The slide share contains the three blog posts to date from the Network of Executive Women (NEW) Leadership Summit "The NEW Male Champion" and "Engaging Men Who Get It" workshops.
The articles are entitled:
> The NEW inclusion of men which summaries workshop 1
>NEW male engagement in women's advancement which summaries workshop 2 and
> Intercultural Competence and Women's Advancement which highlights the use of the Intercultural Development Inventory (IDI) to accelerate women's advancement
If you are new to being a Youth Adviser or Youth Coordinator in your congregation, this is the webinar to watch. There is a review of the basics in youth programming, safety issue review, and new resources/models for youth ministry in UU congregations.
If you are new to being a Youth Adviser or Youth Coordinator in your congregation, this is the webinar to watch. There is a review of the basics in youth programming, safety issue review, and new resources/models for youth ministry in UU congregations.
Financing solution for women empowerment in agriculturekamnath2k
This financial solution seeks to empower rural women and widows through an agricultural micro-credit/aid enhanced scheme. Women constitute over 50% of the world’s population and though they perform two-third of the worlds work yet they receive only one hundredth of the world’s income. They constitute 43% of the world’s agricultural labour yet they do not have access and control over land.
For the over 80% of agricultural produce that comes from small farmers in Africa, most of whom are women to be properly harnessed, women will need to be given adequate attention as ‘‘when we empower women, we empower communities, nations and entire human family’’ UN Secretary-General Ban Ki-Moon.
Presentación del capitulo 14 del libro "Principios de los circuitos electricos" realizado por el estudiante Brandon Cerdas Montero y del autor Thomas Floyd
Financing solution for women empowerment in agriculturekamnath2k
This financial solution seeks to empower rural women and widows through an agricultural micro-credit/aid enhanced scheme. Women constitute over 50% of the world’s population and though they perform two-third of the worlds work yet they receive only one hundredth of the world’s income. They constitute 43% of the world’s agricultural labour yet they do not have access and control over land.
For the over 80% of agricultural produce that comes from small farmers in Africa, most of whom are women to be properly harnessed, women will need to be given adequate attention as ‘‘when we empower women, we empower communities, nations and entire human family’’ UN Secretary-General Ban Ki-Moon.
Presentación del capitulo 14 del libro "Principios de los circuitos electricos" realizado por el estudiante Brandon Cerdas Montero y del autor Thomas Floyd
Aspect Of Social Media Use In The WorkplaceAisha GarrisStr.docxdavezstarr61655
Aspect Of Social Media Use In The Workplace
Aisha Garris
Strayer University
Professional Communications
May 13, 2018
Introduction
There are various ways in which social media can help employees in a firm. In most instances they are all geared at steering the company to greater heights. As much as these social medias are vital for the company, there is need for the company to regulate how they are used.
It is true that banning the use of social media at work might be hard, therefore the company, should make appropriate channels for use of social media that benefits the firm as well as the employees. Thus, below are aspects of social media:
Social Media Platforms that can be beneficial at Work
Allows Employees to Take a Mental Break
At work, taking an occasional break shouldn’t be discouraged rather, and this can be possible through allowing employees to use their social medias as these simplifies these breaks.
Thus, they can take their breaks without having to go to news rooms to read the news paper or having to interrupt other employees so that they can talk together.
Social media can provide the shortest breaks that they need and when used responsibly, they acquire incites that are beneficial for their advancement in their areas of specialty.
Enables employees to make and support professional connection
Social media aspects can allow employees to mingle with employees from a different but within the same area of specialty. It results to professional relationships strengthened and hence creation of opportunities that otherwise wouldn’t have been available.
More and better connections can result to sales leads, business opportunities, interest in employment and new ideas.
Employees can ask questions and solve a work problem
Social media can be one way that can help employees resolve work related issues. This can be achieved through posing the question on social media as this can be a simple and quick way to have several possible solutions.
At times an outside perspective is vital and social media is the perfect place to get such, easily, quickly and free of charge.
Strengthen and Builds Personal Relationships with Coworkers
Coworkers can use social media to communicate among themselves and interact, this will create a better relationship (Majchrzak et al., 2013). In a firm where the employees are relating well, there is a tendency of them working better hence producing excellent results for the company.
Social media is an easy ay to encourage communication among employees and help in idea sharing and increased engagement both while at work or not.
Strengthen and Builds Personal Relationships with Coworkers- Image
Enhance Information delivery and discovery
Social media is a platform where employees can deliver and deliver job-related information which are intended to boost the company’s produce.
It is an avenue for workers to acquire news and information that is relevant to their work specialty and discover new aspects.
Beyond the First Click: How today’s volunteers build power for movements and ...MobLab
If movements and organizations invest in and cultivate supporters who are doing substantial and meaningful work, then does their reach, impact and odds of success increase?
That’s the question we set out to explore.
We wanted to look under the hood of organizations doing a great job engaging top-tier supporters and volunteer leaders. These organizations are creating opportunities for supporters and volunteers to make decisions and act on behalf of the organisation.
We sought to uncover insights, patterns and best practices that we could share with our colleagues in the nonprofit sector.
We interviewed 35 organizations and experts in eight countries. Beyond the First Click is a project of Capulet, Change.org and the Mobilisation Lab at Greenpeace.
The study has been summarized in the form of a presentation so that others can understand its relevance. It is really important to look for ways to empower women through creative and innovative entrepreneurial ventures.
Running Head ORGANIZATIONAL MISSION AND LEADERSHIP PRACTICES1O.docxtodd581
Running Head: ORGANIZATIONAL MISSION AND LEADERSHIP PRACTICES 1
ORGANIZATIONAL MISSION AND LEADERSHIP PRACTICES 7
ORGANIZATIONAL MISSION AND LEADERSHIP PRACTICES
Ashley Cook
HMSV 8404
Carolyn Allen
August 12, 2018
Introduction
The organization mission of different service organizations and the leadership practices facilitates effective delivery of services to the people. The mission ensures that the organization takes part in the authorized activities without having to engage itself in activities which might act as barriers to its success. Leadership practices used in different organization determines the manner in which the organization is managed therefore the time need for it to achieve its objectives. (Burke, 2017)
The leadership practices and the mission should enable the organization to come up with effective decisions which might lead to effective delivery of services to the members of the public. For the organizations in a given country to work objectively for the sake of satisfying the needs of the members of the public, the mission statement should focus on the services delivery to the people without subjecting them to any form of payment for the services provided at a given time.
Organizational mission and leadership practices
As a result of the ability of the American Red Cross organization to obey the mission put in place to government its operations; the mission has enabled the organization to determine its direction in an effective manner, it has again led to the ability of the organization to focus more on its future, the mission has been providing the organization with a template for which different decisions are made, it formed the basis for the organization’s alignment, it welcomed helpful changes in the organization, the strategy of the organization is shaped accordingly and hence the it facilitates the evaluation and the improvement of the organization thus ensuring that its objectives and goals are achieved within the stipulated time.
Due to the ability of the American Red Cross organization to use the leadership practices and mission effectively, the organizational outcomes and leadership viability have been shaped through the engagement in quality decision making which ensure that the organization takes part in the authorized activities under control of the set policies.
As a result of the ability of the American Red Cross organization to focus on its mission and the leadership practices, the employees have been encouraged to work towards the organization’s directions. The employees are always reminded why the organization exists therefore that motivates them to work for the success of the organization.
The leaders in the organization ensure that the employees work for the sake of satisfying the needs of the members of the public as a way of keeping to the directions of the organization. When the direction is followed, an effective destination is achieved and therefore the members of the public are .
Running Head ORGANIZATIONAL MISSION AND LEADERSHIP PRACTICES1O.docxglendar3
Running Head: ORGANIZATIONAL MISSION AND LEADERSHIP PRACTICES 1
ORGANIZATIONAL MISSION AND LEADERSHIP PRACTICES 7
ORGANIZATIONAL MISSION AND LEADERSHIP PRACTICES
Ashley Cook
HMSV 8404
Carolyn Allen
August 12, 2018
Introduction
The organization mission of different service organizations and the leadership practices facilitates effective delivery of services to the people. The mission ensures that the organization takes part in the authorized activities without having to engage itself in activities which might act as barriers to its success. Leadership practices used in different organization determines the manner in which the organization is managed therefore the time need for it to achieve its objectives. (Burke, 2017)
The leadership practices and the mission should enable the organization to come up with effective decisions which might lead to effective delivery of services to the members of the public. For the organizations in a given country to work objectively for the sake of satisfying the needs of the members of the public, the mission statement should focus on the services delivery to the people without subjecting them to any form of payment for the services provided at a given time.
Organizational mission and leadership practices
As a result of the ability of the American Red Cross organization to obey the mission put in place to government its operations; the mission has enabled the organization to determine its direction in an effective manner, it has again led to the ability of the organization to focus more on its future, the mission has been providing the organization with a template for which different decisions are made, it formed the basis for the organization’s alignment, it welcomed helpful changes in the organization, the strategy of the organization is shaped accordingly and hence the it facilitates the evaluation and the improvement of the organization thus ensuring that its objectives and goals are achieved within the stipulated time.
Due to the ability of the American Red Cross organization to use the leadership practices and mission effectively, the organizational outcomes and leadership viability have been shaped through the engagement in quality decision making which ensure that the organization takes part in the authorized activities under control of the set policies.
As a result of the ability of the American Red Cross organization to focus on its mission and the leadership practices, the employees have been encouraged to work towards the organization’s directions. The employees are always reminded why the organization exists therefore that motivates them to work for the success of the organization.
The leaders in the organization ensure that the employees work for the sake of satisfying the needs of the members of the public as a way of keeping to the directions of the organization. When the direction is followed, an effective destination is achieved and therefore the members of the public are .
Discover the barriers holding companies back from having the diversified teams needed to boost their results, ignite innovation and excellence. Learn what can be done to bridge the gap.
Strategic Equity, Diversity and Inclusion (EDI) Leadership AssessmentKevin Carter
The Strategic Equity, Diversity, and Inclusion (EDI) Leadership
Assessment is both a supplement to cultural competence coaching and training, as well as a stand-alone document that will enhance your ability to achieve personal, team,
and organizational success.
For all of us, the challenge and opportunity are to grow, from where you are now to a deeper understanding of how to best deliver the organization's brand to colleagues, customers, business partners, and the community.
Keep an open mind. Enjoy the journey. Let's begin!
ManToMan #MeToo Session: Being the Imperfect AllyKevin Carter
The "ManToMan #MeToo Session: Being the Imperfect Ally" is a 90-minutes to 1/2 day session that creates an empathetic space for authentic dialogue and provides a relationship based model for men and women to gain congruence on intentions, behaviors, and impact that represents #MeToo progress in the workplace.
On Behalf of Usher's New Look Urban Game Jam Event May 21stKevin Carter
On behalf of Usher’s New Look, we would like to invite you to be our special guest at the SparkLab University videogame workshop. The workshop will feature Urban Game Jam
presented by Entertainment Arts Research Inc.
The event will include a presentation from world renowned scientist Dr. Thomas Mensah, and executives from Microsoft and TVOne. The attendees will also include the CEO from Game Builder Studios and other digital media companies.
Diversity, Inclusion & Innovation - Strategic Leadership AssessmentKevin Carter
The Diversity, Inclusion & Innovation - Strategic Leadership Assessment has been updated. Please obtain a free assessment here http://www.inclusioninnovates.com/d-i-assessment-tool.
Intercultural Competence and Women's AdvancementKevin Carter
Slide depicts how a growth along the intercultural development continuum as measured by the intercultural development inventory (IDI) can foster women engagement and advancement.
Network of Executive Women (NEW) The NEW Male Champion Report-OutKevin Carter
Network of Executive Women (NEW) The NEW Male Champion Report-Out
Congratulations to the men and women who developed and updated the report-out from "The NEW Male Champion" session at the Network of Executive Women (NEW) Leadership Summit.
Please provide any additional feedback and thoughts!
Kevin A Carter NEW Leadership Summit 2015 Planning GuideKevin Carter
The Summit Planning Guide is being used during the Network of Executive Women (NEW) Leadership Summit in Dallas, Texas, September 30 to October 2 to help participants better themselves, advance women and aid their organizations.
My Guide is attached to assist participants of two sessions I will facilitate, "The NEW Male Champion" and "Engaging Men Who Get It," complete their Guides.
Disruptive Inclusion _ Kevin Carter BiographyKevin Carter
Disruptive Inclusion is about proactive recognition and embracing of both the similarities and differences in people with a clear objective of improving organizational environments, individual motivation, and ultimately business innovation. Disruptive Inclusion is a conscious and deliberate effort to inject and foster difference into a team work environment for business results.
Technology Adoption Lifecycle meets Intercultural Competence ContinuumKevin Carter
Special thanks to Daniel Maycock, an IT Strategy Solution Architect for Slalom Consulting, for being the inspiration to the diagram above. The model represents the belief that as leaders increase their cultural competence, they also increase their ability to inspire technology adoption with a larger base of individuals.
Inclusion Innovation represents the intersection of Diversity, Inclusion, Intercultural Competence and Social Media Technology.
What do you think?
Diversity, Inclusion & Innovation - Strategic Leadership Assessment Tool
The DII-SLA Provides a quantitative measurement of an leaders' comfort level and effectiveness in leveraging diversity, intercultural competence and Internet technologies to foster innovations in business products, services, processes and practices. The DII-SLA can be used as an initial assessment or to measure progress.
A leader with a high assessment score is more likely to engage all members of their team towards successful completion of organizational objectives.
We believe in a unique approach to D&I that delivers innovative improvements for your workplace and its products and services, by cultivating the powerful and diverse networks that already exist inside and outside of your organization.
Inclusion Innovation intertwines diversity, "idea networks,” Intercultural expertise and collaborative technology to generate a "super-addictive" affect. Idea generation is then accelerated when networks within your organization are connected with customers and consumers outside your organization
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
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[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
An introduction to the cryptocurrency investment platform Binance Savings.Any kyc Account
Learn how to use Binance Savings to expand your bitcoin holdings. Discover how to maximize your earnings on one of the most reliable cryptocurrency exchange platforms, as well as how to earn interest on your cryptocurrency holdings and the various savings choices available.
3. must recognize that championing women means a win for themselves and their organizations.
I urged men to consider these three benefits:
● Greater customer affinity: Understanding women better means understanding markets
better,
● More coworker engagement: Understanding women better means accelerating their
and your performance, and
● A stronger personal brand: Understanding women better means better finetuning and
improving your personal brand.
Again, this major obstacle of apathy was addressed headon by aligning the group’s
aspirations to the top challenges faced by CEOs.
Learn a new approach
The NEW Male Champion has the mindset, skillset and toolset to identify, support and
advocate cultural change within organizations that benefit women. The mindset is one of high
selfawareness and knowledge of others, particularly women. The skillset can generally be
described as being a good listener, observer and communicator. And the toolset is having the
ability to align strategies that advance women with achieving business objectives.
During the session, men challenged each other with questions such as the following:
1. How well could others articulate why gender advancement matters to me?
2. Who are my female role models?
3. How do I foster gender knowledge?
4. What is my aspiration regarding the advancement of women?
5. How much time do I spend mentoring and being mentored by women?
After these discussions, the male participants developed a clear and poignant list of behaviors
they will model, obstacles they will overcome and personal actions they will take to become
male champions.
We also discussed how to incorporate the LIFO, Life Orientation Effective Communication
model to ensure they were matching their communication style to the communication needs of
their audience.
12. ● The knowledge set is selfknowledge, knowledge of others and groups
● The skill set is good listening, observing and communicating skills and
● The tool set is instruments such as The IDI® and The Winters Group cultural identity
exercises and DNA model
The IDI® assesses the capability to shift cultural perspective and appropriately adapt behavior
to cultural differences and commonalities. It is a 50item questionnaire available online that can
be completed in 15–20 minutes. A wide range of organizations and educational institutions use
the IDI (click here to view a number of organizations using the IDI).
The Intercultural Development Continuum is grounded in theory, research and evidence to
explain predictable stages people go through, based on their intercultural experiences. The
model can predict one’s ability to communicate effectively and appropriately in a variety of
cultural contexts.
The journey of intercultural competence is from a Monocultural to Multicultural Mindset. The
Monocultural mindset uses one one’s own cultural values and practices to make sense of
other culture’s differences and similarities. A global, intercultural, or, multicultural mindset can
view interactions from multiple cultural perspectives.
The first stage along the Continuum is Denial. In this Mindset, one is comfortable with the
familiar, not interested in complicating life with “diversity” and “cultural difference,” and may
avoid interacting with other cultures. The business impact of this mindset is that we just plan
and manage our business the same way we always have. There is no difference; everyone
accepts this. And we believe we will continue to succeed as we always succeeded. The Denial
mindset to women's advancement can be depicted as: “The corporate environment and
system works for me, it should work for you”
The next mindset is Polarization, where one has a strong commitment to a way of thinking
and about their culture. Typically, either their culture is superior or inferior. One probably has
some distrust of, and discomfort with, other (cultural) behaviors or ideas. Polarization signifies
a we vs. them attitude.
The business impact of this mindset is that people appear so different; so confusing that they
make one uncomfortable. Our wish is that others conform to our ways, like our products and
services, be happy as “we” are, and stop complaining; or go elsewhere. The Polarization
mindset to women's advancement can be depicted as: “If women adapt to the system, they will
succeed in the system”