overview of Intentional Communication Consultants services and programs
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Intentional Communication Consultants supports organizations by helping to maximize their human resources through various training programs related to decision-making, problem-solving, change management, emotional competencies, collaboration, neuroscience, leadership, critical thinking, trust-building, conflict transformation, mindfulness, emotional intelligence, respect, culture assessments, and wellness. They have trained thousands of people from diverse organizations through their work with the American Management Association and offer individual and organizational assessments.
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7 7-15 final ... my answer to 'what does it take to be a great leader'
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To be a great leader, one must be a transformational leader who creates a culture where employees are engaged and motivated. A transformational leader has seven key attributes: they are a change agent who believes in people and values; they have courage and are outspoken; they embrace lifelong learning and dealing with complexity; and they are visionary. The primary purpose of leadership is achieving sustainable organizational success through building employee engagement, innovation, and accountability.YWCA Silicon Valley
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Purpose led leadership
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I also shared why Purpose-Led Leadership is the key to the global transformations needed to resolve some of the world greatest problems we face today. How by aligning our inner being, quieting the mind, balancing our perceptions and emotions we can lead purposefully and drive the changes needed to better our future and look after our planet.
The world doesn’t need more power-driven leaders, but purpose-driven leaders who can solve real-world issues. The key challenge for businesses globally is how to get more purpose-driven leaders that realise they are there to make a difference in the world, to be the compass that direct company towards a desired outcome that is purpose driven.
The pressures are greater today than they’ve ever been on CEOs to produce short-term results but it’s really not about that. It’ about having a company that’s going to solve actual social problems through the work the company does and that requires a company with commitment to purpose throughout the entire organisation.
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In business, I learned from many mistakes that I made that the aim is to do business with people who believe what you believe.
Abraham Maslow had it right. Once our physical needs are met, we long for love, belonging, esteem and finally what Maslow called “self-actualization”–that our lives count.
To learn more about how to activate purpose in leadership and in people grab your copies of A Path to Wisdom and #Loneliness and start learning about TJS Evolutionary Method and apply daily some of key universal principles shared in the books.
For more information about how my talks, seminars, and workshop can help you or your organizations please visit www.tonyselimi.com
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overview of Intentional Communication Services
Intentional Communication Consultants helps organizations strengthen relationships and maximize their human resources through training and seminars in areas like decision-making, problem solving, change management, emotional competencies, collaboration, neuroscience and leadership, critical thinking, building trust, transforming conflict, working mindfully, emotional intelligence, organizational culture assessments, and wellness. They have trained thousands through the American Management Association and work with clients to develop strategic plans and address operational challenges through a focus on culture and people.
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Intentional Communication Consultants helps organizations strengthen relationships and maximize their human resources through training and seminars in areas like decision-making, problem solving, change management, emotional competencies, collaboration, neuroscience and leadership, critical thinking, building trust, transforming conflict, working mindfully, emotional intelligence, organizational culture assessments, and wellness. They have trained thousands through the American Management Association and work with clients to develop strategic plans and improve culture and performance.
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Learn BEM fundamentals as fast as possible. What is BEM (Block, element, modifier), BEM syntax, how it works with a real example, etc.
SEO: Getting Personal
The document discusses how personalization and dynamic content are becoming increasingly important on websites. It notes that 52% of marketers see content personalization as critical and 75% of consumers like it when brands personalize their content. However, personalization can create issues for search engine optimization as dynamic URLs and content are more difficult for search engines to index than static pages. The document provides tips for SEOs to help address these personalization and SEO challenges, such as using static URLs when possible and submitting accurate sitemaps.
Lightning Talk #9: How UX and Data Storytelling Can Shape Policy by Mika Aldaba
How can we take UX and Data Storytelling out of the tech context and use them to change the way government behaves?
Showcasing the truth is the highest goal of data storytelling. Because the design of a chart can affect the interpretation of data in a major way, one must wield visual tools with care and deliberation. Using quantitative facts to evoke an emotional response is best achieved with the combination of UX and data storytelling.
Succession “Losers”: What Happens to Executives Passed Over for the CEO Job?
Succession “Losers”: What Happens to Executives Passed Over for the CEO Job? Stanford GSB Corporate Governance Research Initiative
This document summarizes a study of CEO succession events among the largest 100 U.S. corporations between 2005-2015. The study analyzed executives who were passed over for the CEO role ("succession losers") and their subsequent careers. It found that 74% of passed over executives left their companies, with 30% eventually becoming CEOs elsewhere. However, companies led by succession losers saw average stock price declines of 13% over 3 years, compared to gains for companies whose CEO selections remained unchanged. The findings suggest that boards generally identify the most qualified CEO candidates, though differences between internal and external hires complicate comparisons.Viewers also liked (8)
Stay Up To Date on the Latest Happenings in the Boardroom: Recommended Summer...
Stay Up To Date on the Latest Happenings in the Boardroom: Recommended Summer...
Lightning Talk #9: How UX and Data Storytelling Can Shape Policy by Mika Aldaba
Lightning Talk #9: How UX and Data Storytelling Can Shape Policy by Mika Aldaba
Succession “Losers”: What Happens to Executives Passed Over for the CEO Job?
Succession “Losers”: What Happens to Executives Passed Over for the CEO Job?
Similar to overview of Intentional Communication Consultants services and programs
Employee Empowerment
This document discusses employee empowerment and disengagement. It provides information on Revolv, a company that helps organizations build engaging cultures. Revolv uses a four-step process and works on cultural fit, leadership/teams, and resilience. Disengagement is defined and trends are shown. Employee empowerment emerged from opposition movements and expands employee possibilities. Cultural fit ensures alignment between identity and strategy. Leadership styles like affiliative and coaching impact engagement. Informal leaders also shape culture. Resilience and core talents support empowerment over time.
About DLM Partners
DLM-Partners is a consulting firm focused on applied psychology and empowering people to reach their full potential. They partner with non-profits and design projects addressing real problems that generate value for clients and communities. Their team of experts provide assessments, coaching, workshops and team building using business psychology, action methods and project-based learning. DLM-Partners is a certified benefit corporation that donates 10% of revenue to partner non-profits and designs interventions with real impact.
LeaderLounge #LeadersAreReaders Series: Team Genius by Rich Karlgaard
The document discusses high-performing teams and how to build leadership quotient. It provides an agenda for a meeting that will cover topics like ideal team size, diversity versus good chemistry, the importance of pairs, how brain structure relates to teams, managing change and maneuverability, and team lifecycles. The document advocates that team design must work with brain structures and provide the support needed for teams to reach their full potential. It also notes that teams must be capable of surviving significant changes in today's economy and that humans adapt more slowly than technology.
Hrnv may-2015
This document discusses various aspects of performance reviews and feedback. It begins by providing a brief historical context of performance reviews dating back to ancient China. It then discusses some of the common problems with traditional performance review systems, noting that many employees dread the process. The document advocates focusing reviews on future goals and plans rather than just past performance. It also suggests that while praise is good for newcomers, more experienced workers may prefer and benefit from more constructive criticism as it can help them improve and feel challenged. Overall, the key idea discussed is that the purpose of reviews and feedback should be to foster continued growth and goal pursuit, not just judgements of past performance.
GUIDANCE FOR THE ETHICAL MUSLIM 5-Nov-21.pdf
This document provides guidance on defining integrity at work. It discusses how organizational values help companies communicate their identity, hire the right people, inspire employees, and provide guidance for decisions. Values provide a source of guidance and alignment for targets and boundaries. When values are well expressed in a company's culture, they help hire the right people, help employees know if the company is a good fit, inspire staff, separate misaligned staff, provide guidance for daily decisions, and inspire customers. A values-driven company provides clarity for expectations, which helps accelerate goals. The document is intended to guide the reader in defining their organization's mission, vision, values and priorities.
Employee Empowerment
Employee Empowerment as antidote against disengagement. Keynote delivered at the HRM Inspiration Day 2018.
Transforming Bias - From Unconscious to Conscious
Synergised Solutions Ltd presents their Transofrming Bias, 3-Day Change Programme:
An interdisciplinary modular based change programme that unlocks participants’ minds and perspectives around bias, equality, diversity and inclusion. These areas are examined from an organisational, team and personal standpoint.
At it's core, the programme is a combination of an evidence based approach along with the latest mindfulness and heart centered practices.
Culture Change 2 days seminar
This document provides information about a 2-day seminar on culture change presented by Chris Walker of Innerwealth Consulting. The seminar will focus on successfully guiding and motivating positive culture change within organizations. It will introduce techniques for handling resistance, motivating employees, and creating clear guidelines for change. The seminar is designed for companies and leaders looking to implement change quickly and will cover topics like understanding human dynamics, designing new cultures, and staying motivated through change. Chris Walker will facilitate interactive sessions using processes like the Collapse Process for managing emotions during change.
The role of Psychological Safety & Mission Critical Behaviours for organizati...
A presentation held together with AI Sweden. Focusing on the importance of psychological safety, clear goals and mission critical behaviours to build functioning organizations where individuals can come to their full potential.
Challenges to HR
This document discusses emerging challenges for HR professionals. It begins by quoting Peter Drucker and Jack Welch on the need to adapt to changes and field the best players. The main challenges identified are environmental factors like technology changes and globalization. Organizational challenges include cost-cutting and restructuring. Cultural challenges involve managing diversity. HR must develop strategies aligned with business goals and capabilities. Key roles involve developing intellectual capital, managing careers and conflicts, transferring knowledge, and fostering creativity.
Coaching Across Cultural Boundaries
Fons Trompenaars, a globally acclaimed cross cultural coach and consultant, provides his insights on how to coach across cultural boundaries
Go to our discussion forum to continue the conversation: https://forum.coacharya.com/t/coaching-across-boundaries/291
Why emotion matters in the workplace
Discover why emotional culture matters in the workplace and explore how the tool we've designed to create more human conversations about what really matters in the workplace.
ICQ Consulting
ICQ Consulting is a strategic leadership and management solution provider specialising in helping people and organisations leverage personal and cultural differences through a unique portfolio of data-driven assessments and training based on the expertise of world leading experts using proprietary technology.
Write up on tresonance consulting april 2015
Tresonance Consulting was established by Vinit Taneja to help organizations and individuals align their inner purpose and values with their external choices and actions. This enables true engagement and joy. Tresonance works with clients to discover their deeper purpose, develop leadership skills like mindfulness and intuition, and ensure their culture, vision and systems support their purpose. Key services include facilitating vision/values, measuring culture change, and developing personal mastery. The goal is for organizations to be effective, endearing and enduring. Nithya Shanti is Tresonance's soul-partner, sharing teachings to help people connect with wisdom and live from their heart.
The Dave Ulrich HR Academy Brochure
In the face of increasing complexity, business leaders need agile, business-focused HR partners to help them lead the business. RBL’s flexible HR development opportunities build HR professionals with an outside-in perspective and the tools to add value. Learn more at https://www.rbl.net/the-dave-ulrich-hr-academy.
Creating a Helping Organisation
The document discusses creating a helping organization to address employees' needs. It proposes five layers of help: (1) Community help through social networks and teams; (2) Barefoot help through managers' coaching; (3) Qualified help from trained leaders; (4) Professional executive coaching; and (5) Referral help through employee assistance programs. Each layer addresses needs from informal to complex, building a culture where employees feel supported in their work and personal lives to achieve their full potential.
Creating a Helping Organisation
An organization that provides multiple layers of help to employees. The five layers include:
1. Community help from coworkers and managers to feel supported.
2. Barefoot help is basic coaching from all managers.
3. Qualified help provides formal training to leaders to develop others.
4. Professional coaching helps executives improve performance and satisfaction.
5. Referral help through employee assistance programs addresses personal issues.
Together these layers aim to help employees with life challenges, maximize their potential, and create a culture of support.
Increase Enterprise Value By Maintaining Your Entrepreneurial Culture
Maintaining an entrepreneurial culture is key to increasing enterprise value over the long run. The document discusses how organizational culture is defined by shared implicit assumptions that guide how a group perceives and reacts to its environment. An entrepreneurial culture specifically values creativity, innovation, and risk-taking. Research shows companies with adaptive cultures that empower employees and prioritize customers financially outperform peers. The document provides tips for establishing and preserving an entrepreneurial mindset through hiring the right people, communication of vision, and not fearing failure. While difficult, leadership must work to shape and maintain a culture that drives long-term success.
Authentic Courageous Conversations
This document discusses several topics related to leadership challenges and organizational change. It begins by outlining Mario Denton's research interests, which include managerial issues, workplace bullying, leadership failures, and team dysfunctions. It then provides thoughts on creating dissatisfaction with the status quo to drive change efforts and notes that change takes longer than expected. Several models are presented, including the change-resistant vs change-sensitive organization and categories of people-performance orientations. The document concludes with discussions of managing career crossroads, psychological contracts between managers and reports, and finishing one's career well through finding purpose and meaning.
What is Millennial Board?
Millennial Board is a global community of insightful young professionals. We help executives to challenge the unchallengeable to find pathways for new growth.
Similar to overview of Intentional Communication Consultants services and programs (20)
LeaderLounge #LeadersAreReaders Series: Team Genius by Rich Karlgaard
LeaderLounge #LeadersAreReaders Series: Team Genius by Rich Karlgaard
The role of Psychological Safety & Mission Critical Behaviours for organizati...
The role of Psychological Safety & Mission Critical Behaviours for organizati...
Increase Enterprise Value By Maintaining Your Entrepreneurial Culture
Increase Enterprise Value By Maintaining Your Entrepreneurial Culture
overview of Intentional Communication Consultants services and programs
- 1. Intentional Communication Consultants
- 2. A few of our clients
- 3. trategic/Operational Intentional Communication Consultants Culture/People
- 4. Relationships are the new wealth of a global economy
- 5. We support organizations to maximize their most valuable resource – their people.
- 6. Our Decision-Making Problem Solving Change Management Stress Resiliency Emotional Competencies Collaboration
- 7. Here are a few ways we can help your organization
- 10. Building Trust In The Workplace
- 15. Individual and Organizational Culture Assessments
- 16. The Four Rooms Of Wellness
- 17. As faculty members and seminar developers for the American Management Association we have trained thousands of people representing a diverse group of organizations and levels of responsibility
- 18. Louise and George Altman Senior Partners 858.350.5550