The document provides an introduction to a learning development and communication company. They help organizations create and lead changes, design culture, and search for innovations. They are passionate innovators seeking new ideas at home and abroad. They combine experiential learning techniques and marketing communication for maximum motivation. They can help organizations with HR strategy, planning, communication, team building, change facilitation, and more. Their process involves initial questions, diagnostics, strategy proposals, project planning, and evaluation.
This document summarizes information about a learning development and communication company called Core Questions. They help organizations with change management, culture development, and innovation. The company is passionate about finding new ideas and uses experiential learning techniques. They have experience in areas like HR, marketing, and business development. Core Questions knows how to develop strategy, culture, communication, and people skills. They provide workshops, training, coaching, and temporary management support. The company also introduces the consultants who work for Core Questions.
The document provides information about a training program called "Interpersonal Effectiveness" conducted by Harikrushna Institute of Training and Learning (HITAL). The one-day program aims to help participants improve their interpersonal relationships through better self-awareness and understanding of Transactional Analysis communication tools. It teaches participants how to identify barriers to effective relationships and growth. The program is suitable for professionals looking to enhance their interpersonal skills. HITAL also provides various other free training programs for charitable organizations.
The document provides information about an upcoming learning and development conference on July 16-17, 2013 in Shanghai. The conference will include sessions on integrating internal learning resources, utilizing multiple learning channels, promoting learning projects, and keeping up with new learning and development trends. There will be case studies presented from various industries as well as discussions with HR experts. Past attendees have found the conference to provide valuable professional experience, knowledge sharing, and a platform to meet HR professionals.
The top talents are crucial for each modern organization. Without top talents the company cannot survive. The talents are usually the source of innovation, they do manage challenging projects and they deliver results.
The job market is tough today, the quality of education is decreasing, but the companies require highly skilled employees. Companies do fight for talents.
How your company can find the right talents on the job market? How the company can build the pool of interesting talents available on the market?
LinkedIn is not the only solution, the company has to design a mix of different HR and marketing tools to promote itself on the job market to become a really attractive target to top talents.
Transformational Executive Coaching
Expands people’s capacity to take effective action.
Challenges beliefs and assumptions that are responsible for one’s actions and behaviors.
Examines what one does, why one does what one does, but also who one is. What are the principles upon which one forms identity?
This 1-day masterclass focuses on coaching and mentoring next-generation consultants to develop talent and retain staff. The class will teach managers how to create growth plans matching skills to needs, ask effective questions, provide constructive feedback, and build developmental networks. It will also cover mentoring millennials, aligning coaching with development plans, goal-setting models, and building trust for feedback. Training uses group activities, simulations, and case studies to develop skills for success beyond traditional KPIs. The facilitator has extensive recruiting experience and qualifications in training and development.
About us:
- Successful relationship with more than 500 organizations spread across various sectors
- Wide reach in 4 business hubs of India and training capability across the country
- With more than 120 customizable solutions we are a one stop shop for all people skill related issues
- End to end service provider in the areas of talent development through profiling, assessment, training and e-Learning through exclusive partnerships
This document summarizes information about a learning development and communication company called Core Questions. They help organizations with change management, culture development, and innovation. The company is passionate about finding new ideas and uses experiential learning techniques. They have experience in areas like HR, marketing, and business development. Core Questions knows how to develop strategy, culture, communication, and people skills. They provide workshops, training, coaching, and temporary management support. The company also introduces the consultants who work for Core Questions.
The document provides information about a training program called "Interpersonal Effectiveness" conducted by Harikrushna Institute of Training and Learning (HITAL). The one-day program aims to help participants improve their interpersonal relationships through better self-awareness and understanding of Transactional Analysis communication tools. It teaches participants how to identify barriers to effective relationships and growth. The program is suitable for professionals looking to enhance their interpersonal skills. HITAL also provides various other free training programs for charitable organizations.
The document provides information about an upcoming learning and development conference on July 16-17, 2013 in Shanghai. The conference will include sessions on integrating internal learning resources, utilizing multiple learning channels, promoting learning projects, and keeping up with new learning and development trends. There will be case studies presented from various industries as well as discussions with HR experts. Past attendees have found the conference to provide valuable professional experience, knowledge sharing, and a platform to meet HR professionals.
The top talents are crucial for each modern organization. Without top talents the company cannot survive. The talents are usually the source of innovation, they do manage challenging projects and they deliver results.
The job market is tough today, the quality of education is decreasing, but the companies require highly skilled employees. Companies do fight for talents.
How your company can find the right talents on the job market? How the company can build the pool of interesting talents available on the market?
LinkedIn is not the only solution, the company has to design a mix of different HR and marketing tools to promote itself on the job market to become a really attractive target to top talents.
Transformational Executive Coaching
Expands people’s capacity to take effective action.
Challenges beliefs and assumptions that are responsible for one’s actions and behaviors.
Examines what one does, why one does what one does, but also who one is. What are the principles upon which one forms identity?
This 1-day masterclass focuses on coaching and mentoring next-generation consultants to develop talent and retain staff. The class will teach managers how to create growth plans matching skills to needs, ask effective questions, provide constructive feedback, and build developmental networks. It will also cover mentoring millennials, aligning coaching with development plans, goal-setting models, and building trust for feedback. Training uses group activities, simulations, and case studies to develop skills for success beyond traditional KPIs. The facilitator has extensive recruiting experience and qualifications in training and development.
About us:
- Successful relationship with more than 500 organizations spread across various sectors
- Wide reach in 4 business hubs of India and training capability across the country
- With more than 120 customizable solutions we are a one stop shop for all people skill related issues
- End to end service provider in the areas of talent development through profiling, assessment, training and e-Learning through exclusive partnerships
The document provides an overview of internal branding from a human resources perspective based on interviews with HR professionals from over a dozen companies. Some key findings include:
1) Internal branding is important for successfully implementing business strategy by empowering employees to deliver a consistent customer experience.
2) To engage employees, companies must foster pride, provide rewards/recognition, and ensure consistency over time.
3) Developing a set of values is paramount, and companies devote significant resources to developing values through research and ensuring buy-in across functions.
4) Maintaining internal branding requires orientation, training, and structural alignment to reinforce values at all stages of employment.
High Stakes Holistic and Integral Coaching for a Meaningful and a Sustainable...Svetlana Dimovski
In fast-changing, ambiguous, interdependent and digitally-empowered world, leadership is pressured to look at the growth from a fresh perspective. This is where we can best help. Our approach to growth strategy is integral and holistic. When stakes are high, we focus on facilitating deep insights and actions that promote sustainable results with a restored sense of wholeness for our clients.
The integral and holistic approach is multifaceted, and as such, it is very effective in complex, ambiguous and fuzzy situations (e.g. organizational or personal reinvention, leading across an ecosystem without authority or governance, discovering new growth path or a new growth field, etc.).
Integral approach potentiates deeper awareness, better understanding, and easier integration of insights accessed through different ways of knowing and doing. When we come from more parts of our being, we live, move, and grow more congruently, so that our actions produce desired meaningful outcomes rather than false starts.
Schedule your discovery call at: https://calendly.com/dimovski/discoverycall
This document discusses best practices for mentoring programs and provides a case study of M&T Bank's mentoring program. It begins by outlining critical components of successful programs, including defining goals, identifying mentees/mentors, program design, implementation, and evaluation. It then details M&T's program which was developed to increase engagement, productivity, and retention. Key aspects included a 10-month partnership, networking opportunities, and learning about the organization. Mentees and mentors were identified and paired through a multi-step process. The program was then designed, implemented and evaluated over two years, showing positive results for mentees such as increased learning, engagement, and career opportunities.
Mpumelelo Ncube is applying for a position at the organization. He has 12 years of professional experience in IT/banking, civic society, humanitarian organizations, and business development. His experience includes founding and directing a children's charity trust in Zimbabwe and working as a personal assistant to a Member of Parliament. He is currently the Business Development Manager at Mashaba Attorneys in South Africa, where he is responsible for identifying tenders and writing proposals. Ncube has strong skills in project management, training, and business development.
leading and managing graduate recruitment and development, including talent management / human resources professionals, career development advisors, service providers and professional associations.
All managers need some guidance on the whys and hows of coaching, but most organizations can’t afford to train them on a large scale, so the least you can do is make an effort to create a culture of coaching. The key is to create a pool of manager-coaches who can be role models, supporters and sustainers of a coaching mindset.
When you select the right people and invest in their development and position them as coaching advocates, you plant the seeds for expanding coaching well beyond the individual manager-direct report relationship. Your role models demonstrate effective coaching both formally and informally, and they help motivate others to use and improve their own coaching capabilities.
Always link the purpose and results of coaching to the business. Managers have to know the business case for coaching and developing others if they’re to value it and use it effectively. Where is the business headed? What leadership skills are needed to get us there? How should coaches work with direct reports to provide the feedback, information and experiences they need to build those needed skills? Set strategic coaching goals, tactics and measures for the organization as well as including coaching as an individual metric.
The document discusses increasing the value of human capital through effective talent management. It introduces Ascension Assist HR, which specializes in human capital solutions to help companies optimize their talent. Their services include talent acquisition, training, employee relations, and organization development. They take a holistic approach to the employee lifecycle and tailor solutions to each company's unique culture and business strategies. Contact information is provided for the experienced leadership team at Ascension Assist HR.
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Lezlie Stephens and Erin Boettge from BizLibrary are presenting on competency-based training. BizLibrary helps organizations improve employee learning. The presentation will discuss the relevance of competency-based training in today's workplace and provide a 7 step process for creating a competency-based training program. Key aspects of competency-based training programs include alignment with organizational goals, being employee focused, building on strengths, and improving performance.
Interview in the Comdex Times of your esteemed Prof. Vinod V Sople's (Director at ITM SIA Business School - Mumbai).
An impressive article sharing his views on "Working Smart, Just Not Hard"
A must read!
Jeff is a transformational life coach who has helped thousands of clients over his career. He works to help people clarify their vision and goals to build a bridge to their ideal life. As a coach, he believes in calling forth people's great potential and helping them learn to ride the wave of change. He now invites the reader to consider his coaching and training services for both individuals and corporate clients.
The document provides an overview of Think Talent Services' executive coaching model called NEWS. NEWS stands for a development framework that covers Why, Where to, How, and Why Not to help executives broaden their self-understanding, develop in identified areas, and build a coaching culture. The coaching process involves a questionnaire, 3-way meetings, 8-10 sessions over 6-8 months using tools like the 12 Box matrix and Greatness Model. Think Talent promotes the globally tested NEWS method and has alliances in over 40 countries. Customers praise how NEWS helped them clarify career direction and break emotional baggage through its structured yet flexible approach.
Harmony Crew is a strategic communications firm that offers expertise in culture/employee engagement, leadership development, and strategic branding. They believe that a trust-based, empowered culture with high employee engagement drives positive change and breakthrough performance. Harmony Crew takes a values-based, open communications approach to helping clients enable a highly engaged culture where people feel connected to deeper meaning and dedicated to serving customers. Their leadership and culture programs enable clients to think differently and collaborate effectively to deliver value.
The document details the career journey of an individual who has almost 20 years of experience in human resources, IT, organizational development, change management, and program/project management. They started out working various jobs to pay for college and graduate school, then gained experience in software training, project management, and change management consulting. They are now looking for a permanent leadership role applying their experience and skills to strategy, client development, and people development.
Power of empowerment the new normal leaders”Vivek743691
The document outlines a session on empowering new normal leaders. It discusses getting leaders up to speed on the current landscape and 3R strategy of respond, recover, and ready for navigating post-pandemic stages. It covers setting priorities by understanding self, leadership effectiveness, building winning teams, and creating a learning organization. Developing emotional intelligence, conflict management skills, and empowering others through various stages is emphasized for empowered people to sustain business.
This document provides information on mentoring relationships and programs. It discusses the roles and functions of mentors and mentees, as well as advantages and disadvantages. Mentors provide career coaching, exposure, and psychosocial support to help mentees learn and develop. Formal mentoring programs aim to facilitate these relationships but have limitations compared to informal mentoring. The document advises both mentors and mentees on effective relationship development and avoidance of potential problems.
Organizational Agility for Sustainable Competitive Advantage in VUCASeta Wicaksana
An Organization has an SCA when it is able to generate more customer value than competitive firms in its industry for the same set of products and service categories and when these other firms are unable to duplicate its effective strategy
At present, the pace of change feels relentless – new technology has changed our working lives beyond recognition and disrupted whole industries.
Many of us like to think that change is rare - we feel like it should be a one-off event, with a beginning and an end. The reality is that change is a constant state - nothing stays the same forever. If this seems daunting, agility is our friend.
Are you in the right vehicle for your journeyRuss Thornton
For accompanying audio, watch this presentation here:
http://www.wealthcarerevolution.com/home/2010/9/7/are-you-in-the-right-vehicle-for-your-journey.html
The document provides a summary of Ric Holland's career history from 1979 to 2000, listing his various roles and responsibilities in graphic design, brand strategy, interactive media, software products, and more. It shows that he gained extensive experience in creative direction, managing directorships, and regional management roles at companies like IBM, MetaCreations Corporation, Extreme Digital, and Vision Graphics over a period of more than 20 years.
This document provides advice for pharmacists seeking new employment opportunities. It recommends using online job boards and company career pages to search for openings. It also suggests networking through professional associations and contacting headhunters. When applying, be prepared with relevant licensure information, references, and employment history. Follow up with companies within 2 weeks if not contacted about an application. Building relationships and utilizing personal connections can help pharmacists find new positions.
The document provides an overview of internal branding from a human resources perspective based on interviews with HR professionals from over a dozen companies. Some key findings include:
1) Internal branding is important for successfully implementing business strategy by empowering employees to deliver a consistent customer experience.
2) To engage employees, companies must foster pride, provide rewards/recognition, and ensure consistency over time.
3) Developing a set of values is paramount, and companies devote significant resources to developing values through research and ensuring buy-in across functions.
4) Maintaining internal branding requires orientation, training, and structural alignment to reinforce values at all stages of employment.
High Stakes Holistic and Integral Coaching for a Meaningful and a Sustainable...Svetlana Dimovski
In fast-changing, ambiguous, interdependent and digitally-empowered world, leadership is pressured to look at the growth from a fresh perspective. This is where we can best help. Our approach to growth strategy is integral and holistic. When stakes are high, we focus on facilitating deep insights and actions that promote sustainable results with a restored sense of wholeness for our clients.
The integral and holistic approach is multifaceted, and as such, it is very effective in complex, ambiguous and fuzzy situations (e.g. organizational or personal reinvention, leading across an ecosystem without authority or governance, discovering new growth path or a new growth field, etc.).
Integral approach potentiates deeper awareness, better understanding, and easier integration of insights accessed through different ways of knowing and doing. When we come from more parts of our being, we live, move, and grow more congruently, so that our actions produce desired meaningful outcomes rather than false starts.
Schedule your discovery call at: https://calendly.com/dimovski/discoverycall
This document discusses best practices for mentoring programs and provides a case study of M&T Bank's mentoring program. It begins by outlining critical components of successful programs, including defining goals, identifying mentees/mentors, program design, implementation, and evaluation. It then details M&T's program which was developed to increase engagement, productivity, and retention. Key aspects included a 10-month partnership, networking opportunities, and learning about the organization. Mentees and mentors were identified and paired through a multi-step process. The program was then designed, implemented and evaluated over two years, showing positive results for mentees such as increased learning, engagement, and career opportunities.
Mpumelelo Ncube is applying for a position at the organization. He has 12 years of professional experience in IT/banking, civic society, humanitarian organizations, and business development. His experience includes founding and directing a children's charity trust in Zimbabwe and working as a personal assistant to a Member of Parliament. He is currently the Business Development Manager at Mashaba Attorneys in South Africa, where he is responsible for identifying tenders and writing proposals. Ncube has strong skills in project management, training, and business development.
leading and managing graduate recruitment and development, including talent management / human resources professionals, career development advisors, service providers and professional associations.
All managers need some guidance on the whys and hows of coaching, but most organizations can’t afford to train them on a large scale, so the least you can do is make an effort to create a culture of coaching. The key is to create a pool of manager-coaches who can be role models, supporters and sustainers of a coaching mindset.
When you select the right people and invest in their development and position them as coaching advocates, you plant the seeds for expanding coaching well beyond the individual manager-direct report relationship. Your role models demonstrate effective coaching both formally and informally, and they help motivate others to use and improve their own coaching capabilities.
Always link the purpose and results of coaching to the business. Managers have to know the business case for coaching and developing others if they’re to value it and use it effectively. Where is the business headed? What leadership skills are needed to get us there? How should coaches work with direct reports to provide the feedback, information and experiences they need to build those needed skills? Set strategic coaching goals, tactics and measures for the organization as well as including coaching as an individual metric.
The document discusses increasing the value of human capital through effective talent management. It introduces Ascension Assist HR, which specializes in human capital solutions to help companies optimize their talent. Their services include talent acquisition, training, employee relations, and organization development. They take a holistic approach to the employee lifecycle and tailor solutions to each company's unique culture and business strategies. Contact information is provided for the experienced leadership team at Ascension Assist HR.
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Lezlie Stephens and Erin Boettge from BizLibrary are presenting on competency-based training. BizLibrary helps organizations improve employee learning. The presentation will discuss the relevance of competency-based training in today's workplace and provide a 7 step process for creating a competency-based training program. Key aspects of competency-based training programs include alignment with organizational goals, being employee focused, building on strengths, and improving performance.
Interview in the Comdex Times of your esteemed Prof. Vinod V Sople's (Director at ITM SIA Business School - Mumbai).
An impressive article sharing his views on "Working Smart, Just Not Hard"
A must read!
Jeff is a transformational life coach who has helped thousands of clients over his career. He works to help people clarify their vision and goals to build a bridge to their ideal life. As a coach, he believes in calling forth people's great potential and helping them learn to ride the wave of change. He now invites the reader to consider his coaching and training services for both individuals and corporate clients.
The document provides an overview of Think Talent Services' executive coaching model called NEWS. NEWS stands for a development framework that covers Why, Where to, How, and Why Not to help executives broaden their self-understanding, develop in identified areas, and build a coaching culture. The coaching process involves a questionnaire, 3-way meetings, 8-10 sessions over 6-8 months using tools like the 12 Box matrix and Greatness Model. Think Talent promotes the globally tested NEWS method and has alliances in over 40 countries. Customers praise how NEWS helped them clarify career direction and break emotional baggage through its structured yet flexible approach.
Harmony Crew is a strategic communications firm that offers expertise in culture/employee engagement, leadership development, and strategic branding. They believe that a trust-based, empowered culture with high employee engagement drives positive change and breakthrough performance. Harmony Crew takes a values-based, open communications approach to helping clients enable a highly engaged culture where people feel connected to deeper meaning and dedicated to serving customers. Their leadership and culture programs enable clients to think differently and collaborate effectively to deliver value.
The document details the career journey of an individual who has almost 20 years of experience in human resources, IT, organizational development, change management, and program/project management. They started out working various jobs to pay for college and graduate school, then gained experience in software training, project management, and change management consulting. They are now looking for a permanent leadership role applying their experience and skills to strategy, client development, and people development.
Power of empowerment the new normal leaders”Vivek743691
The document outlines a session on empowering new normal leaders. It discusses getting leaders up to speed on the current landscape and 3R strategy of respond, recover, and ready for navigating post-pandemic stages. It covers setting priorities by understanding self, leadership effectiveness, building winning teams, and creating a learning organization. Developing emotional intelligence, conflict management skills, and empowering others through various stages is emphasized for empowered people to sustain business.
This document provides information on mentoring relationships and programs. It discusses the roles and functions of mentors and mentees, as well as advantages and disadvantages. Mentors provide career coaching, exposure, and psychosocial support to help mentees learn and develop. Formal mentoring programs aim to facilitate these relationships but have limitations compared to informal mentoring. The document advises both mentors and mentees on effective relationship development and avoidance of potential problems.
Organizational Agility for Sustainable Competitive Advantage in VUCASeta Wicaksana
An Organization has an SCA when it is able to generate more customer value than competitive firms in its industry for the same set of products and service categories and when these other firms are unable to duplicate its effective strategy
At present, the pace of change feels relentless – new technology has changed our working lives beyond recognition and disrupted whole industries.
Many of us like to think that change is rare - we feel like it should be a one-off event, with a beginning and an end. The reality is that change is a constant state - nothing stays the same forever. If this seems daunting, agility is our friend.
Are you in the right vehicle for your journeyRuss Thornton
For accompanying audio, watch this presentation here:
http://www.wealthcarerevolution.com/home/2010/9/7/are-you-in-the-right-vehicle-for-your-journey.html
The document provides a summary of Ric Holland's career history from 1979 to 2000, listing his various roles and responsibilities in graphic design, brand strategy, interactive media, software products, and more. It shows that he gained extensive experience in creative direction, managing directorships, and regional management roles at companies like IBM, MetaCreations Corporation, Extreme Digital, and Vision Graphics over a period of more than 20 years.
This document provides advice for pharmacists seeking new employment opportunities. It recommends using online job boards and company career pages to search for openings. It also suggests networking through professional associations and contacting headhunters. When applying, be prepared with relevant licensure information, references, and employment history. Follow up with companies within 2 weeks if not contacted about an application. Building relationships and utilizing personal connections can help pharmacists find new positions.
By Carl Marning - Cisco Services
In today's global market, talent is both the most important corporate resource, and the one in shortest supply. This presents service industry leaders the world over with an increasingly difficult and important challenge - where will your talent come from in the future? In this session, Carl Manning of Cisco discussed how to build a diverse pipeline for talent, the business case for making career development core to the organization and how to challenge and develop top talent.
HEATHER KERN A versatile designer with multi-platform specialties including marketing, magazine design, book jacket design, e-pub, website design, web animations, brochure design, posters, environmental graphics and print-to-web integration.
Un mensaje intenta controlar la mente del lector a través de la computadora, pidiendo relajarse y hacer clic en el ratón para pasar a la siguiente pantalla. Sin embargo, no hay evidencia de poderes mentales o de que el lector deba seguir instrucciones.
The document discusses strategies for social media engagement. It considers what topics to discuss like tasting notes, brand history, and events. It examines questions around audience reaction, post frequency, and tone. Metrics are presented showing the page has over 135,000 fans in 7 months, high user engagement, and is among the top Scotch pages in India. Lessons learned are to remain relevant, analyze and learn from data, and build a social media strategy or path.
Keeping Place: Presentation to Australian Govt & StakeholdersJohn Young
Keeping Place is a small organization that has made only minor changes to its objectives, strategy, and tactics over the past 15 years. It constantly evolves its plans through weekly meetings and quarterly executive team meetings. The organization's business plan is 70% complete but needs help from partners to fully develop the finance, project, operations, and marketing plans. The marketing plan objectives are to prevent a commercial aged care proposal at the 10 Terminal site, gain endorsement for Keeping Place's proposal, and access the buildings. Tactics include building local support networks and persuading government organizations.
The document discusses the use of gerunds and infinitives with various verbs such as remember, forget, stop, and try. It provides examples of how the meaning changes depending on whether a gerund or infinitive is used, such as remembering an event versus remembering to do something. It also includes a joke about a character named Bunion and asks the reader to write a sentence combining the verbs and pictures.
A mutual fund is a professionally managed investment that pools money from many investors and invests it in stocks, bonds, and other securities. SWE+ provides a principal guarantee, income guarantee with returns growing by 5% per year, potential for growth when markets rebound, and estate benefits. It provides guaranteed minimum withdrawal benefits and retirement income by eliminating risks like longevity, inflation, and market risks. SWE+ offers two options that provide predictable sustainable guaranteed income for life through retirement.
Hurstville City Council Library, Museum & Gallery Blog Training - 1st Dec 2011Neerav Bhatt
Neerav Bhatt is an experienced blogger, journalist, photographer, and librarian who has been blogging since 2004. He discusses best practices for blogging, including keeping blogs short and focused, using images, being relevant to the local community, and increasing visibility through social media. Blogging is about effectively communicating information to audiences and building readership over time through high-quality and engaging content.
The document contains links to resources about ORM (object-relational mapping), NHibernate, and database concepts like SQL injection and stored procedures. It lists the components that ORM maps including classes, associations, behavior, business rules, instances. It also provides additional links for NHibernate documentation, books, blogs, and an unofficial add-in for NHibernate.
The document provides case studies summarizing Cogentic's work helping companies with innovation, incubation and investment. It describes projects helping DivX enter the consumer electronics market and secure funding, developing strategies for Sony and LSI Logic, sourcing capital for Green Earth Fuels and VSE, and deploying Qualcomm's BREW technology globally.
1) The document simulates investor behavior in response to major US stock market downturns between 1926-2008 by modeling an exit from stocks after a 40% decline and reentry after a 40% recovery.
2) Applying this "40%-40%" rule to actual market data, investors would have exited and reentered stocks 5 times over the period, selling low and buying back higher 4 out of 5 times.
3) Overall, simply staying invested outperformed this flight-to-quality behavior in 4 out of the 5 periods, demonstrating that fleeing declining markets often leads to lower long-term returns.
The document introduces four individuals with experience in leadership development, training, coaching, and organizational change. It provides brief biographies for each person, outlining their educational backgrounds and work histories in fields related to human resources, learning and development, psychology, and consulting. The individuals have experience working with large corporations and supporting initiatives in areas such as talent management, branding, and performance improvement.
The Flame Centre provides organization development consulting, curriculum design, and capability development services. They take a strengths-based and partnership-focused approach to help organizations achieve sustainable results and build great institutions. Their methodologies include inquiry-based problem solving, conversation-based cultural change, and choice-based empowerment of individuals. They have helped clients across industries through customized consulting projects and training programs.
The Flame Centre provides organization development consulting, curriculum design, and capability development services. They take a strengths-based and partnership-focused approach to help organizations achieve sustainable results and build great institutions. Their methodologies include inquiry-based problem solving, conversation-based cultural change, and choice-based empowerment of individuals. They have helped clients across industries through customized consulting projects and training programs.
Rosalee Laws has extensive experience as an instructor, consultant, and leader across many industries. Her resume details her work providing online courses and private instruction, as well as consulting for organizations on communications, project management, and business strategy. She has expertise developing curriculum, training staff, and helping clients achieve their goals.
Unleashing Potential: Talent Management and Career Development Strategies for...Vanessa Theoharis
The document provides an overview of strategies for talent management and career development. It discusses the importance of recruiting, engaging, and retaining top talent. Specifically, it emphasizes the need to clearly define the employee value proposition, identify core competencies, and establish pathways for professional growth and career advancement. It also provides tips for onboarding new hires, recognizing employee contributions, and creating a flexible and supportive work environment to help organizations attract and maintain top performers.
Inkarnate Corporate and executive coaching offeringbalideep
The document provides an introduction to coaching, outlining its core offerings in business, life, and executive coaching. It discusses coaching as a collaborative process that focuses on learning, change, and transformation through asking questions rather than providing answers. The benefits of coaching include unlocking potential, overcoming limitations, and achieving personal and professional mastery. Building a coaching culture in organizations can develop coaching abilities in managers, encourage learning and feedback, and create a more flexible and engaged work environment.
The document describes a human centered design practice that puts people at the center of everything, uses design thinking as its approach to problem solving, and takes a holistic view. The practice works with clients on strategic design, service design, building customer centricity, and capability building using methods like research, experimentation, and embedding solutions. Examples provided show how the practice has helped clients improve customer experiences, increase retention, and establish a design academy.
GS Infiniti Consults is an organizational development and human resource consultancy firm established in 2011 with offices in Ho and Accra, Ghana. The firm provides consultancy services in areas such as human resource management, leadership development, change management, and strategic planning. Their mission is to help employees develop the right skills and attitudes to be effective for their organizations. Key consultants include Dr. Ken Dadzie Sagoe, a public health physician and human resource expert, and M.E. Annor, an HR management specialist. [END SUMMARY]
The document discusses art-based training initiatives offered by The Painted Sky to help companies with people development. It describes how art-based trainings allow participants to better understand themselves, colleagues, and their environment for improved performance and empathy. The Painted Sky has run over 300 art-based workshops across 7 countries for over 100 corporate clients covering skills like communication, collaboration and emotional intelligence. It also offers executive coaching and training programs in areas like creativity, communication, change management and leadership.
This document provides strategies for career success, including developing relationships, enhancing your value within your company, and creating a career development plan. It discusses the importance of leadership and retaining talent. Specific tips are provided, such as understanding your company's culture, increasing your visibility, getting support from a coach or mentor, and regularly evaluating your progress. Developing emotional intelligence and communication skills is also emphasized. The goal is to help people advance their careers by taking leadership opportunities and continuously learning and developing themselves.
The Painted Sky provides art-based training programs to help companies improve performance, overcome skills gaps, transform behaviors, and achieve strong results. They have run over 300 workshops across 9 countries for over 100 corporate clients covering 1500+ participants from various major companies. Their art-based programs help develop skills like communication, collaboration, emotional intelligence, and conflict management. They also provide executive coaching, design thinking workshops, and leadership development programs using experiential learning techniques like painting, theater exercises, and role-playing.
The document describes the background and career of K.P. Persaud. He was born in Guyana and worked in sugarcane fields as a boy before earning scholarships to study law and engineering. He then worked for 32 years in corporate America, holding roles such as plant manager and CEO and helping rebuild struggling companies. Four years ago, he decided to become a business coach. As a coach, he works with business owners and executives to help them develop leadership skills and grow their businesses through strategies like strategic planning, revenue growth, and profit improvement. He provides services like executive coaching, business coaching, and group coaching/workshops.
MCA People Solutions is a recruitment, training and development consulting firm based in Lebanon. It provides clients with business consulting, recruitment services, training programs, and HR services. The company's team consists of highly educated professionals with over 70 years of combined experience in organizational development, talent management, operations, and HR. MCA offers various in-house and public training programs covering topics like leadership, sales, project management, and workplace essentials. It also provides executive coaching, recruitment services, franchising consulting services, and HR consultancy.
Changeworks Communications is a marketing and communications firm established in 2007 that specializes in change management. It has 4 employees and a network of 8 associates with expertise in areas like marketing, journalism, and training. The firm's approach involves conducting a readiness audit, developing a strategy aligned with client objectives, and implementing change. A key service is "The Embodied Brand" which uses workshops and facilitated sessions to help employees embody an organization's brand and change their behaviors to better achieve its goals.
Aronagh's Consulting Services Portfolio covers people & culture, organisation design, business transformation and data governance. Contact me at www.aronagh.com for more information.
The document discusses the benefits of managers adopting a coaching approach with their teams. It defines a coach as a facilitator who connects personal and organizational goals and supports growth. Coaching increases awareness, challenges assumptions, and supports development of key skills. When managers coach, they can spend more time on strategic planning, process improvement, and developing their people. Coaching approaches are effective for issues like change management, performance, career development, and stress management. The document promotes a two-day workshop to help managers learn executive coaching skills and strategies for coaching their teams.
The document discusses strategies for organizations to adapt to changing market conditions. It recommends:
1) Modifying organizational mentality and processes to become more flexible and adaptable.
2) Revising competitive advantages through innovative redesign.
3) Requiring greater commitment from leadership to implement necessary changes with agility, effectiveness and efficiency.
This document describes three engagement and workshop packages offered by Emergenetics to help organizations improve team performance. The first is a three-quarter day workshop that uses assessments to help participants understand their individual strengths and how they can contribute to a more collaborative team. The second involves ongoing leadership coaching over 9-12 months to help leaders enhance their skills and performance. The third is a four module "Leadership Launch Kit" designed to quickly develop technologist and young leaders into impactful leaders through assessments and experiential activities.
In RBL’s newest virtual HR program, HR professionals at all levels learn to build the competencies needed to impact business results directly from Dave Ulrich. This comprehensive cohort-based virtual development journey teaches how HR creates value from the outside in and delivers business impact.
Pearl strategy will make you resilient to disruption!
Organizational culture and people are the only competitive advantage in this time of disruption of business models.
Pearl is based in 5 principles: Performance, Empowerment, Accountability, Responsiveness and Locally embedded.
2. who we are
Learning development and communication company. We design new
solutions in the area of people, teams and organizations
development. We help organizations to:
• create and lead changes
• design culture that makes people proud and which means
more than just work
• search innovations and solutions people organization areas
We are passionate innovators' always searching for new ideas at home
and abroad. We learned to combine experiential learning techniques and
marketing communication for maximal motivation effect.
helping to change
3. situation on the markets and at home
Current economy crises brings organizations to decisions that would not have
had to be done before. Decisions about organization changes to ensure
profit and growth. Czech Republic, Europe and the world is changing.
Markets, companies and products are changing. Organizations have to
adapt to the situations. That requires changing people’s thinking.
Europe is in the world extraordinary for its social systems. In order to keep them
European companies must increase productivity. Very high percentage of
employees in the Czech republic still approach work as the necessary evil
and culture something they cannot influence. At the same time Czechs
are very productive, loyal and dedicated to organizations or communities
they once join.
2 way's to increase productivity:
1. To exchange producing power (human resources and machines)
for more productive
2. Focus on changing existing resources
helping to change
4. we have
small business mindset
passion and patience to improve
experience in people, team and organizations development
experience of management in international corporation
environment
experience in areas of Human Resources, Marketing
Communication, Business Development, Customer Care,
Customer Insights Customer Experience and Stakeholder
Management
project managing approach
effective communication and valuable results
helping to change
5. we know how
strategy deployment and communication cascades
company culture development
internal communication
change projects
quality management
customer/employee lifecycle
customer experience
quality audit’s
diagnostics
people skills development and training
helping to change
6. we do and use
workshops (solution searching, motivational, transformation
oriented)
trainings
best practice sharing
cauching
mentoring
Assessment Center and Development Center True Picture
temporary management role replacement
talent management systems
events
helping to change
7. we can help in
HR strategy, planing, internal communication
new employee orientation programs
HR process audits
performance management system design
building and re-organising teams
change facilitation
effective work with talents
succession planing
training needs assessment
leadership programs
helping to change … and others based on current needs
8. complex management development program -
example
16 intensive 1 day workshops - 8 focused on management role competencies,
8 on personal development. Understanding of personal influence
is key to manage and lead people.
Competences development: Personal development:
1. Successful team development and 1. Beliefs and principles, that
leading basics improve communication
2. Choosing and engaging talents 2. Internal resources and power to
3. Influence and decision making reach goals
4. Change as opportunity 3. Systemic concept of goal and
5. Organization models, strategic opportunity to choose
thinking, goals definition, planning 4. Self-awareness, self-esteem and
6. Success perception and results self-development
evaluation 5. People, perspectives and
7. Inspiration and individuals relationships
development 6. Emotions, feelings and stress
8. Suppliers and partners 7. Inspiration and creative thinking
relationship development 8. Time and life perception
helping to change
9. how do we support organization change
strategy, process and plan
Potential evaluation, development and recruitment
(AC/DC True Picture)
Communication strategy
plan BEFORE => DURING => AFTER
tools
Management team preparation to become change agents
Adaptation and opportunities on the market package
Culture revitalization after changes
helping to change
10. cooperation process
1. core questions => Brief
2. debrief
3. diagnostics
4. strategy and milestones proposal
5. conditions and contracts
6. detail project plan including roles specification
7. realization
8. evaluation
9. next steps recommendation
pomáháme měnit
11. consultants core questions
On project/initiative will work only professionals with not only
theoretical background and practical experience but also real interest
in business and about organization of the client.
Our consultants and lectors share same values of life and are in
frequent contact supporting each other. Therefore we share
experience, unify approach and improve constantly.
To ensure quality, male and female perception aspect and provide
wide experience we offer 2 lectors on most of our management
trainings.
We do not use for consultancy and trainings any other
subcontractors.
helping to change
12. our values
We walk the talk and respect trust given us.
We value each project knowing that it might bring personal growth.
Company and Brand cannot be any better than people inside.
Each change brings improvement opportunities.
One day soon will be business decisions led by customers words
and companies will have to initiate real dialogue.
We are not afraid to risk and take the difficult path in order to
discover new opportunities.
We enjoy and share inspiration.
helping to change
13. core questions people
Petr Fridrich, Mgr.
– Born in Prague, few years lived, studied and worked in Germany and
Austria, few months spent in India. Today systemic NLP Master
Practitioner, coach and constellation master. Words of interest:
people and relationships, experiences, growth, ideas.
.
core questions - 2,5 years owner and experience facilitator
Media Research - 1,5 years business development manager
Oskar a.s. / Vodafone – 2 years organization development consultant, trainings
designer and facilitator, performance management program coordinator, talent
management program co-designer.
Allianz– 4 years specialist for organization and management development. Designed
competence model, trainings, lecturing
Fridrich´s Capital Services/RedBaenk – 1 year analyst and assistant in family
business focusing investment banking – acquisitions and merges. International
Network of Mergers & Acquisitions Partners (IMAP.com).
helping to change
14. core questions people
kdo je za slovy
Radka Cikánová
Czech in heart and soul even though tried to live in the USA.
Lashed by successes and failures, travels for inspiration,
Passionate, positive, open and trusting to people values and growth.
Goodness and better world believer. Words of interest: inspiration,
learning, influence, relationships, changes.
core questions - 2,5 years owner and experience facilitator
for clients ČEZ Zákaznické služby, České Radiokomunikace, VZP ČR
7 years and 5 months in Český Mobil / Vodafone – director, people and
organization development <= sr. manager training and ïnternal communication
<= sr. manager, customer experience <= marketing communications manager
2,5 years in Face of Alice (BTL agency) account director, <= account manager
- PR and Sales promotion, loyalty programs and events for clients: Reemtsma,
Seita, Tchibo, Allied Domecq.
3 years in Pragma Communication (PR agency), client service manager
for clients: SmithKline Beecham, MoNet.
helping to change
15. core questions people
kdo je za slovy
Ivan Vajda, Mgr., MBA
Enthusiastic student, lector and new learning trends propagator.
Happy father of 5years old son, which is great resource of
inspiration for adults development. Trained as psychologist of
special forces in USA. Convinced about huge potential of human
brain. Studied psychology, MBA and experience:
2 years coach, consultant and business psychologist
2,5 years v Český Mobil / Vodafone – Learning & Development Specialist
5,5 years trainer, consultant and psychologist in Image Lab – specialized
on soft skills development, AC, DC, self development and psychological
diagnostics
3 years psychologist of special forces in Slovakia Army – solders selection
and preparation for foreign missions and crises situations.
helping to change
16. core questions people
kdo je za slovy
Martina Leškovská, MBA
Cosmopolitan with Slovak origin, all life optimist influenced by studies,
work and living in China and Egypt. Consecutively daring for
innovations and improvement, searches inspiration in people, places
and books.
Accenture – 2 years Leader for Europe in recruitment marketing.
Responsible for 23 countries in mostly online environment.
Honeywell – 3 years Marketing Manager for Region CEE and Nordic, Sales
Leader for CZ/SK.
Oskar Mobil / Vodafone – 2 years Sr. Manager, Marketing
helping to change
17. core questions people
Martin Vasquez, MgA. Ph.D.
Born at Moravia, lived and worked in Prague,
La Rochelle, Genève, Leipzig and Birmingham. Established
Impro League in the Czech republic. Enriched Czech improvisation
for German conceptuality and British exploration courage.
.
Smarter Training & Consulting – consultant, lector and program designer.
Mita Thor International – HR consultant, lector, designer learning needs assessor
Positive – trainer, consultant for management and organization development.
International trainings development, sales and customer care trainings
L´utopie production France – coordinator at French production company focusing on
event & culture management and international projects design.
Czech TV – 3 years as a producer at Čestmír Kopecký group.
helping to change
18. core questions people
kdo je za slovy
Petr Komarovský, Ing.
Petr has roots and 5members family in Brno, but left piece of heart
on each continent. Lived and studied at Moscow, works as
consultant and lector at many countries of new Europe. Fearless
pioneer of expression: Business success depends on quality and
growth of people creating it. Works in Czech, Russian, English
and Spanish language.
5 years coach and business consultant in sales, communication and leading
teams areas.
1 year Scott & Haggett lector and senior consultant for personal
development and internal processes.
2 years TOP C consultant of professional growth and human potential
development.
10 years Coca Cola business development and country manager in Belorussia
helping to change
19. core questions people
kdo je za slovy
Robert Broj
Born and raised in Prague, strategist and production manager with
more than 10 years of experience in the telecommunication
industry. Passionate gourmet and clavier player at popular band
Lakeside X. Constantly improves himself, the band performance
and the quality of service in gastronomy.
1 year project management consultant at 02 Telefónica.
2 years taining and development manager F&B Academy – trainer and
learning program designer focusing on gastronomy area.
8 let training manager, team leader, facilitator, Vodafone ČR, a.s.
2 years trainer of soft and hard skills courses at Radiomobil (Tmobile)
helping to change
20. core questions people
kdo je za slovy
Tomáš Hruška, Mgr.
Originally teacher, later specialist of customer care in
telecommunication business, facilitator of experiential soft skill
courses, manager public relations, retail store manager and team
coach. Despite of rich professional life and many changes he is
always inspirator and innovator of personal development.
2 years manager and coach at Vodafone CZ
1 year account manager PR agency Ogilvy CZ
2 years senior facilitator of learning and internal communication at Vodafone
CZ
2 years customer care specialist at Oskar (Český Mobil)
helping to change