Enterprises worldwide are facing unprecedented challenges, leading to an increased enthusiasm for innovation and growth. One such challenge is the growing influence and role Millennials are playing in the organisation.
Being a millennial is much more than a birthdate: It’s a mindset for the 21st Century. Leaders and enterprises need to accept, understand and embrace the characteristics and values of the Millennial Generation if they are to remaining competitive in the today’s ‘perpetual whitewater’ business environment.
WhiteWater Vision presents an entertaining and insightful presentation and workshop on Millennial leadership styles, and how they differ to Boomer leadership styles. This program is led by Professor David Buisson (Boomer) and Rowan Grant (Millennial).
Presentation by Devon Scheef and Diane Thielfoldt, Co-Founders, The Learning Café, during the Office Depot Foundation's Weekend in Boca Civil Society Leadership Symposium on September 25, 2015.
If you are like many employers, educational and not-for-profit leaders, you are coming to the conclusion that assigning leadership roles to Millennials might be a good idea. In fact, 15% of Millennials in the workplace are in formal leadership roles.
No longer the new kids on the block, Millennials are business leaders, managers, public office holders, parents, entrepreneurs, and board members. As a generation, Millennial leaders are serious, valued contributors filling our talent pipelines.
Think again if you believe Millennials are the managers of the past. They think, work and live differently. Many of them are responsible for teams, departments and organizations that resemble a four-generation family reunion, requiring great flexibility of leadership style. In this presentation, Diane Thielfoldt and Devon Scheef of The Learning Café will share the issues and opportunities associated with Millennials – and Millennial managers – at work.
This fast-paced, engaging presentation features:
• A holistic view of Millennials as current and future leaders
• What every Millennial leader needs to know about other workplace generations
• Three significant generation gaps at work and what to do about them
• How to prepare your organization to welcome, engage and retain Millennial talent and Millennial managers
The global workforce is undergoing a huge shift. The net generation, Gen Y, is growing up quickly and account for almost half the workforce already. According to an HBR article, in four years Millennials – the people born between 1977 and 1997 – will account for nearly half the employees in the world. In some companies, they already do!
Organizations that engage Millennials will get ahead. The net generation wants to learn and grow and they're not afraid to ask for it. Now that we know that something has to change, ask yourself: what are you going to do for them?
4 ways to keep Millennials engaged:
1. Get rid of the performance review.
2. Be a coach.
3. Give recognition.
4. Share ongoing feedback.
Enterprises worldwide are facing unprecedented challenges, leading to an increased enthusiasm for innovation and growth. One such challenge is the growing influence and role Millennials are playing in the organisation.
Being a millennial is much more than a birthdate: It’s a mindset for the 21st Century. Leaders and enterprises need to accept, understand and embrace the characteristics and values of the Millennial Generation if they are to remaining competitive in the today’s ‘perpetual whitewater’ business environment.
WhiteWater Vision presents an entertaining and insightful presentation and workshop on Millennial leadership styles, and how they differ to Boomer leadership styles. This program is led by Professor David Buisson (Boomer) and Rowan Grant (Millennial).
Presentation by Devon Scheef and Diane Thielfoldt, Co-Founders, The Learning Café, during the Office Depot Foundation's Weekend in Boca Civil Society Leadership Symposium on September 25, 2015.
If you are like many employers, educational and not-for-profit leaders, you are coming to the conclusion that assigning leadership roles to Millennials might be a good idea. In fact, 15% of Millennials in the workplace are in formal leadership roles.
No longer the new kids on the block, Millennials are business leaders, managers, public office holders, parents, entrepreneurs, and board members. As a generation, Millennial leaders are serious, valued contributors filling our talent pipelines.
Think again if you believe Millennials are the managers of the past. They think, work and live differently. Many of them are responsible for teams, departments and organizations that resemble a four-generation family reunion, requiring great flexibility of leadership style. In this presentation, Diane Thielfoldt and Devon Scheef of The Learning Café will share the issues and opportunities associated with Millennials – and Millennial managers – at work.
This fast-paced, engaging presentation features:
• A holistic view of Millennials as current and future leaders
• What every Millennial leader needs to know about other workplace generations
• Three significant generation gaps at work and what to do about them
• How to prepare your organization to welcome, engage and retain Millennial talent and Millennial managers
The global workforce is undergoing a huge shift. The net generation, Gen Y, is growing up quickly and account for almost half the workforce already. According to an HBR article, in four years Millennials – the people born between 1977 and 1997 – will account for nearly half the employees in the world. In some companies, they already do!
Organizations that engage Millennials will get ahead. The net generation wants to learn and grow and they're not afraid to ask for it. Now that we know that something has to change, ask yourself: what are you going to do for them?
4 ways to keep Millennials engaged:
1. Get rid of the performance review.
2. Be a coach.
3. Give recognition.
4. Share ongoing feedback.
Leading Millenniums to Leadership GreatnessRoshan Thiran
This file contains the presentation slides on a session I conducted with PIKOM on "Leading Millennials" - it highlights what we need to do as leaders to grow our Millennials in our workforce to become great leaders. you can also go to www.leaderonomics.com for more articles and insights on leadership development
The People Side of Innovation
These days, there is much talk about open innovation, business model innovation and innovation culture. These are important topics, but the most significant element to anything related to innovation will always be people.
It is people that make things happen and this is you, your colleagues, your customers and other external partners that you engage with to bring innovation to market.
It is not that long ago that a good innovator was considered to be a good engineer or R&D person. However, things have changed big time over the last 5-7 years as the open innovation and business model innovation movements continue to rise while companies have failed to upgrade their innovation capabilities during the financial crisis.
In this talk, Stefan Lindegaard will explain the consequences of these changes as he looks into the skills and mindset that are required to be a good innovator in this era of “modern innovation,” which is driven more by openness and business models than internal R&D and patents.
The topics include:
• 7 critical personal competencies for innovation success
• an overview of the types of people and functions you need for a strong innovation team
• insights on the key elements for corporate innovation training programs
• a view on why some people kill innovation – and how to deal with them
Why employee resign and what to do about it. In this presentation, we talk about how leadership is the main issue of why people disengaged in their organization. Presented by Johan Irwan during Leadership Insight session.
Tweaked version of Managing for Change , originally presented at Ikaroa Professional Development Weekend 2010. This presentation was given to Horowhenua staff in April 2011 to kick off the development of personal development plans in preparation for a 'service rethink' for Te Takere, the new culture and community centre being built in Levin.
UHY Advisors - Sparking Creativity and Fostering InnovationChris Osborn
This is a presentation - a new version - of Sparking Innovation and Fostering Innovation delivered May 26, 2010 to a group of UHY Advisors young professionals and clients.
PLANNING-NESS is an industry gathering of planners, strategists, thinkers and makers. The theme is to challenge the common way of thinking to create new and valuable things. Carbonview Research is a three year sponsor of the conference and this year we facilitated a pre-event survey
Irrespective of the tremendous technological & commercial progress, there is an acute shortage of Real Leaders in this 21st Century. An overview........
5 Generations in 1 Workforce -- what you need to know to succeed and stay ahead. It's an incredibly dynamic time where we all benefit from collaborating, mentoring, & learning! Research based off of Millennial Workplace Expert: Lindsey Pollak.
Using the DPG Community as a case study this presentation was based around the use of technology in learning. rather than focus on the tools and technologies the focus should in fact be around behaviours and skills needed by L&D to operate in the 21st century to continue to be relevant and offer value to the organisation.
Let a thousand flowers bloom: developing a culture that helps your business t...Kineo
Kineo's Managing Director, Matt Johnson, discusses what business culture really means and how it can contribute to growth. He explores the role of HR and learning and development professionals when it comes to creating a business culture and helping it to thrive.
Leading Millenniums to Leadership GreatnessRoshan Thiran
This file contains the presentation slides on a session I conducted with PIKOM on "Leading Millennials" - it highlights what we need to do as leaders to grow our Millennials in our workforce to become great leaders. you can also go to www.leaderonomics.com for more articles and insights on leadership development
The People Side of Innovation
These days, there is much talk about open innovation, business model innovation and innovation culture. These are important topics, but the most significant element to anything related to innovation will always be people.
It is people that make things happen and this is you, your colleagues, your customers and other external partners that you engage with to bring innovation to market.
It is not that long ago that a good innovator was considered to be a good engineer or R&D person. However, things have changed big time over the last 5-7 years as the open innovation and business model innovation movements continue to rise while companies have failed to upgrade their innovation capabilities during the financial crisis.
In this talk, Stefan Lindegaard will explain the consequences of these changes as he looks into the skills and mindset that are required to be a good innovator in this era of “modern innovation,” which is driven more by openness and business models than internal R&D and patents.
The topics include:
• 7 critical personal competencies for innovation success
• an overview of the types of people and functions you need for a strong innovation team
• insights on the key elements for corporate innovation training programs
• a view on why some people kill innovation – and how to deal with them
Why employee resign and what to do about it. In this presentation, we talk about how leadership is the main issue of why people disengaged in their organization. Presented by Johan Irwan during Leadership Insight session.
Tweaked version of Managing for Change , originally presented at Ikaroa Professional Development Weekend 2010. This presentation was given to Horowhenua staff in April 2011 to kick off the development of personal development plans in preparation for a 'service rethink' for Te Takere, the new culture and community centre being built in Levin.
UHY Advisors - Sparking Creativity and Fostering InnovationChris Osborn
This is a presentation - a new version - of Sparking Innovation and Fostering Innovation delivered May 26, 2010 to a group of UHY Advisors young professionals and clients.
PLANNING-NESS is an industry gathering of planners, strategists, thinkers and makers. The theme is to challenge the common way of thinking to create new and valuable things. Carbonview Research is a three year sponsor of the conference and this year we facilitated a pre-event survey
Irrespective of the tremendous technological & commercial progress, there is an acute shortage of Real Leaders in this 21st Century. An overview........
5 Generations in 1 Workforce -- what you need to know to succeed and stay ahead. It's an incredibly dynamic time where we all benefit from collaborating, mentoring, & learning! Research based off of Millennial Workplace Expert: Lindsey Pollak.
Using the DPG Community as a case study this presentation was based around the use of technology in learning. rather than focus on the tools and technologies the focus should in fact be around behaviours and skills needed by L&D to operate in the 21st century to continue to be relevant and offer value to the organisation.
Let a thousand flowers bloom: developing a culture that helps your business t...Kineo
Kineo's Managing Director, Matt Johnson, discusses what business culture really means and how it can contribute to growth. He explores the role of HR and learning and development professionals when it comes to creating a business culture and helping it to thrive.
This paper outlines the increasing challenges of Business Model Innovation in the Digital and New Media Economy. It describes drivers of change, impacts on the innovation and business landscape, consequences for business modeling and the innovation process, as well as the implications for organizational adaptation. It presents in-depth observations from empirical
research on 12 business cases in the Digital and Media Economy in Germany.
Prof. Henry Chesbrough's speech at the Open Innovation Seminar 2008, the first event about the subject in Brazil, promoted by Allagi. The event took place at the World Trade Center São Paulo in June 16, 2008.
Explores how De Beers came into existence and became a giant which wiped out competion in it;s own industry. Now, things have turned around for them and they have become one of the many existing player. However, still by far the dominant with over 40% of the rough diamond market share in 2008.
De Beers Consolidated Mines has successfully managed the global diamond industry for many decades, propping up prices at all stages of the value chain, reducing price volatility and increasing consumer demand. By the end of the 20th century, however, a series of forces threatened De Beer's role and profitability. New diamond mining firms were selling their production on the open market rather than through De Beers' Central Selling Organization. Can De Beers strategy beat their competitors and what was the competition situation? Find out, more in this presentation.
Day 1- Tuesday 17 March 2015: Preparing for our Macro Challenge
Meeting Tomorrow’s Business Challenges. Global Leadership Forecast 2014 / 2015. Presented by Dr Martin Factor, Executive Consultant at Development Dimension International/Deloitte Consulting SA
#astdza2015
In Depth Workshop: Academy Development - Day 1 of 2 Day WorkshopNAFCareerAcads
Participants will have the opportunity to explore current best practices for establishing classroom culture and craft a plan for the coming years that will help academy students produce successful projects.
Creating a Transformative Culture of Learning: The Benefits of Developing Emp...Human Capital Media
Organizations that flourish and succeed create a transformative culture of learning. Their leaders know that learning is as natural as breathing. And they intentionally develop employee potential.
Join Britt Andreatta, director of learning and development at lynda.com, to explore how a transformative culture of learning can boost employee engagement and encourage a “growth mindset” that yields higher levels of performance, motivation, creativity, and innovation.
This webinar will discuss:
Learning as a path to mastery
Blending in-person and on-demand instruction
Coaching employees to peak performances
Evaluating performance based on learning
Explore how a transformative culture of learning can boost employee engagement and encourage a “growth mindset” that yields higher levels of performance, motivation, creativity, and innovation.
More on how to create a culture of learning: http://www.lynda.com/Business-training-tutorials/29-0.html
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
For more information, visit-www.vavaclasses.com
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Ethnobotany and Ethnopharmacology:
Ethnobotany in herbal drug evaluation,
Impact of Ethnobotany in traditional medicine,
New development in herbals,
Bio-prospecting tools for drug discovery,
Role of Ethnopharmacology in drug evaluation,
Reverse Pharmacology.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
14. Web 2.0 in a box… Building curiosity by building meaning… LeaderCamp = June 24 th 2010
15.
16. Faculty Social Network on Ning with Podcasts of student interviews on hot topics “ Principal Thoughts” blog targeting teacher development. What “the boss” thinks is right out there for discussion… Transparency!!
How do we communicate something so abstract? After all, the American public can’t stand to debate about healthcare for 9 months and will switch political parties every 2 years if necessary to make a buck. Howard Gardner in Leading Minds speaks about leading the general public masses – he says one must be able to communicate with and persuade an audience with the education level of 5 year olds… Abstract to 5 year olds… Oh my. That’s a tough calling - but reality is the public bites on simple messages as demonstrated by so many of our politicians. We can’t balance the national budget because the public can’t swallow the complexity of truth and the sacrifices necessary to do it. So… 21 st century leadership requires real leaders able to sell truth through simple communications about complicated issues. We must continuously put the current realities and changes into the biggest picture possible. 21 st century leaders must be able to explain solid, research based, sound rationale for every single decision made. The gut isn’t good enough anymore. Experience doesn’t matters little today – except when trying to sell votes. Sound judgment based upon real information and absolute integrity, honesty, and transparency are key – along with selling the message. The 21 st century will tear apart leaders that can’t walk their talk as accountability is much more ruthless in this environment. So… how have I been exercising 21 st century leadership skills and how has it worked? Let’s get practical. First – I am no expert. I’m in year 10 in admin and year 4 as principal. I’ve been lucky to be in the right place at the right time and have had some successes that I feel good about. Of course, setbacks come with the deal – and I’ve had those. This next part is not an attempt to put jewels in my crown. My goal here is to get practical about 21 st century leadership and to share pieces of my story that might help you in your own schools.
Toffler writes in The Third Wave: - Covert curriculum or Hidden Code of industrialization – or wave II = Standardization – think tests, pay scales, grading, benefits, IQ tests born, mass media Specialization – think Henry Ford creating 7,882 different jobs for the assembly line Synchronization – think move to beat of machine, punctuality, clocks, time = $ Concentration – think cities are formed, nursing homes, schools, prisons, asylums, birth of corporations Maximization – think infatuation with size & growth at the cost of ecological, environmental, and social disaster Centralization – think chain of command, law and order, Art. Of Confederation replaced by Constitution, centralized planning for corporations We are now possibly past wave III… Open source programming – think i-phone apps Level playing field to whole world – anyone with a connection can earn an audience Niche and persuasion is power – think moving the masses Transparency – think Iran protests on Twitter Building an alliance – or an audience – as the key 21 st century skill… How do we teach students to do that? Communication skills is absolutely fundamental.
Speak to importance of having a common language through which to talk about adult behaviors that do or don’t demonstrate good discipline: Disciplined People – Disciplined Thought – Disciplined Action If you don’t have a framework, then it’s just your opinion or your ego. By building this common understanding of what greatness is, then I, the leader, become the mirror instead of the king barking orders. I become the teacher. Plant seeds, distribute to leadership team and department chairs, teach PGOs, leadership team work sessions focused on leadership development… Can’t expect staff to be leaders if haven’t developed a framework and common language for talking about leadership (just like can’t expect kids to work in groups unless there are protocols and structure in place first). Year 1 – transition, Year 2 & 3 – build leadership capacity, Year 4 – launch PLCs, online blog and Ning site,
BLT work sessions Coffee chats All meetings now PD Buying books, subscriptions, and distributing articles Requiring article reads for meeting discussions Publicly calling for rigorous debate Huge focus on leadership training
This is more than student perception surveys. This is teachers lounge talk. Do teachers pick up the trash in the hallway or walk past it? Do staff pitch in and do things that are not their job – because it is right? You will never get students to do what is right if the staff isn’t modeling this first.
Real debate about grading, what special education services are supposed to be, why we have some rules and procedures, and answers determined by what is right rather than who is the squeaky wheel. Online Social Network My blog Dashboard tool Coming soon – podcasted student interviews posted on social network to capture the narrative – and to instigate rigorous dialogue.
Teaching & leading adults is really the same as being a good teacher. This isn’t rocket science – KISS Authenticity is key