The Capricorn Coaching Methodology document describes the Career Acceleration Process (CAP), a structured career development methodology. The CAP includes:
1) A Career Capabilities Assessment to evaluate a client's abilities across 96 defined skills.
2) Four stages of career development - Discovery, Development, Delivery, and Design - each addressing different abilities.
3) Coaching resources for coaches including seminar videos, progress journals, and a 5-step coaching model.
4) Four coaching programs addressing different client needs like transition coaching, coaching managers, and executive coaching. Coaches apply the CAP methodology and resources to help clients achieve their goals.
These are the presentations from the first Midwest Kata Practitioners Day held in Appleton, WI on Jan. 2 2017. Great examples from companies implementing Toyota Kata.
Beyond the Scrum Master - Becoming an Agile CoachCprime
For an organization to truly move to agility they must develop more than the traditional Scrum roles of ScrumMaster, Product Owner and Scrum team. They must create internal agile coaches. These agile advocates guide other ScrumMasters and Product Owners, assist teams with problems implementing Scrum and help the organization adopt the agile mindset.
How do you move from the ScrumMaster role to that of an agile coach? In this session, we’ll identify the characteristics of a good agile coach, how the role differs from the ScrumMaster and how to build an internal agile coaching organization. We’ll learn:
• Who makes a good agile coach
• How a typical internal agile coach spends their time
• How to assess problems in an unfamiliar team
• Metrics and tools to help the agile coach
• Getting teams started in Agile
• Continuing your own learning
This session is crucial for anyone who has a desire to help agile practices grow and thrive in the organization.
Coaching is the Product: building your agile coaching backlogTricia Savage Bailey
Agile Camp Portland 2019, Tricia Savage Bailey and John Eisenschmidt walk you through a set of exercises to try on and role play using agile to structure your agile coaching approach
These are the presentations from the first Midwest Kata Practitioners Day held in Appleton, WI on Jan. 2 2017. Great examples from companies implementing Toyota Kata.
Beyond the Scrum Master - Becoming an Agile CoachCprime
For an organization to truly move to agility they must develop more than the traditional Scrum roles of ScrumMaster, Product Owner and Scrum team. They must create internal agile coaches. These agile advocates guide other ScrumMasters and Product Owners, assist teams with problems implementing Scrum and help the organization adopt the agile mindset.
How do you move from the ScrumMaster role to that of an agile coach? In this session, we’ll identify the characteristics of a good agile coach, how the role differs from the ScrumMaster and how to build an internal agile coaching organization. We’ll learn:
• Who makes a good agile coach
• How a typical internal agile coach spends their time
• How to assess problems in an unfamiliar team
• Metrics and tools to help the agile coach
• Getting teams started in Agile
• Continuing your own learning
This session is crucial for anyone who has a desire to help agile practices grow and thrive in the organization.
Coaching is the Product: building your agile coaching backlogTricia Savage Bailey
Agile Camp Portland 2019, Tricia Savage Bailey and John Eisenschmidt walk you through a set of exercises to try on and role play using agile to structure your agile coaching approach
@AgileTourVietnam2015
On Nov 6th, 7th, and 8th, 2015
As an Agile coach I must understand in which level my team is in order to help my team to perform in more efficient way. If the team is in the “Shu” phase, the members are quite immature in agile, they just follow rules. If they are more mature, in the “Ha” phase, where they understand the ideas behind. The last stage is the “Ri” phase where people are so mature that they can create their own rules. I will present some behaviors that help Agile teams to see their mature level.
http://agiletourvietnam.org/session/agile-fundamentals-shu-ha-ri-applied-to-agile-team/
The NBA Score: The One Metric for Rapidly Navigating and Managing Your Custom...Rod King, Ph.D.
The Net Promoter Score (NPS) is the most popular metric for managing an organization's Customer Growth Engine. The NPS asks one relatively simple question: "How likely is it that you would recommend our company/product/service to a friend or colleague?" The respondent chooses a number on an ordinal scale from 0 to 10. However, the NPS assumes that the interviewee or respondent has bought and/or used the "tool" which may be a product, service, or organization.
For startups, which have got unfinished or "ugly products," which are otherwise known as Minimum Viable Products (MVP), the question of the NPS is not appropriate. MVP are designed to obtain customer feedback and learn rather than increase customers. Except for early adopters or "evangelists, the NPS for MVPs would constantly be negative. It's no surprise that few or no startups use the metric of NPS especially when the only product that they have is an MVP.
Based on the inadequacies of the NPS, I developed a metric - "Net Branding Affinity (NBA) Score - which measures the emotional appeal of any "tool." The NBA Score, which is based on responses about how a respondent feels towards a tool, can be used by all sizes and types of organization. This presentation presents an overview of the NBA Score and how data for its calculation are obtained especially using a "FeelingMeter."
At previous companies I have worked at, we had several pages for our personal development plan. Tens of pages where you needed to fill in all kinds of standardized questions. That activity short-circuited my head. How could a personal plan contain all those standard questions? That plan could never be personal.
This ineffective strategy led to my goal to develop an Agile assessment model which is personal, practical, visual and easy to understand and use. Here I will describe how I made my own plan and how you can go and create and use yours. Goal is to explain that large assessmentforms don't work but fast feedback and a visual workspace do!
“The hardest part of building any software system is determining precisely what to build.” – Fredrick Brooks.
Discovering exactly what customers, stakeholders, and sponsors want to create is often the most difficult part of product development. Getting everyone aligned can be fraught with misunderstanding and misinterpretation. Scrum starts with a product backlog, but how do you know that the development of the product supports the growth of your company?
Getting off on the right foot when starting an agile initiative can set you up for success. This presentation will outline a basic flow of light touch Discovery workshops as a way to start your agile product development engine.
In this presentation, I will present the easy 5-step model I personally use with my clients to start the conversation about career planning. Sometimes, I meet people that have already started the process (or even completed it several times already). Other times, I meet people who have never really spent much time thinking about their career plan.
Kata skill @ novice: 5 Common Themes of Novice SkillBeth Carrington
Here are 5 common themes I've seen when a Learner and a Coach have Kata Skill at Novice, this presentation shares those illustrated with a Healthcare Example.
BALANCED SCORECARD (BSC) ENVELOPE: A Fun Way to Visually Manage the Performan...Rod King, Ph.D.
Introduced by Robert Kaplan and David Norton in the early 1990's, the Balanced Scorecard (BSC) is a popular tool for performance management. However, the Balanced Scorecard is mainly used by large organizations or corporations. One reason may be that the Balanced Scorecard is inaccessible by many entrepreneurs and startups as well as small and medium businesses because of its apparent complexity and level of detail.
This presentation introduces the Balanced Scorecard (BSC) Envelope which is a simpler, funner, and versatile variant of the traditional Balanced Scorecard. The BSC Envelope, which targets non-users of the Balanced Scorecard, can interactively be used with index cards, Post-Its, and ordinary paper.
A unique aspect of the Balanced Scorecard Envelope is that it focuses on answering the four questions of WHY, WHO, WHAT, and HOW before focusing on the four traditional questions of the Balanced Scorecard. The Balanced Scorecard Envelope also introduces the process of the OTHER Loop and DOMTI Attributes for the WHY, WHO, WHAT, and HOW of any project. Note that OTHER is an acronym for Observe, Think, Hypothesize, Experiment, and Reflect. DOMTI is an acronym that stands for Description, Objectives, Measures, Targets, and Initiatives.
What do you think?
We believe that People come before Strategy. It is the people resources in the company which creates value.
Although Human Resources is reckoned as the game changer, most companies do not give it the attention it truly deserves. And effectively managing human capital is emerging as one of the biggest challenges for any Startup or even a small to midsize business.
There's a lot of interest in what the Coach/Learner dialog looks like when it's extended up-and-down across the levels of an organization. This SlideShare shows you how that works.
Agile is fast becoming one of the most widely adopted methodologies for software delivery. We have seen many organisations go through these journeys and change over the past few years. Some we have been a part of and some not. Some of our observations has been that as with any other change initiative, Agile Transformation goes into a lull after the initial euphoria has worn out. What are some of the pitfall of this journey and how can one look at avoiding them is what this talk focuses on.
Evoking excellence through agile coachingChris Chan
The Agile Coach is an important role in helping individuals, teams and leaders understand, adopt and improve Agile ways of working in their specific context. Agile Coaches can help people grow, develop, and learn new ways of working and thinking. In this presentation we will explore the role of the Agile Coach, the competency framework and the benefits of coaching.
The presentation will be provided by Chris Chan, a current Agile Coaches with real-world experience, who is committed to uncovering better ways of working by doing it and helping others do it.
Agile Resonance Coaching -Scrum Gathering 2013John Miller
Are you coaching Agile, or, are you doing something else? Take a long coaching stance in this approach that blends a true coaching approach with Agile values. Learn the benefits of how Agile Resonance Coaching can help you coach to help you coach to fulfill your client's Authentic Agility.
September 4, 2007
Managing Cultural Change
Change is disruptive. Whether you are making changes resulting from audit or appraisal findings, lessons learned, or external innovations there will be disruptions to the status quo. Some people will support the changes, some will wait and see what happens, and others will resist any change. Being aware of the pitfalls associated with changing an organization’s culture will greatly aid the success of any Process Improvement program.
@AgileTourVietnam2015
On Nov 6th, 7th, and 8th, 2015
As an Agile coach I must understand in which level my team is in order to help my team to perform in more efficient way. If the team is in the “Shu” phase, the members are quite immature in agile, they just follow rules. If they are more mature, in the “Ha” phase, where they understand the ideas behind. The last stage is the “Ri” phase where people are so mature that they can create their own rules. I will present some behaviors that help Agile teams to see their mature level.
http://agiletourvietnam.org/session/agile-fundamentals-shu-ha-ri-applied-to-agile-team/
The NBA Score: The One Metric for Rapidly Navigating and Managing Your Custom...Rod King, Ph.D.
The Net Promoter Score (NPS) is the most popular metric for managing an organization's Customer Growth Engine. The NPS asks one relatively simple question: "How likely is it that you would recommend our company/product/service to a friend or colleague?" The respondent chooses a number on an ordinal scale from 0 to 10. However, the NPS assumes that the interviewee or respondent has bought and/or used the "tool" which may be a product, service, or organization.
For startups, which have got unfinished or "ugly products," which are otherwise known as Minimum Viable Products (MVP), the question of the NPS is not appropriate. MVP are designed to obtain customer feedback and learn rather than increase customers. Except for early adopters or "evangelists, the NPS for MVPs would constantly be negative. It's no surprise that few or no startups use the metric of NPS especially when the only product that they have is an MVP.
Based on the inadequacies of the NPS, I developed a metric - "Net Branding Affinity (NBA) Score - which measures the emotional appeal of any "tool." The NBA Score, which is based on responses about how a respondent feels towards a tool, can be used by all sizes and types of organization. This presentation presents an overview of the NBA Score and how data for its calculation are obtained especially using a "FeelingMeter."
At previous companies I have worked at, we had several pages for our personal development plan. Tens of pages where you needed to fill in all kinds of standardized questions. That activity short-circuited my head. How could a personal plan contain all those standard questions? That plan could never be personal.
This ineffective strategy led to my goal to develop an Agile assessment model which is personal, practical, visual and easy to understand and use. Here I will describe how I made my own plan and how you can go and create and use yours. Goal is to explain that large assessmentforms don't work but fast feedback and a visual workspace do!
“The hardest part of building any software system is determining precisely what to build.” – Fredrick Brooks.
Discovering exactly what customers, stakeholders, and sponsors want to create is often the most difficult part of product development. Getting everyone aligned can be fraught with misunderstanding and misinterpretation. Scrum starts with a product backlog, but how do you know that the development of the product supports the growth of your company?
Getting off on the right foot when starting an agile initiative can set you up for success. This presentation will outline a basic flow of light touch Discovery workshops as a way to start your agile product development engine.
In this presentation, I will present the easy 5-step model I personally use with my clients to start the conversation about career planning. Sometimes, I meet people that have already started the process (or even completed it several times already). Other times, I meet people who have never really spent much time thinking about their career plan.
Kata skill @ novice: 5 Common Themes of Novice SkillBeth Carrington
Here are 5 common themes I've seen when a Learner and a Coach have Kata Skill at Novice, this presentation shares those illustrated with a Healthcare Example.
BALANCED SCORECARD (BSC) ENVELOPE: A Fun Way to Visually Manage the Performan...Rod King, Ph.D.
Introduced by Robert Kaplan and David Norton in the early 1990's, the Balanced Scorecard (BSC) is a popular tool for performance management. However, the Balanced Scorecard is mainly used by large organizations or corporations. One reason may be that the Balanced Scorecard is inaccessible by many entrepreneurs and startups as well as small and medium businesses because of its apparent complexity and level of detail.
This presentation introduces the Balanced Scorecard (BSC) Envelope which is a simpler, funner, and versatile variant of the traditional Balanced Scorecard. The BSC Envelope, which targets non-users of the Balanced Scorecard, can interactively be used with index cards, Post-Its, and ordinary paper.
A unique aspect of the Balanced Scorecard Envelope is that it focuses on answering the four questions of WHY, WHO, WHAT, and HOW before focusing on the four traditional questions of the Balanced Scorecard. The Balanced Scorecard Envelope also introduces the process of the OTHER Loop and DOMTI Attributes for the WHY, WHO, WHAT, and HOW of any project. Note that OTHER is an acronym for Observe, Think, Hypothesize, Experiment, and Reflect. DOMTI is an acronym that stands for Description, Objectives, Measures, Targets, and Initiatives.
What do you think?
We believe that People come before Strategy. It is the people resources in the company which creates value.
Although Human Resources is reckoned as the game changer, most companies do not give it the attention it truly deserves. And effectively managing human capital is emerging as one of the biggest challenges for any Startup or even a small to midsize business.
There's a lot of interest in what the Coach/Learner dialog looks like when it's extended up-and-down across the levels of an organization. This SlideShare shows you how that works.
Agile is fast becoming one of the most widely adopted methodologies for software delivery. We have seen many organisations go through these journeys and change over the past few years. Some we have been a part of and some not. Some of our observations has been that as with any other change initiative, Agile Transformation goes into a lull after the initial euphoria has worn out. What are some of the pitfall of this journey and how can one look at avoiding them is what this talk focuses on.
Evoking excellence through agile coachingChris Chan
The Agile Coach is an important role in helping individuals, teams and leaders understand, adopt and improve Agile ways of working in their specific context. Agile Coaches can help people grow, develop, and learn new ways of working and thinking. In this presentation we will explore the role of the Agile Coach, the competency framework and the benefits of coaching.
The presentation will be provided by Chris Chan, a current Agile Coaches with real-world experience, who is committed to uncovering better ways of working by doing it and helping others do it.
Agile Resonance Coaching -Scrum Gathering 2013John Miller
Are you coaching Agile, or, are you doing something else? Take a long coaching stance in this approach that blends a true coaching approach with Agile values. Learn the benefits of how Agile Resonance Coaching can help you coach to help you coach to fulfill your client's Authentic Agility.
September 4, 2007
Managing Cultural Change
Change is disruptive. Whether you are making changes resulting from audit or appraisal findings, lessons learned, or external innovations there will be disruptions to the status quo. Some people will support the changes, some will wait and see what happens, and others will resist any change. Being aware of the pitfalls associated with changing an organization’s culture will greatly aid the success of any Process Improvement program.
Expedite-Plum Consulting: Change from Inside Out-Managing Cultural ChangeExpedite HR
At our April event, a panel chaired by Alison Kilduff and Ben Dowman of Plum Consulting looked at 'change from the inside-out - successfully managing cultural change' at our April event
Assessment Centre Case Study - An Introduction by JobTestPrepJobTestPrep
All the information you need about assessment centre case studies and analysis exercises, as they appear at employers' assessments. Including tips and examples from real case studies!
Is your organization prepared for your leadership readiness gaps? According to Forbes Magazine, (11/17), only 25% of organizations have leaders ready to meet tomorrow’s business challenges.
There are 7 strategic decisions HR can make to properly build and deploy an effective leadership development program.
HR has a unique opportunity to engage as an important strategic partner for the business by insisting on a more formalized approach to leadership development. And, there's programs that work and programs that don't!
At the end of this webinar, participants will identify:
- The 7 Strategic Decisions to Walk Through for an Effective Leadership Readiness Program
- How to Build and Make the Case for Leadership Development within your Organization
- How to Design your Approach - including how to select participants and what components will be the best fit for your organizational goals
- Key Methods for Tracking Results and Measuring the ROI
These slides are from a webinar delivered by Deri Hughes, Honeycomb PS Founder and Consulting Skills Expert.
Deri goes through the Honeycomb Consulting Skills Accelerator - a tried-and-tested toolkit to drive skill developing in professional services firms.
By deploying this approach firms can add £500k profit per consultant over 5 years - by progressing their teams faster to get more leverage.
There are 9 parts to the toolkit that Deri covers in the webinar:
- Vision
- Strategy
- Capabilities
- Team
- Project Experience
- Coaching
- Training
- Feedback
- Measurement
Get in touch if you want to know more (deri.hughes@honeycombps.co.uk)
How Skill Based Learning Drives Organizational PerformanceAllen Partridge
Training and learning organizations today play an active role in contributing to the bottom line of any organization by aligning their objectives to the immediate business objectives. This provides a solid ground for cost justification and encourages businesses to place training groups right where they should be, at the heart of a growing, thriving, learning culture. These are the keys to innovation and long term sustainability – and it is both an opportunity for trainers and learning developers to play a more significant role in the health and life of a business, and an opportunity for businesses to better leverage their personnel.
Training needs analysis, skills auditing, training evaluation, calculating training ROI and strategic learning and development best practice principles and processes
Developing the Coaching Skills of Your Managers and Leaders | Webinar 01.28.16BizLibrary
In this webinar, Vice President of Organizational Strategy at BizLibrary, Chris Osborn, will discuss why and how to develop the coaching skills of your organization’s managers and leaders.
www.bizlibrary.com
Training and development is required for each and every employee in the organization, in this lesson, we have thrown light on various techniques and tools to improve the skills of employees
Business /Executive Coaching and Consulting: Helping Businesses increase cash flow, reduce working capital, grow their businesses and position their businesses for sustainable results. My focus is usually on Get the Business, Run the Business,Guide the business and Manage the Business.
The Coach approach to leadership is catching on fast and is one of the most widely acclaimed tool for getting and keeping the team motivated, focused and productive.
Similar to Capricorn Coach training October 2014 (20)
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
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Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
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Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
2. Contents
Introduction!
The Career Acceleration Process Methodology!
The Career Acceleration Process Overview!
The CAP Chart!
The Career Capabilities Assessment !
The CAP Seminar Series!
The CAP Journals!
The CAP Process!
The Capricorn Five-Step Coaching Model!
Capricorn’s Four Coaching Programs !
How To Use CAP Methodology With Each Program!
Summary And Fare Thee Well !
Career Acceleration Process
!
2
3. Introduction
} Capricorn Coaching was founded in 2013 by David Booker, senior global
corporate executive, and Dr. Sharon Letovsky, global speaker and former
Chief of Counselling Services, Transport Canada
!
} Capricorn’s Mission: to help as many people as possible fulfill their
potential and make a difference
!
} The Career Acceleration Process is a progressive, structured career
development methodology
◦ 96 defined abilities that lead to success
◦ Based on their international best-seller
● 7 Steps to Supercharge Your Career
Career Acceleration Process
3
4. The Career Acceleration Process
Methodology
} In anyone’s career, at any level, there can be issues
} Coaching addresses these issues
} There are also causes:
◦ underlying elements that create the issues in the first place
!
} These underlying elements are the lack of any number of abilities that we have
identified in our Career Acceleration Process
◦e.g. a manager who has an unproductive team
●issues that surface are: unproductive employees, missed deadlines, time
management
●What is the real cause of these issues?
● Answer: poor communication skills (and other missing abilities)
Career Acceleration Process
!
4
5. Career Acceleration Process (CAP):
Overview
The Career Acceleration Process has four stages
!
1. Discovery Stage: About ME
1. Define key attributes
2. Apply value at work
3. Work effectively with others
US
!
2. Development
Career Acceleration Process
2. Development Stage: About US
1. Step forward and take initiative
2. Raise business awareness
3. Expand influence
3. Delivery Stage: about THEM
1. Build productive teams
2. Implement strategy
3. Lead projects, people, business
4. Design Stage: About Everyone
1. Define strategy
2. Create the workplace landscape
3. Leave a legacy
5
ME
!
1. Discovery
EVERYONE
!
4. Design
THEM
!
3. Delivery
6. CAP Chart: 4 Stages-96 Abilities
Use Your 89 90 Don’t Stop at the
Have Conviction
96 Love
Experience
84 Demonstrate
67 Apply a
85 Be Receptive
64 63 Be Informed Know Your
44 Capture Your
91 92 Be Patient 93 Never Give Up Release Your
83 Build Credibility 82 Position Your
68 Resource for
81 Respond to
69 Delegate but
61 Understand the
94 95 Be Passionate
80 79 Stay Competitive 78 Be Respectful 77 Inspire 76 Be Strategic
70 Work on Two
60 Give Sweet and
62
45 Take Notes 47 Prepare for Choice Use Products
43 Seek New
46
42 41
Push Your
23 24 Listen Trust Yourself
71 72 Stay Focused Know When to
59 Qualify all Sides
58 Balance the Value
73 74 Refine Processes 75 Be a Commander
57 56 Motivate Your Staff 55 Meet Face-to-Face Want to Help
48 49 Modify Ideas to Fit 50 Hire Well 51 Create Team Spirit Manage
40 Study Your
21 Stay relevant Review and
39 Take Time
38 Move Beyond
37 Develop Good
27 Contribute Beyond
19 18 Take Action Set Personal
4 Recognize and
52 Give Directions
36 35 Manage Tasks 34 Be Receptive Cultivate Reliable
28 Be Open-minded;
17 Know Your
5 Know Your
29 Welcome New
16 Remember
6
Have a Sense
Progress Journal
Progress Journal
Progress Journal
3
30 Expand Your
15 Help Yourself
31 32 Dare to Commit
14 Know the Impact
7 8 Transitional Have a Positive
13 12 Use Affirmations
9 10 Be Grateful 11 Set Goals
Career Acceleration Process
6
Start
P R O G R E S S
Career Development
Career Stages
T I M E
Strategic Approach
A progressive
methodology
Random Approach
Progress Journal
STAGE1
STAGE1
STAGE1
STAGE1
A daily Success Journal
to assist you.
Career Capabilities
Assessment helps you
gauge you abilities.
.
The Career
Acceleration Process
as presented in the
best-selling book.
Progress Journals
to keep you on track.
2
4
1
Design Stage
Delivery Stage
Development Stage
20
Discovery Stage
1 Unravel Yourself 2 Set Your Compass Identify Your Purpose
3
Know Your
Natural Talents
Work with Your
Imperfections
Stressors and
Manage Your
Reactions
of Humour
Attitude
22 Find the Challenge Focus on
Outcomes
Improve
Targets
Own Brand
Why Daily
First to Better
Help Others
of Your Habits
Master Your Own
Communication
and Others
26 Be Considerate Process
Disagreements
Your Own
Boundary;
Step Forward
Accept Multiple
Right
Answers
Experiences
Area of Study
Improvise, Test
and Create Paths
for Others
Solutions
to New
Problems
Envelope
Value Progress
Over Praise
Business
for Thinking
Obstacles
Presentation Skills
Sources
33
Pay Attention to
Serendipity
Thoughts
Creatively
Productivity
that Reduce
Resistance
53
See the Complete
Picture
Business in
Data Terms
Set Beneficial
Targets
Appropriately
Impact of
Negativity
Sour Feedback
Appropriately
of Conflicts
of People and
Process
Others
54
65 Be Organized Lead from the
Front and from
the Rear
66
25
Decision-Making
Process
Have Productive
Meetings
Success
Don’t Abdicate
Sides of the
Business
Change Course
Define Your
Own Time-line
to Inspiration
Geographical
and Cultural
Awareness
Business
Challenges
86 87 Use Connectors 88 Don’t Let Small
Minded People
Block You
Have a Sincere
Cause
Starting Line
and Courage
Shackles
Delivery
Stage
completed!
Design
Stage
completed!
Development
Stage
completed!
Discovery
Stage
completed!
7. The Capricorn Process
} Capricorn receives coaching request from partner company (e.g. Intersol,T3, Stratford)!
} Capricorn matches client with coach and confirms coach availability!
} Capricorn sends coach Assignment Agreement (Annex A)*!
} Client completes Career Capabilities Assessment (discussed in next slide)!
} Results go to client and to Capricorn, who forwards them to coach!
} Coach reviews assessment, contacts client, conducts introductory meeting and creates plan!
} Coach blends own style and CAP methodology to help client achieve agreed-upon objectives!
} Coach posts brief session notes in secure Coaching Assignment Profile* !
} After 3rd coaching session, Coach invoices Capricorn for 3 sessions plus preparation!
} Coach invoices Capricorn after every three sessions thereafter !
} Client provides regular Evaluations* of coach and progress!
} Coach provides Summary Report* to client at end of program!
} Capricorn HQ sends Assignment Completion Report to partner organization!
*See handouts
Career Acceleration Process
7
8. The Career Capabilities Assessment
!
} Online questionnaire*
} 35 questions, correspond to CAP’s 4 stages
} Report sent to client and coach*
} Coach and client discuss
!
*See handouts of questions and sample report
Career Acceleration Process
8
9. Coach Resources:
The CAP Seminar Series
} Access at www.CapricornCoaching.com
◦ Coach login page
!
} Over 100 videos, each about 5 minutes
} Cover 96 abilities of CAP
Career Acceleration Process
9
10. More Coach Resources:
The CAP Journals
} Located at www.CapricornCoaching.com
◦ Coach login page
!
} Daily Success Journal
◦ Outlines goals, affirmations, values, achievements and ideas
!
} Four Progress Journals*
} Each journal matches one of 4 CAP stages
◦ one page for each video/ability
◦ each page has action items and a key insight
*Handout
Career Acceleration Process
10
11. The 5-Step Coaching Model
} Establish the need
} Create a coaching contract
} Decide how you can be most helpful
} Motivate action, follow-up and encourage
} Conclusion and summary
!
} Coaching done by telephone or Skype
Career Acceleration Process
11
12. Capricorn’s Four Coaching Programs
} Transition Coaching
} Coaching Managers to Coach
} Leadership Coaching
} Executive Coaching
Career Acceleration Process
12
13. Transition Coaching
Strategic planning for career progress during change
!
} 8 weekly 60-minute sessions
!
} Typical clients can be:
◦ People who have reached a crossroads in their career and are
looking for clear direction
◦ People the company wishes to protect and offer future
opportunities
◦ People who may not be functioning to the full level of their abilities
Career Acceleration Process
13
14. Transition Coaching (cont’d)
In addition to using the 5-step coaching model described
earlier, you will also incorporate the typical career development
model which includes:
!
◦ Self assessment
◦ Identification of key marketable skills
◦ Resume writing (if required)
◦ Networking/marketing
◦ Interviewing skills and practice
◦ Job search planning and targeting
Career Acceleration Process
14
15. The Methodology: How to Use the CAP in
Transition Coaching
While you are coaching through the career development process, use your CAP
chart and focus on stages one and two:
!
◦ Discovery ( about ME)
● Some relevant abilities from this stage: unravel yourself, set your
compass, identify your purpose, know your natural talents, know your
imperfections and stressors
◦ Development (about US)
● Some abilities from this stage: be open-minded, welcome new
experiences, expand your areas of study, dare to commit, cultivate
reliable sources, develop good presentation skills, take time for thinking
● Use videos and journals as desired
Career Acceleration Process
15
16. Coaching Managers to Coach
Develop strategy and skill for internal coaching
!
} 8 weekly 60-minute sessions
!
} Typical clients can be:
◦ New or experienced managers
◦ Team leads
◦ Supervisors
Career Acceleration Process
16
17. Coaching Managers to Coach (cont’d)
} Two-part program
◦ 4 sessions on how to coach
● teach standard 5-step coaching model
● teach some key coaching skills
!
◦ 4 sessions guided practice
● client coaches chosen individual and reports
back to coach weekly for advice and guidance
Career Acceleration Process
17
18. Using CAP Methodology while Coaching
Managers to Coach (shorter)
This program will tap various abilities from all four stages on the CAP chart,
depending on client need
} Key coaching skills and some related abilities
◦ Collaboration: be considerate, process disagreements, trust self and
others, be flexible, focus on outcomes
◦ Communication: master your communication, have a positive attitude,
listen, be receptive, give clear directions
◦ Patience: Be open-minded, welcome new experiences, move beyond
obstacles, take time for thinking
◦ Provide constructive feedback; follow-up: recognize imperfections,
know your stressors, know your habits,
◦ Use videos and journals as desired
Career Acceleration Process
18
19. Leadership Coaching
Enhance productivity at high levels of responsibility: lead larger groups of people,
ensure well-being of organization, and provide strategic direction to the company
!
} 10 weekly 60-minute sessions
!
} Typical clients can be:
◦ New Managers
◦Managers who have been in their position for a while and want to grow or
move up
◦ People who organizational leaders want to develop because of perceived
potential
◦ People who need assistance to develop or correct issues
Career Acceleration Process
19
20. Using CAP Methodology in Leadership
Coaching
Focus primarily on CAP’s third stage, Delivery
◦ Especially abilities 50-83 on your CAP chart
◦ Key issues may be caused by missing abilities
at any of the CAP’s stages
◦ Using your CAP chart will ensure that you help
your leader grow by uncovering any causes
that can be found in Stages 1 and 2
◦ Use videos and progress journals as desired
Career Acceleration Process
20
21. Executive Coaching
} Productivity at high levels of responsibility;
collaboration on senior leadership issues; guidance to
architect the landscape for an organization, and to
leave a legacy.
!
} 12 Bi-Weekly 90-minute sessions (6 months)
!
} Typical Clients:
◦ Senior managers, business leaders, executives
Career Acceleration Process
21
22. Using CAP Methodology in Executive
Coaching
Focus primarily on CAP’s 3rd and 4th stages, Delivery and Design
◦ Abilities 50-96 on your CAP chart
◦ Key issues may be caused by missing abilities at any of the
CAP’s stages
◦ Continually refer to the entire CAP chart to ensure that
critical causes are addressed
◦ People can reach very high levels of responsibility while still
missing key abilities such as communication, and setting
and living by one’s values and principles, which are
addressed in Stage 1
Career Acceleration Process
22
23. Summary
} In summary, the Career Acceleration Process Methodology asserts
that issues have underlying causes
} The CAP’s 96 abilities highlight those causes
} All of our programs use the CAP as their roadmap to success
} Your resources for support with the CAP methodology
◦ Book: 7 Steps to Supercharge Your Career
◦ CAP Abilities Chart
◦ CAP Coach Manual
◦ CAP Video Seminar Series
◦ CAP Success and Progress Journals
◦ Capricorn Coach Linkedin group
Career Acceleration Process
23
24. Fare Thee Well
} Thank you for joining our fabulous international
team
} We are always here to help, guide, and answer
any of your questions
} Contact:
SharonLetovsky@CapricornCoaching.com
!
Good luck!
Career Acceleration Process
24