Comments for Joe's Leadership Blog

Comment on Picasso was a Genius by Obi Ron

Obi Ron — Thu, 31 Jul 2008 22:17:17 +0000

When I first started to manage my time, one of the key things that made a huge difference is that I do not schedule anything on Mondays or Fridays. I keep Mondays to organize myself for a productive work week and Friday is my X-Factor day (to either catch up because of lost time during the week; or more often as a “Quadrant 2″ reward day for a hard worked and productive week). I have found that I am a lot more productive working a high energy three day week than trudging through five…

Comment on Keeping Teens Active by Shaping Youth

Shaping Youth — Wed, 30 Jul 2008 07:32:44 +0000

Yep, give ‘em fun and ‘fitness’ will follow…;-) In fact, I just had lunch with the HopeLab folks at YPulse and they have a really cool gizmo they’re testing that monitors ‘activity level’ without kids even being aware of it (in their pocket or whatever) and it earns them points to be used online in the fitness game du’ jour, etc.—Also, even though we didn’t connect in S.F. on your last visit, Kirsten at Dizzywood is indeed piloting a program with YMCA which we’re going to ‘piggyback’ on for research on fun/avatar creation of nutrition games…so next stop? Boys & Girls Clubs!
Keep in touch, Joe! All best, Amy

Comment on Where to Find Teen Jobs by Joe Hungler

Joe Hungler — Thu, 24 Jul 2008 10:39:55 +0000

Austin,

Thanks for the update.

Joe

Comment on Excellence and Expectations by Joe Hungler

Joe Hungler — Thu, 24 Jul 2008 03:30:33 +0000

Mickey,

Nice job on the video. We are working hard at improving our arts programming. We added a Cultural Arts Program Director 2 years ago, and a music instructor last year. Both have made a huge difference to our culture and our kids. Our dance squad has already won awards and our musicians are performing publicly after less than a year. Next summer, we’ll be adding a drama program. Funding is a challenge, but it has to be done.

Comment on Where to Find Teen Jobs by Austin

Austin — Thu, 24 Jul 2008 03:29:59 +0000

myfirstpaycheck.com is another great site for teens looking to find jobs.

Comment on Excellence and Expectations by Mickey Carroll

Mickey Carroll — Wed, 23 Jul 2008 14:46:39 +0000

Hello Joe If you care about the slashing of funds regarding Arts and Education please view then forward this video to others

http://www.youtube.com/watch?v=Q42sg2bJ9Q4

All the best with your creative and positive agenda
Good luck on your Blog.

Mickey Carroll
http://www.motherj.com

Comment on Excellence and Expectations by Joe Hungler

Joe Hungler — Sun, 20 Jul 2008 22:45:54 +0000

Joe,

Thanks for the comments and good work on your blog.

Comment on Bullying by Joe Hungler

Joe Hungler — Sun, 20 Jul 2008 22:45:04 +0000

Thanks for the links. Much appreciated.

Comment on Conferences 2.0 by Joe Hungler

Joe Hungler — Sun, 20 Jul 2008 22:43:50 +0000

Amy,

Thanks for the feedback. I have read your post and it sounds interesting. I’m going to have to move into the text/Meebo/Twitter world. I only do a little texting, mainly because my staff has dragged me into it. I enjoy technology, but also don’t want it to take over my life. In small does-like at conferences-I think it would be valuable. It is certainly valuable to understand the technology the teens are using. Hopefully, we’ll have cool videos to show you in the future.

Comment on Employee Engagement and Retention by Jim Abbondante

Jim Abbondante — Fri, 18 Jul 2008 22:55:03 +0000

Genuine ‘leadership’ really is the ‘bottom line’ when it comes to effectively developing and retaining your best people. There are very legitimate reasons why people join and then choose to stay with the organizations they’re part of. We discussed in a recent leadership development session the fact that the number one reason why people ‘choose’ to leave their jobs can be traced back to ineffective leadership on the part of their immediate supervisor. We referred to real statistics that confirmed the fact that people have a tendency to leave managers and supervisors more often than they leave companies or jobs. It’s certainly helpful when a manager or supervisor is perceived as being a ‘nice person’ and is well-liked by the people in his or her department, but what people really want and need is effective leadership on the part of someone they respect and they trust enough to follow. They need someone who they feel has something to impart when it comes to helping them achieve their full potential and to helping them achieve the success they desire on their job and in their career overall. When managers and supervisors make an employee feel respected, valued and also appreciated, the manager or supervisor is not only functioning more in a ‘leadership’ capacity but they are contributing to the ultimate retention of the employee. And in like manner, anything the supervisor does to make an employee feel un-valued will contribute to unwanted turnover. Probably one of the most important functions that will lead to employee retention involves letting team members know in specific terms what ‘good’ looks like, and why it’s considered ‘good’. Some of the most common complaints that have come out of exit interviews and from ‘blind’ exit surveys have included a lack of clarity regarding specific expectations, a lack of clarity regarding one’s earning potential, a lack of feedback regarding one’s performance, a lack of ‘follow through’ with regard to commitments made, canceling scheduled meetings, and a failure to create an environment that’s conducive to the employee’s achieving success; all of which reflect ineffective leadership on the part of their supervisor. In summary, one of the most important things I’ve learned over the years in this business is that ‘work’ is about the money, but true ‘loyalty’ is all about relationship and how people feel about themselves ‘on the job’ and how important they feel their contribution is to the success of the team (family), and whether or not they feel really appreciated. Why not take a look at your organization. Are you really doing your best to retain your most valued people? Consider these suggestions. Ask yourself what you can do to make an ever bigger difference in the life of your people and see how many ways it comes back to you. Leadership really is ‘the bottom line’ in the people business! (Leadership-The Bottom Line happens to be the name of our unique approach to the development of leaders. Feel free to contact me (Dr. Jim) for free leadership development materials or for a free leadership session at your location. We’re happy to share!)