This document discusses moving from traditional corporate learning and development to social learning. It notes that traditional L&D is broken as most work will be done by contractors, freelancers, and partners rather than employees. To fix corporate learning, the document advocates shifting to learning ecosystems centered around a collaborative workscape. This allows continuous, informal learning through conversations and knowledge sharing to better support a changing business structure.
For the first time in history there are four cohorts in the workplace at the same time and it is causing a bit of a stir. The primary challenge today is how to navigate amidst these differences.
This keynote is designed to educate attendees on generational traits and trends as well its goal is to help breakdown the generational boundaries that multiple generations and differing personalities create within a corporate culture.
Using her trademark soft approach humor and relevant examples that leave the audience feeling validates and understood! Olivia motivates audiences by providing real-time approaches to current challenges.
Based on her book, Four Generation-One Workplace, this keynote will leave you provoked and inspired to approach the other generations in new and positive ways.
Do you think you know what motivates your employees? You might be surprised!
This webinar focuses on understanding what benefits really shape employee behavior. It surfaces trends, best company practices and challenges, and traditional paradigms for driving employee engagement and performance. We will explore cross-generational and cross-cultural values that link to job satisfaction, commitment, and sustainability.
Watch the On-Demand webinar and hear an action-packed discussion on:
Old vs. New Directions for Corporate Benefits
The Common Thread for Motivators and De-motivators of Employee Job Performance
Is Hertzberg’s Theory Humbug?
How to Ensure Predictive Performance Through Customized Employee Motivators
CSC Singapore “LEARN @ WORK DAY”
KEY NOTE PRESENTATION
‘Making Generational Differences Work with
Emotional Intelligence’
CSC Singapore Offices (Anson & Henderson)
Friday, 13 July 2012
This session helps individuals understand the outlook and experiences of different generations to improve respect, communication and relationships in the workpl
For the first time in history there are four cohorts in the workplace at the same time and it is causing a bit of a stir. The primary challenge today is how to navigate amidst these differences.
This keynote is designed to educate attendees on generational traits and trends as well its goal is to help breakdown the generational boundaries that multiple generations and differing personalities create within a corporate culture.
Using her trademark soft approach humor and relevant examples that leave the audience feeling validates and understood! Olivia motivates audiences by providing real-time approaches to current challenges.
Based on her book, Four Generation-One Workplace, this keynote will leave you provoked and inspired to approach the other generations in new and positive ways.
Do you think you know what motivates your employees? You might be surprised!
This webinar focuses on understanding what benefits really shape employee behavior. It surfaces trends, best company practices and challenges, and traditional paradigms for driving employee engagement and performance. We will explore cross-generational and cross-cultural values that link to job satisfaction, commitment, and sustainability.
Watch the On-Demand webinar and hear an action-packed discussion on:
Old vs. New Directions for Corporate Benefits
The Common Thread for Motivators and De-motivators of Employee Job Performance
Is Hertzberg’s Theory Humbug?
How to Ensure Predictive Performance Through Customized Employee Motivators
CSC Singapore “LEARN @ WORK DAY”
KEY NOTE PRESENTATION
‘Making Generational Differences Work with
Emotional Intelligence’
CSC Singapore Offices (Anson & Henderson)
Friday, 13 July 2012
This session helps individuals understand the outlook and experiences of different generations to improve respect, communication and relationships in the workpl
The Canadian Management Centre presents authors of "Enemy of Engagement," Mark Royal and Tom Agnew of leadership coaching company The Hay Group as they share their insights on Employee Engagement.
Sign-up for the free Enemy of Engagement Webinar taking place on December 8, 2011 at 1pm EST at http://www.cmctraining.org/enemy‐of‐engagement‐webinar
Hiring and Managing a Multigenerational Workforce in These Economic Times
The talent attraction process just became a lot more complicated as employees in all sectors are being let go. The anomaly is that in spite of labour pool surpluses, attracting and hiring the right people may be even more difficult. The first challenge facing employers is how to attract and select quality candidates given the sheer volume of job seekers using every means possible to be their resume in front of you.
Once you have hired them, the second challenge is how do you manage them? While there has been a lot of coverage on how employers are struggling with how to deal with the “millennials” – the latest generation to enter the workforce – there is also the challenge of how to manage them as well as others within the multigenerational workforce.
Join Mark Thompson of Clubjobs.ca, and McKinley Solutions to gain some insights on how identify the serious candidates that can bring value to your organization amount the mountains of those that don’t. In addition you will gain new perspective on the values and attitudes about work and life of the different generations as well as how to manage and motivate them.
When Fortune 100 executives lose their jobs over spectacular errors of judgment or
behavior, it’s always their innate nature that leads them astray. Dynamic, forceful,
ambitious executives have no monopoly on blindness about their darker urges, but if
you want to achieve success under stress and manifest your goals, you must look inside our self and be honest about what you see. Leadership guru Tim Irwin dissects six large than- life executives who derailed and explains what you can learn from each of them and from all of them. His easy, readable, compassionate tone conceals the profundity of his insights, but he delivers his message.
The Canadian Management Centre presents authors of "Enemy of Engagement," Mark Royal and Tom Agnew of leadership coaching company The Hay Group as they share their insights on Employee Engagement.
Sign-up for the free Enemy of Engagement Webinar taking place on December 8, 2011 at 1pm EST at http://www.cmctraining.org/enemy‐of‐engagement‐webinar
Hiring and Managing a Multigenerational Workforce in These Economic Times
The talent attraction process just became a lot more complicated as employees in all sectors are being let go. The anomaly is that in spite of labour pool surpluses, attracting and hiring the right people may be even more difficult. The first challenge facing employers is how to attract and select quality candidates given the sheer volume of job seekers using every means possible to be their resume in front of you.
Once you have hired them, the second challenge is how do you manage them? While there has been a lot of coverage on how employers are struggling with how to deal with the “millennials” – the latest generation to enter the workforce – there is also the challenge of how to manage them as well as others within the multigenerational workforce.
Join Mark Thompson of Clubjobs.ca, and McKinley Solutions to gain some insights on how identify the serious candidates that can bring value to your organization amount the mountains of those that don’t. In addition you will gain new perspective on the values and attitudes about work and life of the different generations as well as how to manage and motivate them.
When Fortune 100 executives lose their jobs over spectacular errors of judgment or
behavior, it’s always their innate nature that leads them astray. Dynamic, forceful,
ambitious executives have no monopoly on blindness about their darker urges, but if
you want to achieve success under stress and manifest your goals, you must look inside our self and be honest about what you see. Leadership guru Tim Irwin dissects six large than- life executives who derailed and explains what you can learn from each of them and from all of them. His easy, readable, compassionate tone conceals the profundity of his insights, but he delivers his message.
Enterprise 2.0 Summit 2013 presentation on Work Ethos and Purpose, as what comes next, after Expertise, and Collaboration. We need the systems to help organizations understand each person's purpose, if we really want to engage employees and gain productivity
Dr. Greg Stewart is Vice President for Profiles International's Enterprise Solutions Sales Division. He is an experienced human capital expert with over 15 years in management and human resources. Dr. Stewart holds a BA in Organizational Leadership and a PhD in Counseling. He has deep insight into problem-solving and employee motivation and is a phenomenal speaker and blogger of management and leadership.
What You Will learn:
The effect that Emotional Intelligence has on leadership and job success.
How emotions in the workplace directly correlate with job satisfaction and how emotional intelligence impacts the role of leadership.
Presentation for #TFT12: Planting the seeds - overcoming the talent shortfall.
This presentation covers: Workforce across the generations Employee Engagement Talent Management Retention Myths Capabilities High Potentials Career Paths.
See Breed's TFT speaker Pinterest board: http://pinterest.com/servicedesk/breed-lewis/
IBM will showcase how they are designing an internal Social Business Strategy that will continue to promote workforce collaboration. This strategy does incorporate all internal functions within the organisation, from IT and Business Intelligence to PR & Marketing; and People & Communications.
This is a webinar for EVERY LEADER IN YOUR ORGANIZIATION who are responsible for providing feedback to their employees. If you would like your leaders to demonstrate greater managerial courage and provide timely feedback to their employees then make it a must for every front line leader, supervisor, manager, director, vice president and executive to attend this webinar.
In the webinar you will learn:
Good performance rarely happens by accident.
How to implement performance coaching.
Performance appraisals vs. performance coaching – understanding what’s wrong with the performance review and how to fix it.
Common threads of coaching and development.
Essential management skills.
Five elements of successful coaching: Job Fit, Motivation, Chemistry with the Manager, Team Chemistry and Leadership.
Join Greg Stewart, Vice President of Enterprise Solutions Sales at Profiles International and learn about talent management strategies for high impact positions that will bring success to your organization.
Join us for this webinar and learn:
Engage top performers
Engage talents
Improve performance through coachin
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
36. Take stock, take charge
Delight customers
Collaborate, team-work
De-stress, smile
Inspire performance
Unmanagement Take the pulse
Sprint
Decide wisely
Coach
Nurture serendipity
Net-work
Conduct, don’t control
37. The Principles of Radical Management
Delight customers
Communications:
conversations
Managers enable
self-organizing teams
From value
to values
Dynamic
linking
38.
39. 20th Century 21st Century
Corporation Customers
Corporation
Customers
40. What else have you observed in your travels?
Jay’s network
on LinkedIn
44. Largest U.S. Employers Manufacturing
Service
1960 2010
GM Walmart
AT&T Kelly Services
Ford IBM
GE UPS
U.S. Steel McDonald’s
Sears Yum!
A&P Target
Esso Kroger
Bethlehem Steel HP
IT&T Home Depot
Westinghouse Sears
General Dynamics PepsiCo
Chrysler Bank of America
Sperry Rand GE
International Harvester CVS
45.
46.
47.
48. Why do you say traditional corporate learning is
broken?
49.
50.
51.
52.
53.
54.
55. Most work will not be performed by employees
Alumni
Contractor
Outsource
Consultant
Core
Temps
(employees)
Contingent
Team
Freelance
Team
Customers
Partner
56.
57. Future Business Structure
Alumni
Contractor
Outsource
Consultant
Core
Temps (employees)
Contingent
Team
Freelance
Team
“Jobs” only
exist here Partner
69. Global health services company
30,000 employees
66,000,000 customers
objective: culture of collaboration & participation
replace formal learning with informal & social
70. CREDO
• We are open and transparent.
• We narrate our work. Need to share.
• Continuous learning, not events.
• We value conversation as a learning vehicle.
• We are a vanguard of change within the Company.
• We drink our own champagne (or mimosas).
• Business success is our bottom line.
• Learning is work; work is learning.
• We are not a training organization.
• We value time for self-development and reflection.
• We recognize that reflection is a key to learning.
• We establish business metrics for every engagement
and report back publicly on outcomes.
When the mind goes wandering, NYT, November 16, 2010\nMatthew Killingsworth & Daniel Gilbert\n
When the mind goes wandering, NYT, November 16, 2010\nMatthew Killingsworth & Daniel Gilbert\n
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NB: *can’t* come from ‘training’. How cope? Informal! Develop their ability to learn, and learn together!\n
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Redefining the concept of the employee in the era of co-creation. Open relationships and social business requires us to redefine as well the notion of employee.  The concept of employee is a social construct rising to majority status only in the last century. Prior to that, most people were independent worker, owners of their own farms or small businesses, and not dependent on a corporation. Today contingent workers are rapidly approaching the majority of all workers and most of us will be a part-time employee, consultant, contractor, or occasional employee at some stage in our life. If we maintain the notion of a regular employee, who should they be?  What would motivate them to be one?  How do we pay for co-creation or co-ideation when it is more and more unacceptable for a corporation to own our inputs. Why shouldn’t we be our own masters? (Kevin Wheeler)\n
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Redefining the concept of the employee in the era of co-creation. Open relationships and social business requires us to redefine as well the notion of employee.  The concept of employee is a social construct rising to majority status only in the last century. Prior to that, most people were independent worker, owners of their own farms or small businesses, and not dependent on a corporation. Today contingent workers are rapidly approaching the majority of all workers and most of us will be a part-time employee, consultant, contractor, or occasional employee at some stage in our life. If we maintain the notion of a regular employee, who should they be?  What would motivate them to be one?  How do we pay for co-creation or co-ideation when it is more and more unacceptable for a corporation to own our inputs. Why shouldn’t we be our own masters? (Kevin Wheeler)\n
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Later migrated to Jive & Sharepoint behind the firewall\n