Companies, mergers and investments don't fail because of lousy products - it's culture and behaviour that determine distinction! Make your company, merger or investment stand out sustainably by focussing on what really matters: the people and their behaviour!
A short one hour presentation looking at the 5 biggest myths of employee development including performance management and talent management which are ineffective if not destructive in terms of creating a high functioning workplace. Too many businesses subscribe to these myths.
The work-life balance training program includes the following solutions to better help manage stress, time and personal and professional balance.
• Work life Balance defined: what it means, what it doesn't mean
• Achievement and Enjoyment as the basis for life-time goals
• Accepting responsibility for your own work and life results
• Staying in focus despite interruptions
• A method for staying in balance every day
• Improved productivity through quick and effective planning and organization • Connecting daily activities to work-life goals
• Strategies that improve team communication
• Effectively adjusting your work-life balance over time
Managing Remote Teams (Comprehensive) PowerPoint Presentation 146 slides wit...Andrew Schwartz
Managing Remote Teams (Comprehensive) PowerPoint Presentation
146 slides with Participant Handout
Today more and more companies are switching from in-house to remote teams. As the work structure changes, so are the skills required to ensure your remote team stays motivated, productive, and on track. Remote teams are teams that work outside the traditional office that may be separated by time or space and work through electronically linking into the organization.
PowerPoint Presentation Content Slides Include:
• Learning objectives for this presentation
• Definition/s of remote teams
• Etymology of remote teams (3 points)
• Crossing boundaries (4 points)
• Types of remote teams (8 points)
• Traditional work vs. remote work (10 points)
• Benefits of remote teams (9 points)
• Potential drawbacks to remote teams and how to combat them (10 slides)
• How to choose the right remote employee (9 points)
• Training and orientating remote employees (7 points)
• Communication tools (15 slides)
• Specific communication tools (7 slides)
• How to best communicate virtually (15 points)
• Building trust virtually (8 points)
• Creating a positive remote team culture (6 points)
• Creating accountability (6 slides)
• Trust in remote teams (12 points)
• Conflict in remote teams (11 slides)
• Things remote workers want their managers to know
• Tips for managing global teams
• Actions steps (16 points)
Best of all, our PowerPoint Presentations are Royalty-Free, so you may Use Them Over and Over Again. You may edit, add, delete and tailor these presentations to your specific audience and style.
How to build High Performance Culture
Content: Why, How & Reward of High Performance Culture
presented in Indonesia HR Expo 2015
Jakarta, 11 Dec 2015
by Erwin Muniruzaman
Virtual team management is the ability to organize and coordinate with effect a group whose members are not in the same location or time zone, and may not even work for the organization. The predictor of success is–as always–clarity of purpose. But, virtual team management requires deeper understanding of people, process, and technology, and recognition that trust is a more limiting factor compared with face-to-face interactions.
What are the eight characteristics of high performing teams? How can leaders impact on these eight areas? This session looks at some practical and easy to implement tools for team leaders to improve the performance of their team.
Gugin's Cultural Due Diligence will help you identify the cultural DNA of your organisation. When completed:
- You will know how to recruit people that fit into the corporate culture.
- You will know how well your corporate culture supports the current strategy and values.
- You will have a very powerful leadership tool when changing direction of your organisation.
- You will know what to focus on in a merger or acquisition situation.
A short one hour presentation looking at the 5 biggest myths of employee development including performance management and talent management which are ineffective if not destructive in terms of creating a high functioning workplace. Too many businesses subscribe to these myths.
The work-life balance training program includes the following solutions to better help manage stress, time and personal and professional balance.
• Work life Balance defined: what it means, what it doesn't mean
• Achievement and Enjoyment as the basis for life-time goals
• Accepting responsibility for your own work and life results
• Staying in focus despite interruptions
• A method for staying in balance every day
• Improved productivity through quick and effective planning and organization • Connecting daily activities to work-life goals
• Strategies that improve team communication
• Effectively adjusting your work-life balance over time
Managing Remote Teams (Comprehensive) PowerPoint Presentation 146 slides wit...Andrew Schwartz
Managing Remote Teams (Comprehensive) PowerPoint Presentation
146 slides with Participant Handout
Today more and more companies are switching from in-house to remote teams. As the work structure changes, so are the skills required to ensure your remote team stays motivated, productive, and on track. Remote teams are teams that work outside the traditional office that may be separated by time or space and work through electronically linking into the organization.
PowerPoint Presentation Content Slides Include:
• Learning objectives for this presentation
• Definition/s of remote teams
• Etymology of remote teams (3 points)
• Crossing boundaries (4 points)
• Types of remote teams (8 points)
• Traditional work vs. remote work (10 points)
• Benefits of remote teams (9 points)
• Potential drawbacks to remote teams and how to combat them (10 slides)
• How to choose the right remote employee (9 points)
• Training and orientating remote employees (7 points)
• Communication tools (15 slides)
• Specific communication tools (7 slides)
• How to best communicate virtually (15 points)
• Building trust virtually (8 points)
• Creating a positive remote team culture (6 points)
• Creating accountability (6 slides)
• Trust in remote teams (12 points)
• Conflict in remote teams (11 slides)
• Things remote workers want their managers to know
• Tips for managing global teams
• Actions steps (16 points)
Best of all, our PowerPoint Presentations are Royalty-Free, so you may Use Them Over and Over Again. You may edit, add, delete and tailor these presentations to your specific audience and style.
How to build High Performance Culture
Content: Why, How & Reward of High Performance Culture
presented in Indonesia HR Expo 2015
Jakarta, 11 Dec 2015
by Erwin Muniruzaman
Virtual team management is the ability to organize and coordinate with effect a group whose members are not in the same location or time zone, and may not even work for the organization. The predictor of success is–as always–clarity of purpose. But, virtual team management requires deeper understanding of people, process, and technology, and recognition that trust is a more limiting factor compared with face-to-face interactions.
What are the eight characteristics of high performing teams? How can leaders impact on these eight areas? This session looks at some practical and easy to implement tools for team leaders to improve the performance of their team.
Gugin's Cultural Due Diligence will help you identify the cultural DNA of your organisation. When completed:
- You will know how to recruit people that fit into the corporate culture.
- You will know how well your corporate culture supports the current strategy and values.
- You will have a very powerful leadership tool when changing direction of your organisation.
- You will know what to focus on in a merger or acquisition situation.
The following slide presentation is from the Spring 2011 series of “Introduction to Social Enterprise” workshops by Enterprising Non-Profits (enp). Enp offers these workshops throughout British Columbia (Canada) every spring and fall.
The workshop presentation defines social enterprise, provides examples of social enterprises in British Columbia, describes the business development path, and explains enp’s granting program and grant application process.
For more information on enp, go to www.enterprisingnonprofits.ca
In the world of human resources and the battle for talent, “It is all about that CULTURE.” It seems like every few years or when there is a major shift in the organization someone in leadership starts to ask about the state of the corporate culture and a team is put in place to revamp or fine tune it. Many academicians, HR professionals and business leaders have spent countless hours trying to figure out how to fix or reinvent the corporate culture. In this this Spotlight webinar, we will explore why efforts fall short, what the trends are and how you can create alignment and expand ownership. Finally, we will leave you with a one-pager that will help guide you through your journey in tweaking your corporate culture.
This webinar will cover:
Why corporate culture initiatives fail or fall short.
The seven major workplace trends that will impact your company culture.
How to leverage internal resources to identify, embrace and reinvigorate your company culture.
How organizations can align diversity and inclusion to support corporate culture transformation.
Business strategy is an attention getterespecially when it .pdfjaipur2
Business strategy is an attention getterespecially when it changes. For instance, when
organizations move from tried-and-true, its always worked growth to innovation and globalization,
instant chaos can occur. Other strategy changes related to mergers and acquisitions, a new CEO
coming on board with different priorities, and nimble competitors popping up that must be
challenged are some other examples of the clear need for a change in strategy. What isnt always
so obvious is the fact that unless company culture supports the new strategy, organizations can
struggle or even fail to adapt to these changes.
A companys culture is embedded in its DNA. It grew up along with the company and is rooted in
values, beliefs, and behaviors. Culture owns the power over strategy. People are the reason
strategies succeed or fail, and culture controls and moderates behavior across the entire
workforce. If people are not aligned with the right values, beliefs, and behaviors that support the
new strategy, they will be working against themselves and the company. Not only will they be
frustrated, but the best people also often will leave, which puts the new strategy at further risk.
Do Companies Realize This?
In a July 2014 Korn Ferry survey of more than 500 global respondents, 72 percent said they feel
culture is extremely important to organizational performance, but only 32 percent said their
organizational culture aligns to a great extent with their business strategy. The survey also showed
that despite the high ranking in importance, only 25 percent believe they have identified and
communicated their culture to a great extent, and only 35 percent believe their employees are able
to articulate their culture to a great extent.
The concept of organizational culture has never been more critical or more complex, and the
pressures of change make it imperative to bottom-line results; yet companies struggle and
understandably so. When things are going well, organizational leaders may not consider why or
how culture plays a role. Its often only when things are not working or when differences in cultures
surfacesuch as in mergers and acquisitionsthat culture comes to the forefront. For example, it can
be easy for people to start blaming one another for being difficult or doing it wrong or judging
others as less productive, less driven, or unorganized during a merger or acquisition. The reality is
that those differences usually are driven by cultural differences, and each legacy group is living out
its sense of this is how we work while not understanding how the other culture differs. Differences
are not wrong or right; theyre just different. Although company leaders usually understand the
importance of culture, it can be very challenging to self-diagnose the current situation and
determine what culture would be ideal to take them where they need to go. They also may fear
losing the core DNA that gives an organization its identity, which is why its important to realize t.
Are you seeking culture change? Need to transform toxic habits keeping your change or business effort stuck? This complimentary Culture Toolkit Sampler outlines 4 stages to transform culture, retain great people, align teams, and lead change.
Organizational Culture for Strategic PerformanceDaniela Kaneva
The best predictor for success of your operations is the human factor. Learn how you can measure your Organizational Culture and what you can do with it in order to align it with Strategy.
Your Culture Shapes What Your Business BecomesBill Thomas
Your organization’s culture is not what your CEO or executive team believes it is or proclaims it to be. It’s what your employees, customers and investors believe it to be. This article discusses three keys to shaping a culture that aligns with the business, rather than letting one’s culture determine the business.
ImaginativeHR's e-bulletins explore what's new and innovative in HR and talent management.
We are delighted to include you in the distribution of the December 2015 ImaginativeHR e-bulletin.
In this lesson you learned about the the challenges of strategic management. You learned that internationalization, e-commerce, knowledge and learning all present unique challenges to strategic management. You also learned that executing strategy is an operationally-driven activity.
"Motivation: A different perspective" is written based on various literature review on sustainability of performance - organisational culture/behaviour/creativity/ people processes, motivation etc. It brings two specific perspectives: "SPLITS & CARE". My recent interaction with Balaji Prof C who has developed an interesting process known as "Causing Incredible Performance" with remarkable impact on people and organisations - mainly focusing on rewiring their internal voices has further validated my perspectives. Kindly provide your insights on it.
Harmonizing Cultures: The Key to Successful Post-Acquisition Integrationcapivisgroup
In the throbbing commercial environment of North Carolina (NC), which presents several opportunities for growth and expansion, mergers and acquisitions are commonly utilized as strategies for achieving business growth and market consolidation. However, harmonizing cultures is often a challenge in post acquisition integration NC. In Raleigh, the heart of NC's thriving business community, companies stepping into M&A must prioritize cultural alignment to ensure a smooth integration process that leads to sustained success. This blog outlines proactive strategies for organizations to stay ahead of potential risks through extensive planning and cooperation with management consulting experts.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
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Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
1. White paper Kroese Cultural Due Diligence Since all your competitors are smart, they will have made similar strategic choices in their market approach. How does your organisation realise a sustainable difference? Competitive advantage is about distinction.
10. Culture drives distinction CORPORATE CULTURE MANAGEMENT CULTURE BRANDING & MARKET COMMUNICATION do they know us? COMPETITIVE EDGE (KROESE DISTINCTION INDEX ®) recognition DISTINCTION DRIVERS innovation sales brand image do they prefer us? do they buy from us? is our portfolio developing well? BEHAVIOUR do we feel involved? internal leadership creativity cooperation are we an effective team? do we have enough successful ideas are we making progress?