The coaching process may pay great dividends in developing employee present needs, creating a group of future leaders, supporting employee satisfaction, and creating a talent pool for a succession plan. Coaching is a partnership in which the trained and experienced coach guides and develops the coachees to achieve goals. The coach helps the coachees think of what they had not thought of, said, dreamed or created. The coach helps to expand coachee thinking and experience life in new ways. The coaching process supports an increased awareness by the coachees to understand what they are doing right and to develop alternative thinking and acting.
Performance coaching is now very common and mandatory for all. Everyone wants to achieve more success in life but is it that easy without any coaching? Well, I don’t think so. Let’s have a look why coaching is important and some essential key elements in performance coaching. Also you can find here few steps that need to follow to enhance your critical skills for setting and achieving goals.
Performance coaching is now very common and mandatory for all. Everyone wants to achieve more success in life but is it that easy without any coaching? Well, I don’t think so. Let’s have a look why coaching is important and some essential key elements in performance coaching. Also you can find here few steps that need to follow to enhance your critical skills for setting and achieving goals.
IPDC Training - Self Management in The Workplace (Achieve Personal and Profes...IPDC Training Institute
IPDC has been facilitating a considerably numbers of public trainings and in-house training programs in Performance Management and Appraisal Skills for the last 15 years
Teachers need practical and and quick-to-implement strategies to teach self-management to children. Many people are familiar with self-management through Walter Mischel's Marshmallow test. (Some people call it self-control or self-regulation.)
Self-management is a key enabler for all learning (for children and adults!) whether for academic subjects, other content areas, or skills like playing a musical instrument. Self-management allows students to follow through on plans to complete assignments, study for tests, and manage their emotions to stay focused in class.
This presentation is one small piece of a growth mindset toolkit for educators (and parents) developed by Transforming Education. For more information, please visit: http://transformingeducation.org/growth-mindset-toolkit/
This is an incredible time to be a woman in business! There are so many opportunities to turn and expand our passion into a thriving, lucrative business even in the midst of the today’s economy. Those of us who have had experience in corporate settings may have been taught that in order to get ahead financially, we must operate with the mindset of a man. This couldn’t be farther from the truth. I believe we can be authentically feminine, fabulous and financially free. The reason many women entrepreneurs may not experience this is that there are several components missing from their business. During this seminar, I will discuss some of those components and provide action steps that you can implement immediately to begin seeing positive, measurable results. Here are a few topics we will address to get you on your way to Charging What You Are Worth...Without Apology:
1. Getting clear On Your "Big Why"
2. Understanding Your Uniqueness and How It Benefits Your Clients
3. Know Your Value, Understand Your Worth
4. Setting Things In Order
Leader as Coach: from GROW Coaching to FLOW CoachingTim Coburn
A one page comparison of GROW Coaching and FLOW Coaching. The advantages of FLOW Coaching show how it could give leaders are more effective coaching tool than they currently use.
Collaborative Coaching
Is it the coach’s job to support the client to achieve happiness and satisfaction or to give the client options from which to choose?
What are the coach’s responsibilities and what are the client’s responsibilities before, during, and after coaching?
Can a coach help the client achieve happiness?
Barry Schwartz’s video Paradox of Choice set an interesting perspective that if you have low expectations you will be happier. That could be understood in the reverse as high achievers have higher levels of frustration because they do have high expectations for themselves and others. People who want to work with a coach are usually high achievers. So what is a Collaborative Coach to do in helping clients’ achieve happiness; help them set low expectations?
Is it the coach’s job to support the client to achieve happiness and satisfaction or to give the client options from which to choose?
What are the coach’s responsibilities and what are the client’s responsibilities before, during, and after coaching?
Can a coach help the client achieve happiness?
IPDC Training - Self Management in The Workplace (Achieve Personal and Profes...IPDC Training Institute
IPDC has been facilitating a considerably numbers of public trainings and in-house training programs in Performance Management and Appraisal Skills for the last 15 years
Teachers need practical and and quick-to-implement strategies to teach self-management to children. Many people are familiar with self-management through Walter Mischel's Marshmallow test. (Some people call it self-control or self-regulation.)
Self-management is a key enabler for all learning (for children and adults!) whether for academic subjects, other content areas, or skills like playing a musical instrument. Self-management allows students to follow through on plans to complete assignments, study for tests, and manage their emotions to stay focused in class.
This presentation is one small piece of a growth mindset toolkit for educators (and parents) developed by Transforming Education. For more information, please visit: http://transformingeducation.org/growth-mindset-toolkit/
This is an incredible time to be a woman in business! There are so many opportunities to turn and expand our passion into a thriving, lucrative business even in the midst of the today’s economy. Those of us who have had experience in corporate settings may have been taught that in order to get ahead financially, we must operate with the mindset of a man. This couldn’t be farther from the truth. I believe we can be authentically feminine, fabulous and financially free. The reason many women entrepreneurs may not experience this is that there are several components missing from their business. During this seminar, I will discuss some of those components and provide action steps that you can implement immediately to begin seeing positive, measurable results. Here are a few topics we will address to get you on your way to Charging What You Are Worth...Without Apology:
1. Getting clear On Your "Big Why"
2. Understanding Your Uniqueness and How It Benefits Your Clients
3. Know Your Value, Understand Your Worth
4. Setting Things In Order
Leader as Coach: from GROW Coaching to FLOW CoachingTim Coburn
A one page comparison of GROW Coaching and FLOW Coaching. The advantages of FLOW Coaching show how it could give leaders are more effective coaching tool than they currently use.
Collaborative Coaching
Is it the coach’s job to support the client to achieve happiness and satisfaction or to give the client options from which to choose?
What are the coach’s responsibilities and what are the client’s responsibilities before, during, and after coaching?
Can a coach help the client achieve happiness?
Barry Schwartz’s video Paradox of Choice set an interesting perspective that if you have low expectations you will be happier. That could be understood in the reverse as high achievers have higher levels of frustration because they do have high expectations for themselves and others. People who want to work with a coach are usually high achievers. So what is a Collaborative Coach to do in helping clients’ achieve happiness; help them set low expectations?
Is it the coach’s job to support the client to achieve happiness and satisfaction or to give the client options from which to choose?
What are the coach’s responsibilities and what are the client’s responsibilities before, during, and after coaching?
Can a coach help the client achieve happiness?
Training Slides of Coaching and Counseling for Peak Performance, discussing the importance of Coaching.
For further information regarding the course, please contact:
info@asia-masters.com
www.asia-masters.com
From your reflective blogs throughout the semester think about the.docxshericehewat
From your reflective blogs throughout the semester think about the content that was most impactful. You will write one reflective commentary which will include an overview of what you learned. The paper should be approximately 3 pages.
· Introduction—An overview of your paper’s layout (typically one paragraph)
· Overview- Synthesize key concepts that spoke to you covered in the chapters and lectures (not a chapter by chapter synopsis—just overview and integrate key concepts that you covered within
your blogs). (NO MORE THAN ONE PAGE)
· Lessons Learned—What key take away did you gain from this course through the self-
assessments and the discussion board? What best practices did you learn about that you hope to
exercise? What did the self-assessments teach you about yourself?
· Personal Action Plan—How will you apply what you learned from this course? What are your
strengths and weaknesses and how will you work to improve your managerial skills?
The overview and impact section should draw upon what you have learned thus far in the course. It will be helpful to review the chapters before completing this assignment and jot down key take always from lectures and blogs. Your personal action plan should include specific things you will do and work on as a management professional. You should include at least 3 actionable items that you will address over the next year.
MGMT 303: Grading Rubric for Reflective Commentary
Criteria Unacceptable Developing Competent Exemplary
1.Introduction (5 pts)
Content is absent or no clear direction
In part, content lacks full development and direction
Provides descriptive information with supportive structure
Clearly outlines the paper and provides clear direction for reader.
2. Overview of Content (10pts)
Content is absent or understanding of the concepts are not apparent
Attempts to demonstrate understanding of the concepts, but aspects are confused or underdeveloped
Exercises basic analytical skills in determining the key change concepts
Aptly synthesizes the concepts of management; uses high level critical analysis skills supported with convincing arguments
3. Lesson Learned (10pts)
Content is absent or does not address the issues at hand
Identifies, the application of methodologies in practice; analysis is incomplete or unsubstantiated
Thoroughly identifies and compares the application of methodologies in practice; reasoning is defensible
Exhaustively Identifies, compares, contrasts the application of methodologies in practice; exercises critical reflection and conducts comprehensive analysis
4. Personal Action Plan (10pts)
Content is absent or information does not demonstrate understanding of the subject area and no application
Discussion is incomplete; there is limited analytical support for proposed personal action to be taken
Thoughts and ideas are clearly expressed and represent reasonable plan of action
Presents clear and definitive managerial approaches that represen ...
Five Tips for Effective Coaching QuestionsCenterfor HCI
People often get confused between coaching conversations and other conversations. As a matter of fact, both are different. The difference lies between the number of questions asked and the type of questions asked. For making a good coaching question, there are several important tips. Follow them and see how the conversation opens up.
Coaching is maybe the most efficient method of increasing performance offered to managers, team leaders, as well as colleagues. This post specifies coaching and describes a procedure for reliable coaching.
Module 4 - HomeSPECIAL CASES IN COACHINGModular Learning Outco.docxroushhsiu
Module 4 - Home
SPECIAL CASES IN COACHING
Modular Learning Outcomes
Upon successful completion of this module, the student will be able to satisfy the following outcomes:
Case
Wrap up your coaching session, and receive feedback from the coachee.
SLP
Create a PowerPoint presentation with a voiceover to serve as a briefing of the leadership Growth Plan to your supervisor and/or mentor.
Discussion
Compare and contrast different approaches to coaching when working with different types of professions. Evaluate your learning and progress in developing coaching skills.
Module Overview
There are two types of coaching situations that present special challenges to coaches: Coaching the high performer and coaching the problem employee. Let’s face it, top performers can sometimes be difficult people. The question is how to keep them motivated while addressing some dysfunctional behaviors. People who have a high need for success do not always handle criticism well. However, for the sake of the other employees, patterns of bluntness, impatience, condescension, and sometimes bullying must be addressed.
In this module, you will learn a four-step process of coaching top performers that relies on the DISC assessment, a tool frequently used in coaching executives and “C-suite” executives (CEO, CFO, COO, CIO, etc.). The focus of this process is on developing interpersonal skills, such as listening, showing respect, compromising, and discussion of ideas with tact and diplomacy.
At the other end of the spectrum is coaching the problem employee. This employee is generally underperforming, and the stress of trying to extract a reasonable level of performance can take a toll on the manager and the productivity and morale of an entire office or unit. Frequently, despite the best efforts of the manager, the inevitable result is termination. However, in this chapter, we will look at a 7-step process where the leader/coach may be able to forge a positive relationship and encourage motivation and performance.
Module 4 - Background
SPECIAL CASES IN COACHING
Required Reading
Special Cases in Coaching
All articles on the home page, this page and the case/SLP page are required unless otherwise noted.
Coaching Top Performers
Up until now, our focus has been on coaching employees to improve performance. However, with top performers, the goal is not to improve performance, but to improve interpersonal skills and relationships. Another goal is to help the top performer understand that established rules and procedures are important and also apply to him.
Interpersonal skills
Top performers tend to be highly driven and may resist working with others who they perceive as being less capable and less hard working. They may avoid working on teams because they feel the others will “drag them down”. Since organizations today rely heavily on interdisciplinary and cross-functional teams to get work done, top performers are going to have to be coached to be able to work ...
Gestalt Coaching Presentation for INTAGIO - UpdatedNaoum Liotas
A presentation for discussion in INTAGIO Annual Gathering 2015 in St. Petersburgh, Russia where I was able to obtain some feedback for the thoughts and ideas contained herein.
This program teaches managers how to convert their conversation into coaching conversation. Imbed it in their day to day conversation with teams to ensure high performance, ownership and engagement amongst the team.
This program focuses on What, Why and How of Coaching. Easy to learn, understand and apply.
This brief overview of coaching programs is for those who want a new job, new career, or a new way to flourish in today's hectic workplace. As well as high-performers who lost their way in this economy.
If you are a stay at home mom or dad and looking for a suitable career we are here to help.
What is today’s leadership struggle? It seems people with loud voices are overshadowing true leaders. The loud bombastic attackers, those who label others are being called leaders. In some ways loud bombastic leaders show some of the above defined leadership qualities, but really are self-serving idealogues (fanciful untruthful ideals) and do not care about nor support followers.
Can you have a leader without any followers? No, followers fulfill the definition of leadership. Leaders need to have: goals, followers who actively support goal achievement, and followers who know how to take the right actions. The leader follower relationship is fulfilled when both are knowledgeable, open, caring, approachable, supportive, transparent in communication, committed to take the right actions, and authentic. Followership is defined as the willingness to cooperate in working toward the accomplishment of defined goals while demonstrating a high degree of interactive teamwork. Effective followers are active participants (partners) in creating and fulfilling the leadership process. Followers permit leaders to establish and keep themselves in control of a situation that is productive, efficient, goal oriented, and people-oriented. Once during an interview, I was asked if leadership is measurable. I said yes, leaders can turn around to see if anyone is following, goals are achieved, and people are energized.
Resilience is the process of adapting well in the face of adversity, trauma, or significant sources of stress. Resilience means bouncing back from difficulties.
The philosopher Epictetus said “we suffer not from the events in our lives but from our judgment about them”
Leadership studies indicate that as much as 26% of what it takes to be promoted and be an effective executive depends on Executive Presence (Center for Talent Innovation, www.talentinnovation.org). What is Executive Presence? It is “looking and acting the part,” and can depend on specific leadership organizational cultures. Executive presence is not just a construct of a position but is predicated upon how a person presents him/her self. The communication of issues, responses and reactions to situations, and the impact a person has on an organization are part of the executive presence concept.
Why choose the topic of Lousy Leaders? Most of us say that we want to follow the Great Leaders, that we struggle to find Great Leaders with character, who care about people and their organizations. However, we say that those who are most prominent are the leaders who only support themselves and want to satiate hidden desires of power, acquisition, recognition, and accolades for themselves. One of the problems with Lousy Leaders is how they acquire their positions! Maybe accepting Lousy Leaders is part of a new standard in our new society. Society appears to support or create a level of leadership acceptance. Chosen leaders seem to replicate and be predicated on our society. Based on this idea, we are a society in turmoil and one of divisiveness. Do you think Lincoln, Teddy Roosevelt or Churchill would thrive in this society? Do we, in actuality, support Great Leadership whose proponents exhibit visionary competence, integrity, morality, inclusive growth and development of followers, fairness, and humanistic care of others? Or, do we support the acceptance of political pandering and the desire to have some kind of tribal loyalty, even if it is to a Lousy Leader? In this age of emotional isolation brought about by over-reliance on devices, belonging to something, anything, gives people a group identity, the “us versus them” ideology.
As we watch corporate and political leaders navigate the obstacles of the present day, we are struck by how many leaders are truly lousy. Definition of a Lousy Leader, an intimidator who accuses, who doesn’t listen, is not organized, presents no vision, does not build relationships, takes credit for everyone’s work, does not motivate, and is an impromptu speaker. What are the secrets of lousy leaders? What do lousy leaders all have in common?
Trying to understand how organizations work is a topic of many books and articles. As these authors point out, each organization has distinct strengths, limitations, and unique processes for providing products, technology, and services. An organization may be defined as two or more people focused toward common goals. Yet as organizations become larger, the focus toward the common organizational goals becomes more departmentalized and less organizationally focused. To lose sight of the organizational goals in favor of day-to-day performance and money is a predicament for leaders. The lack of common direction causes organizations to lose time, money and customers.
Millennial managers and executives are confronted with an aging workforce that is well established in a performance status quo. New technologies are driving change in the workplace and many employees from the aging workforce are putting in time until they retire. What should the millennial manager/executive do to be effective and maintain and enhance productivity and efficiencies? The majority of the employees are older than the millennial managers and executives. There are always new projects that have to be completed and tasks delegated to others within the organization, and many times employees do not have a sense of urgency, or don't really listen to the project deliverables until the X or boomer director steps in and leads the project. Millennials have been placed in a precarious position since technology has thrust them into executive management roles. In the technologically driven workplace world, this is an increasing problem as younger yet experienced millennial managers come on to the scene. Millennial executives are not being disrespectful to anyone, but it's hard when they are trying to get the job done and no one will listen!
What is an Indecisive Leader? What do leaders do that make them indecisive? Do indecisive leaders know they are indecisive or is it their style of leading? Indecisiveness is the inability or reluctance to make decisions in general or to come to a decision about something in particular thereby producing no clear results. What causes a leader to be indecisive, not wanting to make a decisive choice? Most likely it is the conscious or unconscious ideation that by not making a definitive choice, the leader cannot be ridiculed for a decision, moving in a given direction, and or for the consequences of decisive action.
Over the years I have encountered many people in leadership positions who are totally ineffective. Why? Is it because they are not bright, not passionate presenters, and or not able to build strong relationships? Generally, these characteristics alone do not condemn one to a lifetime of ineffectiveness. In fact, the Ineffective Leader could be very bright, articulate and benevolent or well liked but still ineffective. How can that be, and why do Ineffective Leaders not know they are ineffective? The answer is that many leaders are confused as to what leadership is. Leadership does not always require rendering opinions or stating ideas with confidence in meetings, nor is it an acquired organizational position. There are many people in leadership positions that effectively communicate ideas but do nothing. They communicate doom and gloom, creating a culture of crisis, indicating that a disaster is pending and all need to fight to survive but they never lead the fight. That burns employees out, and the Ineffective Leaders go on their unsuccessful ways, never communicating the solution. If you build an army of 100 lions and their leader is a dog, in any fight the lions will die like a dog. But if you build an army of 100 dogs and their leader is a lion, all dogs will fight like a lion. Napoleon Bonaparte
What is a Fake Leader (FL)? It is someone disguised as a person in a leadership position who focuses on self and not the organization or ultimate good of people. It’s someone caught in minutia and is incapable of seeing the big picture, someone who misses the needed day-to-day facts to support growth and well-being of people and the organization. A person in a leadership position, who renders opinions without substance, does not inspire followers to achieve a vision, nor inspire followers to want to work together as a team. Fake Leaders talk a good game and produce very little. They are focused on self, money, and self-aggrandizement. They confuse a vision of hope with threatening statements and forecast a better place for followers through half-truths and retracted statements, with promises that we will be told the rest of the story in a few days.
Do you ever wonder how some people get promoted to a leadership position? Who did these people know to become a VP or Director in the organization? Billions of dollars are spent on training present and future leaders: there are special events for executives at prestigious universities, full day trainings for middle managers, but how is that benefiting the employees in the workplace? Executives get sent to warm places in the winter and cool places in the summer. How is that advancing the workplace and helping employees grow and develop? Who holds leaders accountable for follow-up debriefs or action plans from executive/partner/manager retreats and or full-day trainings? Have you ever had executives or managers come back to your office from a workshop, a retreat or a training session and relate what they learned and how it will make the workplace better for all? New supervisors want to start their careers and follow in the footsteps of the present leaders. What kind or role models are in the workplace today? There are some great leaders but those lousy leaders seem to overshadow them. With all the money spent on leadership training, one would think leaders would be: brilliant, philosophical, kind hearted, understanding, caring, competent, confident, people-oriented role models, and mentors who are compassionate. However, all too often we see lousy leaders who are self-oriented, greedy, who waste time in unproductive meetings, unable to appropriately give feedback and are only fair presenters who do not inspire. Many people in leadership positions think because they are knowledgeable, they can lead. Here is the truth about lousy leaders.
A group is comprised of individuals who meet to discuss issues, problem solve, or to inform. A real team, however, is defined as people coming together for a common purpose, setting clear goals, and establishing priorities. The team leader and team members define roles for individual members, utilizing individual strengths and nurturing synergism (working together) to create a unified plan of action in order to achieve identified and measured results. Team members learn to depend and rely on other team members to demonstrate their talents and support the team.
Is Performance Appraisal: Salary Justification or Employee Development? Gatto Associates, LLC.
Is Performance Appraisal: Salary Justification or Employee Development?
I was coaching a mid-level executive last week and we together reviewed his performance appraisal document that had just been given to him by his boss. In fact, his performance appraisal was anything but an appraisal of his performance!
Ahh, Meetings: the great alternative to work. As conventional wisdom goes, if you want to be busy, do nothing, produce little to nothing, and yet get paid, set up and attend meetings.
Large companies spend millions of dollars on SAP, ERP, Quality, and ISO processes, but do these practices really work? Or, are they like the latest medical wonder drug before the recall because of bad side effects? Such processes can create an approach to work but they only work equal to the leadership’s ability to implement and utilize the process intelligently and appropriately. How do you intelligently and appropriately implement these processes through meetings?
What does it mean to work with a generation? What is a generation? A generation is generally understood as people who were born in a similar time frame, who have experienced similar life situations, share similar views, attitudes and maybe values which differ from other generations. Great events, traumatic events and unique situations define our experiences and alter out thoughts, feelings and behaviors. Examples of such accounts can include WWI, Depression, bombing of Pearl Harbor, WWII, Korean War, Polio vaccination, assassinations of the Kennedys and King, Walk on the Moon, Vietnam War, computer revolution, Twin Towers, shootings in schools, Super bowls, Presidential elections, special New Year’s Eve parties and so on. My grandmother grew up in the depression and was concerned about such things as lights being on in a room that no one was in and running the water full blast – and to me, these seem inconsequential, even trivial. The events such as those listed above can influence us in positive and negative ways and in the way we think about other nationalities and religions, the workplace, values on how we parent, use of technologies, education, the value we place on others, and even how we try to protect ourselves.
What Causes Anxiety in the Workplace?
How often do we stop and think about how much time, effort, energy is given to our performance of fulfilling job responsibilities? That is fulfilling work responsibilities at the office, driving to and from work, and at home. How often do we feel frustrated because we cannot accomplish all that we want, or need to accomplish? How often do we feel held back from doing the level and quality of work that we expect from ourselves? Have you called off work lately because you just can’t take it? Do you feel stressed out but don’t want to see anyone about it because it is a sign of weakness?
It was only Tuesday afternoon and already things were piling up for next week. You just came back from a long lunch with your boss and peer team, walked into your office, and plopped into the chair. Looking at the afternoon schedule, you feel overwhelmed. If only you could walk outside for a few minutes, recharge, come back full swing and raring to go. Then reality hits and you know that if you did that, you would be just delaying the inevitable and would come back to more work and less time. Panic sets in when you realized how much work you have to do: your team had six people, and your boss keeps asking you to do more. You have no one to delegate to. You agonize over not having enough time and letting your family down. Stress is your constant companion.
You need to devote more time at work, but then home life suffers. You devote time to home life, and work suffers: this is the Time Seesaw. How can you effectively balance home and work, and still have time for yourself? Impossible, you think, but…. perhaps not.
How to Engage a Poor Performing Employee
More often than not, the reason for poor performance is because the employee does not know what is expected. Both employee and boss may be under the mis-apprehension that the employee goals and expectations are clear. Sure, clear as mud!
Got a Toxic Boss? What should YOU do?
Frequently poor performing employees are put on a performance improvement plan (PIP) but how many bosses do employees put on a PIP? I am going to recommend that you think of a ninety-day improvement plan for your boss. Yes, a private ninety-day performance improvement plan, for you to see if your boss can be changed and or have the self-awareness of what he/she is not doing well or doing that is toxic.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
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Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
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India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
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10 Coaching Tips to Develop People
1. 10 Coaching Tips to Develop People
Rex Gatto Ph.D., BCC
The coaching process may pay great dividends in developing employee present needs, creating a
group of future leaders, supporting employee satisfaction, and creating a talent pool for a
succession plan. Coaching is a partnership in which the trained and experienced coach guides
and develops the coachees to achieve goals. The coach helps the coachees think of what they had
not thought of, said, dreamed or created. The coach helps to expand coachee thinking and
experience life in new ways. The coaching process supports an increased awareness by the
coachees to understand what they are doing right and to develop alternative thinking and acting.
Here are ten tips to follow to develop people.
1. Identify goals (no goals no coaching). Goals support a direction that the coach and coachee
can work toward. Fulfillment of goals is a clear sign of growth and development, which is a
principle of coaching.
2. Give homework assignments between meetings so that the coachee is continually engaged
in the developmental process, expanding the coachee’s present thinking. Some examples of
homework are: reading specific articles that ultimately support goal achievement, completing
skill based or personality assessments, meeting with executives to better get to know them and
organizational goals and direction.
3. Ask the right questions to pull out the coachee’s thoughts and ideas by asking questions
(Socratic questioning or guided discovery). Sample questions: If there were no obstacles
standing in your way, what action would you take? What did you learn from your problem
solving the issue with your boss? What is the best way for you to work with others? What will
2. you do differently the next time you have an assignment like this? These questions continue to
expand the coachee’s present thinking.
4. Ask the coachee to keep a journal of development, which will chronicle individual
development and outline trends and changes that the coachee has made. Use a weekly update that
outlines the coachee’s work for that week’s achievements, challenges, pending work, and
coaching issues to be discussed.
5. Case Studies and role-play to re-live business situations. This can be a help in
understanding what actually occurred during or after a specific interaction or meeting. The coach
can role-play the boss/peer and the coachee can be him/herself. Recapture key aspects of the
discussion or interaction, things that went right, a areas that could be improved, then summarize
key learning's.
6. Identify the coachee’s recurring issues. Discuss what s/he can do differently to be more
effective. For example, if the coachee continually misses details and does not do accurate work,
the coachee is habitually late for meetings, or the coachee interrupts and talks over people,
discuss these habits and skills to improve the coachee’s actions. The coach needs to give direct
feedback to help the coachee learn alternative behaviors, identify key areas of learning, and
guide the coachee to continually enhance his/her skills and behaviors.
7. Identify the coachee’s negative dysfunctional thoughts, attitudes and statements. Continue
to emphasize what the coachee is doing right. Identify actions/behaviors that need to stop or be
developed. Guide and support the coachee to move toward positive goal achievement and
enhanced performance given the work culture. (Examples of a negative dysfunctional attitude is
blaming the boss for not being prepared or blaming a peer or direct report for not doing work
correctly or on time, rather than working with them in a calm manner). Be specific if the coachee
indicates that she/he always seem to make mistakes. Follow up with questions such as “where
and when do you feel you make mistakes”? Goal achievement can help the coachee break a
negative cycle that may be mentally perpetuated. Some examples of a negative cycle are: “I
can’t”. “I made a major mistake”. “How could I have been so stupid”? Work in a collaborative
way with your coachee to recognize any dysfunctional thinking that focuses away from personal
responsibility.
Support the coachee’s development by identifying any actions or thoughts that will ultimately
prevent the coachee from achieving goals.
8. Identify the coachee’s level of vulnerability, confidence or feelings of inadequacy, and
work to support a growth mindset toward a new self-awareness. Help the coachee gain
confidence “I can do ……….. ”. Support the coachee in having flexibility in understanding
personal thoughts and feelings.
9. Keep the goals in mind. Identify why to take or not take action; both are decisions. Ask the
coachee what the outcome would be if action was or was not taken (best/worst outcomes). Guide
the coachee to know when to make a decision to take of not take action. Discuss when the
3. situation calls for action. Discuss levels of authority and when the coachee can and cannot make
autonomous decisions.
10. Ask follow-up questions to better understand the coachee’s thoughts and interpretations of
action. (Questions can lead to an understanding of beliefs, assumptions and values through the
disclosure of thought.) Some examples of learning questions could be: what went right and
wrong? what will you do differently next time? developmental question would be: what is one
skill you want to acquire? accountability question would be: how will you know when you are
successful?
The coach’s job is to engage the coachee in a positive way while helping the coachee grow in
his/her abilities and confidence. Find positive ways to involve the coachee in the organization or
professional organizations (joining committees or special projects). Help the coachee become an
integral part of the organization. The above ten tips will help you as a coach interact in a right
way with your coachee.
Rex Gatto Ph.D., BCC
President
Gatto Associates LLC.
412 344-2277 (Office)
www.rexgatto.com
rex@rexgatto.com