Presentation of findings from integrated literature review focused on selected listening and questioning theory and research to inform executive coaching practice and future research. Presented @ AHRD Internatioanl Research Conference in February 2010 with Rajashi Ghosh and Victoria Marsick.
Ahrd Presentation 2012 Awareness And CommunicationTemaltbia
This paper examines the concepts of awareness and communication as core competencies in executive coaching. It reviews literature related to awareness, communication, and learning from experience. The literature provides definitions and frameworks for awareness and communication that inform coaching practice and can guide future research. It indicates that awareness and effective communication skills, as facilitated by reflection, support clients' development of insight and productive coach-client relationships. This allows clients to learn from their experiences and achieve desired outcomes.
Academic Festival Executive Leadership Coaching Guest V1Temaltbia
Faculty Director leds panel with other Columbia Faculty focused on strategies for leveraging Executive Coaching for leadership effectiveness during 2nd Annual Academic Festival (April 24, 2010).
Effective online teaching and student engagementlslim
The document outlines key considerations for planning an effective online course using the ADDIE model of instructional design. This includes analyzing learner characteristics, the learning environment and context. In the design stage, the document emphasizes defining objectives, assessments, and instructional strategies aligned to the objectives. It also covers developing appropriate learning resources while following copyright guidelines. Implementation involves field testing and training students on usage. Evaluation gathers feedback on reactions, learning, and return on investment.
Whole Task Approach to Holistic Learning of Vocational Competences - full sha...Tang Buay Choo
This document provides an overview of a presentation on using a whole task approach to holistic learning of vocational competences. It begins with discussing the differences between holistic education and holistic learning of competence. It then explains why holistic learning of competence is important from theoretical, practical, and brain-based perspectives. The presentation goes on to describe the whole task approach, including using real-world tasks to situate learning, identifying the knowledge, skills, attitudes and personal competence to be learned for each sub-task, and considering instructional design processes like task analysis.
Being a learning organization, we are addressing the training and development needs of our employees on regular basis. Majority of trainings are being conducted in house by our own employees.
For all of in house trainers, it is imperative to understand that training is more than just presentations. So to make in house trainers more effective, the need for Train the trainer was felt.
So i have prepared this module keeping above points in mind for our in house trainers.
Is an intensive, hands-on workshop that will instruct individuals in the use of practical techniques for creative training delivery.
Participants will know what is Training and Development.
Participants will know the difference between Training and Education.
Participants will learn benefits of Training.
Participants will learn how to perform “Training Needs Assessments”
Participants will learn how to Design Training Needs Assessment Surveys.
Participants will learn how to handle requests for Training Requirements Analysis
Participants will learn what are the Misconceptions about Training.
Participants will learn about Training Delivery Methods.
Participants will learn about Determining Training Delivery Methods .
Participants will learn about Evaluating Training and Results.
Participants will learn about Guidelines for Evaluating the Effectiveness of Training.
Participants will learn about Total Quality Management (Training and Human Resources Development )
Participants will learn about Examples of Quality Management Training.
Participants will learn about using Ice Breakers in Training
Participants will learn how to facilitate discussions, direct activities, manage the training session and acquire many other skills to help them train effectively.
They will have an opportunity to practice Training.
They will leave with new ideas on how to "spice up" training as well as reinforce the skills that will make them feel masterful in training others..
Ahrd Presentation 2012 Awareness And CommunicationTemaltbia
This paper examines the concepts of awareness and communication as core competencies in executive coaching. It reviews literature related to awareness, communication, and learning from experience. The literature provides definitions and frameworks for awareness and communication that inform coaching practice and can guide future research. It indicates that awareness and effective communication skills, as facilitated by reflection, support clients' development of insight and productive coach-client relationships. This allows clients to learn from their experiences and achieve desired outcomes.
Academic Festival Executive Leadership Coaching Guest V1Temaltbia
Faculty Director leds panel with other Columbia Faculty focused on strategies for leveraging Executive Coaching for leadership effectiveness during 2nd Annual Academic Festival (April 24, 2010).
Effective online teaching and student engagementlslim
The document outlines key considerations for planning an effective online course using the ADDIE model of instructional design. This includes analyzing learner characteristics, the learning environment and context. In the design stage, the document emphasizes defining objectives, assessments, and instructional strategies aligned to the objectives. It also covers developing appropriate learning resources while following copyright guidelines. Implementation involves field testing and training students on usage. Evaluation gathers feedback on reactions, learning, and return on investment.
Whole Task Approach to Holistic Learning of Vocational Competences - full sha...Tang Buay Choo
This document provides an overview of a presentation on using a whole task approach to holistic learning of vocational competences. It begins with discussing the differences between holistic education and holistic learning of competence. It then explains why holistic learning of competence is important from theoretical, practical, and brain-based perspectives. The presentation goes on to describe the whole task approach, including using real-world tasks to situate learning, identifying the knowledge, skills, attitudes and personal competence to be learned for each sub-task, and considering instructional design processes like task analysis.
Being a learning organization, we are addressing the training and development needs of our employees on regular basis. Majority of trainings are being conducted in house by our own employees.
For all of in house trainers, it is imperative to understand that training is more than just presentations. So to make in house trainers more effective, the need for Train the trainer was felt.
So i have prepared this module keeping above points in mind for our in house trainers.
Is an intensive, hands-on workshop that will instruct individuals in the use of practical techniques for creative training delivery.
Participants will know what is Training and Development.
Participants will know the difference between Training and Education.
Participants will learn benefits of Training.
Participants will learn how to perform “Training Needs Assessments”
Participants will learn how to Design Training Needs Assessment Surveys.
Participants will learn how to handle requests for Training Requirements Analysis
Participants will learn what are the Misconceptions about Training.
Participants will learn about Training Delivery Methods.
Participants will learn about Determining Training Delivery Methods .
Participants will learn about Evaluating Training and Results.
Participants will learn about Guidelines for Evaluating the Effectiveness of Training.
Participants will learn about Total Quality Management (Training and Human Resources Development )
Participants will learn about Examples of Quality Management Training.
Participants will learn about using Ice Breakers in Training
Participants will learn how to facilitate discussions, direct activities, manage the training session and acquire many other skills to help them train effectively.
They will have an opportunity to practice Training.
They will leave with new ideas on how to "spice up" training as well as reinforce the skills that will make them feel masterful in training others..
This document outlines the agenda and key points for a "Train the Trainer" seminar. The seminar will cover:
1. Preparation, including understanding adult learning styles, the differences between teachers and instructors, creating checklists and lesson plans, and motivating audiences.
2. Training delivery, including gaining attention, setting aims and objectives, explaining content, facilitating discussions, and demonstrating techniques.
3. Best practices such as using multimedia, facilitating discussions, summarizing, and checking for understanding.
The goal is to equip participants to effectively plan, deliver, and facilitate their own training sessions.
This is a one day program for organizing, leading and facilitating effective teams. Participants will take part in a range of discussions, activities and exercises to learn the key elements needed for an effective and efficient team.
The document discusses team building and effective teamwork. It provides 12 tips for successful team building, characteristics of effective teams and team members, and qualities that make a team successful. It emphasizes that teamwork does not come naturally and requires commitment from all employees. Effective team leaders develop leadership in others and value each member's contributions to achieving shared goals.
The document is a presentation by four students, Nazish Verteji, Zarfain Nizar, Irfan Nizar, and Shehzad Anjum, to Ghulam Muhammad. It discusses internal and external motivation, tips for success such as letting go of the past and dreaming big dreams, a Winston Churchill quote about courage, and how leaders can motivate others through enthusiasm, common goals, hyping people up, and not tolerating slackers.
The document discusses several theories of motivation:
1. Frederick Taylor believed workers are motivated mainly by pay and breaking work into small repetitive tasks. However, this led to worker dissatisfaction.
2. Elton Mayo found workers are motivated by social factors like interaction and attention from managers.
3. Abraham Maslow's hierarchy of needs theory proposes workers must have lower level needs met like pay before pursuing higher needs like fulfillment.
4. Frederick Herzberg argued motivators like interesting work that provides responsibility are more effective than dissatisfiers like pay. Methods like job enrichment and empowerment can motivate.
Motivation PowerPoint Slides include topics such as: understanding needs vs. wants, factors for motivation, employee rewards, offering praise/recognition, types of motivation, job enrichment, the role of money and motivation, incentive programs, motivation ironies, boosting efficiency, 30 ways to motivate, Maslow's hierarchy, how to's and more. Slides can easily be tailored to your specific needs (make handouts, create overheads and use them with an LCD projector) and are available for license. 100+ PowerPoint presentation content slides. Each slide includes slide transitions, clipart and animation. System & Software Requirements: IBM or MAC and PowerPoint 97 or higher. You may use this product over and over again. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
Team Building PowerPoint Slides include topics such as: why teams work, building a team, reasons to create teams, structuring your team, developing effective teams, five intrinsic elements of teams, four stages of team development, team behaviors, team roles, 18 group building behaviors, overcoming common obstacles, responsibilities for team leadership, evaluating team performance, viewing the top teams, how to's and more. Slides can easily be tailored to your specific needs (make handouts, create overheads and use them with an LCD projector) and are available for license. 100+ PowerPoint presentation content slides. Each slide includes slide transitions, clipart and animation. System & Software Requirements: IBM or MAC and PowerPoint 97 or higher. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
Train The Trainer Power Point Presentationpreethi_madhan
This document provides guidance on various aspects of designing and delivering effective training, including needs assessment, objectives, content development, delivery methods, and evaluation. It discusses qualities of a good trainer, such as subject matter expertise, presentation skills, and the ability to engage trainees. Key steps in the training process are identified, such as analyzing training needs, designing the content and structure, developing materials, implementing the training, and evaluating outcomes. Factors that influence training design decisions are also addressed, such as the training goals, skills required, and learners' readiness.
Employer-sponsored learning takes place in the workplace and benefits both employees and employers. It occurs through various methods like apprenticeships, on-the-job training, quality circles, career development programs, and leadership development. The learning helps improve employee skills and competencies while advancing organizational goals. However, employer-sponsored learning programs must take care to avoid potential issues like discrimination, exclusion, favoritism, and lack of work-life balance.
Ahrd Presentation 2009 Maltbia And MarsickTemaltbia
Presentation on Team Leadership Coaching: Presenters - Dr. Maltbia & Dr. Marsick, Department of Organization and Leadership, Teachers College, Columbia University.
This document discusses employability skills. It defines employability skills as a set of transferable skills that include social behaviors and skills that can be applied in different situations. These skills are important for recruitment and competence in the workplace. The document outlines various employability skills models and lists common skills sought by employers, such as communication, teamwork, problem solving, and a positive attitude. It emphasizes the importance of self-assessment through skills audits to evaluate one's strengths and weaknesses. Developing employability skills involves experiential learning, reflecting on experiences, and creating a personal development plan.
1. ONGC is India's largest oil and gas company that has been actively involved in corporate social responsibility initiatives since its inception. It allocates 0.75% of annual net profits to socio-economic development programs.
2. ONGC undertakes various CSR activities at the corporate and local levels like disaster relief, education programs, healthcare, rural infrastructure development. It has also partnered with the government on initiatives like PURA to bridge the urban-rural divide.
3. ONGC received an international award for its CSR efforts in emerging economies, recognizing that such activities help companies improve relations with communities and build a sustainable brand image in the long run.
This document discusses the relationship between leadership theory and practice through four viewpoints:
1) Theory and practice are interrelated and inform each other through experience. Leaders should reflect on how their theories influence their actions.
2) Leadership requires self-awareness and is a social practice of identity. It is about both what leaders do and who they are.
3) There are many theories of leadership, so leaders should develop the leadership approach that works best for their organization through continuous learning and reflection.
4) Leadership development is most effective when it involves collective reflection on shared experiences, not just individual training, as leadership is a social phenomenon that impacts organizational development.
Executive coaching aims to develop managers' capabilities to achieve organizational goals through one-on-one interactions, feedback from multiple perspectives, and mutual trust between the coach, coachee, and organization. Recent studies found over 99% of respondents were satisfied with coaching experiences, and 83% felt coaching helped achieve goals. Coaching focuses on maximizing the manager's effectiveness through addressing specific performance gaps. Benefits include continuous attention, expanded thinking, self-awareness, accountability, and just-in-time learning. Through dialogue and feedback, coaching enhances decision-making, interpersonal skills, and confidence.
The document discusses the potential addition of executive coaching to the MBA experience to increase its transformational impact on graduates. It notes criticisms of traditional MBAs and signs they are addressing this. Executive coaching is introduced as a means to facilitate deeper learning around values and ethics. The Abu Dhabi context is discussed in terms of developing national leaders. Finally, the document proposes a mixed methods research study on providing executive coaching to MBA students to develop a new coaching model and address criticisms of traditional MBAs.
This document provides information about an organizational management capstone course titled "Leadership Priorities and Practice". The course requires students to reflect on insights gained from their studies and apply them to their work environment through a substantive paper. It aims to help students examine values and ethics in professional practices, evaluate situations from multiple perspectives, and apply problem-solving skills to integrate leadership theory with professional practice. The textbook and weekly learning objectives are also outlined.
Advanced Coaching: Accelerating the Journey from Good to Great - David PetersonIBC Coaching
The document discusses how easy it is to be a good coach but how difficult it is to become a great coach, requiring years of experience, rigorous practice, and the ability to adapt to complex situations. It also examines why learning is easier than facilitating real-world change and the cognitive and neurological factors that make developing mastery-level coaching expertise such a challenge. The document argues that clients are likely to see better outcomes working with a coach who has achieved greatness rather than one who remains good.
About Corporate Wisdom, Bio and Clientskristahenley
Krista Henley is a leadership coach and organizational consultant who founded Corporate Wisdom. She has over 20 years of experience coaching executives and facilitating leadership training. Her areas of expertise include leadership development, team building, and business consulting. She provides coaching to individuals and teams to improve interpersonal skills, reduce conflicts, and enhance performance. Some of her clients include HP, Cisco, Intel, and Stanford University. She aims to help clients strengthen skills in communication, conflict resolution, and achieving goals through experiential learning approaches.
This document provides an overview of a workshop on enquiry-based, experiential learning. The workshop aims to explore a range of practices related to situated teaching and support several learning outcomes related to identifying and applying enquiry-based techniques. The workshop agenda includes presentations, open discussions, design exercises, and opportunities to practice hands-on techniques. Key themes that will be explored are enquiry-based learning, experiential learning, and situated learning. Examples of approaches that will be discussed include action learning, action research, project-based learning, and problem-based learning. Criteria for evaluating practices, such as scholarship models and professional standards frameworks, will also be examined.
Using coaching skills to improve the use of learning technologiesscbetts
This document outlines a workshop on using coaching skills to support engagement with learning technologies. The workshop objectives are to help participants identify challenges, reflect on their coaching skills, learn coaching techniques like questioning and listening, and consider how to apply these skills in their roles. Various activities are described to help participants practice coaching, including setting goals, considering options, and planning next steps. Key coaching models like GROW and techniques for effective questioning and listening are also covered.
This document discusses training need analysis and the philosophy of training. It describes three types of analysis used to identify training needs: organizational analysis which examines objectives, resource use, and the environment; task or role analysis which examines individual jobs; and manpower analysis which focuses on individual employees. It also outlines key learning principles for effective training, including modelling desired behaviors, motivating employees by making training relevant, and reinforcing desired behaviors through rewards.
Type Mapping recognizes that we do not exist in isolation
– we live and breathe in a system or network of interactions.
It has extended Jung’s ideas to map four important
domains – personal preferences, contextual challenge,
current behavior and personal aspirations. Type Mapping
provides a way to chart the important elements that contribute
to personal performance, and team and organizational
performance, using a powerful and integrated model.
It effectively becomes a process in which each intervention
builds on what went before, thus maximizing and extending
learning over time.
This course does much more than teach you to use a single
questionnaire; it helps to bring the whole approach alive
and will assist you in applying Psychological Type to the
broader issues of motivation and self-development, as well
as its implications for work and team issues – the basis of
‘Type Mapping’. You will learn approaches and techniques
which link theory to practice and use different ‘lenses’
such as Learning Styles, Life Functions, Team Roles and
Temperament. You will also obtain access to online and
paper based Type assessments and a suite of easy-to-use
computer generated reports.
This document outlines the agenda and key points for a "Train the Trainer" seminar. The seminar will cover:
1. Preparation, including understanding adult learning styles, the differences between teachers and instructors, creating checklists and lesson plans, and motivating audiences.
2. Training delivery, including gaining attention, setting aims and objectives, explaining content, facilitating discussions, and demonstrating techniques.
3. Best practices such as using multimedia, facilitating discussions, summarizing, and checking for understanding.
The goal is to equip participants to effectively plan, deliver, and facilitate their own training sessions.
This is a one day program for organizing, leading and facilitating effective teams. Participants will take part in a range of discussions, activities and exercises to learn the key elements needed for an effective and efficient team.
The document discusses team building and effective teamwork. It provides 12 tips for successful team building, characteristics of effective teams and team members, and qualities that make a team successful. It emphasizes that teamwork does not come naturally and requires commitment from all employees. Effective team leaders develop leadership in others and value each member's contributions to achieving shared goals.
The document is a presentation by four students, Nazish Verteji, Zarfain Nizar, Irfan Nizar, and Shehzad Anjum, to Ghulam Muhammad. It discusses internal and external motivation, tips for success such as letting go of the past and dreaming big dreams, a Winston Churchill quote about courage, and how leaders can motivate others through enthusiasm, common goals, hyping people up, and not tolerating slackers.
The document discusses several theories of motivation:
1. Frederick Taylor believed workers are motivated mainly by pay and breaking work into small repetitive tasks. However, this led to worker dissatisfaction.
2. Elton Mayo found workers are motivated by social factors like interaction and attention from managers.
3. Abraham Maslow's hierarchy of needs theory proposes workers must have lower level needs met like pay before pursuing higher needs like fulfillment.
4. Frederick Herzberg argued motivators like interesting work that provides responsibility are more effective than dissatisfiers like pay. Methods like job enrichment and empowerment can motivate.
Motivation PowerPoint Slides include topics such as: understanding needs vs. wants, factors for motivation, employee rewards, offering praise/recognition, types of motivation, job enrichment, the role of money and motivation, incentive programs, motivation ironies, boosting efficiency, 30 ways to motivate, Maslow's hierarchy, how to's and more. Slides can easily be tailored to your specific needs (make handouts, create overheads and use them with an LCD projector) and are available for license. 100+ PowerPoint presentation content slides. Each slide includes slide transitions, clipart and animation. System & Software Requirements: IBM or MAC and PowerPoint 97 or higher. You may use this product over and over again. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
Team Building PowerPoint Slides include topics such as: why teams work, building a team, reasons to create teams, structuring your team, developing effective teams, five intrinsic elements of teams, four stages of team development, team behaviors, team roles, 18 group building behaviors, overcoming common obstacles, responsibilities for team leadership, evaluating team performance, viewing the top teams, how to's and more. Slides can easily be tailored to your specific needs (make handouts, create overheads and use them with an LCD projector) and are available for license. 100+ PowerPoint presentation content slides. Each slide includes slide transitions, clipart and animation. System & Software Requirements: IBM or MAC and PowerPoint 97 or higher. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
Train The Trainer Power Point Presentationpreethi_madhan
This document provides guidance on various aspects of designing and delivering effective training, including needs assessment, objectives, content development, delivery methods, and evaluation. It discusses qualities of a good trainer, such as subject matter expertise, presentation skills, and the ability to engage trainees. Key steps in the training process are identified, such as analyzing training needs, designing the content and structure, developing materials, implementing the training, and evaluating outcomes. Factors that influence training design decisions are also addressed, such as the training goals, skills required, and learners' readiness.
Employer-sponsored learning takes place in the workplace and benefits both employees and employers. It occurs through various methods like apprenticeships, on-the-job training, quality circles, career development programs, and leadership development. The learning helps improve employee skills and competencies while advancing organizational goals. However, employer-sponsored learning programs must take care to avoid potential issues like discrimination, exclusion, favoritism, and lack of work-life balance.
Ahrd Presentation 2009 Maltbia And MarsickTemaltbia
Presentation on Team Leadership Coaching: Presenters - Dr. Maltbia & Dr. Marsick, Department of Organization and Leadership, Teachers College, Columbia University.
This document discusses employability skills. It defines employability skills as a set of transferable skills that include social behaviors and skills that can be applied in different situations. These skills are important for recruitment and competence in the workplace. The document outlines various employability skills models and lists common skills sought by employers, such as communication, teamwork, problem solving, and a positive attitude. It emphasizes the importance of self-assessment through skills audits to evaluate one's strengths and weaknesses. Developing employability skills involves experiential learning, reflecting on experiences, and creating a personal development plan.
1. ONGC is India's largest oil and gas company that has been actively involved in corporate social responsibility initiatives since its inception. It allocates 0.75% of annual net profits to socio-economic development programs.
2. ONGC undertakes various CSR activities at the corporate and local levels like disaster relief, education programs, healthcare, rural infrastructure development. It has also partnered with the government on initiatives like PURA to bridge the urban-rural divide.
3. ONGC received an international award for its CSR efforts in emerging economies, recognizing that such activities help companies improve relations with communities and build a sustainable brand image in the long run.
This document discusses the relationship between leadership theory and practice through four viewpoints:
1) Theory and practice are interrelated and inform each other through experience. Leaders should reflect on how their theories influence their actions.
2) Leadership requires self-awareness and is a social practice of identity. It is about both what leaders do and who they are.
3) There are many theories of leadership, so leaders should develop the leadership approach that works best for their organization through continuous learning and reflection.
4) Leadership development is most effective when it involves collective reflection on shared experiences, not just individual training, as leadership is a social phenomenon that impacts organizational development.
Executive coaching aims to develop managers' capabilities to achieve organizational goals through one-on-one interactions, feedback from multiple perspectives, and mutual trust between the coach, coachee, and organization. Recent studies found over 99% of respondents were satisfied with coaching experiences, and 83% felt coaching helped achieve goals. Coaching focuses on maximizing the manager's effectiveness through addressing specific performance gaps. Benefits include continuous attention, expanded thinking, self-awareness, accountability, and just-in-time learning. Through dialogue and feedback, coaching enhances decision-making, interpersonal skills, and confidence.
The document discusses the potential addition of executive coaching to the MBA experience to increase its transformational impact on graduates. It notes criticisms of traditional MBAs and signs they are addressing this. Executive coaching is introduced as a means to facilitate deeper learning around values and ethics. The Abu Dhabi context is discussed in terms of developing national leaders. Finally, the document proposes a mixed methods research study on providing executive coaching to MBA students to develop a new coaching model and address criticisms of traditional MBAs.
This document provides information about an organizational management capstone course titled "Leadership Priorities and Practice". The course requires students to reflect on insights gained from their studies and apply them to their work environment through a substantive paper. It aims to help students examine values and ethics in professional practices, evaluate situations from multiple perspectives, and apply problem-solving skills to integrate leadership theory with professional practice. The textbook and weekly learning objectives are also outlined.
Advanced Coaching: Accelerating the Journey from Good to Great - David PetersonIBC Coaching
The document discusses how easy it is to be a good coach but how difficult it is to become a great coach, requiring years of experience, rigorous practice, and the ability to adapt to complex situations. It also examines why learning is easier than facilitating real-world change and the cognitive and neurological factors that make developing mastery-level coaching expertise such a challenge. The document argues that clients are likely to see better outcomes working with a coach who has achieved greatness rather than one who remains good.
About Corporate Wisdom, Bio and Clientskristahenley
Krista Henley is a leadership coach and organizational consultant who founded Corporate Wisdom. She has over 20 years of experience coaching executives and facilitating leadership training. Her areas of expertise include leadership development, team building, and business consulting. She provides coaching to individuals and teams to improve interpersonal skills, reduce conflicts, and enhance performance. Some of her clients include HP, Cisco, Intel, and Stanford University. She aims to help clients strengthen skills in communication, conflict resolution, and achieving goals through experiential learning approaches.
This document provides an overview of a workshop on enquiry-based, experiential learning. The workshop aims to explore a range of practices related to situated teaching and support several learning outcomes related to identifying and applying enquiry-based techniques. The workshop agenda includes presentations, open discussions, design exercises, and opportunities to practice hands-on techniques. Key themes that will be explored are enquiry-based learning, experiential learning, and situated learning. Examples of approaches that will be discussed include action learning, action research, project-based learning, and problem-based learning. Criteria for evaluating practices, such as scholarship models and professional standards frameworks, will also be examined.
Using coaching skills to improve the use of learning technologiesscbetts
This document outlines a workshop on using coaching skills to support engagement with learning technologies. The workshop objectives are to help participants identify challenges, reflect on their coaching skills, learn coaching techniques like questioning and listening, and consider how to apply these skills in their roles. Various activities are described to help participants practice coaching, including setting goals, considering options, and planning next steps. Key coaching models like GROW and techniques for effective questioning and listening are also covered.
This document discusses training need analysis and the philosophy of training. It describes three types of analysis used to identify training needs: organizational analysis which examines objectives, resource use, and the environment; task or role analysis which examines individual jobs; and manpower analysis which focuses on individual employees. It also outlines key learning principles for effective training, including modelling desired behaviors, motivating employees by making training relevant, and reinforcing desired behaviors through rewards.
Type Mapping recognizes that we do not exist in isolation
– we live and breathe in a system or network of interactions.
It has extended Jung’s ideas to map four important
domains – personal preferences, contextual challenge,
current behavior and personal aspirations. Type Mapping
provides a way to chart the important elements that contribute
to personal performance, and team and organizational
performance, using a powerful and integrated model.
It effectively becomes a process in which each intervention
builds on what went before, thus maximizing and extending
learning over time.
This course does much more than teach you to use a single
questionnaire; it helps to bring the whole approach alive
and will assist you in applying Psychological Type to the
broader issues of motivation and self-development, as well
as its implications for work and team issues – the basis of
‘Type Mapping’. You will learn approaches and techniques
which link theory to practice and use different ‘lenses’
such as Learning Styles, Life Functions, Team Roles and
Temperament. You will also obtain access to online and
paper based Type assessments and a suite of easy-to-use
computer generated reports.
This document provides an overview of a professional development conference session on becoming an effective supervisor. The session goals are to identify principles of inclusive supervision, define the purpose and functions of supervision, and describe the roles and responsibilities of supervisors and supervisees. The agenda includes discussing guidance for supervision practice, the supervisor-supervisee relationship, and competencies for supervisors.
Genesis Group China - Leadership development keynote 2013Chris Jansen
This is a presentation that I have just made at four large HR forums in Beijing, Shanghai, Nanjing and Guangshou in China. As you can see on the slides it was all translated into Mandarin as the audience of 300 were all Chinese speakers. What a wonderfully rich cultural experience!
Leading questions: Leading Answers: Sue Leather & Andy Hockley IATEFL 2013Sue Leather
What qualities and skills do educational leaders need? How can these skills best be developed online? This interactive presentation looks at the development of an online course in leadership and teamwork for project managers and other leaders. It analyses the decisions we took in identifying the key competences, in devising a teaching/learning approach, and in combining the two.
Krista Henley and Rossella Derickson of Corporate Wisdom offer group coaching labs and individual/team coaching. The group coaching labs consist of 4 modules aimed at improving interpersonal and team skills: Communicating Effectively, Reducing Conflict, Building Teamwork, and Coaching Direct Reports. Each module is 2 hours and uses experiential techniques like role plays. Individual/team coaching assesses a person's leadership strengths and development areas through 360 feedback and interviews. Approximately 10 coaching sessions are provided to help clients improve performance in 3-5 priority goals set with their manager. Coaching benefits rising stars, senior managers lacking interpersonal skills, and those creating conflict in an organization.
This document provides an overview of the course "PGDBA101 Strategic Leadership and Management Skills". It covers 4 themes: influence and power, motivation, communication, and teams. For each theme, it outlines relevant theories, models, and concepts. It also provides learning objectives and examples of companies that demonstrate each theme. The goal is to examine how leadership influences others, theories of workplace behavior, aspects of organizational communication, and the significance of teams.
This document provides the course syllabus for the Administrative Process and Human Behavior in Organization course offered at Romblon State University. The syllabus outlines the course objectives, content, evaluation methods, and requirements. Over the course of 15 units, students will learn about topics like organizational behavior, leadership, motivation, decision-making, and change management through group discussions, activities, and case studies. Students will be evaluated based on their participation, examinations, and a research output submitted in a bound report covering their analyses of assigned topics and songs. The syllabus aims to help students understand human behavior in organizations using experiential learning pedagogy.
1. Learning from Experience Through the Executive
Coaching Competencies of Listening and Questioning:
Reviewing Literature to Inform Practice and Future Research
Symposium 34: Learning, Collaboration & Problem Solving
Terrence Maltbia, Rajashi Ghosh & Victoria Marsick
February 27, 2010
22. Learning from Experience Through the Executive
Coaching Competencies of Listening and Questioning:
Reviewing Literature to Inform Practice and Future Research
Symposium 34: Learning, Collaboration & Problem Solving
Terrence Maltbia, Rajashi Ghosh & Victoria Marsick
February 27, 2010