Teamwork can be rewarding when teams work, eat and play together effectively. While teams are generally more creative than individuals, it depends on minimizing disadvantages like process losses that come from coordination challenges. Successful teams pick the right people and provide them with needed resources to achieve synergy greater than the sum of individual parts.
DISC Assessment Facilitation Guide - LeadershipHellen Davis
Use our DISCflex Facilitation Guide to teach workshops on DISC. The PPT has notes for the facilitator and will walk you thru how to use DISC with a team or group.
1. DiSC Personality Profiles.
2. Agenda.
3. Introduction. The four styles you need to know to realize your full personal profile and also others.
4. The key to your unique personality style priorities begins with a single dot.
5. Now let’s go deeper into the 4 DiSC personality styles!
6. Dominance. Priorities of the D style: Results, Action, and Challenge. Characteristics: Direct, Drive, Determined, Decisive, Firm, Result-focused, Strong-willed, Self-confident, and Risk-taker.
7. Things you might hear someone with a D style say: “I can give you two-minutes then please close the door on the way out”, “Spare me the details and get straight to the point”.
8. D-Type in a team Dynamic.
9. How to Effectively Communicate with D style?
10. Influence. Priorities of the i style: Enthusiasm, Action, and Collaboration. Characteristics: Inspiring, Interacting, Interesting, Persuasive, Talkative, Optimistic, Outgoing, Collaborative, Energetic, and Lively.
11. Things you might hear someone with a i style say: “We have one heck of a team –you guys rock!”, “I have this great idea …”.
12. i-Type in a team Dynamic.
13. How to Effectively Communicate with i style?
14. Steadiness. Priorities of the S style: Support, Stability, and Collaboration.
15. Things you might hear someone with a S style say: “I’m happy to help in any way I can”, “let’s not rock the boat“.
16. S-Type in a team Dynamic.
17. How to Effectively Communicate with S style?
18. Conscientiousness. Priorities of the C style: Accuracy, Stability, and Challenge. Characteristics: Cautious, Complaint, Correct, Careful, Accurate, Analytical, Systematic, Precise, Diplomatic, and Fact finder.
19. Things you might hear someone with a C style say: “ Do we have all the data?”, “Make sure to double-check your work“.
20. C-Type in a team Dynamic.
21. How to Effectively Communicate with C style?
22. So, which personality type are you?
23. Conclusion. All DiSC styles are equally valuable. Everyone is a blend of all 4 styles with varying degrees. Learning about people’s styles help you relate better. People can adapt their styles to fit particular situations or environments. Understanding yourself better is the first step to become more effective; personally and professionally.
Note: Slides taken from more than one slide shared here.
DISC Assessment Facilitation Guide - LeadershipHellen Davis
Use our DISCflex Facilitation Guide to teach workshops on DISC. The PPT has notes for the facilitator and will walk you thru how to use DISC with a team or group.
1. DiSC Personality Profiles.
2. Agenda.
3. Introduction. The four styles you need to know to realize your full personal profile and also others.
4. The key to your unique personality style priorities begins with a single dot.
5. Now let’s go deeper into the 4 DiSC personality styles!
6. Dominance. Priorities of the D style: Results, Action, and Challenge. Characteristics: Direct, Drive, Determined, Decisive, Firm, Result-focused, Strong-willed, Self-confident, and Risk-taker.
7. Things you might hear someone with a D style say: “I can give you two-minutes then please close the door on the way out”, “Spare me the details and get straight to the point”.
8. D-Type in a team Dynamic.
9. How to Effectively Communicate with D style?
10. Influence. Priorities of the i style: Enthusiasm, Action, and Collaboration. Characteristics: Inspiring, Interacting, Interesting, Persuasive, Talkative, Optimistic, Outgoing, Collaborative, Energetic, and Lively.
11. Things you might hear someone with a i style say: “We have one heck of a team –you guys rock!”, “I have this great idea …”.
12. i-Type in a team Dynamic.
13. How to Effectively Communicate with i style?
14. Steadiness. Priorities of the S style: Support, Stability, and Collaboration.
15. Things you might hear someone with a S style say: “I’m happy to help in any way I can”, “let’s not rock the boat“.
16. S-Type in a team Dynamic.
17. How to Effectively Communicate with S style?
18. Conscientiousness. Priorities of the C style: Accuracy, Stability, and Challenge. Characteristics: Cautious, Complaint, Correct, Careful, Accurate, Analytical, Systematic, Precise, Diplomatic, and Fact finder.
19. Things you might hear someone with a C style say: “ Do we have all the data?”, “Make sure to double-check your work“.
20. C-Type in a team Dynamic.
21. How to Effectively Communicate with C style?
22. So, which personality type are you?
23. Conclusion. All DiSC styles are equally valuable. Everyone is a blend of all 4 styles with varying degrees. Learning about people’s styles help you relate better. People can adapt their styles to fit particular situations or environments. Understanding yourself better is the first step to become more effective; personally and professionally.
Note: Slides taken from more than one slide shared here.
Think of your DISC profile as a set of descriptors letting you know what “tools” you have in your tool belt.
Your default LEADERSHIP DIMENSION shows you which “tools” you reach for most often.
This lecture was presented at the 2016 Florida International University 13th Annual Leadership Summit. DiSC is a personality test that shows one which type of personality they lead with. Unlike usual personality tests about how you are as a person, DiSC teaches you more about your strengths and weaknesses as a leader. This presentation will show you how to apply your leadership roles to team situations.
Created for company team training on DiSC Personality Profiles. I took basic talking points and tried to make them visually interesting, personifying each of the four types with an animal and primary color scheme.
Research has identified seven important dispositions, excellences, or 'virtues' of leadership. Learn how to identify, develop, and nurture these virtues to become effective leade
DiSC Profile Introduction - Why Use DiSC Communication Profiling?Mary Jane Clark
Here's a presentation I created while leading teams at StepUp in Raleigh, NC. I felt it is important to take time to educate people by sharing this basic, simple introduction to the DiSC profile and uses in communication.
In my workplace, every client, staff, volunteer and board member takes Disc assessment - and furthermore, all our profiles are shared. We'd never ask a client to do anything we don't do. That'a an authentic value. We believe it has made us more successful in our field of human services, as people and as an organization. We tend to play nice with one another because we took the time to truly get to know and understand one another.
Internal Communication training with DISCmiguelcabral
Presentation used for an International Federation of Medical Students' Associations (IFMSA) training on Internal Communication for teams using the DISC model.
Introduces the famous DiSC profile and gives basic information about interpreting the results. Please read the copyright information. I really appreciate you acknowledging The Business Center as the source for the material. If you need DiSC profiles, please contact us to order them at bizcenter.com .
DISC Personalty Assessments - Your Key to Professional SuccessHoward Fox
This presentation by DISC Affiliate provides viewers with an overview of the Everything DiSC® Personality Profile, your key to improving professional relationships in the workplace, regardless of title and position.
DiSC is a registered trademark of Wiley Publishing, Inc.
Each of the four unique DiSC styles responds differently when faced with conflict.
The better you know how your employees or coworkers will respond to conflict, the better prepared you will be to resolve it.
Think of your DISC profile as a set of descriptors letting you know what “tools” you have in your tool belt.
Your default LEADERSHIP DIMENSION shows you which “tools” you reach for most often.
This lecture was presented at the 2016 Florida International University 13th Annual Leadership Summit. DiSC is a personality test that shows one which type of personality they lead with. Unlike usual personality tests about how you are as a person, DiSC teaches you more about your strengths and weaknesses as a leader. This presentation will show you how to apply your leadership roles to team situations.
Created for company team training on DiSC Personality Profiles. I took basic talking points and tried to make them visually interesting, personifying each of the four types with an animal and primary color scheme.
Research has identified seven important dispositions, excellences, or 'virtues' of leadership. Learn how to identify, develop, and nurture these virtues to become effective leade
DiSC Profile Introduction - Why Use DiSC Communication Profiling?Mary Jane Clark
Here's a presentation I created while leading teams at StepUp in Raleigh, NC. I felt it is important to take time to educate people by sharing this basic, simple introduction to the DiSC profile and uses in communication.
In my workplace, every client, staff, volunteer and board member takes Disc assessment - and furthermore, all our profiles are shared. We'd never ask a client to do anything we don't do. That'a an authentic value. We believe it has made us more successful in our field of human services, as people and as an organization. We tend to play nice with one another because we took the time to truly get to know and understand one another.
Internal Communication training with DISCmiguelcabral
Presentation used for an International Federation of Medical Students' Associations (IFMSA) training on Internal Communication for teams using the DISC model.
Introduces the famous DiSC profile and gives basic information about interpreting the results. Please read the copyright information. I really appreciate you acknowledging The Business Center as the source for the material. If you need DiSC profiles, please contact us to order them at bizcenter.com .
DISC Personalty Assessments - Your Key to Professional SuccessHoward Fox
This presentation by DISC Affiliate provides viewers with an overview of the Everything DiSC® Personality Profile, your key to improving professional relationships in the workplace, regardless of title and position.
DiSC is a registered trademark of Wiley Publishing, Inc.
Each of the four unique DiSC styles responds differently when faced with conflict.
The better you know how your employees or coworkers will respond to conflict, the better prepared you will be to resolve it.
This presentation gives a detailed understanding of the importance of "Team" in an organisation. It also distinguishes between "Groups" and "Teams" which is confused as similar terms.
Explaining Work Group Behavior (cont’d)
Describe the relationships between group cohesiveness and productivity.
Discuss how conflict management influences group behavior.
Tell the advantages and disadvantages of group decision making.
Creating Effective Teams
Compare groups and teams
Explain why teams have become so popular.
Describe the four most common types of teams.
List the characteristics of effective teams
Pursuing the Elusive High Performance TeamBen Thorp
We all remember being on "that team." The team that banded together through tight deadlines to deliver great products. The team that was a safe place for professional conflict. The team that went to lunch and happy hour together. The team that felt more like a family. Now, 20 years after Scrum was first introduced, why are these teams still so scarce? Can we intentionally reproduce those outcomes? This presentation will fill some of the (intentional) gaps left in Scrum by its creators by exploring the leading research on high performance teams.
This presentation shows a surprising tool that is not often used in dealing with toxicity in the workplace: strategic use of qualities, or virtues to improve difficult situations. Link for the tip sheet is: https://d2saw6je89goi1.cloudfront.net/uploads/digital_asset/file/335678/Toxic_workplace_key_themes_from_incidents.pdf
David C Winegar Psychological Safety for PerformanceDavid Winegar
Slides from my webinar on wanted.jobs on how to build psychological safety environments to drive higher performance. Includes neuroscience insights that provide insights into how to better connect people and develop a culture of inclusivity, respect and high trust which results in JOY @ Work.
This is a preview of Absolute-North and David C. Winegar's Psychological Safety for Performance Organizational Toolkit available from absolute-north.com beginning in July of 2021.
Agile Influence: 8 Strategies to Empower You and Your Team - Joanna Plumpton,...Agile Montréal
Agile Influence: 8 Strategies to Empower You and Your Team
As part of an agile team, we are frequently in situations in which we hope to positively impact outcomes through our daily interactions. People skills are in demand but what are the tools? What can you do to influence and make your team great? Rather than logical argument, cognitive science shows the need to speak to subconscious motivators rather than our rational side. We present the strategies.
About Joanna Plumpton
I am on my continuous learning journey to develop as an Agile Coach. I have been involved professionally in application development for over 18 years, progressively fulfilling the roles of developer, team lead, development manager, business analyst, project & delivery manager, Agile Coach and Practice Manager in both Product Development and Consulting environments.
About Andy Nguyen
Andy is an agilist, coach, trainer, influencer and advocate, in constant struggle to challenge on the methodologies and the over-control of traditional management. Currently coaching new Scrum Masters and product owners and apply Agille methodologies across teams.
The one Agile value that does not get enough attention is "Individuals and Interactions over processes and tools". A reason for this is because many of the people in our industry started out in college as “Computer Science” or “Software Engineering” students. Yet individuals and interactions focuses more on psychology and human behavior. It is also less black and white and less perfect. This presentation offers guidance and motivation for attending to the human side of an Agile software project.
Our Founder, Roy Larson spoke on the topic of "Bringing out the Best in People" and how this can increase production, and efficiency in your jobs. Our consultants apply this to their relationships with developers, stakeholders, clients, etc. to be a catalyst in projects and your organizations everyday performance.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
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!
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.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
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).
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.
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Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
7. 1. Creative
2. Tactical
3. Problem-Solving
Source: LaFasto, F. M. and Larson.C.E., (1989). Teamwork: What must go right/what can go wrong. Newbury Park, CA:
Sage.
8. Manager Led
Self-Managing
Self Designing or Self Governing
Source: Thompson, L., (2008) Making the team: a guide for managers. Northwestern, Prentice Hall
9. Teams have a longer learning curve
than individuals.(Ferrari)
Coopetition characterizes most team
relationship
Team Performance
= f (People+ Situation+ Process)
12. Did your group out-
perform its best member?
Were you able to
recognize the “expertise”
of your members?
13. “None of us are as smart as all of us.”
Potentially.
It depends on our ability to generate group synergy, and
minimize potential disadvantages of working in
groups.
14.
15. Actual Group = Potential – Process + Process Gain
Productivity Productivity Loss1 (SYNERGY)
1Process Loss = Ability Loss + Motivation
Loss + Coordination Loss
16. the average individual score is
worse than the average team
score… suggesting that
groups are better at making
decisions….
However, the average team
score is NOT consistently
better than the “best”
individual score…suggesting
that groups are not always as
good as or better than their
best member…
17. Individual Factors
(KSAOs,
Synergistic
personality, etc.) gain
Team Factors
(structure, Interaction Process Outcome
composition, size, etc.)
Process
Environmental Factors
(Reward system, loss
supervision, training, etc.)
21. Seeking evidence to confirm initial hypothesis
and excluding the search for disconfirming
information
This leads to:
Selective attention
Selective interpretation
Selective recall
Can also create self-fulfilling prophesies
23. Jim left the house to get some stationery. He walked out into the
sun-filled street with two of his friends, basking in the sun as he
walked. Jim entered the stationery store, which was full of people.
Jim talked with an acquaintance while he waited to catch the clerk’s
eye. On his way out, he stopped to chat with a school friend who
was just coming out of the store. Leaving the store, he walked
toward the school. On his way, he met a woman to whom he had
been introduced the night before. They talked for a short while, and
then, Jim left for school.
After school, Jim left the classroom alone. Leaving the school, he
started on his long walk home. The street was brilliantly filled with
sunshine. Jim walked down the street on the shady side. Coming
down the street, he saw the pretty woman whom he had met the
previous evening. Jim crossed the street and entered a candy store.
The store was crowded with students and he noticed a few familiar
faces. Jim waited quietly until he caught the counterman’s eye and
then gave his order. Taking his drink, he sat at a side table. When
he had finished his drink, he went home.
24. Condition % rating Jim as
friendly
Friendly description only 95%
Friendly first, unfriendly last 78%
Unfriendly first, friendly last 18%
Unfriendly description only 3%
25.
26. Action does not produce
return, may produce loss.
Decision is made to
commit further resources
in order to “turn the
situation around.”
Process may repeat and
“escalate” several times as
additional resources are
invested.
27.
28. People bring their
behavior into alignment
with a group’s
expectations & beliefs
Cause: People want
acceptance & inclusion in
groups. Exclusion occurs
when people do not
conform
29. Asch Experiments in Conformity
Which line is closest in length to the standard?
A B C
Standard
30. Deterioration of mental
efficiency
Suppression of reality-
testing
Censorship of doubts
Ignoring outside
information
Overconfidence
Attitude of invulnerability
31. Teams often agree to a course of
action that none of them wants,
because each member assumes
that the others want it
Causes:
Fear of conflict
Conformity seeking
Pluralistic ignorance: Others want it!
32. “I want to talk with you about the
research project. Although I have
previously said things to the
contrary. I frankly don’t think it will
work and I am very anxious about it.
I suspect that others may feel the
same, but I don’t know. Anyway, I
am concerned that we may end up
misleading one another, and if we
aren’t careful, we may continue to
work on a problem that none of us
wants and that might even bankrupt
us. That’s why I need to know where
the rest of you stand. I would
appreciate any of your thoughts
about the project. Do you think it
can succeed?” – Harvey
33. Definition: Group judgments often more extreme
than average of the judgments of individual
members
Risky shift
Cautious shift
Causes:
Need to be right: people are information dependent on
others
Need to be liked: people desire acceptance by a group
34.
35.
36.
37. Good decisions
require asking the
right questions
De-bias - identify and
avoid pressures
Create an
atmosphere in your
groups where unique
information is shared
and listened to