This document summarizes a leadership development workshop framework. The workshop aims to develop leadership skills and mindsets through modules on values-driven leadership, leading through vision, leading change, leadership and empowerment, and leading through engagement. Participants complete a personal leadership project and are assessed on leadership competencies. The workshop uses experiential learning methods and participants are expected to apply their learning on the job.
Career Development In a Box GDC Online 2011Joshua Howard
An introduction to a freely available Career Development toolkit for video game development studios, called The THUD. Find more information at http://thethud.wordpress.com.
Presented at GDC Online 2011 by Joshua Howard.
Career Development In a Box GDC Online 2011Joshua Howard
An introduction to a freely available Career Development toolkit for video game development studios, called The THUD. Find more information at http://thethud.wordpress.com.
Presented at GDC Online 2011 by Joshua Howard.
Three years of self-selection reteaming at Redgate SoftwareChris Smith
For the past three years Redgate has run a self-selection reteaming process to shape how teams are assigned to reflect the company’s strategy for the year ahead.
Our approach allows people to strongly influence which team they’re part of, encouraging them to move towards the work they find most engaging.
We’ve found reteaming in this way to be good for our people, our teams and our products.
Be inspired to try a self-selection process that works for you, building on the take-aways below:
* The principles of self-determination and the value of providing staff with autonomy, master & purpose
* What holds us back from self-selection both as leaders and participants
* What happened when Redgate Software ran their self-selection process (Spoiler: Good things)
* How to plan and run a considerate self-selection process - physically and remotely
Slides used at the lecture titled Leadership Styles Your Team Needs, as presented at the IGDA Leadership Forum in November 2010, by Joshua Howard.
Contact Joshua Howard at joshua@bonegames.com, and visit his blog on Leadership and Management at http://thereisnothem.wordpress.com.
Agile Management: The Art of Servant LeadershipGrowing Agile
Are you an Agile Manager? What does that mean anyway? Agile managers focus on growing their people and helping them be the best they can be. We touch on several areas and suggest a course to learn more.
https://www.udemy.com/gac-servantleadership/?couponCode=GASlideshare
Tips for creating a Self Organizing TeamsYves Hanoulle
The presentation was delivered in
Kjiv (AgileEE)
Geneve (AgileTourGeneve),
Agilis2009 (Iceland)
Scandinavian Developer Conference 2010
Agile Tour Bordeaux 2010
Workplay: Agile development as a game, and how to make it more soMatthew Philip
Talk given at the 2011 Lean Agile Scrum Conference, Zurich, Switzerland
September 14, 2011
Abstract:
Jane McGonigal provoked an interesting discussion with her book "Reality Is Broken:. Why Games Make Us Better and How They Can Change the World" Agile teams experience many of the aspects of the gameplay benefits that McGonigal talks about: flow (from feedback) autotelic reward and happiness from working with others. This session explores the ways in Which agile development delivers to the four intrinsic rewards its Practitioners - satisfying work, experience of being successful, social connection and meaning - and looks into ways in Which We can design our work to further bridge the divide between games and reality.
What is a mid-level manager? This presentation will assist admissions professionals in making the transition into the next part of their career as a mid-level manager. It will focus on skills to develop while leading from the middle, tools to create stronger partnerships with the team you supervise, and how to cross-campus collaborate successfully. Additionally, we will discuss how to role model as a supervisor while still learning all the hats you are expected to wear.
Team Building Information for Leadership Development at The Banff CentreJerry McGrath
Our sessions are geared towards learning through engagement and experience. The Banff Centre offers a unique array of interactive team building options and creative experiences.
Three years of self-selection reteaming at Redgate SoftwareChris Smith
For the past three years Redgate has run a self-selection reteaming process to shape how teams are assigned to reflect the company’s strategy for the year ahead.
Our approach allows people to strongly influence which team they’re part of, encouraging them to move towards the work they find most engaging.
We’ve found reteaming in this way to be good for our people, our teams and our products.
Be inspired to try a self-selection process that works for you, building on the take-aways below:
* The principles of self-determination and the value of providing staff with autonomy, master & purpose
* What holds us back from self-selection both as leaders and participants
* What happened when Redgate Software ran their self-selection process (Spoiler: Good things)
* How to plan and run a considerate self-selection process - physically and remotely
Slides used at the lecture titled Leadership Styles Your Team Needs, as presented at the IGDA Leadership Forum in November 2010, by Joshua Howard.
Contact Joshua Howard at joshua@bonegames.com, and visit his blog on Leadership and Management at http://thereisnothem.wordpress.com.
Agile Management: The Art of Servant LeadershipGrowing Agile
Are you an Agile Manager? What does that mean anyway? Agile managers focus on growing their people and helping them be the best they can be. We touch on several areas and suggest a course to learn more.
https://www.udemy.com/gac-servantleadership/?couponCode=GASlideshare
Tips for creating a Self Organizing TeamsYves Hanoulle
The presentation was delivered in
Kjiv (AgileEE)
Geneve (AgileTourGeneve),
Agilis2009 (Iceland)
Scandinavian Developer Conference 2010
Agile Tour Bordeaux 2010
Workplay: Agile development as a game, and how to make it more soMatthew Philip
Talk given at the 2011 Lean Agile Scrum Conference, Zurich, Switzerland
September 14, 2011
Abstract:
Jane McGonigal provoked an interesting discussion with her book "Reality Is Broken:. Why Games Make Us Better and How They Can Change the World" Agile teams experience many of the aspects of the gameplay benefits that McGonigal talks about: flow (from feedback) autotelic reward and happiness from working with others. This session explores the ways in Which agile development delivers to the four intrinsic rewards its Practitioners - satisfying work, experience of being successful, social connection and meaning - and looks into ways in Which We can design our work to further bridge the divide between games and reality.
What is a mid-level manager? This presentation will assist admissions professionals in making the transition into the next part of their career as a mid-level manager. It will focus on skills to develop while leading from the middle, tools to create stronger partnerships with the team you supervise, and how to cross-campus collaborate successfully. Additionally, we will discuss how to role model as a supervisor while still learning all the hats you are expected to wear.
Team Building Information for Leadership Development at The Banff CentreJerry McGrath
Our sessions are geared towards learning through engagement and experience. The Banff Centre offers a unique array of interactive team building options and creative experiences.
Developing Project Management Leadership,
It just doesn't happen, it takes planning, it takes devotion and above all it takes people care.
See how to:
Define the core competencies of an effective Project Manger/Project Leader
Introduce ideas and techniques that will assist the Project Leader in enhancing the capabilities of the entire Project team
Provide a framework for developing a personal leadership development plan
Promote teamwork and collaborative leadership
The Leadership Pipeline: Cultivating Your Organization’s High Potential Emplo...Modern Healthcare
The Leadership Pipeline: Cultivating Your Organization’s High Potential Employees – Joseph Cabral at Modern Healthcare's 8th annual Workplace of the Future Conference on Wednesday, October 14, 2015 at the Omni Hotel in Nashville Tennessee.
Talent Management Framework - A look at PCMMUtsav Agarwal
PCMM, acronym for People Capability Maturity Model, is a maturity framework that focuses on continuously improving the management and development of the human assets of an organization
Our way of “Mentoring” desires to affect higher rates of stability and satisfaction in a changing business landscape that calls the mentee into new collaborative relationships and new systems of delivery.
Mentoring is an effort to integrate the formation dimensions of Spiritual development, Business development, Intellectual development, and Human development as the mentee moves into a new phase of his/her life.
Magnum opus for Blessing White & HR Anexi HR Anexi
BlessingWhite Global Consulting has created a Leadership Magnum Opus over the last 4 decades. HR Anexi, a BlessingWhite partner, presents to you The Leadership Catalogue along with the open program ‘Training Calendar’ for the year 2013. This is your special opportunity to create your very own Magnum Opus!
All details are present in the catalogue. Kindly get in touch with the mentioned contact for further details.
Genesis Group China - Leadership development keynote 2013Chris Jansen
This is a presentation that I have just made at four large HR forums in Beijing, Shanghai, Nanjing and Guangshou in China. As you can see on the slides it was all translated into Mandarin as the audience of 300 were all Chinese speakers. What a wonderfully rich cultural experience!
ExeQserve is one of the most sought after training, human resource and organization development consulting companies in the Philippines. This catalog presents information about who we are and the learning and development programs we offer.
This is a compilation of lessons learned by Edwin Ebreo through life. He shared this in his blog, edebreo.wordpress.com. He picked his favorite blog post and put it together in this work.
Help your managers transform into leaders and your leaders further enhance their skills. This two-day workshop will enable them to face the challenges of leadership and succeed. They will go home with individual leadership action plan that will help equip them to be more effective leaders. Edwin Ebreo facilitates this training workshop.
2. Why have your management team go
through this skill-building workshop?
• To balance leadership and management activities
in the organization
• To develop a strong leadership culture
• Use a common language to describe leadership
initiatives
• To try a different way of learning where
participants are expected to immediately apply
their learning at work and their ability to do so is
monitored and evaluated.
• To jumpstart several changes that will lead to
lasting organizational improvement
3. Learning Goals
• Move from non-leader to leader mindset
• Demonstrate value-driven leadership
• Use vision to inspire employee performance
• Apply their roles as change leaders
• Use 360 degrees empowerment to lead at
different angles
• Use techniques for keeping employees
engaged.
4. How the Partnership Between ExeQserve and Your
Company Works
• Appreciate the
program flow 2-Day Training
• Identify Follow
personal Through
• Workshop Outputs
leadership • Personal Leadership
development
• 5 Leadership
Practices Development
project Projects
• Team • Refresher
• Leadership • Observations and
Skills Development Recommendations • Presentation of
Assessment • Overcoming the individual project
five dysfunctions completion
• Coaching • Celebration
• Action Planning Post Workshop
Report
Briefing
7. DYSFUNCTIONS FUNDAMENTALS
A Team Building Framework
8. Getting from Forming to Performing
Forming • What to do at onset
• What to clarify and what to enable
• How to deal with insecurities
Storming • How to deal with conflict
• What norms to establish
• How to deal with problems that normally occur at this
Norming stage
• How to focus the team’s energy towards performing
Performing • How to keep the team engaged
• How to capitalize on the team’s high performance
9. Learn How to Use a Simple Coaching
Model to Help Employees Perform
Goal
Reality
Options
Will or Way forward
10. Leadership Skills
Personal Best Assessment
Leadership Project
Personal
Leadership
Development
Projects
Key Outputs
14. M2: Values-Driven High
Leadership Performance
Team
Alignment
Leadership
Credibility
Values
Clarity
15. Clarity and
Buy-in
M3: Leading
Through Vision
High
Performance
Vision
Individual Co-created
Accountability Roadmap
16. M4: Leading
Change
• Encouraging
Taking
Risk Creativity and
Innovation
Managing •Kotter’s
Change Model
17. M5: Leadership and
Trust
Empowerment
Boss
Collaboration
High Competence
Performance
Self Empowerment Peers
Confidence
Followers
18. M6:Leading Through Engagement
Showing
Clear Communicate Monitoring Recognizing Celebrating
Sharing Stories Personal
Standards Expectations and Feedback individuals Success
examples
Creating a Sense of
Recognizing Performance
Community
19. Methodologies
• High Energy Learning Activities
• Self and Team Assessment
• Brainstorming
• Team and Individual Action Planning
• Follow-up session