This document provides information about Guetchu, a company that develops innovative training programs focused on soft skills. Guetchu aims to create the best educational experiences by balancing knowledge, skills, goals, and satisfaction. They offer training, certification, needs analysis, coaching and consulting in areas like communication, teamwork, negotiation, and interpersonal skills. Research cited shows that soft skills account for 85% of job success but only 21% of organizational training budgets. Guetchu provides trendsetting soft skills courses and certifications to help individuals and organizations.
Diversity is a critical issue for organizations. To devalue and exclude employees because they are different is to also place limitations on their contributions and ability to grow. At its best, diversity is a business strategy that has been shown to increase an organization’s ability to achieve better bottom-line performance and sustain its growth and prosperity.
Navigating Difficult Conversations: Deliver Your Message with Poise, Empathy ...HRDQ-U
Difficult conversations are inevitable in any workplace. Those conversations can create unhappiness, stress, and tension. They can also impair and even destroy relationships. When handled poorly, they are likely to result in serious problems that interfere with productivity and leave everyone involved feeling frustrated and dissatisfied.
You can’t avoid these kinds of conversations, but you can learn how to handle them more effectively. Developing the ability to handle these challenges will pay off in terms of reduced stress, increased confidence, improved relationships, increased trust, fewer problems, better teamwork, higher productivity, and better career opportunities.
Breaking the Code of Interview Implicit Bias to Value Different Gender Compet...Deanna Kosaraju
Breaking the Code of Interview Implicit Bias to Value Different Gender Competencies
Bonita Banducci, Banducci Consulting
Live at Santa Clara University - Room #330C located on the 3rd floor of the Learning Commons
Voices 2015 - www.globaltechwomen.com
Session Length: 1 hour
Implicit Bias Workshops and exercises are being shared widely on the internet. Some of the solutions are:
"Determine precisely what skills and attributes you are hiring for."
"Ask exactly the same questions to each candidate."
But what about the implicit bias in determining what skills you are valuing--beyond traditional management and leadership competencies?
How can interviewers recognize the often invisible, unarticulated, undervalued and often misinterpreted competencies of more "relational and collectivist" people--often women and men and women from different cultures?
Bonita Banducci teaches Gender and Engineering class in Santa Clara University's School of Engineering Graduate Program. In video and cartoon representation as well as in person, her students apply Gender Competence®--understanding and skills to work with gender (and cultural) differences as competencies--to job interviews both as the interviewer and the interviewee, as men and women. They show how to "mine the gold" of difference for the best candidate AND to get the job as the best candidate while establishing the value of relational competencies in the workplace and marketplace.
Diversity is a critical issue for organizations. To devalue and exclude employees because they are different is to also place limitations on their contributions and ability to grow. At its best, diversity is a business strategy that has been shown to increase an organization’s ability to achieve better bottom-line performance and sustain its growth and prosperity.
Navigating Difficult Conversations: Deliver Your Message with Poise, Empathy ...HRDQ-U
Difficult conversations are inevitable in any workplace. Those conversations can create unhappiness, stress, and tension. They can also impair and even destroy relationships. When handled poorly, they are likely to result in serious problems that interfere with productivity and leave everyone involved feeling frustrated and dissatisfied.
You can’t avoid these kinds of conversations, but you can learn how to handle them more effectively. Developing the ability to handle these challenges will pay off in terms of reduced stress, increased confidence, improved relationships, increased trust, fewer problems, better teamwork, higher productivity, and better career opportunities.
Breaking the Code of Interview Implicit Bias to Value Different Gender Compet...Deanna Kosaraju
Breaking the Code of Interview Implicit Bias to Value Different Gender Competencies
Bonita Banducci, Banducci Consulting
Live at Santa Clara University - Room #330C located on the 3rd floor of the Learning Commons
Voices 2015 - www.globaltechwomen.com
Session Length: 1 hour
Implicit Bias Workshops and exercises are being shared widely on the internet. Some of the solutions are:
"Determine precisely what skills and attributes you are hiring for."
"Ask exactly the same questions to each candidate."
But what about the implicit bias in determining what skills you are valuing--beyond traditional management and leadership competencies?
How can interviewers recognize the often invisible, unarticulated, undervalued and often misinterpreted competencies of more "relational and collectivist" people--often women and men and women from different cultures?
Bonita Banducci teaches Gender and Engineering class in Santa Clara University's School of Engineering Graduate Program. In video and cartoon representation as well as in person, her students apply Gender Competence®--understanding and skills to work with gender (and cultural) differences as competencies--to job interviews both as the interviewer and the interviewee, as men and women. They show how to "mine the gold" of difference for the best candidate AND to get the job as the best candidate while establishing the value of relational competencies in the workplace and marketplace.
This presentation was made for the purpose of group presentation and in this we presented on the need of group discussion and personal interview for securing a job.
Learning Objective: Increase professional leadership qualities, confidence, and competence
Are you playing the game, or is the game playing you? Great Leadership happens when you understand the game and sharpen the right tools to play effectively. Achieving greatness is no easy task. Each person has a unique path with its own set of challenges and obstacles to overcome. As emerging leaders, you must explore who you are and understand how all life experiences contribute value to your journey. On this path, most will discover that success is about embracing and using your individuality to achieve greatness. On this path, you will discover that great men make great leaders. What truly makes you great? Who do you consider great? This seminar will explore life and leadership while examining the impact of hip-hop culture and its impact on definitions and perspectives of success.
At the end of this seminar, participants will be able to:
a. Explore characteristics of great men and ways to maintain and gain respect.
b. Identify effective leadership qualities.
c. Examine basic “success” rules and ways to ways to manage corporate politics.
d. Discuss ways to overcome challenges and stereotypes.
e. Explore themes and lyrics of “hip hop” culture and its impact on perspectives of success.
This was a group work in LCMC (B#2, S#2) with my course mates Md. Shafiur Rahman, Ali Asgar, Faisal Ahmad, Mohammad Muhit Reza, S M Daniel Jawad and myself.
Knowing what facilitation is not enough. Trying it and developing special skills of facilitation are the key to effective communication. Without practice there is no perfection. This presentation is expected to help in ups killing your presentation ability. Your success depends on to what extent you take it to exercise what you learn.
"We cannot solve our problems with the same thinking we used when we created them." -Albert Einstein
Train your brain to look at situations and problems differently, open your mind to new ideas, and use scientific reasoning on your problems.
Diversity of Thought – what is it and how do you implement it as a Diversity initiative
Learning objective: Discuss creating an environment of diverse thinkers and improving successful business strategies
Diversity is a resource to be accessed and utilized for superior performance and innovation in part because of “more-than-one-way- thinking” which results in innovation and creates an agile workforce. Access to diversity of thought is blocked unless organizations also create an environment of fairness, non-discrimination, respect, trust and where employees feel that their voices matters. The social justice side of the diversity conversation is directly linked to the performance side, without it, Diversity of Thought is a human resource withheld. Diversity of thought allows for differing perspectives on ideas and unique insights into problems, it creates opportunities for innovation and partnerships in unexpected places where ideas will develop into newer and more forward-thinking ideas that can be implemented as successful business strategies.
At the end of this seminar, participants will be able to:
a. Identify Diversity of Thought and it’s evolution
b. Understand the challenges to creating a culture that Embraces Diversity of Thought
c. Implement and measure Diversity of Thought
d. Explore the Four Point Sequence and the Predictive model framework
This presentation was made for the purpose of group presentation and in this we presented on the need of group discussion and personal interview for securing a job.
Learning Objective: Increase professional leadership qualities, confidence, and competence
Are you playing the game, or is the game playing you? Great Leadership happens when you understand the game and sharpen the right tools to play effectively. Achieving greatness is no easy task. Each person has a unique path with its own set of challenges and obstacles to overcome. As emerging leaders, you must explore who you are and understand how all life experiences contribute value to your journey. On this path, most will discover that success is about embracing and using your individuality to achieve greatness. On this path, you will discover that great men make great leaders. What truly makes you great? Who do you consider great? This seminar will explore life and leadership while examining the impact of hip-hop culture and its impact on definitions and perspectives of success.
At the end of this seminar, participants will be able to:
a. Explore characteristics of great men and ways to maintain and gain respect.
b. Identify effective leadership qualities.
c. Examine basic “success” rules and ways to ways to manage corporate politics.
d. Discuss ways to overcome challenges and stereotypes.
e. Explore themes and lyrics of “hip hop” culture and its impact on perspectives of success.
This was a group work in LCMC (B#2, S#2) with my course mates Md. Shafiur Rahman, Ali Asgar, Faisal Ahmad, Mohammad Muhit Reza, S M Daniel Jawad and myself.
Knowing what facilitation is not enough. Trying it and developing special skills of facilitation are the key to effective communication. Without practice there is no perfection. This presentation is expected to help in ups killing your presentation ability. Your success depends on to what extent you take it to exercise what you learn.
"We cannot solve our problems with the same thinking we used when we created them." -Albert Einstein
Train your brain to look at situations and problems differently, open your mind to new ideas, and use scientific reasoning on your problems.
Diversity of Thought – what is it and how do you implement it as a Diversity initiative
Learning objective: Discuss creating an environment of diverse thinkers and improving successful business strategies
Diversity is a resource to be accessed and utilized for superior performance and innovation in part because of “more-than-one-way- thinking” which results in innovation and creates an agile workforce. Access to diversity of thought is blocked unless organizations also create an environment of fairness, non-discrimination, respect, trust and where employees feel that their voices matters. The social justice side of the diversity conversation is directly linked to the performance side, without it, Diversity of Thought is a human resource withheld. Diversity of thought allows for differing perspectives on ideas and unique insights into problems, it creates opportunities for innovation and partnerships in unexpected places where ideas will develop into newer and more forward-thinking ideas that can be implemented as successful business strategies.
At the end of this seminar, participants will be able to:
a. Identify Diversity of Thought and it’s evolution
b. Understand the challenges to creating a culture that Embraces Diversity of Thought
c. Implement and measure Diversity of Thought
d. Explore the Four Point Sequence and the Predictive model framework
Team is two or more people working together to achieve a mutual goal. This presentation will help you understand what team work is and how you can build a super strong team.
Diversity & Inclusion- Lets Not make it Another Empty PhraseGladys Carrillo, MPA
Did you know that diverse and inclusive teams make better business decisions? Well, if you didn't, now you do! Furthermore, studies show that the decisions made and executed by diverse teams deliver 60% better results.
So if you're not only looking for ways to capitalize on diversity in the workplace, but also a ways to show that honoring diversity is a foundational value for your organization, I invite you to read on. In this article I share a few steps to ensure inclusion success in the workplace.
Useful presentation from Sue Kellaway which focuses on Line Manager recruitment refresher training. It can be delivered in four hours which is great for time pressed Managers!
a basic slide show for effectively managing student volunteers (originally designed for Food Bank Coordinators for the National Esurio Food Security Conference in 2008).
One this is confirmed that if we want to progress in our career or sustain in our career, we have to identify and practice Soft Skills. Many of us confused about Soft Skills. In this presentation, we will be able to understand the 12 most important pillars of Soft Skills.
WAL_RSCH8310_07_B_EN-DL.m4a
Hard Facts, Dangerous Half-Truths and Total Nonsense
- Profiting from Evidence-Based Management
By Jeffrey Pfeffer & Robert I Sutton
Harvard Business School Press, 2006
Too many business adages are built on flimsy information. When decisions are based on
dubious knowledge, the consequences can be catastrophic. This book by highly respected
scholars, Jeffrey Pfeffer and Robert Sutton explains how better evidence can be used in
business to generate superior results. Evidence based management enables business
leaders to face the hard facts and act on the best evidence.
Introduction
Business decisions are often based on hope or fear, what others seem to be doing, what
senior leaders have done and believe has worked in the past and strong ideologies. Hard
facts and strong evidence do not seem to back many decisions. It is time that companies
and leaders rooted their decisions in solid evidence to ensure optimal utilization of
resources. The authors relate poor decision practices with a number of examples. Then
they explain how evidence based management can be used profitably.
Poor Decision Practices
Poor decision making practices can be seen across organizations. Take benchmarking.
The approach to benchmarking seems to be fairly casual, with some rare exceptions.
More often than not, companies tend to copy the most obvious, visible and frequently
least important practices. The underlying culture or business philosophy of the company
against which benchmarking is being done is not given enough importance.
Companies tend to repeat what has worked for them in the past. By all means, learning
from experience and mastery through practice can be useful. But this kind of an
approach can backfire when the new situation is different from the past and the lessons
learnt in the past may have been wrong or incomplete in the first place.
Managers also tend to be unduly influenced by deeply held ideologies and beliefs.
Beliefs rooted in ideology or in cultural values are quite sticky. They resist disconfirming
evidence.
Evidence based management
Evidence based management assumes that using deeper, better logic and employing
facts rather than assumptions or guesses leads to better decisions. Such an approach
advocates going by hard facts about what works and what does not. Even when
companies have little data, there are many things, they can do to rely more on evidence
2
and logic and less on guesswork, fear, belief or hope. For example, qualitative data
collected from field trips can be used.
Implementing evidence based management requires a mindset change. Facts and
evidence are great levelers of hierarchy. Resistance to evidence based management
comes when it changes power dynamics, replacing formal authority, reputation and
intuition with data. Another problem is that delivering bad news does not win us friends.
We like to deliver good news because that is .
17 FROM 17: THE BEST BUSINESS BOOKS OF 2017Kevin Duncan
This year's highlights of the popular blog greatesthitsblog.com.
Author and business advisor Kevin Duncan reads business books extensively and summarises them so you don't have to.
This is the same presentation I have been doing in 2011 regarding the issues to accept change and manage its resistance inside a team to progress and obtain the expected results. You can now find it in ENG, SPA, JAP
El factor humano en itsm spanish - pink elephant mexico cityAlejandro Debenedet
Presentacion utilizada en el evento de Pink Elephant Mexico con formato Pink, itSMF, PeopleCert. Incluye ideas de como mejorar los resultados de los proyectos mediante la buena integracion de los recursos humanos
Alejandro Debenedet Factor Humano Review Seminario Aepdp Pc Format Spa ...Alejandro Debenedet
Es fundamental encarar el tema del factor humano para asegurar el buen desarrollo de projectos de cambio. Se analizan los atributos de las personas, sus actitudes, comportamiento y cambio cultural de las organizaciones. Que se requiere para tener exito en la gestion del cambio y adopcion de ITIL o ITSM.
The People Factor in ITSM
For many years we have been doing our bes un adopting best practices, standards, frameworks, with the expectations of realizing our Business goals.
Unfortunately the results in many cases have not been as planned since not enough attention has been paid to the people that need to realize these goals. If we address the People Factor correctly things will start looking better. Please follow this presentation and share your thoughts here and at the itsmabc.wordpress.com blog
ITIL / ISO 20000 Professional Certification Myths and RealitiesAlejandro Debenedet
Brings clarity regarding the link between the value of certification and ITSM practice based on ITIL or ISO20000 or both. It includes the individual\'s perspective and the organization\'s benefits: What is there for me? What can certifications do for you and your current organization? How can I really know which certification and level to choose from? Will this help in the current business reality? Does it really prove ones competencies and benefits the organization?. What is the real and perceived value? The presentation includes an open and honest view on professional exams and certifications It shows why being a certified professional or employing one is a secure way of getting a return on a training investment.
2. GÜETCHU
ABOUT US
AT GÜETCHU WE DEVELOP
INNOVATIVE IDEAS TO CREATE THE
BEST, MOST COMPLETE AND HAPPIER
EDUCATIONAL EXPERIENCE WHILE
SEARCHING FOR THE RIGHT BALANCE
BETWEEN KNOWLEDGE, SKILLS,
EXPERTISE, ORGANIZATIONAL GOALS
AND OVERALL SATISFACTION.
5. SKILLS NEEDED FOR
JOB SUCCESS VS
DOLLARS SPENT IN
TRAINING
85%
72%
NEEDS
SPENT
SOFT SKILLS
HARD SKILLS
Harvard University, Carnegie Foundation, Stanford Research Center
6. TYPICAL
ORGANIZATION
SPEND OF TURNOVER
IN PEOPLE SKILLS
TIMES
INDIVIDUALS
REPORTED
JOB FAILURE
DUE TO POOR
ATTITUDE
OR BEHAVIOR
21%
75% OF EMPLOYEES RECOGNIZE A SOFT SKILLS GAPJAMES CAAN CBE, BUSINESSMAN AND ENTREPRENEUR
CAN INCREASE
AN INDIVIDUAL’S
LIFETIME
EARNINGS BY15%
£109.000.000.000
THE VALUE OF SOFT SKILLS TO THE UK ECONOMY BY 2020BY 2RICHARD FORTE, CHIEF OPERATING OFFICER, MCDONALD’S UK & NORTHERN EUROPE
OUTOF109
‣ 2.5 %
SOFT SKILLS
ARE FOR LIFE
NOT JUST FOR
WORK
8. INSPIRATION
"if today were the last day of my
life, would I want to do what
I'm about to do today?"
COURSEWARE
THOUGHT PROVOKING
ACTUAL COURSEWARE SAMPLE
9. PEOPLE SKILLS BY GÜETCHU
TREND SETTING TRAININGS!
PRESENTATION
NonVerbal
TEAMWORK
SKILLS
COMMUNICATION
NEGOTIATION & INFLUENCING
MINDFULNESS
I N T E R P E R S O N A L
10. TRAINING MATERIAL BY GÜETCHU
CLEAN - DIRECT - INSPIRING - EASY TO FOLLOW - FULL OF TAKEAWAYS & EXTRAS
COMMUNICATION SKILLS
1. Oral (Verbal) communication
2. Non-verbal communication
(body language)
3. Active listening
4. Observe carefully
5. Convey information visually
• writing,
• graphics,
• video
Source Encoding
Receiver Decoding
Channel
MSG MSG
MSG
MSG
Feedback
Context
3 STAGE PROCESS
1-ESTABLISHTHE ISSUE
• Needs - What needs to be discussed and agreed?
• Resources - Who will be involved and what will be their role?
• Timeframe - What timescales are we working towards?
• Issues - What are the major issues that need to be agreed?
Spend 20% more of your expected time asking questions and looking for alternatives
2-GATHER INFORMATION
• Information you have that you are willing to give to the other side
• Information you have that you are unwilling to give to the other side
• Information the other side has that they are willing to give you
• Information the other side has that they are unwilling to give you
Distinguish fact from fiction by verifying data before accepting a statement as true
3-BUILD A SOLUTION
• Always challenge an opening bid
• Refuse to let an unacceptable bid stay on the table.
• Concessions should not be given away for free.
• Avoid conceding on issues for which you are not prepared.
• Do not enter a negotiation with only one agreeable result in mind
• Identify a second-choice desired outcome or a fallback position
"Standard strategies for negotiation often leave people dissatisfied, worn out or alienated — and
frequently all three.”
Establish
Gather
Build
Negotiation Skills
Student Support Guide
PROBLEM SOLVING
1. Take the time to define the problem clearly
2. Pursue alternate paths on “facts of life” and
opportunities
3. Challenge the definition from all angles.
4. Iteratively question the cause of the problem.
5. Prioritize potential solutions.
6. Set a measure for the solution
SUCCESS = the ABILITY to solve problems
RELATED COURSES
Presentation skills
Communication skills
Non verbal communications (body language)
Successful teams
Agile minds
Negotiation and influencing skills
Interpersonal skills
… and more.
HAND SHAKING
Insight: Hand shaking is not only a cultural activity but it says a lot about
us in an unspoken way. First impressions count
Materials: none.
Layout: Divide the participants into two groups. They can align in front of
each other or one circle into anther. Standing.
Action/s: 1-Participants shake hands with the person in front of them. 2-
Participants shake hands and introduce themselves. 3-Participants move
two places and start again. 4-Let the person introduce themselves by
saying also their job role.
Reflexion: How did it feel (normal, firm, shaky, weird, wet)? What was
the impression? Did the impression changed when the person introduced
him/herself? Why? Was there a difference in perception when the person
mentioned its seniority?
Learning point: It is important to give good impressions and ideally a
firm, professional shake (independent of gender) may send the right
message and work as an ice breaker.
Applicable to: Presentation and communication skills - Successful teams
- Agile minds- Body language
Further discussions: Analyze other aspects and forms of introductions
that may replace or change hand shaking (kissing, disabilities, non-
handshaking between male and female, etc)
Time: Depending on the group size approximately 30 minutes.
SKILLS FOR SUCCESS
• Problem Analysis
• Active Listening
• Emotions control
• Verbal Communication
• Collaboration and
Teamwork
• Problem Solving
• Decision Making
• Interpersonal skills
• Ethics
• Reliability
Cooperative
Adversarial
11. A REALLY GREAT WAY TO MOTIVATE US
TO RE/DISCOVER OUR SKILLS AND PUT
THEM TO WORK!
Juan López
GÜETCHU TRAINING - SATISFACTION GUARANTEED
12. GÜETCHU SOFT SKILLS
COURSE
COMPLETION
CERTIFICATE NAME SURNAMEHas successfully completed the following GÜETCHU Official Soft Skills Course that leads to the Soft Skills @ Work Certification
Date of achievement: DD/MM/YYYYY
Valid Until: MM/YYYY
GÜETCHU SOFT SKILLS
CERTIFICATE OF
ACHIEVENT
Alejandro Debenedet
`Managing Director GÜETCHU
PRESENTATION SKILLS ADVANCED
ACCREDITED TRAINING PROVIDER
Title Training Provider
Name Surname
13. SOFT SKILLS @ WORK
PROFESSIONAL CERTIFICATE
NAME SURNAMEHas successfully completed the requirements to be recognized as a Soft Skills @ Work Certified Professional
Date of achievement: DD/MM/YYYYY
Certification number: NN1234-5678
SOFT SKILLS @ WORK
CERTIFIED
PROFESSIONALSS@W
GÜETCHU
C E R T I F I E D
Professional
by IBPI.org
Alejandro Debenedet
`Managing Director