The Three Pillars Program (TPP) at the University of Georgia aims to improve leadership, organizational transformation, and behavior. It is led by Becky Lane and includes consultants who provide services such as leadership development, organizational development, and coaching. The TPP focuses on accountability, common language among leaders and teams, and using innovation and ownership to achieve shared goals. It follows models of Kurt Lewin and others to manage organizational change through phases of unfreezing, changing, and refreezing.
Kathy Davanzo is a national speaker, trainer, and HR consultant. She provides keynotes and workshops to help participants develop their leadership skills. Her presentations incorporate stories, humor, and audience participation to create an interactive learning environment. Davanzo focuses on how generational influences are impacting leadership and work. She holds advanced degrees and is certified in various assessment tools. In her work, Davanzo emphasizes the need for organizations to develop their workforce and prepare for changing business realities.
Blue Phoenix Consulting Partners provides training and development services to help organizations and individuals succeed. They offer customized programs in areas like HR, education, training, and content development, drawing on over 5 decades of combined experience. Their training aims to facilitate self-directed learning through impactful experiences in order to positively influence behavior and performance at both the personal and professional level.
Executive 360 Leadership Program 15 -17 May 2011 Dubai360 BSI
To reach and succeed at the highest levels of management, it is essential for leaders to demonstrate not only their own personal competence, but also their ability to motivate and align employees, build connections, think strategically, and influence decisions.
This 3-day intensive program will raise your leadership skills in four fundamental areas: self-management, people management, strategic influencing, and creative thinking.
* Understand and strengthen your personal leadership style
* Raise your professional profile
* Increase your influence over others
* Develop stronger relationships with colleagues and teams
* Improve the morale and commitment of your employees
* Maximize your problem-solving and creative thinking skills
* Accomplish your work faster, with better results
Executive 360 Leadership Program 11 - 12 May 2011 Jakarta360 BSI
To reach and succeed at the highest levels of management, it is essential for leaders to demonstrate not only their own personal competence, but also their ability to motivate and align employees, build connections, think strategically, and influence decisions.
This 2-day intensive program will raise your leadership skills in four fundamental areas: self-management, people management, strategic influencing, and creative thinking.
Executive Development Consultants UK LLP provides executive coaching and leadership development services to individuals and organizations. Their services include individual and team coaching, board-level coaching for CEOs and directors, and coaching programs focused on leadership skills, promotion preparation, and navigating the first 100 days in a new role. EDC uses diagnostic tools like personality assessments and 360-degree feedback to inform customized coaching engagements and help clients improve performance. They have experience working with clients across various industries in both the public and private sectors.
This document provides information about the Pathways to Prosperity professional coaching program offered by nLIVEn. It introduces four pathways or programs focused on personal and professional goals: 1) regaining motivation and energy, 2) establishing or improving a business, 3) developing management and leadership skills, and 4) assisting with personal or professional transitions. It then describes the Professional Partnership program, which provides 24-32 coaching sessions over 8-12 months to help clients achieve their visions. Several client testimonials are included that describe how the program has helped with business growth, work-life balance, and personal goals. The document also outlines specialty programs focused on areas like team profiling, business planning, and cultural diversity.
The document outlines a 3-year training programme for an organization to enhance leadership through systemic consulting and coaching. It involves training at all levels of the organization from top management to employees. Trainings include leadership values, strategy workshops, coaching, communication skills, and building team spirit. The goal is to develop a shared leadership culture and increase engagement through a holistic approach.
Kathy Davanzo is a national speaker, trainer, and HR consultant. She provides keynotes and workshops to help participants develop their leadership skills. Her presentations incorporate stories, humor, and audience participation to create an interactive learning environment. Davanzo focuses on how generational influences are impacting leadership and work. She holds advanced degrees and is certified in various assessment tools. In her work, Davanzo emphasizes the need for organizations to develop their workforce and prepare for changing business realities.
Blue Phoenix Consulting Partners provides training and development services to help organizations and individuals succeed. They offer customized programs in areas like HR, education, training, and content development, drawing on over 5 decades of combined experience. Their training aims to facilitate self-directed learning through impactful experiences in order to positively influence behavior and performance at both the personal and professional level.
Executive 360 Leadership Program 15 -17 May 2011 Dubai360 BSI
To reach and succeed at the highest levels of management, it is essential for leaders to demonstrate not only their own personal competence, but also their ability to motivate and align employees, build connections, think strategically, and influence decisions.
This 3-day intensive program will raise your leadership skills in four fundamental areas: self-management, people management, strategic influencing, and creative thinking.
* Understand and strengthen your personal leadership style
* Raise your professional profile
* Increase your influence over others
* Develop stronger relationships with colleagues and teams
* Improve the morale and commitment of your employees
* Maximize your problem-solving and creative thinking skills
* Accomplish your work faster, with better results
Executive 360 Leadership Program 11 - 12 May 2011 Jakarta360 BSI
To reach and succeed at the highest levels of management, it is essential for leaders to demonstrate not only their own personal competence, but also their ability to motivate and align employees, build connections, think strategically, and influence decisions.
This 2-day intensive program will raise your leadership skills in four fundamental areas: self-management, people management, strategic influencing, and creative thinking.
Executive Development Consultants UK LLP provides executive coaching and leadership development services to individuals and organizations. Their services include individual and team coaching, board-level coaching for CEOs and directors, and coaching programs focused on leadership skills, promotion preparation, and navigating the first 100 days in a new role. EDC uses diagnostic tools like personality assessments and 360-degree feedback to inform customized coaching engagements and help clients improve performance. They have experience working with clients across various industries in both the public and private sectors.
This document provides information about the Pathways to Prosperity professional coaching program offered by nLIVEn. It introduces four pathways or programs focused on personal and professional goals: 1) regaining motivation and energy, 2) establishing or improving a business, 3) developing management and leadership skills, and 4) assisting with personal or professional transitions. It then describes the Professional Partnership program, which provides 24-32 coaching sessions over 8-12 months to help clients achieve their visions. Several client testimonials are included that describe how the program has helped with business growth, work-life balance, and personal goals. The document also outlines specialty programs focused on areas like team profiling, business planning, and cultural diversity.
The document outlines a 3-year training programme for an organization to enhance leadership through systemic consulting and coaching. It involves training at all levels of the organization from top management to employees. Trainings include leadership values, strategy workshops, coaching, communication skills, and building team spirit. The goal is to develop a shared leadership culture and increase engagement through a holistic approach.
This program provides concise summaries of predesigned leadership development programs offered by the Centre for Experiential Leadership Learning. The programs are grouped into categories including personal effectiveness, leadership levels from first time managers to senior managers, and specialized topics such as tough leadership, personal leadership, and result oriented leadership. Each program aims to help participants strengthen skills relevant to their career level through interactive exercises, case studies, and other experiential learning methods.
This document summarizes an empowerment program for corporate women that focuses on play to bring about quick and permanent learning. It enables women to create work-life balance, assert themselves with confidence, overcome limiting beliefs, leverage internal and external resources, manage their health effectively, and deal with anger calmly. The program is led by two experts with decades of experience in personal development, NLP, and corporate coaching who have helped many women enhance their productivity, reduce stress, and achieve work-life harmony.
The document outlines a turnaround strategy for Reigerpark Schools SRC 4 & 7. It discusses developing an annual plan focused on curriculum, improvement, and accountability. It provides details on conducting a needs assessment, prioritizing needs, analyzing causes, setting goals, and monitoring progress. Critical steps in planning are outlined, including an organogram and school calendar. The presentation emphasizes using data to identify needs and developing a curriculum alignment model to improve learner outcomes.
The document discusses Lighthouse Active Learnings' approach to learning and development. It focuses on helping individuals achieve their professional and personal goals by motivating them to dream big, become who they want to be, and take action on things they have been procrastinating. Lighthouse uses a systematic and realistic approach combined with an energetic and motivating delivery style to engage participants in experiential learning. Its programs aim to develop skills like leadership, communication, teamwork, creativity and self-belief through activities, assessments and coaching.
1) Sujoy Banerjee discusses how HR at McNally focuses on treating employees with dignity, respect, transparency and fairness to motivate them to stay. Providing opportunities for growth and exploring new opportunities also helps with retention.
2) As an HR leader, Banerjee's style has always been inclusive and focused on shared leadership. He believes key considerations for employees include emotional intelligence, ability to influence people and manage change.
3) Going forward, Banerjee thinks HR needs to look beyond operational tasks and create systems to support future growth, while also engaging with external stakeholders like educational institutions.
The document provides an overview of the critical steps needed to turn around 14 under-performing schools in the Gauteng East District of South Africa. It outlines an 8-step process for planning that includes conducting a needs assessment, prioritizing needs, analyzing causes, setting goals, identifying goal-achieving activities, acquiring necessary resources, monitoring progress, and evaluating effectiveness. It also discusses tools for participatory decision-making and key knowledge, skills, and attitudes needed for school managers, focusing on managing oneself, one's team, and one's job.
Soft skills world corporate ppt for real estate comapny m3 mSoft Skills World
The document provides information about Soft Skills World, a training and development company. In 18 years, they have conducted programs across many industries to design training as per industry requirements. Their goal is to contribute to quality work life through top class training modules that minimize the gap between learning and execution. They use customized modules and a mix of methodologies like role plays and business games. Training is delivered through various vehicles like the classroom, outbound programs, and growth labs.
The company implemented a compulsory executive mentoring program to address upcoming retirements and build its talent pipeline. However, after the first year, a survey found major mismatches between mentors' and mentees' expectations, including mismatches in personality, gender, culture, and boundaries. The program did not achieve its goals. The HR head must determine what went wrong and make corrections to salvage the mentoring initiative.
Th.inc - Career Development Workshops as part of Emiratisation ProgramsMarc Karschies
"If we had started to focus on career guidance earlier, today we'd be in much better shape because the Emirati mindset would be open to joining any sector, not only the government."Essa Al Mulla, Executive Director, ENDP
In order to ensure long term engagement and continuous profile growth, both Job and Career development activities have to be balanced.
KCA Associates now announces the going to market of the “TH.inc” Workshop concepts, enabling organizations to help their young Emirati Talent to plan their career more effectively. While the program can be used for any junior to mid-level early career stage talent, the TH.inc program specifically provides a significant impact boost to organization’s existing Emiratisation and Talent Development programs.
Contact us to see how we can help: mkarschies@kca-associates.com
Leadership is a process of directing, guiding, and influencing subordinates to work with confidence and zeal towards accomplishing organizational goals through developing future visions and motivating employees, and it involves shaping employee behavior through intelligence, maturity, personality, and communication skills. Leadership is situation-dependent and leaders gain authority through followers rather than position. Effective leadership styles vary based on follower competence and commitment levels.
This two-day workshop provides an introduction to coaching skills and certifies participants in coaching competencies. The workshop teaches a coaching model and foundational skills including listening, asking questions, giving feedback and establishing coaching agreements. Through exercises and case studies, participants will practice competencies like goal setting, action planning and evaluating progress. The certificate program is intended for professionals who want to develop coaching skills to help individuals, teams or entire organizations improve performance.
1) Coaching and mentoring can inspire and empower employees, build commitment, increase productivity, grow talent, and promote success. They are now essential elements of modern managerial practice. However, many companies still have not established related schemes.
2) Coaching and mentoring are learning and development activities that share similar roots of nurturing staff and delivering results, though there is debate around their precise meanings. They draw out potential in employees through analysis, reflection, and action focused on skills, performance, and personal development.
3) Coaching and mentoring can be applied whenever performance or motivation needs improving, such as developing careers, solving problems, overcoming conflicts, and remotivating staff. They follow a structured process
Protocol was founded by Dr. R. Venkatesh and Mrs. Kauser Khan to be a premier confidence building center. It offers executive coaching, managerial training, and other programs to develop skills like communication, etiquette, and poise. Protocol customizes training programs to address client needs and improve business outcomes. It has trained professionals from many organizations and received positive feedback on its engaging style and incorporation of client input.
What does it mean to be a diversity leader? Over the past several years, diversity has been a hot topic. However, as times change,
and business challenges increase, the term has become a stale reference to check off a list of politically correct requirements.
As leaders in diversity, we are challenged to educate, energize, and excite our organization around diversity initiatives. These
initiatives build the foundation of creativity, innovation, and transformative results. Diversity and Inclusion leaders are key players
on the executive leadership team with the specific responsibility for ensuring that human resources are honored, embraced,
and ready to contribute great value. Diversity and Inclusion leaders are trusted advisors that fundamentally create strategies that
result in corporate cultural transformations to effectively support the mission and vision of the organization. To continue to be
successful and safeguard the great work and efforts of those before you, you must create a brand and image that reflects high
integrity and strong leadership capacity. This workshop will arm you with the skills you need to change your leadership image
and effectively function as a vital part of the leadership vision.
Learning Objective: Diversity leaders create a brand and image that supports and reflects competence and business value.
Outcomes-At the end of this workshop, participants will be able to:
a. Explore key diversity and inclusion leadership and management skills
b. Understand strategies for building the right brand and image
c. Examine what it means to transform organizational culture
d. Create a personal plan for excellence in diversity and inclusion leadership
e. Explore business challenges that impact diversity and inclusion leaders
This document provides information about a 3-day certification program for The Leadership Circle Profile assessment tool. The program will teach participants how to use the profile to assess leadership competencies, underlying assumptions, and phases of adult development. Attendees will become certified to use the profile and survey. The profile provides a comprehensive leadership assessment with three layers of analysis to give insights into behaviors, mindsets, and developmental stages. The workshop facilitator Roma Gaster and creator of the profile Bob Anderson are introduced. Testimonials praise the tool for its depth and ability to facilitate development.
A model for ideal mentoring takes a structured approach with consideration for the formal relationship between mentor and mentee as well as the surrounding social and community context. It involves training both parties on relationship building, knowledge transfer skills, and utilizing a scheduled process for regular communication, feedback, analysis, and reflection to facilitate a win-win learning relationship over time. The needs of both the individual mentee and supporting organization are analyzed to identify key factors to develop tools that prepare mentors and mentees for real learning to take place.
The document discusses various theories and models of leadership. It covers the differences between leading and managing, sources of power in organizations, traits of effective leaders, and styles of leadership. Key leadership theories summarized include the path-goal theory, contingency model, substitutes for leadership theory, and Ohio State, Michigan, and Vroom decision-making models. The document provides an overview of important concepts in leadership studies.
MSBCoach partners with businesses to develop customized leadership and team workshops. The document lists numerous workshop topics that MSBCoach can provide, including conflict management, leadership communication, talent retention, and strategic planning. Assessment tools and certification programs are also available. The workshops aim to empower leaders and build high performance teams.
Jami McDonald is a senior talent development professional with over 20 years of experience in human resources management, organizational development, and teaching. She has a proven track record of developing and implementing effective training programs, curriculums, and processes to help organizations achieve their goals. As the principal of The McDonald Group, she designs and delivers strategic training solutions focused on motivating high-performing workforces. Her areas of expertise include leadership development, succession planning, project management, and communication skills.
This program provides concise summaries of predesigned leadership development programs offered by the Centre for Experiential Leadership Learning. The programs are grouped into categories including personal effectiveness, leadership levels from first time managers to senior managers, and specialized topics such as tough leadership, personal leadership, and result oriented leadership. Each program aims to help participants strengthen skills relevant to their career level through interactive exercises, case studies, and other experiential learning methods.
This document summarizes an empowerment program for corporate women that focuses on play to bring about quick and permanent learning. It enables women to create work-life balance, assert themselves with confidence, overcome limiting beliefs, leverage internal and external resources, manage their health effectively, and deal with anger calmly. The program is led by two experts with decades of experience in personal development, NLP, and corporate coaching who have helped many women enhance their productivity, reduce stress, and achieve work-life harmony.
The document outlines a turnaround strategy for Reigerpark Schools SRC 4 & 7. It discusses developing an annual plan focused on curriculum, improvement, and accountability. It provides details on conducting a needs assessment, prioritizing needs, analyzing causes, setting goals, and monitoring progress. Critical steps in planning are outlined, including an organogram and school calendar. The presentation emphasizes using data to identify needs and developing a curriculum alignment model to improve learner outcomes.
The document discusses Lighthouse Active Learnings' approach to learning and development. It focuses on helping individuals achieve their professional and personal goals by motivating them to dream big, become who they want to be, and take action on things they have been procrastinating. Lighthouse uses a systematic and realistic approach combined with an energetic and motivating delivery style to engage participants in experiential learning. Its programs aim to develop skills like leadership, communication, teamwork, creativity and self-belief through activities, assessments and coaching.
1) Sujoy Banerjee discusses how HR at McNally focuses on treating employees with dignity, respect, transparency and fairness to motivate them to stay. Providing opportunities for growth and exploring new opportunities also helps with retention.
2) As an HR leader, Banerjee's style has always been inclusive and focused on shared leadership. He believes key considerations for employees include emotional intelligence, ability to influence people and manage change.
3) Going forward, Banerjee thinks HR needs to look beyond operational tasks and create systems to support future growth, while also engaging with external stakeholders like educational institutions.
The document provides an overview of the critical steps needed to turn around 14 under-performing schools in the Gauteng East District of South Africa. It outlines an 8-step process for planning that includes conducting a needs assessment, prioritizing needs, analyzing causes, setting goals, identifying goal-achieving activities, acquiring necessary resources, monitoring progress, and evaluating effectiveness. It also discusses tools for participatory decision-making and key knowledge, skills, and attitudes needed for school managers, focusing on managing oneself, one's team, and one's job.
Soft skills world corporate ppt for real estate comapny m3 mSoft Skills World
The document provides information about Soft Skills World, a training and development company. In 18 years, they have conducted programs across many industries to design training as per industry requirements. Their goal is to contribute to quality work life through top class training modules that minimize the gap between learning and execution. They use customized modules and a mix of methodologies like role plays and business games. Training is delivered through various vehicles like the classroom, outbound programs, and growth labs.
The company implemented a compulsory executive mentoring program to address upcoming retirements and build its talent pipeline. However, after the first year, a survey found major mismatches between mentors' and mentees' expectations, including mismatches in personality, gender, culture, and boundaries. The program did not achieve its goals. The HR head must determine what went wrong and make corrections to salvage the mentoring initiative.
Th.inc - Career Development Workshops as part of Emiratisation ProgramsMarc Karschies
"If we had started to focus on career guidance earlier, today we'd be in much better shape because the Emirati mindset would be open to joining any sector, not only the government."Essa Al Mulla, Executive Director, ENDP
In order to ensure long term engagement and continuous profile growth, both Job and Career development activities have to be balanced.
KCA Associates now announces the going to market of the “TH.inc” Workshop concepts, enabling organizations to help their young Emirati Talent to plan their career more effectively. While the program can be used for any junior to mid-level early career stage talent, the TH.inc program specifically provides a significant impact boost to organization’s existing Emiratisation and Talent Development programs.
Contact us to see how we can help: mkarschies@kca-associates.com
Leadership is a process of directing, guiding, and influencing subordinates to work with confidence and zeal towards accomplishing organizational goals through developing future visions and motivating employees, and it involves shaping employee behavior through intelligence, maturity, personality, and communication skills. Leadership is situation-dependent and leaders gain authority through followers rather than position. Effective leadership styles vary based on follower competence and commitment levels.
This two-day workshop provides an introduction to coaching skills and certifies participants in coaching competencies. The workshop teaches a coaching model and foundational skills including listening, asking questions, giving feedback and establishing coaching agreements. Through exercises and case studies, participants will practice competencies like goal setting, action planning and evaluating progress. The certificate program is intended for professionals who want to develop coaching skills to help individuals, teams or entire organizations improve performance.
1) Coaching and mentoring can inspire and empower employees, build commitment, increase productivity, grow talent, and promote success. They are now essential elements of modern managerial practice. However, many companies still have not established related schemes.
2) Coaching and mentoring are learning and development activities that share similar roots of nurturing staff and delivering results, though there is debate around their precise meanings. They draw out potential in employees through analysis, reflection, and action focused on skills, performance, and personal development.
3) Coaching and mentoring can be applied whenever performance or motivation needs improving, such as developing careers, solving problems, overcoming conflicts, and remotivating staff. They follow a structured process
Protocol was founded by Dr. R. Venkatesh and Mrs. Kauser Khan to be a premier confidence building center. It offers executive coaching, managerial training, and other programs to develop skills like communication, etiquette, and poise. Protocol customizes training programs to address client needs and improve business outcomes. It has trained professionals from many organizations and received positive feedback on its engaging style and incorporation of client input.
What does it mean to be a diversity leader? Over the past several years, diversity has been a hot topic. However, as times change,
and business challenges increase, the term has become a stale reference to check off a list of politically correct requirements.
As leaders in diversity, we are challenged to educate, energize, and excite our organization around diversity initiatives. These
initiatives build the foundation of creativity, innovation, and transformative results. Diversity and Inclusion leaders are key players
on the executive leadership team with the specific responsibility for ensuring that human resources are honored, embraced,
and ready to contribute great value. Diversity and Inclusion leaders are trusted advisors that fundamentally create strategies that
result in corporate cultural transformations to effectively support the mission and vision of the organization. To continue to be
successful and safeguard the great work and efforts of those before you, you must create a brand and image that reflects high
integrity and strong leadership capacity. This workshop will arm you with the skills you need to change your leadership image
and effectively function as a vital part of the leadership vision.
Learning Objective: Diversity leaders create a brand and image that supports and reflects competence and business value.
Outcomes-At the end of this workshop, participants will be able to:
a. Explore key diversity and inclusion leadership and management skills
b. Understand strategies for building the right brand and image
c. Examine what it means to transform organizational culture
d. Create a personal plan for excellence in diversity and inclusion leadership
e. Explore business challenges that impact diversity and inclusion leaders
This document provides information about a 3-day certification program for The Leadership Circle Profile assessment tool. The program will teach participants how to use the profile to assess leadership competencies, underlying assumptions, and phases of adult development. Attendees will become certified to use the profile and survey. The profile provides a comprehensive leadership assessment with three layers of analysis to give insights into behaviors, mindsets, and developmental stages. The workshop facilitator Roma Gaster and creator of the profile Bob Anderson are introduced. Testimonials praise the tool for its depth and ability to facilitate development.
A model for ideal mentoring takes a structured approach with consideration for the formal relationship between mentor and mentee as well as the surrounding social and community context. It involves training both parties on relationship building, knowledge transfer skills, and utilizing a scheduled process for regular communication, feedback, analysis, and reflection to facilitate a win-win learning relationship over time. The needs of both the individual mentee and supporting organization are analyzed to identify key factors to develop tools that prepare mentors and mentees for real learning to take place.
The document discusses various theories and models of leadership. It covers the differences between leading and managing, sources of power in organizations, traits of effective leaders, and styles of leadership. Key leadership theories summarized include the path-goal theory, contingency model, substitutes for leadership theory, and Ohio State, Michigan, and Vroom decision-making models. The document provides an overview of important concepts in leadership studies.
MSBCoach partners with businesses to develop customized leadership and team workshops. The document lists numerous workshop topics that MSBCoach can provide, including conflict management, leadership communication, talent retention, and strategic planning. Assessment tools and certification programs are also available. The workshops aim to empower leaders and build high performance teams.
Jami McDonald is a senior talent development professional with over 20 years of experience in human resources management, organizational development, and teaching. She has a proven track record of developing and implementing effective training programs, curriculums, and processes to help organizations achieve their goals. As the principal of The McDonald Group, she designs and delivers strategic training solutions focused on motivating high-performing workforces. Her areas of expertise include leadership development, succession planning, project management, and communication skills.
Ruchira specializes in leadership coaching, culture change management, and developing high-performing teams. She recognizes individuals' talents and places them in roles to maximize their contributions and benefit the organization. Ruchira intuitively understands what motivates people and uses this knowledge to drive performance. Her vision is to transform leaders and exponentially grow their positive impacts on many lives. She has extensive experience in HR leadership roles with startups and has won multiple awards for her work developing women leaders.
The document describes the HACE Leadership Academy, a 4-month program that aims to transform high-potential Latino professionals into high-performing leaders. The program provides robust leadership training through various methods, including frameworks, tools, peer and executive coaching, and social learning. It helps participants develop skills in strategic thinking, producing results, inspiring others, and applying their new skills to an impact project. The goal is to ready participants for greater responsibilities while also providing value to their organizations in areas like talent development, succession planning, and business performance. The program is facilitated by leadership expert Angel Gomez and takes an action-learning approach to ensure immediate application of skills back on the job.
Jerry Bishop is the founder of Blondie TalksTM and several training companies. She has extensive experience in learning and development, partnering with organizations to assess, design, develop, facilitate and evaluate their training programs. Using simplicity and elegance, Jerry aims to change how organizations view learning. Jerry has made learning a lifelong commitment, earning an MBA in learning and development and several professional designations. She serves on the board of the Canadian Society for Training and Development and coaches others.
The document provides information about the Asia Pacific Coaching Conference 2012 (APCC2012) to be held on September 4-5, 2012 at the Resorts World Convention Centre in Sentosa, Singapore. The conference aims to increase the positive impact of coaching across the Asia Pacific region under the theme "Coaching Beyond Boundaries". It will feature keynote speakers, sessions by international presenters, panel discussions, and networking opportunities. A pre-conference event on September 3 will offer workshops to immerse participants in new skills and knowledge.
Strategic Talent Management and Leadership Development Canada Program Tatawan Plengsirivat
This document provides information about a conference on strategic talent management and leadership development. The two-day conference in Toronto will focus on successfully developing and managing talent and leadership programs to enhance business competitiveness and goals. It will enable attendees to connect talent strategies to business strategies, create multifaceted leadership development strategies, and strengthen internal talent management programs. The agenda includes keynote speakers and case studies from top companies on various talent management topics.
Appreciative leadership development programTPGAnthony
The document describes an Appreciative Leadership Development Program offered by Linda Berardi from September 27-30, 2012 in Virginia Beach, VA. The 4-day program focuses on discovering and building upon leadership strengths, asking positive questions, soliciting input from employees, and bringing out the best in people and organizations. It aims to help participants innovate structures and processes that align with positive outcomes. The program costs $1800 until August 27th and $2000 after, with discounts for non-profits and students. It includes materials, a workbook, and 27 pre-approved HRCI recertification credits.
Appreciative Leadership Development ProgramLinda Berardi
As a licensed facilitator with the Corporation for Positive Change, led by global thought leader, Diana Whitney, Ph.D., you will gain insight, build skills and design impactful leadership development strategies for yourself, in collaboration with colleagues and as a positive change agent for your organization and community.
This document introduces the team of facilitators, advisory board, and management team of PositiveShift International. It provides profiles of 9 individuals, describing their relevant experience, areas of expertise, credentials, and links to more detailed profiles. The profiles showcase the team's experience in areas such as leadership development, change management, Six Sigma, education, business development, and technology.
Webinar Corporate Social Performance Management For Driving Employee EngagementBullseye_Evaluation
The document discusses best practices for creating a learning and coaching culture to drive employee engagement and corporate performance. It promotes using BullseyeEvaluation's performance management system to facilitate productive communication through coaching and mentoring. This establishes a cycle that effectively manages talent and creates strategy execution, delivering key performance indicator improvements.
Webinar corporate social performance management: driving employee engagementCharles Bedard
The document discusses best practices for creating a learning and coaching culture to drive employee engagement and corporate performance. It promotes using BullseyeEvaluation's performance management system to facilitate productive communication through coaching and mentoring. This establishes a cycle that effectively manages talent and creates strategy execution, delivering key performance indicator improvements.
The Linkage Leadership Institute is a 4-day intensive leadership development program focused on challenging existing frameworks and providing new insights to transform views of leadership, strategy, teamwork and development. The program utilizes the High Impact Leadership Model to develop essential competencies proven to differentiate superior leaders through assessments, coaching, learning experiences and practical takeaways.
Geminus Corporation, Regional Mental Health, Human Resources Team 2014 2015Geminus Corporation
An introduction of the Geminus Corporation, Regional Mental Health, Human Resources Team for 2014, 2015. This slideshare contains a photo, brief bio and summary of job functions for each team member. The Geminus/Regional Human Resources Team is lead by Dr. Gary Vanderlinden.
Evolution Of Hrm, Difference b/w PM & HRM, Functions, Wheels Of HRM, Harvard framework of HRM, Challenges faced by HRM, 5- P Models of strategic HRM-- By Akio Morita, Founder, Sony Corporation.
This document summarizes a literature review on evaluation studies of cross-cultural training from 1988 to 2000. It finds that some studies confirm the effect of cross-cultural training on skills, adjustment, and performance, while others doubt the quality of evidence. In general, the effectiveness of different training methods remains unclear. Most evaluated U.S. student trainees using lectures and discussions. Training duration varied from half a day to 8 months. Expected outcomes included knowledge, behavior, attitudes, adjustment, and performance. Critical issues in the studies included lack of control groups and long-term evaluation.
ETC INC. Learning and Development ProfileNarenderetc
ETC Inc. is a training and consulting company that helps organizations improve performance through collaborative processes to capitalize on strengths, learn from conflicts, and design optimal strategies. They offer organizational development services, executive coaching, and training to help clients achieve results, increase satisfaction, and positively impact profits. ETC builds an organization's culture, processes, and competencies through a growth pyramid model to help businesses expand, and provides customized learning solutions, workshops, and ROI/ROE-based learning interventions to ensure employees can deliver expected results.
The document discusses various models for managing organizational change, including Cummings and Worley's 5 stage model, Kotter's 8 stage model, and Fullan's tri-level reform model. It also covers Lewin's 3 stage change process of unfreezing, changing, and refreezing. The presentation addresses definitions of change management, perspectives on change, dimensions of change, resistance to change, and strategies for implementing successful change initiatives.
Transformative Coaching Assistance provides confidential coaching services to help clients achieve professional and personal growth. Services include individual and group career coaching, leadership development, and performance improvement. Coaching sessions involve assessments, setting goals aligned with priorities, structured learning activities, and developing action plans. The results empower clients with improved goal setting, problem solving, self-awareness, fulfillment, and career success.
Similar to 3 Pillars Pitch Book 7 2012 Master 1 (20)
1. THE THREE PILLARS PROGRAM T P P
The University of Georgia
Human Resources Division
Training & Development Center of Excellence
2. TRAINING & DEVELOPMENT CENTER OF EXCELLENCE
About
The Three Pillars Program of Leadership Excellence, Organizational Transformation, & Behavior
improves the productivity, work life, and the effectiveness of leaders, teams, individuals, and
organizational units.
HUMAN RESOURCES DIVISION
3. TRAINING & DEVELOPMENT CENTER OF EXCELLENCE
Three Pillars Program
Becky Lane
Tom Gausvik, Associate Vice President for Human Resources
• Becky Lane has served for twenty two years in human resources at the University of
Three Pillars Program Leader Georgia. Her numerous roles include all aspects of communication, project
implementation and oversight, and classroom instruction. With the permission of the
book’s author, she has conducted the Personal Accountability program for over 10 years.
Becky earned a Bachelor of Arts in Journalism from the University of Georgia. Prior to her
UGA employment, she worked in media (newspaper and radio) advertising sales. Her
responsibilities there included forming relationships with business owners in order to
design and implement advertising campaigns to meet sales goals and ensuring all related
receivables were collected in a timely manner. Becky is Certified in Hogan Assessments
Instruments.
Becky Lane Tracey O'Malley Vickie Coker Lindsey Van Note
Senior Managing Director, Senior Organizational Senior Organizational Senior Organizational Vickie Coker
Training &Development Center Development Consultant Development Consultant Development Consultant
• As a member of UGA’s HR Training & Development Center, Vickie Coker is a Senior
Organizational Development Consultant. In T&D her roles include leadership development,
Core Members organizational development, organizational transformation, and organizational behavior.
Prior to joining UGA in 2000, she spent fifteen years as an executive with a major retail
company where she was responsible for human resources administration at the store and
regional levels. Vickie holds a Master Certificate in Six Sigma Black Belt, is a Certified
Sherpa Executive Coach, and is Certified in Hogan Assessment Instruments.
Tracey O'Malley
Joan Curtis, Total Communications Richard Stanley, Legacy Performance • As a member of UGA’s HR Training & Development Center, Tracey O’Malley came to the
Coach Training, Inc. University of Georgia in 2002 and serves as a Senior Organizational Development
Consultant.. Tracey responsibilities include leadership development, organizational
External Resources development, organizational transformation, and organizational behavior. She earned a
Bachelor of Arts in Business Administration and French from Converse College. Tracey’s
professional experience includes over fifteen years in the private sector with an emphasis
in adult education curriculum design and delivery. Tracey holds a Master Certificate in Six
HUMAN RESOURCES DIVISION
Sigma Black Belt, is a Certified Sherpa Executive Coach, and Certified in Hogan Assessment
Instruments.
Tom Gausvik
Lindsey Van Note
•Tom came to UGA after twenty-three years at the University of Virginia, the last
eleven years as chief human resources officer. During this time, Tom was
appointed by Governor Baliles of the Commonwealth of Virginia from 1998 • As a member of UGA’s HR Training & Development Center, Lindsey Van Note came to the
University of Georgia in 2004 and serves as a Senior Organizational Development
through 2000 to lead the reform of the state’s classified compensation system, Consultant. Currently Lindsey is on special assignment working with on the reform of
which affected 100,000 employees in 250+ executive branch agencies. Since UGA’s Staff Compensation Plan. As part of T&D, Lindsey’s responsibilities include
coming to the University of Georgia, Tom has transformed the Human leadership development, organizational development, organizational transformation, and
Resources Division, including creating the UGA Search Group, the 360 Personal organizational behavior. Prior to joining T&D, Lindsey was with the UGA Search Group
Financial Consultation Program; implementing the national award winning where her primary responsibility was to meet with hiring officials and committees to
Young Dawgs high-school internship program, the Three Pillars Program, and develop strategic recruitment strategies. Prior to joining UGA, Lindsey’s professional
the High-Impact Leadership Program. Tom has a Master’s of Science in Human experience included human resource administration in the private sector with an emphasis
in employment, training, classification, compensation, and employee relations. Lindsey
Resource Development from The American University, which was a joint earned a Bachelor of Science in Psychology from the University of Georgia. Lindsey holds a
program with the NTL Institute of Behavioral Sciences. He has a Bachelors of Master Certificate in Six Sigma Black Belt, is a Certified Sherpa Executive Coach, and is
Arts degree from The Citadel. Tom served as an officer in the U.S. Army in Certified in Hogan Assessment Instruments.
numerous leadership positions.
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4. TRAINING & DEVELOPMENT CENTER OF EXCELLENCE
Engagement Strategy & Guidelines
As your “Trusted Advisor,” the strategy we use is customized to your particular needs, resources, and
organizational situation. We do not come in as experts of your organization. We partner with you
each step of the way, enabling you to make the critical decisions about your organization.
Engagement Guidelines:
Clear, Measurable Outcomes: As your Trusted Advisor, we will clarify objectives at the beginning of the engagement. What are
your desired outcomes? How would you like things to be different? How will you know we’ve been successful?
Diagnosis Precedes Change: As your Trusted Advisor, we want to have a good understanding of the workings of your organization
before proceeding with any recommended changes. This ensures that changes correct what is not working while preserving what
is working.
You are the Driver: You are the experts in your business and will make the critical decisions for your organization. As your Trusted
Advisor, our role is to provide you with the advisement and facilitate the process by which that happens.
Respect the Relationship: As your Trusted Advisor, we want to design a relationship that is respectful, safe, confidential, honest,
and accountable. Our intent is to strengthen and support you in the fulfillment of your role and accomplishment of your vision.
The Role of Trust. As your Trusted Advisor, we believe that trust is a critical element of organizational life. We want to help you
HUMAN RESOURCES DIVISION
talk openly, resolve conflicts, and create a positive culture in which people care about their work and want to contribute to the
best of their abilities.
Preserving/Building Culture: People do the work of the organization and are, ultimately, responsible for its success. As your
Trusted Advisor, our change initiatives help create a culture in which your employees think and act like true partners in your
business.
Structured Methods: We have created methodologies and processes related to leadership, individual development, and
organizational development which have been tested and refined within the Institution. As your Trusted Advisor, we will apply
these methodologies and processes in our work with your organization.
Depth: As your Trusted Advisor, we understand people and group dynamics. We facilitate deep and sensitive
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5. TRAINING & DEVELOPMENT CENTER OF EXCELLENCE
Code of Ethics
Code of Ethics and Conduct
Our Code of Ethics and Code of Conduct is as follows:
Clients Engagements
• We will serve our clients with • We will accept only engagements
integrity, competence, and for which we are qualified by our
objectivity. experience and competence.
• We will keep client information • We will assign staff to client
and records associated with client engagements in accord with their
engagements confidential and experience, knowledge, and
will use proprietary client expertise.
information only with the client's • We will immediately acknowledge
permission. any influences on our objectivity
• We never confirm or deny any to our clients and will offer to
specifics about an engagement to withdraw from a consulting
anyone. engagement when our objectivity
or integrity may be impaired.
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• We will not speak critically about
a client or our own team • We will disclose to our clients any
members outside of our conflicts of interest of which we
confidential meetings. are aware before undertaking an
• We will always exude positive engagement.
confidence in our individual and • We will praise our clients
collective competence as well as continuously for their courageous
our client's competence and action.
goodwill.
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6. TRAINING & DEVELOPMENT CENTER OF EXCELLENCE
Engagement Framework
Strategy for Energizing Your Organization and Creating Accountability for Results
CHANGEtheculture CHANGEthegame
Two parallel processes are essential to your organization’s success as
you go through the engagement and find your “True North Compass”
Parallel Process One: Leadership & Professional Development
Engagements often include helping the organization clarify “their story” as well as how they work
together to achieve organizational results. We offer coaching and team development activities to
strengthen the organization’s ability to build a positive and sustainable organizational culture.
Parallel Process Two: Change Management
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Change management is preparing all employees to embrace and succeed in the new organization.
Many change initiatives fail because they don’t give enough attention to people, who ultimately do
the work of an organization and make it succeed. As a core component to the engagement, we assess
organizational readiness and provide the organization with tools to overcome resistance to change. An
important goal is that employees see themselves as contributing partners in achieving organizational
success.
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7. TRAINING & DEVELOPMENT CENTER OF EXCELLENCE
The “Right” Organization
"Seven Factors of Right Alignment”
Have the Right Focus (Vision, Goals, Priorities)
Focus
Maintain the Right Form (Structures)
Financials Form Ensure the Right Fit (People, Positioning)
Live the Right Faith (Ethics, Values, Beliefs)
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Functions 7 Factors of Fit
Right Alignment
Establish the Right Functions (Processes, Supply Chain)
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Allocate the Right Finances (Resources, Logistics)
Fortitude Faith
Our commitment is to be your Trusted Advisor, assisting you in defining and
continually fine tuning your "Seven Factors of Right Alignment."
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8. TRAINING & DEVELOPMENT CENTER OF EXCELLENCE
Change Theory: Kurt Lewin
Time
• Ensures that
Change • Ensure that
employees • Execute the the change
are ready for intended becomes
change change permanent
Unfreeze Refreeze
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New State of Certainty
State of Certainty
State of
Uncertainty/Dysfunction
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9. TRAINING & DEVELOPMENT CENTER OF EXCELLENCE HUMAN RESOURCES DIVISION
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Freeze
Change
Unfreeze
Freeze
Change
Unfreeze
Freeze
Change
Time
Unfreeze
10. TRAINING & DEVELOPMENT CENTER OF EXCELLENCE
Change Management
Overview: Change Management Model of Roles and Responsibilities
Source:
UGA Human Resources Division’s Training & Development Center
The Three Pillars Program of Leadership Excellence, Organizational Transformation and Behavior
Purpose:
This model identifies four groups that influence and are affected by change and outlines key
responsibilities for each group to successfully navigate through the transition period. In particular,
this tool outlines key responsibilities of managers during the change process.
Guidelines:
Review and modify the model as necessary with key stakeholders and discuss expectations for each
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group, as well as strategies to help each group perform these responsibilities throughout the change.
Context:
Successful change depends on multiple layers of individuals within an organization planning for and
implementing the change. The team responsible for change initiatives should ensure that all groups
are considered during major decisions or communications regarding the
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11. TRAINING & DEVELOPMENT CENTER OF EXCELLENCE
Model of Roles and Responsibilities for Change
Senior Leader (the Client) Human Resources
• Actively and visibly support change • Develop change management strategy
• Build the group leading change and plans
• Communicate directly with employees • Provide support to managers and
employees
Change
Management
Front-Line Leaders Employees
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• Coach employees through the • Survive and thrive during the
transition and manage resistance organizational change
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12. Model of Roles and Responsibilities for Change (Detailed)
TRAINING & DEVELOPMENT CENTER OF EXCELLENCE
Senior Leader (the Client) Human Resources
• Communicate the organization’s business • Partner with Client internal communications, public
strategy. relations, and other stakeholders to coordinate the
• Address broad-based employee concerns to messages of executives and managers to ensure
increase. visibility into the rationale behind change. consistency.
• Demonstrate the importance of the change. • Provide resources and guidelines to Client for
managers, including describing the role of
managers to support retention efforts.
• Provide regular updates and logistical information
to Client to keep other leaders and employees
informed.
Front-Line Leaders Employees
• Communicate key information to employees. • Understand how the change will affect their day-to-
• Address employee concerns on a personal level day job, co-workers, and the organization.
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and through one-on-one conversations.
• Identify and retain key employees.
• Engage employees.
• Share employee concerns about the change to
senior managers or HR.
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13. TRAINING & DEVELOPMENT CENTER OF EXCELLENCE
Core Competencies of Leadership & Professional Development
The core competencies that formulate leadership and professional
development are accountability, common language, through shared
purpose, innovation, ownership, and networking.
Accountability Common Through Innovation Ownership Networking
Language Shared
Purpose
To make a To make To act in To display
personal choice To clearly define To build team decisions with accordance with actions that
to rise above my values, commitment to my head, heart the principles I inspire others
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one’s mission, and a shared and hands to fix say I value.
circumstances vision within my purpose and the problem and
and demonstrate organization. direction never again affix
the ownership the blame.
necessary for
achieving
desired results.
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Editor's Notes
Idea to insert 5 supporting pages following this page; one for each box of the star