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.
Why Clear, Ongoing Employee Communications is ImportantSteven Darien
Cabot Advisory Group Chairman and CEO Steven M. Darien is a veteran HR management expert. His 30-year career involves providing companies and organizations with advice on HR issues regarding training and development, executive succession, succession planning, and HR technology. Steven M. Darien also has experience assisting businesses with improving labor relations and employee communications in the workplace.
11 Statistics That Should Scare Every ManagerElodie A.
Every manager’s worst nightmare is having employees that aren’t engaged. Here are 11 statistics that should scare every manager.
Content by Officevibe, the simplest tool for a greater workplace!
Learn more:
www.officevibe.com
Read our blog:
www.officevibe.com/blog
2 Easy Fixes to Get More ROI from RecognitionGloboforce
More companies are finding that recognition, appreciation, and human workplace practices improve overall employee experience and fuel business performance. See the results of our latest research with SHRM
Involving stakeholders in leader’s developmentsudhakar reddy
Leaders are usually a lonely breed within their organisation. They typically have overwhelming desire to add their two cents to every discussion. They also fail to see that they are treating someone unfairly. Their position is higher than most and not many people can ask them questions.
Why Clear, Ongoing Employee Communications is ImportantSteven Darien
Cabot Advisory Group Chairman and CEO Steven M. Darien is a veteran HR management expert. His 30-year career involves providing companies and organizations with advice on HR issues regarding training and development, executive succession, succession planning, and HR technology. Steven M. Darien also has experience assisting businesses with improving labor relations and employee communications in the workplace.
11 Statistics That Should Scare Every ManagerElodie A.
Every manager’s worst nightmare is having employees that aren’t engaged. Here are 11 statistics that should scare every manager.
Content by Officevibe, the simplest tool for a greater workplace!
Learn more:
www.officevibe.com
Read our blog:
www.officevibe.com/blog
2 Easy Fixes to Get More ROI from RecognitionGloboforce
More companies are finding that recognition, appreciation, and human workplace practices improve overall employee experience and fuel business performance. See the results of our latest research with SHRM
Involving stakeholders in leader’s developmentsudhakar reddy
Leaders are usually a lonely breed within their organisation. They typically have overwhelming desire to add their two cents to every discussion. They also fail to see that they are treating someone unfairly. Their position is higher than most and not many people can ask them questions.
Core Culture--principles and core values that are the essence of organization...Sheila Margolis
Successful leaders know the power of core culture. These leaders unite employees around a small, compelling set of principles and values that generate business success. The central three Ps of an organization--Purpose, Philosophy, and Priorities--are the Core Culture. These core principles and values form the foundation for why the organization is in business and the framework for how employees do their work. Think of Core Culture as your hidden asset because through culture, you can create a community of workers who understand the uniqueness of their work and the valued contributions that they make.
LEARN MORE about Core Culture at https://sheilamargolis.com
FOR ANOTHER PRESENTATION on Core Culture, go to this link: https://www.slideshare.net/SheilaMargolis/core-culture-purpose-philosophy-and-priorities
Core principles and values: Let Purpose, Philosophy and Priorities guide your...Sheila Margolis
Leaders and managers understand the importance of principles and core values for their organization. Discover how to define your Purpose, Philosophy and Priorities. Use those principles and core values to guide all aspects of your business.
In successful organizations, you have clearly defined and shared core principles and values. Above all, they guide the behavior of employees as they interact with each other. Likewise, they guide employees as they interact with customers and others outside the organization. Employees must know and live by this small set of guiding principles and values.
An organization stands for something. It has a character that is core to its soul. Achieving greatness begins with employees understanding the organization’s contribution and character and its path to success. These are the organization's principles and core values.
Go to www.SheilaMargolis.com to learn more about core principles and values.
Wellness activities for remote employees pdfSosParty
Don’t let employees lose their favorite health perks or wellness activities just because they’re working remotely! Book Now wellness activities for remote employees. The benefits include work-life balance, better mental and physical health, and yes - a lot of fun! www.sosparty.io
Gary Thomas (Cincinnati) has a track record of creating international standards for workflow, automation, and tool roadmaps that make it easier to deploy, maintain, and decommission server hardware at scale. Find out more about him at his official site http://www.gary-thomas.net/
Running Head: Leader Profile
4
Leader profile
Leader profile
Latrice Jones
Argosy University
Explain how this leader has influenced you and why you think he or she is effective.
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.
He also disseminates information. This has made the employees to be knowledgeable of what is going on outside their territory. Therefore he treats the need for information has important. Through such information and communications people or the employees have learnt to share opinions and ideas and as a result creativity and innovation has been heightened and given priority in the firm (Criswell, Corey & Campbell, 2008). He promotes organizations’ agenda and thus many firms have benchmarked their activities through this firm. He has made connections and networked well with other firms through collaborations and synergies which have promoted the welfare and the good will of the firm (Grayson, Curt & Baldwin, 2007).
· Rate this leader by using a leadership scorecard.
Scale
Details
Characteristics
1
Dormant and less effective
Average hardworking, not reliable, lacks information, inability to mobilize people.
2
Average effectivene.
The Partnership Advantage: Ready To Lead is ideal for organizations that want to create a culture of accountability and help people perform as leaders no matter what their role.
Core Culture--principles and core values that are the essence of organization...Sheila Margolis
Successful leaders know the power of core culture. These leaders unite employees around a small, compelling set of principles and values that generate business success. The central three Ps of an organization--Purpose, Philosophy, and Priorities--are the Core Culture. These core principles and values form the foundation for why the organization is in business and the framework for how employees do their work. Think of Core Culture as your hidden asset because through culture, you can create a community of workers who understand the uniqueness of their work and the valued contributions that they make.
LEARN MORE about Core Culture at https://sheilamargolis.com
FOR ANOTHER PRESENTATION on Core Culture, go to this link: https://www.slideshare.net/SheilaMargolis/core-culture-purpose-philosophy-and-priorities
Core principles and values: Let Purpose, Philosophy and Priorities guide your...Sheila Margolis
Leaders and managers understand the importance of principles and core values for their organization. Discover how to define your Purpose, Philosophy and Priorities. Use those principles and core values to guide all aspects of your business.
In successful organizations, you have clearly defined and shared core principles and values. Above all, they guide the behavior of employees as they interact with each other. Likewise, they guide employees as they interact with customers and others outside the organization. Employees must know and live by this small set of guiding principles and values.
An organization stands for something. It has a character that is core to its soul. Achieving greatness begins with employees understanding the organization’s contribution and character and its path to success. These are the organization's principles and core values.
Go to www.SheilaMargolis.com to learn more about core principles and values.
Wellness activities for remote employees pdfSosParty
Don’t let employees lose their favorite health perks or wellness activities just because they’re working remotely! Book Now wellness activities for remote employees. The benefits include work-life balance, better mental and physical health, and yes - a lot of fun! www.sosparty.io
Gary Thomas (Cincinnati) has a track record of creating international standards for workflow, automation, and tool roadmaps that make it easier to deploy, maintain, and decommission server hardware at scale. Find out more about him at his official site http://www.gary-thomas.net/
Running Head: Leader Profile
4
Leader profile
Leader profile
Latrice Jones
Argosy University
Explain how this leader has influenced you and why you think he or she is effective.
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.
He also disseminates information. This has made the employees to be knowledgeable of what is going on outside their territory. Therefore he treats the need for information has important. Through such information and communications people or the employees have learnt to share opinions and ideas and as a result creativity and innovation has been heightened and given priority in the firm (Criswell, Corey & Campbell, 2008). He promotes organizations’ agenda and thus many firms have benchmarked their activities through this firm. He has made connections and networked well with other firms through collaborations and synergies which have promoted the welfare and the good will of the firm (Grayson, Curt & Baldwin, 2007).
· Rate this leader by using a leadership scorecard.
Scale
Details
Characteristics
1
Dormant and less effective
Average hardworking, not reliable, lacks information, inability to mobilize people.
2
Average effectivene.
The Partnership Advantage: Ready To Lead is ideal for organizations that want to create a culture of accountability and help people perform as leaders no matter what their role.
Laurina bragdon has excellent management skillslorentimothy
Laurina Bragdon is a respected program manager and analyst with many years of experience in business, financial and project management. She has outstanding leadership, problem solving, negotiation, and organizational skills. She has the proven ability to manage priorities and make sound decisions to achieve immediate and long-term goals.
Leadership Trust_ Five Proven Tactics.pdfDavid Bovino
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.
Leading Change Limited Company Overview V2.2P For Presentation
Letter 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