Improve Management Communication, Inspiring and Motivating Staff and team building. A 3 day training course includes Theory, Role Play and Practical Team Building Adventure Activities.
The document promotes an employee recognition solution that claims to save companies up to half of their current costs and deliver an ROI of 23 to 1. It summarizes the solution's three key steps: 1) Assessing employee engagement levels, 2) Understanding why engagement is low, and 3) Providing tools to improve engagement. The full solution includes training, multiple recognition program options, and ongoing measurement to keep programs effective over time.
This document discusses strategies that business schools can use to incorporate serious games into their programs. It outlines 5 levels of strategies from basic "Recycling" of existing games to the more advanced "Co-design and Co-branding" approach. For each level, it provides examples and estimates their potential to impact student reaction, learning outcomes, results, and return on investment. The document advocates for the most advanced approach, "Co-design and Co-branding", as the best strategy where business schools partner with serious game editors to jointly create games. It also presents an 8-step approach for developing an innovation strategy using games that involves co-design with students and companies.
The document discusses the Argos affiliate marketing campaign. It provides an overview of Argos and Commission Junction. It then discusses managing the campaign in a recession, focusing on communication strategies, supporting affiliate performance, retention and rewards. Key metrics on the 2008-2009 affiliate program are provided, such as affiliate sales growth of 46% and a conversion rate of 12.6%. Case studies on specific campaigns targeting products like the iPod Touch are also summarized.
Content & Social Marketing for SMBs (Connected Women #PWIB13)Christel Quek
FEATURED SLIDESHARE OF THE DAY (11 December 2013): Thank you!! https://twitter.com/SlideShareToday/status/410502548672372736
Welcome to the new rules of engagement - and social media marketing + content marketing should be approached from different ways for Small & Medium Businesses
What's covered in this presentation:
- Using Content Marketing & Social Media Platforms to address key challenges faced by SMBs : Value Proposition, Growing Customers, Revenue, & Scaling the Business
- One Size Does not Fit All : Using different social media platforms (Facebook, Twitter, YouTube, LinkedIn, Slideshare) in a targeted fashion that is different from how big brands approach digital strategy
- Resources for SMBs to scale and operationalise their content and social media marketing efforts
- Writing a Simple Social Media Action Plan: Goals, Target Audience, Measurement, Brand Voice & Personality, KPIs, & designing an Overall Content Plan
- The last word on Community: Communities are built on Relationships, not Technology
This presentation was a joint effort by Jamshed Wadia (@JamshedWadia) & Christel Quek (@ladyxtel) for the inaugural Connected Women - Powering Women in Business conference in Singapore, which is supported by Microsoft, StarHub, and Athena Network Singapore & Asia-Pacific.
This document provides a summary of the book "Managing People for the First Time" by Ron Bracey. The book is intended for new managers and provides guidance on how to effectively manage employees. It covers topics such as understanding management styles, learning from your boss, forging a winning team, monitoring performance, training employees, dealing with stress and learning from mistakes. The author, Ron Bracey, is a clinical psychologist and journalist with experience in both public and private sector management.
This document discusses improving individual leadership skills through self-assessment and identifies ways to strengthen abilities. It examines current strengths in written communication and promoting values, addresses challenges to growth, and outlines a path forward with questions.
The document promotes an employee recognition solution that claims to save companies up to half of their current costs and deliver an ROI of 23 to 1. It summarizes the solution's three key steps: 1) Assessing employee engagement levels, 2) Understanding why engagement is low, and 3) Providing tools to improve engagement. The full solution includes training, multiple recognition program options, and ongoing measurement to keep programs effective over time.
This document discusses strategies that business schools can use to incorporate serious games into their programs. It outlines 5 levels of strategies from basic "Recycling" of existing games to the more advanced "Co-design and Co-branding" approach. For each level, it provides examples and estimates their potential to impact student reaction, learning outcomes, results, and return on investment. The document advocates for the most advanced approach, "Co-design and Co-branding", as the best strategy where business schools partner with serious game editors to jointly create games. It also presents an 8-step approach for developing an innovation strategy using games that involves co-design with students and companies.
The document discusses the Argos affiliate marketing campaign. It provides an overview of Argos and Commission Junction. It then discusses managing the campaign in a recession, focusing on communication strategies, supporting affiliate performance, retention and rewards. Key metrics on the 2008-2009 affiliate program are provided, such as affiliate sales growth of 46% and a conversion rate of 12.6%. Case studies on specific campaigns targeting products like the iPod Touch are also summarized.
Content & Social Marketing for SMBs (Connected Women #PWIB13)Christel Quek
FEATURED SLIDESHARE OF THE DAY (11 December 2013): Thank you!! https://twitter.com/SlideShareToday/status/410502548672372736
Welcome to the new rules of engagement - and social media marketing + content marketing should be approached from different ways for Small & Medium Businesses
What's covered in this presentation:
- Using Content Marketing & Social Media Platforms to address key challenges faced by SMBs : Value Proposition, Growing Customers, Revenue, & Scaling the Business
- One Size Does not Fit All : Using different social media platforms (Facebook, Twitter, YouTube, LinkedIn, Slideshare) in a targeted fashion that is different from how big brands approach digital strategy
- Resources for SMBs to scale and operationalise their content and social media marketing efforts
- Writing a Simple Social Media Action Plan: Goals, Target Audience, Measurement, Brand Voice & Personality, KPIs, & designing an Overall Content Plan
- The last word on Community: Communities are built on Relationships, not Technology
This presentation was a joint effort by Jamshed Wadia (@JamshedWadia) & Christel Quek (@ladyxtel) for the inaugural Connected Women - Powering Women in Business conference in Singapore, which is supported by Microsoft, StarHub, and Athena Network Singapore & Asia-Pacific.
This document provides a summary of the book "Managing People for the First Time" by Ron Bracey. The book is intended for new managers and provides guidance on how to effectively manage employees. It covers topics such as understanding management styles, learning from your boss, forging a winning team, monitoring performance, training employees, dealing with stress and learning from mistakes. The author, Ron Bracey, is a clinical psychologist and journalist with experience in both public and private sector management.
This document discusses improving individual leadership skills through self-assessment and identifies ways to strengthen abilities. It examines current strengths in written communication and promoting values, addresses challenges to growth, and outlines a path forward with questions.
The document discusses strategies for building effective teams. It outlines 17 principles of teamwork, including the importance of problem solving, innovation, knowledge sharing, and relying on teammates. Effective teams comprise multi-skilled, engaged people willing to go the extra mile to help each other succeed. The document also discusses why teams fail, such as too many membership changes or a lack of trust, and advises team leaders to communicate well and develop team members' skills. High-performing teams work smoothly and effectively through forming, storming, norming, and performing stages of team development.
Being part of a winning team is a great feeling!
Building a winning team is hard work, but can be great fun with some amazing results!
Whether it’s apparent or not, teamwork is how business gets done.
In this post I've detailed Think Oak’s A-Z of Building a Winning Team.
Can You Hear Me Now? - The Way Leaders ListenJane Marquardt
Jane Marquardt, Vice Chair of Management & Training Corp., shares some simple but critical tips about how to effectively communicate in the workplace using active listening skills.
People development and engagement in SME organizations-Perspective sharing Winning Minds Solutions
This document discusses people development and engagement in small and medium enterprises. It addresses assessing organizational strengths, developing employees, and driving engagement. Key points include mapping employee talent and performance potential, identifying competency gaps, creating a favorable work environment, and establishing structured engagement processes. The CEO and senior leadership play an important role in development and engagement initiatives. Case studies are provided as examples of effective engagement programs.
The document provides tips for building a winning team by coaching serial winners. It discusses how to help team members decide on their goals, overdo to gain early momentum, adjust to overcome obstacles, develop focus and mental toughness to finish, and continuously improve by focusing on the next challenge. The document encourages growing your own serial winners to build a stronger team.
The workshop leader leads players through the Russian party game “Mafia” created in the USSR by Dimitry Davidoff in 1986, modeling a battle between an informed minority (the mafia) and an uninformed majority (the townspeople). Players are secretly assigned roles: mafia, who know each other, a doctor, a cop and also townspeople, who know only the number of mafia amongst them. In the game's night phase the mafia covertly 'murder' a townsperson. During the day phase, all of the surviving players debate the identities of the mafia and vote to eliminate a suspect. Play continues until all of the mafia has been eliminated, or until the mafia outnumbers the townspeople. As the game is played, players will discover their non-verbal communication skills, teamwork skills and also their observation skills.
Too often, healthcare practices fall into marketing their features instead of the benefit to the patient. Learn the difference between marketing your features vs. your benefits.
Are you selling the right way? Selling in 2016 is NOT the same as selling in 2006. Learn how to distinguish your selling techniques by promoting a benefit of your product over the feature.
A winning mentality can play a vital role in the success or failure of any project or task. As a manager you can be instrumental in creating a winning mentality that ultimately ensures the success of you and your team.
The document provides guidance on building a winning team for a startup business. It discusses that the entrepreneur's vision determines the type of company and team needed. As a venture matures, the skills required of the team will change. Small sustainable businesses may combine roles, while scalable startups add specialized positions. The document advises entrepreneurs to focus on core functions they can personally handle versus those requiring hiring. It provides tips on advisory boards, compensation, hiring advantages, common mistakes, and developing a sustainable team structure.
This document discusses staff development in schools. It defines staff development as activities intended to upgrade the knowledge, skills, and behaviors of school staff. The goals are to create positive changes in staff and ensure compliance with school policies. Effective staff development includes in-service training, leadership development, consultation, and evaluation. It benefits teachers by providing current information and benefits schools by helping them achieve their goals. Common types of staff development are induction training, job orientation, in-service education, continuing education, and training for special functions. Today, supervision plays an important role in coaching and guiding staff development.
Four mice-like characters - Sniff, Scurry, Hem, and Haw - live in a maze and search for cheese each day to eat. Sniff and Scurry have simpler brains and rely on instinct, while Hem and Haw can think and feel emotions. One day, they arrive at their usual cheese station only to find the cheese is gone. Sniff and Scurry set out to search the maze for new cheese, while Hem and Haw refuse to accept the change. Haw eventually decides to also search the maze, while Hem insists the cheese will return. After struggling to find food, Haw learns to accept change and keep moving forward. The story teaches that change is inevitable and one must be willing to adapt
Henri Fayol proposed 14 principles of management that provide guidance for managers. The principles include: division of labor, authority and responsibility, unity of command, unity of direction, discipline, remuneration, centralization and decentralization. Fayol believed specialization through dividing work improves efficiency. Managers should balance authority given to subordinates with the responsibilities required of their roles. An organization functions best when workers receive direction from one boss and work is grouped into coordinated activities focused on common goals.
The document discusses an employee motivation model called the 4-Drive Model developed by Lawrence and Nohria. The model proposes that there are four core drives that motivate employees: acquire, bond, comprehend, and defend. The document suggests that employers can impact each of these four drives through strategies like reward systems, culture, job design, and protecting reputation in order to improve employee motivation, focus, effort, retention, creativity, and persistence.
Are Leaders Born? Or Are They Made? - Linked 2 LeadershipLinked 2 Leadership
The document discusses whether leaders are born or made by compiling opinions on the topic from LinkedIn users. Many respondents believe that leadership skills can be learned and developed with experience, but that some innate qualities are required to become a truly exceptional leader. Others argue that both nature and nurture contribute to effective leadership abilities. In general, there are views that leadership traits come from both inborn tendencies and environmental/learning factors.
Lionel Messi was born in Rosario, Argentina and showed talent at a young age, though he had a hormone deficiency that required expensive treatment. Barcelona agreed to pay for his treatment, allowing him to move to their youth academy. He worked his way up through the Barcelona system despite his small stature. He made his professional debut for Barcelona in 2004 and quickly became an integral part of the team, winning trophies and individual accolades while cementing his place as one of the best players in the world.
The document discusses the five functions of management according to Henri Fayol: planning, organizing, staffing, directing, and controlling. Planning involves deciding what to do in advance. Organizing is providing an organization with resources and structuring roles. Staffing is manning the organizational structure by selecting and developing personnel. Directing includes supervision, motivation, leadership, and communication. Controlling measures performance against standards and makes corrections.
This document provides information about a two-day High Performance Leadership Workshop on November 22 and 23, 2012. The workshop targets supervisors and managers and aims to equip them with tools to build high performing teams. It will cover topics such as transitioning to leadership, value-driven leadership, using vision to inspire employees, leading change, and employee engagement. The workshop fee is PHP 7,168 for early bird registration and PHP 8,960 for regular enrollment. The facilitator, Edwin C. Ebreo, has over 15 years of experience in human resources and organization development consulting.
Basic supervisory skills development workshop revisedEdwin Ebreo
This document provides information about an upcoming 2-day basic supervisory development workshop scheduled for November 7-8, 2012 from 8:30am to 6:00pm at a venue to be announced. The workshop aims to familiarize new or upcoming supervisors and managers to their new roles and responsibilities. It will cover topics such as shifting from an employee to leader mindset, building effective teams, using basic management tools, planning, leading, organizing, controlling, and communicating. The target participants are new or upcoming supervisors, managers, and team leaders who have not attended basic leadership and management training. The early bird fee is PHP 7,168 and regular fee is PHP 8,960. Fees include a certificate of completion and
Corporate profile aronagh genzee collaborating partnerAwais e Siraj
This document provides a portfolio of training and development workshops for various audiences. It offers workshops for project, programme and change managers focused on soft skills like neuro-linguistic programming, negotiation, and cross-cultural awareness. It also provides leadership development workshops, self-development offerings, and health and wellness workshops. All workshops are standalone but can be combined to create tailored programmes depending on client needs, and use techniques from neuroscience, coaching, and other modalities.
2010 Best of Organizational Development Summityavanian
The document provides information about the 2010 Best of Organizational Development Summit taking place from September 22-24, 2010 in Chicago. The summit will focus on resetting organizational development for changing times and feature world-class keynote speakers, workshops, and sessions on topics like leadership development, change management, and measuring organizational impact. Over 600 organizational development practitioners and managers are expected to attend and benefit from best practices sharing, skills development, networking with peers, and access to new tools and strategies for adapting their organizations. The schedule outlines the agenda, including pre-summit workshops, keynote presentations, concurrent sessions, and learning teams held over the three-day event.
The document summarizes a leadership development program for HR Direct, a 20-person internal HR shared services center. The program aims to build skills to help HR Direct members collaborate more effectively with clients, stakeholders, and each other. It outlines competency areas for HR Direct and introduces the "Making the Connection" model to structure solution-based discussions. The full-day agenda includes exercises on effective business discussions, active listening, and applying the model. Follow-up includes monthly assessments linking to performance plans and quarterly surveys.
The document discusses strategies for building effective teams. It outlines 17 principles of teamwork, including the importance of problem solving, innovation, knowledge sharing, and relying on teammates. Effective teams comprise multi-skilled, engaged people willing to go the extra mile to help each other succeed. The document also discusses why teams fail, such as too many membership changes or a lack of trust, and advises team leaders to communicate well and develop team members' skills. High-performing teams work smoothly and effectively through forming, storming, norming, and performing stages of team development.
Being part of a winning team is a great feeling!
Building a winning team is hard work, but can be great fun with some amazing results!
Whether it’s apparent or not, teamwork is how business gets done.
In this post I've detailed Think Oak’s A-Z of Building a Winning Team.
Can You Hear Me Now? - The Way Leaders ListenJane Marquardt
Jane Marquardt, Vice Chair of Management & Training Corp., shares some simple but critical tips about how to effectively communicate in the workplace using active listening skills.
People development and engagement in SME organizations-Perspective sharing Winning Minds Solutions
This document discusses people development and engagement in small and medium enterprises. It addresses assessing organizational strengths, developing employees, and driving engagement. Key points include mapping employee talent and performance potential, identifying competency gaps, creating a favorable work environment, and establishing structured engagement processes. The CEO and senior leadership play an important role in development and engagement initiatives. Case studies are provided as examples of effective engagement programs.
The document provides tips for building a winning team by coaching serial winners. It discusses how to help team members decide on their goals, overdo to gain early momentum, adjust to overcome obstacles, develop focus and mental toughness to finish, and continuously improve by focusing on the next challenge. The document encourages growing your own serial winners to build a stronger team.
The workshop leader leads players through the Russian party game “Mafia” created in the USSR by Dimitry Davidoff in 1986, modeling a battle between an informed minority (the mafia) and an uninformed majority (the townspeople). Players are secretly assigned roles: mafia, who know each other, a doctor, a cop and also townspeople, who know only the number of mafia amongst them. In the game's night phase the mafia covertly 'murder' a townsperson. During the day phase, all of the surviving players debate the identities of the mafia and vote to eliminate a suspect. Play continues until all of the mafia has been eliminated, or until the mafia outnumbers the townspeople. As the game is played, players will discover their non-verbal communication skills, teamwork skills and also their observation skills.
Too often, healthcare practices fall into marketing their features instead of the benefit to the patient. Learn the difference between marketing your features vs. your benefits.
Are you selling the right way? Selling in 2016 is NOT the same as selling in 2006. Learn how to distinguish your selling techniques by promoting a benefit of your product over the feature.
A winning mentality can play a vital role in the success or failure of any project or task. As a manager you can be instrumental in creating a winning mentality that ultimately ensures the success of you and your team.
The document provides guidance on building a winning team for a startup business. It discusses that the entrepreneur's vision determines the type of company and team needed. As a venture matures, the skills required of the team will change. Small sustainable businesses may combine roles, while scalable startups add specialized positions. The document advises entrepreneurs to focus on core functions they can personally handle versus those requiring hiring. It provides tips on advisory boards, compensation, hiring advantages, common mistakes, and developing a sustainable team structure.
This document discusses staff development in schools. It defines staff development as activities intended to upgrade the knowledge, skills, and behaviors of school staff. The goals are to create positive changes in staff and ensure compliance with school policies. Effective staff development includes in-service training, leadership development, consultation, and evaluation. It benefits teachers by providing current information and benefits schools by helping them achieve their goals. Common types of staff development are induction training, job orientation, in-service education, continuing education, and training for special functions. Today, supervision plays an important role in coaching and guiding staff development.
Four mice-like characters - Sniff, Scurry, Hem, and Haw - live in a maze and search for cheese each day to eat. Sniff and Scurry have simpler brains and rely on instinct, while Hem and Haw can think and feel emotions. One day, they arrive at their usual cheese station only to find the cheese is gone. Sniff and Scurry set out to search the maze for new cheese, while Hem and Haw refuse to accept the change. Haw eventually decides to also search the maze, while Hem insists the cheese will return. After struggling to find food, Haw learns to accept change and keep moving forward. The story teaches that change is inevitable and one must be willing to adapt
Henri Fayol proposed 14 principles of management that provide guidance for managers. The principles include: division of labor, authority and responsibility, unity of command, unity of direction, discipline, remuneration, centralization and decentralization. Fayol believed specialization through dividing work improves efficiency. Managers should balance authority given to subordinates with the responsibilities required of their roles. An organization functions best when workers receive direction from one boss and work is grouped into coordinated activities focused on common goals.
The document discusses an employee motivation model called the 4-Drive Model developed by Lawrence and Nohria. The model proposes that there are four core drives that motivate employees: acquire, bond, comprehend, and defend. The document suggests that employers can impact each of these four drives through strategies like reward systems, culture, job design, and protecting reputation in order to improve employee motivation, focus, effort, retention, creativity, and persistence.
Are Leaders Born? Or Are They Made? - Linked 2 LeadershipLinked 2 Leadership
The document discusses whether leaders are born or made by compiling opinions on the topic from LinkedIn users. Many respondents believe that leadership skills can be learned and developed with experience, but that some innate qualities are required to become a truly exceptional leader. Others argue that both nature and nurture contribute to effective leadership abilities. In general, there are views that leadership traits come from both inborn tendencies and environmental/learning factors.
Lionel Messi was born in Rosario, Argentina and showed talent at a young age, though he had a hormone deficiency that required expensive treatment. Barcelona agreed to pay for his treatment, allowing him to move to their youth academy. He worked his way up through the Barcelona system despite his small stature. He made his professional debut for Barcelona in 2004 and quickly became an integral part of the team, winning trophies and individual accolades while cementing his place as one of the best players in the world.
The document discusses the five functions of management according to Henri Fayol: planning, organizing, staffing, directing, and controlling. Planning involves deciding what to do in advance. Organizing is providing an organization with resources and structuring roles. Staffing is manning the organizational structure by selecting and developing personnel. Directing includes supervision, motivation, leadership, and communication. Controlling measures performance against standards and makes corrections.
This document provides information about a two-day High Performance Leadership Workshop on November 22 and 23, 2012. The workshop targets supervisors and managers and aims to equip them with tools to build high performing teams. It will cover topics such as transitioning to leadership, value-driven leadership, using vision to inspire employees, leading change, and employee engagement. The workshop fee is PHP 7,168 for early bird registration and PHP 8,960 for regular enrollment. The facilitator, Edwin C. Ebreo, has over 15 years of experience in human resources and organization development consulting.
Basic supervisory skills development workshop revisedEdwin Ebreo
This document provides information about an upcoming 2-day basic supervisory development workshop scheduled for November 7-8, 2012 from 8:30am to 6:00pm at a venue to be announced. The workshop aims to familiarize new or upcoming supervisors and managers to their new roles and responsibilities. It will cover topics such as shifting from an employee to leader mindset, building effective teams, using basic management tools, planning, leading, organizing, controlling, and communicating. The target participants are new or upcoming supervisors, managers, and team leaders who have not attended basic leadership and management training. The early bird fee is PHP 7,168 and regular fee is PHP 8,960. Fees include a certificate of completion and
Corporate profile aronagh genzee collaborating partnerAwais e Siraj
This document provides a portfolio of training and development workshops for various audiences. It offers workshops for project, programme and change managers focused on soft skills like neuro-linguistic programming, negotiation, and cross-cultural awareness. It also provides leadership development workshops, self-development offerings, and health and wellness workshops. All workshops are standalone but can be combined to create tailored programmes depending on client needs, and use techniques from neuroscience, coaching, and other modalities.
2010 Best of Organizational Development Summityavanian
The document provides information about the 2010 Best of Organizational Development Summit taking place from September 22-24, 2010 in Chicago. The summit will focus on resetting organizational development for changing times and feature world-class keynote speakers, workshops, and sessions on topics like leadership development, change management, and measuring organizational impact. Over 600 organizational development practitioners and managers are expected to attend and benefit from best practices sharing, skills development, networking with peers, and access to new tools and strategies for adapting their organizations. The schedule outlines the agenda, including pre-summit workshops, keynote presentations, concurrent sessions, and learning teams held over the three-day event.
The document summarizes a leadership development program for HR Direct, a 20-person internal HR shared services center. The program aims to build skills to help HR Direct members collaborate more effectively with clients, stakeholders, and each other. It outlines competency areas for HR Direct and introduces the "Making the Connection" model to structure solution-based discussions. The full-day agenda includes exercises on effective business discussions, active listening, and applying the model. Follow-up includes monthly assessments linking to performance plans and quarterly surveys.
The document outlines The Professional Leadership Coaching Model developed by The Forton Group. The model aims to develop coach-like leaders, improve culture, and support talented people. It involves four elements: skills, steps, field, and principles. The model provides a toolkit for leadership coaching to create a coaching pool, unlock value, and deliver change. The Forton Group offers an accredited coach training program through multiple courses to develop leadership coaching skills.
This two-day training provides 14 PDUs and teaches the leadership skills needed for effective project management. Day one focuses on becoming a high-performing team member, improving leadership and communication skills, and identifying tools for project success. Day two covers motivating teams, making good decisions, managing conflict, negotiating, and implementing change. Attendees will learn strategies to effectively lead project teams and increase work productivity.
This two-day training course focuses on developing leadership skills for effective project management. Day one covers becoming a high-performing team member, improving leadership and teamwork, and powerful communication techniques. Day two focuses on motivating project teams, making good decisions, managing conflict, negotiation skills, and implementing project changes. The training aims to provide practical skills and tools to help project managers lead successful projects.
Team Building and Leadership Development Indiaorangesimran
The Orange Academy is a leadership development firm headquartered in Bangalore, India that designs and implements customized leadership development and people engagement programs through experiential workshops. They specialize in executive coaching, developing leaders as coaches, and team building. Their services include long-term engagements, innovative delivery methods, and experienced facilitators to ensure measurable results and lasting impact.
New Microsoft Office Word Document (2)guest67dd8cb
The document describes a corporate training system that offers workshops, seminars, and certification programs on various business and professional development topics. Some of the topics covered include conflict management, presentation skills, leadership, human resources, customer service, team building, and women's seminars. Workshops range from 1 to 2 days and cover effective communication, conflict resolution, business writing, and supervision skills. Seminars include topics like stress management, meditation, and creative leadership. Certification programs are available in areas such as human resources, communication skills, and neuro-linguistic programming.
This document provides information about leadership workshops offered by Mateffy and Company, including workshop descriptions, topics covered, intended audiences, and client testimonials. A variety of 1-day workshops are described that focus on skills like communication, change management, coaching, leadership, and empowerment. The workshops are customized for each client organization and include interactive exercises and case studies. Clients commented that the workshops were informative, practical, and helped improve skills.
The document provides information about the 2010 Annual Administrative Management Summit taking place on January 14-15, 2010 in Arlington, VA. The summit will provide training and workshops over two days for administrative assistants and other office staff to help them advance their careers. Topics will include communication skills, leadership, time management, and using technology. Pre-conference workshops are also available. The summit is organized by The Performance Institute and will provide up to 12 CPE credits.
The document provides information about the 2010 Annual Administrative Management Summit taking place on January 14-15, 2010 in Arlington, VA. The summit will provide training and workshops over two days for administrative assistants and other office staff to help them advance their careers. Topics will include communication skills, leadership, time management, and using technology. Pre-conference workshops are also available. The summit will provide up to 12 CPE credits. Early bird registration rates are available until November 5. Onsite accommodations have been reserved at a nearby hotel.
The document advertises a workshop on developing leadership agility in the GCC from June 13-14, 2012. It offers to register 2 delegates for free and bring a 3rd colleague for free. The workshop will focus on finding how to lead in a connected way, mentor others to create high performers, unlock potential, and lead diverse cultures. It provides timings, speakers, and an overview of sessions on dynamic leadership challenges, effective leadership perspectives, and solutions.
The document summarizes an annual administrative management summit taking place on January 14-15, 2010 in Arlington, VA. The summit will provide training and workshops over two days for administrative assistants, executive assistants, office managers, and other administrative staff. Participants can earn up to 18 CPE credits.
The agenda includes pre-conference workshops, keynote speeches, breakout sessions on topics like communication, negotiation, leadership, and time management. Speakers will provide techniques for professional development, stress management, gaining employer respect, and more. Participants can learn to advance their careers, acquire new skills, and enhance productivity. Accommodations are available at a nearby hotel.
The document summarizes an annual administrative management summit taking place on January 14-15, 2010 in Arlington, VA. The summit will provide up to 18 hours of continuing professional education credits. Over the two-day event, attendees will learn skills to advance their careers such as communication, leadership, time management and using technology. Sessions will be led by experts and provide hands-on exercises. Topics include developing a professional development plan, communicating effectively, negotiating, managing stress, and gaining employer respect. The summit aims to help administrative professionals enhance their skills and become more valuable employees.
The document summarizes an annual administrative management summit taking place on January 14-15, 2010 in Arlington, VA. The summit will provide 18 CPE credits and cover topics like advancing careers, leadership, communication, negotiation, stress management, and time management. The pre-conference workshop on January 14 focuses on creating a professional development plan. The two-day summit includes keynote speakers and breakout sessions. Attendees include administrative assistants, executive assistants, office managers, and other administrative staff. The event aims to provide skills and best practices to enhance productivity and make attendees more valuable in their workplaces.
The document summarizes an annual administrative management summit taking place on January 14-15, 2010 in Arlington, VA. The summit will provide training and workshops over two days for administrative professionals to develop skills in areas such as communication, leadership, time management, and using technology. Some key sessions include developing a professional development plan, communicating effectively, negotiating with confidence, and perfecting time management skills. The summit offers up to 18 CPE credits and provides an opportunity to network with other administrative professionals.
Similar to Management Training & Team Building Course.(Improving Communication & Motivating and Inspiring Staff) (20)
Management Training & Team Building Course.(Improving Communication & Motivating and Inspiring Staff)
1. 3 Day Management Training & Team Building Course.
Improving Management Communication,
Inspiring & Motivating Staff.
The objectives of the “Improving Management Communication & Inspiring and
Motivating Staff Course” through theory, role play and hands on Team
Building Adventure Activities are:
Raise awareness of personal style of leadership and it’s strengths and
limitations.
Review current communication, inspiration and motivation issues and resolve
ways of working.
Provide the opportunity to develop skills in the area of communication and
motivation.
Create a clear action plan to enable increased performance by improving
communication and staff motivation.
What we offer: Fee:
The Course will identify
management strengths, rectify £ 1,100 plus VAT per delegate
weaknesses, promote proven (max 8 per course) includes:
practical leadership skills in 3 nights B&B accommodation,
communication and motivation, all training & activities, lunches,
develop the benefits of team meal, course notes and
teamwork whilst all gaining new insurance.
skills and enjoying a shared
positive experience.
2. Course Agenda:
Arrive Hotel - Tuesday Evening
Wednesday: Improving Communication
9.00am to 10.30am
Ice Breaker to establish level of
communication skills
10.30am to 12.30pm
Conference Room
Transactional Analysis
Drivers
12.30pm to 1.00pm
Lunch
1.00pm to 4.00pm
Conference Room
Managing Feedback
Giving Feedback
1:1 Meetings, Team Meetings,
Company Meetings, Appraisals
Workshop Review
4.30pm to 6.30pm
Kayak Training
8.00pm
Team Meal
3. Course Agenda:
Thursday: Inspiration & Motivation
9.00am to 12.00noon
Conference Room
Key Performance Indicators
Situational Leadership
Elements of Congruent Leadership
12.00noon to 2.00pm
Navigation Training & Lunch
2.00pm to 4.00pm
Conference Room
Vision & Values
Performance Analysis
Staff Motivation
Workshop Review
4.30pm to 6.30pm
Coasteering
4. Course Agenda:
Friday: Communication, Inspiration
& Motivation Activity
9.00am to 2.00pm
The activity is the culmination of both
activity and conference room sessions
aiming to draw together the new
management skills learnt.
Benefits: Pulls together all issues and
skills of communication, inspiration
and motivation whilst providing a
positive experience in order to finalise
discussions and feedback to individuals
2.00pm to 3.30pm
Lunch and feedback
3.30pm Finish
5. The Team.
Owen Burson – Head of Team Building
David Acheson – Head of Management Training
Owen and his activity training team The management training
are drawn from senior managers course is written and
within the outdoor activity world, a presented by David from
team who have worked at the DCJA Consultancy who
highest levels of management of has over 20 years
Outdoor centres, Sports national management experience
governing bodies, County council in UK & Global
advisors and Officers from the organisations.
Marines.
How to Book Who Should Attend:
Tel: 01983 741554 Supervisor/team leaders,
Email: david@dcjaconsultancy.com middle managers, or senior
managers who wants to
Course Dates: improve communication,
21st to 23rd March 2012, inspiration and motivation of
18th to 20th April 2012, their staff.
16th to 18th May 2012,
20th to 22nd June 2012 Location: Freshwater Bay,
. Isle of Wight.