Description of the Coaching Development Model for Baseball Canada covering coaches in the Introduction to Competition context (primarily ages 9 to 14). It includes the requirements for participation at 2009 Nationals
This document discusses the role of HR in developing an agile organization and outlines a case study for competency mapping. It describes competency mapping as identifying the key competencies within each business unit and developing detailed definitions and behavioral indicators for measurement. A multi-sprint approach was used where competencies were identified, defined, and measurement approaches developed in iterative sprints with retrospection. The goal is to assess all employees against the core competencies to identify development needs and support performance management. The program has been successfully implemented for delivery functions and will be expanded to support functions.
The document discusses the role of PGA professionals in golf clubs and facilities. It notes that surveys have found that closer collaboration between clubs and pros can increase membership and revenue. The owners' view is that pros are important for driving revenue through relationship management and touchpoints. The pros should be integrated into the club structure. The commercial view is that pros should be "rainmakers" by creating more golf at the club and improving golfers' enjoyment. It asks how pros can help with recruitment, retention, events, non-golfers, and more. It discusses identifying the right pro for each facility based on its needs and drivers.
There is an opportunity to build your own training business by partnering with a talent management solution provider. The provider develops training content and programs in areas like sales, customer service, soft skills and management. Partners can promote the provider's existing training content and programs, or develop new customized content and training programs for clients. Successful partners will receive 25% of the revenue generated from their promoted content, programs, or client acquisition. Interested individuals should contact the provider via email, phone, or website to learn more about partnership opportunities as a trainer, content developer, or business developer.
Capt BJ Singh is a master trainer with 30 years of experience in performance enhancement training. He has a background in the Indian Army and has worked with many top training companies. He has trained over 10,000 executives and managers from entry level to CEOs. Currently, he runs Absolute Training Solutions in India and Dubai, focusing on soft skills and business training.
The document provides information on America's Golf Team (AGT), a player development initiative to grow participation in golf. AGT offers coaching programs at various levels from beginners to elite competition. The goal is to provide an affordable pathway for players of all abilities to receive coaching and compete. Benefits for players include financial assistance and access to college recruiting.
How to form agile teams talks about the fundamental characteristics of high performing teams, and how to influence the team environment and selection in order to initiate a team for success.
Description of the Coaching Development Model for Baseball Canada covering coaches in the Introduction to Competition context (primarily ages 9 to 14). It includes the requirements for participation at 2009 Nationals
This document discusses the role of HR in developing an agile organization and outlines a case study for competency mapping. It describes competency mapping as identifying the key competencies within each business unit and developing detailed definitions and behavioral indicators for measurement. A multi-sprint approach was used where competencies were identified, defined, and measurement approaches developed in iterative sprints with retrospection. The goal is to assess all employees against the core competencies to identify development needs and support performance management. The program has been successfully implemented for delivery functions and will be expanded to support functions.
The document discusses the role of PGA professionals in golf clubs and facilities. It notes that surveys have found that closer collaboration between clubs and pros can increase membership and revenue. The owners' view is that pros are important for driving revenue through relationship management and touchpoints. The pros should be integrated into the club structure. The commercial view is that pros should be "rainmakers" by creating more golf at the club and improving golfers' enjoyment. It asks how pros can help with recruitment, retention, events, non-golfers, and more. It discusses identifying the right pro for each facility based on its needs and drivers.
There is an opportunity to build your own training business by partnering with a talent management solution provider. The provider develops training content and programs in areas like sales, customer service, soft skills and management. Partners can promote the provider's existing training content and programs, or develop new customized content and training programs for clients. Successful partners will receive 25% of the revenue generated from their promoted content, programs, or client acquisition. Interested individuals should contact the provider via email, phone, or website to learn more about partnership opportunities as a trainer, content developer, or business developer.
Capt BJ Singh is a master trainer with 30 years of experience in performance enhancement training. He has a background in the Indian Army and has worked with many top training companies. He has trained over 10,000 executives and managers from entry level to CEOs. Currently, he runs Absolute Training Solutions in India and Dubai, focusing on soft skills and business training.
The document provides information on America's Golf Team (AGT), a player development initiative to grow participation in golf. AGT offers coaching programs at various levels from beginners to elite competition. The goal is to provide an affordable pathway for players of all abilities to receive coaching and compete. Benefits for players include financial assistance and access to college recruiting.
How to form agile teams talks about the fundamental characteristics of high performing teams, and how to influence the team environment and selection in order to initiate a team for success.
‘TAS’ is a ‘Professional Employer Organization’ to take care of your HR needs so that you can concentrate on your core objective. In-depth experience and expertise in recruitment support, learning & development, employee data services and temp staff payroll management.
The document provides an overview of Varnaaz Technologies, an Indian training company. It discusses Varnaaz's philosophy, vision, and services. Varnaaz offers corporate training programs in various technologies like cloud computing, big data, mobile applications, and Microsoft products. It also provides training programs for individuals and partners with academic institutions. The document highlights Varnaaz's strengths like experience, certified trainers, value-based pricing, and current clients. It includes case studies demonstrating the impact of Varnaaz's training programs.
This document is a group assignment submitted by students for their Human Resource Management course. It discusses recommendations for improving an organization's human resource situation.
The organization needs strategic changes to remain competitive and improve operations. However, recent hires have not been effective and existing employee morale is low. The recommendations are to right match people to jobs, establish clear HR policies, and reorient employees through training. Specific employees would be given new responsibilities, salaries would be adjusted based on performance and skills development, and targeted training is outlined. The changes aim to address organizational needs by optimizing the existing workforce.
The document describes a Campus to Corporate (C2C) training program for new graduates and professionals. The objective of the program is to accelerate the adjustment of new hires to corporate life by developing behavioral and soft skills over 5 days. The program covers topics like communication, teamwork, problem solving, time management and professional etiquette through activities like role plays, exercises and case studies. It is delivered by Smart Wave, a management consulting firm to clients in both public and private sectors. The standard fee for the program is Rs. 50,000 per day plus taxes.
This document outlines a proposal to implement Microsoft SharePoint at Integrated Service Solutions (ISS) to improve how the company provides HR training to employees. It discusses ISS's goals of streamlining processes and improving productivity, knowledge, and satisfaction. The project would involve setting up a SharePoint server to host training modules and developing a security plan. Key milestones and timelines are provided. Success would be measured by on-time and on-budget completion and positive employee feedback after implementation.
Phanidhar Palakoti has over 18 years of experience in information technology, including 10+ years at Microsoft handling presales, delivery, and leadership roles. He has extensive experience managing presales for products and consulting services across multiple industries. At Microsoft, he led presales for consulting services, established a worldwide presales engine for Office 365 consulting, and managed relationships with large customers and partners.
The document describes the features and benefits of the Pinnacle Corporate Suite learning management system. It provides tools for employee development like assessments, feedback, and learning plans to help retain employees, reduce turnover, and align workforce development with organizational goals. The system offers robust administrative management features, reporting and analytics, and can integrate with other systems. It aims to empower employees and enable dynamic talent development.
Training House provides corporate training and consulting services. It has experienced industry practitioners as faculty who use real-life examples. It offers a wide range of topics including project management, IT service management, technology, and soft skills. Training House engages with clients through customized training programs and aims to help participants apply their learning.
The document compares the jobs and competencies of 4 human resource developers (HRDs) from different organizations. It finds that while the HRDs' areas of expertise and competencies differ based on the characteristics of their projects and roles, they all require strong interpersonal, business, and adaptability skills. Specifically, business HRDs focus more on engaging employees and spreading their organization's values, while non-business HRDs plan and manage projects. The study concludes that university students should gain diverse experience through internships to develop common competencies needed for HRD careers.
This document discusses a project by the Chartered Society of Physiotherapy (CSP) to strengthen continuing professional development (CPD) support for newly qualified physiotherapists. The project involved understanding their needs, identifying solutions like learning champions and digital resources, and implementing those solutions. Products developed included guidance, tools, and examples tailored for different experience levels. Marketing utilized branding, online promotion, and tangible items to engage members and get the message out about the new CPD resources.
Lean As A Driver For Change And Cost Reduction At Kbc Ict Jan MennensJan Mennens
KBC Bank implemented a large-scale Lean transformation program to drive efficiency and cost reduction. They started by building an internal Lean coaching team and conducting top-down analysis to identify focus areas. Key Lean tools like visual management, daily stand-up meetings, and Kaizen events were deployed across business units. A three-phase implementation approach focused on creating awareness, building understanding, and developing capability. Early results included 12-50% improvement in various processes. Tracking metrics like Lean maturity scores and generated cost savings indicated the program was on track. Lessons learned emphasized Lean as a long-term way of working and the importance of top-down support and bottom-up implementation.
An Internationally accredited Leadership Diploma Program in collaboration with Nova Southeastern University, Fischler School of Education & Human Services, USA. Earning three (3) credits towards either: Doctoral Degree program, M. S. In Leadership Degree Program, or ILGE\\’s new Global Executive MBA (GEMBA) in Entrepreneurial Leadership and Change Degree Program. Program also credited towards ILGE\\’s Senior Level Executive Diploma Program and International CEU credits awarded as well.
This dynamic and challenging workshop focuses on the critical strategic leadership skills required for encouraging and sustaining positive organizational change. Focus will be on fostering a culture of quality and excellence resulting in more critical breakthrough thinking, energy and motivation, and sustained productivity of individuals and teams. You participate through simulations, interactive exercises and discussions to learn how to apply the powerful models to enhance personal and organizational performance outcomes. You will evaluate and benchmark your strategic leadership profile and its effectiveness as it relates to productivity, motivation, unit and job effectiveness, relations to higher-ups, and satisfaction. You will also assess yourself through the powerful “Strategic Leadership Styles Instrument (SLSI)”. Core senior-level executive competencies focused on include: strategic leadership, systems thinking, planning and change, full-spectrum whole brain thinking and analysis, and creativity and innovation.
Lean Management for Breakthrough Results is designed to help manufacturing, service and government organizations apply the five principles of Lean to streamline operations, cut costs and enhance value. Unlike other Lean programs, our specialist training series offers a comprehensive Lean education that turns beginners into experts in four 2-day workshops.
This series includes all four training workshops below, plus luxury hotel accommodations in Dubai!
This document discusses various restorative justice and relationship building programs at a school including conferencing, circles, mediation, peer mediation, referral review, and relationship building training. It notes successes in some areas, ongoing needs like additional training, recruitment, and support. Implementing restorative practices more fully and building capacity district-wide is an ongoing goal.
Skillworx provides tailored training courses to meet clients' unique needs, both at clients' premises and in open public courses. Training programs are designed based on learning styles and ensure skills are replicated on the job. A wide range of topics are covered, including management, leadership, communication, and specific skills. Modular programs can be customized to meet individual or business needs. Highly skilled facilitators use practical methods to ensure learning is processed and implemented.
The DTCC Learning Certification program establishes standards of competency for customers in using DTCC services like settlement, clearance, and securities processing. The multi-step certification process involves an organizational needs assessment, self-study, coaching, examinations, and provides benefits like career development, succession planning, and expertise in DTCC processes. Certification can help firms with issues like unnecessary fees or lack of in-house knowledge. Both organizations and individuals gain leadership opportunities through the customized certification solutions.
Don’t miss the opportunity of the year happening in one of the world’s most dynamic cities. You are guaranteed a transformation in mind-set, 21st century leadership competencies, and roadmap to peak performance by attending two very unique immersion Programs coming to Dubai.
They are combined for the first time to present half of ILGE’s flagship - Senior Level Executive Diploma Program during the same week.
Join us for "Leadership Skills for the 21st Century" - October 15-16, Dubai, UAE. Part of ILGE’s Senior Level Executive Diploma Program.
followed by the second program -
Transformational Leadership and Change Oct. 17-20, 2012. Dubai, UAE. Part of ILGE’s Senior Level Executive Diploma Program.
Children 5-11 Years
Essential Skills & Experience Required
Basic Knowledge / Understanding of:
- LTPD principles
Ability / Willingness to:
- Assist in the delivery of coaching sessions that will enable
children to achieve their potential & personal goals
- Work under supervision, in a team environment
- Organise small groups safely
- Communicate clearly & appropriately
- Influence, enthuse & motivate children
ROLE & ESSENTIAL DESIRABLE ESSENTIAL DESIRABLE SUPPORTING COACHING HOME
DESCRIPTOR SKILLS & SKILLS & QUALIFICATIONS QUALIFICATIONS
The document provides information on developing young pitchers, including recommended mechanics and drills. It outlines a 5-step pitching process: 1) rocker step, 2) pivot, 3) leg lift, 4) landing, and 5) throw. It also discusses proper setup, grips for different pitches, and drills to work on mechanics. The overall message is that following a process and plan for pitching, while keeping things positive and fun, can lead to successful results.
The document discusses coaching baseball and involves conditioning players, teaching techniques for hitting, pitching, fielding, and developing strategies. The author presents on these topics and describes conducting a baseball clinic for children to demonstrate fielding, throwing, base running, and catching techniques.
This document provides an overview of catching fundamentals and drills for a baseball catching clinic. It discusses the key responsibilities of a catcher, including catching, blocking, throwing, fielding bunts and pop ups, and directing the defense. It recommends selecting athletic, decisive leaders as catchers. Proper catching gear fitting is outlined. Drills are described for throwing, blocking, fielding bunts and pop ups, and receiving pitches. Video demonstrations will also be shown.
‘TAS’ is a ‘Professional Employer Organization’ to take care of your HR needs so that you can concentrate on your core objective. In-depth experience and expertise in recruitment support, learning & development, employee data services and temp staff payroll management.
The document provides an overview of Varnaaz Technologies, an Indian training company. It discusses Varnaaz's philosophy, vision, and services. Varnaaz offers corporate training programs in various technologies like cloud computing, big data, mobile applications, and Microsoft products. It also provides training programs for individuals and partners with academic institutions. The document highlights Varnaaz's strengths like experience, certified trainers, value-based pricing, and current clients. It includes case studies demonstrating the impact of Varnaaz's training programs.
This document is a group assignment submitted by students for their Human Resource Management course. It discusses recommendations for improving an organization's human resource situation.
The organization needs strategic changes to remain competitive and improve operations. However, recent hires have not been effective and existing employee morale is low. The recommendations are to right match people to jobs, establish clear HR policies, and reorient employees through training. Specific employees would be given new responsibilities, salaries would be adjusted based on performance and skills development, and targeted training is outlined. The changes aim to address organizational needs by optimizing the existing workforce.
The document describes a Campus to Corporate (C2C) training program for new graduates and professionals. The objective of the program is to accelerate the adjustment of new hires to corporate life by developing behavioral and soft skills over 5 days. The program covers topics like communication, teamwork, problem solving, time management and professional etiquette through activities like role plays, exercises and case studies. It is delivered by Smart Wave, a management consulting firm to clients in both public and private sectors. The standard fee for the program is Rs. 50,000 per day plus taxes.
This document outlines a proposal to implement Microsoft SharePoint at Integrated Service Solutions (ISS) to improve how the company provides HR training to employees. It discusses ISS's goals of streamlining processes and improving productivity, knowledge, and satisfaction. The project would involve setting up a SharePoint server to host training modules and developing a security plan. Key milestones and timelines are provided. Success would be measured by on-time and on-budget completion and positive employee feedback after implementation.
Phanidhar Palakoti has over 18 years of experience in information technology, including 10+ years at Microsoft handling presales, delivery, and leadership roles. He has extensive experience managing presales for products and consulting services across multiple industries. At Microsoft, he led presales for consulting services, established a worldwide presales engine for Office 365 consulting, and managed relationships with large customers and partners.
The document describes the features and benefits of the Pinnacle Corporate Suite learning management system. It provides tools for employee development like assessments, feedback, and learning plans to help retain employees, reduce turnover, and align workforce development with organizational goals. The system offers robust administrative management features, reporting and analytics, and can integrate with other systems. It aims to empower employees and enable dynamic talent development.
Training House provides corporate training and consulting services. It has experienced industry practitioners as faculty who use real-life examples. It offers a wide range of topics including project management, IT service management, technology, and soft skills. Training House engages with clients through customized training programs and aims to help participants apply their learning.
The document compares the jobs and competencies of 4 human resource developers (HRDs) from different organizations. It finds that while the HRDs' areas of expertise and competencies differ based on the characteristics of their projects and roles, they all require strong interpersonal, business, and adaptability skills. Specifically, business HRDs focus more on engaging employees and spreading their organization's values, while non-business HRDs plan and manage projects. The study concludes that university students should gain diverse experience through internships to develop common competencies needed for HRD careers.
This document discusses a project by the Chartered Society of Physiotherapy (CSP) to strengthen continuing professional development (CPD) support for newly qualified physiotherapists. The project involved understanding their needs, identifying solutions like learning champions and digital resources, and implementing those solutions. Products developed included guidance, tools, and examples tailored for different experience levels. Marketing utilized branding, online promotion, and tangible items to engage members and get the message out about the new CPD resources.
Lean As A Driver For Change And Cost Reduction At Kbc Ict Jan MennensJan Mennens
KBC Bank implemented a large-scale Lean transformation program to drive efficiency and cost reduction. They started by building an internal Lean coaching team and conducting top-down analysis to identify focus areas. Key Lean tools like visual management, daily stand-up meetings, and Kaizen events were deployed across business units. A three-phase implementation approach focused on creating awareness, building understanding, and developing capability. Early results included 12-50% improvement in various processes. Tracking metrics like Lean maturity scores and generated cost savings indicated the program was on track. Lessons learned emphasized Lean as a long-term way of working and the importance of top-down support and bottom-up implementation.
An Internationally accredited Leadership Diploma Program in collaboration with Nova Southeastern University, Fischler School of Education & Human Services, USA. Earning three (3) credits towards either: Doctoral Degree program, M. S. In Leadership Degree Program, or ILGE\\’s new Global Executive MBA (GEMBA) in Entrepreneurial Leadership and Change Degree Program. Program also credited towards ILGE\\’s Senior Level Executive Diploma Program and International CEU credits awarded as well.
This dynamic and challenging workshop focuses on the critical strategic leadership skills required for encouraging and sustaining positive organizational change. Focus will be on fostering a culture of quality and excellence resulting in more critical breakthrough thinking, energy and motivation, and sustained productivity of individuals and teams. You participate through simulations, interactive exercises and discussions to learn how to apply the powerful models to enhance personal and organizational performance outcomes. You will evaluate and benchmark your strategic leadership profile and its effectiveness as it relates to productivity, motivation, unit and job effectiveness, relations to higher-ups, and satisfaction. You will also assess yourself through the powerful “Strategic Leadership Styles Instrument (SLSI)”. Core senior-level executive competencies focused on include: strategic leadership, systems thinking, planning and change, full-spectrum whole brain thinking and analysis, and creativity and innovation.
Lean Management for Breakthrough Results is designed to help manufacturing, service and government organizations apply the five principles of Lean to streamline operations, cut costs and enhance value. Unlike other Lean programs, our specialist training series offers a comprehensive Lean education that turns beginners into experts in four 2-day workshops.
This series includes all four training workshops below, plus luxury hotel accommodations in Dubai!
This document discusses various restorative justice and relationship building programs at a school including conferencing, circles, mediation, peer mediation, referral review, and relationship building training. It notes successes in some areas, ongoing needs like additional training, recruitment, and support. Implementing restorative practices more fully and building capacity district-wide is an ongoing goal.
Skillworx provides tailored training courses to meet clients' unique needs, both at clients' premises and in open public courses. Training programs are designed based on learning styles and ensure skills are replicated on the job. A wide range of topics are covered, including management, leadership, communication, and specific skills. Modular programs can be customized to meet individual or business needs. Highly skilled facilitators use practical methods to ensure learning is processed and implemented.
The DTCC Learning Certification program establishes standards of competency for customers in using DTCC services like settlement, clearance, and securities processing. The multi-step certification process involves an organizational needs assessment, self-study, coaching, examinations, and provides benefits like career development, succession planning, and expertise in DTCC processes. Certification can help firms with issues like unnecessary fees or lack of in-house knowledge. Both organizations and individuals gain leadership opportunities through the customized certification solutions.
Don’t miss the opportunity of the year happening in one of the world’s most dynamic cities. You are guaranteed a transformation in mind-set, 21st century leadership competencies, and roadmap to peak performance by attending two very unique immersion Programs coming to Dubai.
They are combined for the first time to present half of ILGE’s flagship - Senior Level Executive Diploma Program during the same week.
Join us for "Leadership Skills for the 21st Century" - October 15-16, Dubai, UAE. Part of ILGE’s Senior Level Executive Diploma Program.
followed by the second program -
Transformational Leadership and Change Oct. 17-20, 2012. Dubai, UAE. Part of ILGE’s Senior Level Executive Diploma Program.
Children 5-11 Years
Essential Skills & Experience Required
Basic Knowledge / Understanding of:
- LTPD principles
Ability / Willingness to:
- Assist in the delivery of coaching sessions that will enable
children to achieve their potential & personal goals
- Work under supervision, in a team environment
- Organise small groups safely
- Communicate clearly & appropriately
- Influence, enthuse & motivate children
ROLE & ESSENTIAL DESIRABLE ESSENTIAL DESIRABLE SUPPORTING COACHING HOME
DESCRIPTOR SKILLS & SKILLS & QUALIFICATIONS QUALIFICATIONS
The document provides information on developing young pitchers, including recommended mechanics and drills. It outlines a 5-step pitching process: 1) rocker step, 2) pivot, 3) leg lift, 4) landing, and 5) throw. It also discusses proper setup, grips for different pitches, and drills to work on mechanics. The overall message is that following a process and plan for pitching, while keeping things positive and fun, can lead to successful results.
The document discusses coaching baseball and involves conditioning players, teaching techniques for hitting, pitching, fielding, and developing strategies. The author presents on these topics and describes conducting a baseball clinic for children to demonstrate fielding, throwing, base running, and catching techniques.
This document provides an overview of catching fundamentals and drills for a baseball catching clinic. It discusses the key responsibilities of a catcher, including catching, blocking, throwing, fielding bunts and pop ups, and directing the defense. It recommends selecting athletic, decisive leaders as catchers. Proper catching gear fitting is outlined. Drills are described for throwing, blocking, fielding bunts and pop ups, and receiving pitches. Video demonstrations will also be shown.
This document provides 8 drills to improve a shortstop's fielding skills. The drills cover lead throws, receiving throws at different positions on the base, holding runners, covering bases on steals, cutoffs, decoying runners, and diving plays. Emphasis is placed on proper footwork and technique to turn double plays quickly and prevent baserunners from advancing. Coaches should remind players to focus on fundamentals in each drill to build strong defensive skills.
The document discusses copyright and distribution restrictions for material provided by Knowledge Spot Inc. It states that the material is copyrighted and cannot be legally posted online or distributed without permission. It notes that illegal distribution should be reported and outlines liability disclaimers. The document also contains health and legal disclaimers related to the content.
The document discusses receiving and blocking mechanics and drills for catchers. It covers four pillars of catcher performance: mechanics, functional strength, nutrition, and mental/emotional aspects. It provides details on proper receiving stance, hand positioning in the glove, blocking technique, and various drills to work on receiving and blocking skills. Conditioning for catchers is also emphasized as they must train as both pitchers and position players.
Baseball coaches will appreciate this simple, fast moving, youth baseball drill. This can be a team drill or you can run it at a station with as few as three players. Teaches game scenario, fielding and base running skills.
The document discusses copyright laws regarding distributing copyrighted material without permission. It states that the enclosed material is copyrighted and cannot be legally posted online or distributed without purchasing it. Anyone distributing the material illegally should contact the company. The document also provides legal notices, disclaimers of liability, and advises consulting a physician before performing any exercises described within.
This document discusses offensive tactics and strategies in baseball that can be taught to youth players, including stealing bases, hit and run plays, bunting, and sacrificing to advance runners. It emphasizes that tactics should not exceed players' abilities and should aim to develop skills and an understanding of the purpose behind strategies, rather than just focusing on winning. Drills are described to help players practice stealing bases and executing hit and runs to help advance baserunners and avoid double plays.
The Extract-Transform-Load (ETL) process is one of the most time consuming processes facing anyone who wishes to analyze data. Imagine if you could quickly, easily and scaleably merge and query data without having to spend hours in data prep. Well.. you don’t have to imagine it. You can with Apache Drill. In this hands-on, interactive presentation Mr. Givre will show you how to unleash the power of Apache Drill and explore your data without any kind of ETL process.
The coaching profession has grown significantly over the past few decades and established standards and structures to support its emergence as a valued profession. This includes establishing core competencies, a code of ethics, credentialing processes, and oversight of coach training programs. However, some challenges have emerged regarding whether coaching should be regulated like psychotherapy. A key case in Colorado brought this issue to the forefront, but after advocacy efforts, Colorado passed a law clarifying that coaching is distinct from psychotherapy when certain standards are met. The establishment of ethical guidelines and research on coaching effectiveness are important ongoing steps for the field to evolve and be accepted as a true profession.
This document summarizes an executive coaching workshop held on February 6, 2007. The workshop focused on sharing best practices for executive coaching to improve its effectiveness. It covered topics like executive coaching applications, improving coaching effectiveness, best practices for coaching, and measuring coaching impact. Participants were encouraged to ask questions and provide feedback to enrich the discussion. The workshop aimed to build knowledge around structuring coaching engagements and relationships to maximize their benefits for both the individual executives and their organizations.
The document describes the Internal Coach Certification Program (ICCP), which aims to create highly skilled internal coaches through an interactive, systematic, and quality assured approach. The ICCP is a 4 module program delivered over 64 hours that includes experiential learning, group supervision, triad practices, and real case assignments. It helps organizations develop internal talent, improve performance and leadership, and build a positive culture. The ICCP is delivered in Shanghai and Suzhou by certified coaches with experience in China and international business. It benefits CEOs, HR professionals, managers, and future leaders.
1. The document discusses transitioning from annual performance reviews to ongoing performance coaching. It acknowledges flaws in the review system and advocates instituting a new coaching system focused on goals, feedback, development and assessments.
2. Current performance reviews are described as annual events that rate performance but provide little consistency or opportunity for feedback. Coaching is presented as a better alternative that can drive success through competency assessments, self-assessments, training and development planning.
3. Effective coaching requires strong manager coaching skills as well as identifying each employee's unique characteristics, work attributes and fit. The document outlines five elements of successful coaching: job fit, motivation, chemistry with manager, chemistry with team, and leadership ability.
The HR Plan for 2012-2016 aims to:
1) Develop a high performance culture by playing to win and driving world class performance.
2) Offer an attractive employee value proposition to attract, excite, and retain top talent.
3) Implement robust processes to drive product and service leadership.
The Chartered Institute for the Management of Assessment Practice (CIMAP) aims to professionalize the field of assessment practice in South Africa. As a non-profit organization and professional body, CIMAP represents practitioners in education, training, and development. It offers various membership levels and professional designations to practitioners including trainers, assessors, moderators, and more. CIMAP works to establish standards and conduct for the profession through activities like managing a code of conduct and continuing professional development programs.
This document outlines Shirlaws' coaching and consulting plan. It discusses (1) Shirlaws' vision to support positive change and enhance membership capabilities through industry standards and access to new thinking, (2) Shirlaws' focus on blended consulting solutions and balanced outcomes for clients, and (3) Shirlaws' offering of three coaching modules that build skills and provide a framework for learning coaching skills.
The document discusses executive coaching and an organization coaching approach. It describes executive coaching as helping clients improve professional performance and organizational effectiveness through behavioral shifts brought about via deeper analysis of dynamics, individuals, and interactions. The organizational coaching approach is described as holistic, sustainable, integrated, and blended, focusing on discovery, diagnosis, implementation of change, and institutionalizing change. The engagement process involves kickoff, diagnosis, agreement, implementation, development of actions for change, and handover.
This document discusses the role and value of coaching for agile teams. It begins by asking whether a team needs a coach and comparing a team to a bee hive or family of beavers. It then discusses the coaching dilemma of how individuals gain value from coaching and whether organizational goals can be met through coaching. The document outlines what leaders expect from coaching versus what it can actually deliver and that the perceived value of coaching may differ. It provides anchors for effective coaching, including building evaluation into initiatives, adopting a consistent approach, and effectively managing the coaching initiative. Finally, it discusses the roles of a coach as a leader, organizer, and teacher.
This document discusses the role and value of coaching for agile teams. It begins by asking whether a team needs a coach and comparing a team to a bee hive or family of beavers. It then discusses the coaching dilemma of how individuals gain value from coaching and whether organizational goals can be met through coaching. The document outlines what leaders expect from coaching versus what it can actually deliver and that the perceived value of coaching may differ. It provides anchors for effective coaching, including building evaluation into initiatives, adopting a consistent approach, and helping teams maximize their potential. Finally, it discusses the roles of a coach as teacher, organizer, and leader.
The document summarizes an organizational development team meeting at NHSBT. It discusses:
1) What organizational development (OD) is and a model for OD called Burke Litwin that focuses on 3 themes - organizational culture, leadership and talent management, and communication.
2) How NHSBT practices OD through engaging stakeholders, designing and implementing solutions, and evaluating results.
3) NHSBT's approach to talent management, cultural shift from qualifications to business learning, and measuring successes through an evaluation model.
4) The need to shift from learning and development to organizational development and change.
CFSCM Certification – A Step Towards Becoming Thought LeadershipBirlasoft India
The document discusses Birlasoft Manufacturing Varsity (BMV), an integrated learning environment launched by the Manufacturing Practice to provide continuous learning and innovation for employees. Over 120 employees participated in an initial awareness training on manufacturing concepts. Considering interest, a Customer Focus Supply Chain Management certification program was introduced, with 40 employees opting to participate. A two-day training session was conducted, and certificates were distributed to recognize employees' efforts in moving from beginner to competent levels of understanding. The goal is for participants to continue advancing to expert and thought leader levels over time.
1) ATYAASAA is an HR training and consulting organization established in 1999 in Pune, India with a mission to create synergistic organizations and empowered professionals through quality people and processes.
2) They provide business excellence interventions, HR process consulting, and soft skills workshops to increase client effectiveness through transformation.
3) Their services include needs analysis, diagnostic surveys, customized process design, and setting up HR management processes for clients.
NASA implemented an internal coaching program to develop leadership skills and support goals. The document provides details on:
1) NASA's policy of using internal and external coaches to train managers in coaching skills.
2) Guidelines for selecting and training internal coaches, including requiring coaching certification and dedicating 10% of time to coaching.
3) How internal coaches support NASA goals by coaching employees at all levels and serving as resources across centers.
4) Requirements for internal coaches to complete training, obtain certifications, and develop coaching skills over time.
The document discusses the rise in popularity and use of coaching in organizations. Some key points:
- Coaching has grown rapidly in recent years, with 79% of organizations now using it. Most organizations have increased their use of coaching.
- Drivers include a rapidly changing business environment, need for targeted development, financial costs of poor performance, and employee demand for different types of training.
- While some see coaching as just a fad, most practitioners believe it delivers tangible benefits to individuals and organizations by promoting learning and impacting performance.
- Organizations primarily use coaching to improve individual performance, deal with underperformance, improve productivity, and support career planning and development of future senior staff.
Kaizen Training Solutions provides customized training solutions worldwide. It aims to become a leading training and development organization in India and globally. The company's vision is to improve client business performance through needs-based training. Its mission is to holistically enhance client achievement by fulfilling analytically identified training needs. KTS believes in unlocking each participant's potential through education, coaching and mentorship. It employs interactive training methodologies including lectures, activities, videos and assessments to deliver practical and results-oriented learning.
The document discusses performance management systems at Accor hotels. It describes Accor's strategy of measuring, rewarding, and developing employees at all levels. Specific programs for Novotel brands include Move Up, which uses competency-based training, assessments, and development opportunities to help employees advance in their careers. Senior management competencies are also identified and leaders are put through assessment centers. The performance systems aim to structure the business, support career growth, improve retention, and control costs.
Quantum Leap Performance Solutions is a learning solutions partner that works with organizations to help unlock human potential and achieve excellence. It uses a structured methodology with job role-specific training to provide holistic and relevant solutions. It has worked with over 75 companies. Programs include leadership development, management training, sales enablement, and soft skills. The company aims to be a globally trusted partner through high-impact learning solutions.
Quantum Leap Performance Solutions is a learning solutions partner that works with organizations to help unlock human potential and achieve excellence. It uses a structured methodology with job role-specific training to provide holistic and relevant solutions. It has worked with over 75 companies. Programs include leadership development, management training, sales enablement, and soft skills. The company aims to be a globally trusted partner through high-impact learning solutions.
Similar to Baseball Canada Coaching Development Model 2008 (20)
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This document outlines Baseball Canada's pitch count rules and guidelines for arm safety. It establishes pitch count limits for players in different age groups, requiring longer rest periods as pitch counts increase within and between games. Additional rules prevent players from pitching in consecutive days or playing pitcher and catcher in the same game. Recommendations provide guidance for implementing, tracking, and enforcing the rules to promote player safety.
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Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
2. To develop the
support, tools and Our
resources needed by
our coaches to drive Mission
a long term athlete
development system
To develop
competent coaches To develop a culture
trained to meet the of long-term coach
needs of their development
coaching contexts
3. CORE COMPETENCIES
Valuing
Interacting
Leading
Critical thinking
Problem-solving
5. • Optimal training, competition and
recovery programming with relation
to biological development and
maturation
• Equal opportunity for participation
and competition
• Athlete centred, coach driven and
administration, sport science and
sponsor supported
7. Guiding Principles
For the context in which coach participates
Relevant
Learning outcome-based (new NCCP)
Applies Long Term Athlete Development
Athlete-centered principles, practices and recommendations
Existing experience, certifications and training
Respect of active coaches recognized and valued
Applies Adult Learning Principles Self-direction, guided learning, reflection,
assessment, debriefing and mentoring
Access to latest materials, encourages
Kaizen continuous learning by coaches, new tools and
resources under development
7
8. Baseball Canada - Coach Development Model
November 5, 2005
Community Sport Stream Competition Stream Instruction Stream
National Coach High Performance Center Instructor
Training to Compete
Training to Win
Developmental Coach
Training to Compete
Training to Win
Entry or Re-
entry into Development Club – Private Enterprise
system
upon
assessment
Provincial Coach
Training to Train
Training to Compete
Entry
Training to Win
Recreational Coach Community Instructor
Active Living
Regional Coach
Learning to Train
Training to Train
Initiation Coach New stream
Active Start
FUNdamentals
To be discussed in the future
Entry
Learning to Train
Entry
9.
10. Coaching Contexts - Progress to Date
Community Competitive Instructor
Initiation Coach Introduction Community Instructor
FUNdamentals started
Regional Coach /
In place – Provincial Coach Development Club
On-line + workshop 2008 Private Enterprise
To be developed
Ongoing Development – 2008 High Peformance
Active for Life
Center
To be developed High Perform - tbd To be developed
Baseball Canada Nccp.baseball.ca
11. Coach Status
Certified
Trained
Upon:
Trained status
In Training Making Ethical
Upon Decisions at
Once you register www.coach.ca
and start process completion of
training for each
context, you will Evaluation process
1st step – for that context
on-line at be designated as
nccp.baseball.ca ‘Trained’ in that
context “Certified”
designation
CC Number issued &
Portfolio started
Baseball Canada Nccp.baseball.ca
12.
13. The Pathway to Certification
On-Line
Workshops
Practice Certification
Evaluation
Baseball Canada Nccp.baseball.ca
14. The Resources and Tools Available to Coaches
On-Line
resources
Group
Workshops
Quality Personal
Access to Learning Experience
shared resources
Printed &
On-line Evaluation &
Mentoring
Baseball Canada Nccp.baseball.ca
16. Meets needs of coaches Guided Learning - Sharing
for that context
Theory is integrated
Workshop Complete in any order
Features
4-5 hours each $10 to Baseball Canada,
balance to PSO
Baseball Canada Nccp.baseball.ca
17. Competitive Context Stages
High performance
Development High Performance
To be developed
Introduction
Competitive
Development Training to Compete
Regional Coach Learning to Win
Learning to Train Start in 2008
Training to Win
9-12
Early ‘Training to Learning to
Compete National Team
Train’ ages 12-13 Nat’l Train Center
Canada Cup /
Canada Games Pro
Provincial Coach
Training to Train
ages 12-15
Baseball Canada Nccp.baseball.ca
18. Introduction to Competition Context
From
On-Line
(self-directed)
Workshops
To
Facilitated Sessions
Baseball Canada (guided learning) Nccp.baseball.ca
19. 2008 Nationals?
Old NCCP New NCCP
• Full Level 1 plus Level 2 • Regional Coach – Trained
Technical
and
OR
and
• Complete ‘Making Ethical
• Complete ‘Making Ethical Decisions’ on-line at
Decisions’ on-line at www.coach.ca
www.coach.ca