Adaptability testing is the process of validating if the system is adaptable to each of the target environments. Using common communication standards between multiple systems can help in improving the adaptability of the system as a whole.
Adaptability is the most important factor in today's job market. It refers to the flexibility to adjust to new conditions and handle change. Being adaptable means being open to new ideas, working independently or in teams, and taking on tasks outside one's normal responsibilities. Adaptability is important because it allows one to adjust to different situations, solve problems effectively, negotiate well under pressure, and take on additional roles. However, habits, skills deficiencies, fear, and mental scripts can act as barriers to adaptability. To be adaptable in the job market, one needs to be open to change, believe change can be beneficial, and continuously learn new skills.
Adaptability is the ability to change to fit new circumstances. It allows people to connect well across multiple generations in the workplace and at home. Adaptability is important because change is a natural part of life, such as transitioning from in-person to virtual meetings due to remote work teams and advancing technology requiring continuous learning and evolution. People can improve their adaptability by keeping an open mind, being willing to learn, improvising when needed, stepping outside their comfort zone, and managing priorities and influences from family and friends.
This presentation discusses the importance of adaptability. It defines adaptability as the ability to adjust one's emotions, thoughts, and behaviors to changing situations. Adaptability is important because work environments are changing with advances in technology, different generations in the workplace, and increased remote work. The presentation provides tips on how to improve adaptability, such as being willing to learn, traveling more, and developing a growth mindset. It concludes that adaptability is crucial for surviving in a changing workplace.
This presentation was made by me for providing training to the employees of Unique Contracting Co. LLC on "Adaptability & Flexibility". Unique is a construction company based in Muscat, Oman. It is owned and managed by the Limbani Family of Gujarat (Republic of India).
Debby Hopkins, Chief Innovation Officer at Citi and CEO of Citi Ventures, has made a career out of championing innovation. Here's here advice for driving change at work.
Connect: Professional Women’s Network is online community with more than 350,000 members that discusses issues relevant to women and their success. The free LinkedIn group powered by Citi also features videos interviews with influential businesswomen, live Q&As with experts and slideshows with career advice. To learn more and join the conversation in the largest women's group on LinkedIn, visit http://www.linkedin.com//womenconnect.
Adaptability is the most important factor in today's job market. It refers to the flexibility to adjust to new conditions and handle change. Being adaptable means being open to new ideas, working independently or in teams, and taking on tasks outside one's normal responsibilities. Adaptability is important because it allows one to adjust to different situations, solve problems effectively, negotiate well under pressure, and take on additional roles. However, habits, skills deficiencies, fear, and mental scripts can act as barriers to adaptability. To be adaptable in the job market, one needs to be open to change, believe change can be beneficial, and continuously learn new skills.
Adaptability is the ability to change to fit new circumstances. It allows people to connect well across multiple generations in the workplace and at home. Adaptability is important because change is a natural part of life, such as transitioning from in-person to virtual meetings due to remote work teams and advancing technology requiring continuous learning and evolution. People can improve their adaptability by keeping an open mind, being willing to learn, improvising when needed, stepping outside their comfort zone, and managing priorities and influences from family and friends.
This presentation discusses the importance of adaptability. It defines adaptability as the ability to adjust one's emotions, thoughts, and behaviors to changing situations. Adaptability is important because work environments are changing with advances in technology, different generations in the workplace, and increased remote work. The presentation provides tips on how to improve adaptability, such as being willing to learn, traveling more, and developing a growth mindset. It concludes that adaptability is crucial for surviving in a changing workplace.
This presentation was made by me for providing training to the employees of Unique Contracting Co. LLC on "Adaptability & Flexibility". Unique is a construction company based in Muscat, Oman. It is owned and managed by the Limbani Family of Gujarat (Republic of India).
Debby Hopkins, Chief Innovation Officer at Citi and CEO of Citi Ventures, has made a career out of championing innovation. Here's here advice for driving change at work.
Connect: Professional Women’s Network is online community with more than 350,000 members that discusses issues relevant to women and their success. The free LinkedIn group powered by Citi also features videos interviews with influential businesswomen, live Q&As with experts and slideshows with career advice. To learn more and join the conversation in the largest women's group on LinkedIn, visit http://www.linkedin.com//womenconnect.
This document discusses the importance of organizational adaptability for companies in today's changing business environment. It argues that sustainable competitive advantage no longer comes from positioning or resources, but from being an adaptive organization with four key capabilities: 1) reading and acting on signals of change, 2) rapidly experimenting with products, business models, and strategies, 3) managing complex systems of multiple stakeholders, and 4) motivating employees and partners. It provides examples of companies like Google, Tesco, P&G, Toyota, and Whole Foods that demonstrate these adaptive capabilities. The document concludes with tactics for fostering adaptive advantage, such as examining uncertainties and alternatives, increasing decision-making speed, and putting initiatives on every risk.
The document discusses various ways to achieve self-motivation. It begins with a story about gazelles and cheetahs in Africa whose survival depends on their ability to run faster than their predators or prey. It then discusses defining motivation and different types of intrinsic and extrinsic motivators. Maslow's hierarchy of needs is explained as it relates to motivation. The document provides tips for maintaining self-motivation including having a cause, dreaming big, not being afraid of mistakes, and taking action. It emphasizes that lasting motivation comes from within rather than from external forces.
Most people believe personality traits are fixed characteristics that are present at birth and persist throughout an individual’s lifetime. Recent research, however, indicates these “fixed” traits are simply the symptoms of a person’s belief system. These beliefs can be so strong, in fact, that they positively or negatively influence every aspect of an individual’s life: sports, business, relationships, parenting, teaching, and coaching.
According to Carol S. Dweck, one of the world’s leading researchers in the field of motivation, there are two main belief systems, or mindsets, that people can possess. These mindsets strongly influence the way individuals respond to success and failure, and in Mindset, Dweck uses research, examples of well-known business and sports leaders, and specific scenarios to demonstrate how changing one’s mindset can profoundly affect the outcome of almost every situation. Dweck also explains how understanding the basics of mindsets can help in accepting and understanding relationships and the people who comprise them
This document provides guidance for new managers. It begins with congratulating and welcoming new managers. It then outlines various topics to help new managers succeed including what defines a first time manager, why new managers fail, what the company expects, manager roles and responsibilities, effective attitudes, building team spirit, decision making, communication skills, leadership tips, management styles, and positioning the manager as a chief problem solver. The document provides advice over 15 sections to help new managers in their new role.
This document discusses organizational change and change management. It begins with defining change and change management. It then discusses reasons for change being difficult and the benefits of effective change management, including lower risks and increased satisfaction. Key principles of change management are presented, such as different reactions to change and managing expectations. Barriers to change like self-interest and misunderstanding are outlined. Effective ways to manage change include being alert for signs of change and managing learning. A case study on change management at ARAMARK Harrison Lodging is also summarized.
This document is a presentation submitted by 5 students from the Textile Engineering Department at Daffodil International University on November 27, 2014 for their Engineering Ethics and Art of Living course. The presentation defines agility as the ability to quickly change body position and direction under control, and also the ability to learn from experience and apply that learning to new situations. It then asks "What is adaptability?" and answers that adaptability is the ability to adjust to constant change.
The document discusses managing change and transition in organizations. It provides an overview of reasons for change, both external and internal, and covers several classic change management models including Lewin's three-stage model of change and Kotter's 8-step process. The document emphasizes that managing people is crucial for successful change implementation and that creativity and innovation are key drivers of organizational success and change.
Influencing skills are important for business people to have. Influencing others without force or coercion allows managers to motivate employees and salespeople to convince clients. There are several ways to influence people, including building relationships through friendliness, asking questions, and demonstrating interest in others by listening and asking about their interests. Other tactics include addressing people by name, actively participating in discussions, respecting others' opinions, and securing your place within social circles. Influencing can involve persuading to change attitudes, gaining compliance to change behavior, or using propaganda to change beliefs.
Only 10% of an iceberg is visible above the sea level, while 90% remains below the surface, invisible. Similarly for humans, only a small portion of skills, knowledge, attitudes and behaviors are visible to others, while much remains unseen below the surface. Maintaining a positive attitude is essential for success and happiness in life, as it can help overcome limitations and attract positive outcomes.
The document discusses how change is a constant part of life and the world. It notes that while change can be scary, individuals have the power to enact positive change. It encourages the reader to go out and make changes to improve the world, noting that change has never been easier thanks to modern connectivity and that a single person's actions can create meaningful change.
This document discusses the importance of maintaining a positive attitude. It defines attitude as a pattern of thinking that is reflected in one's behavior. Having a positive attitude can result in improved relationships, greater opportunities for success, and increased productivity. The document provides tips for cultivating a positive attitude, such as believing you are in control of your life, living with purpose and emotional clarity, practicing gratitude, and helping others.
Attitude is Every Thing - Exclusive Presentation on Business Management useful for HR Trainee, Management Student, MBA Student, Management Trainee, Corporates, Staff Training
This document outlines an 8-step decision-making model called the "Decision-making Loop" to help with making effective decisions. The steps include identifying the problem, gathering information, exploring options, evaluating options, choosing an option, implementing the decision, monitoring the impact, and modifying the decision if needed. Taking a systematic approach to decision-making by considering alternatives, criteria, and outcomes can improve the situation and lead to success, even if the outcome is uncertain. Regular evaluation and monitoring of decisions is important.
This document discusses positive self-motivation by changing one's mindset to be more positive, setting goals, and increasing confidence in achieving those goals. It notes how positivity lifts one up and focuses on opportunities and solutions, leading to action, while negativity pulls one down and focuses on limitations and problems, leading to inaction. It outlines assessing one's current lack of motivation, identifying areas for improvement, implementing action plans using the SMART approach, and following up to review progress and make corrections.
This document discusses the benefits of maintaining a positive attitude. It argues that a positive attitude can help one cope better with life's daily challenges, bring more optimism, and avoid negative thinking. Adopting a positive attitude can lead to constructive changes that make one happier and more successful in achieving goals. The document provides examples of how to demonstrate and develop a positive attitude through positive thinking, motivation, confidence, and associating with positive people. Maintaining a positive outlook can positively influence one's life and environment.
Decision making soft skills training programSudip Nag
The document outlines an agenda for a training program on decision making soft skills. The trainer's name and contact information are provided. The program will cover topics such as the role of critical thinking, information gathering, and short-term versus long-term thinking in the decision making process. It will also discuss factors that can influence decisions such as emotions, past experiences, risk, and ego. Participants will take a quiz and discuss decision making under normal, uncertain, and stressful situations. The trainer will emphasize that complex problems do not require complex solutions and decisions under uncertainty differ from those under risk.
Becoming a successful Student.ppt trainingxRakesh Barik
A successful student requires discipline, understanding concepts rather than memorizing, and doing all assigned work. The document outlines key habits of successful students including managing time well, forming study groups, taking effective notes by selecting and structuring ideas, and using the CORE method of collecting information, organizing it systematically, rehearsing it, and evaluating mastery through tests and assignments. Goals are also important for students, with the SMART framework advising that goals be specific, measurable, achievable, relevant and timely.
It is increasingly important to have a clear idea of the work involved to deliver projects successfully, and knowledge of the best combination of skills and competencies for the project manager to be most effective.
This document discusses the importance of organizational adaptability for companies in today's changing business environment. It argues that sustainable competitive advantage no longer comes from positioning or resources, but from being an adaptive organization with four key capabilities: 1) reading and acting on signals of change, 2) rapidly experimenting with products, business models, and strategies, 3) managing complex systems of multiple stakeholders, and 4) motivating employees and partners. It provides examples of companies like Google, Tesco, P&G, Toyota, and Whole Foods that demonstrate these adaptive capabilities. The document concludes with tactics for fostering adaptive advantage, such as examining uncertainties and alternatives, increasing decision-making speed, and putting initiatives on every risk.
The document discusses various ways to achieve self-motivation. It begins with a story about gazelles and cheetahs in Africa whose survival depends on their ability to run faster than their predators or prey. It then discusses defining motivation and different types of intrinsic and extrinsic motivators. Maslow's hierarchy of needs is explained as it relates to motivation. The document provides tips for maintaining self-motivation including having a cause, dreaming big, not being afraid of mistakes, and taking action. It emphasizes that lasting motivation comes from within rather than from external forces.
Most people believe personality traits are fixed characteristics that are present at birth and persist throughout an individual’s lifetime. Recent research, however, indicates these “fixed” traits are simply the symptoms of a person’s belief system. These beliefs can be so strong, in fact, that they positively or negatively influence every aspect of an individual’s life: sports, business, relationships, parenting, teaching, and coaching.
According to Carol S. Dweck, one of the world’s leading researchers in the field of motivation, there are two main belief systems, or mindsets, that people can possess. These mindsets strongly influence the way individuals respond to success and failure, and in Mindset, Dweck uses research, examples of well-known business and sports leaders, and specific scenarios to demonstrate how changing one’s mindset can profoundly affect the outcome of almost every situation. Dweck also explains how understanding the basics of mindsets can help in accepting and understanding relationships and the people who comprise them
This document provides guidance for new managers. It begins with congratulating and welcoming new managers. It then outlines various topics to help new managers succeed including what defines a first time manager, why new managers fail, what the company expects, manager roles and responsibilities, effective attitudes, building team spirit, decision making, communication skills, leadership tips, management styles, and positioning the manager as a chief problem solver. The document provides advice over 15 sections to help new managers in their new role.
This document discusses organizational change and change management. It begins with defining change and change management. It then discusses reasons for change being difficult and the benefits of effective change management, including lower risks and increased satisfaction. Key principles of change management are presented, such as different reactions to change and managing expectations. Barriers to change like self-interest and misunderstanding are outlined. Effective ways to manage change include being alert for signs of change and managing learning. A case study on change management at ARAMARK Harrison Lodging is also summarized.
This document is a presentation submitted by 5 students from the Textile Engineering Department at Daffodil International University on November 27, 2014 for their Engineering Ethics and Art of Living course. The presentation defines agility as the ability to quickly change body position and direction under control, and also the ability to learn from experience and apply that learning to new situations. It then asks "What is adaptability?" and answers that adaptability is the ability to adjust to constant change.
The document discusses managing change and transition in organizations. It provides an overview of reasons for change, both external and internal, and covers several classic change management models including Lewin's three-stage model of change and Kotter's 8-step process. The document emphasizes that managing people is crucial for successful change implementation and that creativity and innovation are key drivers of organizational success and change.
Influencing skills are important for business people to have. Influencing others without force or coercion allows managers to motivate employees and salespeople to convince clients. There are several ways to influence people, including building relationships through friendliness, asking questions, and demonstrating interest in others by listening and asking about their interests. Other tactics include addressing people by name, actively participating in discussions, respecting others' opinions, and securing your place within social circles. Influencing can involve persuading to change attitudes, gaining compliance to change behavior, or using propaganda to change beliefs.
Only 10% of an iceberg is visible above the sea level, while 90% remains below the surface, invisible. Similarly for humans, only a small portion of skills, knowledge, attitudes and behaviors are visible to others, while much remains unseen below the surface. Maintaining a positive attitude is essential for success and happiness in life, as it can help overcome limitations and attract positive outcomes.
The document discusses how change is a constant part of life and the world. It notes that while change can be scary, individuals have the power to enact positive change. It encourages the reader to go out and make changes to improve the world, noting that change has never been easier thanks to modern connectivity and that a single person's actions can create meaningful change.
This document discusses the importance of maintaining a positive attitude. It defines attitude as a pattern of thinking that is reflected in one's behavior. Having a positive attitude can result in improved relationships, greater opportunities for success, and increased productivity. The document provides tips for cultivating a positive attitude, such as believing you are in control of your life, living with purpose and emotional clarity, practicing gratitude, and helping others.
Attitude is Every Thing - Exclusive Presentation on Business Management useful for HR Trainee, Management Student, MBA Student, Management Trainee, Corporates, Staff Training
This document outlines an 8-step decision-making model called the "Decision-making Loop" to help with making effective decisions. The steps include identifying the problem, gathering information, exploring options, evaluating options, choosing an option, implementing the decision, monitoring the impact, and modifying the decision if needed. Taking a systematic approach to decision-making by considering alternatives, criteria, and outcomes can improve the situation and lead to success, even if the outcome is uncertain. Regular evaluation and monitoring of decisions is important.
This document discusses positive self-motivation by changing one's mindset to be more positive, setting goals, and increasing confidence in achieving those goals. It notes how positivity lifts one up and focuses on opportunities and solutions, leading to action, while negativity pulls one down and focuses on limitations and problems, leading to inaction. It outlines assessing one's current lack of motivation, identifying areas for improvement, implementing action plans using the SMART approach, and following up to review progress and make corrections.
This document discusses the benefits of maintaining a positive attitude. It argues that a positive attitude can help one cope better with life's daily challenges, bring more optimism, and avoid negative thinking. Adopting a positive attitude can lead to constructive changes that make one happier and more successful in achieving goals. The document provides examples of how to demonstrate and develop a positive attitude through positive thinking, motivation, confidence, and associating with positive people. Maintaining a positive outlook can positively influence one's life and environment.
Decision making soft skills training programSudip Nag
The document outlines an agenda for a training program on decision making soft skills. The trainer's name and contact information are provided. The program will cover topics such as the role of critical thinking, information gathering, and short-term versus long-term thinking in the decision making process. It will also discuss factors that can influence decisions such as emotions, past experiences, risk, and ego. Participants will take a quiz and discuss decision making under normal, uncertain, and stressful situations. The trainer will emphasize that complex problems do not require complex solutions and decisions under uncertainty differ from those under risk.
Becoming a successful Student.ppt trainingxRakesh Barik
A successful student requires discipline, understanding concepts rather than memorizing, and doing all assigned work. The document outlines key habits of successful students including managing time well, forming study groups, taking effective notes by selecting and structuring ideas, and using the CORE method of collecting information, organizing it systematically, rehearsing it, and evaluating mastery through tests and assignments. Goals are also important for students, with the SMART framework advising that goals be specific, measurable, achievable, relevant and timely.
It is increasingly important to have a clear idea of the work involved to deliver projects successfully, and knowledge of the best combination of skills and competencies for the project manager to be most effective.
Eaquals Training for Excellence: Coaching, Loraine Kennedy eaquals
This 2-day workshop covers coaching and mentoring in the workplace. It discusses using coaching to motivate employees and help them improve performance. The document outlines coaching models and skills like listening, questioning techniques and setting goals using the GROW model. Coaching focuses on employees' potential and helping them overcome obstacles to achieve their goals.
This article is not just for students but also parents. Parents, who must realize that just telling the child to study will not help him,instead parents must focus more on the child’s effective study habits. Giving atleast one technique on studying productivity can grasp their attention towards studies. There is no doubt that each child has his own method of studying. Some are morning rises whereas some are night owls.It is true that their productivity levels are different at different times
This presentation discusses soft skills, which are personal attributes that enable good relationships and job performance. It defines soft skills and explains why they are important for both entering and sustaining employment. Key soft skills include communication, leadership, creativity, interpersonal skills, and professionalism. The presentation provides tips for learning and improving soft skills, such as taking courses, seeking mentors, volunteering, practicing skills consistently, and setting goals. It emphasizes that soft skills can be developed and recommends highlighting them on resumes and in interviews.
The document provides guidance for completing a sprint focused on becoming a more complete manager. It includes worksheets to draft an operating manual for strong relationships, identify worthy goals, and practice asking effective coaching questions. The operating manual worksheet prompts reflection on how others see you, what makes relationships good or frustrating, and how to handle stress. The worthy goals worksheets guide setting goals that are thrilling, important, and daunting. The coaching questions worksheet prompts identifying questions to ask others and reflecting on using questions effectively in conversations. Completing these exercises is intended to improve effectiveness as a manager through focusing on relationships, goals, and coaching skills.
This document provides guidance for supervisors. It defines a supervisor as someone with authority over employees who can hire, fire, promote, discipline, or adjust employee grievances. Some examples of supervisors given include professors overseeing dissertations and heads of medical teams. The document discusses why people seek supervisory roles and the traits of good supervisors, such as fostering trust and being supportive. It outlines the roles and responsibilities of supervisors, including setting goals, making decisions, managing change, communication, and training/developing employees. Effective supervision requires skills like delegation, motivation, and handling employee needs.
Review, synthesize, and reflect on data you have collected about y.docxronak56
Review, synthesize, and reflect on data you have collected about yourself. Weekly discussion in lab will help you to construct this SRL profile. The SRL profile creates an opportunity to draw on data from your weekly self assessments and weekly My Planners to review and summarize your strengths and weaknesses in terms of engagement, SRL, motivation, anxiety, emotion regulation, procrastination, time management, task understanding, goal setting, etc. Summarize and present a profile of YOU. The assignment will conclude with an SRL change plan in which you will choose to tackle/change one problem over the remaining part of the semester in terms of: (a) behavior/s, (b) thinking, (c) motivation, or (d) emotions/affect.
Prepare your answer in word or some other format. Cut and paste it into the text window for this assignment.
You must answer the following questions. This assignment should not exceed 1500:
(1) STRENGTHS: Looking across the topics and self-assessments covered to date, what are my main strengths? How can I leverage those strengths in taking control of my university success?
(2) WEAKNESSES: Looking across the topics and self-assessments covered to date, what are my main weaknesses? Why might addressing those weaknesses be important for taking control of my university success?
(3) CHALLENGES: After reviewing my 6 MyPlanners to date, these are the critical patterns I see in my weekly attempts to take control of my learning. For this you should pay particular attention to: (a) engagement (Q. 1), (b) Goal attainment (first question after STOP sign), (c) Challenges - particularly patterns over time in the challenges that get in your way, (d) Other things such as feeling or motivation reported in the myPlanner.
(4) TARGET FOR CHANGE: Based on what you have summarized above, identify and justify one main thing you want to tackle in the remaining part of the semester. This should be something you want to take control of. It should be something you see as critical for your success in one (or more) of your other courses. Be explicit about whether the thing you want to change is about changing a: (a) behavior, (b) cognitive process or outcome, (c) motivation, or (d) feeling (emotion/affect).
(5) HOW WILL YOU EVALUATE YOUR SUCCESS? What data do you need to collect to figure out if you have been successful in tackling/addressing that target for change. In addition list 5 self-assessments you would like to redo at the end to self-evaluate your change.
Weekly Self-regulated learning assessment
1. Week 1
My strengths are knowing to creating goals and finding the correct adjustment to correct the problem.Through the report, the scores of planning, information management strategy and debugging strategies are relatively high. Personally, I am used to setting goals and planing before I started to learning, and I am satisfied with the good performance in organizing and engage in learning information more efficiently during the process. I also focu ...
As per current hiring trends, requirements in market these skills are key points to help get through an interview- the presentation will also help you access yourself as how good are you in these skills
8 important soft skills freelancers need to have (1).pdfJagriti Rai
In this amazing slides of 8 important soft skills, you as a freelancer will learn that not only technical skills are going to help you in your freelance journey rather having a good knowledge of soft skills and interpersonal skills will boost your way of freelancing.
Soft skills are just as crucial for freelancers as technical skills, if not more so. While technical skills determine the expertise and knowledge in a specific field, soft skills encompass a range of interpersonal and communication abilities that facilitate success in the freelance world. Here's why soft skills are vital for freelancers:
1. Client Collaboration: Freelancers often work directly with clients, and effective communication and collaboration are paramount. Soft skills like active listening, empathy, and clear articulation help freelancers understand client requirements, build strong relationships, and deliver satisfactory results. By demonstrating strong interpersonal skills, freelancers can establish trust, mitigate conflicts, and foster long-term partnerships.
2. Client Satisfaction: Clients value more than just technical proficiency; they seek freelancers who can understand their needs, provide excellent customer service, and exceed expectations. Soft skills such as problem-solving, adaptability, and attention to detail enable freelancers to deliver tailored solutions, respond to changing client demands, and ensure client satisfaction. These skills contribute to positive feedback, repeat business, and referrals.
3. Time and Project Management: Freelancers juggle multiple projects simultaneously, requiring effective time management, prioritization, and organization skills. Soft skills like self-discipline, reliability, and the ability to meet deadlines are critical. They enable freelancers to manage their workload efficiently, deliver projects on time, and maintain a professional reputation.
4. Networking and Self-Promotion: Freelancers need to market their services and build a strong professional network. Soft skills like networking, interpersonal communication, and self-confidence help freelancers engage with potential clients, promote their work effectively, and seize new opportunities. Strong networking skills can lead to referrals, collaborations, and a steady stream of projects.
5. Adaptability to Changing Environments: Freelancers often encounter diverse clients, industries, and work environments. Soft skills such as flexibility, resilience, and the ability to learn quickly are essential for adapting to new situations and requirements. These skills enable freelancers to thrive in dynamic work settings, embrace new technologies, and stay ahead of industry trends.
While technical skills provide the foundation for freelancers, Freelancers who cultivate and emphasize their interpersonal, communication, and other soft skills position themselves for client satisfaction, and sustainable growth in the highly competitive freelance marketplace.
Applying coaching and mentoring strategies in the workplaceMichelle Grant
This document outlines strategies for applying coaching and mentoring in the workplace. It discusses distinguishing between coaching and mentoring, identifying principles for coaching others, and how coaching and mentoring can develop employees. The Grow model for coaching is introduced, which involves setting goals, understanding reality, exploring options, and establishing willingness. Learning contracts are also covered as a tool to clarify learning goals and roles between supervisors and employees. The overall message is that coaching, mentoring, and feedback are important for supervisors to facilitate employee growth and performance.
Community of Practice - Self Care for Change PractitionersProsci ANZ
Catherine Smithson presented on self-care for change practitioners. She discussed how change jobs are demanding and require resilience. Resilience involves behaviors, thoughts and actions that can be learned. She provided five tips for resilience: focus on priorities rather than trying to do everything, find a change buddy, don't take issues personally, avoid perfectionism, and keep perspective. The presentation aimed to help change practitioners replenish and maintain resilience through challenges.
Quit Frustrating Your New Devs - tips from a teacherMiki Rezentes
1) The document provides tips for training new developers by discussing key principles like reducing unknowns, gaining attention, using common language, building on prior knowledge, stimulating independent thinking, and reviewing material.
2) It also discusses different types of knowledge to teach, opportunities for training like onboarding and mentoring, and questions to assess whether training is effective.
3) The main recommendation is that training should focus on clearly establishing expectations, providing regular feedback, and ensuring new developers understand evaluation standards in order to reduce their unknowns.
Feedback mechanism, Types of Feedback, Positive Feedback, Developmental Feedback, Self Reflection and Self Preparation, Models of Giving Feedback, Effective Feedback, Sandwich Model, Boost Model, Aid Model, Process for Giving Feedback, How to Give Feedback
On the Job SuccessIn this section, we will cover some basic tips.docxhopeaustin33688
On the Job Success
In this section, we will cover some basic tips and techniques that might help you succeed once you have landed that great job and are ready to start your career. Like all the information included, there is no golden ticket or cheats along the way. Instead, these best practices and suggestions are a collection of common knowledge and proven experience.
Being successful at work has a lot to do with your attitude and candor. Your personal characteristics as well as your behaviors in groups and the organization as a whole reflect on your performance and ability. The recognition and development of your soft skills as well as your ability to adapt to organizational culture, understand power, and create healthy relationships with your supervisor and peers will more often than not help you become a more successful employee. We will also discuss how to become knowledgeable about your job, how to execute and excel in your given responsibilities, and what some of the advantages are to continue your education as a lifelong learner. The follow sections will elaborate on these strategies to employ that can lead to greater job success.
A Positive Attitude and Other Tips for a New Job
Especially when you start a new job, there are a lot of things you need to learn. It probably won’t be expected that you know how to do all of your job duties perfectly when you first arrive but by presenting yourself appropriately and by properly managing the areas that you can control, you will find that the rest will come pretty easily. Most of the following tips and techniques are good suggestions for a new position but should continue even after you are more established with a company.
· Stay positive. Forget the wrist; it’s all in the attitude. Keeping a positive attitude about your responsibilities, new tasks, challenges, and the company as a whole is an amazing step toward success. Your enthusiasm and eagerness to try new things, handle pressure and frustrations, and stay optimistic through diverse situations will not only keep you in good spirits professionally but will make you a stand out for new opportunities and a pleasure to work with.
· Try your hardest and learn from mistakes. It could be interpreted to be two separate actions but your ability to give 100% of your effort is actually very closely tied to the errors you will make. Mistakes are inevitable; you will make them. Be accountable for your actions by being able to say that did your very best and takeaway a lesson learned to avoid the same mistake again later.
· Be respectful. There are many things to learn from your new colleagues. Demonstrate your willingness to learn from their experience by valuing their opinions, being grateful of the assistance they offer, and treating everyone (no matter their position in the company) with the respect you feel you deserve in return.
· Be a team player. It is not likely that your job functions will be completely autonomous. You will most likely.
This document provides an overview of the topics and assignments for Week 2 of the course EDU120 Principles of Instructional Design. Students are to read chapters 6 and 7, participate in discussions on the 6 Stages of Change and the 3 M's, and take a weekly quiz. They will also complete an assignment on the importance of instructional design. The learning outcomes are to match the 6 Stages of Change to different learning contexts and understand how change is a process. The document further explains the Stages of Change, instructional contexts, the 3 M's of learning (meaningful, memorable, motivational), and notes for the week 3 assignment.
Are you looking for new ways to increase engagement, boost your performance and your business results? Learn how to use your strengths and how to cross-train to bring out the best in yourself and the teams you work with. This fast paced 30 minute webinar by Bob Wiele highlights the new findings from How to Be Exceptional, Mc Graw Hill 2012, by industry leaders John Zenger, Joseph Folkman, Robert Sherwin and Barbara Steel and others in the high performance field.times.
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
Temple of Asclepius in Thrace. Excavation resultsKrassimira Luka
The temple and the sanctuary around were dedicated to Asklepios Zmidrenus. This name has been known since 1875 when an inscription dedicated to him was discovered in Rome. The inscription is dated in 227 AD and was left by soldiers originating from the city of Philippopolis (modern Plovdiv).
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptxEduSkills OECD
Iván Bornacelly, Policy Analyst at the OECD Centre for Skills, OECD, presents at the webinar 'Tackling job market gaps with a skills-first approach' on 12 June 2024
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) CurriculumMJDuyan
(𝐓𝐋𝐄 𝟏𝟎𝟎) (𝐋𝐞𝐬𝐬𝐨𝐧 𝟏)-𝐏𝐫𝐞𝐥𝐢𝐦𝐬
𝐃𝐢𝐬𝐜𝐮𝐬𝐬 𝐭𝐡𝐞 𝐄𝐏𝐏 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐡𝐢𝐥𝐢𝐩𝐩𝐢𝐧𝐞𝐬:
- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
𝐄𝐱𝐩𝐥𝐚𝐢𝐧 𝐭𝐡𝐞 𝐍𝐚𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐒𝐜𝐨𝐩𝐞 𝐨𝐟 𝐚𝐧 𝐄𝐧𝐭𝐫𝐞𝐩𝐫𝐞𝐧𝐞𝐮𝐫:
-Define entrepreneurship, distinguishing it from general business activities by emphasizing its focus on innovation, risk-taking, and value creation. Students will describe the characteristics and traits of successful entrepreneurs, including their roles and responsibilities, and discuss the broader economic and social impacts of entrepreneurial activities on both local and global scales.
2. ● In life and in the workplace, change is an inevitable fact of
life.
● Fear of the unknown may make you react adversely to
change, but if you learn to anticipate and even embrace it,
you’ll find adapting to change is a great skill to master.
● Most people view change as something that will impair them
rather than enable unseen opportunities. What they fail to
realize is that change is one of the most powerful
professional development tools available to them.
3. As you face any upcoming transition, keep
these five tips in mind:
1. Be proactive
● When change is in the air, look for ways to take action, be
proactive, and remain actively engaged as you transition into
a new situation.
● People who are proactive don’t sit around waiting for
answers to appear, they stand up, put one foot in front of
the other, and find the answers. They don’t wait for
someone to hand them an instruction manual and a box of
tools; they’re resourceful.
4. 2. Ask questions
● Open communication between team members and
managers and employees is critical in times of change. Don’t
let rumors lead you astray—ask for clear direction or
clarification when something is unclear
● Ineffective communication can make people feel uninformed,
notes SEND which can cause unnecessary stress in the
workplace
5. 3. Be flexible
● Change means disrupting your original routine. The key is
learning how to be flexible in adapting to change. According
to Techrepublic.com, employees will become more
successful if they embrace the change through a can-do
attitude.
● “..take a look at the requirements of the new situation...what
skills, from your old role, can you apply to the new situation?
In other words, instead of focusing on differences, focus on
similarities.”
6. 4. Keep working
● Use this time to reaffirm your commitment and value to
the company. Your work can shine during this transitional
period.
5. Be positive
● Although it is not always easy, when negative thoughts
seep into the workplace, they can be detrimental to your
point of view much later down the road.
7. Five Trends Are Dramatically Changing
Work and the Workplace
Five broad trends are driving changes:
1. The War for Talent—the increasing dependence on a
cadre of key workers with complex skills in problem solving
and other high-level activities.
2. Mobile Technology—the ability for people to work
virtually anywhere, inside and outside the office.
3. The Mandate to Innovate—the need for organizations to
innovate in order to remain competitive.
8. 4. Distributed Work—the evolution toward less centralized
organizational structures, locations and work practices
5. Sustainability—the need to reduce the organization’s
carbon footprint to save energy costs and to meet LEED
requirements
9. Workplace Change Can Be Successfully
Managed in Five Simple Steps
1. Create the “Big Message”
● 12-18 months before move
● Identify the business reasons for the change and key
benefits to employees
● Create a consistent “Big Message”
● Gain leadership support and recruit workplace change
“champions”
10. 2. Take the pulse of the organization
● 3-6 months before move
● Conduct a Change Readiness Survey
● Organize short informal meetings to learn about
employee change readiness
11. 3. Deliver the message
● Create the communication plan and schedule
● Communicate using multiple media, approaches
● Execute the communication plan in parallel with project
activities
● Provide training to employees and managers
12. 4. Support the move
● Organize a ribbon cutting or other celebration to kick
off the move process
● Have staff on hand to assist with questions and resolve
immediate problems or unanticipated issues requiring
follow-up
● Offer written guidelines on new workplace etiquette
13. 5. Evaluate the process
● Conduct post-change interviews/survey
● Summarize lessons learned
● Apply to improve change process
15. Learning New Skills
Make it more meaningful for yourself
● If you try to force yourself to just memorize random
facts, you’re likely to forget them.
● In order to make your learning stick, it's important to
make real life connections and see how it fits in the
larger scheme of things.
16. Learn By Doing
● Humans are natural learners—and we learn best when
we perform the tasks we’re trying to learn.
● Start small and reward yourself to start building a
pattern of behavior that will reinforce what you're
learning.
17. Study the Greats and Then Practice
● This form of learning can be applied to any skill, be it
writing, speaking another language, or even sports.
● Compare your work with that of experts in your field
and you will notice areas that need improvement.
18. Teach What you Learn
● when we learn with the intention to teach, we break the
material down into simple, understandable chunks for
ourselves.
● It also forces us to examine the topic more critically
and thoroughly, helping us to understand it better.
● Try explaining what you're learning to friends or
coworkers.
● Write regular blog posts or make vlogs while you're
learning.
19. Spend More Time Practicing Things You Find
Difficult
● Practice in itself is great, but if you’re practicing things
you know well, you’re doing it wrong.
● In order to excel at any skill, you need to push yourself
out of your comfort zone and practice things you aren't
good at.
20. Test Yourself
● Testing is one of the best ways to boost learning—even
if you’re simply practicing on your own, and not taking a
high-stakes exam.
● Testing even beats out methods such as re-reading and
reviewing notes when it comes to making sure your
learning sticks.
21. Find a Mentor
● Mentorship is perhaps the quickest way to take your
skills to the next level.
● A mentor helps you navigate your field by offering
invaluable perspective and experience.
23. The Neuroscience of Learning
Key Learning Principles:
● From the point of view of neurobiology, learning involves
changing the brain.
● Moderate stress is beneficial for learning, while mild and
extreme stress are detrimental to learning.
● Adequate sleep, nutrition, and exercise encourage robust
learning.
● Active learning takes advantage of processes that stimulate
multiple neural connections in the brain and promote memory.
24. Neuroscience fundamentals
Changing the Brain:
For optimal learning to occur, the brain needs conditions under
which it is able to change in response to stimuli (neuroplasticity) and
able to produce new neurons (neurogenesis).
Moderate Stress:
Moderate stress can be introduced in many ways: by playing
unfamiliar music before class, for example, or changing up the
format of discussion, or introducing any learning activity that
requires individual participation or movement.
25.
26. Adequate sleep, good nutrition, and regular exercise:
These common-sense healthy habits promote optimal learning
performance in two ways. First, they promote neuroplasticity and
neurogenesis. Second, they keep cortisol and dopamine (stress and
happiness hormones, respectively) at appropriate levels.
Active Learning
Cognitive functions associated with the lower levels of Bloom’s
taxonomy, such as understanding and remembering, are associated
with the hippocampus.
27. The higher-level cognitive functions of Bloom’s taxonomy, such as
creating, evaluating, analyzing, and applying, involve the cortical
areas responsible for decision-making, association, and motivation.