This organization works with disadvantaged children to improve their life chances through mentoring and activities. Volunteers help mentor children one-on-one and through team activities to develop skills like literacy, numeracy, communication and self-confidence. The goal is to promote leadership, responsibility and raise aspirations for children's futures.
Entrepreneruship (Dr Atef Elshabrawy by AlMaali-Dubai)atef Elshabrawy
The document outlines several entrepreneurship development programs that focus on providing students and entrepreneurs with the skills and knowledge needed to start and manage successful businesses. The programs cover topics such as leadership, marketing, financing, and business planning. They are delivered through various courses ranging from 1 to 10 days that teach fundamentals and advanced concepts. The overall goal is to strengthen entrepreneurship and foster an entrepreneurial mindset among citizens.
Bauer Academy - Corporate Training BrochureBauerAcademy
From one to one interview coaching, to team building days and digital strategy sessions, we create everything from scratch. All our learning packages are tailor made to suit corporate cultures and strategies. We won't stop by with a nice powerpoint. Instead we will design a programme that creates the change you want in your organisation. It is an intensive approach, but it works.
Mentors and Role Models - Best Practices in Many Cultures - Voices 2015Deanna Kosaraju
Mentors and role models can provide important benefits in many cultures according to best practices. The document discusses successful mentoring programs including those at Sun Microsystems and the US State Department's TechWomen program. It provides examples of mentors and mentees from these programs, and details how mentoring relationships are formed and the benefits they provide to both individuals and organizations. Metrics are presented on the significant returns mentoring programs can generate. Guidelines and considerations for starting a successful mentoring program are also outlined.
This document provides advice for attracting, retaining, and managing talent across multiple generations in the workplace. It discusses key factors for engagement like communication methods, career progression, training, working environment, and leadership styles. While these factors are important for all generations, organizations must tailor their approaches to individual needs and preferences to effectively engage employees. The document encourages challenging traditional models and adapting company culture to changing workforce expectations.
The document discusses lessons learned and best practices for developing mentoring programmes for women based on UK experience. It provides an overview of the mentoring process, including establishing rapport between mentors and mentees, setting direction, making progress, and moving on from the relationship. It also discusses phases of the mentoring relationship cycle and flexibility in programme structure. Recommendations include considering longer relationships, meeting venues, grassroots management, and recognition of mentors' contributions.
Mentoring For Impactful Learning: Creating Effective RelationshipsSandra Coswatte-Mohr
Are you effectively using a mentoring process with your faculty and students? Have you thought about setting up a mentor process and do not know how to get started? Learn how mentors in the Online Teaching Certificate Program at the Online Learning Consortium (formally Sloan-C) impact the learning process for faculty to improve their teaching skills.
Here is an overview of the most important elements which make a difference at “Top Companies for Leaders.”
Strategy - There is a clear link between the strategy of the company and the strategy of leadership development. Successful organizations closely examine which talent programs are needed and which interventions are necessary to realize their company strategy.
Involvement - The responsibility of talent development lies at the top of the organization, and top management is also actively involved in the development of future management. The top managers themselves are frequently active as mentors, coaches or trainers, and frequently share their experiences and insights. Often the CEO plays a prominent, active role in training or action learning, i.e., using high potentials coupled with experienced leaders on essential questions. Also, CEO’s are involved in the programs by means of internal communication.
Talent Pipeline – Talent development is considered as a “mission-critical” company process. The best performing companies see the filling of the talent pipeline organization-wide as a necessity. They use sharp definitions of talent (high potentials), measurable criteria and a rigorous process for to determine who belongs in the talent pool and who does not. The outcomes of this are measured with KPIs.
Ongoing Processes – The Top Companies for Leaders have incorporated management development in their business cycles. The companies think about ongoing, recurring development processes instead of one-time initiatives. Talent management has a high priority in these organizations. Much attention is given to identifying high potentials, determination of specific career paths for these high potentials, coaching and their active contribution to training and development programs. High potentials are assisted in their development by means of training, e-learning, coaching and job rotation, as well as action learning. Thanks to this approach, leadership and company development evolve continuously together.
Behavior – In these Top Companies, leaders are significantly more aware of which behavior is expected of them. This also becomes apparent in all aspects of the organization: performance management (leaders are rewarded for the degree desired behaviors are demonstrated), promotion decisions (people are only promoted when the desired behaviors are shown), recruitment and selection (leadership behavior is an essential selection criterion) and communication from the top of the organization.
Critical Objective - High potential talent is considered as a strategic advantage and the development of this talent is and the development of a robust talent pipeline is considered a critical objective for the organization’s top management.
Leadership Programs – Only leadership programs with high added value for talent development are organized.
Piran Consulting is a Singapore-based consulting firm focused on human capital development and learning and development solutions. They offer tailored training programs, workshops, and consulting services to both individuals and organizations across various industries. Their services include skills training, leadership development, recruitment training, and strategic consulting. Piran Consulting was established in 2013 and has experience working with clients across Asia Pacific. They take a customized approach and use interactive training methods like simulations and role plays. Feedback from clients praises their engaging workshops and comprehensive programs.
Entrepreneruship (Dr Atef Elshabrawy by AlMaali-Dubai)atef Elshabrawy
The document outlines several entrepreneurship development programs that focus on providing students and entrepreneurs with the skills and knowledge needed to start and manage successful businesses. The programs cover topics such as leadership, marketing, financing, and business planning. They are delivered through various courses ranging from 1 to 10 days that teach fundamentals and advanced concepts. The overall goal is to strengthen entrepreneurship and foster an entrepreneurial mindset among citizens.
Bauer Academy - Corporate Training BrochureBauerAcademy
From one to one interview coaching, to team building days and digital strategy sessions, we create everything from scratch. All our learning packages are tailor made to suit corporate cultures and strategies. We won't stop by with a nice powerpoint. Instead we will design a programme that creates the change you want in your organisation. It is an intensive approach, but it works.
Mentors and Role Models - Best Practices in Many Cultures - Voices 2015Deanna Kosaraju
Mentors and role models can provide important benefits in many cultures according to best practices. The document discusses successful mentoring programs including those at Sun Microsystems and the US State Department's TechWomen program. It provides examples of mentors and mentees from these programs, and details how mentoring relationships are formed and the benefits they provide to both individuals and organizations. Metrics are presented on the significant returns mentoring programs can generate. Guidelines and considerations for starting a successful mentoring program are also outlined.
This document provides advice for attracting, retaining, and managing talent across multiple generations in the workplace. It discusses key factors for engagement like communication methods, career progression, training, working environment, and leadership styles. While these factors are important for all generations, organizations must tailor their approaches to individual needs and preferences to effectively engage employees. The document encourages challenging traditional models and adapting company culture to changing workforce expectations.
The document discusses lessons learned and best practices for developing mentoring programmes for women based on UK experience. It provides an overview of the mentoring process, including establishing rapport between mentors and mentees, setting direction, making progress, and moving on from the relationship. It also discusses phases of the mentoring relationship cycle and flexibility in programme structure. Recommendations include considering longer relationships, meeting venues, grassroots management, and recognition of mentors' contributions.
Mentoring For Impactful Learning: Creating Effective RelationshipsSandra Coswatte-Mohr
Are you effectively using a mentoring process with your faculty and students? Have you thought about setting up a mentor process and do not know how to get started? Learn how mentors in the Online Teaching Certificate Program at the Online Learning Consortium (formally Sloan-C) impact the learning process for faculty to improve their teaching skills.
Here is an overview of the most important elements which make a difference at “Top Companies for Leaders.”
Strategy - There is a clear link between the strategy of the company and the strategy of leadership development. Successful organizations closely examine which talent programs are needed and which interventions are necessary to realize their company strategy.
Involvement - The responsibility of talent development lies at the top of the organization, and top management is also actively involved in the development of future management. The top managers themselves are frequently active as mentors, coaches or trainers, and frequently share their experiences and insights. Often the CEO plays a prominent, active role in training or action learning, i.e., using high potentials coupled with experienced leaders on essential questions. Also, CEO’s are involved in the programs by means of internal communication.
Talent Pipeline – Talent development is considered as a “mission-critical” company process. The best performing companies see the filling of the talent pipeline organization-wide as a necessity. They use sharp definitions of talent (high potentials), measurable criteria and a rigorous process for to determine who belongs in the talent pool and who does not. The outcomes of this are measured with KPIs.
Ongoing Processes – The Top Companies for Leaders have incorporated management development in their business cycles. The companies think about ongoing, recurring development processes instead of one-time initiatives. Talent management has a high priority in these organizations. Much attention is given to identifying high potentials, determination of specific career paths for these high potentials, coaching and their active contribution to training and development programs. High potentials are assisted in their development by means of training, e-learning, coaching and job rotation, as well as action learning. Thanks to this approach, leadership and company development evolve continuously together.
Behavior – In these Top Companies, leaders are significantly more aware of which behavior is expected of them. This also becomes apparent in all aspects of the organization: performance management (leaders are rewarded for the degree desired behaviors are demonstrated), promotion decisions (people are only promoted when the desired behaviors are shown), recruitment and selection (leadership behavior is an essential selection criterion) and communication from the top of the organization.
Critical Objective - High potential talent is considered as a strategic advantage and the development of this talent is and the development of a robust talent pipeline is considered a critical objective for the organization’s top management.
Leadership Programs – Only leadership programs with high added value for talent development are organized.
Piran Consulting is a Singapore-based consulting firm focused on human capital development and learning and development solutions. They offer tailored training programs, workshops, and consulting services to both individuals and organizations across various industries. Their services include skills training, leadership development, recruitment training, and strategic consulting. Piran Consulting was established in 2013 and has experience working with clients across Asia Pacific. They take a customized approach and use interactive training methods like simulations and role plays. Feedback from clients praises their engaging workshops and comprehensive programs.
The document provides information about an upcoming learning and development conference on July 16-17, 2013 in Shanghai. The conference will include sessions on integrating internal learning resources, utilizing multiple learning channels, promoting learning projects, and keeping up with new learning and development trends. There will be case studies presented from various industries as well as discussions with HR experts. Past attendees have found the conference to provide valuable professional experience, knowledge sharing, and a platform to meet HR professionals.
Indian School of Entrepreneurship (iSEED) provides structured entrepreneurship education programs to help entrepreneurs and startups succeed. Established in 2013, iSEED has grown to offer 7 flagship programs delivered through online and in-person methods. iSEED partners with top academic institutions and has a strong team with experience in academia, industry, and entrepreneurship. Their goal is to be a leading institution nurturing entrepreneurial mindsets through practical learning applied across all stages of venture development.
This document provides information about the Professional Entrepreneurship Program (PREP) offered by iSEED. PREP is a 12-week practice-oriented program designed to provide exposure to crucial aspects of entrepreneurship for budding and early-stage entrepreneurs. The program includes modules on venture ideation, execution, and projection. It involves workshops, mentorship, and networking opportunities. The goal is to help participants develop business plans, identify risks/priorities, and gain functional knowledge to start new ventures. The batch size is limited to 30 participants.
The document contains frequently asked questions about the Uganda Youth Mentorship Program (UYMP). The program aims to empower Ugandan youth through mentoring relationships with local successful entrepreneurs. Youth below 35 can join to gain business advice and networking opportunities. Mentors are volunteers with experience who commit to monthly mentorship sessions. The program connects youth to mentors, provides skills training, and supports the growth of youth entrepreneurship in Uganda.
This document provides information about REACTOR, an entrepreneurship training institute. It discusses REACTOR's philosophy of empowering students with skills like independence, grit, innovation, interpersonal skills, teamwork and empathy. It describes some of REACTOR's programs like the Enterprise Leaders Programme and Entrepreneurship Cornerstone Programme which focus on experiential learning through activities, workshops and internships. The document emphasizes that REACTOR's training is customized to each audience and can include various curriculum blocks on topics such as design thinking, pitching and customer discovery.
Innovation Management Certification (IMC)Dean Miller
The NewNorth Center for Applied Innovation & Design (d/b/a NewNorth) is a registered 501(c)3 nonprofit
The Innovation Management Certification (IMC) is a unique executive education and professional development experience. Our focus is to equip you with the mindsets, processes and tools to make things happen in your organization.
IMC is a 30 week experience (one day a week in 10-week trimesters) in a mixed cohort of other professionals from large corporations to start-ups, from non-profits to the government sector. Together with your cohort, you will learn a systematic and repeatable process of innovation and how to apply it in your context.
Your employer wins and so do you. Each professional is expected to bring an opportunity that can drive growth in your organization. Through class, cohort and experiences we will help you build a project that can be implemented after graduation.
Over 100 different leaders from across Michigan and the Midwest have graduated from IMC, representing large multinationals, small businesses, start-ups, solo consultancies, non-profits, municipal and public service entities and others. We have a proven track record of success.
Good practice mentoring trainees guide 2009WERDS_NZ
Good Practice Mentoring Guide (2009)
This guide was developed primarily for ITOs in conjunction with the Industry Training Federation. The guide has useful tips for companies and for individual mentors. With a focus on literacy and numeracy support, the guide explains what mentoring is, discusses the issues and identifies the steps in mentoring. The guide is also posted on the ITF website. The guide was developed partly as a result of research undertaken for JITO and has been used by a number of ITOs
The document summarizes the latest news from PiXL Primary in September 2015. It discusses the positive feedback from regional conferences over the summer, the challenges faced at the celebration event in July due to transportation issues, and what will be new for the upcoming school year including changes to the curriculum and assessments. It also emphasizes the importance of partnership between schools in the PiXL network.
This document discusses the importance of mentorship for entrepreneurs. It notes that mentorship provides guidance for entrepreneurs who need help developing skills and making important business decisions. Mentorship involves an experienced mentor providing ongoing support to help a mentee overcome challenges and strengthen their leadership abilities to ensure business success. The document also outlines some of the benefits mentors provide as well as the commitment needed to effectively mentor entrepreneurs.
This document outlines the modules for a Kickstart entrepreneurship training program organized by SAB Miller's Hero's Foundation. The 12 modules will cover topics related to developing entrepreneurial mindsets and skills like generating business ideas, developing marketing, financial, and management strategies, analyzing risks, e-business, networking and mentoring. It also discusses the need for entrepreneurship education in Nigeria given high unemployment rates. Entrepreneurship is presented as a way to develop important skills, empower youth, and drive economic growth. The training aims to equip participants with skills like problem solving, decision making, and developing self-efficacy to help them start sustainable businesses.
This document discusses the importance of content curation for continuous learning. It argues that traditional training methods like courses are no longer sufficient given the rapid pace of change, as skills now have shorter shelf lives. To stay relevant, companies and individuals need continuous learning by looking beyond formal training to curated external content. Content curation helps feed the appetite for lifelong learning by providing recent, relevant insights and keeping people's skills and knowledge up to date. The document provides examples of how some leading companies are focusing on continuous learning and skills like problem solving that will remain valuable with technological changes.
This document summarizes a workshop on transforming managers into leaders held by Prof. Sattar Bawany. The workshop objectives are to help managers identify the skills needed for new roles, understand different leadership styles and their impact, develop emotional intelligence, motivate teams, resolve conflicts, and create a leadership development plan. It discusses concepts like the risks and opportunities of leadership transitions, challenges managers face in new roles, and critical skills for success, such as social intelligence and servant leadership.
Leaderonomics - How we Integrate CSR into everything we doRoshan Thiran
As a social enterprise, we do not have a CSR division nor do we claim a special day or time for CSR. Every minute and everyday, we integrate building relationships with the marginalised, helping grow the under-privileged into leaders and enabling transformation to happen in individual lives and organisations.
Proakatemia is the entrepreneurship unit at Tampere University of Applied Sciencies. Students at Proakatemia learn entrepreneurship and team leadership by running and managing their own cooperative as a team. This slideshare gives an introduction to how do they learn and study and what is the coaches' role in their journey.
This document provides information on an upcoming women in leadership and management summit, including featured speakers, workshop schedules, and registration details. Some of the featured speakers and their roles include Suzanne Young from the National Rugby League, Catherine Powell from The Walt Disney Company, and Joanna Faux from Citi Australia and New Zealand. The summit includes keynote speeches, case studies, and workshops on topics such as developing self-leadership, overcoming challenges, and achieving career success. It will take place on December 1-4, 2015 in Sydney, Australia.
#AGR14 Too much 'getting in' and not enough 'getting on' - Careers Group Lond...EmmaAGR
This document discusses approaches to developing graduate careers and employability. It argues that traditional "skills shopping lists" focus too much on ticking boxes and not enough on career focus. Both Leeds and Nottingham universities aim to give students real-world experiences and guidance to help them choose and develop long-term careers. Examples include modules on career planning and employer-led workshops. Assessments require critical analysis and applying multiple perspectives to demonstrate understanding of different sectors and one's own skills. Developing graduate careers requires research, challenging assumptions, and personal insight beyond just resumes.
This document provides an overview of a proposed Quantum Excellence Empowerment Programme presented by Uptown Dreamers Sdn Bhd to Polytechnic Brunei and the Ministry of Education. The programme aims to empower individuals and organizations through habits that effect permanent positive change in personal, career or business life. Uptown Dreamers is an inspirational speaking and mindset consulting organization that has run numerous seminars and workshops globally and locally in Malaysia, helping people achieve success and leadership. The proposed programme would focus on changing inner talk to change results for employees and students of Polytechnic Brunei.
The document provides information about the Centre for Leadership Studies (CLS) at the University of Exeter, including:
- CLS offers a range of postgraduate programmes in leadership studies, from certificates to PhDs.
- CLS conducts research on leadership and works with partners around the world on leadership development programmes.
- CLS's Leadership Partners programme and Leadership South West initiative aim to enhance leadership in organizations and the region.
- CLS faculty study leadership in various contexts and perspectives to build knowledge and skills for current and future leaders.
This document summarizes a seminar presented by Lara Roche on retaining talent and developing a learning strategy in the third sector. The seminar covered creating a robust retention plan by understanding exit points, factors influencing whether talent stays or goes, at-risk groups, and initiatives to address these. It also discussed developing a transformational learning strategy by mapping needs across levels, aiming beyond basic training, and creating innovative low-cost initiatives like using internal experts or mentoring exchanges. The seminar emphasized following a process, being ambitious despite constraints, investing budget areas of highest impact, and customizing the approach for each organization.
The document provides information about an upcoming learning and development conference on July 16-17, 2013 in Shanghai. The conference will include sessions on integrating internal learning resources, utilizing multiple learning channels, promoting learning projects, and keeping up with new learning and development trends. There will be case studies presented from various industries as well as discussions with HR experts. Past attendees have found the conference to provide valuable professional experience, knowledge sharing, and a platform to meet HR professionals.
Indian School of Entrepreneurship (iSEED) provides structured entrepreneurship education programs to help entrepreneurs and startups succeed. Established in 2013, iSEED has grown to offer 7 flagship programs delivered through online and in-person methods. iSEED partners with top academic institutions and has a strong team with experience in academia, industry, and entrepreneurship. Their goal is to be a leading institution nurturing entrepreneurial mindsets through practical learning applied across all stages of venture development.
This document provides information about the Professional Entrepreneurship Program (PREP) offered by iSEED. PREP is a 12-week practice-oriented program designed to provide exposure to crucial aspects of entrepreneurship for budding and early-stage entrepreneurs. The program includes modules on venture ideation, execution, and projection. It involves workshops, mentorship, and networking opportunities. The goal is to help participants develop business plans, identify risks/priorities, and gain functional knowledge to start new ventures. The batch size is limited to 30 participants.
The document contains frequently asked questions about the Uganda Youth Mentorship Program (UYMP). The program aims to empower Ugandan youth through mentoring relationships with local successful entrepreneurs. Youth below 35 can join to gain business advice and networking opportunities. Mentors are volunteers with experience who commit to monthly mentorship sessions. The program connects youth to mentors, provides skills training, and supports the growth of youth entrepreneurship in Uganda.
This document provides information about REACTOR, an entrepreneurship training institute. It discusses REACTOR's philosophy of empowering students with skills like independence, grit, innovation, interpersonal skills, teamwork and empathy. It describes some of REACTOR's programs like the Enterprise Leaders Programme and Entrepreneurship Cornerstone Programme which focus on experiential learning through activities, workshops and internships. The document emphasizes that REACTOR's training is customized to each audience and can include various curriculum blocks on topics such as design thinking, pitching and customer discovery.
Innovation Management Certification (IMC)Dean Miller
The NewNorth Center for Applied Innovation & Design (d/b/a NewNorth) is a registered 501(c)3 nonprofit
The Innovation Management Certification (IMC) is a unique executive education and professional development experience. Our focus is to equip you with the mindsets, processes and tools to make things happen in your organization.
IMC is a 30 week experience (one day a week in 10-week trimesters) in a mixed cohort of other professionals from large corporations to start-ups, from non-profits to the government sector. Together with your cohort, you will learn a systematic and repeatable process of innovation and how to apply it in your context.
Your employer wins and so do you. Each professional is expected to bring an opportunity that can drive growth in your organization. Through class, cohort and experiences we will help you build a project that can be implemented after graduation.
Over 100 different leaders from across Michigan and the Midwest have graduated from IMC, representing large multinationals, small businesses, start-ups, solo consultancies, non-profits, municipal and public service entities and others. We have a proven track record of success.
Good practice mentoring trainees guide 2009WERDS_NZ
Good Practice Mentoring Guide (2009)
This guide was developed primarily for ITOs in conjunction with the Industry Training Federation. The guide has useful tips for companies and for individual mentors. With a focus on literacy and numeracy support, the guide explains what mentoring is, discusses the issues and identifies the steps in mentoring. The guide is also posted on the ITF website. The guide was developed partly as a result of research undertaken for JITO and has been used by a number of ITOs
The document summarizes the latest news from PiXL Primary in September 2015. It discusses the positive feedback from regional conferences over the summer, the challenges faced at the celebration event in July due to transportation issues, and what will be new for the upcoming school year including changes to the curriculum and assessments. It also emphasizes the importance of partnership between schools in the PiXL network.
This document discusses the importance of mentorship for entrepreneurs. It notes that mentorship provides guidance for entrepreneurs who need help developing skills and making important business decisions. Mentorship involves an experienced mentor providing ongoing support to help a mentee overcome challenges and strengthen their leadership abilities to ensure business success. The document also outlines some of the benefits mentors provide as well as the commitment needed to effectively mentor entrepreneurs.
This document outlines the modules for a Kickstart entrepreneurship training program organized by SAB Miller's Hero's Foundation. The 12 modules will cover topics related to developing entrepreneurial mindsets and skills like generating business ideas, developing marketing, financial, and management strategies, analyzing risks, e-business, networking and mentoring. It also discusses the need for entrepreneurship education in Nigeria given high unemployment rates. Entrepreneurship is presented as a way to develop important skills, empower youth, and drive economic growth. The training aims to equip participants with skills like problem solving, decision making, and developing self-efficacy to help them start sustainable businesses.
This document discusses the importance of content curation for continuous learning. It argues that traditional training methods like courses are no longer sufficient given the rapid pace of change, as skills now have shorter shelf lives. To stay relevant, companies and individuals need continuous learning by looking beyond formal training to curated external content. Content curation helps feed the appetite for lifelong learning by providing recent, relevant insights and keeping people's skills and knowledge up to date. The document provides examples of how some leading companies are focusing on continuous learning and skills like problem solving that will remain valuable with technological changes.
This document summarizes a workshop on transforming managers into leaders held by Prof. Sattar Bawany. The workshop objectives are to help managers identify the skills needed for new roles, understand different leadership styles and their impact, develop emotional intelligence, motivate teams, resolve conflicts, and create a leadership development plan. It discusses concepts like the risks and opportunities of leadership transitions, challenges managers face in new roles, and critical skills for success, such as social intelligence and servant leadership.
Leaderonomics - How we Integrate CSR into everything we doRoshan Thiran
As a social enterprise, we do not have a CSR division nor do we claim a special day or time for CSR. Every minute and everyday, we integrate building relationships with the marginalised, helping grow the under-privileged into leaders and enabling transformation to happen in individual lives and organisations.
Proakatemia is the entrepreneurship unit at Tampere University of Applied Sciencies. Students at Proakatemia learn entrepreneurship and team leadership by running and managing their own cooperative as a team. This slideshare gives an introduction to how do they learn and study and what is the coaches' role in their journey.
This document provides information on an upcoming women in leadership and management summit, including featured speakers, workshop schedules, and registration details. Some of the featured speakers and their roles include Suzanne Young from the National Rugby League, Catherine Powell from The Walt Disney Company, and Joanna Faux from Citi Australia and New Zealand. The summit includes keynote speeches, case studies, and workshops on topics such as developing self-leadership, overcoming challenges, and achieving career success. It will take place on December 1-4, 2015 in Sydney, Australia.
#AGR14 Too much 'getting in' and not enough 'getting on' - Careers Group Lond...EmmaAGR
This document discusses approaches to developing graduate careers and employability. It argues that traditional "skills shopping lists" focus too much on ticking boxes and not enough on career focus. Both Leeds and Nottingham universities aim to give students real-world experiences and guidance to help them choose and develop long-term careers. Examples include modules on career planning and employer-led workshops. Assessments require critical analysis and applying multiple perspectives to demonstrate understanding of different sectors and one's own skills. Developing graduate careers requires research, challenging assumptions, and personal insight beyond just resumes.
This document provides an overview of a proposed Quantum Excellence Empowerment Programme presented by Uptown Dreamers Sdn Bhd to Polytechnic Brunei and the Ministry of Education. The programme aims to empower individuals and organizations through habits that effect permanent positive change in personal, career or business life. Uptown Dreamers is an inspirational speaking and mindset consulting organization that has run numerous seminars and workshops globally and locally in Malaysia, helping people achieve success and leadership. The proposed programme would focus on changing inner talk to change results for employees and students of Polytechnic Brunei.
The document provides information about the Centre for Leadership Studies (CLS) at the University of Exeter, including:
- CLS offers a range of postgraduate programmes in leadership studies, from certificates to PhDs.
- CLS conducts research on leadership and works with partners around the world on leadership development programmes.
- CLS's Leadership Partners programme and Leadership South West initiative aim to enhance leadership in organizations and the region.
- CLS faculty study leadership in various contexts and perspectives to build knowledge and skills for current and future leaders.
This document summarizes a seminar presented by Lara Roche on retaining talent and developing a learning strategy in the third sector. The seminar covered creating a robust retention plan by understanding exit points, factors influencing whether talent stays or goes, at-risk groups, and initiatives to address these. It also discussed developing a transformational learning strategy by mapping needs across levels, aiming beyond basic training, and creating innovative low-cost initiatives like using internal experts or mentoring exchanges. The seminar emphasized following a process, being ambitious despite constraints, investing budget areas of highest impact, and customizing the approach for each organization.
The document details plans for two youth football groups' trip to Barcelona from April 20-22. The Manchester group has 17 kids and 4 adults arriving on April 20 at 20:45 and departing April 22 at 10:55. The London group has 24 kids and 11 adults arriving April 21 at 09:30 and departing April 22 at 20:30. The groups will stay in hostels near La Rambla and have activities planned each day including matches, training sessions, a theme park, stadium tours, and dining out. Safety information is provided about pickpocketing in busy tourist areas like La Rambla where the hostels are located.
This document summarizes initiatives by the NITK IEEE Student Branch to strengthen connections between students and alumni. It outlines issues like weak interactions and low morale due to the college's remote location. The student branch conceptualized "Reach Out" to address this through a holistic approach. Reach Out creates awareness of career prospects, connects students to projects/internships and networking opportunities with alumni. It uses newsletters, regional advisors and technology to facilitate interactions despite the location handicap. The success of Reach Out led to an entrepreneurship competition sponsored by alumni to foster innovation on campus. Going forward, the student branch aims to expand its alumni network to other colleges and provide an implementable model for strengthening college connections.
Plural nouns refer to more than one of a noun. To make a noun plural, you must look at its ending letters and apply the appropriate rule. For most nouns, you simply add an 's'. For nouns ending in 'ch', 'sh', 's', 'x' or 'z', you add 'es'. For nouns ending in a vowel and 'y', you add 's', while nouns ending in a consonant and 'y' change the 'y' to 'ies'. Nouns ending in 'f' or 'fe' change the ending to 'ves'. Nouns ending in 'o' simply add 's'. Spelling plural nouns correctly requires analyzing the
- The document provides tips for creating effective PowerPoint slides, including using outlines, slide structure, fonts, color, backgrounds, spelling/grammar, images, conclusions, and bibliographies.
- Key recommendations are to use point form, 18pt font, contrasting color, simple backgrounds, proofread slides, label and cite images, summarize main points in the conclusion, and include a bibliography slide.
- Common pitfalls to avoid include walls of text, small or hard to read fonts, distracting animations/colors, inconsistent styles, and not citing sources.
This document discusses a social media marketing strategy for Dunder Mifflin that focuses on goals, viral content, and hashtags. It proposes allocating 40% of the budget to Google Adwords and 60% to hiring temporary employees, and emphasizes evaluating strategies and owning the marketing budget.
This document discusses various lessons learned from building APIs and integrating with third party services. It covers topics like caching data to reduce external requests, handling endpoint and data format changes from third parties, and flexibility to extend beyond existing APIs. The document also provides examples of setting up email services and links to video files on Facebook.
Martin Cooper invented the first cell phone in 1973 while working for Motorola, though it was not introduced to the public until 1977. Early cell phones were primarily designed as car phones installed in vehicles. Cell phones grew rapidly in popularity during the 1980s as the technology advanced. Modern cell phones are touchscreen, slide, keyboard or flip designs and can perform most functions of computers, allowing activities like messaging, games, photos, videos, internet and more. Major phone brands include iPhone, Blackberry, Samsung Galaxy, and Motorola Droid.
A boy meets a girl while chatting online in a cyber cafe. They plan to meet in person, but when the boy arrives at the agreed meeting place, the girl does not show up. They continue chatting online and speaking on the phone, becoming close friends over the next two weeks. However, the boy later learns from the girl's friend that she had been undergoing treatment for blood cancer and has since passed away, leaving the boy deeply saddened by the loss of his friend whom he had grown so close to without ever meeting in person.
This document provides details of a youth football trip to Barcelona in April 2011 organized for teams from Manchester and London. There will be 17 kids and 4 adults traveling from Manchester, arriving on Saturday evening and departing on Wednesday morning. The 24 kids and 11 adults from London will be arriving on Sunday morning and departing Wednesday evening. Both groups will stay at hostels located in Barcelona. The itinerary includes football matches and training sessions, a tour of Camp Nou stadium, a day at Port Aventura theme park, and attending an Espanyol match on Sunday evening. Additional details are provided on transportation, accommodations, and thanks to sponsors.
Martin Cooper invented the first cell phone in 1973 while working for Motorola, though it was not introduced to the public until 1977. Early cell phones were primarily designed as car phones installed in vehicles. Cell phones grew rapidly in popularity during the 1980s as the technology advanced. Modern cell phones are typically touchscreen, slide, or flip models and can perform a wide variety of functions like messaging, gaming, internet access, photography, and more.
The document provides an overview of the origins and development of Greek drama. It begins with the spread of the cult of Dionysus throughout Greece in the 6th century BCE and the emergence of theatrical performances involving singing, dancing, and the separation of actors from the chorus. It then discusses the major playwrights such as Aeschylus, Sophocles, and Euripides and their innovations. Key elements of Greek drama discussed include the use of masks, theatrical structures like the orchestra and skene, and Aristotle's analysis of tragedy in his Poetics.
The document provides guidelines for using ReachOut!'s branding assets consistently, including:
- Using the standard logo and only modifying the color in exceptions.
- Using white as the standard background color for cost efficiency and print visibility.
- Choosing the appropriate logo size and resolution based on the document's use and format.
- Using the square 96x96 pixel logo for social media profiles.
A Power Point Presentation of The Theme Song from PBHP 2nd Dhamma Youth Camp 1994. Power Point by Bro. Oh; Music by Su Wei & Mary Hor; Lyrics by Wendy & Penny Hor; Music Arrangement by Su Lin; Sung by Su Wei .
Dhamma points for reflection
The document provides an overview of OSHA's Bloodborne Pathogens standard and safety practices for handling human blood and other potentially infectious materials. It requires employers to develop an exposure control plan, provide personal protective equipment and training to employees, offer hepatitis B vaccinations, and establish procedures for exposure incidents. The training covers three main bloodborne pathogens - hepatitis B, hepatitis C, and HIV - and how they are transmitted via contact with blood or bodily fluids. It emphasizes universal precautions like handwashing, use of sharps containers, proper cleanup and disposal of contaminated waste.
The document outlines the training requirements for a soccer school mentor program, including academic mentor training, child protection training, and completing a CRB background check. It provides details on mentoring skills, setting boundaries, types of child abuse, and procedures for reporting any concerns about a child's welfare.
Homophones are words that are pronounced the same but have different meanings and spellings. Common homophones include too, two, to; knight, night; eight, ate; ax, acts; flea, flee. It can be tricky to distinguish between homophones in writing and speech. Making a list with the homophones side by side and their definitions can help memorize which is which. Some words even have three homophones that are pronounced the same.
The ELIEMENTAL project aims to identify community access points to provide information about their mentoring program and enterprise training. The program will match mentees with mentors to develop one-on-one relationships and provide guidance and support to help mentees progress their business ideas and build confidence through the mentor's experience in self-employment. Mentors volunteer locally to encourage new entrepreneurs and advise them on setting up a small business by sharing their own experiences.
Impact Lab offers companies a unique opportunity to integrate their employee professional development plan with their corporate citizenship agenda.
We offer an intellectual bridge between the established world of corporates and the innovative world of social startups.
CEO Global is an educational non-profit that offers leadership development programs to university students with an emphasis on servant leadership, integrity, and interpersonal skills. It partners with 24 leading universities in Asia to deliver its core program called The Way To Success (TWTS), which has been completed by over 18,000 students. TWTS aims to transform students by first developing their understanding and then enabling them to serve others. CEO Global also offers hands-on summer programs in China and abroad to provide experiences in cultivating integrity and leadership skills.
This document provides an overview of Learnography, a for-purpose organization focused on learning and development. It includes articles from various Learnography team members on topics like the evolution of instructional design, the importance of networking, strategies for bilingual learning, redefining employee feedback, and the power of great design. The document highlights Learnography's mission and values, as well as insights from its diverse team.
SkillsCamp is a soft skills training company. We are helping you retain and maintain engaged, effective employees through soft skill development.
Across all industries, employers and industry leaders are identifying soft skills like communication, teamwork, time management, emotional intelligence, and leadership as critical skills for prospects and employees alike. Yet these core skills and several others take a backseat in the traditional education model. The result is students who become employees without the requisite abilities to excel in their careers. SkillsCamp teaches this “missing curriculum” to help people become more employable and more effective leaders and contributors.
This document describes a four-week business start-up program for vocational education students funded by Erasmus+. The program teaches creative problem solving, self-learning initiative, and leadership skills through workshops, challenges, and consulting projects. It has successfully worked with over 200 students from over 20 partner colleges across Europe, fully funding their travel, accommodations, and training. Students gain experience in topics like marketing, public speaking, and developing their own business ideas.
Our unique Startup Experienceships aim to kick internships into the 21st century with a blend of practical training on business startup and real time work experience in innovative cowork spaces from the worlds most entrepreneurial capitals.
Workforce Opportunity Services (WOS) is a 501(c)(3) nonprofit that provides education, training, and job placement programs for underserved young adults and veterans to help them start careers. WOS recruits and vets candidates, provides soft and hard skills development, mentoring support, and flexible employment arrangements to place consultants with corporate partners in a risk-free way. WOS has experienced strong growth since 2003, with over 1,200 participants completing its programs and annual revenue increasing from $5.8 million to over $12 million.
This four-week business start-up program for college students teaches entrepreneurship skills through hands-on workshops, challenges, and consulting projects for real clients. Students develop creative problem-solving, self-learning, and leadership abilities while learning key business concepts. The program has helped over 200 students launch startups and improve their employability through improved presentation skills, networking ability, and experience developing original solutions to challenges.
The document provides information about Sense Training, a company that develops human capital through customized training programs. It has delivered training to over 12,000 participants across Asia in the past 5 years for a variety of organizations. Sense Training believes in facilitating development through engaging and stimulating training programs that drive business results and individual wellness. It prides itself on innovation, strong client relationships, and quality training services.
The Professional Development and Coaching Cooperative(PDCC)is a new group targeted toward helping young professionals set their career path. Keywords: Mission; Plan; Coaching; Mentoring; Education,Training; Professional Development; Young Professional
This document provides information about extracurricular opportunities for students at Birmingham City University to enhance their skills and employability. It describes various programs like Employability Challenge Week, which includes CV workshops and mock interviews; the Leadership Challenge, involving competitions and entrepreneurial activities; international placements; and on-campus job opportunities. Student testimonials praise the chances to gain experience, skills, and confidence working with employers through these programs.
Innovate Finance’s booklet ‘Celebrating Diversity in FinTech’ shines a spotlight on leading FinTech firms and institutions closing the diversity gap in FinTech and promoting inclusion within the workplace.
The booklet features 10 member companies including some of the world’s most successful and exciting FinTech businesses such as Bankable, Neyber, remittance companies Azimo and World Remit, leading banks Lloyds Banking Group and RBS.
Leadership and Management at The Children’s Learning StationVi.docxsmile790243
Here is a 1-page lab report using the scientific method sections based on the energy sources animation and data:
Lab Report 1
Analysis of Energy Sources
Purpose
The purpose of this lab was to analyze and compare coal and nuclear energy sources based on various impact metrics including emissions, waste production, accidents, and health effects.
Introduction
Energy production has both benefits and drawbacks depending on the source. Coal and nuclear are two major sources that provide baseload power but also have environmental and safety tradeoffs (International Atomic Energy Agency, 2016). This lab compared coal and nuclear energy quarterly over a year using metrics like CO2 emissions, radioactivity, accidents, and solid waste (IAEA, 2016).
Gyalizo Offer for Educational InstitutionsArun V Mathew
Across the globe, there is an acceptance of thought ; that the Industry-Institution connect ; is an issue to be addressed with an immediate concern. Well this is what we have thought....
This document provides information about creative training solutions from PYE. PYE helps unlock creative potential through arts-based workshops and programs. They offer customized creative leadership, teambuilding, and facilitation training to help participants communicate better, collaborate more effectively, and increase innovation. PYE has 20+ years of experience training over 20,000 people globally and their methods are supported by behavioral science. They can provide bespoke solutions to meet an organization's specific needs.
This document outlines a diversity, equity, and inclusion (DEI) pledge created by the BAME Apprentice Network. The pledge aims to promote equal opportunities for people of all backgrounds in employment through positive promotion of apprenticeship opportunities. Employers who sign the pledge commit to six principles, including taking action to advance DEI, engaging with BAME communities, creating BAME role models, and collaborating to share best practices. The pledge provides guidance and tools to help employers increase DEI in their organizations and make meaningful differences in people's lives.
Leaderonomics is a small organisation with big dream and ambitions. Although we may have only about 100 employees today, we are a small employer with a BIG heart and BIG goals and dream. REad on what we do with our employees to engage, excite and ensure they are committed to the cause.
The document discusses Jenny Bounmivilay's reflection on leadership competencies from a course at UC Davis. It focuses on four competencies: verbal/nonverbal communication, group development, goals, and follow-through. For communication, Jenny emphasizes creating a safe space where people feel comfortable sharing ideas and receiving feedback. For group development, Jenny aims to empower individuals and ensure their experience is worthwhile. Regarding goals, Jenny discusses setting measurable sub-goals to achieve an organization's larger vision. Finally, for follow-through, Jenny stresses the importance of dependability and accomplishing tasks despite obstacles.
Similar to ReachOut! Corporate Opportunities 2012 (20)
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
The chapter Lifelines of National Economy in Class 10 Geography focuses on the various modes of transportation and communication that play a vital role in the economic development of a country. These lifelines are crucial for the movement of goods, services, and people, thereby connecting different regions and promoting economic activities.
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
This presentation was provided by Rebecca Benner, Ph.D., of the American Society of Anesthesiologists, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
This presentation was provided by Racquel Jemison, Ph.D., Christina MacLaughlin, Ph.D., and Paulomi Majumder. Ph.D., all of the American Chemical Society, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
4. Corporate Volunteering
A partnership with ReachOut! offers organisations the
opportunity to volunteer their time in a number of different
rewarding ways. Whether your staff members opt to be
academic mentors, fundraisers or host a one day employment
workshop, ReachOut! has an experienced team who will help
you develop and manage your volunteering.
ReachOut! understands that finding time to volunteer can be a
challenge for people in paid employment. However, we believe
that engagement with people from all walks of life can help
inspire and broaden the horizons of the young people living
within our local communities.
Half‐day employment workshop
focusing on interview techniques.
Simplyhealth, Manchester
5. Mentoring opportunities
Mentors are exemplary role models who demonstrate positive character attributes to their
mentees and help ReachOut! to achieve its core aims of character development and raising
aspirations. Mentors encourage their mentees to think about their future, their education
and the current path they are on, while sharing some information about their own education
and career. Mentoring opportunities can be either academic or employability focused .
Academic Mentoring
ReachOut! has been recruiting corporate academic mentors since 2006. This involves corporate
volunteers mentoring on the ReachOut! Academy.
Project description
The ReachOut! Academy is an after school project that supports young people's academic
development. The project is split into two parts, in one part the young people take part in fun
activities, in the other the same young people take part in academic mentoring.
Academic mentor role
Academic Mentors volunteer one or two hours, on the same day each week, working with the
same mentee each week, where strong relationships are built. Mentors give practical help to
young people by assisting them in completing school homework or work set by the ReachOut!
Project Leader.
Commitment Level
The ReachOut! Academy runs for 20 weeks during the academic year. September to May.
Training and CRB checks
We have made the process of becoming an Academic Mentor very simple. Volunteers simply
need to attend a two and a half hour training session including safeguarding, at which they
complete a CRB Form.
Training normally takes place at The ReachOut! Office, but can be held in people’s places of
work.
6. Academic Mentoring in action
ReachOut! Academy
London
Corporate volunteers are an integral part of the volunteering team at the ReachOut! Academy
in London. Corporates have been volunteering as academic mentors since 2006. During this
academic year, 2011‐12, we have 50 corporate volunteers.
The maximum level of commitment required for this role is 2 hours, all spent at the project. All
the academic work is set by our ReachOut! Staff so no time is required outside the project.
Following the successful recruitment and training procedures of London, Manchester also has
the capacity to recruit and support corporate mentors.
Manchester
The ReachOut! Academy runs at two locations; St. Paul’s Catholic High School, Wythenshawe
and Our Lady’s RC Sport College, Higher Blackley.
7. Mentoring opportunities
Employability Mentoring
New for 2011, this involves developing a bespoke project involving corporate volunteers
mentoring either year 11 or post 16 students as they begin to think about their future.
Project description
This mentoring can be focused at young people wanting support with planning for their future
careers. Sessions will be structured and delivered to meet the needs of the young people.
Employability mentor role
Employability Mentors volunteer one hour, on the same day each week, working with the same
mentee each week, where strong relationships are built. Mentors give practical help to young
people by assisting them in planning for their future. Sessions could include; CV writing,
interview techniques, writing college applications.
Commitment Level
This will be dependent on the needs of the young people and the availability of the mentors.
Training and CRB checks
We have made the process of becoming an Employability Mentor very simple. Volunteers
simply need to attend a two and a half hour training session including safeguarding, at which
they complete a CRB Form.
Training normally takes place at The ReachOut! Office, but can be held in people’s places of
work.
8. Employability Mentoring in action
TD Waterhouse, Manchester
When my company sent out a request for
mentors to help pupils who are struggling
academically in school to gain interview, CV
writing techniques and to ask any questions
regarding work in the "real world" I was more
than happy to volunteer.
When I was at school I was in the same situation as some of the pupils academically, plus my
school offered no support which meant I ended up leaving with a couple of qualifications with
not great grades. I had no clue what I wanted to do for a career and what my next steps were. I
feel that if there had been an organisation like ReachOut! in place when I was at school it would
have made a great deal of difference to my career path and made it a lot easier to get where I
am today.
I have worked for TD Direct Investing now for 11 years where I have worked in several
departments from dealing, international settlements and now I am working in the IT
department. I feel I can offer good advice on working your way up and can appreciate how hard
it can be to get a step up on the ladder.
In the meeting with the pupils we get to review their CVs, applications for apprenticeships and
colleges . We help the pupils expand the information on the applications to show them in the
best light possible. We will be doing mock interviews where we can pinpoint any problem areas
so that we can work on these in other sessions. Also to be a sounding board for any ideas or
questions that have to do with working or doing an apprenticeship.
Alan Dean | Issues Co‐ordinator| TD Direct Investing
Alan and his colleague volunteer one hour every fortnight at Manchester Enterprise Academy.
9. Workshops
Workshops provide our young people with an insight into employment opportunities and
employment skills. Past experience has shown that the young people benefit from visiting the
organisation premises and meeting some of the staff team. This provides the opportunity for
the young people to experience an employee environment whilst developing their skills in
communication as they develop relationships with different people and employees.
Project description
We understand that all organisations are different and with this in mind the content and
structure of workshops are as flexible as needed. Some example components which your
organisation can chose from to design your workshop include; Introduction to industry, industry
specific employment skills, transferable employment skills.
Group Demographic
Group size can vary depending on the structure and content of the workshop. Past experience
has shown that a group size of between 10 to 20 provides the best environment for discussion
and activities. Groups may be single or mixed sex depending on the school and age group, and
your requirements . Groups are aged between 13 to 18 (School year 9 to 13)
Volunteer role
A member of our experienced team will visit your organisation to discuss the content and
structure of the workshop. During this meeting we will be able to answer any further questions
Committee Members:
you have about ReachOut! and the workshops. Our team will be more than happy to share ideas
and help your team plan and prepare activities to deliver to the young people.
Rse Shemilt‐Griffiths – Chair
Maria Racheva – Secretary
Once the content and dates have been arranged our ReachOut! staff will be available via email
or phone to provide any further assistance during the run up to the workshop.
Christian Orr – Treasurer
Commitment Level
This will be dependent on the content of the workshop.
Training and CRB checks
One day workshops do not require CRB checks or specific training.
10. Workshops in action
ReachOut! has been working in partnership with organisations since 2009. Organisations
include, Nando’s , Simplyhealth, Glaisyers ,UBS, Macquarie Bank and Barclays.
Nando’s Manchester
Nando’s delivered a half day workshop
focusing on application and interview skills.
The aims were threefold;
Provide a brief introduction to Nando’s , giving
the young people the opportunity to
understand how the restaurant runs and cook
their own food.
Develop an understanding of the personal
skills organisations look for during their
recruitment process.
Develop knowledge of recruitment and
selection processes.
Glaisyers Solicitors, Manchester
Glaisyers delivered a half day workshop
focusing on the different job roles within the
organisation and CV skills. The aims were
twofold;
To provide an introduction to Glaisyers, giving
the young people the opportunity to
understand the range of jobs and careers
available within a solicitors firm.
To provide guidance as to what information
needs to be included in a CV and what a
solicitors firm looks for.
11. Project Activities
As well as providing its children and young people with weekly support from a trained mentor,
ReachOut! strives to provide each child and young person to opportunity to try new activities
and learn new skills. Throughout the year we plan a range of activities which your employees
and organisation can support.
Off‐ Site Trips
Off‐site trips are a great way to learn and
interact in a new and different environment to
school. Manchester and London have a vast
array of exciting and educational places of
interest. But for many of the children and
young people we work with financial
constraints make it difficult for them to
access these activities.
Support with supervision , transport and
entrance fee costs is essential during these
trips and would help ReachOut! provide great
opportunities for everyone.
Family Fun Days
ReachOut! believes in supporting the whole
community we work in by providing positive
activities that all the family can participate in
and enjoy.
Family Fun Days are hosted in the secondary
schools we work in by our young people (14
to 18) who help run activity stalls that provide
fun and positive engagement for the children
of their community.
Support with activities stalls, resources and
refreshments provides the opportunity for
each fun day to be creative, varied and most
importantly, free to the community
12. Project Activities
Creative Workshops
Activities that focus on the interests and
passions of our children and young people are
a great way to build self confidence and
provide and safe environment for them to be
creative and express themselves.
Workshops can include art, drama, dancing,
sport.
Support with supervision, delivery, venue hire,
transport and resources provides that chance
for creativity and increased self confidence.
Staff Training
As a growing charity we believe it is
important to maintain a professional and
highly trained team of staff; both mentors
and ReachOut! Staff. Providing up to date and
continuous training opportunities allows us
to invest in the people that are ultimately
responsible for the delivery of our services.
Workshops could include training in
management skills, IT skills, HR, Marketing
and PR.
Volunteer role
The role of the volunteer will be very much dependant on the project activity they would like to
support. In some cases it could be a supervisory role, supporting children on an off‐site trip, in
others it could be a participatory role, leading an activity stall or interacting in a creative workshop.
Commitment Level
This will be no longer than half a day but is dependent on the project activity. Support with project
activities do not require CRB checks or specific training.
13. Corporate fundraising
For organisations that would like to support us with our fundraising efforts we have a
programme of events and fun team building sessions that help raise money to support our
work. As a registered charity, all funds raised by these events will go directly into providing
opportunities for the young people.
ReachOut! Cup
Hosted by young people from our ReachOut! Academy,
our tournaments are a fun way to support local
mentoring. Teams come together to compete for an evening
and win our coveted Cup. You don’t need
to be expert footballers, but it does help to have a
couple of experienced players to lead your team.
The winning team gets to keep the Cup for a year.
Previous winners include Klarius Group and PE Jones.
The ReachOut! Cup is hosted yearly in Manchester London
Challenge4Change
Challenge4Change is a team challenge day. Teams
come together to compete over a 4 hour afternoon
session in a ‘Crystal Maze’ style event.
Activities include:
Quick one minute physical challenges
Mental challenges like scavenger hunts
High ropes challenges like the Jacob's Ladder
Challenge for Change is fully accessible and requires
minimal fitness. The donation is £500 per team of up
to 12 people. Manchester only
Host your own event
Our dedicated Fundraising manager is happy to meet with you and your team to discuss
any fundraising events you would like to host. Examples include; 10K runs, charity dinners.
14. ReachOut! Support
ReachOut! support
We do all the management so you can do the volunteering!
ReachOut! values the support of its corporate partnerships. We understand that time can be a
determining factor when organising volunteering opportunities for team members. It is for this
reason that we have a dedicated team of experienced staff members who will support your
organisation to develop the volunteering opportunities it offers its staff.
Whatever project or event you wish to support us with our team will be more than happy to
individually tailor the management and support of your volunteers in order to meet the needs
of your organisation. Once the partnership has been agreed our ReachOut! staff will be
available via email or phone to provide any further assistance during the volunteering activities.
ReachOut! Safeguarding and Training
We have made the process of becoming a volunteer very simple. Volunteers simply need to
attend a two and a half hour training session at which they complete a CRB Form.
Training normally takes place at The ReachOut! Office, but can be held in people’s places of
work.
One day workshops or fundraising events do not require CRB checks or specific training.
15. Benefits for all
ReachOut! young people
By getting involved with the ReachOut! your organisation can help inspire and broaden the
horizons of the young people living within your local communities. Being skilled professionals
who possess a good range of relevant skills, enables them to actively support the young people
both academically and personally. They bring extensive experience and knowledge about the
ways in which young people can access various fields of work, different perspectives on further
education, apprenticeships and personal contacts.
Your employees
Being involved in the workshops brings a number of benefits such as;
Increased morale, developing skills in public speaking, communication and building rapport
“I enjoyed giving the young people a quick insight as to what part of our job role is to see if it
appeals to them”
“I found that the young people involved in the workshop were more intelligent, switched on and
willing to learn than I was expecting. A rewarding experience!”
“It was fantastic to be given an opportunity to work with young people. It’s not something that I
get to do in the course of my day job and it brought a new dimension to my role for the day!”
“I can teach to teenagers (I thought I was out of touch!)”
16. For further details about mentoring For further details about
or workshops please contact: fundraising please contact:
Heidi Hinchliffe Hannah Christie
Manchester Project Manager Fundraising Manager
heidi@reachoutuk.org hannah@reachoutuk.org
6 Oxford Place 6 Oxford Place
Rusholme Rusholme
Manchester Manchester
M14 5RZ M14 5RZ
T 0161 224 6803 T 0161 224 6803
www.reachoutuk.org
Manchester: 0161 224 6803 ∙ London: 0207 249 6881