The document provides information about the ILM Level 5 Certificate in Coaching & Mentoring in Management, including its aims, objectives, assignment details and structure. It outlines the 3 units of the certificate and describes the work-based assignment involving proposing a coaching/mentoring program, undertaking coaching/mentoring sessions, and reflecting on performance. Key coaching and mentoring concepts such as GROW, MEDIC, and feedback models are also summarized.
5 Ways to Build a Better Leadership Development Program | Webinar 06.09.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
Delegation for Results (Comprehensive) PowerPoint Presentation 152 slides wit...Andrew Schwartz
Delegation (Comprehensive) PowerPoint Presentation
152 slides with Participant Handout
Effective delegation of employees will improve efficiency in the workplace. Delegation is appointing a person to act on one's behalf. The word "delegation" was first used to mean "the act of delegating" in the 1610s.
PowerPoint Presentation Content Slides Include:
• Learning objectives for this presentation
• Definition/s of delegation
• Etymology of delegation (3 points)
• Delegation diagram
• Do's and don'ts (4 slides)
• Scenarios (6 slides)
• Manager/supervisor benefits (6 points)
• Employee benefits (6 points)
• Choosing a delegate (7 points)
• Delegating authority vs. Tasks Venn diagram
• Is clarity essential? (3 points)
• When not to delegate (5 points)
• The benefits of delegation for managers and employees (25 points)
• The differences between delegating authority and tasks
• The five stages of delegation
• Delegation do's and don'ts (12 points)
• When to delegate and when not to delegate
• Mission vs. Administrative work
• Tasks that can be delegated and tasks that cannot be delegated
• Barriers to delegating (7 points)
• Micromanagement (17 points)
• Misunderstandings and common objections to delegation
• Ways to analyze a situation
• Questions to ask yourself before delegating (13 points)
• Standard and effective delegation checklists (14 points)
• Six steps to effective delegation
• Managing delegated tasks (6 points)
• Delegation options to consider (6 points)
• Delegating to different ranks (10 points)
• Crisis delegation (7 points)
• Realistic expectations and flexibility (5 points)
• Actions steps (16 points)
Best of all, our PowerPoint Presentations are Royalty-Free, so you may Use Them Over and Over Again. You may edit, add, delete and tailor these presentations to your specific audience and style.
Traditionally, mentoring pairs junior employees (mentees) with more senior employees (mentors). But there are many ways to use this format to achieve company goals.
We’ve gathered up the most popular ways corporations use mentoring in our in-depth whitepaper. You'll read details and case studies about:
Employee career development
High potential development
Diversity training
Reverse mentoring
Knowledge transfer
...all incorporating the mentoring method of learning for learning effectiveness.
Learn from our experience here in this SlideShare!
-----
Chronus is the leading provider of mentoring and talent development software. Leveraging the power of learning through others, Chronus creates experiences that drive employee career and leadership development, new hire onboarding, student mentoring, and more. Chronus' mentoring, coaching, and onboarding solutions are used by organizations worldwide.
Coach Approach to Leadership - Conversations for SuccessRay Lamb
Defining coaching for leaders, and a guide to coaching conversations for successful leadership using a 'coach approach' what, why and how of coaching for leaders
5 Ways to Build a Better Leadership Development Program | Webinar 06.09.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
Delegation for Results (Comprehensive) PowerPoint Presentation 152 slides wit...Andrew Schwartz
Delegation (Comprehensive) PowerPoint Presentation
152 slides with Participant Handout
Effective delegation of employees will improve efficiency in the workplace. Delegation is appointing a person to act on one's behalf. The word "delegation" was first used to mean "the act of delegating" in the 1610s.
PowerPoint Presentation Content Slides Include:
• Learning objectives for this presentation
• Definition/s of delegation
• Etymology of delegation (3 points)
• Delegation diagram
• Do's and don'ts (4 slides)
• Scenarios (6 slides)
• Manager/supervisor benefits (6 points)
• Employee benefits (6 points)
• Choosing a delegate (7 points)
• Delegating authority vs. Tasks Venn diagram
• Is clarity essential? (3 points)
• When not to delegate (5 points)
• The benefits of delegation for managers and employees (25 points)
• The differences between delegating authority and tasks
• The five stages of delegation
• Delegation do's and don'ts (12 points)
• When to delegate and when not to delegate
• Mission vs. Administrative work
• Tasks that can be delegated and tasks that cannot be delegated
• Barriers to delegating (7 points)
• Micromanagement (17 points)
• Misunderstandings and common objections to delegation
• Ways to analyze a situation
• Questions to ask yourself before delegating (13 points)
• Standard and effective delegation checklists (14 points)
• Six steps to effective delegation
• Managing delegated tasks (6 points)
• Delegation options to consider (6 points)
• Delegating to different ranks (10 points)
• Crisis delegation (7 points)
• Realistic expectations and flexibility (5 points)
• Actions steps (16 points)
Best of all, our PowerPoint Presentations are Royalty-Free, so you may Use Them Over and Over Again. You may edit, add, delete and tailor these presentations to your specific audience and style.
Traditionally, mentoring pairs junior employees (mentees) with more senior employees (mentors). But there are many ways to use this format to achieve company goals.
We’ve gathered up the most popular ways corporations use mentoring in our in-depth whitepaper. You'll read details and case studies about:
Employee career development
High potential development
Diversity training
Reverse mentoring
Knowledge transfer
...all incorporating the mentoring method of learning for learning effectiveness.
Learn from our experience here in this SlideShare!
-----
Chronus is the leading provider of mentoring and talent development software. Leveraging the power of learning through others, Chronus creates experiences that drive employee career and leadership development, new hire onboarding, student mentoring, and more. Chronus' mentoring, coaching, and onboarding solutions are used by organizations worldwide.
Coach Approach to Leadership - Conversations for SuccessRay Lamb
Defining coaching for leaders, and a guide to coaching conversations for successful leadership using a 'coach approach' what, why and how of coaching for leaders
For some new managers, the idea of giving performance reviews and being responsible for others can be intimidating. For others, there are fears about how to manage people older than them. And then there are others who worry about being accepted by their new team. I too, had these fears. But over time, I have learned a lot from peers, from mentors, and from my own employees. I made some terrible mistakes, and I had some pretty good successes. These nuggets of insight are some of the best personal learnings I’ve had in my management career, and ones which I wish I knew when I started managing people.
The Manager's Resource Handbook is an online source of tools, templates and articles relating to business and management in the global environment. Our mission is the help managers and businesses succeed through the benefit of our experience. You can contact us at http://www.managersresourcehandbook.com.
This presentation discusses; what is people management, what are the key components of people management and what skills are require to be a good people manager.
Presented at ACPA 2009, Washington DC.
Abstract: According to John Crosby, “mentoring is a brain to pick, an ear to listen and a push in the right direction.” Designed for mentors and mentees alike, this session will use storytelling, presentation, group discussion, and reflection to help participants create and refine a purposeful mentoring relationship in support of both the mentor’s and mentee’s professional development.
What is Workplace Coaching and why you should implement it?The Pathway Group
What is Workplace Coaching and why you should implement it? Workplace Coaching for Team Leaders and First Line Managers ILM Award Level 3. You should develop understanding and competence in coaching skills, including the role, responsibilities, behaviours and characteristics of the workplace.
Coaching is more about asking the right questions than providing the right answers. Coaching is essentially about using effective questioning to help individuals
This is a version of the presentation I used in one of my group coaching sessions for the developers at my workplace. I believe that speaking is more important that a SlidePoint, so this was used as a guide to present the topics. This is a good slidedeck for anyone who finds they've gotten complacent and are not sure they stand.
CHANGETHIS True Team Building: More Than a Recreational RetreatBernard Moon
Presentation by Kevin Eikenberry. Discusses the CARB Model (Commitment, Alignment, Relationships, Behaviors). Created February 2006.
"ChangeThis is a vehicle, not a publisher. We make it easy for big ideas to spread. It is supported by the love and tender care of 800-CEO-READ."
Succession And Career Planning Powerpoint Presentation SlidesSlideTeam
"You can download this product from SlideTeam.net"
Motivate and engage your employees for continued growth & development with this content ready Succession and Career Planning Powerpoint Presentation Slides. Incorporate professionally designed replacement planning presentation graphics to showcase the process of talent development to meet organizational needs. The career Path & success planning PowerPoint complete deck contains ready-to-use slides such as succession & career planning overview, identify the critical position, employee competency & assessment grid, sample flowchart, modelling chart, key succession & career Planning metrics, development of career plan, manage ongoing process, roadblocks of succession management, performance improvement plan, key development practices, succession planning backup summary, detailed format, etc. identify and understand developmental needs of your employees using talent pool management PPT visuals. Utilize visually appealing career progression planning PowerPoint templates to make your employees understand their career path. Download this professional-looking Human resource planning presentation deck to evaluate, monitor & observe succession planning. Don't allow the applause to go to your head with our Succession And Career Planning Powerpoint Presentation Slides. It helps downplay achievements. https://bit.ly/2YejzNe
“If people in an organization are good at replicating what they already do well, what happens when the environment changes and what is needed begins to change?"
Presentation, created for a Taylor University MBA corporate site client, discusses the key differences between coaching and mentoring and when to use each.
For some new managers, the idea of giving performance reviews and being responsible for others can be intimidating. For others, there are fears about how to manage people older than them. And then there are others who worry about being accepted by their new team. I too, had these fears. But over time, I have learned a lot from peers, from mentors, and from my own employees. I made some terrible mistakes, and I had some pretty good successes. These nuggets of insight are some of the best personal learnings I’ve had in my management career, and ones which I wish I knew when I started managing people.
The Manager's Resource Handbook is an online source of tools, templates and articles relating to business and management in the global environment. Our mission is the help managers and businesses succeed through the benefit of our experience. You can contact us at http://www.managersresourcehandbook.com.
This presentation discusses; what is people management, what are the key components of people management and what skills are require to be a good people manager.
Presented at ACPA 2009, Washington DC.
Abstract: According to John Crosby, “mentoring is a brain to pick, an ear to listen and a push in the right direction.” Designed for mentors and mentees alike, this session will use storytelling, presentation, group discussion, and reflection to help participants create and refine a purposeful mentoring relationship in support of both the mentor’s and mentee’s professional development.
What is Workplace Coaching and why you should implement it?The Pathway Group
What is Workplace Coaching and why you should implement it? Workplace Coaching for Team Leaders and First Line Managers ILM Award Level 3. You should develop understanding and competence in coaching skills, including the role, responsibilities, behaviours and characteristics of the workplace.
Coaching is more about asking the right questions than providing the right answers. Coaching is essentially about using effective questioning to help individuals
This is a version of the presentation I used in one of my group coaching sessions for the developers at my workplace. I believe that speaking is more important that a SlidePoint, so this was used as a guide to present the topics. This is a good slidedeck for anyone who finds they've gotten complacent and are not sure they stand.
CHANGETHIS True Team Building: More Than a Recreational RetreatBernard Moon
Presentation by Kevin Eikenberry. Discusses the CARB Model (Commitment, Alignment, Relationships, Behaviors). Created February 2006.
"ChangeThis is a vehicle, not a publisher. We make it easy for big ideas to spread. It is supported by the love and tender care of 800-CEO-READ."
Succession And Career Planning Powerpoint Presentation SlidesSlideTeam
"You can download this product from SlideTeam.net"
Motivate and engage your employees for continued growth & development with this content ready Succession and Career Planning Powerpoint Presentation Slides. Incorporate professionally designed replacement planning presentation graphics to showcase the process of talent development to meet organizational needs. The career Path & success planning PowerPoint complete deck contains ready-to-use slides such as succession & career planning overview, identify the critical position, employee competency & assessment grid, sample flowchart, modelling chart, key succession & career Planning metrics, development of career plan, manage ongoing process, roadblocks of succession management, performance improvement plan, key development practices, succession planning backup summary, detailed format, etc. identify and understand developmental needs of your employees using talent pool management PPT visuals. Utilize visually appealing career progression planning PowerPoint templates to make your employees understand their career path. Download this professional-looking Human resource planning presentation deck to evaluate, monitor & observe succession planning. Don't allow the applause to go to your head with our Succession And Career Planning Powerpoint Presentation Slides. It helps downplay achievements. https://bit.ly/2YejzNe
“If people in an organization are good at replicating what they already do well, what happens when the environment changes and what is needed begins to change?"
Presentation, created for a Taylor University MBA corporate site client, discusses the key differences between coaching and mentoring and when to use each.
Coaching PowerPoint PPT Content Modern SampleAndrew Schwartz
129 slides include: the characteristics and skills of coaches, benefits of coaching, techniques for coaching, the "we need to talk" coaching meeting, dealing with poor performance, avoiding coaching pitfalls, 6 - step coaching model, a 1 minute guide to praise/ reprimands, discussing recurring problems, modeling coaching behavior, building a coaching atmosphere and assessing your coaching style, utilizing open and closed questions, how to's and more.
Every company is unique, and so are its mentoring needs. Allow professionals with decades of experience, innovative e-mentoring software, and endless compassion and understanding to guide you in making the best choice.
At Management Mentors, we are those professionals. For over 25 years, we’ve been helping organizations implement successful corporate mentoring programs.
Contact us today to discuss your company's corporate mentoring needs. There's no obligation, nothing to lose. We look forward to hearing from you.
ReadySetPresent (Coaching PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Being capable of coaching is an important skill that can transform a manager’s scope of influence. 100+ PowerPoint presentation content slides. Coaching PowerPoint Presentation Content slides include topics such as: 25 slides on the characteristics and skills of coaches, Benefits of coaching, techniques for coaching, 8 slides on the "we need to talk" coaching meeting, 10 slides on dealing with poor performance, avoiding coaching pitfalls, 20 slides on the 6- step coaching model, a 1 minute guide to praise/reprimands, discussing recurring problems, 20+ slides on modeling coaching behavior, building a coaching atmosphere and assessing your coaching style. Learn how to utilize open and closed questions, how to's and more!
In this survey we look at the key indicators:
• What is the coverage of coaching: to what extent is it being used?
• What’s being spent on coaching compared with last time?
• How are coaches being selected and deployed within organisations?
• What’s the role and contribution of coaching in respect of the organisation?
• How is coaching being delivered within organisations, and what is its purpose?
• How is coaching being evaluated?
Co-Creating a Sustainable Caring-Centric Leadership ParadigmKaiser Permanente
In anticipation of transitioning from Hayward to the new San Leandro hospital, desire was to foster Intentional leadership with focus on caring, confident, consistent, and effective leadership to serve our adult inpatient population.
Are you ready for user feedback - tcworld India-2017Dimiter Simov
Delivered at tcworld India 2017, Bengaluru
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This presentation shares the experience of the SAP Cloud Platform (https://cloudplatform.sap.com/index.html) documentation team with user feedback. It is an improved version of https://www.slideshare.net/dsimov/are-you-ready-for-user-feedback.
Here our data already shows that through user feedback you can actually improve the documentation.
A slide set giving a basic introduction to business coaching. The fundamental principles of the GROW model are used. This is a model developed by John Whitmore. It has often been built upon and changed but has not been surpassed. That is because the model works!!
This slide set is available as a series of Lightbulb Moments cards. These have been well received as a valuable resource in education, training and coaching.
Lightbulb Moments are free to download from the Ei4Change website. http://goo.gl/qNc5qR
This is an extract of CCCA's coaching methodology developed over a decade+ of Contact Center Experience from different perspectives at various organizational levels in different industry leading Contact Centers and BPOs. This document is intended to help First Level Managers (Supervisors, Team Managers, Team Leads, Trainers or Quality Representatives) improve their coaching skills in any call center world wide. It discusses techniques and insights, as well as introduces tools which will take your coaching to the next level!
Similar to Coaching And Mentoring Level 5 Slides Nov 2009 (20)
The prostate is an exocrine gland of the male mammalian reproductive system
It is a walnut-sized gland that forms part of the male reproductive system and is located in front of the rectum and just below the urinary bladder
Function is to store and secrete a clear, slightly alkaline fluid that constitutes 10-30% of the volume of the seminal fluid that along with the spermatozoa, constitutes semen
A healthy human prostate measures (4cm-vertical, by 3cm-horizontal, 2cm ant-post ).
It surrounds the urethra just below the urinary bladder. It has anterior, median, posterior and two lateral lobes
It’s work is regulated by androgens which are responsible for male sex characteristics
Generalised disease of the prostate due to hormonal derangement which leads to non malignant enlargement of the gland (increase in the number of epithelial cells and stromal tissue)to cause compression of the urethra leading to symptoms (LUTS
Report Back from SGO 2024: What’s the Latest in Cervical Cancer?bkling
Are you curious about what’s new in cervical cancer research or unsure what the findings mean? Join Dr. Emily Ko, a gynecologic oncologist at Penn Medicine, to learn about the latest updates from the Society of Gynecologic Oncology (SGO) 2024 Annual Meeting on Women’s Cancer. Dr. Ko will discuss what the research presented at the conference means for you and answer your questions about the new developments.
micro teaching on communication m.sc nursing.pdfAnurag Sharma
Microteaching is a unique model of practice teaching. It is a viable instrument for the. desired change in the teaching behavior or the behavior potential which, in specified types of real. classroom situations, tends to facilitate the achievement of specified types of objectives.
These simplified slides by Dr. Sidra Arshad present an overview of the non-respiratory functions of the respiratory tract.
Learning objectives:
1. Enlist the non-respiratory functions of the respiratory tract
2. Briefly explain how these functions are carried out
3. Discuss the significance of dead space
4. Differentiate between minute ventilation and alveolar ventilation
5. Describe the cough and sneeze reflexes
Study Resources:
1. Chapter 39, Guyton and Hall Textbook of Medical Physiology, 14th edition
2. Chapter 34, Ganong’s Review of Medical Physiology, 26th edition
3. Chapter 17, Human Physiology by Lauralee Sherwood, 9th edition
4. Non-respiratory functions of the lungs https://academic.oup.com/bjaed/article/13/3/98/278874
Ethanol (CH3CH2OH), or beverage alcohol, is a two-carbon alcohol
that is rapidly distributed in the body and brain. Ethanol alters many
neurochemical systems and has rewarding and addictive properties. It
is the oldest recreational drug and likely contributes to more morbidity,
mortality, and public health costs than all illicit drugs combined. The
5th edition of the Diagnostic and Statistical Manual of Mental Disorders
(DSM-5) integrates alcohol abuse and alcohol dependence into a single
disorder called alcohol use disorder (AUD), with mild, moderate,
and severe subclassifications (American Psychiatric Association, 2013).
In the DSM-5, all types of substance abuse and dependence have been
combined into a single substance use disorder (SUD) on a continuum
from mild to severe. A diagnosis of AUD requires that at least two of
the 11 DSM-5 behaviors be present within a 12-month period (mild
AUD: 2–3 criteria; moderate AUD: 4–5 criteria; severe AUD: 6–11 criteria).
The four main behavioral effects of AUD are impaired control over
drinking, negative social consequences, risky use, and altered physiological
effects (tolerance, withdrawal). This chapter presents an overview
of the prevalence and harmful consequences of AUD in the U.S.,
the systemic nature of the disease, neurocircuitry and stages of AUD,
comorbidities, fetal alcohol spectrum disorders, genetic risk factors, and
pharmacotherapies for AUD.
Lung Cancer: Artificial Intelligence, Synergetics, Complex System Analysis, S...Oleg Kshivets
RESULTS: Overall life span (LS) was 2252.1±1742.5 days and cumulative 5-year survival (5YS) reached 73.2%, 10 years – 64.8%, 20 years – 42.5%. 513 LCP lived more than 5 years (LS=3124.6±1525.6 days), 148 LCP – more than 10 years (LS=5054.4±1504.1 days).199 LCP died because of LC (LS=562.7±374.5 days). 5YS of LCP after bi/lobectomies was significantly superior in comparison with LCP after pneumonectomies (78.1% vs.63.7%, P=0.00001 by log-rank test). AT significantly improved 5YS (66.3% vs. 34.8%) (P=0.00000 by log-rank test) only for LCP with N1-2. Cox modeling displayed that 5YS of LCP significantly depended on: phase transition (PT) early-invasive LC in terms of synergetics, PT N0—N12, cell ratio factors (ratio between cancer cells- CC and blood cells subpopulations), G1-3, histology, glucose, AT, blood cell circuit, prothrombin index, heparin tolerance, recalcification time (P=0.000-0.038). Neural networks, genetic algorithm selection and bootstrap simulation revealed relationships between 5YS and PT early-invasive LC (rank=1), PT N0—N12 (rank=2), thrombocytes/CC (3), erythrocytes/CC (4), eosinophils/CC (5), healthy cells/CC (6), lymphocytes/CC (7), segmented neutrophils/CC (8), stick neutrophils/CC (9), monocytes/CC (10); leucocytes/CC (11). Correct prediction of 5YS was 100% by neural networks computing (area under ROC curve=1.0; error=0.0).
CONCLUSIONS: 5YS of LCP after radical procedures significantly depended on: 1) PT early-invasive cancer; 2) PT N0--N12; 3) cell ratio factors; 4) blood cell circuit; 5) biochemical factors; 6) hemostasis system; 7) AT; 8) LC characteristics; 9) LC cell dynamics; 10) surgery type: lobectomy/pneumonectomy; 11) anthropometric data. Optimal diagnosis and treatment strategies for LC are: 1) screening and early detection of LC; 2) availability of experienced thoracic surgeons because of complexity of radical procedures; 3) aggressive en block surgery and adequate lymph node dissection for completeness; 4) precise prediction; 5) adjuvant chemoimmunoradiotherapy for LCP with unfavorable prognosis.
NVBDCP.pptx Nation vector borne disease control programSapna Thakur
NVBDCP was launched in 2003-2004 . Vector-Borne Disease: Disease that results from an infection transmitted to humans and other animals by blood-feeding arthropods, such as mosquitoes, ticks, and fleas. Examples of vector-borne diseases include Dengue fever, West Nile Virus, Lyme disease, and malaria.
Acute scrotum is a general term referring to an emergency condition affecting the contents or the wall of the scrotum.
There are a number of conditions that present acutely, predominantly with pain and/or swelling
A careful and detailed history and examination, and in some cases, investigations allow differentiation between these diagnoses. A prompt diagnosis is essential as the patient may require urgent surgical intervention
Testicular torsion refers to twisting of the spermatic cord, causing ischaemia of the testicle.
Testicular torsion results from inadequate fixation of the testis to the tunica vaginalis producing ischemia from reduced arterial inflow and venous outflow obstruction.
The prevalence of testicular torsion in adult patients hospitalized with acute scrotal pain is approximately 25 to 50 percent
Title: Sense of Smell
Presenter: Dr. Faiza, Assistant Professor of Physiology
Qualifications:
MBBS (Best Graduate, AIMC Lahore)
FCPS Physiology
ICMT, CHPE, DHPE (STMU)
MPH (GC University, Faisalabad)
MBA (Virtual University of Pakistan)
Learning Objectives:
Describe the primary categories of smells and the concept of odor blindness.
Explain the structure and location of the olfactory membrane and mucosa, including the types and roles of cells involved in olfaction.
Describe the pathway and mechanisms of olfactory signal transmission from the olfactory receptors to the brain.
Illustrate the biochemical cascade triggered by odorant binding to olfactory receptors, including the role of G-proteins and second messengers in generating an action potential.
Identify different types of olfactory disorders such as anosmia, hyposmia, hyperosmia, and dysosmia, including their potential causes.
Key Topics:
Olfactory Genes:
3% of the human genome accounts for olfactory genes.
400 genes for odorant receptors.
Olfactory Membrane:
Located in the superior part of the nasal cavity.
Medially: Folds downward along the superior septum.
Laterally: Folds over the superior turbinate and upper surface of the middle turbinate.
Total surface area: 5-10 square centimeters.
Olfactory Mucosa:
Olfactory Cells: Bipolar nerve cells derived from the CNS (100 million), with 4-25 olfactory cilia per cell.
Sustentacular Cells: Produce mucus and maintain ionic and molecular environment.
Basal Cells: Replace worn-out olfactory cells with an average lifespan of 1-2 months.
Bowman’s Gland: Secretes mucus.
Stimulation of Olfactory Cells:
Odorant dissolves in mucus and attaches to receptors on olfactory cilia.
Involves a cascade effect through G-proteins and second messengers, leading to depolarization and action potential generation in the olfactory nerve.
Quality of a Good Odorant:
Small (3-20 Carbon atoms), volatile, water-soluble, and lipid-soluble.
Facilitated by odorant-binding proteins in mucus.
Membrane Potential and Action Potential:
Resting membrane potential: -55mV.
Action potential frequency in the olfactory nerve increases with odorant strength.
Adaptation Towards the Sense of Smell:
Rapid adaptation within the first second, with further slow adaptation.
Psychological adaptation greater than receptor adaptation, involving feedback inhibition from the central nervous system.
Primary Sensations of Smell:
Camphoraceous, Musky, Floral, Pepperminty, Ethereal, Pungent, Putrid.
Odor Detection Threshold:
Examples: Hydrogen sulfide (0.0005 ppm), Methyl-mercaptan (0.002 ppm).
Some toxic substances are odorless at lethal concentrations.
Characteristics of Smell:
Odor blindness for single substances due to lack of appropriate receptor protein.
Behavioral and emotional influences of smell.
Transmission of Olfactory Signals:
From olfactory cells to glomeruli in the olfactory bulb, involving lateral inhibition.
Primitive, less old, and new olfactory systems with different path
23. Direct Coach and support Partner The Coachee does not yet understand the task and what is expected of him. He will be unsure of himself and his ability to perform The Coachee is growing in confidence and is looking for a deeper understanding and recognition for successful performance The Coachee can perform the task successfully on his own. He is self reliant and wants to be trusted and supported when necessary Competence HIGH Self Reliance HIGH LOW
28. McGregor’s Theory X & Y THEORY X People lazy Need coercing THEORY Y Enjoy responsibility Hard working
29. Herzberg Hygiene Motivators ACHIEVEMENT Rewards and income Working conditions Inter personal relations Style of supervision Company policy Recognition Achievement The work itself Growth Responsibility Career advancement IRRITATORS
86. Burger Feedback What I noticed that was good and the impact What you could do differently Overall favourable impression
87. Accentuate the Positive We have done a lot of work so far and we still have a lot to do. We have done a lot of work so far but we still have a lot to do.
98. Listening Exercise Person A is to pick a topic and talk to the others about the topic for a few minutes
99. Listening Exercise The people B’s are to deliberately match person A’s posture and give eye contact. You are not to listen.
100. Listening exercise The people C’s are to deliberately mis-match person A’s posture, i.e. to change your posture to the opposite. You are not to give eye contact but must listen.
126. Open Closed Arms folded Legs crossed Bodies turned away Back Forward Leaning forward Pointing towards you Open hands Fully facing you Both feet on ground Leaning back Looking up at ceiling Fiddling
127. Open Closed Back Forward RESPONSIVE REFLECTIVE FUGITIVE COMBATIVE
132. Training Cycle Identify training needs Design training Conduct training Has training worked?
133. Company Objectives Team & individual objectives Departmental objectives Strategic objectives INDIVIDUALS DEPARTMENTS DIVISIONS
134.
135. Characteristics Essential Desirable Physical attributes Mental attributes Education and qualifications Experience, training and skill Personality Special circumstances
136. Characteristics Essential Desirable Physical attributes Good health record Excellent health record Few absences from work Tidy appearance Smart appearance Creates good impression on others No significant disabilities which would affect performance of the job Capable of working for long hours under pressure Mental attributes Top 30% for general intelligence, verbal ability and numerical ability Top 10% for general intelligence, verbal ability and numerical ability Education and qualifications Good general school results with a particular aptitude for English Excellent school results with ‘A’ levels, Baccalauréat or equivalent Certificate or Diploma in Management Membership of Professional body Membership of Institute of Purchasing and Supply Experience, training and skill Five years’ experience in purchasing Ten years’ experience in purchasing Two years’ experience of supervising a small office or section Successful record of supervising qualified staff Good social skills Successful completion of reputable management training course Ability to write good reports and to understand basic financial information Ability to plan, organise, co-ordinate and control work under pressure Personality Career record shows ability to adjust to normal social circumstances Mature and socially well adjusted Able to communicate at all levels Special circumstances Able to work overtime and at weekends Willing to work long hours when required, and to transfer to other locations in Able to travel to suppliers Fully mobile with valid driving licence
137. Skill or Quality Scale 0 –10 Importance To Me To Company 1 2 3 4 5 6 7 8 9 10
142. Activist (Experiencers) Thrive on new experiences Open minded Involved Thrive on challenges Theorist (Conceptualisers) Create theories Analysts Rational Require certainty Pragmatist (Experimenters) Keen for new ideas Impatient Practical Keen to see business benefit Reflector (Evaluators) Stand back and ponder Cautious Low profile Listeners HONEY & MUMFORD’S LEARNING STYLES
146. U nified Communications And Collaboration B usiness Intelligence E nterprise Content Management W orkflow S earch B usiness Data Catalog E xtensible UI O pen XML File Formats W ebsite and Security Framework S ecured, Well-Managed Infrastructure Sense Do Think Watch Absorb info Seek meaning Personally involved Experience things Look other perspectives Know facts What do experts think? Research internet Analyse Structured Practical uses Test theories Edit info Hands on experience Solve problems Hidden connections Self discovery Experiment Transfer to the real world Variety Practical uses Test theories Edit info Hands on experience Solve problems Hidden connections Self discovery Experiment Transfer to the real world Variety Know facts What do experts think? Research internet Analyse Structured Practical uses Test theories Edit info Hands on experience Solve problems Hidden connections Self discovery Experiment Transfer to the real world Variety People/social based Absorb info Seek meaning Personally involved Experience things Look other perspectives Know facts What do experts think? Research internet Analyse Structured Reflect alone Practical uses Test theories Edit info Hands on experience Solve problems Nothing fuzzy Hidden connections Self discovery Experiment Transfer to the real world Variety Adapt and change 1 2 3 4 1 4 2 1 4 3 2 1 4
147. Hook Sell Engage Share Content Practise Do Experiment Perform Apply Why What How If
154. Four Temperament Scales 2. Information-Gathering 3. Decision-Making 4. Life Style E xtrovert: With People S ensing: Facts and Data T hinking: Logical, Rational J udging: Systematic, Organized F eeling: Impact on Others I N tuitive: Big Picture I ntrovert: Independent S P ontaneous: Changes Direction 1. Energy Source
