Creating opportunities for professional growth at Temple University. The document discusses various opportunities for professional development available to Temple University employees, including tuition remission, non-credit courses, teaching and mentoring opportunities, skills training through human resources, and getting to know Temple University beyond one's own department. It also discusses how managers can support professional growth by being positive role models, setting goals for departments, providing low-cost training options, and motivating employees through communication, leadership, and recognition.
eWomenNetwork Meet Our Speakers is a history of our Accelerated Networking Event speakers and their topics. Click the links to be taken to our speaker's social media profiles to connect beyond our monthly meetings. Check out how we're making a difference in Chattanooga, TN.
Mel Feller and Why I am a business and Executive Coach
I started coaching in the early eighties. It was during that time that I began working with Carleton Sheets, author of the bestselling Real Estate Courses No Money Down Real Estate and founder of one of the longest coaching programs in history.
Carleton’s approach was not teaching or therapy. It was a broadly applicable system for helping individuals “create real estate wealth.” Based on recognizing deep patterns that prevent long-term success, and skills for creating new patterns that produce “results that truly matter,” Carleton’s techniques helped me successfully coach clients as diverse as single mom’s on welfare to aspiring professionals, entrepreneurs and Fortune 500 Executives.
The New Face of HR: Are you Ready for Employee Advocacy?MOO
The way you feel about where you work has an effect on the way you talk about it too. This means that happy employees become cheerleaders and advocates for a brand, while the not-so-happy ones, well, you know the rest… Get your pom-poms ready and register for our webinar on how to create and empower employee advocates.
We’ve teamed up with Human Resources expert and author JoAnn Corley to explore the emerging relationships between marketing and human resource departments and share the ins and outs of employee advocacy.
In this webcast you’ll learn:
- Exactly what employee advocacy is
- The keys and roadblocks to success
- How to get started
- The significant benefits you’ll experience professionally and for your organization
Watch the full webcast again here and be sure to scroll to the end for a special gift: http://bit.ly/New-Face-of-HR
DWCAU - Become the Expert of You - Power Skills for Personal DevelopmentHeather Newman
We hear the term “soft skills” as the definition of personal attributes that enable us to interact effectively and harmoniously with other people.
Top soft skills employers look for are:
leadership
teamwork
communication
creativity
work ethic
problem-solving
self-confidence and include your personal brand
presentation/meeting techniques and pitching
However, there is nothing soft about mastering these skills; there is “strength” in the practice of developing these “Power” skills that are more intangible but critical to your working and interacting with the people around you effectively.
Join Microsoft MVP, personal development leader and Chief Marketing Officer of Content Panda, Heather Newman as she takes you five skills that are essential to each of us becoming stronger employees but also better humans. We will discuss leadership, communication, presentation skills, public persona (LinkedIn & social media), and self-confidence.
The best investment you can make is in yourself and practicing power skills helps you produce the results you want at work, at home, and in the world, building that expertise in the most critical person in your life, you.
Presentation for ASAE-American Society for Association Executives, Marketing and Membership Conference by Panelists: Chris Bailey, Matt Baehr and Missy Blankenship
eWomenNetwork Meet Our Speakers is a history of our Accelerated Networking Event speakers and their topics. Click the links to be taken to our speaker's social media profiles to connect beyond our monthly meetings. Check out how we're making a difference in Chattanooga, TN.
Mel Feller and Why I am a business and Executive Coach
I started coaching in the early eighties. It was during that time that I began working with Carleton Sheets, author of the bestselling Real Estate Courses No Money Down Real Estate and founder of one of the longest coaching programs in history.
Carleton’s approach was not teaching or therapy. It was a broadly applicable system for helping individuals “create real estate wealth.” Based on recognizing deep patterns that prevent long-term success, and skills for creating new patterns that produce “results that truly matter,” Carleton’s techniques helped me successfully coach clients as diverse as single mom’s on welfare to aspiring professionals, entrepreneurs and Fortune 500 Executives.
The New Face of HR: Are you Ready for Employee Advocacy?MOO
The way you feel about where you work has an effect on the way you talk about it too. This means that happy employees become cheerleaders and advocates for a brand, while the not-so-happy ones, well, you know the rest… Get your pom-poms ready and register for our webinar on how to create and empower employee advocates.
We’ve teamed up with Human Resources expert and author JoAnn Corley to explore the emerging relationships between marketing and human resource departments and share the ins and outs of employee advocacy.
In this webcast you’ll learn:
- Exactly what employee advocacy is
- The keys and roadblocks to success
- How to get started
- The significant benefits you’ll experience professionally and for your organization
Watch the full webcast again here and be sure to scroll to the end for a special gift: http://bit.ly/New-Face-of-HR
DWCAU - Become the Expert of You - Power Skills for Personal DevelopmentHeather Newman
We hear the term “soft skills” as the definition of personal attributes that enable us to interact effectively and harmoniously with other people.
Top soft skills employers look for are:
leadership
teamwork
communication
creativity
work ethic
problem-solving
self-confidence and include your personal brand
presentation/meeting techniques and pitching
However, there is nothing soft about mastering these skills; there is “strength” in the practice of developing these “Power” skills that are more intangible but critical to your working and interacting with the people around you effectively.
Join Microsoft MVP, personal development leader and Chief Marketing Officer of Content Panda, Heather Newman as she takes you five skills that are essential to each of us becoming stronger employees but also better humans. We will discuss leadership, communication, presentation skills, public persona (LinkedIn & social media), and self-confidence.
The best investment you can make is in yourself and practicing power skills helps you produce the results you want at work, at home, and in the world, building that expertise in the most critical person in your life, you.
Presentation for ASAE-American Society for Association Executives, Marketing and Membership Conference by Panelists: Chris Bailey, Matt Baehr and Missy Blankenship
This presentation was deliveed by Lucy Caldicott @LucyCaldicott, Catherine Miles @Cadders68 and Liz Tait @LizTait at the Institute of Fundraising National Convention aimed at those who may not want to be a Director of Fundraising but want to have a fundraising career all the same. In this presentation they show you what makes people stand out at each level of seniority and what’s different about each level.
4 Things that show will impress employers enough to consider giving you an interview:
1. Research the organization
2. Dress Appropriately
3. A good handshake, eye contact and introduction
4. Your resume
The HR Revista 2nd Issue - Survival of the FittestChintan Trivedi
2nd Issue of The HR Revista - Quarterly E-magazine published by MHRM students and Alumni Forum of Faculty of Social Work, The Maharaja Sayajirao University, Vadodara
70 Female Business Executives Share the Advice They Would Give to Their Teena...Business 2 Community
As part of American Business Women's Day, we asked 70 female business executives what advice they would give to their teenage selves. View the full article here: http://www.business2community.com/small-business/70-female-business-executives-share-advice-give-teenage-selves-01662060
With more and more emerging entrepreneurs around us it has become really necessary to question, understand and evolve our idea of an organisation.
People matter and it is time organisations evolve their culture to be more inclusive towards people.
These four articles are an endeavour to share with you my thoughts on common issues faced in organisations and sometimes not talked about being perceived of as unsolvable.
Hope these articles enable you to make the organisation you are working in more inclusive and better.
Creating a personal brand is no longer an option in today's career market. Learn why it matters, how to do it, and why LinkedIn is the best starting place.
The employer-employee relationship is broken. Managers face a seemingly impossible dilemma: You can’t afford to offer lifetime employment. But you can’t build a lasting, innovative business when everyone acts like a free agent. The solution: Stop thinking of employees as family or free agents, and start thinking of them as allies on a tour of duty.
Co-authored by Reid Hoffman, founder/chairman of LinkedIn, and Ben Casnocha and Chris Yeh, The Alliance teaches managers how to recruit, manage, and retain the entrepreneurial employees your business needs to succeed in the networked age.
This deck is a visual summary of our book: http://amzn.to/1kWQB4j
The "tour of duty" is the way you organize the Alliance at work. In this context, a tour of duty represents a commitment by employer and employee to a specific mission of finite duration. We see this approach as a way to incorporate some of the advantages from both lifetime employment and free agency. Like lifetime employment, the tour of duty allows employers and employees to build trust and mutual investment; like free agency, it preserves the flexibility that both employers and employees need to adapt to a rapidly changing world.
9 things you need to do to build your dream teamNaomi Simson
Whether it is on a sporting field, in your office or at a pub trivia
night, we all know a dream team when we see one. They share
certain unmistakable qualities that have the power to make
magic happen and success seem so attainable.
Simon Russell, Director of Consulting at Work Group, gave a presentation at the AGCAS Graduates into Smaller Businesses Conference in Birmingham on 26 November.
He argued that the principles of employer marketing remain the same whether you're an SME or large employer. What's more, smaller employers have a clear advantage over the heavyweight graduate employers.
B. H. Burke & Co., Inc. presented at MAIA\'s Big Event 2011 in Boston. How to find producers, pay them, and what they should be doing (with new technology).
This presentation was deliveed by Lucy Caldicott @LucyCaldicott, Catherine Miles @Cadders68 and Liz Tait @LizTait at the Institute of Fundraising National Convention aimed at those who may not want to be a Director of Fundraising but want to have a fundraising career all the same. In this presentation they show you what makes people stand out at each level of seniority and what’s different about each level.
4 Things that show will impress employers enough to consider giving you an interview:
1. Research the organization
2. Dress Appropriately
3. A good handshake, eye contact and introduction
4. Your resume
The HR Revista 2nd Issue - Survival of the FittestChintan Trivedi
2nd Issue of The HR Revista - Quarterly E-magazine published by MHRM students and Alumni Forum of Faculty of Social Work, The Maharaja Sayajirao University, Vadodara
70 Female Business Executives Share the Advice They Would Give to Their Teena...Business 2 Community
As part of American Business Women's Day, we asked 70 female business executives what advice they would give to their teenage selves. View the full article here: http://www.business2community.com/small-business/70-female-business-executives-share-advice-give-teenage-selves-01662060
With more and more emerging entrepreneurs around us it has become really necessary to question, understand and evolve our idea of an organisation.
People matter and it is time organisations evolve their culture to be more inclusive towards people.
These four articles are an endeavour to share with you my thoughts on common issues faced in organisations and sometimes not talked about being perceived of as unsolvable.
Hope these articles enable you to make the organisation you are working in more inclusive and better.
Creating a personal brand is no longer an option in today's career market. Learn why it matters, how to do it, and why LinkedIn is the best starting place.
The employer-employee relationship is broken. Managers face a seemingly impossible dilemma: You can’t afford to offer lifetime employment. But you can’t build a lasting, innovative business when everyone acts like a free agent. The solution: Stop thinking of employees as family or free agents, and start thinking of them as allies on a tour of duty.
Co-authored by Reid Hoffman, founder/chairman of LinkedIn, and Ben Casnocha and Chris Yeh, The Alliance teaches managers how to recruit, manage, and retain the entrepreneurial employees your business needs to succeed in the networked age.
This deck is a visual summary of our book: http://amzn.to/1kWQB4j
The "tour of duty" is the way you organize the Alliance at work. In this context, a tour of duty represents a commitment by employer and employee to a specific mission of finite duration. We see this approach as a way to incorporate some of the advantages from both lifetime employment and free agency. Like lifetime employment, the tour of duty allows employers and employees to build trust and mutual investment; like free agency, it preserves the flexibility that both employers and employees need to adapt to a rapidly changing world.
9 things you need to do to build your dream teamNaomi Simson
Whether it is on a sporting field, in your office or at a pub trivia
night, we all know a dream team when we see one. They share
certain unmistakable qualities that have the power to make
magic happen and success seem so attainable.
Simon Russell, Director of Consulting at Work Group, gave a presentation at the AGCAS Graduates into Smaller Businesses Conference in Birmingham on 26 November.
He argued that the principles of employer marketing remain the same whether you're an SME or large employer. What's more, smaller employers have a clear advantage over the heavyweight graduate employers.
B. H. Burke & Co., Inc. presented at MAIA\'s Big Event 2011 in Boston. How to find producers, pay them, and what they should be doing (with new technology).
The Big Lottery Fund’s Community Voice programme will support citizens to have a greater influence over policies and decisions affecting their community. Applications will be led by County Voluntary Councils. Each project will help local communities to have their voices heard.
Bydd rhaglen Lleisiau Lleol y Gronfa Loteri Fawr yn cefnogi dinasyddion i gael mwy o ddylanwad dros bolisïau a phenderfyniadau sy’n effeithio ar eu cymuned. Caiff ceisiadau eu harwain gan Gynghorau Gwirfoddol Sirol. Bydd pob prosiect yn helpu cymunedau lleol i ddweud eu dweud.
Who is Human Capital Management Institute and Sonya SullinsSonya Sullins
Whether you are an organization seeking to motivate and retain your top talent and create fiercely loyal, devoted customers...
Or you are a professional seeking the motivation and inspiration to further develop your Leadership, Communication and Interpersonal skills...
We will help you achieve your goals!
Who is Human Capital Management Institute and Sonya Sullins?eSonya Sullins
Whether you are an organization seeking to motivate and retain your top talent and create fiercely loyal, devoted customers...
Or you are a professional seeking the motivation and inspiration to further develop your Leadership, Communication and Interpersonal skills...
We will help you achieve your goals!
These two opposite concepts are not just personality traits among employees; they are general outlooks that influence how they approach tasks and perceive the world. You may have noticed that some employees are enthusiastic about work while others show an indifferent, casual or negative disposition.
However, understanding how to balance these contrasting perspectives is important for your team to cultivate a more positive outlook, increase collaboration and drive business growth.
Ultimately, the goal is to be flexible and ensure the right balance to create a notable impact on work performance.
In this deck, you will gain insights into the intricacies of both mindsets.
You’ll also learn
•The significant differences between both mindsets
•How to ensure collaboration between optimistic and pessimistic personalities
•How to strike a balance for productivity and growth.
Check this presentation and find out how to write a winning SoP for dental school, we made a small research a conducted presentation with guide on how to write it. If you still need to get help with your SoP visit site http://www.dentalstatementofpurpose.com/
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
1. Creating Opportunities for Professional Growth for Employees at Temple University Team Change Kimberly P. Mendicino Jeremy J. Shafer Christopher Hopkins Anar P. Khandvala Ann Marie White Kermit Wilson
3. What do you think of when you hear “creating opportunities for professional growth for employees?”
4. Is there anyone who worked in an environment in which there were opportunities for professional growth? What types of opportunities were available to you?
5. By a show of hands how many of you currently support the promotional development of your employees?
6. What are we really talking about here? Creating Opportunity = Creating Hope That’s hard to do … so consider another approach Ignore the topic Do nothing to convey any expectation for the future at all Value stability above all else
7. What’s my point? Hope is a powerful force Managers and Leaders cannot afford to ignore its power.
8. Hope is a powerful force. About $60 billion worth of lottery tickets was sold in the U.S. in 2008. “When I buy a lottery ticket, I am paying for the fantasy of what I would do if I won.” Hope influences how we spend our money.
9. Hope is a powerful force. Full time, undergraduate tuition at Temple University's College of Liberal Arts is $11,834 in state, and $21,662 out of state. What are they really buying? Hope influences how we spend our time.
10. Hope is a powerful force. People are wired to respond to hope. Hope influences who we follow; how choose our leaders.
11. Hope is a powerful force. Victor Franklwrote “Those individuals who could not accept what was happening to them, who could not make their present suffering fit with their faith, who could not find it’s meaning in their world view... they despaired, lost hope, and eventually gave up and died. But those individuals that could find a meaning from their faith, were then able to find hope for a future beyond their present suffering, and so could accept what they were enduring as a part of their existence, and they survived.” Hope enables us to endure hardship.
12. You can't afford to ignore hope You must inspire hope in your employees: For the sake of productivity For your self
13. Do it for the sake of productivity Hopeful employees are motivated to work harder. Individuals that are motivated by hope are resilient and more creative. Hope is your problem because productivity is your problem.
14. Do it for yourself Your employees surround you. What kind of people do you want to be surrounded by? Hours spent in the workplace are hours of your life. You set the stage.
15.
16. Some can be inspired in another person, and some can’t.
17.
18. Common Opportunities Taking advantage of the opportunities that are offered to all Temple University employees.
19. Tuition Remission Go after that degree you always wanted in any school or college at Temple *Except professional schools: Dental, Pharmacy, Podiatry, Law, Medical Take some non-matriculated courses in an area you need some more expertise… or to just test the waters of getting back into school. Just pay the course fees – but watch out for the max threshold of $5,250/year - before you begin getting taxed on “extra income.” All you need is the form from the Bursar’s Office and appropriate signatures from your supervisor(s).
20. Other “ENRICHMENT” Opportunities… Non-credit programs at Fort Washington and Ambler Campus’ (20% discount for University Employees!) Project Management, Photography, Website design, Interior design, wedding planning, meeting planning, learn a new language, or learn a new dance! Real Estate Institute at TUCC (50% discount for University Employees!) Obtain your Real Estate license through TUCC!
21. Teaching Opportunities Do you have an area of expertise?? Do you want to share that knowledge with others? Inquire about adjunct opportunities within whichever school/college you would like to teach, and also through “Jobs @ Temple” to search for open positions. Inquire about staffing opportunities through the non-credit/enrichment programs.
22. Mentoring Is there a new staff member in your office that is new to your field or profession? Take them under your wing Show them ‘the ropes’ Guide them in the right direction to these opportunities. Students are the life-line of the university. Reach out and be a mentor to them Remain engaged to student life on campus!
23. Professional DevelopmentSkill Acquisition Human Resources Learning and Development courses. Improve your core and role related competencies! Boost that PDP! Computer Services Web-based Development Creating/Editing your department’s website Software Development Get to know the tools you use on a daily basis, such as the Microsoft package, Adobe, etc Data base Development Administrative Development Get to know the ‘Temple systems:’ Banner, OWLink, TUPortal, Blackboard, etc.
24. Healthy Lifestyle Healthy Mind and a Healthy Body = Motivation towards professional success!! Coming Soon!!
25. Get to know TEMPLE! Visit the Welcome Center here on campus to learn how your employer “sells” itself to the incoming students. Get to know Temple beyond your building and your office! Become more connected to the student body. Improve your customer service!
27. Managing Knowing Yourself Every time you do something that is important, write down what you expect will happen. Building on Strengths Most of us underestimate our own strengths. As a result, we don't know our strengths, and we don't know how we can build on them. We will have to learn where we belong, what we have to learn to get the full benefit from our strengths, where our weaknesses lie, what our values are. Drucker, Peter F. "Managing Knowledge Means Managing Oneself" Leader to Leader. 16 (Spring 2000): 8-10.
28. Improving Productivity and Understanding Effective organizations put people in jobs in which they can do the most good. They place people -- and allow people to place themselves -- according to their strengths. The historic shift to self-management offers organizations four ways to best develop and motivate knowledge workers: Know people's strengths. Place them where they can make the greatest contributions. Treat them as associates. Expose them to challenges. Drucker, Peter F. "Managing Knowledge Means Managing Oneself" Leader to Leader. 16 (Spring 2000): 8-10.
29. Managing up What does it mean? Caring enough about your work and the success of the organization to do whatever you can to help your boss be most successful. This includes proactively communicating, collaborating, assisting, and coaching your boss when helpful.
30. Ways to Manage Up: Nudge Coach Know what your boss cares about and help Talk like your boss Management Craft http://www.managementcraft.com/2010/05/index.html
31. Providing Professional Development for your Team or Department How many times do you have to sit around with friends and hear how their company paid for an all inclusive trip to some exotic island for a company retreat? How many times do you hear your Mother brag about her friend Millie’s son who just got a $20k bonus from their company? Well, let’s face it, we are Temple University and there’s no way either one of those scenarios is going to happen for us. So we just heard from Chris and Anar about professional development and the importance of it at an individual level, I’d like to examine it on an larger level – the team or Department level. Professional development is about being aware of the decisions that you make, the way you think about, and the way you handle different situations. Imagine a Department where there is not that one person who doesn’t work up to their potential, where the office gossiper doesn’t exist and everyone is just so happy and motivated. It’ll never happen but wouldn’t it be nice??? The concept behind professional development is the idea that you have untapped potential, and to not settle with what you have if you want more out of life. Professional development is a process of continually progressing and refining your character. It is about life-long learning and growing as an individual but what about looking at Professional development for your team as a whole?
32. Be Positive—starting at the Top Positive thinking and professional development go hand-in-hand. If you think your department can be better, then it can be. If your manager is positive, honest and open then I believe the staff will feel more secure and motivated to do their best individually. Each individual working in that fashion equals a team or department who is working at their best. So I think the first aspect of an efficient team is a positive manager. If you as a manager are unhappy then your staff will follow. So as manager, start looking at things in a positive light, you will be able to put more energy and effort into everything you do, because you know that you are working towards an end goal.
33. Setting Goals—For your Department Professional development is all about goal-setting. We set goals for ourselves annually in our PDPs but how many managers set goals for the department annually. Or how often do managers communicate those goals with the Department. Individuals will work more efficiently if they can see the big picture and it’s human nature to work harder if they know what they are working toward and had a hand in setting those goals. Start by allowing the staff establishing those goals for the department each year. The front line staff members will have some great ideas. Keep in mind that when setting goals, they need to be obtainable or realistic goal. Goals must be measurable and they must have a timetable for them to be accomplished. If you set a goal that cannot be measured it is often difficult to see how far you have come or how much you have progressed from the beginning and that will decrease motivation. At the same time, goals that do not have a set timetable have a tendency to become a fantasy instead of a reality. Timetables give you focus and a sense of urgency in everything you do when it is related to your goal. Being able to measure your progress and setting a timetable will give you a sense of accomplishment and keep you thinking positively. Further, communicate this with the staff on a monthly basis. Post the timetable and accomplishments in a common area around the office and let them know where the department is and the accomplishments to date.
34. Create Opportunities for Professional development So how do we provide our staff with opportunities for professional development on a tight budget? Here are some ideas: Have 1 staff member attend a conference and report back to all the staff what he/she has learned during the monthly staff meeting. Host a one day staff retreat on campus and ask staff members or outside consultants to present on various topics. Host professional development events by collaborating with Human Resources to do onsite sessions. Even invite another department to share the cost. Online courses are another cost-effective way to provide professional development. In Conclusion: Professional development is applicable to every individual, regardless of what you do for a living, or other socio-economic factors. Thinking positively and setting realistic goals keep you motivated to continually better yourself, and the world around you.
35. The Manager is the Navigator and Role Model. One of the biggest causes of success or failures in any business can be entirely dependent on the good or bad qualities of a manager. Managers must be interested not only in their job, but also the people they work with. To be a good manager you must become a good leader and guide your employees beyond their comfort level.
37. CommunicationCommunication with others is for a purpose. It is to inform, to warn, to impress or to entertain Build Trust Create a bond, people are more interested in themselves and their problems. Before anyone can trust the manager they have to feel comfort and feel that they are understood. Trust is built when we make ourselves vulnerable to others whose subsequent behavior we can’t control.1 Be honest and fair along with being adaptable and approachable. An honest manager garners respect, a fair manager is open minded and seeks a professional way to resolve issues. A manager must allow themselves to adapt to the situation at hand and not be afraid to make a decision, while showing control of the situation. A manager must allow themselves to be approached without fear as well as showing that they can be a wise arbiter while showing, knowledge, authority and experience. Be available to answer questions and provide guidance. Encourage taking part in internal as well as external education opportunities, as well as researching open job opportunities within the organization. Provide career path guidelines, organizational expectations. Become a Good Listener Be patient and hear the persons story, comments and or frustrations. Do not interrupt, wait until the person has finished and ask questions to confirm that what you have heard is what the person was trying to convey. Be empathetic, when you listen you are telling the person that you are willing to share their worries and concerns. Provide constructive and meaningful feedback. Be Congruent Skilled communicators move their bodies in congruent to evoke the listener’s emotions. Nonverbal communication is more important than the words you use. Your tone of voice makes a difference to the message you are delivering. Be cognizant that your body language speaks and tells others what you are actually feeling inside.
38. LeadershipLeadership is getting people to look beyond their own job description for ways to improve and challenge the process. - Maureen Fries Provide Goal setting. Managers have a reason for doing the job and the best managers communicate that goal to their subordinates. Tie the work in with the needs of the employee. Set performance expectations that will allow personnel to grow and use their individual talent, skill and knowledge. Allow the employee to gain self-worth. Show the employee ,how his/her job is an important part of the team as well as their individual impact on the organization. Everyone is selfish to a degree, no one will work any harder if his/her only ambition is to get a paycheck. Provide and explain the vision of the organization. Managers are required to work with and facilitate human, financial and material resources. Teach, inspire and motivate others to boost their human potential. Leave your own attitude at the door. Don’t blame your employees for your personal problems. Reduce employee dissatisfaction. Don’t blame your tools for doing the wrong job if you have not used them correctly. Keep an open mind as well as an open door. Build trust, listen and be congruent. Identify values for growth and improvement. Provide both positive and negative criticism to help in growth, TEACH DON’T PREACH. Lead with integrity, control and a clear purpose. Be honest. Don’t play the blame game. Show strength as well as compassion. Allow employees to express their concerns and displeasures. Treat employees with dignity and respect. Initiate, motivate and show a positive attitude (smile).
39. MotivationMotivation is a force that inspires a person to take action External Stimulus. This is when a person takes action after being offered an incentive or reward. Actively seek out ways to increase choice and provide greater decision-making authority and responsibility for employees. Challenge the Process. Change from the status quo. Innovate, think outside the box. 2 Inspire a Shared Vision. Dream, Imagine, aspire. Leaders can ignite the flame of passion in others. 2 Enable Others to Act. Leadership is a team effort. Enlist the support and assistance of all those who must make the task at hand work. 2 Model the Way. Leaders must be consistent, and have a operational plan. 2 Encourage the Heart. By showing employees that they can achieve and that they can win. 2 Encouragement. This is temporary and brief. Team Building Events. Recognition. People value being appreciated for their contributions. Celebrate Milestones. Tenure with the organization, Promotion, Birthdays. Lobbying for organizational inclusion as well as espousing team accomplishments. Kouzes Posner – The leadership, page 167. Kouzes Posner – The Five Fundamental Practices of Exemplary Leadership, Pages 8-14.