When it comes to "managing stress" we are failing miserably. Chronic stress is a $300 billion dollar problem for American businesses. Lost productivity, absenteeism, turnover and skyrocketing cost of healthcare, both physical and mental, has a painful impact on the bottom line.
When the boss is stressed out, employees feel it, too (literally). Almost half of American workers surveyed by Gallup report "chronic stress" and it's increased since 2012, despite efforts to improve employee wellness and work/life balance.
The problem is our approach and solution to decreasing stress in the workplace is failing.
What if there was a simple, low-cost approach whereby the boss (i.e., CEOs, VPs, Directors, Senior Managers and Managers) were responsible for employee engagement and productivity ... and the solution was effective communication and emotional self-management?
If you are paid to think AND have not been as successful as you'd like in "managing" or "reducing" stress in yourself or your team, then STOP! Discover why "managing stress" is futile and discover 7 strategies you can use immediately to transform stress into leadership effectiveness and high engagement for yourself AND your team.
For free resources and more information go to http://sustainable-leaders.com
The Uncertainty Model: Understanding What Business You Are InAlessandro Daliana
More often than not, business owners, executives, entrepreneurs and wanna-preneurs come to discuss their business with me in my capacity as a business leadership coach but have a hard time explaining what business their business is in. Based on these interactions, and over a quarter century of business experience, I have come up with The Uncertainty Model. It is fantastically useful for unlocking business.
Carving in a Recognition Rich Culture - Employee EngagementXoxoday
Recognition rich culture motivates employee to work more effectively in an organisation. Recognition increases employee engagement and encourages employee to give their best.
The Uncertainty Model: Understanding What Business You Are InAlessandro Daliana
More often than not, business owners, executives, entrepreneurs and wanna-preneurs come to discuss their business with me in my capacity as a business leadership coach but have a hard time explaining what business their business is in. Based on these interactions, and over a quarter century of business experience, I have come up with The Uncertainty Model. It is fantastically useful for unlocking business.
Carving in a Recognition Rich Culture - Employee EngagementXoxoday
Recognition rich culture motivates employee to work more effectively in an organisation. Recognition increases employee engagement and encourages employee to give their best.
1/16 HRD Can You Spot the Burnout Deck? FinalLimeade
Join us and the Human Resource Development (HRD) to hear from Laura Hamill, Chief Science Officer and Chief People Officer at Limeade and Reetu Sandhu, Manager, Limeade Institute to explore how you can spot burnout in your organization, why burnout too often goes unrecognized, and how to take steps to prevent burnout.
What it takes to become a best place to workLimeade
Becoming a best place to work comes down to people practicing a set of pivotal habits — at work and at home. As a result, employees perform better and so do companies.
In this webinar, Founder and President of Habits at Work Andrew Sykes will take you through the journey to become a best place to work — with examples of customer successes and challenges.
The connection between intrinsic motivation and your employee engagement stra...Limeade
To meet the ever-changing demands of today’s business world, and to drive real employee engagement, companies need to foster intrinsic motivation – engaging in behaviors because they're personally rewarding, not for some external reward. Why? Extrinsic incentives are great to promote initial action but they don't encourage ongoing positive behavior change.
Trends From the Trenches - Are the FUGS — Fear, Uncertainty, Greed—Getting Yo...Andrea Simon
Healthcare Innovation: Trends From The Trenches
Are the FUGS — Fear, Uncertainty, Greed—Getting You Down?
Featured Speakers:
Andrea (Andi) Simon, PhD and President of Simon Associates Management Consultants
Kriss Barlow, RN, MBA and Principal of Barlow/McCarthy
The opening webinar takes an in-depth look at “Trends from the Trenches,” the major changes Andi and Kriss see taking place in healthcare today. And Change is Pain. What’s more, the FUGs—Fear, Uncertainty, Greed—get in the way of you “seeing, feeling, thinking and doing” in new ways. This webinar will give you practical tools to get rid of the “FUGs” and get you moving again.
Andi will discuss the very real pain of change, as well as the trends she is seeing in the field. She will then offer 6 ways you and your team can successfully innovate to respond to the dramatic changes confronting your organization. Kriss will examine the often-overwhelming challenges faced by physicians and healthcare providers at all levels of the industry, and share 2 case studies of companies that have undergone successful change.
Post SMPS conference write up on the topic shared, how to build change accepting work environments. The session received the highest ranking and evaluations of any given that week.
ADURO and Limeade Webinar: Power of Intrinsic Motivationadurolife
Does your organization use incentives to motivate employee behavior? Are they working?
To meet the ever-changing demands of today’s business world, and to drive real employee engagement, companies need to foster intrinsic motivation -- engaging in behaviors because they're personally rewarding, not for some external reward. Why? Extrinsic incentives are great to promote initial action, but they don't encourage ongoing positive behavior change. In this program, Limeade's Laura Hamill and ADURO's Toni Best will discuss:
Intrinsic vs. extrinsic motivation.
The science behind intrinsic motivation and why it matters for engagement.
Best practices for how to use extrinsic rewards.
How to design an intrinsic-driven well-being program.
Key takeaways for your 2018 program.
As corporate wellness has matured from anti-smoking efforts and onsite gyms to today’s focus on overall employee well-being, so have the data and science to back it up. While many may think of well-being as “fluff” – the science behind it proves otherwise.
In these webinar slides, Limeade Chief People Officer Dr. Laura Hamill dives deep into the science of well-being.
This kit includes:
- Graeme Cowan's Bio
- On-Stage and On-Line Speaking videos
- Speaking topics
- Clients Graeme has worked for
- Testimonials
- Mental Health eLearning solutions
Defining Your Employee Value Proposition. 34 Surprisingly Useful Questions to...Sage HR
Ready to define your EVP but don’t know where to start? We’re gonna lead you through it!
The process is actually pretty simple; all you need to do is interview your employees and analyze their answers. Find an online tool to prepare your survey. To keep you on the right path, check out 34 sample questions that will make the process a lot easier!
Once you have obtained the answers, understand the changes that need to be made in order to make the work experience appealing to all of the employees. It will take some time and investment but make sure you work towards having an effective EVP.
And remember, an EVP must be unique, relevant and compelling if it is to act as a key driver of talent attraction, engagement and retention – which is ultimately what your Employer Brand aims to do.
1/16 HRD Can You Spot the Burnout Deck? FinalLimeade
Join us and the Human Resource Development (HRD) to hear from Laura Hamill, Chief Science Officer and Chief People Officer at Limeade and Reetu Sandhu, Manager, Limeade Institute to explore how you can spot burnout in your organization, why burnout too often goes unrecognized, and how to take steps to prevent burnout.
What it takes to become a best place to workLimeade
Becoming a best place to work comes down to people practicing a set of pivotal habits — at work and at home. As a result, employees perform better and so do companies.
In this webinar, Founder and President of Habits at Work Andrew Sykes will take you through the journey to become a best place to work — with examples of customer successes and challenges.
The connection between intrinsic motivation and your employee engagement stra...Limeade
To meet the ever-changing demands of today’s business world, and to drive real employee engagement, companies need to foster intrinsic motivation – engaging in behaviors because they're personally rewarding, not for some external reward. Why? Extrinsic incentives are great to promote initial action but they don't encourage ongoing positive behavior change.
Trends From the Trenches - Are the FUGS — Fear, Uncertainty, Greed—Getting Yo...Andrea Simon
Healthcare Innovation: Trends From The Trenches
Are the FUGS — Fear, Uncertainty, Greed—Getting You Down?
Featured Speakers:
Andrea (Andi) Simon, PhD and President of Simon Associates Management Consultants
Kriss Barlow, RN, MBA and Principal of Barlow/McCarthy
The opening webinar takes an in-depth look at “Trends from the Trenches,” the major changes Andi and Kriss see taking place in healthcare today. And Change is Pain. What’s more, the FUGs—Fear, Uncertainty, Greed—get in the way of you “seeing, feeling, thinking and doing” in new ways. This webinar will give you practical tools to get rid of the “FUGs” and get you moving again.
Andi will discuss the very real pain of change, as well as the trends she is seeing in the field. She will then offer 6 ways you and your team can successfully innovate to respond to the dramatic changes confronting your organization. Kriss will examine the often-overwhelming challenges faced by physicians and healthcare providers at all levels of the industry, and share 2 case studies of companies that have undergone successful change.
Post SMPS conference write up on the topic shared, how to build change accepting work environments. The session received the highest ranking and evaluations of any given that week.
ADURO and Limeade Webinar: Power of Intrinsic Motivationadurolife
Does your organization use incentives to motivate employee behavior? Are they working?
To meet the ever-changing demands of today’s business world, and to drive real employee engagement, companies need to foster intrinsic motivation -- engaging in behaviors because they're personally rewarding, not for some external reward. Why? Extrinsic incentives are great to promote initial action, but they don't encourage ongoing positive behavior change. In this program, Limeade's Laura Hamill and ADURO's Toni Best will discuss:
Intrinsic vs. extrinsic motivation.
The science behind intrinsic motivation and why it matters for engagement.
Best practices for how to use extrinsic rewards.
How to design an intrinsic-driven well-being program.
Key takeaways for your 2018 program.
As corporate wellness has matured from anti-smoking efforts and onsite gyms to today’s focus on overall employee well-being, so have the data and science to back it up. While many may think of well-being as “fluff” – the science behind it proves otherwise.
In these webinar slides, Limeade Chief People Officer Dr. Laura Hamill dives deep into the science of well-being.
This kit includes:
- Graeme Cowan's Bio
- On-Stage and On-Line Speaking videos
- Speaking topics
- Clients Graeme has worked for
- Testimonials
- Mental Health eLearning solutions
Defining Your Employee Value Proposition. 34 Surprisingly Useful Questions to...Sage HR
Ready to define your EVP but don’t know where to start? We’re gonna lead you through it!
The process is actually pretty simple; all you need to do is interview your employees and analyze their answers. Find an online tool to prepare your survey. To keep you on the right path, check out 34 sample questions that will make the process a lot easier!
Once you have obtained the answers, understand the changes that need to be made in order to make the work experience appealing to all of the employees. It will take some time and investment but make sure you work towards having an effective EVP.
And remember, an EVP must be unique, relevant and compelling if it is to act as a key driver of talent attraction, engagement and retention – which is ultimately what your Employer Brand aims to do.
Leadership is tough. Understanding the basics through analogies that are relatable and translatable to your teams can be keys to success.
Knowing and consistently communicating company culture/values are additional keys to success.
As ET the hip-hop preacher says, "Be phenomenal or be forgotten".
Association for Talent Development APAC Conference Taipei 2016Bernard Coulaty
I spoke to ATD APC Conference 2016 in Taipei this 18th november 2016 and introduced the engagement model I have designed from my global HR practitioner experience in Europe and Asia.
Developing Talent To Increase Business PerformanceMonster
TALENT is the engine of business growth and long-term competitiveness. When the right capabilities are built and leveraged within an organization, results follow. Savvy managers know how to build the capabilities needed to perform today and deliver talent results needed for tomorrow’s business needs.
Talent needs to KNOW what to do, be able to do (CAN do), and WANT to do to in order to achieve organization results.
This Slideshare contains information on:
- How to build talent (the CAN do)
- How to Engage talent (the WANT to do)
- How to deliver an increase in their organization’s business performance
How does one distinguish yourself and your organisation from the majority?
Biz-Guru Group of Companies share with you how you can differentiate yourself and your organisation from the majority.
These two opposite concepts are not just personality traits among employees; they are general outlooks that influence how they approach tasks and perceive the world. You may have noticed that some employees are enthusiastic about work while others show an indifferent, casual or negative disposition.
However, understanding how to balance these contrasting perspectives is important for your team to cultivate a more positive outlook, increase collaboration and drive business growth.
Ultimately, the goal is to be flexible and ensure the right balance to create a notable impact on work performance.
In this deck, you will gain insights into the intricacies of both mindsets.
You’ll also learn
•The significant differences between both mindsets
•How to ensure collaboration between optimistic and pessimistic personalities
•How to strike a balance for productivity and growth.
A short presentation used by me to showcase the integral benefit of leadership, values and vision applied to any firm or organization within a holistic approach.
More resources on our website http://www.empowerment-gateway.com
A short presentation used by me to showcase the integral benefit of leadership, values and vision applied to any firm or organization within a holistic approach.
More resources on our website www.empowerment-gateway.com
A short presentation used by me to showcase the integral benefit of leadership, values and vision applied to any firm or organization within a holistic approach.
More resources on our website http://www.empowerment-gateway.com
A short presentation used by me to showcase the integral benefit of leadership, values and vision applied to any firm or organization within a holistic approach.
More resources on our website http://www.empowerment-gateway.com
A short presentation used by me to showcase the integral benefit of leadership, values and vision applied to any firm or organization within a holistic approach.
More resources on our website http://www.empowerment-gateway.com
A short presentation used by me to showcase the integral benefit of leadership, values and vision applied to any firm or organization within a holistic approach.
More resources on our website http://www.empowerment-gateway.com
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Comparing Stability and Sustainability in Agile SystemsRob Healy
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
Public Speaking Tips to Help You Be A Strong Leader.pdfPinta Partners
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
Integrity in leadership builds trust by ensuring consistency between words an...Ram V Chary
Integrity in leadership builds trust by ensuring consistency between words and actions, making leaders reliable and credible. It also ensures ethical decision-making, which fosters a positive organizational culture and promotes long-term success. #RamVChary
Employment PracticesRegulation and Multinational CorporationsRoopaTemkar
Employment PracticesRegulation and Multinational Corporations
Strategic decision making within MNCs constrained or determined by the implementation of laws and codes of practice and by pressure from political actors. Managers in MNCs have to make choices that are shaped by gvmt. intervention and the local economy.
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
2. Christina Haxton, MA LMFT
Speaker, Author & Executive Coach
Powerful team connections. Sustainable leadership.
Extraordinary peace of mind…
Welcome!
4. I assist insanely
busy, smart
business owners,
managers and
executives to
recover from (or
better yet prevent )
overwhelm, burn
out or career
derailment.
Welcome – Thank you for having me. Intro self, The Character based leader, Speaker and executive coach. Clinician in private practice for over 16 years in rural Colorado and Denver metro area working with highly successful professionals in the with TBI, PTSD, Substance abuse, anxiety and depression. Many clients work for the Sherriff’s department, former military transitioning into civilian careers and health care professionals.
Proven strategies brain science
I assist busy managers & leaders at all levels to understand, manage and even leverage stress
I have impacted individuals, leaders and teams who belong to the following organizations … and many more.
To become more effective, productive, creative, connected and satisfied
What is a sustainable leader?
Let’s get started!
What are the effects you see of stress ? Increased absenteeism, decreased productivity of individual and team, stress felt by others, decreased PFC function Inhibiting Decision making Reasoning Understanding Memorizing/Learning = more isolation “I feel different” disconnected, fear, Lizard Brain
What are the effects you see of stress ? Increased absenteeism, decreased productivity of individual and team, stress felt by others, decreased PFC function Inhibiting Decision making Reasoning Understanding Memorizing/Learning = more isolation “I feel different” disconnected, fear, Lizard Brain
What are the effects you see of stress ? Increased absenteeism, decreased productivity of individual and team, stress felt by others, decreased PFC function Inhibiting Decision making Reasoning Understanding Memorizing/Learning = more isolation “I feel different” disconnected, fear, Lizard Brain
So you, like many highly dedicated
So you, like many highly dedicated
Problem #2: Chronic overwhelm … If you only knew then what you know now … ask Q: What are the realities?
Q: What are the realities?
Problem #2: Chronic overwhelm … If you only knew then what you know now … ask Q: What are the realities?
Which is your team’s MO when it comes to change, problems, conflict, confrontation that causes disruption of the status quo or stress?
Physical signs of stress …emotional signs of stress … cognitive impairment!
If you are paid to think, if your people are paid to think … chronic or over exposure to stress will endanger your greatest asset!
Physical signs of stress …emotional signs of stress … cognitive impairment!
If you are paid to think, if your people are paid to think … chronic or over exposure to stress will endanger your greatest asset!
Lizard brain is the part of the brain responsible for FIGHT, FLIGHT or FREEZE – SURVIVAL. And the degree varies …
Lizard brain is contagious … mirror neurons, social brain
Lizard brain is contagious … mirror neurons, social brain
Lizard brain is contagious … mirror neurons, social brain
Lizard brain is contagious … mirror neurons, social brain
Lizard brain is contagious … mirror neurons, social brain
Does he referee
Physical signs of stress …emotional signs of stress … cognitive impairment!
If you are paid to think, if your people are paid to think … chronic or over exposure to stress will endanger your greatest asset!
Physical signs of stress …emotional signs of stress … cognitive impairment!
If you are paid to think, if your people are paid to think … chronic or over exposure to stress will endanger your greatest asset!
If you are paid to think. If you pay others to think. You are in the right place
Physical signs of stress …emotional signs of stress … cognitive impairment!
If you are paid to think, if your people are paid to think … chronic or over exposure to stress will endanger your greatest asset!
Physical signs of stress …emotional signs of stress … cognitive impairment!
If you are paid to think, if your people are paid to think … chronic or over exposure to stress will endanger your greatest asset!
Physical signs of stress …emotional signs of stress … cognitive impairment!
If you are paid to think, if your people are paid to think … chronic or over exposure to stress will endanger your greatest asset!
Physical signs of stress …emotional signs of stress … cognitive impairment!
If you are paid to think, if your people are paid to think … chronic or over exposure to stress will endanger your greatest asset!
What if they had strategies, habits, routines and practical tools they could use in meetings and every day conversations to interrupt the pattern and cycle of stress for themselves?
What if your manager and team could help a team member who is from a different culture, ethnici background life or career experience when they see they may be frustrated or stuck on a problem instead of avoid the conversation?
Don’t confuse the PFC with motivation … motivation comes from emotion … the subconscious, deeply hard-wired very old part of the brain. Automatic, instinctual, fight, flight freeze and survival …
Physical signs of stress …emotional signs of stress … cognitive impairment!
If you are paid to think, if your people are paid to think … chronic or over exposure to stress will endanger your greatest asset!
Cortisol, Lizard brain is the part of the brain responsible for FIGHT, FLIGHT or FREEZE – SURVIVAL. And the degree varies … too much cortisol and thinking brain doesn’t work. When it comes to stress or conflict, If avoid is your default strategy Practice makes perfect .
5 functions of the tiny, weak, PFC … inhibiting understudies, distractions (external and internal) every 10 seconds, decision making (comparing 2+ and deciding on 1),
5 functions of PFC reasoning – if/then and Understanding – new to existing knowledge
5th Function of PFC – Memorizing, learning
Cortisol, Lizard brain is the part of the brain responsible for FIGHT, FLIGHT or FREEZE – SURVIVAL. And the degree varies … too much cortisol and thinking brain doesn’t work. When it comes to stress or conflict, If avoid is your default strategy Practice makes perfect .
What if your manager, team knew a little about how their very human brain memorizes, is motivated, communicates best under stress or in the absence of stress?
What if your manager, team knew a little about how their very human brain memorizes, is motivated, communicates best under stress or in the absence of stress?
What if your manager, team knew a little about how their very human brain memorizes, is motivated, communicates best under stress or in the absence of stress?
Understanding the strengths and limits of the PFC you will be able to make some changes that will help you reduce your stress. PFC is a small stage, one thought or idea at a time can be there, lights focus attention, lights powered by rechargeable batteries,
Physical signs of stress …emotional signs of stress … cognitive impairment!
If you are paid to think, if your people are paid to think … chronic or over exposure to stress will endanger your greatest asset!
Understanding the strengths and limits of the PFC you will be able to make some changes that will help you reduce your stress. PFC is a small stage, one thought or idea at a time can be there, lights focus attention, lights powered by rechargeable batteries,
Conserve the energy of your PFC by limiting distractions – example of client who STOPPED MULTITASKING
Compassion reduces power stress, trust others could possibly have their own even better solutions and ask what or how questions or better questions than “why” or lizard brain questions,
Don’t always believe what you think – challenge your BS
Problem: Lizard Brain words, cause stress and fear
Compassion reduces power stress, trust others could possibly have their own even better solutions and ask what or how questions or better questions than “why” or lizard brain questions,
Compassion reduces power stress, trust others could possibly have their own even better solutions and ask what or how questions or better questions than “why” or lizard brain questions,