The CEO, with the help of a board or a subcommittee of the board, and perhaps some outside advisors, can identify the weaknesses that challenge the CEO’s leadership competency. In listing those weaknesses and their internal and/or external ramifications, a development plan can be put in place to increase the CEO’s competency in areas of weakness, measure results and return the CEO to a level of confidence that the right person is driving the bus.
Creative ways to show employee appreciationLisa Baird
So, how do you show your employees that they're valuable to the company? Business News Daily asked business owners and experts for their best tips. Advice ranged from rewarding employees with small gifts and throwing fun group outings to giving employees more responsibility and letting them in on company decisions.
Involving stakeholders in leader’s developmentsudhakar reddy
Leaders are usually a lonely breed within their organisation. They typically have overwhelming desire to add their two cents to every discussion. They also fail to see that they are treating someone unfairly. Their position is higher than most and not many people can ask them questions.
The CEO, with the help of a board or a subcommittee of the board, and perhaps some outside advisors, can identify the weaknesses that challenge the CEO’s leadership competency. In listing those weaknesses and their internal and/or external ramifications, a development plan can be put in place to increase the CEO’s competency in areas of weakness, measure results and return the CEO to a level of confidence that the right person is driving the bus.
Creative ways to show employee appreciationLisa Baird
So, how do you show your employees that they're valuable to the company? Business News Daily asked business owners and experts for their best tips. Advice ranged from rewarding employees with small gifts and throwing fun group outings to giving employees more responsibility and letting them in on company decisions.
Involving stakeholders in leader’s developmentsudhakar reddy
Leaders are usually a lonely breed within their organisation. They typically have overwhelming desire to add their two cents to every discussion. They also fail to see that they are treating someone unfairly. Their position is higher than most and not many people can ask them questions.
Employee Appreciation Day occurs once every year in March, but recognizing employee achievements with special events and celebrations should be a year-round mission. Our eBook, A Guide to Employee Appreciation, gives managers and team leaders tips on comfortably planning a celebration, as well as specific event ideas.
This presentation is for new managers or existing managers who want to have a refresher. The perspective is from how management needs to change to deal with today\'s economy.
Not Another Meeting! Moving Groups Forward With Effective FacilitationRMC Health
RMC Health has delivered exceptional professional development for over 40 years, building the capacity of thousands of individuals to be more efficient and effective in their careers.
Leadership suggestions for managing directorsLorenzo V Tan
Lorenzo V Tan - The term "leadership" can encompass a broad variety of actions and attitudes; it does not necessarily apply only to a single leader of a group.
How to Build an HR Team People Actually Want to Come toOfficevibe
How to Build an HR Team People Actually Want to Come to, by Julie Jeanotte, Engagement Specialist at Officevibe.
Some key takeaways :
- The importance of spending time in the field
- Seeing humans, not workers
- Take the 'resources' out of human resources
This presentation has been done at the HR Virtual Summit, by Bamboo HR in November 2018.
Effective DAM leadership: Why Organizational Perspective MattersKelly Rose Arellano
Join former Creative Digital Asset Director of Hallmark Cards Inc., Debra Risner as she explores to how:
- See DAM as a strategic enabler of your organization's success
Align and motivate DAM action within your organization
- Approach DAM more cohesively using your organization's mission and priorities
- Bring strategic clarity and positive change to your organization through DAM
Nothing affects employee morale more insidiously than persistent workplace negativity. It saps the energy of your organization and diverts critical attention from work and performance. Negativity occurs in the attitude, outlook, and talk of one department member, or in a crescendo of voices responding to a workplace decision or event.
Learning Objective: Discuss methods for increasing team productivity
Research has shown that there are a lot of reasons why employees leave a company, including burnout, boredom, less recognition, conflicts in the workplace, etc. Employee retention can save a company thousands of dollars and improve company morale. Working with your team on tasks such as brainstorming can show creativity, ranking their attributes can help you complement their strengths, and discussing employee career goals can add a lot of value to the project as it allows the team to flourish and meet company goals. This leads to employee satisfaction and feeling rewarded in their work and, most of all, appreciated. Making work fun and identifying accomplishments cures disengagement in the workplace.
At the end of this seminar, participants will be able to:
a. Identify factors that lead to employee disengagement.
b. Devise methods to engage employees and increase creativity and productivity.
c. Classify employee strengths to complement task assignments and discuss career goals.
d. Share methods for keeping employees engaged and feeling appreciated.
Employee Appreciation Day occurs once every year in March, but recognizing employee achievements with special events and celebrations should be a year-round mission. Our eBook, A Guide to Employee Appreciation, gives managers and team leaders tips on comfortably planning a celebration, as well as specific event ideas.
This presentation is for new managers or existing managers who want to have a refresher. The perspective is from how management needs to change to deal with today\'s economy.
Not Another Meeting! Moving Groups Forward With Effective FacilitationRMC Health
RMC Health has delivered exceptional professional development for over 40 years, building the capacity of thousands of individuals to be more efficient and effective in their careers.
Leadership suggestions for managing directorsLorenzo V Tan
Lorenzo V Tan - The term "leadership" can encompass a broad variety of actions and attitudes; it does not necessarily apply only to a single leader of a group.
How to Build an HR Team People Actually Want to Come toOfficevibe
How to Build an HR Team People Actually Want to Come to, by Julie Jeanotte, Engagement Specialist at Officevibe.
Some key takeaways :
- The importance of spending time in the field
- Seeing humans, not workers
- Take the 'resources' out of human resources
This presentation has been done at the HR Virtual Summit, by Bamboo HR in November 2018.
Effective DAM leadership: Why Organizational Perspective MattersKelly Rose Arellano
Join former Creative Digital Asset Director of Hallmark Cards Inc., Debra Risner as she explores to how:
- See DAM as a strategic enabler of your organization's success
Align and motivate DAM action within your organization
- Approach DAM more cohesively using your organization's mission and priorities
- Bring strategic clarity and positive change to your organization through DAM
Nothing affects employee morale more insidiously than persistent workplace negativity. It saps the energy of your organization and diverts critical attention from work and performance. Negativity occurs in the attitude, outlook, and talk of one department member, or in a crescendo of voices responding to a workplace decision or event.
Learning Objective: Discuss methods for increasing team productivity
Research has shown that there are a lot of reasons why employees leave a company, including burnout, boredom, less recognition, conflicts in the workplace, etc. Employee retention can save a company thousands of dollars and improve company morale. Working with your team on tasks such as brainstorming can show creativity, ranking their attributes can help you complement their strengths, and discussing employee career goals can add a lot of value to the project as it allows the team to flourish and meet company goals. This leads to employee satisfaction and feeling rewarded in their work and, most of all, appreciated. Making work fun and identifying accomplishments cures disengagement in the workplace.
At the end of this seminar, participants will be able to:
a. Identify factors that lead to employee disengagement.
b. Devise methods to engage employees and increase creativity and productivity.
c. Classify employee strengths to complement task assignments and discuss career goals.
d. Share methods for keeping employees engaged and feeling appreciated.
The ROI of HR: Building the HR SupergroupPeopleFirm
If you're in HR and you're not aiming for quantifiable business impact, you're missing the boat.
Sadly, in too many organizations, HR is perceived more as an administrative function focused on policy than as a strategic partner focused on increasing organizational performance. This, despite the fact that studies have long shown that a high-performing HR can drive close to 40% of overall business performance*.
In a world where people are your last competitive frontier, shouldn't HR be partnering with the business to drive that bottom-line impact?
We think yes! Check out our 3-minute postcard on how to increase the ROI of HR in your organization.
The HR Revista 2nd Issue - Survival of the FittestChintan Trivedi
2nd Issue of The HR Revista - Quarterly E-magazine published by MHRM students and Alumni Forum of Faculty of Social Work, The Maharaja Sayajirao University, Vadodara
The 10 Most Influential HR Leaders To Follow, 2023.pdfCIO Look Magazine
This edition features a handful of The Most Influential HR Leaders in several sectors that are leading us to a better future
Read More: https://ciolook.com/the-10-most-influential-hr-leaders-to-follow-2023-july2023/
How can we help our business with Strategic Planning?-Herta M ShikapwashyaHertaMarthaShikapwas
If you are looking for the strategic Planning expert, just connect with Herta M Shikapwashya. She help businesses by giving them unique ideas to promote their business. She helps you to manage budget, customer engagement.
Front line engagement & peer-to-peer management systemsRon McFarland
With today's communication technology and changing attitudes toward work, a new management system is becoming popular and successful. It is front-line people managing and making decisions for themselves. This presentation offers some guidelines on how to make this system more productive than traditionally managed organizations.
Timothy Terrentine - A Proactive and Ardent Individual.pdfTimothy Terrentine
Timothy Terrentine is proficient in embracing change and driving transformation to foster best practices. To know more about him visit his official site http://www.tim-terrentine.com/
A talk by Rob Catalano
Chief Engagement Officer, WorkTango
As uncertainty spreads through organizations, executives, HR professionals, and every single employee, it gets challenging to operate in a ‘new normal.’
But in unprecedented times, your employees matter now, more than ever. This session will discuss:
· The impact uncertain times have on employees and why it’s important for companies to respond
· Specific recommendations on how to engage employees given the uncertainty in the workplace
· The mindset and approach that you need to start with
· Examples of companies that are doing it well to inspire action in your organization
Watch REPLAY here:
https://leading-in-crisis.turnkeycoachingsolutions.com/talks/how-to-engage-employees-in-uncertain-times/
**Leading in a Crisis Free Virtual Summit 40+ Speakers:**
https://leading-in-crisis.turnkeycoachingsolutions.com/
The Year of People: How HR is Evolving in 2020Tamar Kuyumjian
This year forced companies all over the world into a remote work pilot study. Sharing their insights from the front lines, Aptology spoke with leaders in HR like CHROs and marketers in HR tech about how HR is evolving in 2020. They covered: How do we understand and measure the employee experience? What pre employment screening data do we need to get visibility for better talent acquisition and DEI efforts? What tools and behavioral assessments do we need for internal sources of recruitment? How does our understanding of people and communication need to change? Prepare to take notes as this guide gives tactical advice for HR professionals in talent management, learning and development, succession planning, and talent acquisition.
Corporate Politics - Turning a Negative Into a PositiveDarrin Murriner
This presentation is a summary of Chapter 6 of the book Corporate Bravery. You can learn more about how this chapter fits into the overall approach to eliminating fear-based decision making by visiting www.corporatebravery.com
Founded in 1985, The Herrmann Group Limited is a human resources management consulting firm. Our responsive consulting practice is built around the inidivduality of your business and its ever-changing needs in the volatile environment in which we all operate. We have the creativity and expertise to develop customized projects, unique to your specific challenges.
Our mission is to assist clients in attracting, selecting, engaging, developing and retaining their most valuable assets – Great employees.
We focus on relationship building with clients.
We depend on the experience and network developed by our leadership team over the past decade.
We provide clients with fully comprehended and developed resources that are continually expanding.
We customized projects to your needs through our expertise in Human Resources and our proprietary database of over 75,000+ networked professionals
The Chief Executive Officer has overall responsibility regarding making, arranging, actualizing, and coordinating the key method for an organization. It incorporates duty regarding all parts and divisions of a business.
Patrick Henry Entropic - What does CEO stands for?
Brian Hunter Recommendation
1. TO WHOM IT MAY CONCERN 12th September, 2015
Mr. Brian Hunter
I have known Mr. Brian Hunter for little over five years, primarily due to our working relationship
directed towards manufacturing advanced ceramic products, technology transfer, lean manufacturing
and manufacturing plant expansion. Later, our relationship transformed to ‘friendship’, when we
started exchanging our ideas/thoughts about other areas of manufacturing process, innovations, cost
control, and people management in general. I grew to value Brian’s judgement, social contributions,
and reality based leadership style in managing the entire plant operations of a high-tech start-up
company. His primary responsibilities, as Plant Manager, included (but not limited to) planning,
organizing and directing the manufacturing and maintenance operations to ensure the most effective
return on assets. Brian implemented Lean Manufacturing tools, which continued to minimize
manufacturing costs through the effective utilization of manpower, equipment, facilities, materials, and
capital. Brian was instrumental in establishing plant expansion projects, and then he
engineered/designed, got resources and built the manufacturing plant and process. He also managed
the capital budget required for the plant from start to finish. Most outstanding contribution of Mr.
Hunter was, as I have identified, was helping his organization with hiring world class technical and
management professionals, and their professional growth within the organization, taking care of day
to day people situations, performance appraisals, promotions/pay raises, retention of people etc. Mr.
Brian Hunter did extremely well in a complex human relations, and management climate; he took the
burdens of leadership seriously owning problems and defeats, and generously sharing triumphs and
victories with his team.
Brian is pleasant in nature, hardworking, energetic, goal-oriented, and is able to come up to speed
quickly when new assignments are given to him. Beyond his superior management and
administrative capabilities, Mr. Hunter is a great person to interact with, whether it be work related or
general everyday topics. His ability to engage with people allows him to be very efficient in achieving
project/management goals.
One of the most important qualities of Brian is that he leads by example; --- working long hours with
his team, supporting their efforts and aspirations; in short, actively problem solving by bringing out the
best in his people.
I am honored to write this recommendation/endorsement for Mr. Brian Hunter, and I truly believe that
he would be an asset to any organization he is a part of.
Dilip Chatterjee, Ph. D
Independent Consultant (Materials) &
Sr. Technical Advisor, RocCera LLC.
VP – R&D, Oxane Materials (Retired, 2013)
Houston, Texas
