This document discusses principles of teaching and learning. It covers key concepts like the teaching process which involves planning, implementation, and assessment. Effective teaching principles include being a role model, involving active learning, using prior knowledge, making concepts meaningful, encouraging cooperation, and providing goal-oriented and helpful feedback. The goals of teaching are to create independent and self-regulated learners. Learning involves cognitive, affective, and psychomotor domains.
This document summarizes a presentation about reflection, revalidation, and appraisal for continuing professional development. It discusses keeping records of learning and development over time in a portfolio to demonstrate growth. The goals are to reflect on experience, evaluate outcomes, and consider how future practice may change. Thank you is expressed at the end.
KINSHIP enterprise is a social business consultancy that believes every organisation has the potential to become a true social business – a business that empowers its people and customers to achieve and innovate through collaboration and achieves engagement at scale
The Big6: Information Literacy and Executive Skills - Future-proofing StudentsBig6 Associates, LLC
Presentation by Bob Berkowitz at AASL 2011, "Turn the Page" Conference, Minneapolis, MN. Berkowitz poses the questions "What higher-level thinking skills will students need most in the future,"and "how can teacher librarians and classroom teachers integrate strategies that put students in a position to succeed for a lifetime?"
This document outlines leadership competencies and behaviors for success. It discusses 15 specific competencies across three categories: individual leader, people leader, and senior leader. The competencies include behaviors like aspiring high, thinking broadly, building talent, leading with vision, planning for the future, driving execution, and continuous improvement. Developing these competencies can provide direction for an organization and foundation for talent management. Self-reflection is important to understand how the competencies apply to one's own role and goals.
Damita J. Byrd has over 15 years of experience in diversity and inclusion roles, currently serving as Manager of Diversity and Inclusion at ConAgra Foods. She is responsible for developing and implementing their corporate diversity strategy, managing employee resource groups, and developing metrics to monitor diversity initiatives. Prior to this role, she held other diversity-focused positions at ConAgra Foods as well as roles in accounting, finance, and portfolio management at other companies. She has a Bachelor's degree in Communications and several certifications related to diversity and inclusion.
MM Bagali........ Skills and Comptency........ HR Development...... Managemen...dr m m bagali, phd in hr
The document discusses competencies for various roles and contexts. It begins by outlining competencies needed for successful careers in human resources, including both HR content knowledge and personal competencies. It then discusses competencies for research, leadership at different levels (self, others, organization), and in the insurance industry. Competencies are framed as clusters that define superior performance in key work activities.
This document discusses principles of teaching and learning. It covers key concepts like the teaching process which involves planning, implementation, and assessment. Effective teaching principles include being a role model, involving active learning, using prior knowledge, making concepts meaningful, encouraging cooperation, and providing goal-oriented and helpful feedback. The goals of teaching are to create independent and self-regulated learners. Learning involves cognitive, affective, and psychomotor domains.
This document summarizes a presentation about reflection, revalidation, and appraisal for continuing professional development. It discusses keeping records of learning and development over time in a portfolio to demonstrate growth. The goals are to reflect on experience, evaluate outcomes, and consider how future practice may change. Thank you is expressed at the end.
KINSHIP enterprise is a social business consultancy that believes every organisation has the potential to become a true social business – a business that empowers its people and customers to achieve and innovate through collaboration and achieves engagement at scale
The Big6: Information Literacy and Executive Skills - Future-proofing StudentsBig6 Associates, LLC
Presentation by Bob Berkowitz at AASL 2011, "Turn the Page" Conference, Minneapolis, MN. Berkowitz poses the questions "What higher-level thinking skills will students need most in the future,"and "how can teacher librarians and classroom teachers integrate strategies that put students in a position to succeed for a lifetime?"
This document outlines leadership competencies and behaviors for success. It discusses 15 specific competencies across three categories: individual leader, people leader, and senior leader. The competencies include behaviors like aspiring high, thinking broadly, building talent, leading with vision, planning for the future, driving execution, and continuous improvement. Developing these competencies can provide direction for an organization and foundation for talent management. Self-reflection is important to understand how the competencies apply to one's own role and goals.
Damita J. Byrd has over 15 years of experience in diversity and inclusion roles, currently serving as Manager of Diversity and Inclusion at ConAgra Foods. She is responsible for developing and implementing their corporate diversity strategy, managing employee resource groups, and developing metrics to monitor diversity initiatives. Prior to this role, she held other diversity-focused positions at ConAgra Foods as well as roles in accounting, finance, and portfolio management at other companies. She has a Bachelor's degree in Communications and several certifications related to diversity and inclusion.
MM Bagali........ Skills and Comptency........ HR Development...... Managemen...dr m m bagali, phd in hr
The document discusses competencies for various roles and contexts. It begins by outlining competencies needed for successful careers in human resources, including both HR content knowledge and personal competencies. It then discusses competencies for research, leadership at different levels (self, others, organization), and in the insurance industry. Competencies are framed as clusters that define superior performance in key work activities.
Check our 2016 program directory!
For more information check in our website.
Productivity programs: http://greenbookslearning.com/programs/productivity
Communication programs: http://greenbookslearning.com/programs/communication
Training evaluation programs: http://greenbookslearning.com/programs/training-evaluation
The document describes Whiteboard Youth Ventures' Young Entrepreneur Challenge program, which aims to empower high school students through entrepreneurship education. The 6-day program teaches business skills and knowledge through workshops and challenges students to develop business ideas. Over 400 students from 25+ countries have participated. The program culminates in a final showcase where students present their ideas. Successful participants join Whiteboard's global alumni network and receive a certificate. The goal is to help launch 100 student-founded businesses in the next 5 years.
Great section on how to segment financial advisors and encourage adoption of social marketing tools. Thanks to Nicolas De Ridder at Hootsuite for sharing.
This resume is for Kelly Elizabeth Goins, who has an MBA from Keller Graduate School of Management and a BS in Technical Management from Devry University. She has over 5 years of experience in social media integration and digital marketing. Currently, she is an adjunct business instructor at Chabot-Las Positas Community College and the founder of NuGenuity Marketing Consultants, where she serves as a visionary implementation specialist developing marketing strategies for brands.
Many companies today strive to be “thought leaders,” but only a select few truly live up to that aspiration. Thought leadership requires a unique point of view, the ability to provide valuable information, and a layered approach to disseminating that information. For the few companies who achieve it, thought leadership is proven to drive long-term and higher-value customer relationships and increase brand affinity and loyalty.
Stacey King Gordon of Suite Seven led a workshop during LoyaltyExpo 2014 in Orlando, Florida. The workshop explored what makes a thought leader, best practices for thought leadership, and how to develop a publishing and content strategy to help companies grow into true thought leaders — helping with everything from navigating internal politics to prioritizing resources.
The core values are the guiding principles that dictate behavior and action. Core values can help people to know what is right from wrong; they can help organizations determine if they are on the right path and fulfilling their strategic goals; and they create an unwavering and unchanging guide to an organization’s identity.
Sustainable competitive advantage derives from strenuous efforts to identify, cultivate, and exploit an organization's core competencies. Opportunities exist in strategy development, management techniques, collaboration mechanisms, knowledge sharing and learning, and knowledge capture and storage.
141107 leadership and organisational developmentDenise Lofts
This document discusses leadership pathways, systems leadership, developing leadership mindsets and capabilities, and organizational transformation. It provides key points on leadership excellence and innovation, building cultures of collective efficacy, and developing leadership agility from achieving to enabling orientations. Systems leadership involves developing and leading improvements, acting as a curriculum innovator, and building capabilities to lead transformative change. Developing leadership requires both mindsets like self-awareness and capabilities like skills and expertise. Organizational effectiveness is built through cultures of innovation and personal and collective efficacy.
Insight Experience is a company that helps leading companies develop leaders and execute strategy through business simulations and leadership development experiences. They work globally across industries with a focus on Fortune 1000 clients. Matrix organizations have become more complex with multiple dimensions including functions, business units, geographies, products, and channels. Leading in a matrix requires developing skills in three levers - perspective, relationships, and operating model. Mastering the complexity of the matrix can provide organizations with a competitive advantage.
This document outlines an HR-driven business sustainability development program with the following key objectives: provide strategic direction, equip employees, enhance engagement, and drive productivity and innovation. It details the contents, business results, and developmental phases of the program, focusing on organization development, process improvement, and talent development. Measurement and tools are provided to develop people and management competencies, culture, and engagement through training, coaching, and other interventions over a 5-year period.
Modern Learning in Action, The Home DepotTerry Barber
Jimmy Parker, the Director of Leadership Experience, and Larry Mohl, Co-Founder and CEO of Jubi, Inc, a learning transfer platform, presented this case study at ATD 2017, Atlanta.
SAMPLE Mentoring Makes a Difference Presentation.pptafreddy9639
This document provides an overview of mentoring and outlines the key benefits and components of an effective mentoring program. It discusses that mentoring programs can help manage knowledge, ease transitions, promote networking and development, and help retain talent. A credible mentoring program requires commitment from top management, clear expectations and goals aligned with corporate strategy, training for mentors and mentees, and evaluation of results. The document also provides details on the roles of a mentoring program facilitator and the typical steps to implement a program, from recruitment to ongoing management and assessment of impacts.
This document discusses leadership challenges for project, program, and portfolio managers. It begins by defining leadership and outlining what will be covered, including the role of the PPM leader, leadership styles, emotional intelligence, and personal resilience. It then discusses some of the specific challenges PPM leaders face, such as diverse stakeholders, transient teams, and new products/methods. The document provides seven keys to project leadership and examines why programs succeed or fail. It stresses the importance of leadership, alignment between business and suppliers, managing dependencies and risks, and having a clear end goal. The document emphasizes that to be a successful leader requires training, experience, a support network, continuous learning, and resilience.
Best Practices for Developing Your Emerging LeadersBizLibrary
This document summarizes a webinar presentation about developing leadership programs. It introduces the presenters and provides an overview of 5 ways to unlock the hidden value in emerging leaders: 1) strong executive involvement, 2) tailored leadership competencies, 3) alignment with business strategy, 4) targeting multiple levels of leadership, and 5) learn by doing and application. It then discusses each of these 5 areas in more detail and provides examples and research to support developing effective leadership programs.
The document summarizes a two-day strategy session for middle managers and supervisors. The session aims to improve professional and personal development skills through interactive exercises and discussions around topics like leadership, problem-solving, decision-making, and aligning individual and team goals with organizational strategy. Facilitators will use lectures, group activities, videos, and feedback to help participants gain clarity on performance expectations and better coordinate efforts to achieve shared objectives.
The document discusses competency-based human resource (HR) management. It provides a framework for building a competency-based HR system aligned with business strategy. Key aspects include developing a competency model, using competency-based interviewing for selection, competency-based career planning, training & development, and performance management. Competencies are defined as a combination of skills, attitudes, and knowledge reflected in observable job behaviors. Competency models focus on how jobs are performed rather than just tasks. Competency-based approaches aim to improve the accuracy and objectivity of HR functions.
This document summarizes the services provided by Resource Management International, Inc. (RMI) to help organizations enhance their competitive advantage through leadership, sales, marketing and training solutions. RMI has over 25 years of experience partnering with hundreds of clients worldwide to develop customized blended learning programs. These programs combine facilitated group sessions with online learning to accelerate the transfer of knowledge and skills into top and bottom line results. RMI's tailored solutions address a variety of challenges organizations may face, such as lack of leadership, poor management, and weak sales performance.
LEADERSHIP PERSONAL MARKETING AND BRANDING FOR CAREER DEVELOPMENT.pptxdennislukaaya2
This document discusses leadership, personal branding, and career development. It covers key topics such as:
- The importance of leadership skills like goal setting, motivation, and developing teamwork.
- Personal branding involves managing the impressions others have of you in order to differentiate yourself and maximize career potential.
- Career development is an ongoing process that involves self-assessment, exploring career paths, setting goals, acquiring skills through training, and performing tasks to progress in one's career.
- Social media can be leveraged to strengthen a personal brand by engaging with the right target audience on relevant platforms and establishing value through consistent, high-quality content and engagement.
The document outlines the typical structure of an opinion essay, noting it usually includes an introductory paragraph stating the opinion or issue, two body paragraphs with arguments or reasons to support the stated opinion, an optional third body paragraph, and a concluding paragraph restating the opinion. It also provides examples of introducing the topic, presenting supporting points with evidence, and concluding the essay.
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Check our 2016 program directory!
For more information check in our website.
Productivity programs: http://greenbookslearning.com/programs/productivity
Communication programs: http://greenbookslearning.com/programs/communication
Training evaluation programs: http://greenbookslearning.com/programs/training-evaluation
The document describes Whiteboard Youth Ventures' Young Entrepreneur Challenge program, which aims to empower high school students through entrepreneurship education. The 6-day program teaches business skills and knowledge through workshops and challenges students to develop business ideas. Over 400 students from 25+ countries have participated. The program culminates in a final showcase where students present their ideas. Successful participants join Whiteboard's global alumni network and receive a certificate. The goal is to help launch 100 student-founded businesses in the next 5 years.
Great section on how to segment financial advisors and encourage adoption of social marketing tools. Thanks to Nicolas De Ridder at Hootsuite for sharing.
This resume is for Kelly Elizabeth Goins, who has an MBA from Keller Graduate School of Management and a BS in Technical Management from Devry University. She has over 5 years of experience in social media integration and digital marketing. Currently, she is an adjunct business instructor at Chabot-Las Positas Community College and the founder of NuGenuity Marketing Consultants, where she serves as a visionary implementation specialist developing marketing strategies for brands.
Many companies today strive to be “thought leaders,” but only a select few truly live up to that aspiration. Thought leadership requires a unique point of view, the ability to provide valuable information, and a layered approach to disseminating that information. For the few companies who achieve it, thought leadership is proven to drive long-term and higher-value customer relationships and increase brand affinity and loyalty.
Stacey King Gordon of Suite Seven led a workshop during LoyaltyExpo 2014 in Orlando, Florida. The workshop explored what makes a thought leader, best practices for thought leadership, and how to develop a publishing and content strategy to help companies grow into true thought leaders — helping with everything from navigating internal politics to prioritizing resources.
The core values are the guiding principles that dictate behavior and action. Core values can help people to know what is right from wrong; they can help organizations determine if they are on the right path and fulfilling their strategic goals; and they create an unwavering and unchanging guide to an organization’s identity.
Sustainable competitive advantage derives from strenuous efforts to identify, cultivate, and exploit an organization's core competencies. Opportunities exist in strategy development, management techniques, collaboration mechanisms, knowledge sharing and learning, and knowledge capture and storage.
141107 leadership and organisational developmentDenise Lofts
This document discusses leadership pathways, systems leadership, developing leadership mindsets and capabilities, and organizational transformation. It provides key points on leadership excellence and innovation, building cultures of collective efficacy, and developing leadership agility from achieving to enabling orientations. Systems leadership involves developing and leading improvements, acting as a curriculum innovator, and building capabilities to lead transformative change. Developing leadership requires both mindsets like self-awareness and capabilities like skills and expertise. Organizational effectiveness is built through cultures of innovation and personal and collective efficacy.
Insight Experience is a company that helps leading companies develop leaders and execute strategy through business simulations and leadership development experiences. They work globally across industries with a focus on Fortune 1000 clients. Matrix organizations have become more complex with multiple dimensions including functions, business units, geographies, products, and channels. Leading in a matrix requires developing skills in three levers - perspective, relationships, and operating model. Mastering the complexity of the matrix can provide organizations with a competitive advantage.
This document outlines an HR-driven business sustainability development program with the following key objectives: provide strategic direction, equip employees, enhance engagement, and drive productivity and innovation. It details the contents, business results, and developmental phases of the program, focusing on organization development, process improvement, and talent development. Measurement and tools are provided to develop people and management competencies, culture, and engagement through training, coaching, and other interventions over a 5-year period.
Modern Learning in Action, The Home DepotTerry Barber
Jimmy Parker, the Director of Leadership Experience, and Larry Mohl, Co-Founder and CEO of Jubi, Inc, a learning transfer platform, presented this case study at ATD 2017, Atlanta.
SAMPLE Mentoring Makes a Difference Presentation.pptafreddy9639
This document provides an overview of mentoring and outlines the key benefits and components of an effective mentoring program. It discusses that mentoring programs can help manage knowledge, ease transitions, promote networking and development, and help retain talent. A credible mentoring program requires commitment from top management, clear expectations and goals aligned with corporate strategy, training for mentors and mentees, and evaluation of results. The document also provides details on the roles of a mentoring program facilitator and the typical steps to implement a program, from recruitment to ongoing management and assessment of impacts.
This document discusses leadership challenges for project, program, and portfolio managers. It begins by defining leadership and outlining what will be covered, including the role of the PPM leader, leadership styles, emotional intelligence, and personal resilience. It then discusses some of the specific challenges PPM leaders face, such as diverse stakeholders, transient teams, and new products/methods. The document provides seven keys to project leadership and examines why programs succeed or fail. It stresses the importance of leadership, alignment between business and suppliers, managing dependencies and risks, and having a clear end goal. The document emphasizes that to be a successful leader requires training, experience, a support network, continuous learning, and resilience.
Best Practices for Developing Your Emerging LeadersBizLibrary
This document summarizes a webinar presentation about developing leadership programs. It introduces the presenters and provides an overview of 5 ways to unlock the hidden value in emerging leaders: 1) strong executive involvement, 2) tailored leadership competencies, 3) alignment with business strategy, 4) targeting multiple levels of leadership, and 5) learn by doing and application. It then discusses each of these 5 areas in more detail and provides examples and research to support developing effective leadership programs.
The document summarizes a two-day strategy session for middle managers and supervisors. The session aims to improve professional and personal development skills through interactive exercises and discussions around topics like leadership, problem-solving, decision-making, and aligning individual and team goals with organizational strategy. Facilitators will use lectures, group activities, videos, and feedback to help participants gain clarity on performance expectations and better coordinate efforts to achieve shared objectives.
The document discusses competency-based human resource (HR) management. It provides a framework for building a competency-based HR system aligned with business strategy. Key aspects include developing a competency model, using competency-based interviewing for selection, competency-based career planning, training & development, and performance management. Competencies are defined as a combination of skills, attitudes, and knowledge reflected in observable job behaviors. Competency models focus on how jobs are performed rather than just tasks. Competency-based approaches aim to improve the accuracy and objectivity of HR functions.
This document summarizes the services provided by Resource Management International, Inc. (RMI) to help organizations enhance their competitive advantage through leadership, sales, marketing and training solutions. RMI has over 25 years of experience partnering with hundreds of clients worldwide to develop customized blended learning programs. These programs combine facilitated group sessions with online learning to accelerate the transfer of knowledge and skills into top and bottom line results. RMI's tailored solutions address a variety of challenges organizations may face, such as lack of leadership, poor management, and weak sales performance.
LEADERSHIP PERSONAL MARKETING AND BRANDING FOR CAREER DEVELOPMENT.pptxdennislukaaya2
This document discusses leadership, personal branding, and career development. It covers key topics such as:
- The importance of leadership skills like goal setting, motivation, and developing teamwork.
- Personal branding involves managing the impressions others have of you in order to differentiate yourself and maximize career potential.
- Career development is an ongoing process that involves self-assessment, exploring career paths, setting goals, acquiring skills through training, and performing tasks to progress in one's career.
- Social media can be leveraged to strengthen a personal brand by engaging with the right target audience on relevant platforms and establishing value through consistent, high-quality content and engagement.
Similar to Social Emotional Learning for Primary, Secondary and High school (20)
The document outlines the typical structure of an opinion essay, noting it usually includes an introductory paragraph stating the opinion or issue, two body paragraphs with arguments or reasons to support the stated opinion, an optional third body paragraph, and a concluding paragraph restating the opinion. It also provides examples of introducing the topic, presenting supporting points with evidence, and concluding the essay.
This document provides information and tips about descriptive writing. It begins by defining descriptive writing as using details to vividly describe people, places, objects, and events. It then lists several elements that make for effective descriptive writing, including using vivid language, appealing to the senses, showing rather than telling, and using figurative language like similes and metaphors. The document proceeds to give specific tips for writing descriptively, such as focusing on key details and revising work. It also suggests transforming non-descriptive sentences into ones that incorporate more sensory details and figurative language. In the next sections, it provides exercises matching literary devices to their definitions and identifying the senses used in sample sentences.
This document provides guidance on persuasive writing. It begins by defining persuasive text as writing that aims to convince readers by presenting compelling arguments supported by evidence. It then lists several key steps to effective persuasive writing, including identifying the audience, choosing a clear position, researching evidence, structuring the argument, using persuasive language and techniques, and addressing counterarguments. Finally, it discusses rhetorical devices like logos, pathos, and ethos that can strengthen persuasive appeals.
The document provides guidance on how to write an essay, noting that an essay analyzes a topic from different perspectives while expressing an opinion. It states that an essay should have a clear purpose, formal tone and style, coherent structure with an introduction, body paragraphs, and conclusion, and well-connected ideas presented in a logical order. The document also provides examples of essay structures and questions to help understand the requirements of writing a Part 1 essay.
This document contains several short passages with general topics and sentences that do not clearly establish the main idea or focus of each passage. The topics and sentences are unrelated and do not flow cohesively to summarize any key information.
Josh hears a voice in his math class that only he can hear. The voice comes back when Josh is falling asleep, and Josh decides to talk to it. He learns the voice belongs to a boy named Taz who goes to a nearby school. Josh plans to meet Taz the next Saturday to discuss the voice further.
Covey says most people look for quick fixes. They see a big success and want to know how he did it, believing (and hoping) they can do the same following a quick bullet list.
But real change, the author says, comes not from the outside in, but from the inside out. And the most fundamental way of changing yourself is through a paradigm shift.
That paradigm shift is a new way of looking at the world. The 7 Habits of Highly Effective People presents an approach to effectiveness based on character and principles.
The first three habits indeed deal with yourself because it all starts with you. The first three habits move you from dependence from the world to the independence of making your own world.
Habits 4, 5 and 6 are about people and relationships. The will move you from independence to interdependence. Such, cooperating to achieve more than you could have by yourself.
The last habit, habit number 7, focuses on continuous growth and improvement.
ProSocial Behaviour - Applied Social Psychology - Psychology SuperNotesPsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
Aggression - Applied Social Psychology - Psychology SuperNotesPsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
You may be stressed about revealing your cancer diagnosis to your child or children.
Children love stories and these often provide parents with a means of broaching tricky subjects and so the ‘The Secret Warrior’ book was especially written for CANSA TLC, by creative writer and social worker, Sally Ann Carter.
Find out more:
https://cansa.org.za/resources-to-help-share-a-parent-or-loved-ones-cancer-diagnosis-with-a-child/
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A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
2. What’s SEL?
• Children learn to
UNDERSTAND and
MANAGE their emotions,
set goals, show empathy
for others, establish
positive relationships, and
make responsible
decisions
2
3. What’s Intelligence?
Intelligence is higher level
ability to learn and apply
knowledge effectively in
various situations, solve
problems, adapt to new
situations, and learn from
experiences. 3
4. What’s Emotional
Intelligence?
Emotional intelligence is the ability
to recognize, understand,
manage, and express one's
own emotions, as well as to
perceive and influence
the emotions of others in a positive
and constructive way.
4
14. Meet our team
Takuma Hayashi
President
Mirjam Nilsson
Chief Executive Officer
Flora Berggren
Chief Operations Officer
Rajesh Santoshi
VP Marketing
Presentation title 14
15. Meet our extended team
Takuma Hayashi
President
Graham Barnes
VP Product
Mirjam Nilsson
Chief Executive Officer
Rowan Murphy
SEO Strategist
Flora Berggren
Chief Operations Officer
Elizabeth Moore
Product Designer
Rajesh Santoshi
VP Marketing
Robin Kline
Content Developer
Presentation title 15
16. Plan for product launch
Presentation title 16
Planning
Synergize scalable
e-commerce
Marketing
Disseminate
standardized
metrics
Design
Coordinate e-
business
applications
Strategy
Foster holistically
superior
methodologies
Launch
Deploy strategic
networks with
compelling e-
business needs
17. Timeline
Presentation title 17
Synergize scalable e-
commerce
Sep 20XX
Disseminate standardized
metrics
Nov 20XX
Coordinate e-business
applications
Jan 20XX
Foster holistically superior
methodologies
Mar 20XX
Deploy strategic networks with
compelling e-business needs
May 20XX
18. Areas of focus
B2B market scenarios
• Develop winning strategies to keep ahead of the
competition
• Capitalize on low-hanging fruit to identify a ballpark
value
• Visualize customer directed convergence
Cloud-based opportunities
• Iterative approaches to corporate strategy
• Establish a management framework from the inside
Presentation title 18
19. How we get there
ROI
• Envision multimedia-based
expertise and cross-media
growth strategies
• Visualize quality intellectual
capital
• Engage worldwide
methodologies with web-
enabled technologies
Niche markets
• Pursue scalable customer
service through sustainable
strategies
• Engage top-line web services
with cutting-edge deliverables
Supply chains
• Cultivate one-to-one customer
service with robust ideas
• Maximize timely deliverables
for real-time schemas
Presentation title 19
20. Summary
At Contoso, we believe in giving 110%. By using our next-generation
data architecture, we help organizations virtually manage agile
workflows. We thrive because of our market knowledge and great
team behind our product. As our CEO says, "Efficiencies will come
from proactively transforming how we do business."
Presentation title 20