Introducing the Robogals Chapter Self Evaluation Tool. Measuring ourselves against holistic goals will help us achieve all-round success. Here is an opportunity for you to take autonomy in ensuring your success.
The document discusses the dynamics of self-talk and how it influences our feelings, behaviors, and outcomes. It presents a self-talk cycle showing how activating events lead to feelings and emotions through self-talk, which then influence behaviors and actions and their results. The document notes that self-talk, not external events, creates our inner experiences and that most self-talk is negative and self-defeating, though it can be changed to better support motivation and performance.
This document introduces the concept of "Genius Hour", which allows students one or two hours per week to work on self-directed projects that interest them and benefit others. It discusses how giving students free time to pursue their passions can boost engagement, productivity, and perceptions at school. The document also references how some companies give employees similar free time to work on projects using their strengths. Overall, it advocates for liberating students' genius through passion-driven learning experiences.
This document provides guidance on campaign measurement and optimization. It outlines basic steps for non-profits to measure campaign success, including defining what success looks like, setting benchmarks and key performance indicators (KPIs), selecting measurement tools, and analyzing data. Specific metrics that could be measured are discussed such as social media followers, shares, comments, and actions like donations or event registrations. Popular free tools for measuring social media and website metrics are also presented. The overall process of measuring, analyzing, and refining campaigns based on data is described.
Creating Alignment for Agile Change - Agile and Beyond 2015Jason Little
The document discusses how organizational change initiatives often fail due to a lack of alignment across the organization. It proposes using canvases to help create alignment by involving people, accepting uncertainty, and using feedback-driven approaches. Specifically, canvases can be used at the organizational level to establish a shared vision and strategy for change. They can also be used at the team/department level to plan experiments that contribute to the overall change effort and track progress. Regular review of the canvases helps maintain engagement and momentum for change. The document advocates for using canvases to facilitate open conversations about change rather than focusing on blame.
Planning your social media activity outlines steps to take a strategic approach to social media use for an institution. It recommends developing measurable SMART objectives for what you want to achieve through social media. It also suggests creating an editorial calendar to plan content posting across social media platforms and regularly reviewing analytics to evaluate what content and approaches are most effective. The document stresses getting started on the key platforms where your target audience engages and involving relevant parties within the institution.
Continous Improvement: How To Make it HappenJason Little
Continuous Improvement. All organizations want it but how do you do it? In this presentation for the Ontario Hospitals Association I shared stories and ideas for applying Lean practices to change.
Modern Change Management - 5 Universals for ChangeJason Little
The document describes Jason Little's work developing an approach to change management called the "5 Universals of Change". It began in 2009 when Little thought there must be a better way to approach change. Over the following years he wrote a book on the topic, conducted workshops, and found the principles applied across different industries and organizations. The 5 Universals of Change are Cause and Purpose, Urgency for Change, Meaningful Dialogue, Experimentation, and Response to Change. Little's approach focuses on these universals rather than specific tools or plans.
Activation Tactics to Motivate & Engage your Employees to Give BackGood Done Great
It’s one thing to have a technology tool in place supported by a smart CSR strategy, it’s another thing to have your employees engaged and actively using the technology. This presentation highlights reasons why your employees may not be participating in your employee engagement programs, ideas and tactics to excite and engage your employees, and much more!
This document outlines the requirements for completing the Competent Leadership project in Toastmasters. It details the 10 projects members must complete, which involve serving in various meeting roles like speech evaluator, grammarian, or toastmaster. Completing these projects provides leadership experience and helps members practice skills like listening, critical thinking, giving feedback, and time management. It also benefits the club by helping members achieve the Distinguished Club Program goals. To complete a project, members bring their manual to meetings and have an evaluator sign off after completing required roles.
Toronto Agile Tour - Timeless LeadershipJason Little
In 2001, Agile started as a simple set of 4 values and 12 principles designed to be a guide for delivering solutions to customers. Since then, countless frameworks, tools, certifications, and methods have emerged, with many promising to have the one right approach to make Agile work.
We need servant leadership...no wait, we need emergent leadership...no wait, we need agile management and agile leadership...no wait...
It's no wonder today's leaders and managers are confused about how to lead an agile organization. In this session, we'll explore how to look at your organization through 3 different lenses and apply 4 timeless leadership capabilities used by great leaders from organizations like IDEO, Ford, and Ikea.
Attendees will walk away with a profile that describes their individual leadership style, along with how to know how to balance each of the 4 leadership capabilities that are timeless, tried-and-true, and not rooted in agile buzzwords.
NLP offers techniques and strategies can be applied across a wide range of applications, allowing you to increase your effectiveness in any area you choose.
When you come to our trainings, you will get maximum assistance and support, helping you to apply NLP within your chosen field and in a way that will enable you to meet your outcomes.
How I Learnt to Stop Worrying and Love my Agile TeamDipesh Pala
As we reflect back on our numerous struggles with making Agile Teams more efficient and operate like well-oiled machines, we are often overwhelmed with wondering how we didn’t learn the lessons faster or earlier. Life is too short to learn from just our own mistakes – we have to learn from others’ mistakes as well.
In this session, Dipesh will be drawing upon more than a decade of Agile experiences in multiple organizations across nine countries to share stories and challenges of transitioning into an Agile Leader, while also focusing on what we in the Agile community are struggling with most.
There has been a lot written about techniques for creating great Agile teams. Dipesh will take these theories a bit further, and look into how Leaders can build great teams, not by using a new method or management style, but rather by understanding their own Agile team dynamics and behaviour.
You will learn about the assumptions and challenges surrounding self-organizing Agile teams and how to build a stronger team of Servant Leaders.
If you are a leader or an aspiring leader of an Agile team, this session will provide clear implications for where to focus your efforts so that you do not worry about the wrong things. You will be inspired by knowing how to establish trust within the teams that is required to embrace uncertainty and ambiguity while confidently making better decisions.
Social media strategy involves 7 key steps: 1) Determine goals and objectives, 2) Define target market, 3) Identify key influencers, 4) Analyze competitors, 5) Develop content and campaigns, 6) Allocate time for activities, and 7) Measure and analyze results to improve the strategy. The strategy should tie into business goals and include defining target audiences, researching competitors, creating a content plan, and using tools to efficiently manage time and measure performance.
Workshop insead - Faculty & research teamBart Minsaer
The document outlines the agenda for a workshop on roles at work. The agenda includes:
- An introduction and goal setting session from 10:00-10:30.
- A role analysis activity from 10:30-11:15 where participants will draw their understanding of their role.
- Breakout sessions in the afternoon on management basics from 14:00-15:30 and a discussion from 15:45-17:00.
The role drawing activity aims to help participants develop a better shared understanding of their role and introduce an easy way to structure it. Management topics that will be covered include managing objectives, people, time, and priorities.
Rethinking Transformation - Agile Consortium Feb 2019Jason Little
The document discusses organizational transformation and rethinking how change is approached. It provides examples of past failures like New Coke and the Apple Newton. The author questions traditional views on why change fails and advocates looking around instead of just ahead to understand how to enable disruption. Various strategies are proposed, like using a Kanban board for retrospectives and measuring yourself before trying to change others. Influence paths within organizations are mapped out and the importance of different types of people in enabling change is explored.
The document lists various shirts, tops, and their prices that are available in different colors and sizes from a mercantile store. Details are provided on the item descriptions, available colors and sizes, and prices that do not include shipping. Customers are directed to visit their nearest mercantile location for more selections.
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This document provides an overview of HIPAA privacy rules regarding access to medical records. It defines key terms like covered entity, business associate, and protected health information. It explains that patients have rights under HIPAA to access, inspect, and obtain copies of their medical records, as well as request amendments. There are additional rules for mental health and psychotherapy notes. Covered entities may charge reasonable fees for copying and mailing records.
Este documento presenta una lista de las principales redes sociales y plataformas de comunicación en línea como Facebook, YouTube, Google+, WhatsApp, Instagram, Blogger, LinkedIn, Skype, Twitter y SlideShare.
El documento presenta datos sobre el crecimiento del comercio electrónico en América Latina entre 2013 y 2018, con Brasil, México y Argentina como los principales mercados. También muestra las métricas clave de MercadoLibre como volumen de dinero transaccionado, pagos totales y productos vendidos, destacando un fuerte crecimiento anual. Por último, identifica las prioridades estratégicas de la compañía como desarrollar el comercio móvil, innovar en pagos, mejorar la logística e integrar a grandes marcas
The HathiTrust Research Center: An Overview of Advanced Computational ServicesRobert H. McDonald
These are my slides from the DPLAFest 2015 held in Indianapolis, IN on 04/17/2015-04/18/2015.
For more see - https://dplafest2015.sched.org/event/a1cfbaca67fd71a2409d28d9b27b1351
This document provides an overview of a course on heat exchangers. The objectives are to familiarize students with different exchanger types, understand key design factors, estimate size and cost, and prepare them to use design software. It covers why exchangers are used, common types like shell and tube or plate and frame, design considerations like effectiveness and compactness, and the selection and design process.
Desarrollo de un programa por competencias de la intenciónn a su implementación Kariina Güitián López
El documento describe las 8 etapas clave en el desarrollo de un programa educativo basado en competencias. Estas etapas incluyen determinar las competencias objetivo, los recursos necesarios, la secuencia de aprendizaje, las metodologías didácticas, las modalidades de evaluación, y el seguimiento del progreso de los estudiantes. El desarrollo de un programa basado en competencias es un proceso complejo que requiere coherencia en las decisiones pedagógicas y puede conllevar cambios culturales significativos entre los docentes.
This document describes an engagement platform for sports, fitness, and wellness brands and influencers to monetize their expertise and followers through mobile content. The platform allows coaches and trainers to deliver free and paid mobile content like training plans, videos, and coaching to users. Users can access this content through a native mobile app that works offline and online. Coaches can manage and add content through a web interface and users can purchase content through in-app purchases. The platform provides features for workouts, nutrition, recovery, and video channels.
Este documento fornece os dados pessoais e profissionais de Francisco Cipriano Vambe, incluindo sua data de nascimento, nacionalidade, habilitações acadêmicas, experiência profissional e outras qualificações. Ele concluiu um curso técnico médio em gestão em 2012 e trabalhou como assistente técnico de contas e técnico de administração e finanças entre 2011-2014. Vambe fala português, inglês e ronga fluentemente e tem excelentes habilidades de comunicação e organização.
This document discusses the importance of goal setting for student chapters. It recommends that chapters conduct assessments, either a SWOT analysis or SOAR analysis, to evaluate their strengths, weaknesses, opportunities and threats or strengths, opportunities, aspirations and results. This assessment will allow chapters to craft meaningful goals in key areas. The document advocates for goals to follow the SMART structure - being specific, measurable, attainable, relevant and time-based. By regularly assessing performance and setting goals, chapters can facilitate significant positive cultural changes over time.
Penn SACCA Coaching For Program Improvement 11 8-13 v4PhillyOST
This deck reviews best practices to define coaching for quality improvement, provide the right mindsets for coaching individuals, tools to engage staff members in the process, and the opportunity to plan to implement a CQI process. This is an approach from the DHS-PHMC OST Project in Philadelphia, PA.
You will learn proactive strategies to motivate your teams, whether they are distributed or in one location.
You will learn about the power of positive motivation and the advantages it brings.
You will discover tools that will help you motivate your team.
Increasing Team and Individual Motivation with the Motivation DIagnosticSuzanne Morrison
This document discusses increasing motivation through using a motivation diagnostic. It begins by defining motivation and citing statistics about employee engagement. It then covers intrinsic and extrinsic motivation and how rewards can decrease intrinsic motivation. The motivation diagnostic is introduced as a self-assessment of factors like time, team, task and technique. Ideas are provided for improving motivation, such as ensuring autonomy and flow state. The document concludes by discussing using the diagnostic for self-reflection and team discussions to improve motivating factors.
Cultivating success through appreciative inquiry (awhe)Wendy Bruun
This document discusses appreciative inquiry and staff development. It provides an overview of appreciative inquiry principles, which focus on identifying what works well and envisioning positive potential. The document outlines an appreciative interview process and cycle of discovery, dream, design, and destiny. It then provides examples of questions that could be used for appreciative inquiry with teams and staff to cultivate an organizational culture. The goal is to identify strengths and envision improvements through collaborative appreciation and storytelling.
Lizzie Kenyon, director – centre for social innovation, Keep Britain Tidy
Visit the CharityComms website to view slides from past events, see what events we have coming up and to check out what else we do: www.charitycomms.org.uk
Lead with your Strengths is a leadership and team building program facilitated by Steve Bagi, a consulting psychologist with nearly 30 years of experience, to help leaders and teams utilize their strengths. The program involves team members completing an online survey to identify their top five strengths, individual feedback sessions to apply results to work and leadership styles, and a team workshop where members understand and value each other's strengths to work more effectively together.
The elements of the development plan
Elements of the quality plan
Development and quality plans for small and for internal projects
Software development risks a
This document outlines the strategic planning process for developing a cancer initiatives strategic plan in 3 Aboriginal communities. It discusses establishing a vision and mission, assessing organizational strengths, weaknesses, opportunities, and threats, setting priorities through an impact-effort grid, creating SMART goals and objectives, and developing an implementation plan. The strategic plan will be directly informed by community wisdom and experiences to guide priority-setting and resource allocation over the next few years.
This document outlines the strategic planning process for developing a cancer initiatives strategic plan in 3 Aboriginal communities. It discusses establishing a vision and mission, assessing organizational strengths, weaknesses, opportunities, and threats, setting priorities through an impact-effort grid, creating SMART goals and objectives, and developing an implementation plan. The strategic plan will be directly informed by community wisdom and experiences to guide cancer-related priorities, decisions, and resource allocation over the coming years.
This document outlines the strategic planning process for developing a cancer initiatives strategic plan in 3 Aboriginal communities. It discusses establishing a vision and mission, assessing organizational strengths, weaknesses, opportunities, and threats, setting priorities through an impact-effort grid, creating SMART goals and objectives, and developing an implementation plan. The strategic plan will be directly informed by community wisdom and experiences to guide priority-setting and resource allocation over the next few years.
This document discusses how Google offers emotional intelligence seminars and courses to help employees cope with stress and prevent burnout. The most popular course is called "Search Inside Yourself", which teaches skills like self-awareness, self-regulation, motivation, empathy, and social skills. This course helps employees identify and manage their emotions. It also aims to strengthen emotional intelligence and find meaning and purpose in one's work. The document outlines some of the causes of stress and burnout at Google, and how Search Inside Yourself addresses issues like lack of motivation, unhappiness in one's role, and managing emotions in the fast-paced work environment.
This document outlines an agenda for a workshop on developing coaching skills. The workshop will be facilitated by Gillian Forrester, Chris Andreou, and Jan Portillo. Participants will learn to identify the similarities and differences between teaching, mentoring, and coaching. They will practice active listening, questioning, and feedback skills through peer coaching. Participants will also explore how a coaching approach can be applied in their current roles. The document provides introductions to the facilitators and defines coaching. It discusses models for coaching including GROW and OSCAR. Participants will have a chance to practice coaching skills through a practical exercise.
The document discusses the importance of strategy for nonprofit organizations. It provides an overview of key elements of a good strategy, including having a clear mission, vision, and values; conducting an environmental analysis; considering different strategic options; and establishing plans, implementation, and evaluation measures. The document emphasizes defining impact and outcomes and using data to drive performance improvement. It also notes that funders look for strategies that demonstrate improved lives for beneficiaries and value for money. Finally, it discusses the role of trustees in setting vision, developing strategy, and ensuring accountability, and provides questions for organizations to reflect on how robust their strategic planning process is.
This document provides information about the West Lothian leadership development programme including its aims, elements, key documents, session overviews, and the roles of coaches. The programme aims to increase leadership capacity, support for project leaders, and embed a coaching culture. It involves self-evaluation, leadership projects, coaching sessions, and maintaining a learning journal. Coaches are meant to support and challenge participants by using a non-directive approach focused on strengths, questioning, and accountability. The GROW model is presented as a framework for coaching sessions.
Sara Brueck Nichols presented on SMART goals and measurement. She discussed introducing goals by being specific, measurable, actionable, realistic and time-based. Examples were provided of turning general goals into SMART goals. Measurement was discussed as driving strategy, with the importance of having a single, well-defined objective and benchmark. Key aspects of survey design like keeping it short, asking the right question, avoiding bias and answer types were covered. The presentation concluded with discussing evaluating measurement and taking action based on results.
Attendees learned valuable strategies on how to use compassion to prepare for their coaching sessions:
* Set a positive climate that fosters respect
* Focus on long-term development— not on altering short-term performance
* Discover your employees’ personal goals
Part Two of our 3-part series took place on Tuesday November 29 at 2 pm ET. Join us as Teleos’ scholar-practitioners, Suzanne Rotondo and Gretchen Schmelzer share how you can:
* Deepen the conversation with your team
* Get the feedback you’re looking for
* Build on the coaching reflections from Part One
This document discusses strategies for improving recruitment and retention of direct support professionals (DSPs) through organizational culture change. It recommends showing DSPs respect and support through recognition, participation in organizational activities, professional development opportunities, employee training, and performance coaching. Frontline supervisors are key to DSP retention, so the document also discusses training supervisors to better orient, support and develop DSPs. Overall the strategies presented aim to develop DSPs' skills and careers, improve job satisfaction and commitment, and lower high turnover rates in the sector.
How to max your team's potential with Performance Culture, a web-based perfor...Dallas Romanowski
Learn how to effectively coach your employees to high performance with a clear and easy to use cloud-based performance management platform.
We’ll present tested and proven coaching tools to help you:
• Identify the right performance objectives for positions
• Reward and retain star employees
• Help employees with potential improve performance
• Help employees who have “misaligned” workplace behaviors work better within your company’s culture
• Help employees who are not meeting performance or behavior expectations assess their fit within the company
You can view the video at www.PerformanceCulture.com/tour
The document provides information and strategies for effectively managing volunteers. It discusses assessing an organization's current volunteer structure, developing job descriptions for volunteer positions, recruiting volunteers through various methods like asking directly and using social media, training volunteers through orientation, materials and mentors, evaluating programs and volunteers, and succession planning to develop future volunteer leaders. The overall message is that effective volunteer management requires planning, structure and ongoing support of volunteers.
Explore our in-depth case study where PMaps assessments were leveraged to transform hiring practices and boost productivity in the FMCG sector. This study outlines how our tailored assessment strategies helped a leading FMCG company with over 49,000 employees to pinpoint high-performing sales executives through a pilot study. The assessments focused on competencies like Sociability, Positivity, Achievement Orientation, and Dutifulness, resulting in measurable improvements in hiring efficiency and sales performance.
Discover key insights on the effectiveness of competency-based assessments in predicting sales success, and learn about the strategic benefits such as reduced hiring costs, improved employee retention, and increased overall organizational performance. This document is essential for HR professionals and organizational leaders seeking to enhance their recruitment processes and drive substantial growth.
Visit PMaps for more information and full access to the case study: https://www.pmapstest.com/case-study
The "Teacher - Fully Editable ATS Resume Template" is a meticulously designed tool aimed at educators seeking to make a significant impact in their job applications. This template is crafted with precision to cater to the unique needs of teachers, ensuring it highlights their qualifications, experience, and skills in a manner that stands out to hiring committees while remaining compliant with Applicant Tracking Systems (ATS).
Understanding the competitive nature of the educational sector, this resume template incorporates a clean and professional layout that not only grabs attention but also facilitates easy reading and quick information retrieval. The design is modern yet classic, balancing aesthetic appeal with functional efficiency. The structure is intuitive, guiding the user to fill in relevant sections with ease and ensuring that every critical aspect of their professional profile is prominently displayed.
At the top of the template, a clear and concise header provides space for the teacher’s name, contact information, and professional summary. This section is designed to make a strong first impression, succinctly conveying the educator's career goals, teaching philosophy, and key achievements. The professional summary allows for a brief but impactful introduction, setting the tone for the rest of the resume.
The subsequent sections are logically organized to showcase the teacher’s educational background, certifications, teaching experience, and professional development. Each section is formatted to meet ATS requirements, ensuring that essential keywords and phrases related to the teaching profession are prominently featured. This enhances the likelihood of the resume passing through automated screening processes and reaching human reviewers.
The educational background section provides ample space to detail degrees obtained, institutions attended, and honors received. Adjacent to this, the certifications section is formatted to highlight teaching credentials, state licenses, and other relevant qualifications. These sections are vital for establishing the teacher’s foundational knowledge and formal training in education.
The teaching experience section is the heart of the resume, offering a structured format to detail previous positions held, responsibilities undertaken, and achievements accomplished. This section encourages the use of bullet points for clarity and impact, allowing potential employers to quickly gauge the teacher’s expertise and effectiveness in various educational settings. Emphasis is placed on quantifiable achievements and specific examples of student success, classroom management, curriculum development, and innovative teaching methods.
Additionally, the template includes sections for professional development, where teachers can list workshops, seminars, and courses attended to further their skills and knowledge.
In the fast-paced business world, optimizing HR operations is crucial. This blog explores how organizations can uncover hidden value within legacy HR systems and transition to advanced Human Resource Management Systems (HRMS). Discover the evolution of HRMS, best practices for data migration and system integration, and the benefits of modern HR solutions in enhancing efficiency, employee engagement, and data-driven decision-making. Embrace the future of HR management and unlock your workforce's full potential.
12 Crucial Employee Recognition Ideas for Large Companies.pptxVantage Circle
Boosting employee morale and retention is pivotal for large companies. Discover 12 innovative and effective employee recognition ideas tailored for big organizations to appreciate and motivate their workforce. From personalized awards to company-wide celebrations, these strategies help foster a positive work environment and enhance productivity. Dive into creative solutions such as peer-to-peer recognition programs, milestone celebrations, employee of the month initiatives, and more. Learn how to implement these recognition ideas seamlessly into your company's culture, ensuring every team member feels valued and appreciated. Enhance your corporate culture and drive employee engagement with these practical and impactful recognition methods.
BEst Payroll Outsourcing in Mumbai - Widespread HRWidespread HR
Widespread Private Limited offers a wide range of service solutions for the essential building block of every organisation: human resources. Business strategies, process and people outsourcing, recruitments, and training make up the core set of services.
Explore how Artificial Intelligence is reshaping Human Resources across three key areas: recruitment, employee support, and predictive analytics. From AI-driven candidate screening to intelligent chatbots and data-powered insights, discover how these technological advancements are streamlining HR processes, enhancing employee experiences, and empowering HR professionals to make strategic decisions. Learn how embracing AI in HR can prepare organizations for the future of work and drive workforce success.
London School of Economics and Political Science diploma
Do great things, in a great way
1. Chapter Self Evaluation Tool
Sriraj G.S.
SET Project Manager
30 April 2015
Helping you achieve
Great Things,
in a Great Way
2. What does a successful chapter look like?
• You gave your opinion on Facebook
3. Our Objective
• Doing great things, in a great way, forever
How do we achieve it?
• Promoting positive environment, helping people improve, collaborating
Sustainability
Efficiency
Impact
Development
RelationshipsCulture
4. How have we measured progress before?
“We can only achieve what we are measured against”
Measuring against myRobogals stats helps us reach an awesome
number of girls , but we forget the rest…
5. • Aims to holistically evaluate chapter progress against all 6 qualities
• Gives you autonomy to evaluate and brainstorm strategies yourself
• Helps us get feedback on your support needs
Chapter Self Evaluation Tool
6. How does it work?
• Do it as a chapter together
• Quarterly cycle
(once every 3 months)
• Pulse Poll takes 5 mins
• Team Review & Brainstorm
takes 30 mins
• “Pulse Poll”
survey against
the 6 qualities
Evaluate
Team
Review
• Strategies
• Initiatives
Brainstorm
Pilot launch in May 2015 for APAC Region!
More info will be given via your presidents
7. • This is not an audit – it’s a tool to help you grow multi-dimensionally!
• You have the autonomy to use the tool the way you want to – putting
time into it will benefit yourself.
• We want to help you succeed – if you have any feedback or questions
about SET, contact AP.Communications@robogals.org!
Reminder