CTR Factor is a business performance improvement company located in Wesley Chapel, Florida that provides advisory services, inspirational speaking, and workshop training focused on leadership assessment, executive coaching, revenue growth, expense reduction, customer experience, and employee inclusion. Their flagship keynote presentation is titled "Leading Without Leading" and explores the science of "gravitational leadership" by examining how leaders earn credibility, trust and respect from their followers through building results, relationships, resources, capabilities, character and competencies.
Build winning teams - Matt Lock AssociatesMatt Lock
Coaching-led development for leaders and teams searching for exceptional levels of performance. We help you engage with the people and situations around you in more dynamic, effective and impactful ways.
We take immense pleasure in unveiling the inaugural issue of our newsletter, “Ab Initio”. The literal translation of this Latin term is “from the beginning”, rendering it an apt name for our newsletter, which is aimed at putting forth a fundamental perspective on topical management-related issues.
Leadership Development: Should Your Firm Invest in Growing Its Leaders?kcbradley
This document discusses whether law firms should invest in developing leadership skills among their lawyers. It argues that while law firms have traditionally been reluctant to do so, there are now good reasons for firms to invest in leadership development. Specifically:
1) Recent high-profile law firm failures were at least partly due to poor leadership, demonstrating the importance of strong leadership for law firm success and survival.
2) Research shows that leadership development positively impacts employee performance, client acquisition and retention, profitability, and shareholder value in corporations. While law firms are different structures, their internal practices have become more hierarchical.
3) Critical leadership skills for law firm success include inspiring confidence, collaborating with employees, valuing learning,
Director of Talent Management at Hudson, Aaron McEwan and Dr. Ben Palmer, CEO of Genos International will lead a discussion presenting data on the current Australian business sentiment and initial findings from a global research project on essential ingredients in motivating your workforce.
This session will provide you with new insights on how ‘best in class’ organisations are improving productivity, growth and shareholder value.
This document discusses how leaders can build trust in the workplace in 3 key ways:
1) Effective communication practices like transparency, listening, and frequent information sharing.
2) Demonstrating strong character through integrity, humility, admitting mistakes, and congruence.
3) Balanced competence in both technical skills and leadership abilities, while also trusting other employees.
The article argues that rebuilding trust should be a priority for leaders, as high levels of trust can foster employee engagement, productivity, and organizational success, while low trust has negative financial and performance impacts.
Peak Performance Spring 2012 By Sargia Partners (2)SARGIA Partners
The document discusses the importance of leadership agility for business success in today's environment of constant change. It highlights that while most executives believe agility is essential, most companies acknowledge they are not agile enough. The document also discusses differences in coaching and learning preferences between younger and older generations. Finally, it provides survey results finding that while organizations view agility as important, most rate their own agility as only moderate and see opportunities for improvement.
The document discusses a coaching program called "Make Your Presence Felt in Boardrooms and Beyond" that aims to help executive women advance into leadership roles. It outlines the challenges women face in gaining leadership positions due to gender bias and notes that initiatives to support diversity alone are not enough. The program focuses on one-on-one coaching to help women embrace their power, develop their leadership brand, project confidence and credibility, navigate office politics, gain recognition, and achieve work-life balance. Key aspects of the coaching include claiming power, leadership identity, executive presence, political awareness, and visibility.
Committed to Growth White Paper BusinessTracey Ezard
This document discusses how to build collaboration and learning intelligence within an organization. It outlines three key pillars for organizational transformation: mindset, environment, and dialogue. It also presents a model with six stages of an organization's ability to create collaboration and growth, from corrosion to committed collaboration. Leaders are encouraged to assess where their organization currently falls on this spectrum and focus on strengthening the foundations of the three pillars to drive momentum and shift towards committed collaboration.
Build winning teams - Matt Lock AssociatesMatt Lock
Coaching-led development for leaders and teams searching for exceptional levels of performance. We help you engage with the people and situations around you in more dynamic, effective and impactful ways.
We take immense pleasure in unveiling the inaugural issue of our newsletter, “Ab Initio”. The literal translation of this Latin term is “from the beginning”, rendering it an apt name for our newsletter, which is aimed at putting forth a fundamental perspective on topical management-related issues.
Leadership Development: Should Your Firm Invest in Growing Its Leaders?kcbradley
This document discusses whether law firms should invest in developing leadership skills among their lawyers. It argues that while law firms have traditionally been reluctant to do so, there are now good reasons for firms to invest in leadership development. Specifically:
1) Recent high-profile law firm failures were at least partly due to poor leadership, demonstrating the importance of strong leadership for law firm success and survival.
2) Research shows that leadership development positively impacts employee performance, client acquisition and retention, profitability, and shareholder value in corporations. While law firms are different structures, their internal practices have become more hierarchical.
3) Critical leadership skills for law firm success include inspiring confidence, collaborating with employees, valuing learning,
Director of Talent Management at Hudson, Aaron McEwan and Dr. Ben Palmer, CEO of Genos International will lead a discussion presenting data on the current Australian business sentiment and initial findings from a global research project on essential ingredients in motivating your workforce.
This session will provide you with new insights on how ‘best in class’ organisations are improving productivity, growth and shareholder value.
This document discusses how leaders can build trust in the workplace in 3 key ways:
1) Effective communication practices like transparency, listening, and frequent information sharing.
2) Demonstrating strong character through integrity, humility, admitting mistakes, and congruence.
3) Balanced competence in both technical skills and leadership abilities, while also trusting other employees.
The article argues that rebuilding trust should be a priority for leaders, as high levels of trust can foster employee engagement, productivity, and organizational success, while low trust has negative financial and performance impacts.
Peak Performance Spring 2012 By Sargia Partners (2)SARGIA Partners
The document discusses the importance of leadership agility for business success in today's environment of constant change. It highlights that while most executives believe agility is essential, most companies acknowledge they are not agile enough. The document also discusses differences in coaching and learning preferences between younger and older generations. Finally, it provides survey results finding that while organizations view agility as important, most rate their own agility as only moderate and see opportunities for improvement.
The document discusses a coaching program called "Make Your Presence Felt in Boardrooms and Beyond" that aims to help executive women advance into leadership roles. It outlines the challenges women face in gaining leadership positions due to gender bias and notes that initiatives to support diversity alone are not enough. The program focuses on one-on-one coaching to help women embrace their power, develop their leadership brand, project confidence and credibility, navigate office politics, gain recognition, and achieve work-life balance. Key aspects of the coaching include claiming power, leadership identity, executive presence, political awareness, and visibility.
Committed to Growth White Paper BusinessTracey Ezard
This document discusses how to build collaboration and learning intelligence within an organization. It outlines three key pillars for organizational transformation: mindset, environment, and dialogue. It also presents a model with six stages of an organization's ability to create collaboration and growth, from corrosion to committed collaboration. Leaders are encouraged to assess where their organization currently falls on this spectrum and focus on strengthening the foundations of the three pillars to drive momentum and shift towards committed collaboration.
Great leaders inspire employees, build strong teams, communicate vision effectively, and empower others. An important quality of great leaders is their ability to build trust through integrity, competence, and open communication. Leaders differ from managers in that leaders facilitate change, focus on people, and challenge the status quo with a long-term vision. Developing an inspiring vision, valuing customers, removing obstacles, and empowering employees are keys to effective leadership.
The reluctance gap creates a barrier between every layer of functional leadership and collectively accounts for a substantial amount of 'missing' leadership capability. Addressing the gap allows leaders to be fully present and engaged and they can, in turn, build engaged teams
The document summarizes a roundtable discussion about raising the profile of in-house recruitment. Some of the key topics discussed include:
- Whether recruitment should report to HR or another department like marketing
- Getting talent attraction and recruitment prioritized at the board level
- The need for recruitment leaders to have influence within the organization
- Defining metrics and measuring the effectiveness and value of recruitment
The roundtable participants represented various sized companies and had differing views, but agreed more can be done to promote the value of in-house recruitment both internally and externally.
The document discusses the evolving role and skills required of modern CEOs. It notes that CEOs today face greater scrutiny and expectations to communicate frequently with employees, customers, and shareholders. They must have strong communication skills to articulate their vision and decisions. Additionally, CEOs need to empower others in the organization and create a culture of leadership to allow for speed and agility to address challenges. Successful CEOs exhibit traits like authenticity, empathy, and an ability to nurture talent so the organization can respond quickly when needed.
Lead from the Middle - Flip the Switch, Jazz Up Teams, Power InnovationMerom Klein
Executive summary of the book, Lead from the Middle. How to power past the limitations of top-down culture-shaping, innovation and transformation strategies. How to equip middle managers to step in, reach out, take charge and lift up fearful, reluctant or siloed partners.
MSBCoach partners with businesses to develop customized leadership and team workshops. The document lists numerous workshop topics that MSBCoach can provide, including conflict management, leadership communication, talent retention, and strategic planning. Assessment tools and certification programs are also available. The workshops aim to empower leaders and build high performance teams.
Skyfollow Mind The Gap stakeholder analysis in the age of social mediaChris Rigatuso
Discussion, Insight, Challenges, and Frameworks for considering alignment, collaboration, communication, and priorities, goals and ownership within the corporate context across roles, teams, divisions.
Strategy implementation management is an opportunity to develop leadership competencies in staff. It allows leaders to develop skills in four key areas: leading others through effective communication, influencing others, team building, and mentoring; leading performance and change through customer focus, process improvement, problem-solving, conflict management, creativity and vision development; leading the organization through human resource management and strategic thinking; and leading self through accountability and aligning values. Formal strategy implementation makes strategic thinking highly visible and provides real-life learning opportunities for leadership development.
This document discusses the importance of personal and interpersonal competence for leadership. It argues that subject matter expertise alone does not make a good leader, and that leadership requires competencies like self-awareness, social skills, and the ability to develop others. It also discusses how leaders can benefit from executive coaching or "sparring partners" to develop these competencies through self-reflection, honest feedback, and exploring their strengths and weaknesses. The document advocates for a focus on potential and resources rather than just fixing problems when developing leadership skills.
Dawn Frail of Eagle Vision - Overview and introductiondfrail
Overview of Eagle Vision and Dawn Frail, Speaker, Trainer and Consultant. Specializing in leadership development for women, and Myers-Briggs Master Practitioner.
The Repair of Trust Project was conducted between July and November 2011 to study trust in organizations. A team of academics and CIPD staff conducted interviews and focus groups with senior managers, HR managers, middle managers and lower level staff from various organizations. The project found that trust levels are influenced by workplace factors and leadership behaviors. Organizations with higher trust tended to invest more in their people through HR practices and communication. Leaders who maintained trust demonstrated integrity, took responsibility for decisions, treated people with dignity, and were accountable to employees.
Unlocking The Potential Of Frontline Mgrs Exec Briefing Sbpmother55
This document outlines six keys to unlocking the potential of frontline managers. The six keys are: 1) Identify employees with the capability and interest to be good managers. 2) Help managers understand their team's goals and roles. 3) Help managers understand the people they manage. 4) Help managers understand themselves and how they impact their people. 5) Don't assume managers know how or when to coach. 6) Minimize administrative work to give managers more time to develop people. The document emphasizes the importance of self-awareness, communication, and development for both managers and the people they manage.
People & Performance A/S is a consulting firm that provides recruitment, training, leadership development, and strategy services. It has a team of partners and consultants with expertise in areas like recruitment, HR processes, leadership, and strategy. The firm focuses on converting desired performance into behaviors that influence business results. It works closely with clients to understand their context, processes, culture and competencies to design customized solutions. People & Performance has experience working with companies globally, from small businesses to large corporations.
IGI-AIM Personal Branding Survey Report Jon Michail
- 93% of respondents said personal branding skills are necessary to be an effective manager. Support is highest among CEOs and lowest among team members.
- Over 1/3 of respondents rated their personal brand as average or below. 27% of senior managers also rated themselves average or below.
- 32% of respondents rated their CEO's personal branding skills as average or below.
- The top 5 personal branding skills seen as advantageous for career development are negotiation, networking, leadership development, presentation skills, and creative thinking. Sales and customer service ranked last.
This document proposes a pilot Latino Business Resource Group leadership program between The Hershey Company and ALPFA Institute. The 6-month program would provide online modules and assessments to Hershey Latino employees. Modules would cover the CTR leadership model and a Latino leadership model focusing on acquiring credibility, building trust, and earning respect. The program aims to help Latinos strengthen their leadership skills through individual development plans. ALPFA Institute would provide the proprietary content and assessments for $36,000, covering pre- and post-assessments of participants and 6 modules delivered over webinars from March to October 2014.
Mr. Surinder is an experienced senior executive who has led $2B businesses and global call center operations at companies like Verizon, McKinsey, and Capital One. He has held C-level roles running billion dollar P&Ls and large global functional groups. Mr. Surinder is now the Founder and CEO of CTR Factor and Head of Advisory Services at the ALPFA Institute of Executive Education. He has over 25 years of experience in multiple industries and is the author of an upcoming book on leadership.
The document provides a senior executive profile of Suri Surinder that details his substance, style, and potential for synergy. It summarizes his 26-year experiential trajectory spanning multiple industries and disciplines. It also outlines his educational background, leadership philosophy, key beliefs, success requirements, accomplishments across 18 assignments, and portfolio of over 50 successful projects.
CTR Factor is a business performance improvement company located in Wesley Chapel, Florida that provides advisory services, inspirational speaking, and workshop training focused on leadership assessment, executive coaching, revenue growth, expense reduction, customer experience, and employee inclusion. Their flagship keynote presentation is titled "Leading Without Leading" and explores the science of "gravitational leadership" by examining how leaders earn credibility, trust and respect from their followers through building results, relationships, resources, capabilities, character and competencies.
Gave a talk at StartCon about the future of Growth. I touch on viral marketing / referral marketing, fake news and social media, and marketplaces. Finally, the slides go through future technology platforms and how things might evolve there.
1) The document discusses the opportunity for technology to improve organizational efficiency and transition economies into a "smart and clean world."
2) It argues that aggregate efficiency has stalled at around 22% for 30 years due to limitations of the Second Industrial Revolution, but that digitizing transport, energy, and communication through technologies like blockchain can help manage resources and increase efficiency.
3) Technologies like precision agriculture, cloud computing, robotics, and autonomous vehicles may allow for "dematerialization" and do more with fewer physical resources through effects like reduced waste and need for transportation/logistics infrastructure.
Great leaders inspire employees, build strong teams, communicate vision effectively, and empower others. An important quality of great leaders is their ability to build trust through integrity, competence, and open communication. Leaders differ from managers in that leaders facilitate change, focus on people, and challenge the status quo with a long-term vision. Developing an inspiring vision, valuing customers, removing obstacles, and empowering employees are keys to effective leadership.
The reluctance gap creates a barrier between every layer of functional leadership and collectively accounts for a substantial amount of 'missing' leadership capability. Addressing the gap allows leaders to be fully present and engaged and they can, in turn, build engaged teams
The document summarizes a roundtable discussion about raising the profile of in-house recruitment. Some of the key topics discussed include:
- Whether recruitment should report to HR or another department like marketing
- Getting talent attraction and recruitment prioritized at the board level
- The need for recruitment leaders to have influence within the organization
- Defining metrics and measuring the effectiveness and value of recruitment
The roundtable participants represented various sized companies and had differing views, but agreed more can be done to promote the value of in-house recruitment both internally and externally.
The document discusses the evolving role and skills required of modern CEOs. It notes that CEOs today face greater scrutiny and expectations to communicate frequently with employees, customers, and shareholders. They must have strong communication skills to articulate their vision and decisions. Additionally, CEOs need to empower others in the organization and create a culture of leadership to allow for speed and agility to address challenges. Successful CEOs exhibit traits like authenticity, empathy, and an ability to nurture talent so the organization can respond quickly when needed.
Lead from the Middle - Flip the Switch, Jazz Up Teams, Power InnovationMerom Klein
Executive summary of the book, Lead from the Middle. How to power past the limitations of top-down culture-shaping, innovation and transformation strategies. How to equip middle managers to step in, reach out, take charge and lift up fearful, reluctant or siloed partners.
MSBCoach partners with businesses to develop customized leadership and team workshops. The document lists numerous workshop topics that MSBCoach can provide, including conflict management, leadership communication, talent retention, and strategic planning. Assessment tools and certification programs are also available. The workshops aim to empower leaders and build high performance teams.
Skyfollow Mind The Gap stakeholder analysis in the age of social mediaChris Rigatuso
Discussion, Insight, Challenges, and Frameworks for considering alignment, collaboration, communication, and priorities, goals and ownership within the corporate context across roles, teams, divisions.
Strategy implementation management is an opportunity to develop leadership competencies in staff. It allows leaders to develop skills in four key areas: leading others through effective communication, influencing others, team building, and mentoring; leading performance and change through customer focus, process improvement, problem-solving, conflict management, creativity and vision development; leading the organization through human resource management and strategic thinking; and leading self through accountability and aligning values. Formal strategy implementation makes strategic thinking highly visible and provides real-life learning opportunities for leadership development.
This document discusses the importance of personal and interpersonal competence for leadership. It argues that subject matter expertise alone does not make a good leader, and that leadership requires competencies like self-awareness, social skills, and the ability to develop others. It also discusses how leaders can benefit from executive coaching or "sparring partners" to develop these competencies through self-reflection, honest feedback, and exploring their strengths and weaknesses. The document advocates for a focus on potential and resources rather than just fixing problems when developing leadership skills.
Dawn Frail of Eagle Vision - Overview and introductiondfrail
Overview of Eagle Vision and Dawn Frail, Speaker, Trainer and Consultant. Specializing in leadership development for women, and Myers-Briggs Master Practitioner.
The Repair of Trust Project was conducted between July and November 2011 to study trust in organizations. A team of academics and CIPD staff conducted interviews and focus groups with senior managers, HR managers, middle managers and lower level staff from various organizations. The project found that trust levels are influenced by workplace factors and leadership behaviors. Organizations with higher trust tended to invest more in their people through HR practices and communication. Leaders who maintained trust demonstrated integrity, took responsibility for decisions, treated people with dignity, and were accountable to employees.
Unlocking The Potential Of Frontline Mgrs Exec Briefing Sbpmother55
This document outlines six keys to unlocking the potential of frontline managers. The six keys are: 1) Identify employees with the capability and interest to be good managers. 2) Help managers understand their team's goals and roles. 3) Help managers understand the people they manage. 4) Help managers understand themselves and how they impact their people. 5) Don't assume managers know how or when to coach. 6) Minimize administrative work to give managers more time to develop people. The document emphasizes the importance of self-awareness, communication, and development for both managers and the people they manage.
People & Performance A/S is a consulting firm that provides recruitment, training, leadership development, and strategy services. It has a team of partners and consultants with expertise in areas like recruitment, HR processes, leadership, and strategy. The firm focuses on converting desired performance into behaviors that influence business results. It works closely with clients to understand their context, processes, culture and competencies to design customized solutions. People & Performance has experience working with companies globally, from small businesses to large corporations.
IGI-AIM Personal Branding Survey Report Jon Michail
- 93% of respondents said personal branding skills are necessary to be an effective manager. Support is highest among CEOs and lowest among team members.
- Over 1/3 of respondents rated their personal brand as average or below. 27% of senior managers also rated themselves average or below.
- 32% of respondents rated their CEO's personal branding skills as average or below.
- The top 5 personal branding skills seen as advantageous for career development are negotiation, networking, leadership development, presentation skills, and creative thinking. Sales and customer service ranked last.
This document proposes a pilot Latino Business Resource Group leadership program between The Hershey Company and ALPFA Institute. The 6-month program would provide online modules and assessments to Hershey Latino employees. Modules would cover the CTR leadership model and a Latino leadership model focusing on acquiring credibility, building trust, and earning respect. The program aims to help Latinos strengthen their leadership skills through individual development plans. ALPFA Institute would provide the proprietary content and assessments for $36,000, covering pre- and post-assessments of participants and 6 modules delivered over webinars from March to October 2014.
Mr. Surinder is an experienced senior executive who has led $2B businesses and global call center operations at companies like Verizon, McKinsey, and Capital One. He has held C-level roles running billion dollar P&Ls and large global functional groups. Mr. Surinder is now the Founder and CEO of CTR Factor and Head of Advisory Services at the ALPFA Institute of Executive Education. He has over 25 years of experience in multiple industries and is the author of an upcoming book on leadership.
The document provides a senior executive profile of Suri Surinder that details his substance, style, and potential for synergy. It summarizes his 26-year experiential trajectory spanning multiple industries and disciplines. It also outlines his educational background, leadership philosophy, key beliefs, success requirements, accomplishments across 18 assignments, and portfolio of over 50 successful projects.
CTR Factor is a business performance improvement company located in Wesley Chapel, Florida that provides advisory services, inspirational speaking, and workshop training focused on leadership assessment, executive coaching, revenue growth, expense reduction, customer experience, and employee inclusion. Their flagship keynote presentation is titled "Leading Without Leading" and explores the science of "gravitational leadership" by examining how leaders earn credibility, trust and respect from their followers through building results, relationships, resources, capabilities, character and competencies.
Gave a talk at StartCon about the future of Growth. I touch on viral marketing / referral marketing, fake news and social media, and marketplaces. Finally, the slides go through future technology platforms and how things might evolve there.
1) The document discusses the opportunity for technology to improve organizational efficiency and transition economies into a "smart and clean world."
2) It argues that aggregate efficiency has stalled at around 22% for 30 years due to limitations of the Second Industrial Revolution, but that digitizing transport, energy, and communication through technologies like blockchain can help manage resources and increase efficiency.
3) Technologies like precision agriculture, cloud computing, robotics, and autonomous vehicles may allow for "dematerialization" and do more with fewer physical resources through effects like reduced waste and need for transportation/logistics infrastructure.
32 Ways a Digital Marketing Consultant Can Help Grow Your BusinessBarry Feldman
How can a digital marketing consultant help your business? In this resource we'll count the ways. 24 additional marketing resources are bundled for free.
Maximize your 360 with competency based micro-learning. ThinkWise hosted webinar highlights difference between 360 and performance management. 360s drive useful insights into personal development where performance management is always looking in the rearview mirror.
The document discusses an opportunity to create radical change in leadership through developing leaders' skills and mindsets. It describes Blue Sky's approach to leadership development, which focuses on developing competence, character, and creating behavioral change. Blue Sky's programs are focused on the essentials, deliver actual behavioral change, are measured and managed as a priority, and are owned and led internally. Their methodology engages leaders' heads and hearts through focused workshops and workplace learning to drive lasting change.
LEADERSHIP AND CORPORATE CHARACTER KNOW THE IMPORTANCE OF CORPORATE CHARACTERPROF. PAUL ALLIEU KAMARA
INTRODUCTION
WHAT IS CHARACTER
What is the definition of a character?
Britannica Dictionary definition of CHARACTER. 1. [Count]: the way someone thinks, feels, and behaves: someone's personality — usually singular. He rarely shows his true character—that of a kind and sensitive person.
Leadership vs Character
Great leadership is a combination of competence, character, and commitment. Character is an individual's unique combination of internalized beliefs and moral habits that motivates and shapes how that individual relates to others.
Why Character Matters in Leadership
Every leader wants to be successful. But sometimes, the results achieved come at the cost of character. Civil rights leader Martin Luther King Jr. suggested that the most dangerous person is likely gifted with reason but no morals. A blind passion for results damages a leader's reputation and the organization. Evidence from workplace studies on the benefits of character suggests that leaders with high character scores outperform others on company performance metrics. Leadership behaviors guide actions, but a leader's character determines how and if the leader acts. Great leadership is a combination of competence, character, and commitment. This article provides three practical steps to help you develop your character strengths and pass your next character test.
Why is Character Important to Your Success?
Leadership creates moments not defined by policy or procedures - situations where leaders have to choose between right and right.
Every day you make character decisions, consciously or unconsciously, such as between speed or quality and long-term or short-term results. The impact of these decisions either reinforces your team's desired or undesired thoughts, feelings, and behaviors.
Darkness cannot drive out darkness; only light can do that. Hate cannot drive out hate, only love can do that. Martin Luther King, Jr.
In a study of executive leaders and their organizations over a two-year period, CEOs who scored high on aspects of character had an average return on assets (ROA) of 9.35%, in contrast to CEOs with low ratings had a ROA of 1.93%.
Leadership character is shown to align the leader-follower relationship, increasing both leader and follower productivity, effectiveness, and creativity. Leadership character plays a vital role in unifying a team.
Followers will give more when they respect the leader's character. A focus on helping others is essential to providing effective strategic leadership. Also, character helps leaders navigate change more effectively.
Management MajorMajor WorkshopAgenda• Why a Ma.docxjessiehampson
Management Major
Major Workshop
Agenda
• Why a Management Major?
• Who we are
• Our major
• Where our students & graduates work
• Q&A
Conference Board & DDI
Why a Management Major?
Meeting Companies’ Top Challenges
Pe
rf
or
m
an
ce
S
ki
lls
Department Focus
• What:
• confidence, agility, consciousness, and analytical savviness for
the global business environment.
• How:
• Deep exposure to management knowledge
• mastery of critical analytical skills
• engagement in multiple developmental experiences
• Portfolio of real-world projects
• Result:
• Authentic, 360-degree leaders with a project based portfolio of
achievements
From Coach Billups:
“Going to management classes, learning about
different personality types and learning how to
interact in professional atmospheres … it’s
priceless… I would have never thought being a
business major and focusing on management
would help me become a basketball coach, but I
reflect on things I learned every day.”
Better learners, better leaders, better
stewards of the world – in action
Deep dive into management & leadership
With an emphasis on Consulting and/or
Strategic Leadership
Consulting Track Strategic Leadership Track
Learn AND Apply the latest in management and leadership
For a career anywhere in the world
Seek and Gain Skills such as:
- Self Awareness
- High Performing Teams
- Dispute Resolution & Negotiation
- Strategic Thinking
- Diversity & Inclusion
- Leadership
- Diagnosing Performance Problems
Recent Internships
Recent Full Time Jobs
Please connect …
Aimee Hamilton, PhD
Associate Professor
Daniels College of Business
[email protected]
Office: Daniels 464
mailto:[email protected]
Questions?
Management MajorAgendaSlide Number 3Performance SkillsDepartment FocusFrom Coach Billups: Slide Number 7Better learners, better leaders, better stewards of the world – in actionSeek and Gain Skills such as:Recent InternshipsRecent Full Time JobsPlease connect …Questions?
Rivera 1
Xenia Claribel Rivera
Prof. Lemmond
ENGL 102
04/13/20
Thesis
Prostitution should be legalized in order to have a better system fair for more parties, to prevent hazards to people involved in prostitution and to economically beneficiate from the sex industry.
Annotated Bibliography
Glazer, Sarah. “Decriminalizing Prostitution.” CQ Researcher by CQ Press, (2016,
April 15) library.cqpress.com/cqresearcher/cqresrre2016041500.
The document “Decriminalizing Prostitution” explores the issue of whether buying and selling sex should be legal or not. In it is found and examined a proposal from Amnesty International which suggests with strong statements and evidences that prostitution should be decriminalized worldwide in order to protect the ones involved in it. It also presents the opposing view which explains the cons of prostitution legalization and claims that both selling and buying sex should be penalized. A third approach, “the Nordic model” is defined and explained..
Effective leadership plays a critical role in creating a positive workplace culture. At the heart of this is the "leadership shadow," concept which refers to your capacity to shape your team members' perspectives through your actions, behaviours, and values.
Your values and behaviours invariably make an impression on your teams, and your employees are most likely to follow suit. As such, understanding the intricacies of your influence allows you to identify areas of improvement and ensure you build a positive leadership shadow.
As a leader, a well-defined and authentic leadership shadow is also an important step in your personal and professional growth, as it allows for better self-awareness and the ability to make more mindful and effective decisions.
In this deck, you'll learn seven (7) key tips on how you can improve or develop your leadership shadow.
You'll also learn;
· What the concept of a Leadership Shadow entails
· Goldman Sachs Leadership Shadow Model
· Prominent qualities of an effective Leadership Shadow.
The document discusses the importance of talent management for companies' global competitiveness. It highlights that top CEOs like Bill Gates and Jack Welch spend over 50% of their time recruiting and developing talent. Talent management involves identifying, developing, and retaining the best people. The CEO's role is crucial, as they are responsible for connecting people to the business vision, identifying top talent, and creating a learning culture where employees can continuously upgrade their skills. Effective talent management processes, like those at IBM, Volkswagen, and Shell, help companies develop diverse leadership pipelines and tie compensation to developing talent.
Why great leaders have a coach behind them Ray Williams
- Great leaders often fail due to unchecked egos and lack of self-awareness rather than lack of competence or skills
- Two-thirds of CEOs do not receive coaching, which can help enhance performance like athletes use coaches
- Coaching helps leaders develop soft skills like empathy, developing others, and commitment to social good
- An external coach can provide honest feedback to build self-awareness and help leaders overcome blind spots
The document discusses the seven deadly sins of talent management that can undermine an organization's ability to develop and retain top talent. The sins are: 1) Inept assessment, where managers fail to differentiate great talent from good; 2) Loose accountability, with underestimation of future leadership needs; 3) Tolerating protectionism that limits development across units; 4) Playing it too safe without challenging emerging leaders; 5) Settling for just good enough talent; 6) Failure to reinvent talent processes to fit the unique culture; and 7) Creating "credenza-ware" by treating talent reviews as annual events rather than ongoing processes. The article provides symptoms and solutions for addressing each sin.
A short presentation for business leaders who want practical ways to stop losing talented people. From Omnicor - Evidence Based Organisational Development Solutions
This document provides summaries of four New York Life employees who exemplify leadership qualities:
1) Philip Cavan started as a phone salesperson and worked his way up to Corporate Vice President through hard work and helping others realize their potential.
2) Maambo Mujala is an Actuarial Associate who leads by example and builds relationships between teams to improve collaboration.
3) Christopher Elson balances enforcing compliance rules with providing excellent customer service by treating all people with respect.
4) Serene Zegarelli keeps marketing team members focused and committed to projects through effective communication and motivation.
The book provides Jack Welch's guidelines for business success drawing from his experiences turning around GE. It covers developing a clear mission and values, hiring the right people, driving change, dealing with crises and competition. Welch emphasizes the need for candor, differentiating performance, and constantly challenging the status quo to win in the marketplace. The book aims to help readers succeed in their careers and companies.
Build winning teams - Matt Lock AssociatesMatt Lock
Coaching-led development for leaders and teams searching for uncommon levels of performance. We help you engage with the people and situations around you in more dynamic, effective and impactful ways.
This document introduces the Leadership Maturity Model as an alternative to traditional leadership competency models. It discusses some of the limitations of competency models, which focus only on individual skills and attributes rather than broader organizational factors. The Leadership Maturity Model takes a more holistic view of leadership by also considering the organizational culture, industry, and other contextual elements that influence a leader's effectiveness. The document suggests competency models provide an incomplete picture and that developing skills alone is not sufficient without addressing other systemic factors.
The document discusses leadership maturity and organizational leadership systems. It introduces the Leadership Maturity Model (LMM) as an alternative to competency models. The LMM examines both individual leaders and the organizational context/systems that enable leadership. It assesses 5 levels of leadership maturity based on mastery of underlying principles. The model takes a holistic view of variables that determine effectiveness and growth, similar to the Capability Maturity Model for software development.
ORGANIZATIONAL BEHAVIOUR& LEADERSHIP BY Enkeleda KAPLLANAJEnkeleda Kapllanaj
This document provides an overview of leadership topics including:
- Definitions of leadership and the task of developing leadership skills.
- Critical elements for an effective leadership development plan including feedback, understanding one's style, and targeted training.
- Common challenges modern leaders face such as increased travel, globalization, and changing workforce demographics.
- How leadership effectiveness can be reduced by behaviors like dominance and lack of emphasis on relationships.
- Statistics on the benefits of leadership coaching for both executives and their organizations.
- Evidence-based best practices leaders can use to boost morale and performance like removing low performers and accentuating the positive.
- The role of leaders in creating vision, urgency, values and culture within
In order to acquire authority rather than power, a person engages with people in a management or co-worker capacity using the master style and ideology known as scrum master. A decentralised organisational structure is present in the system. This type of master demands the employees who can easily interact with customers regarding business decisions. These employees are better able to make decisions on how to retain current customers and attract new ones since they are more engaged with the customer.
Leadership Capability Frameworks: Why You Need OneAcorn
A leadership capability framework outlines the capabilities required of leaders to achieve business objectives and creates a common language around effective leadership. It allows organizations to assess leadership potential, manage ongoing capabilities, and align leadership development with business strategy. Developing a framework involves refining business priorities, conducting a capability audit of current leaders, deciding the key capabilities needed, and defining both hard and soft capabilities. The framework guides talent selection, development, and ensures the organization has leaders who can achieve strategic goals.
CTR Factor is a consulting firm that provides leadership, diversity, and inclusion training and development solutions. It offers a collection of best practices through various Centers of Excellence and practices. These include solutions focused on the workforce, workplace, marketplace, and community. CTR Factor provides assessments, education, coaching, and digital offerings to support clients with implementing solutions across personal development, organizational development, and diversity and inclusion topics.
1. P.O. Box 7364
Wesley Chapel, FL 33545
855.287.7658
info@ctrfactor.com
www.ctrfactor.com
CTR FACTOR
Business Performance Improvement
Advisory Services
Inspirational Speaking
Workshop Training
Leadership Assessment
Executive Coaching
Execution Services
Revenue Growth
Expense Reduction
Customer Experience
Employee Inclusion
Leading Without Leading
2. ctr factor leadership
THE SCIENCE OF LEADING WITHOUT LEADING
Leadership is traditionally regarded as tough terrain to master, with many heuristics and
homilies, but few scientific principles. Most of these treatments of leadership miss the
fundamental, counter-intuitive truth – great leaders don’t lead. Instead, they get others
to want to follow,. Leadership is the ultimate, magnificent act of free will on the part of
those who follow, and the awesome, magical secret of great leaders is that they have
figured out how to make that act happen consistently and predictably. CTR Factor
explores the science of gravitational leadership by examining the currencies that need to
be earned (Credibility, Trust & Respect), assets that need to be built (Results,
Relationships, & Resources), and investments that need to be made (Capabilities,
Character, & Competencies). This flagship keynote product from CTR Factor takes
audiences on a fascinating personal leadership journey of experiential learning that
transformed the speaker from cab driver to senior executive. The lessons learned along
the way are woven into a radically different leadership model, and leveraged to derive
specific leadership techniques that can be used the next day. Entertaining story-telling and
insightful model-building at its scintillating best.
women in leadership
LEVERAGING GENDER BASED STRENGTHS
Traditional approaches to women’s leadership have focused on how to navigate a world
that is still governed by guidelines skewed towards a different gender. However, these
INSPIRATIONAL SPEAKING approaches miss a key realization. Women’s natural, intuitive leadership styles are
actually better suited to the needs of the 21st century workplace and workforce than
traditional male approaches. This session seeks to harness the power of women’s
CTR FACTOR LEADERSHIP divergences and differences to create a competitive and sustainable workplace advantage
when it comes to leadership impact and outcomes in 3 specific areas, based on the CTR
Factor leadership model: results delivery, relationship building & resource acquisition. This
WOMEN IN LEADERSHIP paradigm pulverizing session takes the audience through 4 sequential modules of
leadership that build on their natural inclinations and talents: philosophy, strategies,
BOARD LEADERSHIP techniques, outcomes. You will never think the same way again after this session, and you
will not compromise your authentic self again ever. And you will find that it is working for
you. CTR Factor women get the corner office.
SALES LEADERSHIP
board leadership
CUSTOMER SERVICE LEADERSHIP
MAXIMIZING CREDIBILITY, TRUST, & RESPECT
BRAND LEADERSHIP Board governance is a perennially hot topic because of its critical importance for the
sustained success of the enterprise. Customary approaches to this topic include
exhortations around transparency, independence, protection, and succession. While these
ENTREPRENEURIAL LEADERSHIP are important aspects of Board physiology, they miss the fundamental driver of Board
effectiveness – how well do they earn Credibility, Trust and Respect from their
LEADERSHIP IN TEACHING stakeholders. CTR Factor looks at Boards through this clarifying lens to establish and
assess their performance: Credibility through Examining functions, Trust through Enabling
functions, Respect through Envisioning functions. Within each of these categories, CTR
PARENTAL LEADERSHIP Factor looks at 15 mutually exclusive, collectively exhaustive aspects of Board
performance. When we are done, you will have a superb approach to assessing what
LEADERSHIP IN RELATIONSHIPS areas of strength and opportunity exist for your Board, and how to address them.
Leading Without Leading
3. BEEN-THERE-DONE-THAT INSIGHTS
We are not traditional speakers and
consultants. We are real-world savvy
practitioners who have run billion dollar
P&Ls for Fortune 50 companies
HERE’S-THE-BEEF OUTCOMES sales leadership
We don’t just speak or advise. We have a THE SCIENCE OF SELLING WITHOUT SELLING
track record of delivering tangible,
significant, immediate outcomes. Selling is pervasive in our lives. We are selling all the time, whether we are officially
salespeople or not, and whether we realize it or not. Yet, selling is not universally
TIL’-DEATH-DO-US-PART PRINCIPLES appreciated. People hate to be sold. But, they love to buy. The best salespeople have
We don’t morph into anything we need figured this out. They don't sell as much as they influence their buyers’ behavior. How do
to be to make money. We are passionate they do that? By earning 3 currencies from their prospects - Credibility, Trust, and
evangelists for CTR Factor leadership. Respect. Great salespeople, instinctively or deliberately, exercise CTR Factor leadership
skills instead of focusing on selling. The sale becomes an automatic outcome once there is
TAILORED-TO-FIT SOLUTIONS a focus on the right behaviors. The behaviors of building the assets of Results,
Relationships, and Resources, and the behaviors of making strategic investments in
We don’t provide off-the-shelf hammers
Capabilities, Character, and Competencies. This session explains the techniques of
and look for nails. We customize our
solutions to address your pain points & acquiring the 3 currencies, building the 3 assets, and making the 3 investments that result
opportunities. in automatic sales. After you participate in this session, you will never sell again, and sell
like crazy all at the same time.
PART-OF-THE-FAMILY PARTNERSHIP
We don’t act like external vendors. We
invest in understanding you & blend into customer service leadership
your organization. IT IS NOT THE SCREWING UP, IT IS THE MAKING UP
DOG-WITH-BONE FOLLOW THROUGH Did you know that there is no statistically significant difference between the number of
disagreements in a successful marrriage and an unsuccessful one? But there is a
We don’t fly in like seagulls, unload, and
leave. We are maniacs about finishing significant difference in the way those disagreements are resolved? What applies to
what we started marital relationships also applies to customers. You can screw up with customers, but if
you resolve those screw-ups effectively, your customers will rate you even higher than if
they had blip-free service in the first place. But how do you do that? CTR Factor provides a
simple, effective framework across all key constituencies to provide consistently excellent
customer experiences by focusing on the right behaviors. Behaviors that earn Credibility,
Trust, and Respect, regardless of the situation. Defuse tough complaints, recover
relationships, and build the right level of engagement with customers by adopting the
simple techniques taught in this program. Customer service has been proven to be a
critical driver of enterprise profitability and growth through loyalty, cross-sell, and referral
behaviors. But it is not easy to accomplish across all channels, all products, all employees
and all customers. That will change after you attend this session. Guaranteed.
Leading Without Leading
4. brand leadership
WHAT IS YOUR BRAND CTR FACTOR?
Brand leadership is the fuzziest of fuzzy concepts. Wanna go from fuzzy to
fizzy in 2 hours? Look through the CTR Factor lens. Brand leadership =
Brand Credibility + Brand Trust + Brand Respect. How do you acquire
those three currencies? You will need to attend this session to find out,
but here is a hint. Do you deliver distinctive, consistent Results? Do you
build dependable, caring Relationships? Do you demonstrate superior,
relevant Resources? If so, you will impact downstream cognitive variables
like awareness, understanding, and interest, affective variables like belief,
liking, and intent, and behavioral variables like purchase, loyalty, and
referrals. But what are the antecedent variables to Brand Credibility,
Trust, and Respect, you ask? Can't give everything away here. But, rest
assured, you wil have the keys to the kingdom when we are done.
entrepreneurial leadership
LEVERAGING YOUR CTR FACTOR FOR SUCCESS
Being an entrepreneur is easy. Being a successful entrepreneur is tough.
We know. We have looked at entrepreneurship from both sides now,
from win and lose, and from up and down, to quote Neil Diamond. You
know the difference maker we discovered between success and failure as
an entrepreneur? Building respect with investors, customers, and
employees by being the smartest person in the room on the space you
are in. Building trust with the same constituencies by demonstrating
character. Building credibility with the usual suspects by delivering
results. Where do you stand on these dimensions with these key
stakeholders, and what can you do to improve your scores? You will find
out the answers to those questions in this session. Just make sure and
remember us when you become the next Bill Gates, and cut us in for 1%.
Leading Without Leading
CTR FACTOR
P.O. Box 7364
Wesley Chapel, FL 33545
855.287.7658
info@ctrfactor.com
www.ctrfactor.com