The CAF is an easy-to-use, free tool to assist public-sector organizations across Europe in using quality management techniques to improve their performance.
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Our introductory course provides a first step into executive coaching and is the gateway to our suite of accredited development programmes.
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For more content like this, check out Acorn Labs: http://acornlabs.education/
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If you are looking at a powerful sense of purpose, a courageous spirit, hunger for opportunities, I can help you will achieve it! Please contact me to help you. For more details, please look at the power point presentation.
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This is the lecture 9 of course "Strategic Human Resource Management"
This slideshare network of RECONNECT will provide all the presentation related to case studies, project presentations, educational, motivational slides & much more.
Follow Reconnect on slide share.
Official fb page: facebook.com/reconnectt
Official fb group: facebook.com/groups/reconnecting.tech/
Rights are reserved for this presentation. Please inbox 1st to get permission to use this
En fantastisk nyttårsaften 2011 i Villajoyosa. Solen varmet og helt vinnstille. Tid for årets siste bad på stranden i Villajoyosa. Norsk badevannstemperatur og helt folketomt. Helt fantastisk.
The CAF is an easy-to-use, free tool to assist public-sector organizations across Europe in using quality management techniques to improve their performance.
The AoEC offers you effective and highly accredited coach training at all levels, whether you are completely new to coaching, or wish to deepen and broaden your skills to an advanced or master practitioner level.
Our introductory course provides a first step into executive coaching and is the gateway to our suite of accredited development programmes.
Does executive coaching work? The questions every coach needs to ask and (at least try to) answer.
Rob Briner
January 9th 2013
DOP Annual Conference, Chester, UK
Talent management and performance management serve two very different purposes. The former is about recruiting, retaining and rewarding employees, while the latter is a more niche examination of employee performance using metrics and feedback.
For more content like this, check out Acorn Labs: http://acornlabs.education/
Best practice principles and guidelines for the adoption and implementation of Transformational Leadership, Balanced Scorecard and Performance Management framework
" DIRECT YOUR BRAIN CHEMISTRY"
If you are looking at a powerful sense of purpose, a courageous spirit, hunger for opportunities, I can help you will achieve it! Please contact me to help you. For more details, please look at the power point presentation.
Strategic Human Resource Management Lecture 9RECONNECT
This is the lecture 9 of course "Strategic Human Resource Management"
This slideshare network of RECONNECT will provide all the presentation related to case studies, project presentations, educational, motivational slides & much more.
Follow Reconnect on slide share.
Official fb page: facebook.com/reconnectt
Official fb group: facebook.com/groups/reconnecting.tech/
Rights are reserved for this presentation. Please inbox 1st to get permission to use this
En fantastisk nyttårsaften 2011 i Villajoyosa. Solen varmet og helt vinnstille. Tid for årets siste bad på stranden i Villajoyosa. Norsk badevannstemperatur og helt folketomt. Helt fantastisk.
Stille før stormen i Alfaz del Pi i Spania. Meldt bra med vind i helgen og her er noen bilder som gir et tegn på hva som kommer.
Liker du spania, vil du elske denne siden
http://www.spania24.no
Busot er en sjarmerende liten by som ligger noen steinkast unna Alicante.
Små koselige kafeer, flotte bygninger og man kommer tett inn på lokalbefolkningen. Vi opplevde å bli vitne til harejægerenes daglige fangst, som de stolt viste frem.
Les mer om Busot på
http://www.spania24.no
Noen bilder fra en svipptur til Calpe i Spania. Gikk først og så på båtene, deretter bar det videre til den kjente i Calpeklippen. Der var det helt vanvittig med måker. Så det ble noen bilder av dem også :)
Del dine opplevelser med andre som er glade i Spania. http://www.spania24.no/
This PowerPoint presentation, titled "HR for Non HR: Learning & Development (L&D)," is designed to provide non-HR professionals with an understanding of the significance and components of L&D in the workplace. The deck covers topics such as the importance of acquiring new skills, the ongoing process of enhancing individual and organizational performance, and key facts highlighting the value of L&D. It also delves into the components of learning and development, including learning, development, training, and education. The presentation emphasizes the need for organizations to prioritize L&D to foster a culture of continuous learning, innovation, and adaptability.
Human Network is a leading edge leadership and talent development consulting firm. Our core areas of expertise include Leadership
development, Executive Coaching and Custom interventions designed to build critical competencies for success and accelerate performance.
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log on to www.human-network.in
Company Profile PT Leadership Resources Indonesia.pdfEval Wari, PCC
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A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
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Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
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Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
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What might I learn?
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Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
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2. PPINGING TTHINKHINK
Contents
• Where does executive coaching fit in transformation?
• Areas where executive coaching makes an impact
• The coaching purpose
• Our coaching approach
• Credentials
3. PPINGING TTHINKHINK
Coaching overlaps skills and behavior
Managing Teaching/
Training
Mentoring
Coaching
Counseling
Therapy
Meditation
Focus on skills Focus on behavior
Executive coaching helps the client achieve a mutually sense to improve professional
performance, and in turn improving the organization’s effectiveness within the framework of
a formally defined coaching agreement and model.
The behavioral shifts are brought about through deeper analysis of organizational
dynamics,individuals and interactions.
More details of the approach can be found here.
5. PPINGING TTHINKHINK
Behavioral shifts create achievers
Enhancing skills
dev through
training
Building new
perspectives
through coaching
High achievers
Right skills Great behavior = High performance×
6. PPINGING TTHINKHINK
Coaching relevance:
• To develop individual leaders:
– Seeing and contributing to the big picture
– Transforming potential into high performance
– Building trust and a learning culture in the organization
– Building high-performance teams
– Developing breakthrough ideas and practices
– Helping people to new realities.
• To help teams:
– Align to new direction amidst change
– Get focused, aligned and improve team performance
– To remove possible conflicts, deadlocks, and resistance
– To create healthy compromises, sustained consensus
– To create new possibilities, configurations and develop a winning spirit
7. PPINGING TTHINKHINK
Coaching domain
Potential to Performance
• Skill and competency building
• Performance management
• On-the-job training and
mentoring
Learning how to learn together
• Designing learning processes and
experiences
• Developing a learning culture
• Designing knowledge sharing
processes and systems
• Building learning communities
Building shared vision and
commitment
• Building trust
• Developing personal vision and
values of people and aligning it with
the organizational vision and values
Assessment and development
plans
• Holistic assessment of capacity,
values, vision, current reality, habits,
etc.
• Preparing long term development
plans
8. PPINGING TTHINKHINK
Organization coaching approach:
Context
Adaptation
Integration
Drivers
Goals
Pace
Identity
Role
Triggers
Organizational
Growth norms
Organizational
Values
Consequences
Costs
Benefits
Implementation
Strategies
And actions
Single loop learning
Learning in action
Double loop learning
Learning in action based on organizational norms
Triple loop learning
Learning in action based on organizational norms and new organizational contexts.
Holistic, sustainable, integrated and a blended approach
9. PPINGING TTHINKHINK
Multiple loops facilitate discovery
Discover
potential
Thinking Actions
Outcomes
(desired
V/s actual
Breakthrough
performance
How do I help
coachee in changing
his actions?
How do I help coachee in changing
his mental models?
How do I help coachee in realizing his potential for the
organization?
10. PPINGING TTHINKHINK
The coaching engagement process
To set up the
mechanism for
sustained change
Determine the
owners for
organizational
change
Handing over open
issues
Develop high level
transition plan
Determine next
steps
Objectives
Key Action Steps
Handover to the
appropriate
sponsors
To institutionalize
the change with
specifics
Monitor
commitments
Determine further
triggers
Monitor
organizational
changes
Discuss on-going
transitions
Develop action for
change
To implement the
coaching model in
accordance to the
implementation map
Identify current
behavioral context
Establish
behavioral norms
Determine
performance
parameters
Identify gaps
Get agreement to
change
Coaching
agreement and
implement
To understand the
organization and
individual context
and identify triggers
Identify orgn
- Expectations
- Challenges
Identify dynamics
Identify triggers
Evaluate the
direction of
coaching
intervention
Build the impl
roadmap
Conduct diagnosis
To understand the
coaching context,
expectations and set
the agenda
Identify and
determine the level
of intensity change
drivers
Determine
coaching
intervention
Draw out the entire
roadmap and
project plan
Perform coaching
kick off session
TOOLS …
Cause and action
Organizational
change
Competency
profiling,
Gap analysis
Appreciate enquiry Issue analysis,
Project plan
Open issues
Closure document
Deliverables
Recommend
specific changes
Organizational
changes
Progress update
Agreements with
sponsors
Diagnosis briefing
Implementation
roadmap
Project plan
Communication
Internal alignment
12. PPINGING TTHINKHINK
Preliminary hypothesis on RIM:
Less optimal
performance
Expectation mismatch
Behavioral norm setting
Clearing mental models
FUD, stress, political factors
Others (need discovery)
13. PPINGING TTHINKHINK
Profile:
Subba Iyer has over 25 years industry experience in the high tech sector in multiple operational,
consulting , change management and organization renewal roles. His core competencies are:
Strategy development and deployment: His unique framework of Strategy@Work blends Balanced
scorecard and the project portfolio providing organizations with focus, speed and alignment. This
supplements his deep understanding of business drivers, technology trends and organizational change
issues.
Business consulting: He has delivered over 35 consulting projects in the last 8 years that spans banks,
telcos, technology companies, government and the SMB sector.
Program management: He has managed complex programs including Asia’s largest broadband rollout and
has helped rescue several projects with his disciplined focus and long range thinking.
People management: He has helped people discover their potential. As a certified coach, he has helped
several executives and entrepreneurs make career transitions, improve performance and discover meaning.
More details about his profile :
Coaching credentials.
Coaching testimonials.
Business blog on technology, business, strategy, leadership, business models,competitive
dynamics that is widely read and quoted.
14. PPINGING TTHINKHINK
Our proposition and experience:
Systematic
approach
Ethics and
professionalism
Bias for
Action
Deep
diagnosis
+
+
+
= Successful
engagement
Partial recent list of engagements
Transition management into new roles in the
context of a major restructuring. Bringing the
changed focus, behavioral shifts and
performance alignment for a major Bank.
Building trust process, alignment of initiatives,
shaping performance parameters, facilitating the
shared responsibility in view of a large IT
outsourcing transition.
Behavioral shifts, coaching sales people to
adopt a consultative sales approach to a IT
solutions vendor.
Team cohesion, new strategic approaches and
change mechanisms to get higher wallet share
for a large IT outsourcing firm.
Executive coach to the CIO/IT management to
bring about Business - IT alignment for a telco.
Rescued 2 failing projects by coaching the
project team and removing organizational barriers