Some fast data showing why introverts are very much on the rise and making a big difference to companies. Plus introducing ambiverts - a blend of introvert and extravert. A 5 minute speech given at 100%Open Union event.
Based on the information provided:
- Kashif has little job-related skills, so his competence is low. However, he was anxious to join the team for a long time, so his commitment is high.
- His development level would be D1/R1, as he has low competence but high commitment to the specific task.
- Shahid is a senior member of the team who works well independently and knows what to do at the right time. So his competence is high.
- As he works well independently, his commitment to specific tasks is assumed to be high.
- Therefore, Shahid's development level would be D4/R4, as he has high competence and commitment to the
The document provides 11 rules for interview success. The rules advise arriving 10-15 minutes early, dressing appropriately for the position and company culture, being positive, researching the company, preparing for behavioral questions, bringing extra resumes and questions to ask, observing the company culture for fit, and following up with a thank you letter. Following these tips can help maximize potential job opportunities.
1. To close an angel round, use "mass syndication" by dropping names of interested investors without a lead and writing your own term sheet with low valuations and investor-friendly terms.
2. Approach financing as if you won't find a lead and raise money before you need it with deadlines and social proof from interested investors.
3. Get introductions to seed stage investors through AngelList and StartupList and have traction in the form of a product in the marketplace before raising a seed round.
Introduction to Entrepreneurship Grade 10.pptxBettinaSanchez5
The document provides an introduction to entrepreneurship, including definitions of key terms, characteristics of entrepreneurs, factors affecting entrepreneurship, different types of entrepreneurs, and career opportunities for those with entrepreneurship skills. It discusses that entrepreneurship is an economic activity, entrepreneurs are innovators who take risks to create new ideas and solutions, and the process involves identifying opportunities. Personality factors like initiative, problem-solving, and risk-taking are important for entrepreneurs. Environmental factors and an individual's competencies also affect their potential for entrepreneurship.
The document provides an overview of a book about building a billion dollar business empire. It discusses three pillars of the book: profits are secondary to people; people may leave but processes remain; and wealth creation should be coupled with philanthropy. It outlines 10 major topics that will be covered in the book, including thinking big, developing networks, choosing mentors, personal branding, reinventing yourself, infusing leadership in your team, creating reliable resources, scaling up business, getting listed, and going global. The book aims to provide clarity on various questions about business challenges, transforming ideas into enterprises, growth strategies, and achieving success as a CEO.
Jenn Lim, CEO of Zappos, discusses how focusing on company culture and employee happiness led to Zappos' success. She explains that Zappos prioritizes hiring for culture, extensive training, and transparency. Their culture book documents values like delivering wow through service and building relationships. Research shows engaged employees lead to higher sales, lower turnover and healthier companies. Jenn encourages adopting these principles by committing to core values, vision, relationships and the right team to build sustainable happiness in work and life.
Quiet Leadership - BC Talents - Wine&Learn - May 2017BC Talents
• Do you feel like your career path or leadership effectiveness is somehow hindered by your temperament?
• Are you overlooked for leadership roles because of your quiet nature?
• Do you feel overshadowed by your gregarious colleagues?
• Do you feel pressured to go against your authentic self to get recognized?
This presentation is for you!
Based on the information provided:
- Kashif has little job-related skills, so his competence is low. However, he was anxious to join the team for a long time, so his commitment is high.
- His development level would be D1/R1, as he has low competence but high commitment to the specific task.
- Shahid is a senior member of the team who works well independently and knows what to do at the right time. So his competence is high.
- As he works well independently, his commitment to specific tasks is assumed to be high.
- Therefore, Shahid's development level would be D4/R4, as he has high competence and commitment to the
The document provides 11 rules for interview success. The rules advise arriving 10-15 minutes early, dressing appropriately for the position and company culture, being positive, researching the company, preparing for behavioral questions, bringing extra resumes and questions to ask, observing the company culture for fit, and following up with a thank you letter. Following these tips can help maximize potential job opportunities.
1. To close an angel round, use "mass syndication" by dropping names of interested investors without a lead and writing your own term sheet with low valuations and investor-friendly terms.
2. Approach financing as if you won't find a lead and raise money before you need it with deadlines and social proof from interested investors.
3. Get introductions to seed stage investors through AngelList and StartupList and have traction in the form of a product in the marketplace before raising a seed round.
Introduction to Entrepreneurship Grade 10.pptxBettinaSanchez5
The document provides an introduction to entrepreneurship, including definitions of key terms, characteristics of entrepreneurs, factors affecting entrepreneurship, different types of entrepreneurs, and career opportunities for those with entrepreneurship skills. It discusses that entrepreneurship is an economic activity, entrepreneurs are innovators who take risks to create new ideas and solutions, and the process involves identifying opportunities. Personality factors like initiative, problem-solving, and risk-taking are important for entrepreneurs. Environmental factors and an individual's competencies also affect their potential for entrepreneurship.
The document provides an overview of a book about building a billion dollar business empire. It discusses three pillars of the book: profits are secondary to people; people may leave but processes remain; and wealth creation should be coupled with philanthropy. It outlines 10 major topics that will be covered in the book, including thinking big, developing networks, choosing mentors, personal branding, reinventing yourself, infusing leadership in your team, creating reliable resources, scaling up business, getting listed, and going global. The book aims to provide clarity on various questions about business challenges, transforming ideas into enterprises, growth strategies, and achieving success as a CEO.
Jenn Lim, CEO of Zappos, discusses how focusing on company culture and employee happiness led to Zappos' success. She explains that Zappos prioritizes hiring for culture, extensive training, and transparency. Their culture book documents values like delivering wow through service and building relationships. Research shows engaged employees lead to higher sales, lower turnover and healthier companies. Jenn encourages adopting these principles by committing to core values, vision, relationships and the right team to build sustainable happiness in work and life.
Quiet Leadership - BC Talents - Wine&Learn - May 2017BC Talents
• Do you feel like your career path or leadership effectiveness is somehow hindered by your temperament?
• Are you overlooked for leadership roles because of your quiet nature?
• Do you feel overshadowed by your gregarious colleagues?
• Do you feel pressured to go against your authentic self to get recognized?
This presentation is for you!
The document provides training information for customer service excellence. It discusses various topics like unleashing one's full potential through empowering beliefs, professionalism and personal productivity tips, customer service components like telephone etiquette and handling complaints. It also covers buyer analysis, identifying different types of customers like talkative, scared or too busy customers and how to best serve their needs. The trainer, James Mwang'amba, is introduced who has over 15 years of experience in staff development and consultancy.
11 tips to make more referrals from your customersJames Hui
This document provides 11 tips for businesses to get more referrals from customers. The tips are to 1) give clear instructions for referrals, 2) offer an affiliate program, and 3) time referral requests appropriately when customers have had a positive experience. Other tips include making the referral process easy, always asking customers for referrals, providing content for customers to share, offering an excellent product or service, rewarding customers for referrals, and leveraging customers' social networks. The overall message is that businesses should implement strategies to encourage referrals from satisfied customers.
The document summarizes a presentation by Jenn Lim on building a culture of happiness in businesses. Some key points include: defining core values and making customer service and culture the top priority; lessons from Zappos' success in prioritizing culture through hiring, training, and transparency; frameworks for sustainable happiness including vision, meaning, and relationships; and how the happiness movement has spread through Jenn's book and global bus tour to inspire happier companies, communities, and cities.
5 Strategies to Lead Through Adaptive Change, 21st Century LeadershipDeb Nystrom
Five key concepts and supporting tools to purposefully lead through adaptive change in a VUCA world, one that is Volatile, Uncertain, Complex and Ambiguous, as presented in Mexico City for CPA firm leaders, Russell Bedford International, yet applicable to any leader.
Also see the photos from the session, here: https://flic.kr/s/aHskMBtzCM
Conducir a través del cambio adaptativo, liderazgo siglo XXI
Cinco conceptos clave y herramientas de apoyo para conducir a través de cambios adaptativos en un mundo VUCA, que es volátil, incierto, complejo y Ambiguous, tal como se presenta en la ciudad de México para los líderes firma de CPA, Russell Bedford International, aún aplicable a cualquier líder.
Social Media for Business, Business Success in BerkshireGenerate UK
This is a presentation delivered by Mike Robinson of Generate UK at the Business Success in Berkshire Event (#bsib).
This slide deck reviews Social Media in business and in particularly how small businesses could leverage Social Media better.
This document summarizes a presentation about building a culture of happiness in businesses and communities. The presentation discusses how companies like Zappos have used a focus on culture and happiness as a business model. It provides frameworks and lessons learned for applying concepts of happiness from positive psychology to business, including committing to core values, transparency, vision, relationships, and hiring the right team who shares those values. The goal is to inspire businesses and communities to prioritize happiness as a way to create lasting, sustainable success and positive change.
Social Intranets - HR's Innovation Opportunity - XII Simposio internacional d...Gordon Ross
This document discusses social intranets and their benefits for HR. It defines a social intranet as an internal company website that incorporates social features like blogs, feeds, profiles and wikis to allow all employees to author and share content and easily connect. The document argues that HR should care about social intranets because engaged employees are more productive and innovative workplaces lead to measurable business results. It also argues that HR should lead the implementation of social intranets as they are well-positioned to foster employee engagement, identity, voice and community - all key factors that drive innovation.
The document provides dos and don'ts for fostering intrapreneurship within a company. The dos include creating a culture that encourages intrapreneurship, providing innovation training, implementing frameworks to support good ideas, and learning how to identify intrapreneurial employees. The don'ts advise against being afraid of failure, expecting intrapreneurs to have all the answers immediately, making innovation someone else's responsibility, and getting frustrated with employees ideating outside their normal roles.
Jenn Lim discusses how Zappos prioritized company culture and happiness as a business model. Some key points:
- Zappos' culture and core values were the #1 priority from the start and helped drive the company's success.
- Research shows culture and higher purpose are what make long-term, sustainable brands.
- Zappos publishes an unedited "Culture Book" each year to document lessons learned and areas for improvement.
- Prioritizing employee happiness led to engaged staff, lower turnover, and higher customer satisfaction, which translated to increased sales and profits for Zappos.
- Jenn argues companies and communities can apply similar frameworks to build happier, more purpose-
The document outlines five habits of innovators: 1) Be interested, not just in yourself but in emerging trends and doing things differently. 2) Look outward by staying interested in the outside world to avoid stagnation. 3) Invite and tolerate creative people who tend to be non-conforming but also self-confident and driven. 4) Suspend disbelief and focus on how new ideas might work rather than how they won't. 5) Bet on many small ideas rather than a few large ones, as many will fail but starting is necessary to do great things. Innovation should be at the heart of everyone's job, not confined to a single department.
Jenn Lim, CEO of Delivering Happiness, gave a presentation on building a culture of happiness in business. She discussed how her passion for happiness emerged from personal hardships and led to founding Zappos. Zappos prioritizes culture and customer service, which has led to financial success. Research shows vision, meaning and purpose lead to happiness and better business outcomes. The Delivering Happiness movement now aims to spread these ideas globally to inspire happier companies.
There are three dimensions for healthy organizations to grow and innovate. This presentation shares what's needed and where and why companies undermine their success.
Jenn Lim discusses how happiness can be a successful business model based on her experience as CEO of Zappos. She outlines several key lessons: commit to building a long-term sustainable culture based on clearly defined core values; establish a higher purpose and vision beyond profits; build meaningful relationships and transparency; hire the right team who share the values; and measure success based on employee happiness and engagement rather than short-term profits alone. Happier employees lead to happier customers and more successful, meaningful companies and lives.
Entrepreneurship is the process of designing, launching and running a new business, which is often initially a small business. The people who create these businesses are called entrepreneurs.
DIFFERENT STROKES FOR DIFFERNT FOLKS.pptxmatpk6922
The document discusses leadership and excellence. It defines a leader as someone who can influence others to achieve mutually agreed upon goals and who has a vision for the future. It states that excellence requires sacrifice and lists personal qualities of effective leaders such as vision, role modeling, communication skills, and empowering subordinates. It also discusses treating staff well through principles like trust, appreciation, and developing interests. Different leadership styles may be required depending on a subordinate's competence and commitment levels.
This document provides 3 tips for getting the most out of business meetings: 1) Know what you want to accomplish by writing down goals and sharing them with attendees; 2) Make sure to stay on topic by preparing accordingly and circling back if things go off on a tangent; 3) Encourage participation from all attendees by creating a friendly atmosphere for open expression.
The document provides tips and guidelines for improving public speaking and presentation skills. It discusses controlling fear, understanding the audience, using stories and humor, practicing delivery techniques, and maintaining an assertive attitude. It also outlines the key elements of a good presentation including sharp focus, logical structure, clear phrasing, and crisp delivery. Teamwork and preparation are emphasized as important for effective group presentations.
The document discusses entrepreneurship and small businesses. It defines an entrepreneur as someone who organizes, manages, and assumes the risks of a business. Key characteristics for successful entrepreneurs are identified as leadership, daring, confidence, energy, vision, motivation, and tenacity. Benefits of entrepreneurship include being in control of one's destiny, making a difference, reaching full potential, and earning profits. Drawbacks are uncertain income, long hours, stress, and complete responsibility. Factors driving more entrepreneurship are identified as hero status of entrepreneurs, education, demographics/economics, and a shift to a service economy. The document defines a small business as one with fewer than 100 employees, and notes that over 30 million US businesses
This document discusses running an agile Fortune 500 company and increasing employee performance through a philosophy of mobility rather than loyalty. It argues that loyalty as a function of time is outdated, and that today employees are more loyal to their profession than employers. It advocates allowing rampant mobility of employees between companies to spur innovation, as seen in Silicon Valley. Rather than focusing on reducing turnover through loyalty, organizations should establish knowledge sharing systems, collaborative tools, and mentorship to capitalize on new ideas brought by incoming and outgoing employees. Resisting mobility reflects an organization's fragility and problems that need fixing. Accepting and enabling motion and mobility is necessary for any organization to thrive and innovate.
Leadership through Entrepreneurship & Lateral thinkingCreatingdemand
This document provides an overview of leadership, entrepreneurship, innovation and lateral thinking. It discusses discovering, developing and delivering leadership. Key points include taking the road less traveled makes a difference, responsibility over rank, and getting extraordinary results through ordinary people. Characteristics of leaders are discussed like integrity, courage and communication. Entrepreneurial thinking focuses on creating visions from nothing and taking calculated risks. Myths about entrepreneurs are debunked. The role of creativity, innovation processes, and developing left and right brain hemispheres are covered. Radical and incremental innovation approaches are compared. Lateral thinking techniques like alternatives and provocation are introduced.
The document discusses several topics related to business, creativity, relationships, and data visualization. It provides advice on dealing with difficult colleagues, negotiating successfully, representing data through effective charts, addressing environmental threats, and building strong working relationships through asking key questions. Specific tips include understanding emotional responses to build empathy, focusing on clarity and neutrality in stressful conversations, and dedicating half of the earth's surface to nature to address the biodiversity crisis.
1. Anthropology provides a new way of viewing human behavior by making the strange familiar and the familiar strange. This increases understanding of both.
2. Embracing different worldviews and looking at the world through others' eyes allows us to see our own blind spots and assumptions more objectively.
3. Ethnographic tools like participant observation can help uncover insights that may be hidden in plain sight by listening to social silence. Understanding different perspectives is key to cultivating empathy for strangers and embracing diversity.
The document provides training information for customer service excellence. It discusses various topics like unleashing one's full potential through empowering beliefs, professionalism and personal productivity tips, customer service components like telephone etiquette and handling complaints. It also covers buyer analysis, identifying different types of customers like talkative, scared or too busy customers and how to best serve their needs. The trainer, James Mwang'amba, is introduced who has over 15 years of experience in staff development and consultancy.
11 tips to make more referrals from your customersJames Hui
This document provides 11 tips for businesses to get more referrals from customers. The tips are to 1) give clear instructions for referrals, 2) offer an affiliate program, and 3) time referral requests appropriately when customers have had a positive experience. Other tips include making the referral process easy, always asking customers for referrals, providing content for customers to share, offering an excellent product or service, rewarding customers for referrals, and leveraging customers' social networks. The overall message is that businesses should implement strategies to encourage referrals from satisfied customers.
The document summarizes a presentation by Jenn Lim on building a culture of happiness in businesses. Some key points include: defining core values and making customer service and culture the top priority; lessons from Zappos' success in prioritizing culture through hiring, training, and transparency; frameworks for sustainable happiness including vision, meaning, and relationships; and how the happiness movement has spread through Jenn's book and global bus tour to inspire happier companies, communities, and cities.
5 Strategies to Lead Through Adaptive Change, 21st Century LeadershipDeb Nystrom
Five key concepts and supporting tools to purposefully lead through adaptive change in a VUCA world, one that is Volatile, Uncertain, Complex and Ambiguous, as presented in Mexico City for CPA firm leaders, Russell Bedford International, yet applicable to any leader.
Also see the photos from the session, here: https://flic.kr/s/aHskMBtzCM
Conducir a través del cambio adaptativo, liderazgo siglo XXI
Cinco conceptos clave y herramientas de apoyo para conducir a través de cambios adaptativos en un mundo VUCA, que es volátil, incierto, complejo y Ambiguous, tal como se presenta en la ciudad de México para los líderes firma de CPA, Russell Bedford International, aún aplicable a cualquier líder.
Social Media for Business, Business Success in BerkshireGenerate UK
This is a presentation delivered by Mike Robinson of Generate UK at the Business Success in Berkshire Event (#bsib).
This slide deck reviews Social Media in business and in particularly how small businesses could leverage Social Media better.
This document summarizes a presentation about building a culture of happiness in businesses and communities. The presentation discusses how companies like Zappos have used a focus on culture and happiness as a business model. It provides frameworks and lessons learned for applying concepts of happiness from positive psychology to business, including committing to core values, transparency, vision, relationships, and hiring the right team who shares those values. The goal is to inspire businesses and communities to prioritize happiness as a way to create lasting, sustainable success and positive change.
Social Intranets - HR's Innovation Opportunity - XII Simposio internacional d...Gordon Ross
This document discusses social intranets and their benefits for HR. It defines a social intranet as an internal company website that incorporates social features like blogs, feeds, profiles and wikis to allow all employees to author and share content and easily connect. The document argues that HR should care about social intranets because engaged employees are more productive and innovative workplaces lead to measurable business results. It also argues that HR should lead the implementation of social intranets as they are well-positioned to foster employee engagement, identity, voice and community - all key factors that drive innovation.
The document provides dos and don'ts for fostering intrapreneurship within a company. The dos include creating a culture that encourages intrapreneurship, providing innovation training, implementing frameworks to support good ideas, and learning how to identify intrapreneurial employees. The don'ts advise against being afraid of failure, expecting intrapreneurs to have all the answers immediately, making innovation someone else's responsibility, and getting frustrated with employees ideating outside their normal roles.
Jenn Lim discusses how Zappos prioritized company culture and happiness as a business model. Some key points:
- Zappos' culture and core values were the #1 priority from the start and helped drive the company's success.
- Research shows culture and higher purpose are what make long-term, sustainable brands.
- Zappos publishes an unedited "Culture Book" each year to document lessons learned and areas for improvement.
- Prioritizing employee happiness led to engaged staff, lower turnover, and higher customer satisfaction, which translated to increased sales and profits for Zappos.
- Jenn argues companies and communities can apply similar frameworks to build happier, more purpose-
The document outlines five habits of innovators: 1) Be interested, not just in yourself but in emerging trends and doing things differently. 2) Look outward by staying interested in the outside world to avoid stagnation. 3) Invite and tolerate creative people who tend to be non-conforming but also self-confident and driven. 4) Suspend disbelief and focus on how new ideas might work rather than how they won't. 5) Bet on many small ideas rather than a few large ones, as many will fail but starting is necessary to do great things. Innovation should be at the heart of everyone's job, not confined to a single department.
Jenn Lim, CEO of Delivering Happiness, gave a presentation on building a culture of happiness in business. She discussed how her passion for happiness emerged from personal hardships and led to founding Zappos. Zappos prioritizes culture and customer service, which has led to financial success. Research shows vision, meaning and purpose lead to happiness and better business outcomes. The Delivering Happiness movement now aims to spread these ideas globally to inspire happier companies.
There are three dimensions for healthy organizations to grow and innovate. This presentation shares what's needed and where and why companies undermine their success.
Jenn Lim discusses how happiness can be a successful business model based on her experience as CEO of Zappos. She outlines several key lessons: commit to building a long-term sustainable culture based on clearly defined core values; establish a higher purpose and vision beyond profits; build meaningful relationships and transparency; hire the right team who share the values; and measure success based on employee happiness and engagement rather than short-term profits alone. Happier employees lead to happier customers and more successful, meaningful companies and lives.
Entrepreneurship is the process of designing, launching and running a new business, which is often initially a small business. The people who create these businesses are called entrepreneurs.
DIFFERENT STROKES FOR DIFFERNT FOLKS.pptxmatpk6922
The document discusses leadership and excellence. It defines a leader as someone who can influence others to achieve mutually agreed upon goals and who has a vision for the future. It states that excellence requires sacrifice and lists personal qualities of effective leaders such as vision, role modeling, communication skills, and empowering subordinates. It also discusses treating staff well through principles like trust, appreciation, and developing interests. Different leadership styles may be required depending on a subordinate's competence and commitment levels.
This document provides 3 tips for getting the most out of business meetings: 1) Know what you want to accomplish by writing down goals and sharing them with attendees; 2) Make sure to stay on topic by preparing accordingly and circling back if things go off on a tangent; 3) Encourage participation from all attendees by creating a friendly atmosphere for open expression.
The document provides tips and guidelines for improving public speaking and presentation skills. It discusses controlling fear, understanding the audience, using stories and humor, practicing delivery techniques, and maintaining an assertive attitude. It also outlines the key elements of a good presentation including sharp focus, logical structure, clear phrasing, and crisp delivery. Teamwork and preparation are emphasized as important for effective group presentations.
The document discusses entrepreneurship and small businesses. It defines an entrepreneur as someone who organizes, manages, and assumes the risks of a business. Key characteristics for successful entrepreneurs are identified as leadership, daring, confidence, energy, vision, motivation, and tenacity. Benefits of entrepreneurship include being in control of one's destiny, making a difference, reaching full potential, and earning profits. Drawbacks are uncertain income, long hours, stress, and complete responsibility. Factors driving more entrepreneurship are identified as hero status of entrepreneurs, education, demographics/economics, and a shift to a service economy. The document defines a small business as one with fewer than 100 employees, and notes that over 30 million US businesses
This document discusses running an agile Fortune 500 company and increasing employee performance through a philosophy of mobility rather than loyalty. It argues that loyalty as a function of time is outdated, and that today employees are more loyal to their profession than employers. It advocates allowing rampant mobility of employees between companies to spur innovation, as seen in Silicon Valley. Rather than focusing on reducing turnover through loyalty, organizations should establish knowledge sharing systems, collaborative tools, and mentorship to capitalize on new ideas brought by incoming and outgoing employees. Resisting mobility reflects an organization's fragility and problems that need fixing. Accepting and enabling motion and mobility is necessary for any organization to thrive and innovate.
Leadership through Entrepreneurship & Lateral thinkingCreatingdemand
This document provides an overview of leadership, entrepreneurship, innovation and lateral thinking. It discusses discovering, developing and delivering leadership. Key points include taking the road less traveled makes a difference, responsibility over rank, and getting extraordinary results through ordinary people. Characteristics of leaders are discussed like integrity, courage and communication. Entrepreneurial thinking focuses on creating visions from nothing and taking calculated risks. Myths about entrepreneurs are debunked. The role of creativity, innovation processes, and developing left and right brain hemispheres are covered. Radical and incremental innovation approaches are compared. Lateral thinking techniques like alternatives and provocation are introduced.
The document discusses several topics related to business, creativity, relationships, and data visualization. It provides advice on dealing with difficult colleagues, negotiating successfully, representing data through effective charts, addressing environmental threats, and building strong working relationships through asking key questions. Specific tips include understanding emotional responses to build empathy, focusing on clarity and neutrality in stressful conversations, and dedicating half of the earth's surface to nature to address the biodiversity crisis.
1. Anthropology provides a new way of viewing human behavior by making the strange familiar and the familiar strange. This increases understanding of both.
2. Embracing different worldviews and looking at the world through others' eyes allows us to see our own blind spots and assumptions more objectively.
3. Ethnographic tools like participant observation can help uncover insights that may be hidden in plain sight by listening to social silence. Understanding different perspectives is key to cultivating empathy for strangers and embracing diversity.
The document discusses several rules and principles for evaluating numerical claims and statistics presented to us. It emphasizes the importance of checking the context, source and possible biases in numbers. Some key rules mentioned are avoiding taking numbers at face value, understanding what is actually being counted, looking for comparisons to put claims in context, and checking how data was collected and potential missing information. Transparency is important and misleading visuals can distort messages. Maintaining an open and curious mindset is emphasized as the "golden rule".
All the components of this classic training scheme updated. Includes current statistics of office life, and suggested remedies for coping with work pressure.
This document provides strategies for 7 areas: commercial, brand, customer, sales, people, innovation, and communication. For each area, it lists common strategic questions and warnings about potential pitfalls to avoid. The overall document aims to help companies develop effective strategies by highlighting important considerations and strategy best practices.
17 FROM 17: THE BEST BUSINESS BOOKS OF 2017Kevin Duncan
This year's highlights of the popular blog greatesthitsblog.com.
Author and business advisor Kevin Duncan reads business books extensively and summarises them so you don't have to.
The Excellence Book: 50 Ways To Be Your BestKevin Duncan
BE AS EXCELLENT AS YOU CAN BE
The book draws together 50 ingenious thoughts to improve your attitude, your approach to life and work, the questions you ask, the decisions you make, and even your timing.
Attitude, approach, timing, questions and decisions are all covered, with ten provocative thoughts in each area.
MAKING INTERNATIONAL BUSINESS WORK: OUTLINE
Commercial success through increased cultural understanding
Diversity of thinking and respect for other peoples’ perspectives are critical virtues for the leadership of global corporations, and the successful interaction of businesspeople across cultures. Misunderstanding between team members of different nationalities, or with customers from different cultures, can cause extreme problems in business.
This course is all about success through increased cultural understanding. It is a great help to anyone who:
• Works with colleagues from a range of countries and cultural backgrounds
• Deals with clients or colleagues in a range of other countries and cultures
• Needs to solve cross-border commercial issues swiftly and effectively
It is a distillation of all the best wisdom on the topic – the best writing, the most interesting interaction models, and the most informative anecdotes.
In the morning, we cover:
• What is culture?
• How do national traits affect individual behaviour?
• How do corporate cultures do the same?
• What are the cultural characteristics of different nationalities?
• How can they be used to deal effectively other cultures?
• How can different characteristics be deployed in multi-cultural teams?
• How does all this affect approaches to communication, decision-making, meeting etiquette, negotiation styles, scheduling, and trust?
In the afternoon, we address the specific issues of the attendees.
• In a team with multiple cultures, we examine what they all are, and explain the worldviews of all the nationalities present. Poignant examples lead to greater realization of the attitudes of others.
• Where attendees regularly deal with other cultures, we examine their characteristics to create greater understanding and increase the likelihood of harmonious business relations.
• All of this is applied to group work on the multi-cultural team or on specific clients.
To achieve this, I need a full rundown on the cultural backgrounds of all the attendees (and/or their clients) in advance, so that I can prepare the correct blend of tailor-made examples to match their specific needs.
Kevin Duncan has travelled to over 70 countries, and worked with people from dozens of different nationalities.
16 from 16: THE BEST BOOKS OF 2016 SUMMARISEDKevin Duncan
The document discusses several books related to leadership, productivity, negotiation, culture and ideas. It provides short summaries of key points from books such as "The 5 Dysfunctions of a Team" by Patrick Lencioni, "Scrum" by Jeff Sutherland, and "Superforecasting" by Tetlock and Gardner. The summaries highlight effective team dynamics, agile project management techniques, and strategies for improving forecasting accuracy through an analytical approach.
WHY PEOPLE BULLSHIT AND WHAT TO DO ABOUT ITKevin Duncan
A quick analysis of this strange phenomenon, with some suggestions about how to cope with people who bullshit.
bulldictionary.com
Buy the book: http://amzn.to/2doeOTI
TICK ACHIEVE 2015 WITH LATEST WORK STATISTICSKevin Duncan
Consolidated stats of what people have to cope with in the world of work, plus suggested remedies from Tick Achieve: How to get stuff done. 6,000 trained so far.
How To Have a Point Of View and Develop a Persuasive Line of ArgumentKevin Duncan
To be effective in business, you need a clear point of view, and a clear line of argument that ensures that people agree with you. This highly popular training scheme and talk uses material from Kevin's books -The Diagrams Book and The Ideas Book - to explain how.
This document provides guidance on conducting a skills bootcamp for new business. It discusses 10 key steps: initial contact, researching the opportunity, methodical analysis, criteria for proceeding, preparation, warming up prospects, tone, team, credentials, and presentation. For each step, it offers questions to consider and tips for success such as casting the right team, weaving credentials into the pitch narrative, and using brainstorming techniques to structure the presentation. The overall message is thorough planning and research are essential to capitalize on new business opportunities.
Tick Achieve 2014: What 5,000 people think about how to work effectivelyKevin Duncan
The document summarizes ideas from workshops with 5,000 people on improving work practices. It discusses five key ideas: 1) Avoid excuses and waffle, get things done clearly and concisely. 2) Focus on continuous progress over perfection. 3) Use technology to benefit work rather than distract from it with strict email and meeting practices. 4) Don't delay tasks as they won't improve with time and free up time for important work. 5) Consider a system for prioritizing personal tasks based on importance and urgency. The overall message is a manifesto for a better, sharper and smarter way of working.
The document summarizes ideas from workshops with 5,000 people on how to communicate effectively and efficiently. It provides six key points: 1) Don't make excuses or use jargon, bullshit, or politics. 2) Avoid waffling and take time to think before speaking or writing. 3) Focus on making progress rather than perfection. 4) Do quantitative tasks fast with minimum fuss but take time on qualitative tasks. 5) Only call necessary meetings, prepare properly, and don't steal others' time with emails. 6) Be brief, edit first, do worst tasks first, and don't delay.
USING DIAGRAMS TO INSPIRE STAFF AND SHORTEN TRAINING TIMEKevin Duncan
This document discusses using diagrams to inspire staff and shorten training time. It provides various diagram templates to visually explain strategies, such as using a priority matrix to determine tasks that are urgent and important. Additional diagrams outline how to anticipate dips in morale over the year and plan initiatives accordingly. The document advocates using interactive diagrams during training to maximize learning and provides international examples of effective diagram styles.
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The Key Summaries of Forum Gas 2024.pptxSampe Purba
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Vision and Goals: The primary aim of the 1st Defence Tech Meetup is to create a Defence Tech cluster in Portugal, bringing together key technology and defence players, accelerating Defence Tech startups, and making Portugal an attractive hub for innovation in this sector.
Historical Context and Industry Evolution: The presentation provides an overview of the evolution of the Portuguese military industry from the 1970s to the present, highlighting significant shifts such as the privatisation of military capabilities and Portugal's integration into international defence and space programs.
Innovation and Defence Linkage: Emphasis on the historical linkage between innovation and defence, citing examples like the military genesis of Silicon Valley and the Cold War's technological dividends that fueled the digital economy, highlighting the potential for similar growth in Portugal.
Proposals for Growth: Recommendations include promoting dual-use technologies and open innovation, streamlining procurement processes, supporting and financing new ICT/BTID companies, and creating a Defence Startup Accelerator to spur innovation and economic growth.
Current and Future Technologies: Discussion on emerging defence technologies such as drone warfare, advancements in AI, and new military applications, along with the importance of integrating these innovations to enhance Portugal's defence capabilities and economic resilience.
2. INTROVERTS CAN BE BETTER AT
BUSINESS THAN EXTRAVERTS
1. THEY CRAVE SOLITUDE
2. THEY HAVE NO NEED FOR EXTERNAL AFFIRMATION
3. THEY MAKE ORDER OUT OF CHAOS
4. THEY ARE THE BEST LISTENERS
5. THEY CONNECT DISPARATE DOTS THAT MAY SAVE
THE BUSINESS
Source: Entrepreneur Franchise 500
3. UNIQUE ADVANTAGES OF
INTROVERTED LEADERS
1. THEY ARE GOOD LISTENERS
2. THEY TAKE TIME TO THINK
3. THEY DON’T OVERLOOK OTHER INTROVERTS
4. THEY ENCOURAGE ONE-ON-ONE CONVERSATIONS
Source: Inc.com
4. HOW TO ENCOURAGE AND
ENGAGE INTROVERTS
1. REJIG YOUR MEETINGS
2. OFFER QUIET ZONES
3. ENCOURAGE INTROVERTS TO LEAD
4. DO NOT ALLOW THE LOUDEST VOICES TO PREVAIL
Source: Workopolis
5. WHY INTROVERTS WILL RULE
THE BUSINESS WORLD
1. INTROVERTS INNOVATE, EXTRAVERTS MAINLY TALK
2. COMPANIES SURVIVE TODAY BY BEING
CONSISTENTLY INNOVATIVE. EXTRAVERTS AREN’T
VERY GOOD AT THAT
3. MOST SELLING NOW IS INSIDE SELLING –
INTROVERTS DEALING WITH CUSTOMERS ONLINE
Source:
Inc.com
6. INTROVERTS OR EXTRAVERTS?
• Introducing Ambiverts
• Extreme introverts don’t
account for much revenue
• But nor do extreme
extraverts
• They are too annoying
• Ambiverts sell most
• They listen and talk