This document provides an interpersonal style profile for Joel Demay. It describes how others see Joel's style as very skillful at building relationships and maintaining a productive balance between serious tasks and human elements of business. Joel is seen as an impressive persuader who can accomplish goals despite obstacles. The profile notes strengths in Joel's ambition and enthusiasm, but also suggests being aware of creating unproductive tension when being too enthusiastic. It provides tips for Joel to develop listening skills, seek understanding before being understood, and become a better negotiator by considering multiple options.
101 qualities of a leader A Lecture By Mr Allah Dad Khan Agriculture Expert ...Mr.Allah Dad Khan
101 qualities of a leader A Lecture By Mr Allah Dad Khan Agriculture Expert KPK at Peshawar Former DG Agri Extension and Visiting Professor AUP Peshawar
John Kay - Thriving People, Thriving OrganisationValuesCentre
This document discusses how thriving organizations are built on thriving people. It emphasizes balancing the industrial and social aspects of business through focusing effort, building new approaches into work practices, and engaging staff's full character strengths. By challenging assumptions and looking beneath surface issues, organizations can unleash performance, reveal untapped potential, and enable societal transformation.
This document discusses research into what drives successful female leaders. It summarizes a leadership model called "centered leadership" that was developed based on interviews with over 85 female leaders worldwide. The model comprises five dimensions: meaning (finding your strengths and purpose), managing energy (identifying what energizes and depletes you), positive framing (adopting an optimistic view), connecting (building relationships and a sense of belonging), and engaging (finding your voice and accepting opportunities). The document provides examples and research findings to illustrate each dimension and argues that centered leadership helps women build skills to become more self-confident leaders.
An employee can prepare for a leadership role by developing key skills like communication, emotional intelligence, motivation, teamwork, decision making, and problem solving. It is also important to deliver results through others, trust your team members, be authentic, seek to understand others, take action and responsibility, lead visibly, and treat all people with fairness and respect. Developing these abilities along with clarity of vision, strong performance, and good relationships can help an employee effectively transition into a leadership position.
The document discusses how warmth and competence impact how people are perceived and influence others. It argues that demonstrating trustworthiness and warmth, in addition to competence, is important for persuading others and eliciting cooperation. While people often focus on displaying competence in the workplace, research shows warmth is more important for influencing others and is judged before competence. The best way to gain influence is to appropriately combine warmth and competence.
This document discusses achieving meaningful success and defining it in terms of contribution rather than material gains. It shares Elaine Cercado's journey from career success to pursuing significance through simplification and service. As a successful manager who achieved early career success, she began to question her purpose and define personal and family missions. This convergence of her professional, personal and family missions led her to feel she found the significance of her mission.
This document discusses servant leadership and its characteristics. It provides examples of each characteristic as it applies in a school setting. The key characteristics of servant leadership include listening, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, commitment to employee growth, and building community. A servant leader in a school would teach and support teachers while keeping organizational objectives in mind. The document also discusses identifying and addressing employee anger and stress as a manager.
101 qualities of a leader A Lecture By Mr Allah Dad Khan Agriculture Expert ...Mr.Allah Dad Khan
101 qualities of a leader A Lecture By Mr Allah Dad Khan Agriculture Expert KPK at Peshawar Former DG Agri Extension and Visiting Professor AUP Peshawar
John Kay - Thriving People, Thriving OrganisationValuesCentre
This document discusses how thriving organizations are built on thriving people. It emphasizes balancing the industrial and social aspects of business through focusing effort, building new approaches into work practices, and engaging staff's full character strengths. By challenging assumptions and looking beneath surface issues, organizations can unleash performance, reveal untapped potential, and enable societal transformation.
This document discusses research into what drives successful female leaders. It summarizes a leadership model called "centered leadership" that was developed based on interviews with over 85 female leaders worldwide. The model comprises five dimensions: meaning (finding your strengths and purpose), managing energy (identifying what energizes and depletes you), positive framing (adopting an optimistic view), connecting (building relationships and a sense of belonging), and engaging (finding your voice and accepting opportunities). The document provides examples and research findings to illustrate each dimension and argues that centered leadership helps women build skills to become more self-confident leaders.
An employee can prepare for a leadership role by developing key skills like communication, emotional intelligence, motivation, teamwork, decision making, and problem solving. It is also important to deliver results through others, trust your team members, be authentic, seek to understand others, take action and responsibility, lead visibly, and treat all people with fairness and respect. Developing these abilities along with clarity of vision, strong performance, and good relationships can help an employee effectively transition into a leadership position.
The document discusses how warmth and competence impact how people are perceived and influence others. It argues that demonstrating trustworthiness and warmth, in addition to competence, is important for persuading others and eliciting cooperation. While people often focus on displaying competence in the workplace, research shows warmth is more important for influencing others and is judged before competence. The best way to gain influence is to appropriately combine warmth and competence.
This document discusses achieving meaningful success and defining it in terms of contribution rather than material gains. It shares Elaine Cercado's journey from career success to pursuing significance through simplification and service. As a successful manager who achieved early career success, she began to question her purpose and define personal and family missions. This convergence of her professional, personal and family missions led her to feel she found the significance of her mission.
This document discusses servant leadership and its characteristics. It provides examples of each characteristic as it applies in a school setting. The key characteristics of servant leadership include listening, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, commitment to employee growth, and building community. A servant leader in a school would teach and support teachers while keeping organizational objectives in mind. The document also discusses identifying and addressing employee anger and stress as a manager.
Bagi Pengunjung Slideshare yang Membutuhkan PELATIHAN PENGEMBANGAN MANAJEMEN, PERUBAHAN MANAJEMEN atau MANAJEMEN SECARA UMUM ataupun MANAJEMEN SDM, DLL maka Anda dapat menghubungi Kami di : 0878-7063-5053 (Fast Response) dengan HARD-Hi SMART CONSULTING
Principle mastery of leadership revisedPiseth Kham
This document provides information about a two-day training program called "Principle Mastery of Leadership" aimed at helping participants improve their leadership skills. The training will be held on March 16-17, 2013 and will focus on developing core leadership values, influence, communication skills, and maintaining a balanced life. It is designed for business owners, managers, and others seeking to advance their careers and relationships through strengthened leadership abilities.
Mentoring involves a trusted relationship where a mentor acts as a role model and advocate to help a mentee learn and develop through sharing wisdom and enabling thinking, with the aim of better performance, productivity and effectiveness through creating a partnership for mutual development and learning.
Leadership studies indicate that as much as 26% of what it takes to be promoted and be an effective executive depends on Executive Presence (Center for Talent Innovation, www.talentinnovation.org). What is Executive Presence? It is “looking and acting the part,” and can depend on specific leadership organizational cultures. Executive presence is not just a construct of a position but is predicated upon how a person presents him/her self. The communication of issues, responses and reactions to situations, and the impact a person has on an organization are part of the executive presence concept.
Given the unique and multi-cultural nature of the organization, it is important that the IAEA has its own leadership model that draws on its own best practices, and on experience elsewhere. Each DDG was asked to identify two areas where there are colleagues who are exemplars of best practice in one or more aspects of leadership. The staff and managers from these areas were interviewed to understand "What is being done right?". The results of those consultations led to the drafting of the Leadership Blueprint.
This document outlines seven principles for coaching with emotional intelligence. It begins with an introduction that defines coaching and explains the context for exploring these principles. The principles are presented along with descriptions of how each supports effective coaching practices. They are aligned with a model of emotional intelligence that includes self-regard, self-actualization, regard for others, and relationship management. For each principle, reflective questions are provided to help coaches apply the principles in their own practice and development. The principles focus on recognizing the value coaches bring, believing in coachees' potential, acting in service of coachees, managing self and relationships, and ongoing reflection and learning.
Transformational Leadership By Tiffani LuckeyTiffani Luckey
This document summarizes an article by Bernard Bass on transformational leadership. It discusses Bass' theory that transformational leaders inspire and motivate followers through idealized influence, intellectual stimulation, and individualized consideration. The document also discusses Bass' development of the Multifactor Leadership Questionnaire to measure transformational and transactional leadership behaviors. It provides an overview of the four key dimensions of transformational leadership according to Bass: idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration.
This document discusses the difference between a manager and a leader. It states that a manager's role is their career, while leadership is a calling. The key difference is that leaders gain followers by placing their trust in their people and having their people trust them in return to create greater success. While controls are still needed in companies, leaders solve problems through empowering their people rather than alone. Effective leadership is based on clearly defined beliefs that are lived out through courageous actions.
Nir Halevy, a Stanford professor, studies how social distance affects motivation through feedback. His research finds that people respond best to feedback that "fits" the social distance, such as concrete feedback from close supervisors but abstract ideas from distant leaders. This "construal fit" leaves people feeling more inspired. Halevy tested this in various workplace contexts and found that fitting the communication style to the social distance improved job satisfaction, commitment, and willingness to take action. Understanding construal fit can help managers motivate employees through more effective communication.
Transforming Leadership Development - Using Adult Development Theory as a GuideAenslee Tanner
A person's current stage of development is a kind of diversity that's is so hidden, almost no one recognises it - but it nevertheless affects everything a person is able to think or do. With knowledge of Adult Development Theory, we can better design experiences that are both supportive of people's current meaning-making systems as well as of their growth.
This article originally appeared in the Winter 2019 edition of HRINZ Magazine.
The document is a guidebook from www.exploreHR.org that provides development activities to enhance competencies in various HR-related areas such as relationship building, continuous learning, change management, communication, and customer service. It encourages visitors to the website to explore more HR tools and presentations, and tells others about the site if they find the guidebook useful. The guidebook then lists specific development activities for each competency to help users strengthen their skills.
Enabling Development July 2010 newsletter with articles on Coaching creating benefits in the An Garda Siochana (Irish Police Service), Taking control of Time and Self Image
Effective leaders have comprehensive understanding of people, organizations, and themselves in order to empower others. They actively listen to understand speakers fully and gain insights into people's motivations and authenticity. Leaders also understand organizational dynamics and solicit diverse viewpoints to identify strengths and weaknesses. Additionally, leaders maintain an empowering presence by having inspiring relationships built on love, patience and humility. They frame people's potential rather than faults and articulate goals to promote growth. Leaders lead by embodiment and authenticity to inspire trust and influence through diligence. With comprehensive understanding and empowering presence, leaders bridge reality and potential.
Effective leaders have comprehensive understanding of people, organizations, and themselves in order to empower others. They actively listen to understand speakers fully and gain insights into perspectives, strengths, and weaknesses. Leaders solicit diverse viewpoints to improve organizational understanding and buy-in. They help people see their potential and focus on strengths rather than faults through loving, optimistic speech and actions that validate their message. By developing understanding and empowering others, leaders bridge reality and potential.
The document discusses emotional intelligence and its importance for leadership. It states that gifted leadership occurs when feelings and thoughts meet. Resonant leaders are attuned to their people's emotions and move them in a positive direction. There are four dimensions of emotional intelligence: self-awareness, self-management, social awareness, and relationship management. Developing emotionally intelligent leaders requires extended practice and feedback to learn skills based in the limbic system. Self-directed learning involving discovering one's ideal and real self is key to leadership development.
- Leaders must know the capabilities of each group member and how to task them appropriately. They must be self-confident, keep the mission as the focus, and know how to manage stresses appropriately. Leaders must be willing to complete work cheerfully and imaginatively while taking on increased responsibilities.
The document discusses various leadership theories and approaches. It defines leadership as the ability to influence others towards achieving goals. Transformational leadership inspires followers to transcend self-interest for the organization. Charismatic leadership creates a strong bond between leaders and followers through passion and communication. Developing ethical leadership involves leading with courage, fairness and integrity while stimulating critical thinking in followers.
The document provides information about forming groups and group dynamics. It discusses criteria for defining a group, reasons for using groups, types of groups, reasons people join groups, and stages of group development including forming, storming, norming, performing, and adjourning. It also covers topics like communication processes, cohesion, influence, goals, power, and how groups are affected by factors such as their composition, size, and cohesion.
This document outlines the objectives and structure of a leadership development program. The program aims to help participants understand leadership essentials, develop leadership tools and strategies, assess their leadership skills, build a support network, and create an action plan to enhance leadership in Vietnam. It consists of 6 days covering topics like vision, self-awareness, coaching, decision-making, influence and stakeholder management. Participants will apply their learning to a project and present their plan to strengthen Vietnam's leadership. The program uses techniques like assessments, group activities and peer coaching to equip participants with leadership skills and strategies.
Social networking allows individuals and businesses to connect online. It has several benefits for businesses, including branding, customer service, lead generation, and goodwill. While social media can help businesses, it requires a strategy to make the most of these channels. Consulting firms can help businesses create and execute an effective social media strategy if they do not have the time or expertise to do it themselves.
The document provides a 15 step tutorial for creating a simple cable network project in CableProject CAD software. It outlines setting project parameters and page options, importing floor plans, placing components like work areas and racks, creating routes between them, auto-routing cables, and setting up conduits. Completing these steps results in a basic designed network across two floors of a building connected by an interfloor riser.
Bagi Pengunjung Slideshare yang Membutuhkan PELATIHAN PENGEMBANGAN MANAJEMEN, PERUBAHAN MANAJEMEN atau MANAJEMEN SECARA UMUM ataupun MANAJEMEN SDM, DLL maka Anda dapat menghubungi Kami di : 0878-7063-5053 (Fast Response) dengan HARD-Hi SMART CONSULTING
Principle mastery of leadership revisedPiseth Kham
This document provides information about a two-day training program called "Principle Mastery of Leadership" aimed at helping participants improve their leadership skills. The training will be held on March 16-17, 2013 and will focus on developing core leadership values, influence, communication skills, and maintaining a balanced life. It is designed for business owners, managers, and others seeking to advance their careers and relationships through strengthened leadership abilities.
Mentoring involves a trusted relationship where a mentor acts as a role model and advocate to help a mentee learn and develop through sharing wisdom and enabling thinking, with the aim of better performance, productivity and effectiveness through creating a partnership for mutual development and learning.
Leadership studies indicate that as much as 26% of what it takes to be promoted and be an effective executive depends on Executive Presence (Center for Talent Innovation, www.talentinnovation.org). What is Executive Presence? It is “looking and acting the part,” and can depend on specific leadership organizational cultures. Executive presence is not just a construct of a position but is predicated upon how a person presents him/her self. The communication of issues, responses and reactions to situations, and the impact a person has on an organization are part of the executive presence concept.
Given the unique and multi-cultural nature of the organization, it is important that the IAEA has its own leadership model that draws on its own best practices, and on experience elsewhere. Each DDG was asked to identify two areas where there are colleagues who are exemplars of best practice in one or more aspects of leadership. The staff and managers from these areas were interviewed to understand "What is being done right?". The results of those consultations led to the drafting of the Leadership Blueprint.
This document outlines seven principles for coaching with emotional intelligence. It begins with an introduction that defines coaching and explains the context for exploring these principles. The principles are presented along with descriptions of how each supports effective coaching practices. They are aligned with a model of emotional intelligence that includes self-regard, self-actualization, regard for others, and relationship management. For each principle, reflective questions are provided to help coaches apply the principles in their own practice and development. The principles focus on recognizing the value coaches bring, believing in coachees' potential, acting in service of coachees, managing self and relationships, and ongoing reflection and learning.
Transformational Leadership By Tiffani LuckeyTiffani Luckey
This document summarizes an article by Bernard Bass on transformational leadership. It discusses Bass' theory that transformational leaders inspire and motivate followers through idealized influence, intellectual stimulation, and individualized consideration. The document also discusses Bass' development of the Multifactor Leadership Questionnaire to measure transformational and transactional leadership behaviors. It provides an overview of the four key dimensions of transformational leadership according to Bass: idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration.
This document discusses the difference between a manager and a leader. It states that a manager's role is their career, while leadership is a calling. The key difference is that leaders gain followers by placing their trust in their people and having their people trust them in return to create greater success. While controls are still needed in companies, leaders solve problems through empowering their people rather than alone. Effective leadership is based on clearly defined beliefs that are lived out through courageous actions.
Nir Halevy, a Stanford professor, studies how social distance affects motivation through feedback. His research finds that people respond best to feedback that "fits" the social distance, such as concrete feedback from close supervisors but abstract ideas from distant leaders. This "construal fit" leaves people feeling more inspired. Halevy tested this in various workplace contexts and found that fitting the communication style to the social distance improved job satisfaction, commitment, and willingness to take action. Understanding construal fit can help managers motivate employees through more effective communication.
Transforming Leadership Development - Using Adult Development Theory as a GuideAenslee Tanner
A person's current stage of development is a kind of diversity that's is so hidden, almost no one recognises it - but it nevertheless affects everything a person is able to think or do. With knowledge of Adult Development Theory, we can better design experiences that are both supportive of people's current meaning-making systems as well as of their growth.
This article originally appeared in the Winter 2019 edition of HRINZ Magazine.
The document is a guidebook from www.exploreHR.org that provides development activities to enhance competencies in various HR-related areas such as relationship building, continuous learning, change management, communication, and customer service. It encourages visitors to the website to explore more HR tools and presentations, and tells others about the site if they find the guidebook useful. The guidebook then lists specific development activities for each competency to help users strengthen their skills.
Enabling Development July 2010 newsletter with articles on Coaching creating benefits in the An Garda Siochana (Irish Police Service), Taking control of Time and Self Image
Effective leaders have comprehensive understanding of people, organizations, and themselves in order to empower others. They actively listen to understand speakers fully and gain insights into people's motivations and authenticity. Leaders also understand organizational dynamics and solicit diverse viewpoints to identify strengths and weaknesses. Additionally, leaders maintain an empowering presence by having inspiring relationships built on love, patience and humility. They frame people's potential rather than faults and articulate goals to promote growth. Leaders lead by embodiment and authenticity to inspire trust and influence through diligence. With comprehensive understanding and empowering presence, leaders bridge reality and potential.
Effective leaders have comprehensive understanding of people, organizations, and themselves in order to empower others. They actively listen to understand speakers fully and gain insights into perspectives, strengths, and weaknesses. Leaders solicit diverse viewpoints to improve organizational understanding and buy-in. They help people see their potential and focus on strengths rather than faults through loving, optimistic speech and actions that validate their message. By developing understanding and empowering others, leaders bridge reality and potential.
The document discusses emotional intelligence and its importance for leadership. It states that gifted leadership occurs when feelings and thoughts meet. Resonant leaders are attuned to their people's emotions and move them in a positive direction. There are four dimensions of emotional intelligence: self-awareness, self-management, social awareness, and relationship management. Developing emotionally intelligent leaders requires extended practice and feedback to learn skills based in the limbic system. Self-directed learning involving discovering one's ideal and real self is key to leadership development.
- Leaders must know the capabilities of each group member and how to task them appropriately. They must be self-confident, keep the mission as the focus, and know how to manage stresses appropriately. Leaders must be willing to complete work cheerfully and imaginatively while taking on increased responsibilities.
The document discusses various leadership theories and approaches. It defines leadership as the ability to influence others towards achieving goals. Transformational leadership inspires followers to transcend self-interest for the organization. Charismatic leadership creates a strong bond between leaders and followers through passion and communication. Developing ethical leadership involves leading with courage, fairness and integrity while stimulating critical thinking in followers.
The document provides information about forming groups and group dynamics. It discusses criteria for defining a group, reasons for using groups, types of groups, reasons people join groups, and stages of group development including forming, storming, norming, performing, and adjourning. It also covers topics like communication processes, cohesion, influence, goals, power, and how groups are affected by factors such as their composition, size, and cohesion.
This document outlines the objectives and structure of a leadership development program. The program aims to help participants understand leadership essentials, develop leadership tools and strategies, assess their leadership skills, build a support network, and create an action plan to enhance leadership in Vietnam. It consists of 6 days covering topics like vision, self-awareness, coaching, decision-making, influence and stakeholder management. Participants will apply their learning to a project and present their plan to strengthen Vietnam's leadership. The program uses techniques like assessments, group activities and peer coaching to equip participants with leadership skills and strategies.
Social networking allows individuals and businesses to connect online. It has several benefits for businesses, including branding, customer service, lead generation, and goodwill. While social media can help businesses, it requires a strategy to make the most of these channels. Consulting firms can help businesses create and execute an effective social media strategy if they do not have the time or expertise to do it themselves.
The document provides a 15 step tutorial for creating a simple cable network project in CableProject CAD software. It outlines setting project parameters and page options, importing floor plans, placing components like work areas and racks, creating routes between them, auto-routing cables, and setting up conduits. Completing these steps results in a basic designed network across two floors of a building connected by an interfloor riser.
The document discusses a presentation on the basics and new features of Photoshop Elements 11. It outlines the agenda which includes an overview of the software's basics and new features, as well as notes and resources available online. New features highlighted are more intuitive editing, new editing environments, effects, and an improved organizer with people, places, and events tagging capabilities.
This document outlines the steps and requirements for Teaching Performance Assessment 3 (TPA 3) at Whittier College. TPA 3 requires teacher candidates to (1) plan and implement a classroom assessment to evaluate student learning, (2) analyze student performance and adapt assessments for two focus students, and (3) reflect on assessment results. The assessment is meant to demonstrate skills in evaluating student understanding, making adaptations, and considering implications for instruction.
The document demonstrates the capabilities of Cable Project CAD software for designing computer-aided network cabling projects by walking through creating a sample two-floor network cabling project, including importing floor plans, placing work areas and network racks, automatically routing cables between areas, and generating reports. It also shows how the design can be further modified by assigning elements in the vertical plane and customizing tagging on the page.
The document describes a waste incineration and energy recovery system manufactured by Hafner. The modular system consists of 3 main components: a rotary kiln, heat exchanger/boiler, and flue gas purification system. It can process between 1,000-25,000 tons per year. The system is highly flexible and can operate at different temperatures for different waste streams. It also has low investment and operating costs. Hafner offers mobile smaller systems housed in shipping containers for decentralized treatment of hazardous wastes.
This document summarizes various store features, marketing and promotional tools, management tools, hosting and security features, and payment options for an online store platform. Some key features mentioned include email marketing capabilities, social sharing tools, an abandoned cart reminder, coupon and loyalty systems, inventory management, analytics and reporting, a secure hosting infrastructure, backups, and integration with major payment gateways. The platform aims to help online stores grow sales and engage customers through various promotional, management and security features.
The document discusses a presentation on the basics and new features of Photoshop Elements 11. It outlines the agenda which includes an overview of the software's basics and new features, as well as notes and resources available online. New features highlighted are more intuitive editing, new editing environments, effects, and an improved organizer with people, places, and events tagging.
Code95 started in 2005 as a small partnership of 4 people providing website development services. It has since grown into a private stock company with many employees across multiple departments. The company focuses on providing custom web solutions and e-marketing services to medium and large businesses in Egypt and the MENA region. Code95 prides itself on its unique business-driven approach and strategic partnerships with companies like Vodafone and Trend.
The document discusses how connecting a sales organization through a sales cloud can help teams sell more effectively. It describes challenges like broken sales processes, lack of insights and mobility that make it hard for teams to sell together. It then outlines key benefits of the Salesforce sales cloud platform in helping organizations increase sales, improve productivity and performance, and grow their pipeline. Specific examples are given of how NBC grew its pipeline by 400% and increased sales by $42 million using Salesforce.
This document outlines a 6-day cycling trip through the Central Massif region of France from June 28th to July 3rd. Each day will involve approximately 100km of cycling with over 800m of elevation gain. Participants will be shuttled by minibus to the starting locations each morning and supported with luggage transport and mechanical assistance. The route goes from Clermont-Ferrand to Le Grau du Roi on the Mediterranean coast, passing through towns like Allanche, Chaudes-Aigues, Quézac, and Ganges. The $840 fee covers guides, accommodations, meals, and equipment but not transportation to the start or from the end.
Social content management for ibm connectionsJoel Demay
IBM Connections Content Manager combines social networking capabilities with content management features. It allows users to collaborate on content while maintaining control over document versions and approvals. Key features include check-in/check-out, metadata, taxonomy, and mobile access to content. The goal is to liberate organizational content and connect people to information, expertise, and knowledge across the enterprise.
Este documento presenta una actividad sobre componentes pasivos como resistencias, condensadores e inductores. En la primera sección, se identifican los valores y tolerancias de varias resistencias. En la segunda sección, se determinan los colores asignados a diferentes resistencias según sus valores y tolerancias. En la tercera sección, se calcula el voltaje en un condensador después de dos segundos. Luego, se indican valores de condensadores según su código y se describen colores de bobinas inductivas. Finalmente, se halla la inductancia equivalente de tres bobinas
In Portuguese comparative constructions of inequality, either do que or que may be the syntactic heads of the Degree Clause. There are, however, differences in their distribution: do que is allowed in all contexts, whereas que is barred whenever the Degree Clause includes a finite verb phonologically realized. In the present paper we claim that all canonical comparative constructions in European Portuguese include two full clauses and that, whenever some constituents of the Degree Clause are phonologically null, what we have is a case of ellipsis, whose extent is different for do que and que.
El documento presenta información sobre el Colegio Padre Luis Gallardo Almonacid. La visión del colegio se enfoca en valores humanistas cristianos y la formación de las nuevas generaciones desde esta perspectiva. Su misión es conformar un equipo de gestión que entregue oportunidades a los estudiantes respetando la diversidad y enfocándose en valores como la responsabilidad y el respeto. El colegio tiene una capacidad de 460 estudiantes distribuidos en diferentes cursos y niveles con infraestructura que incluye salas de computación, canchas
El documento presenta la Escuela TIC 2.0, un programa educativo que utiliza tecnologías de la información y comunicación. El programa se basa en la experiencia acumulada desde 2003 y tiene como objetivo desarrollar las competencias digitales de los estudiantes y profesores. El programa proporciona portátiles a los estudiantes, capacitación para los profesores, y recursos en línea de software y contenido libres para apoyar el aprendizaje.
San Luis recibió dos premios Sadosky por sus iniciativas educativas "Balance Cero" y "Olimpiadas del Conocimiento". El gobernador Alberto Rodríguez Saá recibió los premios de manos de la presidenta Cristina Fernández de Kirchner. Además, se inaugurará la primera Zona Primaria Aduanera en Villa Mercedes para impulsar el comercio.
El documento habla sobre la inteligencia artificial. Define la inteligencia artificial como el arte de crear máquinas con capacidad de realizar funciones inteligentes. Explica que la inteligencia artificial trata de desarrollar agentes no vivos capaces de percibir su entorno, procesar percepciones y actuar. Además, la inteligencia artificial se encarga de construir procesos para ser ejecutados sobre una arquitectura física y producir acciones que maximicen el rendimiento basándose en las entradas percibidas y el conocimiento almacenado
El documento habla sobre los nuevos conceptos, herramientas y soportes que se están incorporando a la gestión de las organizaciones, como la filosofía 2.0, el análisis de redes organizacionales, los modelos de comunicación corporativa 2.0 a través de las redes sociales, el marketing 2.0 y el engagement, y cómo las organizaciones están adoptando wikis, redes sociales internas, microblogging y blogs. También menciona el reclutamiento 2.0, los community managers, y la responsabilidad social corporativa 2.0.
To become a resident assistant, you must develop strong character as a role model for residents. This involves acting with good intentions even when unobserved, and letting your values guide you. As an RA, you must represent the staff well through your speech, actions, and communication. You should also facilitate connections between residents and help residents resolve conflicts themselves rather than doing it for them. Finally, it is important as an RA to admit when you are wrong, as this demonstrates willingness to hold yourself to standards and creates a comfortable environment where residents can also take risks.
- People with strong Harmony talents seek to minimize conflict and bring people together by finding areas of agreement. They try to steer conversations away from confrontation and toward reconciliation.
- Those with strong Harmony see what people have in common, even during conflict. They try to avert contentious interactions and help others quickly find resolutions.
- The particular strength of those with high Harmony is their preference for practical matters and emotional balance. They can enhance collaboration by reducing friction.
The document discusses what makes an effective leader according to research on competency models from 188 companies. It finds that emotional intelligence is twice as important as technical skills or IQ. There are five components of emotional intelligence: self-awareness, self-regulation, motivation, empathy, and social skills. Each component is defined and examples are given of how it is important for leadership. The document also discusses pros and cons of narcissistic leadership and different leadership styles.
Building TRUST in Workplace - Managers Training.pptkatefalade
What makes a Team to perform at they most optimal state? The Trust component in the workplace is a key driver of Team performance and cohesion. What are the drivers of Trust? How do they relate to performance and high productivity? What are the key behaviors that generate trust?
Interpersonal skills, often referred to as social skills or people skills, encompass a wide range of abilities that enable effective communication, collaboration, and interaction with others.
I cover the 9 influencing traits of women leaders in Asia which includes Jannie Chan (The Hour Glass), Aliza Knox (Google) and Randy Lai (McDonalds). My contribution starts from page 21 onwards.
The document discusses the components of emotional intelligence that effective leaders possess. It summarizes Daniel Goleman's research finding that emotional intelligence is crucial for leadership success more than IQ or technical skills. The five components of emotional intelligence are self-awareness, self-regulation, motivation, empathy, and social skills. Each component is then defined in one to three sentences. For example, self-awareness means understanding one's own emotions and having candor in assessing strengths and weaknesses. Self-regulation allows one to control feelings and not panic. Motivation provides drive to achieve beyond expectations. Empathy means considering how others feel in decision making. Social skills help manage relationships and move people in the desired direction.
The document discusses the importance of building effective relationships in the workplace. It notes that having good friends at work can increase job engagement and satisfaction. Good work relationships are linked to better customer service, increased profits, and improved job performance. Building trust, respect, communication, and inclusion can strengthen workplace relationships. Leadership skills like self-awareness, delegation, strong interpersonal skills, and participative management also support effective relationships. Relationship skills are critical for collaboration, teamwork, and influencing others in the workplace.
Interpersonal skills refer to mental and communicative abilities used during social interactions to achieve certain effects. Key interpersonal skills include empathy, building trust through integrity and consistency, active listening without interrupting, understanding different communication styles, assertiveness, and resolving conflicts cooperatively. Mastering interpersonal skills is important for business relationships and competitive advantage, as skills like empathy and trust help create strong connections and commitments.
This document provides a profile of the author's top 5 strengths as identified through a Gallup assessment:
1. Strategic - They are able to see patterns and envision alternative scenarios.
2. Relator - They derive pleasure from close relationships with friends.
3. Belief - They have enduring principles that guide their priorities and consistency.
4. Communication - They like explaining ideas vividly through stories and metaphors.
5. Maximizer - They see strengths in others and love helping others realize their potential.
The document discusses fundamentals of human relations and interpersonal skills. It defines human relations as interactions among people, including conflicts, cooperation, and group relationships. It then lists and explains important interpersonal skills like communication, listening, problem-solving, and decision-making. The document provides tips for improving interpersonal skills, such as listening actively, choosing words carefully, relaxing, clarifying, being positive, and reflecting on interactions. It emphasizes the importance of interpersonal skills for work and personal relationships.
This document profiles Kathryn W. Davanzo, a national speaker, trainer, and HR consultant. It provides her contact information and background, including her education and professional experience in student affairs administration, HR roles, and as a speaker and consultant. The document also summarizes Davanzo's work helping participants clarify their personal leadership point of view, communicate to influence others, and develop workforce readiness strategies. It concludes with details on her company and additional areas of focus like generational influences in leadership.
Women in leadership 2011 Cathy Ellwoodcathyellwood
The document outlines a program for employee development that focuses on identification and selection of high performers, extensive feedback and performance-based placement, onboarding and continuous learning opportunities to foster innovation, develop needed skills, diversify leadership, and attract and retain top talent. The program aims to prepare employees for future leadership roles and raise performance standards across the organization.
Lesson 1 Introduction to Professional Development and Applied EthicsDR. RHEA SANTILLAN
This course discusses professional development, applied ethics, and personality development. It describes the skills, knowledge, and performance needed for students to become professionals through understanding ways to present themselves in business settings like meetings, networking, and proposals. Professional development involves maintaining credentials through education and learning, while applied ethics examines ethical issues in different fields like business. Personality development can help individuals reduce stress, have a positive attitude, and make a strong impression. The document outlines several personality traits and provides ways to build self-confidence.
As we look to the year 2023, three key leadership skills are poised to make a significant impact on success:
- professional communication
- professional presence
- leadership gravitas.
Mastering these skills is essential for leaders who want to engage effectively, establish a strong professional image, and inspire confidence.
By effectively communicating your vision, leveraging a strong professional presence, and cultivating leadership gravitas, you can inspire and motivate your team, make confident and impactful decisions, and foster a culture of trust and collaboration. This powerful blend of skills enables you to navigate challenges with composure, influence others with authenticity, and establish a strong leadership presence that commands respect and admiration.
This presentation equips you with the knowledge and tools to master these top leadership skills of 2023. It highlights their significance, provides practical strategies, and guides you on the path to becoming a successful leader.
Partner with Auraa Image Management and Consulting (AIM&C), a renowned corporate training firm specializing in Leadership Skills, Leadership Development, and Leadership Communication. Led by Ms. Samira Gupta, an experienced executive presence coach, AIM&C has transformed numerous leaders at various levels. Discover the secrets to professional communication, professional presence, and leadership gravitas for unlocking your leadership potential.
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S. Backia Lakshmi completed a personality development course and assignment. Through the course, she learned to present herself professionally using good body language, posture, and language skills. She identified strengths and weaknesses before and after the course. Areas of improvement included communication skills and reducing nervousness. The document discussed factors that develop personality such as persistence, empathy, and attitude. It also covered topics like leadership, time management, transactional analysis, and interpersonal communication skills.
This document discusses the importance of organizational culture and leadership in setting shared values within a company. Some key points:
- A healthy culture with integrity provides an environment where people believe in their leaders, words, and organization. Shared values can unite an organization and stimulate collective effort towards its highest goals.
- Successful leaders articulate shared values but the real challenge is bringing them to life across all company functions. They must be integrated into hiring, reviews, promotions and more.
- Studies show companies with strong, values-based cultures significantly outperform peers in revenue growth, job creation, stock performance, and profits. Setting the right "tone from the top" is critical for an organization's success.
- Develop
InsightsTransformational Leadership Profile - Else Gammelgaard MadsenFull Circle Image
The Insights Transformational leadership model comprises eight dimensions of leadership. Each of these dimensions is underpinned by five leadership facets. Agile Thinking - Engaging different thinking modes Leading from Within - Raising self-awareness and living your values Facilitating Development - Nurturing the growth of self and others Fostering Teamwork - Collaborating to build effective relationships Communicating with Impact - Inspiring and influencing with emotional awareness Creating a Compelling Vision - Determining a winning direction Leading Change - Initiating and directing transformation Delivering Results - Honouring commitments and exceeding expectations.
7 Communication Habits of Emotionally Intelligent Leaders.pdfEnterprise Wired
Here, Enterprise Wired delves into 7 communication habits that characterize emotionally intelligent leaders: 1. Active Listening 2. Empathetic Communication 3. Self-aware Transparency 4. Adaptability in Communication 5. Inspirational Vision