Are you aware of your preferences in the processing of tasks? How do you approaching the task itself? Can you recognize other people preferences? While caring out task can you recognise priority of other person?
It does not matter which industry you work in or the profession you are in, you spend the majority of your weekdays in a work setting. Some of us spend more time with our colleagues than we spend with our own families. Without work-life balance, our work environments can become a breeding ground for negative comments, rumors, and gossip. But how does a business create a positive work environment?
A factor that significantly influences how employees feel about work is the environment. By the work environment, I mean everything that forms part of employees’ involvement with the work itself, such as the relationship with co-workers and supervisors, organizational culture, room for personal development, etc.
A positive work environment makes employees feel good about coming to work, and this provides the motivation to sustain them throughout the day.
It does not matter which industry you work in or the profession you are in, you spend the majority of your weekdays in a work setting. Some of us spend more time with our colleagues than we spend with our own families. Without work-life balance, our work environments can become a breeding ground for negative comments, rumors, and gossip. But how does a business create a positive work environment?
A factor that significantly influences how employees feel about work is the environment. By the work environment, I mean everything that forms part of employees’ involvement with the work itself, such as the relationship with co-workers and supervisors, organizational culture, room for personal development, etc.
A positive work environment makes employees feel good about coming to work, and this provides the motivation to sustain them throughout the day.
New Management style is emerging – SELF GOVERNECE and the companies that fall under the criteria of high in “Self-Governance.” were businesses where the employees were proactive, with high levels of both personal and mutual accountability and were engaged and satisfied.
Every company has a way of doing things. Once a new Xpeople joins our company we offer them a piece of advice. "Unlearn everything you know, let go. Welcome to the Future of Work"
We are Curious, Brave, Humble, we open our Big heart and mind and we really have an Xfactor. We don´t just believe in these traits and values, WE BET ON THEM.
We recruit, reward and release Xpeople based on these values.
A self-assessment for Lean Leaders to review, assess and improve their work relationships through the T-model. Relationships are an important part of successful Lean implementations.
A pair of sisters run a good business that becomes a very successful business thanks to the coaching and support of Women in Business Coach, Marie Hope.
Leading with RESPECT: The Keys to Increasing Employee EngagementPaul Marciano
This presentation was held at Mercer County Community College in Hamilton, New Jersey on 4-20-11. The workshop was intended for HR professionals, supervisors, managers, and small business owners. Anyone who needs to influence, engage, and increase the productivity of others should attend. Specifically, participants learned:
• Why traditional reward and recognition programs fail
• The difference between engagement and motivation
• How increasing employee engagements adds directly to the bottom line
• How to measure employee engagement
• The RESPECT™ Model
• How to create a culture of RESPECT that will drive employee engagement and productivity
Dokázať facilitovať workshop ktorého výsledkom je tímové zladenie a dohoda na konkrétnych akčných krokoch, ktoré tím berie záväzne a implementuje a prinesie to aj biznis výsledky je umenie. Takýto typ workshopu má svoje úskalia. Facilitátor môže výrazne tímu a situácii pomôcť, ale môže situáciu aj zhoršiť. V nasledujúcej prezentácii sa s Vami rada podelím o svoje skúsenosti s vedením rôznych workshopov.
New Management style is emerging – SELF GOVERNECE and the companies that fall under the criteria of high in “Self-Governance.” were businesses where the employees were proactive, with high levels of both personal and mutual accountability and were engaged and satisfied.
Every company has a way of doing things. Once a new Xpeople joins our company we offer them a piece of advice. "Unlearn everything you know, let go. Welcome to the Future of Work"
We are Curious, Brave, Humble, we open our Big heart and mind and we really have an Xfactor. We don´t just believe in these traits and values, WE BET ON THEM.
We recruit, reward and release Xpeople based on these values.
A self-assessment for Lean Leaders to review, assess and improve their work relationships through the T-model. Relationships are an important part of successful Lean implementations.
A pair of sisters run a good business that becomes a very successful business thanks to the coaching and support of Women in Business Coach, Marie Hope.
Leading with RESPECT: The Keys to Increasing Employee EngagementPaul Marciano
This presentation was held at Mercer County Community College in Hamilton, New Jersey on 4-20-11. The workshop was intended for HR professionals, supervisors, managers, and small business owners. Anyone who needs to influence, engage, and increase the productivity of others should attend. Specifically, participants learned:
• Why traditional reward and recognition programs fail
• The difference between engagement and motivation
• How increasing employee engagements adds directly to the bottom line
• How to measure employee engagement
• The RESPECT™ Model
• How to create a culture of RESPECT that will drive employee engagement and productivity
Dokázať facilitovať workshop ktorého výsledkom je tímové zladenie a dohoda na konkrétnych akčných krokoch, ktoré tím berie záväzne a implementuje a prinesie to aj biznis výsledky je umenie. Takýto typ workshopu má svoje úskalia. Facilitátor môže výrazne tímu a situácii pomôcť, ale môže situáciu aj zhoršiť. V nasledujúcej prezentácii sa s Vami rada podelím o svoje skúsenosti s vedením rôznych workshopov.
Ako sa menilo pracovné prostredie v čase? Aké vyznávali hodnoty jednotlivé generácie zamestnancov? Aké mali postoje? Ako pristupovať k jednotlivým generáciám pracovníkov?
Najčastejší spôsob podávania spätnej väzby je známy "sendvič", kedy negatíva prekladáme pozitívnymi informáciami.Zvyčajne to nezaberá. Ponúkaný koncept Vám dá "noty" ako viesť rozhovor s človekom, kedy očakávame, že bude v odpore (mať nesúhlasný postoj).
Can you identify and use different kinds of power? Learn about various leader´s power. Understand how others view power. Leader has a full spectrum of power if he/she use not only power from position but also from their personality.
What are the characteristics of today's audiences? What can we expect? There are some trends we have in common globally. Let’s talk about them. Which are they?
the sort journey to evolution of work - life balance...do you know how various generations influence today workplace? do you know how to handle Millennial?
Dokážete presvedčiť ostatných? Poznáte zákonitosti ovplyvňovania? Alebo ste často v pozícii, že Vami manipulujú? Viete to odhaliť a vhodne reagovať? 6 princípov ovplyvňovania od Roberta Cialdiniho stojí zato poznať....
O motivácii koluje veľa predsudkov? V čom sa sami mýlite vo Vašich názoroch na motiváciu? Čo funguje? A čo naopak vôbec nefunguje? Ponúkam Vám pár mýtov o motivácii.
Limiting belief can stop your progress and happiness. Are you operating under your ego program or you listen what's your soul whispering you? What brings us joy in our life? What are your values? Excellent work of Richard Barret.
Čo všetko potrebujete k dobrej prezentácii? Je štruktúra prezentácie dôležitá? Aké štýly existujú? Ktorý sa hodí na aký cieľ? Čo všetko "zabaliť" do dobrej prezentácie? A ako ju efektívne ukončiť? Na všetko toto nájdete v našej prezetácii odpoveď.
Dokážete vyhodnotiť, či je váš tím naozaj súdržný? V nasledujúcej prezentácii je opísaný koncept 5 dysfunkcíí tímu podľa Patrika Lencioniho. Poskytuje výborný vhľad do charakteristík funkčného verzus dysfunkčného tímu. Po niekoľkoročnej skúsenosti s koučovaním Top manažérskych tímov, musím konštatovať, že skutočne súdržný funkčný tím je veľkou vzácnosťou :-)
Guráž - neodmysliteľná súčasť úspešného lídra. Viete v čom všetkom má mať dobrý líder odvahu? Ako ho rozspoznáte? Predstavujeme Vám zaujímavý koncept 8 typov guráži, viete ktoré máte vy? A na ktorých chcete ešte popracovať?
Aký je účel vašej prezentácie_ vzorova prezentácia by martina georgievováMartina Georgievova
Viete vytvoriť zaujímavú prezetáciu? Má vaša prezentácia očakávaný impact? Čo sú základné princípy pri dizajnovaní prezentácii? Čomu sa vyhnúť pri prezentovaní?
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
2. HOW WE NATURALLY MANAGE TASKS
WHERE DO WE PRIMARY FOCUS?
RESULT
RELATIONSHIP
RELATIONSHIP
PROCESS
Most important is the
result! No matter of
the cost.
Most important is the
process! It must be
correct.
Most important are the
relationships! Especially
the atmosphere we work
in. We need to earn and
maintain trust.
Most important are the
relationships! Especially my
network which helps me to
be connected to all
working circumstances.
3. HOW WE NATURALLY MANAGE TASKS
WHERE DO WE PRIMARY FOCUS?
RESULT
RELATIONSHIP
RELATIONSHIP
PROCESS
WE TEND TO PAY ATTENTION
TO ONE, MAX TWO
DIRECTIONS.
WE NEED TO GO
THROUGH DEVELOPMENT
TO MAINTAIN ALL THREE
ASPECTS OF ANY TASK.
4. WHAT SHOULD YOU DEVELOP TO BE MORE
EFFECTIVE IN MANAGING TASKS?
WHERE DO YOU NEED TO STRETCH YOUR FOCUS?
RESULT
RELATIONSHIP
RELATIONSHIP
PROCESS
What is my
primary focus?
How good am I
at that?
What do I not
take into
consideration
while executing
tasks?
Do people with
different focus
irritate me?
Can you spot
natural
approach of
your colleague
for the task? ?
5. SUMMARY
CONCLUSION:
be aware of your natural approach for task
understand the preferences of approaching task of your
colleague
explain clearly your suggestion how to deal with task
listen to others (they can point out something you missed)
consider all three aspects
develop strategy to utilize all three aspect of working out the task