This file contains the presentation slides on a session I conducted with PIKOM on "Leading Millennials" - it highlights what we need to do as leaders to grow our Millennials in our workforce to become great leaders. you can also go to www.leaderonomics.com for more articles and insights on leadership development
This was the presentation I did at the SHELL shipping conference in Malaysia at Holiday Inn Glenmarie. It discussed how we can become best in the world if we address the right organisational constraints and also ensure individuals are motivated
Ranhill - Leadership for the 21st CenturyRoshan Thiran
This was the presentation at the recent Digital Learning Launch at Ranhill, where i shared some quick insights on leadership and learning. Ranhill launched a powerful Learning Management System (LMS) preloaded with amazing content developed by @Eva and her team
Generation Y are changing the workforce like no generation before them. This presentation looks at how you can shape your organisation to engage this crucial group.
The Future of HR - Presentation to HRDF LeadersRoshan Thiran
This was the presentation slides on the Future of HR and how it is being disrupted and needs to transform for the 21st century. This presentation was by Roshan Thiran to HRDF Leaders
This was the presentation I did at the SHELL shipping conference in Malaysia at Holiday Inn Glenmarie. It discussed how we can become best in the world if we address the right organisational constraints and also ensure individuals are motivated
Ranhill - Leadership for the 21st CenturyRoshan Thiran
This was the presentation at the recent Digital Learning Launch at Ranhill, where i shared some quick insights on leadership and learning. Ranhill launched a powerful Learning Management System (LMS) preloaded with amazing content developed by @Eva and her team
Generation Y are changing the workforce like no generation before them. This presentation looks at how you can shape your organisation to engage this crucial group.
The Future of HR - Presentation to HRDF LeadersRoshan Thiran
This was the presentation slides on the Future of HR and how it is being disrupted and needs to transform for the 21st century. This presentation was by Roshan Thiran to HRDF Leaders
This SlideShare provides a framework for how companies can adopt new human resources management policies and work environments which will appeal to the unique values of Generation Y. It also serves as a reminder that satisfying the unique needs of Gen Y is essential for a company to recruit and retain talented employees. Because the number of Gen Ys is almost four times the size of the number of Generation X, it is in an organization’s best interest to take heed of the implications of this study.
In this report you will find preliminary data of some of the top highlight questions of the survey. This does not represent all the data, but a simple preview. The survey will remain open until the official end date of the survey in April 2016 as we prepare our data for key events and publications in May 2016 and onwards.
The People Side of Innovation
These days, there is much talk about open innovation, business model innovation and innovation culture. These are important topics, but the most significant element to anything related to innovation will always be people.
It is people that make things happen and this is you, your colleagues, your customers and other external partners that you engage with to bring innovation to market.
It is not that long ago that a good innovator was considered to be a good engineer or R&D person. However, things have changed big time over the last 5-7 years as the open innovation and business model innovation movements continue to rise while companies have failed to upgrade their innovation capabilities during the financial crisis.
In this talk, Stefan Lindegaard will explain the consequences of these changes as he looks into the skills and mindset that are required to be a good innovator in this era of “modern innovation,” which is driven more by openness and business models than internal R&D and patents.
The topics include:
• 7 critical personal competencies for innovation success
• an overview of the types of people and functions you need for a strong innovation team
• insights on the key elements for corporate innovation training programs
• a view on why some people kill innovation – and how to deal with them
Growing & Scaling Your Business - The 4 Constraints That is constraining your...Roshan Thiran
These are the presentation slides which was used at the recent BizConference 2018. The slides share the 4 key enablers that can help you grow your business
IN THIS SUMMARY
A few years ago, Chip Espinoza, Mick Ukleja, and Craig Rusch began to notice a growing frustration among managers and business leaders trying to integrate younger workers into their organizations. Three generations of workers (Builders, Baby Boomers, and Generation X) have been occupying the work force and keeping the status quo for well over a decade. But recently, tension in the workplace has been brewing between the new workers entering the workforce, the Millennials, and the other age groups. Espinoza, Ukleja, and Rusch conducted a two-year study, interviewing hundreds of managers and employees in a variety of work environments. In Managing the Millennials, they illustrate nine points of tension which result from the clashing value systems of the different generations of workers, and nine corresponding competencies required for managers to successfully turn these points of tension into points of connection.
SUBSCRIBE TODAY
http://www.bizsum.com/summaries/managing-millennials
Degreed LENS Event: Reinventing the Learning Experience - March 23rd, 2016, N...David Blake
Are you ready for today's learners?
According to new research by Degreed, only 18% of workers would recommend their employer's L&D opportunities to a colleague; they're disengaged and looking elsewhere for their learning and growth experiences. In this exclusive, free invitation-only event you will hear from prominent industry analyst, Josh Bersin, about innovative approaches to corporate learning in the 21st century.
Through a series of case studies and interactive discussion, you will also connect with some of the most forward thinking L&D leaders to share what they're learning about how to build more engaging, more responsive digital learning experiences.
Every day, employees waste approximately 11% of their time on unproductive learning. According to CEB Research, this misused time costs the average organization more than $134.5 million in employee productivity each year.
Many think the answer is improved content that’s more relevant. But the better answer is actually being more productive and efficient with your learning time, or being a better learner.
The reality is that most of us, even those of us who are in the HR or L&D fields, don’t know how to learn effectively.
Lucky for you, Degreed and Dr. Barbara Oakley are going to help you become a better learner in just 45 minutes.
What Millennials and young professionals wantChristoph Bauer
Millennials will soon make up the majority of the workforce. But companies are not prepared for their expectations. Cultural change and technical enablement will be key for every company that wants to attract and retain young professionals.
While dozens of research initiatives explore Generation Z’s values as consumers, few explore its attitudes about work. A new research study from Universum asks close to 50,000 high school graduates about their future careers, the necessity of higher education, and their attitudes to work and life – insights hiring companies can use to attract and retain the next generation of digital natives.
4 Effective Strategies for Engaging the New Consumer LearnerDavid Blake
For a long time, perhaps too long, the HR and training functions have dictated learning for employees. But workers have started taking things into their own hands.
This shift from relying on L&D to self-directed has left many organizations wondering what their next move should be.
The best place to start is putting yourself in the learner’s’ shoes and examine the human behaviors around growth and development.
According research by ATD, only 38% of learning and development (L&D) professionals think they’re ready to meet the needs of tomorrow’s learners. So to help L&D teams better engage employees, Degreed recently surveyed 500+ people to understand the learning culture, values and habits of today’s hyper-kinetic, hyper-connected workers.
In this presentation we'll cover:
-How people really build their skills and fuel their careers in 2016
-What employees think is most missing from the workplace learning environment
-How innovative L&D leaders are adapting to meet the needs of tomorrow's workforce
The Workforce is Learning Differently. What Does it Mean for the Digital CLO?David Blake
Organizational learning is always evolving, but it seems that we have reached a point in time when it is changing more rapidly than companies can keep up with. The changes are both dramatic and incremental, and coming from every direction. Simply changing what we do is not enough, we need to start changing who we are. Do today’s learning organizations and the people running them have the DNA to deliver the modern learning experience?
MISC - Becoming The Best in The World by Roshan ThiranRoshan Thiran
Attached is the presentation by Roshan Thiran during the launch of the Talent Acceleration Programme for MISC at the KL Convention Centre on July 10th, 2017
Presentation to OCBC - Leadership in the 21st centuryRoshan Thiran
Enclosed the Presentation slides for a presentation done by Roshan Thiran to about 400+ employees and leaders at OCBC in October 2015. The presentation walks through what it takes to be a great leader in the 21st century.
This SlideShare provides a framework for how companies can adopt new human resources management policies and work environments which will appeal to the unique values of Generation Y. It also serves as a reminder that satisfying the unique needs of Gen Y is essential for a company to recruit and retain talented employees. Because the number of Gen Ys is almost four times the size of the number of Generation X, it is in an organization’s best interest to take heed of the implications of this study.
In this report you will find preliminary data of some of the top highlight questions of the survey. This does not represent all the data, but a simple preview. The survey will remain open until the official end date of the survey in April 2016 as we prepare our data for key events and publications in May 2016 and onwards.
The People Side of Innovation
These days, there is much talk about open innovation, business model innovation and innovation culture. These are important topics, but the most significant element to anything related to innovation will always be people.
It is people that make things happen and this is you, your colleagues, your customers and other external partners that you engage with to bring innovation to market.
It is not that long ago that a good innovator was considered to be a good engineer or R&D person. However, things have changed big time over the last 5-7 years as the open innovation and business model innovation movements continue to rise while companies have failed to upgrade their innovation capabilities during the financial crisis.
In this talk, Stefan Lindegaard will explain the consequences of these changes as he looks into the skills and mindset that are required to be a good innovator in this era of “modern innovation,” which is driven more by openness and business models than internal R&D and patents.
The topics include:
• 7 critical personal competencies for innovation success
• an overview of the types of people and functions you need for a strong innovation team
• insights on the key elements for corporate innovation training programs
• a view on why some people kill innovation – and how to deal with them
Growing & Scaling Your Business - The 4 Constraints That is constraining your...Roshan Thiran
These are the presentation slides which was used at the recent BizConference 2018. The slides share the 4 key enablers that can help you grow your business
IN THIS SUMMARY
A few years ago, Chip Espinoza, Mick Ukleja, and Craig Rusch began to notice a growing frustration among managers and business leaders trying to integrate younger workers into their organizations. Three generations of workers (Builders, Baby Boomers, and Generation X) have been occupying the work force and keeping the status quo for well over a decade. But recently, tension in the workplace has been brewing between the new workers entering the workforce, the Millennials, and the other age groups. Espinoza, Ukleja, and Rusch conducted a two-year study, interviewing hundreds of managers and employees in a variety of work environments. In Managing the Millennials, they illustrate nine points of tension which result from the clashing value systems of the different generations of workers, and nine corresponding competencies required for managers to successfully turn these points of tension into points of connection.
SUBSCRIBE TODAY
http://www.bizsum.com/summaries/managing-millennials
Degreed LENS Event: Reinventing the Learning Experience - March 23rd, 2016, N...David Blake
Are you ready for today's learners?
According to new research by Degreed, only 18% of workers would recommend their employer's L&D opportunities to a colleague; they're disengaged and looking elsewhere for their learning and growth experiences. In this exclusive, free invitation-only event you will hear from prominent industry analyst, Josh Bersin, about innovative approaches to corporate learning in the 21st century.
Through a series of case studies and interactive discussion, you will also connect with some of the most forward thinking L&D leaders to share what they're learning about how to build more engaging, more responsive digital learning experiences.
Every day, employees waste approximately 11% of their time on unproductive learning. According to CEB Research, this misused time costs the average organization more than $134.5 million in employee productivity each year.
Many think the answer is improved content that’s more relevant. But the better answer is actually being more productive and efficient with your learning time, or being a better learner.
The reality is that most of us, even those of us who are in the HR or L&D fields, don’t know how to learn effectively.
Lucky for you, Degreed and Dr. Barbara Oakley are going to help you become a better learner in just 45 minutes.
What Millennials and young professionals wantChristoph Bauer
Millennials will soon make up the majority of the workforce. But companies are not prepared for their expectations. Cultural change and technical enablement will be key for every company that wants to attract and retain young professionals.
While dozens of research initiatives explore Generation Z’s values as consumers, few explore its attitudes about work. A new research study from Universum asks close to 50,000 high school graduates about their future careers, the necessity of higher education, and their attitudes to work and life – insights hiring companies can use to attract and retain the next generation of digital natives.
4 Effective Strategies for Engaging the New Consumer LearnerDavid Blake
For a long time, perhaps too long, the HR and training functions have dictated learning for employees. But workers have started taking things into their own hands.
This shift from relying on L&D to self-directed has left many organizations wondering what their next move should be.
The best place to start is putting yourself in the learner’s’ shoes and examine the human behaviors around growth and development.
According research by ATD, only 38% of learning and development (L&D) professionals think they’re ready to meet the needs of tomorrow’s learners. So to help L&D teams better engage employees, Degreed recently surveyed 500+ people to understand the learning culture, values and habits of today’s hyper-kinetic, hyper-connected workers.
In this presentation we'll cover:
-How people really build their skills and fuel their careers in 2016
-What employees think is most missing from the workplace learning environment
-How innovative L&D leaders are adapting to meet the needs of tomorrow's workforce
The Workforce is Learning Differently. What Does it Mean for the Digital CLO?David Blake
Organizational learning is always evolving, but it seems that we have reached a point in time when it is changing more rapidly than companies can keep up with. The changes are both dramatic and incremental, and coming from every direction. Simply changing what we do is not enough, we need to start changing who we are. Do today’s learning organizations and the people running them have the DNA to deliver the modern learning experience?
MISC - Becoming The Best in The World by Roshan ThiranRoshan Thiran
Attached is the presentation by Roshan Thiran during the launch of the Talent Acceleration Programme for MISC at the KL Convention Centre on July 10th, 2017
Presentation to OCBC - Leadership in the 21st centuryRoshan Thiran
Enclosed the Presentation slides for a presentation done by Roshan Thiran to about 400+ employees and leaders at OCBC in October 2015. The presentation walks through what it takes to be a great leader in the 21st century.
Samsung Malaysia (SME) - Special Presentation on Diversity & LeadershipRoshan Thiran
This is a special presentation made to the Samsung Malaysia (SME) team prior to the Cold War simulation - this presentation reinforces the need for diversity in thinking and context in addition to growing your leadership
Leaderonomics India Roundtable Sessions - Presentation SlidesRoshan Thiran
In February 2019, Roshan Thiran (Leaderonomics Group CEO) together with Parthiban Vijaraghavan and Riddhi Parikh (from Leaderonomics India) conducted roundtable sessions with India business leaders and HR directors in Hyderabad, Bangalore and also in Mumbai. Attached are the slides presented by both Roshan and also Parthi/Riddhi.
Succession Planning and the Development of Your High Potentials - Webinar 06....BizLibrary
There are two separate and distinct aspects to effective succession planning initiatives. The organizational or strategic perspective usually dominates the conversation, and that’s okay. It’s at this level organizations make investments, drive the type of senior leadership involvement and generate alignment with organizational objectives that are the hallmarks of great programs. In the final analysis, however, succession planning success hinges on whether or not organizations effectively develop and nurture their next generation of leaders. We typically see this aspect of success planning referred to as “high potential” development and it’s frequently just shortened to the term “HIPO.”
The two dominant challenges to HIPO development are:
Selection of participants
Building effective development plans
In this webinar we will discuss emerging thought leadership on both subjects and provide some practical suggestions for development your own high potential employees.
5 Ways to Build a Better Leadership Development Program | Webinar 12.04.14BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
www.bizlibrary.com
Growing & Scaling Your SME - The 4 constraints preventing Your business from ...Roshan Thiran
These are the presentation slides which was presented by Roshan Thiran, founder & CEO of Leaderonomics, at the AmBankBizConference in Penang. You can also find a lot of write-ups by Roshan at www.leaderonomics.com, where he shares more details on the 4 constraints model and other leadership nuggets.
Best Practices for Developing Your Emerging LeadersBizLibrary
In this webinar, Jeremy Lieb of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
www.bizlibrary.com
Developing High Performance Team - the Missing Secret SauceRoshan Thiran
There is much work that has been done on high performance teams. At the recent Malaysia HR network, Roshan shared this presentation that building high performance teams requires efforts in driving business model, leadership, culture and also structure/processes. And he deep dives into a process that has long been disregarded by HR - employer branding. For more info on the Leaderonomics process of building high performance teams, email info@leaderonomics.com
5 Keys to Social Leadership Development - Webinar 7.10.14BizLibrary
What does leadership even look like today? What are the opportunities for learning and development in our more collaborative and social workplaces? And how can we adapt, move forward and develop leaders well-equipped to thrive in this fast changing world?
In this webinar we discuss rethinking leadership development. We'll review 7 keys to social leadership development that include:
Emerging Competencies
Frictionless Learning
Targeting All Levels
Leveraging Technology
Focus on Outputs and Performance
www.bizlibrary.com/webinars
How to Unlock the Hidden Value in Your Emerging Leaders | WebinarBizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Among the key challenges many employers face:
They don’t have strategic level initiatives in place to capture and retain the knowledge that’s about to leave
They don’t have replacement talent ready to step into leadership as these roles open up
They can’t engage and retain early career talent long enough to fill leadership roles
What if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this program, Chris Osborn of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
Succession Planning and the Development of Your High Potentials - Webinar 7.1...BizLibrary
Employee development webinar on July 16, 2014 on the Development of High Potential Employees – Best Practices in Succession Planning.
www.bizlibrary.com/webinars
5 Keys to Social Leadership Development - Webinar 04.23.14BizLibrary
What does leadership even look like today? What are the opportunities for learning and development in our more collaborative and social workplaces? And how can we adapt, move forward and develop leaders well-equipped to thrive in this fast changing world?
www.bizlibrary.com/webinars
Leaderonomics SME CEO Conference 2017 - Growing & Scaling your Business to Gr...Roshan Thiran
These are the slides presented by Roshan Thiran, CEO of Leaderonomics at the SME CEO Conference 2017. He shares 4 constraints that are affecting your business and need to be addressed to grow and scale your business. For more information on the Leadership Dojo programme, which Roshan personally programme manages, email info@leaderonomics.com
To follow Roshan on Twitter (@lepaker) and Facebook, go to: www.facebook.com/roshanthiran.leaderonomics
Reinventing HR: The Future of HR in these Transitionary TimesRoshan Thiran
We are living in "transitionary times." Just like in the past, transitionary times require different leadership
In this special presentation to HR leaders, I share how the HR function needs to lead, manage, grow and drive the Human Capital function with technology in these complex, transitionary times. It also shares where the HR function is moving towards - as an employee intelligence function.
This was a presentation to the National Human Capital Conference (NHCCE) for the Northern Region in Penang on May 31, 2023
Learning & Development - Shifting From Normal to the New NormalRoshan Thiran
In this presentation, Roshan Thiran shares his insights on how the Learning, Development and Engagement functions in organisations are changing. He also shares insights on how HR and Learning professionals can adapt to these changes by leveraging technology and being transformation focused
This was a special presentation to DRB senior leaders on "Leadership in the 21st century." In this session, speaker Roshan Thiran shared 4 key aspects to leadership, from leadership being contextual to context changing and the importance of clarity in leadership. The final point was how great leaders drive change and how we can go about driving change in spite of the obstacles and resistance.
KITA HR Conference 2018 - HR for the 21st century & the Future of HRRoshan Thiran
Attached is the presentation slides for Roshan Thiran's presentation at the KITA HR Conference 2018. These slides address his thoughts on where the HR space is heading in the near future in Asia
AmBank BizConf: Joseph Tan - Why Core Values Fail Roshan Thiran
Joseph Tan speaks at the Ambank BizConf on 3 big ideas to connect with your people at all levels. Joseph Tan is the Founder & CEO of Leaderonomics GoodMonday
Leaderonomics SME CEO Conference 2017 - Why Culture MattersRoshan Thiran
These are the slides presented by Joseph Tan, expert on Culture on the importance of intentionally designing an organisational culture. Joseph also advocates 3 myths and 3 big ideas to overcome these myths in his presentation. For more information on how your organisation can benefit from intentional culture design and deployment, contact info@leaderonomics.com for more details
The Science of Building Leaders FrameworkRoshan Thiran
This document provides the Science of Building leaders research framework developed by Roshan Thiran on the various elements of how a leader is built. For more information, email Roshan.thiran@gmail.com
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
2. Insights on Leadership for the 21st Century
Leading The Millenials
Roshan Thiran
roshan.thiran@leaderonomics.com
www.facebook.com/roshanthiran.leaderonomics
3. Are the “world’s best” leaders
born or developed? Is
leadership genetic or learned?
Question
4. Growth
Time
My “Growth” Experiences
10. Johnson & Johnson
Industry : Healthcare
Function: HR
Global Role
9. GE Asia Pacific
Industry : Multi
Function: HR
Asia Role
7. GE Aircraft
Industry : Aviation
Function: Finance
CFO & ED 8. GE Crotonville
Industry : Multi
Function: HR
Learning Role
6. GE CIG
Industry : Multi
Function: IT
Project Mgmt Global
5. GE Capital
Industry : Financial Service
Function: Finance/Sourcing
Europe Leader
4. NBC Universal
Industry : Media
Function: Finance
Product Leader
1. GE Investments
Industry : Investment Banking
Function: Business Dev
Individual Contributor
3. GE GCS
Industry : Oil & Gas
Function: Finance
Inventory Mgmt
2. GE International
Industry : Multi
Function: Finance
Analyst Global
12. Leaderonomics
Industry : Multi
Function: CEO
Business leader
11. Star Media Group
Industry : Media
Function: CEO
Business leader
11. Time
Current Reality – Self Awareness
Ability/Achievement
Decision-making
GAP
Purpose/Vision
The Essence of Leadership is . . .
Learning/
Execution/
Action
GAP
Fuels our energy
Ensures reality
14. 70% of all Change or Transformation programs
Our research on Change has the following findings on
transformation projects:
•100% of all “Successful” projects had a good technical
solution/approach to it
•98% of all “Unsuccessful” projects had a good technical
solution/approach to it
19. My Research on Organisational Constraints
THE 4 CONSTRAINTS THAT ARE SUFFOCATING YOUR MILLENIAL TALENT
Note: The 4 constraints model is based on the work of
Roshan Thiran who spent more than 20 years studying
various successful and failed organisations. The model is
copyrighted to him and has been used in many successful
organisational growth, transformation and scaling projects
23. Principle
Talent needs to be MANAGED
& DEVELOPED. This includes
enabling talents to maximize
potential and grow
Process and Tools
Succession Planning
Performance Mgmt
Career Paths
Talent Pools
Leadership Development
Programmes
Learning Curriculum
Talent Acceleration
Programmes
Feedback & Reflection
Principle
Identify & select leaders that
have the passion, desire and
ability to make a difference
in your organisation
Process and Tools
Entry Level Leadership
Program
Competency Model/Values
Enterprise Assessment
System
Interviews & Assessments
On-boarding
Cultural Assimilation
Principle
To retain talent, 2 key factors:
1. Internal motivations (comp/ben,
engagement
2. External factors (company brand
& mktg perception)
Process and Tools
External Branding initiatives
Mentoring Programmes
Engagement Programmes
Total Rewards Structure (Comp &
Ben)
External Perception of the
Organisation & Leadership
Culture of Organisation
Organisational Responsibility – The Talent Process
Talent
Acquisition
Talent
Development
Talent
Retention
An Infrastructure to Enable
Leadership Development
24. Companies work hard to
remove the constraints and
build the proper processes,
culture, leadership and biz
model for your success
What does this mean?
25. Are we building processes so that
every single manager in your
organisation is a people developer?
Or do we just prefer to send people
for training randomly?
Question
26. Root of many issues
Culture is the
Has to be
intentional
Beliefs &
experiences
determine results
29. “For performance to go any higher,
the limitation is not competency,
…it is culture.”
Joseph Tan
CEO, Leaderonomics Good Monday
Who creates culture at your organisation?
Each & everyone of you
31. 2. Individual Aspirations & Motivations
Does your Millennial talent
WANT to be a leader?
Is your talent WILLING to go
through the pain of leadership
development?
34. Potential
Millennials need to understand Potentials does not mean
performance
A measure of
demonstrated
desire to take on additional
responsibility and
motivation for progression
and growth
A measure of
skills and
capabilities to
learn and
grow in the
future
Future
Aspiration
Ability to
Learn
Potential
Demonstrates
ability &
aspiration to take
on tasks beyond
peers of same
level and track
record
35. How many of you like
to learn?
Question to the class
36. “Learning… the process by which change in
knowledge or skills is acquired through
learning or experience”
Key Questions:
1. Change?
2. Learning
3. Experience
Learning….
39. 1. What percentage of people reach their target weight ?
2. What percentage of people maintain their target weight?
3. What percentage of people quit smoking and never start again?
4. What percentage of people quit smoking after a physical crisis?
5. What percentage of re-engineering efforts are successful?
6. What percent of companies on the 1955 Fortune 100 list are still
around today?
7. What percent of Fortune 500 companies on the 1970 list had vanished
by 1985?
8. What percent of executives in Fortune 500 companies who had
financial losses in 1993-1994 attributed it to poor leadership and lack of change?
4%
1%
16%
43%
30%
32%
41%
>50%
Change Quiz
40. Learning is painful….
“I listen, and I forget; I see, and I understand; I do, and I can” – Confucius
Source: Pesquisa IBM; Whitmore, “Coaching for Desempenho”
42. If learning is so hard (and
nobody likes it), how do we
get our Millennials to keep
learning?
Question to the class
43. • 70% of skills are learned from EXPERIENCE:
- Provide them challenging projects to complement their current role
- Get them to volunteer for special projects that will stretch and force them to
learn and gain new experiences
• 20% of skills are learned from FEEDBACK:
- Create opportunity for feedback from their bosses, peers and subordinates.
- Give 360 degrees feedback and schedule weekly/monthly feedback sessions
- Encourage them to give feedback to others when it is appropriate and needed
• 10% of skills are learned from TRAINING/PRACTICE:
- Provide them time to practice whatever they learn
- Encourage them to time to learn online or through reading
- Always push them to look for ways to improve – be better tomorrow than
they are today
What Millennials need to do to keep Learning:
44. Time
Current Reality – Self Awareness
Ability/Achievement
Decision-making
GAP
Purpose/Vision
The Essence of Leadership is . . .
Learning/
Execution/
Action
GAP
Fuels our energy
Ensures reality