In this presentation, Antoinette Oglethorpe shares practical tools and questions for leaders, mentors and coaches to engage, retain and develop employees through career conversations.
To learn more, download your free ebook, It's Good to Talk! A Practical Guide to Career Conversations in the Workplace at www.antoinetteoglethorpe.com/good-talk-ebook
New ideas are always encouraged the Group. The Group has nurtured and promoted innovative culture. With growth and diversification of the Organization, in order to leverage maximum innovative potential of employees, a formal suggestion scheme ‘I Have An Idea!’ has been launched. The objective is to encourage the employees to think out-of- the-box and suggest for improvements.
Read this paper to learn how to build a winning coaching program, select the right mix of coaching techniques, and measure the effectiveness of the coaching program.
In this presentation, Antoinette Oglethorpe shares practical tools and questions for leaders, mentors and coaches to engage, retain and develop employees through career conversations.
To learn more, download your free ebook, It's Good to Talk! A Practical Guide to Career Conversations in the Workplace at www.antoinetteoglethorpe.com/good-talk-ebook
New ideas are always encouraged the Group. The Group has nurtured and promoted innovative culture. With growth and diversification of the Organization, in order to leverage maximum innovative potential of employees, a formal suggestion scheme ‘I Have An Idea!’ has been launched. The objective is to encourage the employees to think out-of- the-box and suggest for improvements.
Read this paper to learn how to build a winning coaching program, select the right mix of coaching techniques, and measure the effectiveness of the coaching program.
Do you want to improve the engagement and performance of your employees?
Do you want to retain and develop leaders who will take your organisation into the future?
Do you want to help your people take ownership for developing themselves and the organisations?
The Confident Career Conversations Programme will help enable your leaders, mentors and coaches to develop employees careers one conversation at a time. Available as an in-person workshop or an online programme.
Cultivating a business has always involved creativity. Seeking out new ways of working to meet shifting demand is an essential skill of today’s innovators. And approaches to leadership are no exception. For generations, the majority of organizations relied on traditional hierarchies. A chain of command in which only those at the top made decisions. Fast forward to today and many start-ups are choosing to buck this trend by incorporating distributed leadership into their business models.
As the term suggests, distributed leadership is shared management. Popular within educational institutes, this concept disperses decision-making from one individual to a collective group. New businesses aside, this naturally involves a major organizational restructure, which is a difficult request for companies with long-standing traditions. Having said that, businesses that are incorporating this methodology are experiencing numerous benefits.
From Individual Contributor to People Manager by 15Five Group PMProduct School
Main takeaways:
- Moving to people management in PM begins with defining your end in mind and knowing where you're today.
- There are avoidable mistakes and valuable frameworks you can adapt to turn leading a team into a transformational journey for everyone involved.
- Embracing difficult conversations, managing poor performance, and leaving your ego outside are not so glamorous parts of being a people manager but are critical to the team's success.
This program teaches managers how to convert their conversation into coaching conversation. Imbed it in their day to day conversation with teams to ensure high performance, ownership and engagement amongst the team.
This program focuses on What, Why and How of Coaching. Easy to learn, understand and apply.
GROW is one of the effective coaching models which is used for coaching high performance team or individual in earlier days, now it is been used by Corporate and business coaching.
Leading high performance teams training enable you to create fundamental aptitudes including enhancing self-comprehension, investigating the adequacy of others, group building, authority, consolation, and compromise. You will pick up a viable training of how to break down and keep up successful group performance over the task life cycle alongside how to perceive and illuminate key issues. Venture achievement not just relies upon the viability of the task group and how well they work together, yet additionally on the undertaking director's ability to control and deal with the group and focus on individuals issues.
Objectives :
Determine the characters of high-performing project teams
Successfully initiate a new project team
Inspire peak performance in project teams
Use leadership skills to create team members’ capability and commitment
Lead and manage distant project teams
Determine tactics to manage the various performance roles people take inside a team and the ways to enhance team dynamics
Set up personal strategies and activities that will construct and secure a high performing team
Share their team vision in an attractive way to motivate team member “buy in”
Describe the value of successfully managing ‘soft-side’ concerns that cause issues and postpones during product development programs
Use effective practices of employing and initiating teams
Execute methods to effectively lead and smooth effective teams
Efficiently troubleshoot problems on a team and use methods to remain efficient
Execute proven guidelines for performing effective team meetings
Course outline:
Overview of Leading High Performance Teams
Initiating a Project Team
Constructing a High-Performing Team
Accomplishing High Performing Team Dynamics
High-Performance Team Leadership
Creating a High Team Performance Management Culture and Vision
Leading Project Teams from Long distance
Making Effective Decisions
Sound Facilitation
TONEX Case Study Sample: Unit-Based High Performance Team
Leading high performance teams training
https://www.tonex.com/training-courses/leading-high-performance-teams-training/
Como Implementar con Exito un Sistema de Evaluacion de DesempenoPeopleNext
En PeopleNext estamos comprometidos a ayudarte a que tu empresa alcance sus metas de negocio a través de tu capital humano. Para esto es fundamental que evalúes a tu personal y potencialices su talento.
Firma de consultoría en negocios especializada en Capital Humano, que contribuye a alinear la gestión del talento con la estrategia de la empresa y a fortalecer su posición competitiva en el largo plazo. Ofrecemos servicios de tercerización en procesamiento de nóminas & dotación de personal, así como una gama de servicios de consultoría estratégica en capital humano.
Do you want to improve the engagement and performance of your employees?
Do you want to retain and develop leaders who will take your organisation into the future?
Do you want to help your people take ownership for developing themselves and the organisations?
The Confident Career Conversations Programme will help enable your leaders, mentors and coaches to develop employees careers one conversation at a time. Available as an in-person workshop or an online programme.
Cultivating a business has always involved creativity. Seeking out new ways of working to meet shifting demand is an essential skill of today’s innovators. And approaches to leadership are no exception. For generations, the majority of organizations relied on traditional hierarchies. A chain of command in which only those at the top made decisions. Fast forward to today and many start-ups are choosing to buck this trend by incorporating distributed leadership into their business models.
As the term suggests, distributed leadership is shared management. Popular within educational institutes, this concept disperses decision-making from one individual to a collective group. New businesses aside, this naturally involves a major organizational restructure, which is a difficult request for companies with long-standing traditions. Having said that, businesses that are incorporating this methodology are experiencing numerous benefits.
From Individual Contributor to People Manager by 15Five Group PMProduct School
Main takeaways:
- Moving to people management in PM begins with defining your end in mind and knowing where you're today.
- There are avoidable mistakes and valuable frameworks you can adapt to turn leading a team into a transformational journey for everyone involved.
- Embracing difficult conversations, managing poor performance, and leaving your ego outside are not so glamorous parts of being a people manager but are critical to the team's success.
This program teaches managers how to convert their conversation into coaching conversation. Imbed it in their day to day conversation with teams to ensure high performance, ownership and engagement amongst the team.
This program focuses on What, Why and How of Coaching. Easy to learn, understand and apply.
GROW is one of the effective coaching models which is used for coaching high performance team or individual in earlier days, now it is been used by Corporate and business coaching.
Leading high performance teams training enable you to create fundamental aptitudes including enhancing self-comprehension, investigating the adequacy of others, group building, authority, consolation, and compromise. You will pick up a viable training of how to break down and keep up successful group performance over the task life cycle alongside how to perceive and illuminate key issues. Venture achievement not just relies upon the viability of the task group and how well they work together, yet additionally on the undertaking director's ability to control and deal with the group and focus on individuals issues.
Objectives :
Determine the characters of high-performing project teams
Successfully initiate a new project team
Inspire peak performance in project teams
Use leadership skills to create team members’ capability and commitment
Lead and manage distant project teams
Determine tactics to manage the various performance roles people take inside a team and the ways to enhance team dynamics
Set up personal strategies and activities that will construct and secure a high performing team
Share their team vision in an attractive way to motivate team member “buy in”
Describe the value of successfully managing ‘soft-side’ concerns that cause issues and postpones during product development programs
Use effective practices of employing and initiating teams
Execute methods to effectively lead and smooth effective teams
Efficiently troubleshoot problems on a team and use methods to remain efficient
Execute proven guidelines for performing effective team meetings
Course outline:
Overview of Leading High Performance Teams
Initiating a Project Team
Constructing a High-Performing Team
Accomplishing High Performing Team Dynamics
High-Performance Team Leadership
Creating a High Team Performance Management Culture and Vision
Leading Project Teams from Long distance
Making Effective Decisions
Sound Facilitation
TONEX Case Study Sample: Unit-Based High Performance Team
Leading high performance teams training
https://www.tonex.com/training-courses/leading-high-performance-teams-training/
Como Implementar con Exito un Sistema de Evaluacion de DesempenoPeopleNext
En PeopleNext estamos comprometidos a ayudarte a que tu empresa alcance sus metas de negocio a través de tu capital humano. Para esto es fundamental que evalúes a tu personal y potencialices su talento.
Firma de consultoría en negocios especializada en Capital Humano, que contribuye a alinear la gestión del talento con la estrategia de la empresa y a fortalecer su posición competitiva en el largo plazo. Ofrecemos servicios de tercerización en procesamiento de nóminas & dotación de personal, así como una gama de servicios de consultoría estratégica en capital humano.
Curso de Talento y Confiabilidad Humana - Gestión por competencias dictada en el IPEMAN por el MBA. Victor Caicedo Bustamante, catedrático de la FIIS-UNI
Dirigido a personas que quieren ejercer la profesión del coaching personal, grupal y ejecutivo. El entrenamiento desarrolla las competencias de un Coach Profesional y te prepara para acceder al examen de Certificación como Coach Profesional Certificado en OCC-Internacional.
2. PEOPLE CARE IT
1. ANTECEDENTES
2. CICLO DE VIDA DE UN
PROFESIONAL IT
3. GESTIÓN DEL DESEMPEÑO
4. ACCIONES Y POLÍTICAS DE
GESTIÓN DE TALENTO IT
5. PASOS A SEGUIR
4. ¿Qué es un Programa de People Care
IT?
Es la gestión del capital humano de IT para maximizar la productividad de
los colaboradores.
5. Beneficios
Mejora el Clima
Laboral
Mayor Productividad
Mejora la
Imagen
Empresarial
La gestión de talento aporta un valor añadido en las
organizaciones al maximizar el rendimiento de los
integrantes del equipo. Si se alientan sus capacidades y
aptitudes, se esforzarán al máximo.
7. Ciclo de Vida de un Profesional IT
•Crear una imagen de Marca deseable donde quieran trabajar
Imagen de Marca Empleador
•Mejorar los procesos de Búsqueda y Selección
Proceso de Búsqueda y Selección
•Mejorar los procesos de Incorporación agilizando los trámites, documentación y
asignación de equipos
Proceso de Incorporación
•Hacer la respectiva inducción en el cargo, presentarlo a su jefe directo y darle la
bienvenida en el equipo
Primer día de trabajo
•Contactar con el funcionario y evaluar las funciones que está realizando
Primer mes de trabajo
•Recursos brindados para el crecimiento profesional de un funcionario
Desarrollo Profesional
•Renuncias deseadas y No deseadas, Despidos y Acuerdos de desvinculación
Proceso de Salida
•Importante mantener contacto con los ex colaboradores
Relacionamiento como Ex Colaborador
10. Gestión de Desempeño
Cada puesto de la empresa tiene un perfil compuesto por Objetivos,
Responsabilidades y Tareas. Por lo tanto es importe medir el
desempeño de cada funcionario.
Actitud
+
Capacidad
___________
Desempeño
Desempeño Logrado
-
Desempeño Esperado
__________________
Evaluación de Desempeño
Perfil del Puesto= Objetivos + Responsabilidades + Tareas
11. Perfil del Puesto
El perfil de puesto, es el punto inicial y la base para la evaluación de
desempeño. En el perfil, tenemos el: Objetivo del puesto, Descripción de
las tareas y responsabilidades.
El Perfil deberá contener las siguientes dimensiones:
1. Capacidades Técnicas
2. Capacidades Blandas
3. Nivel de Expertise(Seniority)
4. Desarrollo Profesionál
12. Proceso de Evaluación
Una vez definido qué se va a evaluar, veremos el proceso de evaluación de
desempeño que incluye los siguientes pasos:
1. Autoevaluación
2. Evaluación
3. Charla de Devolución de la Evaluación
14. Acciones y Políticas
Aplicar acciones y políticas de gestión de talento es
importante para generar un buen clima laboral y
ofrecer oportunidades de desarrollo profesional.
15. Política de Compensación
Escalas de Remuneración
Remuneración es el sueldo fijo acordado en base una escala que involucra las
siguiente dimensiones: Seniority, Rol y Tecnología.
*Los salarios tienen que tener un rango y además una variable de Atracción
que se utilizará para permitir contrataciones excepcionales para cierto tipo de
perfiles.
16. Política de Compensación II
Modelos de Compensación
El modelo de Compensación agrega al sueldo fijo otros componentes
remunerativos o no como ser:
1. Variables (Mensualmente)
2. Bonos (Trimestrales, Semestrales, Anuales)
3. Beneficios
BENEFICIOS IT
Conocimiento
Experiencia
Flexibilidad
17. Política de Coaching y Seguimiento
Coaching y Reuniones de Seguimiento
El feedback frecuente es importante para realizar un seguimiento correcto del
colaborador. Los objetivos principales son:
-Mejorar el Performance
-Incrementar el nivel de Satisfacción y Pertenencia
-Detectar tempranamente la Insatisfacción
Coaching en:
1. Líder IT
2. Referente de People Care IT
3. Comunicación
4. Acciones de Retención
18. Política de Capacitación IT
1. Capacitaciones Externas
Certificaciones (Metodologías y herramientas)
Cursos Online
2. Capacitaciones Internas
Capacitación continua in Company (Curso de
Ingles con Certificados de aprobación)
Capacitación Técnica (Apps, metodologías)
19. Programa de Coaching de Desarrollo de Carrera
Para colaboradores que quieren cambiar de
Carrera dentro del área (Devs->QA, QA-
>DevOps, Devs->BI, etc)
20. Programa de para Impulsar
la Graduación Universitaria
Para estudiantes que les falta
graduarse:
Jornadas Reducidas
Horarios Flexibles
Espacios de Estudio
Premios por Graduarse
21. Programa de Gestión de Recursos
Disponibles
Para colaboradores que están:
Sin Asignación de Proyecto
Sin Tareas Asignadas
Sin Equipo de Trabajo
25. Pasos a Seguir
Relevamiento de Habilidades Técnicas
Clasificación por especialidad
Clasificación por proyecto
Otras Clasificaciones
Completar los niveles de Seniority por
Especialidad
Armar un equipo de People Care IT
Reclutadores IT, Gestores de talento IT y Capacitadores IT
Capacitación en Gestión de Talento IT
26. Pasos a Seguir –Plan de Capacitación
HR Ágil
Management 3.0
Programación Neuro-lingüística
Gestión Estratégica del Capital Humano
Curso de Coaching y Liderazgo / Coaching
Personal
27. Pasos a Seguir –Propuesta para la
Nueva Posición
Empoderamiento para aplicar las
Acciones y Políticas de Gestión de
Talento IT
Remuneración de acuerdo las
responsabilidades, capacitaciones y
desafíos en la implementación