Addressing Diversity in Mentoring Relationships - Leadership Alliance - Steve...Steve Lee
This workshop, "Addressing Diversity in Mentoring Relationships through Case Studies", was provided for the Leadership Alliance Faculty Retreat on Mentoring Diverse Scholars at Hunter College on April 29, 2016.
Addressing Diversity in Mentoring Relationships - Leadership Alliance - Steve...Steve Lee
This workshop, "Addressing Diversity in Mentoring Relationships through Case Studies", was provided for the Leadership Alliance Faculty Retreat on Mentoring Diverse Scholars at Hunter College on April 29, 2016.
Soft Skills: Why are They Important for Successful Leaders by Dr. Diane Hami...Diane Hamilton, Ph.D.
Dr. Diane Hamilton's presentation to EdAssist regarding: Soft Skills: Why are They Important for Successful Leaders. Leaders must have knowledge and experience; however, without interpersonal skills, emotional intelligence, and other soft skills, their success may be limited. Dr. Hamilton explains why soft skills are important for successful leaders.
This presentation is for for students, professionals and entrepreneurs to improve their soft skills. This is basic orientation in each area of soft skills. Trainers can use this presentation to build their content and span. Keep visiting the page for each area of soft skill in future.
Mentoring Up encourages mentees to learn how to pro-actively manage their mentoring relationships. This presentation was delivered at the SACNAS conference in 2014.
personality development assignment by sanabeer salahudeen cochin!!! guyzz plz dnt copy paste plzz add ur own points !! if u have any doubts plzz add a comment!!!!
Skill vs. Attitude: What Makes the Best Candidate?Steve Lowisz
In Mark Murphy’s book “Hiring for Attitude,” he says that 46% of newly hired employees will fail within 18 months, attributed mainly to non-technical or non-skill related items. While it is certainly true that most employees are fired for non-skill related items, this does not prove that attitude is more important than skill or other Candidate Metrics; rather, that attitude should be looked at as equal to the rest of the candidate’s attributes. The truth of the matter is that we often hire for skill, and most often fire for attitude, but what about the important attributes in between? We should be hiring for four Core Candidate Metrics: Skills, Competency, Culture and Attitude.
PM 201: Emotional Intelligence for Project ManagersNERUG
One of our key learning objectives is to help project managers understand the importance and balance of SMART with HEART. Both are major components of Emotional Intelligence (EQ). We will discuss where Emotional Intelligence is required in order to manage change effectively, lead others to the vision, and produce the desired results. We will review the history of EQ theory, the evolution of EQ models, measurement techniques to assess your EQ, and how to form a cohesive team using the five basic behaviors. Recognizing and facing the different types/maturity levels in EQ can and will lead to a smoother project.
Soft skills is a synonym for "people skills." The term describes those personal attributes that indicate a high level of emotional intelligence.
It's often said that hard skills will get you an interview but you need soft skills to get and keep the job.
The Squiggly Career book by Helen Tupper & Sarah Ellis provides a paradigm shift from traditional LADDER (staircase) model of career to a contemporary SQUIGGLY model of career. This book provides practical tips and insights of career management in today's VUCA world.
In this Web Portal we can find each and every government job information which is announced official, There are lot of website among them this website have updated information compared to other job portal .
Soft Skills: Why are They Important for Successful Leaders by Dr. Diane Hami...Diane Hamilton, Ph.D.
Dr. Diane Hamilton's presentation to EdAssist regarding: Soft Skills: Why are They Important for Successful Leaders. Leaders must have knowledge and experience; however, without interpersonal skills, emotional intelligence, and other soft skills, their success may be limited. Dr. Hamilton explains why soft skills are important for successful leaders.
This presentation is for for students, professionals and entrepreneurs to improve their soft skills. This is basic orientation in each area of soft skills. Trainers can use this presentation to build their content and span. Keep visiting the page for each area of soft skill in future.
Mentoring Up encourages mentees to learn how to pro-actively manage their mentoring relationships. This presentation was delivered at the SACNAS conference in 2014.
personality development assignment by sanabeer salahudeen cochin!!! guyzz plz dnt copy paste plzz add ur own points !! if u have any doubts plzz add a comment!!!!
Skill vs. Attitude: What Makes the Best Candidate?Steve Lowisz
In Mark Murphy’s book “Hiring for Attitude,” he says that 46% of newly hired employees will fail within 18 months, attributed mainly to non-technical or non-skill related items. While it is certainly true that most employees are fired for non-skill related items, this does not prove that attitude is more important than skill or other Candidate Metrics; rather, that attitude should be looked at as equal to the rest of the candidate’s attributes. The truth of the matter is that we often hire for skill, and most often fire for attitude, but what about the important attributes in between? We should be hiring for four Core Candidate Metrics: Skills, Competency, Culture and Attitude.
PM 201: Emotional Intelligence for Project ManagersNERUG
One of our key learning objectives is to help project managers understand the importance and balance of SMART with HEART. Both are major components of Emotional Intelligence (EQ). We will discuss where Emotional Intelligence is required in order to manage change effectively, lead others to the vision, and produce the desired results. We will review the history of EQ theory, the evolution of EQ models, measurement techniques to assess your EQ, and how to form a cohesive team using the five basic behaviors. Recognizing and facing the different types/maturity levels in EQ can and will lead to a smoother project.
Soft skills is a synonym for "people skills." The term describes those personal attributes that indicate a high level of emotional intelligence.
It's often said that hard skills will get you an interview but you need soft skills to get and keep the job.
The Squiggly Career book by Helen Tupper & Sarah Ellis provides a paradigm shift from traditional LADDER (staircase) model of career to a contemporary SQUIGGLY model of career. This book provides practical tips and insights of career management in today's VUCA world.
In this Web Portal we can find each and every government job information which is announced official, There are lot of website among them this website have updated information compared to other job portal .
A knowledge worker is someone who is employed because of his or her knowledge of a subject matter, rather than ability to perform manual labor. They perform best when empowered to make the most of their deepest skills.
Talent management refers to the skills of attracting highly skilled workers, of integrating new workers, and developing and retaining current workers to meet current and future business objectives.
Align the performance evaluation process with the firm’s mission, vision, and values.
Understand key emotional intelligence
competencies.
Increase comfort with performance review conversations.
Identify the core message employee should remember after the conversation.
Practice coaching employees on future desired
performance focusing on strengths.
A Crash Course in Human Resources for Emerging ProfessionalsWest Muse
Human Resources (HR) is an integral part of museum management. Those who are established in the museum field know this from experience; however our emerging professionals typically have not been exposed to the sometimes complex issues of HR. This session’s museum experts present and discuss what those new to the museum field need to know about HR and will give a current snapshot of HR in academia.
Moderator: Charlie Castillo, Director of Human Resources and Administration, Fine Arts Museums of San Francisco
Presenters:
Cat Bradley, Graduate Student, Library Fellow, Business Owner, University of Oregon
Gail Anderson, President, Gail Anderson & Associates
Brent Thomas, Director, Human Resources, The Church of Jesus Christ of Latter-Day Saints
Discuss a workable definition of Emotional Intelligence in leadership.
Understand the five domains of Emotional Intelligence.
“EI” Exercise to explore personal strengths and vulnerabilities related to EI.
Develop an EI Action Plan resulting in improved self-management & career transition success.
Transformational Executive Coaching
Expands people’s capacity to take effective action.
Challenges beliefs and assumptions that are responsible for one’s actions and behaviors.
Examines what one does, why one does what one does, but also who one is. What are the principles upon which one forms identity?
Discuss a workable definition of Emotional Intelligence in leadership and team building.
Understand the five domains of Emotional Intelligence.
Team Building Exercise to explore personal strengths and vulnerabilities related to EQ.
Develop an EQ Action Plan resulting in improved team performance.
APM webinar, sponsored by the Midlands branch on 21 October 2021.
Presenter: Richard Tulley
Designed for project professionals at all career levels, from being new to project management through to senior project / programme managers, who are seeking to accelerate their project management career. This webinar was held on 21 October 2021.
By joining this event you understand how you to accelerate your own project management career through an increased emphasis upon development of behavioural skills and social interaction.
Richard Tulley will explain the foundational elements for project managers’ career development and explore the significance of emotional intelligence, setting goals, adopting a coaching style and leadership skills.
Richard will share his experience and insight from his role at Sopra Steria and its approach to developing a practice of over 400 project professionals.
Links:
https://youtu.be/UZUMdJ4IOio
https://www.apm.org.uk/news/accelerating-your-project-management-career-webinar/
This topic was presented by Myron Sta. Ana, the Founder and Chief EnterTraining Officer of Myron Sta. Ana Training and Consultancy Services, to hundreds of secondary school student and youth leaders from around the Philippines at the 2nd APPSAM National Student Leaders' Assembly and Talent Fair at the Francisco Benitez Hall of the Teachers' Camp in Baguio City, Philippines
Presentation at SoftShake Conference 2016. Why we don't learn enough? What are the right people and right environment for learning? Which processes must be in place to facilitate learning?
Ms. Neerja Verma, presents the 36th session at the NASSCOM Friday's 2.0 at NASSCOM Delhi office.
Sharing 12 elements of great management, Ms. Verma shares her thoughts on what it takes to make a great company.
Take action to implement 3 new and powerful ideas.
Assess individual patterns of job stress.
Demonstrate an effective method to manage job stress.
Develop organizational stress solutions.
Time/Self-management Key Concepts
Personal Mission Statement:
Defining Your Life Goals:
Weekly Time Log:
Plan:
Scheduling:
To Do Lists:
Set Priorities:
80/20 Rule:
“Maynard’s Question”:
Win the “War for Millennial Talent.”
Adopt new mindset – initiate, engage, collaborate and evolve.
Create a GEN Y friendly workplace culture.
Best Practices for Managing Millennials.
Change perspective involving time, technology and loyalty.
Provide in the moment performance feedback.
Create emotionally intelligent teams.
Develop future leadership bench strength.
How to Close the Door on What is not
Working
How to Open the Door to Your Dream
Career
Face Your Fears and Discover the
Confidence to Make That Important
Sale to Yourself
Change Your Mindset. Marketing is
Fun!
Discuss a workable definition of Emotional Intelligence in leadership and organizations.
Understand the five domains of Emotional Intelligence.
Utilize the EQ-i to explore personal strengths and vulnerabilities related to EQ.
Develop an EQ Action Plan resulting in demonstrable and measurable change.
Innovation in Difficult Times - Developing Innovative LeadersWorking Resources
How to create an innovative culture.
How to develop a disruptive mindset.
How abundance impedes innovation.
How constraints often enable innovation.
How to enhance creativity.
How to embrace change and thrive.
Succession Planning
Simple replacement planning. A process that indicates possible internal replacements for critical positions.
Developmental succession planning.
Talent pool planning.
Best practice organizations link succession planning with business strategy.
Clarify Vision, Mission and Strategy
Develop Emotional/Social Intelligence
Improve Team Accountability Behaviors
Develop a Positive Accountability Action Plan
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
The key differences between the MDR and IVDR in the EUAllensmith572606
In the European Union (EU), two significant regulations have been introduced to enhance the safety and effectiveness of medical devices – the In Vitro Diagnostic Regulation (IVDR) and the Medical Device Regulation (MDR).
https://mavenprofserv.com/comparison-and-highlighting-of-the-key-differences-between-the-mdr-and-ivdr-in-the-eu/
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Buy Verified PayPal Account | Buy Google 5 Star Reviewsusawebmarket
Buy Verified PayPal Account
Looking to buy verified PayPal accounts? Discover 7 expert tips for safely purchasing a verified PayPal account in 2024. Ensure security and reliability for your transactions.
PayPal Services Features-
🟢 Email Access
🟢 Bank Added
🟢 Card Verified
🟢 Full SSN Provided
🟢 Phone Number Access
🟢 Driving License Copy
🟢 Fasted Delivery
Client Satisfaction is Our First priority. Our services is very appropriate to buy. We assume that the first-rate way to purchase our offerings is to order on the website. If you have any worry in our cooperation usually You can order us on Skype or Telegram.
24/7 Hours Reply/Please Contact
usawebmarketEmail: support@usawebmarket.com
Skype: usawebmarket
Telegram: @usawebmarket
WhatsApp: +1(218) 203-5951
USA WEB MARKET is the Best Verified PayPal, Payoneer, Cash App, Skrill, Neteller, Stripe Account and SEO, SMM Service provider.100%Satisfection granted.100% replacement Granted.
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
2. Our Goals for Today
o Review Benchmark of Organizational
Emotional Intelligence Survey (BOEI)
o Focus on RINA’S Future –The Vision
o Master Personal Change
o Role-play Limiting Thoughts &
Behavior Change Skills
o LOVE ‘EM OR LOSE ‘EM:
Retaining T alented Employees
3. What You Will Learn Today
o How You Contribute to the
Organizational Climate
o Strategies to Change Core Beliefs
and Interpersonal Behavior
o Increase the Performance and
Retention of your People
o Create a Climate of Achievement &
Retention
4. Win the War For Talent
o The most important resource over the
next 20 years will be talent
o Companies must attract and retain
energetic, motivated, technologically
literate, globally astute, & learning
agile people
o T alent has become more important
than capital, strategy, or R&D
5. The War for Talent
o High cost of turnover
o Shrinking labor pool
o Competitive pressure
o The business advantage of hiring
and retaining great people whose
values and competencies match the
company’s culture
6. Strategic Talent Management
o Selection, development, promotion,
and retention of people executed in
line with your organization’s current
and future business goals
7. “Men judge more from
appearances than reality. All
men have eyes, but few have the
gift of penetration. Everyone
sees your exterior, but few can
discern what you have in your
heart”.
Machiavelli, The Prince, 1532
8. HOW DO YOU
MOTIVATE PEOPLE?
o Provide recognition of good performance
any time it’s encountered
o Enable employees to find meaning in
their work
o Create a compelling vision
o Provide interesting work
o Develop a collaborative and team-based
culture
9. GIVING FEEDBACK
o Learned and part of firm’s culture
o Everyone’s responsibility
o Balance positive and negative
feedback
o Focus on specific examples of
behavior
o Timely
o Contracting
10. COACHING
o Providing and clarifying direction
o Encouraging the development of
performance goals
o Giving feedback and listening
o Motivating
o Removing barriers and providing
resources
11. RECEIVING FEEDBACK
o Welcome feedback
o Proactive in seeking feedback
o Be open to change
o Listen to feedback from everyone
o Multi-rater 360-degree feedback
12. Emotional Intelligence is the
ability to…
o recognize our own feelings and those
of others, motivate ourselves, and
manage emotions well in ourselves
and in our interpersonal relationships
13. RESEARCH
o Up to 90% of the difference between
outstanding and average leaders is linked
to emotional intelligence. EQ is twice as
important as IQ and technical expertise
combined, and is four times as important in
overall success
o Research by the Center for Creative
Leadership found the primary cause of
derailment in executives involves deficits
in emotional competence
1. Change 2. T eamwork 3. Interpersonal
Relations
14. WHY DEVELOP
EMOTIONAL INTELIGENCE?
o More than 50% of employees lack the
motivation to keep learning and improving
o Four in 10 people cannot work
cooperatively
o 70% of all change initiatives fail because of
people issues – inability to lead, lack of
teamwork, unwillingness to take initiative,
and inability to deal with change
Hay Group
15. EQ vs. IQ
o EQ is the ability to bring people together
and motivate them
o EQ is the trust to build productive
relationships
o EQ is the resilience to perform under
pressure
o EQ is the courage to make decisions
o EQ is the strength to persevere through
adversity
16. EQ vs. IQ
o EQ is the vision to create the future
o EQ is a skill. Skills can be learned
o Employees in an emotionally
intelligent company empowered to
contribute fully
o Emotionally intelligent organization
creates innovative products &
services, and exceptional customer
loyalty
17. Five Competencies of Emotional
Intelligence at Work
o Self-Awareness-Ability to recognize
and understand your moods, emotions, and
drives, as well as their effect on others
o Self-Regulation-Ability to control
impulses and moods
o Motivation-Passion to pursue goals with
energy
o Empathy-Awareness of others’ feelings
o Social Skill-Proficiency in managing
relationships
18. The Peter Principle and EQ
o People are frequently promoted to
their level of incompetence
o Individuals are often promoted
because of their technical expertise,
when the needed skills are managing
people
o The technical expert can become a
poor boss
19. EQ OBSTACLES
o Fear
o Avoid Conflict and Challenge
o Negative Internal Dialogue
o Unrealistic Expectations
o Blaming Others
20. INTERPERSONAL SKILLS
o Focus on behavior
o Build self-esteem
o Solve problems collaboratively
o Listen actively
o Probe for understanding
o Positively reinforce desired behaviors
25. The Sweet Spot for Achievement
Good Boss
o Great Listener
o Encourager
o Communicator
o Courageous
o Sense of Humor
o Empathetic
o Decisive
o T akes Responsibility
o Humble
o Shares Authority
26. The Sweet Spot for Achievement
Bad Boss
o Blank wall
o Doubter
o Secretive
o Intimidating
o Bad temper
o Self-centered
o Indecisive
o Blames
o Arrogant
o Mistrusts
27. LOVE ‘EM OR LOSE ‘EM:
Retaining Talented Employees
o Retention Factors
o www.gallup.com/poll/managing/mana
ging.asp
28. Retention Factors
o 1. I know what is expected of me at
work
o 2. I have the materials and equipment I
need to do my work right
o 3. At work, I have the opportunity to do
what I do best everyday
o 4. In the last seven days, I have received
recognition or praise for good work
29. Retention Factors
o 5. My supervisor or the person I
report to seems to care about me
as a person
o 6. There is someone at work who
encourages my development
o 7. In the last six months, someone at
work has talked with me about my
progress
30. Retention Factors
o 8. At work, my opinions seem to
count
o 9. The mission/purpose of my
company makes me feel my job is
important
o 10. My fellow employees are
committed to doing quality work
31. Retention Factors
o 11. I have a best friend at work
o 12. The last year , I have had
opportunities to learn and grow
32. Retaining and Coaching
Top Talent
o Share a common vision
o Provide meaningful work
o Provide proper resources
o Get people involved in decision-making
o Provide support with managing change
o Coaching for career development
34. Feedforward Exercise
o The feedforward exercise
o Letting go of the past
o Listening to suggestions without
judging
o Learning as much as you can
o Helping as much as you can
o Learning points to help you be a great
coach
35. ACTION PLAN
o Identify 3 strengths
o Identify 3 growth areas
o Develop a plan to improve specific
skill
36. HOMEWORK
Feedforward Contract
o Select One Strength and One
Behavior for Development
o Feedforward Performance Feedback
37. Handout Resources
o Workshop Agenda
o Benchmark of Organizational
Emotional Intelligence (BOEI)
o Managing Dynamic Change Article
o Love ‘Em Or Lose ‘Em Article
o Creating an Execution Culture Article
38. Handout Resources
o Retention Survey for Leaders…How
to keep workers
o Exploring Current Culture and Vision
for the Future
o The Four Questions
o Feedforward
o Feedforward Contract
39. UNLEASHING OUR
POTENTIAL
“Our deepest fear is not that we are
inadequate. Our deepest fear is that
we are powerful beyond measure. It
is our light, not our darkness, that
frightens us. ”
Nelson Mandela
40. Dr. Maynard Brusman
Consulting Psychologist & Executive Coach
Working Resources
P .O. Box 471525 San Francisco, California 94147
T el: 415-546-1252
E-mail: mbrusman@workingresources.com
Web Site: http://www.workingresources.com
Subscribe to Working Resources Newsletter:
http://www.workingresources.com
Visit Maynard's Blog:
http://www.workingresourcesblog.com