Are you ready to join a wonderful community of like-minded Human Potential experts across the globe? Are you ready to take your service to the next level and help organizations unlock
a new paradigm of value creation?
The document discusses the relationship between conceptual knowledge and experience in learning. It argues that conceptual knowledge and experience should complement each other rather than compete. At the individual level, the experiential learning theory involving concrete experience, reflective observation, abstract conceptualization and active experimentation can help integrate the two. At the organizational level, allowing less experienced staff to present frameworks and more experienced staff to provide real-world examples can create an integrative learning environment where both conceptual knowledge and experience are leveraged. Viewing learning as a continuous process that combines these two aspects can help avoid missed opportunities.
Move Management has extensive skills and experience in helping organisations and people develop and improve. Lasting results are achieved when management and employees know how they can contribute and have the energy and passion to make it happen.
Rosalee Laws has extensive experience as an instructor, consultant, and leader across many industries. Her resume details her work providing online courses and private instruction, as well as consulting for organizations on communications, project management, and business strategy. She has expertise developing curriculum, training staff, and helping clients achieve their goals.
Lucinda Wyman Prince was an early career counselor who established a 3-month training program where students attended morning classes and worked behind retail counters in the afternoons, gaining practical skills in sales. The document discusses 21st century skills like novel thinking, collaboration, and social intelligence that were built through Prince's program and that remain important for student and workplace success today. Several sections also explore concepts like motivation, flow theory, internship best practices, and evolving employee-employer relationships.
The document summarizes the 5th HR Learning Event by WSPH, with the theme of "Achieving Goals for 2012". The event was attended by HR practitioners, entrepreneurs, and teaching professionals from Claret School. Various speakers shared on business outlook, branding, passion and action, and purpose-driven goals. Randell Tiongson discussed the 2012 business outlook. Pocholo Gonzales spoke about branding but ran out of time. Jef Menquin shared his experience achieving goals through passion and action. The event organizer closed by emphasizing the importance of basing strategic plans and goals on personal values, mission, and vision to achieve self-motivation. The feedback from participants was very positive.
The document summarizes an interview with John Stepper about the concept of "working out loud." Some key points:
- Working out loud involves making your work visible, narrating your work, and framing it as a contribution to build relationships and deepen networks.
- Stepper developed the idea further to focus on relationships and introduced the concept of working out loud circles, small groups that meet regularly to support habit change.
- The benefits of working out loud include increased agency over one's career, a more open and connected organizational culture, and empowering individuals through habit change. However, it may threaten control-oriented managers.
- Stepper hopes to spread the practice of working out loud to
The ICF Colorado newsletter provides updates from their president on upcoming events including a one day conference in October on authentic leadership and international coaching week in May. It also announces their monthly meeting to feature a speaker on expanding coaching businesses through social and emotional intelligence coaching. Various special interest group meetings and a teleseminar are announced as well.
The document discusses the relationship between conceptual knowledge and experience in learning. It argues that conceptual knowledge and experience should complement each other rather than compete. At the individual level, the experiential learning theory involving concrete experience, reflective observation, abstract conceptualization and active experimentation can help integrate the two. At the organizational level, allowing less experienced staff to present frameworks and more experienced staff to provide real-world examples can create an integrative learning environment where both conceptual knowledge and experience are leveraged. Viewing learning as a continuous process that combines these two aspects can help avoid missed opportunities.
Move Management has extensive skills and experience in helping organisations and people develop and improve. Lasting results are achieved when management and employees know how they can contribute and have the energy and passion to make it happen.
Rosalee Laws has extensive experience as an instructor, consultant, and leader across many industries. Her resume details her work providing online courses and private instruction, as well as consulting for organizations on communications, project management, and business strategy. She has expertise developing curriculum, training staff, and helping clients achieve their goals.
Lucinda Wyman Prince was an early career counselor who established a 3-month training program where students attended morning classes and worked behind retail counters in the afternoons, gaining practical skills in sales. The document discusses 21st century skills like novel thinking, collaboration, and social intelligence that were built through Prince's program and that remain important for student and workplace success today. Several sections also explore concepts like motivation, flow theory, internship best practices, and evolving employee-employer relationships.
The document summarizes the 5th HR Learning Event by WSPH, with the theme of "Achieving Goals for 2012". The event was attended by HR practitioners, entrepreneurs, and teaching professionals from Claret School. Various speakers shared on business outlook, branding, passion and action, and purpose-driven goals. Randell Tiongson discussed the 2012 business outlook. Pocholo Gonzales spoke about branding but ran out of time. Jef Menquin shared his experience achieving goals through passion and action. The event organizer closed by emphasizing the importance of basing strategic plans and goals on personal values, mission, and vision to achieve self-motivation. The feedback from participants was very positive.
The document summarizes an interview with John Stepper about the concept of "working out loud." Some key points:
- Working out loud involves making your work visible, narrating your work, and framing it as a contribution to build relationships and deepen networks.
- Stepper developed the idea further to focus on relationships and introduced the concept of working out loud circles, small groups that meet regularly to support habit change.
- The benefits of working out loud include increased agency over one's career, a more open and connected organizational culture, and empowering individuals through habit change. However, it may threaten control-oriented managers.
- Stepper hopes to spread the practice of working out loud to
The ICF Colorado newsletter provides updates from their president on upcoming events including a one day conference in October on authentic leadership and international coaching week in May. It also announces their monthly meeting to feature a speaker on expanding coaching businesses through social and emotional intelligence coaching. Various special interest group meetings and a teleseminar are announced as well.
The document discusses five key steps to creating the 21st century workforce experience:
1. Redefining employee engagement through establishing a "new people deal" that outlines mutual expectations and commitments between organizations and employees.
2. Re-inventing organizational structures to be more adaptive through dynamic talent marketplaces that match employees to the right assignments.
3. Shaping a reputation-based culture through transparency, peer feedback, and real-time check-ins to form an environment empowering talent transformation.
4. Leveraging innovative technologies to enable and drive real-time talent transformation and the creation of adaptive organizational frameworks.
5. Introducing an adaptive organizational model as the backbone for engaging talent, alloc
This document describes training and development programs offered by 4Tree. It discusses topics like effective communication, sales, management, workshops for parents and children, and customer care. 4Tree provides customized training materials and uses interactive methods like role-plays and games. Their trainers have extensive experience in industries and jobs and are certified to train others. 4Tree offers a single point of contact and follow-up support to help people grow in their careers.
Writing a vision statement for your business is a daunting task. For one thing, it must define your company and, more importantly, its future. For another, you don't want it to be relegated to a forgotten poster hanging in the office lobby. A powerful vision statement stays with you, such as Disney's "to make people happy" or Instagram's "capture and share the world's moments." If you are intentional in your efforts and committed to doing the hard work, you can create a vision statement that encapsulates your organization's core ideals and provides a roadmap to where it wants to go.
What is a vision statement? Similar to a mission statement, a vision statement provides a concrete way for stakeholders, especially employees, to understand the meaning and purpose of your business. However, unlike a mission statement – which describes the who, what and why of your business – a vision statement describes the desired long-term results of your company's efforts. For example, an early Microsoft vision statement was "a computer on every desk and in every home." "A company vision statement reveals, at the highest levels, what an organization most hopes to be and achieve in the long term," said Katie Trauth Taylor, CEO of writing consultancy Untold Content. "It serves a somewhat lofty purpose – to harness all the company's foresight into one impactful statement." Why does this matter? Research shows that employees who find their company's vision meaningful have engagement levels of 68%, which is 18 points above average. More 2 engaged employees are often more productive, and they are more effective corporate ambassadors in the larger community. Given the impact that a vision statement can have on a company's long-term success and even its bottom line, it is worth taking the time to craft a statement that synthesizes your ambition and mobilizes your staff.
This document outlines a model for organizations to increase customer value through human resources development. It argues that organizations must first define their "organizational nuclei" or core purpose and the experiences they provide customers. They then need the right "people profile" and "organizational design" to allow employees to enhance the organizational nuclei. If the organizational structure supports talent development and retention, employees will increase their contribution, thereby increasing customer value and the organization's potential. When customers and employees both experience increased value, the business can provide more emergent experiences and grow.
PINAR AKKAYA - A Tale Of Getting ConnectedPinar AKKAYA
The document discusses how HR professionals can leverage social media to support their strategic goals and functions. It outlines how social media can help with talent acquisition by expanding candidate pools and improving employer branding, which can also help with retention. Specific strategies are provided, such as encouraging employees to represent the company on social media, developing online training programs, and using social tools to gather feedback and foster communities. The overall message is that social media provides many opportunities for HR to strengthen their role in achieving organizational strategy.
How volunteer volunteering can accelerate your careerMark Horoszowski
The things you do outside of work - especially the social impact initiative you partake in like volunteering and social good activities - can accelerate your career. It's just one of the many more reasons to give back!
Learning and development newsletter - August 2014vtalas
The newsletter summarizes upcoming trainings focused on building collaborative relationships and communicating effectively with managers, peers, and employees. It provides tips on understanding different communication styles and motivations to ensure messages are conveyed clearly. Resources on developing teamwork and managing remote teams are also listed.
September 2011 Denver Coach Federation NewsletterICF Colorado
The September newsletter from the Denver Coach Federation provides the following information:
1) The September general meeting will be on September 8th and will feature a presentation on discovering a powerful presence by Therese Kienast.
2) Instead of the usual SIG meetings prior to the general meeting, there will be a new member reception to welcome new members who joined in 2011.
3) The Executive Coaches SIG meeting will be held on September 21st at 7pm.
4) The newsletter provides contact information and details on upcoming events, workshops, membership information and resources from the DCF.
The document introduces the Future Work Centre, an independent research organization with a mission to use innovative psychological research to improve work for everyone. It does this by identifying through evidence-based research what workplace policies and initiatives work and don't work, in order to help organizations make better informed decisions. The Center focuses its research on four main themes: the work environment, the employee journey, the healthy workplace, and the evolving organization. It aims to provide organizations with an understanding of how to evaluate various human resources initiatives and better adapt to changes in the workplace.
The document introduces the People First Leadership program, which aims to develop world-class leaders and pass on an enduring legacy. It establishes a philosophical foundation with a belief in the dignity, worth, and potential of all people. The program focuses on defining personal philosophies and establishing a culture that values people as the most important asset. It promises to help participants become better human beings and leaders by focusing on personal growth, relationships, and creating passionate workplaces where people are fully engaged.
Students in traditional brick and mortar classrooms are changing the way they learn and interact. Today’s students have grown up in a digital world and demand that schools keep in step with their learning styles. The In-house features of Unfurl create a rich and engaging learning environment that allows students to benefit fully from this platform regardless of their preferred learning styles. When you use the Unfurl platform with your enrolled students, you expand their learning experience by keeping them in contact with each other and engaged in ongoing collaboration.
The document discusses building brand loyalty and passion among employees and stakeholders from the inside out. It recommends sharing an organization's purpose and mission with employees, engaging them in the strategic planning process, and harnessing their talents, knowledge and experiences. The specific organization discussed, Friendship Industries, implemented an "Ambassadors Program" to develop employees as representatives of the organization and encourage internal and external community involvement.
LEADERSHIP SELF-ASSESSMENT FOR TALENT RETENTIONNonprofitHR
From my experience, most executive leaders, and especially those with bleeding hearts for their causes, want to partner with and inspire their teams. Most want their employees to thrive and to see staff reinforce their organization’s brand values. Most want to understand who their employees are on a personal level and spend time engaging with them. So, a level-headed leader is never completely shocked when great employees leave nor do they deny being a key reason for the staff member’s departure. And then, there is the out-of-touch leader who is simply unaware of the impact that their actions have on their employees.
[Webinar Slides] Expert to EntrepreneurCAREEREALISM
The document provides tips and advice for experts considering entrepreneurship. It discusses evaluating one's entrepreneurial personality traits and creating a business blueprint. Key points include taking a self-assessment, identifying skills, creating a plan addressing products/services and marketing. Tools recommended for entrepreneurs include social media platforms like LinkedIn, Facebook, Twitter and blogs, as well as email marketing, articles, videos and networking. The document stresses developing one's personal brand and using various online and in-person methods to connect with potential opportunities.
RGH Turning vision to reality - Ms book on vision Reynaldo Halili
The document provides an overview of the book "Shaping Vision to Reality" by Rey G. Halili. The book discusses how individuals can develop visions and turn them into concrete realities through various processes. It explores how passion and dreams can be shaped into visions, and how envisioning skills can be learned and improved. The book also presents case studies of organizations that successfully implemented strategic planning processes to achieve their shared visions.
Mark Edwards, Leadership and Strategy Programme Director at London Business School, considers ways of improving the stickiness of learning by examining a range of aspects, from the desire to learn to the ways the learned lessons can be applied.
Mark will be hosting a webinar, on 7 October, in which he will explain how you can embed effective learning and understand employees’ motivations. Sign-up: http://www.changeboard.com/events/exclusive-changeboard-webinar-the-stickiness-of-learning-how-to-ensure-your-learning-strategy-makes-an-impact
The ONLY Leading and Cutting Edge HR Leadership Program in Australia!
How would it feel to take your Leadership and Career to the next level?
Today the role of Human Resources is changing. For organisations to be truly agile, innovative and ultimately be an employer of choice, they need strong Leadership.
This is where YOU come in. You have the amazing capability and skills, but how can you stand out as an exceptional leaders and business partner?
If you want to be best you can be as a HR Leader, all you need is a leadership mindset and skillset, and here’s how to get it. This cutting program will show you how!
This document provides information about an upcoming meeting of the ICF Colorado chapter on February 7, 2013. The meeting will feature a presentation on Appreciative Inquiry by Amanda Trosten-Bloom. Special Interest Group meetings will be held before the general meeting. Opportunities are also listed to get involved with the ICF Colorado Board of Directors or Meetup Groups. Details are provided about the speaker, meeting registration, and contact information.
This document discusses how employee engagement is important for productivity and achieving organizational goals. It introduces PeopleCount, a company that helps organizations understand employee perspectives, increase engagement, and drive productivity through various services. These services include conducting focus groups and surveys, implementing an employee engagement app called Collaborate, leadership development programs, and other services like workplace investigations and exit interviews. The document emphasizes understanding employee and leadership insights, using data to create action plans, and establishing an ongoing culture of engagement.
The document discusses five key steps to creating the 21st century workforce experience:
1. Redefining employee engagement through establishing a "new people deal" that outlines mutual expectations and commitments between organizations and employees.
2. Re-inventing organizational structures to be more adaptive through dynamic talent marketplaces that match employees to the right assignments.
3. Shaping a reputation-based culture through transparency, peer feedback, and real-time check-ins to form an environment empowering talent transformation.
4. Leveraging innovative technologies to enable and drive real-time talent transformation and the creation of adaptive organizational frameworks.
5. Introducing an adaptive organizational model as the backbone for engaging talent, alloc
This document describes training and development programs offered by 4Tree. It discusses topics like effective communication, sales, management, workshops for parents and children, and customer care. 4Tree provides customized training materials and uses interactive methods like role-plays and games. Their trainers have extensive experience in industries and jobs and are certified to train others. 4Tree offers a single point of contact and follow-up support to help people grow in their careers.
Writing a vision statement for your business is a daunting task. For one thing, it must define your company and, more importantly, its future. For another, you don't want it to be relegated to a forgotten poster hanging in the office lobby. A powerful vision statement stays with you, such as Disney's "to make people happy" or Instagram's "capture and share the world's moments." If you are intentional in your efforts and committed to doing the hard work, you can create a vision statement that encapsulates your organization's core ideals and provides a roadmap to where it wants to go.
What is a vision statement? Similar to a mission statement, a vision statement provides a concrete way for stakeholders, especially employees, to understand the meaning and purpose of your business. However, unlike a mission statement – which describes the who, what and why of your business – a vision statement describes the desired long-term results of your company's efforts. For example, an early Microsoft vision statement was "a computer on every desk and in every home." "A company vision statement reveals, at the highest levels, what an organization most hopes to be and achieve in the long term," said Katie Trauth Taylor, CEO of writing consultancy Untold Content. "It serves a somewhat lofty purpose – to harness all the company's foresight into one impactful statement." Why does this matter? Research shows that employees who find their company's vision meaningful have engagement levels of 68%, which is 18 points above average. More 2 engaged employees are often more productive, and they are more effective corporate ambassadors in the larger community. Given the impact that a vision statement can have on a company's long-term success and even its bottom line, it is worth taking the time to craft a statement that synthesizes your ambition and mobilizes your staff.
This document outlines a model for organizations to increase customer value through human resources development. It argues that organizations must first define their "organizational nuclei" or core purpose and the experiences they provide customers. They then need the right "people profile" and "organizational design" to allow employees to enhance the organizational nuclei. If the organizational structure supports talent development and retention, employees will increase their contribution, thereby increasing customer value and the organization's potential. When customers and employees both experience increased value, the business can provide more emergent experiences and grow.
PINAR AKKAYA - A Tale Of Getting ConnectedPinar AKKAYA
The document discusses how HR professionals can leverage social media to support their strategic goals and functions. It outlines how social media can help with talent acquisition by expanding candidate pools and improving employer branding, which can also help with retention. Specific strategies are provided, such as encouraging employees to represent the company on social media, developing online training programs, and using social tools to gather feedback and foster communities. The overall message is that social media provides many opportunities for HR to strengthen their role in achieving organizational strategy.
How volunteer volunteering can accelerate your careerMark Horoszowski
The things you do outside of work - especially the social impact initiative you partake in like volunteering and social good activities - can accelerate your career. It's just one of the many more reasons to give back!
Learning and development newsletter - August 2014vtalas
The newsletter summarizes upcoming trainings focused on building collaborative relationships and communicating effectively with managers, peers, and employees. It provides tips on understanding different communication styles and motivations to ensure messages are conveyed clearly. Resources on developing teamwork and managing remote teams are also listed.
September 2011 Denver Coach Federation NewsletterICF Colorado
The September newsletter from the Denver Coach Federation provides the following information:
1) The September general meeting will be on September 8th and will feature a presentation on discovering a powerful presence by Therese Kienast.
2) Instead of the usual SIG meetings prior to the general meeting, there will be a new member reception to welcome new members who joined in 2011.
3) The Executive Coaches SIG meeting will be held on September 21st at 7pm.
4) The newsletter provides contact information and details on upcoming events, workshops, membership information and resources from the DCF.
The document introduces the Future Work Centre, an independent research organization with a mission to use innovative psychological research to improve work for everyone. It does this by identifying through evidence-based research what workplace policies and initiatives work and don't work, in order to help organizations make better informed decisions. The Center focuses its research on four main themes: the work environment, the employee journey, the healthy workplace, and the evolving organization. It aims to provide organizations with an understanding of how to evaluate various human resources initiatives and better adapt to changes in the workplace.
The document introduces the People First Leadership program, which aims to develop world-class leaders and pass on an enduring legacy. It establishes a philosophical foundation with a belief in the dignity, worth, and potential of all people. The program focuses on defining personal philosophies and establishing a culture that values people as the most important asset. It promises to help participants become better human beings and leaders by focusing on personal growth, relationships, and creating passionate workplaces where people are fully engaged.
Students in traditional brick and mortar classrooms are changing the way they learn and interact. Today’s students have grown up in a digital world and demand that schools keep in step with their learning styles. The In-house features of Unfurl create a rich and engaging learning environment that allows students to benefit fully from this platform regardless of their preferred learning styles. When you use the Unfurl platform with your enrolled students, you expand their learning experience by keeping them in contact with each other and engaged in ongoing collaboration.
The document discusses building brand loyalty and passion among employees and stakeholders from the inside out. It recommends sharing an organization's purpose and mission with employees, engaging them in the strategic planning process, and harnessing their talents, knowledge and experiences. The specific organization discussed, Friendship Industries, implemented an "Ambassadors Program" to develop employees as representatives of the organization and encourage internal and external community involvement.
LEADERSHIP SELF-ASSESSMENT FOR TALENT RETENTIONNonprofitHR
From my experience, most executive leaders, and especially those with bleeding hearts for their causes, want to partner with and inspire their teams. Most want their employees to thrive and to see staff reinforce their organization’s brand values. Most want to understand who their employees are on a personal level and spend time engaging with them. So, a level-headed leader is never completely shocked when great employees leave nor do they deny being a key reason for the staff member’s departure. And then, there is the out-of-touch leader who is simply unaware of the impact that their actions have on their employees.
[Webinar Slides] Expert to EntrepreneurCAREEREALISM
The document provides tips and advice for experts considering entrepreneurship. It discusses evaluating one's entrepreneurial personality traits and creating a business blueprint. Key points include taking a self-assessment, identifying skills, creating a plan addressing products/services and marketing. Tools recommended for entrepreneurs include social media platforms like LinkedIn, Facebook, Twitter and blogs, as well as email marketing, articles, videos and networking. The document stresses developing one's personal brand and using various online and in-person methods to connect with potential opportunities.
RGH Turning vision to reality - Ms book on vision Reynaldo Halili
The document provides an overview of the book "Shaping Vision to Reality" by Rey G. Halili. The book discusses how individuals can develop visions and turn them into concrete realities through various processes. It explores how passion and dreams can be shaped into visions, and how envisioning skills can be learned and improved. The book also presents case studies of organizations that successfully implemented strategic planning processes to achieve their shared visions.
Mark Edwards, Leadership and Strategy Programme Director at London Business School, considers ways of improving the stickiness of learning by examining a range of aspects, from the desire to learn to the ways the learned lessons can be applied.
Mark will be hosting a webinar, on 7 October, in which he will explain how you can embed effective learning and understand employees’ motivations. Sign-up: http://www.changeboard.com/events/exclusive-changeboard-webinar-the-stickiness-of-learning-how-to-ensure-your-learning-strategy-makes-an-impact
The ONLY Leading and Cutting Edge HR Leadership Program in Australia!
How would it feel to take your Leadership and Career to the next level?
Today the role of Human Resources is changing. For organisations to be truly agile, innovative and ultimately be an employer of choice, they need strong Leadership.
This is where YOU come in. You have the amazing capability and skills, but how can you stand out as an exceptional leaders and business partner?
If you want to be best you can be as a HR Leader, all you need is a leadership mindset and skillset, and here’s how to get it. This cutting program will show you how!
This document provides information about an upcoming meeting of the ICF Colorado chapter on February 7, 2013. The meeting will feature a presentation on Appreciative Inquiry by Amanda Trosten-Bloom. Special Interest Group meetings will be held before the general meeting. Opportunities are also listed to get involved with the ICF Colorado Board of Directors or Meetup Groups. Details are provided about the speaker, meeting registration, and contact information.
This document discusses how employee engagement is important for productivity and achieving organizational goals. It introduces PeopleCount, a company that helps organizations understand employee perspectives, increase engagement, and drive productivity through various services. These services include conducting focus groups and surveys, implementing an employee engagement app called Collaborate, leadership development programs, and other services like workplace investigations and exit interviews. The document emphasizes understanding employee and leadership insights, using data to create action plans, and establishing an ongoing culture of engagement.
Similar to March 2020 Organizational HP Training (20)
This presentation was provided by Rebecca Benner, Ph.D., of the American Society of Anesthesiologists, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
Level 3 NCEA - NZ: A Nation In the Making 1872 - 1900 SML.pptHenry Hollis
The History of NZ 1870-1900.
Making of a Nation.
From the NZ Wars to Liberals,
Richard Seddon, George Grey,
Social Laboratory, New Zealand,
Confiscations, Kotahitanga, Kingitanga, Parliament, Suffrage, Repudiation, Economic Change, Agriculture, Gold Mining, Timber, Flax, Sheep, Dairying,
Gender and Mental Health - Counselling and Family Therapy Applications and In...PsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
A Visual Guide to 1 Samuel | A Tale of Two HeartsSteve Thomason
These slides walk through the story of 1 Samuel. Samuel is the last judge of Israel. The people reject God and want a king. Saul is anointed as the first king, but he is not a good king. David, the shepherd boy is anointed and Saul is envious of him. David shows honor while Saul continues to self destruct.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
Temple of Asclepius in Thrace. Excavation resultsKrassimira Luka
The temple and the sanctuary around were dedicated to Asklepios Zmidrenus. This name has been known since 1875 when an inscription dedicated to him was discovered in Rome. The inscription is dated in 227 AD and was left by soldiers originating from the city of Philippopolis (modern Plovdiv).
Traditional Musical Instruments of Arunachal Pradesh and Uttar Pradesh - RAYH...
March 2020 Organizational HP Training
1. Human Potential for
Organizational Professionals
2 - 6 MARCH, 2020 BAARLO, THE NEDERLANDS
Are you ready to join a wonderful community
of like-minded Human Potential experts across
the globe? Are you ready to take your service
to the next level and help organizations unlock
a new paradigm of value creation?
TRAINING
2. If you an external coach or consultant
committed to human potential
development within organizations. Or if
you are an internal coach / change agent
championing a more conscious culture in
your organization
Then probably you have recognized
that the command & control way of
doing business is no longer
sustainable.
Not only do you know that the current
work paradigm needs a fundamental shift,
but you also are choosing to be an active
co-creator of the new.
If you go on this journey with us you will
not only access a powerful suite of human-
centric tools and methodologies to help
organizations confidently step into this
new paradigm, you will also take the
plunge yourself!
Together we will depart from the well
known world of DOING, to explore the
depth of our own BEING. From this place,
we are able to ask better questions, see
new opportunities and learn exponentially.
WWW.BEINGATFULLPOTENTIAL.COM
Now the herculean task of scaling
personal transformation to collective
transformation not only becomes more
achievable, but also more fun!
Are you ready to join a wonderful
community of like-minded Human
Potential experts across the globe?
Are you ready to take your service to the
next level and help organizations unlock
a new paradigm of value creation?
Then why not join us on this holistic
three month (plus much more) journey?
Is this for me?
ABOUT
3. Organizational
certification
training
MARCH 2ND TO 6TH, 2020 BAARLO, NL
WWW.BEINGATFULLPOTENTIAL.COM
Benefits
Purpose
To empower and equip like-minded OD
Professionals with the tools and know-
how needed to MARKET, EXECUTE AND
INTERPRET the ORGANIZATIONAL
HUMAN POTENTIAL ASSESSMENT
To help you integrate the Human
Potential approach into your practice so
you can find your unique personal
expression of this work in the world.
Deep understanding of the HUMAN
POTENTIAL Model and practical
exercises to illustrate how its adoption
leads to breakthroughs in organizational
performance (eg: employee
engagement, innovation,
trustworthiness..)
Certification to administer, interpret and
debrief the Human Potential Assessment
within organizations
3 months of continuous learning and
support to help you implement your first
Human Potential project
Membership to our online community
platform where you can create
opportunities to collaborate with other
certified HP coaches/consultants
Your profile featured on the BEING at Full
Potential website.
NEXT
4. MARSHALL INC. JULY 2018
LEARN
The Certification Program in Human
Potential Development for Organization
includes:
Living and breathing the
fundamental HUMAN levers for
organizational transformation. Practical
exercises to illustrate how the human
potential tool can lead to breakthroughs in
organizational performance (for example
employee engagement, inventiveness &
trustworthiness). A Five Days on-site
trainingheld in Baarlo, NL from November
4th to 8th 2019.
Laying the Foundation
INSPIRE
Anchoring the Learning
An online 3 months program where you will
be coached and mentored to apply the
Human Potential model in real life. Some of
these sessions will be led
by experienced HP coaches and OD
professionals from the human potential
network who will share their challenges &
success stories in bringing this work into
organizations.
CONNECT
Finding your tribe
Membership to our online
community platform where you can find
support and inspiration from your peers
and our worldwide network of Human
Potential certified coaches. Find your niche
and let the community know what you are
passionate about. You will find many
gifted individuals across the globe ready to
collaborate.
CHANGE
Join a tailored apprenticeship in your
unique area of expertise. We are actively
looking to match the right people with the
right projects so you can put into practice
all that you have learned over the past
months, gain invaluable real-life
experience and open the door for a flow of
projects and collaborations.
Taking the plunge
THE STRUCTURE
5. DAY 1
Option to arrive
the day before
CREATING THE SPACE
Creating the space and setting the standards
for the participants to experience their own
full potential
Context and power of the Organizational
Human Potential Assessment
DAY 4
Times
UNLEASHING
Unleashing value-creation for client
Case studies practice
DAY 5
Times
DEVELOPING
Developing your unique service
Wrap-up & next steps
DAY 2 & 3
Times
IMMERSING
Immersing into clients’ reality
Interpretation of the Organizational Assessment
Report
How it will Happen
HPD LEARN: LAYING THE FOUNDATION
5 Day on-site in Baarlo, NL from March 2nd to 6th 2020
THE DETAILS
WWW.BEINGATFULLPOTENTIAL.COM
6. 3 MONTHS
Starting after
the LEARN
phase
ANCHORING THE LEARNING
Over the 3 Months of “The Coaching Mastery”
each practitioner will have the opportunity to
develop one or more real clients. Through online
group session, remote support from the trainers
and the community, the new coaches will be
supported through the preparation of the
pitching, the proposal-making up to the signing up
of their clients.
ONLINE GROUP
SESSIONS
Once every two
weeks
Reconnecting with the energy and the standards
of the group created during The Coaching
Foundation experience
Guest lectures from experienced coaches and
OD professionals from the Human Potential
network
Conversations around real cases and
experiences of the students
Tips and suggestions from the experience of
over 10 years in delivering Human Potential
work to organisations around the world.
HPD INSPIRE: ANCHORING THE LEARNING
3 Months starting after the LEARN phase
” I absolutely love the Human Potential Organizational Assessment Training.
Something happened there. Yes, we got all the content, information, analytics and
explanations of the model, but it was so much more. The space that was created
allowed me to connect deeply to my being and even at this moment, a week after
the end of the training, I am still connected and on this cloud. And from this place I
am not doing 'acquisition', but I am actually magnetizing people around me.
Something is happening! Thank you so much Mark and Sujith, for making this
happen!”
Eveline van Dusseldorp
Consultant and Coach at Take a Leap
How it will Happen
THE DETAILS
WWW.BEINGATFULLPOTENTIAL.COM
7. Meet the Facilitators
MARK VANDENEIJNDE
Zurich, Switzerland – Co-founder of
Being at Full Potential. In partnership
with our 130+ certified Human Potential
coaches, we assist organizational leaders
across the globe to question some of
their most ingrained assumptions about
the business, to look at the future with
fresh eyes and to courageously expand
the role they play in society.
SUJITH RAVINDRAN
Padova, Italy – Bestselling Author,
Teacher and Co-conceiver of HUMAN
POTENTIAL Assessment Tool; Motto -
"Doing from a Place of True Being";
Scholar of the Indian spiritual sciences;
Coaches business leaders, political
leaders and entrepreneurs with passion
for social change.
WWW.BEINGATFULLPOTENTIAL.COM
Who we are
BEING at Full Potential is a leader in building the bridge between the
increasingly outdated hierarchical organizational culture and the
emerging culture of empowerment, creativity and trust through a range
of unique and innovative tools and methodologies such as HUMAN
POTENTIAL ASSESSMENT TOOL and the HUMAN POTENTIAL METHODOLOGY.
WHO WE ARE
8. P A R T I C I P A T I O N F E E
E U R O 1 , 9 9 5 P E R P E R S O N
E A R L Y B I R D
E U R O 1 , 6 9 5
B E F O R E D E C E M B E R 3 1 S T , 2 0 2 0
Registration
I N C L U D E D
4 n i g h t s d o u b l e - s h a r e d l o d g i n g ,
b o a r d & t r a i n i n g f o r L E A R N s t a g e .
E x t r a c o s t f o r s i n g l e r o o m
a c c o m m o d a t i o n : E U R O 1 5 0 .
A l l p a r t i c i p a n t s w i l l b e i n v i t e d t o
e x p e r i e n c e t h e H u m a n P o t e n t i a l
A s s e s s m e n t T o o l o n l i n e , p r i o r t o t h e
t r a i n i n g .
M O R E I N F O R M A T I O N
F o r q u e s t i o n s , p l e a s e c o n t a c t
M a r k V a n d e n e i j n d e a t
m a r k @ b e i n g a t f u l l p o t e n t i a l . c o m
PRACTICAL INFORMATION
CLICK HERE TO REGISTER
WWW.BEINGATFULLPOTENTIAL.COM