00:00:02
all right thank you everyone for
00:00:05
accommodating my schedule I really
00:00:07
appreciate this and as you might have
00:00:10
guessed from my announcement they were
00:00:13
not able to get the big course room for
00:00:17
all of us um established but that's okay
00:00:20
because I found a workaround and I think
00:00:22
that's part of life right just finding
00:00:25
solutions to problems and that's kind of
00:00:27
going to weave in very nicely to our
00:00:30
session this
00:00:31
evening all right
00:00:34
so uh week five all right one more week
00:00:37
to go after this so we're we're wrapping
00:00:40
up right do you remember how many points
00:00:43
I said you needed to pass this class
00:00:45
what is the minimum amount of points
00:00:48
anybody care to guess or
00:00:56
remember what are the amount of points
00:00:59
you need toay
00:01:01
ass
00:01:04
close close but not
00:01:07
quite I think 980 is more on the top end
00:01:11
for like an A or something like
00:01:14
that so it's a little less than
00:01:18
980 little less than 600 ah Miriam has
00:01:22
it 591 that's correct 591 points is the
00:01:26
bare minimum that you need to pass this
00:01:28
course so if you're struggling if you
00:01:31
are falling really far behind don't
00:01:33
think you're going to be able to catch
00:01:34
up that's the number you want to shoot
00:01:36
for try to pass this class no matter
00:01:38
what try to pass it i' I'd rather you
00:01:40
have a d on your transcript and a pass
00:01:42
than an f and a fail and then you have
00:01:44
to spend another six weeks retaking this
00:01:47
class there's no shame in it just do
00:01:49
what you need to do to get it
00:01:51
done and um you know that's just that's
00:01:55
just how it is right so so shoot for
00:01:58
those points my advice would be to go
00:02:02
after the 100 Point assignments and the
00:02:04
best way to do that is what the tech
00:02:06
live sessions with the incentive so
00:02:09
that'll earn you 110 points minimum
00:02:12
every week and then if you needed to you
00:02:16
know give a few more points here or
00:02:18
there you could do a discussion board
00:02:19
but that should probably wrap it up for
00:02:22
you is is doing that um so that's that's
00:02:25
what I encourage you to do if you're
00:02:26
falling behind the other thing I want
00:02:29
want you to do is to please please
00:02:31
please go out to that grade book and
00:02:33
scrutinize what I have put in for you um
00:02:37
you know go back through the grades that
00:02:39
are already in there make sure that I've
00:02:41
recorded your incentives when you've
00:02:43
asked for them make sure I've keyed in
00:02:45
numbers correctly I've made mistakes
00:02:47
instead of putting in 100 points for the
00:02:49
MCA I've been known to type in 10 and
00:02:52
leave out a zero so definitely go
00:02:55
through and make sure that it all looks
00:02:57
okay right
00:03:01
they don't want really want me coming
00:03:02
back after the fact and changing a grade
00:03:04
although I can do that they don't really
00:03:06
want me to so we want to get it try to
00:03:09
fixed up now if we can
00:03:12
okay so yeah definitely do that for
00:03:15
me um all right another thing that I
00:03:18
wanted to tell you about that I probably
00:03:20
should have told you like week one I
00:03:21
don't know why I didn't tell you this
00:03:23
earlier but has anybody here heard of
00:03:26
timely care
00:03:30
anybody know what that
00:03:32
is I'll type it in the
00:03:39
chat Family Care all right no no no no
00:03:43
so we have
00:03:44
nose okay let me share my screen I'm
00:03:47
going to show you where it is and then
00:03:48
I'm going to tell you what it is so
00:03:51
share I want to
00:03:53
share yeah what do I want to share I
00:03:57
want to
00:03:58
share think this course page
00:04:02
here all right so I am on one screen a
00:04:06
13inch screen at that so I can I can't
00:04:08
see you now because I'm sharing my
00:04:10
screen so if somebody can unmute and let
00:04:14
me know are you
00:04:16
seeing b2010 EOL 31 principles of
00:04:24
management yes hopefully
00:04:30
I can't I cannot see the chat so you're
00:04:32
GNA have to verbally tell me can
00:04:33
somebody tell me are you see are you
00:04:34
seeing the shared
00:04:39
screen yes ah perfect thank you okay so
00:04:45
what you want to do I went ahead and
00:04:47
logged in as a student so you're seeing
00:04:49
the screen as you should probably see it
00:04:52
if you scroll
00:04:54
down right actually I want you to scroll
00:04:57
down on the left hand side you have this
00:04:59
blue
00:05:00
navigation pane almost to the bottom of
00:05:03
it you see how you have the scroll bar
00:05:06
scroll almost to the bottom of it this
00:05:08
is what they call the global navigation
00:05:10
pane you have the internal course
00:05:12
navigation pane but it's in the dark
00:05:15
blue strip you see this icon for timely
00:05:18
care that's what I want to draw your
00:05:20
attention to okay so I'm gonna stop
00:05:22
sharing so I could see you once again
00:05:24
this is insane I hate I hate being on
00:05:26
one
00:05:27
screen so what that is it's a link for
00:05:32
students and students only so anybody
00:05:34
with
00:05:35
AET email address can click on that link
00:05:39
it'll bring you out to an external web
00:05:42
page uh for a an organization that we
00:05:46
have paid for and we have made a
00:05:48
significant investment this
00:05:51
started a year ago August so we're into
00:05:54
the second year it costs Indiana Tech $5
00:05:57
million to provide this for students and
00:06:01
it's basically free mental health
00:06:03
counseling for you so and it could be
00:06:06
anything I mean it could be the simplest
00:06:08
little thing like I'm having trouble
00:06:09
sleeping at night or I can't manage my
00:06:11
workload can you give me some advice for
00:06:15
how to um how to balance everything
00:06:18
right so it could it could be just as
00:06:20
little as that or it could be you're
00:06:21
going through a divorce or a tough
00:06:23
situation at home or you know something
00:06:26
with your anything anything anything
00:06:28
anything at all that you want to talk to
00:06:29
somebody about you can click on that
00:06:32
link you get nine onehour sessions for
00:06:36
free every single Academic Year while
00:06:38
you're here and then on top of that you
00:06:42
also get what they call talk now
00:06:44
sessions and those are unlimited those
00:06:46
are 30 minutes at a clip so you could go
00:06:49
in once you click on that timely care
00:06:51
you link over you could try it I mean
00:06:53
click click on the link if you want to
00:06:54
just to navigate over there and see what
00:06:56
it is because there's a whole lot of
00:06:58
information you have to put in in before
00:07:00
you actually start a session but um you
00:07:04
can really filter down to I'd rather
00:07:06
talk to a male than a female or I want
00:07:09
somebody that specializes in
00:07:11
depression um or English isn't my first
00:07:14
language do you have somebody that
00:07:15
speaks Spanish so whatever that is you
00:07:18
can filter to whatever you want to
00:07:21
filter to and get to the right person
00:07:24
that way um
00:07:27
so anyway um
00:07:31
that's what I wanted to tell you that
00:07:32
that's there and out there for you it's
00:07:33
a great great benefit for students a lot
00:07:36
of the faculty and staff here at Indiana
00:07:38
Tech we like oh my gosh that's
00:07:39
phenomenal can we use that too and they
00:07:41
won't let us so it's just for you guys
00:07:44
and we are really surprised at how many
00:07:49
students are not using it not that we
00:07:52
want you guys have mental health
00:07:54
problems believe me we don't so we're
00:07:56
glad that maybe that's the case maybe
00:07:59
you guys just don't need it but it's not
00:08:02
really being utilized the way we thought
00:08:03
it would be so um it's really like
00:08:07
colleges now are starting to focus on
00:08:10
the whole student the student
00:08:12
holistically like you're not just ahead
00:08:14
in the classroom that we're teaching you
00:08:15
information but you know the whole
00:08:17
providing these wraparound services for
00:08:19
students what do you need to be
00:08:21
successful and this could be a barrier
00:08:23
to you obtaining your education so use
00:08:26
this use it use it use it I just want to
00:08:27
let you know it's there
00:08:30
and you should take advantage of it if
00:08:32
you can or if you need to I should
00:08:35
say okay so that's that um the other
00:08:38
thing is that I mentioned to you guys
00:08:41
about timely or not timely care um Ms
00:08:44
editor that we were leaving grammarly
00:08:47
and going to Ms
00:08:48
editor I don't know if I mentioned that
00:08:50
or not
00:08:52
but if I didn't we're doing it so uh
00:08:57
starting the first of the year you're
00:08:58
not going to have access access to
00:08:59
grammarly anymore
00:09:01
but um in my class and maybe some others
00:09:04
I'm going to start really trying to
00:09:06
promote this with other instructors to
00:09:08
allow you guys the opportunity to be
00:09:10
able to use AI in your classrooms to um
00:09:14
help to clean up some of your
00:09:16
writing and if I can get others on board
00:09:19
then if you have a work version of
00:09:21
grammarly and you want to use that then
00:09:23
by all means go ahead and use it
00:09:27
okay um so that's all my PSA for
00:09:31
tonight we'll just go ahead and jump
00:09:34
right into some
00:09:36
material all right so in the chat if you
00:09:39
could just type
00:09:41
yes for those of you who are in
00:09:44
management okay if you're in in
00:09:46
management right now if you are a
00:09:48
manager supervisor team lead um whatever
00:09:51
you call it at your if people report to
00:09:53
you please let me know in the chat just
00:09:56
say yes or whatever
00:10:00
um Michelle I said we're moving from
00:10:03
grammarly and we're going to be using Ms
00:10:05
editor Microsoft
00:10:09
editor I could type it in the chat for
00:10:14
you and it's in built into word and it's
00:10:18
on the ribbon on the top of the ribbon
00:10:19
it says you'll see editor it's already
00:10:22
there in in your word versions of your
00:10:26
word okay so who who here is in
00:10:32
management all right so Diane
00:10:35
is Isis
00:10:40
is Celeste I don't even know what that
00:10:42
emoji
00:10:43
is what is
00:10:46
that remember I'm on a little tiny
00:10:50
screen you used to be
00:10:53
okay oh it's a
00:10:57
hand that's
00:11:01
hilarious all right what about you Mitch
00:11:03
are you in
00:11:10
management okay we'll just mute
00:11:15
Mitch Michelle
00:11:18
no okay so a few of you are I'm gonna
00:11:22
rely on you here for some of this
00:11:24
information
00:11:26
then um so if you are in management
00:11:29
what is it that you do on a daily basis
00:11:33
like just the highlights what what seems
00:11:35
to be your typical things you do
00:11:39
daily we I want to get an idea of what
00:11:41
is it like to be a
00:11:47
manager and if you were were in
00:11:49
management you could still answer this
00:11:53
question what do you do on a daily basis
00:11:56
scheduling hiring firing paperwork
00:12:00
paperwork and more
00:12:06
paperwork all right we've got some
00:12:08
people typing so we'll give it just a
00:12:10
second lead the team organize meetings
00:12:13
set goals
00:12:15
communicate uh drive to the finish line
00:12:18
produce quality products build teams
00:12:21
solve
00:12:22
problems oh my gosh yes putting out
00:12:25
fires right
00:12:35
weekly plan spreadsheets meetings
00:12:42
trainings Etc
00:12:47
yep and yeah absolutely I mean if you're
00:12:50
managing a household you're managing
00:12:53
right these are the things that you
00:12:56
do absolutely
00:13:04
and that's a really good point to make
00:13:06
too
00:13:07
because you know if you have to go back
00:13:09
into the workforce after having a period
00:13:12
of time where you weren't in the
00:13:14
workforce you still have skills you have
00:13:17
skills that you can demonstrate on your
00:13:19
resume and talk about in a job interview
00:13:22
because these are very relevant very
00:13:24
relevant to bring over into the
00:13:28
workplace yeah
00:13:30
absolutely and then remember what I said
00:13:32
on the onset of this meeting
00:13:35
so I wanted really wanted to have
00:13:40
this course page set up so all
00:13:43
three of my sections could have one link
00:13:46
and everybody could join you'd have the
00:13:47
link in advance that was my goal right
00:13:50
and they just could not make that happen
00:13:52
in a timely fashion so here's what I do
00:13:56
in management problem solve figure it
00:13:59
out like what if you come to a roadblock
00:14:02
how do you get around this roadblock how
00:14:03
do you go under it over it you know just
00:14:06
get around it like what else could we do
00:14:08
what's another solution um so I had a
00:14:11
couple other things in my pocket in my
00:14:13
plan B and C you know if B didn't work I
00:14:16
had a c um so that's part of it too
00:14:20
right all right Mitch is the senior
00:14:22
director of field Ops you lead folks
00:14:25
solve problems yeah absolutely and I
00:14:29
even even as associate Dean that's what
00:14:30
I did it was a lot of putting out fires
00:14:32
a lot of solving problems and um
00:14:36
meetings those are probably three things
00:14:38
that I did the most uh so there's a lot
00:14:41
to
00:14:42
juggle right a lot lot to
00:14:46
juggle so I mentioned the the week we
00:14:50
went through and talked about um
00:14:55
hofstead work on um culture right he has
00:15:00
these different cultural um elements
00:15:03
that pretty much he can measure in all
00:15:07
countries there was I think I told you
00:15:10
there was another study going on at the
00:15:12
same time or there I should say there is
00:15:14
another study going on because these are
00:15:15
longitudinal studies so they're years
00:15:18
and years and years of collecting data
00:15:21
and the other one is called the globe
00:15:22
studies and that was led by somebody
00:15:25
named Robert house Robert house also
00:15:30
conducted a lot of research on
00:15:32
management and he happens to show up in
00:15:35
week five when you're looking through
00:15:37
your lesson and the chapters and he
00:15:40
talks
00:15:42
about um what he calls path goal Theory
00:15:45
so I don't know if you recall seeing
00:15:47
that or
00:15:49
not
00:15:51
but basically um what we have
00:15:56
it's the findings of path goal Theory
00:16:00
is really talking about managers and how
00:16:02
managers can affect their team's
00:16:04
performance by basically adapting their
00:16:07
leadership style or their management
00:16:09
style to fit the specific needs of their
00:16:12
teams and within this
00:16:15
Theory Robert house identifies four
00:16:19
primary types of leader behaviors he
00:16:21
talks about achievement oriented
00:16:25
leadership he talks about directive
00:16:30
leadership supportive leadership and
00:16:32
participative Leadership so we have
00:16:33
achievement oriented
00:16:35
directive um we have supportive and
00:16:39
participative those are the four
00:16:42
okay so we're going to go through and
00:16:45
talk about each of
00:16:47
these and I want to start off with
00:16:50
achievement
00:16:52
oriented so if
00:16:54
somebody is achievement
00:16:57
oriented what what do we mean by that
00:16:59
what are what are some of the behaviors
00:17:01
what are some of the characteristics of
00:17:03
achievement oriented
00:17:05
individual and if you don't remember
00:17:07
this from the textbook look it up I
00:17:10
don't care if you look it up on ask chat
00:17:12
gbt I don't care if you um Google it you
00:17:17
know get into a web browser look it up
00:17:20
but achievement
00:17:22
oriented leadership Behavior what is
00:17:25
that telling us
00:17:33
I'll give you guys just a minute to get
00:17:35
out there and see what you can
00:17:43
find see continuous Improvement push you
00:17:46
to be the
00:17:47
best encourage employees to pursue their
00:17:50
highest level of performance
00:17:59
set challenging
00:18:01
goals yes yes and yes you guys are right
00:18:04
on
00:18:10
it Provide
00:18:13
support you know I think that support
00:18:16
fits in like every one of
00:18:19
these
00:18:21
types but I think I think the first
00:18:24
three are really spot on with that's
00:18:26
what sets achievement oriented apart
00:18:29
from from others you know you are
00:18:32
setting those challenging goals
00:18:35
encouraging performance highest levels
00:18:37
of
00:18:39
performance and you have employees that
00:18:42
can handle this sort of leadership style
00:18:45
right they tend to be very independent
00:18:49
workers maybe they've been at the
00:18:51
organization for a while they fully know
00:18:53
how to do the job they have strong
00:18:56
problem solving skills those are the
00:18:58
people that are really really good with
00:19:00
achievement oriented Styles yes focus on
00:19:04
Excellence I like
00:19:05
that so what about directive if you're a
00:19:08
directive how are you
00:19:26
behaving about directive
00:19:33
provides employees with clear guidelines
00:19:35
for the process and
00:19:39
expectations I would agree with
00:19:42
that yeah they're very Hands-On
00:19:46
almost almost
00:19:48
micromanaging in some
00:19:51
respects provides clear
00:19:53
instructions establishes rules and
00:19:56
procedures yep
00:20:00
here's how to do the
00:20:07
job there's a lot of close supervision
00:20:12
here so what type of employee do you
00:20:15
think would work best with a directive
00:20:17
leader or directive
00:20:22
manager who would need a lot of rules
00:20:25
and guidelines and Hands-On instruction
00:20:32
a new employee for sure maybe new to the
00:20:35
company maybe new to the position um
00:20:38
maybe somebody out of college that
00:20:41
doesn't have any
00:20:42
experience or out of high school even
00:20:45
but these are very inexperienced
00:20:47
employees they need a lot of guidance
00:20:49
they need to be looked after checked
00:20:53
on
00:20:54
right one who needs direct communication
00:20:57
team member of yeah for
00:21:00
sure what about supportive what does
00:21:02
that look
00:21:07
like yes Dominique an experience needs
00:21:15
Direction how does supportive managers
00:21:25
behave pay attention to the needs and
00:21:27
well-being of the team
00:21:30
they're
00:21:34
empathetic yes
00:21:38
absolutely and I think Ashley motivation
00:21:41
is another thing support is embedded
00:21:43
into all these and some aspect and I
00:21:45
think that motivation is embedded into
00:21:48
all these it's a way to motivate
00:21:50
employees it's behaviors that you're
00:21:53
engaging in as a manager or a leader
00:21:56
that you're trying to motivate your
00:21:59
Workforce building strong relationships
00:22:02
friendly personable
00:22:04
supportive until Independence is
00:22:07
achieved I like that
00:22:15
Michelle but what's interesting though
00:22:17
Michelle like you're talking about
00:22:20
independence yes yes
00:22:23
but with
00:22:25
supportive you're offering the support
00:22:28
when needed so there could be periods of
00:22:30
time where somebody doesn't need support
00:22:33
and they might be independent and still
00:22:34
need support too like think about what
00:22:38
happens to you as a student and how many
00:22:41
things tend to get into the way of your
00:22:45
education you know there's Family
00:22:47
Matters things that happen you have you
00:22:49
know kids are running around kids play
00:22:51
sports kids have after school activities
00:22:55
um you have to go to parent teacher
00:22:56
conference you have a elderly parent who
00:22:59
becomes ill like there's all this you
00:23:02
know racket going on outside of school
00:23:06
so that is when and I'm a big advocate
00:23:09
for this you know that that's when
00:23:11
faculty should step up and support
00:23:13
students when you need it
00:23:17
right yeah for sure it's hey it's my
00:23:20
life too here look where I'm at in
00:23:21
Colorado Springs at a conference having
00:23:24
a do a tech live session on a 13inch
00:23:27
screen pathetic
00:23:29
right and you know one of my colleagues
00:23:31
said don't be silly record your session
00:23:34
and just push out the recording but I
00:23:35
didn't want to do that I wanted to be
00:23:37
live with you
00:23:39
guys I like this you know interaction
00:23:43
that we
00:23:45
have all right participative that's the
00:23:48
fourth
00:23:50
category what do you think about
00:23:53
participative how does that individual
00:23:56
behave
00:23:59
this was a big push too participative
00:24:01
was a big push in the
00:24:04
80s like the late 80s early 90s no I'm
00:24:08
gonna say more than 90s not the 80s more
00:24:11
than
00:24:14
90s I was too young in the 80s I was in
00:24:16
high school in the 80s so I had to been
00:24:17
the 90s because I remember this was like
00:24:20
really being pushed on us when I was an
00:24:25
undergrad involved team in decision-
00:24:28
making
00:24:29
yes consult with employees on decisions
00:24:33
involving employees in decisions
00:24:35
encouraging
00:24:35
[Music]
00:24:37
feedback collaborative style care about
00:24:40
others ideas and opinion seek input and
00:24:42
feedback yeah the thought here was the
00:24:46
more you
00:24:48
get employees involved in the decision
00:24:51
making the more likely they are able to
00:24:54
buy
00:24:55
into the whatever the decision outcome
00:24:58
is
00:24:59
right but what I find happens sometimes
00:25:02
in organizations is there's some kind of
00:25:05
manipulation and massaging that goes on
00:25:08
with this
00:25:10
and Senior leadership sometimes knows
00:25:13
what they want to do and they'll try to
00:25:16
buy into this perspective of giving
00:25:20
employees a
00:25:22
say when they really know what their
00:25:24
agenda is and they'll do what they want
00:25:27
to do anyway and and then they'll say
00:25:29
and we we heard you you got and it's
00:25:31
like did you really I mean was that the
00:25:34
consensus or was you know so that's what
00:25:37
I we really find it happen sometimes
00:25:39
with that so it's it's a
00:25:41
tricky tricky place to be so I guess my
00:25:44
point
00:25:46
is if you're in in a management position
00:25:49
and you know the decision that needs to
00:25:52
be made or you want to be made then just
00:25:55
make the decision don't involve people
00:25:56
and make them think that they parti
00:25:59
ipated collaboration and achieving goals
00:26:01
yeah
00:26:03
absolutely so the the big part of this
00:26:06
and I think I I told you this already go
00:26:09
going into this whole discussion was it
00:26:14
is
00:26:16
adopting a leadership style that fits
00:26:19
the specific needs of your
00:26:22
Workforce there's another I don't
00:26:25
believe it's in our textbook but there's
00:26:27
another model like this and um I'll type
00:26:30
it in if you want to ever look it up
00:26:32
hery
00:26:36
Blanchard and it's called situational
00:26:42
leadership okay so I just put that into
00:26:44
the chat for you if you want to look
00:26:46
that up and that's another model that's
00:26:48
very similar to House's model they've
00:26:50
also got they also have four different
00:26:53
leadership styles or management styles
00:26:56
and they basically say that that you
00:26:59
have to step in and out of these roles
00:27:01
depending
00:27:03
on the type of employee that you're
00:27:06
dealing with okay so let me ask you this
00:27:09
where do you think you sit like if you
00:27:12
had to say that you're one more than the
00:27:15
other which one would that be where's
00:27:16
your comfort
00:27:18
zone is it supportive is it directive
00:27:22
participative achievement
00:27:25
oriented where is your comfort zone
00:27:31
because there's also some Theory out
00:27:33
there that says people tend to have a
00:27:36
way that's kind of ingrained it's built
00:27:39
into it's their their their go-to
00:27:44
style so we have a couple of supportiv
00:27:47
another
00:27:51
supportive um what are we or what do we
00:27:54
need what are you asking
00:27:56
Michelle I'm ask I'm asking you guys
00:27:59
like which of the four that house
00:28:01
presents which of the four do you tend
00:28:04
to feel you are most like you're most
00:28:07
most similar
00:28:08
to have another supportive this is a lot
00:28:11
of supportiv I normally don't get this
00:28:13
many a blend but default to directive
00:28:25
participative I tend to be more
00:28:32
supportive that that's where I
00:28:36
sit but I like that Mitch set of blend
00:28:41
because and this is really hard because
00:28:43
if you listen to these theories you need
00:28:46
to be able
00:28:47
to step in and out of these roles if you
00:28:50
have an employee that needs a lot of
00:28:52
Direction you need to be able to give it
00:28:53
to
00:28:54
them and that's something like I said
00:28:57
it's a challenge for me because
00:28:59
I have I know work needs to be done it
00:29:03
needs to be done quickly I have little
00:29:04
patience and I'm sometimes think if you
00:29:07
want it done do it yourself type thing
00:29:09
let me just do it so I I had a lack
00:29:11
patience for that which is odd for me
00:29:13
being an instructor right it's odd I I
00:29:18
should I should have a softer touch when
00:29:19
it comes to
00:29:21
that um directive is a challenge for me
00:29:24
sometimes for sure
00:29:29
participative I think is my biggest
00:29:31
challenge
00:29:33
though because I I think it's the pace
00:29:35
and the speed at which I work I don't
00:29:38
like to take the time and
00:29:40
that's I think been programmed in me
00:29:42
from Indiana Tech because working in an
00:29:47
accelerated program you're just you know
00:29:50
so used to fast speed the pace the pace
00:29:53
is very rapid and quick
00:29:56
and you know I I tend to not be so
00:29:58
laidback because of
00:30:00
it so what do you think do you think
00:30:02
you'd be able to shift gears and and
00:30:06
step into these wear these different
00:30:07
hats or step into these different roles
00:30:10
it's
00:30:11
hard it's
00:30:14
challenging but that's part of
00:30:16
management
00:30:19
right yeah for sure I get it
00:30:26
y yes definitely glad that you said that
00:30:29
Sarah it's definitely something that
00:30:31
takes practice it's something that's
00:30:33
intentional and something you have to
00:30:35
work
00:30:37
on yeah it it can be a struggle for
00:30:45
[Music]
00:30:47
sure yeah being a trainer you'd have to
00:30:49
have a lot of
00:30:51
patience
00:30:54
absolutely all right so now you just
00:30:56
heard me say for the last last probably
00:30:59
10 15
00:31:01
minutes I said leadership style
00:31:04
management style so you hear me using
00:31:06
these terms
00:31:08
interchangeably is there a difference
00:31:10
between leadership and management yes or
00:31:15
no so we have some
00:31:19
yeses is there a difference between
00:31:22
leadership and management
00:31:30
all right so the consensus is yes
00:31:32
there's a
00:31:33
difference how so what how do you how do
00:31:37
you differentiate the
00:31:39
two if you had to define a leader and
00:31:41
Define a manager where's your
00:31:53
definition leadership creativity and
00:31:56
encouraging okay so does that mean that
00:31:59
managers aren't creative and managers
00:32:01
aren't
00:32:04
encouraging manager managers are
00:32:07
managing leaders lead through the
00:32:10
process managing is telling leading is
00:32:17
showing does that mean I'm gonna do the
00:32:20
same T Kirk that I just did does that
00:32:22
mean that
00:32:25
managers can't show and leaders can't
00:32:31
tell leadership is knowing the goal to
00:32:34
me and management is setting the
00:32:37
goal leaders leading guide managers
00:32:40
manage
00:32:42
tasks leaders are big picture managers
00:32:45
are
00:32:49
daytoday I like that
00:32:54
Michelle leaders are big picture
00:32:56
managers or data to
00:32:58
day any position can have a leader but a
00:33:01
manager
00:33:03
is designated for
00:33:06
training managers work on more
00:33:09
day-to-day things leaders work more
00:33:13
longterm they can be
00:33:15
both managing more prioritize efficiency
00:33:19
streamline operations function versus
00:33:22
Vision I like that
00:33:24
Charles managers help encourage
00:33:29
leaders interesting okay so you guys
00:33:30
have a lot of interesting perspectives
00:33:32
on
00:33:33
this and it is a really fine line
00:33:37
because you know when you start asking
00:33:38
well can a can a leader do that and can
00:33:40
a manager do that also um so I think
00:33:44
it's the Tendencies to which they tend
00:33:47
to lie so I wantan to I want to bring up
00:33:49
another point about leadership
00:33:51
then um this is fairly recent as far as
00:33:57
like when social media became a big
00:33:59
thing so you have these influencers are
00:34:02
influencers
00:34:06
leaders do you think the influencers are
00:34:11
leaders based on what you all just said
00:34:14
that leadership
00:34:24
was they're intertwined depends no
00:34:28
depends it can
00:34:37
be all right so let's let's look at the
00:34:40
word leader if you are leading that
00:34:43
means somebody is
00:34:46
following if you're an influencer is
00:34:49
that what you're doing you have
00:34:50
followers right influencers have
00:34:54
followers are they influencing people
00:34:57
yes that's why they're called
00:34:59
influencers but does that kind of cross
00:35:02
the line into
00:35:05
leadership Michelle I asked the question
00:35:08
about initially are influencers
00:35:11
considered
00:35:13
leaders based on everything we just said
00:35:16
and
00:35:18
then influencers have followers so does
00:35:21
that mean their
00:35:26
leaders ah
00:35:28
I hope the audio isn't on my
00:35:31
end I would think so they can guide and
00:35:34
Inspire
00:35:36
followers not all influencers are good
00:35:39
at
00:35:40
leading okay so what puts an influencer
00:35:43
in that position how do they get how do
00:35:45
they get
00:35:49
there how does one become an influencer
00:36:08
how does somebody become an
00:36:16
influencer be in the
00:36:23
no look of the algorithm
00:36:32
by inspiring and guiding their followers
00:36:34
they make an impact connect with people
00:36:36
often advocating for Trends causes
00:36:45
Network brand deals
00:36:54
networking do you guys follow any
00:36:56
influencers
00:37:00
and if so
00:37:05
who
00:37:22
some okay so the people I'm not I'm not
00:37:25
on Tik Tok nor have I ever been
00:37:28
are is everybody on Tik Tok an
00:37:35
influencer water talk not necessarily no
00:37:39
what makes somebody an
00:37:41
influencer is it the number of followers
00:37:43
they
00:37:51
have
00:37:53
views is it just popularity
00:37:59
follower and Views yeah
00:38:03
popularity number of followers how many
00:38:06
views they
00:38:09
get oh some people buy them huh I didn't
00:38:12
know
00:38:13
that they all look for followers and
00:38:16
what they're sharing it's a trend of new
00:38:18
things so I think what I'm hearing is
00:38:23
there's an interesting message their
00:38:27
Caris Matic they're
00:38:29
inspirational so there's there's a
00:38:31
personality perspective there is what
00:38:33
I'm
00:38:41
hearing they're like sales
00:38:48
people spike your
00:38:55
interest yeah so there was one person I
00:38:59
was on Instagram for like a minute until
00:39:02
I got
00:39:03
hacked somebody took over my account so
00:39:06
I'm not on there anymore I can't get
00:39:08
back in and I haven't started a new
00:39:09
account
00:39:11
but I got on there
00:39:14
because and I'm not a big social media
00:39:17
person but I got on there because I read
00:39:20
an article and I'll never remember the
00:39:23
guy's name I could look him up but I
00:39:24
just don't remember his name he's
00:39:28
I'm feeling like in
00:39:30
Colorado
00:39:32
and he's an accountant and what he does
00:39:36
is like he had a dog and his dog got was
00:39:40
aged you know senior dog and he passed
00:39:43
away and he was really sad so he wrote a
00:39:45
children's book and then he started
00:39:47
adopting Senior Dogs and he has
00:39:49
something like 20 dogs or or sometimes
00:39:52
more and he would post pictures on
00:39:54
Instagram of his clan of dogs and and um
00:39:59
I so I read that I'm a dog lover I'm an
00:40:01
animal lover you guys know that about me
00:40:03
and I got on I wanted to see what he was
00:40:06
doing I want to see what that was and oh
00:40:09
it's just so good to see like these
00:40:13
Senior Dogs finding a home um just a
00:40:17
little bit about what it's like to care
00:40:18
for a senior pet and when he would lose
00:40:22
a pet he would post something on there
00:40:24
and oh it was just so so moving so
00:40:26
riveting you know I just I loved it I
00:40:28
cannot I can't tell you the guy's name
00:40:30
but that was the only thing so I
00:40:34
found his message very
00:40:37
inspiring and the pictures were
00:40:39
interesting his story was interesting so
00:40:41
that's that's what made me follow so I
00:40:43
don't know can you call that an
00:40:44
influencer maybe I mean I don't know how
00:40:47
many followers he had but um yeah I
00:40:51
agree with you it's it
00:40:53
is really complicated to explain what
00:40:56
this is
00:40:58
right
00:41:00
um yeah but I equate it to leadership
00:41:05
and some respects I mean I think there's
00:41:06
a tight connection there because when
00:41:08
you think about
00:41:10
leaders you know they're usually a
00:41:12
spokes person a figure head but they
00:41:15
have a vision and they can communicate
00:41:17
that Vision very well they're
00:41:19
charismatic you want to follow them you
00:41:22
know tell give me some some examples of
00:41:28
somebody famous living or not living
00:41:32
that you would consider to be a great
00:41:41
leader oh the rock
00:41:46
okay I think there's a new movie coming
00:41:50
out I thought I saw previews for a new
00:41:52
movie looked pretty good all right
00:41:55
Taylor Swift princess
00:41:59
die she did have a a pretty big
00:42:01
following yeah Beyonce Churchill K
00:42:08
Reeves usually we get a lot of
00:42:11
presidents living or not
00:42:13
living uh Denzel
00:42:16
Washington uh Martin Luther King almost
00:42:19
always comes up Rosa Parks almost always
00:42:21
comes
00:42:23
up yeah I'm okay all right um
00:42:28
I usually always get for
00:42:31
presidents Abraham Lincoln and John F
00:42:37
Kennedy those two almost always come
00:42:41
up the mind reader huh Queen
00:42:47
Elizabeth yeah and for one reason or
00:42:50
another like they they all Inspire us
00:42:53
and have pretty bit oh thank you
00:42:59
Bruce
00:43:02
Springstein um but yeah they all they
00:43:04
all have a following and usually a
00:43:06
message and they're
00:43:08
inspiring so yeah what about there are
00:43:13
some dark characters out there that have
00:43:17
followers so it's not they're
00:43:19
inspirational they're charismatic they
00:43:21
have an inspiring message but it may not
00:43:24
be a message for the good can you think
00:43:26
of some people that left fit into that c
00:43:31
category and three that come to mind
00:43:33
right away are not
00:43:35
living Hitler that was one of the
00:43:41
three can you guess it was somebody who
00:43:45
ended up in prison and so did a number
00:43:47
of his followers yet he never killed
00:43:49
anybody yeah Charles
00:43:53
Manson yes
00:43:58
did
00:43:59
he
00:44:00
um
00:44:02
there is one
00:44:05
more an American that took PE people
00:44:09
followed him I can't say he took people
00:44:11
followed him to
00:44:13
Guyana and they drank poison yep Jim
00:44:19
Jones Jim Jones yeah I mean these are
00:44:23
people that had followers right they had
00:44:26
followers
00:44:30
so yeah but I think I would agree with
00:44:32
you you know usually there's a message
00:44:35
there's inspiration there's um an
00:44:38
outlook for like what the future can
00:44:40
hold there's a vision there right and
00:44:43
they're trying to take us on this path
00:44:45
and you know they're the figurehead for
00:44:48
this for this movement or whatever
00:44:50
whatever it is right doesn't necessarily
00:44:51
have to be a movement but think about
00:44:53
like I think about the president of our
00:44:55
institution I would consider
00:44:57
Carl a leader you know he has a vision
00:45:00
for what he wants this University to be
00:45:02
and we're striving for that um and it's
00:45:05
very inspirational managers on the other
00:45:07
hand I like what you said they're in the
00:45:09
day-to- day right they're not
00:45:11
necessarily think but they could they
00:45:13
could be very future focused and down
00:45:16
the road but most of the time it's like
00:45:18
the operations of
00:45:20
everyday you know the the inner workings
00:45:22
to keep us doing what it's a difference
00:45:25
between like mission and vision remember
00:45:26
we talked about that it's where usually
00:45:30
the managers are in the vision I mean
00:45:33
I'm sorry the mission where we are now
00:45:36
and trying to keep us a float there and
00:45:38
the leaders are in the Visionary aspect
00:45:40
of it so yeah definitely a difference
00:45:43
between the two um there's a blend
00:45:46
there's an overlap you know you
00:45:48
necessarily don't have to be one or
00:45:51
another you can have characteristics of
00:45:54
both right and somebody said this
00:45:57
earlier I didn't catch who it was but um
00:46:00
doesn't necessarily have to be a
00:46:02
particular position like you don't
00:46:04
necessarily say that oh somebody's the
00:46:07
CEO of a company therefore you have to
00:46:10
be in that position to be a leader a
00:46:12
leader can come from anywhere right do
00:46:15
you guys consider yourselves
00:46:23
leaders some yeses some NOS
00:46:32
as a parent thank you I'm so glad you
00:46:34
said that
00:46:38
yeah yep as a parent for
00:46:44
sure all right well yeah I mean this was
00:46:47
the gist of what I wanted to talk about
00:46:49
tonight I wanted to really lay out the
00:46:52
leader manager and you are going to hear
00:46:54
me probably say it again next week I
00:46:56
just blend these terms a lot um there is
00:46:59
a difference so know that there is a
00:47:01
difference it's just me being
00:47:03
me
00:47:05
um but yeah that's that's about it do
00:47:08
you have any questions for me
00:47:11
anything now uh let me tell you this I
00:47:13
haven't graded I usually do grading
00:47:15
Mondays and Tuesdays this conference is
00:47:18
just put a kabash on everything so I'm
00:47:21
going to try to spend some time this
00:47:23
evening grading and try to get caught up
00:47:26
for you guys
00:47:29
guys um okay question how does some
00:47:32
people become so skilled at influencing
00:47:34
others to follow their ideas and actions
00:47:37
even when those ideas might not be in
00:47:38
the best interests of the followers okay
00:47:42
and yes we need a code word so hold on
00:47:44
to that for just a second what we know
00:47:47
from research on
00:47:49
leadership is and I probably should have
00:47:52
asked you this are leaders born or
00:47:55
made and what we know know from the
00:47:57
research is it's a little bit of both
00:48:00
there are some innate
00:48:03
inherent qualities that we tend to be
00:48:06
born with you know that you normally see
00:48:10
that leaders tend to be very outgoing
00:48:12
outspoken versus being introverted right
00:48:15
so there's there's a little bit of
00:48:17
Personality there um so but then there's
00:48:21
some
00:48:22
experiences in our lives that make us
00:48:25
more prone to leadership than not um so
00:48:29
it's just a combination Dominique of
00:48:31
those two things and then sometimes
00:48:33
circumstances too there are some people
00:48:35
that are really good in leadership
00:48:37
positions for a short amount of time for
00:48:39
just a
00:48:40
particular event right um and it just
00:48:44
could be that particular event just a
00:48:48
coming together
00:48:50
of um time and um being at the right
00:48:54
place at the right time so to speak so
00:48:56
they have there's a lot of different
00:48:58
factors there that fall into play but um
00:49:02
yeah definitely an
00:49:04
interesting I think that the way they
00:49:07
craft this message is is so inspiring it
00:49:10
just can grab some people and pull them
00:49:15
sometimes in the wrong direction right
00:49:17
like a lot of do some research on Cults
00:49:20
and cult activity because that's
00:49:22
sometimes you you see people falling
00:49:25
into those things because I'm pretty
00:49:27
sure that you would you could classify
00:49:30
Charles Manson as a cult Jim Jones was a
00:49:34
Colt right look of the
00:49:38
algorithm guys are
00:49:40
hilarious all right so Iana wants a code
00:49:43
word almost afraid to
00:49:46
ask what are you thinking for a code
00:49:49
word okay we have Wonderland we have
00:49:53
leader does that say stuffing oh boy you
00:49:56
guys are thinking of
00:49:59
Thanksgiving oh Stan's birthday
00:50:03
tomorrow Bruce Trump timely care turkey
00:50:06
oh God you guys are all over the place
00:50:08
all right I'm gonna pick and I'm gonna
00:50:10
pick birthday just to celebrate for
00:50:13
Diane so everyone say happy birthday
00:50:15
Diane and we'll go with birthday as our
00:50:17
code word I want you to please get since
00:50:20
there's three sections of us together
00:50:22
please get out right now and jump into
00:50:25
the week five reflection and just let me
00:50:29
know you were here so I don't have to go
00:50:30
and look it up I'd appreciate
00:50:35
that okay unless you have any other
00:50:38
questions we'll call Aon night let you
00:50:40
go 10 minutes early and um just bear
00:50:42
with me as I get through grading okay
00:50:45
I'd appreciate
00:50:46
that thanks and we'll see you normally
00:50:49
next week
00:50:52
okay all right have a good night you
00:50:55
guys bye by
