This document contains notes from a presentation by Garrison Wynn on influence and presentation skills. Some key points include:
1) Influential presenters focus on solutions, praise others' ideas to gain trust, and make people feel important and comfortable to get buy-in.
2) Clear communication of issues, actions to solve problems, and impacts of solutions is crucial for influencing audiences.
3) Influential presenters understand how others perceive them and know their subject matter well enough to think on their feet.
Influencing skills are important for business people to have. Influencing others without force or coercion allows managers to motivate employees and salespeople to convince clients. There are several ways to influence people, including building relationships through friendliness, asking questions, and demonstrating interest in others by listening and asking about their interests. Other tactics include addressing people by name, actively participating in discussions, respecting others' opinions, and securing your place within social circles. Influencing can involve persuading to change attitudes, gaining compliance to change behavior, or using propaganda to change beliefs.
The document discusses techniques for influencing and persuading others. It introduces seven principles of persuasion: loss aversion, liking, scarcity, reciprocity, expertise, social proof, and commitment/consistency. It provides examples of how each principle can be effectively used to influence decisions and behaviors. The principles suggest that people are more likely to agree with ideas if they do not involve loss, come from liked sources, involve scarce resources, are reciprocated, come from experts, have social evidence of others' support, and align with prior commitments.
This document discusses six principles of persuasion and influence: liking, scarcity, reciprocity, expertise, social proof, and commitment/consistency. It explains that people are more likely to be influenced by those they like, things that are scarce or exclusive, after receiving something first, experts on a topic, those similar to themselves, and ideas they have already publicly supported. Examples are provided for how each principle could be effectively used to change others' behaviors or opinions.
The document discusses principles of persuasion and influence. It explains that personal success depends on influencing others, and that understanding human motivations is key to doing so. It discusses three principles: loss aversion, where people dislike losing what they have; liking, where people are more influenced by those they like; and scarcity, where things perceived as limited or hard to get seem more desirable. Understanding and applying these principles can increase one's ability to persuade and influence others.
This document outlines 12 ways to become a more effective communicator. It discusses the importance of listening to understand other perspectives, dropping expectations of how conversations will go, looking for hidden meanings beyond literal words, respecting other opinions, maintaining eye contact, asking questions to involve others, mirroring body language to build rapport, being genuine, starting with positive feedback before criticism, keeping messages simple and focused, and practicing communication skills. The overall message is that effective communication requires understanding others, building trust and relationships, and continual self-improvement.
This document discusses having difficult conversations in the workplace. It outlines that people dislike difficult conversations because they take time, involve emotions, and can cause conflict. However, having the conversations (action) is better than no action, as problems will escalate without action. The document provides a 3-step process for handling difficult conversations: 1) gain clarity on the issue by separating facts from feelings, 2) overcome the instinct to avoid the conversation, and 3) deliver the message in a direct but sensitive way using "I" statements. The goal is to have productive discussions to improve relationships and work productivity.
Empathy maps are a collaborative approach to understanding others' needs and perspectives. They involve temporarily setting aside your own views to immerse yourself in another person's world. When using empathy maps, it is important to genuinely care about understanding the other person and creating value for them. Key aspects of effective empathy maps include asking open-ended questions to gain deeper insights, following the conversation organically, and using follow-up questions to understand motivations and elicit stories. Empathy maps can provide valuable insights into customer needs, frustrations, and values that can help improve products and marketing.
Influencing skills are important for business people to have. Influencing others without force or coercion allows managers to motivate employees and salespeople to convince clients. There are several ways to influence people, including building relationships through friendliness, asking questions, and demonstrating interest in others by listening and asking about their interests. Other tactics include addressing people by name, actively participating in discussions, respecting others' opinions, and securing your place within social circles. Influencing can involve persuading to change attitudes, gaining compliance to change behavior, or using propaganda to change beliefs.
The document discusses techniques for influencing and persuading others. It introduces seven principles of persuasion: loss aversion, liking, scarcity, reciprocity, expertise, social proof, and commitment/consistency. It provides examples of how each principle can be effectively used to influence decisions and behaviors. The principles suggest that people are more likely to agree with ideas if they do not involve loss, come from liked sources, involve scarce resources, are reciprocated, come from experts, have social evidence of others' support, and align with prior commitments.
This document discusses six principles of persuasion and influence: liking, scarcity, reciprocity, expertise, social proof, and commitment/consistency. It explains that people are more likely to be influenced by those they like, things that are scarce or exclusive, after receiving something first, experts on a topic, those similar to themselves, and ideas they have already publicly supported. Examples are provided for how each principle could be effectively used to change others' behaviors or opinions.
The document discusses principles of persuasion and influence. It explains that personal success depends on influencing others, and that understanding human motivations is key to doing so. It discusses three principles: loss aversion, where people dislike losing what they have; liking, where people are more influenced by those they like; and scarcity, where things perceived as limited or hard to get seem more desirable. Understanding and applying these principles can increase one's ability to persuade and influence others.
This document outlines 12 ways to become a more effective communicator. It discusses the importance of listening to understand other perspectives, dropping expectations of how conversations will go, looking for hidden meanings beyond literal words, respecting other opinions, maintaining eye contact, asking questions to involve others, mirroring body language to build rapport, being genuine, starting with positive feedback before criticism, keeping messages simple and focused, and practicing communication skills. The overall message is that effective communication requires understanding others, building trust and relationships, and continual self-improvement.
This document discusses having difficult conversations in the workplace. It outlines that people dislike difficult conversations because they take time, involve emotions, and can cause conflict. However, having the conversations (action) is better than no action, as problems will escalate without action. The document provides a 3-step process for handling difficult conversations: 1) gain clarity on the issue by separating facts from feelings, 2) overcome the instinct to avoid the conversation, and 3) deliver the message in a direct but sensitive way using "I" statements. The goal is to have productive discussions to improve relationships and work productivity.
Empathy maps are a collaborative approach to understanding others' needs and perspectives. They involve temporarily setting aside your own views to immerse yourself in another person's world. When using empathy maps, it is important to genuinely care about understanding the other person and creating value for them. Key aspects of effective empathy maps include asking open-ended questions to gain deeper insights, following the conversation organically, and using follow-up questions to understand motivations and elicit stories. Empathy maps can provide valuable insights into customer needs, frustrations, and values that can help improve products and marketing.
Authentic influencing is about creating results by going knowing and using your own values within the influencing framework. It is also about easy to use tools that can be used in any given influencing situation.
The objective of this module is to
Identify difficult interpersonal situations
Learn how to initiate and close conversations in difficult situations
Minimize destructive conversations
Develop precise questions to conduct a skillful conversation.
Engage in open and productive conversations
This document provides an introduction to influencing and influencing skills. It discusses the concepts of influence, power and moving people from resistance to compliance to commitment. It outlines three approaches to influencing others: logical appeal by appealing to reason and intellect but also requiring credibility; emotional appeal by connecting messages to individual goals and values which requires understanding the other person; and cooperative appeal by building connections between people to gain support. It provides tips for being likeable such as sincerity, transparency and understanding others as well as giving compliments. The key takeaway is that influencing others requires changing one's own behavior such as consistently finding similarities and understanding and giving sincere compliments.
This document outlines an agenda for a workshop on becoming a trusted advisor. The agenda includes introductions, learning objectives, a profile of the speaker David Maister, lectures on traits of trusted advisors and how to give advice, exercises on developing "Ten Commandments" for advisors and using language effectively, and a closing exercise on developing strengths and reducing weaknesses. The workshop aims to help consultants understand how to be helpful rather than just right, build strong relationships with clients, and give advice in a sensitive way that avoids defensiveness. Interactive elements include videos, group discussions, and a force field analysis of factors that support or constrain becoming a trusted advisor.
This document discusses how to be persuasive. It states that persuasion is the process of changing someone's attitude or behavior. It then outlines several traits of persuasive people such as having high emotional intelligence, being likable, and reading others well. The document provides tips for being persuasive, including knowing your audience, connecting with people, avoiding pushiness, getting to the point, using positive body language, being clear and concise, being genuine, acknowledging other perspectives, asking good questions, creating vivid stories, leaving a strong first impression, avoiding urgency, knowing when to step back, greeting people by name, and smiling. It emphasizes that persuasive people are skilled at emotional intelligence to bring others to their way of thinking.
This document discusses the behaviors and mindsets of trusted advisors. It outlines that trusted advisors understand communication is strategic, relationships matter, and it's important to consider others' perspectives. Trusted advisors focus on tasks, identities, and relationships in interactions. They are sensitive to others, ask questions, and pay attention to nonverbal cues. Trusted advisors also build powerful networks, deliver thoughtful feedback, manage expectations strategically, and carefully tend important relationships. The document emphasizes adapting communication styles to different audiences and considering how word choices can foster or undermine trust.
How to Boost Your Career Through Negative FeedbackEnergyCAP, Inc.
This presentation discusses ways to tap into the possibilities for career advancement by recognizing and responding appropriately to the feedback situations in your life.
Drawing on insights from authors Douglas Stone, Sheila Heen, and Brene' Brown, Chris Heinz focuses on the powerful role of the responder in a feedback conversation.
Learn how to:
- Recognize different types of feedback
- Identify triggers that can impact a feedback situation
- Understand the story you may be telling yourself
- Adopt a growth mindset
- Navigate the feedback conversation
Empower yourself through an understanding of the feedback process, pitfalls and potential.
This document provides guidance on having difficult conversations and delivering bad news. It recommends expressing empathy for the other person's feelings and perspective. It advises practicing your core message but not too much, and delivering bad news in person. It also suggests having a plan but not being talked out of your decision, focusing on communicating your core message clearly, and then planning an exit from the conversation once understanding is reached. The document concludes with a reminder that difficult conversations should always be handled with respect, follow-up, and consideration of the other person's perspective.
Influence is the power to have an important effect on someone or something. If someone influences someone else, they are changing a person or thing in an indirect but important way.
The document summarizes an interview with Edgar Schein about his new book "Helping: How to Offer, Give and Receive Help." Some key points:
1) Schein wrote the book to explain how to effectively help others based on his experience as an organizational consultant.
2) Providing help before the recipient is ready or willing leads to frustration. Good help involves asking questions to understand the real problem or need.
3) This "humble inquiry" builds trust and puts the recipient at ease, making them more receptive to assistance. It also ensures the helper addresses the actual issue.
4) Effective change management similarly requires involving those affected to understand how they can be helped, not just dict
Orly Amrany discusses managing difficult conversations and her personal journey developing soft skills. She covers common types of hard conversations at work like disagreements, feedback, and asking for promotions. Basic tips are provided for having conflicts including listening, inquiring, validating understanding, and formalizing agreements. Emotions, especially for women, are noted as one of the hardest parts to manage. Personal notes encourage finding strengths, avoiding accusations, and progressing at work without compromising values or ambitions. A short Mad Men video clip portrays challenges for women in the workplace.
1. Feedback is essential for helping people and organizations learn and improve. It should be specific, constructive, and focus on observable behaviors rather than making judgments.
2. Giving and receiving feedback is part of any relationship, but it can be difficult due to wanting to be liked or fears of confrontation. Regular positive feedback in addition to constructive feedback builds trust.
3. There are guidelines for effective feedback conversations including preparing by considering your observation and impact, asking permission, keeping it private and focused on behavior. It is also important to confirm understanding and collaborate on solutions.
Increasingly, energy managers must present ideas to groups of people. Whether it’s proving return on investment for an upcoming purchase, sharing the results of an energy efficiency project, or enlisting coworkers to conserve energy, these ideas are important.
However, few energy managers are ever trained in preparing presentations and speaking to groups, so high stakes presentations receive low stakes preparations. The important ideas get fumbled.
But in this webinar, Chris Heinz, speaker and VP of Marketing for EnergyCAP, Inc., provides practical tips for delivering powerful presentations.
Borrowing from presentation experts Nancy Duarte and Dan Roam, Heinz will discuss how to:
- delight your audience
- say what you mean
- use storytelling
- make your slides shine
- deliver your presentation so people care
Say goodbye to mediocre presentations and deliver powerful presentations every time.
Michael Klejman, Bill Smith and I (Katherine Popaleni) developed this power point and used it in our presentation to delegates at the Ontario Assoc. of Not for Profit Homes and Services for Seniors.
Many of us struggle when we want to bring up a sensitive issue with others (peers, colleagues, family, friends, neighbours etc.) Our awkward, uncomfortable feelings can lead us to react in the moment or put things off for fear of damaging the relationship. The reality is that the issue does not disappear, and, if not addressed, it can lead to misunderstandings and strained relationships.
The power point outlines a new approach that will help you handle challenging conversations with confidence and success. The PP outlines a 3-stage model for 'coaching' your own conversations constructively.
While the focus of this group was health care, the model can apply to different kinds of workplaces as well as in personal relationships.
Hope it's helpful.
Katherine Popaleni
Learning Feedback with LEGO - The Building Blocks of Giving and Receiving Fee...Arthur Doler
This document provides guidance on effectively giving and receiving feedback. It discusses the different types of feedback (appreciation, coaching, evaluation) and mirrors (supportive, honest). It also covers common feedback triggers related to truth, relationships, and identity. Strategies are presented for unpacking labels, addressing triggers, and having a productive feedback conversation using techniques like active listening and problem solving. The overall message is that feedback is important for growth but often fails due to poor delivery; following best practices can help overcome challenges and make feedback more effective.
People can influence others through logical, emotional, and cooperative appeals. Logical appeals use facts and data to persuade others. Emotional appeals connect ideas to individual values and feelings. Cooperative appeals involve collaboration and working together towards mutual goals. Influencing others effectively requires understanding human psychology and motivations. Research has identified six universal principles that guide decision making: reciprocation, scarcity, authority, consistency, liking, and social proof. Mastering influence requires applying these principles strategically and developing skills like building relationships and demonstrating expertise.
Do you think you get enough feedback about how you can be more effective from your boss?.... Your team probably thinks the same about you.
Receiving good feedback gives you powerful information that can dramatically decreases the time required to master a skill or help you blow down the barriers that prevent you from getting to the next level. If only you knew.
The document summarizes key concepts from the book "The Trusted Advisor" about how to build trust in client relationships. It discusses that trusted advisors focus on understanding the client, problem-solving for the client's benefit, and maintaining reliability. The document also outlines a five-step model for trust-building: engage, listen, frame issues clearly, envision alternatives, and commit to next steps. Additionally, it provides tips for different client types, building trust during and after an assignment, and quick ways to gain a client's trust like listening well and being readily available.
QNT 351 Final Exam Answers
1) The main purpose of descriptive statistics is to
A. summarize data in a useful and informative manner
B. make inferences about a population
C. determine if the data adequately represents the population
D. gather or collect data
2) The general process of gathering, organizing, summarizing, analyzing, and interpreting data is called
A. statistics
B. descriptive statistics
C. inferential statistics
D. levels of measurement
3) The performance of personal and business investments is measured as a percentage, return on investment. What type of variable is return on investment?
A. Qualitative
B. Continuous
C. Attribute
D. Discrete
4) What type of variable is the number of robberies reported in your city?
A. Attribute
B. Continuous
C. Discrete
D. Qualitative
5) What level of measurement is the number of auto accidents reported in a given month?
A. Nominal
B. Ordinal
C. Interval
D. Ratio
6) The names of
This document provides the questions and answers to the MGT 498 Final Exam. It contains 30 multiple choice questions covering topics like the benefits of strategic management, the phases of strategic management evolution, elements of the strategic management process, corporate governance, social responsibility, environmental scanning, industry analysis, competitive advantage, strategic planning tools, levels of strategy, operations improvement, international strategy, functional strategy, strategy implementation, performance evaluation, and measures of corporate performance.
This document contains attributions for 18 different photos used in a Haiku Deck presentation on SlideShare. The photos are credited to various photographers including N1NJ4, oropeza, BenSpark, MDGovpics, kndynt2099, Jo Naylor, Nanagyei, Bert Kaufmann, symphony of love, Sam Ilip, The U.S. Army, tehchix0r, Sasja Milenkovic, OregonDOT, TheUglySweaterShop, Alexey Kljatov (ChaoticMind75), bark, and GotCredit. The document encourages the reader to create their own Haiku Deck presentation.
Authentic influencing is about creating results by going knowing and using your own values within the influencing framework. It is also about easy to use tools that can be used in any given influencing situation.
The objective of this module is to
Identify difficult interpersonal situations
Learn how to initiate and close conversations in difficult situations
Minimize destructive conversations
Develop precise questions to conduct a skillful conversation.
Engage in open and productive conversations
This document provides an introduction to influencing and influencing skills. It discusses the concepts of influence, power and moving people from resistance to compliance to commitment. It outlines three approaches to influencing others: logical appeal by appealing to reason and intellect but also requiring credibility; emotional appeal by connecting messages to individual goals and values which requires understanding the other person; and cooperative appeal by building connections between people to gain support. It provides tips for being likeable such as sincerity, transparency and understanding others as well as giving compliments. The key takeaway is that influencing others requires changing one's own behavior such as consistently finding similarities and understanding and giving sincere compliments.
This document outlines an agenda for a workshop on becoming a trusted advisor. The agenda includes introductions, learning objectives, a profile of the speaker David Maister, lectures on traits of trusted advisors and how to give advice, exercises on developing "Ten Commandments" for advisors and using language effectively, and a closing exercise on developing strengths and reducing weaknesses. The workshop aims to help consultants understand how to be helpful rather than just right, build strong relationships with clients, and give advice in a sensitive way that avoids defensiveness. Interactive elements include videos, group discussions, and a force field analysis of factors that support or constrain becoming a trusted advisor.
This document discusses how to be persuasive. It states that persuasion is the process of changing someone's attitude or behavior. It then outlines several traits of persuasive people such as having high emotional intelligence, being likable, and reading others well. The document provides tips for being persuasive, including knowing your audience, connecting with people, avoiding pushiness, getting to the point, using positive body language, being clear and concise, being genuine, acknowledging other perspectives, asking good questions, creating vivid stories, leaving a strong first impression, avoiding urgency, knowing when to step back, greeting people by name, and smiling. It emphasizes that persuasive people are skilled at emotional intelligence to bring others to their way of thinking.
This document discusses the behaviors and mindsets of trusted advisors. It outlines that trusted advisors understand communication is strategic, relationships matter, and it's important to consider others' perspectives. Trusted advisors focus on tasks, identities, and relationships in interactions. They are sensitive to others, ask questions, and pay attention to nonverbal cues. Trusted advisors also build powerful networks, deliver thoughtful feedback, manage expectations strategically, and carefully tend important relationships. The document emphasizes adapting communication styles to different audiences and considering how word choices can foster or undermine trust.
How to Boost Your Career Through Negative FeedbackEnergyCAP, Inc.
This presentation discusses ways to tap into the possibilities for career advancement by recognizing and responding appropriately to the feedback situations in your life.
Drawing on insights from authors Douglas Stone, Sheila Heen, and Brene' Brown, Chris Heinz focuses on the powerful role of the responder in a feedback conversation.
Learn how to:
- Recognize different types of feedback
- Identify triggers that can impact a feedback situation
- Understand the story you may be telling yourself
- Adopt a growth mindset
- Navigate the feedback conversation
Empower yourself through an understanding of the feedback process, pitfalls and potential.
This document provides guidance on having difficult conversations and delivering bad news. It recommends expressing empathy for the other person's feelings and perspective. It advises practicing your core message but not too much, and delivering bad news in person. It also suggests having a plan but not being talked out of your decision, focusing on communicating your core message clearly, and then planning an exit from the conversation once understanding is reached. The document concludes with a reminder that difficult conversations should always be handled with respect, follow-up, and consideration of the other person's perspective.
Influence is the power to have an important effect on someone or something. If someone influences someone else, they are changing a person or thing in an indirect but important way.
The document summarizes an interview with Edgar Schein about his new book "Helping: How to Offer, Give and Receive Help." Some key points:
1) Schein wrote the book to explain how to effectively help others based on his experience as an organizational consultant.
2) Providing help before the recipient is ready or willing leads to frustration. Good help involves asking questions to understand the real problem or need.
3) This "humble inquiry" builds trust and puts the recipient at ease, making them more receptive to assistance. It also ensures the helper addresses the actual issue.
4) Effective change management similarly requires involving those affected to understand how they can be helped, not just dict
Orly Amrany discusses managing difficult conversations and her personal journey developing soft skills. She covers common types of hard conversations at work like disagreements, feedback, and asking for promotions. Basic tips are provided for having conflicts including listening, inquiring, validating understanding, and formalizing agreements. Emotions, especially for women, are noted as one of the hardest parts to manage. Personal notes encourage finding strengths, avoiding accusations, and progressing at work without compromising values or ambitions. A short Mad Men video clip portrays challenges for women in the workplace.
1. Feedback is essential for helping people and organizations learn and improve. It should be specific, constructive, and focus on observable behaviors rather than making judgments.
2. Giving and receiving feedback is part of any relationship, but it can be difficult due to wanting to be liked or fears of confrontation. Regular positive feedback in addition to constructive feedback builds trust.
3. There are guidelines for effective feedback conversations including preparing by considering your observation and impact, asking permission, keeping it private and focused on behavior. It is also important to confirm understanding and collaborate on solutions.
Increasingly, energy managers must present ideas to groups of people. Whether it’s proving return on investment for an upcoming purchase, sharing the results of an energy efficiency project, or enlisting coworkers to conserve energy, these ideas are important.
However, few energy managers are ever trained in preparing presentations and speaking to groups, so high stakes presentations receive low stakes preparations. The important ideas get fumbled.
But in this webinar, Chris Heinz, speaker and VP of Marketing for EnergyCAP, Inc., provides practical tips for delivering powerful presentations.
Borrowing from presentation experts Nancy Duarte and Dan Roam, Heinz will discuss how to:
- delight your audience
- say what you mean
- use storytelling
- make your slides shine
- deliver your presentation so people care
Say goodbye to mediocre presentations and deliver powerful presentations every time.
Michael Klejman, Bill Smith and I (Katherine Popaleni) developed this power point and used it in our presentation to delegates at the Ontario Assoc. of Not for Profit Homes and Services for Seniors.
Many of us struggle when we want to bring up a sensitive issue with others (peers, colleagues, family, friends, neighbours etc.) Our awkward, uncomfortable feelings can lead us to react in the moment or put things off for fear of damaging the relationship. The reality is that the issue does not disappear, and, if not addressed, it can lead to misunderstandings and strained relationships.
The power point outlines a new approach that will help you handle challenging conversations with confidence and success. The PP outlines a 3-stage model for 'coaching' your own conversations constructively.
While the focus of this group was health care, the model can apply to different kinds of workplaces as well as in personal relationships.
Hope it's helpful.
Katherine Popaleni
Learning Feedback with LEGO - The Building Blocks of Giving and Receiving Fee...Arthur Doler
This document provides guidance on effectively giving and receiving feedback. It discusses the different types of feedback (appreciation, coaching, evaluation) and mirrors (supportive, honest). It also covers common feedback triggers related to truth, relationships, and identity. Strategies are presented for unpacking labels, addressing triggers, and having a productive feedback conversation using techniques like active listening and problem solving. The overall message is that feedback is important for growth but often fails due to poor delivery; following best practices can help overcome challenges and make feedback more effective.
People can influence others through logical, emotional, and cooperative appeals. Logical appeals use facts and data to persuade others. Emotional appeals connect ideas to individual values and feelings. Cooperative appeals involve collaboration and working together towards mutual goals. Influencing others effectively requires understanding human psychology and motivations. Research has identified six universal principles that guide decision making: reciprocation, scarcity, authority, consistency, liking, and social proof. Mastering influence requires applying these principles strategically and developing skills like building relationships and demonstrating expertise.
Do you think you get enough feedback about how you can be more effective from your boss?.... Your team probably thinks the same about you.
Receiving good feedback gives you powerful information that can dramatically decreases the time required to master a skill or help you blow down the barriers that prevent you from getting to the next level. If only you knew.
The document summarizes key concepts from the book "The Trusted Advisor" about how to build trust in client relationships. It discusses that trusted advisors focus on understanding the client, problem-solving for the client's benefit, and maintaining reliability. The document also outlines a five-step model for trust-building: engage, listen, frame issues clearly, envision alternatives, and commit to next steps. Additionally, it provides tips for different client types, building trust during and after an assignment, and quick ways to gain a client's trust like listening well and being readily available.
QNT 351 Final Exam Answers
1) The main purpose of descriptive statistics is to
A. summarize data in a useful and informative manner
B. make inferences about a population
C. determine if the data adequately represents the population
D. gather or collect data
2) The general process of gathering, organizing, summarizing, analyzing, and interpreting data is called
A. statistics
B. descriptive statistics
C. inferential statistics
D. levels of measurement
3) The performance of personal and business investments is measured as a percentage, return on investment. What type of variable is return on investment?
A. Qualitative
B. Continuous
C. Attribute
D. Discrete
4) What type of variable is the number of robberies reported in your city?
A. Attribute
B. Continuous
C. Discrete
D. Qualitative
5) What level of measurement is the number of auto accidents reported in a given month?
A. Nominal
B. Ordinal
C. Interval
D. Ratio
6) The names of
This document provides the questions and answers to the MGT 498 Final Exam. It contains 30 multiple choice questions covering topics like the benefits of strategic management, the phases of strategic management evolution, elements of the strategic management process, corporate governance, social responsibility, environmental scanning, industry analysis, competitive advantage, strategic planning tools, levels of strategy, operations improvement, international strategy, functional strategy, strategy implementation, performance evaluation, and measures of corporate performance.
This document contains attributions for 18 different photos used in a Haiku Deck presentation on SlideShare. The photos are credited to various photographers including N1NJ4, oropeza, BenSpark, MDGovpics, kndynt2099, Jo Naylor, Nanagyei, Bert Kaufmann, symphony of love, Sam Ilip, The U.S. Army, tehchix0r, Sasja Milenkovic, OregonDOT, TheUglySweaterShop, Alexey Kljatov (ChaoticMind75), bark, and GotCredit. The document encourages the reader to create their own Haiku Deck presentation.
The document provides information about a guaranteed membership scheme for armed forces personnel with the Chartered Management Institute (CMI). It summarizes the benefits of CMI membership including recognition of managerial achievements, access to management development programs, career advice and networking opportunities. It outlines a special arrangement that allows serving and retired military personnel to qualify for fast-track membership at levels mapped to their rank, without an assessment fee. An application form is included for armed forces personnel to apply for guaranteed fast-track membership under this scheme.
The document outlines the contents and features of a roadbook for a cycling tour, including sections on an overview of the tour route divided into daily stages, rules and legends, contact information, and digital enhancements. Each stage provides maps, distance, elevation, points of interest, and accommodation and food details. The roadbook is designed to be compact, easy to read, and usable both online and offline with GPS navigation support.
This document discusses the health benefits of wheatgrass and barley grass. It outlines 15 effects these plants can have on the body including lowering blood pressure, regulating blood sugar, reducing cancer risk, and relieving arthritis symptoms. It also describes the elements chlorophyll and enzymes that provide these benefits. Finally, it presents a multi-level marketing compensation plan for selling wheatgrass and barley grass products with bonuses and incentives based on sales targets.
This document summarizes a presentation given at the Allan Gray Orbis Foundation Selection Summit in 2015 on access and success at Stellenbosch University. It discusses:
1) Factors that affect student access and success such as articulation gaps, lack of information, and under-preparedness.
2) Participation and throughput rates which show disparities along racial lines.
3) Initiatives to increase the application pool and support first-year students through guidance, monitoring, and academic support programs.
4) The role of the First-Year Academy and coordinator in facilitating student transition and success through communication, orientation, monitoring progress, and collaborating with other divisions.
The document summarizes psychometric assessments used by the Allan Gray Orbis Foundation in their scholarship selection process. It discusses tests of emotional intelligence (BarOn EQ), aptitude (DAT), interests (MBI, CIP), and personality (MBTI) to identify learners who will excel academically, benefit from opportunities, and cope in challenging environments. Scores are used to recommend interventions like workshops and career counseling. The goal is providing information to support learners' career choices and subject selections based on their individual profiles.
Nadir risayil-milad-un-nabi-vol-2-by-m-alam-mukhtar-haqMuhammad Tariq
The document discusses the history and importance of chocolate in human civilization. It notes that chocolate originated in Mesoamerica over 3000 years ago and was prized by the Aztecs and Mayans for its taste. Cocoa beans were used as currency and their cultivation was controlled by the elite. The Spanish conquest brought chocolate to Europe in the 16th century, where it became popular as a drink among royalty and the wealthy due to its scarcity and high production costs.
Corporate Social Responsibilyty (Tanggung Jawab Perusahaan)Ruth Lavigne
Dokumen tersebut membahas tentang tanggung jawab sosial perusahaan yang mencakup 4 bidang yaitu lingkungan, pelanggan, karyawan, dan investor. Perusahaan diharapkan memiliki sikap proaktif dalam menjalankan tanggung jawab sosialnya dengan cara yang strategis dan terukur.
El documento describe el origen de los primeros reinos peninsulares entre los siglos VIII y XIII. La Marca Hispánica establecida por Carlomagno dio lugar a condados que se independizaron, incluyendo el Condado de Aragón (817), el Reino de Pamplona (830), y los condados catalanes (987). Sancho III de Navarra anexionó estos territorios creando un reino hegemónico que luego se dividió. Ramiro I unió Aragón, Sobrarbe y Ribagorza, y su hijo Sancho Ramírez se
The document provides advice on how to effectively lead others and deal with difficult people. It discusses essential leadership attributes like providing feedback, listening, getting the right balance of delegation and involvement, modeling good behavior, focusing conversations on solutions, setting clear objectives, and developing others through training. The key is communicating positively, addressing problems respectfully in private, understanding different perspectives, and gaining commitment to constructive change.
The document discusses principles of persuasion and influence. It explains that personal success depends on influencing others, and that understanding human motivations is key to influencing decisions. It discusses three principles: loss aversion, where people dislike losing what they have; liking, where people are more influenced by those they like; and scarcity, where things perceived as limited or difficult to obtain seem more desirable. Understanding and applying these principles can increase one's ability to persuade and influence others.
Nadeem Mufti provides 37 tips for effective presentation and persuasion. Some key tips include establishing credibility with an audience by finding commonalities, showing concern for others, and demonstrating competence. It is also important to be consistent, avoid exaggeration, and establish credibility. Finally, the tips suggest tailoring the presentation based on the audience by highlighting incentives, facts, popular opinions, or challenges to overcome. The overall document provides a comprehensive list of strategies for crafting persuasive presentations and communicating effectively.
Language of Influence and Persuasion - introduction to the NLP Milton ModelFiona Campbell
Find out how language can be used to influence and persuade others in business. This presentation is an introduction to the language of ambiguity which in Neuro Linguistic Programming (NLP) terms is known as the Milton Model.
Soft skills is a sociological term relating to a person's "EQ" (Emotional Intelligence Quotient), the cluster of personality traits, social graces, communication, language, personal habits, friendliness, and optimism that characterize relationships with other people.[1] Soft skills complement hard skills (part of a person's IQ), which are the occupational requirements of a job and many other activities.
One this is confirmed that if we want to progress in our career or sustain in our career, we have to identify and practice Soft Skills. Many of us confused about Soft Skills. In this presentation, we will be able to understand the 12 most important pillars of Soft Skills.
The document discusses communicating in today's workplace and how it has changed significantly from the past. Where communication was once primarily done through phone calls, face-to-face interaction, and written correspondence, today's workplace utilizes a wide variety of electronic communication tools like email, video conferencing, texting, social media, and more. It emphasizes the importance of communication skills for job performance and relationships. It provides tips for effective communication such as knowing your audience, listening with an open mind, being clear in your message, following up on important issues, and learning to use the various communication tools available.
This document summarizes a leadership training session on "Leadership & Motivation by Example" held on July 24th and 31st, 2008. The session covered defining leadership by example, types of leadership including servant leadership, the importance of trust, and establishing credibility. Participants engaged in group exercises and discussed the "13 Behaviors of Relationship Trust". The session concluded with creating action plans to improve behaviors and the role of being a mentor.
Workshop Slides from a custom program that I put together for a few clients of mine. With 4-5 generations at work, each with distinct psychographics, there is bound to be more conflict than in the past. This workshop equips managers and leaders to manage this conflict more effectively.
This document provides tips for leadership based on four key ingredients: people, decision making, self-improvement, and common sense. It emphasizes that leadership requires managing people effectively through empathy, trust, empowerment, and communication. Leaders must be able to articulate a vision, make timely decisions while involving their team, and continuously learn and improve themselves. Common sense is also important for leadership. The document provides specific tips within each category, such as being a good listener, owning mistakes, giving feedback, and constantly seeking knowledge. Overall, it presents leadership as an ongoing pursuit that cannot be taught through rules but rather experienced through practice and learning from both successes and failures.
The document discusses the ethical principles of persuasion. It outlines six universal principles of persuasion according to Dr. Cialdini: liking, reciprocity, consensus, authority, consistency, and scarcity. The key aspects of persuasion are listening to understand others' perspectives and motivations, mirroring body language to build rapport, and engaging opposing views respectfully. The foundation of persuasion is respect, empathy and engagement.
This document provides Amanda Allen's top 5 themes from the StrengthsFinder assessment: Connectedness, Empathy, Restorative, Individualization, and Developer.
For each theme, it includes a shared theme description, personalized strengths insights specific to Amanda that describe what makes her talents stand out, and questions for her to reflect on her talents.
The insights provide examples of how Amanda's talents in each theme may manifest, such as enjoying establishing links between people, tuning into others' feelings, constantly seeking self-improvement, enjoying learning about unique individuals, and deriving joy from understanding people on a personal level.
A brilliant proverb describing how to build the optimal team "choose your companions before you choose your road".and thats such a true saying,teams are a delicate beast.ideally each member shares a common goal, whether it be winning a race or completing a project.the selflessness and pasion embodied in a groupof people striving for achievement is wondorous.Positive energy emanates from their labors,breeding high standards and astounding productivity.There is no limit to what a great team can accomplish,like a rope:together as one united,consisting of the highest human material:to build that great dynamic individuals willing to work long hours,to motivate them when the inevitable.Human nature can lead to a team s downfall whether from disinterist,laziness,or the dozen of other daily emotions coursing through disparate individuals.Honestly believe the makings of the great team can be found in one word:chemistry.A group of modestly talented individuals who are team players will accomplish far more than an assortment of geniuses thinking of themselves...
75% of long-term job success depends on Soft Skills! CEOs and HR Managers today are suggesting that companies can do better if they hire people with good soft skills and then train them to develop their hard skills in the area of specialization. Soft Skill is a personal attributes that enable someone to interact effectively and harmoniously with other people.
If you are looking for a presentation to learn the basics quickly then the algorithm has brought you to the right place. Happy learning!
Aspire Leadership Presence and Impact Workshop SlidesDr Sam Collins
This document discusses leadership presence and impact. It introduces the Aspire 2022 Presence and Impact Model, which focuses on authenticity, activity, agility, and authority. Authenticity involves knowing yourself through understanding your strengths, talents, and passions. Authority requires having knowledge and expertise to demonstrate thought leadership. The document provides tips for women to develop their presence and impact, such as challenging themselves, drawing out other women, and addressing interruptions. It emphasizes adapting communication style to continue having influence.
The document provides guidance on effectively assessing situations for business meetings and presentations. It discusses evaluating factors such as the audience, objectives, logistics, timing, and available support. The assessment helps determine the appropriate approach, content, and how to best influence the audience given their needs and circumstances. Conducting a thorough situation analysis is important for tailoring the meeting or presentation for optimal effectiveness.
The document discusses communication and presentation skills. It notes that while hard work and good ideas are important, the ability to effectively express those ideas to others is also critical. Many speakers lack confidence and skills to give effective presentations, putting audiences to sleep. Good presentation skills include maintaining eye contact with the audience, using positive body language, speaking clearly, preparing content tailored to the audience, and handling questions confidently without arguing. Mastering these techniques can help presenters engage audiences and accomplish their objectives.