The Greater Atlanta Medical Managers Association (GAMMA) invited Gary Wheeler to speak at their 1/2 day conference on HR Best Practices for increasing productivity and profitability through staff.
Why behavioral Interviewing questions matter. Great businesses and teams are built on people. People who have the right skills and experience.
Who have a potential to do great things in the role, the team, and the company.
Leadership 101: What Successful Leaders Do—and How They Do ItHRDQ-U
Ask any leader and they can probably name a favorite teacher they would choose to emulate. That’s because great leaders are born through experience and mentoring. But to become great, leaders need more than a positive role model. They need training. And with all of the complex leadership theories, models, and trends swirling around today, sometimes we forget to start at square one. Until now.
Join us for Leadership 101: What Successful Leaders Do—And How They Do It, the back-to-basics webinar that focuses on the what—and the how—of effective leadership. From recognizing the characteristics of effective leadership to behaviors that undermine performance and leading with impact, you’ll leave with a solid understanding of how best to develop both aspiring leaders and seasoned veterans.
You Caught Me Monologuing: Effective Communications in SecurityPhilip Beyer
Are you achieving successful, repeatable results with your security program? How do you, your boss, and your organization each define success in security? Can you make it all work without burning yourself and your team out?
Information security professionals are not known for their “soft skills”, so let’s discuss some practical guidance for Blue Teams who want to improve the quality of their work and efficiency of their communication.
Building Rapport with your Team as a Product ManagerJeremy Horn
Slides Alberto Simon recently used in his discussion w/ mentees of The Product Mentor.
Synopsis: Learn the best tips on building rapport with a new or existing team. Earn the trust of your team by showing them the value you can bring to their daily work life.
The Product Mentor is a program designed to pair Product Mentors and Mentees from around the World, across all industries, from start-up to enterprise, guided by the fundamental goals…Better Decisions. Better Products. Better Product People.
Throughout the program, each mentor leads a conversation in an area of their expertise that is live streamed and available to both mentee and the broader product community.
http://TheProductMentor.com
Have you ever been blindsided by the departure of a good team member? Have you had team issues boil over and affect long-term chemistry? Or, conversely, have you seen the positive momentum of a team with purpose and alignment between their interests and their roles and responsibilities?
Why behavioral Interviewing questions matter. Great businesses and teams are built on people. People who have the right skills and experience.
Who have a potential to do great things in the role, the team, and the company.
Leadership 101: What Successful Leaders Do—and How They Do ItHRDQ-U
Ask any leader and they can probably name a favorite teacher they would choose to emulate. That’s because great leaders are born through experience and mentoring. But to become great, leaders need more than a positive role model. They need training. And with all of the complex leadership theories, models, and trends swirling around today, sometimes we forget to start at square one. Until now.
Join us for Leadership 101: What Successful Leaders Do—And How They Do It, the back-to-basics webinar that focuses on the what—and the how—of effective leadership. From recognizing the characteristics of effective leadership to behaviors that undermine performance and leading with impact, you’ll leave with a solid understanding of how best to develop both aspiring leaders and seasoned veterans.
You Caught Me Monologuing: Effective Communications in SecurityPhilip Beyer
Are you achieving successful, repeatable results with your security program? How do you, your boss, and your organization each define success in security? Can you make it all work without burning yourself and your team out?
Information security professionals are not known for their “soft skills”, so let’s discuss some practical guidance for Blue Teams who want to improve the quality of their work and efficiency of their communication.
Building Rapport with your Team as a Product ManagerJeremy Horn
Slides Alberto Simon recently used in his discussion w/ mentees of The Product Mentor.
Synopsis: Learn the best tips on building rapport with a new or existing team. Earn the trust of your team by showing them the value you can bring to their daily work life.
The Product Mentor is a program designed to pair Product Mentors and Mentees from around the World, across all industries, from start-up to enterprise, guided by the fundamental goals…Better Decisions. Better Products. Better Product People.
Throughout the program, each mentor leads a conversation in an area of their expertise that is live streamed and available to both mentee and the broader product community.
http://TheProductMentor.com
Have you ever been blindsided by the departure of a good team member? Have you had team issues boil over and affect long-term chemistry? Or, conversely, have you seen the positive momentum of a team with purpose and alignment between their interests and their roles and responsibilities?
In this comprehensive Lead Gen Clinic presentation, I share concepts such as Agile Marketing, Cold Warm and Hot Traffic and how to run effective marketing tests. It all rolls up into a system I use in my business. Enjoy!
Teams don’t create energy. They feed off each other’s energy. But you are the catalyst. Learn how to run kickass team meetings through leveraging these tips and tricks.
This webinar discusses key concepts for leadership development. It begins with introductions and an agenda. The speaker then discusses the differences between managers and leaders, emphasizing that companies need leaders to retain staff. Three core concepts for leadership are presented: patterns, which should evolve based on situations rather than relying on past outcomes; predictability, which builds engagement; and avoiding comfort, control and security which can inhibit growth. The webinar concludes by emphasizing the importance of developing leadership skills through training and making changes.
List of competency based interview questionsConfidential
The document provides a sample of competency-based interview questions organized under different competencies such as persuasiveness, teamwork, planning/action, leadership, problem analysis, and achievement orientation. For each competency, it lists behavioral statements and sample questions that could be asked in an interview to evaluate a candidate's competency in that area. The questions are designed to have candidates provide real examples from their work experience to demonstrate their skills.
Economic Uncertainty by RAM CHARAN Book summaryDr. N. Asokan
The document discusses the challenges of leadership during economic uncertainty and volatility. It provides advice for CEOs and other leaders on how to manage their companies during difficult times. Some of the key points made include:
1) Leaders must make bold changes, including cutting costs and raising cash, to prepare their companies for potential worst-case scenarios. They need to continuously monitor the situation and be willing to change strategies quickly.
2) CEOs should communicate frequently with employees, be highly involved in operations, and make decisions with speed. They must also inspire confidence during uncertain times.
3) Financial managers must focus intensely on cash generation and conservation. All parts of the company need to work together towards this goal of cutting
This document provides an overview and agenda for a two-day training program on understanding your new managerial role. Day 1 will cover discovering your role as a people manager, learning to manage yourself, managing people through building relationships based on trust and care, and communication skills. Day 2 will focus on managing people without fear, providing feedback, receiving criticism, guiding employees to solutions, and leveraging their strengths. The goal is for new managers to learn principles and practices for engaging, managing and developing their employees effectively in their new role.
This document provides tips and tools for engaging youth. It discusses how autonomy, mastery, and purpose are key motivators for youth in the 21st century. Specific engagement strategies presented include incorporating rituals, experiments, compelling conversations, design thinking, and technology. Examples of engaging activities are provided, such as FailFaire, IGNITE sessions, making walls, and unconferencing. The document encourages adapting these ideas and sharing resources to engage youth.
Creative Conflict: Turning Tension Into TeamworkJanet Asaro
Communications professionals who can champion strategic initiatives, help manage change and collaborate successfully with individuals and teams are vital resources to any organization. This presentation offers a five-step process for opening a dialogue and rebuilding the working foundation of cross-functional teams to improve work processes in multiple situations.
Why you aren't the best boss on the planet ...yetАлексей Лещенко
This document discusses different approaches to communication as a boss and argues that an "open door policy" is not the most effective approach. It recommends implementing systematic communication through four layers: instant feedback, weekly meetings to discuss results and tasks, monthly meetings to review key performance indicators and goals, and semi-annual meetings for employee reviews and career development. The key benefits of systematic communication are total control over the agenda, engaged employees who come prepared, and no interruptions to concentration.
1) The document discusses common failures of knowledge management (KM) projects and provides recommendations to ensure KM project success.
2) It emphasizes that KM projects should be business-focused and solve real business problems, rather than just implementing KM initiatives.
3) Intrinsic motivation should be relied on rather than rewards, as rewards can undermine motivation and knowledge sharing in the long-run. Business outcomes rather than KM activities should be measured.
This document provides an overview of communication skills and types of communication. It discusses:
1. What is communication and the types of communication including thoughts, non-verbal communication, and listening.
2. It explains communication is a process with encoding, sending, decoding, and feedback.
3. The document then covers noise in communication flow including context, data, cultural screens, intentions, attitudes, and impact.
The document discusses improving hiring practices by moving away from traditional job descriptions and interviews. It recommends defining the key factors for success in a role and using structured interview questions to evaluate if candidates can achieve these success factors. The number one hiring mistake is using vague job descriptions that attract underqualified candidates. Instead, interviews should focus on probing candidates for concrete examples of how they demonstrated initiative, execution, leadership, past success matching the role's requirements, and adaptability. This approach eliminates embellishment and better predicts on-the-job performance.
Job Seeking Tips for People with DisabilitiesJoe Chiappetta
This document provides job seeking tips for people with disabilities. It recommends dedicating 8 hours per day, 5 days a week to searching for a job if not in school, and at least 2 hours per day for those who are full-time students. The document outlines five resume tips including customizing the resume for each job, making a name for yourself, stating the objective clearly, formatting the resume properly, and using numbers to highlight accomplishments. It also discusses in-demand skills, networking, workplace social skills, the Americans with Disabilities Act (ADA), reasonable accommodation, and resources for job seekers with disabilities.
Design Thinking Workshop for Maryland Family NetworkMichele Martin
Michele Martin is the president of The Bamboo Project, which uses design thinking strategies to improve individual and organizational resilience. The document outlines Michele's approach to problem solving, which involves considering that the wrong problem may be solved or the best solution tested. It then provides an exercise where participants brainstorm ways to improve their morning experience and their partner's experience through design thinking interviews and adopting different points of view. The document encourages adopting a "How might we" mindset and sharing ideas in a gallery walk format. It concludes by providing contact information for Michele Martin and her organization.
Re-Launch You: Career Transition Tactics and ToolsCatherine Morgan
Losing your job can take a toll on your emotional and physical well-being. It is completely normal to experience every emotion on the spectrum.
However, this is also a great opportunity to step back and thoughtfully evaluate what you have done in the past, and what you would like to do in the future. It is a time to take inventory of what situations worked - and didn’t work - for you. It is a time to reconnect with your values and goals.
In this talk we will explore:
• How to determine your right next step
• How to keep yourself out of the emotional dips
• Why mindset is as important as tactics
• How to navigate around the potholes of age, salary, extended time in transition, etc.
• How to stay focused and on track with your job search
This talk will help you see how career transition can be a time of opportunity and possibility, and why fortune favors the bold.
This document summarizes a presentation on business etiquette. It provides tips for various stages of the job application process, including researching the company before an interview, proper resume formatting, dress codes for interviews, handshake etiquette, thank you notes, and follow up communication. Additional sections offer guidelines for workplace interactions, leadership strategies, and references on career advancement. The document aims to educate readers on professional conduct and norms for interviews, meetings, and career growth.
In this workshop, we will start with a discussion on the importance of diversity in a well balanced founding team. We will then explore how to work effectively in a team setting. We will cover how to define clear roles and responsibilities for each team member, coming up with effective decision making processes, dealing with task and interpersonal conflict and more. We will explore ways for extraverted and introverted team members to have equal contribution so everyone’s voice can be heard.
Building a Productive Team One Person at a Time was delivered by Gary Wheeler at the Greater Atlanta Medical Managers Association (GAMMA) Chapter Meeting on October 11, 2013. The presentation focuses on communication and building interpersonal relationships with team members using the concept of Talk, Listen and Commit, a signature program of Gary Wheeler at The Virtual HR Director, LLC
In this comprehensive Lead Gen Clinic presentation, I share concepts such as Agile Marketing, Cold Warm and Hot Traffic and how to run effective marketing tests. It all rolls up into a system I use in my business. Enjoy!
Teams don’t create energy. They feed off each other’s energy. But you are the catalyst. Learn how to run kickass team meetings through leveraging these tips and tricks.
This webinar discusses key concepts for leadership development. It begins with introductions and an agenda. The speaker then discusses the differences between managers and leaders, emphasizing that companies need leaders to retain staff. Three core concepts for leadership are presented: patterns, which should evolve based on situations rather than relying on past outcomes; predictability, which builds engagement; and avoiding comfort, control and security which can inhibit growth. The webinar concludes by emphasizing the importance of developing leadership skills through training and making changes.
List of competency based interview questionsConfidential
The document provides a sample of competency-based interview questions organized under different competencies such as persuasiveness, teamwork, planning/action, leadership, problem analysis, and achievement orientation. For each competency, it lists behavioral statements and sample questions that could be asked in an interview to evaluate a candidate's competency in that area. The questions are designed to have candidates provide real examples from their work experience to demonstrate their skills.
Economic Uncertainty by RAM CHARAN Book summaryDr. N. Asokan
The document discusses the challenges of leadership during economic uncertainty and volatility. It provides advice for CEOs and other leaders on how to manage their companies during difficult times. Some of the key points made include:
1) Leaders must make bold changes, including cutting costs and raising cash, to prepare their companies for potential worst-case scenarios. They need to continuously monitor the situation and be willing to change strategies quickly.
2) CEOs should communicate frequently with employees, be highly involved in operations, and make decisions with speed. They must also inspire confidence during uncertain times.
3) Financial managers must focus intensely on cash generation and conservation. All parts of the company need to work together towards this goal of cutting
This document provides an overview and agenda for a two-day training program on understanding your new managerial role. Day 1 will cover discovering your role as a people manager, learning to manage yourself, managing people through building relationships based on trust and care, and communication skills. Day 2 will focus on managing people without fear, providing feedback, receiving criticism, guiding employees to solutions, and leveraging their strengths. The goal is for new managers to learn principles and practices for engaging, managing and developing their employees effectively in their new role.
This document provides tips and tools for engaging youth. It discusses how autonomy, mastery, and purpose are key motivators for youth in the 21st century. Specific engagement strategies presented include incorporating rituals, experiments, compelling conversations, design thinking, and technology. Examples of engaging activities are provided, such as FailFaire, IGNITE sessions, making walls, and unconferencing. The document encourages adapting these ideas and sharing resources to engage youth.
Creative Conflict: Turning Tension Into TeamworkJanet Asaro
Communications professionals who can champion strategic initiatives, help manage change and collaborate successfully with individuals and teams are vital resources to any organization. This presentation offers a five-step process for opening a dialogue and rebuilding the working foundation of cross-functional teams to improve work processes in multiple situations.
Why you aren't the best boss on the planet ...yetАлексей Лещенко
This document discusses different approaches to communication as a boss and argues that an "open door policy" is not the most effective approach. It recommends implementing systematic communication through four layers: instant feedback, weekly meetings to discuss results and tasks, monthly meetings to review key performance indicators and goals, and semi-annual meetings for employee reviews and career development. The key benefits of systematic communication are total control over the agenda, engaged employees who come prepared, and no interruptions to concentration.
1) The document discusses common failures of knowledge management (KM) projects and provides recommendations to ensure KM project success.
2) It emphasizes that KM projects should be business-focused and solve real business problems, rather than just implementing KM initiatives.
3) Intrinsic motivation should be relied on rather than rewards, as rewards can undermine motivation and knowledge sharing in the long-run. Business outcomes rather than KM activities should be measured.
This document provides an overview of communication skills and types of communication. It discusses:
1. What is communication and the types of communication including thoughts, non-verbal communication, and listening.
2. It explains communication is a process with encoding, sending, decoding, and feedback.
3. The document then covers noise in communication flow including context, data, cultural screens, intentions, attitudes, and impact.
The document discusses improving hiring practices by moving away from traditional job descriptions and interviews. It recommends defining the key factors for success in a role and using structured interview questions to evaluate if candidates can achieve these success factors. The number one hiring mistake is using vague job descriptions that attract underqualified candidates. Instead, interviews should focus on probing candidates for concrete examples of how they demonstrated initiative, execution, leadership, past success matching the role's requirements, and adaptability. This approach eliminates embellishment and better predicts on-the-job performance.
Job Seeking Tips for People with DisabilitiesJoe Chiappetta
This document provides job seeking tips for people with disabilities. It recommends dedicating 8 hours per day, 5 days a week to searching for a job if not in school, and at least 2 hours per day for those who are full-time students. The document outlines five resume tips including customizing the resume for each job, making a name for yourself, stating the objective clearly, formatting the resume properly, and using numbers to highlight accomplishments. It also discusses in-demand skills, networking, workplace social skills, the Americans with Disabilities Act (ADA), reasonable accommodation, and resources for job seekers with disabilities.
Design Thinking Workshop for Maryland Family NetworkMichele Martin
Michele Martin is the president of The Bamboo Project, which uses design thinking strategies to improve individual and organizational resilience. The document outlines Michele's approach to problem solving, which involves considering that the wrong problem may be solved or the best solution tested. It then provides an exercise where participants brainstorm ways to improve their morning experience and their partner's experience through design thinking interviews and adopting different points of view. The document encourages adopting a "How might we" mindset and sharing ideas in a gallery walk format. It concludes by providing contact information for Michele Martin and her organization.
Re-Launch You: Career Transition Tactics and ToolsCatherine Morgan
Losing your job can take a toll on your emotional and physical well-being. It is completely normal to experience every emotion on the spectrum.
However, this is also a great opportunity to step back and thoughtfully evaluate what you have done in the past, and what you would like to do in the future. It is a time to take inventory of what situations worked - and didn’t work - for you. It is a time to reconnect with your values and goals.
In this talk we will explore:
• How to determine your right next step
• How to keep yourself out of the emotional dips
• Why mindset is as important as tactics
• How to navigate around the potholes of age, salary, extended time in transition, etc.
• How to stay focused and on track with your job search
This talk will help you see how career transition can be a time of opportunity and possibility, and why fortune favors the bold.
This document summarizes a presentation on business etiquette. It provides tips for various stages of the job application process, including researching the company before an interview, proper resume formatting, dress codes for interviews, handshake etiquette, thank you notes, and follow up communication. Additional sections offer guidelines for workplace interactions, leadership strategies, and references on career advancement. The document aims to educate readers on professional conduct and norms for interviews, meetings, and career growth.
In this workshop, we will start with a discussion on the importance of diversity in a well balanced founding team. We will then explore how to work effectively in a team setting. We will cover how to define clear roles and responsibilities for each team member, coming up with effective decision making processes, dealing with task and interpersonal conflict and more. We will explore ways for extraverted and introverted team members to have equal contribution so everyone’s voice can be heard.
Building a Productive Team One Person at a Time was delivered by Gary Wheeler at the Greater Atlanta Medical Managers Association (GAMMA) Chapter Meeting on October 11, 2013. The presentation focuses on communication and building interpersonal relationships with team members using the concept of Talk, Listen and Commit, a signature program of Gary Wheeler at The Virtual HR Director, LLC
This document outlines the three elements needed to build a great business: people performance, organizational performance, and strategic performance. It discusses creating clarity of vision and goals, developing a strong team through recruitment and talent growth. The importance of leadership, culture, and creating the right conditions for people to do great work is explored. Interactive exercises are used to help participants understand their strengths and weaknesses in these areas. The goal is to bring all the elements together into a clear mission, specific goals, and action plan to guide the business's growth and performance over time.
This document provides advice and information for job seekers who have recently lost their jobs. It discusses maintaining a positive mindset during job loss and developing an effective job search strategy. Tips include keeping networking contacts, preparing for interviews, highlighting accomplishments to employers, and maintaining momentum in the job search process through setting goals and staying engaged with professional contacts and activities. Current workforce statistics are also presented to provide context about the state of the job market.
WEBINAR: How Leaders Support and Build a Culture of Process ImprovementGoLeanSixSigma.com
Tools are important for problem-solvers, but what about leaders? What do they have in their toolkit to help build problem solvers?
In this webinar, we'll discuss actions, mindsets and tools leaders have to support and build a culture of process improvement!
In this 1-hour webinar, we will cover the 4 key leader roles in building a continuous improvement culture:
- Create ideal conditions
- Build problem-solving muscles
- Identify key leader responsibilities
- Strategize on the 4 components of Lean culture
"Earthsoft Foundation of Guidance (EFG) is working as an NGO/NPO for students - Education & Career guidance and for Professionals for soft skills enhancements. We are working speading , sharing knowledge; experience globally.It has uploaded important presentations at http://myefg.in/downloads.aspx. Also visit www.slideshare.net and search using key word - earthsoft Read http://tl.gd/jm1gh5 and view picture http://twitpic.com/cept60 http://www.slideshare.net/rrakhecha/efg-activities-of-one-year27-mar2013 Be mentor using your education, knowledge & experience to contribute for a social cause & do conduct free training/ workshop seeking help of existing platforms Kindly spread to your friends.Thank you! - Earthsoft Foundation of Guidance
Let us make earth little softer.."
Confronting the Ugly Truth of Poor Employee Engagement - How to Modernize You...GetSpeakUp
Why your employees don't care and what you can do about it.
Companion audio: https://soundcloud.com/worksmart/33-why-employees-dont-care-what-you-can-do-about-it
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Create positive change at work and give everyone the power to SpeakUp, try it free: getspeakup.com
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Follow us on Twitter: @GetSpeakUp
Being a producer: Hints, lessons learned and best practicesDevGAMM Conference
Kirill Bragin, Associate Producer, Ubisoft
I will share things I’ve learned while managing complicated multisite collaboration projects with big international teams and a large number of stakeholders. Only real experience and useful hints. For those, who want to become a Producer, or already in managerial position.
This document discusses strategies for improving employee morale and motivation. It defines morale and motivation and identifies signs of poor morale such as absenteeism. It also outlines ways to boost morale, including praising employees and involving them in decisions. The document also discusses extrinsic and intrinsic motivation and how to create motivational alignment between employees' desires and their work. It concludes with questions about applying these strategies in the workplace.
Interview, body language and compensation negotiation skills 2016Gerardo Seeliger
This document provides information about Gerardo Seeliger's background and experience. Seeliger has over 20 years of experience in executive search and has interviewed over 12,000 executives. He is currently an academic director and associate professor at IE Business School, where he teaches courses on career strategy and sports management. Prior to his academic career, Seeliger co-founded one of the largest human resources consulting and executive search firms in Spain. The document outlines Seeliger's relevant professional experience in management consulting, executive search, and academic roles.
Interview, body language and compensation negotiation skills 2016Gerardo Seeliger
This document provides information about Gerardo Seeliger's background and experience. Seeliger has over 20 years of experience in executive search and has interviewed over 12,000 executives. He is currently an academic director and associate professor at IE Business School, where he teaches courses on career strategy and sports management. Seeliger has held leadership roles in management consulting and executive search firms. He has a diverse professional background spanning innovation, technology, global banking, and sports business administration.
This document provides tips on how to prepare for a job interview. It recommends thoroughly researching the company online through their website, social media, news articles, and other sources. The document also suggests practicing common and behavioral interview questions using the STAR technique to provide specific examples. Some key points are to have a list of accomplishments, bring a notepad to write down questions, send a thank you note after the interview, and arrive at least 10 minutes early dressed professionally. The overall goal is to learn as much about the company as possible and be able to demonstrate how your experiences align with the job responsibilities.
In a competitive job market, interviews are as much about enthusiasm and presentation as your applicable skills and relevant experience. You need to know what you want, how your experience applies, and how to present yourself in the best way possible. In this session, you will learn how hiring managers think, and how to impress them, as well as build your speaking and body language skills. We’ll also cover persuasive presentation – and what that entails – doing your research on the job and on the hiring manager, which questions to ask, how to practice your “story” in terms of many common questions interviewers ask, and effective ways to link your experiences directly to the opportunity at hand.
Explore this 3 pillar approach to strategy and decision making as a social entrepreneur. (These are slides from a live webinar presentation held October 21, 2015)
Scrum and Personal Agility are simple frameworks for getting good at getting the right things done. Scrum is team-based framework, Personal Agility is an individual or pair-oriented framework. How are they similar? And how does Personal Agility help you in contexts where Scrum is not appropriate?
This document discusses accessibility initiatives within an enterprise. It covers three main topics: [1] Winning the business case for accessibility by understanding business objectives and championing the initiative; [2] Developing accessibility policies and processes through standards, stakeholder buy-in and integrating accessibility into product lifecycles; and [3] Training and testing through user-centered design, disability inclusion and continuous improvement.
This document discusses triggers and how they impact behavior. It defines a trigger as any stimulus that may impact our behavior. It explains that we are both creating our world through our actions and reactions to triggers, while also being created by the triggers in our external environment. The document advocates using self-awareness and choice to mediate our responses to triggers to achieve goals. It presents a model called the "Wheel of Change" that involves accepting, preserving, creating, eliminating parts of ourselves. The document also describes using daily active self-questioning to focus on positive behaviors and goal progress rather than passively waiting for external factors to change. Research on using this daily questioning process showed most participants reported improvements across multiple areas.
Similar to Human Resources Practices at Atlanta's GAMMA by Gary Wheeler (20)
This presentation is designed to provide an overview of the various types of employee evaluation processes. The most successful evaluation process is implementing a Performance Management System. This presentation was delivered to MBA students at the University of Budapest in May 2015.
For questions or help in implementing a Performance Management System, contact Gary Wheeler at The Virtual HR Director.
Creating a Strategic Plan is an excellent presentation for individuals who would like to understand the steps involved in creating a strategic plan. This presentation is very helpful for start-ups, entrepreneurs, and business owners who would like to create a strategic plan. This presentation was delivered at the University of Budapest in May of 2015.
If you would like help in creating a strategic plan, Gary Wheeler at The Virtual HR Director is available to help.
This presentation was delivered to MBA students at the University of Budapest in May 2015. Talent Management provides an overview of each of the components that make up Talent Management in an organization from Recruiting to Succession Planning.
Gary Wheeler and The Virtual HR Director will help any organization, regardless of their size understand how they can improve their talent management processes.
Presentation on the Patient Protection Affordable Health Care Act given to Independent NAPA Auto Care Center Owners at the Detroit Area Conference on September 14, 2013 by Gary Wheeler
This document summarizes HR services for small businesses provided by The Virtual HR Director for an annual $500 membership. Key services included are unlimited HR assistance and advice, an HR compliance audit and tools, customized employee handbooks and job descriptions, performance evaluations, employment forms, and regular communications on HR best practices, news, and legal updates. The total annual cost is $500.
Every business owner, regardless of their size needs to understand the affordable health care laws (Obama Care). This presentation was presented by Todd Gordon to customers of The Virtual HR Director in May 2013. New presentations will be delivered as the law becomes clear.
HR Compliance is critical for small business owners. It is predicted that 90% of all small businesses are out of compliance. This presentation delivered which has been delivered by Gary Wheeler to several groups illustrates key compliance areas to correct.
Delivered at the Family Promise National Conference in May 2013, this presentation talks about the importance of creating performance metrics for staff that are aligned to the organizations overall performance metrics.
This document discusses how HR processes can help grow a business. It outlines four priorities for businesses, with employee satisfaction coming before customer satisfaction and profit. The document then discusses five ways to increase profitability through marketing, sales, customer service, accounting, and engineering. HR can help by focusing on employee satisfaction, productivity, and strategic goals. Specific HR competencies and strategies are presented to help HR professionals partner more effectively with business leaders.
The Lilly Ledbetter Fair Pay Act of 2009 amended the statute of limitations for filing pay discrimination claims under Title VII of the Civil Rights Act of 1964. It provides that each new paycheck issued under a discriminatory compensation decision constitutes a new violation. This effectively restarts the 180-day statute of limitations period with each new paycheck. The Act was passed in response to a Supreme Court ruling that plaintiffs must file within 180 days of the initial discriminatory pay decision, rather than each subsequent paycheck. Under the Act, employers must strengthen documentation of pay decisions and conduct regular pay audits to identify and eliminate discriminatory pay disparities.
The document provides an overview of Gary Wheeler's background and experience in human resources and business consulting. It outlines his education in human resources and business administration. The objective is to educate attendees on lessons learned in HR and discuss topics like communication, training, and developing relationships. Key advice includes setting high expectations, emphasizing diversity, documenting mistakes, and understanding why employees leave.
The document provides an overview of a presentation on ethics in organizations. It discusses Joe Pulitzer's background and accomplishments in journalism. It then outlines the presentation's objectives to provide understanding of ethical misconduct in US corporations and share best practices. The presentation agenda includes discussing what constitutes ethics, analyzing the Enron and Worldcom case studies, what to avoid, and the Sarbanes-Oxley Act. It concludes with a discussion of best practices such as having a corporate charter with values, accountability measures, a business code of conduct, training, and discipline policies.
The Davis-Bacon and Related Acts (DBRA) require federal contractors and subcontractors to pay laborers and mechanics employed under federally funded or assisted contracts no less than the prevailing wages and fringe benefits for corresponding work on similar projects in the area. The American Recovery and Reinvestment Act of 2009 provided $787 billion in funding for federal contracts and required all contracts using these funds to comply with DBRA wage standards. DBRA was originally passed in 1931 during the Great Depression to provide fair wages for workers on federal construction projects.
The document discusses creating a diverse and inclusive culture. It emphasizes respect, trust, teamwork and seamlessness. It recommends understanding your organization's demographics and the differences between intent and perception of diversity efforts. Key dimensions of diversity are identified like age, race, gender, religion and others. Strategies are presented for linking diversity to business goals in areas like innovation, customer focus and talent acquisition. Communication best practices and accountability above excuses or blame are advised. The creation of a diversity council and subcommittees across areas like workforce, customers and community are recommended to develop strategic diversity initiatives and plans.
The document outlines Gary Wheeler's presentation on aligning human resources with business strategy. The presentation covers:
1) How to implement an HR strategy aligned to the overall business strategy and discusses HR competencies and best practices.
2) A case study of Sysco Foods demonstrating HR's role as a strategic partner.
3) Key themes from best practices literature emphasizing HR executives must speak the business language and create the workforce to deliver the business strategy.
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
Best practices for project execution and deliveryCLIVE MINCHIN
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...APCO
The Radar reflects input from APCO’s teams located around the world. It distils a host of interconnected events and trends into insights to inform operational and strategic decisions. Issues covered in this edition include:
Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
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Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
Structural Design Process: Step-by-Step Guide for BuildingsChandresh Chudasama
The structural design process is explained: Follow our step-by-step guide to understand building design intricacies and ensure structural integrity. Learn how to build wonderful buildings with the help of our detailed information. Learn how to create structures with durability and reliability and also gain insights on ways of managing structures.
Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfthesiliconleaders
In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Štancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
The Genesis of BriansClub.cm Famous Dark WEb PlatformSabaaSudozai
BriansClub.cm, a famous platform on the dark web, has become one of the most infamous carding marketplaces, specializing in the sale of stolen credit card data.
Easily Verify Compliance and Security with Binance KYCAny kyc Account
Use our simple KYC verification guide to make sure your Binance account is safe and compliant. Discover the fundamentals, appreciate the significance of KYC, and trade on one of the biggest cryptocurrency exchanges with confidence.
Digital Marketing with a Focus on Sustainabilitysssourabhsharma
Digital Marketing best practices including influencer marketing, content creators, and omnichannel marketing for Sustainable Brands at the Sustainable Cosmetics Summit 2024 in New York
Discover timeless style with the 2022 Vintage Roman Numerals Men's Ring. Crafted from premium stainless steel, this 6mm wide ring embodies elegance and durability. Perfect as a gift, it seamlessly blends classic Roman numeral detailing with modern sophistication, making it an ideal accessory for any occasion.
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Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...my Pandit
Dive into the steadfast world of the Taurus Zodiac Sign. Discover the grounded, stable, and logical nature of Taurus individuals, and explore their key personality traits, important dates, and horoscope insights. Learn how the determination and patience of the Taurus sign make them the rock-steady achievers and anchors of the zodiac.
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Tastemy Pandit
Know what your zodiac sign says about your taste in food! Explore how the 12 zodiac signs influence your culinary preferences with insights from MyPandit. Dive into astrology and flavors!
2. DiscussionTopics
• Creating a Quality Performance Evaluation That
Makes Sense and Less Work
• Increasing Productivity Through
Communication, Documentation and Discipline
• Building a Productive Team, One Person at a
Time
2
4. StandUp
• Born in the South
• Born in the North/Northeast
• Born in the Midwest/West
• Born Pacific Coast, Hawaii or Alaska
• Born U.S. Caribbean or Guam
• Born outside of the U.S.
4
5. StandUp
• Have traveled outside of the U.S.
• Have lived outside of the U.S.
• Would like to travel outside of the U.S.
• Would like to live outside of the U.S.
5
6. StandUp
• Single
• Single and would like to be married
• Single and feel like you are married
• Married
• Married and feel like you are single
• Married and would like to be single
6
7. StandUp
• Would like to have kids
• Have kids under 13
• Have teenage kids
• Have young adult kids who have left home
• Have kids who left and came back
• Can’t wait until kids leave
7
8. StandUp
• Played an instrument growing up
• Still play an instrument
• Played sports growing up
• Still play sports
• Like to dance
• Like to watch dancing with the stars
8
9. DiversityIn The Workplace
Includes many characteristics that may be visible such as race,
gender and age, and it also includes less obvious characteristics such
as personality, ethnicity, ability, education, geographic location,
marital status, parental status, religion, job function, recreational
habits, life experiences, life style, sexual orientation and family
situation that makes us all similar to and different from one another.
9
10. Take – a - Way
• Creating productive and respectful relationships with all
coworkers and customers, whether we perceive them as similar
or different than ourselves.
• Valuing the Diversity of Individuals
10
11. PerformanceEvaluations
Creating a Quality Performance Evaluation
That Makes Sense and Less Work
• Who completes your performance evaluations?
• How long does it take?
• What do they look like?
11
14. Key PerformanceIndicators (KPI’s)
• What are the key elements for the success of the practice?
• What will improve the efficiency and effectiveness of the
practice?
• What will drive patient satisfaction?
• What will put more money on the bottom line?
• How can we tie team to the practice?
• What elements can staff track on their own?
14
15. Ideas
• Customer Satisfaction Index
• Customer comment cards
• Wait times
• Follow up calls
• Insurance adjustments
• Scheduling
• Expenses
• Accounts receivables
• Median total accounts receivable per Full-time equivalent (FTE)
15
17. Summary
• Tie individual performance to the practice
• Align individual goals to your goals which should be aligned
to the practice
• Use more objective data than subjective data
• Staff should be able to track some elements
• Create a weekly or monthly dashboard for staff
• Parts of your goal strategy should be team related that
impact the performance of the practice
• Note: If the practice is not on target, there should be very
few superstars. If the practice is exceeding goals, there
should be excellent performers on the team
17
19. Productivity
• Where is productivity loss in the office?
• What do you recommend we do to increase productivity?
• What about lack of discipline?
19
21. LessonsLearned
• Communicate, Communicate, Communicate
• Document, Document, Document
• If not written, it doesn’t exist
• If not signed, it doesn’t exist
• Never write anything derogatory, especially in an email
• Never get upset
• Talk directly with the person
• You are there to help
21
23. CommunicationSteps
• Choose the setting
• Later (preferred) or immediate (illegal/safety)
• Indirect (coaching preferred) or direct (tell)
• Private (1 or 2) v. public (group)
• What is the issue
• Who is impacted
• Customers
• Co-workers
• Me
• What is the best resolution
23
24. Summary
• Talk with your people not at your people
• Communicate, Communicate, Communicate
• Document, Document, Document
• Never get emotionally upset
• Never take it personally
• Your goal is to help your people be successful
• Tip: It doesn’t have to be fancy
24
26. Communication
• Talk, Listen and Commit
• Employee talks
• Supervisor listens
• We commit to work together
• Keys to Positive
Communication
• Maintain and
enhance self-esteem
• Listen and respond with
empathy
• Ask for help in solving the
problem
26
27. Planningthe Talk
• Notify the employee in advance
• Choose a private place free of distractions
• Allow 15 to 30-minutes
• Plan to take notes
• Be prepared to follow up promptly after the talk
27
28. Duringthe Talk
• Greet your employee professionally
• Set the person at ease with small talk
• Review the purpose of the discussion
• Ask permission to take notes
• Ask open ended questions
• Ask for help in solving problems
• Let the employee know when you will follow up
28
29. FollowUp
• The most important part of the discussion is to follow up on issues,
questions and concerns
• Sending a thank you note or thank you email aids in building productive
relationships
29
30. CriticalPoints
• Talk, Listen and Commit is a leadership tool
• Brand the talk as talk, listen and commit or TLC
• Conduct two TLC’s per year
• The key is to listen
• The most important element is to follow up
• Your people should be able to come to you with any situation
(performance, relationships)
• Never get upset
30
31. CriticalPointscont.
• Ask for help in solving the challenge, problem, issue, question or concern
• TLC can be used to proactively correct behavior
• People work for their manager
• Conduct informal TLC’s to build relationships
• Relationships drive results/success
• Our primary goal is to get our people to come to us
• BUILD A TEAM ONE PERSON AT A TIME
31
32. RolePlay
32
• Ask for a meeting
• Meeting
• Small talk
• Review the purpose of the discussion
• Let the employee talk
• Maintain and enhance self-esteem
• Ask for help in solving the problem
• Let the employee know when you are going to follow-up
• Thank the employee for the discussion
33. Summary
• Talk, Listen and Commit is a leadership tool
• Brand the talk as talk, listen and commit or TLC
• Conduct two TLC’s per year
• The key is to listen
• The most important element is to follow up
• Your people should be able to come to you with any situation
(performance, relationships)
• Never get upset
33
34. Summarycont.
• Ask for help in solving the challenge, problem, issue, question or concern
• TLC can be used to proactively correct behavior
• People work for their manager
• Conduct informal TLC’s to build relationships
• Relationships drive results/success
• Our primary goal is to get our people to come to us
• BUILD A TEAM ONE PERSON AT A TIME
34
36. Gary Wheeler
The Virtual HR Director, LLC
678-997-0017
gary@thevirtualhrdirector.com
http://www.thevirtualhrdirector.com
Thank You
37. • What we do
• Provide strategic and tactical HR solutions for small business
• Part-time HR Director
• Starting at $1,000 per month
• Annual Membership Program
• $500 per year
• SUPER VALUE FOR SMALL BUSINESS
• Specific HR Projects
• $50 per hour
Our Company
38. • An HR Compliance Audit
• A standard application form
• An interview template for consistent interviews
• List of interview do’s and don’ts
• Contractor v. Employee Checklist
• Exempt v. Non-exempt Checklist
• I-9 Training
• A Onboarding / Orientation Checklist
• OSHA 301, OSHA 300, OSHA 300A Forms
Membership Program
39. • Customized Employee Handbook
• Unlimited phone calls or emails on employee issues,
questions or concerns
• Employee performance issues
• HR compliance issues
• Contractor v. employee
• Exempt v. non-exempt
• Recruiting and retention challenges
• EEO & harassment complaints
• Health and Safety challenges
Membership cont.
40. • Up to eight (8) job descriptions
• Up to eight (8) performance evaluations
• Hazardous Material Right to Know Power Point
Training
• Online sexual harassment video training
• Online management communication, accountability
and documentation video training
Membership cont.