articles. As these authors point out, each organization has distinct strengths, limitations, and unique processes for providing products, technology, and services. An organization may be defined as two or more people focused toward common goals. Yet as organizations become larger, the focus toward the common organizational goals becomes more departmentalized and less organizationally focused. To lose sight of the organizational goals in favor of day-to-day performance and money is a predicament for leaders. The lack of common direction causes organizations to lose time, money and customers.]]> Fri, 20 Nov 2020 15:06:00 GMT /slideshow/a-5systems-conceptual-approach-for-innovative-leaders/239356226 jcermak@slideshare.net(jcermak) A 5-Systems Conceptual Approach for Innovative Leaders jcermak Trying to understand how organizations work is a topic of many books and articles. As these authors point out, each organization has distinct strengths, limitations, and unique processes for providing products, technology, and services. An organization may be defined as two or more people focused toward common goals. Yet as organizations become larger, the focus toward the common organizational goals becomes more departmentalized and less organizationally focused. To lose sight of the organizational goals in favor of day-to-day performance and money is a predicament for leaders. The lack of common direction causes organizations to lose time, money and customers. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/5systemsforapprhforinnovativeleaders-201120150600-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> Trying to understand how organizations work is a topic of many books and articles. As these authors point out, each organization has distinct strengths, limitations, and unique processes for providing products, technology, and services. An organization may be defined as two or more people focused toward common goals. Yet as organizations become larger, the focus toward the common organizational goals becomes more departmentalized and less organizationally focused. To lose sight of the organizational goals in favor of day-to-day performance and money is a predicament for leaders. The lack of common direction causes organizations to lose time, money and customers.
A 5-Systems Conceptual Approach for Innovative Leaders from Gatto Associates, LLC.
]]> 15 0 https://cdn.slidesharecdn.com/ss_thumbnails/5systemsforapprhforinnovativeleaders-201120150600-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Stress: The Hidden Pandemic within the Pandemic /slideshow/stress-the-hidden-pandemic-within-the-pandemic/239356110 stresspandemic-201120145820
The COVID-19 pandemic has certainly been an oppressive and ubiquitous presence in our lives. However, do you realize that we have a secondary pandemic which is not in the news each day but is creating as much havoc as the viral pandemic? It is called STRESS, or more specifically, Pandemic Stress, and it inflames the viral pandemic tenfold.]]>
The COVID-19 pandemic has certainly been an oppressive and ubiquitous presence in our lives. However, do you realize that we have a secondary pandemic which is not in the news each day but is creating as much havoc as the viral pandemic? It is called STRESS, or more specifically, Pandemic Stress, and it inflames the viral pandemic tenfold.]]> Fri, 20 Nov 2020 14:58:20 GMT /slideshow/stress-the-hidden-pandemic-within-the-pandemic/239356110 jcermak@slideshare.net(jcermak) Stress: The Hidden Pandemic within the Pandemic jcermak The COVID-19 pandemic has certainly been an oppressive and ubiquitous presence in our lives. However, do you realize that we have a secondary pandemic which is not in the news each day but is creating as much havoc as the viral pandemic? It is called STRESS, or more specifically, Pandemic Stress, and it inflames the viral pandemic tenfold. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/stresspandemic-201120145820-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> The COVID-19 pandemic has certainly been an oppressive and ubiquitous presence in our lives. However, do you realize that we have a secondary pandemic which is not in the news each day but is creating as much havoc as the viral pandemic? It is called STRESS, or more specifically, Pandemic Stress, and it inflames the viral pandemic tenfold.
Stress: The Hidden Pandemic within the Pandemic from Gatto Associates, LLC.
]]> 15 0 https://cdn.slidesharecdn.com/ss_thumbnails/stresspandemic-201120145820-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Leading the way to create the right work culture (10 ways to measure your work environment) /slideshow/leading-the-way-to-create-the-right-work-culture-10-ways-to-measure-your-work-environment/65328552 leadingthewaytocreatetherightworkculture10waystomeasureyourworkenvironment-160824174427
Executives frequently talk about wanting to effectively lead, communicate and development people. Many talk a good game but how many stay the course and really implement transparent opportunities for employee development based on surveys, performance feedback and meeting the competitive challenge?]]>
Executives frequently talk about wanting to effectively lead, communicate and development people. Many talk a good game but how many stay the course and really implement transparent opportunities for employee development based on surveys, performance feedback and meeting the competitive challenge?]]> Wed, 24 Aug 2016 17:44:27 GMT /slideshow/leading-the-way-to-create-the-right-work-culture-10-ways-to-measure-your-work-environment/65328552 jcermak@slideshare.net(jcermak) Leading the way to create the right work culture (10 ways to measure your work environment) jcermak Executives frequently talk about wanting to effectively lead, communicate and development people. Many talk a good game but how many stay the course and really implement transparent opportunities for employee development based on surveys, performance feedback and meeting the competitive challenge? <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/leadingthewaytocreatetherightworkculture10waystomeasureyourworkenvironment-160824174427-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> Executives frequently talk about wanting to effectively lead, communicate and development people. Many talk a good game but how many stay the course and really implement transparent opportunities for employee development based on surveys, performance feedback and meeting the competitive challenge?
Leading the way to create the right work culture (10 ways to measure your work environment) from Gatto Associates, LLC.
]]> 181 2 https://cdn.slidesharecdn.com/ss_thumbnails/leadingthewaytocreatetherightworkculture10waystomeasureyourworkenvironment-160824174427-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 5 reasons training can be a bust! /slideshow/5-reasons-training-can-be-a-bust/63142970 5reasonstrainingcanbeabust-160616152459
Is your training paying dividends: employee development, behavioral change, and or better leadership? Smart CEOs realize that organizational success really begins and ends with the employees’ development that supports day-to-day actions that sustain organizational success. Today, due to the Internet and the ability to conduct evaluations, online surveys, multi-rater 360˚ feedback, webinar training, and live streaming, programed learning modules create formats for on-going talent and training development. So many opportunities, so little behavioral change! Why isn’t training working?]]>
Is your training paying dividends: employee development, behavioral change, and or better leadership? Smart CEOs realize that organizational success really begins and ends with the employees’ development that supports day-to-day actions that sustain organizational success. Today, due to the Internet and the ability to conduct evaluations, online surveys, multi-rater 360˚ feedback, webinar training, and live streaming, programed learning modules create formats for on-going talent and training development. So many opportunities, so little behavioral change! Why isn’t training working?]]> Thu, 16 Jun 2016 15:24:59 GMT /slideshow/5-reasons-training-can-be-a-bust/63142970 jcermak@slideshare.net(jcermak) 5 reasons training can be a bust! jcermak Is your training paying dividends: employee development, behavioral change, and or better leadership? Smart CEOs realize that organizational success really begins and ends with the employees’ development that supports day-to-day actions that sustain organizational success. Today, due to the Internet and the ability to conduct evaluations, online surveys, multi-rater 360˚ feedback, webinar training, and live streaming, programed learning modules create formats for on-going talent and training development. So many opportunities, so little behavioral change! Why isn’t training working? <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/5reasonstrainingcanbeabust-160616152459-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> Is your training paying dividends: employee development, behavioral change, and or better leadership? Smart CEOs realize that organizational success really begins and ends with the employees’ development that supports day-to-day actions that sustain organizational success. Today, due to the Internet and the ability to conduct evaluations, online surveys, multi-rater 360˚ feedback, webinar training, and live streaming, programed learning modules create formats for on-going talent and training development. So many opportunities, so little behavioral change! Why isn’t training working?
5 reasons training can be a bust! from Gatto Associates, LLC.
]]> 111 5 https://cdn.slidesharecdn.com/ss_thumbnails/5reasonstrainingcanbeabust-160616152459-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 7 Habits of Lousy Leaders /slideshow/7-habits-of-lousy-leaders/62109311 7habitsoflousyleaders-160517171548
Do you ever wonder how some people get promoted to a leadership position? Who did these people know to become a VP or Director in the organization? Billions of dollars are spent on training present and future leaders: there are special events for executives at prestigious universities, full day training's for middle managers, but how is that benefiting the employees in the workplace?]]>
Do you ever wonder how some people get promoted to a leadership position? Who did these people know to become a VP or Director in the organization? Billions of dollars are spent on training present and future leaders: there are special events for executives at prestigious universities, full day training's for middle managers, but how is that benefiting the employees in the workplace?]]> Tue, 17 May 2016 17:15:48 GMT /slideshow/7-habits-of-lousy-leaders/62109311 jcermak@slideshare.net(jcermak) 7 Habits of Lousy Leaders jcermak Do you ever wonder how some people get promoted to a leadership position? Who did these people know to become a VP or Director in the organization? Billions of dollars are spent on training present and future leaders: there are special events for executives at prestigious universities, full day training's for middle managers, but how is that benefiting the employees in the workplace? <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/7habitsoflousyleaders-160517171548-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> Do you ever wonder how some people get promoted to a leadership position? Who did these people know to become a VP or Director in the organization? Billions of dollars are spent on training present and future leaders: there are special events for executives at prestigious universities, full day training&#39;s for middle managers, but how is that benefiting the employees in the workplace?
7 Habits of Lousy Leaders from Gatto Associates, LLC.
]]> 157 4 https://cdn.slidesharecdn.com/ss_thumbnails/7habitsoflousyleaders-160517171548-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Blueprint for Developing a Team /jcermak/blueprint-for-developing-a-team blueprintfordevelopingateam-160426140657
A team supports an environment that lets team members flourish, meaning there is open communication, no games or hidden agendas, no schmoozing the team leader, transparency, and motivated team members who want to struggle together to achieve goals. ]]>
A team supports an environment that lets team members flourish, meaning there is open communication, no games or hidden agendas, no schmoozing the team leader, transparency, and motivated team members who want to struggle together to achieve goals. ]]> Tue, 26 Apr 2016 14:06:57 GMT /jcermak/blueprint-for-developing-a-team jcermak@slideshare.net(jcermak) Blueprint for Developing a Team jcermak A team supports an environment that lets team members flourish, meaning there is open communication, no games or hidden agendas, no schmoozing the team leader, transparency, and motivated team members who want to struggle together to achieve goals. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/blueprintfordevelopingateam-160426140657-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> A team supports an environment that lets team members flourish, meaning there is open communication, no games or hidden agendas, no schmoozing the team leader, transparency, and motivated team members who want to struggle together to achieve goals.
Blueprint for Developing a Team from Gatto Associates, LLC.
]]> 137 4 https://cdn.slidesharecdn.com/ss_thumbnails/blueprintfordevelopingateam-160426140657-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Is Performance Appraisal Salary Justification or Employee Development? /slideshow/is-performance-appraisal-salary-justification-or-employee-development/61372644 isperformanceappraisal-salaryjustificationoremployeedevelopment-160426140323
What have performance appraisals turned into? • Ways to justify the distribution money, • A play it safe approach by not giving too high or too low a rating, • A once a year necessity, a drudgery for the boss and employee • A justification game that organizations have to play • An untruth based on taking a 5-point scale that turns into a 3-point scale ]]>
What have performance appraisals turned into? • Ways to justify the distribution money, • A play it safe approach by not giving too high or too low a rating, • A once a year necessity, a drudgery for the boss and employee • A justification game that organizations have to play • An untruth based on taking a 5-point scale that turns into a 3-point scale ]]> Tue, 26 Apr 2016 14:03:23 GMT /slideshow/is-performance-appraisal-salary-justification-or-employee-development/61372644 jcermak@slideshare.net(jcermak) Is Performance Appraisal Salary Justification or Employee Development? jcermak What have performance appraisals turned into? • Ways to justify the distribution money, • A play it safe approach by not giving too high or too low a rating, • A once a year necessity, a drudgery for the boss and employee • A justification game that organizations have to play • An untruth based on taking a 5-point scale that turns into a 3-point scale <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/isperformanceappraisal-salaryjustificationoremployeedevelopment-160426140323-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> What have performance appraisals turned into? • Ways to justify the distribution money, • A play it safe approach by not giving too high or too low a rating, • A once a year necessity, a drudgery for the boss and employee • A justification game that organizations have to play • An untruth based on taking a 5-point scale that turns into a 3-point scale
Is Performance Appraisal Salary Justification or Employee Development? from Gatto Associates, LLC.
]]> 588 9 https://cdn.slidesharecdn.com/ss_thumbnails/isperformanceappraisal-salaryjustificationoremployeedevelopment-160426140323-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Meetings, Meetings, and More Meetings? /slideshow/meetings-meetings-and-more-meetings/61372440 meetingsmeetingsandmoremeetings-160426135910
Meetings, meetings everywhere but not an agenda to be found! (Gatto, 2016) Ahh, Meetings: the great alternative to work. As conventional wisdom goes, if you want to be busy, do nothing, produce little to nothing, and yet get paid, set up and attend meetings.]]>
Meetings, meetings everywhere but not an agenda to be found! (Gatto, 2016) Ahh, Meetings: the great alternative to work. As conventional wisdom goes, if you want to be busy, do nothing, produce little to nothing, and yet get paid, set up and attend meetings.]]> Tue, 26 Apr 2016 13:59:10 GMT /slideshow/meetings-meetings-and-more-meetings/61372440 jcermak@slideshare.net(jcermak) Meetings, Meetings, and More Meetings? jcermak Meetings, meetings everywhere but not an agenda to be found! (Gatto, 2016) Ahh, Meetings: the great alternative to work. As conventional wisdom goes, if you want to be busy, do nothing, produce little to nothing, and yet get paid, set up and attend meetings. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/meetingsmeetingsandmoremeetings-160426135910-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> Meetings, meetings everywhere but not an agenda to be found! (Gatto, 2016) Ahh, Meetings: the great alternative to work. As conventional wisdom goes, if you want to be busy, do nothing, produce little to nothing, and yet get paid, set up and attend meetings.
Meetings, Meetings, and More Meetings? from Gatto Associates, LLC.
]]> 141 5 https://cdn.slidesharecdn.com/ss_thumbnails/meetingsmeetingsandmoremeetings-160426135910-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Do YOU Experience Anxiety in the Workplace /slideshow/do-you-experience-anxiety-in-the-workplace/58856565 anxietyintheworkplace2-26-16-160229142440
How often do we stop and think about how much time, effort, energy is given to our performance of fulfilling job responsibilities. That is fulfilling work responsibilities at the office, driving to and from work, and at home. How often do we feel frustrated because we cannot accomplish all that we want, or need to accomplish? How often do we feel held back from doing the level and quality of work that we expect from ourselves? ]]>
How often do we stop and think about how much time, effort, energy is given to our performance of fulfilling job responsibilities. That is fulfilling work responsibilities at the office, driving to and from work, and at home. How often do we feel frustrated because we cannot accomplish all that we want, or need to accomplish? How often do we feel held back from doing the level and quality of work that we expect from ourselves? ]]> Mon, 29 Feb 2016 14:24:40 GMT /slideshow/do-you-experience-anxiety-in-the-workplace/58856565 jcermak@slideshare.net(jcermak) Do YOU Experience Anxiety in the Workplace jcermak How often do we stop and think about how much time, effort, energy is given to our performance of fulfilling job responsibilities. That is fulfilling work responsibilities at the office, driving to and from work, and at home. How often do we feel frustrated because we cannot accomplish all that we want, or need to accomplish? How often do we feel held back from doing the level and quality of work that we expect from ourselves? <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/anxietyintheworkplace2-26-16-160229142440-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> How often do we stop and think about how much time, effort, energy is given to our performance of fulfilling job responsibilities. That is fulfilling work responsibilities at the office, driving to and from work, and at home. How often do we feel frustrated because we cannot accomplish all that we want, or need to accomplish? How often do we feel held back from doing the level and quality of work that we expect from ourselves?
Do YOU Experience Anxiety in the Workplace from Gatto Associates, LLC.
]]> 109 5 https://cdn.slidesharecdn.com/ss_thumbnails/anxietyintheworkplace2-26-16-160229142440-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 How to make work life balance work for you /slideshow/how-to-make-work-life-balance-work-for-you/58614843 howtomakework-lifebalanceworkforyou-160223155759
You need to devote more time at work, but then home life suffers. You devote time to home life, and work suffers: this is the Time Seesaw. How can you effectively balance home and work, and still have time for yourself? Impossible, you think, but.... perhaps not.]]>
You need to devote more time at work, but then home life suffers. You devote time to home life, and work suffers: this is the Time Seesaw. How can you effectively balance home and work, and still have time for yourself? Impossible, you think, but.... perhaps not.]]> Tue, 23 Feb 2016 15:57:59 GMT /slideshow/how-to-make-work-life-balance-work-for-you/58614843 jcermak@slideshare.net(jcermak) How to make work life balance work for you jcermak You need to devote more time at work, but then home life suffers. You devote time to home life, and work suffers: this is the Time Seesaw. How can you effectively balance home and work, and still have time for yourself? Impossible, you think, but.... perhaps not. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/howtomakework-lifebalanceworkforyou-160223155759-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> You need to devote more time at work, but then home life suffers. You devote time to home life, and work suffers: this is the Time Seesaw. How can you effectively balance home and work, and still have time for yourself? Impossible, you think, but.... perhaps not.
How to make work life balance work for you from Gatto Associates, LLC.
]]> 433 10 https://cdn.slidesharecdn.com/ss_thumbnails/howtomakework-lifebalanceworkforyou-160223155759-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 How to Engage a Poor Performer /slideshow/how-to-engage-a-poor-performer/58421842 how-to-engage-a-poor-performer-160218133229
More often than not, the reason for poor performance is because the employee does not know what is expected. Both employee and boss may be under the mis-apprehension that the employee goals and expectations are clear. Sure, clear as mud!]]>
More often than not, the reason for poor performance is because the employee does not know what is expected. Both employee and boss may be under the mis-apprehension that the employee goals and expectations are clear. Sure, clear as mud!]]> Thu, 18 Feb 2016 13:32:29 GMT /slideshow/how-to-engage-a-poor-performer/58421842 jcermak@slideshare.net(jcermak) How to Engage a Poor Performer jcermak More often than not, the reason for poor performance is because the employee does not know what is expected. Both employee and boss may be under the mis-apprehension that the employee goals and expectations are clear. Sure, clear as mud! <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/how-to-engage-a-poor-performer-160218133229-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> More often than not, the reason for poor performance is because the employee does not know what is expected. Both employee and boss may be under the mis-apprehension that the employee goals and expectations are clear. Sure, clear as mud!
How to Engage a Poor Performer from Gatto Associates, LLC.
]]> 114 5 https://cdn.slidesharecdn.com/ss_thumbnails/how-to-engage-a-poor-performer-160218133229-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Got a toxic boss? /slideshow/got-a-toxic-boss/58421684 got-a-toxic-boss-160218132844
Frequently poor performing employees are put on a performance improvement plan (PIP) but how many bosses do employees put on a PIP? I am going to recommend that you think of a ninety-day improvement plan for your boss. Yes, a private ninety-day performance improvement plan, for you to see if your boss can be changed and or have the self-awareness of what he/she is not doing well or doing that is toxic.]]>
Frequently poor performing employees are put on a performance improvement plan (PIP) but how many bosses do employees put on a PIP? I am going to recommend that you think of a ninety-day improvement plan for your boss. Yes, a private ninety-day performance improvement plan, for you to see if your boss can be changed and or have the self-awareness of what he/she is not doing well or doing that is toxic.]]> Thu, 18 Feb 2016 13:28:44 GMT /slideshow/got-a-toxic-boss/58421684 jcermak@slideshare.net(jcermak) Got a toxic boss? jcermak Frequently poor performing employees are put on a performance improvement plan (PIP) but how many bosses do employees put on a PIP? I am going to recommend that you think of a ninety-day improvement plan for your boss. Yes, a private ninety-day performance improvement plan, for you to see if your boss can be changed and or have the self-awareness of what he/she is not doing well or doing that is toxic. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/got-a-toxic-boss-160218132844-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> Frequently poor performing employees are put on a performance improvement plan (PIP) but how many bosses do employees put on a PIP? I am going to recommend that you think of a ninety-day improvement plan for your boss. Yes, a private ninety-day performance improvement plan, for you to see if your boss can be changed and or have the self-awareness of what he/she is not doing well or doing that is toxic.
Got a toxic boss? from Gatto Associates, LLC.
]]> 179 4 https://cdn.slidesharecdn.com/ss_thumbnails/got-a-toxic-boss-160218132844-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Do YOU Have a Toxic Boss? /slideshow/do-you-have-a-toxic-boss/58203465 do-you-have-a-toxic-boss-160212181613
Developing and sustaining effective employees is the job of every boss, those who do what is in the best interest of the organization, is critical to that organization’s success.]]>
Developing and sustaining effective employees is the job of every boss, those who do what is in the best interest of the organization, is critical to that organization’s success.]]> Fri, 12 Feb 2016 18:16:13 GMT /slideshow/do-you-have-a-toxic-boss/58203465 jcermak@slideshare.net(jcermak) Do YOU Have a Toxic Boss? jcermak Developing and sustaining effective employees is the job of every boss, those who do what is in the best interest of the organization, is critical to that organization’s success. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/do-you-have-a-toxic-boss-160212181613-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> Developing and sustaining effective employees is the job of every boss, those who do what is in the best interest of the organization, is critical to that organization’s success.
Do YOU Have a Toxic Boss? from Gatto Associates, LLC.
]]> 191 5 https://cdn.slidesharecdn.com/ss_thumbnails/do-you-have-a-toxic-boss-160212181613-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Collaborative coaching /slideshow/collaborative-coaching/57789935 collaborativecoaching-160202162544
Is it the coach’s job to support the client to achieve happiness and satisfaction or to give the client options from which to choose? What are the coach’s responsibilities and what are the client’s responsibilities before, during, and after coaching? Can a coach help the client achieve happiness? ]]>
Is it the coach’s job to support the client to achieve happiness and satisfaction or to give the client options from which to choose? What are the coach’s responsibilities and what are the client’s responsibilities before, during, and after coaching? Can a coach help the client achieve happiness? ]]> Tue, 02 Feb 2016 16:25:44 GMT /slideshow/collaborative-coaching/57789935 jcermak@slideshare.net(jcermak) Collaborative coaching jcermak Is it the coach’s job to support the client to achieve happiness and satisfaction or to give the client options from which to choose? What are the coach’s responsibilities and what are the client’s responsibilities before, during, and after coaching? Can a coach help the client achieve happiness? <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/collaborativecoaching-160202162544-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> Is it the coach’s job to support the client to achieve happiness and satisfaction or to give the client options from which to choose? What are the coach’s responsibilities and what are the client’s responsibilities before, during, and after coaching? Can a coach help the client achieve happiness?
Collaborative coaching from Gatto Associates, LLC.
]]> 117 8 https://cdn.slidesharecdn.com/ss_thumbnails/collaborativecoaching-160202162544-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Coaching ethics /slideshow/coaching-ethics/57782580 coachingethics-160202135033
Ethics is to coaching as the Constitution is to lawmakers. Ethics is the study of morality’s effect on conduct, the moral standard and how it affects the conduct of the coach. The Code of Coaching Conduct consists of moral principles governing the appropriate conduct for a coach in relationship to his/her client. What the ICF Code of Ethics does is create the professional environment of what coaching is and the boundaries in which a coach needs to perform]]>
Ethics is to coaching as the Constitution is to lawmakers. Ethics is the study of morality’s effect on conduct, the moral standard and how it affects the conduct of the coach. The Code of Coaching Conduct consists of moral principles governing the appropriate conduct for a coach in relationship to his/her client. What the ICF Code of Ethics does is create the professional environment of what coaching is and the boundaries in which a coach needs to perform]]> Tue, 02 Feb 2016 13:50:32 GMT /slideshow/coaching-ethics/57782580 jcermak@slideshare.net(jcermak) Coaching ethics jcermak Ethics is to coaching as the Constitution is to lawmakers. Ethics is the study of morality’s effect on conduct, the moral standard and how it affects the conduct of the coach. The Code of Coaching Conduct consists of moral principles governing the appropriate conduct for a coach in relationship to his/her client. What the ICF Code of Ethics does is create the professional environment of what coaching is and the boundaries in which a coach needs to perform <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/coachingethics-160202135033-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> Ethics is to coaching as the Constitution is to lawmakers. Ethics is the study of morality’s effect on conduct, the moral standard and how it affects the conduct of the coach. The Code of Coaching Conduct consists of moral principles governing the appropriate conduct for a coach in relationship to his/her client. What the ICF Code of Ethics does is create the professional environment of what coaching is and the boundaries in which a coach needs to perform
Coaching ethics from Gatto Associates, LLC.
]]> 611 8 https://cdn.slidesharecdn.com/ss_thumbnails/coachingethics-160202135033-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 https://cdn.slidesharecdn.com/profile-photo-jcermak-48x48.jpg?cb=1619448996 Gatto Associates, LLC is a developmental consulting firm founded by Dr. Rex Gatto Ph.D., BCC, a licensed professional counselor, nationally certified psychologist and Board Certified Coach specializing in: Executive Coaching Pre-Employment Testing 360 Assessments Talent Development Organizational Development Assessment for Advancement and Promotion Training and Development Workshops Getting Troubled Associates back on track and contributing to the organization Gatto Associates, LLC focuses on personalized consulting services to meet the unique instructional and developmental needs of a variety of organizations, companies,and individuals. Gatto provides a range of options. www.rexgatto.com https://cdn.slidesharecdn.com/ss_thumbnails/3traitstoworkwithindecsiveleaders-201120153207-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/3-traits-to-work-with-indecsive-leaders/239356600 3 Traits to Work with... https://cdn.slidesharecdn.com/ss_thumbnails/5tipsforindentifyingfakeleaders-201120153010-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/5-tips-for-identifying-fake-leaders/239356580 5 Tips for Identifyin... https://cdn.slidesharecdn.com/ss_thumbnails/thephysiciancoachingprocess-201120152121-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/the-physician-coaching-process/239356447 The Physician Coaching...