Emerging Leader Training Program
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The document discusses the lack of direction and purpose that can occur in businesses when there is no clear vision or understanding of individual roles. It identifies that this can be caused by a lack of communication about the vision, lack of awareness of how individual roles contribute to business goals, and lack of ownership over work. The document recommends evaluating staff perceptions of the vision and culture, educating staff on values and skills, and communicating the current state of the business and future goals to improve direction and understanding of purpose.
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3. There are three core competencies of inclusive leaders - adaptability, developing diverse talent, and building inclusive relationships. The document describes each competency in further detail.
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The document provides information about Michelle Clarke Coaching and leadership coaching. It defines coaching as a peer-to-peer relationship that is focused on the present and future potential through goal setting and accountability. It contrasts coaching with mentoring, therapy, and training. It then introduces Michelle Clarke as an executive coach with various qualifications and describes the types of clients and industries she has coached. Finally, it outlines what leadership coaching entails, focusing on areas like leadership brand, competencies, inner well-being, influence, collaboration and networking.
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The document discusses managing employee careers and career development, noting that while organizations used to be responsible for career development, increasing workplace dynamics have shifted responsibility to employees. It provides an overview of organizational responsibilities in career development, such as communicating goals and creating growth opportunities, and examines perspectives on career development from the individual and organizational viewpoints.
Coaching skills
This document outlines coaching techniques for leaders in AIESEC Indonesia. It discusses that AIESEC Indonesia needs to produce more leaders and leadership experiences. It then defines what a coach is and says that every team leader in AIESEC Indonesia should be a coach. It introduces situational leadership theory and the four developmental levels of members. It explains the coaching process of diagnosis, flexibility in leadership style, and partnering with members to set goals. The overall document provides guidance to team leaders on how to coach members at different developmental levels through goal setting, feedback, and adjusting their leadership approach.
Coaching & mentoring
This document provides information on coaching, mentoring, and interventions. It discusses:
1) The goals of coaching and mentoring including acting like a coach/mentor, understanding their roles and techniques, and expanding abilities.
2) Key aspects of coaching including understanding the employee, their skills/goals, and helping them achieve goals aligned with organizational goals.
3) Techniques for different types of interventions including counseling, encouraging, coaching/mentoring, and confrontation.
4) Conflict handling behaviors such as accommodation, compromise, collaboration, competition, and avoidance.
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This model is for Personal Coaching. It excludes all the compliance reports usually required by the Sponsor Company.
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QU本科学位证成绩单【微信95270640】《皇后大学毕业证书原版制作QU成绩单》【Q微信95270640】《仿制QU毕业证成绩单皇后大学学位证书pdf电子图》，A.为什么留学生需要操作留信认证?
留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询!
B.为什么我们提供的毕业证成绩单具有使用价值？
查询留服认证是国内鉴别留学生海外学历的唯一途径，但认证只是个体行为，不是所有留学生都操作，所以没有办理认证的留学生的学历在国内也是查询不到的，他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单，就有了使用价值。
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A.为什么留学生需要操作留信认证?
留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询!
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查询留服认证是国内鉴别留学生海外学历的唯一途径但认证只是个体行为不是所有留学生都操作所以没有办理认证的留学生的学历在国内也是查询不到的他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单就有了使用价值。娃拒绝父亲送说往车上一躺就等着下车决无丢失的道理有手机在身联系也方便再说他都岁了还有大半车的小伙伴相伴他不怕在父亲千叮咛万嘱咐中山娃依依不舍地爬上车朝窗外不住地挥手别了父亲别了父亲的城别了我的暑假生活我的城市生活望着窗外挥舞的大手还有那张微驼的背一向坚强的山娃禁不住泪如雨下当我坐下来想写这封信时“感恩两字在我脑海中回旋很幸运我有这样的机会能将埋在心底深深的感激之情得以表达从婴儿的“哇哇坠地到哺育听
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Emerging Leader Training Program
- 1. LACK OF DIRECTION & PURPOSE THE QUESTION OF ‘WHY’ AND ‘TO WHERE’ IN THE JUNGLE OF BUSINESS … Manjula Deepal de Silva Senior Business Analyst 1
- 2. Where are we Heading? Why are we Here? 2 What we Stand For? Why we exist? What we aspire to achieve or become?
- 3. The Causes of the Problem… NoVision or non communication of theVision Lack of awareness on the contribution of individuals to the total business context. Advised to stick to ones own part only [Omits integrity of the solution due to lack of commitment]. No ownership of complete work. Value of individuals may not have been realized and resources under utilized. 3
- 4. Action Items Evaluate & understand the perception of staff about : The CorporateVision Role of the individual within the larger context Why is he so important / Potential Contribution Educate the staff on the Culture and deep routedValues by organizing various events [Get-togethers/Trips etc…] Identify the various value added skill categories of employees and assign tasks accordingly 4
- 5. Most Importantly…. Educate the Staff on the Current standings of the organization and the future standing to achieve… In the same run, educate them on what Core to preserve and what to stimulate progress towards… 5
- 7. Once you discover this… 7 CORPORATE VISION THE MOST SPOKEN OF - LEAST UNDERSTOOD…
- 8. THANK YOU 8 Manjula Deepal de Silva Senior Business Analyst