Letter of Recommendation_DKC
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Gary Flaxman has over 3 years of experience with Kaiser Permanente's National Training and Change Management team. He has designed and delivered organizational development solutions that increased stakeholder commitment to change by 17% and transformed how leaders approach large initiatives. The recommendation letter states Gary fosters collaboration, builds rapport, accepts responsibility, and translates strategic vision into concrete plans of action, making him an exceptional choice for any organizational needs.
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Scale
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The leader is in top management position in a large corporation. He has gradually risen in ranks from low management levels all the way to the top. I believe he is effective because he is powerful and has demonstrated qualities of aggressiveness, hard work, and commitment and is able to mobilize people to work together in a team during the process of achieving a common goal (Baldwin, David & Grayson, 2004). The leader is loved by all employees and they think he is the right person to lead them. He rewards the hard working and sometimes punishments have been imposed on those who did not perform well according to the organizational standards
Analyze what characteristics or qualities this person possesses that affected you most.
The leader has the ability to mobilize people in the organization to work together. He is able to influence a large number of people through his way of speaking and demonstrating actions. He has good public relations qualities and more often people find him reliable and flexible to work with. He knows how to prioritize his activities and his personal agendas are not even known by the employees. He is a visionary and most of his activities point to the vision and mission of the firm. He usually emphasizes on the need to plan for the future and also budget for contingencies in the future (Baldwin, David & Grayson, 2004). This leader has an authoritative trait. Whenever he orders something to be done, it should be done according to rules and guidelines he has stated. When these rules are deviated from, he imposes a punishment on the wrong doers. Some employees have been suspended or even terminated from their jobs. Though people find this as not right, people still believe that the organization is doing well since they are making profits and this has created good will for the organization in the region it operates.
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· Rate this leader by using a leadership scorecard.
Scale
Details
Characteristics
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Dormant and less effective
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2
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Too many companies are unprepared for leadership transitions. A good leader shares the company's values, vision, and purpose with employees to ensure the essence of the company continues after they leave. Leaders should promote a motivating environment where employees can grow their skills and become future leaders. It is important for leaders to be aware of their context, company culture, and employees' thoughts to make informed decisions and see what is missing to prepare for change. When planning a leadership transition, companies should standardize procedures, share the company culture, ensure good communication with stakeholders, and provide specific information to the new leader about strategic priorities.AboutGraystoneUpdated2016FINAL
AboutGraystoneUpdated2016FINALKurt Anderson
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Graystone Leadership Coaching, LLC provides leadership coaching and training programs to executives, managers, and employees. They have over 35 years of experience working with Fortune 500 CEOs and senior leaders. Their services include leadership coaching, seminars, visioning workshops, and employee empowerment training, with the goal of creating high-performance teams and cultures to achieve breakthrough results. Testimonials from past clients highlight positive impacts on productivity, sales, and organizational trust from working with Graystone.Leadership Trust_ Five Proven Tactics.pdf
Leadership Trust_ Five Proven Tactics.pdfDavid Bovino
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The most effective way to build trust and earn respect is to lead by example. Demonstrating the behaviors and values expected of others, such as integrity, fairness, and respect, sets a powerful precedent. Engagement as a business strategy driving meaningful and lasting change
Engagement as a business strategy driving meaningful and lasting changeDani
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This document discusses employee engagement and its importance for organizational success. It defines engagement as perceptions and willingness to advocate for an organization, which impacts behaviors like satisfaction, commitment and loyalty. Highly engaged employees are more productive and committed. The document outlines common drivers of engagement, provides examples of engagement survey questions, and discusses how engagement data should be integrated with business strategy and used by leaders to facilitate positive organizational change.Leading Change Limited Company Overview V2.2P For Presentation
Leading Change Limited Company Overview V2.2P For PresentationLeading Change Limited
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Leading Change Limited Corporate Overview
Video of experiential leadership development programme embeddedLetter of Recommendation_DKC
- 1. To Whom It May Concern, It is with pleasure that I provide this letter of recommendation for Gary Flaxman. Under my leadership, Gary has been with the Kaiser Permanente National Training and Change Management team for over three years. Having worked with Firms like Deloitte and Towers for many years, I can say with confidence that Gary is in the top 5% of the field of OD consultants. Gary has designed and delivered organizational development and organization effectiveness and change management solutions flawlessly; always exceeding client expectations. His highly collaborative and tailored approach realized a 17% increase in stakeholder commitment for adopting change and his efforts have transformed how our National and regional leaders have come to understand and approach Mega change initiatives. Gary fosters a collaborative work environment and is a natural leader. Executive sponsors have tremendous trust in him and his teammates respect him. He treats people with respect and quickly builds rapport with all levels of the organization, from Sr. Leaders, management, front line staff, and clients. Gary is exceedingly conscientious and is responsible beyond what is asked of him, he accepts accountability for not only his deliverables, but those of others when he recognizes they are falling behind. He has excellent presentation skills and is especially strong at developing plans for achieving goals and objectives, channeling strategic vision into concrete plans of action. This makes Gary and exceptional choice for your hiring and organizational needs. Any organization that chooses Gary for a role will be thankful they did. If you require any more information, please feel free to contact me at 510-381-8767 or email me at david.k.coutts@kp.org. Sincerely, David K Coutts Director, National Training and Change Management Ìý