Respect in the Workplace Training PowerPoint for Respectful Workplaces Education and Awareness available in DVD, Video, Online Web Course, and PowerPoint Sound. We cover ten common problems and issues associated with respect in the workplace and this training covers each topic intensely and without fluff or filler. Every word is this program is chose for a precise purpose. The 33 minutes of respect in the workplace training covers what five hours of movie videos would require. That's because the respect video, respect DVD, respect Flash Movie, respect online web course, and the Respect PowerPoint all contain no fluff, only solid content. You also receive a non-sound format of the course with trainer notes.
How to recognize and minimize unconscious bias in the workplaceCase IQ
The modern workplace should be an inclusive and welcoming environment for all employees but that isn’t always the case. In fact, systemic inequality is the norm for a vast number of workplaces throughout North America, Europe and beyond. And while the BLM and MeToo movements have received much media attention, the underlying factors that contribute to the inequality they point out aren’t always addressed.
Implicit, or unconscious, bias is the root of many systemic inequities in the workplace. It’s important that we recognize our personal biases, take action to mitigate them and actively serve as an ally to others.
On June 10, join Catherine Mattice-Zundel, president of Civility Partners, a training and consulting firm focused on helping organizations build positive workplace cultures, as she outlines strategies for uncovering and reducing implicit bias in workplace decision-making.
The webinar will cover:
● The origins of bias and four different types of bias
● Risk factors that increase our likelihood to engage in bias
● How to compensate for and attempt to overcome bias through clear and tangible actions
● Strategies to combat microaggressions and other exclusive behaviors using simple, tried and true
intervention methods
Everybody lies sometimes. This is true. Research has shown that 60 per cent of people lie at least once in a 10-minute conversation with a stranger. But many lies are benign, constructed to preserve someone’s feelings, save face or avoid damaging a relationship. These lies are usually harmless, expected and appreciated.
Dishonesty in the workplace, however, can be dangerous. From the lies told in employment interviews to tales spun in the boardroom, workplace dishonesty can affect a company’s security, morale and bottom line. HR professionals and investigators should be skilled and trained to detect lies.
Join Timothy Dimoff, security expert and president of SACS Consulting, as he discusses workplace dishonesty and what to do about it.
Respect in the Workplace Training PowerPoint for Respectful Workplaces Education and Awareness available in DVD, Video, Online Web Course, and PowerPoint Sound. We cover ten common problems and issues associated with respect in the workplace and this training covers each topic intensely and without fluff or filler. Every word is this program is chose for a precise purpose. The 33 minutes of respect in the workplace training covers what five hours of movie videos would require. That's because the respect video, respect DVD, respect Flash Movie, respect online web course, and the Respect PowerPoint all contain no fluff, only solid content. You also receive a non-sound format of the course with trainer notes.
How to recognize and minimize unconscious bias in the workplaceCase IQ
The modern workplace should be an inclusive and welcoming environment for all employees but that isn’t always the case. In fact, systemic inequality is the norm for a vast number of workplaces throughout North America, Europe and beyond. And while the BLM and MeToo movements have received much media attention, the underlying factors that contribute to the inequality they point out aren’t always addressed.
Implicit, or unconscious, bias is the root of many systemic inequities in the workplace. It’s important that we recognize our personal biases, take action to mitigate them and actively serve as an ally to others.
On June 10, join Catherine Mattice-Zundel, president of Civility Partners, a training and consulting firm focused on helping organizations build positive workplace cultures, as she outlines strategies for uncovering and reducing implicit bias in workplace decision-making.
The webinar will cover:
● The origins of bias and four different types of bias
● Risk factors that increase our likelihood to engage in bias
● How to compensate for and attempt to overcome bias through clear and tangible actions
● Strategies to combat microaggressions and other exclusive behaviors using simple, tried and true
intervention methods
Everybody lies sometimes. This is true. Research has shown that 60 per cent of people lie at least once in a 10-minute conversation with a stranger. But many lies are benign, constructed to preserve someone’s feelings, save face or avoid damaging a relationship. These lies are usually harmless, expected and appreciated.
Dishonesty in the workplace, however, can be dangerous. From the lies told in employment interviews to tales spun in the boardroom, workplace dishonesty can affect a company’s security, morale and bottom line. HR professionals and investigators should be skilled and trained to detect lies.
Join Timothy Dimoff, security expert and president of SACS Consulting, as he discusses workplace dishonesty and what to do about it.
Organic Communication - De-Escalating ConflictLee K. Broekman
Discover motives in and building blocks of conflict. What is the cost of conflict. How to have constructive conversations about conflict. Explore types of triggers. Models to overcome.
Workplace Survivor: Finding Your Inner Strength to Survive Challenging Co-Wo...Indiana State Library
Dealing with mean, sarcastic, argumentative or manipulating co-workers? You can’t change them, but you can change how you deal with them. Learn specific tips and different approaches when dealing with difficult situations. Find your inner strength to survive these challenging co-workers!
Personal Development Framework:
- Personal Development
- Personal Knowledge
- Types of workplace learning
- The Conceptual evaluation among organizations
- Finding Self
Professionalism:
- Profession, Professional, Professionalism, Professionalization
- Scope of the Profession
- Causes of Lack of Professionalism
- Things to think about!
- Writing Thank-You Notes
- Seven (07) manners for Smartphone use
- Seven (07) Tips for e-mail communication
- Top ten (10) Business Etiquette behavior
- Five (05) keys to be a true professional
The commonly held belief that life gets easier at the top is partly true. The loftier your role in a large enterprise, the more control you have over your day-to-day activities and more you are compensated for them. But the challenges also get tougher. For one thing, you are more visible. Your mistakes, and your ability to recover from them will be noticed. Also, fewer positions exist at that rarefied level. To advance, you have to either displace someone above you or create an entirely new business. Failure is not an option, unless you can make it seem like success. To manage all this with Integrity- that is a challenge indeed.
There are two ways to proceed. You can practice relentless discipline: curbing every impulse, making every moment count , and preparing diligently for each potential challenge. Or you can approach the world with insouciant savoir-faire, trusting that your charm and resourcefulness will get you through while making it all look easy.
At the heart of this book is a question about the proper way to live. To what extent must we lead disciplined lives to be powerful people? Is that discipline a matter of duty, compensation for the original sin of being imperfect, or is it a matter of joy, of calling forth the inner golden virtue that lies deep within all of us ? In Goldsmith’s eye, it is both- and it is both- an if you dare to take on the practices he recommends, you may come to agree with him.
Negotiations: Separate the People from the ProblemJohn Cousins
This slide deck is based on Chapter 2 of the the great book Getting to Yes: Separate the People from the Problem. Fun images help illustrate the insightful points made throughout this chapter.
By reading this book or the summary you learn about
· Why Leaders are effective because of who they are on the inside –Being of the person.
· How to go the highest level of leadership by developing character qualities from the inside out.
· How true commitment inspires and attracts people.
· How to start and sustain the process of continuous personal growth.
Become a Better Negotiator: Getting Past NoMBA ASAP
A generation ago decisions were made hierarchically
People at the top gave the orders and the people on the bottom simply followed them.
That is changing: in family, work, politics negotiation is becoming the preeminent form of decision making.
The direction of one's life and influence is becoming more participatory.
Abraham Lincoln, 16th President of the United States, is revered as an exceptional leader in a very uncertain time. On a smaller scale today's small business owners face an uncertain time as well. Understanding what characteristics helped Lincoln surmount those troubled times over a century ago enable us to run our businesses and lives in a more proactive and positive manner.
Broaden the options available instead of trying to narrow the gap between positions and suffering premature closure.
A wiser decision-making process: select from a large number of possible answers
Presence came together to discuss implicit bias/unconscious bias and how it impacts hiring, retention, and our experiences in the workplace. Lindsay Murdock, Inclusion Strategist discusses why we have bias, history of bias, and actionable items individuals can takeaway to combat their own biases.
Tone from the Top, Bottom, and Everywhere in BetweenCase IQ
The importance of ‘tone at the top’ is undeniable when it comes to supporting a culture of ethics, compliance, and accountability. However, regardless of your job title or job description, there is an active and important role you can take in setting the tone of your organization. We all have a sphere of influence, – whether formal, informal, or both – and this program will help you identify how you can use your influence in the service of supporting ethics, compliance, and accountability.
Regardless of your job title or level of experience, you will come away from this program with ideas for what you can do both personally and organizationally to shape the ethical tone of your business.
Entrepreneurship Skills - Dating Skills For Engineers (2015 version)iain.verigin
I begin with "What Does A Project Look and Feel LIke?"
Then I focus on four fundamental personal skills of entrepreneurship – Communicating (Heath Brothers), Listening (Marshal Goldsmith), Helping (Edgar Schein), and Don’t Be An Asshole (Robert Sutton). I also add in the Growth Mindset (Carol Dweck) as part of Don’t Be An Asshole.
I used to call this talk “Entrepreneurship Fundamental Skills” and the nickname that emerged was “Dating Skills For Engineers”.
This presentation is inspired by famous book by Robert Cialdini "Influence: The Psychology of Persuasion" and will be useful to those who would like to get acquainted with popular weapons of influence or just broaden own outlook. It recalls real life cases mentioned in the book as well as similar situations that are fully IT-related and based on my own experience and observation.
Design by Yarko Filevych (http://www.filevych.com/)
Organic Communication - De-Escalating ConflictLee K. Broekman
Discover motives in and building blocks of conflict. What is the cost of conflict. How to have constructive conversations about conflict. Explore types of triggers. Models to overcome.
Workplace Survivor: Finding Your Inner Strength to Survive Challenging Co-Wo...Indiana State Library
Dealing with mean, sarcastic, argumentative or manipulating co-workers? You can’t change them, but you can change how you deal with them. Learn specific tips and different approaches when dealing with difficult situations. Find your inner strength to survive these challenging co-workers!
Personal Development Framework:
- Personal Development
- Personal Knowledge
- Types of workplace learning
- The Conceptual evaluation among organizations
- Finding Self
Professionalism:
- Profession, Professional, Professionalism, Professionalization
- Scope of the Profession
- Causes of Lack of Professionalism
- Things to think about!
- Writing Thank-You Notes
- Seven (07) manners for Smartphone use
- Seven (07) Tips for e-mail communication
- Top ten (10) Business Etiquette behavior
- Five (05) keys to be a true professional
The commonly held belief that life gets easier at the top is partly true. The loftier your role in a large enterprise, the more control you have over your day-to-day activities and more you are compensated for them. But the challenges also get tougher. For one thing, you are more visible. Your mistakes, and your ability to recover from them will be noticed. Also, fewer positions exist at that rarefied level. To advance, you have to either displace someone above you or create an entirely new business. Failure is not an option, unless you can make it seem like success. To manage all this with Integrity- that is a challenge indeed.
There are two ways to proceed. You can practice relentless discipline: curbing every impulse, making every moment count , and preparing diligently for each potential challenge. Or you can approach the world with insouciant savoir-faire, trusting that your charm and resourcefulness will get you through while making it all look easy.
At the heart of this book is a question about the proper way to live. To what extent must we lead disciplined lives to be powerful people? Is that discipline a matter of duty, compensation for the original sin of being imperfect, or is it a matter of joy, of calling forth the inner golden virtue that lies deep within all of us ? In Goldsmith’s eye, it is both- and it is both- an if you dare to take on the practices he recommends, you may come to agree with him.
Negotiations: Separate the People from the ProblemJohn Cousins
This slide deck is based on Chapter 2 of the the great book Getting to Yes: Separate the People from the Problem. Fun images help illustrate the insightful points made throughout this chapter.
By reading this book or the summary you learn about
· Why Leaders are effective because of who they are on the inside –Being of the person.
· How to go the highest level of leadership by developing character qualities from the inside out.
· How true commitment inspires and attracts people.
· How to start and sustain the process of continuous personal growth.
Become a Better Negotiator: Getting Past NoMBA ASAP
A generation ago decisions were made hierarchically
People at the top gave the orders and the people on the bottom simply followed them.
That is changing: in family, work, politics negotiation is becoming the preeminent form of decision making.
The direction of one's life and influence is becoming more participatory.
Abraham Lincoln, 16th President of the United States, is revered as an exceptional leader in a very uncertain time. On a smaller scale today's small business owners face an uncertain time as well. Understanding what characteristics helped Lincoln surmount those troubled times over a century ago enable us to run our businesses and lives in a more proactive and positive manner.
Broaden the options available instead of trying to narrow the gap between positions and suffering premature closure.
A wiser decision-making process: select from a large number of possible answers
Presence came together to discuss implicit bias/unconscious bias and how it impacts hiring, retention, and our experiences in the workplace. Lindsay Murdock, Inclusion Strategist discusses why we have bias, history of bias, and actionable items individuals can takeaway to combat their own biases.
Tone from the Top, Bottom, and Everywhere in BetweenCase IQ
The importance of ‘tone at the top’ is undeniable when it comes to supporting a culture of ethics, compliance, and accountability. However, regardless of your job title or job description, there is an active and important role you can take in setting the tone of your organization. We all have a sphere of influence, – whether formal, informal, or both – and this program will help you identify how you can use your influence in the service of supporting ethics, compliance, and accountability.
Regardless of your job title or level of experience, you will come away from this program with ideas for what you can do both personally and organizationally to shape the ethical tone of your business.
Entrepreneurship Skills - Dating Skills For Engineers (2015 version)iain.verigin
I begin with "What Does A Project Look and Feel LIke?"
Then I focus on four fundamental personal skills of entrepreneurship – Communicating (Heath Brothers), Listening (Marshal Goldsmith), Helping (Edgar Schein), and Don’t Be An Asshole (Robert Sutton). I also add in the Growth Mindset (Carol Dweck) as part of Don’t Be An Asshole.
I used to call this talk “Entrepreneurship Fundamental Skills” and the nickname that emerged was “Dating Skills For Engineers”.
This presentation is inspired by famous book by Robert Cialdini "Influence: The Psychology of Persuasion" and will be useful to those who would like to get acquainted with popular weapons of influence or just broaden own outlook. It recalls real life cases mentioned in the book as well as similar situations that are fully IT-related and based on my own experience and observation.
Design by Yarko Filevych (http://www.filevych.com/)
Describing methods of triggering compliance behavior by applying Robert Cialdini's points from 'Psychology of Persuasion' and a basic overview of neuro linguistic programming to enhance communication effectiveness.
Steering Through Troubled Waters: Helping Colleagues Under Stresseph-hr
Learn how to identify stress factors and employees who are in need of relief from stress. Develop listening skills and awareness of boundaries within the workplace in regards to colleague interaction and assistance.
Learning Objective: Increase professional leadership qualities, confidence, and competence
Are you playing the game, or is the game playing you? Great Leadership happens when you understand the game and sharpen the right tools to play effectively. Achieving greatness is no easy task. Each person has a unique path with its own set of challenges and obstacles to overcome. As emerging leaders, you must explore who you are and understand how all life experiences contribute value to your journey. On this path, most will discover that success is about embracing and using your individuality to achieve greatness. On this path, you will discover that great men make great leaders. What truly makes you great? Who do you consider great? This seminar will explore life and leadership while examining the impact of hip-hop culture and its impact on definitions and perspectives of success.
At the end of this seminar, participants will be able to:
a. Explore characteristics of great men and ways to maintain and gain respect.
b. Identify effective leadership qualities.
c. Examine basic “success” rules and ways to ways to manage corporate politics.
d. Discuss ways to overcome challenges and stereotypes.
e. Explore themes and lyrics of “hip hop” culture and its impact on perspectives of success.
Persuasion architectures: Nudging People to do the Right ThingUser Vision
Review of some of the most popular commercial and public sector persuasion methodologies. Plus some reasons why they may not work and some criticisms, and a comparison of how supermarkets persuade us, offline.
Keynote presentation by Margaret Sumption at the American Hospital Association marketing executives covference in New York City on April 4,2013. "The Reluctant Customer" focuses on how marketing and PR executives serving member hospitals and their representatives can improve success and increase satisfaction. Three steps are discussed: "Stop Begging," "Frame Your Argument," and "Execute, Evaluate, and Proclaim."
Dating Skills For Engineers ( 2013 Version)iain.verigin
I begin by discussing Seth Godin's "Be Remarkable". Then I focus on four skills – Listening (Marshal Goldsmith), Communicating (Heath Brothers), Helping (Edgar Schein), and Don’t Be An Asshole (Robert Sutton). In recent years this lecture has earned a fun nickname Dating Skills for Engineers.
One of the neglected skills that many managers ovrerlook is to confront reality, confirm "truths," and objectively address the needs of the business in a way that productively meets requirement
Shiny New Toys (and why humans like them so much)Craig Thomler
Key note presentation by Craig Thomler to RightClick 2012.
Discusses why humans are attracted to shiny new things, how humans make decisions and how to ensure that digital strategies are developed rationally, not emotionally.
This webinar, presented by Sheena Greer, explores just what boundaries are, examines some common workplace issues, and provides tips on how to create healthy boundaries that are not only good for you, but great for your entire team.
Watch the full recorded webinar here: https://www.youtube.com/watch?v=tyNipBf2x1Y
Similar to How to become a better influencer in sales(1) (20)
Prix Galien International 2024 Forum ProgramLevi Shapiro
June 20, 2024, Prix Galien International and Jerusalem Ethics Forum in ROME. Detailed agenda including panels:
- ADVANCES IN CARDIOLOGY: A NEW PARADIGM IS COMING
- WOMEN’S HEALTH: FERTILITY PRESERVATION
- WHAT’S NEW IN THE TREATMENT OF INFECTIOUS,
ONCOLOGICAL AND INFLAMMATORY SKIN DISEASES?
- ARTIFICIAL INTELLIGENCE AND ETHICS
- GENE THERAPY
- BEYOND BORDERS: GLOBAL INITIATIVES FOR DEMOCRATIZING LIFE SCIENCE TECHNOLOGIES AND PROMOTING ACCESS TO HEALTHCARE
- ETHICAL CHALLENGES IN LIFE SCIENCES
- Prix Galien International Awards Ceremony
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Title: Sense of Taste
Presenter: Dr. Faiza, Assistant Professor of Physiology
Qualifications:
MBBS (Best Graduate, AIMC Lahore)
FCPS Physiology
ICMT, CHPE, DHPE (STMU)
MPH (GC University, Faisalabad)
MBA (Virtual University of Pakistan)
Learning Objectives:
Describe the structure and function of taste buds.
Describe the relationship between the taste threshold and taste index of common substances.
Explain the chemical basis and signal transduction of taste perception for each type of primary taste sensation.
Recognize different abnormalities of taste perception and their causes.
Key Topics:
Significance of Taste Sensation:
Differentiation between pleasant and harmful food
Influence on behavior
Selection of food based on metabolic needs
Receptors of Taste:
Taste buds on the tongue
Influence of sense of smell, texture of food, and pain stimulation (e.g., by pepper)
Primary and Secondary Taste Sensations:
Primary taste sensations: Sweet, Sour, Salty, Bitter, Umami
Chemical basis and signal transduction mechanisms for each taste
Taste Threshold and Index:
Taste threshold values for Sweet (sucrose), Salty (NaCl), Sour (HCl), and Bitter (Quinine)
Taste index relationship: Inversely proportional to taste threshold
Taste Blindness:
Inability to taste certain substances, particularly thiourea compounds
Example: Phenylthiocarbamide
Structure and Function of Taste Buds:
Composition: Epithelial cells, Sustentacular/Supporting cells, Taste cells, Basal cells
Features: Taste pores, Taste hairs/microvilli, and Taste nerve fibers
Location of Taste Buds:
Found in papillae of the tongue (Fungiform, Circumvallate, Foliate)
Also present on the palate, tonsillar pillars, epiglottis, and proximal esophagus
Mechanism of Taste Stimulation:
Interaction of taste substances with receptors on microvilli
Signal transduction pathways for Umami, Sweet, Bitter, Sour, and Salty tastes
Taste Sensitivity and Adaptation:
Decrease in sensitivity with age
Rapid adaptation of taste sensation
Role of Saliva in Taste:
Dissolution of tastants to reach receptors
Washing away the stimulus
Taste Preferences and Aversions:
Mechanisms behind taste preference and aversion
Influence of receptors and neural pathways
Impact of Sensory Nerve Damage:
Degeneration of taste buds if the sensory nerve fiber is cut
Abnormalities of Taste Detection:
Conditions: Ageusia, Hypogeusia, Dysgeusia (parageusia)
Causes: Nerve damage, neurological disorders, infections, poor oral hygiene, adverse drug effects, deficiencies, aging, tobacco use, altered neurotransmitter levels
Neurotransmitters and Taste Threshold:
Effects of serotonin (5-HT) and norepinephrine (NE) on taste sensitivity
Supertasters:
25% of the population with heightened sensitivity to taste, especially bitterness
Increased number of fungiform papillae
Anti ulcer drugs and their Advance pharmacology ||
Anti-ulcer drugs are medications used to prevent and treat ulcers in the stomach and upper part of the small intestine (duodenal ulcers). These ulcers are often caused by an imbalance between stomach acid and the mucosal lining, which protects the stomach lining.
||Scope: Overview of various classes of anti-ulcer drugs, their mechanisms of action, indications, side effects, and clinical considerations.
Lung Cancer: Artificial Intelligence, Synergetics, Complex System Analysis, S...Oleg Kshivets
RESULTS: Overall life span (LS) was 2252.1±1742.5 days and cumulative 5-year survival (5YS) reached 73.2%, 10 years – 64.8%, 20 years – 42.5%. 513 LCP lived more than 5 years (LS=3124.6±1525.6 days), 148 LCP – more than 10 years (LS=5054.4±1504.1 days).199 LCP died because of LC (LS=562.7±374.5 days). 5YS of LCP after bi/lobectomies was significantly superior in comparison with LCP after pneumonectomies (78.1% vs.63.7%, P=0.00001 by log-rank test). AT significantly improved 5YS (66.3% vs. 34.8%) (P=0.00000 by log-rank test) only for LCP with N1-2. Cox modeling displayed that 5YS of LCP significantly depended on: phase transition (PT) early-invasive LC in terms of synergetics, PT N0—N12, cell ratio factors (ratio between cancer cells- CC and blood cells subpopulations), G1-3, histology, glucose, AT, blood cell circuit, prothrombin index, heparin tolerance, recalcification time (P=0.000-0.038). Neural networks, genetic algorithm selection and bootstrap simulation revealed relationships between 5YS and PT early-invasive LC (rank=1), PT N0—N12 (rank=2), thrombocytes/CC (3), erythrocytes/CC (4), eosinophils/CC (5), healthy cells/CC (6), lymphocytes/CC (7), segmented neutrophils/CC (8), stick neutrophils/CC (9), monocytes/CC (10); leucocytes/CC (11). Correct prediction of 5YS was 100% by neural networks computing (area under ROC curve=1.0; error=0.0).
CONCLUSIONS: 5YS of LCP after radical procedures significantly depended on: 1) PT early-invasive cancer; 2) PT N0--N12; 3) cell ratio factors; 4) blood cell circuit; 5) biochemical factors; 6) hemostasis system; 7) AT; 8) LC characteristics; 9) LC cell dynamics; 10) surgery type: lobectomy/pneumonectomy; 11) anthropometric data. Optimal diagnosis and treatment strategies for LC are: 1) screening and early detection of LC; 2) availability of experienced thoracic surgeons because of complexity of radical procedures; 3) aggressive en block surgery and adequate lymph node dissection for completeness; 4) precise prediction; 5) adjuvant chemoimmunoradiotherapy for LCP with unfavorable prognosis.
New Directions in Targeted Therapeutic Approaches for Older Adults With Mantl...i3 Health
i3 Health is pleased to make the speaker slides from this activity available for use as a non-accredited self-study or teaching resource.
This slide deck presented by Dr. Kami Maddocks, Professor-Clinical in the Division of Hematology and
Associate Division Director for Ambulatory Operations
The Ohio State University Comprehensive Cancer Center, will provide insight into new directions in targeted therapeutic approaches for older adults with mantle cell lymphoma.
STATEMENT OF NEED
Mantle cell lymphoma (MCL) is a rare, aggressive B-cell non-Hodgkin lymphoma (NHL) accounting for 5% to 7% of all lymphomas. Its prognosis ranges from indolent disease that does not require treatment for years to very aggressive disease, which is associated with poor survival (Silkenstedt et al, 2021). Typically, MCL is diagnosed at advanced stage and in older patients who cannot tolerate intensive therapy (NCCN, 2022). Although recent advances have slightly increased remission rates, recurrence and relapse remain very common, leading to a median overall survival between 3 and 6 years (LLS, 2021). Though there are several effective options, progress is still needed towards establishing an accepted frontline approach for MCL (Castellino et al, 2022). Treatment selection and management of MCL are complicated by the heterogeneity of prognosis, advanced age and comorbidities of patients, and lack of an established standard approach for treatment, making it vital that clinicians be familiar with the latest research and advances in this area. In this activity chaired by Michael Wang, MD, Professor in the Department of Lymphoma & Myeloma at MD Anderson Cancer Center, expert faculty will discuss prognostic factors informing treatment, the promising results of recent trials in new therapeutic approaches, and the implications of treatment resistance in therapeutic selection for MCL.
Target Audience
Hematology/oncology fellows, attending faculty, and other health care professionals involved in the treatment of patients with mantle cell lymphoma (MCL).
Learning Objectives
1.) Identify clinical and biological prognostic factors that can guide treatment decision making for older adults with MCL
2.) Evaluate emerging data on targeted therapeutic approaches for treatment-naive and relapsed/refractory MCL and their applicability to older adults
3.) Assess mechanisms of resistance to targeted therapies for MCL and their implications for treatment selection
Flu Vaccine Alert in Bangalore Karnatakaaddon Scans
As flu season approaches, health officials in Bangalore, Karnataka, are urging residents to get their flu vaccinations. The seasonal flu, while common, can lead to severe health complications, particularly for vulnerable populations such as young children, the elderly, and those with underlying health conditions.
Dr. Vidisha Kumari, a leading epidemiologist in Bangalore, emphasizes the importance of getting vaccinated. "The flu vaccine is our best defense against the influenza virus. It not only protects individuals but also helps prevent the spread of the virus in our communities," he says.
This year, the flu season is expected to coincide with a potential increase in other respiratory illnesses. The Karnataka Health Department has launched an awareness campaign highlighting the significance of flu vaccinations. They have set up multiple vaccination centers across Bangalore, making it convenient for residents to receive their shots.
To encourage widespread vaccination, the government is also collaborating with local schools, workplaces, and community centers to facilitate vaccination drives. Special attention is being given to ensuring that the vaccine is accessible to all, including marginalized communities who may have limited access to healthcare.
Residents are reminded that the flu vaccine is safe and effective. Common side effects are mild and may include soreness at the injection site, mild fever, or muscle aches. These side effects are generally short-lived and far less severe than the flu itself.
Healthcare providers are also stressing the importance of continuing COVID-19 precautions. Wearing masks, practicing good hand hygiene, and maintaining social distancing are still crucial, especially in crowded places.
Protect yourself and your loved ones by getting vaccinated. Together, we can help keep Bangalore healthy and safe this flu season. For more information on vaccination centers and schedules, residents can visit the Karnataka Health Department’s official website or follow their social media pages.
Stay informed, stay safe, and get your flu shot today!
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How to become a better influencer in sales(1)
1. How to Become a Better
Influencer in Sales
Dave Malone
Evolve Consultants
www.evolve.ie
2. 3 questions
• Testimonials: Before you meet v during your presentation?
• Which do you show first: Less costly v Most costly?
• What do you present to a prospect: Pain v Gain?
3. Facts about Influence
• Two way
• People think they are better
• Not manipulation
• Process not one hit wonder
• Better looking and old
• No.1 stressor – poor interpersonal relationships
• Takes planning, practice and perseverance
4. 3 Ways to Change Behaviour
• Compliance
• Commitment Result Belief
• Internalisation
Behaviour
5. Ethical Influence
What is necessary to change a person is to
change his / her awareness of himself / herself
(Abraham Maslow 1908-1970)
8. Traits of Best Influencers
• Open (appearing to be)
• Honest
• Trustworthy
• Facilitative / Consultative
• No pressure
• Compromise (give a little bit)
• Not feared
• Never manipulative
• Flexible
9. The rules of Reciprocation
• Feel indebted to others when someone does us a good turn or gives us
something
• We often pay people back much more than we received
• Example: The Hare Krishna Society (Flowers to Flags)
• Example: Samples in supermarkets
• The Christmas card conundrum
“Who can I help first not who can help me?”
9
10. Reciprocation
• “I am obliged to give back to you the form
of behaviour you have given back to me”.
12. Commitment and Consistency
• We are much more likely to do something if we have already
made small commitments to do something towards it
• Example: Restaurant in Chicago
– Call if you have to change reservation v will you call if you have to change your
reservation (30% down to 10%)
• Cancer charity collection
• Incremental movement – help buyers verbalise
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14. ‘Don’t use all towels in room
1. Because it will save environment
2. Because it will conserve energy
3. Because all other guests are doing it
15. The Law of Social Proof
• When we’re unsure of what action to take, we look to others to see what
they’re doing for guidance, or even instruction
• Ever driven past a road accident behind many other motorists and
wondered why no-one stopped? This is Social Proof in action
• www.hotel.com / 9 out of 10 cats prefer…. / Testimonials
15
17. The Law of Liking
A.K.A. - “the friendly thief.”
• Physical / Similarity / Compliments / Values
• Mainly, people will only ever buy from people they know, like and trust
• Credibility and likeability amongst your most targeted prospects is such
an important gap to bridge
• “Matching and mirroring”
• “Researching and profiling”
17
18. Authority
• Society is structured based on this law
• We are much more likely to act if you are authority
figure.
• We grew up with this conditioning
• “The J-walker”
18
19. Scarcity
• When something is in short supply, we want it
• Price of oil / Flu vaccine / SSIA
• Generally people act more out of fear, or the
avoidance of perceived pain, than they will for the
joy, or pursuit of perceived pleasure or opportunity
• Apple Computers are masters at restricting supply
of their products.
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20. Contrast and Comparison
• We perceive something of higher value when it’s
compared to something of even higher value
• Car Showrooms (Most expensive to car no 2)
• Show your best first
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21. Your Message
• Their photographs
• Short & simple
• The power of three
• Action orientated
• 1st party
22. Know yourself .. Know others
• “No such thing as awkward patients just
inflexible doctors” – Dr Patch Adams
• Research
• Listen
• Flex
23. Extrovert
RED YELLOW
Analyse Where are you? Gut
BLUE GREEN
Introvert
24. Forward
Aggressive / Forward
Dominance Influence
Considered Impulsive
& &
Controlled Open
Compliance Steadiness
Reserved
25. Forward
Aggressive / Forward
Director Influencers
Results-Oriented “Sales Personalities”
The “Boss” Motivators
Leads from the front 3 of these + 6-pack = party
Considered Impulsive
& &
Controlled Open
Analytical Team players
Quality-Oriented “Feelers”
Step-by-Step Empathetic
Get it Right Listeners
Reserved
26. Style Spotting - Some Clues
• Direct • Sociable, enthusiastic
• Inner certainty • Outgoing/faster pace
• May interrupt • Smiles more
• Focused questions • More gestures
•‘Tell’ style • Flippant
• Asks detail questions • Slow to approach
• Reserved • Slower speech
• Business focus • May be hesitant
• Little facial expression • Pauses before replying
• Considered answers • ‘Ask’ style
27. How to communicate with me...
Action Oriented Experiential
Get to the Point Get me involved
Practical Action Interactive
Immediate Spontaneous
Fast Sociable
Theoretical Reflective
Give me the details Give me time to review
Intellectual Structured Activities
Thorough Processing Stands back
Research Cautious
Editor's Notes
Influence helps you to change your mind and your behaviours – but for how long Compliance – I must do it because something awful will happen if I don’t – You’ll beat me I’ll get fired, embarrassed, shitty shifts, you’ll give me a bad area, you send me to Limerick!!! Rewards also get compliance – more money, more overtime, more time off (But when I stop giving you’ll stop the behaviour and revert or when I am not around Commitment – You’ll do it because you like me, because I’m a good person, your committed to me But your level of performance is not as strong – When the heat is on!! – Bible – cock crowed three times Internalisation – I will now do something because I really belief that it is right to do it – Even if there is nobody close by to see I will still acts consistent with this beliefs that are deep within me. So how do I come to my belief structure? Guy at Disco – Lovely Women – Says to himself – I’ll go over there we’ll have a chat, we’ll have a dance, get on well, have another date, meal, engagement, marriage, kids, retire or maybe he wants more love of a shorter term nature – What will he think when he takes the first step? Too tall, she’ll say no, can’t dance, friends will laugh so what do I do? Go back and have 8 more pints and I’ll be much more attractive and a much better dancer!! Then I go over and she says no and I say I told you so. We say – I will believe it when I see it In reality – I will see it when I believe it (Mindset) To change a belief we loose something – we’re saying that we were wrong (Boss promotes someone beyond capabilities-who owns up it will look like weakness) We’re not good at changing our beliefs to protect our self image You need to help people change their beliefs KEY POINT – YOU WERE DEAD RIGHT TO HAVE THAT BELIEF BUT NOW THINGS ARE DIFFERENT What strongly held beliefs have you changed recently (last 5 years) PEOPLE WON’T CHANGE BELIEFS WHEN THEY ARE UNDER PRESSURE To change Behaviour by Internalisation we need to change beliefs Opposing point of view is least effective
Exercise Read A and then Read B and list the key differences pages 3 and 4 What was wrong with the first Says what he was going to say anyway – there was no sign of listening – no engagement-Paralle No add on’s – no linking (add to info I’ve just given you – No Influence 2 nd approach More Open Began by giving the other person Perceived Control Interested in their WIIFM and issues asked questions Summary and commitment of needs Pain Questions Pain Expansion – Weight Lose Clinic – I want to lose weight – Why – I can live longer – More energy to play with Kids – Feel better better clothes Move from Implicit to Explicit Language Use – Don’t state your opinion as a fact just state it as an opinion (a suggestion) Influence v Negotiation Influence is a process to help people form a view about something Negotiation – we swap tradeables I give you something you give me something
Yellows (Peacock, Expressives) Visionary People, Lots of Energy, Present a great image to the world, Make friends easily, can be superfical friendship, Emotional, Party animals, Gagets (Cars budget), new,early adopters, First Best etc (Hi Emotions, Hi Decisions) Reds (Drivers, Panthers) Results, Outspoke, pragmatic, end justifies the means, to do lists, very business, feelin of achievement, Loves a challenge, staright to business, Little small talk, (Low Emotion Hi Decision Making) Greens (Dolphin, Accomodators, Relators) Save the world, Great listeners, Keep secrets, Supportive, Concern about keeping the balance, status quo, small talk, fair play, fussy about manners, (Hi Emotion, Low Decision making) Blues (Owl, Analysts) Facts, Figures, Great Questions, Proof Quality, Low facial reactions (Low Emotions, Low Decisions making)