The document discusses the effectiveness of women in the workplace. It notes that women now make up 53% of the workforce but hold fewer executive and leadership positions. It provides guidelines for effective workplace behaviors such as thinking before acting, calling people by name, helping others, listening, and creating win-win situations. The document also discusses team dynamics, communication best practices, problem solving techniques, and tips for women to focus on their job responsibilities and be confident.
Survey after survey indicates most employees are disengaged at work. These results are across all industries. Naturally, there’s a lot of advice about ways to improve employee engagement. Much of this information is relevant and useful. In this webinar, we look at feedback and its relationship to employee engagement levels.
Research suggests that more feedback boosts engagement levels.
Feedback can be positive or constructive. Employees say over and over again in surveys that they want more feedback, both positive and constructive.
We explore the relationship between engagement levels and feedback frequency in this webinar.
This comes from Dr. Tim Baker's latest book: Mastering Feedback: A Practical Guide for Better Leadership Conversations.
How To Be an Influential Kaizen Coach - Joe Swartz & Mark GrabanKaiNexus
In this webinar, Mark Graban & Joe Swartz, co-authors of the Shingo Award-winning book Healthcare Kaizen will discuss:
- Why coaching matters to your organization, leaders, and staff
- Practical methods for coaching staff and leaders
- How to develop people to be better improvement facilitators
- Numerous coaching scenarios and examples from Franciscan St. Francis Health and other organizations and other industries
- Key coaching fundamentals used at Franciscan
TWI and Kata: Skill Patterns to Develop a Culture of CoachingKaiNexus
A webinar presented by Oscar Roche, hosted and moderated by Mark Graban of KaiNexus.
Oscar Roche will discuss how learning and developing the skills provided by the practices of Training within Industry (TWI) and Kata behaviors will develop good coaching practices while simultaneously developing the culture and actual practice of process improvement in your organization.
You will learn:
The basics of TWI and Kata practices
How these skills directly impact an improvement culture.
How the development of TWI and Kata develop coaching skills and practices.
How coaching plays a key role in the developing a lean culture.
A talk from July 2017 GeekNight event on how culture affects the organization and what can be done to improve it.
GeekNight is a monthly technical event at ThoughtWorks.
Survey after survey indicates most employees are disengaged at work. These results are across all industries. Naturally, there’s a lot of advice about ways to improve employee engagement. Much of this information is relevant and useful. In this webinar, we look at feedback and its relationship to employee engagement levels.
Research suggests that more feedback boosts engagement levels.
Feedback can be positive or constructive. Employees say over and over again in surveys that they want more feedback, both positive and constructive.
We explore the relationship between engagement levels and feedback frequency in this webinar.
This comes from Dr. Tim Baker's latest book: Mastering Feedback: A Practical Guide for Better Leadership Conversations.
How To Be an Influential Kaizen Coach - Joe Swartz & Mark GrabanKaiNexus
In this webinar, Mark Graban & Joe Swartz, co-authors of the Shingo Award-winning book Healthcare Kaizen will discuss:
- Why coaching matters to your organization, leaders, and staff
- Practical methods for coaching staff and leaders
- How to develop people to be better improvement facilitators
- Numerous coaching scenarios and examples from Franciscan St. Francis Health and other organizations and other industries
- Key coaching fundamentals used at Franciscan
TWI and Kata: Skill Patterns to Develop a Culture of CoachingKaiNexus
A webinar presented by Oscar Roche, hosted and moderated by Mark Graban of KaiNexus.
Oscar Roche will discuss how learning and developing the skills provided by the practices of Training within Industry (TWI) and Kata behaviors will develop good coaching practices while simultaneously developing the culture and actual practice of process improvement in your organization.
You will learn:
The basics of TWI and Kata practices
How these skills directly impact an improvement culture.
How the development of TWI and Kata develop coaching skills and practices.
How coaching plays a key role in the developing a lean culture.
A talk from July 2017 GeekNight event on how culture affects the organization and what can be done to improve it.
GeekNight is a monthly technical event at ThoughtWorks.
Conversations are at the heart of a manager’s work. It’s through conversations that managers coach, inspire, motivate, provide feedback, and much more. Being authentic is about staying authentic, relatable, and firm and fair. This unit provides managers with an understanding of what it means to be an authentic leader and how to go about this.
When Post-Its Didn't Cut it Anymore: How a Hospital Adopted KaiNexusKaiNexus
Hosted by Mark Graban of KaiNexus and presented by Tania Lyon
November 30 from 1:00 - 2:00 pm EDT
In this webinar, you will learn:
The preconditions for a successful rollout
The levers for driving KaiNexus adoption
How to develop and rely on the organizational helpchain to manage training
Tania Lyon
Dr. Lyon has spent the last 7 years leading St. Clair Hospital, a large award-winning community hospital in Pittsburgh, PA, through a “lean” transformation as their first Director of Organizational Performance Improvement. She has trained over 1600 hospital employees in Toyota principles and methods. Her own background in Lean healthcare comes from 5 years with the nonprofit Pittsburgh Regional Health Initiative (PRHI) where she helped to develop their nationally acclaimed curriculum for health care professionals and coached lean improvement efforts in a variety of healthcare settings. Dr. Lyon is also interested in Lean Healthcare applications for low resource settings like hospitals in Malawi and Haiti. She earned her PhD in Sociology from Princeton University and her BA in Peace and Conflict Studies from U.C. Berkeley and has two charming daughters who have thus far resisted all efforts to apply the Toyota Way to their rooms.
Why You Need Happy Employees and How to Get ThemWorkology
In this tight job market, employee engagement, retention and hiring the happiest and most productive workers is on every recruiter and hiring manager's mind. In this webcast, we will discuss tactics and strategies for hiring happy employees, how to keep them and understand the science behind engagement, motivation and happiness. This webinar is especially critical for managers to understand especially since they interface with most of your employees every single day.
How to do more that matters: From personal satisfaction to professional successPeter Stevens
What really matters? This question gives you context for making decisions about your life and your projects? How can you do more that matters? How can you have achieve results at work?
12 steps to build organizational resilienceHillik Nissani
build organizational resilience and improve employees engagement. Helps with remote work and handle the new COVID-19 crisis. Helps handle with Coronavirus.
Personal Agility: From Personal Satisfaction to Professional ImpactPeter Stevens
Personal Agility is a simple, easy-to-use framework to help you figure out and do more of what really matters. Personal Agility connects what you do with who you are and who you want to be. Personal Agility is also a simple leadership framework to help you build alignment throughout your organization.
Do you have too much to do and not enough time to do it? This talk give answers, shares case studies, and shows how you can use this simple framework to do more that matters and less that doesn't!
As presented at Torino Agile Conference, February 3, 2018
4 Simple (but highly effective) Steps for Manager to Improve Employee EngagementNMC Strategic Manager
Engaged employees are more likely to perform better, contribute more and stay with your organization. Here we share simple but highly effective tips for managers.
The Five Conversations Framework is an internationally recognised, practical approach developed by Tim Baker designed to having regular check-ins and catch-ups with team members. The focus is on five performance-based conversations that make a difference. This unit explains the framework and challenges managers to implement it in their workplace to accelerate performance.
The proactive paradox describes the situation where the manager expects the employee to use independent judgment and the employee wants to use independent judgment.
However, both the employee and manager are frustrated because they believe the other to be at fault.
What causes this frustration?
What are the circumstances that cause the proactive paradox?
Why is being compliant and reactive behavior favored over using independent judgment?
We consider this dynamic in this presentation.
Solutions for Sustaining an Improvement ProgramKaiNexus
Presented by Chris Burnham
In this webinar you will learn:
How to navigate the different roles you will have to play as a Continuous Improvement Leader
About the different constituencies that you need to identify and serve as an effective Continuous Improvement Leader
Some countermeasures to the common pitfalls and mistakes that frustrate improvement leaders with sustainment of improvement programs
About the Presenter:
Chris Burnham is a Continuous Improvement Program Manager at Wright Medical, in Memphis.
Chris is a results-oriented, award winning leader who understands how to motivate and lead diverse teams to deliver significant results to the bottom line. He passionate about generating a high level of employee engagement to create leaders at every level of the organization.
Chris has a BS in Criminal Justice (yes, that's right) from Western Carolina University.
The Progress Principle - Its relationship to Agile and Leansmarten10
Managers and clients are always seeking ways to improve a teams performance, as well as an individuals’ motivation.
Teresa M. Amabile and Steven J. Kramer of Harvard Business Review provides data driven insight and the tools to help managers and Scrum Masters to improve team and team member performance through a principle they coined – “Progress Principle”.
Conversations are at the heart of a manager’s work. It’s through conversations that managers coach, inspire, motivate, provide feedback, and much more. Being authentic is about staying authentic, relatable, and firm and fair. This unit provides managers with an understanding of what it means to be an authentic leader and how to go about this.
When Post-Its Didn't Cut it Anymore: How a Hospital Adopted KaiNexusKaiNexus
Hosted by Mark Graban of KaiNexus and presented by Tania Lyon
November 30 from 1:00 - 2:00 pm EDT
In this webinar, you will learn:
The preconditions for a successful rollout
The levers for driving KaiNexus adoption
How to develop and rely on the organizational helpchain to manage training
Tania Lyon
Dr. Lyon has spent the last 7 years leading St. Clair Hospital, a large award-winning community hospital in Pittsburgh, PA, through a “lean” transformation as their first Director of Organizational Performance Improvement. She has trained over 1600 hospital employees in Toyota principles and methods. Her own background in Lean healthcare comes from 5 years with the nonprofit Pittsburgh Regional Health Initiative (PRHI) where she helped to develop their nationally acclaimed curriculum for health care professionals and coached lean improvement efforts in a variety of healthcare settings. Dr. Lyon is also interested in Lean Healthcare applications for low resource settings like hospitals in Malawi and Haiti. She earned her PhD in Sociology from Princeton University and her BA in Peace and Conflict Studies from U.C. Berkeley and has two charming daughters who have thus far resisted all efforts to apply the Toyota Way to their rooms.
Why You Need Happy Employees and How to Get ThemWorkology
In this tight job market, employee engagement, retention and hiring the happiest and most productive workers is on every recruiter and hiring manager's mind. In this webcast, we will discuss tactics and strategies for hiring happy employees, how to keep them and understand the science behind engagement, motivation and happiness. This webinar is especially critical for managers to understand especially since they interface with most of your employees every single day.
How to do more that matters: From personal satisfaction to professional successPeter Stevens
What really matters? This question gives you context for making decisions about your life and your projects? How can you do more that matters? How can you have achieve results at work?
12 steps to build organizational resilienceHillik Nissani
build organizational resilience and improve employees engagement. Helps with remote work and handle the new COVID-19 crisis. Helps handle with Coronavirus.
Personal Agility: From Personal Satisfaction to Professional ImpactPeter Stevens
Personal Agility is a simple, easy-to-use framework to help you figure out and do more of what really matters. Personal Agility connects what you do with who you are and who you want to be. Personal Agility is also a simple leadership framework to help you build alignment throughout your organization.
Do you have too much to do and not enough time to do it? This talk give answers, shares case studies, and shows how you can use this simple framework to do more that matters and less that doesn't!
As presented at Torino Agile Conference, February 3, 2018
4 Simple (but highly effective) Steps for Manager to Improve Employee EngagementNMC Strategic Manager
Engaged employees are more likely to perform better, contribute more and stay with your organization. Here we share simple but highly effective tips for managers.
The Five Conversations Framework is an internationally recognised, practical approach developed by Tim Baker designed to having regular check-ins and catch-ups with team members. The focus is on five performance-based conversations that make a difference. This unit explains the framework and challenges managers to implement it in their workplace to accelerate performance.
The proactive paradox describes the situation where the manager expects the employee to use independent judgment and the employee wants to use independent judgment.
However, both the employee and manager are frustrated because they believe the other to be at fault.
What causes this frustration?
What are the circumstances that cause the proactive paradox?
Why is being compliant and reactive behavior favored over using independent judgment?
We consider this dynamic in this presentation.
Solutions for Sustaining an Improvement ProgramKaiNexus
Presented by Chris Burnham
In this webinar you will learn:
How to navigate the different roles you will have to play as a Continuous Improvement Leader
About the different constituencies that you need to identify and serve as an effective Continuous Improvement Leader
Some countermeasures to the common pitfalls and mistakes that frustrate improvement leaders with sustainment of improvement programs
About the Presenter:
Chris Burnham is a Continuous Improvement Program Manager at Wright Medical, in Memphis.
Chris is a results-oriented, award winning leader who understands how to motivate and lead diverse teams to deliver significant results to the bottom line. He passionate about generating a high level of employee engagement to create leaders at every level of the organization.
Chris has a BS in Criminal Justice (yes, that's right) from Western Carolina University.
The Progress Principle - Its relationship to Agile and Leansmarten10
Managers and clients are always seeking ways to improve a teams performance, as well as an individuals’ motivation.
Teresa M. Amabile and Steven J. Kramer of Harvard Business Review provides data driven insight and the tools to help managers and Scrum Masters to improve team and team member performance through a principle they coined – “Progress Principle”.
Five Strategies to Engage & Retain Working ParentsKyra Cavanaugh
Presentation by Teresa Hopke, SVP and principal for HR/workflex experts Life Meets Work, from a July 30, 2015 webinar:
* The top 5 things you can do to retain working parents
* Why working dads are the new at-risk employee
* Unintentional mistakes that snub working fathers
Featuring Angela Wilks and Vladimar Yelizarov from O'Melveny & Myers, LLP.
Lessons from washington state governments lean transformation journey ame j...Darrell Damron
In this session, Darrell Damron, enterprise lean consultant with the Results Washington team, shared three innovative strategies that have yielded lessons for government and non-profit organizations
Community of Practice - Self Care for Change PractitionersProsci ANZ
Being involved in change can be exciting and exhausting and for us to be of service to others, we need to regularly take stock of how WE are and build our resilience.
This 60 min webinar will give you tips and tricks on how you can refresh your energy and passion and build the resilience you need to perform at your best.
There are many causes of stress in the workplace which can make addressing the topic seem daunting. Positive psychology offers a fresh approach to the problems of stress at work.
Leaders today require the right techniques and the right people to generate the proper change required to be competitive. Learn the seven steps to creating immediate change in your organization.
This presentation helps managers develop coaching strategies that bring out the best in their employees, by understanding the psychological needs that people bring to the workplace.
2. Our Vision Statement
Clearly communicate the
effectiveness of women in
the workplace.
3/4/2015Ashlea Swingle, Grace Borisuk, Julie Whitmer
2
3. How Far
3/4/2015Ashlea Swingle, Grace Borisuk, Julie Whitmer
3
We’ve Come
53%
27%
40%
24%
19%
35%
Women making up the workplace
Entry-level Employees
Vice President
Managers
Senior Vice President
Executives
Directors
4. Guidelines and Behaviors
Think before you act
Call people by name
Help Others
Listen to People
Create win-win
situations
Be positive
Individual Behavior
Group Behavior
Organizational Level
3/4/2015Ashlea Swingle, Grace Borisuk, Julie Whitmer
4
Guidelines Behaviors
5. Staying On Target
3/4/2015Ashlea Swingle, Grace Borisuk, Julie Whitmer
5
Useful Suggestions:
1. Evaluate Team Dynamics
2. Take initiative
3. Focus on Team not self
4. Concentrate on cohesiveness
Further Information:
http://www.forbes.com/sites/sage/2014/04/02/four-tips-to-
help-women-excel-in-the-workplace/
7. Steps of Progression
3/4/2015Ashlea Swingle, Grace Borisuk, Julie Whitmer
7
Listen to
teammates
• Ears
• Repeat what was said
• Ask Questions
Write
everything
down
• Notepad/Pen
Visual
Aids
• Eyes
• Handouts
• Charts
Nonverbal Cues
• Eyes
• Body Language
• Change in
Subject
8. Types of Teams
• Functional Teams
• Task Teams
• Virtual Teams
3/4/2015Ashlea Swingle, Grace Borisuk, Julie Whitmer
8
9. Team Dynamics
3/4/2015Ashlea Swingle, Grace Borisuk, Julie Whitmer
9
• Clear
• Agreed upon
Objectives
• Around 5 members
• Diverse
Team Size
• Policies and rules
• Shared expectations within the group
Team Norms
• Closeness of group members
• Team work
Group Cohesiveness
• Ranking of membersStatus within the Team
• Work expectations
• Clear and defined jobs
Group Roles
10. Planning Meetings
3/4/2015Ashlea Swingle, Grace Borisuk, Julie Whitmer
10
Objectives
Participants
and
Assignments
Agenda
Date, Time,
and Place
Leadership
The Written
Plan
11. Problem Solving
• Problem: whenever there is a difference between
what is actually happening and what the
individual or group wants to be happening
• Problem Solving: the process of taking
corrective action in order to meet objectives
3/4/2015Ashlea Swingle, Grace Borisuk, Julie Whitmer
11
12. 5 Steps to Problem Solving
Define the
Problem
Set
Objectives
and Criteria
Generate
Alternatives
Analyze and
Select
Plan,
Implement,
and Control
3/4/2015Ashlea Swingle, Grace Borisuk, Julie Whitmer
12
13. Women Focusing on the Job
• Work your hardest
• Keep work at work and home at home
• Be professional at all times
• Be confident in the woman God created you to
be
3/4/2015Ashlea Swingle, Grace Borisuk, Julie Whitmer
13
Application
https://www.youtube.com/watch?v=hKo0yxMLsx0
Our vision statement is to clearly communicate the profitability of women in the workplace, while maintaining a healthy biblical responsibility.
A vision statement helps us communicate to you that a great deal of thought has gone into how we want to present to you with our beliefs of
the effectiveness of women in the workplace.
This pie chart is an example of just how far we as a country have come along in establishing more women in the workplace. The numbers can be increased which gives room for improvement, but also shows that women are gradually making their way to be more influential in the workplace.
Individual Behavior- has to do with what you do or say and how it affects others
Group Behavior – has to do with what two or more people do and say as they interact and how their behavior affects others.
Organizational Level- has to do with the behavior of the organizations individuals and groups.
At times it can be related to being a domino effect, where an organization can be affected by one person and each person affects the whole group or organization.
Evaluating Team Dynamics will help in developing a sharpened awareness to thinking before you act. Everyone has triggers, whether positive or negative, determining what those triggers are beforehand will help a great deal in the workplace.
Taking Initiative- reflects a responsible individual behavior that will set an example to the group and could influence the group to take initiative based on your leadership. A team member listens, helps, and encourages to their other team members.
Focusing on the team and not yourself can increase your awareness of people and their needs.
Concentrate on cohesiveness- detached or disconnected teams suffer from idleness. Idleness produces ineffectiveness. Cohesive teams can connect and formulate more participation among group members because they crave to be successful as a team thus being effective in the workplace.
For Further Information- We have attached a hyper link to the forbes news to help clarify and give additional four tips to help women excel and be efficient in the workplace.
Listening
Writtten
Visual Aids
Nonverbal
Listen to teammates- Listening involves intentional focus and attention. You listen with your ears and hear with your ears. Hearing someone does not mean you are retaining information that they are giving. Listening involves ears that are attentive and retain the information being given. Communication involves great listening skills.
Write Everything Down- Bring a notepad and pen with you everywhere. It is a step that seems trivial, but it gives incredible rewards such as rememberance, and also future reference.
Visual Aids- This involves peoples eyes. Handouts and Charts tend to draw the eye to focus in on what is being presented. It is usually in chart and handout form that people will notice shape and color. When shapes and colors are noticed the information inside will be thought of as significantly important as well.
Nonverbal Cues- Body Language. Body Language is key to communication. While the three steps before were attributed to you, nonverbal communication refers to both you and the person you are communicating with. Nonverbal cues are great indicators of whether the subject you are talking about or the subject you are hearing about are interesting and worth either your time or his/her time.
Functional Teams – formal, ongoing teams that consist of managers and their employees. Example: a department – Registrar department
Task Teams – work together on a specific activity. Example: creating a donor letter – communications, development, mailroom, president, student worker
Virtual Team – conduct almost their entire group work by electronic digital communications, rather than face to face. Example: Moodle technologist
Objectives – have a clear purpose and direction
Participants and Assignments – the leader should have already selected members, if work should be done beforehand for the meeting the leader should have given ample time for the members to prepare
Agenda – the leader should have a planned out the meeting so that the objectives and goals are met
Date, Time, and Place – Ask members for input as to when they are available, set a beginning and end time, good working environment
Leadership – The leader should determine the group’s level of development and plan to provide the appropriate task and/or maintenance behavior
The Written Plan – Put the first five items in writing and make copies to be distributed to team members
