Reflection survey - Nationwide
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Survey developed to allow associates to evaluate the performance of their managers during the project.
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[LOOK AT WORKBOOK: Objectives]
To Tutor: Now get delegates to write down their objectives.
油
Learn their names and use it.
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Relay Application
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Ask if people know each other (useful for decision on Johari Exercise later in the course)
[LOOK AT WORKBOOK: Objectives]
To Tutor: Now get delegates to write down their objectives.
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Learn their names and use it.
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油
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Pause and ask students to introduce themselves. Say name, background (nature of job), what do they want to get out of this course.
油
Discover how much they already know about team leading, have they read any books on team leading or attended any other training program so you can adjust the tone of the course accordingly. Have you managed or lead before? To what extent? How big a team? At what level?
[LOOK AT WORKBOOK: Objectives]
To Tutor: Now get delegates to write down their objectives.
油
Learn their names and use it.
油
We are going to go through a number of techniques in this session and you will get to practice your skills until you feel confident about implementing them. It is better to learn a set of techniques well than to know a lot of techniques that you are not confident to use. The techniques I am going to talk about are well known to work
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Relay Application
Where would you use the leading skills? Just at work? Anywhere else? What is their primary use?
Ask if people know each other (useful for decision on Johari Exercise later in the course)
[LOOK AT WORKBOOK: Objectives]
To Tutor: Now get delegates to write down their objectives.
油
Learn their names and use it.
油
We are going to go through a number of techniques in this session and you will get to practice your skills until you feel confident about implementing them. It is better to learn a set of techniques well than to know a lot of techniques that you are not confident to use. The techniques I am going to talk about are well known to work
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Relay Application
Where would you use the leading skills? Just at work? Anywhere else? What is their primary use?
Ask if people know each other (useful for decision on Johari Exercise later in the course)
[LOOK AT WORKBOOK: Objectives]
To Tutor: Now get delegates to write down their objectives.
油
Learn their names and use it.
油
We are going to go through a number of techniques in this session and you will get to practice your skills until you feel confident about implementing them. It is better to learn a set of techniques well than to know a lot of techniques that you are not confident to use. The techniques I am going to talk about are well known to work
油
油
Relay Application
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Sympa's appraisal template provides you with concrete steps and tools that enable smooth discussions. It also helps you to collect data from appraisal discussions to be used in further analytics.
Feel free to use it as such, or format it further to suit your organisations and teams specific, unique needs!
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油
What have performance appraisals turned into?
Ways to justify the distribution money,
A play it safe approach by not giving too high or too low a rating,
A once a year necessity, a drudgery for the boss and employee
A justification game that organizations have to play
An untruth based on taking a 5-point scale that turns into a 3-point scale
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The document discusses performance appraisals and their evolution from a tool focused on employee development to primarily justifying salary decisions. It argues that appraisals are ineffective when conducted just annually and lack meaningful feedback and goal setting. To be effective, it suggests appraisals should include continual feedback, clear expectations set jointly by managers and employees, documentation of accomplishments, and treating employees as autonomous professionals responsible for their own development. Regular check-ins allow managers to recognize successes and support improvements, while respecting employees as responsible adults in charge of their own careers.Positive phrases for performance reviews
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Panel Discussion Moderator Guide - NationwideThomas Muldrow
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This document provides a moderator guide for a panel discussion on leadership development skills. It outlines an agenda for a 1.5-2 hour discussion via Microsoft Teams with 3-5 panelists. The moderator will facilitate the discussion and use polling tools to engage the audience. The discussion will include introductions of panelists, predetermined questions for panelists on topics like decision-making and motivation, interactive polling questions for the audience every 15-20 minutes, a question-and-answer section, and closing remarks from each panelist.High Level Solution Plan - Nationwide
High Level Solution Plan - NationwideThomas Muldrow
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Provides an overall project summary which includes prepare their people leaders role in the companys learning culture, strengthening the leaders abilities to support the Future of Work skill development of their team members. It also includes a project overview (objectives, planning assumptions, design concept, project outline, basic evaluation plan, and change management planSkills assessment (pre and post) - Nationwide
Skills assessment (pre and post) - NationwideThomas Muldrow
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Managers were asked to evaluate their leadership skills prior to the project to gain awareness on concepts that needed to be addressed during the training. It summarizes five critical skills that were preidentified by leadership and asks the manager to rate themselves using a five-point likert scale. Webinar feedback (sample 2) - ODH Project
Webinar feedback (sample 2) - ODH ProjectThomas Muldrow
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Sample of feedback provided to unit supervisor on webinar presentation. It includes feedback on the presentation and presenter followed by an analysis of the webinar and recommendations for improvement based on the data collected.Webinar feedback (sample 3) - ODH Project
Webinar feedback (sample 3) - ODH ProjectThomas Muldrow
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Sample of feedback provided to unit supervisor on webinar presentation. It includes feedback on the presentation and presenter followed by an analysis of the webinar and recommendations for improvement based on the data collected.Webinar feedback (sample 1) - ODH Project
Webinar feedback (sample 1) - ODH ProjectThomas Muldrow
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Sample of feedback provided to unit supervisor on webinar presentation. It includes feedback on the presentation and presenter followed by an analysis of the webinar and recommendations for improvement based on the data collected.Performance Improvement Recommendations - ODH Project
Performance Improvement Recommendations - ODH ProjectThomas Muldrow
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Performance improvement recommendations for ODH as a result of the needs analysis. The document looks at all levels (technology, performer, process, and organizational). It includes identification of the gap, conclusions from the analysis, and the performance recommendation. It also addresses the clients receptivity toward implementing the improvement recommendations. Evaluation Plan (draft) - ODH Project
Evaluation Plan (draft) - ODH ProjectThomas Muldrow
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Draft evaluation plan provided to client that contains a summary, evaluation needs, evaluation content, purpose, evaluation model design, and evaluation scheduleProject Plan (Turnover) - ODH Project
Project Plan (Turnover) - ODH ProjectThomas Muldrow
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Revised project plan based at time of project turnover to the client. Includes revised timelines, and indicates changes made, activities/deliverables completed, results of the evaluation, and recommended change management planEvaluation Instruments - ODH Project
Evaluation Instruments - ODH ProjectThomas Muldrow
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Evaluation instruments for Public Health Emergency Preparedness training webinar to be used to gather data. Initial draft for client based on Kirkpatrick's Model of evaluation (levels 1-3)Analysis Document - ODH Project
Analysis Document - ODH ProjectThomas Muldrow
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This document was used during the needs assessment portion of the project to:
- Determine technology-level disconnects, causes, impact, and solutions
- Determine job-level disconnects, causes, impact, and solutions
- Determine process-level disconnects, causes, impact, and solutions and,
- Determine organization-level disconnects, causes, impact, and solutions Project Plan - ODH Project
Project Plan - ODH ProjectThomas Muldrow
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Final performance improvement plan for ODH. Contains the final agreed upon project purpose, scope, and detailed workplan (including major activities to be accomplished and key deliverables)Evaluation Pre/Post-test analysis - ODH Project
Evaluation Pre/Post-test analysis - ODH ProjectThomas Muldrow
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Analysis of learner results from pre and post test (based on pilot webinar). Results were compared to determine if the questions were addressed in the presentations and if there was an increase in knowledge as a result of the training.Recently uploaded (20)
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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.
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Reflection survey - Nationwide
- 1. Reflection Survey People Leader Assessment Job: Projectrole: People Leader: Department: Project: Dates: We here at Nationwide take our employees' overall satisfaction very seriously. We want you to be happy working here, with the ability to learn from and work with your leaders. This people leader assessment is one way in which the company can get a better sense of your level of satisfaction with us, and the results will help us identify areas of improvement. We want to know more about your experience during the project, specifically your perspective on your managers performance. This survey is completely anonymous, so please be perfectly honest with your answers. Simply select a number between 1 and 5 that best describes how much you agree or disagree with the statement, 1 being "strongly disagree" and 5 being "strongly agree". There is additional space to add comments that you think will be helpful and provide context to your response. 1. You feel confident in your managers effectiveness. 1 2 3 4 5 Comments: 2. Your manager helps your team meet goals and succeed. 1 2 3 4 5 Comments: 3. Your manager provides you with constructive feedback. 1 2 3 4 5 Comments: 4. Your manager does things that benefit you and your department. 1 2 3 4 5 Comments: 5. Your manager includes your entire department in big decisions. 1 2 3 4 5
- 2. Comments: 6. Your manager makes an effort to listen to your ideas. 1 2 3 4 5 Comments: 7. Your manager could improve his/her skills as a leader. Provide an example. 1 2 3 4 5 Comments: 8. When there is a problem, your manager finds a solution. 1 2 3 4 5 Comments: 9. Your manager has everyones best interests in mind. 1 2 3 4 5 Comments: 10. Your manager is an effective communicator. 1 2 3 4 5 Comments: 11. On a scale of 1 to 5, how pleased were you with the overall experience during this project? 1 2 3 4 5 Comments: