LevelUp program - Framework to retain talent
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The document describes the LevelUp program created by Thoughtworks to retain women talents. The program aims to empower new hires by providing a safe learning environment. It details the Pandas project, where 10 students and 2 teachers created an app to map dengue cases using open data. Results showed increased confidence, skills, and participation from women in tech events. Challenges included dedication, progress tracking, and finding teachers. It encourages pursuing dreams through engagement, support, action, positivity, and organization.
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One of the most valuable resources a person can have in their career is a Mentor. Sir Richard Branson, Indra Nooyi, Mark Zuckerberg, and many more have all expressed how their mentors got them where they are today.
Learn how you can meet and work with a Mentor.
Message in a bottle - Experience it learn about it and use it for mapping you...
Half a day workshop at KM Australia 2013.
What if you could find a quick and easy tool to help you:
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- Create a burst of energy during an event?
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- Design the community’s activities, learning plan, FAQs and e-forum topics?
In this hands-on workshop particpants have been able to experience the “Message in a Bottle” tool designed by Danone and adopted/adapted later by Alexandra Lederer in multiple situations at Amadeus.
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Wiseheart Development Solutions
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Graduate School to Careers
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Working with Clients
Working with clients, especially those new to technology, requires strong communication skills to bridge the gap in technical knowledge. It is important to establish control of the consulting encounter through a friendly and helpful demeanor while following a controlled sequence to resolve issues. Even with difficult customers, sticking to good customer service practices like listening, understanding their perspective, and asking for help when needed can help diffuse tensions and provide exceptional service.
Book Digest
This document discusses how to measure the core elements needed to attract and retain talented employees. Gallup research found that business units were more productive when employees answered positively to 12 key questions about their workplace. The questions relate to whether employees know what is expected of them, have the necessary tools and materials to do their work, feel their opinions count, and have opportunities to learn and grow. Business outcomes like productivity, profitability, employee retention, and customer satisfaction are correlated to how employees respond to these 12 questions. The document then discusses how great managers select for talent rather than just experience, set the right outcomes rather than steps, focus on strengths over weaknesses, and find the right fit for employees rather than just promoting them up the ladder.
Training Services 4Tree
This document describes training and development programs offered by 4Tree. It discusses topics like effective communication, sales, management, workshops for parents and children, and customer care. 4Tree provides customized training materials and uses interactive methods like role-plays and games. Their trainers have extensive experience in industries and jobs and are certified to train others. 4Tree offers a single point of contact and follow-up support to help people grow in their careers.
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This is a special edition of the power point presentation prepared for the 9 day Programme on Personality Development, [ 6th to 15th July 2010], organized for the benefit of the final year students of the graduation programme of the Andhra Mahila Sabha College for Women, Hyderabad. The programme was conducted mainly in Telugu. The live audio recordings can be freely listened to at: www.archive.org – please search for Prof. V. Viswanadham and further search for the topic.
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Learning "Digital Skills for the Workplace" sessions. These are in person workshops in Rochdale, sponsored by RBH and New Pioneers and delivered by No Worries IT Ltd
Skills development directory 2013
This document provides an overview of training courses offered by Jane Hirst to help individuals and teams develop their skills. The courses aim to be participative, interactive and fun while helping participants practice and retain skills for workplace application. Courses include topics such as leadership, change management, customer service, team performance, facilitation, and more. The training is tailored to meet specific organizational needs and can range from half-day to multi-day sessions.
Techniques & Tools for Training Strong Distributed Teams
It can be challenging to navigate time zones, schedules, and technological difficulties when working virtually. Add in the need for specialized team training, and you might find yourself in a pickle. How can you train someone you've never met with in person? How do you ensure they understand what you’re teaching? In this presentation of Techniques & Tools for Training Strong Distributed Teams, we've got some epic tips and techniques to interactively train your virtual team.
This presentation is part of the Virtual Life Webinar Series, focusing on building a community of distributed workers and addressing common topics we all face.
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Aall 2016 poster -final
Leadership Development Training: The Forgotten Aspect of Succession Planning
"Leadership is one of the most observed and least understood phenomena on earth." – James MacGregor Burns
Most organizations understand the value of succession planning, but very few have developed their future leaders. In a recent survey, 86 percent of the respondents agreed their organizations' future depended on the effectiveness of the future leadership. Yet a study found almost 75 percent of respondents felt their leadership development programs were not very effective. Today, many people have the capabilities of being a follower or a leader, depending upon the situation they are put in and the skills they are provided. In fact, Barnes and Krieger, in their seminal work, The Hidden Side of Organizational Leadership, suggested that leadership is more of a reflection of an organization rather than a person.
Succession Planning Simplified!
What are you going to do if you find out that a executive level official or a senior project manager has left his/ her job? Advertise the vacancy, Invite job applications, Shortlist CVs, conduct job interviews, hire the suitable candidate and then finally train him for the required post?
Isn't that a lengthy process? It could around 1-2 months. And during this time, the stocks would plummet, morale could crash and projects would be delayed!
Instead if you had an employee ready to take up the job right away? Won't that be awesome?
This is where Succession planning comes in!
Mentor the right candidates for the right time, maintain the talent pool. And sustain! :)
Onboarding process ver 4
The document discusses an onboarding model according to Gallup's 12 questions that aims to improve employee retention, outlining the four phases of onboarding: pre-onboarding, corporate onboarding, department onboarding, and post-onboarding. It then provides examples of onboarding processes from five organizations and recommendations for an effective onboarding program.
Gluetogether Workshops Leaflet
The document summarizes a variety of workshops offered by gluetogether to empower employees and improve performance. The workshops cover topics such as influencing skills, communicating difficult messages, assertiveness, creative problem solving, time management, leadership development, managing change, and business skills. Attendees would learn practical tools and strategies to strengthen their abilities in areas like communication, conflict management, delegation, motivation, and goal setting. The workshops aim to help professionals develop key skills for both career success and personal growth.
Khushboo SWOTAnalysis.pptx
Mr. Devendra Kumar completed a 6-month social internship with Ladli Foundation, a nonprofit focused on healthcare, education, and life skills. During the internship, he conducted workshops on topics like malnutrition, tuberculosis, and HIV/AIDS. He gained experience in public speaking, workshop preparation, report writing, and time management. While there were challenges with certain tasks, he overcame issues with help from coordinators and family members. The internship helped him develop skills in teamwork, community outreach, and self-discipline.
SAMPLE REPORT Peak Performance Toolkit
The diagnostic report provides the results of Doc Martin's self-assessment using The Peak Performance Toolkit to evaluate satisfaction across five areas: Aspiration, Self Mastery, Competence, Environment, and Opportunity. Key findings include Doc being moderately satisfied with short-term goals and vision, partially satisfied with work-life balance and long-term vision, and completely satisfied with values and principles. The report suggests areas for development.
PandaDoc's Culture Code
The document outlines the mission, vision, culture and values of PandaDoc, a software company that helps sales teams. It discusses:
1) The founders' reasons for starting the company were to learn, make a positive impact, and have fun while delivering value to customers and communities.
2) The company's vision is to build software that helps sales teams look great, save time and close more deals through an efficient document process.
3) The company culture values people who are direct, team players, independent, data-driven, humble, scrappy, resilient and maintain a work-life balance. It also values transparency, ownership and keeping work simple.
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Techniques & Tools for Training Strong Distributed Teams
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Já pensou como seria se os dispositivos da sua casa se conectasse a internet ?
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Arduino
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LevelUp program - Framework to retain talent
- 1. LBD - LevelUp Framework to retain talents
- 2. Desiree Santos Brazil - Porto Alegre office Code 24 x 7, so I'm DEV WILD – Woman in Leadership Development Innovation thought open hardware
- 3. LevelUp Real program to retain talents Your dream come true Impact in-out Thoughtworks
- 4. I realized that... Good knowledge + but poor performance = give up and leave TW
- 5. So I went deep to identify the problem: New TWers are not comfortable nor confident with their current skills.
- 6. What did we do to solve it? Empower TWer by providing a safe environment to learn.
- 7. Learn By Doing Level Up program Impact inside TW to retain woman talents
- 8. Pandas 10 students + 2 teachers + 2 mentors 4 hours per week Pandas an app to use open data from sus to map dengue Impact inside TW woman talents Yes, we can change! framework increase confidence to improve tech and consultant skills Empower
- 9. Pandas
- 10. Results: Pandas ● Increase woman talking in IT events ● To feel part of the team increase responsibilities ● Positive feedback from the team ● To feel more confident when speaking in a meeting ● Tech skills more refined ● Inception, retrospective Challenges: ● Dedication ● Tracking progress ● Keep the energy within the team ● Find teachers ● Tech skills more refined
- 11. Pandas You can make your dream come true ! 1.What are your dreams ?, Which problems do you want to solve ? 2.Engage people with the same feeling 3.Look around to find people to give support 4.Action in an agile way 5.Don't allow people to bring you down 6.Learn how to really listen 7.Stop your inner voice “Impossible, hard to do” 8.Organize your time 9.Stop with “What If” scenarios 10. Do with love and you'll see the results Thank you!