Mission, Vision, Values
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The mission of the organization is to educate families affected by neurological disorders about the conditions, advocate for their rights, educate society that these conditions are treatable and not lifelong, raise awareness of environmental toxins that can cause neurological damage, and fund research toward finding cures. The vision is to help those affected reach their full potential. The values are to never give up in helping loved ones.
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Ms. Ross founded Araven Holistic Mind Institute to address the lack of mental health support for African Americans. AHMI takes a holistic approach, addressing mental health challenges through education on brain chemistry, nutrition, exercise and managing triggers. Its Focus Believing Individual Model program provides one-on-one education to help participants understand and manage their specific mental illness. AHMI hosts educational events and refers people to community resources, with the goal of empowering individuals through personal education rather than long-term support groups.
Page 16 winter issue of empowerment magazine
Ms. Ross founded Araven Holistic Mind Institute to address the lack of mental health support for African Americans. AHMI takes a holistic approach, addressing mental health challenges through education on brain chemistry, nutrition, exercise and other lifestyle factors. Its Focus Believing Individual Model program provides one-on-one education to help participants understand their mental illness and triggers. AHMI hosts educational events and refers people to community resources, with the goal of empowering individuals through personal education rather than long-term support groups.
MENTAL HEALTH.pptx
A person is considered to be mentally healthy when he or she is devoid of any form of mental illness, and this state is referred to as mental health. Any person's emotional, psychological, and social state all impact their mental health. A person's capacity to think, understand, feel, and act is influenced by their mental health. A person's capacity for managing stress and making crucial life decisions may also be impacted.
Reflecting on mental health consumer-survivor-expatient movement
The document provides a summary of a presentation on reflections from the consumer-survivor-ex-patient movement. It discusses the diversity of experiences within the movement, including different views on treatment experiences and priorities. It also reflects on challenges such as a lack of influence, barriers faced by consumer workers within the mental health system, and how to build unity while embracing diversity. The presentation considers strategies for enacting change both from inside and outside the system, as well as strengthening the movement.
Smile Campaign Rationale
This document outlines a campaign to promote mental health awareness among 15-25 year olds. The creator conducted a survey of their target audience to understand their interests, stressors, and coping mechanisms. They will create a TV ad showing a day in the life of a teenager dealing with stressors and then destressing through common coping strategies identified in the research, like spending time with friends. A accompanying podcast will feature conversations between the creator and others discussing their struggles and healthy ways of managing stress. The goal is to make the audience feel less alone and encourage finding helpful coping mechanisms.
Case for Support
The document provides guidance on creating an effective case for support to win donors. It emphasizes telling a clear and compelling story with a beginning, middle and end to attract donors' attention. The story should be comprehensible and consistent across different media. An effective case translates the organization's vision, mission and values for supporters. It should balance internal and external perspectives and use language the audience understands. The document outlines a framework for an effective case including describing the problem, the organization's passion and vision, its identity and special qualities, its work, personality, and how past and future support will make a difference.
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Delivering your Message
The document provides 7 tips for effective presentations: smile, make eye contact, show emotions, use gestures, pause when needed, emphasize key words, and involve the audience. These tips are meant to help with delivery and connecting with an audience. The author, Paul B. Thornton, is an expert on leadership and public speaking, having written several books on related topics.
Are You Ready To Deliver a Great Presentation?
This document provides tips for delivering a great presentation, including getting the audience's attention, making the presentation relevant, establishing credibility, listing major points and big ideas, providing structure through problem-solution or question-answer frameworks, supporting ideas with examples and visual aids, telling stories, involving the audience, using descriptive language, engaging listeners emotionally and intellectually, and concluding by summarizing key ideas and next steps. The author is Paul B. Thornton, an author and speaker who has written e-books on leadership and case studies.
Leadership Styles
The document discusses three leadership styles: directing, discussing, and delegating. The directing style involves one-way communication from the leader and telling employees what to do. Discussing involves two-way communication and asking questions to get employee input. Delegating empowers employees to work independently and handle tasks themselves. Each style has benefits and drawbacks depending on the situation. The document provides examples of when each style would be most effective and issues to watch out for like micromanaging or not providing enough guidance. It concludes that the key is using the leadership style best suited to the current needs and encourages leaders to develop their skills in all three approaches.
What is your Leadership Style
The document discusses various leadership styles including directing, discussing, and delegating. It notes that directing involves telling subordinates what to do, discussing involves asking questions and engaging in dialogue, while delegating empowers subordinates to make decisions and complete tasks independently. The document also outlines potential issues with each style if not properly applied, such as lack of engagement or providing unrealistic tasks. It emphasizes that the appropriate leadership style depends on the situation and emphasizes engagement, motivation, and development of employees.
Thrree styles of leading
Leadership styles can be direct, discussive, or delegating. Directing has a low readiness for change while delegating has a high readiness. The best style depends on each unique situation so leaders should diagnose appropriately to either educate, engage, or empower others.
Listening skills
The document outlines 7 actions to improve listening skills: 1) be curious, 2) remove distractions, 3) make eye contact, 4) don't interrupt, 5) observe body language, 6) ask questions, and 7) test for understanding. It emphasizes identifying what the speaker wants you to know or do. Improving listening skills provides benefits like making people feel valued, allowing people to learn, and reducing mistakes.
Effective & Efficient
This document discusses how to be an efficient and effective manager. It lists key resources as people, equipment, money, information, and time. The best managers are both efficient, by not wasting these resources, and effective, by focusing on the right things and using resources productively. Being both efficient and effective allows a manager to achieve organizational goals by working with people in the most optimized way.
Demanding bus environmet
The document discusses the challenges facing modern managers, who must satisfy bosses, employees, customers, and stockholders while facing competition. To survive and prosper, managers must be open, curious, and willing to continuously improve by keeping up with today's demanding and changing business environment. The bottom line is that managers need to keep improving themselves.
Three types of Power
This document discusses three types of power: position power which comes from one's formal role or title, expertise power which comes from one's knowledge and skills, and personal power which comes from characteristics like likability, presence, confidence, and optimism. Position power allows one to assign tasks, provide rewards, and administer discipline. Expertise power is based on one's expertise. Personal power comes from personal characteristics and makes one likable. The document suggests remembering that the more power you have, the more responsibility you have, and asks how to increase one's power.
Manager vs leader
Managers focus on using current methods and procedures to get work done and maintain stability, while leaders focus on change by redesigning, reengineering, and reimagining approaches. The document argues that both management and leadership skills are needed, with managers scoring higher on maintaining stability and procedures and leaders scoring higher on facilitating change, but the ideal is to develop abilities in both roles.
Types of leaders
All leaders have a common goal of influencing and inspiring others. The document outlines four types of leaders - thought leaders who influence with ideas, courageous leaders who influence through action, inspiring leaders who influence with passion, and servant leaders who influence through help. It encourages the reader to identify a leadership approach to improve and write down an action to work on developing that skill.
Manager vs Leader
Managers focus on using current methods and procedures to complete work, while leaders focus on change and reimagining approaches. The document contrasts managers who emphasize stability and procedures with leaders who champion innovation and new ideas. It concludes that to be most effective, one needs to demonstrate both management and leadership skills.
Types of leaders
This document outlines four types of leaders: thought leaders who influence and inspire with ideas, courageous leaders who influence through their actions, inspiring leaders who motivate with passion, and servant leaders who help others. It encourages the reader to identify a leadership approach to improve upon and write down an action for development, signed by the author Paul B. Thornton who is an author, speaker, trainer and professor.
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This document discusses implementing organizational change and outlines key roles and responsibilities. It identifies that sponsors provide resources and support, while project leaders staff and lead implementation teams to create and execute project plans. It also discusses identifying the target group that needs to change, determining their ability and motivation, and identifying a secondary group to support the target group's changes through their own actions. Finally, it notes change plans should enhance ability, motivation, launch the change, deal with different types of people, and have strong communication.
Managing stress
The document discusses managing stress and outlines that stress occurs when demands exceed coping skills. It identifies common demands like work, school, family, and social demands and discusses helpful coping skills like planning, exercise, relaxation, and seeking support. The document also notes that when demands increase beyond coping skills, stress reactions can occur that impact productivity, behavior, and health. It recommends taking action to reduce demands and increase coping skills to better manage stress.
3-D Leadership Model
The 3-D Leadership Model outlines three leadership styles: direct, discuss, and delegate. The model shows that different situations and people require different styles, from directing tasks for low experience individuals to delegating more independent work. Effective leaders diagnose what approach is needed and can facilitate moving between directing, discussing, and delegating depending on the current situation and what is possible.
Management Styles
This document discusses different management styles: directing, discussing, and delegating. It notes some potential problems that can occur with each style, such as having too many or too few details when directing, or too much or too little discussion when discussing. For each style, it provides an example of how a manager could address an employee who is taking on extra work duties. The document concludes by emphasizing the importance of selecting a management style that fits the needs of the situation.
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The document provides tips for giving great presentations. It discusses focusing the message around one big idea and making it relevant to the audience. For delivery, it recommends making eye contact with the audience, using gestures, and employing pauses for emphasis. Audience participation is also encouraged to engage listeners.
Prepare & Deliver Great Presentations
This document provides tips for preparing and delivering effective presentations. It discusses organizing the presentation, creating slides, and delivering the presentation. Some key points covered include introducing the topic and providing an overview, structuring the presentation with a headline and supporting points with facts, stories, examples and visuals. Tips for delivery include making eye contact, using gestures and pauses, emphasizing key words, and practicing. The conclusion emphasizes that effective presentations require time, effort and practice.
Ch. 11 presentations
This document provides tips for business students on preparing and delivering effective presentations. It recommends that students:
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2) Structure presentations with an introduction to engage listeners, an overview of 3 main points, and a conclusion.
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一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
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1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
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1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
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一比一原版(QU毕业证)皇后大学毕业证如何办理
QU本科学位证成绩单【微信95270640】《皇后大学毕业证书原版制作QU成绩单》【Q微信95270640】《仿制QU毕业证成绩单皇后大学学位证书pdf电子图》，A.为什么留学生需要操作留信认证?
留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询!
B.为什么我们提供的毕业证成绩单具有使用价值？
查询留服认证是国内鉴别留学生海外学历的唯一途径，但认证只是个体行为，不是所有留学生都操作，所以没有办理认证的留学生的学历在国内也是查询不到的，他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单，就有了使用价值。
实体公司，专业可靠，办理加拿大毕业证|办美国成绩单|做德国文凭学历认证|办新西兰学位证，办澳洲文凭认证，办留信网认证（网上可查，实体公司，专业可靠）铸就十年品质！信誉！实体公司！
文凭办理流程：
1客户提供办理信息：姓名生日专业学位毕业时间等（如信息不确定可以咨询顾问：微信95270640我们有专业老师帮你查询）；
2开始安排制作毕业证成绩单电子图；
3毕业证成绩单电子版做好以后发送给您确认；
4毕业证成绩单电子版您确认信息无误之后安排制作成品；
5成品做好拍照或者视频给您确认；
6快递给客户（国内顺丰国外DHLUPS等快读邮寄）。
7完成交易删除客户资料
高精端提供以下服务：
一：皇后大学皇后大学毕业证文凭证书全套材料从防伪到印刷水印底纹到钢印烫金
二：真实使馆认证（留学人员回国证明）使馆存档
三：真实教育部认证教育部存档教育部留服网站可查
四：留信认证留学生信息网站可查
五：与学校颁发的相关证件1:1纸质尺寸制定（定期向各大院校毕业生购买最新版本毕,业证成绩单保证您拿到的是鲁昂大学内部最新版本毕业证成绩单微信95270640）
A.为什么留学生需要操作留信认证?
留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询!
B.为什么我们提供的毕业证成绩单具有使用价值？
查询留服认证是国内鉴别留学生海外学历的唯一途径但认证只是个体行为不是所有留学生都操作所以没有办理认证的留学生的学历在国内也是查询不到的他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单就有了使用价值。娃拒绝父亲送说往车上一躺就等着下车决无丢失的道理有手机在身联系也方便再说他都岁了还有大半车的小伙伴相伴他不怕在父亲千叮咛万嘱咐中山娃依依不舍地爬上车朝窗外不住地挥手别了父亲别了父亲的城别了我的暑假生活我的城市生活望着窗外挥舞的大手还有那张微驼的背一向坚强的山娃禁不住泪如雨下当我坐下来想写这封信时“感恩两字在我脑海中回旋很幸运我有这样的机会能将埋在心底深深的感激之情得以表达从婴儿的“哇哇坠地到哺育听
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Mission, Vision, Values
- 1. Mission, Vision, Values Paul B. Thornton
- 2. Is your mission… Meaningful
- 3. Is your mission… Simple & Clear • The mission of the Association is to educate and empower families affected by this and other neurological disorders, while advocating on behalf of those who cannot fight for their own rights. We will educate society that this condition is not a lifelong incurable genetic disorder but one that is bio-medically definable and treatable. We will raise public and professional awareness of environmental toxins as causative factors in neurological damage that often results in an or related diagnosis. We will encourage those in the community to never give up in their search to help their loved ones reach their full potential, funding efforts toward this end through appropriate research for finding a cure for the neurological damage from which so many affected.
- 5. Is your vision… Visible
- 6. Is Your Vision… Inspiring
- 7. Is Your Vision… Shared
- 8. Are your values… Clearly defined
- 9. Are your values… Modeled
- 13. M-----V-----V Make sure… Understand Buy-In
- 14. M-----V-----V Make sure… Understand Buy-In Discussed
- 15. Bottom Line… Start by building a solid foundation.