The document discusses entrepreneurship and characteristics of entrepreneurs. It defines entrepreneurship as the process of establishing a business while bearing risks. Some key characteristics of entrepreneurs discussed include enjoying challenges, being positive thinkers, and having strong self-belief. The document also provides several definitions of an entrepreneur from different perspectives. It then discusses identifying business opportunities by scanning the external environment, generating ideas, and formulating business concepts.
Architecting Your UX Career – Presentation Tips to Land your Next UX GigHeather Young, CUA
Approaching a job search can be a daunting task for any professional, but the UX world has a unique set of challenges. Our field is still relatively new, job titles and responsibilities are fuzzy, and there are varying understandings of what we can and should provide. There is no one clear path or set of experience that sets us up for success. Artifacts are often collaborative, covered by NDAs, and it can be hard to capture the many facets of UX expertise into a small set of documents. So how do we navigate the world of resume-writing, portfolio-creation, and interviewing to find a job that will be the best fit for the skills we currently have and allow us to grow into the practitioner we want to become? Get the inside scoop from a current UX consultant and UX Community Manager, both of whom are experienced with vetting UX talent.
This document discusses various aspects of entrepreneurship including what entrepreneurship is, the need for entrepreneurship, opportunities to start a business, generating business ideas, screening business opportunities, and formulating a business concept. It defines entrepreneurship as a process of undertaking creative activities that involve bearing risks to establish and run a business. It highlights the importance of entrepreneurship for economic development and job creation. The document also provides various methods and sources for generating new business ideas as well as steps involved in identifying business opportunities.
This document summarizes a presentation on project leadership and taking a people-first approach to project management. The presentation discusses how organizations are increasingly focusing on leadership skills in addition to technical skills. It also covers keys to project success like focusing on teams, collaboration, understanding people's motivations and communication styles. The presentation promotes embracing a people-first approach to project management by engaging stakeholders, building teams and demonstrating leadership.
About the Report
Our team met with 68 corporates during Dec 2013 – Feb 2014. Based on our indepth interactions with the Corporates and their L&D priorities for the coming year, some of the needs resonated repeatedly. We thought why not share the findings with all of you. Isn’t it what shared learning is all about !
This document is about Top 5 needs which we will share with you . In addition, to these 5 needs, there was an almost common need to make the learning relevant to workplace.
This document is a summation of those needs and also share with you some potential solutions that may help you address these key people development needs.
leading and managing graduate recruitment and development, including talent management / human resources professionals, career development advisors, service providers and professional associations.
Design Thinking to improve Employee Experience and HR StrategyChange Et Al.
The document discusses using design thinking to improve employee experience, HR strategy, and processes. It advocates understanding employees through empathy mapping and personas to identify pain points. The design thinking process is then outlined, including defining problems from the employee perspective, ideating solutions, prototyping ideas through minimum viable products, and testing hypotheses to iterate on solutions. The overall message is that design thinking can help organizations shift from standardized HR policies to customized experiences that meet individual employee needs.
6 Questions to Ask Before Implementing Change in OrganizationsSlideShop.com
Dealing with organizational change can be stressful. To lessen the challenges that may be encountered during the transition, answer the 6 questions enumerated in this presentation.
If you know of change management tips that may help other people, feel free to add them in the comment section.
The document discusses entrepreneurship and characteristics of entrepreneurs. It defines entrepreneurship as the process of establishing a business while bearing risks. Some key characteristics of entrepreneurs discussed include enjoying challenges, being positive thinkers, and having strong self-belief. The document also provides several definitions of an entrepreneur from different perspectives. It then discusses identifying business opportunities by scanning the external environment, generating ideas, and formulating business concepts.
Architecting Your UX Career – Presentation Tips to Land your Next UX GigHeather Young, CUA
Approaching a job search can be a daunting task for any professional, but the UX world has a unique set of challenges. Our field is still relatively new, job titles and responsibilities are fuzzy, and there are varying understandings of what we can and should provide. There is no one clear path or set of experience that sets us up for success. Artifacts are often collaborative, covered by NDAs, and it can be hard to capture the many facets of UX expertise into a small set of documents. So how do we navigate the world of resume-writing, portfolio-creation, and interviewing to find a job that will be the best fit for the skills we currently have and allow us to grow into the practitioner we want to become? Get the inside scoop from a current UX consultant and UX Community Manager, both of whom are experienced with vetting UX talent.
This document discusses various aspects of entrepreneurship including what entrepreneurship is, the need for entrepreneurship, opportunities to start a business, generating business ideas, screening business opportunities, and formulating a business concept. It defines entrepreneurship as a process of undertaking creative activities that involve bearing risks to establish and run a business. It highlights the importance of entrepreneurship for economic development and job creation. The document also provides various methods and sources for generating new business ideas as well as steps involved in identifying business opportunities.
This document summarizes a presentation on project leadership and taking a people-first approach to project management. The presentation discusses how organizations are increasingly focusing on leadership skills in addition to technical skills. It also covers keys to project success like focusing on teams, collaboration, understanding people's motivations and communication styles. The presentation promotes embracing a people-first approach to project management by engaging stakeholders, building teams and demonstrating leadership.
About the Report
Our team met with 68 corporates during Dec 2013 – Feb 2014. Based on our indepth interactions with the Corporates and their L&D priorities for the coming year, some of the needs resonated repeatedly. We thought why not share the findings with all of you. Isn’t it what shared learning is all about !
This document is about Top 5 needs which we will share with you . In addition, to these 5 needs, there was an almost common need to make the learning relevant to workplace.
This document is a summation of those needs and also share with you some potential solutions that may help you address these key people development needs.
leading and managing graduate recruitment and development, including talent management / human resources professionals, career development advisors, service providers and professional associations.
Design Thinking to improve Employee Experience and HR StrategyChange Et Al.
The document discusses using design thinking to improve employee experience, HR strategy, and processes. It advocates understanding employees through empathy mapping and personas to identify pain points. The design thinking process is then outlined, including defining problems from the employee perspective, ideating solutions, prototyping ideas through minimum viable products, and testing hypotheses to iterate on solutions. The overall message is that design thinking can help organizations shift from standardized HR policies to customized experiences that meet individual employee needs.
6 Questions to Ask Before Implementing Change in OrganizationsSlideShop.com
Dealing with organizational change can be stressful. To lessen the challenges that may be encountered during the transition, answer the 6 questions enumerated in this presentation.
If you know of change management tips that may help other people, feel free to add them in the comment section.
The document discusses the importance of alignment for innovation success. It summarizes research finding a direct correlation between alignment and innovation success, with companies in the top 20% for alignment having around a 70% innovation success rate compared to around 30% for those in the bottom 20%. It then discusses what alignment is and provides a framework called TRUE NORTH for setting clear objectives to achieve alignment, involving defining a narrative, outcome, restrictions, constraints, and starting points in a simple one-line summary. Effective objectives derived through this process and cascaded throughout the organization are said to be key to achieving alignment.
APM webinar sponsored by the Midlands branch on 30 September 2021.
Speaker: Richard Tulley
Designed for project professionals at all career levels who would like to understand how being mentored and/or being a mentor can positively impact both personal and professional development.
Also beneficial for project professionals who just wanted to explore or understand the nature of mentoring.
By joining this event you can understand how being a mentor and being mentored will make a significant difference to your own personal and project management career development.
Richard Tulley will explain the principles of mentoring, explore the developmental benefits, identify the key skills and going on to explain how mentoring can help your development.
Richard will share his experience and insight from his role at Sopra Steria and its approach to developing a practice of over 400 project professionals.
TWI and Kata: Skill Patterns to Develop a Culture of CoachingKaiNexus
A webinar presented by Oscar Roche, hosted and moderated by Mark Graban of KaiNexus.
Oscar Roche will discuss how learning and developing the skills provided by the practices of Training within Industry (TWI) and Kata behaviors will develop good coaching practices while simultaneously developing the culture and actual practice of process improvement in your organization.
You will learn:
The basics of TWI and Kata practices
How these skills directly impact an improvement culture.
How the development of TWI and Kata develop coaching skills and practices.
How coaching plays a key role in the developing a lean culture.
The New VUCA World: Creating Alignment for StabilityBizLibrary
This document summarizes a webinar presentation by Lori Kleiman on creating alignment for stability in a VUCA world. The webinar discusses the challenges of volatility, uncertainty, complexity and ambiguity (VUCA) and provides frameworks to address them, including the SCAILES model. It also covers topics like leadership tactics, developing employees, and communication. The goal is to help organizations and leaders navigate changes in business trends and a dynamic work environment.
Human Capital Growth Webinar: Boost your hr practices with design thinkingHuman Capital Growth
This webinar will address the role of designing thinking and evidence-based talent management in developing tailored HR solutions to people problems.
http://www.humancapitalgrowth.com/boost-your-hr-practices-with-design-thinking.html
There is a science when it comes to learning. Dr. Britt Andreatta shares the latest research from top scientists at Harvard, Stanford, University of Wisconsin, and New York University––on how the central nervous system and peripheral nervous system work together to create and retain new knowledge and skills.
More on the neuroscience of learning design: http://www.lynda.com/Higher-Education-tutorials/Neuroscience-Learning/188434-2.html
Design Thinking & HR - Caterina Sanders (SocialHRCamp Vancouver 2016)SocialHRCamp
Design thinking is not a new concept in many areas of business, but in HR it is beginning to gain serious ground. In a recent Deloitte report, of the 7000 respondents, 79% felt that design thinking was an important or very important issue for them this year, with HR professionals believing that they are ready for the journey of moving from “process developer” to an “experience architect”. (Deloitte Human Capital Trends 2016). This hands-on session will introduce you to the main tenets of design thinking and allow you time to try a couple of exercises as applied to the context of social technologies and HR. Participants will walk away with some tangible insights that they should be able to apply to their workplaces immediately.
This document provides guidance on developing core team leadership skills. It discusses 5 key skills: 1) high achievement, 2) time management, 3) personal effectiveness, 4) problem solving and decision making, and 5) effective communication. For each skill, it provides assessments, forms, and checklists to help the reader identify their strengths and areas for improvement. The overall aim is to help managers and workers improve business performance by strengthening their leadership abilities.
7 steps to coaching agile non software development teamsEduardo Nofuentes
This is the pack we used during our session at LAST Conference in Melbourne, Sydney, Canberra and Brisbane in 2017. We outlined the 7 steps approach we use at The Agile Eleven to coach agile non-software development teams.
Debbie Craig of Catalyst Consulting provides consulting solutions focused on developing leaders, building organizational capacity, and leveraging talent. Her workshops and programs aim to empower individuals through personal and career development. She discusses the changing nature of work and careers, and the need for new mindsets and skills like learning agility, collaboration and a global mindset. Her program "I am Talent" helps participants understand their strengths, build their personal brand, optimize performance, make career choices and manage transitions. Participants report increased confidence, purpose and commitment after attending.
This document provides an overview of an entrepreneurship course at NYU ITP that uses the Lean LaunchPad methodology. The course will be taught by Jen van der Meer and Josh Knowles and will guide student teams through developing business models and minimum viable products over the semester. The class will include exercises on the business model canvas, guest speakers, and mentors who will coach individual student teams. Students will be expected to conduct customer interviews and iterate their ideas based on feedback.
Transforming culture through personal and career empowerment. Debbie Craig from Catalyst Consulting provides consulting solutions and learning solutions to build high performance organizations. Their approach focuses on developing leaders, building capacity, and leveraging talent. They provide workshops on topics like new mindsets and skills needed for a shifting workforce, critical questions for career empowerment, and designing principles for personal empowerment. The goal is to empower individuals to drive their own career development and transform organizational culture.
Rorie Devine is the founder and CEO of gro.team, a network of over 100 interim executives that helps companies and individuals grow. Agile leadership requires assembling the best talent, defining a direction to lead change, encouraging the right culture, and focusing on objectives rather than processes. An effective strategy communicates a framework for achieving the mission and objectives through tactics. This allows empowered teams to make decisions aligned with the overall goals. Success depends on clear communication of the mission, objectives, strategy, and tactics (MOST framework), as well as cultivating the right culture of empowerment, learning, and customer focus.
This document summarizes the journey of a large bank transforming its employees and processes to become more agile and lean. It describes how the bank started with low engagement, slow processes, and failing releases. It then details the individual journey employees went through, including gaining awareness of needed changes, desire to support changes, knowledge of new methods, and ability to implement changes daily. Key activities included training, coaching, communities of practice, retrospectives, and recognition to reinforce the changes. The goal was for the bank to operate like a technology company, with smaller, better, and faster releases on a daily basis with zero major incidents.
Creating an Unmistakable Talent Brand and World Class Recruitment TeamMary Pratt
A deep dive into creating an unmistakable Talent Brand and Rock Star Talent Acquisition Department working on focus points including Brand Awareness, Self Awareness, Steps to Creating Talent Brand Strategies, Steps to Rock Start Talent Acquisition Departments with a focus on companies who are doing it such as LV= in the UK and Menlo Innovations in the USA. Hope you enjoy! :)
The major criteria standing in the way of agile adoption or improvement are in the hands of managers, not the teams themselves. But many managers have been trained to think in ways that are a century old.
Agile organisations require a new mode of management and a new style of leadership. This talk discusses why this is and what this new paradigm might be like for your organisation.
LeanWA Conference: Design Thinking & Adaptive Leadership for human-centered c...Catalyz
A presentation given at the 2017 Washington State Lean conference. Introduces tools and frameworks from design thinking and adaptive leadership and how they can be used to better design organizational transformation and change initiatives.
Angular 2 Component Communication - Talk by Rob McDiarmidAmrita Chopra
This talk was a part of the January 2017 AngularTO meetup at Rangle.io
All content is by Rob McDiarmid
Components are one of Angular 2's greatest features. They combine many redundant concepts from Angular 1.x into one flexible and elegant API. A Component can interact with its parent/children through @Input and @Output bindings but sometimes that's not enough. What happens when you need to communicate between siblings or nested routes? What if you need to send a message to multiple components at once or just need more control? Fortunately, Angular 2 has got you covered. Level up your component skills and learn some advanced features and patterns for component interaction.
This document outlines key areas of focus for communication within the Dryland Systems program, including marketing, advocacy, knowledge sharing, and ensuring gender inclusion. It identifies informing audiences, influencing decision-makers, and facilitating exchange as important challenges. The key action areas proposed are marketing for visibility, strategic and advocacy communication, an informative website, information management, and knowledge sharing processes. Current gender communication activities are also summarized, such as a synthesis report, web page, and women and youth reporters initiative.
The document discusses the importance of alignment for innovation success. It summarizes research finding a direct correlation between alignment and innovation success, with companies in the top 20% for alignment having around a 70% innovation success rate compared to around 30% for those in the bottom 20%. It then discusses what alignment is and provides a framework called TRUE NORTH for setting clear objectives to achieve alignment, involving defining a narrative, outcome, restrictions, constraints, and starting points in a simple one-line summary. Effective objectives derived through this process and cascaded throughout the organization are said to be key to achieving alignment.
APM webinar sponsored by the Midlands branch on 30 September 2021.
Speaker: Richard Tulley
Designed for project professionals at all career levels who would like to understand how being mentored and/or being a mentor can positively impact both personal and professional development.
Also beneficial for project professionals who just wanted to explore or understand the nature of mentoring.
By joining this event you can understand how being a mentor and being mentored will make a significant difference to your own personal and project management career development.
Richard Tulley will explain the principles of mentoring, explore the developmental benefits, identify the key skills and going on to explain how mentoring can help your development.
Richard will share his experience and insight from his role at Sopra Steria and its approach to developing a practice of over 400 project professionals.
TWI and Kata: Skill Patterns to Develop a Culture of CoachingKaiNexus
A webinar presented by Oscar Roche, hosted and moderated by Mark Graban of KaiNexus.
Oscar Roche will discuss how learning and developing the skills provided by the practices of Training within Industry (TWI) and Kata behaviors will develop good coaching practices while simultaneously developing the culture and actual practice of process improvement in your organization.
You will learn:
The basics of TWI and Kata practices
How these skills directly impact an improvement culture.
How the development of TWI and Kata develop coaching skills and practices.
How coaching plays a key role in the developing a lean culture.
The New VUCA World: Creating Alignment for StabilityBizLibrary
This document summarizes a webinar presentation by Lori Kleiman on creating alignment for stability in a VUCA world. The webinar discusses the challenges of volatility, uncertainty, complexity and ambiguity (VUCA) and provides frameworks to address them, including the SCAILES model. It also covers topics like leadership tactics, developing employees, and communication. The goal is to help organizations and leaders navigate changes in business trends and a dynamic work environment.
Human Capital Growth Webinar: Boost your hr practices with design thinkingHuman Capital Growth
This webinar will address the role of designing thinking and evidence-based talent management in developing tailored HR solutions to people problems.
http://www.humancapitalgrowth.com/boost-your-hr-practices-with-design-thinking.html
There is a science when it comes to learning. Dr. Britt Andreatta shares the latest research from top scientists at Harvard, Stanford, University of Wisconsin, and New York University––on how the central nervous system and peripheral nervous system work together to create and retain new knowledge and skills.
More on the neuroscience of learning design: http://www.lynda.com/Higher-Education-tutorials/Neuroscience-Learning/188434-2.html
Design Thinking & HR - Caterina Sanders (SocialHRCamp Vancouver 2016)SocialHRCamp
Design thinking is not a new concept in many areas of business, but in HR it is beginning to gain serious ground. In a recent Deloitte report, of the 7000 respondents, 79% felt that design thinking was an important or very important issue for them this year, with HR professionals believing that they are ready for the journey of moving from “process developer” to an “experience architect”. (Deloitte Human Capital Trends 2016). This hands-on session will introduce you to the main tenets of design thinking and allow you time to try a couple of exercises as applied to the context of social technologies and HR. Participants will walk away with some tangible insights that they should be able to apply to their workplaces immediately.
This document provides guidance on developing core team leadership skills. It discusses 5 key skills: 1) high achievement, 2) time management, 3) personal effectiveness, 4) problem solving and decision making, and 5) effective communication. For each skill, it provides assessments, forms, and checklists to help the reader identify their strengths and areas for improvement. The overall aim is to help managers and workers improve business performance by strengthening their leadership abilities.
7 steps to coaching agile non software development teamsEduardo Nofuentes
This is the pack we used during our session at LAST Conference in Melbourne, Sydney, Canberra and Brisbane in 2017. We outlined the 7 steps approach we use at The Agile Eleven to coach agile non-software development teams.
Debbie Craig of Catalyst Consulting provides consulting solutions focused on developing leaders, building organizational capacity, and leveraging talent. Her workshops and programs aim to empower individuals through personal and career development. She discusses the changing nature of work and careers, and the need for new mindsets and skills like learning agility, collaboration and a global mindset. Her program "I am Talent" helps participants understand their strengths, build their personal brand, optimize performance, make career choices and manage transitions. Participants report increased confidence, purpose and commitment after attending.
This document provides an overview of an entrepreneurship course at NYU ITP that uses the Lean LaunchPad methodology. The course will be taught by Jen van der Meer and Josh Knowles and will guide student teams through developing business models and minimum viable products over the semester. The class will include exercises on the business model canvas, guest speakers, and mentors who will coach individual student teams. Students will be expected to conduct customer interviews and iterate their ideas based on feedback.
Transforming culture through personal and career empowerment. Debbie Craig from Catalyst Consulting provides consulting solutions and learning solutions to build high performance organizations. Their approach focuses on developing leaders, building capacity, and leveraging talent. They provide workshops on topics like new mindsets and skills needed for a shifting workforce, critical questions for career empowerment, and designing principles for personal empowerment. The goal is to empower individuals to drive their own career development and transform organizational culture.
Rorie Devine is the founder and CEO of gro.team, a network of over 100 interim executives that helps companies and individuals grow. Agile leadership requires assembling the best talent, defining a direction to lead change, encouraging the right culture, and focusing on objectives rather than processes. An effective strategy communicates a framework for achieving the mission and objectives through tactics. This allows empowered teams to make decisions aligned with the overall goals. Success depends on clear communication of the mission, objectives, strategy, and tactics (MOST framework), as well as cultivating the right culture of empowerment, learning, and customer focus.
This document summarizes the journey of a large bank transforming its employees and processes to become more agile and lean. It describes how the bank started with low engagement, slow processes, and failing releases. It then details the individual journey employees went through, including gaining awareness of needed changes, desire to support changes, knowledge of new methods, and ability to implement changes daily. Key activities included training, coaching, communities of practice, retrospectives, and recognition to reinforce the changes. The goal was for the bank to operate like a technology company, with smaller, better, and faster releases on a daily basis with zero major incidents.
Creating an Unmistakable Talent Brand and World Class Recruitment TeamMary Pratt
A deep dive into creating an unmistakable Talent Brand and Rock Star Talent Acquisition Department working on focus points including Brand Awareness, Self Awareness, Steps to Creating Talent Brand Strategies, Steps to Rock Start Talent Acquisition Departments with a focus on companies who are doing it such as LV= in the UK and Menlo Innovations in the USA. Hope you enjoy! :)
The major criteria standing in the way of agile adoption or improvement are in the hands of managers, not the teams themselves. But many managers have been trained to think in ways that are a century old.
Agile organisations require a new mode of management and a new style of leadership. This talk discusses why this is and what this new paradigm might be like for your organisation.
LeanWA Conference: Design Thinking & Adaptive Leadership for human-centered c...Catalyz
A presentation given at the 2017 Washington State Lean conference. Introduces tools and frameworks from design thinking and adaptive leadership and how they can be used to better design organizational transformation and change initiatives.
Angular 2 Component Communication - Talk by Rob McDiarmidAmrita Chopra
This talk was a part of the January 2017 AngularTO meetup at Rangle.io
All content is by Rob McDiarmid
Components are one of Angular 2's greatest features. They combine many redundant concepts from Angular 1.x into one flexible and elegant API. A Component can interact with its parent/children through @Input and @Output bindings but sometimes that's not enough. What happens when you need to communicate between siblings or nested routes? What if you need to send a message to multiple components at once or just need more control? Fortunately, Angular 2 has got you covered. Level up your component skills and learn some advanced features and patterns for component interaction.
This document outlines key areas of focus for communication within the Dryland Systems program, including marketing, advocacy, knowledge sharing, and ensuring gender inclusion. It identifies informing audiences, influencing decision-makers, and facilitating exchange as important challenges. The key action areas proposed are marketing for visibility, strategic and advocacy communication, an informative website, information management, and knowledge sharing processes. Current gender communication activities are also summarized, such as a synthesis report, web page, and women and youth reporters initiative.
React, Flux, and Redux are JavaScript architectures for building user interfaces. React is a library for building UI components, Flux is an application architecture based on unidirectional data flow, and Redux is a state container inspired by Flux that uses a single store with strict reductions. The document compares the architectures, demonstrates them, and provides useful links for further information.
Into the Land of lambda, One Programmer's Journey Into Functional ProgrammingMike Pence
The document is a presentation about the speaker's experience with object-oriented programming over 25 years and their journey learning functional programming with Clojure. Some key points made include that object graphs with mutable state can make bugs hard to reason about, while functional programming with immutable values and pure functions aims to avoid these issues. Examples are provided showing how Clojure allows programming with immutable data and managing state in a well-defined way. Benefits of the functional approach include more reliable, testable and expressive code.
Redux was created less than a year ago for a talk at React conference. It wasn't meant to be a Flux implementation. Nevertheless, its simple and smart principles quickly made Redux the most popular library for Flux architecture. It's straightforward, leverages functional programming principles and is easy to test.
In this talk, you will learn what Flux is, understand the core ideas behind Redux, and see why so many people are falling in love with it. React knowledge (and usage) is not required!
Teaching Business Writing and Oral CommunicationBovee and Thill
Before you teach the oral communication component in your business writing class, check out this presentation for a wealth of resources about in-person and web presentations, public speaking, and presentation visuals, to name only a few. You'll be able to provide your students with a richer learning experience once you've used these materials.
Application architecture doesn't have to suckjtregunna
This document discusses problems with traditional iOS application architectures like MVC and MVVM, and proposes a Redux-inspired alternative. It introduces key concepts of Redux like storing application state in a single Store, dispatching Actions to trigger state changes, and using pure Reducers to update the state. The document argues this architecture avoids issues with massive view controllers and hidden dependencies. It also describes applying these principles to iOS navigation by modeling navigation state and handling navigation via Actions and a Router Reducer. Sample code demonstrates a basic Redux implementation in iOS.
The document discusses refactoring Angular applications to use components instead of controllers and templates. It recommends building applications as trees of reusable components, with each component containing related HTML, JavaScript, and CSS. Dumb components focus on visualization, while smart components handle data fetching and state management. The document then introduces Flux architecture and Redux for managing state in a predictable, centralized way using immutable data and reducer functions. Components interact by dispatching actions that update the single source of truth Redux store.
This document provides an overview of React, Flux, and Redux. It discusses the history of React and how it aims to solve issues with directly manipulating the DOM by using a virtual DOM. It also explains that React focuses on building reusable components with unidirectional data flow. Flux is then introduced as an architecture based on this one-way data flow, but it has issues with boilerplate code and complex store dependencies. Redux is presented as an improved implementation of Flux that uses a single immutable state tree and pure reducer functions to update the state, providing a more predictable state management approach. Demos are provided and useful links listed for further exploring each topic.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
The document discusses the key components of communication, including a sender, receiver, data, medium, and protocol. It identifies the sender as the origin of the message, and the receiver as the intended recipient. Data can take various forms like text, voice, images, or multimedia. The medium refers to the pathway over which the communication travels, like wired or wireless. A protocol establishes rules for how devices interconnect and communicate data.
The document discusses the different types of communication including internal, external, downward, upward, and horizontal communication. It also outlines the basic communication process which includes a sender encoding a message and sending it through a medium to a receiver who decodes and may provide feedback. Finally, it notes some differences in communication styles for immediate versus delayed feedback.
Introduction to React in combination with Redux. Redux helps you to develop applications in a simple way while having features like time-travel available during development.
Communication & its importance in front officeRADHIKA GUPTA
This document discusses the importance of communication in the hotel industry, specifically for the front office. It notes that effective communication is essential for planning, coordination, delegation, morale, leadership, and job satisfaction. Good internal communication within a hotel is important for coordination between departments and avoiding embarrassing situations. External communication allows a hotel to communicate with outside entities like government agencies and suppliers. The document outlines the key departments that the front office communicates and coordinates with, such as housekeeping, food and beverage, accounts, and engineering. It provides details on how the front office coordinates with housekeeping on room status updates, repairs, and special requests.
Peter Hickey gave a presentation at LILAC16 in Dublin on March 22, 2016 about his university library's practices in supporting teaching and learning. Over the past few years, they have reframed the library's role, developed a new teaching and learning strategy, and implemented initiatives such as eLearning orientations, research skills workshops, and embedding librarians in academic programs. Hickey discussed what has been working well, including expert-led sessions and a teaching support menu, and ongoing challenges around workload balance, critical conversations, and demonstrating value to academic programs of varying sizes.
This document discusses the importance of communication in business. It provides several reasons why communication is important, such as managers spend 50-90% of their time communicating, miscommunication causes 70-80% of accidents, and flattened hierarchies and increased teamwork require more communication. It also discusses trends that increase the need for communication, such as globalization and new technologies. Effective internal communication within a business and external communication with customers is needed for businesses to succeed. Internal communication includes communication between departments, while external communication promotes the business with customers and stakeholders.
The document discusses the importance of communication in business. It describes communication as the exchange of information through symbols and thoughts, with the basic purpose of informing, educating, and entertaining people. The document outlines different types of communication, including verbal (oral and written) and non-verbal forms. It provides details on writing effective business emails, including how to greet the recipient, convey the message concisely, and close the email politely. The document also discusses advantages and disadvantages of oral and written communication and provides tips to avoid common mistakes in business emails.
The document discusses the key components of communication including sender, receiver, message encoding, decoding, channels, feedback, filters, barriers, and context. It provides examples for each component and explains how effective communication follows a circular process involving encoding by the sender, transmitting a message through a channel, decoding by the receiver, and feedback from the receiver to the sender. Breakdowns can occur at each stage due to filters, barriers, psychological or physiological noise, or differences in communication environment and context between the sender and receiver.
This document outlines the key elements of communication: source, message, channel, receiver, effect, and feedback. It defines communication as conveying opinions, feelings, information, body language, signs, and ideas through spoken or written words. The source is the originator of the idea and sender of the message. The message is the content passed from sender to receiver. The channel is the medium used, such as mass media or interpersonal. The receiver is the intended audience. The effect is the change in receiver's behavior. Feedback is the response from the receiver back to the sender.
This document outlines the three elements needed to build a great business: people performance, organizational performance, and strategic performance. It discusses creating clarity of vision and goals, developing a strong team through recruitment and talent growth. The importance of leadership, culture, and creating the right conditions for people to do great work is explored. Interactive exercises are used to help participants understand their strengths and weaknesses in these areas. The goal is to bring all the elements together into a clear mission, specific goals, and action plan to guide the business's growth and performance over time.
In a competitive job market, interviews are as much about enthusiasm and presentation as your applicable skills and relevant experience. You need to know what you want, how your experience applies, and how to present yourself in the best way possible. In this session, you will learn how hiring managers think, and how to impress them, as well as build your speaking and body language skills. We’ll also cover persuasive presentation – and what that entails – doing your research on the job and on the hiring manager, which questions to ask, how to practice your “story” in terms of many common questions interviewers ask, and effective ways to link your experiences directly to the opportunity at hand.
Are you thinking of starting your own business? Do you have an idea that you want to turn into a reality? Do you want to be your own boss?
If so, then the Business Start Up Boot Camp is for you! It will cover the initial building blocks of setting up a successful business and will provide support, advice, resources, guidance and mentoring to help you create a commercially viable venture.
Confitura 2013 Software Developer Career UnpluggedWojciech Seliga
My take of our challenging life of a software developer, typical misconceptions, myths and also great things, those which are important. I shared it (in Polish) in Warsaw at Confitura 2013.
This slideshow contains tips and techniques on how to answer interview questions effectively especially the most common interview questions. The material also presents some ways on how interviewees can describe themselves more convincingly. This is created by Sirhajwan Idek. It is also available in ESL Printables and ISL Collectives.
Measuring outsourced services for your successConformato
This document provides guidance on working successfully with outsourcing. It discusses picking a champion to lead outsourcing efforts, clearly defining tasks, providing regular workload reports, managing different timezones, and keeping focus. Building rapport with outsourcing partners involves adjusting communication style, matching personalities, using their language, and being a good listener. Understanding a business' stage of growth helps determine client interests, decision makers, marketing approach, risks, and opportunities. The document rates personality types and their behaviors under pressure.
infoShare 2013: Wojciech Seliga - Kariera software developera na poważnie.Infoshare
The document discusses career development as a software developer. It covers various topics such as choosing an attractive company based on its culture, products, opportunities for growth, colleagues, location and technology. It also discusses job titles, the difference between developer and manager roles, qualities of senior developers, the importance of colleagues, and when to change jobs. The document provides advice to take control of one's own career and not let accidents drive life decisions.
This document provides an overview and agenda for a two-day training on project management. Day one will cover getting started with a project, including defining goals and success criteria, mobilizing the team and organization, and planning the work. Day two will focus on managing the project, including managing deadlines, resources, and change, as well as how to properly hand over and close down a project. The learning points emphasize how to establish relationships with sponsors, deliver projects on time and budget, support teams, and ensure sustainable change.
Building a Human Resources Program for VeterinariansOculus Insights
Dr Mike Pownall and Katie Ardeline presented a full day session during the Oculus Insights 2017 EU Summits in Amsterdam on creating a Human Resource Program for any type of veterinary practice.
Landing an Executive Level Job -- Middletown5 Tool Group
You are either moving up, nowhere or out. To get to the top, you have to be a business "ninja" warrior moving from one obstacle to the next difficult obstacle till you get to the top.
To land an executive level job, you have to think, speak and act like an executive.
If you need help landing an executive level job, please contact me at joza@winningspeechmoments.com.
You can watch the presentation that goes with this on YouTube:
https://youtu.be/y7Nh9fkfHLs
This document provides an overview of organizational behavior principles for Carrefour, focusing on ethical behavior and being customer-centric. It defines key values like accountability, respect, morality, teamwork, proactivity, and development. It emphasizes behaving consistently with values and gives examples of inconsistent values and behaviors to avoid. The document also discusses importance of accountability, respecting others, acting morally, working as a team, taking initiatives, and committing to self-development. Finally, it outlines dos and don'ts of customer service and reasons why customers may stop shopping.
Whether you are a practised recruiting manager or considering hiring your first employee, there are numerous hurdles to overcome in the field of interviewing potential employees. In this deck and linked Webinar I will be covering elements such as identifying a job role, having clear job descriptions and role profiles, where and where not to advertise, interview questioning techniques and other suggestions for ensuring you get the right candidate for your business.
This document provides tips and strategies for preparing for and excelling in a job interview. It discusses researching the company, knowing your strengths and accomplishments, practicing common interview questions, maintaining a positive attitude, and following up after the interview. The key advice is to treat the interview like an important game by preparing thoroughly, highlighting your strengths with examples, and making a great first impression.
The document discusses improving hiring practices by moving away from traditional job descriptions and interviews. It recommends defining the key factors for success in a role and using structured interview questions to evaluate if candidates can achieve these success factors. The number one hiring mistake is using vague job descriptions that attract underqualified candidates. Instead, interviews should focus on probing candidates for concrete examples of how they demonstrated initiative, execution, leadership, past success matching the role's requirements, and adaptability. This approach eliminates embellishment and better predicts on-the-job performance.
The document provides guidance on skills for active listening and effective user dialogue to better understand customer needs. It discusses removing distractions, using non-verbal and verbal indicators to show engagement, reflecting and clarifying to confirm understanding, and asking open-ended questions to uncover richer information. Effective dialogue involves establishing rapport, probing for relevant details through specific, unbiased questions, and keeping conversations going by asking follow-up questions within 10 seconds. Common barriers like discomfort are addressed, as well as tips for challenging situations.
This document discusses career planning and development. It covers topics like career management, responsibilities, action planning and available resources. Some key points include understanding yourself through self-assessment, expanding your skills and network, developing career goals and plans, and taking responsibility for managing your own career. Questions are welcomed from the Professional Development Director at the end.
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Company leadership and hiring managers are only as great as the team they build. So, it’s no surprise that a core responsibility of all group managers is to design and hire top talent for their organization. But, in order to be effective at hiring and building a grade-A team, managers need to know what questions to ask during the initial interview stages. By asking candidates strategic interview questions, hiring managers can quickly identify the best job candidates or potential employees.
Cory Eustice, Talent Director at Hart, reveals ways the most effective leaders interview candidates to identify those great hires.
You’ll learn:
*The interview process most leaders and managers take
*The art and science to developing custom and strategic interview questions based on the role
*What to look for in the interview answers received from candidates
*The top interview questions CEOs ask candidates
See more upcoming LinkedIn Talent Solutions webinars: https://lnkd.in/gjfYMp9
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'Did He Really Say That?" effective component communication
1. This is the property of Project Management Institute and may not be
reproduced or disseminated without the expressed written permission of PMI.
““Did he really say that”?Did he really say that”?
The simple art
of component
communication
.
2. This is the property of Project Management Institute and may not be
reproduced or disseminated without the expressed written permission of PMI.
What my parents said…
• Go on, give your uncle
a hug!
No one said you need to love each other
but,
• You need to acknowledge each other.
• Consider each others feelings and need
What it means in to our component
3. This is the property of Project Management Institute and may not be
reproduced or disseminated without the expressed written permission of PMI.
• I’m only going to tell you once!
• Ask why and be willing to learn.
• Listen to your customer and act.
• Understand the risks and purpose.
• Once the decision is made don’t
fight it, be the ally and work as
one!
What my parents said…
What it means in to our component
4. This is the property of Project Management Institute and may not be
reproduced or disseminated without the expressed written permission of PMI.
• I hope your room is clean when we get back!
• Our clients expect more from us than
what we sometimes think.
• Realise that what may be important to
them, may not be to us
What my parents said…
What it means in to our component
Keep your house in order, you are being assessed
daily!
5. This is the property of Project Management Institute and may not be
reproduced or disseminated without the expressed written permission of PMI.
• Make sure you clean your shoes before
you come into the house
• Know your client and local culture.
• Be informed, understand the rules.
• We must respect our clients “space”.
What my parents said…
What it means in to our
component
6. This is the property of Project Management Institute and may not be
reproduced or disseminated without the expressed written permission of PMI.
• Make sure your pocket money lasts you to
the end of the week!
• Understand you capital
• Invest it wisely ( ROI)
• Budget your spend - so you don’t
run out!
What my parents said…
What it means in to our
component
7. This is the property of Project Management Institute and may not be
reproduced or disseminated without the expressed written permission of PMI.
• What! You need more money? What for and
where did you spend it?
• Understand you capital and don’t over commit
• Adjust your budget with a sound understanding
of where your money went.
• If you need a loan (more money) adjust your
outlooks and make sure you have a sound
business case
What my parents said…
What it means in to our
component
8. This is the property of Project Management Institute and may not be
reproduced or disseminated without the expressed written permission of PMI.
Questioning Is a Key SkillQuestioning Is a Key Skill
We all know that success in projects
depends on using a structured framework
but,
• Asking questions effectively so your goals,
deliverables and deadlines are not
misunderstood is critical to a successful
project outcome.
9. This is the property of Project Management Institute and may not be
reproduced or disseminated without the expressed written permission of PMI.
To be effective we mustTo be effective we must
Understand…Understand…
• Why we are asking the question
• Any assumptions made
• How to choose words carefully
• Where we are likely to get the best and most
complete answers
10. This is the property of Project Management Institute and may not be
reproduced or disseminated without the expressed written permission of PMI.
StepsSteps
–Closed Questions
–Open Questions
–Questioning to the Void
–Handling Answers
11. This is the property of Project Management Institute and may not be
reproduced or disseminated without the expressed written permission of PMI.
ClosedClosed QuestionsQuestions
Questions that determine the possible answers by
the way they are asked
• To check answers or show that you
understand them
• Start with “Do, Have, Will, Can, Are, Is…”
• Be ready for a long answer even though you
expect a short one
12. This is the property of Project Management Institute and may not be
reproduced or disseminated without the expressed written permission of PMI.
Open QuestionsOpen Questions
Questions that invite unrestricted answers in
phrases or sentences
• Used to gather or clarify new information
• They start with “What, Where, When, How, Who,
Why…”
• Listen for many different possible answers
13. This is the property of Project Management Institute and may not be
reproduced or disseminated without the expressed written permission of PMI.
Questioning to the VoidQuestioning to the Void
Re-asking a question to get the most specific answer
• To make concerns specific and easier to work on
• Turnaround questions
– Re-ask the question based on the answer
– Look for the most specific answer
• “What else…” questions
– Re-ask the question in the same form
– Look for the most complete answer
• The “void” is when we stop making progress
14. This is the property of Project Management Institute and may not be
reproduced or disseminated without the expressed written permission of PMI.
What else? Where’s the void?What else? Where’s the void?
??
??
??
??
??
??
??
??
??
??
??
??
???? ??
??????
“What else ?
Questions get us the
COMPLETE picture
Questioning to the “Void”
gets more accurate
information
15. This is the property of Project Management Institute and may not be
reproduced or disseminated without the expressed written permission of PMI.
Handling AnswersHandling Answers
Receiving and assessing information given to you by others
• To make sure you can use the information you get
• After you ask a question:
– Listen (clarify if necessary)
– Acknowledge
– Confirm
– Record
• If the answer does not match the question, acknowledge
and ask again
• If the answer is confusing, doubtful, incomplete, or too
general, use turnaround or clarifying questions
• Acknowledge and provide feedback
16. This is the property of Project Management Institute and may not be
reproduced or disseminated without the expressed written permission of PMI.
SummarySummary
• What my parents tought me
• Open Questions
• Closed Questions
• Questioning to the Void
• Handling Answers
17. This is the property of Project Management Institute and may not be
reproduced or disseminated without the expressed written permission of PMI.
Questions?