1105 The Path to Being the Best Leader
•Download as PPTX, PDF•
0 likes•4 views
Learning Objective: Discuss methods that increase leadership skills The quality of an organization’s leadership and management is critical to its success. This is true at the team, department, and organizational levels. However, what’s the secret? How do you ensure leadership throughout the organization? How do you become an excellent leader and manager yourself? As with any skill set, leadership and management can be learned. This course is specifically designed to help you do that in your organization. At the end of this seminar, participants will be able to: a. Understand the skills needed to be a successful leader. b. Examine ways to manage staff performance. c. Learn how to evaluate their style. d. Develop skills that help deliver their objectives.
Report
Share
Report
Share
Recommended
The Power of Teams
The document provides guidance on building effective teams. It discusses the importance of self-awareness and communication between team members. Various exercises and models are presented to help teams develop, including using the "Stinky Fish" exercise to openly share concerns, the "Johari Window" model to understand self-perception, and providing constructive feedback. The stages of team development and the leader's role in guiding the team through each stage are also examined.
Grow model - effective Coaching model
GROW is one of the effective coaching models which is used for coaching high performance team or individual in earlier days, now it is been used by Corporate and business coaching.
A Manager’s Guide to Coaching.pdf
Emotional intelligence refers to the ability to identify, use, understand, and manage emotions in positive ways to relieve stress, communicate effectively, empathize with others, overcome challenges, and defuse conflict. It impacts how we manage behavior, navigate social complexities, and make personal decisions that achieve positive results.
Ann's class
The document discusses different human resources management situations that a manager may face, including employees struggling to work together, complaints about leadership, unfulfilled promises from peers, relationship issues with a supervisee, and disconnect between upper management and front-line staff. It then asks which type of support would be most helpful in dealing with these situations: a mentor, a peer to ask questions, or having someone with more experience directly address the problem. The document provides questions to consider when facing difficult situations at work.
Team developmentstages
Bruce Tuckman proposed a model of team development with five stages: forming, storming, norming, performing, and adjourning. In the forming stage, team members are anxious and unsure of goals. Storming involves conflict as roles and ideas are discussed. During norming, trust increases and goals become clearer. In performing, the team works effectively toward shared goals. Finally, adjourning occurs when the team disbands after completing its task. The document provides characteristics and suggestions for how to support a team at each development stage.
Born to Learn - Aurelien Beraud - AgileNZ 2017
We naturally crave learning. It is an innate ability that has allowed us to survive, evolve and thrive. Moreover, science has shown us that our brain is quite flexible and can allow us to continue to learn at any point in our lives. It should then be logical to see most organisations using this to their competitive advantage.
About Aurelien Beraud:
After a career as a Software Developer in Norway, Aurelien swapped the fjords up north for the glittering city of Auckland down under to do what he knows best. He now spends his days as an Agile Coach, helping teams to push their own limits and deliver products that change the life of their users. When he's not at work, he can be found geeking out in front of a game or exploring the intricacies of cognitive science.
Mentoring_handouts
The document provides questions for mentees to ask themselves to prepare for and get the most from a mentoring relationship. It prompts reflection on goals, strengths, areas for development, and how the mentee can contribute. Key questions include: what do I want from a mentor, what are my short and long-term goals, and what do I bring to the relationship? The purpose is to help mentees identify their objectives and contributions so they can get full value from their mentor.
Overcoming Imposter Syndrome
Imposter Syndrome is the feeling that you are less qualified or less accomplished than your peers. Though it's easy to identify, it's also dificult to navigate, especially as careers become more fast-paced in nature.
Recommended
The Power of Teams
The document provides guidance on building effective teams. It discusses the importance of self-awareness and communication between team members. Various exercises and models are presented to help teams develop, including using the "Stinky Fish" exercise to openly share concerns, the "Johari Window" model to understand self-perception, and providing constructive feedback. The stages of team development and the leader's role in guiding the team through each stage are also examined.
Grow model - effective Coaching model
GROW is one of the effective coaching models which is used for coaching high performance team or individual in earlier days, now it is been used by Corporate and business coaching.
A Manager’s Guide to Coaching.pdf
Emotional intelligence refers to the ability to identify, use, understand, and manage emotions in positive ways to relieve stress, communicate effectively, empathize with others, overcome challenges, and defuse conflict. It impacts how we manage behavior, navigate social complexities, and make personal decisions that achieve positive results.
Ann's class
The document discusses different human resources management situations that a manager may face, including employees struggling to work together, complaints about leadership, unfulfilled promises from peers, relationship issues with a supervisee, and disconnect between upper management and front-line staff. It then asks which type of support would be most helpful in dealing with these situations: a mentor, a peer to ask questions, or having someone with more experience directly address the problem. The document provides questions to consider when facing difficult situations at work.
Team developmentstages
Bruce Tuckman proposed a model of team development with five stages: forming, storming, norming, performing, and adjourning. In the forming stage, team members are anxious and unsure of goals. Storming involves conflict as roles and ideas are discussed. During norming, trust increases and goals become clearer. In performing, the team works effectively toward shared goals. Finally, adjourning occurs when the team disbands after completing its task. The document provides characteristics and suggestions for how to support a team at each development stage.
Born to Learn - Aurelien Beraud - AgileNZ 2017
We naturally crave learning. It is an innate ability that has allowed us to survive, evolve and thrive. Moreover, science has shown us that our brain is quite flexible and can allow us to continue to learn at any point in our lives. It should then be logical to see most organisations using this to their competitive advantage.
About Aurelien Beraud:
After a career as a Software Developer in Norway, Aurelien swapped the fjords up north for the glittering city of Auckland down under to do what he knows best. He now spends his days as an Agile Coach, helping teams to push their own limits and deliver products that change the life of their users. When he's not at work, he can be found geeking out in front of a game or exploring the intricacies of cognitive science.
Mentoring_handouts
The document provides questions for mentees to ask themselves to prepare for and get the most from a mentoring relationship. It prompts reflection on goals, strengths, areas for development, and how the mentee can contribute. Key questions include: what do I want from a mentor, what are my short and long-term goals, and what do I bring to the relationship? The purpose is to help mentees identify their objectives and contributions so they can get full value from their mentor.
Overcoming Imposter Syndrome
Imposter Syndrome is the feeling that you are less qualified or less accomplished than your peers. Though it's easy to identify, it's also dificult to navigate, especially as careers become more fast-paced in nature.
Psychological safety workshop - Scaled Agile Framework Meetup
The document summarizes a workshop on psychological safety. The workshop aims to help participants understand what psychological safety is, why it's important, and how to create it. It defines psychological safety as being able to show one's self without fear of negative consequences. The agenda includes exercises to discuss the best and worst teams worked with, conditions that create psychological safety, and overcoming obstacles. It emphasizes that psychological safety enables candid conversations and risk-taking, and that failure should be viewed as a learning opportunity rather than punished.
Self-Management Practices in Companies
This document summarizes a webinar on self-management practices in companies. The webinar discussed how self-management may require employees to develop coaching and coachability competencies. It explored creating psychological safety and accountability in the learning zone rather than the comfort, apathy, or anxiety zones. Participants discussed challenges developing a self-managed culture and increasing self-compassion. The webinar aimed to increase awareness of how inner work, communication, and trust-building can support self-management.
Coaching in times of war and crisis - Jean-Francois Cousin for Coaching Up Un...
1. Ground an center an overwhelmed client at the start of a session
2. Attend to clients' needs, fears, emotions and energy to restore their sanity
3. Identify and resolve what will most help the client to steer away from 'overwhelmed-in-crisis' and then create enduring value for them
Psychological safety
This document discusses the concept of psychological safety in healthcare teams. It begins by outlining some of the challenges facing healthcare, including failures in quality of care. It then defines psychological safety as a shared belief that the team is safe for interpersonal risk-taking. The document provides examples of how to build psychological safety, such as acknowledging fallibility, framing work as a learning problem, and playing. It also discusses how high-performing teams exhibit characteristics like psychological safety, dependability, and shared purpose. Activities are suggested to help teams reflect on experiences of psychological safety and brainstorm ideas for improving it in their own organizations.
How to improve teamwork effectiveness in the workplace webinar
Effective teamwork webinar
Miodrag Kostic, CMC
Certified Management Consultant - Serbia, Belgrade
http://www.businessknowledge.biz/
http://www.miodragkostic.com/
Malaysia Real Estate Leadership Program by Author Johann Paul Gregory
Real Estate is a huge industry to be in. Moreover, it is a profession by law which has an Act to govern the practitioners. Nevertheless, one can go so far if you are doing the real estate sales personally instead of building a team. But what about building your own team within Esprit? How to do it? Why must you recruit? Is it worthwhile to build a team?
These are some concerns that are very valid in this real estate industry. Hence, in this leadership training, you will be able to demonstrate the three leadership qualities, understand the five reasons to build a team, apply the seven recruitment tips and leverage on the ten advantages of teamwork.
Learning objectives:-
3 Key Leadership qualities (the leadership qualities that one needs to have in order to succeed in this era of real estate disruption)
5 Reasons to build a team (why two is better than one and how it can take you to the next level of competitiveness in the blue ocean)
7 Recruitment tips (how to embrace the synergy of 4 generations working together)
10 Advantages of teamwork (business is like a sports team where individual skills is crucial but learning to work as a team will help you win championship)
Inner strength manifesto self improvement
Any individuals who are in the business of leading, motivating and inspiring others should give careful consideration to embarking on a self-development program of any kind first to have a critical look at them. This is important to knowing yourself well in order to determine what areas that need further improvement.
Once an area of improvement is identified, then fixing it would be much simpler. I like to call this process the “scientific way” because it is an empirical approach in diagnosing the issues and rectifying it.
There is 3 processes involved in this:
1) Identifying 2) Admitting 3) Addressing
We begin by first identifying our focus and gaps. If we intend to change for the better, it is important we be outright honest with ourselves by asking simple questions first. What are our strengths, weaknesses and aspirations? Write it down onto a piece of paperBy these two individuals’ examples, you can tell that they each have very distinct personalities. Since we are all brought up differently due to our teachings and environment, we are moulded to who we are today.
Some might argue certain characteristics (strengths and weaknesses) are passed down from generation to generation, but these can be tweaked, granted if you have the intention to change in the first place.
Strength – is the fundamental aspect of yourself. It is what makes you who you are today! Certain people are attracted to you because you exhibit these types of traits that they want to emulate or know you better.
Weakness – the other brother of strength and everyone has it whether they admit it or not. These are the traits you want to consider improving.
Aspirations – Usually associated with your hopes and ambitions in achieving something.
Back to the individuals’ examples, Individual A is someone who is driven and ambitious and usually they are the people who are involved in corporate and sales line (I guess you can begin to picture some of your surrounding friends). They are dead right focused, goal- oriented and most likely loves challenges. On the flip side, they might turn out to be rather unkind and does not seem to appreciate the goodness in other people.
Inner Strength Manifesto
2|Page
Now take a look at what you had wrote in the paper, I want you to embrace your strengths and begin to genuinely accept and acknowledge your weaknesses. Because you see, if you can’t even accept that part of yours, it is very hard to move forward to the next stage.
The irony?
Most people write down their “weaknesses” and frown, either they think it is a small matter or they find it difficult to admit.
5 Dysfunctions of a team
The Five Dysfunctions of a Team is a business book by consultant and speaker Patrick Lencioni first published in 2002. It describes the many pitfalls that teams face as they seek to "grow together". This book explores the fundamental causes of organizational politics and team failure.
QA Fest 2017. Claudiu Draghia. Management !=managing horses
You might wonder why this title? Because the word manage comes from the Italian maneggiare (to handle, especially tools or a horse) and because if there is a team it does not need to be managed, it needs a goal and support. This talk if for you if are in a “management” or leadership position, if you are working within a team, if you want to work in a team but cannot move on from being a group, if you are working within a team and cannot find your place and especially if you want to have some knowledge in what it takes to create a team.
Feedback, feedforward and recognition (training intro by COHERENCE)
This document provides an introduction to feedback, feedforward, and recognition as tools for virtuous leaders. It discusses that feedback is challenging but necessary for growth and adaptation. Effective feedback helps the receiver understand where they are going, their mindset, and next steps. Feedforward focuses on the future rather than the past. The most important attitude before giving feedback is building trust and asking permission. Self-feedback and recognition are also important skills.
self care development program to train your brain
a presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goals a presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goals
The F Word: Failure | June 2018
Passed over for a promotion? Lose a big client? Made a costly mistake? We all mess up. The important thing is what happens next. In this webinar, learn how to recover—and thrive—when the unthinkable happens.
Guest Speakers: Lorene Phillips, Senior Vice President, Reinsurance – International Casualty and Professional Lines, Sompo International and Mallun Yen, COO, Partner and Board Director, SaaStr.
Why Are We Stuck? Getting Agile Teams On The Path To Continuous Improvement
When things are going well, it is difficult to find motivation to go from good to great.
As an Agile leader, it’s important to be able to identify the symptoms your team or team-of-teams start to exhibit when they get stuck – when their momentum for positive growth and change stalls or plateaus – and what to do about it.
Presented at Global Scrum Gathering Minneapolis, this session was a highly interactive workshop with group discussions, table talks and concept centers that provided you with a toolbox to identify symptoms of a stuck team, determine why they are stuck, activities to get them unstuck and highlight potential dysfunctions and over-correction patterns.
Excerpted from The Emerging Healthcare Leader A Field Guide, .docx
Excerpted from The Emerging Healthcare Leader: A Field Guide,
by Laurie Baedke and Natalie Lamberton (Health Administration Press, 2015).
127
C H A P T E R 8
Bounce Back from Failure
“Mistakes are the usual bridge between
inexperience and wisdom.”
—Phyllis Theroux, Essayist
Reading Points
• Managing Failure
• Taking and Handling Criticism
• Persevering Through the Nos
• Trying New Things
• Forgetting
• Michael Jordan was cut from his high school basketball
team.
• Walt Disney was fired from a newspaper for “lacking
imagination” and “having no original ideas.”
• Steve Jobs was unceremoniously removed from the
company he started.
Copying and distributing this content is prohibited without written permission. For permission,
please contact Copyright Clearance Center at [email protected] or visit www.copyright.com.
The Emerging Healthcare Leader128
• Oprah Winfrey was demoted from her job as a news
anchor because she “wasn’t fit for television.”
• The Beatles were rejected by a recording studio, which
said, “We don’t like their sound, they have no future in
show business.”
This list coul d go on and on, but our point is this: Fail-
ures happen to everyone, even to very talented, famous people. As
we’ve said, failures are a matter of when, never a matter of if. All
we can do is hope for the best, but plan for the worst.
Don’t define your career in this constantly changing, high-
stress, high-stakes healthcare industry by the number of times
you failed or made a mistake. Doing so is unfair, and it dimin-
ishes the countless things you’ve accomplished, contributed, and
improved. Instead, see failure for what it is—an inevitable and
scary occurrence that you can bounce back and learn from and
you can prevent. How you overcome or rebound from adversity is
what should define your career, because that’s tough work that not
only requires but also shows your strength of character—whether
you’re tenacious, resilient, committed, disciplined, progress ori-
ented, and so on.
Many of us were schooled to believe that failure is bad. But
that’s only true if you let it stop you from trying again. In fact,
failure is good because it provides learning and growth opportu-
nities. It also promotes taking risks by applying new approaches
to old or existing processes. The corporate giant 3M, for example,
has a company-wide philosophy that encourages employees to
fail—and do so regularly (Kalb 2013). If employees aren’t fail-
ing 95 percent of the time, the company reasons, then they likely
aren’t trying anything fresh and current. Although we elevate our
chances of falling flat on our faces if the new techniques don’t
work, the fact that we ventured out to test new waters is valu-
able. It expands not only our skills but also our professional and
personal horizons.
Copying and distributing this content is prohibited without written permission. For permission,
please contact Copyright Clearance Center at [emai.
Aspire Inspirational Leadership Toolkit SlidesJuly2022.pdf
This document appears to be from a leadership workshop focused on emotional well-being, authentic leadership, courageous purpose, and mapping horizons. The summary is:
The document provides exercises and discussions around defining one's authentic leadership signature, managing burnout, finding purpose in one's work, and visualizing future goals. It encourages participants to reflect on their strengths and blind spots to maximize their leadership impact and influence over others. Various leadership archetypes like collaborator, sage, warrior, and pioneer are explored to help people understand their natural leadership style.
Inner strength manifesto
This document provides guidance on personal growth and development through self-reflection. It discusses a 3-step process of identifying strengths and weaknesses, admitting to weaknesses, and addressing areas for improvement. Specific strategies are outlined, such as getting feedback from others, focusing on aspirations over weaknesses, and adopting a growth mindset through action and perseverance. The importance of cultivating self-assurance, positivity, and having a clear sense of purpose are also emphasized to overcome challenges and criticisms in life.
Innerstrengthmanifesto2021
Now take a look at what you had wrote in the paper, I want you to embrace your strengths
and begin to genuinely accept and acknowledge your weaknesses. Because you see, if you
can’t even accept that part of yours, it is very hard to move forward to the next stage
The art of performance
This document summarizes key points from Jeroen De Flander's book "The Art of Performance". It discusses cultivating interest and connecting it to purpose to avoid "summit syndrome" where interest declines. It also discusses developing mastery through practice rather than relying on talent alone. Developing grit and a growth mindset is important to learn from failures and setbacks. Tracking progress and celebrating milestones can help build motivation. Having an optimistic explanatory style allows one to bounce back from failures.
Overcoming the Blocks to Growth
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Overcoming the Blocks to Growth".
Feedback, feedforward and recognition (training intro by COHERENCE) 2021
COHERENCE - Training on Feedback, feedforward and recognition @ work. Introduction material (updated version 2021)
Technology Trends Every STEM Manager Should Know
In today's fast-paced world, technology is advancing rapidly, and it's essential for STEM (Science, Technology, Engineering, and Mathematics) managers to keep up with the latest trends. This seminar aims to educate STEM managers on the critical technology trends that are shaping the industry and impacting their jobs.
During this seminar, we will cover the latest technology trends, including artificial intelligence, machine learning, blockchain, the internet of things (IoT), and more. We will explore how these technologies are transforming the business landscape and what they mean for STEM managers.
The seminar will provide insights into how STEM managers can leverage these trends to stay ahead of the curve and remain competitive in their respective fields. We will also discuss the potential risks and challenges associated with adopting these technologies and how to manage them.
Through a combination of lectures, case studies, and interactive discussions, attendees will gain a comprehensive understanding of the latest technology trends and their impact on STEM management. They will leave the seminar with practical insights and strategies to effectively navigate the ever-changing technological landscape and drive innovation in their organizations.
Learning Objectives:
Upon completion of this seminar, participants will be able to:
1. Understand the latest technology trends and their impact on STEM management.
2. Gain insights into how to leverage these trends to stay ahead of the curve and remain competitive in their respective fields.
3. Learn about potential risks and challenges associated with adopting these technologies and how to manage them.
4. Develop practical strategies for effectively navigating the ever-changing technological landscape and driving innovation in their organizations.
5. Network with other STEM managers and industry experts to share insights and best practices.
Unleashing Your Authentic Voice: Building Confidence and Discovering Your Tru...
Unleashing Your Authentic Voice: Building Confidence and Discovering Your Tru...Career Communications Group
In a world that values conformity, it's easy to lose sight of our authentic voice and struggle to assert ourselves in both personal and professional settings. This seminar will provide attendees with critical communication skills to boost their confidence and improve assertiveness, helping them succeed and feel more satisfied in their careers. Participants will explore methods to increase their confidence and make them more assertive, understand the differences between assertive and aggressive communication, and learn techniques for making their point powerfully without overpowering others. The session will also cover painless ways to let go of hard feelings and examine techniques for turning down the heat in challenging situations.
By the end of this session, attendees will be able to:
1. Explore methods that can increase their confidence and make them more assertive.
2. Understand the differences between assertive and aggressive communication and how to say no.
3. Discuss techniques for making their point powerfully without overpowering others.
4. Discover painless ways to let go of hard feelings and positively move forward.
5. Examine techniques for turning down the heat in challenging situations.
More Related Content
Similar to 1105 The Path to Being the Best Leader
Psychological safety workshop - Scaled Agile Framework Meetup
The document summarizes a workshop on psychological safety. The workshop aims to help participants understand what psychological safety is, why it's important, and how to create it. It defines psychological safety as being able to show one's self without fear of negative consequences. The agenda includes exercises to discuss the best and worst teams worked with, conditions that create psychological safety, and overcoming obstacles. It emphasizes that psychological safety enables candid conversations and risk-taking, and that failure should be viewed as a learning opportunity rather than punished.
Self-Management Practices in Companies
This document summarizes a webinar on self-management practices in companies. The webinar discussed how self-management may require employees to develop coaching and coachability competencies. It explored creating psychological safety and accountability in the learning zone rather than the comfort, apathy, or anxiety zones. Participants discussed challenges developing a self-managed culture and increasing self-compassion. The webinar aimed to increase awareness of how inner work, communication, and trust-building can support self-management.
Coaching in times of war and crisis - Jean-Francois Cousin for Coaching Up Un...
1. Ground an center an overwhelmed client at the start of a session
2. Attend to clients' needs, fears, emotions and energy to restore their sanity
3. Identify and resolve what will most help the client to steer away from 'overwhelmed-in-crisis' and then create enduring value for them
Psychological safety
This document discusses the concept of psychological safety in healthcare teams. It begins by outlining some of the challenges facing healthcare, including failures in quality of care. It then defines psychological safety as a shared belief that the team is safe for interpersonal risk-taking. The document provides examples of how to build psychological safety, such as acknowledging fallibility, framing work as a learning problem, and playing. It also discusses how high-performing teams exhibit characteristics like psychological safety, dependability, and shared purpose. Activities are suggested to help teams reflect on experiences of psychological safety and brainstorm ideas for improving it in their own organizations.
How to improve teamwork effectiveness in the workplace webinar
Effective teamwork webinar
Miodrag Kostic, CMC
Certified Management Consultant - Serbia, Belgrade
http://www.businessknowledge.biz/
http://www.miodragkostic.com/
Malaysia Real Estate Leadership Program by Author Johann Paul Gregory
Real Estate is a huge industry to be in. Moreover, it is a profession by law which has an Act to govern the practitioners. Nevertheless, one can go so far if you are doing the real estate sales personally instead of building a team. But what about building your own team within Esprit? How to do it? Why must you recruit? Is it worthwhile to build a team?
These are some concerns that are very valid in this real estate industry. Hence, in this leadership training, you will be able to demonstrate the three leadership qualities, understand the five reasons to build a team, apply the seven recruitment tips and leverage on the ten advantages of teamwork.
Learning objectives:-
3 Key Leadership qualities (the leadership qualities that one needs to have in order to succeed in this era of real estate disruption)
5 Reasons to build a team (why two is better than one and how it can take you to the next level of competitiveness in the blue ocean)
7 Recruitment tips (how to embrace the synergy of 4 generations working together)
10 Advantages of teamwork (business is like a sports team where individual skills is crucial but learning to work as a team will help you win championship)
Inner strength manifesto self improvement
Any individuals who are in the business of leading, motivating and inspiring others should give careful consideration to embarking on a self-development program of any kind first to have a critical look at them. This is important to knowing yourself well in order to determine what areas that need further improvement.
Once an area of improvement is identified, then fixing it would be much simpler. I like to call this process the “scientific way” because it is an empirical approach in diagnosing the issues and rectifying it.
There is 3 processes involved in this:
1) Identifying 2) Admitting 3) Addressing
We begin by first identifying our focus and gaps. If we intend to change for the better, it is important we be outright honest with ourselves by asking simple questions first. What are our strengths, weaknesses and aspirations? Write it down onto a piece of paperBy these two individuals’ examples, you can tell that they each have very distinct personalities. Since we are all brought up differently due to our teachings and environment, we are moulded to who we are today.
Some might argue certain characteristics (strengths and weaknesses) are passed down from generation to generation, but these can be tweaked, granted if you have the intention to change in the first place.
Strength – is the fundamental aspect of yourself. It is what makes you who you are today! Certain people are attracted to you because you exhibit these types of traits that they want to emulate or know you better.
Weakness – the other brother of strength and everyone has it whether they admit it or not. These are the traits you want to consider improving.
Aspirations – Usually associated with your hopes and ambitions in achieving something.
Back to the individuals’ examples, Individual A is someone who is driven and ambitious and usually they are the people who are involved in corporate and sales line (I guess you can begin to picture some of your surrounding friends). They are dead right focused, goal- oriented and most likely loves challenges. On the flip side, they might turn out to be rather unkind and does not seem to appreciate the goodness in other people.
Inner Strength Manifesto
2|Page
Now take a look at what you had wrote in the paper, I want you to embrace your strengths and begin to genuinely accept and acknowledge your weaknesses. Because you see, if you can’t even accept that part of yours, it is very hard to move forward to the next stage.
The irony?
Most people write down their “weaknesses” and frown, either they think it is a small matter or they find it difficult to admit.
5 Dysfunctions of a team
The Five Dysfunctions of a Team is a business book by consultant and speaker Patrick Lencioni first published in 2002. It describes the many pitfalls that teams face as they seek to "grow together". This book explores the fundamental causes of organizational politics and team failure.
QA Fest 2017. Claudiu Draghia. Management !=managing horses
You might wonder why this title? Because the word manage comes from the Italian maneggiare (to handle, especially tools or a horse) and because if there is a team it does not need to be managed, it needs a goal and support. This talk if for you if are in a “management” or leadership position, if you are working within a team, if you want to work in a team but cannot move on from being a group, if you are working within a team and cannot find your place and especially if you want to have some knowledge in what it takes to create a team.
Feedback, feedforward and recognition (training intro by COHERENCE)
This document provides an introduction to feedback, feedforward, and recognition as tools for virtuous leaders. It discusses that feedback is challenging but necessary for growth and adaptation. Effective feedback helps the receiver understand where they are going, their mindset, and next steps. Feedforward focuses on the future rather than the past. The most important attitude before giving feedback is building trust and asking permission. Self-feedback and recognition are also important skills.
self care development program to train your brain
a presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goals a presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goalsa presentation about growth in life nad to win and acieve yours goals
The F Word: Failure | June 2018
Passed over for a promotion? Lose a big client? Made a costly mistake? We all mess up. The important thing is what happens next. In this webinar, learn how to recover—and thrive—when the unthinkable happens.
Guest Speakers: Lorene Phillips, Senior Vice President, Reinsurance – International Casualty and Professional Lines, Sompo International and Mallun Yen, COO, Partner and Board Director, SaaStr.
Why Are We Stuck? Getting Agile Teams On The Path To Continuous Improvement
When things are going well, it is difficult to find motivation to go from good to great.
As an Agile leader, it’s important to be able to identify the symptoms your team or team-of-teams start to exhibit when they get stuck – when their momentum for positive growth and change stalls or plateaus – and what to do about it.
Presented at Global Scrum Gathering Minneapolis, this session was a highly interactive workshop with group discussions, table talks and concept centers that provided you with a toolbox to identify symptoms of a stuck team, determine why they are stuck, activities to get them unstuck and highlight potential dysfunctions and over-correction patterns.
Excerpted from The Emerging Healthcare Leader A Field Guide, .docx
Excerpted from The Emerging Healthcare Leader: A Field Guide,
by Laurie Baedke and Natalie Lamberton (Health Administration Press, 2015).
127
C H A P T E R 8
Bounce Back from Failure
“Mistakes are the usual bridge between
inexperience and wisdom.”
—Phyllis Theroux, Essayist
Reading Points
• Managing Failure
• Taking and Handling Criticism
• Persevering Through the Nos
• Trying New Things
• Forgetting
• Michael Jordan was cut from his high school basketball
team.
• Walt Disney was fired from a newspaper for “lacking
imagination” and “having no original ideas.”
• Steve Jobs was unceremoniously removed from the
company he started.
Copying and distributing this content is prohibited without written permission. For permission,
please contact Copyright Clearance Center at [email protected] or visit www.copyright.com.
The Emerging Healthcare Leader128
• Oprah Winfrey was demoted from her job as a news
anchor because she “wasn’t fit for television.”
• The Beatles were rejected by a recording studio, which
said, “We don’t like their sound, they have no future in
show business.”
This list coul d go on and on, but our point is this: Fail-
ures happen to everyone, even to very talented, famous people. As
we’ve said, failures are a matter of when, never a matter of if. All
we can do is hope for the best, but plan for the worst.
Don’t define your career in this constantly changing, high-
stress, high-stakes healthcare industry by the number of times
you failed or made a mistake. Doing so is unfair, and it dimin-
ishes the countless things you’ve accomplished, contributed, and
improved. Instead, see failure for what it is—an inevitable and
scary occurrence that you can bounce back and learn from and
you can prevent. How you overcome or rebound from adversity is
what should define your career, because that’s tough work that not
only requires but also shows your strength of character—whether
you’re tenacious, resilient, committed, disciplined, progress ori-
ented, and so on.
Many of us were schooled to believe that failure is bad. But
that’s only true if you let it stop you from trying again. In fact,
failure is good because it provides learning and growth opportu-
nities. It also promotes taking risks by applying new approaches
to old or existing processes. The corporate giant 3M, for example,
has a company-wide philosophy that encourages employees to
fail—and do so regularly (Kalb 2013). If employees aren’t fail-
ing 95 percent of the time, the company reasons, then they likely
aren’t trying anything fresh and current. Although we elevate our
chances of falling flat on our faces if the new techniques don’t
work, the fact that we ventured out to test new waters is valu-
able. It expands not only our skills but also our professional and
personal horizons.
Copying and distributing this content is prohibited without written permission. For permission,
please contact Copyright Clearance Center at [emai.
Aspire Inspirational Leadership Toolkit SlidesJuly2022.pdf
This document appears to be from a leadership workshop focused on emotional well-being, authentic leadership, courageous purpose, and mapping horizons. The summary is:
The document provides exercises and discussions around defining one's authentic leadership signature, managing burnout, finding purpose in one's work, and visualizing future goals. It encourages participants to reflect on their strengths and blind spots to maximize their leadership impact and influence over others. Various leadership archetypes like collaborator, sage, warrior, and pioneer are explored to help people understand their natural leadership style.
Inner strength manifesto
This document provides guidance on personal growth and development through self-reflection. It discusses a 3-step process of identifying strengths and weaknesses, admitting to weaknesses, and addressing areas for improvement. Specific strategies are outlined, such as getting feedback from others, focusing on aspirations over weaknesses, and adopting a growth mindset through action and perseverance. The importance of cultivating self-assurance, positivity, and having a clear sense of purpose are also emphasized to overcome challenges and criticisms in life.
Innerstrengthmanifesto2021
Now take a look at what you had wrote in the paper, I want you to embrace your strengths
and begin to genuinely accept and acknowledge your weaknesses. Because you see, if you
can’t even accept that part of yours, it is very hard to move forward to the next stage
The art of performance
This document summarizes key points from Jeroen De Flander's book "The Art of Performance". It discusses cultivating interest and connecting it to purpose to avoid "summit syndrome" where interest declines. It also discusses developing mastery through practice rather than relying on talent alone. Developing grit and a growth mindset is important to learn from failures and setbacks. Tracking progress and celebrating milestones can help build motivation. Having an optimistic explanatory style allows one to bounce back from failures.
Overcoming the Blocks to Growth
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Overcoming the Blocks to Growth".
Feedback, feedforward and recognition (training intro by COHERENCE) 2021
COHERENCE - Training on Feedback, feedforward and recognition @ work. Introduction material (updated version 2021)
Similar to 1105 The Path to Being the Best Leader (20)
Psychological safety workshop - Scaled Agile Framework Meetup
Psychological safety workshop - Scaled Agile Framework Meetup
Coaching in times of war and crisis - Jean-Francois Cousin for Coaching Up Un...
Coaching in times of war and crisis - Jean-Francois Cousin for Coaching Up Un...
How to improve teamwork effectiveness in the workplace webinar
How to improve teamwork effectiveness in the workplace webinar
Malaysia Real Estate Leadership Program by Author Johann Paul Gregory
Malaysia Real Estate Leadership Program by Author Johann Paul Gregory
QA Fest 2017. Claudiu Draghia. Management !=managing horses
QA Fest 2017. Claudiu Draghia. Management !=managing horses
Feedback, feedforward and recognition (training intro by COHERENCE)
Feedback, feedforward and recognition (training intro by COHERENCE)
Why Are We Stuck? Getting Agile Teams On The Path To Continuous Improvement
Why Are We Stuck? Getting Agile Teams On The Path To Continuous Improvement
Excerpted from The Emerging Healthcare Leader A Field Guide, .docx
Excerpted from The Emerging Healthcare Leader A Field Guide, .docx
Aspire Inspirational Leadership Toolkit SlidesJuly2022.pdf
Aspire Inspirational Leadership Toolkit SlidesJuly2022.pdf
Feedback, feedforward and recognition (training intro by COHERENCE) 2021
Feedback, feedforward and recognition (training intro by COHERENCE) 2021
More from Career Communications Group
Technology Trends Every STEM Manager Should Know
In today's fast-paced world, technology is advancing rapidly, and it's essential for STEM (Science, Technology, Engineering, and Mathematics) managers to keep up with the latest trends. This seminar aims to educate STEM managers on the critical technology trends that are shaping the industry and impacting their jobs.
During this seminar, we will cover the latest technology trends, including artificial intelligence, machine learning, blockchain, the internet of things (IoT), and more. We will explore how these technologies are transforming the business landscape and what they mean for STEM managers.
The seminar will provide insights into how STEM managers can leverage these trends to stay ahead of the curve and remain competitive in their respective fields. We will also discuss the potential risks and challenges associated with adopting these technologies and how to manage them.
Through a combination of lectures, case studies, and interactive discussions, attendees will gain a comprehensive understanding of the latest technology trends and their impact on STEM management. They will leave the seminar with practical insights and strategies to effectively navigate the ever-changing technological landscape and drive innovation in their organizations.
Learning Objectives:
Upon completion of this seminar, participants will be able to:
1. Understand the latest technology trends and their impact on STEM management.
2. Gain insights into how to leverage these trends to stay ahead of the curve and remain competitive in their respective fields.
3. Learn about potential risks and challenges associated with adopting these technologies and how to manage them.
4. Develop practical strategies for effectively navigating the ever-changing technological landscape and driving innovation in their organizations.
5. Network with other STEM managers and industry experts to share insights and best practices.
Unleashing Your Authentic Voice: Building Confidence and Discovering Your Tru...
Unleashing Your Authentic Voice: Building Confidence and Discovering Your Tru...Career Communications Group
In a world that values conformity, it's easy to lose sight of our authentic voice and struggle to assert ourselves in both personal and professional settings. This seminar will provide attendees with critical communication skills to boost their confidence and improve assertiveness, helping them succeed and feel more satisfied in their careers. Participants will explore methods to increase their confidence and make them more assertive, understand the differences between assertive and aggressive communication, and learn techniques for making their point powerfully without overpowering others. The session will also cover painless ways to let go of hard feelings and examine techniques for turning down the heat in challenging situations.
By the end of this session, attendees will be able to:
1. Explore methods that can increase their confidence and make them more assertive.
2. Understand the differences between assertive and aggressive communication and how to say no.
3. Discuss techniques for making their point powerfully without overpowering others.
4. Discover painless ways to let go of hard feelings and positively move forward.
5. Examine techniques for turning down the heat in challenging situations.
Power Up Your Performance: Essential Skills for Non-Managers
Learning Objective: Develop skills that lead to increased performance and organizational growth
Are you ready to take on more responsibilities, lead a team, and foster career growth for yourself and others? This professional development seminar is designed to help you acquire the skills you need to make a positive difference in your work. You will learn how to elevate your performance and exceed expectations by incorporating essential skills and career development strategies.
At the end of this seminar, participants will be able to:
1. Explore traits that create a sense of confidence when taking on new assignments
2. Examine techniques to enhance skills and abilities for career growth
3. Understand the role of a non-manager in the workplace
4. Create a plan to acquire new skills for career success and development potential
Keep the Fire Burning: Connecting Values, Identity, and Passion to Avoid Burn...
Keep the Fire Burning: Connecting Values, Identity, and Passion to Avoid Burn...Career Communications Group
Objective: Develop strategies to enhance productivity and career longevity
As professionals, we often face challenging situations that can lead to burnout, including high email volumes, difficult colleagues, and workplace politics. Despite finding work that aligns with our interests, most of us experience varying levels of burnout throughout our careers. It is crucial to stay connected to the vision, mission, and goals of our work and to find ways to express our identity, creativity, and passion. In this workshop, we will share tools and techniques to help you re-energize and shift your thinking, transforming dead-ends into multiple paths of opportunities, morale, and effectiveness.
At the end of this seminar, participants will be able to:
1. Identify strategies to connect personal and professional values.
2. Manage stress, adapt to change, and navigate industry rumors.
3. Examine ways to become a strategic professional instead of just a task manager.
4. Explore five techniques to cultivate passion and commitment.
The Golden Rules for Achieving Your Goals and Finding Happiness
Setting achievable goals is crucial to living a purposeful and fulfilling life. In this session, attendees will learn about the types of goals and methods for determining which goals to set. They will explore key strategies for setting and achieving goals, taking accountability and ownership of their goals, and avoiding common mind-traps that can disrupt their ability to succeed. By the end of this session, attendees will be equipped with practical tools to set clear goals, move forward toward success, achieve promotions, and climb the career ladder.
By the end of this session, attendees will be able to:
1. Identify the types of goals and methods for determining which goals to set.
2. Examine key strategies for setting and achieving goals.
3. Take accountability and ownership of their goals.
4. Avoid common mind-traps that can disrupt their ability to succeed.
Women in Leadership: Enhancing Confidence, Communication, and Negotiation Skills
Women in Leadership: Enhancing Confidence, Communication, and Negotiation SkillsCareer Communications Group
Learning objective: Foster leadership and professional growth
Leaders must possess certain competencies to excel in their roles. Women leaders often face unique challenges in the workplace regarding perceived competence compared to men. By developing key leadership competencies, women leaders can better overcome these obstacles. In this session, our panel will discuss how building confidence, demonstrating competence, and cultivating a strong leadership presence can improve leadership standing. Attendees will learn the importance of effective communication, emotional intelligence, networking, and connecting with other women leaders.
By the end of this session, attendees will be able to:
1. Identify competencies that build confidence.
2. Explore key elements of leadership presence.
3. Recognize characteristics that enhance effective leadership communication and demonstrate emotional intelligence.
4. Examine strategies for becoming an impactful female negotiator.
5. Discover best practices for developing a network of women leaders.
Mental Health in the Era of Diversity and Inclusion
Learning objective: Discover best practices for supporting employee mental health
Employees' mental health is being affected in unprecedented ways due to factors such as the pandemic, economic uncertainty, political tensions, remote work, and return-to-work policies. Despite these pressures, many employers' mental health benefits, policies, and practices remain outdated and in dire need of an update. The mental health support workers require varies significantly depending on diversity factors such as age, race, nationality, and gender.
At the end of this session, attendees will be able to:
1. Recognize the mental health challenges faced by today's workers.
2. Understand the impact of flexible work arrangements, including work-from-home and hybrid work, on employees' mental health.
3. Explore the creation of programs that cater to the unique needs of employees based on factors such as age, gender, ethnicity, and work location.
4. Examine HR's role in developing and communicating mental health resources that can assist employees and become a crucial component of your overall employee wellness program.
Improvising With Confidence: Learning to Speak Eloquently Under Pressure
Improvising with Confidence discusses the importance of improvisation skills for speaking up in unplanned opportunities and raising your profile in an organization. It provides techniques for improving improvisation abilities such as having conversations in your head beforehand, delaying answers with questions, restating problems, and knowing your organization's hot button issues. A panel of experts from various companies discusses their perspectives on improvisation.
Authenticity: Embracing Your True Self as a Leader
Learning objective: Achieve clarity and confidence as your most authentic self
Authenticity is the harmonious alignment between one's internal values and beliefs and their external behavior. Embracing authenticity in leadership involves aligning professional actions with personal ethics, values, and personality. Trust is built when leaders remain true to themselves, making it easier to achieve goals. In this session, we will explore the authenticity paradox in the workplace, learn to lead authentically, and identify practical ways to embody authenticity in your leadership role.
By the end of this session, attendees will be able to:
1. Differentiate between constructive and detrimental authentic behaviors.
2. Identify your core values and understand their influence on your leadership actions.
3. Establish trust and transparency in your team as an authentic leader while navigating the authenticity paradox.
4. Cultivate a team that embraces individual and collective strengths and authenticity.
Embracing Neurodiversity in the Workplace: Unlocking a Diverse Talent Pool
Embracing Neurodiversity in the Workplace: Unlocking a Diverse Talent PoolCareer Communications Group
Learning objective: Discover the untapped potential of neurodiverse talent
Companies are increasingly recognizing the potential of neurodiverse talent—people with conditions like autism, ADHD, dyslexia, and others. While the benefits of diversity are well-known—enhanced creativity, innovation, and more—neurodiversity goes even further by providing expanded perspectives and breakthrough thinking to keep organizations at the forefront. Major companies like Microsoft, J.P. Morgan, Home Depot, and Hewlett Packard are tapping into this neurodiverse talent pool.
At the end of this session, attendees will be able to:
1. Understand the most recognized types of neurodiversity.
2. Examine the benefits of a neurodiverse workforce for your company.
3. Explore the unique skills of neurodiverse individuals.
4. Investigate recruiting and hiring for neurodiversity—overcoming interview bias.
5. Discover practical ways to maximize the strengths of neurodiversity.
Zero Trust and Data Security
With the increasing number of data breaches and cyber attacks, it's becoming clear that traditional security measures are no longer sufficient. Zero Trust security is an approach that assumes no user, device, or network is trustworthy by default. This seminar will explore the concept of Zero Trust and its application to data security.
During this seminar, we will cover a range of topics related to Zero Trust and data security, including the history and evolution of Zero Trust, the key principles of Zero Trust, and the different applications of Zero Trust in data security. We will also discuss the impact of Zero Trust on the job market and the skills required to work effectively with this approach.
Through a combination of lectures, case studies, and interactive discussions, attendees will gain a comprehensive understanding of the potential benefits of implementing a Zero Trust approach to data security. They will leave the seminar with practical insights and strategies to effectively leverage Zero Trust to protect their organization's data.
Learning Objectives:
Upon completion of this seminar, participants will be able to:
1. Understand the history and evolution of Zero Trust and its application to data security.
2. Gain insights into the key principles of Zero Trust and the different applications of this approach in data security.
3. Learn about the potential benefits and challenges of implementing a Zero Trust approach to data security.
4. Develop practical strategies for effectively leveraging Zero Trust to protect their organization's data.
5. Network with other industry professionals to share insights and best practices.
X-treme Resumes: Constructing a Stellar Resume
Learning Objective: Examine the elements of constructing superior resumes that will land you interviews
An efficient and robust resume will improve your chances of landing that dream job and starting your career on the right foot. Creating the perfect resume takes practice and skill. You want to ensure that your resume stands above the rest without overdoing it. How does one make sure that their resume is top-notch and bulletproof? This seminar will give you the scoop on creating the standout resume to get your following interview. We will discuss tips such as determining your resume’s purpose, supporting your strengths, using appropriate keywords, the benefits of proofreading, bullet points, and proper font usage.
After this seminar, the participants will be able to:
a. Identify the purpose of a solidly effective resume.
b. Discern good resumes from bad resumes.
c. Analyze the factors that recruiters identify to disregard some resumes.
d. Identify the attributes of resumes that get on the interview schedule.
DEI Ambassadors: Making a Diverse Workplace a Reality
Learning objective: Examine methods for fostering a diverse workplace
Diversity and inclusion are vital drivers of business success. However, creating a more diverse and inclusive work environment can involve overcoming significant barriers within an organization. How can you effectively drive change? How can you help others seize opportunities to create a culture where everyone truly feels valued? In this program, our panel will discuss the roles of C-suite leaders to frontline employees in establishing a diverse and welcoming workplace. The discussion will focus on examples, practical tools, and technologies to help develop a purpose and strategy that makes diversity a workplace reality.
At the end of this session, attendees will be able to:
1. Explain why creating a diverse workplace requires ongoing effort across the entire enterprise.
2. Explore a framework that anyone can use to impact change and create a more inclusive environment.
3. Examine how recognition and other solutions can be used to mitigate unconscious bias and improve belonging.
Speak Up and Stand Out: Assertiveness Skills for Women in the Workplace
Assertiveness is a crucial skill for women in the workplace to communicate their ideas, set boundaries, and achieve their goals without being perceived as overbearing or bossy. In this session, attendees will explore fundamental assertiveness skills and learn how to fortify themselves, reduce stress, and set boundaries when speaking their minds. They will examine their personal power, explore unconscious clues that show they are feeling intimidated, and discover techniques for assertive communication that communicate they have the upper hand. Attendees will also analyze how to develop an assertive response, say "no" assertively, and speak their minds guilt-free.
By the end of this session, attendees will be able to:
1. Examine their personal power, where it comes from, and how to use it.
2. Explore unconscious clues that show they are feeling intimidated and stop being a people pleaser.
3. Discover techniques for assertive communication that communicate they have the upper hand.
4. Analyze how to develop an assertive response, say "no" assertively, and speak their minds guilt-free.
Introverts as Leaders: Harnessing Quiet Power for Leadership Success
This document summarizes a panel discussion on introverts as leaders. The panelists were Brooke Hirsch, PhD, PMP; Gina Farida; and moderator Ronesha Willis, SPHR. The objectives were to identify the influence of the "extroverted ideal" of leadership, assess leadership styles and strengths of introversion, examine perceptions of leadership competence, and discuss optimizing performance. The panelists were introduced, including their backgrounds and qualifications. The discussion covered strengths of introverted leaders, how labels have impacted self-perception, strategies for introverts to optimize performance, and how workplaces can support introverted employees.
Managing Emotional Tension: Strategies for Navigating Personality Disagreemen...
Managing Emotional Tension: Strategies for Navigating Personality Disagreemen...Career Communications Group
In any workplace, emotions can run high, leading to conflict and tension that can threaten productivity and relationships. In this session, attendees will learn proven tips and techniques for managing conflict, anger, and emotional tension without damaging relationships. They will explore the 3 C's of conflict communication - being clear, curious, and calm - and discover how to use words that initiate discussion and minimize conflict. Attendees will also learn communication tools for constructive confrontation, methods for maintaining professionalism, and strategies for avoiding win-lose situations. They will also research how to use boundary statements when dealing with an angry person.
By the end of this session, attendees will be able to:
1. Understand the 3 C's of conflict communication: Be Clear, Be Curious, and Be Calm.
2. Examine words that initiate discussion and minimize conflict.
3. Explore communication tools for constructive confrontation.
4. Discuss methods for maintaining professionalism and avoiding win-lose situations.
5. Research how to use boundary statements when dealing with an angry person.
Communication Strategies for Engaging Highly Sensitive People
Learning Objectives: Discover effective methods for managing and supporting highly sensitive employees in the workplace.
It is estimated that approximately one in five individuals are highly sensitive people (HSPs), which means you likely have at least one HSP on your team. HSPs process information more deeply and are more attuned to their surroundings, including lights, sounds, facial expressions, and vocal tones. While they can be exceptional employees - thoughtful, intuitive, conscientious, and dedicated high performers - they also require a unique approach to management. In this session, you will learn how to foster inclusivity and retain this neurodiverse group of individuals, who may prove to be some of your organization's most valuable assets.
By the end of this session, attendees will be able to:
1. Identify common triggers for highly sensitive employees and understand how to mitigate them.
2. Discover effective ways to capitalize on the innate strengths of your highly sensitive team members.
3. Learn what not to say in order to avoid hurt feelings and maintain positive relationships with sensitive employees.
4. Implement communication adjustments that can significantly improve interactions with highly sensitive individuals.
5. Develop an action plan to empower and support your highly sensitive employees.
How Chat GPT and AI Will Impact the Workplace
Artificial intelligence (AI) and Chat GPT (Generative Pre-trained Transformer) are revolutionizing the way we work and interact with each other. From chatbots and virtual assistants to automated decision-making processes, AI is changing the way we approach work and the workplace. This seminar will explore the impact of AI and Chat GPT on the workplace and how businesses can leverage these technologies to improve efficiency and productivity.
During this seminar, we will cover a range of topics related to AI and Chat GPT, including the history and evolution of AI, its current state of development, and the different applications of AI in the workplace. We will also discuss the impact of these technologies on the job market and the skills required to work effectively with them.
Through a combination of lectures, case studies, and interactive discussions, attendees will gain a comprehensive understanding of the potential benefits and challenges of integrating AI and Chat GPT into the workplace. They will leave the seminar with practical insights and strategies to effectively leverage these technologies to drive innovation and productivity in their organizations.
Learning Objectives:
Upon completion of this seminar, participants will be able to:
1. Understand the history and evolution of AI and Chat GPT and their current state of development.
2. Gain insights into the different applications of AI and Chat GPT in the workplace and their potential benefits and challenges.
3. Learn about the impact of AI and Chat GPT on the job market and the skills required to work effectively with these technologies.
4. Develop practical strategies for effectively integrating AI and Chat GPT into the workplace to drive innovation and productivity.
5. Network with other industry professionals to share insights and best practices.
Building Resilience: Strategies for Managing Stress and Boosting Performance
Building Resilience: Strategies for Managing Stress and Boosting PerformanceCareer Communications Group
This document provides information about a panel discussion on building resilience. The panel will feature three speakers from major companies discussing strategies for managing stress and boosting performance. The panelists will discuss deciding where to focus time and energy, understanding personal capacity, clarity, managing expectations, and handling difficult situations well.Interview Skill That Get you Hired
Learning Objective: Discuss techniques for promoting yourself during an interview
Do you know the benefits of establishing a positive and professional representation during an interview? Promotions depend on preparation and practice but knowing what to prepare and how to practice is essential. Mastering the Interview Training Materials holds the knowledge of the qualities that employers desire. Expanding your expectations of the questions that will be asked during an interview can give you an incredible advantage over other applicants for the position. Even more, demonstrating your unique skills through a well-articulated answer to interview questions will put you in the lead. Taking the initiative to prepare for an interview can create new opportunities for career development in your industry.
After this seminar, the participants will know:
a. What are the standard interview questions, and how to prepare your answers?
b. What information do I need to know for every interview?
c. How do I answer tough questions?
d. What are good questions to ask your interviewer?
e. How to answer the question: “So tell me about yourself?
f. What do I do after the interview?
g. What are common interview mistakes?
More from Career Communications Group (20)
Unleashing Your Authentic Voice: Building Confidence and Discovering Your Tru...
Unleashing Your Authentic Voice: Building Confidence and Discovering Your Tru...
Power Up Your Performance: Essential Skills for Non-Managers
Power Up Your Performance: Essential Skills for Non-Managers
Keep the Fire Burning: Connecting Values, Identity, and Passion to Avoid Burn...
Keep the Fire Burning: Connecting Values, Identity, and Passion to Avoid Burn...
The Golden Rules for Achieving Your Goals and Finding Happiness
The Golden Rules for Achieving Your Goals and Finding Happiness
Women in Leadership: Enhancing Confidence, Communication, and Negotiation Skills
Women in Leadership: Enhancing Confidence, Communication, and Negotiation Skills
Mental Health in the Era of Diversity and Inclusion
Mental Health in the Era of Diversity and Inclusion
Improvising With Confidence: Learning to Speak Eloquently Under Pressure
Improvising With Confidence: Learning to Speak Eloquently Under Pressure
Authenticity: Embracing Your True Self as a Leader
Authenticity: Embracing Your True Self as a Leader
Embracing Neurodiversity in the Workplace: Unlocking a Diverse Talent Pool
Embracing Neurodiversity in the Workplace: Unlocking a Diverse Talent Pool
DEI Ambassadors: Making a Diverse Workplace a Reality
DEI Ambassadors: Making a Diverse Workplace a Reality
Speak Up and Stand Out: Assertiveness Skills for Women in the Workplace
Speak Up and Stand Out: Assertiveness Skills for Women in the Workplace
Introverts as Leaders: Harnessing Quiet Power for Leadership Success
Introverts as Leaders: Harnessing Quiet Power for Leadership Success
Managing Emotional Tension: Strategies for Navigating Personality Disagreemen...
Managing Emotional Tension: Strategies for Navigating Personality Disagreemen...
Communication Strategies for Engaging Highly Sensitive People
Communication Strategies for Engaging Highly Sensitive People
Building Resilience: Strategies for Managing Stress and Boosting Performance
Building Resilience: Strategies for Managing Stress and Boosting Performance
Recently uploaded
Team Building and TUCKMANS MODEL Explained
A team is a group of individuals, all working together for a common purpose. This Ppt derives a detail information on team building process and ats type with effective example by Tuckmans Model. it also describes about team issues and effective team work. Unclear Roles and Responsibilities of teams as well as individuals.
Comparing Stability and Sustainability in Agile Systems
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
Strategic Org Design with Org Topologies™
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
Chart--Time Management.pdf How to time is spent
Time management is foundation for any successful activity.
Sethurathnam Ravi: A Legacy in Finance and Leadership
Sethurathnam Ravi, also known as S Ravi, is a distinguished Chartered Accountant and former Chairman of the Bombay Stock Exchange (BSE). As the Founder and Managing Partner of Ravi Rajan & Co. LLP, he has made significant contributions to the fields of finance, banking, and corporate governance. His extensive career includes directorships in over 45 major organizations, including LIC, BHEL, and ONGC. With a passion for financial consulting and social issues, S Ravi continues to influence the industry and inspire future leaders.
Addiction to Winning Across Diverse Populations.pdf
A anaysis dedicated to identify the addiction on winniing by diverse population
Designing and Sustaining Large-Scale Value-Centered Agile Ecosystems (powered...
Is Agile dead? It depends on what you mean by 'Agile'. If you mean that the organizations are not getting the promised benefits because they were focusing too much on the team-level agile "ways of working" instead of systemic global improvements -- then we are in agreement. It is a misunderstanding of Agility that led us down a dead-end. At Org Topologies, we see bright sparks -- the signs of the 'second wave of Agile' as we call it. The emphasis is shifting towards both in-team and inter-team collaboration. Away from false dichotomies. Both: team autonomy and shared broad product ownership are required to sustain true result-oriented organizational agility. Org Topologies is a package offering a visual language plus thinking tools required to communicate org development direction and can be used to help design and then sustain org change aiming at higher organizational archetypes.
一比一原版(QU毕业证)皇后大学毕业证如何办理
QU本科学位证成绩单【微信95270640】《皇后大学毕业证书原版制作QU成绩单》【Q微信95270640】《仿制QU毕业证成绩单皇后大学学位证书pdf电子图》，A.为什么留学生需要操作留信认证?
留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询!
B.为什么我们提供的毕业证成绩单具有使用价值？
查询留服认证是国内鉴别留学生海外学历的唯一途径，但认证只是个体行为，不是所有留学生都操作，所以没有办理认证的留学生的学历在国内也是查询不到的，他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单，就有了使用价值。
实体公司，专业可靠，办理加拿大毕业证|办美国成绩单|做德国文凭学历认证|办新西兰学位证，办澳洲文凭认证，办留信网认证（网上可查，实体公司，专业可靠）铸就十年品质！信誉！实体公司！
文凭办理流程：
1客户提供办理信息：姓名生日专业学位毕业时间等（如信息不确定可以咨询顾问：微信95270640我们有专业老师帮你查询）；
2开始安排制作毕业证成绩单电子图；
3毕业证成绩单电子版做好以后发送给您确认；
4毕业证成绩单电子版您确认信息无误之后安排制作成品；
5成品做好拍照或者视频给您确认；
6快递给客户（国内顺丰国外DHLUPS等快读邮寄）。
7完成交易删除客户资料
高精端提供以下服务：
一：皇后大学皇后大学毕业证文凭证书全套材料从防伪到印刷水印底纹到钢印烫金
二：真实使馆认证（留学人员回国证明）使馆存档
三：真实教育部认证教育部存档教育部留服网站可查
四：留信认证留学生信息网站可查
五：与学校颁发的相关证件1:1纸质尺寸制定（定期向各大院校毕业生购买最新版本毕,业证成绩单保证您拿到的是鲁昂大学内部最新版本毕业证成绩单微信95270640）
A.为什么留学生需要操作留信认证?
留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询!
B.为什么我们提供的毕业证成绩单具有使用价值？
查询留服认证是国内鉴别留学生海外学历的唯一途径但认证只是个体行为不是所有留学生都操作所以没有办理认证的留学生的学历在国内也是查询不到的他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单就有了使用价值。娃拒绝父亲送说往车上一躺就等着下车决无丢失的道理有手机在身联系也方便再说他都岁了还有大半车的小伙伴相伴他不怕在父亲千叮咛万嘱咐中山娃依依不舍地爬上车朝窗外不住地挥手别了父亲别了父亲的城别了我的暑假生活我的城市生活望着窗外挥舞的大手还有那张微驼的背一向坚强的山娃禁不住泪如雨下当我坐下来想写这封信时“感恩两字在我脑海中回旋很幸运我有这样的机会能将埋在心底深深的感激之情得以表达从婴儿的“哇哇坠地到哺育听
innovation in nursing practice, education and management.pptx
MSc nursing 2 nd year Government college of nursing Rajnandgaon Chhattisgarh
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...
Colby Hobson stands out as a dynamic leader in the residential construction industry. With a solid reputation built on his exceptional communication and presentation skills, Colby has proven himself to be an excellent team player, fostering a collaborative and efficient work environment.
12 steps to transform your organization into the agile org you deserve
During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.
Ganpati Kumar Choudhary Indian Ethos PPT.pptx
Ganpati Kumar Choudhary Indian Ethos PPT.pptx, The Dilemma of Green Energy Corporation
Green Energy Corporation, a leading renewable energy company, faces a dilemma: balancing profitability and sustainability. Pressure to scale rapidly has led to ethical concerns, as the company's commitment to sustainable practices is tested by the need to satisfy shareholders and maintain a competitive edge.
Conflict resololution,role of hr in resolution
Conflict resolution techniques in modern day organizations is critical for overall productivity
20240608 QFM019 Engineering Leadership Reading List May 2024
Everything I found interesting about Engineering Leadership in May 2024
All the Small Things - XP2024 Bolzano/Bozen
Originally presented at XP2024 Bolzano
While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
In this talk we'll have a look to the cumulative effect of the constraints of a remote working environment and of the common countermeasures.
Enriching engagement with ethical review processes
New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
The Management Guide: From Projects to Portfolio
A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
Impact of Effective Performance Appraisal Systems on Employee Motivation and ...
Healthy economic development requires properly managing the banking industry of any
country. Along with state-owned banks, private banks play a critical role in the country's economy.
Managers in all types of banks now confront the same challenge: how to get the utmost output from
their employees. Therefore, Performance appraisal appears to be inevitable since it set the
standard for comparing actual performance to established objectives and recommending practical
solutions that help the organization achieve sustainable growth. Therefore, the purpose of this
research is to determine the effect of performance appraisal on employee motivation and retention.
Recently uploaded (20)
Comparing Stability and Sustainability in Agile Systems
Comparing Stability and Sustainability in Agile Systems
Sethurathnam Ravi: A Legacy in Finance and Leadership
Sethurathnam Ravi: A Legacy in Finance and Leadership
Addiction to Winning Across Diverse Populations.pdf
Addiction to Winning Across Diverse Populations.pdf
Designing and Sustaining Large-Scale Value-Centered Agile Ecosystems (powered...
Designing and Sustaining Large-Scale Value-Centered Agile Ecosystems (powered...
innovation in nursing practice, education and management.pptx
innovation in nursing practice, education and management.pptx
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...
12 steps to transform your organization into the agile org you deserve
12 steps to transform your organization into the agile org you deserve
20240608 QFM019 Engineering Leadership Reading List May 2024
20240608 QFM019 Engineering Leadership Reading List May 2024
Enriching engagement with ethical review processes
Enriching engagement with ethical review processes
Impact of Effective Performance Appraisal Systems on Employee Motivation and ...
Impact of Effective Performance Appraisal Systems on Employee Motivation and ...
1105 The Path to Being the Best Leader
- 1. 1
- 2. 2 The Path to Being the Best Leader: Begins with Self Reflection October 8th, 2022 Charmaine Thomas – Moderator Vanessa Ulrich – Panelist Geremy Keith – Panelist
- 3. Work Hard and Make People See You: Video 3
- 4. 4 Perception Exercise Personal Development through Open Feedback : 4 Why should I do this? To gain knowledge about myself, grow as a person and partner, and give me the opportunity to practice being vulnerable. What do I need to do to transition into my next role? Ask the Questions: • What is your current perception of me? • What can I improve on? • What is my greatest area for improvement? • What is my greatest strength? • What is the impression I give the office/team? • How can I work better for you? Perception Exercise
- 6. Closing/ Q & A 6
- 7. 7 You may encounter many defeats, but you must not be defeated. In fact, it may be necessary to encounter the defeats, so you can know who you are, what you can rise from, how you can still come out of it.” – Maya Angelou 7