Mr. Jay Ladran sometimes also helps his clients draw up a resume. He may also conduct mock interviews and prepare his clients to give candid answers confidently
This document provides a summary of Chadwick W. Leonard's qualifications, including professional experience, education, and references. It summarizes his current role as Director of Education at Clarinda Academy, where he oversees academic, vocational and athletic programs, and previous teaching and coaching roles. It also lists his education credentials, including a Master's in Business Administration and Bachelor's in Physical Education, and references from professional contacts.
The document discusses a US immigrant and corporate hiring leader's views on education and recruiting. The leader believes fundamentals can only be learned through a college degree and that immersing students early in their college career allows organizations to shape them. When hiring, fit within the organization and a candidate's mindset are as important as skills. The leader advocates for internships to minimize new hire risks by testing organizational fit and understanding a candidate's beliefs before hiring.
Dharmesh Dalal is seeking a position that utilizes his MHRD degree and 8 years of experience in human resources and business development. He has worked as Head of Franchise and Business Development for Sun Infosystems, and was a lecturer at Bhagwan Mahavir Engineering and Technology. He has expertise in manpower planning, recruitment, compensation structures, and event coordination. His technical skills include programming languages like C++ and Java, as well as Microsoft Office suites.
A Foundational Analysis of Leadership to Guide Evolving LeadersRichard Fang
This was a one hour workshop presentation I prepared at the University of British Columbia Okanagan's annual Student Leadership Conference. The purpose of the presentation was to encourage the student leaders we had on campus to take a step back and reflect on what leadership meant to them and how to utilize their leadership style effectively.
This document discusses the importance of selection in leadership and outlines some common errors in the selection process. It describes selection as either "the beginning" of an employee's successful tenure or "the beginning of the end" if an improper selection is made. Some key points include:
- Replacing employees who leave can cost companies $10,000-$50,000 per person due to tangible costs like training, with total costs up to 24 times an employee's annual salary when intangible costs are considered.
- Common errors in selection include being too subjective, making decisions too soon, lack of accountability, not prioritizing selection, and not properly training those involved in the process.
- The goals of an effective selection
CORPORATE TRAINING, PROFESSIONAL & PERSONAL DEVELOPMENT FOR YOU, WHILE GIVING BACK & HELPING OTHERS BREAK OUT OF THE POVERTY CYCLE
Welcome to our Training Courses Online Site.
It is our intent and hope that we can increase education, personal & professional development & skills training globally.
By partnering with Government Departments, Large Organisation, SMEs & Individuals we are giving back to those who are unable to help themselves.
For each course that is purchased, we give a course to –
Grass Roots NGO / Missions Organisation
Individual who is working to improve the lives of others
Directly to a beneficiary who can’t afford it themselves
The training they undertake will better enable them with the work they are doing, or for the beneficiary directly in providing for themselves and family.
So, when you purchase a Course, not only are you improving yourself, you are also directly improving the lives of others.
GIVE * LEARN * GROW
Together, we can help make an impact on the poverty cycle.
This document discusses leadership through self-reliance. It notes that while many companies implement excellence programs, leadership is often a weak element. Traditional leadership styles involve telling subordinates what to do rather than developing trust. The document contrasts leadership with management and identifies problems organizations currently face like demotivated employees. It highlights the Toyota Production System as exemplifying respect for people. Self-reliance is described as being skilled, empowered, and goal-oriented. The Harada Method is presented as a systematic approach to goal setting and developing self-reliance in oneself and others through daily routines and coaching. The impact is seen as positive changes at the individual, organizational, family and societal levels.
Louisa is a Ghanaian Administrative Assistant pursuing an MBA in Employee Relations. She has a diploma in Media Studies and a degree in Human Resource Management. Louisa is currently taking online courses to improve her employability. She is a member of the Ghana Institute of Human Resource Management and SHRM Ghana. Louisa has strong communication, leadership, and problem-solving skills. Her goals are to work as a Head of HR for a multinational company or start her own HR consultancy firm.
This document provides a summary of Chadwick W. Leonard's qualifications, including professional experience, education, and references. It summarizes his current role as Director of Education at Clarinda Academy, where he oversees academic, vocational and athletic programs, and previous teaching and coaching roles. It also lists his education credentials, including a Master's in Business Administration and Bachelor's in Physical Education, and references from professional contacts.
The document discusses a US immigrant and corporate hiring leader's views on education and recruiting. The leader believes fundamentals can only be learned through a college degree and that immersing students early in their college career allows organizations to shape them. When hiring, fit within the organization and a candidate's mindset are as important as skills. The leader advocates for internships to minimize new hire risks by testing organizational fit and understanding a candidate's beliefs before hiring.
Dharmesh Dalal is seeking a position that utilizes his MHRD degree and 8 years of experience in human resources and business development. He has worked as Head of Franchise and Business Development for Sun Infosystems, and was a lecturer at Bhagwan Mahavir Engineering and Technology. He has expertise in manpower planning, recruitment, compensation structures, and event coordination. His technical skills include programming languages like C++ and Java, as well as Microsoft Office suites.
A Foundational Analysis of Leadership to Guide Evolving LeadersRichard Fang
This was a one hour workshop presentation I prepared at the University of British Columbia Okanagan's annual Student Leadership Conference. The purpose of the presentation was to encourage the student leaders we had on campus to take a step back and reflect on what leadership meant to them and how to utilize their leadership style effectively.
This document discusses the importance of selection in leadership and outlines some common errors in the selection process. It describes selection as either "the beginning" of an employee's successful tenure or "the beginning of the end" if an improper selection is made. Some key points include:
- Replacing employees who leave can cost companies $10,000-$50,000 per person due to tangible costs like training, with total costs up to 24 times an employee's annual salary when intangible costs are considered.
- Common errors in selection include being too subjective, making decisions too soon, lack of accountability, not prioritizing selection, and not properly training those involved in the process.
- The goals of an effective selection
CORPORATE TRAINING, PROFESSIONAL & PERSONAL DEVELOPMENT FOR YOU, WHILE GIVING BACK & HELPING OTHERS BREAK OUT OF THE POVERTY CYCLE
Welcome to our Training Courses Online Site.
It is our intent and hope that we can increase education, personal & professional development & skills training globally.
By partnering with Government Departments, Large Organisation, SMEs & Individuals we are giving back to those who are unable to help themselves.
For each course that is purchased, we give a course to –
Grass Roots NGO / Missions Organisation
Individual who is working to improve the lives of others
Directly to a beneficiary who can’t afford it themselves
The training they undertake will better enable them with the work they are doing, or for the beneficiary directly in providing for themselves and family.
So, when you purchase a Course, not only are you improving yourself, you are also directly improving the lives of others.
GIVE * LEARN * GROW
Together, we can help make an impact on the poverty cycle.
This document discusses leadership through self-reliance. It notes that while many companies implement excellence programs, leadership is often a weak element. Traditional leadership styles involve telling subordinates what to do rather than developing trust. The document contrasts leadership with management and identifies problems organizations currently face like demotivated employees. It highlights the Toyota Production System as exemplifying respect for people. Self-reliance is described as being skilled, empowered, and goal-oriented. The Harada Method is presented as a systematic approach to goal setting and developing self-reliance in oneself and others through daily routines and coaching. The impact is seen as positive changes at the individual, organizational, family and societal levels.
Louisa is a Ghanaian Administrative Assistant pursuing an MBA in Employee Relations. She has a diploma in Media Studies and a degree in Human Resource Management. Louisa is currently taking online courses to improve her employability. She is a member of the Ghana Institute of Human Resource Management and SHRM Ghana. Louisa has strong communication, leadership, and problem-solving skills. Her goals are to work as a Head of HR for a multinational company or start her own HR consultancy firm.
Success System - Its characteristics, how to build our success system and to maintain success.
Winning anything in life.
Undestanding dynamics of success.
Syed Faizan Qadri is seeking a challenging position in management. He has excellent communication skills and experience in finance and management from his BBA in Finance. He has internship experience at Jammu and Kashmir Bank researching working capital. He is dedicated to financial integrity and cost effectiveness for organizations.
Career counseling will be in high demand for the next 5 years as many people look for jobs and career transitions. Effective career counseling involves learning about the client through personality tests to understand them, then putting all the information together to help them. Clients see career counselors for a variety of reasons like work stress, job transitions, or losing their job. To be successful, career counselors must be good listeners, communicators, and analysts to assist their clients.
The concept of micro-teaching is focused on teaching under controlled conditions while focusing on a particular skill of teaching at a time. For personality development classes for teachers, visit - https://bit.ly/3zyZ2Qb
This document provides tips for motivating employees. It recommends that supervisors start each day positively by greeting employees and sharing goals. Supervisors should use simple words like "please" and "thank you" and provide regular feedback on performance. Both positive and constructive feedback are important, as is recognizing good work. Supervisors should also clearly communicate expectations and be consistent in addressing problems. Developing employees through training, performance meetings, and helping them achieve career goals can boost motivation. Regular communication of goals and policies also helps engage staff. Ultimately, supervisors are accountable for creating an environment where employees feel motivated.
Michelle Ornelas is seeking a human resources role that allows her to contribute to organizational success using her extensive HR experience. She has over 12 years of management experience and 18 years working in customer relations. Her background includes training, staffing, employee issues resolution, payroll, marketing, and identifying operational problems. She has a bachelor's degree in business management from Roosevelt University.
This document provides information on how to be favorably competitive on the job market. It discusses that career orientation is designed to prepare students for living and working through understanding their interests and strengths. The objectives are to gain career information and skills to experience career opportunities. It also discusses developing a career plan, managing careers within organizations, and lifelong career development processes. Additionally, it outlines skills, values, and attributes needed like education, experience, personality, and adaptability to market oneself favorably. These factors combine to influence one's competitiveness on the job market.
To motivate yourself towards a successful career requires a combination of factors including your own ambition, backed by love and inspiration from loved ones. It also involves understanding your own talents and skills, as relationships with close friends and family can provide motivation and inspiration to succeed. Participating in hobbies and interacting with others from different backgrounds can also help motivate your career goals.
Contact us on: https://api.whatsapp.com/send?phone=+919425064957
It's an overview of our company - iMPACT Educare & Traqining P. Ltd. We are focused to provide Life Coaching & Career Counselling. Our team comprises of Experts from cross-field backgrounds and approx. 30+ years of experience with a blend of Human Psychology.
Our team is based out of Indore, M.P., India.
Our offerings comprises of:
1. Psychometric tests for - Conflict Resolution, Economic Empowerment, Education Empowerment, Effective Communication, Emotional Intelligence, Entrepreneur Aptitude, Evaluate Your Life, Exam Anxiety, Happiness Windows, Motivational Needs, Personal Effectiveness, Self Control, Self Esteem & Time Management
2. One-on-one sessions - both online & in-person for: Adolescence Issues, Anger, Anxiety, Assertiveness, CareIer & Work Issues, Career Guidance, Decision Making, Divorce & Separation, Examination Stress/Fear, Emotions, Failure, Fears, Goal Setting & Getting, Grief & Loss, Guilt, Jealousy, Loneliness, Marital Issues, Parenting, Personal Growth, Relationship Issues, Self-Esteem & Stress Management
3. Life time access to webinars related to critical issues in one's life like - Motivation, Acceptance, Mindfulness, Behavior Skills, Communication, etc
We bring you an assurance of being there no matter what the issue is. Just believe in yourself and if you are doubting that, we are here to rejuvenate your believe in yourself.
For more details please contact us on: https://api.whatsapp.com/send?phone=+919425064957
This document provides techniques for effective one minute management. It discusses managing stress levels and increasing productivity through setting clear and concise goals that can be reviewed daily. It emphasizes catching employees doing things right through brief and sincere praise to reinforce their abilities. Reprimands should also be delivered privately and focus on the action, not the person, while reinforcing confidence in the employee's abilities. The best use of time is investing in people.
Employee motivation describes how committed an employee is to his job, how engaged he feels with the company's goals and how empowered he feels in his daily work. Job motivation can be extrinsic or intrinsic, meaning an employee's motivating factors can come from internal or external sources. An extrinsically motivated employee wants to work well to gain praise, recognition or some financial reward from the company
This document provides an overview of motivation and morale in the workplace. It discusses definitions of motivation, intrinsic and extrinsic motivation, and examples of motivation scales. Sources of job motivation are explored, as are drives for motivation and elements needed for motivation. Leadership and its relationship to motivation are examined. Strategies for developing employee motivation and practices to inspire motivation are presented. Theories of motivation such as expectancy theory, self-determination theory, and equity theory are summarized. Case studies and questions are provided.
This document discusses professional development tools and strategies to enhance nonprofit careers. It summarizes findings from a 2013 needs assessment of Michigan nonprofits, which found that the top training needs were board training, program evaluation, and technology/communications. Nonprofits preferred workshops that were half a day or less and located within 50 miles. The document recommends that professional development be offered in shorter segments, be relevant to both individual needs and sector standards, and consider a more comprehensive approach incorporating on-the-job learning and relationships. It introduces a talent development platform and competency model to help nonprofits develop professional development goals and evaluate outcomes.
An effective mentoring program supports leadership development and healthy workplace relationships. It fosters succession planning and requires management and employee commitment. The presentation defines mentoring, distinguishes it from coaching, and outlines the importance for organizations, mentors, and mentees. It discusses characteristics of effective mentoring relationships and roles of mentors in providing guidance, sharing experience, and helping mentees understand organizational culture. The presentation provides templates for mentoring sessions and answers frequently asked questions about establishing and evaluating successful mentoring relationships.
Mohammed Sayed is a South African national currently working as a Senior Recruiter at Ignition Group. He has over 15 years of experience in recruitment and human resources. Sayed holds qualifications in English, Afrikaans, business economics, accounting, and economics. He is proficient in Microsoft Office applications and has additional training in first aid, fire safety, and health and safety. Sayed's career includes positions as a Recruitment Manager, Recruitment Officer, Sales Trainer, and Sales Manager. He is dedicated, honest, and passionate with strong communication and relationship building skills.
New Leadership for Management Education meetasengupta
This document discusses the need to revitalize management education through leadership, engagement, and sustainability. It identifies several central challenges facing management schools, including regulations that limit autonomy and attracting and retaining top faculty. A crisis of identity is described, with schools questioning their role and purpose. The document calls for new leadership with a vision for strategic purpose using multidisciplinary and networked approaches. It argues management education must transition from being content-driven to engagement-driven to achieve sustainable and socially impactful leadership.
The document discusses organizational culture and socialization. It defines organizational culture as shared implicit assumptions that guide how an organization operates. New employees learn the culture through socialization, which involves four phases - prearrival, encounter, change and acquisition, and metamorphosis. Socialization tactics can be collective or individual, formal or informal. Mentoring plays an important role in socialization, with mentors providing career and psychosocial support to their protégés. Effective mentoring networks are diverse and allow for developmental relationships in multiple systems.
The document discusses using social media and traditional networking effectively to find job candidates. It provides 5 rules for social media recruiting: don't just share jobs, have conversations, align career and corporate brands, build talent communities where your audience is, and remember it is still evolving. It also includes examples of job descriptions for a Recruiting Manager and Financial Consultant position.
The document defines employee passion as a positive emotional state that drives attitudes and behaviors like discretionary effort, commitment, performance, and satisfaction. It is influenced by factors such as meaningful work, collaboration, fairness, autonomy, recognition, growth opportunities, and connectedness with leaders and colleagues.
Diligence refers to being hardworking and industrious. To learn diligence, one should be conscious of time, work carefully, volunteer for challenges, pay attention to details, control emotions, and emulate diligent role models.
The presentation provides an overview of employee passion, what influences it, how to develop diligence, and concludes with thanking the audience.
Mentoring Practices and Principles for Growing Students to be Successful Busi...ACBSP Global Accreditation
Identifying solutions to creating and training professional and ethical business leaders’ from student populations continues to be a challenge. This study presents promising and practical solutions using a model based on research and applications.
The document summarizes the Fourth Annual Student Employee of the Year ceremony at Lamar University. It recognizes 12 outstanding student employees who were nominated by their supervisors. The ceremony highlights the important role of student employment in helping students gain valuable skills and experience. Jessica Gillispie is announced as the 2012 Student Employee of the Year for her exceptional work and accomplishments both on and off campus.
lesson 6 SS II Coaching & Mentoring.pptxclasshub4room
This document defines and compares coaching and mentoring. Coaching and mentoring are strategies that promote personal development and involve one-on-one communication to enhance skills, knowledge, or work performance. Coaching focuses on short-term goals, while mentoring emphasizes long-term development. Both use communication and questioning to facilitate growth, but mentoring also involves advocacy and role modeling.
Success System - Its characteristics, how to build our success system and to maintain success.
Winning anything in life.
Undestanding dynamics of success.
Syed Faizan Qadri is seeking a challenging position in management. He has excellent communication skills and experience in finance and management from his BBA in Finance. He has internship experience at Jammu and Kashmir Bank researching working capital. He is dedicated to financial integrity and cost effectiveness for organizations.
Career counseling will be in high demand for the next 5 years as many people look for jobs and career transitions. Effective career counseling involves learning about the client through personality tests to understand them, then putting all the information together to help them. Clients see career counselors for a variety of reasons like work stress, job transitions, or losing their job. To be successful, career counselors must be good listeners, communicators, and analysts to assist their clients.
The concept of micro-teaching is focused on teaching under controlled conditions while focusing on a particular skill of teaching at a time. For personality development classes for teachers, visit - https://bit.ly/3zyZ2Qb
This document provides tips for motivating employees. It recommends that supervisors start each day positively by greeting employees and sharing goals. Supervisors should use simple words like "please" and "thank you" and provide regular feedback on performance. Both positive and constructive feedback are important, as is recognizing good work. Supervisors should also clearly communicate expectations and be consistent in addressing problems. Developing employees through training, performance meetings, and helping them achieve career goals can boost motivation. Regular communication of goals and policies also helps engage staff. Ultimately, supervisors are accountable for creating an environment where employees feel motivated.
Michelle Ornelas is seeking a human resources role that allows her to contribute to organizational success using her extensive HR experience. She has over 12 years of management experience and 18 years working in customer relations. Her background includes training, staffing, employee issues resolution, payroll, marketing, and identifying operational problems. She has a bachelor's degree in business management from Roosevelt University.
This document provides information on how to be favorably competitive on the job market. It discusses that career orientation is designed to prepare students for living and working through understanding their interests and strengths. The objectives are to gain career information and skills to experience career opportunities. It also discusses developing a career plan, managing careers within organizations, and lifelong career development processes. Additionally, it outlines skills, values, and attributes needed like education, experience, personality, and adaptability to market oneself favorably. These factors combine to influence one's competitiveness on the job market.
To motivate yourself towards a successful career requires a combination of factors including your own ambition, backed by love and inspiration from loved ones. It also involves understanding your own talents and skills, as relationships with close friends and family can provide motivation and inspiration to succeed. Participating in hobbies and interacting with others from different backgrounds can also help motivate your career goals.
Contact us on: https://api.whatsapp.com/send?phone=+919425064957
It's an overview of our company - iMPACT Educare & Traqining P. Ltd. We are focused to provide Life Coaching & Career Counselling. Our team comprises of Experts from cross-field backgrounds and approx. 30+ years of experience with a blend of Human Psychology.
Our team is based out of Indore, M.P., India.
Our offerings comprises of:
1. Psychometric tests for - Conflict Resolution, Economic Empowerment, Education Empowerment, Effective Communication, Emotional Intelligence, Entrepreneur Aptitude, Evaluate Your Life, Exam Anxiety, Happiness Windows, Motivational Needs, Personal Effectiveness, Self Control, Self Esteem & Time Management
2. One-on-one sessions - both online & in-person for: Adolescence Issues, Anger, Anxiety, Assertiveness, CareIer & Work Issues, Career Guidance, Decision Making, Divorce & Separation, Examination Stress/Fear, Emotions, Failure, Fears, Goal Setting & Getting, Grief & Loss, Guilt, Jealousy, Loneliness, Marital Issues, Parenting, Personal Growth, Relationship Issues, Self-Esteem & Stress Management
3. Life time access to webinars related to critical issues in one's life like - Motivation, Acceptance, Mindfulness, Behavior Skills, Communication, etc
We bring you an assurance of being there no matter what the issue is. Just believe in yourself and if you are doubting that, we are here to rejuvenate your believe in yourself.
For more details please contact us on: https://api.whatsapp.com/send?phone=+919425064957
This document provides techniques for effective one minute management. It discusses managing stress levels and increasing productivity through setting clear and concise goals that can be reviewed daily. It emphasizes catching employees doing things right through brief and sincere praise to reinforce their abilities. Reprimands should also be delivered privately and focus on the action, not the person, while reinforcing confidence in the employee's abilities. The best use of time is investing in people.
Employee motivation describes how committed an employee is to his job, how engaged he feels with the company's goals and how empowered he feels in his daily work. Job motivation can be extrinsic or intrinsic, meaning an employee's motivating factors can come from internal or external sources. An extrinsically motivated employee wants to work well to gain praise, recognition or some financial reward from the company
This document provides an overview of motivation and morale in the workplace. It discusses definitions of motivation, intrinsic and extrinsic motivation, and examples of motivation scales. Sources of job motivation are explored, as are drives for motivation and elements needed for motivation. Leadership and its relationship to motivation are examined. Strategies for developing employee motivation and practices to inspire motivation are presented. Theories of motivation such as expectancy theory, self-determination theory, and equity theory are summarized. Case studies and questions are provided.
This document discusses professional development tools and strategies to enhance nonprofit careers. It summarizes findings from a 2013 needs assessment of Michigan nonprofits, which found that the top training needs were board training, program evaluation, and technology/communications. Nonprofits preferred workshops that were half a day or less and located within 50 miles. The document recommends that professional development be offered in shorter segments, be relevant to both individual needs and sector standards, and consider a more comprehensive approach incorporating on-the-job learning and relationships. It introduces a talent development platform and competency model to help nonprofits develop professional development goals and evaluate outcomes.
An effective mentoring program supports leadership development and healthy workplace relationships. It fosters succession planning and requires management and employee commitment. The presentation defines mentoring, distinguishes it from coaching, and outlines the importance for organizations, mentors, and mentees. It discusses characteristics of effective mentoring relationships and roles of mentors in providing guidance, sharing experience, and helping mentees understand organizational culture. The presentation provides templates for mentoring sessions and answers frequently asked questions about establishing and evaluating successful mentoring relationships.
Mohammed Sayed is a South African national currently working as a Senior Recruiter at Ignition Group. He has over 15 years of experience in recruitment and human resources. Sayed holds qualifications in English, Afrikaans, business economics, accounting, and economics. He is proficient in Microsoft Office applications and has additional training in first aid, fire safety, and health and safety. Sayed's career includes positions as a Recruitment Manager, Recruitment Officer, Sales Trainer, and Sales Manager. He is dedicated, honest, and passionate with strong communication and relationship building skills.
New Leadership for Management Education meetasengupta
This document discusses the need to revitalize management education through leadership, engagement, and sustainability. It identifies several central challenges facing management schools, including regulations that limit autonomy and attracting and retaining top faculty. A crisis of identity is described, with schools questioning their role and purpose. The document calls for new leadership with a vision for strategic purpose using multidisciplinary and networked approaches. It argues management education must transition from being content-driven to engagement-driven to achieve sustainable and socially impactful leadership.
The document discusses organizational culture and socialization. It defines organizational culture as shared implicit assumptions that guide how an organization operates. New employees learn the culture through socialization, which involves four phases - prearrival, encounter, change and acquisition, and metamorphosis. Socialization tactics can be collective or individual, formal or informal. Mentoring plays an important role in socialization, with mentors providing career and psychosocial support to their protégés. Effective mentoring networks are diverse and allow for developmental relationships in multiple systems.
The document discusses using social media and traditional networking effectively to find job candidates. It provides 5 rules for social media recruiting: don't just share jobs, have conversations, align career and corporate brands, build talent communities where your audience is, and remember it is still evolving. It also includes examples of job descriptions for a Recruiting Manager and Financial Consultant position.
The document defines employee passion as a positive emotional state that drives attitudes and behaviors like discretionary effort, commitment, performance, and satisfaction. It is influenced by factors such as meaningful work, collaboration, fairness, autonomy, recognition, growth opportunities, and connectedness with leaders and colleagues.
Diligence refers to being hardworking and industrious. To learn diligence, one should be conscious of time, work carefully, volunteer for challenges, pay attention to details, control emotions, and emulate diligent role models.
The presentation provides an overview of employee passion, what influences it, how to develop diligence, and concludes with thanking the audience.
Mentoring Practices and Principles for Growing Students to be Successful Busi...ACBSP Global Accreditation
Identifying solutions to creating and training professional and ethical business leaders’ from student populations continues to be a challenge. This study presents promising and practical solutions using a model based on research and applications.
The document summarizes the Fourth Annual Student Employee of the Year ceremony at Lamar University. It recognizes 12 outstanding student employees who were nominated by their supervisors. The ceremony highlights the important role of student employment in helping students gain valuable skills and experience. Jessica Gillispie is announced as the 2012 Student Employee of the Year for her exceptional work and accomplishments both on and off campus.
lesson 6 SS II Coaching & Mentoring.pptxclasshub4room
This document defines and compares coaching and mentoring. Coaching and mentoring are strategies that promote personal development and involve one-on-one communication to enhance skills, knowledge, or work performance. Coaching focuses on short-term goals, while mentoring emphasizes long-term development. Both use communication and questioning to facilitate growth, but mentoring also involves advocacy and role modeling.
The document provides information about mentoring programs at HMC-1 Administration Center for students. It discusses how mentors can help students succeed academically and personally by building relationships with them, participating in activities together, and helping with homework, career goals, and problems. Mentors are expected to meet with their student for one hour per week on school grounds. The document promotes the benefits of mentoring and outlines the application process for two mentoring programs - All-in Mentors and Big Brothers Big Sisters. Interested individuals are instructed to contact the program liaisons for next steps to become a mentor.
Mentoring and coaching are important roles for supervisors in an era of team science. Mentoring involves offering encouragement and sharing knowledge to assist mentees' careers, while coaching helps mentees discover their own paths to goals through questioning. Effective mentors and coaches adapt their approach based on a mentee's needs. When incorporating mentoring into team science, it is important to consider threats to individuals' identities and statuses. Hiring should evaluate candidates' values, performance abilities, and behavioral tendencies. Pre-tenure agreements can clarify expectations for early career scientists' participation in team projects. Motivating team identity involves finding where personal and institutional priorities overlap.
Joe Clark was recruited to turn around the failing Eastside High School. He took an authoritative approach, suspending hundreds of students and staff and implementing strict policies. His unconventional methods were controversial but succeeded in motivating students and dramatically improving test scores. Clark inspired the students and staff through his determination and leadership.
This document discusses the key differences between management and leadership and why both are important for running a successful business. It defines management as focusing on running day-to-day operations through people and processes, while leadership involves inspiring and guiding people towards achieving a shared vision. The document outlines differences in areas like mission, risk-taking, learning and communication styles. It emphasizes that strong businesses need both managers to execute plans and leaders to drive engagement. Case studies then demonstrate how to apply management and leadership skills depending on the situation.
The document discusses different leadership styles including democratic, autocratic, laissez-faire, strategic, transformational, transactional, coach-style, and bureaucratic. It notes that a democratic leader involves their team in decision making while an autocratic leader does not consider others' opinions. It recommends leaders understand themselves, observe other leaders, try different styles, find a mentor, get feedback, and take assessments to determine their preferred leadership style.
The document discusses the role of academic advising in universities. It outlines the responsibilities of academic advisors, such as helping students develop educational plans, monitoring their progress, and referring them to other resources when needed. It also presents the presenter's personal views on advising, which include showing concern for students and engaging in developmental advising. The presenter believes in taking a holistic approach and drawing from multiple theories to best understand and help each student succeed, given that no single theory can explain all student issues. Theories discussed include those relating to student development, motivation, and advising models.
We are the Team of young and potential professionals to provide guidance to students related career. We provide hundreds of careers options, multiple stream combinations and endless career paths. To help students choose their right path like the thousands of students we have helped.
Ravindra Pratap Singh
Co-Founder & Managing Director
Curiosity Classes
Ankico Eduventure Pvt. Ltd.
The document provides guidance for Rotarian counselors on how to effectively mentor and inspire exchange students. It emphasizes that counselors should establish regular contact, help students adapt to the local culture and language, and serve as advocates. However, a 2013 poll found many students had issues, including lack of contact with counselors. To be successful, counselors are advised to set clear goals, develop trust, act as a friend, provide positive encouragement, and foster a sense of belonging. Motivating students involves going the extra mile, having a good sense of humor, being respectful of different cultures, showing competence, genuineness and enthusiasm.
هناك العديد من نماذج القيادة إلا أن القيادة الموقفية تعتبر من النماذج الأوسع انتشاراً وتطبيقاً لدى العديد من المنظمات. حيث تستخدم القيادة الموقفية ويطلق عليها أيضاً (القيادة التكييفية) لتحسين وتطوير مهارات العاملين والتميز نحو السلوكيات الإيجابية المطلوبة في منشآت العمل المختلفة . وتعد القيادة التكيفية أداة عظيمة للاحتفاظ بالعاملين في حالة من التحفيز والالهام.
Dr. Edgar Blevins, Professor at Southern University and A&M College, presents on "Choosing Faculty Mentors & Finding 'Mentoring Communities' for Academic Success. For more information, please visit https://matc.unl.edu.
“A lot of people have gone further than they thought they could, because someone else thought they could.”
- Zig Ziglar, author
This primer is for those who are keen to mentor others.
Deliver presentation (Youth Leadership Programme): Charles Marriottkaleylemottee
DELIVER is a non-profit organization in South Africa that works to build leadership skills in students and educators. It has worked with over 600 people from 10 schools in the past 4 years. DELIVER believes that attitude is more important than aptitude, compassionate relationships drive success, and that people have the creativity to solve their own challenges. DELIVER aims to instill a mindset of leadership and life skills in youth to overcome feelings of alienation and lack of emotional intelligence that undermine performance. It does this through workshops and coaching over months that focus on self-reflection and leveraging personal strengths and resources. Graduates of the program report developing skills like responsibility, resilience, and confidence.
While choosing the Top CBSE School in Faridabad, you need to remember different necessities that you feel should be satisfied by the school.
http://www.hgsfaridabad.org/
The document discusses the Student Strengths Inventory (SSI), a non-cognitive assessment designed to help colleges identify at-risk students and develop student success interventions. The SSI measures six non-cognitive factors predictive of student success. It was found to be as effective as a previous assessment, ENGAGE, in identifying students at risk of poor academic performance after one semester. The SSI immediately provides students individualized feedback on their results, including recommendations and campus resources for each factor. Advisors will use SSI results to identify at-risk students and have discussions at advising sessions about improving study skills, course load, time management, and more. A list of campus resources will also be included in advisement materials provided
The document discusses the Student Strengths Inventory (SSI), a non-cognitive assessment designed to help colleges identify at-risk students and develop student success interventions. The SSI measures six non-cognitive factors predictive of student success. It was found to be as effective as a previous assessment, ENGAGE, in identifying students at risk of poor academic performance after one semester. The SSI provides individualized feedback to students on their strengths and areas for improvement. Advisors will use SSI results to identify at-risk students and discuss resources for improving the six factors during advising sessions.
This presentation was provided by Rebecca Benner, Ph.D., of the American Society of Anesthesiologists, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
A Visual Guide to 1 Samuel | A Tale of Two HeartsSteve Thomason
These slides walk through the story of 1 Samuel. Samuel is the last judge of Israel. The people reject God and want a king. Saul is anointed as the first king, but he is not a good king. David, the shepherd boy is anointed and Saul is envious of him. David shows honor while Saul continues to self destruct.
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
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إضغ بين إيديكم من أقوى الملازم التي صممتها
ملزمة تشريح الجهاز الهيكلي (نظري 3)
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تتميز هذهِ الملزمة بعِدة مُميزات :
1- مُترجمة ترجمة تُناسب جميع المستويات
2- تحتوي على 78 رسم توضيحي لكل كلمة موجودة بالملزمة (لكل كلمة !!!!)
#فهم_ماكو_درخ
3- دقة الكتابة والصور عالية جداً جداً جداً
4- هُنالك بعض المعلومات تم توضيحها بشكل تفصيلي جداً (تُعتبر لدى الطالب أو الطالبة بإنها معلومات مُبهمة ومع ذلك تم توضيح هذهِ المعلومات المُبهمة بشكل تفصيلي جداً
5- الملزمة تشرح نفسها ب نفسها بس تكلك تعال اقراني
6- تحتوي الملزمة في اول سلايد على خارطة تتضمن جميع تفرُعات معلومات الجهاز الهيكلي المذكورة في هذهِ الملزمة
واخيراً هذهِ الملزمة حلالٌ عليكم وإتمنى منكم إن تدعولي بالخير والصحة والعافية فقط
كل التوفيق زملائي وزميلاتي ، زميلكم محمد الذهبي 💊💊
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How Barcodes Can Be Leveraged Within Odoo 17Celine George
In this presentation, we will explore how barcodes can be leveraged within Odoo 17 to streamline our manufacturing processes. We will cover the configuration steps, how to utilize barcodes in different manufacturing scenarios, and the overall benefits of implementing this technology.
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
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!"
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
2. Needs For Career Guide
• A student-oriented field demands a lot of qualities.
• Patience, compassion and also swiftness are few of them.
• Today’s students are more concerned and worried about their future than earlier
times.
• When they seek help to deal with any of their conflicts, they usually expect a quick
solution.
• Being a career guide, one has to be prepared to handle such a situation and deliver
to such demands.
4. Career Guidance By Jay Ladran
• Jay Ramos Ladran has worked as a career guide for students for many years.
• He has a lot of experience in understanding the needs of students and
suggesting optimum college programs and career options to them.
• As a career counselor, Mr. Jay Ladran has to stay updated with the latest courses
and careers coming up.
• He also has to work hard to assess the vision and capacities of his clients.
• He can suggest the options which are best and most feasible to them
5. • Mr. Jay Ladran has to establish a connection between a sponsor and a student
who is in need of financial help.
• He arranges for such exchanges and also facilitates the development of
personal traits of students inside the classroom.
• He works on personality development, enhancing leadership qualities and
also teaching students to indulge in healthy competition.
• He believes that good leadership qualities go a long way in creating a good
impression on senior members of an organization.