A leader that I know that has inspired stakeholders on multiple occasions has taken the time to communicate with the stakeholders in multiple ways.  Some times individual meetings. Sometimes through presentations and sometimes through emails.  It is always done in a respectful manner and this person always thinks deliberately about the process.  Thoughtful responses are given and consistent follow up always. 

I had a staff member that wasn't acting on things that needed to be acted on.  Communication was happening, but I don't think it was in the way that worked for them.  It was mostly communication in person in meetings.  We went to a system that documented what needed to be done and then when it was done it was also documented. T his worked out well for the individual.  They just needed a different mode of communication.  My advice is to keep trying to find different ways to get through to people.  Everyone is different and may need different modes of communication.  

I think that the follow up to a meeting is so important.  Everyone usually just moves on from a meeting and forgets what their take aways were or what their action steps were supposed to be.  Then, when you meet again, it's like starting all over again.  It can be a complete waste of time.  Especially if someone is passive aggressive about what they are supposed to do.  A meeting follow up summary can resolve this issue. 

I have taken part in numerous leadership training programs and coaching opportunities. I think it is essential to keep your skills current and to reflect on who you are as a leader as well as how you practice being a leader.  Everyone has the ability to grow and leadership is one that must be practiced and reflected on regularly 

 Job analysis can be most effectively applied in the Mohawk Valley’s advanced manufacturing, healthcare, construction, logistics, and education sectors to better align workforce training with employer needs. It helps define the skills, duties, and qualifications for specific jobs, improving hiring, training, and retention. Communicating the benefits to stakeholders involves showing employers how it reduces hiring time and increases productivity, while helping colleges align programs with real-time labor demands. Workforce boards and policy makers use labor market information (LMI) to target investments and training where they’re most needed. For job seekers, job analysis and LMI offer a clear roadmap to in-demand careers and the skills required to succeed.  I think we do a pretty good job at this in the Mohawk Valley.