The ability to give and receive feedback skillfully is an essential skill for any supervisor. In this session you’ll learn best practices for providing feedback that will improve the performance of your direct reports while also strengthening your relationship with them.
The ability to give and receive feedback skillfully is an essential skill for any supervisor. In this session you’ll learn best practices for providing feedback that will improve the performance of your direct reports while also strengthening your relationship with them.
Can we talk? Creating the conditions for dialogeph-hr
Have you ever walked away from an uncomfortable interaction with a colleague and found yourself rehearsing what you’d really like to say to them? When there’s something bothering you about someone you work with, do you talk to them directly, or does it come up at the water cooler when you’re talking with someone else? At this brief program, you’ll learn the basics of how to create enough safety to talk about practically anything with practically anyone, even if they work on a different team or are higher up than you in the organization.
Can We Talk? Creating the Conditions for Dialogeph-hr
Basic principles and strategies for initiating and conducting difficult conversations, to increase trust, solve problems, and create a more positive work environment. Open an inquiry, demonstrate support, use the ladder of inference, invite them to share their perspective, and have solutions focused conversations.
Best practices for effective performance reviews: how to build trust, provide positive and constructive feedback, ask and act on feedback from your staff, and develop meaningful and actionable goals for better performance and professional development.
Finding the right person to join your team is one of the most important tasks you’ll ever complete as a supervisor. At this program you’ll learn how to attract and select the best person for the job, by defining the right selection criteria and using legal and effective interviewing techniques. We’ll also share information about how to add value as part of a search committee, since they are so often used in the hiring process at Williams.
Principles and best practices for creating a relationship with your boss that is pro-active and constructive. Includes information on providing upward feedback, creating learning conversations, making requests, and setting boundaries.
An introduction to the applications of positive psychology in the workplace, including gratitude, strengths, humane workplace practices, and resilience.
Applying principles from neuroscience to better diagnose and develop strategies for handling common problems in management. Managers are encouraged to create a safe and psychologically rewarding environment to bring out the best in their employees.
How do you communicate with colleagues when things get hard? This presentation provides a model for how to resolve conflict while strengthening business relationships.
Can we talk? Creating the conditions for dialogeph-hr
Have you ever walked away from an uncomfortable interaction with a colleague and found yourself rehearsing what you’d really like to say to them? When there’s something bothering you about someone you work with, do you talk to them directly, or does it come up at the water cooler when you’re talking with someone else? At this brief program, you’ll learn the basics of how to create enough safety to talk about practically anything with practically anyone, even if they work on a different team or are higher up than you in the organization.
Can We Talk? Creating the Conditions for Dialogeph-hr
Basic principles and strategies for initiating and conducting difficult conversations, to increase trust, solve problems, and create a more positive work environment. Open an inquiry, demonstrate support, use the ladder of inference, invite them to share their perspective, and have solutions focused conversations.
Best practices for effective performance reviews: how to build trust, provide positive and constructive feedback, ask and act on feedback from your staff, and develop meaningful and actionable goals for better performance and professional development.
Finding the right person to join your team is one of the most important tasks you’ll ever complete as a supervisor. At this program you’ll learn how to attract and select the best person for the job, by defining the right selection criteria and using legal and effective interviewing techniques. We’ll also share information about how to add value as part of a search committee, since they are so often used in the hiring process at Williams.
Principles and best practices for creating a relationship with your boss that is pro-active and constructive. Includes information on providing upward feedback, creating learning conversations, making requests, and setting boundaries.
An introduction to the applications of positive psychology in the workplace, including gratitude, strengths, humane workplace practices, and resilience.
Applying principles from neuroscience to better diagnose and develop strategies for handling common problems in management. Managers are encouraged to create a safe and psychologically rewarding environment to bring out the best in their employees.
How do you communicate with colleagues when things get hard? This presentation provides a model for how to resolve conflict while strengthening business relationships.
Developing and presenting business proposalseph-hr
Created for a higher education environment, this presentation teaches best practices in devloping and presenting business proposals, including research based insights from the science of persuasion.
Practical tools for managers to use in bringing out the best in their employees and increasing their capacity so they can contribute even more value over time.
Sudah ratusan tahun kita bicara Bakat dan Minat, akan tetapi sampai saat ini masih banyak orang yang tidak memahaminya padahal pemahaman seseorang tentang Bakat dan Potensi Kekuatan merupakan petunjuk jalan suksesnya.
Talents Mapping ditemukan oleh anak bangsa yang setelah 10 tahun terakhir ini memberikan inspirasi bagi banyak orang Indonesia.
Materi "Bakat dan Bakat" adalah salah satu dari puluhan materi terkait Karir dan Pendidikan yang akan dan sedang di upload di slide share dalam rangka berbagi ilmu terkait.
semoga bermanfaat.
Aaamiin
Similar to Chip and Dan Heath - Switch: How to Change When Change is Hard (20)
Description of how to document business processes with particular attention to handoffs between team members, and how to documents project roles and responsibilities in project management, and how to do stakeholder analysis and communications planning in project management.
Elements of Employment Law for Supervisors: The Fair Labor Standards Act and ...eph-hr
The Fair Labor Standards Act (FLSA) and the Massachusetts Wage Act (MWA) establish minimum wage, overtime pay, recordkeeping and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments. This session will review the basic requirements of the FLSA and MWA, including:
The legal definition of independent contractors vs. regular employees
Differences between exempt and non-exempt employees
How to determine what activities count as work for time reporting purposes, even for situations like:
travel time
on-call time
work from home
break time
Time reporting and overtime pay
To register, complete the form below.
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.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
[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
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
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Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
"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."
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
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.
Chip and Dan Heath - Switch: How to Change When Change is Hard
1. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
July 22, 2019
krt4@williams.edu
x3542
Kevin Thomas
Learning & Development Manager
Switch: How to Change When
Change is Hard
2. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Direct the Rider
– Follow the bight spots
– Script the critical moves
– Point to the Destination
• Motivate the Elephant
– Find the feeling
– Shrink the change
– Grow your people
• Shape the Path
– Tweak the environment
– Build habits
– Rally the herd
3. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• We’re not as rational as we
think we are
4. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• We don’t always resist change
5. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• We are often ambivalent about change
6. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• To change others’ behavior
we must influence:
– Mind - Rider
– Heart - Elephant
– Situation - Path
7. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Easily tired
8. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Can provide direction
9. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Emotional and instinctive
• Prefers path of least
resistance,
• Prefers instant gratification.
• Emotion can generate
motivation
10. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• We’re far more motivated
when we have a visceral
experience.
11. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• We’re more influenced by
our environment than we
think we are
• Shaping the path makes
change easier
12. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Direct the Rider
– Follow the bight spots
– Script the critical moves
– Point to the Destination
• Motivate the Elephant
– Find the feeling
– Shrink the change
– Grow your people
• Shape the Path
– Tweak the environment
– Build habits
– Rally the herd
13. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Rider has a bias towards problems and limitations
• Find the positive outliers
• Share solutions
• Example: Vietnamese mothers that provided more
feedings, actively fed their babies, and added shrimp
and greens to their diet
14. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Direct the Rider
– Follow the bight spots
– Script the critical moves
– Point to the Destination
• Motivate the Elephant
– Find the feeling
– Shrink the change
– Grow your people
• Shape the Path
– Tweak the environment
– Build habits
– Rally the herd
15. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
vs.
16. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
vs.
17. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Direct the Rider
– Follow the bight spots
– Script the critical moves
– Point to the Destination
• Motivate the Elephant
– Find the feeling
– Shrink the change
– Grow your people
• Shape the Path
– Tweak the environment
– Build habits
– Rally the herd
18. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Underachieving 1st graders:
“By the end of this year you’ll be third graders!”
• Graduation ceremony when testing at 2nd grade level
• Referring to students as “scholars”.
19. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Total abstinence approach
• Prevents mind from finding loopholes
20. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• We will save 100,000 lives by
June 14, 2006 (18 month
timeline)
21. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Direct the Rider
– Follow the bight spots
– Script the critical moves
– Point to the Destination
• Motivate the Elephant
– Find the feeling
– Shrink the change
– Grow your people
• Shape the Path
– Tweak the environment
– Build habits
– Rally the herd
22. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Make people feel the
problem viscerally
23. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
See + Feel >
Analyze + Think
24. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Give people powerful
roles
25. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Direct the Rider
– Follow the bight spots
– Script the critical moves
– Point to the Destination
• Motivate the Elephant
– Find the feeling
– Shrink the change
– Grow your people
• Shape the Path
– Tweak the environment
– Build habits
– Rally the herd
26. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Car wash “head start”
• 5 minute rescue
• Celebrate early successes
27. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Direct the Rider
– Follow the bight spots
– Script the critical moves
– Point to the Destination
• Motivate the Elephant
– Find the feeling
– Shrink the change
– Grow your people
• Shape the Path
– Tweak the environment
– Build habits
– Rally the herd
28. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Drive Safely experiment
• Encouraging the Learning
Mindset:
Calling employees inventors
29. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Direct the Rider
– Follow the bight spots
– Script the critical moves
– Point to the Destination
• Motivate the Elephant
– Find the feeling
– Shrink the change
– Grow your people
• Shape the Path
– Tweak the environment
– Build habits
– Rally the herd
30. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• We’re more influenced by
our environment than we
think we are
• Shaping the path makes
change easier
31. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Blaming employees for not
using poorly designed
software
• “We need to train the
engineers to read these
plans.”
32. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Direct the Rider
– Follow the bight spots
– Script the critical moves
– Point to the Destination
• Motivate the Elephant
– Find the feeling
– Shrink the change
– Grow your people
• Shape the Path
– Tweak the environment
– Build habits
– Rally the herd
33. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Small actions that trigger
bigger action sequences
• Sleeping in workout clothes
34. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Make sure environment permanently reinforces
change
• Example: Ditching customer service phone pickup
• Use checklists
35. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Direct the Rider
– Follow the bight spots
– Script the critical moves
– Point to the Destination
• Motivate the Elephant
– Find the feeling
– Shrink the change
– Grow your people
• Shape the Path
– Tweak the environment
– Build habits
– Rally the herd
36. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• “Most of the witty travelers
who stay in this room reuse
their towels at least once
during their stay.’
37. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Introduced into popular TV shows
38. Kevin R.Thomas, Manager, Learning & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
Kevin Thomas, krt4@williams.edu , x3542
Switch
• Program evaluation form
• Program materials