The document discusses the importance of building relationships throughout one's career. It notes that everyone has life experiences that shape their perspectives and that wisdom comes from encountering different people, roles, and experiences over time. Research findings are presented that show the benefits of mentoring programs, such as increased employee retention, productivity, and career success. Mentoring is proposed as a collaborative way to foster relationships across divisions and generations in an organization in order to drive innovation and employee engagement.
Creating employee engagement isn’t as difficult as you might think. This guide explores three ways that investing in online learning can help you boost engagement, cultivate positive relationships, and build productive teams.
Learn more: http://www.lynda.com/Education-Elearning-training-tutorials/1792-0.html
10 Statistics Every Leader Needs To UnderstandElodie A.
Here are 10 statistics that every leader needs to understand. Ineffective leadership is a huge problem in today's workplace. Learn why it’s so important to get it right.
This short guide provides you with an insight into your own communication style and how you can use this to engage effectively with others. We then include guidance on its application in improving the performance of teams and delivery of change.
Explore strategies for building high-performing, engaged teams of motivated employees—and how online learning can help.
More on how to motivate and engage employees: http://www.lynda.com/Business-Skills-tutorials/Motivating-Engaging-Employees/137886-2.html
Creating employee engagement isn’t as difficult as you might think. This guide explores three ways that investing in online learning can help you boost engagement, cultivate positive relationships, and build productive teams.
Learn more: http://www.lynda.com/Education-Elearning-training-tutorials/1792-0.html
10 Statistics Every Leader Needs To UnderstandElodie A.
Here are 10 statistics that every leader needs to understand. Ineffective leadership is a huge problem in today's workplace. Learn why it’s so important to get it right.
This short guide provides you with an insight into your own communication style and how you can use this to engage effectively with others. We then include guidance on its application in improving the performance of teams and delivery of change.
Explore strategies for building high-performing, engaged teams of motivated employees—and how online learning can help.
More on how to motivate and engage employees: http://www.lynda.com/Business-Skills-tutorials/Motivating-Engaging-Employees/137886-2.html
Business Conversations that Move the Needle On Culture: By Activating Trust & Collaboration.
Explore how you can improve conversations at your organization. Learn how to:
1. Change your mindset by understanding why 9/10 conversation “miss the mark” by exploring the neuroscience and the impact on your performance and success
2. Shift from “I” conversations to collaborative “We” conversations to build trust and great forward action
3. Minimize assumptions that cause conflict, reduce trust and waste time
Adapting project management to suit personal stylesDonnie MacNicol
In this article, Donnie MacNicol and Adrian Dooley look at something that has been taken for granted for many years but may help explain why the proliferation of ‘best practice’ advice and guidance has made little impact on the success rate of projects, programmes and portfolios.
Learning Objective: Discuss methods for increasing team productivity
Research has shown that there are a lot of reasons why employees leave a company, including burnout, boredom, less recognition, conflicts in the workplace, etc. Employee retention can save a company thousands of dollars and improve company morale. Working with your team on tasks such as brainstorming can show creativity, ranking their attributes can help you complement their strengths, and discussing employee career goals can add a lot of value to the project as it allows the team to flourish and meet company goals. This leads to employee satisfaction and feeling rewarded in their work and, most of all, appreciated. Making work fun and identifying accomplishments cures disengagement in the workplace.
At the end of this seminar, participants will be able to:
a. Identify factors that lead to employee disengagement.
b. Devise methods to engage employees and increase creativity and productivity.
c. Classify employee strengths to complement task assignments and discuss career goals.
d. Share methods for keeping employees engaged and feeling appreciated.
5 Ways to Achieve Self-Empowerment for WomenINSEAD
There are rising calls to press forward and progress gender parity in the business world; the first step is to start with oneself. Insights from research papers and articles around the world offer five ways in which women can empower themselves.
The Not for Profit Thought and Action Group, chaired by Martyn Dicker, has been exploring employee engagement in the sector for three years and have produced a not-for-profit sector employee engagement toolkit.
The toolkit shares the findings of research involving over 40 organisations exploring engagement beyond the mission of the organisation, along with best practice advice on the measurement of engagement in the sector.
It also includes a number of case studies on the approach to engagement presented through the lens of the four enablers of engagement as first proposed by David Macleod and Nita Clarke.
Explore how a transformative culture of learning can boost employee engagement and encourage a “growth mindset” that yields higher levels of performance, motivation, creativity, and innovation.
More on how to create a culture of learning: http://www.lynda.com/Business-training-tutorials/29-0.html
Unlocking The Potential Of Frontline ManagersShane Allen
Six Keys to Unlocking the Potential of Frontline Managers:
1) Identify employees with the capability and interest to be good managers.
2) Help your managers clarify their teams\' goals and roles.
3) Help your managers understand the people they manage.
4) Help your managers understand themselves and how they impact their people.
5) Don\'t assume your managers know how or when to coach
6) Minimize administrative work to give managers more time to develop people.
The reluctance gap creates a barrier between every layer of functional leadership and collectively accounts for a substantial amount of 'missing' leadership capability. Addressing the gap allows leaders to be fully present and engaged and they can, in turn, build engaged teams
Roselinde Torres describes 25 years observing truly great leaders at work, and shares the three simple but crucial questions would-be company chiefs need to ask to thrive in the future.
In this report, Blessing White reviews key findings from our 2008 State of Employee Engagement global research and share strategies for delivering on the promises of employee engagement (employee retention strategy, employee motivation strategy).
4 Generations: How to Make Learning Part of Your BrandDavid Blake
Tuesday, March 14, 2017 1:00pm - 2:00pm CDT
By: Ryan Seamons, Product Manager, Degreed; Mariah Cherniss, BlueBeyond Consulting; Judy Dutton, Senior Director, Global Talent & Organization Development, eBay; and Kelly Palmer, Chief Learning Officer, Degreed
People are a big expense—up to 70 percent of operating costs in many organizations. They are also your best investment, the reason for your organization’s success. Empowering your workers through ongoing growth opportunities and keeping them engaged is more vital than ever.With multiple generations in the workforce with varying preferences, how do you show everyone in your organization you’re invested in them?
Business Conversations that Move the Needle On Culture: By Activating Trust & Collaboration.
Explore how you can improve conversations at your organization. Learn how to:
1. Change your mindset by understanding why 9/10 conversation “miss the mark” by exploring the neuroscience and the impact on your performance and success
2. Shift from “I” conversations to collaborative “We” conversations to build trust and great forward action
3. Minimize assumptions that cause conflict, reduce trust and waste time
Adapting project management to suit personal stylesDonnie MacNicol
In this article, Donnie MacNicol and Adrian Dooley look at something that has been taken for granted for many years but may help explain why the proliferation of ‘best practice’ advice and guidance has made little impact on the success rate of projects, programmes and portfolios.
Learning Objective: Discuss methods for increasing team productivity
Research has shown that there are a lot of reasons why employees leave a company, including burnout, boredom, less recognition, conflicts in the workplace, etc. Employee retention can save a company thousands of dollars and improve company morale. Working with your team on tasks such as brainstorming can show creativity, ranking their attributes can help you complement their strengths, and discussing employee career goals can add a lot of value to the project as it allows the team to flourish and meet company goals. This leads to employee satisfaction and feeling rewarded in their work and, most of all, appreciated. Making work fun and identifying accomplishments cures disengagement in the workplace.
At the end of this seminar, participants will be able to:
a. Identify factors that lead to employee disengagement.
b. Devise methods to engage employees and increase creativity and productivity.
c. Classify employee strengths to complement task assignments and discuss career goals.
d. Share methods for keeping employees engaged and feeling appreciated.
5 Ways to Achieve Self-Empowerment for WomenINSEAD
There are rising calls to press forward and progress gender parity in the business world; the first step is to start with oneself. Insights from research papers and articles around the world offer five ways in which women can empower themselves.
The Not for Profit Thought and Action Group, chaired by Martyn Dicker, has been exploring employee engagement in the sector for three years and have produced a not-for-profit sector employee engagement toolkit.
The toolkit shares the findings of research involving over 40 organisations exploring engagement beyond the mission of the organisation, along with best practice advice on the measurement of engagement in the sector.
It also includes a number of case studies on the approach to engagement presented through the lens of the four enablers of engagement as first proposed by David Macleod and Nita Clarke.
Explore how a transformative culture of learning can boost employee engagement and encourage a “growth mindset” that yields higher levels of performance, motivation, creativity, and innovation.
More on how to create a culture of learning: http://www.lynda.com/Business-training-tutorials/29-0.html
Unlocking The Potential Of Frontline ManagersShane Allen
Six Keys to Unlocking the Potential of Frontline Managers:
1) Identify employees with the capability and interest to be good managers.
2) Help your managers clarify their teams\' goals and roles.
3) Help your managers understand the people they manage.
4) Help your managers understand themselves and how they impact their people.
5) Don\'t assume your managers know how or when to coach
6) Minimize administrative work to give managers more time to develop people.
The reluctance gap creates a barrier between every layer of functional leadership and collectively accounts for a substantial amount of 'missing' leadership capability. Addressing the gap allows leaders to be fully present and engaged and they can, in turn, build engaged teams
Roselinde Torres describes 25 years observing truly great leaders at work, and shares the three simple but crucial questions would-be company chiefs need to ask to thrive in the future.
In this report, Blessing White reviews key findings from our 2008 State of Employee Engagement global research and share strategies for delivering on the promises of employee engagement (employee retention strategy, employee motivation strategy).
4 Generations: How to Make Learning Part of Your BrandDavid Blake
Tuesday, March 14, 2017 1:00pm - 2:00pm CDT
By: Ryan Seamons, Product Manager, Degreed; Mariah Cherniss, BlueBeyond Consulting; Judy Dutton, Senior Director, Global Talent & Organization Development, eBay; and Kelly Palmer, Chief Learning Officer, Degreed
People are a big expense—up to 70 percent of operating costs in many organizations. They are also your best investment, the reason for your organization’s success. Empowering your workers through ongoing growth opportunities and keeping them engaged is more vital than ever.With multiple generations in the workforce with varying preferences, how do you show everyone in your organization you’re invested in them?
Aumentare l'esperienza. Applicazioni mobile di realtà aumentata nello spazio ...Marco Carboni
Il lavoro mira ad esaminare la tecnologia definita come realtà aumentata (o AR dall'inglese augmented reality), analizzando, da una parte l'infrastruttura tecnica che la costituisce e dall'altra i diversi processi che ne hanno segnato la storia fino allo stato attuale. In particolare verrà centrata l'attenzione sui fattori che hanno portato lo sviluppo dell'AR in mobilità su diversi dispositivi, dei quali verranno spiegate alcune applicazioni fruibili nello spazio urbano.
Public Light Manager - Una GUI per la gestione remota di un impianto di illum...Gianluca Ritrovati
Implementazione di una
interfaccia grafica (GUI) per la gestione di una rete di illuminazione pubblica. L’applicazione, legge da un database esterno i dati della rete di illuminazione e li presenta all’utente. Questi dati comprendono le coordinate
GPS, le caratteristiche tecniche e l’indirizzo seriale di ciascun lampione. Mediante questi dati la rete di illuminazione viene rappresentata su una mappa
topografica e sottoforma di lista ordinata.
L’operatore ha quindi a disposizione una serie di strumenti e di criteri
per la seleziare i lampioni e per inviare determinati comandi da remoto.
This journal can be done as a stand-alone journal or in .docxglennf2
This journal can be done as a stand-alone journal or in conjunction with an article.
Read an article on aligning interests with a career. For example:
“When I Grow Up: Lessons scientists would share with their younger selves”
Journal #1: What career interests you the most and why? Explain in
detail your career interest and tell why you feel that you would be
successful in your chosen field.
6 soft skills everyone needs and employers look for
Technical skills may get you an interview, but these six soft skills will get you the job.
By Larry Buhl
In a 2008 survey of more than 2,000 businesses in the state of Washington, employers said entry-level
workers in a variety of professions were lacking in several areas, including problem solving, conflict resolution
and critical observation.
You'll likely see these "soft skills" popping up in job descriptions, next to demands for technical qualifications.
Employment experts agree that tech skills may get you an interview, but these soft skills will get you the job—
and help you keep it:
Communication skills
This doesn't mean you have to be a brilliant orator or writer. It does mean you have to express yourself well,
whether it's writing a coherent memo, persuading others with a presentation or just being able to calmly explain
to a team member what you need.
Teamwork and collaboration
Employers want employees who play well with others—who can effectively work as part of a team. "That
means sometimes being a leader, sometimes being a good follower, monitoring the progress, meeting
deadlines and working with others across the organization to achieve a common goal," says Lynne Sarikas,
the MBA Career Center Director at Northeastern University.
Adaptability
This is especially important for more-seasoned professionals to demonstrate, to counter the (often erroneous)
opinion that older workers are too set in their ways. "To succeed in most organizations, you need to have a
passion for learning and the ability to continue to grow and stretch your skills to adapt to the changing needs of
the organization," Sarikas says. "On your resume, on your cover letter and in your interview, explain the ways
you've continued to learn and grow throughout your career."
Problem solving
Be prepared for the "how did you solve a problem?" interview question with several examples, advises Ann
Spoor, managing director of Cave Creek Partners. "Think of specific examples where you solved a tough
Journal #2: What qualities and goals do you have and how do they fit
in with your career interest? Based on the soft skills discussed in this
article, discuss one that is a strength for you and one with which you
struggle. Share your hopes and plans for the next five years.
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As a nonprofit, you have a unique challenge: finding qualified candidates who care about your mission. Job postings are an essential tool for finding those professionals at scale. Check out this deck to find out how you can easily get your jobs in front of the right candidates at the right time. It covers job posting basics, as well as tips and tricks on how to get the best results.
3 things that are covered:
LinkedIn’s mission-driven talent network
Optimize your job posts to get the best candidates
Save money with nonprofit discounts
Career Reboot - Transferable Skills that Rock You To Results Mary Lee Gannon
The Career Changer’s Dilemma: You want to change careers or start a business but you keep telling yourself you are not qualified or that your current career skills do not demonstrate that you are diversified enough to bring value to a new setting.
You already have plenty of skills that you may not realize are very marketable and useful. These are called “transferable skills” or skills that you already have that can be applied in another setting.
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”
Let's face it - the competition for top talent is fierce, and the best employees are looking for more than just a job. They want options, and they want meaning. Check out these 7 areas HR can fine tune to ensure they're attracting and keeping the right talent around.
At the most recent Tidewater TechExpo, we presented Top 10 Best Practices in Talent Acquisition for a large group of government contractors doing business in the Fort Belvoir area.
When it comes to recruiting and keeping top talent, companies need to understand what potential employees value and create a company culture that appreciates all they have to offer. The following slides are tips and management tactics to help employers find and keep their “A players”.
15. What do you wish you knew back then that you know now?
16. The importance of building relationships-- Balancing your technical abilities with leadership skills. Relationships are more important as you move up your career ladder. I wish I knew that I didn't need to do everything twice as hard, study twice as long, and work three times as hard--I wish i knew that it would all work out surrounding myself with the right people personally and professionally. A few less gray hairs and a few more years added onto my life perhaps if I knew this? Importance of interdependence and team work to produce results. It's all about relationships. Develop strong, lasting relationships and everything else will take care of itself. Be open to change and work with as many high performers as you can. Stay in touch with people. It's always about the relationships-- Life is very, very, very short I learned that ones opinion does matter and to always state what you believe in, even when no one else may not agree with you. Because more times then not---you may just be right! I wish I knew...
17. so how can these conversations drive your business?
![[object Object],It’s all about forging great relationships--one conversation at a time](https://image.slidesharecdn.com/something-to-give-101206163036-phpapp01/85/Something-to-Give-Something-to-Gain-1-320.jpg)
![everyone has a history ,[object Object],[object Object]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)