POWER MASTERY - The Power To Create Your Own Destiny!
Take responsibility for your own life by learning to master your emotions, resources, relationships, and create your own destiny and success today!
Branding and Marketing are important subjects not just in the sales industry, but also in personal improvement and development. This is a 2 Day training program developed by persuasion and influence strategist and trainer Glenn Lim.
This document outlines a 3-day training curriculum on developing a success mindset. Day 1 focuses on understanding mindset and how beliefs shape our worldview. It discusses fixed and growth mindsets and getting out of comfort zones. Participants complete exercises to discover their purpose using a 5P framework of passion, proficiency, past experiences, personality, and problems they can solve. They set goals and are accountable to partners. Day 1 aims to transform the head, heart, habits and hands to build a growth mindset for success. Upon completion, participants are assigned preparation for Day 2.
This document discusses the science of human behavior, thinking, learning, and success. It introduces Mr. Glenn Lim, a public speaker and lecturer, and covers some of his qualifications and areas of expertise related to human behavior, thinking preferences, and behavior modalities. The document includes diagrams explaining analytical vs conceptual thinking preferences and structural vs social thinking preferences, as well as expressiveness, assertiveness, and flexibility as behavior modalities.
Organizations can be obsessed with speed. Invariably, the questions get asked, “What is our velocity or throughput? How can we go faster?”
Software development organizations are knowledge work organizations, and they require different thinking about their primary constraint. In this session, we will explore better learning as a method to improve software development outcomes.
Understanding the ephemeral nature of tacit knowledge helps us optimize for focus and flow. But poor tacit knowledge management leads to knowledge transfer rework and suboptimal team performance.
Selecting team activities and techniques that encourage double loop learning is critical for organizational learning and improvement.
In knowledge work, improved learning enables effective execution through organizational improvement. Without learning, speed just becomes a lot of wasted motion.
Learning Outcomes:
-Tacit knowledge is the "knowledge of the moment", and must be acted upon before it decays.
-High work-in-process environments cause tacit knowledge decay and rework.
-Double Loop learning occurs when the larger organization learns through questioning of it's own values and assumptions.
-Agile ceremonies and methods are more effective when they enable both single and double loop learning.
-Learning is more than how our brains work. Learning is how organizations improve.
The FLL Team Robodogs consists of 9 members from grades 5-8 from several schools in Bettendorf, Iowa, coached by Aaron Maurer and Dan Drexler. Their robot, Robodog, was designed around completing 5 missions in the competition. The team's research project focused on solutions for damage from derecho wind storms after consulting meteorology experts. Working through challenges as a team helped them learn skills like problem solving and cooperation. As a diverse multi-age group, bonding took effort but strengthened their unity and mentorship opportunities.
The FLL Team Information Sheet provides details about Team 7169 called the Robodogs. The team is made up of 10 students from grades 4-8 from several schools in Bettendorf, Iowa. They are coached by Aaron Maurer and Dan Drexler. Their robot is called Robodog. The document then provides sections with information about the robot design, their research project, core values, and fun facts about the team.
May 17, 2012 Presentation by former Blue Angel Solo Pilot CDR Mark Provo on Personal Excellence and Precision Teamwork.
Presentation given at the Fargo Air Museum in Fargo, North Dakota
Branding and Marketing are important subjects not just in the sales industry, but also in personal improvement and development. This is a 2 Day training program developed by persuasion and influence strategist and trainer Glenn Lim.
This document outlines a 3-day training curriculum on developing a success mindset. Day 1 focuses on understanding mindset and how beliefs shape our worldview. It discusses fixed and growth mindsets and getting out of comfort zones. Participants complete exercises to discover their purpose using a 5P framework of passion, proficiency, past experiences, personality, and problems they can solve. They set goals and are accountable to partners. Day 1 aims to transform the head, heart, habits and hands to build a growth mindset for success. Upon completion, participants are assigned preparation for Day 2.
This document discusses the science of human behavior, thinking, learning, and success. It introduces Mr. Glenn Lim, a public speaker and lecturer, and covers some of his qualifications and areas of expertise related to human behavior, thinking preferences, and behavior modalities. The document includes diagrams explaining analytical vs conceptual thinking preferences and structural vs social thinking preferences, as well as expressiveness, assertiveness, and flexibility as behavior modalities.
Organizations can be obsessed with speed. Invariably, the questions get asked, “What is our velocity or throughput? How can we go faster?”
Software development organizations are knowledge work organizations, and they require different thinking about their primary constraint. In this session, we will explore better learning as a method to improve software development outcomes.
Understanding the ephemeral nature of tacit knowledge helps us optimize for focus and flow. But poor tacit knowledge management leads to knowledge transfer rework and suboptimal team performance.
Selecting team activities and techniques that encourage double loop learning is critical for organizational learning and improvement.
In knowledge work, improved learning enables effective execution through organizational improvement. Without learning, speed just becomes a lot of wasted motion.
Learning Outcomes:
-Tacit knowledge is the "knowledge of the moment", and must be acted upon before it decays.
-High work-in-process environments cause tacit knowledge decay and rework.
-Double Loop learning occurs when the larger organization learns through questioning of it's own values and assumptions.
-Agile ceremonies and methods are more effective when they enable both single and double loop learning.
-Learning is more than how our brains work. Learning is how organizations improve.
The FLL Team Robodogs consists of 9 members from grades 5-8 from several schools in Bettendorf, Iowa, coached by Aaron Maurer and Dan Drexler. Their robot, Robodog, was designed around completing 5 missions in the competition. The team's research project focused on solutions for damage from derecho wind storms after consulting meteorology experts. Working through challenges as a team helped them learn skills like problem solving and cooperation. As a diverse multi-age group, bonding took effort but strengthened their unity and mentorship opportunities.
The FLL Team Information Sheet provides details about Team 7169 called the Robodogs. The team is made up of 10 students from grades 4-8 from several schools in Bettendorf, Iowa. They are coached by Aaron Maurer and Dan Drexler. Their robot is called Robodog. The document then provides sections with information about the robot design, their research project, core values, and fun facts about the team.
May 17, 2012 Presentation by former Blue Angel Solo Pilot CDR Mark Provo on Personal Excellence and Precision Teamwork.
Presentation given at the Fargo Air Museum in Fargo, North Dakota
Here are some potential examples of Amygdala Hijacks in different situations:
1. Have you ever had an ‘Amygdala Hijack’?
- Getting very angry or upset in a situation and not being able to think clearly or control emotions
2. What would be an example of a mild Amygdala Hijack?
- Feeling irritated or impatient in traffic and yelling at another driver
3. What would be an example of an ‘Amygdala Hijack’ in a performance management session? (For the manager and the employee receiving feedback)
- The manager raising his/her voice and making personal attacks during negative feedback, or the employee becoming defensive and storming out
People development in the context of team experienceAnna Dvornikova
This document discusses people development in the context of team experience in AIESEC. It provides guidance for team leaders on coaching, training, feedback, personal development plans, and assessing people. The goal is to make people development within a team simple and useful. It discusses understanding people's behavior by knowing their motivations. It also outlines the roles and best practices for team leaders in coaching team members, providing training, giving and receiving feedback, creating personal development plans, and conducting assessments. Useful resources and templates are provided to help team leaders with people development.
This document contains terms and conditions for a book on how to create inspiration out of thin air. It discusses recognizing one's talents through childhood experiences. It advocates setting specific, measurable, attainable, relevant, and time-bound goals. It also recommends conducting a SWOT analysis to understand one's strengths, weaknesses, opportunities, and threats to help with self-development through improving attitudes, gaining emotional support from groups, and remaining optimistic when facing obstacles. Planning is key to deciding how, what, and when to achieve one's goals.
www.thecolourworks.com
‘Mental Toughness describes the capacity of an individual to deal effectively with stressors, pressures and challenges, and perform to the best of their ability, irrespective of the circumstances they find themselves in.’
Dr. Peter Clough, 2002
Understanding Life Skills: Movie based learning – Pursuit of Happiness. What are the skills and values you can identify, what Can you relate to? (Part 1) - Post discussion
Understanding Life Skills: Movie based learning – Pursuit of Happiness. What are the skills and values you can identify, what can you relate to? (Part 2) - Post discussion
Understanding Life Skills: Movie based learning – Pursuit of Happiness. What are the skills and values you can identify, what can you relate to? (Part 3) - Post discussion
Introduction to life skills What are the critical life skills Current trend
Multiple Intelligences Embracing diversity –Activity on appreciation of diversity - Post activity discussion
Life skill: Community service– work with an NGO and make a Presentation (Part 1) - Team outing
Life skill: Community service– work with an NGO and make a Presentation (Part 2) - Team outing
Life skill: Community service– work with an NGO and make a Presentation (Part 3) - Team outing
Life skill: Community service– work with an NGO and make a Presentation (Part 4) Team outing.
Life skill: Community service– work with an NGO and make a Presentation (Part 5)
Life skill: Community service– work with an NGO and make a Presentation (Part 6)
Life skill: Community service– work with an NGO and make a Presentation (Part 7) Team outing
Community Service :work with an NGO and make a Presentation (Part 7) Team outing
Feel More Confident as a Manager, Mentor and CoachProfiles Asia
We measure ourselves by our intentions; others measure us by our behaviors/actions." This webinar will take a look at how leaders are perceived by others and how to develop them into becoming a more effective leader. Learn where to start and the steps to take on the road to leadership development!
This document summarizes Michael Poe's experience working at the Seminole Work Opportunity Program (SWOP). SWOP provides vocational training and educational services to clients with disabilities. Michael has worked with SWOP clients for most of his life. Through this service learning experience, Michael helped clients in vocational training and educational activities to develop skills. He worked with 111 clients of varying ages, ethnicities, languages, and disabilities. The experience confirmed Michael's passion for exceptional education and solidified his decision to make a career in teaching and helping those with disabilities.
The document discusses the differences between leadership and coaching, providing definitions of each from various experts. It also outlines different coaching models and key coaching skills, including listening, questioning, and being an enabler of answers. The document provides guidance on using coaching skills like the GROW model and gives tips on effective listening and reading body language.
This document provides an overview of a masterclass on harnessing the potential of a multi-generational workforce. It begins with introductions and outlines the workshop objectives, which are to understand generational differences and their impact in the workplace, emotional intelligence, engaging a multi-generational workforce, and developing an action plan for leadership. Several modules are described that will discuss leading a multi-generational workforce, sustaining engagement through emotional and social intelligence using Goleman's 5 dimensions of EI, and exercises. The document contains information on generational traits, perspectives, differences in communication styles, and case studies.
Have you ever needed a way to measure your leadership IQ? Or been in a performance review where the majority of time was spent discussing your need to improve as a leader? If you have ever wondered what your core leadership competencies are and how to build on and improve them, Jennifer Bonine shares a toolkit to help you do just that. This toolkit includes a personal assessment of your leadership competencies, explores a set of eight dimensions of successful leaders, provides suggestions on how you can improve competencies that are not in your core set of strengths, and describes techniques for leveraging and building on your strengths. These tools can help you become a more effective and valued leader in your organization. Exercises help you gain an understanding of yourself and strive for balanced leadership through recognition of both your strengths and your “development opportunities.”
Have you ever needed a way to measure your leadership IQ? Or been in a performance review where the majority of time was spent discussing your need to improve as a leader? If you have ever wondered what your core leadership competencies are and how to build on and improve them, Jennifer Bonine shares a toolkit to help you do just that. This toolkit includes a personal assessment of your leadership competencies, explores a set of eight dimensions of successful leaders, provides suggestions on how you can improve competencies that are not in your core set of strengths, and describes techniques for leveraging and building on your strengths. These tools can help you become a more effective and valued leader in your organization. Exercises help you gain an understanding of yourself and strive for balanced leadership through recognition of both your strengths and your “development opportunities.”
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Delegate to Develop".
1) The document discusses how to achieve goals and be successful in selling through passion. It emphasizes conditioning a positive attitude each day and focusing on solutions rather than problems.
2) It recommends setting clear, visual goals and surrounding yourself with successful people. Goals should be focused on personal achievement and enjoyment of the process.
3) The document provides tips on goal-setting including writing how achieving a goal would feel and believing in the goal. It stresses the importance of attitude over skills for long term success.
The document summarizes a presentation by Prof. Sattar Bawany on achieving career success through emotional intelligence. Some key points from the presentation include: defining emotional intelligence and its importance for leadership success, common career-destroying mistakes made from a lack of emotional intelligence, and scenarios to assess emotional intelligence skills. The presentation emphasizes developing self-awareness, managing emotions effectively, and focusing career goals to find fulfillment and navigate an ever-changing work environment.
Sculpture Consulting Solution Set - Inspiration, People Development, HR, Gami...Scott McArthur
Scott McArthur is an organizational development consultant who founded Sculpture Consulting. He specializes in areas like employee engagement, change management, and leadership development. Sculpture Consulting provides advisory services, people development programs, and business innovation solutions to help clients inspire change. Testimonials praise Scott's engaging delivery style and ability to challenge assumptions in a way that transforms thinking.
Integrative Educational Partners provides educational therapy and assessments for people with learning differences. They take a holistic approach using experts in education, nutrition, medicine, psychology and related fields. Services include assessments, individualized therapeutic plans, and tutoring to address issues like ADD, dyslexia, and autism. They use a variety of techniques and activities targeting motor, sensory and academic skills.
This document provides an overview of an agile leadership training session. The training covers topics such as servant leadership, building trust, building high-performance teams, leading productive meetings, leading retrospectives, and leading transformation initiatives. The agenda includes exercises on introductions, identifying influences on character, and performing a retrospective on a past program increment.
The document discusses informal learning and performance support. It argues that organizations are missing opportunities by not establishing a holistic learning ecosystem that supports learners throughout their learning journeys. Such an ecosystem would provide various resources to support learners in different moments of need, from initial training to ongoing job support. It also emphasizes designing support for all stages of learning, not just initial training.
Dynamic Empowerment Kick-off Kroc A 11-15-12altonbaird
This document discusses the concept of empowerment. It emphasizes that both leaders/managers and employees/colleagues need to focus on empowerment from their respective perspectives. Empowerment involves awareness of one's responses and mental triggers, having the right attitude, communicating purpose and meaning, creating trust, encouraging others, and developing skills. Key principles of empowerment discussed include not blaming others, being personally connected, communicating openly, listening aggressively, writing goals, and having control over one's response. The overall message is that empowerment is a collaborative process between managers and employees that can drive positive change when implemented effectively.
BODY LANGUAGE Secrets of Master CommunicatorsJay Staff
This document outlines 12 secrets of master communicators including how childhood experiences shape communication skills, leveraging left and right brain processing, conveying emotions through facial expressions and body language, using gestures and physical positioning effectively in presentations, sales, and negotiations, accounting for cultural differences in expressions, and employing techniques like anchoring and handshakes to influence others. It promotes a program for learning these secrets through a video download series with a money back guarantee.
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Here are some potential examples of Amygdala Hijacks in different situations:
1. Have you ever had an ‘Amygdala Hijack’?
- Getting very angry or upset in a situation and not being able to think clearly or control emotions
2. What would be an example of a mild Amygdala Hijack?
- Feeling irritated or impatient in traffic and yelling at another driver
3. What would be an example of an ‘Amygdala Hijack’ in a performance management session? (For the manager and the employee receiving feedback)
- The manager raising his/her voice and making personal attacks during negative feedback, or the employee becoming defensive and storming out
People development in the context of team experienceAnna Dvornikova
This document discusses people development in the context of team experience in AIESEC. It provides guidance for team leaders on coaching, training, feedback, personal development plans, and assessing people. The goal is to make people development within a team simple and useful. It discusses understanding people's behavior by knowing their motivations. It also outlines the roles and best practices for team leaders in coaching team members, providing training, giving and receiving feedback, creating personal development plans, and conducting assessments. Useful resources and templates are provided to help team leaders with people development.
This document contains terms and conditions for a book on how to create inspiration out of thin air. It discusses recognizing one's talents through childhood experiences. It advocates setting specific, measurable, attainable, relevant, and time-bound goals. It also recommends conducting a SWOT analysis to understand one's strengths, weaknesses, opportunities, and threats to help with self-development through improving attitudes, gaining emotional support from groups, and remaining optimistic when facing obstacles. Planning is key to deciding how, what, and when to achieve one's goals.
www.thecolourworks.com
‘Mental Toughness describes the capacity of an individual to deal effectively with stressors, pressures and challenges, and perform to the best of their ability, irrespective of the circumstances they find themselves in.’
Dr. Peter Clough, 2002
Understanding Life Skills: Movie based learning – Pursuit of Happiness. What are the skills and values you can identify, what Can you relate to? (Part 1) - Post discussion
Understanding Life Skills: Movie based learning – Pursuit of Happiness. What are the skills and values you can identify, what can you relate to? (Part 2) - Post discussion
Understanding Life Skills: Movie based learning – Pursuit of Happiness. What are the skills and values you can identify, what can you relate to? (Part 3) - Post discussion
Introduction to life skills What are the critical life skills Current trend
Multiple Intelligences Embracing diversity –Activity on appreciation of diversity - Post activity discussion
Life skill: Community service– work with an NGO and make a Presentation (Part 1) - Team outing
Life skill: Community service– work with an NGO and make a Presentation (Part 2) - Team outing
Life skill: Community service– work with an NGO and make a Presentation (Part 3) - Team outing
Life skill: Community service– work with an NGO and make a Presentation (Part 4) Team outing.
Life skill: Community service– work with an NGO and make a Presentation (Part 5)
Life skill: Community service– work with an NGO and make a Presentation (Part 6)
Life skill: Community service– work with an NGO and make a Presentation (Part 7) Team outing
Community Service :work with an NGO and make a Presentation (Part 7) Team outing
Feel More Confident as a Manager, Mentor and CoachProfiles Asia
We measure ourselves by our intentions; others measure us by our behaviors/actions." This webinar will take a look at how leaders are perceived by others and how to develop them into becoming a more effective leader. Learn where to start and the steps to take on the road to leadership development!
This document summarizes Michael Poe's experience working at the Seminole Work Opportunity Program (SWOP). SWOP provides vocational training and educational services to clients with disabilities. Michael has worked with SWOP clients for most of his life. Through this service learning experience, Michael helped clients in vocational training and educational activities to develop skills. He worked with 111 clients of varying ages, ethnicities, languages, and disabilities. The experience confirmed Michael's passion for exceptional education and solidified his decision to make a career in teaching and helping those with disabilities.
The document discusses the differences between leadership and coaching, providing definitions of each from various experts. It also outlines different coaching models and key coaching skills, including listening, questioning, and being an enabler of answers. The document provides guidance on using coaching skills like the GROW model and gives tips on effective listening and reading body language.
This document provides an overview of a masterclass on harnessing the potential of a multi-generational workforce. It begins with introductions and outlines the workshop objectives, which are to understand generational differences and their impact in the workplace, emotional intelligence, engaging a multi-generational workforce, and developing an action plan for leadership. Several modules are described that will discuss leading a multi-generational workforce, sustaining engagement through emotional and social intelligence using Goleman's 5 dimensions of EI, and exercises. The document contains information on generational traits, perspectives, differences in communication styles, and case studies.
Have you ever needed a way to measure your leadership IQ? Or been in a performance review where the majority of time was spent discussing your need to improve as a leader? If you have ever wondered what your core leadership competencies are and how to build on and improve them, Jennifer Bonine shares a toolkit to help you do just that. This toolkit includes a personal assessment of your leadership competencies, explores a set of eight dimensions of successful leaders, provides suggestions on how you can improve competencies that are not in your core set of strengths, and describes techniques for leveraging and building on your strengths. These tools can help you become a more effective and valued leader in your organization. Exercises help you gain an understanding of yourself and strive for balanced leadership through recognition of both your strengths and your “development opportunities.”
Have you ever needed a way to measure your leadership IQ? Or been in a performance review where the majority of time was spent discussing your need to improve as a leader? If you have ever wondered what your core leadership competencies are and how to build on and improve them, Jennifer Bonine shares a toolkit to help you do just that. This toolkit includes a personal assessment of your leadership competencies, explores a set of eight dimensions of successful leaders, provides suggestions on how you can improve competencies that are not in your core set of strengths, and describes techniques for leveraging and building on your strengths. These tools can help you become a more effective and valued leader in your organization. Exercises help you gain an understanding of yourself and strive for balanced leadership through recognition of both your strengths and your “development opportunities.”
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Delegate to Develop".
1) The document discusses how to achieve goals and be successful in selling through passion. It emphasizes conditioning a positive attitude each day and focusing on solutions rather than problems.
2) It recommends setting clear, visual goals and surrounding yourself with successful people. Goals should be focused on personal achievement and enjoyment of the process.
3) The document provides tips on goal-setting including writing how achieving a goal would feel and believing in the goal. It stresses the importance of attitude over skills for long term success.
The document summarizes a presentation by Prof. Sattar Bawany on achieving career success through emotional intelligence. Some key points from the presentation include: defining emotional intelligence and its importance for leadership success, common career-destroying mistakes made from a lack of emotional intelligence, and scenarios to assess emotional intelligence skills. The presentation emphasizes developing self-awareness, managing emotions effectively, and focusing career goals to find fulfillment and navigate an ever-changing work environment.
Sculpture Consulting Solution Set - Inspiration, People Development, HR, Gami...Scott McArthur
Scott McArthur is an organizational development consultant who founded Sculpture Consulting. He specializes in areas like employee engagement, change management, and leadership development. Sculpture Consulting provides advisory services, people development programs, and business innovation solutions to help clients inspire change. Testimonials praise Scott's engaging delivery style and ability to challenge assumptions in a way that transforms thinking.
Integrative Educational Partners provides educational therapy and assessments for people with learning differences. They take a holistic approach using experts in education, nutrition, medicine, psychology and related fields. Services include assessments, individualized therapeutic plans, and tutoring to address issues like ADD, dyslexia, and autism. They use a variety of techniques and activities targeting motor, sensory and academic skills.
This document provides an overview of an agile leadership training session. The training covers topics such as servant leadership, building trust, building high-performance teams, leading productive meetings, leading retrospectives, and leading transformation initiatives. The agenda includes exercises on introductions, identifying influences on character, and performing a retrospective on a past program increment.
The document discusses informal learning and performance support. It argues that organizations are missing opportunities by not establishing a holistic learning ecosystem that supports learners throughout their learning journeys. Such an ecosystem would provide various resources to support learners in different moments of need, from initial training to ongoing job support. It also emphasizes designing support for all stages of learning, not just initial training.
Dynamic Empowerment Kick-off Kroc A 11-15-12altonbaird
This document discusses the concept of empowerment. It emphasizes that both leaders/managers and employees/colleagues need to focus on empowerment from their respective perspectives. Empowerment involves awareness of one's responses and mental triggers, having the right attitude, communicating purpose and meaning, creating trust, encouraging others, and developing skills. Key principles of empowerment discussed include not blaming others, being personally connected, communicating openly, listening aggressively, writing goals, and having control over one's response. The overall message is that empowerment is a collaborative process between managers and employees that can drive positive change when implemented effectively.
BODY LANGUAGE Secrets of Master CommunicatorsJay Staff
This document outlines 12 secrets of master communicators including how childhood experiences shape communication skills, leveraging left and right brain processing, conveying emotions through facial expressions and body language, using gestures and physical positioning effectively in presentations, sales, and negotiations, accounting for cultural differences in expressions, and employing techniques like anchoring and handshakes to influence others. It promotes a program for learning these secrets through a video download series with a money back guarantee.
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