This document outlines a customized company development program focused on well-being and leadership delivered in Q1 2014. It includes several activities to help individuals understand and define their own well-being using a holistic model that incorporates internal elements like purpose and external elements like work. The goal is to help participants develop a well-being roadmap and human value canvas to support individual thriving, contribution, and performance both personally and professionally.
This document discusses two types of careers: acquisitive careers and contributor careers. An acquisitive career focuses on acquiring rewards where one's interest is proportional to rewards. A contributor career is a journey of contribution where one works to contribute to oneself, team, family, society, and nation with a steady attitude not defined by daily rewards. It emphasizes understanding what is required, showing interest in how you can contribute, bringing energy and ideas, being a committed team player, and delivering when needed. A contributor career shifts focus from doing activities to meeting human outcomes with a wider vision centered around a vision rather than just activities. Examples are provided of people who pursued contributor careers over acquisitive careers.
This document discusses managing work-life boundaries and balance. It provides an overview of a workshop on the topic, highlighting that work-life balance is important for both individuals and organizations. Rather than a single definition of balance, the document advocates thinking of achieving harmony between one's values, priorities, and allocation of work and non-work roles. It also identifies different behavioral styles for managing boundaries and provides strategies for setting boundaries and creating a supportive culture.
Jordyn Middlebrooks worked as a Human Resources intern at SumTotal Systems for 6 months. Her supervisor, Richard Oyen, recommends her highly. Jordyn consistently completes projects ahead of schedule with high quality and professionalism. She also displays leadership skills by independently drafting and implementing a recycling proposal and leading the company's Green Team. Additionally, Jordyn is a team player who has assisted in planning events and organizing a benefits fair.
Case Study - Alice Saddy: Caring for the Community Ashley E. Chappo
The Alice Saddy Association provides support for developmentally disabled adults to live independently. It has experienced rapid growth but faces organizational challenges due to its cross-reporting structure. The executive director must decide how to amend the structure within a week. Option 3 is recommended, which would split manager roles between case-related issues and administrative/HR tasks handled by two new positions. This would refocus managers on those they support while clarifying roles to reduce confusion and frustration among workers.
This document discusses the importance of values and behaviors for organizations. It states that values are important beliefs that guide member behavior and define the organization. Embedding shared values and behaviors can promote employee engagement, which leads to higher performance, productivity, and returns. However, only about half of employees feel their executives have created a high-performance environment and that behaviors align with values. The document recommends that organizations clearly define their values based on their purpose, ensure leaders model the right behaviors, and integrate values into all decisions to strongly influence organizational culture.
The document discusses the importance of organizational values and behaviors in promoting employee engagement and business performance. It notes that companies with higher engagement levels see better financial returns. However, many employees do not feel their company's leadership exemplifies the stated values, and some managers have felt pressured to violate company values. Living by shared values and behaviors can help align employee actions with company purpose and goals, but leaders must lead by example to fully embed values into the organizational culture.
This document discusses various terms related to workplace wellness programs and corporate culture. It defines workplace wellness, corporate culture, BeneFitness as an example of workplace wellness, and the Grassroots Reform Organization. It discusses how personal health choices can affect business productivity, expenses, and customer service. It notes that wellness programs aim to improve employee performance, teamwork, and workplace productivity through leadership, personal development, motivation, nutrition, fitness, and individual peak performance.
This document discusses spirituality in the workplace according to Ashwin Shroff. It describes respecting others, sincerity, compliance with rules, sharing facilities, alignment of mind/body/soul, consciousness of togetherness, learning and working as a team, serving teammates, giving back to society, and caring for the environment as aspects of spirituality at work. It also outlines the corporate philosophy, values, and purpose of the Excel Group which emphasizes responsible behavior, ethical conduct, innovation, self-sufficiency, caring for stakeholders, and healthy management practices. The document describes efforts to build a cohesive team and family-like culture at Excel through equality, continuous learning, customer satisfaction, environmental commitment, and corporate social responsibility
This document discusses two types of careers: acquisitive careers and contributor careers. An acquisitive career focuses on acquiring rewards where one's interest is proportional to rewards. A contributor career is a journey of contribution where one works to contribute to oneself, team, family, society, and nation with a steady attitude not defined by daily rewards. It emphasizes understanding what is required, showing interest in how you can contribute, bringing energy and ideas, being a committed team player, and delivering when needed. A contributor career shifts focus from doing activities to meeting human outcomes with a wider vision centered around a vision rather than just activities. Examples are provided of people who pursued contributor careers over acquisitive careers.
This document discusses managing work-life boundaries and balance. It provides an overview of a workshop on the topic, highlighting that work-life balance is important for both individuals and organizations. Rather than a single definition of balance, the document advocates thinking of achieving harmony between one's values, priorities, and allocation of work and non-work roles. It also identifies different behavioral styles for managing boundaries and provides strategies for setting boundaries and creating a supportive culture.
Jordyn Middlebrooks worked as a Human Resources intern at SumTotal Systems for 6 months. Her supervisor, Richard Oyen, recommends her highly. Jordyn consistently completes projects ahead of schedule with high quality and professionalism. She also displays leadership skills by independently drafting and implementing a recycling proposal and leading the company's Green Team. Additionally, Jordyn is a team player who has assisted in planning events and organizing a benefits fair.
Case Study - Alice Saddy: Caring for the Community Ashley E. Chappo
The Alice Saddy Association provides support for developmentally disabled adults to live independently. It has experienced rapid growth but faces organizational challenges due to its cross-reporting structure. The executive director must decide how to amend the structure within a week. Option 3 is recommended, which would split manager roles between case-related issues and administrative/HR tasks handled by two new positions. This would refocus managers on those they support while clarifying roles to reduce confusion and frustration among workers.
This document discusses the importance of values and behaviors for organizations. It states that values are important beliefs that guide member behavior and define the organization. Embedding shared values and behaviors can promote employee engagement, which leads to higher performance, productivity, and returns. However, only about half of employees feel their executives have created a high-performance environment and that behaviors align with values. The document recommends that organizations clearly define their values based on their purpose, ensure leaders model the right behaviors, and integrate values into all decisions to strongly influence organizational culture.
The document discusses the importance of organizational values and behaviors in promoting employee engagement and business performance. It notes that companies with higher engagement levels see better financial returns. However, many employees do not feel their company's leadership exemplifies the stated values, and some managers have felt pressured to violate company values. Living by shared values and behaviors can help align employee actions with company purpose and goals, but leaders must lead by example to fully embed values into the organizational culture.
This document discusses various terms related to workplace wellness programs and corporate culture. It defines workplace wellness, corporate culture, BeneFitness as an example of workplace wellness, and the Grassroots Reform Organization. It discusses how personal health choices can affect business productivity, expenses, and customer service. It notes that wellness programs aim to improve employee performance, teamwork, and workplace productivity through leadership, personal development, motivation, nutrition, fitness, and individual peak performance.
This document discusses spirituality in the workplace according to Ashwin Shroff. It describes respecting others, sincerity, compliance with rules, sharing facilities, alignment of mind/body/soul, consciousness of togetherness, learning and working as a team, serving teammates, giving back to society, and caring for the environment as aspects of spirituality at work. It also outlines the corporate philosophy, values, and purpose of the Excel Group which emphasizes responsible behavior, ethical conduct, innovation, self-sufficiency, caring for stakeholders, and healthy management practices. The document describes efforts to build a cohesive team and family-like culture at Excel through equality, continuous learning, customer satisfaction, environmental commitment, and corporate social responsibility
Presentation by Juliette Kumar, Associate Director for Improvement and Education, Innovation Agency at the Emergency Laparotomy Collaborative event on Monday, 17 June at The Foresight Centre, Liverpool.
The importance of teaming to increase competitivenessnallasivam92
The document discusses the importance of teaming in organizations. It states that teams are formed when individuals come together to work toward a common goal (Paragraph 1). It then provides several benefits of teaming, including that tasks are accomplished faster when shared among team members, it fosters healthy competition that motivates better performance, and it improves relations and bonding among employees (Paragraphs 2-3). Finally, it concludes that teaming brings benefits like better idea flow, greater experience from members, and improved work quality, efficiency and growth for organizations (Paragraph 4).
Learn how the award-winning London Borough of Hounslow achieved transformation through a whole organisation conversation, which enabled the development of a new values framework.
This material is for PGPSE / CSE students of AFTERSCHOOOL. PGPSE / CSE are free online programme - open for all - free for all - to promote entrepreneurship and social entrepreneurship PGPSE is for those who want to transform the world. It is different from MBA, BBA, CFA, CA,CS,ICWA and other traditional programmes. It is based on self certification and based on self learning and guidance by mentors. It is for those who want to be entrepreneurs and social changers. Let us work together. Our basic idea is that KNOWLEDGE IS FREE & AND SHARE IT WITH THE WORLD
The document discusses employee empowerment. It defines empowerment as giving employees power, authority, responsibility and resources to make decisions and solve work-related problems. Empowerment focuses on utilizing employees' full potential and making them self-directed. Empowering employees provides benefits like increased productivity, reduced costs, improved quality and better job satisfaction and retention. There are different types of empowerment like suggestion involvement and job involvement. Key dimensions of empowerment are self-determination, meaningfulness, competence and impact. Barriers to empowerment include incongruent culture, rigid control systems and inadequate delegation of authority.
This workshop by Mandy Williams, Participation Cymru Manager, gave the opportunity to explore the relationship between effective staff engagement and improved public engagement.
Participants looked at the benefits of effective staff engagement, explored what it felt like to be an engaged employee and identified ways of engaging staff better.
Fe wnaeth y gweithdy yma gan Mandy Williams, Rheolwr Cyfranogaeth Cymru, rhoi’r cyfle i edrych ar y berthynas rhwng ymgysylltu effeithiol gyda staff a gwell ymgysylltu gyda staff.
Edrychodd cyfranogwyr ar y manteision o ymgysylltu’n effeithiol gyda staff, wnaethon nhw ystyried sut beth yw bod yn weithiwr sy’n ymgysylltu ac fe wnaethon nhw glustnodi ffyrdd o ymgysylltu'n well gyda staff.
These slides, developed by our Innovation Thought and Action Group give you some tools to see the connection between innovation and employee engagement. You can use the four enablers and their mapping to the enabler of innovation to make improvements in your organisation.
Introduction of Organizational Behaviour by Dr NITIN SHARMADr.Nitin Sharma
This document discusses organization behavior and its objectives. Organization behavior is defined as the study and application of knowledge about how people act individually and in groups within an organization. The main objectives of organization behavior are to understand human interactions in an organization, influence them to achieve business goals, and understand how an organization affects employee thoughts and actions. Organization behavior helps organizations understand employees, develop effective teams, resolve conflicts, improve productivity and customer service, and address challenges like managing diversity, globalization, and work-life balance.
This document discusses the criteria for being a contributor and different visions of success. It notes that to be a contributor, one must achieve goals, demonstrate excellence, have integrity and unity, and demonstrate human concern. A contributor's vision of success involves inner satisfaction, personal fulfillment, and developing capabilities, not just external rewards. The document explores different views of external versus internal success through examples and emphasizes that true success requires both external and internal success.
Organisational behaviour is the study of how people behave in work environments and why. It aims to understand, predict, and manage workplace behaviours. The psychological contract refers to the unwritten expectations between an individual employee and their organisation. An individual expects safe working conditions, job security, challenging work, fair pay, input in decisions, and respect. Organisations expect employees to accept their ideology, work hard to achieve objectives, uphold the company image, show loyalty, maintain a reasonable appearance, and not betray trust.
Optimism at Work: Developing and Validating Scales to Measure Workplace OptimismSara Frost
Sara Frost successfully defended her dissertation on developing and validating scales to measure workplace optimism. Her research included revising an existing Optimism Profile scale and developing new Optimistic Leadership and Organizational Optimism scales. Through surveys and focus groups with over 600 participants, she validated these scales and found they reliably measure factors like empowered connection, joyful engagement, and organizational celebrations. Her research demonstrated the influence of personal and organizational optimism on employee engagement and burnout. Her validated scales can now be used to assess and train optimism in organizations.
The document discusses key considerations for effective teamwork. It notes that teams must have meaningful and challenging performance goals, and it is important that performance is measured. However, teams are not always the best solution and overreliance on them can lead to disillusionment. Additionally, organizations often focus on individual performance and rewards over team performance. This can cause individuals to be reluctant to fully contribute to teams. The document provides suggestions on recognizing individual contributions within teams and ensuring team leadership provides input to individual evaluations. It also discusses factors like organizational culture, structure, and size that can impact team effectiveness.
Well-being (worksheet): Stephanie Sharma Feb 1, 2014Self Spark
This document discusses individual well-being and its relationship to living with a sense of purpose. It suggests that people who pursue intrinsically meaningful goals that align with their values experience greater well-being than those focused only on achieving happiness. The document also presents research finding that individuals who focus on purpose tend to have better cognitive functioning and mental health as they age. It advocates developing a personal "well-being map" to holistically support internal elements like purpose, strengths, and emotions as well as external elements like work, family, and community.
The document discusses individual well-being and purpose. It provides research showing that exercising regularly and eating healthy can improve job performance. Additionally, having a sense of meaning and purpose in life is linked to greater happiness and life satisfaction. The document advocates developing a "well-being map" to holistically support internal elements like purpose, emotional health, and strengths as well as external elements like work, family, and community. The goal is to focus on living purposefully rather than solely pursuing happiness.
Self Spark Personal Development Session - Well-being ModuleLEAD the difference
The document discusses individual well-being and purpose. It provides research showing that exercising regularly and eating healthy can improve job performance. Additionally, having a sense of meaning and purpose in life is linked to greater happiness and life satisfaction. The document advocates developing a "well-being map" to holistically support internal elements like purpose, emotional health, and strengths as well as external elements like work, family, and community. The goal is to focus on living purposefully rather than solely pursuing happiness.
Manage and maintain small and meduim businessJaleto Sunkemo
The document discusses various aspects of work identification, allocation, and performance evaluation in organizations. It provides definitions of key terms like job description, job analysis, and performance measures. It also outlines the steps in developing an effective performance evaluation system, including creating evaluation forms, identifying performance metrics, setting feedback guidelines, and establishing disciplinary procedures. The overall purpose is to help employers properly assess employee contributions and ensure accountability through a structured evaluation process.
The document outlines an objectives and topics of a workshop on self-empowerment led by Dr. Prakash Ramakrishnan. The workshop aims to create self-awareness, develop empathy, sharpen communication skills, build teamwork, cope with stress and emotions, improve leadership skills, and form successful habits. Key topics that will be covered include identifying strengths and weaknesses, the Johari window model of self-awareness, empathy, effective communication techniques, team building, understanding and managing stress, emotional intelligence, and establishing daily rituals.
Description
This session will build especially on the Self-Leadership Pillar and how health and wellness can be expanded beyond low-risks and unhealthy behaviors. The overall objective of the session is to meld the information from session one into a fully functional organization, taking advantage of Shared Values Shared Results.
Learning Objectives:
1. The participants will see how current metrics of outliers today can be developed into the norm of tomorrow.
2. The participants will see how the concepts around Positive Health have developed and continue to develop
3. The participant will be able to list an advanced set of outcomes focus on measuring what matters.
This document discusses an Innermetrix Values Index assessment that measures seven dimensions of motivation: Aesthetic, Economic, Individualistic, Political, Altruistic, Regulatory, and Theoretical. It provides an overview of each dimension and explains that the assessment helps individuals understand their unique motivators and how to maximize their performance. The summary analyzes the respondent's scores across the seven dimensions.
Presentation by Juliette Kumar, Associate Director for Improvement and Education, Innovation Agency at the Emergency Laparotomy Collaborative event on Monday, 17 June at The Foresight Centre, Liverpool.
The importance of teaming to increase competitivenessnallasivam92
The document discusses the importance of teaming in organizations. It states that teams are formed when individuals come together to work toward a common goal (Paragraph 1). It then provides several benefits of teaming, including that tasks are accomplished faster when shared among team members, it fosters healthy competition that motivates better performance, and it improves relations and bonding among employees (Paragraphs 2-3). Finally, it concludes that teaming brings benefits like better idea flow, greater experience from members, and improved work quality, efficiency and growth for organizations (Paragraph 4).
Learn how the award-winning London Borough of Hounslow achieved transformation through a whole organisation conversation, which enabled the development of a new values framework.
This material is for PGPSE / CSE students of AFTERSCHOOOL. PGPSE / CSE are free online programme - open for all - free for all - to promote entrepreneurship and social entrepreneurship PGPSE is for those who want to transform the world. It is different from MBA, BBA, CFA, CA,CS,ICWA and other traditional programmes. It is based on self certification and based on self learning and guidance by mentors. It is for those who want to be entrepreneurs and social changers. Let us work together. Our basic idea is that KNOWLEDGE IS FREE & AND SHARE IT WITH THE WORLD
The document discusses employee empowerment. It defines empowerment as giving employees power, authority, responsibility and resources to make decisions and solve work-related problems. Empowerment focuses on utilizing employees' full potential and making them self-directed. Empowering employees provides benefits like increased productivity, reduced costs, improved quality and better job satisfaction and retention. There are different types of empowerment like suggestion involvement and job involvement. Key dimensions of empowerment are self-determination, meaningfulness, competence and impact. Barriers to empowerment include incongruent culture, rigid control systems and inadequate delegation of authority.
This workshop by Mandy Williams, Participation Cymru Manager, gave the opportunity to explore the relationship between effective staff engagement and improved public engagement.
Participants looked at the benefits of effective staff engagement, explored what it felt like to be an engaged employee and identified ways of engaging staff better.
Fe wnaeth y gweithdy yma gan Mandy Williams, Rheolwr Cyfranogaeth Cymru, rhoi’r cyfle i edrych ar y berthynas rhwng ymgysylltu effeithiol gyda staff a gwell ymgysylltu gyda staff.
Edrychodd cyfranogwyr ar y manteision o ymgysylltu’n effeithiol gyda staff, wnaethon nhw ystyried sut beth yw bod yn weithiwr sy’n ymgysylltu ac fe wnaethon nhw glustnodi ffyrdd o ymgysylltu'n well gyda staff.
These slides, developed by our Innovation Thought and Action Group give you some tools to see the connection between innovation and employee engagement. You can use the four enablers and their mapping to the enabler of innovation to make improvements in your organisation.
Introduction of Organizational Behaviour by Dr NITIN SHARMADr.Nitin Sharma
This document discusses organization behavior and its objectives. Organization behavior is defined as the study and application of knowledge about how people act individually and in groups within an organization. The main objectives of organization behavior are to understand human interactions in an organization, influence them to achieve business goals, and understand how an organization affects employee thoughts and actions. Organization behavior helps organizations understand employees, develop effective teams, resolve conflicts, improve productivity and customer service, and address challenges like managing diversity, globalization, and work-life balance.
This document discusses the criteria for being a contributor and different visions of success. It notes that to be a contributor, one must achieve goals, demonstrate excellence, have integrity and unity, and demonstrate human concern. A contributor's vision of success involves inner satisfaction, personal fulfillment, and developing capabilities, not just external rewards. The document explores different views of external versus internal success through examples and emphasizes that true success requires both external and internal success.
Organisational behaviour is the study of how people behave in work environments and why. It aims to understand, predict, and manage workplace behaviours. The psychological contract refers to the unwritten expectations between an individual employee and their organisation. An individual expects safe working conditions, job security, challenging work, fair pay, input in decisions, and respect. Organisations expect employees to accept their ideology, work hard to achieve objectives, uphold the company image, show loyalty, maintain a reasonable appearance, and not betray trust.
Optimism at Work: Developing and Validating Scales to Measure Workplace OptimismSara Frost
Sara Frost successfully defended her dissertation on developing and validating scales to measure workplace optimism. Her research included revising an existing Optimism Profile scale and developing new Optimistic Leadership and Organizational Optimism scales. Through surveys and focus groups with over 600 participants, she validated these scales and found they reliably measure factors like empowered connection, joyful engagement, and organizational celebrations. Her research demonstrated the influence of personal and organizational optimism on employee engagement and burnout. Her validated scales can now be used to assess and train optimism in organizations.
The document discusses key considerations for effective teamwork. It notes that teams must have meaningful and challenging performance goals, and it is important that performance is measured. However, teams are not always the best solution and overreliance on them can lead to disillusionment. Additionally, organizations often focus on individual performance and rewards over team performance. This can cause individuals to be reluctant to fully contribute to teams. The document provides suggestions on recognizing individual contributions within teams and ensuring team leadership provides input to individual evaluations. It also discusses factors like organizational culture, structure, and size that can impact team effectiveness.
Well-being (worksheet): Stephanie Sharma Feb 1, 2014Self Spark
This document discusses individual well-being and its relationship to living with a sense of purpose. It suggests that people who pursue intrinsically meaningful goals that align with their values experience greater well-being than those focused only on achieving happiness. The document also presents research finding that individuals who focus on purpose tend to have better cognitive functioning and mental health as they age. It advocates developing a personal "well-being map" to holistically support internal elements like purpose, strengths, and emotions as well as external elements like work, family, and community.
The document discusses individual well-being and purpose. It provides research showing that exercising regularly and eating healthy can improve job performance. Additionally, having a sense of meaning and purpose in life is linked to greater happiness and life satisfaction. The document advocates developing a "well-being map" to holistically support internal elements like purpose, emotional health, and strengths as well as external elements like work, family, and community. The goal is to focus on living purposefully rather than solely pursuing happiness.
Self Spark Personal Development Session - Well-being ModuleLEAD the difference
The document discusses individual well-being and purpose. It provides research showing that exercising regularly and eating healthy can improve job performance. Additionally, having a sense of meaning and purpose in life is linked to greater happiness and life satisfaction. The document advocates developing a "well-being map" to holistically support internal elements like purpose, emotional health, and strengths as well as external elements like work, family, and community. The goal is to focus on living purposefully rather than solely pursuing happiness.
Manage and maintain small and meduim businessJaleto Sunkemo
The document discusses various aspects of work identification, allocation, and performance evaluation in organizations. It provides definitions of key terms like job description, job analysis, and performance measures. It also outlines the steps in developing an effective performance evaluation system, including creating evaluation forms, identifying performance metrics, setting feedback guidelines, and establishing disciplinary procedures. The overall purpose is to help employers properly assess employee contributions and ensure accountability through a structured evaluation process.
The document outlines an objectives and topics of a workshop on self-empowerment led by Dr. Prakash Ramakrishnan. The workshop aims to create self-awareness, develop empathy, sharpen communication skills, build teamwork, cope with stress and emotions, improve leadership skills, and form successful habits. Key topics that will be covered include identifying strengths and weaknesses, the Johari window model of self-awareness, empathy, effective communication techniques, team building, understanding and managing stress, emotional intelligence, and establishing daily rituals.
Description
This session will build especially on the Self-Leadership Pillar and how health and wellness can be expanded beyond low-risks and unhealthy behaviors. The overall objective of the session is to meld the information from session one into a fully functional organization, taking advantage of Shared Values Shared Results.
Learning Objectives:
1. The participants will see how current metrics of outliers today can be developed into the norm of tomorrow.
2. The participants will see how the concepts around Positive Health have developed and continue to develop
3. The participant will be able to list an advanced set of outcomes focus on measuring what matters.
This document discusses an Innermetrix Values Index assessment that measures seven dimensions of motivation: Aesthetic, Economic, Individualistic, Political, Altruistic, Regulatory, and Theoretical. It provides an overview of each dimension and explains that the assessment helps individuals understand their unique motivators and how to maximize their performance. The summary analyzes the respondent's scores across the seven dimensions.
Do People Resist Change March 2015 talk at the Association for Project Manage...Assentire Ltd
This document summarizes research into resistance to change from a leadership perspective. It discusses evidence that shows 70% of change initiatives fail and resistance is often cited as the top reason. The research was based on interviews with 16 change leaders from over 55 organizations. It identified 18 symptoms of resistance to change occurring in areas of relationships/culture, personal dynamics, group dynamics, communication, and change dynamics. The implications for leadership are that changes require addressing human motivation, management styles, interpersonal skills, and organizational culture and climate to be successful. The document advocates for an integrated leadership approach considering individual, group and organizational dynamics.
Organizational development (OD) aims to improve organizational effectiveness and health through planned interventions using behavioral science. Key aspects of OD include deliberately planned, organization-wide change efforts managed from the top that challenge the status quo through activities like reviewing processes, structures, and policies. OD was pioneered by Kurt Lewin and aims to promote organizational readiness for change through participative interventions.
The document provides information about an Innermetrix Values Index that measures seven dimensions of motivation: Aesthetic, Economic, Individualistic, Political, Altruistic, Regulatory, and Theoretical. It discusses how understanding one's motivations can help with self-awareness, performance, and pursuing the right opportunities. The report then analyzes an individual's scores on each of the seven dimensions.
Tuesday - Workstream 1 - OD Master class - Dominic Demolder - Aligning OD and business requirements to respond to the changing public sector service delivery landscape.
The document provides an overview of a book titled "Choosing Change" which discusses how to successfully lead change both personally and organizationally. It introduces the Five Ds model for change: Disruption, Desire, Discipline, Determination, and Development. The first part focuses on applying these concepts to yourself, including understanding how your brain responds to change and developing the motivation and discipline to change behaviors. The second part discusses how to integrate change into an organization through leadership and ongoing learning. The goal is to adapt to constant change in order to survive and thrive in today's business world.
The document provides an overview of the Living Smart program, which aims to empower participants to improve sustainability in their homes and communities. It discusses the partnership between organizations that developed the program. The 7-week course uses guest speakers, discussions, and coaching to provide sustainability tools and create a supportive learning environment.
Make Your Team More Productive Using Their Perspective!Nicole Payne
Teams are more than just a collection of individuals. For teams to be productive, they need to agree upon the values and principles that guide their work. Learn more about Life Orientations® (LIFO).
This document discusses diversity and globalization and their impact on human relations. It defines diversity as acknowledging differences among people with respect to attributes like age, class, race, gender, etc. It describes different forms of diversity in the workplace like age, religion, race/ethnicity, and disability. It also discusses the benefits and challenges of diversity, including increased adaptability but also potential resistance to change. The document then discusses globalization and how multinational corporations operate in multiple countries. It notes that globalization affects human relations by introducing new challenges around understanding different cultures and finding effective ways to interact across differences.
Walk The Talk Turning Organization’s Purpose and values into HabitSeta Wicaksana
In "The Four Keys to Becoming a Talent Magnet Organization," Pamela Stroko, Vice President, HCM Transformation at Oracle, states that "what distinguishes talent magnet organizations from everyone else is that first and foremost, they live their values."
They consult values such as trust/character, focus/priorities, engagement, and telling the truth, when making decisions.
Values are lived through talent processes because they touch everyone in the organization.
Values are the "who we are" and "what we aspire to become" and the talent practices and habits in the organization are the how.
Jan Montague - Lets make whole person wellness happen!RunwaySale
The document discusses the concept of whole-person wellness as presented by Jan Montague, President of Whole-Person Wellness. Whole-person wellness is described as a multidimensional approach that promotes positive health and quality of life across emotional, intellectual, physical, social, spiritual, and vocational dimensions. The document provides an overview of these dimensions and discusses concepts like behavior change stages, wellness drivers, and creating a personalized wellness plan. The overall goal is to make whole-person wellness a reality by taking an intentional and purposeful approach to well-being.
April 21, 2017
This Innermetrix Values Index is a combination of the research of Dr. Eduard Spranger and Gordon Allport into what drives and motivates an individual. The seven dimensions of value discovered between these two researchers help understand the reasons that drive an individual to utilize their talents in the unique way they do. This Values Index will help you understand my motivators and drivers and performance.
Brand has a balanced aesthetic drive that appreciates harmony without losing sight of practical concerns. They have a low economic drive and are less motivated by money, instead finding higher motivation in helping others. Brand has a high individualistic drive and is comfortable taking independent stances and risks with creative ideas. They have a very high political drive and are accountable, comfortable with leadership, and have a results-oriented approach to getting work done.
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50 million companies worldwide leverage WhatsApp as a key marketing channel. You may have considered adding it to your marketing mix, or probably already driving impressive conversions with WhatsApp.
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That's exactly what we explored in this session.
We take a look at everything that you need to know in order to deploy effective WhatsApp marketing strategies, and integrate it with your buyer journey in HubSpot. From technical requirements to innovative campaign strategies, to advanced campaign reporting - we discuss all that and more, to leverage WhatsApp for maximum impact. Check out more details about the event here https://events.hubspot.com/events/details/hubspot-new-delhi-presents-unlocking-whatsapp-marketing-with-hubspot-integrating-messaging-into-your-marketing-strategy/
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
SATTA MATKA SATTA FAST RESULT KALYAN TOP MATKA RESULT KALYAN SATTA MATKA FAST RESULT MILAN RATAN RAJDHANI MAIN BAZAR MATKA FAST TIPS RESULT MATKA CHART JODI CHART PANEL CHART FREE FIX GAME SATTAMATKA ! MATKA MOBI SATTA 143 spboss.in TOP NO1 RESULT FULL RATE MATKA ONLINE GAME PLAY BY APP SPBOSS
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Explore the details in our newly released product manual, which showcases NEWNTIDE's advanced heat pump technologies. Delve into our energy-efficient and eco-friendly solutions tailored for diverse global markets.
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...BBPMedia1
Nathalie zal delen hoe DEI en ESG een fundamentele rol kunnen spelen in je merkstrategie en je de juiste aansluiting kan creëren met je doelgroep. Door middel van voorbeelden en simpele handvatten toont ze hoe dit in jouw organisatie toegepast kan worden.
During the budget session of 2024-25, the finance minister, Nirmala Sitharaman, introduced the “solar Rooftop scheme,” also known as “PM Surya Ghar Muft Bijli Yojana.” It is a subsidy offered to those who wish to put up solar panels in their homes using domestic power systems. Additionally, adopting photovoltaic technology at home allows you to lower your monthly electricity expenses. Today in this blog we will talk all about what is the PM Surya Ghar Muft Bijli Yojana. How does it work? Who is eligible for this yojana and all the other things related to this scheme?
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Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
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To accompany “What is Well-being” Activity Handout
Pre-reading articles and general knowledge should support this exercise.
Presenter Note: ensure pause for reflection before diving into presentation/next slides
What ‘well-being in the workplace’ has meant during the past decade [create 1 slide]
On-site gyms and discount membership
Wellness assessment programs
Programs
Insurance incentives on exercise, tobacco cessation
Definition of Well-being [or do we start out with ‘what makes a human whole?’] [create 1 slide]
Our Research (clear references of where we got we have determined!)
introduce:
Internal Well-being- Health
External Well-being - Community
Human Value (allude to it or for 4 hour session only)
The link to demonstrating value, yields value
More than just ‘hands’ in a knowledge economy
Increasingly seek place to engage vs. just a job
Ref: http://www.astd.org/Publications/Magazines/TD/TD-Archive/2013/04/Intelligence-Employee-Health-a-Growing-Company-Concern?cm_mmc=bronto-_-email-_-marketing-_-zs-2013.04.16-cop-humancapital-newsletter-april&email=kori%40leadthedifference.com&utm_medium=email&utm_source=bronto&utm_campaign=zs-2013.04.16-cop-humancapital-newsletter-april
Clearly make case that individuals are motivated by different things. They are as leaders –can attest to the things that work and don’t work – can confirm that when they are not sleeping well, eating well, overweight, etc. they are less effective.
What do they need to create a more holistic approach to self? AND drive that approach?!
NOTE: this slide needs to also be printed as a handout for participants – goes with ACTIVITY #2
Resources: workandwellbeing.com, Delivering Happiness book (Zappos), Gallup Well-being book, Sodexo Quality of life per square inch, plus multiple points out of Lead The Difference Secondary Research Review on Well-being (2013)
These are the 5 components of development one’s well-being as a leader.
We will begin with Defining, and then around through to Growing.
There will be an exercise designed for each component of development.
[should this go before slide 5 ?. We start share it in slide 2, but get we don’t want to start of too formal there, but think after they initially reflect on what is well-being and you share past and present info the defining part is done? Really like this guide by the way]
To accompany “My Individual Well-being” Activity Handout
Pre-reading articles, presentation and general knowledge should support this exercise.
Presenter Note: ensure pause for reflection before diving into presentation/next slides
EUDIMONIC WELL-BEING. Reference: http://psychfaculty.gmu.edu/kashdan/publications/jrp_beinggood.pdf
Build case for valuing self, take care of self, then can show value and take care of others, then you can be your best, others can be their best. Not instead of good business focus but a compliment and accelerant to it. START from a place of eudiamonic well being, vs. feelings of happiness. Links well-being to purpose.
You are your ‘home’ for life, for leadership, from which all things you do are built from. Keeping your ‘home’ in repair helps to ensure you are able to do your role, to s upport othes. Your home is unique to you, only you know what you need to keep it up and when!
When I think of home I also think about my family that lives there and friends that visit.
Supported by a community of meaning/purpose/greater aspirations.
Where we are headed, starts with the INDIVIDUAL mapping out and designing his/her own blueprint – we cannot lead others from a holistic perspective if we are not leading ourselves holistically.
Introduce ‘human value’ and link to purpose
Generational elements, demands of workplace, connections while also virtual, meaning, purpose, movement – connect to the individual through their needs
Individual sense of purpose begins with leaders and managers so that they are then prepared to support and develop the individual employee’s sense of purpose. Then all individuals are able to better connect the organization’s purpose through their own.
[wonder if Activity 4, My Purpose and value, comes after this and before My individual Well-being roadmap? It seems to flow after this slide as it reflects on purpose and value that is introduce here? No? Just a thought. If so, we would have to update the Activities’ wording a bit to match]
To accompany “My Purpose & Contribution” Activity Handout
Pre-reading articles, presentation and general knowledge should support this exercise.
Presenter Note: ensure pause for reflection before diving into presentation/next slides
Research based: trends, societal needs, generational differences,
Ref: http://www.multivu.com/players/English/59261-sodexo-workplace-trends-2013/flexSwf/impAsset/document/b910d33e-34af-45ae-b1fb-3f35e38a0bd5.pdf
We spend the bulk of our adult life at work or working
We all agree we are managing and leading in a knowledge economy – one that is engaged through clear expectations, recognition and association with the company mission. However, this is not insufficient in a world that is increasingly aware that motivation through the ‘carrot and stick’ or incentive based approaches really haven’t ever worked (Pink 2009) [brief note about the caveat that w/ repetitive, simple tasks it can be appropriate?] We as humans are motivated in a behavioral economy where motivation comes from things being interesting, challenging and absorbing. This is crucial for creativity. Innovation comes from creativity, engagement, and challenges in customer associated needs.
Employee driven – individualized – leader drives own well-being as a role model and then supports employee taking own self into planning and results.
we are not clear about what this means since we are ‘doing unto’ vs. with or in support of one’s chose path
More than just ‘hands’ in a knowledge economy
Increasingly seek place to engage vs. just a job
what is a leaders job? Not manager but actual leader? You can still have command w/o being controlling?
We live in a world of getting by vs. one that accepts a culture of happiness and its links to productivity and overall well-being.
75% of workers are actively looking for or open to leaving their current employer JobVite 2012.
Stress will be the greatest concern of the next decade for our workplaces. Humana CEO, Dec 2012 Presentation to Net Impact National organization webinar
They are increasingly seeking more purpose-based opportunities where they can contribute in meaningful ways. Especially the Millennial or GenY generation – 75% believe it is ther responsibility to make the world a better place. A job that does not align with that mission and purpose will frequently not be an option.
To accompany “My Well-being Roadmap” Activity Handout
Pre-reading articles, presentation and general knowledge should support this exercise.
Presenter Note: ensure pause for reflection before diving into presentation/next slides
Whole Human Leadership - while followers look to leaders for direction, they gain more from working froma sense of purpose and individual meaning.
How can leders show the vision and the way and still empower individual purpose and well-being?
Ref: http://sloanreview.mit.edu/article/finding-meaning-in-the-organization/
A Foundation of Well-being Individualized
Organization and leaders truly value humans when they care about and support needs beyond the brain
Integration for short and long term
LEADING OTHERS, SUPPORTING WELL-BEING IN PRACTICE
Summary – ‘here is well-being’ our definition, their work as a foundation of leadership self.
CHALLENGE WHAT LEADERSHIP WITH WELL-BEING LOOKS LIKE – MAYBE DESCRIBE THE ENVIRONMENT
EMPOWERMENT, ACCOUNTABILITY, SUPPORT, CREATIVITY, HAPPINESS, ALL COMING FROM LEADERSHIP EMULATING WELL-BEING FROM SELF, ETC.
Tee up an INTEGRATED leadership lens. Is it just well-being? What does Well-being support or is supported by?
How do the humans who are ‘well’ contribute, are measured, lead the org through change and innovation?
To accompany “My Human Value Canvas” Activity Handout
Pre-reading articles, presentation and general knowledge should support this exercise.
Presenter Note: ensure pause for reflection before diving into presentation/next slides
Human Value Realized Canvas: building a whole human map
Well-being
Talent: Strengths and leadership talent of team; Develop, Leadership readiness
Performance: How objective? How do you know? How meaningful to individuals? How autonomous?
Agility: Internal Resources: Support - culture, technology; External: Structure – systems, workspace
CLOSING (2 MINUTES)
Why does it all matter
Individualize vs. standardize
Empowerment
Relevance yields Behavior Change and Engagement
individuals are at the center – that human value becomes a strategic imperative.
DNA
The LEADERSHIP IMPERATIVE is to build a standard strategy and support system that allows for individualized well-being. This system should convey the benefits of this individualized support system for both the individual and the organization/mission/objectives. These should be quantified through clear metrics of improved productivity, performance, quality, innovation, employment branding and retention.