Tricia Matejek has over 15 years of experience in management, sales, customer service, and administrative roles. She has a proven track record of building high-performing teams, developing processes and procedures, and fostering growth within organizations. Her strengths include leadership, relationship building, organization, and the ability to motivate others and quickly resolve issues. She currently works as an Application Sales Representative, where she consults with customers to develop product specifications and ensure satisfaction.
The CEO, with the help of a board or a subcommittee of the board, and perhaps some outside advisors, can identify the weaknesses that challenge the CEO’s leadership competency. In listing those weaknesses and their internal and/or external ramifications, a development plan can be put in place to increase the CEO’s competency in areas of weakness, measure results and return the CEO to a level of confidence that the right person is driving the bus.
Open, honest communication is the foundation of every successful organization or relationship - business or personal. In the accompanying slide presentation is a process that will assist you in developing that foundation. For addititonal information, coaching, consulting or training please contact me using the information on the last slide.
Employee Engagement: What is it? How Do You Improve it? 10 Best Practices fro...Qualtrics
Engaged employees are more productive, contribute more to the bottom line, generate higher customer ratings, and help you attract new talent. On the flip side, actively disengaged employees cost the US approximately half a trillion dollars per year.
Join us to learn the best practices from Mike Schroeder, CEO of TNS Employee Insights, on how to design employee engagement surveys, measure engagement and, most importantly, improve employee engagement in your organization.
The CEO, with the help of a board or a subcommittee of the board, and perhaps some outside advisors, can identify the weaknesses that challenge the CEO’s leadership competency. In listing those weaknesses and their internal and/or external ramifications, a development plan can be put in place to increase the CEO’s competency in areas of weakness, measure results and return the CEO to a level of confidence that the right person is driving the bus.
Open, honest communication is the foundation of every successful organization or relationship - business or personal. In the accompanying slide presentation is a process that will assist you in developing that foundation. For addititonal information, coaching, consulting or training please contact me using the information on the last slide.
Employee Engagement: What is it? How Do You Improve it? 10 Best Practices fro...Qualtrics
Engaged employees are more productive, contribute more to the bottom line, generate higher customer ratings, and help you attract new talent. On the flip side, actively disengaged employees cost the US approximately half a trillion dollars per year.
Join us to learn the best practices from Mike Schroeder, CEO of TNS Employee Insights, on how to design employee engagement surveys, measure engagement and, most importantly, improve employee engagement in your organization.
"Big Picture Thinker and Talented to driven the Bottom - Line"Venkatesh Varaganti
This person has responsibility for developing and ensuring the execution of the operational/business strategy for a line of businesses as assigned. The incumbent will partner with business line manger(s) and design short, medium and long-term operational improvements. The focus of this strategy will be Process improvements, improvements, productivity improvements, cost structure reduction and accelerating off -shoring activities, will need to be able to manage the complexity of delivering business improvements whilst simultaneously developing strategic solutions for the future an eye for detail, as well as the ability to think about the bigger picture. Who can solve complex problems and can manage priorities, issues and decisions, whilst engaging with stakeholders and Strategic Vision, Decision Making, Influence/Negotiation. Able to persuade and influence others at all levels in the organization, including the CEO.
We (Analyst’s) Come work for a small team with an entrepreneurial spirit that also gets to collaborate with the rest of Cap Mark’s Operations Strategy experts as well as Company’s largest clients. We like to think of ourselves as a start-up in a stable company. It’s a perfect mix that offers us the opportunity to make a meaningful mark on a growing team, work on exciting client engagements, and have big career opportunities.
We’ll help craft strategies, develop deliverables, and present to leadership teams. Whether it’s designing a new organizational structure, developing a change management strategy to support a business transformation, analyzing an all\-employee culture survey and mapping an organization’s DNA, creating fair compensation plans that drive employee engagement, or evaluating executive operations plans for compliance, we’ll have the opportunity to contribute and make an impact from day 1.
Our newest analyst’s must be able to think fast, but thoughtfully communicate—on paper and in person. We must be able to take information and data—both qualitative and quantitative—from multiple sources and tell a story with it. We should be comfortable and confident performing statistical, financial, and economic analysis. We love to solve ambiguous problems that we may never have faced before. Effectively managing our time is a necessity for success on our team where we’ll support multiple clients at once. Ideally, we’ve demonstrated our interest in business strategy related to people and process efficiency, organizational structure and development, workplace tools and technology, leadership development, change management, and HR. It’s a bonus for us if are already familiar with how organizations work, the impact that an engaged workforce has on overall business success, and the importance of effective HR processes and technology.
I need a 1 page professional bio. My cover letter and resume i.docxeugeniadean34240
I need a 1 page professional bio.
My cover letter and resume is attached.
As an experienced and motivated professional with exceptional leadership and interpersonal abilities, I am prepared to significantly contribute to your organization’s goals in this role.
My background lies in workforce and economic development, managing operations, teams, conflict resolution, and processes to propel revenue increases while realizing enhanced corporate success and productivity. From establishing and implementing visionary business strategies to driving employees to achieve peak performance levels, I excel at directing strategic enhancements to outperform open objectives while communicating openly and effectively with staff and management teams.
Highlights of my experience include the following:
Ø Excelling as the Manager of the workforce development team with the Shelby County Alternative Schools for the past 10 years, federal grant management, identifying employment opportunities for youth and adult offenders, educating and supporting clients through vocational training initiatives, evaluating client work interests and aptitudes, and connecting clients with eligible and appropriate employment programs.
Ø Assisting program participants in identifying anger, recognizing aggressive behavior triggers, and learning tension and anger management techniques.
Ø Coaching and mentoring staff to ensure outstanding job performances and maximum program effectiveness. (virtual and face-to-face)
Ø Scheduling and coordinating opportunities for training, recreation, and leisure activities tailored to participants ‘preferences and age-appropriateness
Ø Encouraging an atmosphere supportive of constructive feedback and performance evaluation/improvement
Ø Adept at establishing goals and driving achievement through education, training, communication, and resource utilization
Ø Maintaining detailed records and reports to document participant progress and status
Ø Demonstrating solid time management, interpersonal, and organizational skills, as well as Microsoft Office proficiency.
Ø Compiling and analyzing client data obtained through records, tests, interviews, and other professional sources, determining clients’ suitability for various job opportunities and vocational training programs
Ø Facilitating and leading both individual and group orientation sessions and educating participants on requirements for participation in agency- sponsored programs
Ø Establishing solid and trusting relationships through exceptional relationship-building skills; utilizing solid communication and interpersonal abilities to secure employer and client trust
My proven dedication to optimizing workforce development and employment success through my expert knowledge of learning, development, and conflict resolution strategies will contribute immensely to the success of your-team.
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1. TRICIA MATEJEK
5837 Oak St
Omaha, NE 68106
(605)630-4585 - triciamatejek@outlook.com
_____________________________________________________________________________________
OBJECTIVE
To obtain a position which allows me to utilize my managerial, administrative, and organizational skills to promote growth and foster
professional development. I am self-motivated and able to work both independently and as a productive member within a
collaborative team environment.
STRENGTHS
More than 5 years’ management experience in organizational leadership and relationship building with team members, vendors,
and clients
A dynamic leader, able to bring energy, enthusiasm, and humor to motivate team members to achieve a potential goal and meet
objectives
Highly organized manager and coach; able to quickly assess and provide tools to resolve difficulties, enhance learning and
improve performance
Ability to anticipate issues and create new systems that streamline operations, and capable of seeing the big picture as decisions
relate to the business as a whole
PROFESSIONAL EXPERIENCE
2015 – Present Conductix-Wampfler
Application Sales Representative
Work with customers to develop product specifications and quotations based on their system requirements
Directly consult with members of SMO Americas, outside sales force, and the COEs to ensure customer satisfaction
Primary point of contact for customers and prospects, primarily by phone and email, to create product specific resolutions
2013 – 2015 Conductix-Wampfler
Customer Service/Sales Support
Take customer phone, fax and email orders
Enter/write up customer orders
Enter customer complaints/concerns
Provide equipment/product quotes
Provide tracking information on shipped orders
Handle corrections on orders entered in system yet to be shipped
Review purchase orders for accuracy and completeness
Assist with other projects as assigned
2012 - 2013 West Corporation
Research and Correspondence Agent
Research addresses for mail order pharmaceuticals
Ensure patient confidentiality
Verify correct shipping instructions for patient delivery
2002 - 2012 Verifications, Inc. Watertown, SD
Data Entry Specialist 2002-2003
Client Service Representative 2003-2005
2. Senior Client Advocate 2005-2005
Group Leader of Data Verifications/Mitchell 2005-2007
General Manager/Mitchell 2007-2009
Data Verification Manager -
Mitchell/Aberdeen/Watertown 2009-2012
Developed and implemented tracking tools for staffing according to department workload
Have been involved in the development of policies, procedures, and processes for all aspects of operations
Built a strong team from one to 120 members, fostering both independence and a cohesive, productive team environment
Planned and structured resources necessary to sustain growth of a new operation center
Utilized clarity, humor, well-defined goals, and a positive work ethic to establish a spirited organizational culture throughout the
company
While in the Client Service Department, I was able to cultivate excellent long-term relationships with clients, maintaining
ongoing communication and facilitating solutions to address concerns
Created effective presentations for staff members on all levels
Experience with maintaining budgets for the Verifying, Data Entry, and Intake Departments
Established a successful relationship with current assistant mangers
Delegate effectively to achieve on-time project completions
Proven communication abilities with my exposure to clients from both a customer relations point of view, as well as an
operational one
2001 - 2002 Golden Pond Software Watertown, SD
Sales Account Manager
Initialized start up conversations with potential clients to demonstrate medical record software
Set up meeting times and travel arrangements with clients
Scheduled follow up meetings to ensure all aspects of product are working accordingly
1999 - 2000 OEM Worldwide Watertown, SD
EDUCATION
2001 Minnesota West Community & Technical College
1 year degree in Office Administration
1987 High School Diploma
Mobridge Senior High
Mobridge, SD
References available upon request