This document discusses an upcoming forum on social entrepreneurship and innovation. It begins with an excerpt from a book about breaking down unnecessary barriers. It then provides a sample personality test and discusses key concepts related to social enterprise, including how non-profits and businesses can engage in social enterprise approaches. It outlines the benefits of social enterprise and common misunderstandings. It also provides an overview of the social enterprise development process.
This document outlines four principles of success and discusses how focusing on goals rather than problems is key to achieving success. It tells the story of how the author faced numerous obstacles like financial issues, legal troubles, and health concerns but was able to create a successful company called ASN by adhering to these principles, especially focusing on his goal and vision for the company rather than the difficulties he faced. The author believes success is a choice and achieving it requires embracing failure, learning from mistakes, and persevering towards one's goals.
The document discusses how many people frequently change careers or hobbies without fully committing to any one thing. It argues that people should confront challenges rather than giving up when growth slows. Fully committing and pushing through difficult periods allows one to reach expert status and achieve more.
University of Lincoln Entrepreneurship Talk Gabe Kangas
Gabe enjoys building things and solving problems. He created a service to allow Pandora and Last.FM integration after realizing others had the same problem. The service was popular with over 12 million songs played. For his next project, Hollrback, Gabe aimed to create a mobile app to better facilitate networking interactions. He left his job to work on it full-time and launched an initial prototype to prove the concept. Hollrback is still growing but has come a long way from its early stages. Gabe learned that starting a company requires sacrifice and is an emotional rollercoaster but he is passionate about solving problems.
26 pieces of unsolicited and totally obvious career advice to make you more s...Haley Bryant
This document provides 26 pieces of career advice focused on becoming more successful and happy at work. Some of the key advice includes: figuring out your priorities and strengths; actively doing work rather than waiting to be told what to do; asking for feedback to improve your self-awareness; taking on challenges and difficult problems; helping others; and consistently demonstrating that you care about your work. The overarching message is that taking initiative, developing skills, and having a positive attitude are important for career growth.
This document provides guidance on professional etiquette. It begins by defining etiquette as a ticket that allows one to be admitted through closed doors by knowing the proper rules. Several principles of etiquette are outlined from various religious texts emphasizing treating others well. The document then notes that good manners can open doors where other factors like money or position cannot. It poses a series of multiple choice questions on various etiquette scenarios covering introductions, dining, communication, and workplace interactions. Overall, the document stresses that knowledge of social skills and etiquette makes professional interactions and the workplace more pleasant.
This document discusses professional etiquette and business etiquette. It provides examples of etiquette questions related to introductions, dining, phone calls, gifts, and more. The document emphasizes treating others with courtesy and respect, and understanding social norms can help interactions go more smoothly. Good etiquette can help "open doors" professionally.
Deepening Racialized Inequality In Ontario Selected Quotes And References (...settlementatwork
The document discusses several reports highlighting racial disparities related to poverty and social outcomes in Canada. Several reports found disproportionately high rates of poverty among racialized groups, including one in two African children and one in three Arab/West Asian children living in poverty. Racialized groups also experienced higher unemployment, lower incomes, greater living in poor neighborhoods. The reports call for governments to do more to address systemic racism and racial inequities through strategies like developing equity frameworks, collecting race-based data, and ensuring diversity among public institution staff.
This document outlines four principles of success and discusses how focusing on goals rather than problems is key to achieving success. It tells the story of how the author faced numerous obstacles like financial issues, legal troubles, and health concerns but was able to create a successful company called ASN by adhering to these principles, especially focusing on his goal and vision for the company rather than the difficulties he faced. The author believes success is a choice and achieving it requires embracing failure, learning from mistakes, and persevering towards one's goals.
The document discusses how many people frequently change careers or hobbies without fully committing to any one thing. It argues that people should confront challenges rather than giving up when growth slows. Fully committing and pushing through difficult periods allows one to reach expert status and achieve more.
University of Lincoln Entrepreneurship Talk Gabe Kangas
Gabe enjoys building things and solving problems. He created a service to allow Pandora and Last.FM integration after realizing others had the same problem. The service was popular with over 12 million songs played. For his next project, Hollrback, Gabe aimed to create a mobile app to better facilitate networking interactions. He left his job to work on it full-time and launched an initial prototype to prove the concept. Hollrback is still growing but has come a long way from its early stages. Gabe learned that starting a company requires sacrifice and is an emotional rollercoaster but he is passionate about solving problems.
26 pieces of unsolicited and totally obvious career advice to make you more s...Haley Bryant
This document provides 26 pieces of career advice focused on becoming more successful and happy at work. Some of the key advice includes: figuring out your priorities and strengths; actively doing work rather than waiting to be told what to do; asking for feedback to improve your self-awareness; taking on challenges and difficult problems; helping others; and consistently demonstrating that you care about your work. The overarching message is that taking initiative, developing skills, and having a positive attitude are important for career growth.
This document provides guidance on professional etiquette. It begins by defining etiquette as a ticket that allows one to be admitted through closed doors by knowing the proper rules. Several principles of etiquette are outlined from various religious texts emphasizing treating others well. The document then notes that good manners can open doors where other factors like money or position cannot. It poses a series of multiple choice questions on various etiquette scenarios covering introductions, dining, communication, and workplace interactions. Overall, the document stresses that knowledge of social skills and etiquette makes professional interactions and the workplace more pleasant.
This document discusses professional etiquette and business etiquette. It provides examples of etiquette questions related to introductions, dining, phone calls, gifts, and more. The document emphasizes treating others with courtesy and respect, and understanding social norms can help interactions go more smoothly. Good etiquette can help "open doors" professionally.
Deepening Racialized Inequality In Ontario Selected Quotes And References (...settlementatwork
The document discusses several reports highlighting racial disparities related to poverty and social outcomes in Canada. Several reports found disproportionately high rates of poverty among racialized groups, including one in two African children and one in three Arab/West Asian children living in poverty. Racialized groups also experienced higher unemployment, lower incomes, greater living in poor neighborhoods. The reports call for governments to do more to address systemic racism and racial inequities through strategies like developing equity frameworks, collecting race-based data, and ensuring diversity among public institution staff.
The document discusses modernizing Ontario's settlement system to better support immigrants. It outlines shared objectives of maximizing immigration's contribution while ensuring immigrants can utilize their skills. It also emphasizes the need for an integrated, accessible system with flexibility, quality, and a focus on local needs and results. The vision is for a coordinated, client-centered system with defined outcomes, strategic partnerships, and responsive services to help immigrants integrate socially and economically.
Media, Modernization and Millenials...What's the future of settlement work?settlementatwork
This presentation, for the Newcomer Organization Network of Peel, provides an overview of key trends and innovations that are and will influence the nature of settlement work and providing services to newcomers to Canada. It focuses on settlement funding "modernization", use and integration of social media in our work, and demographics of service providers, including desirable characteristics agencies should look for, regardless of age.
2010 ISAP Conference 2010 Using Internet and Social Media in Immigrant Settle...settlementatwork
The document discusses the future of settlement work and the role of social media and technology. It outlines 12 core values of settlement work and a client bill of rights. It then discusses ideas around modernizing settlement services, including common contracts, outcome-based performance, flexible funding, and ensuring services are accessible, continuous, and responsive to client needs. The role of social media in connecting individuals, sharing knowledge, and engaging communities is explored. Challenges with funders' perspectives are also noted.
The document discusses managing change and examines different responses to change. It explores constructive ways to manage change and build resilience during times of change. The presentation uses an exercise where participants only take one step at a time to experience and observe their responses to small changes. By taking steps in noble silence, participants can recognize patterns in their choices and movements when faced with changes. They learn what they can truly manage about change and how to handle their next change with calmness and skill. The document emphasizes that change is inevitable and those who are most adaptable to change are the ones that survive.
The document outlines a strategic planning process for a nonprofit organization serving immigrants. It discusses setting a vision and mission, analyzing strengths/weaknesses, and defining strategic priorities and goals. Key priorities identified include diversifying funding, growing the budget, providing high quality services, and meeting community needs regardless of ability to pay. Governance principles are to ensure the board adds value, conducts oversight, and ensures accountability and transparency. The process aims to create a future state and strategic plan to guide the organization.
CIC Moving Forward With Settlement - Darlyn Mentorsettlementatwork
This document discusses expansions to settlement programming in Ontario under the Canada Ontario Immigration Agreement (COIA). It outlines 4 steps to existing programming expansion, including new programming like library partnerships and youth programming. It also discusses implementing changes, a coordinated language assessment system, occupation-specific language training, and welcoming communities initiatives. The document emphasizes stakeholder understanding, open dialogue, and a balanced approach to settlement service delivery.
Supporting Newcomer Immigrants And Regugees From Racialized Communities With ...settlementatwork
This document outlines the agenda and goals of a conference on supporting newcomer immigrants and refugees from racialized communities with mental health issues. It discusses definitions of mental health, common mental health problems experienced such as trauma, discrimination, poverty and lack of social support. Early warning signs of mental health issues and common disorders like schizophrenia, bipolar disorder and depression are described. Barriers to accessing mental health services are also outlined.
This document discusses an upcoming forum on social entrepreneurship and innovation. It provides background information on key concepts like social enterprise, social innovation, and partnerships. It also includes the agenda for the forum, which will cover topics like organizational readiness, an overview of social enterprises and their benefits, common misunderstandings, and the process of developing social enterprise ideas. The document concludes with a test participants can take to help evaluate their skills and potential for leadership.
Our future is shaped by our decisions, which are influenced by our thoughts. If we are not aware of it, we are holding thoughts that, unconsciously, will lead to actions we do not need.
Check this proposed simple exercise to become more aware of the daily decisions you are making in life based on the thoughts you hold.
A brilliant proverb describing how to build the optimal team "choose your companions before you choose your road".and thats such a true saying,teams are a delicate beast.ideally each member shares a common goal, whether it be winning a race or completing a project.the selflessness and pasion embodied in a groupof people striving for achievement is wondorous.Positive energy emanates from their labors,breeding high standards and astounding productivity.There is no limit to what a great team can accomplish,like a rope:together as one united,consisting of the highest human material:to build that great dynamic individuals willing to work long hours,to motivate them when the inevitable.Human nature can lead to a team s downfall whether from disinterist,laziness,or the dozen of other daily emotions coursing through disparate individuals.Honestly believe the makings of the great team can be found in one word:chemistry.A group of modestly talented individuals who are team players will accomplish far more than an assortment of geniuses thinking of themselves...
Motivation for success life - WATCH THIS EVERYDAY AND CHANGE YOUR LIFEchaminda bandara
Motivation is the word derived from the word ’motive’ which means needs, desires, wants or drives within the individuals. It is the process of stimulating people to actions to accomplish the goals. In the work goal context the psychological factors stimulating the people’s behaviour can be -
# desire for money
# success
# recognition
# job-satisfaction
# team work, etc
One of the most important functions of management is to create willingness amongst the employees to perform in the best of their abilities. Therefore the role of a leader is to arouse interest in performance of employees in their jobs. The process of motivation consists of three stages:-
1. A felt need or drive
2. A stimulus in which needs have to be aroused
3. When needs are satisfied, the satisfaction or accomplishment of goals.
Therefore, we can say that motivation is a psychological phenomenon which means needs and wants of the individuals have to be tackled by framing an incentive plan.
This document discusses habits and effectiveness. It describes habits as things people do without thinking. It then discusses seven habits of highly effective teens: 1) be proactive, 2) begin with the end in mind, and 3) put first things first. For each habit, it provides explanations and examples of how to practice each habit, such as making a personal mission statement, prioritizing tasks, and identifying important goals and activities to focus on.
of the PDC+++ in Integral Permaculture
see www.PermaCultureScience.com
What makes some people very effective at realizing their dreams whilst other people struggle?
I this class we investigate how to increase individual intelligence, how it inter-connects with emotional intelligence, the habits of highly effective people & some ingenious tools for thinking & co-creating in powerful ways with others.
All Too Common Ways We Allow Our Lives to SuckRoneet Ghosh
The document provides 11 common ways that people allow their lives to suck, along with explanations for each. Some of the ways mentioned include mistaking political gain for achievement, being afraid of criticism from others, waiting for a big idea rather than acting on small ideas, seeing a resume as the goal rather than what it reflects, and not appreciating what you already have in your life. The overall message is that happiness comes from taking action, focusing on achievements over appearances, helping others, and collecting meaningful relationships and experiences rather than material things.
I am a very strong believer that the future of a nation is in the hands of its youth. The quality of a nation is therefore truly demonstrated through the quality of its youth.
I have often been the bonafide Mentor to several hundreds of youngsters in their careers & I must admit that I learnt more while mentoring them then I learnt from the books I read.
This is a small tribute in terms of helping many more hundreds of youngsters in their footsteps to hall of fame. May all you young business enthusiasts shine bright & make your businesses prosper even further.....Amen
Attitudes are likes and dislikes for various people, objects, and activities that influence choices and work ethic, though they are not always consistent predictors of behavior. Behavior can change attitudes through cognitive dissonance, as acting counter to one's attitudes forces an attitude change, especially without other reasons. Attitudes exist in "opinion molecules" and are not always consistent.
Take Action Developing Your Personal Power In As Little As 30 Days With These...SANDEEPNIVAS1
This document provides 15 steps to develop personal power in as little as 30 days. It recommends maintaining an even temperament, having a sense of humor, smiling, treating others well, remembering names and details about people, being honest, letting others talk, listening, being prepared, being disciplined, having good posture, being compassionate, finding a mentor, associating with positive people, giving to others, and striving daily to improve. Taking small, consistent steps in these areas can lead to significant changes over time and help one become a confident, admired person.
The document discusses good manners and etiquette. It defines manners as polite behaviors that show consideration, kindness and respect for others. Etiquette refers to formal rules of conduct that apply across different situations. Some good habits discussed include waking up early, exercising, setting goals, reading motivational material, making to-do lists, checking news, blogging, dressing well, smiling, prioritizing important tasks, exceeding expectations, being proactive, eating healthy snacks, spending time in nature, connecting with friends and family, relaxing, reviewing the day, and going to bed at a reasonable time. The document also discusses values, morals, ethics, trustworthiness, respect, responsibility, fairness and citizenship.
1. The document discusses various etiquette and professionalism guidelines for workplace conduct, such as dressing appropriately, communicating respectfully, being punctual and productive, and maintaining a positive attitude.
2. Key elements of a positive work environment include being kind, courteous, and respectful to coworkers; showing teamwork; and speaking well of others.
3. Specific etiquette tips covered include maintaining professional appearance, expanding knowledge, honoring work hours, being friendly yet private, communicating effectively, listening to others, and solving problems without blaming.
Managing Difficult and Sticky Situations At WorkDrOnyekaUgoSam
We are all faced with challenges constantly in every area of our lives. Most people have a hard time accepting and dealing with these challenges that arise. The truth is that you will have to deal with difficult problems throughout your life, whether it is in your personal life or career.
The document provides information about self-assessments on analytical, creative, and practical thinking skills. It states that assessment results represent preferences rather than absolutes, there are no right or wrong answers, and most people have strengths in multiple areas. It then includes several self-assessment surveys to gauge preferences in these different thinking skills areas.
The document discusses modernizing Ontario's settlement system to better support immigrants. It outlines shared objectives of maximizing immigration's contribution while ensuring immigrants can utilize their skills. It also emphasizes the need for an integrated, accessible system with flexibility, quality, and a focus on local needs and results. The vision is for a coordinated, client-centered system with defined outcomes, strategic partnerships, and responsive services to help immigrants integrate socially and economically.
Media, Modernization and Millenials...What's the future of settlement work?settlementatwork
This presentation, for the Newcomer Organization Network of Peel, provides an overview of key trends and innovations that are and will influence the nature of settlement work and providing services to newcomers to Canada. It focuses on settlement funding "modernization", use and integration of social media in our work, and demographics of service providers, including desirable characteristics agencies should look for, regardless of age.
2010 ISAP Conference 2010 Using Internet and Social Media in Immigrant Settle...settlementatwork
The document discusses the future of settlement work and the role of social media and technology. It outlines 12 core values of settlement work and a client bill of rights. It then discusses ideas around modernizing settlement services, including common contracts, outcome-based performance, flexible funding, and ensuring services are accessible, continuous, and responsive to client needs. The role of social media in connecting individuals, sharing knowledge, and engaging communities is explored. Challenges with funders' perspectives are also noted.
The document discusses managing change and examines different responses to change. It explores constructive ways to manage change and build resilience during times of change. The presentation uses an exercise where participants only take one step at a time to experience and observe their responses to small changes. By taking steps in noble silence, participants can recognize patterns in their choices and movements when faced with changes. They learn what they can truly manage about change and how to handle their next change with calmness and skill. The document emphasizes that change is inevitable and those who are most adaptable to change are the ones that survive.
The document outlines a strategic planning process for a nonprofit organization serving immigrants. It discusses setting a vision and mission, analyzing strengths/weaknesses, and defining strategic priorities and goals. Key priorities identified include diversifying funding, growing the budget, providing high quality services, and meeting community needs regardless of ability to pay. Governance principles are to ensure the board adds value, conducts oversight, and ensures accountability and transparency. The process aims to create a future state and strategic plan to guide the organization.
CIC Moving Forward With Settlement - Darlyn Mentorsettlementatwork
This document discusses expansions to settlement programming in Ontario under the Canada Ontario Immigration Agreement (COIA). It outlines 4 steps to existing programming expansion, including new programming like library partnerships and youth programming. It also discusses implementing changes, a coordinated language assessment system, occupation-specific language training, and welcoming communities initiatives. The document emphasizes stakeholder understanding, open dialogue, and a balanced approach to settlement service delivery.
Supporting Newcomer Immigrants And Regugees From Racialized Communities With ...settlementatwork
This document outlines the agenda and goals of a conference on supporting newcomer immigrants and refugees from racialized communities with mental health issues. It discusses definitions of mental health, common mental health problems experienced such as trauma, discrimination, poverty and lack of social support. Early warning signs of mental health issues and common disorders like schizophrenia, bipolar disorder and depression are described. Barriers to accessing mental health services are also outlined.
This document discusses an upcoming forum on social entrepreneurship and innovation. It provides background information on key concepts like social enterprise, social innovation, and partnerships. It also includes the agenda for the forum, which will cover topics like organizational readiness, an overview of social enterprises and their benefits, common misunderstandings, and the process of developing social enterprise ideas. The document concludes with a test participants can take to help evaluate their skills and potential for leadership.
Our future is shaped by our decisions, which are influenced by our thoughts. If we are not aware of it, we are holding thoughts that, unconsciously, will lead to actions we do not need.
Check this proposed simple exercise to become more aware of the daily decisions you are making in life based on the thoughts you hold.
A brilliant proverb describing how to build the optimal team "choose your companions before you choose your road".and thats such a true saying,teams are a delicate beast.ideally each member shares a common goal, whether it be winning a race or completing a project.the selflessness and pasion embodied in a groupof people striving for achievement is wondorous.Positive energy emanates from their labors,breeding high standards and astounding productivity.There is no limit to what a great team can accomplish,like a rope:together as one united,consisting of the highest human material:to build that great dynamic individuals willing to work long hours,to motivate them when the inevitable.Human nature can lead to a team s downfall whether from disinterist,laziness,or the dozen of other daily emotions coursing through disparate individuals.Honestly believe the makings of the great team can be found in one word:chemistry.A group of modestly talented individuals who are team players will accomplish far more than an assortment of geniuses thinking of themselves...
Motivation for success life - WATCH THIS EVERYDAY AND CHANGE YOUR LIFEchaminda bandara
Motivation is the word derived from the word ’motive’ which means needs, desires, wants or drives within the individuals. It is the process of stimulating people to actions to accomplish the goals. In the work goal context the psychological factors stimulating the people’s behaviour can be -
# desire for money
# success
# recognition
# job-satisfaction
# team work, etc
One of the most important functions of management is to create willingness amongst the employees to perform in the best of their abilities. Therefore the role of a leader is to arouse interest in performance of employees in their jobs. The process of motivation consists of three stages:-
1. A felt need or drive
2. A stimulus in which needs have to be aroused
3. When needs are satisfied, the satisfaction or accomplishment of goals.
Therefore, we can say that motivation is a psychological phenomenon which means needs and wants of the individuals have to be tackled by framing an incentive plan.
This document discusses habits and effectiveness. It describes habits as things people do without thinking. It then discusses seven habits of highly effective teens: 1) be proactive, 2) begin with the end in mind, and 3) put first things first. For each habit, it provides explanations and examples of how to practice each habit, such as making a personal mission statement, prioritizing tasks, and identifying important goals and activities to focus on.
of the PDC+++ in Integral Permaculture
see www.PermaCultureScience.com
What makes some people very effective at realizing their dreams whilst other people struggle?
I this class we investigate how to increase individual intelligence, how it inter-connects with emotional intelligence, the habits of highly effective people & some ingenious tools for thinking & co-creating in powerful ways with others.
All Too Common Ways We Allow Our Lives to SuckRoneet Ghosh
The document provides 11 common ways that people allow their lives to suck, along with explanations for each. Some of the ways mentioned include mistaking political gain for achievement, being afraid of criticism from others, waiting for a big idea rather than acting on small ideas, seeing a resume as the goal rather than what it reflects, and not appreciating what you already have in your life. The overall message is that happiness comes from taking action, focusing on achievements over appearances, helping others, and collecting meaningful relationships and experiences rather than material things.
I am a very strong believer that the future of a nation is in the hands of its youth. The quality of a nation is therefore truly demonstrated through the quality of its youth.
I have often been the bonafide Mentor to several hundreds of youngsters in their careers & I must admit that I learnt more while mentoring them then I learnt from the books I read.
This is a small tribute in terms of helping many more hundreds of youngsters in their footsteps to hall of fame. May all you young business enthusiasts shine bright & make your businesses prosper even further.....Amen
Attitudes are likes and dislikes for various people, objects, and activities that influence choices and work ethic, though they are not always consistent predictors of behavior. Behavior can change attitudes through cognitive dissonance, as acting counter to one's attitudes forces an attitude change, especially without other reasons. Attitudes exist in "opinion molecules" and are not always consistent.
Take Action Developing Your Personal Power In As Little As 30 Days With These...SANDEEPNIVAS1
This document provides 15 steps to develop personal power in as little as 30 days. It recommends maintaining an even temperament, having a sense of humor, smiling, treating others well, remembering names and details about people, being honest, letting others talk, listening, being prepared, being disciplined, having good posture, being compassionate, finding a mentor, associating with positive people, giving to others, and striving daily to improve. Taking small, consistent steps in these areas can lead to significant changes over time and help one become a confident, admired person.
The document discusses good manners and etiquette. It defines manners as polite behaviors that show consideration, kindness and respect for others. Etiquette refers to formal rules of conduct that apply across different situations. Some good habits discussed include waking up early, exercising, setting goals, reading motivational material, making to-do lists, checking news, blogging, dressing well, smiling, prioritizing important tasks, exceeding expectations, being proactive, eating healthy snacks, spending time in nature, connecting with friends and family, relaxing, reviewing the day, and going to bed at a reasonable time. The document also discusses values, morals, ethics, trustworthiness, respect, responsibility, fairness and citizenship.
1. The document discusses various etiquette and professionalism guidelines for workplace conduct, such as dressing appropriately, communicating respectfully, being punctual and productive, and maintaining a positive attitude.
2. Key elements of a positive work environment include being kind, courteous, and respectful to coworkers; showing teamwork; and speaking well of others.
3. Specific etiquette tips covered include maintaining professional appearance, expanding knowledge, honoring work hours, being friendly yet private, communicating effectively, listening to others, and solving problems without blaming.
Managing Difficult and Sticky Situations At WorkDrOnyekaUgoSam
We are all faced with challenges constantly in every area of our lives. Most people have a hard time accepting and dealing with these challenges that arise. The truth is that you will have to deal with difficult problems throughout your life, whether it is in your personal life or career.
The document provides information about self-assessments on analytical, creative, and practical thinking skills. It states that assessment results represent preferences rather than absolutes, there are no right or wrong answers, and most people have strengths in multiple areas. It then includes several self-assessment surveys to gauge preferences in these different thinking skills areas.
The document discusses creativity and provides strategies to boost creativity. It defines creativity, dispels common myths about creativity, describes personality types and their talents, and outlines 10 steps to boost creativity, including defining problems, brainstorming, taking walks, and exercising the brain. The secret to creativity is turning problems into thought-provoking challenges to generate innovative ideas.
This document discusses good manners, etiquette, ethics, and daily habits. It begins by defining good manners and etiquette, noting that manners are polite behaviors that show consideration for others, while etiquette refers to formal rules of conduct. It distinguishes between manners, morals, and ethics. The document then lists some good daily habits like waking up early, exercise, reviewing goals, and reading motivational material. It also discusses moral principles like trustworthiness, respect, responsibility, fairness, and citizenship. Finally, it defines character and its characteristics. Overall, the document provides information about social etiquette and manners as well as recommendations for developing good daily routines and strong moral character.
This document discusses good manners and etiquette. It defines manners as polite behaviors that reflect consideration, kindness and respect, while etiquette refers to formal rules of conduct that apply in various situations. Some key aspects of manners covered include waking up early, exercising, reviewing goals, reading motivational material, writing to-do lists, and checking news headlines. The document also discusses values of trustworthiness, respect, responsibility, fairness and citizenship. It defines ethics as the study of moral values and rules that guide conduct.
Similar to Local Entrepreneurship And Innovation (20)
The document describes Ontario's Orientation to Ontario (O2O) pilot project. O2O provides settlement services to newcomers in Ontario through workshops, workbooks, and a website. The project aims to standardize orientation tools, expedite settlement, and help newcomers make informed choices. It will be delivered through agencies across Ontario and evaluated to assess effectiveness and feasibility of broader implementation.
B communities of practice reference material finalsettlementatwork
This document provides resources for learning more about peer learning through communities of practice. It lists several websites related to the topic, including the main pages for Tamarack and Etienne Wenger's work around communities of practice. The document also provides contact information for the presenter Brenda Doner who presented on this topic at an OCASI conference.
This document provides an overview of Canada's immigration policies from the late 19th century to 2010. It summarizes key policies and demographic trends during periods like the late 1800s-early 1900s which saw an influx of European immigrants, the early 1900s which brought increased restrictions on Asian immigrants, and World War periods that led to the internment of "enemy aliens" and disenfranchisement. It also outlines major policy changes in the post-war period like the introduction of a points system in 1967 and the multiculturalism policy of 1971.
A6 supporting clients dealing with family law issuessettlementatwork
The document summarizes a workshop for settlement counselors and outreach workers on supporting clients with family law issues. The workshop introduces Family Law Education for Women (FLEW), a project that provides accessible legal information to women on family law rights through written and audio-visual materials. It outlines FLEW's core and specialized materials available in multiple languages and formats to help women understand issues like custody, support, and property division. The workshop demonstrates how support workers can use FLEW materials in their work with clients.
The document provides a list of free online tools and resources for improving productivity, including:
- Websites for learning about technology tools and hosting online conferences and training sessions.
- Cloud-based applications for tasks like email, document editing, scheduling, and online meetings.
- Tools for audio, video, and image editing and hosting.
- eLearning tools like screen recording, online learning platforms, and webcasting.
- Website creation and management resources like content management systems, analytics, and translation.
A1 bridging settlement and emplyment counselling participants handbooksettlementatwork
The document provides information on several topics related to immigration, unemployment, and career counseling. It discusses the typical stages and experiences of immigrants settling in a new country from culture shock to accepting the new place as home. It also outlines the emotional rollercoaster of job loss and strategies for coping. Finally, it gives an overview of career counseling skills and tools used in job searching.
2010 ISAP Conference - Using the Internet and Social Media in Immigrant Servi...settlementatwork
Slides from Marco Campana's 2010 ISAP conference presentation, focusing on how those serving immigrants and refugees can make use of social media in their client service work.
Colour Of Poverty Shared Framework For Action, May 2008settlementatwork
The document discusses the need to address racialized poverty in Ontario through a targeted policy framework. It acknowledges that racialized communities experience much higher rates of poverty than non-racialized communities due to social exclusion and disparities. A comprehensive poverty reduction strategy is needed that incorporates an understanding of racialization and how it intersects with other forms of oppression like gender, immigration status etc. The strategy also needs sufficient long-term funding. Priority targeted measures are outlined, including collecting disaggregated data, mandatory employment equity, strengthening workers' rights, and developing equitable education, health and housing programs.
Colour Of Poverty Outreach 2 Pager ( May 2, 2008 )settlementatwork
The document discusses the Colour of Poverty – Colour of Change Network, which works to address the growing racialization of poverty in Ontario. It aims to build community capacity to address this issue and the resulting social exclusion of racialized communities. It does this by developing strategies, tools and initiatives to address the underlying structural inequities. The Network is made up of various social services and advocacy organizations, as well as academic partners. It has produced educational fact sheets and a film on stories of racialized individuals experiencing barriers to highlight the issue. It is working to build partnerships across Ontario to promote awareness and galvanize communities into action for needed change.
Colour Of Poverty Shared Framework For Action ( May 2008 )settlementatwork
The document discusses the need to address racialized poverty in Ontario through a targeted policy framework. It acknowledges that members of racialized communities experience much higher rates of poverty than non-racialized groups. To effectively combat poverty, the framework must recognize racialization and intersectional forms of oppression like gender, immigration status, and disability. It also requires long-term funding to ensure proper implementation. Priority measures are identified to remedy the specific vulnerabilities of racialized communities, such as collecting disaggregated data, strengthening employment equity and standards, and developing inclusive education and housing strategies. Thirteen targeted policy initiatives and programs are outlined that address racial profiling, access to healthcare, voting rights, discrimination, and other barriers faced by racialized groups.
The document summarizes a settlement service planning project in West Downtown Toronto that brought together over 60 organizations. The project aimed to enhance services for newcomers through developing a local service plan and coordination model. It involved research, community mapping, and discussions with service providers and stakeholders to identify service needs, gaps, strengths and existing collaborations. The resulting Settlement Service Strategy established goals and principles around employment support, language training, health support, information/referral, social inclusion, and coordination of services through improved partnerships, referrals and information sharing between agencies. Key learnings included the importance of early engagement and developing shared values to guide the planning process.
The document outlines the Multiculturalism Program Grants and Contributions Program run by Citizenship and Immigration Canada. It discusses three key priorities of the program: 1) Supporting integration of new Canadians, 2) Facilitating programs for at-risk cultural youth, and 3) Promoting intercultural understanding. Eligible projects must address at least one priority, involve partnerships and communities, and have measurable goals. The assessment process evaluates proposals based on their alignment with priorities, outcomes, budget, and evaluation plan.
Strengthening Community Linkages On Poverty Reduction In Ontariosettlementatwork
The document summarizes the work and progress of the 25 in 5 Network, a coalition working to reduce poverty in Ontario, Canada. Over the past few years, the Network has engaged decision-makers, proposed policy ideas and targets, organized constituencies, and framed poverty reduction as important for the economy. While measurable progress has been made through Ontario's Poverty Reduction Strategy, the economic slowdown presents challenges to maintaining momentum. The Network will focus on implementation and ensuring commitments are fulfilled during tough fiscal times.
This document discusses emerging trends in not-for-profit governance principles from various sources. It outlines 10 principles for nonprofit governance based on the Sarbanes-Oxley Act. It also summarizes proposed governance standards in Australia consisting of 10 principles addressing board roles, ethics, financial reporting, disclosure, stakeholder rights, risk management, performance, remuneration and interests. Finally, it discusses the OECD principles of good governance, focusing on disclosure/transparency and board responsibilities to provide strategic guidance, oversee management and ensure accountability. The document is intended to spark discussion among a board of directors on developing governance structures.
This document summarizes a presentation about partnerships between businesses and non-profits. The presentation discusses how demographic changes in Canada are creating opportunities for collaboration to serve diverse communities. It outlines different levels of partnership from philanthropic to integrated. Challenges to partnerships like cultural differences and separate goals are addressed. The presentation provides steps to prepare proposals for businesses, including identifying mutual benefits and gathering evidence of successful partnerships.
Office Of The Independent Police Review Director (Oiprd) And SIUsettlementatwork
The document provides an overview of the Ontario Independent Police Review Director (OIPRD), which was established in 2007 to administer public complaints about police conduct in Ontario. It outlines the complaints process, including who can make a complaint, how complaints are screened and investigated, and the potential outcomes. It also discusses the OIPRD's roles in oversight, systemic reviews, audits, and education/outreach regarding the complaints system.
1. The document discusses a cultural simulation game called Barnga which aims to demonstrate the challenges of cultural misunderstandings.
2. Participants are split into groups and must follow different and unknown sets of rules, before coming together and realizing the rules are different.
3. The document provides reflection questions about the game and strategies for maximizing intercultural interactions, including checking for understanding despite cultural differences.
The document discusses tools on the Working in Canada website that provide information to help immigrants find work and choose a location to settle in Canada. It describes the Working in Canada tool which over 1.1 million reports have been generated from and discusses how it is promoted. It also introduces a new Community Finder tool being developed to help immigrants select a settlement location based on job prospects, housing affordability, and other community characteristics.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
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
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.
Thinking of getting a dog? Be aware that breeds like Pit Bulls, Rottweilers, and German Shepherds can be loyal and dangerous. Proper training and socialization are crucial to preventing aggressive behaviors. Ensure safety by understanding their needs and always supervising interactions. Stay safe, and enjoy your furry friends!
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
1. Ontario Council of Organizations Serving Immigrants – ED Forum Social Entrepreneurship and Innovation – November 2nd, 2009 – 4:00pm to 6:00pm
2. Social Entrepreneurship and Innovation We are a world of wall builders, partitioners, and dividers of space. We long for the security of safe places. We construct these barriers in a vain attempt to control the elements, to keep the rain from dampening the fire, the wind from covering ours lives with the inevitable dust. Many of the walls we build are essential to our survival. Many, however, are not. By fortifying the unnecessary walls, we in business (for profit and not-for-profit)..huddle in the systems we have closed. The consequences: thinking decays and novelty vanishes. Open Boundaries- Howard Sherman and Ron Schultz1998
3. Test 1. Are You a Self-Starter? If someone gets me started, I keep going all right. I do things my own way. Nobody needs to tell me to get going. Easy does it. I don't put myself out until I have to. 2. How Do You Feel About Other People? Most people bug me. I like people. I can get along with just about anybody. I have enough friends and I don't need anybody else. 3. Can You Lead Others? I can get people to do things if I drive them. I can get most people to go along with me without much difficulty. I usually let someone else get things moving.
4. Test 4. Can You Take Responsibility? I'll take over if I have to, but I'd rather let someone else be responsible. There's always some eager beaver around waiting to show off. I say, let him. I like to take charge of and see things through. 5. How Good An Organiser Are You? a. I like to have a plan before I start. I'm usually the one who lines things up. b. I do all right unless things get too complicated. Then I may cop out. c. I just take things as they come. 6. How Good a Worker Are You? a. I can't see that hard work gets you anywhere. b. I'll work hard for a time, but when I've had enough, that's it. c. I can keep going as long as necessary. I don't mind working hard.
5. Test 7. Can You Make Decisions? I can if I have plenty of time. If I have to make up my mind fast, I usually regret it. I can make up my mind in a hurry if necessary, and my decision is usually O.K. I don't like to be the one who decides things. I'd probably blow it. 8. Can People Trust What You Say? I try to be on the level, but sometimes I just say what's easiest. They sure can. I don't say things I don't mean. What's the sweat if the other fellow doesn't know the difference? 9. Can You Stick With It? If I make up my mind to do something, I don't let anything stop me. If a job doesn't go right, I turn off. Why beat your brains out? I usually finish what I start. 10. Can You Keep Records? Records are not important. I know what's need to be known without keeping records. I can, but it's more important to get the work out than to shuffle numbers. Since they are needed I'll keep records even though I don't want to.
6. Test 1. Are You a Self-Starter? If someone gets me started, I keep going all right. I do things my own way. Nobody needs to tell me to get going. Easy does it. I don't put myself out until I have to. 2. How Do You Feel About Other People? Most people bug me. I like people. I can get along with just about anybody. I have enough friends and I don't need anybody else. 3. Can You Lead Others? I can get people to do things if I drive them. I can get most people to go along with me without much difficulty. I usually let someone else get things moving.
7. Test 4. Can You Take Responsibility? I'll take over if I have to, but I'd rather let someone else be responsible. There's always some eager beaver around waiting to show off. I say, let him. I like to take charge of and see things through. 5. How Good An Organiser Are You? a. I like to have a plan before I start. I'm usually the one who lines things up. b. I do all right unless things get too complicated. Then I may cop out. c. I just take things as they come. 6. How Good a Worker Are You? a. I can't see that hard work gets you anywhere. b. I'll work hard for a time, but when I've had enough, that's it. c. I can keep going as long as necessary. I don't mind working hard.
8. Test 7. Can You Make Decisions? I can if I have plenty of time. If I have to make up my mind fast, I usually regret it. I can make up my mind in a hurry if necessary, and my decision is usually O.K. I don't like to be the one who decides things. I'd probably blow it. 8. Can People Trust What You Say? I try to be on the level, but sometimes I just say what's easiest. They sure can. I don't say things I don't mean. What's the sweat if the other fellow doesn't know the difference? 9. Can You Stick With It? If I make up my mind to do something, I don't let anything stop me. If a job doesn't go right, I turn off. Why beat your brains out? I usually finish what I start. 10. Can You Keep Records? Records are not important. I know what's need to be known without keeping records. I can, but it's more important to get the work out than to shuffle numbers. Since they are needed I'll keep records even though I don't want to.
9. Social Entrepreneurship Application of entrepreneurial attitudes to social sector: Change is the norm Embrace change Seek change Client focused Shift resources from low to high productivity Calculated risks Create something new Strive for Transparency
10. Social Innovation Application ofprinciples of innovationto social sector: ” …..broadly classified in two categories: those that see innovation as the final event - 'The idea, practice, or material artifact that has been invented or that is regarded as novel independent of its adoption or non adoption' (G. Zaltman, R. Duncan and J. Holbeck, Innovations and Organizations, Wiley, 1973) and those who see it as a process 'which proceeds from the conceptualization of a new idea to a solution of the problem and then to the actual utilization of a new item of economic or social value.' (S. Meyers and D.G. Marquis, Successful Industrial Innovations. National Science Foundation,1968). We adopt that latter definition...use the terms innovation and innovation process interchangeably.” Innovation = execution
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12. Non-profits have focused primarily on addressing their communities’ social and/or environmental issues
13. Productive enterprises cross boundaries, by using a business model to address social and/or environmental issuescontinued…
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15. Like any business, a social enterprise needs to sell products or services to paying customers, in a financially-sustainable manner.
16. Any legal form of organization can be or operate a social enterprise.
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18. Social enterprises apply entrepreneurial approaches to address social and/or environmental issues and create positive community change.
19. An enterprise, owned at least in part by a non-profit organization, that uses entrepreneurial methods to accomplish social and/or environmental goals and providing its profits to its owner(s) for use in continuing their core missions.
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21. Contracting with third parties to provide products & services to others who need them, but who are unable to pay
28. Social purpose businesses – employing a disadvantaged group in business, providing meaningful training, work experience & wages
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30. Overview of Social EnterpriseBenefits of Social Enterprise Diversifies funding sources Generates unrestricted funding Creates an “entrepreneurial spirit” Enhances understanding of clients Tests social value Adds skills and competencies to the organization
33. Common Misunderstandings / Myths The purpose ofsocialenterprise is to make money The purpose ofsocialenterprise is to employ people Socialenterprise will distract my organization from achieving its mission We will lose our non-profit status Socialenterprise is a new concept We will never need to fundraise again If we make too much money, funders will cut us off
34. Overview of Social EnterpriseProcess Overview Context Setting Idea Generation and 1st Screen Business Concept and 2nd Screen Business Planning Workshop Write Business Plan
42. Case Study Three members of Northwood Management team generated the following list of earned income opportunities: 1. Summer Camp 2. Cyber School 3. Translation Bureau 4. Training- Proposal Writing/ Fundraising 5. Training- Home Child Care 6. Training-Dance / Fitness-Salsa for mothers of newly born babies
43. Earned income Opportunities brainstorming session Continues…. Renting Space Sponsorship Program Day Care ESL 11. Placement Agency Community Information Center Job Training
44. Earned income Opportunities brainstorming session Continues…. Financial GYM at reduced price Planning Consulting Non-for-profit 17. Sensitivity Training 18. Access and Equity training 19. Tourism Advisory 20. Restaurant 21. Apprenticeship Program
45. Northwood Screening Criteria Does the idea further your vision, mission, values and strategic priorities? 1=no, 2=partial fit, 3=full fit Is there a potential customer benefit? 1=none, 2=some need/some customers, 3=urgent need/many customers Are there financial savings and how much? 1= increase costs, 2=break even, 3= likely savings What investment is required? 1 - greater than 100,000, 2 - Less than 100,000 3 - less than 50,000 Is there a champion? 1=no, 2= neutral 3=yes Scoring: each idea will have a score of 5-15
46. Create new services and screening The Following Four Earned Income Opportunities rates the highest using the filter 1. Sponsorship Program (3/3/3/3/3) 2. Cyber School (3/3/3/3/3/3) 3. Translation Bureau (3/3/3/3/3) 4. Renting Space (3/3/2/2/3/2) 5. Summer Camp(3/3/2/2/3/2)
47. Screening Phase 2 Create a concept statement Describe product Target audience and reason for buying it When, where, how? Product attractiveness Financial results Marketing issues and competitors Risk factors Does it fit with the organisation? Test with sample of external experts
48. Screening Phase 3Feasibility Analysis and Priority Setting Does the product have financial potential? How likely is the product to implemented successfully (easy or hard)? Is an investment required? Is an investment justifiable in terms of financial or mission improvement? Does the product advance mission and strategic priorities?
51. Design Northwood Neighbourhood Services launched the Translation Bureau Social Purpose: Creating jobs for newcomers Low start up cost High return Expertise of 25 Years Champion ( experienced )
52. Research Our research indicated that there is a need for translation earned income opportunity Surprise: Found out a sister organization inherited a translation Social Enterprise What did we do?
54. Evaluation Business Generated $___ Employed 190 Translators and Interpreters Built organizational capacity to regenerate income Developed expertise in the area Launched 3 other successful ventures
55. Level 1 ScreenDefinition of a “Good” Idea Meets a significant customer need – there is a market Return on Investment (ROI) Risk can be managed Competitive advantage Price Performance Leverages a strength/asset Fits with mission/values
56. Level 1 ScreenLevel 1 Screening Criteria Does the idea further your vision, mission, values and strategic priorities? 1=no, 2=partial, 3=full fit Is there a potential customer benefit? 1=none, 2=some need/some customers, 3=urgent need/many customers Is there profit potential (by third year)? 1=Breakeven, 2= $10K-$20K, 3=more than $20K What investment is required? 1=major investment, 2=minor investment, 3 achieve with current resources Is there a champion? 1=no, 2=neutral, 3=yes Scoring: each idea will have a score of 5-15
57. Level 1 ScreenFeasibility Dimensions Organizational Fit Strategic (Do we want to do it?) Operational (Can we do it? Business Potential Market (Will others want to buy it from us?) Financial Model (Will it meet our financial goals?)
58. Level 1 ScreenThe Success Quadrant High Financial & Market Potential Business Potential Low Financial & Market Potential Low strategic & Operational Fit High strategic & Operational Fit Organizational Fit
59. Level 1 ScreenGuidelines for Fast Screening Process Trust experience/judgment Be objective (not about personal taste) Think about the customer perspective Simple and quick discussion – screen quickly Don’t split hairs – the winners will be clear winners Accept that some good ideas will not be selected No more than 2 minutes per idea Ask, “What do I need to believe is true?”
71. Partnerships - examples Management Services Organizations Sharing of services between a number of not-for-profits Examples - CHSI - Health Care System Vendor through to M&A relationships
72. Venture Philanthropy Capital and human resources invested in charities by various types of investors in search of a social return on their investment. VP involves a high engagement over many years with fixed milestones and tangible returns and exit achieved by developing alternative, sustainable income.
73. Venture Philanthropy Priority Significant problem Appropriate solution SROI Enthusiasm/being with a winner Impact/building on success Innovative and entrepreneurial
74. Elements Capital for growth, reliable money Human resource expertise/strategic coaching Partnering internally and externally Performance centred, results orientated Long term, exit strategy to sustainability Business case/plan Business to business presentation Management, board, cash management, impact
75. Venture Philanthropy - examples Social Venture Partner - Canada/International New Profit, Inc Small foundations
76. John Baker Aperio 215 Spadina Ave Suite 170 Toronto, OntarioM5T 2C7 Direct: 416-304-0016 Toll Free: 800-479-1782 john.baker@aperio.ca http://www.aperio.ca