Copy
Next Leader Now is a customizable, research- based development approach implemented in small groups of high-potential peers that is delivered over 15 months to build the muscle memory habits they need to mature into key organizational decision makers.
View this email in your browser

Solutions 21 Weekly Insights

If you can only read one thing this week...

Next Leader Now Spotlight: Donny Tennyson

by Eve Pyle | Posted on October 12th, 2016


Next Leader Now is a customizable, research-based development approach implemented in small groups of high-potential peers that is delivered over 15 months to build the muscle memory habits they need to mature into key organizational decision makers. Using performance feedback tools, quarterly workshops, one-on-one coaching, peer engagement, online reinforcement, and our Personal Strategic Plan process, we work with each candidate to ensure that your future Millennial leaders are well-prepared to build on your business legacy. 

Want to see what it's all about? The Solutions 21 Next Leader Now Spotlight highlights one of our current Next Leader Now participants. Meet Donny Tennyson.


Donny Tennyson is 31-year-old Senior Project Manager at JE Dunn Construction, a company founded by John Ernest Dunn (Ernie) in Kansas City, Missouri in 1924. What began as a small, family-run residential contractor would eventually grow into one of the top general building contractors in the country with approximate annual revenues of $2.7 billion and 20 office locations coast-to-coast. In 2015, JE Dunn Construction was ranked the tenth largest general building contractor in the United States. Today, JE Dunn Construction is a leading provider of construction management services, design-build, and integrated project delivery. Its time-honored tradition of delivering construction in a manner exceeding the expectation of clients holds true. 


Five Questions with Donny Tennyson

Title aside, what would you say it is that you do in your current position?
I work within a specialized group of JE Dunn Construction that focuses on design-build medical/dental facilities for the U.S. Army Corps of Engineers. In my current role, I manage people, budgets, contracts, schedules, documentation, etc. for these projects, along with our office and site teams. Currently, my primary responsibility is to give oversight to our primary Project Manager(s) on each project and to work on enhancing the relationships with our government clients on each project. 

How do you see your experience in Next Leader Now making you a better boss going forward?
My main takeaway from the Next Leader Now program, thus far, is being able to recognize the different characteristics that people possess based on the DiSC assessment. By learning about the components of this assessment, I find myself trying to identify where my colleagues, clients, etc. fit within the DiSC descriptors in order to enhance my ability to communicate in a way that will be understood and impactful. Read the rest at the Solutions 21 Blog >
 

Great Reads from Around the Web

  • As Work Changes, Leadership Development Has to Keep Up
    Harvard Business Review
    Why you should read it: Because "the expectations of leaders — truly understanding the work, how it can be executed now and in the future, and the cost, capability and risk implications of current and future work options — are increasing exponentially" and "upskilling leaders to navigate through this new world of work requires a reboot on how leaders gain and use their experiences." Take a look at how leadership development is adapting to today's ever-changing workforce.
     
  • Do You Understand What Accountability Really Means?
    Harvard Business Review
    Why you should read it: Because accountability is a dial with five steps. "You start at the low end, and then turn up the dial if necessary." As a leader, do you effectively practice the five steps of accountability?
     
  • The Key to Adaptable Companies Is Relentlessly Developing People
    Harvard Business Review
    Why you should read it: Because "it is one thing to be relentless about continuously improving the processes by which work gets done; it is quite another – and every bit as necessary – to be relentless about continuously improving the people who do the work." Take a look at how the three successful companies outlined in this article support the intentional development of their people and have a established a culture of a "DDO," or a "Deliberately Developmental Organization."
     
  • Want to Attract The Right Job Candidates? Repel The Wrong Ones
    Fast Company
    Why you should read it: Sneak peek: "Effective employer branding both attracts and repels. Do it right, and you may actually have fewer candidates applying to open positions, not more. But they'll be making more informed decisions about your organization, so they'll be likelier to go through the full interview process and ultimately accept an offer. In this case, less really is more."

What is this?

Each week, Solutions 21 brings you the latest discussions and dissenting opinions on the topics of building better bosses, shaping strategies, and preparing people to ensure that you're ready for what's next. Not your cup of tea? Unsubscribe anytime.
Copyright © 2016 Solutions 21, All rights reserved.


unsubscribe from this list    update subscription preferences