The Discovery Zone programme is a 12-week fully funded programme aimed at experienced professionals who are unemployed or underemployed. It includes 36 days of face-to-face training, workshops on business skills and soft skills, 50 hours of one-on-one mentoring, and access to office facilities. The programme helps participants develop business ideas, start new businesses, or find ways to use their skills commercially through exploration of opportunities.
The document provides information about developing work priorities from the Certificate IV in Business Administration course. It discusses planning one's own work schedule, monitoring work performance, and taking responsibility for career development. The learning outcomes focus on planning and completing work schedules, monitoring work performance, and coordinating professional development. The document then outlines several sessions that will be part of the course delivery, including establishing personal work goals, setting and meeting work schedules, and developing and maintaining professional competence.
iQue ideas is a corporate training company that provides soft skills and life skills training to various audiences, including students, professionals and housewives. They have experienced trainers from top institutes and offer a wide range of modules on topics such as communication, personal development, social skills and more. The document provides details on their approach, tools, target audiences and lists of clients and training programs delivered.
1. ONGC is India's largest oil and gas company that has been actively involved in corporate social responsibility initiatives since its inception. It allocates 0.75% of annual net profits to socio-economic development programs.
2. ONGC undertakes various CSR activities at the corporate and local levels like disaster relief, education programs, healthcare, rural infrastructure development. It has also partnered with the government on initiatives like PURA to bridge the urban-rural divide.
3. ONGC received an international award for its CSR efforts in emerging economies, recognizing that such activities help companies improve relations with communities and build a sustainable brand image in the long run.
Here are some important soft skills for career growth:
- Communication skills: Being able to communicate clearly and effectively, both verbally and in writing, with others is crucial.
- Problem-solving skills: The ability to analyze problems, evaluate potential solutions, and implement the best solution is highly valued.
- Leadership skills: Skills like taking initiative, motivating others, delegating tasks, and managing people are important for advancing into leadership roles.
- Adaptability: The ability to adapt to changing priorities, work situations, roles and responsibilities, and work styles is important for career longevity.
- Collaboration skills: Working well in a team environment, sharing knowledge and responsibilities, and building relationships are important soft skills.
The document proposes a workplace learning hub to (1) accelerate skills development, (2) link practice and research, and (3) share best practices. It would (1) build a skills community, (2) systematically connect practice and research, and (3) collect research and practices. The hub's business model would involve knowledge mapping, collecting local research, and establishing communities of practice. It outlines challenges, opportunities for collaboration between academia, development institutions, and the workplace, and next steps to develop the business model in more detail.
European Compentencies. Knowxcanxdo=competency. For the CoSSOL project.
The learning follows two tracks. The integrated way for the fast movers and the conceptual way in case of slow starters. They all follow the path of knowledge, skills and attitude to perform a their competencies.
The document discusses Lighthouse Active Learnings' approach to learning and development. It focuses on helping individuals achieve their professional and personal goals by motivating them to dream big, become who they want to be, and take action on things they have been procrastinating. Lighthouse uses a systematic and realistic approach combined with an energetic and motivating delivery style to engage participants in experiential learning. Its programs aim to develop skills like leadership, communication, teamwork, creativity and self-belief through activities, assessments and coaching.
The document provides information about developing work priorities from the Certificate IV in Business Administration course. It discusses planning one's own work schedule, monitoring work performance, and taking responsibility for career development. The learning outcomes focus on planning and completing work schedules, monitoring work performance, and coordinating professional development. The document then outlines several sessions that will be part of the course delivery, including establishing personal work goals, setting and meeting work schedules, and developing and maintaining professional competence.
iQue ideas is a corporate training company that provides soft skills and life skills training to various audiences, including students, professionals and housewives. They have experienced trainers from top institutes and offer a wide range of modules on topics such as communication, personal development, social skills and more. The document provides details on their approach, tools, target audiences and lists of clients and training programs delivered.
1. ONGC is India's largest oil and gas company that has been actively involved in corporate social responsibility initiatives since its inception. It allocates 0.75% of annual net profits to socio-economic development programs.
2. ONGC undertakes various CSR activities at the corporate and local levels like disaster relief, education programs, healthcare, rural infrastructure development. It has also partnered with the government on initiatives like PURA to bridge the urban-rural divide.
3. ONGC received an international award for its CSR efforts in emerging economies, recognizing that such activities help companies improve relations with communities and build a sustainable brand image in the long run.
Here are some important soft skills for career growth:
- Communication skills: Being able to communicate clearly and effectively, both verbally and in writing, with others is crucial.
- Problem-solving skills: The ability to analyze problems, evaluate potential solutions, and implement the best solution is highly valued.
- Leadership skills: Skills like taking initiative, motivating others, delegating tasks, and managing people are important for advancing into leadership roles.
- Adaptability: The ability to adapt to changing priorities, work situations, roles and responsibilities, and work styles is important for career longevity.
- Collaboration skills: Working well in a team environment, sharing knowledge and responsibilities, and building relationships are important soft skills.
The document proposes a workplace learning hub to (1) accelerate skills development, (2) link practice and research, and (3) share best practices. It would (1) build a skills community, (2) systematically connect practice and research, and (3) collect research and practices. The hub's business model would involve knowledge mapping, collecting local research, and establishing communities of practice. It outlines challenges, opportunities for collaboration between academia, development institutions, and the workplace, and next steps to develop the business model in more detail.
European Compentencies. Knowxcanxdo=competency. For the CoSSOL project.
The learning follows two tracks. The integrated way for the fast movers and the conceptual way in case of slow starters. They all follow the path of knowledge, skills and attitude to perform a their competencies.
The document discusses Lighthouse Active Learnings' approach to learning and development. It focuses on helping individuals achieve their professional and personal goals by motivating them to dream big, become who they want to be, and take action on things they have been procrastinating. Lighthouse uses a systematic and realistic approach combined with an energetic and motivating delivery style to engage participants in experiential learning. Its programs aim to develop skills like leadership, communication, teamwork, creativity and self-belief through activities, assessments and coaching.
This document discusses personalised learning through coaching. It introduces the Personalised Coaching for Learning (PLC) module, which aims to raise student self-awareness and enable students to explore personal preferences, practice deep reflection, and identify career goals in order to design a personalized curriculum. The document provides examples of coaching techniques like listening, questioning, observing, and establishing rapport. It also outlines the PLC module process, which involves induction, formative appraisal, personal visioning, and designing a learning path through negotiation.
Intended Outcomes:
- Identify the strengths and weaknesses in leading the PALSI sessions
- Identify possible solutions to the challenges faced
- Explain how ePortfolios can help manage & present one's learning, development and accomplishments
Activities:
- Self reflection on the PALSI sessions & performance using the SWOT analysis & a simple survey
- Discussion on problems faced and possible solutions through small group discussion, i.e. think-pair-share
- Lecture on basic concepts of ePortfolios
- Demonstration of a portfolio using a celebrity as a sample
Managing ROI Through Hig-Impact LearningGus Prestera
The document discusses how to maximize training ROI through high-impact learning. It describes how one company shifted from a "spray and pray" training approach to a blended, high-impact approach focused on ownership, accountability, prioritizing learners and needs, and skills transfer. This resulted in higher certification and retention rates, more people becoming fully licensed and generating revenue sooner.
The document describes Mindsetter, a change management tool created by Relation Technologies to help organizations manage change processes. Mindsetter uses physical representations and online simulations to facilitate reflection on personal, group, and organizational levels. It incorporates various change management theories and can be used to support different change approaches. Mindsetter requires facilitation and the effects will depend on how it is implemented in an organization.
This document discusses developing managers into leaders through an online leadership development program. The program includes 42 online modules covering modern leadership skills taught by experts. Participants study relevant modules at their own pace. They have monthly discussions with a personal coach to ensure understanding, apply the new skills at work, and modify their approach based on reviews. The goal is to translate knowledge into abilities through real-world practice with coaching support, helping organizations build true leaders.
MindDoJo provides corporate training focused on innovative and engaging learning. They design customized solutions for different participant levels from executives to staff. Their workshops emphasize activity-based and problem-based learning as the most effective ways for people to truly learn. MindDoJo offers training in various topics including communication, innovation, leadership, and strategy. Their goal is to help participants improve skills like strategic thinking and creativity.
The document discusses coaching approaches for agile development. It provides tips for effective coaching, including asking questions to promote learning, making intentional selections of processes and practices, and creating a coaching plan that considers timeframe, locations, practices to be tested, and success measures. The overall message is that coaching for agile involves helping teams through discovery, delivery and continuous improvement rather than just telling people what to do.
Workshop competency based assignments toon rekkerstoonrekkers
This document discusses generating competency-based assignments in a structured way using simple tools. It introduces concepts for successful self-organized learning that was held in February 2011 in Rybnik, Poland. The document discusses what a competency is using an oil change as an example. It also discusses how students learn and different ways of positioning learning, including conceptual/guided learning versus integrated/self-organized learning. The document provides design rules and tools for creating competency-based case studies and various forms an assignment can take, from guided to non-guided learning. It includes a hands-on example of designing materials for a mock election of Mr. Bean as President of the EU.
The document outlines an agenda for a national conference on developing self and others in challenging economic times. The conference will present tools to help organizations develop staff with little cost, including an induction process, training matrix, development sessions, and personal reflection toolkit. Attendees will participate in a workshop and learn about additional tools like "step ups" where staff temporarily fill higher roles, and shadowing other employees. The goal is to help organizations continue staff training and development even with limited resources.
The LearningMiles Discovery Process uses a 4 step approach:
1) Identifying a real challenge the organization faces; 2) Researching theories to address the challenge; 3) An experiential learning process to see the problem differently; 4) Solving the challenge through dialogue. This includes workouts where groups use frameworks to craft solutions, then present to sponsors. The process was used by E.On Nordic to develop senior executives through assessment, group work, and feedback.
This document provides an overview of mentoring principles and best practices for Company ABC. It discusses that mentoring is a confidential relationship aimed at developing skills and competencies through learning and experimentation. Mentors significantly help mentees reach major goals and accelerate their learning. The document outlines 10 guiding principles for mentoring including being authentic, expanding mentoring over a lifetime, focusing on passions and stretch goals, and acting consistently with one's brand identity. It also provides details on mentoring lifecycles, skills, and processes to facilitate effective mentoring relationships.
Effective online teaching and student engagementlslim
The document outlines key considerations for planning an effective online course using the ADDIE model of instructional design. This includes analyzing learner characteristics, the learning environment and context. In the design stage, the document emphasizes defining objectives, assessments, and instructional strategies aligned to the objectives. It also covers developing appropriate learning resources while following copyright guidelines. Implementation involves field testing and training students on usage. Evaluation gathers feedback on reactions, learning, and return on investment.
The document discusses mentoring, coaching, and action learning. Mentoring involves long-term guidance from experienced colleagues to support development. Coaching focuses on improving work performance through structured conversations where the client decides goals. Action learning uses real challenges and questioning within groups to produce new ideas. The presentation provides examples of when mentoring, coaching, and action learning are best applied to address typical project issues related to skills, perspectives, and complex organizational problems.
The document discusses the key concepts of backward design and Understanding by Design (UbD). It explains the three stages of backward design: 1) identify desired results, including establishing goals, desired understandings, essential questions, knowledge, and skills; 2) determine acceptable evidence, such as performance tasks and other assessments; and 3) plan learning experiences and instruction. It provides guidance on unpacking standards and objectives, identifying big ideas and essential questions, and crafting understandings, knowledge, and skills. The document also discusses the six facets of understanding that can be used to design assessments and ensure true understanding rather than just knowledge.
CPD Accredited Employer Standard - OverviewRonan Kearns
Over 140 engineering employers have been accredited to our national CPD standard since its launch in 1999. Our robust CPD framework enables employers to improve performance, develop staff and deliver measurable business benefits.
Team projects are an important assessment component in MBA courses, especially when it is fieldwork oriented. However, often students are not able to manage it well from employability perspective. This slide set presents an approach to manage team-building in these projects.
This document summarizes a professional development course on ensuring training effectiveness through needs assessment. The course will be held on April 9th, 2012 at Bahauddin Zakariya University in Multan, Pakistan. It will be led by Huma Zafar and will help participants understand the meaning and importance of training needs assessment (TNA). The course will cover organizational needs analysis, training needs analysis, and data gathering methods. Participants will learn to distinguish between organizational and training needs and use appropriate data collection techniques for TNA. The goal is to help participants conduct effective needs assessments to improve training and performance.
Revitalent provides tailored talent development solutions consisting of 3 stages:
1) Assessment and feedback to increase awareness of areas for improvement
2) Learning and practice through exercises with training, support, and experience in real situations
3) Review of results and restart of the process to continuously improve skills naturally over time.
Their approach focuses on learning rather than training by engaging participants and applying concepts to real work to better develop managers and professionals.
The document summarizes an assessment center skills session that covered:
1) The current graduate job market which is very competitive with many graduates and few jobs.
2) The different activities commonly used at assessment centers like interviews, group exercises, presentations, and case studies. Employers use these to evaluate skills, behaviors, and suitability for the role.
3) Strategies for success at assessment centers, focusing on interviews and group tasks. Participants learned how to prepare, practice, and perform well during activities by demonstrating key competencies and working effectively with others.
The Microsoft Solutions Framework is a flexible and adaptable framework for successfully delivering IT solutions faster and with fewer resources while achieving higher quality results. It focuses on open communication, shared vision, empowering teams, clear accountability, delivering business value, agility to change, and learning from experiences. The framework includes process models, foundation principles, and recommendations for addressing common project challenges such as disconnected stakeholders, unclear roles and requirements, and lack of business understanding.
20150316 wbpf training short presentation for SlideShareJun Ito
This document discusses staff development issues and how WBPF (World-class Business Professional Fundamental) can help address them. WBPF offers interactive staff training programs in Uganda to help organizations build professional teams by transforming employees' mindsets and behaviors. The standard 9-week training program uses practical exercises and discussions rather than lectures to cultivate ownership, self-development, communication, and work management skills. Follow-up coaching and consultation are also provided to reinforce learning and foster a common work philosophy within teams. Organizations benefit from retaining talented staff, solving performance challenges, and creating spontaneous learning environments through WBPF training.
This document discusses personalised learning through coaching. It introduces the Personalised Coaching for Learning (PLC) module, which aims to raise student self-awareness and enable students to explore personal preferences, practice deep reflection, and identify career goals in order to design a personalized curriculum. The document provides examples of coaching techniques like listening, questioning, observing, and establishing rapport. It also outlines the PLC module process, which involves induction, formative appraisal, personal visioning, and designing a learning path through negotiation.
Intended Outcomes:
- Identify the strengths and weaknesses in leading the PALSI sessions
- Identify possible solutions to the challenges faced
- Explain how ePortfolios can help manage & present one's learning, development and accomplishments
Activities:
- Self reflection on the PALSI sessions & performance using the SWOT analysis & a simple survey
- Discussion on problems faced and possible solutions through small group discussion, i.e. think-pair-share
- Lecture on basic concepts of ePortfolios
- Demonstration of a portfolio using a celebrity as a sample
Managing ROI Through Hig-Impact LearningGus Prestera
The document discusses how to maximize training ROI through high-impact learning. It describes how one company shifted from a "spray and pray" training approach to a blended, high-impact approach focused on ownership, accountability, prioritizing learners and needs, and skills transfer. This resulted in higher certification and retention rates, more people becoming fully licensed and generating revenue sooner.
The document describes Mindsetter, a change management tool created by Relation Technologies to help organizations manage change processes. Mindsetter uses physical representations and online simulations to facilitate reflection on personal, group, and organizational levels. It incorporates various change management theories and can be used to support different change approaches. Mindsetter requires facilitation and the effects will depend on how it is implemented in an organization.
This document discusses developing managers into leaders through an online leadership development program. The program includes 42 online modules covering modern leadership skills taught by experts. Participants study relevant modules at their own pace. They have monthly discussions with a personal coach to ensure understanding, apply the new skills at work, and modify their approach based on reviews. The goal is to translate knowledge into abilities through real-world practice with coaching support, helping organizations build true leaders.
MindDoJo provides corporate training focused on innovative and engaging learning. They design customized solutions for different participant levels from executives to staff. Their workshops emphasize activity-based and problem-based learning as the most effective ways for people to truly learn. MindDoJo offers training in various topics including communication, innovation, leadership, and strategy. Their goal is to help participants improve skills like strategic thinking and creativity.
The document discusses coaching approaches for agile development. It provides tips for effective coaching, including asking questions to promote learning, making intentional selections of processes and practices, and creating a coaching plan that considers timeframe, locations, practices to be tested, and success measures. The overall message is that coaching for agile involves helping teams through discovery, delivery and continuous improvement rather than just telling people what to do.
Workshop competency based assignments toon rekkerstoonrekkers
This document discusses generating competency-based assignments in a structured way using simple tools. It introduces concepts for successful self-organized learning that was held in February 2011 in Rybnik, Poland. The document discusses what a competency is using an oil change as an example. It also discusses how students learn and different ways of positioning learning, including conceptual/guided learning versus integrated/self-organized learning. The document provides design rules and tools for creating competency-based case studies and various forms an assignment can take, from guided to non-guided learning. It includes a hands-on example of designing materials for a mock election of Mr. Bean as President of the EU.
The document outlines an agenda for a national conference on developing self and others in challenging economic times. The conference will present tools to help organizations develop staff with little cost, including an induction process, training matrix, development sessions, and personal reflection toolkit. Attendees will participate in a workshop and learn about additional tools like "step ups" where staff temporarily fill higher roles, and shadowing other employees. The goal is to help organizations continue staff training and development even with limited resources.
The LearningMiles Discovery Process uses a 4 step approach:
1) Identifying a real challenge the organization faces; 2) Researching theories to address the challenge; 3) An experiential learning process to see the problem differently; 4) Solving the challenge through dialogue. This includes workouts where groups use frameworks to craft solutions, then present to sponsors. The process was used by E.On Nordic to develop senior executives through assessment, group work, and feedback.
This document provides an overview of mentoring principles and best practices for Company ABC. It discusses that mentoring is a confidential relationship aimed at developing skills and competencies through learning and experimentation. Mentors significantly help mentees reach major goals and accelerate their learning. The document outlines 10 guiding principles for mentoring including being authentic, expanding mentoring over a lifetime, focusing on passions and stretch goals, and acting consistently with one's brand identity. It also provides details on mentoring lifecycles, skills, and processes to facilitate effective mentoring relationships.
Effective online teaching and student engagementlslim
The document outlines key considerations for planning an effective online course using the ADDIE model of instructional design. This includes analyzing learner characteristics, the learning environment and context. In the design stage, the document emphasizes defining objectives, assessments, and instructional strategies aligned to the objectives. It also covers developing appropriate learning resources while following copyright guidelines. Implementation involves field testing and training students on usage. Evaluation gathers feedback on reactions, learning, and return on investment.
The document discusses mentoring, coaching, and action learning. Mentoring involves long-term guidance from experienced colleagues to support development. Coaching focuses on improving work performance through structured conversations where the client decides goals. Action learning uses real challenges and questioning within groups to produce new ideas. The presentation provides examples of when mentoring, coaching, and action learning are best applied to address typical project issues related to skills, perspectives, and complex organizational problems.
The document discusses the key concepts of backward design and Understanding by Design (UbD). It explains the three stages of backward design: 1) identify desired results, including establishing goals, desired understandings, essential questions, knowledge, and skills; 2) determine acceptable evidence, such as performance tasks and other assessments; and 3) plan learning experiences and instruction. It provides guidance on unpacking standards and objectives, identifying big ideas and essential questions, and crafting understandings, knowledge, and skills. The document also discusses the six facets of understanding that can be used to design assessments and ensure true understanding rather than just knowledge.
CPD Accredited Employer Standard - OverviewRonan Kearns
Over 140 engineering employers have been accredited to our national CPD standard since its launch in 1999. Our robust CPD framework enables employers to improve performance, develop staff and deliver measurable business benefits.
Team projects are an important assessment component in MBA courses, especially when it is fieldwork oriented. However, often students are not able to manage it well from employability perspective. This slide set presents an approach to manage team-building in these projects.
This document summarizes a professional development course on ensuring training effectiveness through needs assessment. The course will be held on April 9th, 2012 at Bahauddin Zakariya University in Multan, Pakistan. It will be led by Huma Zafar and will help participants understand the meaning and importance of training needs assessment (TNA). The course will cover organizational needs analysis, training needs analysis, and data gathering methods. Participants will learn to distinguish between organizational and training needs and use appropriate data collection techniques for TNA. The goal is to help participants conduct effective needs assessments to improve training and performance.
Revitalent provides tailored talent development solutions consisting of 3 stages:
1) Assessment and feedback to increase awareness of areas for improvement
2) Learning and practice through exercises with training, support, and experience in real situations
3) Review of results and restart of the process to continuously improve skills naturally over time.
Their approach focuses on learning rather than training by engaging participants and applying concepts to real work to better develop managers and professionals.
The document summarizes an assessment center skills session that covered:
1) The current graduate job market which is very competitive with many graduates and few jobs.
2) The different activities commonly used at assessment centers like interviews, group exercises, presentations, and case studies. Employers use these to evaluate skills, behaviors, and suitability for the role.
3) Strategies for success at assessment centers, focusing on interviews and group tasks. Participants learned how to prepare, practice, and perform well during activities by demonstrating key competencies and working effectively with others.
The Microsoft Solutions Framework is a flexible and adaptable framework for successfully delivering IT solutions faster and with fewer resources while achieving higher quality results. It focuses on open communication, shared vision, empowering teams, clear accountability, delivering business value, agility to change, and learning from experiences. The framework includes process models, foundation principles, and recommendations for addressing common project challenges such as disconnected stakeholders, unclear roles and requirements, and lack of business understanding.
20150316 wbpf training short presentation for SlideShareJun Ito
This document discusses staff development issues and how WBPF (World-class Business Professional Fundamental) can help address them. WBPF offers interactive staff training programs in Uganda to help organizations build professional teams by transforming employees' mindsets and behaviors. The standard 9-week training program uses practical exercises and discussions rather than lectures to cultivate ownership, self-development, communication, and work management skills. Follow-up coaching and consultation are also provided to reinforce learning and foster a common work philosophy within teams. Organizations benefit from retaining talented staff, solving performance challenges, and creating spontaneous learning environments through WBPF training.
1) Understanding by Design (UbD) is a framework for designing curriculum that focuses on student understanding and backward design.
2) UbD involves identifying desired results, determining acceptable evidence, and planning learning experiences.
3) The goal is for students to develop enduring understandings of key concepts and be able to apply, analyze, and synthesize content.
Providing a ‘One Stop Shop’ for worklessness, personal improvement, training and employment from start to finish. Making people ready for work through a personal journey of assessment, planning, coaching, training, work placements and job finding services for a brighter future.
The document provides information about project planning and management. It discusses team building, project planning training, finance management, project promotion, project logistics, and potential mini project topics. Specific elements that are outlined include developing team rules and responsibilities, creating a communication plan and promotion channels, budgeting and fundraising, crisis management, and potential relevant project areas like aging, animals, business, ecology improvement, and homelessness. Coaching is also briefly discussed as a way to support individuals and teams in achieving goals through structured sessions providing feedback, advice, motivation, and partnership. Common coaching mistakes are noted as being too persuasive, wanting to advise, thinking one's way is always right, and taking on too much responsibility.
20150316 wbpf training short presentation ver18_for slide_shareJun Ito
This document discusses staff development issues and provides an overview of WBPF (World-class Business Professional Fundamental) which aims to address these issues through training. Some common staff issues mentioned are inability to work independently, lack of commitment, missing deadlines, and making excuses. WBPF offers interactive training programs over 9 weeks to transform employees' mindsets and behaviors focusing on areas like self-development, communication, work planning, and developing a shared work philosophy. The training includes case studies, exercises, and follow up sessions to help employees practice and retain the skills long term to build high performing teams.
The document outlines the 6-step course development process at Lake Forest Graduate School of Management:
1. SME Orientation - Analyze the learning project with the subject matter expert and instructional designer.
2. Analyze and Design with gatekeepers to examine documentation, assess needs, and plot a high-level design.
3. Develop the high-level design through training sessions outlining objectives and mapping to the syllabus.
4. Develop course components in the learning management system guided by templates with feedback.
5. Evaluate components through in-house reviews then submit to production and implement the online course.
6. Evaluate feedback from the live course to identify issues and continually improve
This document outlines the objectives and structure of a leadership development program. The program aims to:
1. Equip participants with leadership tools to lead more effectively.
2. Help participants develop leadership strategies and objectives for themselves and their organizations.
3. Measure participants' leadership competence at the beginning and end to track progress.
4. Develop participants' leadership coaching skills to create leadership around them.
The program involves an initial assessment, two days of in-person workshops, two days of video conferences, and a final two days in-person. Participants apply their learnings between sessions and complete a final case study on the program's impact. The document provides an overview of session topics and activities to
Developing assessment center tools (case study)Seta Wicaksana
Basically, to lead without a title is to derive your power within the organisation not from your position but from your competence, effectiveness, relationships, excellence, innovation and ethics.
The document summarizes information presented by Simon McKeever, Chief Executive of the Irish Exporters Association, on Brexit's effects on Irish trade logistics and North-South, East-West trade. The Irish Exporters Association represents almost 400 member companies and works to support Irish exports. It offers training courses on customs, provides policy advice to government, and recognizes top exporters through its annual awards. Brexit will impact companies that trade with the UK and create new customs and regulatory processes. Alternatives like direct shipping routes may be needed. Trade between Ireland and Northern Ireland will still have open borders but follow some EU rules.
This document provides an economic and Brexit update from Simon MacAllister of EY Ireland. It summarizes recent global GDP forecasts which have stabilized and even improved in some cases. Ireland's GDP contraction was less than expected in Q2 2020. The outlook predicts a partial recovery in 2021 but not a return to pre-pandemic levels. Various factors could impact the recovery, including Brexit, consumer behavior, debt levels, inequality, and the environment. Businesses are advised to assess their readiness for different Brexit outcomes.
Presentation by Marcella Rudden - Head of Enterprise LEO Cavan at Are you Brexit Ready Event.
Covers key supports and services available to help SMEs get Brexit ready
Snap out of Using Stock Photography is a workshop hosted by photographer Paul McGuckin who specialises
in architecture, promotional and branding work, as well as offering visual communication consultancy.
Paul holds a Master of Fine Arts in Photography and with more and more emphasis being placed on visual
storytelling as part of marketing and social media, his workshop during Enterprise Week is perfectly suited for
anyone seeking to gain an edge in marketing their business!
Images communicate your brand, so the better the image, the better the communication!
Participants should bring a small camera or a camera phone to this workshop.
From En Pointe to On Screen (Video) – is a workshop by DNK Media to demonstrate to
participants how they can produce professional video on a mobile phone. DNK media productions are a video production business based in the Colab at the LYIT, Letterkenny. The 2-hour session will
demonstrate how simple yet professional looking video can be produced using a mobile phone. Using the dance session at Zona Dance as the topic, DNK will show participants how to - frame a shot, edit footage together, reduce/eliminate external noise, add music, add voiceover and add text.
This session would appeal to those involved in marketing and any business who wants to increase their
profile on social media by engaging their customers regularly with quality video content.
accountantonline.ie Ireland’s first online
accounting website service, was founded by
Sligo-born Larissa Feeney four years ago,
because she saw a gap in the Irish market.
Larissa holds a first class honours degree from the University of Ulster and qualified as a
Chartered Accountant in June 2005. She spent three years working in industry before opening Larissa Feeney & Co in 2010.
From there, she began working with online
accounting software technology which led on to the establishment of accountantonline.ie.
She won the Best Innovation Award in the
Letterkenny Business Awards in November 2014 and in 2016 accountanonline.ie was
shortlisted for 2 Irish Accountancy Awards: Small Practice of the Year and Best Use of Technology in Accountancy & Finance.
Brian O’Connor is Mintel Ireland’s Senior Consumer Analyst and Research Production Manager. Holding a BSc Hons degree in Marketing with a Diploma in Industrial Studies, Brian has worked for Mintel Ireland since 2007 and has strong experience in all major consumer markets.
Mintel is the world’s leading market intelligence agency, with offices in London, Chicago, Shanghai, Belfast, Kuala Lumpur, Mumbai, Munich, New York, São Paulo, Singapore, Sydney, Tokyo and Toronto.
Brian is tasked with overseeing the publication of Mintel Ireland’s report range, while also an active report writer. During his time at Mintel
Ireland, Brian has worked on a wide variety of reports across Leisure & Tourism, FMCG, Retail, Finance and Industrial sectors. However, Brian’s primary areas of expertise are in the Irish hospitality industry and tourism markets.
Brian’s presentation during Enterprise Week will be of enormous benefit to any business in Donegal interested in the area of market research.
B&B Ireland Digital Marketing Manager, Karen is a graduate of Griffith College Dublin with a degree in Hospitality Management and an MSC in International Marketing and Brand Management from Lund
University Sweden.
She has been working in the hospitality marketing sector for the past six years and has a strong background in digital marketing. Karen has been working in B&B Ireland for almost three years as their Digital Marketing Manager.
Her responsibilities include managing various marketing campaigns, planning and controlling all digital
marketing activity and monitoring and reporting on website conversions. She is passionate about all things digital and is dedicated to promoting B&B Ireland online.
This document discusses opportunities for Irish businesses to expand exports to European markets in light of Brexit. It outlines Enterprise Ireland's role in supporting Irish businesses and driving growth. It identifies nine areas of exposure for businesses due to Brexit, including dependency on the UK market and changes to regulations and customs. The document then discusses four building blocks for competitiveness, including expanding reach into new international markets. It provides examples of market opportunities in countries like the Netherlands, Nordic countries, France, and Germany. It also offers guidance on how to research and select new markets and validate opportunities. Finally, it outlines the supports available from Enterprise Ireland to help businesses expand their export footprint.
Anthony Boyle, originally from Burtonport is a Chartered Tax Advisor. He is co-owner of Tax Assist Accountants and The Glackin Business Institute Ltd which provide Tax, Accounting, Banking and Financial advice to SMEs in the Northwest.
His business focuses on helping clients
manage their business and personal finances efficiently, minimise taxes, avail of available incentives, remain compliant and become
financially secure. Prior to starting his own business in 2015, Anthony worked in various senior roles with the Financial Engineering Network, Bank of Ireland Private Banking and Ulster Bank. He has a degree in Bank & Finance from the University of Ulster and is a Qualified Financial advisor.
Pat Connors is Sales & Processing Director with Marine Harvest Ireland, a part of the Global Marine Harvest Group and the largest producer of farmed Atlantic salmon in the World.
He has been a part of the development of this indigenous marine based business for the past 30 years, and is committed to the promotion of Irish Seafood both at home and on the International market. Pat is a member of the Consumer Foods Board of Bord Bia, a Private Industry representative on the Export Council, and has served as Chairperson of his local Primary school over a number of years.
He holds Dual citizenship with the USA and will give a practical insight into how this Donegal-based company does business in the US.
Jon is the Executive Director of the Boston Irish Business Association (BIBA), a non-profit business organisation dedicated to promoting the business interests of its members and member organisations located in Massachusetts and abroad. He is also the founder of the Mahoney Group, a unique Venture Catalyst firm specialising in initiating the executive selling process, creating and executing high level new business campaigns that open doors to new corporate business through appointments with decision-making senior executives.
The document announces a talk by David Parrish titled "T-Shirts and Suits: Creativity and Business" which will discuss how to combine creativity and business, how to be creative in both artistic and business settings, how to make money passively, and how to create your own business model. The talk is presented by David Parrish, a creative industries consultant, speaker, trainer and author based in Ireland.
This workshop will be delivered by Mr. Jon Mahoney founder of the Mahoney
Group and Executive Director of the Boston Irish Business Association. The event is for companies that may be either ready or seriously looking at entry to the US market. It will focus primarily on things not to do, things you should do,
expensive lessons, useful contacts/websites and other key topics that you
should be aware of when exporting to the US with specific reference to
Massachusetts /Boston area as an example.
Jon is the Executive Director of the Boston Irish Business Association (BIBA), a non-profit business organisation dedicated to promoting the business interests of its members and member organisations located in Massachusetts and abroad.
He is also the founder of the Mahoney Group, a unique Venture Catalyst firm specialising in initiating the executive selling process, creating and executing high level new business campaigns that open doors to new corporate business through appointments with decision-making senior executives.
This workshop will be delivered by Mr. Jon Mahoney founder of the Mahoney
Group and Executive Director of the Boston Irish Business Association. The event is for companies that may be either ready or seriously looking at entry to the US market. It will focus primarily on things not to do, things you should do,
expensive lessons, useful contacts/websites and other key topics that you
should be aware of when exporting to the US with specific reference to
Massachusetts /Boston area as an example.
Jon is the Executive Director of the Boston Irish Business Association (BIBA), a non-profit business organisation dedicated to promoting the business interests of its members and member organisations located in Massachusetts and abroad.
He is also the founder of the Mahoney Group, a unique Venture Catalyst firm specialising in initiating the executive selling process, creating and executing high level new business campaigns that open doors to new corporate business through appointments with decision-making senior executives.
The document discusses services provided by Donegal Business Week to support businesses. It outlines intelligence, funding, and contacts resources to help businesses with strategy, sales, innovation, finance, and tendering. Specific programs are mentioned like Acumen, Elevate, FUSION, and Seedcorn Competition that provide assistance, consultancy, funding, and networking opportunities for small and medium enterprises. Statistics are provided on the number of companies assisted and impact of cross-border economic cooperation between Ireland and Northern Ireland.
The Western Investment Fund provides financing for businesses in the western region of Ireland through equity investments, loans, and microloans. It has invested €44 million in 122 businesses across various sectors, supporting over 5,000 jobs. Equity investments range from €250,000 to €1 million for companies capable of rapid growth. Loan amounts range from €10,000 to €100,000 for community projects and €5,000 to €25,000 for creative industries. To apply, entrepreneurs submit a business plan with details on the market opportunity, management team, product or service, and financial projections.
This document provides information on raising finance for a business from AIB Bank, including the types of financing available. It summarizes AIB's offerings for startups, such as providing credit decisions within 48 hours for loans up to €30,000 and waiving fees on business start-up accounts for the first two years. It also outlines the application process and requirements, including preparing a business plan and demonstrating business viability and repayment ability.
Enterprise Ireland is the government agency responsible for supporting Irish businesses in manufacturing and internationally traded services. It has an annual budget of €343 million and supports over 5,000 client companies through an international network of 33 overseas offices. Enterprise Ireland provides funding and resources to support innovation and high-growth potential companies, especially those in industries like food, life sciences, and medical technology. Funding options include feasibility grants, competitive start funds, and high potential start-up packages up to €250,000 for businesses with an export-focused plan and potential for sales over €1 million within 3-4 years.
HOW TO START UP A COMPANY A STEP-BY-STEP GUIDE.pdf46adnanshahzad
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2. Aim of the programme
• Facilitate experienced professionals/trades
– who find themselves out of work or under
employed
– Develop business ideas
• start a new business or
• explore ways in which they can use their skills,
experience and talents to exploit commercial
opportunities.
3. Discovery Zone Programme
• The Discovery Zone is a fully funded exciting
12-week programme (3 full days per week)
• 36 days of face to face training
• 50 hours of one to one mentoring
• Access to office facilities
• Integration into the network of opportunity of
the providers
4. Workshops incorporate
• Business Workshop - Facilitated Training
• Softer Support Skills – Facilitated Training
Soft Skills / • Project Work - Linked to Active Learning /
Business Skills
Motivation Assignments derived from facilitated
sessions
• Individual Work - Linked to Individual
Personal and Career Progression Plan
Aspects to
• Guest Speakers - success Cases – “I did it,
Workshops You can too and this is how”
• Case Studies - Peer Group Learning
Exercise
• Expert Inputs - Experts in Core Fields
(dependant on issues as they arise
Group Peer
Active Learning • External Visits - to institutions, relevant
Learning
Premises
• Mentoring – Group and Individual Support
provided each week
5. Programme Stages
(3 week slots)
• Introduction to Programme, Self Awareness and Change Management
• Personal Interest and Skills Audit / Getting Started,
Awareness • Teamwork and Entrepreneurial Mindset / Brainstorming and Idea Generation
• Marketing Research / Feasibility Study
• Communication and Presentation Skills
Research • Ongoing Individual Work on Career and Progression Plan
• Production , Marketing , Costing and Pricing, Finance, legalities and
Intellectual Property
• Strategic Business Planning / Entrepreneurial Experience
Planning
• Continuous Personal Commitment to ongoing Improvement
• Business Proposal and Presentation
• Evaluation and Review
Implementation
• Exit Strategies
6. Day 1 Introduction to Programme and Expected Outcomes, Tour and Sign Up of Programme, resources
Day 2 Getting Started, Teamwork and Entrepreneurial Mindset, Importance of Entrepeneurship and the Irish
Week 1
Ecomomy
Creativity and Vision - - Introduction to Idea Generation / Brainstorming Ideas
Day 3 Introduction to Life Wheel and where people are at - Motivational and Focus exercises
Self Awareness and Change Management
Transition to Success after Loosing Your Job - Reinventing Yourself - TDI Intro / Assessment
Day 1 - Working on Individual and Group Ideas / Mentoring Participants - Skills and CVs
Awareness
Day 2 Half Day Personal Effectiveness - Personal Interest and Skills Audit - what sort of a person are you -may link to
CV/ Personal Profile
Introduction to Entrecode Analysis
Week 2
Day 2 Half Day Clarifying and expanding on Ideas / Developing questions around them - looking at the tangibility of
each
Defining and answering the questions - action plan around desk research
Day 3 Meeting Entrepeneurs / Success Cases (New Industries - Tech/ Sustainable/ Bio-Energy /Leisure)
Success Cases - Peer group learning / Entrecode Evaluation Tool Homework
Day 1 TDI Coaching Sessions - Results of Assessment (week 1)
Working on Individual and Group Ideas / Mentoring Participants - Skills and CVs
Day 2 Entrecode Results - (Cost)
Week 3
Team Building and Team Leading
Smart Objectives, Goal Setting - Action Plans
Toolkits for idea progression and development
Day 3 TDI Coaching Sessions - Results of Assessment (week 1)
Group Project/ Team Assignments
7. Guest Speaker -Success story , Meeting Entrepreneurs / Success Cases / Self Employment - SME
Other suggestions Guest Speaker - e.g. Gerard O Brien Enterprise Ireland, or CEB(strategy around entrepreneurs in
the Economy
Week 4 Day 1
Presentation of Initial Ideas - Group ideas - SWOT and Critical Issues / Review
Introduction to Market Research - Organizing the Desk and Field Research for Projects - Action Planning
Day 2
Day 3 Peer Group Learning / Guest Speaker
Working on Individual and Group Ideas / Mentoring Participants -
Working on Individual and Group Ideas / Mentoring Participants
Research / Review
Day 1
Action Feasibility Study
Week 5
Working on Individual and Group Ideas / Mentoring Participants
Day 2
Implementing and undertaking the Feasibility -
Working on Individual and Group Ideas / Mentoring Participants - Group and individual Finding information -
Assignment
Day 3
ICPP Mari (Half Day) Career Progression Action Plan (15-20 min slots)
Working on Individual and Group Ideas / Mentoring Participants
Presentation of Supports / Grants / Skills attainment available to Individuals (E.g. CEB, DSP, EI)
Day 1
Presentation of The Practical/ Tangibility re Feasibility - Money, Personal Survival, Cost Analysis, Budgets, Legal,
Day 2 Intellectual Property
Week 6
Ongoing Individual Work on Career and Progression Plan - ICPP - Gap Analysis
Verax Tool - What skills am I missing - where am I at in terms of Progression - what's working well / not
Day 3 Working on Individual and Group Ideas / Mentoring Participants -
8. Day 1 Working on Individual and Group Ideas / Mentoring Participants
Review, Evaluation and Regroup
Day 2 Introduction to Strategic Business Planning
Week 7
Presentation of Results of Feasibility Study / Marketing Research Phase
Day 3 Entrepreneurial Experience - Guest Speakers/ Case Studies
Peer Group Learning Assignment
Working on Individual and Group Ideas / Mentoring Participants
Day 1 Working on Individual and Group Ideas / Mentoring Participants -Business Planning
Day 2 Successful Business Practice and Procedures and Learning the skills of management - Planning , Leading,
Organizing and Controlling
Planning
Developing an appropriate and tailored strategic Business Plan - action workshop
Week 8
Day 3 Continuous Personal Commitment to Ongoing Improvement
Working on Individual and Group Ideas / Mentoring Participants
Visit Support agency (Assignment - SEAI, EI, CEB, LEADER)
Day 1 Working on Individual and Group Ideas / Mentoring Participants -Business Planning
Case Study and Peer Learning
Day 2 Capitalizing your Idea
What makes a good Business Plan - Production, Marketing, Costing and Pricing
Week 9
Day 3 ICPP Mari (Half Day) Career Progression Action Plan (15-20 min slots)
Working on Individual and Group Ideas / Mentoring Participants -Business Planning
Expert Input and Action Learning (E.g. Business Plan)
9. Day 1 Working on Individual and Group Ideas / Mentoring Participants
Review and Evaluation
Day 2 Communication and Personal Presentation , Deportment and Physical Presentation
Communication and Elevation Pitch -
Week 10
Negotiating, Networking and Planning for Successful delivery of individual and group plans
Day 3 Case Study and Expert Speaker (e.g. Gerry Duffy)
Working on Individual and Group Ideas / Mentoring Participants
Implementation
Day 1 Working on Individual and Group Ideas / Mentoring Participants
Day 2 Dragons Den Pitch - Practice Run - Presentation of Results of Business Planning Stage
Week 11
ICPP Mari (Half Day) Career Progression Action Plan (15-20 min slots)
Day 3 Working on Individual and Group Ideas / Mentoring Participants - Coaching, Counselling and Mentoring
Day 1 Team to support the delivery
Week 12
Day 2 Presentation of Business Proposals
Day 3 Working on Exit Strategy
10. Results to date
• 93% Finished the programme with either a Business or a New Career
• 83 % became or re-established themselves as entrepreneurs
– Of this we have;
• 47% started a new business
• 33% have greatly strengthened existing business idea
• 20% have viable projects needing further research
• 17% secured full time jobs, resulting from coaching received from the team
• 75% of those finishing did so with a different idea with which they started
Successful participants are now involved industries such as;
• Customer service •Export
• Import substitution •Technology
• Technology •Green technologies
•Tourism
• Insulation
•Health
• Manufacturing •Childcare & Special Needs
• Import substitution
11. Local Links
• The Delivery team will link into and draw from
local agencies that support entrepreneurs in
each region, for example the Institutes of
Technology, Donegal County Enterprise Board,
Donegal County Council, DSP facilitators in
each area amongst others.
19. Next Steps
Contact DCEB to express an
interest in the programme
Ursula Donnelly –
udonnelly@donegalenterprise.ie
or
Cathy Slattery –
cslattery@donegalenterprise.ie
Telephone 074 9160735