This document provides a summary personal development report for Jean Manson. The report analyzes Jean's basic/natural self, priority environments that require adjustment, and predictor/outward self. It identifies her strengths as adaptability, flexibility, and the ability to assume different roles. It also describes her natural communication, leadership, and back-up styles along with traits, logic, energy levels, and motivators. The report is intended to help Jean better understand herself and develop stronger interpersonal skills.
This document is a personal strengths report for Jordan Green that was prepared by Kaye/Bassman International Corp. The 3-page report summarizes Jordan's behavioral traits based on a ProScan survey, including that Jordan is dependable, steady, efficient, and prefers consistent routines. It also identifies Jordan's primary behavioral traits as patience, conformity, low dominance, and low extroversion. The report provides insight into Jordan's decision-making and goal accomplishment styles.
The EQ 360 is a powerful tool for leader development. this case study revels the difference between leaders Self Report and how they were scored by their raters.
The Pearman Personality Integrator (The PearmanTM) sets a new standard for assessing personality. With an innovative assessment experience coupled with a deeper look into the individuality of personality type, The Pearman provides a measure of personality in one’s natural state (i.e., what your clients feel most comfortable doing) and in one’s every day environment (i.e., how your clients are required to act in their profession). It also explores any disconnects your clients have by providing insight into their level of flexibility. Going back to the roots of personality type theory while incorporating new insights into the way individuals operate in the 21st century, The Pearman is perfectly suited for use with your talent development initiatives.
The Pearman Personality Integrator (The PearmanTM) sets a new standard for assessing personality. With an innovative assessment experience coupled with a deeper look into the individuality of personality type, The Pearman provides a measure of personality in one’s natural state (i.e., what your clients feel most comfortable doing) and in one’s every day environment (i.e., how your clients are required to act in their profession). It also explores any disconnects your clients have by providing insight into their level of flexibility. Going back to the roots of personality type theory while incorporating new insights into the way individuals operate in the 21st century, The Pearman is perfectly suited for use with your talent development initiatives.
C Stewart will be the main contact for tooling issues, repairs, rejects, and incoming tooling. They will compile and maintain the current mold list, ensure tooling status is available and suppliers are contacted. Quarterly checks will be done on critical molds, the tooling repair procedure will be maintained and updated, and mold disposal and audits will be managed. Communication will also be maintained with tooling manufacturers regarding repairs, new tooling, and timelines.
Asif Akbar Mohideen Shahul Hameed is an Integrated Solution Designer with experience designing software for telecom BSS and OSS platforms. He has expertise in Java, J2EE, Spring and analyzing requirements to design system architectures and interfaces. His past roles include designing the architecture for integrating modules in a BSS/OSS stack and leading development of applications for CRM, worklist management and administration. He received his Bachelor of Technology degree from Sri SaiRam Engineering College in 2011.
Deborah Renee Lackey has over 25 years of experience in customer service, public service, receptionist, sales, and call center roles. She has strong communication skills, both written and verbal, and can handle stressful environments while multitasking. Her computer skills include MS Word, Excel, Adobe, PowerPoint, AS400, Outlook, SAP, and Microfilm. Her employment history includes positions at the Bureau of Motor Vehicles, Meijer, Team CKD as a medical transport driver, the U.S. Census Bureau, Biomet Orthopedics, Medcast Inc., and JMS Temperature Measurement Systems. She has a high school diploma and additional training in MS Word
This document is a personal strengths report for Jordan Green that was prepared by Kaye/Bassman International Corp. The 3-page report summarizes Jordan's behavioral traits based on a ProScan survey, including that Jordan is dependable, steady, efficient, and prefers consistent routines. It also identifies Jordan's primary behavioral traits as patience, conformity, low dominance, and low extroversion. The report provides insight into Jordan's decision-making and goal accomplishment styles.
The EQ 360 is a powerful tool for leader development. this case study revels the difference between leaders Self Report and how they were scored by their raters.
The Pearman Personality Integrator (The PearmanTM) sets a new standard for assessing personality. With an innovative assessment experience coupled with a deeper look into the individuality of personality type, The Pearman provides a measure of personality in one’s natural state (i.e., what your clients feel most comfortable doing) and in one’s every day environment (i.e., how your clients are required to act in their profession). It also explores any disconnects your clients have by providing insight into their level of flexibility. Going back to the roots of personality type theory while incorporating new insights into the way individuals operate in the 21st century, The Pearman is perfectly suited for use with your talent development initiatives.
The Pearman Personality Integrator (The PearmanTM) sets a new standard for assessing personality. With an innovative assessment experience coupled with a deeper look into the individuality of personality type, The Pearman provides a measure of personality in one’s natural state (i.e., what your clients feel most comfortable doing) and in one’s every day environment (i.e., how your clients are required to act in their profession). It also explores any disconnects your clients have by providing insight into their level of flexibility. Going back to the roots of personality type theory while incorporating new insights into the way individuals operate in the 21st century, The Pearman is perfectly suited for use with your talent development initiatives.
C Stewart will be the main contact for tooling issues, repairs, rejects, and incoming tooling. They will compile and maintain the current mold list, ensure tooling status is available and suppliers are contacted. Quarterly checks will be done on critical molds, the tooling repair procedure will be maintained and updated, and mold disposal and audits will be managed. Communication will also be maintained with tooling manufacturers regarding repairs, new tooling, and timelines.
Asif Akbar Mohideen Shahul Hameed is an Integrated Solution Designer with experience designing software for telecom BSS and OSS platforms. He has expertise in Java, J2EE, Spring and analyzing requirements to design system architectures and interfaces. His past roles include designing the architecture for integrating modules in a BSS/OSS stack and leading development of applications for CRM, worklist management and administration. He received his Bachelor of Technology degree from Sri SaiRam Engineering College in 2011.
Deborah Renee Lackey has over 25 years of experience in customer service, public service, receptionist, sales, and call center roles. She has strong communication skills, both written and verbal, and can handle stressful environments while multitasking. Her computer skills include MS Word, Excel, Adobe, PowerPoint, AS400, Outlook, SAP, and Microfilm. Her employment history includes positions at the Bureau of Motor Vehicles, Meijer, Team CKD as a medical transport driver, the U.S. Census Bureau, Biomet Orthopedics, Medcast Inc., and JMS Temperature Measurement Systems. She has a high school diploma and additional training in MS Word
The document discusses the differences between the words "other", "others", and "the others". It states that "other" is a determiner used before plural countable nouns, uncountable nouns, or pronouns. "Others" is a pronoun not followed by a noun. "The others" is the plural form of "the other" used as a pronoun for a plural noun. The document provides an example of using "another" instead of "other" or "the other".
The document provides specifications for an interactive augmented reality game console called the Past Port. It will have an access panel, cards that retract into inclined pigeon holes, a fixed game controller with covered buttons, and two screens mounted on shelves with cutouts. It also describes interactive lights, a curved console shape to draw visitors around, and text that moves along the curve. Dimensions and reach zones for visitors of different heights and wheelchair users are listed.
Tata ClassEdge is an educational solution designed by Tata Interactive Systems to help teachers deliver high-quality instruction through classroom activities and interactive multimedia. It is based on a framework that aims to enhance students' skills and ensure understanding of curriculum content. The document provides several ways for teachers to effectively use ClassEdge resources in their lessons, such as explaining topics, demonstrating with related media, providing extra information to increase interest, using real-life examples, organizing activities to identify students struggling to understand, allowing peer teaching, incorporating games to make learning fun, and using interactive tools to reduce preparation time.
Adam Hendrickson is a highly accomplished manager with over 18 years of experience in the Department of the Air Force developing and delivering high-risk programs. He currently serves as the Superintendent of Weapons Safety Inspections at the Air Force Reserve Command, where he oversees inspections of weapons safety programs. Previously he has held roles as a Safety and Occupational Health Specialist managing weapons safety programs, and as a Supervisor in the Emergency Management section providing emergency response training. He has a Bachelor's degree in Aviation Administration and Associates degrees in Aircraft Armament Systems Technology and Emergency Management from the Community College of the Air Force.
La Unión Europea ha propuesto un nuevo paquete de sanciones contra Rusia que incluye un embargo al petróleo ruso. El embargo se aplicaría gradualmente durante seis meses para el petróleo crudo y ocho meses para los productos refinados. Los líderes de la UE debatirán el paquete de sanciones propuesto durante una cumbre especial a finales de mayo.
This 3-page document is a summary report of a personal development assessment for Jean Manson. The report provides information on Jean's natural traits and styles, current priorities and adjustments being made, and how she is perceived by others. Key sections analyze her basic self, priority environments, predictor self, and natural styles for interactions like communication, leadership, and backing up others. The report finds Jean to be an adaptable person capable of adjusting to different environments and roles, with strengths in flexibility and versatility. It provides insights into her traits, energies, satisfactions, stresses, and how she is currently adapting.
leadership resourceTen steps to carrying out a SWOT analysisChris Pear (1).docxestefana2345678
leadership resource
Ten steps to carrying out a SWOT analysis Chris Pearce offers a guide to help nursing leaders analyse their aotivities
A SWOT ANALYSIS is an effecrive way of identifying your strengths
and weaknesses, and of examining the opportunities and threats you
face. Carrying out an analysis using the SWOT framework will help
you and your team focus your activities on where you are strongest,
and where your greatest opportunities lie,
7 C0NSIDERTHE USES OF SWOT
This technique can be used in various situations includ-
ing business planning, team building and away days, as
well as when you review the work of your team, during change man-
agement processes and even in your personal career planning.
2 PREPARETHE GROUND
Draw a box on a flip chart or whiteboard, or even a
piece of paper, and divide it into four equal sections.
Each section should be labelled as follows: Strengths, Weaknesses,
Opportunities and Threats,
3 CONSIDER YOUR STRENGTHS
On your own, or with your group or team, decide what
your strengths are, what you do well and what other
people see as your strengths. Consider this from both your own point
of view and from the perspectives of the people with whom you work,
lie realistic, not modest. If you have difficulty with this, try listing your
characteristics. Some of these will probably be strengths.
4 CONSIDER YOUR WEAKNESSES
Ask yourself questions about, for example, what you
could improve about yourself, what you do badly or
what you should avoid. Consider these questions from different
points of view, as other people may perceive weaknesses in you that
you do not see. It is best to be realistic now, and to face unpleasant
truths about yourself as soon as possible.
5 CONSIDER YOUR OPPORTUNITIES
What opportunities are before you? Of what interest-
ing trends are you aware? Useful opportunities can arise
from changes in technology, government policy and social pattems,
or from within your organisation.
6 CONSIDERTHE THREATS
What obstacles confront you? Are the specifications of
your job, or the service you provide, changing? Is chang-
ing technology threatening your position?
7 USE INFORMATION: INTERNAL FACTORS
Strengths and weaknesses are intemal faaors. Once you
have gathered information on your strengths and weak-
nesses, and the opportunities and threats tbat you face, ask yourself
first how you can capitalise on your strengths and make greater use of
them in work situations. Strengths are the basis on whicb success can
be built, so include your strengths into your plans. But also analyse
your weaknesses and consider how you can remedy them. Draw up
an action plan based on this information,
8 USE INFORMATION; EXTERNAL FACTORS
Opportunities and threats are extemal factors. Opportun-
ities should be sought, recognised and grasped as they
arise, while threats must be acknowledged and steps must be taken
to deal with them.
9 USE SWOT IN CAREER PLANNING
You can construct your own SWOT analysis to help you
with your career .
How to convince your boss to use insights and strategies from Behavioral Econ...beworks
Behavioral Economics has revolutionized our understanding of decision making.
We now know that humans are far from perfectly rational. Instead, there are psychological biases that strongly influence people’s choices.
The result is a more accurate prediction of human behavior, which can facilitate desirable business outcomes.
Once you understand the drivers of behavior, you can change behavior.
This document is a personal strengths report for Paul Murphy based on a survey he completed on January 31, 2013. The report describes Paul's dominant behavioral traits as extroversion, dominance, pace, and conformity based on a comparison to a database of over 4 million other surveys. It provides details about each trait and how they interact in Paul's case to shape his natural self as outgoing, persuasive, fast-paced, and independent. The report aims to help Paul understand his strengths and how they can be applied effectively.
The document is a PRISM report that provides feedback on an individual's behavioral preferences based on their responses to a PRISM inventory. PRISM uses neuroscience research to assess how brain chemistry and neural networks influence behavior. It differs from other personality tests by measuring interests and behavior dimensions rather than theoretical concepts. The report includes the individual's PRISM profile maps that show their underlying, adapted, and consistent behavioral tendencies to help them understand their natural behaviors and how they interact with others.
The document summarizes the Pearman Personality Integrator assessment tool developed by Dr. Roger Pearman. The assessment examines personality at multiple levels and generates over 1 million unique profiles. It assesses both natural personality type and everyday demonstrated type, and measures flexibility, agility, and resilience. The tool integrates personality theory with skills relevant for workplace success and relationships. It allows for continuous responses rather than type classifications and provides insights to help with development.
This document outlines a career guidance module for grade 11 students. It includes several activities and discussions around career planning and decision making. The objectives are for students to name pros and cons of career decisions and formulate ways to address challenges. Activities include prioritizing concerns, analyzing factors to consider in career choice like opportunities and financial needs, and creating an action plan. The module provides guidance on setting goals and overcoming obstacles to help students plan their career paths.
1) The document discusses risk management of outdoor activities and provides tips to reduce risks. It identifies various hazards of outdoor activities like adverse weather, UV exposure, and injuries.
2) The three main steps of risk management are identified as risk identification, risk assessment, and risk reduction. Risk identification involves finding hazards, risk assessment rates the probability of incidents, and risk reduction implements strategies to minimize risks.
3) Essential tips for outdoor safety include traveling with companions, being physically fit, wearing proper clothing, checking equipment, and learning first aid. Proper preparation of skills, physical fitness, and awareness of weather conditions are emphasized to reduce risks of outdoor activities.
The document provides information about the DISC behavioral assessment, including:
1) An overview of the DISC model and how it assesses four dimensions of behavior: Decisive, Interactive, Stabilizing, and Cautious.
2) A breakdown of the individual's natural and adaptive behavioral styles according to their DISC scores, including strengths and potential areas of growth.
3) Guidance on how to apply the individual's behavioral insights, including tips for communication, ideal work environment, effectiveness, and areas for improvement.
LESSON 1 animal production obtain and convey workplace informationLydelDeChavezGatcho
This document provides information about workplace communication and meetings. It discusses three types of workplace information: primary, secondary, and tertiary. It also outlines different communication mediums like physical and mechanical media. The document discusses how to effectively plan and conduct workplace meetings, including establishing protocols, observing meeting rules, and following the proper procedures of conducting a meeting. It emphasizes the importance of nonverbal communication and its impact on workplace relationships.
This document summarizes key points about emotional intelligence assessments and their use in organizational settings. It discusses three main models of emotional intelligence assessment: the BarOn EQ-i, which measures emotionally and socially intelligent behavior; the MSCEIT, which directly measures emotional abilities; and the ECI, which identifies competencies important for leadership. Companies are using these tools to improve selection, development, and performance by better understanding individuals' emotional intelligence strengths and weaknesses.
16 MANAGING CHANGE AND STRESS How Can You Apply OB and Show What Y.docxfelicidaddinwoodie
This document discusses forces for organizational change, including both internal and external forces. It describes major external forces such as demographic changes, technological advancements, market/shareholder changes, and social/political pressures. It also discusses internal forces including human resource problems, such as low job satisfaction or strikes, and managerial decisions that can drive change. The document provides many examples to illustrate these different forces for change and their impact on organizations.
ACMP Pacific NW Chapter - Behavioral Insights and Neurochange - Nov 2017alistaln
Full PowerPoint Download Link (slide deck contains notes with full references): https://1drv.ms/p/s!Algw2-ojrLE8y30Denn8p68m2FaQ
Association of Change Management Professionals (ACMP) Pacific Northwest Chapter - 29th November 2017 public session.
We know that there is often a huge disparity between what people intend to do and what they actually do.
Standard economic theory assumes that people are rational, act based on full information, and always maximize utility, yet why then do most people struggle to save for their futures, exercise more, or pursue healthier diets? Research shows that in fact humans are actually irrational beings, that are heavily influenced by their peers, and make decisions based on heuristics due to increasing limitations on their time and attention.
Based on the disciplines of psychology, data analytics, cognitive science, behavioral economics, and anthropology, behavioral insights can be applied to successful change management interventions and more importantly, using methods drawn from experimental psychology, neuromarketing, and healthcare randomized control trials, can measure and provide real evidence of success or failure of those interventions.
This partnering of neuroscience and change management, in effect NeuroChange, presents new and exciting ways to engage audiences, reduce resistance, realize benefits, and ultimately increase return on investment. This session will use real examples from industry and Microsoft customers, and show you how nudges can be used to change user behavior. It will also include pointers to follow up reading and additional webinars for additional professional development in this area.
This document provides information about a one-day stress management training program. The training aims to help participants achieve their leadership potential through improving productivity in stressful situations. It will provide an introduction to skills needed to lead effectively and manage stress. The training uses participatory and group activities to discuss sources of stress, strategies for dealing with stress, and stress reduction exercises. Participants complete self-assessments to understand their individual stress levels and sources of stress. The training workbook encourages participants to take notes on key learnings that can help recall concepts and apply them to managing stress.
The document discusses the differences between the words "other", "others", and "the others". It states that "other" is a determiner used before plural countable nouns, uncountable nouns, or pronouns. "Others" is a pronoun not followed by a noun. "The others" is the plural form of "the other" used as a pronoun for a plural noun. The document provides an example of using "another" instead of "other" or "the other".
The document provides specifications for an interactive augmented reality game console called the Past Port. It will have an access panel, cards that retract into inclined pigeon holes, a fixed game controller with covered buttons, and two screens mounted on shelves with cutouts. It also describes interactive lights, a curved console shape to draw visitors around, and text that moves along the curve. Dimensions and reach zones for visitors of different heights and wheelchair users are listed.
Tata ClassEdge is an educational solution designed by Tata Interactive Systems to help teachers deliver high-quality instruction through classroom activities and interactive multimedia. It is based on a framework that aims to enhance students' skills and ensure understanding of curriculum content. The document provides several ways for teachers to effectively use ClassEdge resources in their lessons, such as explaining topics, demonstrating with related media, providing extra information to increase interest, using real-life examples, organizing activities to identify students struggling to understand, allowing peer teaching, incorporating games to make learning fun, and using interactive tools to reduce preparation time.
Adam Hendrickson is a highly accomplished manager with over 18 years of experience in the Department of the Air Force developing and delivering high-risk programs. He currently serves as the Superintendent of Weapons Safety Inspections at the Air Force Reserve Command, where he oversees inspections of weapons safety programs. Previously he has held roles as a Safety and Occupational Health Specialist managing weapons safety programs, and as a Supervisor in the Emergency Management section providing emergency response training. He has a Bachelor's degree in Aviation Administration and Associates degrees in Aircraft Armament Systems Technology and Emergency Management from the Community College of the Air Force.
La Unión Europea ha propuesto un nuevo paquete de sanciones contra Rusia que incluye un embargo al petróleo ruso. El embargo se aplicaría gradualmente durante seis meses para el petróleo crudo y ocho meses para los productos refinados. Los líderes de la UE debatirán el paquete de sanciones propuesto durante una cumbre especial a finales de mayo.
This 3-page document is a summary report of a personal development assessment for Jean Manson. The report provides information on Jean's natural traits and styles, current priorities and adjustments being made, and how she is perceived by others. Key sections analyze her basic self, priority environments, predictor self, and natural styles for interactions like communication, leadership, and backing up others. The report finds Jean to be an adaptable person capable of adjusting to different environments and roles, with strengths in flexibility and versatility. It provides insights into her traits, energies, satisfactions, stresses, and how she is currently adapting.
leadership resourceTen steps to carrying out a SWOT analysisChris Pear (1).docxestefana2345678
leadership resource
Ten steps to carrying out a SWOT analysis Chris Pearce offers a guide to help nursing leaders analyse their aotivities
A SWOT ANALYSIS is an effecrive way of identifying your strengths
and weaknesses, and of examining the opportunities and threats you
face. Carrying out an analysis using the SWOT framework will help
you and your team focus your activities on where you are strongest,
and where your greatest opportunities lie,
7 C0NSIDERTHE USES OF SWOT
This technique can be used in various situations includ-
ing business planning, team building and away days, as
well as when you review the work of your team, during change man-
agement processes and even in your personal career planning.
2 PREPARETHE GROUND
Draw a box on a flip chart or whiteboard, or even a
piece of paper, and divide it into four equal sections.
Each section should be labelled as follows: Strengths, Weaknesses,
Opportunities and Threats,
3 CONSIDER YOUR STRENGTHS
On your own, or with your group or team, decide what
your strengths are, what you do well and what other
people see as your strengths. Consider this from both your own point
of view and from the perspectives of the people with whom you work,
lie realistic, not modest. If you have difficulty with this, try listing your
characteristics. Some of these will probably be strengths.
4 CONSIDER YOUR WEAKNESSES
Ask yourself questions about, for example, what you
could improve about yourself, what you do badly or
what you should avoid. Consider these questions from different
points of view, as other people may perceive weaknesses in you that
you do not see. It is best to be realistic now, and to face unpleasant
truths about yourself as soon as possible.
5 CONSIDER YOUR OPPORTUNITIES
What opportunities are before you? Of what interest-
ing trends are you aware? Useful opportunities can arise
from changes in technology, government policy and social pattems,
or from within your organisation.
6 CONSIDERTHE THREATS
What obstacles confront you? Are the specifications of
your job, or the service you provide, changing? Is chang-
ing technology threatening your position?
7 USE INFORMATION: INTERNAL FACTORS
Strengths and weaknesses are intemal faaors. Once you
have gathered information on your strengths and weak-
nesses, and the opportunities and threats tbat you face, ask yourself
first how you can capitalise on your strengths and make greater use of
them in work situations. Strengths are the basis on whicb success can
be built, so include your strengths into your plans. But also analyse
your weaknesses and consider how you can remedy them. Draw up
an action plan based on this information,
8 USE INFORMATION; EXTERNAL FACTORS
Opportunities and threats are extemal factors. Opportun-
ities should be sought, recognised and grasped as they
arise, while threats must be acknowledged and steps must be taken
to deal with them.
9 USE SWOT IN CAREER PLANNING
You can construct your own SWOT analysis to help you
with your career .
How to convince your boss to use insights and strategies from Behavioral Econ...beworks
Behavioral Economics has revolutionized our understanding of decision making.
We now know that humans are far from perfectly rational. Instead, there are psychological biases that strongly influence people’s choices.
The result is a more accurate prediction of human behavior, which can facilitate desirable business outcomes.
Once you understand the drivers of behavior, you can change behavior.
This document is a personal strengths report for Paul Murphy based on a survey he completed on January 31, 2013. The report describes Paul's dominant behavioral traits as extroversion, dominance, pace, and conformity based on a comparison to a database of over 4 million other surveys. It provides details about each trait and how they interact in Paul's case to shape his natural self as outgoing, persuasive, fast-paced, and independent. The report aims to help Paul understand his strengths and how they can be applied effectively.
The document is a PRISM report that provides feedback on an individual's behavioral preferences based on their responses to a PRISM inventory. PRISM uses neuroscience research to assess how brain chemistry and neural networks influence behavior. It differs from other personality tests by measuring interests and behavior dimensions rather than theoretical concepts. The report includes the individual's PRISM profile maps that show their underlying, adapted, and consistent behavioral tendencies to help them understand their natural behaviors and how they interact with others.
The document summarizes the Pearman Personality Integrator assessment tool developed by Dr. Roger Pearman. The assessment examines personality at multiple levels and generates over 1 million unique profiles. It assesses both natural personality type and everyday demonstrated type, and measures flexibility, agility, and resilience. The tool integrates personality theory with skills relevant for workplace success and relationships. It allows for continuous responses rather than type classifications and provides insights to help with development.
This document outlines a career guidance module for grade 11 students. It includes several activities and discussions around career planning and decision making. The objectives are for students to name pros and cons of career decisions and formulate ways to address challenges. Activities include prioritizing concerns, analyzing factors to consider in career choice like opportunities and financial needs, and creating an action plan. The module provides guidance on setting goals and overcoming obstacles to help students plan their career paths.
1) The document discusses risk management of outdoor activities and provides tips to reduce risks. It identifies various hazards of outdoor activities like adverse weather, UV exposure, and injuries.
2) The three main steps of risk management are identified as risk identification, risk assessment, and risk reduction. Risk identification involves finding hazards, risk assessment rates the probability of incidents, and risk reduction implements strategies to minimize risks.
3) Essential tips for outdoor safety include traveling with companions, being physically fit, wearing proper clothing, checking equipment, and learning first aid. Proper preparation of skills, physical fitness, and awareness of weather conditions are emphasized to reduce risks of outdoor activities.
The document provides information about the DISC behavioral assessment, including:
1) An overview of the DISC model and how it assesses four dimensions of behavior: Decisive, Interactive, Stabilizing, and Cautious.
2) A breakdown of the individual's natural and adaptive behavioral styles according to their DISC scores, including strengths and potential areas of growth.
3) Guidance on how to apply the individual's behavioral insights, including tips for communication, ideal work environment, effectiveness, and areas for improvement.
LESSON 1 animal production obtain and convey workplace informationLydelDeChavezGatcho
This document provides information about workplace communication and meetings. It discusses three types of workplace information: primary, secondary, and tertiary. It also outlines different communication mediums like physical and mechanical media. The document discusses how to effectively plan and conduct workplace meetings, including establishing protocols, observing meeting rules, and following the proper procedures of conducting a meeting. It emphasizes the importance of nonverbal communication and its impact on workplace relationships.
This document summarizes key points about emotional intelligence assessments and their use in organizational settings. It discusses three main models of emotional intelligence assessment: the BarOn EQ-i, which measures emotionally and socially intelligent behavior; the MSCEIT, which directly measures emotional abilities; and the ECI, which identifies competencies important for leadership. Companies are using these tools to improve selection, development, and performance by better understanding individuals' emotional intelligence strengths and weaknesses.
16 MANAGING CHANGE AND STRESS How Can You Apply OB and Show What Y.docxfelicidaddinwoodie
This document discusses forces for organizational change, including both internal and external forces. It describes major external forces such as demographic changes, technological advancements, market/shareholder changes, and social/political pressures. It also discusses internal forces including human resource problems, such as low job satisfaction or strikes, and managerial decisions that can drive change. The document provides many examples to illustrate these different forces for change and their impact on organizations.
ACMP Pacific NW Chapter - Behavioral Insights and Neurochange - Nov 2017alistaln
Full PowerPoint Download Link (slide deck contains notes with full references): https://1drv.ms/p/s!Algw2-ojrLE8y30Denn8p68m2FaQ
Association of Change Management Professionals (ACMP) Pacific Northwest Chapter - 29th November 2017 public session.
We know that there is often a huge disparity between what people intend to do and what they actually do.
Standard economic theory assumes that people are rational, act based on full information, and always maximize utility, yet why then do most people struggle to save for their futures, exercise more, or pursue healthier diets? Research shows that in fact humans are actually irrational beings, that are heavily influenced by their peers, and make decisions based on heuristics due to increasing limitations on their time and attention.
Based on the disciplines of psychology, data analytics, cognitive science, behavioral economics, and anthropology, behavioral insights can be applied to successful change management interventions and more importantly, using methods drawn from experimental psychology, neuromarketing, and healthcare randomized control trials, can measure and provide real evidence of success or failure of those interventions.
This partnering of neuroscience and change management, in effect NeuroChange, presents new and exciting ways to engage audiences, reduce resistance, realize benefits, and ultimately increase return on investment. This session will use real examples from industry and Microsoft customers, and show you how nudges can be used to change user behavior. It will also include pointers to follow up reading and additional webinars for additional professional development in this area.
This document provides information about a one-day stress management training program. The training aims to help participants achieve their leadership potential through improving productivity in stressful situations. It will provide an introduction to skills needed to lead effectively and manage stress. The training uses participatory and group activities to discuss sources of stress, strategies for dealing with stress, and stress reduction exercises. Participants complete self-assessments to understand their individual stress levels and sources of stress. The training workbook encourages participants to take notes on key learnings that can help recall concepts and apply them to managing stress.
The Infor Talent Science behavioral assessment measures dozens of behavioral attributes that
we refer to as your Behavioral DNA™.
Culture Style, Work Style, Interpersonal Style, Motivation Style, Leadership Style, Final Word.
The document provides information about a DISC behavioral assessment, including:
- An overview of the DISC model which evaluates four dimensions of behavior: Decisive, Interactive, Stabilizing, and Cautious.
- A description of a person's natural style which is how they behave naturally, and their adaptive style which is how they modify their behavior when necessary.
- An analysis of the individual's specific DISC scores and what they indicate about how the person approaches problems, interacts with people, handles pace, and follows procedures.
Free DISC Style Report for Nathan BaileyID Number 746453.docxshericehewat
Free DISC Style Report for
Nathan Bailey
ID Number 746453
Work Environment Version
Assessment Completed Apr 28, 2020
at DISCPersonaltityTesting.com
Report Build Version 2
This is a rough estimate of your DISC style blend. For
more refined analysis, graphs, and insights, take the full
assessment at www.DISCPersonalityTesting.com.
Congratulations Nathan!
Your style is a blend of D, S, and C
Your Natural / Internal Style Your Adapted / External Style
The bar graphs below show the intensity or consistency of each style in your blend.
Your natural, or internal, style represents the
internal motivations that drive you the most. This
is the part of you that is likely to represent how
you think or feel about situations more than it
represents how you act or behave. Some people
say that this represents who you are rather than
what you do. It is also the part of you least likely
to change throughout your lifetime.
Your adapted, or external, style represents the
way that you tend to act or behave. It's the part
of you that others are most likely to see. This
part of you often represents how you have
learned to adapt or adjust your behaviors to be
successful in your environment. These behaviors
can change depending on the environment you
are in or thinking about when you take the
assessment.
This report is a rough estimate of your DISC style based on the short version of the assessment. It will
estimate the styles most prevalent in your blend. It might miss the exact degree of each style in your
blend.
For a more refined analysis, additional graphs, and deeper insights, take the full assessment at
www.DISCPersonalityTesting.com.
Copyright 2020, All Rights Reserved, www.discpersonalitytesting.com Report for Nathan Bailey - ID No. 746453 - Page 1
You have a blend of Dominant, Supportive, and Cautious traits. From the results we have so
far, we cannot tell which of these traits is the strongest for you. You may have a very balanced
blend of all three traits.
Some words that describe you are:
Doer,
Logical,
Analytical, and
Helpful
You have both task-oriented and people-oriented traits, and you probably tend towards a task-
oriented perspective. You can either be reserved or outgoing depending on the situation. You
probably enjoy solving problems and making things happen, and you like to preserve
relationships in the process.
Remember, your strongest styles are …
Interested in 26 more pages of personalized insights and analysis?
With a full assessment report, we can more fully differentiate your style blend, and we can give
you more insights, tips, and techniques.
Complete the full DISC assessment right now and receive your complete report. With your
report you will learn how to…
Connect with other people better
Communicate in productive and friendly ways
To clearly express your feelings and thoughts
Build healthy relationships.
Nathan,
Copyright 2020, Al ...
Honors Senior Project Crisis Planning revised for WigleyRebekah Black
This document summarizes a student's honors thesis exploring whether crisis plans make a difference in crisis outcomes or if other factors are equally or more important. The student conducted a content analysis of six crisis case studies examining the presence of a crisis plan, leadership response, and outcome. Preliminary results indicate that while a crisis plan is important, other factors like leadership response may be more decisive in determining a successful outcome. The thesis aimed to bring more research to this topic beyond just assuming crisis plans are the sole determining factor of a crisis's impact.
The document is a feedback report from an intercultural effectiveness assessment that the individual completed. It provides their scores on three factors - continuous learning, interpersonal engagement, and hardiness - which determine their level of intercultural competence. It also analyzes their strengths and weaknesses within each factor and provides tips for developing intercultural skills.
MOBILIZE HEALTHY COMMUNITIES by ANALYZING PERFORMANCE PROBLEMSNiki Hannevig
ANALYZE local PERFORMANCE PROBLEMS and use a SYSTEMIC, First Amendment template to REDRESS the GRIEVANCES IDENTIFIED. The template for this REDRESS is located at https://www.slideshare.net/nikihannevig/first-amendment-assembly-redress/