What is your personal response to change at work and how does it fit with our People Through Change model. From Winners to Aliens what type are you and what does it mean?
This document discusses work ethics, anti-bullying, and creating a positive work environment. It defines bullying as intentional and harmful behavior involving a power imbalance that is usually repeated over time. Bullying can negatively impact well-being, performance, and create a hostile work environment. The document provides tips for addressing bullying by speaking to managers, HR, or filling out complaint forms. It emphasizes developing positive work ethics like honesty, dependability, and having a good attitude. Fostering teamwork, motivation, and upholding core values of safety and respect can help create a productive workplace.
5TH JULY is National Stand Up to Bullying Day. This short presentation aims to raise awareness of the impact of bullying behaviours in the workplace, to empower those affected by bullying and to encourage all organisations and leaders to promote zero tolerance of bullying.
Understanding what makes a great leader is not as easy as it seems. The most effective way to become the leader you want to be is to learn all you can. The article below can help you learn what great leadership can do for you.
This document summarizes a DiSC workshop about understanding behavioral styles. It discusses the DiSC model, which categorizes people into four main styles based on priorities and preferences. Participants learn their own primary style and how to identify others' styles. The goal is developing self-awareness and adapting to communicate and work more effectively with different styles on a team. Participants complete worksheets to analyze their own and teammates' styles to understand preferences, blind spots, and how to adapt their approach for better outcomes through open communication.
How can you increase trust levels? What are some tips to do that? What does trust look like in healthy teams and organizations? Since trust is the foundation of success, knowing how to answer these questions is crucial. Find these answers and more!
The document discusses the importance of respect in the workplace. It provides examples of disrespectful behaviors by a branch manager that fail to acknowledge and listen to a subordinate. Creating a respectful workplace requires leaders to consistently demonstrate respectful behaviors, such as making eye contact, smiling, praising employees, providing feedback, and avoiding gossip. Leaders must cultivate an environment where all employee ideas and opinions are valued in order to maximize productivity and limit workplace stress.
The document discusses the qualities of an ideal team player based on Patrick Lencioni's book "The Ideal Team Player". It describes the three virtues of an ideal team player as being humble, hungry, and smart. It then examines different combinations of these virtues and how they manifest, with the ideal combination being humble, hungry, and smart. The document also provides suggestions for developing each of the three virtues.
The document discusses 6 ways to immediately get noticed at work. They are: 1) Be a silent influencer who impacts others without seeking recognition; 2) Do more than your job description and look for ways to expand your influence; 3) Help your colleagues succeed to build relationships and opportunities; 4) Avoid getting caught up in office politics which can create a negative image; 5) Engage in constructive conflict by challenging the status quo respectfully; and 6) Be authentic so you can fully engage and motivate others with your energy and work ethic. The document advises focusing on results, learning, and helping the organization succeed to naturally get noticed.
This document discusses work ethics, anti-bullying, and creating a positive work environment. It defines bullying as intentional and harmful behavior involving a power imbalance that is usually repeated over time. Bullying can negatively impact well-being, performance, and create a hostile work environment. The document provides tips for addressing bullying by speaking to managers, HR, or filling out complaint forms. It emphasizes developing positive work ethics like honesty, dependability, and having a good attitude. Fostering teamwork, motivation, and upholding core values of safety and respect can help create a productive workplace.
5TH JULY is National Stand Up to Bullying Day. This short presentation aims to raise awareness of the impact of bullying behaviours in the workplace, to empower those affected by bullying and to encourage all organisations and leaders to promote zero tolerance of bullying.
Understanding what makes a great leader is not as easy as it seems. The most effective way to become the leader you want to be is to learn all you can. The article below can help you learn what great leadership can do for you.
This document summarizes a DiSC workshop about understanding behavioral styles. It discusses the DiSC model, which categorizes people into four main styles based on priorities and preferences. Participants learn their own primary style and how to identify others' styles. The goal is developing self-awareness and adapting to communicate and work more effectively with different styles on a team. Participants complete worksheets to analyze their own and teammates' styles to understand preferences, blind spots, and how to adapt their approach for better outcomes through open communication.
How can you increase trust levels? What are some tips to do that? What does trust look like in healthy teams and organizations? Since trust is the foundation of success, knowing how to answer these questions is crucial. Find these answers and more!
The document discusses the importance of respect in the workplace. It provides examples of disrespectful behaviors by a branch manager that fail to acknowledge and listen to a subordinate. Creating a respectful workplace requires leaders to consistently demonstrate respectful behaviors, such as making eye contact, smiling, praising employees, providing feedback, and avoiding gossip. Leaders must cultivate an environment where all employee ideas and opinions are valued in order to maximize productivity and limit workplace stress.
The document discusses the qualities of an ideal team player based on Patrick Lencioni's book "The Ideal Team Player". It describes the three virtues of an ideal team player as being humble, hungry, and smart. It then examines different combinations of these virtues and how they manifest, with the ideal combination being humble, hungry, and smart. The document also provides suggestions for developing each of the three virtues.
The document discusses 6 ways to immediately get noticed at work. They are: 1) Be a silent influencer who impacts others without seeking recognition; 2) Do more than your job description and look for ways to expand your influence; 3) Help your colleagues succeed to build relationships and opportunities; 4) Avoid getting caught up in office politics which can create a negative image; 5) Engage in constructive conflict by challenging the status quo respectfully; and 6) Be authentic so you can fully engage and motivate others with your energy and work ethic. The document advises focusing on results, learning, and helping the organization succeed to naturally get noticed.
The ideas of each number is from Dale Carnegie.
The description in black was originally her ideas.
The description in white is my personal additional ideas.
Great leadership can be a difficult thing to pin down and understand. You know a great leader when you’re working for one.
Apple's innovative ideas
Wright brothers flew a plane
Think, communicate, act differently
The document discusses high altitude leadership and compares leading an expedition to leading in a corporate environment. It outlines 8 dangers that leaders must overcome, including fear, selfishness, tool seduction, arrogance, lone heroism, cowardice, comfort, and gravity. Each danger is explained, with advice given on how to recognize and overcome it to become a stronger leader.
This document provides guidance on how to lead change in an apathetic environment. It defines apathy as a lack of feeling, emotion, interest or concern. To combat apathy, the document recommends starting with establishing a compelling reason for change by selecting an important issue to address. It then outlines Kotter's 8 steps for leading change, which include forming a guiding coalition, creating a vision for change, empowering others to act, and generating short-term wins to demonstrate progress and keep momentum going. The overall message is that initiating meaningful change requires identifying a cause people feel passionate about and can believe in, then breaking the process into achievable steps with opportunities to celebrate successes along the way.
The document discusses the importance of integrity at work. It notes that employees and CFOs view integrity as the most important leadership attribute. People want leaders they can trust and who are reliable. Acting with integrity means being honest, keeping promises, and treating people fairly regardless of position. Leaders must be willing to share difficult truths and have candid discussions. Regaining integrity after losing it requires taking responsibility, being transparent, over-delivering, and consistently demonstrating honesty over time.
Wyoming Hospital Association, part 2, Strategies for Building a Culture of Ow...Joe Tye
Slides used by Values Coach CEO and Head Coach Joe Tye in presentation for the 2017 annual conference of the Wyoming Hospital Association, part 2 of 3 parts.
Learn why trust is the foundation of great leadership and how to achieve trustworthiness for yourself. You must earn trust before you can expect others to give it. Authority levels don't grant it. Only behaviors and actions establish it.
Five Fears of Leaders at Vanderbilt UniversityLoriBCollins
The document discusses 5 common fears that leaders experience: (1) doubting their ability to do the job, (2) worrying that their team won't like them, (3) fearing failure in their new role, (4) questioning whether they are worthy of being a leader, and (5) worrying that their flaws or shortcomings will be discovered. For each fear, the document provides examples of challenges leaders may face and risks to the leader and organization. It also offers suggestions on how leaders can address each fear, such as building problem-solving skills, establishing clear expectations, and developing self-confidence independent of work achievements.
The document discusses strategies for leading without formal authority. It suggests leading by asking questions to understand various perspectives, embrace responsibility and share lessons learned. It also recommends leading by answering "why" questions to provide insight and inspire others. Additionally, it advises leading with enthusiasm as emotions are contagious, and people are drawn to passionate leaders who raise energy levels and rally others around a shared vision, even without a formal position of authority.
This document provides a self-assessment to check one's level of self-confidence. It lists a series of questions regarding comfort in social and professional situations, willingness to take initiative and risks, satisfaction with accomplishments and skills, and perception of control over one's life. The document states that answering 'yes' to many questions indicates lower self-confidence, while answering 'no' suggests lower confidence. It aims to help people evaluate their own confidence levels.
The document discusses different types of feedback including no feedback, negative feedback, constructive feedback, and appreciative feedback. It provides tips for both giving feedback, such as creating a prior relationship and being specific, and receiving feedback, like not judging and seeking multiple opinions. The author grew up struggling with negative feedback but now coaches and understands the importance of feedback.
Creating A Workplace Culture Of Respect And Trustbradbaso
The document outlines activities for a leadership seminar focused on creating a workplace culture of respect. It includes discussions of workplace incivility, identifying characteristics of a respectful workplace, applying the golden rule and platinum rule, addressing core employee concerns, assessing personal conflict resolution styles, and strategies for building relationships through articles and LinkedIn.
The document is an executive summary of an individual's DISC behavioral assessment results. It includes:
- A comparison of the individual's natural and adaptive behavioral styles according to the DISC model dimensions of Dominance, Influence, Steadiness, and Compliance.
- Descriptions of the individual's scores on each of the four DISC dimensions in their natural style, highlighting traits specific to their unique scores.
- An overview of the individual's natural behavioral style pattern based on their DISC assessment results.
- An overview of the individual's adaptive behavioral style pattern.
Presence came together to discuss implicit bias/unconscious bias and how it impacts hiring, retention, and our experiences in the workplace. Lindsay Murdock, Inclusion Strategist discusses why we have bias, history of bias, and actionable items individuals can takeaway to combat their own biases.
Run with a rebel wild pack create a better futureLois Kelly
This document discusses challenges in creating change within an organization and provides advice for overcoming resistance. It notes common reasons why change is difficult, such as fear of harming one's reputation or career. It then outlines strategies for leading change effectively, such as understanding organizational culture, framing new ideas positively, building support among colleagues, and addressing potential objections. The document emphasizes the importance of self-care when taking on the challenging role of change leader within a resistant culture. It provides tips for navigating politics, managing conflict, and knowing when to persist or withdraw advocacy for a new idea.
The document discusses how developing political savvy is an important skill for female leaders to have in order to advance their careers. It argues that remaining politically naïve can lead women to get passed over for promotions and opportunities. The document provides lessons on how to flex one's political style, such as mastering language to sell ideas, getting credit for great work, promoting oneself with boldness, managing perceptions, and building networks. Developing political savvy is framed as a key competency for empowering female leaders.
The document discusses the core skills needed to be a trusted advisor: the ability to earn trust, give advice, and build relationships. It explains that trusted advisors value maintaining relationships over short-term gains. Building trust is a multi-stage process involving engaging with clients, listening to understand their needs, framing issues collaboratively, envisioning solutions together, and committing to agreed upon actions. Trusted advisors focus on understanding clients' perspectives and priorities rather than just providing rational solutions.
Brandon West introduces himself and discusses defining your target audience and framing your message. He notes that your first impression is important but may be out of your control. West emphasizes the need to understand your audience's perspectives and appeal to their emotions over logic. He advises marketers to measure the effectiveness of their campaigns through key performance indicators and trial and error.
The document discusses different types of supervision styles and provides tips for effectively working with supervisors. It suggests that employees should understand their supervisor's style, be loyal, and try to understand their perspective. When disagreements occur, employees should talk it out with their supervisor to find a resolution or middle ground rather than leaving issues unsolved. Overall, the document emphasizes maintaining supportive, honest, and professional working relationships through open communication.
The document summarizes the Nissan Sunny, a small car launched in 1966 as the Datsun 1000. It was produced in multiple generations through 2004 for various global markets. Key details include:
- It was larger than the Nissan March but smaller than the Bluebird models, and earlier versions were subcompact while later became compact.
- It was known as the Datsun 1200 in the second generation and gained size to match the Toyota Corolla.
- The third generation 120Y/B210 was extremely popular during the 1970s gas crisis for its fuel efficiency and affordability.
The ideas of each number is from Dale Carnegie.
The description in black was originally her ideas.
The description in white is my personal additional ideas.
Great leadership can be a difficult thing to pin down and understand. You know a great leader when you’re working for one.
Apple's innovative ideas
Wright brothers flew a plane
Think, communicate, act differently
The document discusses high altitude leadership and compares leading an expedition to leading in a corporate environment. It outlines 8 dangers that leaders must overcome, including fear, selfishness, tool seduction, arrogance, lone heroism, cowardice, comfort, and gravity. Each danger is explained, with advice given on how to recognize and overcome it to become a stronger leader.
This document provides guidance on how to lead change in an apathetic environment. It defines apathy as a lack of feeling, emotion, interest or concern. To combat apathy, the document recommends starting with establishing a compelling reason for change by selecting an important issue to address. It then outlines Kotter's 8 steps for leading change, which include forming a guiding coalition, creating a vision for change, empowering others to act, and generating short-term wins to demonstrate progress and keep momentum going. The overall message is that initiating meaningful change requires identifying a cause people feel passionate about and can believe in, then breaking the process into achievable steps with opportunities to celebrate successes along the way.
The document discusses the importance of integrity at work. It notes that employees and CFOs view integrity as the most important leadership attribute. People want leaders they can trust and who are reliable. Acting with integrity means being honest, keeping promises, and treating people fairly regardless of position. Leaders must be willing to share difficult truths and have candid discussions. Regaining integrity after losing it requires taking responsibility, being transparent, over-delivering, and consistently demonstrating honesty over time.
Wyoming Hospital Association, part 2, Strategies for Building a Culture of Ow...Joe Tye
Slides used by Values Coach CEO and Head Coach Joe Tye in presentation for the 2017 annual conference of the Wyoming Hospital Association, part 2 of 3 parts.
Learn why trust is the foundation of great leadership and how to achieve trustworthiness for yourself. You must earn trust before you can expect others to give it. Authority levels don't grant it. Only behaviors and actions establish it.
Five Fears of Leaders at Vanderbilt UniversityLoriBCollins
The document discusses 5 common fears that leaders experience: (1) doubting their ability to do the job, (2) worrying that their team won't like them, (3) fearing failure in their new role, (4) questioning whether they are worthy of being a leader, and (5) worrying that their flaws or shortcomings will be discovered. For each fear, the document provides examples of challenges leaders may face and risks to the leader and organization. It also offers suggestions on how leaders can address each fear, such as building problem-solving skills, establishing clear expectations, and developing self-confidence independent of work achievements.
The document discusses strategies for leading without formal authority. It suggests leading by asking questions to understand various perspectives, embrace responsibility and share lessons learned. It also recommends leading by answering "why" questions to provide insight and inspire others. Additionally, it advises leading with enthusiasm as emotions are contagious, and people are drawn to passionate leaders who raise energy levels and rally others around a shared vision, even without a formal position of authority.
This document provides a self-assessment to check one's level of self-confidence. It lists a series of questions regarding comfort in social and professional situations, willingness to take initiative and risks, satisfaction with accomplishments and skills, and perception of control over one's life. The document states that answering 'yes' to many questions indicates lower self-confidence, while answering 'no' suggests lower confidence. It aims to help people evaluate their own confidence levels.
The document discusses different types of feedback including no feedback, negative feedback, constructive feedback, and appreciative feedback. It provides tips for both giving feedback, such as creating a prior relationship and being specific, and receiving feedback, like not judging and seeking multiple opinions. The author grew up struggling with negative feedback but now coaches and understands the importance of feedback.
Creating A Workplace Culture Of Respect And Trustbradbaso
The document outlines activities for a leadership seminar focused on creating a workplace culture of respect. It includes discussions of workplace incivility, identifying characteristics of a respectful workplace, applying the golden rule and platinum rule, addressing core employee concerns, assessing personal conflict resolution styles, and strategies for building relationships through articles and LinkedIn.
The document is an executive summary of an individual's DISC behavioral assessment results. It includes:
- A comparison of the individual's natural and adaptive behavioral styles according to the DISC model dimensions of Dominance, Influence, Steadiness, and Compliance.
- Descriptions of the individual's scores on each of the four DISC dimensions in their natural style, highlighting traits specific to their unique scores.
- An overview of the individual's natural behavioral style pattern based on their DISC assessment results.
- An overview of the individual's adaptive behavioral style pattern.
Presence came together to discuss implicit bias/unconscious bias and how it impacts hiring, retention, and our experiences in the workplace. Lindsay Murdock, Inclusion Strategist discusses why we have bias, history of bias, and actionable items individuals can takeaway to combat their own biases.
Run with a rebel wild pack create a better futureLois Kelly
This document discusses challenges in creating change within an organization and provides advice for overcoming resistance. It notes common reasons why change is difficult, such as fear of harming one's reputation or career. It then outlines strategies for leading change effectively, such as understanding organizational culture, framing new ideas positively, building support among colleagues, and addressing potential objections. The document emphasizes the importance of self-care when taking on the challenging role of change leader within a resistant culture. It provides tips for navigating politics, managing conflict, and knowing when to persist or withdraw advocacy for a new idea.
The document discusses how developing political savvy is an important skill for female leaders to have in order to advance their careers. It argues that remaining politically naïve can lead women to get passed over for promotions and opportunities. The document provides lessons on how to flex one's political style, such as mastering language to sell ideas, getting credit for great work, promoting oneself with boldness, managing perceptions, and building networks. Developing political savvy is framed as a key competency for empowering female leaders.
The document discusses the core skills needed to be a trusted advisor: the ability to earn trust, give advice, and build relationships. It explains that trusted advisors value maintaining relationships over short-term gains. Building trust is a multi-stage process involving engaging with clients, listening to understand their needs, framing issues collaboratively, envisioning solutions together, and committing to agreed upon actions. Trusted advisors focus on understanding clients' perspectives and priorities rather than just providing rational solutions.
Brandon West introduces himself and discusses defining your target audience and framing your message. He notes that your first impression is important but may be out of your control. West emphasizes the need to understand your audience's perspectives and appeal to their emotions over logic. He advises marketers to measure the effectiveness of their campaigns through key performance indicators and trial and error.
The document discusses different types of supervision styles and provides tips for effectively working with supervisors. It suggests that employees should understand their supervisor's style, be loyal, and try to understand their perspective. When disagreements occur, employees should talk it out with their supervisor to find a resolution or middle ground rather than leaving issues unsolved. Overall, the document emphasizes maintaining supportive, honest, and professional working relationships through open communication.
The document summarizes the Nissan Sunny, a small car launched in 1966 as the Datsun 1000. It was produced in multiple generations through 2004 for various global markets. Key details include:
- It was larger than the Nissan March but smaller than the Bluebird models, and earlier versions were subcompact while later became compact.
- It was known as the Datsun 1200 in the second generation and gained size to match the Toyota Corolla.
- The third generation 120Y/B210 was extremely popular during the 1970s gas crisis for its fuel efficiency and affordability.
This document provides a summary of Patrick Klausing's professional experience and qualifications. It includes his contact information, over 30 years of experience in IT consulting roles, and expertise in various technologies including COBOL, DB2, CICS, Java, and XML. He has extensive experience designing and developing systems for clients in various industries such as manufacturing, insurance, and transportation.
The document provides a summary of Patrick Klausing's contact information, professional experience, technical skills, and education. It outlines his experience as an IT Analyst and Software Developer with over 30 years of experience developing systems for supply chain, order entry, and other business applications. Key skills include COBOL, SQL, DB2, IMS, CICS, and mainframe software.
This document provides an introduction to Twitter, explaining what it is, why it is important, how to create an account and tweet, and some best practices for using it. It notes that Twitter has over 6 million users and 55 million monthly visitors, and is a way to connect with colleagues, market products and services, and share industry news and job opportunities. It recommends tweeting 5-10 times per day and avoiding over-tweeting which could be seen as spam.
Chapter 20 introducing new market offerings reyesRosalia Reyes
The document discusses the stages of new product development and concept testing. It provides examples of the different stages, including:
1) Idea generation, which starts the process by searching for ideas.
2) Concept development and testing, where product concepts are elaborated in consumer terms and tested to get consumer reactions.
3) Concept testing involves presenting the product concept symbolically or physically to target consumers to understand benefits, value, and purchase intention.
This document outlines a 20-year marketing plan and journey for Mellow Lea PR Enterprises, an accounting and auditing firm. The plan discusses the vision, mission, roles, and historical performance. It also outlines goals for the next 20 years which include graduating with an MBA, becoming a managing partner, owning a car and condo unit, and traveling abroad. The document emphasizes focusing on the journey, not the destination, and describes how the founder has become more mature and level-headed over time.
This document discusses tourism theory and practice. It defines tourism as the activities, services, and industries related to travel, including transportation, lodging, food, entertainment, and more. Tourism involves the temporary movement of people outside their normal area for work or residence. Key aspects of tourism include attractions that motivate travel, facilities that serve tourists, transportation to destinations, and the time and money required for tourism. Fields of tourism action include attractions, facilities, infrastructure, transportation and hospitality.
Marshall Goldsmith's book discusses how successful people's past behaviors that led to success can actually prevent greater success in the future. It identifies 20 common habits that hold leaders back, such as the need to always be right and win arguments, adding too much input in meetings, and making critical comments. Goldsmith advocates getting candid feedback from colleagues and working to stop just one or two problematic behaviors, like speaking when angry, as even small changes can significantly improve how others perceive successful leaders and their ability to achieve more.
This document discusses the six levels of change that are required for successful organizational change. It begins by outlining the fundamentals of change management and forces that drive change. It then details each of the six levels of change: 1) Create urgency, 2) Build a guiding team, 3) Develop vision and strategy, 4) Communicate change, 5) Empower action, and 6) Anchor new approaches. For each level it provides examples and discusses keys to success and potential pitfalls to avoid. The overall message is that successful change is a process that requires progressing through each level in a deliberate manner to fully implement and sustain the desired changes.
This document provides an overview of change management. It discusses that change management is a structured approach to transitioning individuals, teams, and organizations from their current state to a desired future state. It also notes that change is difficult because it involves emotions, and people will typically react to change by progressing through stages like denial, anger, and acceptance. The document emphasizes that good communication is essential for managing change effectively, as it helps people understand what is changing and removes fear, which often underlies other reactions to change.
The document discusses work ethics and anti-bullying. It defines bullying as intentional harm against colleagues through misuse of power that is usually repeated over time and causes harm. Bullying negatively impacts well-being, performance and creates a hostile work environment. While no one deserves bullying, some are targeted if they seem different. Bullies may feel unhappy or want power. Help is available through counseling, community groups, or reporting issues to managers or HR. Maintaining positive work ethics like honesty, respect and accountability benefits both individuals and teams.
This document will help the readers to use these Checklists to improve the productivity of their work
I have personally used these for my own development and now making those free and public
All these checklists are from my 4 books, The Agilis's Guidebook, The Scrum Master Guidebook, Personal Leadership & Self-Coaching Guidebook, and A Guidebook of Coaching High-Performance team.
Grab the first 150 pages of all these books from here
1. https://www.slideshare.net/patarychandan/the-agilists-guidebook-first-150-pages
2. https://www.slideshare.net/patarychandan/the-scrum-master-guidebook-150-pages
3. https://www.slideshare.net/patarychandan/we-can-lead-a-guidebook-of-personal-leadership-and-selfcoaching
4. https://www.slideshare.net/patarychandan/a-guidebook-of-coaching-high-performance-team-200-pages
PLEASE DOWNLOAD FROM HERE:https://drive.google.com/file/d/16mUFgDJkCTQcEXHfifai0hlAqPxfbCq9/view?usp=sharing
Keynote presentation by Margaret Sumption at the American Hospital Association marketing executives covference in New York City on April 4,2013. "The Reluctant Customer" focuses on how marketing and PR executives serving member hospitals and their representatives can improve success and increase satisfaction. Three steps are discussed: "Stop Begging," "Frame Your Argument," and "Execute, Evaluate, and Proclaim."
Leading Change in Challenging Times for Kirklees CouncilMichael Barker
This document discusses change management and leading change. It begins by defining change management as a structured approach to transitioning individuals, teams, and organizations from their current state to a desired future state. It then discusses reasons for change such as new strategies, technology, or competition. The document emphasizes that effective change requires addressing people's reactions, which typically follow stages like denial, resistance, and eventually acceptance. It stresses the importance of clear communication, addressing fears and concerns, and involving those impacted by the change. The key to success is removing fear through information, support and guidance throughout the change process.
Hiring Veterans Is Different: The Real Reasons and What You Can Do About ThemTom Eakin
There are many reasons why employers want to hire transitioning military service members and veterans. Yet, many struggle to attract, engage, and retain them. The key to solving those challenges is understanding why. In this Session, Tom Eakin, founder of BoomLife, LLC and Brotherhood Trust & Love will reveal a few of the most critical root causes and share simple strategies that can help your company get what it really wants.
This document discusses lessons learned from change management research and practice. It emphasizes that for change to be successful, top management must "become the change they want to see" and lead by example. It also stresses the importance of addressing people's concerns about changes by engaging their heads, hearts and hands. Namely, providing facts about the need for change, making people feel valued and trusted, and clarifying how the change will impact their daily roles and responsibilities. Overall, the key to effective change management is authentic leadership from the top and addressing both the rational and emotional aspects of change for those impacted.
At TaxiForSure, we have been able to attract terrific talent since our inception. Our Culture is the core of our DNA. We believe that our Culture is what will give our company, and our people, success in the long run. Just as the way we would like to revolutionize the way people commute, we would like to use our Culture to revolutionize the way our teams communicate and align. This is what will help us attract the right people and bind us as a team during our journey of explosive growth.
Attitudinal re-orientation tool for Customer SatisfactionShefiu Olabanjo
The document discusses techniques for developing a positive attitude and enhancing customer satisfaction. It begins by defining key terms like attitude, customers, and customer relationship management. It then outlines techniques for cultivating a positive attitude such as surrounding oneself with positive people, reducing ego, and showing gratitude. The benefits of maintaining a positive outlook are also described. Signs of poor customer service include high employee turnover and lack of customer complaint data. Overall the document provides guidance on developing attitudes and practices that improve customer satisfaction.
Understanding And Managing Change - Christine Tebbuttukactive
The document discusses managing change and outlines John Fisher's model of personal change. It describes the different phases individuals go through when facing change, from anxiety to gradual acceptance or hostility/denial. It also provides principles for implementing change, including unfreezing old ways, changing, and refreezing the new system. Finally, it discusses different employee types and their responses to change, as well as strategies for maintaining motivation and morale during change.
Selected companies are using this time in the economic cycle to strategically acquire great talent. We are seeing this across a range of companies, small, medium and large, and in all sectors in which we work - medical devices, pharmaceutical, and FMCG.
Companies need top talent to meet their business goals, and today more top talent is available as a consequence of redundancies. The economy will rebound and growth will recommence. Smart companies are building for the future with today’s available talent.
In this presentation I'm going to provide specific interviewing tips, centered around the concepts of Emotional Intelligence, to use when assessing candidates who have undergone a recent redundancy.
This document discusses motivation in the workplace. It begins by distinguishing between intrinsic motivation, which comes from within and relates to enjoyment of tasks, and extrinsic motivation, which is triggered by external rewards. Characteristics of motivation include that it is personal, can be positive or negative, and gives direction to behavior. Motivational theories try to explain what drives human behavior. Theories discussed include Herzberg's motivation-hygiene theory and Maslow's hierarchy of needs. The importance of motivation for employees and businesses is that motivated employees lead to higher productivity, customer satisfaction, and business success. The document provides tips for developing motivational strategies and incentive programs in the workplace.
International Edition - Motivate and Empower Globally-Competitive Teams of Co...Saiff Solutions, Inc.
- The speaker has over 32 years of experience in technical documentation and has led writing teams at 6 US companies. They founded their own company, Saiff Solutions, in 2011 which provides content development services to Fortune 500 companies.
- The presentation will cover topics related to managing technical writers including caring, access, respect, vision, empowerment, motivation, managing cross-cultural teams, and addressing challenges. Discounts are also provided for an upcoming technical writing conference.
- Questions from attendees will be addressed related to their experiences managing technical writers or being managed as technical writers. Issues like managing remote or off-shore teams, hiring, firing and leadership styles will be discussed.
Creating and enabling high performing teamsTami Flowers
This document provides information on creating and enabling high performing teams. It discusses the stages of team formation including forming, storming, norming and performing. It also covers topics like personality types, giving and receiving feedback, teamwork, conflict management and celebrating team accomplishments. The document uses exercises to demonstrate concepts like feedback, teamwork and conflict resolution. It provides recommendations for tools and resources on developing effective teams.
Change management at workplace | Bookingjini BookingJini
This document discusses how to cope with change in the workplace. It begins by defining change and transition, noting that change presses us out of our comfort zone while transition is the internal process of adapting to change. It then identifies common barriers to change like fear and resistance to loss of control or identity. The document provides tips for coping with change like communicating, participating in the process, keeping an open mind, and focusing on positive outcomes. It emphasizes taking responsibility and control over what you can while accepting things outside your control. The overall message is that change is inevitable and we have a choice in how we respond.
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The Steadfast and Reliable Bull: Taurus Zodiac Signmy Pandit
Explore the steadfast and reliable nature of the Taurus Zodiac Sign. Discover the personality traits, key dates, and horoscope insights that define the determined and practical Taurus, and learn how their grounded nature makes them the anchor of the zodiac.
The report *State of D2C in India: A Logistics Update* talks about the evolving dynamics of the d2C landscape with a particular focus on how brands navigate the complexities of logistics. Third Party Logistics enablers emerge indispensable partners in facilitating the growth journey of D2C brands, offering cost-effective solutions tailored to their specific needs. As D2C brands continue to expand, they encounter heightened operational complexities with logistics standing out as a significant challenge. Logistics not only represents a substantial cost component for the brands but also directly influences the customer experience. Establishing efficient logistics operations while keeping costs low is therefore a crucial objective for brands. The report highlights how 3PLs are meeting the rising demands of D2C brands, supporting their expansion both online and offline, and paving the way for sustainable, scalable growth in this fast-paced market.
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NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...BBPMedia1
Nathalie zal delen hoe DEI en ESG een fundamentele rol kunnen spelen in je merkstrategie en je de juiste aansluiting kan creëren met je doelgroep. Door middel van voorbeelden en simpele handvatten toont ze hoe dit in jouw organisatie toegepast kan worden.
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Ellen Burstyn: From Detroit Dreamer to Hollywood Legend | CIO Women MagazineCIOWomenMagazine
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Enhancing Adoption of AI in Agri-food: IntroductionCor Verdouw
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During the budget session of 2024-25, the finance minister, Nirmala Sitharaman, introduced the “solar Rooftop scheme,” also known as “PM Surya Ghar Muft Bijli Yojana.” It is a subsidy offered to those who wish to put up solar panels in their homes using domestic power systems. Additionally, adopting photovoltaic technology at home allows you to lower your monthly electricity expenses. Today in this blog we will talk all about what is the PM Surya Ghar Muft Bijli Yojana. How does it work? Who is eligible for this yojana and all the other things related to this scheme?
Prescriptive analytics BA4206 Anna University PPTFreelance
Business analysis - Prescriptive analytics Introduction to Prescriptive analytics
Prescriptive Modeling
Non Linear Optimization
Demonstrating Business Performance Improvement
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2. Lets be honest major change at work is never easy! We let you decide how you respond to change at work by asking you to judge which of our 4 change quadrants you are in! If you do try it please contact us, and tell us what you think at info@newdimensions-sw.co.uk – thank you!
3. We believe that people react differently to change at work and we have determined 4 particular types . Why not work through the slides and see if you can identify which type most closely relates to you! Here they are: Winners : People who actively embrace change and seek to help it happen Followers: People who willingly accept change and go along with it Victims: People who view change as negative and are unhappy about it Aliens: People who are actively adverse to change and seek to block it To explore which type you are and what it may mean to you at work please read on….
4. Our ‘People Through Change’ Quadrants This is how the types fit together, the following slides provide more detail:
11. Greater ChallengeWhat is the impact of poor management on them Not good. These are proactive people and if their contribution is ignored or not recognised they can become Aliens
18. Low moraleWhat is the impact of poor management on them This group tends to be resilient and can often cope with poor management but in excess they may become Victims
23. Good prospectsWhat is the impact of really good management on them It requires proactive and often lengthy intervention but over time and with good management they may become Followers
30. DemotionWhat is the impact of really good management on them It will likely be either they will exit the organisation or, given their proactive nature they may be turned round to become Winners
31. Thank you for taking time to consider our new model. Please let us know what you think by giving us feedback, or if you wish to know more about New Dimensions and our products please contact us at: info@newdimensions-sw.co.uk Or follow us on-line at: www.newdimensions-sw.co.uk You may also find our other presentations helpful: The Psychological Contract - http://ow.ly/5QnOj Managing problem people at work - http://ow.ly/5QnC1 Working SMARTer not HARDer - http://ow.ly/5QnYX