Leadership Dev - S.E.R.V.E. to Lead - LinkedInBrian Fawcett
This document summarizes a leadership development training session focused on the acronym S.E.R.V.E. to Lead.
The training covered the following key points in two sessions:
1. The pillars of S.E.R.V.E. leadership - See the future, Engage and develop others, Reinvent continuously, Value results and relationships, and Embody the values.
2. Tools and strategies for each pillar, including developing a vision, delegating effectively, embracing a growth mindset, active listening, and modeling core values.
3. Exercises to help participants assess their leadership style and create a plan to implement the skills back on the job through relationship building
The document discusses the concepts of fixed and growth mindsets, with a fixed mindset believing abilities are innate and unchangeable, while a growth mindset sees abilities as developable through effort. It also covers the importance of identifying strengths and weaknesses, transferable skills including both hard technical skills as well as soft skills, and the value of ongoing planning and review cycles to support personal and professional development goals.
Leadership Accelerator: Unleashing Potential in Younger Employees.pptxDennis Van Aelst
We recognize that our young professionals possess immense talent, fresh perspectives, and boundless energy. We believe in their potential to become the next generation of exceptional leaders. That's why we have developed this transformative program designed specifically to harness and amplify their abilities.
This document discusses essential skills, attributes, and their importance. It defines skills as abilities to perform actions and categorizes them into basic, vocational, and essential skills. Essential skills are highly transferable across jobs and include communication, problem-solving, interpersonal, and self-management skills. Attributes are natural qualities like confidence, tolerance, independence, and resilience. The document explains that essential skills and attributes are valuable for any job and can be developed through courses, experiences, and maintaining a positive attitude toward goals.
This document provides suggestions for employees nearing the end of their careers on how to make a difference before retiring. It recommends sharing knowledge and experience by writing down lessons learned and skills to pass on to others. It also suggests mentoring others and continuing self-improvement to set a good example. The document advises leaving processes and responsibilities in better shape than received and finding ways to pass knowledge on to the next generation. The overall message is that twilight career employees have valuable experience and should work to share and impart that wisdom before retiring.
This document discusses continuing professional development (CPD). It defines CPD as formally and informally tracking skills, knowledge and experience gained through work. There are benefits to CPD for individuals and organizations, such as career advancement, increased productivity, and improved staff morale. The document also discusses concepts like growth mindsets, transferable skills, strengths/weaknesses analysis, and the importance of planning and review cycles to ensure meaningful development.
Leadership Dev - S.E.R.V.E. to Lead - LinkedInBrian Fawcett
This document summarizes a leadership development training session focused on the acronym S.E.R.V.E. to Lead.
The training covered the following key points in two sessions:
1. The pillars of S.E.R.V.E. leadership - See the future, Engage and develop others, Reinvent continuously, Value results and relationships, and Embody the values.
2. Tools and strategies for each pillar, including developing a vision, delegating effectively, embracing a growth mindset, active listening, and modeling core values.
3. Exercises to help participants assess their leadership style and create a plan to implement the skills back on the job through relationship building
The document discusses the concepts of fixed and growth mindsets, with a fixed mindset believing abilities are innate and unchangeable, while a growth mindset sees abilities as developable through effort. It also covers the importance of identifying strengths and weaknesses, transferable skills including both hard technical skills as well as soft skills, and the value of ongoing planning and review cycles to support personal and professional development goals.
Leadership Accelerator: Unleashing Potential in Younger Employees.pptxDennis Van Aelst
We recognize that our young professionals possess immense talent, fresh perspectives, and boundless energy. We believe in their potential to become the next generation of exceptional leaders. That's why we have developed this transformative program designed specifically to harness and amplify their abilities.
This document discusses essential skills, attributes, and their importance. It defines skills as abilities to perform actions and categorizes them into basic, vocational, and essential skills. Essential skills are highly transferable across jobs and include communication, problem-solving, interpersonal, and self-management skills. Attributes are natural qualities like confidence, tolerance, independence, and resilience. The document explains that essential skills and attributes are valuable for any job and can be developed through courses, experiences, and maintaining a positive attitude toward goals.
This document provides suggestions for employees nearing the end of their careers on how to make a difference before retiring. It recommends sharing knowledge and experience by writing down lessons learned and skills to pass on to others. It also suggests mentoring others and continuing self-improvement to set a good example. The document advises leaving processes and responsibilities in better shape than received and finding ways to pass knowledge on to the next generation. The overall message is that twilight career employees have valuable experience and should work to share and impart that wisdom before retiring.
This document discusses continuing professional development (CPD). It defines CPD as formally and informally tracking skills, knowledge and experience gained through work. There are benefits to CPD for individuals and organizations, such as career advancement, increased productivity, and improved staff morale. The document also discusses concepts like growth mindsets, transferable skills, strengths/weaknesses analysis, and the importance of planning and review cycles to ensure meaningful development.
This is a special edition of the power point presentation prepared for the 9 day Programme on Personality Development, [ 6th to 15th July 2010], organized for the benefit of the final year students of the graduation programme of the Andhra Mahila Sabha College for Women, Hyderabad. The programme was conducted mainly in Telugu. The live audio recordings can be freely listened to at: www.archive.org – please search for Prof. V. Viswanadham and further search for the topic.
The document presents Abhigya Pokharel's framework for personal agility. It discusses how personal agility can help prioritize goals and focus on tasks that matter most. It provides examples of how the framework was used to better schedule tasks and balance work and personal life. Pokharel shares their personal story of feeling overwhelmed and how adopting personal agility principles helped. Key aspects of the framework include understanding priorities, embracing change, adopting a growth mindset, and lightening workload.
Employability skills are the non-technical skills, knowledge and understandings that are necessary to gain employment and participate effectively in the workplace. Often referred to as soft skills.
The document outlines an agenda for a workshop on personal and professional development. It includes sessions on communication styles, preparing for the future of work, developing leadership skills, building trust in teams, and mindfulness/meditation. The workshop uses exercises and discussions to help participants understand their strengths and how they can best work with others. It emphasizes self-awareness, effective teamwork, and creating a supportive environment where all can contribute.
Here are some strategies for handling this situation:
- Initiate feedback conversations yourself. Schedule regular check-ins to discuss your work and get their perspective.
- Ask specific questions to elicit feedback, like "How am I doing on X project?" or "What can I do to improve in area Y?"
- Share examples of your work for their input. Ask "What do you think of how I handled this situation?"
- Express your desire to develop in your role and how feedback will help with that. Say something like "Feedback is really important to me for continuing to grow in this position."
- If they still don't provide feedback, request setting goals and metrics for evaluation. Ask them to commit to
This document outlines a presentation skills training program from Operations Service Systems (OSS) that focuses on self-awareness, effective communication, presentation standards, and preparation. The training includes modules on communication skills like speaking, listening and body language; tools for coaching and self-assessment of presentations; and dress rehearsals. OSS has over 20 years of experience developing presentation skills and creating PowerPoint presentations tailored to customer goals.
Quality of Mind is the pioneering understanding of the mind that increases the performance, resourcefulness and wellbeing or organisations and individuals
The document provides guidance on achieving career goals through effective career management. It outlines key stages to successful career management, including carrying out a personal stock take of skills, strengths, values and comfort zones. It emphasizes the importance of establishing a personal mission statement and personal advertisement to help identify and pursue the right career opportunities. The document also discusses changes in modern work patterns and the need for workers to proactively manage their own careers across multiple roles and industries.
Small Brochure - Employablility Skills updated (1)nawaz Sharief
This document discusses an assessment and career advisory program called Career Alternatives that helps individuals determine their employability skills, interests, strengths, and suitable career paths. The program begins with a career test that provides a personalized report on one's professional qualities and development areas. Career experts then provide interpretation of the report and guidance on career planning through online, phone, and in-person sessions. The career advisory program also includes workshops on various employability skills like communication, teamwork, presentations, and interviews to help participants qualify for suitable career opportunities.
Caroline Hynes. Hiring & growing teams that love their product: Zendesk exper...Octopus Events
1. Hiring and building a team at the start:
- Types of people needed & why they are important.
- How is the job interview going at Zendesk? Which candidates are hired? On what we're paying attention to? Which assessment tests need to be passed?
- Ideas for onboarding – balancing autonomy & authority. Tools we use, recertification, stimulation systems, knowledge maps.
2. Changes as companies mature & scale – who we hire at the start may not be who we need at a later stage:
- When will we know we need to adjust our people & give practical examples?
- How to grow the people you have into leaders?
3. Building & maintaining alignment [and accountability] at the start & as you scale:
- What does alignment look like & why is it important?
- How do you keep alignment as new people and processes are added to the org?
- The impact of an aligned and misaligned org.
4. The importance of evangelists [Internal & External]:
- What is an evangelist and why are they important?
- What we've done in 2019 to increase team loyalty to the product.
Lean Startup and Your Career: Using Lean Principles to Find and Get Your Drea...Mark Horoszowski
61% of employee are disengaged, and even in the for-impact sector, nearly half are looking to leave their job.
At the NetImpact conference, I presented on how to use Lean Startup Principles to Find and Get Your Dream Job.
Continuous Improvement: Flipping the Script on Your Coaching CultureAggregage
This document discusses flipping the script on traditional annual performance reviews to focus on continuous coaching and development. It outlines how appreciative inquiry can be used as a model for coaching with four phases: discover strengths, dream of possibilities, design goals aligned with strengths, and deliver through iteration. Some common obstacles to changing culture are resistance to change and lack of time for regular feedback. The key is to start small by educating leaders and building flexibility into the new process.
Introduction to soft skills.ppt.......pptxHarshitPal37
This document provides an introduction to important soft skills. It defines soft skills as personal attributes related to emotional intelligence, unlike hard skills which are more technical. The document lists common soft skills like communication, body language, decision making, self-motivation, leadership, teamwork, creativity, problem solving, and time management. It provides a brief definition and examples for each skill, emphasizing their importance in professional and personal success. In conclusion, it states that soft skills are increasingly important for businesses and are useful in all aspects of life.
This presentation i have prepared with reference to the "Seven Habits of Highly Effective People" by Stephen Covey and some other studied material to conduct the Leadership Skills training for my second line management team.
#PersonalDevelopmentProgram #communicationtraining #professionaldevelopmentprograms #Skills #Competencies #development
The ability to develop good relationships with others and to handle situations effectively are vital elements of being someone with personal and professional development skills. This program is helpful in identifying areas of performance that you need to improve.
This program offers practical advice including concise tips and a self-assessment test at the end that allows you to evaluate your performance levels
Happy reading
Leadership is the ability to influence others to achieve organizational goals, which requires skills like vision, motivation, and setting an example. Good leaders also establish trust by communicating effectively, caring for employees, recognizing their contributions, and ensuring tasks are understood and accomplished. The principles of leadership include knowing yourself, being technically proficient, making timely decisions, training employees as a team, and dealing with criticism constructively.
This document outlines the methodology of Managing The Mist, a consulting firm that helps organizations create "mist-free" high performance cultures during change initiatives. The methodology involves 5 rules: 1) getting organizational house in order by aligning strategies, processes and behaviors; 2) asking employees for input instead of just telling them changes; 3) developing leaders to step back and focus on continuous improvement; 4) embracing failure so employees are not afraid to take risks; 5) holding each other accountable through feedback and evaluation of actions and results. The firm uses experiential learning techniques to build high performance cultures and measures impact to ensure a return on investment.
The document discusses leadership in the 21st century. It defines leadership as influencing others to work toward achieving goals. Effective leadership requires clearly stating a vision, explaining plans to achieve the vision, and instilling confidence and optimism. The document also discusses the High Performance Development Model, which focuses on eight core competencies to develop highly skilled leaders. These competencies include personal mastery, technical skills, interpersonal effectiveness, and organizational stewardship.
The document discusses key skills that employers look for in new hires and interns, including leadership, problem-solving, communication, and a positive attitude. It emphasizes being able to provide concrete examples of demonstrating skills using the CAR (Context-Action-Result) method. The document also provides tips for developing an effective interview strategy, such as preparing for different interview types and focusing on selling your accomplishments. Overall, the document advises interviewees to know themselves and the company, and communicate their strengths, interest, and enthusiasm during interviews to successfully "sell" themselves for the position.
OPRA Develop was launched in 2008 to meet the demand for evidence-based development courses for progressive companies. OPRA Develop comprises of 5 key programmes, with this presentation an introduction to the now acclaimed Healthy Thinking Programme.
As we navigate through the ebbs and flows of life, it is natural to experience moments of low motivation and dwindling passion for our goals.
However, it is important to remember that this is a common hurdle that can be overcome with the right strategies in place.
In this guide, we will explore ways to rekindle the fire within you and stay motivated towards your aspirations.
Aggression - Applied Social Psychology - Psychology SuperNotesPsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
This is a special edition of the power point presentation prepared for the 9 day Programme on Personality Development, [ 6th to 15th July 2010], organized for the benefit of the final year students of the graduation programme of the Andhra Mahila Sabha College for Women, Hyderabad. The programme was conducted mainly in Telugu. The live audio recordings can be freely listened to at: www.archive.org – please search for Prof. V. Viswanadham and further search for the topic.
The document presents Abhigya Pokharel's framework for personal agility. It discusses how personal agility can help prioritize goals and focus on tasks that matter most. It provides examples of how the framework was used to better schedule tasks and balance work and personal life. Pokharel shares their personal story of feeling overwhelmed and how adopting personal agility principles helped. Key aspects of the framework include understanding priorities, embracing change, adopting a growth mindset, and lightening workload.
Employability skills are the non-technical skills, knowledge and understandings that are necessary to gain employment and participate effectively in the workplace. Often referred to as soft skills.
The document outlines an agenda for a workshop on personal and professional development. It includes sessions on communication styles, preparing for the future of work, developing leadership skills, building trust in teams, and mindfulness/meditation. The workshop uses exercises and discussions to help participants understand their strengths and how they can best work with others. It emphasizes self-awareness, effective teamwork, and creating a supportive environment where all can contribute.
Here are some strategies for handling this situation:
- Initiate feedback conversations yourself. Schedule regular check-ins to discuss your work and get their perspective.
- Ask specific questions to elicit feedback, like "How am I doing on X project?" or "What can I do to improve in area Y?"
- Share examples of your work for their input. Ask "What do you think of how I handled this situation?"
- Express your desire to develop in your role and how feedback will help with that. Say something like "Feedback is really important to me for continuing to grow in this position."
- If they still don't provide feedback, request setting goals and metrics for evaluation. Ask them to commit to
This document outlines a presentation skills training program from Operations Service Systems (OSS) that focuses on self-awareness, effective communication, presentation standards, and preparation. The training includes modules on communication skills like speaking, listening and body language; tools for coaching and self-assessment of presentations; and dress rehearsals. OSS has over 20 years of experience developing presentation skills and creating PowerPoint presentations tailored to customer goals.
Quality of Mind is the pioneering understanding of the mind that increases the performance, resourcefulness and wellbeing or organisations and individuals
The document provides guidance on achieving career goals through effective career management. It outlines key stages to successful career management, including carrying out a personal stock take of skills, strengths, values and comfort zones. It emphasizes the importance of establishing a personal mission statement and personal advertisement to help identify and pursue the right career opportunities. The document also discusses changes in modern work patterns and the need for workers to proactively manage their own careers across multiple roles and industries.
Small Brochure - Employablility Skills updated (1)nawaz Sharief
This document discusses an assessment and career advisory program called Career Alternatives that helps individuals determine their employability skills, interests, strengths, and suitable career paths. The program begins with a career test that provides a personalized report on one's professional qualities and development areas. Career experts then provide interpretation of the report and guidance on career planning through online, phone, and in-person sessions. The career advisory program also includes workshops on various employability skills like communication, teamwork, presentations, and interviews to help participants qualify for suitable career opportunities.
Caroline Hynes. Hiring & growing teams that love their product: Zendesk exper...Octopus Events
1. Hiring and building a team at the start:
- Types of people needed & why they are important.
- How is the job interview going at Zendesk? Which candidates are hired? On what we're paying attention to? Which assessment tests need to be passed?
- Ideas for onboarding – balancing autonomy & authority. Tools we use, recertification, stimulation systems, knowledge maps.
2. Changes as companies mature & scale – who we hire at the start may not be who we need at a later stage:
- When will we know we need to adjust our people & give practical examples?
- How to grow the people you have into leaders?
3. Building & maintaining alignment [and accountability] at the start & as you scale:
- What does alignment look like & why is it important?
- How do you keep alignment as new people and processes are added to the org?
- The impact of an aligned and misaligned org.
4. The importance of evangelists [Internal & External]:
- What is an evangelist and why are they important?
- What we've done in 2019 to increase team loyalty to the product.
Lean Startup and Your Career: Using Lean Principles to Find and Get Your Drea...Mark Horoszowski
61% of employee are disengaged, and even in the for-impact sector, nearly half are looking to leave their job.
At the NetImpact conference, I presented on how to use Lean Startup Principles to Find and Get Your Dream Job.
Continuous Improvement: Flipping the Script on Your Coaching CultureAggregage
This document discusses flipping the script on traditional annual performance reviews to focus on continuous coaching and development. It outlines how appreciative inquiry can be used as a model for coaching with four phases: discover strengths, dream of possibilities, design goals aligned with strengths, and deliver through iteration. Some common obstacles to changing culture are resistance to change and lack of time for regular feedback. The key is to start small by educating leaders and building flexibility into the new process.
Introduction to soft skills.ppt.......pptxHarshitPal37
This document provides an introduction to important soft skills. It defines soft skills as personal attributes related to emotional intelligence, unlike hard skills which are more technical. The document lists common soft skills like communication, body language, decision making, self-motivation, leadership, teamwork, creativity, problem solving, and time management. It provides a brief definition and examples for each skill, emphasizing their importance in professional and personal success. In conclusion, it states that soft skills are increasingly important for businesses and are useful in all aspects of life.
This presentation i have prepared with reference to the "Seven Habits of Highly Effective People" by Stephen Covey and some other studied material to conduct the Leadership Skills training for my second line management team.
#PersonalDevelopmentProgram #communicationtraining #professionaldevelopmentprograms #Skills #Competencies #development
The ability to develop good relationships with others and to handle situations effectively are vital elements of being someone with personal and professional development skills. This program is helpful in identifying areas of performance that you need to improve.
This program offers practical advice including concise tips and a self-assessment test at the end that allows you to evaluate your performance levels
Happy reading
Leadership is the ability to influence others to achieve organizational goals, which requires skills like vision, motivation, and setting an example. Good leaders also establish trust by communicating effectively, caring for employees, recognizing their contributions, and ensuring tasks are understood and accomplished. The principles of leadership include knowing yourself, being technically proficient, making timely decisions, training employees as a team, and dealing with criticism constructively.
This document outlines the methodology of Managing The Mist, a consulting firm that helps organizations create "mist-free" high performance cultures during change initiatives. The methodology involves 5 rules: 1) getting organizational house in order by aligning strategies, processes and behaviors; 2) asking employees for input instead of just telling them changes; 3) developing leaders to step back and focus on continuous improvement; 4) embracing failure so employees are not afraid to take risks; 5) holding each other accountable through feedback and evaluation of actions and results. The firm uses experiential learning techniques to build high performance cultures and measures impact to ensure a return on investment.
The document discusses leadership in the 21st century. It defines leadership as influencing others to work toward achieving goals. Effective leadership requires clearly stating a vision, explaining plans to achieve the vision, and instilling confidence and optimism. The document also discusses the High Performance Development Model, which focuses on eight core competencies to develop highly skilled leaders. These competencies include personal mastery, technical skills, interpersonal effectiveness, and organizational stewardship.
The document discusses key skills that employers look for in new hires and interns, including leadership, problem-solving, communication, and a positive attitude. It emphasizes being able to provide concrete examples of demonstrating skills using the CAR (Context-Action-Result) method. The document also provides tips for developing an effective interview strategy, such as preparing for different interview types and focusing on selling your accomplishments. Overall, the document advises interviewees to know themselves and the company, and communicate their strengths, interest, and enthusiasm during interviews to successfully "sell" themselves for the position.
OPRA Develop was launched in 2008 to meet the demand for evidence-based development courses for progressive companies. OPRA Develop comprises of 5 key programmes, with this presentation an introduction to the now acclaimed Healthy Thinking Programme.
As we navigate through the ebbs and flows of life, it is natural to experience moments of low motivation and dwindling passion for our goals.
However, it is important to remember that this is a common hurdle that can be overcome with the right strategies in place.
In this guide, we will explore ways to rekindle the fire within you and stay motivated towards your aspirations.
Aggression - Applied Social Psychology - Psychology SuperNotesPsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
Understanding of Self - Applied Social Psychology - Psychology SuperNotesPsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
Procrastination is a common challenge that many individuals face when it comes to completing tasks and achieving goals. It can hinder productivity and lead to feelings of stress and frustration.
However, with the right strategies and mindset, it is possible to overcome procrastination and increase productivity.
In this article, we will explore the causes of procrastination, how to recognize the signs of procrastination in oneself, and effective strategies for overcoming procrastination and boosting productivity.
ProSocial Behaviour - Applied Social Psychology - Psychology SuperNotesPsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
You may be stressed about revealing your cancer diagnosis to your child or children.
Children love stories and these often provide parents with a means of broaching tricky subjects and so the ‘The Secret Warrior’ book was especially written for CANSA TLC, by creative writer and social worker, Sally Ann Carter.
Find out more:
https://cansa.org.za/resources-to-help-share-a-parent-or-loved-ones-cancer-diagnosis-with-a-child/
1. OCTA
OCTA DENTAL
DENTAL HUB
HUB
Desgn to transform
Desgn to transform
TRANSFERABLE SKILLS
TRANSFERABLE SKILLS
Dr.Nour Hossam eldin
WHY
MR NOON
Designed by:Kareem
THE TRANSFORMERS
THE TRANSFORMERS
it's TIME
2. Agenda ..
Agenda ..
What are they?
What are they?
Why are they important to me?
Why are they important to me?
How can I develop them?
How can I develop them?
1
1.
.
2
2.
.
3
3.
.
Essential Skills and Attributes
Essential Skills and Attributes
OCTA
OCTA DENTAL
DENTAL HUB
HUB
Desgn to transform
Desgn to transform
WHY
MR NOON
3. What are Skills?
What are Skills?
There are lots of different words for skills
There are lots of different words for skills
and approaches :
and approaches :
A skill is the ability to perform an action.
Employability Skills
Key Skills
Enterprise Skills
Life Skills
Transferrable Skills
Soft Skills
Core Skills
Foundation Skills
OCTA
OCTA DENTAL
DENTAL HUB
HUB
Desgn to transform
Desgn to transform
WHY
MR NOON
4. but they can be categorised into three main
but they can be categorised into three main
types ………..
types ………..
Basic Skills:
literacy and numeracy, and basic digital skills.
Vocational /Technical Skills:
Specific to a particular sector or role and are
not easily transferred beyond the sector or
role e.g. bricklaying, data analysis.
Essential Skills:
Highly transferable skills that everyone needs
in everyday life and to do any job
Can be applied to a wide range of different
situations at work and in life i.e. portable.
OCTA
OCTA DENTAL
DENTAL HUB
HUB
Desgn to transform
Desgn to transform
WHY
MR NOON
5. Everyone needs them to succeed - whatever their path in life,
OCTAGON MINDSET has broken them down into eight critical areas
Essential Transferrable Skills
These are also what employers regard as the most important skills when recruiting their staff
WHY is the Way to WILL
Learning How-to Learn
Collaborate not to compete
Read, Write
Design Thinking
Problem Solving
Staying Positive
Active Listening
OCTA
OCTA DENTAL
DENTAL HUB
HUB
Desgn to transform
Desgn to transform
WHY
MR NOON
6. What are attributes?
What are attributes?
Attributes are qualities that you have naturally.
Attributes are qualities that you have naturally.
They are part of your character and shape your behaviour
They are part of your character and shape your behaviour e.g.
e.g.
adaptability, honesty.
adaptability, honesty.
A skill can be taught but your attributes cannot, but you can definitely develop
A skill can be taught but your attributes cannot, but you can definitely develop
them.
them.
OCTA
OCTA DENTAL
DENTAL HUB
HUB
Desgn to transform
Desgn to transform
WHY
MR NOON
7. - being certain of your abilities or having trust in people, plans, or the future
- willingness to accept behaviour and beliefs that are different from your
own, although you might not agree with or approve of them
- being able to do things for yourself and make your own decisions,
without help or influence from other people
- being able to recover quickly from difficulties
Confidence
Confidence
Tolerance
Tolerance
Independence
Independence
Resilience
Resilience
The four key attributes most valued in
our area are:-
OCTA
OCTA DENTAL
DENTAL HUB
HUB
Desgn to transform
Desgn to transform
WHY
MR NOON
8. Essential Skills are valuable for any job, no matter the sector
Lack of experience isn’t always a barrier to getting a job
Employers look for potential i.e. people who can demonstrate a good set of
transferable skills
You can show your potential in an interview by demonstrating your essential skills
Transferable skills and attributes - Why
Important?
OCTA
OCTA DENTAL
DENTAL HUB
HUB
Desgn to transform
Desgn to transform
WHY
MR NOON
9. You already have these skills – you’ve developed them to some
extent throughout your life, at school, at home and in your social
life, as well as through any experience in the workplace.
Your mix of skills helps you to show your flexibility
Your mix of skills helps you to show your flexibility
and stand out from the crowd
and stand out from the crowd
OCTA
OCTA DENTAL
DENTAL HUB
HUB
Desgn to transform
Desgn to transform
WHY
MR NOON
10. You will be developing them even more on your course,
together with your course skills.
This won’t create any extra work other than identifying
when you are working on them.
Your tutor will guide you, starting with a short self
assessment to help you monitor your progress.
How you can develop your skills and attributes
How you can develop your skills and attributes
You will be pleasantly surprised,
You will be pleasantly surprised,
following your course you’ll discover
following your course you’ll discover
that you have more skills than you
that you have more skills than you
think!
think!
OCTA
OCTA DENTAL
DENTAL HUB
HUB
Desgn to transform
Desgn to transform
WHY
MR NOON
11. Essential Transferable Skills
Essential Transferable Skills
You now know more about:
You now know more about:
What they are ?
What they are ?
Why they are important ?
Why they are important ?
How you can develop them on your course ?
How you can develop them on your course ?
“..... we focus on hiring people with essential transferable skills – team players who can pitch
“..... we focus on hiring people with essential transferable skills – team players who can pitch
in and help others in all sorts of situations. It’s important never to underestimate the power
in and help others in all sorts of situations. It’s important never to underestimate the power
of versatility.” Richard Branson
of versatility.” Richard Branson (2021)
(2021)
A final word …
A final word …
OCTA
OCTA DENTAL
DENTAL HUB
HUB
Desgn to transform
Desgn to transform
WHY
MR NOON