NCFE Level 2 Certificate in Principles of Team Leading

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "NCFE Level 2 Certificate in Principles of Team Leading"

Transcription

1 E PL M SA NCFE Level 2 Certificate in Principles of Team Leading Part A

2 These learning resources and assessment questions have been approved and endorsed by NCFE as meeting the requirements of the Level 2 Certificate in Principles of Team Leading. Disclaimer: This resource uses real life case studies where specifically stated and referenced. All other references to individuals, groups and companies contained within these resources are fictitious.

3 Introduction Certificate in Principles of Team Leading Welcome to this Level 2 Certificate in Principles of Team Leading. We hope you find all of the information contained in this resource pack interesting and informative. This learning resource and the assessment questions have been approved by NCFE as a great way to meet the learning outcomes for this qualification. (A complete list of the learning outcomes can be found on the last page of this resource.) The course is made up of three parts (A, B and C). This is Part A which contains two units: UNIT 1: Principles of team leading UNIT 2: Understand business As you start to read through each page you will be able to make notes and comments on things you have learnt or may want to revisit at a later stage. At the end of each section you will be asked to answer the relevant assessment questions. Once you have answered the questions, go to the next section and continue studying until all of the assessment questions have been completed. Please make sure that you set aside enough time to read each section carefully, making notes and completing all of the activities. This will allow you to gain a better understanding of the subject content, and will help you to answer all of the assessment questions accurately. Good luck with your study. Now let s begin! 1

4 Principles of Team Leading Unit 1: Principles of team leading Welcome to unit one. This unit contains five sections. These are: SA Section 1: Understanding leadership styles in organisations Section 2: Understanding team dynamics Section 3: Understanding techniques used to manage the work of teams Section 4: Understanding the impact of change management within a team Section 5: Understanding team motivation M Section 1: U nderstanding leadership styles in organisations PL This section will explore the following: Characteristics of effective leaders Different leadership styles Ways in which leaders can motivate their teams The benefits of effective leadership for organisations. E 2

5 Characteristics of effective leaders Leaders are hugely important to the success of an organisation. They set the direction for the organisation and encourage people to pull together to deliver results. A Activity 1: Effective leaders Give three examples of people who inspire you as great team leaders and explain why. Your examples can come from any area of life such as sport, politics, culture and the arts, industry or science. However, the examples must be people who can lead others to achieve things not just great individuals in their own right There are a huge number of different leaders in the world. From politicians and business leaders, to people who lead charities or sports teams. There are also many different ways that people fulfil the role of leader. This can make it hard to define exactly what makes a leader effective. Rather than focusing on their different styles and techniques, it can be useful to focus on what they do as a leader. 3

6 ! STOP AND THINK! What do you think makes a leader effective? What do they do? Use the space below to make some notes. 4

7 Did you think of any of these characteristics? They lead and inspire other people They stand for something They are able to communicate with and influence others They take responsibility for things They collaborate with others They focus on a meaningful and ambitious goal They are committed to achieving their goal. Different leadership styles Whilst many leaders share a number of characteristics, they can also have hugely different styles. The way they approach situations and people, and what they say and do, can be very different. Here are examples of some well known leadership styles: Authoritarian Authoritarian leaders tell other people what to do and demand that they do it. They closely monitor performance and put in place negative consequences for people who do not do what they are told. This style is also sometimes known as command and control or directive. Paternalistic Paternalistic leaders assume the role of a dominant parent who looks after their employees and tells them what to do. Employees are expected to be loyal and obedient and in return the leader will look after their best interests. Democratic Democratic leaders proactively engage their employees in decision making and in setting the agenda for the organisation. They encourage debate and the sharing of ideas, and allow employees a lot of freedom to organise their own work. Laissez-faire Laissez-faire leaders devolve almost all decisions to their employees. They delegate tasks without providing much guidance and allow employees to decide how best to approach work, although they are available to provide guidance and support when requested. 5

8 Principles of Team Leading! STOP AND THINK! What do you think it would be like to work for a leader who follows each of the four different leadership styles? Make your notes in the space below: Authoritarian SA Paternalistic Democratic M Laissez-faire PL More recent studies have found that the most effective leaders are able to adapt their leadership style to meet the needs of a particular situation or employee. This is known as situational leadership. E 6

9 The following table looks at various different leadership styles in more detail: Style Description When to use it Weaknesses Directive Telling people what to do. When you need immediate compliance or results. Can create an unpleasant workplace and lead to disengagement in the long-term. Visionary Setting a vision for the team to work towards. When you need to align the team or set a new direction. The leader can spend a lot of time explaining this. Participative Involving the team in making decisions and organising their work. When you need to get ideas from employees, or draw on their expertise. There sometimes isn t time to be participative when immediate action is required. Pacesetting Setting high standards and role modelling great performance. When you need to get things done quickly and accurately. Takes up a lot of the leaders time and can disengage employees. Coaching Supporting employees to develop, and solve problems themselves. To improve performance of the team over the long-term. Can take a lot of time, not suitable in a crisis. Affiliative Creates harmony and builds relationships. When you need to heal divisions within the team or when the team is under a lot of pressure or stress. Not suitable when there is a strong need for delivery. Does not promote clarity or direction. Key Fact There are many ways of being an effective leader and the best leaders are responsive to the needs of the situation and their team. 7

10 Differences between leadership and management Managers and leaders share a number of characteristics: They both work with people and aim to bring out the best in them They must both be able to communicate with others and understand their perspective They both have to deliver results. Both leaders and managers are needed within an organisation, and sometimes an individual might need to demonstrate elements of both leadership and management in their role, but they are very different skills. It is possible to be an effective manager without being a good leader, and similarly, it is possible to be an effective leader without being a good manager. Some of the main differences between leaders and managers are summarised in the table below. Managers focus on: The short-term Goals and objectives Getting things done Asking How? Organising people Producing predictability and order Communication React to change. The long-term Visions Leaders focus on: Creating ideas and possibilities Asking Why? Aligning people Producing change Persuasion Create change. 8

11 ! STOP AND THINK! When you are at work, how much of your time do you spend being a manager and how much of your time do you spend being a leader? Note down your thoughts in the space below. Key Fact Leadership and management are different skills and organisations need both leaders and managers to be effective. 9

12 Ways in which leaders can motivate their teams One of the key roles of a leader is to deliver results through their team. This means that they need to be able to motivate their teams to perform.! STOP AND THINK! There are lots of ways that leaders can motivate their teams. Write down all of the ways you can think of in the space below. 10

13 Did you think of any of these approaches? Team building Setting clear targets or goals Measuring performance Providing encouragement and feedback Rewarding good performance Inspiring their team Empowering their team Providing support Coaching individual team members Promoting creativity Providing meaningful and challenging work Offering training and development. Different people will value some of these techniques more than others. For example, some people really want to be thanked and to have their effort acknowledged by their leader, whereas other people may prefer it if leaders demonstrate respect for their abilities by letting them organise their own work and delegating new tasks to them. 11

14 ! STOP AND THINK! Think about the different members of your team or a team you are familiar with. Make a note of each person and what motivates them in the spaces provided. Team members Motivation People may have more than one thing that motivates them, but usually, they will have a principal driving force. 12

15 A Activity 2: Motivating a team Think about each of the four case studies listed in the table and note down what you would do to motivate each team member. The first one is completed as an example for you. Team members Techniques for motivating them Taban is very ambitious and is keen to develop and progress within the organisation. Provide lots of learning opportunities, delegate new tasks to him, and have regular personal development discussions. Emma likes challenging herself and enjoys trying new things. James needs to feel that his work is making a difference and that his manager appreciates the effort he is putting in. Lucy can be easily distracted and needs help to prioritise and remain focused. Check your answers at the end of this workbook. Key Fact The most effective motivational techniques are those that match the specific needs or wants of the individual. 13

16 Principles of Team Leading The benefits of effective leadership for organisations Good leaders have a huge impact on the performance of an organisation. Leaders who are able to create a strong strategic vision of the organisation and motivate and engage employees can deliver outstanding results. SA One way that they do this is by creating the conditions where employees want to do their best and work harder and better, perhaps because they feel pride or loyalty towards the organisation or leader. Engaging employees in this way has been linked to a range of organisational benefits including: Higher productivity Increased profits Greater revenue growth Fewer conflicts More innovation Lower accident and sickness rates Lower employee turnover Improved customer service Increased efficiency. E PL M 14

17 A Activity 3: The benefits of effective leadership for organisations Download Nailing the Evidence from the Engage for Success website using the link below. Make a note of some of the benefits associated with leaders who fully engage their employees. Evidence.pdf Check your answers at the end of this workbook. R Further Research: Engage for success The benefits of employee engagement and the actions that individuals and organisations can take to engage employees have attracted a lot of attention in recent years. The Engage for Success movement has emerged from government research into employee engagement and their website contains a wealth of excellent information, ideas and tools. You can access this website at: Key Fact The benefits of great leadership can be seen across a number of organisational dimensions. Together they create tangible benefits to organisational performance. 15

18 Let s Summarise! Take a few minutes to answer the following questions to help you summarise what you have learnt in this section. This will help you answer the upcoming assessments. 1. Make a list of at least five things that effective leaders do Match the following leadership styles to their definitions, by drawing a line to match each style to the correct description. Authoritarian Paternalistic Democratic Laissez-faire Situational They assume the role of a dominant parent who looks after their employees and tells them what to do. Leaders adapt their style to meet the needs of the situation and people they are dealing with. They devolve or delegate almost all decisions and work to employees, allowing them to organise their work as they think best. Leaders tell other people what to do and demand that they do it. They proactively engage their employees in decision making and setting the agenda for the organisation. 3. What are the main differences between a leader and a manager? 16

19 4. List three ways that a leader could motivate their team Tick all of the benefits below that have been associated with effective leadership. Higher productivity Increased profits Greater revenue growth Fewer conflicts More innovation Lower accident and sickness rates Lower employee turnover Improved customer service Increased efficiency. Check your answers by looking back over this section. CONGRATULATIONS, YOU HAVE NOW COMPLETED SECTION 1. PLEASE NOW GO TO YOUR ASSESSMENTS AND ANSWER QUESTIONS Q1 TO Q4. 17

Chris Bell. Customer Experience Coach. www.customerexperiences.co.nz

Chris Bell. Customer Experience Coach. www.customerexperiences.co.nz Chris Bell Customer Experience Coach Developing Your Unique Customer Experience Introduction As more and more business leaders start to understand what a customer experience strategy is all about and more

More information

STIR Education Micro-Innovations that raise results STUDENT ATTENDANCE SCANNER

STIR Education Micro-Innovations that raise results STUDENT ATTENDANCE SCANNER STIR Education Micro-Innovations that raise results STUDENT ATTENDANCE SCANNER FOCUS: DISCILINE STUDENT ATTENDANCE SCANNER STIR EDUCATION At STIR Education, our belief is that the best way to improve the

More information

15 Most Typically Used Interview Questions and Answers

15 Most Typically Used Interview Questions and Answers 15 Most Typically Used Interview Questions and Answers According to the reports made in thousands of job interviews, done at ninety seven big companies in the United States, we selected the 15 most commonly

More information

Advanced Behavioral Analysis: Business Consulting Perspectives Online Training Course. Course Highlights

Advanced Behavioral Analysis: Business Consulting Perspectives Online Training Course. Course Highlights Course Highlights Congratulations on your decision to enroll in Advanced Behavioral Analysis: Business Consulting Perspectives Online Training Course. We are confident that this course will empower you

More information

The ins and outs. of successful. leadership. Helping you to be a more effective leader

The ins and outs. of successful. leadership. Helping you to be a more effective leader The ins and outs of successful leadership Helping you to be a more effective leader What does your team expect from their leader? Someone who high-fives everyone from the post boy to the CEO on his way

More information

Investors in People First Assessment Report

Investors in People First Assessment Report Investors in People First Assessment Report K.H.Construction Cambridge Assessor: Lesley E Ling On-site Date/s: 3 rd September 2008. Recognition Date: Contents 1. Introduction Page 2 2. Assessment and Client

More information

Top 30 Employee Engagement Strategies for Modern Leaders. A guide from Investors in People

Top 30 Employee Engagement Strategies for Modern Leaders. A guide from Investors in People Top 30 Employee Engagement A guide from Investors in People It s not the plans, products or capital resources that make an organisation great. It s the people. We believe organisations succeed by unlocking

More information

Key Steps to a Management Skills Audit

Key Steps to a Management Skills Audit Key Steps to a Management Skills Audit COPYRIGHT NOTICE PPA Consulting Pty Ltd (ACN 079 090 547) 2005-2013 You may only use this document for your own personal use or the internal use of your employer.

More information

Conducting Effective Appraisals

Conducting Effective Appraisals Conducting Effective Appraisals By Mark Williams Head Of Training MTD Training Web: www.mtdtraining.com Telephone: 0800 849 6732 1 MTD Training, 5 Orchard Court, Binley Business Park, Coventry, CV3 2TQ

More information

Investors in People Assessment Report. Presented by Alli Gibbons Investors in People Specialist On behalf of Inspiring Business Performance Limited

Investors in People Assessment Report. Presented by Alli Gibbons Investors in People Specialist On behalf of Inspiring Business Performance Limited Investors in People Assessment Report for Bradstow School Presented by Alli Gibbons Investors in People Specialist On behalf of Inspiring Business Performance Limited 30 August 2013 Project Reference Number

More information

DESCRIBING OUR COMPETENCIES. new thinking at work

DESCRIBING OUR COMPETENCIES. new thinking at work DESCRIBING OUR COMPETENCIES new thinking at work OUR COMPETENCIES - AT A GLANCE 2 PERSONAL EFFECTIVENESS Influencing Communicating Self-development Decision-making PROVIDING EXCELLENT CUSTOMER SERVICE

More information

Getting the best from your 360 degree feedback

Getting the best from your 360 degree feedback 1 Contents Getting the best from your 360 degree feedback... 3 What it is.... 3 And isn t.... 4 Using the system... 5 Choosing your respondents... 5 Choosing your competencies... 5 Compiling your questionnaire...

More information

PROPOSAL TO DEVELOP AN EMPLOYEE ENGAGEMENT PROGRAMME

PROPOSAL TO DEVELOP AN EMPLOYEE ENGAGEMENT PROGRAMME PROPOSAL TO DEVELOP AN EMPLOYEE ENGAGEMENT PROGRAMME DEFINITIONS OF ENGAGEMENT The concept of employee engagement has received growing interest recently, with a range of research into what engagement is

More information

i2isales Training Solution - Sales Management

i2isales Training Solution - Sales Management Please note: This document has been created due to requests from some of our customers for an off the shelf solution. It represents a very basic outline of the type of offering(s) we provide - and should

More information

CIPD Employee engagement

CIPD Employee engagement CIPD Employee engagement See www.cipd.co.uk for further details January 2007 This factsheet gives introductory guidance. It: considers what is meant by employee engagement and why organisations are interested

More information

STRATEGIC PLANNING TEN-STEP GUIDE. Planning is a critical component of good business and good management of business.

STRATEGIC PLANNING TEN-STEP GUIDE. Planning is a critical component of good business and good management of business. STRATEGIC PLANNING TEN-STEP GUIDE THE IMPORTANCE OF PLANNING Planning is a critical component of good business and good management of business. Planning helps assure that a business remains relevant and

More information

Four Pillars of Sales Success. Sales Training for Large Organisations

Four Pillars of Sales Success. Sales Training for Large Organisations Four Pillars of Sales Success Sales Training for Large Organisations Contents Introduction 3 Confidence & Belief 4 Knowledge 5 5 Skills of Successful Sales People 6 Process and structure 7 Brian Abram

More information

Registered Nurse Southlands Person Specification and Competencies

Registered Nurse Southlands Person Specification and Competencies Competency Profile GROUP COMPETENCY CORE LEVEL OF COMPETENCY A B C D RESULT 1. Customer Focus CUSTOMER ORIENTATION 2. Taking Responsibility 3. Interpersonal Sensitivity 4. Teamwork ALL JOBS 5. Motivation

More information

Customer Experience Outlines

Customer Experience Outlines Customer Experience Outlines Professional Persuasive Language Customer satisfaction is a feeling and a perception. The consummate professional manages perception so that the customer always feels cared

More information

LOOKING TO CHANGE ACCOUNTANTS?

LOOKING TO CHANGE ACCOUNTANTS? LOOKING TO CHANGE ACCOUNTANTS? 7 reasons why we are the firm to take... 2 WHAT DO YOU WANT FROM YOUR ACCOUNTANT? Before you make the decision to change accountants you really need to think about what you

More information

Masterclass Series. Sales Training Courses

Masterclass Series. Sales Training Courses Masterclass Series of Sales Training Courses Testimonials I always enjoy how I feel after a durhamlane workshop empowered and motivated to attack my sales objectives. Cost effective and very good value

More information

Leadership for Learning: Strengthening School Leadership that Makes a Difference

Leadership for Learning: Strengthening School Leadership that Makes a Difference Leadership for Learning: Strengthening School Leadership that Makes a Difference Paper presented at the RCEP international Conference on Education Reform: Policies, Planning & Praxis, United Arab Emirates,

More information

The ILM Level 3 Diploma Programme in Leadership & Management consists of the following units, ILM credit values and guided learning hours.

The ILM Level 3 Diploma Programme in Leadership & Management consists of the following units, ILM credit values and guided learning hours. The ILM Level 3 Diploma programme is to give new or potential first line managers the foundation for their formal development in this role. In addition it provides the student with a solid foundation which

More information

Business Administration SAMPLE. NCFE Level 2 Certificate in Business Administration Knowledge. Part A

Business Administration SAMPLE. NCFE Level 2 Certificate in Business Administration Knowledge. Part A NCFE Level 2 Certificate in Business Administration Knowledge Part A 1 These learning resources and assessment questions have been approved and endorsed by NCFE as meeting the requirements of the Level

More information

Leading on Learning. A hands-on guide for line managers

Leading on Learning. A hands-on guide for line managers Leading on Learning A hands-on guide for line managers Welcome to our Leading on Learning guide, one of the many ways in which we at the Campaign for Learning are working to celebrate and promote the huge

More information

INVESTORS IN PEOPLE ASSESSMENT REPORT

INVESTORS IN PEOPLE ASSESSMENT REPORT INVESTORS IN PEOPLE ASSESSMENT REPORT Birmingham City University Human Resources Department Page: 1 of 19 Key Information Assessment Type Review Investors in People Specialist Name Bob Morrison Visit Date

More information

Peter Gome, FFV CEO and Will Hastie, FFV Coaches Standing Committee Chair

Peter Gome, FFV CEO and Will Hastie, FFV Coaches Standing Committee Chair TO: FROM: NPL, NPL2 and MSL1 clubs Peter Gome, FFV CEO and Will Hastie, FFV Coaches Standing Committee Chair DATE: 27 April 2016 SUBJECT: Statement from FFV CEO & Coaches Standing Committee Chair on NPL

More information

2015 UCISA Award for Excellence Entry

2015 UCISA Award for Excellence Entry Institution Name: University of Leeds Originating Department: IT Contact Name (and email address): John Grannan j.k.grannan@leeds.ac.uk, Sally Bogg, s.l.bogg@leeds.ac.uk Project Title: IT Help Desk Continual

More information

A Sales Strategy to Increase Function Bookings

A Sales Strategy to Increase Function Bookings A Sales Strategy to Increase Function Bookings It s Time to Start Selling Again! It s time to take on a sales oriented focus for the bowling business. Why? Most bowling centres have lost the art and the

More information

INVESTORS IN PEOPLE ASSESSMENT REPORT. Rodor Housing & Support Limited

INVESTORS IN PEOPLE ASSESSMENT REPORT. Rodor Housing & Support Limited INVESTORS IN PEOPLE ASSESSMENT REPORT Rodor Housing & Support Limited Page: 1 of 11 Key Information Assessment Type Investors in People Specialist Name First time assessment Sue Long Visit Date 10/2/2014

More information

Stress management competency indicator tool

Stress management competency indicator tool Stress management competency indicator tool How effective are you at preventing and reducing stress in your staff? Use the following questionnaire to assess your behaviour The Stress management competency

More information

The role of the line in talent management

The role of the line in talent management The role of the line in talent management A paper from HR in a disordered world: IES Perspectives on HR 2015 Wendy Hirsh, Principal Associate Member Paper 108 The role of the line in talent management

More information

It will be the line manager s responsibility to structure the programme in such a way that both parties are clear about what to expect.

It will be the line manager s responsibility to structure the programme in such a way that both parties are clear about what to expect. A GUIDE TO MANAGING PROBATION PERIODS SUCCESSFULLY During a new employee's probationary period, the line manager should follow a formal structured procedure that is aimed at assessing and reviewing the

More information

REPORT OF THE SERVICE DIRECTOR - HUMAN RESOURCES AND CUSTOMER SERVICE

REPORT OF THE SERVICE DIRECTOR - HUMAN RESOURCES AND CUSTOMER SERVICE Report to Personnel Committee 26 September 2012 Agenda Item: 6 REPORT OF THE SERVICE DIRECTOR - HUMAN RESOURCES AND CUSTOMER SERVICE INVESTORS IN PEOPLE RE-ACCREDITATION Purpose of the Report 1. The purpose

More information

INTERVIEW QUESTIONS & TECHNIQUES Collected by MBA Dept

INTERVIEW QUESTIONS & TECHNIQUES Collected by MBA Dept INTERVIEW QUESTIONS & TECHNIQUES Collected by MBA Dept General Advice Before you go for your interview you need to find out everything you can about the company. Reread your application/cv/covering letter,

More information

Overview of Future Purchasing s fundamental and advanced training workshops...

Overview of Future Purchasing s fundamental and advanced training workshops... Performance Learning Presented by: Anna Del Mar - Director, Performance Learning Future Purchasing Overview of Future Purchasing s fundamental and advanced training workshops... Tailored excellence.. Our

More information

INTRODUCTION TO COACHING TEACHING SKILLS TEACHING/LEARNING. September 2007 Page 1

INTRODUCTION TO COACHING TEACHING SKILLS TEACHING/LEARNING. September 2007 Page 1 TEACHING SKILLS September 2007 Page 1 TEACHING SKILLS Being a teacher is one of the main roles a coach fulfils for their players. The ability to teach effectively, especially the technical skills of ice

More information

MANAGEMENT VERSUS LEADERSHIP: WHERE DOES THE PROJECT MANAGER STAND?

MANAGEMENT VERSUS LEADERSHIP: WHERE DOES THE PROJECT MANAGER STAND? MANAGEMENT VERSUS LEADERSHIP: WHERE DOES THE PROJECT MANAGER STAND? Paul A. Tilley CSIRO Building, Construction and Engineering, Brisbane, Australia ABSTRACT The modern project manager needs many skills

More information

A Guide to Cover Letter Writing

A Guide to Cover Letter Writing A Guide to Cover Letter Writing Contents What is a Cover Letter?... 2 Before you get started - Do your Research... 3 Formatting the letter... 4 Cover letter content... 5 Section 1 - Opening... 5 Section

More information

SAMPLE QUESTIONS EXAM EXEMPLAR QUESTIONS. AD1 - Management in procurement and supply. Level 5 Advanced Diploma in Procurement and Supply

SAMPLE QUESTIONS EXAM EXEMPLAR QUESTIONS. AD1 - Management in procurement and supply. Level 5 Advanced Diploma in Procurement and Supply Level 5 Advanced Diploma in Procurement and Supply AD1 - Management in procurement and supply EXAM EXEMPLAR QUESTIONS CASE STUDY, QUESTIONS AND INDICATIVE ANSWER CONTENT Page 1 of 7 QUALIFICATIONS 2013

More information

10 principles of Not-for-profit Branding. branding marketing public relations graphic design websites advertising ecomms copywriting social media

10 principles of Not-for-profit Branding. branding marketing public relations graphic design websites advertising ecomms copywriting social media 10 principles of Not-for-profit Branding branding marketing public relations graphic design websites advertising ecomms copywriting social media What is a brand? Every organisation has a brand whether

More information

APPLICATIONS GUIDE. TRACOM Sneak Peek. Excerpts from. Improving Personal Effectiveness With Versatility

APPLICATIONS GUIDE. TRACOM Sneak Peek. Excerpts from. Improving Personal Effectiveness With Versatility APPLICATIONS GUIDE TRACOM Sneak Peek Excerpts from Improving Personal Effectiveness With Versatility TABLE OF CONTENTS PAGE Introduction...1 Prerequisites...1 A Guide for You...1 Why Learn to Become Highly

More information

Helping People with Mental Illness

Helping People with Mental Illness Helping People with Mental Illness A Mental Health Training Programme for Community Health Workers Module E Helping Families Cope with Mental Health Problems Page 1 About this course Helping People with

More information

Family Guide to the Individual Support Plan in Pennsylvania

Family Guide to the Individual Support Plan in Pennsylvania Family Guide to the Individual Support Plan in Pennsylvania Department of Public Welfare, Office of Mental Retardation through the Office of Mental Retardation Consulting System Welcome This booklet will

More information

50 Tough Interview Questions

50 Tough Interview Questions You and Your Accomplishments 1. Tell me a little about yourself. 50 Tough Interview Questions Because this is often the opening question, be careful that you don t run off at the mouth. Keep your answer

More information

CREATIVE S SKETCHBOOK

CREATIVE S SKETCHBOOK Session Plan for Creative Directors CREATIVE S SKETCHBOOK THIS SKETCHBOOK BELONGS TO: @OfficialSYP 1 WELCOME YOUNG CREATIVE If you re reading this, it means you ve accepted the We-CTV challenge and are

More information

Ten Tough Interview Questions and Ten Great Answers

Ten Tough Interview Questions and Ten Great Answers This tool is designed to identify typical questions asked and the kinds of answers that demonstrate a concise and thoughtful response. The following are some of the most difficult questions asked during

More information

Role Description Curator - Digital Assets

Role Description Curator - Digital Assets Role Description Curator - Digital Assets Cluster Agency Division/Branch/Unit Location Department of Planning & Environment Sydney Living Museums Collections & Access The Mint Classification/Grade/Band

More information

Leading Self. Leading Others. Leading Performance and Change. Leading the Coast Guard

Leading Self. Leading Others. Leading Performance and Change. Leading the Coast Guard Coast Guard Leadership Competencies Leadership competencies are the knowledge, skills, and expertise the Coast Guard expects of its leaders. The 28 leadership competencies are keys to career success. Developing

More information

Principles of Supervision MGT 2220 Chapter 8 The Supervisor as Leader

Principles of Supervision MGT 2220 Chapter 8 The Supervisor as Leader Principles of Supervision MGT 2220 Chapter 8 The Supervisor as Leader If people see you looking out only for your own best interests, they will not follow you. - Carlos Gutierrez, U.S. Secretary of Commerce

More information

Managing for Results. Purpose. Managing for Results Practitioner-level Standards

Managing for Results. Purpose. Managing for Results Practitioner-level Standards Managing for Results Practitioner-level Standards Managing for Results Purpose In all sectors and at all levels managers must have the knowledge, understanding and skills to enable them to grasp the right

More information

CHAPTER 3 - CUSTOMER RELATIONSHIP MANAGEMENT (CRM)

CHAPTER 3 - CUSTOMER RELATIONSHIP MANAGEMENT (CRM) CHAPTER 3 - CUSTOMER RELATIONSHIP MANAGEMENT (CRM) 3.1 INTRODUCTION The most important purpose of any service orientated organisation is to retain customers. It is critical for any organization to keep

More information

LEADERSHIP DEVELOPMENT FRAMEWORK

LEADERSHIP DEVELOPMENT FRAMEWORK LEADERSHIP DEVELOPMENT FRAMEWORK February 13, 2008 LEADERSHJP PERSPECTIVE I consider succession planning to be the most important duty I have as the Director of the NOAA Corps. As I look toward the future,

More information

FAO Competency Framework

FAO Competency Framework FAO Competency Framework FAO Competency Framework Acknowledgements FAO is grateful to the UNAIDS Secretariat, which has kindly permitted FAO to re-use and adapt the explanatory text on competencies from

More information

HOW OUTSOURCING CAN WORK FOR YOUR BUSINESS

HOW OUTSOURCING CAN WORK FOR YOUR BUSINESS HOW OUTSOURCING CAN WORK FOR YOUR BUSINESS WITH THE RIGHT OUTSOURCE PARTNER, OUTSOURCING CAN GROW YOUR COMPANY IN KEY AREAS. IT IS AN OPPORTUNITY TO CAPITALISE ON YOUR STRENGTHS AND TO FIND WAYS TO WORK

More information

Different types of organisation

Different types of organisation Different types of organisation What type of organisation do you work for? Does the type of organisation affect what it does and how it does it? Understanding what type of organisation you work for can

More information

Digital Marketing Specialist

Digital Marketing Specialist v Digital Marketing Specialist Our Vision To be the best company our employees ever work for, the best bank our customers ever do business with and the best investment for our shareholder. Our Mission

More information

Information for Applicants. Director Performing Arts Centre of Excellence

Information for Applicants. Director Performing Arts Centre of Excellence Information for Applicants Director Performing Arts Centre of Excellence 2016 Introduction Thank you for your interest in the position of Director Performing Arts Centre of Excellence at St John s Anglican

More information

Strayer University Alexandria Campus. Adaptive Leadership in Emergency Management

Strayer University Alexandria Campus. Adaptive Leadership in Emergency Management Strayer University Alexandria Campus Adaptive Leadership in Emergency Management a Directed Research Project submitted to Miles M. Hamby, Ph.D. in Candidacy for the Degree of Master of Business Administration

More information

When you hear the word engagement, you

When you hear the word engagement, you EXECUTIVE FORUM EMPLOYEE ENGAGEMENT: BEYOND THE FAD AND INTO THE EXECUTIVE SUITE Theresa M. Welbourne When you hear the word engagement, you might think of long-term commitment, marriage, diamonds, family,

More information

IPMA Competence Baseline

IPMA Competence Baseline 1 IPMA Competence Baseline Behavioural competences By Oliver Chorvát, Nikol Kokešová, Jiří Harazim Hello everybody. I d like to welcome you to our presentation. We are team number 8, Oliver, Nikol a Jirka.

More information

Developed for the Southern Africa NGO Capacity Building Project with support from:

Developed for the Southern Africa NGO Capacity Building Project with support from: AFRICAN MEDICAL AND RESEARCH FOUNDATION: MANUAL ON THE UNIT STANDARD: Apply the principles of situational leadership to a business unit: ID No: 13953: 5 Credits Developed for the Southern Africa NGO Capacity

More information

Explain how Employee Performance is Measured and Managed

Explain how Employee Performance is Measured and Managed Explain how Employee Performance is Measured and Managed For this last section of my report I will be discussing how employee performance can be both managed and measured. In addition to this, I will also

More information

Test your talent How does your approach to talent strategy measure up?

Test your talent How does your approach to talent strategy measure up? 1 Test your talent How does your approach to talent strategy measure up? Talent strategy or struggle? Each year at Head Heart + Brain we carry out research projects to help understand best practice in

More information

Developing a Learning Plan. A Learning Plan can serve as a useful tool for planning and managing professional development.

Developing a Learning Plan. A Learning Plan can serve as a useful tool for planning and managing professional development. Developing a Learning Plan A Learning Plan can serve as a useful tool for planning and managing professional development. Developing a Learning Plan requires that you: 1. Identify a Learning Goal, the

More information

Styles of Leadership

Styles of Leadership Purpose: To focus on three styles of leadership, the importance of developing a flexible style and to help you understand your natural leadership style. Learning Objectives: 1. To understand three styles

More information

Why Sales Training Doesn t Work. And What to Do About It!

Why Sales Training Doesn t Work. And What to Do About It! Why Sales Training Doesn t Work And What to Do About It! Selling isn t a great sport in which to come second. In the world of winner takes all, anything that gives you a small increase in performance relative

More information

Diploma in Management Level 4

Diploma in Management Level 4 Diploma in Management Level 4 This qualification is accredited by OFQUAL as being Stand Alone and part of Apprenticeships. Learners must achieve 37 credits and above to gain the Diploma qualification.

More information

How to tackle work-related stress A guide for employers on making the Management Standards work

How to tackle work-related stress A guide for employers on making the Management Standards work A guide for employers on making the Management Standards work Health and Safety Introduction A guide for employers on making the Management Standards work Going to work is generally good for us, but only

More information

The University of Adelaide Business School

The University of Adelaide Business School The University of Adelaide Business School MBA Projects Introduction There are TWO types of project which may be undertaken by an individual student OR a team of up to 5 students. This outline presents

More information

Executive Development for Education Leaders, Catholic Sector

Executive Development for Education Leaders, Catholic Sector Following the outstanding success of the inaugural Executive Development for Education Leaders program in 2015, QELi are proud to partner with Brisbane Catholic Education for the second year. Executive

More information

Transitioning from Project Manager to Project Leader

Transitioning from Project Manager to Project Leader Transitioning from Project Manager to Project Leader Seven steps to take charge of your world Clay Springer, PMP May 21, 2015 Synopsis Too often, Project Managers are viewed (and view themselves) as administrators

More information

Information for Parents and Students

Information for Parents and Students Information for Parents and Students CONTENTS Welcome... 3 Obtaining entry into medicine... 4 What should I do now? Three years from completing high school... 8 Two years from completing high school...

More information

Guide on Staff Motivation

Guide on Staff Motivation Guide on Staff Motivation CONTENTS Page 1. Purpose 2 2. Why Do We Need Motivation? 2 3. Motivation in the Civil Service 4 4. Within Our Own Boundary 8 5. At the Organizational Level 12 6. Motivation and

More information

Sales Training Programme. Module 7. Objection handling workbook

Sales Training Programme. Module 7. Objection handling workbook Sales Training Programme. Module 7. Objection handling workbook Workbook 7. Objection handling Introduction This workbook is designed to be used along with the podcast on objection handling. It is a self

More information

Middlesbrough Manager Competency Framework. Behaviours Business Skills Middlesbrough Manager

Middlesbrough Manager Competency Framework. Behaviours Business Skills Middlesbrough Manager Middlesbrough Manager Competency Framework + = Behaviours Business Skills Middlesbrough Manager Middlesbrough Manager Competency Framework Background Middlesbrough Council is going through significant

More information

ABERDEEN CITY COUNCIL JOB DESCRIPTION

ABERDEEN CITY COUNCIL JOB DESCRIPTION ABERDEEN CITY COUNCIL JOB DESCRIPTION All employees are required to carry out their duties and responsibilities in accordance with the Council s Safety Policy and all other Council policies and legislation

More information

the Defence Leadership framework

the Defence Leadership framework the Defence Leadership framework Growing Leaders at all Levels Professionalism Loyalty Integrity Courage Innovation Teamwork Foreword One of the founding elements of Building Force 2030, as outlined in

More information

Getting a Seat at the Table: New Perspectives for HR

Getting a Seat at the Table: New Perspectives for HR Getting a Seat at the Table: New Perspectives for HR If HR wants to get a seat at the table, then many of those working in HR will need to change their perspectives about their profession. By Gary Lear

More information

USEFUL TERMS Crowdfunding getfunding.com.au Rewards Keep It All Campaigns All or Nothing Campaigns

USEFUL TERMS Crowdfunding getfunding.com.au Rewards Keep It All Campaigns All or Nothing Campaigns This guide is based on years of experience assisting people to raise funding and attract funding opportunities to projects. We have assisted individuals, small and medium size businesses, inventors, and

More information

EMPLOYEE ENGAGEMENT. A Bray Leino Learning Whitepaper WRITTEN BY NIGEL WALPOLE

EMPLOYEE ENGAGEMENT. A Bray Leino Learning Whitepaper WRITTEN BY NIGEL WALPOLE EMPLOYEE ENGAGEMENT A Bray Leino Learning Whitepaper WRITTEN BY NIGEL WALPOLE PUBLISHED SEPTEMBER 2015 Inside many organisations, Employee Engagement is a real focus for HR professionals and, increasingly,

More information

A bigger family, a better future.

A bigger family, a better future. A bigger family, a better future. Child sponsorship is changing for the better Sponsors like you are a vital part of our big, supportive family. Like us, you want the very best for your sponsored child.

More information

Performance Management System Skills and Behaviours Bank

Performance Management System Skills and Behaviours Bank Performance Management System Skills and Behaviours Bank Leadership Gives purpose and direction to ensure that staff are motivated and inspired to deliver the Parliament s aim, values and strategic priorities.

More information

Newer and Early Career Researchers Conference Conference Information International Conference for Newer and Early Career Researchers

Newer and Early Career Researchers Conference Conference Information International Conference for Newer and Early Career Researchers Newer and Early Career Researchers Conference Conference Information International Conference for Newer and Early Career Researchers Society for Research into Higher Education Exploring Freedom and Control

More information

Acts 11 : 1-18 Sermon

Acts 11 : 1-18 Sermon Acts 11 : 1-18 Sermon Imagine a church being riven apart by different personalities leading different groups each trying to pull it in different directions. Imagine a church whose future is threatened

More information

LIMRA s International Bancassurance Multi-Level (Sales and Sales Management) Training Series

LIMRA s International Bancassurance Multi-Level (Sales and Sales Management) Training Series The Centre for Professional Development LIMRA s International Bancassurance Multi-Level (Sales and Sales Management) Training Series LIMRA s International Bancassurance Multi-Level (Sales and Sales Management)

More information

Successful Student Advisory Boards: Best Practices

Successful Student Advisory Boards: Best Practices Successful Student Advisory Boards: Best Practices Academic libraries establish student advisory boards to learn more about students, to connect and communicate with students, to learn to serve students

More information

Communication Process

Communication Process Welcome and Introductions Lesson 7 Communication Process Overview: This lesson teaches learners to define the elements of effective communication and its process. It will focus on communication as the

More information

FACE TO FACE SELLING SKILLS MODULE 6 CUSTOMER NEEDS ANALYSIS Pre-Tutorial ACCOUNT MANAGER S WORKBOOK

FACE TO FACE SELLING SKILLS MODULE 6 CUSTOMER NEEDS ANALYSIS Pre-Tutorial ACCOUNT MANAGER S WORKBOOK FACE TO FACE SELLING SKILLS MODULE 6 CUSTOMER NEEDS ANALYSIS Pre-Tutorial ACCOUNT MANAGER S WORKBOOK Welcome to Module 6 Customer needs analysis Welcome to Module 6 of Face to Face Selling Skills. In this

More information

Free Psychic Guide How To Get More From Your Psychic Readings

Free Psychic Guide How To Get More From Your Psychic Readings Free Psychic Guide How To Get More From Your Psychic Readings Please Copy and Send This Insightful 20 page e-book To Your Friends and to Anyone Who Is Looking For Sincere and Helpful Guidance in Their

More information

Department of Human Resources. Performance Management An introduction

Department of Human Resources. Performance Management An introduction Department of Human Resources Performance Management An introduction 1 Contents 1. What is Performance Management 3 2. Key principles 5 3. Tools and Resources 7 4. Performance Management 8 Health Check

More information

Framework for Leadership

Framework for Leadership Framework for Leadership Date Leader Self-Assessment Evaluator Assessment Domain 1: Strategic/Cultural Leadership Principals/school leaders systemically and collaboratively develop a positive culture to

More information

The Seven Levels of Leadership Consciousness

The Seven Levels of Leadership Consciousness The Seven Levels of Leadership Consciousness By Richard Barrett Leaders grow and develop by learning to master the Seven Levels of Personal Consciousness and the Seven levels of Organisational Consciousness.

More information

Wealth management. Guiding private client investment strategies

Wealth management. Guiding private client investment strategies Wealth management Guiding private client investment strategies 2 Managing private client wealth for over a century Our focus is on preserving and growing our clients wealth by providing experienced investment

More information

Manual Guide of The Induction Program for New Employees in the Federal Government

Manual Guide of The Induction Program for New Employees in the Federal Government United Arab Emirates Federal Authority For Government Human Resources Manual Guide of The Induction Program for New Employees in the Federal Government Building a Productive Institutional Culture @FAHR_UAE

More information

Behaviour Change Policy Framework The Four E s Model Educate, Encourage, Empower, Enforce

Behaviour Change Policy Framework The Four E s Model Educate, Encourage, Empower, Enforce Behaviour Change Policy Framework The Four E s Model Educate, Encourage, Empower, Enforce Version: 1 Approved by: Date formally approved: Document Author: Sue Holden and Steve Stuart Name of responsible

More information

COPY. The Critical Role of Investment Management Reporting. PORTFOLIO Richard Bloch

COPY. The Critical Role of Investment Management Reporting. PORTFOLIO Richard Bloch Objective: Create fulfillment materials for lead generation offer, Inc. is the world s leading provider of automated solutions for investment professionals enabling these firms to run their businesses

More information

OVERVIEW. SOCIAL STYLE and GROW SOCIAL STYLE

OVERVIEW. SOCIAL STYLE and GROW SOCIAL STYLE A T R A C O M G R O U P W H I T E P A P E R SOCIAL STYLE and GROW Alan Fine began his career as a tennis coach working with up-and-coming tennis professionals. As he worked with athletes, he realized that

More information

How Can I Get the Money Flowing? (Transcript of Lecture found at http://www.wealthbeyondreason.com/moneystuff.html)

How Can I Get the Money Flowing? (Transcript of Lecture found at http://www.wealthbeyondreason.com/moneystuff.html) How Can I Get the Money Flowing? (Transcript of Lecture found at /moneystuff.html) It seems to be a fact that when people start to learn about the Law of Attraction, the number one thing they want to attract

More information