Factual reasons why your company should provide coaching for your executives in China. Benefit from my 35+ years in business 22+ years in China, and Certified Professional Coach training and experience.
The document discusses the process of career planning and how it enables employees to identify career goals. It outlines the key steps in career planning, including identifying individual needs and aspirations, analyzing career opportunities, identifying matches and mismatches between employee goals and opportunities, formulating and implementing strategies, reviewing career plans, and providing career counseling. The document also provides examples of discussing career advancement advantages and what employees want from their employers.
Enhancing Business Performance with Alex HarAlex Har
The document describes Alex Har's coaching services and process. It provides an overview of performance coaching and its benefits for businesses and individuals. It also shares 4 case studies where Alex Har's coaching helped a car dealership, an industrial supply company, an insurance company implement new strategies, and mentored an entrepreneur. The coaching process involves establishing trust and rapport, setting goals and actions plans, and evaluating outcomes.
Strengthen Your Human Capital Investment with Staff Developmentjscher
The document discusses the importance of training and developing employees at all levels, from new hires to experienced staff, in order to gain a competitive advantage and maximize performance. It provides recommendations for establishing effective training programs, including assessing skills, setting objectives, selecting trainers, and evaluating programs. The author advocates for ongoing training and coaching to retain top talent, maintain skills, and promote continued growth.
Thesis presentation on evaluate the employees training & development prac...Ahmad Kawser Zohair
This presentation evaluates the employee training and development practices of First Security Islami Bank Limited. It has the following objectives: to inform about the bank's HR department, examine training programs, identify training issues, and suggest recommendations. The methodology includes primary sources like interviews and observations, and secondary sources like annual reports. The bank provides various on and off-the-job training programs covering areas like banking, accounting, credit management. However, issues identified include a lack of clear training methods, no needs assessment process, and inadequate pre-and post-training evaluation. Recommendations are made to address these issues to improve training effectiveness.
This document discusses human resource management and the challenges of managing human capital. It addresses the topics of internal and external recruitment. When recruiting internally, the organization can capitalize on their existing investment in an employee's training and development. However, external recruitment may be necessary if qualifications cannot be met internally. The document also discusses training and development programs, noting they are important for enhancing human capital. An effective training program involves assessing needs, designing the program, and implementing it. The goal is to equip employees with the necessary skills to support the organization's operations.
Millenna Professionals Pvt Ltd is a human resource outsourcing company that has been operating since 2014. They provide various HR solutions such as talent acquisition, learning and development, and managing entire HR departments for some clients. Their services are customized for each client and aimed at delivering quality and reliability. Millenna is led by a team of directors and managers with expertise in areas like compensation, strategy, and marketing. They aim to work as partners with clients to drive respective HR functions through solutions focused on performance, inclusion, and cost management.
This document provides 10 principles for managing human resources as an entrepreneur:
1. Recruit carefully through thorough personal interviews and assignments rather than just objective tests.
2. Thoroughly orient new employees on the company's philosophy and mission.
3. Carefully place employees in jobs that suit their passions and enable extra effort.
4. Judiciously provide training when it will benefit the employee's performance and their retention.
5. Regularly appraise employee performance.
6. Motivate employees daily through rewards, examples, and support.
7. Fire employees rarely and be tolerant of mistakes.
8. Know employees personally to better support them and earn loyalty.
9. Share profits
The document discusses the importance of employee training and development for small businesses. It outlines the benefits of training, which include increased productivity, reduced turnover, and financial gains. It also discusses how to plan an effective training program, including assessing needs, setting goals and objectives, selecting trainees and training methods, administering training, and evaluating the results. Key points are that training should be ongoing, not just for new employees, and that a well-planned, structured program aligned with business strategy and objectives is more likely to succeed than an unplanned approach.
The document discusses the process of career planning and how it enables employees to identify career goals. It outlines the key steps in career planning, including identifying individual needs and aspirations, analyzing career opportunities, identifying matches and mismatches between employee goals and opportunities, formulating and implementing strategies, reviewing career plans, and providing career counseling. The document also provides examples of discussing career advancement advantages and what employees want from their employers.
Enhancing Business Performance with Alex HarAlex Har
The document describes Alex Har's coaching services and process. It provides an overview of performance coaching and its benefits for businesses and individuals. It also shares 4 case studies where Alex Har's coaching helped a car dealership, an industrial supply company, an insurance company implement new strategies, and mentored an entrepreneur. The coaching process involves establishing trust and rapport, setting goals and actions plans, and evaluating outcomes.
Strengthen Your Human Capital Investment with Staff Developmentjscher
The document discusses the importance of training and developing employees at all levels, from new hires to experienced staff, in order to gain a competitive advantage and maximize performance. It provides recommendations for establishing effective training programs, including assessing skills, setting objectives, selecting trainers, and evaluating programs. The author advocates for ongoing training and coaching to retain top talent, maintain skills, and promote continued growth.
Thesis presentation on evaluate the employees training & development prac...Ahmad Kawser Zohair
This presentation evaluates the employee training and development practices of First Security Islami Bank Limited. It has the following objectives: to inform about the bank's HR department, examine training programs, identify training issues, and suggest recommendations. The methodology includes primary sources like interviews and observations, and secondary sources like annual reports. The bank provides various on and off-the-job training programs covering areas like banking, accounting, credit management. However, issues identified include a lack of clear training methods, no needs assessment process, and inadequate pre-and post-training evaluation. Recommendations are made to address these issues to improve training effectiveness.
This document discusses human resource management and the challenges of managing human capital. It addresses the topics of internal and external recruitment. When recruiting internally, the organization can capitalize on their existing investment in an employee's training and development. However, external recruitment may be necessary if qualifications cannot be met internally. The document also discusses training and development programs, noting they are important for enhancing human capital. An effective training program involves assessing needs, designing the program, and implementing it. The goal is to equip employees with the necessary skills to support the organization's operations.
Millenna Professionals Pvt Ltd is a human resource outsourcing company that has been operating since 2014. They provide various HR solutions such as talent acquisition, learning and development, and managing entire HR departments for some clients. Their services are customized for each client and aimed at delivering quality and reliability. Millenna is led by a team of directors and managers with expertise in areas like compensation, strategy, and marketing. They aim to work as partners with clients to drive respective HR functions through solutions focused on performance, inclusion, and cost management.
This document provides 10 principles for managing human resources as an entrepreneur:
1. Recruit carefully through thorough personal interviews and assignments rather than just objective tests.
2. Thoroughly orient new employees on the company's philosophy and mission.
3. Carefully place employees in jobs that suit their passions and enable extra effort.
4. Judiciously provide training when it will benefit the employee's performance and their retention.
5. Regularly appraise employee performance.
6. Motivate employees daily through rewards, examples, and support.
7. Fire employees rarely and be tolerant of mistakes.
8. Know employees personally to better support them and earn loyalty.
9. Share profits
The document discusses the importance of employee training and development for small businesses. It outlines the benefits of training, which include increased productivity, reduced turnover, and financial gains. It also discusses how to plan an effective training program, including assessing needs, setting goals and objectives, selecting trainees and training methods, administering training, and evaluating the results. Key points are that training should be ongoing, not just for new employees, and that a well-planned, structured program aligned with business strategy and objectives is more likely to succeed than an unplanned approach.
Educaterer India is an unique combination of passion driven into a hobby which makes an awesome profession. We carve the lives of enthusiastic candidates to a perfect professional who can impress upon the mindsets of the industry, while following the established traditions, can dare to set new standards to follow. We don't want you to be the part of the crowd, rather we like to make you the reason of the crowd.
Today's Effort For A Better Tomorrowl
Coaching can help individuals and teams accelerate change and achieve goals. It works by having a coach partner with clients to help them tap into their own creativity and find solutions. Coaching sessions involve setting priorities and desired outcomes, then working toward them over multiple sessions through discussion and feedback. It is important to select a coach that you trust and who has proper qualifications like certification.
The document discusses coaching and leadership development. It provides an overview of MSBCoach, a business coaching firm, including their mission to empower clients through partnerships. MSBCoach uses a three phase coaching model called I.S.C. to help clients identify challenges, shift mindsets, and create breakthroughs. They offer various programs like individual and team coaching, workshops on topics like customer service and leadership legacy, and a talent retention program. The goal is to partner with clients to improve leadership and business performance.
Raghavan provided Sanjay, a new sales trainee, with sales reports and pamphlets about the company's products but did not provide any further training or guidance. This summary training method is insufficient for imparting the necessary job skills and instructions to Sanjay. A more suitable training method for Sanjay would be on-the-job training with direct supervision from an experienced manager to gain hands-on experience in performing his sales role.
The document outlines the HR policies and procedures of Shaheen Cosmetics Company, including its vision, mission, locations, organizational structure, and HR portfolio. Key aspects of its HR management include developing staffing needs based on job descriptions and requirements, conducting a recruitment and selection process, creating training programs, performing performance evaluations twice yearly, and offering compensation in the form of salaries, incentives, and rewards based on employees' actual performance compared to standards.
This document provides information about a 7-week transformational coaching program. The program objectives are to teach participants about transformational coaching practices, identifying one's coaching style, facilitating coaching sessions, public speaking, personal branding, and publishing. The program structure involves one participant being coached each week while others observe, followed by a group discussion. By the end of the 7 weeks, each participant will have coached once and been coached by another participant. The time commitment is 7 Saturday sessions from 9:30am-4:00pm or Sunday sessions from 1:00pm-4:00pm. The registration fee for the program is 47,000 Kenyan shillings.
1) The organization structure at Sky-high Airways is too complex and hierarchical, which needs to be simplified and shifted toward a more team-based structure.
2) Employee motivation and engagement is low, so programs need to be implemented to boost morale, recognize achievements, and encourage feedback and new ideas.
3) The performance review system is subjective and does not accurately reflect employees' real performance. A new real-time feedback system should be adopted to get accurate feedback from supervisors, colleagues and customers.
Hunt International Training & Speaking Overview --- January 2013Milton Hunt
Hunt International provides employee training, motivational speaking, executive coaching, and business development guidance. Milton Hunt, the president, is an experienced presenter who draws from his Native American heritage. Services include customized on-site programs in areas like communication, leadership, and motivation. Hunt International also assists with strategies for winning government contracts.
The document discusses career management and career planning. It defines career as a person's course through life, usually involving special training and considered one's life's work. Career development is an ongoing process of gaining knowledge and skills to establish a career plan. Career management consists of career planning and succession to shape employee progression according to organizational needs and individual performance. The aims of career management are to satisfy organizational management succession needs, provide training and experience to develop employee potential, and guide employees to fulfill their potential and achieve successful careers. The process involves career dynamics, policies, assessments, planning, development, counseling and progression. Objectives of career planning include reducing turnover, increasing productivity, enhancing motivation, and achieving organizational goals by providing employee career paths.
The document discusses what coaching is, what it is not, who coaches are, and how to find a coach. It defines coaching as a co-creative relationship between a client and coach that helps the client transition from their current state to their desired future state. It notes that coaching focuses on the future rather than delving into the past like therapy. When looking for a coach, the document recommends considering a coach's training, credentials from a program like the ICF, experience level, and having a good rapport. Directories from organizations like the ICF and WABC can help narrow the search for finding the right coach.
Shweta Bebarta has over 2 years of experience in marketing and HR. She has held roles such as HR Executive, Assistant Relationship Manager, Management Trainee, and Catalogue Analyst. She has skills in talent management, client relationship building, market research, and MS Office. She holds a PGDM in Marketing and HR and a BE in Computer Science.
TD Canada Trust implements various performance management tools to develop employees including learning maps, mentoring programs, and tuition reimbursement. Based on interviews, employees are committed to helping clients but feel pressured to meet sales goals. They receive feedback primarily on numbers but want more recognition and coaching. While TD focuses on customer service, employees would benefit from more support, balanced goals, and appreciation for their work.
This chapter discusses socializing, orienting, and developing employees. It covers employee orientation to help new hires adapt to their new roles and organizations. Orientation provides information on the company's objectives, history, procedures, and culture. The chapter also addresses employee training methods, including on-the-job and off-the-job training. Employee development focuses on personal growth through activities like job rotation. Organization development facilitates long-term organization-wide changes. Training and development programs should be evaluated for effectiveness. The chapter concludes with topics like international training challenges.
This document discusses strategies for rewarding employees effectively. It begins by outlining some common reward issues faced by employers, such as benefits costs and competitiveness of pay. It then discusses challenges in designing rewards programs and provides tips for improvement, including gathering employee feedback and ensuring management buy-in. Throughout, it provides examples of low-cost and no-cost rewards, the importance of recognition, and case studies on incentive programs and engagement strategies. It concludes by asking questions about applying the discussed strategies.
This document provides information about an induction and motivational training program for new employees. It discusses making the induction process energizing, motivating and fun in order to establish a healthy work environment and psychological contract with employees. It promotes celebrating the decision to work together, finding clarity before contribution, and moving from independence to interdependence. The training includes innovative, entertaining and participative activities to boost attitudes, confidence and develop a winning mindset through eliminating negative thinking. It is designed to collaborate with the organization's mission and vision to energize and create breakthroughs. The approach combines participative techniques and exercises oriented towards creating an effective environment and redirecting organizational energies. It also introduces other motivational programs and workshops for corporate, students and facult
This document contains a case study assignment submitted by Omer Iqbal to SIR Qaisar Farid. It includes 5 case applications with questions and answers related to human resource management issues like employee policies, sexual harassment, age discrimination, and retaliation claims. For each case, the document analyzes the situation, explains relevant laws and best practices, and provides recommendations for how issues could have been handled more effectively by HR.
The document provides information on training programs offered through South Florida Workforce including ITA Training which covers the costs of tuition, books, and materials for programs at approved training institutions, On-the-Job Training which provides reimbursements to employers of up to 50% of wages for training new hires, and Customized Training which reimburses employers up to 50% of costs for employer-specific training programs. Eligibility requirements and benefits are outlined for employers and job seekers participating in the different training programs.
The Taj Hotels Resorts and Palaces group uses various motivational programs to engage and retain employees. These include the Taj People Philosophy framework, a Balanced Scorecard system, and the STAR recognition system. The STAR system awards points to employees for excellence in work, customer service, and other values. Points can be redeemed for rewards. These programs have helped Taj Hotels achieve high employee retention rates and recognition like the Hermes Award for innovation in human resources. Case studies show how Taj Hotels' culture and employee commitment have been lauded by institutions like Harvard Business School.
Coaching and mentoring are often confused but they differ in important ways. Coaching is task-oriented and focuses on concrete skills, while mentoring is relationship-oriented and aims to provide a safe environment for personal and professional development. Coaching is also short-term and performance-driven, while mentoring requires a long-term commitment and focuses on future development. When deciding between the two, coaching is best for developing specific competencies in a small group, while mentoring supports leadership development and succession planning.
The document provides an overview of Carrus Coaching, describing coaching as a personalized, action-oriented approach to professional development that produces measurable improvements in mindset and performance. Carrus matches employees with certified coaches based on goals and learning styles, who then design personalized coaching sessions focused on areas like leadership, communication skills, and stress management. The proposal outlines coaching program options, management team qualifications, and metrics for measuring return on investment.
This document provides an overview of executive coaching services offered by Beacon. It discusses how executive coaching can provide a 7x return on investment for organizations. Beacon's coaching focuses on strengths and positive development using assessments and one-on-one coaching sessions. Coaches are selected based on leadership experience and accreditations. The coaching process involves pre-coaching analysis, goal setting, data gathering, and evaluation. A variety of tools and methodologies are used tailored to the client's needs.
Educaterer India is an unique combination of passion driven into a hobby which makes an awesome profession. We carve the lives of enthusiastic candidates to a perfect professional who can impress upon the mindsets of the industry, while following the established traditions, can dare to set new standards to follow. We don't want you to be the part of the crowd, rather we like to make you the reason of the crowd.
Today's Effort For A Better Tomorrowl
Coaching can help individuals and teams accelerate change and achieve goals. It works by having a coach partner with clients to help them tap into their own creativity and find solutions. Coaching sessions involve setting priorities and desired outcomes, then working toward them over multiple sessions through discussion and feedback. It is important to select a coach that you trust and who has proper qualifications like certification.
The document discusses coaching and leadership development. It provides an overview of MSBCoach, a business coaching firm, including their mission to empower clients through partnerships. MSBCoach uses a three phase coaching model called I.S.C. to help clients identify challenges, shift mindsets, and create breakthroughs. They offer various programs like individual and team coaching, workshops on topics like customer service and leadership legacy, and a talent retention program. The goal is to partner with clients to improve leadership and business performance.
Raghavan provided Sanjay, a new sales trainee, with sales reports and pamphlets about the company's products but did not provide any further training or guidance. This summary training method is insufficient for imparting the necessary job skills and instructions to Sanjay. A more suitable training method for Sanjay would be on-the-job training with direct supervision from an experienced manager to gain hands-on experience in performing his sales role.
The document outlines the HR policies and procedures of Shaheen Cosmetics Company, including its vision, mission, locations, organizational structure, and HR portfolio. Key aspects of its HR management include developing staffing needs based on job descriptions and requirements, conducting a recruitment and selection process, creating training programs, performing performance evaluations twice yearly, and offering compensation in the form of salaries, incentives, and rewards based on employees' actual performance compared to standards.
This document provides information about a 7-week transformational coaching program. The program objectives are to teach participants about transformational coaching practices, identifying one's coaching style, facilitating coaching sessions, public speaking, personal branding, and publishing. The program structure involves one participant being coached each week while others observe, followed by a group discussion. By the end of the 7 weeks, each participant will have coached once and been coached by another participant. The time commitment is 7 Saturday sessions from 9:30am-4:00pm or Sunday sessions from 1:00pm-4:00pm. The registration fee for the program is 47,000 Kenyan shillings.
1) The organization structure at Sky-high Airways is too complex and hierarchical, which needs to be simplified and shifted toward a more team-based structure.
2) Employee motivation and engagement is low, so programs need to be implemented to boost morale, recognize achievements, and encourage feedback and new ideas.
3) The performance review system is subjective and does not accurately reflect employees' real performance. A new real-time feedback system should be adopted to get accurate feedback from supervisors, colleagues and customers.
Hunt International Training & Speaking Overview --- January 2013Milton Hunt
Hunt International provides employee training, motivational speaking, executive coaching, and business development guidance. Milton Hunt, the president, is an experienced presenter who draws from his Native American heritage. Services include customized on-site programs in areas like communication, leadership, and motivation. Hunt International also assists with strategies for winning government contracts.
The document discusses career management and career planning. It defines career as a person's course through life, usually involving special training and considered one's life's work. Career development is an ongoing process of gaining knowledge and skills to establish a career plan. Career management consists of career planning and succession to shape employee progression according to organizational needs and individual performance. The aims of career management are to satisfy organizational management succession needs, provide training and experience to develop employee potential, and guide employees to fulfill their potential and achieve successful careers. The process involves career dynamics, policies, assessments, planning, development, counseling and progression. Objectives of career planning include reducing turnover, increasing productivity, enhancing motivation, and achieving organizational goals by providing employee career paths.
The document discusses what coaching is, what it is not, who coaches are, and how to find a coach. It defines coaching as a co-creative relationship between a client and coach that helps the client transition from their current state to their desired future state. It notes that coaching focuses on the future rather than delving into the past like therapy. When looking for a coach, the document recommends considering a coach's training, credentials from a program like the ICF, experience level, and having a good rapport. Directories from organizations like the ICF and WABC can help narrow the search for finding the right coach.
Shweta Bebarta has over 2 years of experience in marketing and HR. She has held roles such as HR Executive, Assistant Relationship Manager, Management Trainee, and Catalogue Analyst. She has skills in talent management, client relationship building, market research, and MS Office. She holds a PGDM in Marketing and HR and a BE in Computer Science.
TD Canada Trust implements various performance management tools to develop employees including learning maps, mentoring programs, and tuition reimbursement. Based on interviews, employees are committed to helping clients but feel pressured to meet sales goals. They receive feedback primarily on numbers but want more recognition and coaching. While TD focuses on customer service, employees would benefit from more support, balanced goals, and appreciation for their work.
This chapter discusses socializing, orienting, and developing employees. It covers employee orientation to help new hires adapt to their new roles and organizations. Orientation provides information on the company's objectives, history, procedures, and culture. The chapter also addresses employee training methods, including on-the-job and off-the-job training. Employee development focuses on personal growth through activities like job rotation. Organization development facilitates long-term organization-wide changes. Training and development programs should be evaluated for effectiveness. The chapter concludes with topics like international training challenges.
This document discusses strategies for rewarding employees effectively. It begins by outlining some common reward issues faced by employers, such as benefits costs and competitiveness of pay. It then discusses challenges in designing rewards programs and provides tips for improvement, including gathering employee feedback and ensuring management buy-in. Throughout, it provides examples of low-cost and no-cost rewards, the importance of recognition, and case studies on incentive programs and engagement strategies. It concludes by asking questions about applying the discussed strategies.
This document provides information about an induction and motivational training program for new employees. It discusses making the induction process energizing, motivating and fun in order to establish a healthy work environment and psychological contract with employees. It promotes celebrating the decision to work together, finding clarity before contribution, and moving from independence to interdependence. The training includes innovative, entertaining and participative activities to boost attitudes, confidence and develop a winning mindset through eliminating negative thinking. It is designed to collaborate with the organization's mission and vision to energize and create breakthroughs. The approach combines participative techniques and exercises oriented towards creating an effective environment and redirecting organizational energies. It also introduces other motivational programs and workshops for corporate, students and facult
This document contains a case study assignment submitted by Omer Iqbal to SIR Qaisar Farid. It includes 5 case applications with questions and answers related to human resource management issues like employee policies, sexual harassment, age discrimination, and retaliation claims. For each case, the document analyzes the situation, explains relevant laws and best practices, and provides recommendations for how issues could have been handled more effectively by HR.
The document provides information on training programs offered through South Florida Workforce including ITA Training which covers the costs of tuition, books, and materials for programs at approved training institutions, On-the-Job Training which provides reimbursements to employers of up to 50% of wages for training new hires, and Customized Training which reimburses employers up to 50% of costs for employer-specific training programs. Eligibility requirements and benefits are outlined for employers and job seekers participating in the different training programs.
The Taj Hotels Resorts and Palaces group uses various motivational programs to engage and retain employees. These include the Taj People Philosophy framework, a Balanced Scorecard system, and the STAR recognition system. The STAR system awards points to employees for excellence in work, customer service, and other values. Points can be redeemed for rewards. These programs have helped Taj Hotels achieve high employee retention rates and recognition like the Hermes Award for innovation in human resources. Case studies show how Taj Hotels' culture and employee commitment have been lauded by institutions like Harvard Business School.
Coaching and mentoring are often confused but they differ in important ways. Coaching is task-oriented and focuses on concrete skills, while mentoring is relationship-oriented and aims to provide a safe environment for personal and professional development. Coaching is also short-term and performance-driven, while mentoring requires a long-term commitment and focuses on future development. When deciding between the two, coaching is best for developing specific competencies in a small group, while mentoring supports leadership development and succession planning.
The document provides an overview of Carrus Coaching, describing coaching as a personalized, action-oriented approach to professional development that produces measurable improvements in mindset and performance. Carrus matches employees with certified coaches based on goals and learning styles, who then design personalized coaching sessions focused on areas like leadership, communication skills, and stress management. The proposal outlines coaching program options, management team qualifications, and metrics for measuring return on investment.
This document provides an overview of executive coaching services offered by Beacon. It discusses how executive coaching can provide a 7x return on investment for organizations. Beacon's coaching focuses on strengths and positive development using assessments and one-on-one coaching sessions. Coaches are selected based on leadership experience and accreditations. The coaching process involves pre-coaching analysis, goal setting, data gathering, and evaluation. A variety of tools and methodologies are used tailored to the client's needs.
The document summarizes coaching services provided by Essa Jan Allawala. It discusses that coaching can help individuals and organizations unleash their potential. It then provides details on the types of clients that can be helped, including entrepreneurs, professionals, and executives. It also outlines what a typical coaching session involves and administrative details like fees and scheduling.
Do you know what is motivational life coaching? How much you can make as a life coach? Do you want to know more about the demand for this profession in the UK?
In 2019, UK Coaching commissioned You Gov surveyed 50,000 adults and 2,000 children. They were asked about their experience of receiving coaching and their experience of being a coach. 6% of adults coached sport or physical activity which equates to an estimated 3 million coaches in the UK. Furthermore, an estimated 900,000 people support coaches in a coach development program
This document discusses coaching and employee retention. It provides 5 steps to integrating coaching into talent management: 1) educate leaders, 2) identify coaches and participants, 3) manage expectations, 4) train coaches, and 5) measure success. It also discusses reasons employees leave, importance of retention, strategies like recognition, and challenges like monetary dissatisfaction. Employee motivation factors include intrinsic rewards like achievement and extrinsic rewards like pay. Engagement levels include actively engaged, not engaged, and actively disengaged employees.
In Touch Networks Executive Coaching ProgrammeLeigh Rostron
In Touch Networks has provided elite business professionals with the tools to build and manage their own successful portfolio careers. In Touch Networks Executive Coaching Programme is a new, flexible programme catering to your personal needs. You’ll receive guidance from a dedicated, qualified and experienced coach for up to 12 months during your transition.
If you would like more information please contact me directly on leigh.rostron@intouchnetworks.com
This document provides information for coaches and mentors on the London Leadership Academy register. It discusses what coaching and mentoring are, how they differ, and the benefits they provide. Coaching focuses on short-term goals and development areas through scheduled sessions, while mentoring involves a more experienced mentor sharing knowledge and experience over a longer period. Both aim to give space for reflection. The document outlines the application process for coaches or mentors on the register and emphasizes the importance of confidentiality, ethics, and structured goal setting and evaluation. Coaches and mentors must follow the EMCC or ICF code of ethics and adhere to ground rules to build trust and keep conversations professional.
The document discusses the benefits of coaching and Zoë's approach to coaching. It outlines that coaching can help people achieve goals faster by increasing motivation, developing skills, and gaining clarity and focus. Zoë's coaching approach involves questioning to break clients out of limiting patterns of thinking and developing action plans to support goal implementation. Coaching is reported to provide both professional and personal benefits for clients.
ACE Consultants is a human resource consulting firm that specializes in recruitment, training, and consulting. They follow the ACE methodology of analyzing situations, communicating issues and recommendations, and providing execution support to clients. The firm aims to improve client performance through developing their people and organization. ACE Consultants provides over 30 integrated human capital management services across four consulting phases to maximize client growth, productivity, and success.
CERTIFIED CORPORATE COACH PROGRAM DIRANCANG UNTUK
• Perusahaan atau organisasi yang ingin merancang dan menjalankan program coaching di perusahaan.
• Para pemimpin, manajer, profesional pengembangan SDM yang ingin meningkatkan keterampilan dan kompetensi coaching mereka secara mendasar untuk meningkatkan potensi maupun retensi karyawan dalam organisasi mereka maupun untuk melatih manajer lain dan berbagi keahlian coaching mereka
• Pengembangan kepemimpinan dalam perusahaan dan organisasi dengan pendekatan coaching.
• Internal dan eksternal coach yang akan mendaftarkan diri menjadi member ICF (Intenational Coach Federation) dan melanjutkan ke ICF Credential ACC.
• Para profesional pengembangan organisasi, Konsultan, Coach, Konselor, Akademisi yang ingin menggunakan keterampilan coaching dalam aplikasi profesinya di perusahaan atau organisasi
• Kepada siapa saja yang ingin mendapatkan keuntungan dari ketrampilan dalam praktek aplikasi teknik coaching di perusahaan dan organisasi.
Peserta akan melalui proses belajar dalam 3 tahap yang membuat peserta langsung dapat mengaplikasikan ketrampilan dan kompetensi professional Coach dalam pekerjaan dan kehidupannya
Program berbasiskan ICF Kompetensi, peserta yang telah mengikuti program ini dapat mendaftar sebagai ICF member dan melanjutkan ICF credential ACC dan bergabung dengan komunitas Professional coach global.
Program ini dibawakan para senior professional Coach - ICF Certified Coach dan ICF Mentor Coach Registry yang berpengalaman dalam mengembangkan profesi Coach dan telah membantu banyak perusahaan menjalankan Coaching program.
Peserta akan dilatih dan didampingi dalam proses belajar dan praktek di perusahaan ataupun organisasi
Bergabung dengan alumni dan komunitas professional coach di berbagai industri.
Peserta akan langsung merasakan manfaat coaching pada dirinya melalui praktek dan sesi coaching selama program.
ACE Coaching is offering pro-bono executive coaching services to the Canadian Cancer Society over 3 months to advance team and individual effectiveness and achieve goals. They will provide discovery, coaching, and visioning services including introductory and follow-up coaching sessions for 6 executives. ACE Coaching will measure the impact of coaching and present quantitative and qualitative findings in a final report without identifying individual sources. Their services are provided by a team of coaches who are committed to high ethical standards and client confidentiality.
How an Executive Coaching Helps in Personal and Professional Growth.pdfMr. Business Magazine
Executive coaching keeps long-term goals in vision and strives to achieve them. In the realm of personal and professional development, the presence of an executive coach has become increasingly instrumental.
The document discusses administration of coaches and recruitment plans for sport clubs. It provides guidance on:
1) Assessing coaching needs and designing job descriptions that emphasize skill variety, task identity, autonomy, and feedback.
2) Advertising coaching opportunities through targeted messages, audiences, and mediums.
3) Developing recruitment plans that include contacting individuals, current coaches, universities, and parents.
4) Screening applicants through application reviews, interviews, references, and selecting qualified coaches.
5) Establishing reward systems for coaches that include intrinsic rewards like new responsibilities, and extrinsic rewards like compensation.
Coaching in the workplace can address stress, improve confidence and self-esteem, promote work-life balance, and help managers work towards common goals. Studies show coaching leads to a more satisfied and productive workforce, which benefits the company. Coaching is more effective than traditional command-and-control management and uses techniques like "The Coaching Circle" model. Research finds coaching delivers a strong return on investment, with one study showing a 529% ROI, through improved employee performance, retention, relationships, and job satisfaction.
Coaching is a strengths-based, person-centered approach that helps people direct their own changes by building essential skills. Coaching relies on developing a trusting relationship and using open-ended questions to help clients set and achieve their own goals. For coaching to be effective within an organization, the entire agency culture must support it, including training supervisors. Research shows coaching improves client outcomes, staff performance, and organizational morale when implemented successfully within social services programs.
This 1-day training program aims to improve customer satisfaction, both external and internal, at the Philippine Veterans Affairs Office (PVAO). It will teach PVAO employees in supervisory roles how smooth internal relationships and effective communication are crucial for providing excellent external customer service and accomplishing the organization's mission. The training covers topics like understanding one's role in office management, records management, communication skills, conflict resolution, professionalism, and management principles. The target participants are 30 PVAO employees in supervisory or secretarial positions. The estimated total cost of the training program is 14,045 Philippine pesos.
Our Executive Coaches are senior experts in the field with strong business acumen and an action learning background. Mobius coaching is a rigorous process of mindset and behavior work, carefully examining the everyday actions and interactions people take, while supporting a deeper inquiry into their underlying beliefs, thoughts, challenges and inspirations.
A comprehensive-study-of-biparjoy-cyclone-disaster-management-in-gujarat-a-ca...Samirsinh Parmar
Disaster management;
Cyclone Disaster Management;;
Biparjoy Cyclone Case Study;
Meteorological Observations;
Best practices in Disaster Management;
Synchronization of Agencies;
GSDMA in Cyclone disaster Management;
History of Cyclone in Arabian ocean;
Intensity of Cyclone in Gujarat;
Cyclone preparedness;
Miscellaneous observations - Biparjoy cyclone;
Role of social Media in Disaster Management;
Unique features of Biparjoy cyclone;
Role of IMD in Biparjoy Prediction;
Lessons Learned; Disaster Preparedness; published paper;
Case study; for disaster management agencies; for guideline to manage cyclone disaster; cyclone management; cyclone risks; rescue and rehabilitation for cyclone; timely evacuation during cyclone; port closure; tourism closure etc.
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The findings suggest that by implementing Lean Management practices and addressing key productivity inhibitors, RMG factories can achieve substantial improvements in efficiency and profitability. The study provides valuable insights for practitioners, policymakers, and researchers seeking to enhance productivity in the RMG industry and similar manufacturing sectors.
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KLomason coach flyer
1. 1
Over 75% of expatriate assignments cost
companies between 2 and 4 times that of similar
positions in the home country.(1)
The average failure rate - when an expat does not
complete the assignment period – is 4-6%.(2)
Hard
costs of a failed assignment can be calculated, but it
is more difficult to calculate the costs of and to
expatriates who complete the assignment period,
but are under-performing due to the stress and
frustration common with overseas assignments.
Coaching to improve expat performance can
happen anytime, and is most effective if provided in
the first 6 months of the assignment.
Coaching to Reduce Culture Shock and
Improve Performance
Making Expatriate
Assignments More Productive
Keith Lomason
MBA, CPC
Shanghai-Based
Certified Professional Coach
According to a survey published by the American
Chamber of Commerce in Shanghai, three of the
top four attributes that employers in China want in
new managers are Cultural Fit, Stress
Management, and Flexibility. (4)
In the same survey, the number-two reason given
by companies who lost newly hired managers
within the first year of assignment is “issues with
management/work culture.”
All of these challenges can be influenced directly
and positively with coaching.
From his book “The Inner Game of
Work”, Tim Gallwey postulates this
“Equation for Performance”:
p = P – I
Where:
p = an individual’s actual
performance;
P = their Potential;
I = the “interference” that can get in
the way of “peak performance.”
Good coaching helps to identify and
remove interference from the
executive’s life, enabling a more
productive and successful
assignment.
(3)
3-6 months from Arrival
To Culture Shock
2. 2
A COACH IS A GUIDE FOR FINDING FOCUS AND MOTIVATION.
A COACH PROVIDES PERSPECTIVE AND HELPS CLIENT DEVELOP SELF-ACCOUNTABILITY.
IN A CORPORATE SPONSORED ENVIRONMENT, A COACH IS A PARTNER IN MAKING THE
CONNECTION BETWEEN COMPANY AND CLIENT GOALS.
• Expatriate Assignment Coaching, with a
focus on high performance while managing
the effects of culture shock, are best started
within the first three months of arrival to
China, or even before the employee makes
the move if possible, and can be initiated at
any time a client is feeling added pressures
due to working overseas. Expatriate
Assignment Coaching will typically last 6
months and includes eight sessions of 60-90
minutes each.
• Executive Coaching focuses on the skills to
lead self, lead others, lead an organization
and lead in society all while maintaining a
healthy work-life balance. Executive
coaching starts with a minimum of 5
sessions over 3 months, which can be
extended as desired.
• Career Coaching is focused on helping
clients enhance their current performance
and to identify and choose which path to
take when they are at a crossroads in their
career. Career Coaching is also a 3 month,
5 session engagement.
Career Coaching can also be very helpful
for expats preparing to return to their home
country as they near the end of their
overseas assignment in order to better
prepare for reverse culture shock and
dealing with the pressures of a new job.
o All coaching engagements begin with a
“Baseline” session where the coach will
gain a deep understanding of the client’s
goals and challenges.
o At the second session, the coach provides
tools that create focus and motivation,
and is the foundation for developing the
habits the client chooses to move
towards their goals.
o The third session digs in to focus on top
priorities and specific action steps from
which an action plan will be created.
o Subsequent sessions are spent marking
progress against the action plans,
making adjustments, reinforcing new
habits, and developing self-
accountability.
3. 3
Most coaching engagements are arranged
directly between the Client and a Coach, but
more and more businesses are offering
coaching to their employees as a supplement to
their internal development activities. When a 3rd
party arranges and/or pays for coaching it is
called “Sponsored Coaching.”
The partners in corporate sponsored
coaching are:
• Sponsor – the company that hires the
coach to engage with its employee;
• Coach – the person providing the
coaching;
• Client – the person receiving the
coaching.
For Expatriate Coaching, the sponsor should
establish coaching as standard practice and
inform all incoming expatriates that they will be
participating.
Executive and Career coaching are most
effective when an employee moves into a new
position requiring leadership, or is struggling
with the current position, or is preparing to
repatriate at the end of the overseas
assignment.
Before the first coaching session, the coach will
meet with the appropriate executives of the
sponsor organization to understand the
company culture and expectations of the
expatriate.
Certified Professional Coaches who have
attended an ICF-Approved coach training must
pass detailed education and training
requirements, and are bound to a strict code of
ethics, which help ensure sponsors and clients
that their coach is competent and will be
professional throughout the relationship.
As coaching requires trust between the client
and the coach, the sponsor understands that
details of the sessions will remain confidential to
the client. The first client session, the Baseline
Coaching Session, allows the coach to gain a
deep understanding of the personal goals and
motivations of the client.
Notes from meetings are provided only to the
client, and the Coach keeps copies only as long
as the Client is active. In the rare situation
where client’s goals may not be in alignment
with the sponsor’s goals, the coach will
encourage the client to address these concerns
via normal organizational processes.
4. 4
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egestas, lacus
quis interdum
ornare, risus felis
porta arcu, at
pulvinar sem
Understanding how busy and overwhelmed many expatriates and executives are, my goal is to make the coaching
experience highly productive and efficient. I take the notes and deliver them to the client for review and discussion. I
document the Action Plan from client input and deliver to the client for review, adjustment and confirmation. All
coaching packages include prep-meetings with appropriate sponsor’s management, notes from the meetings, action
plans, updates and communicating with the client between meetings as necessary. All client and sponsor meetings
are priced based on phone/internet calls or can be face-to-face if in Shanghai. Arrangements can be made for other
options.
Expatriate Performance Enhancement Coaching: Focused on assisting newly assigned expats cope with culture
shock while also establishing action plans to achieve high performance on the job.
15,500RMB for first client; 14,500RMB for subsequent clients from the same sponsor organization.
Includes baseline session (90-120 minutes) and 7 follow-up sessions (60-90 minutes each) for establishing action
plans and developing personal accountability to goals. Suggest Weeks 1, 3, 5, 7, 11, 15, 19 and 23.
Executive & Career Coaching: Focused on enhancing performance and managing career decisions and changes.
10,000RMB for first client; 9,000RMB for subsequent clients from the same sponsor organization.
Includes baseline session and 4 follow-up sessions for establishing action plans and developing personal
accountability to goals. Suggest Weeks 1, 3, 5, 9 and 13. Additional sessions at 1,500RMB each.
As a Certified Professional Coach with the Center for Coaching Certification, an ICF-approved program, I adhere to the
ICF Code of ethics even though I am not yet a member.
ICF Core Values:
ICF coaches are committed to reliability, openness, acceptance and congruence and consider all parts of the entire
ICF community mutually accountable to uphold the following values:
Integrity: We uphold the highest standards both for the coaching profession and our organization.
Excellence: We set and demonstrate standards of excellence for professional coaching quality, qualification and
competence.
Collaboration: We value the social connection and community building that occurs through collaborative partnership
and co-created achievement.
Respect: We are inclusive and value the diversity and richness of our global stakeholders. We put people first, without
compromising standards, policies and quality.
Ethics:
Ethics are guided moral principles underlying how coaches behave congruent with the above ICF values.
What we expect of ICF Members when abiding by the Code of Ethics:
To elicit the best in each and every ICF coach, ICF Members and coaches are committed to:
Ethical behavior as the foundation of the coaching profession.
Continued learning in the field of coaching as required.
Search for continued self-awareness, self-monitoring and self-improvement.
Acting and being an ethical individual in all professional interactions.
Full accountability for the responsibility undertaken as an ICF Member and coach.
Complete engagement with and commitment to the coaching profession, setting an example both to the profession
overall and to the community.
Uphold the highest standards in a manner that reflects positively on the coaching profession.
Be fully present in each and every interaction in which we engage.
Recognize and abide by the applicable laws and regulations of each country, municipality and local governing body.
Provide a safe space for trainers, service providers, coaches and coaches-in-training to learn, excel ethically and strive
to become professional coaches of the highest caliber.
Embrace diversity and inclusion, and value the richness of our global stakeholders.
For more information, please visit: http://coachfederation.org/index.cfm
Keith Lomason, MBA, Certified Professional Coach (CPC)
Shanghai-Based, Experienced Expatriate Executive Helping Others Through Coaching
With Specialties in Expatriate Assignment, Executive, & Career Coaching
keithlomason@hotmail.com +86 13901712880
Citations (All retrieved May 29-June 2, 2016)
(1) (1)http://www.economist.com/blogs/graphicdetail/2012/07/focus-3
(2) (2)http://expatresearch.com/files/7713/7661/6157/Cole_Nesbeth_2014_ISMO.pdf
(3) (3)http://80couches.com
(4) (4)http://www.amcham-shanghai.org/NR/rdonlyres/CE184DA7-09AA-4035-AEED-4F3A262FE9BE/14717/HR_Services_Directory.pdf