Pamela Thomas Graham Business Woman
•Download as PPTX, PDF•
0 likes•587 views
Pamela Thomas Graham is a business executive who currently serves as the group president of Liz Claiborne Inc. She was born in 1963 in Detroit, Michigan and attended Harvard-Radcliffe College as well as Harvard Law and business schools. Prior to her current role, Graham held positions as the chief executive of CNBC and worked as a media star and novelist. Liz Claiborne Inc. is a successful clothing company where Graham has brought more "buzz", recognition, and business to the brand in her role as group president.
Report
Share
Report
Share
Recommended
Really Useful Coaching: Stealing from Sports
Slides from my talk at Dare Conf Mini in London Jan 2014, looking at what we can steal from sports in terms of coaching.
5 Things I Wish I Knew Sooner About Scaling Teams & Culture
The document discusses 5 things the author has learned about scaling teams and culture. The key points are: 1) Repeating important communications consistently is important for human understanding, unlike in programming; 2) Creating an environment where people feel a sense of purpose, autonomy, mastery, and inclusion predicts high performance; 3) Different challenges arise at different growth stages so focus on the right problems; 4) Checking that your actual impact matches your intent is important through techniques like retrospectives; 5) Diversity should be embraced and each person respected for their unique strengths rather than expecting homogeneity.
5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest
The document discusses 5 things the author wishes they had known sooner about scaling teams and culture. The key points are: 1) Important messages need to be repeated consistently for effective human communication. 2) Scaling teams is about creating an environment where people feel purpose, autonomy, mastery, and inclusion. 3) Different challenges emerge at different growth stages, so focus on the right problems. 4) It's important to observe impact and ensure it matches intent, using retrospectives. 5) Diversity should be embraced, focusing on how people's differences complement each other rather than expecting uniformity.
Creating Space to Be Awesome at ScotlandPHP17
This document discusses strategies for creating high-performing teams by focusing on employee motivation. It argues that motivation is driven by purpose, autonomy, and mastery. Traditional management approaches that treat employees as interchangeable units are ineffective. Instead, managers should create space for each employee to excel by understanding their motivations and enabling autonomy, mastery and inclusion. This allows employees to perform at their best and teams to benefit from the complementary strengths of diverse individuals. The document provides specific recommendations for how managers can protect purpose, enable autonomy and mastery, and cultivate an inclusive environment.
Creating Space to Be Awesome -- Offentlig Chef
The document discusses creating an inclusive work environment where people feel they have purpose, autonomy, opportunities for mastery, and a sense of belonging. It argues traditional management is ineffective and that the best performing teams have employees who feel their work is important, have a say in their responsibilities, and are able to continually learn and improve. It emphasizes the importance of understanding employee motivation and addressing factors like implicit bias that can prevent some groups from feeling they can succeed. The overall message is that managers should focus on cultivating an environment where everyone, regardless of their background, feels they have space to do their best work.
PHPNW2015 Keynote: Stealing People Lessons from Artificial Intelligence
Keynote from PHPNW 2015 conference, looking at what we can learn and lessons we can steal from artificial intelligence.
Practical Diversity at Thinking Digital Women
How do we build inclusive environments that can not just tolerate but positively encourage diverse teams to do their best? We'll look at some practical things you can do to make things better.
My Monolith is Melting - PIPELINE CONF 2015
Bringing change to legacy systems and monolithic waterfall programs is daunting, but doable. In this session we’ll look at a real world example of how we undertook the technical, cultural and process challenges to move to continuous delivery in a big organisation. You’ll hear about the epic battles with the dreaded CAB (Change Approval Board), the fight to move architecture discussions from Word documents to the whiteboards, and the myriad smaller skirmishes along the path to delivering features to our users faster, safer & more measurably.
Recommended
Really Useful Coaching: Stealing from Sports
Slides from my talk at Dare Conf Mini in London Jan 2014, looking at what we can steal from sports in terms of coaching.
5 Things I Wish I Knew Sooner About Scaling Teams & Culture
The document discusses 5 things the author has learned about scaling teams and culture. The key points are: 1) Repeating important communications consistently is important for human understanding, unlike in programming; 2) Creating an environment where people feel a sense of purpose, autonomy, mastery, and inclusion predicts high performance; 3) Different challenges arise at different growth stages so focus on the right problems; 4) Checking that your actual impact matches your intent is important through techniques like retrospectives; 5) Diversity should be embraced and each person respected for their unique strengths rather than expecting homogeneity.
5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest
The document discusses 5 things the author wishes they had known sooner about scaling teams and culture. The key points are: 1) Important messages need to be repeated consistently for effective human communication. 2) Scaling teams is about creating an environment where people feel purpose, autonomy, mastery, and inclusion. 3) Different challenges emerge at different growth stages, so focus on the right problems. 4) It's important to observe impact and ensure it matches intent, using retrospectives. 5) Diversity should be embraced, focusing on how people's differences complement each other rather than expecting uniformity.
Creating Space to Be Awesome at ScotlandPHP17
This document discusses strategies for creating high-performing teams by focusing on employee motivation. It argues that motivation is driven by purpose, autonomy, and mastery. Traditional management approaches that treat employees as interchangeable units are ineffective. Instead, managers should create space for each employee to excel by understanding their motivations and enabling autonomy, mastery and inclusion. This allows employees to perform at their best and teams to benefit from the complementary strengths of diverse individuals. The document provides specific recommendations for how managers can protect purpose, enable autonomy and mastery, and cultivate an inclusive environment.
Creating Space to Be Awesome -- Offentlig Chef
The document discusses creating an inclusive work environment where people feel they have purpose, autonomy, opportunities for mastery, and a sense of belonging. It argues traditional management is ineffective and that the best performing teams have employees who feel their work is important, have a say in their responsibilities, and are able to continually learn and improve. It emphasizes the importance of understanding employee motivation and addressing factors like implicit bias that can prevent some groups from feeling they can succeed. The overall message is that managers should focus on cultivating an environment where everyone, regardless of their background, feels they have space to do their best work.
PHPNW2015 Keynote: Stealing People Lessons from Artificial Intelligence
Keynote from PHPNW 2015 conference, looking at what we can learn and lessons we can steal from artificial intelligence.
Practical Diversity at Thinking Digital Women
How do we build inclusive environments that can not just tolerate but positively encourage diverse teams to do their best? We'll look at some practical things you can do to make things better.
My Monolith is Melting - PIPELINE CONF 2015
Bringing change to legacy systems and monolithic waterfall programs is daunting, but doable. In this session we’ll look at a real world example of how we undertook the technical, cultural and process challenges to move to continuous delivery in a big organisation. You’ll hear about the epic battles with the dreaded CAB (Change Approval Board), the fight to move architecture discussions from Word documents to the whiteboards, and the myriad smaller skirmishes along the path to delivering features to our users faster, safer & more measurably.
Interview Straight Talk | LaSalle Network Webinar
During this webinar, Tom Gimbel shared valuable insights into what companies are looking for in their next candidate and how you as a potential candidate can make a lasting impression.
Modern Management at #wintech17
Session from Women of Silicon Roundabout 2017.
Bringing agile approaches into how we manage people and lead teams can have wonderful, far-reaching impact. How do we get the most out of these new ways of working and also ensure that we create an inclusive environment where all types of people can be successful? In this session we’ll take a closer look at the science behind great people management, to figure out how to bring these together and craft space for everyone to be awesome.
Stealing Management Lessons from Artificial Intelligence - TDC14
The document discusses lessons that can be learned from artificial intelligence to improve project management. It notes that AI approaches showed the traditional view of poor human compliance being the main problem was flawed. Instead, enabling agents to independently make decisions while working towards a common goal leads to complex, successful outcomes, similar to agile approaches. It also discusses how understanding motivation by giving people a sense of purpose, autonomy, and mastery is key to high performance, as is making people feel included. The document advocates that managers should focus on these factors to help their teams succeed.
Modern Management: Creating Space for Everyone to Be Awesome
Our role as technology leaders is changing. And somehow also staying the same. Though we work in new ways – for instance using Agile & Lean – we are still trying to achieve the same thing. Our mission is to create high performing teams to deliver high quality products that help our users and organizations to succeed.
So how do we go about it? First of all, we steal the best lessons we can from psychology, management science, and other fields including sports. Then we focus on how to create an environment in which a diverse range of people can be themselves and be successful.
In this keynote we’ll take a whistle-stop tour of the relevant science, then focus on how to use it in our day-to-day – to create inclusive and effective work environments in which everyone can be awesome.
Creating Space to Be Awesome - Tech Talent Event
Talk given at Augmented Vacancies' Tech Talent Event on 30 June 2016, looking at how to create an environment in which your people can be high performing.
Creating Space to Be Awesome at QCon London
Bringing agile approaches into how we manage people and lead teams can have wonderful, far-reaching impact. How do we get the most out of these new ways of working and also ensure that we create an inclusive environment where all types of people can be successful? In this session we’ll take a closer look at the science behind great people management, to figure out how to bring these together and craft space for everyone to be awesome.
Brilliant People Management in an Agile Setting
This document discusses people management approaches in agile environments. It describes the author's experience with traditional corporate people development programs and their shortcomings. The document advocates for managers to focus on cultivating purpose, autonomy, mastery and inclusion for individuals in order to maximize motivation, performance and retention. It provides recommendations for agile people management practices like prioritizing 1:1 coaching sessions, helping people find deliberate practice in their work, and using clue/skills matrices to guide development. The overall message is that managers should create space for people to succeed and be awesome on their own terms.
Practical Diversity: Creating Space to Be Awesome
The document discusses creating inclusive environments in technology. It notes that the speaker, Meri Williams, comes from a diverse background as a woman, gay, foreign-born, disabled, and atheist individual who grew up in apartheid South Africa. Williams acknowledges her privilege from growing up white. The document advocates for moving beyond just tolerance or non-discrimination towards actively building inclusive environments where people feel respected, expected, and able to be successful and true to themselves. It provides tips for reducing fear, checking for implicit bias and systems that may disadvantage some groups, using role models, and making sure people feel someone like them can succeed.
Creating Space for People to Be Awesome
Talk I gave at Highland Fling Sessions (19 April 2014) where I was asked to talk about people management & diversity "in the trenches" -- i.e. what really matters day-to-day, in the workplace.
Practical Diversity -- Expanded Edition
Stopping discrimination is important, but tolerance is a terrible word (who wants to be tolerated?). What can we do to create more inclusive environments? Presenting some practical, pragmatic things that really work, based on real world experiences.
Updated expanded talk, given to GE Oil & Gas Women's Network in Florence and Booking.com Annual Meeting internal tech conference in Amsterdam, both in Dec 2013.
Neurodiversity: The Next Frontier (Agile People Sweden)
We already know that diverse teams are more creative and deliver better results. We’ve seen this play out in repeated studies and real life. Sadly many organisations lag behind in adequately representing the population in terms of diversity, but those that are making strides are also outperforming the competition. But what about less visible diversity? The topic of neurodiversity is increasingly on our minds (if you’ll excuse the pun). How do we create work environments and cultures that embrace the full spectrum of neurodiversity and enable all our colleagues to perform at their best?
Creating Space for EVERYONE to be Awesome - Agile People Sweden
Closing keynote from Agile People Sweden 2015.
Bringing agile approaches into how we manage people and lead teams can have wonderful, far-reaching impact. How do we get the most out of these new ways of working and also ensure that we create an inclusive environment where all types of people can be successful? In this session we’ll take a closer look at diversity & inclusion, and the science behind great people management, to figure out how to bring these together and craft space for everyone to be awesome.
Studies in Terror: Becoming a People Manager
I was first given “people management” responsibility when I was in my 20s—and my first two “direct reports” were guys older than my Dad. As it slowly dawned on me that I was responsible not just for “people management” but for these folks’ careers—which were a major focus of their lives—I was terrified.
Once I saw through the corporate euphemisms, I realised:
1) how important being a good manager is (after all, most people don’t leave their company, they leave their boss)
2) that I was so scarred by my own poor experiences with managers that I didn’t know what “good” looked like.
Over the following years I did a bunch of research, got some great mentors, and tested a bunch of different approaches. Let’s talk about how scary and how important great people management is, and how we can get better at it.
Modern Leadership & Team Science: Creating Space to Be Awesome
Our role as technology leaders is changing. And somehow also staying the same. Though we work in new ways – for instance using Agile & Lean – we are still trying to achieve the same thing. Our mission is to create high performing teams to deliver high quality products that help our users and organizations to succeed.
So how do we go about it? First of all, we steal the best lessons we can from psychology, management science, and other fields including sports. Then we focus on how to create an environment in which a diverse range of people can be themselves and be successful.
In this keynote we’ll take a whistle-stop tour of the relevant science, then focus on how to use it in our day-to-day – to create inclusive and effective work environments in which everyone can be awesome.
Awesome People Management with Agile at Agile North East
The document discusses agile people management. It describes the author's experience with traditional corporate people development practices, noting both benefits and downsides. The author argues that while some traditional practices can be adjusted for agile work, a different approach is still needed. The key aspects of this approach are focusing on purpose, autonomy, and mastery for employees; using 1:1 meetings as personal retrospectives; cultivating inclusion; helping design work as deliberate practice; and coaching employees rather than directing. The overall goal is to help employees feel they have space to do their best work and develop in a fulfilling career.
Facebook Business Briefing with Mari Smith - March 2018
The Future of Facebook: What Marketers Need To Know for 2018 and Beyond
Watch the companion Facebook Live here:
https://www.facebook.com/marismith/videos/10155226323975009/
Baking Accessibility In Using Agile - Fronteers 2014
The document is a presentation by Meri Williams on baking accessibility into agile processes. Some key points discussed include defining team values to include inclusivity and accessibility, arranging work as deliberate practice to improve accessibility skills, and defining what "done" means to ensure it incorporates accessibility testing and inclusive design. Anti-patterns that were discussed include rushing accessibility testing to the end or treating it as an optional extra cost. The overall message is that accessibility should be integrated into normal development practices and valued as highly as other quality attributes.
Facebook for Artists
Ceci Dadisman gives tips on using Facebook effectively for artists. She recommends connecting with fans by educating and engaging them on a personal profile while keeping personal details private. Dadisman also provides best practices for posts, tools for monitoring engagement, and advice on using ads and custom audiences to promote work to similar users.
(MBASkills.IN) Why We Have Too Few Women Leaders? - Sheryl Sandberg
This document summarizes a talk given by Sheryl Sandberg, Facebook COO and former Google executive. It discusses the lack of women in leadership positions globally and issues women face in balancing career and family. Some key statistics shown include only 9% of heads of state and 13% of members of parliament being women. The document advocates for women to stay fully engaged in their careers until they need to take an extended break for children, and to expect equal participation from partners in childcare and housework. It was presented by marketing professor Sameer Mathur and MBA student Mallory Ravier at the Indian Institute of Management, Lucknow.
Stealing Project Management Lessons from Artificial Intelligence
My keynote from the Digital Project Management Summit 2014 (http://dpm2014.com/) looking at what lessons we can steal from advances in artificial intelligence, for reapplication in project management.
More Related Content
What's hot
Interview Straight Talk | LaSalle Network Webinar
During this webinar, Tom Gimbel shared valuable insights into what companies are looking for in their next candidate and how you as a potential candidate can make a lasting impression.
Modern Management at #wintech17
Session from Women of Silicon Roundabout 2017.
Bringing agile approaches into how we manage people and lead teams can have wonderful, far-reaching impact. How do we get the most out of these new ways of working and also ensure that we create an inclusive environment where all types of people can be successful? In this session we’ll take a closer look at the science behind great people management, to figure out how to bring these together and craft space for everyone to be awesome.
Stealing Management Lessons from Artificial Intelligence - TDC14
The document discusses lessons that can be learned from artificial intelligence to improve project management. It notes that AI approaches showed the traditional view of poor human compliance being the main problem was flawed. Instead, enabling agents to independently make decisions while working towards a common goal leads to complex, successful outcomes, similar to agile approaches. It also discusses how understanding motivation by giving people a sense of purpose, autonomy, and mastery is key to high performance, as is making people feel included. The document advocates that managers should focus on these factors to help their teams succeed.
Modern Management: Creating Space for Everyone to Be Awesome
Our role as technology leaders is changing. And somehow also staying the same. Though we work in new ways – for instance using Agile & Lean – we are still trying to achieve the same thing. Our mission is to create high performing teams to deliver high quality products that help our users and organizations to succeed.
So how do we go about it? First of all, we steal the best lessons we can from psychology, management science, and other fields including sports. Then we focus on how to create an environment in which a diverse range of people can be themselves and be successful.
In this keynote we’ll take a whistle-stop tour of the relevant science, then focus on how to use it in our day-to-day – to create inclusive and effective work environments in which everyone can be awesome.
Creating Space to Be Awesome - Tech Talent Event
Talk given at Augmented Vacancies' Tech Talent Event on 30 June 2016, looking at how to create an environment in which your people can be high performing.
Creating Space to Be Awesome at QCon London
Bringing agile approaches into how we manage people and lead teams can have wonderful, far-reaching impact. How do we get the most out of these new ways of working and also ensure that we create an inclusive environment where all types of people can be successful? In this session we’ll take a closer look at the science behind great people management, to figure out how to bring these together and craft space for everyone to be awesome.
Brilliant People Management in an Agile Setting
This document discusses people management approaches in agile environments. It describes the author's experience with traditional corporate people development programs and their shortcomings. The document advocates for managers to focus on cultivating purpose, autonomy, mastery and inclusion for individuals in order to maximize motivation, performance and retention. It provides recommendations for agile people management practices like prioritizing 1:1 coaching sessions, helping people find deliberate practice in their work, and using clue/skills matrices to guide development. The overall message is that managers should create space for people to succeed and be awesome on their own terms.
Practical Diversity: Creating Space to Be Awesome
The document discusses creating inclusive environments in technology. It notes that the speaker, Meri Williams, comes from a diverse background as a woman, gay, foreign-born, disabled, and atheist individual who grew up in apartheid South Africa. Williams acknowledges her privilege from growing up white. The document advocates for moving beyond just tolerance or non-discrimination towards actively building inclusive environments where people feel respected, expected, and able to be successful and true to themselves. It provides tips for reducing fear, checking for implicit bias and systems that may disadvantage some groups, using role models, and making sure people feel someone like them can succeed.
Creating Space for People to Be Awesome
Talk I gave at Highland Fling Sessions (19 April 2014) where I was asked to talk about people management & diversity "in the trenches" -- i.e. what really matters day-to-day, in the workplace.
Practical Diversity -- Expanded Edition
Stopping discrimination is important, but tolerance is a terrible word (who wants to be tolerated?). What can we do to create more inclusive environments? Presenting some practical, pragmatic things that really work, based on real world experiences.
Updated expanded talk, given to GE Oil & Gas Women's Network in Florence and Booking.com Annual Meeting internal tech conference in Amsterdam, both in Dec 2013.
Neurodiversity: The Next Frontier (Agile People Sweden)
We already know that diverse teams are more creative and deliver better results. We’ve seen this play out in repeated studies and real life. Sadly many organisations lag behind in adequately representing the population in terms of diversity, but those that are making strides are also outperforming the competition. But what about less visible diversity? The topic of neurodiversity is increasingly on our minds (if you’ll excuse the pun). How do we create work environments and cultures that embrace the full spectrum of neurodiversity and enable all our colleagues to perform at their best?
Creating Space for EVERYONE to be Awesome - Agile People Sweden
Closing keynote from Agile People Sweden 2015.
Bringing agile approaches into how we manage people and lead teams can have wonderful, far-reaching impact. How do we get the most out of these new ways of working and also ensure that we create an inclusive environment where all types of people can be successful? In this session we’ll take a closer look at diversity & inclusion, and the science behind great people management, to figure out how to bring these together and craft space for everyone to be awesome.
Studies in Terror: Becoming a People Manager
I was first given “people management” responsibility when I was in my 20s—and my first two “direct reports” were guys older than my Dad. As it slowly dawned on me that I was responsible not just for “people management” but for these folks’ careers—which were a major focus of their lives—I was terrified.
Once I saw through the corporate euphemisms, I realised:
1) how important being a good manager is (after all, most people don’t leave their company, they leave their boss)
2) that I was so scarred by my own poor experiences with managers that I didn’t know what “good” looked like.
Over the following years I did a bunch of research, got some great mentors, and tested a bunch of different approaches. Let’s talk about how scary and how important great people management is, and how we can get better at it.
Modern Leadership & Team Science: Creating Space to Be Awesome
Our role as technology leaders is changing. And somehow also staying the same. Though we work in new ways – for instance using Agile & Lean – we are still trying to achieve the same thing. Our mission is to create high performing teams to deliver high quality products that help our users and organizations to succeed.
So how do we go about it? First of all, we steal the best lessons we can from psychology, management science, and other fields including sports. Then we focus on how to create an environment in which a diverse range of people can be themselves and be successful.
In this keynote we’ll take a whistle-stop tour of the relevant science, then focus on how to use it in our day-to-day – to create inclusive and effective work environments in which everyone can be awesome.
Awesome People Management with Agile at Agile North East
The document discusses agile people management. It describes the author's experience with traditional corporate people development practices, noting both benefits and downsides. The author argues that while some traditional practices can be adjusted for agile work, a different approach is still needed. The key aspects of this approach are focusing on purpose, autonomy, and mastery for employees; using 1:1 meetings as personal retrospectives; cultivating inclusion; helping design work as deliberate practice; and coaching employees rather than directing. The overall goal is to help employees feel they have space to do their best work and develop in a fulfilling career.
Facebook Business Briefing with Mari Smith - March 2018
The Future of Facebook: What Marketers Need To Know for 2018 and Beyond
Watch the companion Facebook Live here:
https://www.facebook.com/marismith/videos/10155226323975009/
Baking Accessibility In Using Agile - Fronteers 2014
The document is a presentation by Meri Williams on baking accessibility into agile processes. Some key points discussed include defining team values to include inclusivity and accessibility, arranging work as deliberate practice to improve accessibility skills, and defining what "done" means to ensure it incorporates accessibility testing and inclusive design. Anti-patterns that were discussed include rushing accessibility testing to the end or treating it as an optional extra cost. The overall message is that accessibility should be integrated into normal development practices and valued as highly as other quality attributes.
Facebook for Artists
Ceci Dadisman gives tips on using Facebook effectively for artists. She recommends connecting with fans by educating and engaging them on a personal profile while keeping personal details private. Dadisman also provides best practices for posts, tools for monitoring engagement, and advice on using ads and custom audiences to promote work to similar users.
(MBASkills.IN) Why We Have Too Few Women Leaders? - Sheryl Sandberg
This document summarizes a talk given by Sheryl Sandberg, Facebook COO and former Google executive. It discusses the lack of women in leadership positions globally and issues women face in balancing career and family. Some key statistics shown include only 9% of heads of state and 13% of members of parliament being women. The document advocates for women to stay fully engaged in their careers until they need to take an extended break for children, and to expect equal participation from partners in childcare and housework. It was presented by marketing professor Sameer Mathur and MBA student Mallory Ravier at the Indian Institute of Management, Lucknow.
Stealing Project Management Lessons from Artificial Intelligence
My keynote from the Digital Project Management Summit 2014 (http://dpm2014.com/) looking at what lessons we can steal from advances in artificial intelligence, for reapplication in project management.
What's hot (20)
Stealing Management Lessons from Artificial Intelligence - TDC14
Stealing Management Lessons from Artificial Intelligence - TDC14
Modern Management: Creating Space for Everyone to Be Awesome
Modern Management: Creating Space for Everyone to Be Awesome
Neurodiversity: The Next Frontier (Agile People Sweden)
Neurodiversity: The Next Frontier (Agile People Sweden)
Creating Space for EVERYONE to be Awesome - Agile People Sweden
Creating Space for EVERYONE to be Awesome - Agile People Sweden
Modern Leadership & Team Science: Creating Space to Be Awesome
Modern Leadership & Team Science: Creating Space to Be Awesome
Awesome People Management with Agile at Agile North East
Awesome People Management with Agile at Agile North East
Facebook Business Briefing with Mari Smith - March 2018
Facebook Business Briefing with Mari Smith - March 2018
Baking Accessibility In Using Agile - Fronteers 2014
Baking Accessibility In Using Agile - Fronteers 2014
(MBASkills.IN) Why We Have Too Few Women Leaders? - Sheryl Sandberg
(MBASkills.IN) Why We Have Too Few Women Leaders? - Sheryl Sandberg
Stealing Project Management Lessons from Artificial Intelligence
Stealing Project Management Lessons from Artificial Intelligence
Recently uploaded
Introduction to AI for Nonprofits with Tapp Network
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Chapter 4 - Islamic Financial Institutions in Malaysia.pptx
Chapter 4 - Islamic Financial Institutions in Malaysia.pptxMohd Adib Abd Muin, Senior Lecturer at Universiti Utara Malaysia
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
Assessment and Planning in Educational technology.pptx
In an education system, it is understood that assessment is only for the students, but on the other hand, the Assessment of teachers is also an important aspect of the education system that ensures teachers are providing high-quality instruction to students. The assessment process can be used to provide feedback and support for professional development, to inform decisions about teacher retention or promotion, or to evaluate teacher effectiveness for accountability purposes.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar KanvariaPCOS corelations and management through Ayurveda.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
Your Skill Boost Masterclass: Strategies for Effective Upskilling
Your Skill Boost Masterclass: Strategies for Effective UpskillingExcellence Foundation for South Sudan
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.CACJapan - GROUP Presentation 1- Wk 4.pdf
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
RPMS TEMPLATE FOR SCHOOL YEAR 2023-2024 FOR TEACHER 1 TO TEACHER 3
RPMS Template 2023-2024 by: Irene S. Rueco
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
-------------------------------------------------------------------------------
Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
-------------------------------------------------------------------------------
For more information about PECB:
Website: https://pecb.com/
LinkedIn: https://www.linkedin.com/company/pecb/
Facebook: https://www.facebook.com/PECBInternational/
Slideshare: http://www.slideshare.net/PECBCERTIFICATION
How to Manage Your Lost Opportunities in Odoo 17 CRM
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
Main Java[All of the Base Concepts}.docx
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
Digital Artifact 1 - 10VCD Environments Unit
Digital Artifact 1 - 10VCD Environments Unit - NGV Pavilion Concept Design
South African Journal of Science: Writing with integrity workshop (2024)
South African Journal of Science: Writing with integrity workshop (2024)Academy of Science of South Africa
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.Azure Interview Questions and Answers PDF By ScholarHat
Azure Interview Questions and Answers PDF By ScholarHat
Recently uploaded (20)
Introduction to AI for Nonprofits with Tapp Network
Introduction to AI for Nonprofits with Tapp Network
Chapter 4 - Islamic Financial Institutions in Malaysia.pptx
Chapter 4 - Islamic Financial Institutions in Malaysia.pptx
Assessment and Planning in Educational technology.pptx
Assessment and Planning in Educational technology.pptx
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...
Digital Artefact 1 - Tiny Home Environmental Design
Digital Artefact 1 - Tiny Home Environmental Design
Your Skill Boost Masterclass: Strategies for Effective Upskilling
Your Skill Boost Masterclass: Strategies for Effective Upskilling
RPMS TEMPLATE FOR SCHOOL YEAR 2023-2024 FOR TEACHER 1 TO TEACHER 3
RPMS TEMPLATE FOR SCHOOL YEAR 2023-2024 FOR TEACHER 1 TO TEACHER 3
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
How to Manage Your Lost Opportunities in Odoo 17 CRM
How to Manage Your Lost Opportunities in Odoo 17 CRM
South African Journal of Science: Writing with integrity workshop (2024)
South African Journal of Science: Writing with integrity workshop (2024)
Azure Interview Questions and Answers PDF By ScholarHat
Azure Interview Questions and Answers PDF By ScholarHat
Film vocab for eal 3 students: Australia the movie
Film vocab for eal 3 students: Australia the movie
Pamela Thomas Graham Business Woman
- 1. Pamela Thomas Business Person Power Point Brianna Henson 11.5.10 BIM 5th
- 2. Basic History • Born in 1963 in Detroit, MI. • Married Lawrence Otis Graham. • Has 3 children
- 3. Colleges Attended • Harvard-Radcliffe College • Harvard Law and business schools
- 4. Prior Work Experience and Position Held There • Chief executive of CNBC • Media star • Novelist
- 5. Where She Works Now Liz Claiborne Inc.
- 6. Info about Company Liz Claiborne Inc. is a very successful clothing company.
- 7. Info about her position Pamela Thomas Graham is the group president at Liz Claiborne Inc.
- 8. What she has done at this company • She brought the brand some “buzz”. • Made the company stand out more. • Brought more business.
- 9. Sources • http://aalbc.com/authors/interviewpamlemathomasgraham.htm • http://www.nytimes.com/keyword/pamela-thomas-graham • http://findarticles.com/p/articles/mi_m1355/is_3_112/ai_n2732 7911/ • http://en.wikipedia.org/wiki/Pamela_Thomas-Graham • http://www.businessweek.com/magazine/content/05_41/b39541 24.htm • https://www.credit- suisse.com/governance/en/pop_s_cv_thomas_graham.jsp • http://www.encyclopedia.com/doc/1G2-2873100062.html