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Collective Leadership and Employee Engagement - Shared screen with speaker view
Kim Siffring
08:44
I don't have a question, just saying hi!
Gail McNiel
09:21
Hi From the Louisville Preschool
Julie Lindsay
10:46
A
Sarah Brenkert
11:01
C
Ty Johnson
11:06
D
Kim Siffring
11:20
d
Kim Siffring
11:42
true
Julie Lindsay
11:47
True
Heather Craiglow
11:55
t
Susan Hill
12:00
true
Ty Johnson
12:03
T
Heather Craiglow
15:22
trust
Sarah Brenkert
15:36
We cant see the picture when you go to the chat
Kim Siffring
15:45
a team working together
Sarah Brenkert
16:08
support from below, support from the sides
Ty Johnson
16:12
patience
Sarah Brenkert
16:17
support from behind
Heather Craiglow
16:21
trust
Ty Johnson
16:30
an onlooker watching whats happening
Sarah Brenkert
16:33
moving together
Sarah Brenkert
16:43
progress of each group tied to the other
Kim Siffring
17:06
They are in close proximity to each other
Kim Siffring
24:30
No questions at this point.
Sarah Brenkert
24:41
are those cards ones you use with colleagues
Ty Johnson
25:30
I like the partnership definition and explanation to truly communicate your needs and abilities
Sarah Brenkert
26:05
Could you repeat the quote about "Leadership is the potential outcome of..." I wanted to capture it!
Ty Johnson
26:10
the brain pic reminds me of conscious discipline
Sarah Brenkert
27:06
thank you!!
Ty Johnson
41:53
It is powerful to understand and connect with what makes people feel supportive. It is true you attract more with honey than vinegar
Alyssa Guido
41:56
is it possible to praise employees too much? can too much praise become shallow and less meaningful?
Gail McNiel
42:02
It is great to have the time to stop and take all of this in. In our day, we get so task oriented that we don't take the time to appreciate or listen to others
Kim Siffring
42:30
It is nice to be reminded to take some time for uplifting self reflection
Julie Lindsay
43:10
If the praise is genuine, I don't think I would worry too much about it being less meaningul.
Kim Siffring
43:20
I believe if the compliments are sincere then no one gets tired of hearing about the good they are seeing.
Ty Johnson
43:25
it matters how and to what you are praising
Ty Johnson
43:29
it has to be real
Gail McNiel
43:31
Praise to employees just as with kids, if used too much can seem shallow. Make it sincere
Ty Johnson
44:02
yes the words matter
Ty Johnson
44:11
praise specifically
Ty Johnson
44:24
or encourage intentionally
Gail McNiel
44:29
Yes, praise for what.....
Heather Craiglow
44:59
As the leader, it could be difficult to provide specific genuine feedback if you yourself are at a deficit of receiving feedback.
Sarah Brenkert
45:14
We have been talking about the difference between "praise" and "encouragement" and "appreciation"
Sarah Brenkert
45:42
praise moves into the sphere of judgment
Kim Siffring
45:44
appreciation is so important!
Ty Johnson
45:52
yes
Sarah Brenkert
46:06
and we know what happens to our brains in situations where we feel evaluated or judged
Gail McNiel
46:19
Appreciation helps with motivation
Sarah Brenkert
46:38
Are you familiar with the "Five Forms of Feedback?"
Sarah Brenkert
46:49
yes!
Sarah Brenkert
47:16
1) personal observations
Sarah Brenkert
47:23
2) judgments
Sarah Brenkert
47:30
3) inferences
Sarah Brenkert
47:33
4) data
Sarah Brenkert
47:41
5) mediative questions
Sarah Brenkert
48:01
shocking reveal!!!
Gail McNiel
50:09
Thank you for your time
Ty Johnson
50:15
thank you very much
Heather Craiglow
50:18
This was a nice way to wrap up the week!
Alyssa Guido
50:22
thanks, Cassandra!
Ty Johnson
50:29
I look forward to our next engagment! CHeers
Sarah Brenkert
50:43
It would be great to have a follow up where we share case studies of how we've tried to increase engagement
Kim Siffring
50:52
Thank you Cassandra, thanks for going ahead with the event even wth the bugs! Looking forward to the next one.
Sarah Brenkert
51:06
like the nuts and bolts of HOW you did it. Staffing meetings, one on ones, policy changes, language changes