The document provides details about a strategic campaign created for the Kauffman Center for the Performing Arts in Kansas City. The campaign's objective is to develop a program that attracts youth ages 6-13 to the Kauffman Center and encourages retention. Research including focus groups was conducted with the target audiences of children, parents, and teachers. Based on this research, the campaign "Make It Yours" was created, allowing youth to customize their arts experience. The campaign includes incentives, events, and marketing elements with a $5,000 budget. The goals are to increase youth traffic to the center and encourage return visits over five years.
The document outlines a 7-step process for crafting and executing a strategy called "Seven Steps To A Successfully Executed Strategy". The 7 steps are: 1) Create a sense of urgency for superior performance, 2) Build a powerful executive team, 3) Craft a strategy, 4) Communicate the strategy, 5) Empower people to execute the strategy, 6) Build momentum, and 7) Make performance a habit. The process is meant to help organizations think strategically, develop a strategy, and ensure its effective execution through leadership, communication, and focus on performance.
Most business leaders want greater engagement from their employees. So, they hire consultants, go on retreats, survey their workforce, initiate team-building exercises and design one engagement strategy after another. And then…they become frustrated because they have little to show for their efforts.
The truth is, employee engagement is not as complicated as we make it. The problem is, in business, we want to solve everything with a strategy. But engagement isn’t the result of a clever strategy. Its development is organic. Therefore, the focus of business leaders should be on encouraging and accelerating its evolution—not on trying to manipulate it into existence.
This document discusses how encouraging employees through recognition and praise can increase productivity and satisfaction. It notes that only 50% of managers regularly recognize high performance and that lack of recognition demotivates many workers. The document then outlines seven essentials of encouraging others, including setting clear standards, expecting the best, paying attention to employees, personalizing recognition, telling stories of success, celebrating together, and leading by example. It provides tips and strategies for each essential and emphasizes that an encouraging culture where all support each other can further boost productivity.
How do you determine who the top performers are in your organization—and what kind of value proposition are you offering to make sure they will stay?
These seem like simple questions but most business leaders struggle to answer them. And knowing the answers is critical given the scarcity of skilled talent in the marketplace today.
In short, being able to identify those people who are really creating value in your business—and developing a pay strategy that keeps them producing—has never been more important. It doesn’t go too far to say that the future of your business depends on it.
Addressing these issues is the focus of this presentation.
This document describes a business simulation game that focuses on teamwork, collaboration, strategic planning, and leadership. The game separates participants into teams that must work together to find a lost gold mine. It is designed to generate discussions around choices made in the game and how they relate to real workplace challenges. The goal is for participants to mine as much gold as possible through collaboration rather than competition. The fast-paced gameplay and debriefing questions are meant to provide lessons about communication, decision-making, alignment, and overcoming obstacles through teamwork rather than individual success.
The document discusses a client briefing for a project team consulting engagement. The team had 30 multi-cultural members experiencing cultural issues, no clear leadership, siloed work, poor communication, and low morale. Through a team development process using personality assessments and team audits, the consulting helped the team break down barriers, establish clear leadership, improve communication, clarify goals, and boost morale. A follow up found the cultural issues resolved and the project back on track.
This is a briefing to prepare Leaders who will be the subject of 360 Degree Assessment to participate effectively.
A Leadership Coach, Executive Coach, or Human Resources leader can use this presentation to orient leaders to the process and begin the 360 Degree Assessment planning process.
The document outlines a 7-step process for crafting and executing a strategy called "Seven Steps To A Successfully Executed Strategy". The 7 steps are: 1) Create a sense of urgency for superior performance, 2) Build a powerful executive team, 3) Craft a strategy, 4) Communicate the strategy, 5) Empower people to execute the strategy, 6) Build momentum, and 7) Make performance a habit. The process is meant to help organizations think strategically, develop a strategy, and ensure its effective execution through leadership, communication, and focus on performance.
Most business leaders want greater engagement from their employees. So, they hire consultants, go on retreats, survey their workforce, initiate team-building exercises and design one engagement strategy after another. And then…they become frustrated because they have little to show for their efforts.
The truth is, employee engagement is not as complicated as we make it. The problem is, in business, we want to solve everything with a strategy. But engagement isn’t the result of a clever strategy. Its development is organic. Therefore, the focus of business leaders should be on encouraging and accelerating its evolution—not on trying to manipulate it into existence.
This document discusses how encouraging employees through recognition and praise can increase productivity and satisfaction. It notes that only 50% of managers regularly recognize high performance and that lack of recognition demotivates many workers. The document then outlines seven essentials of encouraging others, including setting clear standards, expecting the best, paying attention to employees, personalizing recognition, telling stories of success, celebrating together, and leading by example. It provides tips and strategies for each essential and emphasizes that an encouraging culture where all support each other can further boost productivity.
How do you determine who the top performers are in your organization—and what kind of value proposition are you offering to make sure they will stay?
These seem like simple questions but most business leaders struggle to answer them. And knowing the answers is critical given the scarcity of skilled talent in the marketplace today.
In short, being able to identify those people who are really creating value in your business—and developing a pay strategy that keeps them producing—has never been more important. It doesn’t go too far to say that the future of your business depends on it.
Addressing these issues is the focus of this presentation.
This document describes a business simulation game that focuses on teamwork, collaboration, strategic planning, and leadership. The game separates participants into teams that must work together to find a lost gold mine. It is designed to generate discussions around choices made in the game and how they relate to real workplace challenges. The goal is for participants to mine as much gold as possible through collaboration rather than competition. The fast-paced gameplay and debriefing questions are meant to provide lessons about communication, decision-making, alignment, and overcoming obstacles through teamwork rather than individual success.
The document discusses a client briefing for a project team consulting engagement. The team had 30 multi-cultural members experiencing cultural issues, no clear leadership, siloed work, poor communication, and low morale. Through a team development process using personality assessments and team audits, the consulting helped the team break down barriers, establish clear leadership, improve communication, clarify goals, and boost morale. A follow up found the cultural issues resolved and the project back on track.
This is a briefing to prepare Leaders who will be the subject of 360 Degree Assessment to participate effectively.
A Leadership Coach, Executive Coach, or Human Resources leader can use this presentation to orient leaders to the process and begin the 360 Degree Assessment planning process.
This document provides tips and guidance for strategic planning for non-profits. It discusses establishing goals for strategic planning workshops. About half of municipalities and 20% of non-profits currently have strategic plans. The top 10 tips include knowing your purpose and limitations, ensuring the plan stems from your mission, sharing your work, focusing on a few key issues, collaborating with other organizations, understanding your current situation to set goals, and linking goals to action plans and budgets. The document emphasizes mission-driven strategic planning that establishes measurable goals and monitors progress.
Board Governance, Strategic Planning, and Board Retreats (in a perfect world)iowachamberexecs
The document discusses best practices for board governance, strategic planning, and board retreats. It recommends that boards focus on governance, policy development, vision, and oversight, while allowing staff to manage operations. Strategic planning should involve defining the organization's mission, values, and goals. Annual board retreats are important for evaluating strategic plans, programs, and the board's performance through surveys and SWOT analyses to ensure continuous improvement.
This document provides guidance for managers on using a "Team Blueprint" tool to gain insights into their team. The tool consists of several models that assess different aspects of the team such as company values, team spirit, employee skills, adaptability, and employability. The goal is to help managers better understand their team's composition and make targeted leadership decisions to improve alignment, performance, and future-proofing of the team. The document explains each model in the tool and provides questions for managers to consider to strengthen their team and ensure individuals have the skills needed for future roles.
Pearl strategy will make you resilient to disruption!
Organizational culture and people are the only competitive advantage in this time of disruption of business models.
Pearl is based in 5 principles: Performance, Empowerment, Accountability, Responsiveness and Locally embedded.
The primary benefit of the planning process is the process itself, not a plan. It is essential to put energy and effort into planning your process. The four questions you want to answer: Where are we? Where do we want to be in the future? What part of the status quo do we need to change to get us where we want to be in the future? How do we make it happen? Remember, if you don't know where you want to go it doesn't matter which road you take!
This document provides tips for keeping high morale in a business. It discusses the importance of strategic alignment within an organization and having good leadership. It also stresses that it is important for an organization's success to motivate its staff. Some ways discussed to motivate staff include making them feel valued, exploring their potential, helping fulfill their ambitions, and helping them achieve success. The document also recommends establishing a process to help people meet performance goals.
“Chicago Woman Business Owner of the Year” National Association of Women Business Owners, 2004
“Influential Woman in Business" The DuPage Business Ledger, 2003
Margaret Graziano is the CEO and Sr. Managing partner of Keen Talent Management, a recruitment & talent management solutions firm that partners with growth bound companies to maximize their people ROI.
Ms. Graziano has worked in the human capital industry since 1983, and has been coaching business leaders in implementing a conscious-hiring process and high performing recruitment and talent acquisition, retention and talent management strategies since 1999.
She has long-term successful partnerships with international and emerging, mission driven companies with commitments to hiring philosophically aligned stakeholders. Companies attracted to adopting Margo’s best practices are firms who know that the life of their company depends on the people inside. Keen has successfully served business leaders in the medical education, training & education, customer centric software, consumer goods, foods, health & fitness, high touch, professional services, association and health care industries.
This document promotes the services of Leaders are Making a Difference, a leadership consulting firm. It consists of multiple pages with brief sections promoting how the firm can help organizations in areas such as leadership, vision, culture, focus, engagement, and teams. It provides quotes on each topic and contact information. Client testimonials praise the firm for helping to develop strategy and leadership. The founder, Claire Walton, is introduced and said to be passionate about enabling people to become leaders who make a significant difference.
Continuous Play: The Future of Agile (presented at Agile Gravy Conference 201...Matthew Philip
This document discusses gamifying work by applying game design elements and principles to daily work activities. It suggests integrating game thinking can increase engagement, learning, and fun on the job. Some ways discussed to gamify work include creating player avatars and narratives, setting clear goals and measuring progress, providing immediate feedback, and emphasizing teamwork and continuous improvement. Both agile principles and elements of game design are aligned with creating a state of "flow" where people are completely engaged in an enjoyable and optimally challenging activity. Gamifying work could help motivate employees and add meaning to their jobs. However, it also presents some risks such as not pleasing all employees or overemphasizing metrics. Overall gamification is presented as a way to
Dr. David Gruder offers consulting services to help leaders, entrepreneurs, and businesses with strategic planning, high performance culture development, and master planning. As a clinical psychologist and faculty member of CEO Space International, he provides step-by-step processes and trainings. His services include developing vision/mission, viability assessment, resource planning, culture building, marketing/sales, and succession planning. Sessions are tailored to clients' needs and range in price from $500 to over $25,000 depending on scope.
Strategic Talent Management and Leadership Development Canada Program Tatawan Plengsirivat
This document provides information about a conference on strategic talent management and leadership development. The two-day conference in Toronto will focus on successfully developing and managing talent and leadership programs to enhance business competitiveness and goals. It will enable attendees to connect talent strategies to business strategies, create multifaceted leadership development strategies, and strengthen internal talent management programs. The agenda includes keynote speakers and case studies from top companies on various talent management topics.
Take Your Organization To The Next Level!Tammie Kip
Looking to stretch beyond your limits, reach new heights and experience exponential growth within your organization? If this sounds intriguing to you, contact me to explore potential opportunities within my Peer Advisory Group launching this fall!
The Why and How of Effective Strategic Planning Scott Patchin
What is strategic planning? Do I need one? How do I do it? Here is what you need to know and some practical first steps to building and executing your plan.
The document discusses a one or two day offsite workshop called the Strategic Planning Workshop for management teams. The workshop uses a proven framework called the Gazelles One Page Strategic Plan to help teams develop a strategic plan and execution priorities. Through a facilitated process, teams clarify their purpose, direction, and priorities to increase alignment, focus, and growth.
The Art & Science of Effective ConveningSteve Button
This document discusses whether convening is the right tool for a given situation. It notes that while problems are not new, they are more interconnected in today's world. No single organization can solve complex issues alone. Convenings can tap collective intelligence and enable groups to see issues holistically and identify new solutions. However, convenings are often poorly designed and miss opportunities to catalyze meaningful discussion. Well-designed convenings with clear purposes can help groups achieve more through collaboration than any organization alone. The document cautions readers to carefully consider whether convening is the right approach and, if so, to design the event intentionally to maximize impact.
This document provides information about the Women in Property Leadership Summit 2017, including the schedule, speakers, and topics to be discussed. The summit includes a pre-summit workshop on February 20th, the main summit on February 21st and 22nd, and a post-summit workshop on February 23rd. The schedule outlines the daily programs, with keynote speakers, panel discussions, and breakout sessions focused on developing leadership skills and strategies for success, such as managing stress, building relationships, and cultivating personal brands.
Want know more about the Product Owner role and maximize the value of your product?
Check the E-Book "8 Stances of a Product Owner" and create more valuable products.
The Product Owner as a Leader, Communicator, Negotiator, Scientist, Entrepreneur, Manager, Business Analyst and Facilitator.
This E-Book is a personal perspective from from Antonio Costa - Professional Scrum Trainer from Scrum.org about the Role of the Product Owner. Translated to English by me and Daniele Fontainha
ANYONE can Learn to be a Charismatic Leader: Six of the Most Critical Behaviors
Be a Beacon of Positivity
Communicate Effectively
Tailor Your Vision
Be Energetic & Enthusiastic
Recognize the Greatness in Others
Use the Charismatic Power of Belief in People
This document provides tips and guidance for strategic planning for non-profits. It discusses establishing goals for strategic planning workshops. About half of municipalities and 20% of non-profits currently have strategic plans. The top 10 tips include knowing your purpose and limitations, ensuring the plan stems from your mission, sharing your work, focusing on a few key issues, collaborating with other organizations, understanding your current situation to set goals, and linking goals to action plans and budgets. The document emphasizes mission-driven strategic planning that establishes measurable goals and monitors progress.
Board Governance, Strategic Planning, and Board Retreats (in a perfect world)iowachamberexecs
The document discusses best practices for board governance, strategic planning, and board retreats. It recommends that boards focus on governance, policy development, vision, and oversight, while allowing staff to manage operations. Strategic planning should involve defining the organization's mission, values, and goals. Annual board retreats are important for evaluating strategic plans, programs, and the board's performance through surveys and SWOT analyses to ensure continuous improvement.
This document provides guidance for managers on using a "Team Blueprint" tool to gain insights into their team. The tool consists of several models that assess different aspects of the team such as company values, team spirit, employee skills, adaptability, and employability. The goal is to help managers better understand their team's composition and make targeted leadership decisions to improve alignment, performance, and future-proofing of the team. The document explains each model in the tool and provides questions for managers to consider to strengthen their team and ensure individuals have the skills needed for future roles.
Pearl strategy will make you resilient to disruption!
Organizational culture and people are the only competitive advantage in this time of disruption of business models.
Pearl is based in 5 principles: Performance, Empowerment, Accountability, Responsiveness and Locally embedded.
The primary benefit of the planning process is the process itself, not a plan. It is essential to put energy and effort into planning your process. The four questions you want to answer: Where are we? Where do we want to be in the future? What part of the status quo do we need to change to get us where we want to be in the future? How do we make it happen? Remember, if you don't know where you want to go it doesn't matter which road you take!
This document provides tips for keeping high morale in a business. It discusses the importance of strategic alignment within an organization and having good leadership. It also stresses that it is important for an organization's success to motivate its staff. Some ways discussed to motivate staff include making them feel valued, exploring their potential, helping fulfill their ambitions, and helping them achieve success. The document also recommends establishing a process to help people meet performance goals.
“Chicago Woman Business Owner of the Year” National Association of Women Business Owners, 2004
“Influential Woman in Business" The DuPage Business Ledger, 2003
Margaret Graziano is the CEO and Sr. Managing partner of Keen Talent Management, a recruitment & talent management solutions firm that partners with growth bound companies to maximize their people ROI.
Ms. Graziano has worked in the human capital industry since 1983, and has been coaching business leaders in implementing a conscious-hiring process and high performing recruitment and talent acquisition, retention and talent management strategies since 1999.
She has long-term successful partnerships with international and emerging, mission driven companies with commitments to hiring philosophically aligned stakeholders. Companies attracted to adopting Margo’s best practices are firms who know that the life of their company depends on the people inside. Keen has successfully served business leaders in the medical education, training & education, customer centric software, consumer goods, foods, health & fitness, high touch, professional services, association and health care industries.
This document promotes the services of Leaders are Making a Difference, a leadership consulting firm. It consists of multiple pages with brief sections promoting how the firm can help organizations in areas such as leadership, vision, culture, focus, engagement, and teams. It provides quotes on each topic and contact information. Client testimonials praise the firm for helping to develop strategy and leadership. The founder, Claire Walton, is introduced and said to be passionate about enabling people to become leaders who make a significant difference.
Continuous Play: The Future of Agile (presented at Agile Gravy Conference 201...Matthew Philip
This document discusses gamifying work by applying game design elements and principles to daily work activities. It suggests integrating game thinking can increase engagement, learning, and fun on the job. Some ways discussed to gamify work include creating player avatars and narratives, setting clear goals and measuring progress, providing immediate feedback, and emphasizing teamwork and continuous improvement. Both agile principles and elements of game design are aligned with creating a state of "flow" where people are completely engaged in an enjoyable and optimally challenging activity. Gamifying work could help motivate employees and add meaning to their jobs. However, it also presents some risks such as not pleasing all employees or overemphasizing metrics. Overall gamification is presented as a way to
Dr. David Gruder offers consulting services to help leaders, entrepreneurs, and businesses with strategic planning, high performance culture development, and master planning. As a clinical psychologist and faculty member of CEO Space International, he provides step-by-step processes and trainings. His services include developing vision/mission, viability assessment, resource planning, culture building, marketing/sales, and succession planning. Sessions are tailored to clients' needs and range in price from $500 to over $25,000 depending on scope.
Strategic Talent Management and Leadership Development Canada Program Tatawan Plengsirivat
This document provides information about a conference on strategic talent management and leadership development. The two-day conference in Toronto will focus on successfully developing and managing talent and leadership programs to enhance business competitiveness and goals. It will enable attendees to connect talent strategies to business strategies, create multifaceted leadership development strategies, and strengthen internal talent management programs. The agenda includes keynote speakers and case studies from top companies on various talent management topics.
Take Your Organization To The Next Level!Tammie Kip
Looking to stretch beyond your limits, reach new heights and experience exponential growth within your organization? If this sounds intriguing to you, contact me to explore potential opportunities within my Peer Advisory Group launching this fall!
The Why and How of Effective Strategic Planning Scott Patchin
What is strategic planning? Do I need one? How do I do it? Here is what you need to know and some practical first steps to building and executing your plan.
The document discusses a one or two day offsite workshop called the Strategic Planning Workshop for management teams. The workshop uses a proven framework called the Gazelles One Page Strategic Plan to help teams develop a strategic plan and execution priorities. Through a facilitated process, teams clarify their purpose, direction, and priorities to increase alignment, focus, and growth.
The Art & Science of Effective ConveningSteve Button
This document discusses whether convening is the right tool for a given situation. It notes that while problems are not new, they are more interconnected in today's world. No single organization can solve complex issues alone. Convenings can tap collective intelligence and enable groups to see issues holistically and identify new solutions. However, convenings are often poorly designed and miss opportunities to catalyze meaningful discussion. Well-designed convenings with clear purposes can help groups achieve more through collaboration than any organization alone. The document cautions readers to carefully consider whether convening is the right approach and, if so, to design the event intentionally to maximize impact.
This document provides information about the Women in Property Leadership Summit 2017, including the schedule, speakers, and topics to be discussed. The summit includes a pre-summit workshop on February 20th, the main summit on February 21st and 22nd, and a post-summit workshop on February 23rd. The schedule outlines the daily programs, with keynote speakers, panel discussions, and breakout sessions focused on developing leadership skills and strategies for success, such as managing stress, building relationships, and cultivating personal brands.
Want know more about the Product Owner role and maximize the value of your product?
Check the E-Book "8 Stances of a Product Owner" and create more valuable products.
The Product Owner as a Leader, Communicator, Negotiator, Scientist, Entrepreneur, Manager, Business Analyst and Facilitator.
This E-Book is a personal perspective from from Antonio Costa - Professional Scrum Trainer from Scrum.org about the Role of the Product Owner. Translated to English by me and Daniele Fontainha
ANYONE can Learn to be a Charismatic Leader: Six of the Most Critical Behaviors
Be a Beacon of Positivity
Communicate Effectively
Tailor Your Vision
Be Energetic & Enthusiastic
Recognize the Greatness in Others
Use the Charismatic Power of Belief in People
Murali Mohan has 3 years of experience as a design engineer using Catia V5. He has expertise in mechanical design, modeling, and drafting of automotive components. Some of his projects include designing welding fixtures, heat shields, balancers, and more. He is seeking a role where he can apply his skills and help organizations achieve their goals through intellectually challenging work.
1) NeteMedical is a Mexican company that is turning the concept of universal telemedicine into a competitive reality through innovative technology products.
2) Founded less than a year ago by a doctor, financier, and engineer, NeteMedical is developing workstations and software solutions that allow remote medical consultations, diagnoses, and data sharing between doctors and patients.
3) Their goal is to offer more compact, mobile solutions to facilitate doctors' work, with products like tablets, computers, and smartphones that will enable remote home visits by doctors.
Haiku Deck is a presentation platform that allows users to create Haiku-style slideshows. The document encourages the reader to get started creating their own Haiku Deck presentation on SlideShare by providing a link to do so. It aims to inspire the reader to try out Haiku Deck's unique presentation style.
Goodwill Industries of Central Virginia is exploring ways to define and strengthen its organizational culture by focusing on leadership development and values-based leadership. The author conducted research on leadership approaches at other Goodwill organizations. Key findings include: 1) Reinventing the leadership team at Goodwill Chesapeake to better integrate operations; 2) Defining behaviors to bring values to life at Goodwill Menasha through an "intentional culture"; and 3) Shifting from rules-based to principles-based leadership focused on respect, customer satisfaction, and stewardship at Goodwill Indiana. The author aims to propose a leadership model for Goodwill Central Virginia that integrates the mission and defines measures for success.
This document provides an overview of the Toastmasters leadership development program outlined in the manual "Competent Leadership". The manual contains 10 projects focused on different leadership skills that members complete by serving in various meeting roles. Completing all 10 projects earns the Competent Leader award. The manual is part of Toastmasters' two-track program for developing communication and leadership skills, with opportunities for additional recognition at advanced levels. Members work through the manual under the guidance of a mentor and vice president of education to strengthen their abilities in areas like listening, planning, motivation and team building.
The YWCA of Lubbock has been serving the community since 1956 by empowering women and eliminating racism. It currently has 5 locations that provide services like childcare, camps, and event spaces. The YWCA is opening a new outdoor water park and needs to increase awareness of its mission and newly expanded facilities. An PR agency was hired to help the YWCA stay relevant in the community, identify target audiences, expand its image, and promote itself in Lubbock and surrounding areas through hosting events and advertising.
This document provides an overview and guidelines for conducting Organization Assessments (OAs) to inform the Canadian International Development Agency's (CIDA) decision making. OAs are intended to assess partner organizations' performance, capacity, operating environment, and motivation to improve performance. The guide outlines a common framework for planning, implementing, analyzing and reporting on OAs to systematically evaluate organizations' strengths and weaknesses and suitability for funding or partnership. It aims to help CIDA demonstrate accountability, responsible spending, and achievement of results when determining how to invest in development partnerships.
The Roundtable International provides professional advisory services across industries and cultures. It is a network of experts in fields like law, engineering, finance, and more. The summary provides an overview of who they are, what they do, who they serve, and how they measure success. They deliver sustainable solutions to business and economic challenges. They serve a global clientele of governments, organizations, and businesses. They measure success through indicators like issue resolution, innovation, capacity building, budget/timeline, and return on investment.
The document provides an overview of the Canada Mortgage and Housing Corporation's (CMHC) competency dictionary and framework. It describes the development process for the competency model, which includes reviewing CMHC's existing competencies, benchmarking other organizations, and drawing from external research. The framework clusters competencies into four categories: driving business results, partnering with others, managing self, and leading people. Definitions are provided for each of the 11 behavioural competencies, along with proficiency scales describing increasing levels of complexity. The benefits of using a competency model for selection, development, succession planning and performance management are also outlined.
Demystifying Brilliant Execution: A System to Operationalize StrategyAchieveIt
During a recent study, a large group of executives and leaders were surveyed to identify the most common roadblocks they face while implementing strategy throughout their organizations. The vast majority of strategists rated their organization as suffering under lackluster performance and producing unsatisfactory results.
Many of these challenges fall under the broad category of “operationalizing” strategy – the process of embedding strategy and execution into the day-to-day life and operating rhythm of your organization. The organizations that can successfully operationalize their strategy effectively and execute against it will end up producing the best results.
Managing talent is no longer an episodic exercise. Leading companies are taking a holistic view, from building their employer brand, to attracting new people, to developing their best people, to crafting succession strategies. Korn Ferry can deliver all this and more through a consistent methodology, IP framework, and global team of experts.
This guide provides the definitive list of Korn Ferry’s integrated talent solutions. It includes information on what each of them does and how we can use them to meet your organization’s unique needs.
The document discusses developing leadership agility as a business imperative. It notes that volatile, uncertain, complex, and ambiguous conditions require leaders to become more focused, fast, and flexible. Research shows that agile companies have significantly better financial performance than average companies. The document promotes developing leadership agility through assessments, coaching, scenarios, and reinforcing an agile culture.
Natalie Mellin, Global Employer Brand, King
Robert Käck, Global Employer Brand, King
Claudia Tattanelli, Chairman Strategic Board, Universum
Companies achieve a solid talent brand message by first laying the foundation with a strong employee value proposition (EVP). A smart and structured EVP empowers the culture, community and workplace transformation that your employees love to post, tweet and talk about with their friends. Without an EVP, talent brand messaging risks being diluted or scattered.
This document is an introduction and handbook for the 2014-2015 George Washington University Alternative Breaks program. It outlines the program's mission, core values, leadership structure, policies, expectations for trip leaders, and guidelines for all aspects of planning and executing alternative break trips, including finances, fundraising, recruitment, education, reflection, emergency procedures, and social media use. The handbook is intended to properly prepare all leaders for their roles in ensuring a successful year for the GW Alternative Breaks program.
Scholastic Corporation is the world's largest publisher and distributor of children's books. It operates through three segments: Children's Book Publishing and Distribution, Education, and International. The report analyzes Scholastic's business segments, value chain activities, financial performance, leadership, and essential challenges. It finds that the Children's Book segment is most profitable but the company relies heavily on the US market. The report provides recommendations to develop digital publishing, access capital for expansion, and deepen product lines in high-growth international markets.
Fex 151028 - the taste of innovation - de waardefabriek presentatie Flevum
The document provides an agenda and information for an event hosted by DeWaardeFabriek titled "The Taste of Innovation". The agenda includes an introduction to DeWaardeFabriek's concept of a "ValueFactory" and a master program for building a 10x ValueFactory in 90 days. Presenters Erik van Wijk and Bart Jansink will discuss elements that make a ValueFactory successful. Attendees will leave with practical insights to apply directly. The event aims to give participants a taste of the elements in DeWaardeFabriek's program to build high-value organizations.
Kaplan offers various leadership development programs aimed at different levels within organizations. Their approach focuses on strengthening both technical competence and behavioral confidence. They design customized programs that address both individual and business needs. Kaplan's programs range from multi-module executive development interventions to workshops, and they assess the impact of the training.
Kreativ Corporate Event Planning is a startup company founded in 2015 by Makenzi Pulsipher and Tauni Gassman that provides corporate event planning services. The company's mission is to design unique experiences for clients that build relationships and increase employee satisfaction. Kreativ focuses on modifying events to meet each client's specific needs and aims to set itself apart from competitors by considering how events impact employee and customer relationships. The document provides details on Kreativ's services, incentives and rewards programs, financial projections, management structure and venue analysis.
The document outlines the 7 steps in the strategic management process:
1. Define the current business and develop a mission statement.
2. Perform external and internal audits to analyze opportunities, threats, strengths and weaknesses.
3. Formulate new business and mission statements based on the situation analysis.
4. Translate the mission into specific strategic goals for departments and managers.
5. Formulate strategies or courses of action to achieve the strategic goals and take the company from its current position to its desired future position.
The journey to authentic leadership (aitp)Victor Font
Victor M. Font Jr. discusses his journey to authentic leadership over 25 years of experience. He received anonymous feedback that he came across as arrogant and condescending. This prompted a reality check and leadership training. He learned that servant leadership prioritizes followers' needs and that one's character, values and integrity are most important. Authentic leadership requires knowing yourself and staying grounded while providing direction to others.
- The document provides a sample report on business strategy for Primark, a UK fashion retailer. It covers various topics related to strategic planning and analysis for Primark.
- The report includes a strategic planning process outline, analysis of Primark using SWOT and PESTEL frameworks, discussion of growth strategies like BCG matrix, and stakeholder analysis using MENDELOW matrix.
- Key points covered are the strategic planning steps of mission/objectives, environmental scanning, strategy formulation, implementation and evaluation. SWOT analysis identifies Primark's strengths in affordable fashion and weaknesses in working conditions. PESTEL examines factors like politics, economics and technology that impact Primark.
The document describes Leadership Launch, a 90-day framework to define, develop, and implement a pipeline of leaders within a company. It includes establishing leadership guiding principles, developing individual leadership credos, creating leadership development plans, and implementing leadership tools and a resource center. The program aims to help companies evaluate and develop the leaders needed to compete by focusing on leadership principles, implementing performance dashboards, assessing leadership readiness, and providing reinforcement through forums. The goal is to equip leaders for real-world success and achieve predictable and reliable outcomes with no surprises.
BLI is the largest provider of custom training to the finance and accounting industry focused on the development of success skills. With a catalog of over 400 titles and a global network of thought leaders, we can provide a custom curriculum designed to help you win the war for talent.
Course are available in multiple formats that include instructor-led training, webcasts, on-demand, e-learning and focus on the critical success skills like leadership, collaboration, communication, strategic thinking, innovation, business development, performance management, presentation skills, and a library of core technical finance and accounting courses.
At BLI we believe that the successful organizations in the future will be those who can learn faster than the rate of change and faster than their competition (L>C). Our approach is to align your training strategy to support your organization's strategy.
Visit our on-line catalog for the most up-to-date programs. http://www.blionline.org