The document outlines strategies for improving teamwork, including setting an example for your team to follow, building mutual trust and respect, encouraging open communication, clearly defining roles and responsibilities, appreciating employees' work, resolving conflicts efficiently, avoiding micromanaging, and providing frequent feedback.
15 Employee Engagement activities that you can start doing nowHppy
As a manager, keeping employees engaged is a major challenge but also opportunity. To achieve engagement, efforts must align with business strategy. The HR function is essential to define an engagement strategy aligned with organizational goals. There are many activities that can boost engagement, such as involving employees in business planning, knowledge sharing programs, learning opportunities, recognition of efforts, and encouraging career development.
1. The document discusses planning and saving for retirement, including estimating costs of one's desired lifestyle and identifying sources of retirement income such as pensions, 401ks, IRAs, Social Security, and other savings vehicles.
2. It explains compound interest and its power to grow savings over time, demonstrating concepts like the Rule of 72.
3. The importance of starting to save and plan for retirement early is emphasized.
The document discusses gamification and how applying game elements and mechanics can engage and motivate employees. It proposes a gamification framework that uses points, missions, levels, leaderboards, and badges to recognize and encourage collaboration behaviors. The goals are to understand, recognize, motivate, and compel employees to collaborate through intrinsic and extrinsic motivations. Key elements for success include leadership support, linking it to performance management, marketing, and making the program officially recognized.
Presenting this set of slides with name - Employee Motivation Powerpoint Presentation Slides. This PPT deck displays thirty nine slides with in depth research. Our topic oriented Employee Motivation Powerpoint Presentation Slides presentation deck is a helpful tool to plan, prepare, document and analyse the topic with a clear approach. We provide a ready to use deck with all sorts of relevant topics subtopics templates, charts and graphs, overviews, analysis templates. Outline all the important aspects without any hassle. It showcases of all kind of editable templates infographs for an inclusive and comprehensive Employee Motivation Powerpoint Presentation Slides presentation. Professionals, managers, individual and team involved in any company organization from any field can use them as per requirement.
In a series, I am uploading content I used in various programs. This is about "Leadership Mindset" - used with sales personnel who are <3>. This contains exercises. I will upload the other associated content in Slideshare too. This can be used for motivational programs.
The document outlines seven elements of a success mindset: 1) Desire, with motivation coming from a burning desire to achieve a purpose. 2) Commitment and integrity in keeping commitments. 3) Responsibility in accepting responsibilities, taking risks, and determining one's own destiny. 4) Hard work, as excellence requires preparation and sacrifice. 5) Positive believing through preparation and confidence. 6) The power of persistence in finishing what one starts through commitment and determination of purpose. 7) Pride of performance in taking pride in one's best work with humility.
The document discusses various leadership styles and theories. It contrasts authoritarian versus democratic leadership, and also describes transformational leadership which challenges followers to achieve more than expected. Effective leadership requires establishing vision, implementing strategy, developing people, and demonstrating traits like emotional intelligence.
The document outlines strategies for improving teamwork, including setting an example for your team to follow, building mutual trust and respect, encouraging open communication, clearly defining roles and responsibilities, appreciating employees' work, resolving conflicts efficiently, avoiding micromanaging, and providing frequent feedback.
15 Employee Engagement activities that you can start doing nowHppy
As a manager, keeping employees engaged is a major challenge but also opportunity. To achieve engagement, efforts must align with business strategy. The HR function is essential to define an engagement strategy aligned with organizational goals. There are many activities that can boost engagement, such as involving employees in business planning, knowledge sharing programs, learning opportunities, recognition of efforts, and encouraging career development.
1. The document discusses planning and saving for retirement, including estimating costs of one's desired lifestyle and identifying sources of retirement income such as pensions, 401ks, IRAs, Social Security, and other savings vehicles.
2. It explains compound interest and its power to grow savings over time, demonstrating concepts like the Rule of 72.
3. The importance of starting to save and plan for retirement early is emphasized.
The document discusses gamification and how applying game elements and mechanics can engage and motivate employees. It proposes a gamification framework that uses points, missions, levels, leaderboards, and badges to recognize and encourage collaboration behaviors. The goals are to understand, recognize, motivate, and compel employees to collaborate through intrinsic and extrinsic motivations. Key elements for success include leadership support, linking it to performance management, marketing, and making the program officially recognized.
Presenting this set of slides with name - Employee Motivation Powerpoint Presentation Slides. This PPT deck displays thirty nine slides with in depth research. Our topic oriented Employee Motivation Powerpoint Presentation Slides presentation deck is a helpful tool to plan, prepare, document and analyse the topic with a clear approach. We provide a ready to use deck with all sorts of relevant topics subtopics templates, charts and graphs, overviews, analysis templates. Outline all the important aspects without any hassle. It showcases of all kind of editable templates infographs for an inclusive and comprehensive Employee Motivation Powerpoint Presentation Slides presentation. Professionals, managers, individual and team involved in any company organization from any field can use them as per requirement.
In a series, I am uploading content I used in various programs. This is about "Leadership Mindset" - used with sales personnel who are <3>. This contains exercises. I will upload the other associated content in Slideshare too. This can be used for motivational programs.
The document outlines seven elements of a success mindset: 1) Desire, with motivation coming from a burning desire to achieve a purpose. 2) Commitment and integrity in keeping commitments. 3) Responsibility in accepting responsibilities, taking risks, and determining one's own destiny. 4) Hard work, as excellence requires preparation and sacrifice. 5) Positive believing through preparation and confidence. 6) The power of persistence in finishing what one starts through commitment and determination of purpose. 7) Pride of performance in taking pride in one's best work with humility.
The document discusses various leadership styles and theories. It contrasts authoritarian versus democratic leadership, and also describes transformational leadership which challenges followers to achieve more than expected. Effective leadership requires establishing vision, implementing strategy, developing people, and demonstrating traits like emotional intelligence.
This presentation explains how to play some team building activities that are important to the effective management and growth of teams and their objectives.
The document discusses the benefits of diversity and inclusion in the workplace, noting that companies with diverse leadership are 45% more likely to report market share growth and experience higher innovation, motivation, and performance. It defines diversity and inclusion, highlighting the importance of inclusion in leveraging different perspectives. The document also addresses unconscious biases that can impact organizations and provides strategies for promoting inclusion in leadership.
The document discusses employee retention strategies. It identifies objectives like reducing turnover and understanding how employees feel engaged. It then lists various retention strategies companies can implement at low, medium, and high levels. These include hiring the right people, empowering and recognizing employees, providing feedback, and creating a healthy work environment. The role of managers is also examined, with strategies like motivating employees, coaching, and focusing on career development. Overall, the key to an effective retention strategy is implementing the right practices to keep desirable employees committed to the organization.
This document discusses how to develop a winning personality and achieve success. It outlines several key factors for success, including having a belief in oneself, setting goals, and maintaining a positive attitude. It also provides tips for how to project your personality through being lively, enthusiastic, and properly attired. Contact information is given for MMM Training Solutions and their training consultants.
The document discusses the importance of vision for organizations. It defines vision as a channel to chart the future by exploring opportunities. It emphasizes that vision should set a direction, not destiny, and facilitate evolution like space research. It stresses that vision must have a reality check and be backed by strategies, values, leadership, and execution to deliver results and gain critical mass by influencing many. It also highlights the importance of context inclusion, aligned aspirations, living the vision through success stories, and vision reflecting an organization's purpose.
The document discusses focusing on and using one's talents and strengths. It emphasizes that everyone has natural talents that can be productively applied. When people use their strengths in their work and daily lives, they are more engaged, have better quality of life, and achieve more. The key is to identify one's talents and strengths and maximize them.
This document outlines six findings for creating the best workplace: 1) Let people be themselves by accommodating individual differences, 2) Unleash the flow of information through transparency and radical honesty, 3) Magnify people's strengths through training and development, 4) Stand for shareholder value by connecting work to meaningful values, 5) Show how daily work makes sense by helping employees find purpose, and 6) Have rules that people can believe in rather than unrealistic rules. The goal is to discover the ideal organization where individual differences are nurtured, information flows freely, employees' strengths are developed, work is intrinsically rewarding, and rules are sensible.
[To download this presentation, visit: https://www.oeconsulting.com.sg/training-presentations]
In today's work environment, the ongoing challenges of creating the magical bond between team members can be elusive. Moreover, it has become increasingly challenging, since we have been moving from the emphasis on social skills to technical and managerial skills. And as a result, the body of traditions and knowledge concerning the magic of teams have been lost.
Good teamwork is the ability to effectively collaborate with teammates, with the work, and with a common goal or purpose.
Based on world-renowned Patrick Lencioni's and Bruce Tuckman's work on team management, this uniquely blended team building PPT training presentation provides you with the much needed practical guidance on how to identify dysfunctional teams and put in place a process to build effective and collaborative teams in your organization.
LEARNING OBJECTIVES
1. Recognize the characteristics of high performing teams
2. Understand the five dysfunctions of a team
3. Describe the stages of building an effective team
4. Identify the qualities of good team leaders
5. Define the role of the team leader
6. Identify ways to sustain and improve team performance
CONTENTS
1. Introduction and Overview
2. The Five Dysfunctions of Teams
3. Stages of Team Development
4. Choosing a Good Team Leader
5. Role of the Team Leader
6. Sustaining & Improving Team Performance
The Evolution of Recognition: And 3 Truths that Will Never Change
O.C. Tanner, number 40 on the 2015 FORTUNE 100 Best Companies to Work For® list, helps organizations create great work environments by inspiring and appreciating great work. Thousands of clients globally use the company’s cloud-based technology, tools, awards, and education services to engage talent, increase performance, drive goals, and create experiences that fuel the human spirit.
This document discusses the importance of perseverance for career success. It defines perseverance as continuing in a course of action despite difficulties or lack of success. The document notes that most successful people experienced many failures along the way before achieving great accomplishments. It provides examples of persevering individuals like Colonel Sanders, J.K. Rowling, and Thomas Edison who all faced rejections and obstacles but continued working towards their goals and found success through perseverance. The document emphasizes that perseverance is a key quality needed to overcome challenges in one's career.
Help Young Talent Develop a Professional MindsetDaniel Goleman
There is a chasm between what business leaders expect from recent graduates, and what these new hires offer. In a Hay Group study of 450 business leaders and 450 recent graduates based in India, the US, and China… a massive 76% of business leaders reported that entry-level workers and recent grads are not ready for their jobs.
In most cases, these hires are intelligent, ambitious, and technically savvy. They have proven their ability to accomplish the work. They’re committed and passionate about rising through the ranks. So what are these new professionals missing?
They’re lacking soft skills.
This document outlines leadership development programs for managers at different levels within an organization. It discusses junior manager, middle manager, and senior manager programs that focus on developing positive leadership behaviors through strengths, appreciation, and building engagement. The junior manager program teaches fundamentals of people management. The middle manager program focuses on developing, motivating, and sustaining high-performing teams. The senior manager program emphasizes creating a strengths-based culture and developing business acumen. All programs use real-world examples and aim to translate learning into immediate managerial actions.
Employee retention refers to policies that encourage employees to remain with an organization. While training new employees is costly, retaining experienced employees allows an organization to benefit from their existing skills and institutional knowledge. Common reasons for employee turnover include lack of career growth opportunities, low compensation, and poor relationships with management or coworkers. Effective retention strategies include offering competitive pay and benefits, fostering employee development and career growth, maintaining open communication, and ensuring employee satisfaction with their roles, responsibilities, and work environment.
A team is a group of people who are mutually dependent on each other to achieve a common goal. Team building is important for any organization and focuses on bringing out the best in a team to ensure self-development, positive communication, leadership skills, and the ability to work closely together to solve problems. Successful teams are made up of effective individuals with experience, problem-solving abilities, and who are open to addressing problems and taking action. Team building benefits both individuals and the team as a whole by improving communication, making the workplace more enjoyable, motivating teams, allowing people to get to know each other better, and getting everyone focused on the same goals.
How to Fortify a Diverse Workforce to Battle the Great ResignationAggregage
The Great Resignation, also known as The Great Realignment, wreaked havoc in organizations and businesses. It's left many leaders scratching their heads, trying to understand the climate, and scrambling to find solutions to keep their top talent from departing, all while attempting to increase engagement and drive productivity. Organizations who have been able to overcome this time focused and doubled down on one key element of their people strategy: People first & focused engagement programs. This approach has not only allowed them to retain their talent, but to provide an avenue for growth in this incredibly competitive market, strengthening their employer branding along the way.
In this session, you will learn:
• The core power of The Great Resignation and how to build retention resilience
• How to identify your employer brand’s “secret sauce” as the foundation of your next engagement strategy
• How to reclaim the talent market and hire the best and brightest talent in the market today
• How to align with your workplace culture to create unity and connection
This document provides tips and strategies for negotiating, developing assertiveness, managing stress and pressure, developing organizational skills, prioritizing tasks, reflecting on experiences, taking effective notes, and giving oral presentations. It discusses separating people from problems in negotiations, focusing on interests not positions, generating options before decisions, and agreeing on solution criteria. For managing stress, it suggests identifying stress sources and reactions as well as finding healthier coping mechanisms like exercise. Good organizational habits include spending time wisely, avoiding time wasters, and setting clear to-do targets.
The document provides an overview of communication skills and strategies. It discusses the challenges of conveying thoughts and feelings at work and experiencing nervousness. Mastering fundamental communication skills such as planning messages, active listening, self-expression and giving/receiving feedback can help career development. The document also outlines conflict resolution strategies like collaboration, compromise and avoidance as well as tips for effective negotiation.
This presentation explains how to play some team building activities that are important to the effective management and growth of teams and their objectives.
The document discusses the benefits of diversity and inclusion in the workplace, noting that companies with diverse leadership are 45% more likely to report market share growth and experience higher innovation, motivation, and performance. It defines diversity and inclusion, highlighting the importance of inclusion in leveraging different perspectives. The document also addresses unconscious biases that can impact organizations and provides strategies for promoting inclusion in leadership.
The document discusses employee retention strategies. It identifies objectives like reducing turnover and understanding how employees feel engaged. It then lists various retention strategies companies can implement at low, medium, and high levels. These include hiring the right people, empowering and recognizing employees, providing feedback, and creating a healthy work environment. The role of managers is also examined, with strategies like motivating employees, coaching, and focusing on career development. Overall, the key to an effective retention strategy is implementing the right practices to keep desirable employees committed to the organization.
This document discusses how to develop a winning personality and achieve success. It outlines several key factors for success, including having a belief in oneself, setting goals, and maintaining a positive attitude. It also provides tips for how to project your personality through being lively, enthusiastic, and properly attired. Contact information is given for MMM Training Solutions and their training consultants.
The document discusses the importance of vision for organizations. It defines vision as a channel to chart the future by exploring opportunities. It emphasizes that vision should set a direction, not destiny, and facilitate evolution like space research. It stresses that vision must have a reality check and be backed by strategies, values, leadership, and execution to deliver results and gain critical mass by influencing many. It also highlights the importance of context inclusion, aligned aspirations, living the vision through success stories, and vision reflecting an organization's purpose.
The document discusses focusing on and using one's talents and strengths. It emphasizes that everyone has natural talents that can be productively applied. When people use their strengths in their work and daily lives, they are more engaged, have better quality of life, and achieve more. The key is to identify one's talents and strengths and maximize them.
This document outlines six findings for creating the best workplace: 1) Let people be themselves by accommodating individual differences, 2) Unleash the flow of information through transparency and radical honesty, 3) Magnify people's strengths through training and development, 4) Stand for shareholder value by connecting work to meaningful values, 5) Show how daily work makes sense by helping employees find purpose, and 6) Have rules that people can believe in rather than unrealistic rules. The goal is to discover the ideal organization where individual differences are nurtured, information flows freely, employees' strengths are developed, work is intrinsically rewarding, and rules are sensible.
[To download this presentation, visit: https://www.oeconsulting.com.sg/training-presentations]
In today's work environment, the ongoing challenges of creating the magical bond between team members can be elusive. Moreover, it has become increasingly challenging, since we have been moving from the emphasis on social skills to technical and managerial skills. And as a result, the body of traditions and knowledge concerning the magic of teams have been lost.
Good teamwork is the ability to effectively collaborate with teammates, with the work, and with a common goal or purpose.
Based on world-renowned Patrick Lencioni's and Bruce Tuckman's work on team management, this uniquely blended team building PPT training presentation provides you with the much needed practical guidance on how to identify dysfunctional teams and put in place a process to build effective and collaborative teams in your organization.
LEARNING OBJECTIVES
1. Recognize the characteristics of high performing teams
2. Understand the five dysfunctions of a team
3. Describe the stages of building an effective team
4. Identify the qualities of good team leaders
5. Define the role of the team leader
6. Identify ways to sustain and improve team performance
CONTENTS
1. Introduction and Overview
2. The Five Dysfunctions of Teams
3. Stages of Team Development
4. Choosing a Good Team Leader
5. Role of the Team Leader
6. Sustaining & Improving Team Performance
The Evolution of Recognition: And 3 Truths that Will Never Change
O.C. Tanner, number 40 on the 2015 FORTUNE 100 Best Companies to Work For® list, helps organizations create great work environments by inspiring and appreciating great work. Thousands of clients globally use the company’s cloud-based technology, tools, awards, and education services to engage talent, increase performance, drive goals, and create experiences that fuel the human spirit.
This document discusses the importance of perseverance for career success. It defines perseverance as continuing in a course of action despite difficulties or lack of success. The document notes that most successful people experienced many failures along the way before achieving great accomplishments. It provides examples of persevering individuals like Colonel Sanders, J.K. Rowling, and Thomas Edison who all faced rejections and obstacles but continued working towards their goals and found success through perseverance. The document emphasizes that perseverance is a key quality needed to overcome challenges in one's career.
Help Young Talent Develop a Professional MindsetDaniel Goleman
There is a chasm between what business leaders expect from recent graduates, and what these new hires offer. In a Hay Group study of 450 business leaders and 450 recent graduates based in India, the US, and China… a massive 76% of business leaders reported that entry-level workers and recent grads are not ready for their jobs.
In most cases, these hires are intelligent, ambitious, and technically savvy. They have proven their ability to accomplish the work. They’re committed and passionate about rising through the ranks. So what are these new professionals missing?
They’re lacking soft skills.
This document outlines leadership development programs for managers at different levels within an organization. It discusses junior manager, middle manager, and senior manager programs that focus on developing positive leadership behaviors through strengths, appreciation, and building engagement. The junior manager program teaches fundamentals of people management. The middle manager program focuses on developing, motivating, and sustaining high-performing teams. The senior manager program emphasizes creating a strengths-based culture and developing business acumen. All programs use real-world examples and aim to translate learning into immediate managerial actions.
Employee retention refers to policies that encourage employees to remain with an organization. While training new employees is costly, retaining experienced employees allows an organization to benefit from their existing skills and institutional knowledge. Common reasons for employee turnover include lack of career growth opportunities, low compensation, and poor relationships with management or coworkers. Effective retention strategies include offering competitive pay and benefits, fostering employee development and career growth, maintaining open communication, and ensuring employee satisfaction with their roles, responsibilities, and work environment.
A team is a group of people who are mutually dependent on each other to achieve a common goal. Team building is important for any organization and focuses on bringing out the best in a team to ensure self-development, positive communication, leadership skills, and the ability to work closely together to solve problems. Successful teams are made up of effective individuals with experience, problem-solving abilities, and who are open to addressing problems and taking action. Team building benefits both individuals and the team as a whole by improving communication, making the workplace more enjoyable, motivating teams, allowing people to get to know each other better, and getting everyone focused on the same goals.
How to Fortify a Diverse Workforce to Battle the Great ResignationAggregage
The Great Resignation, also known as The Great Realignment, wreaked havoc in organizations and businesses. It's left many leaders scratching their heads, trying to understand the climate, and scrambling to find solutions to keep their top talent from departing, all while attempting to increase engagement and drive productivity. Organizations who have been able to overcome this time focused and doubled down on one key element of their people strategy: People first & focused engagement programs. This approach has not only allowed them to retain their talent, but to provide an avenue for growth in this incredibly competitive market, strengthening their employer branding along the way.
In this session, you will learn:
• The core power of The Great Resignation and how to build retention resilience
• How to identify your employer brand’s “secret sauce” as the foundation of your next engagement strategy
• How to reclaim the talent market and hire the best and brightest talent in the market today
• How to align with your workplace culture to create unity and connection
This document provides tips and strategies for negotiating, developing assertiveness, managing stress and pressure, developing organizational skills, prioritizing tasks, reflecting on experiences, taking effective notes, and giving oral presentations. It discusses separating people from problems in negotiations, focusing on interests not positions, generating options before decisions, and agreeing on solution criteria. For managing stress, it suggests identifying stress sources and reactions as well as finding healthier coping mechanisms like exercise. Good organizational habits include spending time wisely, avoiding time wasters, and setting clear to-do targets.
The document provides an overview of communication skills and strategies. It discusses the challenges of conveying thoughts and feelings at work and experiencing nervousness. Mastering fundamental communication skills such as planning messages, active listening, self-expression and giving/receiving feedback can help career development. The document also outlines conflict resolution strategies like collaboration, compromise and avoidance as well as tips for effective negotiation.
The document discusses effective listening techniques. It begins by outlining the L-I-S-T-E-N model for good listening: look interested, involve yourself, stay on target, test your understanding, evaluate the message, and neutralize your feelings. It then defines listening and its importance in communication. The main body lists 10 principles of effective listening: stop talking, put the speaker at ease, remove distractions, empathize, be patient, avoid personal prejudice, prepare yourself, listen to tone, listen for ideas not just words, and watch for non-verbal cues. It concludes by describing common barriers to listening and providing tips for making listening more effective.
1. The document discusses guidelines for a workshop, including requesting that participants refrain from cross-talk, keep mobile phones silent, and direct questions to the trainer during breaks.
2. It explains that the workshop aims for introspection and self-investigation rather than finger-pointing. The workshop is interactive but not a brainstorming session.
3. Participants can stop the trainer anytime to request further explanation of a point, but detailed discussions should occur during breaks or dinner. All feedback on the content and overview is welcome.
This presentation discusses careers and employability. It defines a career as a person's lifelong progression through learning and work. Employability refers to how employable a person is based on factors like their education, skills, appearance, motivation, and personality. The presentation teaches that choosing the right career path is important for one's well-being, and developing employability skills throughout school helps prepare for future work.
This document contains a personality development assessment for Preety Agarwal. It includes sections acknowledging those who supported her, discussing the importance of an open self personality, listing motivational factors and emotions, applications and results of motivation, time management strategies, leadership functions, goal setting steps, communication patterns, ego states, and areas for persistence. The assessment contains Preety's responses to various questions about developing skills like openness, motivation, communication, leadership, and time management.
A presentation for students and young people seeking identify a career they can live on for a lifetime and enjoy the experience whiles on the career path.
This document discusses soft skills that employers find important. It defines soft skills as skills like ethics, dependability, time management, and flexibility. The document notes that employers especially value skills like professionalism, teamwork, communication, and leadership. It encourages readers to take an inventory to assess their strengths and areas to improve in soft skills like emotional intelligence and leadership. Finally, it provides ideas for practicing and developing soft skills through student activities, internships, and career services.
New Management style is emerging – SELF GOVERNECE and the companies that fall under the criteria of high in “Self-Governance.” were businesses where the employees were proactive, with high levels of both personal and mutual accountability and were engaged and satisfied.
The document provides instructions on how to introduce yourself and others in Indonesian. It discusses introducing yourself formally by stating your full name, education, skills, career goals and hobbies. It also discusses introducing others by saying phrases like "This is my friend/brother/sister" followed by shaking hands and saying "Nice to meet you." The objectives are for learners to understand and practice introductions formally and informally in Indonesian through examples, videos, and quizzes.
An effective teacher has self-confidence in their educational background, knowledge, and teaching approach. They also draw on a variety of life experiences, work well in teams, and see the school as part of the larger society. Each child is unique, so an effective teacher finds the individual motives and belief systems of each student. They are sincere, willing to learn and improve, and believe in their students' ability to succeed with the right motivation, goals, and planning for the long term. Above all, an effective teacher teaches from the heart, not just the book.
The document discusses creating a shared vision within a school. It provides examples of visions from different schools that are concise, inspirational, and highlight core values like students being central, collaboration, and continuous learning. The document also discusses how to generate consensus around a vision through structured techniques like brainstorming and voting to ensure buy-in from all stakeholders. Finally, it emphasizes that a vision is most effective when it is shared and lived by everyone in the school community.
The document discusses mentoring, coaching, and their benefits. It states that mentoring is a beneficial career development tool where an experienced person assists and guides a junior employee. Having a mentor increases success, career satisfaction, and likelihood of staying with an organization. Coaching is an informal management approach used to develop skills and improve employee performance. The GROW model is presented as a framework for coaching conversations, focusing on goals, current reality, options, and developing a plan of action. Creating a coaching culture involves having regular coaching conversations to build relationships and focus on strengths.
The document discusses building an inquiry culture in schools. It begins by outlining the hopes and goals of resolving issues, establishing routines, and reconnecting colleagues. It then discusses different levels of skill acquisition using the Dreyfus model, from novice to expert. Key questions are posed about thinking, routines, groupthink, and defining terms like ordinary and extraordinary. Trust is examined as organic, contractual, and relational. A continuum of organizational maturity is presented. Examples of Socratic quotes are provided, and an "ethos for learning" is described that questions all answers. The power of real questions and positional dynamics in conversations are explored. A look at team culture pillars of empathy, engagement, clarity of purpose and learning is taken
Career Success Series #5: Becoming a LeaderSheSays Denver
This document provides information about leadership styles and how to identify your own style. It discusses different leadership approaches (directive vs facilitative) and the four main styles - active, thoughtful, questioning, and accepting. The document aims to help readers learn their natural tendencies, understand how their style may impact others, and identify ways to develop their leadership abilities. It also includes humor examples of how the different styles may behave in various situations and provides an assessment for readers to learn their DISC style.
The document discusses the difference between talent and skill. Talent is something innate that one is born with, while skill is acquired through hard work and practice over time. It is not inherent. The document asks questions about talents and skills, how important they are, and whether we can survive without skills. It also discusses learning something new and how to go about it, including whether children learn faster than adults and how long practice is needed.
Final presentation for module 2 cms distance learning success 20151205Robine Lunkwitz
This document provides advice and tips for being a successful distance learner. It emphasizes that distance learners should bring their life experiences, prior learning, problem solving and communication skills to their studies. It stresses the importance of taking an active interest in what is being learned and being willing to ask questions. Distance learners must understand how they best learn - visually, auditorily, or kinesthetically - and adapt to changes in technology or course requirements. The keys to success are having focus, persistence, time management, initiative, an open mind, confidence, humility, online presence, and respect for the educational process.
Building the Skills to be a Better Role Model | Adastral Women in Tech Knowle...🇺🇲 🇬🇧 Kara Thurkettle
These were my slides for the Adastral Women in Tech Knowledge Series Call in September 2020. My talk covered the qualities of role models and how you can build the skills to be a better role model.
Here is the link to the video on slide 40: https://youtu.be/A1wd-7LTw50
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.