Brian Frank is the Head of Global Operations at LinkedIn and is based in the San Francisco Bay Area. He has over 500 connections and 14 recommendations on LinkedIn. The document discusses the values of Recruiting Solutions which include being member-first, building relationships, taking intelligent risks, and acting like an owner. It also outlines the company's culture of transformation, integrity, collaboration, humor and results. The leadership principles encourage managing compassionately, inspiring others, making fast decisions, working hard and having fun.
This document discusses how to attract and engage Generation Y, or Millennials, in the workplace. It first defines Gen Y as those born between 1982-1998, who currently make up 24% of the global workforce. It then argues that organizations should care about attracting Gen Y because 10,000 Baby Boomers are retiring daily for the next 10 years. The document outlines Gen Y's expectations around technology use, social causes, and work-life balance. It acknowledges biases that exist around Gen Y's skills and work ethic. Finally, it provides recommendations for organizations, including developing Gen Y's leadership skills, fostering relationships, and offering flexible work arrangements to continuously engage this demographic.
Real Estate Leadership: Generations and CommunicationsMatthew Rathbun
Presentation on leading in the Real Estate industry today and beyond... This session covers generational differences and how to communicate to bring them all together.
Thinking strategically & critically seeing possibilitiesRebecca Jones
Strategic thinking involves seeing possibilities by viewing situations from different perspectives, questioning assumptions, and focusing on the future. It requires openness, flexibility, and adapting views over time. Key aspects of strategic thinking discussed in the document include clarifying assumptions, questioning the status quo, avoiding decision traps like anchoring, and seeing opportunities where others see difficulties. The document provides techniques for practicing strategic thinking and emphasizes its importance for effective problem solving and decision making.
Georgina proposes creating a new brand and logo called "Georginaart" to represent herself and her graphic design work. The proposed logo is simple, includes her name, and can be used across different websites and platforms. She also provides a values chart to help identify what is most important to her in her career.
Excellence Of Operating Quality, Profitable ClubsBill McBride
This document provides an overview of a presentation given by Bill McBride, President and COO of Club One, Inc. The presentation focuses on operating quality, profitable clubs and redefining or reframing issues to achieve success. It covers industry trends, leadership principles, management techniques, marketing strategies and the customer experience to help clubs improve performance.
It analyzes motivation as a systemic phenomenon influenced by leadership, environment, and individual psychology, and identifies specific Theory Z factors for each category that increased motivation when implemented, leading to significant financial benefits.
How to create personas and how to segement your audience in a meaningful way.
Hammad Khan of Zabisco presented this slideshow to a crowd of 50 digital decision makers for a Figaro Digital seminar in November 2011.
Brian Frank is the Head of Global Operations at LinkedIn and is based in the San Francisco Bay Area. He has over 500 connections and 14 recommendations on LinkedIn. The document discusses the values of Recruiting Solutions which include being member-first, building relationships, taking intelligent risks, and acting like an owner. It also outlines the company's culture of transformation, integrity, collaboration, humor and results. The leadership principles encourage managing compassionately, inspiring others, making fast decisions, working hard and having fun.
This document discusses how to attract and engage Generation Y, or Millennials, in the workplace. It first defines Gen Y as those born between 1982-1998, who currently make up 24% of the global workforce. It then argues that organizations should care about attracting Gen Y because 10,000 Baby Boomers are retiring daily for the next 10 years. The document outlines Gen Y's expectations around technology use, social causes, and work-life balance. It acknowledges biases that exist around Gen Y's skills and work ethic. Finally, it provides recommendations for organizations, including developing Gen Y's leadership skills, fostering relationships, and offering flexible work arrangements to continuously engage this demographic.
Real Estate Leadership: Generations and CommunicationsMatthew Rathbun
Presentation on leading in the Real Estate industry today and beyond... This session covers generational differences and how to communicate to bring them all together.
Thinking strategically & critically seeing possibilitiesRebecca Jones
Strategic thinking involves seeing possibilities by viewing situations from different perspectives, questioning assumptions, and focusing on the future. It requires openness, flexibility, and adapting views over time. Key aspects of strategic thinking discussed in the document include clarifying assumptions, questioning the status quo, avoiding decision traps like anchoring, and seeing opportunities where others see difficulties. The document provides techniques for practicing strategic thinking and emphasizes its importance for effective problem solving and decision making.
Georgina proposes creating a new brand and logo called "Georginaart" to represent herself and her graphic design work. The proposed logo is simple, includes her name, and can be used across different websites and platforms. She also provides a values chart to help identify what is most important to her in her career.
Excellence Of Operating Quality, Profitable ClubsBill McBride
This document provides an overview of a presentation given by Bill McBride, President and COO of Club One, Inc. The presentation focuses on operating quality, profitable clubs and redefining or reframing issues to achieve success. It covers industry trends, leadership principles, management techniques, marketing strategies and the customer experience to help clubs improve performance.
It analyzes motivation as a systemic phenomenon influenced by leadership, environment, and individual psychology, and identifies specific Theory Z factors for each category that increased motivation when implemented, leading to significant financial benefits.
How to create personas and how to segement your audience in a meaningful way.
Hammad Khan of Zabisco presented this slideshow to a crowd of 50 digital decision makers for a Figaro Digital seminar in November 2011.
This document discusses strategies for finding and assessing talent. It suggests focusing on traits like judgment, resilience and curiosity rather than just credentials. Sources of talent have expanded from just print ads and referrals to include social networks, company websites and public talent portfolios. Assessing candidates requires observing them over time and asking open-ended "how" and "why" questions to understand traits like problem-solving ability. Non-traditional resumes with niche skills can succeed if the right traits are present. Public portfolios now allow employers to identify talent anywhere in the world. Overall it encourages looking beyond surface credentials to find special traits and abilities.
Point B is a consulting firm that does not have company offices for its nearly 400 consultants to work from. Despite this, it is rated one of the top consulting firms in terms of culture. The firm's CEO says they have invested heavily in culture-building activities to unite employees, such as monthly meetups and multi-day retreats. More importantly, employees feel a strong shared set of values and culture from the firm. Leadership at Point B is described as fluid and not hierarchical, with leaders taking on roles as needed to connect people and share information across the network of consultants.
The document discusses understanding strengths by providing an overview of Gallup's research on strengths which found that high achievers spend most of their time using their strengths, learn to partner with others for weaknesses, and apply strengths to overcome obstacles. It also discusses the four domains of leadership strengths: executing, relationship building, strategic thinking, and influencing. The document advocates for focusing on strengths rather than weaknesses to promote success.
2011’s HOT BUTTON TOPIC: ENGAGEMENT THROUGH GAMIFICATION.Merging Media
2011’s HOT BUTTON TOPIC: ENGAGEMENT THROUGH GAMIFICATION.
Speaker: Scott Dodson, COO, Bobber Interactive.
In just a year, Gamification has become the hottest and most engaging media strategy of the day, but are we just diving in and getting the most of Gamification or missing the mark? Can games change the way we engage film/TV audiences? US Gamification expert Scott Dodson shares some interesting insights into this new trend and provides some existing examples of good play!
This document summarizes a presentation on incorporating digital media into traditional PR campaigns. It discusses how social media has changed communications and the importance of listening to consumers and measuring social media efforts. Companies are advised to empower employees to participate appropriately in social media and have policies for responding to negative comments. Real examples from companies like United Airlines, Pizza Hut, and Comcast demonstrate both good and bad social media strategies.
To be an effective leader you need to know your strengths—but that’s only part of the story. You also need a broad perspective on all the behaviors needed to be an effective leader. This book provides both.
Focused properly, leadership charisma fosters an environment where every one of your people has a positive and energetic attitude, is emotionally and intellectually committed to your vision, and is inspired to contribute his or her very best. Watch this 60 minute webinar and learn how any leader can become more personally charismatic - and how any leader can harness that charisma to achieve superior bottom-line results for their businesses.
What You Will learn:
The impact of Leadership on Employee Engagement
Six Critical Behaviors of Engaging & Productive Leaders
Key Drivers of Individual Performance
The document provides an overview of strengths and the Gallup research on strengths. It discusses how strengths differ from a traditional deficit focus, highlighting that high achievers spend most of their time developing their natural talents. The document also explains how to understand strengths in terms of talents, competence, and developing an orientation around strengths rather than focusing on weaknesses. It emphasizes using one's strengths to overcome obstacles and capitalize on talents in new situations. Finally, it suggests sharing one's strengths with others and using them in academics and career.
Equipping Managers to Engage: Getting ConnectedJitka Holt
This document outlines an agenda and materials for a two-day employee engagement course for managers. The agenda includes assessing organizational engagement, defining the manager's role in building connections, creating conditions for engagement across the organization and individually, and providing ongoing support. The materials provide frameworks for understanding organizational health and the types of organizations, the manager's role in engaging at cognitive, affective, behavioral and spiritual levels, and creating conditions for communication and engagement at both the organizational and individual level through leadership, communication, development and support.
ICWES15 - For Female Engineers: How to Improve your Careers Prospects in Male...Engineers Australia
The document discusses challenges faced by women in male-dominated engineering organizations and provides solutions. It notes that masculine corporate cultures present barriers to women's career advancement. Suggested solutions include attracting more women to engineering fields, changing organizational culture to value diversity, and developing skills like understanding power structures, leadership styles, and how to effectively "play the game" within the existing culture. The goal is to empower individual women while ultimately changing corporate cultures over time by increasing women's representation in management.
The document introduces a collection of questions from various authors aimed at engaging conversations in the workplace. It acknowledges the contributions of the authors and editors in compiling the questions. The introduction explains that asking questions can engage others by prompting thought and that questions should be asked sincerely with a willingness to discuss the responses.
The Myers-Briggs Type Indicator (MBTI) and DiSC assessments are personality assessments used for leadership development, communication, and team development. The MBTI focuses on preferences for taking in information and making decisions, providing a four-letter type and facets. DiSC examines behavior in work environments. Both have reliable and valid measurement properties and can be administered online or with paper/pencil. Qualified interpreters help individuals understand and apply their results.
The document discusses how the Myers-Briggs Type Indicator (MBTI) tool can be used to help teams by identifying personality types, strengths, and blind spots. It describes how MBTI can be applied to six core team issues using different lenses: function lens identifies how ST, SF, NF, and NT personality types approach problems; quadrant lens identifies how IS, IN, ES, and EN personality types approach problems; temperament lens identifies how SJ, SP, NF, and NT personality types approach problems; and dynamic lens identifies how S, I, T, and F personality types approach problems. Applying the various lenses to the six core issues provides 24 ways to help teams.
Executive Coaching Team Building And Myers Briggs Type Indicatorguestfbb212e
Description of how MBTI can be used in Executive Coaching and Team building. Includes some background on top, and information about what each dichotomy means.
The document describes the Myers-Briggs personality types of various Simpsons characters. It provides descriptions of 16 personality types (such as ENTJ, ISFJ, etc.) and matches each type with a Simpsons character (e.g. Mr. Burns is an INTJ, Marge is an ISFJ). For each type, it gives a brief characterization, description of the personality traits, and examples of common careers for that type.
The Myers-Briggs Type Indicator (MBTI) is a self-report personality inventory based on Carl Jung's theory of psychological types. It assesses preferences on four dichotomous scales: Extraversion vs Introversion, Sensing vs Intuition, Thinking vs Feeling, and Judging vs Perceiving. The MBTI was developed in the 1940s and is the most widely used personality indicator worldwide, with around 1-3 million administrations annually. It identifies personality preferences but does not measure traits like IQ, psychopathology, or maturity levels. The MBTI can provide self-awareness for better self-management and identification of developmental opportunities. However, it should not be used to
Developing Potential (UK) are specialists in designing and delivering MBTI programmes for individual, team and leadership development. Programmes are delivered worldwide.
Here is an explanation of the MBTI personality instrument and information on the four pairings and 8 differences. Use the MBTI for personal, team, leadership and organisational development. If you have any questions, please do be in touch. We will be happy to help.
The document outlines an agenda for a workshop on the Myers-Briggs Type Indicator (MBTI) instrument. The agenda includes an introduction to MBTI, understanding MBTI preferences, exercises to understand how people with different preferences interact, and coping with stress using type. The workshop aims to help participants understand how team interactions are influenced by individual preferences and develop strategies for effective communication and problem solving using type.
A Guide to SlideShare Analytics - Excerpts from Hubspot's Step by Step Guide ...SlideShare
This document provides a summary of the analytics available through SlideShare for monitoring the performance of presentations. It outlines the key metrics that can be viewed such as total views, actions, and traffic sources over different time periods. The analytics help users identify topics and presentation styles that resonate best with audiences based on view and engagement numbers. They also allow users to calculate important metrics like view-to-contact conversion rates. Regular review of the analytics insights helps users improve future presentations and marketing strategies.
The document summarizes a presentation on measuring employee engagement in high performance organizations. It discusses the importance of measuring employee opinions through surveys to understand satisfaction, engagement, and motivation. Regular surveys can help identify issues, facilitate strategic alignment between HR and business goals, and ensure the organization has the right people and culture to execute its strategy. The results should be openly shared and used to develop action plans and programs to improve the work environment and increase engagement. Engaged employees are more productive, innovative, and better retain customers compared to satisfied but disengaged employees. Leadership, clear communication, and aligned HR practices can help boost engagement.
This document discusses strategies for finding and assessing talent. It suggests focusing on traits like judgment, resilience and curiosity rather than just credentials. Sources of talent have expanded from just print ads and referrals to include social networks, company websites and public talent portfolios. Assessing candidates requires observing them over time and asking open-ended "how" and "why" questions to understand traits like problem-solving ability. Non-traditional resumes with niche skills can succeed if the right traits are present. Public portfolios now allow employers to identify talent anywhere in the world. Overall it encourages looking beyond surface credentials to find special traits and abilities.
Point B is a consulting firm that does not have company offices for its nearly 400 consultants to work from. Despite this, it is rated one of the top consulting firms in terms of culture. The firm's CEO says they have invested heavily in culture-building activities to unite employees, such as monthly meetups and multi-day retreats. More importantly, employees feel a strong shared set of values and culture from the firm. Leadership at Point B is described as fluid and not hierarchical, with leaders taking on roles as needed to connect people and share information across the network of consultants.
The document discusses understanding strengths by providing an overview of Gallup's research on strengths which found that high achievers spend most of their time using their strengths, learn to partner with others for weaknesses, and apply strengths to overcome obstacles. It also discusses the four domains of leadership strengths: executing, relationship building, strategic thinking, and influencing. The document advocates for focusing on strengths rather than weaknesses to promote success.
2011’s HOT BUTTON TOPIC: ENGAGEMENT THROUGH GAMIFICATION.Merging Media
2011’s HOT BUTTON TOPIC: ENGAGEMENT THROUGH GAMIFICATION.
Speaker: Scott Dodson, COO, Bobber Interactive.
In just a year, Gamification has become the hottest and most engaging media strategy of the day, but are we just diving in and getting the most of Gamification or missing the mark? Can games change the way we engage film/TV audiences? US Gamification expert Scott Dodson shares some interesting insights into this new trend and provides some existing examples of good play!
This document summarizes a presentation on incorporating digital media into traditional PR campaigns. It discusses how social media has changed communications and the importance of listening to consumers and measuring social media efforts. Companies are advised to empower employees to participate appropriately in social media and have policies for responding to negative comments. Real examples from companies like United Airlines, Pizza Hut, and Comcast demonstrate both good and bad social media strategies.
To be an effective leader you need to know your strengths—but that’s only part of the story. You also need a broad perspective on all the behaviors needed to be an effective leader. This book provides both.
Focused properly, leadership charisma fosters an environment where every one of your people has a positive and energetic attitude, is emotionally and intellectually committed to your vision, and is inspired to contribute his or her very best. Watch this 60 minute webinar and learn how any leader can become more personally charismatic - and how any leader can harness that charisma to achieve superior bottom-line results for their businesses.
What You Will learn:
The impact of Leadership on Employee Engagement
Six Critical Behaviors of Engaging & Productive Leaders
Key Drivers of Individual Performance
The document provides an overview of strengths and the Gallup research on strengths. It discusses how strengths differ from a traditional deficit focus, highlighting that high achievers spend most of their time developing their natural talents. The document also explains how to understand strengths in terms of talents, competence, and developing an orientation around strengths rather than focusing on weaknesses. It emphasizes using one's strengths to overcome obstacles and capitalize on talents in new situations. Finally, it suggests sharing one's strengths with others and using them in academics and career.
Equipping Managers to Engage: Getting ConnectedJitka Holt
This document outlines an agenda and materials for a two-day employee engagement course for managers. The agenda includes assessing organizational engagement, defining the manager's role in building connections, creating conditions for engagement across the organization and individually, and providing ongoing support. The materials provide frameworks for understanding organizational health and the types of organizations, the manager's role in engaging at cognitive, affective, behavioral and spiritual levels, and creating conditions for communication and engagement at both the organizational and individual level through leadership, communication, development and support.
ICWES15 - For Female Engineers: How to Improve your Careers Prospects in Male...Engineers Australia
The document discusses challenges faced by women in male-dominated engineering organizations and provides solutions. It notes that masculine corporate cultures present barriers to women's career advancement. Suggested solutions include attracting more women to engineering fields, changing organizational culture to value diversity, and developing skills like understanding power structures, leadership styles, and how to effectively "play the game" within the existing culture. The goal is to empower individual women while ultimately changing corporate cultures over time by increasing women's representation in management.
The document introduces a collection of questions from various authors aimed at engaging conversations in the workplace. It acknowledges the contributions of the authors and editors in compiling the questions. The introduction explains that asking questions can engage others by prompting thought and that questions should be asked sincerely with a willingness to discuss the responses.
The Myers-Briggs Type Indicator (MBTI) and DiSC assessments are personality assessments used for leadership development, communication, and team development. The MBTI focuses on preferences for taking in information and making decisions, providing a four-letter type and facets. DiSC examines behavior in work environments. Both have reliable and valid measurement properties and can be administered online or with paper/pencil. Qualified interpreters help individuals understand and apply their results.
The document discusses how the Myers-Briggs Type Indicator (MBTI) tool can be used to help teams by identifying personality types, strengths, and blind spots. It describes how MBTI can be applied to six core team issues using different lenses: function lens identifies how ST, SF, NF, and NT personality types approach problems; quadrant lens identifies how IS, IN, ES, and EN personality types approach problems; temperament lens identifies how SJ, SP, NF, and NT personality types approach problems; and dynamic lens identifies how S, I, T, and F personality types approach problems. Applying the various lenses to the six core issues provides 24 ways to help teams.
Executive Coaching Team Building And Myers Briggs Type Indicatorguestfbb212e
Description of how MBTI can be used in Executive Coaching and Team building. Includes some background on top, and information about what each dichotomy means.
The document describes the Myers-Briggs personality types of various Simpsons characters. It provides descriptions of 16 personality types (such as ENTJ, ISFJ, etc.) and matches each type with a Simpsons character (e.g. Mr. Burns is an INTJ, Marge is an ISFJ). For each type, it gives a brief characterization, description of the personality traits, and examples of common careers for that type.
The Myers-Briggs Type Indicator (MBTI) is a self-report personality inventory based on Carl Jung's theory of psychological types. It assesses preferences on four dichotomous scales: Extraversion vs Introversion, Sensing vs Intuition, Thinking vs Feeling, and Judging vs Perceiving. The MBTI was developed in the 1940s and is the most widely used personality indicator worldwide, with around 1-3 million administrations annually. It identifies personality preferences but does not measure traits like IQ, psychopathology, or maturity levels. The MBTI can provide self-awareness for better self-management and identification of developmental opportunities. However, it should not be used to
Developing Potential (UK) are specialists in designing and delivering MBTI programmes for individual, team and leadership development. Programmes are delivered worldwide.
Here is an explanation of the MBTI personality instrument and information on the four pairings and 8 differences. Use the MBTI for personal, team, leadership and organisational development. If you have any questions, please do be in touch. We will be happy to help.
The document outlines an agenda for a workshop on the Myers-Briggs Type Indicator (MBTI) instrument. The agenda includes an introduction to MBTI, understanding MBTI preferences, exercises to understand how people with different preferences interact, and coping with stress using type. The workshop aims to help participants understand how team interactions are influenced by individual preferences and develop strategies for effective communication and problem solving using type.
A Guide to SlideShare Analytics - Excerpts from Hubspot's Step by Step Guide ...SlideShare
This document provides a summary of the analytics available through SlideShare for monitoring the performance of presentations. It outlines the key metrics that can be viewed such as total views, actions, and traffic sources over different time periods. The analytics help users identify topics and presentation styles that resonate best with audiences based on view and engagement numbers. They also allow users to calculate important metrics like view-to-contact conversion rates. Regular review of the analytics insights helps users improve future presentations and marketing strategies.
The document summarizes a presentation on measuring employee engagement in high performance organizations. It discusses the importance of measuring employee opinions through surveys to understand satisfaction, engagement, and motivation. Regular surveys can help identify issues, facilitate strategic alignment between HR and business goals, and ensure the organization has the right people and culture to execute its strategy. The results should be openly shared and used to develop action plans and programs to improve the work environment and increase engagement. Engaged employees are more productive, innovative, and better retain customers compared to satisfied but disengaged employees. Leadership, clear communication, and aligned HR practices can help boost engagement.
A hard look at the softer side of business analysisJoe Newbert
Step forward the Business Analyst star. Taking a hard look at the soft skills as a catalyst for Business Analysis success, in the December 2008 IIBA Newsletter.
Talk given in March 2013 at Dublin City Public Libraries as part of their public lecture series on career development. Prepared and delivered by John Deely BA MSc, Occupational Psychologist with Pinpoint (www.pinpoint.ie)
This document discusses how to better understand website and app audiences through the use of personas. It recommends moving beyond traditional role-based segmentation by humanizing personas so they reflect real people's motivations and goals. The document provides a 5-step process for creating effective personas: 1) identify individuals, 2) understand goals and scenarios, 3) discover motivations, 4) apply appropriate modes of persuasion, and 5) create profile summaries centered around users. Motivations can be intrinsic like mastery or extrinsic like recognition. Personas should be used to guide design and marketing rather than just created as an exercise.
Barrett Values Centre - Cultural Transformation Tools Overview 2012 ctt over...Phil Clothier
The document provides an overview of cultural transformation tools from the Values Centre, including details on values assessments that have been conducted in various countries and regions. It also discusses how organizational transformation begins with the personal transformation of leaders, and outlines the 7 levels of organizational consciousness as well as tools for measuring an organization's current culture and desired culture.
This document provides an overview of cultural transformation tools from the Barrett Values Centre. It describes how organizational transformation starts with personal transformation of leaders. It then gives an example of how values assessments can be conducted for organizations in different countries. The document outlines seven levels of organizational consciousness and how cultural entropy measures the percentage of fear and dysfunction within an organization. It also shows how survey questions are used to assess personal, current organizational culture, and desired organizational culture values.
This document discusses the importance of company culture and how it acts as a brand.
It begins by stating that a company's culture is its brand and defines a company's values, vision, and mission. It then discusses that engaged employees are important for productivity and retention. Companies with strong cultures that empower employees see higher returns.
The document uses Zappos as a case study, highlighting how their core values guide their strategy and culture. This culture allowed them to be sold for $1.25 billion while retaining autonomy and creating a training program.
It concludes by offering three ways for companies to strengthen culture: sincere leadership, truly assessing culture with employee feedback, and empowering employee ambassadors who embody the
Create the Job of Your Dreams - George Brown Oct 2012Edwin Jansen
The document provides a strategy for creating your dream job by finding your intrinsic motivators and strengths known as your "Forte", pitching job proposals to employers that leverage how you can help them using your Forte, and persevering through the difficulties or "Dip" that comes with pursuing meaningful work aligned with your purpose. It encourages focusing on your internal drivers of why you do the work, how your skills and traits are best applied, and what you are capable of, in order to find fulfillment and create jobs suited to your strengths.
The document discusses employee engagement and how to engage multi-generational employees. It notes that effective leaders establish clear branding, understand employee psyche, and adapt their style to different generations. Leaders must also create an organizational climate where employees feel valued through involvement in decisions, good recognition of suggestions, and concern for well-being. Coaching managers to be more emotionally engaging is important for feeling valued. Implementing a system like Scores-on-the-Board can boost engagement over 40% and reduce costs and attrition. Regular communication across generations and focusing on career growth are key to retaining younger employees.
This document discusses increasing human capital ROI through employee engagement. It defines employee engagement as commitment to one's organization, work and clients, demonstrated through discretionary effort. Highly engaged employees are more productive, innovative and loyal. Statistical evidence shows disengaged employees cost the US economy $350 billion per year in lost productivity. The document advocates for creating a culture of respect using the RESPECT model, which focuses on recognition, empowerment, supportive feedback, partnering, expectations, consideration and trust to improve engagement.
This document provides an overview of positive psychology and how coaches can apply its principles. Positive psychology is defined as the scientific study of human flourishing and focuses on strengths rather than weaknesses. Research shows that adopting approach goals rather than avoidance goals and focusing on positive emotions can help people flourish. Coaches are encouraged to help clients identify their signature strengths using the VIA classification of 24 strengths and apply those strengths to achieve goals and make weaknesses irrelevant.
Appreciative team building events Gautengteam-building
Life Masters REAL team building ideas, activities and events to transform trust, resolve conflict, build relationship, clear baggage anf grow leadership, facilitated by Tony Dovale & Debbie Vernon http://www.lifemasters.co.za - South Africa 083-447-63400
Ultimate guide in choosing the right assessment for your OrganizationProfiles Asia
In most organizations, personnel costs are among the largest budget line items. Given the challenges facing organizations today, they need their employees aligned and working together at the highest levels of performance.
in this webinar you will learn:
1. All about assessments, why use it, different types and their common applications
2. FAQ in choosing the right assessment
3. Benefits of assessments (what's the ROI?)
And more…
make sure to visit our site and join our exciting and upcoming webinars.
http://www.profiles.com.sg/upcoming-events.php
The document summarizes a presentation by Dr. Paul Marciano on employee engagement. The presentation discusses defining employee engagement, different levels of engagement from actively disengaged to actively engaged, and the impact that engagement has on organizational outcomes like productivity, profitability, and customer satisfaction. It also discusses how engagement differs from motivation and the importance of company culture in impacting engagement. The presentation advocates for an approach focused on respect within the organization to foster employee engagement rather than traditional reward and recognition programs.
This document provides a guide to finding meaningful work by discovering one's personal "forte." It introduces the concept of a forte as the intersection of why, how, and what - one's purpose, personal values/traits, and skills/experience. The guide is divided into six sections to help the reader define these areas for themselves and find work that fits their forte. Section two focuses on defining one's "hows" or natural tendencies, values, and ideal work environment through exercises involving personality tests, reviews of past jobs and education, and identifying core values. This will lay the groundwork for discovering one's "why" or core purpose and motivation in section three. Ultimately, the FORTE method aims to help
This document discusses increasing employee engagement in organizations. It notes that engagement has evolved from employee satisfaction in the 1990s to commitment in the 2000s to the current focus on engagement and motivation. The document provides demographic information about generational composition in organizations and costs of disengaged employees. It advocates getting to know employees, growing them by connecting their performance to company goals, building on strengths, and inspiring employees to increase engagement.
Tired of chasing down expiring contracts and drowning in paperwork? Mastering contract management can significantly enhance your business efficiency and productivity. This guide unveils expert secrets to streamline your contract management process. Learn how to save time, minimize risk, and achieve effortless contract management.
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The Steadfast and Reliable Bull: Taurus Zodiac Signmy Pandit
Explore the steadfast and reliable nature of the Taurus Zodiac Sign. Discover the personality traits, key dates, and horoscope insights that define the determined and practical Taurus, and learn how their grounded nature makes them the anchor of the zodiac.
Discover the Beauty and Functionality of The Expert Remodeling Serviceobriengroupinc04
Unlock your kitchen's true potential with expert remodeling services from O'Brien Group Inc. Transform your space into a functional, modern, and luxurious haven with their experienced professionals. From layout reconfiguration to high-end upgrades, they deliver stunning results tailored to your style and needs. Visit obriengroupinc.com to elevate your kitchen's beauty and functionality today.
High-Quality IPTV Monthly Subscription for $15advik4387
Experience high-quality entertainment with our IPTV monthly subscription for just $15. Access a vast array of live TV channels, movies, and on-demand shows with crystal-clear streaming. Our reliable service ensures smooth, uninterrupted viewing at an unbeatable price. Perfect for those seeking premium content without breaking the bank. Start streaming today!
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Enhancing Adoption of AI in Agri-food: IntroductionCor Verdouw
Introduction to the Panel on: Pathways and Challenges: AI-Driven Technology in Agri-Food, AI4Food, University of Guelph
“Enhancing Adoption of AI in Agri-food: a Path Forward”, 18 June 2024
Prescriptive analytics BA4206 Anna University PPTFreelance
Business analysis - Prescriptive analytics Introduction to Prescriptive analytics
Prescriptive Modeling
Non Linear Optimization
Demonstrating Business Performance Improvement
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The Most Inspiring Entrepreneurs to Follow in 2024.pdfthesiliconleaders
In a world where the potential of youth innovation remains vastly untouched, there emerges a guiding light in the form of Norm Goldstein, the Founder and CEO of EduNetwork Partners. His dedication to this cause has earned him recognition as a Congressional Leadership Award recipient.
Cover Story - China's Investment Leader - Dr. Alyce SUmsthrill
In World Expo 2010 Shanghai – the most visited Expo in the World History
https://www.britannica.com/event/Expo-Shanghai-2010
China’s official organizer of the Expo, CCPIT (China Council for the Promotion of International Trade https://en.ccpit.org/) has chosen Dr. Alyce Su as the Cover Person with Cover Story, in the Expo’s official magazine distributed throughout the Expo, showcasing China’s New Generation of Leaders to the World.
2. Appleseed Consulting | Services
Change Management
Meetings and Retreats
Conflict and Controversy
Myers-Briggs Type Indicator (MBTI)
Customer Service
Policies and Procedures
Diversity
Power, Polarities, Paradox, Resistance
Employee Engagement and Culture
Staff Development
Harassment and Discrimination
Strategic Planning
Leadership Development
Surveys and Assessments
!2
3. How to Enrage Your Staff | Mwahahahahaha...
You’re the boss.
Create the most toxic work
environment possible.
1. Draw a stick figure.
2. Write down things
you'd do and...
3. Graphically depict them
on the stick figure.
!3
4. How to Engage Yourself | The Emotional Bank Account
A metaphor that describes the amount of trust that’s been built up in a
relationship.
If I make deposits...with But if I have a habit of showing
you through courtesy, discourtesy, disrespect, cutting you
kindness, honesty, and off, overreacting, ignoring you,
keeping my commitments becoming arbitrary, betraying your
to you, I build up a trust, threatening you, or playing
reserve. little tin god in your life, eventually
my Emotional Bank Account is
overdrawn.
Steven Covey | Seven Habits of Highly Effective People
!4
5. How to Engage Yourself | The Emotional Bank Account
• Understanding the Individual
• Attending to the Little Things
Jot down times when
you’ve made a
• Keeping Commitments
withdrawal in the last
• Clarifying Expectations
few weeks.
• Showing Personal Integrity
• Apologizing Sincerely When You Make a Withdrawal
Steven Covey | Seven Habits of Highly Effective People
!5
6. How to Engage Your Staff | Drivers
Them with your Mission, Vision and actions.
Their work to the Mission and their passion to their work.
Their expertise, opinion and professionalism.
Them with responsibility.
Their individual needs and work/life balance.
!6
7. Case Study | The Order of Maria Theresa
Part I
Part II
• Read about Maria • Read about Vince
Theresa
MacMurdo
• Note Deposits and • Note Deposits and
Withdrawals Withdrawals
!7
8. Does Employee Engagement Matter?
World-Class Average
67% 33%
Engaged
49%
Not Engaged
Actively Disengaged
26%
18%
7%
9.57:1 1.83:1
Copyright (c) 2008 2010 Gallup, Inc.
!8
9. Yeah...But Does It Matter?
Individuals job satisfaction, better performance, more commitment
Groups higher morale, more cohesion, better rapport
Customers more loyalty to the organization
higher productivity, lower turnover, improved customer
Organization
service, greater revenue
!9
10. Yeah...But Does It Really Matter?
Best Buy has already had success in connecting improved employee-
engagement store performance: it found that for every 10th of a point it
boosted in the former, its stores saw a $100,000 increase in operating
income.
CFO Magazine, June 1, 2007
The Towers Perrin* 2007 Global Workforce Study showed that operating
income and earnings per share increased 19% and 28%, respectively, in
firms with the highest percentage of engaged employees.
*Now Towers Watson
!10
11. How to Engage Your Organization | Measure
Demography Intent
Employee information. Plan to stay for another year?
Race/Ethnicity
Absolutely
Department
Probably
Tenure
Demography Intent
Maybe
Age
Role
Not likely
Gender Are you nuts?
Drivers
Drivers Inspiration | Connection | Value | Challenge | Support
!11
14. Appleseed Consulting | Services
Change Management
Meetings and Retreats
Conflict and Controversy
Myers-Briggs Type Indicator (MBTI)
Customer Service
Policies and Procedures
Diversity
Power, Polarities, Paradox, Resistance
Employee Engagement and Culture
Staff Development
Harassment and Discrimination
Strategic Planning
Leadership Development
Surveys and Assessments
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