tgwall&wayne.a.schoonveld.civ&JShields&6.0.0&&&JShields&&&terry@terrywall.com, bcarico@actscorp.com&N.Y.N.N.Y.N.N.N.N.N




1.1.o.o.o.1.&JShields.001&JShields.002&JShields.003&JShields.004&JShields.005&JShields.006&JShields.007&JShields.008&JShields.009&JShields.010&JShields.011&JShields.012&JShields.013&JShields.014&JShields.015&JShields.016&JShields.017&JShields.018&JShields.019&JShields.020&JShields.021&JShields.022&JShields.023&JShields.024&JShields.025
&::P1.0:1:1:0&::P1.0:1:1:0&::P2.0:1:1:0&::P2.0:1:1:0&?0=0?1=0?2=0?3=0?4=0::P3.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P3.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P3.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P4.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P4.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P4.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P5.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P5.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P5.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P6.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P6.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P6.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P7.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P7.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P7.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P8.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P8.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P8.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P9.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P9.0:1:5:0&::P9.0:1:1:0
&Perform satellite communications research, development, test, and engineering support to the various DoD services.::&Joe is very empathic, shows dedication to the mission, and is willing to stand firm on division positions and "take one for the team".::&In my opinion, Joe uses an instructional model to enhance organizational leadership.  Based on his long experience in the department, Joe uses "war stories" and other historisis to explain why things are the way they are which helps to sometimes put a better frame of reference especially in challenging situations.::&In my opinion, Joe uses the observed and documented development of his managers and team leaders to measure how well his leadership ability is currently and is improving.  ::&?xxx?xxx?xxx?3?xxx::&?xxx?xxx?xxx?3?xxx::&?xxx?xxx?xxx?3?xxx::I think this would be almost always if the division had more insight into what Joe is most likely shielding it from from higher senior leadership.&?xxx?xxx?xxx?xxx?4::&?xxx?xxx?xxx?3?xxx::&?xxx?xxx?xxx?3?xxx::&?xxx?xxx?xxx?3?xxx::&?xxx?xxx?xxx?xxx?4::&?xxx?xxx?xxx?3?xxx::This would be almost always if Joe had more "time in the day".&?xxx?xxx?xxx?xxx?4::&?xxx?xxx?xxx?xxx?4::&?xxx?xxx?xxx?xxx?4::&?xxx?xxx?2?xxx?xxx::I think this is driven by a very complex and ridiculously unrealistic schedule.  I know Joe tries to make time, but his schedule continues to appear more and more not his own.&?xxx?xxx?xxx?xxx?4::Joe harps on this and does take the bullet when he recognizes his faults and challenges.  This is a strong quality of leadership that I wish more leaders demonstrated.&?xxx?xxx?xxx?3?xxx::With an unrealistic schedule, I believe Joe does his best.&?xxx?xxx?xxx?3?xxx::&?xxx?xxx?xxx?3?xxx::&?xxx?xxx?xxx?3?xxx::&?xxx?xxx?xxx?xxx?4::Joes empathic abilities make him a very easy person to approach and dicuss any and all professional and personal challenges facing employees.&?xxx?xxx?xxx?3?xxx::&- Increase clarity with delegation to ensure his expecations are met.
<BR>- Openess with direct line managers if the higher message is conflicting with his division goals.
<BR>- More one on one interaction with branch chiefs to ensure his vision and goals for the division are clearly understood at the person to person level.::
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