Essay About  Certificate Of Appreciation And John Clendenin

Xerox Case
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John Clendenin:
Clendenin had to move from head of Xerox’s MDC to a staff support position on Hewitt’s staff.
(But the intention of this wasn’t communicated well.)
He’s proud of the accomplishments he and his staff made in DC
Strengths:
 genuine, has good knowledge of people’s psychology, empathetic
 change maker
 sociable (activities)
 certificate of appreciation (recognize others’ strengths)
 trustworthy
 good mediator
 able to make his ppl have fun with what they’re doing
 treat people equally
 tactful (make ppl have overlapping responsibilities, double task-takers)
 strategic networking skill
 Ambitious. sociable, concern others, formal attire
 What he learned from Marine Corp can be translated into Xerox
 Insightful, MSDC could achieve goals
 good hiring decisions
 good MDC leader, built cohesiveness (Golf, motto), sense of shared goal, realizing that
workplace satisfaction correlates with productivity
 He doesn’t want to take credit, level 5 leaders, humble, value the shared sense of
achievement
 Step forward to take extra responsibility
 tight on budget, no money to hire waiter, serve the food on the tables, no sense of superiority,
resourceful, pull it off
 Tactful, manipulative not in a obnoxious way.
Concepts:
Self-awareness:
Self-driven:
Weaknesses:
 Not forceful enough, (dragon stamp, not strong) so while being nice and friendly makes
him look less imposing it also make him look less authoritative
 Not clear: demotivating for the job who’s not picked, create competition
 John developed his team by overlapping job responsibilities of his direct staff. He did it
purposely so we could not accomplish the job without others. It bxstrated us because
boundaries