Stepping Up to Supervision - Always a Big Adjustment, Now a Major ChallengeAchieveGlobal
The step up from employee to supervisor has always been a big one. Taking on more assignments, getting work done through others, shifting from being a buddy to a boss - any one of these transitions is a handful. Today's supervisors have to hit the ground running.
This document reflects on conversations with over 1200 executives and focuses on the dynamics of business, the work and life of executives, and the world of executive development as a profession. It discusses challenges executives face in getting results, serving stakeholders, finding answers, tapping into experience, and more. The conclusion is that executive development is about performance improvement and facilitators should offer practical guidance and drop pretensions by hosting dialogues focused on proven processes deployed by champion executives.
This document summarizes key points from the February 2011 issue of the newsletter "Empower Bites". It discusses three main topics:
1) Achieving greatness in 2011 by focusing on fulfilling your passion and maximizing people's potential rather than income or status.
2) A book review of "The 8th Habit" by Stephen Covey about developing emotional intelligence to overcome obstacles and create trusting relationships.
3) The importance that managers place on "operational values" like integrity, quality of work, and learning ability when hiring and promoting, as shown through concrete examples from interviews and performance records.
Enabling Development July 2010 newsletter with articles on Coaching creating benefits in the An Garda Siochana (Irish Police Service), Taking control of Time and Self Image
This document reflects on leadership development based on conversations with over 1200 executives. It discusses [1] the dynamics of business including shifting powers, uncertainty, and a focus on results; [2] the work and life of executives which involves strong involvement, seeking balance, and super information; and [3] the world of executive development as a profession which faces a crowded arena, broken promises, and questions about new approaches. It concludes that executive development is about performance improvement through initiatives focused on results and challenges faced day to day. Leaders operate as architects and facilitators offer expertise in learning processes.
This document summarizes and reviews several coaching tools, including:
1) 5 Dynamics - An online assessment and reporting tool that measures client preferences and generates reports to help coaches better understand clients and optimize relationships.
2) Art Guidance Cards Tool - An online visual tool that allows coaches and clients to view the same painting remotely and use the imagery to elicit new perspectives and connections.
3) From Chaos to Genius - An audio program with tips for getting organized, including establishing collection points, single-tasking, and a recommended email filing system.
4) Seasons of Change Journal - A journal to guide those experiencing transitions through themes of acceptance, uncertainty, new directions, and growth.
Aspiring Change offers life coaching services to help clients develop their passions, recapture their drive, and work towards a fulfilling life. The coaching is focused on listening, encouragement, inspiration, and challenge. Aspiring Change also now offers a 2-day retreat for intensive coaching to help clients focus on themselves and explore their thoughts and emotions.
Transitions & Work: Your Relocation, Reinvention, and Resilience as an Accomp...Jennifer Bradley
This document summarizes a workshop presented by Jennifer Bradley at the 2010 Families in Global Transition Conference about transitions, reinvention, and resilience for accompanying spouses or partners undergoing relocation. Some key points discussed include that 85% of relocations negatively impact the personal career development of accompanying partners, over 50% are concerned a relocation could jeopardize their own career, and that before an assignment 79% of partners are in paid employment which drops to 28% while on assignment. The workshop also covered trends in the modern workforce, asking big questions about one's identity and purpose, and frameworks for understanding changes to one's working identity during a transition.
Stepping Up to Supervision - Always a Big Adjustment, Now a Major ChallengeAchieveGlobal
The step up from employee to supervisor has always been a big one. Taking on more assignments, getting work done through others, shifting from being a buddy to a boss - any one of these transitions is a handful. Today's supervisors have to hit the ground running.
This document reflects on conversations with over 1200 executives and focuses on the dynamics of business, the work and life of executives, and the world of executive development as a profession. It discusses challenges executives face in getting results, serving stakeholders, finding answers, tapping into experience, and more. The conclusion is that executive development is about performance improvement and facilitators should offer practical guidance and drop pretensions by hosting dialogues focused on proven processes deployed by champion executives.
This document summarizes key points from the February 2011 issue of the newsletter "Empower Bites". It discusses three main topics:
1) Achieving greatness in 2011 by focusing on fulfilling your passion and maximizing people's potential rather than income or status.
2) A book review of "The 8th Habit" by Stephen Covey about developing emotional intelligence to overcome obstacles and create trusting relationships.
3) The importance that managers place on "operational values" like integrity, quality of work, and learning ability when hiring and promoting, as shown through concrete examples from interviews and performance records.
Enabling Development July 2010 newsletter with articles on Coaching creating benefits in the An Garda Siochana (Irish Police Service), Taking control of Time and Self Image
This document reflects on leadership development based on conversations with over 1200 executives. It discusses [1] the dynamics of business including shifting powers, uncertainty, and a focus on results; [2] the work and life of executives which involves strong involvement, seeking balance, and super information; and [3] the world of executive development as a profession which faces a crowded arena, broken promises, and questions about new approaches. It concludes that executive development is about performance improvement through initiatives focused on results and challenges faced day to day. Leaders operate as architects and facilitators offer expertise in learning processes.
This document summarizes and reviews several coaching tools, including:
1) 5 Dynamics - An online assessment and reporting tool that measures client preferences and generates reports to help coaches better understand clients and optimize relationships.
2) Art Guidance Cards Tool - An online visual tool that allows coaches and clients to view the same painting remotely and use the imagery to elicit new perspectives and connections.
3) From Chaos to Genius - An audio program with tips for getting organized, including establishing collection points, single-tasking, and a recommended email filing system.
4) Seasons of Change Journal - A journal to guide those experiencing transitions through themes of acceptance, uncertainty, new directions, and growth.
Aspiring Change offers life coaching services to help clients develop their passions, recapture their drive, and work towards a fulfilling life. The coaching is focused on listening, encouragement, inspiration, and challenge. Aspiring Change also now offers a 2-day retreat for intensive coaching to help clients focus on themselves and explore their thoughts and emotions.
Transitions & Work: Your Relocation, Reinvention, and Resilience as an Accomp...Jennifer Bradley
This document summarizes a workshop presented by Jennifer Bradley at the 2010 Families in Global Transition Conference about transitions, reinvention, and resilience for accompanying spouses or partners undergoing relocation. Some key points discussed include that 85% of relocations negatively impact the personal career development of accompanying partners, over 50% are concerned a relocation could jeopardize their own career, and that before an assignment 79% of partners are in paid employment which drops to 28% while on assignment. The workshop also covered trends in the modern workforce, asking big questions about one's identity and purpose, and frameworks for understanding changes to one's working identity during a transition.
Coming Into Your Own is a personal leadership development programme for women who are interested in engaging in a process of reflection, exploration and regeneration.
The document provides Darcy Walker with a personal action plan to improve their skill in delegating responsibility. It identifies delegating responsibility as an area for development based on feedback. Darcy's goal is to delegate 25% of routine tasks within 30 days to free up time for higher priorities. The plan provides tips, activities and feedback to help Darcy strengthen their ability to determine when to delegate tasks and responsibilities versus handling them personally. It also guides Darcy in selecting direct reports to take on new assignments and delegating initial tasks to build confidence and experience in delegating.
We ran the ‘Shaping Attitudes for the workplace’ workshop on June 16th 2010 for students at George Monoux College. They were put into 4 groups and each produced this report as a reflection of their day.
This document discusses concepts related to agile coaching and training. It covers topics like growth mindset, feedback, learning from failures and diversity of perspectives, and creating a safe environment for learning. The document emphasizes concepts like embracing challenges, continuous improvement, and contributing to others' learning. It also discusses creating a coaching approach focused on celebrating success and recovery from failures.
Are you thinking about coaching but don't know where to start?
International coach Danielle Marchant shares the twelve myths that will stop you getting started!
The document describes a one-day workshop called "Bloom Where You Are Planted" designed to help participants live with greater flow and balance. The workshop, led by certified coach Danielle Marchant, provides space and time for reflection, reconnecting with oneself, and setting intentions. Previous attendees praised the workshop for being thought-provoking, structured, and for helping them gain clarity. Details are provided about the next workshop date and location.
John Kay - Thriving People, Thriving OrganisationValuesCentre
This document discusses how thriving organizations are built on thriving people. It emphasizes balancing the industrial and social aspects of business through focusing effort, building new approaches into work practices, and engaging staff's full character strengths. By challenging assumptions and looking beneath surface issues, organizations can unleash performance, reveal untapped potential, and enable societal transformation.
The document summarizes a presentation on driving change in tough times. It discusses the challenges of communicating change effectively to employees and keeping them engaged. It notes that employees actually think about "what's in it for me?" and want inspiring goals and leaders. Successful change requires both large-scale initiatives to set the agenda and everyday smaller changes to maintain momentum. Communications must fill the gaps to explain progress. Employees typically respond to change later than managers and go through phases of denial, fear, and anger before accepting changes. The document emphasizes translating messages for specific audiences and using cultural elements like stories, heroes, and recognition to reinforce changes.
Rightwaay Company Profile & Student AssessmentsRinnku Ganeasha
Rightwaay is a consulting firm that provides behavioral assessments and training to help individuals and organizations enhance people's potential. They are a strategic partner for Extended DISC assessments in India. Their services include training programs, individual and team assessments, 360 degree feedback, and coaching. Extended DISC is a behavioral model based on Jungian and Marston's theories that categorizes people into four styles - Dominance, Influence, Steadiness, and Compliance. The assessments provide insights into communication preferences, motivators, and strengths to help with professional and personal development. Rightwaay's psychometric products like FinxS allow fully customizable reporting solutions.
gluetogether is a training organization that specializes in developing leaders to be more effective in changing environments. They believe small behavior changes can have a big impact on performance. Their experiential training challenges participants intellectually and emotionally to boost organizational success.
This document discusses achieving meaningful success and defining it in terms of contribution rather than material gains. It shares Elaine Cercado's journey from career success to pursuing significance through simplification and service. As a successful manager who achieved early career success, she began to question her purpose and define personal and family missions. This convergence of her professional, personal and family missions led her to feel she found the significance of her mission.
The document discusses engagement and motivation in the workplace. It argues that motivation alone is not enough to maximize employee performance and that engagement requires additional factors like personal goal setting, measurement, feedback and an emotionally committed system. It notes that while intrinsic motivation can drive some exceptional people like Einstein, most employees are average and benefit from extrinsic motivators combined with the right environment to engage them. The document advocates for programs that motivate employees at all performance levels and help them progress to higher levels of engagement and focus on business results through goal setting and emotional commitment.
Flyers kevin chamberlain nov 3rd, dec 2nd, jan 19th,feb 23rd 1Kevin Chamberlain
The document announces seminars on stress management, team motivation, better presentations, leadership, and assertiveness held by Angela Mortimer PLC on various dates. The seminars are designed to inspire participants and leave them feeling inspired. They will address topics like different thinking, effective meetings, inspirational leadership, and learning to be assertive. Kevin Chamberlain, an inspirational leadership and development coach, will lead the interactive sessions and provide tips and strategies to help participants excel.
The document outlines a daily schedule with sessions, breaks, meals and locations. The day begins with breakfast and networking in the main dining hall from 7-8am. At 8:15am, a presenter will speak in conference room C. Sessions are scheduled throughout the day from 9:15am to 6pm, separated by breaks. Lunch is from 12-1pm. All sessions and meals take place in various rooms or locations as indicated on the schedule.
Shoppers are expected to spend more on back-to-school shopping this year, with an average of $488 anticipated to be spent. Most shoppers will do the majority of their shopping in physical stores, though technology purchases are more likely to be made online. Research is done digitally before purchases are made in stores. Spending is heaviest on traditional items like clothing, shoes, and school supplies, though those buying computers or gadgets will spend the most overall. Early shopping and following school-recommended lists influences higher spending.
Essential things that should always be in your carEason Chan
A driver can bail out of a lot of sticky situations if he plans ahead. More often than not, things go south on you when you think nothing could go wrong. So it pays to hope for the best and plan for the worst, especially on the road. Here are some things that should always be kept in your car for all those just in case moments.
What happens when the digital tools and platforms we make and use for communication and entertainment are hijacked for terrorism, violence against the vulnerable and nefarious transactions? What role do designers and developers play? Are we complicit as creators of these technologies and products? Should we police them or fight back? As Portfolio Lead for Northern Lab, Northern Trust's internal innovation startup focused on client and partner experience, Antonio will share a mix of provocative scenarios torn from today's headlines and compelling stories where activism and technology facilitated peace—and war.
As a call-to-action for designers and developers to engage in projects capable of transformational change, he'll explore the question: How might technology foster new experiences to better accelerate social activism and make the world a smarter, safer place?
This document reflects on conversations with over 1200 executives and focuses on the dynamics of business, the work and life of executives, and the world of executive development as a profession. It discusses the challenges executives face in getting results and serving stakeholders while navigating changing business environments and finding work-life balance. The conclusion emphasizes that executive development is about performance improvement and facilitators should offer practical guidance and drop pretensions by hosting dialogues that build trust.
This document contains reflections on leadership development from conversations with over 1200 executives in Europe. It discusses the dynamics of business including shifting powers, uncertainty, and a focus on results and costs. It examines the work and life of executives which involves strong involvement, seeking balance, and collecting feedback. It also looks at executive development as a profession, noting the crowded field, broken promises, and need to find a mission and gain trust. The key challenges for executives are to get results, serve stakeholders, find answers, encourage innovation, and get feedback. Executive development is about performance improvement through initiatives focused on results and led by leaders as architects. Facilitators operate as equal experts by offering learning processes.
Steps to becoming the manager your employees needhumresource
One of the most interesting is that the slowdown syndrome of confidence. "There were warning signs appear, many managers and entrepreneurs of employees of micro-management, but very little for the loss of productivity and business management.
Coming Into Your Own is a personal leadership development programme for women who are interested in engaging in a process of reflection, exploration and regeneration.
The document provides Darcy Walker with a personal action plan to improve their skill in delegating responsibility. It identifies delegating responsibility as an area for development based on feedback. Darcy's goal is to delegate 25% of routine tasks within 30 days to free up time for higher priorities. The plan provides tips, activities and feedback to help Darcy strengthen their ability to determine when to delegate tasks and responsibilities versus handling them personally. It also guides Darcy in selecting direct reports to take on new assignments and delegating initial tasks to build confidence and experience in delegating.
We ran the ‘Shaping Attitudes for the workplace’ workshop on June 16th 2010 for students at George Monoux College. They were put into 4 groups and each produced this report as a reflection of their day.
This document discusses concepts related to agile coaching and training. It covers topics like growth mindset, feedback, learning from failures and diversity of perspectives, and creating a safe environment for learning. The document emphasizes concepts like embracing challenges, continuous improvement, and contributing to others' learning. It also discusses creating a coaching approach focused on celebrating success and recovery from failures.
Are you thinking about coaching but don't know where to start?
International coach Danielle Marchant shares the twelve myths that will stop you getting started!
The document describes a one-day workshop called "Bloom Where You Are Planted" designed to help participants live with greater flow and balance. The workshop, led by certified coach Danielle Marchant, provides space and time for reflection, reconnecting with oneself, and setting intentions. Previous attendees praised the workshop for being thought-provoking, structured, and for helping them gain clarity. Details are provided about the next workshop date and location.
John Kay - Thriving People, Thriving OrganisationValuesCentre
This document discusses how thriving organizations are built on thriving people. It emphasizes balancing the industrial and social aspects of business through focusing effort, building new approaches into work practices, and engaging staff's full character strengths. By challenging assumptions and looking beneath surface issues, organizations can unleash performance, reveal untapped potential, and enable societal transformation.
The document summarizes a presentation on driving change in tough times. It discusses the challenges of communicating change effectively to employees and keeping them engaged. It notes that employees actually think about "what's in it for me?" and want inspiring goals and leaders. Successful change requires both large-scale initiatives to set the agenda and everyday smaller changes to maintain momentum. Communications must fill the gaps to explain progress. Employees typically respond to change later than managers and go through phases of denial, fear, and anger before accepting changes. The document emphasizes translating messages for specific audiences and using cultural elements like stories, heroes, and recognition to reinforce changes.
Rightwaay Company Profile & Student AssessmentsRinnku Ganeasha
Rightwaay is a consulting firm that provides behavioral assessments and training to help individuals and organizations enhance people's potential. They are a strategic partner for Extended DISC assessments in India. Their services include training programs, individual and team assessments, 360 degree feedback, and coaching. Extended DISC is a behavioral model based on Jungian and Marston's theories that categorizes people into four styles - Dominance, Influence, Steadiness, and Compliance. The assessments provide insights into communication preferences, motivators, and strengths to help with professional and personal development. Rightwaay's psychometric products like FinxS allow fully customizable reporting solutions.
gluetogether is a training organization that specializes in developing leaders to be more effective in changing environments. They believe small behavior changes can have a big impact on performance. Their experiential training challenges participants intellectually and emotionally to boost organizational success.
This document discusses achieving meaningful success and defining it in terms of contribution rather than material gains. It shares Elaine Cercado's journey from career success to pursuing significance through simplification and service. As a successful manager who achieved early career success, she began to question her purpose and define personal and family missions. This convergence of her professional, personal and family missions led her to feel she found the significance of her mission.
The document discusses engagement and motivation in the workplace. It argues that motivation alone is not enough to maximize employee performance and that engagement requires additional factors like personal goal setting, measurement, feedback and an emotionally committed system. It notes that while intrinsic motivation can drive some exceptional people like Einstein, most employees are average and benefit from extrinsic motivators combined with the right environment to engage them. The document advocates for programs that motivate employees at all performance levels and help them progress to higher levels of engagement and focus on business results through goal setting and emotional commitment.
Flyers kevin chamberlain nov 3rd, dec 2nd, jan 19th,feb 23rd 1Kevin Chamberlain
The document announces seminars on stress management, team motivation, better presentations, leadership, and assertiveness held by Angela Mortimer PLC on various dates. The seminars are designed to inspire participants and leave them feeling inspired. They will address topics like different thinking, effective meetings, inspirational leadership, and learning to be assertive. Kevin Chamberlain, an inspirational leadership and development coach, will lead the interactive sessions and provide tips and strategies to help participants excel.
The document outlines a daily schedule with sessions, breaks, meals and locations. The day begins with breakfast and networking in the main dining hall from 7-8am. At 8:15am, a presenter will speak in conference room C. Sessions are scheduled throughout the day from 9:15am to 6pm, separated by breaks. Lunch is from 12-1pm. All sessions and meals take place in various rooms or locations as indicated on the schedule.
Shoppers are expected to spend more on back-to-school shopping this year, with an average of $488 anticipated to be spent. Most shoppers will do the majority of their shopping in physical stores, though technology purchases are more likely to be made online. Research is done digitally before purchases are made in stores. Spending is heaviest on traditional items like clothing, shoes, and school supplies, though those buying computers or gadgets will spend the most overall. Early shopping and following school-recommended lists influences higher spending.
Essential things that should always be in your carEason Chan
A driver can bail out of a lot of sticky situations if he plans ahead. More often than not, things go south on you when you think nothing could go wrong. So it pays to hope for the best and plan for the worst, especially on the road. Here are some things that should always be kept in your car for all those just in case moments.
What happens when the digital tools and platforms we make and use for communication and entertainment are hijacked for terrorism, violence against the vulnerable and nefarious transactions? What role do designers and developers play? Are we complicit as creators of these technologies and products? Should we police them or fight back? As Portfolio Lead for Northern Lab, Northern Trust's internal innovation startup focused on client and partner experience, Antonio will share a mix of provocative scenarios torn from today's headlines and compelling stories where activism and technology facilitated peace—and war.
As a call-to-action for designers and developers to engage in projects capable of transformational change, he'll explore the question: How might technology foster new experiences to better accelerate social activism and make the world a smarter, safer place?
This document reflects on conversations with over 1200 executives and focuses on the dynamics of business, the work and life of executives, and the world of executive development as a profession. It discusses the challenges executives face in getting results and serving stakeholders while navigating changing business environments and finding work-life balance. The conclusion emphasizes that executive development is about performance improvement and facilitators should offer practical guidance and drop pretensions by hosting dialogues that build trust.
This document contains reflections on leadership development from conversations with over 1200 executives in Europe. It discusses the dynamics of business including shifting powers, uncertainty, and a focus on results and costs. It examines the work and life of executives which involves strong involvement, seeking balance, and collecting feedback. It also looks at executive development as a profession, noting the crowded field, broken promises, and need to find a mission and gain trust. The key challenges for executives are to get results, serve stakeholders, find answers, encourage innovation, and get feedback. Executive development is about performance improvement through initiatives focused on results and led by leaders as architects. Facilitators operate as equal experts by offering learning processes.
Steps to becoming the manager your employees needhumresource
One of the most interesting is that the slowdown syndrome of confidence. "There were warning signs appear, many managers and entrepreneurs of employees of micro-management, but very little for the loss of productivity and business management.
The document outlines an agenda for a presentation on developing personal effectiveness, covering topics such as the difference between activities and accomplishments, time management using the 80/20 principle, developing self-motivation, understanding communication, and creating a personal action plan. The presentation is intended to provide knowledge and strategies to help participants focus on the right things and apply knowledge effectively to achieve meaningful results.
Rachel Haurwitz became CEO of Caribou Biosciences right out of graduate school when her colleagues stayed in academia. As a new CEO, she faced challenges in defining strategies for their CRISPR technology but was able to raise $30M in funding. Other CEOs discussed in the article also found the job more difficult than expected as they took responsibility for their companies' success or failure and had to balance the expectations of investors, employees and boards. While the work is challenging, CEOs also find rewards in harnessing team strengths, bringing innovations to market, and seeing others achieve more than they thought possible.
The Power Within is an essential life-enhancing experience. It promises unbelievable value creation for your you, as an individual, as well as in your role.
The HR Edge: Performance & Productivityhumanityatwork
The document discusses how proud and productive workplaces motivate employees and improve performance. It argues that meaningful work, community, and collaboration are important for employee engagement and productivity. A case study highlights how a coffee shop creates a proud and productive workplace through positive employee interactions. The document also discusses how forming cross-functional teams, as in Health Shared Services BC's Centers of Excellence, can improve strategic decision making and organizational performance.
Talk given in March 2013 at Dublin City Public Libraries as part of their public lecture series on career development. Prepared and delivered by John Deely BA MSc, Occupational Psychologist with Pinpoint (www.pinpoint.ie)
Equipping Managers to Engage: Getting ConnectedJitka Holt
This document outlines an agenda and materials for a two-day employee engagement course for managers. The agenda includes assessing organizational engagement, defining the manager's role in building connections, creating conditions for engagement across the organization and individually, and providing ongoing support. The materials provide frameworks for understanding organizational health and the types of organizations, the manager's role in engaging at cognitive, affective, behavioral and spiritual levels, and creating conditions for communication and engagement at both the organizational and individual level through leadership, communication, development and support.
Managing Oneself & Reflective PracticesNaomi Smith
This document discusses the importance of self-reflection for effective leadership and management. It provides tools and exercises for individuals to evaluate their strengths, values, learning styles, and how they work with people. Critical self-reflection is presented as key to developing as a professional and realizing one's full potential. The document encourages taking an honest assessment of oneself in order to continually improve performance and responsibilities.
AchieveGlobal’s framework for virtual leadership is focused on two key elements — group cohesion and individual commitment. To achieve cohesion and commitment, it is important that the leader recognize and support three psychological needs.
Leading the Virtual Workforce - Group Cohesion & Indvidual CommitmentPatrick Zientara
The document discusses the challenges of leading virtual teams where employees work remotely in different locations. It notes that while technology enables remote work, building trust and effective communication is difficult without face-to-face interaction. Surveys found that while executives see boundary-spanning as important for leadership, most feel ineffective at it. Leading virtual teams requires mastering traditional leadership skills as well as techniques for spanning distances. The framework emphasizes building group cohesion and individual commitment by supporting autonomy, relatedness, and competence.
Tangible provides executive coaching services to help clients achieve their goals and realize their full potential. Their methodology focuses on moving clients from intention to impact through a 5-phase process of initiating goals, mapping a path, practicing adjustments, catalyzing change, and transforming outcomes. They work with individuals and teams across various industries to improve leadership, performance, and organizational success.
This document discusses the leadership style of servant leadership. Some key points:
1) Servant leadership focuses on serving the needs of team members rather than exercising authority. The leader prioritizes helping team members succeed over asserting their own power.
2) For project managers, servant leadership can help secure team buy-in and engagement. It encourages team members to take on leadership roles through delegation, training, and positive reinforcement.
3) While servant leadership emphasizes listening to followers, project managers must balance various stakeholder needs, including the project sponsor's objectives. Limiting scope changes and not allowing a single person's request to redefine the project are important.
4) Some find the term "servant
Here are a few things that may be on your mind besides the seminar:
- Calls I need to return to coworkers and clients
- Reports I need to draft and submit by the end of the week
- A project I need to organize the tasks and timeline for
- Personal finances I need to review and update my budget
- Home repairs and maintenance tasks I need to complete on the house
- Planning a family vacation for the summer
- Checking in with family members to see how they are doing
- Organizing my work space and supplies
- Learning a new software program our team will start using
- Catching up on reading some industry publications and books
Get the Right Workforce with the Right Skills — and then Keep ThemWorkible
As an employer, you know your product, service, market and customers. But sometimes one of the most challenging aspects of operating a business is employees.
Finding the right employees can always prove troubling for organisations and then there's the ability to hang on to them.
In this presentation for CeBIT Australia 2014, Workible Co-Founder Alli Baker explores some of the latest tips, tricks and tools to find the best staff and ensure that you keep them.
Copyright Alli Baker 2014.
The document discusses employee engagement and how to engage multi-generational employees. It notes that effective leaders establish clear branding, understand employee psyche, and adapt their style to different generations. Leaders must also create an organizational climate where employees feel valued through involvement in decisions, good recognition of suggestions, and concern for well-being. Coaching managers to be more emotionally engaging is important for feeling valued. Implementing a system like Scores-on-the-Board can boost engagement over 40% and reduce costs and attrition. Regular communication across generations and focusing on career growth are key to retaining younger employees.
This document summarizes John C. Maxwell's book "Developing the Leader Within You" which outlines 10 leadership principles. It discusses that there are 5 levels of leadership that individuals progress through based on their influence. Level 1 is position where a leader exerts control due to their role. Level 2 is permission/relationships where people follow due to relationships. Level 3 is production/results where people follow to accomplish objectives. Level 4 is people development where the leader grows people and organizations. Level 5 is personhood where people follow because of who the leader represents. The summary concludes by stating Maxwell spent years growing people and organizations to the highest level of leadership.
Leadership & Management Development Module - May 2010GraemeDB
Stephen Covey said that whatever is at the center of our life will be the source of our security, guidance, wisdom, and power. Leadership is about looking outward and inspiring others through affirming their worth, while management looks inward and focuses on planning and problem solving. Effective leadership comes from being a leader, not just pretending or emulating styles, and requires accountability and taking time to listen to others.
www.create-learning.com
Making Progress motivates workers?
How you can create a system of small wins and progress to increase motivation and creativity.
Of these five workplace factors which do you think has the greatest impact on motivation of employees?
Recognition;
Incentives;
Interpersonal Support;
Support for Making Progress;
Clear Goals
The results of a multi-year study of hundreds of knowledge workers show that what most managers believe, they ranked Recognition as the greatest factor, is wrong.
The greatest factor for motivation and innovation of employees is Support for Making Progress (The Progress Principle; Amabile 2011).
People are most satisfied with their jobs (and therefore most motivated) when those jobs give them the opportunity to experience achievement.
You will leave this workshop with:
· Seven Catalysts managers can use to support progress in work.
· Steps for ‘small wins’ to increase the creativity and motivation of employees.
· Two specific things individuals can do to improve their inner work lives and increase their chances of making progress on meaningful work.
Similar to Becoming a master pa notes jan 2013 + extra (20)
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
The Steadfast and Reliable Bull: Taurus Zodiac Signmy Pandit
Explore the steadfast and reliable nature of the Taurus Zodiac Sign. Discover the personality traits, key dates, and horoscope insights that define the determined and practical Taurus, and learn how their grounded nature makes them the anchor of the zodiac.
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
Starting a business is like embarking on an unpredictable adventure. It’s a journey filled with highs and lows, victories and defeats. But what if I told you that those setbacks and failures could be the very stepping stones that lead you to fortune? Let’s explore how resilience, adaptability, and strategic thinking can transform adversity into opportunity.
Prescriptive analytics BA4206 Anna University PPTFreelance
Business analysis - Prescriptive analytics Introduction to Prescriptive analytics
Prescriptive Modeling
Non Linear Optimization
Demonstrating Business Performance Improvement
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
𝐔𝐧𝐯𝐞𝐢𝐥 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐄𝐧𝐞𝐫𝐠𝐲 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲 𝐰𝐢𝐭𝐡 𝐍𝐄𝐖𝐍𝐓𝐈𝐃𝐄’𝐬 𝐋𝐚𝐭𝐞𝐬𝐭 𝐎𝐟𝐟𝐞𝐫𝐢𝐧𝐠𝐬
Explore the details in our newly released product manual, which showcases NEWNTIDE's advanced heat pump technologies. Delve into our energy-efficient and eco-friendly solutions tailored for diverse global markets.
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Tastemy Pandit
Know what your zodiac sign says about your taste in food! Explore how the 12 zodiac signs influence your culinary preferences with insights from MyPandit. Dive into astrology and flavors!
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