Organizations and workers were thrust into a transformational change that left both work and home environments in a state of chaos. The need to understand the impact of the shift from the traditional workplace to a hybrid world provides you with the opportunity to realign and navigate how we work.Traditional work/life balance strategies will need to shift to a more integrated lifestyle to support the hybrid working model.
Motivating employees, setting achievable goals, delegating tasks, communicating effectively, and treating all employees equally are keys to being a better manager. A good manager motivates employees by understanding what keeps them engaged. They set measured goals that are likely to be exceeded rather than unrealistic targets. Important tasks are delegated to empower employees while coaching them. An open communication style helps managers address issues quickly. And favoritism is avoided by recognizing all staff contributions equally.
This document discusses various aspects of effective management. It begins by explaining the importance of managers in organizations and their responsibilities. It then discusses skills managers should focus on developing, including creativity, emotional intelligence, interpersonal skills, team-building, leadership, time management, dealing with stress, and cultural sensitivity. Throughout the document, it provides examples and tips managers can use to strengthen these skills and become more effective in their roles.
This document discusses various aspects of effective management. It begins by explaining the importance of managers in organizations and their responsibilities. It then discusses skills managers should focus on developing, including creativity, emotional intelligence, interpersonal skills, team-building, leadership, time management, dealing with stress, and cultural sensitivity. Throughout the document, it provides examples and tips managers can use to strengthen these skills and become more effective in their roles.
Mastering the art of delegating requires a big leap of faith but it is necessary if you want to see your startup grow and become profitable.
An element of trust needs to exist between the business owner and its employees for the act of delegating to work. Having the right team in place and learning to work well together can help make it more effective.
This short guide provides you with an insight into your own communication style and how you can use this to engage effectively with others. We then include guidance on its application in improving the performance of teams and delivery of change.
The document provides tips and strategies for goal setting, emotional intelligence, customer service, leadership, and personal growth. It discusses setting SMART goals with action, level, and deadline. It emphasizes listening to customers, apologizing, solving problems, and thanking them. It also discusses nurturing individual and collective identities through recognition and team building. Leaders are advised to reflect on their values and impact on company culture. Transformational leadership focuses on relationship building through mentoring. The document stresses the importance of aligning personal values with an organization for high job satisfaction. It identifies common fears that can hinder personal growth like fear of commitment, ridicule, failure, and unknown.
CPA Congress Sydney 2015 - Day Three Wrap UpCPA Australia
Todd Sampson discussed how modern science has proven that the brain is plastic and can be improved at any age through various techniques like mental flexibility, forced adaption, memory techniques, meditation, and managing fear and emotions. Jacqui Clarke emphasized the importance of succession planning for long term business survival and reducing complexity to develop talent. Anastasia Clarke discussed how finance can support business strategy through investing capital, managing debt and equity, and ensuring policies are board approved.
Motivating employees, setting achievable goals, delegating tasks, communicating effectively, and treating all employees equally are keys to being a better manager. A good manager motivates employees by understanding what keeps them engaged. They set measured goals that are likely to be exceeded rather than unrealistic targets. Important tasks are delegated to empower employees while coaching them. An open communication style helps managers address issues quickly. And favoritism is avoided by recognizing all staff contributions equally.
This document discusses various aspects of effective management. It begins by explaining the importance of managers in organizations and their responsibilities. It then discusses skills managers should focus on developing, including creativity, emotional intelligence, interpersonal skills, team-building, leadership, time management, dealing with stress, and cultural sensitivity. Throughout the document, it provides examples and tips managers can use to strengthen these skills and become more effective in their roles.
This document discusses various aspects of effective management. It begins by explaining the importance of managers in organizations and their responsibilities. It then discusses skills managers should focus on developing, including creativity, emotional intelligence, interpersonal skills, team-building, leadership, time management, dealing with stress, and cultural sensitivity. Throughout the document, it provides examples and tips managers can use to strengthen these skills and become more effective in their roles.
Mastering the art of delegating requires a big leap of faith but it is necessary if you want to see your startup grow and become profitable.
An element of trust needs to exist between the business owner and its employees for the act of delegating to work. Having the right team in place and learning to work well together can help make it more effective.
This short guide provides you with an insight into your own communication style and how you can use this to engage effectively with others. We then include guidance on its application in improving the performance of teams and delivery of change.
The document provides tips and strategies for goal setting, emotional intelligence, customer service, leadership, and personal growth. It discusses setting SMART goals with action, level, and deadline. It emphasizes listening to customers, apologizing, solving problems, and thanking them. It also discusses nurturing individual and collective identities through recognition and team building. Leaders are advised to reflect on their values and impact on company culture. Transformational leadership focuses on relationship building through mentoring. The document stresses the importance of aligning personal values with an organization for high job satisfaction. It identifies common fears that can hinder personal growth like fear of commitment, ridicule, failure, and unknown.
CPA Congress Sydney 2015 - Day Three Wrap UpCPA Australia
Todd Sampson discussed how modern science has proven that the brain is plastic and can be improved at any age through various techniques like mental flexibility, forced adaption, memory techniques, meditation, and managing fear and emotions. Jacqui Clarke emphasized the importance of succession planning for long term business survival and reducing complexity to develop talent. Anastasia Clarke discussed how finance can support business strategy through investing capital, managing debt and equity, and ensuring policies are board approved.
Rethinking Empowerment to Create a Dynmanic TeamAndrew Cheung
Our Credo & Beliefs for Team Effectiveness
Empowered Employees & Teams
Types of Decision Making
Setting Decision-Making Boundaries
Clearly Defined Boundaries
Susanne Madsen presents a thought provoking webinar for APM on project leadership that helps you lead yourself and others more effectively in a project context. Susanne discusses the differences between management and leadership and how to increase performance, become a project leader and differentiate yourself from the competition.
The ideal manager and hisher professional qualitiesAdelinaNicoleta
This document outlines several key factors that are important for being a good manager. It discusses that good leadership, planning and delegating tasks effectively, having expertise in the domain, setting clear expectations, providing positive recognition, developing talent on the team, and being adaptable and trusting are all important qualities. Developing talent specifically mentions listening to employee needs, assisting with skills growth, having an open door policy, understanding individual needs, and facilitating departmental meetings and creative functions to get employee ideas.
This document summarizes a presentation about leadership qualities and effective leadership. It discusses the differences between management and leadership, important leadership qualities like integrity, vision, and empowering employees. It provides tips for developing high-performance workplaces, such as effective communication, recognizing accomplishments, and coaching employees. Throughout, it emphasizes qualities like trust, serving others, solving problems, and creating a shared vision and purpose.
Soft skills such as communication, teamwork, and perseverance are vital for success in the workplace. While credentials and technical skills are important, soft skills ultimately determine employability and career longevity. Soft skills help individuals work effectively, build relationships, and navigate challenges. Some essential soft skills include communication, confidence, problem-solving, creativity, emotional intelligence, and maintaining a positive attitude. Developing soft skills through education and practice can significantly improve one's career prospects and performance.
Execution Book by Larry Bossidy and Ram Charan SummaryDr. N. Asokan
The document discusses the importance of execution in business. It defines execution as the systematic process of rigorously implementing strategy through questioning, analysis, and follow-through. The key to execution is linking strategy to operations and people. Execution requires clear goals, accountability, expanding capabilities, and rewarding performance. It is the job of leaders to execute through behaviors like knowing the business, insisting on realism, following through on commitments, and coaching others.
The document discusses 15 leadership skills for career success. It outlines skills such as empowering employees, being selfless, thinking critically and creatively, making quick decisions, developing more leaders, embracing humor, leading through change, embracing versatility, leading through influence rather than authority, developing trust, taking initiatives, attentive listening, raising emotional intelligence, being resilient, and bouncing back from mistakes. Mastering these skills can help one become an inspiration to others and achieve career success as a leader.
Eric Thompson - Free Talk & Seminar Topic PromotionEric Thompson
Eric Thompson is an associate with Sandler Training and offers professional sales training and coaching. He has experience in telecommunications, advertising, marketing and landscaping. He is available to give talks and facilitate sales meetings on various topics related to sales, such as networking, overcoming procrastination, effective decision making, time management, and managing sales teams. His talks cover behavioral, attitudinal and technical sales techniques.
Dr Stephen Williams was one of the true pioneers in the area of occupational stress diagnostics and stress management. OPRA began our relationship with Dr Williams back in the late 1990’s and this continued up to his unfortunate passing in the mid 2000’s. During this time Dr. Williams did many presentations across our regions discussing the benefits of a proactive approach to managing stress at work. The following is a key note address on the topic that he gave at the 2003 HRINZ Conference: Releasing individual potential through employee wellbeing.
#TorontoHR Meetup: How to speak CEO | TemboStatusTemboStatus
There is a major gap between what your CEO cares about and the function of human resources within the organization.
At this #TorontoHR meetup we offered a tactical, practical guide to aligning organizational vision with an enterprise talent management strategy. We demonstrated how a combination of business acumen and a solution-centric outlook are critical to driving impact on the big things that keep your CEO up at night: Customers, Productivity, Succession and Profit.
Our speaker, MaryAnn Dunlop, deconstructed the talent management framework to create a strategy that aligns with business objectives.
This webinar discusses key concepts for leadership development. It begins with introductions and an agenda. The speaker then discusses the differences between managers and leaders, emphasizing that companies need leaders to retain staff. Three core concepts for leadership are presented: patterns, which should evolve based on situations rather than relying on past outcomes; predictability, which builds engagement; and avoiding comfort, control and security which can inhibit growth. The webinar concludes by emphasizing the importance of developing leadership skills through training and making changes.
Modules of Leadership And Management Skills E-Learning Suite For Up Coming Ma...petroEDGE
This comprehensive Leadership and Management e-Learning suite offers essential learning that benefit upcoming managers & mid-career professionals who are looking to hone existing skills and learn new aptitudes.
OUR EVERYDAY ACTIVITIES FOR HR
1. Communication
2. Behavior
3. Correspondence
4. Daily Report on various job
5. Previous day activities
6. Current Issues
7. feedback & Follow up
8. Deviation
9. Audit Conduct
10. Visitors in Factory
11. Development Work
12. Interaction with different Committee in Factory along with CHO team
13. Creativity/Dynamism//Self-motivation /Technicality
14. Active Role/ Empowerment
15. Make yourself Surplus.
The document discusses how adapting skills and expertise to post-pandemic ways of working will be crucial. It outlines several challenges brought on by the pandemic like lack of clarity on new skills needed and lack of flexibility. Key steps to reskilling include rapidly identifying crucial skills, building employee skills for the new business model focusing on digital, cognitive, social/emotional and adaptability skills, and launching tailored learning journeys to close critical skill gaps. Behavioral changes like acting like a small company and protecting learning budgets are also emphasized.
The document discusses finding and using one's voice to inspire and lead others. It begins by outlining the pain of people feeling unfulfilled at work, and proposes the solution is transcending negative mindsets like ego and competitiveness. It then discusses discovering one's voice through gifts like free will and different types of intelligence. Expressing one's voice involves developing energy into vision, discipline, passion and conscience. The leadership challenge is enabling people to realize their potential by contributing their talents and passion. Leaders must model the four intelligences and empower others while holding them accountable. The document emphasizes the importance of trustworthiness, communication, and blending voices to find third alternatives. It discusses pathfinding a shared vision and executing through alignment,
This document discusses effective vs ineffective coaching practices and their results. An emotional response such as anger or blame leads to unhealthy results like negativity and focusing on imperfections. A strategic response involves being reflective, asking for causes and solutions, revising strategies, setting goals, inspiring confidence, and communicating progress, which leads to healthy results. It also discusses self-esteem variables and how factors like upbringing, education, relationships, and success impact self-esteem.
Barry Saiff -Managing Content Development Teams: Inner Mastery for Outer SuccessLavaConConference
n this session you will learn:
• How can you create outsourcing success?
• How can technical communicators influence outsourcing decisions?
• What are the potential pitfalls to watch out for?
• What are the potential benefits to maximize?
• Is outsourcing right for your organization? Is now the time?
Enterprise Agile Coaching - Professional Agile Coaching #3Cprime
“Agile coach” is a term that is thrown around pretty loosely these days. But what exactly is an agile coach? How do they differ from the more tactical roles, like ScrumMaster? And how do organizations find the agile coaches that are right for them?
In the final session of our “Professional Agile Coaching” series, we’ll examine how organizations can build an Enterprise Agile Coaching strategy. We’ll look at:
• When to use an external versus internal coach
• How to choose a coach with the abilities your team/organization needs
• The differences between team and enterprise agile coaching
• Creating a communication plan with your agile coach
• Developing an internal agile coaching organization
This session will help organizations make the best use of both internal and external coaches in order to ultimately build the deep internal skills and knowledge necessary for a successful agile transformation.
This document outlines key factors for success in a fast-paced business environment. It discusses the importance of: 1) having a well-organized structure and clear communication; 2) hiring enthusiastic employees and dealing with stress; and 3) managing time effectively and responding to change. The document provides tips for being proactive, prioritizing tasks, and developing routines to navigate interruptions and busy schedules. Overall, it advocates for organizational strategies, effective communication, and adapting to change in order to succeed in today's business world.
11 Feb 2021 10:00 am - 11:00 am
As most of us believe AFRICA IS CALLING indeed – it’s bunker down time for our contact centre operations to get better getting right what we do so that it’s portable and transportable across the continent. And that absolutely starts with getting our people ‘right’ first
Más contenido relacionado
Similar a Building & Maintaining Relationships in a Hybrid World
Rethinking Empowerment to Create a Dynmanic TeamAndrew Cheung
Our Credo & Beliefs for Team Effectiveness
Empowered Employees & Teams
Types of Decision Making
Setting Decision-Making Boundaries
Clearly Defined Boundaries
Susanne Madsen presents a thought provoking webinar for APM on project leadership that helps you lead yourself and others more effectively in a project context. Susanne discusses the differences between management and leadership and how to increase performance, become a project leader and differentiate yourself from the competition.
The ideal manager and hisher professional qualitiesAdelinaNicoleta
This document outlines several key factors that are important for being a good manager. It discusses that good leadership, planning and delegating tasks effectively, having expertise in the domain, setting clear expectations, providing positive recognition, developing talent on the team, and being adaptable and trusting are all important qualities. Developing talent specifically mentions listening to employee needs, assisting with skills growth, having an open door policy, understanding individual needs, and facilitating departmental meetings and creative functions to get employee ideas.
This document summarizes a presentation about leadership qualities and effective leadership. It discusses the differences between management and leadership, important leadership qualities like integrity, vision, and empowering employees. It provides tips for developing high-performance workplaces, such as effective communication, recognizing accomplishments, and coaching employees. Throughout, it emphasizes qualities like trust, serving others, solving problems, and creating a shared vision and purpose.
Soft skills such as communication, teamwork, and perseverance are vital for success in the workplace. While credentials and technical skills are important, soft skills ultimately determine employability and career longevity. Soft skills help individuals work effectively, build relationships, and navigate challenges. Some essential soft skills include communication, confidence, problem-solving, creativity, emotional intelligence, and maintaining a positive attitude. Developing soft skills through education and practice can significantly improve one's career prospects and performance.
Execution Book by Larry Bossidy and Ram Charan SummaryDr. N. Asokan
The document discusses the importance of execution in business. It defines execution as the systematic process of rigorously implementing strategy through questioning, analysis, and follow-through. The key to execution is linking strategy to operations and people. Execution requires clear goals, accountability, expanding capabilities, and rewarding performance. It is the job of leaders to execute through behaviors like knowing the business, insisting on realism, following through on commitments, and coaching others.
The document discusses 15 leadership skills for career success. It outlines skills such as empowering employees, being selfless, thinking critically and creatively, making quick decisions, developing more leaders, embracing humor, leading through change, embracing versatility, leading through influence rather than authority, developing trust, taking initiatives, attentive listening, raising emotional intelligence, being resilient, and bouncing back from mistakes. Mastering these skills can help one become an inspiration to others and achieve career success as a leader.
Eric Thompson - Free Talk & Seminar Topic PromotionEric Thompson
Eric Thompson is an associate with Sandler Training and offers professional sales training and coaching. He has experience in telecommunications, advertising, marketing and landscaping. He is available to give talks and facilitate sales meetings on various topics related to sales, such as networking, overcoming procrastination, effective decision making, time management, and managing sales teams. His talks cover behavioral, attitudinal and technical sales techniques.
Dr Stephen Williams was one of the true pioneers in the area of occupational stress diagnostics and stress management. OPRA began our relationship with Dr Williams back in the late 1990’s and this continued up to his unfortunate passing in the mid 2000’s. During this time Dr. Williams did many presentations across our regions discussing the benefits of a proactive approach to managing stress at work. The following is a key note address on the topic that he gave at the 2003 HRINZ Conference: Releasing individual potential through employee wellbeing.
#TorontoHR Meetup: How to speak CEO | TemboStatusTemboStatus
There is a major gap between what your CEO cares about and the function of human resources within the organization.
At this #TorontoHR meetup we offered a tactical, practical guide to aligning organizational vision with an enterprise talent management strategy. We demonstrated how a combination of business acumen and a solution-centric outlook are critical to driving impact on the big things that keep your CEO up at night: Customers, Productivity, Succession and Profit.
Our speaker, MaryAnn Dunlop, deconstructed the talent management framework to create a strategy that aligns with business objectives.
This webinar discusses key concepts for leadership development. It begins with introductions and an agenda. The speaker then discusses the differences between managers and leaders, emphasizing that companies need leaders to retain staff. Three core concepts for leadership are presented: patterns, which should evolve based on situations rather than relying on past outcomes; predictability, which builds engagement; and avoiding comfort, control and security which can inhibit growth. The webinar concludes by emphasizing the importance of developing leadership skills through training and making changes.
Modules of Leadership And Management Skills E-Learning Suite For Up Coming Ma...petroEDGE
This comprehensive Leadership and Management e-Learning suite offers essential learning that benefit upcoming managers & mid-career professionals who are looking to hone existing skills and learn new aptitudes.
OUR EVERYDAY ACTIVITIES FOR HR
1. Communication
2. Behavior
3. Correspondence
4. Daily Report on various job
5. Previous day activities
6. Current Issues
7. feedback & Follow up
8. Deviation
9. Audit Conduct
10. Visitors in Factory
11. Development Work
12. Interaction with different Committee in Factory along with CHO team
13. Creativity/Dynamism//Self-motivation /Technicality
14. Active Role/ Empowerment
15. Make yourself Surplus.
The document discusses how adapting skills and expertise to post-pandemic ways of working will be crucial. It outlines several challenges brought on by the pandemic like lack of clarity on new skills needed and lack of flexibility. Key steps to reskilling include rapidly identifying crucial skills, building employee skills for the new business model focusing on digital, cognitive, social/emotional and adaptability skills, and launching tailored learning journeys to close critical skill gaps. Behavioral changes like acting like a small company and protecting learning budgets are also emphasized.
The document discusses finding and using one's voice to inspire and lead others. It begins by outlining the pain of people feeling unfulfilled at work, and proposes the solution is transcending negative mindsets like ego and competitiveness. It then discusses discovering one's voice through gifts like free will and different types of intelligence. Expressing one's voice involves developing energy into vision, discipline, passion and conscience. The leadership challenge is enabling people to realize their potential by contributing their talents and passion. Leaders must model the four intelligences and empower others while holding them accountable. The document emphasizes the importance of trustworthiness, communication, and blending voices to find third alternatives. It discusses pathfinding a shared vision and executing through alignment,
This document discusses effective vs ineffective coaching practices and their results. An emotional response such as anger or blame leads to unhealthy results like negativity and focusing on imperfections. A strategic response involves being reflective, asking for causes and solutions, revising strategies, setting goals, inspiring confidence, and communicating progress, which leads to healthy results. It also discusses self-esteem variables and how factors like upbringing, education, relationships, and success impact self-esteem.
Barry Saiff -Managing Content Development Teams: Inner Mastery for Outer SuccessLavaConConference
n this session you will learn:
• How can you create outsourcing success?
• How can technical communicators influence outsourcing decisions?
• What are the potential pitfalls to watch out for?
• What are the potential benefits to maximize?
• Is outsourcing right for your organization? Is now the time?
Enterprise Agile Coaching - Professional Agile Coaching #3Cprime
“Agile coach” is a term that is thrown around pretty loosely these days. But what exactly is an agile coach? How do they differ from the more tactical roles, like ScrumMaster? And how do organizations find the agile coaches that are right for them?
In the final session of our “Professional Agile Coaching” series, we’ll examine how organizations can build an Enterprise Agile Coaching strategy. We’ll look at:
• When to use an external versus internal coach
• How to choose a coach with the abilities your team/organization needs
• The differences between team and enterprise agile coaching
• Creating a communication plan with your agile coach
• Developing an internal agile coaching organization
This session will help organizations make the best use of both internal and external coaches in order to ultimately build the deep internal skills and knowledge necessary for a successful agile transformation.
This document outlines key factors for success in a fast-paced business environment. It discusses the importance of: 1) having a well-organized structure and clear communication; 2) hiring enthusiastic employees and dealing with stress; and 3) managing time effectively and responding to change. The document provides tips for being proactive, prioritizing tasks, and developing routines to navigate interruptions and busy schedules. Overall, it advocates for organizational strategies, effective communication, and adapting to change in order to succeed in today's business world.
Similar a Building & Maintaining Relationships in a Hybrid World (20)
11 Feb 2021 10:00 am - 11:00 am
As most of us believe AFRICA IS CALLING indeed – it’s bunker down time for our contact centre operations to get better getting right what we do so that it’s portable and transportable across the continent. And that absolutely starts with getting our people ‘right’ first
2020 will be remembered as a somber year when the world changed, right in front of our eyes – week to week, month to month and lockdowns to unlocking. The BPO industry’s response was rapid and the collaboration of various public, private and governmental players was nothing short of noteworthy. It is also the year when South Africa ranked 2nd most favoured offshore destinations of the year. As we come back slowly to the new normal, we need a winning strategy to take us to the next level of service delivery for clients across the world. This will have to be a strategy of taking the South Africa customer experience ‘to the world’ while the world cannot visit (fully) due to the pandemic. This is OUR time.
1. The document discusses high impact learning models and skills development strategies including the HILL model, CK Connect solution, and endorsing CCMG professional designations.
2. The HILL model uses 7 principles including urgency, action and sharing, hybrid learning, learner agency, collaboration and coaching, flexibility, and assessment as learning.
3. CK Connect is a high impact learning solution. Professional status with CCMG can be achieved through a 6 phase roadmap including needs analysis, defining team and company objectives, and CCMG accreditation.
This document discusses automated speech recognition (ASR) and its use for automated quality assurance in contact centers. It describes how ASR can transcribe calls and score them to identify agents needing assistance, reduce manual QA workload, and provide performance analytics. The document outlines South Africa's language diversity as a challenge and the company's efforts to build accurate transcription models. It also discusses using ASR for other contact center applications beyond QA and how AI will transform next generation contact centers through chatbots, RPA, and data-driven agent matching.
The document introduces Plantronics Manager Pro, a headset management solution. It provides 3 use case scenarios where Plantronics Manager Pro helped organizations address challenges around customer experience, regulatory compliance, and managing inventory. The document also summarizes key features like asset management and analytics reports, call quality analytics, and health and safety monitoring. It concludes with a quick tour of the dashboard and analytics capabilities of Plantronics Manager Pro.
The document summarizes the evolution of contact centers from in-person and mail-based customer service to modern digital channels and automation technologies. It notes that while automation has improved efficiency, there is a risk of poor customer service. To survive the future, contact centers must focus on complex problem solving and advanced communication skills for human agents, rather than just bulk processing. Representatives are advised to advocate for the changes needed to balance human and machine roles and stay relevant in the industry.
The document discusses how technology is changing what it means to be human and impacting Maslow's hierarchy of needs, with physiological needs now addressed through mass production and entertainment, safety and belonging met through social media but also causing loneliness, and self-actualization pursued through virtual experiences and charitable acts online. It also examines the societal impacts of individualism, extremism, dysfunction, and a polarized "bubble reality" in a digital world.
This document compares and contrasts augmented reality and virtual reality. It defines augmented reality as overlaying digital information on the real world, while virtual reality creates simulated, interactive 3D environments. The document lists industries that have adopted AR/VR like engineering, design, and medical. It also discusses challenges like user interfaces and hardware capabilities. Finally, it presents examples of how companies can use AR/VR technologies for remote expertise, workflows, and warehouse picking.
The documents discuss the balance between AI and human workers. By 2021, AI assistants are forecast to handle 85% of customer service queries at just 10% of the cost of live agents. However, humans still provide skills like empathy, ethics and complex decision making that AI cannot replace. When used as augmentation rather than replacement, AI can help humans perform tasks faster and improve outcomes. An experiment found that including AI bots in a coordination game improved overall human performance, particularly during difficult tasks. For the future, organizations must view digital transformation as both a technology and people journey to create new jobs and reskill employees as roles evolve with new technologies.
In-terms of BBBEE Requirements, every company seeking to earn BBBEE Points for Procurement, should establish a Procurement Standard for itself, based on its interpretation of the BBBEE Code and apply that standard to Suppliers.
This document discusses the Film and Publication Bill in South Africa, which aims to regulate online content through the Film and Publications Board. Some key points:
- The bill wants to govern all "user generated content" online and adapt existing media regulations for new technologies.
- All online material in South Africa may need to be classified like films. This could infringe on freedom of expression.
- Online publishers are exempt if they are members of the Press Council, who will regulate their content through their Press Code instead.
- The document proposes that the contact center industry in South Africa establishes standards for responsible online communications and self-regulates through a compact with the Film and Publications Board, to avoid direct government regulation
As you work to complete your awards entry, keep in mind the Hero’s journey and use the steps as your plan. The deadline is looming but the light at the end of the tunnel is you, the hero, showing the way with your light sabre.
Policy and Criteria for Recognising a Professional Body and Registering a Professional Designation for the Purposes of the National Qualifications Framework Act, Act 67 of 2008
As one of the Shared Services, Learnerships provide valuable BBBEE points.
Join us at an online CCMG Knowledge Sharing Event on understanding & applying 12h as a CCMG EA activity. This information session is for members of the CCMG, who can earn 1 CPD point for attendance.
The document summarizes the inaugural meeting of the CCMG Employer Association in Gauteng, Kwazulu Natal and Cape Town. It discusses the need for the independence and self-governance of employer association structures. It also outlines the mission to prioritize member businesses and lobby for an enabling trade environment. Shared services are proposed, like supplier registration, skills training programs, and incubation. The association aims to establish standards through employer-owned research and implement a grading system to recognize excellence among members.
The stages of the hero's journey are outlined, beginning with the call to adventure and ending with the hero's return. The document then provides examples of stories that follow some of the stages, such as The Maze Runner, The Hunger Games, and Kung Fu Panda. It concludes by stating that many stories only include a few of the stages.
This document discusses the role and purpose of professional bodies. It argues that professional bodies serve to ensure the competence and ethical conduct of practitioners through professional designations that require ongoing training, a code of conduct, and accountability. They provide advantages to both the public, who can be assured of a practitioner's qualifications, and to authorities, who have a single accountable partner. Professional bodies also contribute to performance management, lifelong learning, and transformation in the workplace by managing continuous professional development opportunities. They are positioned to lead branding efforts and play a key role in rating and developing sectors of the economy.
We will review the concept of Critical Thinking and advise why it is important in the context of your life and where you are. The objective for you should be to use Critical Thinking as a way to evaluate your life, analyse the results of your current thinking and to come up with new ways of thinking that enable you to have a happier, fuller life, to earn more and to understand life better.
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
Discover timeless style with the 2022 Vintage Roman Numerals Men's Ring. Crafted from premium stainless steel, this 6mm wide ring embodies elegance and durability. Perfect as a gift, it seamlessly blends classic Roman numeral detailing with modern sophistication, making it an ideal accessory for any occasion.
https://rb.gy/usj1a2
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
Presentation by Herman Kienhuis (Curiosity VC) on Investing in AI for ABS Alu...Herman Kienhuis
Presentation by Herman Kienhuis (Curiosity VC) on developments in AI, the venture capital investment landscape and Curiosity VC's approach to investing, at the alumni event of Amsterdam Business School (University of Amsterdam) on June 13, 2024 in Amsterdam.
HR search is critical to a company's success because it ensures the correct people are in place. HR search integrates workforce capabilities with company goals by painstakingly identifying, screening, and employing qualified candidates, supporting innovation, productivity, and growth. Efficient talent acquisition improves teamwork while encouraging collaboration. Also, it reduces turnover, saves money, and ensures consistency. Furthermore, HR search discovers and develops leadership potential, resulting in a strong pipeline of future leaders. Finally, this strategic approach to recruitment enables businesses to respond to market changes, beat competitors, and achieve long-term success.
The Most Inspiring Entrepreneurs to Follow in 2024.pdfthesiliconleaders
In a world where the potential of youth innovation remains vastly untouched, there emerges a guiding light in the form of Norm Goldstein, the Founder and CEO of EduNetwork Partners. His dedication to this cause has earned him recognition as a Congressional Leadership Award recipient.
Digital Marketing with a Focus on Sustainabilitysssourabhsharma
Digital Marketing best practices including influencer marketing, content creators, and omnichannel marketing for Sustainable Brands at the Sustainable Cosmetics Summit 2024 in New York
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations
Dive into this presentation and learn about the ways in which you can buy an engagement ring. This guide will help you choose the perfect engagement rings for women.
4 Benefits of Partnering with an OnlyFans Agency for Content Creators.pdfonlyfansmanagedau
In the competitive world of content creation, standing out and maximising revenue on platforms like OnlyFans can be challenging. This is where partnering with an OnlyFans agency can make a significant difference. Here are five key benefits for content creators considering this option:
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
Key highlights include Microsoft's Digital Transformation Framework, which focuses on driving innovation and efficiency, and McKinsey's Ten Guiding Principles, which provide strategic insights for successful digital transformation. Additionally, Forrester's framework emphasizes enhancing customer experiences and modernizing IT infrastructure, while IDC's MaturityScape helps assess and develop organizational digital maturity. MIT's framework explores cutting-edge strategies for achieving digital success.
These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
𝐔𝐧𝐯𝐞𝐢𝐥 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐄𝐧𝐞𝐫𝐠𝐲 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲 𝐰𝐢𝐭𝐡 𝐍𝐄𝐖𝐍𝐓𝐈𝐃𝐄’𝐬 𝐋𝐚𝐭𝐞𝐬𝐭 𝐎𝐟𝐟𝐞𝐫𝐢𝐧𝐠𝐬
Explore the details in our newly released product manual, which showcases NEWNTIDE's advanced heat pump technologies. Delve into our energy-efficient and eco-friendly solutions tailored for diverse global markets.
Building & Maintaining Relationships in a Hybrid World
1. “We are a Human Behaviour organisation that uses Technology to
Priority Management South Africa
Karen Hardman l Director
+27 82 883 0332
karen@prioritymanagement.c
o.za
www.prioritymanagement.com
3. “We are a Human Behaviour organisation that uses Technology to
Module 1
Fundamentals of Working in a
Hybrid World
4. Karen Hardman
karen@priortymanagement.c
o.za
+27 82 883 0332
The Root Cause
• Remote work was a solution to ensure Safety of employees in
response to the Pandemic.
• This brought about change that would have happened over a 10-
year period.
• A slower introduction would have given workplace chance to
adapt to new way of work.
• Priority Management has seen Hybrid working models tested prior
to the Pandemic.
• This was a response to requests from 40-year-old and under
workers.
5. Karen Hardman
karen@priortymanagement.c
o.za
+27 82 883 0332
What Should be in Place?
• Ability to Excel in the following Key Performance Areas is
essential;
1.
Self-
Management
• Self-directed
• Work with
minimum
supervision
• Make decisions
2.
Working Well
with Others
• Build
relationships
• Facilitate
communication
&
collaboration
3.
Asset/Resourc
e Management
• Find and use
all available
resources
4.
Task /
Activity
Management
• Work on the
right task at
the right time
for the right
reason
6. Karen Hardman
karen@priortymanagement.c
o.za
+27 82 883 0332
Best Practices
• Set clear, specific standards regarding collaboration and
communication.
• Encourage your Team to plan.
• Leverage your Technology.
• Ensure Hybrid world is effective with policies and stands for
both remote and office environments.
• Create a playbook with the team.
• Improve team members ability to self-manage with clear,
collaborative performance measurement structure.
• Encourage team to build Working Relationships.
• Develop and communicate clear Human Resources policies and
procedures to promote consistently in changing work
environment.
7. “We are a Human Behaviour organisation that uses Technology to
Module 2
Self-Management in a Hybrid
World
8. Karen Hardman
karen@priortymanagement.c
o.za
+27 82 883 0332
What is Self-Management?
• Ability to control your behaviors, thoughts, and emotions
in a productive way that helps you achieve your goals.
• Self-management goes hand-in-hand with emotional
intelligence.
• Those with excellent self-management skills collaborate
well with others, communicate clearly when they need
support, and have a positive mental attitude to keep
their team’s spirits high.
9. Karen Hardman
karen@priortymanagement.c
o.za
+27 82 883 0332
Essential Self-Management Skills
Consistent self-motivation
• Productive, Engaging, and Collaborative people know how to
self-motivate for a challenge.
• Especially in a remote-working world, feeding off the energy of
others is difficult, so you need to be able to elevate both
your own and your team’s motivation levels.
Better time management
• Use your time effectively. This requires different discipline
when working from home versus in the office, as distractions
and interactions are different.
• Break up your day. When you work remotely, video calls can
quickly drain your time. Try using timeboxing to break your day
into different activity types to help you strike a balance
between meetings and personal work.
11. Karen Hardman
karen@priortymanagement.c
o.za
+27 82 883 0332
An ability to adapt to change
• Self-managers who deal with change the best are the ones who
can pivot to a new solution without their emotions taking over.
• Learning how to manage change helps you manage your own
emotions too.
• When changing your plans, it’s important to keep control of the
situation, align with everyone around you, and press on
quickly.
Resilience & stress management
• If you manage your stress level effectively, you’ll be better
positioned to manage your time, build relationships, and
perform at your maximum.
• Keep your space clean and organized.
• Staying organized helps give you a clear head to tackle
pressure and stress head-on.
12. Karen Hardman
karen@priortymanagement.c
o.za
+27 82 883 0332
Goal setting, alignment, and achievement
• Have the vision of what needs to be achieved and then the
discipline and self-management to stay on track.
• Not all goals are equal. Big goals are delivered through
little steps. Break your goals down into smaller tasks to keep
you moving forward in the right direction.
• With every task you do, ask yourself how it contributes to the
purpose to ensure you are aligned.
Getting role clarity
• Role Clarity important if you want to master self-management.
• To manage your productivity, you need to fully understand what
you need to do?
• Speak to your manager to define what’s in and out of scope for
your role.
13. 13
Why Planning Helps Manage Stress
• Putting the future into a perpetual holding pattern tough on mental health.
• Studies have shown strong ties between an unclear future and anxiety.
• Scheduling helps limit stress through a cognitive process called proactive coping
• Planning alleviates anxiety by dealing with cognitive clutter.
• A model of mental processing called cognitive load theory indicates that the human
brain processes a limited amount of information at any given time.
• This clutter is known as the ‘Zeigarnik effect’. Named for a Russian psychologist who
first wrote about the effect in the late 1920s.
• Unfulfilled goals tend to persist in people’s minds. There’s a lot going on in the
unconscious.
• All these unresolved thoughts and objectives – pile onto our cognitive load. That can
quickly become overwhelming, which breeds anxiety and causes intrusive thoughts
14. 14
“We are a Human Behaviour organisation that uses Technology to enable the change”
Module 3
Working Well with Others in a Hybrid World
15. 15
Karen Hardman
karen@priortymanagement.co.za
+27 82 883 0332
Best Practices
• Maximise the ability to collaborate. Create opportunities to support. Work well
together. Build trust and psychological safety.
• Seek first to understand before being understood.
• Clarify expectations and establish what engagement looks like.
• Clarify expectations and establish what success looks like.
• Take time to celebrate the team and individuals.
16. 16
Karen Hardman
karen@priortymanagement.co.za
+27 82 883 0332
Team Interactions
• Unconscious biases: social stereotypes about people that individuals form outside their
own conscious awareness.
• Proximity biases: employees with proximity to their team and leaders will be
perceived as better workers and ultimately find more success.
• Civility: Workers are respectful and considerate in their interactions with
each other, as well as customers, clients and the public. Based on
showing esteem, care and consideration for other and
acknowledging their dignity.
• Influencing: Interactive process to build relationships with people that will lead
to change of idea or behaviour without using force or authority.
• Psychological safety: being able to show oneself without fear of negative consequences.
Psychologically safe team's feel accepted and respected.
17. 17
Karen Hardman
karen@priortymanagement.co.za
+27 82 883 0332
Building Relationships
Make the Most of Your Time In-Office
• Being in the office together is an opportunity for building relationships at work.
• Planning team activities and meetings on in office days helps colleagues connect.
Important for collaboration, productivity, and company culture.
Encourage Virtual Watercooler Chat
• Engaging in casual conversations similar to those that occur around the office water
cooler build relationships.
• Consider setting up online chat groups on Microsoft Teams by creating a dedicated
Watercooler channel for non-work-related topics.
Make Virtual Meetups a Regular Habit
• Consider setting up specific days or times each week to meet online.
• Maintaining a set schedule lets everyone know when to expect the meetup, making
them more likely to participate.
• Encourage team members to take turns hosting and choosing activities to keep things
fresh and engaging.
18. 18
Karen Hardman
karen@priortymanagement.co.za
+27 82 883 0332
Analysers
Analytical, logical and
Problem solving
• Try to be patient with
people you think are
fluffy.
• Recognise that other
personalities need team
building activities
Players
Curious impulsive and
Playful
• Listen more & speak less
• Don’t take on too many
projects
• Don’t interrupt people
and finish their sentences
for the.
Safekeepers
Practical, Careful &
Organized
• Not everyone has the
same ordered mind as
you
• Consider that change
may be beneficial
Carers
Sensitive, spiritual &
emotional
• Willing to make decisions
based on fact not emotion
• Recognize some “bottom
line” decisions have to be
made.
• Don’t take it personally
if someone disagrees
Team Communication: Learn what Makes your Team Click
19. 19
“We are a Human Behaviour organisation that uses Technology to enable the change”
Module 4
Managing Human Assets, Tasks & Activities
20. 20
Karen Hardman
karen@priortymanagement.co.za
+27 82 883 0332
Building Resilience in a Hybrid World
What is resilience?
• The ability to recover from a challenge and to
use that challenge as a learning opportunity.
• In the workplace, resilience can mean solving
problems, facing challenges and recovering
from mistakes.
How does resilience impact the
workplace?
• Encourages a positive work environment and
enables employees to feel more confident
and mentally tough.
• Ways that resilience can make a positive
impact on the workplace:
- Increases productivity
- Creates leaders
- Encourages adaptability
21. 21
Karen Hardman
karen@priortymanagement.co.za
+27 82 883 0332
Tips for building resilience
• Develop positive habits. Work-life balance and taking time to care for yourself could
help you remain more positive at work. Try to get enough sleep and manage your
stress.
• Reflect on challenges. Reflect on the situation so that you're more knowledgeable next
time. Reflect on what components of the situation made you emotional and what
decisions were most effective.
• Embrace a positive attitude. The more passionate and engaged you are at work, the
better you may be able to navigate unexpected circumstances.
• Build trust with your manager and colleagues. Strong relationship with the people you
work with could help you feel more comfortable taking risks and developing solutions
with them.
• Focus on what you can control. Remember that you're only responsible for your
response to the circumstances.
• Take breaks. Controlling burnout is vital when building resilience. Take regular breaks
in your workday and take advantage of any time off you may receive to rest and
unplug from work.
26. 26
Opening in Calendar
• Click the File tab, then click
Options in the panel on the left.
• Outlook Options dialog box
appears.
• Click Advanced in the panel on
the left, and under Outlook start
and exit, click Browse, select
Calendar. Click OK.
27. Karen Hardman
karen@priortymanagement.c
o.za
+27 82 883 0332
Working
Smart
Working Smart +
Outlook
Working Smart
Teams
Working Smart
One Note
Working Smart
Meetings
Working Smart
in the 21st
Century
Leadership &
Management
Skills
Leadership &
Management
Skills for the
21st Century
Working Smart
Hybrid
Priority
Coaching
Click Colours
Project
Management
Project
Planning
Breakthroughs
Project
Management
Fundamentals
riority Management South
Africa
Essential Skills Curriculum