Equipping school Careers Advisers and Guidance Officers to maximise their use of the MyCareerMatch profile facility and resources available for students, parents and careers advisers.
(1) The document discusses emotional interaction design and how understanding emotions can improve design. (2) It provides examples of how nature uses patterns like the golden ratio and how these patterns unconsciously influence perceptions of beauty. (3) The document argues that interactions should be designed with emotional intelligence in mind by listening, building rapport, and adapting to different user personalities in order to have more positive and memorable experiences.
Lessons for Large Scale Lean and Agile Product Development - Atlassian Summit...Atlassian
1. The document discusses lessons for large scale lean and agile product management from a presentation at the Atlassian Summit 2012.
2. It provides a 10 point plan for transitioning to agile and emphasizes embracing change, focusing on people over process, and maintaining a sustainable pace of work.
3. The document also discusses techniques for improving backlogs through envisioning, estimating at a large scale, and coordinating feature and component teams.
Have you ever needed a way to measure your leadership IQ? Or been in a performance review where the majority of time was spent discussing your need to improve as a leader? If you have ever wondered what your core leadership competencies are and how to build on and improve them, Jennifer Bonine shares a toolkit to help you do just that. This toolkit includes a personal assessment of your leadership competencies, explores a set of eight dimensions of successful leaders, provides suggestions on how you can improve competencies that are not in your core set of strengths, and describes techniques for leveraging and building on your strengths. These tools can help you become a more effective and valued leader in your organization. Exercises help you gain an understanding of yourself and strive for balanced leadership through recognition of both your strengths and your “development opportunities.”
The document discusses appreciative leadership and generative connections. It begins with an agenda that outlines exploring appreciative leaders through discovery and dream phases. Findings from prior research identified a model of appreciative leadership defined by worldview, practices, and values. The discovery phase involves one-on-one dialogues to share stories of appreciative leaders. The dream phase consists of group conversations to shape how appreciative leaders are formed, their capabilities to enable positive change, and how they create generative relationships. The document emphasizes practices for appreciative leaders in the 21st century like presence, interconnectedness, humility, and discipline.
Anti-patterns in Distributed Agile by Preethi Madhuagilencr
The document discusses the challenges of distributed agile teams where team members are located in different locations. The three main challenges are: 1) Dysfunctional team structures where different roles like developers, testers, analysts are separated rather than being cross-functional. 2) Communication and interaction barriers between locations that make it difficult to build social and interactive teams. 3) A fragmented and short-term approach instead of creating linkages and focusing on organizational learning and value. The document argues that distributed agile is not an oxymoron if these challenges are addressed by blurring boundaries, reducing hierarchy, and focusing on constant change and learning.
Digital producers often face the dilemma on whether to take a more agile approach or take a waterfall approach seeing development as a ‘bolt-on’. This presentation explores some concepts from Scrum and Lean and how they work with UCD.
Danny Bluestone - Agile UX – a digital agency’s view’.UCDUK
Digital producers often face the dilemma on whether to take a more agile approach (which can be more technically driven) or take a waterfall approach seeing development as a ‘bolt-on’. Cyber-Duck is a Hertfordshire based digital agency specialising in UX, Agile development and Marketing that produces user centric web portals and applications such as The EU & Me, The Knowledge Online, RetireEasy and NordicBet. In this talk, Cyber-Duck will reveal how it combines UCD and Scrum to deliver a technically phased approach whilst keeping the end user, marketing and business objectives at the forefront of the process via stakeholder interviews, user input and testing.
(1) The document discusses emotional interaction design and how understanding emotions can improve design. (2) It provides examples of how nature uses patterns like the golden ratio and how these patterns unconsciously influence perceptions of beauty. (3) The document argues that interactions should be designed with emotional intelligence in mind by listening, building rapport, and adapting to different user personalities in order to have more positive and memorable experiences.
Lessons for Large Scale Lean and Agile Product Development - Atlassian Summit...Atlassian
1. The document discusses lessons for large scale lean and agile product management from a presentation at the Atlassian Summit 2012.
2. It provides a 10 point plan for transitioning to agile and emphasizes embracing change, focusing on people over process, and maintaining a sustainable pace of work.
3. The document also discusses techniques for improving backlogs through envisioning, estimating at a large scale, and coordinating feature and component teams.
Have you ever needed a way to measure your leadership IQ? Or been in a performance review where the majority of time was spent discussing your need to improve as a leader? If you have ever wondered what your core leadership competencies are and how to build on and improve them, Jennifer Bonine shares a toolkit to help you do just that. This toolkit includes a personal assessment of your leadership competencies, explores a set of eight dimensions of successful leaders, provides suggestions on how you can improve competencies that are not in your core set of strengths, and describes techniques for leveraging and building on your strengths. These tools can help you become a more effective and valued leader in your organization. Exercises help you gain an understanding of yourself and strive for balanced leadership through recognition of both your strengths and your “development opportunities.”
The document discusses appreciative leadership and generative connections. It begins with an agenda that outlines exploring appreciative leaders through discovery and dream phases. Findings from prior research identified a model of appreciative leadership defined by worldview, practices, and values. The discovery phase involves one-on-one dialogues to share stories of appreciative leaders. The dream phase consists of group conversations to shape how appreciative leaders are formed, their capabilities to enable positive change, and how they create generative relationships. The document emphasizes practices for appreciative leaders in the 21st century like presence, interconnectedness, humility, and discipline.
Anti-patterns in Distributed Agile by Preethi Madhuagilencr
The document discusses the challenges of distributed agile teams where team members are located in different locations. The three main challenges are: 1) Dysfunctional team structures where different roles like developers, testers, analysts are separated rather than being cross-functional. 2) Communication and interaction barriers between locations that make it difficult to build social and interactive teams. 3) A fragmented and short-term approach instead of creating linkages and focusing on organizational learning and value. The document argues that distributed agile is not an oxymoron if these challenges are addressed by blurring boundaries, reducing hierarchy, and focusing on constant change and learning.
Digital producers often face the dilemma on whether to take a more agile approach or take a waterfall approach seeing development as a ‘bolt-on’. This presentation explores some concepts from Scrum and Lean and how they work with UCD.
Danny Bluestone - Agile UX – a digital agency’s view’.UCDUK
Digital producers often face the dilemma on whether to take a more agile approach (which can be more technically driven) or take a waterfall approach seeing development as a ‘bolt-on’. Cyber-Duck is a Hertfordshire based digital agency specialising in UX, Agile development and Marketing that produces user centric web portals and applications such as The EU & Me, The Knowledge Online, RetireEasy and NordicBet. In this talk, Cyber-Duck will reveal how it combines UCD and Scrum to deliver a technically phased approach whilst keeping the end user, marketing and business objectives at the forefront of the process via stakeholder interviews, user input and testing.
Have you ever needed a way to measure your leadership IQ? Or been in a performance review where the majority of time was spent discussing your need to improve as a leader? If you have ever wondered what your core leadership competencies are and how to build on and improve them, Jennifer Bonine shares a toolkit to help you do just that. This toolkit includes a personal assessment of your leadership competencies, explores a set of eight dimensions of successful leaders, provides suggestions on how you can improve competencies that are not in your core set of strengths, and describes techniques for leveraging and building on your strengths. These tools can help you become a more effective and valued leader in your organization. Exercises help you gain an understanding of yourself and strive for balanced leadership through recognition of both your strengths and your “development opportunities.”
What Makes Your Agile Team Self-Organizing? by Dr. Rashina HodaAgile ME
Self-organizing teams is one of fundamental principles of the Agile Manifesto and a critical success factor on Agile projects. But what makes an agile team self-organizing? Based on an industry-based doctoral research involving nearly 60 Agile practitioners from 23 software organizations, this talk presents the informal, implicit, transient, and spontaneous roles —Mentor, Coordinator, Translator, Champion, Promoter, and Terminator— that provide initial guidance and encourage continued adherence to Agile methods; effectively manage customer expectations and coordinate customer collaboration; secure and sustain senior management support; and identify and remove team members threatening the self-organizing ability of the team. Understanding these roles will help Agile teams and their managers better execute their roles and harness their self-organizing potential.
The document provides a 10-step approach for conducting effective performance reviews that are transformational and employee-centered. The steps include adopting a mutual learning mindset, establishing performance frameworks, discussing goals and expectations, monitoring performance, and having coaching conversations to discuss what is going well and areas for improvement. The approach focuses on development over evaluation, is anchored to defined goals, and aims to have both parties learn something to improve performance.
Social media in the workplace case study in implementationMila Araujo
This document provides an overview of Mila Araujo and how she uses social tools to engage employees and improve processes at Ogilvy & Ogilvy Inc. It discusses:
- Mila Araujo's background and role at Ogilvy & Ogilvy Inc.
- Challenges in maintaining employee engagement and retention in the workplace.
- How the company uses tools like Rypple, Yammer, and TribeHR to anonymously collect feedback, identify issues, share information, and recognize employee contributions to improve processes.
- The benefits these tools provide for both employees and management in connecting people, increasing efficiency, and evolving together.
Cattell developed the 16PF personality test to assess individuals based on 16 personality factors such as warmth, reasoning ability, emotional stability, dominance, liveliness, rule consciousness, social boldness, sensitivity, and vigilance. The 16PF profile provides descriptors for each factor that identify where a person falls on a continuum, for example between being reserved or outgoing for the warmth factor. Cattell's 16PF test is still widely used today and provides insights into an individual's personality across multiple dimensions.
Agile addiction patterns for changing organizationsEmiliano Soldi
How to transform a "simple" passion of a few, into a mission of true change of organizations? How does resilience, storytelling and assertiveness favor a constant movement towards agility? How does resistance to change translate into the journey of transformation? How to make agile roundtables, communities of practice and tribes, load-bearing structures of change?
The document summarizes a presentation by Dr. Paul Marciano on employee engagement. The presentation discusses defining employee engagement, different levels of engagement from actively disengaged to actively engaged, and the impact that engagement has on organizational outcomes like productivity, profitability, and customer satisfaction. It also discusses how engagement differs from motivation and the importance of company culture in impacting engagement. The presentation advocates for an approach focused on respect within the organization to foster employee engagement rather than traditional reward and recognition programs.
MentorRings: Peer Mentoring Leadership Development for WomenMentorgroup
MentorRings is a talent development program for women offered by The Mentor Group Inc. The program uses a blended learning model of live and virtual sessions to provide personalized coaching, leadership skills development, and networking opportunities for participants through peer advising and accountability. The goal is to help women enhance their executive presence, professional brand, and career distinction.
Human Capital Growth Webinar: Amplifying leader development with new science ...Human Capital Growth
View this webinar to learn about the latest advancements on making leader development more accountable, scalable, and embedded into leaders' jobs.
http://www.humancapitalgrowth.com/amplifying-leader-development-with-new-science-and-technology.html
AceNgage's Listen to Your Managers program, which is designed to help companies improve manager engagement and retention. The program involves trained engagement specialists who have detailed discussions with managers to capture feedback about their experience, identify specific areas where they need support, and help them develop action plans to address their challenges. The brochure highlights the benefits of the program, including improved manager engagement, improved retention, and improved succession planning.
How coaching and knowledge sharing accelerate innovation + video linksdeINNOgraaf
1) Philips Healthcare implemented on-the-job coaching and knowledge sharing programs to accelerate innovation execution for an MRI project involving 200 people across 3 continents.
2) The coaching program improved employee engagement, addressed daily issues, and established a common language for feedback and problem solving.
3) A knowledge sharing mentoring program was also created to transfer expertise from single experts to more people to prevent bottlenecks and expand the innovation pipeline.
4) This evolved into a "Knowledge Drive" process using logical groupings of people and dedicated sprints to systematically transfer both tacit and explicit knowledge through a two-way exchange.
This document provides tips for beginning the new year with a "B.A.N.G." approach to explode one's creative flow. It advocates developing a business mentality with long-term vision and accountability. The "B.A.N.G." approach involves: (1) focusing on business vs projects, (2) taking accountability and responsibility, (3) avoiding burnout by not taking on everything alone, and (4) getting committed to regular planning and measurement to drive business growth. Attending a workshop on developing creative flow is recommended to gain strategies tailored to one's strengths.
This document discusses selecting, developing, and evaluating staff. It covers role theory and the importance of clear role expectations to avoid role ambiguity and conflict. It also discusses position descriptions, interviewing, coaching strategies, and performance appraisals. Effective staff selection, development, and evaluation including providing clear and constructive feedback is important for empowering employees and achieving the best nursing outcomes.
The document discusses key attributes of great leadership according to studies conducted by Harvard. It identifies emotional awareness as the prime attribute, which allows leaders to choose the right people, influence stakeholders, and have authenticity, vision, and passion. Additional qualities of great leaders discussed include integrity, dedication, humility, openness, creativity, fairness, and assertiveness. The document emphasizes that leadership requires developing others and having a "follower-centric" approach.
This document provides an overview of key concepts in organizational behavior. It defines organizational behavior as the study of individual and group dynamics within organizations. It identifies the important system components of an organization as including task, people, structure, and technology. It also describes the formal and informal elements of an organization. Finally, it discusses how studying organizational behavior can provide objective knowledge and develop skills that are valuable for understanding individual and group dynamics in real world organizational contexts.
What does it mean to be a diversity leader? Over the past several years, diversity has been a hot topic. However, as times change,
and business challenges increase, the term has become a stale reference to check off a list of politically correct requirements.
As leaders in diversity, we are challenged to educate, energize, and excite our organization around diversity initiatives. These
initiatives build the foundation of creativity, innovation, and transformative results. Diversity and Inclusion leaders are key players
on the executive leadership team with the specific responsibility for ensuring that human resources are honored, embraced,
and ready to contribute great value. Diversity and Inclusion leaders are trusted advisors that fundamentally create strategies that
result in corporate cultural transformations to effectively support the mission and vision of the organization. To continue to be
successful and safeguard the great work and efforts of those before you, you must create a brand and image that reflects high
integrity and strong leadership capacity. This workshop will arm you with the skills you need to change your leadership image
and effectively function as a vital part of the leadership vision.
Learning Objective: Diversity leaders create a brand and image that supports and reflects competence and business value.
Outcomes-At the end of this workshop, participants will be able to:
a. Explore key diversity and inclusion leadership and management skills
b. Understand strategies for building the right brand and image
c. Examine what it means to transform organizational culture
d. Create a personal plan for excellence in diversity and inclusion leadership
e. Explore business challenges that impact diversity and inclusion leaders
1. The document provides a go-to-market strategy for acquiring, activating, and retaining early adopters of a new product launching in January 2019. It includes insights into potential Australian users and recommendations for website changes.
2. The strategy aims to build early awareness, validate assumptions about the market, and create a case study. The recommendations suggest acquiring early adopters through online communities and influencers before doing a soft launch with a freemium model to get feedback.
3. The document analyzes competitors in the mindfulness market and finds users appreciate features that make meditation accessible and help transition to a relaxed state. Insights into triggers and rituals Australian users engage in to reduce stress are also provided.
Social Media Measurement and ROI: One Company’s PerspectiveBoris Loukanov
The document discusses Adobe's approach to social media measurement and ROI. It describes Adobe's social media center of excellence that advises the company and establishes best practices. Adobe's measurement framework maps key performance indicators to business objectives like awareness, engagement, lead generation, and customer support. The framework uses both qualitative and quantitative metrics tracked through analytics. A case study describes Adobe's successful social media launch of Creative Suite 5 that generated over a million followers and positive financial results.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
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Have you ever needed a way to measure your leadership IQ? Or been in a performance review where the majority of time was spent discussing your need to improve as a leader? If you have ever wondered what your core leadership competencies are and how to build on and improve them, Jennifer Bonine shares a toolkit to help you do just that. This toolkit includes a personal assessment of your leadership competencies, explores a set of eight dimensions of successful leaders, provides suggestions on how you can improve competencies that are not in your core set of strengths, and describes techniques for leveraging and building on your strengths. These tools can help you become a more effective and valued leader in your organization. Exercises help you gain an understanding of yourself and strive for balanced leadership through recognition of both your strengths and your “development opportunities.”
What Makes Your Agile Team Self-Organizing? by Dr. Rashina HodaAgile ME
Self-organizing teams is one of fundamental principles of the Agile Manifesto and a critical success factor on Agile projects. But what makes an agile team self-organizing? Based on an industry-based doctoral research involving nearly 60 Agile practitioners from 23 software organizations, this talk presents the informal, implicit, transient, and spontaneous roles —Mentor, Coordinator, Translator, Champion, Promoter, and Terminator— that provide initial guidance and encourage continued adherence to Agile methods; effectively manage customer expectations and coordinate customer collaboration; secure and sustain senior management support; and identify and remove team members threatening the self-organizing ability of the team. Understanding these roles will help Agile teams and their managers better execute their roles and harness their self-organizing potential.
The document provides a 10-step approach for conducting effective performance reviews that are transformational and employee-centered. The steps include adopting a mutual learning mindset, establishing performance frameworks, discussing goals and expectations, monitoring performance, and having coaching conversations to discuss what is going well and areas for improvement. The approach focuses on development over evaluation, is anchored to defined goals, and aims to have both parties learn something to improve performance.
Social media in the workplace case study in implementationMila Araujo
This document provides an overview of Mila Araujo and how she uses social tools to engage employees and improve processes at Ogilvy & Ogilvy Inc. It discusses:
- Mila Araujo's background and role at Ogilvy & Ogilvy Inc.
- Challenges in maintaining employee engagement and retention in the workplace.
- How the company uses tools like Rypple, Yammer, and TribeHR to anonymously collect feedback, identify issues, share information, and recognize employee contributions to improve processes.
- The benefits these tools provide for both employees and management in connecting people, increasing efficiency, and evolving together.
Cattell developed the 16PF personality test to assess individuals based on 16 personality factors such as warmth, reasoning ability, emotional stability, dominance, liveliness, rule consciousness, social boldness, sensitivity, and vigilance. The 16PF profile provides descriptors for each factor that identify where a person falls on a continuum, for example between being reserved or outgoing for the warmth factor. Cattell's 16PF test is still widely used today and provides insights into an individual's personality across multiple dimensions.
Agile addiction patterns for changing organizationsEmiliano Soldi
How to transform a "simple" passion of a few, into a mission of true change of organizations? How does resilience, storytelling and assertiveness favor a constant movement towards agility? How does resistance to change translate into the journey of transformation? How to make agile roundtables, communities of practice and tribes, load-bearing structures of change?
The document summarizes a presentation by Dr. Paul Marciano on employee engagement. The presentation discusses defining employee engagement, different levels of engagement from actively disengaged to actively engaged, and the impact that engagement has on organizational outcomes like productivity, profitability, and customer satisfaction. It also discusses how engagement differs from motivation and the importance of company culture in impacting engagement. The presentation advocates for an approach focused on respect within the organization to foster employee engagement rather than traditional reward and recognition programs.
MentorRings: Peer Mentoring Leadership Development for WomenMentorgroup
MentorRings is a talent development program for women offered by The Mentor Group Inc. The program uses a blended learning model of live and virtual sessions to provide personalized coaching, leadership skills development, and networking opportunities for participants through peer advising and accountability. The goal is to help women enhance their executive presence, professional brand, and career distinction.
Human Capital Growth Webinar: Amplifying leader development with new science ...Human Capital Growth
View this webinar to learn about the latest advancements on making leader development more accountable, scalable, and embedded into leaders' jobs.
http://www.humancapitalgrowth.com/amplifying-leader-development-with-new-science-and-technology.html
AceNgage's Listen to Your Managers program, which is designed to help companies improve manager engagement and retention. The program involves trained engagement specialists who have detailed discussions with managers to capture feedback about their experience, identify specific areas where they need support, and help them develop action plans to address their challenges. The brochure highlights the benefits of the program, including improved manager engagement, improved retention, and improved succession planning.
How coaching and knowledge sharing accelerate innovation + video linksdeINNOgraaf
1) Philips Healthcare implemented on-the-job coaching and knowledge sharing programs to accelerate innovation execution for an MRI project involving 200 people across 3 continents.
2) The coaching program improved employee engagement, addressed daily issues, and established a common language for feedback and problem solving.
3) A knowledge sharing mentoring program was also created to transfer expertise from single experts to more people to prevent bottlenecks and expand the innovation pipeline.
4) This evolved into a "Knowledge Drive" process using logical groupings of people and dedicated sprints to systematically transfer both tacit and explicit knowledge through a two-way exchange.
This document provides tips for beginning the new year with a "B.A.N.G." approach to explode one's creative flow. It advocates developing a business mentality with long-term vision and accountability. The "B.A.N.G." approach involves: (1) focusing on business vs projects, (2) taking accountability and responsibility, (3) avoiding burnout by not taking on everything alone, and (4) getting committed to regular planning and measurement to drive business growth. Attending a workshop on developing creative flow is recommended to gain strategies tailored to one's strengths.
This document discusses selecting, developing, and evaluating staff. It covers role theory and the importance of clear role expectations to avoid role ambiguity and conflict. It also discusses position descriptions, interviewing, coaching strategies, and performance appraisals. Effective staff selection, development, and evaluation including providing clear and constructive feedback is important for empowering employees and achieving the best nursing outcomes.
The document discusses key attributes of great leadership according to studies conducted by Harvard. It identifies emotional awareness as the prime attribute, which allows leaders to choose the right people, influence stakeholders, and have authenticity, vision, and passion. Additional qualities of great leaders discussed include integrity, dedication, humility, openness, creativity, fairness, and assertiveness. The document emphasizes that leadership requires developing others and having a "follower-centric" approach.
This document provides an overview of key concepts in organizational behavior. It defines organizational behavior as the study of individual and group dynamics within organizations. It identifies the important system components of an organization as including task, people, structure, and technology. It also describes the formal and informal elements of an organization. Finally, it discusses how studying organizational behavior can provide objective knowledge and develop skills that are valuable for understanding individual and group dynamics in real world organizational contexts.
What does it mean to be a diversity leader? Over the past several years, diversity has been a hot topic. However, as times change,
and business challenges increase, the term has become a stale reference to check off a list of politically correct requirements.
As leaders in diversity, we are challenged to educate, energize, and excite our organization around diversity initiatives. These
initiatives build the foundation of creativity, innovation, and transformative results. Diversity and Inclusion leaders are key players
on the executive leadership team with the specific responsibility for ensuring that human resources are honored, embraced,
and ready to contribute great value. Diversity and Inclusion leaders are trusted advisors that fundamentally create strategies that
result in corporate cultural transformations to effectively support the mission and vision of the organization. To continue to be
successful and safeguard the great work and efforts of those before you, you must create a brand and image that reflects high
integrity and strong leadership capacity. This workshop will arm you with the skills you need to change your leadership image
and effectively function as a vital part of the leadership vision.
Learning Objective: Diversity leaders create a brand and image that supports and reflects competence and business value.
Outcomes-At the end of this workshop, participants will be able to:
a. Explore key diversity and inclusion leadership and management skills
b. Understand strategies for building the right brand and image
c. Examine what it means to transform organizational culture
d. Create a personal plan for excellence in diversity and inclusion leadership
e. Explore business challenges that impact diversity and inclusion leaders
1. The document provides a go-to-market strategy for acquiring, activating, and retaining early adopters of a new product launching in January 2019. It includes insights into potential Australian users and recommendations for website changes.
2. The strategy aims to build early awareness, validate assumptions about the market, and create a case study. The recommendations suggest acquiring early adopters through online communities and influencers before doing a soft launch with a freemium model to get feedback.
3. The document analyzes competitors in the mindfulness market and finds users appreciate features that make meditation accessible and help transition to a relaxed state. Insights into triggers and rituals Australian users engage in to reduce stress are also provided.
Social Media Measurement and ROI: One Company’s PerspectiveBoris Loukanov
The document discusses Adobe's approach to social media measurement and ROI. It describes Adobe's social media center of excellence that advises the company and establishes best practices. Adobe's measurement framework maps key performance indicators to business objectives like awareness, engagement, lead generation, and customer support. The framework uses both qualitative and quantitative metrics tracked through analytics. A case study describes Adobe's successful social media launch of Creative Suite 5 that generated over a million followers and positive financial results.
Similar to CEAV Careers Advisers MyCareerMatch Professional Development Workshop (20)
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
Reimagining Your Library Space: How to Increase the Vibes in Your Library No ...Diana Rendina
Librarians are leading the way in creating future-ready citizens – now we need to update our spaces to match. In this session, attendees will get inspiration for transforming their library spaces. You’ll learn how to survey students and patrons, create a focus group, and use design thinking to brainstorm ideas for your space. We’ll discuss budget friendly ways to change your space as well as how to find funding. No matter where you’re at, you’ll find ideas for reimagining your space in this session.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
Your Skill Boost Masterclass: Strategies for Effective Upskilling
CEAV Careers Advisers MyCareerMatch Professional Development Workshop
1. Helping
students
understand
their
strengths
and
the
careers
that
best
match
Presenter
–
Len
Eagles
University
Partnership
Program
Coordinator
leneagles@mycareermatch.com.au
www.mycareermatch.com.au
Copyright
MyProfile
Pty
Ltd
2011
2. What is MyCareerMatch
Preference
based
behavioural
assessment
It
measures
responses
to
a
series
of
quesGons
in
which
students
are
asked
to
describe
the
way
they
behave
and
how
they
see
themselves.
The
parent,
MyProfile
is
a
leading
provider
of
candidate
and
job
assessments
to
recruiters
and
HR
managers.
Founded
in
2002
by
Dr.
Ilan
Kogus
a
behavioural
psychologist
and
Nathan
Chanesman.
MyCareerMatch
we
added
in
late
2008
and
MyResume
in
2011.
Copyright
MyProfile
Pty
Ltd
2011
3. What is MyCareerMatch based on?
MyCareerMatch
uses
the
proven
and
popular
four
style
/
16
profile
based
assessments
developed
in
the
1920’s
by
Carl
Jung
and
refined
by
William
Marston
in
the
1940s.
Jung
called
his
styles;
1. ArGsans
2. Idealists
3. Guardians
4. RaGonales
Companies
have
there
own
descriptors
for
these,
such
as
Myers
Briggs
1. Perceiving
2. Feeling
3. Judging
4. Thinking
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6. Style Characteristics
fast,
acGve,
asserGve,
bold
GET
IT
DONE
GET
APPRECIATED
Tasks
Driver
Promoter
People
RaGonal
EmoGve
Thinkers
IntuiGve
Factual
Expressive
Non
emoGonal
Friendly
Analyser
Supporter
GET
IT
RIGHT
GET
ALONG
though`ul,
calm,
careful,
deliberate
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7. Approaching a task
WHAT
NEEDS
TO
WHO
BE
DONE
Driver
Promoter
IS
GOING
TO
DO
IT
WHY
HOW
DO
WE
Analyser
Supporter
WILL
WE
NEED
TO
DO
IT
DO
IT
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8. Drivers
have
a
high
desire
to
Promoters
are
independent,
achieve.
They
are
self-‐moGvated,
outgoing
individuals
who
like
independent,
and
highly
socialising
and
meeGng
people.
individualisGc.
They
like
a
fast
They
are
enthusiasGc
and
paced
environment.
They
enjoy
opGmisGc.
They
make
friends
the
compeGGon
and
the
easily
and
are
inspiraGonal
and
challenge.
They
want
to
do
it
popular.
their
way.
Driver
Promoter
Analysers
are
perfecGonists
who
Analyser
look
to
systems,
rules
and
order
Supporter
and
re
dependable,
Supporters
a
pracGcal
kind
people.
within
a
structured
They’re
paGent.
They
want
to
environment.
They
are
accurate
help
others.
They
prefer
to
work
and
precise.
They
are
reserved,
in
teams
and
they
dislike
rapid
detailed
and
logical
and
follow
change.
They
prefer
a
secure
the
rules
and
standards.
and
constant
environment
that’s
free
of
conflict.
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9. Matching Jobs & Careers
Academics
Actors
AdverGsing
AdministraGon
AccounGng
AdverGsing
Environment
welfare
Animal
Engineering
musicians
ArGsts
& Event
management
Counselling
Finance
&
banking
Business
owners
Driver
Promoter
Fashion
Customer
service
IT
Designers
Hairdresser
&
beauty
Environment
Medical
Directors
&
producers
Hospitality
Gardening
Planners
Lawyers
Human
resources
Health
Research
Consultant
Journalism
LogisGcs
ScienGfic
Merchandise
Buyers
Public
relaGons
Medical
Soeware
Professional
athletes
Real
estate
Nursing
Teachers
announcers
Radio
Analyser
Supporter
Retail
Teaching
Technicians
anagers
Sales
M Sales
&
markeGng
Technical
specialists
Trades
people
Trades
people
Travel
Welfare
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11. What does MyCareerMatch do?
Career exploration:
· Explore career opportunities based on personal strengths and values
· Identify different occupations that match personal talent
· Understand why some people are better matched to some jobs than others
· Understand their potential contribution to the workplace
· Career planning leading to education pathways
· Identify workplace competencies
· Select appropriate education pathway to achieve career ambition
· Identify career aspirations based on personal talent and potential
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12. What does MyCareerMatch do?
Self awareness and personal development:
· Provides realistic self-assessment
· Identifying an awareness of self qualities
· Recognise what they like and dislike
· Develop relationship and workplace skills by recognising people diversity
· Express their personal preferences necessary for an appropriate career plan
· Develop awareness of strengths and weaknesses
· Identify their personal and decision making skills
· Assess employability skills – working with others
· Appraise career ideas in relation to their values and attitude
· Understand their learning style
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15. FIND
YOUR
STYLE
GROUP
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16. Profile Content Content:
• Your
style
explained
• Career
opGons
• Words
that
describe
you
• Your
work-‐related
strengths
• Ideal
job
environment
• The
qualiGes
you
bring
to
a
job
• Things
you
like
• What
you
are
good
at
• How
you
make
a
difference
• Your
learning
style
• Personal
development
• What
we
admire
about
you
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17. People have four styles
SEE
PAGE
3….
What
determines
our
behaviour
and
strengths
is
the
level
of
intensity
we
of
each
of
the
4
styles.
MyCareerMatch
measures
all
4
styles
and
uses
the
Dominant
and
Backup
style
to
determine
your
profile.
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2011
18. SEE
PAGE
4….
We
acknowledge
the
permission
of
DEEWR
for
access
to
Myfuture
and
Job
Outlook
for
MyCareerMatch
reports.
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20. SEE
PAGE
8
OF
YOUR
CAREER
PROFILE….
SELECT
THE
ONE
OR
TWO
THINGS
THAT
YOU
CAN
SEE
IS
SOMETHING
YOU
NEED
TO
WORK
ON…
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21. The Four Styles in action..
Driver
Promoter
Analyser
Supporter
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22. The Simpsons
Many
TV
shows
are
created
around
four
main
characters.
The
Simpsons
is
the
longest
running
comedy
show
on
TV.
BART
is
always
looking
to
gain
an
advantage
for
himself.
He’s
inward
looking
and
oeen
ignores
people’s
feelings.
He
tries
to
figure
out
a
way
for
him
to
get
the
most
by
doing
the
least.
He’s
full
of
acGon
and
can’t
sit
sGll.
Bart
is
a
Driver
HOMER
has
always
got
an
idea
or
scheme
and
no
majer
what
goes
wrong
he
bounces
back
and
is
always
opGmisGc.
He
wants
the
good
things
in
life
and
to
have
fun.
He’s
very
much
a
big
picture
person
and
not
very
concerned
with
details
or
problems
he
may
cause.
Homer
is
a
Promoter
MARG
looks
aeer
the
family,
is
concerned
about
each
of
them
and
provides
encouragement
when
they’re
down
and
recogniGon
when
they
succeed.
She’s
interested
in
security
and
doesn’t
like
change.
She
puts
others
ahead
of
herself.
Marge
is
a
Supporter
LISA
is
smart,
talented,
has
ajenGon
to
detail
and
wants
to
do
everything
right.
She
pracGces,
is
top
of
the
class
and
cares
about
poliGcs
and
the
environment.
She’s
a
tender
soul
who
doesn’t
like
failure
or
being
criGcised
or
being
made
fun
of.
Lisa
is
an
Analyser
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23. Identify each characters style
Sex
in
the
City
Miranda
Carrie
CharloNe
Samantha
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25. Harry Potter
Most
schools
have
four
houses
so
does
Hogwarts
School
of
Witchcrae.
When
students
arrive
they
have
the
‘sorGng
hat’
placed
on
their
heads
which
reads
their
personaliGes
and
assigns
a
house
to
each
student.
Slythern
are
Drivers
"Here
you
are
in
Slytherin
where
you'll
make
your
real
friends,
Those
cunning
folk
use
any
means
to
achieve
their
ends.“
Gryffindor
are
Promoters
"You
belong
in
Gryffindor,
where
dwell
the
brave
at
heart,
Their
daring,
nerve
and
chivalry
set
Gryffindor’s
apart.“
Hufflepuff
are
Supporters
"You
belong
in
Hufflepuff,
where
they
are
just
and
loyal,
Those
paGent
Hufflepuffs
are
true
and
unafraid
to
toil.“
Ravenclaw
are
Analysers
"Here
in
wise
old
Ravenclaw,
if
you've
a
ready
mind,
Those
of
wit
and
learning
will
always
find
their
kind."
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26. Ninja Turtles – the team
Ninja
Turtles
is
another
example
of
four
different
personality
styles
coming
together
to
complement
each
other
and
form
a
great
team.
Each
has
special
qualiGes
the
others
don’t
have.
Leonardo
is
the
leader
of
the
group
and
a
Driver.
He
keeps
the
others
in
line.
He’s
in
control
direcGng
the
team
to
their
next
project.
Raphael
has
aUtude
and
is
a
Promoter.
His
judgement
usually
causes
trouble
for
all.
His
ideas
are
never
thought
out
as
to
the
consequences.
Michelangelo
is
a
Supporter.
He’s
opGmisGc
and
prevents
fights
between
the
other
turtles.
He
keeps
the
peace
and
is
ready
to
help.
Donatello
is
an
Analyser
and
is
the
brains
of
the
group.
He’s
the
craesman
who
makes
all
their
weapons.
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27. In Business
Peter
Drucker
the
famous
management
guru
said*
that
each
business
must
have
four
types
of
people.
He
called
them
the
Front
Man,
the
AcGon
Man,
the
People
Man
and
the
Thought
Man.
Each
person
had
a
job
to
do
that
they
were
best
suited
to
and
which,
the
other
types
could
not
do
well.
Promoters
Drivers
Supporters
Analysers
(Front
Man)
(AcGon
Man)
(People
Man)
(Thought
Man)
Customer
MarkeGng
Sales
Accounts
Service
*Peter
Drucker:
Management,
Tasks,
ResponsibiliGes,
PracGces
-‐
1973
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28. Disneyland
When
Disneyland
built
their
first
theme
park
in
1950
they
designed
the
ajracGons
to
appeal
to
people
of
each
style
making
it
something
for
all
the
family
to
do
and
enjoy.
Adventureland
appeals
to
Drivers.
Excitement,
AcGon,
ExploraGon,
Pirate
dens
Haunted
houses,
AcGvity
,
Roller
coasters,
Wild
rides.
Fantasyland
appeals
to
Promoters.
World
of
dreams
and
make
believe,
fairy
tales,
it’s
a
small
world,
knights
in
shining
armour
and
damsels
in
distress.
Main
Street
aNracts
Supporters.
Old
fashioned
values,
Family,
Horseless
carriages,
Family
restaurants,
Gie
shops,
Old
fire
and
police
staGons
Tomorrowland
aNracts
Analysers.
A
world
of
science
and
technological,
Space
travel
and
exploraGon,
Monorails,
InteracGve
hi
tech
futurisGc
displays.
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29. Four Gospels
Each
of
the
four
gospels
represents
a
different
personality
style
and
each
describes
their
account
of
the
life
of
Jesus
differently.
The
value
of
having
all
four
styles
portray
these
events
is
to
create
a
‘complete’
picture
of
who
Jesus
was.
1. Mark
is
a
Driver
Mark
uses
direct
language
and
tells
it
as
it
happened
without
flowery
language
2.
John
is
a
Promoter
John
is
more
spiritual,
speaks
of
divine
relaGonships
and
of
a
higher
place
3.
Luke
is
a
Supporter
Luke
is
more
humble
and
recounts
events
in
detail,
focusing
on
man
4.
Mathew
is
an
Analyser
Mathew
goes
into
detail,
supported
by
quotaGons
and
genealogy
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