Working in groups for student projects can be frustrating, however, understanding the skills and roles needed for a successful group engagement can make a difference!
This document describes a training course on influencing others. The course teaches participants that influencing is broader than persuasion and involves understanding context, assessing receptivity, and applying different tactics. The training includes assessments to help participants identify their influencing approaches and strategies to increase success. The target audience is middle managers and individual contributors who work cross-functionally. The course is 1 day and includes exercises, examples, and tools to help participants influence others.
The document discusses social-emotional competence and its importance for children's development and success. It identifies five key social-emotional skills and notes that developing these skills leads to positive behaviors, academic achievement, resilience, and lifelong success. The document asks teachers to share challenges they face and what is working well in their classrooms for fostering social-emotional competence.
Widening The Welcome: The Community Summit 2014, Julie Kingstone, LiveWorkPlayLiveWorkPlay
This document discusses person-centered supports and services provided by LiveWorkPlay, an organization that assists people with disabilities. It provides an overview of their person-centered planning tools and strategies to help individuals identify their goals and interests. These include one-page profiles, action plans, staff matching, community connections, and support for relationships, travel, and employment. LiveWorkPlay also offers various social and recreational opportunities through volunteers and uses organizational tools like staff profiles and team meetings to coordinate supports. The goal is for individuals to pursue an ordinary life in the community and experience meaningful inclusion.
The document summarizes the results of an employee engagement survey conducted at Children's Hospital. The survey aimed to measure what matters most to staff, establish benchmarks over time, identify key drivers of engagement unique to the hospital, and set goals to improve engagement. Key findings included communication and recognition as top priorities. A 9-step process for improvement involved prioritizing results, setting standards, sharing plans, and re-surveying. Factors like outdated data, poor prioritization, and lack of participation could inhibit progress. The results also showed high ratings for the hospital's culture.
This PowerPoint strategically presents how accountability is essential in the workplace and how the lack of accountability can cause critical problems if not discovered.
This document discusses successful team building and the benefits of effective group dynamics. It outlines why organizations build teams to maximize output and showcase employee talents. Key roles for team members include supporting others, confronting issues, mediating conflicts, harmonizing viewpoints, summarizing discussions, observing interactions, listening to members, and acting as a gatekeeper. The document also lists qualities of an effective team builder, such as being selective in choosing members, providing support, encouraging openness and honesty, and facilitating group interaction through proper training. Factors that can cause teams to fail include poor planning, negative attitudes, lack of focus on goals, hidden agendas, selecting the wrong team members, and unresponsive management.
Deep facilitation 4 day workshop in london february 2020Nels Karsvang
Grow facilitation skills from the inside out. 4 day program that enables you as highly experienced facilitator to grow beyond to present expertise level - to be the best.
Working in groups for student projects can be frustrating, however, understanding the skills and roles needed for a successful group engagement can make a difference!
This document describes a training course on influencing others. The course teaches participants that influencing is broader than persuasion and involves understanding context, assessing receptivity, and applying different tactics. The training includes assessments to help participants identify their influencing approaches and strategies to increase success. The target audience is middle managers and individual contributors who work cross-functionally. The course is 1 day and includes exercises, examples, and tools to help participants influence others.
The document discusses social-emotional competence and its importance for children's development and success. It identifies five key social-emotional skills and notes that developing these skills leads to positive behaviors, academic achievement, resilience, and lifelong success. The document asks teachers to share challenges they face and what is working well in their classrooms for fostering social-emotional competence.
Widening The Welcome: The Community Summit 2014, Julie Kingstone, LiveWorkPlayLiveWorkPlay
This document discusses person-centered supports and services provided by LiveWorkPlay, an organization that assists people with disabilities. It provides an overview of their person-centered planning tools and strategies to help individuals identify their goals and interests. These include one-page profiles, action plans, staff matching, community connections, and support for relationships, travel, and employment. LiveWorkPlay also offers various social and recreational opportunities through volunteers and uses organizational tools like staff profiles and team meetings to coordinate supports. The goal is for individuals to pursue an ordinary life in the community and experience meaningful inclusion.
The document summarizes the results of an employee engagement survey conducted at Children's Hospital. The survey aimed to measure what matters most to staff, establish benchmarks over time, identify key drivers of engagement unique to the hospital, and set goals to improve engagement. Key findings included communication and recognition as top priorities. A 9-step process for improvement involved prioritizing results, setting standards, sharing plans, and re-surveying. Factors like outdated data, poor prioritization, and lack of participation could inhibit progress. The results also showed high ratings for the hospital's culture.
This PowerPoint strategically presents how accountability is essential in the workplace and how the lack of accountability can cause critical problems if not discovered.
This document discusses successful team building and the benefits of effective group dynamics. It outlines why organizations build teams to maximize output and showcase employee talents. Key roles for team members include supporting others, confronting issues, mediating conflicts, harmonizing viewpoints, summarizing discussions, observing interactions, listening to members, and acting as a gatekeeper. The document also lists qualities of an effective team builder, such as being selective in choosing members, providing support, encouraging openness and honesty, and facilitating group interaction through proper training. Factors that can cause teams to fail include poor planning, negative attitudes, lack of focus on goals, hidden agendas, selecting the wrong team members, and unresponsive management.
Deep facilitation 4 day workshop in london february 2020Nels Karsvang
Grow facilitation skills from the inside out. 4 day program that enables you as highly experienced facilitator to grow beyond to present expertise level - to be the best.
This document discusses the three domains of an ARO culture: personal accountability, mutual responsibility, and shared ownership. It defines each domain and how individuals should behave within them. Personal accountability refers to the areas an individual controls and will be evaluated on. Mutual responsibility involves areas impacted by one's work where input is shared. Shared ownership includes all aspects of the organization's mission and brand. The document provides guidance on when to engage in each domain and potential vulnerabilities like lack of clarity or competency creep. Overall it outlines an performance-focused culture based on transparency, collaboration, and clear roles.
Role Accountability is good. Personal Responsibility is great.
Accountability is about managing roles. Personal Responsibility is about leading change.
When you focus on Accountability > Responsibility you get unhappy people and low performance.
When Responsibility > Accountability you get happy people and amazing performance.
The one-day workshop focuses on enhancing employee performance through the concepts of Ownership, Accountability, and Responsibility (OAR). The workshop aims to help employees become committed by understanding organizational vision and goals. It employs experiential learning methods like self-assessments, presentations, games, and case studies. The 6 hour agenda covers defining OAR, exploring ownership mindsets and behaviors, setting accountability cultures through performance management, and understanding responsibility in social and workplace roles. The goal is for employees to achieve quality results by taking ownership and following OAR principles.
When you can't observe a team member, how do you give them feedback on their performance? We consider getting the other person to provide that feedback.
The Escape is a peer counseling service run by teens ages 12-19 that aims to connect teens and help them resolve their problems. It offers both group and individual counseling sessions for $20 per 1-2 hour session. The Escape aims to promote a comfortable and relaxed atmosphere managed by teens, in contrast to adult-run corporate counseling services. It plans to operate as a mobile service, holding sessions in different high schools around Austin once a month. The Escape also analyzes its strengths, weaknesses, opportunities, and threats as a new business.
This presentation completely focus on the detailed explanation and importance of how essential team work and management for to achieve accomplishment in short periods of time and sharing ideas towards getting excellent outcome
The document discusses performance management in traditional versus agile teams. Traditional teams have rigid goals, dictation-style leadership, annual feedback focused on delivery, and bossy leadership. Agile teams have flexible goals, collaboration, frequent feedback focused on growth, and supportive leadership. Different forms of rewards and recognition are also discussed, along with several theories on human motivation including the Hawthorne Effect, Maslow's hierarchy of needs, Herzberg's motivators and hygiene factors theory, and McClelland's achievement motivation theory. The top 10 motivators in the software industry according to Barry Boehm are also listed.
The document discusses team cohesion and its relationship to performance. It defines cohesion as the tendency for a group to stick together and remain united in their goals. Cohesion is determined by environmental factors like contracts and size, personal factors like motivation and satisfaction, and leadership factors like coaching style. Higher cohesion leads to better performance, with a particularly strong effect for female teams. Developing cohesion requires daily emphasis on team importance, goal setting, team meetings, communication, and team building exercises.
Taking Ownership – How to Create a Culture of Accountability in the WorkplaceXenium HR
Want to see your organization reach its full potential? It starts with accountability. Everyone—from manager to intern—has to take ownership of their work. So how do you make it happen? In this webinar we break down the best ways to instill accountability in managers and employees, tactics for reinforcing an accountable company culture, and strategies for building effective, accountable teams.
The document discusses people management and development focusing on building a positive team. It emphasizes gaining commitment from employees and building positive working relationships. It also highlights the importance of adaptability and communication within the team.
Presentation slides from John Bull on results based accountability. Presentation was delivered at the 2015 Sport and Recreation Alliance Leadership Convention
Accountability can be taught and learned. Improving on my accountability is easier than I think. It all starts with the mindset. The Five Keys are No Fault Guilt or Blame, 100/0 Mindset, Self-empowerment, Result vs. Task and Clear Agreements
Leadership is about how one leads one\'s self and others. It is also about responsibility and accountability in action. This slideshow highlights some of the traits essential for remarkable leadership.
Influence is the lifeblood of leadership. What are the four strategies to influence anybody about anything? Good influencers use a variety of ways to persuade their colleagues and team members. This session is designed to broaden and deepen the leader’s influencing capability.
A family office acts as a personal CFO that offers a total outsourced solution for managing the financial and investment side of a wealthy individual or family. It provides unbiased advice and coordinates all of a family's advisors. A family office offers comprehensive financial planning and investment management for an entire high-net-worth family by consolidating assets, ensuring all advisors work towards the same goals, and protecting the family's wealth through risk management.
This document discusses teamwork and processes involved in effective teamwork. It covers three types of processes: transition processes where teams evaluate performance and make changes, action processes where teams work toward goals with communication and collaboration, and interpersonal processes of continuous communication between members. It also discusses Tuckman's model of team development with stages of forming, storming, norming, and performing, and how teamwork increases through the stages. Finally, it notes abilities, skills, knowledge needed for teamwork and advantages like problem solving but also potential disadvantages like social loafing.
If you want to take your influencing skills to the next level, email me:
alanbarker830@btinternet.com
This set of slides summarizes my approach to influencing skills as a trainer and coach. Sources of the main ideas are given.
Accountability Focused Management Part 1Brice Alvord
The document discusses accountability focused management and improving the effectiveness of objectives. It introduces key concepts like responsibility, accountability, and paradigms. It then outlines a process for building a shared vision, developing individual charters, identifying continuing vital activities, deriving objectives, and gauging impact. The process aims to shift from a responsibility paradigm to an accountability paradigm in management.
The document provides an overview of the features of Google Docs, including its word processing, spreadsheet, and presentation tools. It discusses advantages such as access from any device with an internet connection, automatic saving, and collaboration. Disadvantages include inability to work offline and limited formatting. The document then demonstrates how to create, share, publish, and organize various files on Google Docs.
Don’t wait for anybody else’s pain, to ask for apologies...nor separation, to make it up.Because you don’t know how long it will take or you will ever get a chance to do so....
This document discusses the three domains of an ARO culture: personal accountability, mutual responsibility, and shared ownership. It defines each domain and how individuals should behave within them. Personal accountability refers to the areas an individual controls and will be evaluated on. Mutual responsibility involves areas impacted by one's work where input is shared. Shared ownership includes all aspects of the organization's mission and brand. The document provides guidance on when to engage in each domain and potential vulnerabilities like lack of clarity or competency creep. Overall it outlines an performance-focused culture based on transparency, collaboration, and clear roles.
Role Accountability is good. Personal Responsibility is great.
Accountability is about managing roles. Personal Responsibility is about leading change.
When you focus on Accountability > Responsibility you get unhappy people and low performance.
When Responsibility > Accountability you get happy people and amazing performance.
The one-day workshop focuses on enhancing employee performance through the concepts of Ownership, Accountability, and Responsibility (OAR). The workshop aims to help employees become committed by understanding organizational vision and goals. It employs experiential learning methods like self-assessments, presentations, games, and case studies. The 6 hour agenda covers defining OAR, exploring ownership mindsets and behaviors, setting accountability cultures through performance management, and understanding responsibility in social and workplace roles. The goal is for employees to achieve quality results by taking ownership and following OAR principles.
When you can't observe a team member, how do you give them feedback on their performance? We consider getting the other person to provide that feedback.
The Escape is a peer counseling service run by teens ages 12-19 that aims to connect teens and help them resolve their problems. It offers both group and individual counseling sessions for $20 per 1-2 hour session. The Escape aims to promote a comfortable and relaxed atmosphere managed by teens, in contrast to adult-run corporate counseling services. It plans to operate as a mobile service, holding sessions in different high schools around Austin once a month. The Escape also analyzes its strengths, weaknesses, opportunities, and threats as a new business.
This presentation completely focus on the detailed explanation and importance of how essential team work and management for to achieve accomplishment in short periods of time and sharing ideas towards getting excellent outcome
The document discusses performance management in traditional versus agile teams. Traditional teams have rigid goals, dictation-style leadership, annual feedback focused on delivery, and bossy leadership. Agile teams have flexible goals, collaboration, frequent feedback focused on growth, and supportive leadership. Different forms of rewards and recognition are also discussed, along with several theories on human motivation including the Hawthorne Effect, Maslow's hierarchy of needs, Herzberg's motivators and hygiene factors theory, and McClelland's achievement motivation theory. The top 10 motivators in the software industry according to Barry Boehm are also listed.
The document discusses team cohesion and its relationship to performance. It defines cohesion as the tendency for a group to stick together and remain united in their goals. Cohesion is determined by environmental factors like contracts and size, personal factors like motivation and satisfaction, and leadership factors like coaching style. Higher cohesion leads to better performance, with a particularly strong effect for female teams. Developing cohesion requires daily emphasis on team importance, goal setting, team meetings, communication, and team building exercises.
Taking Ownership – How to Create a Culture of Accountability in the WorkplaceXenium HR
Want to see your organization reach its full potential? It starts with accountability. Everyone—from manager to intern—has to take ownership of their work. So how do you make it happen? In this webinar we break down the best ways to instill accountability in managers and employees, tactics for reinforcing an accountable company culture, and strategies for building effective, accountable teams.
The document discusses people management and development focusing on building a positive team. It emphasizes gaining commitment from employees and building positive working relationships. It also highlights the importance of adaptability and communication within the team.
Presentation slides from John Bull on results based accountability. Presentation was delivered at the 2015 Sport and Recreation Alliance Leadership Convention
Accountability can be taught and learned. Improving on my accountability is easier than I think. It all starts with the mindset. The Five Keys are No Fault Guilt or Blame, 100/0 Mindset, Self-empowerment, Result vs. Task and Clear Agreements
Leadership is about how one leads one\'s self and others. It is also about responsibility and accountability in action. This slideshow highlights some of the traits essential for remarkable leadership.
Influence is the lifeblood of leadership. What are the four strategies to influence anybody about anything? Good influencers use a variety of ways to persuade their colleagues and team members. This session is designed to broaden and deepen the leader’s influencing capability.
A family office acts as a personal CFO that offers a total outsourced solution for managing the financial and investment side of a wealthy individual or family. It provides unbiased advice and coordinates all of a family's advisors. A family office offers comprehensive financial planning and investment management for an entire high-net-worth family by consolidating assets, ensuring all advisors work towards the same goals, and protecting the family's wealth through risk management.
This document discusses teamwork and processes involved in effective teamwork. It covers three types of processes: transition processes where teams evaluate performance and make changes, action processes where teams work toward goals with communication and collaboration, and interpersonal processes of continuous communication between members. It also discusses Tuckman's model of team development with stages of forming, storming, norming, and performing, and how teamwork increases through the stages. Finally, it notes abilities, skills, knowledge needed for teamwork and advantages like problem solving but also potential disadvantages like social loafing.
If you want to take your influencing skills to the next level, email me:
alanbarker830@btinternet.com
This set of slides summarizes my approach to influencing skills as a trainer and coach. Sources of the main ideas are given.
Accountability Focused Management Part 1Brice Alvord
The document discusses accountability focused management and improving the effectiveness of objectives. It introduces key concepts like responsibility, accountability, and paradigms. It then outlines a process for building a shared vision, developing individual charters, identifying continuing vital activities, deriving objectives, and gauging impact. The process aims to shift from a responsibility paradigm to an accountability paradigm in management.
The document provides an overview of the features of Google Docs, including its word processing, spreadsheet, and presentation tools. It discusses advantages such as access from any device with an internet connection, automatic saving, and collaboration. Disadvantages include inability to work offline and limited formatting. The document then demonstrates how to create, share, publish, and organize various files on Google Docs.
Don’t wait for anybody else’s pain, to ask for apologies...nor separation, to make it up.Because you don’t know how long it will take or you will ever get a chance to do so....
Este documento describe las diferencias entre la investigación cualitativa y cuantitativa. Explica que la investigación cualitativa se enfoca en entender los fenómenos sociales desde la perspectiva de los actores involucrados y cómo el investigador interactúa con ellos. También describe las características de la investigación cualitativa como flexible, inductiva y centrada en la comprensión holística de la realidad humana. El documento concluye enfatizando que la investigación cualitativa busca entender los problemas sociales de una manera ética que pueda aliviar el
Americans cutting back on drugs and doctor visitsAllisonSzewczyk
Americans are cutting back on prescription drugs and doctor visits due to rising healthcare costs. Visits to doctors declined by 4.7% in 2011 while emergency room visits increased by 7.4%. Older Americans especially are using fewer prescription drugs that treat conditions like high blood pressure and osteoporosis in order to save money. In contrast, prescriptions for young adults aged 19-25 rose by 2% as more were able to stay on their parents' health insurance plans under the Affordable Care Act.
The media product uses and develops conventions of real media products without significantly challenging them. The trailer uses a voiceover for character introductions rather than just visuals. It also uses split screens, which are found in some films but not many trailers, to create a sense of chaos. The poster and magazine follow standard layouts and include typical elements like the film title, credits, and character images. The goal was to create authentic-looking promotional materials rather than reinvent conventions. This allows the media product to benefit from established forms without changing them.
Silikon adalah unsur kedua paling banyak di bumi dan membentuk sekitar 28% kerak bumi. Ia membentuk sebatian dengan oksigen seperti silika atau silikon dioksida, dan dengan logam untuk membentuk silikat. Sebatian silikon sangat stabil, tidak larut dalam air, dan tahan terhadap haba serta asid, maka ia digunakan dalam banyak aplikasi seperti membuat bata, kaca, konkrit, seramik, pakaian api,
El documento resume los lineamientos para la elaboración de protocolos de investigación según diferentes instituciones como CONACyT, la Organización Panamericana de la Salud, la Universidad Autónoma de México, la Universidad Veracruzana, la Secretaría de Salud y el CEPES. Los protocolos comparten elementos comunes como el título, objetivos, antecedentes, justificación y metodología, pero cada institución puede agregar detalles adicionales. El documento concluye que el protocolo sirve para comunicar un problema de estudio y las técnicas
Vending machines have evolved significantly with new technologies. Originally only dispensing snacks and drinks, vending machines now offer a wide range of items from consumer products to gold. Modern machines accept cash, credit cards, and interact digitally for stocking. Touchless and laser-equipped machines increase efficiency. Japan has extremely widespread use of vending, with one machine for every 23 people. Reverse vending machines pay consumers to recycle containers. New healthy vending options provide nutrition information on LCD screens. Some machines can even grow vegetables without sunlight. Vending continues to change with new innovative forms and functions.
This document discusses the different shapes that are commonly seen in Islamic culture and their meanings. It describes triangles representing triangular scarves, squares representing veils, rectangles representing prayer rugs, cubes representing the Kabah, crescents representing the crescent moon, circles representing sun hats, stars representing actual stars, ovals representing dates, diamonds representing dots in Arabic letters, and was published in 2007 on an Islamic education website.
La blockchain, quand l'individu sert au collectif... malgré luiFrancois Zaninotto
La blockchain, tout le monde en parle mais qu'est-ce que c'est, comment ça marche, et à quoi ça sert ? Et si la blockchain était le déclencheur d'un profond changement de société ?
Sans langue de bois, avec des exemples concrets et plein de dessins, cette conférence vous aidera à vous décider si vous avez intérêt à parier sur cette technologie dans les années à venir.
The document is a poem by a child wondering where God is located if he is not visible in ordinary places on Earth like trees, mountains, oceans, or buildings. The child considers the idea that God might be everywhere but rejects that since it would mean God would be in unclean places. In the end, the child concludes that God is above the heavens as referenced in a Quranic verse, since as the greatest entity God must reside somewhere special and sublime.