Comments for Scale Up with Patricia

Comment on Engaging Remote Teams in a Virtual Environment by Patricia Heyman

Patricia Heyman — Sun, 17 Jan 2021 00:39:45 +0000

In reply to full hd tek parça izle. Thank You. We are learning more and more as we work now.

Comment on Engaging Remote Teams in a Virtual Environment by full hd tek parça izle

full hd tek parça izle — Sat, 16 Jan 2021 23:47:34 +0000

Your article has proven useful to me. I have been looking everywhere for this! Thanks for writing this. Some nice points there. Melitta Hoebart Mose

Comment on Combo Books for beginer in machine learning by Lina

Lina — Fri, 11 Sep 2020 08:40:40 +0000

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Cras porta lacus lorem desio interdum lacus ac purus rhon cus, consequat viverra diam vehicula.

Comment on Is Leadership a Role or a Behavior? by Patricia Heyman

Patricia Heyman — Fri, 23 May 2014 15:59:57 +0000

In reply to John Keyser.

Thank you John. And thanks for your good wishes. Please share the paper with others and if you would like let me know your address so we can send you the newsletter and blog posts. our website is bridgingassociates.com to retrieve the blog also. I appreciate your comment. Please forgive my late reply. Life became very active right after this post.
best to you,
Patricia

Comment on Is Leadership a Role or a Behavior? by John Keyser

John Keyser — Sat, 29 Mar 2014 23:06:10 +0000

I am so glad to read this paper. Thank you, Ms. Heyman. You are spot on that leadership is a behavior, an attitude.
It’s about working to bring out the best in others, to help others succeed, and to genuinely care about, support, encourage (sometimes challenge), and teach and coach others. All businesses seem are people businesses, and that should mean developing relationships founded on respect and trust. In a conversation just this week with a friend, a true HR professional, she said “Leadership, to her, is about how you make someone feel.” Yes, I agree that captures a lot of it.

I hope Ms. Heyman’s paper is widely read.

Comment on How Do You Motivate and Sustain Behavior Change? by Patricia Heyman

Patricia Heyman — Sat, 09 Nov 2013 01:20:31 +0000

thank you for your response. I think you are talking about people taking accountability and putting something into experiences that are meant to create the possibility of change. I would certainly agree. it is more of an active participation than a passive one.
that is a good beginning. And thank you again.
Patricia

Comment on How Do You Motivate and Sustain Behavior Change? by Tina Kragelund

Tina Kragelund — Sat, 19 Oct 2013 17:33:55 +0000

In my experience, thinking absolut a work retreat as something similar to taking a course/ Education, and make the same preparations before going (what is the purpos of this specific class/education for me? How does it relate to my work? How is it going to change my work…) . It has to be concret and specify a specifik behavioral change or a specific area of your work, which Will be influenced by the event. Also, as you write, it needs to be followed up – by the leader, as well as in the group as a group. But i have found it to be easier to follow up with someone Wien they have done Their own homework before going to the event. It also help people to tune in and listen for ‘The right thing’ and it makes for better reflection at the event and after.
Hope it gave some inspiration.
/Tina

Comment on Is Collaboration Really Worth the Time and Effort? by Patricia Heyman

Patricia Heyman — Wed, 25 Sep 2013 14:23:02 +0000

In reply to Karen A. Vernal.

Hi Karen,
thank you for your comment and I apologize for missing it. you have given a very important perspective here which is included in the collaborative leadership model. The Power of Engagement is part of achieving collaboration and is important in having clear expectations when a meeting takes place.
Sometimes leaders ask for input in a perfunctory manner expecting that those asked will be appreciative that they are asked. however, with open communication the expectations can be realistic and a dialog can take place.
in a culture where announcements are made without inclusion except as an exercise your statement about betrayal can take place.
Collaborative leadership is an opportunity to use what we call the essential tripod, of communication, accountability as a partnership and solution focus. The change in mindset begins at the top.

Comment on Does it Work to Use the Open-Door Policy to Create Connection and Results? by Patricia Heyman

Patricia Heyman — Thu, 19 Sep 2013 02:24:42 +0000

In reply to prp55Jhon Prpich.

I apologize for my delay in responding to your comment. Since communication and connection are my focus in the collaborative leadership and the power of engagement model, I agree with you in terms of people being the most important part of the success of a business. In the example I gave in terms of the open door policy, my client’s door was open all the time.
Your comment sounds like you have scheduled your time when you are open to receiving others. That is what I was talking about. What happens when there are no parameters is that people often react and run without reflection and conversation with others.
in the case of my client, his team began to communicate with each other more, and to be more responsible for solutions when it was time to meet.
He also broke through the pattern of taking work home so often. The most exciting thing was that he became a more influential leader with his peers and the CEO of the bank

Comment on Does it Work to Use the Open-Door Policy to Create Connection and Results? by prp55Jhon Prpich

prp55Jhon Prpich — Mon, 09 Sep 2013 01:14:47 +0000

Perhaps you have taken the concept of open door policy literally. To me it’s a metaphor for being open in general, being approachable. i’m not certain I agree with your example of the drop in, again, it depends on the nature of the conversations you have with your employees and it’s also can be a way of someone trying to tell you something else.
My employees can walk into my office anytime they like, however, they understand that there are conditions under which this happens, based on how important it is to them and how important it might be to me. In the end, I make the decision of whether or not I have time to discuss it with them and I qualify the interruption as well.
Anyone that understands time management, understands the concept of scheduling interrupted time, it’s about 15 % of your schedule.
There are very few organizations that communicate well, let’s remember who gets the work done, it’s the people, they are the priority, not the work.