Making the Business Case for Building Effective Business LeadersJennifer McClure
Great leaders can turn underperforming companies into success stories and revive businesses from the edge of extinction; however poor leaders can ruin even the best business plan.
The most successful businesses return significant value to shareholders by developing a proven ability to effectively identify and develop successful leaders at all levels of the organization.
In this presentation, Jennifer McClure (President of Unbridled Talent LLC) will help you understand how to create and sell a business case for an effective internal Leadership Development Program that will help your organization achieve optimum business results.
Knowledge for Performance Imporvement
Presented at the International Society for Performance Improvement 2008
Based on the two books by Arthur Shelley:
Being a Successful Knowledge Leader and The Organizational Zoo
Recruiters As Ringmasters In The Greatest Show On EarthJennifer McClure
In the employment circus, Recruiters function much like Ringmasters – stage-managing the performance, introducing the various acts and guiding both prospective candidates and hiring managers through what is meant to be an extraordinary and engaging experience.
But much like the challenges for the modern-day Circus, the world of work has changed. It’s no longer sufficient to come to town, set up a Big Top and post flyers in order to fill the seats. Today’s organizations must use new technologies and new methods of creating buzz to attract, recruit and retain a diverse audience in a world full of distractions and increased competition.
As the employment circus has evolved, the role of the Recruiter has also changed. In order to successfully coordinate the amazing and often unpredictable acts within the process, we must now be great storytellers, create audience connection, focus on systems thinking and embrace disruption. Those who master these skills are ready for the role of Ringmaster in the Greatest Show on Earth!
We look at the future of the industry and what will make a great business analyst going forward - sharing insights about change management and how to better equip yourself with the right tools to the best business analyst you can be.
Learning charters demonstrate commitment: they are a touchstone against which provision and practice can be tested and a waymark with which to guide, monitor, and evaluate progress.
An overview of the Board's 3 key responsibilities and building 15 minutes into each meeting to discuss strategic issues. With special mention of Dr. Ken Haycock from whom I have learned so much about Board governance.
Making the Business Case for Building Effective Business LeadersJennifer McClure
Great leaders can turn underperforming companies into success stories and revive businesses from the edge of extinction; however poor leaders can ruin even the best business plan.
The most successful businesses return significant value to shareholders by developing a proven ability to effectively identify and develop successful leaders at all levels of the organization.
In this presentation, Jennifer McClure (President of Unbridled Talent LLC) will help you understand how to create and sell a business case for an effective internal Leadership Development Program that will help your organization achieve optimum business results.
Knowledge for Performance Imporvement
Presented at the International Society for Performance Improvement 2008
Based on the two books by Arthur Shelley:
Being a Successful Knowledge Leader and The Organizational Zoo
Recruiters As Ringmasters In The Greatest Show On EarthJennifer McClure
In the employment circus, Recruiters function much like Ringmasters – stage-managing the performance, introducing the various acts and guiding both prospective candidates and hiring managers through what is meant to be an extraordinary and engaging experience.
But much like the challenges for the modern-day Circus, the world of work has changed. It’s no longer sufficient to come to town, set up a Big Top and post flyers in order to fill the seats. Today’s organizations must use new technologies and new methods of creating buzz to attract, recruit and retain a diverse audience in a world full of distractions and increased competition.
As the employment circus has evolved, the role of the Recruiter has also changed. In order to successfully coordinate the amazing and often unpredictable acts within the process, we must now be great storytellers, create audience connection, focus on systems thinking and embrace disruption. Those who master these skills are ready for the role of Ringmaster in the Greatest Show on Earth!
We look at the future of the industry and what will make a great business analyst going forward - sharing insights about change management and how to better equip yourself with the right tools to the best business analyst you can be.
Learning charters demonstrate commitment: they are a touchstone against which provision and practice can be tested and a waymark with which to guide, monitor, and evaluate progress.
An overview of the Board's 3 key responsibilities and building 15 minutes into each meeting to discuss strategic issues. With special mention of Dr. Ken Haycock from whom I have learned so much about Board governance.
The next stages of your journey to agile performance managementDavid Perks
In a transition from traditional performance management to agile performance management, there are people capabilities that need to be strengthened. This is because everybody leads in an agile environment, and usually leadership development training has not been available wholesale throughout the organisation. You don't need the capabilities in order to begin, but you do need the capabilities in order to master an agile culture and foster an agile performance management mindset among your people.
Organizations traditionally conduct an annual employee engagement survey and are often 'surprised' at the results. It is no secret that the extent to which an employee is fully engaged is in large part dependent on the work relationship with his direct manager. The session will discuss how managers can transform from being a 'boss' to a 'coach.' Attendees will gain insight into how managers can make this transition to enhance their relationship with their employees. This session will also give attendees insight on how to help performance conversations be less stressful and more productive.
Lucinda Carney, CEO & Founder, Actus™
The problem with traditional performance management
Using an evidence based approach to achieving high performance
How HR & Talent Leaders can develop a high performance culture
This PP presentation was presented to a professional audience in my organization to demonstrate my own development of change management intervention. This presentation reports on my findings as a novice change management facilitator of the Reticent Media, Inc. group. I report on how change management intervention was applied, and analyze the applications of change management principles. I also provide the organization\'s team group with recommendations for team development and resources that will assist the team with learning more about the change management process.
Make Change Work: Leadership Strategies to Build Support and Overcome ResistanceBizLibrary
Seventy percent of change efforts fail to achieve their desired results. The reasons have very little to do with change management and almost everything to do with change leadership.
This webinar will share specific, practical ideas to help your organization be more effective at change. You will walk away with ideas to help you:
Build buy-in and support for change
Overcome resistance to change
Equip your leaders and managers to lead and manage change
Change your organization’s mindset about change and its importance in achieving success
A roadmap that details key considerations and best practices for employee engagement - which drives worker productivity, loyalty, innovation and advocacy.
I worked on a team project which is to "apply skills necessary for effective high performance team leadership and participation." This was an assignment from Management Theories and Principles II. The project consisted of completing a PowerPoint presentation based of the "Dilemma of Teams" and the solutions we offer to the GM 500 students who are just beginning their Master's Program. Our goal is to focus on an orientation presentation for incoming GM 500 students. The PowerPoint must be 12 slides ore more not including title and reference pages.
The Emotional Well-Being Toolkit: A Fresh Approach to Address Behavioral Heal...Aggregage
The events of the past two years have brought to the forefront emotional well-being challenges that employees and employers had been quietly dealing with for years. Many of us were left without the traditional social and emotional safety nets we’d relied upon in the past, all while managing additional life stressors.
As a result of the well-documented “mental health epidemic,” employers can no longer relegate behavioral health to the last two pages of the benefit guide. Employees are increasingly looking for their employer to proactively provide tools and resources to address emotional well-being. Employers that aren’t providing this support find themselves facing employee burnout, turnover, and disengagement.
Does your organization have a roadmap to identify your employees’ needs and provide the resources to meet them where they are?
In this webinar, we’ll provide:
• Assessment tools for gauging employee emotional well-being and needs
• Strategies & resources for supporting employees
• Best Practices for framing the emotional well-being conversation with employees
• Effective communication strategies to maximize employee engagement
Do you want to be a people leader? [Reactor event]Lisa Cohen
"I want to be a manager" is a common career aspiration. But what does it actually entail? And beyond the title, how do you truly become an effective people leader? Whether you're an aspiring manager, new manager, or seasoned manager, join this session to reflect on important skills to succeed in this role. First, we’ll help you decide if you want to be a manager. Then, we’ll put together an action plan to get there. Next, we’ll cover the key steps to be successful in a new manager role. Finally, we’ll review industry frameworks, trainings and best practices to evolve into the best people leader you can be.
What it really takes to become a data driven marketing organizationJason Heller
While “big data” may be the buzzword du jour, many marketing organizations have never really prioritized and operationalized the value of “regular data”. Organizational silos, disparate data sources, legacy planning processes, and constrained resources have all contributed to “the data-driven organization” being more of an aspirational state than a strategic imperative for making more informed marketing decisions.
However, the tide is turning, and the competitive and operational advantages are clear. Being data-driven is as much a mindset as it is a set of processes, guidelines, systems, tools and analytics capabilities. Effective integrated marketing requires new approaches to cross-channel analytics and cross-functional collaboration in order to develop the ongoing actionable insights and business intelligence that can improve marketing performance — all while supporting, rather than stifling, creativity and innovation.
Wiki tool for Knowledge Education
Presented to the actKM conference in 2008
Collaborative learning for both content and behavioural aspects of education. Interactive web2.0 learning with high quality outcomes
Arthur Shelley: Creative Spaces for Interactive LearningArthur Shelley
The spaces in which we engage with each other have a significant impact on how we interact and the experiences we have during these interactions. Recently there has been increasing research in the design of spaces and the activities that are best aligned with the outcomes we are trying to achieve. RMIT University's Swanston Academic Building has been specifically designed for interactive learning, with a wide range of learning space designs to enable student-centred learning. This interactive event organised by the Melbourne Knowledge management Leadership Forum briefly introduced participants to the building in the "conversational space" and then asked to explore other spaces to see what they would do in them. A report is available on the outcomes on the KMLF Meetup site.
The next stages of your journey to agile performance managementDavid Perks
In a transition from traditional performance management to agile performance management, there are people capabilities that need to be strengthened. This is because everybody leads in an agile environment, and usually leadership development training has not been available wholesale throughout the organisation. You don't need the capabilities in order to begin, but you do need the capabilities in order to master an agile culture and foster an agile performance management mindset among your people.
Organizations traditionally conduct an annual employee engagement survey and are often 'surprised' at the results. It is no secret that the extent to which an employee is fully engaged is in large part dependent on the work relationship with his direct manager. The session will discuss how managers can transform from being a 'boss' to a 'coach.' Attendees will gain insight into how managers can make this transition to enhance their relationship with their employees. This session will also give attendees insight on how to help performance conversations be less stressful and more productive.
Lucinda Carney, CEO & Founder, Actus™
The problem with traditional performance management
Using an evidence based approach to achieving high performance
How HR & Talent Leaders can develop a high performance culture
This PP presentation was presented to a professional audience in my organization to demonstrate my own development of change management intervention. This presentation reports on my findings as a novice change management facilitator of the Reticent Media, Inc. group. I report on how change management intervention was applied, and analyze the applications of change management principles. I also provide the organization\'s team group with recommendations for team development and resources that will assist the team with learning more about the change management process.
Make Change Work: Leadership Strategies to Build Support and Overcome ResistanceBizLibrary
Seventy percent of change efforts fail to achieve their desired results. The reasons have very little to do with change management and almost everything to do with change leadership.
This webinar will share specific, practical ideas to help your organization be more effective at change. You will walk away with ideas to help you:
Build buy-in and support for change
Overcome resistance to change
Equip your leaders and managers to lead and manage change
Change your organization’s mindset about change and its importance in achieving success
A roadmap that details key considerations and best practices for employee engagement - which drives worker productivity, loyalty, innovation and advocacy.
I worked on a team project which is to "apply skills necessary for effective high performance team leadership and participation." This was an assignment from Management Theories and Principles II. The project consisted of completing a PowerPoint presentation based of the "Dilemma of Teams" and the solutions we offer to the GM 500 students who are just beginning their Master's Program. Our goal is to focus on an orientation presentation for incoming GM 500 students. The PowerPoint must be 12 slides ore more not including title and reference pages.
The Emotional Well-Being Toolkit: A Fresh Approach to Address Behavioral Heal...Aggregage
The events of the past two years have brought to the forefront emotional well-being challenges that employees and employers had been quietly dealing with for years. Many of us were left without the traditional social and emotional safety nets we’d relied upon in the past, all while managing additional life stressors.
As a result of the well-documented “mental health epidemic,” employers can no longer relegate behavioral health to the last two pages of the benefit guide. Employees are increasingly looking for their employer to proactively provide tools and resources to address emotional well-being. Employers that aren’t providing this support find themselves facing employee burnout, turnover, and disengagement.
Does your organization have a roadmap to identify your employees’ needs and provide the resources to meet them where they are?
In this webinar, we’ll provide:
• Assessment tools for gauging employee emotional well-being and needs
• Strategies & resources for supporting employees
• Best Practices for framing the emotional well-being conversation with employees
• Effective communication strategies to maximize employee engagement
Do you want to be a people leader? [Reactor event]Lisa Cohen
"I want to be a manager" is a common career aspiration. But what does it actually entail? And beyond the title, how do you truly become an effective people leader? Whether you're an aspiring manager, new manager, or seasoned manager, join this session to reflect on important skills to succeed in this role. First, we’ll help you decide if you want to be a manager. Then, we’ll put together an action plan to get there. Next, we’ll cover the key steps to be successful in a new manager role. Finally, we’ll review industry frameworks, trainings and best practices to evolve into the best people leader you can be.
What it really takes to become a data driven marketing organizationJason Heller
While “big data” may be the buzzword du jour, many marketing organizations have never really prioritized and operationalized the value of “regular data”. Organizational silos, disparate data sources, legacy planning processes, and constrained resources have all contributed to “the data-driven organization” being more of an aspirational state than a strategic imperative for making more informed marketing decisions.
However, the tide is turning, and the competitive and operational advantages are clear. Being data-driven is as much a mindset as it is a set of processes, guidelines, systems, tools and analytics capabilities. Effective integrated marketing requires new approaches to cross-channel analytics and cross-functional collaboration in order to develop the ongoing actionable insights and business intelligence that can improve marketing performance — all while supporting, rather than stifling, creativity and innovation.
Wiki tool for Knowledge Education
Presented to the actKM conference in 2008
Collaborative learning for both content and behavioural aspects of education. Interactive web2.0 learning with high quality outcomes
Arthur Shelley: Creative Spaces for Interactive LearningArthur Shelley
The spaces in which we engage with each other have a significant impact on how we interact and the experiences we have during these interactions. Recently there has been increasing research in the design of spaces and the activities that are best aligned with the outcomes we are trying to achieve. RMIT University's Swanston Academic Building has been specifically designed for interactive learning, with a wide range of learning space designs to enable student-centred learning. This interactive event organised by the Melbourne Knowledge management Leadership Forum briefly introduced participants to the building in the "conversational space" and then asked to explore other spaces to see what they would do in them. A report is available on the outcomes on the KMLF Meetup site.
Learning as Knowledge Creation and Application for ValueArthur Shelley
Creative approaches to building capability for Executive MBA's in Knowledge Driven Performance. Overview of award winning course that leverages knowledge assets to build sustainable strategy in real organisations.
How knowledge flow links goals with desired outcomes and what gets in the way of thie. Design your strategy to leverage what you ahve and fills the gaps you need.
People are always TALKING about the problems of losing knowledge, but doing little about mitigating it. This presentation to the Australian HR Institute highlights what CAN be DONE to make opportunities from this problem. It highlights organisations that are successfully transferring knowledge to stimulate a more productive future.
Arthur Shelley PhD completion seminar highlighting the importance of engaging people in constructive conversations about behaviour. Metaphors were used to stimulate rich dialogue and develop trusted relationships.
Leaderonomics extensive corporate learning programs that encompass Leadership Mastery, Personal Mastery, Business/Entrepreneurship Mastery and Functional Mastery.
Contact us today for more information on how you can leverage our expertise for your personal or organisation's needs.
Value Proposition for Inclusive LeadershipFreddie Alves
A presentation describing the value proposition for inclusive leadership and a description of the approach that leaders can take to managing diversity for performance improvement.
This presentation comprises a total of twenty two slides. Each slide focuses on one of the aspects of Reverse Mentoring PowerPoint Presentation Slides with content extensively researched by our business research team. Our team of PPT designers used the best of professional PowerPoint templates, images, icons and layouts. Also included are impressive, editable data visualization tools like charts, graphs and tables. When you download this presentation by clicking the Download button, you get the presentation in both standard and widescreen format. All slides are fully customizable. Change the colors, font, size, add and remove things as per your need and present before your audience. http://bit.ly/3bXTFPI
in this upcoming July webinar we will be taking a more in-depth look at the practical tools to “Optimizing Board Performance.” How do you “market” your board opportunities and select candidates that will believe in, and further, the mission of your organization? Once they are onboard, how do you keep board members engaged and retain them for the long term? What practices can help you optimize the performance of your board? This session will provide practical tools to help you:
• Set new board members up for success: Provide role clarity, orientation and accountability
• Engage existing board members: Provide structure and rhythms for successful board meetings, decision-making and progress
• Assess the performance of your board. Board self assessment tools.
Leading big project teams webinar
Friday 1 May 2020
presented by:
Tony Llewellyn
The link to the write up page and resources of this webinar:
https://www.apm.org.uk/news/leading-big-project-teams-webinar/
Metaphor to stimulate cross cultural relationshipsArthur Shelley
Brief overview of how metaphor can help stimulate understanding of different perspectives in cultural understanding. Facilitated conversation at RMIT University's Asia Forum on August 8, 2012.
The Behaviour of Conversations Knowledge CafeArthur Shelley
Exercises in how to constructively converse about behaviours and their impacts on culture and team dynamics. When was the past time you had fun exchanging views about behavioural impacts?
Arthur Shelley presentation to PMI October 2011 on leveraging behaviour as an asset whilst leading the behavioural environment to mitigate risks. A fun but insightful way to engage constructive dialogue about trust, people and relationships.
Buy Verified PayPal Account | Buy Google 5 Star Reviewsusawebmarket
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[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
8. Knowledge Elements in Framework Market Research Knowledge Audit Knowledge Strategy Capability Framework Resources plan Project Plan Project Review Portal, Search, CMS Wiki & Blog K Transfer Matrix Communications Plan Website, S’holder news Media release Conversations that Matter Reflective Thinking Knowledge Profiles Sense-making, Narrative Stakeholder Matrix Communities of Practice Collaboration spaces Conversations that Matter Anecdote circles Peer Assist, Perf. Objectives AAR & Lessons Learnt Success Stories, Mentoring Rewards and recognition
9. Interdependent Capability Themes 1-10 Behavioural awareness Business orientation Strategic approach Continuous open-learner Adaptable Mindset Reflective decision-making Collaborative leadership Trust & trustworthiness Influential communication Participative presence Knowledge Leadership Shelley 2009 Being a Successful Knowledge Leader
11. Behaviour drives Performance Performance = Capability * Motivation * Influence * Role Skills, Training, Behaviour Network and Relationship Management Limitation of Resources * Risk Attitude, Behaviours, Values, Incentives, Environment Clarity, Fit, Role definition, Matched behaviour Adapted from David Clancy and Robert Webber (1999) Roses and Rust: Redefining the Essence of Leadership in a New Age
12.
13. What is … to … What is possible Awareness Attitude Ability Action “ What’s this?” “Why do we need to change?”… “ Won’t affect me” “We’ve wasted too much already…” “ I don’t know how to...” “ I don’t know what to do...” “ It’s clear that WE need to do this” “ I see the value and am committed to making this a success” “ I feel equipped for my new role” “ I know what to do” From To What response: Feel…Think….Do
14.
15.
16. Match the behaviour to requirements Behavioural adaptability is YOUR responsibility Successful leaders know which animal to be to optimise outcomes
18. Improving Performance Yesterday November Team meeting Time: D/M/Y Next week By When? ‘ cause I’m good! Improve alignment with business goals Improve Productivity Increase awareness WHY? What benefit? Focus on Small SMART Objectives and early wins for credibility Peers and boss Share concepts of this conference Save the planet Create a risk register for the business change initiatives Facilitate potential improvements dialogue Do What? By myself Margaret (for the CHRO) Fred With Whom?