Habits of High Performance Firms and how they differentiate themselves in the architectural design services market sector. This presentation will highlight lessons from frequent winners of the AIA COTE Top Ten Award, 1997–2016.
The Diversity Gap: A New Kind of LeaderCharles Lee
In this talk, Charles Lee, CEO at Ideation, shares insights on what Ideation has learned in its research and experience with clients working on Diversity, Equity, and Inclusion. He offers a business case for DEI by showing its impact on innovation, productivity, culture, and profitability.
Watch the video of the talk here: https://youtu.be/Le0mJPiBE78
Driving profits with purpose: How HR and finance can collaborate and inspire ...LinkedIn Talent Solutions
Kelly McGill, Avvo
Monica Williams, Avvo
Human Resource and Finance departments are traditionally like oil and water – one is about saving money and one is spending on things that can appear quite intangible. The CFO is busy tracking EBITDA and profit; the CPO is busy growing and retaining talent. But what happens when HR and Finance combine forces to create pathways to success that support both the success of the individual and the company?
In Driving Profits With Purpose: How HR and Finance Can Collaborate and Inspire, Kelly McGill, CPO of Avvo, and Monica Williams, CFO of Avvo, explain how to work as a cross functional team to develop a custom performance management and goal setting program that provides every team member a clear connection to the company mission. The talk focuses on how companies can create an actionable plan – even companies experiencing rapid growth, when cultural norms, goals and how work gets done can become confusing and chaotic.
Session highlights:
How to get HR and finance to work together and collaborate.
How companies can create an actionable plan.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Launched in July 2016 by HR think tank Reventure, a future that works is a national campaign to renew workplaces so workplaces can more actively tackle modern challenges. Reventure will provide research-based solutions and practical guides to produce happier, healthier and more engaging work cultures. Join the call for change at afuturethatworks.org.au.
People analytics: Breaking myths with agility and passion | Talent Connect 2016LinkedIn Talent Solutions
The document summarizes the people analytics work done by Nielsen over the past few years. It discusses how Nielsen started with limited data and basic tools like Excel but was able to gain insights and drive action. Key milestones included expanding people analytics projects to more countries and business units, analyzing topics such as women in leadership, employee rehires, and university recruiting. The work helped reduce attrition, save costs, and give managers useful insights. The CEO notes that Nielsen's focus is on using people analytics to create outcomes and drive business impact, not just provide reports.
David Evans and Associates is an engineering consulting firm dedicated to improving quality of life through environmental stewardship. They strive to create an engaging workplace where talented professionals have freedom, support, and clear expectations to do their best work and make an impact through technical expertise and innovative solutions. The company values honesty, consideration, openness, enjoyment, involvement, entrepreneurial spirit, and financial security.
Fundatastic is India's leading management consulting firm providing fundraising solutions to non-profit organizations. It offers a complete set of fundraising support services, including strategizing, planning, implementation, execution, and evaluation. Fundatastic works with companies and corporations to help them select and support non-profits for grants and CSR initiatives. It is led by Shabir Hussain and assisted by Abhijeet Chauhan, with staff having decades of experience working with major international non-profits.
Culture Summit 2016 - How to Ignite a Culture of Collaboration with Peter Sco...Culture Summit
In Google's 16 years, the company has managed to build seven distinct products with over a billion users. The company continues to innovate in wildly disparate fields, often with great success; at times, with readily apparent and public failure. In this session, Peter “Scotch” Scocimara, Sr Director of Google for Work, will discuss how other companies can apply lessons learned to build cultures that are ubiquitously innovative and collaborative. Scotch will share the key elements, strategies and tools for creating this type of culture, as well as how companies can evaluate their success in doing so.
To view this talk and learn more please visit http://www.culturesummit.co
The Diversity Gap: A New Kind of LeaderCharles Lee
In this talk, Charles Lee, CEO at Ideation, shares insights on what Ideation has learned in its research and experience with clients working on Diversity, Equity, and Inclusion. He offers a business case for DEI by showing its impact on innovation, productivity, culture, and profitability.
Watch the video of the talk here: https://youtu.be/Le0mJPiBE78
Driving profits with purpose: How HR and finance can collaborate and inspire ...LinkedIn Talent Solutions
Kelly McGill, Avvo
Monica Williams, Avvo
Human Resource and Finance departments are traditionally like oil and water – one is about saving money and one is spending on things that can appear quite intangible. The CFO is busy tracking EBITDA and profit; the CPO is busy growing and retaining talent. But what happens when HR and Finance combine forces to create pathways to success that support both the success of the individual and the company?
In Driving Profits With Purpose: How HR and Finance Can Collaborate and Inspire, Kelly McGill, CPO of Avvo, and Monica Williams, CFO of Avvo, explain how to work as a cross functional team to develop a custom performance management and goal setting program that provides every team member a clear connection to the company mission. The talk focuses on how companies can create an actionable plan – even companies experiencing rapid growth, when cultural norms, goals and how work gets done can become confusing and chaotic.
Session highlights:
How to get HR and finance to work together and collaborate.
How companies can create an actionable plan.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Launched in July 2016 by HR think tank Reventure, a future that works is a national campaign to renew workplaces so workplaces can more actively tackle modern challenges. Reventure will provide research-based solutions and practical guides to produce happier, healthier and more engaging work cultures. Join the call for change at afuturethatworks.org.au.
People analytics: Breaking myths with agility and passion | Talent Connect 2016LinkedIn Talent Solutions
The document summarizes the people analytics work done by Nielsen over the past few years. It discusses how Nielsen started with limited data and basic tools like Excel but was able to gain insights and drive action. Key milestones included expanding people analytics projects to more countries and business units, analyzing topics such as women in leadership, employee rehires, and university recruiting. The work helped reduce attrition, save costs, and give managers useful insights. The CEO notes that Nielsen's focus is on using people analytics to create outcomes and drive business impact, not just provide reports.
David Evans and Associates is an engineering consulting firm dedicated to improving quality of life through environmental stewardship. They strive to create an engaging workplace where talented professionals have freedom, support, and clear expectations to do their best work and make an impact through technical expertise and innovative solutions. The company values honesty, consideration, openness, enjoyment, involvement, entrepreneurial spirit, and financial security.
Fundatastic is India's leading management consulting firm providing fundraising solutions to non-profit organizations. It offers a complete set of fundraising support services, including strategizing, planning, implementation, execution, and evaluation. Fundatastic works with companies and corporations to help them select and support non-profits for grants and CSR initiatives. It is led by Shabir Hussain and assisted by Abhijeet Chauhan, with staff having decades of experience working with major international non-profits.
Culture Summit 2016 - How to Ignite a Culture of Collaboration with Peter Sco...Culture Summit
In Google's 16 years, the company has managed to build seven distinct products with over a billion users. The company continues to innovate in wildly disparate fields, often with great success; at times, with readily apparent and public failure. In this session, Peter “Scotch” Scocimara, Sr Director of Google for Work, will discuss how other companies can apply lessons learned to build cultures that are ubiquitously innovative and collaborative. Scotch will share the key elements, strategies and tools for creating this type of culture, as well as how companies can evaluate their success in doing so.
To view this talk and learn more please visit http://www.culturesummit.co
The document contains information on various HR metrics and KPIs that can help drive business decisions. It discusses attrition rates by gender and over time. It also includes charts showing training mandays over months in different locations. The document suggests that metrics like recruitment cycle time, average training mandays, quality of hire ratings, and training impact can influence effectiveness, efficiency and business impact. Finally, it emphasizes defining, teaching, measuring and rewarding a new organizational culture to help change management.
This career portfolio outlines Sheila Maria's experience in human resources, entrepreneurship, creative design, education, and career counseling. Her roles include working as a human resources coordinator at TRIUMF, founding an infant clothing company called K&S Design, designing a line of handbags, managing co-op education programs, recruiting for a casino, and facilitating career workshops. She has received several reference letters.
Culture Summit 2019 - Building an Equitable Company at Scale and How "Diversi...Culture Summit
It would be hard to miss that "diversity" is a hot topic in tech, but all of that talk hasn't done much to move the needle over the last few years. What if our language and approach were a part of the problem? Join Atlassian's Global Head of Diversity & Belonging Aubrey Blanche to gain a better understanding of how Atlassian is building a equitable company at scale, and has increased the hiring, representation, and retention of women, underrepresented people of color, and teammates over 40 over the last 4 years.
Learn more at www.culturesummit.co
Swap out your hiring manager headache for a true business partnership | Talen...LinkedIn Talent Solutions
Cailin McDuff, LinkedIn
Rebecca Vertucci, LinkedIn
Do you find that your hiring managers are consistently asking you to search for impossible to find candidates, leaving you powerless and frustrated? In this session, we’ll uncover what it takes to set a relationship with a hiring manager up for success from the beginning, how to communicate the realities of the talent pool in a meaningful way, and how to motivate hiring managers to be recruiters long after their search is over.
Session highlights:
Setting the stage.
Powerful intake meetings.
Talent pool data is your friend.
Open communication throughout the process.
Turning hiring managers into recruiters.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
This document provides tips for improving workplace wellbeing from zero to hero. It recommends finding like-minded colleagues, downloading a free wellbeing guide, and partnering with trusted wellbeing organizations. The top tips include finding your reasons for improving wellbeing, taking a grassroots approach to gain support, inviting rather than demanding changes, focusing on employees' needs, addressing any concerns positively, and continually involving employees. The document is sponsored by Stride Treglown architecture firm, which achieved excellence in all areas of a wellbeing charter and has high staff engagement.
The document discusses an internal communications strategy and calendar to support an employer branding strategy. It aims to create a strong brand, offer the best value and highest customer service standards. The internal communications plan will focus on streamlining information flow, engaging employees, and making the company a great place to work through various events throughout the year like parties, community activities, and talent development. Regular internal updates and measuring participation will also be part of the plan.
Ethica Strategy is a boutique consultancy that works across Asia with corporate and NGO clients to advance social and environmental sustainability. It provides services such as values-based communications strategies, sustainability and CSR strategies, and impact assessments to help organizations address challenges and measure their contributions to social and environmental issues. Ethica Strategy takes a collaborative approach and sees the success of organizations and communities as mutually dependent.
Highland Capital Partners is a venture capital firm that has backed over 225 companies, including over 100 IPOs and acquisitions. They offer a summer program called Summer@Highland that provides $15k, office space, mentoring, and networking opportunities to university-affiliated entrepreneurial teams working on technology startups. Selected teams will work on their initiatives for 10 weeks, gaining feedback from Highland partners and connections to other founders. The application deadline is April 7th and teams will be notified of acceptance by April 29th.
We've made diversity a priority here at Drift from day one and we want to hold ourselves accountable. So we are happy to announce the launch of the first edition of Drift's Diversity Report. We will continue to lean in on diversity to improve in all areas.
Team building for small & medium sized businessesRon McIntyre
This document outlines topics discussed at a November 2013 business support and mastermind group meeting. It addresses questions about company employees and turnover. It then discusses leadership behaviors, relationships, attitudes, values, and environment. Next, it emphasizes the benefits of happy, well-trained employees. The remainder covers adopting a startup mentality, assessing competition, values, problem solving, momentum, and honoring commitments as companies grow from a nuclear family to extended family to flat organization. It concludes with tips for onboarding new employees.
Making life better @Weststar and CITN ...our values presentation 2013April Cummings
Weststar and CITN/Cayman 27 are working to change their corporate culture. We believe that instead of spouting off a bunch of values that don't mean anything to us, the time had come to articulate who we are and who we want to be.
The Evolution of Trust Teach the Teacher Workshops FrameworkAva Youngblood
Our Leadership Crisis Solution Provides leaders with tools and concepts that increase engagement and build trust by legitimizing everyone’s voice at the table.
It is a customizable scalable 'white label' product for the profit, nonprofit, academic and government sectors.
ISS 2020 Vision Capstone White book: Future of Work, Workforce and WorkplaceISS Group
Though physical workplaces no longer are viewed as the epicentre of an organization, they are still crucial to create and support organizational culture. A culture that in turn enables organizational strategy and business performance.
To do so effectively, the physical frameworks combined with human-centric service must provide a holistic workplace experience, where the end-users can be productive and thrive.
Facility Managers are in the unique position of being able to act as workforce facilitators that can make marginal gains in performance in every employee - and facilitate a workplace environment that can bring together people, place and process to enable better business outcomes and secure a strong competitive advantage.
How to do this effectively?
Take a look at the slides and get the topic insights based on more than 7 years of research with partners such as Copenhagen Institute for Future Studies, IFMA, CoreNet Global and more.
Todoed is working to make todo listing, delegating and organising be absolutely seamless on your mobile and desktop. Seamless to your browsing, thinking and chatting habits.
We've started this with a chrome extension that can turn any selected text into a delegate-able task. This presentation helps get an idea of how one can use Todoed to work better, live better, study better and be more productive in life.
Todoed is on a mission to make the world a more productive place. The goal is to build a productivity suite to enable effective task management, building and sharing ideas and better team communication and collaboration across devices and platforms.
"How to Craft a Growth Culture" by Anthony Reo, Co-Founder & Product at BunchTheFamily
The team at Bunch is dedicated to using the power of data and psychology to redefine the way companies work. They've decoded what growth culture means and how to find yours.
Misalignment of organisation & communication tends to grow exponentially as you scale. That's why getting culture right early is so crucial. In this talk, their Co-Founder Anthony shares insights on what are the elements of a strong culture, how to express it, and how to adapt during crucial lifecycle stages.
This document discusses the importance of human connection in the workplace. It highlights research showing that employees who have strong social relationships at work, including having a "best friend" at work, are more engaged, loyal and committed. Building connections during the recruitment process is important for attracting and retaining top talent. The document provides ideas for how companies can foster a sense of community from the start of the hiring process to help create more socially fulfilling workplaces.
Expanding the Library Walls: Finding New Ways to Identify the Impact and ROI ...Mary Ellen Bates
I look at strategic approaches library managers have taken to enhance and highlight the impact and value of the library. Presented at SLA Annual Conference 2020.
KNF&T Staffing Resources has been providing staffing solutions in Boston for over 30 years. They specialize in placing highly skilled candidates in a variety of industries. The document announces KNF&T's 2015 Diversity & Inclusion Workshop Series, which will examine how diversity recruiting impacts the modern talent acquisition process. The workshop series consists of three sessions addressing where to start with diversity recruiting, unconscious bias in the hiring process, and engaging hiring managers in diversity efforts.
Distanced yet connected: talk for Wiad Pittsburgh 2022Silvia Podestà
The principles of Information Architecture in the design of remote and hybrid organisations.
Full transcript of the talk available here: https://docs.google.com/document/d/1WypW6mqUesMq-VEqql9Zz7OQ3EwQSbw4VSNmSdt0xyw/edit?usp=sharing
The 2016 HR Technology Conference brought together industry leaders to share insights on engaging employees. Key insights included: (1) understanding how technology enables human connection leads to business success; (2) employees want purpose and growth opportunities, not just benefits; (3) engagement requires continuous measurement and action, not just annual surveys; (4) few companies feel they engage Millennials and other generations well; (5) content is the most powerful employer branding tool for hiring; (6) people trust other people, not just brands; and (7) while technology eliminates jobs, it creates new ones.
The document contains information on various HR metrics and KPIs that can help drive business decisions. It discusses attrition rates by gender and over time. It also includes charts showing training mandays over months in different locations. The document suggests that metrics like recruitment cycle time, average training mandays, quality of hire ratings, and training impact can influence effectiveness, efficiency and business impact. Finally, it emphasizes defining, teaching, measuring and rewarding a new organizational culture to help change management.
This career portfolio outlines Sheila Maria's experience in human resources, entrepreneurship, creative design, education, and career counseling. Her roles include working as a human resources coordinator at TRIUMF, founding an infant clothing company called K&S Design, designing a line of handbags, managing co-op education programs, recruiting for a casino, and facilitating career workshops. She has received several reference letters.
Culture Summit 2019 - Building an Equitable Company at Scale and How "Diversi...Culture Summit
It would be hard to miss that "diversity" is a hot topic in tech, but all of that talk hasn't done much to move the needle over the last few years. What if our language and approach were a part of the problem? Join Atlassian's Global Head of Diversity & Belonging Aubrey Blanche to gain a better understanding of how Atlassian is building a equitable company at scale, and has increased the hiring, representation, and retention of women, underrepresented people of color, and teammates over 40 over the last 4 years.
Learn more at www.culturesummit.co
Swap out your hiring manager headache for a true business partnership | Talen...LinkedIn Talent Solutions
Cailin McDuff, LinkedIn
Rebecca Vertucci, LinkedIn
Do you find that your hiring managers are consistently asking you to search for impossible to find candidates, leaving you powerless and frustrated? In this session, we’ll uncover what it takes to set a relationship with a hiring manager up for success from the beginning, how to communicate the realities of the talent pool in a meaningful way, and how to motivate hiring managers to be recruiters long after their search is over.
Session highlights:
Setting the stage.
Powerful intake meetings.
Talent pool data is your friend.
Open communication throughout the process.
Turning hiring managers into recruiters.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
This document provides tips for improving workplace wellbeing from zero to hero. It recommends finding like-minded colleagues, downloading a free wellbeing guide, and partnering with trusted wellbeing organizations. The top tips include finding your reasons for improving wellbeing, taking a grassroots approach to gain support, inviting rather than demanding changes, focusing on employees' needs, addressing any concerns positively, and continually involving employees. The document is sponsored by Stride Treglown architecture firm, which achieved excellence in all areas of a wellbeing charter and has high staff engagement.
The document discusses an internal communications strategy and calendar to support an employer branding strategy. It aims to create a strong brand, offer the best value and highest customer service standards. The internal communications plan will focus on streamlining information flow, engaging employees, and making the company a great place to work through various events throughout the year like parties, community activities, and talent development. Regular internal updates and measuring participation will also be part of the plan.
Ethica Strategy is a boutique consultancy that works across Asia with corporate and NGO clients to advance social and environmental sustainability. It provides services such as values-based communications strategies, sustainability and CSR strategies, and impact assessments to help organizations address challenges and measure their contributions to social and environmental issues. Ethica Strategy takes a collaborative approach and sees the success of organizations and communities as mutually dependent.
Highland Capital Partners is a venture capital firm that has backed over 225 companies, including over 100 IPOs and acquisitions. They offer a summer program called Summer@Highland that provides $15k, office space, mentoring, and networking opportunities to university-affiliated entrepreneurial teams working on technology startups. Selected teams will work on their initiatives for 10 weeks, gaining feedback from Highland partners and connections to other founders. The application deadline is April 7th and teams will be notified of acceptance by April 29th.
We've made diversity a priority here at Drift from day one and we want to hold ourselves accountable. So we are happy to announce the launch of the first edition of Drift's Diversity Report. We will continue to lean in on diversity to improve in all areas.
Team building for small & medium sized businessesRon McIntyre
This document outlines topics discussed at a November 2013 business support and mastermind group meeting. It addresses questions about company employees and turnover. It then discusses leadership behaviors, relationships, attitudes, values, and environment. Next, it emphasizes the benefits of happy, well-trained employees. The remainder covers adopting a startup mentality, assessing competition, values, problem solving, momentum, and honoring commitments as companies grow from a nuclear family to extended family to flat organization. It concludes with tips for onboarding new employees.
Making life better @Weststar and CITN ...our values presentation 2013April Cummings
Weststar and CITN/Cayman 27 are working to change their corporate culture. We believe that instead of spouting off a bunch of values that don't mean anything to us, the time had come to articulate who we are and who we want to be.
The Evolution of Trust Teach the Teacher Workshops FrameworkAva Youngblood
Our Leadership Crisis Solution Provides leaders with tools and concepts that increase engagement and build trust by legitimizing everyone’s voice at the table.
It is a customizable scalable 'white label' product for the profit, nonprofit, academic and government sectors.
ISS 2020 Vision Capstone White book: Future of Work, Workforce and WorkplaceISS Group
Though physical workplaces no longer are viewed as the epicentre of an organization, they are still crucial to create and support organizational culture. A culture that in turn enables organizational strategy and business performance.
To do so effectively, the physical frameworks combined with human-centric service must provide a holistic workplace experience, where the end-users can be productive and thrive.
Facility Managers are in the unique position of being able to act as workforce facilitators that can make marginal gains in performance in every employee - and facilitate a workplace environment that can bring together people, place and process to enable better business outcomes and secure a strong competitive advantage.
How to do this effectively?
Take a look at the slides and get the topic insights based on more than 7 years of research with partners such as Copenhagen Institute for Future Studies, IFMA, CoreNet Global and more.
Todoed is working to make todo listing, delegating and organising be absolutely seamless on your mobile and desktop. Seamless to your browsing, thinking and chatting habits.
We've started this with a chrome extension that can turn any selected text into a delegate-able task. This presentation helps get an idea of how one can use Todoed to work better, live better, study better and be more productive in life.
Todoed is on a mission to make the world a more productive place. The goal is to build a productivity suite to enable effective task management, building and sharing ideas and better team communication and collaboration across devices and platforms.
"How to Craft a Growth Culture" by Anthony Reo, Co-Founder & Product at BunchTheFamily
The team at Bunch is dedicated to using the power of data and psychology to redefine the way companies work. They've decoded what growth culture means and how to find yours.
Misalignment of organisation & communication tends to grow exponentially as you scale. That's why getting culture right early is so crucial. In this talk, their Co-Founder Anthony shares insights on what are the elements of a strong culture, how to express it, and how to adapt during crucial lifecycle stages.
This document discusses the importance of human connection in the workplace. It highlights research showing that employees who have strong social relationships at work, including having a "best friend" at work, are more engaged, loyal and committed. Building connections during the recruitment process is important for attracting and retaining top talent. The document provides ideas for how companies can foster a sense of community from the start of the hiring process to help create more socially fulfilling workplaces.
Expanding the Library Walls: Finding New Ways to Identify the Impact and ROI ...Mary Ellen Bates
I look at strategic approaches library managers have taken to enhance and highlight the impact and value of the library. Presented at SLA Annual Conference 2020.
KNF&T Staffing Resources has been providing staffing solutions in Boston for over 30 years. They specialize in placing highly skilled candidates in a variety of industries. The document announces KNF&T's 2015 Diversity & Inclusion Workshop Series, which will examine how diversity recruiting impacts the modern talent acquisition process. The workshop series consists of three sessions addressing where to start with diversity recruiting, unconscious bias in the hiring process, and engaging hiring managers in diversity efforts.
Distanced yet connected: talk for Wiad Pittsburgh 2022Silvia Podestà
The principles of Information Architecture in the design of remote and hybrid organisations.
Full transcript of the talk available here: https://docs.google.com/document/d/1WypW6mqUesMq-VEqql9Zz7OQ3EwQSbw4VSNmSdt0xyw/edit?usp=sharing
The 2016 HR Technology Conference brought together industry leaders to share insights on engaging employees. Key insights included: (1) understanding how technology enables human connection leads to business success; (2) employees want purpose and growth opportunities, not just benefits; (3) engagement requires continuous measurement and action, not just annual surveys; (4) few companies feel they engage Millennials and other generations well; (5) content is the most powerful employer branding tool for hiring; (6) people trust other people, not just brands; and (7) while technology eliminates jobs, it creates new ones.
There are many advantages to being recognised as an employer of choice. The first step is to diagnose the organisation before building a step-by-step approach to having a more engaged workforce. This approach is different to all the other approaches and way more effective. It starts with building a culture of a better employment relationship.
By the end of this broadcast, you will be able to:
• Understand the most constructive way forward for changing the culture of a workplace;
• Apply a range of effective strategies to enhance the culture that is reflective of an employer of choice; and
• Appreciate the value and importance of changing the employment relationship as a way to become a true employer of choice.
This document is the April 2016 e-bulletin from ImaginativeHR, which explores new and innovative topics in HR and talent management. It contains three articles:
1. Clayton Glen discusses championing team engagement and the importance of ensuring ownership of post-survey actions from engagement surveys.
2. Tania Hummel discusses the challenges of leadership during times of change, and provides tips for recognizing the different stages of the grief cycle that individuals experience with organizational change.
3. Paul Diamond writes about future-proofing your career.
This document is an April 2016 e-bulletin from ImaginativeHR that explores innovations in HR and talent management. It contains three articles: one by Clayton Glen on championing team engagement; one by Tania Hummel on leadership challenges during times of change; and one by Paul Diamond on future-proofing your career. The main article by Clayton Glen discusses the importance of company culture and authentic engagement. It emphasizes that engagement surveys should identify owners for follow-up actions, and that a multi-stakeholder approach including employee "engagement champions" can help ensure actions are taken in response to survey results.
Jon Ingham proposes 10 innovations to improve employee engagement strategies:
1. Align engagement with organizational culture and capabilities through different frameworks like sports teams or jazz bands.
2. Develop conceptual and analytical understanding of engagement.
3. Focus on employee experience through tools like journey mapping.
4. Embed employee expectations as an initial objective when developing strategies.
Leveraging Todoed for educational productivity - Rajath D MMahantesh Biradar
This document introduces Todoed, a Chrome extension that allows users to turn selected text into delegated tasks with one click. It can be used by entrepreneurs to create pitches and delegate tasks to teams, by students and educators to assign pre-class readings and group projects, and by new parents to manage tasks like buying supplies and scheduling appointments. Todoed aims to build a productivity suite that enables effective task management, idea sharing, and team communication across devices. It has the potential to help the millions of small business owners, students, and families that could benefit from better productivity tools.
Motivate Europe Live: Essential Global Recognition & engagement InsightsMotivate Europe Live
This document summarizes Michelle Smith's research on employee recognition best practices across 14 global economies. Her research involved focus groups with over 180,000 leaders and employees across 11 countries and 15 cities. She identified 8 essential recognition elements that were important across cultures, though there were also significant differences between countries. The document provides highlights from her research in countries such as Brazil, India, Germany, China, and Australia. It emphasizes that recognition is important everywhere but must be tailored to local cultural norms to be most effective.
MAH India is a recruitment consulting firm that provides HR support to large corporations. They have a database of over 10 lakh candidates and 14 years of experience in recruitment. They help clients hire for technical roles across various industries. Clients praise MAH India for their fast response times, high quality candidates, and commitment to ethics.
4 Psychological Principles to Build Strong Business RelationshipsCureo
This document discusses 4 psychological principles for building strong business relationships: 1) employing the endowment effect by making others feel like part of the company, 2) leveraging the rule of reciprocity by helping others first to build cooperation, 3) encouraging investment by making contributing easy so people continue connecting, and 4) overcoming risk aversion through transparency, frequent touchpoints, and trustworthiness. It recommends the collaboration software Cureo, which allows sharing processes securely to bring remote stakeholders together.
MGT576 v1Learning OrganizationsMGT576 v1Page 3 of 3Lea.docxLaticiaGrissomzz
CVS Health is considering expanding into China. China represents a large potential market due to its population of 1.38 billion people and growing middle class. While expansion could increase CVS's revenue and global presence by diversifying its portfolio, there are also challenges. CVS must understand Chinese culture, consumer demands, and the economic, political, and social differences between the US and China. It should also modify its retail outlets and strategy to better serve Chinese customers. With adequate research and preparation, expansion into China's favorable business environment could strengthen CVS's competitive position globally. However, government policies and cultural differences may also impede its success.
This document discusses future trends in housing and common interest communities based on a presentation given at the 2019 Community Association Law Summit. It covers how demographics, lifestyle, environment, community design, and technology may impact housing. Specifically, it notes that Generation Z will be middle-aged by 2050. It also discusses how communities may see a mix of socio-economic groups and multi-generational residents living together. Finally, it outlines several ways new technologies like autonomous vehicles and smart home devices could influence housing and neighborhoods in the coming decades.
The document is an agenda for a Fall General Membership Meeting at Montclair State University on October 24, 2019. The meeting will include a presentation by Frank Cunha III on Montclair State University's transformation through leadership in energy and environmental design. The presentation will explore the university's expansion and construction projects over the past 20 years, how it has addressed sustainability and resiliency, and what future plans are. The agenda outlines the presentation sections which will cover the university's history, leadership and vision, key facts about its growth, major construction projects, and a summary.
The document summarizes Frank Cunha's presentation at the Fall General Membership Meeting at Montclair State University on October 24, 2019. The presentation covered the transformation of Montclair State University over the past 20 years through campus design and construction projects. It discussed the university's growth in enrollment, footprint, student housing, and LEED certified buildings. It also outlined future plans and guiding principles for campus development, focusing on learning environments, community connectivity, and creating an impactful student experience.
Presentation & Building Tour of University Hall (APPA 2009)Frank Cunha
“University Hall is an exemplary example of environmental stewardship and our model for future buildings, in terms
accommodating the University’s teaching and research program needs in an environmentally friendly manner.”
-Provost Richard Lynde, as he executed the Memorandum of Understanding between the Federal EPA and Montclair State University
Building as a Teaching Tool: Center for Environmental and Life Sciences at Mo...Frank Cunha
The document describes the LEED certification of the Center for Environmental and Life Sciences building at Montclair State University. It lists various LEED credits the building has earned, including credits related to sustainable site selection, alternative transportation access, habitat restoration, water efficiency, energy performance, recycling, indoor air quality, and green cleaning. The document provides descriptions and solutions for achieving several of these credits.
Building as a Teaching Tool: School of Communication and Media at Montclair S...Frank Cunha
The School of Communication and Media building at Montclair State University has achieved LEED certification. It has earned credits for being located near public transportation and services, using water-efficient landscaping and fixtures, recycling collection, prohibiting smoking, controlling indoor pollutants, providing lighting and thermal comfort controls, and implementing a green cleaning program. The building employs strategies like native plantings, low-flow fixtures, occupancy sensors, and certified cleaning products to meet the various LEED requirements.
Bring Your Kids to Work Day at Montclair State University focuses on tradition and innovation. The agenda includes an architecture presentation about what architects do, understanding blueprints, and the process of designing a project like College Hall. Kids will see 3-D models, tour the architect's office, play an interactive campus planning puzzle game, and take a campus tour. The day concludes with lunch with parents.
Audience: College Students
This 50-minute presentation will be a discussion on why it is important to live your passion and follow your dreams. I will use my experience as a leader in my field to encourage the audience to make choices that will enhance their lives. I will discuss the importance of using metrics and guiding values in making life choices that will define who we are and who we are destined to become. I will draw on my personal experience to encourage the audience to follow their dreams and succeed in life by choosing a path that may not always be easy but will always be rewarding. We will be discussing how we can lead through a life of service and dedication to our passion.
Outcomes for participants:
* Discover that success often follows passion
* Discover your gifts and talents
* The sooner you discover your life's purpose the sooner you can start living your dreams
* Passion will help you follow your dreams through difficult challenges
* Success can be measured in different ways - time, people, money
* Discover the virtues of integrity and honesty in your professional life
* Understanding courage and earning respect
* Life is not meant to be easy, but it is meant to be fulfilling
* Serving people by tapping into your passion
Contact Information:
Frank Cunha III, University Architect
Montclair State University
LinkedIn: https://www.linkedin.com/in/fc3arch
Website: https://www.frankcunha.com
Blog: https://ilovemyarchitect.com
Email: fc3arch@gmail.com
Mobile: (201) 247-6782
New Student Recreation Center Project Management Case StudyFrank Cunha
The document provides details of a proposed project to construct a new state-of-the-art student recreation center at a university. It includes a project description, business case, benefits management plan, project charter, stakeholder register, and summary. The project is proposed to address increasing student enrollment and on-campus living. Key deliverables will be a new 78,000 square foot recreation center providing various athletic facilities and amenities.
Trek Travel Oceania is a joint venture between Trek Travel and a local Oceania partner to provide premium bicycle touring experiences throughout Oceania. The company aims to create lasting memories for customers by exploring beautiful landscapes via curated cycling routes led by knowledgeable guides. Trek Travel Oceania will offer a variety of guided multi-day tours on high-quality Trek bicycles, accommodations, meals, and safety equipment. The company will target affluent, active travelers between 25-65 years old. A marketing strategy will promote the brand's reputation for exceptional hospitality and service. Financial projections estimate startup costs and profitable operations within three years of launch.
The document discusses the gender pay gap and strategies for women to negotiate higher salaries. It begins by defining the gender pay gap as the difference between what men and women are paid. It then lists some of the key factors that contribute to the pay gap, such as occupational segregation, bias against working mothers, direct pay discrimination, and racial and other biases. The document provides some quick facts about the size of the pay gap in different states and industries. It emphasizes that women can make a change by learning to negotiate their salaries more effectively. It offers tips for preparing for a negotiation, such as assessing one's best alternative, researching market salaries, and having confidence. The document concludes by stressing that negotiating is important because even small salary
This document summarizes presentations from a FINC 560 final project. It includes summaries of analyses for several companies:
1. Vornado Realty Trust is evaluating six real estate investments with a $18 million budget. The analysis found that investing in three properties - Sussex Ridge, Seaside, and Westlake - would provide the highest return.
2. International Paper is considering purchasing a new machine, TJ-50, to expand production capacity. The analysis found the investment would have a negative NPV of $164,587 but could break even depending on sales and costs. A larger alternative TJ-90 could be justified if it enabled over $11 million in additional annual sales.
3. Keystone
(1) To understand the process of converting Owner’s program into written and graphic documents for schematic design and design development. (2) To gain an insight into how quality is established for a Project. (3) To identify the considerations that influence the design of a Project. (4) To introduce the basic concepts of life cycle costs and value analysis. (5) To identify the attributes that should be included in the evaluation and selection of products.
Use Case study of Montclair State University for this session
The document profiles different generations in the workplace and their characteristics, focusing on Millennials. Millennials, born between 1981-1993, prefer social media as the primary method of communication. They are dependent on smart phones, tech savvy, and able to multitask. Millennials value meaningful work and workplace flexibility. The document outlines benefits and environment traits that can attract, retain, and help Millennials grow professionally, such as flexible work schedules, remote work options, daily briefings, technology support, training and coaching opportunities.
The document discusses implementing an energy management system (EMS) using Archibus Energy Management software to track and reduce a university's $21M annual utility bill across 5 million square feet of buildings. The EMS would aggregate and analyze energy use and cost data from existing building and space management systems to identify opportunities for optimization and savings. Over 10 years, the EMS could potentially save the university $1-3 million per year, totaling $10-30 million in reduced energy costs through data-driven decision making.
Artificial Intelligence: Natural Language ProcessingFrank Cunha
This document provides an overview of natural language processing (NLP) through a presentation. It defines NLP and its subfields. NLP allows computers to analyze, understand, and generate human language. The presentation discusses how NLP is used in commercial applications and emerging technologies. It outlines Rogers' characteristics of innovation diffusion and shows where NLP currently sits on the technology S-curve. The summary is that AI and NLP will transform many industries through applications involving user interfaces, actions, analytics, and machine-human interactions.
Best Digital Marketing Strategy Build Your Online Presence 2024.pptxpavankumarpayexelsol
This presentation provides a comprehensive guide to the best digital marketing strategies for 2024, focusing on enhancing your online presence. Key topics include understanding and targeting your audience, building a user-friendly and mobile-responsive website, leveraging the power of social media platforms, optimizing content for search engines, and using email marketing to foster direct engagement. By adopting these strategies, you can increase brand visibility, drive traffic, generate leads, and ultimately boost sales, ensuring your business thrives in the competitive digital landscape.
Explore the essential graphic design tools and software that can elevate your creative projects. Discover industry favorites and innovative solutions for stunning design results.
Practical eLearning Makeovers for EveryoneBianca Woods
Welcome to Practical eLearning Makeovers for Everyone. In this presentation, we’ll take a look at a bunch of easy-to-use visual design tips and tricks. And we’ll do this by using them to spruce up some eLearning screens that are in dire need of a new look.
1. The Habits of
High-Performance Firms
Strategic Management Presentation
by Frank Cunha III, AIA
Lessons from frequent winners of the AIA COTE Top Ten Award, 1997–2016
4. Staff Turn Over
Human resource experts consider 10% to be the “golden
turnover number,” since it suggests extraordinary loyalty.
Turnover Rates
-6.9%
5. The “Me to We” ContinuumOffice Culture Vs Business Strategy
Culture eats strategy for breakfast.
—Peter Drucker
6. Top 10 Take Aways
1. Create a Vision
2. Rethink Your Process
3. Interdisciplinary Collaboration (Build Diversity)
4. Build Customer/Team Relationships
5. Raise the Bar by Doing the Right Thing
6. Deep Commitment to Those We Serve
7. Work with the Best – Inside & Outside Organization
8. Invest in Your People
9. Recognize that Great Ideas Can Come From Anywhere
10. Forward-Thinking
Habits of High Performance Firms and how they differentiate themselves in the architectural design services market sector.
This presentation will highlight lessons from frequent winners of the AIA COTE Top Ten Award, 1997–2016
The established base line is the American Institute of Architects which is an esteemed international organization recognized as an industry leader among the profession
HPF are more likely to be established longer than the base line firms
Typically, the HPF have been established for 40-50 years or more compared with the baseline firms
HPF staff members are more likely to have post-graduate education
Continuing education is extremely important to HPF’s
HPF are more likely to be diverse; for example:
Approximately 3% more diverse ethnicity
15% more women staff
14% more women in leadership roles
Staff turnover rates tend to be lower in HPF – Almost 7% lower!
“Culture eats strategy for breakfast.” —Peter Drucker
HPF follow these basic steps:
Trust (Me)
Enrichment (Mine)
Responsibility (Ours)
Community (Us)
Contribution (We)
HPF are successful because they are able:
Create a Vision
Rethink Your Process
Interdisciplinary Collaboration (Build Diversity)
Build Customer/Team Relationships
Raise the Bar by Doing the Right Thing
Deep Commitment to Those We Serve
Work with the Best – Inside & Outside Organization
Invest in Your People
Recognize that Great Ideas Can Come From Anywhere
Forward-Thinking