The document discusses coaching and provides guidance on how to be an exceptional coach. It defines coaching as a collaborative process where managers help employees develop skills and solve performance issues. It emphasizes that exceptional coaches are committed to continuous growth, provide targeted feedback, ensure accountability, and act as role models by demonstrating the behaviors they encourage in others. Coaches are advised to diagnose performance issues, forge trusting relationships, document sessions, and follow up to measure progress toward goals.
The 12 Keys to Exceptional Face-to-Face CommunicationMark Womack
This document discusses face-to-face communication and provides 12 keys to effective communication. It covers topics such as the responsibilities of communication for site managers, current communication environments, different aspects of communication including verbal/non-verbal elements, and barriers to effective communication. The 12 keys include preparing aims and approach, aligning verbal and non-verbal messages, actively listening, establishing context/topics, maintaining credibility/emotional balance, and adjusting in real-time. Following these keys can help overcome barriers and make one an exceptional communicator.
This performance review summarizes an employee's performance over a period of time. The employee meets expectations in most areas such as quality of work, communication, and judgment. However, their attendance and punctuality are rated as unsatisfactory. The supervisor identified attendance as a key issue and the employee will work to improve timeliness through a performance improvement plan with specific activities and completion dates.
The document outlines steps in a problem solving process, beginning with defining the problem. It discusses defining the problem using a Situation-Complication-Question framework to separate symptoms from the actual problem. The document also discusses common biases that can limit problem solving and decision making abilities, and the importance of using a structured process to improve quality of problem solving and eliminate bad answers.
Presentation on using a performance approach to link competencies to outcomes and therefore to business results. First delivered at ASTD's international conference
The document discusses employee engagement strategies presented by Linda Dulye of Dulye & Co. It describes using employee survey data to prioritize issues, forming employee action teams to analyze problems and propose solutions, and developing leaders' engagement skills through activities like weekly walkarounds. The goal is to shift from a top-down culture to one with more two-way communication and employee ownership of engagement initiatives.
The document summarizes an organizational behavior course that discusses problem solving techniques. It provides an introduction to problem analysis and recognition methods. A case study on the Employees Provident Fund of Malaysia is presented covering its vision, mission, accounts, and withdrawal policies. Common problems faced by the organization are identified. Solutions are proposed, such as setting performance targets and incentives. The potential consequences of the solutions are surveyed, including improved attendance and productivity from rewards, but potential employee dissatisfaction from salary deductions.
Final linda dulye nj iabc chapter ultimate engagement 110811Dulye
The document discusses strategies for improving employee engagement through effective communication and leadership. It recommends conducting an employee survey to identify issues, then forming cross-functional action teams to address priorities. Leaders should participate in regular "walkarounds" to connect with frontline employees, and metrics should track progress in engagement and business outcomes over time. Piloting the program with a small group before expanding it is also advised.
This document provides information and resources for conducting a performance appraisal for a fence installer, including:
1. A sample fence installer performance evaluation form with rating scales and categories to evaluate things like job knowledge, communication, decision making, etc.
2. Examples of positive and negative phrases to use in appraising attitudes, creativity, decision making, interpersonal skills, problem solving, and teamwork.
3. An overview of the top 12 methods for conducting performance appraisals, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
The 12 Keys to Exceptional Face-to-Face CommunicationMark Womack
This document discusses face-to-face communication and provides 12 keys to effective communication. It covers topics such as the responsibilities of communication for site managers, current communication environments, different aspects of communication including verbal/non-verbal elements, and barriers to effective communication. The 12 keys include preparing aims and approach, aligning verbal and non-verbal messages, actively listening, establishing context/topics, maintaining credibility/emotional balance, and adjusting in real-time. Following these keys can help overcome barriers and make one an exceptional communicator.
This performance review summarizes an employee's performance over a period of time. The employee meets expectations in most areas such as quality of work, communication, and judgment. However, their attendance and punctuality are rated as unsatisfactory. The supervisor identified attendance as a key issue and the employee will work to improve timeliness through a performance improvement plan with specific activities and completion dates.
The document outlines steps in a problem solving process, beginning with defining the problem. It discusses defining the problem using a Situation-Complication-Question framework to separate symptoms from the actual problem. The document also discusses common biases that can limit problem solving and decision making abilities, and the importance of using a structured process to improve quality of problem solving and eliminate bad answers.
Presentation on using a performance approach to link competencies to outcomes and therefore to business results. First delivered at ASTD's international conference
The document discusses employee engagement strategies presented by Linda Dulye of Dulye & Co. It describes using employee survey data to prioritize issues, forming employee action teams to analyze problems and propose solutions, and developing leaders' engagement skills through activities like weekly walkarounds. The goal is to shift from a top-down culture to one with more two-way communication and employee ownership of engagement initiatives.
The document summarizes an organizational behavior course that discusses problem solving techniques. It provides an introduction to problem analysis and recognition methods. A case study on the Employees Provident Fund of Malaysia is presented covering its vision, mission, accounts, and withdrawal policies. Common problems faced by the organization are identified. Solutions are proposed, such as setting performance targets and incentives. The potential consequences of the solutions are surveyed, including improved attendance and productivity from rewards, but potential employee dissatisfaction from salary deductions.
Final linda dulye nj iabc chapter ultimate engagement 110811Dulye
The document discusses strategies for improving employee engagement through effective communication and leadership. It recommends conducting an employee survey to identify issues, then forming cross-functional action teams to address priorities. Leaders should participate in regular "walkarounds" to connect with frontline employees, and metrics should track progress in engagement and business outcomes over time. Piloting the program with a small group before expanding it is also advised.
This document provides information and resources for conducting a performance appraisal for a fence installer, including:
1. A sample fence installer performance evaluation form with rating scales and categories to evaluate things like job knowledge, communication, decision making, etc.
2. Examples of positive and negative phrases to use in appraising attitudes, creativity, decision making, interpersonal skills, problem solving, and teamwork.
3. An overview of the top 12 methods for conducting performance appraisals, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document outlines Dale Carnegie Training's strategic planning and innovation workshop. The workshop aims to interrupt patterns, challenge plans, and provoke thought to help teams overcome crises. It covers elements of strategic planning like vision, mission, and SWOT analysis. It also details a 9-step innovation process to promote continuous improvement and breakthrough ideas, including visualization, idea generation, solution finding, implementation, and evaluation. The overall goal is to help teams effectively manage change and drive innovation.
This document discusses decision making and the manager's role in decision making. It outlines an 8-step decision making process: 1) identifying the problem, 2) identifying decision criteria, 3) allocating weights to criteria, 4) developing alternatives, 5) analyzing alternatives, 6) selecting an alternative, 7) implementing the alternative, and 8) evaluating the decision's effectiveness. It also discusses rational decision making and its assumptions, as well as bounded rationality and intuitive decision making. Managers must make decisions to solve problems and different types of problems involve different types of decisions.
This document provides information and examples for evaluating the performance of a corrosion engineer. It includes:
1. A sample performance evaluation form for a corrosion engineer with ratings in various performance areas like knowledge, communication, decision making, and customer service.
2. Examples of performance review phrases for a corrosion engineer focused on areas such as attitude, creativity, decision making, interpersonal skills, and problem solving.
3. An overview of the top 12 methods for corrosion engineer performance appraisal, including Management by Objectives, Critical Incident Method, Behaviorally Anchored Rating Scales, and 360 Degree Feedback.
The document summarizes key aspects of decision-making as discussed in Chapter 6 of a management textbook. It describes the eight steps in the decision-making process, including identifying the problem, criteria, alternatives, selecting an alternative, and evaluating. It also discusses rational decision-making assumptions and limits, as well as intuitive decision-making. Different types of problems, decisions, policies, procedures and rules are outlined.
This document provides information and resources for evaluating the performance of a carpet installer, including:
1. A sample job performance evaluation form with sections for reviewing performance factors, strengths, areas for improvement, and signatures.
2. Examples of phrases to use in a carpet installer's performance review related to attitude, creativity, decision-making, interpersonal skills, and problem-solving.
3. An overview of the top 12 methods for conducting a carpet installer's performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
Human Performance Technology (HPT) is a process wherein you can positively impact the performance of your staff members. This introductory webinar will provide the basic concepts needed to effect these changes.
It field engineer performance appraisallopedhapper
This document contains materials for evaluating the performance of an IT field engineer, including:
1. A sample performance evaluation form with ratings categories and evaluation criteria covering areas like administration, communication, teamwork, and customer service.
2. Examples of performance review phrases focused on attributes like attitude, creativity, and decision-making that could be used in a performance review.
3. The document provides guidance on completing a performance review, setting performance goals, and developing improvement plans for an IT field engineer.
A brief presentation about Annual Performance Management. Performance Appraisal cycle, how to set objective, how to give constructive feedback, and finally feedback Dos and Don'ts
Good Stuff Happens in 1:1 Meetings: Why you need them and how to do them wellSaba Software
According to the latest State of the American Manager report from Gallup, employees who have regular meetings with their managers are almost three times as likely to be engaged as those who don’t. These regular check-ins keep managers and employees in sync and aligned. Want to see better manager/employee relationships in your organisation? Then make an all-in commitment to 1:1 meetings. Not sure how? You’ve come to the right place.
In this webinar with Jamie Resker, Founder and Practice Leader for Employee Performance Solutions (EPS), and Teala Wilson, Talent Management Consultant at Saba Software, you’ll get the inside track on how to hold effective 1:1 meetings, including tips for getting managers on board.
• Go beyond discussing the status of everyday work to higher level topics, including recognition, performance, development, and career aspirations
• Learn how to decide meeting frequency, what to cover, as well as roles and responsibilities of the manager and employee
• Understand how managers can build trust and make it comfortable for employees to provide upward feedback
• Unite your organisation with a unified approach to 1:1 meetings
Join us for this 1-hour webinar to get practical tips for building better manager-employee relationships with intention and purpose.
About the Speakers
Jamie Resker - Founder and Practice Leader for Employee Performance Solutions (EPS)
Jamie Resker, Practice Leader and Founder of Employee Performance Solutions, is a recognized innovator in performance management. She is the originator of the-the Performance Continuum Feedback Method® and Conversations to Optimize Employee Performance training program; tools and training that reshape communications between managers and employees to drive and align performance. Jamie is on the faculty for the Northeast Human Resources Association, is a contributor to Halogen Software's Talent Space Blog, and is an editorial advisory board member for HR Examiner.
Teala Wilson - Senior Consultant, Strategic Services, Saba Software
Teala is a Talent Management Consultant at Halogen Software, now a part of Saba Software. She has worked with teams on a national and global level supporting human resources in areas such as performance management, recruitment, employee benefit programs, training and talent development, workforce planning and internal communications. Teala also has a personal passion for visual arts and design.
Want to learn more? Join us for an upcoming Product Tour!
http://bit.ly/2yitfqu
People-Driven Engagement: Agile Feedback - The Secret Weapon of Successful Or...BrittanyShear
Most organizations are ditching annual performance reviews and implementing a culture of continuous feedback. In continuous feedback cultures, employees no longer have to wait until the end of the year to get feedback on their performance or address their concerns, obstacles and challenges.
As companies make this culture shift, they need to be prepared to deliver feedback in an agile manner that provides employees with necessary corrective feedback in real-time. Managers will likely require coaching on how to provide employees with meaningful feedback in a professional and effective way. Join ClearCompany Director of Human Resources Angie Wideman-Powell to learn how to implement a consistent feedback loop and how it will improve employee performance and engagement.
People-Driven Engagement: Agile Feedback - The Secret Weapon of Successful Or...Aggregage
Most organizations are ditching annual performance reviews and implementing a culture of continuous feedback. In continuous feedback cultures, employees no longer have to wait until the end of the year to get feedback on their performance or address their concerns, obstacles and challenges.
As companies make this culture shift, they need to be prepared to deliver feedback in an agile manner that provides employees with necessary corrective feedback in real-time. Managers will likely require coaching on how to provide employees with meaningful feedback in a professional and effective way. Join ClearCompany Director of Human Resources Angie Wideman-Powell to learn how to implement a consistent feedback loop and how it will improve employee performance and engagement.
Taking the Pain Out of Performance Reviews - Webinar 05_22_14BizLibrary
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 we'll discuss:
The role of performance management.
Why we do performance reviews?
Key strategies for effective performance management.
Continuous learning and development.
www.bizlibrary.com
The document provides a 10-step approach for conducting effective performance reviews that are transformational and employee-centered. The steps include adopting a mutual learning mindset, establishing performance frameworks, discussing goals and expectations, monitoring performance, and having coaching conversations to discuss what is going well and areas for improvement. The approach focuses on development over evaluation, is anchored to defined goals, and aims to have both parties learn something to improve performance.
This document discusses performance coaching for managers to maximize the success of their employees. It outlines reasons to invest in performance coaching, including targeting performance problems, building accountability, enhancing management culture, and realizing cost and revenue impacts. It then describes a typical performance coaching cycle and common barriers to successful performance such as unclear expectations, lack of feedback, and skills gaps. The document provides an overview of performance coaching factors and techniques for clarification coaching to close performance gaps, including discussing issues from the employee's perspective without judgment and having the employee develop their own performance change plan. The overall goal of performance coaching is maximizing success for both direct reports and managers.
This document discusses performance coaching for managers to maximize the success of their employees. It outlines reasons to invest in performance coaching, including targeting performance problems, building accountability, enhancing management culture, and realizing cost and revenue impacts. It then describes a typical performance coaching cycle and common barriers to successful performance such as unclear expectations, lack of feedback, and skills/knowledge gaps. The document provides an overview of performance coaching factors and techniques for clarification coaching, including asking open questions, summarizing responses, and having the employee develop their own performance change plan. It concludes by stating the purpose of performance coaching is to maximize direct report and manager success and ensure strong performance.
“…The Sales Director is perhaps themost important role
in the company. Arguably no single management
person can generate the immediate and sustainable
profit impact that the Sales Director can.”
AndréHarrell
This document outlines Dale Carnegie Training's strategic planning and innovation workshop. The workshop aims to interrupt patterns, challenge plans, and provoke thought to help teams overcome crises. It covers elements of strategic planning like vision, mission, and SWOT analysis. It also details a 9-step innovation process to promote continuous improvement and breakthrough ideas, including visualization, idea generation, solution finding, implementation, and evaluation. The overall goal is to help teams effectively manage change and drive innovation.
This document discusses decision making and the manager's role in decision making. It outlines an 8-step decision making process: 1) identifying the problem, 2) identifying decision criteria, 3) allocating weights to criteria, 4) developing alternatives, 5) analyzing alternatives, 6) selecting an alternative, 7) implementing the alternative, and 8) evaluating the decision's effectiveness. It also discusses rational decision making and its assumptions, as well as bounded rationality and intuitive decision making. Managers must make decisions to solve problems and different types of problems involve different types of decisions.
This document provides information and examples for evaluating the performance of a corrosion engineer. It includes:
1. A sample performance evaluation form for a corrosion engineer with ratings in various performance areas like knowledge, communication, decision making, and customer service.
2. Examples of performance review phrases for a corrosion engineer focused on areas such as attitude, creativity, decision making, interpersonal skills, and problem solving.
3. An overview of the top 12 methods for corrosion engineer performance appraisal, including Management by Objectives, Critical Incident Method, Behaviorally Anchored Rating Scales, and 360 Degree Feedback.
The document summarizes key aspects of decision-making as discussed in Chapter 6 of a management textbook. It describes the eight steps in the decision-making process, including identifying the problem, criteria, alternatives, selecting an alternative, and evaluating. It also discusses rational decision-making assumptions and limits, as well as intuitive decision-making. Different types of problems, decisions, policies, procedures and rules are outlined.
This document provides information and resources for evaluating the performance of a carpet installer, including:
1. A sample job performance evaluation form with sections for reviewing performance factors, strengths, areas for improvement, and signatures.
2. Examples of phrases to use in a carpet installer's performance review related to attitude, creativity, decision-making, interpersonal skills, and problem-solving.
3. An overview of the top 12 methods for conducting a carpet installer's performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
Human Performance Technology (HPT) is a process wherein you can positively impact the performance of your staff members. This introductory webinar will provide the basic concepts needed to effect these changes.
It field engineer performance appraisallopedhapper
This document contains materials for evaluating the performance of an IT field engineer, including:
1. A sample performance evaluation form with ratings categories and evaluation criteria covering areas like administration, communication, teamwork, and customer service.
2. Examples of performance review phrases focused on attributes like attitude, creativity, and decision-making that could be used in a performance review.
3. The document provides guidance on completing a performance review, setting performance goals, and developing improvement plans for an IT field engineer.
A brief presentation about Annual Performance Management. Performance Appraisal cycle, how to set objective, how to give constructive feedback, and finally feedback Dos and Don'ts
Good Stuff Happens in 1:1 Meetings: Why you need them and how to do them wellSaba Software
According to the latest State of the American Manager report from Gallup, employees who have regular meetings with their managers are almost three times as likely to be engaged as those who don’t. These regular check-ins keep managers and employees in sync and aligned. Want to see better manager/employee relationships in your organisation? Then make an all-in commitment to 1:1 meetings. Not sure how? You’ve come to the right place.
In this webinar with Jamie Resker, Founder and Practice Leader for Employee Performance Solutions (EPS), and Teala Wilson, Talent Management Consultant at Saba Software, you’ll get the inside track on how to hold effective 1:1 meetings, including tips for getting managers on board.
• Go beyond discussing the status of everyday work to higher level topics, including recognition, performance, development, and career aspirations
• Learn how to decide meeting frequency, what to cover, as well as roles and responsibilities of the manager and employee
• Understand how managers can build trust and make it comfortable for employees to provide upward feedback
• Unite your organisation with a unified approach to 1:1 meetings
Join us for this 1-hour webinar to get practical tips for building better manager-employee relationships with intention and purpose.
About the Speakers
Jamie Resker - Founder and Practice Leader for Employee Performance Solutions (EPS)
Jamie Resker, Practice Leader and Founder of Employee Performance Solutions, is a recognized innovator in performance management. She is the originator of the-the Performance Continuum Feedback Method® and Conversations to Optimize Employee Performance training program; tools and training that reshape communications between managers and employees to drive and align performance. Jamie is on the faculty for the Northeast Human Resources Association, is a contributor to Halogen Software's Talent Space Blog, and is an editorial advisory board member for HR Examiner.
Teala Wilson - Senior Consultant, Strategic Services, Saba Software
Teala is a Talent Management Consultant at Halogen Software, now a part of Saba Software. She has worked with teams on a national and global level supporting human resources in areas such as performance management, recruitment, employee benefit programs, training and talent development, workforce planning and internal communications. Teala also has a personal passion for visual arts and design.
Want to learn more? Join us for an upcoming Product Tour!
http://bit.ly/2yitfqu
People-Driven Engagement: Agile Feedback - The Secret Weapon of Successful Or...BrittanyShear
Most organizations are ditching annual performance reviews and implementing a culture of continuous feedback. In continuous feedback cultures, employees no longer have to wait until the end of the year to get feedback on their performance or address their concerns, obstacles and challenges.
As companies make this culture shift, they need to be prepared to deliver feedback in an agile manner that provides employees with necessary corrective feedback in real-time. Managers will likely require coaching on how to provide employees with meaningful feedback in a professional and effective way. Join ClearCompany Director of Human Resources Angie Wideman-Powell to learn how to implement a consistent feedback loop and how it will improve employee performance and engagement.
People-Driven Engagement: Agile Feedback - The Secret Weapon of Successful Or...Aggregage
Most organizations are ditching annual performance reviews and implementing a culture of continuous feedback. In continuous feedback cultures, employees no longer have to wait until the end of the year to get feedback on their performance or address their concerns, obstacles and challenges.
As companies make this culture shift, they need to be prepared to deliver feedback in an agile manner that provides employees with necessary corrective feedback in real-time. Managers will likely require coaching on how to provide employees with meaningful feedback in a professional and effective way. Join ClearCompany Director of Human Resources Angie Wideman-Powell to learn how to implement a consistent feedback loop and how it will improve employee performance and engagement.
Taking the Pain Out of Performance Reviews - Webinar 05_22_14BizLibrary
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 we'll discuss:
The role of performance management.
Why we do performance reviews?
Key strategies for effective performance management.
Continuous learning and development.
www.bizlibrary.com
The document provides a 10-step approach for conducting effective performance reviews that are transformational and employee-centered. The steps include adopting a mutual learning mindset, establishing performance frameworks, discussing goals and expectations, monitoring performance, and having coaching conversations to discuss what is going well and areas for improvement. The approach focuses on development over evaluation, is anchored to defined goals, and aims to have both parties learn something to improve performance.
This document discusses performance coaching for managers to maximize the success of their employees. It outlines reasons to invest in performance coaching, including targeting performance problems, building accountability, enhancing management culture, and realizing cost and revenue impacts. It then describes a typical performance coaching cycle and common barriers to successful performance such as unclear expectations, lack of feedback, and skills gaps. The document provides an overview of performance coaching factors and techniques for clarification coaching to close performance gaps, including discussing issues from the employee's perspective without judgment and having the employee develop their own performance change plan. The overall goal of performance coaching is maximizing success for both direct reports and managers.
This document discusses performance coaching for managers to maximize the success of their employees. It outlines reasons to invest in performance coaching, including targeting performance problems, building accountability, enhancing management culture, and realizing cost and revenue impacts. It then describes a typical performance coaching cycle and common barriers to successful performance such as unclear expectations, lack of feedback, and skills/knowledge gaps. The document provides an overview of performance coaching factors and techniques for clarification coaching, including asking open questions, summarizing responses, and having the employee develop their own performance change plan. It concludes by stating the purpose of performance coaching is to maximize direct report and manager success and ensure strong performance.
“…The Sales Director is perhaps themost important role
in the company. Arguably no single management
person can generate the immediate and sustainable
profit impact that the Sales Director can.”
AndréHarrell
When each employee performs well, your business unit achieves maximum results. Here we introduce how performance management and planning increases employee performance. I outline the 3 major techniques for managers.
1. The document discusses applying an evidence-based approach to solving organizational problems using Novartis as a case example.
2. The first step in evidence-based management is to clearly define the problem being addressed. Often, problems presented are vague and unclear.
3. The case focuses on people's performance in the workplace. Key assumptions about factors like feedback, meaningful work, and recognition were examined based on scientific literature.
4. Evidence showed these factors can positively impact performance when implemented appropriately. Novartis then applied these findings by developing tools and training, and conducting a randomized study to measure effects.
Is Performance Appraisal Salary Justification or Employee Development? Gatto Associates, LLC.
What have performance appraisals turned into?
• Ways to justify the distribution money,
• A play it safe approach by not giving too high or too low a rating,
• A once a year necessity, a drudgery for the boss and employee
• A justification game that organizations have to play
• An untruth based on taking a 5-point scale that turns into a 3-point scale
Taking the Pain Out of Performance Reviews - Webinar 03.20.14BizLibrary
In this webinar we'll discuss how to make the performance review process less painful by focusing on continuous feedback and learning opportunities.
www.bizlibrary.com/webinars
This document outlines a workshop for nonprofit leaders on becoming powerful managers of people using a "5 C method": Connect, Check, Choose, Conceive, and ReCycle. It provides exercises for participants to roleplay these concepts, focusing on connecting with staff through sharing positive experiences, checking on management issues by listing what's working and needs improvement, choosing whether to change through brainstorming wishes, conceiving small action plans, and recycling the process through check-ins. The goal is for managers to build relationships, continuously improve issues, and guarantee results through an ongoing reflective cycle.
Taking the Pain Out of Performance Reviews | Webinar 12.11.14BizLibrary
“I love annual performance reviews!” Said no one ever. Performance reviews are a workplace “tradition” that’s just about universally despised. In this webinar we’ll discuss 4 keys to make the process less painful and more productive.
www.bizlibrary.com
Is Performance Appraisal: Salary Justification or Employee Development? Gatto Associates, LLC.
The document discusses performance appraisals and their evolution from a tool focused on employee development to primarily justifying salary decisions. It argues that appraisals are ineffective when conducted just annually and lack meaningful feedback and goal setting. To be effective, it suggests appraisals should include continual feedback, clear expectations set jointly by managers and employees, documentation of accomplishments, and treating employees as autonomous professionals responsible for their own development. Regular check-ins allow managers to recognize successes and support improvements, while respecting employees as responsible adults in charge of their own careers.
Motivating employees is about more than charisma and vision. To help employees perform their best, a great leader will provide feedback — the right kind, at the right time. Feedback is an essential tool for any manager, whether in a small business or a large corporation.
If you want to learn more about this topic: https://www.newsteer.com/resources/how-to-give-employee-feedback
- Video recording of this lecture in English language: https://youtu.be/Pt1nA32sdHQ
- Video recording of this lecture in Arabic language: https://youtu.be/uFdc9F0rlP0
- Link to download the book free: https://nephrotube.blogspot.com/p/nephrotube-nephrology-books.html
- Link to NephroTube website: www.NephroTube.com
- Link to NephroTube social media accounts: https://nephrotube.blogspot.com/p/join-nephrotube-on-social-media.html
Giloy in Ayurveda - Classical Categorization and SynonymsPlanet Ayurveda
Giloy, also known as Guduchi or Amrita in classical Ayurvedic texts, is a revered herb renowned for its myriad health benefits. It is categorized as a Rasayana, meaning it has rejuvenating properties that enhance vitality and longevity. Giloy is celebrated for its ability to boost the immune system, detoxify the body, and promote overall wellness. Its anti-inflammatory, antipyretic, and antioxidant properties make it a staple in managing conditions like fever, diabetes, and stress. The versatility and efficacy of Giloy in supporting health naturally highlight its importance in Ayurveda. At Planet Ayurveda, we provide a comprehensive range of health services and 100% herbal supplements that harness the power of natural ingredients like Giloy. Our products are globally available and affordable, ensuring that everyone can benefit from the ancient wisdom of Ayurveda. If you or your loved ones are dealing with health issues, contact Planet Ayurveda at 01725214040 to book an online video consultation with our professional doctors. Let us help you achieve optimal health and wellness naturally.
How to Control Your Asthma Tips by gokuldas hospital.Gokuldas Hospital
Respiratory issues like asthma are the most sensitive issue that is affecting millions worldwide. It hampers the daily activities leaving the body tired and breathless.
The key to a good grip on asthma is proper knowledge and management strategies. Understanding the patient-specific symptoms and carving out an effective treatment likewise is the best way to keep asthma under control.
Breast cancer: Post menopausal endocrine therapyDr. Sumit KUMAR
Breast cancer in postmenopausal women with hormone receptor-positive (HR+) status is a common and complex condition that necessitates a multifaceted approach to management. HR+ breast cancer means that the cancer cells grow in response to hormones such as estrogen and progesterone. This subtype is prevalent among postmenopausal women and typically exhibits a more indolent course compared to other forms of breast cancer, which allows for a variety of treatment options.
Diagnosis and Staging
The diagnosis of HR+ breast cancer begins with clinical evaluation, imaging, and biopsy. Imaging modalities such as mammography, ultrasound, and MRI help in assessing the extent of the disease. Histopathological examination and immunohistochemical staining of the biopsy sample confirm the diagnosis and hormone receptor status by identifying the presence of estrogen receptors (ER) and progesterone receptors (PR) on the tumor cells.
Staging involves determining the size of the tumor (T), the involvement of regional lymph nodes (N), and the presence of distant metastasis (M). The American Joint Committee on Cancer (AJCC) staging system is commonly used. Accurate staging is critical as it guides treatment decisions.
Treatment Options
Endocrine Therapy
Endocrine therapy is the cornerstone of treatment for HR+ breast cancer in postmenopausal women. The primary goal is to reduce the levels of estrogen or block its effects on cancer cells. Commonly used agents include:
Selective Estrogen Receptor Modulators (SERMs): Tamoxifen is a SERM that binds to estrogen receptors, blocking estrogen from stimulating breast cancer cells. It is effective but may have side effects such as increased risk of endometrial cancer and thromboembolic events.
Aromatase Inhibitors (AIs): These drugs, including anastrozole, letrozole, and exemestane, lower estrogen levels by inhibiting the aromatase enzyme, which converts androgens to estrogen in peripheral tissues. AIs are generally preferred in postmenopausal women due to their efficacy and safety profile compared to tamoxifen.
Selective Estrogen Receptor Downregulators (SERDs): Fulvestrant is a SERD that degrades estrogen receptors and is used in cases where resistance to other endocrine therapies develops.
Combination Therapies
Combining endocrine therapy with other treatments enhances efficacy. Examples include:
Endocrine Therapy with CDK4/6 Inhibitors: Palbociclib, ribociclib, and abemaciclib are CDK4/6 inhibitors that, when combined with endocrine therapy, significantly improve progression-free survival in advanced HR+ breast cancer.
Endocrine Therapy with mTOR Inhibitors: Everolimus, an mTOR inhibitor, can be added to endocrine therapy for patients who have developed resistance to aromatase inhibitors.
Chemotherapy
Chemotherapy is generally reserved for patients with high-risk features, such as large tumor size, high-grade histology, or extensive lymph node involvement. Regimens often include anthracyclines and taxanes.
Histololgy of Female Reproductive System.pptxAyeshaZaid1
Dive into an in-depth exploration of the histological structure of female reproductive system with this comprehensive lecture. Presented by Dr. Ayesha Irfan, Assistant Professor of Anatomy, this presentation covers the Gross anatomy and functional histology of the female reproductive organs. Ideal for students, educators, and anyone interested in medical science, this lecture provides clear explanations, detailed diagrams, and valuable insights into female reproductive system. Enhance your knowledge and understanding of this essential aspect of human biology.
STUDIES IN SUPPORT OF SPECIAL POPULATIONS: GERIATRICS E7shruti jagirdar
Unit 4: MRA 103T Regulatory affairs
This guideline is directed principally toward new Molecular Entities that are
likely to have significant use in the elderly, either because the disease intended
to be treated is characteristically a disease of aging ( e.g., Alzheimer's disease) or
because the population to be treated is known to include substantial numbers of
geriatric patients (e.g., hypertension).
The biomechanics of running involves the study of the mechanical principles underlying running movements. It includes the analysis of the running gait cycle, which consists of the stance phase (foot contact to push-off) and the swing phase (foot lift-off to next contact). Key aspects include kinematics (joint angles and movements, stride length and frequency) and kinetics (forces involved in running, including ground reaction and muscle forces). Understanding these factors helps in improving running performance, optimizing technique, and preventing injuries.
“Psychiatry and the Humanities”: An Innovative Course at the University of Mo...Université de Montréal
“Psychiatry and the Humanities”: An Innovative Course at the University of Montreal Expanding the medical model to embrace the humanities. Link: https://www.psychiatrictimes.com/view/-psychiatry-and-the-humanities-an-innovative-course-at-the-university-of-montreal
The skin is the largest organ and its health plays a vital role among the other sense organs. The skin concerns like acne breakout, psoriasis, or anything similar along the lines, finding a qualified and experienced dermatologist becomes paramount.
Know the difference between Endodontics and Orthodontics.Gokuldas Hospital
Your smile is beautiful.
Let’s be honest. Maintaining that beautiful smile is not an easy task. It is more than brushing and flossing. Sometimes, you might encounter dental issues that need special dental care. These issues can range anywhere from misalignment of the jaw to pain in the root of teeth.