This document provides information about developing leadership disciplines and creating conditions for teams to experience "flow." It discusses establishing clear and attainable goals, providing direct feedback, balancing challenges and skills, and giving teams autonomy. Graphics illustrate factors that influence relationships and engagement, and a flow channel tool for assessing where teams are functioning. The overall message is that leadership requires continuous training in disciplines to improve performance and create optimal conditions for others.
Creating a healthy and successful workplace culture through joyful, compassionate, people-centered leadership as exemplified by Scrooge’s first boss, Old Fezziwig in Dicken’s classic, A Christmas Carol.
Dynamic Empowerment Kick-off Kroc A 11-15-12altonbaird
This document discusses the concept of empowerment. It emphasizes that both leaders/managers and employees/colleagues need to focus on empowerment from their respective perspectives. Empowerment involves awareness of one's responses and mental triggers, having the right attitude, communicating purpose and meaning, creating trust, encouraging others, and developing skills. Key principles of empowerment discussed include not blaming others, being personally connected, communicating openly, listening aggressively, writing goals, and having control over one's response. The overall message is that empowerment is a collaborative process between managers and employees that can drive positive change when implemented effectively.
Multi choice index single premium life insurance 4088541883 san jose californ...Connie Dello Buono
connie dello buono ca life lic 0G60621 san jose california 4088541883 motherhealth@gmail.com . On page 7 is a comparison that with aviva index single premium life insurance you can avoid probate, interest earnings are tax-deferred n exclu
• You are looking for cultural integration in a multicultural company
• You have to improve your productivity more than 7 %
• You want to implement self-directed teams
• You need new leadership for highly skilled power teams
• You have to solve conflicts that block more than 5% of your efficiency
• You need a successful lighthouse-style project to become the emotional
• master plan for other projects
• You want to change the lack of identification and need better employer
• image for new hires
IQPC’s 7th Timberland Investment Summit is the key meeting of the year for investment opportunities in the timberland asset class. Now in its 7th successful year, the conference brings together a comprehensive line-up of decision-makers from the entire timberland investments value chain including pension funds, hedge funds, endowments, family offices, TIMOs, REITs, forestry management companies, law firms, and banks.
Here’s a sneak peak at highlights of the 2010 program:
Highest ever participation from institutional investors, with speakers confirmed from Mass-PRIM, CPP Investment Board, TIAA CREF, APG, and Dallas Police & Fire Retirement System
Dedicated workshops on risk mitigation, carbon credits, and strategies for smaller investors
In-depth keynotes on the prospects for the US housing market, the macroeconomic outlook for timberland and the future of timberland values
Interactive roundtable discussions on the top 5 timberland investment opportunities
The document announces an upcoming conference on timberland investments in North America from June 23-25, 2010 in Vancouver, British Columbia. It will feature presentations and roundtable discussions on the top 5 North American investment destinations, best practices from top experts, and interactive workshops on topics like risk mitigation strategies, emerging opportunities, and strategies for smaller investors. The keynote speaker will be the Minister of Forests for British Columbia who will discuss opportunities for private investment after the pine beetle epidemic.
This document summarizes news from the Restorative Justice Consortium in spring 2009. It discusses the departure of the CEO and introduction of an acting CEO. It also previews upcoming projects including developing an occupational standard for restorative practices, a conference on becoming a restorative county, and regional meetings on accreditation for restorative practice. Finally, it notes the government's expressed interest in a new adult restorative justice strategy and the RJC's work with the Ministry of Justice on developing new restorative justice services.
Creating a healthy and successful workplace culture through joyful, compassionate, people-centered leadership as exemplified by Scrooge’s first boss, Old Fezziwig in Dicken’s classic, A Christmas Carol.
Dynamic Empowerment Kick-off Kroc A 11-15-12altonbaird
This document discusses the concept of empowerment. It emphasizes that both leaders/managers and employees/colleagues need to focus on empowerment from their respective perspectives. Empowerment involves awareness of one's responses and mental triggers, having the right attitude, communicating purpose and meaning, creating trust, encouraging others, and developing skills. Key principles of empowerment discussed include not blaming others, being personally connected, communicating openly, listening aggressively, writing goals, and having control over one's response. The overall message is that empowerment is a collaborative process between managers and employees that can drive positive change when implemented effectively.
Multi choice index single premium life insurance 4088541883 san jose californ...Connie Dello Buono
connie dello buono ca life lic 0G60621 san jose california 4088541883 motherhealth@gmail.com . On page 7 is a comparison that with aviva index single premium life insurance you can avoid probate, interest earnings are tax-deferred n exclu
• You are looking for cultural integration in a multicultural company
• You have to improve your productivity more than 7 %
• You want to implement self-directed teams
• You need new leadership for highly skilled power teams
• You have to solve conflicts that block more than 5% of your efficiency
• You need a successful lighthouse-style project to become the emotional
• master plan for other projects
• You want to change the lack of identification and need better employer
• image for new hires
IQPC’s 7th Timberland Investment Summit is the key meeting of the year for investment opportunities in the timberland asset class. Now in its 7th successful year, the conference brings together a comprehensive line-up of decision-makers from the entire timberland investments value chain including pension funds, hedge funds, endowments, family offices, TIMOs, REITs, forestry management companies, law firms, and banks.
Here’s a sneak peak at highlights of the 2010 program:
Highest ever participation from institutional investors, with speakers confirmed from Mass-PRIM, CPP Investment Board, TIAA CREF, APG, and Dallas Police & Fire Retirement System
Dedicated workshops on risk mitigation, carbon credits, and strategies for smaller investors
In-depth keynotes on the prospects for the US housing market, the macroeconomic outlook for timberland and the future of timberland values
Interactive roundtable discussions on the top 5 timberland investment opportunities
The document announces an upcoming conference on timberland investments in North America from June 23-25, 2010 in Vancouver, British Columbia. It will feature presentations and roundtable discussions on the top 5 North American investment destinations, best practices from top experts, and interactive workshops on topics like risk mitigation strategies, emerging opportunities, and strategies for smaller investors. The keynote speaker will be the Minister of Forests for British Columbia who will discuss opportunities for private investment after the pine beetle epidemic.
This document summarizes news from the Restorative Justice Consortium in spring 2009. It discusses the departure of the CEO and introduction of an acting CEO. It also previews upcoming projects including developing an occupational standard for restorative practices, a conference on becoming a restorative county, and regional meetings on accreditation for restorative practice. Finally, it notes the government's expressed interest in a new adult restorative justice strategy and the RJC's work with the Ministry of Justice on developing new restorative justice services.
Aidan's personality style is identified as a Director. Directors are natural leaders who focus on completing goals and motivating others through their enthusiasm, people skills, and self-confidence. They prefer focusing on the big picture rather than details. Directors thrive in environments with challenges, social interaction, and the ability to influence others and direct tasks. They are motivated by praise, authority, and non-routine activities.
The six secrets of change are interrelated and reinforcing. Secret One is to create conditions for staff to succeed by finding ways for them to fulfill their own goals while also achieving organizational goals. Secret Two is for leaders to provide direction while enabling purposeful peer interaction and learning related to results. Secret Three is about building capacity over judgment by assuming people want to improve and learn from others.
The six secrets of change are interrelated and reinforcing. Secret One is to create conditions for staff to succeed by finding ways for them to fulfill their own goals while also achieving organizational goals. Secret Two is for leaders to provide direction while enabling purposeful peer interaction and learning related to results. Secret Three is about building capacity over judgment by assuming people want to improve and learn from others.
This document discusses various theories and approaches to studying leadership. It begins by defining leadership as inspiring collective action for the common good. It then outlines different approaches to studying leadership, including trait, behavioral, contingency, and transformational approaches. The document contrasts the differences between leadership and management, noting that leadership focuses on influencing and changing behavior while management focuses on executing plans and managing resources. It discusses various leadership traits and behaviors identified in trait and behavioral theories. Finally, it outlines Fiedler's contingency theory of leadership, which proposes that effective leadership depends on matching a leader's style to the demands of the situation.
ROLE PLAY – How to ensure success during a leadership role transition outlines 10 top strategies to ensure a new leader’s success in his or her new role.
This document outlines a leadership development course. It discusses how lack of clear goals and poor communication are leading causes of failure. The role of a leader is to help people avoid these issues by setting ambitious goals and ensuring effective communication, even if the goals initially seem impossible. To develop as a leader, one must commit to action and be willing to act outside their comfort zone. Exercises are provided for participants to identify goals that could transform their work or life if achieved and to commit to specific leadership actions.
This document provides an overview of a senior management course on leadership in public service. It contains objectives of the course, definitions of leadership, theories of leadership styles, and qualities of good leaders. It discusses sources of power, behavioral and situational leadership styles. It poses discussion questions on appropriate 21st century leadership strategies, overcoming leadership obstacles, and factors influencing leadership in the Kenyan civil service. The document is intended to educate participants on the nature and role of leadership for public service.
This document discusses the differences between a supervisor and other employees, and how to transform a supervisor into an effective leader. It states that a supervisor has more experience than others, knows something about everything and everything about something, and has a more mature understanding level. It provides expectations for supervisors such as being results-oriented, taking responsibility for failures, maintaining good teamwork, and establishing discipline and harmony. It then discusses qualities of good leaders, the difference between being a boss versus a leader, and tips for leaders to be both managers and good leaders such as setting goals, helping people achieve their goals, and learning from books on leadership.
2012 ASTD MS Annual State-wide Symposium
Breakout Session 1 by Wanda J. Freeland, S.M.A.R.T. Performance Solutions.
June 14, 2012. The University of Southern Mississippi Gulf Park Campus.
The document discusses communication, awareness, attitude, and action as key aspects of positive communication. It emphasizes becoming aware of reflex responses and thinking before reacting. Having the right attitude of doing for others as you would want done for yourself is important. Taking positive action through communication can make situations better rather than getting upset. Empowering others involves trusting them, supporting their ideas, maintaining a positive outlook, and letting people learn and follow through on their own instincts and tasks. Both leaders and employees should focus on empowerment by recognizing good work, allowing growth, and developing colleagues rather than just using people. The choice to respond versus react is important for reducing stress. Harnessing the group's talents over 12 months could implement an empower
Leadership & Management Development Module - May 2010GraemeDB
Stephen Covey said that whatever is at the center of our life will be the source of our security, guidance, wisdom, and power. Leadership is about looking outward and inspiring others through affirming their worth, while management looks inward and focuses on planning and problem solving. Effective leadership comes from being a leader, not just pretending or emulating styles, and requires accountability and taking time to listen to others.
This document summarizes a presentation on leadership in complex times. It discusses trends like an aging population, declining funding, and increased use of technology that are challenging non-profits. It also covers different types of change and resistance to change. The presentation argues that leadership must acknowledge complexity, be inclusive and adaptive to navigate these challenges. Qualities like identifying different problem types and fostering collective wisdom are important. The goal is a shift to see communities as primarily responsible for members' well-being, with professionals and funders playing supporting roles.
Connect the brain friendly way liz guthridge april 2012Liz Guthridge
The document provides tips for communicating in a brain-friendly way to effectively engage and influence others. It discusses how neuroscience research shows the brain is more emotional and tires quickly. It recommends 7 ways to communicate clearly, concisely and compellingly: name things, be positive, improve clarity, be visual, use metaphors, set deadlines, and slow down. Specific tactics are outlined, and resources are provided to learn more communication strategies grounded in brain science.
Leadership Attributes What Can We Expect in Our Dynamic Global Economy?Kevin Carter
This document summarizes a 2011 women's leadership conference titled "Go Where There Be Dragons" focused on leadership essentials for 2020 and beyond. The conference was presented by Sophia A. Muirhead of The Conference Board, Inc. on April 13, 2011. It discusses the need for leadership correction, calibration, and change due to increasing business complexity, globalization, and other trends. A key theme is that developing talent and addressing human capital risks should be a top priority for organizations.
This document contains information about recruitment and retention strategies for different generations in the workforce. It discusses engaging mature workers, recognizing the different imprints that shape how generations translate work values, and the importance of aligning an organization's interests with its people. The document advocates paying attention to the voices of candidates, adapting roles to individuals, and removing barriers to knowledge transfer between generations.
Keynote: Olivia McIvor, Senior HR Consultant, The IZZO Group
For the first time in history there are four cohorts in the workplace at the same time and it is causing a bit of a stir. The primary challenge today is how to navigate amidst these differences.
This keynote is designed to educate attendees on generational traits and trends as well its goal is to help breakdown the generational boundaries that multiple generations and differing personalities create within a corporate culture.
Using her trademark soft approach humor and relevant examples that leave the audience feeling validates and understood! Olivia motivates audiences by providing real-time approaches to current challenges.
Based on her book, Four Generation-One Workplace, this keynote will leave you provoked and inspired to approach the other generations in new and positive ways.
Back-to-Basics 2013: Richard Plenty - Your best investment: Identifying, deve...Corporate Spirit Ltd
The document discusses developing leadership talent within organizations. It emphasizes that identifying and developing future leaders should be a top investment priority. Organizations need to look for good performers with strategic thinking skills and the ability to manage themselves and others. Developing leaders requires providing them with progressively challenging roles and structured support like coaching and mentoring. Practice and experience are crucial for leadership skills to develop, so opportunities must be given to allow potential leaders to gain experience.
A Deeper Dive into Emotional Intelligence and PersonalityProfiles Asia
Dr. Greg Stewart is Vice President for Profiles International's Enterprise Solutions Sales Division. He is an experienced human capital expert with over 15 years in management and human resources. Dr. Stewart holds a BA in Organizational Leadership and a PhD in Counseling. He has deep insight into problem-solving and employee motivation and is a phenomenal speaker and blogger of management and leadership.
What You Will learn:
The effect that Emotional Intelligence has on leadership and job success.
How emotions in the workplace directly correlate with job satisfaction and how emotional intelligence impacts the role of leadership.
CSC Singapore “LEARN @ WORK DAY”
KEY NOTE PRESENTATION
‘Making Generational Differences Work with
Emotional Intelligence’
CSC Singapore Offices (Anson & Henderson)
Friday, 13 July 2012
This session helps individuals understand the outlook and experiences of different generations to improve respect, communication and relationships in the workpl
This document discusses the art of teaching and inspiring student performance. It emphasizes that teachers have a sphere of influence and impact on students. It discusses how developing positive relationships with students through relational intelligence and maintaining high energy are important aspects of being an effective teacher. The document suggests teachers should strive to be persons of positive influence, develop strong relationships with students, manage their own energy and energize others, and pursue wisdom through growing their knowledge base and decision making skills.
1) The document discusses formative assessment and using assessment as a means of learning rather than an end. It emphasizes using assessment for feedback and improving instruction.
2) It presents a Teaching-Assessing-Learning cycle for collaborative teacher teams to identify learning targets, design assessments and formative strategies, implement assessments, and reflect on results to improve instruction.
3) The document provides tools and processes for teams to improve the quality and accuracy of their common assessments, such as rubrics, double scoring, and calibration to eliminate grading variance.
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Aidan's personality style is identified as a Director. Directors are natural leaders who focus on completing goals and motivating others through their enthusiasm, people skills, and self-confidence. They prefer focusing on the big picture rather than details. Directors thrive in environments with challenges, social interaction, and the ability to influence others and direct tasks. They are motivated by praise, authority, and non-routine activities.
The six secrets of change are interrelated and reinforcing. Secret One is to create conditions for staff to succeed by finding ways for them to fulfill their own goals while also achieving organizational goals. Secret Two is for leaders to provide direction while enabling purposeful peer interaction and learning related to results. Secret Three is about building capacity over judgment by assuming people want to improve and learn from others.
The six secrets of change are interrelated and reinforcing. Secret One is to create conditions for staff to succeed by finding ways for them to fulfill their own goals while also achieving organizational goals. Secret Two is for leaders to provide direction while enabling purposeful peer interaction and learning related to results. Secret Three is about building capacity over judgment by assuming people want to improve and learn from others.
This document discusses various theories and approaches to studying leadership. It begins by defining leadership as inspiring collective action for the common good. It then outlines different approaches to studying leadership, including trait, behavioral, contingency, and transformational approaches. The document contrasts the differences between leadership and management, noting that leadership focuses on influencing and changing behavior while management focuses on executing plans and managing resources. It discusses various leadership traits and behaviors identified in trait and behavioral theories. Finally, it outlines Fiedler's contingency theory of leadership, which proposes that effective leadership depends on matching a leader's style to the demands of the situation.
ROLE PLAY – How to ensure success during a leadership role transition outlines 10 top strategies to ensure a new leader’s success in his or her new role.
This document outlines a leadership development course. It discusses how lack of clear goals and poor communication are leading causes of failure. The role of a leader is to help people avoid these issues by setting ambitious goals and ensuring effective communication, even if the goals initially seem impossible. To develop as a leader, one must commit to action and be willing to act outside their comfort zone. Exercises are provided for participants to identify goals that could transform their work or life if achieved and to commit to specific leadership actions.
This document provides an overview of a senior management course on leadership in public service. It contains objectives of the course, definitions of leadership, theories of leadership styles, and qualities of good leaders. It discusses sources of power, behavioral and situational leadership styles. It poses discussion questions on appropriate 21st century leadership strategies, overcoming leadership obstacles, and factors influencing leadership in the Kenyan civil service. The document is intended to educate participants on the nature and role of leadership for public service.
This document discusses the differences between a supervisor and other employees, and how to transform a supervisor into an effective leader. It states that a supervisor has more experience than others, knows something about everything and everything about something, and has a more mature understanding level. It provides expectations for supervisors such as being results-oriented, taking responsibility for failures, maintaining good teamwork, and establishing discipline and harmony. It then discusses qualities of good leaders, the difference between being a boss versus a leader, and tips for leaders to be both managers and good leaders such as setting goals, helping people achieve their goals, and learning from books on leadership.
2012 ASTD MS Annual State-wide Symposium
Breakout Session 1 by Wanda J. Freeland, S.M.A.R.T. Performance Solutions.
June 14, 2012. The University of Southern Mississippi Gulf Park Campus.
The document discusses communication, awareness, attitude, and action as key aspects of positive communication. It emphasizes becoming aware of reflex responses and thinking before reacting. Having the right attitude of doing for others as you would want done for yourself is important. Taking positive action through communication can make situations better rather than getting upset. Empowering others involves trusting them, supporting their ideas, maintaining a positive outlook, and letting people learn and follow through on their own instincts and tasks. Both leaders and employees should focus on empowerment by recognizing good work, allowing growth, and developing colleagues rather than just using people. The choice to respond versus react is important for reducing stress. Harnessing the group's talents over 12 months could implement an empower
Leadership & Management Development Module - May 2010GraemeDB
Stephen Covey said that whatever is at the center of our life will be the source of our security, guidance, wisdom, and power. Leadership is about looking outward and inspiring others through affirming their worth, while management looks inward and focuses on planning and problem solving. Effective leadership comes from being a leader, not just pretending or emulating styles, and requires accountability and taking time to listen to others.
This document summarizes a presentation on leadership in complex times. It discusses trends like an aging population, declining funding, and increased use of technology that are challenging non-profits. It also covers different types of change and resistance to change. The presentation argues that leadership must acknowledge complexity, be inclusive and adaptive to navigate these challenges. Qualities like identifying different problem types and fostering collective wisdom are important. The goal is a shift to see communities as primarily responsible for members' well-being, with professionals and funders playing supporting roles.
Connect the brain friendly way liz guthridge april 2012Liz Guthridge
The document provides tips for communicating in a brain-friendly way to effectively engage and influence others. It discusses how neuroscience research shows the brain is more emotional and tires quickly. It recommends 7 ways to communicate clearly, concisely and compellingly: name things, be positive, improve clarity, be visual, use metaphors, set deadlines, and slow down. Specific tactics are outlined, and resources are provided to learn more communication strategies grounded in brain science.
Leadership Attributes What Can We Expect in Our Dynamic Global Economy?Kevin Carter
This document summarizes a 2011 women's leadership conference titled "Go Where There Be Dragons" focused on leadership essentials for 2020 and beyond. The conference was presented by Sophia A. Muirhead of The Conference Board, Inc. on April 13, 2011. It discusses the need for leadership correction, calibration, and change due to increasing business complexity, globalization, and other trends. A key theme is that developing talent and addressing human capital risks should be a top priority for organizations.
This document contains information about recruitment and retention strategies for different generations in the workforce. It discusses engaging mature workers, recognizing the different imprints that shape how generations translate work values, and the importance of aligning an organization's interests with its people. The document advocates paying attention to the voices of candidates, adapting roles to individuals, and removing barriers to knowledge transfer between generations.
Keynote: Olivia McIvor, Senior HR Consultant, The IZZO Group
For the first time in history there are four cohorts in the workplace at the same time and it is causing a bit of a stir. The primary challenge today is how to navigate amidst these differences.
This keynote is designed to educate attendees on generational traits and trends as well its goal is to help breakdown the generational boundaries that multiple generations and differing personalities create within a corporate culture.
Using her trademark soft approach humor and relevant examples that leave the audience feeling validates and understood! Olivia motivates audiences by providing real-time approaches to current challenges.
Based on her book, Four Generation-One Workplace, this keynote will leave you provoked and inspired to approach the other generations in new and positive ways.
Back-to-Basics 2013: Richard Plenty - Your best investment: Identifying, deve...Corporate Spirit Ltd
The document discusses developing leadership talent within organizations. It emphasizes that identifying and developing future leaders should be a top investment priority. Organizations need to look for good performers with strategic thinking skills and the ability to manage themselves and others. Developing leaders requires providing them with progressively challenging roles and structured support like coaching and mentoring. Practice and experience are crucial for leadership skills to develop, so opportunities must be given to allow potential leaders to gain experience.
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What You Will learn:
The effect that Emotional Intelligence has on leadership and job success.
How emotions in the workplace directly correlate with job satisfaction and how emotional intelligence impacts the role of leadership.
CSC Singapore “LEARN @ WORK DAY”
KEY NOTE PRESENTATION
‘Making Generational Differences Work with
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CSC Singapore Offices (Anson & Henderson)
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This session helps individuals understand the outlook and experiences of different generations to improve respect, communication and relationships in the workpl
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Partecipate alla presentazione per immergervi in una storia di interoperabilità, standard e formati aperti, per poi discutere del ruolo importante che i contributori hanno in una comunità open source sostenibile.
BIO: Sostenitrice del software libero e dei formati standard e aperti. È stata un membro attivo dei progetti Fedora e openSUSE e ha co-fondato l'Associazione LibreItalia dove è stata coinvolta in diversi eventi, migrazioni e formazione relativi a LibreOffice. In precedenza ha lavorato a migrazioni e corsi di formazione su LibreOffice per diverse amministrazioni pubbliche e privati. Da gennaio 2020 lavora in SUSE come Software Release Engineer per Uyuni e SUSE Manager e quando non segue la sua passione per i computer e per Geeko coltiva la sua curiosità per l'astronomia (da cui deriva il suo nickname deneb_alpha).
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UiPath Test Automation using UiPath Test Suite series, part 6DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 6. In this session, we will cover Test Automation with generative AI and Open AI.
UiPath Test Automation with generative AI and Open AI webinar offers an in-depth exploration of leveraging cutting-edge technologies for test automation within the UiPath platform. Attendees will delve into the integration of generative AI, a test automation solution, with Open AI advanced natural language processing capabilities.
Throughout the session, participants will discover how this synergy empowers testers to automate repetitive tasks, enhance testing accuracy, and expedite the software testing life cycle. Topics covered include the seamless integration process, practical use cases, and the benefits of harnessing AI-driven automation for UiPath testing initiatives. By attending this webinar, testers, and automation professionals can gain valuable insights into harnessing the power of AI to optimize their test automation workflows within the UiPath ecosystem, ultimately driving efficiency and quality in software development processes.
What will you get from this session?
1. Insights into integrating generative AI.
2. Understanding how this integration enhances test automation within the UiPath platform
3. Practical demonstrations
4. Exploration of real-world use cases illustrating the benefits of AI-driven test automation for UiPath
Topics covered:
What is generative AI
Test Automation with generative AI and Open AI.
UiPath integration with generative AI
Speaker:
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
Removing Uninteresting Bytes in Software FuzzingAftab Hussain
Imagine a world where software fuzzing, the process of mutating bytes in test seeds to uncover hidden and erroneous program behaviors, becomes faster and more effective. A lot depends on the initial seeds, which can significantly dictate the trajectory of a fuzzing campaign, particularly in terms of how long it takes to uncover interesting behaviour in your code. We introduce DIAR, a technique designed to speedup fuzzing campaigns by pinpointing and eliminating those uninteresting bytes in the seeds. Picture this: instead of wasting valuable resources on meaningless mutations in large, bloated seeds, DIAR removes the unnecessary bytes, streamlining the entire process.
In this work, we equipped AFL, a popular fuzzer, with DIAR and examined two critical Linux libraries -- Libxml's xmllint, a tool for parsing xml documents, and Binutil's readelf, an essential debugging and security analysis command-line tool used to display detailed information about ELF (Executable and Linkable Format). Our preliminary results show that AFL+DIAR does not only discover new paths more quickly but also achieves higher coverage overall. This work thus showcases how starting with lean and optimized seeds can lead to faster, more comprehensive fuzzing campaigns -- and DIAR helps you find such seeds.
- These are slides of the talk given at IEEE International Conference on Software Testing Verification and Validation Workshop, ICSTW 2022.
Observability Concepts EVERY Developer Should Know -- DeveloperWeek Europe.pdfPaige Cruz
Monitoring and observability aren’t traditionally found in software curriculums and many of us cobble this knowledge together from whatever vendor or ecosystem we were first introduced to and whatever is a part of your current company’s observability stack.
While the dev and ops silo continues to crumble….many organizations still relegate monitoring & observability as the purview of ops, infra and SRE teams. This is a mistake - achieving a highly observable system requires collaboration up and down the stack.
I, a former op, would like to extend an invitation to all application developers to join the observability party will share these foundational concepts to build on:
GraphSummit Singapore | The Art of the Possible with Graph - Q2 2024Neo4j
Neha Bajwa, Vice President of Product Marketing, Neo4j
Join us as we explore breakthrough innovations enabled by interconnected data and AI. Discover firsthand how organizations use relationships in data to uncover contextual insights and solve our most pressing challenges – from optimizing supply chains, detecting fraud, and improving customer experiences to accelerating drug discoveries.
Pushing the limits of ePRTC: 100ns holdover for 100 daysAdtran
At WSTS 2024, Alon Stern explored the topic of parametric holdover and explained how recent research findings can be implemented in real-world PNT networks to achieve 100 nanoseconds of accuracy for up to 100 days.
AI 101: An Introduction to the Basics and Impact of Artificial IntelligenceIndexBug
Imagine a world where machines not only perform tasks but also learn, adapt, and make decisions. This is the promise of Artificial Intelligence (AI), a technology that's not just enhancing our lives but revolutionizing entire industries.