Park Place Seniors Living: Our Journey to Operationalize Strength Based Leade...BCCPA
This panel presentation is focused on the Park Place experience and our exploration with the many ways the theory of strength-based leadership can be applied within our organization. We will provide a corporate perspective and the experiences of three Park Place sites leaders in implementing a strength based leadership approach and through their individual lenses share the work they have done to support their teams at the local level.
Presented by:
- Lynda Foley, VP Quality Assurance, Park Place Seniors Living (PPSL)
- Elaine MacDonald, Site Administrator, New Horizons Care Centre, Campbell River, PPSL
- Margot Hagerty, Site Administrator, Newport Harbour Care Centre, Calgary, PPSL
- Jody Edwards, Site Administrator, Spring Valley Care Centre, Kelowna, PPSL
Teams are built on trust, leadership, cooperation, and open communication. This handout accompanied a presentation done at the New York Library Association conference in 2016.
Park Place Seniors Living: Our Journey to Operationalize Strength Based Leade...BCCPA
This panel presentation is focused on the Park Place experience and our exploration with the many ways the theory of strength-based leadership can be applied within our organization. We will provide a corporate perspective and the experiences of three Park Place sites leaders in implementing a strength based leadership approach and through their individual lenses share the work they have done to support their teams at the local level.
Presented by:
- Lynda Foley, VP Quality Assurance, Park Place Seniors Living (PPSL)
- Elaine MacDonald, Site Administrator, New Horizons Care Centre, Campbell River, PPSL
- Margot Hagerty, Site Administrator, Newport Harbour Care Centre, Calgary, PPSL
- Jody Edwards, Site Administrator, Spring Valley Care Centre, Kelowna, PPSL
Teams are built on trust, leadership, cooperation, and open communication. This handout accompanied a presentation done at the New York Library Association conference in 2016.
This session will engage participants in ways to fully leverage the LPI® to drive behavior change in workshop participants and culture change in the organizations they lead. Beyond interpretation of the results, themes, and development plans, we’ll explore techniques to go deeper with individuals. In addition to sharing our own insights and experience, we’ll facilitate table discussions and best practice sharing on topics such as powerful questions, tapping into genuine motivation, dealing with resistance, and ways to reinforce behavior change.
Renee Harness is the founder of Harness Leadership, a Certified Master Facilitator of The Leadership Challenge®, and key developer of LPI® Coach Certificate Program. Working with leaders at every level of an organization, her goal is to engage, inspire, and involve people in making meaningful contributions to their work, their communities, and their worlds.
Amy Dunn is a member of Integris Performance Advisor’s consulting team and focuses on facilitation of The Leadership Challenge®, LPI® coaching, The Five Behaviors of a Cohesive Team®, talent management, and meeting design and facilitation. Amy’s greatest professional joy comes from optimizing talent – within individuals, teams, and organizations.
The critical mindset and skills to thrive in BANI workspaces - Jean-Francois ...Greatness Coaching
3 traits of 'great' coaches:
1. Be curious about others' potential
2. Be still, and eventually...
3. Be fearless in enabling others to empower themselves to grow
Leading with heart requires us to look within ourselves to learn how to create a culture in our program where all staff feels valued, respected, and celebrated. Administrators will break down and assess how to set clear standards, set an example for the team, and ultimately create a culture of retention and motivation.
this presentation gives basic understanding of What is coaching, Why coaching, Skills required to be a coach, Coaching arc of conversation and basics of coaching models.
Developing Leaders at all levels through Purpose driven coachingJoseph Abraham
Organizations often state that they want to strengthen their leadership pipeline, yet research shows that corporate leadership capabilities are dropping. These days, every organization is competing with everyone, from everywhere for everything - a new global reality! Researchers at Boston Consulting Group have identified the need to build leaders at all levels in an organization as one of the main challenges to be successful in the modern 'flat' world. To be successful in the turbulent decade that lies ahead leaders – and all the people they lead – need to learn to deal with complexity, uncertainty and constant change
In today’s work and organizational context one of the key qualities that helps leaders succeed and develop more leaders is the ability to coach, this workshop aims to help understand the essence of coaching and the effective tools one can practically employ at workplace both with individuals and teams that can make your coaching interventions more meaningful and powerful.
Your people have an innate desire to succeed and perform to their best and sometimes with the mind blocks and blind-spots they feel they’ve come to cross-roads or stumbled upon a huge roadblock and as a leader and you too want to see them thrive, succeed and grow, now with coaching you can help them accomplish their goals as Coaching is all about the person at the other end of the conversation, making this conversation powerful, engaging, lively, trust-driven and worthwhile is the key, and that’s what we’ll discover through this presentation.
Burst the end of the year performance review bubble and have more conversations throughout the year. That’s how Perkins+Will, an innovative professional services firm, approached the design and testing of a reimagined performance culture. Their research revealed a comprehensive performance culture is one that incorporates more frequent and higher quality conversations focused on performance, development and career. Join us for a Spotlight webinar and learn more about Perkins+Will's process for researching, testing, and making the final decision to move away from managing a performance review process and toward a culture that promotes a focus on a thriving career.
During this session, attendees will:
Understand the business needs that influence your decision to change performance management.
Discover new ways to test your hypothesis and make an informed implementation decision.
Understand the crucial role communication plays in the success of a new performance culture.
GROW is one of the effective coaching models which is used for coaching high performance team or individual in earlier days, now it is been used by Corporate and business coaching.
The focus of the presentation is that employee engagement begins with an understanding of your corporate identity and hiring people who are a good match for your business. You need to determine the “shape” of your business and ways to attract, hire and retain employees that fit. No more square pegs in round holes.
This session will engage participants in ways to fully leverage the LPI® to drive behavior change in workshop participants and culture change in the organizations they lead. Beyond interpretation of the results, themes, and development plans, we’ll explore techniques to go deeper with individuals. In addition to sharing our own insights and experience, we’ll facilitate table discussions and best practice sharing on topics such as powerful questions, tapping into genuine motivation, dealing with resistance, and ways to reinforce behavior change.
Renee Harness is the founder of Harness Leadership, a Certified Master Facilitator of The Leadership Challenge®, and key developer of LPI® Coach Certificate Program. Working with leaders at every level of an organization, her goal is to engage, inspire, and involve people in making meaningful contributions to their work, their communities, and their worlds.
Amy Dunn is a member of Integris Performance Advisor’s consulting team and focuses on facilitation of The Leadership Challenge®, LPI® coaching, The Five Behaviors of a Cohesive Team®, talent management, and meeting design and facilitation. Amy’s greatest professional joy comes from optimizing talent – within individuals, teams, and organizations.
The critical mindset and skills to thrive in BANI workspaces - Jean-Francois ...Greatness Coaching
3 traits of 'great' coaches:
1. Be curious about others' potential
2. Be still, and eventually...
3. Be fearless in enabling others to empower themselves to grow
Leading with heart requires us to look within ourselves to learn how to create a culture in our program where all staff feels valued, respected, and celebrated. Administrators will break down and assess how to set clear standards, set an example for the team, and ultimately create a culture of retention and motivation.
this presentation gives basic understanding of What is coaching, Why coaching, Skills required to be a coach, Coaching arc of conversation and basics of coaching models.
Developing Leaders at all levels through Purpose driven coachingJoseph Abraham
Organizations often state that they want to strengthen their leadership pipeline, yet research shows that corporate leadership capabilities are dropping. These days, every organization is competing with everyone, from everywhere for everything - a new global reality! Researchers at Boston Consulting Group have identified the need to build leaders at all levels in an organization as one of the main challenges to be successful in the modern 'flat' world. To be successful in the turbulent decade that lies ahead leaders – and all the people they lead – need to learn to deal with complexity, uncertainty and constant change
In today’s work and organizational context one of the key qualities that helps leaders succeed and develop more leaders is the ability to coach, this workshop aims to help understand the essence of coaching and the effective tools one can practically employ at workplace both with individuals and teams that can make your coaching interventions more meaningful and powerful.
Your people have an innate desire to succeed and perform to their best and sometimes with the mind blocks and blind-spots they feel they’ve come to cross-roads or stumbled upon a huge roadblock and as a leader and you too want to see them thrive, succeed and grow, now with coaching you can help them accomplish their goals as Coaching is all about the person at the other end of the conversation, making this conversation powerful, engaging, lively, trust-driven and worthwhile is the key, and that’s what we’ll discover through this presentation.
Burst the end of the year performance review bubble and have more conversations throughout the year. That’s how Perkins+Will, an innovative professional services firm, approached the design and testing of a reimagined performance culture. Their research revealed a comprehensive performance culture is one that incorporates more frequent and higher quality conversations focused on performance, development and career. Join us for a Spotlight webinar and learn more about Perkins+Will's process for researching, testing, and making the final decision to move away from managing a performance review process and toward a culture that promotes a focus on a thriving career.
During this session, attendees will:
Understand the business needs that influence your decision to change performance management.
Discover new ways to test your hypothesis and make an informed implementation decision.
Understand the crucial role communication plays in the success of a new performance culture.
GROW is one of the effective coaching models which is used for coaching high performance team or individual in earlier days, now it is been used by Corporate and business coaching.
The focus of the presentation is that employee engagement begins with an understanding of your corporate identity and hiring people who are a good match for your business. You need to determine the “shape” of your business and ways to attract, hire and retain employees that fit. No more square pegs in round holes.
0x01 - Newton's Third Law: Static vs. Dynamic AbusersOWASP Beja
f you offer a service on the web, odds are that someone will abuse it. Be it an API, a SaaS, a PaaS, or even a static website, someone somewhere will try to figure out a way to use it to their own needs. In this talk we'll compare measures that are effective against static attackers and how to battle a dynamic attacker who adapts to your counter-measures.
About the Speaker
===============
Diogo Sousa, Engineering Manager @ Canonical
An opinionated individual with an interest in cryptography and its intersection with secure software development.
Sharpen existing tools or get a new toolbox? Contemporary cluster initiatives...Orkestra
UIIN Conference, Madrid, 27-29 May 2024
James Wilson, Orkestra and Deusto Business School
Emily Wise, Lund University
Madeline Smith, The Glasgow School of Art
Have you ever wondered how search works while visiting an e-commerce site, internal website, or searching through other types of online resources? Look no further than this informative session on the ways that taxonomies help end-users navigate the internet! Hear from taxonomists and other information professionals who have first-hand experience creating and working with taxonomies that aid in navigation, search, and discovery across a range of disciplines.
This presentation by Morris Kleiner (University of Minnesota), was made during the discussion “Competition and Regulation in Professions and Occupations” held at the Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found out at oe.cd/crps.
This presentation was uploaded with the author’s consent.
This presentation, created by Syed Faiz ul Hassan, explores the profound influence of media on public perception and behavior. It delves into the evolution of media from oral traditions to modern digital and social media platforms. Key topics include the role of media in information propagation, socialization, crisis awareness, globalization, and education. The presentation also examines media influence through agenda setting, propaganda, and manipulative techniques used by advertisers and marketers. Furthermore, it highlights the impact of surveillance enabled by media technologies on personal behavior and preferences. Through this comprehensive overview, the presentation aims to shed light on how media shapes collective consciousness and public opinion.
Acorn Recovery: Restore IT infra within minutesIP ServerOne
Introducing Acorn Recovery as a Service, a simple, fast, and secure managed disaster recovery (DRaaS) by IP ServerOne. A DR solution that helps restore your IT infra within minutes.
1. HOW TO LEAD A TEAM OF VOLUNTEERS
TOWARDS HIGH PERFORMANCE
2. Structure
• What is a HP team ?
• What behaviors would you see in such a team ?
• What drives people to give the best they have and do it for
free ?
• What can leaders do to nourish those drives ?
• What does it means for AEISEC leaders ?
21/04/2014 INTC 2
3. What is a high performing team ?
21/04/2014 INTC 3
Best possible results for the competencies/talents available.
6. The Primera División
21/04/2014 INTC 6
Country Global Club Brand
value 2012
Rating EV* BVEV
1 56 CD
Guadalajara
38 AA+ 203 19%
2 68 Club
America
25 AA 157 16%
3 91 Crur Azul 19 AAA 118 16%
4 99 Tigres
UNAL
17 AAA 112 15%
5 106 CF Pachuca 14 A+ 125 12%
In US$ millions
*Indicative Enterprise Valuation
Football-Mexican competition
7. 21/04/2014 INTC 7
2012 Relegation (for 3 years) 2013/2014
Tigre UNAL Cruz Azul Cruz Azul
Club America Tigres UNAL Toluca
Atlas Santos Laguna Pumas
Monarca Morelia Monarca Morelia Santos Laguna
Cruz Azul Club America Club America
Football-Mexican competition
8. What are the behaviors you would see in HP team ?
21/04/2014 INTC 8
9. What is visible ?
21/04/2014 INTC 9
• More energy.
• More speaking out, less pretense.
• More feedback to each other (the way of doing that might be
different, depending on the culture).
• People have more respect and consideration for each other,
even if they are not best friends!
• People share more easely fears and needs.
• The non-verbal is more aligned with the verbal.
10. High Performing teams?
« First, I thought that it meant having a good manager.
Then, I thought it was about clear objectives.
Then, I thought a performing team had not too many
conflicts.
I thought that it implied for the team members not to
be too much different from each other.
Finally, I reach the conclusion that for a team to
perform, its members should dare to share on their
fears and needs, and they should give up the idea of
being right. »
21/04/2014 INTC 10
11. As a conclusion
21/04/2014 INTC 11
It is about bringing out the best of what you have for the
objective that you want to reach.
12. What makes that you want to give the
best of yourself ?
21/04/2014 INTC 12
15. Communication law
15
1. All people have purposes and concerns.
2. When they think that you threaten or are unaware of their
purposes and concerns, they resist. This is wasteful.
3. When they think that you are aware of and sensitive to their
purposes and concerns, they communicate and collaborate.
This adds value.
15
21/04/2014 INTC
16. What does that mean in terms of leadership ?
21/04/2014 INTC 16
You have to be able to capture what your team members drive in
general, and each specifically (= understanding the mental map
of the others).
17. Influencing behavior through impactful conversations
situation
behavior
result
MENTAL MAP
People do not react to situations; they react
to what situations mean to them.
Behavior derives from peole’s feeling and
thinking (mental map), and the benefits for
them in the result (consequences).
Impactful conversations, are conversations
using the lever of the mental map to create a
motivated change.
Together with consequence management,
impactful conversations will drive sustainable
behavioral change
21/04/2014 INTC 17
18. The conversation meter
18
From Connolly and Rianoshek, The Communication Catalyst
100
50
25
75
0
From Connolly and Rianoshek, The Communication Catalyst
21/04/2014 INTC 18
19. Most of the time I am likely to be....
19
An energetic person who is quick to see opportunities and
advantages
A feeling person who is quick to respond to other people’s
needs
A practical person who is careful not to rush into decisions
before I have had a chance to think things through
19
21/04/2014 INTC
20. It is most like me to:
20
Be patient, practical and sure of what I am doing
Do the best I can and trust others to recognize my contribution
Take the lead in developing opportunities and influencing
decisions
20
21/04/2014 INTC
21. Give time to the team so it can develop
21/04/2014 INTC 21
Let the team structure its energy
22. Prestage I Stage I
Forming
Stage II
Storming
Stage III
Norming
Stage IV
Performing
Stage V
Adjourning
Bruce Tuckman
Stage of team development
2221/04/2014 INTC
23. What “good leaders” do
23
Challenging the process
The search for opportunities
Experiments and risk-taking
Inspiring a shared vision
Envision the future
Enlist others
Enabling others to act
Fostering collaboration
Strengthening others
Modelling the way
Set the example
Plan small wins
Encouraging The Heart
Recognize individual
contributions
Celebrate accomplishments
Leaders lead people and manage task, they do not lead task and manage people
21/04/2014 INTC
24. AS A CONCLUSION:
21/04/2014 INTC 24
« The task of leadership is not to put
greatness into people, but to elicit it, for
the greatness is there already. »