The document discusses building trust in the workplace. It defines trust and what trust is and is not. Trust is having confidence in others' integrity, ability, and character. Trust is built through honest communication, keeping promises, resolving issues fairly, respecting all people, and taking responsibility. The trust model involves principles like closure, making only true promises, non-violent communication, speedy resolution of conflicts, respect for all, and authentic responsibility. Implementing this model can be measured by increased openness, fewer pretenses, more cooperation, and efficient meetings.
At HackerEarth, we pride in our culture. Culture is one of the critical components of building organizations that last. The culture at HackerEarth guides everyone on what's expected from people and what the organization aims to give them back. It's essentially our shared set of values that we all believe in.
Intro to Courageous Conversations - Creating Powerful Conversations to Achie...Diane Boivie
In this presentation you will learn:
> Foundational Components of Courageous Conversations
> Business Costs of Avoidance
> Diagnose Current Level of Comfort & Skill
> Exercises to Use with Your Teams
This document discusses several topics related to leadership challenges and organizational change. It begins by outlining Mario Denton's research interests, which include managerial issues, workplace bullying, leadership failures, and team dysfunctions. It then provides thoughts on creating dissatisfaction with the status quo to drive change efforts and notes that change takes longer than expected. Several models are presented, including the change-resistant vs change-sensitive organization and categories of people-performance orientations. The document concludes with discussions of managing career crossroads, psychological contracts between managers and reports, and finishing one's career well through finding purpose and meaning.
This document describes a Courageous Conversations Masterclass that teaches managers and leaders effective strategies for having straightforward conversations to address challenging issues. The masterclass helps participants understand what inhibits effective conversations and provides tools to overcome limitations. Attendees work on real-life cases to practice skills. Regular courageous conversations across an organization can change its culture by improving decision-making, performance, and confidence. Corporate clients report benefits like increased productivity, avoided lost contracts, and improved problem-solving after implementing this training.
This seminar will provide insights on using analytics to assess workforce diversity. Seminar participants will explore how analytics can provide objective diversity metrics, support organizational transformation, and establish diversity as a business strategy. The seminar will discuss how qualitative and quantitative assessments of diversity are typically conducted and their limitations. It will then demonstrate how integrating qualitative and quantitative data through conversational AI can provide real-time diversity insights through continuous employee feedback. This allows organizations to identify issues immediately and respond quickly to improve culture, inclusion, and the employee experience. A case study of a company that implemented this approach and was able to rapidly address a drop in morale will also be presented.
Learning Objective: Explore methods that help participants to focus on and improve leadership habits
In order to achieve innovative results, we need leaders who aren’t afraid to think and lead differently. Successful leaders know that lesson all too well and discern that their high-demand positions mean nothing without the ability to influence others to believe in their mission. So what’s their secret to successfully reaching the top? They must start with putting themselves at the top in their minds. Women have to begin with “I’m going to be the CEO.” The next step is to understand that you need to go out there and become that person. This seminar aims to inspire and empower women across the world to take on leadership roles, to lead change with more conviction and confidence, and to improve our workplaces and communities for all. By offering more complex understandings of issues related to professional women and work, we will help you increase self-knowledge about your own values and vision as well as enhance your capabilities as a leader.
At the end of this seminar, participants will be able to:
a. Outline career success for the individual.
b. Identify leadership goals and aspirations.
c. Outline what organizations can do to provide women with opportunities for leadership.
d. Identify ways to inspire and empower women to engage and lead with conviction and confidence.
The document is a workbook for reflecting on collaboration. It contains questions to help the reader think about what collaboration means to them and how to improve it. It suggests filling out the workbook individually and as a team retrospective activity. The workbook covers topics like understanding why collaboration is valuable, what it looks like, the costs of collaboration, diagnosing collaboration challenges, understanding people and system conditions, tools that foster collaboration, and experimenting to improve collaboration.
This document summarizes a seminar on negotiating salary fairly to benefit one's career. It provides tips for evaluating your value, researching the company and industry standards, justifying your worth through accomplishments, being flexible, and following up professionally if initial negotiation does not succeed. Attendees learn to quantify their skills, understand timing factors, and create career plans involving performance benchmarks justifying salary increases.
At HackerEarth, we pride in our culture. Culture is one of the critical components of building organizations that last. The culture at HackerEarth guides everyone on what's expected from people and what the organization aims to give them back. It's essentially our shared set of values that we all believe in.
Intro to Courageous Conversations - Creating Powerful Conversations to Achie...Diane Boivie
In this presentation you will learn:
> Foundational Components of Courageous Conversations
> Business Costs of Avoidance
> Diagnose Current Level of Comfort & Skill
> Exercises to Use with Your Teams
This document discusses several topics related to leadership challenges and organizational change. It begins by outlining Mario Denton's research interests, which include managerial issues, workplace bullying, leadership failures, and team dysfunctions. It then provides thoughts on creating dissatisfaction with the status quo to drive change efforts and notes that change takes longer than expected. Several models are presented, including the change-resistant vs change-sensitive organization and categories of people-performance orientations. The document concludes with discussions of managing career crossroads, psychological contracts between managers and reports, and finishing one's career well through finding purpose and meaning.
This document describes a Courageous Conversations Masterclass that teaches managers and leaders effective strategies for having straightforward conversations to address challenging issues. The masterclass helps participants understand what inhibits effective conversations and provides tools to overcome limitations. Attendees work on real-life cases to practice skills. Regular courageous conversations across an organization can change its culture by improving decision-making, performance, and confidence. Corporate clients report benefits like increased productivity, avoided lost contracts, and improved problem-solving after implementing this training.
This seminar will provide insights on using analytics to assess workforce diversity. Seminar participants will explore how analytics can provide objective diversity metrics, support organizational transformation, and establish diversity as a business strategy. The seminar will discuss how qualitative and quantitative assessments of diversity are typically conducted and their limitations. It will then demonstrate how integrating qualitative and quantitative data through conversational AI can provide real-time diversity insights through continuous employee feedback. This allows organizations to identify issues immediately and respond quickly to improve culture, inclusion, and the employee experience. A case study of a company that implemented this approach and was able to rapidly address a drop in morale will also be presented.
Learning Objective: Explore methods that help participants to focus on and improve leadership habits
In order to achieve innovative results, we need leaders who aren’t afraid to think and lead differently. Successful leaders know that lesson all too well and discern that their high-demand positions mean nothing without the ability to influence others to believe in their mission. So what’s their secret to successfully reaching the top? They must start with putting themselves at the top in their minds. Women have to begin with “I’m going to be the CEO.” The next step is to understand that you need to go out there and become that person. This seminar aims to inspire and empower women across the world to take on leadership roles, to lead change with more conviction and confidence, and to improve our workplaces and communities for all. By offering more complex understandings of issues related to professional women and work, we will help you increase self-knowledge about your own values and vision as well as enhance your capabilities as a leader.
At the end of this seminar, participants will be able to:
a. Outline career success for the individual.
b. Identify leadership goals and aspirations.
c. Outline what organizations can do to provide women with opportunities for leadership.
d. Identify ways to inspire and empower women to engage and lead with conviction and confidence.
The document is a workbook for reflecting on collaboration. It contains questions to help the reader think about what collaboration means to them and how to improve it. It suggests filling out the workbook individually and as a team retrospective activity. The workbook covers topics like understanding why collaboration is valuable, what it looks like, the costs of collaboration, diagnosing collaboration challenges, understanding people and system conditions, tools that foster collaboration, and experimenting to improve collaboration.
This document summarizes a seminar on negotiating salary fairly to benefit one's career. It provides tips for evaluating your value, researching the company and industry standards, justifying your worth through accomplishments, being flexible, and following up professionally if initial negotiation does not succeed. Attendees learn to quantify their skills, understand timing factors, and create career plans involving performance benchmarks justifying salary increases.
This document outlines Netflix's culture of freedom and responsibility. Some key aspects include:
- Netflix values high performance over loyalty or hard work. Underperforming employees are let go with severance.
- The company focuses on attracting "stunning colleagues" through top compensation and freedom to have high impact.
- As Netflix grows, it aims to increase employee talent density rather than limiting freedom through excessive rules. This allows creativity and flexibility to thrive.
- Managers provide appropriate context rather than trying to control employees. This enables high-performing staff to make sound decisions.
The document discusses the core skills needed to be a trusted advisor: the ability to earn trust, give advice, and build relationships. It explains that trusted advisors value maintaining relationships over short-term gains. Building trust is a multi-stage process involving engaging with clients, listening to understand their needs, framing issues collaboratively, envisioning solutions together, and committing to agreed upon actions. Trusted advisors focus on understanding clients' perspectives and priorities rather than just providing rational solutions.
The document discusses Netflix's company culture, which focuses on high performance and freedom with responsibility. Some key aspects of the culture include valuing behaviors like judgment, communication, impact, curiosity, and honesty over job titles or tenure. Netflix aims to attract and retain "stunning colleagues" through this culture rather than perks. Underperformers receive severance packages rather than unlimited loyalty. The document argues this culture allows Netflix to avoid bureaucracy that can stifle innovation as companies grow.
Job performance not a predictor of engagement (Leadership IQ whitepaper)Benjamin Crucq
The employees bringing you the least value are often more engaged than the folks who reliably deliver good and great performance. There are ample reasons why this puts organizations at risk. And one of them is the fact that high performers, who thrive on being highly engaged, don’t tend to stick around very long if they aren’t engaged.
A clear disconnect is occurring at organizations across the U.S. when it comes to employee satisfaction, according to a new study released by Fierce, Inc., leadership development and training experts. The survey found that four out of five employees believe a toxic employee is extremely debilitating to team morale, while the same number agreed that their organizations are somewhat or extremely tolerant of these individuals
Leadership is about how one leads one\'s self and others. It is also about responsibility and accountability in action. This slideshow highlights some of the traits essential for remarkable leadership.
Becoming a Best Place to Work: The Six Strategies That Every Great Employer F...Xenium HR
Looking to attract the top talent of your industry? Great! So does everyone else. It’s never been more important to develop a holistic HR strategy that will attract and retain great employees. Whether you need a total overhaul or you’re just missing a few key elements, this webinar will help you get started. Join us as we discuss the six critical elements of top-notch HR strategy.
05 managing conflict in organizations and dealing with unethical choices c...Nevion
There is a clear tendency to identify trouble makers based on individual’s perceptions or past experience. We often relate to someone else behavior, on single characteristics that are dominants. In other circumstances we are comparing behaviors in the same group assuming that all individuals belonging to that group shall behave the same way. This is forcing individuals to adapt their behavior in that group, not necessary producing the best outcome in term of performances or motivation.
We know that healthy, respectful, and trusting teacher-student relationships nearly double the rate at which a student can learn. While not measured in the same fashion, building rapport and trust among adults has been proven to garner powerful results in businesses and schools/systems alike, and is an essential component in creating a culture of achievement. Using the latest research, this session will identify ways to propel your school, district, or organization towards success by improving your trust and communication skills with your colleagues, direct reports, and supervisors.
Personality Matters: Mike Ashe, Vice President and Account Executive, Matters...Argyle Executive Forum
Mike Ashe, Vice President and Account Executive at Mattersight, discussed how a company can have easy, effortless conversations with its customers during a Thought Leadership Spotlight Presented by Mattersight at the 2014 Customer Care Leadership Forum in Denver on Sept. 11. In his presentation, “Personality Matters,” Ashe noted how a company’s employees interact with customers can have the same effects as an advertisement.
According to Ashe, language is important, especially for call center agents. Listening to a call center representative, Ashe said, enables a company to learn about this agent’s personality and how he or she builds relationships with customers. Ashe added a call center agent needs to express emotions and show that he or she is empathetic to help a company improve its customer satisfaction levels: “A thoughts-based person does not want to hear ‘I’m sorry.’ They want to hear ‘Okay, I’m going to take responsibility for your issue. Here are the three things I’m going to do,’ and as soon as you say that they write down on their pad one, two, three, because they always take notes, they always know who they spoke with.”
Data often is secondary for customers, Ashe said. If a call center agent makes a customer feel appreciated, Ashe pointed out, this representative can be a valuable contributor to his or her company: “There is a good way and a bad way to handle that call. The right way is for someone to say, ‘Thank you so much for taking your time to call in. You’re making Compaq the best computer company we can be,’ so we can be acquired by Hewlett-Packard. The wrong way to handle that is to say, ‘Why did you call? Why did you bother?’ because then they would feel disrespected.”
- See more at: http://www.argylejournal.com/customer-care/thought-leadership-spotlight-presented-by-mattersight-personality-matters-mike-ashe-vice-president-and-account-executive-mattersight/#sthash.McU5z06N.dpuf
CVS Surveyors |Hows build-up trust in Business | PresentationCVSSurveyors701
Chief Executive of CVS business rates specialists CVS,CVS Surveyors, Mark Rigby, explains exactly what the Revaluation is, and what impact it will have on you as a business ratepayer.For many businesses this Revaluation has provided some relief. Rateable Values were last assigned in 2008 and were followed almost immediately by the recession, which saw commercial property values collapse. The Government then, for reasons somewhat unknown, decided to extend the Rating List (the length of time a business pays their assigned bills for). This means that businesses throughout the UK were stuck paying outdated values for an additional 2 years. The recent Revaluation is a chance to rebalance the situation.
David Horsager is a business strategist and author known for his book "The Trust Edge". He argues that trust is the foundation for success in both personal and professional relationships. Horsager identifies eight pillars of trust: clarity, compassion, character, competency, commitment, connection, contribution, and consistency. He asserts that leaders who demonstrate strength in these areas through their actions, words and behaviors will develop trust with others and gain a competitive advantage.
The document discusses different levels of commitment in leadership and management from levels 1 to 5. Level 1 is the lowest form of personal convenience commitment where people only commit if tasks are easy. Level 2 is political commitment driven by self-interest. Level 3 is intellectual commitment where people are aligned with organizational goals. Level 4 is emotional commitment where people are highly loyal and dedicated. Level 5 is the highest spiritual commitment where people prioritize organizational success above all else.
The document discusses the concept of a "Trusted Advisor" and provides an overview of what that means. It outlines several key principles of building trust including focusing on the other party, having a collaborative approach, and being transparent. It also discusses fears that can inhibit being a trusted advisor, such as fear of losing business or embarrassment. Finally, it provides several hypothetical situations and discusses how a trusted advisor may respond. The overall message is that truly serving the client and prioritizing the relationship over any single transaction are hallmarks of a trusted advisor.
April 22: Maintaining high trust through change with Peter MuirTammie McKenzie
Building trust is the most important ingredient to engage your employees, teams, and your customers. In low-trust environments we see disengagement, politics, turnover, and lost customers. How can we maintain a high-trust relationship in uncertain times and ensure that our teams BELIEVE it.
The document discusses the topic of trust. It begins by defining trust as a confident belief in someone or something. It then asks several questions about trust, such as whether it is tangible, measurable, learnable, etc. and answers yes to most. The document outlines different levels of trust from very low to high and describes behaviors and environments associated with each level. It discusses myths about trust and barriers to trust. It provides a framework for building trust through behaviors like talking straight, demonstrating respect, creating transparency, and more. Finally, it discusses regaining trust after it has been lost.
Executive presence and assertiveness... a coffee break with Lorena VillanuevaLorena Villanueva
Lorena Villanueva is a Solutions Leader for Latin America at Genpact with over 17 years of experience. She gives presentations to share her experience developing executive presence and assertiveness skills in masculine business environments. The document outlines her views on assertiveness, including how to communicate it effectively in the workplace by focusing on leading, being proactive, and welcoming difficult conversations. It also defines executive presence as the ability to project confidence and poise under pressure, and lists seven key traits including composure, vision, charisma, and clarity.
TrustWorks Webinar: Basic Strategies to Handle Tough SituationsBarbara Dorris
The document outlines strategies for handling tough workplace situations by establishing trust. It introduces a model with four elements of trust: able, believable, connected, and dependable. The model provides a framework to assess issues, have constructive conversations, and agree on solutions. Applying the model and focusing on behaviors can help analyze problems objectively, guide healthy resolution, and improve results.
In today's global B2B marketplace, negotiations are becoming more complex. Negotiation skills are a core competency of every successful team member. It is the avenue to sustainable business growth, cohesive teams, strong business relationships and commercial value.
With increased complexity comes the need for more team negotiations. But team negotiations can be fraught with difficulties.
ABE LEVEL 4 FOUNDATION EMPLOYABILITY & SELF DEVELOPMENT Uesd session 07.10.19Caron Gangoo
These are 3 main session of ABE LEVEL 4 UESD delivered by Greenwich University Pakistan-Mauritius main campus in Rodrigues Island (Republic of Mauritius) in October 2019
This document outlines Netflix's culture of freedom and responsibility. Some key aspects include:
- Netflix values high performance over loyalty or hard work. Underperforming employees are let go with severance.
- The company focuses on attracting "stunning colleagues" through top compensation and freedom to have high impact.
- As Netflix grows, it aims to increase employee talent density rather than limiting freedom through excessive rules. This allows creativity and flexibility to thrive.
- Managers provide appropriate context rather than trying to control employees. This enables high-performing staff to make sound decisions.
The document discusses the core skills needed to be a trusted advisor: the ability to earn trust, give advice, and build relationships. It explains that trusted advisors value maintaining relationships over short-term gains. Building trust is a multi-stage process involving engaging with clients, listening to understand their needs, framing issues collaboratively, envisioning solutions together, and committing to agreed upon actions. Trusted advisors focus on understanding clients' perspectives and priorities rather than just providing rational solutions.
The document discusses Netflix's company culture, which focuses on high performance and freedom with responsibility. Some key aspects of the culture include valuing behaviors like judgment, communication, impact, curiosity, and honesty over job titles or tenure. Netflix aims to attract and retain "stunning colleagues" through this culture rather than perks. Underperformers receive severance packages rather than unlimited loyalty. The document argues this culture allows Netflix to avoid bureaucracy that can stifle innovation as companies grow.
Job performance not a predictor of engagement (Leadership IQ whitepaper)Benjamin Crucq
The employees bringing you the least value are often more engaged than the folks who reliably deliver good and great performance. There are ample reasons why this puts organizations at risk. And one of them is the fact that high performers, who thrive on being highly engaged, don’t tend to stick around very long if they aren’t engaged.
A clear disconnect is occurring at organizations across the U.S. when it comes to employee satisfaction, according to a new study released by Fierce, Inc., leadership development and training experts. The survey found that four out of five employees believe a toxic employee is extremely debilitating to team morale, while the same number agreed that their organizations are somewhat or extremely tolerant of these individuals
Leadership is about how one leads one\'s self and others. It is also about responsibility and accountability in action. This slideshow highlights some of the traits essential for remarkable leadership.
Becoming a Best Place to Work: The Six Strategies That Every Great Employer F...Xenium HR
Looking to attract the top talent of your industry? Great! So does everyone else. It’s never been more important to develop a holistic HR strategy that will attract and retain great employees. Whether you need a total overhaul or you’re just missing a few key elements, this webinar will help you get started. Join us as we discuss the six critical elements of top-notch HR strategy.
05 managing conflict in organizations and dealing with unethical choices c...Nevion
There is a clear tendency to identify trouble makers based on individual’s perceptions or past experience. We often relate to someone else behavior, on single characteristics that are dominants. In other circumstances we are comparing behaviors in the same group assuming that all individuals belonging to that group shall behave the same way. This is forcing individuals to adapt their behavior in that group, not necessary producing the best outcome in term of performances or motivation.
We know that healthy, respectful, and trusting teacher-student relationships nearly double the rate at which a student can learn. While not measured in the same fashion, building rapport and trust among adults has been proven to garner powerful results in businesses and schools/systems alike, and is an essential component in creating a culture of achievement. Using the latest research, this session will identify ways to propel your school, district, or organization towards success by improving your trust and communication skills with your colleagues, direct reports, and supervisors.
Personality Matters: Mike Ashe, Vice President and Account Executive, Matters...Argyle Executive Forum
Mike Ashe, Vice President and Account Executive at Mattersight, discussed how a company can have easy, effortless conversations with its customers during a Thought Leadership Spotlight Presented by Mattersight at the 2014 Customer Care Leadership Forum in Denver on Sept. 11. In his presentation, “Personality Matters,” Ashe noted how a company’s employees interact with customers can have the same effects as an advertisement.
According to Ashe, language is important, especially for call center agents. Listening to a call center representative, Ashe said, enables a company to learn about this agent’s personality and how he or she builds relationships with customers. Ashe added a call center agent needs to express emotions and show that he or she is empathetic to help a company improve its customer satisfaction levels: “A thoughts-based person does not want to hear ‘I’m sorry.’ They want to hear ‘Okay, I’m going to take responsibility for your issue. Here are the three things I’m going to do,’ and as soon as you say that they write down on their pad one, two, three, because they always take notes, they always know who they spoke with.”
Data often is secondary for customers, Ashe said. If a call center agent makes a customer feel appreciated, Ashe pointed out, this representative can be a valuable contributor to his or her company: “There is a good way and a bad way to handle that call. The right way is for someone to say, ‘Thank you so much for taking your time to call in. You’re making Compaq the best computer company we can be,’ so we can be acquired by Hewlett-Packard. The wrong way to handle that is to say, ‘Why did you call? Why did you bother?’ because then they would feel disrespected.”
- See more at: http://www.argylejournal.com/customer-care/thought-leadership-spotlight-presented-by-mattersight-personality-matters-mike-ashe-vice-president-and-account-executive-mattersight/#sthash.McU5z06N.dpuf
CVS Surveyors |Hows build-up trust in Business | PresentationCVSSurveyors701
Chief Executive of CVS business rates specialists CVS,CVS Surveyors, Mark Rigby, explains exactly what the Revaluation is, and what impact it will have on you as a business ratepayer.For many businesses this Revaluation has provided some relief. Rateable Values were last assigned in 2008 and were followed almost immediately by the recession, which saw commercial property values collapse. The Government then, for reasons somewhat unknown, decided to extend the Rating List (the length of time a business pays their assigned bills for). This means that businesses throughout the UK were stuck paying outdated values for an additional 2 years. The recent Revaluation is a chance to rebalance the situation.
David Horsager is a business strategist and author known for his book "The Trust Edge". He argues that trust is the foundation for success in both personal and professional relationships. Horsager identifies eight pillars of trust: clarity, compassion, character, competency, commitment, connection, contribution, and consistency. He asserts that leaders who demonstrate strength in these areas through their actions, words and behaviors will develop trust with others and gain a competitive advantage.
The document discusses different levels of commitment in leadership and management from levels 1 to 5. Level 1 is the lowest form of personal convenience commitment where people only commit if tasks are easy. Level 2 is political commitment driven by self-interest. Level 3 is intellectual commitment where people are aligned with organizational goals. Level 4 is emotional commitment where people are highly loyal and dedicated. Level 5 is the highest spiritual commitment where people prioritize organizational success above all else.
The document discusses the concept of a "Trusted Advisor" and provides an overview of what that means. It outlines several key principles of building trust including focusing on the other party, having a collaborative approach, and being transparent. It also discusses fears that can inhibit being a trusted advisor, such as fear of losing business or embarrassment. Finally, it provides several hypothetical situations and discusses how a trusted advisor may respond. The overall message is that truly serving the client and prioritizing the relationship over any single transaction are hallmarks of a trusted advisor.
April 22: Maintaining high trust through change with Peter MuirTammie McKenzie
Building trust is the most important ingredient to engage your employees, teams, and your customers. In low-trust environments we see disengagement, politics, turnover, and lost customers. How can we maintain a high-trust relationship in uncertain times and ensure that our teams BELIEVE it.
The document discusses the topic of trust. It begins by defining trust as a confident belief in someone or something. It then asks several questions about trust, such as whether it is tangible, measurable, learnable, etc. and answers yes to most. The document outlines different levels of trust from very low to high and describes behaviors and environments associated with each level. It discusses myths about trust and barriers to trust. It provides a framework for building trust through behaviors like talking straight, demonstrating respect, creating transparency, and more. Finally, it discusses regaining trust after it has been lost.
Executive presence and assertiveness... a coffee break with Lorena VillanuevaLorena Villanueva
Lorena Villanueva is a Solutions Leader for Latin America at Genpact with over 17 years of experience. She gives presentations to share her experience developing executive presence and assertiveness skills in masculine business environments. The document outlines her views on assertiveness, including how to communicate it effectively in the workplace by focusing on leading, being proactive, and welcoming difficult conversations. It also defines executive presence as the ability to project confidence and poise under pressure, and lists seven key traits including composure, vision, charisma, and clarity.
TrustWorks Webinar: Basic Strategies to Handle Tough SituationsBarbara Dorris
The document outlines strategies for handling tough workplace situations by establishing trust. It introduces a model with four elements of trust: able, believable, connected, and dependable. The model provides a framework to assess issues, have constructive conversations, and agree on solutions. Applying the model and focusing on behaviors can help analyze problems objectively, guide healthy resolution, and improve results.
In today's global B2B marketplace, negotiations are becoming more complex. Negotiation skills are a core competency of every successful team member. It is the avenue to sustainable business growth, cohesive teams, strong business relationships and commercial value.
With increased complexity comes the need for more team negotiations. But team negotiations can be fraught with difficulties.
ABE LEVEL 4 FOUNDATION EMPLOYABILITY & SELF DEVELOPMENT Uesd session 07.10.19Caron Gangoo
These are 3 main session of ABE LEVEL 4 UESD delivered by Greenwich University Pakistan-Mauritius main campus in Rodrigues Island (Republic of Mauritius) in October 2019
The document summarizes a presentation by mediator Lee Jay Berman on avoiding impasse in mediation. It discusses various stages of the mediation process and provides examples of roadblocks that can lead to impasse if not addressed properly by the mediator, such as parties not being fully prepared or the mediator failing to clarify expectations. The document emphasizes the importance of the convening and introduction stages in setting the right framework to facilitate agreement and settlement.
What's Included:
-Most Common Hiring Criteria
-Questions based on Management Skills, Behavior and Motivation
-Legal and Illegal Inquiries
-Candidate Evaluation Form
-After the Interview Process
This document summarizes a presentation on building trust in leadership. It discusses how trust in business leaders is low according to recent surveys. To build trust, leaders must develop self-trust and the four cores of credibility: integrity, intent, capabilities, and results. Trust is built through positive relationships, not competing with others, sharing credit, keeping commitments, and extending trust to others. High-trust organizations coordinate work through mutual adjustment rather than strict rules and have employees who share organizational goals and values. The presentation provides actions leaders can take to improve character and competence to increase the trust others place in them.
Session 6: Negotiating the relationshipDr. Alex Hope
This document discusses the importance of negotiation in partnerships and outlines several models for effective negotiation. It notes that partnerships depend on good working relationships between people from different organizations and cultures. Critical success factors for partnerships include effective negotiation, having a negotiation strategy, and focusing on relationships. The Cohen-Bradford Influence Model is presented as a framework for influencing others without direct authority, with steps like assuming others are potential allies, clarifying goals, understanding the other perspective, identifying important priorities or "currencies", dealing with relationships, and negotiating through give-and-take.
NCCET Sustaining Workforce Trust For DistributionLeslie Larrabee
The document discusses the importance of trust in the workplace and provides strategies for building and maintaining trust. It outlines behaviors that can erode trust, called "trust busters", and behaviors that build trust, called "trust boosters". It then describes a model called the TrustWorks model that identifies four key elements of trust: ability, believability, care, and dependability. The document suggests using assessments and tools from TrustWorks to evaluate strengths and weaknesses in these trust elements.
1) The document discusses the importance of customer delight over mere customer satisfaction and empowering staff to provide exceptional customer experiences.
2) It highlights that acquiring new customers is much more expensive than retaining existing ones and customers are often lost due to indifference rather than dissatisfaction.
3) The document provides strategies for organizations to stand out from competitors and create memorable customer experiences through storytelling, understanding customer needs, and having customer delight as a core value.
1) The document discusses the importance of customer delight over mere customer satisfaction and empowering staff to delight customers.
2) It highlights that acquiring new customers is much more expensive than retaining existing customers, and customers are often lost due to indifference rather than dissatisfaction.
3) The document advocates understanding what customers want in order to create memorable positive experiences and stories about the organization.
The document discusses 10 common mistakes people make when climbing the corporate ladder and provides advice on how to avoid them. It recommends getting to know the management hierarchy, choosing influential sponsors to advocate for promotions, and developing business and financial acumen. The key is setting career goals, taking initiative to gain experience and visibility through training, mentoring others, and asking for feedback to improve performance. Overall, the document provides strategies to understand career advancement and avoid complacency by continuously developing skills and responsibility.
Tensile, Impact and Hardness Testing of Mild SteelGulfam Hussain
The main purpose of this report is to study the mechanical properties and
failure mode of mild steel. Three types of standard tests i.e. tensile test, impact
test, and hardness test were conducted on the standard specimens of mild steel.
From the tests, results were obtained; Tensile strength, Impact strength, and
hardness were calculated. It was observed that Tensile Strength, Impact Strength
and Hardness of MS specimen were 1450.833 N/mm², 29.5 J & 59.25 HRB.
The document discusses fuel cladding materials used in nuclear reactors. It describes aluminum alloys as a common cladding material for research reactors operating below 100°C due to its low neutron absorption, high thermal conductivity, and corrosion resistance at moderate temperatures. Specifically, aluminum alloy types 1100, 5000, 6000, AA6061, AA5456, and AA5052 are used as cladding. However, aluminum alloys lose strength and have corrosion problems at higher temperatures. While alloying can improve properties, it also increases neutron absorption.
Properties of materials / Mechanical Properties of materialsGulfam Hussain
The document discusses various mechanical properties of materials including strength, elasticity, stiffness, plasticity, ductility, malleability, brittleness, toughness, hardness, impact strength, resilience, fatigue, and creep. It explains these properties and how they are evaluated using stress-strain diagrams and testing machines. The properties are important for engineers to understand how materials will behave under different loading conditions for machine and structural design.
The document discusses various aspects of hardening hypoeutectoid and hypereutectoid steels. It explains that hardening involves heating steel to the appropriate temperature, holding, and then rapidly quenching to form martensite. Factors like chemical composition, part size/shape, heating/cooling rates, and quenchant properties influence the hardening process and final properties. Different hardening methods like direct, stage, and self-tempering quenching are also summarized.
Extrusion is a process that uses pressure to force heated metal material through a die to create parts with a constant cross-section. There are two main types of extrusion: direct and indirect. Direct extrusion involves pushing the material through the die in the same direction as the ram movement, while indirect extrusion moves the material in the opposite direction of the ram. Extrusion can be performed hot or cold depending on the material, with hot extrusion allowing for more complex shapes from more readily extrudable metals like aluminum. Proper die material and lubrication are important for reducing friction during extrusion.
This document provides an overview of cathode ray oscilloscopes (CROs). It discusses the introduction and basic diagram of a CRO, describing the main components of the cathode ray tube. It also covers multi-input oscilloscopes, describing the alternate and chopped modes of dual trace oscilloscopes and methods for generating dual beams. Additionally, it discusses Lissajous patterns generated from two input signals and how they can be used to measure frequency and phase. Finally, it provides an overview of digital storage oscilloscopes, including their block diagram and advantages over analog storage oscilloscopes.
The document summarizes the 8 main forms of corrosion that can occur in metals. It begins by explaining that corrosion is a natural process that converts refined metals back into more stable forms, driven by thermodynamics. It then describes the key elements that form an electrochemical corrosion cell and discusses various factors that influence corrosion rates. The main types of corrosion covered are uniform corrosion, localized corrosion (including galvanic and crevice corrosion), and stress corrosion cracking. Visual examples of each type of corrosion are provided.
Non-destructive testing (NDT) allows inspection of materials and components without damaging them. Common NDT methods include visual testing, magnetic particle inspection, dye penetrant testing, radiography, ultrasonic testing, and eddy current testing. These methods are used to detect surface or internal flaws in materials and evaluate characteristics without impairing future usefulness or serviceability. NDT plays an important role in quality control and safety across industries such as aerospace, automotive, and energy.
This document provides information on non-traditional manufacturing processes. It defines non-traditional processes as those that remove material using mechanical, thermal, electrical or chemical energy without direct tool-workpiece contact. Several non-traditional processes are described in detail, including ultrasonic machining, water jet machining, abrasive jet machining, electrochemical grinding, and chemical milling. Non-traditional processes allow hard and brittle materials to be machined without damage and with better surface finish compared to traditional processes. They find applications in industries such as aerospace, electronics, and automotive.
Pakistan is located in South Asia between India and Afghanistan. It has a population of over 170 million people and Urdu is the official language. Some key facts about Pakistan include:
- It has the 7th largest standing army and is the 6th country to develop nuclear weapons.
- Major industries include textiles, food processing, and pharmaceuticals. Agriculture and services are the largest sectors of the economy.
- Pakistan has several notable achievements including being home to the largest volunteer ambulance network and among the largest producers of wheat, rice, and cotton.
Terrorism in pakistan causes & remediesGulfam Hussain
The document discusses the causes and remedies of terrorism in Pakistan. It notes that terrorism has taken various forms throughout history for different political purposes. In Pakistan specifically, the porous border with Afghanistan allowed al-Qaeda and Taliban militants to take refuge after the US invasion. This, combined with political and economic grievances among tribal groups, created space for militant organizations to operate. The document outlines several types and motivations of terrorism in Pakistan, including religiously-motivated groups, sectarian violence, and separatist movements in regions like Balochistan. It argues that effectively addressing the root political and economic causes, in addition to military operations, is needed to counter the terrorist threat.
This document discusses various heat treatment processes for steels including annealing, normalizing, hardening, tempering, and case hardening. It explains that annealing involves heating metals above or below critical temperatures and slowly cooling to make the metal soft. Hardening involves heating steel above its critical temperature then quenching in water to form martensite and make the metal very hard. Tempering is used after hardening to reduce brittleness by reheating to 220-300 degrees C. Case hardening, such as carburizing or nitriding, adds carbon or nitrogen to the surface layer to harden low-carbon steels. Methods of measuring temperature in furnaces like pyrometers and Seger cones are also summarized
Atomic bonding involves interatomic forces that determine many material properties. Primary bonding includes ionic bonding via electrostatic attraction between ions, covalent bonding by electron sharing, and metallic bonding from delocalized electrons binding positive ion cores. Secondary bonding includes weaker London dispersion forces from induced atomic dipoles, and dipole-dipole interactions between polar molecules. Bonding energy varies between types and affects properties like melting temperature.
The document discusses various types of cast iron, their microstructures, properties, production methods and applications. It describes the microstructures of gray cast iron, white cast iron, ductile cast iron and malleable cast iron. The key types are defined by the form of carbon in the microstructure, such as graphite flakes, nodules or carbide phases. The document also examines the solidification and processing factors that determine the carbon structure.
A pyrometer is a non-contact device that measures the surface temperature of an object by detecting the thermal radiation it emits. Modern pyrometers became available in 1901 with the development of the disappearing filament pyrometer. Issues with early pyrometers relying on emissivity led to the development of ratio or two-color pyrometers. There are different types of pyrometers including optical, radiation, digital, and infrared pyrometers that use various detectors like thermopiles, photocells, bolometers, and thermistors. Pyrometers are useful for measuring temperatures of moving or inaccessible objects and are widely used in industries like smelting, heat treatment, and steam boilers.
A muffle furnace is a furnace that heats materials through radiant heat from insulated walls rather than direct flame contact. It consists of a vented heating chamber, temperature controller, and safety features. Muffle furnaces are commonly used in laboratories and industry for applications requiring precise, high temperatures like glass fusing, enamel coating, and metallurgical testing. They heat materials through conduction, convection and radiation from electrical heating elements inside insulating walls, allowing for greater temperature control and isolation of samples from combustion byproducts compared to other furnace types.
Atmospheric corrosion is a major cause of degradation and failure of metals exposed to outdoor and indoor environments. It accounts for significant economic losses as corroded metals must be replaced. While atmospheres are typically classified as industrial, marine, rural, or indoor, most real-world environments involve mixtures of conditions. Atmospheric corrosion occurs via localized corrosion cells and is influenced by factors like pollution, humidity, and proximity to salt or chemical sources. Proper material selection and protection methods are needed to prevent atmospheric corrosion in various environmental conditions.
Erosion corrosion occurs when the rate of material deterioration increases due to the combined effects of corrosion and mechanical wear from fluid flow. It can occur in pipes, valves, pumps and other equipment exposed to flowing liquids or gases. The mechanism involves turbulent flow damaging protective surface films and exposing the bare metal to chemical attack. Common signs are grooves, holes and valleys in the direction of flow. Prevention methods include design modifications to reduce turbulence, removing abrasive particles from the fluid, protective coatings, cathodic protection, and using more corrosion resistant materials.