The document summarizes testimonials from participants in the WorkReadyNH program. It describes how the program helped people from various backgrounds and career stages gain renewed confidence and skills to find meaningful employment. Two graduates, Barbara and Liz, secured new jobs after completing the program. Sharon credits the program with giving her upgraded skills while Michael believes improved interviewing skills helped him get a welding job. The testimonials overall emphasize how the program provided practical skills, support, and confidence to find work.
Jennifer Davidson is a business consultant who helps clients achieve results through coaching, program development, project management, and business practices optimization. She has worked with various organizations, from non-profits to Fortune 500 companies, and has achieved outcomes such as 70% increased sales team efficiency and 50% reduced analysis time. Testimonials praise her visionary leadership, creativity, reliability, and ability to motivate clients to achieve meaningful changes.
- Rosie's Place promoted 4 young staff members to supervisor positions for the first time as the organization was growing rapidly. They partnered with Third Sector New England to develop a cohort-based professional development program for the new managers.
- The program consisted of 6 monthly meetings facilitated by a consultant where the managers built trust, learned management skills, and problem-solved as a group.
- The managers found the experience extremely valuable for building confidence and skills in their new roles, and continuing the group on their own after the program ended. Their growth benefited both themselves and the continued success of Rosie's Place.
Nexus rounds out the year with recaps on all major achievements throughout 2016. Several events filled the sites with joy during the holiday season, and included support from the community.
This document provides summaries from participants in various Inspired Leadership programs, highlighting the positive impact the programs have had. The programs teach communication styles, listening skills, emotional intelligence, and other topics. Participants note seeing immediate results from applying small changes, like tailored communication approaches. They found value in self-awareness and feedback. The learning was described as meaningful within and outside of work.
As a UX designer, Joe Bond is interested in using peer-to-peer mentorship as a primer for creating inclusive, active local design communities. He talks about his own experiences in creating communities to meet and learn from people that are solving meaningful problems in a variety of design disciplines and methodologies.
Faith based team mentoring training cdDenis Rigdon
The document provides guidance for faith-based team mentoring. It outlines the roles of an administrator, primary mentor, special events coordinator and financial planner on the mentoring team. It discusses preparing for mentoring through prayer, establishing boundaries, and focusing on developing the participant's relationship with God and movement toward self-reliance. The document also covers addressing obstacles, the stages of mentoring, and the importance of focusing on building relationships and moving the participant toward dignity and responsibility.
Mentors and Role Models - Best Practices in Many Cultures - Voices 2015Deanna Kosaraju
Mentors and role models can provide important benefits in many cultures according to best practices. The document discusses successful mentoring programs including those at Sun Microsystems and the US State Department's TechWomen program. It provides examples of mentors and mentees from these programs, and details how mentoring relationships are formed and the benefits they provide to both individuals and organizations. Metrics are presented on the significant returns mentoring programs can generate. Guidelines and considerations for starting a successful mentoring program are also outlined.
Mentorship in education involves matching students with more experienced peers or volunteers to serve as role models. The goal is to build students' confidence and character rather than just improving academic skills. Benefits of mentoring in schools and colleges include helping students develop interpersonal skills and a stronger sense of self. Research shows students with mentors are more likely to enroll in college and take on leadership roles compared to those without mentors. Mentoring can encourage child development when teachers receive training to serve as mentors.
Jennifer Davidson is a business consultant who helps clients achieve results through coaching, program development, project management, and business practices optimization. She has worked with various organizations, from non-profits to Fortune 500 companies, and has achieved outcomes such as 70% increased sales team efficiency and 50% reduced analysis time. Testimonials praise her visionary leadership, creativity, reliability, and ability to motivate clients to achieve meaningful changes.
- Rosie's Place promoted 4 young staff members to supervisor positions for the first time as the organization was growing rapidly. They partnered with Third Sector New England to develop a cohort-based professional development program for the new managers.
- The program consisted of 6 monthly meetings facilitated by a consultant where the managers built trust, learned management skills, and problem-solved as a group.
- The managers found the experience extremely valuable for building confidence and skills in their new roles, and continuing the group on their own after the program ended. Their growth benefited both themselves and the continued success of Rosie's Place.
Nexus rounds out the year with recaps on all major achievements throughout 2016. Several events filled the sites with joy during the holiday season, and included support from the community.
This document provides summaries from participants in various Inspired Leadership programs, highlighting the positive impact the programs have had. The programs teach communication styles, listening skills, emotional intelligence, and other topics. Participants note seeing immediate results from applying small changes, like tailored communication approaches. They found value in self-awareness and feedback. The learning was described as meaningful within and outside of work.
As a UX designer, Joe Bond is interested in using peer-to-peer mentorship as a primer for creating inclusive, active local design communities. He talks about his own experiences in creating communities to meet and learn from people that are solving meaningful problems in a variety of design disciplines and methodologies.
Faith based team mentoring training cdDenis Rigdon
The document provides guidance for faith-based team mentoring. It outlines the roles of an administrator, primary mentor, special events coordinator and financial planner on the mentoring team. It discusses preparing for mentoring through prayer, establishing boundaries, and focusing on developing the participant's relationship with God and movement toward self-reliance. The document also covers addressing obstacles, the stages of mentoring, and the importance of focusing on building relationships and moving the participant toward dignity and responsibility.
Mentors and Role Models - Best Practices in Many Cultures - Voices 2015Deanna Kosaraju
Mentors and role models can provide important benefits in many cultures according to best practices. The document discusses successful mentoring programs including those at Sun Microsystems and the US State Department's TechWomen program. It provides examples of mentors and mentees from these programs, and details how mentoring relationships are formed and the benefits they provide to both individuals and organizations. Metrics are presented on the significant returns mentoring programs can generate. Guidelines and considerations for starting a successful mentoring program are also outlined.
Mentorship in education involves matching students with more experienced peers or volunteers to serve as role models. The goal is to build students' confidence and character rather than just improving academic skills. Benefits of mentoring in schools and colleges include helping students develop interpersonal skills and a stronger sense of self. Research shows students with mentors are more likely to enroll in college and take on leadership roles compared to those without mentors. Mentoring can encourage child development when teachers receive training to serve as mentors.
This document provides tips and information on finding and participating in mentorship programs as a graduate student. It discusses the benefits of various types of mentorship relationships, including student-student, faculty-student, and faculty-faculty mentoring. The document also provides strategies for finding a mentor, such as taking a self-assessment of goals and strengths, identifying potential mentors through formal or informal programs, and considering that no single mentor can meet all needs.
“A lot of people have gone further than they thought they could, because someone else thought they could.”
- Zig Ziglar, author
This primer is for those who are keen to mentor others.
Brenda schulte 54 LinkedIn RecommendationsBrenda Schulte
Brenda Schulte has received 54 professional LinkedIn Recommendations from high-placed people relating to her work at Hewlett-Packer, Microsoft, Snow Software, MRO Software (now IBM), there and with countless managers. co-workers, clients, and partners. This is a truly amazingly strong affirmation of what others think of her as a person, partner, and producer.
The PBCA Business Coach Certification Program starts with a world-class, 5 ½ day certification course where you learn and practice the fundamentals of business coaching, while also learning how to build your own independent business coaching practice. This is what some of our member-coaches had to say about our program and trainers. Looking for more information? Check out www.pbca.com!
Human Resources: Insights from the Field (Jeff Kiely)nado-web
Jeff Kiely shares insights from his 29 years of experience leading regional development organizations. He discusses the importance of human resources as an organization's top asset and emphasizes selecting talented and motivated employees. Kiely also stresses developing employees through onboarding, managing, and ongoing training to polish this valuable asset. Some key lessons include focusing on personal connections with employees, nurturing a supportive work environment, prioritizing the organization's mission, and ensuring clear and considerate communication.
The document discusses teamwork and loyalty in the workplace. It describes how the director of Ridley-Lowell Business & Technical Institute encourages teamwork among employees through team-building workshops, staff meetings, and setting clear expectations. The director believes teamwork is most effective during busy periods. However, a survey of employees found mixed feelings about accountability, fairness in work assignments, and communication between departments. While overall teamwork and loyalty are satisfactory, the medical department appears disconnected from the rest of the organization.
1. The document discusses engaging employees through respect, using a model called RESPECT which focuses on recognizing, empowering, providing supportive feedback, partnering with, setting expectations for, considering, and trusting employees.
2. It describes how programs often fail to motivate employees, while culture and engaging employees psychologically through respect can increase productivity, performance and other benefits.
3. The document proposes assessing an organization's level of respect and engagement, aligning respect with the organization's mission and values, and conducting workshops to teach and reinforce respectful behaviors to help engage employees.
The slide deck covers:
My mentoring anecdotes / experience;
What a mentor is and the relationship a mentor should have with a Mentee;
What the benefits could be for the Mentee, the Mentor and your company;
A suggested roadmap to set up a mentorship programme within your company.
The document discusses building a successful mentor program. It defines mentor and mentee roles, outlines the benefits of mentor programs, and shares lessons from the Austin Women's Council mentor program. Their program experienced challenges recruiting mentors and engaging professional members. Enhancements included clarifying roles, promoting the program through various channels, and bringing mentors together regularly to improve the program. The presentation aims to help others establish effective mentorship structures and strategies.
This document provides guidance on becoming an effective student organization leader through developing leadership and organizational skills. It discusses selecting an appropriate leadership style based on the task and group's maturity. Effective leaders emphasize both task behaviors like organizing and relationship behaviors like support. Meetings should be well-planned with agendas and minutes. Programs require thorough planning, implementation, and evaluation. Motivating members and resolving conflicts are also addressed.
This Webinar presentation was held on Tuesday, September 28, 2010, as part of the free monthly Webinar series from Friends for Youth's Mentoring Institute.
Youth mentoring is on the rise - again. More agencies are beginning mentoring programs as a component within other youth services and many existing programs are looking to refine their process. There are many excellent models and guidelines to help, including the Elements of Effective Practice from MENTOR and Foundations of Successful Mentoring from the National Mentoring Center.
Successful Youth Mentoring Practices: Considerations and Guidelines will review important youth mentoring programming basics, including California’s 10 Quality Assurance Standards, research and theoretical frameworks, and practical implementation ideas.
The document provides testimonials from several clients who received executive mentoring from Piers Fallowfield-Cooper. They praise his experience, insightful advice, ability to challenge their thinking, and help them improve their leadership skills, careers, and personal lives. They say working with him transformed their outlook and increased their confidence, effectiveness, and performance.
Hannah Scott completed a cooperative education internship with the Workforce Engagement and Transformation office at the Michigan Department of Community Health. She assisted with various projects including observing Lean Process Improvement workshops, drafting training materials, coordinating communications campaigns, and event planning. Hannah gained experience in communication, project management, and dealing with challenges. She felt her supervisor and the WT team provided excellent mentorship and support during the internship. The experience helped Hannah better understand her career goals in mass communication.
This workshop by Mandy Williams, Participation Cymru Manager, gave the opportunity to explore the relationship between effective staff engagement and improved public engagement.
Participants looked at the benefits of effective staff engagement, explored what it felt like to be an engaged employee and identified ways of engaging staff better.
Fe wnaeth y gweithdy yma gan Mandy Williams, Rheolwr Cyfranogaeth Cymru, rhoi’r cyfle i edrych ar y berthynas rhwng ymgysylltu effeithiol gyda staff a gwell ymgysylltu gyda staff.
Edrychodd cyfranogwyr ar y manteision o ymgysylltu’n effeithiol gyda staff, wnaethon nhw ystyried sut beth yw bod yn weithiwr sy’n ymgysylltu ac fe wnaethon nhw glustnodi ffyrdd o ymgysylltu'n well gyda staff.
This document is a reflective report by Matthew Richardson about participating in the BUS3034 management practice business game module. Some key points:
- Richardson found the module appealing because it provided a practical, hands-on approach to learning about business management through direct decision-making and observing outcomes, unlike his more theoretical economics studies.
- He enjoyed the opportunity to work in a group, develop important skills like communication, and participate in a simulated shareholder meeting.
- A Belbin team roles test found Richardson's role was more of a "team worker" who helps lighten tensions, though he saw himself as more of a leader. He found this assessment accurate based on the group dynamics.
- The group
Group discussion is a method used to assess students' personalities and suitability for jobs. It involves discussing a topic among a group of people. Good group discussion requires maintaining cordiality, free expression of thoughts and opinions, and not interfering once the topic is announced. It helps stimulate ideas beyond any individual's knowledge. Benefits include exposing language, academic, leadership and teamwork skills. Participants should stay on topic, listen actively, get their turn to speak, and be considerate of others. Disruptions can be prevented by listening to understand others, staying in the chairperson role without inserting opinions, and not becoming defensive if criticized.
The document discusses meaningful mentorship and provides guidance on establishing an effective mentoring relationship. It defines what a mentor is and is not, explores the benefits of mentorship, and presents a pyramid model for developing a network of multiple mentors including a primary mentor, key advisors, and peer mentors. The mentorship cycle of initiate, maintain, and adapt is also described to cultivate the relationship over time.
Peter Vajda has provided invaluable guidance and coaching to numerous individuals and companies. His coaching approach involves asking thought-provoking questions that challenge preconceptions and push clients to think more deeply. This leads clients to gain insights, set goals, and achieve positive outcomes that improve their businesses and lives. Those who have worked with Vajda attest that his coaching methods are highly effective in creating meaningful change and bringing greater success, well-being, and fulfillment.
A digital mentorship is a digital mentoring program that is converted from physical meeting to virtual meeting on any online platform over the internet. Ashegar Digimentors (ADM) launched the digital mentorship program for the professionals and entrepreneurs, also give the opportunity to become an mentor.
The document contains testimonials from several participants in GiANT leadership programs. They describe experiencing personal growth and development, gaining leadership skills and tools that have positively impacted both their professional careers and personal lives. They found the programs, mentors, and cohort experience to be transformative and feel they are now better leaders and people as a result.
The document contains reviews and testimonials from various clients that Leslie Belay has worked with as a consultant. The clients express gratitude for Leslie's support, commitment, expertise, and the positive impact she had on their organizations. Some of the key impacts and contributions mentioned include: improving service quality, developing strategic plans and new initiatives, increasing diversity, resolving organizational issues, empowering boards and staff, and helping organizations through transitions. The clients recommend Leslie for future consulting work.
This document provides tips and information on finding and participating in mentorship programs as a graduate student. It discusses the benefits of various types of mentorship relationships, including student-student, faculty-student, and faculty-faculty mentoring. The document also provides strategies for finding a mentor, such as taking a self-assessment of goals and strengths, identifying potential mentors through formal or informal programs, and considering that no single mentor can meet all needs.
“A lot of people have gone further than they thought they could, because someone else thought they could.”
- Zig Ziglar, author
This primer is for those who are keen to mentor others.
Brenda schulte 54 LinkedIn RecommendationsBrenda Schulte
Brenda Schulte has received 54 professional LinkedIn Recommendations from high-placed people relating to her work at Hewlett-Packer, Microsoft, Snow Software, MRO Software (now IBM), there and with countless managers. co-workers, clients, and partners. This is a truly amazingly strong affirmation of what others think of her as a person, partner, and producer.
The PBCA Business Coach Certification Program starts with a world-class, 5 ½ day certification course where you learn and practice the fundamentals of business coaching, while also learning how to build your own independent business coaching practice. This is what some of our member-coaches had to say about our program and trainers. Looking for more information? Check out www.pbca.com!
Human Resources: Insights from the Field (Jeff Kiely)nado-web
Jeff Kiely shares insights from his 29 years of experience leading regional development organizations. He discusses the importance of human resources as an organization's top asset and emphasizes selecting talented and motivated employees. Kiely also stresses developing employees through onboarding, managing, and ongoing training to polish this valuable asset. Some key lessons include focusing on personal connections with employees, nurturing a supportive work environment, prioritizing the organization's mission, and ensuring clear and considerate communication.
The document discusses teamwork and loyalty in the workplace. It describes how the director of Ridley-Lowell Business & Technical Institute encourages teamwork among employees through team-building workshops, staff meetings, and setting clear expectations. The director believes teamwork is most effective during busy periods. However, a survey of employees found mixed feelings about accountability, fairness in work assignments, and communication between departments. While overall teamwork and loyalty are satisfactory, the medical department appears disconnected from the rest of the organization.
1. The document discusses engaging employees through respect, using a model called RESPECT which focuses on recognizing, empowering, providing supportive feedback, partnering with, setting expectations for, considering, and trusting employees.
2. It describes how programs often fail to motivate employees, while culture and engaging employees psychologically through respect can increase productivity, performance and other benefits.
3. The document proposes assessing an organization's level of respect and engagement, aligning respect with the organization's mission and values, and conducting workshops to teach and reinforce respectful behaviors to help engage employees.
The slide deck covers:
My mentoring anecdotes / experience;
What a mentor is and the relationship a mentor should have with a Mentee;
What the benefits could be for the Mentee, the Mentor and your company;
A suggested roadmap to set up a mentorship programme within your company.
The document discusses building a successful mentor program. It defines mentor and mentee roles, outlines the benefits of mentor programs, and shares lessons from the Austin Women's Council mentor program. Their program experienced challenges recruiting mentors and engaging professional members. Enhancements included clarifying roles, promoting the program through various channels, and bringing mentors together regularly to improve the program. The presentation aims to help others establish effective mentorship structures and strategies.
This document provides guidance on becoming an effective student organization leader through developing leadership and organizational skills. It discusses selecting an appropriate leadership style based on the task and group's maturity. Effective leaders emphasize both task behaviors like organizing and relationship behaviors like support. Meetings should be well-planned with agendas and minutes. Programs require thorough planning, implementation, and evaluation. Motivating members and resolving conflicts are also addressed.
This Webinar presentation was held on Tuesday, September 28, 2010, as part of the free monthly Webinar series from Friends for Youth's Mentoring Institute.
Youth mentoring is on the rise - again. More agencies are beginning mentoring programs as a component within other youth services and many existing programs are looking to refine their process. There are many excellent models and guidelines to help, including the Elements of Effective Practice from MENTOR and Foundations of Successful Mentoring from the National Mentoring Center.
Successful Youth Mentoring Practices: Considerations and Guidelines will review important youth mentoring programming basics, including California’s 10 Quality Assurance Standards, research and theoretical frameworks, and practical implementation ideas.
The document provides testimonials from several clients who received executive mentoring from Piers Fallowfield-Cooper. They praise his experience, insightful advice, ability to challenge their thinking, and help them improve their leadership skills, careers, and personal lives. They say working with him transformed their outlook and increased their confidence, effectiveness, and performance.
Hannah Scott completed a cooperative education internship with the Workforce Engagement and Transformation office at the Michigan Department of Community Health. She assisted with various projects including observing Lean Process Improvement workshops, drafting training materials, coordinating communications campaigns, and event planning. Hannah gained experience in communication, project management, and dealing with challenges. She felt her supervisor and the WT team provided excellent mentorship and support during the internship. The experience helped Hannah better understand her career goals in mass communication.
This workshop by Mandy Williams, Participation Cymru Manager, gave the opportunity to explore the relationship between effective staff engagement and improved public engagement.
Participants looked at the benefits of effective staff engagement, explored what it felt like to be an engaged employee and identified ways of engaging staff better.
Fe wnaeth y gweithdy yma gan Mandy Williams, Rheolwr Cyfranogaeth Cymru, rhoi’r cyfle i edrych ar y berthynas rhwng ymgysylltu effeithiol gyda staff a gwell ymgysylltu gyda staff.
Edrychodd cyfranogwyr ar y manteision o ymgysylltu’n effeithiol gyda staff, wnaethon nhw ystyried sut beth yw bod yn weithiwr sy’n ymgysylltu ac fe wnaethon nhw glustnodi ffyrdd o ymgysylltu'n well gyda staff.
This document is a reflective report by Matthew Richardson about participating in the BUS3034 management practice business game module. Some key points:
- Richardson found the module appealing because it provided a practical, hands-on approach to learning about business management through direct decision-making and observing outcomes, unlike his more theoretical economics studies.
- He enjoyed the opportunity to work in a group, develop important skills like communication, and participate in a simulated shareholder meeting.
- A Belbin team roles test found Richardson's role was more of a "team worker" who helps lighten tensions, though he saw himself as more of a leader. He found this assessment accurate based on the group dynamics.
- The group
Group discussion is a method used to assess students' personalities and suitability for jobs. It involves discussing a topic among a group of people. Good group discussion requires maintaining cordiality, free expression of thoughts and opinions, and not interfering once the topic is announced. It helps stimulate ideas beyond any individual's knowledge. Benefits include exposing language, academic, leadership and teamwork skills. Participants should stay on topic, listen actively, get their turn to speak, and be considerate of others. Disruptions can be prevented by listening to understand others, staying in the chairperson role without inserting opinions, and not becoming defensive if criticized.
The document discusses meaningful mentorship and provides guidance on establishing an effective mentoring relationship. It defines what a mentor is and is not, explores the benefits of mentorship, and presents a pyramid model for developing a network of multiple mentors including a primary mentor, key advisors, and peer mentors. The mentorship cycle of initiate, maintain, and adapt is also described to cultivate the relationship over time.
Peter Vajda has provided invaluable guidance and coaching to numerous individuals and companies. His coaching approach involves asking thought-provoking questions that challenge preconceptions and push clients to think more deeply. This leads clients to gain insights, set goals, and achieve positive outcomes that improve their businesses and lives. Those who have worked with Vajda attest that his coaching methods are highly effective in creating meaningful change and bringing greater success, well-being, and fulfillment.
A digital mentorship is a digital mentoring program that is converted from physical meeting to virtual meeting on any online platform over the internet. Ashegar Digimentors (ADM) launched the digital mentorship program for the professionals and entrepreneurs, also give the opportunity to become an mentor.
The document contains testimonials from several participants in GiANT leadership programs. They describe experiencing personal growth and development, gaining leadership skills and tools that have positively impacted both their professional careers and personal lives. They found the programs, mentors, and cohort experience to be transformative and feel they are now better leaders and people as a result.
The document contains reviews and testimonials from various clients that Leslie Belay has worked with as a consultant. The clients express gratitude for Leslie's support, commitment, expertise, and the positive impact she had on their organizations. Some of the key impacts and contributions mentioned include: improving service quality, developing strategic plans and new initiatives, increasing diversity, resolving organizational issues, empowering boards and staff, and helping organizations through transitions. The clients recommend Leslie for future consulting work.
This document provides information about coaching services from Deirdre Van Nest to help clients "fire their fear" and make decisions from a place of freedom rather than fear. It discusses what is meant by "firing your fear", how coaching works with Deirdre, what clients can expect from working with her Fearless Living and Get Clients Now programs, and shares testimonials from satisfied clients who increased their confidence, income, and business success with her coaching.
Person-Centred Recruitment and Hiring: LiveWorkPlay's Journey (So Far!)LiveWorkPlay
This session explores the LiveWorkPlay journey in developing and using person-centred practices. Supported individuals must have a say not only as to what, where, why, how, and when they are supported but also WHO will be invited into their lives. This presents a myriad of human resources challenges and opportunities!
This document discusses peer-to-peer mentoring programs. It provides an example of a peer mentoring program established by the House of Commons called Parliagender. The program aimed to support senior female staff and increase gender equality. External mentors were recruited and matched with mentees. Feedback from mentees found the program beneficial, increasing their confidence, skills, and career aspirations. Mentees reported gaining a new perspective on themselves and their work through the program.
This document is a capstone reflection from a student who completed an internship in Washington D.C. through The Washington Center program. The student reflects on how their goals and outlook changed over the course of the program. They discuss developing new skills like networking and understanding different leadership styles through their internship at a nonprofit and leadership courses. The capstone reflection highlights how the program helped the student learn about their strengths, values, and career interests to help guide their future path.
ReNew You is a one-day personal development workshop for women designed to help them invest time in planning and focusing on their goals and development for the next 12 months. Participants reflect on where they are, identify goals, and leave with an action plan and journal to stay motivated over the coming year. The workshop aims to boost confidence and provide tools to overcome barriers, develop networking opportunities, and make lasting positive changes in their careers and lives.
Employees at Tribal describe the company as challenging but rewarding, offering variety, training, and career development opportunities. They say Tribal is a nurturing environment that encourages learning new skills and seeing projects implemented, and that it has given many employees clear career paths and tools to succeed.
2017 Leadership Intensive a coaching program by Melissa KopplinMelissa Kopplin
Melissa Kopplin offers a 2017 Leadership Intensive program consisting of 10 monthly sessions aimed at helping leaders improve their skills and effectiveness. The program focuses on increasing self-awareness, developing key leadership qualities, building skills like communication and decision-making, and helping participants clarify their goals and make a positive impact. It involves group coaching, individual sessions, assessments, and reflection activities. The intensive is designed for anyone seeking to strengthen their leadership and aims to deepen participants' confidence, perspective, and capacity for meaningful leadership.
Candace Malone has over 15 years of experience in instructional design, human resources, and project management. She has designed some of the first online training curriculums that incorporated new technologies like Wikis and YouTube. Throughout her career, she has taken on increasing levels of responsibility and leadership. She is currently seeking new opportunities to apply her skills and experience.
Internal and External Customer Feedback - coaching and facilitationAdèle van Rensburg
The document contains feedback from internal customers who received coaching, assessments, and training from the author. The feedback was overwhelmingly positive and described significant personal and professional benefits like improved outlook, empowerment, accountability, motivation, and goal achievement. Customers recommended expanding the training offerings and expressed appreciation for the presenter's dedication and professionalism.
Community Online Academy (COA) provides free live online courses for kids and adults daily from 5AM-10PM EDT. The courses cover topics like fitness, learning, and fun and are led by renowned instructors. COA originated from Next Jump's Leadership Academies and Little Jumpers programs. It has expanded globally in response to the COVID-19 pandemic to support employees working from home with childcare and wellness. COA offers over 100 classes per day across kid and adult tracks with the goal of serving up to 1,000 attendees per class.
Mary Argese provides life and business coaching. Several clients provided testimonials praising the positive impact Mary has had on them, including helping gain confidence, set goals, improve communication and relationships, and find direction and meaning after loss. Clients note Mary's caring and non-judgmental approach helped them overcome challenges and see their potential. They recommend Mary's coaching services to others.
We asked our employees why they think it's so sweet to work in our office. Here are some of their responses. We're hiring! Interested in meeting this awesome team of people? Write to careers@exclusiveconcepts.com - let's chat!
The recruiter enjoys their role at LinkedIn because they get to travel to campuses around the world, interact with new people, and hire talented candidates to join LinkedIn. They appreciate that the role allows creativity and the ability to try new recruiting strategies without fear of failure. The recruiter finds the work rewarding because they help connect people with career opportunities and make a positive impact.
Interview Study – Successful Career Change Strategiesexecutivecoaching
How do seasoned executives successfully master career change?
Ernst Bechinie, Executive Coach, has interviewed company owners, executives and professionals
about their experiences. The interviews were done in the time from May 2009 till February 2010.
The following table gives an overview of the participants:
Interview Study – Successful Career Change Strategiesexecutivecoaching
How do seasoned executives successfully master career change?
Ernst Bechinie, Executive Coach, has interviewed company owners, executives and professionals
about their experiences. The interviews were done in the time from May 2009 till February 2010.
The document contains testimonials from past members of a personal development group about what they gained from their experience. Members reported gaining clarity, increased focus on goals, confidence, motivation, communication skills, and the ability to overcome obstacles. They appreciated having a supportive group to share ideas, perspectives, and accountability in working towards their goals and personal growth.
Rachel Flehinger is a coach who runs the InnerAction program. The document shares testimonials praising Rachel for providing targeted feedback, honest discussions, and creating a comfortable atmosphere in her coaching sessions. Clients reported that Rachel energized them and gave them tools to improve their work and leadership skills. The InnerAction program uses acting exercises and improv techniques to help people overcome fears and doubts, improve confidence, and become better speakers and networkers.
The document is a reflection paper from a student who completed the TLC (Transformational Leadership Certificate) program. In the summary:
The student reflects that while they previously had some knowledge of leadership, participating in the TLC program significantly expanded their understanding of leadership and its various aspects. One impactful workshop was on seeing conflicts as opportunities. The student believes they achieved their goals of developing leadership skills, gaining knowledge about leadership in their field of business, and becoming a better communicator. They enjoyed volunteering at an event which helped them learn responsibility and find a relevant campus job in event services.
Similar to MCC Stories, Quotes & Testimonials Jul 2015 (20)
1. WorkReadyNH Stories, Quotes and Testimonials
Our clients have ranged everywhere from 18-82 years old, come from a variety of ethnic cultures, diverse careers,
differing education levels and span anywhere from newly unemployed up to twenty years unemployed. Despite all these
differences, there are some recurring themes that we have seen from the majority of our clients that have gone through
the program – their renewed sense of hope and confidence, feeling productive and valued again, and accomplishing a
common goal as a team.
Graduate Success Stories:
Barbara has an Associate’s Degree in Computer Science and a Bachelor’s Degree in Business and had worked steadily in
the business industry throughout her career. After being laid off she went for over a year without working, had lost her
self-confidence and was totally discouraged. She met us at a job fair and decided she had nothing to lose by participating
in the program. The four-week session changed her life for the better and two months later she wrote…
“Good Morning Regina;
I wanted to share my good news. I just accepted a position in accounting with NeighborWorks on Elm Street in
Manchester. It is a non-profit organization that does incredible things for the community. I am honored to be chosen to
be part of the team.
I also would like to thank you for the wonderful experience with the WorkReadyNH program. Teal was an amazing,
delightful instructor, and Michelle was outstanding. The whole class was magical!
Again, thank you for all your support and thoughts.”
Sincerely,
Barbara Guillemette”
Since completing the program, Liz has secured a new job with the State of New Hampshire under Project LAUNCH
(Linking Actions for Unmet Needs in Children's Health). Here are her comments on the program:
"I enrolled in WorkReadyNH as a professional development opportunity. My goals were to increase my math scores,
practice my leadership skills and network with different people and the WorkReady staff made these goals very
attainable. WorkReadyNH program strengths are its 'rigor, relevance, relationships and resources'. Without all of these
key elements it could not support each individual’s needs.
WorkReadyNH helped me achieve my goals of finding a meaningful career position by teaching up to date best practice
human resource intelligence and job search skills and applied on the job academics while at the same time providing a
forum in which to safely practice and improve these skills.”
Best,
Liz Lawrence”
Barbara Guillemette …
Renewed Confidence!
Liz Lawrence …
Meaningful Career!
Page 1 of 4 MCC Rev. 07/16/15
2. “Thanks to WorkReadyNH and the support after attending the program I was able to secure a position with a local
owned NH business.
During this program I gained new confidence along with practical interpersonal skills that I will carry with me for life. We
learned to write an eye catching Resume, how to sell yourself at the job interview, working as a team, and basics of how
to write a business plan just to mention a few.
The WorkReadyNH program was a great boost during a very difficult time in my life. Having no job, no money and limited
interaction with other unemployed adults I felt lost and very discouraged trying to find a new career.
At the program I got to know many other people who were having the same struggles trying to find gainful
employment. We all learned how to overcome and tackle the job market hurdles.
Before the program I lacked the work skills that are so important in this tough competitive job market. This program gave
me the skills I needed and courage to go forth.
All of the staff at MCC and WorkReadyNH were very supportive. I appreciate all they did for me. I hope that this program
will continue to be able to assist others as it has helped me.
Sincerely,
Sharon Whitcher”
Mike had been a welder for 20+ years and found himself unemployed for the very first time in his career. While in the
program, he accepted a welding position that started shortly after the session finished. He was very happy about the new
position and really believes the interviewing skills he learned in the program helped him get the new job.
“I gained a lot from the WorkReady program in many different ways and have actually used some of the knowledge on
my new job already. I thank you… for making the WorkReady program such a success.”
– Michael Woodard
Graduate Testimonials:
“I thought the courses and training were very good. I am a Recovery Coach for Webster Place, it is a drug and alcohol
rehabilitation program. I have been sober since 2001 and I think I have a tremendous amount of life experiences to offer
at this new job, so far it has been great. Sometimes we have to think long and hard outside the box. You were all
wonderful and I hope you continue your great work. Everyone needs a second chance.” – Celeste Lavallee
“It provided me a better resume that got me hired! Also more interviewing confidence.” – Annette Marcoux
“I thought that the program was fabulous. I thought the class was very well rounded. I hope that WorkReady always gets
the funding that is needed to continue helping unemployed and underemployed people.” – Debra Szarek
“This program gives you needed support, confidence in yourself, improved/refreshes abilities, assistance when needed
(resume, interviews, networking). Thank you!” – Dona Zajac
Sharon Whitcher …
Upgraded Skills!
Michael Woodard …
Improved Interviewing!
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3. “Good program, highly recommend it for all ages, no matter where you are at in your life.” – Alexa Jellison
“WorkReadyNH and WIA are how I got my job. Self-confidence, self-esteem and a wonderful supportive teacher and
staff are what armed me for the job search. I am a true believer.” – Jessica Barker
“I think everyone should take this class. Wish I could do it again.” – Julie Perkins
“I feel I walked away with a lot of helpful tools to find work.” – William Hanley
“I thought because of my age, it would be more difficult to compete with others. However, I now know that a history of
stability, good work ethics and maturity is probably why I got hired. Thank you for supporting my efforts and giving me
confidence.” – Brenda Young
“I feel every topic was helpful. I learned a lot of things from every topic that I can use in the future. It gave me a good
outlook because now I am more knowledgeable and confident.” – Austin Tenney
“The topics most helpful to me were the communication skills, mastering the interview so I can better sell myself,
business ethics was a great topic so that I could make sure that the right thing is being done, and building better teams
allows you to be better acquainted and bonded with your team mates so it can help improve productivity in the work
place. The program helped me boost my confidence while I apply for new jobs and got me excited to get back out there
after having so many bad experiences in the workforce.” – Dave Noftle
[The most important thing I learned from the WorkReadyNH program was] “learning to work effectively with team
members.” – Gail Merrill
“I just want to thank you… for such a good experience! I started a new position this week and I can't even begin to
explain how prepared I felt transitioning from the WorkReadyNH program into this position. I have never felt so
confident and prepared stepping into a new job. The time and experience in WorkReadyNH was truly invaluable. Many
Thanks!! – Christine Pierog
“Superb! Best thing I’ve done for myself in years.” – Janet Sarno
“Definitely got me ready to work again.” – Kevin Kim
“Again I want to take this time to thank you… for all the opportunities that you have shown me through WorkReadyNH
and after taking the course… I have not only regained self-worth in my abilities regarding my field of employment but
was able to learn some new things in regards to career building, networking and made new friends along the way.
Thanks – Rick Hall
Anonymous Quotes from Course Evaluations:
“I am leaving here knowing more.”
“The most beneficial and enjoyable aspects were the lessons in the Soft Skills book and the discussions that followed.”
“This was a big help to me for getting me “back in the game” and motivating me.”
“I thought the hard skills was a big help.”
“I think the course was great to go through, being out of work, learned a lot.”
“It was a tremendous opportunity for me. I gained a wealth of knowledge and skills to apply to building a wonderful
future.”
[The most important thing I learned in the WorkReadyNH program was the] “Soft Skills.”
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4. [What I liked most about this course was] “having a structured environment and being encouraged to push beyond my
comfort zone.”
[What I liked most about this course was the] “Soft Skills Training.”
[How relevant was this course to your current work situation?] “It got me my current job!”
“The outcome has helped to construct a polished resume and has enabled me to secure 2 job interviews.”
“It helped me prepare to re-enter the workforce.”
[What I liked most about this course was the] “ability to work with other people and learn from each other.”
“It taught me a lot more than my expectations.”
“Very relevant – I wish I had the opportunity to take this course in my college years prior to entering the main stream
work force.”
“Soft Skills were beneficial to bringing up skills that I haven’t used in some time.”
“It helped me boost my confidence and get some great positive feedback.”
[What I liked most about this course was the] “presentations and class discussions.”
“I grew so much in the four weeks.”
“Everyone unemployed should take this course.”
“This has helped me figure out what I want to do with my life and see new paths I might like to take.”
[What I liked most about this course was] “lots of working together and chances to think creatively and solve problems in
new ways.”
“Important skills for the workplace, how to handle conflict, critical thinking skills, and decision making skills.”
[The topic most helpful to me was] “Conflict Resolution – just being able to understand a different side and how to better
work out issues.”
“I wasn't sure what to expect from this program. I gained more life skills than I thought I would. I feel more like a leader
than I did before this program.”
[What I liked most about the WorkReadyNH program was] “the group interaction, meeting new people and networking,
lots of participation throughout, brushing up on all of my soft and hard skills and interview specifics.”
“Excellent inspiration and guidance throughout the whole class. Full of wisdom and valuable experiences. The diversity of
the participants and sharing of their experiences and the relationship / team building exercises were very helpful. The
business group was a very beneficial collaborative learning experience.”
“[The topic I found to be the most helpful was] Customer Service – it helped me refine my skills which I have many years
of experience in. I will be able to put the course on my resume. Education can never be taken away from you, so that is a
great benefit. I believe I will have an easier time obtaining a position having taken this course.”
[The most important thing I learned was] “brushing up on both team playing and communication skills that are required
in the work place and in my case have gone stale.”
“It changed my life. My attitude and confidence has changed.”
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