This document outlines the agenda and content for a Promising Leaders Program on thriving in an organizational setting. The agenda includes sessions on interpersonal skills like communication and feedback; professional development like goal-setting; and coaching. Key topics covered are creating strong first impressions, maximizing on-the-job learning, and establishing the link between school and work. The program aims to provide interns tools and guidance for professional success through coaching, evaluations, and advice from experienced leaders.
Agile soft skills suitecase - iad 2011Fabio Armani
An Agile soft-skill suite case: set of values, principles and practices for agile and lean coaching.
During this presentation will be described and discussed a large set of agile coaching skills.
Learning Objective: Examine techniques that help evaluate employee value
The job is going great, and you really enjoy the work you are doing. The next step is the performance review and salary increase. You don’t want to ask for something unreasonable, yet you want to be awarded what is practical and fair for the job. Negotiating is a routine part of daily life and leadership, and approaching it with confidence and skill continually signals that you know your worth. This session will help you to understand your value to your company and to develop a plan to justify the value that you bring to your company. Join us to discuss strategies and techniques that can help you determine your worth and justify your assessment of your value to your company.
At the end of this seminar, participants will be able to:
a. Quantify their bottom-line contribution to their organization.
b. Develop techniques that will ensure optimal performance that justifies a salary review.
c. Identify methods for facilitating a discussion on fair compensation for both the employee and company.
d. Outline a plan to negotiate a salary increase.
Learning Objective: Explore methods that help participants to focus on and improve leadership habits
In order to achieve innovative results, we need leaders who aren’t afraid to think and lead differently. Successful leaders know that lesson all too well and discern that their high-demand positions mean nothing without the ability to influence others to believe in their mission. So what’s their secret to successfully reaching the top? They must start with putting themselves at the top in their minds. Women have to begin with “I’m going to be the CEO.” The next step is to understand that you need to go out there and become that person. This seminar aims to inspire and empower women across the world to take on leadership roles, to lead change with more conviction and confidence, and to improve our workplaces and communities for all. By offering more complex understandings of issues related to professional women and work, we will help you increase self-knowledge about your own values and vision as well as enhance your capabilities as a leader.
At the end of this seminar, participants will be able to:
a. Outline career success for the individual.
b. Identify leadership goals and aspirations.
c. Outline what organizations can do to provide women with opportunities for leadership.
d. Identify ways to inspire and empower women to engage and lead with conviction and confidence.
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.
Agile soft skills suitecase - iad 2011Fabio Armani
An Agile soft-skill suite case: set of values, principles and practices for agile and lean coaching.
During this presentation will be described and discussed a large set of agile coaching skills.
Learning Objective: Examine techniques that help evaluate employee value
The job is going great, and you really enjoy the work you are doing. The next step is the performance review and salary increase. You don’t want to ask for something unreasonable, yet you want to be awarded what is practical and fair for the job. Negotiating is a routine part of daily life and leadership, and approaching it with confidence and skill continually signals that you know your worth. This session will help you to understand your value to your company and to develop a plan to justify the value that you bring to your company. Join us to discuss strategies and techniques that can help you determine your worth and justify your assessment of your value to your company.
At the end of this seminar, participants will be able to:
a. Quantify their bottom-line contribution to their organization.
b. Develop techniques that will ensure optimal performance that justifies a salary review.
c. Identify methods for facilitating a discussion on fair compensation for both the employee and company.
d. Outline a plan to negotiate a salary increase.
Learning Objective: Explore methods that help participants to focus on and improve leadership habits
In order to achieve innovative results, we need leaders who aren’t afraid to think and lead differently. Successful leaders know that lesson all too well and discern that their high-demand positions mean nothing without the ability to influence others to believe in their mission. So what’s their secret to successfully reaching the top? They must start with putting themselves at the top in their minds. Women have to begin with “I’m going to be the CEO.” The next step is to understand that you need to go out there and become that person. This seminar aims to inspire and empower women across the world to take on leadership roles, to lead change with more conviction and confidence, and to improve our workplaces and communities for all. By offering more complex understandings of issues related to professional women and work, we will help you increase self-knowledge about your own values and vision as well as enhance your capabilities as a leader.
At the end of this seminar, participants will be able to:
a. Outline career success for the individual.
b. Identify leadership goals and aspirations.
c. Outline what organizations can do to provide women with opportunities for leadership.
d. Identify ways to inspire and empower women to engage and lead with conviction and confidence.
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.
Learning Objective: Examine the elements to constructing superior resumes
Having an efficient and strong resume will greatly improve your chances of landing that dream job and starting your career on the right foot. Creating the perfect resume takes practice and skill. You want to make sure that your resume stands out above the rest without overdoing it. How does one make sure that his or her resume is top notch and bullet proof? This seminar will give you the scoop on creating the standout resume that will get you your next interview. We will discuss tips such as determining what your resume’s purpose is, supporting your strengths, using appropriate keywords, the benefits of proofreading and bullet points, and proper font usage.
At the end of this seminar, participants will be able to:
a. Identify the purpose of a solidly effective resume.
b. Discern between good and bad resumes.
c. Analyze the resume factors that recruiters identify to disregard some resumes.
d. Identify the attributes of resumes that get on the interview schedule.
Workforce diversity, historically, is associated with social and economic advancement movements for people of color that originated in America and has become a global initiative over the past 50 years. The critics of workforce diversity often cite Affirmative Action rhetoric and its associated workforce discrepancies against the majority culture.
However, more progressive and strategic thoughts about workforce diversity have evolved over the past 10 years to reflect on the organization value of diversity in the workplace and its ability to increase innovation, competitive advantage and speed to market for its early adopters.
This seminar will offer a qualitative assessment of workforce diversity and examine its business value to organizations that decide on a committed diversity initiative and execution plan.
What will seminar participants learn from this seminar? Seminar participants will:
a. explore qualitative relevant factors that provide insight into the value of workforce diversity to organizational business objectives.
b. learn how qualitative assessments provide insights into the interpretation of quantitative diversity metrics.
c. acquire understanding of the tactical and strategic value that quantitative and qualitative assessments provide organization that require business value indicators for the diversity programs and initiatives.
APM webinar, sponsored by the Midlands branch on 21 October 2021.
Presenter: Richard Tulley
Designed for project professionals at all career levels, from being new to project management through to senior project / programme managers, who are seeking to accelerate their project management career. This webinar was held on 21 October 2021.
By joining this event you understand how you to accelerate your own project management career through an increased emphasis upon development of behavioural skills and social interaction.
Richard Tulley will explain the foundational elements for project managers’ career development and explore the significance of emotional intelligence, setting goals, adopting a coaching style and leadership skills.
Richard will share his experience and insight from his role at Sopra Steria and its approach to developing a practice of over 400 project professionals.
Links:
https://youtu.be/UZUMdJ4IOio
https://www.apm.org.uk/news/accelerating-your-project-management-career-webinar/
Navigating the Waters: Tips for the First Time ManagerRobin Schooling
The transition to the role of manager is exciting but also challenging. With new responsibilities and expectations it’s necessary for newly hired or promoted individuals to get off to the right start. A new manager needs to strengthen their personal skills, develop a team focus and build organization awareness.
Learning Objective: Examine the elements to constructing superior resumes
Having an efficient and strong resume will greatly improve your chances of landing that dream job and starting your career on the right foot. Creating the perfect resume takes practice and skill. You want to make sure that your resume stands out above the rest without overdoing it. How does one make sure that his or her resume is top notch and bullet proof? This seminar will give you the scoop on creating the standout resume that will get you your next interview. We will discuss tips such as determining what your resume’s purpose is, supporting your strengths, using appropriate keywords, the benefits of proofreading and bullet points, and proper font usage.
At the end of this seminar, participants will be able to:
a. Identify the purpose of a solidly effective resume.
b. Discern between good and bad resumes.
c. Analyze the resume factors that recruiters identify to disregard some resumes.
d. Identify the attributes of resumes that get on the interview schedule.
Workforce diversity, historically, is associated with social and economic advancement movements for people of color that originated in America and has become a global initiative over the past 50 years. The critics of workforce diversity often cite Affirmative Action rhetoric and its associated workforce discrepancies against the majority culture.
However, more progressive and strategic thoughts about workforce diversity have evolved over the past 10 years to reflect on the organization value of diversity in the workplace and its ability to increase innovation, competitive advantage and speed to market for its early adopters.
This seminar will offer a qualitative assessment of workforce diversity and examine its business value to organizations that decide on a committed diversity initiative and execution plan.
What will seminar participants learn from this seminar? Seminar participants will:
a. explore qualitative relevant factors that provide insight into the value of workforce diversity to organizational business objectives.
b. learn how qualitative assessments provide insights into the interpretation of quantitative diversity metrics.
c. acquire understanding of the tactical and strategic value that quantitative and qualitative assessments provide organization that require business value indicators for the diversity programs and initiatives.
APM webinar, sponsored by the Midlands branch on 21 October 2021.
Presenter: Richard Tulley
Designed for project professionals at all career levels, from being new to project management through to senior project / programme managers, who are seeking to accelerate their project management career. This webinar was held on 21 October 2021.
By joining this event you understand how you to accelerate your own project management career through an increased emphasis upon development of behavioural skills and social interaction.
Richard Tulley will explain the foundational elements for project managers’ career development and explore the significance of emotional intelligence, setting goals, adopting a coaching style and leadership skills.
Richard will share his experience and insight from his role at Sopra Steria and its approach to developing a practice of over 400 project professionals.
Links:
https://youtu.be/UZUMdJ4IOio
https://www.apm.org.uk/news/accelerating-your-project-management-career-webinar/
Navigating the Waters: Tips for the First Time ManagerRobin Schooling
The transition to the role of manager is exciting but also challenging. With new responsibilities and expectations it’s necessary for newly hired or promoted individuals to get off to the right start. A new manager needs to strengthen their personal skills, develop a team focus and build organization awareness.
ATK QlikView for Retail - Krasnopolsky AndreyMarina Payvina
Генеральный директор Консультационной Группы АТК, Андрей Краснопольский, представил отраслевое решение компании для ритейлеров и показал, как использовать Qlik Sense для анализа продаж, маркетинговых акций, складских запасов и управления потерями. Спикер провел живую демонстрацию работы системы и показал кейсы по комплексной аналитике потерь и товародвижения.
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Компания Софт-Вест представила коробочное решение «АТК Домино 8. Анализ продаж», созданное совместно с Консультационной Группой АТК. Андрей Вальман, руководитель проектов, показал, как использовать модуль для анализа эффективности продаж на основе системы Домино для торговых компаний.
Компания BNS Group является одним из лидеров рынка модной одежды и аксессуаров и управляет 10 мировыми Fashion-брендами, более 180 магазинами в 60 городах России, Украины и Казахстана. В связи с активным развитием компании, расширением портфеля брендов и сети магазинов, потребовалось увеличение качества и скорости работы аналитического инструментария, для чего запустили проект на основе системы QlikView.
В программе вебинара мы даем ответ на вопрос: "Как сделать ценными Ваши данные?"
В ходе вебинара мы также показываем примеры визуализаций, сделанных с помощью программного решения Tableau: CRM-отчетность, Аналитика для бренд-менеджера, Узнаваемость бренда, Профиль аудитории по показателям, Аналитика по Call-центру, Анализ трафика веб-сайта и др. Посмотреть и скачать можно здесь http://analytikaplus.ru/?page_id=1113
The truth is, all corporations share the same basic structure and the higher your position on the corporate ladder, the more difficult advancement becomes. Women are conquering self-doubt, personal fears and cultural stereotypes as they steadily climb the corporate ladder. In this session, we will focus on the defining the challenges faced by successful women, strategies they used to overcome obstacles and skills that served them well along the way.
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This session of the strategic leadership workshop describes the theory and components of a statement of intent. it describes the difference between visions and aspirations, core values and principles, cascade planning and flexible planning
Leadership Accelerator: Unleashing Potential in Younger Employees.pptxDennis Van Aelst
We recognize that our young professionals possess immense talent, fresh perspectives, and boundless energy. We believe in their potential to become the next generation of exceptional leaders. That's why we have developed this transformative program designed specifically to harness and amplify their abilities.
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"
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New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
NIDM (National Institute Of Digital Marketing) Bangalore Is One Of The Leading & best Digital Marketing Institute In Bangalore, India And We Have Brand Value For The Quality Of Education Which We Provide.
www.nidmindia.com
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2. Promising Leaders Program
How to Thrive in an
Organizational Setting
Thursday, June 11, 2015
Yale School of Management
3. Program Agenda
I. WELCOME AND INTRODUCTIONS
II. INTERPERSONAL SKILLS
Overview
Rules for Creating a Strong First (and Lasting) Impression
Communication and Listening Skills
III. PROFESSIONAL DEVELOPMENT
Maximizing Your On the Job Learning
Setting SMART Goals
Giving and Receiving Constructive Feedback
Establishing the Link between School and the Job
IV. SUMMER COACHING AND THE EVALUATION PROCESS
V. CONCLUSION
4. Introductions
You should be seated next to someone that you do not know
Introduce yourself: Name, school, department, and one or
two interesting facts about yourself
Also share an interesting detail about the work you will be
doing this summer as part of your internship
6. Interpersonal Skills
“Your career success in the workplace of today – independent of
technical expertise – depends on the quality of your people skills.”
Group Activity
In groups of 5 or 6, discuss the following questions:
What are interpersonal skills?
What are some examples of the interpersonal skills required to be successful in the
workplace?
Think of famous leaders or popular personalities who have demonstrated outstanding
interpersonal skills. What skills did they demonstrate? What was the impact?
Max Messmer, “Managing Your Career for Dummies”
7. Interpersonal Skills
TOP 10 INTERPERSONAL SKILLS
1. Self Confidence
2. A Positive Attitude
3. Strong Communication Skills
4. Being A Team Player
5. Critical Thinking and Problem Solving
6. Effective Time Management
7. Coping with Pressure
8. Flexibility
9. Ability to Accept Constructive Feedback
10. A Strong Work Ethic
The cluster of personality traits, social graces, communication, language, and personal
habits that characterize our relationships with other people
Source: “10 Interpersonal Skills to Land You That Dream Job”
11. Rule #1: Always Dress for Success
DRESS CODE DON’T DRESS CODE DO
Too Much Leg Say Yes to Capris
Sporting a Sloppy Look Keep It Simple With Business
Casual
Bare the Midriff Cover Up
Flaunt Tattoos Keep Tattoos Under Wraps
Brandish “the hardware” Leave the Adornments at
Home
Crazy Cuts Stylish, but Subdued
Flip-Flops Are Flops These Shoes Are Made for
Workin’
Dos and Don’ts for Dressing In the Workplace
Source: Office Dress Code Do’s and Don’ts,” AllBusiness Source: Office Dress Code Do’s and Don’ts,” AllBusiness
12. Professional Attire in the Workplace
Group Discussion
Apparel that constitutes acceptable
profession attire is different for every
organization. Now that you have been on
the job for two weeks, what have you
noticed about the dress in your
department?
What have you observed in how the
permanent employees and their managers
dress?
13. Rule #2: Show Up and Be On Time
“No matter how you feel .
Get up, dress up, show up,
and never give up.”
“Arriving late is a way of
saying that your own time is
more valuable than the time
of the people who waited
for you.”
Karen Joy Fowler
Regina Brett
Source: CartoonStock.com
14. Rule #3: Seize Every Opportunity
Action always beats
intention.
Be relentless in working
hard, taking initiative, and
getting things done.
15. Rule #4: Deliver on Your Promises
Promise is a big word. It either makes
something or it breaks everything.
It is always better to under promise and
over deliver.
Don’t waste time making empty
promises. Invest your time and boost
your credibility by delivering real value
to your words. Source: CartoonStock.com, Ron Morgan
16. Rule #5: Play Well With Others
TEN QUALITIES OF AN EFFECTIVE TEAM PLAYER
Demonstrates reliability
Communicates constructively
Listens actively
Functions as an active participant
Shares openly and willingly
Cooperates and Pitches in to help
Exhibits flexibility
Shows commitment to the team
Works as a problem-solver
Treats others in a respectful and supportive manner
Source: Marty Brounstein, “Managing Teams for Dummies” Source: Bruce Woodcock, University of Kent Career Services
“Great things in business are never done by one person.
They’re done by a team of people.”
Steve Jobs
17. Rule #6: Learn the Culture
Group Discussion
Source: New Charter University, “Dimensions of Organizational Culture Profile”
Dimensions of Organizational Culture
The beliefs and behaviors that determine how a
company’s employees and management interact
and work. Corporate culture is implied, not
expressly defined, and develops organically over
time from the cumulative traits of the people hired.
Corporate Culture
What are some of the ways in which the culture of
your respective departments is reflected?
What have you observed about the social norms or
work style in your department?
How do permanent employees and their managers
interact?
23. What Makes An Intern Truly Stand Out?
1. Handles
technical
challenges
skillfully,
thoroughly, and
effectively.
2. Continuously
strives to expand
job knowledge
and actively
solicits feedback
regarding their
performance.
3. Possesses a
thorough
knowledge of her
job function and a
mastery of most
procedures and
processes
required for
successful job
performance.
4. Enhances group
effectiveness by
sharing her
expertise on
issues or
questions that
arise.
25. Job Knowledge & Technical Skills
4. Start your on the job learning
3. Establish a support system
2. Gather information about how
to do the job
1. Identify learning objectives and
competency areas
8. Improve the process
7. Establish the process
6. Document what you learn
5. Check progress and seek
feedback
8 Simple Steps to Maximize Your On the Job Learning
Source: “8 Simple Steps to Maximize Your on the Job Learning,” Career Change Mentor
27. Setting SMART Goals
S
M
A
R
T
Specific
State exactly what you want to achieve.
Can you break a larger task down into smaller items?
Measurable
Establish clear definitions to help you measure if you
are reaching your goal.
Action-Oriented
Describe your goals using action verbs, and outline
the exact steps you will take to accomplish your goal.
Realistic
Set goals you’ll actually be able to accomplish and
consider obstacles that you may need to overcome.
Time-Bound
How much time do you have to complete the task?
Decide exactly when you’ll start and finish your goal.
28. Setting SMART Goals
Example of a SMART Goal
“By August 1, 2015, implement a
new performance management
system for Classified Staff, A&P
faculty, and University Staff using
clearly defined processes and
guidelines so employees can more
competently evaluate performance
and develop their careers.”
Individual Activity
Compose one (1) SMART goal that you
hope to accomplish this summer.
Consider the following factors:
What do you hope to accomplish by
the end of your internship?
What skills do you want to acquire?
How does your internship tie into
your full-time employment goals?
30. Types of Feedback
POSITIVE FEEDBACK reinforces behaviors that one
wants to see continue.
CONSTRUCTIVE/DEVELOPMENTAL FEEDBACK seeks
to encourage a change in behavior.
31. The Importance of Constructive Feedback
Constructive
Feedback
Results in
improved
performance
Increased
effort and
motivation
Facilitates
the cognitive
process of
restructuring
knowledge
Self-
assessment
is flawed
Constructive feedback is communication that brings to an
individual’s attention an area in which their performance
could improve, in a manner that helps the individual
understand and internalize the information. Constructive
feedback does not focus on fault or blame; it is specific
and is directed towards the action, not the person.
Useful
Meaningful
Impactful
Easy to Understand
Critical
Accusatory
Vague
Source: Northwest Territories Human Resources
32. How to Receive Constructive Feedback
Assume non-defensive, open body
language
Paraphrase the feedback
Request specific ideas and examples
Never argue; just say thanks
Evaluate the feedback, slowly
Develop meta-awareness around the
areas that you received feedback
Source: “Cartoon Feedback,” www.positivelymary.com
Source: “The Importance of Feedback and Coaching”
33. Giving Feedback: The SBI Tool
• Define the where and when of the situation you’re
referring to. This puts the feedback into context, and
gives the other person a specific setting as a reference.Situation
• Describe the specific behaviors that you want to
address. You must only communicate the behaviors that
you observed directly. Assumptions, hearsay or
subjective judgments will undermine your feedback.
Behavior
• The last step is to use “I” statements to describe how
the other person’s action has affected you or others.Impact
34. Using the SBI Framework
Group Activity
In pairs, choose one person to play the role of the supervisor and the other to
play the role of a direct report.
Scenario: It is your first formal assessment with your manager. Your manager
has offered feedback around your inconsistency in recognizing problems and
applying your job knowledge and technical skills to resolve these issues in a
timely manner.
Supervisor: Practice delivering this feedback using the SBI Model
Employee: How do you respond to this feedback?
If time permits, please switch roles and repeat the exercise.
35. Requesting Feedback on Your Performance
Group Discussion
Situation: You have recently completed
an important assignment working
alongside select members of your
department, including your manager.
How do you go about asking members
of your team and your manager for
feedback on your performance?
37. From the Classroom to the Job
C
A
R
E
E
R
S
Careers
Academics
Research
Experiential
Education
Relevant
Skills
4. Time Management
3. Leading and Working in
Teams
2. Writing
1. Speaking/Oral
Communication/Presentation
8. Work Ethic/Personal
Productivity
7. Tenacity
6. Research/Investigative
Skills/Knowledge Management
5. Organization
How the Lessons, Skills, and Values Developed In College Prepare You for the
Job Market
Source: Randall S. Hansen, Ph.D., and Katharine Hansen, Ph.D., “How the Lessons, Skills, and Values You Develop in College (and Maybe Even High
School) Prepare You for the Job Market”
38. Group Discussion
What are some of the most important skills or lessons that you
have gleaned thus far from your undergraduate education that you
will be able to apply this summer in your internship?
What are you glad that you studied as it relates to your job
function this summer?
After having been on the job for two weeks, what are the gaps that
you have identified as it relates to your knowledge? What do you
wish you had studied before starting your internship?
41. The Importance of Coaching
The 70-20-10 Development Model
Source: Duntroon Associates, “The 70:20:10 Forum Pty Ltd”
42. Group Discussion
What does it mean to be “coachable”?
Can you think of some of the traits or characteristics that
would make someone “coachable”?
What are the factors that lead to a successful coaching
relationship?
43. Summer Coaching Guidelines
(I) Each intern will be matched with a coach based on the nature and
requirements of the internship and the coach’s area of functional
expertise.
(II) Your coach will reach out to you via email to introduce themselves
and to schedule your first call/meeting. The timing and frequency of
subsequent interactions will be at the discretion of the coach and
intern.
(III) Every two (2) weeks during the summer, interns will be expected to
communicate with their coach.
44. How Will I Be Evaluated?
Interns will be assessed according to the following categories:
Job Knowledge / Technical Skills
Quality of Work
Attendance & Punctuality
Initiative
Communication & Listening Skills
Dependability
Customer Service
Team Work
46. Final Words of Advice Courtesy of Ben Carpenter
Ben Carpenter, Vice Chairman of CRT Group
and Author of “The Bigs”
SET YOUR SIGHTS HIGH
“Don’t strive to do a good job; strive to do an outstanding job.”
“Consistency of effort and actions are critical.”
“Meet all deadlines.”
“Initially, do a lot more listening than talking.”
“You will need to ask a lot of questions in order to do your job well.”
YOUR JOB
“Quickly find one or more mentors or peers who can show you the ropes.”
“Regularly ask yourself one question: ‘If I was my boss, am I doing everything the
way I would want it to be done?
When you make mistakes, quickly own up to them. Apologize, correct the
problem, and move on.
Source: “The Bigs,” Ben Carpenter
47. Final Words of Advice Courtesy of Ben Carpenter
OTHER IMPORTANT ISSUES
“Never say anything negative about your co-workers.”
“This job is a great opportunity and the only way to do a great job is to feel rested and healthy.”
Take a cue on how to dress from your boss.”
Don’t be scared. You are an incredible young (person) and more than
capable of doing this job exceptionally well. However, you will need
to work hard, be disciplined, ask questions, and, most of all, pay
attention!” Source: “The Bigs,” Ben Carpenter
48. Thank you for supporting the New
Haven Promise Scholars!
Patricia will kick off the session and welcome the students in attendance. During this welcome, Patricia will also introduce the presenters: Laurie Kelley, Marge Farquharson, Ashley Tugade Tucker, and Sabrina Ling (2.5 minutes total).
Patricia will kick off the session and welcome the students in attendance. During this welcome, Patricia will also introduce the presenters: Laurie Kelley, Marge Farquharson, Ashley Tugade Tucker, and Sabrina Ling (2.5 minutes total).
Laurie – A brief review of the program agenda and the topics that will be covered during the session (2.5 minutes).
Laurie – Describes the exercise to the students (1 minute), allows time for the students to complete introductions (5 minutes), and solicits requests from a few students to share some of the details that they learned (4 minutes).
Objective: To identify the characteristics and traits that underline how we engage and interact with others in the workplace; to explore how these attributes contribute to our success in an organizational setting.
Marge – Stresses the importance of having strong interpersonal skills in the workplace using the quotation included in the slide (1 minute); introduces group activity and guidelines (4 minutes).
Review of the group activity – Solicits responses to the above questions from students (5 minutes)
Marge – Reviews slide to add additional dimensions to the discussion following the group exercise (2.5 minutes).
Marge - Reviews slide to add additional dimensions to the discussion following the group exercise; requests that students try to identify the exception leaders pictured in the slide and some of their most notable achievements (2.5 minutes total).
Marge - Reviews slide to add additional dimensions to the discussion following the group exercise; requests that students try to identify the exception leaders pictured in the slide and some of their most notable achievements (2.5 minutes total).
Objective: To identify the habits and patterns of behavior that contribute to the formation of a positive first and enduring impression in the workplace.
Presenters and Total Time Allotment: Patricia, Ashley, and Sabrina; 15 minutes
Patricia – Reviews what it means to “dress for success” and the dos and don’ts for dressing in the workplace (2.5 minutes).
Patricia – Lead the discussion by posing the above questions to the entire group and solicit a few responses from the students (2.5 minutes).
Ashley – Stress the significance of consistent attendance and punctuality. It will be important to advise the students of the age old mantra, “if you’re early, you’re on time. If you’re on time, you’re late” and to highlight that while undergraduates (and even graduate students) may have the luxury of sleeping in periodically, that sort of behavior is not tolerated in an organizational setting (2.5 minutes).
Ashley – Define what it means to “seize every opportunity,” what that looks like in an organizational setting, and briefly provide some strategies for identifying and taking advantage of opportunities in the workplace. The students may also find it beneficial if you shared a personal anecdote of an instance in which you seized an opportunity and the benefits you were able to reap from showing initiative (1.5 minutes).
Sabrina – Discuss what it means to “deliver on your promises,” what that looks like in an organizational setting (e.g. meeting deadlines), and briefly provide some strategies for ensuring that you are able to deliver on your promises in the workplace (e.g. effective time management strategies). Additionally, please discuss the reputational and productivity risks posed when employees do not deliver on their promises (2 minutes).
Sabrina – Discuss the importance of being a team player in an organizational setting and highlight the qualities of an effective team player using the above table. The students may also find it helpful if you can describe experiences during which you worked with a high functioning team and a dysfunctional team respectively (2.5 minutes).
Sabrina – Define “corporate culture” and how a company’s culture manifests itself (e.g. attire, hiring decisions), in addition to the importance of understanding the culture of your organization. Additionally, please present the group discussion questions and solicit a few responses from the entire group (1.5 minutes).
Objective: To identify the ways in which standards modes of communication used in everyday life can be used to encourage effectiveness in the workplace.
Presenter and Total Time Allotment: Marge; 8 minutes
Marge – Review the most standards modes of communication used in the workplace and briefly define each category (1.5 minutes).
Marge – Lead the group activities: The Power of Body Language (1.5 minutes); What’s Wrong With This Email? (5 minutes)
10 minute break
Objective: To identify strategies for developing the job knowledge, technical skills, and personal attributes that will facilitate greater effectiveness in the workplace.
Presenters and Total Time Allotment: Sabrina & Ashley; 7.5 minutes
Sabrina – Review the four traits listed in the slide (2.5 minutes).
Ashley – Discuss the specific strategies outlined for maximizing on the job learning in slide 25 (5 minutes).
Ashley – Discuss the specific strategies outlined for maximizing on the job learning in slide 25 (5 minutes).
Objective: To highlight the importance of employing a robust framework that introduces structure and trackability when setting and achieving goals and objectives in the workplace.
Presenter and Total Time Allotment: Laurie; 10 minutes
Laurie – Review the S.M.A.R.T. framework detailed in the slide and briefly discuss each criterion (2.5 minutes).
Laurie – Briefly review the example provided of a S.M.A.R.T. goal and introduce the individual activity and the corresponding worksheet, “Writing S.M.A.R.T. Goals” (the S.M.A.R.T. Goal Questionnaire included in this handout should be used for completing this activity) (7.5 minutes).
Objective: To identify strategies for giving and receiving feedback that will foster greater effectiveness and foster development and professional growth.
Presenter and Total Time Allotment: Laurie; 20 minutes
Laurie – Review the most prevalent types of feedback in the work place and provide an example of each (2.5 minutes).
Laurie – Briefly discuss the definition of constructive feedback, the characteristics related to the content and delivery of constructive feedback detailed in the above slide, and the benefits derived from sharing and receiving constructive feedback (2.5 minutes).
Laurie – Describe how to receive constructive feedback, with special emphasis on mindset and body language. It is encouraged that you present a hypothetical scenario where you illustrate how to receive and not to receive constructive feedback via your speech and body language (2 minutes).
Laurie – Review the SBI Framework with the students and describe each characteristic according to the model reflected in the slide above (5 minutes).
Laurie – Lead the above exercise with the students and solicit responses from the entire group (5.5 minutes).
Laurie – Lead this discussion with the entire group (2.5 minutes).
Objective: To highlight how the lessons, skills, and values developed in college can prepare students for the job market.
Presenter and Total Time Allotment: Marge; 10 minutes
Marge – Discuss the skills cultivated in college and how these competencies are applicable in a corporate setting (5 minutes).
Marge – Lead a discussion of the questions listed above with the entire group (5 minutes).
Objective: To highlight the importance of coaching as a developmental tool that fosters professional growth; to give interns a better sense of the competencies that will be evaluated in assessing their performance in their summer internship.
Presenter and Total Time Allotment: Laurie & Marge; 15 minutes
Laurie – Define coaching and mentoring and briefly explain the differences between these two developmental processes (2.5 minutes).
Laurie – Briefly discuss the 70-20-10 model in highlighting the importance of coaching to professional development (2.5 minutes).
Laurie – Lead a discussion with the entire group around the questions listed above (5 minutes).
Marge – Provide a brief overview of the guidelines for summer coaching; please note that additional details will be provided when in correspondence introducing interns to their coaches that is forthcoming (1 minute).
Patricia – Review the competencies that determine how interns will be assessed; please reference the Promise Employer Intern Evaluation Form and Intern Evaluation Review tool as instructive tools that indicate the behaviors associated with each competency category (2 minutes).
Objective: To wrap up the session with a few closing thoughts and words of advice.
Presenters and Total Time Allotment: Marge & Patricia; 10 minutes
Marge – Review a few of the lessons gleaned from Ben Carpenter’s “The Bigs” (2.5 minutes total).
Marge – Review a few of the lessons gleaned from Ben Carpenter’s “The Bigs” (2.5 minutes total).
Patricia – Thank you to New Haven Promise’s sponsors (1 minute).
Patricia - Thank you to the students; identify yourself as the primary point of contact between the interns and their employers. We wish you well in your internship endeavors. Please call me if you have any questions after today’s session (1 minute).