It is often said that people join a company but leave a boss. A boss is an important element of your worklife.
This book offers insights on the type of bosses at the workplace and what change is needed in your attitude and behavior to make the relationship work.
Leadership Development Program Powerpoint Presentation SlidesSlideTeam
“You can download this product from SlideTeam.net”
Create efficiencies to deliver better results using the Leadership Development Program Powerpoint Presentation Slides. Highlight the elements of a successful leadership training program by utilizing leadership development program PPT visuals. Also, mention the aims of leadership training. Discuss the strategies to promote leadership in the workplace by utilizing succession planning PPT visuals. The market leadership, client engagement, and business accountability can be discussed with this succession planning PowerPoint layouts. Showcase the stages of learning such as concrete experience, observation, and reflection, forming abstract concepts. Utilize the leadership development PPT slideshow to showcase how good leadership is essential in order to improve quality across the organization. Discuss how power and politics influence organizational leadership. Highlight essential leadership skills such as problem-solving and decision making, communications, handling conflicts, etc. Thus, focus on the organization’s future and vision by downloading our ready to use leadership training program PPT Presentation. https://bit.ly/3AQG87U
From Peer to Leader: How to Develop Your First-Time ManagersBizLibrary
The transition from individual contributor to manager can be a daunting task. A survey by CEB, now Gartner, revealed that more than 50% of new managers fail. Balancing new responsibilities while learning how to lead former peers is a common challenge that most first-time managers struggle to overcome.
During this webinar, Learning & Development Manager Libby Mullen will discuss this challenge and five others that new managers face. She’ll explain why management training is a crucial element to success as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
Key takeaways:
Identify key strengths and improve weaknesses of first-time managers
Improve the relationship of new managers and their employees through emotional intelligence development and coaching techniques
Create a training plan that builds confidence and increases productivity for your new managers
How to make a world of difference in a challenging world. It starts with a big enough reason to lead, then a reviewing and reorganising of our mindset, engaging team commitment through effective communications, and inspiring your followers to step up with excitement. It\'s not easy - and yet it\'s worth the effort.
I created this presentation for a class on leadership skills. I have a workbook to go along with this class. Contact me if you are interested. This is part 1 of 2 day class.
Leadership Development Program Powerpoint Presentation SlidesSlideTeam
“You can download this product from SlideTeam.net”
Create efficiencies to deliver better results using the Leadership Development Program Powerpoint Presentation Slides. Highlight the elements of a successful leadership training program by utilizing leadership development program PPT visuals. Also, mention the aims of leadership training. Discuss the strategies to promote leadership in the workplace by utilizing succession planning PPT visuals. The market leadership, client engagement, and business accountability can be discussed with this succession planning PowerPoint layouts. Showcase the stages of learning such as concrete experience, observation, and reflection, forming abstract concepts. Utilize the leadership development PPT slideshow to showcase how good leadership is essential in order to improve quality across the organization. Discuss how power and politics influence organizational leadership. Highlight essential leadership skills such as problem-solving and decision making, communications, handling conflicts, etc. Thus, focus on the organization’s future and vision by downloading our ready to use leadership training program PPT Presentation. https://bit.ly/3AQG87U
From Peer to Leader: How to Develop Your First-Time ManagersBizLibrary
The transition from individual contributor to manager can be a daunting task. A survey by CEB, now Gartner, revealed that more than 50% of new managers fail. Balancing new responsibilities while learning how to lead former peers is a common challenge that most first-time managers struggle to overcome.
During this webinar, Learning & Development Manager Libby Mullen will discuss this challenge and five others that new managers face. She’ll explain why management training is a crucial element to success as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
Key takeaways:
Identify key strengths and improve weaknesses of first-time managers
Improve the relationship of new managers and their employees through emotional intelligence development and coaching techniques
Create a training plan that builds confidence and increases productivity for your new managers
How to make a world of difference in a challenging world. It starts with a big enough reason to lead, then a reviewing and reorganising of our mindset, engaging team commitment through effective communications, and inspiring your followers to step up with excitement. It\'s not easy - and yet it\'s worth the effort.
I created this presentation for a class on leadership skills. I have a workbook to go along with this class. Contact me if you are interested. This is part 1 of 2 day class.
In this webinar delivered for the IIC&M Bettina Pickering explains why coaches are in effect leaders, and leaders should adopt a coaching style.
She covers the
- key qualities that great coaches and leaders have in common
- 3 core coaching/leadership qualities with practical examples drawn from her research of interviewing/surveying 30 coaches globally
- self-leadership and a process to develop each quality further
Clay Hutson created this slideshow presentation based on the article he wrote for ClayHutson.net where he gives tips to managers and leaders on how to motivate your team. To read the original article in its entirety, please visit https://clayhutson.net/tips-on-how-to-motivate-your-team/
Leader vs Boss: 12 Delineating Characteristics of a LeaderKris Fannin
After working with thousands of leaders, these are the 12 greatest defining characteristics of a leader in the boss vs leader debate. It all comes down to mindset.
Making a successful transition from individual contributor to manager nov. ...michellebaker
This presentation was included in the November 2014 professional development session for Ball State University - "Making a Successful Transition from Individual Contributor to Manager"
Management and Leadership Training PresentationFelcotech
This material is an extract from the just concluded leadership and management training conducted by Felix Ugokpa, CAPM through the EGTL HR Professionals in Escravos, Nigeria. February, 2012
Essential Leadership Skills - Presentation by AJ Yilmaz, Executive Director, American College of Nutrition & CEO, Target Action presented to Tampa/St Petersburg section of ASQ on Feb 9, 2009.
16 Simple Ways to Help First-Time Managers SucceedJhana
Great managers aren't born; they're taught. Ineffective managers lead to all kinds of expensive problems, including high turnover, low morale, poor company performance.
The good news is that the solution to this problem is simple. Designed for HR leaders in tech, this free reference guide contains 16 simple ways to help first-time managers learn how to be effective managers. You'll learn:
- Why good managers are critical to your company's success.
- 16 actionable ideas you can use to help your first-time managers today.
- Real-world examples and tips to implement manager development.
The Future of Corporate Learning - Ten Disruptive TrendsJosh Bersin
The corporate learning market is exploding with change, growth, and disruption. This detailed presentation discusses our findings and perspectives on all the changes taking place.
Taking Ownership – How to Create a Culture of Accountability in the WorkplaceXenium HR
Want to see your organization reach its full potential? It starts with accountability. Everyone—from manager to intern—has to take ownership of their work. So how do you make it happen? In this webinar we break down the best ways to instill accountability in managers and employees, tactics for reinforcing an accountable company culture, and strategies for building effective, accountable teams.
+ 10 Leadership Tools >>> https://lnkd.in/dfhe4rg
Leadership presentation, illustrated and documented.
Sources, references and bibliography mentioned in the scope of the presentation.
This document is essentially created to understand the different behaviours of Indian Bosses in different situations.
There are thousands of international corporations operating in India and more than a million Indian expats working around the world in managerial positions.
Sooner or later, there can be a situation where you start reporting to one. So, it is important to understand “Do’s and Don’ts” with your Indian Boss.
This document helps you to understand the key cultural and behavioural aspects of typical Indian Bosses.
In this webinar delivered for the IIC&M Bettina Pickering explains why coaches are in effect leaders, and leaders should adopt a coaching style.
She covers the
- key qualities that great coaches and leaders have in common
- 3 core coaching/leadership qualities with practical examples drawn from her research of interviewing/surveying 30 coaches globally
- self-leadership and a process to develop each quality further
Clay Hutson created this slideshow presentation based on the article he wrote for ClayHutson.net where he gives tips to managers and leaders on how to motivate your team. To read the original article in its entirety, please visit https://clayhutson.net/tips-on-how-to-motivate-your-team/
Leader vs Boss: 12 Delineating Characteristics of a LeaderKris Fannin
After working with thousands of leaders, these are the 12 greatest defining characteristics of a leader in the boss vs leader debate. It all comes down to mindset.
Making a successful transition from individual contributor to manager nov. ...michellebaker
This presentation was included in the November 2014 professional development session for Ball State University - "Making a Successful Transition from Individual Contributor to Manager"
Management and Leadership Training PresentationFelcotech
This material is an extract from the just concluded leadership and management training conducted by Felix Ugokpa, CAPM through the EGTL HR Professionals in Escravos, Nigeria. February, 2012
Essential Leadership Skills - Presentation by AJ Yilmaz, Executive Director, American College of Nutrition & CEO, Target Action presented to Tampa/St Petersburg section of ASQ on Feb 9, 2009.
16 Simple Ways to Help First-Time Managers SucceedJhana
Great managers aren't born; they're taught. Ineffective managers lead to all kinds of expensive problems, including high turnover, low morale, poor company performance.
The good news is that the solution to this problem is simple. Designed for HR leaders in tech, this free reference guide contains 16 simple ways to help first-time managers learn how to be effective managers. You'll learn:
- Why good managers are critical to your company's success.
- 16 actionable ideas you can use to help your first-time managers today.
- Real-world examples and tips to implement manager development.
The Future of Corporate Learning - Ten Disruptive TrendsJosh Bersin
The corporate learning market is exploding with change, growth, and disruption. This detailed presentation discusses our findings and perspectives on all the changes taking place.
Taking Ownership – How to Create a Culture of Accountability in the WorkplaceXenium HR
Want to see your organization reach its full potential? It starts with accountability. Everyone—from manager to intern—has to take ownership of their work. So how do you make it happen? In this webinar we break down the best ways to instill accountability in managers and employees, tactics for reinforcing an accountable company culture, and strategies for building effective, accountable teams.
+ 10 Leadership Tools >>> https://lnkd.in/dfhe4rg
Leadership presentation, illustrated and documented.
Sources, references and bibliography mentioned in the scope of the presentation.
This document is essentially created to understand the different behaviours of Indian Bosses in different situations.
There are thousands of international corporations operating in India and more than a million Indian expats working around the world in managerial positions.
Sooner or later, there can be a situation where you start reporting to one. So, it is important to understand “Do’s and Don’ts” with your Indian Boss.
This document helps you to understand the key cultural and behavioural aspects of typical Indian Bosses.
Shankar , our GC brought this book to my attention.
This is a book written by a former GE GC. Many people believe that high performance and high integrity cannot co- exist. The author Ben Heineman systematically shows us how it should be done laying great emphasis on the CEO and those who lead teams.
This great company trusts each and every one of us to do the right thing, every moment, every day. I have enormous faith that you will build a high integrity –hi performance culture, both are important.
Alfred Sloan ran general Motors one hundred years ago.
Peter Drucker was invited to write about GM and wrote The Concept of the corporation.
That book which I read two decades ago, gave me my first read of Mr Sloan. He was the first true General manager. I have been a great admirer of Sloan and what he did in marketing and management. A friend of mine sent me this book, it summarises Sloan’s style and philosophy on management.
Sloan was labelled the manager’s manager, you can see why!
Over the past year, we featured the wittiest, most contentious and most insightful sound bites on global development in our publications and posted them on our social media channels. You’ve liked and shared them on Facebook; on that basis, and along with our own favorites, we compiled the 15 most memorable Devex Quotables of 2012.
BOOK SUMMARY OF: Alfred Sloan\'s My Years With General Motorsrrsagar
You have seen the decline of GM. But are you familiar with its rise? General Motors was the company that invented the phrase \'professional management\'. The co on which Peter Drucker wrote his book on Corporations. The one book to be read on management, acc to Bill Gates. Now in a summary by Ravi Raj Sagar.
How to Spot a Bad Boss During an InterviewLucas Group
We all have fears of taking on a new role and having a horrible boss. However, there are several ways to spot a bad boss during an interview to ensure you’re making the right move.
In politics, business, and education, individuals need to be held .docxbradburgess22840
In politics, business, and education, individuals need to be held accountable for their actions. Unfortunately, too many people do not know what it means to be accountable. This chapter discusses the concepts of accountability and workplace relationships. The concepts of empowerment, responsibility, and accountability are all about personal choices. These personal choices not only impact how successfully you will perform at work but have a tremendous impact on workplace relationships.
In chapter 5 we discussed power bases and how workplace power affects politics and ethical behavior. Employees in the workplace have power. Unfortunately, many people in the workplace do not use their power appropriately or at all. As companies place an increased focus on quality and performance, correct decision making by employees becomes more and more important.
Empowerment is pushing power and decision making to the individuals who are closest to the customer in an effort to increase quality, customer satisfaction, and, ultimately, profits. The foundation of this basic management concept means that if employees feel they are making a direct contribution to a company's activities, they will perform better. This will then increase quality and customer satisfaction.
Consider the case of a manager for a retail customer service counter telling his employee to make the customer happy. The manager feels he has empowered his employee. However, the next day, the manager walks by the employee's counter and notices that the employee has given customers refunds for their returns, even when the return did not warrant a refund. The boss immediately disciplines the employee for poor performance. Didn't the employee do exactly what the manager asked the employee to do? Did the manager truly empower his employee? The answer is no. Telling someone to do something is different than showing someone the correct behavior. The employee interpreted the phrase "make the customer happy" differently from the manager's intention. The proper way for the manager to have empowered the employee would have been to discuss the company's return policies, role-play various customer scenarios, and then monitor the employee's performance. If or when the employee made errors through the training process, the wrong behavior should have been immediately corrected while good performance should have immediately received positive reinforcement.
When you, as an employee, demonstrate a willingness to learn, you have taken responsibility. Responsibility is accepting the power that is being given to you. If you are not being responsible, you are not fully utilizing power that has been entrusted to you. The concept of empowerment and responsibility is useless without accountability. Accountability means that you will report back to whoever gave you the power to carry out that responsibility. Employees at all levels of an organization are accountable to each other, their bosses, their customers, and the com.
This article, while in some ways aimed at those who have recently graduated from college or are about to, takes a look at job satisfaction that anyone exploring the concept for the first time should find useful. Some people are able to live their entire lives whilst being able to tolerate a miserable existence at work. Yet it seems as though more and more people are fed-up with having to live such a duality...rather, they want to feel satisfied and fulfilled with their work.
While it's nice to see the depersonalisation and mechanisation of labor that has occurred over the past 100+ years is being in the real world...where do we draw the lines here? At some point you have to just say "work is work" and march along so you can pay your bills each month, right?
Well...Yes. But much more importantly, no. Regardless of if you're currently unemployed or currently working a job that you hate, at the very least there's a better way of looking at things. And more than likely, there's probably a more satisfying way of doing them.
21 Defense AT&L March-April 2007Turk is an independent ma.docxdomenicacullison
21 Defense AT&L: March-April 2007
Turk is an independent management consultant. He is a retired Air Force lieutenant colonel and defense contractor. He has supported information
technology projects, policy development and strategic planning projects for DoD, other federal agencies, and non-profit organizations. He is a frequent
contributor to Defense AT&L.
M A N A G E M E N T
The Art of Managing Up
Wayne Turk
A
bout 45 years ago, a satirical play (later a movie)
called How to Succeed in Business Without Re-
ally Trying opened on Broadway. It offered a
method of moving up in the executive suite that
included a little murder and a lot of mishap.
There are better ways (even if you do have a boss you’ve
fantasized about murdering). One of those methods is
managing up. According to Thomas Zuber and Erika James,
“managing up is the process of consciously working with
your boss to obtain the best possible results for you, your
boss, and your organization. This is not political maneu-
vering or kissing up. Rather, it is a deliberate effort to bring
understanding and cooperation to a relationship between
individuals who often have different perspectives.”
Management or Manipulation?
Managing up or managing the boss sounds good in the-
ory, but isn’t it just another term for manipulating the
boss or being the boss’s toady? No! Managing the boss is
a way to have a win-win-win situation where everyone,
including the organization and project, wins. Failure to
manage the boss can result in misunderstandings about
expectations and cause wasted time and effort on tasks
not in line with organizational goals or the project’s needs.
And looking at it from a purely self-serving perspective,
career progress rarely happens if you don’t manage your
boss successfully.
Team member, project manager, or program manager—
you have a boss, or in most cases, multiple bosses. You
have to worry about those bosses and their needs. Hav-
ing more than one boss makes work more difficult be-
cause you have to consider the needs or preferences of
each of them. But it’s still doable.
If you are a manager at any level, you have to think about
managing both up and down. Some managers pay at-
tention to managing either their own bosses or those peo-
ple who report to them. It is the managers who only man-
age up who give managing the boss a less-than-stellar
reputation. They appear to be the suck-ups or toadies;
subordinates assume they don’t care about them and
may withhold their respect or slack off in their work. On
the other hand, the ones who only manage down can’t
advocate for their team or gain buy-ins for the project’s
endeavors from those up the chain. Successful managers
pay attention to managing both directions and commu-
nicating with their peers.
In this article, I will deal with managing up. If you are cu-
rious about successfully managing down, see “10 Rules
for Success as a Manager” (Defense AT&L, August-Sep-
tember 2004).
Guidelines for Managing Up
Commu.
21 Defense AT&L March-April 2007Turk is an independent ma.docxjesusamckone
21 Defense AT&L: March-April 2007
Turk is an independent management consultant. He is a retired Air Force lieutenant colonel and defense contractor. He has supported information
technology projects, policy development and strategic planning projects for DoD, other federal agencies, and non-profit organizations. He is a frequent
contributor to Defense AT&L.
M A N A G E M E N T
The Art of Managing Up
Wayne Turk
A
bout 45 years ago, a satirical play (later a movie)
called How to Succeed in Business Without Re-
ally Trying opened on Broadway. It offered a
method of moving up in the executive suite that
included a little murder and a lot of mishap.
There are better ways (even if you do have a boss you’ve
fantasized about murdering). One of those methods is
managing up. According to Thomas Zuber and Erika James,
“managing up is the process of consciously working with
your boss to obtain the best possible results for you, your
boss, and your organization. This is not political maneu-
vering or kissing up. Rather, it is a deliberate effort to bring
understanding and cooperation to a relationship between
individuals who often have different perspectives.”
Management or Manipulation?
Managing up or managing the boss sounds good in the-
ory, but isn’t it just another term for manipulating the
boss or being the boss’s toady? No! Managing the boss is
a way to have a win-win-win situation where everyone,
including the organization and project, wins. Failure to
manage the boss can result in misunderstandings about
expectations and cause wasted time and effort on tasks
not in line with organizational goals or the project’s needs.
And looking at it from a purely self-serving perspective,
career progress rarely happens if you don’t manage your
boss successfully.
Team member, project manager, or program manager—
you have a boss, or in most cases, multiple bosses. You
have to worry about those bosses and their needs. Hav-
ing more than one boss makes work more difficult be-
cause you have to consider the needs or preferences of
each of them. But it’s still doable.
If you are a manager at any level, you have to think about
managing both up and down. Some managers pay at-
tention to managing either their own bosses or those peo-
ple who report to them. It is the managers who only man-
age up who give managing the boss a less-than-stellar
reputation. They appear to be the suck-ups or toadies;
subordinates assume they don’t care about them and
may withhold their respect or slack off in their work. On
the other hand, the ones who only manage down can’t
advocate for their team or gain buy-ins for the project’s
endeavors from those up the chain. Successful managers
pay attention to managing both directions and commu-
nicating with their peers.
In this article, I will deal with managing up. If you are cu-
rious about successfully managing down, see “10 Rules
for Success as a Manager” (Defense AT&L, August-Sep-
tember 2004).
Guidelines for Managing Up
Commu.
Frequently poor performing employees are put on a performance improvement plan (PIP) but how many bosses do employees put on a PIP? I am going to recommend that you think of a ninety-day improvement plan for your boss. Yes, a private ninety-day performance improvement plan, for you to see if your boss can be changed and or have the self-awareness of what he/she is not doing well or doing that is toxic.
7 tips on developing a positive relationship with a new managerCobalt Recruitment
When joining a new organisation, it is beneficial to invest into your relationship with your manager. Here are a few pointers on how to go about this from Christopher Mackenzie, MD at Cobalt Recruitment.
Got a Toxic Boss? What should YOU do?
Frequently poor performing employees are put on a performance improvement plan (PIP) but how many bosses do employees put on a PIP? I am going to recommend that you think of a ninety-day improvement plan for your boss. Yes, a private ninety-day performance improvement plan, for you to see if your boss can be changed and or have the self-awareness of what he/she is not doing well or doing that is toxic.
Similar to What your Boss really wants from you (20)
This is a book on marketing and how we need to replace the numbers and quant with heart. In whatever we do with the consumer. This is about rethinking your business and reinventing your brand and marketing. Written by Bernadette Jiwa, it is worth a reflection on brands.
Here’s a new book by the noted consultant and professor – Mr. Ram Charan. It’s a great book on how leaders and companies need to develop a new mindset in the face of relentless change and structural uncertainities.
The Indian retail landscape has changed over the last twenty years with the advent of modern trade. Damodar Mall has worked in D Mart, Big bazaar and now is the CEO of Reliance Retail.
This is an insightful book about the changes that he has seen.
Warren Bennis is the guru on leadership. He has written many books and taught at many reputed universities. This memoir was written when he was 85. Warren Bennis was the second Director at IIM Calcutta in 1962
Here’s a book that talks about the importance of noticing things and trends in a company.
It talks of how leaders can encourage the power of noticing by asking the right questions and probing better.
Here’s a book summary on the changing nature of the employer-employee relationship.
It suggests a different way of thinking about this relationship – make it an Alliance.
The Conference board has just put out a report on the FUTURE INDIA BUSINESS LEADER. Here is a summary of the report. It makes interesting points for future leaders and how we develop them.
Sonny Iqbal of Egon Zehnder sent me this wonderful book by Claudio Fernandez Araoz. This is about leadership, it is about hiring great people, it is about figuring out what to look for in great candidates.
The book offers some simple but effective tips on how this can be done.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
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Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
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1. What your boss really wants
from you
15 Insights to Improve your
relationship
Steve Arneson
2. Steve Arneson is an executive
coach and he draws the insights
for this book both from the people
he coaches and also talking to the
bosses.
Steve worked for PepsiCo and Yum
and is rated as one of the top 100
thought leaders on leadership.
3. Your relationship with your boss is
a necessary relationship. Your
boss is the most important person
in your work life.
4. A lot of people fall into the ‘victim
mode’ when it comes to the boss.
They blame the boss for all their
failings. These people create a
story of the boss that fits their
world view and this story never
reflects reality.
5. We remember bosses who had
significant impact on our careers
and performance.
6. If you do a role for 2-3 years, it is
likely you will have at least 15 to
20 bosses in your career. So, you
must invest to understand your
boss better.
7. Good bosses typically have your
interests at heart, they want to
develop you and are comfortable
with you being a star and
presenting and getting credit for
good work. They push you to be
seen on stage.
8. The best boss story has many
dimensions : good direction,
empowerment, feedback(positive
and challenging),recognition, a
mentoring relationship, and
opportunities to grow and
develop.
9. The worst boss dimensions are :
poor delegation, insecurity, hiding
information, no recognition, no
feedback, unwilling to share the
stage, hogs all the limelight in any
setting, no empowerment.
10. Study your boss
1. When is he/she most approachable?
2. What is his/her preferred management style?
3. What behaviors does he/she reward?
4. What is he trying to accomplish in this role?
5. What is he/she worried about?
6. What is his/her reputation in the company?
7. Whom does he/she respect?
8. Where is his/her influence?
9. What is his/her relationship with his/her bosses?
10. What is his/her primary motivation?
11. How much can you challenge your
boss in group meetings. Very few
bosses take candor in a meeting.
Value those bosses, you will get
one in your career of 20 bosses
like that. It takes guts to accept
the truth.
12. Know your boss’s preferred style
of keeping up to speed ,how he
works and how you can fit your
style with his.
13. What is your boss’s truth on time?
Is he punctual, does he value
things to start and end on time. If
a boss in unpunctual, it is difficult
to manage him/her because
everything gets held up. A good
boss gives his people
predictability by being on time.
14. If you have a good boss, he will
have an agenda, an agenda of
what he is trying to achieve at the
workplace with team, with
culture, with results and with the
partners.
15. All bosses are worried about
something. Do you know what
your boss is worried about?
16. Your boss’s priorities are the most
important signal of what he wants
from you. If you don’t know your
boss’s priorities, please study how
he spends his time, that will give
you enough evidence of his
priorities.
17. If you want to know your boss’s
reputation , look at him closely. Are
people comfortable with him in
meetings, do they look forward to the
interaction with hope, pay attention
to how he talks about others, how he
talks about failures, these all point to
integrity and reputation.
18. If he respects people who
challenge the status quo, then he
is giving you enough opportunity
to push back but take it forward
with an answer.
19. Make a list of the qualities your
boss respects. You will see this
play out consistently.
20. On a single page ,plot the
relationships of your boss with
people in the orgn, people outside
, etc. In that list see how you can
participate and play out.
21. Reputation is about how people
see your boss and influence is
about how he gets things done.
22. What is his relationship with his
bosses, is there respect for his
work ethic, his conduct? They are
critical if you need to benefit from
him.
23. There are a number of common
boss motives – job security, career
advancement, money, risk
aversion, results, wanting to build
something that lasts, desire to be
popular, desire to do the right
thing.
24. One of the best ways to determine
what your boss really wants from
you is to look at the relationship
from his/her point of view.
25. How does your boss see you?
• What does he/she value about you?
• How vital are you to his/her mission?
• Where does he/she think you need to
improve?
• How does she/he talk about you to others?
• What is her/his history with you?
26. Write down the qualities of an
ideal employee that your boss
looks for and measure yourself
versus that list. That will give you
clues to manage yourself.
27. Always look at how the
relationship with the boss started,
how it evolved and where it is
now.
28. The most important adjustment
you need to make is in your
attitude towards the boss.
29. Your attitude towards your boss is
an open book, people sense it in
your body language, your tone of
voice, your facial expressions and
your body language.
31. Building better relationships with the boss.
Development Oppty Attitude adjustments Visible behaviors
Aligning and sharing
the boss’s objectives
Look at your own style and
insecurities.
Build trust with the boss by being
open and truthful
Support the boss and his plan
Stop endless debates
Align with the work
Demonstrate that you are
fully on board
Move the relationship
to a better future
Stop creating the wrong story
about your boss
Improving the relationship is 51 %
my responsibility
Others notice my attitude towards
the boss, I need to be conscious.
Stop complaining abut the
boss
Get to know the boss on a
personal level
Tell the boss your true
feelings
Become a positive
supporter
My success is tied to his/hers. I
cannot be successful without
his/her success.
Spend time with the boss in
non pressure situations
Give him both positive and
balanced feedback.
Be public in your support
and not superficial.
32. The 4 common poor boss profiles
are : 1. the insecure boss, 2. the
ego driven boss, 3. The control
freak boss, 4. The personal career
focused boss.
33. You have the responsibility of
building the right positive
equation with your boss, Go for it.