Melissa Johnson has been the Chief of Staff and Business Manager for Lawrence Snapp since May 2013. She has led responsibilities including budget management, vendor relationships, and performance reporting. Under her leadership, the team achieved 90% of its annual revenue goal within 6 months. Melissa demonstrates strong leadership, dedication to her work, and integrity. She has earned the respect of the team and Lawrence Snapp's trust. Lawrence Snapp highly recommends Melissa Johnson and believes any organization would benefit from her skills and contributions.
It’s not particularly helpful to discuss leadership in the abstract. We’re going to expect you to apply it directly to your personal leadership challenges. The Applied Influence session is an opportunity for you to tap into the wisdom of your peers to help you craft an influence strategy to improve your leadership effectiveness. Come prepared with some of your career and leadership challenges and we'll work as a group to help you address them.
Why Treating Colleagues Like Customers Makes Sense | SoGoSurveySogolytics
Somewhere between customer experience and employee experience there's real life -- the day-to-day operations that make your business work. When you treat your colleagues like customers, you might be surprised at the benefits.
Leaders are the heart of any business while Managers are the business's brains.
Leaders are who do things right, managers are who do right things
How can we gather both their qualities in our personality to gain an exceptional success in both of personal and professional life.
Enjoy
Hatem Mahmoud
It’s not particularly helpful to discuss leadership in the abstract. We’re going to expect you to apply it directly to your personal leadership challenges. The Applied Influence session is an opportunity for you to tap into the wisdom of your peers to help you craft an influence strategy to improve your leadership effectiveness. Come prepared with some of your career and leadership challenges and we'll work as a group to help you address them.
Why Treating Colleagues Like Customers Makes Sense | SoGoSurveySogolytics
Somewhere between customer experience and employee experience there's real life -- the day-to-day operations that make your business work. When you treat your colleagues like customers, you might be surprised at the benefits.
Leaders are the heart of any business while Managers are the business's brains.
Leaders are who do things right, managers are who do right things
How can we gather both their qualities in our personality to gain an exceptional success in both of personal and professional life.
Enjoy
Hatem Mahmoud
The Top Leadership Skills of Independent ConsultantsRoss Sanner
In today's consulting landscape, consultants are expected to wear multiple hats when they are addressing their clients' issues. With their knowledge, they also must possess leadership abilities to be able to guide business owners and their employees through each phase of a consulting project.
This presentation was delivered at NADO's 2018 Annual Training Conference, held in Charlotte, NC on October 13-16. For more information, visit: https://www.nado.org/events/2018-annual-training-conference/
I am a junior at Syracuse University, studying communications. I would like to find a summer internship this year that would give me the opportunity me to learn more about the day-to-day functions of a company and set the stage for long-term employment.
The Top Leadership Skills of Independent ConsultantsRoss Sanner
In today's consulting landscape, consultants are expected to wear multiple hats when they are addressing their clients' issues. With their knowledge, they also must possess leadership abilities to be able to guide business owners and their employees through each phase of a consulting project.
This presentation was delivered at NADO's 2018 Annual Training Conference, held in Charlotte, NC on October 13-16. For more information, visit: https://www.nado.org/events/2018-annual-training-conference/
I am a junior at Syracuse University, studying communications. I would like to find a summer internship this year that would give me the opportunity me to learn more about the day-to-day functions of a company and set the stage for long-term employment.
Leadership & Management Development for Emerging LeadersWill Matthews
Attract Top Tier Talent, Increase Employee Engagement and Develop The Leaders You Need for Tomorrow.
In today’s competitive environment, professional development is mission critical. Senior leaders recognize it. Those early in their career expect it.
Workforce demographics have shifted. Baby Boomers are retiring and taking with them much needed leadership and management expertise. To fill this void, companies are asking people much earlier in their career to fill these management roles.
The very high potential, high performers that you worked so hard to attract and who were excellent individual contributors now struggle and may walk out the door.
Our programs help retain and equip high potential, high performers by providing new leaders and managers with skills and tools specifically designed to fill the knowledge gap.
The professional trainers, facilitators and coaches at Matthews Performance Group are experienced and prepared to support your emerging leaders through individual, team and cohort engagements each designed to increase effectiveness, retention and recruitment.
Partner, Chief Growth Officer and CEO of Lighthouse Lending Capital Division since April of 2022, Laura Brandao brings her unique, energetic style of leadership to motivate EPM’s world-class, team of mortgage experts. The culture at EPM is what first drew Laura to EPM.
Nexus rounds out the year with recaps on all major achievements throughout 2016. Several events filled the sites with joy during the holiday season, and included support from the community.
Since its founding in 2010, The Moery Company has become one of the most-respected and successful consulting firms in the non-profit industry. Well-established within the Washington, DC, association market, we help solve revenue growth problems for our partner associations, whether it’s membership, product, sponsorship, or exhibitor programs.
Interview in Leading Edge Magazine, a Penn Mutual internal communication tool that highlights important people, events, and changes in the financial industry.
I need to reply to each one of these with 100 words or more. The ins.docxdirkrplav
I need to reply to each one of these with 100 words or more. The instructor is Suzanne Minacrine please reply to her just a little more and be a more pacific when answering her questions she very very very stricct. I need to pass her class with an "B" average so far I am not I have 75.8% right now and I only have 2 weeks left of her class. Can you please help me to pass this course thank you so much for your time and help regarding this matter. Make sure your comments and questions to them are on a Master's Level PLEASE. Please ask them some questions as well thanks. Plesase be sure to put the name by each reply so therefore, I can know which one belong to who.
Student 1: Jason burkhalter
Hello Michelle,
Some things you read will say that given increase in salaries is not a good reward system. I personally do not think those people know what they are talking about. For me at least the most important thing is my family and taking care of them. So, if I receive more money at work I will be able to provide for them better. So, if I know I might get an increase in pay if I go above and beyond I am more apt to do. how do you few this subject, do you feel like increase in pay is a good type of reward system?
Student 2: Ann Lai
Examine your organization and leadership through the following questions:
1. How does your organization/leaders link rewards and appreciation to standards of excellence?
I work on a site that employees around 20 people. Having such a small group makes rewards and incentives easier to hand out. Our supervisors take turns buying or bringing in lunch for everyone particularly when we have had an event, big projects, inspections, and audits. Anytime the team pulls together and completes projects, works extra hours, does tasks outside of their job description, and offers their assistance to other departments the leaders do something to show their appreciation for the above and beyond effort. Sometimes this means buying lunch, hosting a cookout, bringing in donuts, giving employees paid time off that doesn’t count against their vacation time, etc. It shows that the better we perform the more we get from our leaders and the quality of life increases.
2. Are standards clear and how are they communicated? What changes would you recommend?
Standards are made very clear, again, because we are such a small group. Getting everyone together for daily meetings to discuss daily and upcoming taskers, going over how things need to be done, expectations as far as quality, quantity, and time frame of work, and clarifications can be made easily with everyone present to ensure everyone hears the same information exactly as it needed to be explained. Occasionally our leaders leave pass down to the team leads which usually means something gets forgotten or left out. Leaving a logbook for each shift to consult upon starting their shift would ensure both shifts are aware of what the other shift accomplished and what still need to.
Melissa A Johnson Professional Reference_Microsoft
1. January 20, 2014
To whom it may concern:
This letter is a professional and personal recommendation for Melissa Johnson. Melissa has been my
Chief of Staff/Business Manager and a direct report since May 2013. Her responsibilities included
leadership readiness, budget management, vendor management, financial reporting support, creating
scorecards, performance management support and systems, and preparing team members for cross-
company executive meetings. She has also been the owner and driver of my organizations Rhythm of
the Business (WBR’s, MBR’s QBR’s, MGX, WPC, Executive Reviews). As a stretch program, Melissa also
assumed a leadership role in my weekly business review meeting and has helped co-produce a weekly
radio show with Microsoft Store’s North American Business Captains.
In less than 6 months our team has achieved 90% of our full-year revenue budget; and Melissa has been
an important contributor to a culture of excellence that has delivered these results. In all aspects of her
work, Melissa has demonstrated her leadership and organizational capabilities.
She is dedicated, works extremely hard and is enthusiastic even when facing difficult situations.
Because of this she has earned my team’s respect and my trust. Finally, Melissa has impeccable
integrity and collaboration skills which will add value to any organization. I recommend Melissa and
believe she would make an asset to any organization. I would also hire her again should the need arise
on my team.
Respectfully,
Lawrence Snapp
Business Solutions
Microsoft Retail Stores
(425) 985-9383 cell