The document provides 9 things to do to build a dream team: 1) Know your purpose, 2) Get your people involved, 3) Make everyone accountable for culture, 4) Recognize progress, 5) Build trust through transparency, 6) Create opportunities to connect, 7) Hire for attitude and train for skill, 8) Reward value with value, and 9) Build advocacy. The key is connecting each individual to something meaningful and showing their contribution counts through autonomy, advocacy, transparency, and empowering each team member as a custodian of culture. This transforms the team into a place people want to be a part of to do their best work.
11 Stats You Didn’t Know About Employee RecognitionOfficevibe
Recognizing employees is one of the most overlooked facets of managements that even great leaders sometimes forget about. Without a good employee recognition strategy, people will feel unappreciated and build up stress.
In fact, the number 1 reason why most Americans leave their jobs is that they don’t feel appreciated . The last thing you want is to have high employee turnover because of poor employee recognition.
Officevibe put together some incredible statistics about employee recognition.
Read more on Officevibe blog:
https://www.officevibe.com/blog/employee-recognition-infographic
Learn more about Officevibe, the simplest tool for a greater workplace:
https://www.officevibe.com/
Follow us on Facebook:
https://www.facebook.com/officevibe
Exemplary leaders can make a profoundly positive difference in workplace performance. An analysis of nearly two million participants of the Leadership Practices Inventory (LPI) shows that a leader's actions contribute more to commitment, loyalty, motivation, and productivity than any other single variable. Learn more about the many ways strong leadership can positively impact any organization.
9 Unique Traits of High-Performing TeamsWeekdone.com
What are the unique traits that separate high-performers from low-performers? Find out and build your own High-Performance Team that is highly focused on goals and achieve superior business results.
10 Challenges That Every First-Time Manager Will FaceElodie A.
Being a manager is tough. Here are 10 challenges that every manager faces, with tips on how to improve them.
Read more on Officevibe Blog about Leadership and Employee Engagement:
https://www.officevibe.com/blog
https://www.wrike.com/blog/how-to-build-the-perfect-team-nancy-butler/ - Having the right people in place is essential to accomplishing your goals and building your business. Follow these tips from Nancy Butler, business coach and award-winning author of Above All Else, to assemble the perfect high-performing team.
11 Stats You Didn’t Know About Employee RecognitionOfficevibe
Recognizing employees is one of the most overlooked facets of managements that even great leaders sometimes forget about. Without a good employee recognition strategy, people will feel unappreciated and build up stress.
In fact, the number 1 reason why most Americans leave their jobs is that they don’t feel appreciated . The last thing you want is to have high employee turnover because of poor employee recognition.
Officevibe put together some incredible statistics about employee recognition.
Read more on Officevibe blog:
https://www.officevibe.com/blog/employee-recognition-infographic
Learn more about Officevibe, the simplest tool for a greater workplace:
https://www.officevibe.com/
Follow us on Facebook:
https://www.facebook.com/officevibe
Exemplary leaders can make a profoundly positive difference in workplace performance. An analysis of nearly two million participants of the Leadership Practices Inventory (LPI) shows that a leader's actions contribute more to commitment, loyalty, motivation, and productivity than any other single variable. Learn more about the many ways strong leadership can positively impact any organization.
9 Unique Traits of High-Performing TeamsWeekdone.com
What are the unique traits that separate high-performers from low-performers? Find out and build your own High-Performance Team that is highly focused on goals and achieve superior business results.
10 Challenges That Every First-Time Manager Will FaceElodie A.
Being a manager is tough. Here are 10 challenges that every manager faces, with tips on how to improve them.
Read more on Officevibe Blog about Leadership and Employee Engagement:
https://www.officevibe.com/blog
https://www.wrike.com/blog/how-to-build-the-perfect-team-nancy-butler/ - Having the right people in place is essential to accomplishing your goals and building your business. Follow these tips from Nancy Butler, business coach and award-winning author of Above All Else, to assemble the perfect high-performing team.
7 Ways Soft-Skills Power Organizational PerformanceBambooHR
Succeeding in today's increasingly competitive global landscape calls for our organizations to leverage everything they can, and increasingly, that leverage is coming down to your employees' soft skills.
But while it's easy (well, easier) to measure and hire for hard-skills competency, it's very difficult to recognize and hire for soft skills. And once hired, it becomes even more of a task to build these soft skills in our employees.
In this slideshare we'll take a hard look at the soft skills that really enable organizations to succeed. From recruiting to learning and development and performance management to the exit interview, we'll show how soft-skills focus can dramatically impact your company's bottom line.
In this slideshare, you will learn:
• Soft skills: What are they anyway?
• Soft skills and recruiting: The secret to successful hires
• What the bottomline results are for soft skills
• How to teach, measure, and mentor soft skills
Third-party global research commissioned by
the O.C. Tanner Institute, featuring quantitative
and qualitative studies, proves frequent and
effective employee recognition is highly
correlated to increased engagement,
productivity, innovation, trust, and tenure.
What is great company culture? Free food? Extra vacation? Flexible hours? More than $720 million is spent on engagement every year, yet only 30% of the workforce is actively engaged. That’s because it takes more than “stuff” to truly engage team members.
Check out our ‘Creating a Magnetic Culture’ webinar presentation with HR strategist, writer and speaker, Laurie Ruettimann, to:
– Uncover how to give your team members real meaning in their jobs … no matter where they are in the employee life cycle
– Define what it means to have a “magnetic” culture and how to build it by design, not by default
– Get actionable tips on how to create an engaging culture from companies like Texas Roadhouse and Jeni’s Splendid Ice Creams
– Discover which “perks” can actually drive record sales and continued growth
– Learn how a meaningful culture gives you a competitive edge to attract and retain top talent
Essential Guide to Employee Onboarding SuccessAndrewCrebar
The Essential Guide to Employee Onboarding Success is for HR, People leaders and anyone looking to take their employee success to the next level.
It is a quick but detailed read on how you can use Employee Onboarding to Amplify your Employee Experience.
You'll learn:
1. What is 'EX' Management?
2. Why invest in 'EX'?
3. Why Onboarding is foundation of 'EX'?
4. What to consider in buying vs building a solution?
5. How to evaluate onboarding solutions?
Humans can often be complicated, thorny and messy - but those qualities make the magic happen.
By creating the right process and frameworks for getting your people confident, happy and productive - you can help build and support long-term employee success.
Do You Struggle With Employee Recognition?Elodie A.
Recognizing employees is one of the most overlooked facets of managements that even great leaders sometimes forget about. Without a good employee recognition strategy, people will feel unappreciated and build up stress.
In fact, the number 1 reason why most Americans leave their jobs is that they don’t feel appreciated . The last thing you want is to have high employee turnover because of poor employee recognition.
Read Our Guide to Learn More:
https://www.officevibe.com/employee-engagement-solution/employee-recognition?utm_source=slideshare&utm_medium=social&utm_campaign=employee-recognition&utm_content=recognition-hubpage
10 Best Practices of a Best Company to Work ForO.C. Tanner
What does it take to be named a Best Company to Work for by FORTUNE magazine? For starters, a winning culture, collaboration, and creating an environment for learning and growth. Take a look at these slides for more ideas!
As the war for top talent is at an all-time high, our need for capable teammates to lighten our load has hit the "yesterday is too late" warning level, and our own desire to get much more out of our career trajectories is somewhere between red and white-hot, a simple question is rarely answered correctly: what are we to do to find the right people and to stand out ourselves?
While the traditional resume has been enhanced by better design techniques (infographics! Presi! personal websites!) and smartly maintained social presences, these mediums can (still) be too easily manipulated in the applicant's favor—just like that supposedly objective reference call that gets made in the final stages of most hiring decisions.
The answer to finding the right talent and / or positioning ourselves better therefore can't be digital, analog, or even external. Rather, it comes down to one simple thing truth: professional excellence. Either you have it, or you need to work hard to achieve it.
This presentation contains practical, next-level tips to help you become the best version of your professional self (for job seekers) and help you better vett talent (for job hirers). Come away armed with the tactics you need to grow and nurture your skills, deliver world class work product, earn trust and respect, successfully collaborate, and generally take your game up a notch so you advance your career.
16 Simple Ways to Help First-Time Managers SucceedJhana
Great managers aren't born; they're taught. Ineffective managers lead to all kinds of expensive problems, including high turnover, low morale, poor company performance.
The good news is that the solution to this problem is simple. Designed for HR leaders in tech, this free reference guide contains 16 simple ways to help first-time managers learn how to be effective managers. You'll learn:
- Why good managers are critical to your company's success.
- 16 actionable ideas you can use to help your first-time managers today.
- Real-world examples and tips to implement manager development.
Some think working remotely is a terrible setting that takes control away and let's employees stay at home and be useless. Others find that remote work increases overall productivity and lowers the need to micromanage.
And both sides might be correct as remote work, like all other structures, work really well for some and make others crazy.
The only thing that we can say for certain is that telecommuting is increasingly popular and there are problems you need to face to make it work.
Like A Boss: Why Executive Presence Matters and How You Can Master ItJennifer McClure
A recent study reported that 81% of business leaders found the concept of executive presence so contradictory and confusing that they don’t know how to act on it; however, having an effective “executive presence” is a determining factor in the ability to impact business strategy, grow your career and influence others.
Credibility, communication, countenance, courage and cultivation are the behavioral competencies honed by all leaders who speak clearly, ask mindful questions and have maximum influence in an organization.
While some people are natural born communicators, the good news is that an executive presence can be developed. Whether you’re an introvert or an extrovert, you can grow as a leader and advance your career by understanding the five keys to developing an executive presence that will allow you to communicate in a powerful way.
Presentation by Jennifer McClure, President of Unbridled Talent LLC - http://unbridledtalent.com
10 Steps great leaders take when things go wrongGetSmarter
http://resources.getsmarter.co.za/
Most of us avoid taking action because we’re afraid to fail. The truth is, every failure is simply one step closer to success. So, are you counting your failures as stepping-stones to success? These 10 tips will motivate you to approach failure with a fresh perspective.
To make those first impressions with new hires count, LinkedIn has collected their favorite icebreakers to use during new hire orientation. Use these energizers to avoid a yawn-filled crowd.
Want more? Download the full Onboarding in a Box: http://bit.ly/1hjPoZG
Explore key takeaways shared in our Stanford GSB View From The Top guest speaker series this year.
More leadership insights: http://stanford.io/leadership
Leaders have the responsibility and challenge to create an environment of respect, productivity and complete all the work they must do. There are eight qualities that are common among leaders who are able to accomplish these things.
A guide to hiring based on my book, "Hello, Startup". Learn who to hire, where to find them, how to interview them, and how to make an offer they can't refuse.
Recording: https://www.youtube.com/watch?v=jaSmYLymc0U
Book: http://www.hello-startup.net
7 Ways Soft-Skills Power Organizational PerformanceBambooHR
Succeeding in today's increasingly competitive global landscape calls for our organizations to leverage everything they can, and increasingly, that leverage is coming down to your employees' soft skills.
But while it's easy (well, easier) to measure and hire for hard-skills competency, it's very difficult to recognize and hire for soft skills. And once hired, it becomes even more of a task to build these soft skills in our employees.
In this slideshare we'll take a hard look at the soft skills that really enable organizations to succeed. From recruiting to learning and development and performance management to the exit interview, we'll show how soft-skills focus can dramatically impact your company's bottom line.
In this slideshare, you will learn:
• Soft skills: What are they anyway?
• Soft skills and recruiting: The secret to successful hires
• What the bottomline results are for soft skills
• How to teach, measure, and mentor soft skills
Third-party global research commissioned by
the O.C. Tanner Institute, featuring quantitative
and qualitative studies, proves frequent and
effective employee recognition is highly
correlated to increased engagement,
productivity, innovation, trust, and tenure.
What is great company culture? Free food? Extra vacation? Flexible hours? More than $720 million is spent on engagement every year, yet only 30% of the workforce is actively engaged. That’s because it takes more than “stuff” to truly engage team members.
Check out our ‘Creating a Magnetic Culture’ webinar presentation with HR strategist, writer and speaker, Laurie Ruettimann, to:
– Uncover how to give your team members real meaning in their jobs … no matter where they are in the employee life cycle
– Define what it means to have a “magnetic” culture and how to build it by design, not by default
– Get actionable tips on how to create an engaging culture from companies like Texas Roadhouse and Jeni’s Splendid Ice Creams
– Discover which “perks” can actually drive record sales and continued growth
– Learn how a meaningful culture gives you a competitive edge to attract and retain top talent
Essential Guide to Employee Onboarding SuccessAndrewCrebar
The Essential Guide to Employee Onboarding Success is for HR, People leaders and anyone looking to take their employee success to the next level.
It is a quick but detailed read on how you can use Employee Onboarding to Amplify your Employee Experience.
You'll learn:
1. What is 'EX' Management?
2. Why invest in 'EX'?
3. Why Onboarding is foundation of 'EX'?
4. What to consider in buying vs building a solution?
5. How to evaluate onboarding solutions?
Humans can often be complicated, thorny and messy - but those qualities make the magic happen.
By creating the right process and frameworks for getting your people confident, happy and productive - you can help build and support long-term employee success.
Do You Struggle With Employee Recognition?Elodie A.
Recognizing employees is one of the most overlooked facets of managements that even great leaders sometimes forget about. Without a good employee recognition strategy, people will feel unappreciated and build up stress.
In fact, the number 1 reason why most Americans leave their jobs is that they don’t feel appreciated . The last thing you want is to have high employee turnover because of poor employee recognition.
Read Our Guide to Learn More:
https://www.officevibe.com/employee-engagement-solution/employee-recognition?utm_source=slideshare&utm_medium=social&utm_campaign=employee-recognition&utm_content=recognition-hubpage
10 Best Practices of a Best Company to Work ForO.C. Tanner
What does it take to be named a Best Company to Work for by FORTUNE magazine? For starters, a winning culture, collaboration, and creating an environment for learning and growth. Take a look at these slides for more ideas!
As the war for top talent is at an all-time high, our need for capable teammates to lighten our load has hit the "yesterday is too late" warning level, and our own desire to get much more out of our career trajectories is somewhere between red and white-hot, a simple question is rarely answered correctly: what are we to do to find the right people and to stand out ourselves?
While the traditional resume has been enhanced by better design techniques (infographics! Presi! personal websites!) and smartly maintained social presences, these mediums can (still) be too easily manipulated in the applicant's favor—just like that supposedly objective reference call that gets made in the final stages of most hiring decisions.
The answer to finding the right talent and / or positioning ourselves better therefore can't be digital, analog, or even external. Rather, it comes down to one simple thing truth: professional excellence. Either you have it, or you need to work hard to achieve it.
This presentation contains practical, next-level tips to help you become the best version of your professional self (for job seekers) and help you better vett talent (for job hirers). Come away armed with the tactics you need to grow and nurture your skills, deliver world class work product, earn trust and respect, successfully collaborate, and generally take your game up a notch so you advance your career.
16 Simple Ways to Help First-Time Managers SucceedJhana
Great managers aren't born; they're taught. Ineffective managers lead to all kinds of expensive problems, including high turnover, low morale, poor company performance.
The good news is that the solution to this problem is simple. Designed for HR leaders in tech, this free reference guide contains 16 simple ways to help first-time managers learn how to be effective managers. You'll learn:
- Why good managers are critical to your company's success.
- 16 actionable ideas you can use to help your first-time managers today.
- Real-world examples and tips to implement manager development.
Some think working remotely is a terrible setting that takes control away and let's employees stay at home and be useless. Others find that remote work increases overall productivity and lowers the need to micromanage.
And both sides might be correct as remote work, like all other structures, work really well for some and make others crazy.
The only thing that we can say for certain is that telecommuting is increasingly popular and there are problems you need to face to make it work.
Like A Boss: Why Executive Presence Matters and How You Can Master ItJennifer McClure
A recent study reported that 81% of business leaders found the concept of executive presence so contradictory and confusing that they don’t know how to act on it; however, having an effective “executive presence” is a determining factor in the ability to impact business strategy, grow your career and influence others.
Credibility, communication, countenance, courage and cultivation are the behavioral competencies honed by all leaders who speak clearly, ask mindful questions and have maximum influence in an organization.
While some people are natural born communicators, the good news is that an executive presence can be developed. Whether you’re an introvert or an extrovert, you can grow as a leader and advance your career by understanding the five keys to developing an executive presence that will allow you to communicate in a powerful way.
Presentation by Jennifer McClure, President of Unbridled Talent LLC - http://unbridledtalent.com
10 Steps great leaders take when things go wrongGetSmarter
http://resources.getsmarter.co.za/
Most of us avoid taking action because we’re afraid to fail. The truth is, every failure is simply one step closer to success. So, are you counting your failures as stepping-stones to success? These 10 tips will motivate you to approach failure with a fresh perspective.
To make those first impressions with new hires count, LinkedIn has collected their favorite icebreakers to use during new hire orientation. Use these energizers to avoid a yawn-filled crowd.
Want more? Download the full Onboarding in a Box: http://bit.ly/1hjPoZG
Explore key takeaways shared in our Stanford GSB View From The Top guest speaker series this year.
More leadership insights: http://stanford.io/leadership
Leaders have the responsibility and challenge to create an environment of respect, productivity and complete all the work they must do. There are eight qualities that are common among leaders who are able to accomplish these things.
A guide to hiring based on my book, "Hello, Startup". Learn who to hire, where to find them, how to interview them, and how to make an offer they can't refuse.
Recording: https://www.youtube.com/watch?v=jaSmYLymc0U
Book: http://www.hello-startup.net
HR lessons from Fast Growth Startups - HR 360 EgyptWUZZUF
This is the slides of a talk by Ameer Sherif, CEO of WUZZUF - on the "HR Basics learned from fast growth Startups"
It was held on 10th and 11th of January at Fairmont Heliopolis Hotel, Heliopolis, Egypt as part of the HR360 Conference Egypt which has been the pinnacle meeting point for the HR community in Egypt to meet, swap notes, listen to great insights, and MOVE FORWARD!
==============================================
Ameer Sherif is CEO and Co-founder of WUZZUF - Egypt’s #1 Online Recruitment Platform. Having co-founded WUZZUF 5 years ago, Ameer managed to bootstrap for 3 years during the tough revolution years until reaching profitability and then successfully fundraising from top angel investors in Egypt as well as top VCs in Silicon Valley – making WUZZUF the 1st startup from Egypt to join the [500 Startups] accelerator program in San Francisco.
In the past 3 years, WUZZUF has helped over 5,000 companies hire more than 50,000 Egyptians - and has sponsored 60+ job fairs and employment events. WUZZUF's goal is building and utilizing technology to match people with the right jobs at scale.
Ameer is passionate about lean startups, agile development, product management, machine learning, and inbound marketing. Ameer holds a BSc in Electronics Engineering and a MSc in Computer Engineering, both from Cairo University.
As a leader, you spend a lot of your time making sure that your team is working well together. Here are the secrets that every manager should know to make your team successful.
Subscribe to our free 11-day email course on HOW TO BE A BETTER LEADER:
http://officevi.be/29Sx4bK
Read more on employee engagement on Officevibe blog:
https://www.officevibe.com/blog
Meetings are only as great as the commitment they create and the action they generate. Here are nine tips for running better meetings, based on first-hand work with LinkedIn executives. Presented at LinkedIn Oct. 2015. Read my LinkedIn post here for more information: https://www.linkedin.com/pulse/how-linkedin-execs-run-meetings-brian-rumao
The Productivity Secret Of The Best LeadersOfficevibe
Content by Jacob Shriar & Kevin Kruse.
In this Officeviibe presentation, you'll see:
- 3 biggest problems leaders face and what you can do to fix them
- The secret to time management
- Examples from great leaders
- You'll find bonus content
10 Ice Breaker Games - How to get to know your officeElodie A.
Joining a new group can be pretty intimidating. I remember when I joined the team at Officevibe, I was pretty nervous, and wanted to make sure I became friends with the team as quickly as possible.
Learn more on our blog:
https://www.officevibe.com/blog/ice-breaker-games
learn more about Officevibe:
https://www.officevibe.com/
Organizations time & again recognize desired results and attempt to achieve more success by doing more of the same. Two decades of experience and stories will show you what to look for and what to avoid in your next team whether you're building it or being courted.
At the beginning of the day, it's all about possibilities. At the end of the day, it's all about results.
But in today's ultra-competitive marketplace, good results aren't good enough.
To win, you need to produce extraordinary results.
Extraordinary results come from extraordinarily performing teams. And where there is an extraordinary team, you can bet there is an inspiring leader.
That's why leadership - specifically, your leadership - matters.
- Quoted from the book: Leadership Matters, by Lee J. Colan (one of my favorite teachers).
HRdergi Istanbul 2015 Good to Great: The 6 traits of High Performing RecruitersJohnny Campbell
6 traits of High Performing Recruiters as delivered at the HRdergi Annual HR Conference in Istanbul, Turkey, 6th October by 2015 by Johnny Campbell, Social Talent
Top 20 Things Successful People Do All the TimeBrian Sullivan
Successful people have a certain mindset. They develop specific habits to tackle problems and everyday life. After 50 years and many hard lessons, I decided to share 20 things successful people in my life have done.
Getting your employees engaged in your business is the best way to improve productivity and the easiest way to get them engage is to look out for some employee engagement tips and ideas.
View the full article at http://inside.6q.io/simple-and-effective-employee-engagement-ideas/
Leader's Guide to Motivate People at WorkWeekdone.com
Motivation leads to higher performance, morale and productivity. Nevertheless, 30% of executives say that motivating their employees is their toughest job. We are here to help you out by giving answers to the following subjects:
- Why motivation matters?
- Cost of disengaged employees
- What really motivates people? Science and data
- Practical 6 step guide to motivate people at work
15Five's Guide To Creating High Performing TeamsDavid Hassell
Managing a team has never been more complex. Knowledge-based workers are challenging status-quo leadership at every turn. How will you keep your A-players, ensure their happiness and call forth their best week after week?
15Five's Guide To Creating High Performing Teams contains helpful management tips on everything from building better relationships with employees to supercharging meetings and performance reviews.
7 Companies Give Their #1 Tip For Reducing Employee TurnoverUrbanBound
Employee turnover is something a lot of companies struggle to combat. However, when managed properly, your employee population can work to support you, instead of fighting against you. We're going to show you how.
Learn more by downloading our eBook, diving into even more tips and explaining strategic ways to achieve success at your company: http://resources.urbanbound.com/companies-give-tips-to-combat-turnover
People empowerment is a passion of mine. I believe that every individual has unique talents, abilities, and ideas that can positively impact their lives and the world around them. By empowering people, we can unlock their full potential and help them achieve their goals and dreams.
How can satisfaction in the workplace be fixed and/or improved? Both employees and employers can take action to increase their job satisfaction. Commitment from both sides leads to understanding and improvement in the workplace. O.C. Tanner provides 5 tips for each to help increase employee satisfaction and retain top talent.
Company Culture is your company’s personality. It is the shared beliefs, values and practices that make up your company and the unique way everybody at the company sees the rest of the world.A properly implemented company culture is necessary to help companies develop a well-defined market position.
Let's face it - the competition for top talent is fierce, and the best employees are looking for more than just a job. They want options, and they want meaning. Check out these 7 areas HR can fine tune to ensure they're attracting and keeping the right talent around.
LEADERSHIP SKILLS
HUMAN RESOURCE DEVELOPMENT
Knowledge
1
Introduction
Training and development involves improving the knowledge and skills of the employees.
Employees appreciate the acquisition of new skills which enable them to engage in more challenging roles in the company.
Providing ongoing training opportunities for the employees within the human resource division shows a company commitment to the growth of the employees.
Ongoing education of the employees can cost very little in costs unlike other activities in the company.
One of the ways to staff a company’s roles is to develop the talents of the employees.
In order to maintain a competitive edge in the marketplace, your company must invest in the training and development of your employees. Human Resources Development (HRD) focuses on both training employees for their current jobs and developing skills for their future roles and responsibilities.
2
Importance of human development within the human resource department
It provide a cheaper way to staff the roles in the company through development of talents.
Encourages the development of a teaching and learning culture in the company.
Encourages the employees to collaborate and interact with their peers in the organization.
The development of human resource enriches the company’s knowledge base.
It is easier for the company to fill a vacant and bring the employee to speed when they hire internally.
Human resource development enable the company to source skills within the organization.
HRD activities include: training for managers, supervisors, and teams; tuition reimbursement programs; customer service training; performance management; harassment prevention training; 360 degree reviews (multi-rater feedback system); and career coaching.
3
Knowledge that I posses that will help me in my future career as a leader
I know my areas of weakness and therefore it ,will easier to work on how to overcome them as a leader.
Knowing you’re the areas that you are weak at does not make you weak but rather enable you to assign those roles to those who have the ability to perform them.
One way to improve your areas of weakness is by working on them and the first step to do so is identifying those areas.
I have a good level of honest that will enable me to communicate effectively with my peers as a leader.
How understand how other people perceive me by simply observing their behaviors.
One of the greatest ways to study is to learn from peers and managers. Unfortunately, that is also the most complicated learning method to establish throughout the company. However, it is not enough to engage a training consultant to provide a couple of one-off courses. We are talking about every day on-the-job learning.
4
Knowledge that I poses that will help me as a leader in my future career
I know that in order to effectively the needs of my team have to be perceptive.
I understand that one way to effe ...
Similar to 9 things you need to do to build your dream team (20)
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
Modern Database Management 12th Global Edition by Hoffer solution manual.docxssuserf63bd7
https://qidiantiku.com/solution-manual-for-modern-database-management-12th-global-edition-by-hoffer.shtml
name:Solution manual for Modern Database Management 12th Global Edition by Hoffer
Edition:12th Global Edition
author:by Hoffer
ISBN:ISBN 10: 0133544613 / ISBN 13: 9780133544619
type:solution manual
format:word/zip
All chapter include
Focusing on what leading database practitioners say are the most important aspects to database development, Modern Database Management presents sound pedagogy, and topics that are critical for the practical success of database professionals. The 12th Edition further facilitates learning with illustrations that clarify important concepts and new media resources that make some of the more challenging material more engaging. Also included are general updates and expanded material in the areas undergoing rapid change due to improved managerial practices, database design tools and methodologies, and database technology.
2. So you want to build
your dream team…
Whether it is on a sporting field, in your office or at a pub trivia
night, we all know a dream team when we see one. They share
certain unmistakable qualities that have the power to make
magic happen and success seem so attainable.
Chances are your team has a few “dream
team” qualities here and there, but you’re
struggling to make the magic happen because
some people “get it”, and some people don’t,
and some people will work cohesively while
others won’t.
Some people give all they’ve got for your
team, but only until a better offer comes
along and then they leave with you a big hole
to fill.
3. Teams aren’t working
- and it’s costing you
• People in your team are disconnected. You’re constantly worried
that they aren’t on track to meet their goals or if they’re meeting
them, you’re worried about what they are (or aren’t) doing along
the way.
• Disengaged team leaders or managers aren’t providing the open,
constructive feedback that their team members need to improve.
• Teams or individuals are siloed. They aren’t working cohesively
and probably think they’d be better off without the others.
• Absenteeism is on the rise, as is presenteeism. People aren’t
turning up for work and those that do, don’t get much done.
• Attrition is also on the rise. You feel stuck in an endless
recruitment cycle because the highly capable employees are
either getting poached or are getting sick of being under-
appreciated.
6. 1. Know your purpose
Purpose is a fundamental human need. We need a reason to get out of bed every day. We
need a source of motivation for us to continue with a challenge even though it seems too
hard. When we do something for a purpose we believe in, we work harder and give more.
Tim Brown, CEO and President of innovation and design firm IDEO, believes that only
businesses with a clear ‘reason for being’, or purpose, will be innovative and truly
sustainable in the future.
7. So what are you doing to inspire purpose in
your people? Have you thought about what
your business does to serve the needs or
solve the problems of others? How do link
everyday, mundane work to the “big
picture”?
8. 2. Get your people involved
Change Management guru John Kotter is renowned for his ‘8-Step Process’ for change. One
of these critical steps is to build and maintain a guiding coalition. What does this mean? It
means you need to find people who will align themselves, and support and advocate your
mission from up, down and across the organisation.
These people serve as the cultural change “engine” of your organisation. Without them,
your initiatives won’t get very far. Without representation from across your business, you
miss important perspectives and information. You also miss the opportunity to build
advocates in areas that your leadership or HR team don’t see or interact with.
9. Do you create opportunities for employees
to share ideas and take part in designing
their employee experience? You don’t have
to change everything immediately or
implement every idea - you just need to
listen, respond, and give your people tools
to make the magic happen.
10. 3. Make everyone accountable for
culture
Autonomy — the ability to decide what and how one responds to the challenge in front of them —
is one of the three drivers of intrinsic motivation, according to Dan Pink’s infamous “motivation
trifecta”.
Ownership automatically instils a sense of responsibility, but it also encourages a sense of pride.
Those who want a workplace worth working for will create one, if they’re given the tools and
freedom to do so.
This is the secret to Redii’s best-practice employee recognition programs and why they help effect
long-term change in a company’s culture. We encourage businesses to let their employees lead,
which (unlike traditional, top-down recognition) takes the responsibility for workplace culture away
from just the leaders, and gives it to everyone. Instead of relying on managers to recognise work
they may or may not see on a daily basis, giving your employees the power to recognise is a
perfect way to empower them and show them you trust in their judgement and work ethic.
11. Let your people determine what
“excellent” looks like for you! Give your
people a forum to discuss the positive
stories of people demonstrating what a
good culture looks like in your business.
Have them share memorable moments of
team mates living the values that set your
organisation apart from others.
12. 4. Recognise progress
Progress is a massive motivator, but it’s hard to stay motivated when lofty business
strategies or mission statements make goals seem far off and unattainable.
Frequent recognition — whether it be a simple “thank you”, or by giving a colleague peer-
to-peer points — means employees receive positive reinforcement during the journey.
Writing in Harvard Business Review about how to drive innovative work inside
organisations, researchers Teresa Amabile and Steven J. Kramer shared their findings after
exhaustive analysis of the diaries of knowledge workers:
13. So, are you recognising progress in your
team regularly?
Old-school recognition programs recognise
high performers once a year (if people are
lucky). Imagine the change in morale — and
culture — when your communication
channels are filled with hundreds or
thousands of moments where people shine
the light on great achievements every day
of the year.
14. 5. Build trust through
transparency
The rising use of social networks means it’s easier than ever to share information, shape
opinion and provide insights between people. Already, our constantly connected world is
disrupting the way employers interact with employees. In its Human Capital Trends Report
2014, Deloitte underlines the shift of power from centralised teams (management-driven,
top-down and controlled messaging) to co-creation (360 degree feedback and crowd-
sourced reviews).
The transparency social media provides also demands accountability and responsibility;
when messages are linked to an account or email addresses, people need to be respectful in
how they comment or interact in a public forum.
15. How much of your team communication
relies on top-down or one-way messaging?
How are you running your meetings? Do
you create opportunities to encourage
input and participation in shaping your
company’s messaging — both internally
across teams, and externally, with
customers? Make a conscious effort to
investigate platforms that promote
immediate, transparent and social
communication.
16. 6. Create opportunities to
connect
As companies go national or global, or start providing services around the clock, it makes
sense for people to be able to work from anywhere, without commuting. Not all companies
can thrive in this set-up. You need to foster a sense of trust and also provide ways to
support both distance workers and the managers who don’t get to see their employees.
How does employee recognition help in this instance? By creating both an expectation and
opportunity to identify individual contributions - regardless of what team they’re in or
where that are. Authentic recognition can help start a conversation and help people connect
their time at work with something meaningful.
17. Building communities starts with individual
relationships. You don’t have to get
complicated, you just have to be
consistent. Start by saying hello and
making eye contact with people. Use the
first few minutes of the day or meeting to
ask how people are. And, share stories of
accomplishment somewhere accessible, so
people off site still get visibility of what’s
going on.
18. 7. Hire for attitude, train for skill
The evidence is undeniable — you can’t build a great company without great people. But
the common experience for many businesses is that the recruitment process is rarely
designed and executed in a way that lets you really evaluate your candidates for cultural fit.
Hiring someone whose values align means they’re more likely to respect company decisions,
uphold your quality and service standards, meet deadlines and fit into your company
culture. Bill Byham, CEO of Development Dimensions International (DDI) and perhaps the
world’s foremost authority on hiring, goes by the simple principle that the best way to
select people who’ll thrive in your company is to identify the personal characteristics of
people who are already thriving and hire people like them. While you obviously want to hire
a team with a wide skillset, there’s merit in the argument that those with similar values will
work better together.
19. Do you assess cultural fit in the recruitment
process? Ask candidates what type of
culture they thrive in, or what values they
are drawn to and what that looks like (they
should give situational examples).
20. 8. Reward value with value
When an employee is rewarded for the positive impact they make to a business, this
reinforces the message that their work matters. Recognition and reward based on impact
(or, what psychologists like Judy Camerson call “competency-contingent rewards”) have
more a positive effect on an individual’s feelings of competence and self-efficacy, compared
to awards given for non-competency contingent rewards like length of service or birthdays.
Not only do they receive the recognition for their impact — thereby increasing their feeling
of competence and mastery, they also receive benefit of a experiential or material reward
that is valuable to them.
21. When was the last time you assessed your
employer value proposition? Is it time to
rethink the way you show your people that
they are your most important asset?
22. 9. Build advocacy
When most people talk about work outside the office, they moan about their boss, politics
or how stressed the environment is. Imagine what that does to your brand, and the effect
that would have on anyone thinking about applying for a job in your business? Imagine
having the power to change the way your employees (and customers) experience your
brand and how they talk about it.
The good news is, you do! When you commit to the employee experience consistently,
people naturally talk about the positive moments, and you build natural advocates for your
brand.
23. Turn convention upside-down and put
YOUR PEOPLE first. Your employees are
your first customers and (though you may
not intend it), an extension of your
marketing team. Invest in happy
experiences — both inside and outside the
work environment — and model the
behaviour your want employees
demonstrating to your customers.
24.
25. Value your most valuable asset
The secret to building the dream team, then,
is not adding employee benefits, increasing
bonuses or incentivising work with any old
recognition and reward scheme. It is
connecting each individual to something
meaningful, and showing them their
contribution counts by providing
opportunities for autonomy and advocacy
both internally and externally.
Your goal is to build transparency and
empower each team member as the
custodian of culture within the business.
Giving everyone the ability to recognise and
amplify success engages your people in
authentic conversations about your values
and how they contribute to the organisation.
This transforms your team and your
business into a place that people want to be
a part of and do their best work; every day.
26. Want more?
Download the e-book for more research, customer stories and
practical tips on uniting, engaging and empowering your team:
27. A bit about us…
Redii is not your average SaaS company. We don’t just develop
software; we want to change the way people do business. We believe
companies who put their people first, connect them to a meaningful
purpose, and recognise their contribution, actively build an
environment where people do their best work. And when we do our
best work, we make the biggest impact.
Our product and founding team were born after years of working with
RedBalloon during its early growth years. Named #8 on JobAdvisor’s
Coolest Companies List 2014 and a 5-time BRW listed Best Place to
Work, RedBalloon showed us the challenge and importance of
keeping a growing team connected, and the role culture and
recognition plays in keeping employees and customers happy.
Our experience working with businesses who are committed to the
development and wellbeing of their people has shown us first-hand
the impact that recognition and reaffirmation (through reward) has on
performance. This gave us the energy and vision to design software
that helps other businesses succeed in creating awesome places to
work.
www.redii.com | 1300 856 356 | hello@redii.com