Performance Reviews: 5 Keys to Really Make them About PerformanceBizLibrary
In the field of employee relations and labor/management conflicts, sometimes we have to work hard to find things about which both sides (employee and management) agree.
One such area is performance reviews or appraisals. It’s just about universally true that nobody likes performance appraisals. But, the effective, accurate and objective evaluation of each employee’s performance holds the key to improving the overall performance of your entire organization.
In this webinar, you'll learn:
The role of performance management.
Why we do performance reviews.
Key strategies for effective performance management.
Continuous learning and development.
How to Create a Culture That Fosters Employee Engagement | Webinar BizLibrary
Zombies are the walking dead. Disengaged employees are dead productivity-wise. Both are contagious and pose a risk to those among them. Additionally, disengaged employees cost organizations a lot of money. The frightening facts:
70% of employees are disengaged and actively disengaged.
Nearly 1/3 of employees think their managers fail to effectively communicate goals.
40% of employees say they don't receive regular, clear feedback on their performance from their manager.
(Sources: Gallup and Tower Perrins)
So, how can we overcome the walking dead and create a culture that fosters engagement. The cure? Your managers. In this webinar we'll discuss how to develop your managers and improve your organizational culture.
The traditional annual performance review is frozen in time. Employees dread it, and employers feel the same way. Its problems are structural and serious. Can it be saved?
There is hope! Crowdsourcing is a terrific way to revitalize the stale performance review and make it relevant to your talent management and culture. In this webinar, Jennifer Sartor and Darcy Jacobsen from Globoforce will discuss how to debunk the myths surrounding the traditional review, and build a smarter performance management system that:
Uses social recognition to inject new life into the troubled traditional performance review.
Offers managers new insight into performance, based on crowdsourced data.
Provides a vision for 2020 that realigns performance management with top-level business objectives.
Join us as we explore this fascinating topic.
Employee Engagement Best Practices: Survey Process Tips to Improve Trust, Acc...Qualtrics
To view the on-demand webinar for this presentation see the below link: https://success.qualtrics.com/survey-process-tips-watch.html?utm_source=slideshare
Measuring employee engagement can drive positive organizational change and increase revenue, retention, and overall productivity. However, mismanaging your employee engagement program can actually decrease trust, accountability, and empowerment amongst employees.
Join Qualtrics and Sarah Marrs, Employee Engagement Specialist, as we discuss common pitfalls that undermine engagement programs along with some practical tips to ensure a successful experience.
Best Practices for Developing Your Emerging LeadersBizLibrary
In this webinar, Jeremy Lieb of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
www.bizlibrary.com
Performance Reviews: 5 Keys to Really Make them About PerformanceBizLibrary
In the field of employee relations and labor/management conflicts, sometimes we have to work hard to find things about which both sides (employee and management) agree.
One such area is performance reviews or appraisals. It’s just about universally true that nobody likes performance appraisals. But, the effective, accurate and objective evaluation of each employee’s performance holds the key to improving the overall performance of your entire organization.
In this webinar, you'll learn:
The role of performance management.
Why we do performance reviews.
Key strategies for effective performance management.
Continuous learning and development.
How to Create a Culture That Fosters Employee Engagement | Webinar BizLibrary
Zombies are the walking dead. Disengaged employees are dead productivity-wise. Both are contagious and pose a risk to those among them. Additionally, disengaged employees cost organizations a lot of money. The frightening facts:
70% of employees are disengaged and actively disengaged.
Nearly 1/3 of employees think their managers fail to effectively communicate goals.
40% of employees say they don't receive regular, clear feedback on their performance from their manager.
(Sources: Gallup and Tower Perrins)
So, how can we overcome the walking dead and create a culture that fosters engagement. The cure? Your managers. In this webinar we'll discuss how to develop your managers and improve your organizational culture.
The traditional annual performance review is frozen in time. Employees dread it, and employers feel the same way. Its problems are structural and serious. Can it be saved?
There is hope! Crowdsourcing is a terrific way to revitalize the stale performance review and make it relevant to your talent management and culture. In this webinar, Jennifer Sartor and Darcy Jacobsen from Globoforce will discuss how to debunk the myths surrounding the traditional review, and build a smarter performance management system that:
Uses social recognition to inject new life into the troubled traditional performance review.
Offers managers new insight into performance, based on crowdsourced data.
Provides a vision for 2020 that realigns performance management with top-level business objectives.
Join us as we explore this fascinating topic.
Employee Engagement Best Practices: Survey Process Tips to Improve Trust, Acc...Qualtrics
To view the on-demand webinar for this presentation see the below link: https://success.qualtrics.com/survey-process-tips-watch.html?utm_source=slideshare
Measuring employee engagement can drive positive organizational change and increase revenue, retention, and overall productivity. However, mismanaging your employee engagement program can actually decrease trust, accountability, and empowerment amongst employees.
Join Qualtrics and Sarah Marrs, Employee Engagement Specialist, as we discuss common pitfalls that undermine engagement programs along with some practical tips to ensure a successful experience.
Best Practices for Developing Your Emerging LeadersBizLibrary
In this webinar, Jeremy Lieb of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
www.bizlibrary.com
Sink or Swim? Supporting the Transition to New ManagerBizLibrary
“Managers on the front line are critical to sustaining quality, service, innovation, and financial performance.” Becoming a Manager, Linda Hill, Professor, Harvard Business School How important are frontline managers? When it comes to the key areas of reaching goals, achieving productivity, and engaging employees, management’s answer is “very.”
78% - Achieving a high level of customer satisfaction*
76% - Achieving a high level of productivity*
73% - Achieving a high level of employee engagement*
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.In this webinar we'll discuss:
The four changes a new leader faces
How to help new managers balance roles, results and relationships
How to create a development plan for your new managers and supervisors
* “Frontline Managers: Are They Given the Leadership Tools to Succeed?” Harvard Business Review Analytic Services, 2014.
www.bizlibrary.com
For most of my career I had no idea how to stem passive-aggressive behavior, management insecurity, laziness, lack of foresight, pessimism, complaining, or poor quality work.
Make Change Work: Leadership Strategies to Build Support and Overcome ResistanceBizLibrary
Seventy percent of change efforts fail to achieve their desired results. The reasons have very little to do with change management and almost everything to do with change leadership.
This webinar will share specific, practical ideas to help your organization be more effective at change. You will walk away with ideas to help you:
Build buy-in and support for change
Overcome resistance to change
Equip your leaders and managers to lead and manage change
Change your organization’s mindset about change and its importance in achieving success
From interim CHRO for the U.S. Olympic Committee with the world's best athletes to head of employee engagement at storied brand American Express to CLO and change agent at Apollo Education Group, Alicia Mandel is a strategic thinker and compelling speaker. In this webinar, she explored and shared:
The need to transition from compliance-focused to engagement-centric HR
How the “sprint” business paradigm conflicts with an annual performance process
Core principles for a new performance management model
Four good transformation starting points
Change readiness model and process checklist for transforming your process
Managing an employee engagement survey can be difficult. Learn how PULS can accelerate your employee engagement program by giving you constant feedback.
How to Unlock the Hidden Value in Your Emerging Leaders | WebinarBizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Among the key challenges many employers face:
They don’t have strategic level initiatives in place to capture and retain the knowledge that’s about to leave
They don’t have replacement talent ready to step into leadership as these roles open up
They can’t engage and retain early career talent long enough to fill leadership roles
What if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this program, Chris Osborn of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
How to Unlock the Hidden Value in Your Emerging Leaders | Webinar 12.23.15BizLibrary
In this program, Chris Osborn of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
www.bizlibrary.com
Leading Remotely: Getting Great Results Wherever Your Team is LocatedBizLibrary
The reality of the working world today, and for the life of a leader is that all of those you lead likely won’t be down the hall or in the next cubicle. Each day technologies allow more people to lead teams far from where they are, or even for people to work from home one or more days a week. While there are opportunities gained, this reality creates tremendous productivity and leadership challenges too. This webinar will help any leader navigate these challenges more successfully. We will outline the biggest challenges and systematically talk about how to cover them, and even take advantage of the opportunities remote teams offer us.If you lead a team remotely, or expect that you will in the future, this session will help you be more successful in building your team, developing your people and creating the results needed by your team. Led by leadership expert Kevin Eikenberry you will leave this engaging and interactive webinar with new skills and the confidence to use those new skills.
www.bizlibrary.com
Sink or Swim: Supporting the Transition to New ManagerBizLibrary
How important are frontline managers? When it comes to the key areas of reaching goals, achieving productivity, and engaging employees, management’s answer is “very.”
78% – Achieving a high level of customer satisfaction
76% – Achieving a high level of productivity
73% – Achieving a high level of employee engagement
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
In this webinar we’ll discuss:
The four changes a new leader faces
How to help new managers balance roles, results and relationships
How to create a new manager training plan for your new managers and supervisors
A comprehensive list of the most important questions to include in your employee engagement survey.
Question categories include:-
The Organisation, Strategy & Culture
Communication
My Work
Management
Leadership
Opportunities
Reward
Recognition
Training and Development
Quality of Life
Teamwork
Plus demographic and open questions for added insight.
You'll find valuable information about how to conduct successful employee surveys and best practices for implementing changes. This presentation is for leaders in small to mid-sized businesses, HR executives, COOs, and anyone who's interested in conducting employee surveys.
How to Gain Leadership Buy-In for Your Training ProgramBizLibrary
Leadership support is critical to the success of a training program, but many are challenged in building that bridge and actually gaining the support that is necessary.
In this session, we’ll cover why leadership buy in is critical and introduce a 10 step program to make it happen. You’ll walk away with ideas, guides and action plans to implement.
This session is perfect for anyone just starting out or struggling to make the leap.
Taking the Pain Out of Performance ReviewsBizLibrary
When it comes to employee relations and labor/management conflicts, it's often difficult to find things about which both sides (employee and management) agree. One such area is performance reviews or appraisals. It’s just about universally true that nobody likes performance appraisals. But, the effective, accurate and objective evaluation of each employee’s performance holds the key to improving the overall performance of your entire organization.
In this program, BizLibrary's Jeremy Lieb, director of recruiting, and Erin Boettge, content manager, will provide actionable steps to improve the performance appraisal processes at your organization and empower you to implement a new program or change an existing one.
During this program, you'll get easy-to-understand insights on:
The role of performance management.
Why we do performance reviews.
Key strategies for effective performance management.
And much more.
Best Practices for Developing Your Emerging LeadersBizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Unfortunately, most employers don’t have strategic-level initiatives in place to capture and retain the knowledge that's about to leave, and they don't have replacement talent ready to step into leadership as these roles open up.
Employers also feel they can't engage and retain early career talent long enough to fill leadership roles…but what if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this webinar you'll learn:
5 ways to unlock the hidden value in your emerging leaders
The business impact of investing in your current talent
How to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others
The State of Performance Management: What’s Broken and How to Fix ItBizLibrary
Let’s face it – performance management, as used in most organizations is broken.
In fact, for many people the words “performance management” cause dread, anxiety or at least cynicism. These systems have been created with good intentions, but the outcomes that we are getting are far from meeting those intentions.
The good news is that while the systems may be broken, there are ways to make them work without overhauling the software of forms.
In fact, in this fast paced practical webinar, leadership expert Kevin Eikenberry shares specific ways to change the mindsets, habits, conversations and outcomes related to performance management in your organization.
You will leave being able to work within your organization’s existing systems, and still create real, lasting improvement in your performance management conversations.
By the end of this session you will be able to:
Determine the misunderstandings and get everyone on the same page
Make sure people know it isn’t really about performance “management”
Help people see what is really required for success with these processes
Know the skills required to make this transformation work
Change the culture to make the changes really work
Shift the focus to the outcome and not a form
Sink or Swim? Supporting the Transition to New ManagerBizLibrary
“Managers on the front line are critical to sustaining quality, service, innovation, and financial performance.” Becoming a Manager, Linda Hill, Professor, Harvard Business School How important are frontline managers? When it comes to the key areas of reaching goals, achieving productivity, and engaging employees, management’s answer is “very.”
78% - Achieving a high level of customer satisfaction*
76% - Achieving a high level of productivity*
73% - Achieving a high level of employee engagement*
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.In this webinar we'll discuss:
The four changes a new leader faces
How to help new managers balance roles, results and relationships
How to create a development plan for your new managers and supervisors
* “Frontline Managers: Are They Given the Leadership Tools to Succeed?” Harvard Business Review Analytic Services, 2014.
www.bizlibrary.com
For most of my career I had no idea how to stem passive-aggressive behavior, management insecurity, laziness, lack of foresight, pessimism, complaining, or poor quality work.
Make Change Work: Leadership Strategies to Build Support and Overcome ResistanceBizLibrary
Seventy percent of change efforts fail to achieve their desired results. The reasons have very little to do with change management and almost everything to do with change leadership.
This webinar will share specific, practical ideas to help your organization be more effective at change. You will walk away with ideas to help you:
Build buy-in and support for change
Overcome resistance to change
Equip your leaders and managers to lead and manage change
Change your organization’s mindset about change and its importance in achieving success
From interim CHRO for the U.S. Olympic Committee with the world's best athletes to head of employee engagement at storied brand American Express to CLO and change agent at Apollo Education Group, Alicia Mandel is a strategic thinker and compelling speaker. In this webinar, she explored and shared:
The need to transition from compliance-focused to engagement-centric HR
How the “sprint” business paradigm conflicts with an annual performance process
Core principles for a new performance management model
Four good transformation starting points
Change readiness model and process checklist for transforming your process
Managing an employee engagement survey can be difficult. Learn how PULS can accelerate your employee engagement program by giving you constant feedback.
How to Unlock the Hidden Value in Your Emerging Leaders | WebinarBizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Among the key challenges many employers face:
They don’t have strategic level initiatives in place to capture and retain the knowledge that’s about to leave
They don’t have replacement talent ready to step into leadership as these roles open up
They can’t engage and retain early career talent long enough to fill leadership roles
What if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this program, Chris Osborn of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
How to Unlock the Hidden Value in Your Emerging Leaders | Webinar 12.23.15BizLibrary
In this program, Chris Osborn of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
www.bizlibrary.com
Leading Remotely: Getting Great Results Wherever Your Team is LocatedBizLibrary
The reality of the working world today, and for the life of a leader is that all of those you lead likely won’t be down the hall or in the next cubicle. Each day technologies allow more people to lead teams far from where they are, or even for people to work from home one or more days a week. While there are opportunities gained, this reality creates tremendous productivity and leadership challenges too. This webinar will help any leader navigate these challenges more successfully. We will outline the biggest challenges and systematically talk about how to cover them, and even take advantage of the opportunities remote teams offer us.If you lead a team remotely, or expect that you will in the future, this session will help you be more successful in building your team, developing your people and creating the results needed by your team. Led by leadership expert Kevin Eikenberry you will leave this engaging and interactive webinar with new skills and the confidence to use those new skills.
www.bizlibrary.com
Sink or Swim: Supporting the Transition to New ManagerBizLibrary
How important are frontline managers? When it comes to the key areas of reaching goals, achieving productivity, and engaging employees, management’s answer is “very.”
78% – Achieving a high level of customer satisfaction
76% – Achieving a high level of productivity
73% – Achieving a high level of employee engagement
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
In this webinar we’ll discuss:
The four changes a new leader faces
How to help new managers balance roles, results and relationships
How to create a new manager training plan for your new managers and supervisors
A comprehensive list of the most important questions to include in your employee engagement survey.
Question categories include:-
The Organisation, Strategy & Culture
Communication
My Work
Management
Leadership
Opportunities
Reward
Recognition
Training and Development
Quality of Life
Teamwork
Plus demographic and open questions for added insight.
You'll find valuable information about how to conduct successful employee surveys and best practices for implementing changes. This presentation is for leaders in small to mid-sized businesses, HR executives, COOs, and anyone who's interested in conducting employee surveys.
How to Gain Leadership Buy-In for Your Training ProgramBizLibrary
Leadership support is critical to the success of a training program, but many are challenged in building that bridge and actually gaining the support that is necessary.
In this session, we’ll cover why leadership buy in is critical and introduce a 10 step program to make it happen. You’ll walk away with ideas, guides and action plans to implement.
This session is perfect for anyone just starting out or struggling to make the leap.
Taking the Pain Out of Performance ReviewsBizLibrary
When it comes to employee relations and labor/management conflicts, it's often difficult to find things about which both sides (employee and management) agree. One such area is performance reviews or appraisals. It’s just about universally true that nobody likes performance appraisals. But, the effective, accurate and objective evaluation of each employee’s performance holds the key to improving the overall performance of your entire organization.
In this program, BizLibrary's Jeremy Lieb, director of recruiting, and Erin Boettge, content manager, will provide actionable steps to improve the performance appraisal processes at your organization and empower you to implement a new program or change an existing one.
During this program, you'll get easy-to-understand insights on:
The role of performance management.
Why we do performance reviews.
Key strategies for effective performance management.
And much more.
Best Practices for Developing Your Emerging LeadersBizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Unfortunately, most employers don’t have strategic-level initiatives in place to capture and retain the knowledge that's about to leave, and they don't have replacement talent ready to step into leadership as these roles open up.
Employers also feel they can't engage and retain early career talent long enough to fill leadership roles…but what if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this webinar you'll learn:
5 ways to unlock the hidden value in your emerging leaders
The business impact of investing in your current talent
How to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others
The State of Performance Management: What’s Broken and How to Fix ItBizLibrary
Let’s face it – performance management, as used in most organizations is broken.
In fact, for many people the words “performance management” cause dread, anxiety or at least cynicism. These systems have been created with good intentions, but the outcomes that we are getting are far from meeting those intentions.
The good news is that while the systems may be broken, there are ways to make them work without overhauling the software of forms.
In fact, in this fast paced practical webinar, leadership expert Kevin Eikenberry shares specific ways to change the mindsets, habits, conversations and outcomes related to performance management in your organization.
You will leave being able to work within your organization’s existing systems, and still create real, lasting improvement in your performance management conversations.
By the end of this session you will be able to:
Determine the misunderstandings and get everyone on the same page
Make sure people know it isn’t really about performance “management”
Help people see what is really required for success with these processes
Know the skills required to make this transformation work
Change the culture to make the changes really work
Shift the focus to the outcome and not a form
Career Planning Goals Plan Strategy Development SuccessPaddy Collins
Career Planning
Career Consulting
Career Advice
Career Goals
Career Strategy
job satisfaction
professional development
latest performance review
reflecting on your life
expand your skills
Develop a strategy
Balance Life and Work
Career Coach
Know yourself
Sample Career Plan
Goals
Career Plan
Taking ownership
When planning your Career
managing your own career
Career Development Process
Career Success
Banker's U workshop presentation covers marketing skills and resources for new business endeavors; Build confidence and motivation in working for yourself or seek a broader job pool for the existing skills you have.
For book purchase, licensing for the stage or more information please visit our website.
Watch video: http://youtu.be/bBvlJYTpW5g
Available on Amazon from John DeGaetano Productions
http://www.amazon.com/author/johndegaetano
http://www.johndegaetanoproductions.com
Aligning Your Brand Promise with Your Internal Audiences to Improve Employee ...Vignette
Workshop:
How To Align Your Brand Promise With Your Internal Audiences, Increase Growth, And Improve Consumer Satisfaction
Description:
Mike Lepis, Creative Director and Principal of Vignette recently led the following workshop for internal communications professionals. Connect your brand to your employees and work on a strategic campaign of your own. Vignette has successfully helped clients develop strategies, programs, and tools to overcome brand challenges and help companies develop long-term plans of success.
Mike led workshop attendees through the tools & techniques Vignette uses to align company brand promises with their internal audiences, including:
* Identify your audiences—what motivates them, how to do they consume internal content, and where are the key opportunities
* Produce engaging content that connects your brand message to your internal audiences
* Illustrate your brand values through elements of story, message, and design
* Create a plan to measure ROI around the challenging area of internal communications
Execution - The Discipline of getting things done GMR Group
This book was published in the year 2002 and I had read this book at that time. Revisited and read this book again just to evaluate the context. Even today the context of this book is very relevant.
Too many leaders fool themselves into thinking their companies are well run. They are like the parents in Garrison Keillor’s fictional Lake Wobegon, all of whom think their children are above average. Then the top performers at Lake Wobegon High school arrive at the University of Minnesota or Colgate or Princeton and find out they are average or even below average. Similarly , when corporate leaders start understanding how the GE’s and Emerson Electrics of this world are run- how superbly they get things done- they discover how far they have to go before they become World class in Execution.
Here is the fundamental problem: People think of execution as the tactical side of business, something leaders delegate while thy focus on the perceived “bigger” issues. This idea is completely wrong. Execution is not just tactics—it is a discipline and a system. It has to be built into a company’s strategy, its goals, and its culture. And the leader of the organization must be deeply engaged in it. He can delegate its substance.
We talk to many leaders who fall victim to the gap between promises they’ve made and results their organizations delivered. They frequently tell us they have a problem with accountability—people aren’t doing the things they’re supposed to do to implement a plan. They desperately want to make changes of some kind, but what do they need to change? They don’t know.
Execution is a specific set of behaviors and techniques that companies need to master in order to have competitive advantage.
Read this Summary ……
For CEOs and their Leadership Teams:
Join the exceptional company of more than 20,000 executives who have attended this workshop and experienced results.
Spend a day with a senior certified coach and and you will GAIN:
1.An overview of the Four Decisions™ (People, Strategy, Execution, Cash) you must get right to grow.
2.A considerable start on your 2012 One-Page Strategic Plan, to focus and align your team.
3.The Rockefeller Habits checklist to strengthen your ability to execute and accelerate your growth.
4.An aligned, accountable and enthusiastic leadership team, ready to hit the ground running in 2012.
LinkedIn sits down with the CEO of Imperative (Aaron Hurst) to talk about Purpose at Work (2016 Global Report); highlighting purpose-driven companies and their professionals. In this discussion, Aaron Hurst explains why purpose matters and how you can activate it.. Specifically, the conversation narrows in on building a purpose-driven approach in regards to talent acquisition, providing interesting data on topics such as professional satisfaction, engagement, and development.
You'll learn how you can:
- Find purpose in your work
- Benefits of purpose-driven companies and employees
- Purpose driving talent acquisition
- Purpose and company culture
To learn more, visit us: http://bit.ly/2cXuuPH
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.
www.seribangash.com
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
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.
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).
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/
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.
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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:
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Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
2. INTRODUCTION
If you’ve picked up this so-called sur- office for the dreaded performance ap- Workplace Environment (ROWE) era
vival guide, then congratulations! You’ve praisal, goals were playing a role in the is upon us. By getting up to speed on
decided to be your own captain on the outcome. cutting-edge workplace practices now,
sometimes-turbulent seas of the modern you can lead the sea change in your
workplace. You’ve moved to master your If you decided to set, track and record organization. And your coworkers (and
own performance review destiny. goal wins—and if you indeed effectively even your managers) will thank you.
performed against those goals—you can
My friend, you are already ahead of the walk into the review with legit confi- As you move through this guide, it’s
game just by picking up this eBook. dence. If you’ve never taken the time to important that you take some time to
Now, we’re going to help you ace your set, track and record goal wins, don’t reflect at each step along the way. Re-
interview and better manage your career hang your head. It’s never too late to ally think about your answers to the
so you can get the pay raises—and the start. Start now! questions within, and be ready to make
promotions—you deserve. changes that will help you ace your
This eBook isn’t all about goals. No, not performance appraisal and advance your
Before we dive into the 23 tips we prom- by a long shot. But you’ll notice that career.
ised, let’s take a quick look at how goals goals are a running theme—and for
play into your career success. See, long good reason. Modern Corporate America
before you step into your manager’s is all about results. The Results-Only
3. A Brief History of Performance Reviews
Have you ever wondered how the though. Modern workers are mobile,
dreaded performance review got started? virtual, social, and they collaborate
Two words—Industrial Revolution. from anywhere and everywhere in real
time. The quest for work-life balance
Yes, you can trace the makings of is still alive, but social networking
modern-day performance appraisals platforms and mobile technologies
all the way back to the 1700s when have blurred the lines between work
Adam Smith, the Father of Capitalism, and life.
proposed that work could be made more
efficient by breaking it up into simple century. That led to the birth of the Hu- Indeed, a new generation has emerged.
tasks through specialization. man Relations Movement. Management That new generation is you. And since
styles evolved. The government got into performance appraisals are still an
But it was Frederick Taylor, the Father the incentives game. And by the 1970s unfortunate reality—at least for the time
of Scientific Management, who developed performance management fever spread being—WorkSimple is going to help
the concept of work design, work like wildfire. you ace yours. So without further ado,
measurement and production control read on for 23 tips that will help you
that transformed industry in the 20th Much has changed since the 1970s, maximize your performance review.
5. Check the Corporate Pulse
Corporate culture is more than a buzzword. Your corporate culture is the foundation on which you will build
this stage of your career. Understanding your corporate culture will help you play by the rules of the game—
or perhaps be the catalyst to change them. Here are four tips for taking the pulse of your corporate culture:
TIP #1 TIP #2 TIP #3 TIP #4
THE CULTURE CHECK THE COMMUNICATION CHECK THE INWARD CHECK TO THINE OWN SELF BE TRUE
Before you sit down with your Don’t just look at the corpora- What are your core values? Find
boss, be sure you really under- What’s the communication flow tion and its workers—look within your values and your voice. Once
stand your corporate culture. like? Is there an open-door policy? yourself. Do you understand the you discover them, build on them.
Do words like practical, punchy, Do informal meetings arise at the company goals? Are the company
progressive, and modern apply? water cooler? Is each cubicle an values clear in your mind? Have
Or do terms like bureaucratic, old- island unto itself? How do your you set goals for your career? Do
fashioned and conservative do the coworkers like to communicate? you work on your job-related
trick? Is your company top-down? E-mail? Instant Messaging? Inter- goals alone or are you more
Bottom-up? Social? Mobile? office paper memos? collaborative? Are you a results-
driven contributor who supports
the goals of other teams? You may
need to shift your own attitudes to
drive your career ahead.
Part of your success in any company is understanding the corporate culture and your coworker’s styles. But the larger part
of your success is the measurable results you drive. Be prepared to demonstrate those results in your performance review.
6. The Work Audit
Before you sit through your performance appraisal, you’d better know where you stand. Audit your work so
you can sit behind your manager’s closed door with confidence, armed with demonstrable results that show-
case you as a rising star in the organization. Here are three tips to help you do just that:
TIP #5 TIP #6 TIP #7
MAP YOUR ROUTINE SAVE YOUR WORKSTORY YOUR RIPPLE EFFECT
How do you manage goals? How does what you do on a daily
What do you use to track progress In any performance review in- and results. Your WorkStory helps basis impact your team? How does
toward your goals? Google Docs? terview, your WorkStory—your you—and your manager—see your it impact other teams? What about
A clipboard and a legal pad? professional reputation that starts career strengths almost at a glance. the company? In other words,
Some other system? How often do building from your first day on the This is a strong tool in your career what is your ripple effect on your
you measure your progress toward job—can do the talking for you. development. company, its customers and even
goals? The more systematically— Before you sit down with your its customers’ customers? When
and the more frequently—you boss, gather e-mail, documents, you can see the big picture, you
monitor progress toward any given and presentations you’ve worked can better communicate your
goal, the better your chances of on. Focus on the top five projects value to the organization.
reaching that goal that highlight your contributions
Armed with this information, you are ready to show your manager in no uncertain terms why you are so valuable to the company—
and why you should get a raise, promotion, or whatever else will incentivize you to further maximize your performance.
7. Be a Goals–Oriented Worker
Demonstrating your ability to execute on corporate goals—as well as set intermediate goals toward
those grander objectives—can set you apart from the pack. Here are four tips to help you shine in your
performance review:
TIP #8 TIP #9
RATTLE OFF YOUR ACTIVE GOALS ARE YOUR GOALS REALLY ENOUGH?
Managers love young employees Short-term goals should take 45 Questioning your goals
with tall goals. So be ready to days or less to accomplish, e.g. and tactics is a constructive
discuss three to six active goals attending a continuing education process, especially considering
on the spot. These can be a blend class to learn a new skill. Long- you might have to stick up for
of shorter-, short- and long-term term goals could take several
your goals during your perfor-
goals. Shorter-term goals usually months or longer to accomplish,
mance review. Knowing what
take less than 30 days to achieve e.g. meeting sales projections on
and may be linked to some larger a new product. Be ready to rattle questions to expect will help,
company or team goals, e.g. devel- off your active goals during your and asking a few questions of
oping a new corporate brochure. performance review. yourself can prepare you.
Here are three simple questions to ask yourself about each goal you set: (1) How does this goal impact my company? (2)
How does this goal impact my team and other departments? and (3) How does this goal impact me personally and
professionally? Take the time to develop solid answers.
8. Be a Goals–Oriented Worker
TIP #10 TIP #11
OWN YOUR CONTRIBUTIONS LOG YOUR FIRE DRILLS
Record how you contribute to building team morale. Record- Always log your fire drills, AKA fire drill and record how these
your coworkers’ goals as well as ing your contributions as a team “interrupt goals.” Interrupt necessary distractions impacted
to team, department and larger player helps you see your impact goals are fires that you raced to your work. Calculate your
corporate goals. Showing ways in on the team—and share it with put out because your manager’s hours on fire drill projects and
which you support the goals of your manager.
priorities suddenly shifted— the impact it has on the organi-
others is not only important in
acing your performance appraisal,
and they distract you from zation. If you can’t prove out an
it also goes a long way toward making progress toward your overall ROI, add a metric to as
daily goals. So log every many details as you can.
The key to being a goals-oriented worker is reflecting, recording and communicating—and it’s a continual process.
Always be ready to share and demonstrate progress toward your goals. It’s the stuff promotions are made of.
9. A Feedback Focus
Results. It’s ultimately what your boss is looking for from you—and what your boss’ boss is looking for
from him. If you can walk into the performance review with a results-driven focus, you are sure to impress.
Feedback is always helpful toward that goal. Here are three tips for fostering a feedback focus:
TIP #12 TIP #13 TIP #14
CONNECT THE DOTS EVERYONE LOVES HIGH FIVES COLLABORATE & CELEBRATE
Expanding your support and feed- Recognize—and document— One of the keys to getting an
back beyond your department will the efforts of your coworkers. advantageous performance review
help you connect the corporate Broadcast your kudos as far and is to highlight collaboration and
dots. Wait five to nine business wide as possible. Help everyone integration. The more you give
days after you make a deliverable, understand that recognition is feedback, the higher the chances
and then ask for feedback. That important. By doing so, you’ll win that you will receive it as well. So
feedback helps you see how your friends and influence people. At start collaborating and integrating.
goals are linked to team, depart- the end of every week ask yourself: You reap what you sow.
ment and company goals. When “Whom did I give feedback to?”
you see the bigger picture, you can and “When is the last time I gave
see where your contributions are a virtual high five?”
making the biggest impact.
Connect with coworkers and provide status updates and kudos through social networks, or social platforms—or even e-mail.
Take the perspective that the team’s success is your success, and be one who helps breed a corporate culture of recognition.
11. Discussion Dos and Don’ts
The dreaded performance review can be worse for some than going to the dentist. After all, if you brush and floss
every day then you know what to expect from the dentist. If you walk into your performance review without a clear
picture of how you contributed to the company’s goals, you may be justifiably nervous. Consider these three dos and
don’ts for your performance review:
TIP #15 TIP #16 TIP #17
GUIDE THE CONVERSATION STAY IN SYNC DON’T GET DEFENSIVE
If you are well-prepared for your It’s not easy to sit back and You can agree to disagree, but
performance appraisal, you can listen—but it’s important in be careful not to get defensive.
help guide the conversation. Have order to stay in sync with your If you don’t agree with the feed-
your WorkStory ready, along with manager. You really do need back your manager is offering,
your current goals, and be ready
to hear his feedback. Let the be sure to show him rather than
to discuss it so your manager can
conversation ebb and flow. Ask tell him why you don’t agree.
get to know you—and your work
results—better. questions about the feedback, Show documentation that bol-
such as, “How can I improve in sters your argument, if you have
this area?” or “What teams do it. And if you don’t, then accept
you think are most impacted by the feedback and ask how you
my work?” can improve. A good attitude
will take you a long way.
Remember, gathering coworker feedback can also be helpful. You can share this information in your performance review.
Always ask for deeper level feedback if your manager provides surface level comments. And listen, listen, listen.
13. Rethink Your Goals
Once you’ve survived your performance review, start preparing for the next one now. Hopefully, you received
valuable feedback that will offer you insights into how you should approach goals going forward. But even if
you didn’t, now is the time to reassess your goals.
TIP #18 TIP #19 TIP #20
GOAL CONTROL TOSS OUT IRRELEVANT GOALS WEEKLY REPORTING
Commit to goals with the right Trash goals that are no longer Get into the habit of reporting Remember, you get hired based
timing. That means accurately relevant, or at least move them on your goals weekly on your work portfolio but you
forecasting goal timelines, under- to a “draft” folder so they don’t using a tool like WorkSimple’s are ultimately measured based
promising and over-delivering on drain your focus from more Social Goals. Publish your goals on your goal performance.
projects, and keeping a close eye
immediate, results-only goals to your manager, coworkers
on your workload. Remember, the
that impact the organization and supporters to breed open
more achieved goals you showcase
in your WorkStory, the less now. You can always revisit communication and collabora-
your manager will focus on these goals in the future when tion. Social Goals is not just
competencies. they may even be more rel- for HR—this system is built
evant. You could just be ahead for you.
of your time!
Goals should always be top of mind, even when you have to rethink your goals.
By exercising strategic timing and tossing out goals that aren’t mission-critical, you’ll drive stronger results that will get you noticed.
14. Teamwork Makes the Dream Work
Part of success in the world of work is taking on a team mindset. Let your team know what you are working
on, and take an interest in what they are working on. Help yourself succeed by helping your team succeed.
Your manager will notice.
TIP #21 TIP #22 TIP #23 TIP #24
ADVERTISE YOUR GOALS DECONGEST YOUR PLANS MIND THE GAP PAY IT FORWARD
Continue to build your WorkStory Watch your workload. As new Rather than quarterly or annual Help other coworkers under-
by showcasing your success in projects come up, always look reviews, try to get feedback stand your recipe for a
your cube, on social networks, and back to your goals so you can from your manager monthly. successful performance review.
in your social goal platform every stay focused on the impact your This is part of making an effort By doing so, you will play a
week. Tracking your accomplish-
daily work is having on those to understand what is going key role in the Performance
ments now will pay dividends in
goals—or how the fire drills on with your coworkers and Management Revolution.
the future.
are distracting you from them. managers. And this sort of
Document, document, docu- self-management positions you
ment. Work Simple’s Social Goals as a leader who’s interesting
makes this as simple as posting to in keeping the big picture in
your favorite social network. mind.
A closing thought: Always align goals with your passion.
If you are passionate about your goals, it’s more likely you’ll meet them—and even exceed them.
15. Find Out More About WorkSimple
How to Get Started
Visit us to sign up for a the FREE Forever version of WorkSimple’s Social Goals with full access
to all core features at getworksimple.com. Contact WorkSimple to get started at (415) 671-4714 or
email sales@getworksimple.com.
About WorkSimple
WorkSimple’s Social Goals is a better way to share goals, work together, get and give feedback, and
make everyone on the team shine. Individuals, small teams and large, global organizations alike
use WorkSimple to put an end to bad performance reviews. WorkSimple is deployed in minutes,
and is as easy to use as your favorite social network, so you and your coworkers can quickly start
sharing goals, feedback, and recognition.
Learn more at getworksimple.com.