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 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.
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.
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.
Lessons from the Cornish Software Minesallan kelly
The document summarizes the results of an evaluation of an "Agile Programme" in Cornwall, England that was intended to help small and medium enterprises (SMEs) and create jobs. The evaluation found that half the participating businesses created new jobs, totaling 50 new positions. Many businesses saw increases in revenue, profitability, and customers. The programme provided training, coaching, and ongoing support over several months. Coaching focused on both process improvements and technical skills like test-driven development. The multi-dimensional coaching approach addressed company strategy, product development processes, and code quality. The programme was deemed a success in meeting its goals of supporting businesses and creating new jobs in Cornwall.
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.
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 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.
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.
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.
Lessons from the Cornish Software Minesallan kelly
The document summarizes the results of an evaluation of an "Agile Programme" in Cornwall, England that was intended to help small and medium enterprises (SMEs) and create jobs. The evaluation found that half the participating businesses created new jobs, totaling 50 new positions. Many businesses saw increases in revenue, profitability, and customers. The programme provided training, coaching, and ongoing support over several months. Coaching focused on both process improvements and technical skills like test-driven development. The multi-dimensional coaching approach addressed company strategy, product development processes, and code quality. The programme was deemed a success in meeting its goals of supporting businesses and creating new jobs in Cornwall.
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.
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.
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.
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.
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.
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.
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.
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!
Peter leather overcoming sfia implementation pitfallsSFIA User Forum
1) Peter Leather is an independent consultant specializing in developing IT organizational capabilities. He has over 25 years of experience working with major organizations and has been using SFIA since 2003.
2) When implementing SFIA in learning and development, organizations should focus on priorities that drive measurable business results. They should also avoid analysis paralysis and engage managers to develop role profiles.
3) Successful change management is critical for SFIA implementation affecting skills and behaviors. Organizations should consider all phases of change for employees and provide support to line managers in developing people skills.
Webinar Slides - Accredited Qualification in Supplier Relationship ManagementLinkedIn_group_moderator
The document summarizes a webinar on an accredited qualification program in supplier relationship management (SRM) certification. The webinar agenda includes an introduction to SRM, the need for good SRM, and an overview of the SRM certification program. The presentation discusses how troubled supplier relationships can lead to disappointing outcomes and the scale of potential loss or gain from improving relationships. It also outlines what SRM involves, the reasons for SRM certification now, how the SRM curriculum is structured, and the 28 competencies covered in the certification.
What next in the agile world - Alan ShallowayAGILEMinds
The document discusses the evolution of agile methods from their origins to the present. While agile methods like Scrum and XP were successful initially, they are missing an enterprise perspective and focus only on teams. The next step is applying lean principles at the enterprise level to properly manage projects and prioritize work. Kanban methods provide a way to do this by focusing on workflow and limiting work in progress to avoid waste.
Challenging Horizons provides end-to-end training and development solutions for businesses to improve productivity, as well as student development programs to transform India. It partners with major companies like Nokia, Shree Cement, and Amdocs. Challenging Horizons' solutions focus on training processes and people. Its vision is to be a respected global partner for transforming organizations through training on people and processes.
This document discusses continual professional development (CPD) and how it applies to project, program, portfolio, and change management. CPD involves ongoing learning activities to increase skills and stay current in one's profession. It benefits both individuals in demonstrating commitment and organizations in maintaining workforce capabilities. The document provides definitions and examples of acceptable CPD activities from professional associations. It also describes how organizations can support a culture of CPD.
This document outlines a 4-6 month coaching culture and change intervention process with 5 main steps: 1) Unifying the client, 2) Establishing leadership language, 3A) Coaching key people, 3B) Training internal coaches, and 4) Creating a next plan of action and transformation blueprint. The process aims to partner committed change leaders, establish a common language, coach executives and key personnel, build internal coaching capability, and guide the organization through a complete transformation.
Enhance is an end to end Solutions provider for productive employment and Quality systems for corporate, Educational Institutions, government bodies and other organizations
We deliver tailored made solutions within the field of learning and development, using innovative tools, strategies and systems to make learning easy, efficient and effective.
We believe in experiential learning which ensures results and transformation through explore, enhance and explode, which adds value to an individual and organization
We believe in enhancing the quality systems of the organization through grooming the internal employees in various quality management systems
Enhance also conducts many public & international certification programs to enhance the capabilities of individuals across industries including ISO Awareness, Internal Auditors and ISO Implementation workshops.
Logramme _training_needs_assessment__by dr malik khalid mehmood ph_dMalik Khalid Mehmood
This document describes a training needs assessment tool used to identify training needs within an organization. The tool involves analyzing the organization, including its structures, systems, activities and staff roles. It also involves assessing current staff knowledge, skills and attitudes compared to what is needed to perform tasks effectively. Any discrepancies identified would indicate a training need. The results of the needs assessment are then used to design targeted training sessions that align with organizational goals and help staff improve performance. The tool stresses the importance of organizational analysis to understand capacity needs and how trained staff will apply new skills on the job.
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.
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 Foundation Course Overview - Four GroupsFour Groups
The Foundation Course is an advanced developmental application of 4G. By combining the Social Profiles from 4G with the skills of a facilitator, the Foundation Course represents an alternative to traditional executive coaching.
Talent management and retention presentationDipty Jalan
This document discusses talent management and retention services for an unnamed client. It provides an overview of RightD&A's organizational consulting business, which includes services such as talent management, strategic leadership effectiveness, and career transition programs. The document then describes in further detail the company's approaches to talent management and retention, strategic leadership development, personal career programs, and executive coaching.
This document provides 24 tips for business development, focusing on listening skills, adding value, networking, and persistence. Some of the key tips include developing listening as a key competence, practicing random acts of kindness to build a culture that cares, ditching shame about failure and learning from it, always adding value even when it's not about money, being patiently persistent by picking up the phone to make cold calls, and learning to share and network by attending events to meet new people. The overall message is that business development is about building relationships through active listening, helping others, learning from mistakes, and consistent outreach.
This document discusses strategies for Associated Manufacturing Marketing Group (AMMG) to stand out in a crowded marketplace. It proposes that AMMG position itself as a strategic partner offering holistic solutions, rather than just products. The strategies outlined include developing collaborative partnerships, implementing an e-marketing plan, and measuring success based on metrics like increased revenue and market growth through innovation. The overall aim is for AMMG to deliver superior customer experiences and build long-term relationships.
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.
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.
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.
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.
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.
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.
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!
Peter leather overcoming sfia implementation pitfallsSFIA User Forum
1) Peter Leather is an independent consultant specializing in developing IT organizational capabilities. He has over 25 years of experience working with major organizations and has been using SFIA since 2003.
2) When implementing SFIA in learning and development, organizations should focus on priorities that drive measurable business results. They should also avoid analysis paralysis and engage managers to develop role profiles.
3) Successful change management is critical for SFIA implementation affecting skills and behaviors. Organizations should consider all phases of change for employees and provide support to line managers in developing people skills.
Webinar Slides - Accredited Qualification in Supplier Relationship ManagementLinkedIn_group_moderator
The document summarizes a webinar on an accredited qualification program in supplier relationship management (SRM) certification. The webinar agenda includes an introduction to SRM, the need for good SRM, and an overview of the SRM certification program. The presentation discusses how troubled supplier relationships can lead to disappointing outcomes and the scale of potential loss or gain from improving relationships. It also outlines what SRM involves, the reasons for SRM certification now, how the SRM curriculum is structured, and the 28 competencies covered in the certification.
What next in the agile world - Alan ShallowayAGILEMinds
The document discusses the evolution of agile methods from their origins to the present. While agile methods like Scrum and XP were successful initially, they are missing an enterprise perspective and focus only on teams. The next step is applying lean principles at the enterprise level to properly manage projects and prioritize work. Kanban methods provide a way to do this by focusing on workflow and limiting work in progress to avoid waste.
Challenging Horizons provides end-to-end training and development solutions for businesses to improve productivity, as well as student development programs to transform India. It partners with major companies like Nokia, Shree Cement, and Amdocs. Challenging Horizons' solutions focus on training processes and people. Its vision is to be a respected global partner for transforming organizations through training on people and processes.
This document discusses continual professional development (CPD) and how it applies to project, program, portfolio, and change management. CPD involves ongoing learning activities to increase skills and stay current in one's profession. It benefits both individuals in demonstrating commitment and organizations in maintaining workforce capabilities. The document provides definitions and examples of acceptable CPD activities from professional associations. It also describes how organizations can support a culture of CPD.
This document outlines a 4-6 month coaching culture and change intervention process with 5 main steps: 1) Unifying the client, 2) Establishing leadership language, 3A) Coaching key people, 3B) Training internal coaches, and 4) Creating a next plan of action and transformation blueprint. The process aims to partner committed change leaders, establish a common language, coach executives and key personnel, build internal coaching capability, and guide the organization through a complete transformation.
Enhance is an end to end Solutions provider for productive employment and Quality systems for corporate, Educational Institutions, government bodies and other organizations
We deliver tailored made solutions within the field of learning and development, using innovative tools, strategies and systems to make learning easy, efficient and effective.
We believe in experiential learning which ensures results and transformation through explore, enhance and explode, which adds value to an individual and organization
We believe in enhancing the quality systems of the organization through grooming the internal employees in various quality management systems
Enhance also conducts many public & international certification programs to enhance the capabilities of individuals across industries including ISO Awareness, Internal Auditors and ISO Implementation workshops.
Logramme _training_needs_assessment__by dr malik khalid mehmood ph_dMalik Khalid Mehmood
This document describes a training needs assessment tool used to identify training needs within an organization. The tool involves analyzing the organization, including its structures, systems, activities and staff roles. It also involves assessing current staff knowledge, skills and attitudes compared to what is needed to perform tasks effectively. Any discrepancies identified would indicate a training need. The results of the needs assessment are then used to design targeted training sessions that align with organizational goals and help staff improve performance. The tool stresses the importance of organizational analysis to understand capacity needs and how trained staff will apply new skills on the job.
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.
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 Foundation Course Overview - Four GroupsFour Groups
The Foundation Course is an advanced developmental application of 4G. By combining the Social Profiles from 4G with the skills of a facilitator, the Foundation Course represents an alternative to traditional executive coaching.
Talent management and retention presentationDipty Jalan
This document discusses talent management and retention services for an unnamed client. It provides an overview of RightD&A's organizational consulting business, which includes services such as talent management, strategic leadership effectiveness, and career transition programs. The document then describes in further detail the company's approaches to talent management and retention, strategic leadership development, personal career programs, and executive coaching.
This document provides 24 tips for business development, focusing on listening skills, adding value, networking, and persistence. Some of the key tips include developing listening as a key competence, practicing random acts of kindness to build a culture that cares, ditching shame about failure and learning from it, always adding value even when it's not about money, being patiently persistent by picking up the phone to make cold calls, and learning to share and network by attending events to meet new people. The overall message is that business development is about building relationships through active listening, helping others, learning from mistakes, and consistent outreach.
This document discusses strategies for Associated Manufacturing Marketing Group (AMMG) to stand out in a crowded marketplace. It proposes that AMMG position itself as a strategic partner offering holistic solutions, rather than just products. The strategies outlined include developing collaborative partnerships, implementing an e-marketing plan, and measuring success based on metrics like increased revenue and market growth through innovation. The overall aim is for AMMG to deliver superior customer experiences and build long-term relationships.
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.
Este documento proporciona una guía sobre el estilo APA para organizar, escribir y citar trabajos de investigación. Explica las partes principales de un trabajo de investigación como la página titular, resumen, introducción, metodología, resultados y referencias. También describe las normas generales de formato, citas y referencias que deben seguirse de acuerdo con el Manual de Estilo APA.
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 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.
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 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 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.
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.
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 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.
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.
Peserta akan melalui proses belajar dalam 3 tahap yang membuat peserta langsung dapat mengaplikasikan ketrampilan dan kompetensi professional Coach dalam pekerjaan dan kehidupannya
Program berbasiskan ICF Kompetensi, peserta yang telah mengikuti program ini dapat mendaftar sebagai ICF member dan melanjutkan ICF credential ACC dan bergabung dengan komunitas Professional coach global.
Program ini dibawakan para senior professional Coach - ICF Certified Coach dan ICF Mentor Coach Registry yang berpengalaman dalam mengembangkan profesi Coach dan telah membantu banyak perusahaan menjalankan Coaching program.
Peserta akan dilatih dan didampingi dalam proses belajar dan praktek di perusahaan ataupun organisasi
Bergabung dengan alumni dan komunitas professional coach di berbagai industri.
Peserta akan langsung merasakan manfaat coaching pada dirinya melalui praktek dan sesi coaching selama program.
CERTIFIED CORPORATE COACH PROGRAM DIRANCANG UNTUK
• Perusahaan atau organisasi yang ingin merancang dan menjalankan program coaching di perusahaan.
• Para pemimpin, manajer, profesional pengembangan SDM yang ingin meningkatkan keterampilan dan kompetensi coaching mereka secara mendasar untuk meningkatkan potensi maupun retensi karyawan dalam organisasi mereka maupun untuk melatih manajer lain dan berbagi keahlian coaching mereka
• Pengembangan kepemimpinan dalam perusahaan dan organisasi dengan pendekatan coaching.
• Internal dan eksternal coach yang akan mendaftarkan diri menjadi member ICF (Intenational Coach Federation) dan melanjutkan ke ICF Credential ACC.
• Para profesional pengembangan organisasi, Konsultan, Coach, Konselor, Akademisi yang ingin menggunakan keterampilan coaching dalam aplikasi profesinya di perusahaan atau organisasi
• Kepada siapa saja yang ingin mendapatkan keuntungan dari ketrampilan dalam praktek aplikasi teknik coaching di perusahaan dan organisasi.
Life Coach Practitioner Diploma
(optional ILM Practitioner Coach Programme)
If you are new to coaching, this course is the ideal vehicle to achieve your coaching aspirations. You will engage in the development of fundamental knowledge together with the practical application and demonstration of essential coaching skills. Whatever your ultimate goal, the solid knowledge and skills base acquired through the Life Coaching course is vital to any form or arena of coaching.
It is specifically designed to offer smooth progression to students who have already completed the Practitioner Coach Certificate, and/or want to progress
onto the Executive and Corporate Coach Diploma.
If you want to commence a career in Life Coaching, or plan to integrate core coaching skills into your present working role, this programme provides you with the relevant knowledge base and core skills to achieve your aim.
Having undertaken the Diploma programme, you will be able to:
• Operate as a coach with the appropriate skills, models and mindset
• Appropriately utilise, reflect on, and explore the expanding body of coaching theory and practice
• Analytically reflect on your continuing coaching development needs and then take appropriate action to address these and develop your strengths
• Synthesise knowledge and skills in order to advance your own professional knowledge and practice.
vali@noble-manhattan.com
www.whycoachingworks.com/vali
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.
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.
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.
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.
Similar to Better Coaches Competitive Context Cdm 2009 (20)
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Euro 2024 Belgium's Rebirth the New Generation Match the Golden Era.docxEticketing.co
The Golden Group is over. Can a new group step up? Two years ago, Kevin De Bruyne plunged Belgium’s Euro 2024 plans into disorder when he claimed the team was “too old” to win in an interview with The Protector. That Belgian squad had 10 players over 30 and the maximum average age of any Euro Cup 2024 team at the competition. A group-stage exit and just one goal at the World Cup put Belgium on course for a restructure.
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Coach Domenico Tedesco has managed a tactical shakeup and a regular exit for some of the oldest players. Experienced bests remain, not least the 37-year-old Jan Vertonghen in defense, the 32-year-old De Bruyne himself in midfield, and 31-year-old Romelu Lukaku up visible.
Still, younger actors like De Bruyne’s Manchester City partner Jeremy Doku bring fresh vitality to the team. Euro Cup Germany Qualifying unbeaten with just four goals allowed from eight games was a welcome sign of accomplishment back on track under Tedesco.
The only other squad in Group E besides Belgium to UEFA Euro 2024 qualify unbeaten, Romania was awestruck by winning a group that also checked Switzerland and Israel. Still, Euro 2024 will test a squad sorely lacking in top-level skill.
Euro 2024: Belgium's Transition from Golden Generation to New Hope
Tottenham guardian Vlad Dragusin is the only Euro Cup 2024 squad member singing regularly for one of Europe’s top clubs this flavor. He even played only nine Premier League games since adoption in January. Goalkeeper Horatiu Moldovan is a stoppage at Atletico Madrid.
There’s a link to the beauty days of Romanian soccer with midfielder Ianis Hagi, son of Gheorghe Hagi, who assisted the team to the rounds of the 1994 World Cup and Euro 2000.
We are only a combine of days away from the UEFA Euro 2024 curtain raiser. The 24 squads are winding up their provisions and getting ready to give it their all to life the wanted Euro Cup Final trophy on July 14. Spread across six clusters, the first hurdle in the knockout phase will be the plump of 16.
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Germany and Scotland will take things off before we get into overdrive in two weeks. Meanwhile, Belgium will be longing to bounce back after a horrendous 2022 FIFA World Cup movement, which ended in the group stage.
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Roberto Martinez completed the way for Domenico Tedesco, who has overseen a compact start to his tenure. The 38-year-old will be assured heading into the group stage
Here are our Euro 2024 predictions for the group stages
Will England make it through the group stages?, Will Germany use the home advantage to full effect?
Follow our progress, see how many we get right
If you want to join in let us know before the first game kick off and we can invite you to our private league
or join in with our friends at DeeperThanBlue
https://www.linkedin.com/posts/activity-7204868572995538944-qejG
https://www.selectdistinct.co.uk/2024/06/13/euro-2024-match-predictions/
#EURO2024 #Germany2024 #England #EURO2024predictions
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2. To develop the
Our
support, tools and
resources needed by
Mission
our coaches to drive
a long term athlete
development system
To develop
competent coaches To develop a culture
of long-term coach
trained to meet the
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
Self-direction, guided learning, reflection,
Applies Adult Learning Principles
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-
Development Club – Private Enterprise
entry into
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
To be discussed in the future
FUNdamentals
Entry
Learning to Train
Entry
9.
10. Coaching Contexts - Progress to Date
Competitive Instructor
Community
Initiation Coach Community Instructor
Introduction
started
FUNdamentals Regional Coach /
In place – Provincial Coach Development Club
On-line + workshop Private Enterprise
introduced 2008
To be developed
Ongoing Development – 2009 High Peformance
Active for Life
Center
To be developed High Perform - tbd To be developed
Baseball Canada Nccp.baseball.ca
11. Coach Status
Certified
Upon:
Trained
Trained status
Making Ethical
In Training
Decisions at
Upon
Once you register www.coach.ca
completion of
and start process
training for each
Evaluation process
context, you will
1st step – for that context
be designated as
on-line at
‘Trained’ in that
nccp.baseball.ca “Certified”
context
designation
CC Number issued &
Portfolio started
Baseball Canada Nccp.baseball.ca
12.
13. The Pathway to Certification
On-Line
Workshops
Certification
Practice
Evaluation
Baseball Canada Nccp.baseball.ca
14. The Resources and Tools Available to Coaches
On-Line
resources
Group
Workshops
Quality Personal
Learning Experience
Access to
shared resources
Printed &
Evaluation &
On-line
Mentoring
Baseball Canada Nccp.baseball.ca
16. Meets needs of coaches Guided Learning - Sharing
for that context
Workshop
Theory is integrated 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
High Performance
Development
To be developed
Introduction
Competitive
Training to Compete
Development
Regional Coach Learning to Win
Started in 2008
Learning to Train Training to Win
14 to 18 yrs
9-12
Early ‘Training to National Team
Learning to
Train’ ages 12-13 Nat’l Train Center
Compete
Pro
Canada Cup /
Provincial Coach
Canada Games
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
(guided learning)
Baseball Canada Nccp.baseball.ca
19. 2009 Nationals
Old NCCP New NCCP
• Regional Coach – Trained
and
• Full Level 1 plus Level 2
• Complete ‘Making Ethical
Technical
Decisions’ on-line at
OR
and www.coach.ca
• Complete ‘Making Ethical and
Decisions’ on-line at
• Complete online
www.coach.ca
Evaluation portfolio
(1 coach per team)
Baseball Canada Update - June 2008 -
Toronto