The document outlines a workshop on uncovering one's genius within. It discusses how the mind is our greatest technology and that we only use 10% of our potential. The workshop covers topics like the power of the mind, how beliefs are formed, journal writing, and learning to change limiting beliefs.
This document summarizes a workshop on creating positive life and work fulfillment. The workshop covers understanding thinking patterns, motivation, learned optimism, limited thinking, worry, self-efficacy, outcome expectancy, and unlocking potential. Participants learn techniques from cognitive behavioral theory to increase motivation. After the workshop, 60% were self-sufficient in self-efficacy and 80% in outcome expectancy. The workshop teaches identifying limiting thoughts, expanding comfort zones, and getting free from worrying.
ERE Webex Succession Planning Long Term Sept 22 2010Andrew Sutherland
In the recovery period of one of the worst recessions in years, it can be difficult to think ahead to where your employees will stand in a year, let alone five. But leadership development is crucial to the success of your organization and succession planning needs to start before employees are even hired.
In this informative webinar, George Bradt of PrimeGenesis will cover the essentials of an effective long term succession planning strategy. Learn how to create a strategy that will prepare your employees to smoothly transition from role to role, from the onboarding process all the way to leadership positions. Make sure your organization is prepared for the future!
As part of the 92Y’s upcoming 7 Days of Genius Festival, Mike Berland and Edelman Berland surveyed 2,043 general population Americans. The goal is to explore what Americans think it means to be a genius, what they
think of geniuses now and in the past, and how well the USA fosters and encourages geniuses within our society.
The document discusses trade routes between 500-1500 CE. It focuses on the Silk Roads between China and Europe, the Indian Ocean sea routes, and trans-Saharan land routes. Along these routes, goods like silk and spices were traded, religions spread, and diseases transmitted. Merchants accumulated wealth and cities like Srivijaya rose to prominence by controlling strategic choke points. West Africa developed larger states and cities due to trans-Saharan trade and the influence of Islam. Networks of interaction differed in the Americas, being oriented north-south and within civilizations rather than between them like in Eurasia.
This document provides an overview of Genius Hour, an approach to learning that allows students to spend time each week learning about self-directed topics of their choice. It discusses that Genius Hour aims to make students feel productive, creative and empowered by letting them decide what to learn and follow their passions. The document covers what Genius Hour is, why it's implemented using insights from educational experts, how teachers can structure Genius Hour sessions in their classroom, when it should take place, where students can research their topics, and resources to support Genius Hour. It encourages giving students autonomy over their learning by dedicating one hour per week to this self-directed style of learning.
The document discusses genius and creativity in children and adults. It cites Aldous Huxley saying "The secret of genius is to carry the spirit of the child into old age." Several studies are mentioned, including one that found 32% of adults scored in the top 2% on creativity tests as children. The rest of the document outlines a framework called "Liberating Genius" to promote creative and critical thinking in students through a concept called "Genius Hour."
This document summarizes a workshop on creating positive life and work fulfillment. The workshop covers understanding thinking patterns, motivation, learned optimism, limited thinking, worry, self-efficacy, outcome expectancy, and unlocking potential. Participants learn techniques from cognitive behavioral theory to increase motivation. After the workshop, 60% were self-sufficient in self-efficacy and 80% in outcome expectancy. The workshop teaches identifying limiting thoughts, expanding comfort zones, and getting free from worrying.
ERE Webex Succession Planning Long Term Sept 22 2010Andrew Sutherland
In the recovery period of one of the worst recessions in years, it can be difficult to think ahead to where your employees will stand in a year, let alone five. But leadership development is crucial to the success of your organization and succession planning needs to start before employees are even hired.
In this informative webinar, George Bradt of PrimeGenesis will cover the essentials of an effective long term succession planning strategy. Learn how to create a strategy that will prepare your employees to smoothly transition from role to role, from the onboarding process all the way to leadership positions. Make sure your organization is prepared for the future!
As part of the 92Y’s upcoming 7 Days of Genius Festival, Mike Berland and Edelman Berland surveyed 2,043 general population Americans. The goal is to explore what Americans think it means to be a genius, what they
think of geniuses now and in the past, and how well the USA fosters and encourages geniuses within our society.
The document discusses trade routes between 500-1500 CE. It focuses on the Silk Roads between China and Europe, the Indian Ocean sea routes, and trans-Saharan land routes. Along these routes, goods like silk and spices were traded, religions spread, and diseases transmitted. Merchants accumulated wealth and cities like Srivijaya rose to prominence by controlling strategic choke points. West Africa developed larger states and cities due to trans-Saharan trade and the influence of Islam. Networks of interaction differed in the Americas, being oriented north-south and within civilizations rather than between them like in Eurasia.
This document provides an overview of Genius Hour, an approach to learning that allows students to spend time each week learning about self-directed topics of their choice. It discusses that Genius Hour aims to make students feel productive, creative and empowered by letting them decide what to learn and follow their passions. The document covers what Genius Hour is, why it's implemented using insights from educational experts, how teachers can structure Genius Hour sessions in their classroom, when it should take place, where students can research their topics, and resources to support Genius Hour. It encourages giving students autonomy over their learning by dedicating one hour per week to this self-directed style of learning.
The document discusses genius and creativity in children and adults. It cites Aldous Huxley saying "The secret of genius is to carry the spirit of the child into old age." Several studies are mentioned, including one that found 32% of adults scored in the top 2% on creativity tests as children. The rest of the document outlines a framework called "Liberating Genius" to promote creative and critical thinking in students through a concept called "Genius Hour."
The document discusses techniques for increasing motivation based on cognitive behavioral theory. It covers topics like self-efficacy, outcome expectancy, understanding thinking patterns, motivation, and changing perspectives. Data from assessments show many clients need assistance increasing their self-efficacy and outcome expectancy. Interactive workshops help clients develop more constructive thinking patterns centered around "want to's" rather than restrictive "have to's." Optimistic thinking and opening one's mind to new possibilities can help challenge limiting beliefs.
The document discusses creating customer success through business development tactics and skills. It addresses establishing personal commitments to customers, balancing emotional and critical thinking skills, maintaining the right beliefs when interacting with customers like putting the customer's needs first and checking one's ego, and prioritizing relationships and time with customers. The goal is to understand customers, solve their problems, and ensure initiatives are aligned with business objectives.
This document discusses self-leadership and creating a self-leadership strategy. It suggests that to develop an effective strategy, one must strengthen fundamental people skills. These include skills like initiative, creative thinking, active listening, and managing stress. The document also recommends focusing on developing honesty, forward-thinking, inspiration and competence. Overall, it argues that differentiation requires strengthening core people powers and selecting a strategy focused on differentiation through developing people's fundamental skills and capacities.
1. The document discusses the concept of self-leadership, which involves leading oneself from within through role modeling rather than commanding others.
2. It presents Takashi Uchida's BTARR model for developing self-leadership skills through strengthening one's beliefs, thoughts, realization, actions, and relationships.
3. The key to success and leadership, according to the document, is how well one can lead themselves, which then allows them to lead and inspire others as a role model for both individuals and organizations.
The document discusses how authentic, emotionally intelligent leadership can lead to improved employee engagement, reduced chaos, increased customer loyalty, and higher revenue and profits. It emphasizes that developing new habits and greater self-awareness are essential to achieving better long-term results, as an individual's unconscious beliefs can pull them back to prior levels of performance without a change in mindset. The journey to mastery requires moving outside one's comfort zone.
The document discusses how to properly start swing trading. It recommends opening a small brokerage account and trading very small share sizes to get experience without risking too much money. It emphasizes that trading education is important but cannot replace the real-world experience of actual trading, as one's nervous system needs exposure to the stress of the market in order to develop tolerance. Experience is gained by trading regularly at a small level.
Business Athletic Program 2013 by Amel AbouelhassanAmel Abouelhassan
The document outlines Amel Abouelhassan's Business Athletic Program which aims to help individuals develop a mindset for success through proper training and consistent practice. The program focuses on 6 areas: 1) developing healthy mindset and wellness habits, 2) creating a clear roadmap and dream, 3) gaining proper perspective, 4) taking effective action, 5) achieving personal mastery, and 6) positively impacting the external world. The overall goal is to help individuals stay motivated, focused, and resilient in order to achieve their goals and fulfillment. Coaching is also provided to guide participants in developing purpose and remaining motivated throughout their journey.
CSC Singapore “LEARN @ WORK DAY”
KEY NOTE PRESENTATION
‘Making Generational Differences Work with
Emotional Intelligence’
CSC Singapore Offices (Anson & Henderson)
Friday, 13 July 2012
This session helps individuals understand the outlook and experiences of different generations to improve respect, communication and relationships in the workpl
This document discusses how to renew passion for work and business. It suggests asking big questions to challenge assumptions and discover new possibilities that can fuel hope and passion. Changing attitudes by choosing new assumptions can lead to different behaviors and improved results, giving your business a competitive edge.
These slides were the basis of my panel presentation at the IEDC conference in Indianapolis on June 4. The basic question being addressed was "how can we train people for jobs that don't yet exist?
Navigate towards engagement culture in organisationTan Hok Eng
The document discusses developing an engagement culture in organizations. It argues that engagement requires aligning employee values and goals with the company's vision, strategy, and expectations. An engaged workforce is important for business success but currently only 31% of global employees are engaged. The document recommends coaching as a powerful tool to facilitate engagement. It provides a structured model with four directions and three dimensions to develop engagement at the personal, team, and organizational levels.
This document discusses building a sustainable global organization that appeals to Generation Y employees. It notes that Gen Y now makes up 50% of the workforce and that their expectations are shaped by increased options, ease, communication, and independence compared to previous generations. The document also outlines Anthelio's practices to attract and retain Gen Y talent, such as flexible work schedules and an informal culture that emphasizes learning, skill development, and work-life balance over strict timelines. Research with Gen Y employees found they want more communication, meaningful learning opportunities, a focus on skill-building, and experiences that add value to their careers.
The document discusses strategies for developing Gen Y employees. It summarizes research on Gen Y preferences which found they value meaningful learning, skill development, collaboration and work-life balance. It then outlines the learning and development framework introduced by the company, including competency-based training, e-learning, certifications, collaboration tools and linking learning to total rewards. Technology, clear communication and employee modeling were used to promote the new programs. The results included improved productivity, customer satisfaction, learning speed and retention.
Dynamic Empowerment Kick-off Kroc A 11-15-12altonbaird
This document discusses the concept of empowerment. It emphasizes that both leaders/managers and employees/colleagues need to focus on empowerment from their respective perspectives. Empowerment involves awareness of one's responses and mental triggers, having the right attitude, communicating purpose and meaning, creating trust, encouraging others, and developing skills. Key principles of empowerment discussed include not blaming others, being personally connected, communicating openly, listening aggressively, writing goals, and having control over one's response. The overall message is that empowerment is a collaborative process between managers and employees that can drive positive change when implemented effectively.
This document provides a summary of Terry Armstrong's workplace motivators and values based on an assessment. It discusses Terry's top values of Theoretical and Utilitarian/Economic.
For Theoretical, Terry highly values knowledge and learning. He stays mentally alert, enjoys challenges, and has a strong desire to learn beyond requirements. Terry can provide expertise to help teams and likes attending events to find new ideas.
For Utilitarian/Economic, Terry highly values productivity and outcomes. He is results-oriented and focused on efficient processes. Terry thinks strategically and sees the big picture. He ensures goals and objectives are met in a cost-effective manner.
In summary, the document discusses
2011 tim wade the mindset of victory + time economicsTim Wade
Tim Wade is a motivational speaker who has worked with companies in Asia for 17 years helping improve productivity and performance. He uses psychology and leadership skills to help teams increase self-belief, develop empowering mindsets, and achieve positive results. Some of his past successes include increasing productivity by 17%, retention by 12%, and morale and attendance by over 25%. He is available for keynotes, training sessions, and consulting to help organizations improve leadership and operational performance.
In a sweeping meta-analysis of 225 academic studies, researchers found that happy employees have an average
31% higher productivity
37% more sales
3 times more creativity
Happy people routinely show up at work, they’re less likely to quit, they go above and beyond the call of duty, and they attract people who are just as committed to the job. Moreover they’re not sprinters, they’re marathon runners, in it for the long haul.
What makes employees happy also creates cultures that thrive and succeed.
The document discusses the Plan-Do-Check-Act (PDCA) cycle as a framework for continuous learning and improvement. It explains that PDCA mirrors the natural human processes of planning, taking action, evaluating outcomes, and making adjustments. When results differ from predictions, it creates an opportunity to learn something new. The document argues that explicitly practicing PDCA allows one to systematically incorporate continuous learning into business operations and everyday life, like Toyota has done through its improvement katas.
The document discusses techniques for increasing motivation based on cognitive behavioral theory. It covers topics like self-efficacy, outcome expectancy, understanding thinking patterns, motivation, and changing perspectives. Data from assessments show many clients need assistance increasing their self-efficacy and outcome expectancy. Interactive workshops help clients develop more constructive thinking patterns centered around "want to's" rather than restrictive "have to's." Optimistic thinking and opening one's mind to new possibilities can help challenge limiting beliefs.
The document discusses creating customer success through business development tactics and skills. It addresses establishing personal commitments to customers, balancing emotional and critical thinking skills, maintaining the right beliefs when interacting with customers like putting the customer's needs first and checking one's ego, and prioritizing relationships and time with customers. The goal is to understand customers, solve their problems, and ensure initiatives are aligned with business objectives.
This document discusses self-leadership and creating a self-leadership strategy. It suggests that to develop an effective strategy, one must strengthen fundamental people skills. These include skills like initiative, creative thinking, active listening, and managing stress. The document also recommends focusing on developing honesty, forward-thinking, inspiration and competence. Overall, it argues that differentiation requires strengthening core people powers and selecting a strategy focused on differentiation through developing people's fundamental skills and capacities.
1. The document discusses the concept of self-leadership, which involves leading oneself from within through role modeling rather than commanding others.
2. It presents Takashi Uchida's BTARR model for developing self-leadership skills through strengthening one's beliefs, thoughts, realization, actions, and relationships.
3. The key to success and leadership, according to the document, is how well one can lead themselves, which then allows them to lead and inspire others as a role model for both individuals and organizations.
The document discusses how authentic, emotionally intelligent leadership can lead to improved employee engagement, reduced chaos, increased customer loyalty, and higher revenue and profits. It emphasizes that developing new habits and greater self-awareness are essential to achieving better long-term results, as an individual's unconscious beliefs can pull them back to prior levels of performance without a change in mindset. The journey to mastery requires moving outside one's comfort zone.
The document discusses how to properly start swing trading. It recommends opening a small brokerage account and trading very small share sizes to get experience without risking too much money. It emphasizes that trading education is important but cannot replace the real-world experience of actual trading, as one's nervous system needs exposure to the stress of the market in order to develop tolerance. Experience is gained by trading regularly at a small level.
Business Athletic Program 2013 by Amel AbouelhassanAmel Abouelhassan
The document outlines Amel Abouelhassan's Business Athletic Program which aims to help individuals develop a mindset for success through proper training and consistent practice. The program focuses on 6 areas: 1) developing healthy mindset and wellness habits, 2) creating a clear roadmap and dream, 3) gaining proper perspective, 4) taking effective action, 5) achieving personal mastery, and 6) positively impacting the external world. The overall goal is to help individuals stay motivated, focused, and resilient in order to achieve their goals and fulfillment. Coaching is also provided to guide participants in developing purpose and remaining motivated throughout their journey.
CSC Singapore “LEARN @ WORK DAY”
KEY NOTE PRESENTATION
‘Making Generational Differences Work with
Emotional Intelligence’
CSC Singapore Offices (Anson & Henderson)
Friday, 13 July 2012
This session helps individuals understand the outlook and experiences of different generations to improve respect, communication and relationships in the workpl
This document discusses how to renew passion for work and business. It suggests asking big questions to challenge assumptions and discover new possibilities that can fuel hope and passion. Changing attitudes by choosing new assumptions can lead to different behaviors and improved results, giving your business a competitive edge.
These slides were the basis of my panel presentation at the IEDC conference in Indianapolis on June 4. The basic question being addressed was "how can we train people for jobs that don't yet exist?
Navigate towards engagement culture in organisationTan Hok Eng
The document discusses developing an engagement culture in organizations. It argues that engagement requires aligning employee values and goals with the company's vision, strategy, and expectations. An engaged workforce is important for business success but currently only 31% of global employees are engaged. The document recommends coaching as a powerful tool to facilitate engagement. It provides a structured model with four directions and three dimensions to develop engagement at the personal, team, and organizational levels.
This document discusses building a sustainable global organization that appeals to Generation Y employees. It notes that Gen Y now makes up 50% of the workforce and that their expectations are shaped by increased options, ease, communication, and independence compared to previous generations. The document also outlines Anthelio's practices to attract and retain Gen Y talent, such as flexible work schedules and an informal culture that emphasizes learning, skill development, and work-life balance over strict timelines. Research with Gen Y employees found they want more communication, meaningful learning opportunities, a focus on skill-building, and experiences that add value to their careers.
The document discusses strategies for developing Gen Y employees. It summarizes research on Gen Y preferences which found they value meaningful learning, skill development, collaboration and work-life balance. It then outlines the learning and development framework introduced by the company, including competency-based training, e-learning, certifications, collaboration tools and linking learning to total rewards. Technology, clear communication and employee modeling were used to promote the new programs. The results included improved productivity, customer satisfaction, learning speed and retention.
Dynamic Empowerment Kick-off Kroc A 11-15-12altonbaird
This document discusses the concept of empowerment. It emphasizes that both leaders/managers and employees/colleagues need to focus on empowerment from their respective perspectives. Empowerment involves awareness of one's responses and mental triggers, having the right attitude, communicating purpose and meaning, creating trust, encouraging others, and developing skills. Key principles of empowerment discussed include not blaming others, being personally connected, communicating openly, listening aggressively, writing goals, and having control over one's response. The overall message is that empowerment is a collaborative process between managers and employees that can drive positive change when implemented effectively.
This document provides a summary of Terry Armstrong's workplace motivators and values based on an assessment. It discusses Terry's top values of Theoretical and Utilitarian/Economic.
For Theoretical, Terry highly values knowledge and learning. He stays mentally alert, enjoys challenges, and has a strong desire to learn beyond requirements. Terry can provide expertise to help teams and likes attending events to find new ideas.
For Utilitarian/Economic, Terry highly values productivity and outcomes. He is results-oriented and focused on efficient processes. Terry thinks strategically and sees the big picture. He ensures goals and objectives are met in a cost-effective manner.
In summary, the document discusses
2011 tim wade the mindset of victory + time economicsTim Wade
Tim Wade is a motivational speaker who has worked with companies in Asia for 17 years helping improve productivity and performance. He uses psychology and leadership skills to help teams increase self-belief, develop empowering mindsets, and achieve positive results. Some of his past successes include increasing productivity by 17%, retention by 12%, and morale and attendance by over 25%. He is available for keynotes, training sessions, and consulting to help organizations improve leadership and operational performance.
In a sweeping meta-analysis of 225 academic studies, researchers found that happy employees have an average
31% higher productivity
37% more sales
3 times more creativity
Happy people routinely show up at work, they’re less likely to quit, they go above and beyond the call of duty, and they attract people who are just as committed to the job. Moreover they’re not sprinters, they’re marathon runners, in it for the long haul.
What makes employees happy also creates cultures that thrive and succeed.
The document discusses the Plan-Do-Check-Act (PDCA) cycle as a framework for continuous learning and improvement. It explains that PDCA mirrors the natural human processes of planning, taking action, evaluating outcomes, and making adjustments. When results differ from predictions, it creates an opportunity to learn something new. The document argues that explicitly practicing PDCA allows one to systematically incorporate continuous learning into business operations and everyday life, like Toyota has done through its improvement katas.
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...dsnow9802
Jill Pizzola's tenure as Senior Talent Acquisition Partner at THOMSON REUTERS in Marlton, New Jersey, from 2018 to 2023, was marked by innovation and excellence.
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
Resumes, Cover Letters, and Applying OnlineBruce Bennett
This webinar showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
Leadership Ambassador club Adventist modulekakomaeric00
Aims to equip people who aspire to become leaders with good qualities,and with Christian values and morals as per Biblical teachings.The you who aspire to be leaders should first read and understand what the ambassador module for leadership says about leadership and marry that to what the bible says.Christians sh
5 Common Mistakes to Avoid During the Job Application Process.pdfAlliance Jobs
The journey toward landing your dream job can be both exhilarating and nerve-wracking. As you navigate through the intricate web of job applications, interviews, and follow-ups, it’s crucial to steer clear of common pitfalls that could hinder your chances. Let’s delve into some of the most frequent mistakes applicants make during the job application process and explore how you can sidestep them. Plus, we’ll highlight how Alliance Job Search can enhance your local job hunt.