Within People - A Guide to Bringing Values to LifeWithin People
How do you define your values to drive growth - and begin to live them in your culture? Full of case studies and practical tips, this guide was designed by Within People for leaders who use culture to drive their business forward, but are struggling to get values to work for them.
Within People - How culture helps you growWithin People
21st century business has evolved from believing “people are an asset” to understanding that it is how people work together that creates value. We wanted to find out what might be stopping leaders from seeing the importance of culture. And uncover common stories across the world where leaders have found ways to grow a culture - that grows a business.
This document provides a practical guide for companies to bring purpose to their organization for a competitive advantage in talent acquisition and retention. It discusses defining an organizational purpose beyond profit, focusing on positive impact and personal growth. Research shows purpose-driven companies have better talent outcomes such as more/higher performing employees who stay longer. The guide provides advice on using purpose to improve strategic clarity, innovation, motivation, transformation, and partnerships. It also discusses how purpose strengthens consumer brands by appealing to shared values and building trust with customers.
Leaderonomics is a small organisation with big dream and ambitions. Although we may have only about 100 employees today, we are a small employer with a BIG heart and BIG goals and dream. REad on what we do with our employees to engage, excite and ensure they are committed to the cause.
Leaderonomics is a social enterprise that believes in developing strong leaders both within and outside of the organization. They aim to create an optimum workplace environment for their employees, or "Leaderonomers", by focusing on highly engaged people, continuous learning and growth, rewards and recognition, workplace layout, and work-life balance. Employee engagement is essential at Leaderonomics and directly impacts productivity and growth. The organization strives to align personal and organizational goals to ensure employee wellbeing.
The document proposes coaching services to support expatriates in adjusting to new work environments abroad by helping them adapt quickly while retaining their cultural identity, addressing challenges of isolation, family dynamics during long work travel for spouses, and optimizing assignments for the company. It introduces the coaches' qualifications and coaching approach focusing on clients' strengths to accelerate learning and growth.
Leaderonomics - How we Integrate CSR into everything we doRoshan Thiran
As a social enterprise, we do not have a CSR division nor do we claim a special day or time for CSR. Every minute and everyday, we integrate building relationships with the marginalised, helping grow the under-privileged into leaders and enabling transformation to happen in individual lives and organisations.
In a world where professional services firms are increasingly opting for regional and global reach, the need to be responsive to cultural differences has skyrocketed. Whilst being culturally savvy has always been critical to local and cross-border business success, there is enormous room for improvement in this area. In an era where global mobility of talent is at an all time high, there is significant pressure on firms to respond to cultural nuance.
Within People - A Guide to Bringing Values to LifeWithin People
How do you define your values to drive growth - and begin to live them in your culture? Full of case studies and practical tips, this guide was designed by Within People for leaders who use culture to drive their business forward, but are struggling to get values to work for them.
Within People - How culture helps you growWithin People
21st century business has evolved from believing “people are an asset” to understanding that it is how people work together that creates value. We wanted to find out what might be stopping leaders from seeing the importance of culture. And uncover common stories across the world where leaders have found ways to grow a culture - that grows a business.
This document provides a practical guide for companies to bring purpose to their organization for a competitive advantage in talent acquisition and retention. It discusses defining an organizational purpose beyond profit, focusing on positive impact and personal growth. Research shows purpose-driven companies have better talent outcomes such as more/higher performing employees who stay longer. The guide provides advice on using purpose to improve strategic clarity, innovation, motivation, transformation, and partnerships. It also discusses how purpose strengthens consumer brands by appealing to shared values and building trust with customers.
Leaderonomics is a small organisation with big dream and ambitions. Although we may have only about 100 employees today, we are a small employer with a BIG heart and BIG goals and dream. REad on what we do with our employees to engage, excite and ensure they are committed to the cause.
Leaderonomics is a social enterprise that believes in developing strong leaders both within and outside of the organization. They aim to create an optimum workplace environment for their employees, or "Leaderonomers", by focusing on highly engaged people, continuous learning and growth, rewards and recognition, workplace layout, and work-life balance. Employee engagement is essential at Leaderonomics and directly impacts productivity and growth. The organization strives to align personal and organizational goals to ensure employee wellbeing.
The document proposes coaching services to support expatriates in adjusting to new work environments abroad by helping them adapt quickly while retaining their cultural identity, addressing challenges of isolation, family dynamics during long work travel for spouses, and optimizing assignments for the company. It introduces the coaches' qualifications and coaching approach focusing on clients' strengths to accelerate learning and growth.
Leaderonomics - How we Integrate CSR into everything we doRoshan Thiran
As a social enterprise, we do not have a CSR division nor do we claim a special day or time for CSR. Every minute and everyday, we integrate building relationships with the marginalised, helping grow the under-privileged into leaders and enabling transformation to happen in individual lives and organisations.
In a world where professional services firms are increasingly opting for regional and global reach, the need to be responsive to cultural differences has skyrocketed. Whilst being culturally savvy has always been critical to local and cross-border business success, there is enormous room for improvement in this area. In an era where global mobility of talent is at an all time high, there is significant pressure on firms to respond to cultural nuance.
This document announces the unveiling of a new brand and name for APSMA, which will now be called ICON. The name was chosen to represent the brand values and encapsulate the benefits of influence, collaboration, opportunity, and network for members. The rebranding process involved member feedback, focus groups, consultations, and work with a creative agency. The new visual identity and logo are meant to express collaboration and community. Upcoming communications will provide more details on changes and benefits for members under the new ICON brand.
Room for Inclusion: Employers guide on how to onboard your talent inclusivelyHarvey Nash Plc
A short 'how to' guide and tips for employers on how to ensure that the new starters you have worked hard to attract and hire get off to the right start and feel included from day one.
Developing a mission, vision, values, and goals admin retreat 2010Dr. Marci Shepard
Developing a mission, vision, values and goals involves a variety of stakeholders. This presentation was used to begin to develop a common vision and gather data from district administrators.
Do you dream of building a better organization?
* Where core values run through every part of the organization?
* Where people feel energized and inspired by work, and seek to solve challenges and own the results?
* Where innovation emerges organically from customer and stakeholder engagement?
* Where human beings are not just numbers on a balance sheet but the driving force of your success?
You need a live culture.
This document contains information related to developing mission and vision statements, corporate strategy, competitive strategy, and strategic planning. It includes sample mission and vision statements, discusses the key characteristics and components of effective statements, and outlines some of the main questions that should be considered when developing strategies. The document provides guidance on defining an organization's purpose, goals, values, and direction to help guide decision-making.
This is the Rainbow Universe Pageants brand new partnership program for like-minded individuals, business owners, government officials, law enforcement, celebrities and youth to partner with us to join us on our mission to make sure all of our youth are on the road to excellence in life. We have 17 different partnership opportunities. Check them out, choose your level of partnership that resonates with your heart song for youth excellence and become a partner today!
This document discusses organizational culture and provides advice on building and maintaining a strong culture. It covers topics such as the essential components of culture, reasons to care about organizational culture, how to maximize employee engagement through culture, and marketing your culture to prospective employees. The document contains over 50 sections on various aspects of organizational culture.
The D&I Value Proposition: How do Outstanding Diversity and Inclusion leaders create the right brand and image?
As leaders in diversity, we are challenged to educate, energize, and excite our organization around diversity initiatives. These initiatives build the foundation of creativity, innovation, and transformative results. Diversity and Inclusion leaders are key players on the executive leadership team with the specific responsibility for ensuring that human resources are honored, embraced, and ready to contribute great value. Diversity and Inclusion leaders are trusted advisors that fundamentally create strategies that result in corporate cultural transformations to effectively support the mission and vision of the organization. To continue to be successful and safeguard the great work and efforts of those before you, you must create a brand and image that reflects high integrity and strong leadership capacity. This workshop will arm you with the skills you need to change your leadership image and effectively function as a vital part of the leadership vision.
Learning Outcomes: This seminar is designed to explore career and professional development opportunities in diversity and inclusion
At the end of this seminar, participants will be able to:
a) Explore strategies for building the right brand and image
b) Examine what it means to transform organizational culture
c) Create a personal plan for excellence in diversity and inclusion leadership
d) Explore business challenges that impact diversity and inclusion leaders
The document profiles Nicole Rodrigues, founder and CEO of NRPR Group, discussing her background and role in leading the PR and marketing firm, the strategies and services NRPR provides such as digital marketing and reputation management, and Rodrigues' advice for entrepreneurs including developing comprehensive strategies and persevering despite challenges.
What are the Mission, Vision and Values statements of a nonprofit organization? How do we create them for our organization? Based on Strategic Planning for Nonprofit Organizations by Allison & Kaye.
Corporate culture a source for competitive advantageWalid Saafan
This document discusses the role of corporate culture in building and sustaining competitive advantage. It covers how culture influences strategy, decision making, behaviors and performance levels. When a culture is valuable, rare, imperfectly imitable and sustained over time, it can be a source of competitive advantage for an organization. The presentation also examines how culture can be assessed and potentially changed to meet evolving needs.
Cultural Fit Factor:How to Attract, Retain and Repel the Right Employeelizzpellet
While organizational culture has been touted since the early 1990’s as essential for business success, there has been little connection between organizational culture and individual (employee – candidate) “fit”. We have found that having the knowledge of “who you are” and “who you are not” from a cultural perspective, can support the creation of an employment experience that is both authentic and congruent. By paying attention to congruence, alignment and fit, organizations can create an employment message that will attract, retain and repel employees. This process of ensuring “fit” leads to better placements and an increase in the ROI of recruitment and retention programs.
How-to guide on attracting and recruiting diverse talentHarvey Nash Plc
The first ‘how-to’ guide of a three-part series from Inclusion 360, focused on inclusive recruitment strategies and how to attract more diversity through the recruitment process. The guide combines insights from the Harvey Nash Leadership Consulting team and experiences of over 100 employers who attended Harvey Nash workshops across the UK.
Crystallising your vision, mission and valuesCharityComms
The document discusses branding elements for organizations. It defines vision as the organization's reason for being and long-term aspirations. The mission describes how the vision can be accomplished through practical business goals. Values are the principles that guide relationships and reinforce the vision and mission. The document provides examples of how organizations can develop and use their vision, mission, and values in communications, products/services, behavior, and human resources. It also offers tips for finding the right elements and ensuring they are true, easy to understand, memorable, and differentiating.
Peace First is embarking on a unique search for two Co-Chief Executive Officers to jointly lead the organization into its next phase of growth and development.
We Go is a one of a kind app for travelers with disabilities featuring interactive guides, maps and tips. Currently in the start up phase, We Go has prepared its diversity and inclusion plan with the help of IDylls Consulting to stay true to its values as the company grows.
Organizational culture /types of organizational culture and legend storiesAsjadAli34
Organizational culture is defined as the underlying beliefs, assumptions, values and ways of interacting that contribute to the unique social and psychological environment of an organization. Simply stated, organizational culture is "the way things are done around here." A strong organizational culture works like social glue to bond members through shared goals. Defining desired values and behaviors, aligning culture with strategy, and having visible leaders who exemplify culture are important ways to build and maintain a strong organizational culture.
North America Diversity & Inclusion ReportCapgemini
Capgemini’s inaugural North American Diversity & Inclusion (D&I) Annual Report chronicles its three-year journey to more formally weave diversity and inclusion into its culture. D&I has been a part of Capgemini’s core values since our inception.
In North America, strengthening our diversity and promoting a more inclusive culture is a top business priority, as we recognize its ability to move us forward in a competitive, increasingly culturally and globally diverse market.
Promoting diversity is not just morally correct, it enhances our business activities. An inclusive culture is what ensures our teams not only thrive collaboratively, but push new boundaries with bold, creative thinking.
This document provides a summary of training programmes offered by CIMB in 2014 across various categories:
- Executive Leadership Development programmes aimed to develop leadership and management skills for senior executives.
- Professional Development programmes focused on building technical skills in areas like credit, sales, customer service and Islamic finance. Certification programmes were offered for customer service officers and representatives.
- Each programme listing includes objectives, topics, duration and target audience. Programmes were conducted by both internal trainers and external partners like INSEAD and NTU.
The document provides an overview of the training landscape and opportunities available to employees across levels at CIMB in 2014.
This document provides a summary of an individual's skills, qualifications, and work experience. Some key details include:
- Over 20 years of experience in education in Saudi Arabia and Egypt, including roles at various schools.
- Experience overseeing training departments and functions like talent management, employee development, and engagement programs.
- Qualifications include teaching diplomas and certificates in subjects like English literature, teaching methods, and health and safety training.
This document announces the unveiling of a new brand and name for APSMA, which will now be called ICON. The name was chosen to represent the brand values and encapsulate the benefits of influence, collaboration, opportunity, and network for members. The rebranding process involved member feedback, focus groups, consultations, and work with a creative agency. The new visual identity and logo are meant to express collaboration and community. Upcoming communications will provide more details on changes and benefits for members under the new ICON brand.
Room for Inclusion: Employers guide on how to onboard your talent inclusivelyHarvey Nash Plc
A short 'how to' guide and tips for employers on how to ensure that the new starters you have worked hard to attract and hire get off to the right start and feel included from day one.
Developing a mission, vision, values, and goals admin retreat 2010Dr. Marci Shepard
Developing a mission, vision, values and goals involves a variety of stakeholders. This presentation was used to begin to develop a common vision and gather data from district administrators.
Do you dream of building a better organization?
* Where core values run through every part of the organization?
* Where people feel energized and inspired by work, and seek to solve challenges and own the results?
* Where innovation emerges organically from customer and stakeholder engagement?
* Where human beings are not just numbers on a balance sheet but the driving force of your success?
You need a live culture.
This document contains information related to developing mission and vision statements, corporate strategy, competitive strategy, and strategic planning. It includes sample mission and vision statements, discusses the key characteristics and components of effective statements, and outlines some of the main questions that should be considered when developing strategies. The document provides guidance on defining an organization's purpose, goals, values, and direction to help guide decision-making.
This is the Rainbow Universe Pageants brand new partnership program for like-minded individuals, business owners, government officials, law enforcement, celebrities and youth to partner with us to join us on our mission to make sure all of our youth are on the road to excellence in life. We have 17 different partnership opportunities. Check them out, choose your level of partnership that resonates with your heart song for youth excellence and become a partner today!
This document discusses organizational culture and provides advice on building and maintaining a strong culture. It covers topics such as the essential components of culture, reasons to care about organizational culture, how to maximize employee engagement through culture, and marketing your culture to prospective employees. The document contains over 50 sections on various aspects of organizational culture.
The D&I Value Proposition: How do Outstanding Diversity and Inclusion leaders create the right brand and image?
As leaders in diversity, we are challenged to educate, energize, and excite our organization around diversity initiatives. These initiatives build the foundation of creativity, innovation, and transformative results. Diversity and Inclusion leaders are key players on the executive leadership team with the specific responsibility for ensuring that human resources are honored, embraced, and ready to contribute great value. Diversity and Inclusion leaders are trusted advisors that fundamentally create strategies that result in corporate cultural transformations to effectively support the mission and vision of the organization. To continue to be successful and safeguard the great work and efforts of those before you, you must create a brand and image that reflects high integrity and strong leadership capacity. This workshop will arm you with the skills you need to change your leadership image and effectively function as a vital part of the leadership vision.
Learning Outcomes: This seminar is designed to explore career and professional development opportunities in diversity and inclusion
At the end of this seminar, participants will be able to:
a) Explore strategies for building the right brand and image
b) Examine what it means to transform organizational culture
c) Create a personal plan for excellence in diversity and inclusion leadership
d) Explore business challenges that impact diversity and inclusion leaders
The document profiles Nicole Rodrigues, founder and CEO of NRPR Group, discussing her background and role in leading the PR and marketing firm, the strategies and services NRPR provides such as digital marketing and reputation management, and Rodrigues' advice for entrepreneurs including developing comprehensive strategies and persevering despite challenges.
What are the Mission, Vision and Values statements of a nonprofit organization? How do we create them for our organization? Based on Strategic Planning for Nonprofit Organizations by Allison & Kaye.
Corporate culture a source for competitive advantageWalid Saafan
This document discusses the role of corporate culture in building and sustaining competitive advantage. It covers how culture influences strategy, decision making, behaviors and performance levels. When a culture is valuable, rare, imperfectly imitable and sustained over time, it can be a source of competitive advantage for an organization. The presentation also examines how culture can be assessed and potentially changed to meet evolving needs.
Cultural Fit Factor:How to Attract, Retain and Repel the Right Employeelizzpellet
While organizational culture has been touted since the early 1990’s as essential for business success, there has been little connection between organizational culture and individual (employee – candidate) “fit”. We have found that having the knowledge of “who you are” and “who you are not” from a cultural perspective, can support the creation of an employment experience that is both authentic and congruent. By paying attention to congruence, alignment and fit, organizations can create an employment message that will attract, retain and repel employees. This process of ensuring “fit” leads to better placements and an increase in the ROI of recruitment and retention programs.
How-to guide on attracting and recruiting diverse talentHarvey Nash Plc
The first ‘how-to’ guide of a three-part series from Inclusion 360, focused on inclusive recruitment strategies and how to attract more diversity through the recruitment process. The guide combines insights from the Harvey Nash Leadership Consulting team and experiences of over 100 employers who attended Harvey Nash workshops across the UK.
Crystallising your vision, mission and valuesCharityComms
The document discusses branding elements for organizations. It defines vision as the organization's reason for being and long-term aspirations. The mission describes how the vision can be accomplished through practical business goals. Values are the principles that guide relationships and reinforce the vision and mission. The document provides examples of how organizations can develop and use their vision, mission, and values in communications, products/services, behavior, and human resources. It also offers tips for finding the right elements and ensuring they are true, easy to understand, memorable, and differentiating.
Peace First is embarking on a unique search for two Co-Chief Executive Officers to jointly lead the organization into its next phase of growth and development.
We Go is a one of a kind app for travelers with disabilities featuring interactive guides, maps and tips. Currently in the start up phase, We Go has prepared its diversity and inclusion plan with the help of IDylls Consulting to stay true to its values as the company grows.
Organizational culture /types of organizational culture and legend storiesAsjadAli34
Organizational culture is defined as the underlying beliefs, assumptions, values and ways of interacting that contribute to the unique social and psychological environment of an organization. Simply stated, organizational culture is "the way things are done around here." A strong organizational culture works like social glue to bond members through shared goals. Defining desired values and behaviors, aligning culture with strategy, and having visible leaders who exemplify culture are important ways to build and maintain a strong organizational culture.
North America Diversity & Inclusion ReportCapgemini
Capgemini’s inaugural North American Diversity & Inclusion (D&I) Annual Report chronicles its three-year journey to more formally weave diversity and inclusion into its culture. D&I has been a part of Capgemini’s core values since our inception.
In North America, strengthening our diversity and promoting a more inclusive culture is a top business priority, as we recognize its ability to move us forward in a competitive, increasingly culturally and globally diverse market.
Promoting diversity is not just morally correct, it enhances our business activities. An inclusive culture is what ensures our teams not only thrive collaboratively, but push new boundaries with bold, creative thinking.
This document provides a summary of training programmes offered by CIMB in 2014 across various categories:
- Executive Leadership Development programmes aimed to develop leadership and management skills for senior executives.
- Professional Development programmes focused on building technical skills in areas like credit, sales, customer service and Islamic finance. Certification programmes were offered for customer service officers and representatives.
- Each programme listing includes objectives, topics, duration and target audience. Programmes were conducted by both internal trainers and external partners like INSEAD and NTU.
The document provides an overview of the training landscape and opportunities available to employees across levels at CIMB in 2014.
This document provides a summary of an individual's skills, qualifications, and work experience. Some key details include:
- Over 20 years of experience in education in Saudi Arabia and Egypt, including roles at various schools.
- Experience overseeing training departments and functions like talent management, employee development, and engagement programs.
- Qualifications include teaching diplomas and certificates in subjects like English literature, teaching methods, and health and safety training.
Leadership skills for supervisors feb. lagosPetro Nomics
This document provides information about a 2-day leadership skills training course for supervisors in Lagos, Nigeria from February 19-20, 2015. The training will focus on developing leadership skills like influencing others, effective communication, decision making, and leading organizational change. It will involve questionnaires, discussions, and development of an individual action plan. The fee for the training is 105,000 Naira per participant. Organizations can also request to host a customized in-house training.
Leadership skills for supervisors feb. lagosPetro Nomics
This document summarizes a 2-day leadership skills training course for supervisors in Lagos, Nigeria from February 19-20, 2015. The course will help participants gain awareness of their leadership strengths and challenges, influence others positively, communicate clearly, make better decisions, and lead organizational change. It will include modules on leading with responsibility, authentic communication, positive influence, courage, and developing an action plan. The fee is 105,000 Naira per participant and it is designed for mid-level executives and managers. In-house training is also available.
This document provides information for coaches and mentors on the London Leadership Academy register. It discusses what coaching and mentoring are, how they differ, and the benefits they provide. Coaching focuses on short-term goals and development areas through scheduled sessions, while mentoring involves a more experienced mentor sharing knowledge and experience over a longer period. Both aim to give space for reflection. The document outlines the application process for coaches or mentors on the register and emphasizes the importance of confidentiality, ethics, and structured goal setting and evaluation. Coaches and mentors must follow the EMCC or ICF code of ethics and adhere to ground rules to build trust and keep conversations professional.
The SEDA Professional Development Framework (PDF) provides a system of awards to recognize professional development activities of higher education staff, with over 20 named awards addressing areas like leadership, teaching, research, and student support; institutions can have their professional development programs accredited under the PDF which benefits staff seeking national certification for their work.
This document advertises a two-day training course on building effective teams for growth in Lagos, Nigeria. The course aims to help participants understand team dynamics, improve motivation and collaboration within teams, and enhance team performance. It covers topics such as team formation, communication skills, handling conflicts, and developing high-performance teams. The training employs interactive methods like lectures, case studies, group discussions and workshops. Upon completion, participants will receive a certificate and feedback report. The course fee is N105,000 per participant and in-house training is also available.
The document provides an introduction to inspire2teach (I2T), an educational charity and coaching program. I2T was initially developed to improve teaching standards in schools. The summary is:
I2T aims to develop teachers' professional capacity and increase student progress through a holistic coaching program. It originated from a whole school coaching program and seeks to become a recognized national center of excellence. I2T uses an evidence-based coaching framework and the IRIS Connect platform to support teachers across multiple partner schools. The goal is to inspire teaching practice, develop collaborative communities, and improve student learning through personalized coaching modules.
The document provides information about apprenticeship programs at two large UK companies - Severn Trent Water and Tesco.
At Severn Trent Water, the apprenticeship program was refocused from "Train to Maintain" to "Develop to Perform" with a single talent program pathway and improved selection, induction, and rotational elements. At Tesco, they offer various apprenticeship levels across stores, distribution, offices, and fashion/buying. Their programs aim to attract and develop future leaders, and all apprentices receive core training, masterclasses, and individual mentors and sponsors.
Both companies emphasized improved development methods for apprenticeship programs, including leadership training, rotational assignments, mentoring support, and a
This document provides information about a 2-day leadership skills course for supervisors taking place in Lagos, Nigeria in February 2014. The course aims to help participants gain awareness of their leadership strengths and challenges, influence others positively, improve decision making and lead organizational change. It will cover topics such as taking responsibility, authentic communication, positive influence, and courage. The target audience is mid-level executives and managers. Participants will receive a certificate and can request a follow-up report on their leadership development.
Interpersonal skills and personal effectiveness august lagosPetro Nomics
This document describes an upcoming two-day course on interpersonal skills and personal effectiveness to be held in Lagos, Nigeria in August 2015. The course aims to help participants improve their soft skills for interacting with colleagues, customers, and others. It will cover topics like relationship management, communication, stress management, and time management. The interactive course uses various teaching methods and is open to professionals looking to enhance their confidence and interpersonal skills. The fee for the course is 105,000 Naira per participant, and in-house training can also be arranged.
GPiH/Crown College Leadership Development Curriculum PreviewGlobalPartnersinHope
This slideshow briefly explains the four business leadership consulting seminars offered by Global Partners in Hope in China.
The 4 seminars were written by Crown College, a partner of GPiH.
The document summarizes the Executive MBA program offered by UCD Michael Smurfit Graduate Business School in Ireland. The 2-year part-time program provides a practical, globally focused business education through a combination of core courses, electives, skills workshops, and international opportunities. It attracts experienced professionals who gain expertise in management while maintaining their careers. Graduates benefit from opportunities to network and advance their careers through Smurfit School's strong industry connections and global alumni association.
The document describes a leadership program designed by Capability Group for non-profit organizations in New Zealand. The program aims to provide practical skills over 7 months to help non-profit leaders drive change and organizational success. It involves workshops every 4-6 weeks on topics like vision, engagement, and change leadership. Between workshops, participants apply their learning on the job with manager support and peer coaching. The goal is to develop strategic, influential leaders who can reduce staff turnover and collaborate across the non-profit sector.
Train the trainer public program course brochure 2012 by i trainingexpertiTrainingExpert
This 3-day training workshop aims to equip participants with the skills needed to be an exceptional trainer. Through interactive exercises and the use of Neuro-Linguistic Programming concepts, participants will learn how to design and deliver effective trainings, apply various training techniques and strategies, and evaluate training programs. The workshop is suitable for individuals looking to improve their training skills and provides practical sessions, training resources, and a certificate upon completion. It costs RM 3500 per participant and is claimable under Malaysia's human resource development fund scheme.
Leading for Results Jun-Dec 2016 BrochureLinda Blum
The Leading for Results program develops leadership skills through a six-month program of workshops, coaching, and peer learning. The program helps participants gain greater confidence, understanding of leadership approaches, self-awareness, skills in motivating teams and dealing with change. It includes 8 workshops over strategic frameworks, building teams, coaching, resilience, and looking ahead. Between workshops, participants are coached and work with a peer group to apply their learning to goals set for their team and development.
Starting a Mentoring Program Empowering Growth andDevelopment.pdfMentorSocial
In the realm of personal and professional growth, mentoring programs stand as beacons of guidance, fostering invaluable connections between experienced individuals and eager learners. The journey to starting a mentoring program might seem like a daunting task, but with careful planning and a clear vision, you can create a platform that nurtures growth, fosters learning, and builds lasting relationships.
Pc1.1 business development plan 2015 201714.01.2016The Pathway Group
This business development plan outlines Pathway Group's strategic aims and priorities for 2015-2017. The plan aims to further develop Pathway Group's learning offer, improve employment opportunities for disadvantaged groups, raise the organization's profile, embed an enterprise culture, ensure high quality teaching and learning, and make Pathway Group an attractive employer. Key objectives include increasing apprenticeships, commercial income, and partnerships. The plan establishes operational accountability and assesses risks to achieving strategic aims. It provides context on the national skills funding landscape and references the Wolf Review which identified a need for vocational education reform.
PROTRAINING is a leading provider of training and team building solutions in the Middle East established in 2003. They design customized development programs that drive business success through investing in people. PROTRAINING uses engaging and fun methods like games, role plays and simulations to effectively train clients in a memorable way and achieve higher retention rates. They have a team of experienced facilitators and work with many major companies in the region.
The Authentic Leadership Program is composed of four unique two-day modules. Each
module is underpinned by our Authentic Leadership principles, and aligned with the leadership
education framework of Leading Self, Leading Others, Leading Teams, and Leading Cultural
Change.
Similar to Using your culture to grow your company (20)
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/
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.
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.
Comparing Stability and Sustainability in Agile SystemsRob Healy
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
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.
A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
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.
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.