This presentation documents TORUS Athletica's company values and how we go about operating.
More information about who we are and what we do is available at www.torusathletica.com.
The document provides information about character development including:
1) Character is something that is created within oneself through conscious choices and taking responsibility for change.
2) The mind is like a garden that must be filled with positive thoughts and nurtured to prevent negative thoughts from growing.
3) Developing characteristics like courage, dedication, and discipline through effort over time can help one grow and achieve their goals and dreams.
The document is a Wingfinder report that assesses Apoorv Gupta's personality strengths. It finds that his top strengths are being open to experience, highly adaptable, innovative, and analytical. It provides details on each strength and suggestions for how Apoorv can further develop and leverage his strengths, such as looking outside work for inspiration, exploring new perspectives, focusing on the present, and staying down-to-earth. The report aims to help Apoorv understand himself and maximize his potential for career success based on scientific models of personality.
Opening workshop slides of ANZMAC DC 2014 by Ekant veerNuray Buyucek
The document provides advice for advancing an early academic career. It emphasizes focusing on research during the early years through hard work, discipline, and surrounding oneself with supportive colleagues. Key recommendations include choosing a research topic you're passionate about, writing for the future of the field rather than the past, and improving chances of publication by clearly communicating your research's contribution and importance.
The document outlines 10 things the author wishes they knew earlier in their leadership career. These include: 1) The OODA loop model of observe, orient, decide, act; 2) The process model of input-process-output; 3) Situational appraisal of problems, potential problems, decisions, opportunities; 4) Prioritizing spirituality, health, family, finances, development and growth; 5) The leadership model of communicate, motivate, educate, administrate; 6) The capability model of awareness, belief, comprehension, performance, excellence; 7) Understanding different personality types; 8) The culture model of how tools shape language, institutions, and art; 9) The team model of forming, storm
this was a class presentation on 7th habit of Stephen Covey's book seven habits of highly effective people in my English language course. me and my group members tried to explain this topic from the help of images.. at the end we also gave the gist of other 6 habits to provide an overall summery of the book.. i hope our effort will provide something helpful to you :)
High Performing Teams: Shared Values, Diverse StrengthsDan Griffiths
Is your team performing at its very best? Do you have team members that are playing out of position? How can you build a sense of shared values and tap into the diverse strengths of each member of your team? This session uses Gallup's Strengths framework to engage your team in productive conversations about leveraging the unique gifts and talents of each member.
This document outlines the values of an organization as being empathetic, proactive, trustworthy, and committed in order to protect the New Zealand way of life. These values belong to the community of staff members who share recognition cards and nominate employees of the month to thank colleagues for living these values.
The document provides information about character development including:
1) Character is something that is created within oneself through conscious choices and taking responsibility for change.
2) The mind is like a garden that must be filled with positive thoughts and nurtured to prevent negative thoughts from growing.
3) Developing characteristics like courage, dedication, and discipline through effort over time can help one grow and achieve their goals and dreams.
The document is a Wingfinder report that assesses Apoorv Gupta's personality strengths. It finds that his top strengths are being open to experience, highly adaptable, innovative, and analytical. It provides details on each strength and suggestions for how Apoorv can further develop and leverage his strengths, such as looking outside work for inspiration, exploring new perspectives, focusing on the present, and staying down-to-earth. The report aims to help Apoorv understand himself and maximize his potential for career success based on scientific models of personality.
Opening workshop slides of ANZMAC DC 2014 by Ekant veerNuray Buyucek
The document provides advice for advancing an early academic career. It emphasizes focusing on research during the early years through hard work, discipline, and surrounding oneself with supportive colleagues. Key recommendations include choosing a research topic you're passionate about, writing for the future of the field rather than the past, and improving chances of publication by clearly communicating your research's contribution and importance.
The document outlines 10 things the author wishes they knew earlier in their leadership career. These include: 1) The OODA loop model of observe, orient, decide, act; 2) The process model of input-process-output; 3) Situational appraisal of problems, potential problems, decisions, opportunities; 4) Prioritizing spirituality, health, family, finances, development and growth; 5) The leadership model of communicate, motivate, educate, administrate; 6) The capability model of awareness, belief, comprehension, performance, excellence; 7) Understanding different personality types; 8) The culture model of how tools shape language, institutions, and art; 9) The team model of forming, storm
this was a class presentation on 7th habit of Stephen Covey's book seven habits of highly effective people in my English language course. me and my group members tried to explain this topic from the help of images.. at the end we also gave the gist of other 6 habits to provide an overall summery of the book.. i hope our effort will provide something helpful to you :)
High Performing Teams: Shared Values, Diverse StrengthsDan Griffiths
Is your team performing at its very best? Do you have team members that are playing out of position? How can you build a sense of shared values and tap into the diverse strengths of each member of your team? This session uses Gallup's Strengths framework to engage your team in productive conversations about leveraging the unique gifts and talents of each member.
This document outlines the values of an organization as being empathetic, proactive, trustworthy, and committed in order to protect the New Zealand way of life. These values belong to the community of staff members who share recognition cards and nominate employees of the month to thank colleagues for living these values.
Why bother with company values - company core values, why have them and how t...The Pathway Group
Why bother with company values - company core values, A view by Safaraz Ali
how can company core values be better used,Company Core Values: Why to Have Them and How to use them
5 steps to embedding new behaviours.
Many of the recent headline PR fails were caused by a lack of alignment between the behaviour of a company and public expectations. To avoid these headlines it's important to understand exactly what's happening in your organisational culture, and evaluate how this may be at odds with public expectations.
Engaging People and Communicating Strategy Through Gamification and StorytellingHolonomics
Holonomics Education is a company that helps businesses implement leadership programs and organizational change through educational programs. They use courses, workshops and coaching to help people develop expanded thinking and understand universal human values. Their goal is to empower leaders to effect change across strategy, operations and more. The founders are Simon Robinson and Maria Moraes Robinson, who have experience in strategy, sustainability, and introducing new methodologies like the Balanced Scorecard.
We believe the only way to scale out Percolate is to distribute decision making out to the edges. That means we ask each and every person in the company to make decisions on behalf of the organization on a regular basis, without necessarily going to their manager to get advice or approval. Their guide instead must be the company’s culture. This values document is an attempt to officially record the values that we believe make Percolate great. Each value is paired with a question that anyone within Percolate could ask themselves to help them understand whether the decision they’re making is aligned with the company.
The rubric we used to write and judge these values is:
1) Enables someone actually make a decision in the moment: a question to ask yourself to know whether you’re living up to that value. An algorithm for making decisions.
2) Aimed at our constituents: employees, customers, and partners.
3) Something that someone can disagree with: generic values don’t help anyone understand anything.
4) Something that can fit in a picture frame or is tweetable: the goal is for these values to sit on a wall in every office around the world.
With that, here are the Percolate Values:
GROWING:
Startup = Growth. A startup isn’t determined by size; it’s a company fueled for growth. We must keep this spirit alive.
THOUGHTFUL BY DESIGN:
We aim for thoughtfulness in everything we do. This should be felt by colleagues, clients, and competition.
JUDGE PERCOLATE AGAINST PERCOLATE:
Know that everyone else has a lower bar than we do, never compromise.
SHIPPING > NOT SHIPPING:
Our orientation should always be towards delivery. Shipping, no matter how small, is always better than not.
OWNERSHIP:
You own this company. As we grow, it is your responsibility to ensure that we’re awesome. If it sucks, make it better.
CONSTANT QUESTIONING:
Asking ‘why?’ isn’t just for children. Being curious will make you and this company great.
FOCUSED ON SCALE, BUT WILLING TO DO THINGS THAT DON’T:
Sometimes the best way to reach scale in the long term is to do things that don’t in the short term.
LED BY PRODUCT:
Product is not just what we build, it’s the way we are. Everyone in the company should be thinking in, and building, products.
NOT JUST A JOB:
We want you to look back and feel that Percolate put your career on a new trajectory. You are proud, and you wouldn’t change a thing.
JUST:
At Percolate you are encouraged to run fast, be fearless, and work hard. If you make a mistake, let’s all learn from it.
What do you think? If you believe in our values and would like to come work with us, please get in touch.
percolate.com/jobs
Most companies today have separate programs which helps in bringing the employees of the organisation together and teaches them to work in a team environment. It is also one of the typical questions asked during interviewing a candidate, whether team work is one of their strength or not.
Although giving a definite answer to what really drives team work is difficult, as it may vary from good leadership to understanding among the team members, here's a list of few ways which can be used to enhance team values and work towards a successful company.
Discovering Values: The Key to Unlocking Employee EngagementCynthia Scott
Overview
Values are the driving force behind personal action and a beacon of focus during turbulent times. Successful organizations recognize the business case for value clarity, and they know that connecting personal values to organizational strategy is the vital link to employee engagement, innovation, commitment, performance, decision making—and a competitive advantage.
In this presentation personal, team, and organizational values are explored and the Values Edge model is introduced. Values Edge facilitates values discovery and see its application through a real-world global alignment case study. You will learn about the role values play in shaping individual behavior, why values clarification is critical to success, and how they can be linked to enhance organizational performance.
What You Will Learn
• How values are formed and shaped
• Why values matter in the workplace
• How to balance personal and work values
• The role values play in motivating positive behavior
• Business benefits of values clarification
• How to handle values-based conflict
• The importance of linking personal and organizational values
Who Should Attend
• Supervisors
• Managers
• Front-line leaders
• Human resources professionals
• Organizational coaches
This slideshow was created to accompany the sixth chapter of Communicate! by Kathleen S. Verderber, Rudolph F. Verderber and Deanna D. Sellnow. Publisher: Wadsworth/Cengage Learning. ISBN-13: 978-0-495-90171-6
A Managers Guide to a Cascading Team Values Conversation
This is a guide for a manager to conduct a values conversation/ workshop with his or her team. The values conversation will take from 1 1/2 to 3 hours. The purpose is to clarify the values that will help the team move toward their highest level of performance.
In the conversation, the team will
• Explore their personal values about teamwork
• Create a team values statement
• Come to agreement about what those values mean in action
Table of Contents
Section 1 - Setting the Stage
• Values (sm)
• Leading a Values Conversation .
• Clarifying Your Values
• Values are the Foundation for Success
• Values Replace Rules
• Values Provide Guidance
• Aligned Values
• Change of Values
• Values Into Action
• Value Conflicts
Section 2 - Personal Values Exploration
• Cascading Valuessm to Your Team
• High Performance Team Exercise
• Introduction to the Values Cards
• Personal Values Exploration
• Using the Values Cards
• Arranging Your Values Cards
• Sorting Your Values
• Personal and Organizational Values
• My Top Six Values
• Discussion Questions
Section 3 - Creating Team Values
• Team Values Exercise
• Aligning Organizational & Team Values
• Values to Action
• Sample Value Statements
• Turning Insight Into Action
MBA EM GESTÃO DE PROJETOS E PROCESSOS ORGANIZACIONAIS TURMA 25
Templates para auxiliar no Business Case – Planejamento Estratégico
Aula – Professor Daniel de Carvalho Luz
MBA em Gestão de Projetos e Processos Organizacionais turma 25
The document discusses values-based leadership and the importance of organizational values. It provides definitions of values and explains how values influence culture and performance. Values are described as concepts that unite individuals, while beliefs can separate them. The document also discusses how to measure organizational culture and leadership values using tools like the Cultural Values Assessment. It emphasizes that transforming culture begins with transforming leadership consciousness and values. High-performing companies are values-driven and promote employee engagement.
Storytelling by Design (scenarios talk at Confab 2011)Kim Goodwin
It can be hard to build relationships with users when you think first about the message you want to convey or the transaction you want to enable, because a great relationship isn't about the story you want to tell--it's about the story your users want to experience. Kim Goodwin will show you how storytelling can help your team resist an analytical, me-first mindset by getting inside users' heads.
Very few companies have a chance to build something that people not just love, but that people respect. We believe that this is our one opportunity of a lifetime – to make a dent on the world.
Here's an inside look at how our team, culture and values feed into our mission to make the world a better place through data.
For more information on daily life at SocialCops, check out the Team section of our blog: http://blog.socialcops.com/team.
Careers information is available at https://socialcops.com/careers. For all other information and questions, check out our website at https://socialcops.com/.
MBA EM GESTÃO DE PROJETOS E PROCESSOS ORGANIZACIONAIS TURMA 25
Templates para auxiliar no Business Case – Planejamento Estratégico
Aula – Professor Daniel de Carvalho Luz
MBA em Gestão de Projetos e Processos Organizacionais turma 25
Make Culture, Not War: The Secret to Great Teams & OrganizationsTeresa Brazen
Fluxible Conference 2013, Talk by Teresa Brazen
Video of the talk here: http://www.fluxible.ca/2014/01/video-teresa-brazen/
More org/team culture tips & methods here: http://www.cooper.com/topics/designing-culture/
“We’re way off schedule. Everyone is disengaged. No one is on board with the vision.” Sound familiar? What if you could create great products and services without all that drama? What if there was a secret to stellar team dynamics?
From “Ship It Days” to immersive onboarding programs, learn about curious, compelling ways that people from every role within organizations are creating inspired cultures. Drawing from her experience as a team member, team leader, and team facilitator, Teresa Brazen discusses what constitutes a “healthy” culture, how culture impacts design teams and what they create together, and tools and techniques for fostering environments we all want to work in. Along the way, you’ll discover how uniquely well-suited designers are to creating culture change if they adapt the methodologies already in their arsenal.
If you lead a team, want to lead, work remotely, build stuff, wrangle people daily, or just want to learn about invaluable techniques for cultivating inspired team culture this talk is for YOU.
The Grammarly culture code outlines six core values for employees: ethical behavior by doing the right thing even without oversight, adaptability through embracing change with a positive attitude, grit by focusing and persevering to achieve long-term goals, empathy through treating others how they want to be treated by listening and understanding their perspective, grittiness in doing whatever it takes to get the job done, and being remarkable through always learning and improving with mentorship.
The document discusses strategic brand management and positioning. It outlines the four main steps in the strategic brand management process: identifying brand positioning and values, planning marketing programs, implementing programs, and measuring performance. It also discusses determining desired brand knowledge structures, establishing points-of-parity and points-of-difference, communicating these to build brand equity, and updating positioning over time. Core brand values and developing an impactful brand mantra are also covered.
You need to listen carefully for clues that your organization has failed to engage in a deep examination of the company’s core values. If you sense this, or inherit a listless organization, resolve to do something about it right away. Nothing is more important if you want to build a leadership culture.
This is the 4th evolution of the cultural values we try to live to at Buffer.
Read more about our values and approach to business at http://open.bufferapp.com
While researching LinkedIn for the Buffer, I found several videos with a very different and uplifting stance on their environment culture and expectations. This one, is one of my favorites. :) Enjoy!!
Why bother with company values - company core values, why have them and how t...The Pathway Group
Why bother with company values - company core values, A view by Safaraz Ali
how can company core values be better used,Company Core Values: Why to Have Them and How to use them
5 steps to embedding new behaviours.
Many of the recent headline PR fails were caused by a lack of alignment between the behaviour of a company and public expectations. To avoid these headlines it's important to understand exactly what's happening in your organisational culture, and evaluate how this may be at odds with public expectations.
Engaging People and Communicating Strategy Through Gamification and StorytellingHolonomics
Holonomics Education is a company that helps businesses implement leadership programs and organizational change through educational programs. They use courses, workshops and coaching to help people develop expanded thinking and understand universal human values. Their goal is to empower leaders to effect change across strategy, operations and more. The founders are Simon Robinson and Maria Moraes Robinson, who have experience in strategy, sustainability, and introducing new methodologies like the Balanced Scorecard.
We believe the only way to scale out Percolate is to distribute decision making out to the edges. That means we ask each and every person in the company to make decisions on behalf of the organization on a regular basis, without necessarily going to their manager to get advice or approval. Their guide instead must be the company’s culture. This values document is an attempt to officially record the values that we believe make Percolate great. Each value is paired with a question that anyone within Percolate could ask themselves to help them understand whether the decision they’re making is aligned with the company.
The rubric we used to write and judge these values is:
1) Enables someone actually make a decision in the moment: a question to ask yourself to know whether you’re living up to that value. An algorithm for making decisions.
2) Aimed at our constituents: employees, customers, and partners.
3) Something that someone can disagree with: generic values don’t help anyone understand anything.
4) Something that can fit in a picture frame or is tweetable: the goal is for these values to sit on a wall in every office around the world.
With that, here are the Percolate Values:
GROWING:
Startup = Growth. A startup isn’t determined by size; it’s a company fueled for growth. We must keep this spirit alive.
THOUGHTFUL BY DESIGN:
We aim for thoughtfulness in everything we do. This should be felt by colleagues, clients, and competition.
JUDGE PERCOLATE AGAINST PERCOLATE:
Know that everyone else has a lower bar than we do, never compromise.
SHIPPING > NOT SHIPPING:
Our orientation should always be towards delivery. Shipping, no matter how small, is always better than not.
OWNERSHIP:
You own this company. As we grow, it is your responsibility to ensure that we’re awesome. If it sucks, make it better.
CONSTANT QUESTIONING:
Asking ‘why?’ isn’t just for children. Being curious will make you and this company great.
FOCUSED ON SCALE, BUT WILLING TO DO THINGS THAT DON’T:
Sometimes the best way to reach scale in the long term is to do things that don’t in the short term.
LED BY PRODUCT:
Product is not just what we build, it’s the way we are. Everyone in the company should be thinking in, and building, products.
NOT JUST A JOB:
We want you to look back and feel that Percolate put your career on a new trajectory. You are proud, and you wouldn’t change a thing.
JUST:
At Percolate you are encouraged to run fast, be fearless, and work hard. If you make a mistake, let’s all learn from it.
What do you think? If you believe in our values and would like to come work with us, please get in touch.
percolate.com/jobs
Most companies today have separate programs which helps in bringing the employees of the organisation together and teaches them to work in a team environment. It is also one of the typical questions asked during interviewing a candidate, whether team work is one of their strength or not.
Although giving a definite answer to what really drives team work is difficult, as it may vary from good leadership to understanding among the team members, here's a list of few ways which can be used to enhance team values and work towards a successful company.
Discovering Values: The Key to Unlocking Employee EngagementCynthia Scott
Overview
Values are the driving force behind personal action and a beacon of focus during turbulent times. Successful organizations recognize the business case for value clarity, and they know that connecting personal values to organizational strategy is the vital link to employee engagement, innovation, commitment, performance, decision making—and a competitive advantage.
In this presentation personal, team, and organizational values are explored and the Values Edge model is introduced. Values Edge facilitates values discovery and see its application through a real-world global alignment case study. You will learn about the role values play in shaping individual behavior, why values clarification is critical to success, and how they can be linked to enhance organizational performance.
What You Will Learn
• How values are formed and shaped
• Why values matter in the workplace
• How to balance personal and work values
• The role values play in motivating positive behavior
• Business benefits of values clarification
• How to handle values-based conflict
• The importance of linking personal and organizational values
Who Should Attend
• Supervisors
• Managers
• Front-line leaders
• Human resources professionals
• Organizational coaches
This slideshow was created to accompany the sixth chapter of Communicate! by Kathleen S. Verderber, Rudolph F. Verderber and Deanna D. Sellnow. Publisher: Wadsworth/Cengage Learning. ISBN-13: 978-0-495-90171-6
A Managers Guide to a Cascading Team Values Conversation
This is a guide for a manager to conduct a values conversation/ workshop with his or her team. The values conversation will take from 1 1/2 to 3 hours. The purpose is to clarify the values that will help the team move toward their highest level of performance.
In the conversation, the team will
• Explore their personal values about teamwork
• Create a team values statement
• Come to agreement about what those values mean in action
Table of Contents
Section 1 - Setting the Stage
• Values (sm)
• Leading a Values Conversation .
• Clarifying Your Values
• Values are the Foundation for Success
• Values Replace Rules
• Values Provide Guidance
• Aligned Values
• Change of Values
• Values Into Action
• Value Conflicts
Section 2 - Personal Values Exploration
• Cascading Valuessm to Your Team
• High Performance Team Exercise
• Introduction to the Values Cards
• Personal Values Exploration
• Using the Values Cards
• Arranging Your Values Cards
• Sorting Your Values
• Personal and Organizational Values
• My Top Six Values
• Discussion Questions
Section 3 - Creating Team Values
• Team Values Exercise
• Aligning Organizational & Team Values
• Values to Action
• Sample Value Statements
• Turning Insight Into Action
MBA EM GESTÃO DE PROJETOS E PROCESSOS ORGANIZACIONAIS TURMA 25
Templates para auxiliar no Business Case – Planejamento Estratégico
Aula – Professor Daniel de Carvalho Luz
MBA em Gestão de Projetos e Processos Organizacionais turma 25
The document discusses values-based leadership and the importance of organizational values. It provides definitions of values and explains how values influence culture and performance. Values are described as concepts that unite individuals, while beliefs can separate them. The document also discusses how to measure organizational culture and leadership values using tools like the Cultural Values Assessment. It emphasizes that transforming culture begins with transforming leadership consciousness and values. High-performing companies are values-driven and promote employee engagement.
Storytelling by Design (scenarios talk at Confab 2011)Kim Goodwin
It can be hard to build relationships with users when you think first about the message you want to convey or the transaction you want to enable, because a great relationship isn't about the story you want to tell--it's about the story your users want to experience. Kim Goodwin will show you how storytelling can help your team resist an analytical, me-first mindset by getting inside users' heads.
Very few companies have a chance to build something that people not just love, but that people respect. We believe that this is our one opportunity of a lifetime – to make a dent on the world.
Here's an inside look at how our team, culture and values feed into our mission to make the world a better place through data.
For more information on daily life at SocialCops, check out the Team section of our blog: http://blog.socialcops.com/team.
Careers information is available at https://socialcops.com/careers. For all other information and questions, check out our website at https://socialcops.com/.
MBA EM GESTÃO DE PROJETOS E PROCESSOS ORGANIZACIONAIS TURMA 25
Templates para auxiliar no Business Case – Planejamento Estratégico
Aula – Professor Daniel de Carvalho Luz
MBA em Gestão de Projetos e Processos Organizacionais turma 25
Make Culture, Not War: The Secret to Great Teams & OrganizationsTeresa Brazen
Fluxible Conference 2013, Talk by Teresa Brazen
Video of the talk here: http://www.fluxible.ca/2014/01/video-teresa-brazen/
More org/team culture tips & methods here: http://www.cooper.com/topics/designing-culture/
“We’re way off schedule. Everyone is disengaged. No one is on board with the vision.” Sound familiar? What if you could create great products and services without all that drama? What if there was a secret to stellar team dynamics?
From “Ship It Days” to immersive onboarding programs, learn about curious, compelling ways that people from every role within organizations are creating inspired cultures. Drawing from her experience as a team member, team leader, and team facilitator, Teresa Brazen discusses what constitutes a “healthy” culture, how culture impacts design teams and what they create together, and tools and techniques for fostering environments we all want to work in. Along the way, you’ll discover how uniquely well-suited designers are to creating culture change if they adapt the methodologies already in their arsenal.
If you lead a team, want to lead, work remotely, build stuff, wrangle people daily, or just want to learn about invaluable techniques for cultivating inspired team culture this talk is for YOU.
The Grammarly culture code outlines six core values for employees: ethical behavior by doing the right thing even without oversight, adaptability through embracing change with a positive attitude, grit by focusing and persevering to achieve long-term goals, empathy through treating others how they want to be treated by listening and understanding their perspective, grittiness in doing whatever it takes to get the job done, and being remarkable through always learning and improving with mentorship.
The document discusses strategic brand management and positioning. It outlines the four main steps in the strategic brand management process: identifying brand positioning and values, planning marketing programs, implementing programs, and measuring performance. It also discusses determining desired brand knowledge structures, establishing points-of-parity and points-of-difference, communicating these to build brand equity, and updating positioning over time. Core brand values and developing an impactful brand mantra are also covered.
You need to listen carefully for clues that your organization has failed to engage in a deep examination of the company’s core values. If you sense this, or inherit a listless organization, resolve to do something about it right away. Nothing is more important if you want to build a leadership culture.
This is the 4th evolution of the cultural values we try to live to at Buffer.
Read more about our values and approach to business at http://open.bufferapp.com
While researching LinkedIn for the Buffer, I found several videos with a very different and uplifting stance on their environment culture and expectations. This one, is one of my favorites. :) Enjoy!!
Buffer culture 0.6 (With a change to Be a No Ego Doer)Buffer
This is the 6th evolution of the cultural values we try to live to at Buffer. Read more about our values and approach to business at http://open.bufferapp.com
Vaffle is a young startup which strongly believes that a good culture is also a key in building a successful startup.
Thanks to bufferapp.com for their slides.
Catch us on Twitter @vaffledotin
Redhall is a mental health service run by SAMH that provides horticultural and vocational training opportunities. It has 50 spaces available 3-5 days per week on a self-referral basis. The goal is to promote mental well-being and recovery through organic gardening, conservation work, computer skills training, and other activities while building life skills and supporting employment opportunities. Visitors are welcome most days to learn about the programs and services offered.
Success through interpersonal skills - Management Concepts - Manu Melwin Joy ...manumelwinjoy
Total interpersonal space devoted to mutual understanding and shared information.
Productivity and interpersonal effectiveness are directly related to the amount of mutually-held information
This document discusses creating a positive workplace culture. It defines workplace culture as the values, beliefs, attitudes, and behaviors employees share daily. It notes that making a workplace happy attracts good employees and helps them perform well. It then lists signs of negative and positive workplace environments. Common positive attributes include being results-oriented, caring about colleagues, and providing opportunities to learn and grow. Ten signs of a positive workplace are also outlined, such as having positive values, a relaxed productive atmosphere, commitment to excellence, and flexibility. The benefits of a positive culture are reduced stress, increased health, job satisfaction, and higher staff retention. The document concludes with ways to contribute to a positive culture like discovering work's purpose, taking responsibility, practicing
The document provides tips and strategies for creating more happiness and balance in one's life. It discusses the importance of establishing a core purpose and personal priorities to act as a filter for decisions. Some key areas of focus are family, health, relationships, career, personal growth and finances. The document emphasizes living according to one's values, cultivating passions, managing time well, and dealing with adversity through perseverance and perspective. Overall tips include prioritizing quality time with loved ones, saying no when overcommitted, and finding fulfillment through small daily actions rather than major accomplishments.
This document provides an introduction and overview of an 11-module online learning journey focused on personal transformation and empowerment. The summary includes:
- Module 1 introduces the learning journey which aims to help participants progress along their individual life path through various stages of personal growth and self-realization.
- Participants are encouraged to take a personal assessment of where they currently are and where they want to go, in order to shape the steps they take along the journey.
- Support resources are provided such as group coaching calls and feedback is welcomed to help improve the experience for all. Participants are empowered to choose their own path and take the steps that feel right for them.
This document provides 6 ways for a person to be themselves. They include: 1) Becoming an independent thinker by making your own decisions, 2) Discovering and using your strengths and talents, 3) Taking action to do your own things, 4) Pursuing personal growth by nourishing your body, mind and spirit, 5) Doing what is right for yourself even if others disagree, and 6) Being proud of your efforts and accomplishments. The overall message is that by focusing on your unique strengths, thinking independently, and pursuing self-improvement, a person can develop confidence and find fulfillment in being true to themselves.
Coaching in times of war and crisis - Jean-Francois Cousin for Coaching Up Un...Greatness Coaching
1. Ground an center an overwhelmed client at the start of a session
2. Attend to clients' needs, fears, emotions and energy to restore their sanity
3. Identify and resolve what will most help the client to steer away from 'overwhelmed-in-crisis' and then create enduring value for them
Not very often do you hear children say, “I want to be a fundraiser or mobilise the resources when I grow up!” When I was younger and first making choices about my future, fundraising meant "Pluto" to me. And I am not alone. Fundraising is not something that most people have much understanding about at a young age. It is definitely not about getting donations- you’ll need to inspire passion and learn the art of asking.
Being in advancement, in this very special profession, has given me more of personal satisfaction than I have gotten in any of the other activities I have ever done in my life. It gets me up every day and happy to come to work. It doesn’t get better than that.
A workplace culture is composed of the values, beliefs, attitudes, and behaviors that employees share and use on a daily basis in their work. Everyone has a role to play in creating a positive workplace culture. At this program, you’ll learn concrete strategies for making the work environment more enjoyable, so that you can:
Stay engaged and motivated even for tasks that are boring or unpleasant
Feel a sense of optimism and confidence even around people who can be toxic or negative
Become part of the solution in creating a better Williams for everyone.
Being yourself means being unique, which means being as different as possible from others. Discover the 6 different ways to help you be different, so you can be unique and be yourself.
Yummly Culture Deck - Our Recipes for SuccessBrian Witlin
Yummly's culture values transparency, communication, innovation, efficiency, collaboration, humility and accountability. They seek to create a continuous feedback loop, hire top talent across functions, emphasize action over process, empower employees for informed decision making, and regularly challenge themselves to disrupt their own status quo. Their vision is to create personalized experiences that simplify cooking and build relationships with users globally.
Teamwork involves people working together for a common purpose under shared values. Effective teamwork relies on strong interpersonal skills and open communication. While conflict is inevitable, strategies like listening, sharing information, asking questions, and participating fully can help teams resolve disagreements and work productively together. The key aspects of teamwork are shared responsibility, open communication, and maintaining a cooperative attitude.
This document outlines the values of Buffer's company culture. It began as a work in progress in February 2013 when Buffer had 7 employees. The values are based on Dale Carnegie's book "How to Win Friends and Influence People" and include always choosing positivity, defaulting to transparency, being open-minded, focusing on self-improvement, having no ego, prioritizing clarity, making time to reflect, and living smarter instead of harder. Each value is then further defined by principles and guidelines for how employees can uphold that value.
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
The Evolution and Impact of OTT Platforms: A Deep Dive into the Future of Ent...ABHILASH DUTTA
This presentation provides a thorough examination of Over-the-Top (OTT) platforms, focusing on their development and substantial influence on the entertainment industry, with a particular emphasis on the Indian market.We begin with an introduction to OTT platforms, defining them as streaming services that deliver content directly over the internet, bypassing traditional broadcast channels. These platforms offer a variety of content, including movies, TV shows, and original productions, allowing users to access content on-demand across multiple devices.The historical context covers the early days of streaming, starting with Netflix's inception in 1997 as a DVD rental service and its transition to streaming in 2007. The presentation also highlights India's television journey, from the launch of Doordarshan in 1959 to the introduction of Direct-to-Home (DTH) satellite television in 2000, which expanded viewing choices and set the stage for the rise of OTT platforms like Big Flix, Ditto TV, Sony LIV, Hotstar, and Netflix. The business models of OTT platforms are explored in detail. Subscription Video on Demand (SVOD) models, exemplified by Netflix and Amazon Prime Video, offer unlimited content access for a monthly fee. Transactional Video on Demand (TVOD) models, like iTunes and Sky Box Office, allow users to pay for individual pieces of content. Advertising-Based Video on Demand (AVOD) models, such as YouTube and Facebook Watch, provide free content supported by advertisements. Hybrid models combine elements of SVOD and AVOD, offering flexibility to cater to diverse audience preferences.
Content acquisition strategies are also discussed, highlighting the dual approach of purchasing broadcasting rights for existing films and TV shows and investing in original content production. This section underscores the importance of a robust content library in attracting and retaining subscribers.The presentation addresses the challenges faced by OTT platforms, including the unpredictability of content acquisition and audience preferences. It emphasizes the difficulty of balancing content investment with returns in a competitive market, the high costs associated with marketing, and the need for continuous innovation and adaptation to stay relevant.
The impact of OTT platforms on the Bollywood film industry is significant. The competition for viewers has led to a decrease in cinema ticket sales, affecting the revenue of Bollywood films that traditionally rely on theatrical releases. Additionally, OTT platforms now pay less for film rights due to the uncertain success of films in cinemas.
Looking ahead, the future of OTT in India appears promising. The market is expected to grow by 20% annually, reaching a value of ₹1200 billion by the end of the decade. The increasing availability of affordable smartphones and internet access will drive this growth, making OTT platforms a primary source of entertainment for many viewers.
3 Simple Steps To Buy Verified Payoneer Account In 2024SEOSMMEARTH
Buy Verified Payoneer Account: Quick and Secure Way to Receive Payments
Buy Verified Payoneer Account With 100% secure documents, [ USA, UK, CA ]. Are you looking for a reliable and safe way to receive payments online? Then you need buy verified Payoneer account ! Payoneer is a global payment platform that allows businesses and individuals to send and receive money in over 200 countries.
If You Want To More Information just Contact Now:
Skype: SEOSMMEARTH
Telegram: @seosmmearth
Gmail: seosmmearth@gmail.com
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
Structural Design Process: Step-by-Step Guide for BuildingsChandresh Chudasama
The structural design process is explained: Follow our step-by-step guide to understand building design intricacies and ensure structural integrity. Learn how to build wonderful buildings with the help of our detailed information. Learn how to create structures with durability and reliability and also gain insights on ways of managing structures.
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).
Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfthesiliconleaders
In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Štancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
2. The
10 TORUS
Values
I. Embrace Happiness
II. Radical Honesty + Transparency
III. Strive to #LiveTheImpossible
IV. Exceptional Energy Sans Ego
V. Seek First to Understand
VI. Communicate with Clarity
VII. Reflect + Recharge
VIII. Live Smart + Fail Fast
IX. Attitude of Gratitude
X. Do Good
4. Embrace Happiness
• You aim to be optimistic and positive about the
way you approach living your life
• Your friends, family and followers see you as a
positive role model
• You avoid criticizing or condemning any member
of the TORUS Team or anyone who’s part of our
TORUS Tribe
• You aren’t known as someone who complains or
makes excuses as to why your life is the way it is
• You strive to see the good in people and
opportunities; even when it is difficult to do so
• You seek opportunities to spread happiness and
look for ways in which to do kind things for others
in your life and our community
6. Radical Honesty +
Transparency
• As a representative of the TORUS Team, you take
pride in sharing our company’s core values, as well as
our strengths, failures and our decisions we make
• You strive to be a person who lives intentionally;
honestly and is someone who aims to be vulnerable
and transparent - knowing that being vulnerable is a
strength and key to building trust with our TORUS
Tribe and amongst our team
• You are comfortable with sharing your honest
thoughts, ideas, feedback and opinions with the
TORUS Team. Constructive criticism is always
welcome
• You share early and often where possible – no big
secrets within the TORUS Team. Only surprises!
8. ‘‘
IT ALWAYS SEEMS
IMPOSSIBLE UNTIL IT IS
DONE
- NELSON MANDELA
‘‘
9. Strive to
#LiveTheImpossible
• You are aware of your current level of productivity
and happiness and strive to make continual
improvements to help you develop and grow as an
individual and as a member of our team
• You have a higher expectation of yourself than
TORUS Athletica has of you
• You seek new opportunities for growth and to live the
impossible – even if that makes you uncomfortable.
Get comfortable with being uncomfortable
• You are deliberate about cultivating new habits and
practicing activities that improve your overall mind,
body and spirit. You cultivate new habits often
11. Exceptional Energy
Sans Ego
• You are exceptional at what you do – and our team
knows it (that’s why we’re on the same team!)
• You practice humility
• You generate ideas because you feel it will positively
contribute to the TORUS Team; not due to self-interest
or for personal gain
• You are teachable, adaptable and open to trying new
things as a TORUS Team member that would help us
grow as a team and as a company. You know that none
of us possess all the answers; yet together our team is
stronger and more powerful than the sum of its parts
• You’re a dreamer, but you’re also a doer. Your actions
speak louder than your words, so you endeavour to
ensure your actions align with your words
13. Seek First to Understand
• You seek first to understand; before trying to be
understood. You know that’s why we were born with
two ears and one mouth – because we don’t know
everything and there’s always so much more to learn
• Listening is an art form and many people hear, but
few listen with intent. You want to be one of the few
who develop the skill to do so
• You know that there are very few absolute truths. Alot
of ‘truth’ is opinion and you understand that your
‘truth’ could be wrong – and that’s ok. You are open to
the possibility of learning and growing as a result of
acquiring new knowledge about life, yourself and the
world around you
• You strive to be more suggestive rather than
instructive. That means that words such as
“definitely” and “unquestionable” are swapped for “I
think”, or “I believe” or “I feel”
15. Communicate With Clarity
• You talk, write, create art or design in a clear way that’s
effective in communicating your thoughts, ideas or
feedback with our team
• You don’t assume that everyone will understand you
and your skills; so communicate in a way that the
wider TORUS Team can understand you and can ask
further questions if need be
• You err on the side of caution when communicating,
which means you try to over-communicate or explain
your thoughts in a myriad of ways to the rest of the
TORUS Team
• You use more words to communicate an idea, even if it
seems obvious or unnecessary
17. Reflect + Recharge
• You are deliberate about making time for yourself to
pause and reflect. It’s in those moments where your
profound ideas and light bulb moments come from. Be it
meditation, reading, journalling or long walks, you take
time out for yourself often to recharge the batteries
• You have a level-headed and calm approach to
discussions with other TORUS Team members and
ponder topics in your own time
• You cultivate a practice of love – for yourself and those
around you
• You understand the value of patience and treat it as a
muscle which needs practice to grow. Building a world-
changing company takes time
19. ‘‘
OUR DEEPEST FEAR IS
NOT THAT WE ARE
INADEQUATE. OUR
DEEPEST FEAR IS THAT
WE ARE POWERFUL
BEYOND MEASURE.
‘‘
Marianne Williamson
20. Live Smart + Fail Fast
• You aim to put 100% of effort into things or activities you
commit to – or not at all. You know that half-assed efforts only
produce half-assed results
• You strive to focus on a single task at a time. Multi-tasking is the
enemy of getting shit done, because it spreads your focus and
energy thin
• When you’re putting in work, you nip distractions in the bud and
dedicate your time and energy to the task at hand
• You’re given permission to fail. Fail fast and fail often. It’s
through failure that we learn how to be better, stronger, fitter
and faster. Failure isn’t a bad thing, and should be embraced
with open arms
• When you make a mistake, it’s an opportunity to pause and
learn from those lessons and experiences
• You aim to be at the top of your game as you focus on
expanding capacity of your mental, physical, emotional and
spiritual energy. If you feel like you’re plateauing or struggling in
an area of you’re life, you feel comfortable with reaching out to
the wider TORUS Team for support, love and advice when
needed
22. Attitude of Gratitude
• You cultivate an attitude of gratitude each and
every day. You practice gratitude towards your
body; your friends and family; your life and your
circumstances – even if they aren’t exactly what
you envisioned
• You are grateful to be a part of the TORUS Team;
grateful for others on our team who are all
working towards bettering ourselves and the
world
• You approach our TORUS Tribe with a grateful and
humble heart; knowing that it’s these members of
our community who we exist for and wish to serve
• You know that we are grateful for having you a
part of our team. We’re honoured and blessed to
work alongside you to help shape the future of our
company
24. Do Good
• In your personal life, you choose to do good: do
good by yourself; by others and for the world
• You are a generous human and seek to give back
often: be that with your time, energy, talents, love
and/or money
• You endeavour to correct mistakes or make
amends – even if no one notices or cares
• You are genuinely excited and passionate about
helping others within your own personal life and
helping members of our TORUS Tribe
26. Get In
Touch
We love hearing from our TORUS Tribe members. Feel
free to reach out on any of the platforms below or
email us hello@torusathletica.com.
Twitter
Pinterest
Facebook
Instagram