When all you have is a hammer, then everything looks like a nail. This presentations attempts to provide organizational leaders with some additional tools for their toolbox.
The spa industry measures several key performance indicators (or KPIs). However, with so many KPIs out there, the question is: Which ones should hotel spas measure?
Employee development is fundamental in accomplishing organisational goals in today’s competitive and ever-changing business world.
An organisation cannot function without its employees, so businesses must invest resources and show commitment to supporting their training. But most importantly, having a development plan goes a long way in meeting the expectation of both employers and employees.
As a manager or business leader, how do you approach the development of your employees? Are you applying the adequate procedures and processes necessary to achieve significant outcomes?
In this deck, you will find actionable steps and strategies to help you design an effective development plan for your employees.
You will also learn:
What Employee Development entails
How to apply a project management framework to employee development.
How to approach employee development and the benefits of the approach
The six (6) steps in creating an effective employee development plan
EY Human Capital Conference 2012: Service delivery model transformationEY
Current trends and recent experience:
► Challenges affecting HR today
► Anticipated benefits from HR service delivery model
transformation
► HR transformation experience and lessons learned
“I think as a company, if you can get those two things right — having a clear direction on what you are trying to do and bringing in great people who can execute on the stuff — then you can do pretty well.”
– Mark Zuckerberg, CEO, Facebook
The spa industry measures several key performance indicators (or KPIs). However, with so many KPIs out there, the question is: Which ones should hotel spas measure?
Employee development is fundamental in accomplishing organisational goals in today’s competitive and ever-changing business world.
An organisation cannot function without its employees, so businesses must invest resources and show commitment to supporting their training. But most importantly, having a development plan goes a long way in meeting the expectation of both employers and employees.
As a manager or business leader, how do you approach the development of your employees? Are you applying the adequate procedures and processes necessary to achieve significant outcomes?
In this deck, you will find actionable steps and strategies to help you design an effective development plan for your employees.
You will also learn:
What Employee Development entails
How to apply a project management framework to employee development.
How to approach employee development and the benefits of the approach
The six (6) steps in creating an effective employee development plan
EY Human Capital Conference 2012: Service delivery model transformationEY
Current trends and recent experience:
► Challenges affecting HR today
► Anticipated benefits from HR service delivery model
transformation
► HR transformation experience and lessons learned
“I think as a company, if you can get those two things right — having a clear direction on what you are trying to do and bringing in great people who can execute on the stuff — then you can do pretty well.”
– Mark Zuckerberg, CEO, Facebook
How to Build a Healthcare Analytics Team and Solve Strategic ProblemsHealth Catalyst
Health systems have vast amounts of data, but frequently struggle to use that data to solve strategic problems in a timely fashion. A healthcare analytics team, made up of the right people with the right tools and skillsets, can help address these challenges. This article walks through the steps organizations need to take to put an effective analytics team in place. These include the following:
Recognizing the need for change.
Demonstrating the value of an analytics team.
Conducting a current state assessment.
Identifying solutions.
Implementing a phased approach.
Building a roadmap.
Making the pitch.
Putting the roadmap into action.
The article also includes the foundation skills to look for when putting together the team and tips on how best to organize.
How Great Leaders Drive Results via Accountability and Employee EngagementForum Corporation
A look at the results from our Fall 2014 survey looking at the the relationship between accountability and employee engagement in the workplace. You can view the webinar here: https://www1.gotomeeting.com/register/137288832
Webinar: How to Create the Ultimate Employee ExperienceYouEarnedIt
Is your company getting the most from its employee experience efforts?
Join us for a 45-minute webinar on building employee experiences that deliver business results.
The term "employee experience" is everywhere today, and its importance goes beyond mere buzzword status and HR circles. Employee experience programs are driving bottom-line results — one recent study found companies that invest in the employee experience are four times as profitable than those that don't.
Join YouEarnedIt's CEO and Director of Employee Experience for this 45-minute webinar guiding you through our most important discoveries from hundreds of research pages and thousands of employee surveys.
Watch for this webinar, and you will see:
The employee experience defined — learn exactly what the employee experience is, and how it can be tailored to your culture.
The employee experience quantified — get research-backed stats revealing how the employee experience boosts your bottom line, helping you build a business case for it.
The employee experience optimized — tips, tactics, and best practices based on survey data and successful companies for building a best-in-class employee experience.
Build it | Glenn Elliott & Debra Corey | A guide to the best Employee Engagem...Muhammad Nizam Uddin
Build It: The Rebel Playbook for World Class Employee Management by Glenn Elliott (A software engineer by training and MBA drop out by choice, it took a ten-year corporate career for him to understand how employee disengagement feels.) & Debra Corey (Author, speaker, global rewards director and employee engagement rebel).
Onboarding is the first step in ensuring that new hires have a positive first experience.
Employee onboarding is steadily evolving in the business world today into a talent management approach that organisations use to attract and retain top personnel.
Business leaders and HR managers must concentrate on developing optimal hiring and onboarding methods to better express their values and assist employee in navigating their roles in order to develop a world-class onboarding programme.
Effective onboarding also guarantees that your newly hired employees are engaged, productive, and equipped with the necessary resources.
Is it advantageous for your organisation to adopt a formal and efficient onboarding programme? How successful is your onboarding process for new employees? How can you design the ideal onboarding process for new employees?
You'll find tips and a head start on how to develop a standardized onboarding programme for your new hires or workers in this deck.
You’ll also learn;
1. Steps to developing successful action plan for implementing onboarding process within your organisation
2. The characteristics of the employee onboarding process
3. How to drive engagement and retention through onboarding
4. Why your organisation needs to start onboarding new hires
How to Build a World-Class High-Performance CulturePerformanceIN
Robert Glazer’s company, Acceleration Partners, has won numerous awards for their workplace culture and employee happiness, most recently #4 on Glassdoor’s Employees’ Choice Awards. Glazer attributes this success to the introduction of Company Core Values and a rigorous hiring process. Once employees are hired, care is taken to nurture staff both professionally and personally, while continuously evaluating their fit as the company grows. This 360⁰ approach has led employees to proclaim “I don’t know why I’d ever leave.” Glazer will share the evolution of these practices and his nontraditional approaches such as the Capacity/Experience Paradox, Mindful Transitions, and the Work-Life Paradigm.
As presented at PI LIVE 2018 - Europe's premier Performance Marketing Conference - https://performancein.live
5 Ways to Build a Better Leadership Development Program | Webinar 02.10.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
Entrepreneur 4: Business Strategies & Rapid Growth StrategiesBernard Leong
The 4th lecture focus on business strategy and models, rapid growth strategies (franchising, mergers & acquisitions), and an introduction to Moore's "Crossing the Chasm", Gartner's Hype Cycle and Porter's 5 Forces.
Matt Hart of BetterWorks dove into achieving growth with goals for the Loras College Business Analytics Executive Breakfast.
Goals define and continually shape the journey in all facets of live - personal, health, and professional. The presentation will focus on goal-setting, specifically the role goals have in our lives and how it is more important now than ever for companies to get goal-setting right. The audience will leave the presentation with an understanding of how modern thinking on Goal Science promotes alignment, visibility, and accountability to a company’s strategic goals and objectives.
How to Build a Healthcare Analytics Team and Solve Strategic ProblemsHealth Catalyst
Health systems have vast amounts of data, but frequently struggle to use that data to solve strategic problems in a timely fashion. A healthcare analytics team, made up of the right people with the right tools and skillsets, can help address these challenges. This article walks through the steps organizations need to take to put an effective analytics team in place. These include the following:
Recognizing the need for change.
Demonstrating the value of an analytics team.
Conducting a current state assessment.
Identifying solutions.
Implementing a phased approach.
Building a roadmap.
Making the pitch.
Putting the roadmap into action.
The article also includes the foundation skills to look for when putting together the team and tips on how best to organize.
How Great Leaders Drive Results via Accountability and Employee EngagementForum Corporation
A look at the results from our Fall 2014 survey looking at the the relationship between accountability and employee engagement in the workplace. You can view the webinar here: https://www1.gotomeeting.com/register/137288832
Webinar: How to Create the Ultimate Employee ExperienceYouEarnedIt
Is your company getting the most from its employee experience efforts?
Join us for a 45-minute webinar on building employee experiences that deliver business results.
The term "employee experience" is everywhere today, and its importance goes beyond mere buzzword status and HR circles. Employee experience programs are driving bottom-line results — one recent study found companies that invest in the employee experience are four times as profitable than those that don't.
Join YouEarnedIt's CEO and Director of Employee Experience for this 45-minute webinar guiding you through our most important discoveries from hundreds of research pages and thousands of employee surveys.
Watch for this webinar, and you will see:
The employee experience defined — learn exactly what the employee experience is, and how it can be tailored to your culture.
The employee experience quantified — get research-backed stats revealing how the employee experience boosts your bottom line, helping you build a business case for it.
The employee experience optimized — tips, tactics, and best practices based on survey data and successful companies for building a best-in-class employee experience.
Build it | Glenn Elliott & Debra Corey | A guide to the best Employee Engagem...Muhammad Nizam Uddin
Build It: The Rebel Playbook for World Class Employee Management by Glenn Elliott (A software engineer by training and MBA drop out by choice, it took a ten-year corporate career for him to understand how employee disengagement feels.) & Debra Corey (Author, speaker, global rewards director and employee engagement rebel).
Onboarding is the first step in ensuring that new hires have a positive first experience.
Employee onboarding is steadily evolving in the business world today into a talent management approach that organisations use to attract and retain top personnel.
Business leaders and HR managers must concentrate on developing optimal hiring and onboarding methods to better express their values and assist employee in navigating their roles in order to develop a world-class onboarding programme.
Effective onboarding also guarantees that your newly hired employees are engaged, productive, and equipped with the necessary resources.
Is it advantageous for your organisation to adopt a formal and efficient onboarding programme? How successful is your onboarding process for new employees? How can you design the ideal onboarding process for new employees?
You'll find tips and a head start on how to develop a standardized onboarding programme for your new hires or workers in this deck.
You’ll also learn;
1. Steps to developing successful action plan for implementing onboarding process within your organisation
2. The characteristics of the employee onboarding process
3. How to drive engagement and retention through onboarding
4. Why your organisation needs to start onboarding new hires
How to Build a World-Class High-Performance CulturePerformanceIN
Robert Glazer’s company, Acceleration Partners, has won numerous awards for their workplace culture and employee happiness, most recently #4 on Glassdoor’s Employees’ Choice Awards. Glazer attributes this success to the introduction of Company Core Values and a rigorous hiring process. Once employees are hired, care is taken to nurture staff both professionally and personally, while continuously evaluating their fit as the company grows. This 360⁰ approach has led employees to proclaim “I don’t know why I’d ever leave.” Glazer will share the evolution of these practices and his nontraditional approaches such as the Capacity/Experience Paradox, Mindful Transitions, and the Work-Life Paradigm.
As presented at PI LIVE 2018 - Europe's premier Performance Marketing Conference - https://performancein.live
5 Ways to Build a Better Leadership Development Program | Webinar 02.10.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
Entrepreneur 4: Business Strategies & Rapid Growth StrategiesBernard Leong
The 4th lecture focus on business strategy and models, rapid growth strategies (franchising, mergers & acquisitions), and an introduction to Moore's "Crossing the Chasm", Gartner's Hype Cycle and Porter's 5 Forces.
Matt Hart of BetterWorks dove into achieving growth with goals for the Loras College Business Analytics Executive Breakfast.
Goals define and continually shape the journey in all facets of live - personal, health, and professional. The presentation will focus on goal-setting, specifically the role goals have in our lives and how it is more important now than ever for companies to get goal-setting right. The audience will leave the presentation with an understanding of how modern thinking on Goal Science promotes alignment, visibility, and accountability to a company’s strategic goals and objectives.
Slides from our webinar conducted on January 28th, 2015 about the Objectives & Key Results goal-setting process.
It’s the start of a new year, and for many of us that means setting and achieving some serious company goals.
A lot of companies are attributing their success to a sophisticated goal setting process called Objectives and Key Results, or OKRs for short. OKRs is the goal setting methodology used and popularized by companies like Google, Dropbox, and Zynga.
OKRs help businesses achieve complete transparency and alignment with clearly defined goals. It also helps with measuring their progress and provides opportunities to reflect back and understand what worked and what didn’t. It’s no wonder companies everywhere are flocking to it.
…So, where do you start? And how do you become one of the many companies benefitting from OKRs?
In this webinar we’ll cover:
– Quick introduction and how to get started if you are new
– How many OKRs you should have
– How to align and cascade OKRs
– What are the responsibilities of the employees and managers during an OKRs cycle
– How to create engagement during an OKRs cycle
– How to measure, score, and learn from OKRs
– What is the timeline of the activities that need to be done to execute an OKRs cycle
– Audience Q & A session
Finding The Voice of A Virtual Community of PracticeConnie White
Critical components for a successful Community of Practice (CoP) are that: 1) the community members have a space where their voice can be heard and that, (2) the proper technology is given to them to aid in this effort. We describe a Dynamic Delphi system under development which interprets the group’s voice in the creation of information during the initial start up phases when cultivating a CoP. Community members’ alternatives are explored, justified and debated over periods of time, and best reflect the group’s opinion at any moment in time where collective intelligence will be created from the interactions amongst group members. The system could handle a wide variety of types of decisions reflecting the diversity of goals given a CoP including emergency response actions, prediction markets, lobbying efforts, any sort of problem solving, making investment suggestions, etc. Pilot studies indicate that the group creates a greater number of better ideas. Ongoing studies are described, including applications to emergency management planning and response. They demonstrate that implementing a Dynamic Delphi system will prove conducive for building the initial repertoire of ideas, rules, policies or any other aspect of the community’s ‘voice’ that should be heard, in such a way that the individual voices are juxtaposed in harmony to create a single song.
PatternDynamics Operating System Workbook v3.5.2Tim Winton
A bottom-up approach to creating more open, adaptive, innovative self-organising groups. This Operating System is an alternative to, and compliment for, other progressive organisational practices like Holocracy, Lean, and Agile. Its focus is on helping individuals learn practices and skills that promote emergent solutions and better collaborative decision making.
For this week’s discussion, you are asked to research a bioterroriShainaBoling829
For this week’s discussion, you are asked to research a bioterrorist incident. Begin by reviewing the Media Focus video on bioterrorism in Week 3 of the Content and Activties, then explore the Internet.
Give an example and details from national/international news of a bioterrorist attack.
Address all of the following in your post:
· What was the classification of biological agent used in the attack?
· Discuss the implications of the biological agent.
· Discuss the therapy for the biological agent.
· What are the decontamination procedures for the biological agent used in the attack?
· Define the appropriate level of PPE required for this type of biological agent?
In your post, provide the name of the incident you have chosen, and support your answers with evidence/examples. Please provide a working link and a citation for your source(s).
In your replies to peers, compare the different biological agents, their implications and therapies. Discuss the different types of decontamination procedures and levels of PPE that would be required.
Support your answer with evidence from scholarly sources.
Discussion Board: Managing Dynamic Organizational Processes
Chapter 10: Do you think it is possible for an outsider to accurately discern about the underlying cultural values of an organization by analyzing symbols, ceremonies, dress, or other observable aspects of culture in comparison to an insider with several years of work experience? Select a percentage (e.g., 10%, 70%, etc.) and explain your reasoning.
Daft (2021) notes that culture is, “the set of values, norms, guiding beliefs, and understandings that is shared by members of an organization and taught to new members as the correct way to think, feel, and behave” (p. 445). Culture allows employees to integrate into a common environment and aids in adjusting to the external environment (Daft, 2021). An outside observer would be able to analyze symbols, ceremonies, dress, and other aspects of an organization and could accurately discern about 30% of an organization's cultural values. Symbols, ceremonies, dress, and other visually identifiable aspects of culture do not make up a large amount of organizational culture. The internal integration of coworkers guides employees' working relationships, interactions, communication, behaviors, and power structure (Daft, 2021). These are not easily identifiable from an outsider.
An insider with several years of experience could more accurately gauge an organization’s cultural beliefs. About 90% of an organization’s culture could be projected by an employee after working at the same company for several years. This employee would be able to see day-to-day relationships, how goals are met with outsiders, professional development, and even what nonconforming behaviors are accepted (Daft, 2021). This knowledge is developed with hands-on experience that an outsider may not see from the outside over a short period. Sahoo (2022) notes that or ...
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.
There are many reported benefits of Mindfulness. But how do we create a mindful organisation? We show that it's quite different to simply developing mindful people
Below are discussion questions that my fellow classmates wrote..docxtaitcandie
Below are discussion questions that my fellow classmates wrote.
Could you please respond to my classmates. There are a total of 4 discussion questions bellow and I need it to be no less than 150 words.
Thanks.
Student
1.
Ethical Organizational Communication
Rachel Danner
12/3/2013 4:33:25 PM
The three governing principles of ethical communication are honesty, equity and avoiding harm (Kreps, 2011). All three are very important in ensuring that communication through advertising and marketing. Honesty means that there is truth in the information given out during interorganizational communication. This means there is no intentional deception in the information that is being given to the customers, regulators or competitors. It is very important for companies to be honest in their advertising so that customers get what they are expecting. Advertisements draw in customers, but if they get there and find there experience is different than what was advertised, they are likely to lose trust in the company and may never use them again.
An organization must also be equitable to be ethical. This means that the company practices fair and impartial practices (Kreps, 2011). Companies that are equitable do not exhibit unfair trade practices or create monopolies. This is important in interorganizational communication because it ensures that companies are fair in advertising and marketing. This means that in an ideal world there would be no unfair advertising that blames or puts down another company. Personally if I see a company that advertises unfairly like this I avoid using their products and their company as much as possible. If a company use fair advertising I use their products and promote them by word of mouth and through my social media connections.
The last ethical principle of communication is avoiding harm. This means that it is a businesses responsibility to ensure that they do as little harm to the environment and the public as possible (Kreps, 2011). This is important, especially in today’s world because of the threats of global warming and climate change. A company has a responsibility to promote environmentally friendly products and reduce the spread of harmful chemicals that may be used in manufacturing. This is important in ensuring the long-term health of the people and the planet.
Reference: Kreps, G.L. (2011).
Communication in organizations
. San Diego, CA: Bridgepoint Education, Inc.
Student 2
Week 5 Discussion 2
Matthew Morganfield
12/3/2013 8:46:29 PM
The three principles of ethical organizational deal with honesty, equity, and avoiding harm (Kreps, 2011). When you look at these three principles their nothing that wasn't taught to you as a young kid within your culture. Honesty requires you to be truthful and be morally sound. Equity asks for you to be fair and impartial in your decision making. Lastly, avoiding harm ask you to validate the processes you are responsible for are not harming or hurting others. How can th.
CoopIndex Part 1. Fundamentals. Assisting coops in their development.Ryszard Stocki
The CoopIndex is a tool developed within the worker co-operative sector - which may be used to diagnose 30 key areas of co-operative performance linked to co-operative values and principles.
CoopIndex is a research methodology created in a collaborative process by co-operative members, co-operative consultants, and researchers of co-oprative movement. The purpose of the tool is to assess the health of the co-operative based on perceptions of its members and employees about the extent to which the valyes and principles of co-operation are operational.
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.
ACTION LEARNING, KNOWLEDGE CREATION AND ORGANISATION LEARNING Jamil Nahra
Paper work presented by PROFESSOR JEFF GOLD @ the 1ST ACTION LEARNING FORUM in Dubai, 29/05/2014, Organized by The Emirates Center for Organizational Learning of the Emirates Identity Authority
Cómo Lograr que Word Produzca Los Números de Referencia Como Turabian RecomiendaDr. Greg Waddell
La 9ª edición de Turabian recomienda que los números de referencia a pie de página estén en letra de tamaño completo (como el texto normal), en lugar de subíndices y que vayan seguidos de un punto y un espacio. El problema es que MS Word usa el mismo estilo tanto para los números de referencia en el texto (que deben ser subíndices) como para los números de referencia de la nota al pie. Este breve tutorial muestra los pasos que hay que seguir para cambiar los números de sus notas al pie sin alterar los números de referencia en el texto.
Excellent leaders know how to apply structural principles to their particular situation and find a best structural fit. So, this lecture will help you achieve course objective number three: "Articulate various principles related to identifying organizational behavior." After completing the video, you should be able to identify the principle that will affect structural choices and this in turn will affect the behavior of your organization.
Action Learning is more that just learning by doing, though it is certainly that. This presentation introduces the underlying theory behind Action Learning and suggests ways this approach to learning might be used in a higher education environment.
Most organizations today have been heavily influenced by a mechanistic view of the world in the forming of their structural models. This presentation offers an alternative perspective that may help organizations to become more agile as they respond to a changing world.
A key component of the learning organization is a widespread understanding of the concept of mental models and of how they affect our interpersonal communication and understanding. This brief presentation is intended to introduce mental models. It describes how they develop and what it means to LEARN at the level of our mental maps.
Many leaders begin well but few end well. This is because there are forces at work in the very process of becoming a leader and in exercising that leadership that, if not addressed, will eventually cause that leader to derail. One of the essential skills for addressing these destructive forces is the ability to lead oneself into periods of personal and professional renewal. This presentation outlines the steps toward developing that ability.
This presentation tries to lay the groundwork for developing a culture of creativity. While the presentation is directed to the Christian church, it's principles should be application also in the corporte world.
Dialogue is a fundamental ingredient of an organizational culture that values creativity. It is fundamental because without it, ideas are not challenged and leaders are protected from the scrutiny of diverse perspectives. Ideas become ingrained, encapsulated, and entrenched even when they have ceased to function or when new data has proven them to be obsolete. This presentation seeks to define what dialogue is. It looks at it as a process that involves six basic skills: listening, sharing, imagining, questioning, feeling, and seeing. It also outlines a simple procedure for leading your team through an exercise in dialogue.
Burnout is a serious threat to any professional and is particularly acute to those in the helping professions. Nurses, teachers, pastors, and social workers live in a constant mode of "being available to people." If one is not aware of the danger, this constant output of physical, mental, and spiritual energy will eventualy reach its limit and burnout will ensue. This presentation identifies the signs of this danger. The purpose is to help professionals see the danger before it becomes inevitable.
There is a word that politicians love to throw out whenever they consider that it might accrue some advantage for them. I'm talking about values. As one commentator put it: "Values, values everywhere." Then she went on to list the ways the term was used in a recent political rally: "American values, working-class values, heartland values, mainstream values, blue-collar values, democratic values" and the list goes on (Goodman, 2004). In spite of the overuse and, at times abuse, of the word, values continue to be the central issue for society today, because they give direction and meaning to our lives. In this presentation, I want us to look at what values are, what the Bible says about them, why they are important and how they become embedded in our hearts.
Presents the theoretical foundations for a future orientation and describes one technique--the Futures Wheel--for helping others develop that orientation.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
In the Adani-Hindenburg case, what is SEBI investigating.pptxAdani case
Adani SEBI investigation revealed that the latter had sought information from five foreign jurisdictions concerning the holdings of the firm’s foreign portfolio investors (FPIs) in relation to the alleged violations of the MPS Regulations. Nevertheless, the economic interest of the twelve FPIs based in tax haven jurisdictions still needs to be determined. The Adani Group firms classed these FPIs as public shareholders. According to Hindenburg, FPIs were used to get around regulatory standards.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
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.
FIA officials brutally tortured innocent and snatched 200 Bitcoins of worth 4...jamalseoexpert1978
Farman Ayaz Khattak and Ehtesham Matloob are government officials in CTW Counter terrorism wing Islamabad, in Federal Investigation Agency FIA Headquarters. CTW and FIA kidnapped crypto currency owner from Islamabad and snatched 200 Bitcoins those worth of 4 billion rupees in Pakistan currency. There is not Cryptocurrency Regulations in Pakistan & CTW is official dacoit and stealing digital assets from the innocent crypto holders and making fake cases of terrorism to keep them silent.
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfthesiliconleaders
In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Štancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
buy old yahoo accounts buy yahoo accountsSusan Laney
As a business owner, I understand the importance of having a strong online presence and leveraging various digital platforms to reach and engage with your target audience. One often overlooked yet highly valuable asset in this regard is the humble Yahoo account. While many may perceive Yahoo as a relic of the past, the truth is that these accounts still hold immense potential for businesses of all sizes.
Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
3. Alignment
–noun
1. an adjustment to a line; arrangement in a
straight line.
2. the proper adjustment of the components of an
circuit, machine, etc., for coordinated
functioning.
3. a state of agreement or cooperation among
persons, groups, nations, etc., with a common
cause or viewpoint.
Dictionary.com. Unabridged (v 1.1). Random House, Inc.
4. “From Him the
whole body, fitted
and knit together by
every supporting
ligament, promotes
the growth of the
body for building
up itself in love by
the proper working
of each individual
part.”
‒ Eph 4:16, HCSV
27. Credits
Photo of Swiss air show by Matt Teague (18 July 2004),
www.morguefile.com/archive/?display=24018&
Silhouettes of hikers by Clara Natoli (3 October 2004),
www.morguefile.com/archive/?display=37568&
Photo of magnifying glass by Alton Koman (March 27, 2006),
www.morguefile.com/archive/?display=112716&
Photos of the domino effect by Louise (14 November 2006),
http://commons.wikimedia.org/wiki/Image:Domino_effect.jpg
Photos of ruler by Bianca (11 November 2007),
http://www.morguefile.com/archive/?display=188132&
Editor's Notes
Hi, My name is Greg Waddell.21 a
Because it is a well-established fact that the degree of organizational alignment affects performance.Why should we be concerned about performance? Misalignment causes conflict. People work at cross purposes. Energy dissipates.Because we have the greatest CEO of all! He is worthy of doing the very best service we can possibly offer Him.
–noun1. an adjustment to a line; arrangement in a straight line.2. the proper adjustment of the components of an electronic circuit, machine, etc., for coordinated functioning: \"The front wheels of the car are out of alignment.\"4. a state of agreement or cooperation among persons, groups, nations, etc., with a common cause or viewpoint.\"alignment.\" Dictionary.com. Unabridged (v 1.1). Random House, Inc. http://dictionary.reference.com/browse/alignment (accessed: March 02, 2009)
Main Idea: The likelihood of achieving the goal is directly proportionate to the degree to which all the pieces are aligned.Another word is “coherence” – bringing together the varios parts into an integral whole.NOT uniformity. Not the erradication of differences.A lot of people equate unity with uniformity.
The church must consider its context (environment, community).Three concerns:Lack of knowledge about the contextChanges in the contextBarriers to connecting with the context
Our main concern when it comes to strategies are that we make the right choices about that strategy.
I was talking with a leader of a church that was dying.I asked him if the church was experiencing some kind of problem. He replied:\"Not at all! Everything is great. We don't fight. Everyone gets along great.His church was functioning like a well-oiled machine, but the problem was that it was totally disconnected from its community.
Several weeks ago, I attended a church service where the worship leader decided to do something a little different. They concluded the service, not with a final son as is the custom, but instead with a short video clip.I was standing at the main door as people were leaving the church and I overheard someone say, in a tone of irritation: \"They didn't even end with a song.\"My family and I were rafting in North Carolina. A sport the requires constant vigilance to deal with the constant changes.The church should be like a white water raft. The only way we can maintain the goal is by constantly adjusting our programs and methods.
Jesus commanded us: \"Go and make disciples of all the nations.\"Nations = Gentiles, those who are different from us.Not just missionaries.This is the essence of the true church.When you buy a tree, it's roots come encased in a plastic bucket. You must perforate that bucket for the tree to extend its roots and grow.
When was the last time you took a vacation with your family? More than likely, you planned a strategy for arriving to your destination that included:dateshow much it would cost and where the money was going to come from,the events and sights you would attend,the restaurants where you would eat,etc.Allison and Kaye (1997) define strategies as \"broad, overall priorities or directions adopted by an organization; [they are] choices about how best to accomplish an organization's mission\" (p. 2).
I believe that if Jesus were standing here today, and you were to ask Him what aspect of the church should never be changed, He would not say anything about the building where you meet, the time of that meeting, the color of the carpet, the location of the Lord's Supper table, the style of music, or any of the other trivialities that split churches.He would say something to the effect that the only thing that must never be changed is the mission to \"Make Disciples.\"Everything else servies this goal.Yet, Christians have a tendency to elevate their structures to the level of the \"sacred.\"Even to the point of becoming more sacred than the mission.Example: A church that has youth with musical talent that was forming a band. They were forbidden to play their kind of music. They ran off their only connection with the future.
This is the most difficult step of them all.Because it is very difficult to change ourselves.A church in Miami... formed a group that wanted to start a new program. They asked the elders and, at first they say, \"yes.\" So, they began making preparations.But, when it came time to launch the program, the preacher said: \"No, that's not the way to do things.\"The problem: He was not in the center of the decision-making process. He didn't know how to adjust his style to a more participative leadership style.
A PROCESS is simply a series of steps that lead to an outcome.Core processes are thos processes that are essential to achieve the mission.Example: How do you lead a person from the state of being a seeker to the stage of being a member of the body of Christ?How to you lead a person from the state of being a member of the body of Christ, to the state of being a miniter with a ministry?How to you lead a person from simply ministering to other Christians to one who engages the world for Christ?
\"Empowerment is the process of enabling or authorizing an individual to think, behave, take action, and control work and decision making in autonomous ways. It is the state of feeling self-empowered to take control of one's own destiny\" (Heathfield, 2006).The biblical term is \"equip.\"Christ \"gave some as apostles, and some as prophets, and some as evangelists, and some as pastors and teachers, for the EQUIPPING of the saints for the work of service, to the building up of the body of Christ\" (Eph 4:11-12).Our purpose is not to massage their consciences, or solely to minister to the hurting (though that is part of it). OUR MAIN PURPOSE IS TO EQUIP THEM FOR SERVICE.Most pastors spend 80% of their time dealing with the VNPs (Very Needy People). The other 20% of their time is spent trying to please the VIPs (the pillars of the church and those with deep wallets).We should be spending most of our time with the VPPs (Very Potential People).
Harry and Schroeder (2000) list five truths related to measurement:1. We don't know what we don't know.2. We can't do what we don't know.3. We won't know until we measure.4. We don't measure what we don't value.5. We don't value what we don't measure.We Christians are allergic to measurement.\"Which one of you, when he wants to build a tower, does not first sit down and calculate the cost to see if he has enough to complete it? (Luk 14:28)See also John 6:7-13Some things to consider:Not just attendance and money.How many minutes does it take a newcomer who walks in your doors to be greeted and to receive information about the church?How long does it take for that person to receive a personal phone call once he or she leave the church?When someone becomes absent from the assembly, how long does it take before someone enquires about them?How much time to you give people to write their checks for the offering?How much time passes between an individual's initial contact with the church and their becoming engaged in a small-group or mentoring relationship?
The story of AguarayHow all things suddenly came together to produce an effect that was both positive and unexpected.The mission was clear: ServeThe team was ideal: talent and attitudeThe reception was positive: the mayor, the radioThe structure was sufficiently flexible to allow for a solution to their request.\"In [Christ] the whole body is united and held together by every ligament with which it is supplied. As each individual part does its job, the body's growth is promoted so that it builds itself up in love\" (Eph 4:16, ISV).