Jeffery David Whippo PowerPoint PPT Presentations

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Jeffery David Whippo, a well-educated leader of teams and people, feels that team effectiveness can be best understood in terms of inputs, processes, and outcomes. He says that by identifying certain process problems in teams, leaders can use the TLM (Team Leadership Model) model to diagnose appropriate leverage points for action. The TLM, he explains, is a mechanism to help identify what a team needs, to be effective and points the leader either toward roadblocks or toward ways to make the team even more effective than it already is. Within the TLM model, there are three critical functions for team leadership which are Dream, Design and Develop.

Dr. Jeffery David Whippo, a successful business educator and leadership expert, explains that leaders are both formal and informal within organizations. Followership, Whippo says, is the process of being directed and guided by a leader. According to him, leaders should never underestimate or forget about the importance of having followers that trust their direction and that will act in an effort to accomplish the set goals and objectives.

Jeffery David Whippo explains that in order to create a successful Development Pipeline, organizations must be willing to put the time and effort into specifically laying out not only the task responsibilities of each job category, but also the required leadership profiles that are needed. He says that the Development Pipeline must function in collaboration with the company’s leadership development program, if one exists. He details that the Development Pipeline and the Leadership programs within the organization have to ensure that there is alignment on leaders’ competencies, work values, and time applications that are commensurate with their positions.

Jeffery David Whippo, an expert in the field of Educational Psychology, says that the motivation for individuals to move upward within the organization varies from person to person. According to him, there are many different reasons from the standpoints of psychology and socialization for individuals to want to lead others. Whippo explains Six Composites that John B. Miner identified as Motivations to manage.

Jeffery Whippo shares five steps that he believes a company must take to ensure that they are able to create a successful framework for making a truly objective appraisal of its strengths and weaknesses- A company must recognize that the process of defining strengths and weaknesses is primarily an aid to the individual manager in the accomplishment of his/her task; It must develop lists of critical areas for examination that are tailored to the responsibility and authority of each individual manager; It must make the measures and the criteria to be used in evaluation of strengths and weaknesses explicit so that managers can make their evaluations against a common framework; It must recognize the important strategic role of defining attributes as opposed to efficiency or effectiveness; and There must be a clear understanding of the difference in the use of identified strengths and identified weaknesses.

Jeffery Whippo is a professional educator and expert in leadership development. He says Fiedler classified 3 sub-elements in determining favorability: leader-member relations, task structure, and position power. He believes that the relative weights of these three components are taken together so that they can be used for creating a continuum of situational favorability.

A leader in the Educational Psychology community, Dr. Jeffery D Whippo feels that values play a very critical role in a person’s overall psychological makeup and are learned through the socialization process. He believes that due to the fact that values become learned and internalized through the socialization process, there are several factors that influence both individual and collective beliefs and values. These include - Culture, the Media, Environment, Gender, Religion and Spirituality, and Family. According to Jeff Whippo, these influences, along with many others play a huge role in the development of values within our specific culture in the developed and industrialized world in which we live in.

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Dr. Jeffery D Whippo is a respected business professional and educator. He says that it is specifically the internal corporate venturing process that consistently makes 3M such an entrepreneurial company. At 3M, Jeffery explains, entrepreneurship is clearly encouraged.

Jeffery D Whippo grew up as a Dodger fan but his love of baseball changed dramatically after he watched Boston Red Sox play against the Toronto Blue Jays in the year 1995. Jeffery D Whippo went to see this game with one of his friends on one of the off weekends during the testing of a black military project. He was amazed to see how unlike in California, everyone around him was so excited about the game. The Sox win 5-0 that day and Jeffery was now a Boston Red Sox fan for life.

Jeffery D Whippo, a well-educated leader of teams and people, feels that team effectiveness can be best understood in terms of inputs, processes, and outcomes. He says that by identifying certain process problems in teams, leaders can use the TLM (Team Leadership Model) model to diagnose appropriate leverage points for action. Within the TLM model, Jeffery D Whippo describes three critical functions for team leadership which are - Dream, Design and Develop. He explains that in TLM, the major leadership functions of Dream, Design and Development are applied through inputs and context. Achieving team effectiveness, he implies, requires paying attention to all three of these critical team leadership functions.

Jeffery Whippo is a professional educator and a developer of people, teams, and leaders. As a successful Leadership and Coaching consultant, he feels that coaching is simply the process of giving people the tools, knowledge and opportunities they need in order to become more successful. Jeffery Whippo explains that coaching requires the blend of several different leadership skills. Jeffery Whippo indicates that there are five steps of coaching that when followed not only give the leaders a good road map to follow, but also a diagnostic model for improving the skills of their trainees.

Jeffery Whippo, Ph.D., D.B.A who is an expert in the subject of leadership, states that one of the most critical tasks of an organization is to cultivate its leadership development pipeline. He says that successful companies have found that by combining succession planning and leadership development in to a “development pipeline”, they are able to create a process for the long-term management of the talent roster across the organization. Jeffery further explains that the Development Pipeline must function in collaboration with the company’s leadership development program, if one exists. Dr. Jeff Whippo says that the Development Pipeline and the Leadership programs within the organization have to ensure that there is alignment on competencies, work values, and time applications which are commensurate with their positions so that failures in demonstrating established competencies can be identified quickly.

According to Jeffery Whippo, Disinformation is the deliberate spread of misleading information designed to deceive. Jeff Whippo shares that The Soviets perfected the art of creating disinformation or “fake news” and even mapped out the 7 commandments of dezinformatsiya.

Well-known business professional Jeffery Whippo believes that a lot of the failures that Kmart witnessed during its battle with Wal-Mart were due to the attitude of their CEO, Joseph Antonini. He describes how Antonini, having climbed through the Kmart ranks to his position of CEO felt that he had all of the answers. The CEO made it a point to not hire from outside of Kmart for management level positions because he did not want anyone coming into the company and challenging his decisions.

Jeffery D Whippo, an expert in the fields of Leadership and Organizational Development feels that one of the most effective ways to study and identify behaviors of effective and ineffective leaders is to get feedback on the leader utilizing a multi-rater feedback tool. He says that the 360-degree or multi-rater feedback survey is the most common tool used for assessing leader behaviors. He explains that these feedback mechanisms consist of a set of questions that are derived from the specific leadership skills behaviors that the organization believes are important to assess. The feedback from these surveys is collected from subordinates, peers, business partners, and other leaders within the organization.

Jeffery D Whippo is a well-educated professional who has detailed the industrial organization viewpoint of competition. He states that the position of a business in any marketplace or industry depends on the industry environment in which it competes. The industry environment consists of the structure, conduct, and performance of the businesses within that marketplace.

Jeffery Whippo, a professional educator and organizational leadership expert specifies that research done by McKinsey & Company has shown that 70% of all change efforts that are attempted within organizations fail. He says that even with intense change from corporate reorganizations, new software systems, and quality-improvement projects, this failure rate has been consistent for decades. Jeffery Whippo feels there are four reasons for failure that leaders can look to in order to proactively work to reduce the chance of failure- Lack of Knowledge, Lack of Skills and Practice, Hidden Conflicts working against Change, and Culture working against Change.

Jeffery Whippo, a well-educated professional and expert in the field of Organizational Development feels that one of the most effective ways to study and identify behaviors of effective and ineffective leaders is to get feedback on the leader utilizing a multi-rater feedback tool. Jeff says that the 360-degree or multi-rater feedback survey is the most common tool used to assess leader behaviors. Jeffery Whippo explains that these feedback mechanisms consist of several groups of questions that are derived from the specific leadership skills behaviors that the organization believes are important to assess. According to Jeff Whippo, with proper coaching and a leader that is willing to hear feedback and work on development strategies, these feedback mechanisms can prove to be extremely useful tools in creating successful leaders.

According to professional educator and business leader Jeffery Whippo, Abraham Maslow’s Hierarchy of Needs came about through his study of human motivations. He says that Maslow characterized these motivations into a hierarchal list of needs that can be used for developing a style of leadership that meets the needs of their employees, by inspiring workers to be their best by filling their needs through personal development. Jeffery Whippo feels that from a leadership perspective, Maslow’s Hierarchy of Needs can guide leaders in refining their leadership styles for meeting the specific needs of their followers.

Jeffery Whippo a professional with many years of success leading business organizations feels that businesses introduce multiple products into a market for two key reasons- Multiple products may be introduced in an effort to seek growth by offering varied products in different segments of the market. Businesses introduce multiple products in order to avoid competitive threats to a single brand. On the word of Jeffery Whippo, in order for businesses to be able to introduce multiple products into the market they must have sufficient managerial and financial resources. Jeffery goes on further to indicate that companies also need to ensure that they are not violating any antitrust laws if by introducing an additional brand increases its share of the market significantly.

Dr. Jeffery Whippo, Ph.D., D.B.A., shares his views on how the 1984 Modified Final Judgment on the Structure of the Telecommunications Industry led to progressive deregulation. He explains that the AT&T breakup (Modification of Final Judgment, "MFJ") in 1984 resulted in competition in manufacturing, long distance, and information services, while it kept the regime of regulated monopoly in local telephony. Jeffery Whippo explains that the direct effect of the breakup of AT&T was competition in long distance. Since that time, mergers have reduced the number of RBOCs to four: Verizon, Qwest, BellSouth and SBC. Dr. Whippo says that in parallel, the wireless telephony grew to great success.

Jeffery D Whippo feels there are four reasons for failure that leaders can look to in order to proactively work to reduce the chance of failure:- Lack of Knowledge, Lack of Skills and Practice, Culture working against Change, and Hidden Conflicts working against Change. The trick for leaders to help prevent failure due to lack of knowledge is to simply apply what they already know in a more effective manner. Secondly, he implies that deliberate practice is essential to successfully leading change efforts and that guided practice with the ability to make mistakes and discuss processes is critical to adult learning.

Jeffery D Whippo, a well-educated expert in the areas of Educational Psychology and Leadership explains that the Stanford prison study was conducted by Philip Zambardo in 1973 to investigate how readily people would conform to the roles of both guard and prisoner during a role-playing exercise that simulated life in prison. From a psychological standpoint, Jeff Whippo believes that what Zambardo wanted to study was disposition vs. situation. Jeffery D Whippo suggests that the dispositional hypothesis would be confirmed if the prisoners and guards in the experiment behaved in a non-aggressive manner, conversely if the behavior of the guards and prisoners during the role-playing experiment was the same as in a real prison, the situational hypothesis would be confirmed.

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