This document summarizes a leadership event held by the HDI Capital Area chapter in October 2012. It thanks the event sponsors and contributors, including various speakers and attendees. The agenda for the event is outlined and includes visiting vendor booths, a raffle, and speakers. Information is provided on upcoming HDI awards and nominations, the FUSION 12 conference in Dallas, and becoming an HDI member. The document concludes by advertising an upcoming talk on developing an "Action Plan for Success" focusing on core values, accountability, and balancing life and career.
Helping identify who is on the bus, who is off the bus, and how to implement a progressive and healthy healthcare culture.
* 87% of companies find Company Culture as priority
* Netflix Manifesto Discusses Behaviors (as Values)
* GoreTek "we don't manage people, we expect people to
manage themselves"
* Good to Great companies hire from within
* Changing Culture takes relentlessness, consistency,
transparency, and tone at the top leadership
* Company Culture does not exist without embrace of
accountability
“Culture” was named the most popular word of the year in 2014 by Merriam-Webster. It has since become one of the most important words in corporate boardrooms, a hot topic in general and smokin’ hot in internal audit circles. But why? And why now?
Our session will focus on answering these questions to help us understand how we got to this point and where we go from here. In addition, we will discuss these questions about organizational culture:
- What is Culture?
- What is Our REAL Culture?
- What is Our Desired Culture?
- How do We Turn Our Desired Culture into Reality?
Human Flourishing + Aligned Human Capital Strategy + InventionPeopleLead
Are you interested in creating a healthy, vibrant and inclusive workplace culture? Does your organization have an aligned human capital strategy? How might we co-create conditions for human flourishing and invention so your organization thrives?
A culture that mobilizes, empowers and engages employees has probably never been more important. Most organizations pursue the aspiration but fail to deliver in reality.
In this webinar, learn how to help organizations move from good intentions to actively creating their ideal culture. We will:
Identify the steps required to define the desired organizational culture
Find out how to spot the behaviors that can undermine an organization's efforts
Explore what research can tell us about effective (and ineffective) leadership and its impact on organizational culture
Discuss practical strategies for making and measuring culture change in the real w
The document contains summaries of multiple topics related to business management and self-development including communication effectiveness, leadership essentials, creativity and innovation, business etiquette, relationship management, effective marketing skills, effective meetings, and mastering your mind. The document was written by Joe Monteiro, an experienced corporate trainer who facilitates development in areas like communication, innovation, creativity, and personal management.
From Diversity Zero to Hero: The GoDaddy Transformation StoryLever Inc.
Overhauling a company's reputation, brand and culture is no small feat, but over the last five years, GoDaddy has achieved a full-scale transformation. Katee Van Horn, the company's VP of Global Engagement and Inclusion, has been there throughout. Here, she brings us behind the scenes to show what it's taken to elevate GoDaddy to one of the most admired workplaces for diversity, and particularly for women in tech.
MedRecruit Leadership Programme - 8 - Creating an 'A' TeamMedRecruit
The document discusses how to create an "A Team" through clarity, selection, training, and engagement. It emphasizes that an "A Team" with a strong culture and strategy is key to success. The document provides guidance on defining what makes an "A player," identifying performance gaps, and engaging team members by showing them how their work matters, enabling their effectiveness, rewarding top performers, encouraging innovation and growth. The goal is to develop a team that leaders want to follow.
Join BoardSource Senior Governance Consultant Emily Davis in a facilitated training to examine the critical elements of governing roles and responsibilities. Defining common language, expectations, and shared accountability around governance best practices will best serve McREL’s mission and future.
Matching McREL’s board members’ passion with the governance essentials will serve to create a strong individual board experience and establish long-term success and sustainability for the board as a whole. Participants will receive templates, checklists and related materials for implementation of knowledge shared during the training.
Learning Outcomes:
- Grasp foundational governing roles and responsibilities.
- Understand hats you wear as a board member and when to wear each one.
- Outline shared leadership activities between board and staff.
- Explore strategies for effective board recruitment and engagement
Helping identify who is on the bus, who is off the bus, and how to implement a progressive and healthy healthcare culture.
* 87% of companies find Company Culture as priority
* Netflix Manifesto Discusses Behaviors (as Values)
* GoreTek "we don't manage people, we expect people to
manage themselves"
* Good to Great companies hire from within
* Changing Culture takes relentlessness, consistency,
transparency, and tone at the top leadership
* Company Culture does not exist without embrace of
accountability
“Culture” was named the most popular word of the year in 2014 by Merriam-Webster. It has since become one of the most important words in corporate boardrooms, a hot topic in general and smokin’ hot in internal audit circles. But why? And why now?
Our session will focus on answering these questions to help us understand how we got to this point and where we go from here. In addition, we will discuss these questions about organizational culture:
- What is Culture?
- What is Our REAL Culture?
- What is Our Desired Culture?
- How do We Turn Our Desired Culture into Reality?
Human Flourishing + Aligned Human Capital Strategy + InventionPeopleLead
Are you interested in creating a healthy, vibrant and inclusive workplace culture? Does your organization have an aligned human capital strategy? How might we co-create conditions for human flourishing and invention so your organization thrives?
A culture that mobilizes, empowers and engages employees has probably never been more important. Most organizations pursue the aspiration but fail to deliver in reality.
In this webinar, learn how to help organizations move from good intentions to actively creating their ideal culture. We will:
Identify the steps required to define the desired organizational culture
Find out how to spot the behaviors that can undermine an organization's efforts
Explore what research can tell us about effective (and ineffective) leadership and its impact on organizational culture
Discuss practical strategies for making and measuring culture change in the real w
The document contains summaries of multiple topics related to business management and self-development including communication effectiveness, leadership essentials, creativity and innovation, business etiquette, relationship management, effective marketing skills, effective meetings, and mastering your mind. The document was written by Joe Monteiro, an experienced corporate trainer who facilitates development in areas like communication, innovation, creativity, and personal management.
From Diversity Zero to Hero: The GoDaddy Transformation StoryLever Inc.
Overhauling a company's reputation, brand and culture is no small feat, but over the last five years, GoDaddy has achieved a full-scale transformation. Katee Van Horn, the company's VP of Global Engagement and Inclusion, has been there throughout. Here, she brings us behind the scenes to show what it's taken to elevate GoDaddy to one of the most admired workplaces for diversity, and particularly for women in tech.
MedRecruit Leadership Programme - 8 - Creating an 'A' TeamMedRecruit
The document discusses how to create an "A Team" through clarity, selection, training, and engagement. It emphasizes that an "A Team" with a strong culture and strategy is key to success. The document provides guidance on defining what makes an "A player," identifying performance gaps, and engaging team members by showing them how their work matters, enabling their effectiveness, rewarding top performers, encouraging innovation and growth. The goal is to develop a team that leaders want to follow.
Join BoardSource Senior Governance Consultant Emily Davis in a facilitated training to examine the critical elements of governing roles and responsibilities. Defining common language, expectations, and shared accountability around governance best practices will best serve McREL’s mission and future.
Matching McREL’s board members’ passion with the governance essentials will serve to create a strong individual board experience and establish long-term success and sustainability for the board as a whole. Participants will receive templates, checklists and related materials for implementation of knowledge shared during the training.
Learning Outcomes:
- Grasp foundational governing roles and responsibilities.
- Understand hats you wear as a board member and when to wear each one.
- Outline shared leadership activities between board and staff.
- Explore strategies for effective board recruitment and engagement
The document discusses key concepts related to organizational identity, health, and stages of development. It describes characteristics of healthy organizations and boards, including having a clear mission and strategic plan, handling conflict constructively, and speaking with one voice. It outlines typical stages of an organization from idea to maturity to decline or turnaround. These stages involve defining the mission, formalizing processes, and knowing or losing who you are. It emphasizes the importance of endings and entering the "neutral zone" when managing transitions between stages.
It Matters How You Get There: A Successful Partnership Between Talent and Inc...Lever Inc.
Lyft's Head of D&I Tariq Meyers shares how he partners with his recruiting team to make sure that the overall recruiting process, from sourced to hired, helps the company continue building a rich, inclusive culture.
Lets Get Organized! How to build the team culture you needchrisdagenais
This document provides guidance on building self-organizing teams through establishing the right culture. It discusses that self-organizing teams require management buy-in, freedom to fail, being presented with problems rather than prescribed solutions, cross-functional collaboration, and clearly defined boundaries. An effective culture focuses on the team over individuals, passion for work, accountability, responsibility, and giving and receiving feedback constructively. Developing the right culture is key to empowering teams to be productive, collaborative, and achieve better solutions.
One of the challenges in board governance is strong recruitment. Join us for this session to learn tips, tricks, and tools for recruiting new board members.
NYCON Presentation Recruitment and Retention Strategies for Boards April 7th ...Andrew Marietta
This document provides guidance on strategies for recruiting and retaining effective board members. It outlines key learning objectives around board assessment, recruitment, and development processes. Some highlights include:
- The importance of understanding what motivates board members and keeping them engaged through leadership opportunities, appreciation, and ongoing education.
- Tools for evaluating board performance at both the individual and group level to identify strengths and areas for improvement.
- Best practices for recruiting new members through networking, clear role definitions, and transparent conversations about organizational needs and time commitments.
- Strategies for orientation, onboarding, and ongoing support to integrate new members and retain existing ones through respect, efficiency, and growth opportunities.
This document provides an overview of a presentation on nonprofit governance essentials for the Voices Carry Child Advocacy Center board of directors. The presentation covers topics such as the basic responsibilities of nonprofit boards, strategic planning, financial oversight, fundraising, board recruitment and onboarding, and effective board meetings. It emphasizes the importance of boards providing direction, oversight, and ensuring necessary resources for the organization.
This document provides an overview of Insights Discovery, a personality assessment tool. It discusses key aspects of Insights Discovery including:
- The four energy colors that make up individual personalities: Fiery Red, Sunshine Yellow, Earth Green, and Cool Blue
- Jungian preferences that underlie the energy colors like introversion/extraversion and thinking/feeling
- How perception impacts how people see the world differently
- Adapting your communication style to different personality types to improve relationships and effectiveness
- Using Insights Discovery for self-awareness, team dynamics, and interpersonal relationships
This document provides guidance on building extraordinary teams. It emphasizes treating employees with compassion and as strategic partners. High-performing teams have clear purpose, empowerment, strong relationships and communication. They are flexible, productive, and recognize accomplishments. Organizations should develop inspiring visions and missions. Having strong ethics creates lasting advantages. Communicating values openly and including diverse perspectives fosters inclusion. Applying empathy leads to extraordinary customer relationships by understanding different needs and perspectives. Self-managed teams allow more participation and collaboration needed in modern workplaces. Overall, building teams with purpose, empowerment, and compassion can fuel business success.
This document provides a reference guide to resources on thought leadership marketing, including books, e-books, research, white papers, slides, articles, webinars, CDs, and thought leaders. It introduces thought leadership marketing as positioning an individual or organization as an authority through various media to build trust and credibility. The guide then lists relevant materials in each category to represent most of what has been published specifically on thought leadership marketing.
This document provides an overview of strategies for effective board recruitment and engagement. It discusses developing a recruitment process including defining expectations, identifying ideal candidates, conducting outreach, and onboarding new members. The document also covers ensuring board effectiveness through regular self-assessments, strategic planning, clarifying roles and responsibilities, effective meetings, communication, and ongoing education. The goal is to recruit and retain high-quality board members who are actively engaged in governing the organization and advancing its mission.
Mentors provide guidance and support, while sponsors use their influence to advocate for and promote a protege's career. Obtaining both mentors and sponsors is important for advancing in one's field and overcoming biases, yet women often have fewer sponsors than men. The document outlines strategies for how women can find and work with sponsors, and how men can act as allies in supporting women. Developing representation of women in technology fields through mentorship and sponsorship can help initiatives become self-sustaining over time.
This document discusses how to create a positive team culture. It emphasizes that culture is the personality of the team and affects how people work together. The goals of culture include productivity, collaboration, and happier team members. It recommends getting influential team members onboard, laying out a clear roadmap, establishing accountability and responsibility, managing perception, giving and receiving feedback, and making the culture about the team rather than individuals. Culture is a key differentiator for high performing teams.
ROOM 1 - How to Create a High-Performance Culture - By Gian Tu TrungVietnam HR Summit
FranklinCovey provides a methodology for building a high-performance culture from the inside out by focusing on paradigms and forming habits, not just changing behavior. Their exclusive solution is to build a high-performance culture using "The 7 Habits of Highly Effective People", which involves individuals learning the 7 Habits, living them, and becoming highly effective. This transforms the organization's culture to also be highly effective.
When faced with an opportunity to take on a stretch assignment, new role, or promotion, what’s your reaction? Be Leaderly surveyed more than 1,500 professionals to find out what it takes to say “yes” with confidence. In this webinar, learn what we discovered—and how you can prepare to step up to your next big career opportunity.
Guest speakers:
Shuchi Sharma, Global Vice President and Leader of Gender Intelligence at SAP and Robert F. Solomon Jr., Director of Culture and Engagement, Lowe’s Companies, Inc.
National Agricultural Innovation Project (NAIP), ICAR and the International Food Policy Research Institute (IFPRI) organized a two day workshop on ‘Impact of capacity building programs under NAIP’ on June 6-7, 2014 at AP Shinde Auditorium, NASC Complex, Pusa, New Delhi. The main purpose of the workshop was to present and discuss the findings of the impact evaluation study on capacity building programs under NAIP by IFPRI. The scientists from ICAR and agricultural universities were sent abroad to receive training in specialized research techniques. Post-training, scientists were expected to work on collaborative projects within the ICAR, which would further enrich their knowledge and skills, expand their research network and stimulate them’ to improve their productivity, creativity and quality of their research. The ICAR commissioned with IFPRI (International Food Policy Research Institute) to undertake an evaluation of these capacity building programs under NAIP in July 2012. The workshop shared the findings on the impact of capacity building programs under NAIP and evolve strategies for future capacity building programs
This document discusses culture in teams and organizations. It defines culture as a set of shared values, behaviors, and rituals. Core values are important to define the team's identity and purpose. Rituals are needed to support the values and promote collaboration. As the organization grows, the culture may become more complex and need to adapt to changes like remote work. Maintaining rituals and communication helps a distributed culture stay cohesive.
This document discusses cultural dimensions based on relationships between individualism and communitarianism. Individualists are oriented toward their own objectives and are autonomous, while communitarians prioritize common goals and satisfaction from their role in a group. In business, individualists prefer individual recognition and reward for skill and effort, while communitarians see success as a group effort. Negotiation styles also differ, with communitarians using group representation and consensus, while individualists empower lone delegates to make rapid decisions. To be effective across these cultures, business practices need to both promote individual responsibility and initiative while also encouraging consensus and group goals.
How do we transform every leader into a compassionate leader?
In this one-hour webinar, we explore what new research reveals about compassionate leaders, and provide you with tools to support leaders in learning to actively demonstrate compassion.
Presentation led by David Gurteen from Gurteen Knowledge within the 'Individual' stream of the World Class theme at the APM Project Management Conference 2016
Este documento presenta un resumen del primer capítulo del libro escrito por la señora Fifí Bigotesgrises. Cuenta la historia de su nacimiento en París y su vida temprana con su madre en la finca de una familia francesa. Su madre es asesinada por la esposa de la familia debido a su fuerte voz. Fifí pasa hambre y soledad hasta que la mujer de la limpieza la cuida. Más tarde es forzada a aparearse, resultando en un doloroso primer encuentro. Huye del lugar asustada
The document discusses key concepts related to organizational identity, health, and stages of development. It describes characteristics of healthy organizations and boards, including having a clear mission and strategic plan, handling conflict constructively, and speaking with one voice. It outlines typical stages of an organization from idea to maturity to decline or turnaround. These stages involve defining the mission, formalizing processes, and knowing or losing who you are. It emphasizes the importance of endings and entering the "neutral zone" when managing transitions between stages.
It Matters How You Get There: A Successful Partnership Between Talent and Inc...Lever Inc.
Lyft's Head of D&I Tariq Meyers shares how he partners with his recruiting team to make sure that the overall recruiting process, from sourced to hired, helps the company continue building a rich, inclusive culture.
Lets Get Organized! How to build the team culture you needchrisdagenais
This document provides guidance on building self-organizing teams through establishing the right culture. It discusses that self-organizing teams require management buy-in, freedom to fail, being presented with problems rather than prescribed solutions, cross-functional collaboration, and clearly defined boundaries. An effective culture focuses on the team over individuals, passion for work, accountability, responsibility, and giving and receiving feedback constructively. Developing the right culture is key to empowering teams to be productive, collaborative, and achieve better solutions.
One of the challenges in board governance is strong recruitment. Join us for this session to learn tips, tricks, and tools for recruiting new board members.
NYCON Presentation Recruitment and Retention Strategies for Boards April 7th ...Andrew Marietta
This document provides guidance on strategies for recruiting and retaining effective board members. It outlines key learning objectives around board assessment, recruitment, and development processes. Some highlights include:
- The importance of understanding what motivates board members and keeping them engaged through leadership opportunities, appreciation, and ongoing education.
- Tools for evaluating board performance at both the individual and group level to identify strengths and areas for improvement.
- Best practices for recruiting new members through networking, clear role definitions, and transparent conversations about organizational needs and time commitments.
- Strategies for orientation, onboarding, and ongoing support to integrate new members and retain existing ones through respect, efficiency, and growth opportunities.
This document provides an overview of a presentation on nonprofit governance essentials for the Voices Carry Child Advocacy Center board of directors. The presentation covers topics such as the basic responsibilities of nonprofit boards, strategic planning, financial oversight, fundraising, board recruitment and onboarding, and effective board meetings. It emphasizes the importance of boards providing direction, oversight, and ensuring necessary resources for the organization.
This document provides an overview of Insights Discovery, a personality assessment tool. It discusses key aspects of Insights Discovery including:
- The four energy colors that make up individual personalities: Fiery Red, Sunshine Yellow, Earth Green, and Cool Blue
- Jungian preferences that underlie the energy colors like introversion/extraversion and thinking/feeling
- How perception impacts how people see the world differently
- Adapting your communication style to different personality types to improve relationships and effectiveness
- Using Insights Discovery for self-awareness, team dynamics, and interpersonal relationships
This document provides guidance on building extraordinary teams. It emphasizes treating employees with compassion and as strategic partners. High-performing teams have clear purpose, empowerment, strong relationships and communication. They are flexible, productive, and recognize accomplishments. Organizations should develop inspiring visions and missions. Having strong ethics creates lasting advantages. Communicating values openly and including diverse perspectives fosters inclusion. Applying empathy leads to extraordinary customer relationships by understanding different needs and perspectives. Self-managed teams allow more participation and collaboration needed in modern workplaces. Overall, building teams with purpose, empowerment, and compassion can fuel business success.
This document provides a reference guide to resources on thought leadership marketing, including books, e-books, research, white papers, slides, articles, webinars, CDs, and thought leaders. It introduces thought leadership marketing as positioning an individual or organization as an authority through various media to build trust and credibility. The guide then lists relevant materials in each category to represent most of what has been published specifically on thought leadership marketing.
This document provides an overview of strategies for effective board recruitment and engagement. It discusses developing a recruitment process including defining expectations, identifying ideal candidates, conducting outreach, and onboarding new members. The document also covers ensuring board effectiveness through regular self-assessments, strategic planning, clarifying roles and responsibilities, effective meetings, communication, and ongoing education. The goal is to recruit and retain high-quality board members who are actively engaged in governing the organization and advancing its mission.
Mentors provide guidance and support, while sponsors use their influence to advocate for and promote a protege's career. Obtaining both mentors and sponsors is important for advancing in one's field and overcoming biases, yet women often have fewer sponsors than men. The document outlines strategies for how women can find and work with sponsors, and how men can act as allies in supporting women. Developing representation of women in technology fields through mentorship and sponsorship can help initiatives become self-sustaining over time.
This document discusses how to create a positive team culture. It emphasizes that culture is the personality of the team and affects how people work together. The goals of culture include productivity, collaboration, and happier team members. It recommends getting influential team members onboard, laying out a clear roadmap, establishing accountability and responsibility, managing perception, giving and receiving feedback, and making the culture about the team rather than individuals. Culture is a key differentiator for high performing teams.
ROOM 1 - How to Create a High-Performance Culture - By Gian Tu TrungVietnam HR Summit
FranklinCovey provides a methodology for building a high-performance culture from the inside out by focusing on paradigms and forming habits, not just changing behavior. Their exclusive solution is to build a high-performance culture using "The 7 Habits of Highly Effective People", which involves individuals learning the 7 Habits, living them, and becoming highly effective. This transforms the organization's culture to also be highly effective.
When faced with an opportunity to take on a stretch assignment, new role, or promotion, what’s your reaction? Be Leaderly surveyed more than 1,500 professionals to find out what it takes to say “yes” with confidence. In this webinar, learn what we discovered—and how you can prepare to step up to your next big career opportunity.
Guest speakers:
Shuchi Sharma, Global Vice President and Leader of Gender Intelligence at SAP and Robert F. Solomon Jr., Director of Culture and Engagement, Lowe’s Companies, Inc.
National Agricultural Innovation Project (NAIP), ICAR and the International Food Policy Research Institute (IFPRI) organized a two day workshop on ‘Impact of capacity building programs under NAIP’ on June 6-7, 2014 at AP Shinde Auditorium, NASC Complex, Pusa, New Delhi. The main purpose of the workshop was to present and discuss the findings of the impact evaluation study on capacity building programs under NAIP by IFPRI. The scientists from ICAR and agricultural universities were sent abroad to receive training in specialized research techniques. Post-training, scientists were expected to work on collaborative projects within the ICAR, which would further enrich their knowledge and skills, expand their research network and stimulate them’ to improve their productivity, creativity and quality of their research. The ICAR commissioned with IFPRI (International Food Policy Research Institute) to undertake an evaluation of these capacity building programs under NAIP in July 2012. The workshop shared the findings on the impact of capacity building programs under NAIP and evolve strategies for future capacity building programs
This document discusses culture in teams and organizations. It defines culture as a set of shared values, behaviors, and rituals. Core values are important to define the team's identity and purpose. Rituals are needed to support the values and promote collaboration. As the organization grows, the culture may become more complex and need to adapt to changes like remote work. Maintaining rituals and communication helps a distributed culture stay cohesive.
This document discusses cultural dimensions based on relationships between individualism and communitarianism. Individualists are oriented toward their own objectives and are autonomous, while communitarians prioritize common goals and satisfaction from their role in a group. In business, individualists prefer individual recognition and reward for skill and effort, while communitarians see success as a group effort. Negotiation styles also differ, with communitarians using group representation and consensus, while individualists empower lone delegates to make rapid decisions. To be effective across these cultures, business practices need to both promote individual responsibility and initiative while also encouraging consensus and group goals.
How do we transform every leader into a compassionate leader?
In this one-hour webinar, we explore what new research reveals about compassionate leaders, and provide you with tools to support leaders in learning to actively demonstrate compassion.
Presentation led by David Gurteen from Gurteen Knowledge within the 'Individual' stream of the World Class theme at the APM Project Management Conference 2016
Este documento presenta un resumen del primer capítulo del libro escrito por la señora Fifí Bigotesgrises. Cuenta la historia de su nacimiento en París y su vida temprana con su madre en la finca de una familia francesa. Su madre es asesinada por la esposa de la familia debido a su fuerte voz. Fifí pasa hambre y soledad hasta que la mujer de la limpieza la cuida. Más tarde es forzada a aparearse, resultando en un doloroso primer encuentro. Huye del lugar asustada
This document describes an online travel booking system created by students as part of a summer training. It outlines the different user roles in the system including customers, sales people, merchants, customer executives and administrators. It provides details about the features available to each user type such as viewing and booking travel deals, adding merchant details, and updating profiles. The technologies used to build the system are also listed.
El comparador óptico es una herramienta de medición ampliamente utilizada que proyecta una imagen ampliada de la pieza a medir sobre una pantalla. Existen diferentes tipos de comparadores ópticos según su iluminación, como horizontal, vertical ascendente o descendente. Permiten realizar mediciones lineales y de superficie de piezas pequeñas a través de la visualización y alineamiento de sus bordes con líneas de referencia en la pantalla.
Las tendencias de la postgraduarizacion en America LatinaClaudio Rama
El documento describe las tendencias de los postgrados en América Latina. Explica que los postgrados son expresión de la sociedad del conocimiento y tienen características distintas al pregrado. Se han expandido rápidamente en los últimos años pero con calidad heterogénea. Los postgrados están cada vez más globalizados e internacionalizados.
El documento describe un nuevo dispositivo de reanimación llamado Reanimador Avanzado Bucofaríngeo. El dispositivo protege tanto al reanimador como al paciente durante la reanimación cardiopulmonar al evitar el contacto directo entre sus bocas. El dispositivo mantiene la vía aérea abierta del paciente de manera que se facilite la ventilación, oxigenación y maniobras de reanimación de forma más segura y efectiva.
This document is the yearbook for the class of 2011-2013 at Praxis Business School. It includes photos of the graduating class and faculty. It also includes short biographies of each student and faculty member. The biographies include what students and faculty members say about each other. Many students praise the faculty for their teaching ability, approachability, and for helping students beyond just academics. The document shows that both students and faculty formed strong bonds during their time at Praxis.
El documento presenta el programa del Festival Internacional Murcia Tres Culturas, que se celebrará del 19 al 29 de mayo. El festival incluye espectáculos de música y danza de diferentes culturas como India, España, Marruecos, Israel, Mongolia y Mali, además de cine, coloquios, exposiciones y representaciones teatrales. El objetivo del festival es promover la tolerancia y el diálogo intercultural a través del arte.
Uso del hangout como herramienta y el plagio en internetMarcos Guanipa
Este documento discute el uso de Hangouts como una herramienta educativa y también aborda el tema del plagio en Internet. En cuanto a Hangouts, explica que permite realizar videoconferencias, llamadas y compartir archivos en línea de forma sencilla. También analiza algunas desventajas como la limitación a 9 participantes. Con respecto al plagio, lo define como apropiarse del trabajo de otros sin citar la fuente y explica cómo detectarlo y las consecuencias legales y académicas de cometerlo. Finalmente, ofrece recomendaciones
WoooMe - Die neue Personalmarketing-Plattform für Absolventen und StudentenHannes Maier
WoooMe ist eine Plattform mit einem Pool an Studenten bzw. Absolventen verschiedenster, gefragter Fachrichtungen. Damit ermöglichen wir Unternehmen eine zielgerichtete Ansprache, eine dialogorientierte Kontaktaufnahme sowie ein erlebnisreiches Recruiting zukünftiger MitarbeiterInnen.
Studenten und Absolventen laden ihren CV und ihre Referenzen auf WoooMe hoch und bewerben
sich für unsere Events oder unser Mentoring Programm. Sie profitieren von wertvollen Praxiskontakten zu Unternehmen durch unsere Events oder unser Mentoring-Programm. Kostenfrei.
Unternehmen sagen uns, welche Qualifikationen und Fachrichtungen für sie wichtig sind und
buchen Events bei WoooMe. WoooMe bewirbt diese Events über die WoooMe-Plattform sowie
über Social Media Kanäle und sorgt zusätzlich durch gezielte Marketingaktionen an verschiedenen
(Hoch-)Schulen und definierten Auswahlkriterien dafür, dass die teilnehmenden Unternehmen auf
die für sie passenden Talente treffen.
Dabei haben Sie als Unternehmen die Möglichkeit, eines Ihrer Events über unsere Plattform bewerben
zu lassen, um mehr Bewerberkontakte zu generieren. Sie können aber auch eines unserer
dialog- und erlebnisreichen Recruiting-Events buchen.
El documento proporciona información sobre recursos cartográficos y escalas. Explica que los recursos cartográficos incluyen mapas, planos y otros documentos que representan la superficie terrestre o celeste. Define las escalas numéricas, de expresión y gráficas que se usan en los mapas. También describe cómo se representa el relieve terrestre usando curvas de nivel e isóbatas, y los sistemas de coordenadas de longitud y latitud.
Robust vibration control at critical resonant modes using indirect-driven sel...ISA Interchange
This paper presents an improved indirect-driven self-sensing actuation circuit for robust vibration control of piezoelectrically-actuated flexible structures in mechatronic systems. The circuit acts as a high-pass filter and provides better self-sensing strain signals with wider sensing bandwidth and higher signal-to-noise ratio. An adaptive non-model-based control is used to compensate for the structural vibrations using the strain signals from the circuit. The proposed scheme is implemented in a PZT-actuated suspension of a commercial dual-stage hard disk drive. Experimental results show improvements of 50% and 75% in the vibration suppression at 5.4kHz and21 kHz respectively, compared to the conventional PI control.
CARIM is a context-aware metamodel for analyzing quality of experience (QoE) in mobile environments. It describes multimodal interactions step-by-step including surrounding context, perceived quality ratings, and cognitive state. CARIM provides a unified structure to compare interaction records, allows dynamic analysis of live interactions, and links quality ratings to interactions to enhance QoE analysis. The document presents CARIM and discusses its benefits for mobile QoE analysis.
Registro de la Agricultura Familiar – Experiencia INDAP – Chile FAO
Presentación de la Sra. Rosa Ponce, en el marco del Taller Regional de Expertos: Promoviendo Sistemas Agroalimentarios Sostenibles: Análisis de Avances de los Programas de Compras Públicas de la Agricultura Familiar en ALC, realizado el 6 y 7 de diciembre de 2016.
1° grado guía de apoyo para el educando bonita0312
Este documento presenta una lista de títulos de ejercicios de escritura que incluyen historias cortas sobre animales, cuentos infantiles populares y temas numéricos y matemáticos. La lista contiene más de 100 títulos ordenados de la #20 a la #120. Algunos de los títulos incluyen "Paco el chato", "Saltan y saltan", "La cucaracha comelona" y cuentos como "Los tres cabritos", "Ricitos de oro" y "Robinson Crusoe".
South Florida HDI Event Fusion 12 Sneak Peek September 20, 2012Eddie Vidal
The Analyst of the Year and Desktop Support Technician of the Year awards are an amazing opportunity and honor for our chapter and for the eventual winner who will represent the South Florida HDI chapter. The winners will also compete at the HDI Southeast regional level.
South Florida HDI Event IT Industry Awards Celebration January 10, 2013Eddie Vidal
The Analyst of the Year and Desktop Support Technician of the Year awards are an amazing opportunity and honor for our chapter and for the eventual winner who will represent the South Florida HDI chapter. The winners will also compete at the HDI Southeast regional level.
This document provides an overview of a leadership and management skills course. It outlines the course aims, structure, assignments and expectations. The course will help participants understand management and leadership roles through interactive workshops and assignments. Participants will learn theories of leadership and management, develop personal and professional plans, and better understand managing change and relationships. The document reviews learning styles, stakeholder analysis, organizational vision/mission/values, and the differences between goals and objectives. It emphasizes writing clear assignments with references and learning from the workshops and materials provided.
Hdi capital area october 2014 updates and presentationshdicapitalarea
HDI Corporate & Capital Area Updates, plus presentations on Five Roads Leading to Impactful Employee Engagement and Overcoming the Challenges of Implementing ITIL Through Help Desk Transformation
TPP Recruitment - The Journey of a FundraiserTPP Recruitment
This document discusses the skills and attributes needed for a successful fundraising career. It begins by outlining TPP, a charity recruitment firm, and their experience placing fundraisers. It then discusses demonstrating value through hitting targets and using KPIs and strategic thinking. Personal development is key and involves training, mentoring, and networking. Barriers to promotion include a lack of self-confidence, experience in other income streams, and poor cultural fit within an organization. Cultural fit during interviews is important to assess and research the organization's culture beforehand. The document emphasizes skills needed to stay at the cutting edge of fundraising such as understanding digital trends and mentoring relationships.
HDI Capital Area Meeting Slides October 2015hdicapitalarea
This document provides an agenda for an HDI Capital Area Local Chapter vendor fair and networking event taking place on October 23, 2015. The agenda includes updates from HDI Corporate and the local chapter, speakers on various topics, and prize drawings for attendees. Networking opportunities will be provided during breakfast, lunch, and breaks between presentations.
This document discusses continuing professional development (CPD). It defines CPD as formally and informally tracking skills, knowledge and experience gained through work. There are benefits to CPD for individuals and organizations, such as career advancement, increased productivity, and improved staff morale. The document also discusses concepts like growth mindsets, transferable skills, strengths/weaknesses analysis, and the importance of planning and review cycles to ensure meaningful development.
This document discusses the importance of values and behaviors for organizations. It states that values are important beliefs that guide member behavior and define the organization. Embedding shared values and behaviors can promote employee engagement, which leads to higher performance, productivity, and returns. However, only about half of employees feel their executives have created a high-performance environment and that behaviors align with values. The document recommends that organizations clearly define their values based on their purpose, ensure leaders model the right behaviors, and integrate values into all decisions to strongly influence organizational culture.
This document discusses four different leadership styles - Red, Blue, Yellow, and Green Energy - and how each style prefers to lead themselves, others, teams, and organizations. Red Energy focuses on being competitive and goal-oriented. Blue Energy emphasizes being precise, deliberate, and analytical. Yellow Energy likes generating new ideas and keeping things enthusiastic and optimistic. Green Energy values honesty, caring, and supporting others. The document suggests understanding one's preferred style and how to flex to different styles depending on the situation. More information is available from the contact provided.
This document provides strategies for career success, including developing relationships, enhancing your value within your company, and creating a career development plan. It discusses the importance of leadership and retaining talent. Specific tips are provided, such as understanding your company's culture, increasing your visibility, getting support from a coach or mentor, and regularly evaluating your progress. Developing emotional intelligence and communication skills is also emphasized. The goal is to help people advance their careers by taking leadership opportunities and continuously learning and developing themselves.
This document summarizes a presentation about volunteer management. It discusses setting intentions and structuring volunteer roles. Effective volunteer recruitment involves direct asks tailored to individuals. Volunteers should receive training, support, and appreciation. Tracking goals and evaluations helps recognize successes and improves the volunteer program over time. The overall aim is to inspire volunteers and make the most of their contributions.
Hdi Capital Area Program Slides May 18 2018hdicapitalarea
HDI Updates and an interactive, entertaining, and informative session will reveal the philosophy and methodology the Johns Hopkins support organization used to create a culture of transparency and staff engagement that produced high-performing teams.
The document discusses personal and professional development. It defines personal development and continuing professional development (CPD), explaining that CPD involves tracking skills and knowledge gained formally and informally through work. The benefits of personal development and CPD are outlined for both individuals and organizations. Key aspects covered include setting goals, self-reflection, assessing strengths and weaknesses, and the importance of planning and review cycles to ensure ongoing development and improvement of skills.
5 Roads to Employee Engagement and Success - 2016 HDI ConferenceEddie Vidal
5 Roads Leading to Impactful Employee Engagement and Success - Studies show employee engagement results in higher profits, increased performance, higher customer satisfaction and lower employee turnover. Recognizing, engaging, and rewarding your team members creates a highly energized, focused and motivated unit; a team driven by performance, delivery and accomplishment. IT leaders need to invest and make reward & recognition (R & R) a core value and find ways to improve services and performance by assuring the development and success of their most important asset; people. Eddie will provide you examples and ideas to lead you down the road to success.
Igniting and leveraging your business… Do’s and don’ts learnt the hard way!Greatness Coaching
How to get the first clients as a new coach:
1. Work with a Mentor, to get wiser and blossom faster
2. Let your ex-colleagues and your friends know how you want to serve others
3. Winners just fight longer...
4. ...yet don't put yourself under too much pressure
5. Always be yourself, authentic, humble and vulnerable
6. Choose a maximum of 3 coaching areas which make 'your heart sing'
7. Don't 'present' what you do to prospects. Coach them instead so they find out what they need.
8. Become ICF-certified
Creating a Culture of Engagement: The ROI of Transparency and CommunicationAnne Stefanyk
In the last few years, “Engagement” has replaced “Wellness” as the catch-all employee retention buzzword. But what is engagement, exactly? It’s more than just building a killer physical workspace that employees want to perform their work in day to day - it’s building a cultural rapport of give and take; one where employees feel they can add to and be an active part of a brand's forward momentum.
Disengaged employees make up a startling 71% of the workforce in the US - those employees leave havoc in their wake, through negativity, decreased output, and absenteeism. Many employers believe that parting ways with difficult employees will improve their workforce, but the unfortunate reality is that the discontent moves with the departing employee, and can tarnish a company’s reputation with potential talent, and within their industry.
So, given the challenges of building and retaining a staff filled with top talent, what is a company to do? It’s crucial to create a culture of communication and accountability from the top-down. To champion and foster a value-based business, empowering senior leadership to set strategic and cultural goals, and encourage employees to communicate and take action to help meet those goals openly.
Join us to learn top-down strategies for fostering a killer company culture, no matter the company model.
In this session you will learn:
- What employee engagement looks like
- How to hold employees accountable for goals and their outcomes
- The importance of transparency
- Ways to create business value through culture
- How to harness the talents of all personality types
- Tactics to put ideas into action
*Gallup Management Journal's semi-annual Employment Engagement Index
It is time to restore the central role of human beings within organizations and society, rethinking process around people.
Welcome to HUMAN RELOAD, a place where you will find everything you need to outperform the human side of your business:
C-Suite coaching and mentoring
Reskilling and upskilling HR programs
HR process redesign and organizational transformation
Executive staffing
Human Reload represents what I do and how you will grow yourself and your business.
Now is the time to dare, and outgrow your limits.
#hr #humanreload #humanresources #leadership #coaching #staffing #performancecoaching #business
Dave Barrett is the Director of Talent Development at Cascade Engineering, a family-owned manufacturing company based in Grand Rapids, Michigan. As the "Keeper of the Culture", he presented on how the company has become an employer of choice through developing an enlightened leadership culture that values employees. Key aspects of Cascade's culture include treating all employees with dignity and respect, prioritizing servant leadership, and creating opportunities for employee growth, development and contribution.
This document discusses organizational culture and values. It defines an organization's culture as consisting of shared values, common mindsets, and characteristic behaviors. Core values answer what is most important to an organization and how it will treat people and work together. Declared values are in policies while operative values guide daily actions. Effective organizations have values consistently held and practiced that are understandable and attainable. Examples of corporate values include innovation, excellence, and customer service. Developing a values statement can energize and align an organization by expressing the most important principles.
Similar to Professional Development & Vendor Fair (20)
ITIL 4 – the 4th Industrial Revolution and Intelligent Process Automationhdicapitalarea
ITIL 4, the 4th industrial revolution, the rise of the bots, AI and Intelligent Process Automation. What does it mean for service desk today and the service desks of tomorrow? This virtual event shows how the 4th industrial revolution will/has changed IT and in turn how the service desk community is being impacted.
Leadership is a mindset, it starts with you. Be present for a transformational and inspiring keynote as Theresa Proctor shares the steps to navigate through your toughest challenges:
• Master repeatable and viral success
• Learn how to confidently toot your horn
• Discover and share your voice
• Power tips to shine in the most uncomfortable environments
The Bottom Line of Software Asset Managementhdicapitalarea
A successful Software Asset Management (SAM) program has many aspects to consider and does not stand alone from other organizational Service Management practices.
HDI Capital Area Meeting May 2019 Cybersecurity Planning for the Modern Techn...hdicapitalarea
By the end of this course you will understand the current security landscape and have the tools to engage your organization to improve its security posture.
HDI Capital Area Meeting March 2019 Next Step Quality: 5 Steps to Increasing ...hdicapitalarea
About the Program
You may have a great team of professional, courteous, customer-service oriented analysts, but that doesn't mean they'll always know how to resolve an issue. Attend this interactive presentation for a discussion of the many obstacles to service desk effectiveness and strategies for overcoming them. Leave motivated to begin implementing these strategies and increasing quality on your service desk right away!
Learn how to:
- Assess the quality of your current support
- Utilize in-house resources to tailor and deliver a comprehensive training program
- Leverage knowledge management
- Enforce policies to ensure information is retained and utilized
HDI Capital Area Meeting February 2019 What’s New and Changing with ITIL 4!hdicapitalarea
A major revision to the ITIL framework, ITIL 4, is coming out on February 28th. We're here to give you the latest and greatest details, including: what's changing, what's not, what the new certification path will look like, and when courses will become available. We will also leave lots of time to answer all of your burning questions. Join us for this informational session!
Key takeaways for attendees:
• Comparison of ITIL v3 versus ITIL 4
• Overview of how ITIL integrates with Agile, DevOps, and Lean
• Discussion on how to leverage the new concepts
HDI Capital Area One Day Leadership Conference and Vendor Expo 2018hdicapitalarea
Here are a few key things to consider in determining if your organization is ready to use bots to communicate with customers:
- Customer readiness - Are your customers open to interacting with bots? Have you surveyed customers to understand their comfort level? Bots may not be a good fit if customers strongly prefer human interactions.
- Use cases - Identify specific tasks or questions that bots could handle well, such as simple FAQs, order status checks, appointment scheduling. Start with well-defined use cases that have clear parameters.
- Skills and resources - Do you have the in-house skills to select, develop, deploy and maintain bots? Or do you need to outsource some or all of these capabilities? Budget and plan accordingly
This document provides information about an upcoming HDI Capital Area event. It includes details about the event such as date, location, speakers, agenda, and registration information. It also lists the chapter officers and provides announcements about upcoming HDI events, training opportunities, and programs. The main presentation will be on a simple approach to security and how to assess security risks and implement basic protections.
Hdi Capital Area Updates and Presentation April 20 2018hdicapitalarea
HDI Capital Area Updates and Presentation by ITSM expert Jessica Alfaro from Acuity addresses common technical and cultural roadblocks to situational awareness in IT organizations and best practices for achieving a break through.
HDI Capital Area One Day Leadership Conference and Vendor Expo 2017hdicapitalarea
HDI Capital Area One Day Leadership Conference and Vendor Expo 2017. Includes Capital Area Announcements and presentations on Building an Award Winning Service Excellence Team and A Service Desk Evolution.
May 2017 HDI Capital Area Presentation & Meeting Slides 050917hdicapitalarea
This document provides information about an upcoming HDI Capital Area Local Chapter event. It lists the chapter officers and leadership council. It announces award finalists for various HDI awards. It provides updates from HDI Corporate about the annual conference. It outlines the agenda for the current event, including a networking session, announcements, a relationship building activity, and a general session speaker. It invites attendees to the next local chapter event, an annual luncheon and teambuilding cruise.
HDI Capital Area Meeting Slides October 21 2016hdicapitalarea
This document summarizes an event for the HDI Capital Area Local Chapter held on October 21, 2016. It included a vendor fair and networking event in the morning, and multiple speakers in the afternoon. Speakers included Kevin Smith from Heat Software discussing change management, Jeff Rumburg from MetricNet on benchmarking, and Chris Wiggins from Cherwell Software on knowledge-centered support. Upcoming events were also announced, including roundtable discussions on HDI Forum membership and the HDI Industry Awards nomination deadline. The next chapter meeting was scheduled for December 9th and would include the annual awards luncheon and a keynote speech by Phil Gerbyshak.
HDI Capital Area Meeting Slides August, 19 2016hdicapitalarea
The document summarizes an agenda for an HDI Capital Area Local Chapter meeting on August 19, 2016. The agenda included lunch and networking, a presentation on IT service management, and a survey and prize drawing. Upcoming meeting dates and locations were also listed. The document provided information on new features for HDI membership and connectivity, industry awards and certifications, and discounts for an upcoming conference.
Hdi Capital Area April 17 2015 Meeting Slideshdicapitalarea
This document provides updates from the HDI Corporate office and the HDI Capital Area Local Chapter. It announces a new certification course focusing on exceeding customer expectations and the upcoming FUSION 15 conference. It also advertises webinars on integrating ITSM, DevOps, and the March/April issue of SupportWorld. The document notes the local chapter is reducing events to 8 per year on Fridays and upcoming officer elections. It thanks sponsors and introduces today's speaker on applying Agile and ITIL principles.
Unlock the Future of Search with MongoDB Atlas_ Vector Search Unleashed.pdfMalak Abu Hammad
Discover how MongoDB Atlas and vector search technology can revolutionize your application's search capabilities. This comprehensive presentation covers:
* What is Vector Search?
* Importance and benefits of vector search
* Practical use cases across various industries
* Step-by-step implementation guide
* Live demos with code snippets
* Enhancing LLM capabilities with vector search
* Best practices and optimization strategies
Perfect for developers, AI enthusiasts, and tech leaders. Learn how to leverage MongoDB Atlas to deliver highly relevant, context-aware search results, transforming your data retrieval process. Stay ahead in tech innovation and maximize the potential of your applications.
#MongoDB #VectorSearch #AI #SemanticSearch #TechInnovation #DataScience #LLM #MachineLearning #SearchTechnology
DevOps and Testing slides at DASA ConnectKari Kakkonen
My and Rik Marselis slides at 30.5.2024 DASA Connect conference. We discuss about what is testing, then what is agile testing and finally what is Testing in DevOps. Finally we had lovely workshop with the participants trying to find out different ways to think about quality and testing in different parts of the DevOps infinity loop.
Generative AI Deep Dive: Advancing from Proof of Concept to ProductionAggregage
Join Maher Hanafi, VP of Engineering at Betterworks, in this new session where he'll share a practical framework to transform Gen AI prototypes into impactful products! He'll delve into the complexities of data collection and management, model selection and optimization, and ensuring security, scalability, and responsible use.
Observability Concepts EVERY Developer Should Know -- DeveloperWeek Europe.pdfPaige Cruz
Monitoring and observability aren’t traditionally found in software curriculums and many of us cobble this knowledge together from whatever vendor or ecosystem we were first introduced to and whatever is a part of your current company’s observability stack.
While the dev and ops silo continues to crumble….many organizations still relegate monitoring & observability as the purview of ops, infra and SRE teams. This is a mistake - achieving a highly observable system requires collaboration up and down the stack.
I, a former op, would like to extend an invitation to all application developers to join the observability party will share these foundational concepts to build on:
UiPath Test Automation using UiPath Test Suite series, part 6DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 6. In this session, we will cover Test Automation with generative AI and Open AI.
UiPath Test Automation with generative AI and Open AI webinar offers an in-depth exploration of leveraging cutting-edge technologies for test automation within the UiPath platform. Attendees will delve into the integration of generative AI, a test automation solution, with Open AI advanced natural language processing capabilities.
Throughout the session, participants will discover how this synergy empowers testers to automate repetitive tasks, enhance testing accuracy, and expedite the software testing life cycle. Topics covered include the seamless integration process, practical use cases, and the benefits of harnessing AI-driven automation for UiPath testing initiatives. By attending this webinar, testers, and automation professionals can gain valuable insights into harnessing the power of AI to optimize their test automation workflows within the UiPath ecosystem, ultimately driving efficiency and quality in software development processes.
What will you get from this session?
1. Insights into integrating generative AI.
2. Understanding how this integration enhances test automation within the UiPath platform
3. Practical demonstrations
4. Exploration of real-world use cases illustrating the benefits of AI-driven test automation for UiPath
Topics covered:
What is generative AI
Test Automation with generative AI and Open AI.
UiPath integration with generative AI
Speaker:
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
Full-RAG: A modern architecture for hyper-personalizationZilliz
Mike Del Balso, CEO & Co-Founder at Tecton, presents "Full RAG," a novel approach to AI recommendation systems, aiming to push beyond the limitations of traditional models through a deep integration of contextual insights and real-time data, leveraging the Retrieval-Augmented Generation architecture. This talk will outline Full RAG's potential to significantly enhance personalization, address engineering challenges such as data management and model training, and introduce data enrichment with reranking as a key solution. Attendees will gain crucial insights into the importance of hyperpersonalization in AI, the capabilities of Full RAG for advanced personalization, and strategies for managing complex data integrations for deploying cutting-edge AI solutions.
Threats to mobile devices are more prevalent and increasing in scope and complexity. Users of mobile devices desire to take full advantage of the features
available on those devices, but many of the features provide convenience and capability but sacrifice security. This best practices guide outlines steps the users can take to better protect personal devices and information.
“An Outlook of the Ongoing and Future Relationship between Blockchain Technologies and Process-aware Information Systems.” Invited talk at the joint workshop on Blockchain for Information Systems (BC4IS) and Blockchain for Trusted Data Sharing (B4TDS), co-located with with the 36th International Conference on Advanced Information Systems Engineering (CAiSE), 3 June 2024, Limassol, Cyprus.
Climate Impact of Software Testing at Nordic Testing DaysKari Kakkonen
My slides at Nordic Testing Days 6.6.2024
Climate impact / sustainability of software testing discussed on the talk. ICT and testing must carry their part of global responsibility to help with the climat warming. We can minimize the carbon footprint but we can also have a carbon handprint, a positive impact on the climate. Quality characteristics can be added with sustainability, and then measured continuously. Test environments can be used less, and in smaller scale and on demand. Test techniques can be used in optimizing or minimizing number of tests. Test automation can be used to speed up testing.
Securing your Kubernetes cluster_ a step-by-step guide to success !KatiaHIMEUR1
Today, after several years of existence, an extremely active community and an ultra-dynamic ecosystem, Kubernetes has established itself as the de facto standard in container orchestration. Thanks to a wide range of managed services, it has never been so easy to set up a ready-to-use Kubernetes cluster.
However, this ease of use means that the subject of security in Kubernetes is often left for later, or even neglected. This exposes companies to significant risks.
In this talk, I'll show you step-by-step how to secure your Kubernetes cluster for greater peace of mind and reliability.
zkStudyClub - Reef: Fast Succinct Non-Interactive Zero-Knowledge Regex ProofsAlex Pruden
This paper presents Reef, a system for generating publicly verifiable succinct non-interactive zero-knowledge proofs that a committed document matches or does not match a regular expression. We describe applications such as proving the strength of passwords, the provenance of email despite redactions, the validity of oblivious DNS queries, and the existence of mutations in DNA. Reef supports the Perl Compatible Regular Expression syntax, including wildcards, alternation, ranges, capture groups, Kleene star, negations, and lookarounds. Reef introduces a new type of automata, Skipping Alternating Finite Automata (SAFA), that skips irrelevant parts of a document when producing proofs without undermining soundness, and instantiates SAFA with a lookup argument. Our experimental evaluation confirms that Reef can generate proofs for documents with 32M characters; the proofs are small and cheap to verify (under a second).
Paper: https://eprint.iacr.org/2023/1886
Encryption in Microsoft 365 - ExpertsLive Netherlands 2024Albert Hoitingh
In this session I delve into the encryption technology used in Microsoft 365 and Microsoft Purview. Including the concepts of Customer Key and Double Key Encryption.
Dr. Sean Tan, Head of Data Science, Changi Airport Group
Discover how Changi Airport Group (CAG) leverages graph technologies and generative AI to revolutionize their search capabilities. This session delves into the unique search needs of CAG’s diverse passengers and customers, showcasing how graph data structures enhance the accuracy and relevance of AI-generated search results, mitigating the risk of “hallucinations” and improving the overall customer journey.
In the rapidly evolving landscape of technologies, XML continues to play a vital role in structuring, storing, and transporting data across diverse systems. The recent advancements in artificial intelligence (AI) present new methodologies for enhancing XML development workflows, introducing efficiency, automation, and intelligent capabilities. This presentation will outline the scope and perspective of utilizing AI in XML development. The potential benefits and the possible pitfalls will be highlighted, providing a balanced view of the subject.
We will explore the capabilities of AI in understanding XML markup languages and autonomously creating structured XML content. Additionally, we will examine the capacity of AI to enrich plain text with appropriate XML markup. Practical examples and methodological guidelines will be provided to elucidate how AI can be effectively prompted to interpret and generate accurate XML markup.
Further emphasis will be placed on the role of AI in developing XSLT, or schemas such as XSD and Schematron. We will address the techniques and strategies adopted to create prompts for generating code, explaining code, or refactoring the code, and the results achieved.
The discussion will extend to how AI can be used to transform XML content. In particular, the focus will be on the use of AI XPath extension functions in XSLT, Schematron, Schematron Quick Fixes, or for XML content refactoring.
The presentation aims to deliver a comprehensive overview of AI usage in XML development, providing attendees with the necessary knowledge to make informed decisions. Whether you’re at the early stages of adopting AI or considering integrating it in advanced XML development, this presentation will cover all levels of expertise.
By highlighting the potential advantages and challenges of integrating AI with XML development tools and languages, the presentation seeks to inspire thoughtful conversation around the future of XML development. We’ll not only delve into the technical aspects of AI-powered XML development but also discuss practical implications and possible future directions.
Sudheer Mechineni, Head of Application Frameworks, Standard Chartered Bank
Discover how Standard Chartered Bank harnessed the power of Neo4j to transform complex data access challenges into a dynamic, scalable graph database solution. This keynote will cover their journey from initial adoption to deploying a fully automated, enterprise-grade causal cluster, highlighting key strategies for modelling organisational changes and ensuring robust disaster recovery. Learn how these innovations have not only enhanced Standard Chartered Bank’s data infrastructure but also positioned them as pioneers in the banking sector’s adoption of graph technology.
Epistemic Interaction - tuning interfaces to provide information for AI supportAlan Dix
Paper presented at SYNERGY workshop at AVI 2024, Genoa, Italy. 3rd June 2024
https://alandix.com/academic/papers/synergy2024-epistemic/
As machine learning integrates deeper into human-computer interactions, the concept of epistemic interaction emerges, aiming to refine these interactions to enhance system adaptability. This approach encourages minor, intentional adjustments in user behaviour to enrich the data available for system learning. This paper introduces epistemic interaction within the context of human-system communication, illustrating how deliberate interaction design can improve system understanding and adaptation. Through concrete examples, we demonstrate the potential of epistemic interaction to significantly advance human-computer interaction by leveraging intuitive human communication strategies to inform system design and functionality, offering a novel pathway for enriching user-system engagements.
3. Elect Leadership Event Contributors
• AFT
– Paulette Foxx‐Dawodu & Waleed Dockery
• Vendor Sponsors
• Speakers
• Attendees
• Capital Area Officers & Event Committee
– Joan O Hare
Joan O’Hare
– Jose Garcia
– Carol Fester
– Bill Liberti
– Earl Brake
Earl Brake
– Jerry Byers
– Robert Stanley
– Heather Donnelly
– Kristin Ekanger
Kristin Ekanger
– Sandy Seroskie
– Leroy Weekley
4. Today s Activities
Today’s Activities
• Agenda Review
g
• Visit vendors and fill up your ballot
p y
• Go to the HDI Capital Area table to redeem your
card for a raffle ticket to win prizes
p p g
• Our speakers will provide food for thought
• Network‐Network‐Network!
• Survey y
5. HDI Awards Call for Submissions!
HDI Awards – Call for Submissions!
• Each year, HDI awards the highest honors in the IT
service and technical support industry
d h l d
• These awards recognize support professionals at all
levels and as individuals, teams, and organizations
l l d d d l d
• View the different awards options and nominate
someone by going to:
b i
www.ThinkHDI.com/Membership/Awards
6. Help Desk Analyst & Desktop Support Technician
of the Year Call for Nominations
f h Y C ll f N i i
• Email the following information (by Oct 29th to
g ( y
presidentemeritus@hdicapitalarea.com
• Help Desk Analyst and/or Desktop Technician's Name
– Company
– A paragraph describing the individuals achievements
(why you are nominating them)
(why you are nominating them)
– Manager's name and contact information
– Nominating Managers and Analysts will be our guests
g g y g
at the December 7th Awards Luncheon at Maggiano’s
featuring a keynote by Kirk Weisler
7. Call for HDI Manager of the Year
Nominations
• The Manager of the Year award will acknowledge
The Manager of the Year award will acknowledge
and honor a great leader, a Service and Support
Manager who has been in his or her current
management role for the past 12 months, supporting
any ‐ or all ‐ IT services within his or her organization.
• Applications due October 31st
8. HDI Team Certified
• New level of recognition for support teams with at least 80%
of staff certified by HDI
y
• Yearly award includes recognition in HDI publications and a
crystal award to display on‐site
• Application fee of $150 (collected after team qualification has
$
been verified)
• Registration is available at ThinkHDI com/HDITC Contact
Registration is available at ThinkHDI.com/HDITC. Contact
your account manager or the Customer Care Center for
assistance
• Watch for more information in upcoming mail,
newsletters, and emails
9. FUSION 12 Conference & Expo
FUSION 12 Conference & Expo
• itSMF USA and HDI’s annual event kicks off this year in Dallas,
TX, from October 29–31!
,
• FUSION 12 features fantastic pre‐conference workshops,
incredible keynote speakers, spectacular networking
opportunities, and super informational sessions
t iti d i f ti l i
• As HDI members, you save $200 on your FUSION 12
g , $ y
registrations, and an additional $100 if you’re conference
alumni
•
• Register at www. SMFusion12.com
10. The HDI Buyer’s Guide Is Now Open!
The HDI Buyer s Guide Is Now Open!
• HDI is thrilled to announce the launch of the
brand‐new HDI Buyer’s Guide, aimed at helping
guide products and services to the people who
need them
• Enter comments, provide feedback, and rate the
featured products
• Visit www.HDIConnect.com/Buyers‐Guide
11. Not a Member? Join Today!
Not a Member? Join Today!
• Become a Bronze member for just $10!
j $
• Visit the HDI Capital Area table to learn more
– www ThinkHDI com/Join or call 800 248 5667
www.ThinkHDI.com/Join, or call 800.248.5667
12. No Excuse!
An Action Plan For Success
Incorporating Core Values, Accountability,
and Balance into Your Life and Career
Jay Rifenbary, Speaker
Rifenbary Training & Development Center
12 Bog Meadow Run * Saratoga Springs, NY 12866
800-724-0845 * 518-587-6411 * fax 518-587-6411 * cell 518-573-4709
E-mail: jay@rifenbary.com, website: www.rifenbary.com
13. No Excuse! - An Action Plan for Success – Developing Your Core
Introduction
No More Excuses
Have you every heard yourself or anyone else make these excuses?
. I don’t have time.
. It’s not my responsibility.
. I’m all stressed out.
. It’s not my fault.
. Don’t blame me.
. It’s your entire fault.
. My wife (husband) won’t let me.
. I can’t handle it.
. If only I had motivated people.
. I can’t change the situation.
. We’ve always done it that way.
. It won’t work.
. And....on and on and on.........
If you are sick and tired of people whining, “No Excuse! An Action Plan For Success” is
a program worth investing in.
“No Excuse!” validates for many of us that certain principles and skills still matter when
it comes to the success of both our personal and professional lives.
“No Excuse!” is built on a solid foundation of core values, self-responsibility, integrity
and purpose. Principles such as self-control, personal respect, forgiveness, passion, and
attitude are just a sampling of other ideas in the “No Excuse” program.
Having a greater understanding of the importance of consistency in behavior,
decisiveness, and personal honesty will enhance an individual's productivity and
efficiency in the work place.
Ultimately this contributes to the overall atmosphere and productivity of the organization.
“No Excuse!” contributes to an individual's ability to lead, manage, sell and most
importantly set a positive and professional example for themselves and others.
Rifenbary Training & Development Center
-1-
14. No Excuse! - An Action Plan for Success – Developing Your Core
Incorporating Core Values, Accountability and Balance into Your Life and Career
Core Values
Define core values for your employees and family members. What do you stand for?
What are your core values?
Accountability
Reason versus excuse: An excuse is when the same reason becomes habitual. Core values
hold people accountable. It is our choice to determine how we behave. Accept no excuses
from yourself or anyone else. Everything we have ever thought about goes back to
accountability.
Personal Honesty
Needs and fears create the foundation for our decision-making.
Integrity
Consistency in behavior: We must know what our core values are. The foundation of
integrity is morality. Define morality as how I treat another human being -- with dignity
and respect.
Characteristics of Effective Leaders
Why do people follow you? What are the leadership characteristics that inspire people to
follow you? Leaders must define their core values. Leaders must effectively
communicate them.
Define Success
What do you want to be remembered for? Am I living the life I want to be remembered
for? Success is the journey and that journey should be a reflection of who we are
(personal honesty). What we want to be remembered for is the end of that journey. You
make a living by what you get; you make a life by what you give.
Purpose
How do you motivate people? You make people feel valued - People versus Personnel.
What am I suppose to be? What am I about?
The Foundation Of No Excuse
• Accountability
• Integrity
• Defining Success
• Purpose
Rifenbary Training & Development Center
-2-
15. No Excuse! - An Action Plan for Success – Developing Your Core
Thesaurus: Your Staircase To Success
Totally Forgive
Self, Others, Environment. Lack of forgiveness is portrayed through behavior; those
behaviors are destructive and lead to a break down in communication - efficiency -
productivity - profitability / Behaviors: Drainoid, Self-Indulger, Abuser.
Have Self Esteem
Self Esteem is the self-respect that one has for themselves. It is earned not given. It is
earned by acting on an understanding of core values, which in turn allows oneself to hold
themselves more accountable and personally honest.
Elevate Your Attitude & Enthusiasm
Attitude is one's latitude and longitude in life. The first impression is critical.
Sustain Self Control
The first true test of one's core values, how do you perform under pressure?
Professionalism is defined as emotional patience.
Always Be Honest / Always Dream & Set Goals
Goals - What do you look forward to?
Upgrade Your Knowledge / Understand People
There is a connection between the ability to communicate and level of success achieved.
Knowledge is the fuel of No Excuse!
Remember To Honor Family & Friends
When all is said and done who truly defines how successful you have been?
Upraise Your Determination
Conflict between desire and risk. Learn to become more accepting than expecting, not
accepting of behaviors that violate one's values, but accepting of what makes others
wonderful.
Succeed and Balance Your Life
Be eager to go to work, and eager to go back home. Balance your life.
Rifenbary Training & Development Center
-3-
16. No Excuse! - An Action Plan for Success – Developing Your Core
Lessons Learned
Why you need to forgive and how to do it so you can move-on.
How to live a self-esteem lifestyle for greater happiness and success.
How to elevate your attitude and enthusiasm so you can be more productive and
inspire others.
How to sustain self-control for personal and professional excellence.
How to always be honest with yourself and others for utmost integrity.
Why you need a dream, how to discover it and set goals to achieve it.
How to upgrade your knowledge and skills to get the results you want.
How to understand people and personalities for more effective communication and
leadership ability.
How to honor your family and friends for personal happiness and joy.
How to upraise your determination to make your dreams come true.
Over 100 quotes and affirmations for inspiration to keep going.
How to truly succeed for a happy, fulfilling, and well-balanced life.
You Can Be A No Excuse person!
Rifenbary Training & Development Center
-4-
17. No Excuse! - An Action Plan for Success – Developing Your Core
Jay Rifenbary - Background
Jay Rifenbary is president of the Rifenbary Training & Development Center, and author
of the bestseller, “No Excuse! - Incorporating Core Values, Accountability and Balance
into Your Life and Career”, awarded “Book of the Year” by the North American Book
Dealers Exchange; and his new release “True To Your Core – Common Sense Values for
Living Life to Its Fullest.
Jay is a professional speaker, trainer and consultant and for the last 19 years has provided
his expertise in the areas of personal development, leadership, and communication
training to organizations, associations and schools in all 50 states, Canada, Puerto Rico,
Europe and Asia.
Jay received his Bachelor of Science degree from the United States Military Academy at
West Point, with a concentration in Nuclear Physics.
From being a former qualified Airborne/Ranger, Military Commander, Sales
Professional, Corporate Manager and Entrepreneur, Jay brings a unique background of
interpersonal skills and business experience to each of his training and speaking
engagements.
Jay’s community leadership includes a board member of the Saratoga Springs City
School District Board of Education, President of the Board of Directors for the Friends of
the NYS Military Museum, and a member of the 20th Congressional District Service
Academy Selection Committee. Jay is also a columnist for the local Saratogian
newspaper.
A previous All-American swimmer, Jay is an avid sports enthusiast and enjoys the
challenges of biking, hiking, scuba diving, rock climbing, and downhill skiing. He and
his wife, Noni, have two children Nicole 28 and Jared 24 and they reside in Saratoga
Springs, New York.
Jack Canfield, Best Selling Author of “Chicken Soup for the Soul”, said of “No Excuse!”
that, Jay has given the world a most generous gift. Anyone who applies the “No
Excuse!” philosophy can create the life they want and make a difference.
Rifenbary Training & Development Center
12 Bog Meadow Run * Saratoga Springs, NY 12866
800-724-0845 * 518-587-6411 * fax 518-587-6411 * cell 518-573-4709
E-mail: jay@rifenbary.com, website: www.rifenbary.com
Rifenbary Training & Development Center
-5-
18. Transform Your Service Desk
by Using Award-Winning Strategies
HDI Capital Area Chapter Meeting
Brad Trout, National Delivery Director
October 17, 2012
19. Who is Technisource?
Technology Talent and Services Provider
Leading service desk provider for 25 years
5 million interactions handled per year
1.8 millions users supported per year
We support 89 countries worldwide
2011 HDI Team Excellence Award Winner
20. Talking Points
Continual Service Improvement
How To Get Started with CSI
Low Hanging Fruit: First Call Resolution
Value of Improving FCR
Customer Satisfaction
C S i f i
Key Metrics
Self Service
3
21. Continual Service Improvement
CSI improves effectiveness and efficiency
of IT services to better meet business
needs
– Effectiveness
• Reduce number of errors
• Increase FCR
– Efficiency
• Reduce time to resolve or repair
• Move resolution to a lower cost point
p
• Handle increased workload with same
resources
4
22. Business Benefits From a CSI Program
• Increase FCR
Improve Business
• Reduce cycle time to repair or configure
Productivity hardware/software
Increase C t
I Customer • Users want to have the best experience
Satisfaction possible
• Process
Innovation • Technology
Reduce Cost of • “Shift Left” philosophy
Support • Improve efficiencies
5
23. How to Get Started with CSI
What is the Business vision, Target Areas:
mission, goals and
vision?
objectives
bj ti
• KPIs
FCR
Escalated
Where are we Baseline
now?
Incidents
assessments
Top T
T Ten
Incidents
Where do we Set measurable &
want to be? achievable targets • Root Cause
Analysis
A l i
How do we get • Change
Service & process
there? improvement action Management
meetings
Did we get Measurement • Client meetings
there? & metrics
• Team meetings
6
24. FCR is a Great Place to Start!
“SHIFT LEFT” STRATEGY
FCR Improvement has
business power: Knowledge Management
– Maintain or Reduce
Support Costs Service Desk
– Enhance Business Desktop Support
Productivity
y
Shift Left
Increasing Support Costs & Impact
25. The Value of FCR:
Demonstrating Results from Improving FCR
g p g
What if you could increase FCR Month Annually Ask HR for Burdened
FCR increases to: 70% 70% Cost Per Employee
FCR Total Improvement: 10% 10% Or estimate $25/hour
Additional Calls Resolved 100 1,200
Additional Business
Productivity (hours)
y( ) 100 1,200
,
Business Productivity Savings 2,500 30,000
Support Cost Savings 6,200 74,400
Customer Satisfaction
Improvement 1% 6%
26. Why is Customer Satisfaction Becoming
So Important?
Customer Satisfaction is becoming a TOP focus area!
From HDI’s 2011 Customer
HDI s Why?
Satisfaction Benchmarking Report: – The Service Desk is:
82% of support centers are measuring • the primary face of IT
customer satisfaction in some fashion… 66% • IT’ l d i “fi
IT’s leader in “first
send incident-based surveys to their impressions are lasting
customers after closing incidents. impressions” chain
– Consumerization shows
users various points of
comparison and options for
support
– Encourages usage of Level
1 vs. more expensive
and/or informal support
channels
9
27. What Technisource Clients are Saying
“We want to move the focus
onto the customer experience.”
t th t i ”
“CustomerService MUST encompass the
end-to-end processes throughout IT support at all levels.”
“The statistics tell part of the story, the
customer tells us what really matters.”
10
28. Today’s Key Metrics
Do we really need all those reports?
y p
Today many desks measure many metrics
– Can be unclear as to why a metric is measured
Customer Satisfaction and First Call Resolution
– Tightly coupled metrics: Industry data confirms that
higher FCR leads to higher customer satisfaction
(source: MetricNet)
– FCR drives other important metrics:
• Reduces overall TCO for IT
• Reduces end user calls for status
• Frees Level 2 & 3 resources to be more st ateg c
ees evel esou ces o e strategic
• Leads to better Service Desk usage which frees the
“informal” support network
• Enhances end user productivity by getting them back to
task more quickly
11
29. Self Service
Use Self Service carefully or risk backlash
Sel Se v ce ca e ully o s bac las
Giving users knowledge to access to solve their own issues can be risky
Risky when used as a cost containment model ONLY
Highly effective as supplement to traditional Service Desk
Cannot be an afterthought
Requires dedicated focus to create/maintain user friendly and time tested knowledge
The tool is important in shaping user perceptions
12
30. Self Service Results May Vary…
“Millenials” are highly
Millenials
“Gen-Xers”
“G X ” are also very
l
connected, tech savvy,
self-reliant, and tend to
and want self service
prefer self-service
options
Highly technical
“Baby Boomers,” individuals (engineers,
typically want personal scientists, IT) tend to
(
(telephone) interaction
p ) want options dependent
p p
upon the situation
Therefore, Service D k need multiple modalities.
Th f S i Desks d lti l d liti
13
31. CSI Keys to Success
Look for
Benchmark Small Wins
Good Current First
Dedicated & State
Independent Executive Staff Baseline Communicate
y
Buy-in • FCR
Buy in
Buy-in Data and • KPIs and Success!
CSI “Owner” Reporting Costs •CCustomer
Satisfaction
14
32. The Technisource CSI Journey
Read my article in the September/October 2011 issue
of HDI’ S
f HDI’s SupportWorld magazine
tW ld i
15