El resumen presenta los resultados de varios partidos de f炭tbol de diferentes ligas. En la Liga Premier, Villa del Carmen gan坦 7-5 sobre Juventud Perdida, Los Talas perdi坦 5-6 ante Los Originales, y Mejoral gan坦 contundentemente 10-3 sobre Bata Bata. En la Liga de Plata, Fenix perdi坦 4-11 frente a Los Pibes de la 22, mientras que Los Millo venci坦 7-6 a La Madero. En categor鱈as inferiores tambi辿n se detallan los resultados de otros encuentros.
report on competition on the German railway market
la tecnologia en la sociedad contemporanea Luz Abril
油
Este documento discute el impacto de la tecnolog鱈a en la sociedad contempor叩nea. Explica que la ciencia ya no busca solo la verdad, sino que se ha integrado en la l坦gica capitalista para maximizar ganancias. Tambi辿n se単ala que desde el siglo pasado han surgido reflexiones cr鱈ticas sobre la ciencia y tecnolog鱈a desde perspectivas econ坦micas, ecol坦gicas, sociol坦gicas y pol鱈ticas. Finalmente, sostiene que aunque la tecnociencia ha permitido progresos, tambi辿n genera riesgos ambientales y
Mrs. Bassima Hazimeh satisfactorily completed the education program and final exam in Fundamentals of Medical Research during the 2015-2016 academic year. In August 2016, she was issued a temporary certificate as a Clinical Research Associate. The certificate was issued under file number 1633 and was signed by the program chairman, Prof. Roland Asmar.
際際滷s from a presentation I gave at VC CEO portfolio summit on Unlearning as we scale enterprise software startups focusing on how to think about the "next-level people" and "dance with who brung ya" adages along with thoughts on generalizing the former adage, hiring next-level people, and unlearning in general, specifically with infering false causality for success.
This document summarizes key strategies and best practices for leading organizations during tough economic times. It discusses the importance of developing a strong client-service orientation by implementing policies like those at Nordstrom to integrate client service into the organizational culture. Leaders are encouraged to define reality clearly, balance realism with optimism, focus on building trust with clients and employees, and foster innovation. Uncommon examples of client focus from Michael Dell and Bono are also provided.
The document discusses the Xeipion framework for establishing a performance-based culture in organizations. It argues that an organization's sustainable advantage lies in the collective performance of its people. Xeipion measures individual employee performance based on role-specific metrics and benchmarks employees relatively against one another, eliminating abstract standards. This facilitates the customization of compensation, training, and development based on individual performance profiles to continuously improve performance across the organization.
The document summarizes a presentation given by Graham Waller of Gartner at the San Francisco CIO Roundtable on June 24, 2011. The presentation focused on the seven leadership skills that CIOs need to drive results, including committing to leadership first, embracing one's softer side, forging right relationships, mastering communications, inspiring others, building people rather than just systems, and leading differently than one thinks. The presentation argued that superior business outcomes are achieved through people-focused leadership and management.
Korn/Ferry & Gartner Group CIO Edge presentation - Silicon Valley, July 2011bobconcannon
油
The document summarizes a presentation given by Graham Waller of Gartner at the San Francisco CIO Roundtable on June 24, 2011. The presentation focused on the seven leadership skills CIOs need to drive results, including committing to leadership first, embracing one's softer side, forging right relationships, mastering communications, inspiring others, building people rather than just systems, and leading differently than one thinks.
The document discusses how companies inspire loyalty through their cause or reason for existing, rather than just quality or features. It discusses how an organization called Anticipated Outcome helps businesses by painting a bigger picture perspective to understand how the business system is designed, built and managed in order to make it sustainable and profitable while respecting humanity. Their services include presentations, seminars, coaching and consulting to decision-makers wanting to make a positive difference.
This document summarizes the key points from a series of documents about coaching for lawyers. It discusses how the legal field is changing with increased competition and new technologies replacing some legal functions. Law firms have been slow to adapt. Coaching can help lawyers develop their strengths, establish their personal brand, learn rainmaking skills, gain confidence, and make career transitions. Coaching focuses on developing the right mindset, future-proofing skills, and networking to help lawyers succeed, especially those seeking partnership. Case studies show how coaching helped with a high-profile trial, a career change, and a partnership track. Coaching sessions are typically 1-2 hours weekly or biweekly over 6 months. The coach has experience in law and brings
"People over Process" slides that are about coming back to the heart of Agile: People!
Intro - People over Process.
Agile = Culture. Whole Agile.
Focus on People: Vulnerability, Authentic Connection, Safety & Trust (VAST)
People-centric organizations (Laloux Culture Model)
People-centric Change
Newton Consulting is a growing IT and HR consulting firm founded in 2003. It provides a range of recruiting, HR, benefits, and IT consulting services. The company has experienced rapid revenue growth from $700K in 2005 to a projected $8.5M in 2008, which it attributes to its customer-centric approach and flexible operating model. Newton Consulting aims to serve as a trusted partner to clients by helping implement their visions through its experienced consultants.
Symposium 2015 : Business Relationship Management as as a Role, a Discipline,...永珂鴛-珂看稼岳姻辿温鉛
油
In today's world many challenges rise from the miscommunication between the Business and the Service Provider (i.e. IT). In many organizations, those two entities are seen as rivals rather than partners. The BRM sits between the Business and the Service Provider to help ensure convergence of business values, priorities, timely escalations, and powerful communications deliveries. The BRM role focuses on the business customer and realized business value. BRM competencies can be leveraged through organizational roles, a discipline, and an organizational capability.
The BRM Discipline rests on solid research-based foundations verified and enhanced over a decade of successful implementations in leading organizations around the world. Proven to be equally effective for shared services including Human Resources, Finance, Legal, external service providers and others, BRM practices have enjoyed widespread adaption in IT. The BRM organizational Role is a crucial link between a service provider and the business. In practice, the titles used by BRMs vary considerably (e.g. Business Partner, Account Manager, Consultant, Business Unit Manager, and Business Integration Manager). Building a BRM organizational capability goes well beyond just defining the BRM role and placing individuals in that role. The growing global importance of Business Relationship Management as a role, discipline and organizational capability is due to the shift from Provider ( i.e. IT department) as a commodity/order taker to a business strategic partner, as there is an increasing business demand for innovation and agility.
SPEAKER BIOGRAPHY
Svetlana Sidenko is the President of IT Chapter, a Montreal-based company, which specializes in IT consulting and IT Best Practices training, which she co-founded in 2003.
Banks International is a consulting and training firm that has provided services internationally for over 32 years related to organizational culture change, leadership development, creativity and innovation, and strategic planning. They help clients improve organizational efficiency, flexibility, problem solving and performance. Their services are based on evidence that evolving an organization's culture leads to durable improvements in key areas. They offer consultation, training, executive coaching and support services to help clients address various business issues and maximize their potential. Customer testimonials praise Banks International's ability to assess issues and drive meaningful results through their work improving organizational culture.
Driving investment returns through talentjonfweber
油
BlueMountain Capital Management focuses on talent management to drive investment returns. They conduct extensive searches and reviews for CEOs, board members, and other executives at their portfolio companies. BlueMountain aims to manage talent selection with the same rigor as managing investments. Their structured process includes metrics, interviews, referencing, and feedback. While mistakes have been costly, the process also helps them identify strong candidates and avoid bad hires. BlueMountain continues to refine their talent management approach and aims to help portfolio companies improve their human resources practices.
This document provides tips for hiring and retaining top performers. It discusses focusing recruitment efforts on an applicant's motivation or "why", which is a better indicator of future performance than skills which can be taught. Interview questions should determine core values and passion to find people who believe in the company's purpose. Retaining employees relies on building relationships, engaging culture and regular "stay" conversations to ensure top talent remains invested in the organization.
profiling creditworthiness &entrepreneurship using psychometric toolsRaj Dravid
油
In Agriculture last mile connect is critical. How do we ensure that the right kind of leadership and creditworthiness is determined using state of art psychometric profiling tools?
1. Israel Gat led a transformation at BMC Software from 2004-2008 to shift the company from a traditional waterfall process to agile methods.
2. When he joined, BMC was antithetical to agile with lengthy releases and less features than promised. By 2008, over 1000 people used agile and releases were quicker, higher quality, and done with fewer resources.
3. Gat evolved his own leadership approach in parallel with BMC's transformation, shifting from an intellectual leader to a servant leader focused on lasting value over short-term success.
Why do people follow leaders and what do they want from their leaders. Most people want leaders who inspire them and who they believe in but what does this break down into.
The requirements have evolved and continue to do, as the power of coercion has decreased, the extent to which our organisations and leaders and their every action are open to public scrutiny and workforces become more mobile.
Here are our suggestions for a contemporary list of requirements.
The document discusses coaching and leadership development services provided by MSBCoach. It summarizes their coaching model called ISC which stands for identify, shift, and create. It also discusses how they provide customized coaching programs and workshops for organizations on topics like conflict management, leadership, communication, and more. Their goal is to partner with clients to develop authentic leadership and high-performance teams through executive coaching.
Leadership and Management Is There a Difference?
Whats the difference between leadership and management? Both are essential to successful businesses, but many organizations are over-managed and under-led. It has been said You manage cows, but you lead people. Budgets and schedules, while easy to measure and track, do not occupy the center of a great leaders attention. Leadership is far different from management, and just as important. According to HBSs Kotter, managers plan, budget, organize, staff, control and correct, while leaders set direction, align people, motivate and inspire. Many people occupy the position of leadership without demonstrating the qualities of leadership. This module explores the difference between leadership and management and how they complement one another. The very best business leaders combine both leadership and management to deliver extraordinary results.
STAN Professionals is a leading consulting firm in India that provides HR consulting and other services. They request to be empaneled for HR consulting services which include recruitment support, salary structuring, developing performance management systems, and advising on labor laws. The company has over 500 employees including 75 professionals experienced in various industries. If given an opportunity, STAN Professionals will ensure the client is serviced by the right team and resources using their expertise across multiple industries.
Material management is the process of planning, sourcing, storing, and controlling materials to ensure efficient production and cost-effectiveness. It helps in optimizing inventory, reducing waste, and maintaining a smooth supply chain.
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際際滷s from a presentation I gave at VC CEO portfolio summit on Unlearning as we scale enterprise software startups focusing on how to think about the "next-level people" and "dance with who brung ya" adages along with thoughts on generalizing the former adage, hiring next-level people, and unlearning in general, specifically with infering false causality for success.
This document summarizes key strategies and best practices for leading organizations during tough economic times. It discusses the importance of developing a strong client-service orientation by implementing policies like those at Nordstrom to integrate client service into the organizational culture. Leaders are encouraged to define reality clearly, balance realism with optimism, focus on building trust with clients and employees, and foster innovation. Uncommon examples of client focus from Michael Dell and Bono are also provided.
The document discusses the Xeipion framework for establishing a performance-based culture in organizations. It argues that an organization's sustainable advantage lies in the collective performance of its people. Xeipion measures individual employee performance based on role-specific metrics and benchmarks employees relatively against one another, eliminating abstract standards. This facilitates the customization of compensation, training, and development based on individual performance profiles to continuously improve performance across the organization.
The document summarizes a presentation given by Graham Waller of Gartner at the San Francisco CIO Roundtable on June 24, 2011. The presentation focused on the seven leadership skills that CIOs need to drive results, including committing to leadership first, embracing one's softer side, forging right relationships, mastering communications, inspiring others, building people rather than just systems, and leading differently than one thinks. The presentation argued that superior business outcomes are achieved through people-focused leadership and management.
Korn/Ferry & Gartner Group CIO Edge presentation - Silicon Valley, July 2011bobconcannon
油
The document summarizes a presentation given by Graham Waller of Gartner at the San Francisco CIO Roundtable on June 24, 2011. The presentation focused on the seven leadership skills CIOs need to drive results, including committing to leadership first, embracing one's softer side, forging right relationships, mastering communications, inspiring others, building people rather than just systems, and leading differently than one thinks.
The document discusses how companies inspire loyalty through their cause or reason for existing, rather than just quality or features. It discusses how an organization called Anticipated Outcome helps businesses by painting a bigger picture perspective to understand how the business system is designed, built and managed in order to make it sustainable and profitable while respecting humanity. Their services include presentations, seminars, coaching and consulting to decision-makers wanting to make a positive difference.
This document summarizes the key points from a series of documents about coaching for lawyers. It discusses how the legal field is changing with increased competition and new technologies replacing some legal functions. Law firms have been slow to adapt. Coaching can help lawyers develop their strengths, establish their personal brand, learn rainmaking skills, gain confidence, and make career transitions. Coaching focuses on developing the right mindset, future-proofing skills, and networking to help lawyers succeed, especially those seeking partnership. Case studies show how coaching helped with a high-profile trial, a career change, and a partnership track. Coaching sessions are typically 1-2 hours weekly or biweekly over 6 months. The coach has experience in law and brings
"People over Process" slides that are about coming back to the heart of Agile: People!
Intro - People over Process.
Agile = Culture. Whole Agile.
Focus on People: Vulnerability, Authentic Connection, Safety & Trust (VAST)
People-centric organizations (Laloux Culture Model)
People-centric Change
Newton Consulting is a growing IT and HR consulting firm founded in 2003. It provides a range of recruiting, HR, benefits, and IT consulting services. The company has experienced rapid revenue growth from $700K in 2005 to a projected $8.5M in 2008, which it attributes to its customer-centric approach and flexible operating model. Newton Consulting aims to serve as a trusted partner to clients by helping implement their visions through its experienced consultants.
Symposium 2015 : Business Relationship Management as as a Role, a Discipline,...永珂鴛-珂看稼岳姻辿温鉛
油
In today's world many challenges rise from the miscommunication between the Business and the Service Provider (i.e. IT). In many organizations, those two entities are seen as rivals rather than partners. The BRM sits between the Business and the Service Provider to help ensure convergence of business values, priorities, timely escalations, and powerful communications deliveries. The BRM role focuses on the business customer and realized business value. BRM competencies can be leveraged through organizational roles, a discipline, and an organizational capability.
The BRM Discipline rests on solid research-based foundations verified and enhanced over a decade of successful implementations in leading organizations around the world. Proven to be equally effective for shared services including Human Resources, Finance, Legal, external service providers and others, BRM practices have enjoyed widespread adaption in IT. The BRM organizational Role is a crucial link between a service provider and the business. In practice, the titles used by BRMs vary considerably (e.g. Business Partner, Account Manager, Consultant, Business Unit Manager, and Business Integration Manager). Building a BRM organizational capability goes well beyond just defining the BRM role and placing individuals in that role. The growing global importance of Business Relationship Management as a role, discipline and organizational capability is due to the shift from Provider ( i.e. IT department) as a commodity/order taker to a business strategic partner, as there is an increasing business demand for innovation and agility.
SPEAKER BIOGRAPHY
Svetlana Sidenko is the President of IT Chapter, a Montreal-based company, which specializes in IT consulting and IT Best Practices training, which she co-founded in 2003.
Banks International is a consulting and training firm that has provided services internationally for over 32 years related to organizational culture change, leadership development, creativity and innovation, and strategic planning. They help clients improve organizational efficiency, flexibility, problem solving and performance. Their services are based on evidence that evolving an organization's culture leads to durable improvements in key areas. They offer consultation, training, executive coaching and support services to help clients address various business issues and maximize their potential. Customer testimonials praise Banks International's ability to assess issues and drive meaningful results through their work improving organizational culture.
Driving investment returns through talentjonfweber
油
BlueMountain Capital Management focuses on talent management to drive investment returns. They conduct extensive searches and reviews for CEOs, board members, and other executives at their portfolio companies. BlueMountain aims to manage talent selection with the same rigor as managing investments. Their structured process includes metrics, interviews, referencing, and feedback. While mistakes have been costly, the process also helps them identify strong candidates and avoid bad hires. BlueMountain continues to refine their talent management approach and aims to help portfolio companies improve their human resources practices.
This document provides tips for hiring and retaining top performers. It discusses focusing recruitment efforts on an applicant's motivation or "why", which is a better indicator of future performance than skills which can be taught. Interview questions should determine core values and passion to find people who believe in the company's purpose. Retaining employees relies on building relationships, engaging culture and regular "stay" conversations to ensure top talent remains invested in the organization.
profiling creditworthiness &entrepreneurship using psychometric toolsRaj Dravid
油
In Agriculture last mile connect is critical. How do we ensure that the right kind of leadership and creditworthiness is determined using state of art psychometric profiling tools?
1. Israel Gat led a transformation at BMC Software from 2004-2008 to shift the company from a traditional waterfall process to agile methods.
2. When he joined, BMC was antithetical to agile with lengthy releases and less features than promised. By 2008, over 1000 people used agile and releases were quicker, higher quality, and done with fewer resources.
3. Gat evolved his own leadership approach in parallel with BMC's transformation, shifting from an intellectual leader to a servant leader focused on lasting value over short-term success.
Why do people follow leaders and what do they want from their leaders. Most people want leaders who inspire them and who they believe in but what does this break down into.
The requirements have evolved and continue to do, as the power of coercion has decreased, the extent to which our organisations and leaders and their every action are open to public scrutiny and workforces become more mobile.
Here are our suggestions for a contemporary list of requirements.
The document discusses coaching and leadership development services provided by MSBCoach. It summarizes their coaching model called ISC which stands for identify, shift, and create. It also discusses how they provide customized coaching programs and workshops for organizations on topics like conflict management, leadership, communication, and more. Their goal is to partner with clients to develop authentic leadership and high-performance teams through executive coaching.
Leadership and Management Is There a Difference?
Whats the difference between leadership and management? Both are essential to successful businesses, but many organizations are over-managed and under-led. It has been said You manage cows, but you lead people. Budgets and schedules, while easy to measure and track, do not occupy the center of a great leaders attention. Leadership is far different from management, and just as important. According to HBSs Kotter, managers plan, budget, organize, staff, control and correct, while leaders set direction, align people, motivate and inspire. Many people occupy the position of leadership without demonstrating the qualities of leadership. This module explores the difference between leadership and management and how they complement one another. The very best business leaders combine both leadership and management to deliver extraordinary results.
STAN Professionals is a leading consulting firm in India that provides HR consulting and other services. They request to be empaneled for HR consulting services which include recruitment support, salary structuring, developing performance management systems, and advising on labor laws. The company has over 500 employees including 75 professionals experienced in various industries. If given an opportunity, STAN Professionals will ensure the client is serviced by the right team and resources using their expertise across multiple industries.
Material management is the process of planning, sourcing, storing, and controlling materials to ensure efficient production and cost-effectiveness. It helps in optimizing inventory, reducing waste, and maintaining a smooth supply chain.
During my 2nd round interview with Walmart Canada for a KAM role, I developed this slide presenting upgradation for Walmart.ca website vis a vis Flipkart, a comparative analysis of walmart.ca with its biggest rival and a strategic breakdown of my plans for the future
Learning objectives: Examine practical strategies to enhance your ability to persuade and motivate others
In modern workplaces, the ability to lead and drive change is not solely dependent on formal authority. This session explores essential techniques for enhancing your influence and persuading others, regardless of your official position.
In todays dynamic workplace, effective leadership extends beyond formal authority. The ability to influence and persuade others is essential for achieving success and driving positive outcomes. Today's session is designed to equip participants with practical strategies for enhancing their persuasive power and motivational skills, regardless of their organizational position.
By applying these strategies, you will enhance your ability to lead, motivate, and achieve goals even without formal authority, making a significant impact in your workplace.
At the end of the seminar, attendees will:
1.油油 油Explore techniques for effectively persuading colleagues and stakeholders, even when you do not hold formal authority.油
2.油油 油Examine methods for understanding and aligning with others' goals and motivations.油
3.油油 油Learn strategies for establishing and maintaining credibility and trust within your organization. Understand how consistent performance and reliability can enhance your influence and support your leadership efforts.
4.油油 油Gain insights into effective communication techniques that blend logical reasoning with emotional appeal.油
5.油油 油Discover the importance of building strong professional networks and how to utilize these relationships to bolster your influence and advocate for your ideas.
GetData Graph Digitizer With Crack Free Download [Latest]wkmbwmnk
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GetData Graph Digitizer is a software tool designed to extract data points from scanned or digital images of graphs and plots. It's especially useful for situations where you have a graph (usually in an image or PDF format) but don't have access to the underlying raw data. The tool allows you to digitize the graph, turning visual data into usable numerical values for analysis or further processing.
Please Copy This Direct Download Link Below
https://t.ly/_5B52
Note: >> Please copy the link and paste it into Google New Tab now Download link
Key Features of GetData Graph Digitizer:
Graph Digitization: The primary function of GetData Graph Digitizer is to convert scanned images of graphs (e.g., scatter plots, line charts, bar graphs, etc.) into numerical data points. Users can click on various points on the graph to extract coordinates (X and Y values).
LESSON 10 STABLISHING VALIDITY AND REALBILITY OF RESEARCH INSTRUMENT- DAGAM...dagamijessamaedagle
油
Reliability and Validity
Quantitative Methodology
Reliability and validity are important aspects of selecting a survey instrument. Reliability refers to the extent that the instrument yields the same results over multiple trials. Validity refers to how well the instrument measures what you intend it to measure. In research, there are three ways to approach validity and they include content validity, construct validity, and criterion-related validity.
Content validity evaluates how well the items on the scale represent or measure the information you intend to assess. Do the questions you ask represent all the possible questions you could ask?
Construct validity measures what the calculated scores represent and whether you can generalize them. Construct validity uses statistical analyses, such as correlations, to verify the relevance of the questions. You can correlate questions from an existing, reliable instrument with questions from the instrument under examination to determine if construct validity is present. High correlation between the scores indicates convergent validity. If you establish convergent validity, you support construct validity.
Criterion-related validity refers to how well the instruments scores predict a known outcome that you expect them to predict. You use statistical analyses, such as correlations, to determine if criterion-related validity exists. You should correlate scores from the instrument with an item they knew to predict. If a correlation of > .60 exists, criterion related validity exists as well.
You can assess reliability using the test-retest method, alternative form method, internal consistency method, split-halves method, and inter-rater reliability.
Test-retest is a method that administers the same instrument to the same sample at two different points in time, perhaps one year intervals. If you find that the scores at both time periods correlate highly (> .60), you can consider them reliable. The alternative form method requires two different instruments consisting of similar content. You must have the same sample take both instruments, and then you correlate the scores from both instruments. If you find high correlations, you can consider the instrument reliable. Internal consistency uses one instrument administered only once.
You use the coefficient alpha (or Cronbachs alpha) to assess the internal consistency of the items. If the alpha value is .70 or higher, you can consider the instrument reliable. The split-halves method also requires one test administered once. The number of items in the scale are divided into halves and a correlation is taken to estimate the reliability of each half of the test. To estimate the reliability of the entire survey, the Spearman-Brown correction must be applied. Inter-rater reliability involves comparing the observations of two or more individuals and assessing the agreement of the observations. Kappa values can be calculated in this instance. Question
Strategic Management in Public Administration .pptxErnestojrSayson1
油
In public administration, strategic management refers to the application of strategic principles to public organizations, aiming to improve government efficiency, policy implementation, and service delivery. The goal is to align the mission and vision of public agencies with the changing needs and demands of society while navigating the complexities of governance, policy, and public expectations
Traktor is a popular DJ software developed by Native Instruments, designed for professional DJs, music producers, and anyone looking to mix and manipulate audio tracks. It offers powerful tools for live performances, studio mixing, and creating custom soundscapes. Traktor is known for its robust feature set, intuitive interface, and excellent integration with hardware controllers and audio equipment.
Please Copy This Direct Download Link Below
https://postcrack.org/download-setup/
Note: >> Please copy the link and paste it into Google New Tab now Download link
Key Features of Traktor:
1. Advanced Mixing and Cueing
Multiple Decks: Traktor supports up to 4 decks, allowing you to mix and manipulate multiple tracks simultaneously. Each deck can be customized with its own settings and effects.
Cue Points: DJs can set multiple cue points within tracks to quickly jump to specific parts of the
Learning objective: Examine methods to build your capacity to foster high-performing teams
As organizations become increasingly collaborative, the nature of teamwork has evolved significantly. Today, team leaders often find themselves managing virtual teams across various time zones, navigating home-office distractions, and addressing a range of personal challenges their team members may face. In this dynamic workplace, effective leadership requires a blend of traditional and modern skills to drive results and foster a supportive team workplace.
This course is designed to equip you with essential skills for leading and participating in todays varied and remote teams. You will explore the stages of team development, learn practical teamwork strategies, and familiarize yourself with collaboration tools that enhance productivity and cohesion. The seminar emphasizes creating a facilitative油workplace油by empowering team members to make decisions at all levels, which can significantly strengthen team dynamics and engagement.油
Additionally, you will gain insights into promoting a compassionate and caring approach, ensuring that team members feel supported and valued. Join us to develop the capabilities needed to lead your team effectively, achieve organizational goals, and build a resilient, collaborative workplace.油
At the end of the seminar, attendees will:
1.油油 油Learn techniques to guide your team through each phase to ensure growth and cohesion.
2.油油 油Discover methods to enhance collaboration, manage virtual interactions, and overcome familiar challenges in a modern workplace.油
3.油油 油Learn how to leverage resources to improve productivity, streamline communication, and maintain team cohesion across different time zones and locations.
4.油油 油Understand how to empower team members to exercise decision-making authority at all levels, fostering a sense of ownership and engagement.
5.油油 油Learn how to address personal challenges faced by team members and ensure they feel supported and valued.
6.油油 油Enhance your leadership capabilities to effectively navigate the complexities of modern teamwork and achieve organizational goals.
The PPT provides nutshell amount of information required for a group work process and why each phase is important with reference attached for complete understanding. Hence you would get to know with this group work process explained can be applied to any target people.
Tran Quoc Bao Leading Chief Executive Officer CEO in Vietnam Healthcare -the ...Ignite Capital
油
Tran Quoc Bao: The Visionary Transforming Vietnams Healthcare Landscape
Tran Quoc Bao, CEO of Prima Saigon, stands as one of Vietnams most influential healthcare leaders, making a profound mark on the countrys healthcare sector and beyond. As the first Vietnamese member of the Advisory Panel for the Asian Hospital & Healthcare Management, Bao shapes global healthcare trends. Under his leadership, Prima Saigon has become the benchmark for excellence in international daycare and ambulatory services.
With nearly two decades of experience at the crossroads of healthcare and finance, Bao is not only a clinical innovator but also a master strategist. He has held leadership roles at prominent institutions like City International Hospital, FV Hospital, and TMMC Healthcare (Tam Tri Hospital Group), as well as international experience at The Alfred Hospital in Australia. His crowning achievement was leading Cao Tang Hospital through its transformation into Vietnams first Joint Commission International (JCI)-accredited hospitalan achievement that propelled Vietnams healthcare system onto the global stage.
Baos influence reaches far beyond his clinical expertise. Armed with elite financial credentialsCFA速, CMT速, CPWA速, and FMVA速he has directed over $2 billion in healthcare mergers and acquisitions, fundamentally reshaping the countrys healthcare investment landscape. His rare ability to merge healthcare innovation with financial insight has earned him widespread recognition as a thought leader in the sector.
A prolific writer, Bao has contributed over 20 articles to leading publications such as Bloomberg, Forbes, and US News, offering valuable perspectives on healthcare investment and innovation. His insights have made him a sought-after authority globally. He has also received numerous accolades, including "Healthcare Executive of the Year Vietnam 2021" and Medical Tourism Leader of the Year 2021 from Medical Excellence Japan.
Beyond his leadership at Prima Saigon, Bao advises global consulting giants like BCG, Bain, and McKinsey on strategic healthcare investments and partnerships. His unparalleled expertise continues to shape the future of healthcare in Asia and around the world, solidifying his legacy as one of the most influential healthcare leaders in Vietnam.
Exploring DesignOps as a Business Strategic FunctionPatrizia Bertini
油
Is Design Operations a Business Strategic Function?
To answer this question, we explored the job market across the UK, US, and EU (minus the UK) to understand how DesignOps is positioned today. The data speaks for itself: DesignOps remains an underdefined discipline, with unclear career paths and expectations, leading to a confusing market and sometimes unrealistic demands.
Whats the solution? Awareness and Intentionality.
13. Bob Benoit
BobB@PowerRound.com
(508) 853-6406 Direct line
By building character and integrity
Improve your culture
Decrease your Turnover
Increase your Sales
Improve your Customer Service
Reduce your Risk
Increase your Efficiency
Improve your Cash Flow
Achieve your Mutual Goals
Power Round
23. Bob Benoit
BobB@PowerRound.com
(508) 853-6406 Direct line
My companies have done
senior level management and board consulting
with over 50 publicly held companies
and close to 500 companies in total.