Michelle Abney's Forté profile document provides information about her primary communication style strengths and how she is currently adapting to her work environment. Her primary strength is Conformity+, which indicates she has a strong sense of loyalty, duty, and fairness. The document also outlines her current adapting profile, which shows how she has been feeling about and adapting to her work over the past month. Additionally, it describes her current perceiver profile, which suggests how she is likely coming across to others based on her primary and adapting profiles. The document provides communication strategies to help her effectively achieve her goals given her current profiles.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Communication Networks".
The document outlines 5 ways that CEOs can effectively communicate change to employees. It discusses:
1. Using staff forums or "town halls" to address employee concerns and communicate the big picture.
2. Conducting site visits to understand frontline issues and encourage two-way communication.
3. Recognizing employee achievements to reward those supporting change.
4. Communicating directly with leadership teams to clarify expectations for driving change.
5. Maintaining a CEO blog to support transformation efforts and report on engagement strategies.
The methods encourage face-to-face dialogue and two-way communication to ensure employee engagement during times of change.
This document describes a single cycle processor implemented in Verilog that executes instructions in one clock cycle. It includes a register file to store data, an program counter (PC) to track the next instruction address, a controller to decode instructions and control operations, an arithmetic logic unit (ALU) to perform arithmetic and logical operations on data, and a memory to store and retrieve data. The processor supports load, store, add, and, or, subtract, set on less than, and branch equal instructions operating on 32-bit data words through its register ports, ALU, and memory components controlled by the single cycle controller.
This document provides information about the Global Conference on Applied Computing in Science and Engineering that was held in Rome, Italy from July 27-29, 2016. It includes the organizing committee, scientific committee, list of sponsors and partners, and an index of papers that were presented at the conference covering topics in applied computing, science, and engineering.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Communication Networks".
The document outlines 5 ways that CEOs can effectively communicate change to employees. It discusses:
1. Using staff forums or "town halls" to address employee concerns and communicate the big picture.
2. Conducting site visits to understand frontline issues and encourage two-way communication.
3. Recognizing employee achievements to reward those supporting change.
4. Communicating directly with leadership teams to clarify expectations for driving change.
5. Maintaining a CEO blog to support transformation efforts and report on engagement strategies.
The methods encourage face-to-face dialogue and two-way communication to ensure employee engagement during times of change.
This document describes a single cycle processor implemented in Verilog that executes instructions in one clock cycle. It includes a register file to store data, an program counter (PC) to track the next instruction address, a controller to decode instructions and control operations, an arithmetic logic unit (ALU) to perform arithmetic and logical operations on data, and a memory to store and retrieve data. The processor supports load, store, add, and, or, subtract, set on less than, and branch equal instructions operating on 32-bit data words through its register ports, ALU, and memory components controlled by the single cycle controller.
This document provides information about the Global Conference on Applied Computing in Science and Engineering that was held in Rome, Italy from July 27-29, 2016. It includes the organizing committee, scientific committee, list of sponsors and partners, and an index of papers that were presented at the conference covering topics in applied computing, science, and engineering.
A campanha promocional oferece um kit de produtos da linha Rose com shampoo, condicionador e creme hidratante por R$39,99 e um par de sandálias como brinde. Os clientes ainda poderão concorrer a um jantar sorteado em 12/05, e a divulgação será feita em mídias online e impressas.
La programación de control de intervalo permite que un robot determine su distancia respecto a un objeto y mantenga una distancia determinada mediante el uso de sensores.
Microbiological and Physicochemical Assessment of Poultry Soil Samples in Aku...Agriculture Journal IJOEAR
Abstract— Human activities such as animal production in many parts of the world, still impact negatively on the environment and biodiversity. This study was carried out to assess the microbiological and physicochemical parameters of poultry soil samples. Soil samples were collected from different poultry in Akure metropolis and soil samples from Federal University of Technology, Akure (FUTA) environment as control. Microbiological and physicochemical analyses were carried out using standard methods. The mean total viable bacterial count of poultry soil ranged from 9.02±0.511×105cfu/g in sample site A to 11.2±0.021×105cfu/g in sample site B and there were significant difference (p<0.05) between the bacterial count of poultry soil and control, mean highest fungal load is 6.05±0.301× 103sfu/g. Bacteria isolated were Escherichia coli, Aeromonas hydrophila ,Bacilllus subtilis, Bacillus cereus, Klebsiella pneumonia, Pseudomonas aeruginosa, Salmonella typhi, Staphylococcus aureus and Streptococcus faecium. Escherichia coli had the highest occurrence of 23.08% while Aeromonas hydrophila had the lowest occurrence of 5.13%. Fungi isolated were Aspergillus flavus, Aspergillus niger, Aspergillus fumigates and Saccharomyces species. Aspergillus niger 46.67% had the highest occurrence while Saccharomyces species had the lowest occurrence of 13.33%. Physiochemical analysis showed that poultry soil had mean pH, temperature and Organic Carbon of 7.92±0.34, 34±0.04oC and 14.88±0.56% respectively, Organic Matter is 5.50±0.61%, Nitrogen 1.27±0.03 mg/g, Phosphorus58.92±0.01 mg/g, Potassium55.48±0.23 mg/g, Sodium 41.77±0.91mg/g, Calcium 28.70±0.24mg/g, Magnesium 20.65±0.32 mg/g and Cation exchange capacity146.60±0.11%. The results obtained calls for proper discharge of poultry waste into the environment to prevent transmission of diseases by water borne pathogens.
This document appears to be a report card listing students' grades in English class over five grading periods (bimesters). It includes the students' names and their grades for each bimester, as well as their final average grade. There are over 30 students listed with their varying performance levels in the class across the school year.
A Better Understanding: Solving Business Challenges with DataEric Kavanagh
Good decisions make great companies. That's why the data-driven mantra keeps gaining momentum. Increasingly, smart business people are taking a data-first approach for both strategic planning and tactical decision-making. They spend ample time exploring their data to better understand their options. In doing so, they capitalize on real opportunities, while avoiding low-value projects.
Register for this episode of The Briefing Room to hear veteran Analyst Dr. Robin Bloor explain why a data-first mindset can help companies optimize their resources and thus make better decisions. He'll be briefed by Rishi Patel and Erin Haselkorn of
The Briefing Room with Dr. Robin Bloor and Experian
Experian, who will showcase Experian Pandora, which enables the kind of discovery that businesses need to better understand their data. They'll explain how Pandora can help professionals build a business case for their ideas and plans.
This powerpoint presentation was put together by Garry W. McGiboney, Ph.D., Deputy Superintendent of External Affairs at the Georgia Department of Education and presented on May 5th as part of Children's Mental Health Day.
El documento lista diferentes categorías de juegos de mesa, articulaciones del cuerpo, alimentos ricos en calcio, deportes individuales e instrumentos de medida. En cada categoría se enumeran varios elementos como el ajedrez, cartas y damas para juegos de mesa, articulaciones como dedos, cintura y codo, alimentos como flan, helado y leche, deportes como atletismo, esquí y gimnasia rítmica, e instrumentos como balanza, metro de carpintero y regla.
El documento presenta un proyecto para fomentar la creación de huertos ecológicos en la región de Extremadura. Incluye un estudio de mercado que analiza la oferta de productores de agricultura ecológica en la región, identificando tres productores principales que atienden los mercados de Badajoz, Cáceres y el norte de Cáceres. También describe los objetivos del proyecto, que incluyen restaurar la agricultura tradicional, desarrollar nuevas actividades económicas sostenibles y
Plan de Negocios para pequeños emprendedoresRodrigo Urizar
Este documento presenta una guía sobre cómo desarrollar un plan de negocios efectivo. Explica que un plan de negocios describe el propósito general de un negocio existente o propuesto, incluidos temas como el modelo de negocio, la organización, las finanzas y el plan de salida. Además, detalla la estructura típica de un plan de negocios, incluyendo secciones sobre el concepto del negocio, el análisis del mercado, las operaciones y las finanzas. Finalmente, enfatiza la importancia de un
F.U.N. slides Family and Medical Leave Act (FMLA)gwhumanresources
GW Human Resources provides F.U.N. Slides (Facts Understood Now Slides) on Human Resources & HR Compliance. F.U.N. Slide on FMLA http://gwhumanresources.com/slides/
Tom Mitchell received a Forté communication profile report from The Forté Institute. The report provides:
1) An assessment of Tom's primary communication strengths and how he is currently adapting to others at work. His primary strength is extroversion.
2) A description of Tom's current adapting profile, decision making style, stamina, goals, and suggested communication strategies based on correlating his primary and adapting profiles.
3) Action items for Tom to develop goals to improve in areas to better achieve his goals by certain deadlines with help from others.
Business Communication A Problem-Solving Approach 2nd Edition test bank.pdfssuserf63bd7
Business Communication A Problem-Solving Approach 2nd Edition test bank.pdf
https://qidiantiku.com/test-bank-for-business-communication-a-problem-solving-approach-2nd-edition-by-kathryn-rentz.shtml
Full download please contact u84757(at)protonmail(dot)com or qidiantiku(dot)com
This document provides an overview of Nicole D. Warren's Career Compatibility Passport results. The passport analyzes her characteristics in areas of thinking, occupational interests, and behavioral traits. It then provides a summary of her results, noting her strengths in creative problem solving relating to people issues. Her highest interest areas were creative occupations and people service. The summary suggests she would enjoy developing and training people and be a good counselor or coach.
This is the first installment of vidEEO. The presentation focuses on measuring EEO compliance. We discuss some of the difficulties involved in measuring compliance and provide a bottom line solution. We also talk about presentation of compliance metrics and the use of infographics.
The presentation is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 3.0 license.
The document discusses effective metrics and continuous improvement for learning and development (L&D) functions. It highlights that the most important question for L&D is to what extent their work makes it more likely that behaviors change to support sustainable performance improvement. It also notes that CEOs are concerned about the lack of credible metrics that show how training impacts business outcomes like sales performance. The document provides an overview of the Kirkpatrick model for evaluating training and the Brinkerhoff "Success Case Method."
The Second part of the Top Ten Tools from Jeremy Kourdi.
Features the following:
Information life cycle
Seven habits of highly effective people
Change curve
Pareto
Win-win
This document summarizes key findings from research on communication practices in organizations conducted by Michael Ambjorn, Dana Poole and Stephen Welch. The research covered over 100 organizations with over 1 million employees total. Three main findings are:
1) High-performing organizations view communication's impact, not just outputs, align communication and business strategy, and have communicators with strong business knowledge.
2) Communicators in high-performing organizations keep language simple, make emotional connections, and consider the audience's perspective.
3) High-performing organizations more quickly adopt new communication tools and technologies.
#11ways Research - Does communication really make a difference?Dana Poole
Good communications practice and organizational performance are inextricably linked.
Our 2014 survey of 81 organizations, across 10 countries with approx 390,000 employees identified 11 challenges that today's communicators are facing. We saw a link between some of the 11 factors identified and organizational underperformance.
This year have updated the data in order to analyse year-on-year trends.
Ashley Backhus presented on building and training an effective booth team. She discussed identifying the ideal team composition with a balance of roles. Teams should understand goals, resources, and factors outside their control. Buy-in from upper management is key. Personality profiles help communicate and motivate different types. Building camaraderie within the team pre-, during, and post-show is important. Potential contention areas should be identified and addressed. The vision for the show may differ from reality, so flexibility is needed. Follow-up after the show through debriefing allows improving future events.
A campanha promocional oferece um kit de produtos da linha Rose com shampoo, condicionador e creme hidratante por R$39,99 e um par de sandálias como brinde. Os clientes ainda poderão concorrer a um jantar sorteado em 12/05, e a divulgação será feita em mídias online e impressas.
La programación de control de intervalo permite que un robot determine su distancia respecto a un objeto y mantenga una distancia determinada mediante el uso de sensores.
Microbiological and Physicochemical Assessment of Poultry Soil Samples in Aku...Agriculture Journal IJOEAR
Abstract— Human activities such as animal production in many parts of the world, still impact negatively on the environment and biodiversity. This study was carried out to assess the microbiological and physicochemical parameters of poultry soil samples. Soil samples were collected from different poultry in Akure metropolis and soil samples from Federal University of Technology, Akure (FUTA) environment as control. Microbiological and physicochemical analyses were carried out using standard methods. The mean total viable bacterial count of poultry soil ranged from 9.02±0.511×105cfu/g in sample site A to 11.2±0.021×105cfu/g in sample site B and there were significant difference (p<0.05) between the bacterial count of poultry soil and control, mean highest fungal load is 6.05±0.301× 103sfu/g. Bacteria isolated were Escherichia coli, Aeromonas hydrophila ,Bacilllus subtilis, Bacillus cereus, Klebsiella pneumonia, Pseudomonas aeruginosa, Salmonella typhi, Staphylococcus aureus and Streptococcus faecium. Escherichia coli had the highest occurrence of 23.08% while Aeromonas hydrophila had the lowest occurrence of 5.13%. Fungi isolated were Aspergillus flavus, Aspergillus niger, Aspergillus fumigates and Saccharomyces species. Aspergillus niger 46.67% had the highest occurrence while Saccharomyces species had the lowest occurrence of 13.33%. Physiochemical analysis showed that poultry soil had mean pH, temperature and Organic Carbon of 7.92±0.34, 34±0.04oC and 14.88±0.56% respectively, Organic Matter is 5.50±0.61%, Nitrogen 1.27±0.03 mg/g, Phosphorus58.92±0.01 mg/g, Potassium55.48±0.23 mg/g, Sodium 41.77±0.91mg/g, Calcium 28.70±0.24mg/g, Magnesium 20.65±0.32 mg/g and Cation exchange capacity146.60±0.11%. The results obtained calls for proper discharge of poultry waste into the environment to prevent transmission of diseases by water borne pathogens.
This document appears to be a report card listing students' grades in English class over five grading periods (bimesters). It includes the students' names and their grades for each bimester, as well as their final average grade. There are over 30 students listed with their varying performance levels in the class across the school year.
A Better Understanding: Solving Business Challenges with DataEric Kavanagh
Good decisions make great companies. That's why the data-driven mantra keeps gaining momentum. Increasingly, smart business people are taking a data-first approach for both strategic planning and tactical decision-making. They spend ample time exploring their data to better understand their options. In doing so, they capitalize on real opportunities, while avoiding low-value projects.
Register for this episode of The Briefing Room to hear veteran Analyst Dr. Robin Bloor explain why a data-first mindset can help companies optimize their resources and thus make better decisions. He'll be briefed by Rishi Patel and Erin Haselkorn of
The Briefing Room with Dr. Robin Bloor and Experian
Experian, who will showcase Experian Pandora, which enables the kind of discovery that businesses need to better understand their data. They'll explain how Pandora can help professionals build a business case for their ideas and plans.
This powerpoint presentation was put together by Garry W. McGiboney, Ph.D., Deputy Superintendent of External Affairs at the Georgia Department of Education and presented on May 5th as part of Children's Mental Health Day.
El documento lista diferentes categorías de juegos de mesa, articulaciones del cuerpo, alimentos ricos en calcio, deportes individuales e instrumentos de medida. En cada categoría se enumeran varios elementos como el ajedrez, cartas y damas para juegos de mesa, articulaciones como dedos, cintura y codo, alimentos como flan, helado y leche, deportes como atletismo, esquí y gimnasia rítmica, e instrumentos como balanza, metro de carpintero y regla.
El documento presenta un proyecto para fomentar la creación de huertos ecológicos en la región de Extremadura. Incluye un estudio de mercado que analiza la oferta de productores de agricultura ecológica en la región, identificando tres productores principales que atienden los mercados de Badajoz, Cáceres y el norte de Cáceres. También describe los objetivos del proyecto, que incluyen restaurar la agricultura tradicional, desarrollar nuevas actividades económicas sostenibles y
Plan de Negocios para pequeños emprendedoresRodrigo Urizar
Este documento presenta una guía sobre cómo desarrollar un plan de negocios efectivo. Explica que un plan de negocios describe el propósito general de un negocio existente o propuesto, incluidos temas como el modelo de negocio, la organización, las finanzas y el plan de salida. Además, detalla la estructura típica de un plan de negocios, incluyendo secciones sobre el concepto del negocio, el análisis del mercado, las operaciones y las finanzas. Finalmente, enfatiza la importancia de un
F.U.N. slides Family and Medical Leave Act (FMLA)gwhumanresources
GW Human Resources provides F.U.N. Slides (Facts Understood Now Slides) on Human Resources & HR Compliance. F.U.N. Slide on FMLA http://gwhumanresources.com/slides/
Tom Mitchell received a Forté communication profile report from The Forté Institute. The report provides:
1) An assessment of Tom's primary communication strengths and how he is currently adapting to others at work. His primary strength is extroversion.
2) A description of Tom's current adapting profile, decision making style, stamina, goals, and suggested communication strategies based on correlating his primary and adapting profiles.
3) Action items for Tom to develop goals to improve in areas to better achieve his goals by certain deadlines with help from others.
Business Communication A Problem-Solving Approach 2nd Edition test bank.pdfssuserf63bd7
Business Communication A Problem-Solving Approach 2nd Edition test bank.pdf
https://qidiantiku.com/test-bank-for-business-communication-a-problem-solving-approach-2nd-edition-by-kathryn-rentz.shtml
Full download please contact u84757(at)protonmail(dot)com or qidiantiku(dot)com
This document provides an overview of Nicole D. Warren's Career Compatibility Passport results. The passport analyzes her characteristics in areas of thinking, occupational interests, and behavioral traits. It then provides a summary of her results, noting her strengths in creative problem solving relating to people issues. Her highest interest areas were creative occupations and people service. The summary suggests she would enjoy developing and training people and be a good counselor or coach.
This is the first installment of vidEEO. The presentation focuses on measuring EEO compliance. We discuss some of the difficulties involved in measuring compliance and provide a bottom line solution. We also talk about presentation of compliance metrics and the use of infographics.
The presentation is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 3.0 license.
The document discusses effective metrics and continuous improvement for learning and development (L&D) functions. It highlights that the most important question for L&D is to what extent their work makes it more likely that behaviors change to support sustainable performance improvement. It also notes that CEOs are concerned about the lack of credible metrics that show how training impacts business outcomes like sales performance. The document provides an overview of the Kirkpatrick model for evaluating training and the Brinkerhoff "Success Case Method."
The Second part of the Top Ten Tools from Jeremy Kourdi.
Features the following:
Information life cycle
Seven habits of highly effective people
Change curve
Pareto
Win-win
This document summarizes key findings from research on communication practices in organizations conducted by Michael Ambjorn, Dana Poole and Stephen Welch. The research covered over 100 organizations with over 1 million employees total. Three main findings are:
1) High-performing organizations view communication's impact, not just outputs, align communication and business strategy, and have communicators with strong business knowledge.
2) Communicators in high-performing organizations keep language simple, make emotional connections, and consider the audience's perspective.
3) High-performing organizations more quickly adopt new communication tools and technologies.
#11ways Research - Does communication really make a difference?Dana Poole
Good communications practice and organizational performance are inextricably linked.
Our 2014 survey of 81 organizations, across 10 countries with approx 390,000 employees identified 11 challenges that today's communicators are facing. We saw a link between some of the 11 factors identified and organizational underperformance.
This year have updated the data in order to analyse year-on-year trends.
Ashley Backhus presented on building and training an effective booth team. She discussed identifying the ideal team composition with a balance of roles. Teams should understand goals, resources, and factors outside their control. Buy-in from upper management is key. Personality profiles help communicate and motivate different types. Building camaraderie within the team pre-, during, and post-show is important. Potential contention areas should be identified and addressed. The vision for the show may differ from reality, so flexibility is needed. Follow-up after the show through debriefing allows improving future events.
Matthew French received an excellent performance review for his internship at American Airlines. He was rated as exceptional in many categories including interpersonal skills, oral communication, analytical skills, impact, planning and organization, and overall performance. He was praised for his confidence, initiative, reliability, attention to detail, and ability to take on projects independently without needing close supervision. His main developmental area was tailoring his communication style based on his audience. The reviewer highly recommended him for permanent employment and felt he would be a valuable asset to any organization based on his strong work.
This document provides an overview and introduction to a handbook on behavioral competencies in the workplace. It discusses how developing a competency framework can help structure the hiring process and assess a candidate's cultural fit. The handbook focuses on four categories of behavioral competencies - personality attributes, analytical ability, interpersonal skills, and leadership skills. Each category contains a list of relevant competencies that are important for various job levels. The document provides examples of key indicators for competencies like curiosity, adaptability, discipline, and self-confidence, as well as suggested interview questions to evaluate candidates on those competencies.
John Hunt, Amanda Oliver's manager, provides a review of her 2015 performance. [1] He notes that Amanda helped combine two contact centers and integrate practices between offices while overseeing processes. [2] Amanda met expectations in areas like analysis, change management, communication, leadership, teamwork, and expertise. [3] John praised Amanda's communication skills and role in leading her team through an organizational transition.
The 5-day training program provides an overview of its daily activities which are aimed at helping participants with their job search and career success. The schedule includes sessions on building self-marketing skills, networking, resume and cover letter preparation, mock interviews, and goal setting. The document also discusses concepts like emotional intelligence, dealing with fears, and using accomplishments to showcase value to potential employers during the hiring process.
How Internal Communications can drive Organizational ChangePoppulo
Download the complete (free) guide on the same topic here: http://bit.ly/2MeXmXX
Change is now business as usual at organizations. And today internal communicators need to move from ‘managing’ change to leading and enabling change.
Presentation takeaways:
- The essential role of internal communication during change management
- The questions to ask when building a strategy
- Understanding the 7 key drivers of change
- How to gain insight and measurement into your campaigns
- The value of sharing results with stakeholders
- Change management is an approach to any project or organizational change that addresses the less visible and often emotional resistance and risks that oppose a change.
We present "How Internal Communications can drive Organizational Change" - a 7 minute must-read deck for every IC professional.
---
We know that every organization faces different communication challenges. Call us now if you’d like to discuss yours with one of our IC experts.
Intl. +353 21 242 7277
UK 0800 904 7955
US 781 443 7600
or visit Poppulo.com
Human potential: shaping the best possible 'new normal' webinar
Friday 29 May 2020
presented by
Ruth Murray-Webster
The link to the write up page and resources of this webinar:
https://www.apm.org.uk/news/human-potential-shaping-the-best-possible-new-normal-webinar/
Staying in Balance: Workforce Changes & Corporate CultureHuman Capital Media
s companies employ a wide range of workers from different generations, a variety of work-life balance programs are needed to meet expectations within the workforce because there is no one-size-fits-all approach. But challenges exist to ensure all management levels recognize the need to institute work-life balance programs, adapt a variety of programs that satisfy the needs of a multigenerational workforce and raise awareness of available programs once in place.
Join us for this webinar, Staying in Balance: Workforce Changes & Corporate Culture, and learn why addressing the needs of today’s multigenerational workforce is key for human resources professionals.
During this webinar, we’ll discuss findings from a Workforce magazine and Cvent study related to the necessity of work-life balance programs and how they are perceived by today’s multigenerational workforce, including:
How different generations think about work-life balance, and the implications for attracting and retaining emerging generations.
The need to address work-life balance.
Factors that negatively affect work-life balance.
The biggest challenges facing HR departments.
The importance of employee engagement programs to measure work-life balance program effectiveness.
Twitter for Trainers: What Can You Do in 140 Characters? jbo27712
The document discusses various ways that social media and Twitter can be used for training purposes. It provides examples of opening discussion questions, assigning pre-work readings and activities, continuing conversations to encourage ongoing learning, offering opposing viewpoints for debate, prompting reflection on course content, conducting question-and-answer rounds, brainstorming polls and activities, and conducting formative evaluations through Twitter.
Effective communication and human relation 4 finance dept dDalhatu Usman
This document discusses effective communication and human relations skills. It explains that communication and developing trust with various stakeholders like employees, customers, and community leaders is important for organizational success. It also discusses the importance of human relations for productivity, employee commitment, and effective management. Some key factors that influence human relations are individual needs, the work environment, and problems meeting individual needs in a work setting. The document provides guidelines for effective communication, including deciding the desired response, choosing an appropriate language and medium, and ensuring the message is clear to the receiver.
1. Individual Development Plan (IDP) Due 616The purpose of.docxjackiewalcutt
1. Individual Development Plan (IDP)
Due: 6/16
The purpose of this exercise is to:
Help you develop and improve goal-setting skills, a critical element for all facets of one’s personal and professional life;
Provide the opportunity for you to take personal responsibility for your development by helping you reflect on where you are and where you want to go for this term and beyond;
Serve as a guide for conversations between you and your mentors (internship supervisor and program advisor) to ensure that you are getting the help you need in achieving your goals.
Discuss your Individual Development Plan with your internship mentor so that he/she can provide appropriate assistance and guidance to you throughout the semester.
The plan has three parts that are described below. Each is a critical element of the goal-setting process.
Part 1: Analysis of Your Strengths and Areas for Improvement
In this section, you should answer a series of reflective questions as a way to assist you with identifying the strengths you should leverage, as well as areas of improvement. The format for responses to these questions can be in a narrative format or presented as a series of direct responses. Please review the questions in the Individual Development Plan Supplement at the end of this document for further guidance on this section.
Part 2: Summary of Goals and Action Steps
After you complete Part 1, you will create the goals section of your plan. The goals should be related to specific goals you want to accomplish this semester and should take into consideration your responses from Part 1. There are five areas we want you to consider. They include: Leadership, Professional Development, Civic Engagement, Academic Development, and Personal Growth. You should identify one to two (1-2) goals in each area, and then create two to three (2-3) specific action steps you will take to achieve each of the goals. You should have a total of eight to ten (8-10) goals. More guidance on each of the five areas is provided in the Individual Development Plan Supplement at the end of this document.
Part 3: Putting it all Together
After you have written your goals section, you will write a brief (100-200 word) summary explaining how the action steps you plan to take to achieve your short-term goals will enable you to ultimately accomplish your long-term plans as identified in Part 1. While writing your summary, be sure to indicate what resources you may need beyond this semester to accomplish your long-term plans.
II. Informational Interview
After the interview, write a reflection of your informational interview. Your reflection must address:
Who you interviewed (including the interviewee’s name, title and organization) and why you chose this person;
How the interview has helped guide your future career or academic choices;
How the interviewee’s process of understanding leadership impact your own definition and development of leadership;
How you prepared for this ...
Similar to S-E-Michelle_Abney-19554-13847-1016277 (20)
1. Individual Development Plan (IDP) Due 616The purpose of.docx
S-E-Michelle_Abney-19554-13847-1016277
1. T H E
F O R T É®
I N S T I T U T E
COMMUNICATION INTELLIGENCE
TM
The Forté Institute, LLC
141 Middle Oaks Drive
Wilmington, NC 28409
www.theforteinstitute.com
info@theforteinstitute.com
Next Adapting Update Due:
For Ongoing Performance Improvement, Complete your Forté® Adapting
Update as often as every 30 days.
Prepared For:
All World Rights Reserved R/4202015
Your Forté Provider:
Michelle Abney
November 21, 2015
The Medve Group
1411 W Walnut Hill Ln
Irving, TX
972.827.2292
careers@medve.com
2. T H E
F O R T É®
I N S T I T U T E
COMMUNICATION INTELLIGENCE
TM
3. T H E
F O R T É®
I N S T I T U T E
COMMUNICATION INTELLIGENCE
TM
Primary Profile Current Adapting Current Perceiver
Primary Strength:
Secondary Strength:
Forté Provider:
Provider Phone:
Phone:
Provider Fax:
Fax:
Special Note: Your Forte Primary
Profile reflects who you are and
your strengths. It remains
consistent across your lifespan.
Special Note: Forte is not a once-then-done profile. You can update
your adapting/perceiver profile as often as every 30 days. Forte is a
lifespan tool used to help you communicate with others most effectively.
Your Forté Information can be updated at
http://www.theforteinstitute.com
Use the Individual Login and enter your Forté ID
& PIN
20
0
12
20
5
16
16
16
15
10
4
15
October 22, 2015 October 22, 2015 October 22, 2015
Data below good through November 21, 2015
Conformity +
Non-Dominance +
Feelings
High Stamina
Meeting Few Goals, if any
Michelle has a strong sense of loyalty, duty and fairness, especially as it relates to people. She is very
persuasive in dealing with others and has an eye for doing things the correct way. She does not like to be
rushed, but can handle a lot of detailed work as long as it relates to helping or working with people. Michelle
will come across as friendly, warm and a precise communicator.
To: Others at Work To: Others at Work
Michelle Abney
The Medve Group
Property Manager
3620 Paule Avenue
Lemay, MO 63125
The Medve Group
972.827.2292
972.827.2291
314-681-5585
Data below good through November 21, 2015
Current Logic:
Current Stamina:
Current Goals:
10001-10001-19554-13847Forte ID:
4. T H E
F O R T É®
I N S T I T U T E
COMMUNICATION INTELLIGENCE
TM
Following is a description of the primary strength in your Forté Communication Style as indicated on page one.
This strength has more influence than your other strengths and normally constitutes 45 to 55 percent of your
communication and self-motivation preferences.
CONFORMITY + - Systems Orientation Strength
5. T H E
F O R T É®
I N S T I T U T E
COMMUNICATION INTELLIGENCE
TM
All strengths and their intensity in your Forte are reflected below. These have a synergistic effect on your
primary strength and how it is maximized. Following are some descriptive words and summary paragraphs
based on the location and interaction of ALL your strengths.
q q q q
q q q q
q q q q
q q q q
q q
q q q q
q q q q
6. T H E
F O R T É®
I N S T I T U T E
COMMUNICATION INTELLIGENCE
TM
Special Note: The self-motivators are in no special order. The
alphabetical letters to the left of each statement are used to help
rank-order the self-motivators in Forté Performance Coaching.
Primary Profile
20
0
12
20
__(a) A structured environment that has few sudden or abrupt changes.
__(b) The security of basic benefits.
__(c) A worked-out system and quality products.
__(d) Praise for specific accomplishments.
__(e) Standard operating procedures and sound actions.
__(f) Fairness in dealings with individuals and groups.
__(g) Time to do things correctly.
__(h) To know that there is strong, capable leadership in her environment.
__(i) Direction as to what is to be done and when.
__(j) A predictable environment that affords a significant amount of protection and peace.
__(k) Opportunities for people interaction.
__(l) To meet new people and make friends.
__(m) The team approach to getting things done.
__(n) Opportunities for success and status.
__(o) A stable, harmonious working environment.
__(p) A minimum of communication style conflicts.
__(q) Adequate time to think things over/adjust.
__(r) A limited number of last-minute time pressures.
To be successful and self-motivated, Michelle needs most of the following items in her environment:
In contrast, she will be demotivated if:
__(a) She is constantly criticized.
__(b) The rules are changed without plenty of notice.
__(c) There is a lack of systems, quality and fairness.
__(d) There is not a worked-out system.
October 22, 2015
7. T H E
F O R T É®
I N S T I T U T E
COMMUNICATION INTELLIGENCE
TM
1. Increased susceptibility to accidents.
2. Increased susceptibility to mental errors.
3. Lack of concentration.
4. Negative attitude toward completion of goals, both individual and/or team.
The range of stamina levels are: (There is no order of importance)
BELOW AVERAGE ● AVERAGE ● ABOVE AVERAGE ● HIGH ● VERY HIGH
FACTS ● FACTS/FEELINGS ● FEELINGS ● INTUITIVE FEELINGS
The range of logic levels are: (There is no order of importance)
CURRENT LOGIC (Decision Making Style) - Valid through November 21, 2015
Michelle's responses indicate that at the point of making decisions in the Work environment with Others,
she currently tends to rely on:
STAMINA reflects the degree of endurance, awareness and responsiveness present in an individual.
Anything which is alive will respond to a stimulus. This Forté element measures HOW responsive Michelle
feels toward her current work environment.
STAMINA is aptly described as an individual's "battery" and is used up at a more rapid rate when in a
distressful environment. It can be recharged in many ways; commonly with food, sleep, relaxation and
recreation. When an individual's STAMINA runs down, the following symptoms tend to appear:
CURRENT STAMINA - Valid through November 21, 2015
Please note, the information on pages 7, 8, and 9 are valid through November 21, 2015.
How you are currently adapting to Others at Work
After this date, you can complete a Forté Adapting Survey at Forte Online to update the information. It is
important to note that information on page 7, 8, and 9 CYCLE over time and environment.
There are many different approaches to making decisions. No one way is consistently better than any other
way. In fact, the styles typically change based on environment.
8. T H E
F O R T É®
I N S T I T U T E
COMMUNICATION INTELLIGENCE
TM
The Goals Index range is: (There is no order of importance)
FEW GOALS, IF ANY ● SOME GOALS ● MOST GOALS ● MEETING GOALS
CURRENT ADAPTING PROFILE - Valid through November 21, 2015
How you are currently adapting to Others at Work
CURRENT GOALS - Valid through November 21, 2015
Michelle's responses to the Forté adapting survey indicate how she has been feeling about or adapting to
Work. Usually these feelings or roles occur over the four week period prior to completing the adapting
survey. Following are areas of movement that have been indicated from her responses:
Michelle's responses to the survey card indicate that during the above mentioned period, the response
level was:
How we adapt to changing conditions and how we feel about the results of those changes or roles is measured
by the Forté system. The Goals Index measurement tells us to what level a person feels goals are being met
with Others at Work environment. The scale below gives you an idea of the range Forté tracks. This index is
updated with each adapting update.
9. T H E
F O R T É®
I N S T I T U T E
COMMUNICATION INTELLIGENCE
TM
How you are (your Primary Profile) and how you are feeling within your environment (your current Adapting
Profile), when correlated, can tell you how you are most likely being perceived (your current Perceiver
Profile), that is, how you are most likely coming across to others. The Forté Perceiver Profile is updated with
every adapting survey. Not only does it show how you are most likely coming across to others, but also
suggests your Forté Communication Style Strategy or expectations through
Primary Profile Current Adapting Current Perceiver
20
0
12
20
5
16
16
16
15
10
4
15
November 21, 2015.
October 22, 2015 October 22, 2015 October 22, 2015
Data below good through November 21, 2015
To: Others at Work To: Others at Work
10. T H E
F O R T É®
I N S T I T U T E
COMMUNICATION INTELLIGENCE
TM
Page 9 offered some suggested interpersonal communication strategies to better match your adapting and
perceiver profiles. Review the strategies, individually or with your coach and complete the following elements
to achieve your goals by:
1) Identify who this is
relevant to.
2) Who can help you
the most?
Identify what you
need from yourself
or others to reach
your current goals.
Identify what is the
desired result /
outcome.
What is your target
deadline for this?
WHO WHAT (INPUT) WHAT (OUTPUT) WHEN
CURRENT ADAPTING STRATEGY - Valid through November 21, 2015
11. T H E
F O R T É®
I N S T I T U T E
COMMUNICATION INTELLIGENCE
TM
There may be other areas that you want to focus help on and gain achievements - perhaps your coach can
help with a project / presentation / time management issue or technical skill development. Use this page to
develop a goal to meet that need. Use SMART (Specific Measurable Achievable Realistic Timebound) to
write your goals.
ORDER of
IMPORTANCE
ACTION to BE
TAKEN
TIME
COMMITMENT
MEASUREMENT
of SUCCESS
COMPLETION
DEADLINE
IMPORTANT GOALS / OBJECTIVES
12. T H E
F O R T É®
I N S T I T U T E
COMMUNICATION INTELLIGENCE
TM
PerceiverAdaptingPrimary
13. T H E
F O R T É®
I N S T I T U T E
COMMUNICATION INTELLIGENCE
TM
15. T H E
F O R T É®
I N S T I T U T E
COMMUNICATION INTELLIGENCE
TM
Forté Provider:
Provider Phone:
Phone:
Provider Fax:
Fax:
Primary Profile Current Adapting Current Perceiver
One of the unique measures of the Forté Communication Style Report is Resiliency. Resiliency is defined as
having the ability to manage and/or bounce back from tough times. We all have been there; it is a normal part
of life. Whenever we see the stamina level high or very high, and the goals index most or meeting goals that
indicates you are in the Resiliency Zone. The key is; what were you doing differently during that timeframe?
What was working…?
You can look at your Forté Adapting Update Trends on pages 12/13 (they are added to your report with the
first adapting update) and get a good idea. During those times, was your dominance/non-dominance adapting
up or down, your extroversion/introversion adapting up or down, your patience/impatience adapting up or
down, your conformity/non-conformity, adapting up or down? As you recall and validate those adapting
behaviors, make note of them and use those notes to recall and reinforce what you know has worked for you.
Success builds on success, and how we manage and/or bounce back from tough times, our resiliency, only
makes us better!
Primary Strength:
Secondary Strength:
20
0
12
20
5
16
16
16
15
10
4
15
Michelle Abney
The Medve Group
Property Manager
3620 Paule Avenue
Lemay, MO 63125
The Medve Group
972.827.2292
972.827.2291
314-681-5585
October 22, 2015 October 22, 2015 October 22, 2015
Data below good through November 21, 2015
To: Others at Work To: Others at Work
Conformity +
Non-Dominance +
Feelings
High Stamina
Meeting Few Goals, if any
Data below good through November 21, 2015
Current Logic:
Current Stamina:
Current Goals:
16. T H E
F O R T É®
I N S T I T U T E
COMMUNICATION INTELLIGENCE
TM
The FORTÉ®
Suite
Communication Style Profile
Influence others effectively
Adapting Updates
Environmental Impact as
Life Goes On
Interaction Reports
Synergy, Minimize Conflict
Team Pulse
High Performing
Teams
i360
Feedback for Improved
Performance
Profile Model
Better Hiring Decisions
Performance Coaching
Coach to High Performance
Resiliency Zone
Ability to Cope
After working with thousands of organizations and millions of individuals, The Forté Suite has evolved. As
the first strengths-based communication style report in 1978, with the ability to update your Forté Adapting
and Perceiver information (pages 7 -9) as often as every 30-days, we were asked and now have delivered
these additional advanced personal and interpersonal development tools. From your very first Forté
Report, the benchmark, through your adapting updates/trending and, ultimately, to the measures of
Resiliency, the feedback is continuously focused on how to improve your understanding of yourself and
how to best adapt and balance with others. You will find Forté easy to use, with powerful, very accurate
results. We count on your feedback to us, as well. Together, the Forté Suite will only get better.
Sincerely yours,
C. D. “Hoop” Morgan, III
Founder/Chairman
"People don't change...
They evolve through education, experience, and feedback."