Courageous Conversations With An Employee

Stepping out of my mom’s car the summer after my sophomore year might have been the most intimidating thing that I have ever done. All of the staff members and faculty were all cheering and swarming me, congratulating me and rushing me up

The book "Fierce Conversations: Achieving Success at Work & in Life, One Conversation at a Time" by Susan Scott, is a guide to tackling challenges and help enrich relationships with everyone important to one's success and happiness through principles, tools, and assignments. Each component is designed to direct the reader through their first "fierce conversation" with themselves on to the most challenging and important conversations that could be faced.

1. Watts is absolutely justified in recommending Ann’s dismissal. Ann was speaking on something that was a purely personal concern. She does not have the right to engage in hate speech against her superiors. She is free to disagree with them but she is not free to undermine their authority or disrupt the integrity of the school’s authority. If there are public concerns educators have received the opportunity to speak openly with respect.(U.S. Supreme Court, 1983). Racial slander or hate speech is very disrespectful. The administrators have a responsibility to give Ann due process (Essex, 2012) and recommending her termination affords her such.

I chose to interview Regina Geis, who holds the administrative role as acting supervisor for the County Mental Health adult day program, which provides services for individuals with intellectual disabilities. Ms. Geis has held this position for 15 months. This is her first managerial position within a human service agency. Her style of management has changed over this short period of time. She feels that she is now more direct with her direction with staff. She stated, “Maybe now I come across as a little bit cold. But I have learned that I now have to use the least amount of words to get my point across.”

Her statement had spread throughout the school; all her co-workers had adverse reactions thinking that her ability of being a teacher would interfere due to her racial comment. Her principal decided that it would be better to have her dismissed.

In a large suburban high school in Wisconsin, a teacher has been dismissed for his actions that put students in danger in the eyes of the administration and school board. The teacher has appealed the decision with the Wisconsin Labor Relations Board (WLRB) and has won his appeal. This means the teacher will be returning to work with back pay. After winning his appeals case said teacher has sued the district in federal court for wrongful dismissal as a violation of his civil rights. He has asked for $500,000 and won the case being awarded the amount of $5,000. Throughout this report we will take a look back at the entire situations and discuss alternatives to what could have been done. (Teacher Dismissal For Cause)

As soon as I arrived at school, everyone was concerned; however, through this experience, I was able

The teacher explained that every Thursday we were going to have a debate in the classroom. The idea seemed a bit strange to me since we were in our third year of medical class and we had not clearly mastered how all the body systems work or how too fully scrub up before going into the NICU. However, I knew that our teacher also being a registered nurse out of school knew what she was doing and had a logical purpose behind having a full on debate every Thursday. I certainly never had a problem talking in front of people before, but this time the idea frightened me because no one I knew was part of this medical class.

I remember the first day I saw this kid. It was in September on a warm and windy Tuesday. This particular Tuesday was not like any other Tuesday because of the new student and the way the room felt when he walked in. I usually sat in the back left of the classroom because I was not that type of child that would sit in the front

I agree with you in reference to the majority of our classes teaching us how to dismiss a teacher but not an assistant principal. I also never thought about the importance of terminating a coach’s position as well. This process effect the community that the school is in just as much as the school. Therefore, making sure that this process is done according to Human Resources of the essence.

Oh boy was I scared into complete and utter silence on my first encounter with my new instructor. The demands on us, as a student, seemed to be exceedingly high leaving no room for mistakes. On the contrary, being that this was all pretty much new for me, I began to panic. Meanwhile as I tried to

For the coaching with compassion case study I chose to have a coaching session with a peer and friend within my organization. I have worked with the subject of the coaching session for nearly eight years and have been one of his mentors for seven and a half of those years. He does exemplify what I would consider to be a superior performer. He always acts with integrity, is very dependable, is knowledgeable, provides an exceptionally high level of customer service and accuracy, takes time to teach others, and is constantly looking to innovate. Provide book example of leadership here.

Present day managers have an obligation to their employees and organization to be effective and efficient leaders. Leaders are expected to create an atmosphere that values a supportive work environment and transparent communication. In the case of Two Tough Calls, Susan frequently criticizes Phil’s and Terry’s work performance due to poor work performance. However, Susan outlines several managerial imperfections throughout the entire case; weaknesses such as irreverence, unequivocal personality, and a lack of motivational skills.

McCourt’s first day of teaching was rather unusual. He was anxious and completely unprepared. The thought of being an invisible man at the front of the room causes him to forget his opening statements. Suddenly a student throws a sandwich at him. McCourt takes it, and while the class expects a punishment, he eats it instead (McCourt, 16). Like McCourt’s first day teaching at a public high school, my first day helping out at the Albion After School Program was a lot to handle. It was my first time helping out students younger than 15 years of age. These kids were restless and at a point in their lives were cognitive development is crucial. Coming from a completely different background made me feel out of place the first day, however as the day went by I grew comfortable and the kids seemed to enjoy my presence. I was able to teach some kids cool ways that I learned how to solve certain scenarios/problems.

The night before my first day as a teacher I was scared. It was something totally different for me; it was something I had never done before. Yes, I have made some microteachings at the university, but that was not the same as been in an actual classroom with kids observing you and waiting for you to teach them something. In my head, there were questions such as What am I going to do? What should I tell to the kids? Is this how it is supposed to be done?