1. Remote leadership and communications (tips, recovery, remote apathy)
2. Occupational health and safety responsibilities and corona (obligations, corona guidelines, insurances, GDPR, etc.) 3. Adjustment situations and change leadership (temporary changes to law are no longer valid)
4. HR team’s tips and useful links
This document discusses the importance of work-life balance for leaders and employees. It provides several recommendations for leaders to consider to help employees recharge and maintain a sustainable workload. These include allowing flexible work schedules including telework, providing employees with necessary technology to stay connected, avoiding directing employees to only use company devices for work, and setting clear expectations about communication and availability during vacation time. The general rules section emphasizes the importance for leaders to manage their own time well, make time for non-work activities like family, hobbies, and home responsibilities, and maintain overall self-care.
Understanding remote work a guide on how to be productive at homeWellbeingChampion
This document provides guidance on staying productive while working remotely. It discusses challenges of remote work like lack of supervision and social isolation. It recommends establishing clear communication norms, using video conferencing, and providing social opportunities to reduce isolation. The Pomodoro technique of working in 25 minute sprints with short breaks is also suggested. Tips for remote workers include following a schedule, keeping a to-do list, creating a dedicated workspace, and taking breaks. For managers, it advises frequent communication with remote teams via video calls and check-ins with each employee.
The document discusses time management skills and strategies. It defines time management as prioritizing tasks based on importance and urgency. It recommends using a time management grid to categorize tasks into important/urgent, important/not urgent, not important/urgent, and not important/not urgent quadrants to help focus on what needs to be done first. Additionally, it emphasizes the importance of setting SMART goals, getting quality sleep, and being prepared with a schedule as key parts of effective time management.
Here are some tips to improve being present:
- Schedule focused work for when you have the most energy
- Limit meetings to 30 minutes as the default
- Ban electronics/multitasking from important meetings
- Protect distraction-free time on individual calendars
- Speak up if a meeting seems unfocused or you notice distractions creeping in
Assessing where your team is at with planning, people skills, priorities and being present can help identify areas to improve collaboration habits. Small changes like these tips can help your team optimize efforts and avoid burnout from too much connectivity.
t is crucial that the first impression makes a lasting impact. Professional image create positive impressions with your clients and prospects. Knowing how to manage personal presentation will help the young professionals to be confident. Your customers are not only convinced in what goes on in the transaction but would be quietly assessing you on your appearance, posture, social etiquette and graces.
The aim of this presentation is to equip young executives with the information and skill necessary to ensure that their personal and professional image does not detract from the productiveness of their commercial effort, or the image of their employer.
The document provides guidance on various aspects of professionalism and effective communication, presentation, and decision-making. It outlines best practices for appearance, etiquette, communication strategies, overcoming barriers, leadership, stress management, interviews, rejections, and decision-making. Key recommendations include dressing professionally, practicing active listening, emphasizing positivity, setting goals and priorities, delegating tasks, managing stress through exercise and relaxation, sending thank you notes after interviews, staying positive despite rejections, gathering all relevant facts before deciding, and monitoring decisions made.
This document discusses time management and how technology can help save time. It provides an introduction to time management, defining it as planning and controlling how time is spent to increase productivity. Some key steps for time management are setting goals, planning and prioritizing tasks, and organizing a schedule. Technology such as calendars, email, notes and reminders on devices can help with time management by automating tasks and scheduling. The document concludes with tips for making the most of each day, such as starting early, exercising, accomplishing important tasks, resting well, and being present with others.
This document discusses the importance of work-life balance for leaders and employees. It provides several recommendations for leaders to consider to help employees recharge and maintain a sustainable workload. These include allowing flexible work schedules including telework, providing employees with necessary technology to stay connected, avoiding directing employees to only use company devices for work, and setting clear expectations about communication and availability during vacation time. The general rules section emphasizes the importance for leaders to manage their own time well, make time for non-work activities like family, hobbies, and home responsibilities, and maintain overall self-care.
Understanding remote work a guide on how to be productive at homeWellbeingChampion
This document provides guidance on staying productive while working remotely. It discusses challenges of remote work like lack of supervision and social isolation. It recommends establishing clear communication norms, using video conferencing, and providing social opportunities to reduce isolation. The Pomodoro technique of working in 25 minute sprints with short breaks is also suggested. Tips for remote workers include following a schedule, keeping a to-do list, creating a dedicated workspace, and taking breaks. For managers, it advises frequent communication with remote teams via video calls and check-ins with each employee.
The document discusses time management skills and strategies. It defines time management as prioritizing tasks based on importance and urgency. It recommends using a time management grid to categorize tasks into important/urgent, important/not urgent, not important/urgent, and not important/not urgent quadrants to help focus on what needs to be done first. Additionally, it emphasizes the importance of setting SMART goals, getting quality sleep, and being prepared with a schedule as key parts of effective time management.
Here are some tips to improve being present:
- Schedule focused work for when you have the most energy
- Limit meetings to 30 minutes as the default
- Ban electronics/multitasking from important meetings
- Protect distraction-free time on individual calendars
- Speak up if a meeting seems unfocused or you notice distractions creeping in
Assessing where your team is at with planning, people skills, priorities and being present can help identify areas to improve collaboration habits. Small changes like these tips can help your team optimize efforts and avoid burnout from too much connectivity.
t is crucial that the first impression makes a lasting impact. Professional image create positive impressions with your clients and prospects. Knowing how to manage personal presentation will help the young professionals to be confident. Your customers are not only convinced in what goes on in the transaction but would be quietly assessing you on your appearance, posture, social etiquette and graces.
The aim of this presentation is to equip young executives with the information and skill necessary to ensure that their personal and professional image does not detract from the productiveness of their commercial effort, or the image of their employer.
The document provides guidance on various aspects of professionalism and effective communication, presentation, and decision-making. It outlines best practices for appearance, etiquette, communication strategies, overcoming barriers, leadership, stress management, interviews, rejections, and decision-making. Key recommendations include dressing professionally, practicing active listening, emphasizing positivity, setting goals and priorities, delegating tasks, managing stress through exercise and relaxation, sending thank you notes after interviews, staying positive despite rejections, gathering all relevant facts before deciding, and monitoring decisions made.
This document discusses time management and how technology can help save time. It provides an introduction to time management, defining it as planning and controlling how time is spent to increase productivity. Some key steps for time management are setting goals, planning and prioritizing tasks, and organizing a schedule. Technology such as calendars, email, notes and reminders on devices can help with time management by automating tasks and scheduling. The document concludes with tips for making the most of each day, such as starting early, exercising, accomplishing important tasks, resting well, and being present with others.
This document provides training on proper student employment etiquette. It discusses expectations that supervisors have, such as arriving on time, maintaining a positive attitude, and communicating openly. Guidelines are given for appropriate workplace behavior, including dressing neatly and requesting time off appropriately. The training emphasizes developing good habits like taking responsibility, avoiding gossip, and asking questions to continually improve work skills. Overall, the document stresses maintaining professionalism, respecting others, and prioritizing work responsibilities.
The document discusses several key competencies for effective workplace communication including basic, common, and core competencies. It emphasizes that communication must be clear, understandable, and efficient to achieve desired results and positively impact the work environment. Trust-building, self-disclosure, identifying individual strengths, and developing dependable relationships are important for collaboration and productivity. Upholding values like integrity, accountability, respect, and codes of conduct promotes positive behaviors and responsibilities. Occupational health and safety addresses workplace hazards through standards, personal protective equipment, hygiene practices, and hazard control. Duties for food service roles involve preparing dining areas, taking orders, promoting products, serving guests, handling concerns, and providing room service.
This document discusses the importance of work-life balance for leaders and employees. It provides several recommendations for leaders to consider to help employees recharge and maintain a sustainable workload. These include allowing flexible work schedules including telework, providing employees with necessary technology to stay connected, avoiding directing employees to only use company devices for work, setting clear vacation communication policies, and leading by example by not being constantly available. The general rules recommend that leaders manage their own time well, make time for non-work activities like family and hobbies, and maintain self-care.
What does good Mental Health look like for you & how can we help you to be your best in work?
This easy to use template can help both the employee & their manager to identify what works to create a sustainable wellness plan.
Some mental health difficulties are ill-defined, & unpredictable – with this in mind, the employee may wish to complete the plan themselves before sharing with their manager.
Editor’s Note: This document is intended to help employers communicate to employees about new policies, procedures and practices specific to their workplace. Every workplace will differ, and employers should edit the information to reflect the circumstances in their own workplace.
This document provides an overview of a behavioral-based safety observation program. It describes the basics of such a program, which involves employees recording safety observations of each other, with a focus on stopping unsafe work. The core aspects of the program are outlined, including observing behaviors, analyzing for safe and unsafe acts, providing feedback, and reporting observations. A seven-step process for conducting observations is also detailed, covering approaching employees, discussing hazards, agreeing on safer work methods, and documenting the interaction. The goals of the program are to increase hazard awareness and develop safer practices among employees.
This document provides training on proper student employment etiquette. It discusses expectations that supervisors have, such as arriving on time, maintaining a positive attitude, and communicating openly. Guidelines are given for appropriate workplace behavior, including dressing neatly and requesting time off appropriately. The training emphasizes developing good habits like taking responsibility, avoiding gossip, and asking questions to continually improve work skills. Overall, the document stresses maintaining professionalism, respecting others, and prioritizing work responsibilities.
Beth Kanter presented on linking self-care and wellbeing to impact in nonprofits. She discussed how burnout can sneak up on nonprofit professionals and provided tips for self-care, including protecting sleep, walking more, organizing phones to avoid addiction, and scheduling solo work time. Kanter emphasized that wellbeing needs to be embedded in an organization's culture through strategies like listening to employees, creating spaces for conversation, and leveraging staff champions. When implemented properly, a culture of wellbeing can benefit an organization through talent retention, reduced costs, and increased productivity.
The document discusses workplace health and safety topics such as workplace harassment, stress, bullying, and the responsibilities of employers and workers. It emphasizes the importance of open communication and cooperation between management and workers to maintain a safe work environment through activities like safety training, health and safety representatives, and health and safety committees. The document also provides information on identifying and managing stress in the workplace.
The document discusses work ethics and provides definitions, examples, importance, and types of work ethics in an organization. It defines work ethics as moral guidelines that an organization and its employees follow to comply with laws and build a supportive culture. Examples of work ethics include trustworthiness, integrity, fairness, responsibility, and respect. The document explains that work ethics are important to create accountability, boundaries, and healthy relationships at work. It outlines several types of work ethics like reliability, dedication, discipline, and professionalism.
The document discusses managing contractors who work on farms to ensure health and safety. It outlines four steps farmers should take: 1) plan contractor work by assessing hazards and safety procedures; 2) pre-qualify contractors by checking qualifications and safety standards; 3) initiate contracts by reviewing safety requirements; and 4) supervise work to ensure safety compliance. Fatigue is also addressed, with steps to evaluate risks, implement preventative controls like scheduling, and continually assess fatigue issues.
The document discusses creating a culture of well-being in nonprofits through self-care. It notes that burnout is a risk for nonprofit employees who take on too much with too few resources. The author advocates for comprehensive well-being strategies at nonprofits that are embedded in the organizational culture through leadership, employee engagement, and policies. Quick fixes are not effective; instead, culture change is required to integrate well-being. Benefits include improved recruitment, retention, costs and performance. The discussion provides tips for implementing self-care practices and starting conversations about prioritizing well-being in the workplace.
This document discusses work immersion, work ethics, and workplace rights and responsibilities according to the Philippine Labor Code. It outlines the objectives of work immersion which include gaining practical skills, enhancing technical knowledge, and developing good work habits. It then defines work ethics as a belief in the moral benefit of hard work and discusses positive and negative types. Key components of good work ethics like goal orientation, dedication, reliability, and positivity are also outlined. The document concludes by discussing safety programs, pre-employment regulations like minimum age and wages, and post-employment considerations like termination and retirement policies according to the Labor Code of the Philippines.
For 20 years Pat has been delivering keynotes and facilitating transformational programs that change lives by creating high trust environments and using conversational and emotional intelligence. Her recent work is captured in this case study that demonstrates profound change among 450 leaders in a company of 26,000 people.
The document discusses strategies for promoting well-being in nonprofits. It notes that burnout is a risk if nonprofits do not address well-being. The key points made are: promoting well-being requires a culture change within organizations; quick fixes do not work and leadership and employee engagement are needed; benefits include lower costs, higher retention and productivity. It provides tips for self-care and starting discussions about well-being in the workplace.
Case study - Workplace wellbeing - Mental health in the workplace Australia...Pat Armitstead
It was my privilege to work with 450 leaders from Programmed, a company with 26,000 staff delivering a program that fulfilled on their need for matured thinking around mental heath states and conditions. A one day program designed to build a safe, supportive 21st century workplace culture where leaders are educated and skilled to embrace vulnerability and
the human condition with empathy, compassion and confidence .
Organisation status post engagement
Consistently in upper quartile for EAP usage in Australia
General upskilling senior and middle managers and supervisors around mental health and similar issues
Supervising groups educated and aware behaviour changes and charged to take action with empathy
Increased understanding and use of tools and allowed to take action and use them
Matured thinking on mental health and psychosocial hazards and effect on wellbeing, and now using service readily available in the business such as Super, Gym, medical care and discounts
Most significant though was the vulnerable sharing in every session as people were able to open up in the high trust environment created!
PMO From Zero to...? - LLWR, Alan Jackson | FuturePMO 2019Wellingtone
The LLWR Repository presentation reflects the journey that they have been on from attending the FuturePMO in October 2018 as a member of the audience through to the current position in October 2019.
It reflects on the tough challenges faced when implementing a new PMO, how it fits with many competing initiatives and the day to day delivery expectations.
Alan Jackson talked through the overall approach that includes education, priorities, managing different views and actually making sense of a way forward through a High Performing Team approach. Literally from Zero to where there are today.
Alan Jackson presented at FuturePMO 2019 which is a 1 day PMO conference hosted by Wellingtone. www.FuturePMO.com
This is a plan developed by TrueData's leadership team to enact Coronavirus education and policies. We hope that it can be used to help other companies enact tailored Covid-19 policies.
This document provides training on proper student employment etiquette. It discusses expectations that supervisors have, such as arriving on time, maintaining a positive attitude, and communicating openly. Guidelines are given for appropriate workplace behavior, including dressing neatly and requesting time off appropriately. The training emphasizes developing good habits like taking responsibility, avoiding gossip, and asking questions to continually improve work skills. Overall, the document stresses maintaining professionalism, respecting others, and prioritizing work responsibilities.
The document discusses several key competencies for effective workplace communication including basic, common, and core competencies. It emphasizes that communication must be clear, understandable, and efficient to achieve desired results and positively impact the work environment. Trust-building, self-disclosure, identifying individual strengths, and developing dependable relationships are important for collaboration and productivity. Upholding values like integrity, accountability, respect, and codes of conduct promotes positive behaviors and responsibilities. Occupational health and safety addresses workplace hazards through standards, personal protective equipment, hygiene practices, and hazard control. Duties for food service roles involve preparing dining areas, taking orders, promoting products, serving guests, handling concerns, and providing room service.
This document discusses the importance of work-life balance for leaders and employees. It provides several recommendations for leaders to consider to help employees recharge and maintain a sustainable workload. These include allowing flexible work schedules including telework, providing employees with necessary technology to stay connected, avoiding directing employees to only use company devices for work, setting clear vacation communication policies, and leading by example by not being constantly available. The general rules recommend that leaders manage their own time well, make time for non-work activities like family and hobbies, and maintain self-care.
What does good Mental Health look like for you & how can we help you to be your best in work?
This easy to use template can help both the employee & their manager to identify what works to create a sustainable wellness plan.
Some mental health difficulties are ill-defined, & unpredictable – with this in mind, the employee may wish to complete the plan themselves before sharing with their manager.
Editor’s Note: This document is intended to help employers communicate to employees about new policies, procedures and practices specific to their workplace. Every workplace will differ, and employers should edit the information to reflect the circumstances in their own workplace.
This document provides an overview of a behavioral-based safety observation program. It describes the basics of such a program, which involves employees recording safety observations of each other, with a focus on stopping unsafe work. The core aspects of the program are outlined, including observing behaviors, analyzing for safe and unsafe acts, providing feedback, and reporting observations. A seven-step process for conducting observations is also detailed, covering approaching employees, discussing hazards, agreeing on safer work methods, and documenting the interaction. The goals of the program are to increase hazard awareness and develop safer practices among employees.
This document provides training on proper student employment etiquette. It discusses expectations that supervisors have, such as arriving on time, maintaining a positive attitude, and communicating openly. Guidelines are given for appropriate workplace behavior, including dressing neatly and requesting time off appropriately. The training emphasizes developing good habits like taking responsibility, avoiding gossip, and asking questions to continually improve work skills. Overall, the document stresses maintaining professionalism, respecting others, and prioritizing work responsibilities.
Beth Kanter presented on linking self-care and wellbeing to impact in nonprofits. She discussed how burnout can sneak up on nonprofit professionals and provided tips for self-care, including protecting sleep, walking more, organizing phones to avoid addiction, and scheduling solo work time. Kanter emphasized that wellbeing needs to be embedded in an organization's culture through strategies like listening to employees, creating spaces for conversation, and leveraging staff champions. When implemented properly, a culture of wellbeing can benefit an organization through talent retention, reduced costs, and increased productivity.
The document discusses workplace health and safety topics such as workplace harassment, stress, bullying, and the responsibilities of employers and workers. It emphasizes the importance of open communication and cooperation between management and workers to maintain a safe work environment through activities like safety training, health and safety representatives, and health and safety committees. The document also provides information on identifying and managing stress in the workplace.
The document discusses work ethics and provides definitions, examples, importance, and types of work ethics in an organization. It defines work ethics as moral guidelines that an organization and its employees follow to comply with laws and build a supportive culture. Examples of work ethics include trustworthiness, integrity, fairness, responsibility, and respect. The document explains that work ethics are important to create accountability, boundaries, and healthy relationships at work. It outlines several types of work ethics like reliability, dedication, discipline, and professionalism.
The document discusses managing contractors who work on farms to ensure health and safety. It outlines four steps farmers should take: 1) plan contractor work by assessing hazards and safety procedures; 2) pre-qualify contractors by checking qualifications and safety standards; 3) initiate contracts by reviewing safety requirements; and 4) supervise work to ensure safety compliance. Fatigue is also addressed, with steps to evaluate risks, implement preventative controls like scheduling, and continually assess fatigue issues.
The document discusses creating a culture of well-being in nonprofits through self-care. It notes that burnout is a risk for nonprofit employees who take on too much with too few resources. The author advocates for comprehensive well-being strategies at nonprofits that are embedded in the organizational culture through leadership, employee engagement, and policies. Quick fixes are not effective; instead, culture change is required to integrate well-being. Benefits include improved recruitment, retention, costs and performance. The discussion provides tips for implementing self-care practices and starting conversations about prioritizing well-being in the workplace.
This document discusses work immersion, work ethics, and workplace rights and responsibilities according to the Philippine Labor Code. It outlines the objectives of work immersion which include gaining practical skills, enhancing technical knowledge, and developing good work habits. It then defines work ethics as a belief in the moral benefit of hard work and discusses positive and negative types. Key components of good work ethics like goal orientation, dedication, reliability, and positivity are also outlined. The document concludes by discussing safety programs, pre-employment regulations like minimum age and wages, and post-employment considerations like termination and retirement policies according to the Labor Code of the Philippines.
For 20 years Pat has been delivering keynotes and facilitating transformational programs that change lives by creating high trust environments and using conversational and emotional intelligence. Her recent work is captured in this case study that demonstrates profound change among 450 leaders in a company of 26,000 people.
The document discusses strategies for promoting well-being in nonprofits. It notes that burnout is a risk if nonprofits do not address well-being. The key points made are: promoting well-being requires a culture change within organizations; quick fixes do not work and leadership and employee engagement are needed; benefits include lower costs, higher retention and productivity. It provides tips for self-care and starting discussions about well-being in the workplace.
Case study - Workplace wellbeing - Mental health in the workplace Australia...Pat Armitstead
It was my privilege to work with 450 leaders from Programmed, a company with 26,000 staff delivering a program that fulfilled on their need for matured thinking around mental heath states and conditions. A one day program designed to build a safe, supportive 21st century workplace culture where leaders are educated and skilled to embrace vulnerability and
the human condition with empathy, compassion and confidence .
Organisation status post engagement
Consistently in upper quartile for EAP usage in Australia
General upskilling senior and middle managers and supervisors around mental health and similar issues
Supervising groups educated and aware behaviour changes and charged to take action with empathy
Increased understanding and use of tools and allowed to take action and use them
Matured thinking on mental health and psychosocial hazards and effect on wellbeing, and now using service readily available in the business such as Super, Gym, medical care and discounts
Most significant though was the vulnerable sharing in every session as people were able to open up in the high trust environment created!
PMO From Zero to...? - LLWR, Alan Jackson | FuturePMO 2019Wellingtone
The LLWR Repository presentation reflects the journey that they have been on from attending the FuturePMO in October 2018 as a member of the audience through to the current position in October 2019.
It reflects on the tough challenges faced when implementing a new PMO, how it fits with many competing initiatives and the day to day delivery expectations.
Alan Jackson talked through the overall approach that includes education, priorities, managing different views and actually making sense of a way forward through a High Performing Team approach. Literally from Zero to where there are today.
Alan Jackson presented at FuturePMO 2019 which is a 1 day PMO conference hosted by Wellingtone. www.FuturePMO.com
This is a plan developed by TrueData's leadership team to enact Coronavirus education and policies. We hope that it can be used to help other companies enact tailored Covid-19 policies.
Similar to Covid 19 hr guide learnings and good practices (20)
With our 40+ person team having supplied accounting, payroll, controller, CFO and fundraising (>15MEUR) services to our 200+ customers within the last three years, we have become the best in our field.
This presentation discusses why entrepreneurs cannot build a successful company alone and need to seek funding and help. It covers that entrepreneurs need time to focus on their business, customers, employees, sales and expansion. It also explains that entrepreneurs who try to do everything alone are bound to fail, and should network, outsource tasks, and plan their cash flow. The presentation then discusses the options of bootstrapping a company without funding or seeking funding, noting the pros and cons of each approach. It provides advice on where to seek funding, including from business angels, government sources, venture capital firms and private equity. The best investors are described as those who have startup experience and have some of their own money invested.
You can find the whole blog-post (in Finnish) here: http://www.rahoituskone.fi/blog/item/27-missa-suomen-enkelisijoittajat-piileskelevat?
Br,
Fredrik Teir
The document provides an overview of Greenstep, an accounting and financial services company in Finland. It summarizes Greenstep's services, growth, and goals of helping small and medium businesses succeed. The presentation discusses why startups often fail due to lack of time and resources, and how Greenstep can help by providing outsourced accounting, financial modeling, and other services to free up entrepreneurs' time. It also covers options like bootstrapping or seeking funding, and emphasizes the importance of cash flow planning for a startup's survival.
Garments ERP Software in Bangladesh _ Pridesys IT Ltd.pdfPridesys IT Ltd.
Pridesys Garments ERP is one of the leading ERP solution provider, especially for Garments industries which is integrated with
different modules that cover all the aspects of your Garments Business. This solution supports multi-currency and multi-location
based operations. It aims at keeping track of all the activities including receiving an order from buyer, costing of order, resource
planning, procurement of raw materials, production management, inventory management, import-export process, order
reconciliation process etc. It’s also integrated with other modules of Pridesys ERP including finance, accounts, HR, supply-chain etc.
With this automated solution you can easily track your business activities and entire operations of your garments manufacturing
proces
Discover innovative uses of Revit in urban planning and design, enhancing city landscapes with advanced architectural solutions. Understand how architectural firms are using Revit to transform how processes and outcomes within urban planning and design fields look. They are supplementing work and putting in value through speed and imagination that the architects and planners are placing into composing progressive urban areas that are not only colorful but also pragmatic.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....Lacey Max
“After being the most listed dog breed in the United States for 31
years in a row, the Labrador Retriever has dropped to second place
in the American Kennel Club's annual survey of the country's most
popular canines. The French Bulldog is the new top dog in the
United States as of 2022. The stylish puppy has ascended the
rankings in rapid time despite having health concerns and limited
color choices.”
Presentation by Herman Kienhuis (Curiosity VC) on Investing in AI for ABS Alu...Herman Kienhuis
Presentation by Herman Kienhuis (Curiosity VC) on developments in AI, the venture capital investment landscape and Curiosity VC's approach to investing, at the alumni event of Amsterdam Business School (University of Amsterdam) on June 13, 2024 in Amsterdam.
Best practices for project execution and deliveryCLIVE MINCHIN
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
𝐔𝐧𝐯𝐞𝐢𝐥 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐄𝐧𝐞𝐫𝐠𝐲 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲 𝐰𝐢𝐭𝐡 𝐍𝐄𝐖𝐍𝐓𝐈𝐃𝐄’𝐬 𝐋𝐚𝐭𝐞𝐬𝐭 𝐎𝐟𝐟𝐞𝐫𝐢𝐧𝐠𝐬
Explore the details in our newly released product manual, which showcases NEWNTIDE's advanced heat pump technologies. Delve into our energy-efficient and eco-friendly solutions tailored for diverse global markets.
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Tastemy Pandit
Know what your zodiac sign says about your taste in food! Explore how the 12 zodiac signs influence your culinary preferences with insights from MyPandit. Dive into astrology and flavors!
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
Profiles of Iconic Fashion Personalities.pdfTTop Threads
The fashion industry is dynamic and ever-changing, continuously sculpted by trailblazing visionaries who challenge norms and redefine beauty. This document delves into the profiles of some of the most iconic fashion personalities whose impact has left a lasting impression on the industry. From timeless designers to modern-day influencers, each individual has uniquely woven their thread into the rich fabric of fashion history, contributing to its ongoing evolution.
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
1. Covid-19 HR guide – learnings and good practices
1. Remote leadership and communications (tips, recovery, remote apathy)
2. Occupational health and safety responsibilities and corona (obligations, corona guidelines, insurances, GDPR, etc.)
3. Adjustment situations and change leadership (temporary changes to law are no longer valid)
4. HR team’s tips and useful links