Rob Livingstone - Australian Payroll Association's Annual Conference - Is global warming likely to shrink the (skills) iceberg on which you have based your career?
The document provides an overview of a candidate's personal characteristics and career strengths based on an assessment. It discusses that the candidate would be most suited to support roles where they can work diligently within a defined plan and help a team. The candidate is motivated to help others and would thrive in a role where they can interact with people and provide a valuable service. Technical challenges without practical application may not appeal as much, and the candidate would prefer to avoid unstructured work without supervision or teamwork.
An Overview of Peng's Personal Characteristics & Career StrengthsPeng Li
This document provides an overview of a candidate's personal characteristics and career strengths based on their assessment results. It discusses the following in 3 sentences or less:
The candidate is enterprising, goal-oriented, and able to develop their own plans. They are also calm, cooperative, and motivated to help others. They would work best in a close-knit team where they can both lead projects and accept supervision from others.
This document provides an overview of a candidate's personal characteristics and career strengths based on an assessment. It contains the following key points:
1) The candidate is very assertive, competitive, and goal-oriented, and enjoys taking on challenging tasks. They prefer moderate supervision to develop their own approaches.
2) The candidate is highly motivated to help others and seeks meaningful work where they can earn a good income. They should seek positions that serve human/social purposes and provide special challenges.
3) The candidate is somewhat independent and resolute but can accept moderate supervision. They prefer work with responsibility over detailed tasks.
The document provides advice on maximizing one's marketability and career success. It recommends developing goals and continuously improving skills through education and networking. The document also outlines steps for finding the right job, including company research, interview preparation, and follow-up after interviews. Overall, the document advocates being proactive in career development and maintaining a strong professional brand and network.
10 reasons why it's time to re think the EVPTEDxMongKok
The document outlines 10 reasons why traditional approaches to developing Employee Value Propositions (EVPs) are flawed and ineffective. It argues that common practices like surveys provide poor quality data, EVPs are disconnected from employees' real experiences, and they are not tailored to different employee groups. The document calls for a reinvention of the EVP approach to make them more authentic, meaningful, and aligned with employees' day-to-day experiences of working at an organization.
Ty Ahmad-Taylor on mentoring in technology and mediaTy Ahmad-Taylor
This document provides guidance on finding and engaging with mentors. It recommends asking people who show interest in you or friends with mentors to find one. When mentored, be on time, respect their time, and send thank you notes. Mentorships are most useful for career advice, contract negotiations, managing relationships at work, and introductions to others. Mentorships should not cost more than a cup of coffee. Following the mentor's advice can help with career efficiency and advancement.
This document provides an overview of an individual's personal strengths and career needs based on their personal orientation profile. It analyzes their enterprising vs support role possibilities, style and motivations, independence vs need for team, orientation towards people vs technical concerns. It recommends seeking jobs that have established goals and plans, allow focus on improving lives, involve teamwork, have people interaction, and intellectual challenges. It advises avoiding unstructured jobs, those just oriented towards money, lacking supervision/teams, limited feedback, and lacking growth opportunities.
What industries expect from Management Students Vinod Bidwaik
1. The document discusses a survey of 74 financial services organizations on their expectations from newly hired MBA graduates.
2. It finds that 74% of the organizations hire fresh MBAs, while 26% hire those with 2-3 years of experience.
3. Employers expect strong attitudes over skills since skills can be trained, but performance assessments show gaps in attitudes and skills among new hires.
The document provides an overview of a candidate's personal characteristics and career strengths based on an assessment. It discusses that the candidate would be most suited to support roles where they can work diligently within a defined plan and help a team. The candidate is motivated to help others and would thrive in a role where they can interact with people and provide a valuable service. Technical challenges without practical application may not appeal as much, and the candidate would prefer to avoid unstructured work without supervision or teamwork.
An Overview of Peng's Personal Characteristics & Career StrengthsPeng Li
This document provides an overview of a candidate's personal characteristics and career strengths based on their assessment results. It discusses the following in 3 sentences or less:
The candidate is enterprising, goal-oriented, and able to develop their own plans. They are also calm, cooperative, and motivated to help others. They would work best in a close-knit team where they can both lead projects and accept supervision from others.
This document provides an overview of a candidate's personal characteristics and career strengths based on an assessment. It contains the following key points:
1) The candidate is very assertive, competitive, and goal-oriented, and enjoys taking on challenging tasks. They prefer moderate supervision to develop their own approaches.
2) The candidate is highly motivated to help others and seeks meaningful work where they can earn a good income. They should seek positions that serve human/social purposes and provide special challenges.
3) The candidate is somewhat independent and resolute but can accept moderate supervision. They prefer work with responsibility over detailed tasks.
The document provides advice on maximizing one's marketability and career success. It recommends developing goals and continuously improving skills through education and networking. The document also outlines steps for finding the right job, including company research, interview preparation, and follow-up after interviews. Overall, the document advocates being proactive in career development and maintaining a strong professional brand and network.
10 reasons why it's time to re think the EVPTEDxMongKok
The document outlines 10 reasons why traditional approaches to developing Employee Value Propositions (EVPs) are flawed and ineffective. It argues that common practices like surveys provide poor quality data, EVPs are disconnected from employees' real experiences, and they are not tailored to different employee groups. The document calls for a reinvention of the EVP approach to make them more authentic, meaningful, and aligned with employees' day-to-day experiences of working at an organization.
Ty Ahmad-Taylor on mentoring in technology and mediaTy Ahmad-Taylor
This document provides guidance on finding and engaging with mentors. It recommends asking people who show interest in you or friends with mentors to find one. When mentored, be on time, respect their time, and send thank you notes. Mentorships are most useful for career advice, contract negotiations, managing relationships at work, and introductions to others. Mentorships should not cost more than a cup of coffee. Following the mentor's advice can help with career efficiency and advancement.
This document provides an overview of an individual's personal strengths and career needs based on their personal orientation profile. It analyzes their enterprising vs support role possibilities, style and motivations, independence vs need for team, orientation towards people vs technical concerns. It recommends seeking jobs that have established goals and plans, allow focus on improving lives, involve teamwork, have people interaction, and intellectual challenges. It advises avoiding unstructured jobs, those just oriented towards money, lacking supervision/teams, limited feedback, and lacking growth opportunities.
What industries expect from Management Students Vinod Bidwaik
1. The document discusses a survey of 74 financial services organizations on their expectations from newly hired MBA graduates.
2. It finds that 74% of the organizations hire fresh MBAs, while 26% hire those with 2-3 years of experience.
3. Employers expect strong attitudes over skills since skills can be trained, but performance assessments show gaps in attitudes and skills among new hires.
Top Pillars | Critical Thinking by Essam NazzalTop Pillars
1. Critical thinking involves carefully analyzing information from multiple sources to make well-reasoned judgments and decisions. It requires reflecting on one's own biases and considering alternative perspectives.
2. Employers highly value critical thinking skills as it allows workers to solve problems independently and make strategic decisions. Demonstrating critical thinking skills through your resume, interviews, and work examples enhances your candidacy.
3. Developing critical thinking involves practicing skills like open-minded reflection, effective communication, creativity, analytical reasoning, and problem-solving. Regular self-assessment helps strengthen critical evaluation abilities over time.
The document provides a self-assessment of personal characteristics and career strengths for an individual named Brian Curcio. It analyzes his strengths in terms of being enterprising, competitive, and goal-oriented. It notes he would excel as a self-manager and thrive in challenging roles where he can be independent. The assessment recommends he seek out opportunities that allow independence, challenge him intellectually, and involve interaction with people and technical problem-solving. It suggests he avoid closely supervised roles without opportunities for growth or roles that are repetitive without social purpose.
Are you an older or younger worker? Do you feel like you're being discriminated against? Use these helpful tips on how to get around ageism in the job search.
10 things extraordinary bosses give to employeesG.M shahzad
Extraordinary bosses provide 10 key things to their employees: 1) autonomy and independence in their work, 2) clear expectations for their roles and responsibilities, 3) meaningful objectives to work towards, 4) a true sense of purpose in their work and how it impacts customers, 5) opportunities to provide significant input, 6) a real sense of personal connection beyond just their work, 7) consistency in decisions and treatment of all employees, 8) private criticism to provide constructive feedback, 9) public praise to recognize good work, and 10) a chance for a meaningful future career path within the organization.
Shane Bywater is a business consultant and speaker with over 25 years of experience across various industries. He provides insights and perspectives to transform business outcomes and people's performance. Some of his areas of expertise include sales and customer service strategies, relationship development, coaching and mentoring programs, and project management. Shane aims to connect with people in an engaging yet uncomplicated style to provide valuable insights. He has qualifications in marketing, management, and leadership assessments.
The document outlines the typical growth phases of a business: start-up, consolidation, and three phases of growth. It then provides details on the start-up phase, including developing an idea, business plan, and assembling necessary resources. It notes that during the start-up phase, the owner acts as CEO and handles all roles. The next phases involve overcoming challenges to delegation, professionalization, and globalization in order to scale the business effectively. Key barriers and strategies to address each growth challenge are presented.
I am sharing a PowerPoint I developed 20 years ago to coach and train all levels of Management. Through the years I have made changes to offer Managers a better understanding of what employees in the workforce look for from their Leadership. I hope you enjoy it.
Ever wonder how you can make an employer want to pick up the phone and call you for an interview? Take a look at this PowerPoint and learn the basic skills you need to rise to the top,
4 Things that show will impress employers enough to consider giving you an interview:
1. Research the organization
2. Dress Appropriately
3. A good handshake, eye contact and introduction
4. Your resume
Find out more about Shane and what value he brings to organisations. You will also find key note talks and workshops that you and your people can use for immediate impact.
The document discusses developing an effective employer brand to attract talent and customers. It outlines the talent attraction lifecycle, including recruiting, interviewing, making offers, onboarding, promoting, and referring. It emphasizes that 78% of candidates decide to apply before speaking to a recruiter. It also discusses discovering an employer value proposition through focus groups and interviews, then leveraging it throughout the talent attraction process. The document provides tips for different stages of the lifecycle, such as including why work there, day in the life, mission, perks, jobs, team, and values on career pages. It introduces Catch, a recruiting agency that helps businesses grow through talent attraction, sourcing, screening, interviewing, employer branding, and
This document discusses the concept of "job sculpting", which is matching employees to jobs that allow their deeply embedded life interests to be expressed in order to increase retention. It argues that while ability and values are also important for career satisfaction, life interests are the most crucial factor for long-term happiness and fulfillment. Managers often fail at career development and retention because they assume employees are satisfied if they excel at their jobs, without considering other factors like life interests. The document recommends managers play an active role in ongoing career development dialogues rather than delegating it to HR.
This document provides a summary of Hamaidu Fadika's results from CareerLeader assessments in interests, motivators, and skills taken on May 25, 2015. It shows that his highest interests are in influencing others, creative production, and coaching/mentoring. His top motivators are power/influence, lifestyle, and security. He is most confident in his interpersonal effectiveness skills and power/influence skills compared to other business professionals. The document provides analysis and descriptions of the implications of his key results areas.
5 Conversations You MUST Have With A New BossCAREEREALISM
Congratulations! You're starting a new job. It’s an exciting time. Here are five simple conversations you need to have with your boss when you start a new role!
Top 10 business coach interview questions and answerszingding974
This document provides resources for interview preparation for a business coach position, including common interview questions and answers. It lists the top 10 business coach interview questions: 1) Why do you want this job? 2) What have you learned from mistakes? 3) What challenges are you seeking? 4) Describe a typical work week. 5) What is your biggest weakness? 6) Why should we hire you? 7) What do you know about the company? 8) Why do you want to work here? 9) Did the salary attract you? 10) Do you have any questions? For each question, it provides a sample answer addressing the relevant skills and experiences the interviewer would want to hear. It also includes additional links to
Expectations Of Industries From Management Studentsguestc637d4
The document discusses expectations that industries have of management students and provides advice for students. It outlines key traits and skills industries seek, such as analytical skills, teamwork abilities, leadership qualities, and communication skills. It also emphasizes the importance of practical experience, a positive attitude, and continuous learning. The document concludes by offering tips for successful job interviews, including preparing, presenting oneself professionally, and following up afterwards.
The document discusses differences between entrepreneurs and employees. It notes that entrepreneurs focus on improving skills rather than weaknesses, may produce imperfect work but learn from failures, and say no to opportunities to maintain focus. Entrepreneurs delegate tasks, mono-task rather than multitask, thrive on risk rather than seeking security, believe in rotating priorities between work and life rather than balance, and hire smarter people rather than seeing them as competition. The document also briefly discusses the importance of entrepreneurship for economic development, benefits of job rotation, optional employee benefits, benefits of being an entrepreneur, and some of the earliest known entrepreneurs.
Skilldom revolutionizes the way learning is provided. Skilldom endorses unique contextual methodology as opposed to a convetional approach to learning. Our solutions are innovative and highly interactive with rich graphics and game based learning.
In this presentation I have explained about how the students can overcome the job search struggles and what are the things the students need to improve to get a good job and career and also how to fulfill the industries expectations.
Australian Not-for-Profit CIO Forum March 2011 - Rob LivingstoneLivingstone Advisory
Australian Not-for-Profit CIO Forum March 2011 - Presentation on The Importance of Mentoring to CIOs and IT Managers - Supporting sustained, positive transformational change in IT and Organisations
Top Pillars | Critical Thinking by Essam NazzalTop Pillars
1. Critical thinking involves carefully analyzing information from multiple sources to make well-reasoned judgments and decisions. It requires reflecting on one's own biases and considering alternative perspectives.
2. Employers highly value critical thinking skills as it allows workers to solve problems independently and make strategic decisions. Demonstrating critical thinking skills through your resume, interviews, and work examples enhances your candidacy.
3. Developing critical thinking involves practicing skills like open-minded reflection, effective communication, creativity, analytical reasoning, and problem-solving. Regular self-assessment helps strengthen critical evaluation abilities over time.
The document provides a self-assessment of personal characteristics and career strengths for an individual named Brian Curcio. It analyzes his strengths in terms of being enterprising, competitive, and goal-oriented. It notes he would excel as a self-manager and thrive in challenging roles where he can be independent. The assessment recommends he seek out opportunities that allow independence, challenge him intellectually, and involve interaction with people and technical problem-solving. It suggests he avoid closely supervised roles without opportunities for growth or roles that are repetitive without social purpose.
Are you an older or younger worker? Do you feel like you're being discriminated against? Use these helpful tips on how to get around ageism in the job search.
10 things extraordinary bosses give to employeesG.M shahzad
Extraordinary bosses provide 10 key things to their employees: 1) autonomy and independence in their work, 2) clear expectations for their roles and responsibilities, 3) meaningful objectives to work towards, 4) a true sense of purpose in their work and how it impacts customers, 5) opportunities to provide significant input, 6) a real sense of personal connection beyond just their work, 7) consistency in decisions and treatment of all employees, 8) private criticism to provide constructive feedback, 9) public praise to recognize good work, and 10) a chance for a meaningful future career path within the organization.
Shane Bywater is a business consultant and speaker with over 25 years of experience across various industries. He provides insights and perspectives to transform business outcomes and people's performance. Some of his areas of expertise include sales and customer service strategies, relationship development, coaching and mentoring programs, and project management. Shane aims to connect with people in an engaging yet uncomplicated style to provide valuable insights. He has qualifications in marketing, management, and leadership assessments.
The document outlines the typical growth phases of a business: start-up, consolidation, and three phases of growth. It then provides details on the start-up phase, including developing an idea, business plan, and assembling necessary resources. It notes that during the start-up phase, the owner acts as CEO and handles all roles. The next phases involve overcoming challenges to delegation, professionalization, and globalization in order to scale the business effectively. Key barriers and strategies to address each growth challenge are presented.
I am sharing a PowerPoint I developed 20 years ago to coach and train all levels of Management. Through the years I have made changes to offer Managers a better understanding of what employees in the workforce look for from their Leadership. I hope you enjoy it.
Ever wonder how you can make an employer want to pick up the phone and call you for an interview? Take a look at this PowerPoint and learn the basic skills you need to rise to the top,
4 Things that show will impress employers enough to consider giving you an interview:
1. Research the organization
2. Dress Appropriately
3. A good handshake, eye contact and introduction
4. Your resume
Find out more about Shane and what value he brings to organisations. You will also find key note talks and workshops that you and your people can use for immediate impact.
The document discusses developing an effective employer brand to attract talent and customers. It outlines the talent attraction lifecycle, including recruiting, interviewing, making offers, onboarding, promoting, and referring. It emphasizes that 78% of candidates decide to apply before speaking to a recruiter. It also discusses discovering an employer value proposition through focus groups and interviews, then leveraging it throughout the talent attraction process. The document provides tips for different stages of the lifecycle, such as including why work there, day in the life, mission, perks, jobs, team, and values on career pages. It introduces Catch, a recruiting agency that helps businesses grow through talent attraction, sourcing, screening, interviewing, employer branding, and
This document discusses the concept of "job sculpting", which is matching employees to jobs that allow their deeply embedded life interests to be expressed in order to increase retention. It argues that while ability and values are also important for career satisfaction, life interests are the most crucial factor for long-term happiness and fulfillment. Managers often fail at career development and retention because they assume employees are satisfied if they excel at their jobs, without considering other factors like life interests. The document recommends managers play an active role in ongoing career development dialogues rather than delegating it to HR.
This document provides a summary of Hamaidu Fadika's results from CareerLeader assessments in interests, motivators, and skills taken on May 25, 2015. It shows that his highest interests are in influencing others, creative production, and coaching/mentoring. His top motivators are power/influence, lifestyle, and security. He is most confident in his interpersonal effectiveness skills and power/influence skills compared to other business professionals. The document provides analysis and descriptions of the implications of his key results areas.
5 Conversations You MUST Have With A New BossCAREEREALISM
Congratulations! You're starting a new job. It’s an exciting time. Here are five simple conversations you need to have with your boss when you start a new role!
Top 10 business coach interview questions and answerszingding974
This document provides resources for interview preparation for a business coach position, including common interview questions and answers. It lists the top 10 business coach interview questions: 1) Why do you want this job? 2) What have you learned from mistakes? 3) What challenges are you seeking? 4) Describe a typical work week. 5) What is your biggest weakness? 6) Why should we hire you? 7) What do you know about the company? 8) Why do you want to work here? 9) Did the salary attract you? 10) Do you have any questions? For each question, it provides a sample answer addressing the relevant skills and experiences the interviewer would want to hear. It also includes additional links to
Expectations Of Industries From Management Studentsguestc637d4
The document discusses expectations that industries have of management students and provides advice for students. It outlines key traits and skills industries seek, such as analytical skills, teamwork abilities, leadership qualities, and communication skills. It also emphasizes the importance of practical experience, a positive attitude, and continuous learning. The document concludes by offering tips for successful job interviews, including preparing, presenting oneself professionally, and following up afterwards.
The document discusses differences between entrepreneurs and employees. It notes that entrepreneurs focus on improving skills rather than weaknesses, may produce imperfect work but learn from failures, and say no to opportunities to maintain focus. Entrepreneurs delegate tasks, mono-task rather than multitask, thrive on risk rather than seeking security, believe in rotating priorities between work and life rather than balance, and hire smarter people rather than seeing them as competition. The document also briefly discusses the importance of entrepreneurship for economic development, benefits of job rotation, optional employee benefits, benefits of being an entrepreneur, and some of the earliest known entrepreneurs.
Skilldom revolutionizes the way learning is provided. Skilldom endorses unique contextual methodology as opposed to a convetional approach to learning. Our solutions are innovative and highly interactive with rich graphics and game based learning.
In this presentation I have explained about how the students can overcome the job search struggles and what are the things the students need to improve to get a good job and career and also how to fulfill the industries expectations.
Australian Not-for-Profit CIO Forum March 2011 - Rob LivingstoneLivingstone Advisory
Australian Not-for-Profit CIO Forum March 2011 - Presentation on The Importance of Mentoring to CIOs and IT Managers - Supporting sustained, positive transformational change in IT and Organisations
The document discusses the importance of versatility for professionals. It defines versatility as the ability to adapt to different tasks and fields of work. It notes that versatility helps professionals reinvent themselves when their skills are no longer needed, such as due to automation or changes in their industry. The document provides many examples of ways for professionals to develop versatility, such as learning new skills, taking on different roles, and staying aware of changes in their field. It emphasizes developing a strong professional core and the ability to handle uncertainty.
The document discusses the top 10 skills that are important for graduates to have when seeking employment. These include commercial awareness, communication skills, teamwork, negotiation and persuasion, problem solving, leadership, organization, perseverance and motivation, ability to work under pressure, and confidence. It provides details on what each skill entails and how graduates can demonstrate them to employers. Additional important skills mentioned are managing ambiguity, resilience, analytical skills, enterprise and entrepreneurial skills, and IT skills.
Engage_Executives_advocates_InfluitiveKevin K. Lau
This document provides guidance on how to engage executive advocates in marketing programs. It discusses that executives are motivated by personal, corporate, and employee growth. Some key ways to engage executives include making challenges quick, rewarding them with experiences over gifts, showing how participation can help with growth, keeping messages concise, curating relevant content for their industry, stroking their ego by incorporating their feedback, and having your own executives participate in the program.
Managing projects effectively has become essential in every organisation large or small. The uncertainties of the world business economy, rapidly changing technology, and the intensifying focus on sustainability has driven many organisations to develop specific methods for managing projects and to seek highly qualified and competent people to manage those projects. These driving factors require today’s project managers to accept and adapt to change, lead diverse teams, act as ambassadors for their organisations and deal with a multitude of challenging project stakeholders.
It is clear that Project managers are placed in a unique position. They must balance their roles as leader and manager, interface with multiple types of stakeholders, are often the "face" of their organisation to its customers, and must deal with a seemingly unending stream of challenges to be successful. These challenges and the ability to address them require the project manager to maintain awareness of personal brand of and the impact it will have on project assignments, career opportunity, and the willingness of project teams to work for and support the project manager. As the profession of project management evolves and the demand for competent and value driven project managers increases, personal brand and reputation have become major factors in the criteria used to select and assign people to project leadership positions.
Indispensable Factors
The project manager must develop skills and competencies in several areas to be considered for an assign. In addition there are 4 major factors a project manager must address and continue to develop:
Accomplishability: your ability to achieve and deliver valued results.
Value/cost: the value delivered perception relative to the cost.
Supply/Demand: the market dynamics of your position, skills, etc.
Likeability: how others perceive you.
This presentation addresses the importance of the professional project manager in today’s business environment and the need for the project manager to continually enhance existing skills, adapt to a changing environment, and become a “go to” person in the organisation. Emphasis is placed on understanding the business needs of an organisation, clearly and visibly creating value from a client and supplier view point, and continually developing and managing personal brand.
This document provides guidance on how to motivate employees in 3 key areas:
1) Understanding individual needs and priorities to align employees' goals with the business. This includes giving employees responsibility, freedom to choose goals, and acknowledging different motivations like recognition or new challenges.
2) Building trust and teamwork through open communication, praise for achievements, and treating employees as partners rather than using fear or blame.
3) Helping employees develop skills and providing support that matches their competence, from clear instruction to coaching to trusting independent work. The overall goal is engaging and retaining talented staff.
This document provides information about the individual's skills, personality traits, and fit for different types of business cultures and roles. It summarizes that the individual is a Societal personality type who is motivated to make an impact and help others grow. They would fit best in a "Compete" business culture that values competitiveness, productivity, and partnerships. The individual's work style and strengths are best suited to a role as a Promoter that involves interacting with and motivating people.
Banker's U workshop presentation covers marketing skills and resources for new business endeavors; Build confidence and motivation in working for yourself or seek a broader job pool for the existing skills you have.
For book purchase, licensing for the stage or more information please visit our website.
Watch video: http://youtu.be/bBvlJYTpW5g
Available on Amazon from John DeGaetano Productions
http://www.amazon.com/author/johndegaetano
http://www.johndegaetanoproductions.com
To stand out and make a lasting impact, it is crucial to approach executive presentations with careful preparation, a well-structured narrative, and the ability to handle challenging questions and situations that arise. In this article, we will explore practical strategies and techniques to enhance your persuasive abilities and interact more effectively with executives during high-stakes presentations.
How can organizations promote individual engagement to meet the extreme challenges and uncertainty of the times? And what can PXT Select™ do to help?
We explore the answers to these questions in Managing Rapid Change Through Employee Engagement.
Self Mastery Skills Training for Working ProfessionalsOtamere Elegon
This document summarizes a training program called "Self Mastery Skills for Working Professionals" provided by Enlightened Services. The program aims to help professionals improve their self-worth through self-mastery skills, which will in turn improve their organization's net worth. It covers topics like self-awareness, communication styles, conflict minimization, and success strategies. The goal is for professionals to function more effectively by gaining excellent professional skills and understanding themselves better. The training focuses on both technical skills and soft skills to help professionals uphold the highest standards of their profession.
2015 09 EFAdvisor Article - How to Reinvent Your Mature Business With Young (...William (Bill) Verhelle
Bill Verhelle offers eight suggestions for hiring and retaining young tech-savvy workers in mature businesses: 1) Interview differently to assess attitude and interests rather than past accomplishments; 2) Communicate transformative goals to motivate staff; 3) Isolate new hires in cross-functional teams to test new ideas without approval from existing managers; 4) Assign inspired young managers committed to staff development to lead the new teams.
This document discusses physician entrepreneurship and intrapreneurship. It defines key concepts like entrepreneurship, innovation, and value. It explores the entrepreneurial mindset and challenges of being an intrapreneur within an organization. It provides advice on engaging physician intrapreneurs, ensuring their success, and overcoming barriers to innovation. The overall message is that healthcare organizations should foster and support the entrepreneurial spirit in physicians to drive innovation.
Dennis Swan's personal characteristics and career strengths are summarized as follows:
[1] He is extremely competitive, enterprising, assertive, and goal-oriented, and would be able to develop plans to achieve objectives independently. Given training or experience, he could refine his self-management skills.
[2] He is highly motivated to help others and would be loyal, dependable, and dedicated working towards long-term people-oriented goals that improve lives.
[3] He is quite cooperative, efficient, team-oriented, and comfortable with supervision and stability in his work environment.
Career planning is defined as an ongoing process of developing human resources to achieve optimal results. It involves exploring interests and abilities, strategically planning career goals, and creating future work success through designing learning and action plans. Effective career planning ensures a better match between personal goals and realistically available opportunities in an organization. It focuses on areas that offer psychological success beyond just vertical growth. Providing developmental job assignments, mentoring programs, and opportunities for learning and development can help organizations achieve improved employee and business performance outcomes through increased employee ability, motivation, and opportunities.
The document outlines principles for effective work, including planning purpose and audience, prioritizing high-value tasks, preparing thoroughly with verified facts, persisting through challenges, committing to excellence, and maintaining strong relationships with customers and colleagues. Effective performance comes from painstaking preparation and concentration on the small number of most important activities. Hard work, efficiency, persistence, and service will lead to rewards and career success.
The document discusses the transformation of a company's resourcing strategies and processes. It outlines 3 steps taken: 1) Communicating the goals of transformation to all, 2) Implementing improved assessment techniques like video interviews to increase hiring quality and retention, 3) Developing forecasting to better identify resourcing needs. It also notes the transformation's success, with the function winning several awards and improving metrics like time to hire and referral rates.
The document outlines 21 steps to develop and reinforce leadership skills. Some of the key steps include working hard, having a positive attitude, learning from mentors, taking public speaking courses, investing in training for oneself and employees, focusing training on human elements, and bringing values like honesty and integrity. The overall message is that developing leadership skills requires continuously working to improve oneself, empowering employees, and fostering a positive work culture and environment.
Similar to Rob livingstone - Australian Payroll Association's Annual Conference May 2011 (20)
How to setup and lead digital transformation capability (CIOs perspectives)Livingstone Advisory
Presented at the University of Technology, Sydney's DigiSAS Lab Seminar "Adaptive strategic journey management for leading digital transformations", Rob explores Digital transformation scorecard, The current CIO landscape, CIOs leading enterprise digital transformation capabilities - why this is important and some of the critical success factors
Narrated Youtube version available here: https://youtu.be/XJLa-fgDVcA
Delivered at Trend Micro's Executive briefing events Sydney and Melbourne 5-6 June 2017 on Australia's new Mandatory Data Breach Notification legislation. YoutubeVideo available at https://youtu.be/j5nmY916H7k
Current enterprise information security measures continue to fail us. Why is ...Livingstone Advisory
Conventional information security measures continue to fail our businesses in today’s rapidly changing world of cyber-risk. Adverse cyber-events manifest themselves as the usual suspects including data breaches, information theft, ransom- and malware, viruses, payment card fraud, DDOS attacks or physical loss – to name but a few.
Problem is, the tally of adverse events keeps mounting up. While headline adverse cyber incidents are now reported in the media with regularity, this represents the tip of the cyber-risk iceberg. Most known events are either unreported or hidden from public disclosure. Not helping, is the industry analysis suggesting that, on average, nearly half of all adverse cyber-risk events impacting organisations are self-inflicted and avoidable. No industry is untouched.
Delivered at the CIO Summit in Melbourne, Australia in November 2016, in this presentation, Rob offers valuable strategic insights into the problem and why it continues to be a problem.
He outlines some practical steps that will be helpful for CIOs and CISOs in reshaping their own organisation’s approach in building a more effective and resilient information security capability.
Career implications for the Business Analyst in the age of digital disruptionLivingstone Advisory
The fact that business and societal change is being fueled by innovative, emerging and disruptive information technologies is well known. Its impacts being felt in almost every facet of life. However, the forces driving the evolution and adoption of such technologies are complex, diverse and not always well understood. In addition, the rate of change is accelerating.
Knowledge intensive IT careers, once considered to be at the forefront of information technology developments are being progressively impacted by the new world of IT, shifting customer expectations and business change.
Question is, how will the IT professions - in particular, the BA - be redefined? More importantly what steps should the BA profession consider taking now, to ensure its continued relevance in years to come
UTSpeaks Public Lecture: Clearing up the Cloud -19th July 2011 - Rob Living...Livingstone Advisory
How should we navigate the pitfalls of IT’s newest ‘big opportunity’?
For individuals and small business, Cloud computing via the Internet offers unprecedented access to systems, software and technologies, previously restricted to the corporate world, at little or no cost.
But for mid-sized and large organisations, the reality of adopting Cloud computing presents a whole new set of costs, risks and governance implications, quite different to those in traditional in-house IT systems.
This public lecture provides a concise, plain English overview of Cloud computing and what it means for businesses in Australia. It explores the privacy, security, commercial, regulatory, cost, risk and internal governance challenges that organisations, as well as the wider community, should be aware of.
Copy of presentation delivered at the CHASS 2015 National Forum in Melbourne (October 2015), The Council for Humanities, Arts and Social Sciences in Australia is the peak body supporting more than 75 member organisations in their relationships with Federal and State Government policy makers, Academia and the broader community within Australia.
Influence, Power, Integrity and your career in IT
Creating an effective and respected personal leadership brand
Masterclass held at the ACS Youth in IT conference 2014 (Asia Pacific)
Presentation at the ACS Youth in IT Conference (Asia-Pacific).
Career resilience is the name of the game. Why career resilience is key to surviving profound technology change in our globalized world.
Rob also launched his book Direction through Disruption - A guide to career resilience during rapid technology and workplace change .
The ‘success trap’ of new, emerging and disruptive technologiesLivingstone Advisory
The adoption of these technologies may provide much value in the short term, however may become a liability at some point down the track. How can you and your organizations insulate yourself against the future adverse consequences of these emerging and disruptive technologies – the so called success trap?
Future Tech: How should enterprise avoid the 'success trap' of the next big t...Livingstone Advisory
The rate of business and societal change fuelled by innovative, emerging and disruptive information technologies is well known, with impacts being felt in almost every facet of life. The forces driving the evolution and adoption of such technologies are complex, diverse and not always well understood. How can organisations predict the consequences of future tech? How should they fortify against the chaos of change while taking advantage of innovation?
This public lecture provides a concise perspective on the implications of emerging technologies and offers practical insights on how many enterprises and individuals survive, and also thrive, in a world of rapid technology-induced change.
Exploring the opportunities and pitfalls of new and emerging technologies in ...Livingstone Advisory
Presentation delivered at Annual Future of Local Government Summit
Rydges, Melbourne, Thursday 23rd May 2013
This is a variant of the presentation delivered in April 2013 to the Municipal Association of Victoria
Maximising the opportunities offered by emerging technologies within the chan...Livingstone Advisory
The Australian University sector is heading down the path of seemingly inevitable and fundamental change in both its operating model and role within society. The forces at play are numerous and diverse, fueled in part by the capabilities of modern technologies. These include factors such as increasing global competition for tertiary students, the shift towards a self-funded corporate operating model whilst having to retain academic independence and rigor – all in an environment of the increasing commoditisation of knowledge and intellectual property through emerging vehicles such as MOOCs (Massive Online Open Courses).
In the midst of these structural changes, how well Australian Universities navigate through the current swathe of emerging and potentially disruptive technologies whilst mitigating the longer term systemic risks associated with their adoption is not necessarily a trivial exercise.
In this session, Rob Livingstone offered some practical insights into how CIOs of ‘the University of the future’ can play an active part in helping their institutions thrive in the new environment by maximising the upside potential of new and emerging technologies with known cost and risk, whilst simultaneously managing the multiple versions of reality that exist in the new IT environment.
Why the systemic risks in Enterprise Cloud Computing could cripple your busin...Livingstone Advisory
Organisations that have successfully implemented standalone cloud systems may feel that they have won the war against complex and expensive enterprise IT. That feeling may not last too long once these systems need to be integrated with other systems, cloud or otherwise. The minute you start integrating your cloud with these other systems, you have what is termed a Hybrid Cloud.
Your IT risks are now becoming systemic risks – a point not lost in the most recent KPMG 2012 Audit Institute Report which identified “IT Risk & Emerging Technologies” as the second highest concern for 2012
In this presentation, Rob Livingstone, suggests some practical approaches that CEOs, COOs and CFOs should be considering in the identification and mitigation of the pitfalls of Cloud computing in the enterprise.
Will the Cloud be your disaster, or will Cloud be your disaster recovery?Livingstone Advisory
Making real sense of enterprise Cloud computing in the context of your business is not always a trivial task. The volume, diversity and intensity of opinions on what cloud can do for your organization are relentless, as are the pressures to lower IT costs, speed up implementations, simplify enterprise IT and deliver more value in your own organizations.
Shifting your mission critical systems to the cloud presents a formidable range of challenges for many organizations, least of which the potential loss of control over your disaster recovery capability. Conversely, keeping your enterprise IT systems where you can see them, and using the cloud to manage your backups and disaster recovery may appear to run counter to the prevailing perception that the cloud is the ultimate destination for all IT systems.
In this presentation, Rob Livingstone will be covering off some of the key considerations of disaster recovery planning in the hybrid cloud environment and how, paradoxically, cloud could either be the cause of your disaster or has the potential to save you from one. He will be offering practical insights and tips on how you should approach the cloud when it comes to planning for the worst so that you come out looking your best.
The world of computing is moving to the cloud —shared infrastructure, shared systems, instant provisioning, and pay-as-you-go services. And users can enjoy anytime, anywhere access to services and their data, on any device. But are we secure within the new cloud environments? Are information assets adequately protected as they move around in the cloud? The answer to both is yes— as long as your underlying security architecture has been designed for the cloud. In this session, Rob Livingstone will examine key security considerations surrounding the convergence of hybrid clouds, mobile devices and BYOD, and provide practical guidance on how to identify, mitigate and the key technical and systemic risks in your Cloud journey.
Where worlds collide: Agile, Project Management, Risk and Cloud?Livingstone Advisory
The new CIO is expected to be truly agile, deliver transformational value using new technology based services and have a deep understanding of, and engagement with the business – all whilst managing and mitigating risks. In addition to this, the CIO is also expected to be a ‘business partner’ in the real sense of the word. On top of these factors, Cloud is often seen in the eyes of business as a metaphor for timely change, and a convenient ‘get out of jail’ card in their push to lower IT cost, and collapse IT project lead times.
In this context, ensuring the effective orchestration if the various ‘best practice’ methodologies and frameworks in the areas of agile application development, project management and risk management, all whilst managing the whole ‘Cloud’ discussion is not a trivial task.
In this presentation, Rob Livingstone explores the key systemic and technical risks associated with the concurrent adoption and management of agile application development methodologies, project management, hybrid cloud and mobile devices within the enterprise in today’s volatile environment.
Navigating the risks in implementing Hybrid Cloud, Agile and Project Manageme...Livingstone Advisory
Ensuring the alignment between the various ‘best practice’ technology implementation methodologies supported by appropriate ongoing IT management and business engagement frameworks is key to the delivery of a robust, truly agile and cost effective IT environment. Achieving this without compromising security or exposing the organisation to greater risks is a given in the eyes of the business.
In this presentation, Rob Livingstone explores the key systemic and technical risks associated with the concurrent adoption and management of agile application development methodologies, project management, hybrid cloud, on-premise IT and mobile devices within the enterprise. He also suggests some practical approaches that CIOs, CTOs, CSOs and CFOs should be taking to successfully orchestrate this transition.
Your Leadership Brand - The CIO as Business Strategist driving innovation. CI...Livingstone Advisory
Your Leadership Brand - The CIO as Business Strategist driving innovation
When CIOs think like business strategists, they shift from primarily managing technology projects to become highly business relevant. The ability of CIOs to successfully make this shift is key to underpinning the transformation of IT within the organisation. This transformation is critical to organisations that are looking for ways of driving innovation and entrepreneurship within the IT group, which in turn drives sustainable business value. The role of the CIO is at the core of this transformation.
In this engaging and practical session, Rob Livingstone provides valuable insights on how organisations and CIOs alike can ensure this transition is made successfully, and rapidly.
Agenda included
Surveying the broader landscape
Is enterprise innovation the Job of IT?
The Future-State CIO Model
Getting past ‘Business – IT Alignment’
Creating Influence
Your leadership brand.
Your personal Brand – as you!.
Khushi Saini, An Intern from The Sparks Foundationkhushisaini0924
This is my first task as an Talent Acquisition(Human resources) Intern in The Sparks Foundation on Recruitment, article and posts.
I invitr everyone to look into my work and provide me a quick feedback.
Parabolic antenna alignment system with Real-Time Angle Position FeedbackStevenPatrick17
Introduction
Parabolic antennas are a crucial component in many communication systems, including satellite communications, radio telescopes, and television broadcasting. Ensuring these antennas are properly aligned is vital for optimal performance and signal strength. A parabolic antenna alignment system, equipped with real-time angle position feedback and fault tracking, is designed to address this need. This document delves into the components, design, and implementation of such a system, highlighting its significance and applications.
Importance of Parabolic Antenna Alignment
The alignment of a parabolic antenna directly affects its performance. Even minor misalignments can lead to significant signal loss, which can degrade the quality of the received signal or cause communication failures. Proper alignment ensures that the antenna's focal point is accurately directed toward the signal source, maximizing the antenna's gain and efficiency. This precision is especially crucial in applications like satellite communications, where the antenna must track geostationary satellites with high accuracy.
Components of a Parabolic Antenna Alignment System
A parabolic antenna alignment system typically includes the following components:
Parabolic Dish: The primary reflector that collects and focuses incoming signals.
Feedhorn and Low Noise Block (LNB): Positioned at the dish's focal point to receive signals.
Stepper or Servo Motors: Adjust the azimuth (horizontal) and elevation (vertical) angles of the antenna.
Microcontroller (e.g., Arduino, Raspberry Pi): Processes sensor data and controls the motors.
Potentiometers: Provide feedback on the antenna's current angle positions.
Fault Detection Sensors: Monitor for potential faults such as cable discontinuities or LNB failures.
Control Software: Runs on the microcontroller, handling real-time processing and decision-making.
Real-Time Angle Position Feedback
Real-time feedback on the antenna's angle position is essential for maintaining precise alignment. This feedback is typically provided by potentiometers or rotary encoders, which continuously monitor the azimuth and elevation angles. The microcontroller reads this data and adjusts the motors accordingly to keep the antenna aligned with the signal source.
Fault Tracking in Antenna Alignment Systems
Fault tracking is vital for the reliability and performance of the antenna system. Common faults include cable discontinuities, LNB malfunctions, and motor failures. Sensors integrated into the system can detect these faults and either notify the user or initiate corrective actions automatically.
Design and Implementation
1. Parabolic Dish and Feedhorn
The parabolic dish is designed to reflect incoming signals to a focal point where the feedhorn and LNB are located. The dish's size and shape depend on the specific application and frequency range.
2. Motors and Position Control
Stepper motors or servo motors are used to control the azimuth and elevation of
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
LinkedIn Strategic Guidelines for June 2024Bruce Bennett
LinkedIn is a powerful tool for networking, researching, and marketing yourself to clients and employers. This session teaches strategic practices for building your LinkedIn internet presence and marketing yourself. The use of # and @ symbols is covered as well as going mobile with the LinkedIn app.
Learnings from Successful Jobs SearchersBruce Bennett
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
I am an accomplished and driven administrative management professional with a proven track record of supporting senior executives and managing administrative teams. I am skilled in strategic planning, project management, and organizational development, and have extensive experience in improving processes, enhancing productivity, and implementing solutions to support business objectives and growth.
Tara E Browne, DTM - Administrative Manager (Resume)
Rob livingstone - Australian Payroll Association's Annual Conference May 2011
1. Is global warming likely to shrink the (skills) iceberg on which you have based your career? Rob Livingstone Principal Payroll News Conference 27th May 2011, Melbourne, Australia Copyright Rob Livingstone Advisory Pty Ltd. All rights reserved.
2. Agenda Discuss some similarities between payroll and IT Recognising change in the business environment, before it impacts your career Generating influence Transactional skills vs. Transformational skills: What’s your mix? What’s got you this far may not work for you in the future. Seek objective, trusted opinions to help steer you towards an outcome that YOU want.. Who is responsible for your career? Can mentoring drive sustainable transformational change? The multiplier effect of effective mentoring: Change one, benefit many Wrap-up and Q&A
16. Present a realistic cost / benefit for all ideas, or the costs will be presented to you.
17. Objection handling and managing implied criticism: Never speak or send emails when angry or out of control!
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19. Efficiency = lowest cost , or highest output for lowest input is where you don’t want to be (for too long).
20. Each career professional should be continually re-investing in their supplemental skills, but NOT just reinforcing skills in their area of specialty.
21. Exceptions to this may be a fire-fighter, medical specialist or airline pilot where continual ‘deep-dive’ skill refresh on a regular basis is critical.
24. Working hard and achieving results will (or should) automatically result in recognition. Myth??
25. Achieve visibility - Be responsible for your own marketing? Some career professionals are uncomfortable about displaying their own strengths in a positive way. Not innate to some individuals
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27. If they don’t, then it’s all theory – just like someone sitting in the lodge describing how you can climb the mountain having never done it themselves.
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29. Your life and career is more important that that of the organisation