Wednesday, September 1, 2010
Tuesday, June 29, 2010
Thursday, June 3, 2010
Leading in Tough Times
Thought I'd share this article with you. I hope everyone is having a fun and safe summer. -Rick Mouser
Leading in Tough Times: When You’re Going Through Hell…Keep On Going
By Martin Haygood, Ph.D. and Hodge Golson, Ph.D.
Growth through Pain (Cliché but True)
It’s a tough fact of life that we don’t learn much about ourselves or our character in good times. We can’t fully discover our strengths and shortcomings without being tested by adversity. How we deal with it, or how we learn to deal with it, is central to who we are – and how credible we’ll be in leadership roles. In bad times, all eyes are on the leader. How you behave will have a tremendous impact on your people. Keep that foremost in mind to help you provide the right attitudes, goals and vision in tough times.
There have been a few encouraging signs recently, but the economy of the past several years has been brutal and the recovery is likely to be slow. And some believe we could be in the eye of a double dip recession hurricane. Unemployment is still in double digits and people who have held onto jobs find themselves having to do more with less. The media pounds us with a steady diet of bad news and worst case scenarios. With all of these stressors affecting the people in our organizations, good leadership is more important than ever.
When people are under stress for sustained periods of time, predictable and bad things happen. They become increasingly wary and tend to interpret each new sign as an indication of more bad things to come. Negative emotions run high and people are more likely to bark at each other and openly display frustration. They become skeptical of the new and different and are prone to reject it out of hand. As the stress continues, fatigue sets in and they become overly pessimistic about the future. Relationships suffer as the focus becomes increasingly one of staying afloat as a business. In fact, if these stress reactions are not checked, they can lead to a complete failure of the business.
But not all the changes caused by hard times are bad. With good leaders, businesses can increase their focus on critical components that drive their success. Higher standards and greater demands for efficiency lead companies to get better at assessing performance and refining business processes. The burning platform creates motivation for change that in good times may not exist. Things that were tolerated in the good years, that everyone knew were less than optimal, can no longer be accepted. In the presence of good leadership, the same pressures that cause people to attack each other can be redirected into more effective teamwork and opportunities for individual growth. Businesses that address this challenge effectively will emerge from the recession stronger than their competition and ready to take advantage of an improved economy.
Two Keys to Leadership Success
So what does it take to lead effectively in tough times? Research into leadership over the past 60 years, consistently shows that two broad dimensions describe effective leadership. The most effective leaders have strengths in both dimensions. The task management dimension has to do with the leader’s ability to set goals, organize efforts, direct activity, provide corrective feedback and set the general focus of efforts. The people management dimension recognizes the importance of communication, motivation and encouragement. The ability to set the emotional tone of the workplace and inspire greater effort from others is the hallmark of a transformational leader. Operating in a stressful environment actually tends to increase the leaders impact. People look to leaders more in hard times, partly as a product of the ambiguity that adversity creates.
The best leaders focus on both dimensions in managing their way through stress. From a task standpoint, the critical challenge is keeping people focused on things that are under their control. You may not be able to affect what happens in the stock market, but you sure can reach out to your customers and provide great service. This sense of control helps people manage their stress and allows them to experience small wins that have a buffering effect. It is critical that the leader provide a broader vision of the future and a sense of direction and purpose. By linking today’s actions to a better future people gain a sense of perspective. By pointing out how one individual’s job links to a broader corporate strategy, that person has a greater sense of purpose and utility. A sense of purpose has been shown to provide significant relief from the debilitating effects of stress. While many people find this sense of purpose in broader life aims, a business leader can help provide the same sense at work.
On the people side of the equation the key task of a leader is communication. Regular, honest, candid and consistent communication is key. The leader must be seen as a reliable source of information; even if it means admitting you don’t know. Equally important is listening. By understanding people’s concerns, we can more readily address them and share with them the information and insights that will help reduce misunderstandings and fight negative rumors. In tough times, it is critically important to try to create opportunities for positive emotion. While a sense of humor helps, it is also important to celebrate wins, find ways to have fun, and thank people. Emphasizing strengths, wins, and good news helps redirect people’s attention.
The constant barrage of stress, particularly over a long period of time, will take its toll on people. A cornerstone of great leadership is taking care of the troops. Of course listening and empathy are important, but you also need to be attuned to signs of burnout. Because much is expected of people in a tough economy, they need to find ways to recharge the batteries. Framing the challenges people face as developmental opportunities can often help redefine their emotional experience. While few people would wish to go through boot camp again, most recognize the benefit of that challenge. Seeing current circumstances as being tested in the fire tends to make us more resilient.
The Third Dimension
In addition to the task and people management dimensions, self management is crucial to effective leadership. This includes not only managing your behavior in ways conducive to more positive morale and action from your people, but helping them to manage their own attitudes and behaviors towards appropriate outcomes. It’s natural for people to feel powerless and victimized in tough times, so it is important for the leader to help his or her people shift from the mindset of the passive victim observing things from the sidelines to that of the athlete playing the game. Anything you can do to keep them focused on the fact that we always have choices and that, although we may not always control the final score, we do control how we play. If we play with integrity, stamina, optimism and intensity, we can often surprise ourselves. And even if we lose, we can be proud of our performance
One way to keep people focused on positive action is not to slip into the trap of automatic sympathy. While it makes a person in victim mode feel good to hear such things as “that’s terrible, you must feel awful, they should fix it, poor baby”, etc., those are the wrong messages. They imply that the power is out there, with those bad people who are doing you wrong, with that evil competitor or that rotten economy. A more effective way to get and keep the right focus is with statements such as “yes, that’s tough – what are you going to do about it?; I wish it was different, but it’s not – what did you learn from it?; I understand you’re angry – so how will you avoid this in the future?”. These responses imply that the power remains with the individual and that some positive can come from this tough situation. A key to great leadership in tough times is helping people see reality and helping them find appropriate ways to deal with it. Keep in mind the words of Carl Rogers – “The facts are always friendly.” And Fred Kofman, in his book Conscious Business provides great examples of shifting from the archetype of the victim to that of the player.
Of Course, It All Starts in the Mirror
A final point, that may be the most central one to effective leadership, is the recognition that you are the role model. You set the tone. If you are positive, confident and optimistic, your people are likely to behave the same way. If you display focus and determination, they are likely to follow suit. Remember, just as panic and despair are infectious, so are energy and enthusiasm. As you look around your organization, remember the words of Gandhi: “be the change you want to see in the world.”
Martin Haygood and Hodge Golson are licensed psychologists and founding partners of Management Psychology Group and eTest.net. They help leadership teams assess talent, manage performance and work more effectively together in building effective and competitive companies.
Leading in Tough Times: When You’re Going Through Hell…Keep On Going
By Martin Haygood, Ph.D. and Hodge Golson, Ph.D.
Growth through Pain (Cliché but True)
It’s a tough fact of life that we don’t learn much about ourselves or our character in good times. We can’t fully discover our strengths and shortcomings without being tested by adversity. How we deal with it, or how we learn to deal with it, is central to who we are – and how credible we’ll be in leadership roles. In bad times, all eyes are on the leader. How you behave will have a tremendous impact on your people. Keep that foremost in mind to help you provide the right attitudes, goals and vision in tough times.
There have been a few encouraging signs recently, but the economy of the past several years has been brutal and the recovery is likely to be slow. And some believe we could be in the eye of a double dip recession hurricane. Unemployment is still in double digits and people who have held onto jobs find themselves having to do more with less. The media pounds us with a steady diet of bad news and worst case scenarios. With all of these stressors affecting the people in our organizations, good leadership is more important than ever.
When people are under stress for sustained periods of time, predictable and bad things happen. They become increasingly wary and tend to interpret each new sign as an indication of more bad things to come. Negative emotions run high and people are more likely to bark at each other and openly display frustration. They become skeptical of the new and different and are prone to reject it out of hand. As the stress continues, fatigue sets in and they become overly pessimistic about the future. Relationships suffer as the focus becomes increasingly one of staying afloat as a business. In fact, if these stress reactions are not checked, they can lead to a complete failure of the business.
But not all the changes caused by hard times are bad. With good leaders, businesses can increase their focus on critical components that drive their success. Higher standards and greater demands for efficiency lead companies to get better at assessing performance and refining business processes. The burning platform creates motivation for change that in good times may not exist. Things that were tolerated in the good years, that everyone knew were less than optimal, can no longer be accepted. In the presence of good leadership, the same pressures that cause people to attack each other can be redirected into more effective teamwork and opportunities for individual growth. Businesses that address this challenge effectively will emerge from the recession stronger than their competition and ready to take advantage of an improved economy.
Two Keys to Leadership Success
So what does it take to lead effectively in tough times? Research into leadership over the past 60 years, consistently shows that two broad dimensions describe effective leadership. The most effective leaders have strengths in both dimensions. The task management dimension has to do with the leader’s ability to set goals, organize efforts, direct activity, provide corrective feedback and set the general focus of efforts. The people management dimension recognizes the importance of communication, motivation and encouragement. The ability to set the emotional tone of the workplace and inspire greater effort from others is the hallmark of a transformational leader. Operating in a stressful environment actually tends to increase the leaders impact. People look to leaders more in hard times, partly as a product of the ambiguity that adversity creates.
The best leaders focus on both dimensions in managing their way through stress. From a task standpoint, the critical challenge is keeping people focused on things that are under their control. You may not be able to affect what happens in the stock market, but you sure can reach out to your customers and provide great service. This sense of control helps people manage their stress and allows them to experience small wins that have a buffering effect. It is critical that the leader provide a broader vision of the future and a sense of direction and purpose. By linking today’s actions to a better future people gain a sense of perspective. By pointing out how one individual’s job links to a broader corporate strategy, that person has a greater sense of purpose and utility. A sense of purpose has been shown to provide significant relief from the debilitating effects of stress. While many people find this sense of purpose in broader life aims, a business leader can help provide the same sense at work.
On the people side of the equation the key task of a leader is communication. Regular, honest, candid and consistent communication is key. The leader must be seen as a reliable source of information; even if it means admitting you don’t know. Equally important is listening. By understanding people’s concerns, we can more readily address them and share with them the information and insights that will help reduce misunderstandings and fight negative rumors. In tough times, it is critically important to try to create opportunities for positive emotion. While a sense of humor helps, it is also important to celebrate wins, find ways to have fun, and thank people. Emphasizing strengths, wins, and good news helps redirect people’s attention.
The constant barrage of stress, particularly over a long period of time, will take its toll on people. A cornerstone of great leadership is taking care of the troops. Of course listening and empathy are important, but you also need to be attuned to signs of burnout. Because much is expected of people in a tough economy, they need to find ways to recharge the batteries. Framing the challenges people face as developmental opportunities can often help redefine their emotional experience. While few people would wish to go through boot camp again, most recognize the benefit of that challenge. Seeing current circumstances as being tested in the fire tends to make us more resilient.
The Third Dimension
In addition to the task and people management dimensions, self management is crucial to effective leadership. This includes not only managing your behavior in ways conducive to more positive morale and action from your people, but helping them to manage their own attitudes and behaviors towards appropriate outcomes. It’s natural for people to feel powerless and victimized in tough times, so it is important for the leader to help his or her people shift from the mindset of the passive victim observing things from the sidelines to that of the athlete playing the game. Anything you can do to keep them focused on the fact that we always have choices and that, although we may not always control the final score, we do control how we play. If we play with integrity, stamina, optimism and intensity, we can often surprise ourselves. And even if we lose, we can be proud of our performance
One way to keep people focused on positive action is not to slip into the trap of automatic sympathy. While it makes a person in victim mode feel good to hear such things as “that’s terrible, you must feel awful, they should fix it, poor baby”, etc., those are the wrong messages. They imply that the power is out there, with those bad people who are doing you wrong, with that evil competitor or that rotten economy. A more effective way to get and keep the right focus is with statements such as “yes, that’s tough – what are you going to do about it?; I wish it was different, but it’s not – what did you learn from it?; I understand you’re angry – so how will you avoid this in the future?”. These responses imply that the power remains with the individual and that some positive can come from this tough situation. A key to great leadership in tough times is helping people see reality and helping them find appropriate ways to deal with it. Keep in mind the words of Carl Rogers – “The facts are always friendly.” And Fred Kofman, in his book Conscious Business provides great examples of shifting from the archetype of the victim to that of the player.
Of Course, It All Starts in the Mirror
A final point, that may be the most central one to effective leadership, is the recognition that you are the role model. You set the tone. If you are positive, confident and optimistic, your people are likely to behave the same way. If you display focus and determination, they are likely to follow suit. Remember, just as panic and despair are infectious, so are energy and enthusiasm. As you look around your organization, remember the words of Gandhi: “be the change you want to see in the world.”
Martin Haygood and Hodge Golson are licensed psychologists and founding partners of Management Psychology Group and eTest.net. They help leadership teams assess talent, manage performance and work more effectively together in building effective and competitive companies.
Saturday, May 1, 2010
Tuesday, March 30, 2010
Tuesday, March 23, 2010
Hey Group Leaders!!!!!
First off, you guys are doing a great job!!! Keep up the good work, remember that this is a learning process for all of us and I know it can be a frustration at times!!! BUT don't give up!!! We are almost at the end... keep up the good work, it will pay off!!!!!!!!!!!!!!!!!!!!
Thank you for your effort and patience, and if there is anything you want to see different... just let me know, I am very open!!!!!!!!!
See you guys on Monday after the exam!!!!!!!!!!!!(Except for 4 of you :-)
Take care,
Julie
First off, you guys are doing a great job!!! Keep up the good work, remember that this is a learning process for all of us and I know it can be a frustration at times!!! BUT don't give up!!! We are almost at the end... keep up the good work, it will pay off!!!!!!!!!!!!!!!!!!!!
Thank you for your effort and patience, and if there is anything you want to see different... just let me know, I am very open!!!!!!!!!
See you guys on Monday after the exam!!!!!!!!!!!!(Except for 4 of you :-)
Take care,
Julie
Thursday, March 18, 2010
Wednesday, March 10, 2010
Reminder
Team Leaders,
Remember that all the Individual Memos need to be emailed to Dr. Feinberg before 5 pm. The Subject of the email must be "IM2", document attached with their name on the document, not the email. There is no requirement for it to be in memo format. So that you know the email was sent on time, have your team members copy you on the email. Please get this information to your team as soon as possible. Have a Great Day and we'll see you tonight.
Rick Mouser
Remember that all the Individual Memos need to be emailed to Dr. Feinberg before 5 pm. The Subject of the email must be "IM2", document attached with their name on the document, not the email. There is no requirement for it to be in memo format. So that you know the email was sent on time, have your team members copy you on the email. Please get this information to your team as soon as possible. Have a Great Day and we'll see you tonight.
Rick Mouser
Tuesday, March 9, 2010
CSR 309 Team Leader Breakdown
Team Leaders,
Julie and I have decided how we are going to structure the class. As you know we have both been promoted to president and have divided the groups between each other. We took the average scores from the leadership brochures of each team and evenly split the teams. We both have teams that did well and teams that need some work. We felt that the average scores were a reflection of your leadership and lets us know how you are doing. From this point on please direct all questions to your designated president. It is important to use the chain of command properly. If you go to Dr. Feinberg, he will just tell you to go to your president.
There will be a meeting between you and your president after class tomorrow. This will last at least 20 minutes. We will be letting you know what our expectations are and our visions and goals. We are excited to be able to represent you and help make this an amazing learning experience for all of us.
Julie's Teams
Stacy Lubs - Team 1
Jason Saunders - Team 5
Kevin Lee - Team 6
Caroline Lawrence - Team 8
Patrick Dykes - Team 9
Laura Kunzie - Team 10
Taylor Williams - Team 13
Jeremiah Kitchel - Team 14
John Giczewski - Team 15
Erika Earl - Team 16
Rick's Teams
Ashley Reinhold - Team 2
Genevieve Desutter - Team 3
Leslie Fruehman - Team 4
Elliot Case - Team 7
Nick Brailsford - Team 11
Kathryn Lukaszewski - Team 12
Jackson Phelps - Team 17
Grant Soliven - Team 18
Alex Henning - Team 19
Julie and I have decided how we are going to structure the class. As you know we have both been promoted to president and have divided the groups between each other. We took the average scores from the leadership brochures of each team and evenly split the teams. We both have teams that did well and teams that need some work. We felt that the average scores were a reflection of your leadership and lets us know how you are doing. From this point on please direct all questions to your designated president. It is important to use the chain of command properly. If you go to Dr. Feinberg, he will just tell you to go to your president.
There will be a meeting between you and your president after class tomorrow. This will last at least 20 minutes. We will be letting you know what our expectations are and our visions and goals. We are excited to be able to represent you and help make this an amazing learning experience for all of us.
Julie's Teams
Stacy Lubs - Team 1
Jason Saunders - Team 5
Kevin Lee - Team 6
Caroline Lawrence - Team 8
Patrick Dykes - Team 9
Laura Kunzie - Team 10
Taylor Williams - Team 13
Jeremiah Kitchel - Team 14
John Giczewski - Team 15
Erika Earl - Team 16
Rick's Teams
Ashley Reinhold - Team 2
Genevieve Desutter - Team 3
Leslie Fruehman - Team 4
Elliot Case - Team 7
Nick Brailsford - Team 11
Kathryn Lukaszewski - Team 12
Jackson Phelps - Team 17
Grant Soliven - Team 18
Alex Henning - Team 19
memos
a member of mine turned in the wrong document and it wont accept her new one..any suggestions?
Monday, March 8, 2010
Criteria for Choosing Teams
Hello Team Leaders,
Julie and I are making a list of criteria for choosing teams. We would like your input in this process. Each team leader please come up with 1 criteria that you feel is important to you and your team. Post it as a comment to this blog by noon tomorrow (Tuesday). Thank you and have a Great Week!
Rick Mouser
BOILER UP!
Julie and I are making a list of criteria for choosing teams. We would like your input in this process. Each team leader please come up with 1 criteria that you feel is important to you and your team. Post it as a comment to this blog by noon tomorrow (Tuesday). Thank you and have a Great Week!
Rick Mouser
BOILER UP!
Sunday, March 7, 2010
Quick Update
Hello Team Leaders,
Just wanted to send a quick update about the Individual Memo's that are due Wednesday, March 10 by 5 p.m. Be sure to let your teams know that the Subject Line of the email needs to be "IM2". Their name must be included on the memo and not on the email. They will not get credit unless these things are completed. I also asked my team to copy me on the emails when they send it to Dr. Feinberg, that way I know that they turned it in and what time they did. I hope everyone had a Great Weekend!
Rick Mouser
BOILER UP!
Just wanted to send a quick update about the Individual Memo's that are due Wednesday, March 10 by 5 p.m. Be sure to let your teams know that the Subject Line of the email needs to be "IM2". Their name must be included on the memo and not on the email. They will not get credit unless these things are completed. I also asked my team to copy me on the emails when they send it to Dr. Feinberg, that way I know that they turned it in and what time they did. I hope everyone had a Great Weekend!
Rick Mouser
BOILER UP!
Friday, March 5, 2010
in class notes
Hey everyone,
I just wanted to share something that i do with my group that may help out everyone's groups. On Wednesday Dr. Feinberg made an issue of people not taking notes in class and how we won't remember everything from the lectures if we don't write it down. To help out with note taking I have assigned every group member to class day where they take notes and share them with everyone in the group. My group has a blog similar to this one and that is where we post the notes, it helps everyone who is too lazy to take notes and people who couldn't make it to class that day. I just wanted to share this with everyone and hope it helps.
Have a great weekend,
Jackson Phelps
I just wanted to share something that i do with my group that may help out everyone's groups. On Wednesday Dr. Feinberg made an issue of people not taking notes in class and how we won't remember everything from the lectures if we don't write it down. To help out with note taking I have assigned every group member to class day where they take notes and share them with everyone in the group. My group has a blog similar to this one and that is where we post the notes, it helps everyone who is too lazy to take notes and people who couldn't make it to class that day. I just wanted to share this with everyone and hope it helps.
Have a great weekend,
Jackson Phelps
Thursday, March 4, 2010
Subject Title For Individual Memos
Hello Team Leaders,
Please be sure to let your teams know that when they submit the individual memos, the Subject must be "IM2". It states this in the syllabus and it is put that way to make sure that we pay attention to detail. Just wanted to share this information with you. Have a Great Weekend!
Rick Mouser
BOILER UP!
Please be sure to let your teams know that when they submit the individual memos, the Subject must be "IM2". It states this in the syllabus and it is put that way to make sure that we pay attention to detail. Just wanted to share this information with you. Have a Great Weekend!
Rick Mouser
BOILER UP!
Wednesday, March 3, 2010
What is KIPP
Please see the link below to learn more about KIPP and share it with your groups.
http://www.kipp.org/about-kipp
http://www.kipp.org/about-kipp
Tuesday, March 2, 2010
Reminder for all groups
Do not forget to remind your groups to include a bibliography with their individual memos. Quoting a movie could be considered plagiarism if proper credit is not given. The university has very harsh consequences for this.
A great tool for Bibs is www.noodletools.com. APA is standard business format.
Good Luck with your groups. See you after class tomorrow.
Cheers,
Katy
Monday, March 1, 2010
Group Leader Meeting Recap 3/1/10
Group Leaders,
Tonight we discussed having a meeting for all the group leaders after every class. I think that it is important that we all share our ideas on this issue. Some feel that it is a good idea and some don't. I am very interested in hearing everyones thoughts on this. What are you doing in your groups as far as meetings?
Another issue that came up is that the Purdue vs IU basketball game is Wednesday at 6:30 and people have already said that they will not be there. Again, I'd love to hear everyones thoughts and opinions on this. What do you plan on doing in your groups?
Topic of discussion tonight in class was "Feinberg's 5 Easy Steps". Someone mentioned that we as group leaders need to set goals as a group. How did everyone do this in their groups?
If I missed any issues/topics or if you have something that you feel needs to be addressed then please add them to this blog. We need to keep up communication and learn from each other as well. Have a Great Week!
Rick Mouser
BOILER UP!
Tonight we discussed having a meeting for all the group leaders after every class. I think that it is important that we all share our ideas on this issue. Some feel that it is a good idea and some don't. I am very interested in hearing everyones thoughts on this. What are you doing in your groups as far as meetings?
Another issue that came up is that the Purdue vs IU basketball game is Wednesday at 6:30 and people have already said that they will not be there. Again, I'd love to hear everyones thoughts and opinions on this. What do you plan on doing in your groups?
Topic of discussion tonight in class was "Feinberg's 5 Easy Steps". Someone mentioned that we as group leaders need to set goals as a group. How did everyone do this in their groups?
If I missed any issues/topics or if you have something that you feel needs to be addressed then please add them to this blog. We need to keep up communication and learn from each other as well. Have a Great Week!
Rick Mouser
BOILER UP!
Individual Memo Instructions
Instructions per Grant's Email (Thank you Grant for putting this together).
This is the set up of the Paper, there is no length requirement. You just need to follow Feinberg’s wants as far as the papers structure is concerned and that will put substantial length in the paper. Just make sure you have a good first paragraph that has an introduction with an attention-getter (such as a question, quote, or scene), then essential background information about the topic, and a thesis statement. Also good transitions are necessary along with a concluding last paragraph. Tell your kids DO NOT summarize the movie do an analysis and provide feedback on what you learned. I copied what Feinberg wrote and posted on the internet server.
*VERY IMPORTANT: All work should/must/needs to be submitted by email as an attachment to **xdj1@purdue.edu** with the correct subject line (unless specified differently). When you submit by email you must put the proper subject heading. You also must include your name(s) on actual paper (not just in body of email message) to insure credit.*
*Individual Memo* Film Analysis. Select a recent (last 12 months) movie. What do you learn about leadership? List of non-acceptable movies to follow. Email with “IM2” in subject line. It is important that you don’t simply provide a summary of the movie but do a leadership analysis. What is the leadership issue in this movie?
1. First paragraph- Have a point that is on target to assignment
2. Last paragraph- concludes the point
3. Transitions between paragraphs- support the point Paragraph structure
4. Spelling
5. Use resources- Have someone who can write and be honest with you read your work before you turn it in. Be prepared to write a paper at least three times. Use the writing lab or someone.
6. Have pride in your work since it is a reflection on you
This is the set up of the Paper, there is no length requirement. You just need to follow Feinberg’s wants as far as the papers structure is concerned and that will put substantial length in the paper. Just make sure you have a good first paragraph that has an introduction with an attention-getter (such as a question, quote, or scene), then essential background information about the topic, and a thesis statement. Also good transitions are necessary along with a concluding last paragraph. Tell your kids DO NOT summarize the movie do an analysis and provide feedback on what you learned. I copied what Feinberg wrote and posted on the internet server.
*VERY IMPORTANT: All work should/must/needs to be submitted by email as an attachment to **xdj1@purdue.edu*
*Individual Memo* Film Analysis. Select a recent (last 12 months) movie. What do you learn about leadership? List of non-acceptable movies to follow. Email with “IM2” in subject line. It is important that you don’t simply provide a summary of the movie but do a leadership analysis. What is the leadership issue in this movie?
1. First paragraph- Have a point that is on target to assignment
2. Last paragraph- concludes the point
3. Transitions between paragraphs- support the point Paragraph structure
4. Spelling
5. Use resources- Have someone who can write and be honest with you read your work before you turn it in. Be prepared to write a paper at least three times. Use the writing lab or someone.
6. Have pride in your work since it is a reflection on you
Friday, February 26, 2010
Seats
I apologize for not first discussing rearranging seats with all of the group leaders. I did not realize there would be a backlash for an idea that was meant only to help the group. I would have brought it up at the group leader meeting if I had known we were having one. We need to establish a president or "force" Dr. Feinberg to pick one, so when things like this happen we have someone who can make a decision.
I want to switch seats only for the benefit of the class as a whole. To me my group is merely a small part of the overall picture. I have noticed in class that Dr. Feinberg is actively engaging those in the front rows or the "T" zone. I also notice how unengaged the people towards the back of the class room are. If you sit in your groups, and are asked to participate then that is just another experience y0ur group can use to bond and form relationships. If the same groups always sit in the front then what is this doing for the other groups?
I do not see how this is as complicated as people are claiming it to be. The layout has been decided for you. All you would have to do was email your group members, just as you did the first day we had groups.
I wonder if you stopped to consider why this might benefit the class, before thinking about how it is effecting you and your needs.
Also, what does this say about us as team leaders if we can not accomplish something like implementing a seating chart. What if we were asked to do something much bigger and more complicated? Could we do it?
Suggestion for the future. When one of us makes a decision or suggests something you don't like, ask probing questions to find out why they did it, instead of just saying, "No, I'm not doing it, Sorry!"
I want to switch seats only for the benefit of the class as a whole. To me my group is merely a small part of the overall picture. I have noticed in class that Dr. Feinberg is actively engaging those in the front rows or the "T" zone. I also notice how unengaged the people towards the back of the class room are. If you sit in your groups, and are asked to participate then that is just another experience y0ur group can use to bond and form relationships. If the same groups always sit in the front then what is this doing for the other groups?
I do not see how this is as complicated as people are claiming it to be. The layout has been decided for you. All you would have to do was email your group members, just as you did the first day we had groups.
I wonder if you stopped to consider why this might benefit the class, before thinking about how it is effecting you and your needs.
Also, what does this say about us as team leaders if we can not accomplish something like implementing a seating chart. What if we were asked to do something much bigger and more complicated? Could we do it?
Suggestion for the future. When one of us makes a decision or suggests something you don't like, ask probing questions to find out why they did it, instead of just saying, "No, I'm not doing it, Sorry!"
Thursday, February 25, 2010
Hey guys,
I agree on the seats, it is too complicated to try to move 303 people! Also here is a link to a website that has ALL the 2009 movie releases http://www.themovieinsider.com/movie-releases/TBA/2009/ so maybe you can email this to your members if they are having trouble. Also, are we posting the guidelines? I hope so, I told my group we would have them by tomorrow and if I need to do them I can, I just need to be told to do so(in order to avoid 2 people doing that ) That is all I have for now!
Take care,
Julie Barrett
I agree on the seats, it is too complicated to try to move 303 people! Also here is a link to a website that has ALL the 2009 movie releases http://www.themovieinsider.com/movie-releases/TBA/2009/ so maybe you can email this to your members if they are having trouble. Also, are we posting the guidelines? I hope so, I told my group we would have them by tomorrow and if I need to do them I can, I just need to be told to do so(in order to avoid 2 people doing that ) That is all I have for now!
Take care,
Julie Barrett
Group 12 Goals
I want to share my group's goals with all of you and was hoping you would share yours as well.
I developed these goals with 2 members of my group that have gone above and beyond what I had expected any of my members to do.
1- Work together to achieve a 100% participation score for each member for the group memo project.
2- Learn all of each others first and last names
3- Participate in at least 3 full group activities outside of class by the end of the semester
4- Find three people in the group you would lend $50 to if they asked. If you already know 3 people, find 3 more.
I have also started a google group for my group. All of the group members have joined and are encouraged to post comments and discussion questions about leadership.
Cheers,
Katy
I developed these goals with 2 members of my group that have gone above and beyond what I had expected any of my members to do.
1- Work together to achieve a 100% participation score for each member for the group memo project.
2- Learn all of each others first and last names
3- Participate in at least 3 full group activities outside of class by the end of the semester
4- Find three people in the group you would lend $50 to if they asked. If you already know 3 people, find 3 more.
I have also started a google group for my group. All of the group members have joined and are encouraged to post comments and discussion questions about leadership.
Cheers,
Katy
Wednesday, February 24, 2010
Recap from Group Leaders Meeting 2/24/10
Hey Everyone,
I just wanted to share more with each of you about some of the things I said in our meeting. I really feel that it is important that we incorporate what we learn in class to our groups and everyday life. Dr. Feinberg is watching us and wants to know that we are learning. How will he know that we are learning, by how we incorporate his lessons into our gourps. Leaders lead by example! Here is something I did with my group after class. I asked them to stay after and help me clean up the classroom. I told them they didn't have to but if they did then there would be an opportunity for extra credit from my evaluation of them as the group leader. Everyone in the group stayed and contributed. This accomplished two thing: 1) It helped with the cohesion in our group and 2) I made the point that the more people we had the easier the work was. More hands make for lighter work. I feel that it is important that we all pitch in at the end of class and clean up our areas. Please feel free to share your ideas and thoughs to this post. We need to take advantage of each others experiences and work together. Thank you all for your support and have a Great Weekend!
Rick Mouser
BOILER UP!
I just wanted to share more with each of you about some of the things I said in our meeting. I really feel that it is important that we incorporate what we learn in class to our groups and everyday life. Dr. Feinberg is watching us and wants to know that we are learning. How will he know that we are learning, by how we incorporate his lessons into our gourps. Leaders lead by example! Here is something I did with my group after class. I asked them to stay after and help me clean up the classroom. I told them they didn't have to but if they did then there would be an opportunity for extra credit from my evaluation of them as the group leader. Everyone in the group stayed and contributed. This accomplished two thing: 1) It helped with the cohesion in our group and 2) I made the point that the more people we had the easier the work was. More hands make for lighter work. I feel that it is important that we all pitch in at the end of class and clean up our areas. Please feel free to share your ideas and thoughs to this post. We need to take advantage of each others experiences and work together. Thank you all for your support and have a Great Weekend!
Rick Mouser
BOILER UP!
Tuesday, February 23, 2010
For Wednesday
what were was the instructions for what we need to turn in on wednesday? comments??
stacy
Monday, February 22, 2010
Leadership Brochure Ideas
Hey Leaders,
Comment on this post if you have good ideas for the brochures. Sharing information will benefit the whole class and will look good on us for communicating with each other.
Rick Mouser
Comment on this post if you have good ideas for the brochures. Sharing information will benefit the whole class and will look good on us for communicating with each other.
Rick Mouser
brochure
hey guys, i just want to make sure my info i have is correct. the brochure is supposed to be a tri-fold brochure front and back?? correct?
Tuesday, February 16, 2010
Communicate Effectively
Hello Group Leaders,
Welcome to our new Blog where we will be able to communciate in one voice. If you are new to blogging then CLICK HERE for more information about how to use this site. Here is the URL name for the blog: http://leadership-yo.blogspot.com/. Hopefully this will help reduce some of the information overload and help organized our message. When starting a new topic, be sure to give it a proper label, that way when new/more information is added to that topic it'll be organized for us. Be sure to add this to your favorites and updates. I think that there are many ways to set up yourself on this blog. Let me know if you have any question.
Rick Mouser
Team 9
Welcome to our new Blog where we will be able to communciate in one voice. If you are new to blogging then CLICK HERE for more information about how to use this site. Here is the URL name for the blog: http://leadership-yo.blogspot.com/. Hopefully this will help reduce some of the information overload and help organized our message. When starting a new topic, be sure to give it a proper label, that way when new/more information is added to that topic it'll be organized for us. Be sure to add this to your favorites and updates. I think that there are many ways to set up yourself on this blog. Let me know if you have any question.
Rick Mouser
Team 9
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