An interview and analysis of hospitality leader Ariella Barshay. Describes her strengths and thoughts about leadership in her current job. Also contains information about different types of leadership styles, and practices.
what is rapport
how to deal with customers
how to create a relationship with customer to get maximum benefit
customer needs
barriers to rapport building
Call center interview questions and answers pdfCallCenter13
This document contains sample interview questions and answers for a call center position at Vodafone. It includes common questions asked about reasons for applying, customer service experience and skills, strengths and weaknesses, handling difficult customers, goals and ambitions, and previous work experience. Sample answers provide details about communication skills, problem solving, teamwork, organization, and desire to learn and advance within a large company.
Mr. Deepak Thakkar is an entrepreneur and teacher who was recognized as the 'First Generation Entrepreneur 2014-2015' by the Rotary Club of Bhavnagar for his work owning a franchise clothing shop called SUSEN Clothings. He has 24 years of experience in education, starting his teaching career in 1989 by coaching students in a small flat. Through his dedication to imparting quality education and helping students achieve their goals, his academy has become a trusted brand in the field. His mantra for success is understanding data analysis thoroughly rather than just cramming information, and his key qualities include making people feel comfortable and serving them with his knowledge.
This document summarizes an interview with an engineering contributor named Mr. Bandhan Thakkar. It discusses his 3 years of experience in designing automation systems, his vision of taking on challenges, and how he believes internal job satisfaction is more important than external rewards. He provides advice for convincing juniors and seniors, contributing positively to organizations, and maintaining a positive can-do attitude even when facing problems.
Mr. Deepak Thakkar is the Managing Director, CEO, and Head of Academics at Uneed Academy in Bhavnagar, India. He has 24 years of experience in education and started his academy in 1989 with a small flat. His academy has grown due to student and parent satisfaction. His goal is to impart quality knowledge to help students achieve their goals. He views every challenge as an opportunity to check potential and overcome hurdles. He believes in getting opportunities rather than rewards. To motivate juniors and get work done, he gives speeches and reviews to understand laziness. With authorities, he provides data analysis to prove demands. He contributes to society by influencing youth and helping the nation's future. His
Why you should (or shouldn't) hire me; a personal pitch deckJean-Guy Rouleau
This is my personal pitch deck, a visual and more personal replacement for a traditional (boring) resume/CV. I still have one of those old things, and there's a link at the end of the deck.
Sure, you can go ahead and scroll straight through to the end, but why not stop along the way and get to know me a little?
Thanks for stopping by, and have a wonderful day!
Question 14 describe yourself in three words describe your personalityTerry Gonigle
The document provides descriptions and examples of positive personality traits including honest, resourceful, reliable, responsible, customer focused, conscientious, easy going, friendly, and adaptable. It instructs the reader to choose five words to describe their personality and practice answering how they would describe themselves using all five chosen adjectives.
This document provides 15 questions that job candidates should ask during interviews to learn more about the company and position, and to showcase their qualifications. The questions cover topics like why the position is open, expectations for the first 60-90 days, challenges of the role, management style, and when to expect to hear back. Asking questions demonstrates that candidates have done their research, are strategic thinkers focused on success and results, and are confident they are the right fit. It allows both the candidate and interviewer to identify strengths and weaknesses so the candidate can effectively sell themselves.
what is rapport
how to deal with customers
how to create a relationship with customer to get maximum benefit
customer needs
barriers to rapport building
Call center interview questions and answers pdfCallCenter13
This document contains sample interview questions and answers for a call center position at Vodafone. It includes common questions asked about reasons for applying, customer service experience and skills, strengths and weaknesses, handling difficult customers, goals and ambitions, and previous work experience. Sample answers provide details about communication skills, problem solving, teamwork, organization, and desire to learn and advance within a large company.
Mr. Deepak Thakkar is an entrepreneur and teacher who was recognized as the 'First Generation Entrepreneur 2014-2015' by the Rotary Club of Bhavnagar for his work owning a franchise clothing shop called SUSEN Clothings. He has 24 years of experience in education, starting his teaching career in 1989 by coaching students in a small flat. Through his dedication to imparting quality education and helping students achieve their goals, his academy has become a trusted brand in the field. His mantra for success is understanding data analysis thoroughly rather than just cramming information, and his key qualities include making people feel comfortable and serving them with his knowledge.
This document summarizes an interview with an engineering contributor named Mr. Bandhan Thakkar. It discusses his 3 years of experience in designing automation systems, his vision of taking on challenges, and how he believes internal job satisfaction is more important than external rewards. He provides advice for convincing juniors and seniors, contributing positively to organizations, and maintaining a positive can-do attitude even when facing problems.
Mr. Deepak Thakkar is the Managing Director, CEO, and Head of Academics at Uneed Academy in Bhavnagar, India. He has 24 years of experience in education and started his academy in 1989 with a small flat. His academy has grown due to student and parent satisfaction. His goal is to impart quality knowledge to help students achieve their goals. He views every challenge as an opportunity to check potential and overcome hurdles. He believes in getting opportunities rather than rewards. To motivate juniors and get work done, he gives speeches and reviews to understand laziness. With authorities, he provides data analysis to prove demands. He contributes to society by influencing youth and helping the nation's future. His
Why you should (or shouldn't) hire me; a personal pitch deckJean-Guy Rouleau
This is my personal pitch deck, a visual and more personal replacement for a traditional (boring) resume/CV. I still have one of those old things, and there's a link at the end of the deck.
Sure, you can go ahead and scroll straight through to the end, but why not stop along the way and get to know me a little?
Thanks for stopping by, and have a wonderful day!
Question 14 describe yourself in three words describe your personalityTerry Gonigle
The document provides descriptions and examples of positive personality traits including honest, resourceful, reliable, responsible, customer focused, conscientious, easy going, friendly, and adaptable. It instructs the reader to choose five words to describe their personality and practice answering how they would describe themselves using all five chosen adjectives.
This document provides 15 questions that job candidates should ask during interviews to learn more about the company and position, and to showcase their qualifications. The questions cover topics like why the position is open, expectations for the first 60-90 days, challenges of the role, management style, and when to expect to hear back. Asking questions demonstrates that candidates have done their research, are strategic thinkers focused on success and results, and are confident they are the right fit. It allows both the candidate and interviewer to identify strengths and weaknesses so the candidate can effectively sell themselves.
This document provides 7 frequently asked interview questions and suggestions for answering each one. The questions are: 1) Tell me about yourself, 2) What are your team player qualities, 3) Why should I hire you, 4) Tell about a project you initiated, 5) Why do you want to work here, 6) How do you deal with pressure, and 7) What interests you about this job. The document advises preparing short, direct answers that highlight one's strengths, qualifications, and interest in the role and company for a positive first impression.
Enzo is a young professional who was unsatisfied with his college experience and is unsure of his career path. He feels he did not receive guidance on possible career options that match his interests. Enzo needs help finding a job where he can be happy and earn a good living by doing work he enjoys. He wants tools or guidance to help him discover a career path that allows him to use his skills and interests in a company he likes.
Dinesh Kumar is a senior engineer at Cisco Products and Ingram Micro who has over 14 years of experience. He believes challenges are opportunities and has a "can do" attitude. Some keys to his success are simple living, high thinking, dressing and acting smartly, working patiently, behaving decently, and thinking creatively while earning and spending honestly. His personality traits include honesty, responsibility, adaptability, patience, and perfectionism.
The Organisation of Professional Assistants in Nigeria had a Q&A session with one of the leading voices of the Executive/Personal Assistant profession in Africa- Enid Busolo
The document provides tips for effective one minute management techniques including setting one minute goals, praising employees, and reprimanding employees. It advises managers to set clear and concise goals that do not exceed 250 words. It also recommends catching employees doing things right and providing brief but sincere praise to reinforce their abilities. For reprimands, it suggests addressing only the action, not the person, and having the employee agree not to repeat problems while reassuring them of their abilities.
Nannies: How to Manage Employer RelationshipsDonna Shannon
In private service, everything depends on your relationship with your employers. How establish the foundation for a positive, professional relationship and still be able to leave on good terms? During this presentation, learn:
• How to manage expectations with your resume
• Recognize red flags at the interview
• Negotiated favorable employment terms without sacrificing the relationships
• Social media impacts on the relationship
• Planning an exit strategy that works for everyone
• Gaining a valuable recommendation
Presenter and career coach Donna Shannon has been working with private service professionals since 2005. Drawing from both her corporate recruitment and luxury market placement experience, her company the Personal Touch Career Services helps job seekers with professional writing services, job search consultations and classes. Her book “How to Get a Job Without Going Crazy” (2nd Edition, 2012) is available on Amazon.com. Donna is based in Denver, Colorado and works with job seekers across the country and abroad.
CO2 2019 | Sarah Verlinger | Understanding the Applicant JourneyCoalmarch
Triangle Pest Control provides an overview of their applicant journey process which includes recruiting top candidates through detailed job postings and positive employer reviews, extending competitive benefits, a thorough hiring process with multiple interviews and assessments, ensuring new hires feel welcomed on their first day through orientation, and maintaining employee satisfaction through continuous appreciation programs like recognition awards and fun team building activities.
The step by step approach will reveal the ingredients you will need to create a high converting marketing funnel in 2018. Get to know how to implement the RPP Method (Relevancy, Presence and Persuasion) to be able to get customer on demand for your business. This is highly relevant for Saas, Service providers and B2C consumer products.
This document discusses important aspects of being a successful employee. It emphasizes working with and for others to build trust and show consideration for coworkers' needs. It also stresses the importance of treating everyone with respect to earn recognition and appreciation. Employees should be self-reliant by learning from mistakes and executing responsibilities well. It's important to understand one's own motives as well as those of the job and company to prove why you deserve a position. Employees should plan their expectations regarding career growth, learning from others' experiences, teamwork, and representing their company well.
This document provides guidance on preparing for and participating in job interviews. It discusses different types of interviews like behavioral, stress, phone, and panel interviews. It recommends preparing answers to common questions, researching the company, and practicing responses to mock questions. The document also offers tips for greeting the interviewer, highlighting relevant competencies, and thanking the interviewer before departing. The overall message is that preparation, research, and practice are key to performing well in interviews.
You strive to make a positive impression on your boss. That is a great attitude to have but it is not enough.
Your personal and work habits may or may not please your boss. Do you know what habits does your boss hate and love?
I have just read two great articles by Ross Bonander at AskMen and I would like to share them with you via powerpoint presentation, under my Managing Your Boss Series.
Hope you like it.
Wong Yew Yip
attribution http://www.citehr.com/442066-habits-bosses-hate-habits-bosses-love.html#ixzz2V9g9fRGT
Dinesh Kumar is a senior engineer at Cisco Products and Ingram Micro with over 14 years of experience. He believes challenges are opportunities and has an optimistic attitude. Some keys to his success are taking responsibility, being loyal, exceeding expectations, and having a "can do" attitude. His long term goals are to expand his client pool and upgrade his skills by taking courses. He advises future engineers to focus on their career, network widely, and enjoy their university experience.
This document provides guidance on answering common HR interview questions. It outlines responses for questions about personal details, strengths and weaknesses, willingness to relocate or work different shifts, interest in further education, and handling rejection from previous internships. For questions about oneself, family, education, and interests, the document recommends providing concise, relevant details. When asked about strengths, it suggests highlighting examples of work ethic and community service. For weaknesses, owning up to imperfections but focusing on efforts and problem-solving attitude. The document also recommends expressing flexibility on location and hours, and avoiding negative comments about past rejections during interviews.
This document is Samantha Hidalgo's learning log summarizing her experiences in an MGT 310 management class. It outlines her reflections on group projects, papers, case studies, presentations, and quizzes covering topics like team building, innovation, sexual harassment policies, diversity, leadership styles, and motivating employees. Overall, she felt she learned more in this class than others and enjoyed applying concepts to real-life examples and having opportunities for self-reflection.
This document provides 13 tips for having a successful interview. It emphasizes being prepared through researching the company, practicing common interview questions, dressing professionally, and following up after the interview. The interview is important because it allows the hiring manager to determine if the candidate is a good fit for the role and would be liked by others in the company. Successful interviewing involves communicating your value in getting the job done, establishing a good fit with the company's values, and being likeable.
This document provides tips and sample answers for 10 common interview questions. It discusses popular questions like "Why do you want this job?", "What is your biggest weakness?", and "What do you know about our company?". For each question, it offers advice on what makes a strong answer and provides examples of how to effectively respond. The goal is to help job applicants prepare compelling answers that will make a positive impression on interviewers.
This document provides guidance on conducting effective one-on-one meetings between team leaders and team members. It discusses preparing for the meetings, focusing on listening to understand the team member's goals and challenges, and providing support through coaching. The document outlines steps for delivering feedback, including using the SBI (situation, behavior, impact) method. It also discusses using goal setting and the GROW model (goals, reality, options, will) to help team members develop and take action. Regular one-on-ones are presented as important for tracking individual performance and development, strengthening relationships, and improving teamwork.
Experiential learning involves learning through direct experience rather than through traditional forms of instruction. It allows participants to learn practical skills like communication, teamwork, and conflict management through interactive games and exercises. During experiential learning programs, participants are placed in simulated work situations that help them develop soft skills and self-awareness. They learn about topics like perception, problem-solving, and leadership styles through hands-on activities. The goal is to improve participants' abilities to collaborate, resolve conflicts, and strengthen their personal and professional growth in a fun, engaging way.
Script Leader interviewHe is a financial consultant and .docxbagotjesusa
Script:
Leader interview:
He is a financial consultant and the representative of the general director of development and planning in the General Authority for sport; he is also a member of the Paralympic committee. I really want to interview him for a couple reasons. First, he is a very well known businessman in my country and I’m very lucky to have this opportunity to talk to him. I also think it is a great way of networking and getting to know him more. He built himself from zero, so sharing his story and experience and leadership style will help and inspire young people. Al-Saleh has been supporting youth for a long time and developed several programs and initiatives for youth, which I personally aiming to reach his leadership level one day.
Question 1: Let me begin by asking you about your background?
I learned a lot from my parents, my father worked in the government sector for over than 40 years as a manager of public relations in the Ministry of Health. My mother worked as a school leader. I have five siblings, four are Doctors and Computer Engineers, and I’m the only one who specialized in Finance. I started by working on vacations when I was in high school. One of my neighbors who worked as a Regional Director in Al-Ahli Bank recommended me to work in the bank with a salary US300/month. I then attended Engineering school after my father request, but I failed. I then transferred to Finance and Accounting, which helped my moving foreword with my part-time job in the bank. The turning point was when I moved to the British Bank where I had the chance to get into many advanced curses and intensive training in the field of banking. I had a remarkable experience where I applied it by implementing them in several European countries. I learned how people make their money, and this is where I started investing in local and international stock markets.
My current job is providing financial advisory and financial planning services to companies, institutions, businessmen and community leaders, which I have great relations with.
Question 2: What leadership means to you?
Leadership means to me currently is to influence young people to be leaders. I am dedicating my life now to give youth the power to make decisions, helping them find their goals and work to achieve them, as well as helping them to understand their purpose and our purpose as an organization.
Question 3: How did you reach to your current job now?
I worked in the Banking sector and I built myself until I finally reached to being the Regional Director for the Central Region and a General Manager of the Bank for Private Banking Services. Banks are important areas of work; they increase knowledge and the balance of financial culture.
Question 4: What strengths do you believe you have as a leader? And how does it contribute to your current success?
I would say my greatest strength is patience, which I believe young adults lack the necessary persistence. I want to say somethin.
Mentoring Program Report ( Basic Questions regarding career)Ajeenkya D Y Patil
Mentoring is a process of using specially selected and trained individuals to provide guidance, pragmatic advice, and continuing support that will help the people in their learning and development process. Mentoring is a method of helping people acquire skills and knowledge from experienced managers who are wise in the way of the organization. According to David Clutterbuck, ‘mentoring involves primarily listening with empathy, sharing experience, professional friendship, developing insight through reflection, being a sounding board, encouraging’.
A mentor is an individual, usually older, always more experienced, who helps guide another individual's development. The mentor's role is to guide, to give advice, and to support the mentee. A mentor can help a person (mentee) improve his or her abilities and skills through observation, assessment, modeling, and by providing guidance.
This document discusses the importance of non-financial motivational factors for employees and provides suggestions for managers on how to understand employee motivation better. It notes that while basic salary is important, employees are not solely motivated by pay and that challenging work, learning opportunities, positive workplace culture, and recognition of efforts are also key. The document recommends managers directly ask employees questions about what motivates and satisfies them as well as what might cause them to leave, in order to gain valuable insights into keeping employees engaged. It provides examples of effective ways to have these important conversations.
This document provides 7 frequently asked interview questions and suggestions for answering each one. The questions are: 1) Tell me about yourself, 2) What are your team player qualities, 3) Why should I hire you, 4) Tell about a project you initiated, 5) Why do you want to work here, 6) How do you deal with pressure, and 7) What interests you about this job. The document advises preparing short, direct answers that highlight one's strengths, qualifications, and interest in the role and company for a positive first impression.
Enzo is a young professional who was unsatisfied with his college experience and is unsure of his career path. He feels he did not receive guidance on possible career options that match his interests. Enzo needs help finding a job where he can be happy and earn a good living by doing work he enjoys. He wants tools or guidance to help him discover a career path that allows him to use his skills and interests in a company he likes.
Dinesh Kumar is a senior engineer at Cisco Products and Ingram Micro who has over 14 years of experience. He believes challenges are opportunities and has a "can do" attitude. Some keys to his success are simple living, high thinking, dressing and acting smartly, working patiently, behaving decently, and thinking creatively while earning and spending honestly. His personality traits include honesty, responsibility, adaptability, patience, and perfectionism.
The Organisation of Professional Assistants in Nigeria had a Q&A session with one of the leading voices of the Executive/Personal Assistant profession in Africa- Enid Busolo
The document provides tips for effective one minute management techniques including setting one minute goals, praising employees, and reprimanding employees. It advises managers to set clear and concise goals that do not exceed 250 words. It also recommends catching employees doing things right and providing brief but sincere praise to reinforce their abilities. For reprimands, it suggests addressing only the action, not the person, and having the employee agree not to repeat problems while reassuring them of their abilities.
Nannies: How to Manage Employer RelationshipsDonna Shannon
In private service, everything depends on your relationship with your employers. How establish the foundation for a positive, professional relationship and still be able to leave on good terms? During this presentation, learn:
• How to manage expectations with your resume
• Recognize red flags at the interview
• Negotiated favorable employment terms without sacrificing the relationships
• Social media impacts on the relationship
• Planning an exit strategy that works for everyone
• Gaining a valuable recommendation
Presenter and career coach Donna Shannon has been working with private service professionals since 2005. Drawing from both her corporate recruitment and luxury market placement experience, her company the Personal Touch Career Services helps job seekers with professional writing services, job search consultations and classes. Her book “How to Get a Job Without Going Crazy” (2nd Edition, 2012) is available on Amazon.com. Donna is based in Denver, Colorado and works with job seekers across the country and abroad.
CO2 2019 | Sarah Verlinger | Understanding the Applicant JourneyCoalmarch
Triangle Pest Control provides an overview of their applicant journey process which includes recruiting top candidates through detailed job postings and positive employer reviews, extending competitive benefits, a thorough hiring process with multiple interviews and assessments, ensuring new hires feel welcomed on their first day through orientation, and maintaining employee satisfaction through continuous appreciation programs like recognition awards and fun team building activities.
The step by step approach will reveal the ingredients you will need to create a high converting marketing funnel in 2018. Get to know how to implement the RPP Method (Relevancy, Presence and Persuasion) to be able to get customer on demand for your business. This is highly relevant for Saas, Service providers and B2C consumer products.
This document discusses important aspects of being a successful employee. It emphasizes working with and for others to build trust and show consideration for coworkers' needs. It also stresses the importance of treating everyone with respect to earn recognition and appreciation. Employees should be self-reliant by learning from mistakes and executing responsibilities well. It's important to understand one's own motives as well as those of the job and company to prove why you deserve a position. Employees should plan their expectations regarding career growth, learning from others' experiences, teamwork, and representing their company well.
This document provides guidance on preparing for and participating in job interviews. It discusses different types of interviews like behavioral, stress, phone, and panel interviews. It recommends preparing answers to common questions, researching the company, and practicing responses to mock questions. The document also offers tips for greeting the interviewer, highlighting relevant competencies, and thanking the interviewer before departing. The overall message is that preparation, research, and practice are key to performing well in interviews.
You strive to make a positive impression on your boss. That is a great attitude to have but it is not enough.
Your personal and work habits may or may not please your boss. Do you know what habits does your boss hate and love?
I have just read two great articles by Ross Bonander at AskMen and I would like to share them with you via powerpoint presentation, under my Managing Your Boss Series.
Hope you like it.
Wong Yew Yip
attribution http://www.citehr.com/442066-habits-bosses-hate-habits-bosses-love.html#ixzz2V9g9fRGT
Dinesh Kumar is a senior engineer at Cisco Products and Ingram Micro with over 14 years of experience. He believes challenges are opportunities and has an optimistic attitude. Some keys to his success are taking responsibility, being loyal, exceeding expectations, and having a "can do" attitude. His long term goals are to expand his client pool and upgrade his skills by taking courses. He advises future engineers to focus on their career, network widely, and enjoy their university experience.
This document provides guidance on answering common HR interview questions. It outlines responses for questions about personal details, strengths and weaknesses, willingness to relocate or work different shifts, interest in further education, and handling rejection from previous internships. For questions about oneself, family, education, and interests, the document recommends providing concise, relevant details. When asked about strengths, it suggests highlighting examples of work ethic and community service. For weaknesses, owning up to imperfections but focusing on efforts and problem-solving attitude. The document also recommends expressing flexibility on location and hours, and avoiding negative comments about past rejections during interviews.
This document is Samantha Hidalgo's learning log summarizing her experiences in an MGT 310 management class. It outlines her reflections on group projects, papers, case studies, presentations, and quizzes covering topics like team building, innovation, sexual harassment policies, diversity, leadership styles, and motivating employees. Overall, she felt she learned more in this class than others and enjoyed applying concepts to real-life examples and having opportunities for self-reflection.
This document provides 13 tips for having a successful interview. It emphasizes being prepared through researching the company, practicing common interview questions, dressing professionally, and following up after the interview. The interview is important because it allows the hiring manager to determine if the candidate is a good fit for the role and would be liked by others in the company. Successful interviewing involves communicating your value in getting the job done, establishing a good fit with the company's values, and being likeable.
This document provides tips and sample answers for 10 common interview questions. It discusses popular questions like "Why do you want this job?", "What is your biggest weakness?", and "What do you know about our company?". For each question, it offers advice on what makes a strong answer and provides examples of how to effectively respond. The goal is to help job applicants prepare compelling answers that will make a positive impression on interviewers.
This document provides guidance on conducting effective one-on-one meetings between team leaders and team members. It discusses preparing for the meetings, focusing on listening to understand the team member's goals and challenges, and providing support through coaching. The document outlines steps for delivering feedback, including using the SBI (situation, behavior, impact) method. It also discusses using goal setting and the GROW model (goals, reality, options, will) to help team members develop and take action. Regular one-on-ones are presented as important for tracking individual performance and development, strengthening relationships, and improving teamwork.
Experiential learning involves learning through direct experience rather than through traditional forms of instruction. It allows participants to learn practical skills like communication, teamwork, and conflict management through interactive games and exercises. During experiential learning programs, participants are placed in simulated work situations that help them develop soft skills and self-awareness. They learn about topics like perception, problem-solving, and leadership styles through hands-on activities. The goal is to improve participants' abilities to collaborate, resolve conflicts, and strengthen their personal and professional growth in a fun, engaging way.
Script Leader interviewHe is a financial consultant and .docxbagotjesusa
Script:
Leader interview:
He is a financial consultant and the representative of the general director of development and planning in the General Authority for sport; he is also a member of the Paralympic committee. I really want to interview him for a couple reasons. First, he is a very well known businessman in my country and I’m very lucky to have this opportunity to talk to him. I also think it is a great way of networking and getting to know him more. He built himself from zero, so sharing his story and experience and leadership style will help and inspire young people. Al-Saleh has been supporting youth for a long time and developed several programs and initiatives for youth, which I personally aiming to reach his leadership level one day.
Question 1: Let me begin by asking you about your background?
I learned a lot from my parents, my father worked in the government sector for over than 40 years as a manager of public relations in the Ministry of Health. My mother worked as a school leader. I have five siblings, four are Doctors and Computer Engineers, and I’m the only one who specialized in Finance. I started by working on vacations when I was in high school. One of my neighbors who worked as a Regional Director in Al-Ahli Bank recommended me to work in the bank with a salary US300/month. I then attended Engineering school after my father request, but I failed. I then transferred to Finance and Accounting, which helped my moving foreword with my part-time job in the bank. The turning point was when I moved to the British Bank where I had the chance to get into many advanced curses and intensive training in the field of banking. I had a remarkable experience where I applied it by implementing them in several European countries. I learned how people make their money, and this is where I started investing in local and international stock markets.
My current job is providing financial advisory and financial planning services to companies, institutions, businessmen and community leaders, which I have great relations with.
Question 2: What leadership means to you?
Leadership means to me currently is to influence young people to be leaders. I am dedicating my life now to give youth the power to make decisions, helping them find their goals and work to achieve them, as well as helping them to understand their purpose and our purpose as an organization.
Question 3: How did you reach to your current job now?
I worked in the Banking sector and I built myself until I finally reached to being the Regional Director for the Central Region and a General Manager of the Bank for Private Banking Services. Banks are important areas of work; they increase knowledge and the balance of financial culture.
Question 4: What strengths do you believe you have as a leader? And how does it contribute to your current success?
I would say my greatest strength is patience, which I believe young adults lack the necessary persistence. I want to say somethin.
Mentoring Program Report ( Basic Questions regarding career)Ajeenkya D Y Patil
Mentoring is a process of using specially selected and trained individuals to provide guidance, pragmatic advice, and continuing support that will help the people in their learning and development process. Mentoring is a method of helping people acquire skills and knowledge from experienced managers who are wise in the way of the organization. According to David Clutterbuck, ‘mentoring involves primarily listening with empathy, sharing experience, professional friendship, developing insight through reflection, being a sounding board, encouraging’.
A mentor is an individual, usually older, always more experienced, who helps guide another individual's development. The mentor's role is to guide, to give advice, and to support the mentee. A mentor can help a person (mentee) improve his or her abilities and skills through observation, assessment, modeling, and by providing guidance.
This document discusses the importance of non-financial motivational factors for employees and provides suggestions for managers on how to understand employee motivation better. It notes that while basic salary is important, employees are not solely motivated by pay and that challenging work, learning opportunities, positive workplace culture, and recognition of efforts are also key. The document recommends managers directly ask employees questions about what motivates and satisfies them as well as what might cause them to leave, in order to gain valuable insights into keeping employees engaged. It provides examples of effective ways to have these important conversations.
Career Coach Guide To Job Interview and Salary Negotiation 2015Adrian Tan
My presentation at an Executive Career Management Talk at e2i Singapore.
Gain insider tips on interview skills and crucial insights on salary negotiation. Equip yourself with knowledge, skills to make the ultimate impression at the coveted job interview.
And find out why you should negotiate your salary no matter how good the offer is.
Effective Conversations with Peers and Managers.xlsx.pptxShivamKasana2
The document provides guidance on effective communication and feedback techniques. It discusses the HEAR model for active listening, which involves listening without interrupting, understanding feelings and perspectives, and showing empathy. It also covers different communication styles, the importance of feedback for engagement and performance, and pillars of effective feedback like appreciative inquiry and balancing positive and negative feedback. Additional sections provide a STAR framework for structured feedback and the GROW model for developmental conversations. The key takeaway is that preparation, empathy, appreciation, structure, and a focus on growth and the future are important for successful performance and career-focused conversations.
This program teaches managers how to convert their conversation into coaching conversation. Imbed it in their day to day conversation with teams to ensure high performance, ownership and engagement amongst the team.
This program focuses on What, Why and How of Coaching. Easy to learn, understand and apply.
This document provides guidance on performance improvement strategies and coaching employees. It outlines key steps to diagnose performance problems, including understanding the work system, goals, competency, tools, time, training, and more. An example is given of using recommendation and commendation techniques to coach an employee, focusing on behavior change, getting their perspective, agreeing on actions, and ending positively. The goal is empowering employees to change themselves and feel committed to improved performance.
" All Employees Are Marketers" an attitude that drives companies to excellenceMaxwell Ranasinghe
A workshop was conducted by Maxwell Ranasinghe on December 21st, 2013 for a leading Sri Lankan company. The workshop discussed how all employees have a role in marketing and sales, not just the marketing department. Ranasinghe explained that every employee, from security guards to managers, helps deliver the promises made to customers through marketing. Just like in football where all players must work together to score goals, all business employees must work as a team to satisfy customers. The success of great companies comes from leadership ensuring excellence and customer focus permeates the entire organization.
The document discusses the responses from an interview with the author's uncle, who is an operations manager at General Electric. Some key points:
1) The uncle said his main duties involve ensuring tasks are completed on time and that employees have room for growth. He aims to recruit the right people for projects to ensure success.
2) Goals are set using milestones and timelines to provide clarity for the team.
3) Tasks are broken down and distributed to hold team members accountable for their pieces of the project. Weekly progress meetings track schedules.
4) Team members became experts in their fields and know what to do without intervention. Hard work and avoiding missed deadlines impact success.
The document discusses why employees leave companies and what factors determine job satisfaction and retention. It finds that while reputation and benefits are initially attractive, an employee's relationship with their direct manager is most important in determining how long they stay and their productivity. The document then lists twelve questions that assess whether an employee's needs around expectations, resources, growth opportunities, recognition, input and belonging are being met. It argues that addressing these needs at different stages of an employee's tenure is crucial to retention and business outcomes.
BDPA Cincinnati brought three (3) experienced IT recruiters to the roundtable. They answered all of the questions you’ve always wanted to ask … but, were afraid to do. It was an outstanding opportunity for anyone, from college interns to entry-level IT professionals to experienced technicians, managers, or executives. The audience received the ‘inside scoop’ on what it takes to successfully land a job, promotion, or have a successful career in the IT industry.
Our panel included:
- Karen Cooper (owner, SmartIT)
- Karen Lipscomb (senior talent acquisition manager, L3-Communications)
- Linda Mullen (assistant VP, Fifth Third Bank)
Corporate America is rebounding from the Great Recession and unemployment continues to lag at levels that are much too high in the Black community and the Greater Cincinnati area. As such, we want to lift the curtain of secrecy about the recruitment process so that BDPA members and supporters have every advantage to advance their careers in the IT industry.
Personality Development by Deepak Mistry, INDOREDeepak Mistry
Frankfinn Personality Development Presentation
By-Deepak Mistry
Batch G--4
FIAT, Indore (MP, India)
09424849464
The topics that you will find are Personality Development, Leadership, Time Management, Interpersonal Relationship, Communication and about Moral Values in Life.
made by Deepak Mistry, FIAT INDORE
9424849464
This document provides sample answers to common interview questions for senior executive roles. It discusses strategies for the initial 60 days, approaches to improving products and companies, dealing with being overqualified, handling problems with peers, gaps in work history, previous bosses, dislikes about past jobs, challenges to decisions, desired changes to past roles, commitment length, salary cuts, expected salary, and career growth. The answers focus on understanding new roles, providing fresh perspectives, learning from others, personal growth, openness to challenges, and prioritizing development over money.
The document discusses five practices of exemplary leadership: model the way, inspire a shared vision, challenge the process, enable others to act, and encourage the heart. It provides examples of how leaders can implement each practice, such as clarifying their values to model the way, finding opportunities to challenge the status quo, fostering trust within teams to enable others, and recognizing employees' performance to encourage the heart. The conclusion emphasizes that leadership is about building relationships and credibility through these five practices.
Do you ever wonder how some people get promoted to a leadership position? Who did these people know to become a VP or Director in the organization? Billions of dollars are spent on training present and future leaders: there are special events for executives at prestigious universities, full day training's for middle managers, but how is that benefiting the employees in the workplace?
This document contains interview questions and answers for human resource professionals. It begins with sample questions about qualifications for an HR role and discussing strengths and weaknesses. It then provides answers addressing common HR responsibilities, qualities of an HR executive, reasons for choosing a career in HR, and distinguishing personnel management from human resource management. The document concludes with general interview questions regarding customer service, handling pressure, supervising employees, accuracy, dependability, attention to detail, and solving complex problems.
Olympia Mitsopoulou, a Solution Focused practitioner and certified coach, combines her parenting experiences with her coaching techniques and demonstrates how coaching an executive has similarities with developmental conversations with our kids.
Similar to Ethan Garcia- HRM 450- Leadership (Ariella Barshay) (20)
Ethan Garcia- TRVL 1011- Australia ProjectEthan Garcia
Elaborates on Australia as a country and what it offers such as its culture, food, tourist attractions, traditions, ethnicity breakdown, religious statistics, and slang. The main purpose of this presentation was to focus on Australia from a tourist's perspective.
The document discusses challenges with finding and maintaining employment, including employers preferring degrees which many cannot afford, low job turnover resulting in few openings, poor pay and benefits, jobs being too far away or having unethical company practices. It suggests ways to create more jobs such as starting local businesses to export locally made goods, training current employees so they can advance and free up new positions, and paying competitive wages to attract and retain qualified workers.
Ethan Garcia- COM 111- Star Wars ProjectEthan Garcia
Defines different types of communication themes, and culture. Other themes involve collectivist vs. individualistic, rhetoric, and the use of Pathos, Logos, and Ethos, along with self-fulfilling prophecy.
WARNING: There is sound in this PowerPoint.
Bacardí was founded in 1862 in Santiago de Cuba by Don Facundo Bacardí Massó. He purchased a distillery and created a special strain of rum. The company logo features a fruit bat, which was insisted upon by Bacardí's wife. In 1960, the Cuban government confiscated Bacardí's assets in Cuba, forcing the company to continue operations from other countries. Bacardí has since grown to be one of the largest family-owned spirits companies in the world with operations in over 160 countries.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
Temple of Asclepius in Thrace. Excavation resultsKrassimira Luka
The temple and the sanctuary around were dedicated to Asklepios Zmidrenus. This name has been known since 1875 when an inscription dedicated to him was discovered in Rome. The inscription is dated in 227 AD and was left by soldiers originating from the city of Philippopolis (modern Plovdiv).
Gender and Mental Health - Counselling and Family Therapy Applications and In...PsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
Communicating effectively and consistently with students can help them feel at ease during their learning experience and provide the instructor with a communication trail to track the course's progress. This workshop will take you through constructing an engaging course container to facilitate effective communication.
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
2. SOME BACKGROUND
Question: How long have you been with the
company?
Answer: I started working at the Embassy Suites
Philadelphia Airport Hotel in April of 2017.
Question: How long
have you held your
current position?
Answer: Since April
2017.
3. UNDERSTANDING
Question: What are some of the most difficult
aspects of your job as a manager?
Answer: Negotiating with clients or collecting
attrition/cancellation amounts that are due.
4. COLLABORATION
Question: What are some of the most
rewarding and enjoyable aspects of
your job as a manager?
Answer: Hearing that a meeting went
off without a hitch because then that
means that all aspects of the hotel did
their job correctly. I can book business
but if the other departments do not do
their job then it can be a recipe for
disaster!
5. COMMITMENT TO GROWTH OF PEOPLE /
THEORY Y
Question: How would
you handle an
employee coming to
you and asking for
more responsibility in
their role?
Answer: I love that and I
think that everyone should
do it! it shows that they
are taking their job more
seriously and want to learn
which means grow
(hopefully at this hotel).
6. Emotional Intelligence (EI)
Question: Can you tell a
difference in the
performance of an employee
that you believe is happy in
their job versus one that is
not happy?
Answer: Of course! When
someone is happy coming to
work then they make sure
the guests are happy.
7. LISTENING / EMPATHY / AWARENESS
Question: What do you do if you see employees not performing their
expected tasks or hindering day-to-day business in the workplace?
Answer: When I managed a team (In-Room Dining Manager at the Hotel
Monaco) and I saw that one of my employees were not performing I had
a conversation with them to see what was going on. I believe that
everyone who is hired is hired to do their job, and when their job is not
being done then that is a problem. It is better to see what is making that
happen and how can it be fixed before taking any serious action.
8. EXPECTANCY THEORY
Question: What form of
motivation do you find more
influential? Money, praise,
rewards, days off, etc.?
Answer: All of them :) I think
that being praised for doing a
great job is really important and
I believe that people should be
paid more than minimum wage
to work in a hotel.
9. z
Building Community / Leadership
Question: When trying to implement a new idea, do you feel the best way to do this
is by consulting with others and collaborating on making the change together or do
you believe that forcing the change is better, or do you have another option that you
believe would work better due to certain circumstances?
Answer: It is always better to have everyone on-board, especially if this is an executive
decision. If anyone was to go to another manager they know what the new rules are.
10. Communication / Empathy
Question:
What skills or
knowledge do
you think are
essential for
those in
management and
leadership
positions today?
Answer:
Communication
and empathy are
very important.
Question:
How well did you
adapt to your
leadership role?
Answer:
Quite easily - I
knew what I
wanted and I had
been preparing
myself for a while.
11. LEADERSHIP / EMOTIONAL INTELLIGENCE
QUESTION: DID YOU RESEARCH
DIFFERENT STYLES OF
LEADERSHIP OR DID YOU LEAD
BASED ON YOUR OWN
PERSONALITY?
ANSWER: TO BE A GREAT LEADER
YOU HAVE TO UNDERSTAND HOW
OTHER LIKE TO BE LED. YOU HAVE
TO CATERING YOUR TEACHINGS
TO HOW THEY WOULD
UNDERSTAND IT.
12. Question: Do
you think you
are capable of
shifting
leadership styles
depending on
the
person/people
you are leading?
Answer:
Yes
Question:
In previous
jobs, was
your
leadership
style to
how it is
today?
Answer:
No
13. Feedback / Listening /
Accountability
Question: What is your opinion about feedback
from your followers?
Answer: It is important to get feedback. In the
corporate world when you are the director of a
department you receive questionnaire results. All
employees take a survey about their experience
working in the hotel and then the director
receives a breakdown of the answers (it is
anonymous)
14. LEADER VS. MANAGER
Question: Would you say
that you are a manager or
a leader? (Explain the
differences).
Answer: I would say I am
a leader. A manager is
someone with a title and
a leader is someone who
wants to make a
difference.