Growing your business can be hard work. But, it becomes even harder when you continually focus on “areas for improvement”… There is an alternative; it is called a “Bright Spots Approach”.
In this presentation you will learn:
- Why you should focus more on bright spots
- How other companies are successfully using bright spots to grow faster
- Why bright spots focus will also help you fix the weak spots in your company
- How you can get started quickly
Confessions Of A New CEO: Lessons Learned In My First YearMegan Denhardt
Get 10 tips for being successful in your first year as CEO. You'll hear about the mistakes made, lessons learned, and the successes enjoyed. Identify the traps new CEOs should avoid and increase the likelihood of your success as a new CEO.
Michael Fraser, CEO, Association of Maternal and Child Health Programs
Kevin Keller, CEO, Certified Financial Planners Board of Standards, Inc.
Happiitude is Asia’s no 1 experiential learning company with a mission to make the world a happier place.
We recalibrate brands for a new era of employee and customer engagement. Our commitment to scientific solutions, evidence based tools, and experiential learning unites our many practices and expertise – and redefines the significance of Happiness at workplace.
In a nutshell, we deliver the best in Happiness strategy to our clients so that they can reach their business and communication goals.
Change is inevitable and can cause fear of the unknown. But it doesn't have to—we can learn to master change and adapt to it quickly. These 5 tips will help you successfully cope with changes at work.
Growing your business can be hard work. But, it becomes even harder when you continually focus on “areas for improvement”… There is an alternative; it is called a “Bright Spots Approach”.
In this presentation you will learn:
- Why you should focus more on bright spots
- How other companies are successfully using bright spots to grow faster
- Why bright spots focus will also help you fix the weak spots in your company
- How you can get started quickly
Confessions Of A New CEO: Lessons Learned In My First YearMegan Denhardt
Get 10 tips for being successful in your first year as CEO. You'll hear about the mistakes made, lessons learned, and the successes enjoyed. Identify the traps new CEOs should avoid and increase the likelihood of your success as a new CEO.
Michael Fraser, CEO, Association of Maternal and Child Health Programs
Kevin Keller, CEO, Certified Financial Planners Board of Standards, Inc.
Happiitude is Asia’s no 1 experiential learning company with a mission to make the world a happier place.
We recalibrate brands for a new era of employee and customer engagement. Our commitment to scientific solutions, evidence based tools, and experiential learning unites our many practices and expertise – and redefines the significance of Happiness at workplace.
In a nutshell, we deliver the best in Happiness strategy to our clients so that they can reach their business and communication goals.
Change is inevitable and can cause fear of the unknown. But it doesn't have to—we can learn to master change and adapt to it quickly. These 5 tips will help you successfully cope with changes at work.
Help Young Talent Develop a Professional MindsetDaniel Goleman
There is a chasm between what business leaders expect from recent graduates, and what these new hires offer. In a Hay Group study of 450 business leaders and 450 recent graduates based in India, the US, and China… a massive 76% of business leaders reported that entry-level workers and recent grads are not ready for their jobs.
In most cases, these hires are intelligent, ambitious, and technically savvy. They have proven their ability to accomplish the work. They’re committed and passionate about rising through the ranks. So what are these new professionals missing?
They’re lacking soft skills.
Over the years, employee recognition has evolved from being a nice way to thank employees for their years of service, to something that can have a significant and meaningful impact on your workforce and your business. And because of this, it’s no longer seen as a “nice to do'', but a “have to do”.
However, as with anything in life and in business, it’s all about how you do it - do it the right way and you reap the benefits, do it the wrong way and you waste your time, energy and your company’s money.
It’s this “right way” of doing recognition that we will explore in this guide, sharing tips and stories to help you achieve the many positive impacts that it can deliver to your employees and your company.
When it comes to recruiting and keeping top talent, companies need to understand what potential employees value and create a company culture that appreciates all they have to offer. The following slides are tips and management tactics to help employers find and keep their “A players”.
The first three months are critical in any workplace. Getting to know your coworkers, learning how everything’s done in the company, and establishing rapport with your bosses must all happen during that time.
If it doesn’t, there’s a high chance you won’t make it through the probation period (if there is one). Even if you do, you’ll have created an image of someone who shouldn’t really be trusted with important matters.
You don’t want that, do you? You want to be someone who’s an integral part of the workplace, someone who’s
important and dependable.
So how do you do that?
Taking the Dark Arts Out of Hiring for Culture FitRoundPegg
What is the #1 Predictor is that a new hire will be a success in their new role? How well they Fit the company and the team. Learn how to ID the good Culture Fits when evaluating candidates - and how you can get Fit Scores for all candidates in minutes using simple software.
Learn how to identify your company culture (your Company CultureDNA), and use what you learn to make better hires.
Businesses of all sizes struggle to balance innovation with business as usual. Although both activities are vitally important, it can sometimes feel as though the two are at odds with one another as they compete for attention, resource and time.
We ran an interactive event for CIPD Coventry & Warwickshire Branch that highlighted the tools you need to create a culture that embraces innovation. We also explained how to harness high performance leadership techniques that use different management approaches for innovation and the day-to-day.
Together we explored:
- The key differences between innovation and business as usual.
- Organisational Ambidexterity — what is it, why does it matter, and how does your firm stack up?
- The different types of innovation (from incremental, ‘small i’ innovation to radical, ‘Big I’ innovation) and the different management approaches that are needed even for these.
- The role of leadership, management and strategy in creating ambidexterity.
- Insights from other organisations that have got the balancing act right.
Help Young Talent Develop a Professional MindsetDaniel Goleman
There is a chasm between what business leaders expect from recent graduates, and what these new hires offer. In a Hay Group study of 450 business leaders and 450 recent graduates based in India, the US, and China… a massive 76% of business leaders reported that entry-level workers and recent grads are not ready for their jobs.
In most cases, these hires are intelligent, ambitious, and technically savvy. They have proven their ability to accomplish the work. They’re committed and passionate about rising through the ranks. So what are these new professionals missing?
They’re lacking soft skills.
Over the years, employee recognition has evolved from being a nice way to thank employees for their years of service, to something that can have a significant and meaningful impact on your workforce and your business. And because of this, it’s no longer seen as a “nice to do'', but a “have to do”.
However, as with anything in life and in business, it’s all about how you do it - do it the right way and you reap the benefits, do it the wrong way and you waste your time, energy and your company’s money.
It’s this “right way” of doing recognition that we will explore in this guide, sharing tips and stories to help you achieve the many positive impacts that it can deliver to your employees and your company.
When it comes to recruiting and keeping top talent, companies need to understand what potential employees value and create a company culture that appreciates all they have to offer. The following slides are tips and management tactics to help employers find and keep their “A players”.
The first three months are critical in any workplace. Getting to know your coworkers, learning how everything’s done in the company, and establishing rapport with your bosses must all happen during that time.
If it doesn’t, there’s a high chance you won’t make it through the probation period (if there is one). Even if you do, you’ll have created an image of someone who shouldn’t really be trusted with important matters.
You don’t want that, do you? You want to be someone who’s an integral part of the workplace, someone who’s
important and dependable.
So how do you do that?
Taking the Dark Arts Out of Hiring for Culture FitRoundPegg
What is the #1 Predictor is that a new hire will be a success in their new role? How well they Fit the company and the team. Learn how to ID the good Culture Fits when evaluating candidates - and how you can get Fit Scores for all candidates in minutes using simple software.
Learn how to identify your company culture (your Company CultureDNA), and use what you learn to make better hires.
Businesses of all sizes struggle to balance innovation with business as usual. Although both activities are vitally important, it can sometimes feel as though the two are at odds with one another as they compete for attention, resource and time.
We ran an interactive event for CIPD Coventry & Warwickshire Branch that highlighted the tools you need to create a culture that embraces innovation. We also explained how to harness high performance leadership techniques that use different management approaches for innovation and the day-to-day.
Together we explored:
- The key differences between innovation and business as usual.
- Organisational Ambidexterity — what is it, why does it matter, and how does your firm stack up?
- The different types of innovation (from incremental, ‘small i’ innovation to radical, ‘Big I’ innovation) and the different management approaches that are needed even for these.
- The role of leadership, management and strategy in creating ambidexterity.
- Insights from other organisations that have got the balancing act right.
BHA 3002, Health Care Management 1 Course Learning Ou.docxtarifarmarie
BHA 3002, Health Care Management 1
Course Learning Outcomes for Unit II
Upon completion of this unit, students should be able to:
6. Analyze the finance system in a healthcare organization.
6.1 Examine key differences between for-profit, not-for-profit, and public healthcare facilities.
6.2 Explain the process of creating and balancing a healthcare facility budget.
8. Evaluate ways to improve the quality and economy of patient care.
8.1 Describe the process of quality review and privileging for physicians.
8.2 Discuss the importance of quality initiatives, quality equipment and supplies, and quality
regulations.
8.3 Identify a management problem in a healthcare organization.
Course/Unit
Learning Outcomes
Learning Activity
6.1
Chapter 3 Reading
Unit Assessment
6.2
Chapter 3 Reading
Unit Assessment
8.1
Unit Lesson
Chapter 4 Reading
Unit Assessment
8.2
Unit Lesson
Chapter 4 Reading
Unit Assessment
8.3
Unit Lesson
Chapter 4 Reading
Unit II Project Topic
Reading Assignment
Chapter 3: Financing the Provision of Care
Chapter 4: Quality of Care
Unit Lesson
Evidence-Based Performance Measures
One of the hottest topics in healthcare administration today is evidence-based performance, and you certainly
need a solid understanding of this process in order to function effectively as a healthcare leader moving into
the future. American health care needs to improve. There is no doubt about that. Americans deserve more
bang for the buck that they spend on medical services. One of the most important initiatives to make that
happen is a move to more evidence-based practice.
What evidence-based performance is truly all about, first and foremost, is the patient (UT Health, 2015). In
particular, it is all about making sure that the patient receives care based upon the best and latest research
that is available for the patient’s own particular health problem or set of health problems. It is about giving the
right care, every time, for every patient. Other benefits of a solid evidence-based medicine program include
the ability to assure your own community that your hospital provides high quality care and that you are doing
your own quality review studies to make sure of this. Finally, evidence-based medicine makes sense because
UNIT II STUDY GUIDE
Financing and Quality for
Health Care
BHA 3002, Health Care Management 2
UNIT x STUDY GUIDE
Title
the Centers for Medicare Services (CMS) demands it of us. They will actually pay us more for our services if
we meet evidence-based performance criteria and goals, and they will financially penalize us if we do not
meet evidence-based goals. In short, there are many good reasons to implement evidence-based medicine in
your own medical facility.
Currently, there are several national focus areas for evidence-based medicine programs. These are heart
failure (HF), acute myocardial infarction (AMI), pneumonia (PN), and th.
GenSearch - Innovation in Healthcare: What is the Point?Alix Aubert
In this white paper, you will discover instances where innovation in technology and organisational operations are connecting patients to healthcare providers and are sharing secure clinical data with researchers. Others have disrupted traditional manufacturing methods to improve processes and some have even transformed organisational operations to create customer trust, value, and to improve outcomes for patients.
Meet the experts enhancing health through design, learn about quality of life trends and figures through studies and data and how small gestures can make big differences, discover a user guide to fighting hospital-acquired infections and read up on Sodexo News Around the World.
Communiqué features articles focusing on the latest hot topics for anesthesiologists, nurse anesthetists, pain management specialists and anesthesia practice administrators.
Communique is created by Anesthesia Business Consultants (ABC), the largest physician billing and practice management company specializing exclusively in the practice of anesthesia and pain management.
ABC serves several thousand anesthesiologists and CRNAs nationwide with anesthesia billing software solutions.
Please send your email address to info [at] anesthesiallc [dot] com if you would like to join the Communique mailing list!
Visit www.anesthesiallc.com for more information!
An interview with ucb’s jean christophe tellier-heidrick & strugglesNiren Thanky
Jean-Christophe describes how UCB's focus on patients is creating business opportunities and instilling a deeper sense of purpose across the organization.
Consumers are exerting unprecedented control over their healthcare spending, leaving payors and providers scrambling to adopt a customer focused mind-set.
But does this imperative of putting the customer first extend to all players in the healthcare industry, even those that don't interact directly with patients?
17 Tools Every New Orthodontist Must Know to be SuccessfulBlair Feldman
American Orthodontics Resident Summit. Dr Feldman shares his favorite tools that he's used to create 3 successful Orthodontic offices over the past 14 years. This presentation is tailored to the resident who wants to start a practice, transition a practice, or be an active partner in a customer service oriented fee for service practice.
Healthcare Innovation Begins and Ends with People focuses on the fundamentals of driving innovation in healthcare and developing a culture of innovation. It is as simple as it is complex and deeply human.
Trends From The Trenches - Mastering the Front and Back End of InnovationAndrea Simon
Healthcare Innovation: Trends From The Trenches
Mastering the Front and Back End of Innovation
Featured Speaker:
Andrea (Andi) Simon, PhD and President of Simon Associates Management Consultants
In this next webinar, we will be talking about healthcare innovation in three areas:
- Taking data and ideas and envisioning new ways to solve old problems simpler, easier and better.
- Taking these ideas and turning them into testable innovations.
- Building this into a culture of innovation for your institution.
Similar to Client Development Coaching Programs (20)
Developing a Niche Law Practice and Differentiating YourselfCordell Parvin
Presentation to law firm lawyers on why they should develop a niche law practice and how to do it. Then how to differentiate themselves from other lawyers.
Guide on the use of Artificial Intelligence-based tools by lawyers and law fi...Massimo Talia
This guide aims to provide information on how lawyers will be able to use the opportunities provided by AI tools and how such tools could help the business processes of small firms. Its objective is to provide lawyers with some background to understand what they can and cannot realistically expect from these products. This guide aims to give a reference point for small law practices in the EU
against which they can evaluate those classes of AI applications that are probably the most relevant for them.
In 2020, the Ministry of Home Affairs established a committee led by Prof. (Dr.) Ranbir Singh, former Vice Chancellor of National Law University (NLU), Delhi. This committee was tasked with reviewing the three codes of criminal law. The primary objective of the committee was to propose comprehensive reforms to the country’s criminal laws in a manner that is both principled and effective.
The committee’s focus was on ensuring the safety and security of individuals, communities, and the nation as a whole. Throughout its deliberations, the committee aimed to uphold constitutional values such as justice, dignity, and the intrinsic value of each individual. Their goal was to recommend amendments to the criminal laws that align with these values and priorities.
Subsequently, in February, the committee successfully submitted its recommendations regarding amendments to the criminal law. These recommendations are intended to serve as a foundation for enhancing the current legal framework, promoting safety and security, and upholding the constitutional principles of justice, dignity, and the inherent worth of every individual.
Synopsis On Annual General Meeting/Extra Ordinary General Meeting With Ordinary And Special Businesses And Ordinary And Special Resolutions with Companies (Postal Ballot) Regulations, 2018
Defending Weapons Offence Charges: Role of Mississauga Criminal Defence LawyersHarpreetSaini48
Discover how Mississauga criminal defence lawyers defend clients facing weapon offence charges with expert legal guidance and courtroom representation.
To know more visit: https://www.saini-law.com/
Lifting the Corporate Veil. Power Point Presentationseri bangash
"Lifting the Corporate Veil" is a legal concept that refers to the judicial act of disregarding the separate legal personality of a corporation or limited liability company (LLC). Normally, a corporation is considered a legal entity separate from its shareholders or members, meaning that the personal assets of shareholders or members are protected from the liabilities of the corporation. However, there are certain situations where courts may decide to "pierce" or "lift" the corporate veil, holding shareholders or members personally liable for the debts or actions of the corporation.
Here are some common scenarios in which courts might lift the corporate veil:
Fraud or Illegality: If shareholders or members use the corporate structure to perpetrate fraud, evade legal obligations, or engage in illegal activities, courts may disregard the corporate entity and hold those individuals personally liable.
Undercapitalization: If a corporation is formed with insufficient capital to conduct its intended business and meet its foreseeable liabilities, and this lack of capitalization results in harm to creditors or other parties, courts may lift the corporate veil to hold shareholders or members liable.
Failure to Observe Corporate Formalities: Corporations and LLCs are required to observe certain formalities, such as holding regular meetings, maintaining separate financial records, and avoiding commingling of personal and corporate assets. If these formalities are not observed and the corporate structure is used as a mere façade, courts may disregard the corporate entity.
Alter Ego: If there is such a unity of interest and ownership between the corporation and its shareholders or members that the separate personalities of the corporation and the individuals no longer exist, courts may treat the corporation as the alter ego of its owners and hold them personally liable.
Group Enterprises: In some cases, where multiple corporations are closely related or form part of a single economic unit, courts may pierce the corporate veil to achieve equity, particularly if one corporation's actions harm creditors or other stakeholders and the corporate structure is being used to shield culpable parties from liability.
A "File Trademark" is a legal term referring to the registration of a unique symbol, logo, or name used to identify and distinguish products or services. This process provides legal protection, granting exclusive rights to the trademark owner, and helps prevent unauthorized use by competitors.
Visit Now: https://www.tumblr.com/trademark-quick/751620857551634432/ensure-legal-protection-file-your-trademark-with?source=share
Matthew Professional CV experienced Government LiaisonMattGardner52
As an experienced Government Liaison, I have demonstrated expertise in Corporate Governance. My skill set includes senior-level management in Contract Management, Legal Support, and Diplomatic Relations. I have also gained proficiency as a Corporate Liaison, utilizing my strong background in accounting, finance, and legal, with a Bachelor's degree (B.A.) from California State University. My Administrative Skills further strengthen my ability to contribute to the growth and success of any organization.
14. 14
Tags: Careers, Work/Life 1 Readers Recommended this Article
Article location:http://www.fastcompany.com/magazine/94/open_change-or-die.html
December 19, 2007
Change or Die
By Alan Deutschman
What if you were given that choice? For real. What if it weren't just the hyperbolic rhetoric
that conflates corporate performance with life and death? Not the overblown exhortations
of a rabid boss, or a slick motivational speaker, or a self-dramatizing CEO. We're talking
actual life or death now. Your own life or death. What if a well-informed, trusted authority
figure said you had to make difficult and enduring changes in the way you think and act?
If you didn't, your time would end soon -- a lot sooner than it had to. Could you change
when change really mattered? When it mattered most?
Yes, you say?
Try again.
Yes?
You're probably deluding yourself.
You wouldn't change.
Don't believe it? You want odds? Here are the odds, the scientifically studied odds: nine
to one. That's nine to one against you. How do you like those odds?
This revelation unnerved many people in the audience last November at IBM's "Global
Innovation Outlook" conference. The company's top executives had invited the most
farsighted thinkers they knew from around the world to come together in New York and
propose solutions to some really big problems. They started with the crisis in health care,
an industry that consumes an astonishing $1.8 trillion a year in the United States alone,
or 15% of gross domestic product. A dream team of experts took the stage, and you
might have expected them to proclaim that breathtaking advances in science and
technology -- mapping the human genome and all that -- held the long-awaited answers.
That's not what they said. They said that the root cause of the health crisis hasn't
changed for decades, and the medical establishment still couldn't figure out what to do
Change or Die
What if you were given that choice?
15. 15
about it.
Dr. Raphael "Ray" Levey, founder of the Global Medical Forum, an annual summit
meeting of leaders from every constituency in the health system, told the audience, "A
relatively small percentage of the population consumes the vast majority of the
health-care budget for diseases that are very well known and by and large behavioral."
That is, they're sick because of how they choose to live their lives, not because of
environmental or genetic factors beyond their control. Continued Levey: "Even as far
back as when I was in medical school" -- he enrolled at Harvard in 1955 -- "many articles
demonstrated that 80% of the health-care budget was consumed by five behavioral
issues." Levey didn't bother to name them, but you don't need an MD to guess what he
was talking about: too much smoking, drinking, eating, and stress, and not enough
exercise.
Then the knockout blow was delivered by Dr. Edward Miller, the dean of the medical
school and CEO of the hospital at Johns Hopkins University. He turned the discussion to
patients whose heart disease is so severe that they undergo bypass surgery, a traumatic
and expensive procedure that can cost more than $100,000 if complications arise. About
600,000 people have bypasses every year in the United States, and 1.3 million heart
patients have angioplasties -- all at a total cost of around $30 billion. The procedures
temporarily relieve chest pains but rarely prevent heart attacks or prolong lives. Around
half of the time, the bypass grafts clog up in a few years; the angioplasties, in a few
months. The causes of this so-called restenosis are complex. It's sometimes a reaction to
the trauma of the surgery itself. But many patients could avoid the return of pain and the
need to repeat the surgery -- not to mention arrest the course of their disease before it
kills them -- by switching to healthier lifestyles. Yet very few do. "If you look at people
after coronary-artery bypass grafting two years later, 90% of them have not changed their
lifestyle," Miller said. "And that's been studied over and over and over again. And so
we're missing some link in there. Even though they know they have a very bad disease
and they know they should change their lifestyle, for whatever reason, they can't."
Changing the behavior of people isn't just the biggest challenge in health care. It's the
most important challenge for businesses trying to compete in a turbulent world, says
John Kotter, a Harvard Business School professor who has studied dozens of
organizations in the midst of upheaval: "The central issue is never strategy, structure,
culture, or systems. The core of the matter is always about changing the behavior of
people." Those people may be called upon to respond to profound upheavals in
marketplace dynamics -- the rise of a new global competitor, say, or a shift from a
regulated to a deregulated environment -- or to a corporate reorganization, merger, or
entry into a new business. And as individuals, we may want to change our own styles of
work -- how we mentor subordinates, for example, or how we react to criticism. Yet more
often than not, we can't.
CEOs are supposedly the prime change agents for their companies, but they're often as
resistant to change as anyone -- and as prone to backsliding. The most notorious recent
example is Michael Eisner. After he nearly died from heart problems, Eisner finally
heeded his wife's plea and brought in a high-profile number-two exec, Michael Ovitz, to
“If you look at people after coronary-artery bypass grafting
two years later, 90% of them have not changed their
lifestyle.”