Coaching Skills for Your Managers and Leaders - Webinar 10.21.14BizLibrary
The document discusses coaching skills for managers and leaders. It outlines that coaching is important for improving business results and employee engagement. Effective coaching involves building relationships, setting goals and priorities, and improving performance. Coaching models and a coaching process are presented to help assess performance, develop improvement plans, and deliver targeted coaching to employees. Communication, performance management, business acumen, and emotional intelligence are key skills for coaches.
The document discusses the importance of strategy execution for organizations. It states that execution is the major responsibility of business leaders and requires understanding the business, people, and environment. The leader must be deeply involved in execution through substance and details. Execution must be embedded in the culture through rewards and norms. The leader's essential behaviors for execution include knowing the people and business, insisting on realism, setting clear goals, following through, delegating and rewarding, coaching to expand capabilities, and knowing oneself. Creating an execution culture involves clearly communicating expectations and measuring/rewarding results. The right people process is crucial, with a focus on hiring, developing leadership pipelines, and addressing non-performers. The operational process provides the path to link strategy
This document outlines the agenda and content for a coaching skills workshop for managers. The workshop will address coaching fundamentals like the differences between coaching, mentoring and training. It will cover coaching principles such as learning styles and barriers. Various coaching methods like the GROW model and giving feedback will be taught. The workshop aims to provide managers with the skills to effectively coach their employees to improve performance.
The document discusses the role and responsibilities of a manager as a coach. It outlines that coaching involves helping employees improve their performance, managing the work environment, providing feedback, shaping values, and building teams. Effective coaching skills include giving competent feedback, demonstration, advising, instruction, and recognition. As a coach, a manager shapes behaviors and develops people, not just teaches skills, by focusing on progression toward goals.
Developing the Coaching Skills of Your Managers and Leaders [Webinar 04.13.16]BizLibrary
What are the obligations of managers? The answer to this question varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma. Managers may have to perform well, depending upon a variety of situations at various places along a continuum, ranging from ensuring employees comply with established processes and procedures at one end, to career development and skill improvement towards the other end. Who’s to say which of the outcomes is more or less important? In fact, we’d probably agree that the outcomes suggested by such a continuum are all important depending upon the situation. With so many possible outcomes and objectives legitimately competing for our managers’ attention, are there a set of uniform skills or competencies we can use to guide our managers ongoing training and development? In this webinar you'll learn:
Why coaching skills are important for your managers, leaders and organization
What is coaching and how to apply key skills to align with specific employees and situations
An overview of traditional coaching models and what you can do to improve them
How we can get managers to make time to coach
A "coaches toolkit" that includes emerging competencies for managers and leaders
The key difference between coaching and mentoring
www.bizlibrary.com
This document provides guidance on setting basic Key Performance Indicators (KPIs) for employees. It begins with an introduction of the author, Linda S. Wirawan, who has 20 years of experience in the banking industry. The document then discusses the importance of setting KPIs and outlines a 5-step process: 1) Review business goals and objectives, 2) Analyze current performance, 3) Set short-term and long-term KPI targets, 4) Review targets with your team, and 5) Review progress and readjust targets as needed. It emphasizes that KPIs should follow the S-M-A-R-T rule by being specific, measurable, achievable, relevant, and time
1. Talent management merupakan bagian penting dari pengembangan kompetensi organisasi dengan tujuan memperkuat kompetensi inti perusahaan untuk menjaga keunggulan bersaing di masa depan.
2. Talent management berfokus pada identifikasi, pengembangan, dan pemeliharaan karyawan berkinerja tinggi pada posisi kunci melalui proses pemetaan talent, pengembangan program, mentoring, dan retensi talent.
3. Pengukuran
This document provides information about Seta A. Wicaksana, including their professional background and qualifications. They are a business psychologist, founder and director of consulting firms, a professor, author of several books, and hold additional certifications. The document lists their educational background and positions held at various universities and organizations.
Coaching Skills for Your Managers and Leaders - Webinar 10.21.14BizLibrary
The document discusses coaching skills for managers and leaders. It outlines that coaching is important for improving business results and employee engagement. Effective coaching involves building relationships, setting goals and priorities, and improving performance. Coaching models and a coaching process are presented to help assess performance, develop improvement plans, and deliver targeted coaching to employees. Communication, performance management, business acumen, and emotional intelligence are key skills for coaches.
The document discusses the importance of strategy execution for organizations. It states that execution is the major responsibility of business leaders and requires understanding the business, people, and environment. The leader must be deeply involved in execution through substance and details. Execution must be embedded in the culture through rewards and norms. The leader's essential behaviors for execution include knowing the people and business, insisting on realism, setting clear goals, following through, delegating and rewarding, coaching to expand capabilities, and knowing oneself. Creating an execution culture involves clearly communicating expectations and measuring/rewarding results. The right people process is crucial, with a focus on hiring, developing leadership pipelines, and addressing non-performers. The operational process provides the path to link strategy
This document outlines the agenda and content for a coaching skills workshop for managers. The workshop will address coaching fundamentals like the differences between coaching, mentoring and training. It will cover coaching principles such as learning styles and barriers. Various coaching methods like the GROW model and giving feedback will be taught. The workshop aims to provide managers with the skills to effectively coach their employees to improve performance.
The document discusses the role and responsibilities of a manager as a coach. It outlines that coaching involves helping employees improve their performance, managing the work environment, providing feedback, shaping values, and building teams. Effective coaching skills include giving competent feedback, demonstration, advising, instruction, and recognition. As a coach, a manager shapes behaviors and develops people, not just teaches skills, by focusing on progression toward goals.
Developing the Coaching Skills of Your Managers and Leaders [Webinar 04.13.16]BizLibrary
What are the obligations of managers? The answer to this question varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma. Managers may have to perform well, depending upon a variety of situations at various places along a continuum, ranging from ensuring employees comply with established processes and procedures at one end, to career development and skill improvement towards the other end. Who’s to say which of the outcomes is more or less important? In fact, we’d probably agree that the outcomes suggested by such a continuum are all important depending upon the situation. With so many possible outcomes and objectives legitimately competing for our managers’ attention, are there a set of uniform skills or competencies we can use to guide our managers ongoing training and development? In this webinar you'll learn:
Why coaching skills are important for your managers, leaders and organization
What is coaching and how to apply key skills to align with specific employees and situations
An overview of traditional coaching models and what you can do to improve them
How we can get managers to make time to coach
A "coaches toolkit" that includes emerging competencies for managers and leaders
The key difference between coaching and mentoring
www.bizlibrary.com
This document provides guidance on setting basic Key Performance Indicators (KPIs) for employees. It begins with an introduction of the author, Linda S. Wirawan, who has 20 years of experience in the banking industry. The document then discusses the importance of setting KPIs and outlines a 5-step process: 1) Review business goals and objectives, 2) Analyze current performance, 3) Set short-term and long-term KPI targets, 4) Review targets with your team, and 5) Review progress and readjust targets as needed. It emphasizes that KPIs should follow the S-M-A-R-T rule by being specific, measurable, achievable, relevant, and time
1. Talent management merupakan bagian penting dari pengembangan kompetensi organisasi dengan tujuan memperkuat kompetensi inti perusahaan untuk menjaga keunggulan bersaing di masa depan.
2. Talent management berfokus pada identifikasi, pengembangan, dan pemeliharaan karyawan berkinerja tinggi pada posisi kunci melalui proses pemetaan talent, pengembangan program, mentoring, dan retensi talent.
3. Pengukuran
This document provides information about Seta A. Wicaksana, including their professional background and qualifications. They are a business psychologist, founder and director of consulting firms, a professor, author of several books, and hold additional certifications. The document lists their educational background and positions held at various universities and organizations.
The document discusses the process for conducting talent reviews within an organization. It explains that talent reviews are used to analyze talent through tools like personal appraisal forms and competency assessments in order to make accurate decisions to improve talent development on a large scale. It outlines the 7 step process for conducting talent reviews which includes collecting performance assessments and competency data, analyzing it, developing talent review reports and recommendations, and following up on action plans to restructure, provide learning and development, and recruit to support organizational strategies.
This document discusses strategies for success in teamwork. It defines a team as a group of people organized to work together to meet customer needs and accomplish goals. Effective teamwork results in better outcomes, increased efficiency, better ideas, mutual support and a sense of accomplishment. The key strategies for effective teamwork include building trust among team members, mastering conflict by engaging in debate, achieving commitment through input, embracing accountability, and focusing on collective results over individual objectives. Different team roles are identified, including the leader who establishes values and goals, and other roles like initiators who suggest ideas and recorders who document them. Working as a cohesive team can produce performance, accomplishments, and growth.
The document discusses learning and development planning for organizational effectiveness. It outlines both long-term and short-term learning strategies, including developing a robust culture through onboarding and leadership development programs, ensuring leadership continuity through talent management and succession planning, and focusing on technical and soft skills training. It also provides details on an organizational learning plan that spans five years and covers areas like strategic learning, execution, culture, structure, leadership, and talent development.
When faced with an opportunity to take on a stretch assignment, new role, or promotion, what’s your reaction? Be Leaderly surveyed more than 1,500 professionals to find out what it takes to say “yes” with confidence. In this webinar, learn what we discovered—and how you can prepare to step up to your next big career opportunity.
Guest speakers:
Shuchi Sharma, Global Vice President and Leader of Gender Intelligence at SAP and Robert F. Solomon Jr., Director of Culture and Engagement, Lowe’s Companies, Inc.
This document summarizes the benefits of using OKR (Objectives and Key Results) goals for companies. It states that OKRs help align employees, focus effort on key priorities, improve communication, create transparency, and establish measurable progress indicators. Research shows companies that use goals see higher performance, better employee engagement, clearer priorities for employees, and more alignment. The document promotes Atiim, an OKR platform, as a way for mid-market companies to achieve maximum performance through goals-based alignment and management.
GROW is one of the effective coaching models which is used for coaching high performance team or individual in earlier days, now it is been used by Corporate and business coaching.
Courtney McFarlane is a cross-cultural and leadership management consultant with over 10 years of experience managing global teams across several international markets including Australia, the UK, and East Asia. She has worked with corporations, governments, academics, and multinationals at all levels from front-line staff to C-suite executives. McFarlane helps clients address problems outside the scope of business such as building more cohesive work teams, improving performance reviews, and gaining credibility across markets. Her approach focuses on differentiating individual from cultural differences and paying attention to details when working with global teams.
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Employee training is fluid, dynamic and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies.
Competency-based training links individual performance to the goals of the organization.
A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives.
In this webinar, you will learn:
Why a sharp focus on key competencies is more important than ever.
The key characteristics of best-in-class competency-based training programs.
A straightforward seven step process any organization can use to implement competency-based training starting today.
Researchers at Google analyzed data from their own teams to identify five key traits of successful teams: psychological safety, dependability, structure and clarity, meaning of work, and impact of work. The document then provides tips for building these traits through fostering an organizational culture that promotes them and by holding regular professionally-led team building sessions that are engaging, meet business objectives, teach new skills, and are fun.
This document appears to be a presentation on leadership. It discusses how leadership can be learned rather than being an innate quality. It covers several topics related to leadership such as the changing global environment, necessary leadership skills, different leadership styles, and what research says about effective leadership. The presentation provides examples and advice from various leaders throughout history. The overall message is that leadership skills can be developed through training, self-evaluation, and learning from others.
The document discusses Bruce Tuckman's model of group development, which outlines 4 stages that teams progress through: forming, storming, norming, and performing. It also discusses the Hersey-Blanchard Situational Leadership Model and how it aligns with Tuckman's model. Each stage involves certain behaviors, leadership actions, and tasks for individuals. The goal is for teams to progress through each stage to become high-performing.
The document discusses the differences between leadership and coaching, providing definitions of each from various experts. It also outlines different coaching models and key coaching skills, including listening, questioning, and being an enabler of answers. The document provides guidance on using coaching skills like the GROW model and gives tips on effective listening and reading body language.
This document provides an overview of coaching and management development. It begins with introductions and ground rules for the training. It then discusses definitions of coaching, the origins of the term, and different types of coaching. A review of the coaching literature covers a brief history, purposes, and recent areas of focus. Factors that influence coaching include the state of coaching, reasons organizations use it, external influences, and hindrances. The document also discusses adopting best practices, an international perspective on coaching, and forecasts how coaching may evolve in the future. It emphasizes that coaching success depends on factors like culture, attitudes, and coach qualifications.
This document provides templates and guidance for performance management processes including planning, coaching, feedback, review, and development. It includes templates for setting goals, evaluating performance against criteria, conducting one-on-one meetings, and creating development plans. The overall aim is to align employee performance with business goals through ongoing communication and development.
Team Building PowerPoint PPT Content Modern SampleAndrew Schwartz
130 slides include: why teams work, building a team, reasons to create teams, structuring your team, developing effective teams, five intrinsic elements of teams, four stages of team development, team behaviors, team roles, 18 group building behaviors, overcoming common obstacles, responsibilities for team leadership, evaluating team performance, viewing the top teams, how to's and more.
Getting more done with others over whom you have no control may be the most important skill to develop.
The steps in the Team Orientation Process are proven to give a group of people the best chance of coming together as a high performance team.
Accomplish each step in dialog among team members.
The same list has been found to be worth re-visiting any time a team has lost energy or direction and needs re-orienting.
Developing the Coaching Skills of Your Managers and Leaders - Webinar 08.19.14BizLibrary
Whether you’re a manager developing your employees or working to improve your own skills andcapabilities, effective coaching skills impact business results. According to a study by Bersin by Deloitte, organizations with senior leaders who coach can effectively and frequently improve business results by 21% compared to those who never coach.
In this webinar we'll discuss:
why coaching skills are so important
the objective of coaching in ourorganizations
emerging principles in employee coaching for managers
the objective of coaching in our organizations
traditional models and how we can improve them
a coaching toolkit for your managers
www.bizlibrary.com/webinars
Regardless of industry, company size or department function, turnover is a very real bottom line cost that can be measured in lost productivity, performance or profitability. In this webinar, we will share how leading organizations are using stay interviews to dramatically cut turnover costs using a proven method that can be implemented by any sized team.
Leader as Coach: from GROW Coaching to FLOW CoachingTim Coburn
A one page comparison of GROW Coaching and FLOW Coaching. The advantages of FLOW Coaching show how it could give leaders are more effective coaching tool than they currently use.
Getting Other People to Care - Social Media Breakfast CTCauseShift
Scott Henderson, managing director of CauseShift, presented at the Social Media Breakfast Connecticut December meeting at Quinnipiac University. He focused on how organizations and people can use social media to engage others in causes they care about.
The document discusses the process for conducting talent reviews within an organization. It explains that talent reviews are used to analyze talent through tools like personal appraisal forms and competency assessments in order to make accurate decisions to improve talent development on a large scale. It outlines the 7 step process for conducting talent reviews which includes collecting performance assessments and competency data, analyzing it, developing talent review reports and recommendations, and following up on action plans to restructure, provide learning and development, and recruit to support organizational strategies.
This document discusses strategies for success in teamwork. It defines a team as a group of people organized to work together to meet customer needs and accomplish goals. Effective teamwork results in better outcomes, increased efficiency, better ideas, mutual support and a sense of accomplishment. The key strategies for effective teamwork include building trust among team members, mastering conflict by engaging in debate, achieving commitment through input, embracing accountability, and focusing on collective results over individual objectives. Different team roles are identified, including the leader who establishes values and goals, and other roles like initiators who suggest ideas and recorders who document them. Working as a cohesive team can produce performance, accomplishments, and growth.
The document discusses learning and development planning for organizational effectiveness. It outlines both long-term and short-term learning strategies, including developing a robust culture through onboarding and leadership development programs, ensuring leadership continuity through talent management and succession planning, and focusing on technical and soft skills training. It also provides details on an organizational learning plan that spans five years and covers areas like strategic learning, execution, culture, structure, leadership, and talent development.
When faced with an opportunity to take on a stretch assignment, new role, or promotion, what’s your reaction? Be Leaderly surveyed more than 1,500 professionals to find out what it takes to say “yes” with confidence. In this webinar, learn what we discovered—and how you can prepare to step up to your next big career opportunity.
Guest speakers:
Shuchi Sharma, Global Vice President and Leader of Gender Intelligence at SAP and Robert F. Solomon Jr., Director of Culture and Engagement, Lowe’s Companies, Inc.
This document summarizes the benefits of using OKR (Objectives and Key Results) goals for companies. It states that OKRs help align employees, focus effort on key priorities, improve communication, create transparency, and establish measurable progress indicators. Research shows companies that use goals see higher performance, better employee engagement, clearer priorities for employees, and more alignment. The document promotes Atiim, an OKR platform, as a way for mid-market companies to achieve maximum performance through goals-based alignment and management.
GROW is one of the effective coaching models which is used for coaching high performance team or individual in earlier days, now it is been used by Corporate and business coaching.
Courtney McFarlane is a cross-cultural and leadership management consultant with over 10 years of experience managing global teams across several international markets including Australia, the UK, and East Asia. She has worked with corporations, governments, academics, and multinationals at all levels from front-line staff to C-suite executives. McFarlane helps clients address problems outside the scope of business such as building more cohesive work teams, improving performance reviews, and gaining credibility across markets. Her approach focuses on differentiating individual from cultural differences and paying attention to details when working with global teams.
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Employee training is fluid, dynamic and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies.
Competency-based training links individual performance to the goals of the organization.
A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives.
In this webinar, you will learn:
Why a sharp focus on key competencies is more important than ever.
The key characteristics of best-in-class competency-based training programs.
A straightforward seven step process any organization can use to implement competency-based training starting today.
Researchers at Google analyzed data from their own teams to identify five key traits of successful teams: psychological safety, dependability, structure and clarity, meaning of work, and impact of work. The document then provides tips for building these traits through fostering an organizational culture that promotes them and by holding regular professionally-led team building sessions that are engaging, meet business objectives, teach new skills, and are fun.
This document appears to be a presentation on leadership. It discusses how leadership can be learned rather than being an innate quality. It covers several topics related to leadership such as the changing global environment, necessary leadership skills, different leadership styles, and what research says about effective leadership. The presentation provides examples and advice from various leaders throughout history. The overall message is that leadership skills can be developed through training, self-evaluation, and learning from others.
The document discusses Bruce Tuckman's model of group development, which outlines 4 stages that teams progress through: forming, storming, norming, and performing. It also discusses the Hersey-Blanchard Situational Leadership Model and how it aligns with Tuckman's model. Each stage involves certain behaviors, leadership actions, and tasks for individuals. The goal is for teams to progress through each stage to become high-performing.
The document discusses the differences between leadership and coaching, providing definitions of each from various experts. It also outlines different coaching models and key coaching skills, including listening, questioning, and being an enabler of answers. The document provides guidance on using coaching skills like the GROW model and gives tips on effective listening and reading body language.
This document provides an overview of coaching and management development. It begins with introductions and ground rules for the training. It then discusses definitions of coaching, the origins of the term, and different types of coaching. A review of the coaching literature covers a brief history, purposes, and recent areas of focus. Factors that influence coaching include the state of coaching, reasons organizations use it, external influences, and hindrances. The document also discusses adopting best practices, an international perspective on coaching, and forecasts how coaching may evolve in the future. It emphasizes that coaching success depends on factors like culture, attitudes, and coach qualifications.
This document provides templates and guidance for performance management processes including planning, coaching, feedback, review, and development. It includes templates for setting goals, evaluating performance against criteria, conducting one-on-one meetings, and creating development plans. The overall aim is to align employee performance with business goals through ongoing communication and development.
Team Building PowerPoint PPT Content Modern SampleAndrew Schwartz
130 slides include: why teams work, building a team, reasons to create teams, structuring your team, developing effective teams, five intrinsic elements of teams, four stages of team development, team behaviors, team roles, 18 group building behaviors, overcoming common obstacles, responsibilities for team leadership, evaluating team performance, viewing the top teams, how to's and more.
Getting more done with others over whom you have no control may be the most important skill to develop.
The steps in the Team Orientation Process are proven to give a group of people the best chance of coming together as a high performance team.
Accomplish each step in dialog among team members.
The same list has been found to be worth re-visiting any time a team has lost energy or direction and needs re-orienting.
Developing the Coaching Skills of Your Managers and Leaders - Webinar 08.19.14BizLibrary
Whether you’re a manager developing your employees or working to improve your own skills andcapabilities, effective coaching skills impact business results. According to a study by Bersin by Deloitte, organizations with senior leaders who coach can effectively and frequently improve business results by 21% compared to those who never coach.
In this webinar we'll discuss:
why coaching skills are so important
the objective of coaching in ourorganizations
emerging principles in employee coaching for managers
the objective of coaching in our organizations
traditional models and how we can improve them
a coaching toolkit for your managers
www.bizlibrary.com/webinars
Regardless of industry, company size or department function, turnover is a very real bottom line cost that can be measured in lost productivity, performance or profitability. In this webinar, we will share how leading organizations are using stay interviews to dramatically cut turnover costs using a proven method that can be implemented by any sized team.
Leader as Coach: from GROW Coaching to FLOW CoachingTim Coburn
A one page comparison of GROW Coaching and FLOW Coaching. The advantages of FLOW Coaching show how it could give leaders are more effective coaching tool than they currently use.
Getting Other People to Care - Social Media Breakfast CTCauseShift
Scott Henderson, managing director of CauseShift, presented at the Social Media Breakfast Connecticut December meeting at Quinnipiac University. He focused on how organizations and people can use social media to engage others in causes they care about.
Gamers are addicted to gaming due to a sense of achievement, positive experiences, and real-world connections. In-game advertising enhances escapism without being intrusive or asking players to leave the game. Gameification uses game mechanics to encourage desired behaviors like completing surveys. Social gaming is popular, especially among women, and games like FarmVille are responsible for its growth. Alternate reality games make experiences immersive by recognizing leaders and giving opportunities for co-creation.
1. The document provides exercises to help students practice and improve their English language skills.
2. It includes vocabulary, grammar, reading, writing and other sections to work on different aspects of the language.
3. The exercises can be done individually or with a partner and aim to make learning English more interactive and fun.
Sam Yagan and Christian Rudder of OkCupid discuss how they use non-traditional metrics and data to run their business more effectively than competitors. They analyze billions of interactions and messages to determine what leads to more replies and attraction between users. Their analysis found things like compliments on personality are more effective than comments on physical appearance, and more attractive users get more messages regardless of gender. They aim to share their data-driven insights to help marketers improve their social media strategies.
Sam Yagan and Christian Rudder of OkCupid discuss how they use non-traditional metrics and data to run their business more effectively than competitors. They analyze billions of interactions and messages to determine what makes users more likely to connect. Their analysis found that compliments on personality work better than comments on physical appearance, and that more attractive users get messaged more. They also use demographic data to target relevant advertisers. Overall, the document outlines how OkCupid leverages extensive behavioral data to optimize the user experience and attractiveness of their dating platform.
Building Your Brand With Wellness - Inova Health System's FitFor50 program@chrisboyer LLC
This document provides an overview of branding and wellness initiatives. It discusses how focusing on wellness can improve health outcomes and generate other business for hospitals. The FitFor50 campaign at Inova Health System aimed to engage 50-year-olds in preventative health and raise awareness of wellness services through its website and other promotional activities. The campaign saw strong engagement online and in social media and helped drive participants to health-related events. Future opportunities discussed include deeper physician involvement, enhancing the online experience, and further analyzing the return on investment of wellness programs.
What the !@#$ is UX? A fun and concise introductionSean Buch
An entertaining intro to the field of UX, that I presented at Entelect Dev 2018. This talk was centered around the practical applications of UX principles such as Gestalt and heuristics to enable non-UX professionals, mainly software engineers to use learnings from UX in their day to day roles.
Coding Culture - Sven Peters - Codemotion Milan 2016Codemotion
A great coding culture gives the power back to the developer and concentrates on making them productive and happy by removing unnecessary overhead, bringing autonomous teams together, helping the individual programmer to innovate, and raising the awareness among developers to create better code. I will talk about how to establish and foster a strong engineering-focused culture and give lots of examples from our experience at Atlassian to show that once you're working in a great coding culture, you won't want to work anywhere else.
The document discusses effective team meetings and ineffective meetings. It notes that the most effective managers focus team meetings on 4 priorities: producing results, innovating work processes, facilitating growth of team members, and monitoring progress. These managers spend the first 25% of meetings on goals, 25% on process improvement, 25% on learning, and the last 25% on celebration and accountability. In contrast, meetings with the least effective managers involve one-way communication, information overload, and a focus on compliance rather than collaboration or problem-solving.
1. The document provides tips for overcoming excuses that block progress towards success. It discusses becoming aware of excuses and their underlying motivations.
2. Successful people have a no-excuses attitude and take action towards their dreams instead of making excuses. Examples are given of people who have overcome limitations through action.
3. The document advises confronting fears and excuses by taking small steps and focusing on solutions rather than excuses. Internal and external motivations can help launch a life without excuses.
This document provides tips for overcoming nervousness when public speaking based on principles of Integrity-Based Communications (IBC). It recommends telling one's authentic truth to find an authentic voice and stop being nervous about public speaking. It suggests asking for what you want from the audience and keeping agreements or renegotiating commitments to build trust. Practicing these IBC behaviors can help conquer nervousness.
The document provides guidance on developing an attitude for innovation. It discusses what innovation is, generating new ideas, and developing the best ideas. The key steps outlined are to gain buy-in, focus on solving the right problem, gain insights, break patterns to spark new ideas, generate lots of ideas, develop the top ideas, establish a process, make ideas real, recruit diverse teams, and take action to learn through failures. The overall message is that innovation is essential for organizations to remain competitive and that developing creativity can benefit individuals in their careers.
Arbonne is committed to developing safe, natural products without harmful ingredients. They conduct research and testing to ensure product safety and performance. The company provides opportunities for people to learn about health and earn income through their product line and business opportunities.
Everyone is talking about “Social Business” – but what does it mean and is it just the latest fad? Greater customer satisfaction, more innovation, faster access to knowledge; agile processes delivered via a people-centred organisation. These are just some of the benefits being tantalising promised by the advocates. Why wouldn’t every organisation flock to this vision of an agile, connected, transparent, people-centred and more efficient business?
Hesitation is natural but every day counts in a world where social technology trends develop over weeks. Those at the forefront will gain most. There is only so long a business can wait before it is left behind. Competitors and customers will move on. Attracting new talent will become more difficult; employees become moribund.
So maybe doing nothing is the new business risk?
The document discusses a software library called cdexp.dll that contains functions for performing smart card operations like connecting to cards, authenticating users, conducting transactions, updating files and records on cards. It describes the functions available in the library and provides examples of how to use the functions in a C++ application to perform tasks with smart cards. The library allows developers to easily integrate smart card functionality into their software applications.
1. Staying in the discomfort zone and embracing unfavorable situations can fuel creativity. Learning from adversity and taking action even when fearful drives the creative process forward.
2. Establishing a burning desire to create something through passion and purpose provides inspiration. Having nothing to lose and being willing to take risks also inspires creativity.
3. Allowing chaos and spontaneity within a framework, combining ideas freely, and keeping a sense of wonder alive prevents creativity from becoming routine. Embracing uncertainty and strong emotions can further creative works.
The document contains various mathematical expressions, equations, and formulas presented in a technical format. Matrices, integrals, and derivatives are defined using variables, operators, and
The document discusses the concept of a "Living organisation" and how organizations can adopt principles from life and design to become more adaptive to continuous change. It proposes that organizations follow 7 principles of life - such as ongoing experimentation and diversity - and 5 principles of design - including finding niche positions and tolerating failure. Attendees of a upcoming workshop will learn the DNA of a Living Organization and how to create a symbiotic relationship with customers and remain relevant through continuous change.
Similar to Culture Summit 2018 - Culture Mapping Workshop (20)
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Culture Summit 2019 - Future Practice: How to Actualize Future of Work Concep...Culture Summit
The big catch-phrase today is Future of Work. While the term is broad and open to many interpretations, there is truth to the fact that work is changing rapidly. People at all levels of the organization struggle with how to actualize "future of work" concepts into reality.
In this highly interactive session, you'll work in small groups to dive below the surface of Future Practice to explore the habits, norms and practices that will bring the Future of Work to life.
Future Practice is purposeful, meaningful, engaged, and innovative. Take steps today through real practice to move your teams forward. Indeed, the future of work is Future Practice.
Learn more at www.culturesummit.co
Culture Summit 2019 - Optimizing Remote Work (Workshop)Culture Summit
This document discusses optimizing remote work. It begins by defining common terms used for remote work like distributed, co-located, office-optional, etc. It then discusses trends in remote work like more companies allowing flexibility and remote options due to benefits like access to talent, lower costs, and increased productivity and retention. The document outlines some of the top challenges to remote work including issues with communication, belonging, fairness, trust, and growth. It then provides quick fixes for each challenge such as creating team playbooks, teaching about remote attribution errors, ritualizing face time, setting clear expectations, doing regular 1:1 meetings, and creating recognition tools. It concludes by having the reader self-assess their company/team on addressing
Culture Summit 2019 - Revolutionizing the Service Industry - A Culture Evolut...Culture Summit
Your company’s culture doesn’t turn toxic because of a few bad seeds. It turns toxic because leadership didn’t see or outright ignored the signs that something was amiss. When this happens, culture change becomes a very daunting task.
Efforts to do an immediate turnaround are inevitably a waste of time and energy. Instead, focus on evolving your culture over time so that the right infrastructure and foundation can be put into place.
In this case study presentation, Afeef Hussain, Regional Director of Talent at The LUX Resorts and Hotels, will share his insights on how The LUX Resorts saved its business from going bankrupt in just 12 months by evolving and revolutionizing the culture.
Learn more at www.culturesummit.co
Culture Summit 2019 - Building an Equitable Company at Scale and How "Diversi...Culture Summit
It would be hard to miss that "diversity" is a hot topic in tech, but all of that talk hasn't done much to move the needle over the last few years. What if our language and approach were a part of the problem? Join Atlassian's Global Head of Diversity & Belonging Aubrey Blanche to gain a better understanding of how Atlassian is building a equitable company at scale, and has increased the hiring, representation, and retention of women, underrepresented people of color, and teammates over 40 over the last 4 years.
Learn more at www.culturesummit.co
Culture Summit 2019 - How to Make Your Culture SoarCulture Summit
As day one of Culture Summit concludes. This last session, led by executive coaches Robert Ellis and Michele Taipele of Futurosity, is a facilitated discussion meant for daily reflection, intentional networking, and knowledge sharing.
Explore and share innovative practices with your fellow participants as you learn a simple new framework for thinking about culture. In this highly interactive session, you'll form into small groups and draw on your own experience and learnings from the day to get to the heart of what makes great culture thrive.
Learn more at www.culturesummit.co
Culture Summit 2019 - How to Build a High Performing CultureCulture Summit
Jack Altman, CEO & Co-Founder of Lattice, will share actionable advice around how People Leaders can build a culture that drives businesses forward. He’ll share tactical lessons learned from working with 1,200+ companies who have built engaged and high-performing teams.
Learn more at www.culturesummit.co
Culture Summit 2019 - Building an Intentional CultureCulture Summit
Culture is one of the most important factors in a company’s success or failure. When your culture strategy is carefully aligned with your business goals, you have an intentional culture.
Organizations that invest time and energy into creating an intentional experience higher employee engagement, increased organizational performance, and lower turnover.
In this opening session, Chris Pan, founder of MyIntent.org, will open the conference with an exercise to help attendees connect with each other through the power of intention. He will also walk through a framework on how you can build an intentional culture in your organizations.
Organizations that are purposeful about this culture strategy routinely outperform their competitors that lack focus in this area. If you want your people to collectively live your culture, it needs to become more than words on a website.
Learn more at www.culturesummit.co
Culture Summit 2019 - Recognition Techniques to Improve Team DynamicsCulture Summit
In today's war for talent, company efforts to optimize the workplace are as strong as ever. In the search for new ideas and innovative approaches, organizations could be overlooking one of the most easily executed strategies: employee recognition.
In any company, it's not uncommon for employees to feel that their best efforts are routinely ignored. Furthermore, employees who do not feel adequately recognized are twice as likely to quit in the following year. This element of engagement and performance might be one of the most significant missed opportunities for leaders and managers.
In this presentation, Alex Powell, Director of US Client Services at Reward Gateway, will discuss the science behind recognition and how a few simple tweaks to your recognition program can significantly enhance team dynamics.
Learn more at www.culturesummit.co
Culture Summit 2018 - The Whole Employee: How to Boost Employee Engagement an...Culture Summit
The Whole Employee – How to Boost Employee Engagement and Prevent Burnout workshop facilitated by Dr. Laura Hamill of Limeade. Interested in learning more? Visit www.culturesummit.co
Culture Summit 2018 - Using Culture to Unlock Your People's Potential WorkshopCulture Summit
This document discusses building a high-performing organizational culture. It begins by defining culture as a set of shared beliefs, values, experiences and ways of being. It then discusses the concept of fixed versus growth mindsets and how a growth mindset leads to higher achievement. Several frameworks are introduced, including the zone of genius/competence and Maslow's hierarchy of needs. The document advocates creating a compelling vision for an ideal culture and implementing rituals and practices like self-reflection, onboarding processes, and team retreats to bring the vision to life. The goal is to transform people into their best selves through a culture of fierce loyalty and high performance.
Culture Summit 2018 - Unleashing the Power in Every TeamCulture Summit
Atlassian recognizes that the ever-increasing complexity of work in our gig economy has thrust teams into a new role: they are the growth engines of business. The company has studied and worked with hundreds of teams over the years—technical and leadership, small and large, diverse and homogeneous. And along the way, Atlassian has learned a few things about what derails team health and performance and what empowers teams to stretch, fly and be the very best they can be.
Helen Russell, Chief People Officer at Atlassian, shares how she looks at team dynamics and best practices, and how to overcome issues including trust, clarity, communication, and prioritization. While research proves that the introduction of a diverse team member materially increases the impact of a team, Atlassian recognizes that to truly maximize team impact requires a greater understanding of what is going on at the individual level.
Interested in learning more? Visit www.culturesummit.co
Culture Summit 2018 - Culture in Everything You DoCulture Summit
Core values matter. They support the company mission, help shape the culture, and reflect what is important to the company. They are the essence of a company’s identity and serve as its cultural cornerstones.
From the first interview to the last day of work, employees should understand that the company core values form the basis for every decision they make.
Cat Lee, Head of Culture at Pinterest shares how Pinterest weaves its mission and core values into every aspect of their employee experience.
Interested in learning more? Visit www.culturesummit.co
The document discusses the results of a study on the effects of exercise on memory and thinking abilities in older adults. The study found that regular exercise can help reduce the decline in thinking abilities that often occurs with age. Specifically, aerobic exercise was shown to improve executive function and memory in adults aged 60-79 who exercised for 30-45 minutes three times per week over the course of a 6-month study period.
Culture Summit 2018 - The Importance of Creativity in the Workplace & How to ...Culture Summit
It's been proven that organizations who build and maintain a culture of creativity are more agile, engaged, innovative, and successful. Joshua Lavra, products lead at IDEO, shares the six key behaviors that build creative and innovative teams and include data and case studies that help conceptualize each behavior.
Interested in learning more? Visit www.culturesummit.co
Culture Summit 2017 - Making the Business Case for Culture InitiativesCulture Summit
Culture Summit 2017: Making the Business Case for Culture Initiatives
Speaker: Marta Riggins, Global Director, Brand Marketing at LinkedIn Talent Solutions
Learn more at http://www.culturesummit.co
Culture Summit 2017 - From Real to Ideal: Envisioning and Moving Toward Your ...Culture Summit
Culture Summit 2017 Workshop - From Real to Ideal: Envisioning and Moving Toward Your Best Culture
Facilitators: Kelsey Wong, Coachsultant at Delivering Happiness and Kent Frazier, Chief Evolutionary Officer at Strength Scope
Learn more at http://www.culturesummit.co
Culture Summit 2017 - The Secret to Scaling Great Culture – Focus on Principl...Culture Summit
Culture Summit 2017 Workshop: The Secret to Scaling Great Culture – Focus on Principles and Not Rules
Workshop Facilitator: Clynton Taylor, founder of Clynton Taylor Consulting
Learn more at http://www.culturesummit.co
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
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ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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Training: ISO/IEC 27001 Information Security Management System - EN | PECB
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How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.