Coaching is not meant for problem employees. Center for Work Life is the only executive coaching program in Tampa, Orlando that is completed by a trained and accredited psychologist.
Teamwork is about galvanizing a group of people towards a common objective while simultaneously addressing the head yet appealing to the heart. Teamwork is also about bringing the best out of each individual in the pursuit of a collective goal deemed worthy of being realized.
Dismissal ethics. How to fire? How to quit? / Alina Mudraya (Values Value)DevGAMM Conference
Dismissal processes are often stressful for the employee and for the company. We will provide some tips to make it less harmful. Because correct termination is a powerful tool for the "Employer brand".
What impressions will the employee have after quitting, will he recommend the employer to his colleagues, and how to organize this process? It’s a crucial part of the working relationship because dismissal is the final contact of an employee with his employer.
The correct ethical procedure will help strengthen both the “employer brand” and the “personal brand” of the fired person.
Lessons-learned from embedding design into a developmental evaluation: The si...Chi Yan Lam, CE
Presented at the 2015 Annual Conference of the American Evaluation Association #eval15. ABSTRACT: Recent attempts at developmental evaluation (DE) are incorporating human-centered design (HCD) principles (Dorst, 2011; IDEO, n.d.) to facilitate program development. HCD promotes a design-oriented stance toward program development and articulates a set of values that focuses the evaluation beyond those ideals expressed by stakeholders. Embedding design into DE promises to offer a more powerful means to promoting program development beyond either approach alone. Yet, embedding design into DE introduces additional challenges. Drawing on a case study into a design-informed DE, this panelist discusses the tensions and challenges that arose as one developmental evaluator attempted to introduce design into a DE. Insights from the case study point to the importance of:
- Attending to power dynamics that could stifle or promote design integration; and,
- Evaluator sensitivity over the deep attachment program developers had over program decisions
These findings allude to the significance of organizational culture in enabling a design-informed DE.
TMTR specializes in end to end workforce talent management solutions. This is a short introduction story of how we can support you!!! For all for your people development needs please feel free to contact us at +91 20 26134991, 26050706 or mail us at - peopledevelopment@tmtrsolutions.com
Digital Disruption & Digital TransformationVanessa Shaw
Lead your company through digital disruption by innovating your company! Strategy, business models, skills, team design and team culture all needs to be innovative to truly excel through digital. Step by step guide of what needs to happen in a transformation.
“You are making history, bloody it is your fate to deal with challenges” – Dr V V Rao
In defining and driving our strategic objectives and targets from dream to reality, we need to link the details in terms of ‘what we need to do in order to realize the dream’ and then convert all the “WHATs” in terms of ‘how we will be converting that dream into a reality’.
Here’s what I suggest if we are really serious about awakening our inner self so that we begin to see stellar in our life.
Barker wrote in 1993, ‘When a paradigm shifts, everyone goes back to zero’ and companies are being faced with this rule time and time again. When we move into a new age, a new race starts. Barker continues, ‘By zero, I mean that regardless of what position was with the old paradigm – number one in market share, leader in technology, best reputation – you are back at the starting line with the new paradigm. Because of this change in leverage, the practitioners of the new paradigm have a chance to not just compete with but defeat the titans of the old paradigm. [Paradigms, The business of discovering the future, J A Barker, Harper, 1993]
Dr.N.Asokan, Entrepreneur Characteristics, Purpose, Fanatic Discipline, Life Long Self Learning, Competency, Service Mindset, Personal Mastery, High Energy, Trusted Relationship, Story Telling, System Thinking, Mentor, Grey Area, Complexity
Simplicity, MACAPPSTUDIO, Rethink
Creative Services at D2L Connection: London 2018D2L Barry
What's Inspiring D2L Creative Services
Some ideas that are influencing our design and development.
Presentation by Kathleen Murphy, D2L Sr. Instructional Designer
Teamwork is about galvanizing a group of people towards a common objective while simultaneously addressing the head yet appealing to the heart. Teamwork is also about bringing the best out of each individual in the pursuit of a collective goal deemed worthy of being realized.
Dismissal ethics. How to fire? How to quit? / Alina Mudraya (Values Value)DevGAMM Conference
Dismissal processes are often stressful for the employee and for the company. We will provide some tips to make it less harmful. Because correct termination is a powerful tool for the "Employer brand".
What impressions will the employee have after quitting, will he recommend the employer to his colleagues, and how to organize this process? It’s a crucial part of the working relationship because dismissal is the final contact of an employee with his employer.
The correct ethical procedure will help strengthen both the “employer brand” and the “personal brand” of the fired person.
Lessons-learned from embedding design into a developmental evaluation: The si...Chi Yan Lam, CE
Presented at the 2015 Annual Conference of the American Evaluation Association #eval15. ABSTRACT: Recent attempts at developmental evaluation (DE) are incorporating human-centered design (HCD) principles (Dorst, 2011; IDEO, n.d.) to facilitate program development. HCD promotes a design-oriented stance toward program development and articulates a set of values that focuses the evaluation beyond those ideals expressed by stakeholders. Embedding design into DE promises to offer a more powerful means to promoting program development beyond either approach alone. Yet, embedding design into DE introduces additional challenges. Drawing on a case study into a design-informed DE, this panelist discusses the tensions and challenges that arose as one developmental evaluator attempted to introduce design into a DE. Insights from the case study point to the importance of:
- Attending to power dynamics that could stifle or promote design integration; and,
- Evaluator sensitivity over the deep attachment program developers had over program decisions
These findings allude to the significance of organizational culture in enabling a design-informed DE.
TMTR specializes in end to end workforce talent management solutions. This is a short introduction story of how we can support you!!! For all for your people development needs please feel free to contact us at +91 20 26134991, 26050706 or mail us at - peopledevelopment@tmtrsolutions.com
Digital Disruption & Digital TransformationVanessa Shaw
Lead your company through digital disruption by innovating your company! Strategy, business models, skills, team design and team culture all needs to be innovative to truly excel through digital. Step by step guide of what needs to happen in a transformation.
“You are making history, bloody it is your fate to deal with challenges” – Dr V V Rao
In defining and driving our strategic objectives and targets from dream to reality, we need to link the details in terms of ‘what we need to do in order to realize the dream’ and then convert all the “WHATs” in terms of ‘how we will be converting that dream into a reality’.
Here’s what I suggest if we are really serious about awakening our inner self so that we begin to see stellar in our life.
Barker wrote in 1993, ‘When a paradigm shifts, everyone goes back to zero’ and companies are being faced with this rule time and time again. When we move into a new age, a new race starts. Barker continues, ‘By zero, I mean that regardless of what position was with the old paradigm – number one in market share, leader in technology, best reputation – you are back at the starting line with the new paradigm. Because of this change in leverage, the practitioners of the new paradigm have a chance to not just compete with but defeat the titans of the old paradigm. [Paradigms, The business of discovering the future, J A Barker, Harper, 1993]
Dr.N.Asokan, Entrepreneur Characteristics, Purpose, Fanatic Discipline, Life Long Self Learning, Competency, Service Mindset, Personal Mastery, High Energy, Trusted Relationship, Story Telling, System Thinking, Mentor, Grey Area, Complexity
Simplicity, MACAPPSTUDIO, Rethink
Creative Services at D2L Connection: London 2018D2L Barry
What's Inspiring D2L Creative Services
Some ideas that are influencing our design and development.
Presentation by Kathleen Murphy, D2L Sr. Instructional Designer
Navigating the Employee Lifecycle: Create Your Own Remote CultureAggregage
We are living in uncertain times - the COVID-19 pandemic has led to confusion and isolation for our global workforce as companies have had to turn completely to remote working. As most organizations were unprepared for this change, they are waiting for things to "get back to normal" when they can have in-person meetings and higher productivity. However, we are never going to return to normal. We may return to office working, but our approach to remote working will have changed. We need to understand now how we can maintain a strong culture when all our employees are working remotely and how we can shape our post-pandemic remote working policies. Join Change Instigator and LIberationist CEO Gustavo Razzetti to learn how to remote-proof your culture!
People are tired of talking heads, being told what and how to do things. We have access to information, what we need is the opportunity to make sense of our experiences, to converse, to connect and to create together. In the experience economy, every time we meet face to face is a wonderful opportunity to be delighted by discovering something new for ourselves. If you are a Manager, a Trainer, Consultant, Event Manager - knowing how to design so that people experience creating and discovering new knowledge is imperative for engagement and innovation.
A Snapshot of SIOP 2016 Part 5: SIOP Bonus CoverageI/O at Work
I/O at Work is releasing a series of presentations that discuss the “What you need to know” from this year’s SIOP conference. We’ve grouped these key takeaways into four topics: Employee Success, Business Success, Fairness, Diversity, & a bonus SIOP coverage. This is the last installment discussing presentations around the various topics including data analysis, workplace surveys, and social media.
Entrepreneurial Goals & Strategy with Angela CordellAngela Cordell
Successful entrepreneurs may start with a great product or service idea, but without clarifying your concept and setting measurable goals, your dream of owning a thriving business will remain a dream.
Rapidly changing marketplaces, intense competition, the stress of constantly having to do more with less, and the aftermath of mergers and acquisitions test the resilience of organizations.
A resilient workforce has superior performance, higher productivity and creativity, better health, and more financial success.
Organizational drivers of resilience include: managing workload, offering access to training and development, giving employees more control over their work, developing effective managers, and fostering work-life integration.
In a rapidly growing business with globally dispersed teams, conflict seems to be inevitable. Throughout his experiences, Seiya has encountered these challenges but has remained consistent in his approach of UX as a unifier. In context of his experiences, Seiya will talk through:
- Pain points of building teams with different maturity levels;
- Best practices on how to drive and empower teams;
- Avoiding amplification of these conflicts; and
- How UX can be used as a driver to align development, product and design teams
Work gossip: We’ve all heard it, and some of us have spread it -- whether that action took place around the water cooler, via text or through email.
There are mixed views about gossip: Some say that gossip is toxic, and I tend to agree. Others, such as Red Hat CEO Jim Whitehurst, actively encourage it.
But at my company, our definition of gossip is clear: “unproductive communication with someone who cannot help solve the problem at hand.” In short, this kind of talk pollutes a work environment.
Personally, I believe humans' tendency to gossip can be transformed into better communication all around. Here are some intentional steps leaders can take to flip office chattiness on its head and model the behavior they want their employees to emulate.
Welcome to the Program Your Destiny course. In this course, we will be learning the technology of personal transformation, neuroassociative conditioning (NAC) as pioneered by Tony Robbins. NAC is used to deprogram negative neuroassociations that are causing approach avoidance and instead reprogram yourself with positive neuroassociations that lead to being approach automatic. In doing so, you change your destiny, moving towards unlocking the hypersocial self within, the true self free from fear and operating from a place of personal power and love.
1. Executive Coaching
& Development
C h e c k o u t t h e E m e r g i n g L e a d e r s B l o g S e r i e s
t o d e t e r m i n e y o u r l e a d e r s h i p s t y l e
C e n t e r f o r W o r k L i f e i s t h e o n l y e x e c u t i v e c o a c h i n g p r o g r a m i n O r l a n d o
t h a t i s c o m p l e t e d b y a t r a i n e d a n d a c c r e d i t e d p s y c h o l o g i s t . A s t r o n g e x e c u t i v e c o a c h i n g p r o g r a m i s
d e s i g n e d t o h e l p e x e c u t i v e s l e a r n
h a n d s - o n s k i l l s a n d m o t i v a t e e m p l o y e e s t h a t a r e t o p p e r f o r m e r s t o
d e v e l o p i n t h e c o n t e x t o f t h e i r c u r r e n t p o s i t i o n s
2. C O N F L I C T M A N A G E M E N T
T R A I N I N G I N T A M P A
Conflict is more than just a disagreement.
Conflicts continue to fester when ignored.
We respond to conflicts based on our perceptions.
Conflicts trigger strong emotions.
Conflicts are an opportunity for growth.
3. O U R C O U N S E L I N G F O R L I F E S K I L L S
A N D L I F E C O A C H I N G
www.centerforworklife.com