What is the basis of the psychology of the relationship between teams working on Agile principles and how to use psychological techniques and models to make the team closer, and the relationship is stronger?
How seam can be a solution for employee engagementBob Randall
Two approaches to organization development (OD) link the social health of organizations to the economic performance of organizations. Employee engagement research shows a correlation between the level of engagement among employees in organizations and the employee turnover, the organization’s ability to grow and bottom line results. Meanwhile, the Socio-Economic Approach to Management (SEAM) links organizational dysfunction to hidden costs and the ability of the organization to develop human potential.
How seam can be a solution for employee engagementBob Randall
Two approaches to organization development (OD) link the social health of organizations to the economic performance of organizations. Employee engagement research shows a correlation between the level of engagement among employees in organizations and the employee turnover, the organization’s ability to grow and bottom line results. Meanwhile, the Socio-Economic Approach to Management (SEAM) links organizational dysfunction to hidden costs and the ability of the organization to develop human potential.
Personality Matters: Mike Ashe, Vice President and Account Executive, Matters...Argyle Executive Forum
Mike Ashe, Vice President and Account Executive at Mattersight, discussed how a company can have easy, effortless conversations with its customers during a Thought Leadership Spotlight Presented by Mattersight at the 2014 Customer Care Leadership Forum in Denver on Sept. 11. In his presentation, “Personality Matters,” Ashe noted how a company’s employees interact with customers can have the same effects as an advertisement.
According to Ashe, language is important, especially for call center agents. Listening to a call center representative, Ashe said, enables a company to learn about this agent’s personality and how he or she builds relationships with customers. Ashe added a call center agent needs to express emotions and show that he or she is empathetic to help a company improve its customer satisfaction levels: “A thoughts-based person does not want to hear ‘I’m sorry.’ They want to hear ‘Okay, I’m going to take responsibility for your issue. Here are the three things I’m going to do,’ and as soon as you say that they write down on their pad one, two, three, because they always take notes, they always know who they spoke with.”
Data often is secondary for customers, Ashe said. If a call center agent makes a customer feel appreciated, Ashe pointed out, this representative can be a valuable contributor to his or her company: “There is a good way and a bad way to handle that call. The right way is for someone to say, ‘Thank you so much for taking your time to call in. You’re making Compaq the best computer company we can be,’ so we can be acquired by Hewlett-Packard. The wrong way to handle that is to say, ‘Why did you call? Why did you bother?’ because then they would feel disrespected.”
- See more at: http://www.argylejournal.com/customer-care/thought-leadership-spotlight-presented-by-mattersight-personality-matters-mike-ashe-vice-president-and-account-executive-mattersight/#sthash.McU5z06N.dpuf
Guru Group Meeting 7 July 14 - Thought Piece - Peter CheeseEngage for Success
This was one of the presentations given at our Guru Group Event on 7 July 2014 at Aston University, Birmingham.
The theme of the day was around the future of engagement, to engagement in the future
A recent PayScale study revealed that employees’ perceptions of how they are paid are a better predictor of their intent to stay than their actual fair pay to the market. These implications create a huge opportunity for employers to get it right when it comes to communicating pay effectively.
Employee Engagement & Operational Excellence: Two Sides of the Same CoinTKMG, Inc.
To subscribe: http://www.ksmartin.com/subscribe
To learn about Karen's books and products, please visit: http://www.ksmartin.com/books-products/.
These are the slides from my talk at the SHRM Annual Conference on June 26, 2012 in Atlanta, GA.
Operational excellence is impossible to achieve without a highly engaged workforce. But what does employee engagement *really* mean and what's HR's role in creating it? In this session, you will learn how to leverage the growing marriage of people and process, what type of development today's employees need, and how to help your leaders give the frontlines greater control over their work, which produces significant boosts to both engagement scores and your company's bottom line.
Learning Objective: Discuss traits that help develop and expand your leadership repertoire
Are leaders born or made? How do aspiring managers succeed in an ever-changing business environment? How do they lead diverse groups? This seminar will explore how great leaders manage collaborative teams, team negotiations, and workplace conflict.
At the end of this seminar, participants will be able to:
a. Discover the power of storytelling and other communication strategies.
b. Explore and analyze leadership styles.
c. Identify how organizations can optimize groups and develop a game plan for effective negotiation.
DiSC® is the leading personal assessment tool used by over 1 million people every year to improve work productivity, teamwork and communication. Be modern :)
Using big data to measure and maximize quality of hire | Talent Connect AnaheimLinkedIn Talent Solutions
The rule of big data: if A and B predicts X, you need to track A and B to ensure you achieve X. For X, plug in quality of hire. Stay tuned to learn all about A and B. What is big data? What is little data? What’s the difference between predictive analytics and process control metrics? Join this session to find out. Lou will take you on a whirlwind tour of what it takes to optimize every aspect of your sourcing and recruiting efforts. The goal: how to find more great candidates and maximize quality of hire. Big data topics covered in this session will include: discover the best predictors of quality of hire, intro to Lou’s Recruiter Competency Model (the recruiting skills that drive quality of hire), directions to the talent sweet spot, and the four keys that open the door to finding the best talent—and how to use big data to get there. Check out the best of Talent Connect: http://bit.ly/1MBqz6m
Personality Matters: Mike Ashe, Vice President and Account Executive, Matters...Argyle Executive Forum
Mike Ashe, Vice President and Account Executive at Mattersight, discussed how a company can have easy, effortless conversations with its customers during a Thought Leadership Spotlight Presented by Mattersight at the 2014 Customer Care Leadership Forum in Denver on Sept. 11. In his presentation, “Personality Matters,” Ashe noted how a company’s employees interact with customers can have the same effects as an advertisement.
According to Ashe, language is important, especially for call center agents. Listening to a call center representative, Ashe said, enables a company to learn about this agent’s personality and how he or she builds relationships with customers. Ashe added a call center agent needs to express emotions and show that he or she is empathetic to help a company improve its customer satisfaction levels: “A thoughts-based person does not want to hear ‘I’m sorry.’ They want to hear ‘Okay, I’m going to take responsibility for your issue. Here are the three things I’m going to do,’ and as soon as you say that they write down on their pad one, two, three, because they always take notes, they always know who they spoke with.”
Data often is secondary for customers, Ashe said. If a call center agent makes a customer feel appreciated, Ashe pointed out, this representative can be a valuable contributor to his or her company: “There is a good way and a bad way to handle that call. The right way is for someone to say, ‘Thank you so much for taking your time to call in. You’re making Compaq the best computer company we can be,’ so we can be acquired by Hewlett-Packard. The wrong way to handle that is to say, ‘Why did you call? Why did you bother?’ because then they would feel disrespected.”
- See more at: http://www.argylejournal.com/customer-care/thought-leadership-spotlight-presented-by-mattersight-personality-matters-mike-ashe-vice-president-and-account-executive-mattersight/#sthash.McU5z06N.dpuf
Guru Group Meeting 7 July 14 - Thought Piece - Peter CheeseEngage for Success
This was one of the presentations given at our Guru Group Event on 7 July 2014 at Aston University, Birmingham.
The theme of the day was around the future of engagement, to engagement in the future
A recent PayScale study revealed that employees’ perceptions of how they are paid are a better predictor of their intent to stay than their actual fair pay to the market. These implications create a huge opportunity for employers to get it right when it comes to communicating pay effectively.
Employee Engagement & Operational Excellence: Two Sides of the Same CoinTKMG, Inc.
To subscribe: http://www.ksmartin.com/subscribe
To learn about Karen's books and products, please visit: http://www.ksmartin.com/books-products/.
These are the slides from my talk at the SHRM Annual Conference on June 26, 2012 in Atlanta, GA.
Operational excellence is impossible to achieve without a highly engaged workforce. But what does employee engagement *really* mean and what's HR's role in creating it? In this session, you will learn how to leverage the growing marriage of people and process, what type of development today's employees need, and how to help your leaders give the frontlines greater control over their work, which produces significant boosts to both engagement scores and your company's bottom line.
Learning Objective: Discuss traits that help develop and expand your leadership repertoire
Are leaders born or made? How do aspiring managers succeed in an ever-changing business environment? How do they lead diverse groups? This seminar will explore how great leaders manage collaborative teams, team negotiations, and workplace conflict.
At the end of this seminar, participants will be able to:
a. Discover the power of storytelling and other communication strategies.
b. Explore and analyze leadership styles.
c. Identify how organizations can optimize groups and develop a game plan for effective negotiation.
DiSC® is the leading personal assessment tool used by over 1 million people every year to improve work productivity, teamwork and communication. Be modern :)
Using big data to measure and maximize quality of hire | Talent Connect AnaheimLinkedIn Talent Solutions
The rule of big data: if A and B predicts X, you need to track A and B to ensure you achieve X. For X, plug in quality of hire. Stay tuned to learn all about A and B. What is big data? What is little data? What’s the difference between predictive analytics and process control metrics? Join this session to find out. Lou will take you on a whirlwind tour of what it takes to optimize every aspect of your sourcing and recruiting efforts. The goal: how to find more great candidates and maximize quality of hire. Big data topics covered in this session will include: discover the best predictors of quality of hire, intro to Lou’s Recruiter Competency Model (the recruiting skills that drive quality of hire), directions to the talent sweet spot, and the four keys that open the door to finding the best talent—and how to use big data to get there. Check out the best of Talent Connect: http://bit.ly/1MBqz6m
When seen through the employee's eyes, employee engagement is at the top of the list of what's important. A crucial aspect of employee engagement is the connection with a company's culture and values. Explore how to communicate internally and externally your culture to enhance talent management and drvie employee performance - giving 'Voice to Your Culture'.
Remote work: Lessons and opportunities from the pandemicEduards Salnikovs
Eduards Saknikovs from Ness will share on experience of transitioning through remote work culture change, problems have been solved and what IT community is looking forward to.
How do we change? This is presentation on new approaches to change management in an agile enviroment where change is rapid. This also addresses change when "devops" organizational designs are emerging.
The Mindful approach to a Meaningful LifeColin Dovey
Mindfulness Meditation Groups can be a wonderful way of connecting with others to share and even the benefits of meditation in this form. These groups, and especially the one that we envisage here are aimed at providing a community service in this area, and a supporter space to connect with others across the spectrum.
We do not aim at any specific size – large or small is not the objective, and many groups function very successfully for years with only two or three members.
As an open group, this particular one encourages drop-ins and new members are welcome at any time. In the initial stages we will open with a loose, and flexible schedule – moreover, the frequency and length of each meeting will hinge on the activities planned for that particular session or a number of sessions.
Meetings might be – short as one hour or in some cases stretch over a longer period if the group gathers to share a meal, listen to talk and engage in mindful discussion afterward.
Are groups time together, in the initial stages, may consist of any number of activities. It could be as basic as a simple sitting meditation – with a choice of guided, silent, or some of each – coupled with a friendly greeting before starting or re-entering your daily life.
To keep the theme open, as we progress we will consider applying mindfulness to a common interest or theme e.g., addiction, parenting, mental health and so on.
At the end of the session the group will, in general," short sitting or a loving-kindness meditation as a way to foster a greater sense of connection to each other and to the world around us. This sharing period will give participants the opportunity to listen deeply to one another, whilst also paying attention to what arises in themselves.
Some groups, like to choose specific topics to focus the sharing (such as forgiveness, mindfulness and work, dealing with conflict or working with anxiety), whilst others prefer a more open-ended discussion format.
The confidentiality of our group is aimed at creating a safe and supportive refuge we each individual is nourished as you shave freely from your real lives and hearts.
FACILITATING
When 10 being flexible about the facilitators role, but it will be informative in the beginning so that we can engender a sense of structure as time progresses. So, with a view to creating a structure, especially in the beginning, the facilitator will look after the overall arrangements for the meeting (place, time, notification), keeping time, and making sure all the necessary elements for the practice session (such as chairs, bell, clock, and recordings) are in place. Therefore the group facilitator will strive to promote a safe, stable atmosphere for people to meditate and engage with one another.
McKinsey & Company – featured insights 25th June 2021 article
Four broad skill categories: 1. Cognitive, 2. Interpersonal, 3. Self-leadership and 4. Digital.
This presentation, created by Syed Faiz ul Hassan, explores the profound influence of media on public perception and behavior. It delves into the evolution of media from oral traditions to modern digital and social media platforms. Key topics include the role of media in information propagation, socialization, crisis awareness, globalization, and education. The presentation also examines media influence through agenda setting, propaganda, and manipulative techniques used by advertisers and marketers. Furthermore, it highlights the impact of surveillance enabled by media technologies on personal behavior and preferences. Through this comprehensive overview, the presentation aims to shed light on how media shapes collective consciousness and public opinion.
Collapsing Narratives: Exploring Non-Linearity • a micro report by Rosie WellsRosie Wells
Insight: In a landscape where traditional narrative structures are giving way to fragmented and non-linear forms of storytelling, there lies immense potential for creativity and exploration.
'Collapsing Narratives: Exploring Non-Linearity' is a micro report from Rosie Wells.
Rosie Wells is an Arts & Cultural Strategist uniquely positioned at the intersection of grassroots and mainstream storytelling.
Their work is focused on developing meaningful and lasting connections that can drive social change.
Please download this presentation to enjoy the hyperlinks!
María Carolina Martínez - eCommerce Day Colombia 2024
Agile Psychology - Focus on Delivery
1. Agile Psychology
What is the basis of the psychology of the relationship
between teams working on Agile principles and how
to use psychological techniques and models to make
the team closer, and the relationship is stronger?