PowerPoint from a 2012 training session for library assistants. Session was 2 hours long. (Fonts used have created a few layout issues on slideshare. Even though they were embedded)
Take Me To The Social Web: Australia WorkshopBeth Kanter
The document summarizes a workshop for nonprofits in Brisbane, Australia on using social media. The morning session introduces definitions and getting started with the social web, including putting on listening ears by reading blogs and feeds, social bookmarking, and joining conversations. It encourages low-risk experiments like starting a Twitter account and blog. The afternoon session will cover mixing social media with fundraising and playing a fundraising game. Attendees are encouraged to get involved individually first before their organizations.
This document provides an overview of using social media strategically for nonprofits. It recommends that nonprofits start by listening to online conversations to understand community needs and monitor their brand. Nonprofits should also engage by sharing content, asking questions, and joining online discussions to build relationships. Finally, the document suggests starting simple by setting up basic social media profiles, then expanding efforts over time through blogging, crowdsourcing content, and using multiple tools like Twitter and RSS feeds.
Clint Hamada & Keri-Lee Beasley shared this presentation at the IB AP Conference in Singapore on March 16th 2012.
It provides ideas for teachers getting started in building their own Personal Learning Network (PLN).
In this hour you’ll review the basics of Social Media from a quick tool review to developing a social media strategy for your organization. You’ll also learn time saving tips to make your social media efforts more effective and authentic.
Manchester metropolitan university careers weekTom Mason
This document provides guidance on using social media for job hunting. It discusses three key things to consider: finding jobs, standing out from applicants, and making a good impression. It recommends following companies and recruiters on Twitter and LinkedIn to see posted jobs. It also suggests using social media to showcase passion for your industry and build professional connections. The document warns that employers may screen candidates' social media, so to maintain a polished online presence and be mindful of what is publicly visible.
Blogging for Business with the Houston Tech CenterKatie Laird
As a panelist on the Houston Technology Blogging for Business panel, here are a few thoughts on the 4 Pillars of Social Media campaigns and also some ideas on ways businesses can use blogging to rock it out.
This document discusses strategies for using various social media platforms for marketing purposes. It begins by focusing on using Twitter to build relationships and share useful content while emphasizing hashtags and timing of posts. Next, it explores how to reach the 500 million Facebook users by defining target audiences and goals and creating fresh, engaging content. Finally, it summarizes other platforms like Pinterest, Instagram, Vine and Foursquare, providing tips for using content and images to market a university library's services in an inspirational, local way. Key recommendations include developing a social media plan, considering the target audience, and dedicating 30 minutes a day to social media marketing.
Take Me To The Social Web: Australia WorkshopBeth Kanter
The document summarizes a workshop for nonprofits in Brisbane, Australia on using social media. The morning session introduces definitions and getting started with the social web, including putting on listening ears by reading blogs and feeds, social bookmarking, and joining conversations. It encourages low-risk experiments like starting a Twitter account and blog. The afternoon session will cover mixing social media with fundraising and playing a fundraising game. Attendees are encouraged to get involved individually first before their organizations.
This document provides an overview of using social media strategically for nonprofits. It recommends that nonprofits start by listening to online conversations to understand community needs and monitor their brand. Nonprofits should also engage by sharing content, asking questions, and joining online discussions to build relationships. Finally, the document suggests starting simple by setting up basic social media profiles, then expanding efforts over time through blogging, crowdsourcing content, and using multiple tools like Twitter and RSS feeds.
Clint Hamada & Keri-Lee Beasley shared this presentation at the IB AP Conference in Singapore on March 16th 2012.
It provides ideas for teachers getting started in building their own Personal Learning Network (PLN).
In this hour you’ll review the basics of Social Media from a quick tool review to developing a social media strategy for your organization. You’ll also learn time saving tips to make your social media efforts more effective and authentic.
Manchester metropolitan university careers weekTom Mason
This document provides guidance on using social media for job hunting. It discusses three key things to consider: finding jobs, standing out from applicants, and making a good impression. It recommends following companies and recruiters on Twitter and LinkedIn to see posted jobs. It also suggests using social media to showcase passion for your industry and build professional connections. The document warns that employers may screen candidates' social media, so to maintain a polished online presence and be mindful of what is publicly visible.
Blogging for Business with the Houston Tech CenterKatie Laird
As a panelist on the Houston Technology Blogging for Business panel, here are a few thoughts on the 4 Pillars of Social Media campaigns and also some ideas on ways businesses can use blogging to rock it out.
This document discusses strategies for using various social media platforms for marketing purposes. It begins by focusing on using Twitter to build relationships and share useful content while emphasizing hashtags and timing of posts. Next, it explores how to reach the 500 million Facebook users by defining target audiences and goals and creating fresh, engaging content. Finally, it summarizes other platforms like Pinterest, Instagram, Vine and Foursquare, providing tips for using content and images to market a university library's services in an inspirational, local way. Key recommendations include developing a social media plan, considering the target audience, and dedicating 30 minutes a day to social media marketing.
Web 2.0 & social networking for supporting practiceSarah Stewart
This slide show discusses how web 2.0 and social networking can be used to support people in the workplace, which in turn may help to improve recruitment & retention.
Social Media and Business - 10 things to get you startedChristian Brosstad
My presentation from Choice Hotels Winter conference (Vinterkonferansen 2010) - VK10 - in Globen, Stockholm. 26th of January 2010. Christian Brosstad, SpareBank 1 Gruppen. Check more: http://www.vk10.com
The document discusses social media and its importance for veterinary practices. It defines different social media platforms like Facebook, Twitter, YouTube and LinkedIn. It provides statistics on the growth and usage of these platforms. It emphasizes that social media can help practices engage with current and potential clients, build trust and educate people. It also cautions that social media requires managing one's online presence and avoiding self-promotion.
This document discusses strategies for using internet marketing and social media for business and personal branding. It covers developing a social media masterplan, using the "Britney Spears Strategy" and the "3 E's" of social media - educate, entertain, and engage. Additional topics include cascading content across multiple platforms, the potential of Pinterest and YouTube for business, and developing a regular content strategy for one social media platform as the first step. The overall message is on using social media and a strategic content approach for business and personal branding.
Facebook and LinkedIn both provide advantages and disadvantages for social and professional development. Some key advantages of Facebook include its large user base that allows users to easily connect with friends and family, while LinkedIn allows users to display work history and recommendations that can aid career networking. However, disadvantages include the potential for stalking on Facebook and a steep learning curve when first using LinkedIn's capabilities. Both platforms also come with oversharing of updates and require ongoing engagement to fully leverage their professional networking functions.
This document provides guidance on using websites and social media to promote animal welfare organizations. It recommends starting with free and easy to use website platforms like WordPress and provides examples of effective animal welfare sites. It encourages the use of social media like Facebook to engage supporters and spread messages and content like photos and videos about rehoming and education. Tips are given to use social media personally and experimentally to share stories and interact with audiences across multiple sites in order to maximize outreach. Contact information is provided for digital marketing experts to help organizations get started online.
The document introduces social media and provides an overview of key concepts. It defines social media, discusses why businesses should use social media, and the main types of social media tools. It also outlines the four pillars of a successful social media strategy: consulting, training, recruiting, and promotion.
This document summarizes a training workshop on basic social media for ministry. It discusses establishing a social media philosophy and strategy, including deciding on a personality and limited set of platforms. It provides tips for using Facebook, including profiles, pages, groups, and ads. Twitter is also discussed for pushing content, events, listening and searching. The document encourages participants to conduct a social media experiment at their church and provides examples. It concludes by thanking participants and providing contact information.
This document outlines strategies for building a winning social media strategy. It discusses selecting relevant platforms like Facebook, Twitter, YouTube and Pinterest. It also identifies success metrics and provides tips for setting up platform pages. Additional sections cover content strategy, community marketing, analytics and ongoing optimization. The goal is to grow an engaged community and drive website visits and donations through social media.
The document discusses how to use social media tools like blogs, Twitter, Flickr, and YouTube to build an audience and raise funds. It emphasizes engaging with your audience by listening to them, participating in conversations, and sharing content. It also stresses the importance of having a strategy, objective, and allocating a few hours per week for several months to see results from social media efforts.
I was invited to speak to an undergraduate class at University of Texas, Austin. This presentation recommended they think bigger about the social opportunity before them and reinforced how important their professional social networks will be as they progress through their career. I used a few case studies (including my own) to exemplify what is possible.
This document discusses using digital and social media for ministry. It begins with introducing the presenter, Adam Walker Cleaveland, and his social media philosophy of connecting with others doing ministry, especially with children. It then discusses the social media philosophy of Winnetka Presbyterian Church, which is to build up their online community to enhance their in-person one. The rest of the document provides guidance on developing a social media philosophy and strategy, and overview tools like Instagram, Pinterest, and conducting social media experiments at churches.
This document discusses using social media tools to build an online presence and engage supporters. It provides an overview of common social media platforms like blogs, Twitter, Flickr, YouTube and social networks. It emphasizes the importance of listening to your audience, participating in conversations, and gradually building a community over time through regular posting and interaction. The document recommends starting with small, iterative social media experiments and providing content your audience finds valuable in order to engage supporters and achieve your objectives.
This document discusses careers in social media and how to become a full-time blogger. It provides tips for getting an education in relevant fields like communications, gaining experience through internships and part-time jobs, starting a blog to build a portfolio, branding yourself online, and growing your professional network on social media and in person. Jobs in social media can be found on sites like LinkedIn and by advocating for brands independently to potentially create your own position.
Social Media and Social Learning for Learning ProfessionalsDavid Kelly
The document appears to be a presentation on social media and social learning for learning professionals. It discusses the convergence of social media and social learning, how employees learn today compared to traditional models, and provides examples of how tools like blogs, Facebook, LinkedIn and Twitter can be used to support social learning. It also covers concepts like the backchannel and how social media can be leveraged by trainers.
This document summarizes a presentation about using social media for social justice. It introduces concepts like Web 2.0, social media platforms like Facebook, Twitter, LinkedIn, and how non-profits and businesses can use these platforms. Specific tips and examples are provided on creating profiles and pages for organizations to engage supporters and share their message. Potential challenges of social media are also mentioned.
This document provides best practices for using social media. It discusses key statistics about social media usage and time spent on sites like Facebook and Pinterest. It also outlines tools for connecting, listening, engaging and publishing on social media. Specific guidance is offered for using LinkedIn, Facebook, Twitter and handling crises. Best practices include maintaining privacy, using social media authentically, and remembering that nothing private should ever be posted online.
This document outlines the agenda for Session Five of a meeting or training. The session is titled "Embracing Negative Realities & Solving Them" and will include discussing study materials and questions, as well as setting a group commitment and next assignment. The document poses several questions to prompt discussion and reflection on facing challenges directly and taking action to solve problems.
Extreme Life Makeover: 5 Simple Steps To Change Your LifeMichael Lee
This presentation will guide you through the different facets of life which you can improve on, so you can attain utmost happiness and fulfillment in life.
Web 2.0 & social networking for supporting practiceSarah Stewart
This slide show discusses how web 2.0 and social networking can be used to support people in the workplace, which in turn may help to improve recruitment & retention.
Social Media and Business - 10 things to get you startedChristian Brosstad
My presentation from Choice Hotels Winter conference (Vinterkonferansen 2010) - VK10 - in Globen, Stockholm. 26th of January 2010. Christian Brosstad, SpareBank 1 Gruppen. Check more: http://www.vk10.com
The document discusses social media and its importance for veterinary practices. It defines different social media platforms like Facebook, Twitter, YouTube and LinkedIn. It provides statistics on the growth and usage of these platforms. It emphasizes that social media can help practices engage with current and potential clients, build trust and educate people. It also cautions that social media requires managing one's online presence and avoiding self-promotion.
This document discusses strategies for using internet marketing and social media for business and personal branding. It covers developing a social media masterplan, using the "Britney Spears Strategy" and the "3 E's" of social media - educate, entertain, and engage. Additional topics include cascading content across multiple platforms, the potential of Pinterest and YouTube for business, and developing a regular content strategy for one social media platform as the first step. The overall message is on using social media and a strategic content approach for business and personal branding.
Facebook and LinkedIn both provide advantages and disadvantages for social and professional development. Some key advantages of Facebook include its large user base that allows users to easily connect with friends and family, while LinkedIn allows users to display work history and recommendations that can aid career networking. However, disadvantages include the potential for stalking on Facebook and a steep learning curve when first using LinkedIn's capabilities. Both platforms also come with oversharing of updates and require ongoing engagement to fully leverage their professional networking functions.
This document provides guidance on using websites and social media to promote animal welfare organizations. It recommends starting with free and easy to use website platforms like WordPress and provides examples of effective animal welfare sites. It encourages the use of social media like Facebook to engage supporters and spread messages and content like photos and videos about rehoming and education. Tips are given to use social media personally and experimentally to share stories and interact with audiences across multiple sites in order to maximize outreach. Contact information is provided for digital marketing experts to help organizations get started online.
The document introduces social media and provides an overview of key concepts. It defines social media, discusses why businesses should use social media, and the main types of social media tools. It also outlines the four pillars of a successful social media strategy: consulting, training, recruiting, and promotion.
This document summarizes a training workshop on basic social media for ministry. It discusses establishing a social media philosophy and strategy, including deciding on a personality and limited set of platforms. It provides tips for using Facebook, including profiles, pages, groups, and ads. Twitter is also discussed for pushing content, events, listening and searching. The document encourages participants to conduct a social media experiment at their church and provides examples. It concludes by thanking participants and providing contact information.
This document outlines strategies for building a winning social media strategy. It discusses selecting relevant platforms like Facebook, Twitter, YouTube and Pinterest. It also identifies success metrics and provides tips for setting up platform pages. Additional sections cover content strategy, community marketing, analytics and ongoing optimization. The goal is to grow an engaged community and drive website visits and donations through social media.
The document discusses how to use social media tools like blogs, Twitter, Flickr, and YouTube to build an audience and raise funds. It emphasizes engaging with your audience by listening to them, participating in conversations, and sharing content. It also stresses the importance of having a strategy, objective, and allocating a few hours per week for several months to see results from social media efforts.
I was invited to speak to an undergraduate class at University of Texas, Austin. This presentation recommended they think bigger about the social opportunity before them and reinforced how important their professional social networks will be as they progress through their career. I used a few case studies (including my own) to exemplify what is possible.
This document discusses using digital and social media for ministry. It begins with introducing the presenter, Adam Walker Cleaveland, and his social media philosophy of connecting with others doing ministry, especially with children. It then discusses the social media philosophy of Winnetka Presbyterian Church, which is to build up their online community to enhance their in-person one. The rest of the document provides guidance on developing a social media philosophy and strategy, and overview tools like Instagram, Pinterest, and conducting social media experiments at churches.
This document discusses using social media tools to build an online presence and engage supporters. It provides an overview of common social media platforms like blogs, Twitter, Flickr, YouTube and social networks. It emphasizes the importance of listening to your audience, participating in conversations, and gradually building a community over time through regular posting and interaction. The document recommends starting with small, iterative social media experiments and providing content your audience finds valuable in order to engage supporters and achieve your objectives.
This document discusses careers in social media and how to become a full-time blogger. It provides tips for getting an education in relevant fields like communications, gaining experience through internships and part-time jobs, starting a blog to build a portfolio, branding yourself online, and growing your professional network on social media and in person. Jobs in social media can be found on sites like LinkedIn and by advocating for brands independently to potentially create your own position.
Social Media and Social Learning for Learning ProfessionalsDavid Kelly
The document appears to be a presentation on social media and social learning for learning professionals. It discusses the convergence of social media and social learning, how employees learn today compared to traditional models, and provides examples of how tools like blogs, Facebook, LinkedIn and Twitter can be used to support social learning. It also covers concepts like the backchannel and how social media can be leveraged by trainers.
This document summarizes a presentation about using social media for social justice. It introduces concepts like Web 2.0, social media platforms like Facebook, Twitter, LinkedIn, and how non-profits and businesses can use these platforms. Specific tips and examples are provided on creating profiles and pages for organizations to engage supporters and share their message. Potential challenges of social media are also mentioned.
This document provides best practices for using social media. It discusses key statistics about social media usage and time spent on sites like Facebook and Pinterest. It also outlines tools for connecting, listening, engaging and publishing on social media. Specific guidance is offered for using LinkedIn, Facebook, Twitter and handling crises. Best practices include maintaining privacy, using social media authentically, and remembering that nothing private should ever be posted online.
This document outlines the agenda for Session Five of a meeting or training. The session is titled "Embracing Negative Realities & Solving Them" and will include discussing study materials and questions, as well as setting a group commitment and next assignment. The document poses several questions to prompt discussion and reflection on facing challenges directly and taking action to solve problems.
Extreme Life Makeover: 5 Simple Steps To Change Your LifeMichael Lee
This presentation will guide you through the different facets of life which you can improve on, so you can attain utmost happiness and fulfillment in life.
The document discusses the challenges faced by leaders in the middle of an organization. It describes two main challenges - the pressure of being caught between upper management and direct reports, and following an ineffective leader. It then provides suggestions for how leaders can relieve tension, including becoming comfortable in their role, finding ways to relieve stress, and adding value to the organization rather than trying to fix problems with the leader. The document emphasizes developing good relationships, focusing on strengths, and knowing when to change roles or "hats" depending on the situation.
Taylor received 360-degree feedback from an assessment on their leadership approaches. The feedback showed that Taylor's raters see them as using a commanding and pioneering leadership style more than the other six approaches. Taylor sees themselves as using the commanding approach even more than their raters rated them. The feedback will provide Taylor with insights into how others perceive their leadership and strategies to improve in three specific practices.
The document outlines a presentation on changing one's attitude from negative to positive. It discusses how a negative attitude can negatively impact leadership, credibility and likability. It argues that individuals control their own thoughts and positive thoughts lead to positive behavior and success. The presentation provides evidence from leadership experts like John Maxwell and outlines three main points on how to change one's attitude: start small and work at it daily, maintain the positive attitude through self-reflection and accountability, and use the positive attitude to mentor and lead others.
Team Dynamics and Difficult Conversations within the Lean - Agile Space Lean/...Naveen Ks
Topic : Team Dynamics and Difficult Conversations within the Lean and Agile Space
MeetUp : Lean/Agile Practitioners of New Jersey
When : Jun 13, 2018 @ 6:00 PM EST
1) The document discusses how to become a transformational leader. It identifies four key points: get excited or passionate about your work, define a purpose for yourself as a leader, define your values, and learn how to act as a coach or mentor to others.
2) It also identifies some key challenges leaders may face such as handling resistance with patience, managing conflicts, dealing with setbacks, protecting your team, and looking ahead.
3) The document was prepared by a group called "Group Diamond" which includes five members. It thanks the audience at the end.
Free Everything DiSC 363 for leaders report | StrengthscapeStrengthscape
Taylor received feedback on their leadership approaches from multiple raters using the Everything DiSC 363 for Leaders assessment. The assessment evaluated Taylor on eight leadership approaches: pioneering, humble, energizing, deliberate, affirming, resolute, commanding, and strategic. Taylor's raters saw them as most strongly demonstrating the pioneering, energizing, and commanding approaches, suggesting Taylor is a dynamic leader who pushes for ambitious goals and rallies people to achieve them through personal connections. Raters also saw aspects of the humble and affirming approaches in Taylor's leadership. The report provides more detailed feedback on Taylor's strengths and opportunities for development within each approach.
This document discusses solution-focused consulting strategies for working with students. It emphasizes that consulting aims to create change through exploration of solutions, rather than discipline which focuses on consequences. The solution-focused approach assumes that students have capabilities and that change is always happening. It focuses conversations on student strengths, exceptions to problems, and desired futures rather than analyzing problems. Effective consulting questions from this approach are curious, respectful, and future-oriented rather than blaming. Examples show how reframing typical questions can shift focus to solutions.
This document provides advice on how to become a better person through personal development. It suggests writing positive affirmations about yourself to boost self-esteem. It also recommends treating everyone with respect, as how you treat others reflects your character. Additionally, it stresses that failure should be viewed as a chance to learn and grow, not as a hit to self-esteem. Self-discipline is also important when working to improve yourself.
Increase your knowledge and ability to:
Adjust your own attitude. Control the impact of negative situations and negative people, and use distraction and disputation to enhance optimism
Making Things Better: Design thinking in the Classroomjohnrinker
The document discusses design thinking and how it can be applied in the classroom. It describes design thinking as a human-centered, iterative, collaborative, and problem-finding process and mindset. It then outlines the design thinking process, which includes immersion, ideation, prototyping, getting feedback, and implementation. As an example, it presents a challenge for students to reimagine the gift-giving experience and go through the design thinking process to develop prototypes. Throughout, it provides examples of how design thinking can enhance student learning and engagement.
This document outlines 5 strategies for success: 1) Developing independence and self-sufficiency like a strong woman. 2) Asking small reflective questions to improve work. 3) Taking breaks every 2 months to refocus. 4) Avoiding distractions and maintaining faith in yourself. 5) Setting smart, timed career and financial goals like graduating on time and becoming financially stable by 30. It also provides tips for supervision like encouraging time off, independence, team building to support goals.
The document discusses leadership skills and provides steps to develop them. It identifies critical skills such as strategic thinking, inspiring and motivating others, problem-solving, integrity, recognizing others, learning and innovating, driving results, communication, and building relationships. It then provides a self-assessment questionnaire and steps to become self-aware, practice courage, and take action using a GROW model of setting goals, understanding current reality, exploring options, and committing to action steps. The overall aim is to help readers identify and strengthen their leadership abilities.
The document provides advice for someone who is underperforming at work. It suggests acknowledging the failure, understanding its underlying causes such as poor management or skills, and asking others for feedback to improve. The document recommends focusing efforts on areas that can be changed like effort and strategy. It also advises involving others to gain advice and show progress to restore one's reputation.
The document provides advice for someone who is underperforming at their job. It suggests acknowledging the failure, understanding the underlying causes which may include poor management or a weak team, and asking for input from colleagues. The person should also ask their boss for help while being specific about what is needed. Involving others through feedback can help identify areas to focus on like effort, strategy, or skills. The goal is to restore one's reputation through improved performance and ensuring others recognize the changes. Principles include focusing on controllable factors and sincerely soliciting advice while avoiding defensiveness or blaming others.
This document provides guidelines for effective coaching. It discusses developing supportive relationships, giving praise and recognition, avoiding blame and embarrassment, focusing on behaviors not people, having employees self-evaluate, giving specific feedback, modeling good behaviors, making feedback timely but flexible, and using a coaching model to improve performance. The goal of coaching is to maintain and improve employee performance through motivational feedback.
Your LSI Styles ProfileThe raw and percentile scores in the tabl.docxdanielfoster65629
Your LSI Styles Profile
The raw and percentile scores in the table below and the extensions on the circumplex shown below depict your perceptions of how you think and behave.
The CONSTRUCTIVE Styles (11, 12, 1, and 2 o'clock positions) reflect self-enhancing thinking and behavior that contribute to one's level of satisfaction, ability to develop healthy relationships and work effectively with people, and proficiency at accomplishing tasks.
The PASSIVE/DEFENSIVE Styles (3, 4, 5, and 6 o'clock positions) represent self-protecting thinking and behavior that promote the fulfillment of security needs through interaction with people.
The AGGRESSIVE/DEFENSIVE Styles (7, 8, 9, and 10 o'clock positions) describe self-promoting thinking and behavior used to maintain status/position and fulfill security needs through task-related activities.
Position
Style
Score
Percentile
1
Humanistic-Encouraging
23
14
2
Affiliative
29
46
3
Approval
22
88
4
Conventional
21
87
5
Dependent
24
91
6
Avoidance
23
99
7
Oppositional
13
81
8
Power
20
93
9
Competitive
20
84
10
Perfectionistic
19
44
11
Achievement
23
21
12
Self-Actualizing
20
21
The raw scores potentially range from 0 to 40. The percentile scores represent your results compared to those of 9,207 individuals who previously completed the Life Styles Inventory. For example, a percentile score of 75 means that you scored higher along a particular position than 75% of the other respondents in the sample and, in turn, indicates that the style represented by that position is strongly descriptive of you. In contrast, a score of 25 means that you scored higher than only about 25% of the other respondents and therefore indicates that the style represented by that position is not very descriptive of you.Your LSI Styles Circumplex
For detailed descriptions of each of these 12 styles,click on the circumplex graphic in each of the 12 sections.
Examining your Circumplex
To accurately interpret your LSI results, it is important for you to consider your score on each style in terms of its range (high, medium, or low) on the profile. The three ranges correspond to the percentile points in the circumplex and in the table above.
Life Styles Inventory (LSI)
SAJJATREE TRIPITAK
[email protected]
MGMT 591: Leadership and Organizational Behavior
Professor Frank Readus
01/18/2015
Personal Thinking Styles
The LSI chart shows that my primary thinking style is avoidance (raw 25, 99%) and
dependent (raw 32, 99%). People inavoidance style usually like to avoid making
decisions and leave them to others. The commitment would be their difficulty in
management and leadership. I kind of agree with that because I do pay most
attentions to my own concerns and most likely ignore others; however, I disagree
with that it is difficult to forgive myself after making mistakes because mistakes don’t take me down for a long time and I would like to do whatever it needs to correct the issues. Other than avoid.
The Archives Hub is an online aggregator of archival collection descriptions from over 200 UK repositories. It contains over 25,000 collection level descriptions and 100,000 lower level entries. This document provides an overview of the Archives Hub service, how to use the EAD Editor to create and edit archival finding aids, and exporting descriptions from other systems into the Archives Hub's EAD format.
Using Archives: Salford University. Nov 2011Lisa Jeskins
This document provides an overview of using archives for research. It discusses that archives contain unique and unpublished materials that may require visiting the archive in person. It recommends developing effective search strategies and keeping notes on new concepts and terms. The document also introduces several key online resources for finding archive collections, including the Archives Hub, Copac, and various national and regional archives catalogs. Researchers are encouraged to utilize these tools to efficiently search across numerous archive holdings in one place and find relevant contact and visitation details.
L jeskins co_fhe lasec 230511_slideshareLisa Jeskins
Information literacy means developing the skills to identify, locate, evaluate, and effectively use information. These skills allow people to solve problems and make informed decisions in their academic studies and professional careers. Information literacy involves understanding how information is produced and valued, developing strategies for finding, retrieving, analyzing and using information, and recognizing how knowledge is organized in particular domains. It is an essential skillset for success in higher education and the modern workforce.
Adapt to survive and thrive: core skills and the online environmentLisa Jeskins
This document discusses how archives and information professionals can adapt their core skills to thrive in the online environment. It emphasizes the importance of understanding users, organizing information according to standards, and engaging with users through various communication channels. The key is applying traditional skills of description, interpretation and organization at a global scale online while embracing new technologies and being open to change.
The document provides an introduction to the Archives Hub, XML, and EAD (Encoded Archival Description). It discusses how the Archives Hub uses XML and EAD to provide searchable descriptions of archival collections from over 180 repositories. It also summarizes key points about XML and EAD, including that EAD is the standard for encoding archival finding aids in XML and allows for sharing of data between systems.
The document provides an introduction to social media trends such as Twitter, Facebook, and blogs. It discusses how Web 2.0 uses the web as a platform and enables sharing, engagement, and community building through two-way conversations. Examples of social media sites include networking sites, bookmarking sites, photo/video sharing sites, blogs, and wikis. The document also discusses using social media to market yourself and your services, and how engagement with users and other organizations can help with promotion, news, and raising awareness.
The document provides an introduction to interoperability, XML, EAD structure and syntax, EAD hierarchies, and the UK Archives Discovery Network. It defines interoperability as the ability of systems to exchange and use shared information. XML is introduced as a meta-language for defining document structures with meaningful tags. EAD is described as an XML standard for encoding archival finding aids to facilitate search, retrieval, and navigation of archival descriptions. EAD allows for flexible description of archival materials and supports sharing of data between systems.
This document provides an introduction to XML, EAD, and the EAD Editor. It discusses XML as a meta-language for defining markup languages with meaningful tags. It introduces EAD as an XML standard for encoding archival finding aids, allowing them to be indexed, searched, and shared across systems. The document outlines some benefits of EAD including facilitating data exchange and interoperability between archives.
Copac: your union catalogue today and tomorrowLisa Jeskins
Copac is a union catalogue of over 56 contributing institutions including national libraries, academic libraries, special collections, professional associations, government organizations, charities, public libraries, and museums. Recent and forthcoming developments include a new more flexible database, restructured website, and new interface with a revised look and feel. Work-level deduplication will bring together records relating to the same work that exists in different forms across various formats and institutions.
This document provides instructions for using various search and organizational features of the Copac database. It includes steps for conducting basic and advanced searches, viewing full records, adding records to personal references, and editing records by deleting fields, adding notes, and applying tags. The questions ask for information found within specific records, such as the location that holds a work or how the tag cloud could be used to aid research.
The document provides an introduction and agenda for a training on various bibliographic services including the Archives Hub, Copac, and Web of Science. The Archives Hub section describes what archives are, what the Archives Hub is (an online gateway to descriptions of over 20,000 archive collections from UK universities and research institutes), and how to search and browse the Archives Hub. The Copac section explains that Copac is a merged online catalogue of over 50 libraries with 35 million records, and describes how to search, features of record pages, and additional features available when logging in.
STUDIES IN SUPPORT OF SPECIAL POPULATIONS: GERIATRICS E7shruti jagirdar
Unit 4: MRA 103T Regulatory affairs
This guideline is directed principally toward new Molecular Entities that are
likely to have significant use in the elderly, either because the disease intended
to be treated is characteristically a disease of aging ( e.g., Alzheimer's disease) or
because the population to be treated is known to include substantial numbers of
geriatric patients (e.g., hypertension).
Travel Clinic Cardiff: Health Advice for International TravelersNX Healthcare
Travel Clinic Cardiff offers comprehensive travel health services, including vaccinations, travel advice, and preventive care for international travelers. Our expert team ensures you are well-prepared and protected for your journey, providing personalized consultations tailored to your destination. Conveniently located in Cardiff, we help you travel with confidence and peace of mind. Visit us: www.nxhealthcare.co.uk
Osvaldo Bernardo Muchanga-GASTROINTESTINAL INFECTIONS AND GASTRITIS-2024.pdfOsvaldo Bernardo Muchanga
GASTROINTESTINAL INFECTIONS AND GASTRITIS
Osvaldo Bernardo Muchanga
Gastrointestinal Infections
GASTROINTESTINAL INFECTIONS result from the ingestion of pathogens that cause infections at the level of this tract, generally being transmitted by food, water and hands contaminated by microorganisms such as E. coli, Salmonella, Shigella, Vibrio cholerae, Campylobacter, Staphylococcus, Rotavirus among others that are generally contained in feces, thus configuring a FECAL-ORAL type of transmission.
Among the factors that lead to the occurrence of gastrointestinal infections are the hygienic and sanitary deficiencies that characterize our markets and other places where raw or cooked food is sold, poor environmental sanitation in communities, deficiencies in water treatment (or in the process of its plumbing), risky hygienic-sanitary habits (not washing hands after major and/or minor needs), among others.
These are generally consequences (signs and symptoms) resulting from gastrointestinal infections: diarrhea, vomiting, fever and malaise, among others.
The treatment consists of replacing lost liquids and electrolytes (drinking drinking water and other recommended liquids, including consumption of juicy fruits such as papayas, apples, pears, among others that contain water in their composition).
To prevent this, it is necessary to promote health education, improve the hygienic-sanitary conditions of markets and communities in general as a way of promoting, preserving and prolonging PUBLIC HEALTH.
Gastritis and Gastric Health
Gastric Health is one of the most relevant concerns in human health, with gastrointestinal infections being among the main illnesses that affect humans.
Among gastric problems, we have GASTRITIS AND GASTRIC ULCERS as the main public health problems. Gastritis and gastric ulcers normally result from inflammation and corrosion of the walls of the stomach (gastric mucosa) and are generally associated (caused) by the bacterium Helicobacter pylor, which, according to the literature, this bacterium settles on these walls (of the stomach) and starts to release urease that ends up altering the normal pH of the stomach (acid), which leads to inflammation and corrosion of the mucous membranes and consequent gastritis or ulcers, respectively.
In addition to bacterial infections, gastritis and gastric ulcers are associated with several factors, with emphasis on prolonged fasting, chemical substances including drugs, alcohol, foods with strong seasonings including chilli, which ends up causing inflammation of the stomach walls and/or corrosion. of the same, resulting in the appearance of wounds and consequent gastritis or ulcers, respectively.
Among patients with gastritis and/or ulcers, one of the dilemmas is associated with the foods to consume in order to minimize the sensation of pain and discomfort.
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2. Today we’re going to look
at:
Understanding change
Dealing with change
Keeping positive
Working with your manager
Reducing stress
Finding support
3.
4. How do you feel when…
…someone sits in your chair?
…your route to work is different because of roadworks?
…you change your hairstyle?
5. ‚Change is a major source of stress. Change
challenges you to let go of the past, and the
comfortable old way of doing things and to accept
new methods of working and face new challenges‛
Adapted from Learnthat: http://www.learnthat.com/courses/lifestyle/stress/stress6.html
Flickr CC: http://www.flickr.com/photos/85843672@N00/318700028
6. Exercise
Change places and go and sit
with someone you don’t know.
In your new group, look at the
questions on your handout and
discuss.
Feedback to the group
7. Stages of change
Shock and denial
Anger and resistance
Resignation and acceptance
Commitment
Flickr CC: http://www.flickr.com/photos/40645538@N00/2452068666
10. Remember you’re not alone
Flickr CC: http://www.flickr.com/photos/spicuzza/4661202721/
Change at work seems to becoming a fact of life, particularly in the current
economic climate.
Your organisation is not the only organisation having to make changes.
11. Expect a reaction
You will react to change and you could feel all kinds of emotions as the change is
happening.
It’s normal to feel confused, angry or scared, or all three.
Flickr CC: http://www.flickr.com/photos/65885615@N00/4882503986 /
12. What is staying the same?
Although work might be changing, there
will be some aspects of your role that
remain the same, look for those things
and remember your strengths.
Home can be another constant,
remember to keep your work-life balance
and enjoy the things that you normally
do with family and friends.
Flickr CC: http://www.flickr.com/photos/zbellink/6057025947/
13. Remember that
you’ve faced
challenges before
It might be something in your
personal life or another
workplace change.
What did you do last time?
What worked well and helped
you to cope?
Remembering how you dealt
successfully with other changes
in your life can help you to feel
more in control.
Flickr CC: http://www.flickr.com/photos/45339532@N00/95202050
14.
15. Ways to keep positive
Try and avoid listening to the rumour mill,
it’ll only make you more anxious and
might not be true. If you do hear
something and it worries you, ask your
manager about it.
Although it can help to share
frustrations with the rest of your team,
try and avoid having continually negative
conversations.
Make sure you take advantage of any
training opportunities available to you.
Learning new skills will help to keep you
receptive to new ideas and keep your CV
up-to-date.
Flickr CC: http://www.flickr.com/photos/32365888@N05/4395681539
16.
17. Flickr CC: http://www.flickr.com/photos/59973195@N00/402299217
When in doubt, ask…
When we don’t know how something is going to affect us, we become
apprehensive.
Ask your manager how your job will be affected by the change.
Ask if you feel you need more training to cope with new tasks.
If you’re feeling stressed or overwhelmed, talk to your manager about how you
feel and if there are ways you can reduce these feelings.
18.
19. Exercise
Look at the different stress
indicators on the bingo card in
front of you.
Talk in your group and if you
have come across or
experienced any of the stress
indicators on the card, cross
them off the list. The first team
to shout ‘HOUSE’ gets a prize.
Flickr CC: http://www.flickr.com/photos/60364452@N00/4774087006
20. Recognising and coping with
stress
Take care of yourself, eat well, do some exercise and try to get enough sleep.
Try and stick to your normal routines at home and at work.
Try and find a way of relaxing that works for you.
Try not to overload yourself with other responsibilities.
Hello and intro – been through a lot of change, moved to dubai – moved back lots of change at work, especially as on contracts subject to funding.
Show objectives. Is everyone ok with that. Explain about questions.
But large changes are the ones that affect us… Having to learn new things can leave us feeling worried and scaredWill we be able to do itWhat if we look stupidWhat if the new guy picks it up faster than me…
Handouts on table.Change your seat. Share your experiences with your new groupDiscuss:How did it feel to be asked to change seats?Did you see changing seats as a chance to sit with someone new or as something you were uncomfortable with doing? What are some things that make people resistant to change? Write your thoughts on your flipchart paper and choose 1 thing to share with rest of the group.
During change we can go through all of these different stages and like the people in the photo, everyone will be at different places at different times and people can go back and forth between stages. No one person’s experience will be the same
So how can we deal with it. It’s a good starting point to have a think how you feel about change
Change line… Imagine there’s a line on the floor going from one end of the room to the other. At the back of the room that’s loving change and here at the front is hating change. And in the middle in neither loving it or hating it. I want you to have a think about yourself and how you feel about change – where do you think you should stand. Anyone who has a new job regularly or even has lived in different countries probably likes change. People who have stayed in the same job and same job role all their life, probably aren’t keen. If you are aware of how you feel about change then you can start to prepare yourself for it.
So now we’ve had a think about how we feel about change – how else can we prepare ourselves? You’ve also got colleagues that are in the same boat. If you can learn to adapt and be flexible then you can make the best of the situation
You could even feel hopeful or relieved… you could move between all of these emotions
Look for anchors in your life, they’ll be comforting – it could be your home life – that might be something that’s staying the same. You could even talk to your manager about what aspects of a new role are the same as your old one.
It’s also important to remember that you’ve been through change before and sometimes it could be something personal that was even more challenging than a change at work. What did you do? Remember if you’ve got through something before you will do again.
This can be quite hard in the face of big changes at work but it’s something to aim for. Remember to keep an eye open for any training opportunities (should the budget allow) that you might be able to take advantage of. Even if there isn’t a large training budget you could think about what might be free or low cost. Is there an opportunity to job shadow a colleague… or visit another library nearby.
I realise this will only be ok if and when they have information that they share, but it’s a good idea to talk to them and let them know how you’re feeling…
Give them 2 mins read through recognising stress themselves and then go through coping with stress handout. Some people like yoga, some people like to watch films or have a bath and read a book. (is that just me?) Don’t decide that now’s a good time to take over the local brownie pack…
It’s a good idea to have people to talk too – starting thinking about who you talk to and who has helped sort problems out before.
Give them the handout as a summary – read it out. Please fill out your evaluation forms.