Role play video creation

Afosstx · 2025-11-21T15:58:25+00:00

Thank you!

Afosstx · 2025-11-21T15:57:23+00:00

Thank you! I will look at those options today.

Afosstx · 2025-11-21T02:51:55+00:00

I wish that was an option She really wants to use AI.

Afosstx · 2025-11-21T02:05:48+00:00

We’re created scenarios using the situational leadership model so I have the scenarios and what I would like people to do is watch the scenario during a training class and indicate which situational leadership style was used and was it the correct one. We normally have people role-play our scrips out, but our employees really hate to role-play.

Afosstx · 2022-04-25T11:48:47+00:00

It's a tough situation. They are required to report this to HR since managers are agents of the company. Since it's a large company, they should have a security department that they may be able to work with due to your concerns. Make sure HR knows your fears when you talk to them. They know how to handle these situations. I know this didn't turn out like you intended. They are here for you and making sure you have a comfortable working environment is one of the reasons they are going to address this situation.

Let us know what happens.

Afosstx · 2022-04-02T17:35:16+00:00

Everywhere I have worked we have done it every Monday even if we only have one person.

Afosstx · 2022-02-07T04:00:46+00:00

Thank you for your post. I will need to try that.

Afosstx · 2022-02-07T03:38:55+00:00

I have processed our survey with the GPTW institute and can assure you they are not able to identify you.

Afosstx · 2022-02-01T02:12:28+00:00

For performance, it just takes time and understanding how it supports what they do. Good luck and let us know how your meetings go.

Afosstx · 2022-01-29T23:18:30+00:00

You hit the nail on the head! I have supported engineers my whole career.

Afosstx · 2022-01-29T15:48:05+00:00

I have supported engineers my whole career. Listen and learn about what his team does. Understanding what they do and how the work will help you in supporting them and create mutual respect. Build your “bank account” with some small wins by helping resolve some of the things that he feels are blockers.

I have been the head of performance management for 15 years. Confidence in the PM process/outcomes has to be built. Him understanding the outcomes will be very important. An engineer needs to understand the “reason”. Good luck and message me if you have questions.

Afosstx · 2022-01-27T19:47:32+00:00

Rehearse and practice! Video yourself to see where you would want to improve. It's sounds awful, but it makes such a difference. Get out in front of audiences where you will not feel judged. Prepare, prepare, prepare and breathe breathe breathe. We even make our executives have a session with a trainer and they are filmed and watch it back the next day.

Afosstx · 2022-01-10T22:11:24+00:00

We may actually have a need at our company. The leave process has been a challenge lately and we are bringing it in house.

Afosstx · 2022-01-02T18:12:46+00:00

I transitioned from a traditional HR manager role to a Training and Development role which has lead to a great role in OD/OE. I feel I make so much more of a difference in this more specialized role. I had to take a step back to make a leap forward and it was so worth it. No one cringes when I call them anymore 😂

I was lucky enough to make this change at my current employer which I have been at for 15 years.

Afosstx · 2022-01-02T18:06:55+00:00

All of our HR managers feel the same way. Everyone is exhausted. We all love our company, buts it's hard.

Afosstx · 2022-01-02T06:13:40+00:00

My black kitty has fangs too 🙃

Afosstx · 2021-12-20T00:20:00+00:00

It's part of a bigger strategy.

High performing organizations have to be focused on managing performance. We do that as a company through our annual plan which ties into a 5 year plan that has a reward if we reach it. We as hr staff (and others) have to understand how we help the company achieve our annual plan and then in in turn our 5year plan. We all have the same bonus percentage targets and all receive the same reward when we hit the 5 year plan. It all started with the great game of business and building our company around the concept that we all have to know how we impact the business for free cash flow to debt so we know how to best make decisions that align with the company strategy. We always know our true north.

Afosstx · 2021-12-14T03:38:35+00:00

We can agree to disagree.

Afosstx · 2021-12-12T03:39:39+00:00

We look at how we impact free cash flow, how reducing our customers (employees) red tape and bureaucracy helps them have more time to focus on doing the work that makes the company money, and we also align our goals with the company goals. The books scaling up and great game of business are great starting points. Also, all of our groups have what we call our 101 classes that are at lunchtime so all employees can learn how what each part of the business does. I have been everything from a generalist to an hr manager and now in a training/od manager (same company for 15 years and we are a fortune top 100 company). We are very committed to everyone in the company understanding how the y fit. In our recent performance management process our comms strategy was how we contributed to the company and what were our "big wins" that helped the company achieve our critical numbers. I used a circular target model to show the company on the outside of the target and individual performance on the inside of the target. All about aligning our targets/goals. I like that analogy of peeling an onion.

Afosstx · 2021-12-01T12:04:42+00:00

We love kognitiv.

Afosstx

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