This document provides 25 additional recommendations or testimonials about the author from past supervisors and clients. It notes that these recommendations are from prior to LinkedIn and are not publicly available online for privacy reasons, but the original documents can be accessed by contacting the author's office. The recommendations highlight the author's administrative skills, diligence, flexibility, problem solving abilities, and value as a team player based on past work in various industries including education, property management, film, and fire safety.
25 testimonials of nancy grsic's character values knowledge skills abilitiesnancygrsic
This document contains 25 recommendations and testimonials praising Nancy Grsic's administrative skills and character from past supervisors. The recommendations describe Nancy as hardworking, diligent, flexible, and skilled at accurately recording meeting minutes. They note her ability to quickly find relevant information from past meetings and initiatives she has taken like creating a database to organize records. The recommendations state Nancy is a valuable team player who goes above and beyond to help organizations be successful.
25 testimonials of nancy grsic's character values knowledge skills abilitiesnancygrsic
This document provides 25 recommendations and testimonials praising the administrative skills and character of the author from past supervisors. It highlights examples of positive feedback received via email, in meeting minutes, and reference letters. The recommendations describe the author as hardworking, diligent, knowledgeable, and skilled in areas like minute-taking, records management, and providing administrative support. The large number of recommendations are meant to provide a comprehensive reflection of the author's qualifications and experience as told by others.
Indigenous knowledge services institute gathering 2020Manisha Khetarpal
This document provides the schedule for the Indigenous Knowledge Services Without Borders "Virtual" Institute being held from November 30th to December 4th. The institute will include a variety of sessions delivered both synchronously and asynchronously on topics related to indigenous knowledge, working with indigenous communities, gender equality, data storytelling, oral history, community engagement, and more. Sessions will be delivered by professionals from organizations like Maskwacis Cultural College, the University of Calgary, the Inuvialuit Digital Library, and BCcampus. The schedule provides details of session topics, presenters, dates, and times. Registration information is also provided.
Cynthia de Lorenzi is the founder of Success in the City, a networking organization for professional women in the DC metro area. She was recently nominated for Kerry's Network Woman of the Year award. Success in the City has been growing rapidly since hosting its first event in 2004 and now hosts numerous online and in-person events. The organization is looking to expand by licensing its concept to other cities like Jacksonville, Florida.
A Family Group Conference (FGC) is a meeting where a person and their support network come together to discuss how to support the person's care and recovery. The person decides who to invite and what to discuss. The first half is for all attendees, and the second half is a private meeting for just the person and their family to develop a support plan. After the FGC, the plan is distributed and follow ups can be arranged. The FGC aims to empower the person and their family in making decisions about care and treatment.
Michael Neumann is running for President of CESA. He has been on CESA for 3 years in various roles including Vice President. This experience has taught him the ins and outs of Con Ed and working with the CESA executive. He also has leadership experience from other roles.
The document summarizes the activities of the Southeast Michigan Career Development Facilitators Association (SEMCDFA) over the past year. It discusses presentations and training sessions held in 2011 on topics like social media and LinkedIn. It also previews upcoming events for 2012, including a spring conference on diversity and disability. New leadership is acknowledged and contact information is provided for the new President and Secretary. An audit report summarizes the association's financial records and provides recommendations for the 2012 fiscal year.
Concepts in Research/ Research Philosophies
Research is not ‘neutral’, but reflects a range of the researcher’s personal interests, values, abilities, assumptions, aims and ambitions. In any proposed research, the mixtures of these elements will not only determine the subject of the research, but will influence researcher’s approach to it. It is important to consider in advance what approach the researcher to take with his research – and why. There are two main research concepts or philosophies or positions. Although, there can be overlap between the two – and both positions may be identifiable in any research project.
25 testimonials of nancy grsic's character values knowledge skills abilitiesnancygrsic
This document contains 25 recommendations and testimonials praising Nancy Grsic's administrative skills and character from past supervisors. The recommendations describe Nancy as hardworking, diligent, flexible, and skilled at accurately recording meeting minutes. They note her ability to quickly find relevant information from past meetings and initiatives she has taken like creating a database to organize records. The recommendations state Nancy is a valuable team player who goes above and beyond to help organizations be successful.
25 testimonials of nancy grsic's character values knowledge skills abilitiesnancygrsic
This document provides 25 recommendations and testimonials praising the administrative skills and character of the author from past supervisors. It highlights examples of positive feedback received via email, in meeting minutes, and reference letters. The recommendations describe the author as hardworking, diligent, knowledgeable, and skilled in areas like minute-taking, records management, and providing administrative support. The large number of recommendations are meant to provide a comprehensive reflection of the author's qualifications and experience as told by others.
Indigenous knowledge services institute gathering 2020Manisha Khetarpal
This document provides the schedule for the Indigenous Knowledge Services Without Borders "Virtual" Institute being held from November 30th to December 4th. The institute will include a variety of sessions delivered both synchronously and asynchronously on topics related to indigenous knowledge, working with indigenous communities, gender equality, data storytelling, oral history, community engagement, and more. Sessions will be delivered by professionals from organizations like Maskwacis Cultural College, the University of Calgary, the Inuvialuit Digital Library, and BCcampus. The schedule provides details of session topics, presenters, dates, and times. Registration information is also provided.
Cynthia de Lorenzi is the founder of Success in the City, a networking organization for professional women in the DC metro area. She was recently nominated for Kerry's Network Woman of the Year award. Success in the City has been growing rapidly since hosting its first event in 2004 and now hosts numerous online and in-person events. The organization is looking to expand by licensing its concept to other cities like Jacksonville, Florida.
A Family Group Conference (FGC) is a meeting where a person and their support network come together to discuss how to support the person's care and recovery. The person decides who to invite and what to discuss. The first half is for all attendees, and the second half is a private meeting for just the person and their family to develop a support plan. After the FGC, the plan is distributed and follow ups can be arranged. The FGC aims to empower the person and their family in making decisions about care and treatment.
Michael Neumann is running for President of CESA. He has been on CESA for 3 years in various roles including Vice President. This experience has taught him the ins and outs of Con Ed and working with the CESA executive. He also has leadership experience from other roles.
The document summarizes the activities of the Southeast Michigan Career Development Facilitators Association (SEMCDFA) over the past year. It discusses presentations and training sessions held in 2011 on topics like social media and LinkedIn. It also previews upcoming events for 2012, including a spring conference on diversity and disability. New leadership is acknowledged and contact information is provided for the new President and Secretary. An audit report summarizes the association's financial records and provides recommendations for the 2012 fiscal year.
Concepts in Research/ Research Philosophies
Research is not ‘neutral’, but reflects a range of the researcher’s personal interests, values, abilities, assumptions, aims and ambitions. In any proposed research, the mixtures of these elements will not only determine the subject of the research, but will influence researcher’s approach to it. It is important to consider in advance what approach the researcher to take with his research – and why. There are two main research concepts or philosophies or positions. Although, there can be overlap between the two – and both positions may be identifiable in any research project.
This document outlines the author's experience map, including their philosophy of continuous improvement ("Kaizen") and strengths in various areas of warehousing and distribution management over 15+ years. Key skills and responsibilities discussed include developing standard operating procedures, inventory accuracy through techniques like cycle counting and stocktaking, managing staff, prioritizing customer service and safety, and project management experience setting up multiple warehouses. The author demonstrates a commitment to aiming for world-class standards.
Nancy Grsic Character Values Knowledge Skills Abilitiesnancygrsic
This document provides 23 recommendations and testimonials praising Nancy Grsic's administrative and secretarial work. The recommendations come from superiors at various organizations and detail Nancy's strong character, values, knowledge, skills and abilities. Specifically, they highlight her excellent record keeping and minute taking skills, willingness to go above and beyond, ability to establish rapport, and passion for her profession. The testimonials demonstrate Nancy's competence, work ethic, flexibility, and value as an employee over many years of work in various industries.
Concepts, skills, and values for instructional planningClint Kane Herida
This document discusses concepts, skills, and values in education. It defines concepts as categories that help organize information and identifies concrete concepts like objects and places and abstract concepts like thinking and feeling. Skills refer to the ability to perform tasks competently through practice and experience. Values are beliefs that guide judgment and behavior. The document provides examples of essential skills for instruction, approaches to teaching concepts, skills, and values, and principles for guiding instruction of these areas.
The document discusses person-job fit, which refers to matching personal characteristics with job requirements. Key factors in person-job fit include ability, values, personality, age, gender, marital status, and tenure. A good fit leads to positive outcomes like better performance and job satisfaction, while a lack of fit can cause poor performance. The document also examines how these individual characteristics relate to job performance and reviews various personality theories and traits.
This document discusses concepts, skills, and values in curriculum and instruction. It defines concepts as elements embedded in curriculum across different levels of education, and says they are learned through examples and context. Skills require knowledge and practice to improve, and involve tasks that allow continued learning. The document lists and categorizes different types of values that should be considered in planning instruction, such as moral, aesthetic, and societal values. It recommends teaching values through modeling, reasoned persuasion, and planned questioning strategies.
Rationality of Charaka ‘Indriya-sthana’ at present scenario by Ayurmitra Dr KSR Prasd - Keynote address delivered at CAME on Rationale of Indriyasthan in Modern era on 25-04-2014 at MHACH&RC
Values refer to basic convictions about what is preferable or important. They have content, which specifies the mode of conduct, and intensity, which specifies how important it is. Value systems are unique to individuals and cultures. Rokeach created the Rokeach Value Survey to measure terminal and instrumental values. Hofstede and the GLOBE frameworks identified cultural value dimensions that vary across societies, such as individualism/collectivism and power distance.
This document discusses teaching concepts and provides information and examples. It defines a concept as a set of objects, symbols, or events grouped based on shared characteristics. Concepts can be concrete or abstract. When learning concepts, learners must generalize but can overgeneralize or undergeneralize. The document outlines inquiry and expository approaches to teaching concepts and emphasizes using examples, non-examples, attribute isolation, feedback, and applying knowledge. It provides the specific example of teaching the concept of a "pass" in sports and strategies for doing so interactively and engagingly.
The care value base is a set of standards that guide health and social care professionals to improve clients' quality of life. It focuses on fostering equality and diversity by recognizing individual needs, respecting rights and responsibilities, and maintaining confidentiality of client information. Professionals are expected to provide individualized care without discrimination and keep private information private in accordance with legal requirements.
This document is a term paper submitted for an MBA degree that examines whether human resource management can help achieve person-job fit in organizations in Nepal. It acknowledges the faculty supervisor and expresses gratitude to individuals from three organizations - United Nations High Commissioner for Human Rights in Nepal, Nabil Bank, and Ideal E-Solutions - who provided their views in interviews. The paper includes an introduction defining key concepts like person-job fit, biographical characteristics, learning, personality, perceptions, attitudes, and job satisfaction. It also presents analytical views on person-organization fit and person-job fit, job seekers' fit perceptions, and arguments for and against fit in a global context. Field visits and findings from the three case organizations
This document provides an introduction to organizational behavior. It defines organizational behavior as the systematic study and application of knowledge about how individuals and groups act within organizations. It discusses different levels of analysis (individual, group, organizational). It also outlines several models of organizational behavior including autocratic, custodial, supportive, collegial, and SOBC (stimulus-organism-behavior-consequences) models. Each model is defined by its basis, managerial orientation, employee orientation, psychological result, needs met, and performance result. The document emphasizes that managers should be flexible and use different models contingent on the situation to meet evolving employee needs and expectations over time.
The document provides tips for building strong character and imbibing strong moral values in personal and professional life. It emphasizes self-acceptance, self-improvement through goal setting, and focusing on inner beauty rather than outward appearances. It also stresses being kind to others, making small acts of appreciation, and creating opportunities for learning from both successes and failures.
Basic Concepts of Organisational Behaviourmanishray
1. The document introduces concepts in organizational behavior including why it is important to study OB to understand, predict, and influence human behavior in organizations.
2. It discusses levels of analysis in OB from the individual to group to organizational levels and lists some dependent and independent variables that are studied.
3. The summary concludes by briefly mentioning some challenges and opportunities for organizational behavior research and practice like managing diversity, change and ethics.
This document summarizes key concepts from an introduction to organizational behavior course. It defines organizational behavior as the study of human behavior in organizational settings and how it interfaces with the organization. It discusses different models of OB and the major contributing disciplines. It also summarizes several seminal studies including the Hawthorne experiments which highlighted the importance of social and psychological factors in organizations.
How to Create a Strong Value Proposition Design for B2B - It's all about the ...Daniel Nilsson
You need to stand out in 3 seconds - The competition is fierce and you need to be able to catch interest in less than 3 seconds and then keep it. This is true no matter if you are creating a message for a presentation, the web, a speech or a video.
Most likely you do the following misstakes today
- You start a presentation with a company overview
- You start a presentation about your product
- Your webpage is all about your product
ä You have more then 10 words on your power point slide
Tools the super professionals use will be yours
In this presentation you will learn how to create amazing B2B Value Propositions Designs that will not only say what you need to say but will catch the interest of the person you are trying to reach in a totally new way. I will show you 4 tools that the super professionals use and how to use them.
I created this presentation after doing extensive research on how to create a strong value proposition. The data I have reviewed are from marketing experts, Gartner, reports and my own personal experience creating value propositions.
The purpose of the presentation is to share my conclusions on how to build a strong value proposition.
Please feel welcome to share your thoughts, insights or comments. I love feedback. You can send an email to info@daniel-one.com or visit my webpage www.daniel-one.com. I look forward to hear from you.
Some pictures can be a bit blurry when you view the presentation directly from the web. To view a high quality version of the presentation simply download it. If you have any questions please don't hesitate to contact me at www.daniel-one.com
14 steps to build a professional reseller partner programDaniel Nilsson
Learn how to sell and promote your product / solution efficiently through a reseller partner network. The presentation gives you 14 detailed steps on how to build your own professional reseller partner program including tips and tools.
I created this presentation after doing extensive research on how to create professional partner programs. The data I have reviewed are from marketing experts, Gartner, reports, vendors and my own personal experience building several global partner programs.
The purpose of the presentation is to share my conclusions on how to build a successful partner program that works for any type of organization.
Please feel welcome to share your thoughts, insights or comments. I love feedback. You can send an email to info@daniel-one.com or visit my webpage www.daniel-one.com. I look forward to hear from you.
Some pictures can be a bit blurry when you view the presentation directly from the web. To see a high quality version of the presentation simply download it. If you have any questions please don't hesitate to contact me at www.daniel-one.com
Moral values are standards that govern individual behavior and choices. They can be derived from society, government, religion, or oneself. Moral values are flexible depending on one's culture but generally refer to what is considered right or wrong. A useful way to think about one's moral compass is that it has four directions - integrity, forgiveness, compassion, and responsibility - which represent universal principles honored across cultures. Some examples of moral values discussed include prejudice, lying, oppression, treason, willful ignorance, brainwashing of children, murder, greed, theft, fraud, and violence.
Nancy Grsic Character Values Knowledge Skills Abilitiesnancygrsic
This document provides 23 recommendations and testimonials praising Nancy Grsic's administrative and secretarial work. The recommendations come from superiors at various organizations and highlight Nancy's strong character, values, knowledge, skills and abilities. Specifically, they note her excellent record keeping and minute taking skills, attention to detail, willingness to take on additional responsibilities, flexibility, and positive attitude. The testimonials demonstrate Nancy's strong work ethic and ability to exceed expectations in fast-paced environments.
Presentation: Hearts, Heads and Hands: How cupcakes, sidewalk chalk, and the story of a teen driver connected a CEO with his workforce and connected the workforce to the company strategy.
Presented by: Stephani Gordon, Internal Communications Business Partner to the CEO, Zurich Insurance Group
With an employee demographic that trends outside the ‘social’ scene, Zurich Insurance Group has achieved tremendous communications and engagement success by refreshing traditional marcomm channels with enticing storytelling, strong visual imagery, creative video and ‘social’ buzz. Stephani Gordon will share several executive communications project samples that include a strategy rap, a mobilization campaign built on the concept of graffiti tagging, and a CEO’s invitation to people to ‘walk away’ from their desks. This presentation is the story of coaching senior executives on what it means to connect in today’s world.
Britain's New Radicals - Are we Good for Nothing?g00dfornothing
The document summarizes Good for Nothing, an organization that brings together skilled volunteers for 48-hour collaborative events to help grassroots social and environmental innovators. Their mission is to build a community that can accelerate the work of these innovators. They have hosted several events where volunteers from varied backgrounds work together intensively to create projects that benefit partner organizations. Both volunteers and partners report positive experiences, and the organization aims to host more and bigger events to have a greater social impact.
This document profiles Andrew Klein as a professional MC and presentation skills speaker/trainer. It provides details about his 17 years of experience in these roles, the wide variety of companies and organizations he has worked with, and the services he provides. These include MCing conferences, facilitating events, and training attendees on presentation and pitching skills. The document emphasizes Andrew's preparation, professionalism, ability to engage audiences through humor, and consistently positive feedback and recommendations from past clients.
This document outlines the author's experience map, including their philosophy of continuous improvement ("Kaizen") and strengths in various areas of warehousing and distribution management over 15+ years. Key skills and responsibilities discussed include developing standard operating procedures, inventory accuracy through techniques like cycle counting and stocktaking, managing staff, prioritizing customer service and safety, and project management experience setting up multiple warehouses. The author demonstrates a commitment to aiming for world-class standards.
Nancy Grsic Character Values Knowledge Skills Abilitiesnancygrsic
This document provides 23 recommendations and testimonials praising Nancy Grsic's administrative and secretarial work. The recommendations come from superiors at various organizations and detail Nancy's strong character, values, knowledge, skills and abilities. Specifically, they highlight her excellent record keeping and minute taking skills, willingness to go above and beyond, ability to establish rapport, and passion for her profession. The testimonials demonstrate Nancy's competence, work ethic, flexibility, and value as an employee over many years of work in various industries.
Concepts, skills, and values for instructional planningClint Kane Herida
This document discusses concepts, skills, and values in education. It defines concepts as categories that help organize information and identifies concrete concepts like objects and places and abstract concepts like thinking and feeling. Skills refer to the ability to perform tasks competently through practice and experience. Values are beliefs that guide judgment and behavior. The document provides examples of essential skills for instruction, approaches to teaching concepts, skills, and values, and principles for guiding instruction of these areas.
The document discusses person-job fit, which refers to matching personal characteristics with job requirements. Key factors in person-job fit include ability, values, personality, age, gender, marital status, and tenure. A good fit leads to positive outcomes like better performance and job satisfaction, while a lack of fit can cause poor performance. The document also examines how these individual characteristics relate to job performance and reviews various personality theories and traits.
This document discusses concepts, skills, and values in curriculum and instruction. It defines concepts as elements embedded in curriculum across different levels of education, and says they are learned through examples and context. Skills require knowledge and practice to improve, and involve tasks that allow continued learning. The document lists and categorizes different types of values that should be considered in planning instruction, such as moral, aesthetic, and societal values. It recommends teaching values through modeling, reasoned persuasion, and planned questioning strategies.
Rationality of Charaka ‘Indriya-sthana’ at present scenario by Ayurmitra Dr KSR Prasd - Keynote address delivered at CAME on Rationale of Indriyasthan in Modern era on 25-04-2014 at MHACH&RC
Values refer to basic convictions about what is preferable or important. They have content, which specifies the mode of conduct, and intensity, which specifies how important it is. Value systems are unique to individuals and cultures. Rokeach created the Rokeach Value Survey to measure terminal and instrumental values. Hofstede and the GLOBE frameworks identified cultural value dimensions that vary across societies, such as individualism/collectivism and power distance.
This document discusses teaching concepts and provides information and examples. It defines a concept as a set of objects, symbols, or events grouped based on shared characteristics. Concepts can be concrete or abstract. When learning concepts, learners must generalize but can overgeneralize or undergeneralize. The document outlines inquiry and expository approaches to teaching concepts and emphasizes using examples, non-examples, attribute isolation, feedback, and applying knowledge. It provides the specific example of teaching the concept of a "pass" in sports and strategies for doing so interactively and engagingly.
The care value base is a set of standards that guide health and social care professionals to improve clients' quality of life. It focuses on fostering equality and diversity by recognizing individual needs, respecting rights and responsibilities, and maintaining confidentiality of client information. Professionals are expected to provide individualized care without discrimination and keep private information private in accordance with legal requirements.
This document is a term paper submitted for an MBA degree that examines whether human resource management can help achieve person-job fit in organizations in Nepal. It acknowledges the faculty supervisor and expresses gratitude to individuals from three organizations - United Nations High Commissioner for Human Rights in Nepal, Nabil Bank, and Ideal E-Solutions - who provided their views in interviews. The paper includes an introduction defining key concepts like person-job fit, biographical characteristics, learning, personality, perceptions, attitudes, and job satisfaction. It also presents analytical views on person-organization fit and person-job fit, job seekers' fit perceptions, and arguments for and against fit in a global context. Field visits and findings from the three case organizations
This document provides an introduction to organizational behavior. It defines organizational behavior as the systematic study and application of knowledge about how individuals and groups act within organizations. It discusses different levels of analysis (individual, group, organizational). It also outlines several models of organizational behavior including autocratic, custodial, supportive, collegial, and SOBC (stimulus-organism-behavior-consequences) models. Each model is defined by its basis, managerial orientation, employee orientation, psychological result, needs met, and performance result. The document emphasizes that managers should be flexible and use different models contingent on the situation to meet evolving employee needs and expectations over time.
The document provides tips for building strong character and imbibing strong moral values in personal and professional life. It emphasizes self-acceptance, self-improvement through goal setting, and focusing on inner beauty rather than outward appearances. It also stresses being kind to others, making small acts of appreciation, and creating opportunities for learning from both successes and failures.
Basic Concepts of Organisational Behaviourmanishray
1. The document introduces concepts in organizational behavior including why it is important to study OB to understand, predict, and influence human behavior in organizations.
2. It discusses levels of analysis in OB from the individual to group to organizational levels and lists some dependent and independent variables that are studied.
3. The summary concludes by briefly mentioning some challenges and opportunities for organizational behavior research and practice like managing diversity, change and ethics.
This document summarizes key concepts from an introduction to organizational behavior course. It defines organizational behavior as the study of human behavior in organizational settings and how it interfaces with the organization. It discusses different models of OB and the major contributing disciplines. It also summarizes several seminal studies including the Hawthorne experiments which highlighted the importance of social and psychological factors in organizations.
How to Create a Strong Value Proposition Design for B2B - It's all about the ...Daniel Nilsson
You need to stand out in 3 seconds - The competition is fierce and you need to be able to catch interest in less than 3 seconds and then keep it. This is true no matter if you are creating a message for a presentation, the web, a speech or a video.
Most likely you do the following misstakes today
- You start a presentation with a company overview
- You start a presentation about your product
- Your webpage is all about your product
ä You have more then 10 words on your power point slide
Tools the super professionals use will be yours
In this presentation you will learn how to create amazing B2B Value Propositions Designs that will not only say what you need to say but will catch the interest of the person you are trying to reach in a totally new way. I will show you 4 tools that the super professionals use and how to use them.
I created this presentation after doing extensive research on how to create a strong value proposition. The data I have reviewed are from marketing experts, Gartner, reports and my own personal experience creating value propositions.
The purpose of the presentation is to share my conclusions on how to build a strong value proposition.
Please feel welcome to share your thoughts, insights or comments. I love feedback. You can send an email to info@daniel-one.com or visit my webpage www.daniel-one.com. I look forward to hear from you.
Some pictures can be a bit blurry when you view the presentation directly from the web. To view a high quality version of the presentation simply download it. If you have any questions please don't hesitate to contact me at www.daniel-one.com
14 steps to build a professional reseller partner programDaniel Nilsson
Learn how to sell and promote your product / solution efficiently through a reseller partner network. The presentation gives you 14 detailed steps on how to build your own professional reseller partner program including tips and tools.
I created this presentation after doing extensive research on how to create professional partner programs. The data I have reviewed are from marketing experts, Gartner, reports, vendors and my own personal experience building several global partner programs.
The purpose of the presentation is to share my conclusions on how to build a successful partner program that works for any type of organization.
Please feel welcome to share your thoughts, insights or comments. I love feedback. You can send an email to info@daniel-one.com or visit my webpage www.daniel-one.com. I look forward to hear from you.
Some pictures can be a bit blurry when you view the presentation directly from the web. To see a high quality version of the presentation simply download it. If you have any questions please don't hesitate to contact me at www.daniel-one.com
Moral values are standards that govern individual behavior and choices. They can be derived from society, government, religion, or oneself. Moral values are flexible depending on one's culture but generally refer to what is considered right or wrong. A useful way to think about one's moral compass is that it has four directions - integrity, forgiveness, compassion, and responsibility - which represent universal principles honored across cultures. Some examples of moral values discussed include prejudice, lying, oppression, treason, willful ignorance, brainwashing of children, murder, greed, theft, fraud, and violence.
Nancy Grsic Character Values Knowledge Skills Abilitiesnancygrsic
This document provides 23 recommendations and testimonials praising Nancy Grsic's administrative and secretarial work. The recommendations come from superiors at various organizations and highlight Nancy's strong character, values, knowledge, skills and abilities. Specifically, they note her excellent record keeping and minute taking skills, attention to detail, willingness to take on additional responsibilities, flexibility, and positive attitude. The testimonials demonstrate Nancy's strong work ethic and ability to exceed expectations in fast-paced environments.
Presentation: Hearts, Heads and Hands: How cupcakes, sidewalk chalk, and the story of a teen driver connected a CEO with his workforce and connected the workforce to the company strategy.
Presented by: Stephani Gordon, Internal Communications Business Partner to the CEO, Zurich Insurance Group
With an employee demographic that trends outside the ‘social’ scene, Zurich Insurance Group has achieved tremendous communications and engagement success by refreshing traditional marcomm channels with enticing storytelling, strong visual imagery, creative video and ‘social’ buzz. Stephani Gordon will share several executive communications project samples that include a strategy rap, a mobilization campaign built on the concept of graffiti tagging, and a CEO’s invitation to people to ‘walk away’ from their desks. This presentation is the story of coaching senior executives on what it means to connect in today’s world.
Britain's New Radicals - Are we Good for Nothing?g00dfornothing
The document summarizes Good for Nothing, an organization that brings together skilled volunteers for 48-hour collaborative events to help grassroots social and environmental innovators. Their mission is to build a community that can accelerate the work of these innovators. They have hosted several events where volunteers from varied backgrounds work together intensively to create projects that benefit partner organizations. Both volunteers and partners report positive experiences, and the organization aims to host more and bigger events to have a greater social impact.
This document profiles Andrew Klein as a professional MC and presentation skills speaker/trainer. It provides details about his 17 years of experience in these roles, the wide variety of companies and organizations he has worked with, and the services he provides. These include MCing conferences, facilitating events, and training attendees on presentation and pitching skills. The document emphasizes Andrew's preparation, professionalism, ability to engage audiences through humor, and consistently positive feedback and recommendations from past clients.
B+A and Management Today came together for a Leadership Lessons Live session where participants wrote a book together in 40 minutes. "Innovate or Die" focuses on the challenges business face during Covid-19, and the attempts taken to overcome them. This is the digital version of the book. If you'd like your own print version, or would like to learn more about what B+A do, contact elliot@bandaequals.com
Aziz and Rhodes - Qual Research - NewMR 2022.pdfRay Poynter
So often we sell qualitative research by the unit – x number of depth interviews done in this way, and y number of groups done that way. But different people respond to research approaches differently. What if we could design our research projects together with participants, doing it in the best way that works for them? Wouldn’t that lead to deeper insight for us too? Well yes! We’d like to take you through Qual Street’s trade-mark methodology ‘Person 1st’ – how we do it, why we do it, and the benefits everyone gets from putting people at the heart of the qualitative process.
This document discusses the concept of a digital organization and provides examples of what that would look like when applied to public services. A digital organization is described as being user-driven, responsive, and open. It gives the example of Denise, who needs various public services to support her disabilities, and shows how a digital organization could better coordinate and deliver integrated services centered around her needs. Key aspects of a digital organization are discussed, including having a user-centered culture and structure, responsive and flexible processes, and a digital platform to enable integrated and mobile services. The document advocates for redesigning existing organizations to operate with these digital principles in order to better meet people's raised expectations of public services.
Co-op(eration) or Competition: Improving Customer Service with Your CompetitionMaura Neill
As REALTORS®, we work for our clients, but we work with other agents, and the interactions we have with our colleagues can impact our clients’ experience, for better or for worse. In this session, we will explore building better relationships with other agents with the intent to leverage associations to our clients’ advantage...and to our own professional benefit and for the betterment of our industry as a whole.
Imperatives & Path To Becoming A Next Level Leader in the Digital AgeMindful Summits
This document discusses the qualities of next level leadership in the digital age. It begins with an overview of major technological megatrends reshaping society and workplaces, such as artificial intelligence, automation, and human-centered design. Next, it defines the imperatives of next level leadership, including being people-focused, vulnerable, humble, agile, centered and present. The document then contrasts horizontal learning, which increases competence, with vertical learning, which transforms mindset. Finally, it presents mindfulness as an enabler of next level leadership, having workshop participants discuss how mindfulness cultivates wise and caring leadership.
The document provides information about a real estate agent, Mona LaCovey, and her team who assist clients with the home buying process. They offer services like property searches, contract negotiations, coordinating inspections, and facilitating the closing to help clients purchase a home. The document emphasizes Mona's experience, credentials, client reviews, and use of technology to make the process smooth.
BIFM North Region: Smarter Workplaces Seminar, April 2018Whitbags
Seminar at Manchester Central on 18 April 2018, discussing smarter workplaces and the proposed changes to BIFM, with Ian Ellison, Mark Catchlove and Steve Roots
Converting Networking Into Lucrative Leads & New BusinessNancy Fox
This document describes a networking system called the T.O.P.P. Networking System created by Nancy Fox, president of The Business Fox. The system is designed to help professionals like financial advisors network more effectively and efficiently to generate new business leads and opportunities. Key features of the system include guidance on finding the right networking events, crafting unique value statements, networking with more influential contacts, and implementing an effective follow up system. The system provides templates, tools and training to help users stand out from competitors and leverage their networking into new speaking engagements and clients.
- The author has known Adrian for nearly seven years as their manager at Kirklees Council. Adrian identified the author's potential and has encouraged and supported them to outperform beyond expectations.
- Adrian is described as a very supportive and approachable manager who is a good listener, understands people and situations well, and ensures tasks are properly planned, resourced, and completed to a high standard while also encouraging continuous improvement.
- The author's development has been enhanced under Adrian's mentoring and challenges. Adrian invests in staff training and development, which has benefited the author's career progression.
- Adrian builds cohesive teams through open communication and support. He achieves targets while prioritizing staff development
This document is the fourth quarter newsletter from 2016 for the HFMSNJ organization. It provides updates on the president's letter, member submissions, new members in 2016, member accomplishments, social justice efforts, their annual holiday party, leadership committees, and information on how to join. It discusses the organization's achievements over the year in serving its members, balancing interests between different facility roles, and being managed by volunteer leaders dedicated to patient care. It recognizes several members for awards and contributions. It also maintains its affiliation status and discusses upcoming educational events for 2017. The president expresses appreciation for members and looks forward to the new year.
Essay On Duties Of Student In Hindi. Online assignment writing service.Heather Wilkins
The document outlines a 5-step process for requesting and receiving writing assistance from the HelpWriting.net website. Step 1 involves creating an account with a password and email. Step 2 is completing an order form with instructions, sources, and deadline. Step 3 uses a bidding system where writers submit bids and the client chooses a writer. Step 4 involves reviewing the completed paper and authorizing payment if satisfied. Step 5 allows for multiple revisions to ensure client satisfaction, and offers refunds for plagiarized work. The process aims to fully meet client needs with original, high-quality content.
This document provides contact information for former managers, clients, and colleagues of Anna Fay Shallenberger. It includes names, job titles, companies, email addresses, and LinkedIn profiles. Recommendations and reviews from those who worked with Anna praise her work ethic, research and analytical skills, responsiveness, and ability to consistently deliver quality work.
Rindy Anstee has received glowing recommendations from multiple former employers praising her skills and professionalism as a personal assistant. Specifically:
1) She transformed one manager's work life through her efficient and organized approach, allowing them to focus on targets.
2) A partner at a law firm commented that she quickly understood their priorities and ways of working to determine urgency without constant input.
3) A church leader said Rindy proved invaluable due to her broad skills and people skills, helping the organization grow and meet targets through mutual trust.
How House of Blues Automated Communication and Reporting to Spend More Time C...Workfront
The House of Blues creative team was overwhelmed by a tripling workload and struggled with inefficient communication and lack of project visibility. They implemented AtTask, which automated communication and reporting, provided real-time collaboration, and captured project data and statuses. Within 45 days, the intuitive interface enabled widespread adoption and the team was freed from manual busywork. As a result, overtime needs decreased drastically and the team could focus on higher quality work and strategic planning with up-to-the-minute project insights.
The client testimonials summarize positive experiences working with Franchetti Communications on improving communication and presentation skills. Clients found that Franchetti's training and coaching helped them communicate more clearly and professionally, resulting in new business opportunities and stronger connections with audiences. Franchetti's expertise, customized approach, and high-quality instruction were praised.
The client testimonials summarize positive experiences working with Franchetti Communications on improving communication and presentation skills. Clients found that Franchetti's training and coaching helped them communicate more clearly and successfully, with measurable benefits such as increased business and higher bids on deals. Franchetti was praised for their expertise, customized approach, and ability to get the best results from clients across diverse backgrounds and experience levels.
Similar to 25 testimonials of Nancy Grsic's character values knowledge skills abilities (20)
25 testimonials of Nancy Grsic's character values knowledge skills abilities
1. 25 RECOMMENDATIONS IN ADDITION TO THE 9 POSTED ON
LINKEDIN FOLLOW
GREETINGS!
What follows are a large number of recommendations , emails or
minuted records of appreciation from superiors about me. Individually
they are references. Collectively, they are a reflection of my character,
values, knowledge, skills & abilities. Add to these 25, the 9
recommendations posted on LinkedIn, in total, the 34 are a powerful and
bonafide testament to the breadth and depth of my administrative
mastery as told by others.
In the age of technological advances, there is an immediacy with which
you can evaluate me through others. You don’t have to wait to review
references, saving you a great deal of valuable energy, resources and
money. They’re all on LinkedIn now, always updated for the world to see
who I am in the eyes of others.
Please note, the enclosed are from the years prior to the existence of
LinkedIn and my profile on it or they are from supervisors that are not
on LinkedIN. With concern over superiors’ privacy, certain details are
omitted on-line, however, the originals are 100% available upon
contacting my office and scheduling a meeting at your convenience.
2. 25TH TESTIMONIAL OF CHARACTER, VALUES, KNOWLEDGE, SKILLS & ABILITIES
FEEDBACK THAT WAS EMAILED
FROM A COORDINATING SUPERINTENDENT AT THE TORONTO DISTRICT SCHOOL BOARD
July 3, 2012
Hi XXX. Let me start by staying how fabulous Nancy has been stepping in to a very new role for her. We originally
anticipated end of June for sure, and possible extension depending on the timelines needed to
post/interview/hire/establish a start date for the more permanent individual. We were lucky to be able to have
this transition happen for today...hence the original end of June date held.
Nancy is an extremely personable, diligent and hardworking individual. She was able to pick up on processes and
access our systems with ease, leading to a significant transition to independent work. We have a wide scope of
tasks - from administrative, to organizational/management of multiple schedules, to extensive work in
databases. We had several "end of year" tasks, including a large initiative regarding boxing/storing of files -
completed in a very timely fashion! Nancy would come with her own laptop as well, helping to bridge her
knowledge/skills with our approaches here at TDSB. She would often provide insights for helping us to improve
...wonderful tips and support that we will continue to build on! She has left notes for the "incoming" individual to
help with the next phase of transitioning...an extremely thoughtful and much appreciated initiative - Nancy's
personal experiences with transitions are certainly welcome!
She has been a pleasure to work with, and certainly would be someone to call upon again, should the need
arise. Thank you so much for suggesting her as a good fit - you were absolutely correct!
3. 24TH TESTIMONIAL OF CHARACTER, VALUES, KNOWLEDGE, SKILLS & ABILITIES
MINUTED RECORD
FROM HALTON STANDARD CONDOMINIUM CORPORATION 534’S ANNUAL GENERAL MEETING
September 21, 2011
XXX, Secretary of the Board said it was important to the Board that we have an objective third party do the
minutes, recording all Board meetings and the AGM. Nancy Grsic, the Recording Secretary from Adminepreneur
Mobile Office Services actually has a unique system of keeping all the minutes in a database, so that when we
discuss issues, she checks the database simultaneously while recording the minutes, to see if the issues have been
discussed before, going back to the start of the Corporation. Providing that value, she really doesn’t charge us that
much for it.
4. 23RD TESTIMONIAL OF CHARACTER, VALUES, KNOWLEDGE, SKILLS & ABILITIES
MINUTED RECORD
FROM HALTON CONDOMINIUM CORPORATION 72’S ANNUAL GENERAL MEETING
June 23, 2011
XXXX said that Nancy Grsic, the Recording Secretary from Adminepreneur Mobile Office Services really did a great job in
recording the minutes of the last Annual General Meeting (AGM). XXXX really felt like she was at the meeting again while
reading those minutes which included all the information discussed. (There was applause.) The majority of others present
including those at the head table agreed. Nancy Grsic thanked XXXX and the owners present.
NOTE: Seated at the head table were their:
Board of Directors
Property Manager/President, RCM, J & W Condominium Management
Lawyer, Gardiner, Miller, Arnold LLP
Auditor, CMA, Beckett Lowden Read, LLP Chartered Accountants
5. 22ND TESTIMONIAL OF CHARACTER, VALUES, KNOWLEDGE, SKILLS & ABILITIES
MINUTED RECORD
FROM WCC 2’S ANNUAL GENERAL MEETING
November 25, 2009
The Treasurer of the Board said last year he was beside himself when Nancy Grsic, the Recording Secretary showed up
for the Annual General Meeting because we didn’t know she was coming and Bill had always prepared the minutes,
including over his thirty plus years in the property management industry. Bill did say that he has to admit they were the
best minutes we have ever had and that he has seen in 30 years. Others present said yes, they were. Bill added he was
very pleased with the minutes, as long as the rate doesn’t increase said to Nancy, please come back next year. Nancy
thanked Bill and everyone present stating it is her pleasure, that she passionately enjoys her profession, applies her best
to complete minutes, and asked those present to please go ahead and refer her services to their friends and professionals
at other corporations.
6. 21ST TESTIMONIAL OF CHARACTER, VALUES, KNOWLEDGE, SKILLS & ABILITIES
RECOMMENDATION THAT WAS EMAILED
FROM A DIRECTOR ON THE BOARD OF DIRECTORS AT H.C.C. 61
October 14, 2009
Nancy,
It is with pleasure that I recommend Adminepreneur Mobile Office Services.
Having served on our Board of Directors for several terms, and experiencing the services of other recording secretaries, I
can say that your skill goes beyond simply recording minutes of meetings. On a number of occasions when the board is
discussing a particular matter, you have searched your records (without being asked to do so) and, within seconds,
provided us with information from our past discussions on that very matter. For that alone, I find your service invaluable.
7. 20TH TESTIMONIAL OF CHARACTER, VALUES, KNOWLEDGE, SKILLS & ABILITIES
FORMAL REFERENCE LETTER
FROM A REGISTERED CONDOMINIUM MANAGER (RCM) IN THE CONDOMINIUM INDUSTRY
January 23, 2009
To Whom It May Concern,
This is the second year we have had the pleasure of associating with Nancy Grsic. In my 12-plus years in the business, I
have never met a more professional, talented, or personable Recording Secretary. Nancy is amiable, providing corporate
secretarial services to two Boards of Directors and me. While we are in an industry dealing with people, where there is
always the potential for conflict, there is no greater team player when it comes to all the different personality types.
Nancy has such an exacting pulse on our industry drawing specifically from her extensive background. Flexible, creative
and having the ability to maintain a sense of humour, Nancy motivates others through to positive resolution. Nancy
listens to all parties concerned, sees the big picture, is able to anticipate issues, provide early warnings to us, integrating
all the information to record minutes accurately and provides recommendations at times.
With exceptional capabilities, Nancy conceived and implemented a pragmatic tracker she named a Historical Compilation
Document, of her own initiative, where in seconds during meetings, she is able to retrieve exact information on record
from previous meetings. This tool is invaluable to us. Just this week, she provided another excellent service to us,
Nancy's innovative approach has lead to her accessing electronic copies of statutes pertinent to our industry, also on her
laptop and at her fingertips.
She is able to get the job done, done right, done on time, exceeding expectations. Nancy's value, when measured against
her peers, is truly head and shoulders above the rest. Anyone who hires her is truly fortunate to experience her
professionalism and broad capabilities. We would be pleased to provide you with additional information. Please feel free
to contact me personally should you require any further information.
8. 19TH TESTIMONIAL OF CHARACTER, VALUES, KNOWLEDGE, SKILLS & ABILITIES
EMAIL OF APPRECIATION
FROM THE PRESIDENT OF TSCC 2022’S BOARD OF DIRECTORS
TO FELLOW BOARD MEMBERS, MANAGEMENT & NANCY GRSIC
October 28, 2009
Subject: Draft minutes of last week's Board meeting attached for your review
Hello all,
I am very impressed with the detail provided in these minutes. All items seem to be accounted for and are accurate
based on the discussions and decisions.
Thank you Nancy for the hard work.
9. 18TH TESTIMONIAL OF CHARACTER, VALUES, KNOWLEDGE, SKILLS & ABILITIES
EMAIL OF APPRECIATION
FROM THE PRESIDENT OF A PROPERTY MANAGEMENT COMPANY
TO NANCY GRSIC
November 17, 2008
Hi Nancy,
How are things?
I think you are the best minute taker I have ever had.
10. 17TH TESTIMONIAL OF CHARACTER, VALUES, KNOWLEDGE, SKILLS & ABILITIES
EMAIL OF APPRECIATION
FROM A HUMAN RESOURCES EXECUTIVE ASSISTANT IN THE STEEL INDUSTRY
TO NANCY GRSIC
February 1, 2008
Nancy, you take care and it was wonderful to meet you, you are truly a wonderful person. If you everyone need a personal
or business reference feel free to use me. I really enjoyed working with you.
11. 16TH TESTIMONIAL OF CHARACTER, VALUES, KNOWLEDGE, SKILLS & ABILITIES
FORMAL REFERENCE LETTER
FROM THE VP, HUMAN RESOURCES IN THE FILM INDUSTRY
December 13, 2007
To Whom It May Concern:
Nancy Grsic will be leaving XXXXX at the end of the month to pursue contract opportunities closer to her home in
Hamilton that will provide her with more flexibility in her schedule.
Nancy has been with XXXXX since July 2006 when she joined as I.S. Coordinator, filling-in for XXXXXX while on
maternity leave. Nancy was instrumental in supporting not only our Information Systems group, but also the Finance
department during the restatement process. In August of this year, Nancy took on the role of HR Coordinator acting
as our gatekeeper of information and as Canadian benefits administrator.
Nancy is a very dedicated individual with an extreme desire to assist others and contribute to the needs of the
business. She is always willing to go above and beyond, working additional hours when needed. In support of
Finance's administrative needs related to our 10K documents, Nancy worked into the wee hours on many occasions.
With a penchant for process improvement, Nancy dived into the world of human resources at XXXXX and has
introduced a number of process enhancements for us over the past several months.
Please do not hesitate to contact me directly.
12. 15TH TESTIMONIAL OF CHARACTER, VALUES, KNOWLEDGE, SKILLS & ABILITIES
EMAIL OF APPRECIATION
FROM A CFO IN THE FILM INDUSTRY
TO THE CORE TEAM WORKING ON THE RESTATEMENTS OF 5 YEARS OF FINANCIALS
INCLUDING NANCY GRSIC
July 19, 2007
The Company is very fortunate to have a team of professionals such as yourselves. Your day to day diligence and
hard work under very difficult circumstances continues to amaze me. The fact that these materials were submitted to
the Board last night is an unbelievable accomplishment especially under these conditions.
Let's hope this ends so you get some well deserved time off and rest.
Please pass along my thoughts to the members of your team who contributed to this process.
Thank you!
13. 14TH TESTIMONIAL OF CHARACTER, VALUES, KNOWLEDGE, SKILLS & ABILITIES
FORMAL REFERENCE LETTER
FROM A DIRECTOR OF FINANCE IN THE FILM INDUSTRY
August 23, 2007
To Whom It May Concern,
Nancy Grsic has been contracted by XXXXX Corporation to cover a maternity leave position with the Information
Services department for the past year. During this period Nancy was required to assist the finance department in
typing and editing of our external financial statements. The accuracy and integrity of these financial statements is
extremely important as these financial statements are filed with the Canadian and U.S exchanges.
From my experience in dealing with Nancy, I would characterize her as organized, efficient, extremely competent, and
she developed an excellent rapport with all sorts of different personalities, which included the CFO of our
organization, other executives and non-executives within the Company and the external auditors. Her communication
skills, both written and verbal, have been excellent.
This past year was especially difficult, as the Company restated our financial results for the past five years which
required the team to work very long hours with minimal time off. During this time, Nancy did not once object or
complain about the stress levels and of the work load required of her. Nancy worked many nights past midnight with
the team to complete the work.
Nancy has been a great asset to us working in an extremely fast-paced environment and working with confidential
material. She is friendly and assertive while maintaining her professionalism. She has a strong work ethic, has been
very flexible with her time.
Nancy was an integral part of our team and will be missed. I highly recommend her to any future employer.
14. 13TH TESTIMONIAL OF CHARACTER, VALUES, KNOWLEDGE, SKILLS & ABILITIES
FORMAL REFERENCE LETTER
FROM A DIRECTOR OF INFORMATION SYSTEMS IN THE FILM INDUSTRY
August 23, 2007
To Whom It May Concern:
Nancy Grsic worked for me as an IT Technical Support Coordinator from Aug 2006 through Sept 2007 as a maternity
leave replacement.
Nancy's job responsibilities included hardware and software purchasing, Help Desk call recording, and other
administrative support services for the IS Department. In addition she assisted the Finance Department with the
preparation of external 10Q and 10K Financial Statements.
During Nancy's employment with XXXXX, the Finance Department went through a process of restating their Financial
Statements, requiring her to work significant overtime. Nancy's unfailing good humour and willingness to work
evenings and weekends made her a valuable team member who contributed to the success of this exercise.
Nancy is extremely organized and good at time management, and she gets things done. She regularly asked for, and
accepted, extra responsibilities. Nancy works well with people at all levels of the organization including the CFO
during the filing of the 10K and 10Qs. Her high-energy personality, enthusiasm and positive attitude make her a good
team player.
One of Nancy's roles was to support the IT Help Desk function by answering Help Desk calls and creating tickets in
the Help Desk database. With her experience in Microsoft Word and Excel, she often took on the responsibility of
resolving user how-to questions and problems. She is good at looking for solutions that prevent problems from
re-occurring, rather than just fixing the immediate issue.
Nancy is very process-oriented and developed procedures, forms and checklists which made the workflow of the IS
department more effective. She constantly looks for ways to improve and streamline procedures.
It was a pleasure working with Nancy and I would definitely hire her again.
15. 12TH TESTIMONIAL OF CHARACTER, VALUES, KNOWLEDGE, SKILLS & ABILITIES
EMAIL OF APPRECIATION
FROM A SALES SERVICE REPRESENTATIVE IN THE FIRE SAFETY & PREVENTION INDUSTRY
TO THE BRANCH MANAGEMENT TEAM INCLUDING NANCY GRSIC
February 16, 2006
Subject: Chedoke Hospital
FYI - I found last year's speaker certificates in a binder that Nancy had made up and I faxed them to Rick Provo at
Chedoke. (Hopefully, he got my message that I was faxing them before the Fire Department left.) Just wanted to let
you know that it was really nice to find something so easily and it looks like the binder is well organized.
Thanks, Nancy for you help in getting this to the customer quickly.
16. 11TH TESTIMONIAL OF CHARACTER, VALUES, KNOWLEDGE, SKILLS & ABILITIES
EMAIL OF APPRECIATION
FROM A NATIONAL SALES COORDINATOR IN THE FIRE SAFETY & PREVENTION INDUSTRY
TO THE SALES/SERVICE MANAGER
February 10, 2006
Hello xxxxxxxx,
I just wanted to inform you that we had an emergency situation with Zellers #XXX, where the inspection needed to be
conducted immediately and sprinkler deficiency repair work needed to be done immediately. The Fire Inspector gave
HBC a deadline of February 13, 2006, if this store was not inspected, and the repairs not completed by then, the store
would be shut down. As I am sure you are well aware, to coordinate and get the work done is never a simple,
uncomplicated task. This task too had many obstacles...I first received the request on Jan 30 2006, at which time I
approached Nancy with this problem.
Nancy went out of her way, and went above the call of duty to help me, and our customer HBC in order to fix this
problem. She never complained once, even when she was receiving no cooperation from the mall, and the Zellers site.
At this time, the site is not only inspected, and deficiency work completed and certified, but all the paperwork is also
in, and submitted to the customer. Nancy truly saved the day. We all are quick to complain, I thought it was necessary
to inform of what a wonderful job Nancy did...in helping prevent the shutting down of this store.
17. 10TH TESTIMONIAL OF CHARACTER, VALUES, KNOWLEDGE, SKILLS & ABILITIES
FORMAL REFERENCE LETTER
FROM FORMER TENANTS
April 8, 2005
TO WHOM IT MAY CONCERN:
We have lived at this address for almost five years. In that time, Nancy Grsic, our landlady, has been pleasant, helpful and
easy to get along with. We have had no problems with her or with the Lease which we signed prior to moving in.
If you need any further information, please do not hesitate to contact us.
18. 9TH TESTIMONIAL OF CHARACTER, VALUES, KNOWLEDGE, SKILLS & ABILITIES
FORMAL REFERENCE LETTER
FROM A DEAN OF HUMANITIES AT A UNIVERSITY
August 20, 2004
TO WHOM IT MAY CONCERN
Ms. Nancy Grsic performed as a temporary assistant to me in the office of the Faculty of Humanities, from May
through early August 2004. Nancy was polite, cheerful, and eager to become part of the office dynamic.
Nancy's computer skills were very good and she picked up the basics of xxxxx specific systems within a relatively
short span of time. She was always willing to help and offer forward suggestions with regard to the efficiency of the
office's daily function. In particular, Nancy excelled at furnishing two of our newest faculty members with formative
information about Hamilton and the surrounding area, various services and interests, once they had arrived at xxxxx.
She handled the personal logistics of their situations very well.
Nancy's particular strength lies in establishing a good working relationship with a supervisor and then catering to
their personal as well as professional needs. She would serve as a good personal assistant to a busy professional.
Should you require further information about Ms. Grsic, I would be happy to speak with you.
19. 8TH TESTIMONIAL OF CHARACTER, VALUES, KNOWLEDGE, SKILLS & ABILITIES
EMAIL OF APPRECIATION
FROM THE GLOBAL TELEVISION NETWORK CHAIR AT A UNIVERSITY
TO THE OFFICE MANAGER & DEAN OF HUMANITIES AT A UNIVERSITY
July 9, 2004
Subject: Part-time Administrative Assistant
Dear xxxxxxx,
I just wanted to let you know that I have been thinking about our conversation regarding hiring a part time(?) secretary
for me and I must say that I have been so impressed with Nancy's work that she would be a great person to have as an
administrative assistant. I really need someone who is experienced and has a great capacity for finding resources,
uncovering a range of possibilities, dealing with others respectfully, etc., and I have been so impressed with her
thoroughness that I am convinced she would be excellent for the job. This would be great if it could be done because
it could save us a job search. Of course, as an outsider I don't know the particularities of how these things work, but I
wanted to at least provide some insight into how I feel about her qualifications. I also realize she is looking for a full
time job, but I thought if it were possible to divide her tasks with others, this would work out perfectly.
20. 7TH & 6TH TESTIMONIALS OF CHARACTER, VALUES, KNOWLEDGE, SKILLS & ABILITIES
FORMAL REFERENCE LETTER
FROM A HUMAN RESOURCES MANAGER AND GENERAL MANAGER OF FIELD SERVICES IN
THE ENGINEERING INDUSTRY
November 6, 2003
To Whom It May Concern:
This will serve to confirm that Nancy Grsic was an employee in good standing with XXXXX from 2002 to 2003. She
performed a number of senior administrative duties that included but were not limited to:
• Managing off-site training week attended by 100
• Classifying & collecting data for integration into new proprietary software, including needs analysis of
module set-up within the software
• Critical thinking, analysis & implementation of administrative areas for greater efficiency, automation and
cost-savings
• Auditing, formatting & compiling monthly financial & sales reports
• While employed at XXXXX, Nancy gathered many skills in the areas of administration support, office co-
ordination, communication and departmental cost monitoring.
It is with regret that Nancy was displaced as a result of a company-wide reorganization. If there was a position suitable
to Nancy, we would hire her back.
21. 5TH TESTIMONIAL OF CHARACTER, VALUES, KNOWLEDGE, SKILLS & ABILITIES
LETTER OF APPRECIATION
FROM FORMER TENANTS
December 14, 1999
Nancy, we’d like to thank you for being so understanding, it has been our privilege to rent from you. It’s not
often as a tenant that you get to enjoy having a landlord that actually cares about the premises. Again
thank you.
22. 4TH TESTIMONIAL OF CHARACTER, VALUES, KNOWLEDGE, SKILLS & ABILITIES
FORMAL REFERENCE LETTER
FROM AN OPERATIONS MANAGER AT A FINANCIAL SERVICES COMPANY
October 23, 1998
To Whom It May Concern:
Nancy Grsic has been working for the mutual fund division of the xxxxx Group of Companies for just over a year. I
have worked with her for approximately 9 months and although she does not work directly for me in the operations
department, she is an integral part of the xxxxx team.
Nancy has demonstrated a good knowledge of mutual funds for only having been in the industry a short while. She is
extremely dedicated to company and to client service and her work ethic is without question. Attention to detail and a
team approach are a few of Nancy’s strengths. She will ‘do what it takes’ to become proficient in any area she might
be lacking.
In short, I am confident in her abilities and feel Nancy would be an asset to your company.
23. 3RD TESTIMONIAL OF CHARACTER, VALUES, KNOWLEDGE, SKILLS & ABILITIES
LETTER OF APPRECIATION
FROM AN AREA BRANCH MANAGER AT A FINANCIAL SERVICES COMPANY
December 8, 1998
Dear Nancy:
Thank You for every step of the way! You've handled the smoothest transfer of a mutual fund license that has ever
been achieved! I thank you for doing your best for me at all times!
As 1999 approaches and you move on to bigger and better dreams and goals, whether this is achieved within xxxxx or
not I wish you every success. I feel sure that while you have a lot to learn that you are so very capable of a lot and that
the only factor here is time and training. So Nancy, keep on believing, your dreams can come true! If I can be of any
help do call on me!
24. 2ND TESTIMONIAL OF CHARACTER, VALUES, KNOWLEDGE, SKILLS & ABILITIES
FORMAL REFERENCE LETTER
FROM THE ADMINISTRATION MANAGER AT A FINANCIAL SERVICES COMPANY
October 23, 1998
To Whom It May Concern:
I have had the pleasure of knowing and working with Nancy Grsic for over 5 years.
My first impressions of her were bold confidence and assertiveness. During the interview I wondered if she could
deliver?
Nancy's first position at the xxxxx Group of Companies was as a temporary entry-level clerical assistant with
specifically xxxxx Insurance Brokers Inc. (formerly xxxxx Brokers Ltd.). She secured a permanent position shortly
thereafter as a personal assistant to our President and myself.
Nancy was quick to demonstrate the skills and attitude necessary to be promoted within the xxxxx Group of
Companies. Always a key part of the xxxxx Team she has progressed through various departments and affiliates to
her current role as project coordinator, management assistant with xxxxx Financial. Nancy has a strong sense of pride
in her work, very apparent in her excellent attention to detail, high degree of accuracy, effective problem solving
capabilities and impeccable communicative and organizational skills. She is a truly gifted administrator. Nancy
possesses leadership qualities. She is a constructive coach to co-workers and sales representatives, offering
suggestions and encouraging improvement. Her opinions are requested and valued. She most definitely is an
effective marketer.
Nancy is not limited. Nancy can rise to any challenges.
Although I understand her reasons for pursuing potential opportunities outside of xxxxx, she will be missed.
I strongly recommend Nancy as she would be an asset to any organization.
25. 1ST TESTIMONIAL OF CHARACTER, VALUES, KNOWLEDGE, SKILLS & ABILITIES
FORMAL REFERENCE LETTER
FROM THE PRESIDENT AT A FINANCIAL SERVICES COMPANY
October 23, 1998
Dear Sir / Madam,
Nancy is in her sixth year of employment with xxxxx. She commenced in a clerical position with an affiliate and was
promoted to various other positions, currently as a project coordinator/management assistant with xxxxx Financial,
our mutual fund dealer. She has many positive attributes, amongst which are:
• true team player
• effective problem determiner & solver
• adaptable in managing change & various projects exceptional client care
• works well under pressure unsupervised intuitive marketing sense
Nancy has earned the informal title amongst our staff and our clients, independent life insurance and mutual fund
representatives, as "Miss Efficiency", a most befitting and appropriate title. Nancy is commonly referred to as "no-
nonsense" which one would expect to be a potential negative. It is not. This direct approach emphasizes other's
needs; needs always facilitated as quickly as possible. Nancy is regarded as resourceful, and above all, competent.
All these positives apply to her current position with xxxxx Financial in which she has been employed a mere year.
Currently, she has undertaken compliance and procedures issues.
Nancy does not meet objectives satisfactorily — she consistently exceeds requirements.
I am aware Nancy seeks career advancement within the securities industry, aspirations, xxxxx is unable to presently
offer. Nancy is welcome to remain at xxxxx. Upon her ultimate departure, she will be missed. I have no doubt Nancy's
ambitions will be achieved. She would be an asset to any organization, especially the securities industry she enjoys.
Without hesitation I recommend her highly.