Sean Dudley Reference from Dale
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Dale Breedlove writes a reference letter for Sean Dudley recommending him for a service manager or coordinator position. Breedlove first met Sean in 2001 when Sean was performing a service call as a technician, and was impressed with his troubleshooting skills. Over the following decade, Breedlove realized Sean was not only a great technician but also an excellent service coordinator, with strong communication, planning, customer interaction skills. Breedlove would be happy to discuss Sean further and highly recommends hiring him for a service manager role.
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This recommendation letter is for Ms. Deanna Dungan from W.R. Spates, the COO of the company. Spates has known and worked with Dungan since November 2013 when she became the Marketing Development and Sales Manager. Spates describes Dungan as presenting a professional, ambitious, and integrity-driven work environment. Dungan has admirable work ethics and is an excellent problem solver who takes time to understand issues fully before developing solutions. Spates has no doubt that the position Dungan is being considered for would be valuable to any company.
Group Interview Paper
The interview focused on the Honduran culture of the subject's friend Medelyn, asking questions about cultural formalities, gender roles, and classism. Medelyn described Honduras as having inequality between classes but relationships being caring and supportive, making it more feminine, as well as being more collectivist in prioritizing community over individual interests. The interview lasted 20 minutes and covered 15 questions to gain insight into Medelyn's Honduran cultural background and perspectives.
Sup Challenges
This document summarizes interviews with two Safeway managers, Daniel and TJ, about their career paths and management advice. Daniel is a second assistant manager with 4 years of management experience. He stresses self-assessment, using mentorship, and balancing company policy with resolving situations. TJ is a store manager with 9 years of management experience. He emphasizes building community, developing employees, communication, and equal treatment. Both provide advice about challenges they and their supervisors faced and tools for success, such as delegation, relationships, and consistency.
Respond to each peer initial post with 3-4 sentences longPeer .docx
Respond to each peer initial post with 3-4 sentences long
Peer # one
Conflict is a part of any organization no matter how successful they are. I see it a lot in our voting members and to a lesser degree with our Board of Directors. Our voting members are about double the amount of the Board so I think naturally there is a little more disagreement. In order to resolve conflict, it is important to understand the reason behind the issue. Then it is important to follow through with addressing the situation immediately after being identified. Another step in resolution includes getting as much information as possible by speaking to all parties involved.
Conflict doesn’t only happen with voting members and the Board, but also within the office. The most recent issue happened in a meeting last week. Our customer service rep cut someone off in a meeting out of frustration and it was definitely not done in a professional manner. It was incredibly uncomfortable as a meeting attendee not to mention her direct higher up and the CFO were in this meeting. I think that if this conflict isn’t resolved, it will continue to manifest in various ways and turn into one of them quitting or getting fired.
I know that this has been brewing because I try to keep the lines of communication open around the office. Our customer service rep is frustrated with our ticketing manager because he does too much. When he steps in and goes outside of his department, he gets involved in things that he doesn’t need to, puts more work on himself and ends up working additional hours that aren’t necessary. In this meeting, he ended up trying to take the lead which was not necessary. Our customer service rep got frustrated and I would describe her as yelling at him to tell him that this wasn’t his meeting to run.
I am not in a position to necessarily intervene, however, I have been talking to my Operations Director who is the direct supervisor for both of them. If I were to be able to take the lead on this, my tactic would start with meeting with them both individually. For one, to discuss what their responsibilities are and try to work toward them staying in their lane, so to speak. There are plenty of people around to help that he does not need to be the hero. When that happens, something ends up getting neglected. With the customer service rep, her general tact is nonexistent. I think the discussion with her starts with how to communicate appropriately with coworkers. This happens to be an issue with others in the office. She could achieve a lot more if she could learn how to better approach people. This wasn’t necessarily her place to step in.
I am not sure in this case, that it is necessary to bring the parties together as both issues do not seem to involve the other. If they both fixed the items I have discussed, I think it would naturally resolve any issue they have had. However, if I brought them together, the message I would convey to both is a reset of what our roles co.
MBA Leadership Class, MPE 7302 Glenn Solomon
Glenn Solomon was assigned to manage a new sales district made up of representatives from two previously underperforming districts. The new district was ranked last out of 106 districts nationally. Solomon's goal was to address the overwhelming negativity in the group and rebuild their confidence. He held a two-day meeting to establish his vision of integrity, simplicity, development and commitment. Solomon then implemented a development plan focused on constant communication, encouraging employee dissent to improve processes, and building respect among representatives. While performance is still not top ranked, some pods are now top ranked in the region, and negativity has been reduced as representatives have improved their skills and commitment to excellence.
ThornberryReference
Danielle held an internship with Detectent from 2010-2011 where she demonstrated strong organizational, communication, and teamwork skills. As an intern, she juggled multiple assignments well and was dependable. Danielle will be graduating this spring with degrees in Marketing and International Business. Her former manager highly recommends her as a candidate for employment in marketing or business administration roles, praising her administrative abilities, commitment to work, and maturity.
Joes resume Wizard-1
Joseph Krause is seeking a new position and has over 6 years of experience in customer service roles. He has a proven track record of learning new skills quickly and taking initiative. His most recent role was as a Mortgage Servicing Specialist at New American Funding, where he boarded loans, simplified purchase reports, and performed customer service tasks. He is proficient in both Windows and Apple operating systems and can type over 50 words per minute.
Testimonials KSTA
Deb Kantor is an inspiring sales trainer with a natural gift for encouraging people. She has a lifelong passion for sales and teaches principles from her core beliefs and experience rather than books. Multiple testimonials praise her energy, techniques, teaching abilities, and commitment to helping people succeed in sales. Her training is said to be thorough, energetic, and to impart a sense that she truly cares about her students' growth.
Destinee Bliss Reference
The Marketing Director at Bellator Real Estate & Development is providing a recommendation letter for Destinee Bliss, who is moving to St. Louis. Destinee worked as a Marketing Associate for a year and demonstrated excellent skills in graphic design, agent training, social media content writing, and completing projects that exceeded expectations. She is well-liked by coworkers and follows instructions well while also interjecting her own creativity. Destinee is able to think logically, solve problems independently, and make good decisions without close supervision. The director highly recommends Destinee for a marketing or communications position.
Case study 1
The document discusses introducing action learning and leaderful practices to an organization through internal consultants. It outlines problems like poor communication and lack of employee motivation. The consultant proposes hiring internal consultants to address these issues and help implement leaderful leadership. After meetings to discuss the proposal, it is approved to hire two internal consultants to be trained and overseen by the consultant. The goal is for the internal consultants to help change the organizational culture by practicing leaderful leadership through reflection and collaboration.
Presentation on Communication
Christina Morgan discusses the importance of communication in her role as Office Manager. She shares lessons learned over her 16 years of experience in administrative roles. Effective communication is key to building relationships between colleagues, customers, and managers. It is also the most complex yet important aspect for a company's success. Some best practices include listening without interruption, addressing customer issues as your own, apologizing for company mistakes, and following up to ensure understanding. Constant learning, such as keeping skills updated with technology, is also important for administrative professionals to remain valuable communicators.
Donna-Letter of Recommendation
This letter is a recommendation for Donna Conklin for employment. The author hired Donna as an Administrative Assistant at their design firm, handling accounting tasks, and later promoted her to Office Manager where she found solutions for any challenges. Donna was an efficient, dependable employee who was always looking for better ways to work, and the author highly recommends her as a tremendous asset for any company.
12 secrets of career success we learnt working for a top ceo
This document summarizes 12 key lessons learned from working as executive assistants to a top CEO. It discusses the importance of always remaining positive, focusing on getting the best out of people, investing in people and giving them opportunities, taking risks to drive innovation, creating an enabling environment for others to succeed, building your own personal brand, getting straight to the point, developing a wide range of skills, being candid with feedback, providing upward feedback to leadership, and expressing opinions tactfully. The lessons are meant to boost careers and lives by sharing valuable insights gained from close experience working directly with a high-level executive.
Similar to Sean Dudley Reference from Dale (20)
Respond to each peer initial post with 3-4 sentences longPeer .docx
Respond to each peer initial post with 3-4 sentences longPeer .docx
12 secrets of career success we learnt working for a top ceo
12 secrets of career success we learnt working for a top ceo
Sean Dudley Reference from Dale
- 1. December 19, 2014 Re: Sean Dudley To Whom It May Concern; My name is Dale Breedlove and I am currently the Manufacturing Manager for Douglas Machines Corp. in Clearwater, Florida. I have been with the company since 1987 and have held several positions along the way. I am writing this reference for Sean to help him keep moving in the positive direction that he has been on for many years. I was first introduced to Sean back in 2001 while I was the Service Manager here at “Douglas” and he was making a service call on one of our units, while working for Peterson Technical in CA. I knew on that first call with him, he knew what he was doing and had very good troubleshooting skills. What I learned about him the following ten years impressed me even more. What I realized over the course of time was, not only was he a great technician but he was a great service coordinator as well. He was arranging his calls and managing the customer’s expectations better than most can do from a chair. He has excellent communication and planning skills, great face to face interaction, and has the people skills that give him the ability to walk into a business with an unhappy customer and turn them into a friend before he leaves. I would be more than happy to talk to anyone considering his resume and highly recommend hiring him into a Service Manager/Coordinator position as he will not let you or the customer down. Sincerely, Dale Breedlove Manufacturing Manager dbreedlove@dougmac.com 800-331-6870 ext 223 727-373-4014 fax “Designed to Make a Difference”