Lecture people entrepreneurship & innovationJeanne Le Roux
This document discusses trends in people, entrepreneurship, and innovation. It covers different generational needs and preferences in the workplace, including expectations around flexibility, work-life balance, and leadership. Examples of innovative practices that companies are implementing involve using social media for recruitment, offering video interviews, and emphasizing cultural fit over just job skills. The importance of aligning pay and rewards with a company's values is also covered. There is a discussion of collaborative working both within and across companies to achieve business goals.
LeadIN Core is an 8-week long community program in Washington, DC that brings together professionals of diverse fields, backgrounds, and experiences to learn and mold their unique leadership. Each group is intentionally kept small (between 8 and 12 individuals) to create an intimate and interactive learning environment.
Each LeadIN Core cohort builds a culture of trust, ownership and collective commitment to the success of all. Participants hear diverse perspectives, share best practices and provide one another with encouragement, support and accountability. They become stronger, more effective leaders by tapping into the diverse collective experience and wisdom of the group.
Mark Edwards, Leadership and Strategy Programme Director at London Business School, considers ways of improving the stickiness of learning by examining a range of aspects, from the desire to learn to the ways the learned lessons can be applied.
Mark will be hosting a webinar, on 7 October, in which he will explain how you can embed effective learning and understand employees’ motivations. Sign-up: http://www.changeboard.com/events/exclusive-changeboard-webinar-the-stickiness-of-learning-how-to-ensure-your-learning-strategy-makes-an-impact
The document discusses ways to enable more young people to become social entrepreneurs. It notes several challenges, including lack of support systems, mentors, and self-confidence among youth. It also notes that social startups often lose focus on social good. The document outlines learnings from research, including themes around collaboration space, funding, and engaging youth. It proposes the design challenge of building confidence and bias for action among youth. Ideas generated include a movable "popup shop" space that travels to schools and organizations to mentor and teach entrepreneurial skills through interactive and fun activities. The space aims to foster collaboration, confidence building, and skill development among youth.
This document provides information about an upcoming meeting of the ICF Colorado chapter on February 7, 2013. The meeting will feature a presentation on Appreciative Inquiry by Amanda Trosten-Bloom. Special Interest Group meetings will be held before the general meeting. Opportunities are also listed to get involved with the ICF Colorado Board of Directors or Meetup Groups. Details are provided about the speaker, meeting registration, and contact information.
This document provides guidance for facilitating an EP LEAD program with interns. The program is designed to enable leadership development through an inner and outer journey experience. It is structured in 3 blocks:
1) Understanding myself - focusing on cultural values, strengths/weaknesses, and goal setting.
2) Understanding the experience - reflecting on community, critical incidents, and the impact of the experience.
3) Capturing the change - comparing perceptions, personal development, and leadership journey before and after the internship.
The guidance outlines exercises and assessments for mentors to use at different stages to help interns reflect on themselves and their experiences in order to develop key leadership elements of self-awareness, responsibility
The art of letting go: Supporting informal and social learningBrightwave Group
Including social and informal learning in your digital technology strategy is now a common theme - but how can you go from the ideas to action - and success? This presentation discusses the latest approaches adopted by forward-thinking organisations, together with practical tips and suggestions on how to plan, execute and sustain informal learning initiatives.
This presentation was first delivered at the eLearning Network's conference "Beyond 'click next'…digital learning solutions come of age" event on Wednesday, 11th November 2015. Brightwave sponsored the event and contributed to the programme.
Lecture people entrepreneurship & innovationJeanne Le Roux
This document discusses trends in people, entrepreneurship, and innovation. It covers different generational needs and preferences in the workplace, including expectations around flexibility, work-life balance, and leadership. Examples of innovative practices that companies are implementing involve using social media for recruitment, offering video interviews, and emphasizing cultural fit over just job skills. The importance of aligning pay and rewards with a company's values is also covered. There is a discussion of collaborative working both within and across companies to achieve business goals.
LeadIN Core is an 8-week long community program in Washington, DC that brings together professionals of diverse fields, backgrounds, and experiences to learn and mold their unique leadership. Each group is intentionally kept small (between 8 and 12 individuals) to create an intimate and interactive learning environment.
Each LeadIN Core cohort builds a culture of trust, ownership and collective commitment to the success of all. Participants hear diverse perspectives, share best practices and provide one another with encouragement, support and accountability. They become stronger, more effective leaders by tapping into the diverse collective experience and wisdom of the group.
Mark Edwards, Leadership and Strategy Programme Director at London Business School, considers ways of improving the stickiness of learning by examining a range of aspects, from the desire to learn to the ways the learned lessons can be applied.
Mark will be hosting a webinar, on 7 October, in which he will explain how you can embed effective learning and understand employees’ motivations. Sign-up: http://www.changeboard.com/events/exclusive-changeboard-webinar-the-stickiness-of-learning-how-to-ensure-your-learning-strategy-makes-an-impact
The document discusses ways to enable more young people to become social entrepreneurs. It notes several challenges, including lack of support systems, mentors, and self-confidence among youth. It also notes that social startups often lose focus on social good. The document outlines learnings from research, including themes around collaboration space, funding, and engaging youth. It proposes the design challenge of building confidence and bias for action among youth. Ideas generated include a movable "popup shop" space that travels to schools and organizations to mentor and teach entrepreneurial skills through interactive and fun activities. The space aims to foster collaboration, confidence building, and skill development among youth.
This document provides information about an upcoming meeting of the ICF Colorado chapter on February 7, 2013. The meeting will feature a presentation on Appreciative Inquiry by Amanda Trosten-Bloom. Special Interest Group meetings will be held before the general meeting. Opportunities are also listed to get involved with the ICF Colorado Board of Directors or Meetup Groups. Details are provided about the speaker, meeting registration, and contact information.
This document provides guidance for facilitating an EP LEAD program with interns. The program is designed to enable leadership development through an inner and outer journey experience. It is structured in 3 blocks:
1) Understanding myself - focusing on cultural values, strengths/weaknesses, and goal setting.
2) Understanding the experience - reflecting on community, critical incidents, and the impact of the experience.
3) Capturing the change - comparing perceptions, personal development, and leadership journey before and after the internship.
The guidance outlines exercises and assessments for mentors to use at different stages to help interns reflect on themselves and their experiences in order to develop key leadership elements of self-awareness, responsibility
The art of letting go: Supporting informal and social learningBrightwave Group
Including social and informal learning in your digital technology strategy is now a common theme - but how can you go from the ideas to action - and success? This presentation discusses the latest approaches adopted by forward-thinking organisations, together with practical tips and suggestions on how to plan, execute and sustain informal learning initiatives.
This presentation was first delivered at the eLearning Network's conference "Beyond 'click next'…digital learning solutions come of age" event on Wednesday, 11th November 2015. Brightwave sponsored the event and contributed to the programme.
Learn how you can make a real difference by using your professional skills. We show you how through our webinar and Practical Microfinance Course in London. Limited time early bird offer until October for both courses starting now and in Feb 2013.
This document describes a mentoring program for employees at CA Technologies. The program aims to improve collaboration, engagement, innovation and performance. It consists of quarterly themes, mentoring relationships, networking opportunities, and activities to develop leadership, technical skills, and thought leadership. Participants set goals, receive 360 feedback, and work on innovation challenges. The program is evaluated through reflections, surveys and goal tracking. It provides opportunities for professional and personal growth.
This document discusses leveraging a team's personality to drive success. It introduces the DiSC model tool for understanding team members' behaviors and how they think, act, and interact. The DiSC model uses two dimensions of pace and focus to categorize personalities. Understanding differences through this tool can improve teamwork, communication, decision making and reduce conflicts. It provides tips for effectively communicating with each personality type and thinking models like the Six Thinking Hats to incorporate different perspectives. The overall message is that teams who understand personalities can better work together.
All we really need is us (on Self-Directed Learning)Bert De Coutere
Presentation of a workshop on Self Directed Learning (Brussels, June 2014, Corporate Universities Summit). What would our workplace look like if we could increase Self-Directed Learning?
This document provides information about a goal setting workshop organized by Endless Possibilities Trust in Harare, Zimbabwe. It includes details about the organization such as its mission, philosophy, objectives and team members. It then provides an overview and objectives of the goal setting workshop, including the participating institutions and sample program. It outlines future projects such as additional workshops on mentorship and communication skills. It also includes introductory information about a book compiled to guide the goal setting workshop, addressing how it was written and how it can be used. Finally, it begins content from the book's sessions on defining success, understanding strengths and weaknesses, setting goals, and developing strategies to reach goals.
You don’t know what you want, and you’re either stuck in a job you hate or still figuring out what you want to do with your life. You’ve been daydreaming about doing something crazy, but you feel paralyzed by indecision. You constantly compare yourself to your friends who are of your age.
If your mind is occupied with similar thoughts then give yourself an opportunity to get inspired, receive thoughtful answers to your key questions from Leadership expert Anil Sachdev - founder & CEO of School of Inspired Leadership (SOIL).
Key Questions Answered
How do I know if I need higher education at this stage of my career?
How can higher education help me in building a career of my choice?
If higher education is the answer, then what kind of education?
How to select a ‘good’ institution and how to define ‘good’?
What’s the first step and how do I take it?
SOCIAL INNOVATION LABs-en (Dr Atef Elshabrawy for SIE)atef Elshabrawy
The document discusses social innovation labs and their role in tackling complex social issues. It proposes a series of lab programs to help develop social entrepreneurs and innovations. The first program discussed is a Social Innovation Lab that would help participants: 1) uncover pressing social problems in their community; 2) ideate possible solutions; 3) prototype early solutions; and 4) launch ideas to attract support. The goal is to enhance participants' awareness of social issues and ability to create innovative social business initiatives to address challenges. The labs would use design thinking methods and business modeling tools to prototype solutions.
Leaderonomics is a small organisation with big dream and ambitions. Although we may have only about 100 employees today, we are a small employer with a BIG heart and BIG goals and dream. REad on what we do with our employees to engage, excite and ensure they are committed to the cause.
POP Your Profile!: How to Activate Your LinkedIn PotentialAlvaro J. Muñiz
We've adapted LinkedIn's Profile Optimization Protocol (POP) into a tutorial that transforms your LinkedIn profile into a canvas where your changemaker story and our new mission of framework change can shine. Where we can go beyond bullet points towards genuine narratives and compelling teasers -- in other words, an invitation for deeper engagement.
We've adapted LinkedIn's Profile Optimization Protocol (POP) into a tutorial that transforms your LinkedIn profile into a canvas where your changemaker story and our new mission of framework change can shine. Where we can go beyond bullet points towards genuine narratives and compelling teasers -- in other words, an invitation for deeper engagement.
The document defines organizational culture and discusses its key aspects. It notes that organizational culture encompasses shared beliefs, values, and behaviors that shape how an organization conducts business. The document outlines several levels of culture from visible artifacts to underlying assumptions, and discusses five major functions of culture in organizations: providing purpose, fostering a sense of ownership, building community, facilitating communication, and establishing leadership. It provides examples to illustrate strong organizational cultures at companies like Google, Pixar, and DHL.
This leaflet explains the benefits of the Insights Discovery Personal Effectiveness Programme. It explains the benefits and advantages of using this unique profiling system for both your personal and professional life. Contact enquiries@churchillsquareconsulting.co.uk for more information.
This webinar discusses the concept of a "Grateful Leader", which is defined as someone who expresses appreciation for employees' contributions, acknowledges them, and wants to know them as people. The webinar explains the power of acknowledgment in creating a positive work environment, engaging employees, and achieving superior results. It provides principles and tools for participants to become grateful leaders, including acknowledging others' contributions, reflecting on who to acknowledge, and committing to delivering heartfelt acknowledgments. The goal is to start changing organizations by having each participant become a grateful leader.
The document provides details about the application process for the "Best Society (in a Charity or Civic field)" award. It outlines the application form sections on organization, events, finance, publicity, civic/charity activities, and other details. The application will be evaluated based on the application form, portfolio, interview, and overall impression. Adjudicators will mark each application and the total possible marks are 200. Concise and well-organized responses that directly answer the questions are appreciated. The application form requests specific details about the society's structure, membership numbers, aims and objectives, activities undertaken, and challenges faced over the past year.
This document discusses social learning and defines it as learning that is social by nature because humans are inherently social beings. Social learning aims to empower practitioners to form learning partnerships to create personal and organizational value. It can take the form of collaborative or informal learning. The document notes that social learning is not just a technical solution or communications channel, but a set of behaviors. While not entirely new, social media now enables social learning to occur across networks and a changing work environment. Success requires focusing on business needs, embedding social learning in workflows, identifying communities of interest, and cultivating trust through openness and transparency.
The 8th Dec event focussed on Wellcome Trust as a co-consulting case study and then Explored operating model design. We had some excellent conversations and practiced the application of operating model design to 2 different organisations.
Riding on the Currents of Innovation to Supercharge Employee RelationsJoris Claeys
Organizations don't innovate! People do!
Breaking down silos – making things happen!
Building the NEW! Cultivate change! Do it with PASSION!
Enabling intrapreneurship through innovation champions, change agents and wave makers!
Leaders need to cultivate, hone-in and strategically unleash intrapreneurship across their organization or team.
Key to cultivating intrapreneurship is transparency: foster a healthy environment, where intrapreneurs flourish
Many want what innovation delivers, but aren’t prepared to do what it takes!
Organizations and leadership need to be AGILE – ADAPTIVE – RESPONSIVE
Creating an agile culture fosters forward thinking innovation!
Capacities bring forward your uniqueness, through emphasizing on your strengths and knowing your limitations for ourselves, team, company and ultimately the extended enterprise in which you operate. Resulting in effective collaboration – co-creation – co-design
Adaptive innovation cultures and human innovation capacities encourage ability to spot unique opportunities.
Landscape of the future
Why the career ladder no longer matters!
From hierarchy to lattice!
More companies look at alternative structures & why you should too.
CXO’s should experiment with ‘next stage’ organizations.
TEAL is the new green+blue addressing
all 5P’s of thrivable sustainability
This would be amazing! but we could never do this because …
“People from all ranks sense but hide the real pains, that something is broken in the way we run organizations. We need to create a whole ecosystem of support for organizations going Teal” – Frederic Laloux
“The ground beneath us is shifting at an accelerating rate. The implications for strategy are profound!” – John Hagel
“The truly creative changes and the big shifts occur right at the edge of chaos. Creativity is not an option, it’s an absolute necessity!” – Sir Ken Robinson
It’s imperative to bring creativity to learning!
Enabling us to be innovative!
Without change of mindset
real magic cannot be expected!
think, lead & act without the box
amaze – attract – advance
Speaking engagement at
PMAP Regional Conference 201508 – People Management Association of the Philippines
For speaking and coaching engagements, contact me via ExpertFile or LinkedIn
www.expertfile.com/experts/joris.claeys
www.linkedin.com/in/knowledgenabler
You can request this presentation in PDF or PPT with full animation email at
Joris.Claeys@outlook.com
The document discusses 7 simple ways to improve community engagement according to the EVOLVE Engaged Community Model. It explores defining roles and expectations, using a variety of engagement methods, ensuring clarity and continuity of communication, and recognizing that informing alone is not engagement. The document promotes EVOLVE training workshops to teach core engagement skills and tools to analyze challenges and engage diverse groups. Participants report the workshops help strengthen engagement strategies and build partnerships.
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
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Learn how you can make a real difference by using your professional skills. We show you how through our webinar and Practical Microfinance Course in London. Limited time early bird offer until October for both courses starting now and in Feb 2013.
This document describes a mentoring program for employees at CA Technologies. The program aims to improve collaboration, engagement, innovation and performance. It consists of quarterly themes, mentoring relationships, networking opportunities, and activities to develop leadership, technical skills, and thought leadership. Participants set goals, receive 360 feedback, and work on innovation challenges. The program is evaluated through reflections, surveys and goal tracking. It provides opportunities for professional and personal growth.
This document discusses leveraging a team's personality to drive success. It introduces the DiSC model tool for understanding team members' behaviors and how they think, act, and interact. The DiSC model uses two dimensions of pace and focus to categorize personalities. Understanding differences through this tool can improve teamwork, communication, decision making and reduce conflicts. It provides tips for effectively communicating with each personality type and thinking models like the Six Thinking Hats to incorporate different perspectives. The overall message is that teams who understand personalities can better work together.
All we really need is us (on Self-Directed Learning)Bert De Coutere
Presentation of a workshop on Self Directed Learning (Brussels, June 2014, Corporate Universities Summit). What would our workplace look like if we could increase Self-Directed Learning?
This document provides information about a goal setting workshop organized by Endless Possibilities Trust in Harare, Zimbabwe. It includes details about the organization such as its mission, philosophy, objectives and team members. It then provides an overview and objectives of the goal setting workshop, including the participating institutions and sample program. It outlines future projects such as additional workshops on mentorship and communication skills. It also includes introductory information about a book compiled to guide the goal setting workshop, addressing how it was written and how it can be used. Finally, it begins content from the book's sessions on defining success, understanding strengths and weaknesses, setting goals, and developing strategies to reach goals.
You don’t know what you want, and you’re either stuck in a job you hate or still figuring out what you want to do with your life. You’ve been daydreaming about doing something crazy, but you feel paralyzed by indecision. You constantly compare yourself to your friends who are of your age.
If your mind is occupied with similar thoughts then give yourself an opportunity to get inspired, receive thoughtful answers to your key questions from Leadership expert Anil Sachdev - founder & CEO of School of Inspired Leadership (SOIL).
Key Questions Answered
How do I know if I need higher education at this stage of my career?
How can higher education help me in building a career of my choice?
If higher education is the answer, then what kind of education?
How to select a ‘good’ institution and how to define ‘good’?
What’s the first step and how do I take it?
SOCIAL INNOVATION LABs-en (Dr Atef Elshabrawy for SIE)atef Elshabrawy
The document discusses social innovation labs and their role in tackling complex social issues. It proposes a series of lab programs to help develop social entrepreneurs and innovations. The first program discussed is a Social Innovation Lab that would help participants: 1) uncover pressing social problems in their community; 2) ideate possible solutions; 3) prototype early solutions; and 4) launch ideas to attract support. The goal is to enhance participants' awareness of social issues and ability to create innovative social business initiatives to address challenges. The labs would use design thinking methods and business modeling tools to prototype solutions.
Leaderonomics is a small organisation with big dream and ambitions. Although we may have only about 100 employees today, we are a small employer with a BIG heart and BIG goals and dream. REad on what we do with our employees to engage, excite and ensure they are committed to the cause.
POP Your Profile!: How to Activate Your LinkedIn PotentialAlvaro J. Muñiz
We've adapted LinkedIn's Profile Optimization Protocol (POP) into a tutorial that transforms your LinkedIn profile into a canvas where your changemaker story and our new mission of framework change can shine. Where we can go beyond bullet points towards genuine narratives and compelling teasers -- in other words, an invitation for deeper engagement.
We've adapted LinkedIn's Profile Optimization Protocol (POP) into a tutorial that transforms your LinkedIn profile into a canvas where your changemaker story and our new mission of framework change can shine. Where we can go beyond bullet points towards genuine narratives and compelling teasers -- in other words, an invitation for deeper engagement.
The document defines organizational culture and discusses its key aspects. It notes that organizational culture encompasses shared beliefs, values, and behaviors that shape how an organization conducts business. The document outlines several levels of culture from visible artifacts to underlying assumptions, and discusses five major functions of culture in organizations: providing purpose, fostering a sense of ownership, building community, facilitating communication, and establishing leadership. It provides examples to illustrate strong organizational cultures at companies like Google, Pixar, and DHL.
This leaflet explains the benefits of the Insights Discovery Personal Effectiveness Programme. It explains the benefits and advantages of using this unique profiling system for both your personal and professional life. Contact enquiries@churchillsquareconsulting.co.uk for more information.
This webinar discusses the concept of a "Grateful Leader", which is defined as someone who expresses appreciation for employees' contributions, acknowledges them, and wants to know them as people. The webinar explains the power of acknowledgment in creating a positive work environment, engaging employees, and achieving superior results. It provides principles and tools for participants to become grateful leaders, including acknowledging others' contributions, reflecting on who to acknowledge, and committing to delivering heartfelt acknowledgments. The goal is to start changing organizations by having each participant become a grateful leader.
The document provides details about the application process for the "Best Society (in a Charity or Civic field)" award. It outlines the application form sections on organization, events, finance, publicity, civic/charity activities, and other details. The application will be evaluated based on the application form, portfolio, interview, and overall impression. Adjudicators will mark each application and the total possible marks are 200. Concise and well-organized responses that directly answer the questions are appreciated. The application form requests specific details about the society's structure, membership numbers, aims and objectives, activities undertaken, and challenges faced over the past year.
This document discusses social learning and defines it as learning that is social by nature because humans are inherently social beings. Social learning aims to empower practitioners to form learning partnerships to create personal and organizational value. It can take the form of collaborative or informal learning. The document notes that social learning is not just a technical solution or communications channel, but a set of behaviors. While not entirely new, social media now enables social learning to occur across networks and a changing work environment. Success requires focusing on business needs, embedding social learning in workflows, identifying communities of interest, and cultivating trust through openness and transparency.
The 8th Dec event focussed on Wellcome Trust as a co-consulting case study and then Explored operating model design. We had some excellent conversations and practiced the application of operating model design to 2 different organisations.
Riding on the Currents of Innovation to Supercharge Employee RelationsJoris Claeys
Organizations don't innovate! People do!
Breaking down silos – making things happen!
Building the NEW! Cultivate change! Do it with PASSION!
Enabling intrapreneurship through innovation champions, change agents and wave makers!
Leaders need to cultivate, hone-in and strategically unleash intrapreneurship across their organization or team.
Key to cultivating intrapreneurship is transparency: foster a healthy environment, where intrapreneurs flourish
Many want what innovation delivers, but aren’t prepared to do what it takes!
Organizations and leadership need to be AGILE – ADAPTIVE – RESPONSIVE
Creating an agile culture fosters forward thinking innovation!
Capacities bring forward your uniqueness, through emphasizing on your strengths and knowing your limitations for ourselves, team, company and ultimately the extended enterprise in which you operate. Resulting in effective collaboration – co-creation – co-design
Adaptive innovation cultures and human innovation capacities encourage ability to spot unique opportunities.
Landscape of the future
Why the career ladder no longer matters!
From hierarchy to lattice!
More companies look at alternative structures & why you should too.
CXO’s should experiment with ‘next stage’ organizations.
TEAL is the new green+blue addressing
all 5P’s of thrivable sustainability
This would be amazing! but we could never do this because …
“People from all ranks sense but hide the real pains, that something is broken in the way we run organizations. We need to create a whole ecosystem of support for organizations going Teal” – Frederic Laloux
“The ground beneath us is shifting at an accelerating rate. The implications for strategy are profound!” – John Hagel
“The truly creative changes and the big shifts occur right at the edge of chaos. Creativity is not an option, it’s an absolute necessity!” – Sir Ken Robinson
It’s imperative to bring creativity to learning!
Enabling us to be innovative!
Without change of mindset
real magic cannot be expected!
think, lead & act without the box
amaze – attract – advance
Speaking engagement at
PMAP Regional Conference 201508 – People Management Association of the Philippines
For speaking and coaching engagements, contact me via ExpertFile or LinkedIn
www.expertfile.com/experts/joris.claeys
www.linkedin.com/in/knowledgenabler
You can request this presentation in PDF or PPT with full animation email at
Joris.Claeys@outlook.com
The document discusses 7 simple ways to improve community engagement according to the EVOLVE Engaged Community Model. It explores defining roles and expectations, using a variety of engagement methods, ensuring clarity and continuity of communication, and recognizing that informing alone is not engagement. The document promotes EVOLVE training workshops to teach core engagement skills and tools to analyze challenges and engage diverse groups. Participants report the workshops help strengthen engagement strategies and build partnerships.
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Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
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This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
2. Background:
Organizations are not there yet when the workforce and the top are a good reflection
of the population. It is not enough to 'bring in' people from other backgrounds. They
need to feel accepted, valued and, above all, free.
Only then will they dare and want to express themselves, and the organisation can
benefit from all those different perspectives.
Diversity is that everyone is invited to the party but only if you are incusive everyone
also want to dance.
But who is throwing the party?
7 vinkjes - Joris Luyendijk
3. Principles:
Tell me and I’ll forget, Show me and I may remember, Involve me and I’ll understand
DEI is consciousness and behavioral change
Consciousness and behavioral change by*:
• external incentive -> often not lasting
• intrinsic motivation -> lasting if consistent
Behavior change takes an average of 66 days**
Change consciousness and behaviour among current and next generation of
employees for a sustainable future
* University Groningen 2015
** University College of London 2009
4. The Let’s Creaid DEI Experience
The experience consists of 4 building blocks:
1. DIVERSITY
• Interactieve kick-off and workshop
• Opent ogen
2. EQUITY
• Online challenge
• A Mile in my Shoes
3. INCLUSION
• An open ear
4. INCLUSION & ACCESS
• Who is throwing the party?
5. The Let’s Creaid DIVERSITY Experience
Week 1 – 2 - Diversity
- Kick off with DEI presentation; the why, impirtance and benefits for your
people, society and the organization
- our society -> demographics, changes, development
- our bubble -> DEI facts and interactive discussion on statements
- our company -> Company’s DEI data and the why for DEI
- Expectations of participants
- guided session where participants write down their expectations, benefits
and desired learnings.
6. The Let’s Creaid DIVERSITY Experience
Week 1 – 2 - Diversity
- Opens eyes - diversity experience (groups 8 – 12)
- Tailored to the organization, culture and values
- Making impact together with a different group from society
- during the impact activity connecting with each other and having informal
conversations
- opens eyes; a new perspective on society
- Diversity coffeetables
- Participants will engage in guided discussions about experiences, insights
and perspectives.
7. The Let’s Creaid EQUITY Experience
Week 3 – 8 – Equity – part 1
- The Equity Online Challenge:
- 1 or 2 DEI-related assignments every week through online platform:
- theme related
- company related
- personal related
- ranging from view YouTube video to interbiew ERG/diverse employee
- online sharing of experiences, insights and stories; interactive with other
participants (monitored)
- based on engagement and interaction surprise prize -> lunch with CEO
8. The Let’s Creaid EQUITY Experience
Week 3 – 8 – Equity – part 2
- A mile in my shoes – last day
- participants get and wear shoes from other people like refugee, LBGTQI,
multicultural
- while walking 1 mile they listen to the story of the shoes' owner
- afterwards guided plenary coffeetalk on insights and experiences
9. The Let’s Creaid INCLUSION Experience
Week 9 – Inclusion
An open ear
- a personal experience is written down anonymously
- personal experience can be anything, for instance my dad was an alcoholic
- half of the participants pick the card that touches them
- pairs engage in a conversation about the personal experience
- afterwards plenary session about experiences and insights
10. The Let’s Creaid INCLUSION & ACCESS Experience
Week 10 – Inclusion and access
Who is throwing the party?
- the stqrting point is in the participants DEI dairy
- on an individual, team and plenary level find answers to:
• what do all the experiences of the past period mean to:
• them personally
• their team
• the organization
• what are areas for improvement
• what are they themselves going to change
• what wishes and pre-conditions from the organization do they have
• Review of past experience; the learnings and insights and announcement of
surprise prize and winner
11. The Let’s Creaid DEI Experience
RESULT:
Current and next generation of people:
Personal - a new perspective on society and a wealth of diverse stories that
broadens their view
Professional - identify themselves areas for improvement and development as a
person and at team level.
Organization:
‘ball book’ for the organization with insights, advice, wishes and pre-conditions
regarding DEI, initiated by your people!
Shall we dance?
12. The Let’s Creaid DEI Experience
Upon completion 2 evaluation moments:
1. feedback/evaluation/effect with participants immediately after completing
the experience
2. Effect measurement
a. within team/organization after 2/3 months and fond answers to ‘Who is
throwing the party?’
b. comeback moment with participants about their experiences and
progress