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Segment 3 (18) Performance Analytics

Started by Paul Terlemezian in Georgia LEARNS 2018. Last reply by Bill Crose on Monday. 6 Replies

Segment 10 (18) CEO Readiness

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Segment 2 (18) Workforce Readiness

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Segment 1 (18) - Performance Assurance

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Segment 6 (18) Life-long Learning

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Segment 5 (18) Being a Great Employee

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Segment 4 (18) Assessments

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Panelists:

Moderator: Josh Gertz https://www.linkedin.com/in/joshgertz/

"Remarkable" Speaker: Richie Cullom https://www.linkedin.com/in/richie-cullom-5564b52/

We teach and encourage managers how to lead others. Where does an employee learn how to be led? What inherent conflict exists between leading and being led? (Please check my grammatical use of lead and led.)

Is there an alternative? What do we expect in terms of individual initiative? How might we leverage the mindset that JFK instilled in citizens https://youtu.be/PzRg--jhO8g to create a similar mindset with employees?

What are the risks and benefits of this mindset?

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You can't be a leader without first being a great teammate.

Both Lou Holtz & local speaker Kenn Kington remind us of the 3 QUESTIONS EVERYONE IS ASKING ABOUT YOU.  I have found these 3 Questions to be the perfect framework for becoming a great teammate and determining if others are great teammates.

1.   At what level can I TRUST you?   2.  Do you CARE about me?  3.  Are you committed to EXCELLENCE?

Trust, Care & Excellence.   If you think about those individuals that you would want to launch a company with or go to battle with, you can check all three boxes about them.   For teammates where you find that something is 'off', I believe you will find it in one of those three questions!

Bonus:  To be a great teammate (employee), eliminate the word THEY from your vocabulary and replace it with WE.   Within any great organization, there is no THEY.

I'm intrigued by these questions and am also curious (with regards to what do we expect in terms of individual initiative) can we teach grit and perseverance?  How would we do this well in organizations, leading employees through times of struggle?  How might we increase accountability for both individual employees and organization(s)?  My sense is that much more of the onus is on the employee, yet the organization can either increase or diminish one's drive.  If we can increase grit and drive, do employees have greater loyalty or do they aspire to more professional growth/opportunities elsewhere?  Looking forward to connecting with you all on this topic. 

Conference Reflection:

I think this was the group I dropped in on at the end & shared a story about my daughter, who'd likely have a difficult time passing most organizational "Fit" tests. She was named a "Human of the Year" award by Motherboard for developing an algorithm that identifies hate symbols in video. She donated the system to the Anti-defamation League. I forgot to mention; last week she acted in a video that will become a hologram in the International Spy Museum's new location opening this March in Washington, DC.

Thanks for listening!

Here are a couple links: 

https://motherboard.vice.com/en_us/article/9knqv5/this-ex-nsa-hacke...
https://www.businessinsider.com/ex-nsa-hacker-created-a-tool-to-ide...
 

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