This document summarizes a team building and leadership development program. The program uses experiential learning and customized team building sessions to help participants improve team formation, building, performance and management. It focuses on coming together, working together, performing together and celebrating together through specially designed activities and exercises. The program aims to enhance leadership skills like self-awareness, self-regulation and social skills. It incorporates various interactive exercises and games to develop trust, communication and problem solving skills to improve teamwork and leadership.
Leadership & emotional competence developmentZice Life
The document describes a 2-day leadership development program focused on emotional competence. The program uses experiential activities to develop leadership skills in 8 areas: communication, goal-setting, information gathering, empowering others, managing change, coaching, motivation, and developing others. It emphasizes learning through concrete experiences, reflection, conceptualization, and active experimentation. The program is designed and delivered by teamACT to help managers strengthen competencies like self-awareness, social skills, self-regulation, and empathy.
The document discusses Aristotle's view that excellence is a habit developed through repeated practice and action, rather than an innate virtue. It states that we become virtuous by performing virtuous acts, and that excellence involves habitual behavior rather than a single act.
The document describes the HACE Leadership Academy, a 4-month program that aims to transform high-potential Latino professionals into high-performing leaders. The program provides robust leadership training through various methods, including frameworks, tools, peer and executive coaching, and social learning. It helps participants develop skills in strategic thinking, producing results, inspiring others, and applying their new skills to an impact project. The goal is to ready participants for greater responsibilities while also providing value to their organizations in areas like talent development, succession planning, and business performance. The program is facilitated by leadership expert Angel Gomez and takes an action-learning approach to ensure immediate application of skills back on the job.
1. The Exploring Leadership program developed by Cranfield University and BG Group focuses on personal mastery, relationships, and leadership through experiential activities.
2. A key element is a solo reflection experience where participants spend up to six hours alone in nature to reflect on their leadership journey and how to develop more authentic relationships.
3. The program aims to enhance self-awareness and social skills in order to strengthen participants' leadership abilities through coaching, reflection, and real-world conversations.
The document provides an overview of Think Talent Services' executive coaching model called NEWS. NEWS stands for a development framework that covers Why, Where to, How, and Why Not to help executives broaden their self-understanding, develop in identified areas, and build a coaching culture. The coaching process involves a questionnaire, 3-way meetings, 8-10 sessions over 6-8 months using tools like the 12 Box matrix and Greatness Model. Think Talent promotes the globally tested NEWS method and has alliances in over 40 countries. Customers praise how NEWS helped them clarify career direction and break emotional baggage through its structured yet flexible approach.
The document provides information about the Asia Pacific Coaching Conference 2012 (APCC2012) to be held on September 4-5, 2012 at the Resorts World Convention Centre in Sentosa, Singapore. The conference aims to increase the positive impact of coaching across the Asia Pacific region under the theme "Coaching Beyond Boundaries". It will feature keynote speakers, sessions by international presenters, panel discussions, and networking opportunities. A pre-conference event on September 3 will offer workshops to immerse participants in new skills and knowledge.
Krista Henley and Rossella Derickson of Corporate Wisdom offer group coaching labs and individual/team coaching. The group coaching labs consist of 4 modules aimed at improving interpersonal and team skills: Communicating Effectively, Reducing Conflict, Building Teamwork, and Coaching Direct Reports. Each module is 2 hours and uses experiential techniques like role plays. Individual/team coaching assesses a person's leadership strengths and development areas through 360 feedback and interviews. Approximately 10 coaching sessions are provided to help clients improve performance in 3-5 priority goals set with their manager. Coaching benefits rising stars, senior managers lacking interpersonal skills, and those creating conflict in an organization.
Leadership & emotional competence developmentZice Life
The document describes a 2-day leadership development program focused on emotional competence. The program uses experiential activities to develop leadership skills in 8 areas: communication, goal-setting, information gathering, empowering others, managing change, coaching, motivation, and developing others. It emphasizes learning through concrete experiences, reflection, conceptualization, and active experimentation. The program is designed and delivered by teamACT to help managers strengthen competencies like self-awareness, social skills, self-regulation, and empathy.
The document discusses Aristotle's view that excellence is a habit developed through repeated practice and action, rather than an innate virtue. It states that we become virtuous by performing virtuous acts, and that excellence involves habitual behavior rather than a single act.
The document describes the HACE Leadership Academy, a 4-month program that aims to transform high-potential Latino professionals into high-performing leaders. The program provides robust leadership training through various methods, including frameworks, tools, peer and executive coaching, and social learning. It helps participants develop skills in strategic thinking, producing results, inspiring others, and applying their new skills to an impact project. The goal is to ready participants for greater responsibilities while also providing value to their organizations in areas like talent development, succession planning, and business performance. The program is facilitated by leadership expert Angel Gomez and takes an action-learning approach to ensure immediate application of skills back on the job.
1. The Exploring Leadership program developed by Cranfield University and BG Group focuses on personal mastery, relationships, and leadership through experiential activities.
2. A key element is a solo reflection experience where participants spend up to six hours alone in nature to reflect on their leadership journey and how to develop more authentic relationships.
3. The program aims to enhance self-awareness and social skills in order to strengthen participants' leadership abilities through coaching, reflection, and real-world conversations.
The document provides an overview of Think Talent Services' executive coaching model called NEWS. NEWS stands for a development framework that covers Why, Where to, How, and Why Not to help executives broaden their self-understanding, develop in identified areas, and build a coaching culture. The coaching process involves a questionnaire, 3-way meetings, 8-10 sessions over 6-8 months using tools like the 12 Box matrix and Greatness Model. Think Talent promotes the globally tested NEWS method and has alliances in over 40 countries. Customers praise how NEWS helped them clarify career direction and break emotional baggage through its structured yet flexible approach.
The document provides information about the Asia Pacific Coaching Conference 2012 (APCC2012) to be held on September 4-5, 2012 at the Resorts World Convention Centre in Sentosa, Singapore. The conference aims to increase the positive impact of coaching across the Asia Pacific region under the theme "Coaching Beyond Boundaries". It will feature keynote speakers, sessions by international presenters, panel discussions, and networking opportunities. A pre-conference event on September 3 will offer workshops to immerse participants in new skills and knowledge.
Krista Henley and Rossella Derickson of Corporate Wisdom offer group coaching labs and individual/team coaching. The group coaching labs consist of 4 modules aimed at improving interpersonal and team skills: Communicating Effectively, Reducing Conflict, Building Teamwork, and Coaching Direct Reports. Each module is 2 hours and uses experiential techniques like role plays. Individual/team coaching assesses a person's leadership strengths and development areas through 360 feedback and interviews. Approximately 10 coaching sessions are provided to help clients improve performance in 3-5 priority goals set with their manager. Coaching benefits rising stars, senior managers lacking interpersonal skills, and those creating conflict in an organization.
This document provides guidelines for conducting effective performance reviews. It discusses the importance of preparation for both managers and employees. Managers are advised to review assessments and collect feedback before meetings. Employees should consider goals and achievements. The discussion should focus on objectives, development, and feedback. Both parties should have an open and collaborative dialogue. Providing specific, balanced feedback and setting development goals are keys to a productive review.
The Linkage Leadership Institute is a 4-day intensive leadership development program focused on challenging existing frameworks and providing new insights to transform views of leadership, strategy, teamwork and development. The program utilizes the High Impact Leadership Model to develop essential competencies proven to differentiate superior leaders through assessments, coaching, learning experiences and practical takeaways.
The document discusses lessons learned and best practices for developing mentoring programmes for women based on UK experience. It provides an overview of the mentoring process, including establishing rapport between mentors and mentees, setting direction, making progress, and moving on from the relationship. It also discusses phases of the mentoring relationship cycle and flexibility in programme structure. Recommendations include considering longer relationships, meeting venues, grassroots management, and recognition of mentors' contributions.
This document provides an overview of Coacharya, a coaching service and training program. It describes Coacharya's 3C coaching process, AIDAA approach, CREATOR framework, and various coaching and leadership development programs. These include public coach credentialing programs, institutional programs like Coach To Lead and Barefoot Leadership, and personal development programs such as Create Your Future. Biographies of the co-founders Ram Ramanathan and Pranav Ramanathan are also provided, as well as a list of clients Coacharya has served worldwide in various industries.
The document provides an overview of a 4-day workshop aimed at developing high performance teams. The workshop uses an interactive simulation over 3 days to allow participants to experience the dynamics of working in a project team. It covers key skills needed for high performance teams like effective communication, decision-making, and leadership. The intended outcomes include improving team performance and understanding the factors that contribute to project and business success.
Mobius Executive Leadership provides coaching, training, and leadership development services to senior executives. Their offerings include workshops focused on personal mastery and insight, as well as programs on leadership, negotiation skills, and integrating wisdom traditions into business practices. Their flagship program, Beyond Yes, explores how ancient wisdom and spiritual practices can improve leadership, negotiation, and performance.
This document provides descriptions of various virtual team building activities that can be conducted remotely. It summarizes 9 different activities that focus on engagement, creativity, problem solving and fun. Each activity is outlined with details on duration, participant numbers, requirements and benefits. The activities include things like games, challenges involving physical tasks, cooking, dance and exploring virtual maps. Testimonials are provided praising the engagement and team bonding achieved through some of the activities.
This document provides an overview of a series of executive briefing and learning programs presented by the Centre for Executive Education. The series focuses on developing transformational leadership skills for managing modern organizations. The programs cover topics such as leaving a leadership legacy, leading during turbulent times, managing a multigenerational workforce, developing the next generation of leaders, and achieving results through emotional intelligence. Each program aims to help participants strengthen their leadership abilities and create development plans for themselves and their organizations.
LHH and HCI Study - Leaders Developing Leaders 2010 joycebrad507
The Human Capital Institute (HCI) and Lee Hecht Harrison (LHH) partnered to develop an original research report on the topic of “Leaders Developing Leaders,” a critical component of any leadership development strategy in today’s modern organizations, especially in light of the “Great Recession.” “Leaders Developing Leaders” refers to the strategy by which organizations leverage the use of seasoned leaders as in-house coaches and teachers. “Leaders Developing Leaders” programs are built on the theory that senior leaders are uniquely positioned to espouse and teach the leadership values and skills of organizations. In this vein, “Leaders Developing Leaders” is a leadership development program aimed at building the talent pipeline by compelling senior leaders to become the teachers, coaches, and/or mentors for the organization’s future leaders.
This document provides information about leadership coaching services aimed at transforming consciousness and behaviors to achieve business goals. It discusses using techniques to optimize brain function for developing vision, mindfulness, and agility in leaders. The coaching focuses on shifts in awareness, mindsets and behaviors through a holistic, systemic program with phases including diagnostics, building awareness, and developing sustainability. Coaching benefits include increased focus, emotional resilience, fresh perspectives, openness, meaning in work, purpose, presence and building relationships. The coaching is intended for CEOs, C-level executives, and those preparing to enter executive leadership roles.
Group work facilitated by a group charter can create an efficient & effective...Ann Esarco
The document discusses theories of constructivism and cognitive development, including those proposed by Piaget and Vygotsky. Piaget's theory focused on individual learning through active engagement, while Vygotsky emphasized social interaction and scaffolding from more knowledgeable others. Constructivism holds that learning occurs through assimilation and accommodation within environments that facilitate exploration. The document then provides examples of group work techniques like case studies, debates, and projects. It introduces the concept of a group charter, describing its components and benefits for establishing expectations and processes to improve online group function and outcomes. A study is described that found groups using charters felt more prepared and efficient, with higher assessment scores, identifying roles, standards, conduct, and timelines as
The document discusses action learning and its use in community leadership development programs. It defines action learning as a process involving a small group solving real problems while focusing on learning and how that benefits members and organizations. Critical factors for success include a relevant project, diverse team, commitment to action and learning, reflection, and a facilitator. Programs have utilized action learning projects but face challenges with resources, support, and evaluation.
ELC 2015 Innovative Leadership Development pre conference workshop slidesChris Jansen
One day pre-conference workshop at EARCOS Leadership Conference in Bangkok Nov 2015. Co-facilitating with Brian O'Maoileoin, Primary Principal from United World College (Singapore - Dover).
1) The document defines mentoring as a collaborative partnership between a mentor with greater skills and experience and a protégé seeking to increase their skills. It discusses the responsibilities and benefits for both mentors and protégés.
2) It recommends establishing a formal mentoring program to help new employees, promote underrepresented groups, and ensure knowledge sharing. A good program can help with retention and development.
3) The document outlines the stages of an effective mentoring relationship - preparing, negotiating goals and expectations, the active enabling stage, and eventual closure as the protégé becomes independent. It provides tips for starting and maintaining successful mentoring partnerships.
CEE 2015 Directory of Executive Briefing - Learn@Lunch Series ceeglobal
This document provides an overview of a series of leadership development programs presented by the Centre for Executive Education. It describes five programs that are designed to help business leaders address contemporary challenges through teachings on topics like developing a leadership legacy, leading during turbulent times, managing a multigenerational workforce, transforming the next generation of leaders, and achieving results through emotional intelligence. The programs utilize lectures, exercises and peer discussion to help participants strengthen their leadership skills and develop personal leadership plans.
Co-Active coaching is a model that focuses on creating a powerful relationship between the coach and client where the client is seen as the expert. The coach uses curiosity, listening and intuition to help the client focus on the present moment, discover their own creativity and resources, and evoke transformation. The coach stands within four cornerstones - seeing people as creative, focusing on the present, seeing the whole person, and evoking transformation. They use three principles - fulfillment, balance, and process - to help the client reflect, experiment and take action in a way that is aligned with their deepest values.
This document discusses executive coaching and its benefits for workplace productivity. It provides statistics showing that 75% of workers are C or D performers, and executive coaching can help improve tangible results like productivity and quality of work, as well as intangible results like relationships and job satisfaction. The document introduces a case study of a coaching program for an executive named Mary Jane and outlines a 7-step coaching model and coaching results framework focused on priorities, goals, accountability and sustainability.
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.
In the Leadership Lab, the theory gives way to practice, as fellows participate in a series of project-based exercises and managerial simulations designed to create the mixture of urgency and ambiguity that frequently accompanies real life leadership challenges. Fellows then analyze the decisions and behaviors they exhibited under such conditions, to build greater self-
awareness.
This document describes three engagement and workshop packages offered by Emergenetics to help organizations improve team performance. The first is a three-quarter day workshop that uses assessments to help participants understand their individual strengths and how they can contribute to a more collaborative team. The second involves ongoing leadership coaching over 9-12 months to help leaders enhance their skills and performance. The third is a four module "Leadership Launch Kit" designed to quickly develop technologist and young leaders into impactful leaders through assessments and experiential activities.
This document summarizes the Achieving Substantial Targets through Results Orientation (ASTRO) program, a gamified leadership development program for banking institutions. The 2-day program uses group exercises, videos, and simulated work projects to help participants recognize which results to focus on, find necessary resources, and consistently achieve demanding targets. Participants can expect to gain insights into results orientation, learn from high achievers, and create an action plan to apply lessons at work. The program is unique in its focus on work relevance, accountability, and learning transfer to ensure participants improve individual and team performance.
Developing Strategic Leaders using Social Corporate ResponsibilityKevin Rodgers
The document describes a strategic social learning approach to leadership development with four key elements: 1) Individual character profiling and development planning to understand motivations and aspirations. 2) Initial coaching to help understand a "whole self" learning strategy. 3) Group coaching and action learning projects to develop skills through corporate social responsibility projects. 4) Coaching support throughout projects and presentations to share impacts and inspire others. The goal is to develop skills that benefit individuals, organizations, and communities.
This document provides guidelines for conducting effective performance reviews. It discusses the importance of preparation for both managers and employees. Managers are advised to review assessments and collect feedback before meetings. Employees should consider goals and achievements. The discussion should focus on objectives, development, and feedback. Both parties should have an open and collaborative dialogue. Providing specific, balanced feedback and setting development goals are keys to a productive review.
The Linkage Leadership Institute is a 4-day intensive leadership development program focused on challenging existing frameworks and providing new insights to transform views of leadership, strategy, teamwork and development. The program utilizes the High Impact Leadership Model to develop essential competencies proven to differentiate superior leaders through assessments, coaching, learning experiences and practical takeaways.
The document discusses lessons learned and best practices for developing mentoring programmes for women based on UK experience. It provides an overview of the mentoring process, including establishing rapport between mentors and mentees, setting direction, making progress, and moving on from the relationship. It also discusses phases of the mentoring relationship cycle and flexibility in programme structure. Recommendations include considering longer relationships, meeting venues, grassroots management, and recognition of mentors' contributions.
This document provides an overview of Coacharya, a coaching service and training program. It describes Coacharya's 3C coaching process, AIDAA approach, CREATOR framework, and various coaching and leadership development programs. These include public coach credentialing programs, institutional programs like Coach To Lead and Barefoot Leadership, and personal development programs such as Create Your Future. Biographies of the co-founders Ram Ramanathan and Pranav Ramanathan are also provided, as well as a list of clients Coacharya has served worldwide in various industries.
The document provides an overview of a 4-day workshop aimed at developing high performance teams. The workshop uses an interactive simulation over 3 days to allow participants to experience the dynamics of working in a project team. It covers key skills needed for high performance teams like effective communication, decision-making, and leadership. The intended outcomes include improving team performance and understanding the factors that contribute to project and business success.
Mobius Executive Leadership provides coaching, training, and leadership development services to senior executives. Their offerings include workshops focused on personal mastery and insight, as well as programs on leadership, negotiation skills, and integrating wisdom traditions into business practices. Their flagship program, Beyond Yes, explores how ancient wisdom and spiritual practices can improve leadership, negotiation, and performance.
This document provides descriptions of various virtual team building activities that can be conducted remotely. It summarizes 9 different activities that focus on engagement, creativity, problem solving and fun. Each activity is outlined with details on duration, participant numbers, requirements and benefits. The activities include things like games, challenges involving physical tasks, cooking, dance and exploring virtual maps. Testimonials are provided praising the engagement and team bonding achieved through some of the activities.
This document provides an overview of a series of executive briefing and learning programs presented by the Centre for Executive Education. The series focuses on developing transformational leadership skills for managing modern organizations. The programs cover topics such as leaving a leadership legacy, leading during turbulent times, managing a multigenerational workforce, developing the next generation of leaders, and achieving results through emotional intelligence. Each program aims to help participants strengthen their leadership abilities and create development plans for themselves and their organizations.
LHH and HCI Study - Leaders Developing Leaders 2010 joycebrad507
The Human Capital Institute (HCI) and Lee Hecht Harrison (LHH) partnered to develop an original research report on the topic of “Leaders Developing Leaders,” a critical component of any leadership development strategy in today’s modern organizations, especially in light of the “Great Recession.” “Leaders Developing Leaders” refers to the strategy by which organizations leverage the use of seasoned leaders as in-house coaches and teachers. “Leaders Developing Leaders” programs are built on the theory that senior leaders are uniquely positioned to espouse and teach the leadership values and skills of organizations. In this vein, “Leaders Developing Leaders” is a leadership development program aimed at building the talent pipeline by compelling senior leaders to become the teachers, coaches, and/or mentors for the organization’s future leaders.
This document provides information about leadership coaching services aimed at transforming consciousness and behaviors to achieve business goals. It discusses using techniques to optimize brain function for developing vision, mindfulness, and agility in leaders. The coaching focuses on shifts in awareness, mindsets and behaviors through a holistic, systemic program with phases including diagnostics, building awareness, and developing sustainability. Coaching benefits include increased focus, emotional resilience, fresh perspectives, openness, meaning in work, purpose, presence and building relationships. The coaching is intended for CEOs, C-level executives, and those preparing to enter executive leadership roles.
Group work facilitated by a group charter can create an efficient & effective...Ann Esarco
The document discusses theories of constructivism and cognitive development, including those proposed by Piaget and Vygotsky. Piaget's theory focused on individual learning through active engagement, while Vygotsky emphasized social interaction and scaffolding from more knowledgeable others. Constructivism holds that learning occurs through assimilation and accommodation within environments that facilitate exploration. The document then provides examples of group work techniques like case studies, debates, and projects. It introduces the concept of a group charter, describing its components and benefits for establishing expectations and processes to improve online group function and outcomes. A study is described that found groups using charters felt more prepared and efficient, with higher assessment scores, identifying roles, standards, conduct, and timelines as
The document discusses action learning and its use in community leadership development programs. It defines action learning as a process involving a small group solving real problems while focusing on learning and how that benefits members and organizations. Critical factors for success include a relevant project, diverse team, commitment to action and learning, reflection, and a facilitator. Programs have utilized action learning projects but face challenges with resources, support, and evaluation.
ELC 2015 Innovative Leadership Development pre conference workshop slidesChris Jansen
One day pre-conference workshop at EARCOS Leadership Conference in Bangkok Nov 2015. Co-facilitating with Brian O'Maoileoin, Primary Principal from United World College (Singapore - Dover).
1) The document defines mentoring as a collaborative partnership between a mentor with greater skills and experience and a protégé seeking to increase their skills. It discusses the responsibilities and benefits for both mentors and protégés.
2) It recommends establishing a formal mentoring program to help new employees, promote underrepresented groups, and ensure knowledge sharing. A good program can help with retention and development.
3) The document outlines the stages of an effective mentoring relationship - preparing, negotiating goals and expectations, the active enabling stage, and eventual closure as the protégé becomes independent. It provides tips for starting and maintaining successful mentoring partnerships.
CEE 2015 Directory of Executive Briefing - Learn@Lunch Series ceeglobal
This document provides an overview of a series of leadership development programs presented by the Centre for Executive Education. It describes five programs that are designed to help business leaders address contemporary challenges through teachings on topics like developing a leadership legacy, leading during turbulent times, managing a multigenerational workforce, transforming the next generation of leaders, and achieving results through emotional intelligence. The programs utilize lectures, exercises and peer discussion to help participants strengthen their leadership skills and develop personal leadership plans.
Co-Active coaching is a model that focuses on creating a powerful relationship between the coach and client where the client is seen as the expert. The coach uses curiosity, listening and intuition to help the client focus on the present moment, discover their own creativity and resources, and evoke transformation. The coach stands within four cornerstones - seeing people as creative, focusing on the present, seeing the whole person, and evoking transformation. They use three principles - fulfillment, balance, and process - to help the client reflect, experiment and take action in a way that is aligned with their deepest values.
This document discusses executive coaching and its benefits for workplace productivity. It provides statistics showing that 75% of workers are C or D performers, and executive coaching can help improve tangible results like productivity and quality of work, as well as intangible results like relationships and job satisfaction. The document introduces a case study of a coaching program for an executive named Mary Jane and outlines a 7-step coaching model and coaching results framework focused on priorities, goals, accountability and sustainability.
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.
In the Leadership Lab, the theory gives way to practice, as fellows participate in a series of project-based exercises and managerial simulations designed to create the mixture of urgency and ambiguity that frequently accompanies real life leadership challenges. Fellows then analyze the decisions and behaviors they exhibited under such conditions, to build greater self-
awareness.
This document describes three engagement and workshop packages offered by Emergenetics to help organizations improve team performance. The first is a three-quarter day workshop that uses assessments to help participants understand their individual strengths and how they can contribute to a more collaborative team. The second involves ongoing leadership coaching over 9-12 months to help leaders enhance their skills and performance. The third is a four module "Leadership Launch Kit" designed to quickly develop technologist and young leaders into impactful leaders through assessments and experiential activities.
This document summarizes the Achieving Substantial Targets through Results Orientation (ASTRO) program, a gamified leadership development program for banking institutions. The 2-day program uses group exercises, videos, and simulated work projects to help participants recognize which results to focus on, find necessary resources, and consistently achieve demanding targets. Participants can expect to gain insights into results orientation, learn from high achievers, and create an action plan to apply lessons at work. The program is unique in its focus on work relevance, accountability, and learning transfer to ensure participants improve individual and team performance.
Developing Strategic Leaders using Social Corporate ResponsibilityKevin Rodgers
The document describes a strategic social learning approach to leadership development with four key elements: 1) Individual character profiling and development planning to understand motivations and aspirations. 2) Initial coaching to help understand a "whole self" learning strategy. 3) Group coaching and action learning projects to develop skills through corporate social responsibility projects. 4) Coaching support throughout projects and presentations to share impacts and inspire others. The goal is to develop skills that benefit individuals, organizations, and communities.
This document provides a summary of the sessions and activities for a leadership development programme over 6 days. The programme focuses on developing the participants' leadership skills at different levels - as individuals, in teams, and within their organization. It uses a combination of presentations, practical exercises, discussions and guest speakers. The exercises are designed to build skills like communication, feedback, collaboration and cultural awareness. Participants also work on developing personal leadership plans and team-based experiments to apply the learnings back at work over an interim period before the final module. The programme aims to help participants accelerate their performance as leaders.
The document provides a summary of a leadership development program called the Senior Leadership Development Program (SLDP) delivered by I Train Consultants for World Vision Bangladesh.
The key points covered are:
- The program included assessments, workshops, coaching and projects to develop leadership skills of 30 mid to senior level professionals over 1 year.
- Feedback from participants was overwhelmingly positive, averaging 94%.
- Participants implemented projects focusing on areas like improving processes, upskilling teams, and increasing community engagement. Many projects were successfully completed.
- Facilitators observed significant development and a willingness to learn and implement skills among participants. They recommend more focused sessions for future programs.
The document describes TeamEXCEL, a 3-day leadership development program developed by Jarden Consumer Solutions. The program aims to provide skills training in areas like interpersonal skills, leadership, communication, teamwork, and coaching. It uses assessments and modules to teach participants how to create a learning environment, understand personality impacts, improve leadership, enhance performance through feedback, improve output through collaboration, support change management, and present improvement ideas. The goal is to help managers develop skills to promote effective team management, decision making, and leadership.
This document outlines workshops on foundational leadership topics:
- The first workshop identifies the stages of team development and the appropriate leadership role at each stage, helping leaders understand their team's needs.
- The second focuses on communication, demonstrating how leaders can control communication and use different approaches effectively.
- The third addresses delegation, with activities to help leaders assess their skills and develop trust, long-term thinking, and control without micromanaging.
- The last covers project management, identifying its key elements and how leaders can better manage team efforts, information, motivation, and accountability for results. The goals are to improve individual and team project management skills.
Training and development aim to improve employee performance and prepare them for future roles. Training focuses on short-term skills for the current job, while development has a longer-term focus on personality and culture fit. Effective training begins with a needs assessment including organizational, job, and person analyses. A variety of training methods and tools can then be used, including lectures, seminars, simulations, and group activities. Evaluation is important to assess reaction, learning, behavior change, and organizational impact. Proper evaluation designs involving pre- and post-measures can help determine if training directly caused performance improvements.
The document outlines a proposed two-day developmental coaching program for managers. The program aims to teach managers coaching skills to develop their employees. It will be led by an experienced consultant and use interactive methods like role plays. The program will define coaching, teach coaching competencies, and provide templates for coaching conversations. Participants will then get to experience coaching through follow-up sessions to reinforce the skills learned. The goal is to help managers strengthen their teams through developing employees.
Here's a ppt presentation on Management Development Programs.
The aim Management Development Programs is to transform managers belonging to intermediate level to successful leaders.
The document describes a coaching training program called Coaching Essentials that is designed to help managers learn how to coach their employees. The program teaches managers coaching skills like listening, asking questions, giving feedback, and setting clear agreements. It is a one-day workshop that provides an overview of the coaching process and allows managers to practice their new skills. The goal is for managers to adopt a coaching leadership style that develops employees' skills and improves performance over time.
This document discusses the importance of learning and leadership for learning. It states that learning is key to business transformation and growth, and that leading with learning in mind is essential for contemporary leadership. The document outlines a two-day program to help leaders better understand how people learn, communicate effectively to set up environments conducive for learning, inspire learning through varied teaching methods, and coach individuals' unique needs to develop a hunger for improvement.
Foursight Presentation on Leadership Development Program OfferingsJudith Laws
Developing effective leaders is important in a VUCA world. There are several options for leadership development, including training programs, coaching with 360-degree feedback, team coaching, and creating a coaching culture. Leadership development programs sometimes fail when they overlook context, decouple reflection from real work, underestimate mindsets, or fail to measure results. Case studies demonstrate how different development options can be successfully implemented and positively impact both individuals and teams.
A project report on training and development in sahara indiaProjects Kart
The document discusses training and development in organizations. It covers key topics like the importance of training, models of training, the training process, and training evaluation. Specifically, it outlines the systems model, instructional systems development model, and transitional model of training. It also describes the typical phases of training including needs analysis, design, implementation, and evaluation. Overall, the document provides an overview of training concepts and frameworks.
Unique Perspectives on Executive DevelopmentJames Hin
Effective executive development programs utilize a combination of methods including instructor-led sessions, assessments, social learning, and action learning projects. This blend drives individual growth through strengthened leadership skills and self-awareness, cohort growth via peer collaboration, and organizational growth by applying new skills to strategic objectives. Assessing metrics like engagement and culture before and after the program demonstrates the return on investment through improved performance, productivity, and long-term organizational success.
The document describes a two-day situational leadership training course taking place in Lagos, Nigeria in July 2014. The training will cover topics such as leadership styles, communication, problem-solving, change management, decision-making, ethics and team building. It is aimed at team leaders, project managers, middle managers and supervisors. The fee for the training is N105,000 per participant, and in-house training can also be arranged. The training organization, Petronomics, aims to provide industry expertise and inspire competence through its programs, research, and conferences.
The document describes a two-day situational leadership training course taking place in Lagos, Nigeria in July 2014. The training will cover topics such as leadership styles, communication, problem-solving, change management, decision-making, ethics and team building. It is aimed at team leaders, project managers, middle managers and supervisors. The fee for the training is N105,000 per participant, and in-house training can also be arranged. The training organization, Petronomics, aims to develop industry skills through various learning approaches and high-quality faculty.
The document describes a two-day situational leadership training course taking place in Lagos, Nigeria in July 2014. The training will cover topics such as leadership styles, communication, problem-solving, change management, decision-making, ethics and team building. It is aimed at team leaders, project managers, middle managers and supervisors. The fee for the training is N105,000 per participant, and in-house training can also be arranged. The training organization, Petronomics, aims to provide industry expertise and inspire competence through its programs, research, and conferences.
The document describes a two-day situational leadership training course taking place in Lagos, Nigeria in July 2014. The training will cover topics such as leadership styles, communication, problem-solving, change management, decision-making, ethics and team building. It is aimed at team leaders, project managers, middle managers and supervisors. The fee for the training is N105,000 per participant and in-house training can also be provided. The training organization, Petronomics, aims to develop industry skills through various learning approaches including lectures, case studies and group work.
Zice teamACT offers Management Development Programs (MDPs) to help participants gain a broader understanding of their organization and how to make effective management decisions. The MDPs focus on key business functions, state-of-the-art management techniques, and opportunities in the global marketplace. Using experiential learning and action-based modeling, the programs aim to transition participants from managerial to leadership perspectives in order to coach and develop employees, recognize different leadership styles, and effectively manage teams. teamACT designs exercises and activities to achieve specific learning objectives, with a focus on self-discovery, challenge, and breaking limitations through outdoor training programs.
The document is an introduction to a time management training program provided by teamACT. It summarizes that [1] effective time management is key to high performance and helps employees balance work and life, [2] the training provides techniques to prioritize tasks, manage commitments, and overcome procrastination, and [3] activities in the training illustrate time management principles and build trust among team members.
The document describes an outdoor simulation program with three activities: Journey of Discovery involves teams navigating with maps and compasses; Seek & Destroy is a battlefield scenario with dummy weapons; and One World simulates international relations. Key features are complete outdoor activities requiring strategy, resource management, and teamwork. The program is designed to challenge participants and improve skills like communication and delegation.
This document describes a fun building session program designed to provide participants with a fun and memorable experience. The day-long program uses creative games, simulations, and activities to create a high-energy atmosphere that imparts fun and reduces stress. The goal is to extract unmatched fun from each activity and create lifelong positive memories for participants. The program is also intended to result in highly engaged and bonded teams with strong competitiveness, chemistry, and motivation over the long run.
Zice is an adventure sports and experiential learning company in India. They have handled over 100 school groups and 500 corporate groups with an impeccable safety record. Their services include day camps, multi-day camps, setting up adventure zones in schools, wilderness survival skills programs, and setting up permanent adventure areas and clubs in schools. They have over 100 trained professionals and have won awards both in India and abroad. Schools praise their innovative programs and safe experiential approach to developing students.
This document discusses the outcomes of high-quality outdoor education. It lists six outcomes that should be seen in young people who participate in outdoor education, including enjoying adventure, gaining confidence and self-esteem, developing social skills and self-awareness, appreciating the natural environment, acquiring outdoor skills, and demonstrating initiative, problem-solving and leadership. It also discusses themes like participation, competition and achievement, and residential experiences as aspects of high-quality outdoor education.
Jump start Hi Impact Team Building TrainingZice Life
Zice Holidays proposes a one day team building program called "Jumpstart" for groups of 10-15 people. The program focuses on adventure activities and games designed to build bonds and motivate teams. A major activity called "Pathfinder" involves teams working together over obstacles to reach a destination. Additional energizers and a bonfire are included to complement the team building. Zice Holidays has experience facilitating similar programs for over 50 companies involving 20 to 300 participants. Their goal is to deliver a memorable and impactful experience through customized interactive games.
Zice fun pill - Employee Engagement ProgramZice Life
The document describes a 2 hour corporate engagement program called Zice FunPill for Rs. 10,000 for up to 35 participants. It provides team building activities like energizers, quests, and games to promote fun, rejuvenation, and team identity. Feedback from past clients praised the program for being entertaining and different from usual trainings, helping boost motivation and team spirit. The program aims to provide unlimited fun, joy, and lifetime memories through interactive activities.
Value creation through employee engagementZice Life
The document discusses the importance of employee engagement for organizational success. It defines an engaged employee as someone who is aware of the business context, highly participative, loyal, and committed both physically and emotionally to their work. It notes that typical organizations see high attrition rates, lack of job involvement and ownership, and work-life imbalance issues. To improve engagement, the document recommends implementing employee engagement programs through team building activities focused on fun, learning, and experience. It outlines Zice TeamACT's methodology of random team formations, energizers, and simple games to boost engagement. Highly engaged employees are linked to lower attrition, higher productivity and profitability.
This document provides information about Camp Red Stone, a camp and retreat located 265 km from Delhi in the foothills of the lower western Himalayas. The 20-acre camp is set beside the Song River and offers elevated canvas tents that can accommodate up to 200 people. Features include a waterfall, swimming pool, river activities, and accommodations for team building, corporate offsites, family retreats, and holidays. Activities at the camp include rappelling, rock climbing, trekking, obstacle courses, swimming, shooting, and various sports. The camp also has a lounge, amphitheater, and conference facility and provides Indian and local cuisine.
Camp Mustang Veda is an adventure camp located just an hour's drive from Gurgaon, set on 80 acres of farm land. The camp offers activities like zorbing, an obstacle course, parasailing, cart rides, and relaxing in the lawn, allowing guests to indulge in adventure, team activities, and leisure while experiencing nature. It is organized by Zice Holidays and located in New Delhi.
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.
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
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
SATTA MATKA SATTA FAST RESULT KALYAN TOP MATKA RESULT KALYAN SATTA MATKA FAST RESULT MILAN RATAN RAJDHANI MAIN BAZAR MATKA FAST TIPS RESULT MATKA CHART JODI CHART PANEL CHART FREE FIX GAME SATTAMATKA ! MATKA MOBI SATTA 143 spboss.in TOP NO1 RESULT FULL RATE MATKA ONLINE GAME PLAY BY APP SPBOSS
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
The Evolution and Impact of OTT Platforms: A Deep Dive into the Future of Ent...ABHILASH DUTTA
This presentation provides a thorough examination of Over-the-Top (OTT) platforms, focusing on their development and substantial influence on the entertainment industry, with a particular emphasis on the Indian market.We begin with an introduction to OTT platforms, defining them as streaming services that deliver content directly over the internet, bypassing traditional broadcast channels. These platforms offer a variety of content, including movies, TV shows, and original productions, allowing users to access content on-demand across multiple devices.The historical context covers the early days of streaming, starting with Netflix's inception in 1997 as a DVD rental service and its transition to streaming in 2007. The presentation also highlights India's television journey, from the launch of Doordarshan in 1959 to the introduction of Direct-to-Home (DTH) satellite television in 2000, which expanded viewing choices and set the stage for the rise of OTT platforms like Big Flix, Ditto TV, Sony LIV, Hotstar, and Netflix. The business models of OTT platforms are explored in detail. Subscription Video on Demand (SVOD) models, exemplified by Netflix and Amazon Prime Video, offer unlimited content access for a monthly fee. Transactional Video on Demand (TVOD) models, like iTunes and Sky Box Office, allow users to pay for individual pieces of content. Advertising-Based Video on Demand (AVOD) models, such as YouTube and Facebook Watch, provide free content supported by advertisements. Hybrid models combine elements of SVOD and AVOD, offering flexibility to cater to diverse audience preferences.
Content acquisition strategies are also discussed, highlighting the dual approach of purchasing broadcasting rights for existing films and TV shows and investing in original content production. This section underscores the importance of a robust content library in attracting and retaining subscribers.The presentation addresses the challenges faced by OTT platforms, including the unpredictability of content acquisition and audience preferences. It emphasizes the difficulty of balancing content investment with returns in a competitive market, the high costs associated with marketing, and the need for continuous innovation and adaptation to stay relevant.
The impact of OTT platforms on the Bollywood film industry is significant. The competition for viewers has led to a decrease in cinema ticket sales, affecting the revenue of Bollywood films that traditionally rely on theatrical releases. Additionally, OTT platforms now pay less for film rights due to the uncertain success of films in cinemas.
Looking ahead, the future of OTT in India appears promising. The market is expected to grow by 20% annually, reaching a value of ₹1200 billion by the end of the decade. The increasing availability of affordable smartphones and internet access will drive this growth, making OTT platforms a primary source of entertainment for many viewers.
How MJ Global Leads the Packaging Industry.pdfMJ Global
MJ Global's success in staying ahead of the curve in the packaging industry is a testament to its dedication to innovation, sustainability, and customer-centricity. By embracing technological advancements, leading in eco-friendly solutions, collaborating with industry leaders, and adapting to evolving consumer preferences, MJ Global continues to set new standards in the packaging sector.
buy old yahoo accounts buy yahoo accountsSusan Laney
As a business owner, I understand the importance of having a strong online presence and leveraging various digital platforms to reach and engage with your target audience. One often overlooked yet highly valuable asset in this regard is the humble Yahoo account. While many may perceive Yahoo as a relic of the past, the truth is that these accounts still hold immense potential for businesses of all sizes.
1. Team Building & Leadership
Development Program
When a team outgrows individual performance and
learns team confidence, leadership becomes a reality
www.teamACT.org | Teambuilding and Leadership Initiatives | D9 Gulmohar Park | New Delhi
2. Program Introduction:
This unique and specially designed program will focus on two
fundamental and integral components of Performance Excellence
i.e. Team Building and Leadership. The objective will be met through
unique and specialized Experiential Learning Program and
customized Team Building Sessions where participants will go
through unique engagement patterns of Learning, development and
transformation accompanied with unlimited Learning, Fun and
lessons of lifetime.
The Program is based on four basic concrete foundations of
productive and performing team i.e. Team Formation, Team
Building, Team Performance & Team Management.
The following Team Objective will be meant through uniquely
designed module of the entire training program based on following
four essential frameworks:
Coming Together
Working Together
Performing Together
Celebrating Together
www.teamACT.org | Teambuilding and Leadership Initiatives | D9 Gulmohar Park | New Delhi
3. These elements will be addressed through specifically designed
activities and exercises followed by inspiring debriefing and
thoughtful introspection.
Introduction
Team Building programs help develop, sharpen and fine-tune the
behavioral skills and qualities of an individual. They bring out latent
facets of one’s personality. Interactive sessions, creative activities, ,
leadership and team-building exercises, treasure hunts, fun and
enjoyment etc, are appealing dimensions of these programs—the
perfect base for confidence building and the best platform for
personality development and team building.
The effective execution and inspiring debriefing of the program will
bring into picture, the following core elements of productive and
performing team:
Equality
It provides a common and yet novel experience where all
participants are equal in their knowledge about the tasks and
projects that will confront them. A unique set of projects and
situations requires people to draw upon genuine team process skills
as opposed to just functional ones.
www.teamACT.org | Teambuilding and Leadership Initiatives | D9 Gulmohar Park | New Delhi
4. Developing relationships quickly
Participants are interacting in close proximity whilst working on new
and unfamiliar challenges. The communication, collaboration and
effort that are required to meet these challenges develop
relationships quickly. People may get to know each other better in a
single day within this environment than over an entire year of normal
working conditions.
Disequilibrium
The unfamiliarity of the challenges and problems places people in a
state of disequilibrium or disorder. They cannot easily stand behind
their normal status, roles and defenses. Prior experience isn't as
relevant in this environment. This can allow emphasis to be placed
upon both task and process related themes as the group has to
organize itself around the challenge.
Projective technique
In organizing the instability or disequilibrium, the group projects their
problem-solving skills, project management ability, and leadership
style onto the experience. The experience provides a unique
opportunity to catch participants doing what they typically do, inspite
of knowing otherwise. The learning arising from this is profound and
revealing. The window or mirror into their process provides unlimited
information or data to shape their team based learning.
www.teamACT.org | Teambuilding and Leadership Initiatives | D9 Gulmohar Park | New Delhi
5. Decreased time cycle
The space between the project or challenge and the outcomes are
compressed, so the consequences of organizational decisions can
be easily examined and improved. Typically in an organization, there
is more of a time lag and more variables to consider, so any review
or learning risks being diluted or delayed.
Diversity of Strengths
The team challenges and activities are designed to include a variety
of elements that will challenge a range of team role skills. In other
words input from all team members will be required to produce
outcomes from projects specifically designed not to suit just one
team role style or behavior. One person cannot possibly succeed
alone and so the interdependence of the team is highlighted along
with the importance of diversity within the team.
Fun
This environment provides a highly enjoyable way to learn about and
develop team and management process skills. Fun is a powerful
aspect of effective learning with participants becoming more open to
the experience and creative whilst participating in it.
Discovery learning is a powerful instructional approach that guides
and motivates learners to explore information and concepts in order
to construct new ideas, identify new relationships, and create new
models of thinking and behavior.
www.teamACT.org | Teambuilding and Leadership Initiatives | D9 Gulmohar Park | New Delhi
6. Key Approach Notes of the Program:
1. Problem Solving:
The learning design must guide and motivate learners to participate
in problem solving as they pull together information and generalize
knowledge.
2. Learner Management:
Learning must be learner-driven so that participants, working alone
or in small teams, can learn in their own ways and at their own pace.
3. Integrating and Connecting:
Learning must encourage the integration of new knowledge into the
learner’s existing knowledge base and clearly connect to the real
world. Discovery learning works because it ensures that learners’
brains are engaged in the learning. The learning environment
promotes strong involvement—participants may be manipulating
pieces on a game board, working with other learners to make a
decision, or pulling together seemingly disconnected pieces of
information from a variety of sources to solve a problem. Because it
engages learners’ brainpower, discovery learning accelerates the
learning process and results in higher levels of retention than more
traditional learning approaches do. With learning time in short
supply, and learning
www.teamACT.org | Teambuilding and Leadership Initiatives | D9 Gulmohar Park | New Delhi
7. Team Building Model:
Concrete Experience
Reflective Observation
Abstract Conceptualization
Active Experimentation
An experience forms the first step in the learning chain. The next
step, reflective observation, is to reflect on our observations. The
issue here is to connect with one’s inner feelings and ask,
"What happened?" This helps to explore further and to draw out
learning points.
The third step, abstract conceptualization, is to form a link between
the new experience and our previous knowledge. You need to ask
here,
"What is the significance of what happened?" This helps to build up
a mini-theory. Finally, learning is completed when new ideas are
tried out in practice.
The question to ask here is, "What will I do as a result?"
www.teamACT.org | Teambuilding and Leadership Initiatives | D9 Gulmohar Park | New Delhi
8. The Program will focus upon enhancing the leadership style
by focusing upon following 5 Basic elements of Self
Mentoring & Self Directive Learning to bring about the
Effective Leadership Development:
The leadership will be addressed to the participants through
following Transformation Model:
1. The First Discovery
My ideal self
Who do I want to be?
2. The Second Discovery
My real self
Who am I?
What are my strengths and gaps?
3. The Third Discovery
My learning agenda
How can I build on my strengths while reducing gaps?
4. The Fourth Discovery
Experimenting with new behaviors & thoughts
What actions do I need to take?
5. The Fifth Discovery
Developing trusting relationships
Who can help me?
www.teamACT.org | Teambuilding and Leadership Initiatives | D9 Gulmohar Park | New Delhi
9. Special Emphasize on Leadership Competence:
The Emotional Competence training program for an eminent
leader has been our primary concern right from our
inception. A major goal of the program is to help executives
to become "emotional coaches" for their direct reports.
The training is designed to help the managers more fully
appreciate the role that emotion plays in the work place and
to develop a greater awareness of their own emotional
reactions and those of their direct reports. They also learn
how to communicate with their direct reports in ways that
help them to manage their emotions more effectively.
Thus, the program includes training in several emotional
competency domains, including self-awareness, self-
regulation, empathy, and social skill.
www.teamACT.org | Teambuilding and Leadership Initiatives | D9 Gulmohar Park | New Delhi
10. Team Building & Leadership Development – Design
Session I: Coming Together
9:00 am – 10:00 am Welcome Drink & Be Ready
10:00 am – 11: 00 am Introduction and Ice Breakers
[Team Colors]
11:00 am – 12:00 pm Team & Time Management
[Calci]
12:00 pm ‐ 01:00 pm Trust & Appreciation
[Trust Fall/Star Fish]
1:00 pm – 02:00 pm Lunch
Session II: Working Together
2:00 pm ‐ 3:00 pm Group Dynamics & Cohesiveness
[Dog in the Manger/Hoopla Down]
3:00 pm ‐ 4:00 pm Power of Beliefs (Tower Build)
4:00 pm – 5:00 pm Possibility de Game
5:00 pm – 6:00 pm Perfect Square
6:00 pm – 7:00 pm Evening High Tea
7:00 pm – 08:00 pm Leisure Group Walk
8:00 pm – 09:00 pm Evening Bonfire
9:00 pm – 10:00 pm Dinner
www.teamACT.org | Teambuilding and Leadership Initiatives | D9 Gulmohar Park | New Delhi
11.
Session III: Performing Together
07:00 am – 08:00 am Yoga
08:00 am – 09:00 am Get Ready & Breakfast
09:00 am – 11:00 am Hoopla Crazy Ball/Namesake
11:00 am – 12:00 pm Classical Numbers
Session IV: Celebrating Together
12:00 pm – 12:30 pm Sharing & Enjoyment
[Back Sketch & Autograph Hunt]
www.teamACT.org | Teambuilding and Leadership Initiatives | D9 Gulmohar Park | New Delhi
12.
Learning & Outcome:
Trust Fall aim for:
o Chemistry Catalysis
o Enhanced Communication
o Trust and Belief
o Team spirit and Value
o Fun & Excitement
o Physical and Mental Stamina Evaluation
o Energy and Enthusiasm
Namesake will have following benefits and outcome:
o Involuntary participation
o Enormous degree of sharing and trust
o Personal Behavioral Understanding
o Emotional Connect
o Associated Feeling and actions
o Sustainable Relationships
Picture Perfect imparts:
o Energy and drive
o Fun & Excitement
o Energetic Participation
o Laughter and Smiles
o Sharp acumen and responsive skills
o Proactiveness
www.teamACT.org | Teambuilding and Leadership Initiatives | D9 Gulmohar Park | New Delhi
13. Calci will lead to:
o Participation from every one
o Cohesive thinking and direction
o Time Management Skills
o Mutual Understanding
o Thirst for winning
o Effective Communication
o Efficient Coordination
Hoopla Down Guarantees:
o Unlimited fun & Learning
o Individual Value Recognition
o Proper Negotiation Skills
o Optimum Resource Utilization
o Time Management
o Leadership Development
o Self Empowerment
o Trust and Appreciation
www.teamACT.org | Teambuilding and Leadership Initiatives | D9 Gulmohar Park | New Delhi
14.
About teamACT Training
teamACT™ the outbound training company, aims to provide
tangible and sustainable positive changes in the work
culture and leadership of organizations. Since the
company’s foundation in 2003, teamACT™ has become
India’s Premier Outbound Training House in the Research,
Development and Execution of outbound training programs
and modules. teamACT is supported by Zice Holidays, an
established travel services firm. .
Every module challenges participants to think and manage more
effectively in a changing business world.
Participant Organizations have gained immensely from our
outbound modules. The success is a combination of many
things including our commitment to independent and
ongoing research, high delivery standards, reputed panel of
trainers and our relentless pursuit of excellence.
We're getting better every day. We think about and work
towards increasing the participating ORGANIZATION’S
PROFITABILTY.
www.teamACT.org | Teambuilding and Leadership Initiatives | D9 Gulmohar Park | New Delhi
15.
FEW OF OUR REPUTED CLIENTS:
• Wal‐Mart
• Adobe
• Oracle
• IBM
• ICICI Bank
• E‐Value Serve
• Greenfield Online
• Metso Minerals
• Heidrick & Struggles Knowledge Mgt Centre
• SAP
• Avid International
• CISCO
• Elcorte Ingles Liaison Office India
• Arvind Brands
• HCL
• GE
• Barista
• Julia Gabriels
• North & East Domino’s
www.teamACT.org | Teambuilding and Leadership Initiatives | D9 Gulmohar Park | New Delhi
16. Name Sake
Team Identity
Australian Trolley
Calci
Human-Ladder Govinda Ala Re
www.teamACT.org | Teambuilding and Leadership Initiatives | D9 Gulmohar Park | New Delhi