360 Feedback Report
Summary results from 28 raters, including: 1 Manager, 14 Peers, 3 Direct Reports, 10 Others
The 360 feedback review focuses more directly on the skills and contributions that an employee makes. Hence, the name of the feedback opportunity comes from the fact that performance feedback is solicited from all directions in the organization. The objective of the feedback is to give the employee the opportunity to understand how their work is viewed in the total organization.The goal of the feedback is to provide a balanced view to an employee of how others view his or her work contribution and performance, in areas such as leadership, teamwork, interpersonal communication and interaction, management, contribution, work habits, accountability, vision, and more, depending on the employee's job.
Leadership Program, Interview, Final Report, George Hanns
The Digital Strategy team at Embry-Riddle Aeronautical University has undergone a series of executive leadership and membership changes over the last two and a half years. Usability and Design Director Benny Jones has held a leadership role throughout this period, and his high emotional intelligence (EI) and utilization of situational leadership has helped to guide his followers through the periods of uncertainty that change often brings. This paper seeks to explain the components of EI and situational leadership through a literature review of prominent researchers’ work and to show how Jones has displayed those leadership qualities effectively in leading his team.
Bridging the Diversity Gap Course
Without diversity in the workplace, organizations run the risk of viewing things from a very limited perspective. The organization provides the structure for operation, but it's the individuals within the organization who carry out the mission of the organization. This course focuses on what diversity is, how to leverage the diversity within the organization, and the barriers that must be overcome to create a diversified working environment. This course focuses on the following: identify key concepts related to diversity in the workplace, match the approaches organizations use to deal with diversity to appropriate actions, identify how companies can benefit by embracing diversity, recognize how prejudice and stereotypes can cause barriers for some employees in the workplace
recognize the implications of cultural expectations on diversity in the workplace, identify reasons organizations may encounter resistance to diversity in the workplace, recognize the importance of workplace diversity and the barriers that must be overcome to embrace its benefits.
Harassment Prevention Course
Managers play a vital role in supporting their company's efforts to create a workplace defined by respectful and professional interaction between employees. They have a responsibility to model appropriate behavior in how you treat your employees and to address any instances of inappropriate conduct swiftly and appropriately. Unlawful harassment is any form of unwanted or unsolicited behavior directed at an individual or group of individuals, by another associate or superior, on the basis of a protected characteristic as outlined by various anti-discrimination laws (Title VII of the Civil Rights Act, the Americans with Disabilities Act, and the Age Discrimination in Employment Act). These protected characteristics include race, color, national origin, religion, sex (including transgender status and gender identity), disability, and age. Depending on state law and other circumstances, additional characteristics such as sexual orientation and marital status may also be protected. This course will review the characteristics of various forms of harassment and discuss what supervisors and managers can do to discourage harassing behavior of any type in their own work groups by their associates or themselves. This course focuses on the following: recognize when conduct in the workplace constitutes unlawful harassment, determine whether actions taken by a supervisor or manager could be construed as a tangible employment action, proactively deal with harassment before it escalates into a complaint, recognize your role in creating a culture of respect and a work environment free from harassment, recognize the appropriate action to take when an associate brings a harassment complaint to your attention.
Nominated by Human Resources to become a Mentor and to participate in a formalized Mentoring Program designed to encourage and support others in their careers.
Criteria for nomination to include but not limited to:
• Values the organization, its mission and its work
• Cares about others and treats everyone with respect
• Is tolerant, non-judgmental, and accepts personal differences
• Is confident and secure with self
• Is able to establish a comfortable environment for discussions
• Enjoys watching a partner develop
• Demonstrates sensitivity to partner's needs
• Trusts others and can be trusted
• Is a good listener and knows how to give effective feedback
• Knows how to help with goal setting and planning
• Knows when to give and when not to give advice/feedback
• Has the ability to instill confidence and motivate people
Benny is an adjunct instructor, where he facilitates instruction based on the competencies and performance levels of the course, responds to student questions, participates in the college’s assessment process and validates learning has taken place.