The presentation was made during the Community Service Public Relations Council's annual Spectrum Conference on May 20, 2014.
Program Description: Are you new to a leadership position? Do you aspire to take on a leadership role in your organization?
Do you want to be a better leader or improve your leadership skills? We will provide a “buffet” of
leadership elements to help you improve your capacity to lead. View the selections and sample small
portions on communicating, resolving conflict, project planning and management, goal setting, and
listening. You might have more of an appetite for some offerings and less for others, but there will be
something to satisfy everyone’s hunger for successfully leading themselves, a team, or organization.
Learning as we go is often how our sector views leadership development. But what if that wasn't so? What if you could learn core leadership traits that would help you hit it out of the park on a day to day basis and develop a career that you're proud of over the long term? By studying leadership over the past 15 years, I've distilled core leadership skills down to 10 basic personal traits that can be identified, learned, strengthened, and mastered.
Filipino motivational speaker and corporate trainer, Mr. Myron Sta. Ana talks about his self-conceptualized principle in leadership and management called CONNECT™. This concept talks about the different aspects of leading that have to be connected for team management and team organization.
Learning as we go is often how our sector views leadership development. But what if that wasn't so? What if you could learn core leadership traits that would help you hit it out of the park on a day to day basis and develop a career that you're proud of over the long term? By studying leadership over the past 15 years, I've distilled core leadership skills down to 10 basic personal traits that can be identified, learned, strengthened, and mastered.
Filipino motivational speaker and corporate trainer, Mr. Myron Sta. Ana talks about his self-conceptualized principle in leadership and management called CONNECT™. This concept talks about the different aspects of leading that have to be connected for team management and team organization.
I created this presentation for a class on leadership skills. I have a workbook to go along with this class. Contact me if you are interested. This is part 1 of 2 day class.
I presented and facilitated a discussion on this topic to post graduate class in UTS for the MBITM program. The class was well received and I enjoyed making this deck and facilitating this discussion.
People management skills_Interpersonal skills, Emotional Intelligence, Employee Engagement, Motivation and Conflict Resolution strategies and techniques
How to make a world of difference in a challenging world. It starts with a big enough reason to lead, then a reviewing and reorganising of our mindset, engaging team commitment through effective communications, and inspiring your followers to step up with excitement. It\'s not easy - and yet it\'s worth the effort.
12 Tools for career conversations - Career Management - Career Planning and Development - Outcomes of career conversation activities for employees / organizations.
For young professionals, having a mentor is often encouraged and touted; however, knowing how to find and effectively engage in such relationships is not necessarily easy or intuitive. This panel draws on primary and secondary research funded by the Plank Center for Leadership in Public Relations, the expertise of an employee engagement expert, and a public relations professional with experience in both corporate and agency settings to help attendees better understand and navigate mentoring relationships. Panelists will share both personal experiences and research insights derived from a survey of more than 400 millennial PR professionals; interviews with 50+ PR professionals and students across five countries; and a review of nearly 200 mentoring studies and articles. Specific topics include best organizational and interpersonal mentoring practices, mentoring’s role in growing diverse organizations and mentoring’s connection to leadership development.
By the end of this session, participants will be able to:
• Define what research tells us about mentorship’s value to PR practitioners in both the U.S. and abroad, and its link to PR leadership.
• Reflect on the different kinds of mentors (personal, academic, professional) and will learn about the importance of mentorship in growing diverse, inclusive workplaces.
• Analyze the 10 best organizational and interpersonal mentoring practices and will receive practical tips and advice for building and fostering them.
Features public relations professionals:
- Keith Burton, principle, Grayson Emmett Partners
- Dr. Diana Martinelli, professor and administrator, West Virginia University
- Alicia Thompson, managing director, Porter Novelli
The career management process begins with setting goals/objectives. A relatively specific goal/objective must be formulated. This task may be quite difficult when the individual lacks knowledge of career opportunities and/or is not fully aware of their talents and abilities. However, the entire career management process is based on the establishment of defined goals/objectives whether specific or general in nature. Utilizing career assessments may be a critical step in identifying opportunities and career paths that most resonate with someone. Career assessments can range from quick and informal to more indepth. Regardless of the ones you use, you will need to evaluate them. Most assessments found today for free (although good) do not offer an in-depth evaluation.
Each one of you can be a Leader, Just that you have to work towards it!
Leadership is a skill that can be acquired with the implementation of carefully thought of steps!
I created this presentation for a class on leadership skills. I have a workbook to go along with this class. Contact me if you are interested. This is part 1 of 2 day class.
I presented and facilitated a discussion on this topic to post graduate class in UTS for the MBITM program. The class was well received and I enjoyed making this deck and facilitating this discussion.
People management skills_Interpersonal skills, Emotional Intelligence, Employee Engagement, Motivation and Conflict Resolution strategies and techniques
How to make a world of difference in a challenging world. It starts with a big enough reason to lead, then a reviewing and reorganising of our mindset, engaging team commitment through effective communications, and inspiring your followers to step up with excitement. It\'s not easy - and yet it\'s worth the effort.
12 Tools for career conversations - Career Management - Career Planning and Development - Outcomes of career conversation activities for employees / organizations.
For young professionals, having a mentor is often encouraged and touted; however, knowing how to find and effectively engage in such relationships is not necessarily easy or intuitive. This panel draws on primary and secondary research funded by the Plank Center for Leadership in Public Relations, the expertise of an employee engagement expert, and a public relations professional with experience in both corporate and agency settings to help attendees better understand and navigate mentoring relationships. Panelists will share both personal experiences and research insights derived from a survey of more than 400 millennial PR professionals; interviews with 50+ PR professionals and students across five countries; and a review of nearly 200 mentoring studies and articles. Specific topics include best organizational and interpersonal mentoring practices, mentoring’s role in growing diverse organizations and mentoring’s connection to leadership development.
By the end of this session, participants will be able to:
• Define what research tells us about mentorship’s value to PR practitioners in both the U.S. and abroad, and its link to PR leadership.
• Reflect on the different kinds of mentors (personal, academic, professional) and will learn about the importance of mentorship in growing diverse, inclusive workplaces.
• Analyze the 10 best organizational and interpersonal mentoring practices and will receive practical tips and advice for building and fostering them.
Features public relations professionals:
- Keith Burton, principle, Grayson Emmett Partners
- Dr. Diana Martinelli, professor and administrator, West Virginia University
- Alicia Thompson, managing director, Porter Novelli
The career management process begins with setting goals/objectives. A relatively specific goal/objective must be formulated. This task may be quite difficult when the individual lacks knowledge of career opportunities and/or is not fully aware of their talents and abilities. However, the entire career management process is based on the establishment of defined goals/objectives whether specific or general in nature. Utilizing career assessments may be a critical step in identifying opportunities and career paths that most resonate with someone. Career assessments can range from quick and informal to more indepth. Regardless of the ones you use, you will need to evaluate them. Most assessments found today for free (although good) do not offer an in-depth evaluation.
Each one of you can be a Leader, Just that you have to work towards it!
Leadership is a skill that can be acquired with the implementation of carefully thought of steps!
Talent Pipeline Optimisation: Ensuring Your Talented People Realise Their Po...The HR Observer
The purpose of this session is to help participants understand how to build in the appropriate processes and development initiatives to ensure that their organisations’ most talented people make the biggest positive impact in the organisation that they can. Participants will walk away from the session having been introduced to cutting edge ways to accurately identify potential and with the full understanding of what talented people need to be exposed to in order to reach their potential. They will also leave with a clear view of what kills potential in people and a kick-start of how to change the talent landscape in their organisation.
Bill Lawry, Managing Consultant, Nurturing Winners International
Leadership Accelerator: Unleashing Potential in Younger Employees.pptxDennis Van Aelst
We recognize that our young professionals possess immense talent, fresh perspectives, and boundless energy. We believe in their potential to become the next generation of exceptional leaders. That's why we have developed this transformative program designed specifically to harness and amplify their abilities.
Have you ever considered what keeps executives up at night? Beyond a generic interview question, the root cause of their insomnia is usually associated with aligning qualified talent with key positions that enable an organization to effectively execute its business strategy. Not only are companies investing in high-impact leadership development programs, they are also allocating funds to hire organizational consultants who can design strategies that breed succession depth among a diverse slate of internal talent. This session is loaded with practical gems that will aid any organization in building a solid bench of exceptional internal talent.
Leadership & Corporate Soft Skills Training Programmes
For more information, please visit our website, www.icfe-cg.com or e-mail us at enquiry@icfe-cg.com
Studies ubiquitously show that Leadership and Culture are among the top factors for a successful Lean Agile transformation. What specific actions should leaders take to structure Lean Agile transformations? How does leader style enable cultural change? This session provides 1) a practical set of actions to start or improve your transformation and 2) a specific list of behaviors to do and NOT to do in setting the right culture as a leader.
Delivering high performance through inclusive leadership.Gary Coulton
We live in times of Volatility, Uncertainty, Complexity and Ambiguity (VUCA). In this webinar, internationally recognised expert in inclusion, Dr. Ian Dodds, demonstrates how to deliver high performance in these VUCA times through Inclusive Leadership. He describes what Inclusive Leadership is and how to develop Inclusive Leaders to deliver high performance, great customer service, high levels of employee engagement and complex change. Ian is a founder partner of the Adaptive Intelligence Group (AdaptiveIG) contributing his expertise to create adaptive cultures and an environment of excellence.
This is the presentation I used for my session on Leadership and Professional Development, at the Rotaract Ghana Training Seminar at the University of Energy and Natural Resources last Saturday, September 21, 2019. It touched on leadership, teamwork, goal setting, and personality branding.
You don’t know what you want, and you’re either stuck in a job you hate or still figuring out what you want to do with your life. You’ve been daydreaming about doing something crazy, but you feel paralyzed by indecision. You constantly compare yourself to your friends who are of your age.
If your mind is occupied with similar thoughts then give yourself an opportunity to get inspired, receive thoughtful answers to your key questions from Leadership expert Anil Sachdev - founder & CEO of School of Inspired Leadership (SOIL).
Key Questions Answered
How do I know if I need higher education at this stage of my career?
How can higher education help me in building a career of my choice?
If higher education is the answer, then what kind of education?
How to select a ‘good’ institution and how to define ‘good’?
What’s the first step and how do I take it?
“People will have the greatest influence on productivity, excellence, and quality, but only if leaders can empower employees and give them more autonomy while maintaining effective accountability.”
~ The Coach: Creating Partnerships for a Competitive Edge
Pearl strategy will make you resilient to disruption!
Organizational culture and people are the only competitive advantage in this time of disruption of business models.
Pearl is based in 5 principles: Performance, Empowerment, Accountability, Responsiveness and Locally embedded.
Similar to The Leadership Buffet-From "New to..." Section of Community Service Public Relations Council's 2014 Spectrum Conference (20)
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Modern Database Management 12th Global Edition by Hoffer solution manual.docxssuserf63bd7
https://qidiantiku.com/solution-manual-for-modern-database-management-12th-global-edition-by-hoffer.shtml
name:Solution manual for Modern Database Management 12th Global Edition by Hoffer
Edition:12th Global Edition
author:by Hoffer
ISBN:ISBN 10: 0133544613 / ISBN 13: 9780133544619
type:solution manual
format:word/zip
All chapter include
Focusing on what leading database practitioners say are the most important aspects to database development, Modern Database Management presents sound pedagogy, and topics that are critical for the practical success of database professionals. The 12th Edition further facilitates learning with illustrations that clarify important concepts and new media resources that make some of the more challenging material more engaging. Also included are general updates and expanded material in the areas undergoing rapid change due to improved managerial practices, database design tools and methodologies, and database technology.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
5. “I know of no case study in
history that describes an
organization that has been
managed out of a crisis. Every
single one of them was led.
Yet a good number of our
educational institutions and
training programs today are
focused not on developing
great leaders but on training
effective managers.”
--Simon Sinek
“Leaders Eat Last”
6. The challenge of learning to lead:
• $14 billion spent annually on leadership
development
• Colleges, universities offer hundreds of courses
• A customized leadership development programs
by a top business school can reach upwards of
$150,000
-McKinsey Quarterly, January 2014
“Why leadership-development programs fail”
Pierre Gurdjian, Thomas Halbeisen, Kevin Lane
7. The challenge of learning to lead:
• In a survey of 500 top executives,
– one in three rated leadership development was a
current and future priority.
– More than 60 percent said leadership development
was their top concern
– 30% of companies admit a failure due to a lack of
leaders with the right capabilities.
McKinsey Quarterly, January 2014
“Why leadership-development programs fail”
Pierre Gurdjian, Thomas Halbeisen, Kevin Lane
8. Leadership Defined
“Leadership is a process of social influence, which maximizes
the efforts of others, towards the achievement of a goal.”
--Kevin Kruse
Forbes.com, April 9, 2013
• Leadership stems from social influence, not authority or
power
• Leadership requires others, and that implies they don’t
need to be “direct reports”
• No mention of personality traits, attributes, or even a title;
there are many styles, many paths, to effective leadership
• It includes a goal, not influence with no intended outcome
9. “Executive presence is not just a measure of
performance: After all, it’s a given that every
entry-level hire is ready to work hard and excel
— that’s why you all were hired. Rather,
executive presence is a measure of image:
whether you signal to others that you ‘have
what it takes,’ that you’re leadership material.”
--Sylvia Ann Hewlett
Chairman and CEO of the Center for Talent Innovation
Harvard Business Review Blog
April 29, 2014
10. Research from the Center for Talent Innovation:
• Gravitas
– 67% of the 268 senior executives said gravitas is
what really matters to move to a leadership
position.
– Gravitas is about signaling that you have the
confidence and credibility to get your point across,
create buy-in.
11. Research from the Center for Talent Innovation:
• Communication
– People know you have gravitas because you
communicate the authority of a leader through
your bearing, speaking skills, and ability to
command a room.
– 28% of executives surveyed put communication at
the top of the list of leadership materials.
12.
13. Managing Conflict
• Awareness: Examine yourself, then ask if your
team trusts you
• Communicate: Be aware of vocal tones,
– What do you want?
– What do you want?
– What do you want?
– What do you want?
Sometimes conflict can unify, create great ideas.
14. 5 Steps For Team-Based
Project Planning
1. Overview that summarizes goals, objectives
2. Work divided into tasks and order for
completion
3. Tasks assigned to each team member
4. Execute the plan, track progress
5. Closeout report that compares goals,
objectives to final outcome
15. Inclusiveness
When a team appreciates diversity, everyone is
included:
– Skills, experiences contribute to success
– A more fulfilling, satisfying experience will be
recognized, appreciated by the team
When you lead,
– Make sure everyone has opportunity to contribute
– Recognize individual, team achievements
16. Leading Change
• Recognize that change happens:
– Anticipate change
– Accept change
– Move along with change
• Empower others to help you lead change:
– Consider who needs to be involved
– Build relationships through shared experiences
17. 5 Stages of Team Development
1. Forming: Anxiety about trusting, demands of
project.
2. Storming: Difficulties lead to confusion,
frustration
3. Norming: Morale rises as issues are addressed
and resolved
4. Performing: Clear roles, high performance,
productivity and morale
5. Adjourning: Close out project, recognize
accomplishment and contributions
18. Teaching
• All leaders must teach, determine what and how
team members need to learn
• Use EDGER method:
–Explain
–Demonstrate
–Guide
–Enable
–Reinforce
19. Problem Solving and Decision Making
• 5 steps of systematic problem solving:
1. Clearly, simply describe the problem
2. Gather data, information
3. Determine most important factors contributing
to the problem
4. Determine what success looks like
5. Create action steps that will lead to that success
• Three types of meetings:
1. Brainstorm
2. Informational
3. Decision making
20. Coaching and Mentoring
• Coaches…
– Develop skills, capabilities
– Provide resources
– Support growth, progress
• Mentors…
– Advise, support and/or guide
– Provide trusted counsel, broader perspective
– Provide focus on attitudes, emotional intelligence,
individual and team values
21. Communication
“Effective communication includes three parts: a
speaker, a speech and a listener.”
--Aristotle
• Create a strategy and prepare your messages
• Be aware for barriers to effectiveness—lack of
clarity, sincerity, authority
• Seek feedback
22. Self Assessment
• 360-degree assessments: help people
discover differences between how they
perceive themselves, how others perceive
them
• Giving feedback: Ask if it’s desired! Be helpful,
specific, deal only with changeable behavior
• Receiving feedback: Seek it! Listen carefully,
actively and empathetically.
23. Valuing People, Leveraging Diversity
• Consider the nature of diversity and its
importance.
• Value people who are outside our usual areas
of comfort
• Encourage all to contribute talents, strengths
• Out of differences come inspirations, new
ideas and new solutions.
24. Listening to Learn
“Seek first to understand, then to be understood.”
--Steven Covey
• Listening is primary means for connecting with
other people
• Listening provides the mans to make decisions
and solve problems