Are your staff tired of listening to you talk? Come to this session to gain knowledge and resources on leading from your individual strengths and cultivating training platforms that will result in staff and volunteer empowerment and retention. You will also come away with a toolbox of ideas to communicate more effectively with parents, coaches and staff. We will teach you how to make your trainings fun again!
The document discusses tools for effective team leadership and structure. It recommends having clear goals, identifying team member talents, clear roles and responsibilities, agreed upon procedures, constructive interpersonal relations, reinforcement of team relations, and diplomatic external ties. It also advises creating SMART goals that are specific, measurable, attainable, relevant, and time-bound. Finally, it notes that motivation is a product of abilities, motivation, and opportunities, and that change requires dissatisfaction, vision, and taking the first step.
The document discusses frameworks and tools for developing organizational talent sustainability. It notes challenges like replacing retiring baby boomers and low graduation rates in STEM fields. Successful companies value people as sources of talent. The biggest human capital challenges are succession planning, developing leaders, recruiting talent, and retaining employees. Talent sustainability requires attracting, developing and retaining capable people through strategies like succession management aligned with talent systems. It outlines components of talent management systems including competency models, learning & development, knowledge management, and performance management. Metrics are needed to measure talent sustainability efforts. Senior executive commitment and involvement in talent management, or "talent orchestration," is key to ensuring sustainable human capital.
Prof. Raywat Chatreewisit has extensive academic qualifications and professional experience in areas such as human resources, project management, business administration, religious studies, and leadership development. He provides training and consulting services to develop talent, leadership, and competencies in areas like communication, problem solving, team management, and conflict resolution. His approach incorporates theories related to motivation, leadership, goal-setting, and psychology to help individuals and organizations achieve success.
We provide Aptitude Trainings, Life Skills sessions, Corporate Trainings, Business English,E-mail writing,Spoken/Written English classes, Image Consultancy,IELTS/TOEFL/GRE/GMAT/PTE/OET coaching, Motivational Lectures for Employees'/Students' mindset, Recruitment and many other online courses for Student's Placement and Employee Productivity, Self-Development, Career and Image building.
You Can’t Have One Without the Other
You know the story. Over the last few years, we have seen silos forming between sourcing and recruiting.
Each side feels they are the more important function.
Awkward Meme GIF by swerk
In reality, they should be working as a unit.
Yep – one happy little cohesive team dancing their way to the candidate fair.
We know a guy who can help…
Michael Goldberg, Founder and CEO of Hiring Transformed, has made a living out of understanding the sourcing-recruiting relationship and has agreed to give you 60 minutes of uninterrupted, live counseli…training.
Let’s call this training.
He’s known for his ability to build kick-ass Talent Acquisition teams and has been doing it for many, many years. If you don’t believe us (and you somehow don’t know who he is) check him out.
Here’s what you’re going to learn.
1. How to eliminate the blurred lines.
2. How Recruiters and Sourcers can work more effectively together.
3. What sourcing and recruiting managers, as well as Heads of Talent, can do to eliminate the riff.
4. What recruiters in smaller companies (with no sourcing functions) can do to build their sourcing skills.
What do you say?
All you need is an open screen and a box of tissues. We’ll handle the rest. You’ll go home with the tools to create a truly functional partnership with your “other half.”
The document discusses tools for effective team leadership and structure. It recommends having clear goals, identifying team member talents, clear roles and responsibilities, agreed upon procedures, constructive interpersonal relations, reinforcement of team relations, and diplomatic external ties. It also advises creating SMART goals that are specific, measurable, attainable, relevant, and time-bound. Finally, it notes that motivation is a product of abilities, motivation, and opportunities, and that change requires dissatisfaction, vision, and taking the first step.
The document discusses frameworks and tools for developing organizational talent sustainability. It notes challenges like replacing retiring baby boomers and low graduation rates in STEM fields. Successful companies value people as sources of talent. The biggest human capital challenges are succession planning, developing leaders, recruiting talent, and retaining employees. Talent sustainability requires attracting, developing and retaining capable people through strategies like succession management aligned with talent systems. It outlines components of talent management systems including competency models, learning & development, knowledge management, and performance management. Metrics are needed to measure talent sustainability efforts. Senior executive commitment and involvement in talent management, or "talent orchestration," is key to ensuring sustainable human capital.
Prof. Raywat Chatreewisit has extensive academic qualifications and professional experience in areas such as human resources, project management, business administration, religious studies, and leadership development. He provides training and consulting services to develop talent, leadership, and competencies in areas like communication, problem solving, team management, and conflict resolution. His approach incorporates theories related to motivation, leadership, goal-setting, and psychology to help individuals and organizations achieve success.
We provide Aptitude Trainings, Life Skills sessions, Corporate Trainings, Business English,E-mail writing,Spoken/Written English classes, Image Consultancy,IELTS/TOEFL/GRE/GMAT/PTE/OET coaching, Motivational Lectures for Employees'/Students' mindset, Recruitment and many other online courses for Student's Placement and Employee Productivity, Self-Development, Career and Image building.
You Can’t Have One Without the Other
You know the story. Over the last few years, we have seen silos forming between sourcing and recruiting.
Each side feels they are the more important function.
Awkward Meme GIF by swerk
In reality, they should be working as a unit.
Yep – one happy little cohesive team dancing their way to the candidate fair.
We know a guy who can help…
Michael Goldberg, Founder and CEO of Hiring Transformed, has made a living out of understanding the sourcing-recruiting relationship and has agreed to give you 60 minutes of uninterrupted, live counseli…training.
Let’s call this training.
He’s known for his ability to build kick-ass Talent Acquisition teams and has been doing it for many, many years. If you don’t believe us (and you somehow don’t know who he is) check him out.
Here’s what you’re going to learn.
1. How to eliminate the blurred lines.
2. How Recruiters and Sourcers can work more effectively together.
3. What sourcing and recruiting managers, as well as Heads of Talent, can do to eliminate the riff.
4. What recruiters in smaller companies (with no sourcing functions) can do to build their sourcing skills.
What do you say?
All you need is an open screen and a box of tissues. We’ll handle the rest. You’ll go home with the tools to create a truly functional partnership with your “other half.”
What shade of instructional designer are you? How can you focus your practice and refine your shade? Session slides from an eLearning Guild Online Forum on January 20, 2016.
Execute: Develop a Long-term Strategy for Experimentation | Optimizely ANZ We...Optimizely
Shaun Rowland -- Director, Insights and Personalisation for AKQA, and Luke Corkin -- Corporate Account Executive for Optimizely with our latest webinar from the Experimentation Insights Tour.
View the webinar here: https://optimizely.wistia.com/medias/f49pqtsy98
DESCRIPTION: Why the “Test and Learn” culture is critical to your CRO success.
Go beyond just knowing the need for experimentation and build a strategy for ongoing success. Learn the top challenges involved in developing and ensuring a long-term experimentation vision.
You'll learn:
* What roles and personalities you need to recruit for the team
* How to establish test and learn guardrails that keep your program on track with your business strategy
* Prioritisation and valuation of experimentation pipeline
* The tools and process used to track the health of your programme
Shades of instructional design (11October2022).pptxCammy Bean
This document provides an overview of different approaches to instructional design. It begins by listing common job responsibilities for instructional designers. It then discusses how the role can involve a variety of skills related to learning, creativity, technology and business. The document suggests instructional designers should focus on rounding out their expertise in these areas. It proceeds to examine different models for designing learning experiences based on objectives like informing, building skills or solving complex problems. For each model, it provides examples and suggestions for effective implementation. Throughout, the document emphasizes the importance of making learning engaging, relevant and focused on the learning journey rather than individual events. It concludes by offering tips for instructional designers to avoid superficial elements and ensure interactions promote meaningful thinking.
Professional Human Recourse Management Certification Program by Naida Training Institute. The Best HR Course in Dubai Where you can trained by Most professional Trainers.
This document outlines a presentation by Holly Duckworth on effective volunteer management. It discusses setting intentions for volunteer programs, assessing current structures, developing positions, recruiting volunteers, training methods like orientations and mentors, providing support, evaluating success, succession planning, appreciation events, and tips for successful volunteerism. The goal is to recruit, retain and maintain effective board leaders through strategic volunteer management.
This document provides an overview and introduction to a handbook on behavioral competencies in the workplace. It discusses how developing a competency framework can help structure the hiring process and assess a candidate's cultural fit. The handbook focuses on four categories of behavioral competencies - personality attributes, analytical ability, interpersonal skills, and leadership skills. Each category contains a list of relevant competencies that are important for various job levels. The document provides examples of key indicators for competencies like curiosity, adaptability, discipline, and self-confidence, as well as suggested interview questions to evaluate candidates on those competencies.
This document discusses soft skills that employers find important. It defines soft skills as skills like ethics, dependability, time management, and flexibility. The document notes that employers especially value skills like professionalism, teamwork, communication, and leadership. It encourages readers to take an inventory to assess their strengths and areas to improve in soft skills like emotional intelligence and leadership. Finally, it provides ideas for practicing and developing soft skills through student activities, internships, and career services.
15 Reasons Why Assessment is Key in Executive SelectionChuck Detling
We sat down with Adrianne McVeigh, the Executive Director
of Assessment Solutions at TalentQuest, to compile a list of
the top reasons why assessments like those offered through
this partnership are key in the executive selection process.
How to attract, develop and retain your millennial talent! | Talent Connect 2016LinkedIn Talent Solutions
Frans Mahieu, Kimberly-Clark
Raymond Steward, American National
In this session you will hear from two different companies in two different industries on how they use creative but effective branding to attract and retain top talent.
Kimberly-Clark marketer of iconic brands such as Kleenex, Huggies, Scott and U by Kotex has created new categories and challenged conventional wisdom for over 144 years. Frans Mahieu will share how Kimberly-Clark applies the same powerful marketing techniques to recruitment marketing that the company uses to engage with consumers.
American National has been building meaningful relationships with our clients, employees and surrounding communities for more than 110 years. We provide protection, security and comfort to more than 5 million policyholders who put their trust in our financial stability and strength. In this interactive session, Raymond will talk about his successes & failures and share the journey of learning to develop and retain young talent.
Frans will show you how to catch them; Raymond will show you how to keep them.
Key highlights:
How to differentiate your company from the competition.
Turning strategy into an execution that delivers.
Rallying the troops from collaboration to execution.
How to create a competitive edge by creating competitive VALUE.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Sample post training report for Team Leaders Akash Dutta
The document provides a post-training intervention report for team ABC at ABCD Management. It includes an introduction, observed performance grids that rate team members on various skills, and coach profiles. The report finds some team members need improvement in areas like communication, flexibility, and self-confidence. It recommends future coaching interventions and follow-ups in 45, 90, and 120 days to support skills retention and development.
See the whole candidate before they walk in the door and fix your broken hiring process.
See the webinar here: https://go1.predictiveindex.com/head-heart-briefcase-webinar
This document provides an overview of the Think One Team approach to uniting leadership, building collaborative teams, and supporting transformational change. It discusses how Think One Team develops new capabilities for adaptive teamwork and collaboration while delivering business results. It outlines the five behaviors of "One Team" enterprises and how the Think One Team method achieves outcomes through aligning, collaborating, and learning together using a set of simple and practical tools. Finally, it provides an example of a typical journey applying the Think One Team approach over 90 days to lead a collaborative change initiative.
The document announces a national live webinar on educational leadership to take place on May 23rd, 2020 from 10am to 12pm. The resource person will be Dr. N. Asokan who will discuss various topics related to career paths, competencies, goals, leadership, and motivation in the teaching profession. The webinar aims to provide guidance to teachers on their professional development from early to senior roles in their careers.
Agile Network India | Building Resiliency in Systematic Manner | Ritwik AgileNetwork
This document discusses building individual resilience through strong relationships between team leaders and followers. It begins with an introduction and objectives, then provides context on the increasingly volatile, complex work environment due to factors like the pandemic. It notes that individual resilience is built in professional relationships, particularly between team leaders and followers.
The document then discusses how to strengthen these relationships through a framework of 6Cs for both team leaders and followers: care, commit, collaborate, clear expectations, concise feedback, and connect. For team leaders, this involves creating safe environments, coaching/mentoring, understanding strengths, and open communication. For followers, it means being conscientious, committed partners, understanding expectations, and open communication. Strong relationships are built over
Human resources leaders are often asked to make big changes while unraveling legacy systems and processes. But what if leaders had the opportunity to come in and build a new talent acquisition organization from the ground up without old systems tying them down? What would you do? Hear how the Girls Scouts of the United States of America re-built HR to steward the business and what that meant for the talent acquisition function.
In this keynote, learning objectives and audience takeaways include:
How talent acquisition must perform a self-assessment of their function to ensure that they are constantly raising the bar and incorporating new tools and techniques of the trade.
How talent acquisition must take a hard look at their talent and determine if they have the right people in the right roles to respond to business needs as they structure the team for optimal effectiveness.
How talent acquisition must become and remain a key business partner with hiring managers, aligning the staffing plans to business goals.
Office Management Administration Skills Course OutlineNADIA Global
This 30-hour course in office management and administration skills is intended for junior supervisors, office managers, secretaries, and those new to administration roles. The course covers topics like understanding organizational structure, effective communication, presentation skills, managing people and processes, file management, human resources tasks, budgeting, and business writing. It aims to increase work productivity and maximize career opportunities by providing a valuable certification and applicable skill set. The course is offered through NADIA Global, which provides world-class, customized training programs in Dubai and Abu Dhabi led by expert instructors in outstanding learning facilities.
This document provides strategies for attracting, developing, and retaining talent. It recommends defining the ideal candidate and company vision, overhauling interviews to thoroughly evaluate fit, and using tools to understand candidates' natural styles and motivators. Developing talent involves standardized onboarding, mentoring, and establishing growth milestones. Retention strategies include continual performance reviews, advancement opportunities, and compensation that motivates and rewards mastery. The document emphasizes the importance of company culture and leadership in building expertise and a great working environment.
Enriching engagement with ethical review processesstrikingabalance
New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
Originally presented at XP2024 Bolzano
While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
In this talk we'll have a look to the cumulative effect of the constraints of a remote working environment and of the common countermeasures.
More Related Content
Similar to Training Platforms - Become a resource to Staff, Parents and Coaches
What shade of instructional designer are you? How can you focus your practice and refine your shade? Session slides from an eLearning Guild Online Forum on January 20, 2016.
Execute: Develop a Long-term Strategy for Experimentation | Optimizely ANZ We...Optimizely
Shaun Rowland -- Director, Insights and Personalisation for AKQA, and Luke Corkin -- Corporate Account Executive for Optimizely with our latest webinar from the Experimentation Insights Tour.
View the webinar here: https://optimizely.wistia.com/medias/f49pqtsy98
DESCRIPTION: Why the “Test and Learn” culture is critical to your CRO success.
Go beyond just knowing the need for experimentation and build a strategy for ongoing success. Learn the top challenges involved in developing and ensuring a long-term experimentation vision.
You'll learn:
* What roles and personalities you need to recruit for the team
* How to establish test and learn guardrails that keep your program on track with your business strategy
* Prioritisation and valuation of experimentation pipeline
* The tools and process used to track the health of your programme
Shades of instructional design (11October2022).pptxCammy Bean
This document provides an overview of different approaches to instructional design. It begins by listing common job responsibilities for instructional designers. It then discusses how the role can involve a variety of skills related to learning, creativity, technology and business. The document suggests instructional designers should focus on rounding out their expertise in these areas. It proceeds to examine different models for designing learning experiences based on objectives like informing, building skills or solving complex problems. For each model, it provides examples and suggestions for effective implementation. Throughout, the document emphasizes the importance of making learning engaging, relevant and focused on the learning journey rather than individual events. It concludes by offering tips for instructional designers to avoid superficial elements and ensure interactions promote meaningful thinking.
Professional Human Recourse Management Certification Program by Naida Training Institute. The Best HR Course in Dubai Where you can trained by Most professional Trainers.
This document outlines a presentation by Holly Duckworth on effective volunteer management. It discusses setting intentions for volunteer programs, assessing current structures, developing positions, recruiting volunteers, training methods like orientations and mentors, providing support, evaluating success, succession planning, appreciation events, and tips for successful volunteerism. The goal is to recruit, retain and maintain effective board leaders through strategic volunteer management.
This document provides an overview and introduction to a handbook on behavioral competencies in the workplace. It discusses how developing a competency framework can help structure the hiring process and assess a candidate's cultural fit. The handbook focuses on four categories of behavioral competencies - personality attributes, analytical ability, interpersonal skills, and leadership skills. Each category contains a list of relevant competencies that are important for various job levels. The document provides examples of key indicators for competencies like curiosity, adaptability, discipline, and self-confidence, as well as suggested interview questions to evaluate candidates on those competencies.
This document discusses soft skills that employers find important. It defines soft skills as skills like ethics, dependability, time management, and flexibility. The document notes that employers especially value skills like professionalism, teamwork, communication, and leadership. It encourages readers to take an inventory to assess their strengths and areas to improve in soft skills like emotional intelligence and leadership. Finally, it provides ideas for practicing and developing soft skills through student activities, internships, and career services.
15 Reasons Why Assessment is Key in Executive SelectionChuck Detling
We sat down with Adrianne McVeigh, the Executive Director
of Assessment Solutions at TalentQuest, to compile a list of
the top reasons why assessments like those offered through
this partnership are key in the executive selection process.
How to attract, develop and retain your millennial talent! | Talent Connect 2016LinkedIn Talent Solutions
Frans Mahieu, Kimberly-Clark
Raymond Steward, American National
In this session you will hear from two different companies in two different industries on how they use creative but effective branding to attract and retain top talent.
Kimberly-Clark marketer of iconic brands such as Kleenex, Huggies, Scott and U by Kotex has created new categories and challenged conventional wisdom for over 144 years. Frans Mahieu will share how Kimberly-Clark applies the same powerful marketing techniques to recruitment marketing that the company uses to engage with consumers.
American National has been building meaningful relationships with our clients, employees and surrounding communities for more than 110 years. We provide protection, security and comfort to more than 5 million policyholders who put their trust in our financial stability and strength. In this interactive session, Raymond will talk about his successes & failures and share the journey of learning to develop and retain young talent.
Frans will show you how to catch them; Raymond will show you how to keep them.
Key highlights:
How to differentiate your company from the competition.
Turning strategy into an execution that delivers.
Rallying the troops from collaboration to execution.
How to create a competitive edge by creating competitive VALUE.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Sample post training report for Team Leaders Akash Dutta
The document provides a post-training intervention report for team ABC at ABCD Management. It includes an introduction, observed performance grids that rate team members on various skills, and coach profiles. The report finds some team members need improvement in areas like communication, flexibility, and self-confidence. It recommends future coaching interventions and follow-ups in 45, 90, and 120 days to support skills retention and development.
See the whole candidate before they walk in the door and fix your broken hiring process.
See the webinar here: https://go1.predictiveindex.com/head-heart-briefcase-webinar
This document provides an overview of the Think One Team approach to uniting leadership, building collaborative teams, and supporting transformational change. It discusses how Think One Team develops new capabilities for adaptive teamwork and collaboration while delivering business results. It outlines the five behaviors of "One Team" enterprises and how the Think One Team method achieves outcomes through aligning, collaborating, and learning together using a set of simple and practical tools. Finally, it provides an example of a typical journey applying the Think One Team approach over 90 days to lead a collaborative change initiative.
The document announces a national live webinar on educational leadership to take place on May 23rd, 2020 from 10am to 12pm. The resource person will be Dr. N. Asokan who will discuss various topics related to career paths, competencies, goals, leadership, and motivation in the teaching profession. The webinar aims to provide guidance to teachers on their professional development from early to senior roles in their careers.
Agile Network India | Building Resiliency in Systematic Manner | Ritwik AgileNetwork
This document discusses building individual resilience through strong relationships between team leaders and followers. It begins with an introduction and objectives, then provides context on the increasingly volatile, complex work environment due to factors like the pandemic. It notes that individual resilience is built in professional relationships, particularly between team leaders and followers.
The document then discusses how to strengthen these relationships through a framework of 6Cs for both team leaders and followers: care, commit, collaborate, clear expectations, concise feedback, and connect. For team leaders, this involves creating safe environments, coaching/mentoring, understanding strengths, and open communication. For followers, it means being conscientious, committed partners, understanding expectations, and open communication. Strong relationships are built over
Human resources leaders are often asked to make big changes while unraveling legacy systems and processes. But what if leaders had the opportunity to come in and build a new talent acquisition organization from the ground up without old systems tying them down? What would you do? Hear how the Girls Scouts of the United States of America re-built HR to steward the business and what that meant for the talent acquisition function.
In this keynote, learning objectives and audience takeaways include:
How talent acquisition must perform a self-assessment of their function to ensure that they are constantly raising the bar and incorporating new tools and techniques of the trade.
How talent acquisition must take a hard look at their talent and determine if they have the right people in the right roles to respond to business needs as they structure the team for optimal effectiveness.
How talent acquisition must become and remain a key business partner with hiring managers, aligning the staffing plans to business goals.
Office Management Administration Skills Course OutlineNADIA Global
This 30-hour course in office management and administration skills is intended for junior supervisors, office managers, secretaries, and those new to administration roles. The course covers topics like understanding organizational structure, effective communication, presentation skills, managing people and processes, file management, human resources tasks, budgeting, and business writing. It aims to increase work productivity and maximize career opportunities by providing a valuable certification and applicable skill set. The course is offered through NADIA Global, which provides world-class, customized training programs in Dubai and Abu Dhabi led by expert instructors in outstanding learning facilities.
This document provides strategies for attracting, developing, and retaining talent. It recommends defining the ideal candidate and company vision, overhauling interviews to thoroughly evaluate fit, and using tools to understand candidates' natural styles and motivators. Developing talent involves standardized onboarding, mentoring, and establishing growth milestones. Retention strategies include continual performance reviews, advancement opportunities, and compensation that motivates and rewards mastery. The document emphasizes the importance of company culture and leadership in building expertise and a great working environment.
Similar to Training Platforms - Become a resource to Staff, Parents and Coaches (20)
Enriching engagement with ethical review processesstrikingabalance
New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
Originally presented at XP2024 Bolzano
While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
In this talk we'll have a look to the cumulative effect of the constraints of a remote working environment and of the common countermeasures.
12 steps to transform your organization into the agile org you deservePierre E. NEIS
During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.
Designing and Sustaining Large-Scale Value-Centered Agile Ecosystems (powered...Alexey Krivitsky
Is Agile dead? It depends on what you mean by 'Agile'. If you mean that the organizations are not getting the promised benefits because they were focusing too much on the team-level agile "ways of working" instead of systemic global improvements -- then we are in agreement. It is a misunderstanding of Agility that led us down a dead-end. At Org Topologies, we see bright sparks -- the signs of the 'second wave of Agile' as we call it. The emphasis is shifting towards both in-team and inter-team collaboration. Away from false dichotomies. Both: team autonomy and shared broad product ownership are required to sustain true result-oriented organizational agility. Org Topologies is a package offering a visual language plus thinking tools required to communicate org development direction and can be used to help design and then sustain org change aiming at higher organizational archetypes.
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...dsnow9802
Colby Hobson stands out as a dynamic leader in the residential construction industry. With a solid reputation built on his exceptional communication and presentation skills, Colby has proven himself to be an excellent team player, fostering a collaborative and efficient work environment.
Ganpati Kumar Choudhary Indian Ethos PPT.pptx, The Dilemma of Green Energy Corporation
Green Energy Corporation, a leading renewable energy company, faces a dilemma: balancing profitability and sustainability. Pressure to scale rapidly has led to ethical concerns, as the company's commitment to sustainable practices is tested by the need to satisfy shareholders and maintain a competitive edge.
Employment PracticesRegulation and Multinational CorporationsRoopaTemkar
Employment PracticesRegulation and Multinational Corporations
Strategic decision making within MNCs constrained or determined by the implementation of laws and codes of practice and by pressure from political actors. Managers in MNCs have to make choices that are shaped by gvmt. intervention and the local economy.
A team is a group of individuals, all working together for a common purpose. This Ppt derives a detail information on team building process and ats type with effective example by Tuckmans Model. it also describes about team issues and effective team work. Unclear Roles and Responsibilities of teams as well as individuals.
Impact of Effective Performance Appraisal Systems on Employee Motivation and ...Dr. Nazrul Islam
Healthy economic development requires properly managing the banking industry of any
country. Along with state-owned banks, private banks play a critical role in the country's economy.
Managers in all types of banks now confront the same challenge: how to get the utmost output from
their employees. Therefore, Performance appraisal appears to be inevitable since it set the
standard for comparing actual performance to established objectives and recommending practical
solutions that help the organization achieve sustainable growth. Therefore, the purpose of this
research is to determine the effect of performance appraisal on employee motivation and retention.
Public Speaking Tips to Help You Be A Strong Leader.pdfPinta Partners
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
Sethurathnam Ravi: A Legacy in Finance and LeadershipAnjana Josie
Sethurathnam Ravi, also known as S Ravi, is a distinguished Chartered Accountant and former Chairman of the Bombay Stock Exchange (BSE). As the Founder and Managing Partner of Ravi Rajan & Co. LLP, he has made significant contributions to the fields of finance, banking, and corporate governance. His extensive career includes directorships in over 45 major organizations, including LIC, BHEL, and ONGC. With a passion for financial consulting and social issues, S Ravi continues to influence the industry and inspire future leaders.
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
Training Platforms - Become a resource to Staff, Parents and Coaches
1. TRAINING
PLATFORMS:
B E C O M I N G A R E S O U R C E T O
S T A F F , P A R E N T S & C O A C H E S
M I N D Y D O D G E
C I T Y O F C H A R L O T T E S V I L L E
N R P A 2 0 1 6 A N N U A L C O N F E R E N C E
13. STRENGTHS
P E O P L E W H O U S E T H E I R S T R E N G T H S E V E R Y D A Y A R E S I X
T I M E S M O R E L I K E L Y T O B E E N G A G E D O N T H E J O B .
T E A M S T H A T F O C U S O N T H E I R S T R E N G T H S A R E
1 2 . 5 % M O R E P R O D U C T I V E
15. L E A D F R O M Y O U R
S T R E N G T H S
Do you know your strengths?
Do you lead from them?
Do you know your
leadership style?
Does it utilize your
strengths?
16. F I N D I N G Y O U R
S T R E N G T H S
Strengths Finder
2.0
by Tom Rath
Strength Categories
• Executing
• Influencing
• Relationship
Building
• Strategic Thinking
FIND YOUR
STRENGTHS
17. E M E R G E N E T I C S
Analytical = 27%
Structural = 34%
Conceptual = 18%
Social = 21%
Expressiveness = 20
Assertiveness = 17
Flexibility = 32
KNOW WHO
YOU ARE
19. LEADERSHIP
L E A D E R S H I P I S T H E A C T O F C R E AT I N G
O U T C O M E S T H AT M AT T E R M O S T .
20. R E S O U R C E S
http://www.humanmetrics.com/c
gi-win/jtypes2.asp
http://www.hrpersonality.com/Re
sources
LEADERSHIP STYLES
• Transactional
Carrot and the Stick
• Transformational
Individual
Consideration and
Capitalization
21. D E F I N I N G
L E A D E R S H I P
The Bass
Handbook of
Leadership
By Bernard M Bass
with Ruth Bass
Define your Leadership Style
on your personality type and
the expressiveness of
behavioral qualities such as:
• Visionary
• Power
• Resourcefulness
• Empathy
PERSONALITY ARCHETYPES
23. GROUP
INTELLIGENCE
“ T H E R E ’ S B E E N A T E N D E N C Y T O F O C U S O N T H E N E G A T I V E , T H E M O B P S Y C H O L O G Y,
T H E I D E A T H A T P E O P L E C A N B R I N G O U T T H E W O R S T I N E A C H O T H E R .
T H E R E ’ S J U S T A S M U C H E V I D E N C E T H A T P E O P L E C A N B R I N G O U T T H E B E S T I N E A C H
O T H E R . ” ~ R O B E R T G O L D S T O N E
24. GROUP INTELLIGENCE
• Jung Typology Profiler
for the workplace
• Based on Carl Jung’s and
Isabel Briggs Myers’
typological approach to
personality.
• Leadership Quarterly
• SWOT Analysis
• Staff confidence in skills
surveys
• Learning style
questionnaires
25. • Help your employees understand and leverage their natural gifts
• Improving teamwork, performance and job satisfaction
• Conflict management
• Assessing employees’ potentials and optimizing their job responsibilities
accordingly
• Assessing the propensity for, and developing and optimizing the use of,
leadership skills of your staff
• Improving supervisor-subordinate and peer-to-peer working relationship
• Assess candidates for promotion
31. TOOLKIT
Mail Merge Documents
Simplify Website
Program Newsletters
Just for Coaches.com
Just for Refs.com
Hallway Huddles
Pre-game Pep Talks
High Five Awards
36. R E S O U R C E S W E
B U I LT
• Tools
• Tool Box
• Lifeguardsloveyoutube.com
• Ref Resource – Just For Refs.com
• Coaching Resource – Just For Coaches.com
• Monkeys
• Kahoot.it
• Experiential activities
• Strengths finder 2.0
• Games
• Have I Ever
• Ted Talks
• Hoopla
• Books
Just for Refs.com
Just for Coaches.com
Weekly Marketing Plan
Employee High Five
41. QUESTIONS?
M I N D Y D O D G E
D o d g e M @ c h a r l o t t e s v i l l e . o r g
Editor's Notes
5 min
My background is in Aquatics – started as a lifeguard when I was 15 and I have worked in Parks and Rec Ever Since.
After a few years as an Aquatics Program Coordinator and I wanted to try something new. I took a transfer and took a split profile with aquatics and sports.
Redwood – Adult and Competitive Youth with Certified Officials and established teams with coaches
Manga – Youth Sports with Volunteer Parent coaches and Temporary/Seasonal Staff Official that I had to train
Today we are going to look at the journey I went through in transitioning to a Sports Coordinator and the training platforms that I used to develop a great program.
At the end of today, you will leave with a number of different training materials that you may take back to help improve you staff and volunteer trainings.
2 min
Started in 2014 – Transferred – 1st Jr Jazz season
Our story started in November of 2014 when we found ourselves at Magna Rec Center together with less than 1 month to the start of Jr Jazz. We felt as though we were about to run a maze in the dark and had no a clue how to train basketball staff.
We both had such a large aquatics background but no knowledge about youth sports or many land sports for that matter.
What we didn't know is that we were in for the roller coaster ride of our career.
1 min
I begged (Jason)– I looked to my co-workers. I worked for a large entity. I called in a favor. I knew that I had a co-worker that was great at basketball and running a pool. I traded basketball training for lifeguard training.
I Borrowed (Angel)– Another co-worker had created an Officials Academy. I sent my staff. I went I brought back the materials and studied them.
I Stole – I spent hours online looking for online resources (athletics and aquatics).
5 min
Play Heads Down Heads up
Explain Have I Ever
Name Ball Toss
***2 GAME GIVEAWAYS****
1 minute
Our Season went well, but I saw room for improvement.
The season went okay, but okay was not good enough for me.
We often got comments about our referees. However, they were doing the best with the resources they were given.
After all was send and done. At the end of the season we had good survey results. But again, it simply was not good enough, I was determined to make it better.
3 minutes
After making some improvements and taking on training our own sports staff, we really looked at our target on how to improve programming.
I had changed what I thought I had control of, but there had to be something more. So we sat down and thought of who was this program for, who was evaluating it. What is going to make a difference of great programming for the participant and their parents. Remember this was a youth basketball league.
The parents would be rating this program. We needed to make the better our person to person contact with them. We could work as hard as we could but there is no way together could interact with over 600 participants and there parents. So who did have the person to person contact with throughout games and practices.
Volunteer Coaches (non-paid, non-athletic)
Referees (high school students)
Front Desk (not my employees)
The one common factor in these three groups: the turnover rate, it was horrible
1 minute
After attending AOAP (Association of Aquatics Professionals), my first major conference, in early 2015, I realized that we could easily create better resources for our staff and coaches.
This lead to the creation of two training websites and formatted weekly update emails to all coaches and parents and many more resources that we will cover at the end today.
By implementing these resources, I found the our retention numbers for coaches and staff went up. I was no longer having to recruit staff. They were coming to me. I had coaches staying sport to sport (even if they didn't know much about it). The staff and coaches had come to trust that I would give them the information would need to be successful.
1 minute
Delivery types at the beginning
When it comes to providing my staff with better resources I try to stick with the 10/20/90 Rule of Retention.
You usually retain:
10% of what you read
20% of what you hear
90% of what you say and do
With this is mind we used lots of YouTube videos, lots of experiential learning, lots of peer to peer learning and lots of joint attention exercises.
This kept them active, engaged and always learning. We had transformed our long winded meetings to something that they wanted to be at.
RAFFLE MONKEY – Mindy 2 min
Bring back the monkey from the person who helped with the Raffle Tickets
**REWARD THEM WITH A MONKEY PACKET**
Explain the usage of the monkeys and how you can use them for accountability.
RAFFLE PRIZE #1
High Five Kit
30 seconds
1 minute
Though this time of redevelopment we attended trainings which helped us become better leaders.
This also gave us ideas for growth and development
RAFFLE PRIZE #2
30 seconds
30 seconds
I found that by using our strengths of aquatics and staff trainings, our basketball and soccer programs were growing.
Amber started looking and found that people who use their strengths every day are six times more likely to be engaged on the job and teams that focus on their strengths are 12.5% more productive.
We were living proof of this. We were happier than ever and our program were thriving.
Mindy 1 min
LEADERSHIP GRAPH MONKEY
Bring back the monkey from the person who helped with the Leadership Graph
**REWARD THEM WITH A MONKEY PACKET**
Mindy
Discuss leading from your strengths
Walk through the questions on the right showing where you may end up on the graph.
Getting your leadership style and strengths in alignment will make you a stronger leader.
2 min
Amber read the book Strengths Finder 2.0, It is partnered with a online quiz that tells you what your strengths are.
Her top 5 tested strengths in this order are:
1. Achiever – Executing
Work hard and possess a great deal of stamina. Take immense satisfaction in being busy and productive.
2. Strategic – Strategic Thinking
Create alternative ways to proceed. Faced with any given scenario, they can quickly spot the relevant patterns and issues.
3. Arranger – Executing
Can organize, but they also have a flexibility that complements this ability. Like to determine how all of the pieces and resources can be arranged for maximum productivity.
4. Empathy – Relationship Building
Can sense other people's feelings by imagining themselves in others' lives or situations
5. Positivity – Relationship Building
Have contagious enthusiasm. Are upbeat and can get others excited about what they are going to do
2 min
I recently took a course called Emergentics. It is all partnered with a online quiz that tells you what kind of thinker you are and how to tend to behave.
Analytical = 27%
Structural = 34%
Conceptual = 18%
Social = 21%
Expressiveness = 20
Assertiveness = 17
Flexibility = 32
1 min
Working on your strengths and not weaknesses allows for a higher percentage of improvement because talent is a multiplier
The talent in a strength acts as a multiplier giving more potential for greatness.
Investment =Knowledge, skills and practice
The key is starting with a talent and add in the Investment and Practice.
Knowledge, skills and practice are only a little thing without talent and Talent is nothing without Investment and Practice
Leadership is the act of creating outcomes that matter most.
Mindy 30 seconds
3 min
Transactional – This type of leadership emphasizes the exchange between a leader and a follower.
Goals are completed by acting within a set standard of procedures and standards.
The leader will give a specific or well defined task and praise is given upon the precise completion of the task.
This works well in crisis situations or with first responders where a specific set of duties must be completed in a situation.
Corrective actions are more reactive than pro-active as they are closely monitoring the process for deviation.
Failure to complete a task will bring either emotional or physical punishment (i.e. – disappointment or disciplinary action)
Transformational – This type of leadership focuses on a higher meaning of Leadership.
This leader meets goals by inspiring and motivating.
This leader focuses less on self-fulfillment and security and more on the well being of the group or organization.
They bring inspiration and intellectual stimulation. They address the individual’s self-worth and capitalize on their unique capabilities.
Corrective actions for this leader focus more on the emotional reinforcement than the physical punishment.
They are more pro-active than reactive and teach the individual to move past their basic needs of security to self-actualization.
Transformational leadership goes beyond the monitoring of an individual’s job performance to long term goals of change, self-improvement and learning from one’s mistakes.
1 min
This free test is based on Carl Jung’s and Isabel Briggs Myers’ typological approach to personality.
It is an Archetype Personality Quiz
There are 16 different personality archetypes that can help you define your strengths and weaknesses to become a more well-rounded leader.
It was developed in WW2 to help women entering the workforce as a job placement tool.
RAFFLE PRIZE #3
30 seconds
Amber 1 min
Studies have shown that a group’s IQ is not dependent on the smartest member or an average IQ of the group.
It has more to do with the group’s interactions with each other and how they come to their final goal/outcome.
Studies also show that a more diverse group will have a higher group IQ.
If one person tends to dominate a group rather than each person taking part in a discussion it radically diminishes the group’s IQ.
1 min
Self-Actualization is the realization or fulfillment of one's talents and potentialities, especially considered as a drive or need, present in everyone.
By identifying your co-workers or employees strengths and weaknesses and leading them to self-actualization; you can increase the GROUP IQ and workplace productivity.
Here are some ways to identify strengths:
1 min
Some side effects of effective creative leadership may include:
Help your employees understand and leverage their natural gifts
Improving teamwork, performance and job satisfaction
Conflict management
Assessing employees’ potentials and optimizing their job responsibilities accordingly
Assessing the propensity for, and developing and optimizing the use of, leadership skills of your staff
Improving supervisor-subordinate and peer-to-peer working relationship
Evaluation of candidates for promotion
RAFFLE PRIZE #4
Mindy 30 seconds
30 seconds
1 min
The must haves of communication
Mindy 1 min
Your workplace will create a culture, but is it the culture you want?
By giving your staff Knowledge, Skills and practice, you are giving them the building blocks of success.
By creating confidence, clear expectations and accountability, you give them empowerment.
1 min
This is the result I have seen from increasing my volunteer communication.
We have our community grow closer in and out of our recreation.
30 seconds
Website development
Weekly Emails
Mail merging
RAFFLE PRIZE #5
Amber 30 seconds
30 seconds
NETWORK!!!
2 minutes
1 min
SWOT – a useful way to get staff to identify and share strengths
Trainings – incorporate all of your toolbox ideas and it doesn’t need to be a formal training. Use impromptu visits for on the job learning moments
Website – Make your information current and easy to read and access.
1 min
Confidence – help your staff to self-actualization through transformational leadership to build confidence and empowerment
Trust Building – be available, honest and communicate frequently with your staff to build trust and culture
Power Posing – if all else fails, fake it till you make it!
Amber 2 min
Talk about the effect of power posing on increasing endorphins.
This is a quick easy way to boost confidence before an interview or refereeing a game.
1 min
Talk about resources and how we will be sharing these with you after the conference.
If you did not fill out a raffle ticket with your email address, please see us after the presentation.
RAFFLE PRIZE #6
Amber 30 seconds
2 min
Show some of the training materials for leading from your strengths and talk about the 5 categories of strengths (relationship building, strategic, executive, ….)
5 min
5 min
Go to websites – mull around
Show
Signals Video (1 min)
Awareness Video – Who dunnit. (2 min)
Warm Up Video – Basketball (30 seconds)
Winners Video (1 min)