Creating a Culture of Engagement: The ROI of Transparency and CommunicationAnne Stefanyk
In the last few years, “Engagement” has replaced “Wellness” as the catch-all employee retention buzzword. But what is engagement, exactly? It’s more than just building a killer physical workspace that employees want to perform their work in day to day - it’s building a cultural rapport of give and take; one where employees feel they can add to and be an active part of a brand's forward momentum.
Disengaged employees make up a startling 71% of the workforce in the US - those employees leave havoc in their wake, through negativity, decreased output, and absenteeism. Many employers believe that parting ways with difficult employees will improve their workforce, but the unfortunate reality is that the discontent moves with the departing employee, and can tarnish a company’s reputation with potential talent, and within their industry.
So, given the challenges of building and retaining a staff filled with top talent, what is a company to do? It’s crucial to create a culture of communication and accountability from the top-down. To champion and foster a value-based business, empowering senior leadership to set strategic and cultural goals, and encourage employees to communicate and take action to help meet those goals openly.
Join us to learn top-down strategies for fostering a killer company culture, no matter the company model.
In this session you will learn:
- What employee engagement looks like
- How to hold employees accountable for goals and their outcomes
- The importance of transparency
- Ways to create business value through culture
- How to harness the talents of all personality types
- Tactics to put ideas into action
*Gallup Management Journal's semi-annual Employment Engagement Index
Information interview your way to a Job PowerPoint PresentationJeff Watson
Everyone hopes to land an interview or get an opportunity to show themselves to their future employers. What if you swapped roles and YOU conducted the interview? Don't wait for an invitation to interview, make your own!
Learn the tactics involved in information Interviewing. Source Employers, ask intentional questions to make your opportunity count and follow up like a professional to advance the relationship. If you follow these simple steps, you can information Interview your way to a job!
Creating a Culture of Engagement: The ROI of Transparency and CommunicationAnne Stefanyk
In the last few years, “Engagement” has replaced “Wellness” as the catch-all employee retention buzzword. But what is engagement, exactly? It’s more than just building a killer physical workspace that employees want to perform their work in day to day - it’s building a cultural rapport of give and take; one where employees feel they can add to and be an active part of a brand's forward momentum.
Disengaged employees make up a startling 71% of the workforce in the US - those employees leave havoc in their wake, through negativity, decreased output, and absenteeism. Many employers believe that parting ways with difficult employees will improve their workforce, but the unfortunate reality is that the discontent moves with the departing employee, and can tarnish a company’s reputation with potential talent, and within their industry.
So, given the challenges of building and retaining a staff filled with top talent, what is a company to do? It’s crucial to create a culture of communication and accountability from the top-down. To champion and foster a value-based business, empowering senior leadership to set strategic and cultural goals, and encourage employees to communicate and take action to help meet those goals openly.
Join us to learn top-down strategies for fostering a killer company culture, no matter the company model.
In this session you will learn:
- What employee engagement looks like
- How to hold employees accountable for goals and their outcomes
- The importance of transparency
- Ways to create business value through culture
- How to harness the talents of all personality types
- Tactics to put ideas into action
*Gallup Management Journal's semi-annual Employment Engagement Index
Information interview your way to a Job PowerPoint PresentationJeff Watson
Everyone hopes to land an interview or get an opportunity to show themselves to their future employers. What if you swapped roles and YOU conducted the interview? Don't wait for an invitation to interview, make your own!
Learn the tactics involved in information Interviewing. Source Employers, ask intentional questions to make your opportunity count and follow up like a professional to advance the relationship. If you follow these simple steps, you can information Interview your way to a job!
Driving Engagement: The Link Between Staff Buy-in and Quality CareCornerstone OnDemand
Employee engagement is good for both the employee as well as the organization; when employees are happy, they’re more productive, and the institution delivers higher levels of patient care while keeping overall costs down. As they say, it’s a win-win. Just 44% of healthcare workers are engaged (HBR) and engagement was the top variable for mortality rates (Forbes). What might be a good solution to boost engagement?
The crux of this issue is that employee engagement is 'over' defined. Search for the term on Google and you will get a myriad of definitions that lead to confusion about what you’re trying to solve and how to solve it. In this webinar, we will address the history of employee engagement, where the confusion lies, and implications for the clinical staff relevant to competency and patient outcomes. We will also propose some areas for immediate focus to get ahead of this issue.
In a similar format to Part 1 of this series, the webinar will address a strategic view of employee engagement, while attendees will receive an eBook describing some practical steps to increase overall employee engagement. Click here to access previous sessions:
Our presenters for Part 1 will be Tom Tonkin, Ph.D., Principal Consultant, Thought-Leadership and Advisory Services and Lynn Howe, Regional Sales Manager for Cornerstone on Demand. Dr. Tonkin has over 25 years of experience in human resources challenges and focuses on the Healthcare sector for Cornerstone. Howe, RN, MS, CEN, and CCRN is a Registered Nurse, former Director of Education with 30 years of clinical experience, holds a graduate degree in Human Resource Management and is currently a regional sales manager in the healthcare vertical.
A description of the Empowered PhXX diversity initiative combining regional economic development and skills based training for entrepreneurial support organizations.
This presentation is a group assignment performed for the Business Culture and Craft class at Centennial College - Postgraduate degree in Marketing Management, 2018.
This is an example of a presentation job candidates are using to win interviews and land jobs.
Develop your own interview winning presentation at www.interviewbest.com.
Driving Engagement: The Link Between Staff Buy-in and Quality CareCornerstone OnDemand
Employee engagement is good for both the employee as well as the organization; when employees are happy, they’re more productive, and the institution delivers higher levels of patient care while keeping overall costs down. As they say, it’s a win-win. Just 44% of healthcare workers are engaged (HBR) and engagement was the top variable for mortality rates (Forbes). What might be a good solution to boost engagement?
The crux of this issue is that employee engagement is 'over' defined. Search for the term on Google and you will get a myriad of definitions that lead to confusion about what you’re trying to solve and how to solve it. In this webinar, we will address the history of employee engagement, where the confusion lies, and implications for the clinical staff relevant to competency and patient outcomes. We will also propose some areas for immediate focus to get ahead of this issue.
In a similar format to Part 1 of this series, the webinar will address a strategic view of employee engagement, while attendees will receive an eBook describing some practical steps to increase overall employee engagement. Click here to access previous sessions:
Our presenters for Part 1 will be Tom Tonkin, Ph.D., Principal Consultant, Thought-Leadership and Advisory Services and Lynn Howe, Regional Sales Manager for Cornerstone on Demand. Dr. Tonkin has over 25 years of experience in human resources challenges and focuses on the Healthcare sector for Cornerstone. Howe, RN, MS, CEN, and CCRN is a Registered Nurse, former Director of Education with 30 years of clinical experience, holds a graduate degree in Human Resource Management and is currently a regional sales manager in the healthcare vertical.
A description of the Empowered PhXX diversity initiative combining regional economic development and skills based training for entrepreneurial support organizations.
This presentation is a group assignment performed for the Business Culture and Craft class at Centennial College - Postgraduate degree in Marketing Management, 2018.
This is an example of a presentation job candidates are using to win interviews and land jobs.
Develop your own interview winning presentation at www.interviewbest.com.
Here is a link to my resume. I'm hoping to extend my professional network and distribute my resume to potential employers. If you know of any potential job opportunities that may fit my skill set, please forward my resume or get in
touch with me. Thank you, kindly.
Welcome to the Program Your Destiny course. In this course, we will be learning the technology of personal transformation, neuroassociative conditioning (NAC) as pioneered by Tony Robbins. NAC is used to deprogram negative neuroassociations that are causing approach avoidance and instead reprogram yourself with positive neuroassociations that lead to being approach automatic. In doing so, you change your destiny, moving towards unlocking the hypersocial self within, the true self free from fear and operating from a place of personal power and love.
1. Joseph Daniel Hutton
42239 Ludlow Court • Northville, MI 48168 • (248) 207-9851 • josephhutton75@hotmail.com
PROFILE
Dedicated and empathetic psychology student witha passion forempowering others and making a positive
contribution in the community. A team player with experience drafting treatment plans and working withyouth in
a residential setting. Known for exceptional workethic and time management skills.
EDUCATION
BachelorofArtsinPsychologywithconcentrationinAddictions
Southern New Hampshire University (Manchester, NH) Anticipated Completion: December2016
Associate’sDegreeintheArts
SchoolcraftCollege (Livonia,MI) May 2014
EMPLOYMENT EXPERIENCE
CustomerServiceRepresentativeII- MINACS/NETFLIX (FARMINGTON HILLS, MI) 2013 – 2015
Providedchat support for all teams on the floorand resolved customer concerns on supervisor calls
Developed and implemented coaching and follow-upwithagents
Highly involvedin training last 6 nesting classes
SalesRepresentative - AMERICAN PROFIT RECOVERY (FARMINGTON HILLS, MI) 2010 –2012
Acquired on average 15 to 20 new clients a month accounting for anywhere to 25 to 200 units sold for an
average of $500 to $2000 a month
Presented product to end line user and developed a referral networkto build client base oftenending in
multiple referrals fromthe same client averaging between 10 to 20 referrals a month
Led meetings aimed at changing culture to grow sales effortby increasing morale and building brand
awareness within the sales team
Dispatcher -SAVE A LIFE USA(FARMINGTON HILLS, MI) 2009
Managed a team of 25 sales people with mix 50/50 inside and outside sales including all aspects around
people and team management
Used proactive sales techniques that reduced redundancy and increased sales, grew business by 125% over
a 90 day period, consequently, sales grew by several thousand dollars above previous months total
earnings
Met with elected officialsin state legislature as a management representative
MortgageBanker -QUICKEN LOANS (LIVONIA, MI) 2006 –2008
Acquired on average 10 to 12 new clients a month resulting in roughly $750,000 to $1,000,000 loans
written
Managed pipeline of one million dollars in new business monthly, was consistently in the top 5
Wrote an average of 10 new loans a month with a 75% closing ratio on refinance
LoanOfficer/ AssistantBranchManager -CASCADE HOME MORTGAGE (MUSKEGON,MI) 2003 –2005
Managed staff of 4 loan officersand 1 home inspector
Wrote an average of 4 to 5 loans a month
Closing ratio of nearly 100% within 90 days on subprime refinance
Implemented an effectivemarketing strategy that increased loan origination by nearly 25%
JuvenileGroupLeader/Supervisor -RIVENDELL YOUTH CENTER (ST.JOHNS, MI) 2001-2003
Providedstructure in a maximum security facility forjuvenile delinquents consisting of over 30 residents
Revised and updated treatment plans and worked closely with caseworkersand judges
Helped residents workon treatments goals relevant to graduation from the facility
Observed, monitored, and recorded behaviors to help residents better understand and acknowledge their
cycleof victimization
Implemented physical restraints to help maintain the safety of the unit and residents
Supervised a staff of 8 and over30 residents