Chaun Davis has worked for the writer for approximately 2 years, starting as a help desk representative and progressing to project manager. The writer believes Chaun is dedicated, hard-working, and a natural leader, as evidenced by his attention to detail and ability to take on responsibilities without much oversight. The writer highly recommends Chaun for any position and believes hiring him would be "a no brainer" due to his dedication and ability to excel.
Job Search Survival Kit -- Highly Respected Recruiters To Help You Get Your N...Anthony Hines
This presentation lists recruiters and other job resources that I have dealt with over the years. They have access to great jobs and you should reach out to them. Please tell them that I sent you.
Who Am I….I am a hardworking guy who, like many others, found himself out of work during the economic downturn in 2010. After a long battle of wrong turns, job search strategies that led to no where, and dead end leads, I decided to take a more strategic approach to my job search. Like anything else in life, I needed to treat my search like a full-time job and create a plan that would allow me to stand out above the competition. This came in especially handy as I was in transition again in 2017. Basically, I just used the tips that I have shared with others and was out of work a total of ZERO days. Yes, I got a job offer the day after my last day at my previous job. Let me show you how I did it so you too can have a quicker landing than you would have had without my tips.
Why Am I Sharing What Helped Me…because I quickly realized that to handle an event like that is to focus on what you can control and share the experience to help others. I believe that an experience not shared is a lost opportunity in life, and that smart people learn from their mistakes and smarter people learn from other people’s experiences. Plus, I told myself that once I figured this out I would share it with others so that they too could navigate the world of unemployment. In these chapters, I show you how I did it so that you will have the confidence to make it through the process. I hope that this presentation helps you to get your next great job.
#career #jobsearch #unemployment #depression #confidence #interviewing #networking #resume #recruiting #hiringmanager #work #transition
Drive Profits thru People and ProcessesBusiness901
This is a transcription that I had with Vivian Hairston Blade, Founder, President & CEO of Experts in Growth Leadership Consulting, LLC (EiGL Consulting, LLC) based in Louisville, KY.
Your business's DNA - Listen, learn and take massive action - Workshop #1Workplaces
Begin to evaluate and see your company through proven methodology that addresses your business issues quickly, uncovers current obstacles you are facing.
Begin to evaluate and compare your business with over 100 potential research-proven issues specific to their stage of growth.
Begin to build highly effective solutions customized exactly to the size and nature of your business.
Strat to resolve your business challenges, so errors and the related risks are dramatically reduced.
Decrease your feeling of being overwhelmed and unnecessarily stretched to accommodate the growth of your business. Focus on the right things at the right time!
1). a). Use the case scenario, along with the information regardin.pdfalimacal
1).
a). Use the case scenario, along with the information regarding each of the three companies and
its employees to determine if the Supportive Leadership style is the best leadership style out of
the 4 listed below to use in the merger in a way that will lead to company-wide buy in as well as
enhanced job satisfaction and performance. Consider the consequences (both pros and cons) of
the supportive leadership style and offer suggested solutions.
b). What are some solutions you may suggest to address the potential disadvantages of the
supportive leadership style?
Leadership styles:
Directive
Supportive
Participative
Achievement-oriented
Project Case Scenario
Introduction:
Along her drive home, idling along in the slow crawl of the afternoon rush hour, Susan replayed
the events of the last few months over and over in her mind. The news of a merger shocked
everyone, and tension in the office was at an all-time high. This was Susan's first merger, and, in
many ways, she hoped it would be her last. As the only certified HR specialist with an advanced
degree, Susan was asked to work with a consultant to draft a plan detailing the culture, structure,
and leadership needs of the HR office. It was an exciting but weighty assignment - one that had
the potential to affect the entire organization for better or worse. On one hand, Susan could play
it safe and try not to "ruffle any feathers." After all, what if the executive art of the organization
disagreed with her plan? What if the plan had a negative impact on her coworkers? On the other
hand, she knew that change was needed, and playing it safe would likely lead to very few
changes. She believed that if she presented a strong plan, it could lead to making this office a
great place to work for everyone.
In the morning, Susan will meet with the consultant and discuss recommendations. Then she'll
need to prepare a plan to present to the Board of Directors a few days later.
Background Information: United Services
United Services began operations in 1990 to provide health and wellness services to the elderly
and the disabled. Positioned as a locally sourced and operated organization, United Services
flourished. By 2010, there were approximately 400 care providers with eight managers, and the
support services to match. The organization's leadership was formed from a regulatory
perspective to provide a stable and trusted service to the community.
The HR office includes six people: one director, one manager, two recruiters, and two
generalists. The current Director, Susan, is being promoted to the VP position. Short of that, no
other information - about positions, job descriptions, and even whether everyone will have a
position after the merger - has not been finalized. As a result, stress in the office is at an all-time
high. Another contributor to the stress level is that fact that, during the merger, the HR office will
go from six to sixteen people and will end up with several redundancies. Not only tha.
Job Search Survival Kit -- Highly Respected Recruiters To Help You Get Your N...Anthony Hines
This presentation lists recruiters and other job resources that I have dealt with over the years. They have access to great jobs and you should reach out to them. Please tell them that I sent you.
Who Am I….I am a hardworking guy who, like many others, found himself out of work during the economic downturn in 2010. After a long battle of wrong turns, job search strategies that led to no where, and dead end leads, I decided to take a more strategic approach to my job search. Like anything else in life, I needed to treat my search like a full-time job and create a plan that would allow me to stand out above the competition. This came in especially handy as I was in transition again in 2017. Basically, I just used the tips that I have shared with others and was out of work a total of ZERO days. Yes, I got a job offer the day after my last day at my previous job. Let me show you how I did it so you too can have a quicker landing than you would have had without my tips.
Why Am I Sharing What Helped Me…because I quickly realized that to handle an event like that is to focus on what you can control and share the experience to help others. I believe that an experience not shared is a lost opportunity in life, and that smart people learn from their mistakes and smarter people learn from other people’s experiences. Plus, I told myself that once I figured this out I would share it with others so that they too could navigate the world of unemployment. In these chapters, I show you how I did it so that you will have the confidence to make it through the process. I hope that this presentation helps you to get your next great job.
#career #jobsearch #unemployment #depression #confidence #interviewing #networking #resume #recruiting #hiringmanager #work #transition
Drive Profits thru People and ProcessesBusiness901
This is a transcription that I had with Vivian Hairston Blade, Founder, President & CEO of Experts in Growth Leadership Consulting, LLC (EiGL Consulting, LLC) based in Louisville, KY.
Your business's DNA - Listen, learn and take massive action - Workshop #1Workplaces
Begin to evaluate and see your company through proven methodology that addresses your business issues quickly, uncovers current obstacles you are facing.
Begin to evaluate and compare your business with over 100 potential research-proven issues specific to their stage of growth.
Begin to build highly effective solutions customized exactly to the size and nature of your business.
Strat to resolve your business challenges, so errors and the related risks are dramatically reduced.
Decrease your feeling of being overwhelmed and unnecessarily stretched to accommodate the growth of your business. Focus on the right things at the right time!
1). a). Use the case scenario, along with the information regardin.pdfalimacal
1).
a). Use the case scenario, along with the information regarding each of the three companies and
its employees to determine if the Supportive Leadership style is the best leadership style out of
the 4 listed below to use in the merger in a way that will lead to company-wide buy in as well as
enhanced job satisfaction and performance. Consider the consequences (both pros and cons) of
the supportive leadership style and offer suggested solutions.
b). What are some solutions you may suggest to address the potential disadvantages of the
supportive leadership style?
Leadership styles:
Directive
Supportive
Participative
Achievement-oriented
Project Case Scenario
Introduction:
Along her drive home, idling along in the slow crawl of the afternoon rush hour, Susan replayed
the events of the last few months over and over in her mind. The news of a merger shocked
everyone, and tension in the office was at an all-time high. This was Susan's first merger, and, in
many ways, she hoped it would be her last. As the only certified HR specialist with an advanced
degree, Susan was asked to work with a consultant to draft a plan detailing the culture, structure,
and leadership needs of the HR office. It was an exciting but weighty assignment - one that had
the potential to affect the entire organization for better or worse. On one hand, Susan could play
it safe and try not to "ruffle any feathers." After all, what if the executive art of the organization
disagreed with her plan? What if the plan had a negative impact on her coworkers? On the other
hand, she knew that change was needed, and playing it safe would likely lead to very few
changes. She believed that if she presented a strong plan, it could lead to making this office a
great place to work for everyone.
In the morning, Susan will meet with the consultant and discuss recommendations. Then she'll
need to prepare a plan to present to the Board of Directors a few days later.
Background Information: United Services
United Services began operations in 1990 to provide health and wellness services to the elderly
and the disabled. Positioned as a locally sourced and operated organization, United Services
flourished. By 2010, there were approximately 400 care providers with eight managers, and the
support services to match. The organization's leadership was formed from a regulatory
perspective to provide a stable and trusted service to the community.
The HR office includes six people: one director, one manager, two recruiters, and two
generalists. The current Director, Susan, is being promoted to the VP position. Short of that, no
other information - about positions, job descriptions, and even whether everyone will have a
position after the merger - has not been finalized. As a result, stress in the office is at an all-time
high. Another contributor to the stress level is that fact that, during the merger, the HR office will
go from six to sixteen people and will end up with several redundancies. Not only tha.
Daniel assouline is an exceptional motivatorMessy Leon
Leading a modern organization in an increasingly globalized world with all its complexities and uncertainties can be an immensely challenging task for a leader.
Today, HR management is going through a change, especially with the covid norms, work from
home, and digitalization workforce is emerging. This affects the way HR leaders' processes, but
they are keeping the work organized for the company and the employees superbly. They are now
more involved in taking care of the physical, emotional, and social care of the employees. They
have well adapted to this change as their strength of communication skills becomes crucial in
these times.
Why you should (or shouldn't) hire me; a personal pitch deckJean-Guy Rouleau
This is my personal pitch deck, a visual and more personal replacement for a traditional (boring) resume/CV. I still have one of those old things, and there's a link at the end of the deck.
Sure, you can go ahead and scroll straight through to the end, but why not stop along the way and get to know me a little?
Thanks for stopping by, and have a wonderful day!
Technology can aid business but it cannot replace human touch - Kankana BauraAnil Kaushik
There has been a massive transition in HR in the last few decades, moving from mere paper pushers to becoming strategic partners. Technology, analytics and robotics are fast gaining importance and certainly they have made processes easier and less people dependent. However, no technology can take over the emotions associated with people.
Recommend the best leadership style for a variety of organizational se (1).pdfOwenoB2Wilsonp
Recommend the best leadership style for a variety of organizational settings
1). Use the case scenario, along with the information regarding each of the three companies
and its employees identify the best Leadership characteristics and styles out of the 4 listed
below to use in the merger in a way that will lead to company-wide buy in as well as
enhanced job satisfaction and performance. Consider the consequences (both pros and
cons) of the recommended leadership style and offers suggested solutions.
Leadership styles:
Directive
Supportive
Participative
Achievement-oriented
Project Case Scenario
Introduction:
Along her drive home, idling along in the slow crawl of the afternoon rush hour, Susan replayed
the events of the last few months over and over in her mind. The news of a merger shocked
everyone, and tension in the office was at an all-time high. This was Susan's first merger, and, in
many ways, she hoped it would be her last. As the only certified HR specialist with an advanced
degree, Susan was asked to work with a consultant to draft a plan detailing the culture, structure,
and leadership needs of the HR office. It was an exciting but weighty assignment - one that had
the potential to affect the entire organization for better or worse. On one hand, Susan could play
it safe and try not to "ruffle any feathers." After all, what if the executive art of the organization
disagreed with her plan? What if the plan had a negative impact on her coworkers? On the other
hand, she knew that change was needed, and playing it safe would likely lead to very few
changes. She believed that if she presented a strong plan, it could lead to making this office a
great place to work for everyone.
In the morning, Susan will meet with the consultant and discuss recommendations. Then she'll
need to prepare a plan to present to the Board of Directors a few days later.
Background Information: United Services
United Services began operations in 1990 to provide health and wellness services to the elderly
and the disabled. Positioned as a locally sourced and operated organization, United Services
flourished. By 2010, there were approximately 400 care providers with eight managers, and the
support services to match. The organization's leadership was formed from a regulatory
perspective to provide a stable and trusted service to the community.
The HR office includes six people: one director, one manager, two recruiters, and two
generalists. The current Director, Susan, is being promoted to the VP position. Short of that, no
other information - about positions, job descriptions, and even whether everyone will have a
position after the merger - has not been finalized. As a result, stress in the office is at an all-time
high. Another contributor to the stress level is that fact that, during the merger, the HR office will
go from six to sixteen people and will end up with several redundancies. Not only that, but
mergers are an ideal time to eliminate positions and strea.
Similar to Reference Letter Chaun Davis - Mike Goins (20)
Recommend the best leadership style for a variety of organizational se (1).pdf
Reference Letter Chaun Davis - Mike Goins
1. To Whom It May Concern:
I have known Chaun personally and professionally for approximately 2 years while performing as IT Director at InMed
Group Inc. responsible for continual 24/7 operation and support to all information systems and services for 1000+
employees at the corporate office, 3 rural hospitals and 13 assisted living facilities located throughout Alabama. I hired
Chaun as a help desk representative with little or no experience in the IT field. When I resigned from InMed in March of
2014, Chaun worked directly for the CEO of our company and was performing as Project Manager. This progression in
rank was a direct reflection upon the man, Chaun Davis, and this letter will serve as only a few words from my opinion of
Chaun and my absolute recommendation toward hiring him.
I can attest that Chaun is a good man, husband, father, and friend. I have gotten to know these sides of Chaun by not
only witnessing him at work, but also while witnessing him in his church and home-life while at the side of his loving
wife Ashley and beautiful son Konner. I believe there are many words that can describe a man but one that comes to the
front of my mind about Chaun is “dedication”. Dedication is obviously one of the many character strengths that really
describe Chaun and it is my belief that the dedication Chaun has to his family and God only fuels his driving force toward
his dedication to excellence in all aspects of his life. This dedication is completely obvious as you witness Chaun work
every day requiring absolutely little to no oversight. Chaun is a natural leader at work and constantly demonstrates this
quality whether it’s by his painstaking attention to detail toward helping a hospital administrator or how he conducts
himself as Project Manager entrusted with the CEOs vision and confidence to develop and implement a new business
model within the corporation and provide oversight and organization to all contributing technological and architectural
assignments that different sections of the corporation are providing to the solution.
To conclude, I believe that Chaun is a rare find and can fill the shoes of any role that is defined within any industry. Sir or
ma’am, it doesn’t matter the position that you are considering Chaun for……………. hiring this man as part of your team is
a “no brainer”. Chaun can sell, lead, or engineer any product that represents your company, and he can do this honestly
and humbly while giving you the same dedication toward excellence that he gave to me, and that he gives, to all
excellence in his life. Please feel free to contact me if you would like to further discuss Chaun or his employment.
Sincerely,
Mike A. Goins
Information Security Manager
Information Technology Division
Alabama Department of Revenue
Mike.goins@revenue.alabama.gov
Office: (334) 353-0905
Cell: (334) 233-2211