This document discusses how coaches can be instruments of change by developing self-awareness and understanding group dynamics. It emphasizes that coaches must understand their own psychology, emotions, and vulnerabilities in order to help clients through transformational change. Coaches should reflect on how their presence, behaviors, and reactions impact clients and groups. Developing awareness of one's strengths, weaknesses, assumptions, and triggers is key to effectively facilitating change in others. The document provides questions and exercises to help coaches increase self-knowledge and better understand how they can act as instruments of positive transformation.
School Record Management in Educational Leadership and ManagementR.A Duhdra
School record includes books/registers, document, discs, CDs, files etc. that contain information pertaining to the development and smooth functioning of the school. This topic encompasses the role of school record to effective educational management, the importance of keeping record in schools, types of school records and characteristics of good record management in schools.
This presentation provides information about curricular issues that any professor must take into consideration while designing courses and programs at the micro level.
School Record Management in Educational Leadership and ManagementR.A Duhdra
School record includes books/registers, document, discs, CDs, files etc. that contain information pertaining to the development and smooth functioning of the school. This topic encompasses the role of school record to effective educational management, the importance of keeping record in schools, types of school records and characteristics of good record management in schools.
This presentation provides information about curricular issues that any professor must take into consideration while designing courses and programs at the micro level.
Topic: Development of Educational Guidance Program
Student Name: Ruqaya Gilal
Class: M.Ed.
Project Name: “Young Teachers' Professional Development (TPD)"
"Project Founder: Prof. Dr. Amjad Ali Arain
Faculty of Education, University of Sindh, Pakistan
This is about educational supervision in schools and academic institutions as conducted by supervisors, principals,et. al. based on Goldhammer.
(There are hyperlinks here so some slides will not have any titles. Just refer to slide 4 for each step)
School Human Resource Management (SHRM)
SHRM are strategies of allocating and maximizing the utilization of available human resource (human skills) in the most effective manner among various tasks to achieve School goals and..to performing the activities that are necessary in the
maintenance of that workforce within the
School.
This is the keynote presentation from the Agile Cymru 2015 conference, given by Kim Morgan, Owner and Managing Director of Barefoot Coaching.
Kim's basic belief is that in order to bring about change in others, leaders, managers and coaches must first understand their own psychology.
Topic: Development of Educational Guidance Program
Student Name: Ruqaya Gilal
Class: M.Ed.
Project Name: “Young Teachers' Professional Development (TPD)"
"Project Founder: Prof. Dr. Amjad Ali Arain
Faculty of Education, University of Sindh, Pakistan
This is about educational supervision in schools and academic institutions as conducted by supervisors, principals,et. al. based on Goldhammer.
(There are hyperlinks here so some slides will not have any titles. Just refer to slide 4 for each step)
School Human Resource Management (SHRM)
SHRM are strategies of allocating and maximizing the utilization of available human resource (human skills) in the most effective manner among various tasks to achieve School goals and..to performing the activities that are necessary in the
maintenance of that workforce within the
School.
This is the keynote presentation from the Agile Cymru 2015 conference, given by Kim Morgan, Owner and Managing Director of Barefoot Coaching.
Kim's basic belief is that in order to bring about change in others, leaders, managers and coaches must first understand their own psychology.
Northwest Justice Forum
An Unexpected Journey
Wednesday, June 26, 2013
Clackamas Community College
Chris Wilson
Self Awareness
Mediation
Emotional intelligence, mindfulness, unconscious processes
Alfred Adler Individual Psychology
Key Concepts of Individual Psychology
Adlerian counselling
Striving for Superiority (The Striving for Perfection, Striving for Self-Enhancement, Inferiority Feeling, Drive Satisfaction)
Styles of Life
Fictional Finalism
Personal experiences and self management around changeSalema Veliu
University of cambridge 2019
Evolutionary approaches to Self-care in Coaching today.
Defining PSYCHOLOGICAL FLEXIBILITY & EMOTIONAL AGILITY? AND HOW CAN WE CULTIVATE IT for more effective leadership and performance.
The term ‘Personality' has been derived from the Latin term ‘Persona' which means to 'speak through'. Therefore a very common meaning of the term personality is the role which the person (actor) displays to the public.
Emily Webber - Building successful communities of practice: AgileCymru
Communities of practice are invaluable for organisations.
In this session, Emily will talk about how communities of practice support learning, break down silos, support knowledge sharing, help create better practices and result in happier staff.
She will talk you through her own experiences and reference case studies of building and growing communities within organisations, as well as giving you some practical advice for building your own.
Gez Smith - When leaders are followers. What is Servant Leadership AnywayAgileCymru
Agile talks about the need for servant leadership, but what does this really mean? Surely it’s more than scrum masters clearing blockers and T shaped people helping others outside of their specialisms? Isn’t the term servant leadership a contradiction anyway? Don’t servants serve leaders, and leaders lead servants? How can you be a servant and a leader at the same time?
This session will provide a fascinating overview of the key elements of servant leadership thinking, alongside practical advice and exercises for you to take back to your organisations and start being servant leaders yourselves. It will cover a brief history of leadership thinking, the 10 principles of servant leadership, why servant leadership is about the health, happiness and freedom of those you work with as well as society more generally, why servant leadership is essential to building trust, and why agile needs the traditional organisation hierarchy pyramid to be turned on its head.
Allie Brock - Making training serious funAgileCymru
What's the best way to teach agile? By playing agile games, of course. In this session, we will talk about some of the different ways in which people learn and introduce some of the games which we use at Box UK to introduce clients to agile concepts and practices. Expect a fun, interactive session as Allie employs those very techniques to show Agile Cymru why agile play can be serious fun.
Mohinder Kohsla Design thinking A complimentary approach to agileAgileCymru
With so many projects not meeting their projected goals, either through over delivery of functionality to not fit for purpose or not meeting market needs due to our inability to accurately capture customer requirements. Developers are looking at new ways of product development such as design thinking that is user-centred in its ability to capture not only the functional, but also the emotional unmet needs of the customer
Tom Howlett A managers guide to working with self organising teamsAgileCymru
An agile team that finds its groove is precious. A group of smart diverse people, passionate about their shared purpose, openly collaborating and continually experimenting can do amazing things. They don’t need managing in the traditional sense so what can leaders/managers who work with these teams do to help them?
In this workshop we’ll explore how managers can add huge amount of value to self-managing teams without compromising their creativity and spirit.
Get into bed with qa and keep testing agileAgileCymru
If you’re in bed with your partner but you’re not collaborating, then nothing good is going to come of it. You don’t have the same vision, you lose sight of what needs to be done and the end result is likely to be poor quality and, of course, disappointing.
The same can be said for Quality Assurance (QA), and testing in development projects.
Fully incorporating testing into your project from the start is essential to cross-team collaboration - after all, only by maintaining interaction between development and testing can you ensure a quality and secure end-product. So rather than leave testing to the end, we say get into bed with QA from the beginning - for a lasting relationship that keeps both you, and your client, smiling.
A big part of the Agile manifesto and history of it coming together has to do with the need and desire to respond to change, adaptability being achieved by replacing project phases with short iterations, a strong quality foundation enabling teams to change direction and adjust to customer feedback.
We've come a long way and now realise that making software softer isn't enough, software development is complex and systemic. This talk is a reflection on the frontiers of agility, at its outer bounds. It's about further softening the edges and improving the effectiveness of software by truly empathising with those whose lives it touches.
Transform your organisation, one post it note at a time AgileCymru
What do we really need to do for our business to transform and how do we engage the people we work with to contribute to that journey and sustain it?
In the context of a traditional advertising agency Leanne shares inspirational insights and outcomes on how she applied agile principles and tools at M&C, Saatchi and the MSLGROUP, to create great teams, improve workflow and raise team happiness.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
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[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
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3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
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3. “Any leader of transformation needs to learn the
psychology of individuals, the psychology of the
group, the psychology of society and the
psychology of change.”
W. Edwards Deming
…AND THE PSYCHOLOGY OF THEMSELVES.
5. WAIT – Why Am I Talking?
High Quality Attention
Questions - but not for the purpose of gathering information for you
Questions which advance the thinking of the other person
Sit on the edge of your chair and demonstrate fascination
5
Coach as an Instrument of Change:
7. “We remember life’s
important moments
especially well. Emotional
experiences, whether good
or bad, leave strong traces
in the brain.”
Joseph E. LeDoux
Centre for Neural Science,
NYU
8. Mezirow | Situations which give rise to critical
self-reflection and transformational learning:
▪ A disorienting dilemma
▪ A state of puzzlement
9. Jarvis | Non-transformative situations:
“Non-learning is our response to everyday
experience. As long as experience conforms to
our mental models, no learning is required.”
10. “Presence is the living
embodiment of
knowledge: the theories
and practices believed to
be essential to bring
about change… are
manifested, symbolized
or implied in the
presence of the
consultant”
Nevis
11. Provide a presence that is lacking in the system
Develop congruence between your behaviour and what you teach others
Become an awareness expert
Help the client focus on their problems not on solutions you favour
Role model basic behavioural skills (communication, conflict, decisions)
11
Coach as an Instrument of Change:
12. 12
Burke | Coach as an Instrument of Change:
Ability to tolerate ambiguity
Ability to discover and mobilize human energy
A sense of mission
Ability to recognize own feelings and intuitions quickly
Ability to create learning opportunities
14. De Haan | Transformational moments
occur when:
▪ Tensions, uncertainties and anxieties
arise
▪ The coaching relationship is put to
the test
▪ A particular vulnerability is examined
▪ The coach accesses their own
emotions
18. “Learn your theories as
well as you can, but put
them aside when you
touch the miracle of
the living soul.”
Jung
19.
20. Group Dynamics - the
composite affect on
feelings and behaviour
of the unconscious
processes of the group.
“The whole is greater
than the sum of its
parts.”
21. • Underpinning assumptions
• Behaviour as a function of person in their environment
• Coalitions
• Roles and “Black Sheep” syndrome or scapegoating
• In crowd/out crowd
• Group Think
• Homeostasis
• Transference
• Projection
• Idealization of “leader” (YOU!)
• Unconscious communication
AWARENESS OF:
22. 22
How to increase self-knowledge:
Reflective Practice
Power and boundary issues
Integrate personal and family history into a source of strength
Awareness of self and awareness of regret/lack of effectiveness
Self-care
26. Getting ‘Hooked’ |
Loss of ability to
choose our responses:
Authority
Conflict
Intimacy
Fear
Ego
27. Where am I reactive?
When was the last time I got hooked by someone?
What hooked me? Judgments, thoughts / feelings?
What happened to my ability to choose my behaviour?
What can I learn from this?
27
Reflection exercise in pairs:
29. Kim Morgan
Director of Barefoot Coaching Ltd
@BarefootCoaches
www.barefootcoaching.co.uk Available now on Amazon
Editor's Notes
Here from a coaching perspective. Umbrella term: evocative – provocative, therapy – consultancy. Plethora of techniques. Common to all of them – role of coach as a key instrument of change and significant to the effectiveness of the change process.
Not agile but do know what you do – Geoff and others
Today – relevance for coaches, leaders and anyone in transformation. Individuals and teams.
Invite you to think about yourselves as IOCs – presence and impact
Mini coaching sessions
Drawing on psychology, group dynamics, OD practice
Take awareness into conference
20 years ago – ridicule. Now coaching widespread.
I have learned in 20 years importance of coach’s role. My research – you gave me permission..
David Howe – remembered and introjected therapist behaviours
Coaches who get consistently good results: Know when not effective, Ruthless compassion with clients. Awareness of their biases, assumptions, impact and model comfort with conflict, intimacy, chaos.
Raising self awareness in others – how much for ourselves/
Card – person next to you. How does that image represent you in your work: Presence, Impact, You at your best, You not at your best?
5 mins each
Working with transformation not for faint hearted!
Cognitive approaches don’t bring about change. Knowledge is not enough. Beliefs, assumptions, values, story, hard-wiring.
Neuroscience – high emotion burns experience onto our consciousness. Not only ease with emotion but use it to advance the work.
When a coach becomes part of they system and doesn’t provide a presence which is lacking. When the coach lapses into cosy chats. Not the most fascinating and challenging conversation…..
Not tools and techniques alone. Psychotherapy – introjection of therapist behaviours. No more games. Here and now responses. Learning by osmosis and having it done to you. Taking back to teams unconsciously. David Rock – we resist what we are told.
Responsibility to be the embodiment of change!!
Presence – Jiminy Cricket/child
Solutions – NK stuff. Quality of attention ignites thinking. Mind that holds the problem. Listening as a belief.
Stay with not knowing.
Attend to own experience. Thermostat on system. Selectively share thoughts, feelings, hunches, sensaations and establish your presence in doing so. Offer. Withdraw. Process consulting. “I notice most of this discussion is confined to these four people – what’s going on with the others?” Creates shift.
Facilitate clear, meaningful, heightened contacts between members of system (including coach)
Questions we ask of coaches?
People pleaser tendencies
High feelings of impostor
High achievement driver
Most commonly presenting issues in practice. Overdone or underdone on spectrum can learn to bring into balance. Not defining.
Later research literature on leader derailment: Procrastination, perfectionism, avoidance, habitual distrust, over friendliness, over managing, feeling like a fraud.
5 mins to do diagnostic – in a work context. Use with the lightest of steers. How do your overdone or underdone traits play out for you as a coach/leader/change agent.
Afterwards – confessions? Combinations? Geoff and I PP/FI
Task and Interpersonal always on our minds.
What about the miracle of several living souls in team?
How many conscious and unconscious processes at work in a group?
Not better but more powerful! You, the individuals, the individuals as they are within the group, the pairings, the combinations, the whole group unconscious processes!
Bion – 2 groups task and assumption
Kurt Lewin and Leon Festinger, Milgram – cults, authority, troops, nazi movement
Family therapy
Invincibility of Group Think and lack of critical reflection
Freudian concepts..Are you bored?
Door handle moment and first five minutes
We work in twos with teams.
Provoke ourselves as IOCs to a point where our hardwiring is lessened. Working with others is continuous opportunity to change too. Self-learning happens in the here and now with groups – including coach. How do otherwise we stay curious and available to help others discover the unknown aspects of themselves if we are not ready to discover ours?
