At Word Camp Ahmedabad, taken a session on Fear and Uncertainty Management, which can help conquer fears. It covers fear setting, actions against fear, becoming warrior and improving faith in self.
How to read your members’ minds. Presentation by Stephanie Beadell, VP of Marketing at Briggsby for FeverBee Sprint 2015 #fbsprint. Learn how to improve your survey results.
Esher house webinar overview & resilence workshopsnqh810
This document discusses the application of behavioural science principles in employment services. It summarizes that over 100,000 participants in Australia, the UK, US and Denmark have completed ABS programs at Esher House, achieving world-leading increases in outcomes. A readiness assessment is used to understand a client's stage of change and target interventions accordingly, in order to allocate resources effectively and avoid dropouts. Workshops and coaching guides apply decades of behavioural science research on the transtheoretical model of stages of change.
The document discusses an umbrella recognition solution that assesses current employee recognition programs, introduces management training tools, and proposes a new recognition program to optimize employee performance in order to turn expenses into profits through a three step employee optimization approach. It also discusses how recognition and respect are more motivating to employees than pay or job security according to research.
This document discusses how patterns of behavior, thoughts, and emotions can be trained through things like dopamine and serotonin neurotransmitters. It explains that goal behaviors are driven by seeking immediate and long-term benefits and rewards, while non-goal behaviors focus on immediate benefits but cause long-term harm. It also discusses enhancing goal behaviors through accurate expectations, appropriate associations, and an enriching environment, as well as linking behaviors to values and goals through self-efficacy, encouragement, and reinforcement.
The document introduces a framework for measuring customer satisfaction called "emotional math". It proposes quantifying customer feelings on a scale from hate to love by assigning numbers. A relationship equation is presented that calculates the "health" of a relationship based on its value and required energy. Value is determined by relevance, attachment, and dependability. Energy factors in time investment, cost, and hassle. The document provides examples and encourages applying the framework to identify areas to reduce customer "suck". It emphasizes measuring current satisfaction levels and tracking improvements.
The document discusses different theories of motivation including:
1. Maslow's hierarchy of needs and Herzberg's two-factor theory which examine factors that lead to satisfaction or dissatisfaction at work.
2. Expectancy theory which proposes that motivation depends on expectations of effort leading to performance and performance leading to rewards.
3. Goal setting theory which suggests that specific, difficult goals lead to higher performance when people accept and commit to the goals.
Credit to Sean Ellis from Growthhackers.com for concept and some of the slides. This is the process for running weekly sprint cycles across product and marketing in order to increase key metrics across your AARRR funnel (acquisition, activation, retention, referral, and revenue).
How to read your members’ minds. Presentation by Stephanie Beadell, VP of Marketing at Briggsby for FeverBee Sprint 2015 #fbsprint. Learn how to improve your survey results.
Esher house webinar overview & resilence workshopsnqh810
This document discusses the application of behavioural science principles in employment services. It summarizes that over 100,000 participants in Australia, the UK, US and Denmark have completed ABS programs at Esher House, achieving world-leading increases in outcomes. A readiness assessment is used to understand a client's stage of change and target interventions accordingly, in order to allocate resources effectively and avoid dropouts. Workshops and coaching guides apply decades of behavioural science research on the transtheoretical model of stages of change.
The document discusses an umbrella recognition solution that assesses current employee recognition programs, introduces management training tools, and proposes a new recognition program to optimize employee performance in order to turn expenses into profits through a three step employee optimization approach. It also discusses how recognition and respect are more motivating to employees than pay or job security according to research.
This document discusses how patterns of behavior, thoughts, and emotions can be trained through things like dopamine and serotonin neurotransmitters. It explains that goal behaviors are driven by seeking immediate and long-term benefits and rewards, while non-goal behaviors focus on immediate benefits but cause long-term harm. It also discusses enhancing goal behaviors through accurate expectations, appropriate associations, and an enriching environment, as well as linking behaviors to values and goals through self-efficacy, encouragement, and reinforcement.
The document introduces a framework for measuring customer satisfaction called "emotional math". It proposes quantifying customer feelings on a scale from hate to love by assigning numbers. A relationship equation is presented that calculates the "health" of a relationship based on its value and required energy. Value is determined by relevance, attachment, and dependability. Energy factors in time investment, cost, and hassle. The document provides examples and encourages applying the framework to identify areas to reduce customer "suck". It emphasizes measuring current satisfaction levels and tracking improvements.
The document discusses different theories of motivation including:
1. Maslow's hierarchy of needs and Herzberg's two-factor theory which examine factors that lead to satisfaction or dissatisfaction at work.
2. Expectancy theory which proposes that motivation depends on expectations of effort leading to performance and performance leading to rewards.
3. Goal setting theory which suggests that specific, difficult goals lead to higher performance when people accept and commit to the goals.
Credit to Sean Ellis from Growthhackers.com for concept and some of the slides. This is the process for running weekly sprint cycles across product and marketing in order to increase key metrics across your AARRR funnel (acquisition, activation, retention, referral, and revenue).
This document discusses leadership anti-patterns and the need for fun leadership. It notes that many employees leave jobs due to their managers and that bosses are a major source of stress. However, people stay in toxic jobs if the work is meaningful. It then discusses different types of problematic leadership styles like controlling leaders and indecisive leaders. It suggests that a growth mindset in leaders is better than a fixed mindset. It proposes using assessments and apps to coach leaders to change their mindsets from command-and-control to more collaborative styles. Finally, it briefly describes the author's experience with dramatically different leadership approaches and outcomes on a ship.
This document discusses different theories of motivation including Maslow's hierarchy of needs, Herzberg's two-factor theory, expectancy theory, and goal setting theory. It explains that motivation depends on direction, persistence, and intensity. Motivation is influenced by needs, hygiene factors, motivators, expectancy of effort leading to performance and rewards, and setting specific and challenging goals. Theories aim to explain what motivates individuals and improves performance.
This document discusses different theories of motivation including Maslow's hierarchy of needs, Herzberg's two-factor theory, expectancy theory, and goal setting theory. It explains that motivation depends on direction, persistence, and intensity. Motivation is influenced by needs, hygiene factors, motivators, expectancy of effort leading to performance and rewards, and setting specific and challenging goals. Theories aim to explain what motivates individuals and improves performance.
1) Managers who hold regular meetings with employees have more engaged staff, yet many managers cancel or reschedule meetings due to being too busy.
2) Bad managers simply tell employees what to do, while great managers involve staff in decision making. However, many managers are uncomfortable giving feedback or having difficult conversations.
3) Research shows employees want more constructive criticism and information from their boss on what to improve, yet over 60% report receiving too little feedback and a quarter get no feedback at all.
The document advertises a free mental health support service called Access to Work Mental Health Support Service, delivered by Remploy and funded by the Department for Work and Pensions, that can help people experiencing mental health difficulties at work who may be feeling anxious, stressed, depressed, or otherwise struggling with their mental health in a way that is impacting their work. The service can be accessed by calling 0300 456 8114 or emailing a2wmhss@remploy.co.uk.
The Importance of Employee Feedback - CU Suggestionscusuggestion
Feedbacks are critical to any organization’s success and you can gather it via CU Suggestions, which is an incredibly fast and secure method of receiving actionable data.
This document discusses high trust leadership and providing feedback. It provides examples of low and high trust relationships and behaviors of high trust leaders, such as talking straight, demonstrating respect, and keeping commitments. Feedback is described as sharing objective observations about behavior or performance in order to reinforce or redirect it. Benefits of feedback include building trust and improving performance. The SHARE model is introduced for providing feedback, including describing the situation, how it was approached, the result, and expected behavior. Constructive feedback should be given directly using "I" statements at an appropriate time and place. High trust leadership is said to cultivate engagement, encourage ongoing feedback, and enhance safety.
Aaron Wolowiec, MSA, CAE, CMP, CTA delivered this presentation during the MSAE Meeting Planning Conference in Mt. Pleasant, MI on Wednesday, April 19, 2017.
Members of Connect: Professional Women’s Network share how to work with over-attentive managers without losing your cool—or your job. To learn more about Connect and join the group for free, visit http://www.linkedin.com/womenconnect.
The document outlines six rules of data analytics to deliver value from numbers:
1. Decide what specific business question you want the data to answer.
2. Consider what actions your stakeholders can take based on the data.
3. The first cut of data should group items by behavior to generate valuable insights.
4. Use ratios to add context and allow trend prediction.
5. Follow the analysis by continually asking "why" to find deeper insights.
6. Be a leader by applying the rules to use data strategically within your organization.
2 Lessons From Landing Page Improvement We Have Learned at TeamoPetr Reshetin
Peter Reshetin shares two lessons learned from testing landing page improvements at Teamo Marketing. [1] Experiments with landing page variants can significantly increase conversion rates, as Teamo found a 34% lift from one test. [2] Most testing attempts will initially fail, so it's important to persist through multiple iterations with an open mindset until a successful variant is identified, as Teamo's winning page came from their fourth attempt.
If your employees aren’t engaged they produce poor results.
There are plenty of stats to prove this:
- A Gallup poll shows that engaged employees
enjoy a 21% productivity increase
- A UNC Kenan-Flagler Business School shows that organisations with engaged employees enjoy double the revenue of those with disengaged employees.
Of course, understanding these stats
is only the first step.
You also have to figure out how they
apply to your organisation.
What can you do to improve employee engagement?
Here are 7 tips.
PS - Remember a great manager can DOUBLE the capacity of their people.
Register for our next webinar to learn more how you can improve workplace productivity. Click Here: https://www.greatmanagers.com.au/webinarwj/
Analysis of what people analytics can’t capture by jyotsana manglaniJyotsanaManglani
Big data analytics and personality tests have limitations in predicting employee job performance and success. While correlations can be found in large data sets, some may not truly indicate what makes a good employee. The metrics and questions used to analyze the data are important, and past performance evaluations from those who know an employee's work are also valuable. Simply meeting targets could destroy workplace culture, so managers should focus on both goals and employee well-being. Performance alone does not guarantee a good leader or identify who should be retained by an organization.
This document discusses challenges in using people analytics and data to make hiring and promotion decisions. It recommends using data to set a threshold for job requirements but also considering "distinguishing competencies" during interviews. For promotions, it advises promoting those with integrity and compassion over petty tyrants, as research shows the former improves business success and morale long-term. Managers are told to understand data limitations and distinguish baseline from outstanding qualifications when hiring, and to consider character and leadership impact on employees when promoting.
21 Transitions to the New Employee EngagementDavid Zinger
This document outlines 21 ways to end the traditional approach to employee engagement and begin a new approach. It advocates ending engagement surveys, focusing on emotions over actions, seeing engagement as extra work, and housing engagement solely in HR. Instead, it calls for engagement to be how work itself is done, with a focus on achieving results through building relationships and cultivating well-being. The document presents a new framework for employee engagement consisting of 10 blocks and defines engagement as "good work done well with others every day."
This document discusses harassment in the workplace and provides guidance for employers and employees. It defines harassment as unwanted, offensive, and intimidating behavior. Employers should create a positive work environment, ensure equal treatment, have an anti-harassment policy, and train employees on the policy. Employees should treat others with respect, report unacceptable conduct, and know how to formally complain. Consequences for businesses include costly legal claims, bad publicity, and damage to reputation. Employers are advised to have a harassment policy to avoid using lack of knowledge as an excuse.
Marketers Time Management: What's happening to it, how they cope, and how to ...Workfront
Earlier Workfront surveys have found that marketers almost never feel like they have enough time to get through their burgeoning workloads. Our new State of Marketing Work Report confirms that marketers, on average, have less time than their colleagues to get stuff done. But why? Read on for 7 findings that shed light on this mystery…
The document discusses micromanagement in the workplace and provides perspectives on when and why it occurs. It notes that micromanagement is often due to a lack of trust in employees' abilities and competence, as well as fears about risk and negative outcomes. While micromanagement may be appropriate in some situations like troubled projects, it generally stems from inability to delegate and leverage others' skills. The document offers advice for dealing with micromanagement such as setting priorities, building on strengths, and focusing on results rather than process or efficiency. It acknowledges micromanagement may be difficult to change and suggests gaining confidence elsewhere or finding a new job if possible.
1) The document discusses five areas for business owners to evaluate to achieve growth: interpersonal skills, understanding the customer journey from awareness to action, analyzing customer profitability, effective time management, and managing stress.
2) It emphasizes the importance of interpersonal skills and customer interactions for business success and reputation.
3) A marketing model called AIDA is described that businesses should follow to move customers from awareness of the business to taking action and purchasing.
4) Analyzing customer profitability allows businesses to focus resources on high value customers.
The document discusses various strategies for achieving business and professional growth, including improving interpersonal skills, analyzing your marketing using the AIDA model, evaluating customer profitability, managing time effectively, dealing with stress, marketing yourself through websites and knowledge sharing, and personal networking. The key message is that growth requires careful planning, strategizing, management and accomplishing goals at each stage of the business process.
This document discusses leadership anti-patterns and the need for fun leadership. It notes that many employees leave jobs due to their managers and that bosses are a major source of stress. However, people stay in toxic jobs if the work is meaningful. It then discusses different types of problematic leadership styles like controlling leaders and indecisive leaders. It suggests that a growth mindset in leaders is better than a fixed mindset. It proposes using assessments and apps to coach leaders to change their mindsets from command-and-control to more collaborative styles. Finally, it briefly describes the author's experience with dramatically different leadership approaches and outcomes on a ship.
This document discusses different theories of motivation including Maslow's hierarchy of needs, Herzberg's two-factor theory, expectancy theory, and goal setting theory. It explains that motivation depends on direction, persistence, and intensity. Motivation is influenced by needs, hygiene factors, motivators, expectancy of effort leading to performance and rewards, and setting specific and challenging goals. Theories aim to explain what motivates individuals and improves performance.
This document discusses different theories of motivation including Maslow's hierarchy of needs, Herzberg's two-factor theory, expectancy theory, and goal setting theory. It explains that motivation depends on direction, persistence, and intensity. Motivation is influenced by needs, hygiene factors, motivators, expectancy of effort leading to performance and rewards, and setting specific and challenging goals. Theories aim to explain what motivates individuals and improves performance.
1) Managers who hold regular meetings with employees have more engaged staff, yet many managers cancel or reschedule meetings due to being too busy.
2) Bad managers simply tell employees what to do, while great managers involve staff in decision making. However, many managers are uncomfortable giving feedback or having difficult conversations.
3) Research shows employees want more constructive criticism and information from their boss on what to improve, yet over 60% report receiving too little feedback and a quarter get no feedback at all.
The document advertises a free mental health support service called Access to Work Mental Health Support Service, delivered by Remploy and funded by the Department for Work and Pensions, that can help people experiencing mental health difficulties at work who may be feeling anxious, stressed, depressed, or otherwise struggling with their mental health in a way that is impacting their work. The service can be accessed by calling 0300 456 8114 or emailing a2wmhss@remploy.co.uk.
The Importance of Employee Feedback - CU Suggestionscusuggestion
Feedbacks are critical to any organization’s success and you can gather it via CU Suggestions, which is an incredibly fast and secure method of receiving actionable data.
This document discusses high trust leadership and providing feedback. It provides examples of low and high trust relationships and behaviors of high trust leaders, such as talking straight, demonstrating respect, and keeping commitments. Feedback is described as sharing objective observations about behavior or performance in order to reinforce or redirect it. Benefits of feedback include building trust and improving performance. The SHARE model is introduced for providing feedback, including describing the situation, how it was approached, the result, and expected behavior. Constructive feedback should be given directly using "I" statements at an appropriate time and place. High trust leadership is said to cultivate engagement, encourage ongoing feedback, and enhance safety.
Aaron Wolowiec, MSA, CAE, CMP, CTA delivered this presentation during the MSAE Meeting Planning Conference in Mt. Pleasant, MI on Wednesday, April 19, 2017.
Members of Connect: Professional Women’s Network share how to work with over-attentive managers without losing your cool—or your job. To learn more about Connect and join the group for free, visit http://www.linkedin.com/womenconnect.
The document outlines six rules of data analytics to deliver value from numbers:
1. Decide what specific business question you want the data to answer.
2. Consider what actions your stakeholders can take based on the data.
3. The first cut of data should group items by behavior to generate valuable insights.
4. Use ratios to add context and allow trend prediction.
5. Follow the analysis by continually asking "why" to find deeper insights.
6. Be a leader by applying the rules to use data strategically within your organization.
2 Lessons From Landing Page Improvement We Have Learned at TeamoPetr Reshetin
Peter Reshetin shares two lessons learned from testing landing page improvements at Teamo Marketing. [1] Experiments with landing page variants can significantly increase conversion rates, as Teamo found a 34% lift from one test. [2] Most testing attempts will initially fail, so it's important to persist through multiple iterations with an open mindset until a successful variant is identified, as Teamo's winning page came from their fourth attempt.
If your employees aren’t engaged they produce poor results.
There are plenty of stats to prove this:
- A Gallup poll shows that engaged employees
enjoy a 21% productivity increase
- A UNC Kenan-Flagler Business School shows that organisations with engaged employees enjoy double the revenue of those with disengaged employees.
Of course, understanding these stats
is only the first step.
You also have to figure out how they
apply to your organisation.
What can you do to improve employee engagement?
Here are 7 tips.
PS - Remember a great manager can DOUBLE the capacity of their people.
Register for our next webinar to learn more how you can improve workplace productivity. Click Here: https://www.greatmanagers.com.au/webinarwj/
Analysis of what people analytics can’t capture by jyotsana manglaniJyotsanaManglani
Big data analytics and personality tests have limitations in predicting employee job performance and success. While correlations can be found in large data sets, some may not truly indicate what makes a good employee. The metrics and questions used to analyze the data are important, and past performance evaluations from those who know an employee's work are also valuable. Simply meeting targets could destroy workplace culture, so managers should focus on both goals and employee well-being. Performance alone does not guarantee a good leader or identify who should be retained by an organization.
This document discusses challenges in using people analytics and data to make hiring and promotion decisions. It recommends using data to set a threshold for job requirements but also considering "distinguishing competencies" during interviews. For promotions, it advises promoting those with integrity and compassion over petty tyrants, as research shows the former improves business success and morale long-term. Managers are told to understand data limitations and distinguish baseline from outstanding qualifications when hiring, and to consider character and leadership impact on employees when promoting.
21 Transitions to the New Employee EngagementDavid Zinger
This document outlines 21 ways to end the traditional approach to employee engagement and begin a new approach. It advocates ending engagement surveys, focusing on emotions over actions, seeing engagement as extra work, and housing engagement solely in HR. Instead, it calls for engagement to be how work itself is done, with a focus on achieving results through building relationships and cultivating well-being. The document presents a new framework for employee engagement consisting of 10 blocks and defines engagement as "good work done well with others every day."
This document discusses harassment in the workplace and provides guidance for employers and employees. It defines harassment as unwanted, offensive, and intimidating behavior. Employers should create a positive work environment, ensure equal treatment, have an anti-harassment policy, and train employees on the policy. Employees should treat others with respect, report unacceptable conduct, and know how to formally complain. Consequences for businesses include costly legal claims, bad publicity, and damage to reputation. Employers are advised to have a harassment policy to avoid using lack of knowledge as an excuse.
Marketers Time Management: What's happening to it, how they cope, and how to ...Workfront
Earlier Workfront surveys have found that marketers almost never feel like they have enough time to get through their burgeoning workloads. Our new State of Marketing Work Report confirms that marketers, on average, have less time than their colleagues to get stuff done. But why? Read on for 7 findings that shed light on this mystery…
The document discusses micromanagement in the workplace and provides perspectives on when and why it occurs. It notes that micromanagement is often due to a lack of trust in employees' abilities and competence, as well as fears about risk and negative outcomes. While micromanagement may be appropriate in some situations like troubled projects, it generally stems from inability to delegate and leverage others' skills. The document offers advice for dealing with micromanagement such as setting priorities, building on strengths, and focusing on results rather than process or efficiency. It acknowledges micromanagement may be difficult to change and suggests gaining confidence elsewhere or finding a new job if possible.
1) The document discusses five areas for business owners to evaluate to achieve growth: interpersonal skills, understanding the customer journey from awareness to action, analyzing customer profitability, effective time management, and managing stress.
2) It emphasizes the importance of interpersonal skills and customer interactions for business success and reputation.
3) A marketing model called AIDA is described that businesses should follow to move customers from awareness of the business to taking action and purchasing.
4) Analyzing customer profitability allows businesses to focus resources on high value customers.
The document discusses various strategies for achieving business and professional growth, including improving interpersonal skills, analyzing your marketing using the AIDA model, evaluating customer profitability, managing time effectively, dealing with stress, marketing yourself through websites and knowledge sharing, and personal networking. The key message is that growth requires careful planning, strategizing, management and accomplishing goals at each stage of the business process.
The document provides an overview of the October 2019 issue of WorkLife magazine. It includes an introduction from the CEO Peter Diaz about the magazine's focus on mental wealth and promoting their new book on the topic. It summarizes several articles in the issue, including one on effectively addressing mental health issues in the workplace by taking proactive steps; the launch of a new initiative called "Climb for Mental Health" to raise awareness of mental health; and tips for having more open and meaningful conversations by focusing on listening without distraction. The document provides high-level summaries of the key topics and events covered in the October 2019 issue of the magazine.
We are stronger and more capable
than before we realized how to
equip and ready ourselves for the
possibility of longest tough time on our business and projects
The document discusses the 80% approach for overcoming perfectionism and procrastination. It argues that striving for 80% completion is often good enough and allows one to make progress rather than getting stuck waiting for ideal conditions. The key points of the 80% approach are to get the first 80% of any project done as quickly as possible, recognize that 80% is sufficient in many situations, and delegate the remaining 20% to others with relevant expertise. Adopting this approach can boost confidence, save time, improve skills, and make one more productive than trying to achieve 100% perfection.
Making Waves: 3 Secrets to Becoming a Highly Paid Executive FasterThe Management Coach
The document provides advice for aspiring executives on how to advance their careers faster. It discusses three key points:
1) Prioritizing the team and business results over oneself is important for building trust and loyalty, which leads to better results and faster career advancement.
2) Authentic leadership where one is true to their personality while also adapting their style to different situations builds respect and trust with the team.
3) Developing agreed upon working approaches and ground rules with the team establishes expectations and allows the team to work more efficiently and get results 80% faster. Setting clear priorities, building trust through authenticity and collaboration, and achieving results are keys to advancing to executive roles.
This document outlines an MPA course on organization and management. It covers three main topics: skills of self-confidence, operations and career management, and references. For skills of self-confidence, it defines types of self-confidence like optimal, low, and over confidence and lists skills to build self-confidence. For operations and career management, it discusses key aspects of operations management and importance of career management for both employees and companies. It also outlines eight career anchors that influence career choices. The document provides references used at the end.
The document is a risk management seminar for business owners presented by Patrick Haake of Northwestern Mutual. It addresses common risks that keep business owners up at night like losing key employees, product quality issues, inability to work, and protecting the business, employees, family and future. The seminar identifies goals and risk management strategies. It promotes an integrated approach to risk management for both personal and business needs including liability insurance, key person coverage, business overhead protection and more.
Get to Oz by Making Better Strategic Decisions v5leepublish
This document summarizes a masterclass on improving strategic decision making. The masterclass will cover why strategy often fails due to bad decisions, moving beyond rational decision making, common decision traps and biases, case studies of failures, decision making tools, and an evidence-based decision framework. Attendees will learn about psychological, perception, memory, logic, physiological, and social traps that can lead to suboptimal decisions. Examples of traps that will be discussed include the availability heuristic, confirmation bias, pseudocertainty effect, and status quo bias. The overall goal is to help participants make better strategic decisions.
This document discusses managing different personalities within one's network. It identifies several common personality types including the go-to person, complainer, self-promoter, introvert, visionary, performer, analyzer, and your own personality. For each type, it outlines potential advantages and dangers of having that person in your network. The document encourages understanding different personalities and using them effectively while avoiding potential pitfalls.
Building a Culture of Ownership on a Foundation of ValuesJoe Tye
The document provides an overview of a presentation on building a culture of ownership in healthcare organizations. It discusses the importance of establishing a strong foundation of core values and using those values to design the "invisible architecture" or culture of the organization. It emphasizes engaging employees by moving from a culture of mere accountability to one of true ownership. The presentation covers assessing culture, aligning personal and organizational values, and using the "Twelve Core Action Values" framework to take effective action and foster leadership throughout the organization.
This document discusses building resilience for project managers. It provides a framework with four key areas: 1) Anticipate tough times, 2) Build your resilience through diet, exercise and sleep, 3) Create a resilience network of supporters, and 4) Respond to tough times through risk readiness, scenarios and communication. Specific strategies are outlined for each area, such as maintaining a healthy lifestyle, developing trusted relationships, and encouraging team engagement during difficult periods. The overall message is that resilience allows project managers to better handle challenges and stresses.
One of the first things all aspiring commercial divers hear, be it in school, from recruiters, other divers and at their place of employment, is that 80% of divers don’t make it past the first 1-5 years. This may be partly the individual's shortcomings that leads to quitting the industry, but it is also a reflection of a bigger issue.
In order to begin to solve a problem, the problem needs to be defined. We asked you, and you answered. Here is what you said.
This article is based on a presentation Betsy Williamson delivered to CFA Institute members on how women can be successful within the UK's investment industry.
This document summarizes a risk management seminar for business owners. It discusses common risks that keep business owners up at night such as losing key employees, issues with outsourcing, being unable to work, and how to protect the business, employees, family and future. The seminar provides strategies for managing risks through insurance, evaluating needs over the stages of a business, and finding an advisor with expertise in both personal and business planning.
This document contains a collection of passages on various topics related to developing a positive culture and effective teamwork. It discusses concepts like motivational approaches, attitude, team play, mentoring, accountability, and lean leadership. Specifically, it provides definitions and perspectives on these topics, such as defining mentoring as a way to achieve learning and connection. It also includes multiple short quotes and citations related to each section.
The document presents a business plan for an escape room called "The Smashing Place" that allows customers to release stress by breaking, smashing, and destroying objects. The business aims to provide youth dealing with problems a safe way to vent frustration. Customers will be able to choose from strategies to reduce anger or depression. The business will collaborate with rehabilitation centers and has financing to create escape rooms.
Risk Communications: When Trust Is Low And Emotions Are HighJeff Hurt
Here are the key points I gathered from our discussion:
- Conflict is a natural part of any organization and can arise due to differences in opinions, needs or expectations not being met.
- Conflict itself is not negative, but how it is addressed and resolved determines whether it is constructive or destructive.
- Constructive conflict helps clear up important issues, leads to problem solving, increases involvement, and promotes open communication. It can also help release stress and anxiety.
- Managing perceptions and building trust through empathy, competence, honesty and commitment are critical for addressing conflict productively. Providing facts, future actions and two-way dialogue can help resolve concerns.
- Organizations should approach conflict as an opportunity for understanding different
Doing the same job every day, economic uncertainties, changes in job position, or traditional routines in an employee's life can cause "burnout syndrome." In this case, it reduces the work efficiency.
Riding the digital wave in Asia - Vatsal Shah Vatsal Shah
"What is the true need to ride on the digital wave in Asia" - topic presented at Meet Magento Indonesia (#MM21ID). This includes market insights, points to consider for online business growth, & the way forward. I hope it will benefit Asian business owners. I hope it will benefit Asian business owners.
How to build amazing career that lasts long?Vatsal Shah
Vatsal Shah expressing views on how to build a career that can last longer specifically for eCommerce Agencies or developers. Tips on how to stay current and pick-up the next technology.
Content-Driven Commerce, only future for the brandsVatsal Shah
Content-led campaigns are playing an instrumental role in brand awareness, loyalty, and advocacy. It is important to stay at the top of the consumers' minds. And that is possible via Content-driven commerce and storytelling. It is important to understand that people buy stories and not products/services.
In this presentation you can learn with the examples that brands and brands in making have only one choice left for eCommerce success is integrated marketing communication across all channels.
Content-driven Commerce your next future by Vatsal Shah (#MM20UK)Vatsal Shah
"Content-driven Commerce your next future" session conducted by Vatsal Shah at Meet Magento UK 2020 (#MM20UK). This is focused on how content-led campaigns can increase eCommerce conversion in the era of Digital Experiences. Also why one should consider and what platforms to choose is covered in the talk. It is focused for Merchants, Business / Brand owners.
Paradigm shift - eCommerce SI to eCommerce AgencyVatsal Shah
This presentation is aimed to showcase the differences in approach of System Integrator or Tech Solution provider and Agency. It is all about mindset. It also has a guideline to act as an agency and generate value for clients and self.
Commerce beyond Code @ Meet Magento India 2018 - Vatsal ShahVatsal Shah
Shared my views at Meet Magento event in Ahmedabad, India. Shared my views on how tech people can understand and map commerce with their code such that it drives more value to customers. What is the difference between IT development company and ECommerce Agency... How to transform culture inside company to drive customer delight and profit.
Why do companies invest into Learning and Development?Vatsal Shah
Recently we are getting concerns from business owners regarding crunch of skilled manpower who has right attitude, open to learn and good at work. Also they are facing struggle with current recruitment team's performance in feeling up open positions. At the end what they are looking at Learning and Development of current staff as solution. 36% of organizations are managing with current staff by giving them training.
How do you see the world? and How do the world see you?
What is real?We believe that Whatever we see, whatever we believe, whatever we realize, whatever others see, whatever others believe, whatever we showcase, etc are THE REAL TRUTH on the earth. Actually all are VALID. And the way things, objects, people occurs to you that becomes truth of your life.
And above REAL YOU is created based on Experiences, Beliefs, Values, Learning, Education, Idea Projections, Emotions, Behavior, Skills, Image, Appearance you and others have. So be watchful while creating perception about others and giving ingredients to others for creating perception about us. Because PERCEPTION turns into REALITY.
View the Presentation to check the impact of Perception in our life
Recently I have met many people who are talking about stressful life and pressure they are dealing with right now... I believe all are right from their own view point.
But if we look at we can see all are not that big. It is we who feels that it is too big to deal with right now. And not only we feel that it is really big but also we share the same. And most of the people around us will say "Yes, It is"
I would say Stress is Optional and we need to learn how to manage it to bring balance, peace and growth in life. I still remember that my first boss taught me "With Stressful mind you cannot think solution. Rather you cannot think". What do you say?
Here with, attaching a presentation which helps you bringing balance in life and making you drive your stress level. Read this and think how can you apply and Make Stress Optional...
In life we play many roles, which has overlapping conversations and actions. This may be with different people around or may be with the same person we are encountering in various roles.
Now the question comes,
Are we able to justify our each role?
Are people around happy with roles we play?
Are we able to communicate what all expectations we have with people around having vital roles in our life?
Are we expecting too much from people and does that result in Role Conflict...?
You might have different opinions on it... We can see in personal and professional zones we have in our life, we play more than 8-10 roles in a day. And trying to justify them with different level of commitment.
Actually people know us by the level of Roles We Play in Their Life.
As we navigate through the ebbs and flows of life, it is natural to experience moments of low motivation and dwindling passion for our goals.
However, it is important to remember that this is a common hurdle that can be overcome with the right strategies in place.
In this guide, we will explore ways to rekindle the fire within you and stay motivated towards your aspirations.
Understanding of Self - Applied Social Psychology - Psychology SuperNotesPsychoTech 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!
ProSocial Behaviour - Applied Social Psychology - Psychology SuperNotesPsychoTech 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!
Aggression - Applied Social Psychology - Psychology SuperNotesPsychoTech 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!
You may be stressed about revealing your cancer diagnosis to your child or children.
Children love stories and these often provide parents with a means of broaching tricky subjects and so the ‘The Secret Warrior’ book was especially written for CANSA TLC, by creative writer and social worker, Sally Ann Carter.
Find out more:
https://cansa.org.za/resources-to-help-share-a-parent-or-loved-ones-cancer-diagnosis-with-a-child/
Procrastination is a common challenge that many individuals face when it comes to completing tasks and achieving goals. It can hinder productivity and lead to feelings of stress and frustration.
However, with the right strategies and mindset, it is possible to overcome procrastination and increase productivity.
In this article, we will explore the causes of procrastination, how to recognize the signs of procrastination in oneself, and effective strategies for overcoming procrastination and boosting productivity.
2. Fear
• an unpleasant emotion caused by the
threat of danger, pain, or harm
• be afraid of someone or something, as
likely to be dangerous, painful, or
harmful
VATSAL SHAH - MENTOR, BUSINESS COACH @ PRAGMATIC CONSULTANCY 2
3. Uncertainty
something that causes
one to feel uncertain,
dilemma, suspicion,
doubt, worry, stress, etc.
VATSAL SHAH - MENTOR, BUSINESS COACH @ PRAGMATIC CONSULTANCY 3
4. VATSAL SHAH - MENTOR, BUSINESS COACH @ PRAGMATIC CONSULTANCY 4
Fear and uncertainty are
different words. But they are
wired or coupled in our brain
Success of an entrepreneur is defined by how
good he is in managing own fears and
uncertainties. His choices and decisions set
the future for company and himself.
5. VATSAL SHAH - MENTOR, BUSINESS COACH @ PRAGMATIC CONSULTANCY 5
Uncertainties FEAR
All uncertainties does not cause fear. But each fear has some uncertainty in background
6. VATSAL SHAH - MENTOR, BUSINESS COACH @ PRAGMATIC CONSULTANCY 6
There are 2 types of uncertainties
• Controllable / Non-Controllable/
Partially Controllable
• Affirmative / Negative
1
7. VATSAL SHAH - MENTOR, BUSINESS COACH @ PRAGMATIC CONSULTANCY 7
There are various types of fears.
Top ones are,
• Fear of death
• Fear of loosing wealth
• Fear of loosing loved ones
• Fear of loosing business / clients
2
8. VATSAL SHAH - MENTOR, BUSINESS COACH @ PRAGMATIC CONSULTANCY 8
• Fear of unknown
• Competition
• Uncertainties due to law changes
• Uncertain market / technology
• Managing finance / profitability
• Fear of obsolesce / being current
2
9. VATSAL SHAH - MENTOR, BUSINESS COACH @ PRAGMATIC CONSULTANCY 9
• Kids future
• Environment / politics / terror / society
• Fear of loosing face / image
• Fear of being confronted
• Fear of public appearance
• Loosing key talent, et al.
2
10. VATSAL SHAH - MENTOR, BUSINESS COACH @ PRAGMATIC CONSULTANCY 10
Let us deal with
fear and
uncertainties with
power
11. VATSAL SHAH - MENTOR, BUSINESS COACH @ PRAGMATIC CONSULTANCY 11
List or Define
your worst
fear /
uncertainty
What would
be the worst
impact
What actions
can be taken
to prevent
What would
be benefit of
taking action
Fear / uncertainty setting
12. VATSAL SHAH - MENTOR, BUSINESS COACH @ PRAGMATIC CONSULTANCY 12
Fear occurs bigger in our
imagination then real
Overthinking on fear/ uncertainties causes inaction
13. Occurrence of fear
• 40% of the things we worry about never happen
• 30% are in the past / cannot be helped
• 12% involve the affairs of other, which is none of your business
• 10% relate to sickness or real fact
Only 8% of the things which we worry about are likely to happen
VATSAL SHAH - MENTOR, BUSINESS COACH @ PRAGMATIC CONSULTANCY 13
14. Confidence level while dealing them
• This is amazing
• Is this a Joke?
• I cannot do this
• Actually, I may be able to
• This is amazing
VATSAL SHAH - MENTOR, BUSINESS COACH @ PRAGMATIC CONSULTANCY 14
15. VATSAL SHAH - MENTOR, BUSINESS COACH @ PRAGMATIC CONSULTANCY 15
Worrier / Warrior
LEAR N FR OM AN TIVIR U S
16. Mind Programming
If, you can do something about it,
Why shall you fear ? Take actions
Else, if you cannot do something about it,
Why shall you fear ? quarantine current thought
VATSAL SHAH - MENTOR, BUSINESS COACH @ PRAGMATIC CONSULTANCY 16
17. VATSAL SHAH - MENTOR, BUSINESS COACH @ PRAGMATIC CONSULTANCY 17
Words of wisdom
• Faith is the extreme opposite of Fear,
focus on upward spirals instead of
downward
• Remember power of secret thoughts
become things
18. 18
Everyone wants to win, some
people refuse to lose
Vatsal Shah
Mentor, Business Coach and Transformer
Pragmatic Consultancy
www.facebook.com/s.vatsal
www.linkedin.com/in/vatsalshah
@vatsalshah