Find out more about Shane and what value he brings to organisations. You will also find key note talks and workshops that you and your people can use for immediate impact.
Shane Bywater is a business consultant and speaker with over 25 years of experience across various industries. He provides insights and perspectives to transform business outcomes and people's performance. Some of his areas of expertise include sales and customer service strategies, relationship development, coaching and mentoring programs, and project management. Shane aims to connect with people in an engaging yet uncomplicated style to provide valuable insights. He has qualifications in marketing, management, and leadership assessments.
This document contains slides from a seminar on management skills and personal development. It instructs students to treat 2021 as a year of asset creation by developing either a Kickstarter-style project or entrepreneurial business proposal. It explains that these projects will make up 25% of students' individual portfolios. The slides provide guidance on these projects and developing job application materials like CVs, cover letters, and evidence of skills. They also share advice for navigating tough job markets, including cultivating strengths, adapting, sharpening skills, and thinking like an entrepreneur.
How to Give Feedback and Performance Reviews Like a Coach, Not a BossBizLibrary
Did you have a favorite coach when you were younger?
Were they your favorite because of the way they led you and your team through successes and failures? How they gave encouraging feedback? The trusting relationship you had? A good manager and employee relationship should mimic the investment your favorite coach had in you and your team.
According to a 2018 Workplace Learning Report, 94% of employees would stay at a company longer if it invested in their career more. But your HR team probably doesn’t have the bandwidth to coach each employee. Turning your managers into coaches who can provide employees with support and give constructive feedback will help both individuals and the company succeed.
Join BizLibrary and BambooHR as they explain the importance of developing coaching skills in your managers, so you can retain your talent and lead your company to success.
In this webinar, you will learn:
- How to develop a coaching mindset in your managers and leaders
- Why regular feedback is important for employee success
- How frequent employee recognition helps solve common business challenges
- The best times to give feedback and performance reviews
This document provides a summary of Hamaidu Fadika's results from CareerLeader assessments in interests, motivators, and skills taken on May 25, 2015. It shows that his highest interests are in influencing others, creative production, and coaching/mentoring. His top motivators are power/influence, lifestyle, and security. He is most confident in his interpersonal effectiveness skills and power/influence skills compared to other business professionals. The document provides analysis and descriptions of the implications of his key results areas.
Client Development in a Nutshell for Senior AssociatesCordell Parvin
The document provides strategies for lawyers to develop successful client relationships and become partners. It recommends developing credibility and relationships, becoming visible in your target market by identifying client problems and providing solutions, and joining organizations where you can meet potential clients. The document emphasizes the importance of having a detailed plan with goals, finding accountability partners, building your reputation through writing and speaking, and focusing on client service and building trust over time.
Boston Bar Association-Starting Right for Career SuccessCordell Parvin
This document provides advice for starting a successful legal career. It discusses the importance of planning, developing expertise, building relationships, and improving client service. Some key points include:
- Law school teaches legal analysis but not how to succeed in practice, so new lawyers must take responsibility for their career development.
- Successful lawyers know what they want to achieve and use their time efficiently to continuously improve, build their professional profile, and develop relationships both inside and outside their comfort zone.
- Having a detailed plan that prioritizes goals and actions is important for staying focused and accountable over the long term. Client development requires patience, persistence, and a commitment to understanding clients' needs and exceeding their expectations.
Client Development in a Nutshell for Junior AssociatesCordell Parvin
The document discusses what lawyers need to learn and do for long-term success in client development. It notes that clients have more choices and less time while lawyers also have less time. Lawyers must focus on developing legal skills, providing exceptional client service, and developing relationships through activities like bar involvement and public speaking. The document emphasizes developing a detailed client development plan with goals and action steps to focus efforts on high-return activities over the long run.
Shane Bywater is a business consultant and speaker with over 25 years of experience across various industries. He provides insights and perspectives to transform business outcomes and people's performance. Some of his areas of expertise include sales and customer service strategies, relationship development, coaching and mentoring programs, and project management. Shane aims to connect with people in an engaging yet uncomplicated style to provide valuable insights. He has qualifications in marketing, management, and leadership assessments.
This document contains slides from a seminar on management skills and personal development. It instructs students to treat 2021 as a year of asset creation by developing either a Kickstarter-style project or entrepreneurial business proposal. It explains that these projects will make up 25% of students' individual portfolios. The slides provide guidance on these projects and developing job application materials like CVs, cover letters, and evidence of skills. They also share advice for navigating tough job markets, including cultivating strengths, adapting, sharpening skills, and thinking like an entrepreneur.
How to Give Feedback and Performance Reviews Like a Coach, Not a BossBizLibrary
Did you have a favorite coach when you were younger?
Were they your favorite because of the way they led you and your team through successes and failures? How they gave encouraging feedback? The trusting relationship you had? A good manager and employee relationship should mimic the investment your favorite coach had in you and your team.
According to a 2018 Workplace Learning Report, 94% of employees would stay at a company longer if it invested in their career more. But your HR team probably doesn’t have the bandwidth to coach each employee. Turning your managers into coaches who can provide employees with support and give constructive feedback will help both individuals and the company succeed.
Join BizLibrary and BambooHR as they explain the importance of developing coaching skills in your managers, so you can retain your talent and lead your company to success.
In this webinar, you will learn:
- How to develop a coaching mindset in your managers and leaders
- Why regular feedback is important for employee success
- How frequent employee recognition helps solve common business challenges
- The best times to give feedback and performance reviews
This document provides a summary of Hamaidu Fadika's results from CareerLeader assessments in interests, motivators, and skills taken on May 25, 2015. It shows that his highest interests are in influencing others, creative production, and coaching/mentoring. His top motivators are power/influence, lifestyle, and security. He is most confident in his interpersonal effectiveness skills and power/influence skills compared to other business professionals. The document provides analysis and descriptions of the implications of his key results areas.
Client Development in a Nutshell for Senior AssociatesCordell Parvin
The document provides strategies for lawyers to develop successful client relationships and become partners. It recommends developing credibility and relationships, becoming visible in your target market by identifying client problems and providing solutions, and joining organizations where you can meet potential clients. The document emphasizes the importance of having a detailed plan with goals, finding accountability partners, building your reputation through writing and speaking, and focusing on client service and building trust over time.
Boston Bar Association-Starting Right for Career SuccessCordell Parvin
This document provides advice for starting a successful legal career. It discusses the importance of planning, developing expertise, building relationships, and improving client service. Some key points include:
- Law school teaches legal analysis but not how to succeed in practice, so new lawyers must take responsibility for their career development.
- Successful lawyers know what they want to achieve and use their time efficiently to continuously improve, build their professional profile, and develop relationships both inside and outside their comfort zone.
- Having a detailed plan that prioritizes goals and actions is important for staying focused and accountable over the long term. Client development requires patience, persistence, and a commitment to understanding clients' needs and exceeding their expectations.
Client Development in a Nutshell for Junior AssociatesCordell Parvin
The document discusses what lawyers need to learn and do for long-term success in client development. It notes that clients have more choices and less time while lawyers also have less time. Lawyers must focus on developing legal skills, providing exceptional client service, and developing relationships through activities like bar involvement and public speaking. The document emphasizes developing a detailed client development plan with goals and action steps to focus efforts on high-return activities over the long run.
The document discusses five ways for managers to address lazy employees: constantly reminding workers of their duties; providing additional training; adding responsibilities; introducing incentives for meeting targets; and having private chats to discuss performance and minimize disagreements. Managing employees effectively is important for the organization's future success.
How to Create a Culture of Feedback (and Why You Should)BambooHR
While doing an annual employee review is great, once-a-year feedback is not enough. According to a 2019 study by Gallup, employees are 2.7 times more likely to be engaged in their jobs and 3 times more likely to do "outstanding" work when when they receive regular, weekly feedback. Your employees want to hear from their managers! But how do you get managers into the habit of giving regular feedback?
Join Jack Altman from Lattice and Liz Weber from Weber Business Services as they teach you how to create a culture of feedback at your organization and show you why a culture of feedback is so essential.
Motivating Your Team: 25 Ways to Increase Employee EngagementRobert Half
A disengaged staff can have a significant negative effect on productivity, customer service levels and retention. This guide discusses how you can keep your workers inspired.
We all know masterpieces rarely happen without some creative risk-taking, but how empowered do creative teams feel when it comes to breaking the mold? The Creative Group and AIGA surveyed more than 750 creative professionals, and the results may surprise you.
How to Gain Leadership Buy-In for Your Training Program BizLibrary
Leadership support is critical to the success of a training program, but many HR departments are challenged in building that bridge and actually gaining the support that is necessary. In this session, Shannon Kluczny and Katie Miller from BizLibrary will look at why leadership buy-in is critical and introduce a 10-step program to make it happen. You’ll walk away with ideas, guides and action plans to implement.
The document discusses the 7Cs of good leadership - Communicate, Collaborate, Care, Create a Culture, Concentrate, Credit, and Coach. Mastering these skills can significantly improve employee engagement, performance, and satisfaction. Regular communication, collaboration, recognition, and coaching help employees feel valued and empowered.
5 Ways to Prepare Your Organization for a Successful 2020BambooHR
As we approach the final months of 2019, it’s helpful to use this year’s successes to create a plan for next year and beyond. But, that can be easier said than done. With an abundance of opinions from leadership and staff and data collected from research, it’s overwhelming trying to prioritize what needs to be done. And when things get overwhelming, it often leads to nothing taking priority.
You don’t have to figure out this plan alone! Join Libby Mullen from BizLibrary and JD Conway from BambooHR as they discuss five strategies every company should use.These strategies come from simple concepts that you can easily implement at your organization to put you on the path to success.
Make Change Work: Leadership Strategies to Build Support and Overcome ResistanceBizLibrary
Seventy percent of change efforts fail to achieve their desired results. The reasons have very little to do with change management and almost everything to do with change leadership.
This webinar will share specific, practical ideas to help your organization be more effective at change. You will walk away with ideas to help you:
Build buy-in and support for change
Overcome resistance to change
Equip your leaders and managers to lead and manage change
Change your organization’s mindset about change and its importance in achieving success
How to Build a Learning Culture to Inspire Employee GrowthBizLibrary
This document discusses the importance of investing in employee learning and development. It notes that employee training and development was the top area of investment for HR in 2019 according to a Payscale study. It provides reasons why companies should invest in this area, such as increased employee engagement, retention, and productivity. It then offers tips on how to motivate employees to prioritize their growth, how to create a learning culture, and a 7-step plan for building such a culture.
This document summarizes 10 keys to motivating employees and improving engagement according to the authors. It discusses the importance of clear goals and expectations, effective training, flexible management, communication, recognition, dealing with poor performance, continuous improvement, coaching, fun work environments, and hiring the right people. Research is presented showing potential performance gains when these strategies are implemented, such as a 16% improvement with clear goals and 24% higher profit margins for companies that invest more in training. The summary emphasizes that top managers utilize all these strategies together rather than focusing on just one.
The document discusses developing a niche portable law practice. It recommends that lawyers narrow their focus by discovering a niche practice area based on their passions, strengths and a growing industry. It also emphasizes creating a detailed plan with goals and actions for business development, learning, and relationship building using both traditional and online marketing strategies. Developing expertise in the niche industry and regularly providing valuable online content can help raise a lawyer's visibility and credibility after establishing their niche practice.
How to Gain Leadership Buy-In for Your Training ProgramBizLibrary
Why is leadership buy-in important? According to Ram Charan, author of Execution: The Discipline of Getting Things Done, seventy percent of strategic failure comes from poor execution – not the actual idea – having well defined processes and leadership buy-in will be the difference between success and failure.”
Leadership support is critical to the success of a training program, but many learning and development professionals are challenged in building that bridge and actually gaining the support that is necessary.
In this session you’ll learn:
• Why leadership buy-in is critical for training and development success
• A five stage leadership buy-in maturity model - what you can expect and how to respond
• A ten step program to gain leadership support in your organization
• How to maintain leadership buy-in
• How to communicate with leadership
• How to manage change
Join Shannon Kluczny*, Vice President of Client Success at BizLibrary, for this one hour webinar. You will walk away with ideas, guides and action plans to implement. This session is perfect for anyone just starting out or struggling to make the leap.
- See more at: http://www.hr.com/en/webcasts_events/webcasts/upcoming_webcasts/how-to-gain-leadership-buy-in-for-your-training-pr_ikehhr72.html#sthash.oz5PFbij.dpuf
Employee retention is a critical issue facing today's organizations, and the competition for talented people is tougher than it has ever been! Replacing an employee can cost your company money, but more importantly, it costs time. Join BizLibrary and learn how to keep your best employees while gaining new talent with these five best practices:
- Develop the leadership skills of your managers
- Clearly define expectations
- Ensure training goals are aligned with company objectives
- Deliver training based on your employees' preferences
- Recognize and reward
Attendees will learn:
-How to maximize employee retention despite challenges
-Key training and development best practice that are easy to -implement to increase employee retention
-How to attract top talent
Discover the Real Causes of Your Low Employee EngagementBizLibrary
Employee engagement has become a global dilemma that has cost companies billions of dollars due to lack of profit and productivity. One of the reasons this dilemma has grown so much is because many companies confuse “engagement” with “satisfaction.” While there is some overlap between the two, most employee engagement initiatives don’t get to the real root causes of disengagement issues, so they never see the results they want.
Let's start back at square one and analyze each piece that is needed to solve this giant puzzle of an organization’s employee engagement.
You’ll learn:
- How the different mindsets of engaged, not-engaged and actively disengaged employees impact their coworkers and the organization
- A few strategic models that structure the factors that will be needed to improve engagement
- Why employee engagement should be viewed as a symptom and not a cause of an organization’s troubles
- How to uncover the correlation between your company’s business challenges and low employee engagement
C-level executives should get involved in building a strong recruitment culture during turbulent times, when talent is especially important. Organizations should develop partner relationships externally and leverage diversity of thought. They should merge HR and marketing to strengthen their employment brand and have a global recruitment strategy. When recruiting, companies should focus on building trust, being transparent, targeting both active and passive candidates, and ensuring all touchpoints provide a great talent experience. They should also focus on soft skills in addition to traditional qualifications and use technology and social networks to streamline the hiring process. Individual outreach is key rather than mass marketing. Building a talent pipeline through talent relationship management can help organizations be proactive, persistent, and honest during uncertainty.
Chameleons, Catfish, and Cybersleuths: The Art of Sourcing and Attracting Mul...Engage
Today’s recruiters are expected to be equal parts hunter and gatherer, asked to both find "unfindable" talent and bring them "home" to an organization that fits. However, for the first time in history, we are dealing with prospective talent from five generations, a situation which could prove incredibly valuable but could also present massive challenges for any growing organization. Each of these five generations has its own individual nuances, attitudes, values, and communication styles, adding another layer of complexity to an organization’s sourcing and talent attraction strategies.
The document discusses strategies for recruiting and retaining top talent. It suggests focusing on company culture fit over just expertise when hiring. It also recommends providing opportunities for employees to grow, maintaining engaging work, and recognizing accomplishments to keep current employees motivated. Proper onboarding, developing relationships among coworkers, and continual hiring of top performers are other tactics covered.
This short document promotes creating presentations using Haiku Deck, a tool for making slideshows. It encourages the reader to get started making their own Haiku Deck presentation and sharing it on SlideShare. In just one sentence, it pitches the idea of using Haiku Deck to easily create engaging slideshows.
This document proposes moving course evaluations at the University of Kansas online and publishing select questions from the evaluations for students. It notes research showing online evaluations can provide more thoughtful feedback. A trial program is proposed starting with select departments and adding an evaluation committee. Publishing evaluations could help students choose courses and incentivize effective teaching. The proposal references successful programs at other universities like the University of Florida.
The document discusses five ways for managers to address lazy employees: constantly reminding workers of their duties; providing additional training; adding responsibilities; introducing incentives for meeting targets; and having private chats to discuss performance and minimize disagreements. Managing employees effectively is important for the organization's future success.
How to Create a Culture of Feedback (and Why You Should)BambooHR
While doing an annual employee review is great, once-a-year feedback is not enough. According to a 2019 study by Gallup, employees are 2.7 times more likely to be engaged in their jobs and 3 times more likely to do "outstanding" work when when they receive regular, weekly feedback. Your employees want to hear from their managers! But how do you get managers into the habit of giving regular feedback?
Join Jack Altman from Lattice and Liz Weber from Weber Business Services as they teach you how to create a culture of feedback at your organization and show you why a culture of feedback is so essential.
Motivating Your Team: 25 Ways to Increase Employee EngagementRobert Half
A disengaged staff can have a significant negative effect on productivity, customer service levels and retention. This guide discusses how you can keep your workers inspired.
We all know masterpieces rarely happen without some creative risk-taking, but how empowered do creative teams feel when it comes to breaking the mold? The Creative Group and AIGA surveyed more than 750 creative professionals, and the results may surprise you.
How to Gain Leadership Buy-In for Your Training Program BizLibrary
Leadership support is critical to the success of a training program, but many HR departments are challenged in building that bridge and actually gaining the support that is necessary. In this session, Shannon Kluczny and Katie Miller from BizLibrary will look at why leadership buy-in is critical and introduce a 10-step program to make it happen. You’ll walk away with ideas, guides and action plans to implement.
The document discusses the 7Cs of good leadership - Communicate, Collaborate, Care, Create a Culture, Concentrate, Credit, and Coach. Mastering these skills can significantly improve employee engagement, performance, and satisfaction. Regular communication, collaboration, recognition, and coaching help employees feel valued and empowered.
5 Ways to Prepare Your Organization for a Successful 2020BambooHR
As we approach the final months of 2019, it’s helpful to use this year’s successes to create a plan for next year and beyond. But, that can be easier said than done. With an abundance of opinions from leadership and staff and data collected from research, it’s overwhelming trying to prioritize what needs to be done. And when things get overwhelming, it often leads to nothing taking priority.
You don’t have to figure out this plan alone! Join Libby Mullen from BizLibrary and JD Conway from BambooHR as they discuss five strategies every company should use.These strategies come from simple concepts that you can easily implement at your organization to put you on the path to success.
Make Change Work: Leadership Strategies to Build Support and Overcome ResistanceBizLibrary
Seventy percent of change efforts fail to achieve their desired results. The reasons have very little to do with change management and almost everything to do with change leadership.
This webinar will share specific, practical ideas to help your organization be more effective at change. You will walk away with ideas to help you:
Build buy-in and support for change
Overcome resistance to change
Equip your leaders and managers to lead and manage change
Change your organization’s mindset about change and its importance in achieving success
How to Build a Learning Culture to Inspire Employee GrowthBizLibrary
This document discusses the importance of investing in employee learning and development. It notes that employee training and development was the top area of investment for HR in 2019 according to a Payscale study. It provides reasons why companies should invest in this area, such as increased employee engagement, retention, and productivity. It then offers tips on how to motivate employees to prioritize their growth, how to create a learning culture, and a 7-step plan for building such a culture.
This document summarizes 10 keys to motivating employees and improving engagement according to the authors. It discusses the importance of clear goals and expectations, effective training, flexible management, communication, recognition, dealing with poor performance, continuous improvement, coaching, fun work environments, and hiring the right people. Research is presented showing potential performance gains when these strategies are implemented, such as a 16% improvement with clear goals and 24% higher profit margins for companies that invest more in training. The summary emphasizes that top managers utilize all these strategies together rather than focusing on just one.
The document discusses developing a niche portable law practice. It recommends that lawyers narrow their focus by discovering a niche practice area based on their passions, strengths and a growing industry. It also emphasizes creating a detailed plan with goals and actions for business development, learning, and relationship building using both traditional and online marketing strategies. Developing expertise in the niche industry and regularly providing valuable online content can help raise a lawyer's visibility and credibility after establishing their niche practice.
How to Gain Leadership Buy-In for Your Training ProgramBizLibrary
Why is leadership buy-in important? According to Ram Charan, author of Execution: The Discipline of Getting Things Done, seventy percent of strategic failure comes from poor execution – not the actual idea – having well defined processes and leadership buy-in will be the difference between success and failure.”
Leadership support is critical to the success of a training program, but many learning and development professionals are challenged in building that bridge and actually gaining the support that is necessary.
In this session you’ll learn:
• Why leadership buy-in is critical for training and development success
• A five stage leadership buy-in maturity model - what you can expect and how to respond
• A ten step program to gain leadership support in your organization
• How to maintain leadership buy-in
• How to communicate with leadership
• How to manage change
Join Shannon Kluczny*, Vice President of Client Success at BizLibrary, for this one hour webinar. You will walk away with ideas, guides and action plans to implement. This session is perfect for anyone just starting out or struggling to make the leap.
- See more at: http://www.hr.com/en/webcasts_events/webcasts/upcoming_webcasts/how-to-gain-leadership-buy-in-for-your-training-pr_ikehhr72.html#sthash.oz5PFbij.dpuf
Employee retention is a critical issue facing today's organizations, and the competition for talented people is tougher than it has ever been! Replacing an employee can cost your company money, but more importantly, it costs time. Join BizLibrary and learn how to keep your best employees while gaining new talent with these five best practices:
- Develop the leadership skills of your managers
- Clearly define expectations
- Ensure training goals are aligned with company objectives
- Deliver training based on your employees' preferences
- Recognize and reward
Attendees will learn:
-How to maximize employee retention despite challenges
-Key training and development best practice that are easy to -implement to increase employee retention
-How to attract top talent
Discover the Real Causes of Your Low Employee EngagementBizLibrary
Employee engagement has become a global dilemma that has cost companies billions of dollars due to lack of profit and productivity. One of the reasons this dilemma has grown so much is because many companies confuse “engagement” with “satisfaction.” While there is some overlap between the two, most employee engagement initiatives don’t get to the real root causes of disengagement issues, so they never see the results they want.
Let's start back at square one and analyze each piece that is needed to solve this giant puzzle of an organization’s employee engagement.
You’ll learn:
- How the different mindsets of engaged, not-engaged and actively disengaged employees impact their coworkers and the organization
- A few strategic models that structure the factors that will be needed to improve engagement
- Why employee engagement should be viewed as a symptom and not a cause of an organization’s troubles
- How to uncover the correlation between your company’s business challenges and low employee engagement
C-level executives should get involved in building a strong recruitment culture during turbulent times, when talent is especially important. Organizations should develop partner relationships externally and leverage diversity of thought. They should merge HR and marketing to strengthen their employment brand and have a global recruitment strategy. When recruiting, companies should focus on building trust, being transparent, targeting both active and passive candidates, and ensuring all touchpoints provide a great talent experience. They should also focus on soft skills in addition to traditional qualifications and use technology and social networks to streamline the hiring process. Individual outreach is key rather than mass marketing. Building a talent pipeline through talent relationship management can help organizations be proactive, persistent, and honest during uncertainty.
Chameleons, Catfish, and Cybersleuths: The Art of Sourcing and Attracting Mul...Engage
Today’s recruiters are expected to be equal parts hunter and gatherer, asked to both find "unfindable" talent and bring them "home" to an organization that fits. However, for the first time in history, we are dealing with prospective talent from five generations, a situation which could prove incredibly valuable but could also present massive challenges for any growing organization. Each of these five generations has its own individual nuances, attitudes, values, and communication styles, adding another layer of complexity to an organization’s sourcing and talent attraction strategies.
The document discusses strategies for recruiting and retaining top talent. It suggests focusing on company culture fit over just expertise when hiring. It also recommends providing opportunities for employees to grow, maintaining engaging work, and recognizing accomplishments to keep current employees motivated. Proper onboarding, developing relationships among coworkers, and continual hiring of top performers are other tactics covered.
This short document promotes creating presentations using Haiku Deck, a tool for making slideshows. It encourages the reader to get started making their own Haiku Deck presentation and sharing it on SlideShare. In just one sentence, it pitches the idea of using Haiku Deck to easily create engaging slideshows.
This document proposes moving course evaluations at the University of Kansas online and publishing select questions from the evaluations for students. It notes research showing online evaluations can provide more thoughtful feedback. A trial program is proposed starting with select departments and adding an evaluation committee. Publishing evaluations could help students choose courses and incentivize effective teaching. The proposal references successful programs at other universities like the University of Florida.
The document discusses various approaches to language teaching that have been used, including grammar translation, audio-lingualism, cognitive-code learning, the direct method, the natural approach, total physical response, and suggestopedia. It analyzes the strengths and weaknesses of each approach based on principles of second language acquisition theory. Overall, it concludes that newer methods that provide more comprehensible input and focus on meaning over form tend to be more effective based on method comparison research and satisfy criteria derived from SLA theory better than older approaches like grammar translation and audio-lingualism.
The document discusses 5 basic color schemes: primary colors of red, yellow and blue; secondary colors of violet, green and orange which are made by combining two primary colors; complementary colors which are directly across from each other on the color wheel like red and green; analogous colors which are next to each other on the color wheel such as red, red-orange and orange; and monochromatic colors which use a single color plus black and white. Students are instructed to create examples of each color scheme by coloring and labeling a sheet of paper.
The document provides tips for writing effective LinkedIn InMails. It emphasizes personalizing messages by mentioning common connections, groups, employers, schools, or interests. It advises targeting candidates who have been in their role for 1-3 years and sending messages during peak response times. The document warns against asking for resumes, referrals, or offering positions beneath candidates' experience in the first message as these are common pitfalls. It also provides analytics to help refine an InMail strategy over time based on response rates.
The document provides tips for writing effective LinkedIn InMails. It emphasizes personalizing messages by mentioning connections, groups, employers, schools, or interests in common. It advises avoiding asking for resumes or referrals in the first message and not pitching roles below the candidate's level. The best time to send is Thursday mornings. Subject lines should be short, positive, and mention something in the candidate's profile. Analytics can help optimize the approach by examining response and acceptance rates.
With the intent of bringing some creative minds, who are transforming the status quo of various sectors, into limelight, Insights Success brings to you, “Top Creative Leaders Innovating in Business 2019”
eWomenNetwork Meet Our Speakers is a history of our Accelerated Networking Event speakers and their topics. Click the links to be taken to our speaker's social media profiles to connect beyond our monthly meetings. Check out how we're making a difference in Chattanooga, TN.
The document discusses four reasons why leadership training often fails in organizations: 1) Overlooking individual context and assuming a one-size-fits-all approach, 2) Not addressing behavioral change at an individual level, 3) Lacking commitment to change from employees, 4) Failing to properly measure results and track improvements over time. It emphasizes the importance of customizing leadership development to each individual employee and assessing skills development rather than just satisfaction to ensure training success and return on investment.
The document discusses creating predictable business growth through three key areas: leadership, strategic planning, and sales optimization. It provides advice on building trust within executive teams, conducting strategic planning, and implementing sales best practices. The key takeaways are that success requires the right people in leadership, a clear strategic plan, and executing that plan through an integrated sales and marketing engine.
Dan Mori is an entrepreneur, business coach, and speaker who discusses strategies for effectively recruiting, hiring, and retaining talent. In a 90-minute workshop, he covers identifying the best candidates using a systematic approach, improving employee retention, and addressing multi-generational implications. Attendees will leave with real strategies, checklists, and templates. Mori also discusses growing any business by focusing on generating leads, improving conversion rates, increasing prices without losing sales, and dominating the market. In another session, Mori teaches how to best leverage LinkedIn for recruiting and business development by focusing on key areas and automating processes.
6 Ways to Improve Employee Engagement and Create a Culture of LearningBizLibrary
Relationships at work aren’t always easy. And no, we don’t mean office romance. When you hire a new employee – it’s a commitment and relationship. Both the organization and the employee saw something in each other that they loved. Recent research shows many of us are on the road to break-up.
So, how can we nurture our relationships and create a learning culture that is engaged and committed to learning?
Key Learning Objectives:
What is employee engagement and why it’s important
Key characteristics of an engaged learning culture
What can we do to improve employee engagement?
Key managerial competencies and challenges
Trigger Strategies - Brand Influence and Presence - The 3 Keys to the C-Suite...Neil Thornton HBA, MA
A new report for the Human Resource Professionals Association, directed to the Human Resource manager. Brand, Influence and Presence are the 3 keys to success.
The document outlines 21 steps to develop and reinforce leadership skills. Some of the key steps include working hard, having a positive attitude, learning from mentors, taking public speaking courses, investing in training for oneself and employees, focusing training on human elements, and bringing values like honesty and integrity. The overall message is that developing leadership skills requires continuously working to improve oneself, empowering employees, and fostering a positive work culture and environment.
The document outlines 21 steps to develop and reinforce leadership skills. Some of the key steps include working hard, having a positive attitude, learning from proven leaders, investing in training for yourself and employees, public speaking training, and focusing on developing people to their full potential. The overall message is that successful leadership requires motivating and caring for employees, continuously developing skills, and creating a positive work environment where people feel valued and are able to perform to their highest abilities.
The document discusses how business success is increased when both hard skills (technical/measurable skills) and soft skills (relationship skills) are utilized together in a balanced way. Soft skills like communication, teamwork and problem solving are important for business success but can be difficult to measure. The objective is to explore how to determine the right balance of hard and soft skills for greatest business impact. Coaching is presented as an effective way to improve soft skills by changing thinking patterns and developing more effective solutions.
This document describes training and development programs offered by 4Tree. It discusses topics like effective communication, sales, management, workshops for parents and children, and customer care. 4Tree provides customized training materials and uses interactive methods like role-plays and games. Their trainers have extensive experience in industries and jobs and are certified to train others. 4Tree offers a single point of contact and follow-up support to help people grow in their careers.
This document provides a list of 23 potential training topics for organizational and employee development. It includes brief 1-2 sentence descriptions of each topic, such as providing constructive feedback, creating a self-motivating work environment, effective communication skills, and developing vision and mission statements. The contact information is also provided for Ann Y. Frost in Parkersburg, West Virginia to adapt the topics according to specific organizational needs.
Workforce Echoes is a performance consulting and training firm that helps clients attract, motivate, develop, and retain exceptional employees to meet strategic goals. They use blended learning approaches like media-rich training and coaching to improve skills in areas like communication, engagement, hiring, and conflict management. Their goal is to provide clients with the knowledge and resources needed to build an engaged workforce and find success.
Unleashing Potential: Talent Management and Career Development Strategies for...Vanessa Theoharis
The document provides an overview of strategies for talent management and career development. It discusses the importance of recruiting, engaging, and retaining top talent. Specifically, it emphasizes the need to clearly define the employee value proposition, identify core competencies, and establish pathways for professional growth and career advancement. It also provides tips for onboarding new hires, recognizing employee contributions, and creating a flexible and supportive work environment to help organizations attract and maintain top performers.
The document discusses an upcoming business competition and networking events. It provides details on the Step It Up competition, including eligibility, prizes, and judging criteria. The document also lists the dates and locations for upcoming Business Mixer networking events in November in Chicago, Phoenix, and Denver. The events will include discussions on business topics and the announcement of the competition winners.
Engage_Executives_advocates_InfluitiveKevin K. Lau
This document provides guidance on how to engage executive advocates in marketing programs. It discusses that executives are motivated by personal, corporate, and employee growth. Some key ways to engage executives include making challenges quick, rewarding them with experiences over gifts, showing how participation can help with growth, keeping messages concise, curating relevant content for their industry, stroking their ego by incorporating their feedback, and having your own executives participate in the program.
Creating A Sustainable Employee Engagement CultureDavid Perry
The document discusses 10 keys to creating a sustainable employee engagement culture through common cause. The keys are grouped under the principles of challenge, communication, and compensation. Under challenge are: setting vision and goals, expecting executive excellence, and allowing creative license. Communication keys include: dialogue with a positive attitude, positive reinforcement, allowing no-fault adaptation, and involving employees in decision making. Compensation keys are: exceeding industry norms for pay, long-term financial ties to the company, and over-the-top rewards for top performance.
What are Some Much Needed Leadership Skills That Budding Entrepreneurs Must I...Executive Coaching Orlando
Nowadays, a lot of millennials are focusing on opening new startups and becoming successful entrepreneurs. However, without developing leadership skills you are going to face immense problems in managing your business as an entrepreneur. There are certain leadership traits of entrepreneurs who have made it big in their life. Have a look at the slide to know the much-needed leadership traits that you must inculcate as an entrepreneur.
Over the years, employee recognition has evolved from being a nice way to thank employees for their years of service, to something that can have a significant and meaningful impact on your workforce and your business. And because of this, it’s no longer seen as a “nice to do'', but a “have to do”.
However, as with anything in life and in business, it’s all about how you do it - do it the right way and you reap the benefits, do it the wrong way and you waste your time, energy and your company’s money.
It’s this “right way” of doing recognition that we will explore in this guide, sharing tips and stories to help you achieve the many positive impacts that it can deliver to your employees and your company.
How to Implement a Real Estate CRM SoftwareSalesTown
To implement a CRM for real estate, set clear goals, choose a CRM with key real estate features, and customize it to your needs. Migrate your data, train your team, and use automation to save time. Monitor performance, ensure data security, and use the CRM to enhance marketing. Regularly check its effectiveness to improve your business.
Easily Verify Compliance and Security with Binance KYCAny kyc Account
Use our simple KYC verification guide to make sure your Binance account is safe and compliant. Discover the fundamentals, appreciate the significance of KYC, and trade on one of the biggest cryptocurrency exchanges with confidence.
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations
HOW TO START UP A COMPANY A STEP-BY-STEP GUIDE.pdf46adnanshahzad
How to Start Up a Company: A Step-by-Step Guide Starting a company is an exciting adventure that combines creativity, strategy, and hard work. It can seem overwhelming at first, but with the right guidance, anyone can transform a great idea into a successful business. Let's dive into how to start up a company, from the initial spark of an idea to securing funding and launching your startup.
Introduction
Have you ever dreamed of turning your innovative idea into a thriving business? Starting a company involves numerous steps and decisions, but don't worry—we're here to help. Whether you're exploring how to start a startup company or wondering how to start up a small business, this guide will walk you through the process, step by step.
The Genesis of BriansClub.cm Famous Dark WEb PlatformSabaaSudozai
BriansClub.cm, a famous platform on the dark web, has become one of the most infamous carding marketplaces, specializing in the sale of stolen credit card data.
How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...Aleksey Savkin
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Key Components:
- Stakeholder Analysis
- Strategy Decomposition
- Adoption of Business Frameworks
- Goal Setting
- Initiatives and Action Plans
- KPIs and Performance Metrics
- Learning and Adaptation
- Alignment and Cascading of Scorecards
Benefits:
- Systematic strategy formulation and execution.
- Framework flexibility and automation.
- Enhanced alignment and strategic focus across the organization.
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...Neil Horowitz
On episode 272 of the Digital and Social Media Sports Podcast, Neil chatted with Brian Fitzsimmons, Director of Licensing and Business Development for Barstool Sports.
What follows is a collection of snippets from the podcast. To hear the full interview and more, check out the podcast on all podcast platforms and at www.dsmsports.net
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
How MJ Global Leads the Packaging Industry.pdfMJ Global
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Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....Lacey Max
“After being the most listed dog breed in the United States for 31
years in a row, the Labrador Retriever has dropped to second place
in the American Kennel Club's annual survey of the country's most
popular canines. The French Bulldog is the new top dog in the
United States as of 2022. The stylish puppy has ascended the
rankings in rapid time despite having health concerns and limited
color choices.”
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At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
2. 2
what you get!
Shane Bywater has worked in
highly successful roles for over
twenty-five years, in sales, service,
product management, leadership
and learning and development
functions. This is across a range of
industries and contexts that includes
telecommunications and IT, banking,
energy, marketing, mining and NGOs.
This diverse background gives him
the key ingredients to be a successful,
sustainable performer in the
marketplace.
He brings these elements together to
achieve outcomes that address the
business needs of his clients.
Shane’s engaging, energetic, yet
uncomplicated style allows him
to connect with people of various
roles, making them feel at ease,
whilst providing valuable insight. He
works with senior leaders, middle
management and frontline staff.
Shane is active in charity work and
sees this as a natural extension of his
passion and enthusiasm of working
with people.
Shane has qualifications that include
a Bachelor’s Degree, Marketing
Management Diploma and has a
technical background. He also is
accredited in DiSC and Situational
Leadership.
Shane’s success in high-end corporate
life is something you can draw upon.
He provides external perspectives and
insights that will immediately result in
improved business results.
Shane’s Keynote presentations and
workshops are entertaining and
insightful, challenging the hearts and
minds of your people - to action areas
that will increase their performance.
Examples of his capabilities cover areas
such as sales and customer service
strategies; relationship development
methodologies, developing coaching
and mentoring programs; reviewing
the effectiveness of
existing learning
programs and
design, project
management; and
implementation
of development
initiatives.
Contact
Shane@ShaneBywater.com
0488 555 981
ShaneBywater.com
Shane is a business expert who provides fresh
insights and relevant perspectives that will
transform your people and business outcomes.
3. KEYNOTES AND WORKSHOPS: OVERVIEW
Dialling Into the Needs of Others
Without Pushing Their Buttons
The ABC of Coaching
Excellence
Magical Ways to Change
People’s Minds
Copping It On the Chin and
Doing It With a Smile
1
2
3
4
3
How many times do project
deadlines creep, or sales
opportunities are delayed, or
reports aren’t handed in on time?
Why is this?
Many times, the people involved
have had misunderstandings of
what was required. Sometimes,
one party simply missed the point
altogether.
How frustrating can that be? It’s
happening all the time, and it is
proving to be a major source of
corporate waste and inefficiency.
Typically, you will find it wasn’t the
process that broke down - but the
people in the process.
Key influencers KNOW how to
D.I.A.L. into others - and get the
best out of them.
In this session, Shane will challenge
you and your people to think about
your preferred means of operating.
You will also establish how people
behave and process differently to
you. He will then show you how
to D.I.A.L. in to the way people
process information and prefer to
operate.
This will result in understanding
how to positively persuade and
communicate with people more
effectively.
Being a Key Influencer is critical in
today’s marketplace - and Shane
will unlock simple ways to do that
for you - that you can use the very
next day.
1Dialling Into the Needs of Others
Without Pushing Their Buttons
4. 4
The ABC of Coaching
Excellence
There is so much time, energy and money
spent on individual contributors to improve
their performance.
Yet, the real upside in your
business performance rests in the
people who lead your individual
contributors. This is where the
real return is. Research shows
that leaders want to coach their
people, but sadly, very few do.
Let Shane encourage and inspire your
leaders to be the coaches they want to be
and the coaches you NEED them to be.
Your business performance depends on it.
In this session, Shane will show your people the ‘why’
of coaching, and then share three key ingredients that
every coach must do to ensure they are successfully
leading their people.
2
Success in business is 85% ability to
relate to other people and attitude and
only 15% job knowledge and
technical skills.
Study: Carnegie Foundation, 2005
4
3
Learn ways to positively influence
and pursuade others. You will be
able to apply key, proven principles
of influence that will directly impact
your ability to work with and through
people.
Learn how to present proposals
to customers, discuss ideas with
your manager, respond to difficult
situations with colleagues, or improve
the way people receive your input at
meetings.
Learn about the different types of
‘power’ people use on a daily basis.
Shane will also draw on the comprehensive
work of Dr. Robert Cialidini and how you can
apply influence ‘levers’ to be a more effective
communicator.
Magical Ways to
Change People’s
Minds
5. Copping It On the Chin and Doing
It With a Smile
Learn More:
www.ShaneBywater.com
www.KapowTraining.com
www.SkillPills.com.au
4
5
1
2
3
4
5
Engage
Explore
Check
Collaborate
Check
Five Step
Framework
The workplace is a
kaleidoscope of different
personalities, cultures,
experiences and biases. Whilst this
diversity can result in positive outcomes,
many times, these differences can result
in emotional outbursts and conflicts.
Conflicts and objections can arise with
customers, different business units and
even colleagues.
Is there a way to navigate through
objections and difficult situations and
come out the other end with win-win
outcomes?
Yes there is!! You don’t need to defend,
defer or destroy the other party.
Shane will show you a proven five-
step framework that will give you and
your people every opportunity to handle
difficult situations with maturity and
professionalism.
Despite what is ‘coming at you’, you
will learn to control the scenario and
collaboratively seek win-win outcomes.
Specifically, in this session, Shane will
establish the reasons people object, why
we often ‘fight back’ - and how you can
handle those objections in a way that
respects the other person - and gets
those mutual outcomes both parties
need.
Whether it’s a
happy customer
or colleague,
everybody
wins!
Copping It On the Chin and Doing
It With a Smile