The document discusses how engagement drives business results and the critical role that feedback plays. It argues that traditional performance reviews are ineffective at providing feedback and promoting engagement. Instead, it recommends supercharging familiar behaviors like recognition, 1:1 meetings, and ongoing feedback through gamification to make the feedback process easier and more continuous. This intrinsic approach could increase engagement, reduce turnover, and boost market position.
Do you think you get enough feedback about how you can be more effective from your boss?.... Your team probably thinks the same about you.
Receiving good feedback gives you powerful information that can dramatically decreases the time required to master a skill or help you blow down the barriers that prevent you from getting to the next level. If only you knew.
If you are interested in learning to communicate better (clearly, concisely and crisply) and in learning to talk like an executive, this deck is a starter for you.
https://www.wrike.com/blog/how-to-build-the-perfect-team-nancy-butler/ - Having the right people in place is essential to accomplishing your goals and building your business. Follow these tips from Nancy Butler, business coach and award-winning author of Above All Else, to assemble the perfect high-performing team.
Do you think you get enough feedback about how you can be more effective from your boss?.... Your team probably thinks the same about you.
Receiving good feedback gives you powerful information that can dramatically decreases the time required to master a skill or help you blow down the barriers that prevent you from getting to the next level. If only you knew.
If you are interested in learning to communicate better (clearly, concisely and crisply) and in learning to talk like an executive, this deck is a starter for you.
https://www.wrike.com/blog/how-to-build-the-perfect-team-nancy-butler/ - Having the right people in place is essential to accomplishing your goals and building your business. Follow these tips from Nancy Butler, business coach and award-winning author of Above All Else, to assemble the perfect high-performing team.
Ownership Accountability Training for mid level staffNeetu Maltiar
A wonderful presentation on motivating mid - level staff for training on being Accountable & taking Ownership of their job, work place and improve your life by being excellent.
Leadership and the art of receiving feedbackEric De Pooter
A feedback culture is based on the competence of people in receiving feedback. We tend to focus a lot on the skill of giving feedback. The true ( inner ) development lies in the competence of receiving feedback.
There is an art to giving and receiving feedback. To get better, feedback is necessary – but it also can backfire if handled poorly. This session is for managers and non-managers and addresses the art of feedback and working with subordinates or peers/team members.
"one rotten apple spoils a bunch". Learn how a positive attitude can transform your organization and give you more opportunities for success.
Feedback mechanism, Types of Feedback, Positive Feedback, Developmental Feedback, Self Reflection and Self Preparation, Models of Giving Feedback, Effective Feedback, Sandwich Model, Boost Model, Aid Model, Process for Giving Feedback, How to Give Feedback
Carol Dweck states that “Individuals with a fixed mindset believe that their intelligence is simply an inborn trait—they have a certain amount, and that's that. In contrast, individuals with a growth mindset believe that they can develop their intelligence over time” (Blackwell, Trzesniewski, & Dweck, 2007; Dweck, 1999, 2007).
Growth Mindset- What is growth mindset? What is difference between fixed mindset and growth mindset? How to develop growth mindset? Carol S. Dweck (born October 17, 1946) is the Lewis and Virginia Eaton Professor of Psychology at Stanford University-Growth mindset- “the people who maybe didn’t have an image to uphold, didn’t feel the weight of other people’s expectations, and just followed their passions and developed their abilities.”
The Art of Giving and Receiving FeedbackDebrief2Learn
In healthcare organizations, it is mission critical that leaders and managers possess the skills to deliver direct, honest feedback to supervisees and peers. Currently, many managers receive minimal training on how to provide concrete feedback plus coaching that can help team members improve their performance. As a result, many supervisees receive feedback that is conflicting, confusing, or no feedback at all. In this workshop, Grace Ng will discuss the current challenges in giving and receiving feedback, provide frameworks and tools that can be applied in feedback conversations, and share her vision for moving towards a culture of feedback and learning.
These are the slides from a workshop I am running, it definitely doesn't quite translate to self paced online, but you get an idea of some of the stuff. Please provide comments if you have any feedback!
What doesn't kill you makes you stronger!
A presentation on the constructive ways for giving and receiving feedback—adapted from: "Developing Leadership Skills", by Alfred Darmanin
9 Unique Traits of High-Performing TeamsWeekdone.com
What are the unique traits that separate high-performers from low-performers? Find out and build your own High-Performance Team that is highly focused on goals and achieve superior business results.
[GUIDE] From the annual performance review to continuous feedbackImpraise
Companies like Adobe, Accenture, Deloitte, Google, Gap and others moved away from the annual performance appraisal to more continuous, real-time feedback.
Thus calendar guide shows you how you can get your company ready for continuous, instant feedback feedback at work.
It's a simple 12 step process that you can follow.
For a more detailed guide go to blog.impraise.com
Impraise is a simple app that helps you transform your company. Over 100 companies achieved this already with Impraise, among them Booking.com, Atlassian or IDEO.
Ownership Accountability Training for mid level staffNeetu Maltiar
A wonderful presentation on motivating mid - level staff for training on being Accountable & taking Ownership of their job, work place and improve your life by being excellent.
Leadership and the art of receiving feedbackEric De Pooter
A feedback culture is based on the competence of people in receiving feedback. We tend to focus a lot on the skill of giving feedback. The true ( inner ) development lies in the competence of receiving feedback.
There is an art to giving and receiving feedback. To get better, feedback is necessary – but it also can backfire if handled poorly. This session is for managers and non-managers and addresses the art of feedback and working with subordinates or peers/team members.
"one rotten apple spoils a bunch". Learn how a positive attitude can transform your organization and give you more opportunities for success.
Feedback mechanism, Types of Feedback, Positive Feedback, Developmental Feedback, Self Reflection and Self Preparation, Models of Giving Feedback, Effective Feedback, Sandwich Model, Boost Model, Aid Model, Process for Giving Feedback, How to Give Feedback
Carol Dweck states that “Individuals with a fixed mindset believe that their intelligence is simply an inborn trait—they have a certain amount, and that's that. In contrast, individuals with a growth mindset believe that they can develop their intelligence over time” (Blackwell, Trzesniewski, & Dweck, 2007; Dweck, 1999, 2007).
Growth Mindset- What is growth mindset? What is difference between fixed mindset and growth mindset? How to develop growth mindset? Carol S. Dweck (born October 17, 1946) is the Lewis and Virginia Eaton Professor of Psychology at Stanford University-Growth mindset- “the people who maybe didn’t have an image to uphold, didn’t feel the weight of other people’s expectations, and just followed their passions and developed their abilities.”
The Art of Giving and Receiving FeedbackDebrief2Learn
In healthcare organizations, it is mission critical that leaders and managers possess the skills to deliver direct, honest feedback to supervisees and peers. Currently, many managers receive minimal training on how to provide concrete feedback plus coaching that can help team members improve their performance. As a result, many supervisees receive feedback that is conflicting, confusing, or no feedback at all. In this workshop, Grace Ng will discuss the current challenges in giving and receiving feedback, provide frameworks and tools that can be applied in feedback conversations, and share her vision for moving towards a culture of feedback and learning.
These are the slides from a workshop I am running, it definitely doesn't quite translate to self paced online, but you get an idea of some of the stuff. Please provide comments if you have any feedback!
What doesn't kill you makes you stronger!
A presentation on the constructive ways for giving and receiving feedback—adapted from: "Developing Leadership Skills", by Alfred Darmanin
9 Unique Traits of High-Performing TeamsWeekdone.com
What are the unique traits that separate high-performers from low-performers? Find out and build your own High-Performance Team that is highly focused on goals and achieve superior business results.
[GUIDE] From the annual performance review to continuous feedbackImpraise
Companies like Adobe, Accenture, Deloitte, Google, Gap and others moved away from the annual performance appraisal to more continuous, real-time feedback.
Thus calendar guide shows you how you can get your company ready for continuous, instant feedback feedback at work.
It's a simple 12 step process that you can follow.
For a more detailed guide go to blog.impraise.com
Impraise is a simple app that helps you transform your company. Over 100 companies achieved this already with Impraise, among them Booking.com, Atlassian or IDEO.
Continuous Feedback: The New Paradigm by Jared RichardsonTEST Huddle
In these slides Jared discusses creating intentional feedback in several forms, but then we’ll focus on continuous integration and continuous testing/continuous deployment.
Available on testhuddle.com
Positive Feedback Mechanisms: Promoting better communication environments in ...Jailza Pauly
Feedback is a critical part of communication and essential to developing the optimal work environment. How do you prepare for giving feedback? How do you respond to feedback? What does a good feedback environment look like? This workshop explored these questions and gave graduate students and postdocs opportunities to practice real-life scenarios giving and receiving feedback.
Harbinger Systems, a technology partner to leading product companies, in its zeal to foster a work environment where employees feel engaged and motivated, has been utilizing various innovative methods to promote continuous dialog with employees and provide continuous feedback. The results are striking! These efforts improved productivity on business deliverables, increased customer satisfaction enabling multi-year engagements and minimized employee turnover.
Maintaining employee engagement has been ranked as one of the top priorities of organizations for years. It has been clearly established that when employees are given regular feedback (be it positive or adjusting), they feel cared for. Such employees who feel valued are often the most engaged employees.
The real challenge lies in the effective implementation of continuous feedback approach. Due to the increasing demands of their role, managers/leaders find it arduous to engage with their employees on a regular basis.
Technology can really play a pivotal role in simplifying and facilitating open dialog and continuous feedback in organizations, by building on ideas of One-on-One's and Pulse meetings. Technology can also aid in generating and bringing out meaningful, actionable insights by analyzing data gathered from the various feedback channels.
Thank you for joining us for an insightful webinar on " Engage for Success: Improve Workforce Engagement with Open Communication and Continuous Feedback". Attendees got insights on the cost of employee disengagement, The relation between continuous feedback and workforce engagement, and how Harbinger improved employee engagement through open communication. We would also conduct a demo of system to manage and track such communication.
Simplified presentation of a larger effort which has proven to be very effective in tying together Engagement, Lean, Leadership, and several Quality influences and outcomes. The great miss of most organizations is disregard for or minimalising the importance of people and their influence on profitability, competitiveness, sustainability (of organization and even whole industries), while obsessing over materials (commodities) costs (which remain the same for all competitors).
Why managers struggle to lead is a recent presentation that Clay Staires gives to business professionals around the nation. Detailing the difference between management and leadership.
Soccnx III - Measure, reward , enhance: leverage user adoption with gamificationLetsConnect
Speakers: Sasja Beerendonk
When implementing social software such as IBM Connections within your organisation you will find that user adoption is key to success. When confronted with social software that requires a different work manner and attitude employees often find themselves clueless how to get started. Using gamification you can guide your employees step-by-step into the right direction, and take them to a higher level of understanding and using the tool. Kudos Badges and Bunchball Level Up use gamification techniques to leverage adoption of IBM Connections. This presentation will outline how gamification can enhance employees' understanding of Connections and what it takes to collaborate in a social and open manner. Through points, badges, levels and leaderboards a user is guided in the right direction and becomes more engaged. What is gamification? What motivates us? How can gamification be used to leverage adoption of Connections so it can contribute to the organisation's business goals? How does Kudos or Bunchball work? From Maslow’s Need to Pink’s Drive you will understand the basic concepts of motivation that gamification uses. You will see a live demo on gamification for Connections.
Happy at work 4 capturing the young and the restless how to make the edgy gen...Salt & Light Ventures
David Bonifacio's talk presentation at the Happy at Work Conference 2014 titled, "Capturing the Young and the Restless: How to Make the Edgy Gen Y Commit"
Gamification: Pleasing the Human element at workSapna Patni
GAMIFICATION IS THE PROCESS OF USING GAME THINKING AND GAME MECHANICS TO SOLVE PROBLEMS AND ENGAGE USERS.
We have always engaged in Gamification right from school where marks, grades, certificates and results were equivalents to points, levels, badges and leader-boards respectively.
On April 25th, 2013, Salesforce Work.com hosted a webinar featuring Nicole DiViito from Salesforce.com's Global Onboarding and Sales Productivity Team. Here is the powerpoint presented. A replay of the session can be found here:
http://work.com/blog/2013/04/webcast-replay-inside-salesforce-coms-winning-sales-culture/
Based on his recent 60-minute Work.com webinar, former COO of eBay, Maynard Webb, shares the hard-won lessons and key strategies for improving the performance of your sales team gained during his remarkable rise from entry-level employee at IBM to one of the most respected figures in Silicon Valley.
Key Takeaways:
1. Achieve your goals by learning to focus on what matters most
2. Empower your sales team to overcome obstacles and boost productivity
3. Navigate today's constantly shifting workplace by thinking like an entrepreneur
Learn more about Salesforce Work.com at http://work.com
Social apps like Facebook have transformed the way we connect, share and engage in our personal lives - but what if we could use a similar approach at work? Would bringing a social, collaborative approach to performance management help people be more productive and engaged? Hear first hand from 1-800 Flowers how they leverage social technologies to engage, motivate, and align their people and help them work better, together.
In "Mastering the Science of Persuasion," Shirzad Chamine, renowned executive coach and author of the New York Times bestseller “Positive Intelligence,” shares 5 powerful persuasion techniques that can significantly improve your daily interactions and influence at work, and earn you the respect and support of your customers and colleagues.
In our latest Leadership Series Web Seminar, Lane Becker - entrepreneur and co-author of New York Times bestseller "Get Lucky" - explores the secret formula behind the world's most successful organizations: "planned serendipity." Learn how to guarantee startup-like success for your business, over and over again.
In this Webinar, Shirzad Chamine - author of New York Times best seller “Positive Intelligence” -
explores a groundbreaking new science and practice that has helped hundreds of CEOs and their executive teams train their minds to combat “saboteurs” and make lasting improvements in performance and personal fulfillment.
LivingSocial Director of Global HR Colleen Wood delivers her company's vision for sustaining their social, collaborative culture.
See how Rypple helped Living Social achieve that vision as LivingSocial grew in the last year from 600 to 5000 employees.
Have questions on how to get started with Rypple Social Goals 2.0? Watch Meghan Gendelman from our Customer Success team as she demonstrates a new way for teams to stay focused on what really matters and make progress on shared goals.
What can leaders do to get to the next level and help their business get to the next level? How can they improve productivity and goal setting? What are the challenges leaders face and how can leaders turn those challenges into opportunities to be even more effective?
On Tuesday December 13th, author and executive coach Scott Eblin, joined Rypple for a webinar to share some insights with our audience on coachable moments.
Attendees learned valuable strategies on how to use compassion to prepare for their coaching sessions:
* Set a positive climate that fosters respect
* Focus on long-term development— not on altering short-term performance
* Discover your employees’ personal goals
Part Two of our 3-part series took place on Tuesday November 29 at 2 pm ET. Join us as Teleos’ scholar-practitioners, Suzanne Rotondo and Gretchen Schmelzer share how you can:
* Deepen the conversation with your team
* Get the feedback you’re looking for
* Build on the coaching reflections from Part One
Suzanne Rotondo and Gretchen Schmelzer
Master coach faculty members for Teleos’ flagship coach development and certification program
In the first of a three-part series on coaching, Suzanne and Gretchen will discuss, “What Neuropsychology Tells Us About the Positive Impact of Coaching with Compassion.”
Workplace Expert Jodi Glickman shares four easy steps to the most productive performance review you've ever had.
About Jodi Glickman
Jodi Glickman is an expert in training people how to navigate the workplace. She
founded the consulting firm, Great on the Job (GOTJ) in 2008 to provide Millennials and managers alike with effective communication strategies.
She is a former Peace Corps volunteer (Southern Chile) turned investment banker (Goldman Sachs) turned present-day communication expert. She can also be found contributing to Harvard Business Review, Fortune.Com and Business Insider.
This year Jodi published her book, “Great on the Job, What to Say, How to Say it, The Secrets of Getting Ahead.”
Michael Lopp — author of the acclaimed “Rands in Repose”
blog and the books “Being Geek” and “Managing Humans” — joins Rypple for an interactive chat. Learn how Michael runs 1:1s with his engineering team.
Rypple's VP of Success and Engagement, Dan Portillo, explains how HR can apply the principles of Social Applications to better engage with their employees.
In this interactive session, Dave Logan gives you an overview of how to upgrade your organization one tribe at a time. The result is unprecedented impact and financial success. At the heart of this session is the principals’ ten-year study on thousands people (published in 2008 as Tribal Leadership) that mapped, for the first time, five stages of corporate culture and the unique leverage points to nudge a group forward.
Pfeffer reveals the true paths to power and career success. He argues that force can be used and harnessed not only for individual gain but also for the benefit of organizations and society. Power, however, is not something that can be learned from those in charge—their advice often puts a rosy spin on their ascent and focuses on what should have worked, rather than what actually did. Instead, Pfeffer reveals the true paths to power and career success.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
2. Key take-aways
1. What engagement means to your business
2. Critical role of feedback plays
3. Why it’s hard to get & how to make it easier
Bonus: harnessing the power of intrinsic motivation
3. My top 2 management lessons learned
1. It’s not about you, it’s about your team
2. Only your mother cares about how
smart you are *
*
2b.
Everyone
else
cares
about
results
.
6. What is “engagement” anyway?
“Engagement is about aligning individuals with
the mission
and
priorities
of the organization.”
Aberdeen Group study, July 2009
Beyond Satisfaction: engaging employees and retaining customers.
7. Engagement reality
Only
21% of employees are truly
engaged in their work
Towers Perrin, Global Workforce Study of 90,000
workers in 18 countries (2008)
7
14. Question
promote
“How do we drive engagement?”
15. Promoting engagement
“success
depends
on a company’s ability
to
unleash
the
initiative,
imagination
and
passion
of its employees”
Gary Hamel:
WSJ, Dec 2009
16. How to get there
1. Help people know how they’re doing
2. Make positive behaviors visible
3. Encourage ongoing learning
20. Good in theory, hard in practice
1. We all agree it’s a good idea
2. Some of us are good about doing it
3. Most of us aren’t *
* if you gave all your employees free gym memberships, how many would go?
26. …& give lots of feedback all at once.
“Here’s all the feedback. Now use it!” *
*
“By
the
way,
here’s
your
raise/bonus…”
26
27. Performance reviews don’t work
“Get Rid of the Performance Review! It destroys morale, kills
teamwork and hurts the bottom line.”
“Now is as good a time as any to think about giving up this
bankrupt process.”
28. How people feel about reviews
Y
N
1. Easy
to
complete?
☐
2. Are
they
consistently
helpful?
☐
3. Is
the
experience
enjoyable?
☐
4. Are
insights
easily
assimilated?
☐
29. Not surprising that…
75%!
People
hate
performance
reviews
*Bersin
Associate
Research
People
want
to
hear
60%! from
their
managers
on
a
daily
basis
*Robert
Half
InternaQonal
&
Yahoo
Hotjobs
Survey
30. formal
review
the
best
stuff
formal
review
Reviews miss the best stuff
31. Recognition promotes retention
17%!
People
leave
due
to
insufficient
recogniQon
at
work
*Salary.com
Employee
Job
SaQsfacQon
&
RetenQon
Survey
2007/2008
“One
at
a
Qme,
15-‐second
praising
is
10x
more
valuable
than
a
group
‘way
to
go
gang’.”
*Tom
Peters,
Author/Management
Guru
38. Monetary incentives don’t work
“…when the tasks involve higher levels of
cognition or creativity, the monetary incentives
actually stifle performance rather than drive it.
In addition, people undertake activities for
reasons of mastery, purpose, etc. rather than
specifically for monetary reward.”
Daniel Pink
Author, Drive
40. ConsumerizaQon
of
IT,
March
17,
2011
“95% of Information Workers Use Self-
95%
of
InformaQon
Workers
Use
Self-‐Purchased
Technology
for
Work
Purchased Technology for Work”
41. Future state of feedback
1. Continuous
2. Drive business results not
just artifacts
3. Clear benefit to the
employee
42. Solution for today’s workforce
Amplify existing social
95%
of
InformaQon
Workers
Ubehaviors that promote
se
Self-‐Purchased
Technology
for
Work
engagement
43. Behavior #1: give recognition
“The number one motivator of
peopleof
InformaQon
Workers
Use
Self-‐Purchased
Technology
for
Work
95%
is feedback on results.”
Ken Blanchard: Author, The One Minute Manager
44. Behavior #2: have frequent 1:1’s
“Encourage managers to have frequent,
ongoingf
conversationsse
Self-‐Purchased
staff.”
for
Work
95%
o InformaQon
Workers
U with their Technology
Jeffrey Pfeffer: Professor of Organizational Behavior, Stanford
45. Behavior #3: get ongoing feedback
“Reach out to co-workers, listen
and learn, and Workers
Use
Self-‐Purchased
Technology
for
Work
95%
of
InformaQon
to focus on
continuous development.”
Marshall Goldsmith: CEO coach & best selling author
46. Oh, but it has to be…
Everyone does it
together
Integrates into
work life
People actually
want to do it.
47. Gamification* to the rescue!
* using game-play mechanics in non-
game applications to engage people.
48. Today, people are realizing that game design
has something to say about how we design
solutions to other problems.
49. You can’t save a crappy "
service/product/environment"
by bolting on game mechanics.
+
50. Ex: Gamification of personal relationships
1. Keep in touch with people I know
2. See what people I know are doing
3. Share the things I like with others
4. Know where the action is
5. Feeling of belonging to a group
Intrinsic desires
51. Unexplored
levels
Experiences
I
share
Unexplored
people
My
achievements
StaQsQcs
Icons
&
badges
Unexplored
achievements
52. What if people at work were as
engaged, happy & focused
as they are when gaming?
53. Leveling up
Leaderboards
Badges
Reality"
Work is already filled with
games & game-elements
with extrinsic rewards
54. Engagement * arises out of intrinsic factors
- experiences of competence, self-efficacy, and mastery
*Badges, leaderboards, etc. are the results of achieving mastery.
They’re not the reason to engage in the game.
56. The Key:
Provide an environment that
Feedback
promotes people’s desire to
achieve mastery of these
important behaviors at work
Coaching
Recognition
Goal Setting
57. Beware: not all work games work
And ournformaQon
Workers
Use
Self-‐Purchased
Technology
for
Work
game
95%
of
I favorite, the performance review
Formal with very infrequent feedback.
A ritual game with billions spent in wasted enterprise effort.
CONFIDENTIAL
58. Want to learn more about gamification at work?
http://www.slideshare.net/rypple
(Work Better. Play Together? On Enterprise Gamification)
59. The result of feedback mastery…
1. Greater
employee
engagement
2. Reduced
turnover
3. Increased
market
posiQon
60. Haven’t listened until now?
1. Engagement drives real business results
2. A feedback culture is key to promote engagement
3. Supercharge familiar behaviours to make feedback
easy & visible
Bonus: Tap into intrinsic motivation
60
62. Ping us anytime!
Ready
to
assess
your
people’s
Looking
to
learn
about
how
engagement
using
Drake
Rypple
can
help
promote
InternaQonal’s
Enterprise
feedback
and
engagement
in
Survey
soluQon?
your
organizaQon?
95%
of
InformaQon
Workers
Use
Self-‐Purchased
Technology
for
Work
Heather
Payne
David
Priemer
hpayne@na.drakeintl.com
dpriemer@rypple.com
416-‐216-‐1125
416-‐480-‐6498
@heatherpayne
@dpriemer
63. Work better, together.
Feedback, coaching and thanks.
#magic
#checkered
#bulb
#gears
#monstertruck
Editor's Notes
See what I learned was that at the end of the day, it wasn’t about me, it was about my team…I had to get the most out of them.Results were everything…it wasn’t about what I did before or how smart I thought I wasWe have a saying in the startup world “revenue solves all problems”But of course, I couldn’t do it by myself…I needed my team…but I realized I couldn’t just snap my fingers and make my team produce results….they had to be focused, they had to care, they had to work hard
…and so what I started to realize was that it was really all about one simple concept: ENGAGEMENT
Making sure that OUR PEOPLE are executing on OUR MISSIONBeyond Satisfaction: engaging employees and retaining customers.AUDIENCE QUESTION: RAISE YOUR HAND IF YOU FEEL YOU’RE GENERALLY ALIGNED WITH MISSION AND PRIORITIES OF YOUR COMPANY
A“Global Workforce Survey” conducted by Towers Perrinpolled more than 90,000 workers in 18 countries and found that only 21% of employees are truly engaged in their work.That’s a problem is you’re a 28 year old manager, with a team with 21 trying to hit pretty aspirational quota
BUT HOW DO WE GET PEOPLE TO SPEND MORE OF THEIR “DISCRETIONARY EFFORT” ON OUR WORK? HOW DO WE DRIVE“Our clients entrust the success of their businesses to us. They call on us to craft new and innovative approaches to help solve their toughest problems. If our people aren’t engaged and looking for ways to improve themselves and their teams, how can we deliver on our promise to our clients?“
Study showed the best in class organizations had a 2X the rate of customer satisfaction of average companies and 4X the rate of laggards.INCREASED MARKET POSITION = THE POINT OF BUSINESS!!!…and while it’s difficult to put your finger on the pulse of how you actually get that level of engagement, a individuals and consumers, many of us can identify organizations who have it!
Many of these are on Fortune magazine’s 100 Best Companies to work for: http://money.cnn.com/magazines/fortune/bestcompanies/2011/full_list/
The answer is…you can’t! You can’t make someone care.…so the thing is, being engaged and driving success doesn’t depend on what we’re told to do, it’s the about the environment that’s created for us.
So the best we can do is PROMOTE people’s desire to be engaged.
GARY HAMEL: London Business School. Author, Speaker, Influential business thinkerorganizations with best-in-class employee engagement have double the customer satisfaction/loyalty rates of average performers.So how do we do that? Well, we can provide our people with free pop or better yet, give them cool projects to work on, but in a world where employees, especially the GenY’s, come to work everyday with more of a “what can this job do for me” attitude, the learning the best way is to…
If I know how I’m doing, how to adjust my approach as needed, I can see what other people are doing well, and I’m encouraged to grow and develop, I’m going to spend a lot more of my discretionary effort on the business.
Your star players have talent and are motivated to get betterYou tell him how he’s doingSpent time practicing,showing him what the best hitters doEncourage him to get better
This is all great…so how do we do that? It’s not about what…its about HOW!
I work with Facebook…This is all great…so how do we do that? It’s not about what…its about HOW!
People are bad at doing this stuff…so let’s make them
So what do we to help people get engaged? We create systems, processes, and make them do it.
Some companies estimate that they spend 3% of their PAYROLL on this!
Miovision:Sit across the table from one another and behave differently.Why do we do this?QUESTION: do you find performance reviews helpful?
Old way is based on fear, compliance and measurement. A good idea for the time…and even from a structural perspective, they may be brilliant, but operationally they don’t work.I speak to dozens of HR professionals every week who say the exact same thing.I mean, imagine if we HAD all that information on people…how helpful would that be?!?
Idea behind the review itself aside…when you drill into the how people feel about the process/outcomes of reviews
We miss opportunities to correct poor behaviors, promote good ones, and just overall, tell people they’re doing a good job.
While we’re getting glimpses of the feedback problem, we’re also getting queues as to the potential solution
Workforce compositionWhat motivates usTools we use
Key Point: these elements describe the future state of employee performance programsLead in: there seems to be three primary concepts that forward-thinking organizations believe represent the future state of employee performanceLead out: so the question is….what’s the solution?
ASK AUDIENCE WHAT THEY DO?
This is where feedback and engagement intersects with technology…what we at Rypple spend a lot of time thinking about.How we take something that people want to do, make it easy, social fun, and help them realize personal value?!?
Insert images of well recognize games*using game-play mechanics in non-game applications to engage people. To get them into the state of flow.